Podcasts about abcdefg

On this week's episode, we welcome comedian and writer, Phoebe Robinson, to chat about her new show (Clash of the Cookbooks - out now!), wooing Pedro Pascal, the deliciousness of the alphabet, and so much more!Be sure to catch Clash of the Cookbooks, now streaming on The Roku Channel.  You can watch it on Roku devices or TVs, and it's also easily accessible online at TheRokuChannel.com, iOS and Android devices, Amazon Fire TVs, Samsung TVs and Google TVs and other Android TV OS devices.Justice for migrants. Please consider donating to Al Otro Lado this holiday season.Jordan is writing an official Spider-Man comic!Be sure to get our new 'Ack Tuah' shirt in the Max Fun store.Or, grab an 'Ack Tuah' mug!The Maximum Fun Bookshop!Follow the podcast on Instagram and send us your dank memes!Check out Jesse's thrifted clothing store, Put This On.Go see Free With Ads and Judge John Hodgman LIVE at SF Sketchfest!Come see Judge John Hodgman: Road Court  live in a town near you! Jesse and John will be all over the country so don't miss your change to see them. Check the events page to find out where!Follow brand new producer, Steven Ray Morris, on Instagram.Listen to See Jurassic Right!

"Abcdefg" es uno de los temas de "Motomami", disco de Rosalía que sigue alcanzando día a día cifras estratosféricas de reproducciones. "Rosalía de la A a la Z es un libro escrito por Marta Salicrú, donde la periodista utiliza el alfabeto para adentrarse en algunas de las palabras que nos permiten entender un poco más la trayectoria musical de una mujer que ha sorprendido y conquistado a propios y extraños. De la imprescindible A de Aprendizaje, a la C de cantaora, de la triunfante D de Despechá a la traviesa M de Malamente, y todo ello pasando por la F de Flamenco, la R de Riesgo hasta llegar, sólo de momento, a la O de Omega.Escuchar audio

