Podcasts about Anonymous

The Anime Addicts buckle down for some fireworks and also a retro retrial! We revisit some old anime and reassess there they stand! Then, it's time for a weird romance anime (?) MarriageToxin! You can support the podcast in the following ways: Patreon: www.patreon.com/AAAPodcast Discord: www.AAADiscord.com Subscribe: www.aaapodcast.com/join Donations: www.aaapodcast.com/donate Thank you for your generosity and kindness

Our friend Anonymous starts us off today with a reminder about communist/authoritarian propaganda and equates the TV networks' refusal to cover the President's speech last week to an insidious form of message control. Indeed - people cannot unite around a message they never receive. Even CNN's Michael Smerconish is slamming his own company for silencing Trump's message about China stealing the identities of 220 million Americans. Which reporters/anchors was the CCP paying to present negative stories about Trump? Don't miss hour 3 for the answer.  

In this heartbreaking yet crucial episode of Locating the Lost, we sit down with Christy, the sister of Brenda Gail Lambert, to shine a light on a case that has remained unsolved for over three decades.On July 26, 1992, 22-year-old Brenda Gail Lambert celebrated her son's first birthday at her home in Bluewell, West Virginia. It should have been a day of joy and milestones. Instead, it was the last day Brenda was ever seen. Shortly after the party, Brenda vanished without a trace, leaving behind her two young children, her family, and a cloud of unanswered questions that still haunts Mercer County today.Join us as Christy shares intimate memories of her sister, the devastating impact of the sudden disappearance, and the relentless, 34-year battle the family has fought to keep Brenda's name alive and uncover the truth. Someone knows what happened that July evening. It's time to bring Brenda home.

Taylor Swift Today with Lyla: the honeymoon is on, the newlyweds have vanished — and the wedding still won't stop making headlines. This week a genuine war broke out over whether the wedding of the century was fabulous or, per some anonymous guests, kind of tacky. The complaints: a buffet instead of a sit-down dinner, an hour-long luxury raffle, and vows that ran twenty minutes each. The pushback came from people willing to attach their names to it. Plus the secret dog nobody knew about, the loveliest story about the man who stood beside Taylor at the altar, and a little more on the dress.

I hope you all enjoy these stories... but.. some are very dark and disturbing! it took me a while and narrated and edited all of these myself!check pinned comment for dark stories you may want to skip! I AM NOT AI!!!!I AM VERY VERY REAL.

Dax and Monica talk to Armcherries! In today's episode, Armcherries tell us about a crazy stalking story.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's Mailbag Friday! You've got questions, we've got answers. Segment 1 • Anonymous asks: Should we leave our church if our pastor regularly makes major decisions without the other elders? Segment 2 • Justin asks: Can a husband and wife biblically lead a co-ed Bible study together? Segment 3 • Anonymous asks: Is it a good idea to witness to phone scammers? • Anonymous asks: Should Christian teenagers date? If so, when? Segment 4 • Wyatt asks: Does a recurring struggle with pornography disqualify a man from serving as an elder? • Anonymous asks: If sincere Christians interpret the Bible differently, how can we know who's actually right? ___ Thanks for listening! Wretched Radio would not be possible without the financial support of our Gospel Partners. If you would like to support Wretched Radio we would be extremely grateful. VISIT https://fortisinstitute.org/donate/ If you are already a Gospel Partner we couldn't be more thankful for you if we tried!

