Podcasts about accepting

Send us a textAnger is loud. It fuels action, creates clarity, and gives a sense of control. But what happens when the anger fades, and the crisis is over, yet something inside still feels heavy?In this episode, the conversation moves beyond rage and into the quiet aftermath that nobody prepares you for. The sadness, the grief, the identity shift that comes when family members disappoint you in moments that mattered most. Join Anna and Tim as they unpack what it really feels like when the people you counted on did not show up, and why that realization can change how you see your family forever. They explore ambiguous loss, the emotional hangover after conflict, and the painful acceptance that some relationships will never be what you hoped they would be.This Episode Covers:What happens emotionally after intense anger subsides.Why family disappointment often turns into grief.Ambiguous loss and grieving people who are still alive.The emotional hangover after conflict and confrontation.Accepting people's limitations without emotional amnesia.The difference between boundaries and cutoffs.Letting relationships evolve without creating villains.Finding self-trust and authority after family pain.Ready to get out of your own way and finally feel grounded in who you are?Join the Emotional Mastery Group Coaching Cohort this January and learn how to regulate your nervous system, stop second-guessing yourself, and move through life with more clarity and power. www.annamarcolin.com/coaching-packages/p/emotional-mastery-group-coaching-january-2026-cohortUntil next time, here's to deeper connections and personal growth.Mad love!The podcast is now on YouTube! If you prefer to watch, head over to https://www.youtube.com/playlist?list=PLw3CabcJueib20U_L3WeaR-lNG_B3zYquDon't forget to subscribe to the Badass Confidence Coach podcast on your favorite podcast platform!CONNECT WITH ANNA:Instagram https://www.instagram.com/askannamarcolin/TikTok https://www.tiktok.com/tag/askannamarcolinEmail hello@annamarcolin.comWebsite https://www.annamarcolin.com

Accepting the gift that the Savior offers

The first announcement of Jesus’ birth wasn’t delivered to kings or crowds—it was given to shepherds under a night sky filled with glory. Luke 2:9–12 reveals a powerful invitation to come and see the newborn Savior, reminding us that the Good News of Christmas is meant to be received personally and shared boldly. Highlights God chose ordinary shepherds to receive an extraordinary invitation. Heaven’s announcement of Jesus’ birth was marked by joy, peace, and glory. The shepherds responded immediately—moving from fear to action. Encountering Jesus naturally led them to tell others what they had seen. The Christmas story begins with an invitation and continues through sharing. Bold faith has always been central to spreading the message of Christ. Gift Inspiration: Crosswalk's Holiday Gift Guide Looking for a meaningful way to celebrate the season? Check out our Holiday Gift Guide—from beautifully illustrated Bibles and devotionals to novels, greeting cards, and picture books, there’s something for everyone on your list. Wrap up stories for loved ones, tuck a book into your own nightstand, and join us in celebrating the wonder of giving this Christmas! Full Transcript Below: The Shepherds’ Invitation: Come and See By Lynette Kittle Bible Reading: “And there were shepherds living out in the fields nearby, keeping watch over their flocks at night. An angel of the Lord appeared to them, and the glory of the Lord shone around them, and they were terrified. But the angel said to them, ‘Do not be afraid. I bring you good news that will cause great joy for all the people. Today in the town of David a Savior has been born to you; He is the Messiah, the Lord. This will be a sign to you: You will find a baby wrapped in cloths and lying in a manger.’” - Luke 2:9-12 What a terrifying, yet amazing, birth announcement, to be awoken in the middle of the night, greeted with a host of heavenly angels filling and illuminating the dark sky to tell the shepherds the Good News of Jesus’ birth, inviting them to come and see the newborn King. As written in Luke 2:13-14, “Suddenly a great company of the heavenly host appeared with the angel, praising God and saying, ‘Glory to God in the highest heaven, and on earth peace to those on whom His favor rests.’” If that isn’t a royal, over-the-top, fanfare invitation, then what is? Even though the invitation startled the shepherds awake, once they recovered, they willingly accepted God’s gracious heavenly invitation to see the newborn King. As Luke 2:15-16 describes, “When the angels had left them and gone into heaven, the shepherds said to one another, ‘Let’s go to Bethlehem and see this thing that has happened, which the Lord has told us about.’ So they hurried off and found Mary and Joseph, and the baby, who was lying in the manger.” Spreading the Word: Inviting Everyone to Come and See After coming and seeing, Luke 2:17-18 describes what happened next, “When they had seen Him, they spread the word concerning what had been told them about this child, and all who heard it were amazed at what the shepherds said to them.” Accepting the angels’ invitation to come and see Jesus led the shepherds to spread the word by inviting everyone they met to go and see Him, too. It was a divine response from their hearts. As well, once we see Jesus for ourselves, our hearts are moved to invite others to come and see Him, too. Jesus Invites Everyone Jesus entered the world with an invitation, and He left us with one, too. Some of Jesus’ last words on earth are found in Mark 16:15, where He said to His followers, “Go into all the world and preach the Gospel to all creation.” The shepherds on that first Christmas night did just that, spreading the word of His birth and coming to the earth. They also told others how to find Him, and as they did, so are we all called to tell others, too. In school, I knew Jesus, but I didn’t tell anyone, so sadly, I didn’t lead anyone around me to faith in Him. Yet, my future husband made sure to tell everyone he met about Jesus at school, to the point that some other students who had heard about him avoided him. Even so, he still led more people to faith in Jesus than his preaching scared them away. Dr. D. James Kennedy, the late and great senior pastor of Coral Ridge Presbyterian Church and founder of Evangelism Explosion, was known for his tremendous boldness and fearless sharing of the Gospel with everyone he met. He didn’t even second-guess sharing his faith with individuals of other religious beliefs, or let people in high-profile positions in life keep him from sharing the Good News of Jesus Christ with them. Because of Dr. Kennedy’s fearlessness, countless souls have been invited to meet Jesus as their Savior, and countless numbers continue to be saved through his ministries, teaching others to be bold in sharing the Gospel with those around them. Intersecting Faith & Life: As Christians, are we inviting individuals to come and see Jesus, our newborn King, at Christmastime and all year round? Or, are we hesitating, not wanting to offend, or have people shy away from us? Are we like the shepherds so many years ago, willing to boldly tell others because we know it is the Good News of Christmas? Further Reading:The First Time Shepherds Heard about Jesus Discover more Christian podcasts at lifeaudio.com and inquire about advertising opportunities at lifeaudio.com/contact-us.