Lesley Logan sits down with Melissa Doman, an organizational psychologist and author of Yes, You Can Talk About Mental Health at Work, to discuss the importance of open dialogues about mental health in the workplace. They explore how to approach difficult conversations, the power of vulnerability, and actionable steps for fostering a supportive work environment.If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co. And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe.In this episode you will learn about:How companies are embracing mental health discussions.Advice for handling negative workplace dynamics.Ways to use specificity to solve workplace challenges.How intentions and impacts can differ in interactions.Insights from meeting Radical Candor author Kim Scott.The benefits of receiving and asking for support.Awareness vs. action in mental health conversations.Episode References/Links:Melissa Doman WebsiteMelissa Doman LinkedInMelissa Doman InstagramYes, You Can Talk About Mental Health at Work by Melissa DomanRadical Candor by Kims Scott (Updated Edition)OPC WebsiteOPC PerksGuest Bio:Organizational Psychologist, Former Mental Health Therapist, & Author. Melissa Doman, MA is an ​​Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here's Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She's spoken at SXSW and has been featured as a subject matter expert in Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn's 2022 Top 10 Voices on Mental Health. Having lived abroad in South Korea, England, Australia and traveled to 45+ countries, Melissa calls upon her global experiences to inform how she works with companies around the world. She has one core goal: to equip companies, individuals, and leaders to have constructive conversations about mental health, team dynamics, and communication in the workplace. Her work and book aim to accomplish just that.  If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. DEALS! Check out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox Be in the know with all the workshops at OPCBe It Till You See It Podcast SurveyBe a part of Lesley's Pilates MentorshipFREE Ditching Busy Webinar  Resources:Watch the Be It Till You See It podcast on YouTube!Lesley Logan websiteBe It Till You See It PodcastOnline Pilates Classes by Lesley LoganOnline Pilates Classes by Lesley Logan on YouTubeProfitable Pilates Follow Us on Social Media:InstagramFacebookLinkedIn  Episode Transcript:Melissa Doman 0:00  People take things the wrong way and people have triggers and people have sensitivity. So it is a two-way street. So if someone is impacting your mental health, it's also helpful to think about, wait a minute, how much of this is my stuff and how much of this is them? Because when people activate things in us, it's not usually 100% them, some of it, it is our stuff to a degree.Lesley Logan 0:26  Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started.  All right, Be It babe. This interview today is one of my dear, lovely women in my life. I'm so grateful that I got to meet her. So grateful I reached out to meet her like, please, you guys, reach out to people who inspire you and tell them. Like and we have an amazing story about that in this episode, actually. But that is how I met Mel is because I heard her on another podcast. I was like I want you on mine. She said yes. And then we met in person. And while you'll hear that, physically, you know sparkles and glitter didn't come parting out of us. I felt them. So today I have a guest back. She's been on the show before. And she's an incredible author, and we'll talk about her book Yes, You Can Talk About Mental Health At Work and why you should. And we also talk a little bit how you can talk about it at work. And then what I'm excited for you to hear is also like two women sharing what it's like to grow in their business. And I know a lot of you are small business owners wanting to start new things and be working with other people. And I think it's so important that you know, everything is a work in progress. Everything takes a lot of time. A lot of people are doing things scared and doing the best they can and I hope that this really helps you see that you can do that, too. And you can be it till you see it. And it's not about being perfect. It's about learning. So here is Mel Doman. All right, Be It babe, this is gonna be an awesome wild interview. I'm just gonna say it right now, we're gonna have the best time Mel Doman is here. She's back. And she and I finally got to meet in real life. And it was a lunch that could have kept going in fact, I would definitely remember being late for my next call. So we are so excited that you're back, Mel, just in case anyone missed your first interview, can you tell everyone who you are and what you rock at?Melissa Doman 2:48  Oh, I have been so looking forward to this. And when we got to meet up in person, I'm shocked that we didn't fart sparkles or something like that because it was just it was like a clashing of two galaxies. So I am Melissa Doman. I'm an organizational psychologist, former clinical mental health therapist and author of Yes, You Can Talk About Mental Health at Work: Here's Why… and How to Do it Really Well. So I teach businesses, leaders and individuals how to have realistic and constructive conversations about mental health, team dynamics and communication in the workplace. My clients range from really large organizations like Estée Lauder, Dow Jones, Google to midsize organizations like Orlando City Soccer Club to small mom-and-pop companies and everything in between. And I do (inaudible) virtually, in person, keynotes facilitation, (inaudible) interviews, strategic advising and on a personal note, I do a very impressive Chewbacca impression. I do.Lesley Logan 3:52  Okay, Brad is gonna be upset if I don't ask you to do it though. You know, likeMelissa Doman 3:56  It'll be your reward at the end. Lesley Logan 3:58  I love it. You got to stay till the end, stay till the end. Okay, so this happened, we happen to be talking about what one of the things that you focus on all year long during the month of May which apparently is mental health month I did not know this because I don't live by the calendar as of like today is like dog mom day I don't I don't do although people are gonna laugh because every Thursday we do use the calendar. Okay, today is change your password day. Like we do do that on Thursdays guys, but I don't actually look at the month. And what I love about you is that you're like, not about companies only focus on mental health in May you're about them focus on it all the time. And since we last had you on, do you feel that companies are more open to talking about mental health or do you feel like it's, do you feel it's just it's the same as before and you're still kind of do you feel like you've made a dent? Or you know what I mean? Like where are we at in society?Melissa Doman 4:53  Oh, yes. Oh, yes. So I actually think it's a little bit of column A and a little bit of column B and here's why. It's entirely company-dependent, industry-dependent, and in some cases, team-dependent, because you might have a company that's super open about talking about mental health, but then you have some butthead leaders who are like, I'm not taking part of my chip. So there are some companies that really took the pandemic, as a serious kick in the butt to enable these conversations in a more sustainable way for a whole host of reasons. There are other companies that are like, well, we're in endemic status now, so we can stop check-boxing and go back to what we were doing before. So it's a little bit of both, I think it really depends very much on the ecosystem in which people work, however, on a very public plateau, and you know, looking outwardly seeing all the messaging that's coming out, Oh, my God, it's everywhere. It has come so far, in the past, gosh, six years since I started subspecializing in this, it's unbelievable. I even saw and I'm very conscious, I'm on a wellbeing-focused podcast, so please forgive me for the example I'm about to give, okay? McDonald's, put out an ad that for Mental Health Awareness Month, they're taking the smiley face off of the Happy Meal, because kids have a whole range of emotions, and you don't want to tell them how they're feeling. And I was like, Oh, my God, I never would have imagined seeing something like that. Yes, it seemed to children. But you never would have seen something like that 10 years ago.Lesley Logan 6:40  I'm shocked. Melissa Doman 6:41  The Happy Meal. The Happy Meal.Lesley Logan 6:44  Yeah. It's called the Happy Meal.Melissa Doman 6:46  They took the smiley face off the box for the month of May. And I sat there, I was like, Oh, my God, this is unreal. And so you're seeing it way more in the public sphere, which is great. Some places it's performative. Absolutely. But you know, long, long story short, I think it really depends on who you're talking to, and where you're looking. Lesley Logan 7:08  Okay. Yeah, yeah. Well, I'm so happy to hear it's a little bit of calming, that's great. And I also think Melissa Doman 7:13  Oh yes, I think making sure of it. Lesley Logan 7:15  Yeah, I know, you have it. And I also think the honesty there that sometimes it is the people and I think that, you know, it can be person-dependent. And it can, yeah, that person can have such an effect on your ecosystem, your sphere of like where you're at. So you could be working for the company that has all the things and people, I don't know what they're called, people services, HR is like doing all this work to make sure everything is there. And then like, there's one person that's in front of you. And I feel like I might have talked about this a little bit on our first podcast episode together. But for the people listening who are working in a space where they feel like there's a person who's kind of affecting them being able to talk about mental health at work, do you have advice for them? Because I do think that's a be it till you see it kind of thing. You almost can't just like walk in and go, like, here vomit up all of the stuff that's going on to your mental health, but also like you also want to feel like you have the confidence and capabilities to share what you're feeling.Melissa Doman 8:13  Yeah. Well, I think it's a you know, there's two different questions in there. Because one is, you know, effectively talking about your mental health at work. The other one is letting someone else know when they're affecting your mental health at work.Lesley Logan 8:27  I don't think I've ever been able to, I think I don't work in corporate, I work for myself, because I don't know that I would be able to do the second one. Like tell the person you're affecting my mental health. Melissa Doman 8:35  Oh, I might have done exactly that at a job I had. Would you like to hear the tale? Lesley Logan 8:41  Yeah, let's do. People like, we like stories here. Melissa Doman 8:43  Oh, yes. So a boss I had before I went out on my own. And I was doing a temporary cover position for someone who's out on leave for a while. And that person who I was covering for was amazing, very good at their job. I was also good at that job. And I did it just a little bit differently. And people received it differently and in a positive way. So that person's boss looked at me very much as a placeholder to make sure to, you know, feel that I was not welcome, we'll say, and kind of resented the fact that I did very well and went out of their way to you know, sabotage me and just make sure that they told me and that I wasn't welcomed in this place, despite the success I was having. And it got really bad to the point where this person would, you know, sabotage actively like workshops I was doing trying to trip me up stuff like that. And one day, I just had enough. And I kept trying to win this person over with kindness that didn't work. And so they saw my face after one of the sessions. And I'm the woman of a thousand faces. So they said, "Are you okay?" I said, "Nope." They said, "Do you need to talk?" I said, "That would be great." And so we go into a private room. And I said, "You negatively affect my mental health at and outside of work." To which they said, "Well, what's your proof?" That was their, that was their response. I was like, Oh, my God. And I said, "Me telling you is the proof. It is the proof. I understand that you don't want me here. I understand that my contract is temporary. That doesn't mean you get an excuse to treat me poorly, sabotage me, make me feel unwelcome. You, you don't need to, like love on me like you do the rest of your team. But you need to treat me with respect. And for the remainder of my contract here. I am not going to put up with this anymore. And shame on you." This is the head of HR, by the way. I said, "Shame on you for being in a people-focused role and doing this to me." And she was floored. She was like, well, you know, just like they all do. Now listen, folks, I am more direct than most. And I realized that it was a temporary contract. And I was like, consequences be damned. But you have to be able to address people who are negatively affecting your mental health at work or dare I say being a bully. Is there a risk to addressing that? Absolutely. Absolutely there's risks. Do I recommend doing it like balls to the wall like I did? Probably not. That came from a place of desperation. But if someone is negatively impacting your mental health at work, and I know this is much tougher if it's a boss versus a colleague, so let's do an easier example, colleague, you may not want to be so on the nose. But let's say this person is like stressing you out, not communicating in an effective way, not getting stuff done, you know, whatever the reason is, it might be something that sounds like, I feel it's really important for our working relationship for me to tell you the impact that you've been having on me at work, and also how I work. I've been trying to do ABCDEFG, it's often met with XYZ. I want us to have a good functional relationship. But I experience you as making that very difficult for me. And I know this is a hard conversation, but I want to have it. So we can try and work this out. Are you open to this feedback, because we can't continue this way. Now, again, that's very, very direct. And a lot of people they don't they don't like direct feedback, even when you use radical candor, when you're, you know, giving feedback with care. And so the alternative is saying nothing, letting that person continue to do what they're doing without consequence and then your mental health goes into a ditch. So it really needs to be addressed. I'm a big fan of making sure people know that intention and impact are not the same thing.Lesley Logan 13:20  Okay, well, I want to touch on that. And I also just to say like, while it feels it can be direct actually thought that your example was quite specific. And you guys, if you go to the show notes, you can just take that little transcript part and insert ABCD as what they are and XYZ as what they are. Because here's why. Here's why I think that it can be very helpful. If you, too often, instead of being direct, we do the opposite of like, you know, you make me like feel like this. And there's and it's been, you know, for a while, and if you're not specific about what the feeling is, and when it happened, people are less likely to take you seriously or to take it seriously. Because they're Melissa Doman 14:01  And to ask for a different solution. Some of these people are asking for solution. Lesley Logan 14:07  Yeah. So I think like, if you, if you are someone who needs this, like, take that little sentence there, (inaudible) big sentence, and just try to fill in the blanks there and then use your own words. But I do know that specificity actually makes people at least listen to the conversation whether or not they choose to react to it or play along. And then if it is a colleague versus a boss, and when you go to your boss, you can say this is what I said, which is has all the specific moments of how you felt or how you're made to feel and then the instances that happen and people your boss can also take that seriously and understand exactly when the evidence when the things happen. And I think that's really, really important.Melissa Doman 14:48  Well, also coming to the table saying, you know, these things are making me unhappy. But I want to invite a conversation to try to work this out where there could be in some cases that people have no idea that they are impacting that way, there are some people who are really dense and they're like, oh my God, I had no idea. And then there's other people who will not even consider the feedback and be like, thanks for stopping by. But it doesn't mean that, you know, just because it's a hard conversation doesn't mean it's a worthy one.Lesley Logan 15:15  Do you remember? I just have to like side note, did you hear about the women who found out that they were all dating Huberman at the same time, and they all approached him and his Melissa Doman 15:26  Dating who?Lesley Logan 15:27  Huberman the podcast, or the health podcast, or the Stanford doc like the Stanford scientist, whatever, researcher, so. Melissa Doman 15:35  What is this? Lesley Logan 15:36  Okay, go down the rabbit hole, I promise you, it's everything. So you know, he's living with one woman and going through fertility with her, treatments with her. And then there was other women. And look, it sounds like maybe no one had actually had a conversation that they were in an actual monogamous relationship. So but they and they never came forward with their names. They actually came forward as a group to him and just said, hey, we found out we're all dating you like, you know, this thing. And his response was, thank you for your feedback.Melissa Doman 16:11  That makes me so sad. I love listening to him.Lesley Logan 16:15  I know I'm so sorry. Melissa Doman 16:18  Oh, no. Lesley Logan 16:18  I know. I'm so sorry. Melissa Doman 16:20  When did this happen? Lesley Logan 16:21  Early. So you guys, this is May. So I think like I want to say February, March, it came out. Oh my god, but he hasn't responded at all. He's like doing the non-response. He's doing the no response. So in your example, like he just saw, he's like, no, no, like, just gonna keep going with life as a (inaudible). It's really, it's actually a very interesting, like, observation of people.Melissa Doman 16:46  That makes me feel so achy. I'm so sad to hear that. Lesley Logan 16:49  So sorry. I'm so sorry. Because he has really good information. Yeah, but. Melissa Doman 16:53  It's the truth. Lesley Logan 16:54  And then we have to just decide, like, you know, are we listening for the information? Or do we care about the person but, anyways, (inaudible) I wanted, Brad's gonna be rolling his eyes once he hears this. Melissa Doman 17:04  I can't wait to look this up. Lesley Logan 17:05  I know. It's a worthy read. So, you mentioned intention and impact are different things. Can we expand on (inaudible)? Melissa Doman 17:14  Yes. I mean, what, gosh, what's that old crappy adage is like the road to hell is paved with good intentions, stuff like that. I say that is, you know, as an atheist who doesn't believe in that stuff. But so, the thing is that intention versus impact is really different. And if I want to, you know, keep it light for a minute, you know, for anybody who's in a committed relationship of any type, I call those the Greatest Hits fights. It wasn't what you said, it's how you said it. And then this is how it landed, you know, whatever. So the, and yes, people take things the wrong way. And people have triggers. And people have sensitivity. So it is a two-way street. So if someone is impacting your mental health, it's also helpful to think about, wait a minute, how much of this is my stuff? And how much of this is them? Because when people activate things in us, it's not usually 100% them, some of it, it's our stuff to a degree. And so before having that conversation, I think you got to talk to yourself and be like, what is it I didn't like about this? Why don't, why don't I like it? Is it really them? Do I have some stuff I need to look at, you know, what, what's the most effective way to approach this? Because oftentimes, people will go to somebody who is like stressing them out or whatever. And though, you're stressing me out, like, from ABC, like, you have to stop. And then, but that's it, there's no, here's why I'm bringing this up. Here's what I would like, instead. You know, it's, it needs to be more, you know, how do we change this trajectory as opposed to let me give you a laundry list of, you know, a laundry list of reasons why you pissed me off, and you make me like mentally sick. So that's not really a helpful way to encourage dialogue.Lesley Logan 19:08  Yeah, 'cause also, then you're asking the person who is pissing you off or stressing you out to then come up with another way on their own to like, they would just be guessing. So like, it's which means they probably will do nothing, because like, you just get stuck. Like there's two, yeah, if you tell me Melissa Doman 19:26  Or it's awkward. Yeah. If you're going to talk about your mental health, and this will go on to the other. The other question that you had, if you're going to talk about your mental health, whether it's someone who is disrupting it, or you're just struggling in general, no offense to folks who believe in clairvoyance, mind readers, mediums, people generally can't read your mind. So if you're going to be talking about your mental health, you have to tell people what's going on for you, what you want them to do with that information because if that's a very complex conversation, don't want to overcomplicate it if you don't have to. And so, most of the onus, when it comes to mental health conversations, especially at work, is on the listener, it's on the supporter. But I think if you're gonna go into that conversation, the sharer has some responsibility to do a little bit of backend prep first about the outcome that they're going for. Lesley Logan 20:19  Yeah, I think that's, I think that's very fair and very wise. And also it allows, I think the one of the reasons I love doing the show and be until you see it is like acting as if you're the person you want to be. It requires us to be reflective of things and not just go and do the same thing over and over again, expecting it to be a different result. Like you have to act differently. And you have to do things differently. And what you're asking is, like, if something's bothering you, be reflective, like, why is that bother me? What is this bringing up? How does it make you feel? And what do I want instead? And you know, and so, because then if you can figure out what you want instead, people actually do want, like, they do want you to feel good, because if you feel good at work, then everyone's going to feel better than if you areMelissa Doman 21:11  I wish that was true for every person. Lesley Logan 21:14  There's just some some assholes. Yes, that's true. Do you want to hear something? Melissa Doman 21:18  And listen, I agree with you, generally speaking, people have some shred of empathy. I will never forget that someone said to me that their boss told them and I quote, unless someone is dying, I don't want to hear about your mental health. Verbatim. Lesley Logan 21:37  So strange. Like the mental, it's so strange to me that people don't, you know, I also, here's the thing, like as a small business owner who tries very, very hard to be open to my teams need a Mental Health Day, sometimes you're like, so you want, you need a mental health day today? There's like, God, we got to work on a project. So I get it. And like part of me is like, okay, how do we make sure we have a, we pick deadlines, and we start them early enough that if anyone needs a mental health day, like it doesn't fuck the deadline, you know? So it's like, it's like the onus on me as a person who wants to be thoughtful of what if someone gets sick? What if this changes, you know, like, I've got a person on my team I know who wants to have a kid. So we're talking about things the next year, I'm like, that person might be pregnant. So like, if she's pregnant, how are we going to do that thing, just in case like, I want to, like think through and that requires sometimes a bigger team or longer timelines. So I do get as a business owner, how that can be frustrating. I do not get like not wanting to think about it all. Like, I feel like that is like you're just not gonna have a team who cares. They're gonna be thereMelissa Doman 22:42  Oh girl. You don't want to hear some of the stories I've heard, the level of dispassionate-ness I'm sure I'm not saying, dispassion, maybe that's the right way to say it, the level of dispassion is shocking. Not to me, but in general, they absolutely exist. I just spoke to someone not long ago, who, when I said, oh you're, you know, you're a leader and you're in such an amazing position of visibility and influence to influence these conversations. And again, it can't just be leaders it has to be people from any tenure position, because we're all chronologically aged. It felt, the first thing they said, and they have over 100 people reporting to them. When I say oh, well, you're in such a great position. How cool is that? And they said, Well, you just have to be really careful and dot your, and dot your i's and cross your t's, because, immediately went to the liability lens. And I was like, yes, of course, that's a concern. Yes, these things can go south, but you, you're just not ready. You don't want to if that's the first place that your mind goes, or maybe you messed that up in the past and then went poorly. So now you're off of that sauce forever. And it's you just, you, unfortunately, can't assume and it makes me sad. Lesley Logan 24:08  Yeah, it makes me sad because I like wish that their first thing was like, hey, I want it to be that, but here's what I'm worried about. Or here's what happened. Like, how do I like, like, I, you know, because like, it's not like it's been smooth sailing for like, everyone's gonna make mistakes, especially when it comes to like, especially when it actually does come to talk about mental health because at the same time as the person listening, you have your own I have my own mental health stuff, but you know, so then you're like, okay, now I'm going to take on your thing. Okay. Noted. Got it. Okay. Got it. Got to figure this out. But I think that's why I like your suggestion on how to talk about it. Because if someone came to me with like, here's what's bothering me, here's how I'm going. Here's what I want to happen. Even if I'm having not so great a mental health day I can go okay, cool. Let me take that. Let me think about it. Let me think of what I can do. You know, it doesn't feel like I'm being vomited up onto and then I've got to figure your shit out, plus my shit out.Melissa Doman 25:08  I have lost track, even after leaving clinical 10 years ago, when the number of people who go and my first question is, what would you like me to do with this information? Or, you know, how can I best help you? And they they start glitching? Because they didn't think of it. All they did was I just need to get this out. And I go well, great. But now what? So, it's, you know, I'm all about, I'm all about that good old fashioned vent. But, you know, even if you're gonna do that, tell someone I need to vent and then you know how to take the information? Lesley Logan 25:49  Yeah, I think there's just, it's almost like awareness. We all need a little self-awareness around or laws (inaudible) intelligence on like, what is it that you need? And so I mean, like, with my, my husband always wants to fix things, right? When I tell him what's going on. He was like, I want to like, he'll often say, like, what do you want with this information? I'm like, okay, you're right. So now I just say, I don't want you to fix this. I just need to be fucking pissed off about this right now. And it'll be really great if he just like got pissed off with me.Melissa Doman 26:19  Like, I had the same conversation Lesley Logan 26:21  Be mad at them with me. You know, because if, but I had to learn that because if you if you don't say those things, then they try to fix like, I want you to fix it like, and then they're just confused. Melissa Doman 26:33  They don't know. Lesley Logan 26:33  They don't know. And that's not just husbands. That's like, everyone in your life, people. So like preface what it is, it's event. I need, I have, I would like to talk about solutions. You know, I'm trying to figure out what I want. Like, you know, there's just different things. Yeah. We could talk forever. And but I, you actually brought up Radical Candor. And I think that's a great time for us to chat about, like, you met the author of Radical Candor.Melissa Doman 26:58  I did. i did. I have no chill. She was so cool about it. I can't remember if I told you this story. Lesley Logan 27:04  You can just tell me again, because I want you to, I want you to share it. Because when you so we're going to talk a little bit about your like, like big, big girl business badass pants, like at South by Southwest and like what happened but like this story makes me smile. So it's a very be it it till you see it moment, guys. Here it is. Melissa Doman 27:23  So I call Kim Scott, the queen of feedback. And I just love her Radical Candor model. That was you know, her first, her first book, The second book that just came out it's called Radical Respect. I'm like 60 pages in and I kept like, my neck was hurting I was nodding so much as I was reading it.Lesley Logan 27:46  Oh I'm behind on the times I need to get this book. Melissa Doman 27:49  It just came, you know it just came out like a week ago, like a week ago, I got an advance reader copy at South by Southwest.Lesley Logan 27:55  Oh, check you out. Melissa Doman 27:57  Well, she had a book signing, it wasn't just me. I would love to say that. But so speaking of South by Southwest, in March, and I had my keynotes and I was going to do my book signing later that day. And I saw that Kim Scott was there and I was like, oh my God. And so I unfortunately had to miss her session, but the session on book signing like an hour before mine. And so I got in line, and I was the first person in line. And I had her book in my hands. And I went up to the table. And just like in Wayne's World, I had no chill, and started moving my arms up and down and going, I'm not worthy. I'm not worthy. And I just was ridiculous. And she was so cool about it. And she's so sweet. And she signed my book. And we took a picture together, me and her and her book. And I had like the biggest shit-eating grin on my face. And I told her about what I do for work. And she's and I was doing my sign in an hour. And I said, you know, it would be the honor of my career if I could give you a copy of my book. You can totally say no, but I would kick myself if I didn't ask. And she said, yes, I would love a copy. Will you sign it? And I was like, oh, yes, Kim Scott, I will give you a copy of my book and sign it. And I was telling her how I use Radical Candor, a ton in my work on mental health at work. And she said, oh, you should come on my podcast. And I was like, for real? She's like, yeah, go talk to my manager. He's over there. So I'm currently scheduled to be on her podcast later this year. And I'm just shitting a brick with like, fear and excitement and sparkles like all at the same time because she, yeah, she's like, yeah.Lesley Logan 29:56  I don't even remember when I read Radical Candor, but I read it many years ago because I feel like it's not, it's been out for a while. But you know, there's those years of the pandemic that just all blur together. And I bought it because I had an assistant, and my husband, and one other person on the team, I'm like, I think I need to learn how to do this, I need to learn to talk to my team because I don't know. And I just really, I love her examples in that book. So I just, I'm so excited for you. It's so this is the coolest thing. I love it. Because like, first of all, I love that you actually, like, let yourself do that, because I think that is actually really cool. And probably why you got to even talk to her as long as you did. Do you know what I mean? Like, if you had just (inaudible). Like, I love your book, you know? Like, if you would just be like, and I have a book, it wouldn't have been as genuine like you're so genuine.Melissa Doman 30:53  Thanks, girl. Yeah, I actually have to give credit where credit is due my intern, who I will, she did such an amazing job, I'm going to be hiring her in a freelance capacity to do some other stuff. For me. She's amazing. She flew in all the way from Germany to support me at South by Southwest. And she ended up being like, my assistant handler, like, what do you need, like, whenever I was talking to people, like she had a copy of my book in her purse, I didn't tell her to do that. And she, when I was talking to this, like former NFL player, and I mentioned the book, she just popped out for my three o'clock, I was like, here's a copy. And I was like, oh, my God, she's the one. Lesley Logan 31:36  New SOPs for all new speaking gigs, by the way, new standard procedures.Melissa Doman 31:42  She's the one to encourage me to offer a copy of my book to Kim. And I was like, no, I'm sure tons of people are gonna do that. Like, I don't want to be rude. I don't want to seem opportunistic. And she said, you're not because just be yourself. Just be yourself and offer it to her how you would do it to anybody else. And I was like, okay, so it was because of my intern who encouraged me to do it that I did it.Lesley Logan 32:09  I love that you had someone there to help you. I think we all. So just to talk about this. You were at South by Southwest, you spoke there you presented. And you, yes, she came out to support you. But like, we all need to actually admit that, like, it's actually okay for people to support us. And it's so good to have someone there. Whether it is an intern, or someone that you can say, hey, I just need you to be here because like there's a lot that goes on at events when you and if you are not the if you're not, if you're not just an attendee if you're also speaking at them, or you're also presenting or something like, it can be very difficult to keep it all you can kind of get like I'm in my head until my presentation, I got to do these things. And we kind of get you can get a little linear. Having someone who can be outside looking in and like spotting things and reminding you of things. It's so important to have those people. When my husband comes with me to events, we actually it is, they are always the best events because if I go out, when I go to Poland to speak by myself, I come back I'm like, so there was like three people I was supposed to talk to about. I don't know that I actually did it. Did I do that? Like it's a whirlwind? And so it's easy to forget things. And so to have someone there, it's so key. Melissa Doman 33:20  Oh, yeah. Oh, yeah. Having her change the entire experience for me. And every day, multiple times a day she goes, how can I support you? What do you need? How can I be helpful? There was even a moment because I was kicking myself for doing this, talk about a mental health panic. I was flying from Austin to Vegas, because then I spoke at a HR conference called transform, which is where you and I got to hang out. And so, not at the conference, but in Vegas. Lesley Logan 33:53  Yeah, you guys. The listeners did not think I was at a HR conference. They. Melissa Doman 33:58  No. So basically, I was like looking at my flight from Austin to Vegas. And I don't remember what happened. Because I think I got like it was heavily delayed or something like that. And I said, let me see if I can find a different flight In my stupidity I booked a flight for the next day, the wrong day. And then I tried to reverse it. And my seat was gone in under a minute. And I was panicking. And so she just come to my room from her hotel, and I was like, oh my god, I'm freaking out. And she goes, what can I do to help? We're gonna get this worked out. Just tell me and I was like, I'm so happy you're here. So she helped me and she like was doing other research. It all worked out fine. But you know, being a being a business of one. And now I'm at a business of like, five or six, and just remembering that, like I even opened up to so I mean, I realize, we, you and I've talked about this before, I feel I have the best assistant on the fucking planet. And I opened up to her the other day about some personal struggles I'm having and some other stuff that's going on. And she was so sweet. And she listened to me. And she, you know, we had a wonderful conversation. And she texted me actually later that night, and said, I'm really happy, we had a productive call, but I'm even more appreciative that you told me about the stuff that's going on. And like, my heart goes out to you, and I hope you're okay. And I was like, Oh, my God I love this person. It's good to ask for help. It doesn't matter. Like, how much of a badass, you know, you try to be, you know, everybody needs support. And I'm a huge, huge believer that it's a wonderful opportunity for people to support their boss, you know, managers support their team members. But I feel that's a two-way street. I really do. Lesley Logan 36:20  Yeah, well, I think like, especially when it comes to, you guys, for assistance. If you have one, like I told my executive assistant, I'm like, your job is going to have some things in my personal life and some things that are business life. And so you're going to know more about me, than the project manager does or anyone else in the team, aside from my husband, because there's just going to be things that I'm going to need help on so that I can do my job the best. And that was so hard for me to learn. My first assistant had been an assistant for a long, long time, so she trained me on what an assistant can do.Melissa Doman 36:58  Oh, mine is training me. She's training me, 100%. Lesley Logan 37:00  Totally, totally training me, like totally trained me. And she was so, so good at it. I was like, I was like, Can you do this? Can you do this? And she's like, it's my job. So you don't have to ask me if I can just, you actually can say, hey, here are the things I'd like you to do. And here's what I'd like them to be done by.Melissa Doman 37:17  Same conversation as mine. Oh my God. I literally sometimes have on my calendar. I'm not joking. I'll have like blocks with this do tasks for, her name is Alana, and I go do tasks for Alana and I told her I was like, I put my homework on my calendar to do my stuff for you. And she's like, you're ridiculous.Lesley Logan 37:38  I want to I want to say like, since you went from a business of one, and then now it's grown. And you obviously like your whole thing is like taught about mental health at work. How has that? What's the be it till you see it even doing to help yourself, like be the leader that you truly believe other people can be like, because I mean, like, you know what it is that you want to be like, was it easy to step into those shoes? Or did you find yourself taking your own homework?Melissa Doman 38:06  Oh, my God, being, being, okay, so hard. And I think that the best thing that I've been able to do, as I've been adding different folks to the team, now keep in mind, these folks are not full-time as a team of contractors, but they are my team. And I feel that what helped me transition best into that is admitting how novice I was. And basically saying, like, listen, I need to learn how to do this right. And so I'm gonna do the best that I think, but if there's anything I could do differently, I could do better, because I know they're coming from a good place. And so I always say like, please tell me, like, tell me what will help our relationship, what will help you succeed, etc. And so, for me, it was admitting how novice I truly was. And in some ways still am and how open to feedback that I want to be because I gosh, I had some terrible, terrible, terrible managers in my career. And that would be like a nightmare if I did something like that. And so yeah, that's it, admitting that I don't know how to do it all but that I'm trying to learn how to do it, you know, a little bit better a little bit more each day.Lesley Logan 39:41  I love that. That is awesome. I'm excited for you. You're gonna get, you're gonna get to do so many more things. Just so you know, because like, it's not easy to do it all yourself. There's like a lot of stuff that and by the way, like, there's a lot of times it's actually exhausting to do when you don't need to be the one that does it.Melissa Doman 39:59  Oh my god. I remember when I first started out with my assistant, that it was really because my business is my baby. And I work so hard, and I'm very detail-oriented. And it was really hard to find someone to trust. And they understood that, you know, they were like, okay, let's start with these low hanging fruit. We'll see how that goes, let's ease into it. And she really understood. And initially, because she, oh my god, she is like, amazing at the things I'm terrible at. So like process implementation, data management, you know, all these like, this, this core one-on-one set of things. I'm like, I don't want to do that. So she initially was so patient with me, because I fought it kicking and screaming, because I did everything like very manual. And now, I'm like, oh, my God, what, what can you take from me? And how do we do that? Because it's so nice to not have to worry and just have that complete trust in someone that she genuinely gives a shit. And that is so hard to find. Lesley Logan 41:01  Yeah. And also, when you know, when you start to, like, let go of the things that actually take up more brain space, because it's not natural for you, then you actually can spend more time doing the things that do come natural and do like (inaudible) why you like doing it, which means more energy and excitement and more ideas. And you can go, you know, you can go further because you've got people to help you.Melissa Doman 41:24  Exactly. So I'm in that scaling mode now. And it's, I'm not gonna lie, scary. It's tough. But I also know I need to, and my husband, probably maybe a year ago, or something a little bit less. He had a come to Jesus conversation with me and was like, you cannot continue doing everything yourself. You have to start finding people that can take stuff off your plate, and that you can trust. And this is not negotiable. And I was like, oh, fine. And it was the best lecture. I didn't want and, and needed, so.Lesley Logan 42:04  I'm glad he did that. Because it meant you had this event at South by Southwest because if you're like, you know what I mean, you wouldn't have had that it wouldn't have happened. Melissa Doman 42:14  The best part is when I have calls with my assistant, and my husband walks in and he goes, what are you talking about? And then Alana goes, we're talking about blah, blah. And so my husband's name is Matt, and she goes we're talking about blah, blah, and he goes oh fucking finally. He goes, I'm happy she's listening to you. (inaudible) You're ganging up against me (inaudible) there's two of them. Lesley Logan 42:40  Matt's gonna start sending her a Slack message just like hey, by the way, there's these other three things since she brought those up we gotta put these on the timeline.Melissa Doman 42:48  When they hear this episode, don't give them ideas. Don't give them ideas. Lesley Logan 42:52  I will say. So I wanted to, I wanted a Vespa in L.A. because like I wanted a little Vespa and you can just get a Vespa right? You don't have to like, you don't have to get a motorcycle license because they ride like a bike. But my husband's like, no, if you're gonna get a Vespa in L.A. you got to get a motorcycle license. And I was like, okay, I'll go. So my assistant, flexing the motorcycle license, school thing, whatever it is. And I did everything perfect, perfect written test every day of the practice was really great until the test, which of course, test anxiety, of course, this happens to me. All the people crash the whole time, they're crashing all the time, we get to the test, they don't crash at all. And instead, when we get to the breaking thing, I broke too soon. So they wanted me to do it again. And so when I did it again, my tire, I broke a little too hard on the on the back tire and it hit a little wet spot on paint on the parking lot. And of course, motorcycle crashes. I'm on the ground, and I failed the test. Right? So my sister was like, I'm so sorry, like, that happened, (inaudible) want to reschedule and I said, oh, we're not, we're not rescheduling. (inaudible) I'm gonna get an E-bike. He can't make me take a test for that. So like, there would be this movement like, hey, when is this getting rescheduled? And Lindsay's like, oh, I'm looking into seeing when Lesley's schedule can handled it. I'm like we're not doing we're still not doing it. So they can gang up on you. But you can, you can work it out. Melissa Doman 44:18  But it comes from a place of love and care. You know? There's different things that when we're doing it, and she'll even say to me, she's like, I know this is difficult for you. You need to remember what we're going for. And she's so patient with me. And she teaches me stuff like all the time and I really see her like as an advisor, in addition to being you know, my online business manager, my assistant like she is, she's like a trusted advisor for me. Lesley Logan 44:52  It sounds like especially as like, which, whatever she's doing evolves, sounds like she'd be a really great integrator and like could be the person who is your right hand who can then run people on the team so you don't have to, you know, that's like I'm sorry, I'm helping you grow.Melissa Doman 45:07  We might have had that conversation literally a few days ago. Lesley Logan 45:10  That's huge. Melissa Doman 45:12  Yeah. And so I think that, you know, she just like lives and breathes ops and like she justLesley Logan 45:19  Thank God for those people, if you breathe ops, you guys can work for anybody who's got big dreams, I promise you. Melissa Doman 45:26  She's amazing. And she's smart as a whip. And she's funny. And I just deep, I deeply care about her on a personal level. And you know, she, I feel deeply appreciative that she puts up with me. Lesley Logan 45:39  But I also just like a testament to the work that you do and the work that you've put out there, because it does attract people who want to work with that, and who want to be part of the vision, like the impact that you're making is really huge. And you can't you make a big impact by yourself. You have to have people that are that see your vision, but because of who you are, and how you've been putting yourself out there and the way that you have been, unapologetically, and really voicing why we have to talk about mental health, there are people who want to be part of that impact. And so you have to like celebrate yourself a little bit.Melissa Doman 46:15  Thank you. I appreciate that. Lesley Logan 46:16  You're welcome. So we're gonna take a brief break, and then we're gonna get those Be It Action Items and also the Chewbacca impersonation. All right, Mel, where can people find you, follow you, work with you, get your book?Melissa Doman 46:31  So my website is melissadoman.com. I'm also on LinkedIn, melissadoman on LinkedIn. On Instagram my handle is @thewanderingMel one word. And my book is available across all major online retailers. Amazon's the best place to get it but if you don't want to feed the Bezos machine, it's also available, you know, Target and Barnes and Nobles and all that. And, you know, if you feel like you need me to come in and crack some heads, no pun intended, to enable mental health at work conversations in your business, please reach out, I would love to help.Lesley Logan 47:11  Thank you. Okay, you've given us a lot, you gave us like some great tips on how to talk about things, but bold, executable, intrinsic target steps people can take to be it till they see it. What do you have for us? Melissa Doman 47:22  When it comes to mental health at work, awareness is great, action is better. And I think that when it comes to changing what conversations look like, it's one thing to have the intention to do it. And it's another thing to create the impact. So decide how you're going to speak differently about your mental health at work, or how you want to support others and in a different way. Because, you know, you may not be able to make a big dent, but any dent is helpful. Lesley Logan 47:50  Yeah, yeah. I like that. I like that. I think, I mean, we talked about at the beginning of the episode, in case you guys fast forward through the intro, because you've heard it so many times. I do say, action brings clarity. So like, you know, it really does. And so I think like, yes, talk about it, and then like, take the action and you'll understand more and more, you'll have more clarity around what to do next about the impact want to make.Melissa Doman 48:16  There's a reason that my tagline on my website that I trademarked is "Awareness is great, action is better." And I have to give credit again, where credit is due. My husband works in product marketing, and technology evangelism, and he's helped me so much with helping to shape my message and I always tell people, I have a crush on my CMO. I pay him, I pay him with respect and my company. He's amazing. He's so amazing at what he does, he does product marketing and technology evangelism for a salesforce partner company and I'm very deeply proud of him. Lesley Logan 48:57  That's amazing. That's so cool. You guys are a dynamic duo. Melissa Doman 49:01  We're trying to be, trying to be.Lesley Logan 49:04  Okay, can you do the Chewbacca voice for us? Melissa Doman 49:07  Oh god. Lesley Logan 49:08  Because I know, I know I have Star Wars fans especially my husband's going to listen to this. But also Hi Katie and Rachel andMelissa Doman 49:17  Okay. Ready?Lesley Logan 49:31  That's amazing. (inaudible) they'll love it and it was beautiful.Melissa Doman 49:37  Oh my god. I literally do that like as a reward to a workshop participants like if there's, if they're really engaged and not distracted by tech and they're like really present really, really doing the workshops with me. I dangle that as the carrot at the beginning and I go if you're good, if you participate, I will reward you all with this at the end. I would hold it. I would hold it if they don't.Lesley Logan 50:11  Yeah, I, well, thank you for sharing with us. And also because, hello Be It babe, you are a good listener, you made it all the way to the end. So thank you so much. Mel, you are the best, I just adore you. I'm so glad we got to finally meet in person, I got to have you back on the pod talk about what you've been up to. Because it is it I think is really important for people to see someone can have, like, publish a book and like make magic happen in their business and actually get those big, huge gets. And then also they keep going. And there's new, new moments of not just imposter syndrome, like going outside of your comfort zone and doing big things that scare you and then getting other big opportunities. So I cannot wait for your episode to come out with Kim Scott, because I'll be listening to it.Melissa Doman 50:54  Thank you so much. I'm so happy we get to meet in person, to come back on the pod and yeah, just really deeply appreciate it.Lesley Logan 51:03  Yeah. Well, y'all, how are you going to use these tips in your life? Are you going to read her book? Are you going to help talk about mental health at work? Because you should. And please share this with a friend. If you have a friend who's like even a leader or a person at a company who needs this, you know, this is how we get the word out there. And the more people who talk about this stuff, the more companies actually have to talk about these things because there's power in the workforce, really being empowered and knowing what they want to talk about and how they want to be treated. So please share this. We can spread Mel's amazing word. And until next time, Be It Till You See It. That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod. Brad Crowell 52:17  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell. Lesley Logan 52:22  It is transcribed, produced and edited by the epic team at Disenyo.co. Brad Crowell 52:27  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi. Lesley Logan 52:34  Special thanks to Melissa Solomon for creating our visuals. Brad Crowell 52:37  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time. Transcribed by https://otter.aiSupport this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Endnu en uge med døende erhverv og endnu mere sørgeligt, natur.Så er der ekspert-svar på, hvor i hulen ordet 'guinea' kommer fra. Vi kan løfte sløret for, at det som sædvanlig er en racistisk term, som en vesterlænding kom sejlende med!Så er tømmerens yndlingshaj, hammerhajen, i bedring, men det er Østersøen ikke - vi vender tilbage med en positiv tilstandsrapport om 3-400 år.ABCDEFG... Sådan lyder kaskelotternes alfabet ikke, men lyt med og hør det!Og homie, hvad er mælk, spørger du nok. Du får svar, min ven!Så er hajhammeren faldet, og det er kun godt!Vi har som altid lynhurtige nyheder, en dyrequiz og et spørgsmål fra henholdsvis Nicolai og An(n)e!Husk solcreme, VAMOS!Tidskoder:00:00 - Dagens programoversigt01:14 - Troels Lund Poulsen spøger + skriv jer op på https://dendyrisketime.10er.app/ hvis I har lyst.10:31 - GUINEA!18:57 - Hammerhajen, som vi alle kender!23:44 - RIP Østersøen31:24 - Kaskelotalfabetet39:51 - Hvad er MÆLK?49:17 - Hajhammeren er faldet52:18 - De hurtige nyheder55:54 - Ugens dyrequiz57:36 - Spørgsmål, kommentarer og lejlighedsvise løgne fra lytterne // Indimellem Late Night med SifTM Hosted on Acast. See acast.com/privacy for more information.

