Podcasts about ana neves

Another captivating podcast in the BoSS Podcast series, Inclusivity in Focus. This episode focuses on Leadership. Join Artemis Matsou and Diana Silva as they host an in depth discussion on Leaders in Healthcare.  Artemis and Diana are joined by Jeanette Bankes, Ana Neves, Magda Michna and Kris Morrill. 

Um breve episódio para apresentar a 5ª série do podcast KMOL: uma série de 10 episódios com entrevistas a profissionais lusófonos de Gestão de Conhecimento. Serão conversas descontraídas com 10 profissionais de gestão de conhecimento que têm percursos profissionais distintos, estão em países diferentes e têm abordagens muito diferentes à gestão de conhecimento. Cada entrevista será conduzida por Ana Neves, diretora-geral da Knowman, que irá guiar a conversa, prometendo um clima de conversas enriquecedoras e muitas risadas. Os episódios terão uma duração aproximada de 40 minutos e serão lançados semanalmente, todas as quartas-feiras a partir de 24 de maio. Os episódios podem ser acompanhados no portal KMOL ou nas principais plataformas de podcasts. --- Send in a voice message: https://podcasters.spotify.com/pod/show/kmol/message

Nesse episódio: Duas pessoas se apaixonam, e resolvem passar o resto da vida juntos. Essa é a única possibilidade de relacionamentos? A bancada de hoje do Poucas Trancas recebe nosso editor Rafael Zorzal e Ana Neves, para entender um pouco mais sobre os espectros da não-monogamia e não-monogamia política. Quais são os desafios, benefícios e características dessas formas de relacionamento. Vem com a gente! Siga o POUCAS TRANCAS nas redes sociais: Instagram: @ospoucastrancas / Twitter: @ospoucastrancas / Facebook: facebook.com/ospoucastrancas/ Um agradecimento especial aos nossos padrinhos: Saulo Andrioli, Masashi Inoue, Rogério B. de Miranda, Julián Catino, Will Cunha, Gabriel Ribas, Mayk Veras, Davi Vilela, Ivo Neuman, Álvaro Mittelman, Thais Munhoz, Alexandre G. de Carvalho , Zeno Bocardo, Luciano Rosa, Felipe Leite e Jaqueline Xavier. Quer se tornar um padrinho do POUCAS TRANCAS? Acesse https://www.padrim.com.br/ospoucastrancas ou picpay.me/ospoucastrancas e conheça nossos planos e vantagens. Participaram deste episódio: @bellinescobar, @ardatt_lili, @ojhonnyrossi, @fellipepassos Editado por Rafael Zorzal --- Send in a voice message: https://podcasters.spotify.com/pod/show/ospoucastrancas/message