Trouble ensues when we avoid saying what we actually need and expect the people we love to just know. In this episode of Complicated Kids, I sit down with Kati Morton—licensed marriage and family therapist and longtime mental health educator—to talk about why clear, direct communication isn't just a "nice-to-have," but a skill that can change relationships and, in some cases, save them. We dig into why so many of us avoid saying what we actually need, how resentment builds when we expect others to read our minds, and why discomfort isn't something to run from—but something to move through. Kati breaks down what clear communication really looks like in adult relationships, including when not to communicate (no trauma dumping), how to ask for help without blame, and what to do when you've spoken up and nothing changes. We also explore the DEAR MAN framework, how people-pleasing and control sneak into everyday interactions, and why letting someone help "the wrong way" is often better than doing everything alone. This conversation is especially relevant for parents—particularly those raising complicated kids—because when our adult relationships are strained, unsupported, or full of unspoken expectations, that stress shows up everywhere. Clear communication doesn't make relationships perfect, but it does make them more honest, more resilient, and more human. If you've ever thought, "Why do I keep doing this?" or felt stuck between staying silent and saying too much, this episode will feel grounding, validating, and surprisingly practical. Key Takeaways Clear, direct communication reduces resentment and helps relationships function with more trust and stability over time. Unspoken expectations often lead to burnout because others cannot meet needs they don't know exist. Asking for support works best when it's specific, timely, and framed around your own experience rather than blame. Children should never be responsible for regulating or carrying adult emotional needs, even when transparency is important. Choosing the right moment to communicate matters just as much as the words being used. The DEAR MAN framework offers a practical structure for asking for change without escalating conflict or defensiveness. A single attempt at communication doesn't always change patterns; consistency and clarity are often required. Accepting help means allowing others to do things differently—and tolerating imperfection in the process. Discomfort is a necessary part of growth and often signals an opportunity to strengthen connection rather than avoid it. Difficult conversations, when handled with care, frequently deepen relationships instead of damaging them. About Kati Morton Kati Morton is a licensed marriage and family therapist specializing in eating disorders and self-injury. She has been creating mental health education content since 2011 and is widely known for translating complex psychological concepts into practical, real-world tools. About Your Host, Gabriele Nicolet I'm Gabriele Nicolet, toddler whisperer, speech therapist, parenting life coach, and host of Complicated Kids. Each week, I share practical, relationship-based strategies for raising kids with big feelings, big needs, and beautifully different brains. My goal is to help families move from surviving to thriving by building connection, confidence, and clarity at home. Complicated Kids Resources and Links:

12/14/25 Fr Augustine Joseph - 3rd Sunday of Advent (English) by St. Peter's Chaldean Catholic Diocese

