Podcast appearances and mentions of anna morgan

Attracting recruiters on LinkedIn is a game-changer for any job seeker. With 97% of recruiters sourcing talent there, having a standout presence is no longer optional, it's essential!In this episode, you will learn how to make LinkedIn your “career insurance” by attracting recruiters directly. Our host and CEO Porschia, alongside guest Anna Morgan (a top 5% recruiter and “Top 16 LinkedIn Expert in Atlanta”), share clear, actionable steps to optimize your profile, use spotlights and AI-powered searches, and engage consistently without feeling overwhelmed.They explain why working with recruiters can accelerate your job search, how the LinkedIn Recruiter platform differs from public profiles, and which key profile elements drive visibility. Anna also covers common pitfalls (outdated skills, weak headlines, skipping the About section) and offers a “give to get” mindset for commenting and posting. Click here for full show notes and to learn more: https://www.fly-highcoaching.com/attracting-recruitersCheck out the master class Career 911: Solving the Top 5 Challenges Executives and Professionals Have: https://fly-high-coaching.thinkific.com/courses/Career%20911%20Master%20Class!

Un nuevo 808 Radio en Radio Castilla-la Mancha, el número 398, que nos descubre las últimas creaciones de OM Unit, MOLØ y Slackin Beats o Rrose entre muchas otras. Pone en marcha el Generador de Ideas junto a Pavel Sidorenko para conocer la inteligencia artificial en los videojuegos y Lagartijeando, al habla, nos está presentando su nuevo álbum “7 Caminos”. La Lista I: MOLØ & Slackin Beats - How Love [Studio Barnhus] Tilman - Filling Time [Quality Vibe] Kevin Drumm & Joachim Nordwall – 3 [Psychic Liberation] Glitch Molecule - Espinistas [Harthouse] Maara - She's Startin [Ancient Records] Al Habla: Lagartijeando pres. “7 Caminos”. La Lista II: Lagartijeando - Guinea Congo [Wonderwheel Recordings] Rod Modell - Snowstorm In Naubinway [Silentes] LYMA - That Fool Ain't Me [Lumberjacks In Hell] Rrose - Triplicate [T4T LUV NRG] OM Unit - Circulate – Thunderflies Smeti - More Pepper [Rawax] Morgan Willis - Waiting for You [NewRetroWave] La Lista III: MOLØ & Slackin Beats - Don't Change [Studio Barnhus] Stevie Cox - Squeeze [Klasse Wrecks] Furious Frank - Mystery Flight [Permanent Vacation] Ruthlss - Northern Lights [AMF Select Few] Liquid - Show Me a Sign (Original Mix) [XL Recordings] Jimi Tenor & Freestyle Man – Stockholm [Studio Barnhus] Generador de Ideas: La IA y los videojuegos con Pavel Sidorenko. La Lista IV: Boyanka Kostova - Popper na furgoneta [Raso] Machinedrum x Anna Morgan x Tanerélle - KILL_U (ANNA MORGAN REMIX) [Ninja Tune] Heden - Martha [Shivers] JOPLYN - Disco Nap [None Of The Above - N.O.T.A. BERLIN] Alexis Aitour - Underwater [NSDA] Tinlicker - Never Let Me Go (Extended Mix) [Anjunabeats] Crybaby - I'm So Hot [HE.SHE.THEY.]

In this episode of A Hire Purpose, Brett & Sarah sit down with Anna Morgan—co-pastor, leadership coach, and author of Growing Women in Ministry—to discuss leadership, resilience, and supporting women in ministry. She explores: · Her journey of stepping into leadership after unexpected tragedy. · The challenges and opportunities for women in ministry. · How organizations can better support female leaders. · The power of mentorship and emotional intelligence in leadership. · Effective communication strategies for leadership development. Whether you're in ministry, leadership, or passionate about developing strong leaders, this episode is packed with wisdom and practical takeaways.

Lead with purpose with a degree from Trevecca. Find out more here. In this episode, host Christine Caine speaks with guest Dr. Anna Morgan about her journey as a woman in ministry, overcoming challenges, and discovering her unique calling. Dr. Morgan shares insights into how God shapes leaders, the significance of relationships, and the importance of creating environments that allow women to thrive in leadership. This conversation will inspire you to embrace your God-given calling and navigate the complexities of leadership with faith and courage. SHOW NOTES:Leadership FormationDr. Morgan explains how leadership begins with God's work in our lives, shaping us spiritually, mentally, and emotionally. She emphasizes the importance of responding to God's call and stewarding our influence for His glory. Navigating BarriersDrawing from her experiences, Dr. Morgan discusses the obstacles women face in ministry, including systemic challenges and the absence of opportunities in some church environments. She shares insights on breaking through these barriers with grace and faith. The Dynamics of Home LifeLeadership is deeply influenced by home dynamics, whether single or married. Dr. Morgan explores how the support of a spouse or a strong community is essential for flourishing in ministry. Empowering Women in LeadershipThe conversation explores the Church's responsibility to help women flourish in leadership roles. Dr. Morgan shares her vision for cultivating environments where women can thrive and fulfill their unique callings without limitations. Follow Dr. Anna Morgan @annarmorgan Follow Christine @ChristineCaine Get your FREE reflection guide for journaling prompts or use it as a discussion guide with your community at PropelWomen.org/Podcast. Subscribe now so you don't miss an episode, and don't forget to leave a review! See you next week on the Propel Women Life & Leadership Podcast. You can connect with us further at PropelWomen.org or on Instagram, Facebook, X, and Threads @PropelWomen. We can't wait to hang out with you in your car, during your workout, or wherever you listen to podcasts! — Propel Women is an initiative of Equip & Empower Ministries founded by Christine Caine. We EMPOWER women with biblical wisdom and encouragement, EQUIP women with practical training and education, and MOBILIZE women by providing hands-on leadership opportunities. No matter where a woman has influence – in an office, in her community, at home with her family, or in ministry – Propel is driven by a calling to equip and mobilize women to become effective co-laborers with Christ and make a difference within their unique spheres of influence.

Anna Morgan is a teacher, creative, adjudicator and researcher. She directs her own teacher training program, Anna Morgan Dance, and has taught for institutions such as the Royal Ballet School, Performers College, and Bird College. She is currently studying for her Masters at Rambert School, with gender equity in Ballet as her research specialism.In this conversation, we dive into Anna's groundbreaking research on gender inequity in ballet leadership, highlighting systemic issues that hinder women and non-binary individuals from rising to leadership roles despite ballet being a female-dominated industry. We discuss how long-standing traditions and societal biases have shaped these imbalances, often starting with how dancers are trained.Anna also highlights the historical and cultural shifts that have influenced ballet's gender dynamics and challenges the assumption that tradition should limit progress. While honoring ballet's rich history, she makes a compelling case for rethinking certain practices to create a more inclusive and equitable future for dancers and leaders alike.This episode really got me thinking - I am confident you'll walk away with a deeper understanding of the barriers to leadership in ballet and a thought-provoking perspective on what the future of the art form could look like.Key Moments: Anna's early dance training [1:32] How Anna crafted a portfolio career and her advice for dancers who want to follow a less traditional path [2:12] The statistics on gender inequity in the ballet industry [4:11] What is causing the gender inequity in ballet leadership [6:07] Anna's solution to addressing gender inequity by adjusting the way we educate ballet dancers from a young age [12:44] The reactions Anna has received from her research [20:04] The glass ceiling/escalator theory and how they come into play in the ballet industry [35:57] The history of gender in ballet [40:33] Her biggest piece of advice for dancers pursuing a career [43:39]Connect with Anna:INSTAGRAM: instagram.com/annamorgandanceWEBSITE: www.annamorgandance.comLinks and Resources:Set up ticketing for your next event with DRT (Make sure to mention that The Brainy Ballerina sent you!)Get your copy of The Intentional Career Handbook1-1 Career Mentoring: book your complimentary career callLet's connect!My WEBSITE: thebrainyballerina.comINSTAGRAM: instagram.com/thebrainyballerinaQuestions/comments? Email me at caitlin@thebrainyballerina.com

In this final retrospective episode of the year, Tim Sweet delves into the concept of capacity, exploring how it extends beyond time and energy to include personal priorities, relationships, and intentional choices. Drawing on insights from guests, including Renee Miller and Anna Morgan, Tim underscores the importance of leaders prioritizing themselves to avoid burnout and make space for personal and professional growth. Additional clips from past guests, including Richard Young, highlight the power of evidence over hope in decision-making, while Dan Löfquist and Julie Friedman Smith discuss the rewards of stepping out of comfort zones to embrace challenges and foster adaptability. Jeff Massone emphasizes the transformative role of positive relationships, and Tim Beissinger shares how focusing on key goals can lead to significant achievements. These conversations provide a holistic view of capacity as a critical leadership tool.Tim concludes the episode with a call to action, encouraging listeners to evaluate their current state, identify areas of over-commitment, and align their choices with their goals and values. By creating space for what matters and surrounding themselves with supportive relationships, leaders can build capacity for success. Tune in to discover actionable strategies for intentional living and leadership.--Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work Excellence--Tim  00:00I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you, my friend, are a leader, and this show is all about and all for you. I'm Tim sweet. Welcome to Episode 47 of the Sweet on Leadership Podcast. Tim  00:31Today we're diving into the critical topic of capacity. Capacity is about more than just having enough time or energy. It's about making room for growth, prioritizing what matters and understanding how we lead ourselves and others sustainably. We'll be drawing on insights from nine incredible guests to explore this theme. These are leaders, thinkers, experts, who have all shared authentic, surprising and fearless perspectives on how we can unlock our own potential while creating environments where others can do the same. They've been my guests over the last year with Sweet on Leadership podcast. So I'm eager to dive in. Capacity begins with prioritizing yourself. As leaders, we often focus so much on serving others that we forget to check in with our own needs and aspirations. But here's one truth, you cannot pour from an empty cup and a well that gives no water is just a hole. When I spoke to Renee Miller in Episode 42 her perspective on this was both authentic and actionable. Renee one of two intrepid thru hikers that join me, challenges us to see how easy it is to get caught up in daily demands while sidelining our professional and personal dreams. Renee Miller  01:42You get so caught up into your daily lives, and the tasks that you, you know, you go to work and have to get all these tasks done and come home and have responsibilities at home, but yeah, you kind of forget about yourself. And you know, what about that professional engineering license that would be really good for my career? Oh, I don't have time for that, because I'm busy working and, yeah, just talking with people and reminding them to prioritize themselves and their resumes, and it'll probably be good for their company as well. Tim  02:20Prioritizing yourself is not selfish. It's essential for sustainable leadership. Anna Morgan, a career coach and speaker, added another layer to this. In episode 31. Anna spoke powerfully about the importance of balancing your professional identity with the things that bring you joy outside of work. Anna Morgan  02:37Care about yourself enough, and this is the other thing I see, especially at the manager to executive level, is people get so wrapped up in their identity as a small company CEO or as an executive, and it takes me so much time to unwire and alchemize a lot of that identity that if I don't have that I am less than or I'm not enough, and it's balancing out and making sure that you have hobbies and side hustles and things that bring you joy outside of that 40-45, plus hour work week, so that you are just not in that rabbit hole of you know work which, and then you look at your life, because nobody on their deathbed is going to be like, I wish I worked more right? They're going to say, I wish I spent more time with my kids. I wish I went on more trips. Tim  03:41Servant leadership is an important concept, but we can't let work, we can't let our roles as leaders define us entirely. Our capacity expands when we make room for joy and relationships and fulfillment and development beyond our current office, beyond our current team. But it's not all feelings, capacity also depends on evidence, concrete facts that help us move from I hope this works to I know this works. If you're seeking to manage your capacity, the word hope should be a red flag. If you're using it, you're no longer in the driver's seat. You're playing the lottery without evidence. We risk making decisions that are based on emotions instead of facts. Richard Young, my friend, a performance researcher and the author of Simplify and his new book Amplify, shared a powerful story in Episode 27 about how evidence can close performance gaps. Richard Young  04:34They said, "hoping" is a flag for evidence that's missing, and "knowing" means the evidence the gap has been filled. So it's a good word, generally, universally, for human nature to have hope. But in the performance game, it's another trigger, and there needs to be a leader who spots that and says, Well, it's, you know, I hope it all comes off. So before Olympics, I hope I get Lane eight. So there was one rower who was world champion, and they started to fade, and they became kind of disillusioned with their fitness. And the psych team, an army of good intent, you know, wrap themselves around her. But it turns out it was, and I had this one in the book as well. It turned out it was the evidence that they had numbers for, but she wasn't aware of them, and so he just presented those numbers to her every day on how she was tracking. And suddenly she had evidence that it's not as bad as I thought. Feelings aren't facts. Facts are facts. And so suddenly her progress since she became world champion that year, and he knew it wasn't mindset, because you can't hope your way to victory. You do have to have prep. You know that goes into flow, which we can talk about later. Tim  05:55Context brings calm. It's a saying that I love, and it's truly t-shirt worthy. Evidence fuels confidence and clarity, and when you focus on what you know, you can build capacity with intention and precision. But how do we know what to focus on? Sarah Elder, founder of Piped, a platform helping engineering interns document their most meaningful experiences, shared in Episode 18, that the first step in building capacity is understanding your current state, often in the simplest of ways. Sarah Elder  06:29Once it's written down, you can't ignore it anymore. Tim, you talked earlier about building capacity. You can't build capacity. You can't you can't have capacity without understanding the state. So getting everything into one place and being able to understand that is the first step in building capacity. You can't cut what you don't know, or you might cut and it might not be enough. Tim  06:52Whether it's your time, energy or goals, getting a clear picture of where you stand is key to moving forward. As we continue this clinic on capacity, we must realize that it also requires us to leave the familiar behind. Growth that gives us the ability to handle more is found outside our current comfort zones. Dan Lofquist, a technology consultant and one who shares the Red House of Debbie Potts, emphasized how stepping out of a comfort zone drives growth and adaptability. Dan Löfquist  07:23That's how I try to be myself. I mean, I can't stick to old things that doesn't work and it doesn't make me happy, and I can't do my job properly. So I need to adjust and then learn new things, new processes, new techniques or whatnot. In order to move forward, I think you have to have that mindset, and also it's good for you, because if you are in your comfort zone, nothing fun or exciting is going to happen every day. It's going to look the same. In order to have some kind of excitement in your life or in your workplace or anyway, you need to step out of that comfort zone, because the amazing things happens outside, but it's a scary place, but it's very rewarding if you're there. Tim  08:15Growth is always on the other side of fear. Taking bold steps to develop outside of your comfort zone, leads us to rewards that you never thought possible. This is one area that pays dividends again and again and again, but easier said than done. Right capacity isn't just about adding more to your plate. It's about making choices trade offs. It's about carving out space for what truly matters and who truly matters and being true to yourself in the process. Julie Friedman Smith, again, great friend, teammate, author, podcaster and a parenting (my parenting expert) spoke about this in Episode 34. Julie captures the uncertainty that many of us feel when we're navigating our roles and responsibilities outside of work, often asking ourselves, Am I doing the right thing? Julie Friedman Smith  09:05I'm doing all these adult things. I still do not feel like an adult. I'm not even sure that what I'm doing is something I like, but I'm not sure how to get out of it, or, am I going to look stupid for getting out of it? Or, you know, and, and that is what another time where we kind of take that left turn of like, oh, it could be different. And if this is what adulting is really about, how do I do it in a way that makes sense for me, instead of playing the role of adults, how am I going to be an adult that's really true to myself? So I think there's a, there's some kind of a pivot point in that mid 30s that comes along as well. Tim  09:42I remember, in my experience, it was almost like a you start to focus on something a little bit more, and you have to cast off certain hobbies, and you have to cast off, even in some cases, friends and certain social groups. And it's like I have to pick my lane, in a way, I guess is how it... Julie Friedman Smith  09:59Or I want to, also, I want to do this like I want to spend time doing what I really want to be doing, if I can. Or maybe the question is, how do I spend time doing more of what I really want to be doing? I have these obligations. I've got to meet those things. I've got to meet the needs. I've got to earn the money that I need. And, you know, fulfill these obligations, and how do I carve that piece of my life that's really fulfilling? Tim  10:25In truth, to be in charge of our own capacity means continuously evaluating our choices. Carving time out for what truly matters means being intentional and courageous about how we allocate our energy. Capacity and capacity management just isn't about what you do. It's about who you surround yourself with. In episode 34, I met Jeff Massone, a leadership consultant I discovered I'd like to spend time with. Jeff Massone  10:51From my perspective, it is really get around the right people. Now explain what we explained at the beginning of the podcast, is getting around people of who've achieved where you want to go. And if you're starting to hear people in your workplace that are negative, you know, just politely, kind of distance yourself from them. You're not better than them. You just don't need to hear negative things. Leadership Development is not about being better than your co-worker, not about being better than your neighbor. It's about being the best version of yourself and adding value to other people. Tim  11:25Capacity isn't just a solo journey. It isn't a unilateral decision. It's shaped by people we surround ourselves with. When we're intentional about building positive, supportive relationships, we can create environments where growth becomes contagious. Finally, to bookend this episode, let's talk about how capacity means we can make space for those big, audacious goals. Tim Beissinger, a trailblazer and thru hiker, shared how prioritizing what matters allowed him and his partner Renee Miller to chase their dreams of hiking the Pacific Crest Trail and have many more adventures. Tim Beissinger  11:59So the way we've done it in the past is we make room for them, and I'll give an example. But if the big goal is big enough that it needs to push something else out of the way, we push it out of the way. The example is our first thru hike of the Pacific Crest Trail. Renee really wanted to do that trail, and I was a new professor, Renee was an engineer, and we felt like, I felt like there wasn't room to tackle that big project, that big goal of doing a PCT, it was something to put off until we retired. And Renee was persistent and said, No, we're only gonna get slower and weaker and like now's the right time to do a hike like this. Tim  12:45Tim and Renee's story is a reminder that you can't do this alone, that making space for what matters isn't just about time. It's about aligning your actions with your priorities and the people you care about. From Renee's reminder to prioritize yourself, to Richard's focus on evidence, to Anna's wisdom about identity, to Julie's quest for fulfillment and Jeff's emphasis on relationships, we've seen how capacity is a balance of internal clarity and external alignment. So here's my challenge for you, understand your current state. Where are you? Where are you over-committed? And where can you make space, create time for what matters, what obligations can you re evaluate to prioritize your goals and choose your relationships wisely. Look around who inspires you to grow and supports your capacity for success? It isn't just about doing more. It's about doing better. It's about living and leading and aligning with your values so that you can create the life that energizes you and sustains you. Tim  13:47Thank you for joining me on this retrospective. I hope you'll join us for the next new episode, and I hope you'll check out our other two retrospectives on Vision and Arriving. I'll see you. Hopefully with better capacity and more gas in that tank to lead. Take care. Tim  14:07Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership. Please give us a positive rating and review on Apple podcasts. This helps us spread the word to other committed leaders, and you can spread the word too by sharing this with your friends, teams and colleagues. Thanks again for listening, and be sure to tune in in two weeks time for another episode of Sweet on Leadership. In the meantime, I'm your host. Tim, Sweet encouraging you to keep on leading.

