Podcasts about accepting

For part 2 of this series, I scoured TikTok for more dating advice. We discuss what makes the happiest relationships, why you should choose a partner like you choose a puppy, if they are avoidant or just not into you, why you have to want to be friends with your partner, and so much more. Get More We Met At Acme!Youtube: @wemetatacmeIG: @lindzmetz @wemetatacme @wemetatbabySubstack: @wemetatacme + @wemetatbabyWebsite: @wemetatacmeChapters14:45 Current Priorities and Family Time14:58 Accepting and Normalizing Feelings15:07 Giving Yourself Grace15:20 Embracing Seasonal ChangesSponsorsGo to ritual.com/ACME for 25% off your first monthIf you're in the market for a beautiful new sofa, dining table or bed, head over to Article.comStart paying rent through Bilt and take advantage of your Neighborhood Benefits by going to joinbilt.com/acmeGo to kachava.com and use code ACME for 15% off your next order.Produced by Dear Media. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Can I Accept?

Prayer for Accepting Miraculous Healing for her Daily Spiritual Espresso published on December 6, 2025 which you can access here:  https://powerofloveministry.net/time-is-bendy-healing-happens-now/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Daf Yomi Zevachim 83Episode 2163Babble on Talmud with Sruli RappsJoin the chat: https://chat.whatsapp.com/LMbsU3a5f4Y3b61DxFRsqfMERCH: https://www.etsy.com/shop/BabbleOnTalmudSefaria: https://www.sefaria.org.il/Zevachim.83a?lang=heEmail: sruli@babbleontalmud.comInstagram: https://www.instagram.com/babble_on_talmudFacebook: https://www.facebook.com/p/Babble-on-Talmud-100080258961218/#dafyomi #talmud00:00 Intro02:00 The altar will accept that which is fit for it31:36 Conclusion

Have to do this. Can't eat that.Over and over, these mandates drive a person crazy. Many of our clients say that it builds up over time, and they snap. They just want to eat and eat, in opposition to feeling pushed around by all the responsibilities and demands on them. They want to feel free, like they can have or do whatever they want in at least one small area of life. Can't food be the one place they get to cut loose?In this episode, listen to Sarah's candid journey about her relationship with food and feelings of resentment. Discover three key strategies to overcome limiting beliefs and emotional eating: transforming 'have to' and 'can't' statements, engaging in activities that make you feel powerful and free, and accepting the realities of how food choices impact your well-being. Tune in as we dive into breaking habits, boosting motivation, and embracing the power of food for a healthier, happier life.Episode Timeline:00:00 Introduction to the Podcast00:26 Sarah's Struggle with Food Limits01:27 Understanding Resentment and Emotional Eating03:02 Breaking Free from Resentment03:25 Reframing 'Have To' and 'Can't' Statements07:16 Finding Power and Freedom in Other Activities08:36 Accepting the Reality of Food Choices11:02 Conclusion and Key TakeawaysConnect with Georgie and the Confident Eaters Coaches: WebsiteFacebookInstagramHave you ever thought, "I know what to do, I just need to consistently do it"? Who hasn't? Sometimes we need accountability. Sometimes we need specific strategies, new tools, or a bit of help. If you are want help to become a confident, sensible eater with 1:1 personalized attention, sign up at ConfidentEaters.com.

