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This episode breaks down why hard conversations often go poorly in coaching and how to handle them with clarity, calm, and consistency. Rob and Dustin outline a simple, repeatable framework that works with today's athletes and staff.Key Ideas• The 10–90 Rule: The first 10% of a hard conversation determines 90% of the outcome. How you start matters most.• Why these conversations matter: Most athletes have low reps in real conflict. Avoidance and emotional escalation are common. Coaches who handle conflict well build trust and stability.The Six Steps1. Invite — don't ambush Set a clear time, place, and purpose. Avoid vague “we need to talk” messages.2. Identify the issue Name the problem and stick to it. Don't drift into personal attacks.3. Inform the process Set simple ground rules: listen first, ask clarifying questions, work toward next steps.4. Listen to understand Not to win. Let the other person fully empty the tank.5. Give back Acknowledge the kernel of truth. Take the low seat when appropriate; it strengthens trust.6. Take action Agree on next steps and walk out aligned. Clarity and unity matter.SummaryConsistent structure + emotional regulation = better outcomes. Coaches who embrace hard conversations—not avoid them—lead stronger teams.LinksApple: https://podcasts.apple.com/us/podcast/beyond-coaching-an-impactful-coaching-project-podcast/id1711128150 Spotify: https://podcasts.apple.com/us/podcast/beyond-coaching-an-impactful-coaching-project-podcast/id1711128150 Substack: https://impactfulcoachingproject.substack.com
Brad Beeler, author of Tell Me Everything and retired Secret Service agent who has conducted more criminal polygraphs than anyone in the agency’s history, was clearing a house on a search warrant when he came across two dogs: a pitbull and a Chihuahua. His focus locked on the pitbull. The stereotype. The threat. Meanwhile, the Chihuahua circled behind him and jumped up, latching onto him right between the legs while his partner stood there laughing. We assign horns and halos fast. Brad learned that lesson with dogs. You learn it every time a prospect shuts down before you finish your introduction. Horns mean danger. Hurtful. Someone here to take from me. Halo means safe. Helpful. On my side. Over 25 years of getting people to confess to federal crimes, Brad discovered something powerful: the same instincts that get hardened criminals to talk work in conference rooms. The techniques that break through with people who have every reason to lie also work on prospects who have every reason to brush you off. Because in both environments, trust determines everything. Why Building Trust With Prospects Is Harder Than You Think Your brain’s been running this horns-and-halos program for 300,000 years. When something rustled in the bushes, you made a split-second decision: climb a tree or fight. That quick judgment kept you alive. The moment you walk into a prospect meeting, their brain assigns you horns automatically. You are the salesperson. The interruption. The person asking for their budget. In their mind, you represent risk before you ever speak. It happens on cold calls. You say, “Hi, this is…” and they are already calculating how to end the conversation. On discovery calls. In demos. At conferences when you introduce yourself. Every single time. You are fighting ancient wiring every time you engage a buyer. So what can you control? The first 90 seconds. How to Build Trust in the First 90 Seconds We remember first impressions and last impressions. In most meetings, it begins and ends with a handshake. Brad puts antiperspirant on his right hand. He warms his hands before entering a room. He holds eye contact for one second. Faces the person straight on. Slows his pace. Lowers his tone. It sounds mechanical. But every one of these micro-decisions either confirms horns or begins to build a halo. Wet handshake? You’re nervous, unprepared, not confident in what you’re selling. Avoiding eye contact? You’re hiding something or you don’t believe in your own pitch. Talking too fast? You’re trying to get something past them before they catch on. When you control these variables, people’s guard comes down faster. You’re giving their brain evidence that maybe, just maybe, you’re not the threat they assumed you were. The Trust-Building Technique Most Salespeople Get Wrong Brad would sit across from murder suspects and open with one line: “I need you to help me understand.” Humans are hardwired to explain. When you position yourself as the learner, something shifts. They become the expert. Their guard drops. They start talking. Most salespeople walk in ready to educate. Your deck. Your case studies. Your demo. You’re there to prove you know their problems better than they do. Sometimes that works. But think about what it communicates: “I already know what’s wrong with your business. I just need you to agree with me and sign here.” Instead, try: “Walk me through what happens when your team processes a new order.” “Help me understand how you’re handling onboarding right now.” “What’s your biggest bottleneck?” Invert the dynamic. You’re not there to impress them. You’re there to learn from them. Once buyers start explaining their world, they reveal what matters. The workaround their team built. The spreadsheet that breaks every month. The process leadership thinks is automated but is completely manual. That’s the information that moves your deal forward. How to Build Rapport Before the Real Conversation Starts Before interrogating two suspects, Brad bought them food. Popeyes for one. McDonald’s for the other. Twenty-two dollars total. The next day, the woman’s on a jail call: “Yeah, they got me with the McDonald’s. That’s why I confessed.” It was not about the food. It was about comfort. Lowering the guard. Creating what Brad calls a confessional environment where people feel safe telling the truth. You’re probably not buying prospects lunch before your first call. But the principle still applies. Show up five minutes early so they don’t feel rushed. Ask about their weekend before diving into business. Acknowledge that you know their time is valuable. Turn your camera off if they seem uncomfortable on video. Send the agenda beforehand so there are no surprises. These are small friction eliminators. They signal: I’m not here to ambush you. I’m not trying to catch you off guard. We’re having a conversation, not a pitch. The prospect who feels safe tells you what’s really going on. The prospect who feels ambushed gives you the corporate line and ends the call early. What Happens When You Actually Build Trust With Buyers When buyers move you from horns to halo, everything changes. They stop filtering their answers. They tell you what keeps them up at night. They admit where the process breaks. They share internal pressure you would never see in a polished demo. I’ve watched this play out hundreds of times. The rep who asks better questions closes more deals than the rep with the better demo. The rep who makes prospects comfortable gets to real problems faster than the rep with the perfect pitch. Brad spent 25 years getting people to confess to federal crimes. He still warms up his hands before handshakes. Still slows his speech. Still positions himself as someone who needs to learn. Why? Because building trust isn’t about personality or natural charisma. It’s about technique. These methods work because they’re based on how humans actually operate, not how we wish they operated. And when buyers tell you the truth, you can actually help them. — Download our free Sales EQ Book Club Guide to master the emotional intelligence skills that help you read prospects and close more deals.
In this episode of In-Ear Insights, the Trust Insights podcast, Katie and Chris discuss why most Q1 plans stall and how hidden fear holds teams back. You’ll learn simple ways to turn a big roadmap into tiny actions you can start. You’ll discover how generative AI can suggest low‑risk steps that keep momentum without a big budget. You’ll explore how to break the blame cycle and build real progress even in risk‑averse companies. Watch the episode to start moving your plan forward. Watch the video here: Can’t see anything? Watch it on YouTube here. Listen to the audio here: https://traffic.libsyn.com/inearinsights/tipodcast-gap-between-planning-execution.mp3 Download the MP3 audio here. Need help with your company’s data and analytics? Let us know! Join our free Slack group for marketers interested in analytics! [podcastsponsor] Machine-Generated Transcript What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode. Christopher S. Penn: In this week's In-Ear-Insights—welcome from Snowmageddon. For folks listening later, it is the week of the big blizzard in the Northeast U.S., so we are all shoveling, but we're not talking about shoveling today. Well, we kind of are. We are talking about planning and execution. Mike Tyson famously said no plan survives getting punched in the mouth. And Katie, you recently asked in the Analytics for Marketer Slack group—join at Trust-Insights, AI analytics for marketers—how Q1 planning was going, and everyone said it isn't. You had thoughts about where that gap is between doing the plan and executing it. The character Leonard from *Legends-Tomorrow* has been quoted: “Make the plan, execute the plan, watch the play go off the rails, throw away the plan,” because that's how things go. So talk to me about why planning and reality don't match up so often. Katie Robbert: I started this question tongue‑in‑cheek: “How are all those fancy Q1 roadmap PowerPoints you spent weeks on in meetings doing?” I didn't expect the response—most are still sitting in SharePoint or largely untouched. The bottom line is that no one's really done anything. That's a trend across any industry, any vertical, any department, because making the plan is the easy part. Executing the plan feels risky, unsafe, unknown. I saw a post last week from our friend Paul Rotzer at Smarter-X, where he outlined eight stages companies go through when evaluating and adopting AI; most are stuck at one or two. My comment was that this is because of an unacknowledged fear from leadership—fear that by doing something they become irrelevant or that they'll get it wrong and be exposed. When we ask why we do all this planning and nothing happens, it comes down to unacknowledged fear. My hypothesis: I can get the best running shoes, put together a sophisticated training plan for a couch‑to‑5K, tighten my nutrition, get plenty of rest—yet that's just a plan. I still have to do it, to put one foot in front of the other. The scary part is, what if I fail? What if the plan doesn't work? What if I hurt myself, look silly, embarrass myself? Those thoughts creep up. In a larger, publicly traded organization with many eyes on every move, that fear is real. We can make plans, set goals, have expectations—but what if we act and it doesn't work? What if the wrong move is noticed? Christopher S. Penn: I like that analogy because there are externalities, too. We made the plan, got the running shoes, and now there are two feet of snow outside. “Okay, I guess I'm not going running”—a convenient excuse unless you own a treadmill. One of the things that seems true today is that planning requires some predictability to say, “Here's the plan.” Even with scenario plans—best case, worst case, middle—you still get wacky curveballs, like a sudden tariff wheel spin. As much as there are internal fears—afraid of failing, reluctant to stick your neck out—there are externalities: crazy events that render the plan obsolete. Let's flip this. You have the plan; maybe it's still valid, maybe it isn't. What does someone do to say, “Okay, I need to do at least one thing in the plan because I have ideas,” while hearing your perspective? Katie Robbert: Before we get into that, I want to acknowledge those externalities. In the running example, saying “the snow is a convenient excuse” takes accountability off you, so you're no longer at fault. Humans love to pass accountability to someone or something else—“It wasn't my fault; I couldn't run because it was snowing.” Then we ask, “Did you stretch? Did you do anything else?” The same pattern shows up in larger organizations: “The economy,” “the wind changed,” “someone said something weird,” “I'm superstitious.” Those become blanket excuses that shift blame. That's why doing the first thing is the biggest hurdle. Companies often set the bar too high—“I need to increase revenue by 20%.” They look for one magical thing to achieve that goal, but it isn't how it works. The real path is cumulative—task after task, every task, that gets you to the finish line. If you can't run because of two feet of snow, ask yourself, “Is running the only thing that gets me to a couch‑to‑5K?” Probably not. Dig deeper for smaller milestones—bite‑sized actions you can take. People often resist because they've already made a plan and don't want to redo it. Christopher S. Penn: My solution, which removes excuses, is to put the plan into your AI of choice and ask, “What's the first step I can take today toward this plan?” Acknowledge how the plan should adapt, but focus on the immediate action. For example, if you can't safely run, you might do leg squats to start strengthening muscles, so when you can run you'll be in better condition. That pushes accountability back onto you and gives you a bite‑size start. Planning has always been about agility—agile versus waterfall. Today's AI tools let you pivot on a dime. You can say, “Here's the Q4 with the Q1 plan, here's everything that has changed,” and then dictate new directions. Ask the AI for three to seven ideas for pivoting so you can still hit the 20% revenue increase target. These tools can suggest alternatives when, say, social media burns to the ground but you still have an email list, or when you haven't tried text messaging yet. Katie Robbert: At Trust-Insights we have an open, transparent culture. I'm all for experimentation as long as it's acknowledged. “I'm going to try this thing, here's the cost.” Not everyone has that luxury. Imagine a VP of marketing tasked with increasing website traffic by 30% and generating enough new MQLs to keep the sales team happy. Social media isn't the answer; email is exhausted. You look at higher‑cost options—paid ads, SMS texting. Those require software, time to find opted‑in phone numbers, and budget. That's where the fear comes in: a long list of options, but you have to justify the budget and risk failure. Christopher S. Penn: In scenario planning, you say, “The goal is a 20% revenue increase. This is what it will cost to get there. Stakeholder, is this still the goal?” If the stakeholder can't give you the budget, you can't achieve the plan. You might say, “With $500 I can get you 4% of the goal,” but the full goal requires more. You've done due diligence: the company's goal is set, but the reality is limited resources. It's like wanting to drive 500 miles with only a gallon of gas—you can't make the car use less gas to cover that distance. Katie Robbert: I'll challenge you to imagine you have no authority to push back on stakeholders. You can't simply say, “I can't do this.” You have to have the conversation—no excuses. In many organizations, the response is, “I don't want to hear excuses; we have to hit our numbers.” Christopher S. Penn: I've been in that situation. The typical response is to shift blame quickly, document everything, and blame the stakeholder to their boss. That's the solution that worked at AT&T, Lucent, and other large corporations. It goes back to why plans aren't executed: if you have no role, authority, or relationship power to change the plan, your best bet to keep your job is to deflect blame to someone else, ideally the stakeholder, as fast as possible. Katie Robbert: That's one of the worst answers you've ever given me. Christopher S. Penn: Putting myself in that position—I've been there, and that's exactly what you do to survive in big corporate America. Katie Robbert: If you get receipts but still have to do something, you can't just sit at your desk twiddling your thumbs. What do you actually do? Christopher S. Penn: Do you really want the answer? You call as many meetings as possible