Ashley joins us today from Australia sharing her three birth stories and how she learned to truly trust herself. Driven out of the hospital due to discrimination and not being able to find support from home birth midwives, Ashley decided to go for a free birth. With a special scar, two previous Cesarean surgeries, a big baby, a high BMI, and a history of gestational diabetes, Ashley accepted all of the risks and was able to reap the beautiful benefits of undisturbed home delivery. Ashley shares with us her journey to acceptance when things didn't go the way she planned, but also how to persevere through to fight for the story she wanted. She now hosts The VBAC Homebirth Stories podcast and is a Homebirth/Freebirth Mindset Coach inspiring other women to have the courage to take back control of their birth stories!Additional LinksAshley's InstagramThe VBAC Homebirth Stories podcastHow to VBAC: The Ultimate Prep Course for ParentsFull Transcript under Episode DetailsFull TranscriptMeagan: Hello, hello. Welcome to The VBAC Link. This is Meagan Heaton and we have Ashley here with you. Can I just tell you? She is amazing and you're going to want to listen to this episode 5 million times and then when you're done listening to it 5 million times, you're going to want to check out her Instagram and watch her videos 5 million more times because she is amazing and such a wealth of knowledge. We reached out and said, “Hey, we want to share your story on the podcast. We think it's going to be an amazing episode.” I don't think. I know it's going to be an amazing episode. Review of the WeekBefore we do that, I'm going to get a review per usual and remind you that if you would like to leave a review, we are on Google and Apple Podcasts. You can email us. Shoot us a message on Instagram. We love to add your reviews to the queue and read them on the podcast. This specific review is from Ana Neves and it says, “I've been preparing for my VBAC ever since my C-section, and listening to the stories in this podcast has not only taught and informed me all about the different options, but also inspired me. I know that when the time comes, I will be prepared and feel the power of the great and courageous people who shared their stories here.” Oh, I love that. “The great and courageous people.” Oh, I love that. I love that so much. Thank you so much for sharing your review and like I said, if you have a review to share and you want us to know how you feel about the podcast and all of these great and courageous people, please leave us a review. Ashley's StoriesMeagan: Okay, Ashley. I am so excited that you are here. It's been interesting from now in recording, we've had Australian people on the podcast a lot. It warms my heart and makes me so happy and makes me feel like I probably need to go to Australia now because one, I am obsessed with all of the knowledge you guys have on birth and I actually really like the way that birth is in Australia in a lot of ways. But I am just so honored to have you here with us. Ashley: Thank you. I am so excited to be here. That was such a beautiful, warm welcome so thank you very much for having me. Meagan: Yes, oh my gosh. I'm serious. I just love listening to you too. I just love your guys' accents. My Utah accent is pretty lame, but yeah. So let's turn the time over to you. I am so excited because I feel like I've heard little things, but I'm excited to just hear it right now with you. Go ahead. Ashley: Okay. So let's start from the first babe then. Basically, I went into that one expecting that I was going to have a vaginal birth because my mum had vaginal births, and all of the women before me did too. My mum had me in 7 hours. I was the first baby. My sister is two, so mum said, “If you have medication, you're weak. You've just got to suck it up.” So I had this, “If she could do it, I can do it.” I had this, “I'll have the epidural if I need it” sort of vibe. A lot of my friends had babies before me. They had children when they were 17-18. By the time I had mine, I was 28. I was newly married and I had watched all of my friends. They told me all of their birth stories and things. They had all had vaginal births. I thought that Cesarean birth was really for celebrities basically because when I was in high school, it was Posh Spice who was having this C-section and things like that. It was a trendy thing to do. It wasn't something that normal people did. It was an expensive thing that rich people did. Meagan: Like in Brazil. That's how it's viewed in Brazil. You are high-class if you have Cesareans. Ashley: Yeah. I mean, I went to the GP before I got pregnant and checked on my levels to make sure. I have always had a high BMI, so the doctor said to me, “The only thing I recommend is that you lose some weight because you might struggle to conceive,” so I went in knowing that there may be a hardship there. Some of the women in my workplace at the time had multiple miscarriages. My mother-in-law had 7 before my husband, so I went in with that kind of, “We'll see what happens, but it could take a while.” So I conceived within the first month of trying so that was a shock, but also so exciting. Super exciting. It was a month before my wedding, so I got sick just after my wedding for my honeymoon and all of the fun games and after that, I was just like a sloth dying because I got HG. I got HG and it was just 20 weeks of basically a challenge. Meagan: Yeah, miserable. Ashley: It was hard. I was so excited to be a mom. I couldn't wait from the time I conceived to birth the baby and have the baby in my arms. That's all I wanted. I went to the hospital and there was a bit of a mix-up between when I went to the GP and had the GTT, the test for gestational diabetes. The doctor told me that I didn't have it. I went to a hospital because that's what they do. You go to a GP and they just send you to the local public hospital and that's the one that you are allowed to go to, but they didn't really discuss any of the other avenues like private, or midwives, or homebirths or anything like that. So I went excitedly to my first appointment. I waited for over an hour and I saw some random gyno-obstetrician and they said to me, “You've got gestational diabetes so you'll be seeing us.” I was like, “No I don't. I don't have gestational diabetes.” “Yes you do,” she said and I burst out crying. It was this big thing. Basically, the difference was if I had birthed or if I had gone to the hospital in Brisbane which is the next suburb over, I wouldn't have had gestational diabetes but in the hospital that I went to, they were up with the times with the lower numbers because that was cycling at the moment. It was 2014. I had gestational diabetes and that meant that I had so many more appointments. It meant that I was only with obstetricians. It meant that I had to go to nutrition or a dietician. It was just so many appointments. It was out of control. From a very early stage, I was told, “You're going to be induced and you're going to be on insulin.” As soon as I was diagnosed, I was told, “You're going to be on medication.” Meagan: No talking about it. Ashley: “Yeah, let's see how this unravels and we're not going to start you on the pill, we're just going to go straight to insulin for you,” so it was kind of like they had already decided my fate. I was really excited to have an induction. It meant that I got a date for my baby and I was going to have my baby early. When I spoke to the other ladies in the GD who were getting induced, the lady said to me, “It's all good. I was induced and I had my baby in 5 hours.” I was like, “Awesome. Awesome.” I don't know what number baby that was for her because when it comes to induction, I know now that it really matters whether it's your second or if you've had a vaginal birth before, then an induction probably isn't going to land you with a C-section. I ended up getting my date, coming into hospital, and having no discussion. I kept asking, “Can we have a birth discussion?” It was always, “Next week. Next week. Next week.” There was no discussion about what happens at birth or really what to expect or any niceties or anything. It always felt quite cold. It was like the people didn't even want to be there, the junior obstetricians, it was like they were doing their time so to speak. It just wasn't a pleasant experience. I was expecting my first baby and I just felt like another number. Meagan: Yeah. It wasn't warm and fuzzy at all. That's for sure. Ashley: No. I just felt like it didn't feel right. It just felt really not nice. Meagan: Yeah, impersonal. Ashley: Yeah, exactly. I basically went in for my induction and my husband came in with me. That was a couple of days of having gels and people putting their fingers up and continued monitoring and just very uncomfortable. I found after they had done all of that process that my cervix was right shut up. It wouldn't open up. They said, “Okay. We are going to try and put the balloon in there.” That was the most excruciating pain. Meagan: Especially when you're not dilated. Ashley: It was excruciating and I was in so much pain. The doctor and midwife made out that I was making a big fuss because I was responding that it was painful, so they gave me a lot of gas and I was pretty much tripping out. It was really trippy. Meagan: Like nitrous oxide?Ashley: Yeah. I just felt like if this is how painful it is to put this thing in, how painful is labor going to be? How am I going to handle that if I've just been through two days of this? I think that I had a cannula in my hand as well because I couldn't really go to the bathroom without assistance from my husband. It was really getting uncomfortable. I had something up inside me. Meagan: Or poking you or something all of the time. Ashley: Yeah, exactly. So another night in the hospital we slept and then they said, “If it doesn't open and it doesn't drop out by the morning, then we'll talk about it.” I wasn't allowed to eat. I had to fast. Meagan: That's going to serve your body well. Ashley: I know. It's really cool. It's like they give you so much amazing care in the hospital to set you up for this amazing birth, and I woke up and it was still in there and nothing had changed. I felt really defeated and I felt like my body was broken like there was something wrong with me. Nobody had ever discussed or told me that there is a high failure rate to this or that this procedure can fail or that you may not be a great candidate for this procedure. Meagan: Or more time. More time can make you a different candidate statistically and raise your BISHOP score. Ashley: Yeah, they obviously did the BISHOP score and they would have seen that I wasn't a good candidate for this. They would have known that when they did all of these things to me. Now I see that as my body is so amazing that you tried to do all of this stuff to my body and my body was like, “Hell no.” Meagan: Nope. I'm keeping this baby in. Ashley: Clam shut, yeah. The junior doctor came in and she said, “Look. We recommend that you come in tomorrow for more monitoring. Go home and come back on Monday and we'll start the process again.” I was like, “What do you mean you're going to start the process again? This was really torturous.” I said, “What's the difference between a day or two? My body's not going to respond any differently. Can I just come back in two weeks?” I'm 38 weeks at this point and I'm like, “I'm not even 40 weeks. Can I come back in 2 weeks when I'm in labor?” Meagan: And a first-time mom.Ashley: Yeah, because my mom had me and my sisters right on 40 weeks, so I'm just expecting the same. She said, “No. You can't.” I was like, “Oh, okay.” She said, “No, you can't do that.” I said, “Okay.” She said, “You know what? We're just about to have an obstetrician meeting, so I'll go in there and I'll ask the consultants what they think and I'll come back with a plan.” “Okay,” I said because she also did talk about my option of being a Cesarean on the Monday and I said to her, “Look. I'm going to be honest with you. There's no way in hell that you're going to get me to come in for elective surgery. It's just not going to happen. I never wanted to birth like that and I don't want to.” She came back and she said– they obviously spoke about what I had said and they made for me later a plan to push me in the way they thought that I was going to bend the most, so they said, “Look. We've bumped all of the surgeries for the day and we're going to book you in as priority because we feel like you should be having this baby now.” I was kind of like, “Okay.” So they were bumping all of these surgeries. There were people sitting out in the waiting room waiting to have their babies, but they were going to bump me to have my baby first. I had my sister in the room who was a surgery nurse who had been pushing me to have surgery the whole time because she was traumatized. I'd been fighting her the way through like, “No. I don't want to do that. I want to have a vaginal birth.” I was so exhausted and my husband only had 5 days off of work, so he had to return in a couple of days. I had my in-laws at my house babysitting my dog and I was promised a baby. I feel like at that point, I was just like, “Okay, well if that's what you think, then okay. I'll do it.” I signed this 3-page waiver form by the way, which I was really scared of. I was like–Meagan: What am I doing? What am I signing?Ashley: My sister is getting me prepared. She just finished a shift from working upstairs in nursing and she organized for herself to get in there, so it was going to be my husband and her. They never allowed a third person, but because she worked there and knew people, she was able to weasel in. She's getting me ready like a good nurse. She's so excited. She gets to be a part of it and I'm just recording a video of, “If I die, tell my baby I love my baby.” I am so petrified. I've got video and photos and I just look at the photo and it's like me trying to look excited, but actually, I'm like, “Holy crap. This is really scary and I don't want to do this.” Meagan: Why is everybody so excited and I'm terrified? And why is no one talking to me about this? Ashley: Because I'm giving up control. They're not getting the knife, but I am. It's really scary if you've never had surgery. It's not something that we do every day and it's not something that I had ever gone through before. So off I go into surgery and it's really good that my sister was there because she got to take a lot of photos and she got to be a part of it. Meagan: That would bring some comfort maybe. Ashley: Yeah, I felt like they would step up a bit as well because they knew that it was one of their own in there and I was one of their own. She took a lot of photos and things like that, but when they were doing the spinal, no one can be in the room. I just remember feeling so petrified and shaking and looking into this big man's eyes who was holding me and thinking, “You look like a nice man. Keep me safe.” This midwife came around and she was like, “You look like a deer in headlights” because it was like all of these lights shining down at me. I'm in this crazy room with surgery stuff. I'm really scared. I'm petrified, but I went through the whole process and the obstetrician and everyone, it was Christmastime. It was early Christmas. It was December 5th and they were all having their Christmas party that night, so they were all very happy talking about the Christmas party. “You're going to the Christmas party? I'm going to the Christmas party.” I thought, “Well, they're not fast. They're not stressed. They're very happy. They're starting their day. I'm the first one. They're excited about the Christmas party.” It didn't feel very personal. I definitely didn't feel included in the process. They were just talking among colleagues. Meagan: I can so relate. So relate. Ashley: It's horrible. Meagan: Yeah. They were talking about the snow outside and how depressing it was because the one just gotten back from Hawaii. He was like, “Oh, I came back to snow.” I was like, “I'm right here. Can we talk about my baby? Can we talk about me?” Ashley: Yeah, it's very impersonal. I mean, it's one thing at the dentist to be chatting it up. I don't mind it at the dentist if they're chatting or something, or the orthodontist or something, but yes. I thought, “At least they're calm.” The baby was born in no time and then announced, “It's a baby girl.” I just thought, “Oh, can I go to sleep now? I'm not really interested in this. I'm very time. I'm shaking. This is not a great experience.” I just turned around and said, “Can I go to sleep? I don't want to hold the baby.” It's uncomfortable anyways, but I can't really hold the baby. I'm shaking. I've never really had that many drugs in my system before and off to recovery we go basically. That's a new experience as well. Yeah, it wasn't a great postpartum experience in the hospital. It was quite a negative experience with the night midwives, so I was really excited to get out. I left a day early because I just did not want to have to put up with the night staff. My husband wasn't allowed to stay. Meagan: Oh, why? Ashley: So in our hospital in the public system, some of them have got 4 or 5 to a room, so I was in a 4 or 5 to a room. They don't allow husbands to stay. I couldn't get out of bed. Meagan: I didn't know that. That's like old school.Ashley: It is old school. A lot of them are getting upgraded now because obviously, it's better to have your own room and stuff, but that's where I was lumped. No one wants to birth there because no one wants to share a room, but if you're in the catchment, that's where you get stuck unless you go private. So he got booted out at 10:00 at night, and then I was left with this witch of a midwife who every time my baby cried, she was like, “Oh, look. You're just going to have to sleep with the baby on your belly because I can't be coming back here to get the baby all of the time.” I was like, “But it's not guidelines. I'm not allowed to sleep with my baby with my chest. I can't sleep and it's stressing me out.” In my head, I'm saying those things, but yeah. It was horrific. The next morning, my husband came and I was letting loose at him. I was like, “Why weren't you here? The baby and I haven't slept.” I was so stressed. I mean, think about it. Being awake for 3 days, having been in the hospital for a long time, and then having gone and had major surgery, you're left on your own with this baby with barely any support. No one telling you what to do, trying to breastfeed with your nipples getting ripped by the way. Meagan: Pretty much abandoning you. Pretty much. Ashley: Basically. So the second night, I stayed and sorted that out, then I went home the next day. I did have a bit of a thing with the midwife. She was on again, so I ran down to the bathing room and I hid from her because– okay. One thing you should know about me is that I am a highly sensitive person, so something that someone might say to someone may not affect them as much as it would affect me. Meagan: It triggers you. Ashley: It really upsets me and being in a vulnerable position, I need someone who's gentle, nurturing, and loving. So I ran away and I hid in the bathing room with my baby. I was trying to work out why she was crying. I had fed her. I swaddled her. I changed her. I was really trying to work it out. She could hear the baby screaming and obviously thought that I was not looking after my baby. I said, “Look, I'm just trying to figure out what's happening here.” She's like, “You just need to hold her.” I was like, “No, I just need to figure out what's happening because I've got to go home with this baby and work this out.” She's like, “Why don't I take the baby and I'll look after the baby so you can get some sleep?” I'm like, “No. That's not happening.” I was so against this woman. She was like, “Here's your medication. Take your medication. I've been looking for you,” and then she sent another colleague down to come and check on me and try to convince me to give the baby up. But what I discovered by sticking to my guns and doing what I felt was intuitively right for me was that my baby was pulling her arms out of the swaddle and that was waking her up. So I put her in a little zip-up and from then on, she slept through the night. My husband came the next morning right on the dot. I had a shower. Baby was sleeping. He's like, “Where's the baby?” I'm like, “She's sleeping,” feeling like a million dollars. “I've got this. I've got this and we're checking out today.”Meagan: Yep. Get me out of here. Ashley: I went home and we struggled with breastfeeding. I got some really bad advice from one of the nurses that came to my house so I felt like a double failure. By 6 months time, I was mixed feeding to just formula feeding and I felt like a real failure. I let her down. I hadn't birthed her the way– I didn't feel like I birthed with, “When I had my baby,” or “When my baby was born.” I didn't say “When I birthed,” because I didn't feel a part of the experience. It happened to me. It wasn't inclusive to me. I just felt completely excluded. So I knew when I was going to have my second, I was having a VBAC for sure because I knew there was a thing possible. I knew about VBACs and I said to my GP, “What's the timeframe between babies?” She said, “24 months between birth and birth.” That was the thing then or whatever. I said, “Fine. I'm having 24 months.” I literally started trying within 24 months, whatever it was, 15, or whatever. I fell pregnant the second time. I was having a VBAC and I think I joined the VBAC group in Australia. I started learning all of the stuff, becoming informed and advocating. I knew that this time I wasn't having an induction because that's what caused me a C-section. I knew that I wanted to try to avoid GDM because that's what I thought was the lead-up for the induction rush. I didn't realize that my weight was obviously pushing against me so much. I didn't understand the reasons why or some of the discrimination that happened in the hospital at that point. I did the early GTT test and I passed that. I was like, “Yes. Maybe this is going to be different.” I'm going to show them. I'm educated. I know what I want. I'm informed. I'm also a people pleaser so I'm trying to get them on board with me. I'm trying to get them to agree with my decision. I'm trying to get them to be a part of my team and cheer me on and get excited.I'm just kind of getting met with obstetricians who were like, “VBAC is great and it's the best way to birth your baby.” I'm like, “Yes. This is amazing.” Meagan: You're like, “Thank you. This is what I want to hear.” Ashley: “But not for you.” I'm like, “What? Not for me?” “Well, for you, we recommend a planned Cesarean.” “Okay.” They never really spoke in plain language or explained it to me. It was only through digging and digging and digging and asking and asking and asking that I was finally able to get some answers. I essentially ended up getting gestational diabetes at 20 weeks, so then I wasn't allowed to see midwives because I had asked to see midwives and they said, “If you get GD, we won't release you.”Meagan: It disqualified you. Ashley: It disqualified me from seeing midwives. I said, “Look, you're a surgeon. Can I just see you if I need surgery?” The thing with GD is that there is a GD counselor and somebody that you report to outside of them, so why do I need to see you because you're not a GD expert or specialist? I actually see somebody. Why is a midwife not capable of looking after me? It doesn't make any sense. They're just trying to pull in all of the patients to keep their bellies full and make sure they've got jobs. I was gutted. I was absolutely gutted. I only failed by .1 on one of the tests and I wish I had known back then that I could have redone it and I probably would have passed it. It was really disappointing and I was like, “Oh, goodness me.” So I was diet-controlled through that time. I say diet-controlled because that's the readings that I gave them. I wasn't really diet-controlled but I was being a bit of a rebel because I was getting the same numbers as I was with my first baby and I was on insulin with her and insulin didn't do much. I thought, “Well, what's the difference going to be if they're the same numbers? She came out healthy and had no sugar problems or anything.” I kind of started to think, “Is this GD thing a bit overrated? If I was in a different hospital or a different country—”Meagan: I was going to say if you went somewhere else like last time, would it have been different or would it actually have been GD as well? Ashley: If I had gone somewhere different and I knew this because I was part of the GD community and I had friends that were birthing in Brisbane who were even having to keep below higher numbers than me. They had much higher numbers than me, so I thought, “You're with a private obstetrician and you're getting different information than me,” so I started to clue on that. And then also, when I was doing my readings on my fingers, I would get a different reading on this one to this one, so I started questioning, “If this one's .5 difference to this one, how accurate is this measuring?”Meagan: Yeah, interesting. Very interesting. Ashley: So it was very scary for me to do that because nobody's doing that and every time you're going there, they're like, “Dead baby. There was a woman who had gestational diabetes and her baby died.” And I was like–Meagan: You hear these and you're like, “What?” Ashley: I was like, “How did she die? How did the baby die?” They said, “Oh, we can't disclose that information. You're telling a room full of women with gestational diabetes that a baby died and the mum had gestational diabetes. She could have been hit by a car for all we know and you're using it to fearmonger us, but you're not willing to tell us how the baby died. It could have been negligence on the hospital's part. It may not have been GD related at all.” Meagan: Yeah, she just had it. Ashley: She just had it, so I found that quite disgusting and all of those things started to really add up. The more that I saw in the VBAC community, the more that I saw this was happening around Australia, the more I was determined to advocate and fight which is really hard for a highly sensitive person, but I got a student-midwife. I got the head midwife to come to my appointments. I had a student-doula who was a dear friend of mine and I started to grow a team around me. I refused to see one of the doctors at one point and wanted to speak to the best, most amazing doctor in the hospital, so the midwives set me up with the nicest obstetrician who still didn't support me to have a vaginal birth, but he was nicer to deal with. I mean, I had some crazy conversations with some of the obstetricians during that time. One of them was a junior and she said to me because I didn't want to have continuous monitoring. I just wanted to have the doppler. She said, “You know what my boss says? He says that if you don't have continuous monitoring, then you're basically free birthing in the hospital.” I looked at her and I was like, “You're crazy.” At this point, free birth to me was crazy and she was telling me that because I'm in a hospital and if I'm not doing that, then I'm free birthing. And I thought, “But I'm getting checked with a doppler by a midwife. I'm with obstetricians.” That is absolutely insane, but it goes to show the kind of mentality and the thought process that goes through the fact that they don't know how to be with women. They don't know how to observe and watch a woman. Now, my mindset is the complete opposite way. I see things in a different light than how they would see. They rely on machines whereas they don't rely on that connection. I'm the type of person that relies on human-to-human connection and I've listened to people and I love stories. That's how we learn. We don't learn about humans by watching machines. I started to learn about the inaccuracies of their machines and some of the equipment that they were using. It made no sense to me to have continuous monitoring when I knew that one obstetrician would send me to surgery for the reading whereas another one with maybe more experience who may be older and more chilled would be like, “Yeah, that's nothing.” If the results are at that rate, then that's not beneficial to me because then I'm putting my fate on whether I get a choppy-choppy obstetrician or a chilled, relaxed one on the day. So that was kind of my thinking. I didn't do growth scans this time. I didn't see the point in me having a growth scan to tell me that I was having a big baby. My first was 3.7 at 39 weeks. I knew this one was going to be 4 kilos and I said, “Look, I'm happy to birth a 4.5-kilo baby out of my vagina,” which is almost 10 pounds for your listeners and they just wanted to do Cesareans on 4-kilo babies as well as inductions. It was always about induction and I found out the reason why they wanted to do induction. They wanted to manage me. They weren't a tertiary hospital, one of the bigger ones, and so I found out that the junior obstetricians wouldn't be comfortable doing or maybe confident or capable of doing an emergency Cesarean on someone of my size, so I said, “That's fine. Just send me to that hospital or that hospital. Let's just do this. If it's a staffing issue, I don't want to stretch it out.” They just laughed at me. It can't be a big deal then, can it? If they're not willing to send me to a different hospital. We had so many conversations and it was anxiety-inducing. I would cry on the way to the hospital. I would cry on the way home. I'd have to get my fight on and I even had a conversation with an obstetrician that said to me, “We'll fight about that later.” I said, “That's exactly right though isn't it? It's a fight, the fight.” Meagan: Yeah, we'll fight about that later. That right there. Ashley: He goes, “Oh, I didn't mean fight. I don't mean fight.” I go, “Yeah, but no. You do.” Meagan: But you just said that. Ashley: But you do. Meagan: You're like, “Yeah, I can tell that you're not agreeing with me and you're telling me that if I want something else, I'm going to have to fight with you.” Ashley: And so I'm hearing about this informed consent and I'm like, “Informed consent.” I'm fixated on what would get them to be on my side. I've learned about informed consent. They legally have to support me, right? But that is just the fast in my opinion, in my experience, they wouldn't know what informed consent or working with a woman, it just blows my mind. I didn't realize that at the time, but there were a lot of conversations that were happening about my weight. “You're not going to be able to. It's harder for bigger women like you.” I would leave conversations thinking, “I'm not going to be able to birth my baby out of my vagina because I'm big.” Meagan: They were shaming you. Ashley: Yeah, basically I was told by an obstetrician that, “She's not a fatist, but—.” I was like, “I've never heard someone say ‘I'm not a fatist.'” I don't even know what that means. I had some really interesting conversations because I was asking questions and I was asking questions because I was asking so many questions. Every time I went to an appointment, the obstetrician would say to me, “Ah, I see you're having a repeat Cesarean,” and that would spike adrenaline. Read my book. Read my book. You would know that I'm having a VBAC and then, “Oh, well do you know the risks of VBAC?” Yes, I do. “Oh, you really do know the risks, but we still recommend that you have a repeat Cesarean,” and I would have to go through that every single time. Meagan: So discouraging. Ashley: It was a nightmare. By 36-37 weeks, I had received a phone call and they said, I could feel the smugness and a smile through the phone, “Oh, we're not willing to take the risk. You're going to have to go to a different hospital.” I was just horrified. I was so scared. I've just been kicked out of hospital because nothing has