Podcast appearances and mentions of amy lewis

When does a body of work reach completion? One answer is to end it by choice. This week in episode 356 you'll hear the reasons behind our intentional ending of the Nerd Journey Podcast. We'll rewind the clock and focus on the show's trajectory and inflection points over time just like we've done for guests, share what we learned over the course of an 8-year journey from idea to consistently released show, and discuss our favorite moments. All of our content will remain online and accessible for listeners like you to go back and enjoy. Don't miss our final call to action in this episode. Just because this body of work is complete, there is still work for all of us to do for our careers. Original Recording Date: 12-20-2025 Topics – A Purposeful Ending, Where We Started, Interview Format and Getting to Launch, The Why Behind the Ending, The Lessons We Learned, Our Favorite Moments, What to Expect from Us Moving Forward, There's More to Be Done for All of Us. 1:01 – A Purposeful Ending We'll give you the bottom line up front: this is the last episode of the Nerd Journey podcast. We still love the mission, but the time has come for us to complete this body of work. When we have interviewed guests on the show, we've talked through their career timeline and pulled out the lessons learned. Today, we're going to do it for the show itself. 1:38 – Where We Started John was working as a sales engineer at VMware and was the co-host of the VMware Community Roundtable Podcast. He loved listening to podcasts, enjoyed the medium, and wanted to find a topic for a show. At the same time Nick was in the process of joining VMware, John and Nick were discussing all the things Nick needed to know to transition into sales engineering for a technology vendor. “In that conversation, I said ‘maybe we should start a podcast.'” – John White As Nick remembers it, this happened the weekend before Nick started at VMware in December 2017 (almost exactly 8 years before this episode's recording). Nick wasn't sure what he would talk about on a podcast. This suggestion from John started the ideation period, and our launch of the show was in July 2018. John talks about some of the initial ideas for the focus of the show. At that time, VMware podcasts and blogs were a great way to interact with the greater community. Doing something like this was also a way to become what John calls “nerd famous.” By the way, no one else can use that term now (trademarked by John). We initially considered talking about VMware news and our opinions on it since we both were going to be working at VMware. Both John and Nick came from small-to-medium business IT operations and eventually became sales engineers at a technology vendor. One of the things the show could be for is to talk about that journey and help others understand it was a possibility for them as well. John and Nick recorded about 10 episodes before launching to help hit the release cadence. Nick doesn't remember why they chose a weekly release cadence but remembers the show launched while he was on vacation. John and Nick even recorded a podcast episode while Nick was on that vacation, which started a habit of Nick doing podcast work while on vacation. Because they had recorded so many episodes in advance, they were not going to be timely or points of authority on VMware technology. Both Nick and John's roles were as technical generalists on the VMware side. “The only evergreen stuff that we had was the career stuff, so that became a little bit more the focus. I think that we were still thinking…we'll just record more maybe VMware specific stuff later on…as that happens. For right now, here it is.” – John White Early episodes were very prescriptive about resumes and job interview processes at larger tech companies, for example. Nick points out that John had to carry the conversation in these early episodes because he was just learning to think about career focused topics (sort of like being new to lifting weights). But, Nick picked up a lot just from the conversations on the show. 7:50 – Interview Format and Getting to Launch Nick couldn't remember what made them bring in guests originally, but Episode 13 with Tom Delicati was our very first guest interview on the show. John feels bringing in guests was always back of mind for him, and it was what he saw happen on the VMware Community Roundtable Podcast. “We're just 2 people and we have our experience. But we can't represent that as the full breadth of all of experience. That just doesn't make any sense. So, we need to start exploring what other people's career journeys have looked like and see if we can extract some knowledge and recommendations from that.” – John White Nick doesn't remember having a prescriptive plan for interviewing guests but feels like they settled into long-form interviews as a style pretty quickly. John says this was a structure they hit upon in the beginning (talking through someone's job history). The lessons learned from career inflection points like job transitions emerged from conversations with guests. John and Nick did not know this was going to happen when they began. Nick likes being able to highlight more of one specific guest's story than otherwise could have been done if each interview was only 30 minutes with a guest. But we fully acknowledge people like different lengths of podcasts. “We wanted to tell interesting stories that had an arc: a beginning and an end and a journey in between. And we were able to find those even chopping people's long 2-hour conversations up into 2 or even 3 episodes. I think that worked for us. I don't know if it worked for everybody.” – John White “We probably spent the same time interviewing people as we would have. We just didn't interview as many as if it had been 1 episode per person.” – Nick Korte We also didn't want to release a 2-hour interview as one episode. That's a lot of editing for just one episode release. People might not realize how much time goes into editing and production even after recording an interview. At the beginning, John had to give Nick advice on the kind of microphone to get. Nick started recording with a headset and then bought the same mic as John. They would each later invest in nicer microphones as the show progressed. “I knew nothing about editing and really not that much about how to make a podcast.” – Nick Korte, on beginning as a podcaster There were a lot of things we had to figure out just to make the podcast publicly available. John had researched some of the administrative things. He knew there was a WordPress plugin that could be used to turn MP3 files of released episodes into publicly available audio feed that would be the podcast. John says there were some mental blocks and hurdles he had to get through before launching the show, highlighting the fact that it took 6 months to go from idea to publishing. He was getting overwhelmed trying to figure out the back-end production and publishing process. John thinks it was Nick who kept asking what needed to happen for us to launch, and we went with WordPress and the plugin mentioned but never changed anything…because we had no time to go back. Nick and John learned that once you start a show and get it going, you will never run out of ideas. 13:58 – The Why Behind the Ending We never ran out of ideas. In fact, we still have ideas. So why are we stopping the podcast? We ran out of time. Nick has run out of time to work on editing and production. This has been a weekly show (up until the last couple months of our run), and it takes a large time commitment each week. For guest interview episodes, the intro and outro were not recorded at the same time the interview took place. These had to be recorded before the episode was released. The show notes are not AI-generated. Nick enjoyed writing them and adding in important links and references, feeling like it allowed him to remember the episodes better and internalize the lessons within them. Nick has a teenager now with many extracurricular activities and has had a workload increase at his job. “Probably for the last year I think I've been fooling myself at how much of a toll it's been to just get an episode out each week.” – Nick Korte We even tried changing the release schedule to bi-weekly and have missed that cadence a couple of times. John ran out of time about 4 years ago and hasn't had much time since to handle podcast related tasks. John experienced a job change and new baby at that time and couldn't add anything else. He also moved at some point. John and Nick have been advancing in their own careers over time as well, which has added responsibility. John and his wife recently had a second child. He also left his job in June 2025 and has been doing a job search at the same time. Before Nick and John made this decision, Nick listened back to some previous episodes to get advice and perspective. Some of the advice that echoed the loudest came from Amy Lewis in Episode 302 – Ending with Intention: Once a Geek Whisperer with Amy Lewis (2/2). The idea of ending with intention stood out. “Rather than being spotty on our releases and not keeping our promise of how often we say we're going to get the show out, we wanted to end it with intention and say, ‘ok, this is it.'” – Nick Korte “We haven't lost the love of this task. We both want this to continue. But realistically, we can't do it. And rather than sputter and peter out and never be heard from again, we just thought we'll follow the lessons that we've learned from our bettors and do what they did. Let's be intentional about the end.” – John White 18:02 – The Lessons We Learned John learned how much we can learn from the experience of others. He had ideas and biases about how we should handle specific aspects of our career, but doing the podcast allowed him to pressure test these ideas against the experience of others. John appreciates the breadth of background and experience our collective guests have brought to the show. It made him realize there are so many different ways to do certain things. Nick learned a ton about the mechanics of podcast production. It was around Episode 113 when Nick became the editor because John needed to take a break. If you want to hear more about how this happened, check out this blog post. Nick got hooked into podcast communities and even attended a podcast conference in 2025, meeting many other people who run their own podcast. Nick learned how much salesmanship