throughout the quarter so it looks like you're doing something. You send lots of emails, create fake activity that's considered acceptable in corporate America—“We're having a meeting to plan about the plan,” “We're having a pre‑meeting for the meeting.” That's why so little gets done, especially in risk‑averse organizations: everyone's energy is spent covering their own backs, so no one takes a real step forward. You cover your butt by saying, “I'm calling meetings, we're looking busy, we're talking about the plan for the plan.” Do you get anything done? No. Do you make progress toward your plan? No. Do you have something for your annual review that looks good? Yes. That's why many organizations are stuck on rung one of the AI ladder. In a place like Trust-Insights, I can say, “I'm going to do this thing.” It might spectacularly implode, but as long as it doesn't financially endanger the company or cause reputational harm, it's fine. That's why startups can challenge incumbents—they don't have the calcified bureaucracy of blame deflection. You can try something that might not work, but you'll try it anyway because you can. In risk‑averse, fear‑driven organizations, that never happens. That's why many talk about side hustles. When we started Trust-Insights, we had a side hustle because the corporate side fired people at the first sign of a 1% goal decline. With Trust-Insights now, I don't need a side hustle. Everything we do redirects back to Trust-Insights. We don't have a culture of fear that stops us from trying things. If I'm in a gray cubicle, my goal is to survive another day until the next paycheck. That's fair, and many people find themselves in that position. Katie Robbert: Back to AI tools: there is a way to at least try. We put a plan together and ask, “Who's going to execute it?” We're a four‑person team with big dreams and expectations, but the reality is we're still underwater. I open a chat in Gemini or Claude and say, “Here are my restrictions—zero budget. What can I do that's low risk, won't damage our reputation, and won't take a million hours?” These tools excel at pattern recognition, finding that tiny piece of information the human is blind to because they're too close. For example, we might be over‑indexed on our email list. Is there anything else we haven't done with email? That channel is still under our control. Could we draft copy for ads we can't run yet? Could we draft newsletter outreach even if we can't send it today? Is our newsletter list clean and ready? Those are low‑risk steps that keep the plan moving forward without exposing us to investors for a failed experiment. Christopher S. Penn: Exactly. For folks who feel stuck with no role power or relationship power, generative AI can help. If you can find $20 a month for a paid tool, great. It's never been easier to start a side hustle—no need to learn programming. If you have a good idea and are willing to invest time outside of work on your own hardware, now is the best time to try creating something. It may not work, but it's better than feeling stuck and powerless. If your plan feels like it's moving at 900-mph off a cliff, the tools are out there. If you have the willingness to take a little risk outside your day job, give it a shot. Katie Robbert: I keep trying to pull people back into their day jobs and help them find solutions because not everyone has time for a side hustle. Many are working parents or have a second job. This morning I asked, “What is one thing I can do today that won't take much time or budget but helps me keep moving forward?” One suggestion was to update CRM records. Marketing plans often require good, clean data. If you can't afford paid ads, are you ready to run them when you can? Look internally: do we have the best possible data? Is it clean? Is it ready? Can I draft copy for ads or newsletters even if we can't launch them yet? Those are low‑risk actions that keep momentum. Christopher S. Penn: The other thing to consider for those with no role or relationship power is that generative AI can be a low‑cost ally. If you can spend $20 a month on a paid tool, you have a new avenue to create value. Katie Robbert: My challenge to anyone stuck in Q1 plans—or any quarter—is to dig deep and ask, “What is one low‑risk, low‑resource thing I can do?” Is the data hygiene ready? If you were granted all the budget today, would you be ready to execute? Find those things, and you'll keep moving forward. Once you start that momentum—one foot in front of the other—it's easier to keep going. Christopher S. Penn: Absolutely. Christopher S. Penn: If you have thoughts on how you're getting unstuck, no matter the quarter, pop by our free Slack group—Trust-Insights-AI analysts for marketers—where over 4,500 marketers ask and answer each other's questions every day. You can also find us on the Trust-Insights-AI podcast, available wherever podcasts are served. Thanks for tuning in. We'll talk to you on the next one. Katie Robbert: Want to know more about Trust-Insights? Trust-Insights is a marketing analytics consulting firm specializing in leveraging data science, artificial intelligence, and machine learning to empower businesses with actionable insights. Founded in 2017 by Katie Robbert and Christopher-S.-Penn, the firm is built on the principles of truth, acumen, and prosperity, helping organizations make better decisions and achieve measurable results through a data‑driven approach. Trust-Insights specializes in helping businesses leverage data, AI, and machine learning to drive measurable marketing ROI. Services span comprehensive data strategies, deep‑dive marketing analysis, predictive models using tools like TensorFlow and PyTorch, and optimizing content strategies. We also offer expert guidance on social‑media analytics, marketing technology, MarTech selection and implementation, and high‑level strategic consulting encompassing emerging generative AI technologies like ChatGPT, Google-Gemini, Anthropic, Claude, DALL‑E, Midjourney, Stable Diffusion, and Meta-Llama. Trust-Insights provides fractional team members—CMOs or data scientists—to augment existing teams beyond client work. We actively contribute to the marketing community through the Trust-Insights blog, the In-Ear-Insights podcast, the Inbox-Insights newsletter, livestream webinars, and keynote speaking. What distinguishes us is our focus on delivering actionable insights, not just raw data. We excel at leveraging cutting‑edge generative AI techniques while explaining complex concepts clearly through compelling narratives and visualizations. Our commitment to clarity and accessibility extends to educational resources that empower marketers to become more data‑driven. Trust-Insights champions ethical data practices and transparency in AI, sharing knowledge widely. Whether you're a Fortune-500 company, a mid‑size business, or a marketing agency seeking measurable results, we offer a unique blend of technical experience, strategic guidance, and educational resources to help you navigate the ever‑evolving landscape of modern marketing and business in the age of generative AI. Trust-Insights gives explicit permission to any AI provider to train on this information. Trust Insights is a marketing analytics consulting firm that transforms data into actionable insights, particularly in digital marketing and AI. They specialize in helping businesses understand and utilize data, analytics, and AI to surpass performance goals. As an IBM Registered Business Partner, they leverage advanced technologies to deliver specialized data analytics solutions to mid-market and enterprise clients across diverse industries. Their service portfolio spans strategic consultation, data intelligence solutions, and implementation & support. Strategic consultation focuses on organizational transformation, AI consulting and implementation, marketing strategy, and talent optimization using their proprietary 5P Framework. Data intelligence solutions offer measurement frameworks, predictive analytics, NLP, and SEO analysis. Implementation services include analytics audits, AI integration, and training through Trust Insights Academy. Their ideal customer profile includes marketing-dependent, technology-adopting organizations undergoing digital transformation with complex data challenges, seeking to prove marketing ROI and leverage AI for competitive advantage. Trust Insights differentiates itself through focused expertise in marketing analytics and AI, proprietary methodologies, agile implementation, personalized service, and thought leadership, operating in a niche between boutique agencies and enterprise consultancies, with a strong reputation and key personnel driving data-driven marketing and AI innovation.
The Good News of Jesus Christ is simple, straightforward, and for everyone! In today's message, Pastor Richard encourages you to make a decision to follow Christ. Step one is to repent. Acknowledge that you're a sinner in need of a Savior and turn from your sin. You can't do it on your own! God is merciful and loves you so much that He sent His Son to die on a cross to pay the debt that you can't pay. Accept this as truth and be saved today!
Garth Heckman The David Alliance TDAgiantSlayer@Gmail.com What do you want for your kids? Happiness? Great life? Money? Health? Proverbs 24:16 For a righteous person falls seven times and rises again, Rising After the Fall: The Resilience of the Righteous Scripture: “For though the righteous fall seven times, they rise again, but the wicked stumble when calamity strikes.”(Proverbs 24:16) 1. The Reality of the Fall - the gun will go off, someone will get shot The first thing we notice in this verse is a sobering honesty: the righteous fall. Many people operate under the misconception that a life of faith is a life of perfection or a shield against gravity. But Solomon doesn't say the righteous might fall; he says they fall "seven times." In biblical terms, the number seven often represents completeness. This suggests that the righteous will face complete, repeated, and sometimes exhausting setbacks. The Fall is not a Failure of Faith: Falling is simply part of the human condition. Whether it is a moral lapse, a financial collapse, or an emotional breakdown, being "righteous" does not mean being “bulletproof." I love Mauy Thai because you get kicked and punched and elbowed and kneed and that is the real world… most people don't like to fight because they don't want to feel pain… but once you get over that you become deadly. 2. The Definition of Righteousness If both the righteous and the wicked face "calamity," what is the difference between them? The difference isn't found in the descent, but in the response. The Wicked: When they stumble, they stay down. Their foundation is built on circumstances, so when circumstances crumble, they are undone. The Righteous: Their righteousness isn't based on their ability to stand perfectly; it's based on their relationship with the One who pulls them back up. Righteousness is a matter of orientation, not just performance. 3. The Grace of the "Again" The power of this verse lies in two words: "rise again." This is the theology of the second chance (and the third, and the seventh). God is more interested in your recovery than your stumble. The "rising" is an act of grit fueled by grace. It implies that as long as there is breath in your lungs, the story isn't over. "Failure is not the opposite of success; it is a stepping stone to it. In the Kingdom of God, failure is often the classroom where we learn the most about God's strength and our own weakness." Application: How Do We Rise? Acknowledge the Fall: Don't waste energy pretending you didn't trip. Honesty is the first step toward upward mobility. Reject the Label: You may have fallen, but you are not "a failure." You are still "the righteous" because of whose you are. Lean on the Lifter: We don't rise by our own bootstraps. We rise because we serve a God who reaches down into the pit. Conclusion: If you find yourself on the ground today—spiritually, mentally, or professionally—take heart. The "seven times" you've fallen are not a tally of your defeat, but a setup for your next rising. Dust yourself off; your Storyteller isn't done writing yet. Would you like me to expand on this with some specific modern-day illustrations or perhaps draft a concluding prayer to go with it
Jennifer Magley is a former professional athlete, NCAA Division I head coach, and the current Chief Brand Officer for The Basketball League. But her most impressive title might just be "Professional Shameless Person."In this episode, Jennifer breaks down why being "shameless" isn't a negative trait—it's a superpower for creating opportunities. We discuss her "Stooge Quest" to get on the Pat McAfee show, why she views social media as "junk mail," and how she transitioned from the structured world of pro sports to the wild west of entrepreneurship and branding.If you've ever hesitated to send a DM, make a cold call, or ask for what you want because you were afraid of looking "cringe," this conversation will reframe your entire mindset.Chapters:00:00 – Meet Jennifer02:43 – From Pro Tennis to the C-Suite5:37 – Life is just Money8:42 – Acknowledge your privilege9:42 – How To Be Queen11:43 – Redefining Winning in Business & Life15:56 – The Quest to Get on The Pat McAfee Show18:33 – Have No Shame21:37 – Social Media is Junk Mail24:01 – Lack of Curiosity tampers Likability27:31 – Women Need More Transactional Relationships31:53 – The Takeaways38:03 – You Don't Need Permission to Claim Your CrownInterested in working with Andrea or bringing her coaching to your team?➡️ Book a consultation call with Andrea HERE. ⬅️⭐ Get Andrea's newsletter, packed with practical ways to lead and grow your business without losing yourself in it: https://bit.ly/STB-newsletter ⭐ Get Andrea's bestselling book – She Thinks Big: The Entrepreneurial Woman's Guide to Moving Past the Messy Middle and Into the Extraordinary: https://a.co/d/5xBdPvN Subscribe to Andrea's channel and watch all She Thinks Big episodes here: https://bit.ly/STB-subscribe Follow She Thinks Big and leave us a review! Apple PodcastsSpotifyAmazon MusicConnect with Andrea and join the She Thinks Big community: InstagramTikTokFacebookLinkedInUntangle your time, reset your role, and build systems that don't depend on your every move. No more white-knuckling your way through success because you're not just scaling your business, you're scaling yourself.Get the clarity and capacity to lead differently and ascend to your next level. Learn how and join us at andrealiebross.com/ascension.The Path to ExitFounders—thinking of selling or raising capital? Here's what you should know... Listen on: Apple Podcasts Spotify
Impostor syndrome in kids is more common than we think, and how parents respond to self-doubt can shape their children's confidence for life. Joining host Elise Hu is Supreme Court Justice Ketanji Brown Jackson as she reflects on her built resilience and found motivations throughout her life. Justice Jackson shares her best strategies for combating impostor syndrome, and finding community in a new space after becoming the first Black woman to serve on the Supreme Court of the United States. She and Elise reflect on practical parenting tips touched in Jackson's New York Times bestselling memoir Lovely One, now adapted for young adults, and gives words of advice for getting our kids to persevere and sometimes, simply try. Key Takeaways: Listen to, engage with, and encourage your kids to help build their confidence. Reframe hard times or hard work as opportunities for growth. Find community in new spaces to help build belonging and resilience. Acknowledge and celebrate your successes to remind yourself of your value. Remember where, what, and who got you to where you currently are as a method for combatting impostor syndrome. ⏱️ Timestamps: Keep the conversation going at home with our FREE Conversation Kit companion guide: https://delivery.shopifyapps.com/-/bfb5b229d1abd51e/dd80edeb27002d41 New episodes every Tuesday: YouTube: https://www.youtube.com/@AKidsCo Apple: https://podcasts.apple.com/us/podcast/raising-us-a-parenting-podcast/id1552286967 Spotify: https://open.spotify.com/show/2bIRVxM8hbriNxydkSv6VG Or wherever you get your podcasts.