Today, I'm excited to welcome Anna Morgan to the show to talk about growing women in ministry. Anna is a pastor, academic, and author who has done incredible research on the unique challenges and opportunities that women face in leadership roles within the church. Anna has an amazing personal story that really sets the stage for this discussion. She experienced tremendous tragedy early in her marriage when her first husband was killed in a car accident. But through that, God opened up this unexpected leadership path for Anna, and she found herself stepping into roles and responsibilities that she never could have imagined. As Anna started to mentor other young women in ministry, she realized there was a real gap in the resources and support available to help women navigate their leadership journeys. That led her to pursue doctoral research on this topic, and the insights she's uncovered are just so valuable. We're going to dive into what Anna has learned about the internal and external factors that shape women as leaders - things like the importance of seeing potential, the confidence gaps that often hold women back, and the critical role of mentorship and sponsorship. And we'll talk about how churches and ministry teams can be more intentional about creating environments where women can thrive. This is a conversation that I believe has huge implications, not just for women, but for the whole body of Christ. When we empower female leaders, we unlock so much potential for the kingdom. So I'm really excited for you to hear Anna's perspective on all of this. So join us. Anna Morgan has been in local church ministry since 1999 as a youth pastor, worship pastor, executive pastor, lead pastor, and church consultant. Dr. Morgan co-pastors Word of Life Church, an international, Assemblies of God church in metropolitan Washington, D.C. Morgan is vice president of academics at Ascent College. Morgan's dissertation examined female leadership development in theologically egalitarian local churches. She is an affiliate associate professor of leadership at Fuller Theological Seminary. She has trained leaders and teams at Pentecostal and charismatic churches throughout the US, Canada, the UK, Australia, and New Zealand. Morgan is an ordained minister through the Australian Christian Churches.Anna's Book:Growing Women in MinistryJoin Our Patreon for Early Access and More: PatreonConnect with Joshua: jjohnson@allnations.usGo to www.shiftingculturepodcast.com to interact and donate. Every donation helps to produce more podcasts for you to enjoy.Follow on Facebook, Instagram, Twitter, or Threads at www.facebook.com/shiftingculturepodcasthttps://www.instagram.com/shiftingculturepodcast/https://twitter.com/shiftingcultur2https://www.threads.net/@shiftingculturepodcasthttps://www.youtube.com/@shiftingculturepodcastConsider Giving to the podcast and to the ministry that my wife and I do around the world. Just click on the support the show link belowSupport the show

This podcast features the song "Almighty Lamb" (Zach Pope & Anna Morgan) as well as part 2 of the message called "Thou Shalt Call His Name Jesus" given by Pastor Stephen Pope from the pulpit of Calvary Baptist Church(Union Grove, NC)

Anna Morgan goes Back To Back! Willy talks to her about playing at Red Rocks with Of The Trees, touring with the Glitch Mob, getting remixed by DJ Slugo, the Footwork Jungle mix series, raving in Hawaii, art vs. commerce, success through community, is D&B's moment finally here?, making your career lasting and sustainable, trusting your taste, the importance of play, pyromaniacs and lots more!   Anna Morgan: https://linktr.ee/AnnaMorganDJ Willy Joy: http://linktr.ee/willyjoy   PROTECT REPRODUCTIVE RIGHTS: https://abortionfunds.org/funds/ https://www.prochoiceamerica.org/ https://www.sistersong.net/  

“Despite the Western church's slow pace developing women leaders, Western culture is increasingly producing women leaders in business, the academy, entertainment, medicine, and government,” writes Anna Morgan. “If we do not provide leadership development opportunities for gifted young Christian women inside our local churches, then they may well pursue leadership opportunities outside the church, thus weakening it.” In this episode of the Influence Podcast, I talk to Morgan about how egalitarian denominations such as the Assemblies of God can better develop the women leaders God has called and empowered for ministry. I'm George P. Wood, executive editor of Influence magazine and your host. Anna Morgan is an ordained minister with the Australian Christian Churches, a member of the World Assemblies of God Fellowship. She earned her Doctor of Intercultural Studies degree at Fuller Theological Seminary. She is vice president of academics at Ascent College and copastor with her husband, John, of Word of Life, an Assemblies of God church in the metro Washington, DC, area. She is author of Growing Women in Ministry, published by Baker Academic. ————— This episode of the Influence podcast is brought to you by My Healthy Church, distributors of Made for This. With Made for This, kids can intentionally engage in their own spiritual walk. In this easy-to-follow journal, kids will start their lifelong discovery of who God is and pursuing the adventure He has in store for their life.  For more information about Made for This, visit MyHealthyChurch.com.

Ever feel like cold calling is as outdated as a flip phone?    In this eye-opening episode, I'm joined by Anna Morgan, founder of Career BFF, to challenge everything you thought you knew about cold calling.    If you aren't getting the results you want with emails and LinkedIn messages, this might be the alternative you need.    In this episode, we're diving into: Why your cold calls might be falling flat (and how to fix it) The secret sauce that turns a cold call into a warm conversation How to stand out in a sea of emails and LinkedIn messages The timeless strategies that work across all generations How to amplify your natural personality to create stronger connections   If what Anna said resonated with you and you want to learn more from her and her work, click here: linkedin.com/in/annamorgan-recruiter-careerbff/

Are you ready to transform your career after a layoff? Anna turned her layoff into an opportunity. From the emotional rollercoaster of being let go to the practical steps of building a resilient career, Anna shares valuable insights on navigating layoffs. Today, she helps professionals become "layoff-proof" and build career insurance. We'll talk about: Embracing the emotions and taking rest. Resume tips and your digital footprint. How to be proactive and stay visible.   About Anna Morgan: From career misfit to becoming a top 5% recruiter, Anna's journey is a beacon for those feeling overlooked in their career paths. Her company, CAREERBFF, stands at the intersection of recruiting, consulting, and coaching. With over 15 years of experience in talent acquisition, Anna has screened over a million resumes, conducted interviews with over 11,000 job seekers, negotiated thousands of salaries, and collaborated with nearly 2,800 hiring managers across diverse industries. She is a top talent in placing job seekers at all levels as well as an empathetic ally for those navigating mental health, ADHD, and alcohol recovery. Anna also advises recruiters and HR departments across North America. Whether you're seeking to jumpstart your career or need strategic business advice, Anna Morgan can be your career or business BFF—guiding, inspiring, and transforming your professional journey.   Connect with Anna: www.annamorgancareerbff.com Connect with Anna Morgan on LinkedIn  _______________________________________________________________ Thanks for Listening! Connect with me on LinkedIn: https://linkedin.com/in/pmortega  Get started with your career move: Download The Career Transition Checklist Work with me: Click here to schedule a conversation

Despite being ninety-nine episodes in, neither Ben nor I have quite figured out what we are doing with this podcast. That's perfectly okay with us, as we continue to enjoy the various conversations had each week, as well as the connections we have made with listeners. Our artist of the week is Anna Morgan. LINKSTim Ferriss on Modern Wisdom Kenny Thatcher Do Nothing by Celeste Headlee Dodge & Burn Digest Anna Morgan Anna's NPN AMA SUPPORT THE SHOW Join Our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Join The ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Discussion⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Save 10% on your Nature Photographers Network membership Use offer code HORNE10 at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.naturephotographers.network/?ref=benhorne⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ CONNECT WITH BEN Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.benhorne.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@benhorne⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@benhorne⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Horne⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ CONNECT WITH CODY Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.codyschultz.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Email: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠cody@codyschultz.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  MUSIC The Introvert by Michael Kobrin (licensed through Pixabay) -- -- -- -- -- -- -- -- This post may contain affiliate links. If you use these links to buy something, I may earn a commission. Thanks.