Why is "recruit and retain" becoming the central talent strategy in Japan? Japan faces a demographic crunch: too few young people can meet employer demand, and this shortage has persisted for years. Since 2015, the shrinking youth population has pushed competition for early-career talent higher. With a smaller talent pool, every hiring decision carries more risk, and every resignation hits harder. Turnover among new recruits has started climbing again. A few years ago, more than 40% of new recruits left after training; the figure now sits around 34%, and it may rise further. Companies spend heavily to train early-career hires, so losing them soon after onboarding forces employers to pay twice: once to train and again to replace. Mini-summary: Japan's talent pool keeps tightening, and early departures turn training spend into replacement cost. How does the traditional April intake model still shape recruiting in Japan? Major firms still run large-scale April intakes at the start of the financial year, with uniformed new recruits seated in rows. That model remains visible and important, but it no longer tells the whole story. As demand for young workers intensifies, companies can't rely only on a predictable, annual graduate cycle. Mid-career hiring of younger workers is moving into the spotlight. In practical terms, HR teams shift from one big annual intake to continuous recruiting throughout the year. As the labour market grows more fluid, firms compete for talent in real time—not just once a year. Mini-summary: The April intake remains, but year-round mid-career hiring becomes strategically central. Why will mid-career poaching intensify, and what does that change for employers? Younger employees increasingly know their market value, and recruiters actively scout them. As a result, more young workers will likely move jobs more frequently. Recruiters lean into poaching because high volume can make the model profitable even when individual fees stay modest. Expect a "free-agent" rhythm where people recycle through roles every two to three years. That churn reinforces itself: recruiters place the same cohort repeatedly, younger workers normalize frequent moves, and employers feel instability as a default condition. If you want stability, you must treat retention as a core strategy—not an afterthought. Mini-summary: Poaching becomes systematic because volume pays, and frequent moves become a market norm. When should retention start, and who should it target? Retention starts earlier than many leaders assume—right when a candidate says "yes." Accepting an offer triggers second thoughts for some people, especially when competing messages, family opinions, or pressure from a current employer shows up. So retention doesn't only apply to current employees. It also applies to new hires who haven't started yet. Stay in contact, reinforce the decision, and remove the space where doubt grows. Mini-summary: Retention begins at "yes," not on day one, because buyer's remorse can derail hires before they start. How should employers respond to counteroffers and the rising cost of replacement? Incumbent employers will counteroffer more aggressively because replacing people costs more than paying to keep them. Don't wait for a resignation to act. Increase pay and improve conditions before people decide to leave, rather than matching numbers after they quit. Replacement costs stack fast: lost time, reduced productivity, internal friction, recruiting effort, and onboarding load. If you wait until resignation to respond, you often choose the most expensive option overall. Mini-summary: Proactive pay and retention reduce costly churn; reactive counteroffers arrive too late and drain productivity. What is different about onboarding mid-career hires in Japan, especially in large firms? Mid-career hires arrive one at a time, not in large cohorts. In big firms, HR teams typically manage onboarding, paperwork, and training, but routine can hide weak execution. When teams run a process on autopilot for years, quality slips without anyone noticing. Treat onboarding like something you continuously inspect. Review how you bring people in, and ask recent hires what worked and what didn't. In a retention fight, onboarding becomes a front-line capability—not a box to tick. Mini-summary: Large firms need to audit onboarding quality, because autopilot processes can quietly undermine retention. What do smaller firms need to change to retain mid-career hires? Smaller firms often provide only the basics: payroll setup, insurance, a desk, and a phone. That approach doesn't protect retention. Busy leaders sometimes avoid investing time in a new hire, but that "time-saving" move often backfires. Under-support raises the risk of early departure—right when the hire matters most. Owners and senior leaders need to show up more than they used to. Treat talent like gold because the market won't supply easy replacements. Mini-summary: Small firms must increase leader involvement, because minimal onboarding drives expensive churn. What does a "well organised and welcoming" onboarding programme look like? Build a full daily programme in advance: briefings, self-study, mentoring, and training. New hires watch for signals of professionalism, and a clear plan sends a powerful one. That first impression shapes whether they see the company as a stable, well-run home. Design onboarding templates and reuse them. A template lowers friction, reduces randomness, and makes each new hire's experience more consistent over time. Do the design work upfront and you'll improve execution—and retention—later. Mini-summary: Planned daily onboarding and reusable templates strengthen first impressions and improve retention by making quality visible. About the Author Dr. Greg Story (Ph.D. in Japanese Decision-Making) serves as President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He has won the Dale Carnegie "One Carnegie Award" twice (2018, 2021) and received the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, he delivers global programs across leadership, communication, sales, and presentation skills, including Leadership Training for Results. He has authored several books, including three best-sellers—Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery—along with Japan Leadership Mastery and How to Stop Wasting Money on Training. Japanese translations include Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). Greg publishes daily blogs on LinkedIn, Facebook, and Twitter on leadership, communication, and Japanese business culture. He also hosts six weekly podcasts, including The Leadership Japan Series, The Sales Japan Series, The Presentations Japan Series, Japan Business Mastery, and Japan's Top Business Interviews. On YouTube, he produces three weekly shows—The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews—that executives use as ongoing resources for succeeding in Japan.