is involved in getting a guest. You have to sell someone on the idea of being on the show and what they can bring to your listeners. How easy can you make it for them to say yes? John and Nick asked guests for 1.5 – 2 hours for an interview. “If you make it easy for someone to say yes and you build the outline of questions you might ask and you tell them what your show is about and what you want to cover, they'll say yes. And they might give you more time than that…. I learned so much about different people that I never would have met otherwise. I am thankful for all the learnings of all the people who have been on the show. And I'm thankful for everything I've learned from you, John.” – Nick Korte John is grateful for the difference in skills he and Nick have and their ability to learn from one another just by co-hosting together. He likes to apply the idea of making it easy for others to say yes when he's asking something of someone at work, for example. Nick learned how to beat perfectionism weekly. Something can always be edited more or re-recorded. There was a weekly ship date. “The deadline was always there to keep me honest.” – Nick Korte Seth Godin's The Practice talks about keeping a promise to the people who follow you. Having a weekly release cadence meant we were promising to ship episodes weekly. “So, whether one person listened or a million people listened, we tried to keep that promise. And it was important to us to keep it, even if it was hard.” – Nick Korte “Having a million people listen to a specific episode or even hit the site in a specific week wasn't the goal. I think the goal was the breadth of work and making it accessible and having people be able to benefit from it.” – John White We also had to learn how to tell people about the show in a clear, succinct way. When John or Nick would join video calls for work, people would see their microphones and ask if they had a podcast. We also used generative AI in our workflow for production a little bit, even if it was not for show notes. Doing the show has dragged with it some reasons to tinker with generative AI. With John's help Nick learned how to build a Gemini prompt that would take the handwritten show notes and brainstorm titles, episode descriptions, and even create a prompt for a featured image based on the themes in the episode. John shares that we never wanted to use generative AI to take a transcript and generate an episode outline. We might lose touch with the content that way. John talks about the curse of being an audio editor. It's impossible to NOT hear issues in other audio. Nick can hear mouth noises on Zoom calls like you wouldn't believe. John says we can listen to someone else's podcast and may be able to tell who is and is not the editor based on whether they speak into the microphone or move away from it and keep talking. 25:15 – Our Favorite Moments John says it's hard to pick just one favorite moment. We got to meet some of our heroes in podcasting and other people who were “nerd famous” about their career stories. We had some great conversations with John Nicholson about how to evaluate a job offer and personal finance. Check out these for reference: Episode 224 – Tech Marketing, Interview Questions, and Executives as Wild Bears with John Nicholson (1/3) Episode 225 – Take Stock of Your Compensation with John Nicholson (2/3) Episode 226 – Negotiating Job Offers and Personal Finance Tips with John Nicholson (3/3) Having a podcast allowed us to have lengthy conversations with people who may not have otherwise had a reason to talk to us. John doesn't think asking someone out of the blue for 2 hours of time without having a podcast would have worked well. John says he has a strong recency bias, often walking away from an interview with a guest thinking it was the best one yet. Nick's favorite moments Nick remembers the first time we interviewed Mike Burkhart (in Episode 64 and Episode 65). He was having wifi issues and had to move everything into his living room floor to record the episode. John and Mike were kind enough to stay online and still do the interview. John and Nick live in different parts of the United States and have only been able to record together in person a handful of times. These times were special and rare. Nick remembers the time they recorded at VMware Explore and forgot to hit record…twice in a row! If John had to succumb to recency bias, he would pick the recent interview with Milin Desai. This set of interviews stands alone as the only time we were cold pitched a guest by someone we did not know, and it was a perfect fit. We got over 2 hours with a CEO! Episode 349 – Expand Your Curiosity: Build, Own, and Maintain Relevance with Milin Desai (1/3) Episode 350 – Scope and Upside: The Importance of Contextual Communication with Milin Desai (2/3) Episode 350 – Opt In: A CEO's Take on Becoming AI Native with Milin Desai (3/3) People being both generous with their time and inciteful has been a pattern with guests. Nick and John got to have conversations with people both on the air and off the air. Nick appreciated having Dale McKay on the show (a mentor of his). You can find those episodes here: Episode 288 – Guardrails for Growth: A Mentor's Experience with Dale McKay (1/2) Episode 289 – Enhance Your Personal Brand: Feedback as a Catalyst for Change with Dale McKay (2/2) Some other favorites from Nick: He enjoyed all of the conversations about the principal title and principal engineers. See also the principal tag for more of these stories. Nick also really enjoyed hearing the stories about why people went into leadership roles and why they moved away from them. One specific episode Nick highlights as a favorite is Episode 127 – Countdown to Burnout with Tom Hollingsworth (3/3). John mentions we all battle burnout from time to time, and having such great advice to go back to is a gift. Nick says being the editor is also a gift because you're going to get to listen to the recorded discussion multiple times. Many times, the questions Nick and John asked in guest interviews were things they needed help with in their own careers. Hopefully the answers to those questions helped you as a listener too! John liked the fact that we were able to clip some of the times we messed up on the air and include those sound bites at the very end of an episode for people. To find these episodes, look for the Stinger metadata tag on an episode post. Nick mentions the Barry White intro stinger. It's actually at the end of Episode 17. There are also some good stingers with guest Chris Williams. 31:05 – What to Expect from Us Moving Forward What are the things that will, won't, and might happen in the future? The Nerd Journey site will remain online and accessible so our content will not disappear. You can still enjoy past episodes, browse the show notes, and leverage the Layoff Resources Page as well as our Career Uncertainty Action Guide. John and Nick can keep it online in a very cost-effective way just as they have to this point since the podcast was never monetized (not even Amazon affiliate links). John still has a dream of making sure we have transcripts of all the episodes and making these available in addition to the show notes. Maybe that could be extended to an AI chat bot that was trained on the transcripts. There would be some overhead involved in doing it, but John thinks it's definitely possible. You can still reach out to John or Nick on LinkedIn or send us an e-mail. All current communication channels will remain in place. We are available for questions, if you want to talk, etc. We will definitely NOT restart this show. We have declared it complete. Even if we were going to do a show like this again in the future, we would do it differently. We might choose a different name, a different description, or a different format even. But we don't have the time to do that right now anyway. We are NOT starting a new show (at least not right now). 34:59 – There's More to Be Done for All of Us Just because the show is ending, that doesn't mean your work is complete. None of our work is complete when it comes to career. “The things that we've talked about in curating your own career and being intentional about it always apply. We're not going to be around to remind you of that every week, so I hope that people have learned those lessons and internalized them. But if not, do something to make those things intentional. You need to prioritize your career on a consistent basis.” – John White Here are some specific actions that you should take: Document your work. Generate proof of work. Show your work (similar to generating proof of work). John says this is what we were unconsciously doing when we began the podcast, sharing how we got to where we are and our job transitions so others can follow a similar path if they choose. The purpose of showing your work is so that others can learn from your experience and so you can remind yourself of what you've accomplished at a later time. Nick highlights that Episode 66: Three-Month Check-In as a Google Cloud Customer Engineer with John White, Part 1 remains the most downloaded episode in our catalog. Aim for small, iterative improvements. Turn information into knowledge. Some of this is through writing. We spoke several times on the show about writing being thinking, and it was specifically referenced in an episode with Josh Duffney – Episode 156 – Better Notes, Better You with Josh Duffney (1/2). Manage your knowledge in some kind of written form that isn't in your head. Make it a knowledge management system of some kind. Practice Deep Work. It's the most important work you can do because the skill of sustained attention will be the thing for which people are paid. Be mindful of technology waves and trends, and consider placing some small bets. Many guests have invested time and effort to become proficient in a newer technology before or as it was catching on. Don't be afraid to tinker with those newer technologies. Consistently invest in your professional network. One way to do this could be via meetup groups or online communities. Reach out to use if you want to talk about careers, starting a podcast, or other fun topics. Nick can also tell you what it's like to go through the John White School of Mentoring. We want to say a special thank you to every guest who took the time to be on the podcast and every listener who took the time to listen to an episode. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