Welcome to The Dark Paranormal.Fot our second episode,we've opted to use Anonymous's" experience as more of a short-meets-discussion around both potential hereditary hauntings and 'abilities', and an alternate view on the use of a ouija board.It's a "mulling over the darkness" which in truth was needed to hone some skills (i.e prove content can be delivered on the day regardless of video) and also allows a breath before next weeks first of our "3-6-9" episodes, which I'm planning on being the start of this seasons much needed first shift up the gears as the video aspect settles down.Stay safe,Kevin.We're giving a full weeks trial of our Patreon away! Just head over on the link below and away you go!www.patreon.com/thedarkparanormalIf it's not for you? Simply cancel before your trial expires, meanwhile enjoy FULL access to our highest tier, and thank you for being the best listeners by miles.By making the choice of joining our Patreon team now, not only gives you early Ad-Free access to all our episodes, including video releases of our new Patreon only show "After Dark", you also get full access to the Patreon only podcast, "Dark Bites".Both shows release each and every week, even on the down time between seasons. There are already well over 240+ hours of unheard true paranormal experiences for you to binge at your leisure. Simply head over to:www.patreon.com/thedarkparanormalTo send us YOUR experience, please either click on the below link:The Dark Paranormal - We Need Your True Ghost StoryOr head to our website: www.thedarkparanormal.comYou can also follow us on the below Social Media links:www.twitter.com/darkparanormalxwww.facebook.com/thedarkparanormalwww.youtube.com/thedarkparanormalwww.instagram.com/thedarkparanormalOur Sponsors:* Check out Acorns and use my code acorns.com/darkparanormal for a great deal: https://www.acorns.com* Check out BetterHelp and use my code betterhelp.com for a great deal: https://www.betterhelp.com* Check out BetterHelp and use my code betterhelp.com for a great deal: https://www.betterhelp.com* Check out Shopify and use my code shopify.com/darkparanormal for a great deal: https://www.shopify.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

anonymous sources have made this quite the weekSee omnystudio.com/listener for privacy information.

Send us Fan MailWelcome to the Serious Privacy podcast, where Paul Breitbarth, Ralph O'Brien, and  Dr. K Royal, discuss a week in privacy. And we discuss some of the hot topics including an European Data Protection Board (EDPB) we also look at the EDPB guidelines on anonymisation, and Web scraping, including data dimensionality - which we looked up live! We also discussed Prince Harry's privacy lawsuit in the UK - spoiler alert, he lost. And Meta up so some shenanigans. Come join the fun!As we enter the summer months, the world of data protection and privacy legislation continues to evolve, especially in the UK and EU. In this post, we'll explore the latest updates surrounding the UKs Information Commission and the ongoing changes affecting its governance.  If you have comments or questions, find us on LinkedIn and Instagram @seriousprivacy, and on BlueSky under @seriousprivacy.eu, @europaulb.seriousprivacy.eu, @heartofprivacy.bsky.app and @igrobrien.seriousprivacy.eu, and email podcast@seriousprivacy.eu. Rate and Review us! From Season 6, our episodes are edited by Fey O'Brien. Our intro and exit music is Channel Intro 24 by Sascha Ende, licensed under CC BY 4.0. with the voiceover by Tim Foley.

BS Section and House Keeping Discord Server geekoholics.com/discord/ Hosts - Dayne, Jacob  Whatcha Been Playing? Denshattack! Cat Quest 2 Disney Dreamlight Valley: Honeyglow Woods SoulFrame News: Cross Platform / PC / Misc Dead Space creator Glen Schofield is retiring after 35 years The PS4 and Xbox One versions of Dying Light: The Beast have been cancelled Compulsion Games invites partners to collaborate with it after going independent Palworld sees huge surge in concurrent players after the release of Version 1.0 Nintendo  FromSoftware's The Duskbloods confirms Network Test dates Nintendo's next major Lego set is a $200 Donkey Kong arcade machine PSA's: Epic Games Store Freebies: Echo Generation Midnight Edition, Luto Nintendo has released a Yoshi and the Mysterious Book demo Free 4 All SuperGirl The Sheep Detectives Anaconda 2025 Jurassic Park Live at the Symphony Steam Machine Alternative - Old build becoming new. Mr Squiggle Museum display Intro/Outro Music: Geeky Beat – @johnsbernardo Help support the show: - Subscribe to our Twitch channel http://twitch.tv/geekoholics - Please review the show (bit.ly/geekoholics) on Apple Music, Apple Podcasts and to share with your friends. Reviews help us reach more listeners, and the feedback helps us to produce a better show. Join our Discord server: CLICK HERE