Banner: Vyjayanthi Movies Cast: Pawan Kalyan, Shriya, Neha Oberai, Gulshan Grover, Jersey Singh, Sunil, Suman, Saurabh Shukla, Dharmavarapu Subramanyam, Rajan P Dev, Brahmanandam, Jaya Sudha, Music: Mani Sharma Dialogues: Kona Venkat Lyrics: Sirivennela, Jonnavithula, Chandrabose Choreography: Kalyan, Vaibhavi Merchant, Saroj Khan Cinematographer: Ramesh Art: Anand Sai Stunts: Stun Siva & Vijayan Editing: Kotagiri Venkateswara Rao Story - Screenplay - Direction: Karunakaran Executive Producer: Saibaba Co Producer: Priyanka Dutt Producer: Aswini Dutt Theatrical release date: 6th January 2005 Interesting Facts: Both Karunakaran and PK were struggling at the time. PK didn't have any successes after Kushi with Johnny and Gudumba Shankar disappointing the audience and Karrunakaran after Tholi Prema directed Yuvakudu and Vaasu which both didnt do well at box office.  Apparently Karunakaran had PK in mind when making Vasu but instead they made with Venkatesh. Around that time Aswini Dutt announced that he wanted to make a film with Pawan Kalyan  Karunakaran readied a nice love story and narrated it to PK during Gudumba Shankar time and Pawan okayed it. Pawan actually gave the outline for the film and Karunarakan developed the story.  During that time in 2004, a lot of star directors now were upcoming and it was very hard to narrate a story to PK back then and didn't have access. If they did, either he rejected it or he slept during the narration and missed films like Athadu, Idiot, Amma Nanna O Tamil Ammayi and Ghajini.  During this time, Aswini Dutt finalized combination of PK and Karunakaran on Vjyanthi Movies banner and project was announced. Since he gave good music for Gudumba, PK put Mani Sharma as music director and his good friend Anand Sai as art director  Movie has two heroines so they took Shriya for one main heroine role and for 2nd heroine, they wanted to cast Asin in it the role. But later on they felt we need a fresh face girl to get the right impact and casted Neha Oberoi.  This film also has the backdrop of Delhi, Agra and Old City. We erected a set with Taj Mahal backdrop. We did a set worth 90 lakhs for Old City in RFC. This set would have a bit of Roman architecture. For the first time in Pawan Kalyan's career, the backdrops for songs in this film are very vivid and most colorful.  Nitin Raikwar came to Hyderabad and stayed here for 4 days to pen lyrics for the Hindi song Hut Hatja  Back then, PK was a style icon so whatever he wore became a trend. He went to Milan, Italy and stayed there for 5-6 days to explain the pants makers about what he want. Four months after placing the order, the pants makers delivered it in India. Renu Desai designed the pants and in Jan 1st week they held a pressmeet in December 1st week in 2004 to announce this.  Pants sold really well. Just when websites were becoming popular, they put a few stills of the movie in idlebrain.com and said showcase your talent in idle brain with these stills.  Not just PK fans, but MB Fans and youth eagerly waited for the movie due to the sensation Tholi Prema created in youth back then. It also started MB vs PK fan wars in discussion sites and SKN was involved in these fights. MB fans said why 1.5 lakhs cost for pants, PK fans said why put 20 crores for Arjun.  December 25, 2004 audio was released and got a great response. Inthe Inthe and Hut Hatja got terrific response in public and due to cassette being sold have to listen to everything and slowly all the songs caught on and audio become a super hit  Title was Balu ABCDEFG, around that time youth stayed using phones and SMS language so going with the trend they put the title like that. After hearing the title, fans thought they're coming with another solid love story, thought of releasing 1 week before Sankranthi. Finally they announced Jan 6th 2005 released and budget was 15 crores and released grandly.  But movie didn't get expected result and was finally above average grosser at box office. 