Amy Lewis, a devoted mother of four, embarked on a transformative journey to improve her health and quality of life through bariatric surgery. After years of struggling with weight loss via traditional methods, she decided to pursue this path upon the advice of friends who had positive outcomes, dedicating six months to rigorous preparation. Amy's perspective on her experience is both detailed and complex; she emphasizes that the surgery is not an easy way out and underscores the importance of mental preparation and the ongoing commitment to a strict diet. Her journey highlights the mental resilience needed to embrace a new identity post-surgery, with her children playing a significant role in supporting her decision and serving as a primary motivation for her commitment to a healthier life.

Purchase "Get off the Tools" hereCheck out our retreats hereIn this raw and powerful episode of The Life of KG, host Katie Godfrey is joined by her close friend and fellow beauty business owner Amy Lewis for one of the most honest conversations to date. If you've ever dealt with staffing challenges, toxic work culture, theft, or betrayal in your salon or clinic, this episode is an absolute must-listen.Together, Katie and Amy open up about:- The real reason salon owners consider shutting up shop- Creating a healthy and empowering team culture (and how it starts at the top)- The balance between hiring, firing, and trusting your gut- Legal and emotional boundaries when staff leave and start competing- The shocking and sometimes traumatic experiences they've faced, including theft, voodoo dolls, and false rumours- Why open communication with your team is essential for success- How to protect your business from client poaching and data breaches- Building long-lasting loyalty with clients and staffPlus, Katie gets deeply personal, sharing a moment in her business journey that nearly broke her, and how she made it through.This episode is your behind-the-scenes look at the reality of running a salon, spa, or aesthetic clinic. Expect truth bombs, laughter, hard lessons, and practical wisdom that every business owner needs to hear.