If there was ever a time to draw close, grow spiritually, accept His peace, live in His forgiveness, and boldly share the good news… it's now. It's Christmas—the season that reminds us that Jesus Christ stepped into our world as Immanuel, God with us.  In this episode, we talk about how to meet with Jesus intentionally in this season—not just celebrating Christmas, but actually seeking Him and walking with Him. What We Cover in Today's Episode: 1. Meeting with Immanuel, God With Us, more 2. Accepting and embracing the Savior of the world's Forgiveness and Freedom whether it's the first time of the 100th time this week 3. Receiving Peace from the Prince of Peace and casting our cares on Him 4. Sharing the Good News This Christmas and ways to more-easily do that  Christmas is the time to celebrate God with us, God for us, and God saving us. LINKS: Christmas Gift Guide: https://tinyurl.com/3c7mw3am Hosanna Revival code SHELIVESPURPOSEFULLY for 15% off: https://hosannarevival.com/shelivespurposefully Daily Grace Co. code MEGANHOLMES10 for 10% off: https://thedailygraceco.com?dt_id=293954  NIV Application Bible: ⁠https://tinyurl.com/SLPNIVAppBible⁠ Use code SLP at Antique Candle Co.: ⁠https://tinyurl.com/SLPAntiqueCandle Please donate today at MercyShips.org/podcast Visit OmahaSteaks.com for 50% off sitewide during their Sizzle All the Way Sale. And for an extra $35 off, use promo code FUN at checkout. The Wild Invite: https://tinyurl.com/SLPWildInvite Episode Timeline: 3:00 If there was a time to draw near to God, it's NOW 4:30 Meet with the God who made the trek to be with you, Emmanuel, God with us 6:40 Embrace forgiveness from our Savior 8:00 Accept peace from the Prince of Peace 9:30 Share the good news of Jesus Christ and ways to share the gospel this Christmas season Christmas Christian podcast, growing closer to God, Advent devotional encouragement, Immanuel God with us, Christian women Christmas episode, forgiveness and freedom in Christ, peace from God, sharing the gospel this Christmas, Christmas spiritual growth, Christian encouragement podcast Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Chip and Gini discuss the complexities of hiring in growing agencies. They highlight the challenges of finding skilled, reliable employees who align with agency values. Sharing personal experiences, Gini explains the pitfalls of hasty hiring and the benefits of thorough vetting and cultural fit. They stress the importance of a structured hiring process, including clear job roles, career paths, and appropriate compensation. They also underscore the value of meaningful interviews, proper candidate evaluations, and treating the hiring process as the start of a long-term relationship. Lastly, Chip and Gini emphasize learning from past mistakes to improve hiring effectiveness and employee retention. Key takeaways Chip Griffin: “When we talk about retaining employees, it goes back to how the interviews went.” Gini Dietrich: “You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. Don’t ask if you were a tree, what kind of tree would you be?” Chip Griffin: “If you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems.” Gini Dietrich: “They say, hire slowly and fire fast for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines, so that they are getting the work done that you need done.” Related How to onboard new agency employees Get over your fear of hiring employees Hiring the best employees for your agency How to hire agency employees Setting honest expectations for your agency employees from the start Focus on agency employee retention View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, a few weeks ago, I think I fired you. Today, you’re hired, Gini Dietrich: You keep playing with my emotions. I don’t know how to do this anymore. I’m fired. I don’t get paid. Now you’re rehiring me. I don’t know what to do. Chip Griffin: Yeah, it’s difficult. Anyway. It is what it is. But no, we are gonna talk about hiring today because we are, you know, we can’t just talk about all the bad things. So, we’ll, we’ll spend some time talking about something that is overall more positive. Because if we’re hiring, hopefully that means that we are growing, or at least we have the need for additional resources, even if it’s replacing someone who has left. But it is something that is very challenging, so it can create its own problems along the way if you don’t do it right. So this is, something that comes from one of our favorite topic inspiration sources. Reddit. I know it’s a place that you live and breathe. Gini Dietrich: And by favorite, we’re using quotes “favorite”, scares the crap outta me. But ok. Chip Griffin: You are on Reddit all day every day. Just kind of combing around to see what conversations you can jump into. But this is one that was on there, probably a while ago honestly, it’s in our topic document. We didn’t date it, so I, I can’t tell you how long ago it was, but, what it says is, hiring the right people is harder than it looks. Finding skilled, reliable people who align with your values is a challenge. Early on, I rushed hires and paid for it in missed deadlines and miscommunication. Now I take more time to vet people and focus on cultural fit as much as skills. So I thought it would be helpful for us to have a conversation around how we approach the hiring process. How do we find the right fits? How do we vet those fits? And how do we frankly think about going from hiring them to, to beginning to on onboard them. We’re not gonna talk about the full onboarding process, but just sort of, you know, that, that evolution of saying, Hey, I need this role. Where do we go from there? Gini Dietrich: Yeah, it’s, it’s funny you say that this is our topic today. ’cause just the other day I was thinking about some of the very early hires I made that didn’t work out. And all of the mistakes I made in, in hiring them. And I will say that one of the biggest mistakes that I make is I meet somebody online who has the right skillset from a paper perspective, resume perspective, and I just hire them. I’m like, oh yeah, you, you look like you can do the job. And we may have a conversation, but there’s no, like, thought about it. There’s no interviewing for skills. It’s more just like a, a conversation to see if we, we might be able to work together. And every time I have done that, it has not worked out. So earlier this year I hired a chief learning officer to help with like certification and, you know, all the professional development things we do on the PESO model front. And about three or four months in, we both realized that, that that while she can do that job and she’s great at that job, she would be more valuable as a chief operating officer. So we switched her over. And let me tell you, being professionalized on the hiring front is phenomenal. I mean, she has set up interview guides, so like if you are an assistant account executive, and this would be somebody that you report to maybe two or three levels up, and we’re having you interview, you have a set of questions. If you’re the direct report, you have a set of questions. So we, like, she’s created all this. She’s created salary bands and like, you know, a career path for everybody where from where they start and she’s done, she’s done it in such a way that it isn’t bloat, but it’s just kind of professionalized the way that we do things. And you don’t have to hire a chief operating officer to do this, like I know you, you like to talk. Patrick is your go-to person from an HR perspective, someone like Patrick can help create these things so that you can professionalize it because as they say, hire slowly and fire fast. That quote is there for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines so that they are getting the, the work done that you need done and you’re not being, like, I have been in, in the last 20 years of just hiring people I like. Chip Griffin: Yeah. And, and I, I mean, I think that, you know, you’ve touched on some important things here and, and you do have to have some sort of a process in place. It doesn’t need to turn you do into a bureaucratic circus, Gini Dietrich: You do, right. Chip Griffin: But at the same time, you need to have a process. And, and it really, to me, starts with being clear about what it is that you need. And who it is that you’re trying to hire. And, and too often when we’re trying to hire, it’s either because someone has left or because we’ve got a new client. And so our, our mindset is we need to get someone in here quick because we’ve gotta relieve this pain and this pressure. But that often leads to some of those bad decisions because you’re not really evaluating. Not even just the individual, but the role. Mm-hmm. And you need to think through, you know, what do you actually need at any given point in time? And it’s one of the reasons why I am a very strong advocate of only hiring, particularly in small agencies, only hiring one person at a time, one role at a time. Gini Dietrich: Yes. Yes. Chip Griffin: Because every time you add someone new to the mix, it changes a little bit what you think you might need in the next one. And if you hire two people simultaneously, it increases the odds that you don’t actually have the right mix of talent on board. So you’ve gotta be crystal clear with yourself about what you’re looking for, but to your point, you also need to have a process in place that helps to understand what are our salary bands, what are our titles? How does this fit in? What is their growth path? Because those are questions you will get during the interview process. And if you’re not clear about those things going in, you will either overpay or underpay or assign the wrong title. Or frankly, get the wrong person because you’re not thinking about it in the big picture. So put the thought process in upfront, and that is the, to me, the first step in making sure that you make as good a decision as possible. Accepting that frankly, a lot of hiring decisions are gonna be wrong. Right? Even of course, even, even the, of course, even the best organizations, of course with the, with robust HR teams and, and talent evaluation, they still have a lot of misfires, so you can’t beat yourself up over those. But you’ve gotta increase your odds by having the right thought process and structural process in place. Gini Dietrich: One of the things that, you know, early on I would do when I didn’t have a team who could interview people, I would ask my business coach, or I would ask, you know, friends that were in the industry, other agency owners, if they would participate in some interviewing, just to kind of get me out of the Gosh, I really like this person. I think we’ll work well together. And, rather than, gosh, I really like this person and I think they can do the job right. So just having different outside perspective helped me when I didn’t have a team that could also do the interviewing. So I think, you know, doing that kind of stuff too helps. And I also think that, you know, I, one of the biggest mistakes, and you touched on this that I’ve made, is not having that career path or clear career path. Because people come to work and even though you’re an entrepreneur and you’re the agency owner, and you kind of know in your head how things work, they need to know that because this is their career that you’re talking about. So they need to know that if I wanna be promoted in 6 months, or 12 months or 18 months or whatever it happens to be, these are the things that I need to achieve so that they’re working towards something, not waiting for the annual review and saying, am I up for a promotion? What does that look like? Do I get a raise? Like, so having those kinds of things I think is incredibly important upfront so that you know, this is what we expect, this is how you’ll get to the next step, and you can be very clear about that. Chip Griffin: Yeah, because it, it is a question that you absolutely will get. I’ve done a lot of interviews over the years. I continue to, to do interviews for clients, and I can tell you that you get a lot of those kinds of questions where people want to understand what their career path is. The other one they ask a lot is, what does a typical day look like? Gini Dietrich: Mm-hmm. Chip Griffin: You’ve gotta have the answers for those questions as best you can, and, and you need to be honest with them where you don’t know. So don’t, don’t, you know, blow smoke and, and Gini Dietrich: Right. Chip Griffin: You know, give them an answer if you don’t have one. If, if the honest answer is, I don’t know. Tell them that, but then also explain how you think about it or how you would go about it, or the kinds of things that, that might be included so that you can paint some kind of a picture there. Because it’s, it is important for people to evaluate it. And frankly, we look at these things as, as evaluating the talent for us. But they’re also evaluating us. Gini Dietrich: Absolutely. Chip Griffin: And, and so you also need to make sure that in the process you’re giving them plenty of time to ask questions. In fact, I usually start by letting them ask questions for two reasons. One is because it helps them to get the information that they need to evaluate it. But second, you learn as much from the questions they ask as anything else. And to me, a red flag is when they have no questions at all. Gini Dietrich: No questions. Yeah. Chip Griffin: Because if they have no questions at all, it probably means they did no research. They’re probably not all that interested. They’re just trying to get a job of some kind. It doesn’t, it doesn’t mean necessarily that they’re a bad fit. Some people just freeze up because they’re, you know, that’s, that’s not a traditional approach to interviews. To start by saying, what questions do you have of me? Right. By the way, introduce yourself first. Talk a little bit about the business and the role. I mean, don’t just, you know, say hello. What questions do you have? Gini Dietrich: Hello. What do you have? What questions can I answer? Chip Griffin: But, but honestly, I, I almost always will ask people what questions they have before I ask my first question. We just do the intros and then start with that, because you learn from that. And it, it also helps them get onto a more comfortable spot. And so you can steer the, the conversation, I think, more effectively that way. Gini Dietrich: One of my biggest pet peeves is, you know, now that we have a, a team who does the interviews, if the candidate gets to me, that means they’re one of the finalists, right? And I will say, what questions do you have of me? And they will say, and this happens more often than not. Well, I kind of already asked my all my other question, my questions from everybody else. So ask them again. Right? Make sure you get the same answer like. Right. Yeah, because that will, as I know we’re not talking, we’re not talking to candidates right now, but that will tell you as much if there’s, the answers are different than anything else. So that is also a red flag. Which brings me to, we actually created a list of red flags, and we’re going through the A process right now ’cause we’re hiring and our HR director is doing pre-screens, phone screens, and one of the red flags is Are you able to work with within bureaucracy and lots of change and indecisiveness and you know. And one, one of the people that’s interviewing said, I just don’t like bureaucracy. I don’t like lots of change. I don’t like indecisiveness, I’m not. And she was like, no, like, because we have our list of red flags. So it’s, it’s an easy way also to sort of get yourself out of the, gosh, I really like this person. I’d like to work with them. If you have that list of red flags that you will allow you to objectively say, probably not the right fit for this job. Chip Griffin: Yeah. And, and the more that you do of this, the more easily you can come up with those things that just, that it, they’re the indication that this may not be the best fit. Yeah. And I always encourage probing just to make sure that, and I prefer to think of ’em as orange flags rather than red flags most of the time. Because most of the time it’s more the accumulation of those things than, than a single one that Gini Dietrich: fair, fair, Chip Griffin: that says, okay, no, this isn’t the right fit. But I also like to probe. And so, you know, in an example like that, I might say, well, well why does that bother you? Why is that a problem? And just kind of see, Gini Dietrich: yeah. Chip Griffin: You know, what their, what their root thinking is, because I mean, chances are it’s not gonna change anything, but it’s always interesting to find out why. I think the other thing, and, and you touched on this in, in, you know, having a, a, an interview guide and all of that, if you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems. Gini Dietrich: Yes. Chip Griffin: And I think I’ve shared this on the podcast before. Yes. But I have seen so many egregious questions in interviews Gini Dietrich: Yes. Chip Griffin: Over the years that create substantial legal and regulatory issues. Gini Dietrich: Yes. Chip Griffin: Please, please, please train your juniors. Frankly, some of you probably need some training yourselves. Gini Dietrich: Yes. Chip Griffin: On how to do this, Gini Dietrich: I was just gonna say yes. Yes. Chip Griffin: In a way that’s not causing problems. Yes. Because the, I mean, the questions that I’ve seen asked in interviews are just off the charts and, and, and so blatantly inappropriate. Gini Dietrich: Do you have some examples? Chip Griffin: Focus on, and, and, and the other thing is focus on questions that, that actually might reveal something that’s useful to you. Gini Dietrich: Yeah. Chip Griffin: You are not, this is not Google. You’re not out there trying to ask, you know, weird mind game questions. Ask straightforward questions. I, I mean, ’cause the other thing Gini Dietrich: if you were a tree, what kind of tree would you be? Chip Griffin: Yeah, I mean, in addition to the inappropriate questions, you just get these dumb ones, right? Where someone, someone read an article and they’re like, oh, you learn so much if you ask, what kind of tree would you be? Really, you just look crazy as an interviewer. Gini Dietrich: Yeah. Chip Griffin: You’ll look like you’ve lost your mind. Gini Dietrich: Yeah. Chip Griffin: Just don’t do it. Have a real conversation. Treat them like a professional. Treat them with respect. Treat them like you would a prospect. Don’t sit there and, and try to play gotcha games. It’s not a quiz show. It’s not. If you want to go on a quiz show and, and you wanna run your own quiz show, fine. Do that. Your interview subjects, that’s not what it’s for. Don’t ask them in Google Analytics, where do you go to do this? Come on, seriously, just knock it off. Gini Dietrich: That’s funny. Chip Griffin: And if you’re gonna, if you’re gonna try to apply tests to people, you gotta pay them. Gini Dietrich: I totally 100% agree with that. Chip Griffin: But you can’t, Gini Dietrich: yes. Chip Griffin: You can’t say, I need you to write a plan for me. Gini Dietrich: No. Chip Griffin: Or write a press release or something like that. Mm-hmm. Mm-hmm. Particularly if it’s for an actual client you have Correct. And you might actually use it. That’s just wrong. That’s, and I see that way too often. Gini Dietrich: Yeah. Chip Griffin: Where someone says, well, I need to evaluate you. I need you to, to do this. On the technical side, I’ve seen people ask to be written to write all sorts of code. Why? Gini Dietrich: Bad idea. I, you know what, actually Reddit is full of, of those like, so I’m interviewing for this job and they asked me to put together a 12 month plan complete with deck and strategy and blah, blah, blah. Is that normal? And I’m always like, no? Chip Griffin: No, Gini Dietrich: don’t do it. I understand the hiring market is tough right now, but no. Chip Griffin: It’s just bizarre. I mean, honestly, I, I would be suspicious of anybody who could put together that kind of a plan based on, you know, 10 minutes of conversation. Gini Dietrich: Right, right, right. Chip Griffin: I mean, and that’s the other thing. You have to be realistic about what kinds of answers you can get from people in these short windows of time. And so it really is… it’s not necessarily about whether you like them, but it’s, it’s trying to get to understand how they think, how they approach things. You can get those big picture senses off of these conversations, but the, the more granular you get with your question, the less likely it is to be a reliable indicator. Gini Dietrich: Yeah. Chip Griffin: And, and you need to, to again, treat it like a real conversation. So to the extent you have interview guides. Please use them. Just look through them and, and use it as, as a, a general format for the questions you might ask. Please do not do as, as. When I used to advise members of Congress and I prepared questions for them for hearings. Some of them would sit there and ask question one, question two, question three. They wouldn’t even listen to what the, the answer was from the witness at the hearing. They wouldn’t listen to what their colleagues had asked. So I, there were any number of situations where a member would read my question. The member previous to them had asked the exact same question, but they weren’t bothering to listen. Or they asked question one, and they move immediately to question number two, even though the person actually answered question number two as part of their response to question number one. Use your brain. Have a meaningful conversation. Do not walk through your, these are the 10 questions I always ask on interviews and just march through them Gini Dietrich: right Chip Griffin: in forced order. That doesn’t make any sense. You, you need to, to have a real meaningful conversation with someone if you wanna evaluate them properly. Gini Dietrich: Yeah. You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. This, that’s ludicrous. Chip Griffin: Alright, so you, so we’ve, we’ve figured out what we need. We’ve done the interviews. So now how do we pick, we, you know, we’ve got, I mean, let’s say we’ve got a couple of finalists. They’re both in our view, viable finalists. They’re, they’re, they both could do the job. What do you weigh most heavily when you’re evaluating one versus the other? How, how do you make that difficult decision? Gini Dietrich: I’m the wrong person to ask that question ’cause it is based on whether or not I like you and that’s probably not the right response. Chip Griffin: I mean the, there has to be an element of that, particularly in a small agency. Right. You know, you Yeah. If you just, if if you, if you don’t get the right vibe off of someone and you’re like, ah, this just doesn’t… listen to yourself. Gini Dietrich: Yeah. Chip Griffin: Right. If, if you don’t enjoy having the conversations with that person during the interview process, Gini Dietrich: it’s not gonna get better. Chip Griffin: And maybe you say, well, but they’re, they have all the skills. They have all the connections. They know what they’re doing. Oh, it’d make my life so easy. Listen to yourself there. And that doesn’t mean that you have to have that, you know, you need to hire people that you want to go out and have a beer with after work or something like that. But, you know, you’ve gotta feel like, I could talk to this person Gini Dietrich: Yeah. Chip Griffin: An hour or two a day and I, I wouldn’t lose my mind. Gini Dietrich: Yeah. Chip Griffin: Don’t ever say they’ve got so much talent. I’m gonna ignore that. Gini Dietrich: Yeah. Never, because I, the way I think about it is, and the same thing with clients, I would say it will, it gets to the point that I’m gonna end up canceling meetings with this person or with this client. If the answer is yes, then it’s not the right fit. Chip Griffin: Yeah. I mean, and, and the flip side is true too. Going to your point very early in this conversation, if you, if you are enjoying your conversation with that person, don’t overlook the fact that they don’t actually have the skills Yeah. That match up. Mm-hmm. Or, you know, they are under, it will bite you, underqualified or overqualified for the role. They still need to be a fit for the role. No matter how much you enjoy uhhuh your conversations with them or how smart you think they are, Uhhuh, that they may be a good fit for your organization at some point in some role, but it may not be the one you’re hiring for now. Mm-hmm. So make sure that you’re clear with yourself and don’t talk yourself into something. I, I see this a lot where people will get through the hiring process and they find someone that they really like and they’re like, well, they’re not really a fit for this role, but I could see them doing this or that. It’s okay to be flexible, but make sure that whatever this or that is, is really something you need. And you’re not talking yourself into an additional expenditure or putting yourself in a position where, yes, you’ve got that person, but now you still have to hire for this other role. You, you may make things more difficult for yourself in that. So make sure that you’re always going back to what did you say you needed? And if we’re deviating from that, why? And is it, is it a sound business case for making that decision? Gini Dietrich: Yeah, absolutely. Learn from me. Don’t make those mistakes. It costs a lot of time, a lot of money, and a lot of angst. It burns, some bridges. Learn from me. Chip Griffin: And, and also throughout the interview process, and I think we’ve talked about this on the, the show in the past before start thinking about those interview conversations, the hiring conversation where you’re making the offer. Think about all of those as part of the onboarding process. Because it really is a seamless transition or should be a seamless transition into the onboarding and ultimately retention. I mean, when, when we talk about retaining employees, it goes back to how the interviews went. Absolutely. The questions you asked, the way you handled yourself, all of that impacts things that will happen 6, 12, 18 months down the road or even more. Yeah. And so you need to be mindful of that and thinking about how would this person perceive the questions we ask, the process we follow, are we frankly canceling a lot of times on them during the interview process. You need to treat them with respect, if you want to be treated with respect, if you want to build a lasting relationship. So think about all of that at every step of the hiring process, from that first interview, to the last interview, to the offer, et cetera. Gini Dietrich: Absolutely, yes. It’s very, very, very important for you to be organized and prepared. Hire slowly. Those will be the things that save you from a hiring perspective. And like I said, learn from me and don’t always hire just people you like. Chip Griffin: There you go. But don’t hire people you dislike either. Gini Dietrich: So well, sure. But they also have to have the skills to do a good job. Chip Griffin: All right, well I guess with that, we’ll let you keep your job for now, so Gini Dietrich: Well thanks. Thanks. I appreciate it. Chip Griffin: On that note, we will draw this episode to a close. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