+website www.bishinthenow.com +Youtube – BishInTheNow Bishop Jim’s insightful messages help others find THEIR METRON through M~otivation E~nlightenment T~ranscendence R~enewal O~utreach and N~etworking Join us in person each Sunday at 195 Arizona Ave NE w1, Atlanta, GA 30307 Watch the video on Facebook:   Here Watch the video on Youtube :   Here Follow Jim Swilley on Facebook to see the videos live Sundays at 11 am – https://www.youtube.com/bishinthenow I – AI Overview of “Holding Space” Holding space means being fully present, creating a non-judgmental, safe environment where someone can express their feelings, experiences, or struggles without you trying to fix, change, or guide them, allowing them to feel heard, seen, and supported in their own process. It’s about compassionate witnessing, offering a safe “container” for their emotions, and simply being there, which builds trust and deeper connection. Key aspects of holding space: Presence: Being authentically and undistractedly present in the moment, focusing on the other person’s experience. Non-judgment: Accepting their feelings and story as valid without criticism or imposing your own views. No fixing: Resisting the urge to offer unsolicited advice or try to solve their problem, which can feel dismissive. Safe environment: Creating a sense of security where they feel safe to be vulnerable and express difficult emotions. Bearing witness: Acting as a supportive witness to their pain, joy, or uncertainty, letting them lead. How it’s different from other interactions: Not “hijacking” space: The opposite is taking over, controlling the narrative, or making it about your own anxiety or ego. Not just being nice: It’s a deeper, intentional act of support, distinct from just sharing laughs or being polite. When to use it: When someone is grieving, stressed, or in crisis. To foster deeper, more authentic relationships. In therapy, coaching, or supportive friendships. How to do it: Listen actively and ask clarifying questions like, “What are you feeling about that?”. Validate their experience with phrases like, “That sounds incredibly difficult,” or “I can see why you’d feel that way”. Sit with them in silence if needed, offering your quiet presence. Communicate your presence, e.g., “I’m here for you, no fixing needed”. _______________________________________ II – #jimswilleybooks “But the angel spoke immediately and authoritatively, saying to them, “Do not be afraid! I am here to announce good news to you…good news of a great and joyful event, and of a new reality! And this good news…this new reality…is for all people everywhere…it is for the entirety of humanity! This very night a Savior has been born in the City of David…a Savior who will perfectly embody the Christ, and will be known as the Lord! If you seek Him you will find Him…and this is what you’re to look for: a baby swaddled in a blanket, and lying in a feeding trough for animals!” As soon as the angel made this declaration, the sky above the shepherds’ heads lit up, and was filled with a seemingly infinite number of angels who formed a thunderous, mass choir, singing God’s praises, and shouting, “GLORY TO GOD IN THE HIGHEST PARTS OF THE HEAVENLY REALM…AND IN THE EARTHLY DIMENSION, PEACE…PEACE TO EVERY SINGLE PERSON ON THE EARTH…AND A REVELATION TO THEM THAT GOD’S WILL TOWARD ALL OF HUMANITY IS ONLY GOOD!”” (Luke 2:10-14 – Luke In The Now/Gospels In The Now) _____________________________ III – José y Maria by Everett Patterson

Here I offer a guided meditation where we are invited to offer the heartfelt qualities of the mind to sounds and to the body. We are also invited to meet any resistances in that same heartfelt space. Meditation can be challenging at times. Occasionally we may experience things which surprise as a result. If you have any questions or concerns in regards to this, or other meditation practices, please feel free to message me through my website: www.suchsweetthunder.orgI have been practicing meditation for 40 years and have been successfully teaching meditation worldwide since 2009, giving talks, facilitating retreats, and have authored two books. I have received formal training in Theravada, Mahayana (Tibetan, Zen,) and Vedanta meditation techniques as well as Trauma Sensitive Mindfulness, MBSR, Neuroplasticity, Non-Violent Communication, and Buddhist Psychology. I teach from a secular voice and I am passionate about bringing timeless wisdom teachings to people of any faith, belief system, or tradition.If you find these podcasts helpful please consider making a donation: PayPal.me/suchsweetthunderMay All Benefit