Click to Subscribe: https://bit.ly/Youtube-Subscribe-SoapDirt  Young and the Restless spoilers see Kyle Abbott (Michael Mealor) makes a bold move that leaves Victor Newman (Eric Braeden) shocked. A grand party hosted by Nikki Newman (Melody Thomas Scott), where Kyle Abbott is expected to take drastic steps to gain Victor's approval for his relationship with Claire Newman (Hayley Erin) on the CBS soap opera.  Y&R spoilers see Billy Abbott (Jason Thompson), Sally Spectra (Courtney Hope), and Amy Lewis (Valarie Pettiford) are also set to have significant roles, with Billy receiving an intriguing invitation from the mysterious Dumont. Meanwhile, Nate Hastings (Sean Dominic) and Audra Charles (Zuleyka Silver) spend time with Amy Lewis, who reveals a significant decision related to her cancer treatments.  Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ Check out our always up-to-date Young and the Restless Spoilers page at: https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/

GRAB "GET OFF THE TOOLS" BOOK HERE! FIND OUT MORE ABOUT BUSINESS RETREATS HERE!Are robots about to give your next facial? Will AI take over admin, coaching, and even waxing? In this jam-packed episode of The Life of KG, Double Trouble is back with a bold and hilarious take on what the future holds for the beauty industry.Join Katie Godfrey and Amy Lewis. Automation, and advanced tech are already reshaping our world and what that means for salon owners, therapists, and beautypreneurs. From pod babies to robotic massages, we dive into:- How beauty treatments might evolve (think lasers, tanning pods & AI hair washing)- What AI tools we're using right now to run our businesses faster and smarter- The jobs most at risk, and how to stay future-proof- Why connection, community, and customer experience will always win- The dangers of cookie-cutter content and losing your brand's voiceIf you're in hair, beauty, aesthetics, or coaching, you need to hear this. It's funny, real, eye-opening and packed with practical insights to help you stay ahead of the curve.

Click to Subscribe: https://bit.ly/Youtube-Subscribe-SoapDirt Young and the Restless 2-week spoilers for May 5-16, 2025 see Claire Newman (Hayley Erin) faces a potentially life-altering decision, while Billy Abbott (Jason Thompson) grapples with workplace drama. Chaos ensues as Phyllis Summers (Michelle Stafford) accuses Billy and Sally Spectra (Courtney Hope) of celebrating her professional downfall on the CBS soap opera.  Y&R spoilers see Billy defends himself, but Phyllis warns Sally of Billy's dubious loyalty. Meanwhile, Audra Charles (Zuleyka Silver) updates Nate Hastings (Sean Dominic) on her new company, though he remains suspicious of Victor Newman's (Eric Braeden) involvement. Damian Kane (Jermaine Rivers) brings hopeful news about his mother Amy Lewis' (Valarie Pettiford) cancer treatment, leading to a poignant conversation with Lily Winters (Christel Khalil). As tensions rise in Genoa City, Mariah Copeland (Camryn Grimes) acts increasingly erratic, causing concern for Tessa Porter (Cait Fairbanks).  Spoilers for Young and Restless see Victoria Newman (Amelia Heinle) vents to Nick Newman (Joshua Morrow) about her concerns for Kyle Abbott (Michael Mealor) and Victor's potential sabotage of Claire's happiness. As the week progresses, Victor puts Chelsea Lawson Newman (Melissa Claire Egan) to the test, and Jack Abbott (Peter Bergman) demands Billy apologize to Diane Jenkins (Susan Walters) for his critique of the mansion makeover the weeks of 5/5-5/16, 2025. Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ Check out our always up-to-date Young and the Restless Spoilers page at: https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/

Click to Subscribe: https://bit.ly/Youtube-Subscribe-SoapDirt Young and the Restless spoilers for the week of March 17-21, 2025. The CBS show will showcase Nick Newman (Joshua Morrow) being tempted by Sharon Newman (Sharon Case), and Summer Newman (Allison Lanier) fearing for Phyllis Summers' (Michelle Stafford) safety. After a harrowing week where Sharon and Phyllis were kidnapped and rescued by Nick, Billy Abbott (Jason Thompson), and Chance Chancellor (Conner Floyd), viewers will see how the two women fare post-trauma. The kidnapper, Alan Laurent (Christopher Cousins), had rigged a toxic gas trap, but the victims were saved in the nick of time. Y&R spoilers tease a possible reunion between Nick and Sharon. Other developments include Damian Kane (Jermaine Rivers) expressing concern about his mother Amy Lewis' (Valarie Pettiford) health to his brother Nate Hastings (Sean Dominic). Meanwhile, Summer, distressed by her mother's ordeal and the kidnapper still at large, voices her fears about Phyllis' safety. An unexpected twist might see Traci Abbott (Beth Maitland) discovering Alan's true identity.   Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ Check out our always up-to-date Young and the Restless Spoilers page at:  https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/

Amy Lewis of Niagara SPCA on a court appearance for Ashley Pritchard, accused of animal cruelty full 209 Thu, 09 Jan 2025 18:46:56 +0000 tuwNiUtpCJU95mPPZYA5BwMUPu5U8erG news & politics,news WBEN Extras news & politics,news Amy Lewis of Niagara SPCA on a court appearance for Ashley Pritchard, accused of animal cruelty Archive of various reports and news events 2024 © 2021 Audacy, Inc. News & Politics News False

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well. Or show the love with a tip The80sand90s.com/tip or a coffee https://buymeacoffee.com/the80sand90s

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well. Or show the love with a tip The80sand90s.com/tip or a coffee https://buymeacoffee.com/the80sand90s

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well. Tips accepted: The80sand90s.com/tip

Valarie Pettiford sat down in The Locher Room to talk about her exciting return to daytime television and so much more!Valarie made her debut as “Amy Lewis” on The Young and the Restless on October 29th—a character last seen in 1990. Valarie is no stranger to daytime drama, having previously portrayed Detective Courtney Walker on Another World and “Sheila Price” on One Life to Live.Currently, Valarie is a series regular on BET+'s The Family Business and has a recurring role on CBS' The Equalizer. She also stars in the upcoming holiday movie Too Many Christmases, and her impressive TV credits include The Mandalorian, The Blacklist, A Discovery of Witches, and Half & Half, for which she earned three NAACP Image Award nominations.In addition to her on-screen work, Valarie is a Tony-nominated performer for her role in Fosse, and she's expanding her talents as a director and producer through her Scared Flight Productions banner.Don't miss this chance to hear Valarie's stories, insights, and what's ahead in her exciting career. 

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well. Tips accepted: The80sand90s.com/tip

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For this episode, they start by sharing their memories of the terrorist attack on the Twin Towers in New York. Each takes turns recalling where they were when they heard the news and shares some memories of that unforgettable day.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well.