In a dynamic discussion, Tim Sweet and seasoned software engineer Dan Löfquist explore the intersection of technology and leadership in today's dynamic landscape. They discuss the need to adapt and stay flexible to meet innovation head-on. They highlight the importance of leaders who embrace change and foster collaboration across generations. This episode is for any leader having doubts about how to navigate the complexities of leadership in the digital era.Tim and Dan also discuss the imperative for leaders to adapt and embrace uncertainty amidst a rapidly changing world. They touch upon topics such as generational differences in the workplace, the evolving role of technology, and the value of transparent communication. Drawing from Dan's experience as a consultant, they share the significance of modular thinking and delegation to navigate complex challenges. Together, they reflect on the shifting paradigms of work and advocate for prioritizing empathy and collaboration in driving organizational success.About Dan LöfquistDan Löfquist is a seasoned consultant and principal at Input Consulting in Stockholm, boasting nearly 40 years of combined experience in software development, banking, finance, and the travel industry. With a strong foundation in systems design and a relentless drive for innovation, Dan brings unparalleled expertise to the forefront of modern technology and leadership. His extensive background equips him with the skills needed to guide organizations through complex technological transitions, optimize systems for efficiency, and foster a culture of innovation and growth.--Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Dan Löfquist |  Input Consulting: Linkedin: Dan Löfquist--Transcript:Dan 00:02It's very important how you design your system, you basically have very small parts of your system that can connect together to make a feature, for example. So, if you have an order system, you have one little part that deals with a client or the customer, you have one little part that deals with the history of the orders and one little part that deals with what happens when the customer do an order. So, you have to break it down in very small bits, which makes changes much easier. Tim 00:35Do you rely on others to set a vision and then get them what they need so that they can achieve something they never would be able to do on their own? Whether or not you formally lead a team. If this sounds like you, then you, my friend, are the definition of a leader. And this show is all about bringing you new insights from real people that you've never been exposed to. So, you can grow and increase your impact on the world and feel more fulfilled while you're doing it. I'm Tim Sweet. Welcome to the Sweet on Leadership Podcast, episode 32. Tim 01:09Welcome back, everybody. Thank you very much for joining us for another edition of Sweet on Leadership. If you haven't joined us yet and this is your first time, we are all about bringing exciting insights from leaders around the world. And they come from very different backgrounds. Today, I have Dan Löfquist in front of me, Dan, thanks very much for joining me. I really appreciate it. Dan 01:31Oh, you're welcome. I'm glad to be here. Tim 01:34Dan, you are a principal with Input Consulting in Stockholm. That Correct? Dan 01:39That is correct. Yes. Tim 01:41What else would you like people to know about you and where you find yourself professionally? Dan 01:45I am a software engineer the base of it. And I've been working with software development, almost 40 years. And I still look this young. Tim 02:00We'll make sure that we have a portrait in the show notes. So, go check it out if you're listening over audio. Dan, also comes to us because your partner is our very good friend, Debbie Potts. Dan 02:15That's correct. Tim 02:17So, if you're wondering what the connection is, there, we are all one big happy family. What really excites me about talking to anybody that deals with complex systems is that that knowledge transfers over into their perceptions of business and organizations and leadership. And it's if you have people like this in your life, I would really encourage you to bring people like Dan into conversations that don't involve just software or IT or anything like that, because they can handle complex relationships and networks. And so Dan, I'm super excited to have you bring your insight into this forum. Dan 03:01I'm glad. I hope I can bring some knowledge to you. Tim 03:04Well, we've had several conversations now and I am not worried. I have a lot of fun. Before we get going here though, we've got a little tradition that's been evolving here on the podcast. Dan a previous guest will always offer up an out-of-the-blue question to break the ice. And today's question comes from Anna Morgan. Her question for you would be what is one thing that you know, will pay back in the next year, will have immediate benefit within the next year if you were to pull the trigger on it? But you may have been avoiding. Does that sound like anything familiar to you? Dan 03:47That's a very good question. Thanks, Anna. We have just moved to the countryside in Sweden, we are living very close to the sea. And obviously, you need a boat. We've been talking about this for a very long time. But something comes up blah, blah, blah, and we procrastinated a lot. So, we finally decided to get the boat. We both know it will benefit us tremendously over the years. Especially, when we have so lovely summers here in Sweden warm and nice. So yeah, it's gonna be it's gonna be great. So, that's the thing. Tim 04:26You mentioned something seemed to always get in the way. Why do we think that things? Why do we think that life finds a way to interfere with these obviously, you know, important and beneficial decisions? Dan 04:42Oh, that's a good one. Prior to station I guess it is you prioritize sometimes, right and sometimes you do it wrong. Sometimes because it's convenient to go that way or the other way. You don't always do the right thing even though you know it's the right thing to do. Tim 05:00Right on, there'll always be another fire to fight. Or there might be a place of safety. That might be suspect. All right, right on, I think this is gonna bode well as we go forward on some of the questions that I've got for you. Of late, Dan, I've noticed that the community on both sides of the pond, we have seen this type of switch, we're at this sort of intersection, when it comes to technology where, in my estimation, years ago, when I would be deployed to help process and change teams, tackle, say, large ERP deployments or big systems deployments, it was always about solidifying these great big systems so that nobody could object to them, and that they were ubiquitous across organizations. And the challenge then, when you tried to make change to them was that they were very difficult to change. But now it's like we're in this almost schizophrenic relationship with technology where things are much more fractured and modular and paces is quickening. So, that's what I'm seeing from the outside and what I see my clients dealing with, do you share that experience? How would you categorize sort of the situation we're in today and what it means for businesses and large institutions and society at large?  Dan 06:27Ooh, that's an interesting question. That's pretty much my life, what I'm doing daily. So, if we're going to take some perspective on it, if we look, historically, in the beginning, when I started to work with computers, people had actually white robes in the computer central's, so a lot of things have changed. Computers back then were very complex, big, noisy, and you couldn't do much compared to what you could do today with a computer. To build a system was a complex thing, it took time, it took effort, when you have built it there was there, basically and you couldn't do much about it.  Tim 07:04It was like a big refrigerator or hundreds of refrigerators sitting in the middle of the floor. Dan 07:09Oh, yeah, or a big heater. But today, we are facing a different problem, not necessarily problems, but challenges. And that's because the technology has changed so quick and fast. It is a very aggressive to the I don't know really where it's gonna end. But we are all in a transition state, it is never going to end, it's just going to continue to evolve, which means we can make the systems that are more agile and follow the changes in the companies. And so it's going fast now. Tim 07:58I've used both PC and Mac. And I think back to in the day, we used to say that we would have risk or sisk-based designs. And my layman's understanding was that Apple followed a, what is it, a complex design a sisk with a C, but it was really more around software, rather than the hardware. The hardware would be robust, and flexible, but software was what was going to make the performance differences versus the, you know, Windows and UNIX environments where they were really much more around technologically dependent, you know, processing speed and these kinds of things. Maybe that's a layman's understanding. I don't know if that's even relevant anymore. But. Dan 08:44No, it is still relevant. I mean, if you look at Apple today, they both the hardware and the software, managed to merge them together in a very nice way. It has benefits, go with hardware and software from Apple. Obviously, their hardware is modular and changeable, because the hardware also evolves and things get smaller and easier to change and pgrade. And so yeah, absolutely. Tim 09:20I bring this up, because when we had these big server rooms and mainframes and we were installing, as you say, heaters, that people would heat their buildings off their server rooms, the hardware still there, obviously. And it's still complex. And yes, it's getting smaller. And yes, it's getting faster. For many people, it's almost faded into the background. And for my kids, everything is app-based. And this transcends not just to their devices, but even how they approach their lives. They have long-term gratification versus immediate gratification. And, you know, when we're on our phone and we want something to do something, we install an app and now all of a sudden the phone can do this thing. But when it's ourselves, we have to do the work and develop the skill. And there's a much longer runway in order to make something happen. But the general feeling within society now, and not just in technology, but feels like things are immediate, we want them now, we want them to be flipped on. It's a zero to a one, immediately a real digital relationship, and that we lose sight of the gray, the servers in the backroom, you know, everything that goes between our need and satisfaction of that need. And I see that in our kids. But is that something that enters your head, your mind? And do you see that in the client relationship as well? Dan 10:46Absolutely, I mean, we all live in a society where you need instant gratification. If you look at the Instagram, all kinds of social media, it's a fix, an instant fix. But there is always backends in all apps, they all big machines in the backroom, doing all the processing for you. But it is challenging because people are getting used to having information at their fingertips, they can pretty much do everything with the phone today. It's no difference. I'm old school that way. I mean, I use phones, to pretty much everything. But some certain tasks, I want the computer, I just need to get into that headspace and just sit and do my thing on the computer. And then I can continue on my phone. I mean, the younger generation, they don't have that problem or that hinder. It's a natural part of their life, they have no luggage when it comes to well, we couldn't do that. Because there was no internet or anything. They don't have that limitation. Yes, it's there. They expect everything to just work instantly. To get answers instantly, or whatever they need or tasks that need to do. It's fascinating to see young people today using their phones or devices because they're using it in such a different way than you and me are doing because it's just fascinating to see how humans evolve. If you say, get used to technology in a very easy way, it's very easy to get used to technology because it solves so many problems for us. But we don't have to move that much. Because we just need to lift our hand and the problem is solved. Instead of back in the day, you had to come up and do make a phone call. Tim 12:47Go to the library, check the encyclopedia. Dan 12:53Yeah, exactly. And that transpires into how companies around today. I mean, there is a difference between old companies and new companies. Old companies, so usually, they have that baggage, so they live throughout generations, while new companies, startups, they start from a fresh start. They start how people are using their devices today and how people are interacting the day. That's different. Tim 13:19For sure. When I'm working with startups, and they're young leadership teams, they definitely have more of the millennial bend to them. I remember doing generational work 20 years ago, where we thought the Gen Y were right in behind Gen X was going to eventually wake up and figure out that, you know, there's the real world and then there's the digital world, there's the online world that they would eventually get mortgages and kids and they would become like us. And it was a massive miscalculation. Because they don't think that way. They still don't think that way. In fact, if anything, Gen X Nexus, they've moved towards the Gen Y and even the millennial ways of thinking. And when we see younger workers and the younger generations and their relationship with technology, you and I were raised where technology was separate from us, we had to sit down and engage with it. Although, I don't think this is always true, because my phone is pretty sewn to my hand at this point. It's slowly meshing but for young people, their phone is an integrated part of their personality. It's an integrated part of the body almost, it's a sensory organ in many ways. It's a logic center and a decision center of the brain in many ways, to the point where they're lost without it and it sounds Orwellian. But at the same time, they're finding a healthy relationship with it where we see threat. My son just produced an album. And he did it after he had had a knee injury, and it kept him from dance. And he's relentlessly creative. So, he sat down, and within an hour, he said, Dad, I can't take this sitting around, I'm nervous. I said, Well, what's at the root of it, it was creativity. So, work on your music, he sat down and wrote an album, he just, it just went up on Apple this week and Spotify. And it's going viral, which is really interesting. He did the whole thing from an iPad. You know, I played in lots of bands, we rented studio space, we worked hard and practiced our songs. He's produced an album, and it's good. It's not garbage. It's like it's a first shot. But there's a couple of songs on there that are real bangers, and they're worth it. So when I wanted to support him, I said, Well, what do we need? You know, do we need to get you an interface? And do we need to get you a computer setup? And do we need to get you all of these things, and he's like, Oh, I wouldn't mind a larger surface. But other than that, I'm good. I want it to stay tactile, I want it to stay in this environment that I understand. And he doesn't want the technology to interfere with his creative process at all. He just wants to be able to transmit his vision into something quickly. He's got a quick and dirty style anyway. But get it in there and create and paint on this thing without having to worry about the learning or worry about, you know what I mean? So, he's just working in this intuition, intuitive space. And it's really interesting. And I don't know if I would have been the same way. I don't know. Dan 16:46I don't know. It's like cutting out the middle hand, which is technology. And they go directly to being creative and stuff because they have the right tool for it. The hardware and the software is there today to be able to do these things, which releases people from dealing with the technology because that's always been taught. And it's complex. And it takes time to learn. And, as you said, interface, and cables, and blah, blah, blah, keyboards and all that is all there. And as he rightfully stated, It needs more screen mistakes, to do more things.  Tim 17:23Well, at one point, he's got this creative vision and this intense sense of control on the outcome. But the flip side, it's like he doesn't need physical or tactile control, he doesn't need, in fact he's very flexible. If something's not working, he just turns on a dime. And so my next question for you is around, in your work, and when you see organizations or leaders with their relationship with technology, what is the sense of control that you see various people crave or try to exert? And does that vary depending on their relationship with their technology? Or perhaps their generation? What's the need for control? And how does that show up? Dan 18:09Oh, that can show up in so many different ways. But mostly is based on age, it tells this like that older generations are bound to a certain technology. And they know that technology very well. And they don't want to move away from it, or they feel comfortable in doing what they do in their bubble, if you like. That's the control need, because they need to be able to control what they're doing. That's how they are brought up. They, that's what the school taught them. And that's how early work life taught them how to be. And so it's hard to break out and think outside the box that you are in that compartment. But there are obviously, people that managed to balance between both worlds. Those are the gems, those are the ones you need to take care of, in an organization. The younger generation that has no problem whatsoever to try, new things or not scared of failing, or because it's part of the process. Because if you find something that doesn't work, then you throw it out and try something else that does work. Tim 19:24Right, whether it's their attention span or just the speed at which these things happen. They don't live in failure very long. They don't know. They don't let it attach to them. They don't– Dan 19:35I don't think they see failure as a failure. They see failure as a way of learning and move forward. Tim 19:46Problem solve. Well, I'm going to start squeezing your brain for some precise thoughts here as you're saying that the younger generation doesn't have an issue with change or with control as much. Immediately the words that jumped to my part yeah, except for they've got an issue with the older generation sometimes and vice versa. So, when you see these gems, the ones that are able to either older or younger, bridge this gap, what is the skill or mindset that an older leader needs to have present in order to, that you have witnessed, what were what would be some of those attributes that allow them to function well, in this new, more flexible world? Dan 20:27I think you need to be open-minded in that sense that you need to allow people to do their work at their best ability, as they know themselves can do it the best. It's very hard for someone to tell someone, you need to do it in this certain way. We need it to be done in those certain terms of jobs. That doesn't work anymore. While it does work but it's starting to change. Yeah, I would open mind. It's probably the biggest skill you need. Tim 21:06So, to clarify a little bit. Would you say that that would be like being open-minded about how it gets done? You know, years ago, when we were doing process focus versus task focus, we would encourage the leaders to say be outcome-focused, like, what is the outcome you're looking for, the quality you're looking for? That should come first before we talk about how we're going to get there. Strategy and outcome before structure and process, right? So, for the older generation to be open-minded and a little less offended by new ideas of how to do things, maybe. Dan 21:44Yeah, that's the trick.  Tim 21:47It is. Well, it's even with parents, right? What bothers us with children, and new ideas, new ways of doing things is it offends our sense of order in the world. And we take it as an offence because that's not the way things work. Who says you've got a monopoly on the way things work? Right?  Dan 22:09Yeah, exactly. When you build systems, just going back to systems, when you build systems back in the day, you started to build a system. And you said, Okay, this system is going to do X, Y, Zed. And then even if the requirements were changing over the process of, I don't know, five years it took to build the system. That was kind of the standard back then. And even if the requirements changes, they were so complex that they couldn't change it. So, when they eventually was released, it still was not exactly what they wanted anyway, so it was a way of time. But now you can change during the project. And it's very common that you do, you start up, okay, we're going to reach this goal. But halfway through, no we're going to change and we're going to pivot to that. You can do that now, with people and technology, which is great, very rewarding to work in projects like that.  Tim 23:08Do you think that modularization in a sense, is part of that where it's, if the outcome changes mid-project, it's much more granular like we can talk about not having to change this big end to end, interdependent system that we can't remove part Q without, you know, screwing up part P, and things can just be swapped out a lot easier? One solution for another? It almost feels like without even realizing it. Everything now is almost an app approach. And as you're talking here, I'm thinking about now. And the next question I was gonna ask you is, what mindset does the younger leader, the more modern thinker need to keep in mind in order to play nice and get the best out of the older leader? Or the older colleague, or worker? Dan 24:03Yeah, that's a good one as well. That's very person-dependent. Because as we talked about earlier, it's can be a little bit friction between the generations. I mean, in the same way, the younger leaders is that a little bit of understanding. Also, the older people have a lot of experience, a lot of experience and they know what to do and what not to do. Take advantage of that. They're also trying to wean them into a new way of thinking. Don't surprise them with it, but just ease them into it. From my experience, it works quite well. Tim 24:51Yeah, I think if we can, when you say know what to do and what not to do, older workers and more experienced workers, thought leaders, managers, whatnot, they have a deeper understanding of the potential risks and threats that are out there, you know, threats that we need to mitigate opportunities that we need to exploit. If we can decouple the how, from all of this, that seems to be, again, where people are getting stuck is in that control space, that how are you going to go do that, within reason, I mean, there still has to be order. So, to bring us up to speed here, we've got, we're in this period of great robust change, we've got rules that have been altered, we have a new way of working, we have a new way of thinking, we have a new relationship with technology. And as such, we've got new risks that come up, when we try to exert too much control, or we're too resistant to change, we talked about the younger generation being not as scared of failing, not having the same relationship with failure, and seeing it as much more of a stepping stone or something that was temporary versus defining. Although, in my experience, I see sometimes that is a source of conflict. To what degree is your shame sticking, some leaders are very unnerved when a person doesn't feel deep and lasting shame or guilt. And it's not a real positive thing. So, and we talked about the mindset that needs to go into this. How harmful and how costly can a lack of this confidence and ability to connect in an organization ve when you're trying to guide somebody through rapid change or needed change? Dan 26:58It's sometimes it's problematic because a big organization is just not one person is many departments and usually when you are running a project, you need to speak to a lot of departments, some departments are more pro-change, there's some not and it can be quite harmful for the company as a whole when very simple thing can't be solved because of people are not playing ball basically. That is a tricky situation to end up being. I've been in that kind of situation many times. And it takes a lot of communication, a lot of meetings and explanations, but eventually, you kind of reach a compromise. It's all about compromises, really. Tim 28:00When we see that behaviour of having to have meetings in order for people to get comfortable. And I do a lot of work in higher Ed and they refer to the collegial mindset and these kinds of things. It's working out the risks and making sure that everybody's heard and that degree of comfort. And I remember, you had said something in a previous conversation to me that really stuck. In my world, a phrase that I use is all change means loss, right? Change means losing something, saying goodbye to something, something dying. And you had said that, that loss at times can be the the feeling of expertise. And so if I'm thinking about departments or silos in an organization where one doesn't want to change and the other is ready, there's usually something in that silo that they're losing control of, or they're losing expertise over. Can you talk a little bit about that, about the idea of our relationship with our own expertise and how we can be flexible with that? Dan 29:14Yeah. You have to have an open mindset because things are gonna change whether you like it or not like it, you can't control it, you can't do anything about it. So, the best thing you can do is to embrace change. It is daunting, and it's scary to do that because you let go of something and you let go of some control. But on the other hand, you can gain control from something else instead. That's how I see closes. That's how I tried to be myself. I mean, I can't stick to old things that doesn't work. It doesn't make me happy and I can't do my job properly. So, I need to adjust and to learn new things, new processes, new techniques or whatnot. In order to move forward, I think you have to have that mindset. And also, it's good for you. Because if you are in your comfort zone, nothing fun or exciting is going to happen, every day is going to look the same. In order to have some kind of excitement in your life, or in your workplace, or anywhere, you need to step out of that comfort zone, because the amazing things happen outside. But it's a scary place, but it's very rewarding if you're there. Tim 30:42Yeah, there's, I remember years ago, that whole idea of letting go. And at the same time, I remember when I decided to really get real about what I can control and what I can control. That was it's a liberating thing. But I would ask you to take us back into the archives here, Dan, as you were developing, 40 years of experience, there would have been, I would imagine, there would have been a time where at least you realized this happened. Or maybe it was a specific event, where this idea of gaining control by giving up control so that you could find that authenticity, so that you could struggle less with trying to move things that you couldn't, can you take us back into your history and give us a bit of an anecdote of when that happened to a younger Dan. Dan 31:36A younger Dan. Well, it happens all the time, daily with me. I think I was working at a big bank in Sweden. I was stuck in between mainframes, the old water-cooled mainframes and the new pieces that just came out from IBM. So, I remember transitioning into doing more work with PC because I thought that's more, it seems to solve problems easier than to have to deal with the mainframe. So, that was, I think that was the big work-related shift of losing control that I can remember. Yeah, I was right. Tim 32:18And just being really comfortable with what you didn't learn in school, in a way, right? Dan 32:22Yeah, exactly. That's the same thing because you learn one thing in school and when you graduate, it's old ready? Tim 32:31Yeah. So, fixing one's expertise to a certain how of doing things might be, and I'm reflecting on my own space. Now, I mean, my success is because I bring a deep toolbox and lots of experience, but I never get married to the how we're going to do something. This is a little different in the consulting space. But you know, like, just in the last two years, I would meet with clients, I can put together a pretty good agenda. You know, I know how to structure an agenda. I used to teach, you know, meeting skills. And well, there's a reason why we have a very structured rigid agenda. So, I'm very good at this. And then I realized that when I'm working with these executive teams in these complex issues, or I'm working with a team that's under crisis, or are a leader that I need to be listening to, if I start with my agenda, I'm in a way impeded, and I'm done. Because until I get in the room, and I do a lot of prework, but until I get into the room, I don't know exactly what's going to happen. So, I have to be able to spin on a dime. And so, man, I didn't think I was gonna go here. But I literally had conversations with clients where I was like, they would be like, where's the agenda, and I'm like, I don't use an agenda anymore. I have a series of outcomes that we are going to strive for, and that I'm going to promise. But if I told you, I knew what minute of the two days, we're going to be working on a certain thing, and that we're definitely going to use that tool. And that's the thing we're going to be using. I would be lying to you. And I mean, because I have too often started down the road and within the first 10 minutes, the agenda is out the window, then what do you do? And so I abandoned that sense of control early on. That relationship with how we define our expertise then around being enough and trusting ourselves that we're going to be able to, you know, forward into the unknown. It's something that the older generation has to redefine in many ways and the younger generation seems to be doing literally out of hand, right? Just– Dan 34:50Yeah, no real different ways to approach things in life. I mean, for me as a consultant, I have the experience. I've been working for a long time in both banks, finances and being in the travel industry, all that knowledge that I have accumulated throughout the years with travel, for example, that's the business learning, that I know their business inside and out. And I can apply that to whatever technology there is. That is we're going to use to solve a problem today. So, that never goes away. I still have that knowledge with me. But I can adapt that into whatever technology is being used. That's keeping the best of both worlds. That's why it's so important for the younger people to tap into that knowledge in the older people. Tim 35:46Well, that's why we as Gen X can say, with a great deal of or great lack of humility, we're the best generation there's ever going to be. Yeah, because we're on. I don't think that's going to hold true. But anyway, I think it's interesting, though, and especially when we turn this towards the needs of many of my listeners, which are going to be struggles around hiring and retention, struggles around that we have a different level of willing capacity or discretionary performance that showing up in the workplace right now. And also, we've always talked about for years now, we've talked about entitlement and things like this with younger workers. But this is all fitting together for me in the sense that the older workers right now, the older generation in the professional areas, was the importance of the resume and all of the experience that they're bringing into it. And of course, that is practically important. I'm not disputing that. But we have younger workers that come in, and they don't think they're being in many cases, they don't put the same weight into their experience. They feel you're hiring them, they feel you're hiring their potential, they feel you're hiring, they're whether you think of it as confidence, or whatever it is, but you're hiring them or hiring the person, not the resume. And so there's a great deal of confusion when you sort of say, well, you need to cut your teeth or a statement like that, what you need to do, you know, you need to pay your dues and spend your time. And I wouldn't say that it's outside their thinking, they know what it means and it's not a problem with them. It's that the answer is somewhere in between. Because what we want them to learn today, depending on the role, could potentially be obsolete tomorrow. And so we need that speed of learning. We need that ability to be nimble, and to be responsive. And actually, here's maybe not the most politically correct way to think about younger employees. But what would happen, and this is me musing now, what would happen if we treated the employee more like the app we need to put on our phone and say, or even we use that language with them? Your role is like an app that we need to install, and we need it to do certain things. Perhaps we could get a different level of independent work slash relationship with the work. I never thought I'd go down that path, but it's definitely, do they think of themselves in the app, right?  Dan 38:37Yeah, no, I mean, as a consultant, you are the hired short-term.Tim 38:44Oh, yeah, Ronald Gun. Dan 38:38So, you're an app, unless you're doing a very good job and stay wherever the company happens, yeah, you are an app, basically, because the employee needs help with a certain task, bringing that expertise and do the thing and teach the other employees and then leave. Tim 39:07Okay, so this now we're at a really interesting point, because you and I have the bias in this room right now that we're both in a sense, you know, keep what you kill, run and gun consultants in the sense that, we go in and we help people with no long term expectations to be holding them hostage, or around for a long time, we're there to fix problems. And hopefully, they call us back when they've got the next problem. Right? But we make our name based on our results and on the relationships we keep. This is a small portion of the population that is able to function in this way. I would say we have sort of a Buddhist philosophy in employment, Buddhists is the wrong way to go. But it's temporary. It's a Mandela, right? We know it's going to change. It's meant to be swept away. My experience with the working layer in professionals, the bulk of the population does not feel really comfortable with that level of open risk. Right? Yeah, absolutely. How does that stability translate for the older and the younger generations? And I think it's really, it's a question that's worth asking. And I think I'm inspired by you to go and ask it. Dan 40:25Yeah, no, as I said before, we're older, well for us. The good CV meant everything that was the most important that was the paper that you meant something, I've done this, I can use this paper to get a job or that I mattered that I accomplished things. For the younger generation doesn't matter. Because they just want to work with fun things and get paid. And also we were bound to stay with the same employee for years. Because you did that, you didn't job hope in any shape or form, because that was looked down on. Someone changed job within two years that, oo what's wrong with that person? And now it's the opposite. Why have you worked with that employee for 10 years, you're weird.  Tim 41:27That's true, it went through a period of the late '90s-2000s, into the 2010s. Well into now, where, you know, people were highly, highly transient when it went into work. And that was the way to get a promotion, you went out and you hunted a promotion through changing your jobs, if you're a professional. You're going to climb through jobs switch. What's interesting, and I think this is really cutting edge now is that for businesses that find that feeling of comfort, and able to keep the employees working on fun things and keep them challenged, and let them suddenly develop that backlog of skills and familiarity, and have a real social experience, there is a greater desire now than I've seen in my 25 years of working in this space. I believe the needle is starting to switch back over to I want to find a long-term, perhaps role for life. I want it to be part of me. And I don't want it to be something that I need to, I know it's going to develop, but I want it to always be there and I want it to be, it's kind of like your contract with your phone company, as long as it's working. And you get a new phone, a new office every once in a while, you get new apps, new roles and challenges every once in a while. I'm good. Yeah, I can focus on other stuff, bigger questions, things that matter. There's different questions. I mean, younger generation workers that I see, that I'm coaching, they care as much about what social initiatives and social values, the CEO demonstrates, or the company is willing to challenge as they do what their mission is, in the world. This isn't true for everybody. But it's true for a lot of people they are looking deeper at, they don't want to associate with a business that treats them as disposable. There's a real attraction to that, that place of being and that they can say it with pride, and that they don't have to worry that the reputation of the business is going to rub off on them if it's stink, right? They don't want to be associated with that. I see much healthier relationships with this and Europe and Canada, and parts of Southeast Asia and Australasia than I do in the States. In the States, I see we're going through a dehumanization in some ways, right? Dan 44:08It's brutal. Tim 44:10It is, it's absolutely brutal. Dan 44:15It is brutal. Just a short run, but I've seen also is that the older generation tends to stick around longer obviously. Because it's a sense of security for the younger generations to hop around a little bit more. But there's a risk to that because all the companies who lose intellectual value because their brains are disappearing, so they need to find a way to keep the knowledge in the company, but at the same time provide all the flexibility, all the good stuff.  Tim 45:00Yeah, intellectual capital has to be put on the balance sheet. Reputational capital needs to be put on the ballot.  Dan 45:10Yeah, yeah. When we, I mean, older generation, we are more important than your free time. And now that change sort of your free time is more important than your work. So, it's all those aspects as well. Tim 45:26In training one group of executives I was working with a couple of months ago, I was talking to them about learned helplessness. And that your employees when you hire them all in many ways, you're never more optimistic about what they can provide, because guess what you've only known them for practically three hours through the interview process, and you've seen their resume, and you've got all sorts of imaginings about what they're going to be capable of. And then the real world hits, and they've got good things, and they've got bad things. And sometimes you're more impressed than disappointed, sometimes you're disappointed than impressed. You begin to judge and classify what this person is capable of, in the course of real work. And if it's not managed properly, you can begin to really instill a great deal of, again, shame, guilt, whatever you want to call it, you can start to let the new employee know when you're disappointed when they've failed. And if you do this improperly, and they get confused about what they're actually still in control of, they can stop trying, because they don't know what's going to make you happy, or they don't know what's going to have what's considered winning anymore. And so they get paralyzed because there's no winning, they don't know what the rules of the game are. It was never explained properly, or we didn't connect on it. What is really interesting when we think about the older generation is how much we actually relied on for lack of a better term. And I'm sure I'm going to be raked for saying this. But how much we relied on learned helplessness. We were helpless to affect whether or not we needed to be in the office working. We were helpless to alter sort of the the level of negotiation and how we would go about applying for a job. We were helpless to initiate a human rights complaint or something like that if something happened. I mean, I wasn't prone to it. But man, I worked in some industries, specifically in kitchens, where they still wouldn't pass muster when it comes to how people are supposed to be treated. I mean, it's just way too aggressive. Right? So, helping these new dynamic multigenerational workplaces, dealing with this pace of change and all the new opportunities it brings, as well as the expertise and all the lessons we've learned and all the organizational knowledge that we've captured. Man, I love the work I do. It is so complex, which again is why I love talking to a guy like you because complexity is your is your stock and trade. Right? Dan 48:07Yeah, no, I love it. Just the fact that it's changing so much all the time, and you have to adapt to people and you have to adapt to technology and systems. Talk to people to bring everything together. That's what's kept me going, daily basically.  Tim 48:26Let me ask you a question. Now I'm gonna want to break this down to some practical advice for leaders. I'm gonna take a risk here, we may have to cut it out. If you think about a large system that you're installing, or augmenting for a client, and they can be end-to-end? Am I?  Dan 48:45Yeah, yeah. Yeah, no, it can be.  Tim 48:50In order for that system to be designed for improvement, what are three-four attributes that you need to keep in mind when you're designing that IT landscape? What are some design characteristics that allows it to be nimble and change? Dan 49:09Well, first of all, you need to build a modularization, modularize. Oh, that's a hard word to say. Tim 49:15Modularization. Yeah, modular, it's got to be modular. Dan 49:20And also the, it's very important how you design your system. You basically have very small parts of your system that can connect together to make a feature, for example. So, if you have an order system, you have one little part that deals with the client or the customer, you have one little part in that that deals with the history of the orders and one little part that deals with what happens when the customer do an order so you have to break it down in very small bits. Which makes changes much easier. It is not gonna be super simple anyway, but it's going to be much easier to deal with, you don't have to change your whole system, you have to change parts. Tim 50:10So, the idea that you can change part of it, and that is modular from design, and that you understand what the different bits are for and what they do. And that they are specialized in a sense. Leep those three things is as paramount, everything will be a little bit easier, much easier. In fact, we do the wrong thing, it becomes static, that becomes the brick of a mainframe that we have to, you know, tear right down to its nuts, if we're going to change anything. Dan 50:41Well, there are huge breaks in maps as well. So, it's hard to do.  Tim 50:47All right. Now, here's where my instinct is leading to me, leading me to, if we translate that thinking into how a person approaches their leadership style, then maybe the running of their team, let's just start with the knowledge of self, the fluency of self. If I take a modular approach, to my sense of self, if I think of myself as not one big thing, but a bunch of little things, how would that affect my ability to change and adapt? Dan 51:25I think you need to be flexible as a person, and you need to learn how to accept new things, and you need to be able to process new things and see if this is a good thing, or if it's gonna hinder me, or if it's gonna reward me, or if it's gonna make my life easier. So, you need to change that. Also, when you're working with people, you have to delegate, that's the most important thing, when you work as a leader. Because you don't know everything, there is always people that know things much better than you and use them. Because then you can change, basically, because you have people working for you that know things very well. Tim 52:19I think I get where you're going here. And when I think of that modular aspect, it parallels to changing a part of what you're doing, or one of your thoughts or one of the ways you conceptualize things, or even that what you were an expert now is now obsolete, and you have to lean on other things, that modular approach means that we can protect, well not protect but it doesn't alter our sense of self. It doesn't threaten the whole, it's just a part. It's just a thing, right? And then when you said about delegating, and I think about that, the bits that all do different things. One of the first moves that I make with teams or with leaders or executives working on their career, is that they understand all the different roles in which they show up in, and that there's a certain function they have in this group that they don't have in this group. So, how are you entering the meeting? Do you know what your your role is? When this employee comes to you, do you know what they're asking you to be? Are they asking you to be the critic of their work? Or do they need somebody that helps you sort out a confidence issue? What role are you filling? What bit are you accessing right now? So, Dan, I'd like to ask you, if you were to focus on some of the most actionable advice that you would offer to leaders, what would be the things that you would say that have to be at the forefront of their mind? Dan 53:58I think the most important thing is to be transparent. Be able to communicate and to listen, because you're dealing with people, and there is not one person that it's the same as the other one. Everybody has different needs. Everybody wants different things. Everyone has different personal lives, which affects their work life. So, you need to be able to communicate. I think a big thing is to be transparent and to listen. Tim 54:28And if we fail to do that, we're treating that person like they are just a mindless cog. And they'll be disappointed.   Dan 54:38Yeah, because they're human beings. A human being is happy then they will produce. Tim 54:47Should we have hope for how technology is changing and what it's going to allow us to become as a species, as a planet? Dan 55:00Hmm, philosophical. The software, I think people–Tim 55:01Guilty, guilty. Dan 55:03I think people will evolve together with technology, we are kind of staring our own destiny in that sense, because we are making technology do things for us as a human species. We are lazy by nature, we have these machines that do things for us. So yeah, of course, we're going to move towards that. We are always in a transition state, there is no finite state, this is nothing more it's going to happen, it's always going to happen. We always going to have these generational clashes like we have with the younger, they will have kids and they will suffer the same thing. When they get older, their kids will evolve in things where in ways that we can't even imagine. So, I think there's a constant evolution. Tim 56:00Well, Dan, you've really opened my eyes to a number of things here. And I love that we're at the place we're at. We talked, some of the big things that I'm going to take away from this is that idea of being able to stay in that state of creativity, and that letting go and knowing that things are shifting constantly. And that they're not just shifting for us, but they're shifting for everyone. And that when we approach others to understand, you know, be transparent, perhaps vulnerable, listen, and be empathetic. And really communicate clearly to try to cut out as much of the error as possible. Because everybody's in this change with us. And they're all changing in their own ways. And we need to focus on giving up that sense of control over the how necessarily, unless we've got things to add, so that we can embrace who we are and focus on our own happiness, and then the realization that everybody else deserves the same thing. They deserve to find themselves and be happy in that. Dan 57:25Absolutely. Yeah. Tim 57:25So, in that sense, I mean, technology can really open up, perhaps a greater level of humanity. Because it'll take us farther away from this industrialized kind of mindset.  Dan 57:25Yeah, I hope so. We'll see.  Tim 57:30All right. Well, here, let's go through some of the final thoughts here. If a person wants to engage with you, and consider their own technological journey, or just reach out, where's the best place for them to link up with you? Dan 57:47That would be email or LinkedIn. Tim 57:51Okay. So, we'll put both of your contact spots there. If I was to ask you, maybe it's the boat, maybe it's something else. But what do you have going on perhaps professionally, or in your life that you're really excited about? And that you would want people to be aware of that you're, you know, the circles that you're moving in professionally, or the efforts that you're expending? What are some things that you're excited about?  Dan 58:19Oh, what am I excited about? I'm working on a big system right now. We are not gonna transition a very old system. That is all we're talking ourself into new technology new. I can't say what the client is, because it's, but that's gonna be really exciting to be part of and work with. That's a huge job. Tim 58:46And helping people know that it's possible. Dan 58:50Yeah and also, it's a great realization of the client that they need to do it. They can't just bound virtues their old system. Tim 59:01You know, it's funny, because when we think about organizational change, especially cultural change, people have to come to terms with that systems and processes and policies that were designed under certain mindsets, actually solidify and calcify that behavior in the organization. And sometimes if you're going to go through this real meaningful change, you got to admit that stuff. Dan 59:31Yeah, yeah you have to. Could be a time when people are at ready, when the companies are ready to do it then we can do it. You can't force a change like this. That's just how it is. Tim 59:42We don't want to force it. But oh, wow, I imagine that it's when they're ready, it's a heck of a lot easier than if you're pushing rope. What is one wish that you want every listener to leave this conversation with? What do you hope for everybody that's listening? Dan 59:59I wish people, all people in general to be a little bit more transparent and listen more to people around you. Because people are amazing. And you can learn a lot from them. Tim 1:00:14Yeah, that's great. Last order of business. Dan 1:00:15Last order of business.Dan 1:00:17Yeah, last order of business for the next guest on Sweet on Leadership. Put them on the hot seat. What's a question you would want them to answer to get us going to break the ice that you are really curious about? Dan 1:00:35What you know, now, would you change anything when you graduated school? If you could turn back time? Tim 1:00:43If you could turn back time, what would you say to your younger self? Change when you graduated school? Okay. All right. Dan Löfquist, thank you so much for joining me today. I really appreciate it. I'm so glad I got to spend this time with you and learn a little bit more about you and connect on this level. And I'm really happy. I'm really happy that I can bring this expertise all the way from the sticks in Sweden, to everybody that's going to be listening around the world. So thank you so much. Dan 1:01:18My pleasure. My pleasure, Tim. Tim 1:01:20Take good care and enjoy that boat. Dan 1:01:23I will, I will. Tim 1:01:30Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership. Please give us a positive rating and review on Apple Podcasts. This helps us spread the word to other committed leaders. And you can spread the word too by sharing this with your friends, teams and colleagues. Thanks again for listening. And be sure to tune in in two weeks time for another episode of Sweet on Leadership. In the meantime, I'm your host, Tim Sweet, encouraging you to keep on leading.