Tune in to the latest episode of the Millionaire Car Salesman Podcast, where hosts Sean V. Bradley and L.A. Williams take you on an exciting journey into the upcoming Internet Sales 20 Group conference! Get ready for a powerhouse event featuring top industry experts, successful dealers, and keynote speakers who are set to share invaluable insights and strategies for automotive professionals! This is the most powerful 3-day Conference in Automotive! Discover the secrets to effective personal branding, uncover tactics to boost gross profits, and gain essential tools to overcome challenges in the dynamic and ever-changing automotive market! This episode is your backstage pass to understanding why the Internet Sales 20 Group conference is a must-attend for anyone serious about personal and professional growth in the automotive industry! #IS20G #IS20G15 #InternetSales20Group #InternetSales20Group15 #InternetSales20GroupConference #InternetSales20GroupConference15   Key Takeaways Expert Insights: Learn from top industry experts who share their strategies for success in the ever-evolving automotive market Networking Opportunities: Connect with like-minded professionals, build valuable relationships, and expand your professional network Cutting-Edge Strategies: Stay ahead of the curve with insights into the latest trends, technologies, and strategies shaping the automotive industry Personal Growth: Discover the keys to effective personal branding, boosting gross profits, and overcoming challenges Event Details: Sean V. Bradley invites you to attend the Internet Sales 20 Group conference! Attendees can secure their spot at a discounted rate by visiting www.eventbrite.com/e/761375152577/?discount=DEALERSYNERGY   About The Internet Sales 20 Group Conference Welcome to the pinnacle of automotive excellence! The Internet Sales 20 Group Conference is not just an event; it's a transformative experience designed to propel automotive professionals to new heights of success. This conference brings together the best and brightest minds in the industry, including successful dealers, salespeople, and keynote speakers! Don't miss this opportunity to immerse yourself in a dynamic learning environment, gain practical takeaways, and join a community dedicated to driving excellence in the automotive world. The Internet Sales 20 Group Conference is where your journey to automotive success begins.       Revolutionizing the Automotive Sales Experience: Insights from the Internet Sales 20 Group Conference The automotive industry is on the brink of transformation, driven by the incessant evolution of sales techniques, the advent of advanced technology, and shifting consumer expectations. The recent Internet Sales 20 Group (IS20G) conference, a gathering spearheaded by industry leaders Sean V. Bradley and LA Williams, has brought to light the need for automotive sales professionals to adapt and excel amidst these changes. In this invigorating conversation, the spotlight is on the strategies that are changing the game for car dealerships and their sales teams around the nation.   Key Takeaways: Hybridizing Sales Skills and Digital Strategy: The conference emphasizes the importance of combining traditional salesmanship with innovative digital marketing strategies to enhance dealership performance. Investing in Professional Growth: The necessity for dealership owners and automotive sales professionals to invest in self-development and advanced training is highlighted as a prerequisite for success. Impact of Personal Branding: Emphasis on personal and dealership branding as a key differentiator in the competitive automotive industry surfaces as a critical insight.   Embracing a Synergistic Approach to Car Sales In the world of automotive sales, it is no longer sufficient to rely solely on conventional salesmanship. The IS20G conference showcases that a winning strategy lies in the fusion of time-honored sales techniques with modern Internet strategies. Through the insights provided by Sean V. Bradley, we learn that savvy sales professionals must become adept at using online platforms and digital marketing to attract and engage with customers effectively.     "This is exactly what you got to do. ABCDEFG. Here's the things that you should not do. H-I-J-K-L-M-N-O-P if you want to succeed." – LA Williams   By providing a blueprint of the dos and don'ts in digital automotive sales, the conference plays a pivotal role in guiding dealership personnel towards crafting an online presence that resonates with today's tech-savvy consumers. The transformation from traditional to digital is not just an option; it's a strategic imperative.     "You're going to learn how to niche down and talk to your specific crowd." – LA Williams   By focusing on unique customer segments and personalizing experiences, dealerships are able to differentiate themselves and thrive in the highly competitive automotive market.   The Imperative of Continuous Learning and Self-Investment One of the strongest messages reverberating throughout the IS20G conference discussion is the unyielding relevance of continuous learning and investment in oneself. As Sean V. Bradley passionately points out, the greatest investment successful individuals make is in their own growth and the advancement of their business acumen.     "We all have the same 24 hours in a day… but still, I find time to go to my own education." – Sean V. Bradley   This declaration showcases not only the necessity of embracing educational opportunities but also the ethos of relentless self-improvement that permeates throughout the top echelons of the automotive sales industry. The IS20G conference itself acts as a testament to this principle, providing an invaluable platform for networking and learning from the industry's best, effectively offering solutions for talent acquisition, customer relations, and digital transformation challenges that dealerships face.   The Power of Personal Branding in Automotive Sales As digital mediums increasingly become the battleground for customer acquisition, the role of personal branding in automotive sales becomes ever more pronounced. Both LA Williams and Sean V. Bradley highlight the paramountcy of establishing a strong personal brand within the digital marketplace as the cornerstone of a successful career in the modern automotive industry.     "If you put me around five ice cream salesmen, right, I'm going to learn something about some ice cream." – LA Williams   The metaphorical analogy from LA Williams drives home the message that we are shaped by the individuals who surround us and, by extension, the personal brand we build reflects the customers we attract. Hence, creating a powerful brand presence not only places an individual sales professional on the map but also elevates their stature among peers and clientele, securing a sustained inflow of business. As participants interact and exchange ideas at IS20G, the potent combination of networking and hands-on guidance provided allows for unprecedented scope to cultivate these personal brands, turning each attendee's unique selling proposition into their most valuable asset.   Crafting the Future of Automotive Sales A clear takeaway from the IS20G conference is that successful automotive sales strategies are evolving, requiring a symbiotic relationship between individual skill and digital prowess. As professionals immerse themselves in continuous learning, they harness the power of their personal brands to stand out in a sea of competition. What this conference unequivocally demonstrates is that the road to automotive sales excellence is paved with dedication to self-investment, mastery of digital channels, and the strategic cultivation of a personal brand that resonates with the ethos of today's automotive consumers. Through the insights of Sean V. Bradley and LA Williams shared at IS20G, we gain a unique lens into the factors shaping the industry's future. As the conference illuminates paths forward, it's certain that those who embrace these tenets will not only adapt to the changing landscape of automotive sales but will lead the charge into a new era of dealership success.     Resources Dealer Synergy & Bradley On Demand: The automotive industry's #1 training, tracking, testing, and certification platform and consulting & accountability firm. The Millionaire Car Salesman Podcast: is the #1 resource for automotive sales professionals, managers, and owners.  Also, join The Millionaire Car Salesman Facebook Group today! Win the Game of Googleopoly: Unlocking the secret strategy of search engines.   The Millionaire Car Salesman Podcast is Proudly Sponsored By:  Dealer Synergy: The #1 Automotive Sales Training, Consulting, and Accountability Firm in the Automotive Industry! We have been building Internet Departments and BDCs for over two decades! It is this experience that has allowed us to develop the absolute best automotive Internet Sales, BDC, and CRM solutions for car dealerships. We have created the most effective training programs and processes. Phone scripts and rebuttals are our specialties, while CRM action plans, strategies, and templates are our expertise! Dealer Synergy will take both your tools and your people to the next level. Bradley On Demand: Automotive Sales Industry's #1 Interactive Training, Tracking, Testing and Certification Platform. With over 7,500 training modules, our platform has everything you and your dealership need to sell more cars, more often and more profitably! Money Mind Mapp (M3): Visit MoneyMindMapp.com for help in revolutionizing your business to help you sell more cars by tracking, projecting, and forecasting your personal sales goals!