The 80s and 90s are dipping their toes into the 2000s. Jamie and Milo are joined by Amy Lewis host of The Pop Culture Retrospective Podcast to dive into The Noughties. In each episode, they each bring two standout items from a featured year to discuss—from music, movies, and TV to world events, pop culture, and beyond. Tune in to see what you remember from the first decade of the 21st century.  For More from Pop Culture Retrospective Web: popcultureretrospective.com Instagram: @PopCultureRetrospective YouTube: @PopCultureRetrospectivePodcast For More from the 80s and 90s visit Web: the80sand90s.com    Instagram: @The80sand90sCom  YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, tell a friend and/or share it on social media so others can experience it as well.

TV Icon who debuted as Amy Lewis kikis with our Tami Goveia.

Click to Subscribe: https://bit.ly/Youtube-Subscribe-SoapDirt Young and the Restless 2-week spoilers for Oct 21-Nov 1, 2024 see Nick Newman (Joshua Morrow), Christine Williams (Lauralee Bell), and Victor Newman (Eric Braeden) dominate the storylines. Also, Nikki Newman's (Melody Thomas Scott) deception fuels Lily Winters' (Christel Khalil) determination to assert her control over Chancellor, despite Devon Hamilton (Bryton James) and Nate Hastings (Sean Dominic) urging her to return to Hamilton Winters. Abby Newman (Melissa Ordway) and Devon's wedding mystery keeps the Newman family in suspense, with Victor Newman withholding information on the venue.  Y&R spoilers see Adam Newman's (Mark Grossman) complex relationships with Victor and Billy Abbott (Jason Thompson) make for intriguing interactions. The unexpected kiss between Billy Abbott and Sally Spectra (Courtney Hope) adds a dash of romance to the mix. Sharon Newman's (Sharon Case) escalating troubles with the law, coupled with Phyllis Summers' (Michelle Stafford) certainty of her guilt in Heather Stevens' (Vail Bloom) murder, add to the suspense. Daniel Romalotti's (Michael Graziadei) predicament heightens when the police find evidence at his apartment, leading to tense moments with Phyllis and Nick. The return of Christine Williams (Lauralee Bell) to defend Daniel, and Sharon's precarious situation, keep the audience guessing about what's next.  Young and Restless spoilers see Victor Newman's tactics take a surprising turn when he attempts to recruit his ex-wife, Diane Jenkins (Susan Walters). The arrival of Valerie Pettiford as Amy Lewis and the repercussions of Sharon Newman's scheme provide dramatic twists the weeks of 10/21-11/1/2024. Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ Check out our always up-to-date Young and the Restless Spoilers page at:  https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/

Click to Subscribe: https://bit.ly/Youtube-Subscribe-SoapDirt Young and the Restless spoilers unfold as Billy Abbott (Jason Thompson) and Sally Spectra (Courtney Hope) share a very passionate kiss.  More Y&R spoilers show that Sharon Newman (Sharon Case) has found herself in a tight spot. And, Devon Hamilton (Bryton James) and Abby Newman (Melissa Ordway) talk bout their upcoming wedding. And of course, Victor Newman's (Eric Braeden) secretive nature is causing some unease.  And other YR spoilers tease that a confrontation ensues between Billy and Lily Winters (Christel Khalil). It's about her betrayal. And also coming up, Nikki Newman (Melody Thomas Scott) tries to mend fences with Lily. Victor and Adam Newman (Mark Grossman) have a very tense conversation about loyalty, and their mutual dislike for Jack Abbott (Peter Bergman).  Meanwhile, Devon and Nate Hastings (Sean Dominic) beg Lily to return to Hamilton Winters. and, in a twist, Abby presses Victor for details about the wedding venue. Adam and Sally have an awkward encounter, and at the same time Sally finds comfort in Billy's company.  Spoilers from Young and the Restless hint at the return of Amy Lewis and the possible departure of Billy from Chancellor from the show.  In the upcoming episodes we will see Chelsea Lawson Newman (Melissa Claire Egan) deliver a harsh reality check to Adam. And, Christine Williams (Lauralee Bell) returns to help Daniel Romalotti (Michael Graziadei) as he faces potential arrest.   And finally, Young and the Restless spoilers point to Phyllis Summers (Michelle Stafford) losing patience with Nick Newman (Joshua Morrow) over his faith in Sharon. The week should end where we will see Victor trying to recruit Diane Jenkins (Susan Walters) to his side in his ongoing feud with Jack. Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ And Check out our always up-to-date Young and the Restless Spoilers page at: https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/

Heather washes up; Daniel mourns and Sharon scrambles; Billy supports Phyllis and prepares for war with Victor; Jack and Diane find trouble in paradise; Kyle steals Jabot secrets; Victor fires Audra; and Nate gets a mystery text from Amy Lewis. Hey everybody! Why not pick up a bonus Y&R Chat episode at: http://www.GenoaCitySoap.com I love […]

Click to Subscribe:  https://bit.ly/Youtube-Subscribe-SoapDirt The Young and the Restless has a hot update on cast comings and goings. Fans are in for a surprise as Valerie Pettiford steps into the role of Amy Lewis, a character last seen in 1988. Pettiford, known for her past soap roles and her recent appearance in the Star Wars Universe, is set to revive the character who was once the daughter of Frank Lewis, the mid-eighties police commissioner of Genoa City. Amy Lewis has shared the screen with characters such as Danny Romalotti (Michael Damian), Traci Abbott (Beth Maitland), and Lauren Fenmore (Tracey Bregman), making her return an intriguing addition to the current character ensemble.  Y&R Comings & Goings expect with the recent departure of Chance Chancellor (Conner Floyd), who expressed his desire to return to the police force, fans are left to speculate if Amy's return might be tied to the vacant chief of police position. In the past, Amy had close ties with characters like Christine, Nate Hastings (Sean Dominic), and Danny Romalotti who are still part of the story, making her integration into the plot seamless. Pettiford's debut is slated for late October on the CBS soap opera. Visit our Young and the Restless section of Soap Dirt: https://soapdirt.com/category/young-and-the-restless/ Listen to our Podcasts: https://soapdirt.podbean.com/ Check out our always up-to-date Young and the Restless Spoilers page at:  https://soapdirt.com/young-and-the-restless-spoilers/ Check Out our Social Media... Twitter: https://twitter.com/SoapDirtTV Facebook: https://www.facebook.com/SoapDirt Pinterest: https://www.pinterest.com/soapdirt/ TikTok: https://www.tiktok.com/@soapdirt Instagram: https://www.instagram.com/soapdirt/  