SummaryIn this conversation, Dr. Natalie explores the emotional challenges faced by women in midlife during the holiday season, particularly in relation to hormonal changes and the pressures of self-care. She discusses the impact of menopause on emotional well-being and the importance of self-compassion as women navigate these changes. The conversation emphasizes the need for community support and acceptance of one's evolving identity during this transitional phase of life.TakeawaysThe holiday season can amplify feelings of irritability and self-focus in midlife women.Hormonal changes during menopause significantly affect emotional well-being.Women often prioritize others' needs over their own, leading to burnout.It's important to give oneself grace and acknowledge limitations during the holidays.Self-compassion is crucial for navigating midlife transitions.Emotional awareness shifts during menopause, leading to a more egocentric perspective.Accepting the current version of oneself is key to personal growth.Building self-awareness is essential for overcoming harmful habits.Community support can alleviate feelings of isolation during midlife.Midlife can be a time of significant personal growth and transformation.Keywords: midlife, menopause, holiday stress, self-care, emotional well-being, hormonal changes, self-compassion, personal growth, women empowerment, mental healthSound bites"We want the routine to be the same.""It's okay to give yourself grace.""You really aren't alone in this."Chapters00:00 Navigating Holiday Emotions in Midlife09:45 Understanding Brain Changes During Midlife17:38 Embracing Self-Compassion and Growth in Midlife

Unlock the secret to overcoming anger in Episode 179 of the DYL Podcast! Join host Adam Gragg as he dives headfirst into those fiery moments we all face, and turns them into opportunities for growth. Ever felt your blood boil over a holiday drama or at the office? You're not alone! Discover why anger really shows up, what's hiding beneath it, and the three powerful actions you can take today to reclaim control.From wild tales of flying pen holders and kitchen knives, to honest confessions about facing fear, this episode is packed with relatable stories, laugh-out-loud insights, and practical tools to help you cool the flames before they burn bridges. Learn how externalizing your anger, digging into your hidden fears, and leaning on your “monkeys", those trusted friends, can set you free.Ready to transform your frustration into confidence, gratitude, and lasting change? Listen now and start living the legacy you want to be remembered for. Don't miss out—your courage upgrade begins here!Click Here ➡️ Shatterproof Yourself Light CourseTop 5 Most Relatable Blogs:3 Foolproof Ways To Motivate Your Team: 3 Areas to Focus on as a Leader7 Benefits of Being Courageous4 Ways You're Demotivating Your Team: And What You Can Do About Each One10 Ways to Encourage People: How to Break The Invalidation TendencyHow to Make Good Decisions: 14 Tools for Making Tough Life Choices00:00 "Managing Anger and Expectations"03:35 "Accepting the Uncontrollable"08:20 "Unpacking and Addressing Fears"10:23 "Overcoming Fear and Anger"15:30 "Perspective on Wealth and Life"18:01 "Fighting for Gratitude"20:34 "Overcoming Anger and Legacy"Don't forget to subscribe, leave a review, and share this episode with anyone who could use help managing anger!Live the life today that you want to be remembered for 10 years after you're gone—you decide your legacy! Be sure to check out Escape Artists Travel and tell them Decide Your Legacy sent you!

In this episode Julie M. Green discusses her experiences as a mother and a writer. Julie shares her journey of discovering that both she and her son are autistic, discussing the challenges and the learning curve involved with raising an autistic child in a time when information and resources were limited. She touches on her diagnosis process, the isolation she felt, and the eventual realization that understanding her own autism helped her better parent her son. Julie also discusses her book 'Motherless,' which provides a raw portrayal of her life, parenting, and navigating a world not always accommodating neurodivergent individuals. The conversation highlights the importance of empathy, advocacy, and the nuanced understanding of autism, touching on themes of personal growth, family dynamics, and the ongoing struggle for acceptance and understanding. In this episode, we talk about:00:00  Welcome and Coffee Talk00:50  Journey to Diagnosis01:12  Mother and Son's Early Challenges02:03  Navigating Autism in the Early Years03:17  Personal Reflections and Realizations05:23  The Impact of Diagnosis08:59  Parenting and Advocacy20:52  Community and Support23:26  Family Dynamics and Acceptance26:31  Advice for Moms Seeking Diagnosis27:31  Dealing with Ignorance and Expectations28:36  The Journey of Writing a Memoir30:07  Parenting and Isolation in the Autism Community32:07  Balancing Personal and Public Life32:49  Teenage Reactions and Identity35:27  The Cathartic Process of Writing36:39  Hopes for the Book's Impact44:30 Navigating Publicity as an Introverted Author45:59 Final Thoughts and ReflectionsIf you found Julie's episode informative and inspiring, please don't forget to subscribe and share this episode with another fellow badass mom or someone who you feel would benefit!Connect with Julie: Instagram: www.instagram.com/Website: https://juliemgreen.caThe Autistic Mom | Julie M Green | SubstackJulie is the author of Motherness, A Memoir of Generational Autism, Parenthood, and Radical Acceptance which was recently named one of Audible's #BestOfTheYear for 2025.Her work has appeared in the Washington Post, Globe and Mail, Huffpost, Parents, Chatelaine, CBC, Today's Parent, and more.Julie has appeared on various shows and podcasts, including CTV, BBC Radio, Sirius XM, Global News, CBC Radio, HuffPost Live, and more. Make sure to subscribe so that you never miss an episode.FOLLOW US:Instagram: www.instagram.com/theabmpodcastFacebook: www.facebook.com/theabmpodcastTikTok: autismforbadassmomsYouTube: autismforbadassmoms 

Send us a textThere will always be something in life you can't change, so learn how to adapt.

Accepting criticism is the key to growth. One who seeks only reassurance to continue living a life built on lies, will build a house of cards. One who seeks truth, will built something that lasts.

Listen to all my reddit storytime episodes in the background in this easy playlist: https://www.youtube.com/playlist?list=PL_wX8l9EBnOM303JyilY8TTSrLz2e2kRGThis is the Redditor podcast! Here you will find all of Redditor's best Reddit stories from his YouTube channel. Hosted on Acast. See acast.com/privacy for more information.

Topics: Meaning of Counting the Cost, Context of Luke 14:26-33, Impossible Standards to be a Disciple, Hating Family in Luke 14:26, Hating Own Life in Luke 14:26, Bearing Your Cross in Luke 14:27, Building a Tower in Luke 14:28, Insufficient Funds to Finish, Mockery in Luke 14:29-30, Kings at War in Luke 14:31, Terms of Peace in Luke 14:32, Giving Up Everything in Luke 14:33, Added Biblical Subheadings, Man-Made Religious Narratives, Origin of Sermons, Greek Sophists and Preaching, Disciples in the Epistles, One Spirit with the Lord in 1 Corinthians 6:17, Difference Between Disciple and Christian, Definition of a Disciple, Physical Followers of Jesus, End of Discipleship Model, Spirit Poured Out in Acts 2, Preaching the Gospel, Holy Spirit Teaching in John 14:26, Internal Witness of Truth, God Speaking through His Son in Hebrews 1, Effort-Based Ministries, Hidden in Christ in Colossians 3:3, Cannot Afford the Cost, Jesus Paying the Cost, Accepting the Delegation, Union with Christ, Resting and Trusting, Not Owing Jesus AnythingSupport the showSign up for Matt's free daily devotional! https://mattmcmillen.com/newsletter

Not Accepting God's Season // Pastor Jeremiah Andrews by Central Baptist Church

1 Timothy 2:8–15 [8] I desire therefore that the men pray everywhere, lifting up holy hands, without wrath and doubting; [9] in like manner also, that the women adorn themselves in modest apparel, with propriety and moderation, not with braided hair or gold or pearls or costly clothing, [10] but, which is proper for women professing godliness, with good works. [11] Let a woman learn in silence with all submission. [12] And I do not permit a woman to teach or to have authority over a man, but to be in silence. [13] For Adam was formed first, then Eve. [14] And Adam was not deceived, but the woman being deceived, fell into transgression. [15] Nevertheless she will be saved in childbearing if they continue in faith, love, and holiness, with self-control.

Accepting others as ourselves. Teisho by Sensei John Pulleyn.  Automated Transcript The post The Buddhist Precepts appeared first on Rochester Zen Center.