changed with me.”Meagan: But because I won't do what they want me to do and I'm being stern in following my heart. Ashley: Yeah, because I won't submit. I've told you from day one what I'm going to do, but I suppose the rate of success with that tactic is probably 99%, I'm probably the 1% of women who actually says, “No. I actually will not fall for your trickery.”Meagan: Yeah, okay fine. I'll leave. Ashley: I was so determined, so then I went to a different hospital and it was a newer hospital. They had birthing pools. I was hopeful that I might get in a birthing pool. You get your own room in the postpartum. I was excited. They had informed consent signs. The receptionists weren't fighting each other. This first one that I went to was pretty rough down there. They were lovely and polite. I thought, “Oh, this feels nice. Maybe I'm going to have a different response,” and I did. I saw an amazing midwife on entry. She was like, “If they're not going to allow you to do this, you advocate and you can make a complaint. That's disgusting how you were treated.” I thought, “Oh, wow. This is the best thing.” I saw an obstetrician. They were supportive. They wanted to do some of the same things, but they respected me. I felt like I was seen as a human. They would ask me questions and they would go and ask a consultant and the consultant would agree with me. I was like, “Wow, I am ticking boxes here.” I made some compromises because I was vulnerable. I did a growth scan and they found out that baby was about 4 kilos. Meagan: Like you already guessed. Ashley: I knew that at 39 weeks. I said, “That's fine.” “Oh, we recommend induction.” I said, “Yeah, I know you do. I'm not doing it.” That's what caused me the C-section last time. I'm not doing it. We went through the study at 39 weeks. I said, “That doesn't apply to me. It doesn't apply to me. I'm not in that study. It doesn't mean anything to me.” I don't know how you can have a study saying that it's going to work better on someone at 39-41 because you're not doing the same people. You're not doing induction on someone at 39 weeks and then going, “Hey, let's try it again at 41 or whatever it is.” You're doing different people. I don't want to know about it. I don't care about it. They said, “Okay, well I'll talk to the consultant. We'll look at the scan,” and then she came back and said, “Yep, you're fine. There's no fat on the shoulders, so yep. That's fine.” But if I hadn't said that, I would have been booked in for an induction, right? I would have just said, “Let's go, yep.” I sat there on the weekend with my husband shaking like a leaf again having to advocate for myself. It isn't an easy thing to do. Every time I have to raise my voice, I'm putting adrenaline into my body. I'm not raising like screaming, but I'm having to raise my voice. My baby would have been under attack the whole pregnancy essentially. I eventually get to the due date. A week before my due date– it was a couple of days before my due date– my midwife turns to me at the last appointment. She was training in the hospital last time, so I was really grateful that she was willing to come with me and support me even though she wasn't going to get her book signed off for this birth. And on that appointment, she said to me, “Look, my daughter's booked a holiday for me, so I'm going away on your due date. Are you going to have this baby soon now?” I was like, “Oh my goodness. You've just fought with me the whole time and now you've turned into them trying to get me to have my baby before my due date because it suits you.” Yes. I was heartbroken and I was so angry. I decided then and there I was not going to invite her into my birth space even if it was sooner because she had betrayed me on every level. I went into that appointment and the obstetrician didn't recommend it, she said, “Do you want to do a cervical stretch?” A sweep and I said, “No, I don't.” I turned to the midwife and said, “What do you think?” She was like, “Yeah, why not?” Of course, she said that because it gets the baby out quicker. So again, you've got to be careful about who you're with because if you're relying on people who've got a different agenda, you've got to take their advice or their opinion with a grain of salt. But I was a little bit interested myself. I'd never had a stretch or a sweep like that before. I was a bit interested. I was worried that I was going to go over due dates and I was willing to wait for 40+10 and I was getting a bit stressed like, “Oh, what if it goes longer?” You start to freak out at that point. There's a bit of pressure and with what I'd been through, I had the stretch and sweep. She said, “You're 3 centimeters and you're stretchy.” I was like, “Wow. Wow. Last time, they couldn't even– I was closed up.” Meagan: Get a Foley in. Ashley: Yeah. So I was so excited. I started to get some niggles and lose some mucus and a bit of blood and things like that. Two days later, I went into labor. She said to me, “If it does nothing in the next couple of days, then the baby wasn't ready to come. If it happens, then the baby was always going to come,” sort of thing. Now, obviously, what's the point in doing them if the baby is going to come and it does nothing but disturb? I mean, my complete mindset changed and flipped. But yeah, I went into straight labor. I was so excited and so proud of myself. I'm in labor this time. I never knew if my body was broken after all of the fearmongering and talk. I was just so proud of myself. It was exciting. I had adrenaline pumping through me. I was shaking with fear and excitement. I was going to wait the whole day to go in. I was going to essentially go to hospital when my baby's head was coming out. As soon as I went into labor, I was like, “Yeah. I think I should go to the hospital.” I was adamant the whole time I wasn't going in until I was ready to push and as soon as I was in labor, I was like, “Yep. Okay, it's time.” Meagan: Let's go. It's exciting. You're like, “Okay, let's go have this baby.” Ashley: Yeah, and it was fast and hard. When I go into labor, it's not any prelabor, it's just that this is on. I dilate pretty quickly. When I got to the hospital, I was 5 centimeters. They were really surprised at how I was doing because I was quite calm and quiet. They were like, “Oh.” I got eventually into the birthing suite. My doula came and set up the room really pretty. I went into the shower and had a midwife assigned to us. She just sat down and read my birth plan and was happy with everything. She wouldn't let me in the birthing pool of course because I was over 100 kilos even though they've got a hoist for bigger people if they need to. They're just not comfortable with bigger people in the birthing pool. I just did my thing and I said, “I don't any doctors to come in. I don't want anyone annoying me or harassing me.” And I just labored for a few hours until I felt like there were some waters or something I could smell and feel. The midwife said, “Do you want me to check you?” I said, “Yeah. Yeah, we'll see if the waters have gone.” She said, “Yeah, the waters have gone and yeah, this is a little fore bag so would you like me to break that?” I said, “Well, if you think so, okay.” At this point, my education had gone to the point of getting past the induction. If I had gotten into spontaneous labor and I saw a midwife because everything was raving about midwives, I'm going to be fine. This baby's going to come out of my vagina okay. I didn't know anything about birth really. I just knew what not to do. I'm probably not going to have an epidural, but I'm open to it. You shouldn't break the waters, but I don't really understand why. But I wasn't having my waters broken. I was just having a little bit of my waters broken. And then came the tsunami and it was my entire waters. It was all over the bed and it was all warm. I was like, “What is happening?” She had either–Meagan: So your bag never really did break until then. Ashley: No, yeah. Yeah. Yes. And there's some other information. She's like, “Oh, we'll put the screw on the baby's head.Meagan: The FSC, fetal scalp electrode? Ashley: We call it the clip. Meagan: A clip. Ashley: Yeah, some call it the screw. I call it the screw. It's a little clip and it barely hurts. That was one of my compromises from not having continuous monitoring. I said, “If I have that, then I can be mobile.” That was the compromise and negotiation. Then, I found myself locked to a machine by the way because it wasn't mobile at this point. Then as soon as I got off the bed, there was a decel, so I was back on the bed. I was in excruciating pain at this point. I come out of my nest in the shower where I was able to breathe through everything and I was standing upright. Now there was a bit of fear happening because there was a decel that she didn't recover from quickly enough, so then the obstetricians and everyone had to come in. They were kind of like, “Oh, C-section,” talking about it already. I said, “No. I don't want to talk about it. The baby's fine. Just let me do my thing.” “Okay, okay,” and then they hounded me to get a catheter in my arm even though I didn't want one. I said, “No, I don't want one.” It's really painful and I don't want it. She said, “Oh, come on. We'll just get one in.” I said, “Okay, fine. Just do it then. Just leave me alone.” So she put it in and I'm walking around with this thing coming out of my vagina, this thing in my hand and I'm out of the zone and really finding it hard to get back into how I was feeling. Meagan: Your space. Ashley: Yeah, my space. I must have been in there for an hour or two, maybe a bit longer. By this point, they've told me that I'm 10 centimeters on one side, 8 centimeters on the other and there were a couple more decels and maybe one more and they were saying things to me that I don't understand. They were like, “You've got an anterior lip. It's swollen. You're 10 centimeters on this side and 8 centimeters on that side. Your baby's asynclitic. Your baby's up high.” They're looking at me and I'm like, “I don't know.” Meagan: You don't know what any of that means. Ashley: I'm 10 centimeters. The baby is going to come out right any minute. I'm just like, “Is the baby's going to come out soon?” I was starting to feel some pushy pains as well, so my body was pushing a little bit too and then I think I went back into the shower and I called in my husband because he was a weak link and I knew he would do what I said. I was like, “I want an epidural.” And the epidural was there within 10 minutes. I knew that would happen. They wanted me to have an epidural on arrival because of my said. I went to the anesthesiologist appointment and they looked at my back and said, “No, you've got a fine back.” What they're worried about with bigger people is that there can be fat over the spine. I said, “Okay, well I've got a fine back,” which I thought would be fine because I never had any problems with the C-section. They said, “But we still recommend an epidural on arrival.” I was like, “Okay. Well, at least I understand why.” The thing is that I'm trying to get information from them so I can make informed choices, so if it's in my best interest, then I will say yes and I will do it. But if it's in the best interest of you to make your life easier, then I'm not going to do it. I'm not going to put myself or my baby at risk to make your life easier. I understood that an emergency C-section was a higher risk than a planned C-section. I understood that induction was a higher risk. I knew all of the before things and the choices. What I got stuck with is I didn't understand physiological birth. I hadn't done any research on that. So they were talking to me gobbledygook, all of these things were happening. I just never thought that this could happen. I never ever thought this would happen to me. My mom had me in 7 hours. What is happening? What are these things that are happening? Now I'm on the bed. I'm stuck on the bed because I've chosen to have an epidural and now I've negotiated because we have had a couple of decels. I've negotiated for myself what I think is a pretty sweet deal which I realize is actually a really bad deal of vaginal examinations every hour. The normal standard practice is about every 4 hours and I'm like, “Okay. How about if we just check every hour and see if there is any progress?” They're like, “Yeah, that sounds great.” Every hour, they come into me and they're saying, “No change. Baby's up high. No change. We recommend C-section. These are the risks if you wait.” They were talking to me about the risks that would happen in a Cesarean, not about the risks that would happen in a vaginal birth if I wait. So it was very biased. I was like, “Okay, so what happens if I wait to have a vaginal birth?” They were like, “Well, we just recommend a Cesarean.” I feel like I'm in a room stuck with the enemy. I said to my doula, “I don't trust them. I feel like they know what they're talking about, but I don't know any different either.” My doula was a student doula and it's not like I came in there with a midwife who is on my team. I'm looking at the midwife and I'm like, “Are you going to help me?” I'm realizing that she's team obstetrician. I mean, I've never met her before. She was just working there. I'm thinking, “This is not what was sold to me in the VBAC group if I see a midwife. Midwives are amazing, blah blah blah blah.” What I actually missed was that independent midwives that are not working in hospital have more free reign are the midwives that everyone's raving about. I'm thinking it's just random midwives, any midwives are awesome. And not every midwife's awesome because you've got different personalities. You've got different experiences. You've got different passions and every person is different just like you can find an amazing obstetrician. You can find an amazing personal trainer, but they're not going to suit everybody or everyone's needs. And they have a bias against different people based on color, based on gender, based on size, based on the way that you look. If they can identify with you, they are going to be more attached to the story and fight and advocate a bit more. If they're not really into you, they're going to be like, “Oh well. I'm not going to lose my job over this,” sort of thing. I've learned all of these things since. Eventually, after about 6 hours, I had another decel. I think I had about 3 in total. It wasn't a huge amount. Meagan: Yeah, and how low were they? Do you remember? Ashley: I don't remember. The problem was that she wasn't coming back as quickly as they would have liked. Meagan: Prolonged. Ashley: Yeah, it was prolonged. I also didn't know at the time that the epidural also slowed down my contractions too. I only know this from getting the hospital notes which is quite common with epidurals as well. Eventually, I just said, “Okay, fine. I'm fine. I'll go.” After the last one, it felt like my baby was at risk. If someone is coming to you every hour saying, “This is the risk. We recommend that,” eventually, you just give up. I think I had been in labor for a total of 12 hours at that point. The first labor I had ever had and off I went. As I was going out, the midwife said to me, “It's okay. I had a home birth planned, but I ended up in a Cesarean. You'll be okay.” I was like, “See? You never would have been on my team because you hadn't even had a vaginal birth yourself.” I looked at her and I was like, “That was the worst thing you could have ever said to me at that point.” I was like, “Just because you had one and you're okay with it doesn't mean that I'm okay with it.” It was the worst thing. She obviously thought it was really supportive, but I felt so betrayed. So off I went and I had my surgery. Everything started to go downhill. My husband got rushed out of the surgery with my baby and you could just feel that it was intense. I said to my husband, “I love you. Look after the baby. I think I'm either going to lose my uterus or I'm going to die.” Meagan: Were you hemorrhaging? Ashley: Basically, the story that they tell me, I'm not sure if I believe it, but even if it is true, it is what it is at the end of the day. One of the risks that they were worried about is when a baby descends too much, there's a– you know this yourself– there's always a risk of a special scar happening because there's more risk of a tear or them having to cut more. So that's what they were informing me about the whole time. They knew about the risk and they were trying to stop– Meagan: But they kept saying that baby was high, right? Ashley: They told me that baby was high. They said that when the baby came out, she flung her arm up and ripped it down to my cervix. Meagan: Oh, okay. Ashley: Now, how does that happen when a baby is up high? If she's up high, how is she ripping down to my cervix? Now I think about that. How does that happen? Because my cervix was fully dilated. Meagan: Yeah, except on that one side. Did it ever finish? That swelling, that edema, did it go down? Ashley: Not that I know of. What they told me was nothing had changed positioning in that. Then when I looked at the notes when I got the notes, he laid out, “I saw that the positioning had changed.” She had come down a station, but they never communicated that to me. I have a feeling that she was probably down a bit further than they had put because, on the paperwork, they also said I was only 7 centimeters. There was no mention of an anterior lip, so they fudged the papers a little bit and weren't honest. I mean, if you're going to make a few little changes, then obviously, there's a reason for that. It obviously looks better on paper. Meagan: That's what happens all of the time. The patient will hear one thing, then on the op reports, it's a little different. So we always encourage you to get your op reports. It's sometimes hard to read but get your op reports. Ashley: It is hard to read. You know, they put it on the board too here in Australia what you are and at what time, so the information is there for me to look at the whole time while I'm in labor, so it's not that one person just said it, it's literally on the board for you to see. I was quite upset when I saw some of the notes. I went through the notes. I've been through them multiple times now and I was just trying to learn. I was Googling, “What does this mean and what does that mean?” because I don't know the medical jargon. I'm learning all of the things and I'm looking at Spinning Babies. I'm looking at everything and trying to learn after the fact, but essentially what had happened was apparently, she had flung around there, tore my uterus down to the cervix and then they needed to call in a specialized team to come in and resolve that problem that they had created. The surgery went on for a number of hours and it was a very challenging surgery. I wanted to crawl out of my body essentially because I had been laying there for so long. It was just a horrible experience. I was reunited with my baby. She was born at 6:30. I was reunited with them at about 12:00 at night, so I had been in labor from 4:00 in the morning and then I was breastfeeding her because my husband advocated for her to be breastfed. So that meant that she had her sugars checked. They were fine, so they were happy for her to wait for me. I was really, really glad that my husband advocated for me. I was so tired when I got out of surgery and I was back in this hot room. I was sweating profusely. There was no aircon. Some of the rooms, even though it was new, didn't have aircon. I ended up in a room with no aircon and it was so hot. I had to have a midwife stay with me and do observations every 15 minutes to check me. I didn't end up in the ICU, but I lost 3.1 liters of blood. I had blood transfusions in the surgery, all of the stuff in the surgery to keep me awake, and all of that. I really wanted to go under, but they wouldn't put me under because I had been eating. It wasn't a great experience and I came out very traumatized from that experience. I ended up having PTSD with flashbacks. I was crying for months. I felt broken. They told me to never have a vaginal birth again, and that I could have two more babies so that was amazing. I was like, “Well, you must have done a good job if you think I could have two more,” but they must be born Cesarean. I was like, “Okay, no problems.” I was so grateful to be alive after that experience. I was trying to make sense of what had happened. The next few years, that was my mission to try to make sense because I've gone from a space of you're not allowed to have a vaginal birth to what happened, trying to understand what happened, and then planning our future because we wanted four children total. So I almost never had any more children. For 6-12 months, I was done. I was never going to go through that again. I was a broken person. I was really struggling, but I trained as a postpartum doula and I started to want to help women in breastfeeding and the things that I knew that I could support because I ended up breastfeeding that baby for 12 months and I felt like a success at that regard. I learned a lot about breastfeeding. I wanted to share my voice and help women, but I wasn't well enough to help women in the birth space because I felt like a failure. I was trying to learn and I wanted to be in a space where I felt safe. This was trauma and challenges were happening and this was me being able to help people and make a positive out of a negative essentially. And then I found you guys. I found your podcast and I was like, “This is amazing,” because you were the first place that was promoting VBAC after two Cesareans. Back then, nobody was having VBAC after two Cesareans let alone multiple now that we see happening. I think a lot of it has to do with your podcast because when you hear women's stories and you hear the statistics and you can actually hear other women doing it, that was the start of me getting hope and realizing that there was another way. Meagan: Oh, that just gave me the chills. Ashley: Thank you so much for your podcast. Meagan: I have a sweater on right now, but literally it just went up my arm. Ashley: Awesome. It is really nice to know that if I didn't come across your podcast, I probably wouldn't have taken that next step, so it is life-changing to hear other women's stories and have that resource. The fact that you guys had the stats and everything, I was very much in the stats trying to move through special scars. I eventually had gone onto Special Scars, Special Hope. Meagan: Such a good group. Ashley: Yeah, so amazing and started to connect with other women who were having worse scars than me. They were birthing on classical scars. I was like, holy moly. I think it was ACOG or maybe RANZ of New Zealand and Australia. They said it was okay to labor on a scar like mine because I had a vertical scar down to my cervix. That's the low-risk special scar. I was like, “If it's good enough for them, it's good enough for me.” Look at these people saying that. All of the obstetricians that I had spoken to because I had a meeting with an obstetrician. I had met with so many midwives who knew about the system. They said to me, “Look. They are going to be petrified of you coming to the system.” It was really good to get that feedback and from my own experience, they wouldn't allow me to have a VBAC let alone a VBAC after two Cesareans with a special scar and high BMI. I started to really try to uncover, so I met with an obstetrician from that hospital and she basically said to me, “Look, you're a square peg trying to fit in a round hole or a round peg in a square hole.” I looked at her. I didn't understand that. I had never that and I have never been referred to as that kind of person. I quite like doing what normal people do. I was looking at her. I'm like, “What are you talking about?” She just said to me, “Basically, I ended up with this surgery because the surgery who was working had decided that because of my weight, that that was all that I was capable of or that was the path that I was going through.” That was really the first time that I've felt like my weight has actually held me back or I've been discriminated against. When I look back at the fact of how I was treated and the conversations I was having, it was obvious that it was happening the whole way through, I just was so naive to it that it was happening in my face and I didn't even realize it because the thing is that I understand that being of high weight can put you at risk for all of these things. I'm looking at it from their point of view, but I'm not actually sometimes looking at it from Ashley's point of view. I understand their concern and I understood all of the medical stuff because I had listened to them. I had asked questions. I had read their policies for obese people. I understood that it was discrimination. I didn't understand it at the time. I didn't understand that they probably weren't seeing me as a human as maybe they would have if I was a skinny version of myself. We probably would have had a different conversation. They probably would have been cheering me on and holding my hand and saying, “You're an amazing VBAC candidate. We support you. We probably still want to do all of these things to you, but we're not going to kick you out of hospital.” That's the difference when I hear women's stories. Oh, she's allowed to get in the water bath and she's allowed to have a beautiful birth. She doesn't have to bend over backward and do a cartwheel and it's because she looks a certain way or she was really lucky because she got an obstetrician that was amazing. There are all of these things that have to line up. That's what has propelled me on my journey to find home birth as an option. Meagan: Home birth, home birth. So you talked about stats. You were on this mission of stats, so you went out and you found the stats about VBAC after multiple Cesareans, two Cesareans, special scars, found some stuff, said, “Okay, this seems acceptable,” and then you started a home birth. Based off of your own research, for you, you felt completely comfortable starting this journey. Ashley: No, I didn't. Meagan: Okay. Ashley: I didn't. I mean, I had to work through the fears with the stats and I was comfortable with home birth and the idea of home birth. I understood that home birth was as safe as birthing in a hospital and I understood that if I was birthing with a midwife I would have a medical person with me. Now, the next challenge that came for me was that I couldn't find a home birth midwife who would support me. I feel like I leveled up. I was leveling up the whole time. It was like, now you've got a VBA2C. Now you've got a special scar. Let's work through this. What do I feel comfortable with? What am I willing to take on? Okay, okay. That's doable. That's doable. I can work through that. What's the next thing? Oh yeah, the next thing is this. Okay, what am I going to do with that? A home birth. Okay, a home birth feels like a safe option. I can do this. I can do that. I can do that. Okay, that's going to be the best thing for me. I'm not going to go back to hospital. Meagan: I love that you said that. I can do this. I'm comfortable with this. You kind of have to go through that with anything. In life in general, but especially with this birth, you went through it and you were like, “Okay, yep. Yep. Yep. Yep. Yep. Yep. Okay. Now, here I am.” Ashley: Yeah and I was seeing a psychologist at the time for all of the things to help me lose weight actually. My GP, I wanted to lose weight. I've been overweight my whole life. I wanted to lose weight. I went to a nutritionist and she was like, “You know everything. I think it's emotional.” I've got childhood stuff going on. I worked with him and I said, “The way that I feel about the hospital system, is this right?” He's normalizing my experience for me and saying, “You're perfectly normal.” I'm trying to say, “Am I having a trauma response here? I don't want to go into a home birth because I'm having a trauma response,” because the obstetrician said to me, one of them, she's like– she wasn't the best obstetrician for the debrief. She said to me, “You've got a risk of special scar, a 7% rupture rate.” I said, “That's a little bit different from what I found in Special Scars, Special Hope where they are looking at women.” I said, “Have you got any statistics?” She's like, “No.” I'm like, “So how can I trust that what you're saying is correct then?”Meagan: Well then, where'd you get 7%?Ashley: Exactly. She's like, “Look, if you find any doctor who's willing to support you, then they're not the doctor for you. I'm telling you what is the safest thing for you.” I was challenging her because at this point, I'm angry. I'm so done. I'm so done. I've just been through hell because of you people and I want to get information. I don't want to hear your judgments. She said to me, “If you find a doctor, then basically they're not right. They're doing the wrong thing.” I said, “So you're the best doctor in the whole world? You know everything right? You're the best and you know the best then? So if I find another doctor who says yes then they're wrong and you're right, that's what you're saying?” She was just looking at me. She was like, “I just feel like what you're going to do is you're going to keep looking until you're going to find someone and then you're going to put yourself at risk.”I'm like, “That is exactly what I'm going to do.” Meagan: You're like, “Well, I'm glad you feel that way.” Ashley: I should have sent her a postcard after my free birth and said, “I freebirthed. Thank you for driving me to this.” It is amazing the conversations you have when you really do have conversations. You can see where they're coming from and how very different their views are. Some of the fears and worries that they have are not about you and your baby. They are about themselves and their career, but the information I didn't know about her was that she was actually the head of obstetrics and she just lost her title and her job. She'd been bumped down. The reason why I went to her was because she supported breech birth in hospital and she was very vaginal friendly. She did support me. She was the consultant I saw on the paperwork that supported me to have a vaginal birth, but in the timeframe of me organizing to meet up with her, the information that I didn't know that I found out later was that she lost her job because she had supported somebody to have a breech and there was a poor outcome that the parents accepted, but somebody else had basically complained about. The only thing is that breech is so risky they say even though it's not. She's one of the radical obstetricians so she had been punished and so she was coming from a space of where she was. It's really important to know that information. You never know where they are in their career or how they are feeling, so she might have been really bitter at the time and negative and feeling like there was doom and gloom in the world. It was really shameful when I was speaking to my doula friends and they were like, “Oh really? She was so amazing.” I'm like, “Yeah, well maybe she is amazing but not for people like me. Maybe she supports this person because they've got a thin body and because of me, she's like, ‘No. I wouldn't touch you with a 10-foot pole,'” because it's too risky for her and for her job also. They are up against it as well in the system and that's something I have learned. My next mission was that I needed to find a midwife who was going to bat for me, not somebody who was going to be worried about losing their career because they come after the midwives too that are home birthing. So I had gone to the free birth podcast as well and I was listening to their stories. I was like, “They're a bit out there for me. I'm not brave enough to do that. That's a bit radical.” Eventually, my husband was the one that talked me into a free birth when we couldn't have a midwife to support me. It