This podcast is brought to you by Outcomes Rocket, your exclusive healthcare marketing agency. Learn how to accelerate your growth by going to⁠ outcomesrocket.com Recognizing that life has an expiration date makes both medicine and risk-taking more meaningful, and that insight runs through this entire conversation.  In this episode, Dr. Orvil Martinez, CEO of the Advanced Medical Research Center, and Dr. Felix Rivera, owner of US Neurology Consulting, discuss how their Puerto Rican roots, love of adventure, and passion for technology influence their medical practice and vision for the future of healthcare. They share wild stories of skydiving from airplane wings, bungee jumping over concrete, and near-fatal injuries, set against the backdrop of their lives as thoughtful clinicians, parents, and technophiles. The conversation then turns to AI's potential to ease primary care burdens in Puerto Rico, support tele-neurology, reduce overhead, and sustain independent practice. They close by unveiling plans for the island's first AI Congress in November 2026, underscoring that innovation, trust, and accepting mortality are essential to living fully. Tune in and learn how personal risk, family roots, and bold AI vision are converging to reshape care in Puerto Rico and beyond! Resources Connect with and follow Dr. Orvil Martinez on LinkedIn. Visit the Advanced Medical Research Center website. Follow and connect with Dr. Felix Rivera on LinkedIn.

In hour 2, Shasky previews his rap song on the Warriors and the guys encourage callers to give their craziest takes on what the Warriors should do to remedy their problems.

Click here to join the December “Goal Setting” hangout Hosted on Acast. See acast.com/privacy for more information.

Disruption: She Doesn't Look Like a Lawyer And That's Her Biggest Advantage | Sophie Murgatroyd Law by Sophie InterviewSophie Murgatroyd built Law by Sophie from nothing to a thriving practice in 18 months by rejecting every rule traditional lawyers follow: showing up in gym kit, niching into equine law, and marketing herself as "Legally Blonde." But her success runs deeper than tactics: five years ago, she survived violent trauma that took her unborn son Ashley's life, battled PTSD and depression, and rebuilt herself through therapy and sheer grit. Her secret? People buy from people, and authenticity is the ultimate competitive advantage.What You'll Learn:- Disruption in traditional industries: Being different attracts clients desperate for authenticity- Niching down: Specialising in equine law created a magnetic pull for clients who found someone who speaks their language- Courage to be disliked: Accepting you're not everyone's cup of tea grows your business faster- Trauma into resilience: Surviving violence and loss, therapy became essential for rebuilding- Therapy in high performance: Five years of consistent therapy transformed her life- Personal brand building: Showing up as yourself generates more business than corporate marketing- The By Sophie Empire: Building multiple businesses under one personal brand- Yorkshire farmer lessons: Early lessons about graft and earning what you want fuel her driveKey Quotes:"Replace the word 'algorithm' with 'audience' in any YouTube conversation, and you'll have your answer.""I'm not gonna be everyone's cup of tea. And do you know what? That's okay.""Therapy saved my life without a doubt.""Be unapologetically you."Sophie Murgatroyd's Background:Sophie Murgatroyd founded Law by Sophie, specializing in equine and agricultural law. A Yorkshire farmer's daughter, she qualified as a solicitor at a major Manchester firm. Five years ago, she survived a violent trauma that took her unborn son's life, leaving her battling PTSD and depression. Through therapy and her dog Kipper, Sophie rebuilt her life and launched Law by Sophie 18 months ago. She's now building the "By Sophie Empire" with multiple ventures and applying to become a judge. Hosted on Acast. See acast.com/privacy for more information.

Question Summaries 1️⃣ Best coaching advice you've gotten“It doesn't have to be about who — it can be about what.”Freed her from the pressure to niche by audience; she leaned into values.Shifted her entire perspective on what authentic coaching looks like.2️⃣ What are you still trying to improve about your coaching?Learning to embrace silence rather than fill it.Recognizing her own “know-it-all” tendencies and stepping back.Seeing pauses as productive — where the client's best thinking happens.3️⃣ Most outrageous thing you've done, tried, or said in a sessionCalling BS when clients hide behind surface-level stories.Pushes hard — but only when deep trust exists.Trusts her instincts to dance between mentor, consultant, and coach.4️⃣ What still makes you squirm or uncomfortable?Talking about money and “selling” her value.Learning to see pricing as respect for her own worth.Embracing “Hell yes or Hell no” as her filter — no “Hell maybes.”5️⃣ Advice for someone new to coaching“You have to break yourself open to become a great coach.”True learning comes from going inward and unlearning old habits.Coaching is an inside-out profession — not a set of tools.6️⃣ What have you had to conquer on your path to being a great coach?Releasing the need to fix others (and her kids).Choosing curiosity over control, especially as a parent.Accepting that not everyone wants to grow — and that's okay.7️⃣ Are you using AI in your coaching practice?Uses AI as a thought partner to spark creativity and expand thinking.Blends AI with tools like Enneagram and Positive Intelligence for depth.Encourages clients to ask AI, “How should I use a coach?”8️⃣ What have you learned about yourself through coaching?A lifelong fascination with human consciousness.Rediscovered her teenage love of psychology and helping people grow.Realized her impact comes from curiosity, connection, and consciousness.