"Listen more than you talk." "Try to be as inclusive as possible." "Transparency at all times, especially in bad times." "The founder is the mood maker." "Leadership is all about providing clarity, providing direction, but also letting the individual get to that endpoint themselves."   Sean Travers is the Founder and Representative Director of MESHD, a Tokyo-based executive search firm specialising in deep technology. The company works extensively with Japanese corporations operating in robotics, industrial automation, mobility, artificial intelligence, machine learning and other advanced engineering fields. Born in the United Kingdom and raised in Perth, Western Australia, Travers began his career selling large-scale capital equipment to the mining and resources sector. The work involved multimillion-dollar transactions, extensive travel to remote mining sites and direct negotiations with tough, highly practical decision-makers. This environment shaped his early commercial instincts, resilience and results-oriented leadership style. After marrying his Japanese wife and starting a family, Travers moved to Tokyo more than 20 years ago. With limited Japanese-language ability and few obvious career options for a foreign professional at the time, he entered recruitment. He subsequently built a career in specialist executive search, including establishing the Japan operation of a global energy recruitment company. The 2015 oil and gas downturn became a defining moment. Despite the Japan business performing well, Travers was instructed by overseas headquarters to decide within 24 hours which employees should be terminated. The experience convinced him that even a successful local leader remained vulnerable to decisions made by distant executives. He eventually launched his own company with several long-standing colleagues. Over the following decade, Travers expanded beyond conventional executive search. His businesses have helped establish and incubate specialist recruitment ventures, including firms focused on software, chemicals and hospitality. His leadership journey in Japan has required him to move from a highly directive, perfectionist management style towards a more inclusive approach built on listening, transparency, autonomy, trust and cultural adaptability.   Sean Travers' leadership journey in Japan began far from Tokyo's corporate offices. Raised in Western Australia, he learned to sell multimillion-dollar capital equipment in the mining and resources industry. Success depended on abandoning formal appearances, visiting remote worksites and earning credibility with blunt, experienced equipment operators. It was a demanding commercial education that rewarded toughness, directness and persistence. Those qualities later helped Travers succeed in executive recruitment, but they also created leadership challenges. After moving to Japan more than 20 years ago, he entered the recruitment industry and eventually took responsibility for teams and entire business operations. His initial approach was highly prescriptive. As a perfectionist, he expected employees to follow the methods that had worked for him. Team members with similar personalities often performed well, but many others struggled. Feedback from his manager and trusted friends forced Travers to reconsider his assumptions. Leadership could not be based on expecting everyone to respond to the same instructions, pressure or communication style. He gradually became more attentive to individual differences, emotional reactions and the need to adapt his expectations. This remained compatible with accountability, but it required him to separate high performance standards from unnecessarily militant behaviour. Leading Japanese employees created another layer of complexity. In meetings, employees might nod, indicate understanding and appear to agree, only for Travers to discover later that they did not understand, support or trust the direction. He learned that setting a clear objective was not enough. Leaders must ask questions that confirm understanding, create alternative channels for feedback and consult trusted internal colleagues who can explain how a message was actually received. This awareness also influenced the way he recruited people into his own company. Joining a new boutique recruitment firm involves considerable perceived risk, especially in Japan, where candidates may consult family members and carefully assess a company's stability. Travers found that trust could not be created through a single persuasive interview. Some candidates required regular discussions over 18 to 24 months before they were ready to join. Rather than continually selling the opportunity, he shared honest updates about clients, target industries, business progress and organisational challenges. His commitment to the team was tested during COVID-19. When revenues fell, Travers and his leadership group chose salary deferments rather than headcount reductions. Travers personally went without a salary for approximately two and a half years. The decision reflected both loyalty and commercial logic. Experienced recruiters require considerable time and investment before becoming productive, and rebuilding the team after the recovery would have been expensive and disruptive. Transparency became central to maintaining engagement. However, Travers does not interpret transparency as disclosing every concern to every employee. Leaders must judge which information should be shared across the organisation and which should remain within the leadership team. The purpose is to provide enough truth for employees to understand decisions without creating unnecessary fear or instability. As the company grew, Travers also had to create opportunities for quieter employees to contribute. Weekly all-hands meetings were useful, but the same confident people tended to speak. He therefore began arranging individual lunches and conversations with team members who were less likely to contribute publicly. Anonymous surveys and live digital voting also provided safer channels for candid feedback. The company's culture evolved with its needs. Its early atmosphere was highly sales-driven and dominated by aggressive dealmaking. Travers recognised that a business composed only of competitive "hunters" would struggle to attract the broader mix of people needed for sustainable growth. Team lunches, off-sites, greater financial visibility and discussions about employees' backgrounds and ambitions helped create a more balanced environment. Travers believes the founder's behaviour has a disproportionate impact in a smaller company. The founder becomes the organisation's "mood maker". A leader who arrives visibly discouraged or negative can lower the energy of the entire workplace. Leadership therefore includes the discipline to demonstrate constructive energy even during difficult periods. His advice to new foreign leaders in Japan is grounded in this experience: listen more than they talk, include people without placing them under uncomfortable pressure and remain transparent, particularly when circumstances deteriorate. Japanese-language ability helps, but it does not guarantee success. Character, attitude, discipline and the willingness to understand people matter more. Ultimately, Travers defines leadership as establishing the destination and providing the emotional support, clarity and guardrails that allow others to reach it. Leaders should give employees autonomy, trust them to perform and provide direct feedback when they deviate. The leader sets the endpoint, but the individual must have room to determine the route. Q&A Summary What makes leadership in Japan unique? Leadership in Japan requires close attention to what is not stated directly. Travers discovered that apparent agreement in a meeting may not represent genuine understanding, commitment or trust. Japanese employees may nod, acknowledge an instruction and avoid openly challenging a senior leader, while privately remaining uncertain or unconvinced. This makes confirmation essential. A leader cannot simply deliver a clear message and assume it has landed. Questions must be used to test understanding without creating embarrassment. Trusted internal supporters can also provide valuable insight into how particular employees interpreted the discussion. Indirect feedback is especially important. Travers has used respected colleagues to speak privately with employees and uncover concerns that might never be raised in a formal meeting. This resembles a practical form of nemawashi: gathering reactions, identifying resistance and building alignment through quieter conversations before expecting visible consensus. Trust also takes time. Employees and candidates may