A convidada de hoje ficou milionária em apenas 9 meses vendendo produtor PLR. Ela é gestora de tráfego, especialista em vendas online e já faturou mais de 10 milhões de reais. Está no mercado há quatro anos e veio ensinar muita coisa boa pra gente nesse Kiwicast. Ela é a Ana Neves Cardoso e ela conversou com a gente sobre: -A estratégia que ela usou para ganhar 1 milhão de reais em 9 meses -O segredo para faturar 100 mil reais por mês no perpétuo -Uma estrutura simples e replicável para ganhar 100 mil reais com produtos baratos -O que ela fez para ganhar de 20 a 30 mil reais nos primeiros meses de marketing digital -Um método para iniciantes no marketing digital ganharem dinheiro agora mesmo -Tudo que ela fez para faturar mais de 10 milhões de reais em 4 anos -O que é um lançamento meteórico e como lucrar com ele -O que é um produto no-brainer e como utilizar essa estratégia -Uma dica de ouro para quem está começando no marketing digital E muito mais! Quer saber tudo que a Ana Neves Cardoso disse pra gente? Dá o play no Kiwicast de hoje. E conta pra gente nos comentários o maior insight que você tirou do episódio. Nosso Instagram é @Kiwify

Neste episódio, Ana Neves fala das dificuldades com que as organizações mais se deparam no momento de fazer gestão de conhecimento. À semelhança dos outros episódios desta série D, este olha e comenta dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - dificuldades com que as organizações mais se deparam no momento de fazer gestão de conhecimento Dicas - como ultrapassar a falta de uma pessoa responsável pela GC e minimizar o impacto da falta de uma estratégia de GC Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Desafios à GC ao longo dos anos Desafios à GC em 2022 Episódio 10 da série C do podcast KMOL: "A cultura certa" Mentoria KM/h Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

Neste episódio, Ana Neves fala das iniciativas e ações que as organizações realizam com o objetivo de melhorar os processos de conhecimento. À semelhança dos outros episódios desta série D, este olha e comenta dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - atividades realizadas pelas equipas de gestão de conhecimento e atividades propostas para realização pelos colaboradores Dicas - propostas de leitura para encontrar ideias de atividades de gestão de conhecimento Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Responsabilidades das equipas de GC ao longo dos anos Práticas de GC em 2019 Ferramentas e atividades de GC em 2017 Episódio 12 da série C do podcast KMOL: "Retenção de conhecimento crítico" Caso ANQEP, I.P. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

O foco do 5º episódio da série D são os recursos tecnológicos, isto é, os sistemas, plataformas e aplicações de que as organizações dispõem para apoiar os processos de conhecimento. À semelhança dos outros episódios desta série D, Ana Neves vai comentar dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - existência de intranets, plataformas de colaboração e redes sociais corporativas, bem como o papel do email nas organizações Dicas - como tirar mais partido da tecnologia de que dispõem Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Dados sobre tecnologia no apoio à GC ao longo dos anos Plataformas digitais em 2022 Papel do email nas organizações em 2022 Série A do podcast KMOL Episódio 11 da série C do podcast KMOL: "O email é onde o conhecimento vai morrer" Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

O 4º episódio da série D do podcast KMOL é dedicado aos profissionais que gerem e operacionalizam a gestão de conhecimento nas organizações. À semelhança dos outros episódios desta série D, Ana Neves vai comentar dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - existência de sponsors, gestores, equipas e "champions" de gestão de conhecimento (GC) nas organizações Dicas - como argumentar a necessidade destes profissionais e como perceber o tipo de perfil que devem ter Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Evolução da existência de pessoas dedicadas à GC ao longo dos anos Pessoa responsável pela GC em 2022 Responsabilidades da equipa de GC em 2022 Mentoria KM/h Episódio 3 da série C do podcast KMOL: "Chief Knowledge Officers" Episódio 7 da série A do podcast KMOL: "Quem deve estar na equipa de criação e gestão de uma intranet" Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

Este é o 2º episódio da série D do podcast KMOL. Série D, de Dados e Dicas, pois nela Ana Neves vai comentar dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - existência de estratégias de gestão de conhecimento (GC) nas organizações Dicas - o que fazer quem já tem uma estratégia de GC; o que fazer se não tem nem está em condições de definir uma Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Existência de estratégia de GC ao longo dos anos Existência de uma estratégia de gestão de conhecimento em 2022 Referência à GC na estratégia organizacional em 2022 Livro “The Knowledge Manager's Handbook” de Nick Milton e Patrick Lambe Livro “The KM Cookbook” de Chris Collison, Paul Corney e Patricia Lee Eng Livro “Proven Practices for Promoting a Knowledge Management Program” de Stan Garfield Post “Lições da criação de uma ONG aprendente” Sessões KM Starter e KM Booster Episódio 5 da série C do podcast KMOL: "Gestão de Conhecimento para quê?" Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

Este é o 1º episódio da série D do podcast KMOL. Série D, de Dados e Dicas, pois nela Ana Neves vai comentar dados da 7ª edição do Estudo Knowman de Gestão de Conhecimento e partilhar dicas relacionadas. Os dados e as dicas deste episódio: Dados - qualidade dos processos do conhecimento nas organizações (criação, partilha, retenção, etc.) Dicas - o que fazer para perceber verdadeiramente a qualidade dos processos de conhecimento na organização Clique aqui para ver a página deste episódio Referências neste episódio: Estudo Knowman de Gestão de Conhecimento em Portugal Qualidade dos processos do conhecimento em 2022 Evolução da qualidade dos processos do conhecimento ao longo dos anos Livro “The KM Cookbook” de Chris Collison, Paul Corney e Patricia Lee Eng Livro “Navigating the Minefield: A Practical KM Companion” de Patricia Lee Eng e Paul Corney Common Knowledge: How Companies Thrive by Sharing What They Know, de Nancy Dixon Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

O podcast KMOL está de regresso com a série D: D de Dados e Dicas de gestão de conhecimento. Neste trailer, Ana Neves contextualiza esta nova série de 10 episódios. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message --- Send in a voice message: https://anchor.fm/kmol/message

2022

Knowledge management has changed as the workplace has gone digital, and it's become even more important See acast.com/privacy for privacy and opt-out information.