EPISODE 172: Lit-to-Teen Flicks: Calling all bookworms and movie buffs! This week on Binge Movies, Jason teams up with Amy Lewis of The Pop Culture Retrospective Podcast to rank the best teen movie adaptations of classic literature! Get ready for a nostalgic trip down memory lane as we dissect these high school reimaginings: Clueless (1995): As If! We'll debate whether Cher Horowitz's adventures in matchmaking are a faithful (or clueless) take on Jane Austen's Emma. 10 Things I Hate About You (1999): Can a shrew be tamed in the halls of a modern high school? We'll analyze this loose adaptation of Shakespeare's The Taming of the Shrew. Cruel Intentions (1999): Get ready for some scandalous secrets and manipulative teens in this step sibling reimagining of Dangerous Liaisons. She's the Man (2006): Can Viola take on the role of her twin brother in this take on Shakespeare's Twelfth Night? Easy A (2010): Is a scarlet letter the new "it" accessory? We'll discuss the modern twist on Nathaniel Hawthorne's The Scarlet Letter. Join Jason and Amy as we: Relive the iconic fashion, teen drama, and quotable lines. Settle the score: Which adaptation reigns supreme? So, polish your tiaras, dust off your letterman jackets, and get ready for a reappraisal of your teen years! HOST: Jason Binge Movies comes to you from the last video store in the universe. Store manager Jason and his guests rank and review movies to determine which are most worthy of preservation for all time. At Binge Movies the very strange, deeply analytical, and highly ridiculous meet to make a movie review show unlike any other. Become a Patron Binge Movies Merchandise  Elite Patrons: Heather Sachs Joe Buttice  Pete Nerdrovert  Dan Kawecki

Amy Lewis is Chief Executive Officer of the WILD Foundation. For more than two decades Amy has worked as a social movement scholar and practitioner in the environmental and human rights sectors. In 2015, she brought a unique, social science approach to the WILD Foundation, first as its development officer, and later as its vice president of policy and communications, adding to her existing knowledge and insights about building effective social movements while working on wilderness policy processes in places as far-flung as India and China and as close-to-home as the Rosebud Reservation in South Dakota. Amy is committed to building global support for the protection of Half of Earth's lands and seas while also strengthening and expanding the land tenure of Indigenous Peoples, nature's best guardians.Support the show

Happy International Podcasting Day, everyone! To honor the incredible community that podcasting is, and the amazing small world that I apparently live in, I recorded a fun episode with my new podcasting friend Amy Lewis, who also lives in my town, and has a super awesome podcast called Pop Culture Retrospective, to honor her older sister, who she lost a few years ago. It's such a fun podcast, and I've wanted to be wanted to be a guest on her podcast since I started listening, so this was a dream! Amy is the best host, and knows SO many facts about pop culture! I remember our first real conversation - I had commented on a few of her episodes previously, but she commented on my episode about Springworks Farm in Lisbon Maine, and said one of her students worked there, and she was happy to learn more about it, and my brain was spinning in so many directions, thinking that this podcaster that I'd been following could be local--Amy quizzed me on 90s trivia, and 90s pees, I let you down, I'm so sorry. In my defense, I was attempting to appreciate country music in Utah, and working in the 90s, so not really in "the scene" (like I was in High School lol), but Amy didn't tell me I sucked...Please find Amy and Pop Culture Retrospective where you listen to podcasts - her website is here https://www.popcultureretrospective.com/She's also on Instagram here: https://www.instagram.com/popcultureretrospective/Amy is also an amazing photographer! She photographs families, Senior photos, head shots, real estate, Air B&B, you name it! https://www.amylewisphotos.com/https://www.instagram.com/amylewisphotos/Support the showPlease follow Grounded In Maine podcast on Instagram here , or on Facebook hereYouTube channel link is here You can DM me there, post, or email me at amysgardenjam@gmail.com. Website for Amy's Garden Jam is www.amysgardenjam.comHow Do I Get There From Here by Jane Bolduc - listen to more at www.janebolduc.comPodcast cover by Becca Kofron- check out her awesome art on Instagram here or https://www.artbybeccakofron.com/ Grounded in Maine Podcast is hosted by Buzzsprout, the easiest podcast hosting platform. Learn more at www.buzzsprout.com Grounded in Maine Podcast is partnering with True Leaf Market and offering a great discount of $10 off your $50 or more purchase if you visit https://www.trueleafmarket.com/ and enter code GROUNDED10! I highly recommend checking out all they're offering, but consider cover crop seeds, to nourish your soil in between plantings!Grounded in Maine Podcast is sponsored by ESG Review. Learn ...

What do you remember playing as a kid? Amy;s podcast PopCultureRetrospective is a great pause from the crazy world we live in right now. Take a break and join us as we share some of our childhood memories! Are games the same across the United States? Amy grew up in the Chicago area. Check it out!