evaluate not only the leader but also the organisation's long-term stability. Consistent behaviour, repeated contact, honest business updates and a willingness to acknowledge mistakes are more persuasive than a polished recruitment pitch or inspirational speech. Why do global executives struggle? Global executives often struggle because they transfer a leadership formula that succeeded elsewhere without adapting it to the people or context in Japan. Travers initially relied on the direct, forceful style he had developed in Western Australia. He assumed that employees would succeed by following the same methods that had produced his own results. This approach worked with a minority of employees who shared his temperament, but it was ineffective for many others. The experience demonstrated that leadership success is not automatically transferable. The leader must adjust communication, coaching and expectations according to the individual. Foreign executives may also misinterpret politeness as commitment. A meeting can appear successful because no one objects, yet employees may leave without believing in the decision. Executives who dominate discussions, speak too quickly or fail to invite quieter voices may unknowingly suppress the information they need. Another common mistake is treating Japanese-language proficiency as the primary solution. Language is useful, but a fluent executive who lacks humility, emotional intelligence or cultural awareness can still fail. Attitude and behaviour determine whether language becomes a bridge or merely another tool for issuing instructions. Is Japan truly risk-averse? Travers' experience suggests that caution in Japan is often rational rather than inherently risk-averse. A candidate considering a boutique recruitment company must evaluate whether the organisation will survive the next economic downturn. Recruitment is cyclical and frequently acts as a canary in the coal mine: hiring freezes arrive early when an industry begins to weaken. Employees may also seek advice from parents, grandparents, former colleagues or trusted senpai before changing jobs. From a Western perspective, this can look excessively conservative. From the candidate's perspective, however, employment decisions affect family stability, professional reputation and long-term security. Travers responded by extending the courtship process. Some potential hires remained in conversation with the company for 18 to 24 months. During that period, he did not merely sell the role. He provided evidence about the company's clients, industries, performance, challenges and direction. The COVID-19 response also demonstrated how leadership can reduce uncertainty. Rather than cutting employees immediately, the company introduced salary deferments and preserved the team. This decision created risk for the founder, who received no salary for approximately two and a half years, but it provided greater security for employees and positioned the organisation to recover without rebuilding its workforce. What leadership style actually works? Travers advocates an adaptive style that combines direction, accountability, empathy and autonomy. His early top-down approach was too rigid. Over time, he learned that empathy does not require abandoning standards and accountability does not require brutality. The leader must first clarify the endpoint. Employees need to understand where the organisation is today, where it intends to be in the future and which outcomes define success. The leader then provides guardrails and emotional support while allowing individuals to determine how they will reach the destination. Inclusion is also essential. Leaders should actively invite participation from people who do not naturally dominate meetings. Travers uses individual lunches, direct questions, anonymous surveys and live voting to gather ideas from a wider cross-section of the company. He also believes that leaders should explain the reasoning behind decisions, especially when acknowledging mistakes. Employees may disagree with the conclusion, but understanding the decision-making process increases respect and trust. Admitting an error does not necessarily diminish authority. When combined with ownership and a credible explanation, it can strengthen leadership credibility. How can technology help? Technology can create safer and more democratic channels for employee input. In traditional meetings, seniority, confidence and communication style can determine whose ideas are heard. The same employees may repeatedly raise their hands, while quieter people remain invisible. MESHD has used anonymous post-event surveys and real-time digital voting to overcome this limitation. Employees can express support or opposition without being identified publicly. This allows the organisation to measure sentiment more accurately and reduces the pressure to follow the most senior or outspoken person. Technology does not replace personal leadership. Travers still values one-to-one lunches, informal conversations and feedback gathered through trusted colleagues. Digital tools are most effective when they complement human relationships and provide additional routes for honest communication. The broader lesson is that decision intelligence improves when leaders diversify their information sources. Formal meetings, private conversations, anonymous data and operational results each reveal different aspects of organisational reality. Leaders who rely on only one channel risk making decisions from incomplete information. Does language proficiency matter? Japanese-language ability helps foreign leaders communicate, form relationships and understand more of what is happening around them. Travers speaks Japanese and considers it an advantage. However, he does not believe that language proficiency guarantees leadership success. Character, attitude and discipline matter more. Employees observe how a leader responds under pressure, whether commitments are honoured, whether mistakes are acknowledged and whether the leader listens sincerely. These behaviours build or destroy trust regardless of vocabulary level. A leader who speaks imperfect Japanese but demonstrates respect, curiosity and consistency may be more effective than a fluent speaker who assumes language ability provides complete cultural understanding. Fluency can help a leader access information, but it cannot substitute for humility or good judgement. Foreign executives should therefore study Japanese while also developing deeper listening skills. They need to notice hesitation, indirect disagreement and the absence of expected follow-through. Communication success should be measured by shared understanding and action, not by the leader's ability to complete a conversation in Japanese. What's the ultimate leadership lesson? Travers' central leadership lesson is that the leader provides clarity and direction without controlling every step. The organisation may be at point A today and aiming for point Z in two years. The leader must define Z, explain why it matters and create the conditions in which employees can move towards it. Those conditions include emotional support, trust, autonomy and honest feedback. Employees should know the guardrails and performance measures, but they should also have room to use their judgement. When they make mistakes, the leader must respond directly and constructively rather than taking back all control. Leadership also requires personal accountability. Travers learned to admit when decisions had produced negative consequences and to explain the reasoning that led to them. Employees generally responded with greater understanding than he expected. Finally, leadership is visible. In a smaller organisation, the founder's energy affects everyone. The leader becomes the mood maker, particularly during uncertainty. Listening, inclusion, transparency and constructive energy are therefore not occasional techniques. They are daily responsibilities that shape whether people trust the direction and choose to follow. Author Credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have also been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). In addition to his books, Greg publishes daily blogs on LinkedIn, Facebook, and Twitter, offering practical insights on leadership, communication, and Japanese business culture. He is also the host of six weekly podcasts, including The Leadership Japan Series, The Sales Japan Series, The Presentations Japan Series, Japan Business Mastery, and Japan's Top Business Interviews. On YouTube, he produces three weekly shows — The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews — which have become leading resources for executives seeking strategies for success in Japan.