In this episode of the Sweet on Leadership podcast, Tim Sweet and Anna Morgan, the founder of CAREERBFF, join forces to explore strategies for career resilience and success. With Anna's 15+ years of talent acquisition expertise, they delve into battling imposter syndrome, recognizing signs of a career shift, and the power of networking and continuous learning. Anna advocates for radical self-care, honesty, humility, and seeking help to thrive in today's competitive job market, drawing parallels between yoga practice and career development. Together, they stress the significance of investing in your "career insurance" and taking proactive steps to secure your professional future. From tracking professional wins to cultivating a supportive network, Anna's insights, enriched with analogies to yoga, inspire listeners to take charge of their professional journey, whether they're job seekers, entrepreneurs, or seasoned executives.About Anna Morgan"Anna Morgan, the driving force behind CAREERBFF, is not just a recruiter—she's a lifeline in the professional world. From career misfit to becoming a top 5% recruiter, Anna's journey is a beacon for those feeling overlooked in their career paths. Her company, CAREERBFF, stands at the intersection of recruiting, consulting, and coaching, specializing in turning career stumbling blocks into stepping stones.With over 15 years of experience in talent acquisition, Anna has screened over a million resumes, conducted interviews with over 11,000 job seekers, negotiated thousands of salaries, and collaborated with nearly 2,800 hiring managers across diverse industries—from Retail and Healthcare to Technology and Sports & Entertainment. Her all-encompassing experience has not only positioned her as a top talent in placing job seekers at all levels but also as an empathetic ally for those navigating the challenges of mental health, ADHD in business, and alcohol recovery.In addition to her work with job seekers, Anna also advises recruiters and HR departments across North America, sharing her wealth of knowledge and innovative strategies to enhance their recruitment processes. Her unique CAREERBFF Method is distilled from extensive hands-on expertise, helping thousands fast-track their way to promising opportunities. Recognized as a "Top 16 LinkedIn Expert in Atlanta" and one of the "Top 25 Job Search Experts to Follow on LinkedIn," Anna's influence is undeniable. Whether you're seeking to jumpstart your career or need strategic business advice, Anna Morgan can be your career or business BFF—guiding, inspiring, and transforming your professional journey."Resources discussed in this episode:Ella LowgrenClaire DavisMarie Forleo--Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Anna Morgan | CAREERBFF: WebsiteYouTube: Anna MorganTikTok: Anna MorganLinkedin: Anna MorganAsk a Recruiter Audio EventRise of the Recruiter Audio Event--Transcript: Anna 00:01It's really important to do like monthly or quarterly and be saving, you know, your snapshots of where you've been highlighted or celebrated and making sure you're tracking those wins. And so, when you need to update your resume or your profile, it's so easy, and you're consistently doing that. And again, it's not such a heavy lift. Tim 00:26I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you my friend are a leader, and this show is all about and all for you. Welcome to the Sweet on Leadership podcast. Tim 00:56Well, hey, everybody, welcome back to the Sweet on Leadership podcast, thank you very much for taking the time to invest in your own leadership development and join us here today. Joining me is my good friend, although it always had been a virtual friend, Anna Morgan. Anna and I had a chance to meet during COVID, and I originally ran across Anna on clubhouse and would listen to her speak. And then later it turned out, we were connected. And then I had a chance to reach out and we were running in the same circles with Tracy Borrison and a few others, right? And Anna was kind enough to have a meeting, a few years later, you know, my business was changing. And I remember having this period where I was, you know, just in one of these periods of questioning, and I needed a friendly ear to hear me out and to soundboard and Anna, you came to the rescue. And it was just something that I won't forget. And I really appreciate you taking time for a person that you knew very little about. But to just give me some simple guidance that was just so meaningful in the moment. So thank you very much and thank you so much for joining me today. Anna 02:08Well, thank you for sharing that story with me, I didn't realize that I had that kind of effect on you. And so that just makes my heart expand. So, I'm glad to be here.  Tim 02:21Anybody who gets a chance to work with you is going to feel the same kind of energy and excitement that I feel every time we talk. Your handle, your catchphrase, of CAREERBFF is so accurate. And I just love it, for you taking the time to be with me today is just a real treat. And I can't wait for people to experience Anna Morgan. Anna 02:42That's right, your CAREERBFF, a rescuer of careers and also a rescuer of dogs, which is how the name came about. But it's all about that helping someone feel like they are speaking to their best friend where they know that they are going to encounter compassion and grace. But also get a little bit of that tough love and someone that understands them, but also needs to push them a little bit. So, it's a delicate dance, but everybody needs someone in their corner, rooting them on and you know, part of my story is, underdog to top dog. And I always tell people that every setback is a setup or a comeback.  Tim 03:27Awesome, I love that. So, when we were talking today a little bit earlier, you were telling me that you are into a bunch of things. And please fill the listeners in on anything that I missed. But one of the things as we were setting up for this, as we were talking about how much time we had, and you're on your way to a yoga class, tell us a little bit about why yoga is so important to you.  Anna 03:49I was really lucky to get into yoga about four years ago, four and a half years ago. I was headed to a retreat in Costa Rica. And part of it was going to be yoga-ish. And I was like, Oh, I don't know much about yoga. So, I went to a local studio and I became obsessed. And I loved it so much. Because I am ADHD and yoga is about your time with yourself and breath and movement. And it was really the only time that I was allowed and able to quiet my brain because I had to focus on my breath and my movement and so everything else just faded away. And then in those beautiful moments at the end of class, the Shavasana as they call it, is where I would have the most powerful like downloads and insights and aha moments and tears, all kinds of things that have really helped me overcome various challenges in my life and in my business. And, you know, it's something that I've taken for granted and I'm in the process of kind of making my way back to my mat, as I am set up for a comeback with some of my health challenges. And it is just a wonderful practice. I mean, yoga is for everyone. And it is, you know, something that I try to prioritize now and just get my body moving a little bit each day and stretching. That's another big piece, especially for women, as we get a little bit older, your mobility can go really quickly. So, working on that. Tim 05:30Well, I hear you and anybody who has been following me for any amount of time knows that that was a double knee replacement. You know, I turned 50 this year–Anna 05:37Me too.Tim 05:38–And sometimes the body feels like it Oh, samezees. Sometimes the body feels like it's kind of falling apart, and I fell on my can over the Christmas break. And so I've been dealing with, you know, sciatica and stuff and whatever I mean, but yoga is one of those things that you know, a little bit of investment in a sound routine, practice sure saves us from a whole bunch and gives us more benefit.  Anna 06:06I don't know, it's one of those practices where I tend to see things that I've experienced in that class, or I've heard in that class that show up in my everyday life. And that for me makes yoga, a little bit of a spiritual experience as far as the messages that you just kind of receive along the journey. And it's just so important, as an entrepreneur or job seeker or a busy executive, to take some of that time to have some quiet and allow yourself to breathe, and maybe turn upside down, get the blood flowing, or maybe get your legs up in the air. So, your blood flow kind of re-circulates a little bit. And yoga helps you heal from the inside out, which I think is really powerful. Tim 06:55I think it's such an interesting metaphor. And dear listener, don't be confused. We are going to be talking about careers. And we're going to be talking about how we really create a practice around career. And that's what Anna's going to talk about. But I think yoga provides this interesting, especially the idea of a practice is really this interesting metaphor that we can use. It also gives me a chance to put you on the hot seat. So, one of the games that we've been playing lately is every time we have a guest, either right at the end of the episode or sometimes in the post-credit, I ask my guests to come up with a question and at the end of this, I'll be asking you for one, that we put a future guest on the hot seat with. Your question comes from Aaron Ashbacker who a few episodes ago. She's the health consultant here at Teamwork Excellence, who helps my leadership clients deal with the physical goals that they have because we have to be building the life at the same time as the career. And as the leadership impact improves, we want to make sure that any barriers in their way if they're physical or family or whatever, we put an expert against Aaron's that for us. Aaron, though when we were talking about the importance of investing in your health, asked the question for a future guest, which is you. When does the imposter syndrome end? Anna 08:20Great question, Aaron. Did she have the answer? The answer is, it doesn't. And I'm going to invite you into a part of my story and we didn't talk about this Tim earlier. But part of the reason I go to yoga and I do the work that I do is also that I've been alcohol-free for almost 12 years. And part of my recovery story. When you're an alcoholic, you know it's alcoholism, and it's not wasm. And I feel like imposter syndrome could be a little bit like that ism, versus the wasm. There are ways to keep myself healthy and sober and spiritually connected by doing certain tasks. The same applies to minimizing the loud ugly impostor syndrome voices. And a lot of that looks like radical self-care, radical honesty, humility and the ability to ask for help. I think those are the four things that help keep you healthy and minimize the imposter syndrome. Just like my alcoholism will never go away, I know that if I do certain activities, I will stay healthy with my recovery. And I feel the same is true with impostor syndrome. If I speak my truth, if I ask for help, if I solicit coaches and trust my intuition. And, you know, have that reflection of radical honesty with self, about my career, about red flags, about relationships in my professional environment, then I have the best shot of overcoming impostor syndrome for today. And I feel like it's the same thing just one day at a time. Tim 10:24Stellar, stellar answer. Okay. I feel very much the same way. I was joking. That was my that was how I responded to Aaron, you know, it doesn't. But I'll ask the question. I remember somebody telling me at one point, you have to love that imposter within it's there for a reason. The act of asking those questions, it's just yourself trying to keep yourself safe. But often, it can be your brain lying to you in your own voice. And saying, you know, that sometimes it can be that you're not ready for this. Whereas, actually, there's a lot of data to say you already. Anna 11:00Right, you're not smart enough, you're not worthy of having access to that. Those types of opportunities don't come to you. I mean, I've heard it all. I've experienced it all. And like I said, it's a daily reprieve, and I think it is a bigger issue for women. And I applaud you, Tim, for bringing up that conversation, because it is a lot for us to carry as we continue to break through barriers as business owners, as executives, as thought leaders out there alongside of our peers. Tim 11:39Yeah, it's I appreciate that. I follow an influencer on TikTok, Ella Lowgren. She's an advocate for ADHD and feminism. And she had this awesome thing to share. Microfeminisms, they were calling it, and that this particular, she's an Australian social personality, what she does now, is demonstrate this little push back, if she is talked over in a meeting, or something like this, she won't really let it stand. If somebody takes credit for her work or coworkers' work, she won't let it stand. And she just makes sure that she announces in my language, she announces the game. Or and it might not even be malicious, you know, it just might be a really bad habit. Or it might be an entitlement that a male coworker feels, she brings it out. And I love it. And it's a practice that she goes through.  Anna 12:41Speaking of careers, and why people come to see me, is for some of the similar reasons that you just mentioned that they are being passed over, they have toxic leadership, they're not advancing, their work is being taken, other people are taking credit for their work. Very much a part of why people reach out to have a CAREERBFF in their corner and peel back those layers, look at the imposter syndrome, look at their current assets, look at what's possible moving forward. Tim 13:18I was thinking as you were, as you were sharing about, I'm sorry, just so we can– Anna 13:22Radical self-care helps minimize impostor syndrome. Radical honesty with self, right, being willing to fully turn the mirror on yourself and look at your assets and your liabilities and also being able to receive the brilliance that you do have. And this is a lot of where my experience in recovery comes into my coaching, is that we oftentimes need someone to believe in us until we can believe in ourselves. And just because some crazy old sober ladies believed that I could have an awesome life and I could heal from a lot of the damage I had done. That gave me just that bridge and just that hope that got me to the next day. And that's the same thing with healing from making a job transition, from being laid off, from working through impostor syndrome. Tim 14:27And we're gonna go there, I think that's great. And it's so important to have those mentors that really are willing to advocate for us and reinforce our vision for what can be or even introduce it. But radical self-care, radical honesty with self, radical approaches to asking for help, and number four was? Anna 14:46Well, I had said the humility and the willingness to ask for help. Tim 14:50What's cool about this and we're gonna get into the career thing is that we think about the practice of yoga, very much the same approach, self-care, being honest where you are in your practice, ask for help when you need to, being humble when it comes to and demonstrating humility when it comes to where you are in your yoga journey. This in terms of fighting the imposter syndrome. And then so much of this seems directly transferable to when we want to prepare ourselves for being resilient and break-resistant when it comes to our careers. And so now we transfer all of this, and it gives us a great map and a kind of a good substrate for us to go into the awesome stuff that you offer. Right? So, when we were talking, you know, I would ask you the question, all of us can go through periods where we find ourselves in need of a career shift, either by choice or because something is happening to us. When do people typically reach out to you? Anna 15:58Usually about six months too late. And here's why. People, unfortunately, don't think about their next career move, when they land in their role, which people don't want to think about this. I've worked so hard to get this job, I don't want to be thinking about my next move in two and a half, 5, 10 years from now. However, you know, if you're not aware, and you're not queueing into the, you know, signs that there may be some instability, if you're not keeping up with the economic impacts and news, and you are not safeguarding yourself from layoffs, or having trouble being honest with yourself about relationships with leadership, or, you know, should you be on to that next level as the Senior Director versus a director, you know, are you able to play the internal equity game, and if that's not working, oftentimes, those are the symptoms or the indications that now is the time and always is the time to be really networking and building what I call career insurance, so that you always have options. So, that if, and let's be honest, since COVID, it's not a matter of if it's a matter of when, unfortunately, the rug gets pulled underneath you, you find yourself in this career fender bender of sorts. And just like insurance, you want to be able to withdraw, that currency to support you in recovering, right? And most people are not putting in the deposits into their career insurance bank. And so when they come to me, they're like, oh, I don't know how to do this. Modern-day job searching scares me. When I last applied for my job, I faxed my resume over. So, there's so many moving parts, and it's overwhelming. Marketing yourself, and selling yourself is complex and if you're starting from ground zero with a shaky foundation, it is certainly hard to launch from. Tim 18:35So, being radically honest about where you're at. And then taking that step to give yourself a little bit of love in this space and do it for yourself so that you can build this career insurance, so that you can build this pipeline– Anna 18:51Yeah, humble yourself and also care about yourself enough. And this is the other thing I see, especially at the manager to executive level, is people get so wrapped up in their identity as a small company CEO or as an executive. And it takes me so much time to unwire and alchemize a lot of that identity that if I don't have that, I am less than or I'm not enough, and it's balancing out and making sure that you have hobbies and side hustles and things that bring you joy outside of that 40-45 plus hour workweek, so that you are just not in that rabbit hole of you know, work which and then you look at your life because nobody on their deathbed is going to be like, I wish I worked more. Right? They're gonna say I wish I spent more time with my kids. I wish I went on more trips. Like my husband and I got teary the other day on the last day of Spring Break thinking, we only have three spring breaks left with our daughter before she goes to college. Right. I'm glad we take those trips. Tim 20:13It's over before you know it. And so taking that breath before you need to, before you're forced to, to just take a look at your career, see how you're set up in terms of having some insurance, and maybe even just taking the time to reflect and really do that balance point. I was looking at it from a work-life design perspective, is the design getting you what you want, we can change anything, you're not broken, everything you've got today is a product of the design that you're using. You want something different, we change the design, right? And so taking a chance to get up to 10,000 feet, take a look at how we're doing, go through and really do some deep questioning, look at what we need and make sure that we get to that place where we feel like we're enough, A. to deserve taking that time and B. to have confidence around what you're going to do professionally.  Anna 21:11It's really important to do like monthly or quarterly and be saving, you know, your snapshots of where you've been highlighted or celebrated and making sure you're tracking those wins. And so, when you need to update your resume or your profile, it's so easy, and you're consistently doing that. And again, it's not such a heavy lift and kind of going back to yoga. I mean, I love it, my yoga teacher says like, you can just come here and be in child's pose, or in Shavasana, and just lay here and breathe, and that's still Yoga. You can still go at your own pace, and the same with your career, right, it's just only you know, how far you can push that edge, how much you can twist, or you know, how long you can find that Drishti, that focal point that you're going to look at too, you know, ground you as you do a tree pose. And that's your own pace, that's your own game. But if you don't have that humility, and that radical honesty with self, then the imposter syndrome is going to get heightened, the what everybody else is doing, the noise, it's gonna be really loud. And it makes it harder to find your way through. And really take that breath for yourself. You know, you talked about the airplane recently. And so many of the people I work with, they're healers, they're coaches, they're, you know, heart-centred people like me, and they forget to put that oxygen mask on themselves before they do for others. And it's just a very common problem in massive working world and in entrepreneurship too. Tim 23:04Yeah, just to expand on that from a previous episode. I think what you're referring to is, we have this weird thing going on in the modern world right now, where people will not take time to invest in their own health, they won't take time for, you know, there's an interesting study where people can be diagnosed with a serious illness, they can be diagnosed with cancer, diabetes, or something, and they will not, sometimes they'll fill the script and not take it, sometimes they won't bother filling the script. They don't love themselves enough to think they're worth it. Whereas, if their dog and you've got that, you know, beautiful Frenchie–Anna 23:42–and four others. Tim 23:43–and four others, and they will bend over backwards, they will go without eating in order to get the dog the medication they need. Not everybody, but a lot of people because they will extend life to a pet or a child or friend. And they won't let them get away with what they let themselves get away with. That's where we need to kind of give ourselves a shake and make sure that we're balancing and– Anna 24:13–And breathing, and getting CAREERBFFs before it's too late. And it's hard to invest in yourself. Right? And it's hard to ask for help. And, you know, by the grace of a power greater than myself, I have learned time and time again that it is just such an easier softer way. When I get support when I outsource. When I can humble myself to say I'm too close to everything. Can you pull me back and help me objectively, honestly look at where I was, where I am and where I want to be? Tim 25:00I mean, good coaches have coaches and therapists and whatnot. I have lots of coaches.Anna 25:05Me too. Tim 25:06I have a therapist I appreciate. And I think it's one of the most powerful things that you can do for yourself. I mean, we talk about personal and moral courage, moral courage to stand up for the job you're in, or your family or whatever group you're part of. That's moral courage, upholding them, the moral code of that it's not about morality, it's about moral code. But there's the personal or the vital courage, the courage to be humble, ask for help, invest in yourself. And that takes courage. And it's going to take people courage to reach out to you and say, Anna, how can you help me? And I think what's to get us sort of back into that track, people wait until they're six months too far back to help you and we'll get on to the what can they do? But before we do, we've talked about what they need to sort of move forward. But what are the typical excuses that they're using to wait for six months? We talked about the imposter syndrome, we talked about them investing in others before themselves. What other excuses do they have for not putting time into making sure that they're career-ready? Anna 26:18Denial. It won't happen to me. Tim 26:23Yeah, and so they could see the company falling apart around them. But you know, I'm gonna hope I'm safe. Anna 26:30Or they think that they're playing the game well enough and that they'll be spared any layoffs. I think also, it's fear. Making a job change is a life decision, I equated just as important as choosing your spouse, choosing to have a child, or choosing to buy a home, it affects every aspect of your life, where you work, what your hybrid or remote situation is, you know, can you make it to your kids baseball game, or drive to a swim practice, right? And that overwhelms a lot of people. So, I would say fear. And remember, fear is false evidence appearing real. And that is part of my job to help my clients overcome that fear. And also find that clarity, right? Again, looking at success, career assets, really getting into the heart of if this was a magic wand, and I was your career fairy godmother. And, you know, we could create that next utopian role. Nothing is off the table, what would that look like? And then we build, brand and like reverse engineer our way into those opportunities, those conversations, that do diligence, those situations that they can connect core competencies, experience, their process to being able to do that in a new industry, in a new sector or something like that. So. Tim 28:23And do that heavy lifting before they need to. And I mean, that's really one of the key barriers here is, the person may see things falling apart around them, they may not, but when they need to do this work, is it comfortable? Has it been done? Can they step into it? Or is it now they're in a crisis, and now they have to they have to play catch up?  Anna 28:43And the whole energy changes, just like in sales, right? If you are like, Oh, I gotta close Tim right now, I gotta get that, you know, $20,000 sale. And if you're going to sell differently from a place of desperation, and fear, then when you are gainfully employed, and there's a little bit of red flags, you have some confidence and you can still be like, fully in yourself and embodied and moving forward in those bigger bolder goals that you want, and still have that stable income, but be building that rock-solid foundation, in case you know, they're like, peace out, Tim, then you have this currency, this foundation that you can launch from, and that is all about just like going to yoga, building that practice every day of, you know, how can I show up? How can I network? How can I take a deeper breath and twist just a little bit more to that edge that you know, and then the next day or the next week, you find yourself that Oh, wow, you can get into that kind of pose. Oh, wow. I actually can speak with another small company CEO, and she can tell me what it's like running that type of company and give me insight into, is that something I would want to do. Tim 30:12You know that that, that ability, and you call it career insurance, that ability to take the time to do that before you're under duress because what you said there about having to make, you're on the back foot. And there's nothing worse than if you're having to consider an offer. And it's the only offer out there and you haven't worked for three months or something like this. In fact, there's a great another great piece of research, which I'll put into the show notes around, you know, it only takes three months for people to be without a steady paycheck to reduce their mental health substantially. Right, and it doesn't even matter if you are somebody that is fairly affluent, and has money in the bank, it's that uncertainty of where, you know, heaven forbid, you're living paycheck to paycheck. But you know, what is your role in the world, and where's your next paycheck coming from, what are you built to do, it only takes three months of uncertainty for even an established professional, to have a lot of self-doubt just become debilitating and take them over.  Anna 31:20Absolutely. And it's a mental health issue, which is also why I feel so passionate about unlocking career insurance for other people because it's been my lived experience. And it has provided me such, you know, release and comfort because I have options. And that's what I want to give to everyone, especially those that I coach. So, they have those tools in their tool belt, they have, you know, they know the poses, they know where they're going in the flow so that they can always have access to health, to opportunities.  Tim  32:06And operate in that way that's both safe and functional practice, so that they're not ripping muscles. One of the key, you know, in this world, love it or hate it, LinkedIn is the place to be when it comes to managing your career. It's the modern resume. It's the modern Rolodex, it is the most professional of the social medias. It's what we're out there representing ourselves. And yet so many people that I run across, especially when I'm in sort of not necessarily common areas of business. But a lot of my clients are in higher ed and things like this, sometimes they're not even aware of it. And so a lot of your help manifests in getting a person ready, not only for a job search and be searchable, but actually, so that they can be connected with the right people. And the people who need to know them are finding them naturally. Right.  Anna 33:07And it's just like, you know, how I mentioned in Shavasana, where you get these, like unexpected, just aha moments and have these big ideas. Like, I tell people with LinkedIn to just stick around until the miracles happen. Because it's not only are you building career insurance and a strong foundation so that you always have options. But you're gonna get to meet really amazing humans like Tim, that you become friends with, that inspire you, that say nice things to you and make your heart explode and give you that, you know, nudge that you need to, you know, go on one more day. And, you know, I can't tell you just how many incredible mentors and champions and friends that I've made, and then just the blessing of hearing other people's stories, even if they are hard, and just being a little bit of a bright light in their day, in that moment to give them that little oomph, you know, to the next recruiter call, to the next interview. Tim 34:10Yeah. And that little bit of that sense of abundance, right? And that when we're in that scarce place, where we don't know where things are coming from, or we're doubting ourselves, or we're not operating on fact, because I run across this all the time with my leadership clients where, you know, it's not about what they know, they know. And it's not about what they know, they don't know. And it's not about what they don't know, they don't know, it's about what they forgot they already knew, you know, how am I going to do this? Well, let's go to the history books. You've done this a whole bunch of times, in other formats, and we just need to remind ourselves and that's why when you were talking about keeping that portfolio of work of accomplishments, that's one of the first things that I do when it comes to, I'm not in a career recruitment perspective, but if I'm getting a person square on who they are and how they're going forward, one of the first things we do is we use card statements. And some people use star statements or whatever. But what's the challenge? What was your action? What was the result? Take a moment and log it when it happens, take a moment and step back through time. And think about all those pivotal moments, all those times you knew you were adding value. And often, if you're feeling any kind of doubt, just cast your eyes over all of the great stuff that you've put in the world already. And usually, there's a lot of evidence, where you've done what you're scared, you can't, if you haven't done it directly, you've done it in the aggregate.  Anna 35:43Exactly. And I think Claire Davis, we're both fans of hers, she calls it the brag book, and Marie Forleo, I think called it the upward spiral notebook. Or, you know, I just keep a love folder, and it's got loves and sparkles. And anytime I get an awesome comment, or a shout-out from a hiring manager, or a special recommendation, to your point, you know, I put that in there. And you know, if I ever need to update a resume again, or create a bio, or write a book one day, which is kind of a thing that's coming up for me that I have places to come, you know, to spark that memory, because in the moment, we think we're gonna remember it. And then I don't know about y'all, but for me, a couple of days later, I'm like, what, what's that? Tim 36:35Yeah, Oh, totally. Well, I often am reminded, and I think I've probably talked about it on the podcast before. But when we talk to children, you know, one of the things if you're, if you've got kids that are squabbling or something, we used to use the think model, we used to say, Hey, before you say that, try to have the practice of thinking is what I'm about to say, you know, true, helpful, inspiring, necessary or kind. Good luck with that, as a parent, if they're often not thinking about that, but it gives you some good talk. But then when we're more rational, we're adults, we've learned not to talk, we've learned not to speak. And so with leaders, when it comes to helping others fill their brag book, don't forget to speak when it's true, helpful, inspiring, necessary, and kind. Because we often don't give praise when we should. And then the third step is don't forget to you know, write it down for yourself when it's true, helpful, inspiring, necessary, kind, even if you were the one to do it, I think that's a great acid test to add it to your car statement list or your brag book, right.  Anna 37:48And you know, if you are in leadership, right, and/or if you're in conversations with people that are struggling, the power of telling someone that you believe in them, and what's possible for them, is so powerful. And so that is another thing to just keep at the forefront of your brain that is something that could just mean everything, especially to someone who's going through an extended job search or a difficult job search. Again, you know, I'm all about that little spark, that little light, that little bit of hope that we can give others until they get to that next spot. And then, you know, kind of going back to being prepared for the future. It's about like, making yoga, a priority, booking that, you know, that appointment and holding yourself accountable. But also, you know, booking that time for yourself to be active on LinkedIn, to network with the people that are doing super cool, awesome stuff that you want to do, that you're inspired by so that you're building community of like-minded people, so that you have options, you have conversations that you can start that will fast track you to your next opportunity and future proof your career so that you're not in that instability, in that unhealthy place starting from ground zero, because that's a hard place to be and it's humbling, you know, and I think about it, and you've had knee surgeries, and I've had knee surgeries as well. But when you're, you know, set back, come back, but sometimes it gets to that point where you're looking at the mountain and you're like, so unmanageable, right? But it's all about just taking one step, one step, one day at a time, in service of your highest self, the woman that you want to be, the man that you want to be, the person that you want to be, and making that a priority, and if there's anything that people take away from our conversation today like, my hope is that they just take a minute, get quiet, take a breath and think about what do they want for themselves professionally? And how can they take that one breath, that one step towards making that happen? And if that involves reaching out to me, they can reach out and I'll be of service. Tim 40:24There you go, well you jump, you beat me to the punch, but that's something that as we sort of round off towards the end of our conversation here, again, I was gonna ask, what's your hope for people? And so it's take that moment, take a breath. And, really, you know, invest in yourself and, and take that time to reflect. I didn't say it as nicely as you did and I may even have a producer cut that out, because I wanted to very useful summation. All right, Anna, a couple of things as we finish off here, if people are ready to feel more secure, and know that they've got that career insurance at their back, how can they find you?  Anna 41:10On LinkedIn, AnnaMorgan-recruiter-careerBFF is my handle. And just under my name, under my headline, under my recruiting top voice collaborative article batch, you will see in all caps, book a call. And that is an open calendar link, for amazing humans like you that are ready to take a breath of radical self-honesty with yourself about your career and where you want to go. And we can have a chat, and I will do all that I can to support you. And we can go from there. Tim 41:48Awesome. If I was to ask you, what you've got on the go, that you are really excited to share, what things lately do you want people to be aware of that you're involved with? Anna 42:03So, I am the host of the Ask a Recruiter audio events and audio events, essentially. It's on the third Thursday of the month. And I gather myself and other recruiting vendors and superheroes to rapid-fire answer questions from job seekers. And it is a way for the job search community to get relevant real job search tips from recruiters who are directly working with hiring managers. It helps turn down the noise from all the creators on LinkedIn that are giving out not-so-great advice. So, that is something that we do to be of service to the, you know, the job search community. And then I also just launched with a partner, Tabitha Cavanaugh, the rise of the recruiter audio event, which actually happens tomorrow, April 10th, which won't matter when this is lunch, but it happens the second Wednesday of the month. And we have various recruitment experts, or we have different conversations to level up the recruitment industry. And this is a place that I tend to coach is recruiters, sourcers, talent leaders, HR and HR-related departments. So, it's super fun to have that peer levelling-up experience. Because let's be honest, not all recruiters and talent people were raised equally. So, it's such a cool opportunity to learn from each other. So, if you're in TA or HR, please join us. Tim 43:41Okay, right on, I will do my best to co-promote, so reach out to me. So, all of those links will be in the show notes. And I would encourage anyone in the recruitment community to really join that powerhouse.  Anna 43:56Yeah and, you know, I'm a generalist as far as a recruitment leader. So, I do take on clients that aren't in the TA/HR space. And I do offer, you know, a certain number of slots per month, you know, for folks to book those complimentary calls where you get 30 minutes of plugging into my brain and my experience so that I can help kind of jumpstart things for you. If you're stuck, kind of or–  Tim 44:26And I can speak from experience, 30 minutes with Anna can change your life. So, there you go. All right. So, we've covered the wish. We've covered the how-to contact we've covered what you're excited about. Last question, if you were to put the next guest or a future guest on the hot seat. What is the question that you're curious about and doesn't have to be related to recruitment, it can be anything, it can be just any music. If I was to ask you what would that be? Anna 45:00Intuitively the thing that came up for me and maybe this is part of what I'm working on in my career and my entrepreneurial journey is, what is the the one thing that you're avoiding doing that you know could offer the greatest ROI in your business or career a year from now? Tim 45:28Yeah, so what's the thing you're avoiding doing that you know would have immediate payback a year from now? But you're just for whatever reason, despite that logic, and that knowledge, you're not getting on it. Love it. Okay, awesome. Anna, did you have some fun? How do we do? Anna 45:46If I ever get to Canada, I'm gonna come to visit. Although, Canada's very big.  Tim 45:53Canada is very big, but we're not that big. Anna 45:55What part are you in again? Tim 45:56I'm right next to the Rocky Mountains. I'm right next to Banff, Alberta. Anna 46:01Okay, I travel quite a bit. I just don't know if I'll make it there. Tim 46:07At one point, Banff was considered the most beautiful place on the planet. So, you gotta get up here. It's got to happen.  Anna 46:17I love it. Thank you so much for having me. Tim 46:19Anna Morgan, thank you so much for joining me. I appreciate it. Tim 46:27Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership. Please give us a positive rating and review on Apple Podcasts. This helps us spread the word to other committed leaders. And you can spread the word too, by sharing this with your friends, teams, and colleagues. Thanks again for listening. And be sure to tune in in two weeks time for another episode of Sweet on Leadership. In the meantime, I'm your host, Tim Sweet, encouraging you to keep on leading.