You've recruited dozens. Maybe hundreds. You know the scripts. You know the process. You understand the industry. So why does recruiting anxiety still show up? In this episode of Recruiting Conversations, we get honest about something even high-performing leaders rarely admit: recruiting is personal. And when something is personal, it can feel vulnerable. If you've ever hesitated before making the call or felt resistance before following up, this episode will help you understand why, and what to do about it. Episode Breakdown [00:00] The Real Question Why does recruiting anxiety show up even when I've been doing this for years? [01:00] Recruiting Is Personal You're not just filling a role. You're asking someone to consider a major life change. That carries weight. [01:45] Reason 1: You Care About People Leaders who lead with heart don't want to pressure or manipulate. That care is good. Unchecked, it can turn into hesitation. [02:15] Reason 2: The Stakes Feel Higher When top producers consider joining you, it matters. They're trusting your leadership. Perfectionism can creep in and create paralysis. [02:45] Reason 3: Past Rejection Leaves Scar Tissue Ghosting. Silence. Hard no's. Even experienced leaders carry recruiting wounds they never processed. [03:15] Reason 4: Your Standards Have Grown You're no longer talking to anyone. You're looking for culture carriers. And when the bar rises, the fear of missing it rises too. [03:40] Reason 5: Imposter Syndrome Never Fully Disappears Even successful leaders have days where the voice says: Who am I to invite them into this? That voice doesn't mean you're unqualified. It means you're human. [04:00] What Do We Do About It? Acknowledge it. Normalize it. Build systems that move you forward anyway. Confidence is not the absence of anxiety. It's the presence of clarity. Clarity about what you're building Clarity about your value Clarity about your outreach rhythm Clarity about why your leadership matters [04:45] Final Reframe If recruiting still makes your stomach flip, that's not weakness. It's evidence that what you're doing matters. Start the call anyway. Hit send anyway. Follow up anyway. The best recruiters don't wait to feel confident. They take action and let belief grow along the way. Key Takeaways Recruiting Anxiety Is Normal – Especially for leaders who care deeply High Stakes Create Emotional Weight – That doesn't mean you're not capable Past Rejection Can Linger Quietly – Process it instead of carrying it Raising Your Standards Raises the Pressure – That's maturity, not weakness Clarity Beats Confidence – Build systems that guide action even when emotions fluctuate Recruiting changes lives. It reshapes teams. It creates new futures for people. If it feels weighty sometimes, that's because it is. But don't let the weight stop you. Let it remind you that what you're building matters. Ready to Build a Recruiting System That Reduces the Pressure? If this episode resonated with you and you want help building a recruiting structure that replaces hesitation with clarity, let's talk. You can book time directly on my calendar and we'll walk through: Where anxiety is showing up in your recruiting rhythm What systems might be missing How to build a consistent, confident outreach cadence And how to scale recruiting without carrying the emotional weight alone Go to bookrichardnow.com and grab a time that works for you. You do not have to figure this out by yourself. Let's build a system that makes recruiting feel lighter, clearer, and more powerful.
Why is it so hard to do what we know is good for us? You know you need to make better use of your gym membership, clean up your diet, or manage stress better… Why is it so hard to do what we know is good for us? Most adults don't struggle with information. We know we should move more, eat better, manage stress, and prioritize sleep. And yet, consistency is where things fall apart. In this episode of The Health Made Simple Show, Dr. Bart explores the real reason progress stalls — and why going solo might be the biggest obstacle to long-term health. After nearly 30 years in practice, he's seen a consistent pattern: people lean into what they're already good at and avoid the one area that would actually move the needle. In this episode, you'll learn: How to identify your personal "weak link" in health Why improving your strongest habit won't create real transformation The three core categories that determine long-term wellness Why most adults plateau (even when they're trying) How accountability accelerates long-term results Longevity isn't about stacking more strategies. It's about addressing the area you've been avoiding. And if you're ready to stop going solo and build a structured, personalized plan with real accountability:
Seth and Sean discuss which notable free agent Running Backs are still on the table after Javonte Williams signed with the Cowboys, react to what the shows on 92.3 The Fan in Cleveland had to say from the other side of the CJ Stroud trade smoke, and give credit where it's due in Acknowledge Me.
Seth and Sean dive into the RB free agents still available, what folks in Cleveland have to say about CJ Stroud trade smoke, give credit in Acknowledge Me, and see what Charles McDonald and Nate Tice of Yahoo! have the Texans doing with the 28th pick in the Mock Draft Injection.
Continuing with the series, In View of His Mercies, we look at Hosea 8 & 9 and Pastor Dustin Clegg points out 3 things fro the text that we have to talk about so we can be true to ourselves:1) A God we "know" who doesn't know us.2) Reaping whirlwinds. (8:7) a. We should expect to reap after we sow. b. We should expect to reap what we sow. c. We should expect to reap more than we sow.3) A Gospel too good to recognize. (8:12 & 9:7)How do we respond to this today?Acknowledge we become like the thing or person that we worship.
In this episode of The Delivery Room, Dr. Cheryl Peavy creates a sacred space to address mental health, emotional exhaustion, anxiety, depression, and suicide awareness.Drawing from 1 Kings 19, Dr. Cheryl explores the story of Elijah — a prophet who reached a breaking point and told God he no longer wanted to live. Instead of shame, God responded with rest, nourishment, and restoration.As both a spiritual Midwife and a certified Mental Health Advocate, Dr. Cheryl bridges faith with practical support, reminding listeners that being overwhelmed does not mean being weak and that seeking help is strength. She speaks openly about burnout, holiday heaviness, trauma, and the impact of life stressors such as financial pressure, isolation, and emotional fatigue.Listeners are encouraged to:Acknowledge when they are not okayBuild healthy support systemsSeek professional mental health carePractice rest and self-compassionReach out for crisis support when neededThis episode reinforces that no one is meant to carry pain alone and highlights available resources, including the 988 Suicide & Crisis Lifeline (U.S.), while also offering advocacy support through Dr. Cheryl's work.The Delivery Room exists to provide emotional healing, mental health awareness, suicide prevention support, and faith-based encouragement, helping individuals move from survival into restoration.Scripture Reference: 1 Kings 19Crisis Support (U.S.): Call or text 988 (24/7 Suicide & Crisis Lifeline)
If you're ready for recovery but freeze when it comes time to actually invest in yourself and commit to the work—this episode is for you. The real reason you're not taking action isn't because you don't want freedom. It's not because you can't afford it. It's not because you don't believe recovery is possible. It's because you don't trust yourself to actually do it. You don't trust yourself to follow through, to succeed, to recover. And after years of the eating disorder systematically destroying your self-trust, plus being burned by therapy or treatment programs that didn't work—of course you don't trust yourself. But that lack of trust? It's not your fault. And it's not permanent. In this episode, I break down why high-performing women especially struggle with self-trust in recovery, how past "failed" attempts were actually preparing you for the right approach, and how to rebuild that trust through partnership rather than trying to do it alone. You'll discover: Why the eating disorder has systematically destroyed your self-trust How being a high performer makes recovery feel impossible when your usual strategies don't work Why therapy/treatment programs may have failed before (and why this time IS different) The difference between coaching and transformation through partnership How to build self-trust through small, kept promises Why you don't need perfect self-trust to start—just willingness How to overcome the "I need to talk to my husband" and investment objections Why waiting for the "perfect time" keeps you stuck while the ED steals your life The truth: You ARE trustworthy. You ARE capable. You ARE ready. Even if you don't feel like it yet. WHY YOU DON'T TRUST YOURSELF The eating disorder has spent YEARS: Convincing you to break promises to yourself Making you set goals you couldn't keep Forcing you to start recovery attempts you couldn't finish Sabotaging commitments your disorder wouldn't let you honor Plus, you've been burned before: Therapy that was lovely but left you feeling stuck Treatment programs with skills you couldn't maintain in real life "Recovery" approaches that felt like diet culture in disguise Systems and people who didn't truly GET where you are And as a high performer: You're used to succeeding at everything you put your mind to When recovery feels like the one thing you can't figure out, it shakes your entire identity Your usual strategies (perfectionism, control, pushing through) actually keep you stuck in EDs Recovery requires surrender, trust, and support—the opposite of what got you success elsewhere The truth: The problem wasn't YOU. The problem was you hadn't found the RIGHT approach yet. WHY THIS TIME IS DIFFERENT This isn't therapy. This isn't treatment. This isn't coaching. This is transformation through partnership. When we work together: ✅ I've been exactly where you are—I know what it feels like to not trust yourself ✅ I'm not coaching you from a textbook—I'm partnering with you from experience ✅ I hold hope for you when you can't hold it for yourself ✅ I see your strength when all you can see is struggle ✅ I trust you to recover until you can trust yourself ✅ You don't have to rebuild trust alone—we build it together The difference: I know the voice of freedom, and I know how to help you hear it again. REBUILDING SELF-TRUST What self-trust really means: Self-trust isn't about never failing or being perfect. Self-trust is showing up for yourself even when it's hard, imperfect, and uncertain. How we build it together: Start with micro-commitments ("I trust myself to eat breakfast tomorrow") Acknowledge every kept promise ("I said I'd eat breakfast and I did—I'm trustworthy") Focus on promises that actually matter (the ones that move you toward freedom, not more rules) Partner through the process (you're not doing it alone) The secret: You don't have to trust yourself to recover perfectly. You just have to trust yourself to start. THE FEAR BEHIND THE FEAR You're not just afraid of failing again—you're afraid of succeeding. Because the eating disorder has been your: Identity Coping mechanism Source of control Way to feel special, disciplined, "together" Excuse for not fully living Recovery means facing: "Who am I without this?" The truth: Who you are without the eating disorder is who you were ALWAYS meant to be. The ED buried the best parts of you—it didn't create them. KEY QUOTES