Text us and say hello!Today's secret word it:  REMEMBRANCEJoin us for a heartfelt episode as we pay tribute to the legendary Paul Reubens. In this special edition, I team up with Amy Lewis from the Pop Culture Retrospective Podcast to reminisce about the indelible mark Paul left on our 90s childhoods. With Paul's recent passing after a private battle with cancer, we take a poignant journey through his iconic career, from his timeless characters to his cultural impact. Tune in as we celebrate the joyful memories and lasting influence of a true creative trailblazer.Support the Show.We've got merch!Check out the site for some awesome Gen 'S' swag :)

Text us and say hello!Hey guys!  So in a bit of a change for this week, I wanted to share a recent podcast episode I did with fellow 90s podcaster Amy Lewis from the Pop Culture Retrospective Podcast.  We talked all about Nickelodeon game shows from the 90s (which we 100% covered here on the Generation 'S' Podcast about 6 months ago, so make sure to go check it out!) Amy is a wonderful person, and I highly recommend you check out her show.  Her story and motivations behind reminiscing about the 90s are so true and sincere, and her show reflects that through and through. We'll be back next week with your regularly scheduled programming, but please check out this great episode in the meantime! Support the Show.We've got merch!Check out the site for some awesome Gen 'S' swag :)

Originally from Kansas City, MO, Dr. Amy Lewis recently moved to Wisconsin to join UW-Madison as research associate as an Anna Julia Cooper Fellow in the Mead Witter School of Music. Granddaughter of Grammy nominated jazz pianist Jay McShann, Dr. Lewis grew up surrounded by music - but she didn't think she'd go into music education. In this episode of Black Oxygen, Dr. Lewis discusses her family's history in music, her research on systemic oppression and racism within music education, and the role of experiencing joy as a part of liberation. She says, “if we can't create spaces that bring us joy it will be hard to get to liberation.” Links: https://music.wisc.edu/2022/09/29/school-of-music-welcomes-new-faculty/ https://www.penguinrandomhouse.com/books/206173/freedom-dreams-by-robin-dg-kelley/ https://www.penguinrandomhouse.com/books/622408/we-want-to-do-more-than-survive-by-bettina-love/

In this episode of The 80s and 90s Uncensored, the guys are joined by Amy Lewis of The Pop Culture Retrospective Podcast to discuss board games. We all love board games, so they each bring two board games from their youth to share why they love them and a bit of history on the game itself.   To listen to the Pop Culture Retrospective podcast visit www.pcrpodcast.buzzsprout.com Twitter @PopCultureRetro For more from The 80s and 90s visit Web: www.the80sand90s.com Twitter: @The80sand90sCom YouTube: The 80s and 90s Overlooked If you enjoy this episode, don't keep it a secret, rate it, tell a friend, or share it on social media so others can experience it as well.   This episode is proudly sponsored by The Midwest Crime Files www.themidwestcrimefiles.com Twitter @MidwestCrime

Today I am going to discuss some of the legends that the lands around Appalachia are bursting with.We will also meet Eric and Jen, a couple who's gave up everything to follow a dream, only to end up in a nightmareWritten and Performed by Christopher FeinsteinTwitter- @Haunted_A_HInstagram- haunted_american_historyemail- hauntedamericanhistory@gmail.comPatreon- https://www.patreon.com/hauntedamericanhistoryAmbiment by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/3359-ambimentLicense: https://filmmusic.io/standard-licenseThe following music was used for this media project:Music: Mysterious Cinematic Foreboding Background by MusicLFilesFree download: https://filmmusic.io/song/7695-mysterious-cinematic-foreboding-backgroundLicense (CC BY 4.0): https://filmmusic.io/standard-licenseArtist website: https://cemmusicproject.wixsite.com/musiclibraryfilesNervous by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4118-nervousLicense: https://filmmusic.io/standard-licenseThe following music was used for this media project:Music: Nightmare by Alexander NakaradaFree download: https://filmmusic.io/song/4890-nightmareLicense (CC BY 4.0): https://filmmusic.io/standard-licenseArtist website: https://www.serpentsoundstudios.com/Unnatural Situation by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4567-unnatural-situationLicense: https://filmmusic.io/standard-licenseThe following music was used for this media project:Music: Circles In The Sky by Rafael KruxFree download: https://filmmusic.io/song/5307-circles-in-the-skyLicense (CC BY 4.0): https://filmmusic.io/standard-licenseArtist website: https://www.orchestralis.net/Malicious by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4014-maliciousLicense: https://filmmusic.io/standard-licenseNightmare Machine by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4133-nightmare-machineLicense: http://creativecommons.org/licenses/by/4.0/Websites cited(https://blueridgemountainstravelguide.com/appalachian-folklore-and-superstitions/) ( Amy Lewis)(https://allthatsinteresting.com/dennis-martin)(Genevieve Carlton) Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Mary Jackson reports on the Southern Baptist Convention gathering last week; an interview with the outgoing chairman of the SBC Executive Committee about his perspective; and Amy Lewis visits with an Australian band that's putting the Psalms to new music. Plus: commentary from Whitney Williams, perseverance with push-ups, and the Tuesday morning news. Support The World and Everything in It today at wng.org/donate. Additional support comes from Ridge Haven, the camp and retreat center of the PCA in NC and Iowa. With extensive lodging, dining, and recreational offerings, Ridge Haven serves retreat groups of all sizes and ages, year-round. To book your next retreat visit ridgehaven.org  And from Ambassadors Impact Network, providing growth financing for companies led by CEOs and management teams who are disciple makers and evangelists. More at ambassadorsimpact.com.

Sarah Schweinsberg reports on what's causing the baby formula shortage and what parents can do about it; Mary Reichard talks to pharmacist Zach Jenkins about the latest COVID variant; and Amy Lewis meets a woman ministering to people who fall through the cracks of Australia's social safety net. Plus: commentary from Whitney Williams, in Vogue in England, and the Tuesday morning news.Support The World and Everything in It today at wng.org/donate. Additional support comes from The Master's University Online Programs--teaching Christ in all things. More at online.masters.edu

Josh Schumacher reports on the effort to increase semiconductor production in the United States; Myrna Brown talks to Steve West about a Sikh the legal challenge to the Marine dress code; and Amy Lewis visits a wool processing plant in Australia. Plus: commentary from Cal Thomas, the perfect Oreo split, and the Thursday morning news.Support The World and Everything in It today at wng.org/donate. Additional support comes from Ambassadors Impact Network, a network of investors who have provided fourteen million dollars of growth capital since 2018 to entrepreneurs who show and share Jesus through their businesses. More at ambassadorsimpact.comFrom Chosen Gen Ministry, outfitting family discipleship through resources such as the Discipleship Parenting podcast. More at chosengenministry.org. And from National Bible Bee. Encouraging children to learn and love God's Word through Scripture study and memorization. Registration for 2022 Summer Study open today at www.biblebee.org