In this bonus episode of the 21st Century Work Life podcast, Ana Neves talks about how she's structured the conference Social Now, which covers how enterprise social network tools can help organisations in the day to day, ”rather than being an extra thing we have to do”.Your code as listener to get the early bird discount until 8 April is WCL21.The conference started in 2012, and has a fictitious company at its centre. The people in the company have challenges that will resonate with most employees in organisations, and the conference is structured around helping people in the company. Ana blogs as a new employee in this organisation, so that attendees have a background on the case study through the blog http://houseofcables.socialnow.org/ Many organisations have implemented these tools, but are not making the best use of them, being used at a superficial level. Pilar was under the impression that online tools are being used efficiently and deliberately at a team level, but this is not the case.  Ana talks about Social Collaboration Maturity Benchmark Report 2021, which shows that teams are still using online tools for videoconferencing and direct messages, but not for what the tools are best, which is working out in the open and documenting. The concepts of “working out loud” or “working in the narrative” are still not being adopted. Eg from I've done this document vs I'm working on this document. Work in progress can be useful to others in your team or the organisation, but of course to share this requires a lot of psychological safety. For example, if you're writing a report over a month, even the first sentences that you write down could already be of use to others. It's all about having the right culture, not just the right tools. Before the pandemic, the number of direct messages was smaller than during. Before the pandemic, the teams and people using these tools were already behind the concept of working out loud, whereas now they've adopted them because that's all they had. People are afraid of having their work in progress visible to all. At an organisational level, Ana has seen orgs try to compensate for the lack of being together in the physical space. However some of these ways of keeping employees “engaged” sometimes seem purposeless, and focused on the social. If this is not consistent with the organisation's culture, it jars with people and can be worse than doing nothing. These tools work best when they are used to listen to people and what they have to say, around topics that link back to business. What brings people together is their work, not just their social ties. Creating organisation-wide dialogues about things linked to work eg internal processes, new products is where these tools become valuable. For some employees, it's difficult to think about some of these spaces where we can have important conversations, not just “watercooler conversations”. The spaces are informal, but you can have good conversations. The key is to evidence that you have been listening, else there's no point. These tools work best asynchronously and are great for documenting thoughts and ideas that don't get implemented. For example, “we've made this decision, and if you want to look at other ideas that were generated, have a look at this conversation”. This also helps to see who was part of the conversation. It also helps to support the concept of “peer assist”, where people learn from others when they're kicking off a project. Asynchronous conversations stay as a record for others to 1) identify the people who can help them, and then have a conversation with them and 2) to access thoughts of people who have left the organisation, through their posts19.30 mins  Ana talks about the conference Social Now, on the different ways in which these tools can be weaved into how the day to day looks like in organisations. The focus this year is about enabling engaged and high performing teams, aligned with the organisation's values and culture.  The conference is centred around the fictitious company Cablinc, and Ana is blogging as the Head of Marketing & Internal Communications at Cablinc. Through the blog http://houseofcables.socialnow.org/ she covers the challenges a new employee might have when joining a company, especially around the issues of knowledge management and communication. Regarding the content of the conference itself, Ana talks about the focus of some of the sessions, including Pilar's. You can find the whole agenda here: https://socialnow.org/agenda/ Some examples, how to run great hybrid meetings, and how to draft some of the posts to facilitate conversation in the enterprise networks. The conference will kick off with a “liberating structure”, tapping into the knowledge of the attendees straight away. The attendees share common context from the beginning, with the case study providing a common language for all. And the names of the characters are memorable, so they become part of the conversation.  This is a good example of using an external (and fictitious!) focus to talk about our own issues, even something that we can use in your own teams. As well as advice from the consultants for the fictitious company, there are also live demos of some online tools, showing how they can be used in the day to day. This helps participants to get a sense of the impact these tools can have in the day to day. (And if participants feel like they're being sold to, they can raise their flags!) The blog http://houseofcables.socialnow.org covers the challenges of the access and retention of critical knowledge, employee engagement, internal communication and teamwork & collaboration. Presenters, vendors and participants of the conference have access to these fictitious (but based in reality!) challenges, and on what everything is anchored. There is also a session which follows the format of “peer assist”, whereby people in one part of the organisation can benefit from the experience of others in the organisation with similar experiences, or with experiences with transferable learning. The Social Now conference is taking place on 19 and 20 May 2022 in Lisbon. You can find all the details and book tickets here: https://socialnow.org/agenda/ And you can connect with Ana on LinkedIn: https://www.linkedin.com/in/ananeves/ And Twitter: And if you speak Portuguese, you can listen to the podcast that Ana hosts, KMOL: https://kmol.pt/category/podcast/  

In this episode Pilar welcomes two guests. First she talks to Adrian Ashton.  They start talking about Adrian's relationship with facilitation and how over time he's become more involved with the IAF and hosts the North of England meetup.  He talks about some of the highlights of running the group.  They've experimented a lot with location, themes, topics and guests.  Adrian highlights the variety of people that join the meetups but that it's always a safe and relaxed space to reflect together.   Topics have ranged from dating to cows to spreadsheets to props. Adrian sometimes gathers notes on the themes discussed and shares them on social media.    This amplifies and captures the learning for themselves and facilitators of the future. They go on to talk about Adrian's awards.  One with current pride of place is “non employee of the week” from a Facebook community “Being Freelance Friends”.   Next Pilar and Adrian talk about the IAF Conference taking place in Birmingham, UK on 13th and 14th May.   The Leadership Team recognised how important the conference is to facilitators and that many have been wanting to reconnect and spend time together physically.  They also realised the facilitator profession has changed significantly in recent years and that hybrid is likely to become the norm so they decided to do the conference as a hybrid.  Most of the sessions will be structured to be delivered in some model of hybrid to give people a chance to decide which methods to add to their ”toolbox”. They're still putting the programme together and are open to proposals for running sessions. While some will be hybrid, some will be all in person/ all online and some audio only as this might be something facilitators need to work with in future, if people can't get online. Adrian makes a parting offer to facilitators to have a conversation to share stories and ideas as he recognises how valuable that has been for him in the past. Next Pilar talks to Ana Neves about “Social Now”, a conference taking place in Lisbon.   Ana is a Management Consultant and Founder of KnowMan and the host and author of KMOL. Social Now is in its 9th edition, taking place on 19th and 20th May 2022. The conference came about after Ana attended a conference in Paris about using social tools inside enterprises.  After talking to another attendee Ana realised there was a need to run an event to help people understand the tools and how they can be a part of the way organisations work.  The format is based on a fictitious global company that experiences the “pains'' of real companies .  During the conference both vendors and consultants “advise” the fictitious company.  Vendors do a live demo following strict rules including no slides and no sales pitches. Participants have flags that they can raise if they feel vendors are going into sales mode - two flags and they have to go off stage.  Pilar observes how this brings real accountability to the audience.   She next asks how the conference has evolved and how peer learning is facilitated. Ana reflects that as a consultant she focuses on making it a really good learning experience for participants.  This starts with sitting at round tables, with lots of natural light.  Ana feels much of the learning happens between speakers and during breaks so they take long coffee and lunch breaks, have good food and go out for dinner together at the end of day one.   They also have a live “peer assist” where Ana poses as one of the employees in the fictitious company and asks peers to share their experiences and ideas for a project her character is starting.  After this there is a table exercise to collect a list of dos and don'ts for the fictitious company which the participants can take back to their own companies. Pilar reflects that the fictitious company means there are no consequences of testing creative ideas and Ana acknowledges that the participants have fed back they have felt liberated as they were able to say things that they couldn't have done in a different format. Links: You can find Adrian by searching online - he's on most social media channels. You can book for the IAFEnglandWales conference here: https://www.eventbrite.co.uk/e/re-facilitation-conference-2022-registration-254755770367 You can find Ana on Twitter @ananeves  and Social Now @SocialNowEvent and you can book for Social Now here: https://socialnow.org/agenda/   

WLP294 What's Going On: Wellbeing and Emojis This episode is a hybrid of What's Going On and Thinking Remote. Maya and Pilar revisit the chapter from Thinking Remote: Sick and Tired, Working and Not-Working on a Remote Team. They also discuss asynchronous communication and how it's being adopted in the workspace, they talk about the role of emojis and finally, they share a couple of social media discussions.  4.05 mins  In the past (before the pandemic), taking time off work meant you had one of two choices – both were difficult processes.  The first option was to go into work, even though you were ill - unless you were very ill, it was almost expected you would go into work, plus, we did not want to let our teammates down.  The second option was to stay at home, but even then you were not fully away from work, as you could still do some work online and lessen the workload for your colleagues to feel less guilty. In both cases there is a sense of fear of work piling up that is still prominent even in current times.  This has continued even in the pandemic. It takes a lot of self-discipline to step away and focus on resting and recovering.  When visible teamwork is implemented, it should make taking time off to recover an easier process. As we are able to communicate our progress and give access to our work. This can help people rest and recover.  Another part that is changing is our approach to mental health, as it is becoming acknowledged and more accepted to take a mental health leave in the workplace. 20.12 mins  Pilar and Maya talk about the new space created by Salesforce called Trailblazer Ranch. It is a holistic and nature driven space with the purpose of getting people to connect with their team. They also discuss the article Diving Deeper Five workforce trends to watch in 2021, which states that wellbeing is a part of how we are doing work, it is not a separate aspect of it. (Yes, it's a year old but it all still feels relevant.) We can give people autonomy to make meaningful decisions about their contributions to the organisation to help prevent disconnection. This means we don't need expensive programmes to look after our employees' wellbeing. 25.47 mins  The Royal Society for Arts (RSA) has recently released Social security: The risks from automation and economic insecurity for England's social renters covering the state of the UK's social housing, used by those who cannot afford market rates. Part of this article states:  “When employed, people in social housing are less likely to benefit from good work practices that support their economic and personal security: only 38 percent of social renters are in work which offers them an annual incremental pay increase, and three quarters (74 percent) never worked from home, even in the height of the pandemic.” When we are considering why we are doing hybrid or remote work, the main aim is to achieve autonomy and flexibility , but we still need to prevent a two-tiered workforce being created. You therefore need to find ways to provide flexibility for those who cannot do their work remotely.  31.49 mins  Maya and Pilar shift to the topic of asynchronous communication, in the context of emojis. They discuss an article titled Do emojis represent the whole gamut of human emotion? The short answer is, yes they do.  For this experiment they took 74 different facial emojis and observed how much valence and arousal they had communicated amongst a demographic of 1000 Japanese participants aged 20 to 39. To quote the article: “They see our emotional experiences as falling along continuous scales of both valence - how positive or negative an emotion is -  and arousal. So, for instance, “sadness” has a negative valence but is fairly low in arousal; “anger” is also negatively-valenced but high in arousal; and “excitement” is positively-valenced  but is still high in arousal.”  They have given us a cool graph with all of the emojis plotted of these different levels to show how different emojis have different effects. For instance, emojis that have accessories, such as the starry eyed or blue icicle, have higher arousal ratings. When communicating with people from different countries and cultures we need to take these aspects into consideration. The article, Caution! These emojis mean different things in different countries, discusses this. For instance it mentions that the prayer emoji can have different meanings depending on the culture.   50.52mins News from the social media community and our connections: Follow the conversation on Twitter about helping people adopt asynchronous communication. https://twitter.com/marjolijndg/status/1491476316453052420?s=21 Pilar will be speaking at Social Now in Lisbon, in May. Check out the programme, centred around a case study. (And look out for organiser Ana Neves talking about it on this podcast.) Penny Pullan has released the second edition of her book Virtual Leadership. You can get a 20% discount with the code FBM20 from the publisher's website. Lucid Meetings have released a new course “Free Your Team From Unproductive Meetings”, If you would like to sign up to their March/April programme, this link will take you there. (Please note it's an affiliate link, so if you sign up, you'll also be supporting this podcast.) Have you got any news you'd like to share with our audience? Let us know through our contact form or Twitter. We also have a page on LinkedIn you can follow.   If you have any other questions about asynchronous communication or have any thoughts or ideas you want to discuss you can tweet at Virtual not Distant or at Maya or Pilar directly.   