Every edition of Answer Us Back features your responses to/observations upon previous episodes of AMT, some of them many many years old - but today's episode is packed to the rafters with what you had to say about our most recent episode, AMT419! Detta has baked a version of the Tom Cruise coconut-white chocolate bundt cake - "A lot of faff, but worth it."  Anonymous from the Allusioverse has actually eaten a cake gifted by Tom Cruise! Not the coconut bundt though - a lemon one, strong enough to taste "remarkably like having your taste buds bashed out". Mmm, great. A different Anonymous writes about the practice of film stars buying end-of-shoot gifts for all the crewmembers. Alastair in Kilmarnock gives some fun Scottish examples of stadiums being corporately renamed... ...and Mark tells us some of the creative approaches that stadiums have taken to cover up their usual corporate logos during the World Cup. Meagan in Oakland CA wonders when, if ever, it would be OK to wear her Houston Astros shirt from 25ish years ago which has the Enron logo on it? On the topic of which fun British vegetables Dan in Pennsylvania could grow on his farm, Emily in Canada is screaming, "King Edward potatoes!!!" Dan himself writes back, noting the ladybird fu**fest that was mentioned in AMT419. As well as buying ladybirds to sort out her garden's aphids, Isabel treats herself to a few praying mantis egg sacs, to enjoy a miniature horror show when they hatch. And Erica responds to the previous Answer Us Back, where we mused upon the potential disappointment of seeing one of us audio podcasters in the flesh. If AMTs 1-419 left you with lingering questions and opinions, share them with us for future episodes of Answer Us Back. And as always, send in your questions, in voicenote or written form, to answermethispodcast@googlemail.com. All new AMT420 will be in your podfeed on 30 July 2026.  Help keep AMT going by signing up at patreon.com/answermethis, where you can get an ad-free version of the show, monthly bonus bits, our video livestream Petty Problems, AND access to our ENTIRE back catalogue, including all our paywalled episodes, our special albums, and all the Retro AMT episodes. AMT is sponsored by: • Cozy Earth, luxurious bedding, sleepwear, loungewear, and towels for bath and beach. Shop at cozyearth.com and get 20% off using our code ANSWER. • Quooker, the the tap that does it all, from instant 100-degree boiling water to chilled, filtered, and sparkling water. Shop at quooker.co.uk and until the end of August, you can use our code ANSWER to get free installation and your free Quooker glassware set. • Taskrabbit, the online and mobile marketplace, available in the UK, that connects you with skilled, reliable local freelancers to help with everything from furniture assembly and home repairs to moving, gardening, and more. Get ahead of your to-do list with £10 off your first task at taskrabbit.co.uk or on the Taskrabbit app using our promo code ANSWER.  Learn more about your ad choices. Visit megaphone.fm/adchoices