Recorded December 8, 2024 - Sunday Morning Service

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Giving so much thanks today to ALL of you fabulous, remarkable, wonderful listeners! Thank you for those who have been around since the beginning (4 years!) thank you for those who are new or recent, thank you to those who have downloaded the whole catalogue of over 400 episodes!, thank you SO much to those who have reached out personally to let me know how the show has inspired or helped you, I AM SO VERY GRATEFUL FOR EACH AND EVERY ONE OF YOU! And honored to have you tuning into the show, you're amazing!I hope you enjoy this episode of exploring the "2nd act" of a lifetime, embracing the gifts of T.O.P, learning to accept aging, being grateful for gaining wisdom, allowing for adversity, and OF COURSE a tarot card pull for your holiday.SO MUCH LOVE,WhitneyCircle of Life Tarot: https://www.aeclectic.net/tarot/cards/circle-of-life/Donations To Women Waken To Support The Show Are Greatly Appreciated

If you are a man looking to revitalize your life, I am here to help.  As men and fathers, we carry the weight of the world on our shoulders and we need ways -- physically and mentally -- to overcome life's daily stresses.  Through testosterone, peptides, aminos and an array of biohacking techniques, I am here to help you flourish in a world full of chaos. If interested, email nate@natehaber.com. Serious inquiries only. 

Many would say we must accept Jesus in order to be saved. But this is the opposite of the way it is. The Lord accepts us through the work of His Son Jesus. But as born again children of God, we can accept the ministry of Jesus to our lives. Jesus made it very clear …

In this episode, we listen to a recollection of a past moment, as depicted in Sangam Literary work, Aganaanooru 133, penned by Uraiyoor Maruthuvan Damotharanaar. Set in the ‘Paalai’ or ‘Drylands landscape’, the verse presents vivid images of elements of nature and weather. குன்றி அன்ன கண்ண, குரூஉ மயிர்,புன் தாள், வெள்ளெலி மோவாய் ஏற்றைசெம் பரல் முரம்பில் சிதர்ந்த பூழி,நல் நாள் வேங்கை வீ நன்கனம் வரிப்ப,கார் தலைமணந்த பைம் புதற் புறவின்,வில் எறி பஞ்சியின் வெண் மழை தவழும்கொல்லை இதைய குறும் பொறை மருங்கில்,கரி பரந்தன்ன காயாஞ் செம்மலொடுஎரி பரந்தன்ன இலமலர் விரைஇ,பூங் கலுழ் சுமந்த தீம் புனற் கான் யாற்றுவான் கொள் தூவல் வளி தர உண்கும்;எம்மொடு வருதல் வல்லையோ மற்று?’ எனக்கொன் ஒன்று வினவினர்மன்னே தோழி!இதல் முள் ஒப்பின் முகை முதிர் வெட்சிகொல் புனக் குருந்தொடு கல் அறைத் தாஅம்மிளை நாட்டு அத்தத்து ஈர்ஞ் சுவற் கலித்தவரி மரற் கறிக்கும் மடப் பிணைத்திரிமருப்பு இரலைய காடு இறந்தோரே. In this trip to the drylands, we perceive interesting scenes, as we listen to the lady say these words to her confidante, who worries that the lady will not be able to bear the man’s separation, as he left in search of wealth: “The bearded, male white rat, with eyes, akin to rosary peas, hair with a rich hue, and short legs, kicks up dust on the rough land, filled with red pebbles, upon which the auspicious Kino flowers fall, making it appear like a ‘Veri ritual' arena. Above such a fresh forest space, which the rains have graced, akin to carded cotton, white clouds crawl across. In these cleared forests on the side of small hills, as if charcoal was scattered, ironwood flowers bloom, and as if fire was spreading, silk cotton flowers bloom. Bearing the nectar of these flowers, flows the sweet waters of the wild river, which the sky snatches, and then renders as a sweet drizzle in the wind. ‘Accepting this as your food, are you capable of coming with me?', he asked with fear then, my friend! He, who parted away to that drylands jungle, where the mature buds of the jungle flame, appearing akin to claws of quails, lie fallen down along with wild lime flowers from cleared forests, on the rocky surfaces of the drylands country in the ‘Milai Naadu', where a male deer with twisted antlers unites with its naive mate, which feeds on the lined hemp, flourishing in the wet wastelands!” Time to take in the life throbbing in this domain! The lady starts by observing the actions of a white rat, which is described so vividly as having the protruding red eyes, appearing like rosary peas. This little animal is kicking up a huge dust in that land, where Kino flowers have fallen. A moment to observe that these Kino flowers are marked by the adjective ‘auspicious’ to indicate that this is the season of marriages. Perhaps, this separation had happened before the lady’s wedding to the man, and she remarks how there seems to be pressure at home to get married. Returning, we find the lady comparing this red earth on which Kino flowers are fallen to a ‘Veri’ ritual ground, possibly hinting at such occurrences at her own home. Next, from the ground below, the lady zooms to the sky above, where the white clouds appear akin to carded cotton. Why because they have done their task of pouring the rains on the forests, where the dark blue ironwood flowers are blooming like charcoal and the red flowers of the silk-cotton are blooming like fire. Now, since the rains have poured, rivers are brimming over with floods, which snatches these fallen flowers. From these gushing rivers, the skies pick up the nectar of these flowers and splash as drizzle, the lady continues. Now, she connects these elements and concludes by saying, the man had said these words to her, and then, turned to her and asked if it was possible for the lady to walk on with him, eating this drizzle from the skies as her only food, with much concern, and then he left to the drylands, where the jungle flame flowers and wild lime flowers lie scattered on the rocks, and where the male deer seeks out its naive mate, which had been feeding on the wild hemp, and unites together. What we have to infer from this song is that the lady understands and appreciates the man’s concern in taking her along with him on his journey! She perceives his true love and believes he will return to her, which is also echoed in the scene of the male deer uniting with its mate, a metaphor for the lady’s own happy union with the man. Through this, the lady hopes to reassure her friend and wait with patience, trusting in the love of her beloved!

Radical self-love isn't about perfection; it's about embracing every version of yourself, even the one that feels messy, uncertain, or “not enough.”In this vibrant and heart-opening conversation, we explore what it really means to accept who you are right now while still honouring your desire to grow.In this episode, we're joined by trauma-informed transformational coach Jillian Pawlowski, whose radiant energy brings both lightness and depth to the topic of self-love. Together, we unpack the power of releasing the “shoulds”, trusting your inner guidance, and letting yourself be fully human, without judgment or pressure to constantly improve.During our conversation, we dive into:✨ How self-acceptance and personal growth can beautifully coexist✨ The importance of allowing your present emotions without trying to fix them✨ Why your body is often the key to healing (and practical ways to reconnect with it)✨ What it looks like to trust yourself and the timing of your life✨ Reframing resilience and the myth of self-sacrifice—especially for educators✨ Simple, somatic tools you can use anywhere to regulate your nervous system✨ The vital role of community in our growth and well-beingThis episode is a gentle reminder that you are not alone. You don't need to be “better” to be worthy, and you don't need to have it all figured out to be growing. Whether you're navigating change, tending to your own healing, or simply trying to find more presence in your day, this conversation will leave you feeling grounded, encouraged, and deeply supported.Tune in and discover how to meet yourself with more love, more compassion, and more trust - right here, right now.Jillian Pawlowski is a trauma-informed transformation coach, the Program Director and Head Coach in Empowered Educator - a magnetic company that elevates the teaching experience by prioritising educator well-being, resilience, and professional growth to create thriving school communities!She loves to talk about Metacognition, Radical Self-Love, and Expansive Self-Experience.You can find out more about Jillian and her work here: https://empowerededucator.com/ And connect with her on Instagram here: https://www.instagram.com/JillianPawlowski

In this episode we talk about leadership core skills. Specifically building trust. How do you build trust with a team? We talk through the 5 Ways of Being that help you build trust with a team. Ben Caird is a seasoned professional leader. He's led teams of all sizes in a variety of tech companies and has years of experience. Show Links Ben Pearce LinkedIn - https://www.linkedin.com/in/benpthoughts/ Tech World Human Skills Home - https://www.techworldhumanskills.com Ben Caird Linked In - https://www.linkedin.com/in/bcaird/ Keywords Trust, Authentic, Vulnerable, Accepting, Present, Useful, Leadership, Coaching, Results, Team Takeaways Be Authentic: Work in line with your values, own your feedback directly, be the same person at work and outside Be Vulnerable: Lead with your mistakes, make it safe for others to fail, encourage challenge even publicly Be Accepting: Delegate outcomes not activities, coach people to improve in their style not yours, accept different approaches Be Present: Put your phone away, give full attention, show up physically when possible, consider if you give or drain energy Be Useful: Stop doing the work, coach and open doors instead, pass the pen and let others own the plan Ask "What do you think?": It's powerfully empowering and helps people feel heard Efficiency vs Effectiveness: The fastest way (just telling people what to do) is often the least effective Build diverse teams: Don't hire clones of yourself - different approaches strengthen the team Leadership isn't looseness: Know what's going on, stay close enough to coach and drive results Results through people: You can be a nice human AND achieve great results - it's not either/or