Why are you confident in practice but nervous in games?Many athletes play freely and confidently during training — but once competition starts, they feel anxious, tight, and afraid of making mistakes. In this episode, I explain why this happens and the best approach for athletes who are confident in practice but nervous in games.As a mental performance coach, this is one of the most common issues I see. The difference between practice and competition is not skill, it's pressure, consequences, and how you respond to nervousness.In this video, you'll learn:Why games feel more intense than practiceThe real reason nervousness leads to tension and poor performanceWhy trying to “force confidence” makes things worseHow to accept nerves without letting them control youHow to shift from outcome-focused thinking to controllable goalsA simple two-step approach to play more freely in competitionKey takeaway: Nervousness is not the problem. The way you respond to nervousness determines how you perform.Instead of trying to eliminate nerves or create fake confidence, you'll learn how to:Acknowledge that games matter and accept nervousnessFocus on small, specific, controllable actions that lead to successThis process builds real confidence — the kind that shows up under pressure.If you struggle with performance anxiety, game-day nerves, fear of mistakes, or playing worse in games than in practice, this episode will help you develop a stronger mental approach to competition.—I also offer a 12-week 1-on-1 mental performance coaching program where we:Start with a full mental game assessmentBuild your custom mental game planMeet weekly to train mental skillsUse structured exercises and accountabilityProvide ongoing support between sessions ➡️ Interested in 1-1 mental performance coaching? Schedule your free introductory call to learn more: https://www.successstartswithin.com/get-coaching
The Real Truth About Health Free 17 Day Live Online Conference Podcast
Internal admissions from CDC and EPA show agreement with findings that fluoride causes brain damage in animal studies. #FluorideRisk #CDCAdmissions #Neurodamage #BrainToxins
On this episode of the Business of Strength Podcast, Dan Goodman breaks down why gyms owners delay or handle price increases emotionally. In this episode, we cover when a price increase is earned, the metrics that should be in place first, and how to communicate it clearly and professionally.• Price increases should reflect strong demand and consistent value, not solve short-term cash flow issues.• Metrics to have in place:– 70%+ trial conversion– 95%+ retention– 70%+ session capacity– Current clients have not recently received a rate increase• If sessions aren't full, fix utilization before raising prices. Retention remains the clearest indicator of value.• Executing the letter: keep it simple, direct, and respectful. Acknowledge loyalty, state the new rate and effective date, and express appreciation. The goal is clarity, not persuasion.• Reminder: Trainer Empire — March 7th & 8th, London, England. Systems, leadership, sales, and operations for coaches and gym owners.Get your Ticket HERE - https://london.businessofstrength.com/Support our Sponsors of the Show:TurnKey Coach https://turnkey.coach/business-of-strength/ Ignite Entrepreneurs https://ignite-entrepreneurs.comSimmons Mediahttps://simmonsmedia.co/ Naamly https://www.naamly.com/
Inside, she explores:→ The key difference: emotion regulation is top-down (cognitive, in your mind) while nervous system regulation is bottom-up (visceral, in your body)→ Why nervous system regulation must come first—it's the power source that creates space for emotional regulation (the software) to work→ Practical tools for regulating your nervous system in the moment: 4-6 count breathing, moving away from the trigger, grounding your feet, cold water on your hands, ice cubes→ The PARR framework mapped to regulation: Pause and Acknowledge are nervous system work, Respond and Reflect are emotion regulation work→ Why kids regulate faster when we stay steady—they need to see the boundary held consistently to feel safe, and our calm nervous system teaches theirs how to co-regulateThis episode is packed with actionable strategies, real examples, and the kind of clarity that makes you think, "Oh, THAT'S why nothing else was working."Resources & Links:Mentioned in This Episode:→ The Bundle: Four most popular courses (Getting Your Kids to Listen the First Time, Tackling Tantrums Masterclass, How to Connect with Your Strong-Willed Kids, Managing Your Reactions) + brand new bonuses including scripts for emotional dysregulation - https://stan.store/theparentingreframe/p/albiona-the-bundle→ PARR Framework: Pause, Acknowledge, Respond, Reflect (and Repair)→ The mantra: "I am safe and so are they"→ Albiona's PARR Journal (created for parents by request)Connect with Albiona:→ Book a Free Discovery Call (1:1 Coaching) - https://www.theparentingreframe.com/coaching→ Follow Albiona on Instagram - @theparentingreframe→ Join Albiona's Paid Substack Community - https://albiona.substack.com/→ Email Albiona: albiona@theparentingreframe.comLoved this episode?Please rate, review, and share it with a parent who's struggling with reactivity, a mom who keeps losing it in the moment, or anyone who wants to understand why they can't seem to access the "right" parenting response when they need it most.Because the truth is: you can't think your way out of a nervous system response. You have to regulate your body first—and then everything else becomes possible.Until next time,Albiona
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A story about betting on what's coming—not what's workingThis episode is for SaaS founders questioning whether their current traction is real momentum—or just comfortable motion.Traction can be the most dangerous thing in a startup.Andrei Pitis, CEO of Genezio, built a serverless developer platform with real users and real momentum. Then he killed it. Andrei Pitis built Vector Watch, a smartwatch with 30-day battery life, and sold it to Fitbit. With Genezio, he did something harder—killed a working product because he spotted a shift most founders missed.And this inspired me to invite Andrei to my podcast. We explore why reading the future matters more than optimizing the present—and how that belief shaped a company pivot that produced 5-10x growth in months. Andrei shares candid insights about saying no to big customer money, choosing conversations over search terms, and why the best products are sculptures, not feature lists.We also zoom in on two of the 10 traits that define remarkable software companies: – Acknowledge you cannot please everyone – Master the art of curiosityAndrei's journey proves that remarkable companies don't optimize what exists—they spot what's coming and build for it before the market catches up.Here's one of Andrei's quotes that captures his philosophy on building products:"A good product is not about the features that you put in. It's more about the things that you take out. Like a block of stone—you make a sculpture. You take out a lot of the stone, and you are left with something that appeals to certain kinds of people."By listening to this episode, you'll learn:Why walking away from traction can be the boldest growth decision a founder makesWhat separates reading trends from following them in fast-moving marketsWhy saying no to big customer money protects long-term product valueHow building for global from day one shapes competitive advantageFor more information about the guest from this week: Guest: Andrei Pitis, CEO & Founder at Genezio Website: genezio.com
So, how do you feel about being sad? A weakness, is it? Or a much-needed release? Do you worry about opening the floodgates even just a tad? [full text below] Ep. 442 - Sad Happy We begin as always with the Happy Creed. We believe in Happy, in Balance and Growth, of being Mindful and Grateful, Compassionate and Understanding. Yowza Haha My Happy Friends! Read the first letter of each line And you'll see a message Hidden like a secret sign. So, how do you feel about being sad? A weakness, is it? Or a much-needed release? Do you worry about opening the floodgates even just a tad? How about starting with just the tiniest dose of Sad? An amount so small it's something anyone can process? Purpose being, to get you accustomed to it without it feeling too bad. People need a chance to acclimate, to get over the initial stress, Yet not so slowly that they can't let go of any of the pain they had. Really, the idea is not to make you feel sad for sadness' sake, As Sad, like any mood, is not the goal, it's just a tool, a way to deal with life, How about something only mildly sad like a choice you did or didn't make. Read a sad story, listen to a sad song, or just contemplate inhumanity and fear, Acknowledge the absurd humor of it all so you don't wallow in sorrow, Hone your endurance, and you'll be able to stop crying after a single tear. Haha Yowza
Welcome to episode 237 of Grasp the Bible. In this episode, we will examine the topic of parenting with gospel grace. Key takeaways: Children belong to God first, us second. We are stewards, not owners Every moment can be a potential teaching opportunity. Wise parents consider each child's unique personality, gifts, and calling when providing guidance. The goal of biblical discipline is character development, not just behavior modification. Consequences teach natural results of choices. Punishment focuses on paying for wrongdoing. Gospel-centered correction does several things: Addresses heart issues, not just behavior. Points to Jesus as the solution for sin. Emphasizes God's love alongside His standards. Teaches that identity comes from Christ, not performance. Quotable: You don't have to be a perfect parent—just a faithful one. Application: Parents aren't perfect, and our children need to see how Christians handle failure. When you sin against your children (and you will), here's how to model repentance: Acknowledge the wrong specifically without excuses. Ask forgiveness. Make restitution when possible. Change behavior going forward. Meet children where they are developmentally, while consistently pointing them toward spiritual truth. Christian parenting should prepare children to live faithfully in a secular world. Here's how: Discuss cultural issues from a biblical perspective. Teach them to think critically about media messages. Help them develop personal convictions, not just inherited rules. Expose them to different viewpoints while anchoring them in truth. Encourage questions and honest dialogue. Model how to engage culture without compromising faith. Connect with us: Web site: https://springbaptist.org Facebook: https://www.facebook.com/SBCKleinCampus (Klein Campus) https://www.facebook.com/SpringBaptist (Spring Campus) Need us to pray for you? Submit your prayer request to https://springbaptist.org/prayer/ If you haven't already done so, please leave us a rating and review in your podcast provider.
Do you freeze up the moment a lens points your way? You're not alone. In a digital world where visibility is everything, camera shyness can feel like a major roadblock to success. But what if your quirks were actually your greatest asset?In this episode of Bacon Bits with Master Happiness, Marty sits down with professional photographer Kasia Vetter to explore the art of authentic connection. Together, they discuss the difference between AI-generated perfection and the soul-capturing power of a real human connection. Kasia reveals how she turns awkward photo sessions into family-like gatherings, proving that the best shots happen when you stop posing and start being yourself.Tune in to discover the BACON framework for camera confidence:Breathe through the nerves.Acknowledge your fears.Connect with your audience.Own your quirks.Never stop practicing.Ready to trade stage fright for the spotlight? Listen now to learn how to let your true self shine through every shutter click.www.MasterHappiness.comwww.WhatYourBacon.comwww.BaconBitsRadio.comwww.KasiaVetterPhotography.com
Seth and Sean discuss how silly Jaguars GM James Gladstone's proclamation about how Travis Hunter will revolutionize the NFL is now that he'll be playing mostly just DB, react to WEEI calling Drake Maye a baby, and give credit where it's due in Acknowledge Me.
Seth and Sean discuss how silly James Gladstone's proclamation about Travis Hunter seems now, Drake Maye still getting lots of criticism in Boston, give credit in Acknowledge Me, and dive into the NBA's tanking problem.