NFL executives, coaches and scouts have spoken—and the Houston Texans' defense is one of the most respected units in football. Seth Payne breaks down ESPN's annual NFL position rankings and explains why Will Anderson Jr., Danielle Hunter, Derek Stingley Jr., Azeez Al-Shaair, Kamari Lassiter, Calen Bullock and Jalen Pitre are earning league-wide recognition. Are the Texans actually being underrated despite all the praise? On offense, the conversation shifts to C.J. Stroud. Why did he receive so little support from league evaluators after two seasons, and what will it take to change that perception? Seth explains why a rebuilt offensive line, an improved running game and better red-zone efficiency could completely reshape how the NFL views Houston's franchise quarterback. Plus, thoughts on Nico Collins' ranking, Dalton Schultz's outlook and why the Texans could have far more offensive stars represented in these rankings a year from now. Subscribe, rate and review the podcast, and follow along all season for Texans analysis on Bleav in Texans. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Wherein we piece it all together.  Saw into our inbox: gwritersanon@gmail.com  Connect with our Facebook page (Ghost Writers, Anonymous).  

Anonymous questions. One dad. One son. Completely different answers. In this episode of Sheena Interrupted, TRID and Jae take on anonymous questions submitted by viewers. They weigh in on relationships, friendships, parenting, awkward conversations, roommates, and everyday life. From "nothing's wrong" arguments and dreaming about your ex to embarrassing sneakers, meeting your girlfriend's parents, snoring spouses, roommate drama, and more, no topic is off limits.#SheenaInterrupted #Podcast #Marriage #Relationships #Parenting #Family #DadVsSon #AnonymousQuestions #ComedyPodcast #LifeAdvice

A listener question opens up the topic of natural ways to make your penis bigger and how to gain confidence back in the bedroom after your body has an injury or physical change. This one is for every man who has felt locked out of his own body.   If you are a man navigating physical changes, erectile challenges, or body confidence, you will learn what actually drives blood flow and erection quality, how your nervous system is working against or for you in intimate moments, and five things you can do starting this week. Get your own FirmTech Performance Cock Ring at https://myfirmtech.com/ and use code NAKED15 for 15%  