Are you missing the sacred invitations God, the Universe, and your Inner Child have been sending you? Most of us don't realize how many invitations we decline every single day—invitations to heal, to rise, to trust, and to step toward our purpose. What if your next chapter… your breakthrough… your healing… has already been invited in, but you've been too overwhelmed, distracted, or afraid to see it? In this episode, Tami unpacks: The invitations you've been ignoring (and why they matter NOW) Why your Inner Child holds the key to your next chapter How fear and imposter syndrome block your blessings What happens when you let what you've always wanted “drive by” How slowing down helps you hear divine guidance Why 2025 was your year of shedding And how to accept the invitation to move forward into 2026 with clarity and courage Through stories of faith, synchronicity, spiritual insight, and even an unexpected lesson from the Abominable Snowman, this conversation helps you recognize your own divine invitations—the ones gently nudging you toward your highest self. If you've felt stuck, unseen, disconnected, or unsure of your path…THIS is the episode that will reconnect you with your purpose, your Inner Child, and the voice within that's been whispering your next step. Chapters 2:00 — Where in your life are you waiting for an invitation? 6:28 — The Pastor's message about sports cars + spiritual timing 9:24 — What it means to watch your desires “drive by” 13:14 — Healing childhood wounds through adult invitations 17:17 — Running toward your highest self 25:05 — Life lessons from the Abominable Snowman 28:54 — If your Inner Child holds the key, why are you running from them? 31:40 — Turning down the volume to hear your Inner Child 36:30 — When is the last time you stopped to adore something? 44:50 — 2025: The year of shedding what no longer serves 50:45 — Accepting the invitation to move forward CONNECT WITH TAMI Link Tree: https://go.unscriptedhealingwi.com/link-tree F45 Madison West: https://f45training.com/studio/madisonwest/ Free 7-Day Trial — Use Code: TAMI If this episode spoke to you… Leave a comment, share your biggest takeaway, or tag Tami on Instagram. Your story might be the next sacred invitation someone else needs.

Okay pull up a chair to THE TABLE because it's time to talk about the question that has been floodinggg my DMs lately: I have done the work to accept my body, now what?

In this Episode of the Heal with Kat Show, We talk about why 2025 felt so intense for so many of us, how this show was born from a desire to be of deeper service, and what's coming next as we move into a new chapter together. I also share some big personal updates, including my move back home to San Diego and the upcoming release of my book, From Black Sheep to Cycle Breaker—a guide for anyone who's ever felt like the odd one out in their family system and knows they're here to change something.We explore inner child work, family constellation therapy, nervous system healing, and the practice of acceptance as tolerance—not excusing harm, but learning how to stay grounded, resourced, and sovereign in relationship. Bring your questions and your curiosity, let's dive in.Question 1 (5:27): I struggle accepting my family in their imperfections. I want a relationship with them because I can handle their stuff but then I find myself wanting or needing them to be perfect or meet my expectations Question 2 (15:28): What's one cycle you think a lot of people should break?Question 3: (25:00) I'm newly divorced and I don't feel like I need to process anything. Am I blind?

On today's episode, Andy answers your questions on handling doubt after failure, staying committed without getting complacent, and learning to accept praise after wins.