Bonnie Pritchett reports on how war on Earth is affecting projects in space; Amy Lewis reports on China's interest in a small island nation far from its mainland; and Lauren Dunn meets a Missouri couple learning how to love their neighbors. Plus: commentary from Whitney Williams, and the Tuesday morning news.Support The World and Everything in It today at wng.org/donate. Additional support comes from Ambassadors Impact Network, a network of investors who have provided fourteen million dollars of growth capital since 2018 to entrepreneurs who show and share Jesus through their businesses. More at ambassadorsimpact.com. From Chosen Gen Ministry, outfitting family discipleship through resources such as the Discipleship Parenting podcast. More at chosengenministry.org. And from National Bible Bee. Encouraging children to learn and love God's Word through Scripture study and memorization. Registration for 2022 Summer Study open today at biblebee.org

Josh Schumacher reports on the latest effort to make the U.S. Postal Service financially viable; Mary Reichard talks to Katie Tubb about when we might expect some relief at the gas pump; and Amy Lewis visits a farm in Australia to meet a man who spent his life raising sheep. Plus: commentary from Cal Thomas, MLB double take, and the Thursday morning news.Support The World and Everything in It today at wng.org/donate. Additional support comes from Ambassadors Impact Network, a network of investors who have provided fourteen million dollars of growth capital since 2018 to entrepreneurs who show and share Jesus through their businesses. More at ambassadorsimpact.com CrossCurrent Digital is a Christian, conservative audiobook and ebook platform, built from the ground up without Big Tech, so the Gospel and traditional values can't be censored from the digital book landscape. Get your digital books from a company that shares – and protects – your values. CrossCurrent Digital: Your Home for Faith and Freedom.

Amy Lewis is a Community Advocate by choice and Senior Director, Office of the CTO at Dick's Sporting Goods by trade. Better known as @CommsNinja, Amy is a former co-host of the Geek Whisperers and Speaking in Tech podcasts, creator and former host of the video series TechConfessions, PopUpTechTalks, and Engineers Unplugged. She uses old-school tools (whiteboards and bacon) and new-school platforms to engage technologists from around the globe. When not on the clock, this soccer mom is a left-footed striker. You can follow Amy on Social Media https://twitter.com/CommsNinja https://commsninja.wordpress.com/ https://twitter.com/Nerd_Herd_Pod https://twitter.com/Geek_Whisperers PLEASE SUBSCRIBE TO THE PODCAST - Spotify: http://isaacl.dev/podcast-spotify - Apple Podcasts: http://isaacl.dev/podcast-apple - Google Podcasts: http://isaacl.dev/podcast-google - RSS: http://isaacl.dev/podcast-rss You can check out more episodes of Coffee and Open Source on https://www.coffeeandopensource.com/ Coffee and Open Source is hosted by Isaac Levin (https://twitter.com/isaacrlevin) --- Support this podcast: https://podcasters.spotify.com/pod/show/coffeandopensource/support

We chatted today with Olivia Hilton, Director of Community Development & Tourism for the Town of Strasburg. Joining us were four of the 30 vendors who will be participating in Cupid's Market on Friday, February 11, 2022. Mandy Robinson from Sassy Snacks told us what she'd have available at the market. Lauren Valentine told us how and why she started Alma Apothecary. Amy Lewis from Bottom of the Bottle Candles explained how she makes her candles from the bottoms of wine & liquor bottles. Brittany Artone from The Freezeland Magnolia told us about her slow made, small batch, handmade polymer clay earring shop.  

In today's episode, Amy Lewis joins me. Amy is a serial entrepreneur and transformational coach for visionary leaders. When Amy Lewis received a Crohn's disease diagnosis at 12 years old she also received powerful advice that changed the way she viewed life's challenges. And she is sharing that advice with you today. Join us for a conversation on how to achieve freedom and fulfillment by becoming an out of the box thinker. Website: amylewissolutions.com

I have been in the industry for over 20 years, and have worked in nearly every role there is. I truly love our industry and the people in it, which is why the Mooeys Masters training and Moo Wax range came about. I wanted to deliver exceptional training, more than just the norm, and offer a great quality product line that is available to all Beauty Therapists. I love our Industry, and the gorgeous people in it - it's a great herd to be part of that's for sure! I am a mum of two gorgeous girls, a dog called Ted and am Mrs Ginge to Mr Ginge himself.

Confidence is a hard one - it's something that some of us struggle with as women & as business owners in everyday life - but something that I learnt early in my own motherhood journey, is that no matter how confident we are as individuals, we seem to question every decision we make as new parents. Well today's guest has 3 tips to share that will hopefully fast track this for you - and don't think it only applies to new mama's either. If you're further along in your own parenting journey with older children, these tips are still very valuable to you too!  Show Notes & Episode Links can be found on the website at: https://www.thismamameansbusiness.com/episodes/ep2-3-tips-to-build-confidence-in-ourselves-as-mothers-with-amy-lewis

Confidence is a hard one - it's something that some of us struggle with as women & as business owners in everyday life - but something that I learnt early in my own motherhood journey, is that no matter how confident we are as individuals, we seem to question every decision we make as new parents. Well today's guest has 3 tips to share that will hopefully fast track this for you - and don't think it only applies to new mama's either. If you're further along in your own parenting journey with older children, these tips are still very valuable to you too! Show Notes & Episode Links can be found on the website at: https://www.thismamameansbusiness.com/episodes/ep2-3-tips-to-build-confidence-in-ourselves-as-mothers-with-amy-lewis

Amy Lewis is an award-winning non-profit leader, environmental policy scholar, and Vice President of Policy & Communications for WILD Foundation, an organization that has been protecting wilderness, wildlife, and people through collaboration and connection since 1974. In this podcast episode, Amy sheds light on some surprising lessons regarding the relationship between policy and science; why WILD Foundation has set a goal to conserve half of our planet through 'Nature Needs Half'; and more.   Featured music of the month: Power to Change by Luna Bec Episode notes: www.greendreamer.com/206 Shop our planners: www.greendreamer.com/planners Weekly solutions-based news: www.greendreamer.com  Support the show: www.greendreamer.com/support  Instagram: www.instagram.com/greendreamerpodcast