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   In this episode, Justin interviews Sadig Hajiyev, SOCAR Türkiye, Risk & Compliance Group Director, about SOCAR Turkiye and winning the RIMS ERM Global Award of Distinction. Sadig speaks of their ERM transformation that shifted SOCAR Türkiye from a compliance-oriented approach to an integrated, strategy-driven system, and a pivotal change. Sadig explains how they keep the ERM cohesive for business leaders, enabling decision-making. Sadig comments on external shocks that pressure-tested the program, showing the organization's true resilience and how it adapted its ERM approach. He speaks of one innovation with the biggest measurable impact. Justin and Sadig discuss SOCAR Türkiye's maturity jumping from a level-3 "repeatable" program to a level-5 "leading practice" in just a few years, supported by both the RIMS RMM and internal surveys, and how they are sustaining that momentum, having reached the top tier. Listen for words of wisdom and encouragement for risk practitioners.   Key Takeaways: [:01] About RIMS and RIMScast. [:17] About this episode of RIMScast. Our guest today is Sadig Hajiyev. He is the Risk & Compliance Group Director for SOCAR Türkiye, and he was one of two recipients of the RIMS Global ERM Award of Distinction. [:47] We will talk about the unique characteristics of his ERM Program and his unique risk philosophies. But first… [:55] The next RIMS-CRMP-FED Exam Prep with AFERM will be held on December 3rd and 4th. The next RIMS-CRMP Exam Prep with PARIMA will be held on December 4th and 5th. These are virtual courses. [1:12] Links to these courses can be found through the Certifications page of RIMS.org and through this episode's show notes. [1:19] RIMS Virtual Workshops! "Managing Data for ERM" will be led again by Pat Saporito. That session will start on December 11th. Registration closes on December 10th. RIMS members always enjoy deep discounts on the virtual workshops. [1:38] The full schedule of virtual workshops can be found on the RIMS.org/education and RIMS.org/education/online-learning pages. A link is also in this episode's notes. [1:50] The RIMS CRO Certificate Program in Advanced Enterprise Risk Management is hosted by the famous James Lam. This is a live, virtual program that helps elevate your expertise and career in ERM. [2:02] You can enroll now for the next cohort, which will be held over 12 weeks from January through March of 2026. Registration closes on January 5th. Or Spring ahead, and register for the cohort that will be held from April through June of 2026. Registration closes on April 6th. [2:22] Links to registration and enrollment are in this episode's show notes. [2:27] This episode was recorded at the RIMS ERM Conference 2025. We've covered a lot of ERM ground in the last few episodes, and for those who want to catch up, I've included a link to the RIMS ERM Special Digital Edition of Risk Management magazine in this episode's notes. [2:50] RIMScast ERM coverage is linked as well. Enhance your ERM knowledge with RIMS. [2:56] On with the show! This special episode was recorded live from Seattle at the RIMS ERM Conference 2025. [3:05] It was one of the best-attended ERM Conferences in RIMS history, with hundreds of ERM practitioners and students from around the world connecting, learning, and celebrating. [3:17] In RIMS tradition, we awarded the RIMS Global ERM Awards of Distinction. This year, there were two winners, one of which was SOCAR Türkiye, a pioneering energy company based in Turkey. The company's ERM program wowed our judges. [3:34] Accepting the award is Sadig Hajiyev. He is the Risk & Compliance Group Director. As you will hear, he took the ERM Program to the next level. Since we were in person, it was the perfect time to sit down and speak with him after receiving his award. [3:49] We're going to learn all about the program and Sadig's unique risk philosophies. Let's get to it! [3:53] Interview! Sadig Hajiyev, welcome to RIMScast! [4:18] Sadig says winning the award is a great feeling! Knowing someone here understands the value of the ERM Program and appreciates it is great! He shared photos and his reflections with his organization and got many congratulations, even though it was almost midnight in Turkey! [5:09] Saig explains that SOCAR is a global company, based in Azerbaijan, with more than 100K people working in Turkey. They have refineries and petrochemical facilities working together. They are also in the energy trading business. They have terminals. [5:34] They have multiple sectors, including fiber optic cables. They are doing so much in Turkey. SOCAR Türkiye is the biggest single-point investment in the history of Turkey, worth around $20 billion U.S. [6:01] Sadig's department is 15 people, including compliance professionals. They have a resource pool of experts and allocate teams as needed. [6:16] In 2022, SOCAR Türkiye shifted from a compliance-oriented approach to an integrated, strategy-driven system. [6:29] SOCAR Türkiye does international business. It is highly dependent on international trade regulations, especially trade sanction regulations. Being compliant is not sufficient for SOCAR Türkiye. Sadig says sanction regulations are very dynamic, and you should be adaptive to them. [6:57] Sadig says adaptation should be risk-based. At that time, SOCAR Türkiye started to implement risk-based compliance studies and approaches to make healthier decisions. They understood that it was the right decision. [7:21] SOCAR Türkiye has a modular ERM framework that spans Scenario Analysis, Risk and Control Self-Assessments (RCSAs), Regulatory Attestation Cycles, the ISO 22301, and the Resilience Maturity Model. [7:42] Justin asks how Sadig keeps them cohesive and digestible so that his leaders in SOCAR know that ERM is enabling decision-making. Sadig says it's not easy. They all met the needs that came up. [8:14] The risk leader needs to understand the context of the company. Being very close to the first line, Sadig does not believe there is value in going to the C-Suite and asking what they expect of risk management. They have no idea. [8:33] Sadig says it's more important to have a smooth discussion with them. At that point, the skill of the risk manager comes in to understand the context there and find out what would work best for this need. By that, you are supporting the company's decision-making. [9:05] Sadig is a boxer. He keeps telling his team that risk management shouldn't be very friendly. Conversations shouldn't be easy or enjoyable. Discussions should be disruptive. Sadig risk is the department asking, if zombies are coming and invading our vault, what will happen? [9:47] Risk leaders are the ones at the table to trigger those discussions and have the tough conversations. At that time, a leader's personality and personal brand are important. Managers should understand you are not doing it just to disrupt. [10:08] You are doing it for the company's sake, to make the decision-makers consider all the aspects, risks, threats, and opportunities. [10:43] SOCAR Türkiye faced significant external shocks in the last couple of years: security incidents, sanctions, and energy price volatility that pressure tested the ERM Program, but the company demonstrated resilience. [11:11] Each of these incidents had its own dynamics that made the ERM Program learn or find a way to adapt. [11:29] Turkey is a country with a very diverse range of uncertainties: political, economic, and geographical. The oil and gas sector is under pressure from international regulations, the climate, and more. There are so many issues going around. [11:51] Facing real-time instances can be disruptive and impactful on daily business. The most important thing is the ability to adapt. It's the top management's job to adapt. Risk management is about the future. If something happens, risk management is there to support. [12:23] Quick Break! RISKWORLD 2026 will be held from May 3rd through the 6th in Philadelphia, Pennsylvania. RISKWORLD attracts more than 10,000 risk professionals from across the globe. It's time to Connect, Cultivate, and Collaborate wth them. Booth sales are open now! [12:45] Registration is open for RIMS members now, as well. General registration and speaker registration will open on December 3rd. [12:53] Links are in this episode's show notes, and this year, when you purchase one Full-Conference Pass by December 2nd, you can add a second Full-Conference Pass at 50% off, through December 31st. [13:07] When an eligible member selects a Full-Conference Pass while registering online, a Promo Code will be generated on the Review step of the registration form. [13:05] This code will also be included in the Confirmation Email. It may be shared with a second eligible member from the same company or same email domain, and receive that 50% discount. Bring a colleague for 50% off. This is available to organizational and individual RIMS members. [13:32] Links are in this episode's show notes. [13:35] Let's Return to My Interview with 2025 RIMS ERM Global Award of Distinction Winner Sadig Hajiyev! [13:46] Justin speaks of SOCAR Türkiye's impressive innovations, dynamic risk appetite metrics tied to EBITDA (Earnings Before Interest, Taxes, Depreciation, and Amortization), an AI Geopolitical Scenario Engine, and a Resilience Scorecard linked to Capital Allocation. [14:10] Justin says he thinks all of this helped drive SOCAR Türkiye's nomination to the winning category. Justin asks which one brought the biggest measurable impact. [14:20] For the biggest financial result, Sadig says it was the assumption studies SOCAR Türkiye implemented to its financial projection. Sadig believes risk managers look at a range of values. [14:50] Sadig says, like quantum physics, it's not one or zero. It can be one or zero in different contexts and times. The assumption studies proved that, in context, for a set point of time, a long-term financial projection is useless. Sadig focuses on short-term targets and planning. [15:21] Sadig says short-term planning is annual to less than five years. Sadig believes the assumption studies had a measurable financial impact. [15:34] Justin notes that SOCAR Türkiye's Maturity jumped from a Level 3 Repeatable Program to a Level 5 Leading Practice in just a few years, supported by the RIMS Risk Maturity Model and internal surveys. [15:53] Justin asks what cultural or leadership behaviors Sadig believes were essential to achieving that Level 5 performance. Sadig says it is prioritization. They have a well-developed metric to model, mostly inspired by the RIMS Maturity Model, with tailored components added. [16:29] Sadig says SOCAR Türkiye conducts a biannual Maturity Survey with its target audience, the risk champions, decision-makers, and C-Suite. [16:41] The SOCAR Türkiye ERM Program defined its Maturity Model with the participation of an external auditor. They were missing the implementation of the GRC Platform, the digitalization of the whole system, strategy embedding, and risk-based budgeting. [17:04] The ERM Program prepared a roadmap to link up with the GRC Platform, implemented the roadmap, and defined the latest state as a fixed level. [17:27] Having achieved the top tier, the ERM Program is still chasing new things to do. Now, they are focusing first on incident management and second on captives. [17:46] For incidents, it's easy to collect information based on the declaration, but Sadig is dreaming about eliminating the human factor from incident recording to have a very objective and transparent information base. [18:03] The ERM Program has already worked on it to link the incident information to the risk assessment. This can automate the risk assessment based on the incident results or impacts. [18:18] The next step is finding how to monetize the maturity level of risk management. This idea brought SOCAR Türkiye to implement captives. [18:37] SOCAR Türkiye has a tremendous amount of budget allocated to insurance. They can rely on, to a certain threshold, the ability to manage risks in a controlled environment, in the effort to optimize their insurance program and budget. Captives are the future. [19:07] Justin comments that the RIMS 2025 Risk Manager of the Year is the Captive Manager for her organization, Hyatt. The trend is that a lot of people are going toward captives to self-insure. It can be a revenue generator. [19:27] Sadig adds that the move to captives is not just to put risk management in more of a position of strategy or as a budget supporter. It's because of the risk environment. There are new risks emerging and evolving. [19:46] Sadig believes these new risks will be uninsurable in the near future because of AI and new cyber risks. The insurance sector is not able to adapt quickly enough to create a pool to insure the risk all around the world. The responsibility will stay with companies and captives. [20:31] Sadig's final words on the value of ERM: Risk managers in the company are the only people who take the future in a systematic way. The future is always important, never urgent, but when it comes, it's already here. [20:49] The board and the C-Suite rely on risk managers to be able to have better insight before the future comes. [21:03] Justin says teşekkürler (thanks)! It's been a real pleasure to meet you, and congratulations again! [21:11] Special thanks again to Sadig Hajiyev for joining us here on RIMScast. This episode was produced live on-site at the RIMS ERM Conference in Seattle. Our coverage of the RIMS ERM Conference will continue in the next installment of RIMScast with two interviews in one episode! [21:28] Be sure to visit the RIMS LinkedIn page for all sorts of photos, videos, and coverage of this fantastic event! We had a great time, and we look forward to seeing you next year in Washington, D.C., for the RIMS ERM Conference 2026. [21:44] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [22:13] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [22:31] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [22:48] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [23:05] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [23:19] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [23:31] Practice good risk management, stay safe, and thank you again for your continuous support!   Links: RIMS-CRO Certificate Program In Advanced Enterprise Risk Management | Jan‒March 2026 Cohort | Led by James Lam RISK PAC | RIMS Advocacy | RIMS Legislative Summit SAVE THE DATE — March 18‒19, 2026 RIMS-Certified Risk Management Professional (RIMS-CRMP) RISKWORLD 2026 Registration — Open for Members! Reserve your booth at RISKWORLD 2026! The Strategic and Enterprise Risk Center RIMS Diversity Equity Inclusion Council RIMS Risk Management magazine | Contribute RIMS ERM Special Edition 2025 RIMS Now SOCAR Türkiye Upcoming RIMS Webinars: RIMS.org/Webinars   Upcoming RIMS-CRMP Prep Virtual Workshops: RIMS-CRMP-FED Exam Prep with AFERM Virtual Workshop — December 3‒4 RIMS-CRMP Exam Prep with PARIMA — December 4‒5, 2025 Full RIMS-CRMP Prep Course Schedule "Leveraging Data and Analytics for Continuous Risk Management (Part I)" | Dec 4. See the full calendar of RIMS Virtual Workshops RIMS-CRMP Prep Workshops   Related RIMScast Episodes: "Risk Rotation with Lori Flaherty and Bill Coller of Paychex" "Energizing ERM with Kellee Ann Richards-St. Clair" "AI and the Future of Risk with Dan Chuparkoff" (RIMS ERM Conference Keynote) "Talking ERM: From Geopolitical Whiplash to Leadership Buy-In" with Chrystina Howard of Hub "Shawn Punancy of Delta Flies High With ERM" "Tom Brandt on Growing Your Career and Organization with ERM" "James Lam on ERM, Strategy, and the Modern CRO" "Risk Quantification Through Value-Based Frameworks"   Sponsored RIMScast Episodes: "Secondary Perils, Major Risks: The New Face of Weather-Related Challenges" | Sponsored by AXA XL (New!) "The ART of Risk: Rethinking Risk Through Insight, Design, and Innovation" | Sponsored by Alliant "Mastering ERM: Leveraging Internal and External Risk Factors" | Sponsored by Diligent "Cyberrisk: Preparing Beyond 2025" | Sponsored by Alliant "The New Reality of Risk Engineering: From Code Compliance to Resilience" | Sponsored by AXA XL "Change Management: AI's Role in Loss Control and Property Insurance" | Sponsored by Global Risk Consultants, a TÜV SÜD Company "Demystifying Multinational Fronting Insurance Programs" | Sponsored by Zurich "Understanding Third-Party Litigation Funding" | Sponsored by Zurich "What Risk Managers Can Learn From School Shootings" | Sponsored by Merrill Herzog "Simplifying the Challenges of OSHA Recordkeeping" | Sponsored by Medcor "How Insurance Builds Resilience Against An Active Assailant Attack" | Sponsored by Merrill Herzog "Third-Party and Cyber Risk Management Tips" | Sponsored by Alliant   RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Kristen Peed!   RIMS Events, Education, and Services: RIMS Risk Maturity Model®   Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information.   Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts.   Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn.   About our guest: Sadig Hajiyev, Risk & Compliance Group Director, SOCAR Türkiye   Production and engineering provided by Podfly.  