Coach Mo sits down with her alma matter, the Furman Women's Golf Coaching Staff, Coach Jeff Hull, PGA, and Mackenzie Raim, aka Coach Mac to discuss all things about this Division I Program.  Furman, ranked in or slightly outside the Top-50 in Division I Women's Golf is a small liberal arts school with a reputation of a fantastic women's golf program. Incredible Hall-of-Famers and/or LPGA Players of the Year like Betsy King, Beth Daniel, Dottie Pepper are former Furman Women's Golf grads as well as former Nike Golf Ceo, Cindy Davis.  2020 Annika Award Winner and former #1 college player in the USA, Natalie Srinivasian and now two-time Annika Watch-list player, who just earned her seventh career college victory, finds her name amongst the list of legendary women to come out of Furman.  What's even more incredible about Furman, is it's ability to develop really smart, academically strong girls who are average to above average junior golfers into much stronger players throughout the time at Furman.  Furman has one of the best golf facilities in the country, located right outside the back gate of campus. It's facilities include Bent and Bermuda grass greens, bunkers, indoor/outdoor facility, SAM Putt Studio, Trackman, Flightscope, Swing Catalyst, and an area to hit into an actual green from 200 yards and in.Furman's Jeff Hull is a former talented player himself for the University of Georgia, and Coach Mac a former three-time collegiate winner for UNLV, make-up the coaching staff. Coach Jeff is a PGA intructor and has a phenomenal sense of coaching the full-swing, while Coach Mac is referred to as the "short-game guru."  The team often collaborate with former Furman Women's Golf Alum, Dawn Woodard, who is now a mental performance coach and assists the team on their mental performance.  With all of this accessable and right on Furman's beautiful campus, players truly get the whole package as a student-athlete at Furman. Coach Mac and Coach Jeff answer Coach's Mo's questions as well as offer advice to players and parents throughout the recuriting process. This is an episode you surely do not want to miss!@furmanwgolf@mackenzieraimContact Coach Mo@coachmogolfprowww.coachmogolfpro.commgesualdi@stjohnsgolf.comThe Golf Academy at St. Johns Located at St. Johns Golf & CC in St. Augustine/St. Johns, FL@thegolfacademy_st.johnswww.stjohnsgolf.com

Today's episode features an All-Star line-up of Furman Univeristy fifth-year senior, Anna Morgan who just earned her seventh career collegiate victory in the Purdue Puerto Ricp Classic the day before.  Joining Anna on today's episode are members of her team, Joe Hallett, recently crowned the 2024 PGA Teacher & Coach of the Year, as well as Anna's long-time mental performance coach, Dawn Woodward.  Anna's team has come together for this episode to share their roles, stories, and importance of the team coming together to assist Anna in from her fantastic Furman career, to transitioning to the "big time" on the LPGA Tour following the completion of her collegiate career.Anna, Joe, and Dawn have all previously been guests on the "Coach Mo Golf Show," be sure to catch-up on thier episodes to learn more about each of them!@furmanwgolf@annac_morgan@judgment_matters@dawnwoodard10Contact Coach Mo@coachmogolfprowww.coachmogolfpro.commgesualdi@stjohnsgolf.comThe Golf Academy at St. Johns Located at St. Johns Golf & CC in St. Augustine/St. Johns, FL@thegolfacademy_st.johnswww.stjohnsgolf.com

Black History Month 2024: A selection of influential Black North American Drum n Bass producers such as Mizeyesis, Winslow, Anna Morgan, Tim Reaper, T.R.A.C. and more! Search em out and support their music!Playlist: Tim Reaper - ScreenplayAversive - Soft DubCyber Posix - RegretsWinslow - Snooze Button RollerTim Reaper - On RepeatMizeyesis - WarmthMizeyesis, Rainforest - GuidanceEcho Brown - Borough NightsAnna Morgan - Armada StyloShiken Hanzo - Spirits are GodsShiken Hanzo - Tribal GatheringEcho Brown, KSR - MotionsWinslow, featuring T.R.A.C. - Breaking NewsAdred, featuring Frank H Carter III - Never MeParticle - Double Stack

Anna is a landscape photographer originally from the UK and now living in British Columbia. She shared how her background as a veterinarian and interest in ecological conservation has played a big role in influencing how she sees the natural world and creates her images. We also speak about the importance of slowing down, how we can invite questions through the photos create and how photography has helped her discover who she is.Topics CoveredJourney into photography Her love for artWorking as a veterinarian Bringing ecological concepts into her imagery Being self-reflection into her image creation Her interest in conservation Having a connection to nature as a childWhy landscape photography speaks to her more than wildlife Seeing the full ecological pictureScotland's landscape and Peter CairnsScotland's ecology compared to Canada's ecology How photography helps us tell our storiesInviting questions though our photography The role mindfulness plays in her photography Slowing down being present to create her imagesLetting go and enjoying the moment Observing what's going on around us Connecting in the moment without expectations “Photography is the vehicle into the journey of being”Getting to know yourself How photography has helped her discover who she is How our childhood experiences and society shapes our outlook How moving from London to British Columbia affected her photography How our life experiences feed back into our photography Connect with Anna:Website: https://www.annamorgan.ca/Instagram: https://www.instagram.com/annamorganphotographer---Website: https://www.photographicconnections.com/Join the Photographic Connections community:https://photographic-connections.mn.co/Immersive Photography Weekend Dates:https://www.photographicconnections.com/photographyweekendsFollow the journeyInstagram: http:/www.instagram.com/photographicconnectionsFollow Kim's photography journey and offeringsWebsite: http://www.kimgrantphotography.co.ukYouTube: http://www.youtube.com/@kimgrantphotographyInstagram: http://www.instagram.com/kimgrantphotographyMusic by Mark RobinsonSong: A Thousand LifetimesWebsite: http:/www.markrobinsonmusic.comYouTube: https://www.youtube.com/@MarkRobinsonMusic