Este é o 20º episódio da série C do podcast KMOL, o último episódio desta série - a série C de Celebração porque se propunha a celebrar os 20 anos do portal KMOL. Para terminar esta série em beleza, Ana Neves olha para 4 mitos da gestão de conhecimento e revela um conjunto de ideias que orientam a sua abordagem à gestão de conhecimento e como vivo o seu dia-a-dia. "o conhecimento só tem valor quando é aplicado com impacto positivo" Clique aqui para ver a página deste episódio Referências neste episódio: Ovelhas brancas e ovelhas pretas: diferentes só na cor (setembro 2009) Duas "leis" de gestão de conhecimento (maio 2014) O conhecimento é social ou é melhor quando é social? (março 2017) Conhecimento e a inovação (novembro 2008) Episódio 16 do podcast KMOL: Aprendizagem ao longo da vida Episódio 5 do podcast KMOL: Gestão de conhecimento para quê? Estudo de Gestão de Conhecimento em Portugal Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Este episódio debruça-se sobre três tipos de estruturas sociais fundamentais para o sucesso das organizações: equipas, comunidades e redes. Referenciando o trabalho de profissionais altamente reconhecidos na esfera da gestão de conhecimento, Ana Neves identifica as características principais de cada uma destas três estruturas sociais, identifica as vantagens que trazem às organizações, e deixa algumas recomendações breves sobre como as ajudar a formar e manter. As pessoas são os olhos e os ouvidos das organizações. As equipas, as comunidades e as redes oferecem um espaço seguro e conveniente para que as pessoas partilhem o que veem e ouvem. Para finalizar o episódio, ficam 2 sugestões de leitura e a recomendação viva para participação na conferência Social Now 2022 que será dedicada a "enabling engaged, high-performance teams". Clique aqui para ver a página deste episódio Referências neste episódio: Equipas, Comunidades e Redes: No Centro do Sucesso das Organizações (janeiro 2020) Social Now Social Collaboration Maturity Scan e Benchmark Episódio 17 do podcast KMOL: Dados, conhecimento e inovação Livro The Social Organization: Developing Employee Connections and Relationships for Improved Business Performance de Jon Ingham Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

No dia 9 de novembro foi publicado o Social Collaboration Maturity Benchmark Report 2021. É um relatório assinado por Jaap Linssen e Ana Neves. Neste episódio do podcast, Ana Neves destaca e comenta algumas das conclusões do estudo que, nesta sua 2ª edição, compara a realidade antes da covid-19 e agora, depois de vários meses com milhões de colaboradores a trabalhar a em suas casas. Nesta edição participaram 39 organizações de 16 países: participaram 6 organizações com sede no Brasil e 10 com sede em Portugal. No conjunto, as 39 organizações empregam mais de meio milhão de pessoas. Uma das principais conclusões é que, quando a covid-19 forçou milhões de colaboradores a trabalhar a partir de casa, fez aumentar substancialmente o número de pessoas que passaram a usar as tecnologias sociais digitais para viabilizar o seu trabalho mas tal não se traduziu numa melhoria da forma como essas tecnologias são usadas. Clique aqui para ver a página deste episódio Referências neste episódio: Utilização de plataformas sociais corporativas – conclusões e recomendações (junho 2020) Social Now Social Collaboration Maturity Scan e Benchmark Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Partindo de um modelo desenhado em 2020 por Ana Neves, este episódio debruça-se sobre a relação que existe entre dados, de conhecimento e de inovação. Ficam ainda duas sugestões para aprofundar estes temas através das implicações práticas para as organizações. Clique aqui para ver a página deste episódio Referências neste episódio: Dos Dados ao Conhecimento e depois à Inovação (junho 2020) Entrevista a Harold Jarche no KMOL Site do Harold Jarche Entrevista a Patrick Lambe no KMOL Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

São raras as organizações que podem parar para mudar. Geralmente, um processo de mudança coexiste com a atividade normal da organização. Isso pode provocar grandes impactos na vida pessoal e profissional dos colaboradores. Assim, a decisão de mudança na organização deve fazer-se sempre acompanhar de um plano de comunicação. Neste episódio, Ana Neves deixa sugestões para o que considerar na definição de um programa de comunicação da mudança. Deixa também duas recomendações de leitura sobre o tema da mudança. Visite a página deste episódio Referências neste episódio: Acções estratégicas para a gestão de conhecimento e mudança - post do KMOL (abr 2011) Um saco cheio de bonitas ideias - post do KMOL (nov 2019) Histórias como nunca ouvi - post do KMOL (out 2018) Livro Outlearning the Wolves (David Hutchens, 2016) Livro Elemental Change (Neil Usher, 2020)

"Vem email, Vai email Vem email, Vai email O batimento cardíaco das organizações Que ao invés de alinharem a objetivos Andam ao ritmo das solicitações" Estes são os primeiros versos de um poema sobre o email. Um poema de Ana Neves e que abre este 11º episódio da série C do podcast KMOL. Neste episódio exploram-se os problemas que advêm da utilização (exagerada) do email e as alternativas a esta forma de comunicação e colaboração. Clique aqui para ver a página deste episódio Referências neste episódio: Email: cemitério do conhecimento (janeiro 2010) Transforming Information into Knowledge at the Portal (post de Bill French) Microsoft Teams Benchmarking Report 2021 da Swoop Analytics Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Para uma experiência completa, sempre utilize fones de ouvido! O campeonato de Topázio vai começar! Enquanto isso, Aiko e Tadashi se aproximam cada vez mais. Durante a realização do ritual, para afastar os maus espíritos, conduzido pela Haru nos arredores da cidadela de Tsuma, algo terrível e sem precedentes acontece. A Katana sugadora de almas é um áudio drama ambientado em Rokugan, cenário de lenda dos cinco anéis, os eventos aqui descritos misturam aquilo que é canônico com a nossa criação. Agradecimentos especiais aos nossos padrinhos, que nos ajudam a seguir em frente; - Advanilton Azevedo, Álvaro Castilho, Fabricio Hences, Henrique Moletta, Punta Talks podcast, Marina Jardim, Matheus Dollynho, Patrícia Bernardo, Paulo Thiago Tokunaga, Renan Calça, Rodrigo Keiji e Thiagão de Castro. Ficha Técnica Roteiro: Marcos Souza. Revisão: Luiz Massis. Edição e sonorização: Luiz Massis. Arte da capa: Álvaro Castilho. Com as vozes de: Marcos Souza, como Bombardo. Marina Jardim, como Aiko. Danilo Battistini, como Tadashi. Jefferson Stankowski, como Toshio. Ana Neves, como Haru. Luiz Massis, como Ancião. Henrique Ferraz, como servo de Sadayoshi. Lucas Dressler, como Imperador. Gustavo Guimarães, como Sadayoshi. Erly, como guarda imperial 1. Gustavo Vidal, como guarda imperial 2. Johny, como Kakita Kaetatsu. Fale conosco em contato@rollcastrpg.com ou nosso grupo aberto do Whatsapp! Nosso muito obrigado a você ouvinte que nos apoia, comenta e compartilha nossos episódios e não deixe de nos avaliar no iTunes, e demais agregadores, isso é o que nos motiva a seguir em frente! Siga-nos nas Redes sociais; Twitter Facebook Instagram Youtube Todos os nossos links! #RollcastRPG #RPG #AudioDrama #Storytelling #StorytellingBR #PodcastBR #Samurai #L5R #lendadoscincoaneis #rokugan

Para uma experiência completa, sempre utilize fones de ouvido! Descansados, os aventureiros reencontram velhos amigos de outros clãs antes do inicio do festival. Bombardo conhece um pouco mais sobre esses outros clãs. Tadashi toma uma atitude sobre o que sente pela Aiko e Yoshida confronta Doji Hotaro sobre o seu passado. A Katana sugadora de almas é um áudio drama ambientado em Rokugan, cenário de lenda dos cinco anéis, os eventos aqui descritos misturam aquilo que é canônico com coisas que criamos. Agradecimentos especiais aos nossos padrinhos, que nos ajudam a seguir em frente; - Advanilton Azevedo, Álvaro Castilho, Fabricio Hences, Henrique Moletta, Punta Talks podcast, Marina Jardim, Matheus Dollynho, Patrícia Bernardo, Paulo Thiago Tokunaga, Renan Calça, Rodrigo Keiji e Thiagão de Castro. Ficha Técnica Roteiro: Marcos Souza. Revisão: Luiz Massis. Edição e sonorização: Luiz Massis. Arte da capa: Álvaro Castilho. Com as vozes de: Marcos Souza, como Bombardo. Marina Jardim, como Aiko. Danilo Battistini, como Tadashi. Jefferson Stankowski, como Toshio. Ana Neves, como Haru. Shi, como Yoshida. Kell, como Doji Hotaru. Álvaro Castilho, como servo da garça. Fencas, como inventor. Vinicius Watzl, como Katsume. Ricardo, Kenji. Tom, como Sanzo. Lucas Dressler, como Imperador. Gustavo Guimarães, como Sadayoshi. Fale conosco em contato@rollcastrpg.com ou nosso grupo aberto do Whatsapp! Nosso muito obrigado a você ouvinte que nos apoia, comenta e compartilha nossos episódios e não deixe de nos avaliar no iTunes, e demais agregadores, isso é o que nos motiva a seguir em frente! Siga-nos nas Redes sociais; Twitter Facebook Instagram Youtube Todos os nossos links! #RollcastRPG #RPG #AudioDrama #Storytelling #StorytellingBR #PodcastBR #Samurai #L5R #lendadoscincoaneis #rokugan

Para uma experiência completa, sempre utilize fones de ouvido! Após a decisão de Yoshida tomada sobre o ritual, os aventureiros seguem até Tsuma para se encontrarem com o guardião da Katana antes do início do festival. A Katana sugadora de almas é um áudio drama ambientado em Rokugan, cenário de lenda dos cinco anéis, os eventos aqui descritos misturam aquilo que é canônico com coisas que criamos. Agradecimentos especiais aos nossos padrinhos, que nos ajudam a seguir em frente; - Advanilton Azevedo, Álvaro Castilho, Fabricio Hences, Henrique Moletta, Punta Talks podcast, Marina Jardim, Matheus Dollynho, Patrícia Bernardo, Paulo Thiago Tokunaga, Renan Calça, Rodrigo Keiji e Thiagão de Castro. Ficha Técnica Roteiro: Marcos Souza. Revisão: Luiz Massis. Edição e sonorização: Luiz Massis. Arte da capa: Álvaro Castilho. Com as vozes de: Marcos Souza, como Bombardo. Marina Jardim, como Aiko. Danilo Battistini, como Tadashi. Jefferson Stankowski, como Toshio. Shi, como Yoshida. Kell, como Doji Hotaru. Gordirro, como Homem do Peixe. Vinicius Watzl, como Katsume. Ricardo, Kenji. Tom, como Sanzo. Ritielli, como Takeshi. Nany, como Yoko. Álvaro Castilho, como servo da garça. Gustavo Vidal, como guarda de Tsuma. Ana Neves, como Haru. Luiz Massis, como Ancião. Fale conosco em contato@rollcastrpg.com ou nosso grupo aberto do Whatsapp! Nosso muito obrigado a você ouvinte que nos apoia, comenta e compartilha nossos episódios e não deixe de nos avaliar no iTunes, e demais agregadores, isso é o que nos motiva a seguir em frente! Siga-nos nas Redes sociais; Twitter Facebook Instagram Youtube Todos os nossos links! #RollcastRPG #RPG #AudioDrama #Storytelling #StorytellingBR #PodcastBR #Samurai #L5R #lendadoscincoaneis #rokugan

A cultura de uma organização tem um impacto determinante no desenrolar e no sucesso de iniciativas e programas organizacionais, como por exemplo programas e iniciativas de gestão de conhecimento. Mas será que há uma cultura organizacional "certa" para a gestão de conhecimento? E a cultura certa é causa ou consequência de uma eficaz gestão de conhecimento? Neste episódio, Ana Neves conta uma experiência muito pessoal que viveu há uns anos e que determinou a forma como hoje olha e trabalha a cultura das organizações. Conta também uma história de macacos que ilustra bem como se vão moldando os comportamentos numa organização e, consequentemente, formando a sua cultura coletiva. Clique aqui para ver a página deste episódio Referências neste episódio: A Cultura Organizacional Certa: Um Requisito? (maio 2009) 15 regras para travar a inovação na sua organização - episódio 9 da série C do podcast KMOL (junho 2021) Conferência Social Now 2022 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Este episódio é dedicado à inovação nas organizações. Curiosamente, socorre-se de uma iniciativa societal - os Orçamentos Participativos - para apontar algumas falhas comuns na forma com a inovação é posicionada nas organizações. Ana Neves fala das aplicações e plataformas de apoio à inovação e aponta o dedo a algumas das fragilidades ou lacunas mais comuns. Inspirada por Rosabeth Moss Kanter, conclui de forma humorada com as 15 regras que deve seguir para travar a inovação na sua organização. Clique aqui para ver a página deste episódio Referências neste episódio: Avaliar ideias embrionárias (março 2009) Web 2.0, ferramentas sociais e plataformas sociais corporativas - episódio 7 da série C do podcast KMOL (maio 2021) Regras de inovação organizacional (fevereiro 2010) Livro “The Change Masters” de Rosabeth Moss Kanter, 1983 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Neste 8º episódio da série C do podcast KMOL, Ana Neves fala dos cinco elementos que determinam a qualidade da informação disponível: contexto, atualidade, veracidade, acessibilidade, relevância. Cada um dos elementos é explicado e ilustrado com exemplos que permitem perceber o que pode acontecer quando a informação tem, ou não tem, cada uma dessas características. Este episódio lança o convite para a Social Now Reunion, 2 horas de conversas informais sobre intranets e plataformas sociais corporativas. Uma sessão gratuita que terá lugar online no dia 27 de maio 2021. A inscrição é obrigatória e limitada a 60 pessoas. Clique aqui para ver a página deste episódio Referências neste episódio: Tempo de vida da informação (setembro 2009) O que é Conteúdo de Qualidade? (julho 2010) Social Now Online Reunion Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

“Web 2.0: definição, características e exemplos” é, de todos os textos do KMOL, aquele que tem mais visualizações. Apesar de ser um texto de 2007 e de estar algo desatualizado, especialmente no que diz respeito aos exemplos que enumera, ainda hoje é lido diariamente. Neste episódio Ana Neves revisita algumas partes desse texto, complementando-as com exemplos e ideias mais atuais e mais centradas na utilização que as ferramentas sociais podem ter nas organizações e, especialmente, no contexto da gestão de conhecimento. Este episódio lança o convite para a Social Now Reunion, 2 horas de conversas informais sobre intranets e plataformas sociais corporativas. Uma sessão gratuita que terá lugar online no dia 27 de maio 2021. A inscrição é obrigatória e limitada a 60 pessoas. Clique aqui para ver a página deste episódio Referências neste episódio: Web 2.0: Definição, Características e Exemplos (julho 2007) Web 2.0: Benefícios e Relação com a Gestão de Conhecimento (outubro 2007) Como escolher o software da sua intranet ou plataforma social corporativa - episódio 5 da série original do podcast KMOL Social Now Online Reunion Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Nem sempre os projetos e iniciativas de Gestão de Conhecimento produzem os resultados esperados. Neste episódio Ana Neves fala das principais razões para que a Gestão de Conhecimento por vezes fique aquém do previsto ou desejado. Este episódio lança novamente o convite à participação no Social Collaboration Maturity Scan 2021: um instrumento gratuito para as organizações avaliarem o seu nível de maturidade na utilização da sua intranet ou plataforma social corporativa, receberem recomendações personalizadas para o melhorar, e se compararem com o benchmark global. Clique aqui para ver a página deste episódio Referências neste episódio: Insucesso de Projectos de Gestão de Conhecimento em Empresas - post de 2006 Episódio 5 da série original do podcast KMOL, sobre os benefícios da GC Episódio 4 da série C do podcast KMOL, sobre o estado da GC e da falta de estratégia de GC nas organizações Social Collaboration Maturity Scan 2021 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Answer this call to action from Ana Neves. She is conducting a very important survey of your organization on how the social platforms are working for operational knowledge flow and proficiency. You can use this as your organizations template to improve. https://www.maturityscan.orangetrail.com/ _____________________________________________________________ Ana Neves is the founder and managing director of Knowman, a consulting company providing strategic guidance and support to organisations and communities keen to improve results through a better use of knowledge. She narrows the gap between knowledge management, internal communication and collaboration, focusing on processes, culture and tools. Together with her partners at OrangeTrail, she created the the Social Collaboration Maturity Scan: a free instrument for organisations to assess their maturity and get personalised recommendations to improve their use of enterprise social platforms. The Scan is available till 14 May 2021. The anonymised and aggregated results will be used to produce the Social Collaboration Maturity Benchmark 2021. This year Knowman and OrangeTrail are planning to create an additional benchmark report focusing on non-profits and humanitarian organisations. Ana is the organiser of Social Now, a very unique conference which applies many KM principles and techniques to offer participants a rich learning experience focused on the use of enterprise social tools that improve knowledge sharing, retention, collaboration and internal communications. Ana coordinates the CivicTech work group at APDSI (Portuguese Association for the Promotion and Development of the Information Society). In 2001 she created KMOL, a website dedicated to knowledge management and organisational learning in Portuguese language. In 2020 she started podcast KMOL, also about knowledge management and also in Portuguese. On Twitter: https://twitter.com/ananeves On Linkedin: https://www.linkedin.com/in/ananeves ___________________________________________ Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns. pioneer-ks.org/