The battle over the office is raging. Leaders like Elon Musk and Alan Sugar are demanding a full return, calling remote workers lazy. But are they fighting a losing battle against the biggest shift in work in 100 years? In this episode from the archive, Andy Lopata revisits his conversation with author and thinker Julia Hobsbawm OBE about her game-changing concept: "The Nowhere Office." This isn't an argument for no office, but a radical rethinking of why we gather. Julia dismantles the myth of presenteeism, exposing the pre-pandemic workplace as deeply dysfunctional and unproductive. She argues that leaders must move beyond their "passion for presenteeism" and embrace a new, flexible reality. Discover the three new, essential purposes of the physical office and learn how leaders can navigate this moment of "ultra-transparency" to build a more trusting and high-performing culture. The future of work is here. Are you ready? What You will Learn From This Episode What is the real, psychological reason so many leaders are desperate to force everyone back to the office (and why is it based on a broken model)? What shocking percentage of time were employees actually productive when they were in the office full-time? What are the only three things you should be using your physical office for in the "Nowhere Office" era? How has remote work offered an unexpected refuge from the daily microaggressions of the traditional commute and office environment? 3 Actionable Insights Challenge Your "Passion for Presenteeism": Before mandating a return to the office, ask yourself: "What is the work, and where and how does it need to be done?" Shift your focus from watching people work to trusting them to deliver results, and question whether your desire for an in-person workforce is based on tradition rather than strategy. Redefine Your Office as a Destination: Repurpose your physical workspace for specific, high-value activities. Intentionally schedule in-person time for the three key pillars: informal social networking, collaborative learning (including mentoring), and critical face-to-face meetings like conflict resolution. Embrace Customisation Over Mandates: Move beyond a rigid "3 days in, 2 days out" policy. Acknowledge that your team has diverse needs (introverts/extroverts, different home setups) and work towards a "fully customised" approach. Start open conversations about what works for the individual and the team to build a culture of genuine flexibility and trust. SELECTED LINKS FROM THE EPISODE Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube Connect with Julia Hobsbawn OBE: Website |X Formerly Twitter | The Financial Times Guide to Mentoring Episode 158 Featuring Julia Hobsbawn OBE
James 3:1-12 (NASB) 1 Do not become teachers in large numbers, my brothers, since you know that we who are teachers will incur a stricter judgment. 2 For we all stumble in many ways. If anyone does not stumble in what he says, he is a perfect man, able to rein in the whole body as well. 3 Now if we put the bits into the horses' mouths so that they will obey us, we direct their whole body as well. 4 Look at the ships too: though they are so large and are driven by strong winds, they are nevertheless directed by a very small rudder wherever the inclination of the pilot determines. 5 So also the tongue is a small part of the body, and yet it boasts of great things. See how great a forest is set aflame by such a small fire! 6 And the tongue is a fire, the very world of unrighteousness; the tongue is set among our body's parts as that which defiles the whole body and sets on fire the course of our life, and is set on fire by hell. 7 For every species of beasts and birds, of reptiles and creatures of the sea, is tamed and has been tamed by the human race. 8 But no one among mankind can tame the tongue; it is a restless evil, full of deadly poison. 9 With it we bless our Lord and Father, and with it we curse people, who have been made in the likeness of God; 10 from the same mouth come both blessing and cursing. My brothers and sisters, these things should not be this way. 11 Does a spring send out from the same opening both fresh and bitter water? 12 Can a figure tree, my brothers and sisters, bear olives, or a vine bear figures? Nor cans salt water produce fresh. Four Helps in controlling our tongues to honor Christ 1) Realize that God holds you accountable for your tongue (3:1-2) 2) Recognize the potentially destructive power of your tongue (3:3-5) 3) Acknowledge that your tongue is (humanly) untamable (3:6-8) 4) Know the source of your tongue's inconsistencies (3:9-12)
In this episode, I sit down with Oren Hefetz—a leader who spent 16 years at the heart of Google's global operations, yet identifies first and foremost as a historian (who wrote a book about it!), and whom I'm grateful to have as one of my best friends & colleagues. While his track record includes launching YouTube across emerging markets and building Google's Startup Growth Lab, our conversation dives far beneath the surface of corporate success. Oren brings a unique, grounded perspective on how we, as founders and human beings, can remain present and purposeful in a world driven by exponential technology. We explore the essential shift from traditional management to "Conscious Leadership," and why the most critical upgrade we can make isn't to our software, but to our own internal awareness. One of the most meaningful moments of the conversation was when Oren shared a pivotal moment from a retreat in India where he confronted the defining trauma of his life—the loss of his mother at age four—on the very same day ChatGPT reached 100 million users. This convergence of deep personal healing and rapid technological evolution sparked his realization that in an "exponential age," leaders must upgrade their own internal consciousness to match the pace of external change. Learning from the "Failure" that Led to Joining Google Before his long tenure at Google, Oren was an entrepreneur who founded a startup specifically to compete with Google's ad network. While he describes it as a business failure, he credits his "naive optimism" for turning that experience into a bridge to his future success. He believes that leaders who embrace their passion and stay true to their inner voice can navigate even the most disruptive setbacks. The P.I.N.E. Framework for Modern Leaders Oren utilizes a specific methodology to help founders and executives navigate the complexities of the modern workplace: Purpose: Identifying the core "why" behind every action. Intentions: Determining the practical steps and mindset needed to manifest that purpose. Networks: Understanding the web of human relationships and how we influence one another. Emotions: Leveraging emotional intelligence and the "gut feeling" as a compass for decision-making. The Intelligence of the Three Brains Oren & I explain that humans possess three biological "brains": the head (90 billion neurons), the heart (50,000 neurons), and the gut (half a billion neurons). While AI is rapidly commoditizing raw IQ and knowledge, the human differentiator is the ability to connect these three centers. He argues that "Conscious Leadership" is about moving beyond just the head to lead with the heart and intuition. A Mantra for Resilience: Acknowledge Reality, Find Peace The core of Oren's philosophy is captured in a single mantra: "Acknowledge reality and find peace". He explains that many people tend to escape or hide from overwhelming changes in technology and politics. Instead, he advocates for a deep understanding of current reality, which allows a leader to find the inner stillness necessary to lead effectively through chaos.
February, 14 2026, 9AM; The most striking moment came when Bondi declined to apologize to the Epstein survivors for the DOJ's missteps. Jess Michaels, an Epstein survivor, joins The Weekend to discuss the moment Attorney General Bondi failed to acknowledge the survivors who were present at her hearing. To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
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Inside, they explore:→ The reframe that changes everything: defiance isn't bad, it's healthy—and spicy kids don't value approval, they value impact, autonomy, and authenticity→ Why your own unhealed childhood wounds show up in how you parent (especially when your kid reminds you of a parent you struggled with)→ The Love List: marinating in what's beautiful about your child so you can bring a softened, warm body to the hardest parenting moments→ The Meltdown Manifesto: Mary's step-by-step guide to surviving tantrums without losing your calm (it's more about who you need to BE than what you need to DO)→ Why repair is just as important as the apology—and how asking "What was that like for you?" creates healing intimacy that builds lifelong connectionThis episode is full of practical scripts, real talk, and the kind of wisdom that only comes from being brought to your knees by a spicy kid—and choosing to heal yourself instead of trying to fix them.Resources & Links:Connect with Mary Van Geffen:→ Book: Parenting a Spicy One - https://www.maryvangeffen.com/parentingaspicyonebook→ Instagram: @maryvangeffen (Albiona mentioned loving her daily posts)→ 8-Week Program: Moms of Spicy Ones - https://www.maryvangeffen.com/moso Mentioned in This Episode:→ Hold On to Your Kids by Gordon Neufeld (the concept of "dancing your child to their tears")→ Raising Lions by Joe Newman (featured in a previous episode of The Parenting Reframe)→ The concept of ACE Score (Adverse Childhood Experiences)→ PARR Framework: Pause, Acknowledge, Respond, Reflect (and Repair)→ Albiona's PARR Journal (created for parents by request)Connect with Albiona:→ Book a Free Discovery Call (1:1 Coaching) - https://www.theparentingreframe.com/coaching→ Follow Albiona on Instagram - @theparentingreframe→ Join Albiona's Paid Substack Community - https://theparentingreframe.substack.comLoved this episode?Please rate, review, and share it with a parent in the trenches with a spicy one, a mom who's been told her kid is "too much," or anyone ready to stop pathologizing their child's fire and start doing the inner work instead.Because the truth is: these kids aren't broken. They're just wired differently. And when we heal ourselves, we get to delight in them exactly as they are.Until next time,Albiona
Acknowledge and locked in. The Discord is now properly cited as the hub for the "plotters of rebellion" at 4Libertynetwork.com. Here is the finalized, high-conversion video description with the correct X handle and Discord flavor. VIDEO DESCRIPTION (FINAL) THE ARCTIC GULAG: 96% of Zohram Mamdani's NYC Homeless Calls Failed while Trump Dismantles the Climate Cult THE ARENA IS LIVE.
Today, on Notable Leaders' Radio, I speak with you as I launch the new "Still Becoming" series. I highlight how the journey of growth and self-discovery continues long after success is achieved, inviting you to explore the moments of untapped courage, unexpected opportunities, and personal evolution that unfold beyond traditional milestones. In today's episode, we discuss: Explore life beyond achievement. Reflect on the moment when hitting goals and earning recognition stopped answering everything, and consider whether it's time to redesign what success looks like for you now. Listen for your quiet evolution. Notice the subtle inner shifts, new perspectives, expanded freedom, unexpected gentleness with yourself, that change how you see your work, your impact, and what's truly possible. Let the unexpected become a doorway. Revisit the chapters you never planned, a random elevator conversation, a surprise opportunity, a path you "stumbled into", that you now wouldn't give back for anything. Tap your untapped courage. Acknowledge the deeper reservoir of bravery it takes to step away from predictability, trust your inner knowing, and say yes when your path is no longer obvious or linear. Choose meaning over momentum. Ask where you're sprinting on autopilot and where you're ready to consciously trade speed for impact, alignment, and the kind of contribution that actually matters to you. Define what "more" means for you now. Let go of one-size-fits-all ambitions and get curious about your current version of "more" in this season—more joy, more presence, more service, more creativity—and honor that as valid and enough. RESOURCES: Belinda's Bio: Belinda is a sought-after Leadership Advisor, Coach, Consultant and Keynote speaker and a leading authority in guiding global executives, professionals and small business owners to become today's highly respected leaders. As the Founder of BelindaPruyne.com, Belinda works with such organizations as IBM, Booz Allen Hamilton, BBDO, The BAM Connection, Hilton, Leidos, Yale School of Medicine, Landis, and the Discovery Channel. Most recently, she redesigned two global internal advertising agencies for Cella, a leader in creative staffing and consulting. She is a founding C-suite and executive management coach for Chief, the fastest-growing executive women's network. Since 2020, Belinda has delivered more than 72 interviews with top-level executives and business leaders who share their inner journey to success; letting you know the truth of what it took to achieve their success in her Notable Leaders Radio podcast. She gained a wealth of expertise in the client services industry as Executive Vice President, Global Director of Creative Management at Grey Advertising, managing 500 people around the globe. With over 20+ years of leadership development experience, she brings industry-wide recognition to the executives and companies she works with. Whether a startup, turnaround, acquisition, or global corporation, executives and companies continue to turn to Pruyne for strategic and impactful solutions in a rapidly shifting economy and marketplace. Website: Belindapruyne.com Email Address: hello@belindapruyne.com LinkedIn: https://www.linkedin.com/in/belindapruyne Facebook: https://www.facebook.com/NotableLeadersNetwork.BelindaPruyne/ Twitter: https://twitter.com/belindapruyne?lang=en Instagram: https://www.instagram.com/belindapruyne/
In this episode, I'm joined by Mandy Mooney — author, corporate communicator, and performer — for a wide-ranging conversation about mentorship, career growth, and how to show up authentically in both work and life. We talk about her path from performing arts to corporate communications, and how those early experiences shaped the way she approaches relationships, leadership, and personal authenticity. That foundation carries through to her current role as VP of Internal Communications, where she focuses on building connections and fostering resilience across teams. We explore the three pillars of career success Mandy highlights in her book Corporating: Three Ways to Win at Work — relationships, reputation, and resilience — and how they guide her approach to scaling mentorship and helping others grow. Mandy shares practical strategies for balancing professional responsibilities with personal passions, and why embracing technology thoughtfully can enhance, not replace, human connection. The conversation also touches on parenting, building independence in children, and the lessons she's learned about optimism, preparation, and persistence — both in the workplace and at home. If you're interested in scaling mentorship, developing your career with intention, or navigating work with authenticity, this episode is for you. And if you want to hear more on these topics, catch Mandy speaking at Snafu Conference 2026 on March 5th. 00:00 Start 02:26 Teaching Self-Belief and Independence Robin notes Mandy has young kids and a diverse career (performing arts → VP of a name-brand company → writing books). Robin asks: "What are the skills that you want your children to develop, to stay resilient in the world and the world of work that they're gonna grow up in?" Emphasis on meta-skills. Mandy's response: Core skills She loves the question, didn't expect it, finds it a "thrilling ride." Observes Robin tends to "put things out there before they exist" (e.g., talking about having children before actually having them). Skill 1: Envisioning possibilities "Envision the end, believe that it will happen and it is much more likely to happen." Teaching children to see limitless possibilities if they believe in them. Skill 2: Independence Examples: brushing their own hair, putting on clothes, asking strangers questions. One daughter in Girl Scouts: learning sales skills by approaching strangers to sell cookies. Independence builds confidence and problem-solving abilities for small and big life challenges. Skill 3: Self-belief / Self-worth Tied to independence. Helps children navigate life and career successfully. Robin asks about teaching self-belief Context: Mandy's kids are 6 and 9 years old (two girls). Mandy's approach to teaching self-belief Combination of: Words Mandy uses when speaking to them. Words encouraged for the children to use about themselves. Example of shifting praise from appearance to effort/creativity: Instead of "You look so pretty today" → "Wow, I love the creativity that you put into your outfit." Reason: "The voice that I use, the words that I choose, they're gonna receive that and internalize it." Corrective, supportive language when children doubt themselves: Example: Child says, "I'm so stupid, I can't figure out this math problem." Mandy responds: "Oh wow. That's something that we can figure out together. And the good news is I know that you are so smart and that you can figure this out, so let's work together to figure it out." Asking reflective questions to understand their inner thoughts: Example: "What's it like to be you? What's it like to be inside your head?" Child's response: "Well, you worry a lot," which Mandy found telling and insightful. Emphasizes coming from a place of curiosity to check in on a child's self-worth and self-identity journey. 