Keeping the faith and manifesting yourself is important at this stage of the year. How fortunate we are to have a Mayo team firing jizz on all cylinders at the start of the sraith Allianz sraith pictiur national league. TJ and Fat Larry make time in their busy schedules to have their first chinwag of the 2024 season. The gurus have lots of meat and two veg to chew on over the course of this whirlwind podcast. They analise the disappointment of the ABCDEFG league, they ingest the positives of the performances against Galway and Dublin and they fully preview the next league game against whoever that might be. All of this and much more, on the MAYOAREBACK podcast.

This week, rants and opinions on all sorts of things including a very strangely named child. Plus an ongoing commentary on  the crew of contractors hammering away at my building as I try to record. Thanks for listening! There is a homework assignment...you know what it is. Time is almost up to get your submissions in so don't hesitate any longer! This show is driven by the content you provide! Join the show by clicking on the link pinned to the top of our social media pages. Leave your questions, comments, feedback or whatever you like! COMPLETELY CONFIDENTIAL AND ANONYMOUS. LET YOUR VOICE BE HEARD!

In this episode of the Celebrate Kids podcast, Dr. Kathy explores the topic of preparing our kids for the current cultural moment. She emphasizes the importance of being attentive and gaining knowledge, wisdom, and insight from those who teach us, whether it's in church, the classroom, or in conversations with mentors. Dr. Kathy shares valuable insights and strategies for guiding our children in this ever-changing world. Tune in for practical advice on encouraging and equipping our kids for such a time as this.

On this Salcedo Storm Podcast:Ron Miller is a former Army Paratrooper turned complex commercial litigator. Feeling called to seek justice for children, adolescents, and other vulnerable members of society from wrongful gender medicalization, Ron left his commercial litigation career to form the law firm Campbell Miller Payne, which is the first and only law firm in the country that focuses exclusively on the issue.

Have you ever said...But we have some good times together. Remember that one day…. Remember that one time…. Are you building an intimate relationship on breadcrumbs? Sure, we would have some good times together. We had evenings that were successful and happy. We had the occasional weekends where his anger stayed in check. But I came to the realization that I was hanging on to those all-too-rare times and pretending that they were our reality. I was desperately trying to build a home and raise kids around that illusion. It wasn't working. These breadcrumbs make the entire situation worse. If they weren't there, many of us would leave so much sooner. We probably would not even end up in the relationship in the first place. But these breadcrumbs give us hope. They give us positive memories to hold on to. Positive times to talk about and to dream about. They are part of what keeps us hooked in these relationships for years or even decades. After the divorce, I was talking to our oldest son. I had apologized a hundred times to our boys for the environment they grew up in. I apologized for my part in all of it. In this conversation, I told him, “Son, I am so sorry.” He said, “Mom, this wasn't your fault. You did ABCDEFG….XYZ. Dad wouldn't even do A. How can this possibly be your fault?” Maybe you are still trying to find that one right approach, that one magical answer. You are working your way through the entire alphabet, maybe for the 10th time. If he won't even do the first thing, then why are we wearing ourselves out trying to help? He has a job in this too. He has a part, a responsibility, a role to play. Simply walk away! Quit hanging on to the breadcrumbs!

ABCDEFG  won't you haunt this school with me? Heck yeah we will! So long as we can stand in corners and creepily stare at people all day - which is exactly what one of the ghosts in this week's episode does!The ladies cover the legend, lore and hauntings of the Martha Washington School for Insane Girls outside of Seattle. While the school was demolished due to Satanism the park where it once stood  does not let visitors forget the site's sordid past.If you are interested in pursuing paranormal studies the University Of North Alabama would be a perfect school to attend - because it turns out that it's haunted as fuuuck. The spirits include a little girl named Priscilla, a drummer and a confederate soldier who is NOT a fan of geo-caching. Screaming ghosts, haunted basketballs and why you should never shoot a ghost, this week's episode is truly an education.Support the showRemember to share the podcast with friends and we want to hear your stories! Please e-mail them to us at Skeletalespodcast@gmail.com or leave a message at 302-689-DEAD (3323). Join our SkeleTeam over at Patreon here: www.patreon.com/Skeletalespodcast Buy some haunted shit over at www.skeletalespodcast.etsy.comAs always thanks for listening and Haunt Y'all Later!

If you want to be big, you have to eat big. When it comes to building muscle, the cornerstone of bodybuilding is nutrition, not just what you eat, but when you eat it to keep those gains in motion.But it's not always that easy, for some people it's incredibly hard to get the calories and protein they need to grow in size.Let's Grow Big Together- the podcast that is on the ABCDEFG diet plan: Always Be Consuming Delicious Edible Food! (Goddamit.)In this series, we're taking a look at the passion for muscle, adventures in bodybuilding, muscle gods, muscle worship and practical advice to putting on muscle.Today bodybuilding coach, nutritionist and boxer Chris Bickley joins us to look at bodybuilding nutrition and the outrageous things bodybuilders have done over the years to get big or die trying.A jacked up 5'10” 230 lbs, Chris turned to becoming a full time coach and nutritionist during the pandemic, and judging from the results of his clients, Chris knows what he's talking about.CHRIS BICKLEY: instagram.com/ctbickleyFAUSTO FERNÓS: instagram.com/faustofernosMARC FELION: instagram.com/marcfelionHire Chris Bickley as your coach or nutritionist:https://chrisbickleycoaching.comPlus--➤ Are German gummi bears anabolic? Why highly branched cyclic dextrin is awesome and is there any benefit to doing hard drugs before hitting the gym?➤ Protein rich pumpkin pie and Mexican chicken thighs al pastor.Protein Rich Pumpkin Pie: https://www.egglandsbest.com/recipe/protein-pumpkin-pieChicken Thighs Mexican Pineapple "Al Pastore Style"https://masonfit.com/oven-roasted-chicken-al-pastor/Episode #3066

If you want to be big, you have to eat big. When it comes to building muscle, the cornerstone of bodybuilding is nutrition, not just what you eat, but when you eat it to keep those gains in motion.But it's not always that easy, for some people it's incredibly hard to get the calories and protein they need to grow in size.Let's Grow Big Together- the podcast that is on the ABCDEFG diet plan: Always Be Consuming Delicious Edible Food! (Goddamit.)In this series, we're taking a look at the passion for muscle, adventures in bodybuilding, muscle gods, muscle worship and practical advice to putting on muscle.Today bodybuilding coach, nutritionist and boxer Chris Bickley joins us to look at bodybuilding nutrition and the outrageous things bodybuilders have done over the years to get big or die trying.A jacked up 5'10” 230 lbs, Chris turned to becoming a full time coach and nutritionist during the pandemic, and judging from the results of his clients, Chris knows what he's talking about.CHRIS BICKLEY: instagram.com/ctbickleyFAUSTO FERNÓS: instagram.com/faustofernosMARC FELION: instagram.com/marcfelionHire Chris Bickley as your coach or nutritionist:https://chrisbickleycoaching.comPlus--➤ Are German gummi bears anabolic? Why highly branched cyclic dextrin is awesome and is there any benefit to doing hard drugs before hitting the gym?➤ Protein rich pumpkin pie and Mexican chicken thighs al pastor.Protein Rich Pumpkin Pie: https://www.egglandsbest.com/recipe/protein-pumpkin-pieChicken Thighs Mexican Pineapple "Al Pastore Style"https://masonfit.com/oven-roasted-chicken-al-pastor/Episode #3066

Another week, another episode with 'No Taxes' Nigel Bravo' in the can. This week Nigel chose the film at hand, which is 1989's 'Vampire's Kiss.' Enjoy it! Songs: 'Vampire Dance Club Theme' - Blade Soundtrack, I don't know. FreelanceWrestling.com I love you.

One of the things that is key to the success of children and I'd say anyone is to be related to. Part of what makes it possible for children to learn, grow and develop is that they are related to as people who can learn, grown, and develop. If you are not related to as a learner, but instead are related to as a loser, a fuckup, as somebody who is not going got go anywhere because of ABCDEFG, that is so much a part of why it is kids don't succeed and they can't learn. – Cathy Salit See acast.com/privacy for privacy and opt-out information. Become a member at https://plus.acast.com/s/the-unmistakable-creative-podcast.

Este episodio, muy a la Abcdefg de Rosalía, es posiblemente nuestro mejor episodio EVER (envelda ta' completo en nuestro patreon: patreon.com/ducktapetv).

Isaiah, Theo, Vincent and Danielle discuss the over sexualization of black LGBTQ+ bodies --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Me being Guyanese and funny my stubbornness is how I survive with MS --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Molly Fisk writes, coaches, and teaches writing in California's Sierra Nevada foothills.

息子が先日ABCDEFG…を発音していて、Hを「ヘイチ」と言っていました。 「エイチの間違いでしょ？」と指摘したら、息子に怒られました。どうやら「ヘイチ」と覚えるのがこちらでは正しいようです。 知らないもんだなあ、と思いました。

Eva Harster is a Virtual Assistant that helps eCommerce entrepreneurs take their business to the next level. Eva is a passionate shopper and understands what the consumer wants from retail. She helps businesses take their boutique stores online to get more reach. Find out more about Eva and how she helps businesses get their products online in this week's episode!   Key takeaways: Eva shares how she left the corporate world to start her own business. When Eva found herself unexpectedly fired, she had to figure out really quickly what was next for her. Eva has had several pivots in her life. She really got her start in real estate, but when 2008 happened, she found herself needing a job. Eva knew she had to make something work for her, but she was her own worst enemy for six months. Eva sees so many boutique shops that have so much to offer, but they're not online! Then, COVID-19 hit, and Eva's business skyrocketed from there. Seventy-four percent of small businesses don't have a website with a “buy” button. Introducing e-commerce to small, medium businesses is the way to go. Why are ads so good and show you exactly what you're looking for? Predictions say that by 2024, worldwide retail ecommerce sales will hit 6.4 trillion. How does Eva help her clients? Eva helps small businesses promote their business online by having their own website, online store, and social media presence. Retailers don't realize the sales that they're missing out on by not having an online store. People love the comfort of shopping online and receiving their orders at their doorsteps. Kathy loves the idea of never stepping into a store again. An online store doesn't have to be expensive! Eva didn't know what WordPress was until a couple of years ago. Everyone has to start somewhere. Eva doesn't just help you with your online store, she also helps you market your products too so that you can focus more on attracting more customers! Because of COVID-19, her husband lost his job. That's when Eva really had to get creative and go all-in with her business. Eva's cat makes a quick appearance! When was the last time you took a look at the maintenance of your computer and made sure everything was up-to-date? You got into business because you are an expert in A, B, and C. Unfortunately as a business owner, you have to focus on ABCDEFG and it pulls you away from your expertise. Eva helps you take more things off of your plate!   Resources: Moretimetoprofit.com Eva on LinkedIn Email Eva: info@yourhealthypc.com   Quotes:   “74% of small business websites don't have any kind of ecommerce. That's just a missed opportunity.”   “Your biggest challenge is not gonna be getting clients, but your biggest challenge is having so many clients.”   “Be the zebra! Jump through the fire. Do the [scary] thing anyway.”