This week we watched a horror classic THE RING! (American remake) Put your VHS players away. This is a podcast. j 9/10 m 6/10 For daily horror movie content follow the podcast on Twitter / Instagram @darkroastcult Each week we choose a movie from one of the horror genre to discuss the following week. Follow along each week by keeping up with the movies we are watching to stay in the loop with the movie club! Check out other podcasts, coffee and pins at www.darkroastcult.com ! THANKS TO ANDREW FOR MAKING THE INTRO SONG. (soundcloud.com / andoryukesuta)@andoryukesuta The Ring is a 2002 American psychological supernatural horror film directed by Gore Verbinski from a screenplay by Ehren Kruger, and starring Naomi Watts, Martin Henderson and Brian Cox. It is a remake of Hideo Nakata's 1998 film Ring, based on Koji Suzuki's 1991 novel of the same name. The plot centers on Rachel Keller, a journalist who must figure out a way to escape death after watching a cursed videotape that seemingly kills the viewer seven days after viewing it. The Ring was released theatrically by DreamWorks Pictures on October 18, 2002, receiving moderately positive reviews, with critics praising the atmosphere and visuals, Bojan Bazelli's cinematography, Verbinski's direction and Watts' performance. The Ring was a box-office success, grossing $249.3 million on a production budget of $48 million, making it one of the highest-grossing horror remakes of all time. The film is the first installment of the American Ring series, and is followed by The Ring Two (2005) and Rings (2017). The success of The Ring paved the way for American remakes of several other Asian and Japanese horror films, including The Grudge (2004) and Dark Water (2005). Teenage girls Katie and Becca discuss an urban legend about a cursed videotape that causes whoever watches it to die in seven days. That night, Katie, who watched it a week ago, is killed by an unseen force. At Katie's funeral, her mother asks her sister Rachel, a Seattle-based journalist, to investigate her daughter's death. Rachel discovers that Katie's friends all died in bizarre accidents at the exact same time and night of Katie's death. Rachel goes to the Shelter Mountain Inn, where Katie and her friends watched the tape. She finds and watches the tape; it contains strange and frightening imagery. She then receives a phone call from an unknown caller who whispers, "seven days". Though initially skeptical, Rachel quickly begins to experience supernatural occurrences linked with the tape. Rachel recruits the help of her video analyst ex-boyfriend Noah. He watches the tape and Rachel makes him a copy. She identifies a woman on the tape: horse breeder Anna Morgan, who killed herself after some of her horses drowned themselves off Moesko Island. Rachel and Noah's young son Aidan ends up watching the tape. Aidan also possesses some supernatural abilities, which he uses to help with Rachel's investigation. Rachel heads for Moesko Island to speak to Anna's widower Richard, while Noah travels to Eola Psychiatric Hospital to view Anna's medical files. Rachel discovers that Anna had adopted a girl, Samara, who possessed the ability to psychically etch images onto objects and into people's minds, tormenting her parents and their horses. Noah finds a psychiatric file on Samara that mentions a missing video record last seen by Richard. Returning to the Morgan home, Rachel finds a birth certificate proving that Samara is the biological child of Richard and Anna. She also finds the missing video, in which Samara explains her powers during a therapy session. Richard insists that Samara is evil and commits suicide by electrocuting himself. Noah and Rachel find a loft in the barn, which the Morgans used to isolate Samara from themselves and the outside world. There is an image of a tree behind the wallpaper; Rachel recognizes it as a tree at the Shelter Mountain Inn.

Unearth the shocking details of the Kansas Frontier Conflict as we traverse its harrowing terrain in this riveting discussion with Jeff Broome and Brad Smalley. Brace yourself as we delve into the horrifying Solomon raids of August 1868 and the dreadful fate of the little Bell sisters at the hands of Black Kettle's band. The Indian Depredation Claims reveal the chilling accounts of Elizabeth Bell and her young daughter, Ellen - tales that will leave you with a profound understanding of the trials endured by these settlers.The aftermath of these terrifying raids is no less chilling. We broach the heart-wrenching losses suffered by the Bell family, the Thompsons, and the Smiths. Hear the distressing experiences of Anna Morgan and Sarah White in captivity and the Baertoche family's dreadful ordeal. It's a sobering reminder of the brutality of the frontier and the grim reality of life in the Kansas plains during this violence-riddled period.Finally, we sift through Alfred Sully's controversial report from August 19th at the Schermerhorn Ranch, a document that had a ripple effect on future military operations within the Indian Territory. We shed light on Mrs. Bacon's sworn statement and the audacious actions of the three Indians who attacked her cabin on August 10th. We aim to provide a nuanced understanding of this turbulent historical time through these stories and accounts. Join Jeff and Brad as we walk the path of our Kansas Frontier Conflict series, arming you with insights and perspectives that will reshape your understanding of this tumultuous period.Practicing Connection: Working together to help families and communities thrive.Jessica Beckendorf and Bob Bertsch host this exploration of personal and collective...Listen on: Apple Podcasts SpotifySupport the showCattle Drives WebsiteLegends of Dodge City WebsiteOrder Books

In this episode, we invite Anna Morgan. Anna is Senior Recruiter, a Talent Leader, and a Job Search Strategist. She is a champion of talent who creates IMPACT and RESULTS across a variety of industries and disciplines and has 15 years of experience as a ‘People over Everything' leader. What you will learn: - The power of LinkedIn - How Anna started her career as a coach - The beginning of Career BFF - Struggles with changing careers - Reverse engineering your dream job - How to stay top of your mind as a jobseeker - Proactive career planning If you enjoyed today's episode, don't forget to subscribe and leave us a ⭐5 STAR REVIEW!! It only takes a few minutes and let me tell you... those reviews really help people find the show! Get in touch with Anna:

Tami is an enby/aro/ace author of queer fiction, and we all admire their stunning productivity during the pandemic! Tami also writes as S.T. Lynn, London Kemaker, and Anna Morgan - and offers clarity for new writers on how to establish a brand with a particular name to make it easy for readers to find more of what they love. Their storylines feature queer characters, found families, and the happily ever afters we all could use more of in today's zeitgeist. … Continue...Episode 171 – Interview with Tami Veldura

Support this podcast in return for exciting perks: https://greatbigphotographyworld.com/ Join our online photography community to interact with this podcast guest, get access to fun photo contests, find inspiration daily, and much more! https://photographycourse.net/join/ In this episode, we talk about: - Anna Morgan's scientific background and how it has affected her photography - Tips for busy photographers who want to improve their skills consistently - Why photography is no longer just a luxurious hobby & much more! Check out Anna's work: Website: https://www.annamorgan.ca/ Instagram: https://www.instagram.com/annamorganphotographer/

Government jobs are plentiful, but there are fewer candidates than ever before. If you've wondered if you should apply for your local government, Find Your Dream Job guest Anna Morgan says the answer is yes. Working for your local government is a fantastic way to get involved in your community, and the opportunities for career growth are high. Local governments usually offer excellent benefits as well, according to Anna. Attending job fairs and networking with recruiters can help you find your next job in your local government. About Our Guest: Anna Morgan (http://linkedin.com/in/annabmorgan) is a senior recruiter at the City of Portland (https://www.portlandoregon.gov/bhr/).  Resources in This Episode: Learn more about open positions and the free trainings offered by the City of Portland by visiting www.portlandoregon.gov/jobs (http://www.portlandoregon.gov/jobs). From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume's expert writers. (http://macslist.org/topresume)

Anna Morgan blessing the Calgary airwaves, live in the booth (Worst Behavior Recordings)Playlist: HUSKIE - EverknowJake Robertz & Oli Orval - Deep Evening HighPink Panthress & Adam F - Break it off4A - Come 2 SeeDanny Goliger - DuneMister Slicktalk - Get me fucked upBurna - Speedy SkankTony Quatro - Siete Catorcen (Nikki Nair remix)Sully - 5ivesCocktail party effect - Lack of wrong formatAppleblim & Peverelist - Over HereBakey - YehBenton - Let me knowBell Curve & Strategy - Spacey (Doctor Jeep Remix)Logan, DJ ADHD, Nikki Nair - Whaa ft. LoganPatrik Cure - Whole Lotta (Club Edit)MC Marina - Vem Que Tem (2Pekes Remix)INVT & Coffintexts - No EntiendoClub Cab - Freaky NumberVolupturus & Jensen - EverythingPa Salieau - Informa (feat M11ionz)Estella Boersma - Final LapOakk - Gimme Dat

In this episode of Great Practices, I'm talking with Anna Morgan, recruiter by day and job search strategist by night. Listen in to this episode to get a recruiters view of the PMO and Project Management job prospects, what you can do to find a new position e (hint, it starts way before putting your resume together), what you should never do when looking for a job, and how to make the most of phone and virtual interviews. You'll also learn the relationship between your LinkedIn profile and your resume and that it's got to be more than just copy / paste. Plus, find out how Anna came up with #careerbff tag and learn how she became a rescuer of both dogs and careers! Want to get in touch with Anna? LinkedIn: https://www.linkedin.com/in/annamorgan-rp-recruiter-careerbff/ Website: https://www.annamorgancareerbff.com/

This podcast week's guests are Leander Howard and Anna Morgan. Leander shares how his business, Spark Your Resume, is not about resumes and cover letters but being a reverse recruiter for job seekers. He thinks many underestimate searching, networking, booking calls, interviews, and negotiating offers. Anna Morgan and I banter about the view from a […]

Episode 77: Today I sit down with nature photographer and writer, Anna Morgan, from British Columbia to chat about:Using photography as a tool to ask deeper questionsHow photography helps her to understand herself betterThe importance of observation in her approach to nature photographyThe concepts of finite and infinite play and how it applies to photography and lifeHow her intentional approach to photography helps her to pay attention and be more mindfulHer approach to creating photographs of natural abstracts and when she decides to use techniques like intentional camera movement or multiple exposuresHow to find nature all around us, even in urban areasOther ways to relate to nature and what is considered wildernessHow her masters research in conservation medicine has influenced how she approaches her photography and how she defines conservationSystems thinking in conservation, ecology, and environmentalismAnd a whole lot more!LINKS MENTIONED:Website: https://www.annamorgan.ca/ ***Use coupon code “OPS10” to get 10% off purchases until the end of November 2022***Follow Anna Morgan:InstagramVeroFacebookNote: Some of the resources below may be affiliate links, meaning I receive a commission (at no extra cost to you) if you use that link to make a purchase.Recommended Reading:Finite and Infinite Games, by James CarseThe Infinite Game, by Simon SinekThe Wholeness of Nature: Goethe's Way Toward a Science of Conscious Participation in Nature, by Henri BortoftArt and Fear, by David Bayles and Ted OrlandFull Show Notes***HAVE A QUESTION?Record a Question for Tidbit TuesdayLOVE THE OUTDOOR PHOTOGRAPHY PODCAST?Ways you can support the show:Buy Me a CoffeeLeave a Rating and ReviewSign up for the Outdoor Photography School NewsletterShare the show with others!CONFUSED ABOUT WHERE TO FOCUS?Download my FREE Hyperfocal Distance Made Easy EbookABOUT BRENDA PETRELLA (host)Learn more about meVisit my online portfolioConnect with me on Instagram

Anna Morgan is a senior at Furman University. Morgan recently just had a very successful Junior year at Furman,  winning two collegiate events, setting a new Furman Lady Paladin Individual and Team low-tournament and shooting up the rankings creating amazing opportunities. Outside of college, Anna placed 2nd in the 2021 North South Women's Amateur, received an invitation to the prestigious Augusta National Women's Am (ANWA), represented the U.S. in Arnold Palmer Cup, and qualified for the 2022 U.S. Women's Open at Pine Needles. Anna's success comes from great time-management, dedication to her craft, and a drive that propels her towards the top. In this episode Anna also answers student's questions in regards to: the positives of attending a smaller school, the differences between junior golf and college golf, fueling for tournaments, setting yourself apart from others, as well as how Anna has overcome slumps throughout her career. Last but not least, Anna talks about Furman's newly renovated practice facility, including the addition of the Davis & Faxon indoor practice facility donated by Furman Alumni, former President of Nike Golf, Cindy Davis, and 8x PGA Tour Champion, Brad Faxon.

This week's guest is Anna Morgan. Anna is a recruiter, LinkedIn Coach who has amassed over 20,000 followers, as well as a career transition coach, where she helps others navigate the daunting task of finding a new job. Anna is a recruiter by day, and a job search strategist by night. She was furloughed in 2020, but was able to take her 15+ years of experience and create her own “BFF Method.” In this week's episode, we discussed: The obstacles of ADHD To go to college or not Using your “Side Gig Skills” at work Importance of setting goals as an ADHD business owner Importance of building your LinkedIn confidence by commenting more Yoga as ADHD Therapy Much More! Please enjoy this week's episode with Anna Morgan. ____________________________________________________________________________ I am now in the early stages of writing my first book! In this book, I will be telling my story of getting into sales and the lessons I have learned so far, and intertwine stories, tips, and advice from the Top Sales Professionals In The World! As a first time author, I want to share these interviews with you all, and take you on this book writing journey with me! Like the show? Subscribe to the email: https://mailchi.mp/a71e58dacffb/welcome-to-the-20-podcast-community I want your feedback! Reach out to 20percentpodcastquestions@gmail.com, or find me on LinkedIn. If you know anyone who would benefit from this show, share it along! If you know of anyone who would be great to interview, please drop me a line! Enjoy the show!

Real estate agent Anna Morgan, of the Seattle-based Morgan Group, explains 1) how interest rates, inflation, and COVID is affecting the real estate market and 2) what buyers and sellers should know before a transaction.Anna was my real estate agent and help me go through an overwhelming and confusing process. I touched base with her to get her perspective on what's happening in the real estate market today: 1) How are inflation/interest rates affecting the market2) Are we in for a downturn? 3) What should buyers and sellers prepare for before going through the process? Also, we answer a reader's question: “Are we screwed? Are home prices going down because of economy and interest rates?”Please subscribe for future episodes and rate/review the pod. It helps us get feedback and lets other people find the show. Links: Morgan Group@morgangroupSign up for Wallet Street weekly briefingsAnna's recommendations: Just Mercy by Bryan StevensonEmbarrassed to AskCharlotte's recommendations: We Own This CityDisclaimer: The podcast does not constitute financial, legal, accounting, tax, or investment advice.

Anna Morgan is an approved dance tutor for the Imperial Society of Teachers of Dancing (ISTD). She runs a teacher training center-The Anna Morgan Dance where she tutors and offers a bespoke training course to teachers to gain their own teaching qualifications and works work with them to get their qualifications so that they can open up their own dance schools. In this episode, she discusses her life's journey as an approved dance tutor, her educator program where she trains and empowers teachers to get their own qualifications and empower young dancers to grow and develop into professional and happy dancers. Anna further details her desire for change within the performing arts industry stemming from a mindset change, and the great need to embrace technology within the dance industry. Other topics include: Anna Morgan's background Anna Morgan's roots for change Changing the starving artists narrative Knowing our worth Having the right mindset Anna Morgan's educator program Embracing technology 5-year vision How to get in touch with Anna Morgan Note to 16-year old self Anna Morgan's one ask The one thing not many people know about Anna Morgan Resources for Anna: Website Instagram Thank you for listening, So much ♥, Susanne Pointe To Rise links below: Facebook Instagram Website SMS Pointe To Rise –  +1 (310) 349-3873 We would love to hear your thoughts so please go leave a review or come join us in the Pointe To Rise Community here on Instagram |  Facebook

Best Tips On Building Relationships with Recruiters with special guest, Anna Morgan from Career BFF. Welcome to episode number 10!!!! This podcast is all about personal finance, careers, and side hustles as a multi-passionate person. Here are some of the topics we will cover in today's episode: Top tips on connecting with recruiters Using LinkedIn to create your personal brand Common mistakes recruiters see job seekers make Connect with Anna: https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fannamorgancareerbff%2F&data=04%7C01%7C%7C5090ce2c1eb74d48252a08d904e7be6e%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C637546215661483599%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=Nd7X9IdsiFlbc%2BxCgIqLd7hP3NpXNG6MjJp7AlxCbgQ%3D&reserved=0 (Anna Morgan | LinkedIn) Follow #careerbff Follow Instagram.com/annamorgancareerbff/ Join me on Clubhouse joinclubhouse.com/@annacareerbff  https://na01.safelinks.protection.outlook.com/?url=http%3A%2F%2Fwww.annamorgancareerbff.com%2F&data=04%7C01%7C%7C5090ce2c1eb74d48252a08d904e7be6e%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C637546215661483599%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=ihbUQovL48q7tF2MDZGYnXW%2B4UhD0NKoZ6ek6WrgM8k%3D&reserved=0 (www.annamorgancareerbff.com) Connect with me: IG: https://www.instagram.com/simply.eddi/ Tik Tok: https://www.tiktok.com/@simplyeddi (https://www.tiktok.com/@simplyeddi)? LinkedIn: https://www.linkedin.com/in/eddianarosen/ READ THE SHOW NOTES AND ACCESS ALL LINKS MENTIONED IN THE EPISODE:

Come listen to (g)hosts Chris & Nickey ramble about Britney Spears, some murderer, and Lake Ronkonkoma until the horses come drown themselves before diving deep into the well of Gore Verbinski's, The Ring (skip ahead to 37:19 to get right to us talking about the movie)! They circle a slew of topics, including eighth grade movie dates, pissy blue green filters, Rachel acting like Nancy Grace, Radio Shack, Anna Morgan's fashion choices, sleeping face down on a hard wood floor, and more! Follow Queer Horror High on Instagram and Twitter @queerhorrorhigh. --- Support this podcast: https://anchor.fm/queerhorrorhigh/support

(Season 2: Episode 12) The dynamic pairing from the FINAL match of the 2021 North and South Women's Amateur. Fresh off the speeches and the Awards Ceremony that took place in front of The Duece, the restaurant that overlooks the 18th green on Pinehurst No. 2, and with Putterboy trophies in hand…. Furman ACE, current Dins #1, and runner-up of this years event Anna Morgan… and the champion, hailing from Duke University, a future LPGA star in the making, and ultimate grinder… Gina Kim. This talk is the last installment from the North and South and hosts Alli & Jason Wiertel were getting a little sad thinking about how fast that time went in Pinehurst. But after listening to Gina and Anna it is safe to say Grow the Grind couldn't have wrapped things up in the land of Fox Squirrels any better. Gina & Anna are uniquely inspiring, and in such different ways. It's almost mind numbing when you listen to how they grew their skill set to such an elite level of performance in such vastly contrasting ways. Guess you will have to listen and figure that puzzle out on your own. Enjoy!!!

Anna Morgan is your CareerBFF and Job Search Accelerator Coach. Follow her on LinkedIn at Anna Morgan Visit her website at https://annamorgancareerbff.com (https://annamorgancareerbff.com) This podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacy --- Support this podcast: https://anchor.fm/orlando-haynes/support

Have you ever had a personal experience working with a recruiter? If so, chances are, it wasn't fun.Today's podcast episode will be a rerun of a LinkedIn Livestream, I did a couple of months ago for my #Gethired series where I spoke with Anna Morgan AKA Career BFF on what every job seeker should know when it comes to working with recruiters.In this episode, Anna shares many insights into how the world of a recruiter works including:How to find a headhunter that will connect you with the right employment opportunities The importance of properly vetting a recruiter and how to do itBest practices to following up with a recruiter without coming off as spammyAnna's “mirroring” approach to phone interviews that will help you crush them… and more!Here's what you should know about Anna Morgan:In 2000, Anna was a job seeker wanting access to corporate recruiters. NOW she is a

Anna Morgan is always such a treat to have any time she comes on the podcast! She is a constant and continual learner, she has such a great heart for the church and leaders, and I just count it as such a privilege to have her and her husband in our world. If you’re not familiar, Anna is on the executive team at City Church Chicago, is married to our friend John Morgan (if you haven’t listened to his most recent episode with us this past fall, it is worth your time to go back and listen to), and she champions women in ministry so well in many different ways. The one big question that we will try to answer in this conversation is, “How should I carry myself as a leader?” In Ephesians 4, the Apostle Paul tells us to “live a life worthy of the calling we have received.” If we are to lead others toward maturity, shouldn’t we be setting the example for that? And if we are, what does that even look like? At a time where it is more and more popular to view self as authority, it’s getting easier to forget that we are to submit ourselves to Christ in everything we do? We tackle these topics of authority, being authentic, and submission, but also get into some of these questions: Are you concerned with some of the conduct that you are currently seeing? What are you seeing from church leaders currently on social media that is concerning you? How important are seasons of prep? What have you observed from people (leaders especially) who create posts and online content that ends up showing a gap between themselves and their pastor? I hope and pray that this episode leaves an impact on you and leaves you wanting to put some extra thought into how you conduct yourself as a leader. Run strong this week, Brandon Resources: https://firmisrael.org https://israelu.org Ruth Haley Barton Pete Scazzero Leading From The Second Chair by Mike Bonem and Roger Patterson After the episode: How can you carry yourself differently this week as a leader? How can you live a life worthy of the calling you have received? How clean is your car? “Should my church have a say about what I post online?” SUBSCRIBE COMMENT LIKE & SHARE We want you in our tribe! Stay connected to all Leading Second has to offer: Website: leadingsecond.com Instagram: instagram.com/leadingsecond Connect with Brandon Stewart Facebook: facebook.com/brandonmstewart Instagram: instagram.com/brandonmstewart Leading Second is an extension of the Team Church tribe. For more information on Team Church Conference and One Day events, check-out teamchurchconference.com or search Team Church on Facebook.