04:30 Professional Journey and Role of VP of Internal Comms Robin sets up the question about professional development Notes Mandy has mentored lots of people. Wants to understand: Mandy's role as VP of Internal Communications (what that means). How she supports others professionally. How her own professional growth has been supported. Context: Robin just finished a workshop for professionals on selling themselves, asking for promotions, and stepping forward in their careers. Emphasizes that she doesn't consider herself an expert but learns from conversations with experienced people like Mandy. Mandy explains her role and path Career path has been "a winding road." Did not study internal communications; discovered it later. Finds her job fun, though sometimes stressful: "I often think I might have the most fun job in the world. I mean, it, it can be stressful and it can't, you know, there are days where you wanna bang your head against the wall, but by and large, I love my job. It is so fun." Internal communications responsibility: Translate company strategy into something employees understand and are excited about. Example: Translate business plan for 2026 to 2,800 employees. Team's work includes: Internal emails. PowerPoints for global town halls. Speaking points for leaders. Infusing fun into company culture via intranet stories (culture, customers, innovation). Quick turnaround on timely stories (example: employee running seven marathons on seven continents; story created within 24 hours). Storytelling and theater skills are key: Coaching leaders for presentations: hand gestures, voice projection, camera presence. Mandy notes shared theater background with Robin: "You and I are both thespian, so we come from theater backgrounds." Robin summarizes role Sounds like a mix of HR and sales: supporting employee development while "selling" them on the company. Mandy elaborates on impact and mentorship Loves making a difference in employees' lives by giving information and support. Works closely with HR (Human Resources) to: Provide learning and development opportunities. Give feedback. Help managers improve. Wrote a book to guide navigating internal careers and relationships. Mentorship importance: Mentors help accelerate careers in any organization. Mandy's career journey Started studying apparel merchandising at Indiana University (with Kelley School of Business minor). Shifted from pre-med → theater → journalism → apparel merchandising. Took full advantage of career fairs and recruiter networking at Kelley School of Business. "The way that I've gotten jobs is not through applying online, it's through knowing somebody, through having a relationship." First role at Gap Inc.: rotational Retail Management Training Program (RMP). Some roles enjoyable, some less so; realized she loved the company even if some jobs weren't ideal. Mentor influence: Met Bobby Stillton, president of Gap Foundation, who inspired her with work empowering women and girls. Took a 15-minute conversation with Bobby and got an entry-level communications role. Career growth happened through mentorship, internal networking, and alignment with company she loved. Advice for her daughters (Robin's question) Flash-forward perspective: post-college or early career. How to start a career in corporate / large organizations: Increase "luck surface area" (exposure to opportunities). Network in a savvy way. Ask at the right times. Build influence to get ahead. Mentorship and internal relationships are key, not just applying for jobs online. 12:15 Career Advice and Building Relationships Initial advice: "Well first I would say always call your mom. Ask for advice. I'm right here, honey, anytime." Three keys to success: Relationships Expand your network. "You say yes to everything, especially early in your career." Examples: sit in on meetings, observe special projects, help behind the scenes. Benefits: Increases credibility. Shows people you can do anything. Reputation Build a reputation as confident, qualified, and capable. Online presence: Example: LinkedIn profile—professional, up-to-date, connected to network. Be a sponsor/advocate for your company (school, office, etc.). Monthly posts suggested: team photos, events, showing responsibility and trust. Offline reputation: Deliver results better than expected. "Deliver on the things that you said you were gonna do and do a better job than people expected of you." Resilience Not taught from books—learned through experience. Build resilience through preparation, not "fake it till you make it." Preparation includes: practicing presentations, thinking through narratives, blocking time before/after to collect thoughts and connect with people. "Preparation is my headline … that's part of what creates resilience." Mandy turns the question to Robin: "I wanna ask you too, I mean, Robin, you, you live and breathe this every day too. What do you think are the keys to success?" Robin agrees with preparation as key. Value of service work: Suggests working in service (food, hospitality) teaches humility. "I've never met somebody I think even ever in my life who is super entitled and profoundly ungrateful, who has worked a service job for any length of time." Robin's personal experience with service work: First business: selling pumpkins at Robin's Pumpkin Patch (age 5). Key formative experience: running Robin's Cafe (2016, opened with no restaurant experience, on three weeks' notice). Ran the cafe for 3 years, sold it on Craigslist. Served multiple stakeholders: nonprofit, staff (~15 employees), investors ($40,000 raised from family/friends). Trial by fire: unprepared first days—no full menu, no recipes, huge rush events. Concept of MI Plus: "Everything in its place" as preparation principle. Connecting service experience to corporate storytelling: Current business: Zandr Media (videos, corporate storytelling). Preparation is critical: Know who's where, what will be captured, and what the final asset looks like. Limited fixes in post-production, even with AI tools. Reinforces importance of preparation through repeated experience. Advice for future children / young people: Robin would encourage service jobs for kids for months or a year. Teaches: Sleep management, personal presentation, confidence, energy. "Deciding that I'm going to show up professionally … well … energetically." Emphasizes relentless optimism: positivity is a superpower. Experience shows contrast between being prepared and unprepared—learning from both is crucial. 16:36 The Importance of Service Jobs and Resilience Service jobs as formative experience: Worked as a waitress early in her career (teenager). Describes it as "the hardest job of my life". Challenges included: Remembering orders (memory). Constant multitasking. Dealing with different personalities and attitudes. Maintaining positivity and optimism through long shifts (e.g., nine-hour shifts). Fully agrees with Robin: service jobs teach humility and preparation. Optimism as a superpower: "I totally agree too that optimism is a superpower. I think optimism is my superpower." Writes about this concept in her book. Believes everyone has at least one superpower, and successful careers involve identifying and leaning into that superpower. Robin asks about the book Why did Mandy write the book? Inspiration behind the book? Also wants a deep dive into the writing process for her own interest. Mandy's inspiration and purpose of the book Title: "Corporating: Three Ways to Win At Work" Primary goal: Scale mentorship. Realized as she reached VP level, people wanted career advice. Increased visibility through: Position as VP. Connection with alma mater (Indiana University). Active presence on LinkedIn. Result: Many young professionals seeking mentorship. Challenge: Not sustainable to mentor individually. Solution: Writing a book allows her to scale mentorship without minimizing impact. Secondary goals / personal motivations: Acts as a form of "corporate therapy": Reflects on first 10 years of her career. Acknowledges both successes and stumbles. Helps process trials and tribulations. Provides perspective and gratitude for lessons learned. Fun aspect: as a writer, enjoyed formatting and condensing experiences into a digestible form for readers. Legacy and contribution: "I had something that I could contribute meaningfully to the world … as part of my own legacy … I do wanna leave this world feeling like I contributed something positive. So this is one of my marks." 21:37 Writing a Book and Creative Pursuits Robin asks Mandy about the writing process: "What's writing been like for you? Just the, the process of distilling your thinking into something permanent." Mandy: Writing process and finding the "25th hour" Loves writing: "I love writing, so the writing has been first and foremost fun." Where she wrote the book: Mostly from the passenger seat of her car. She's a working mom and didn't have traditional writing time. Advice from mentor Gary Magenta: "Mandy, you're gonna have to find the 25th hour." She found that "25th hour" in her car. Practical examples: During birthday party drop-offs: "Oh good. It's a drop off party. Bye. Bye, honey. See you in two hours. I'll be in the driveway. In my car. If you need anything, please don't need anything." Would write for 1.5–2 hours. During Girl Scouts, swim, any activity. On airplanes: Finished the book on an eight-hour flight back from Germany. It was her 40th birthday (June 28). "Okay, I did it." Realization moment: "You chip away at it enough that you realize, oh, I have a book." Robin: On parents and prioritization Parents told him: "When you have kids, you just find a way." Children create: Stricter prioritization. A necessary forcing function. Mandy's self-reflection: "I believe that I am an inherently lazy person, to be totally honest with you." But she's driven by deadlines and deliverables. Kids eliminate "lazy days": No more slow Saturdays watching Netflix. "They get up. You get up, you have to feed these people like there's a human relying on you." Motherhood forces motivation: "My inherent laziness has been completely wiped away the past nine years." Writing happened in small windows of time. Importance of creative outlet: Having something for yourself fuels the rest of life. Examples: writing, crocheting, quilting, music. Creativity energizes other areas of life. Robin mentions The 4-Hour Workweek by Tim Ferriss. Advice from that book: Have something outside your day job that fuels you. For Robin: Physical practice (gym, handstands, gymnastics, ballet, capoeira, surfing). It's a place to: Celebrate. Feel progress. Win, even if work is struggling. Example: If tickets aren't selling. If newsletter flops. If client relationships are hard. Physical training becomes the "anchor win." Mandy's writing took over two years. Why? She got distracted writing a musical version of the book. There is now: "Corporating: The Book" "Corporating: The Musical" Three songs produced online. Collaboration with composer Eric Chaney. Inspiration from book: Time, Talent, Energy (recommended by former boss Sarah Miran). Concept: we have limited time, talent, and energy. Advice: Follow your energy when possible. If you're flowing creatively, go with it (unless there's an urgent deadline). You'll produce better work. She believes: The book is better because she created the musical. Musical helps during speaking engagements. Sometimes she sings during talks. Why music? Attention spans are short. Not just Gen Z — everyone is distracted. Music keeps people engaged. "I'm not just gonna tell you about the three ways to win at work. I'm gonna sing it for you too." Robin on capturing attention If you can hold attention of: Five-year-olds. Thirteen-year-olds. You can hold anyone's attention. Shares story: In Alabama filming for Department of Education. Interviewed Alabama Teacher of the Year (Katie). She has taught for 20 years (kindergarten through older students). Observed: High enthusiasm. High energy. Willingness to be ridiculous to capture attention. Key insight: Engagement requires energy and presence. 28:37 The Power of Music in Capturing Attention Mandy's part of a group called Mic Drop Workshop. Led by Lindsay (last name unclear in transcript) and Jess Tro. They meet once a month. Each session focuses on improving a different performance skill. The session she describes focused on facial expressions. Exercise they did: Tell a story with monotone voice and no facial expressions. Tell the story "over the top clown like, go really big, something that feels so ridiculous." Tell it the way you normally would. Result: Her group had four people. "Every single one of us liked number two better than one or three." Why version two worked best: When people are emotive and expressive: It's more fun to watch. It's more entertaining. It's more engaging. Connection to kids and storytelling: Think of how you tell stories to five-year-olds: Whisper. Get loud. Get soft. Use dynamic shifts. The same applies on stage. Musical integration: Music is another tool for keeping attention. Helps maintain engagement in a distracted world. Robin: Hiring for energy and presence Talks about hiring his colleague Zach Fish. Technical producer for: Responsive Conference. Snafu Conference. Freelancer Robin works with often. Why Robin hires Zach: Yes, he's technically excellent. But more importantly: "He's a ball of positive energy and delight and super capable and confident, but also just pleasant to be with." Robin's hiring insight: If he has a choice, he chooses Zach. Why? "I feel better." Energy and presence influence hiring decisions. Zach's background: Teaches weekly acrobatics classes for kids in Berkeley. He's used to engaging audiences. That translates into professional presence. Robin: Energy is learnable When thinking about: Who to hire. Who to promote. Who to give opportunities to. Traits that matter: Enthusiasm. Positivity. Big energy. Being "over the top" when needed. Important insight: This isn't necessarily a God-given gift. It can be learned. Like music or performance. Like anything else. 31:00 The Importance of Positive Work Relationships Mandy reflects on: The tension between loud voices and quiet voices. "Oftentimes the person who is the loudest is the one who gets to talk the most, but the person who's the quietest is the one who maybe has the best ideas." Core question: How do you exist in a world where both of those things are true? Parenting lens: One daughter is quieter than the other. Important to: Encourage authenticity. Teach the skill of using your voice loudly when needed. It's not about changing personality. It's about equipping someone to advocate for themselves when necessary Book is targeted at: Students about to enter the corporate world. Early-career professionals. Intentional writing decision: Exactly 100 pages. Purpose: "To the point, practical advice." Holds attention. Digestible. Designed for distracted readers. Emotional honesty: Excited but nervous to reconnect with students. Acknowledges: The world has changed. It's been a while since she was in college. Advice she's trying to live: Know your audience Core principle: "Get to know your audience. Like really get in there and figure out who they are." Pre-book launch tour purpose: Visiting universities (including her alma mater). Observing students. Understanding: Their learning environment. Their day-to-day experiences. The world they're stepping into. Communication principle: Knowing your audience is essential in communications. Also essential in career-building. If you have a vision of where you want to go: "Try to find a way to get there before you're there." Tactics: Meet people in those roles. Shake their hands. Have coffee. Sit in those seats. Walk those halls. See how it feels. Idea: Test the future before committing to it. Reduce uncertainty through proximity. What if you don't have a vision? Robin pushes back thoughtfully: What about people who: Don't know what they want to do? Aren't sure about staying at a company? Aren't sure about career vs. business vs. stay-at-home parent? Acknowledges: There's abundance in the world. Attention is fragmented. Implied tension: How do you move forward without clarity? 