In this profound conversation, Dr. Daniel Siegel, clinical professor of psychiatry at UCLA School of Medicine, founding co-director of the Mindful Awareness Research Center, and bestselling author—shares groundbreaking insights on parenting, brain development, and human flourishing.Dr. Daniel Siegel is one of the world's leading experts on interpersonal neurobiology and author of influential books including "The Developing Mind," "Parenting from the Inside Out," "The Whole-Brain Child," and "Mindsight." His work bridges neuroscience, psychology, and contemplative practice.THE CORE PRINCIPLE: INTEGRATIONDaniel Siegel introduces the foundational concept governing well-being across all scales—from neurons to nations.Integration means honoring differences (differentiation) while creating connections (linkage). When integration is blocked, we experience chaos, rigidity, or both. The revolutionary equation: integrative relationships create integrated brains, which generate resilient minds, meaningful relationships, and flourishing lives.TEMPERAMENT VS. PERSONALITY: THE NEUROSCIENCEDr. Siegel reveals cutting-edge research on how temperament—rooted in brain stem connectivity formed in the womb—differs from personality. Temperament is inborn (not necessarily genetic) and characterised by sensitivity and intensity across three core motivational drives: Agency (embodied empowerment), Bonding (relational connection), and Certainty (predictability and safety). Personality develops as we adapt our temperament through experience, particularly attachment relationships.THE BEST PREDICTOR OF CHILD OUTCOMESThe most powerful finding in attachment research: how parents make sense of their own life history predicts their child's development better than what actually happened to them. PRACTICAL PARENTING WISDOMLearn the "4 S's" framework—how children need to be Seen, Soothed, Safe, and Secure. Discover why humans evolved for "alloparenting" with multiple caregivers. Understand the COAL state of mind (Curious, Open, Accepting, Loving) when navigating challenging behaviors.NINE DOMAINS OF INTEGRATIONDr. Siegel explains practical applications: Left-Right Integration (your infant's right-hemisphere communication), Vertical Integration (accessing body wisdom), Memory Integration (transforming implicit memories), and Consciousness Integration (the "Wheel of Awareness" practice).THE MWE IDENTITYDaniel Siegel offers hope: we can raise the next generation with expanded identity—not just "me" but "MWE" (me + we), recognizing we're part of interconnected systems. This shift could transform humanity's trajectory toward collaboration and thriving.Other References: "Mothers and Others" by Sarah Blaffer Hrdy, Roger Sperry's Nobel Prize work (1981), Carol Dweck's research, Ed Tronick's "Still Face Experiment," Jaak Panksepp's affective neuroscience, Mary Helen Immordino-Yang's research(00:00) Introduction (02:59) What is Integration? (08:05) The Integration Equation (09:28) The #1 Predictor of Child Success (12:48) Alloparenting: We Need a Village (19:10) When Your Child Only Wants Mom(24:10) The importance of Temperament in Attachment (30:13) What is Temperament vs Personality (34:50) The Handy Model of the Brain & Our Temperament(40:24) Does Personality Change Throughout Time?(45:37) Personality & Why Understanding it Helps(48:40) Personal Story - How Temperament & Experience Interact(53:57) The Nine Domains of Integration (55:20) Brain Architecture in 2025(56:46) Left-Right Hemisphere Debate (58:44) Bilateral Integration (01:02:01) Intuition vs Flashbacks from Implicit Memory (01:06:48) The ABCDE Therapy Mnemonic(01:10:01) Memory Integration(1:12:05) The Wheel of Awareness (1:15:51) The Plateau of Protection (1:19:58) Nine Personality Patterns (1:29:45) Magic Wand Question for Parents (1:33:00) Magic Wand for Children

Accepting The Real Christ Christ at the Center Pastor Don Porter

Life is full of nuisances. For many – maybe all – life inevitably contains some pain, suffering, and affliction. How we approach these situations is a central element of our religion and theology. Our Sages revealed to us that accepting affliction is a means to achieve wisdom. It is one of the 48 ways to […]

Accepting the Unexpected // Pastor Jeremiah Andrews by Central Baptist Church

How will we be a church that is hospitable to their search & introduce them to Jesus?1. Belief is OBEYING JesusGod - Loved - Gave - World - Son - Everyone - Believes - LifeA. ACCEPTING  before UNDERSTANDING.2. Belief is PURSING JesusA. FIDELITY before FRUIT3. Belief is TRUSTING Jesus.A. SURRENDING before SEEINGO-P-T Obey, Pursue, Trust"Opting in on Jesus means choosing to live with Him, for Him, and like Him"

Venezuelan Opposition Leader Accepts Nobel Prize in Oslo: Colleague Evan Ellis reports on Venezuelan opposition leader Maria Corina Machado accepting a Nobel Peace Prize in Oslo after escaping her country, outlining a new US national security strategy increasing military presence in the hemisphere and the seizure of a sanctioned oil tanker. 1954