第一次去美國玩就背叛親妹?好過分的姐姐!舊金山初體驗，7歲的我去了同志村遇見牛仔初戀。18歲的我在飛機上遇見奇怪的阿北與怒火中燒的空服員姐姐。一個人的留學生活最愛從事一些免錢的活動了~毫無溫度的學校食堂與充滿情感的異鄉漢堡店。 請主持人和貓咪喝咖啡、吃罐罐 台灣歐付寶這邊請 https://reurl.cc/VjR2nY (推薦使用) PAYPAL這邊請 paypal.me/cplustalkshow Powered by Firstory Hosting

第一次去美國玩就背叛親妹?好過分的姐姐! 舊金山初體驗，7歲的我去了同志村遇見牛仔初戀。 18歲的我在飛機上遇見奇怪的阿北與怒火中燒的空服員姐姐。 一個人的留學生活最愛從事一些免錢的活動了~ 毫無溫度的學校食堂與充滿情感的異鄉漢堡店。 請主持人跟她的貓喝杯咖啡: 贊助傳送門 感謝贊助本節目的人客! 予晞在此祝您身心健康、萬事平安~~:@fütüreallison - - 宵夜 續攤 PⓍT5/ Powered by Firstory Hosting

David Friedman is an award-winning CEO, entrepreneur, author and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career. And in 2018, he published his second book, Culture by Design, the definitive “how to” manual for building a high-performance culture.   His current company, High Performing Culture has helped hundreds of companies throughout North America to implement its culture operating system, CultureWiseä.   Questions   Can you share with us a little bit about your journey? How it is that you got to where you are today. We like to always ask our guests in their own words, if they can just share with us a little bit about who they are and how it is that they got to where they are today. So your first book that you wrote Fundamentals, you had mentioned that one of your fundamentals is quick response time. Could you share with our listeners what are some of the other things that is the core of your fundamental practices? Do you see any emerging trends in relation to things that leaders in organizations need to focus on more, even more now than before the pandemic probably for the next two or three years? Can you share with us if you have an app, a tool or a website that you absolutely can't live without in your business? Can you share with us one or two books that have had the biggest impact on you? You mentioned one earlier The Effortless Experience, but maybe any others - it could have been a book that you read a very long time ago or even one that you read recently, but it really has impacted you. What is something that you are really excited about - one thing that's going on in your life right now that you're really excited about, it could be something that you're working on to develop yourself or your people. Can you share with us where listeners can find you online? Do you have a quote or saying that during times of adversity or challenge, you will revert to this quote, it kind of helps to get you refocus, maybe because you got derailed or you just got off track? And so this quote kind of just brings you back to centre to focus on what's really important.   Highlights   David's Journey   David shared that he lives in the Philadelphia area, he spent 27 years as the CEO of an employee benefits consulting company. And he grew that company from a couple of people to a little bit over 100 people and during the years that he was growing that company, they were very, very successful in almost every dimension you can look at, but the foundation of all of their success. Everything that made them successful was the culture that they had created in that company. And as the CEO of that company, he did a lot of things in a very intentional way to make that culture happen. He eventually sold the company to a large multi-billion-dollar company, ended up retiring from that industry. And he wrote his first book, which was called Fundamentally Different which was referred to before. And it was a book about the things he had done in his career that made them so successful, specifically around culture. And what ended up happening is people started reading that book and getting a lot of value from it and they started asking him if he would come to speak to their organizations about the things about which he had written. And so, next thing he knew he was travelling around the country giving talks to CEOs and people started hiring him to help them and next thing he knew he was in a new career. And so, over the last seven or eight years, he has given more than 500 workshops on this material, typically to CEOs and other leaders, worked with hundreds and hundreds of companies helping them do it. And has written three books on the topic. And so, it all comes from the experience that he had leading a company himself, and what he learned and what he now teaches people.    Other Core Fundamental Practices    Me: So your first book that you wrote Fundamentals, I know at the beginning of the conversation, you had mentioned that one of your fundamentals is quick response time, which was music to my ears. Could you share with our listeners what are some of the other things that is the core of your fundamental practices?   David stated that what he teaches people is that in any organization, he doesn't care of organization it is, the culture in that organization has an enormous influence over everything that happens from customer service to everything else that takes place.   And so, as leaders, we should be intentional about creating the culture that we want to have. One of the important elements and probably the most important element in creating a really great culture or any culture for that matter, is being clear about what are the behaviours that you say, “Boy, if we could get all of our people living to these behaviours, this is the kind of organization I want to have.” And he gives those behaviours a name, it's just his nomenclature, he calls them fundamentals because he thinks they're fundamental to success.   So they help organizations define their culture in terms of a set of very specific behaviours. In his particular company, and this is his company, it doesn't have to be the same for a different company. But in his company, some of their fundamentals, the one you're asking about a moment ago, is one that we called Be a Fanatic About Response Time. Some of the others that he teaches in his own company are things like Honour commitments, Practice Blameless Problem Solving, Get Clear on Expectations, Be a Generous Listener, these are actions, they're things that people do, and you get people doing these kinds of things, you create a very different kind of organization. So those are just some samples of the fundamentals he teaches in his own company.   Me: Great. So, those are also in the book, right? Could you share with us why you think those things are critical to creating a culture where customer experience, of course, is at its utmost best because clearly, a lot of organizations have many challenges in trying to get their customer experience to be consistent. How is it that you go into these organizations, I'm sure a lot of their issues is everybody's not doing what they're supposed to be doing, how do we get people to be passionate? How do we get them to operate like how we do? I wish I could clone myself and have 100 of me, but the reality is you can't. So how do we get everybody on the same page?   David shared that the foundation of the system that he teaches is, there eight steps to it, but let's just boil it down to its essence.   There are two things that are critical for success. And this is true, whether we're talking about customer experience, or we're talking about innovation, or we're talking about anything, even a sports team, a family, you want to get a group of people to be consistent so that you can clone yourself, there are two things that are critical. The first is what we were just talking about, we have to be crystal clear about the expectations. So frequently, he hears leaders frustrated that people aren't being the way they want them to be but they haven't been clear enough about what they expect, they're just annoyed that people haven't somehow, miraculously by osmosis figured it out themselves.   So the first step is absolute clarity about what is it that we expect of people. And when we talk about that clarity, one of the ways that companies try to do that and fail, is that the typical way of doing that is they create a list of core values and they look wonderful on the website, except most of the time, they're so broad, and so nebulous that they don't really bring enough clarity.   He makes a big deal about the difference between what he calls values and what he calls behaviours.   So a value is an abstract idea, quality, integrity, loyalty, service, teamwork, those are wonderful words, but they mean so many different things to different people, that they're very difficult to operationalize.   Behaviours are actions, they're things people do and because they're action oriented, they're a lot easier to be coaching people about, it's very difficult to coach somebody about their values, it's a lot easier to coach them about their behaviours.   So the first step is this defining with way more clarity, exactly what we expect, in terms of a set of behaviours or as he noted a moment ago, he calls fundamentals.   Now, once we have that, it's great to have them listed and have more clarity. But here's the real key step. And this is so simple. He calls it creating rituals.   So a ritual is a routine, a habit, something that we do all the time and the reason that rituals are so important, is that most people and you've seen this, most people aren't very good at sticking with things. We come up with all kinds of wonderful ideas. And then we get busy and life gets in the way and they fall by the wayside, so the company comes up with the big new programme and for three months or even three weeks, everybody's all excited about the new programme and then they fall by the wayside.   When something becomes a ritual or routine, it's not difficult to continue, it's just part of our routine. So he'll give a simple example in another area and then take us back to this topic of service and business.   You wake up in the morning, you brush your teeth, before a ballgame in the States the do the national anthem, there are just routines about how you operate. Some people before a meal, they say a prayer. When something is a routine like that, it's not hard to do. So the way we use that simple concept is we take these fundamentals as he calls them and they begin to focus on one fundamental every week through a series of rituals.   So week number one, everybody in the company all week long is thinking about working on focusing on fundamental number one, the week after that everybody in the company is on number two, and the week after that three, and they keep cycling through them.   So giving one simple example of a ritual to illustrate it for the listeners. So one of the rituals that he practices in his company, and all of their clients do this as well, is that every time they have a meeting in their company, whether it's a project team meeting, a department meeting, a virtual meeting, if they have a meeting in their company this week, every single one of those meetings, the first agenda item of the meeting is the fundamental of the week. And they spend the first few minutes of the meeting talking about this week's fundamental and what it means.   So his company's fundamental this week, he mentioned it before actually is called Practice Blameless Problem Solving. So every time they have a meeting anywhere in their company this week, the first agenda item is going to be a three or four-minute discussion about practicing blameless problem solving.   That gets them lots of chances to teach and teach and teach and teach. So if they start by defining really clearly the behaviours that are important in their organization, and then they have a structured systematic way to teach those behaviours over and over and over and over again, sooner or later, those behaviours are going to become internalized in their people and that's how you get yourself cloned. What most people do is they again, either aren't clear enough, or they put stuff out there and then they figure, “Okay, I talked about it once or it's on the wall, or it's on the website, how come everybody doesn't do it?” You need repetition, without repetition, we don't learn anything.   Me: That is so true. I say it in training so many times. When you're teaching children ABC, you don't just go to school one day and the teacher says, okay, this is the alphabet, ABCDEFG to Z and then they never say it again. It's like constantly being reinforced with the kids; they sing to it. They sing ABC songs to them, they read to them about ABC, they talk to them about ABC, they have pictures. So it's constantly being reinforced and as you mentioned, repetition and adults learn just like children.   David agreed that we do, it's how humans work. And yet somehow in most organizations, we think that people are just going to magically figure it out without that repetition. He'll give a very good example of actually where he learned all of this originally, and it relates very directly to customer service.   So, one of the organizations that is world renowned for incredible customer service experiences is the Ritz Carlton Hotel chain. If there ever was an icon for extraordinary customer experiences, it would probably be Ritz Carlton. And many years ago, he had an experience at where he brought his company to a Ritz Carlton for a day of brainstorming about great service and knowing how great they were, he asked them if they could share during their lunch with them some of the things that they do, and they do a very specific thing that really became the foundation for the concept behind what he teaches.   At Ritz Carlton, they have 20 behaviours that they have articulated about delivering great customer experiences. And these behaviours are called their basics. The Ritz Carlton basics, and there are 20 of these.   And every day they have a ritual that's called the daily lineup and a daily lineup, what happens is in every Ritz Carlton property in the world, in every department and in every shift, the team members get together at the beginning of the shift, and they gather around for a 10 or 12-minute meeting known as the daily lineup. And the first thing they do in their daily lineup is they talk about the basic of the day.   So if today were day number one in every department, every shift people would be getting together and kicking off their shift with a brief meeting and they start the meeting talking about basic number one. Tomorrow, everybody would be on number two and the next day number three, and so on.   And at the end of 20 days, they go back to the beginning and they do it over and over and over again, every day of their entire career. And that's how they get people to absorb and internalize the things that lead to extraordinary experience. They don't do it by just hoping they're going to get really nice people and it will all work out, they teach these things every single day with repetition. Makes sense.   Me: And you're right. Ritz Carlton, that's the gold standard that everybody's aiming to achieve and sometimes people think, is it that they got really amazing people, but they probably have the same level or standard of people in terms of their recruitment. But as you said, their technique and their strategy in terms of what they're doing, it makes sense because it's being repeated, it's being reinforced, people are being held accountable and now it becomes almost a part of your DNA. Because if you're doing something over and over again, it becomes so a part of you. I remember when I went to high school, I went to a Catholic High School, we were not allowed to walk on the grass, it was completely forbidden. And I recently went on vacation with my daughter to Airbnb in Ocho Rios and she just walked across the grass and I had to walk on the path and go around. And the little light bulb went off in my head, and I said, “Yanique, why don't you walk on the grass?” And I said, “Because it's not allowed.” But it's something that I had to do for 7 years. And so, it actually became a part of me, I think it was like an unconscious behaviour because it was after I thought about what I did, that I was able to dissect and say, “Okay, that's the reason why I did it.”   David agreed and stated that to take that same thought and now let's apply that same exact thinking to customer service or any kind of thing that we're trying to get in our culture. If we want our people to be so unconscious, so automatic about how they deliver fantastic service, well, we have to tell them.   What are the behaviours, that if you were doing these things every day that would create amazing service experiences? We have to be crystal clear about them. And then just like the way you learn not to walk on the grass, we have to teach those things over and over and over and over again, with enough repetition so that they become internalized by our people. And once they become internalized by our people, well, that's just the way we do things around here. It starts to happen and it's such a simple idea.   Me: Simple, yet profound, yet many people are not doing it.   Trends Organizations Need to Focus On   Me: You're in this industry teaching about culture, you're teaching about behaviours. Can you share with us maybe one or two things, trends that you see emerging? We're coming out of a pandemic, not sure if you've noticed anything in the States where you are from in your neighbourhood, if you've noticed anything that's different in terms of people's behaviours, have you found that customers have become more heightened to the quality of experience that they're expecting especially seeing that safety is now the new buzzword in terms of how safe you make your customers feel? Do you see any emerging trends in relation to things that leaders in organizations need to focus on more, even more now than before the pandemic probably for the next two or three years?   David stated that the first thing he would say that's very related to the pandemic is obviously, we have gone to people working remotely in a way that didn't exist before. And even as vaccines become more prevalent and the pandemic gets behind us. Certainly, almost everybody recognizes that we will continue to have a high number of people, never more than ever before that will continue to work remotely.   So some people will be back at the office, but there will be many, many people who will forever work remotely or in some hybrid kind of environment where some are in person and some are working remotely.   And that has enormous impacts, specifically as it relates to culture. That if your culture was mostly a function of people being together everyday, and somehow by example, your were people were figuring out, I guess this is how things happen around here. But there was no overt methodology for teaching, it was just leadership by example. “Well, if I'm not seeing you anymore because we're not physically together. Well, then you're going to have some real struggles if there's no other structured way to convey culture.”   And so, it's become more important than it ever used to be to be systematic about how we create our culture, because we can't rely on people being together anymore and he thinks that's a significant shift.   He would say the second shift that I see and he doesn't know that this is so much a function of the pandemic, as much as it is just a general societal business trend is certainly there's a trend toward more self-service, where there are many clients and many buyers who want to be able to access tools and resources on their own.   So the definition of what is great service means has changed, great service used to mean very high touch personal interaction and so in some cases, that's still true. But there are many other people, especially the younger generation, who their attitude about services, “Just give me the tools to do it myself, I don't want somebody pestering me, I don't want this intense personal relationship.”   And again, obviously, this varies with the person and the product. But in many things, especially the younger generation, “Just give me the tools to go online and do it myself and I'm a happy camper, I don't need anybody to be talking to me. In fact, I don't even want to talk to somebody, I just want to be able to do it.”   And so, he thinks that the implication of that trend is that businesses need to be able to provide multiple ways for people to get the service that they need. If I'm a customer that wants high touch, then I'm going to be frustrated if I can't find anybody to talk to. And so, you need to be able to provide that for me. But if I'm a customer who doesn't want to talk to somebody, you need to provide me with avenues to do self-service. So, he thinks responding to the variety of ways in which people want to receive service, companies need to have a number of different methods.   Me: Those are really, really good points. And you are right, self-service is definitely something that people want. I definitely have seen that as a higher emergence. As a matter of fact, locally, when I tried to reach out to my utility companies, I find I get through to them much quicker through the chatbots that they have on their websites than actually calling them on the telephone, you get through much quicker. You sit there on the phone for 56 minutes, 70 odd minutes, some ridiculous times, just listening to this awful music or recording that they have going on over and over again, but you go online and it's like there's more response, the response time is much faster and the person online is in a better position to assist you.   David shared that there's a great book called The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon. And that's a great book. And one of the points they make in that book is that the challenge is mostly there are these different ways that people want to access service and the problem comes if the way that I want to do it doesn't work, if I have to switch methods. So if I want to call somebody and I can't get through because I'm on hold for 45 minutes, I'm going to be really frustrated. If I want to be able to go online and do it myself and I try it and it's too confusing and I have to give up and pick up the phone and call somebody, then I'm going to be frustrated too. So I need to have different methods to respond to different customers' desires and each of them has to work well. If the way that I tried to get my service doesn't work and I have to switch to method number two, that's where you really frustrate your customers and they leave.   App, Website or Tool that David Absolutely Can't Live Without in His Business   When asked an online resource that he cannot live without in his business, David shared that he has found that in his whole career, that being well organized is an absolutely critical element of success, that if you don't have good systems for keeping on top of everything you need to do, things fall through the cracks and it's extraordinarily difficult to deliver great service to people. It's hard to honour your commitments if you don't have a good way to track all your commitments. It's hard to be a fanatic about response time if things slip through the cracks because you didn't keep track of at all. So systems to keep track of everything you need to do are critical to him. There's a system that he uses many years ago that was back then and then there's an updated version. But back then, he was a big Franklin planner user and a software version of the Franklin planner. A number of years ago switched to an Apple environment from a PC environment, Franklin planner never came out with an Apple version but there's a different company that created a product that is almost identical to what Franklin planner software was. And it's called Opus One and it's basically a planning tool to allow you to keep track of task management, everything you need to accomplish in your life. And how does he keep track of it? How does he prioritize it? How does he make sure nothing is ever forgotten? And he can't imagine how he would function without that, everything he needs to do in his life is there, he looks at it every day. And it's scary to think about what life would be like if he didn't have a tool like that.   Books That Have Had the Greatest Impact on David   When asked about books that have had an impact, David shared that The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon was certainly one of them. He would say a book that he just finished rereading or actually more accurately listening to. He read it years ago and he just re-listened to it is Malcolm Gladwell's The Tipping Point: How Little Things Can Make a Big Difference. He read that when it came out, it came out like 2002 and for some reason it just came across his attention recently and he listened to it on Audible. And he really thinks it's a fascinating book and it gives him pause to think a lot about the things that they're doing. And for those listeners who may not have read or heard The Tipping Point, Malcolm Gladwell, the author looks at social epidemics, how does an idea all of a sudden take off and spread, whether it's a fashion, whether it's a product, whether it's a service, and all of a sudden something goes from nobody knows about this? And then at a certain point, everywhere you look people are talking about that or reading about it or heard of it. And how does that actually take place? Where's the tipping point where all of a sudden, it goes viral? And why does that happen? What are the factors that contribute to something going viral? It's a fascinating book, highly recommend it.   What David is Really Excited About Now!   David stated that the biggest thing he's excited about is the opportunity to scale what they're doing. And what he means by that is that the concepts that he teaches as you've heard, even just in a cursory way in this podcast, the idea that if we really want to drive the culture in an organization, it really comes down to two very simple things, define really clearly the behaviours that drive success and then create this structured systematic way to teach those over and over and over again. And if you do that, you're going to be really successful and he calls that whole concept, he calls it the Power of Fundamentals, that when we have a set of fundamentals that driver our success and then we can have a way to teach it, it has an unbelievable impact. So the Power of the Fundamentals is just such a powerful idea and such an impactful idea and he's really excited and enthusiastic about the work that they're doing in their company to spread that idea so that not just hundreds or 1000s of people but ultimately millions of people can leverage those concepts and apply that to improve their families, their children, their companies, their sports teams, their churches, it applies in every walk of life. And so, the opportunity to spread those ideas and give people tools that enable them to be more successful is just a very exciting and rewarding challenge.   Where Can We Find David Online   Website – www.culturewise.com   David shared that on the website are lots of simple videos that explain the concepts, really easy to understand material there. There's also links there to his books and you can also get them on Amazon or Audible. The most recent book, which was published this spring is an updated version of his original book called Culture by Design.   Culture by Design: How to Build a High-Performing Culture, Even in the New Remote Work Environment (Fundamentals Series Book 2) by David Friedman   Quote or Saying that During Times of Adversity David Uses   When asked about quote or saying that he tends to revert to, David shared that he's going to broaden that. And so yes, and it's a quote that is more related to organisations, but it's equally important individually. So for organizations as it relates to culture, the quote that he says often and really centres him is he says that, “Good companies have good cultures by chance. But world class companies have world class cultures by design.” And what he means by that is that when he looks at those companies and those individuals who are most successful, they don't do anything that's so incredibly unusual, he sometimes says they do ordinary things with extraordinary consistency. They just are very purposeful about everything they do that reasonably moderately successful people naturally are gifted and they do a lot of things successful just almost by accident. But the most successful people, the most successful companies, it's by design, they're incredibly intentional about everything they do. So if he looks at his own work, it's about not just relying on instincts, but being really systematic and really intentional about practicing day after day after day, the things that lead to success.   Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest   Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners   Links   Fundamentally Different by David J. Friedman The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon The Tipping Point: How Little Things Can Make a Big Difference by Malcolm Gladwell Culture by Design by David Friedman Culture by Design: How to Build a High-Performing Culture, Even in the New Remote Work Environment (Fundamentals Series Book 2)   The ABC's of a Fantastic Customer Experience   Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.”   The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!