In this episode, I talk about why you can't grow faster than you're willing to accept, how forcing your will leads to burnout, anxiety, and misalignment, why acceptance isn't passive — it's preparation, how God stretches us only at the pace we can sustain, the nervous-system side of spiritual timing, why clarity increases as acceptance deepens, how to release the urge to rush outcomes in business, love, and identity and more. CONNECT WITH ME…→ Instagram — @mattgottesman→ My Substack — mattgottesman.substack.com → Apparel — thenicheisyou.comRESOURCES…→ Recommended Book List — CLICK HERE→ Masterclass — CLICK HEREWORKSHOPS + MASTERCLASS:→ Need MORE clarity? - Here's the FREE… 6 Days to Clarity Workshop - clarity for your time, energy, money, creativity, work & play→ Write, Design, Build: Content Creator Studio & OS - Growing the niche of you, your audience, reach, voice, passion & incomeOTHER RELATED EPISODES:Answered Prayers Are Often Disguised As Uncomfortable BlessingsApple: https://apple.co/3HTDsjGSpotify: https://bit.ly/3JYc4l7

Welcome to George's Self-Discovery Journey—a raw, real conversation inspired by the acclaimed movie, The Subtle Art of Losing Yourself. In this episode, George blazes a trail through the wild Scottish Highlands, bringing to life the core themes of his transformational film. If you're ready for something beyond the usual self-help chatter, this self-discovery Journey plunges you into discomfort and uncertainty—where letting go of control is the only way to discover your truth.George shares moments of falling apart and finding strength, trading comfort for courage. Be prepared for stories of surrender, of inner critics silenced in the mud and rain, and of what happens when you lose yourself to finally find what matters. No filters, no perfection—just the honesty of starting over, learning to cope, and the gritty reality of rediscovering yourself from the inside out. Whether you're struggling with burnout, searching for meaning, or daring to break old patterns, let The Subtle Art of Losing Yourself be your invitation to real personal change.Here is the Youtube link to he Subtle Art of Losing Yourself : https://www.youtube.com/watch?v=9KArWcMldPMMore about George and his work here: https://www.youtube.com/@George-ThompsonFeeling stuck? If you need help getting out of your rut, Will can help - head to willnotfear.com to learn more about his coaching to get you off the hamster wheel. Looking for a great Speak or Coach - Jon Macaskill can help - learn more here:https://www.linkedin.com/in/jonmacaskill/More from MTM at: https://mentalkingmindfulness.com/ Chapters:00:00 – Introductions03:00 – How Film Mirrors Personal Discovery09:29 – Creativity, Presence, and the Filmmaking Flo15:43 – Parts Work Explained & Our Link to Nature24:09 – Staying Authentic While Creating Online28:38 – Leadership, Purpose, and a Shifting World29:32 – Finding Meaning in Service Through Social Platforms32:02 – Responding to Criticism with Self-Affirmation35:11 – The MMA Method for Daily Growth36:06 – Rewriting Self-Image Through Affirmations37:27 – Facing Fear with Presence and Mindfulness40:13 – The Practice of Returning to the Present41:51 – Nature, DNA, and Interconnected Life46:11 – Holding Unity in a Dualistic World48:27 – Personal Growth and Accepting the Self51:01 – Vulnerability, Openness, and Community ConnectionHosted by Ausha. See ausha.co/privacy-policy for more information.

Christianity out of pagan rituals? Baptism of desire? Excommunication for Abortion and not for Murder? Join us for Open Line Monday with Fr. John Trigilio.

Key TakeawaysCareer journey and Microsoft involvement: While he's been in the industry for a long time, Accardi recounts being in the Microsoft arena for about 14 to 15 years. "My entire career has been around technology...and I have familiarity with various platforms," he notes. He has filled a range of roles, including sales leadership, marketing, product management, and more. Over the past several years, he has been "very heavily involved in the Microsoft alliance, their marketing, their programs, and most recently, leading for the last seven years in Microsoft practice."Technology evolution: With the impact of AI and evolving technologies, Accardi says this is "almost like history repeating itself...This is just another technology that's making our lives more efficient." Accepting change and new things is always difficult, regardless of what's at play. While initial AI adoption might have been moderate, it has really picked up over the last several months. Questions around AI outcomes have been top of mind lately.Where to start: It takes curiosity, creativity, and critical thinking to consider how to get started with a pilot and build from there. Accardi talks about the conversations they have with clients to determine what they want to accomplish and within what timeline. It's essential to understand what clients want to see their organization become, then find a pilot area to explore how it could work.The impact of AI: It's important to remember "AI isn't going to come in here and replace all of us, but it's really meant to make us more efficient." Although AI has introduced a fast pace of change, it's also been a fast pace of impact. AI can impact the whole organization, so stakeholders must all be involved. It can increase efficiency and productivity for clients in a major way. Visit Cloud Wars for more.

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The Brian Cashman annual sleep out event brought some answers about the Yankees outfield plan