Hosts Pastor Robert Baltodano and Pastor Lloyd Pulley Question Timestamps: Richard, email (2:19) - Is it normal to doubt your salvation? Tammy, email (4:45) - Does the Holy Spirit still provide the gift of interpreting dreams? Thalmer, NJ (6:34) - How does a knee or hip replacement affect your resurrected body? Tom, NJ (7:48) - What does "the wealth of the wicked is stored up for the just" mean for a believer today? Gayle, email (10:40) - Does being cremated mean that a believer won't be in heaven? Sam, email (11:57) - Should churches have sign language interpretation during service? Joan, email (12:43) - Can you explain 1 John 3 verse 2? Sam, DE (20:12) - How do I properly fast? Ed, VA (25:51) - How do I help my family reconcile after a fracture? Peter, email (33:42) - How did the magicians in Egypt replicate the miracles from God? Did they have some power from demons or the devil? Andrea, email (35:13) - Does "ask and it will be given to you" contradict God getting weary of certain prayers? Jane, NJ (38:54) - Should I leave my husband after discovering he is lying about doing drugs and watching porn? Anonymous, FL (42:41) - As an adult, how do I best relate to a parent who is negative or unkind to their children? Michael, email (46:24) - How Biblical is the concept of love at first sight? Charlie, email (51:11) - Can you explain the gap theory? Richie, NY (53:26) - Does a baby that dies in the womb go directly to heaven, since they didn't have an opportunity to sin? Ask Your Questions: Call: 888-712-7434 Email: Answers@bbtlive.org

Managing blended families and relationships between children and new partners is not always easy. That being said, many people manage to build beautiful blended families, bringing together children, parents and partners. Unfortunately, that is not always the case, as seen in this week's Asking For A Friend on Breakfast with Martin Bester. This week, Anonymous wrote to Breakfast with Martin Bester, saying that her partner treats his children better than he treats hers. Not sure what to do, she asked the team and our listeners for advice. This is what they had to say.

I hope you all enjoy these stories... but.. some are very dark and intense! it took me a while and narrated and edited all of these myself!check pinned comment for stories you may want to skip! I AM NOT AI!!!!I AM VERY VERY REAL.

Every leader wants employees to speak up—but if you constantly find yourself saying, "I wish someone had told me sooner," your open door policy may not be working the way you think. In this episode, Dr. Brianna Armstrong and Phoebe Valdez unpack why simply telling your team your door is always open isn't enough to create psychological safety. They explore the hidden power dynamics that make employees hesitate to speak honestly, why leaders often hear the truth only during exit interviews, and how great leaders intentionally create environments where feedback feels safe. You'll learn practical ways to move beyond passive accessibility and build a culture where your team feels comfortable sharing concerns, solving problems together, and helping your hospital continuously improve. In this episode, we discuss: Why open door policies often fail  The hidden power dynamics every leader needs to understand  How employees perform a "risk calculation" before speaking up  The difference between accessibility and psychological safety  Why exit interviews reveal what leaders should have known all along  Practical ways to invite honest feedback  How curiosity—not defensiveness—builds trust  Simple leadership habits that create healthier teams   Key Takeaways An open door policy doesn't automatically create trust.  Psychological safety must be intentionally built.  Employees often filter feedback because of the inherent power imbalance.  Leaders should actively seek feedback instead of waiting for it.  Anonymous surveys and regular one-on-ones provide safer opportunities for honesty.  Curiosity is more powerful than defensiveness.  The best cultures normalize disagreement and collaborative problem-solving.  Listening before solving strengthens relationships and often leads to better solutions.   Memorable Quotes "Just because the door is open doesn't mean people will walk through it." "People don't stay silent because they don't care. They stay silent because they're doing a risk calculation." "The information was always there. The environment wasn't." "Great hospitals don't avoid conflict. They get curious about it." "The quality of your leadership is hidden inside the feedback people are afraid to give." "Stop telling your team your door is open. Show them." Resources Mentioned ✅ Anonymous Culture Survey Template: https://docs.google.com/forms/d/1duOs1X1CmlLXlum74OLTnzuO2SOeyeJ2DIP4rCJNfMc/copy Call to Action If this episode challenged your thinking, send it to another leader who's trying to build a healthier workplace. Then try this with one team member this week: "What's one thing we could be doing better that you think I don't see?" Resist the urge to explain or solve the problem. Simply listen. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  

Rob Hart is the author of The Medusa Protocol, Assassins Anonymous, The Paradox Hotel, The Warehouse, and the Ash McKenna crime series, and the co-author of Scott Free with James Patterson. He's worked as a book publisher, a reporter, a political communications director, and a commissioner for the city of New York. Hart lives in Jersey City. Visit his website at https://robwhart.com/ Spies, Lies and Private Eyes is copyrighted by Authors on the Air Global Radio Network #authorsofinstagram #authorinterview #writingcommunity #authorsontheair#suspensebooks#authorssupportingauthors #thrillerbooks #suspense #wip#writers#writersinspiration #books#bookrecommendations #bookaddict #bookaddicted#bookaddiction #bibliophile #read#amreading #lovetoread #terrencemccauley#terrencemccauleybooks #bookouture #thrillers #thetwilighttown #RobHart #ThreeHitmenandaBaby