Have you ever said...But we have some good times together. Remember that one day…. Remember that one time…. Are you building an intimate relationship on breadcrumbs? Sure, we would have some good times together. We had evenings that were successful and happy. We had the occasional weekends where his anger stayed in check. But I came to the realization that I was hanging on to those all-too-rare times and pretending that they were our reality. I was desperately trying to build a home and raise kids around that illusion. It wasn't working. These breadcrumbs make the entire situation worse. If they weren't there, many of us would leave so much sooner. We probably would not even end up in the relationship in the first place. But these breadcrumbs give us hope. They give us positive memories to hold on to. Positive times to talk about and to dream about. They are part of what keeps us hooked in these relationships for years or even decades. After the divorce, I was talking to our oldest son. I had apologized a hundred times to our boys for the environment they grew up in. I apologized for my part in all of it. In this conversation, I told him, “Son, I am so sorry.” He said, “Mom, this wasn't your fault. You did ABCDEFG….XYZ. Dad wouldn't even do A. How can this possibly be your fault?” Maybe you are still trying to find that one right approach, that one magical answer. You are working your way through the entire alphabet, maybe for the 10th time. If he won't even do the first thing, then why are we wearing ourselves out trying to help? He has a job in this too. He has a part, a responsibility, a role to play. Simply walk away! Quit hanging on to the breadcrumbs! --- Support this podcast: https://anchor.fm/covertnarcissism/support

天天天藍 210524 ep416 主持 謝義方 張三 錢建榮 MyRadio Patreon: https://www.patreon.com/myradiohk MyRadio月費計劃詳情及常見問題 http://myradio.hk/podcast/?page_id=8990 p3 of 3 防疫指揮官陳時中超前部署一年後方知病床不夠 台灣停電將成為常態買樓要選ABCDEFG區? YouTube: https://youtu.be/-EsycGl-2Bw MP3: http://www.archive.org/download/210524tgrfee/blue210524c.mp3

“Technology is really impacting our daily life, sometimes without us knowing, and it’s important that we start understanding or relearning what is ABCDEFG. In the future of business, or future of work, there are many use cases of technology that are non-traditional, non-techie people need to learn and know how to use them." Jim Lim is the founder of the socio-techno network 59stVentures, the healthcare sector lead for NCS, and previously the CEO of Good Doctor Technology. In this episode, I had a fun conversation with Jim to redefine ABCDEFG, which is a shorthand for a set of modern immersive technologies that are rapidly affecting our daily life, sometimes without us even knowing. ABCDEFG stands for AI, Blockchain, Cloud, Data, Ecosystem, and 5G. Jim also shared with me his unique multicultural career journey and the reasons why he started 59stVentures as a way to pay it forward and contribute back to the society. Listen out for: Career Journey - [00:05:25] Embracing Multicultural - [00:11:15] Pay It Forward - [00:15:10] The 59 Number - [00:19:43] Redefining ABCDEFG - [00:21:57] A = AI - [00:26:15] B = Blockchain - [00:36:40] C = Cloud - [00:42:33] D = Data - [00:47:41] E = Ecosystem - [00:49:56] FG = 5G - [00:54:39] 3 Tech Lead Wisdom - [01:01:50] _____ Jim Lim’s Bio Jim is the founder of 59stVentures, a socio-techno network focussing in leveraging expertise, experiences and connections of senior executives globally to contribute back to the society. He is currently also the healthcare sector lead for NCS tasked to build digital healthcare ecosystem and to expand NCS footprint regionally. Jim also sits in the board of startup companies in China, Taiwan, Singapore and India. Prior to this, he was CEO for Good Doctor Technology, a Joint-Venture between PingAn Good Doctor from China and Grab. He joined the company as first employee to setup the entire business in Indonesia and Singapore. Jim is currently also adjunct lecturer for NUS, SUSS, Huawei University and FinTech Academy. Before Good Doctor, Jim was the Global Senior Director in Group Chief Transformation Office in Huawei Technologies and its Regional Chief Technology Officer for strategic digital transformation projects in APAC, focussing on digital transformation cross industries (e.g. Telco, Smart Nation/City, Retail, Healthcare, Logistics, Agriculture), domains (e.g. Cloud, IoT, Big Data, Mobile Money, Connectivity) and aspects (e.g. Business Modelling, Customer Journey, Design Thinking, Org. Change). Follow Jim: LinkedIn – https://www.linkedin.com/in/jim-lim-shien-min-pmp-ba537a1/ Email – shienmin@gmail.com Our Sponsor Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags by visiting https://techleadjournal.dev/shop. Like this episode? Subscribe on your favorite podcast app and submit your feedback. Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Pledge your support by becoming a patron. For more info about the episode (including quotes and transcript), visit techleadjournal.dev/episodes/39.

This podcast interview focuses on what secrets investors are looking for in B2B SaaS companies. My guest is Akeel Jabber, Investment Director and GP at HoriZen CapitalAkeel is an expert in growth marketing strategy and business operations. He’s also an engineer who was previously a partner and operations director at Wired investors, a micro private equity firm focused on digital asset acquisitions and has been involved in over 15 company acquisitions. Today he’s a general partner and Investment Director at HoriZen Capital, an investment firm that invests and acquires SaaS companies over $500k in ARR. He’s also the host of the SaaS District podcast where he interviews entrepreneurs and investors on topics such as leadership, B2B sales, growth marketing, innovation, scaling, funding and M&A. The combination intrigued me, and hence I invited Akeel to my podcast. We explore what’s essential to make the ‘marriage’ between a start-up and investor magic. What do investors look for, what do they value and care about and what turns them off. Besides that we discuss (through the eyes of an investor) what it takes to build a remarkable software business.Here are some of his quotes:When you're building a company, try to think outside the box, and be so good they can't ignore you.There's kind of two kind of trends that I found with how people stumble upon starting to their companyNumber one, you have the people who just know it from the beginning: I'm an entrepreneur. I have to build something.And then once I build the next one, I go to the next one, and it's just in my DNA.And then there's the other side, that people don't think about it. They're stuck into a problem that they never even thought to monetize or build as a solution. So, they just build a solution, because they're creatorsThe moral of the story is like, it doesn't matter. You don't have to be a born entrepreneur think that it's built into you, you just have to be able to look around for a problem to solve. If you feel you can solve it, take that courage, take that step, I think you have nothing to lose, you'd be surprised with yourself.During this interview, you will learn four things:That it doesn’t matter how you start and build your SaaS business. The power is in starting. Ideas are cheap. The value is in bringing it aliveWhy you should avoid fitting into the norm – build your business the way you want to build it. That your ability to have customers stick around for the long-term is more important than growing fast. That we tend to be proud in saying we’re doing ABCDEFG – but focus is king. It’s more important to showcase how you do 1 thing extremely well.For more information about the guest from this week:Akeel JabberWebsite HoriZen CapitalSaaS District Podcast See acast.com/privacy for privacy and opt-out information.