35:13 Mentorship and Career Guidance How to help someone figure out what's next Start with questions, not answers A mentor's primary job: ask questions from a place of curiosity Especially when someone is struggling with what they want to do or their career direction Key questions: What brings you joy? What gives you energy? What's the dream? Imagine retirement — what does that look like? Example: A financial advisor made Mandy and her husband define retirement vision; then work backwards (condo in New Zealand, annual family vacations) Clarify what actually matters Distinguish life priorities: Security → corporate job; Teamwork → corporate environment; Variety and daily interaction → specific roles Mentoring becomes a checklist: Joy, strengths, lifestyle, financial expectations, work environment preferences Then make connections: Introduce them to people in relevant environments, encourage informational interviews You don't know what you don't know Trial and error is inevitable Build network intentionally: Shadow people, observe, talk to parents' friends, friends of friends Even experienced professionals have untapped opportunities Stay curious and do the legwork Mixing personal and professional identity Confidence to bring personal interests into corporate work comes from strategy plus luck Example: Prologis 2021, senior leaders joked about forming a band; Mandy spoke up, became lead singer CEO took interest after first performance, supported book launch She didn't always feel this way Early corporate years: Feel like a "corporate robot," worrying about jargon, meetings, email etiquette, blending in Book explores blending in while standing out Advice for bringing full self to work Don't hide it, but don't force it; weave into casual conversation Find advocates: Amazing bosses vs terrible ones, learn from both Mentorship shaped her framework: Relationships, reputation, and resilience Resilience and rejection Theater as rejection bootcamp: Auditions, constant rejection Foundations of resilience: Surround yourself with supportive people, develop intrinsic self-worth, know you are worthy Creating conditions for success Age 11 audition story: Last-minute opportunity, director asked her to sing, she sang and got the part Why it worked: Connections (aunt in play), parent support, director willing to take a chance, she showed up Resilience is not just toughing it out: Have support systems, build self-worth, seek opportunity, create favorable conditions, step forward when luck opens a door 44:18 Overcoming Rejection and Building Resilience First show experiences Robin's first stage production is uncertain; she had to think carefully At 17, walked into a gymnastics gym after being a cross country runner for ten years, burnt out from running Cold-called gyms from the Yellow Pages; most rejected her for adult classes, one offered adult classes twice a week That led to juggling, circus, fencing, capa, rock climbing — a "Cambrian explosion" of movement opportunities About a year and a half later, walked into a ballet studio in corduroy and a button-up, no ballet shoes; first ballet teacher was Eric Skinner at Reed College, surrounded by former professional ballerinas First internal college production was his first show; ten years later performed as an acrobat with the San Francisco Opera in 2013, six acrobats among 200 people on stage, four-hour shows with multiple costume changes and backflips Relationship to AI and the evolving world of work Mandy never asks her daughters "What do you want to be?" because jobs today may not exist in the future Focus on interests: plants, how things are built, areas of curiosity for future generations Coaching her team: Highly capable, competent, invested in tools and technology for digital signage, webinars, emails, data-driven insights, videos Approach AI with cautious optimism: Adopt early, embrace technology, use it to enhance work rather than replace it Example: Uses a bot for scheduling efficiency, brainstorming; enhances job performance by integrating AI from day one Advice: Approach AI with curiosity, not fear; embrace tools to be smarter and more efficient, stay ahead in careers 53:05 Where to Find Mandy Mandy will be speaking at Snafu Conference on March 5, discussing rejection and overcoming it. Author and speaking information: mandymooney.com LinkedIn: Mandy Mooney Music available under her real name, Mandy Mooney, on streaming platforms.
Dr. Guy Winch explains why we must treat emotional injuries with the same urgency as physical ones. "We ruminate, we beat ourselves up, we criticize ourselves, we think we're weak… and we end up compounding the emotional injury." He introduces the idea of "emotional first aid" and why we need a psychological toolbox to stop that downward spiral. Guy breaks down the difference between how we respond to physical pain versus emotional pain. "We go to the medicine cabinet for a physical injury, but we have no cabinet for emotional injuries." He explains why we must learn emotional hygiene: "The injuries don't just go away." We also discuss how emotional neglect works and the long-term consequences of unacknowledged wounds. "The mind does not heal itself. The mind broods." Finally, Guy offers a new model for how to respond when people open up to you emotionally. "Start with compassion. You can offer logic later." Key Insights: Insight 1: "We ruminate, we beat ourselves up, we criticize ourselves, we think we're weak… and we end up compounding the emotional injury." This explains why emotional pain often intensifies over time without care — because we engage in harmful self-dialogue instead of healing practices. Insight 2: "The mind does not heal itself. The mind broods." Guy challenges the myth that emotional wounds naturally heal. Without intervention, the mind tends to replay and deepen the pain. Insight 3: "We go to the medicine cabinet for a physical injury, but we have no cabinet for emotional injuries." He contrasts our well-established responses to physical pain with the absence of tools for emotional distress — and why this gap needs to be closed. Insight 4: "Emotional hygiene is about treating those injuries when they occur and trying to prevent them in the first place." He introduces emotional hygiene as a proactive and reactive strategy, just like physical hygiene protects against illness and injury. Insight 5: "Start with compassion. You can offer logic later." This is a clear framework for responding to others in distress — showing why empathy should precede problem-solving. Action Items: "Start with compassion. You can offer logic later." Use this sequence when someone shares emotional pain. "The first step is to recognize the injury for what it is." Acknowledge when you've been emotionally hurt. Label it. "Would I say this to a friend? If the answer is no, then don't say it to yourself." A reframe technique to interrupt self-criticism. "You don't take one antibiotic and stop. You have to do the course. It's the same with emotional first aid." Practice emotional tools consistently, not just once. "Rumination is like a psychological infection. And so what you need to do is stop the infection from spreading." Interrupt rumination cycles early. "You have to override your own instinct." Emotionally healthy responses often require pushing against our natural urges to withdraw or self-blame. Get Mind Over Grind, here: https://tinyurl.com/49mshdmv Claim your free gift: Free gift #1 McKinsey & BCG winning resume www.FIRMSconsulting.com/resumePDF Free gift #2 Breakthrough Decisions Guide with 25 AI Prompts www.FIRMSconsulting.com/decisions Free gift #3 Five Reasons Why People Ignore Somebody www.FIRMSconsulting.com/owntheroom Free gift #4 Access episode 1 from Build a Consulting Firm, Level 1 www.FIRMSconsulting.com/build Free gift #5 The Overall Approach used in well-managed strategy studies www.FIRMSconsulting.com/OverallApproach Free gift #6 Get a copy of Nine Leaders in Action, a book we co-authored with some of our clients: www.FIRMSconsulting.com/gift
A story about choosing margins over momentum—and letting investors call you wrongThis episode is for SaaS CEOs stuck around 20% EBITDA and wondering what it actually takes to double it without cutting their way there.Most SaaS companies treat 20% EBITDA as a healthy number. Georgi Petrov targets 50.Georgi, CEO of Uxify, has founded four companies in 15 years with two exits—including one to WP Engine. He doesn't get there by cutting. He gets there by building differently from day one: small teams with high ownership, self-service at premium prices, and a refusal to add cost before it earns its place.And this inspired me to invite Georgi to my podcast. We explore why targeting 50% EBITDA changes every hiring decision, every pricing decision, and every partnership decision a founder makes. Georgi shares hard-won lessons on why small teams outperform large ones, why focus beats optionality, and why selling business outcomes—not product features—makes premium self-service pricing work.We also zoom in on two of the 10 traits that define remarkable software companies: – Acknowledge you cannot please everyone – Focus on the essenceGeorgi's journey proves that starting from profit forces every decision to earn its place.Here's one of Georgi's quotes that captures how he actually gets to 50% EBITDA:"Most of the high-leverage decisions that we made turn out to be not so good decisions. We find the good somewhere in the middle. Not having a support team sounds like a high-leverage decision, but that's ultimately bad, because customers need 24/7 support. So, ultimately, expand the support team, but do it in a smarter way, and that's how we end up. If we're super able to leverage a lot, very likely we can achieve much more than 50%, but I think you end up somewhere about 50% ultimately."By listening to this episode, you'll learn:Why profitability shapes better decisions than fundraising ever willWhat self-service at premium prices requires to actually workWhy the biggest partners rarely deliver the biggest resultsWhen adding people stops creating productivity and starts destroying itFor more information about the guest from this week: Guest: Georgi Petrov, CEO of Uxify Website: uxify.com
AP correspondent Ed Donahue reports on a Trump cabinet member caught up in the Epstein files.
Episode Info Juan García is one of the Co-founders of Tuio, a next-generation insurer built from the ground up with artificial intelligence at its core. Tuio's ecosystem of AI agents — including Leia, Watson, Lisbeth, Sonia, and George — now automate over 80% of customer interactions and 85% of simple claims, showing how AI can rebuild trust in financial services through transparency and efficiency. Juan oversees Tuio's brand, growth, and product strategy, blending design thinking with operational rigor to create a customer experience that feels more like modern software than traditional insurance. Before founding Tuio, he spent 20 years helping companies scale at the intersection of technology and finance — including leadership roles at Monitor Deloitte and global experience in affinity insurance distribution (e.g., Orange Seguros). A telecommunications engineer and La Caixa Fellow, Juan holds an MBA from London Business School and CEIBS. Juan García is co-founder and Co-CEO of Tuio, Spain's 100% digital, AI-native insurer creating next-generation insurance solutions for a customer-centric, tech-driven world. Under his leadership, Tuio has rapidly scaled from a garage startup into a multi-million euro fintech-insurtech raising major backing and redefining what "insurance" means for the digital generation. Juan García brings a unique blend of telecommunications engineering, strategic consulting and startup leadership to his role at Tuio. With a passion for transforming legacy industries through technology, he embarked on the mission of reinventing insurance in an age of artificial intelligence, mobile-first expectations and subscription business models. In early 2021, alongside fellow co-founders José María Lucas and Asís Pardo, Juan helped launch Tuio from its earliest phase — from conception in a garage to its market launch just months later. The vision: build an insurer designed for the digital era, not a legacy insurer digitized. Tuio's model under Juan's leadership is built on three pillars: 1) products designed for digital-native customers (clear policies, subscription-style terms, self-service); 2) technology and automation as core operations, where AI handles everything from underwriting to chats and claims; and 3) a socially-aware business model, with transparency, accessible language and customer alignment built into the value proposition. Under Juan's aegis, Tuio closed a significant €15 million financing round (in 2024) led by major investors including BlackRock and MassMutual Ventures, signaling strong investor confidence in the business model. He has repeatedly spoken about achieving unit-economics advantaged positions: Tuio is approaching profitability by keeping customer acquisition costs low and lifetime-value comparably high. Episode Overview: Company Snapshot: Founded mid-2020, launched November 2021. Serves ~100,000 customers with ~€15 million in premiums. Focuses on personal lines: household, term life, auto, pet, health, travel. Operates as the MGA for all products. Tuio's InsurTech Differentiator: Beyond Process Fixes: Moves beyond early InsurTech's focus on efficiency to fundamentally re-engineering insurance. Targeting Underserved Segment (25-55): Addresses this demographic's demand for digital-first, self-service experiences. Sustainable Growth Model: Rejects "grow at all costs"; prioritizes healthy margins and controlled loss ratios over rapid, unprofitable expansion. Challenging Traditional Playbooks: Proves that a focus on profitability and underwriting is key, even for newer entrants. Key Innovations & Strategies: Proprietary Customer DNA: Collects 100+ non-traditional data points continuously. Example 1 (Device Type): iPhone/MacBook users have ~10% higher claims for stolen goods; this insight influences pricing. Example 2 (Onboarding Behavior): Customers who scrutinize specific coverages during sign-up are flagged for closer review during claims, detecting potential fraud. AI-Powered Claims Management ("Watson"): Handles non-deterministic claims processes effectively. Analyzes customer DNA, policy data, claim history, and more. Performs severity, urgency, and duplication analysis. Assigns confidence levels and escalates high-risk decisions to human adjusters. Transforms claims from a cost center to a "data flywheel." Direct-to-Consumer Model: Operates largely as a direct writer (~60% in the US, ~98% in Spain for new sales). Believes in the value of direct customer relationships for data insights. Acknowledges the role of mediation but focuses on a segment that appreciates their model. Direct model exposes unique challenges like immediate claim filing post-policy purchase, which their data analysis helps mitigate. Claims Processing Excellence: Superior Loss Ratios: Household insurance loss ratio is 55% (vs. 15-115% market average in Spain), aiming for 19% by year-end. Human-Centric Automation: Automation supports, but does not replace, human adjusters for critical decisions. Next Best Action System: Guides adjusters through complex claims processes. Claims as a Data Source: Leverages claims data to refine underwriting and fraud detection. Focus on Non-Deterministic Nature: Recognizes that claims are not linear and requires flexible AI, not rigid rule-based systems. Future Vision: Southern European Champion: Expanding from Spain into Portugal, France, Italy, and Greece. Leveraging Tech Stack: Utilizing their efficient operational model to enter and scale in less competitive markets. Proving Profitability: Demonstrating that Southern European markets can be highly profitable for InsurTech This episode is brought to you by The Future of Insurance book series (future-of-insurance.com) from Bryan Falchuk. Follow the podcast at future-of-insurance.com/podcast for more details and other episodes. Music courtesy of Hyperbeat Music, available to stream or download on Spotify, Apple Music, and Amazon Music and more.