Answer this call to action from Ana Neves. She is conducting a very important survey of your organization on how the social platforms are working for operational knowledge flow and proficiency. You can use this as your organizations template to improve. https://www.maturityscan.orangetrail.com/ _____________________________________________________________ Ana Neves is the founder and managing director of Knowman, a consulting company providing strategic guidance and support to organisations and communities keen to improve results through a better use of knowledge. She narrows the gap between knowledge management, internal communication and collaboration, focusing on processes, culture and tools. Together with her partners at OrangeTrail, she created the the Social Collaboration Maturity Scan: a free instrument for organisations to assess their maturity and get personalised recommendations to improve their use of enterprise social platforms. The Scan is available till 14 May 2021. The anonymised and aggregated results will be used to produce the Social Collaboration Maturity Benchmark 2021. This year Knowman and OrangeTrail are planning to create an additional benchmark report focusing on non-profits and humanitarian organisations. Ana is the organiser of Social Now, a very unique conference which applies many KM principles and techniques to offer participants a rich learning experience focused on the use of enterprise social tools that improve knowledge sharing, retention, collaboration and internal communications. Ana coordinates the CivicTech work group at APDSI (Portuguese Association for the Promotion and Development of the Information Society). In 2001 she created KMOL, a website dedicated to knowledge management and organisational learning in Portuguese language. In 2020 she started podcast KMOL, also about knowledge management and also in Portuguese. On Twitter: https://twitter.com/ananeves On Linkedin: https://www.linkedin.com/in/ananeves ___________________________________________ Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns. pioneer-ks.org/

Para melhor experiência, utilize fones de ouvido. Interferência | Parte 3 A nave foi reparada, mas as notícias não são das melhores. Com as vozes de: Gustavo Possatti como Capitão Prasad, Jujuba Vilela como Alegrete, Ana Neves como Dra. Carillo. Edição e Montagem de Rafael Zorzal Roteiro de Ana Neves Essa é uma minissérie do Projeto Drama. Acompanhe nossas redes sociais e entre em nosso site para saber mais. Instagram e Twitter: @ProjetoDrama projetodrama.com.br --- Send in a voice message: https://anchor.fm/projetodrama/message

Uma boa estratégia de gestão de conhecimento define iniciativas, processos e ferramentas para evitar situações em que organizações percam dinheiro, desperdicem recursos e ponham em risco o cumprimento dos seus objetivos, porque deixaram sair conhecimento crítico ou porque não têm forma de o disponibilizar em tempo útil. E este é só um dos potenciais benefícios da gestão de conhecimento. Neste episódio, Ana Neves lista um conjunto de vantagens da gestão de conhecimento, ilustrando-as com exemplos concretos. Este episódio lança novamente o convite à participação no Social Collaboration Maturity Scan 2021: um instrumento gratuito para as organizações avaliarem o seu nível de maturidade na utilização da sua intranet ou plataforma social corporativa, receberem recomendações personalizadas para o melhorar, e se compararem com o benchmark global. Clique aqui para ver a página deste episódio Referências neste episódio: Vantagens da Gestão do Conhecimento para as Empresas – post de 2005 A propósito de gestão de conhecimento – post de 2013 Resultados que a organização tem obtido da GC, do Estudo de Gestão de Conhecimento em Portugal e Espanha 2019 Social Collaboration Maturity Scan 2021 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Nesse Dedo no REC e Dramaria, Ana Neves, João Vitor Galvão e Cinara conversam com todo o elenco recorrente da série e tiram dúvidas sobre as outras possibilidades da série. Siga o Projeto Drama no Twitter e no Instagram: @projetodrama Considere ser um apoiador pelo PicPay e pelo Apoia.se --- Send in a voice message: https://anchor.fm/projetodrama/message

Em 2004 a Knowman organizou o workshop “Gerir conhecimento na prática”. Os workshops que se seguiram e as já seis edições do Estudo de Gestão de Conhecimento em Portugal que a Knowman realizou, permitem a Ana Neves ter uma boa perceção sobre o estado da gestão de conhecimento nas organizações. É exatamente sobre isso que ela fala neste episódio. Clique aqui para ver a página deste episódio Referências neste episódio: Gestão de Conhecimento em Organizações Portuguesas Estudo de Gestão de Conhecimento em Portugal e Espanha Social Collaboration Maturity Scan 2021 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Diretores de Gestão de Conhecimento. Quem são estas pessoas? E de que áreas da organização costumam elas vir? Neste episódio, Ana Neves visita alguns posts publicados no KMOL ao longo dos anos, concluindo com o que considera serem, hoje, alguns dos pontos principais em torno dos Chief Knowledge Officers. Clique aqui para ver a página deste episódio Referências neste episódio: Quais as vantagens de ter um Chefe de Conhecimento (Chief Knowledge Officer)? A aprendizagem organizacional é uma responsabilidade dos Recursos Humanos? Os profissionais de GC Proven Practices for Promoting a Knowledge Management Program Estudo de Gestão de Conhecimento em Portugal Social Collaboration Maturity Scan 2021 Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Para uma experiência completa, sempre utilize fones de ouvido! Seguindo para Tsuma, a cidade onde o jovem Tadashi será testado, o grupo resolve fazer um desvio para ajudar um Ronin a reencontrar o caminho da virtude e partir com honra. A Katana sugadora de almas é um áudio drama ambientado em Rokugan, cenário de lenda dos cinco anéis, os eventos aqui descritos misturam aquilo que é canônico com coisas que criamos. Agradecimentos especiais aos nossos padrinhos, que nos ajudam a seguir em frente; - Advanilton Azevedo, Álvaro Castilho, Anderson Kill, Fabricio Hences, Henrique Moletta, Punta Talks podcast, Leandro Lisboa, Marina Jardim, Matheus Dollynho, Patrícia Bernardo, Renan Calça e Thiagão de Castro. Ficha Técnica Roteiro: Marcos Souza. Revisão: Luiz Massis. Edição e sonorização: Luiz Massis. Arte da capa: Álvaro Castilho. Com as vozes de: Marcos Souza, como Bombardo. Marina Jardim, como Aiko. Danilo Battistini, como Tadashi. Jefferson Stankowski, como Toshio. Hita, como Hiroko. Lobs, como Hanzo. Shi, como Yoshida. Vinicius Watzl, como Katsume. Ritielli, como Takeshi. Ricardo, Kenji. Tom, como Sanzo. Erly, como bandido chefe. Thiagão de Castro, como passageiro. Henrique Ferraz, como dono da caravana. Luciana Vidal, como mulher da aldeia. Ana Neves, como Haru. Luiz Massis, como Ancião. Fale conosco em contato@rollcastrpg.com ou nosso grupo aberto do Whatsapp! Nosso muito obrigado a você ouvinte que nos apoia, comenta e compartilha nossos episódios. Não deixe de nos seguir nas redes sociais e nos avaliar no iTunes, e demais agregadores, isso é o que nos motiva a seguir em frente! Siga-nos nas Redes sociais; Twitter Facebook Instagram Youtube Todos os nossos links! #RollcastRPG #RPG #AudioDrama #Storytelling #StorytellingBR #PodcastBR #Samurai #L5R #lendadoscincoaneis #rokugan

“Gerenciando Conhecimento” foi um dos primeiros livros sobre gestão de conhecimento publicados em língua portuguesa. Neste episódio da série C, Ana Neves recorda algumas das ideias e palavras que Jayme Teixeira Filho nos deixou como legado nessa sua obra. Clique aqui para ver a página deste episódio Referências neste episódio: Gerenciando Conhecimento Gestão de Empresas na Era do Conhecimento The Tipping Point The Springboard Cultivating Communities of Practice Common Knowledge Putting Stories to Work Who Really Matters The Company Culture Cookbook The Elemental Workplace Wikipatterns Ghost Story Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Dedo no REC e Dramaria é nosso derivado, onde comentamos sobre as últimas escolhas feitas pelos ouvintes além de dar notícias, recados e um pouco de risada. Neste episódio, Ana Neves, Cinara Salvi e João Vitor Galvão comentam os episódios 5, 6, 7, 8 e 9 de Terceira Pessoa e se preparam para a Season Finale. Episódio editado por João Vitor Galvão. Siga-nos nas nossas redes sociais: @projetodrama Considere ser um apoiador! Acesse: projetodrama.com.br/apoie Nos escreva! Leremos todas as mensagens recebidas em contato@projetodrama.com.br --- Send in a voice message: https://anchor.fm/projetodrama/message

Um dos primeiros textos publicados no KMOL, no dia 1 de abril de 2001, foi uma entrevista a Verna Allee. Verna falou de redes de valor, de valor intangível, de partilha de conhecimento e de teletrabalho. Sim, é verdade!, de teletrabalho. Neste primeiro episódio da série C, Ana Neves recorda algumas passagens dessa entrevista que, como se verá, ainda se revela bastante atual. Clique aqui para ver a página deste episódio Referências neste episódio: Entrevista a Verna Allee no KMOL Texto de Ana Neves sobre teletrabalho (em inglês) Livro The Knowledge Evolution: Expanding Organizational Intelligence (Butterworth-Heinemann, 1997) As várias entrevistas referidas estão todas disponíveis a partir de https://kmol.pt/category/entrevistas/ Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Arranca mais uma série do podcast KMOL: a série C de Celebração, claro! Neste trailer, Ana Neves fala dos 20 anos do portal KMOL e apresenta o conceito por trás desta nova série de 20 episódios. Clique aqui para ver a página deste episódio Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Para uma melhor experiência, utilize fones de ouvido. Parece que os planos estão dando certo, mas Manuela será posta contra a parede. Por quanto tempo ela pode esconder seus segredos? Elenco: Jéssica Loyana como Manuela; Rafael Zorzal como Caipora; Gilles Azevedo como Celso; Renan Vieira como Capitão Santos; João Vitor Galvão como Bertolucci; Cauê La Farina como Diego; Amanda Evangelista como Amanda; Gabriel Mafra como Juliano; Winnie Azurza como Narradora. Vozes extras: Matheus de Oliveira Araujo, Agata Sofia, Gustavo Santos, Ana Neves. Roteiristas dessa série: Ana Neves Cinara Salvi, João Vitor Galvão, Renan Vieira. Montagem e mixagem: Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama e a todos os padrinhos. --- Send in a voice message: https://anchor.fm/projetodrama/message

Para uma melhor experiência, utilize fones de ouvido. Começando em seu novo emprego, uma verdade virá a tona para Manuela. Elenco: Jéssica Loyana como Manuela; Rafael Zorzal como Caipora; Gilles Azevedo como Celso; Renan Vieira como Capitão Santos; Cauê La Farina como Diego; Amanda Evangelista como Amanda; Winnie Azurza como Narradora. Vozes extras: Gustavo Santos, Ana Neves. Roteiristas dessa série: Ana Neves Cinara Salvi, João Vitor Galvão, Renan Vieira. Montagem e mixagem: Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama e a todos os padrinhos. --- Send in a voice message: https://anchor.fm/projetodrama/message

Aquele em que Ana Neves resume o podcast dizendo que uma intranet de sucesso deve ser S.O.C.I.A.L. Esta é uma "dentadinha" extraída do episódio 10 da série original e refere os contributos deixados pelos 5 profissionais convidados para deixar as suas "hot tips" para intranets e plataformas sociais de sucesso. Não deixe de ouvir o episódio completo! Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves descreve quatro ações para conseguir o apoio e a participação dos líderes para a intranet Esta é uma "dentadinha" extraída do episódio 9 da série original e que ainda está disponível para os seus ouvidos. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves estabelece a diferença entre avaliação de atividade e avaliação de impacto de uma intranet Esta é uma "dentadinha" extraída do episódio 8 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves desconstrói o receio que as equipas de comunicação interna costumam ter de abrir as portas ao conteúdo de outras áreas da organização. Esta é uma "dentadinha" extraída do episódio 6 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves diz que numa intranet há lugar para o conteúdo da equipa de comunicação e para conteúdo criado pelas várias outras áreas da organização. Esta é uma "dentadinha" extraída do episódio 6 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves fala das vantagens de explorar diferentes formatos de conteúdo. Este episódio refere o Social Collaboration Maturity Benchmark 2020. Pode consultar o relatório gratuito e deixar o seu contacto para participar na edição de 2021. Esta é uma "dentadinha" extraída do episódio 6 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves propõe três formas de garantir que a organização é ouvida durante o processo de conceção de uma nova intranet. Esta é uma "dentadinha" extraída do episódio 7 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves se atreve a deixar 3 recomendações para aquele momento em que tiver de escolher um software de base para a sua intranet ou plataforma social corporativa. Esta é uma "dentadinha" extraída do episódio 5 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves apresenta dois cenários para a construção do digital workplace: composto por um único software ou pela integração de vários. Esta é uma "dentadinha" extraída do episódio 5 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Aquele em que Ana Neves fala sobre alguns traços comuns da cultura das organizações que dificultam a troca de experiências entre os membros de uma comunidade. Esta é uma "dentadinha" extraída do episódio 4 da série original. Podcast KMOL em https://kmol.pt/podcast Sugestões, comentários, questões? Escreva-nos para editor@kmol.pt ou deixe-nos uma mensagem de voz através de https://anchor.fm/kmol/message