We are just playing this is not real but keep this a secret just in case

TBC über die Highlights und Lowlights des vergangenen Jahres 2020. ABCDEFG bis Z.weiterführende Links:Zayn Malik singt in seiner Muttersprache: https://www.youtube.com/watch?v=FwOX2kfZyvIIschgl Corona Doku: https://www.youtube.com/watch?v=yF6707-ChT8Text über New Minimalism von Jia Tolentino: https://www.newyorker.com/magazine/2020/02/03/the-pitfalls-and-the-potential-of-the-new-minimalismLa Vita Nuova von Christine and the Queens: https://www.youtube.com/watch?v=EIdSORj_dd0

Watch this video first.For the intro, David kicks things off with a discussion about aphantasia and how each of us thinks. It's one of our more interesting intros. Maybe we should try to do mini-topics more often.The main topic is CGP Grey's video, Lockdown Productivity: Spaceship You. I already mentioned it, and you should have already watched it, but if you haven't, here's another reminder. Anyway, we talk about we talk about the different aspects of trying to be a person and remain sane during quarantine.Mentioned LinksThe dadgum video I've been telling you to watch.Leave us a voicemail: (707) 998-8547Join us on Slack!

Kelly kicks back with Friday co-host Joey Venturini for their week in review. They chat about the series finale of Schitt's Creek, share their thoughts on Zoom parties, and break down the Arielle Charnas/Something Navy drama. They also chat about the top celeb stories of the week which include Teresa Giudice's father passing away, exes Demi Moore and Bruce Willis quarantining together, Kylie Jenner revealing her natural hair color, Kylie and Kris Jenner recreating an iconic Kourtney Kardashian moment on TikTok, and much more. 

At what point does "being nice" become a turn off? Is it ever okay to send photos to an ex? Are husbands getting their needs met? Find out on Episode 20.

ABCD新科技你可能聽過，來助校長帶來ABCDEFG全面解析你follow了嗎？ 台灣1.0+2.0累積的實力 […]

ABCD新科技你可能聽過，來助校長帶來ABCDEFG全面解析你follow了嗎？ 台灣1.0+2.0累積的實力 […]

產業新科技同步匯流帶來的大變革，將帶來指數型的成長！ ABCD新科技你可能聽過，來助校長帶來ABCDEFG全面 […]

產業新科技同步匯流帶來的大變革，將帶來指數型的成長！ ABCD新科技你可能聽過，來助校長帶來ABCDEFG全面 […]

Hi Def and Star Walka discuss the brand Always removing its venus logo from their products,because of the lgbt community. We then go into a debate about some of the stereotypes and misinformed info that most hetero males have when it comes to that community. We did have to edit some inappropriate parts ,but i still think its some good content to listen to. So enjoy and feel free to comment. --- Support this podcast: https://anchor.fm/maurice-calhoun/support

Computer hacker Mr. X (Nick Nemeroff) finds the decapitated body of a fellow hacker after a successful job. They talk about how to come up with an alias, the victim’s antisemitism, and IBS. Brought to you By: The Sonar Network

Computer hacker Mr. X (Nick Nemeroff) finds the decapitated body of a fellow hacker after a successful job. They talk about how to come up with an alias, the victim's antisemitism, and IBS.

In this episode, we look at how to use insights from behavioral science to improve your life. We look at what it means to have a “good day” and figure out how to reverse engineer more good days, by examining decision making, the power of rest and recovery, intention setting, setting boundaries, and much more with our guest Caroline Webb.      Caroline Webb is CEO of Sevenshift, a firm that uses insights from behavioral science to improve their client’s working lives. She was previously a partner at McKinsey consulting and is the best selling author of How To Have A Good Day, which has been published in 16 languages in more than 60 countries. Her work has been featured in Inc., Forbes, Fortune, and much more.       What does it mean to have a good day? What does that have to do with the science of improving your life?  What is a bad day? what is a good day?  3 Core things about having a good day  Working on your priorities  Feeling that you’re producing great work  Can it be repeated?  What is the science behind what actually allows people and organizations to change?  The two system brain - there are two systems that interact in the brain, as Kahneman called them System 1 and System 2.   “System 2” - the slow system, our conscious experience, deliberate thinking mind, but it moves slowly and can only process information slowly and clunkily   “System 1” - the automatic system - our subconscious mind, immense processing power, but it often takes shortcuts   How do we create the conditions for our deliberate system to be as successful as possible?  Breaks are not for wimps, breaks are crucial opportunities to reboot your deliberate system and improve your thinking and decision-making  Frequent, short breaks enormously enhance your mental ability   Short cardio activity will boost your focus and mood materially  When we are resting, we encode and consolidate information - and often create new insight  When you “single task” you work about 30% faster than someone who is multi-tasking - every time your attention switches, there is a cost in time and processing power  Why saying "ABCDEFG 1234567” is so much easier than saying "A1, B2, C3, D4, E5, F6, G7”  What’s the most important thing you’re doing today and how can you get yourself to single task on that?  Willpower is not the way to create big changes in your life, it's about changing your environment  Nudges vs Sludges - how to shift your environment to create behavioral change  Your brain is constantly filtering out a huge amount of information - and whatever is top of mind for you filter your reality  The hard science of setting your intentions - set what attitude you want to have, what your aim is, what your assumptions are, etc - setting intentions can have a material impact on your behavior Learn more about your ad choices. Visit megaphone.fm/adchoices

[00:00.470]作词：Rich Dragon/鸡蛋先生/E.GM[00:05.480]作曲：Rich Dragon/鸡蛋先生/E.GM[00:08.490]编曲：鸡蛋先生[00:10.500]混音：鸡蛋先生[00:12.500]录音：GumJ Studio[00:14.500]鸡蛋先生/E.GM：[00:15.500]ABCDEFG~[00:19.500]Everybody come follow me[00:23.500]ABCDEFG~[00:27.600]从此不再哭泣You And Me[00:32.200]ABCDEFG~[00:35.500]Everybody come follow me[00:40.000]ABCDEFG~[00:43.600]从此不再哭泣You And Me[00:46.600]Rich Dragon：[00:47.600]Skr~~~~[00:48.600]Wu Wu Wu Bitch see my bling bling[00:52.600]Ay yeah piu piu~天空布满星星[00:56.200]Fu*k the trouble之后一定雨过天晴[01:00.200]Young Forever~淘气陷入陷阱[01:04.200]Skr呜呀~ 我们向快乐出发[01:08.200]命大福大 Asian Power驻扎 [01:12.200]我住在 拥有彩虹的下午 [01:16.200]我马子穿校服和我在草坪上跳舞[01:19.200]鸡蛋先生/E.GM：[01:20.200]ABCDEFG~[01:23.200]Everybody come follow me[01:27.200]ABCDEFG~[01:31.200]从此不再哭泣You And Me[01:36.200]ABCDEFG~[01:40.200]Everybody come follow me[01:44.200]ABCDEFG~[01:48.200]从此不再哭泣You And Me[01:51.200]鸡蛋先生：[01:52.200]欢迎Everybody加入GumJ淘气乐[01:56.200]啦啦啦啦啦啦啦啦~[01:57.200]Happy Everyday[01:59.800]快乐冲不散 快乐每一天[02:03.200]啦啦啦啦啦啦啦啦~[02:05.200]Happy Everyday[02:07.200]Rich Dragon：[02:08.200]从上到下 动作浮夸[02:10.200]不要让快乐复杂[02:12.200]特别狡诈的踩在脚下[02:14.200]别说什么真的HipHop[02:16.200]身边是漂亮女孩子〜[02:18.200]身上也全部是牌子[02:20.200]他们说Dragon又来了[02:22.200]啦啦啦啦啦啦啦~[02:24.200]小事别放在眼中~[02:26.200]Play the shit一起放松~[02:28.200]我们是黄色人种~ [02:30.200]Nigga见我特别冲动~[02:32.200]我的帅 我的拽 我的坏Chigga[02:36.200]假的爱 死得快 Say GoodBye Chigga~[02:39.200]鸡蛋先生/E.GM：[02:40.200]ABCDEFG~[02:43.200]Everybody come follow me[02:48.200]ABCDEFG~[02:52.200]从此不再哭泣You And Me[02:56.200]ABCDEFG~[02:59.200]Everybody come follow me[03:04.200]ABCDEFG~[03:07.200]从此不再哭泣You And Me[03:10.200]Rich Dragon/E.GM（已开挂唱法）[03:11.200]一闪一闪亮晶晶[03:15.500]满天都是小星星[03:19.200]一闪一闪亮晶晶[03:23.200]满天都是小星星

[00:00.470]作词：Rich Dragon/鸡蛋先生/E.GM[00:05.480]作曲：Rich Dragon/鸡蛋先生/E.GM[00:08.490]编曲：鸡蛋先生[00:10.500]混音：鸡蛋先生[00:12.500]录音：GumJ Studio[00:14.500]鸡蛋先生/E.GM：[00:15.500]ABCDEFG~[00:19.500]Everybody come follow me[00:23.500]ABCDEFG~[00:27.600]从此不再哭泣You And Me[00:32.200]ABCDEFG~[00:35.500]Everybody come follow me[00:40.000]ABCDEFG~[00:43.600]从此不再哭泣You And Me[00:46.600]Rich Dragon：[00:47.600]Skr~~~~[00:48.600]Wu Wu Wu Bitch see my bling bling[00:52.600]Ay yeah piu piu~天空布满星星[00:56.200]Fu*k the trouble之后一定雨过天晴[01:00.200]Young Forever~淘气陷入陷阱[01:04.200]Skr呜呀~ 我们向快乐出发[01:08.200]命大福大 Asian Power驻扎 [01:12.200]我住在 拥有彩虹的下午 [01:16.200]我马子穿校服和我在草坪上跳舞[01:19.200]鸡蛋先生/E.GM：[01:20.200]ABCDEFG~[01:23.200]Everybody come follow me[01:27.200]ABCDEFG~[01:31.200]从此不再哭泣You And Me[01:36.200]ABCDEFG~[01:40.200]Everybody come follow me[01:44.200]ABCDEFG~[01:48.200]从此不再哭泣You And Me[01:51.200]鸡蛋先生：[01:52.200]欢迎Everybody加入GumJ淘气乐[01:56.200]啦啦啦啦啦啦啦啦~[01:57.200]Happy Everyday[01:59.800]快乐冲不散 快乐每一天[02:03.200]啦啦啦啦啦啦啦啦~[02:05.200]Happy Everyday[02:07.200]Rich Dragon：[02:08.200]从上到下 动作浮夸[02:10.200]不要让快乐复杂[02:12.200]特别狡诈的踩在脚下[02:14.200]别说什么真的HipHop[02:16.200]身边是漂亮女孩子〜[02:18.200]身上也全部是牌子[02:20.200]他们说Dragon又来了[02:22.200]啦啦啦啦啦啦啦~[02:24.200]小事别放在眼中~[02:26.200]Play the shit一起放松~[02:28.200]我们是黄色人种~ [02:30.200]Nigga见我特别冲动~[02:32.200]我的帅 我的拽 我的坏Chigga[02:36.200]假的爱 死得快 Say GoodBye Chigga~[02:39.200]鸡蛋先生/E.GM：[02:40.200]ABCDEFG~[02:43.200]Everybody come follow me[02:48.200]ABCDEFG~[02:52.200]从此不再哭泣You And Me[02:56.200]ABCDEFG~[02:59.200]Everybody come follow me[03:04.200]ABCDEFG~[03:07.200]从此不再哭泣You And Me[03:10.200]Rich Dragon/E.GM（已开挂唱法）[03:11.200]一闪一闪亮晶晶[03:15.500]满天都是小星星[03:19.200]一闪一闪亮晶晶[03:23.200]满天都是小星星

One of the things that is key to the success of children and I'd say anyone is to be related to. Part of what makes it possible for children to learn, grow and develop is that they are related to as people who can learn, grown, and develop. If you are not related to as a learner, but instead are related to as a loser, a fuckup, as somebody who is not going got go anywhere because of ABCDEFG, that is so much a part of why it is kids don't succeed and they can't learn. – Cathy SalitCathy Salit is the CEO of Performance of a Lifetime and author of PERFORMANCE BREAKTHROUGH: A Radical Approach to Success at Work See acast.com/privacy for privacy and opt-out information.

In this episode we do shity karaoke and review the ABCDEFG music video try to figure out why Mr. Stackhouse (not the NBA player) hates some hipsters and what scene girls are .... again .... i think and talk about loads of other random crapABCDEFG music video -http://youtu.be/HEmAHAs_rz8listen on your phone free with stitcher - http://www.stitcher.com/s?fid=34546&refid=stpr

Abcdefg !