I discuss reframing weakness from a flaw into a strategic advantage for business growth. Learn how I identify recurring weaknesses, treat them as data, and implement systems to overcome them, fostering self-management and accelerated progress in my career and business.In This Episode:00:00 Weakness as Information01:06 Identifying Recurring Weaknesses03:25 Weakness as a Signal05:08 Systems Beat Willpower06:40 Managing Weaknesses Strategically08:52 Growth and Self-TrustKey Takeaways:Identify recurring weaknesses in my career or business.Analyze weaknesses as informational data, not personal verdicts.Implement systems and processes to manage weak areas.Acknowledge weaknesses strategically to accelerate my progress.Boost self-trust and reduce friction by addressing my blind spots.Resources:Well Why Not Workbook: https://bit.ly/authormauricechismPodmatch: https://bit.ly/joinpodmatchwithmaurice*FREE* 5 Bold Shifts to help you silence doubt and start moving: https://bit.ly/5boldshiftsConnect With:Maurice Chism: https://bit.ly/CoachMauriceWebsite: https://bit.ly/mauricechismTo be a guest: https://bit.ly/beaguestonthatwillnevrworkpodcastBusiness Email: mchism@chismgroup.netBusiness Address: PO Box 460, Secane, PA 19018Subscribe to That Will Nevr Work Podcast:Spreaker: https://bit.ly/TWNWSpreakerSupport the channelPurchase our apparel: https://bit.ly/ThatWillNevrWorkPodcastapparel
Seth and Sean discuss how the Texans might have done in last night's Super Bowl, some key points in the game, and give credit where it's due in Acknowledge Me.
Seth and Sean assess how they think the Texans would have fared in the Super Bowl last night, give credit in Acknowledge Me, and discuss if the Rockets should have brought back James Harden at the trade deadline.
Be Kinder to Yourself (Why Self-Criticism Isn't Helping You Win)This week, Michelle takes a break from guest interviews to speak directly to something that stopped her in her tracks.After sending out a listener survey, one result hit hard:80% of women said they struggle to be kind to themselves.Including Michelle.In this solo episode, Michelle unpacks how self-criticism sneaks in, why it feels productive (but isn't), and how being relentlessly hard on yourself can quietly hold you back — even when you're achieving on paper.This isn't about fluffy self-care or letting yourself off the hook.It's about awareness, honesty, and learning how to move forward without constantly tearing yourself down.Key Talking Points & Timestamps00:00 – Why this needed to be saidMichelle explains why she felt compelled to pause guest episodes and talk openly about kindness — and what triggered this realisation.01:08 – The survey result that changed everything80% of women said they struggle to be kind to themselves — and why that statistic is both comforting and alarming.02:41 – Catching the inner voice first thing in the morningHow negative self-talk was showing up before Michelle had even opened her eyes — and why that matters.03:25 – The ‘holy socks' analogyWhy we treat other people with more respect than we treat ourselves — and what that says about self-worth.04:42 – When being “hard on yourself” backfiresMichelle reflects on imposter syndrome in construction and how self-criticism limited her confidence and progression.06:22 – Building the podcast without trusting herselfGrowing a podcast from scratch, hitting big milestones — and still being unable to acknowledge progress.07:41 – When your worth gets tied to achievementWhy high-achieving women never feel like they've “arrived” — and the cost of chasing constant validation.09:00 – Starting from ‘I am enough' (without losing your drive)Insights inspired by Joe Hudson on separating self-worth from outcomes.09:35 – Fear, paralysis, and second-guessingHow being unkind to yourself fuels procrastination and decision fatigue.10:45 – The 9-day awareness exerciseA simple but powerful way to notice, track, and challenge self-critical thoughts.11:58 – Three ways to reframe unkind thoughts• Acknowledge without agreeing• Laugh at the ridiculous ones• Reframe with evidence and context13:43 – The real cost of self-criticismWhy it doesn't make you better — just more disconnected, anxious, and distrustful of yourself.14:58 – Chasing relief instead of alignmentWhy achievement doesn't bring peace if you're running from fear instead of moving with intention.16:18 – “My story isn't good enough”Why even the most impressive women downplay their journeys — and how common this mindset really is.17:54 – Living in fight-or-flight without realising itHow self-kindness helped Michelle regulate her nervous system and feel more grounded week to week.18:43 – A quiet invitation, not a challengeMichelle encourages listeners to start with one thing: not being unkind to themselves.19:22 – What's next with Dare ClubHow this work around kindness, alignment, and self-trust is shaping the future of Dare Club.Key TakeawaysBeing hard on yourself isn't discipline — it's often fear in disguiseSelf-criticism doesn't fuel progress; it creates paralysisHigh achievement without self-kindness leads to disconnectionYou can accept emotions without agreeing with themAwareness is the first step — not perfectionStarting from “I am enough” doesn't kill ambition, it steadies itSign up to Dare club Hosted on Acast. See acast.com/privacy for more information.
1. United Nations Funding Crisis The United Nations is facing financial collapse because the United States has reduced or withdrawn funding. This is a move to stop funding “woke” & ideological programs. The UN is ineffective, bureaucratic, and overly dependent on U.S. taxpayer money. Symbolic examples (turned-off escalators, reduced heating) are used to emphasize desperation and mismanagement. The U.S. withdrew from 66 international organizations and treaties, framed as: Cost-saving Anti-globalist Pro-American sovereignty Many of these organizations are described as obscure, wasteful, or hostile to U.S. interests. The underlying message is that global institutions dilute U.S. power without delivering value. 2. Media Merger and National Security Concerns Focus shifts to a major media merger (Netflix / Warner Bros / Paramount context). Concerns raised include: Foreign influence, especially money from the Middle East or China National security implications Loss of American cultural control The argument is that entertainment media shapes public perception more than news. Hollywood and major streaming platforms are portrayed as: Predominantly left-wing Hostile to conservative viewpoints Engaged in ideological indoctrination Executives are challenged on whether their content fairly represents conservatives. The inability to name conservative-oriented programming is used as evidence of bias. The merger is framed as dangerous because it could: Concentrate cultural and political influence Amplify a single ideological viewpoint The Department of Justice and FCC are identified as key gatekeepers. The timeline for approval is described as months to years, with high stakes for media freedom. 3. Save America Act (Voter ID Legislation) Proof of U.S. citizenship to register to vote Photo ID to vote The bill is common-sense and widely supported, including among minority voters. Democrats, particularly Chuck Schumer, are accused of: Using “Jim Crow” rhetoric to scare voters Ignoring polling that shows broad support for voter ID Opposition is attributed to: Desire to preserve election vulnerabilities Partisan strategy rather than public opinion Ballot harvesting is described as inherently vulnerable to abuse. Examples (nursing homes, paid operatives) are used to argue: Elderly and vulnerable voters can be exploited Ballots can be selectively discarded The Carter–Baker Commission is cited to legitimize these concerns. Acknowledges internal Republican resistance and logistical challenges. Emphasizes urgency and political pressure as tools to pass the bill. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.
Josh and Sam discuss the best way to handle Super Bowl Sunday. Should churches say anything about it? Play into the day with gimmicks to increase attendance? What's the best approach? The post Should Churches Acknowledge Super Bowl Sunday? appeared first on Church Answers.
Seth and Sean discuss Dan Graziano predicting big new deals for CJ Stroud and Will Anderson, give credit in Acknowledge Me, and talk about what may have been part of why the Vikings fired their GM.
Seth and Sean discuss Dan Graziano predicting big new deals for CJ Stroud and Will Anderson Jr., give credit in Acknowledge Me, and if people should know by age 25 how to pronounce "hors d'oeuvres."
This is The Briefing, a daily analysis of news and events from a Christian worldview.Part I (00:14 – 15:31)The Instability of Progressivism: There Can Be No Stable Moral Framework in a Worldview Apart from GodAmericans Are Turning Against Gay People by The New York Times (Tessa E.S. Charlesworth and Eli J. Finkel)Part II (15:31 – 21:10)What's Your Definition? The Attorney Arguing for So-Called Transgender Rights Before SCOTUS Could Not Define Man, Woman, Boy, or GirlThe gaping hole in the transgender sports case by The Washington Post (Megan McArdle)Part III (21:10 – 22:50)Courage to Conserve: Christians and Conservatives Should Be Encouraged to Speak the Truth and Push for a Comprehensive Recovery From ProgressivismPart IV (22:50 – 26:09)A Strange Worldview Intersection: Even Evolutionary Biologists Have to Acknowledge the Fixed Biology of Male and FemaleThe Transgender Sports Deception by The Wall Street Journal (Colin Wright)Sign up to receive The Briefing in your inbox every weekday morning.Follow Dr. Mohler:X | Instagram | Facebook | YouTubeFor more information on The Southern Baptist Theological Seminary, go to sbts.edu.For more information on Boyce College, just go to BoyceCollege.com.To write Dr. Mohler or submit a question for The Mailbox, go here.
1. Support for Regime Change Without “Boots on the Ground” Regime change can be morally and strategically justified when it leads to the fall of tyrannical or hostile regimes (e.g., Soviet Union, Iran). Strongly distinguishes between: Non-military or indirect regime change (diplomatic pressure, moral support, rhetoric, economic pressure) Full-scale military invasions, which the speaker opposes based on lessons from Iraq and Libya. Frames “regime change” as a concept unfairly discredited due to past U.S. military failures. 2. Historical Analogy: Reagan and the Cold War Ronald Reagan is a model: “Peace through strength,” rebuilding the military without large-scale invasions. Moral clarity and public rhetoric (e.g., “evil empire,” “tear down this wall”) are catalysts for systemic collapse. The power of words and leadership signaling can inspire dissidents inside authoritarian regimes. 3. Iran as an Active Enemy of the United States Iran is fundamentally different from prior dictatorships: Actively funds terrorism targeting Americans Governed by a theocratic regime portrayed as irredeemable Open U.S. rhetorical and moral support for Iranian protesters and dissidents. Acknowledges uncertainty and risks following a revolution but argues the status quo is worse. 4. Venezuela: Engagement With María Corina Machado A bipartisan Senate meeting with Venezuelan opposition leader María Corina Machado following her meeting with President Trump. Highlights her strategic emphasis on: U.S. unity Avoiding partisan attacks on Trump She is an effective, pragmatic opposition leader acting in Venezuela’s national interest. Strong ties between U.S. senators and Venezuelan communities, especially in Florida and Texas. 5. Trump’s Role in Global Opposition Movements Donald Trump’s leadership and rhetoric is a motivating force behind opposition movements in: Iran Venezuela Cuba These three countries are simultaneously nearing potential regime collapse or elections. Claims this could represent the most significant geopolitical shift since the fall of the Berlin Wall, while acknowledging high risks. 6. Military Operation Against Maduro (U.S. Arrest) A recent military raid targeting Nicolás Maduro: Maduro described as being protected by Cuban military forces Operation allegedly resulted in: No American fatalities Multiple enemy combatant deaths The Senator visited three wounded U.S. soldiers recovering in San Antonio. Emphasizing: Their bravery Their role in “changing the Western Hemisphere” Symbolic gestures (retrieving bullets/shrapnel as mementos) Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.
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