Okay girlfriend, we're going there. We're talking about the thing nobody talks about when it comes to eating disorders: sex, intimacy, and what's happening (or NOT happening) in your bedroom. If you've noticed your sex drive has disappeared, you're avoiding intimacy with your partner, you can't be present during sex because you're too busy worrying about what your body looks like, or your relationship is suffering and you don't know why - this episode is for you. Host Lindsey Nichol gets incredibly vulnerable about her own experience with blocked intimacy during her eating disorder - how she was physically shut down, emotionally unavailable, and performing instead of experiencing. She shares the research-backed reasons why eating disorders completely sabotage intimacy (spoiler: your body is literally in survival mode), and gives you practical tools to address it. This isn't just about emotional connection - we're talking about SEX. Physical intimacy. The bedroom. Your relationship with your spouse or partner. Because your eating disorder isn't just stealing your relationship with food and your body. It's stealing your relationship with your partner too. In this episode, you'll learn: The 5 reasons why intimacy gets completely blocked when you have an eating disorder Why your libido has disappeared (hint: hormones, energy, survival mode) How body shame follows you into the bedroom Why you can't experience pleasure when you're disconnected from your body How to check your "intimacy temperature" and get honest about where you are Exactly what to say to your partner about what's going on Practical steps to start reconnecting This is real talk. This is vulnerable. This is the conversation we need to have. So grab your favorite Tarjay journal and let's get into it. Content Note: This episode discusses sexual intimacy and eating disorders openly. Best listened to in a private space. In This Episode, You'll Hear: Lindsey's Vulnerable Truth What intimacy looked like when she was in the thick of her eating disorder Being in a relationship while physically and emotionally shut down Not being present during sex - performing instead of experiencing Constantly worried about what her body looked like during intimacy Anxious thoughts: "Is my stomach flat enough? Can he feel certain parts? Should the lights be off? Should I keep my shirt on?" The realization: She wasn't experiencing intimacy, she was performing it The Research Nobody Talks About Women with eating disorders experience significantly higher rates of sexual dysfunction Lower libido, avoidance of intimacy, relationship dissatisfaction are common We suffer in silence, fake it, avoid it, make excuses And our relationships suffer while we pretend everything is fine The Question We're Answering Why is intimacy blocked when you struggle with an eating disorder? And what can you actually DO about it? The 5 Reasons Why Intimacy Gets Blocked: Reason #1: Your Body is Literally Shutting Down When you restrict food, your body goes into survival mode Sex, reproduction, intimacy are NOT essential for survival Your hormones tank: estrogen, progesterone, testosterone plummet Your libido disappears completely You lose your period (amenorrhea) Your energy is non-existent Research shows women with anorexia and bulimia have significantly disrupted hormone levels All of these hormones impact sexual desire and function If you have zero sex drive, if intimacy feels like a chore, if you're exhausted - your body is saying "I don't have resources for this" Your body is trying to keep you alive, not reproduce Reason #2: You're Disconnected From Your Body When you spend every day hating, criticizing, punishing your body - you disconnect You dissociate from physical sensations The problem: You can't experience pleasure in a body you're not connected to Intimacy requires being IN your body, feeling sensations, being present But when you're trapped in your head analyzing what you look like - you're performing, not experiencing Research: Women with eating disorders report significantly higher body image concerns during sexual activity This directly correlates with lower sexual satisfaction and avoidance behaviors You can't enjoy intimacy when you're worried about appearance the entire time Reason #3: The Shame is Paralyzing Body shame doesn't stay in the mirror - it follows you into the bedroom When you feel disgusting in your own skin, how are you supposed to let someone see it? Touch it? The shame is so heavy that many women avoid intimacy altogether Making excuses, shutting down, pulling away Being vulnerable and exposed when you feel shame about your body is terrifying Intimacy requires vulnerability - shame blocks that completely Reason #4: You're Emotionally Unavailable When you're consumed by an eating disorder, there's no room for anything else Your entire mental and emotional bandwidth is taken up by food thoughts, body checking, planning, restricting, compensating You don't have capacity to show up emotionally for your partner Can't connect, can't be present, can't be intimate beyond the physical act Intimacy requires emotional availability When your eating disorder is screaming 24/7, you're not available - you're surviving Reason #5: Control Issues Prevent Vulnerability Eating disorders are about CONTROL Intimacy requires letting GO of control, being vulnerable, surrendering If you can't let go of control long enough to eat without anxiety, how can you surrender during intimacy? The same rigidity and need for control with food shows up in the bedroom It blocks true intimacy completely The Impact on Your Relationship: What This Means: Distance and disconnection in your relationship Your partner might feel rejected, confused, helpless They might think you're not attracted to them anymore They might think they did something wrong You feel guilty, broken, like you're failing at one more thing "I can't do anything right - not food, not my body, and now not my relationship" The Truth You Need to Hear: This is not a personal failure. This is a SYMPTOM of your eating disorder. Just like: Restriction is a symptom Body checking is a symptom Blocked intimacy is a symptom The Hope: Research shows that as women recover from eating disorders, sexual function, desire, and satisfaction improve SIGNIFICANTLY. Recovery doesn't just give you food freedom - it gives you intimacy freedom too. If your relationship is suffering, recovery is the answer. Not just for food. Not just for your body. But for your relationship too. What You Can Do About It (6 Action Steps): Step 1: Check Your Intimacy Temperature Get honest with yourself. On a scale of 1-10, where is your intimacy RIGHT NOW? Not where you think it should be. Not where it used to be. Where is it TODAY? Ask yourself: Am I avoiding intimacy? Am I going through the motions? Am I anxious the entire time? Am I emotionally checked out? Is my libido non-existent? Am I making excuses to avoid it? Get real about what's actually happening. You can't change what you won't acknowledge. Step 2: Recognize This is an ED Symptom Stop blaming yourself. Stop thinking you're broken or wrong or failing. This blocked intimacy is a SYMPTOM of your eating disorder. Your body is depleted. Your hormones are disrupted. You're disconnected. You're consumed. This isn't about: Not loving your partner enough Being inadequate Being broken Personal failure This is about your eating disorder stealing one MORE thing from you. Name it for what it is: An eating disorder symptom. Step 3: Bring It Into the Light - Talk to Your Partner This is the scariest step, but it's the most important. You have to talk to your spouse or partner about what's going on. When to Have This Conversation: NOT in the moment NOT during intimacy In a calm, safe space where you can be honest What to Say (Script): "Hey, I need to talk to you about something that's been hard for me. I've been struggling with my relationship with food and my body, and it's affecting our intimacy. I want you to know it has nothing to do with you or how I feel about you. My body is depleted, my hormones are off, and I'm having a hard time being present. I'm working on it, but I need you to know what's going on." You Don't Need: All the answers A complete plan To have everything figured out You Just Need: To be honest about what's happening To help them understand it's not about them To let them in instead of shutting them out Step 4: Start Small With Reconnection You don't have to fix everything overnight. Start somewhere small. Ideas: Physical touch that's NOT sexual - holding hands, cuddling, hugging Reconnecting with non-sexual physical intimacy first Being honest when you're not in the mood instead of forcing it or avoiding it Working on being present - staying in your body during intimacy instead of in your head Taking pressure off yourself and your partner Just start. Somewhere. Anywhere. Step 5: Work on Body Acceptance You don't have to LOVE your body to be intimate. But you do have to accept that your body is allowed to: Exist Be touched Experience pleasure Take up space This is work: Therapy work Coaching work Recovery work Daily practice work The more you work on accepting your body (not loving it, just ACCEPTING it), the more available you'll be for intimacy. Step 6: Prioritize Your Recovery If you want intimacy back in your relationship, you MUST prioritize recovery. Because the eating disorder is the blocker. What This Looks Like: Get support (coach, therapist, dietitian) Join a community Do the work of nourishing your body Work through the shame Address the control issues Heal the disconnection Recovery gives you: Food freedom Body peace Your relationship back Intimacy freedom Key Takeaways: ✨ Your ED isn't just stealing food freedom - it's stealing intimacy too ✨ Blocked intimacy is a SYMPTOM, not a personal failure ✨ Your body is in survival mode - sex is not a priority when you're starving ✨ You can't experience pleasure in a body you're disconnected from ✨ Body shame follows you into the bedroom and paralyzes intimacy ✨ You're emotionally unavailable because the ED consumes all your bandwidth ✨ Control issues with food show up as control issues with intimacy ✨ Research shows recovery improves sexual function, desire, and satisfaction ✨ You need to talk to your partner - bring it into the light ✨ Start small: reconnect with non-sexual touch first ✨ Body acceptance (not love) opens the door to intimacy ✨ Recovery gives you your relationship back Powerful Quotes from This Episode: "Let me just be really honest with you. When I was in the thick of my eating disorder, intimacy was one of the first things to go" "I wasn't experiencing intimacy. I was performing it. And I was anxious the entire time" "Research shows that women with eating disorders experience significantly higher rates of sexual dysfunction, lower libido, avoidance of intimacy, and relationship dissatisfaction" "But we don't talk about it. We suffer in silence. We fake it. We avoid it. We make excuses" "When you're restricting food, your body goes into survival mode. And guess what's not essential for survival? Sex. Reproduction. Intimacy" "You can't experience pleasure in a body you're not connected to" "Intimacy requires you to be IN your body. But when you're trapped in your head analyzing what you look like - you're performing" "Body shame doesn't stay in the mirror. It follows you into the bedroom" "When you're consumed by an eating disorder, there's no room for anything else" "Eating disorders are about control. And intimacy requires letting go of control" "This is not a personal failure. This is a symptom of your eating disorder" "Recovery doesn't just give you food freedom - it gives you intimacy freedom too" "If your relationship is suffering, recovery is the answer" "You can't change what you won't acknowledge" "Stop blaming yourself. This blocked intimacy is a SYMPTOM" "You don't have to have all the answers. You just have to be honest about what's happening" "You don't have to love your body to be intimate. But you do have to accept it" "Your eating disorder has stolen enough from you. Don't let it steal your intimacy too" Research-Backed Information: Sexual Dysfunction & Eating Disorders: Women with eating disorders experience significantly higher rates of sexual dysfunction Lower libido is common across all ED types Avoidance of intimacy and relationship dissatisfaction are prevalent Hormone Disruption: Women with anorexia and bulimia have significantly disrupted hormone levels Estrogen, progesterone, and testosterone all tank during restriction These hormones directly impact sexual desire and function Amenorrhea (loss of period) is common and signals reproductive system shutdown Body Image During Sex: Women with EDs report significantly higher body image concerns during sexual activity Body image concerns during sex directly correlate with lower sexual satisfaction This creates avoidance behaviors and performance anxiety Recovery Improves Everything: As women recover from eating disorders, sexual function improves Desire returns as hormones regulate Satisfaction increases as body acceptance grows Recovery restores intimacy capacity Questions to Reflect On: About Your Intimacy: On a scale of 1-10, where is your intimacy right now? Are you avoiding intimacy? How often? Are you going through the motions or truly present? What are you thinking about during intimacy? (Your body? His reaction? What you look like?) When did intimacy start feeling like a chore instead of connection? About Your Body: Do you insist on lights off? Shirt on? Certain positions only? Are you disconnected from physical sensations during sex? Can you feel pleasure or are you too in your head? What body parts are you most self-conscious about during intimacy? About Your Partner: Have you talked to them about what's going on? Do they know you're struggling with an eating disorder? Do they understand why intimacy has changed? Are you making excuses or being honest? About Your Recovery: Is blocked intimacy motivation for you to prioritize recovery? What would it mean to get intimacy back in your relationship? Are you willing to do the work to heal this area too? What's one small step you can take today? Who This Episode Is For: This episode is essential listening if you: Have noticed your sex drive has completely disappeared Avoid intimacy with your partner or spouse Go through the motions but aren't present during sex Can't stop thinking about what your body looks like during intimacy Insist on lights off, shirt on, or specific positions to hide your body Feel anxious or panicked about being intimate Make excuses to avoid sex Feel guilty about avoiding your partner Feel broken or like you're failing at your relationship Have a partner who feels rejected or confused Want to understand WHY this is happening Need practical tools to start reconnecting Are married or in a long-term relationship Are ready to bring this into the light and talk about it Want your relationship back Need to know recovery can restore intimacy The Conversation Starter (What to Say): The Script: "Hey, I need to talk to you about something that's been hard for me. I've been struggling with my relationship with food and my body, and it's affecting our intimacy. I want you to know it has nothing to do with you or how I feel about you. My body is depleted, my hormones are off, and I'm having a hard time being present. I'm working on it, but I need you to know what's going on." Why This Works: Acknowledges there's a problem Takes responsibility without self-blame Reassures your partner it's not about them Explains the physical reality (hormones, depletion) Shows you're working on it Opens the door for support What Happens Next: They might have questions They might be relieved you're talking about it They might not fully understand (and that's okay) The important thing is you brought it into the light Important Truths About Intimacy & EDs: Your Libido Disappearing is NOT Your Fault: It's biology. Your body is in survival mode. Sex is not essential for survival. Your hormones are disrupted. This is a symptom. You're Not Broken: Your body is responding exactly as it should to starvation and restriction. This is protective, not defective. Your Partner Isn't the Problem: Even if you're attracted to them, your body can't prioritize sexual function right now. This isn't about attraction. Shame is the Enemy: The shame you feel about your body during intimacy is what's blocking connection. The body itself isn't the problem - the shame is. Recovery Restores Everything: This isn't permanent. As you nourish your body, your hormones will regulate. Your libido will return. Your ability to be present will come back. Intimacy can be restored. You Deserve Intimacy: Even with an eating disorder, you deserve connection, pleasure, and intimacy. But you have to do the recovery work to get there. Ready for Support? Work with Lindsey One-on-One: If you're ready to prioritize your recovery - not just for food freedom, but for your relationship too - Lindsey offers personalized recovery coaching where you work through: The food piece The body image piece The relationship piece The intimacy piece ALL of it Your relationship deserves you showing up fully. Your partner deserves you being present. YOU deserve to experience intimacy without shame, anxiety, or the ED blocking it. Recovery gives you that. And Lindsey is here to help you get there. Ready for Support? Option 1: The Recovery Collective Join Lindsey's group coaching program where you'll get: Community support from women who understand Weekly guidance and tools Accountability for hard days Strategies for stomach triggers and body image struggles Option 2: One-on-One Personalized Coaching work directly with Lindsey for: Custom plan for YOUR triggers and challenges Weekly support and accountability Tools specific to your recovery journey Personal guidance through the hardest moments Learn more about both options at www.herbestself.co You don't have to navigate this alone. Let's walk through recovery together. Connect with Lindsey Website: www.herbestself.co  Private Facebook Community: Her Best Self Society www.herbestselfsociety.com  1:1 Client Applications: HBS Co. Recovery Coaching - Client Application - Google Forms . Subscribe & Review: If this episode resonated with you—if you saw yourself in Lindsey's rejection story—please subscribe to Her Best Self wherever you listen to podcasts and leave a review. Your reviews help other women who are tired of perfectionism and people-pleasing find this show and realize they're not alone. Share this episode with a friend who needs to hear the truth! About the Host Lindsey Nichol is a former competitive figure skater turned God-led entrepreneur, boy mom, and digital CEO. She understands how core beliefs formed in childhood can create and maintain eating disorder patterns, and she's passionate about helping women identify and transform these beliefs to find lasting freedom. If this episode helped you feel hopeful again and remember your worth isn't found in your body or on your plate, please share it with someone who needs to hear this message. Your support helps more women break the chains of limiting beliefs. *While I am a certified health coach, anorexia survivor & eating disorder recovery coach, I do not intend the use of this message to serve as medical advice. Please refer to the disclaimer here in the show & be sure to contact a licensed clinical provider if you are struggling with an eating disorder.