Dedo no REC e Dramaria é nosso derivado, onde comentamos sobre as últimas escolhas feitas pelos ouvintes além de dar notícias, recados e um pouco de risada. Neste episódio, Ana Neves e João Vitor Galvão recebem Gilles Azevedo (@GillesAzevedo) e Jéssica Loyana (@WickedMell) para comentar os episódios 3 e 4 de Terceira Pessoa e dar alguns recados. Episódio editado por João Vitor Galvão. Siga-nos nas nossas redes sociais: @projetodrama Considere ser um apoiador! Acesse: projetodrama.com.br/apoie Nos escreva! Leremos todas as mensagens recebidas em contato@projetodrama.com.br --- Send in a voice message: https://anchor.fm/projetodrama/message

Aquele em que Ana Neves defende que ao abrir as janelas das comunidades se torna mais fácil saber quem sabe o quê e quem se interessa por quê. Esta é uma "dentadinha" extraída do episódio 4 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves destaca a forma como as intranets sociais aumentam a transparência dentro das organizações e contribuem para ultrapassar barreiras. Esta é uma "dentadinha" extraída do episódio 4 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves aponta o dedo a algumas rotinas organizacionais ainda assentes no envio de emails. Esta é uma "dentadinha" extraída do episódio 3 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves fala dos méritos da edição colaborativa de documentos Esta é uma "dentadinha" extraída do episódio 3 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves fala da diferença que existe entre comunidades e equipas de trabalho no que diz respeito ao tipo de elos que liga os seus membros Esta é uma "dentadinha" extraída do episódio 4 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves fala do misto de atividades síncronas e assíncronas nas plataformas sociais corporativas Esta é uma "dentadinha" extraída do episódio 3 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Ana Neves e João Baptista falam de como as plataformas sociais democratizam a comunicação e simplificam a colaboração entre várias áreas da organização Esta é uma "dentadinha" extraída do episódio 1 da série original. Podcast KMOL em https://kmol.pt/podcast

Aquele em que Jaap Linssen e Ana Neves frisam a importância de usar as plataformas sociais para interações que contribuam para os resultados de negócio e para a disseminação de conhecimento. Jaap Linssen é sócio fundador da empresa holandesa OrangeTrail

Aquele em que Ana Neves relaciona a pandemia da COVID-19 com a maior utilização das plataformas sociais (ainda que apenas de forma muito básica)

Aquele em que Ana Neves oferece uma espécie de definição do que são intranets, plataformas sociais corporativas e digital workplace

Para melhor experiência, utilize fones de ouvido. Interferência | Parte 2 Capitão Prasad encontra problemas que ele não pode resolver sozinho. Com as vozes de: Gustavo Possatti como Capitão Prasad, Jujuba Vilela como Alegrete, Ana Neves como Dra. Carillo. Edição e Montagem de Rafael Zorzal Roteiro de Ana Neves Essa é uma minissérie do Projeto Drama. Acompanhe nossas redes sociais e entre em nosso site para saber mais. Instagram e Twitter: @ProjetoDrama projetodrama.com.br Próximo episódio ??/??/???? --- Send in a voice message: https://anchor.fm/projetodrama/message

O décimo e último episódio do podcast KMOL foca nos aspetos-chave para o sucesso de uma intranet ou plataforma social corporativa. Para além dos contributos de 5 profissionais que, cada um com a sua perspetiva, partilham o que consideram ser o fator-chave para que uma intranet seja bem sucedida, Ana Neves descreve uma intranet de sucesso como sendo SOCIAL: Segura, Objetiva, Colaborativa, Informativa, Atual, Liderada. Quando se fala do sucesso das intranets, não há receitas únicas de sucesso. Assim, Ana Neves ouviu cinco profissionais que têm estado à frente de muitos dos esforços relacionados com o sucesso das respetivas intranets e plataformas sociais corporativas. Os convidados de hoje são, por ordem alfabética: Elena Velazquez da Amadeus IT Group, Eugenio Lanzetta do Gruppo Sella, Julia Rojas da HEINEKEN Brasil, Laura Henriques da ANACOM, e Juliana Hahn Menezes da PROCERGS.

No penúltimo episódio do podcast KMOL, Ana Neves fala de dois temas de grande importância: liderança e cultura organizacional. São dois temas que não podem ser esquecidos no contexto de uma nova intranet. O convidado deste episódio é Lee Bryant, cofundador da Postshift. As recomendações deste episódio são o livro "Arquitetar a Colaboração: 5 Passos para uma Liderança Facilitadora" de Paulo Nunes de Abreu e os vídeos das apresentações do Social Now 2019 cuja edição foi dedicada à Liderança Digital. Entre as várias apresentações cujas gravações pode aceder no site do Social Now ou no canal da Knowman no YouTube, encontram-se as de Lee Bryant, Catherine Shinners, Jon Husband, Phil Kropp, Céline Shillinger e Kenneth Mikkelsen.

Depois de vários episódios a falar do que é necessário para uma intranet ou plataforma de sucesso, é altura de perceber como se pode avaliar o sucesso de uma intranet ou plataforma social corporativa. Neste episódio Ana Neves fala sobre avaliação de atividade e avaliação de impacto, considerando um misto de informação quantitativa e qualitativa. O convidado deste episódio é Luis Suarez, business developer e consultor de transformação digital e análise de dados na empresa panagenda. A recomendação é o livro "Cynefin - Weaving Sense-Making into the Fabric of Our World" de Dave Snowden e amigos.

Este episódio fala das características que deve ter a equipa responsável pela conceção e dinamização de uma intranet ou plataforma social corporativa de sucesso. O convidado deste episódio é Catherine Shinners. Catherine é fundadora e diretora principal da Merced Group, uma empresa localizada em Palo Alto, na Califórnia. As recomendações são: o livro "The KM Cookbook" de Chris Collison, Paul Corney e Patricia Lee Eng - leia a resenha que Ana Neves escreveu sobre o livro o livro "Elemental Change: Making stuff happen when nothing stands still" de Neil Usher.

No sexto episódio do podcast KMOL, Ana Neves fala sobre conteúdo, nomeadamente sobre o conteúdo que se pode criar e encorajar nas intranets para melhorar a qualidade e eficácia da comunicação interna. O convidado deste episódio é Bruno Amaral. Bruno Amaral é estratega digital. Divide o seu tempo entre o Grupo EDP onde trabalha e a Universidade de Lisboa onde dá aulas no Mestrado de Comunicação e Estratégia Digital. A recomendação é o livro Putting Stories to Work de Shawn Callahan. Leia a resenha que Ana Neves escreveu sobre o livro

Para melhor experiência, utilize fones de ouvido. Interferência | Parte 1 Capitão Prasad tenta reparar sua nave, Alegrete. Enquanto fala com Dra. Carillo, percebe que algo estranho está acontecendo. Com as vozes de: Gustavo Possatti como Capitão Prasad, Jujuba Vilela como Alegrete, Ana Neves como Dra. Carillo. Edição e Montagem de Rafael Zorzal Roteiro de Ana Neves Revisão de Cinara Salvi Essa é uma minissérie do Projeto Drama. Acompanhe nossas redes sociais e entre em nosso site para saber mais. Instagram e Twitter: @ProjetoDrama projetodrama.com.br Próximo episódio em 2021. --- Send in a voice message: https://anchor.fm/projetodrama/message

Título: Trabalhar em equipa, aprender em comunidade, vencer em rede Hosts: Ricardo Andorinho João Pico Convidada: Ana Neves Apresentar a Social Now e os desafios sociais da actualidade em Portugal Trabalho Remoto A situação que vivemos não pode ser vista como um cenário “normal” de teletrabalho - trabalho em casa há 9 anos e nunca vivi nada assim O trabalho remoto não é passar para as plataformas os tradicionais processos de trabalho - nomeadamente reuniões, mensagens e partilha de documentos Os Planos de Continuidade matam logo à nascença o conceito de se aproveitar estas crises para repensar, mudar, inovar As organizações nem sabem o que é possível fazer com as intranets e plataformas sociais Falta awareness, mas também as skills necessárias para que as pessoas não se sintam demasiado fora da sua zona de conforto Questões culturais: confiança, transparência, controlo, “cover your ass” Social Collaboration Maturity Benchmark Report 2020 (acabadinho de lançar)

Neste primeiro episódio do podcast KMOL, Ana Neves apresenta e contextualiza o podcast e entra no mundo das intranets e plataformas sociais corporativas. O convidado deste primeiro episódio é João Baptista, já entrevistado no portal KMOL. João Baptista é Professor Associado na Warwick Business School, universidade britânica onde está desde 2006. É diretor do MSc Business with Consulting e responsável pelas duas cadeiras de consultoria neste curso. A sua área de investigação é “Digital Work and Organisational Transformation”. As duas recomendações deixadas neste episódio são: Intra2.com - mais de 6000 ecrãs de intranets e plataformas sociais de organizações em todo o mundo Prémios Intranet & Digital Workplace Awards atribuídos pela Step Two

Projeto Drama: Fita Quebrada EP 06 - Caso Fechado Com as vozes de: João Vitor Galvão como John Muller, Luana Sabijon como Isabel Carter, Cinara Salvi como Susan Pines, Ana Neves como Cecília Mendez, Gilles de Azevedo como Carl, Gabriel Mafra como Detetive Douglas, JP Busche como Capitão Randall. Roteiro de Ana Neves e Cinara Salvi. Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama, a todos os padrinhos e também aos amigos Felipe Xavier e Francine Tribes que emprestaram suas vozes nesse episódio. --- Send in a voice message: https://anchor.fm/projetodrama/message

Projeto Drama: Fita Quebrada EP 05 - Vigia Com as vozes de: João Vitor Galvão como John Muller, Cinara Salvi como Susan Pines, Ana Neves como Cecília Mendez, Ágata Sofia Guimarães como Sophia, Gustavo Possatti como Victor Allen, JP Busche como Capitão Randall, Roteiro de Ana Neves e Cinara Salvi, com revisão de Gustavo Possatti. Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama e aos novos padrinhos e madrinhas: Renan Facini Calça, Jéssica Loyana, K. Leite, Matheus Colla, Luzitano Ferreira, Lucas Azevedo. --- Send in a voice message: https://anchor.fm/projetodrama/message

Projeto Drama: Fita Quebrada EP 04 - Controle Com as vozes de: João Vitor Galvão como John Muller, Ariane Soares como Marla Bones, Jéssica Loyana como Tiffany Carter, Luana Sabijon como Isabel Carter, JP Busche como Capitão Randall, Marcelo Guaxinim como Thomas Cartee, Henrique Guimarães como Gerald King. Roteiro de Ana Neves e Cinara Salvi, com revisão de Gustavo Possatti. Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama. --- Send in a voice message: https://anchor.fm/projetodrama/message

Projeto Drama: Fita Quebrada EP 03 - Diferente Com as vozes de: João Vitor Galvão como John Muller, Sr. Nuvem como Charles Allen, Gustavo Possatti como Victor Allen, Cinara Salvi como Susan Pines. Roteiro de Ana Neves e Cinara Salvi, com revisão de Gustavo Possatti. Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br ou pelo twitter do projeto. IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama. --- Send in a voice message: https://anchor.fm/projetodrama/message

Projeto Drama: Fita Quebrada EP 02 - Cigarros Com as vozes de: João Vitor Galvão como John Muller, Renan Vieira como Álvaro Mendez, Ana Neves como Cecília Mendez. Roteiro de Ana Neves, Amanda Evangelista e Cinara Salvi; Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador e vote no destino do personagem acessando: projetodrama.com.br IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama e a nossas apoiadoras: Ágata Rafaela Maduh Alba --- Send in a voice message: https://anchor.fm/projetodrama/message

Projeto Drama: Fita Quebrada EP 01 - Caso aberto Com as vozes de: João Vitor Galvão como John Muller, JP Busche como Capitão Randall, Ana Neves como Cecília Mendez, Cinara Salvi como Susan Pines, Henrique Guimarães como Gerald King, Ariane Soares como Marla Bones. Com as vozes extras de Luana Veríssimo e Daniel Gasparin (Égua Cast) Roteiro de Ana Neves com revisão de Cinara Salvi; Montagem e mixagem de Rafael Zorzal. Essa é uma produção independente, considere ser um apoiador acessando: projetodrama.com.br/apoie IG: @projetodrama TT: @projetodrama Agradecimentos a toda equipe Projeto Drama. --- Send in a voice message: https://anchor.fm/projetodrama/message

Listen to this KM visionary share her organizational and research experience with companies centered around Portugal. Recorded 29 March 2019 Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns. https://pioneer-ks.org/ Ana Neves is the founder and managing director of Knowman, a consulting company which provides strategic guidance and support to organisations and communities keen to improve their operation through a better use of knowledge. She narrows the gap between knowledge management, internal communication and collaboration, focusing on processes, culture and tools. Past experience includes: Senior Consultant at Headshift, Knowledge Network Manager in agencies of the British Department of Health, Cultural Change Manager at a large British bank, etc. She co-edited two books on knowledge management. She is the organiser of Social Now, a very unique conference which applies many KM principles and techniques to offer participants a rich learning experience focused on the use of enterprise social tools that improve knowledge sharing, retention, collaboration and internal communications. Ana coordinates the CivicTech work group at APDSI (Portuguese Association for the Promotion and Development of the Information Society). In 2001 she created KMOL, a website dedicated to knowledge management and organisational learning in Portuguese language. http://kmol.online.pt/category/blog http://knowman.pt

Listen to this KM visionary share her organizational and research experience with companies centered around Portugal. Recorded 29 March 2019 Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns. https://pioneer-ks.org/ Ana Neves is the founder and managing director of Knowman, a consulting company which provides strategic guidance and support to organisations and communities keen to improve their operation through a better use of knowledge. She narrows the gap between knowledge management, internal communication and collaboration, focusing on processes, culture and tools. Past experience includes: Senior Consultant at Headshift, Knowledge Network Manager in agencies of the British Department of Health, Cultural Change Manager at a large British bank, etc. She co-edited two books on knowledge management. She is the organiser of Social Now, a very unique conference which applies many KM principles and techniques to offer participants a rich learning experience focused on the use of enterprise social tools that improve knowledge sharing, retention, collaboration and internal communications. Ana coordinates the CivicTech work group at APDSI (Portuguese Association for the Promotion and Development of the Information Society). In 2001 she created KMOL, a website dedicated to knowledge management and organisational learning in Portuguese language. http://kmol.online.pt/category/blog http://knowman.pt