Episode 42 is here and this time we invite the illustrious bass producer and event curator, Anna Morgan to the show.  Hailing from the Bronx, NY, the DJ, and producer has been melting the decks with her heavy hybrid bass tracks. Anna does it all-- from spearheading her own label called Worst Behavior Records to curating some major bass nights across the states like her infamous Heavy nights in NYC. Anna is so important to the culture because she continues to carry the torch for women in the bass scene and create spaces where female bass DJ and producers can thrive. Now based in Hawaii, Anna chats with Shannon about her Jamaican and Japanese roots, the importance of creating your own opportunities, and how her passion for curating events has opened up a realm of opportunities to showcase new female and LGBTQ artists coming up in the scene.Follow Anna Morgan - @annamorgan_djFollow Worst Behavior Recs - https://worstbehaviorrecs.bandcamp.com/Follow + Donate To Club Management - www.clubmanagementpodcast.com/Support the show (https://www.patreon.com/clubmanagement1)

Episode 42 is here and this time we invite the illustrious bass producer and event curator, @AnnaMorgan_DJ to the show. Hailing from the Bronx, NY, the DJ, and producer has been melting the decks with her heavy hybrid bass tracks. Anna does it all-- from spearheading her own label called Worst Behavior records to curating some major bass nights across the states like her infamous Heavy nights in NYC. Anna is so important to the culture because she continues to carry the torch for women in the bass scene and create spaces where female bass DJ and producers can thrive. Now based in Hawaii, Anna chats with Shannon about her Jamaican and Japanese roots, the importance of creating your own opportunities, and how her passion for curating events has opened up a realm of opportunities to showcase new female and LGBTQ artists coming up in the scene. Follow Anna Morgan - https://soundcloud.com/annamorgan_dj Follow Worst Behavior Recs - https://worstbehaviorrecs.bandcamp.com/ Follow + Donate To Club Management - www.clubmanagementpodcast.com/

On this edition of the official podcast of The Commons Dean Melissa Gresalfi talks about the importance of play. MCL's Anna Morgan delivers the Commons Calendar of events, and she has a great interview with sophomore and President-elect of the Vanderbilt Lambda Association Blue Gray.

Welcome to our NEW Podcast / Linkedin Live series, Let's Go Live with Jack Kelly! The goal of this one-of-a-kind series is to help you with your job search and advancing your career! Each week, host Jack Kelly will bring on educated Career Experts who will share their insights and give you inside tips on how to be successful in your job search! Make sure to use the hashtag #LGLJK​​​​ on social media if you have any questions or topics you want answered! Join Our Innovative Job Search Site: wecruitr.io/​​​​ Visit us on our socials! Linkedin: www.linkedin.com/company/wecr​​​​... Facebook: facebook.com/WeCruitr/?ref=br_rs Instagram: instagram.com/wecruitr/?hl=en Twitter: twitter.com/wecruitr​​​​ Reach Jack Kelly! Linkedin: www.linkedin.com/in/jackkelly​​​​... Twitter: twitter.com/wecruitr_io​​​ You can find Anna Morgan on Linkedin at https://www.linkedin.com/in/annamorgancareerbff/

Ever wondered what some alternatives to the Billy Graham rule could be so that women can still be developed as leaders as much as men can in the church? Anna Morgan has.  She not only has wondered, she has researched this topic and found some practical ways to address this issue so that women and men can both flourish in leadership spaces. Anna Morgan has been in full-time pastoral ministry for over twenty years. She has a background in worship and creative ministries and has been the executive pastor of the ministries of City Church Chicago, a ten-year-old multi-ethnic church in downtown Chicago, for the past five years. Anna is also a leadership coach and trainer, working to develop local church leaders around the US and Australia. Anna earned a masters degree in Global Leadership from Fuller Theological Seminary and is currently working on a doctorate of missiology at Fuller Seminary, doing applied research into the development of female leaders in local churches. Anna has been married to John Morgan for fourteen years and has three adult daughters. You can find her at City Church Chicago and on Linkedin and Facebook. Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen.  On Clubhouse @loriadbr. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook on Twitter at @loriadbr https://linktr.ee/aworldofdifference--- Mentioned in this episode:Do you want to go deeper?Join us in Difference Makers, a community where we watch and discuss exclusive content that truly makes a difference. Give us $5 a month (the price of a latte), and join in on the conversation with our host Lori and others who want to make a difference. We'd love to have you join us!PatreonJoin Difference MakersJoin us in our membership community for exclusive content for only $5/month at https://www.patreon.com/aworldofdifference. We go deeper with each guest, and it makes such a difference.PatreonThis podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacyPodtrac - https://analytics.podtrac.com/privacy-policy-gdrp

Ever wondered what some alternatives to the Billy Graham rule could be so that women can still be developed as leaders as much as men can in the church? Anna Morgan has.  She not only has wondered, she has researched this topic and found some practical ways to address this issue so that women and men can both flourish in leadership spaces. Anna Morgan has been in full-time pastoral ministry for over twenty years. She has a background in worship and creative ministries and has been the executive pastor of the ministries of City Church Chicago, a ten-year-old multi-ethnic church in downtown Chicago, for the past five years. Anna is also a leadership coach and trainer, working to develop local church leaders around the US and Australia. Anna earned a masters degree in Global Leadership from Fuller Theological Seminary and is currently working on a doctorate of missiology at Fuller Seminary, doing applied research into the development of female leaders in local churches. Anna has been married to John Morgan for fourteen years and has three adult daughters. You can find her at City Church Chicago and on Linkedin and Facebook. Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen.  On Clubhouse @loriadbr. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook on Twitter at @loriadbr https://linktr.ee/aworldofdifference --- Mentioned in this episode: Coaching Sept 22 Want to get unstuck and make a difference? Go to loriadamsbrown.com/coachnig for a free exploratory session. Patreon Support us for as little as $5/month at Patreon.com/aworldofdifference and receive exclusive audio content and free merch. This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy

Ever wondered what some alternatives to the Billy Graham rule could be so that women can still be developed as leaders as much as men can in the church? Anna Morgan has.  She not only has wondered, she has researched this topic and found some practical ways to address this issue so that women and men can both flourish in leadership spaces. Anna Morgan has been in full-time pastoral ministry for over twenty years. She has a background in worship and creative ministries and has been the executive pastor of the ministries of City Church Chicago, a ten-year-old multi-ethnic church in downtown Chicago, for the past five years. Anna is also a leadership coach and trainer, working to develop local church leaders around the US and Australia. Anna earned a masters degree in Global Leadership from Fuller Theological Seminary and is currently working on a doctorate of missiology at Fuller Seminary, doing applied research into the development of female leaders in local churches. Anna has been married to John Morgan for fourteen years and has three adult daughters. You can find her at City Church Chicago and on Linkedin and Facebook. Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen.  On Clubhouse @loriadbr. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook on Twitter at @loriadbr https://linktr.ee/aworldofdifference--- Mentioned in this episode:Do you want to go deeper?Join us in Difference Makers, a community where we watch and discuss exclusive content that truly makes a difference. Give us $5 a month (the price of a latte), and join in on the conversation with our host Lori and others who want to make a difference. We'd love to have you join us!PatreonJoin Difference MakersJoin us in our membership community for exclusive content for only $5/month at https://www.patreon.com/aworldofdifference. We go deeper with each guest, and it makes such a difference.PatreonThis podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacyPodtrac - https://analytics.podtrac.com/privacy-policy-gdrp

Ever wondered what some alternatives to the Billy Graham rule could be so that women can still be developed as leaders as much as men can in the church? Anna Morgan has.  She not only has wondered, she has researched this topic and found some practical ways to address this issue so that women and men can both flourish in leadership spaces. Anna Morgan has been in full-time pastoral ministry for over twenty years. She has a background in worship and creative ministries and has been the executive pastor of the ministries of City Church Chicago, a ten-year-old multi-ethnic church in downtown Chicago, for the past five years. Anna is also a leadership coach and trainer, working to develop local church leaders around the US and Australia. Anna earned a masters degree in Global Leadership from Fuller Theological Seminary and is currently working on a doctorate of missiology at Fuller Seminary, doing applied research into the development of female leaders in local churches. Anna has been married to John Morgan for fourteen years and has three adult daughters. You can find her at City Church Chicago and on Linkedin and Facebook. Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen.  On Clubhouse @loriadbr. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook on Twitter at @loriadbr https://linktr.ee/aworldofdifference --- Mentioned in this episode: Coaching Sept 22 Want to get unstuck and make a difference? Go to loriadamsbrown.com/coachnig for a free exploratory session. Patreon Support us for as little as $5/month at Patreon.com/aworldofdifference and receive exclusive audio content and free merch. This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy

Anna Morgan, Deputy Commissioner and head of legal affairs at the Data Protection Commission chats exclusively to Jess about the work the office is doing to keep kids safe online. Conor Kelly, founder of Zero Fog talks about his brilliant new invention.

Welcome to episode 199 of F-Stop Collaborate and Listen! This week on the podcast, I had a wonderful conversation with a landscape photographer living in Vancouver, British Columbia, Anna Morgan. Anna grew up in the United Kingdom but later relocated to Vancouver, BC to practice veterinary medicine. She recently sold her veterinary practice to pursue a Master's Degree and start a family. Through her Master's Degree, she decided to write her thesis on quite a fascinating topic: The Role of Photography and the Photographer in Conservation. The frameworks by which Anna used to frame her thesis have far-reaching application to understanding photographers, photography, and how we can think about each from varied perspectives. Anna was gracious enough to send me a copy of her thesis, which I read prior to our conversation. Anna and I discuss some interesting topics this week, including: The role of photography and the photographer in conservation, Content-driven themes including truth, experience, and beauty, and how these themes interplay with situated knowledge including emotions, interests, meanings, attitudes, beliefs, and values, How misrepresentation of truth in photography could hinder conservation efforts (and other impacts of misrepresentation), The importance of representation of women in photography and art and the roles women can play in addressing the climate crisis and other environmental issues, How Anna's thesis has helped me to understand and conceptualize how and why various photographers present their artwork the way they do in regards to digital manipulation, And lots more! Over on Patreon this week, Anna and I discuss the practice of Slow and Contemplative Photography and how it connects curiosity, creativity, and care for the environment. Here are the photographers that Anna recommended on the podcast: 1. Jo Stephen. 2. Lizzie Shepherd. 3. Melanie Collie. 4. Switchback Shawty / Cherisa Hawkins. Other items mentioned on the show: 1. The Project I'm excited about. I love hearing from the podcast listeners! Reach out to me via Instagram, Facebook, or Twitter if you'd like to be on the podcast or if you have an idea of a topic we can talk about. Join the discussion over on Nature Photographer's Network! We have weekly discussions about each episode of the podcast. It's also free! We also have an Instagram page and a Facebook page for updates. Thanks for stopping in, collaborating with us, and listening. See you next week. As a reminder, you can also support the podcast by shopping at B+H for your photography gear using our Affiliate Link.

Barry Jonsberg takes us into a world compromised by climate change where artificial intelligence is a necessary survival tool in, Catch Me If I Fall. Twins, Ashleigh and Aiden, as they mature, realize they have different perspectives about the privileged lives they are afforded in this new world. Mythological dangers lurk for four adolescents on schoolies week as they meet a stranger and venture onto an uninhabited island in Anna Morgan’s, 'Before the Beginning'. 

On today's show the big Christmas thank you continues Ray chats to Sally Creegan and Anna Morgan, Zig and Zag pop into studio, Ray has a catch-up with Damien Dempsey, we hear from Helen Kelly as she reads her insert from A Page From My Life and Neven Maguire is back with his cooking tips and recipes.

Anna was born in Sydney, but spent most of her childhood surrounded by mountains in Nepal and Tibet while her parents were part of an international community of health professionals. Navigating this cross-cultural life made her a curious observer of people, although most of her time was spent reading Enid Blyton and dreaming of going to boarding school. This did not cushion the shock of shifting from home-school in Tibet to an all-girls high school in Melbourne when her family returned to Australia. ALL THAT IMPOSSIBLE SPACE explores some of the intense and convoluted friendships that thrive in this setting. Anna completed a MA in Writing for Young People at Bath Spa University in 2015, and now lives in Melbourne with her husband. She works as a bookseller.

Unchained Co-founder Daniel Power is the mastermind behind the recent eruption of Drum & Bass in South China and has been defining, developing and elevating the Bass Music scene in South China for years now. From hosting epic monthly parties and China tours with stellar international headliners to launching Unchained Recordings with Lyndon Jarr in 2018, Daniel Power has completely transformed the Shenzhen scene in just a few short years. Regularly touring across cities throughout China and Asia, playing in both developed and emerging electronic music scenes, he is often the DJ of choice as a club headliner, festival ticket and or support for some of the scene’s most respected touring artists. Whether he is playing alongside legends such as DJ Zinc, Mala or Fabio, or being the drawcard artist in cities such as Shanghai, Seoul or Ho Chi Minh, Power’s name carries weight. Whilst once the resident DJ and Artistic Director for Shenzhen ‘super club’ Club Sector, he now partners with the infamous Oil Club, pushing forward the scene via events and the many activities of Unchained Asia with his dedicated crew. Artists he has supported or shared the stage with include: dBridge, Logistics, Danny Byrd, Dynamite MC, Fabio, Shimon, London Elektricity, Chimpo, Anna Morgan, Kabuki, Kode9, Fixate, Black Barrel, Royalston, DJ Zinc, A.Fruit, Sinistarr, Subp Yao, Makoto, Mala, Royal-T, Elijah & Skilliam, Flava D, Goth-Trad, Arkaik, DJ Randall, Kasra, The Prototypes, DJ SS, Stray, Addison Groove, Swindle, Madam X, and many more… Notable links: Unchained Mix Series : https://soundcloud.com/unchainedasia/unchained-mix-series-011-by-daniel-power DNB Dojo Mix : https://soundcloud.com/dnbdojo/dnb-dojo-mix-series-94-daniel-power Club Management Interview : https://soundcloud.com/clubmanagement1/club-management-with-daniel-power Daniel Power live in Seoul Korea : https://www.youtube.com/watch?v=MiQrnCQCuEA&t=63s Socials: Instagram: https://instagram.com/danielpowerdj https://instagram.com/unchained.asia facebook: https://facebook.com/unchained.asia soundcloud : https://soundcloud.com/unchainedasia bandcamp : https://unchainedrecordings.bandcamp.com/ full website : https://unchainedasia.com/

Unchained Co-founder Daniel Power is the mastermind behind the recent eruption of Drum & Bass in South China and has been defining, developing and elevating the Bass Music scene in South China for years now. From hosting epic monthly parties and China tours with stellar international headliners to launching Unchained Recordings with Lyndon Jarr in 2018, Daniel Power has completely transformed the Shenzhen scene in just a few short years. Regularly touring across cities throughout China and Asia, playing in both developed and emerging electronic music scenes, he is often the DJ of choice as a club headliner, festival ticket and or support for some of the scene's most respected touring artists. Whether he is playing alongside legends such as DJ Zinc, Mala or Fabio, or being the drawcard artist in cities such as Shanghai, Seoul or Ho Chi Minh, Power's name carries weight. Whilst once the resident DJ and Artistic Director for Shenzhen ‘super club' Club Sector, he now partners with the infamous Oil Club, pushing forward the scene via events and the many activities of Unchained Asia with his dedicated crew. Artists he has supported or shared the stage with include: dBridge, Logistics, Danny Byrd, Dynamite MC, Fabio, Shimon, London Elektricity, Chimpo, Anna Morgan, Kabuki, Kode9, Fixate, Black Barrel, Royalston, DJ Zinc, A.Fruit, Sinistarr, Subp Yao, Makoto, Mala, Royal-T, Elijah & Skilliam, Flava D, Goth-Trad, Arkaik, DJ Randall, Kasra, The Prototypes, DJ SS, Stray, Addison Groove, Swindle, Madam X, and many more… Notable links: Unchained Mix Series : https://soundcloud.com/unchainedasia/unchained-mix-series-011-by-daniel-power DNB Dojo Mix : https://soundcloud.com/dnbdojo/dnb-dojo-mix-series-94-daniel-power Club Management Interview : https://soundcloud.com/clubmanagement1/club-management-with-daniel-power Daniel Power live in Seoul Korea : https://www.youtube.com/watch?v=MiQrnCQCuEA&t=63s Socials: Instagram: https://instagram.com/danielpowerdj https://instagram.com/unchained.asia facebook: https://facebook.com/unchained.asia soundcloud : https://soundcloud.com/unchainedasia bandcamp : https://unchainedrecordings.bandcamp.com/ full website : https://unchainedasia.com/

Unchained Co-founder Daniel Power is the mastermind behind the recent eruption of Drum & Bass in South China and has been defining, developing and elevating the Bass Music scene in South China for years now. From hosting epic monthly parties and China tours with stellar international headliners to launching Unchained Recordings with Lyndon Jarr in 2018, Daniel Power has completely transformed the Shenzhen scene in just a few short years. Regularly touring across cities throughout China and Asia, playing in both developed and emerging electronic music scenes, he is often the DJ of choice as a club headliner, festival ticket and or support for some of the scene’s most respected touring artists. Whether he is playing alongside legends such as DJ Zinc, Mala or Fabio, or being the drawcard artist in cities such as Shanghai, Seoul or Ho Chi Minh, Power’s name carries weight. Whilst once the resident DJ and Artistic Director for Shenzhen ‘super club’ Club Sector, he now partners with the infamous Oil Club, pushing forward the scene via events and the many activities of Unchained Asia with his dedicated crew. Artists he has supported or shared the stage with include: dBridge, Logistics, Danny Byrd, Dynamite MC, Fabio, Shimon, London Elektricity, Chimpo, Anna Morgan, Kabuki, Kode9, Fixate, Black Barrel, Royalston, DJ Zinc, A.Fruit, Sinistarr, Subp Yao, Makoto, Mala, Royal-T, Elijah & Skilliam, Flava D, Goth-Trad, Arkaik, DJ Randall, Kasra, The Prototypes, DJ SS, Stray, Addison Groove, Swindle, Madam X, and many more… Notable links: Unchained Mix Series : https://soundcloud.com/unchainedasia/unchained-mix-series-011-by-daniel-power DNB Dojo Mix : https://soundcloud.com/dnbdojo/dnb-dojo-mix-series-94-daniel-power Club Management Interview : https://soundcloud.com/clubmanagement1/club-management-with-daniel-power Daniel Power live in Seoul Korea : https://www.youtube.com/watch?v=MiQrnCQCuEA&t=63s Socials: Instagram: https://instagram.com/danielpowerdj https://instagram.com/unchained.asia facebook: https://facebook.com/unchained.asia soundcloud : https://soundcloud.com/unchainedasia bandcamp : https://unchainedrecordings.bandcamp.com/ full website : https://unchainedasia.com/

Anna Morgan is a Producer, DJ, Label Head of Worst Behaviour Rec and Curator moving between LA and New York. She talks about what its like being a woman and a strong figure in the Music industry. She talks secret plug-ins and everything Bass music:) Anna Morgan is a DJ/ Producer/ Radio Host/ Curator/ Label Head. Her Label, Worst Behaviour Rec was listed by DJ Mag as one of the labels to watch out for in 2020 ! She is a strong headed woman, with inspiring stories, spreading the love with amazing music. --- Send in a voice message: https://anchor.fm/undergroundwithnida0/message

Anna is the founder of a growing Career Coach and Placement Service for those re-entering the workforce as well as those seeking lateral career transfers. Anna believes that bringing empathetic support and coaching, authenticity and vulnerability to your career search is vital and effective. She plays a crushing game of Brand Culture Trivia against Host Mark Mosher and her enthusiasm provides great insight and value for everyone. Visit Anna on LinkedIn: https://www.linkedin.com/in/annakmorgan/ (https://www.linkedin.com/in/annakmorgan/) RATE THIS PODCAST at https://ratethispodcast.com/BRANDOLOGY (https://RATETHISPODCAST.COM/BRANDOLOGY) Subscribe! Get New Content! Music by PC-One, Ketsa, PIPE CHOIR through FMA. MrThe Noranha, Euphrosyyn, Evreytro, Joao Janz from FreeSound. This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy Support this podcast

Anna is the founder of a growing Career Coach and Placement Service for those re-entering the workforce as well as those seeking lateral career transfers. Anna believes that bringing empathetic support and coaching, authenticity and vulnerability to your career search is vital and effective. She plays a crushing game of Brand Culture Trivia against Host Mark Mosher and her enthusiasm provides great insight and value for everyone. Visit Anna on LinkedIn: https://www.linkedin.com/in/annakmorgan/ RATE THIS PODCAST at https://RATETHISPODCAST.COM/BRANDOLOGY Subscribe! Get New Content! Music by PC-One, Ketsa, PIPE CHOIR through FMA. MrThe Noranha, Euphrosyyn, Evreytro, Joao Janz from FreeSound. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/branditpodcast/support

On this episode of the Who Ya Know Show: Trevor, Mark & Foster speak with the CEO of Spacee, Skip Howard about his experience when hiring one of the WYK Summit attendees. We also unpack several job search strategies & best practices with JFS Career Coach, Jason Hopper & CareerBFF Owner, Anna Morgan.