Matt Formston on Facing Fear, Redefining Limits, & Riding GiantsEpisode IntroductionWhat does it feel like to stare down a five-story wave you cannot see? How do you quiet the noise of global doubt telling you "the blind guy is going to die"? In this powerful and condensed episode, Steve delves into the mindset of Matt Formston—world champion adaptive surfer, Paralympian, and Guinness World Record holder.Matt opens up about the two distinct fights of his life: first, the desperate struggle to prove he wasn't disabled, and second, the purposeful fight to become the best version of himself. He shares profound insights on overcoming self-doubt, the practical process for tackling any fear, and why becoming a father changed his relationship with risk forever. This is a masterclass in resilience, presence, and turning perceived limitations into unparalleled strength.--About Our GuestMatt Formston is an Order of Australia member, a multiple-time world champion in surfing and cycling, and holds the Guinness World Record for the largest wave surfed by a vision-impaired athlete. His incredible journey is documented in the film The Blind Side.--Follow Our GuestWebsite: https://www.mattformston.com/Instagram: https://www.instagram.com/mattformston/Follow Us OnHost Instagram: https://www.instagram.com/thestevehodgson/Show Instagram: https://www.instagram.com/sharewithsteve/--Episode Highlights00:00 - The daunting global noise: "They're going to kill the blind guy."00:16 - The two types of fear: physical recklessness vs. the fear of being seen as "different."01:01 - The two fights of Matt's life: Proving he wasn't disabled vs. fighting for his best self.01:20 - Refusing to learn Braille and tackling the biggest kid to prove he was "normal."02:34 - The shift: Accepting his disability and starting the internal fight for self-mastery.03:59 - Steve's reflection: If a blind man can surf giants, what's stopping me?04:13 - The household rule: You were not allowed to use the word "can't."05:36 - Learning to surf blind, starting on a bodyboard to "feel" the wave at age five.07:41 - The documentary The Blind Side and surfing a record 51ft wave at Nazaré.08:15 - How you train for the "non-surfing" part of a giant wave: strength and breath capacity.09:48 - The crucial role of his support team and family.11:18 - The moment after a brutal wipeout when the safety team said, "No more."12:29 - Matt's 3-column framework for anyone scared to attempt something big.13:32 - How becoming a father introduced a new kind of fear and responsibility.15:02 - Battling the global media narrative and the doubt it creates.

Marshall Harris and Clay Harbor were joined by Yahoo Sports insider Russ Dorsey, who shared his reaction to left-hander Shota Imanaga accepting the one-year, $22-million qualifying offer to return to the Cubs in 2026.

In this episode, Ste sits down with Daniel White, founder of In Rhythm, to explore how reconnecting with sunlight, nature, and your circadian rhythm can transform your health from the inside out. Daniel's journey takes him from video-game addiction to helping others heal through circadian lighting and emotional awareness. He shares how the modern world's disconnection from sunlight, community, and stillness is at the root of much of today's suffering. They unpack: Why sunlight and circadian rhythm are the foundation of health How emotional wounds and nervous system tension block healing What breathwork, embodiment, and inner work reveal about true wellness How technology is reshaping our biology (and how to reclaim balance) The vision behind In Rhythm and bringing nature back into our homes This is a powerful reminder that health isn't just about what you eat, it's how you live, breathe, and connect. Chapters 02:00 – Growing Up in the UK 06:20 – Health Struggles and Video Game Addiction 08:30 – Academic Background in Nutrition and Psychology 09:40 – Discovering Circadian Rhythm Health 10:30 – Launching School Initiatives with Blue Blockers  13:20 – Founding In Rhythm: Bringing Nature Indoors for Healing 15:40 – Balancing Tech Use with Mindfulness & Nature 18:10 – Making Small Changes for Big Impact 20:00 – Children as Change Agents for Family Health 22:40 – How Small Shifts Transform Energy and Mood 26:40 – Importance of Emotional Healing and Trauma Work  35:50 – Finding Authentic Guides vs. Quick Fixes 47:40 – Accepting the Non-Linear Journey of Healing 57:00 – In Rhythm: Sleep Program and Dynamic Lamp Radical Health Radio is produced by Heart & Soil, founded by Dr. Paul Saladino, MD. Our mission is to help you reclaim your birthright to radical health through the most nutrient-dense foods on the planet.

Today, Hunter was joined by the CJA Panel Rep for New Mexico, Ryan Villa. The last time Hunter talked about CJA panels on the show he discussed how the federal government stopped paying the panels back in July. After months of not getting paid, Ryan and the rest of the New Mexico panel decided that enough was enough. They wrote a letter stating they would no longer be accepting new cases. With the future funding of this system in doubt, this could be a preview of what is in store for federal public defense in the near future.     Guest: Ryan Villa, CJA Panel Rep, Federal District of New Mexico   Resources: Contact Ryan ryan@rjvlawfirm.com Read the Letter https://www.reuters.com/legal/government/new-mexico-lawyers-stop-accepting-new-court-appointed-defense-work-over-funding-2025-11-05/ https://www.fd.org/news/new-mexico-defense-lawyers-stops-accepting-new-court-appointed-cases-over-shutdown Memo in California https://www.reuters.com/legal/government/federal-judges-can-compel-lawyers-represent-defendants-without-pay-california-2025-11-07/     Contact Hunter Parnell:                                 Publicdefenseless@gmail.com  Instagram @PublicDefenselessPodcast Twitter                                                                 @PDefenselessPod www.publicdefenseless.com  Subscribe to the Patreon www.patreon.com/PublicDefenselessPodcast  Donate on PayPal https://www.paypal.com/donate/?hosted_button_id=5KW7WMJWEXTAJ Donate on Stripe https://donate.stripe.com/7sI01tb2v3dwaM8cMN Trying to find a specific part of an episode? Use this link to search transcripts of every episode of the show! https://app.reduct.video/o/eca54fbf9f/p/d543070e6a/share/c34e85194394723d4131/home  

The guys offer some more thoughts on the Gleyber Torres news and hear from the people via your ticket texts on the topic as well.

Gleyber Torres has accepted the Tigers' qualifying offer and the guys discuss.

The guys opened the third hour with their NFL version of "Can We Say That?" Then, they reacted to the news that Gleyber Torres has accepted the Tigers' qualifying offer and will return to Detroit for another season.

Part 6: "...Accepting hardship as the pathway to peace..."  If I could take you back to the moment you first drew air into your lungs; if I could take you back to the swaddled little baby that you were and reveal to you all that was going to happen to you over the decades to come, you would have cried - cried that you had been born - and cried to return to the warmth and safety of the womb.  But those who live well: Those are the people who learned long ago that hard times are bound to come, and nothing is gained by resisting those hard times, trying to reverse them, avoid them, fix them, or undo them. All that can be done is accept such hardships. All you can do is to become a good steward of your particular suffering. Take responsibility for your own attitude and actions in your given circumstances. Don't resist the lessons that life will teach you.

The fund was created in 2020 by Epstein's estate after his death, as a voluntary, confidential alternative to litigation for survivors of sexual abuse by Epstein. It was administered independently by Jordana Feldman, and open to any individual alleging abuse by Epstein, regardless of statute-of-limitations or prior litigation. Claimants were asked to supply detailed descriptions of their abuse, undergo review, accept an offer, and sign a broad release that barred future lawsuits against the estate or many alleged enablers. By its conclusion in 2021, the program processed roughly 225 applications, deemed around 150 eligible, and distributed approximately $121 million to about 150 survivors.Critically, while the fund offered a quicker and less adversarial route, many survivors and advocates argue it was structured to limit exposure of Epstein's estate and his enablers rather than fully liberate survivors. Accepting the fund's offer meant waiving future claims against not only the estate but often other involved parties—potentially constraining further accountability. Moreover, subsequent reporting shows that even after the fund's closure, significant assets claimed by the estate remain unallocated, raising the question of whether victims received a fair share of Epstein's full fortune. With only about a quarter of the estate's estimated value reportedly reaching survivors, the fund's efficacy and fairness are under heavy scrutiny.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Dean Shelton from the Washington State Council of Firefighters talks to us about Coats for Kids! We have partnered with Operation Warm and the WSCF again this year to get 2500 coats on kids this year! $25 dollars gets a brand new coat on kids! Donate now at KISW.com!

Eckhart says the world is not here to make us happy, it's here to make us conscious. If we are looking for fulfillment in a particular relationship, job or life circumstances, we may find disappointment instead. Eckhart says we find peace when we let go of the demand that people and situations should fulfill us. When we accept what is, it becomes possible to find freedom in the here and now. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What does it really take to change your mindset and stick with it? In this episode, Ethan sits down with Paige to explore why lasting change isn't just about making one big decision but about continuously reframing and recommitting every single day. From battling unfairness to redefining success, Ethan shares hard-earned insights into discipline, mindset, and self-acceptance. Whether you're struggling with food, fitness, or any form of personal growth, this conversation will challenge your perspective on what it means to truly change.Sign up for Ethan's newsletter at ethansuplee.substack.com/subscribe.SHOW HIGHLIGHTS00:00 Welcome to the American Glutton Podcast00:19 What does mindset really mean?01:03 Ethan explains why mindset isn't a one-time decision02:50 The struggle of daily reorientation and repetition06:35 Defining the first step toward lasting change07:44 Why wanting something isn't enough11:02 The myth of permanent results and “easy” success13:40 Searching for the one cause behind failure15:48 Ethan's real definition of mindset17:16 Rebuilding from failed diets and methods19:48 The hard truth about sustainable change21:02 The unfairness of the journey22:51 The dessert story that reveals life's unfairness26:58 Life isn't fair – and that's okay27:43 What to do when it feels too hard29:18 Restructuring your life for success31:53 Maintenance and constant upkeep34:29 Adapting to new circumstances35:29 Finding balance in imperfect conditions38:11 Accepting what's realistic for you40:33 Redefining success and celebrating small wins43:08 The antithesis of mindset44:49 Realistic goals versus unrealistic dreams46:39 Finding satisfaction in your own story48:34 Ethan's approach to balance and self-compassion Hosted on Acast. See acast.com/privacy for more information.

Accepting and believing who we are in Christ allows us to do miracles. As reflections of Jesus, we have the same capability to walk on water the way He and the apostle Peter did. We have the supernatural authority to heal just like Jesus heals—if we believe it. We're God's children, with no need for us to earn that status. Because of who we are, we have the same authority and dominion as Christ; we must never let anyone convince us otherwise. To support the ministry financially, text "CDMPodcast" to 74483 or visit www.worldchangers.org

Listen to my Morning Monologue: I'm sharing my take on pressing issues, enlightening research on human behavior, answering questions I get by email, and my favorite, most instructive interactions with callers. Everything you'll hear is designed to help you become a better spouse, parent, family member, co-worker, friend, and human being. It's the free therapy you need! Call 1-800-DR-LAURA / 1-800-375-2872 or make an appointment at DrLaura.comFollow me on social media:Facebook.com/DrLauraInstagram.com/DrLauraProgramYouTube.com/DrLauraJoin My Family!!Receive my Weekly Newsletter + 20% off my Marriage 101 course & 25% off Merch! Sign up now, it's FREE!Each week you'll get new articles, featured emails from listeners, special event invitations, early access to my Dr. Laura Designs Store benefiting Children of Fallen Patriots, and MORE! Sign up at DrLaura.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this interview, Matt sits down with the one and only Fr. Mike Schmitz. The conversation focuses on accepting who God made you to be — as it relates to getting older, detachment (even from good things), anxiety, fatherhood, the spiritual life and more. Also discussed is fitness, the rising interest in Catholicism among young people today, Gen Z vs. Millennials, why Fr. Mike loves being a priest, the impact of Bible in a Year, God's love, grief, Fr. Mike's podcast, and the beauty or religious orders.