It's our annual holiday episode, this time with Dougy Center Executive Director and TEDx speaker Brennan Wood. Brennan first encountered Dougy Center after her mom, Doris, died of breast cancer three days after Brennan's 12th birthday. She has since navigated almost four decades of holiday seasons with grief along for the ride. She shares about the early years that were awful; the young-adult years she spent volunteering away from family; and how, as an adult, she's learned to hold both grief and joy while creating new traditions for her own family. Whether this is your first or 41st holiday season with grief, this conversation offers validation, tangible suggestions, and new ways to think about this time of year.   We discuss:  How attending a peer grief support group as a teen introduced Brennan to the idea that grief is to feel, not fix. Accepting that not everything has to be bright and shiny, especially during the holidays.   Recalling the first Christmas after her mom died and why it felt awful.  New traditions she's created as an adult with her own family.  Grounding rituals Brennan uses, especially during the holidays.   Why it's okay to be mad at holiday traditions you used to love.  Need additional tips and suggestions for this time of year? Check out our past episodes and our Holiday Grief Tip Sheet & Worksheet  It's Okay That It's Not the Same: Grief at the Holidays  It Can Be So Awkward: Holidays & Grief  The Not- Most Wonderful Time of the Year: Holidays & Grief  Grief And The Holidays   Under Pressure – Grief & December Holidays  Watch Brennan's TEDxPortland Talk - https://www.youtube.com/watch?v=ZN4zP5baJrg Read her A Kid's Book About Grief - https://dougybookstore.org/products/a-kids-book-about-grief Learn more about Brennan - https://www.dougy.org/about/team-dougy/executive-director

Peace is from God. We try to generate it, duplicate it and think that by saying it, it happens. It is a spoken word originating from God and given to us. Words are life-giving, or life-taking. Accepting peace is an act of our will, and a posture of our heart through which life is reproduced in the fullness of God-likeness as we carry about the life of Jesus in us. Listen carefully and let the peace of God rule in your heart and mind today. Daylight Meditations is a daily podcast from CFO North America. Please visit CFONorthAmerica.org to learn more about our retreats, and online courses. If you are encouraged by this podcast, please consider supporting us. Contributors: Michelle DeChant, Nancy Holland, and Adam Maddock

In this Pocket Sized Pep Talk, you'll learn:Why repetition isn't boring when it's applied to ever-changing audiences.How sticking with proven methods ensures consistency in business, training, and presentations.When and how to innovate without letting boredom undermine effectiveness.Accepting and mastering repetition allows you to perform at your best while maintaining the integrity of your message.

Want to ask a question, or share what you loved? Send us a text!Welcome to Day 4 of The Glow Up!Listen if you want to know:Why building from "I don't like what I have" will always feel like you're trying to escape yourselfThe false story keeping you stuck: "Once I have a different reality, these things will go away"How to move from "I'd like this to be different" to "I DECIDE this is going to be different"Why you're stuck in Groundhog Day (hint: you're waiting for reality to change before you expect it to)The biggest gift coaching ever gave Carly about how perception actually worksHow your brain's predictions are creating your current realityThe annual evolution that keeps raising your baseline every single yearIf you're inside The Fulfillionaire Collective, you have these resources available to you inside the Transformational Toolkit. If you're not in there and you'd like to join us and spend the next year answering the question “how simple, profitable and fulfilling can we allow business to be?” , please go ahead and do that here.A gentle reminder that yesterday I placed The Future is Bright Masterclass on sale for the first 20 people, 50% off. If you wanted to grab it and you haven't yet, now would be the time. Use the code ‘brightfuture' here.I'll see you tomorrow for Day Five of The Glow-Up.Support the show

The NBA Emirates Cup concludes this week...with the semifinals and finals taking place in Las Vegas. Unfortunately for the NBA...the league is being called out by Refugees International for partnering with the UAE. According to Refugees International...the UAE is allegedly responsible for funding a war in Sudan. We discuss the NBA partnering with the UAE...and the subsequent backlash the NBA is receiving. We explain why Middle Eastern countries are using sportswashing...to buy influence with American culture. We discuss Middle Eastern countries using corporate greed against leagues like the NBA...to cover their atrocities and spread Islam throughout America. USE PROMO CODE BTL20 TO SAVE 20% WITH DROP-IT WINE: https://dropitwine.com

12-09-25 - Raiders Taking Heat Over Ending That Affected Point Spread - Tempe Tavern Owners Respond To Latest Sting Involving 245 Underage Drinkers As We Remember Getting Fake IDs - Mother Laments Prison No Longer Accepting Written Letters To Her SonSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

12-09-25 - Raiders Taking Heat Over Ending That Affected Point Spread - Tempe Tavern Owners Respond To Latest Sting Involving 245 Underage Drinkers As We Remember Getting Fake IDs - Mother Laments Prison No Longer Accepting Written Letters To Her SonSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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.

Accepting one anotherSeries: Lectionary Preacher: Rev. Thomas HinsonDate: 7th December 2025Passage: Romans 15:1-13

Can I Accept?

In this sermon on the Advent theme: Accepting, Pastor Joseph speaks through passages in the book of Luke.

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.

Friendship shifts are the worst. Why isn't there a warning message?! Ugh, let's yap.YOUTUBE: ⁠aliyahscorner⁠TIKTOK: ⁠aliyahscorner_⁠INSTAGRAM: ⁠aliyahscorner

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 

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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

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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