Anna and Morgan have been together for 15 years and they've developed an extraordinary relationship. But how did they get there? What is the foundation of their strong relationship? What did their journey look like? In this episode of My Extra Mile, Anna + Morgan share how they developed their relationship and what ‘life together' looks like for them. You will want to hear this episode if you are interested in...   What ‘life together' means to Morgan + Anna Building an extraordinary relationship on unconditional trust Why “Self-love” isn't woo-woo but vitally important Internal motivation is the driving factor for change Why you NEED to nail down your shared values The difference between a belief and a value Why people attract the wrong men or women An exercise: Look at your non-negotiables together A life lived 100% together    Anna + Morgan do ALL of life together. They work from home together, they work out together, and they travel the world together. Morgan jokes that the only reason they don't have kids yet is because he doesn't like going to the gym alone.   Has it always been easy? Of course not. Things were toxic when they were young and in the “party” phase of their life. They're careful to point out that they're not perfect and their life journey is unique to them.   You simply have to know what you want. Anna knew from the time she met Morgan that he was always going to be in her life. They failed forward together and held each other through the lowest of the lows. They've navigated the highs together as well.   They've had so many ups and downs. Morgan has spent many nights on the couch. But they've gotten to a beautiful stage in their 30's. They don't really fight—they disagree, then they're over it. But how did they get there? Unconditional trust + Self-love   Morgan points out that their relationship is built on unconditional trust. He trusts Anna with his life. Whatever is going on, they always come back together. They know that they can't live without each other in their lives. They're a team, a unit, lovers, & best friends. They take those responsibilities seriously.   But they also love themselves—and unconditional love for yourself spills over into your relationships. You have to feel whole in yourself first to feel whole in a relationship. As you learn to love and trust yourself more, your relationship can flourish. Anna loves the quote by Maya Angelou: “I don't trust people who don't love themselves and tell me, 'I love you.'”   People run into issues because they look for motivation from external circumstances or other people. External factors can be motivating, but the motivation for real and lasting change—physical or otherwise—has to come from within.   Because Anna and Morgan strive towards becoming their own powerful individuals their life together has become sweeter and more grounded. But they admit it's a journey. You NEED alignment on core values   What are your shared values? If your highest value doesn't align with your significant others, the simple truth is that you probably won't work out. That's not saying you have to agree on everything—because that's not how relationships work. But your life-values need to align and adapt together. You can have separate growth journeys, but they need to intersect.   Morgan's example is Protestants and Catholics: Their core beliefs are completely different, but their values are the same. You need to sit down and hash out what your values are together. For Anna and Morgan, the things that matter most to them—honesty, integrity, humor, and trust—bind them together.   So how do you develop an extraordinary relationship? How do you find out if your values align? Anna and Morgan state you need to determine your values.   Determine your values by taking Dr. DeMartini's Value Determination Test. Most people think they know where their values lie and then find out they were dead wrong. It's perfectly fine—but it's better to know. You can then navigate and work out your life around your values. If your relationship is in turmoil and you're at a crossroads, nail down your individual values. If they don't intersect, it may be time to move on.   Anna and Morgan share other resources that they believe impacted their relationship positively—be sure to listen for their recommendations. Connect with Anna + Morgan Anna + Morgan's podcast: https://officialanythinggoes.podbean.com/ Anna + Morgan's Website: https://annaandmorgan.com/ Anna on Instagram: https://www.instagram.com/annarose_richards/ Connect with David T. S. Wood Follow David on Facebook: https://www.facebook.com/davidtswood Follow David on Instagram: @DavidTSWood Follow David on Twitter: @DavidTSWood1      

This podcast features the songs “We Preach Christ"(Steve Pettit Evangelistic Team) and "Almighty Lamb"(Zach Pope & Anna Morgan) as well as Part 2 of the message "Why The Church is Essential" given by Pastor Stephen Pope from the pulpit of Calvary Baptist Church(Union Grove, NC)

What does legacy income really look like in network marketing? If you have a killer first year, should you expect that to continue? In this episode of My Extra Mile, David T.S. Wood chats with Anna and Morgan Richards about network marketing. More specifically, they talk about why it's not treated like a legitimate profession and what can be done, and misconceptions about how network marketers make income. If you've been on the fence about network marketing, this is the episode that could change your mind. You will want to hear this episode if you are interested in...   Anna and Morgan's podcast: The Anything Goes Podcast Why many feel the need to legitimize network marketing Why network marketers don't have the courage to own their profession How networking marketing impacts your spouse The journey of leadership in network marketing The raw truth about building a legacy income Why network marketing made sense as a career move for Anna Why the network marketing industry is dominated by women How different ranks come into play and impact you Why YOU should go into network marketing Why network marketing is frowned upon by so many   Why are so many people turned off by network marketing? Because they think of the inexperienced or the worst examples of network marketers as the standard for the entire industry. People come into this wanting a change or transformation in their life, but they lack the experience. They don't have the training and understanding. People form an opinion on network marketers who are in their infancy. What do Morgan and Anna do differently with their teams? How does it make an impact? Listen to find out. Success is about showing up—no matter what   When Anna left a six-figure job and threw herself into network marketing, she was arguably not ready. But she got to work. She was training women in a profession she didn't know and learning alongside them. She learned that she needed to take the pressure off of her “title” and simply be present. It was about being in the trenches with everyone else and failing forward. It was about showing up no matter what. Building a legacy income isn't linear   Every business has natural peaks, valleys, and plateaus—network marketing is no different. Anna's first year—working harder than she ever has—she made $400,000. Every year since then, they've done approximately $200,000 or so a year. Anna's highest income was her first year. Why? Partially because of when she started in the year and how different events and promotions can amplify the income. But they've earned multiple six-figure incomes in network marketing for seven years. Dropping from $400,000 to $200,000 is a normal business cycle. It's a process of learning and a challenge to overcome.   That's why it's important to understand the natural cycle of building a legacy income. It's about building a foundation and developing a team. Morgan and Anna note that while you're building stability and a solid foundation, you should keep your life simple. Ride out the peaks and valleys as you build your legacy income, so you NEVER find yourself in a place of desperation. Anna and Morgan continue to discuss how different ranks impact you, why you shouldn't make drastic lifestyle changes, and why comparison will take you out of the game. Don't miss it.  Why should YOU go into network marketing?   Why should you say “Yes!” to network marketing? Anna and Morgan have spent six years figuring this out and they're grounded in it. Anna points out that it's not a matter of if you'll do network marketing—but when. Everything is becoming referral based. You're already doing it.   Morgan points out that approximately every 10 years or so, the economy lets us know that jobs and security can be volatile. It is a necessity to have something like this to give you breathing space to fall back on in times of desperation.   The more good people that can find their way into the profession will raise the tide for all ships. It will continue to legitimize network marketing. Financial wellbeing and longevity will become more important. Ai and robots can't do what network marketers do. It's about taking freedom to another level.   Why is the network marketing industry dominated by women? Why does Anna believe she was destined for network marketing? Listen to the whole episode for her story!   Connect with Guest Name Anna + Morgan's podcast: https://officialanythinggoes.podbean.com/ Anna + Morgan's Website: https://annaandmorgan.com/ Anna on Instagram: https://www.instagram.com/annarose_richards/ Connect with David T. S. Wood Follow David on Facebook: https://www.facebook.com/davidtswood Follow David on Instagram: @DavidTSWood Follow David on Twitter: @DavidTSWood1  

This podcast features the songs “10,000 Years"(Anna Morgan)and "Never Walk Alone"(Zach Pope) as well as Part 2 of the message "The Rapture of the Church" given by Pastor Stephen Pope from the pulpit of Calvary Baptist Church(Union Grove, NC).

This week's episode features the incredible Anna Morgan, career guru.Anna is fantastic at helping employees find the right fit for their next job. What does that have to do with the planet? A ton. Happy workplaces = Happy Planet When employees love the mission and vision of their company its a win for them, the business and the planet. Tune in to hear all about the staggering numbers showing that planet conscious business is the next New Earth Economy. You can find Anna Morgan thru her website, annamorgan.net or #careerbff. As always you can find me at Sherylguarniero.com or on LinkedIn or Instagram at sherylguarniero.

“Trauma is a fact of life. It does not, however, have to be a life sentence.” –Dr. Peter A. Levine I am delighted to shine a light on trauma in today’s episode of Divine Downloads. It couldn’t be more timely, especially during these unprecedented times. It is important to honor the needs of the mind, body, and spirit, they cannot be separated. Anna Morgan, Mental Health Therapist and Certified Clinical Trauma Professional helps explain what trauma is and provides tools about how people can work with their bodies to regulate their nervous system to feel safer and better manage their trauma. To Connect with Anna: 612-554 5899 www.medelatherapy.com https://www.linkedin.com/in/anna-morgan-ma-lpc-cctp-1770a626/ Lowering Anxiety in the Face of Covid-19: Video: https://youtu.be/jYCBj-rXY8U Resources: Minnesota Crisis Connection: 612-379-6363 Crisis Txt Line: 466-374-1741 Suicide Hotline: 800-273-8255 Suicide Safe Mobile App: http://store.samhsa.gov/product/suicide-safe Mindfulness App: https://www.peachmindfulness.com/ For those interested in learning more about Autonomic Physiology-Dr. Stephen Porges- Polyvagal Theory https://www.stephenporges.com/ Somatic Experiencing: https://www.therapy-mn.com/somatic-experiencing-ptsd/ About Anna Morgan: I work with individuals who have experienced trauma during childhood or as adults. Trauma alters brain function and our psychophysiology (the way in which the body and mind interact) leading to a variety of mental health disorders including anxiety, depression, addiction and personality disorders. I also conduct workshops for companies interested in improving relationships between their employees as a means to increase workplace productivity. My main approach to treatment is helping clients understand and manage their autonomic nervous system. When clients learn how to co-regulate and self-regulate, they can manage their symptoms, emotions, thoughts and behaviors more effectively. They also feel safer in their bodies which improves their relationships and sense of self. I am passionate about psychophysiology and neuroscience. I use these sciences to help clients develop self-compassion and understanding of their symptoms. When clients understand how the body naturally copes with traumatic events in order to survive, they are able to normalize their symptoms helping to dissipate the shame and guilt that accompanies trauma. My goal as a therapist is to provide a nurturing and safe space where clients can explore the deepest parts of themselves and begin the healing process. I hope this episode offers some insight or resources that will help you on this journey. I am sending so much love, peace, and healing to all those on the front lines and your family members. In gratitude, Lisbeth

Amelia Westlake meets My Favorite Murder in this debut from a terrific new voice in Australian YA. Combines a realistic story about high school drama and toxic friendship with true crime - the endlessly fascinating Somerton Man or Tamam Shud mystery. 15-year-old Lara Laylor feels like supporting character in her own life. She's Ashley's best friend, she's Hannah's sister-she's never just Lara. When new history teacher Mr. Grant gives her an unusual assignment: investigating the mystery of the Somerton Man. Found dead in on an Adelaide beach in 1948, a half-smoked cigarette still in his mouth and the labels cut out of his clothes, the Somerton Man has intrigued people for years. Was he a spy? A criminal? Year 10 has plenty of mysteries of its own: boys, drama queen friends, and enigmatic new students. When they seem just as unsolvable as a 60-year-old cold case, Lara finds herself spending more and more time on the assignment. But Mr Grant himself may be the biggest mystery of all... Interspersed with fictionalised snapshots of the Somerton Man investigation, ALL THAT IMPOSSIBLE SPACE is a coming of age novel exploring toxic friendships and the balance of power between teacher and student.

As 2019 draws to a close, Carly Wilford highlights some of the tracks that see out the end of an incredible year in music, with stand out tunes from Ikonika, Burial, Anna Morgan and Bicep.

You need to be on your own side before anyone else can be. This week Anna came on the show and sprinkled her wisdom after years of self-analysis, talking about failure as something that surrounds even the most mundane tasks. Apologies that the audio isn't perfect as the room we normally record in wasn't available. Please note: All opinions are our own, mild swearing.

In this episode, we continue our series on Millennials in Ministry. We are joined again by Nicole Smithee, Pace Hartfield, & Anna Morgan as they wrestle through leadership in our digital spaces. We feel that, as leaders, it’s important we engage on social media platforms and use them for the glory of God. At the same time, there are very real traps and pitfalls we must avoid. Join us as we discuss how we engage with others on digital platforms and examine our own hearts in the process. Welcome to Season Two of the Leading Second Podcast. This podcast releases every Thursday morning. Show Credits: Host and Creator: Brandon Stewart Producer: Clarke Burton Content: Crystal Creglow Music: SUBSCRIBE COMMENT LIKE & SHARE We want you in our tribe! Stay connected to all Leading Second has to offer: Podcast: itunes.apple.com/us/podcast/leadi…d1352176626?mt=2 Website: leadingsecond.com Instagram: instagram.com/leadingsecond Facebook: Leading Second Forum www.facebook.com/groups/1763432817304646 Connect with Brandon Stewart Facebook: facebook.com/brandonmstewart Instagram: instagram.com/brandonmstewart Twitter: twitter.com/brandonmstewart Leading Second is an extension of the Team Church tribe. For more information on Team Church Conference and One Day events, check-out teamchurchconference.com or search Team Church on Facebook.

In this episode, we continue our series on Millennials in Ministry. In this episode we are joined by Nicole Smithee, PacehHartfield, & Anna Morgan for a challenging discussion on leading in today’s digital world. Social media has allowed comparison and inauthenticity to become a pandemic of the Millennial and Z generations. We can admire and honor what other people bring to the table, but there is a difference between admiring and mimicking them and then missing out on who you were created to be. Don’t miss this episode. If you’re a leader in today’s digital world, this one is for you. Welcome to Season Two of the Leading Second Podcast. This podcast releases every Thursday morning. Show Credits: Host and Creator: Brandon Stewart Producer: Clarke Burton Content: Crystal Creglow Music: SUBSCRIBE COMMENT LIKE & SHARE We want you in our tribe! Stay connected to all Leading Second has to offer: Podcast: itunes.apple.com/us/podcast/leadi…d1352176626?mt=2 Website: leadingsecond.com Instagram: instagram.com/leadingsecond Facebook: Leading Second Forum www.facebook.com/groups/1763432817304646 Connect with Brandon Stewart Facebook: facebook.com/brandonmstewart Instagram: instagram.com/brandonmstewart Twitter: twitter.com/brandonmstewart Leading Second is an extension of the Team Church tribe. For more information on Team Church Conference and One Day events, check-out teamchurchconference.com or search Team Church on Facebook.

1 Lack of Light (Original Mix) // Dense & Pika 2 Teaser (Original Mix) // CIREZ D 3 3-1 Tap Lush // Bjarki 4 Zeit (DEAS Remix) // Pan-Pot 5 Curveball (Original Mix) // Spektre 6 Let's Go Dancing (Adam Beyer Remix) // Tiga, Audion 7 Swinging Chords (Original Mix) // Uto Karem 8 I Feel the Music (Original Mix) // B.Traits 9 Bang (Original Mix) // Tiger Stripes 10 Chemistry (Original Mix) // Pig&Dan 11 Varpulis (Original Mix) // Charlotte de Witte 12 Heroes (Original Mix) // Nocturnal Sunshine 13 Lock Arf // Section Boyz 14 Young Blood (Original Mix) // Headland 15 Zero Shift (Original Mix) // Ago 16 December Dub (Original Mix) // Conner Thomas 17 Wuff (Original Mix) // Sepia, DubApe, Scooped 18 Diagon Alley (Original Mix) // Rez 19 Deja Vu (Eazy Baked Remix) // Caspa 20 Dirty Daddy (OAKK Remix) // Great Dane 21 Aleph // Gesaffelstein

The Rewind gets the signature spooky treatment of Bell Curve as she sits in with host Veda and brings that Worst Behavior Records sound. Anna Morgan drops a

@veda brings by @annamorgan_dj and @joenicedj to shake the foundation of @dash_radio with tunes from their labels @worstbehaviorrecs and @gourmetbeats

Season One Ep. 004 // Anna Morgan (City Church Chicago) on UNCOMMON Leadership as a Millennial Navigating ambition in ministry as a young leader can be challenging. In this episode, Anna Morgan shares incredible wisdom and insight on the pitfalls that many young leaders face. Welcome to Season One of the Leading Second Podcast. This podcast releases every Thursday morning. SUBSCRIBE COMMENT LIKE & SHARE We want you in our tribe! Stay connected to all Leading Second has to offer: Podcast: https://itunes.apple.com/us/podcast/leading-second-podcast/id1352176626?mt=2 Website: leadingsecond.com Instagram: instagram.com/leadingsecond Facebook: Leading Second Forum https://www.facebook.com/groups/1763432817304646 Connect with Brandon Stewart Facebook: facebook.com/brandonmstewart Instagram: instagram.com/brandonmstewart Twitter: twitter.com/brandonmstewart Leading Second is an extension of the Team Church tribe. For more information on Team Church Conference and One Day events, check-out teamchurchconference.com or search Team Church on Facebook.

Institute of Advanced Legal Studies Information Law and Policy Centre's Annual Conference 2017 Children and Digital Rights: Regulating Freedoms and Safeguards Keynote address Anna Morgan

Anna Morgan se consideraba una persona muy leída, hasta que descubrió la "masiva ceguera cultural" en su librero. Entre una multitud de autores Ingleses y estadounidenses, había muy pocas obras de autores más allá del mundo de habla inglesa. Así que se estableció un reto ambicioso: leer un libro de todos los países del mundo en el transcurso de un año. Ahora llama a los anglofílicos a leer obras traducidas para que los editores trabajen más duro para traer joyas literarias extranjeras de nuevo a sus tiendas. Explora los mapas interactivos de su viaje por la lectura aquí: go.ted.com/readtheworld

In 1868, raids by hostile Indian bands on the western frontier increased as the white population of Kansas swelled after the Civil War and railroads were built father west. George Armstrong Custer and the 7th U. S. Cavalry were assigned to pursue the Indian tribes to their winter camps and force them to return to the reservations. In Kansas, Governor Crawford quickly raised a volunteer regiment, then decided to resign from office and lead the 19th Kansas Cavalry himself. They joined Generals Sheridan and Custer shortly after the attack on Black Kettle's Village. The troops accompanied Custer on his mission to retrieve two Kansas women, Anna Morgan and Sarah White, who had been abducted during the fall. George Jenness, the commander of Company F of the 19th Kansas, wrote this account of the winter expedition based on his diaries.