What if everything you believed about one man's childhood sounded too unbelievable to be true?Today we proudly bring you the story of a male survivor. Male survivor stories have been rare on this channel, making this interview all the more important.In this powerful conversation, Anonymous Italian shares a life that seems almost impossible to comprehend. He grew up in a town where spies, Nazis, Russians, the military, and the mob all intersected. His uncle had connections to Nazis and Operation Paperclip, while his father was a low-ranking member of the mob.Although his Catholic mother came from a loving Italian family, she placed him in an Episcopal church where he says he became part of Project Artichoke. For years, he struggled to understand the fragments of his past. When he finally confronted his mother as an adult about the sexual abuse he endured, her response was one of anger, telling him never to speak of it again.This interview follows Anonymous Italian as he pieces together a life filled with secrets, trauma, and unanswered questions. Whether you're a survivor, a helper, or simply seeking to understand the complexities of trauma, this conversation offers a remarkable look at one man's journey to make sense of the unimaginable.Thank you for joining us. If this interview is meaningful to you, please consider subscribing, sharing it with others, and leaving a respectful comment below.Only God Rescued Me exists to give survivors a voice, educate helpers, and point people toward hope and healing through Christ.Only God Rescued Me:Website:https://www.onlygodrescuedme.com/Contact Lisa:lisa@onlygodrescuedme.comTo help support this podcast: Become an OGRM Support Angel on YouTube ($4.99 per month): https://www.youtube.com/channel/UCXudcfKU-b6NtSQphUOstRA/joinSpotify Subscriber ($2.99 per month): https://creators.spotify.com/pod/profile/lisa-meister/subscribePayPal @Lisa453Venmo @lisameister4242 Square https://square.link/u/kQLAozvVBuy Me a Coffee https://buymeacoffee.com/onlygodrescuedme.com

Dax and Monica talk to Armcherries! In today's episode, Armcherries tell us about an animal attack.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's Mailbag Friday! You've got questions, we've got answers. Segment 1 • Eric asks: Can even the most notorious false teachers truly repent and be forgiven? • Anonymous asks: What should a husband do when his wife suddenly wants to leave their longtime church? Segment 2 • Should you stay and work through concerns with your church, or is it time to leave? (Continued from Segment 1) Segment 3 • David asks: Whatever happened to Too Wretched for Radio? • Marion asks: Which Puritan authors are worth reading, and where should you start? • Merry asks: Which promises in the Bible actually belong to Christians today? Segment 4 • More on the Puritans. • Anonymous asks: How should Christians help someone struggling with psychosis? ___ Thanks for listening! Wretched Radio would not be possible without the financial support of our Gospel Partners. If you would like to support Wretched Radio we would be extremely grateful. VISIT https://fortisinstitute.org/donate/ If you are already a Gospel Partner we couldn't be more thankful for you if we tried!

In this episode, Steve Guerra and Patrick Young return from the English exile communities abroad to look at what happened to those who remained in England after 1066. They explore the persecution of native clergy, the forced replacement of the Anglo-Saxon church order, and the remarkable protest of the Anonymous of York, who saw England standing at a crossroads as Rome and the Normans reshaped everything. This is the story of how an older English Christian world was not only conquered, but systematically erased.Subscribe to Forgotten Christianity on Substack: https://forgottenchristianity.substack.com/ #HistoryOfThePapacy #ForgottenChristianity #NormanConquest #AngloSaxonEngland #ChurchHistory #MedievalHistory #AnonymousOfYork #GregorianReform #ChristianHistory #EnglishHistory Let us know what you think about this episode in the comments section below! Don't forget to subscribe to the podcast on the links below and on YouTube!Support the show and listen:Patreon: http://patreon.com/historyofthepapacyBuy me a coffee! https://buymeacoffee.com/historyofthepapacyBuy me a book: http://bit.ly/40ckJ8EYouTube: https://www.youtube.com/@thehistoryofthepapacyEmail Us: steve@atozhistorypage.comHow to listen: https://www.atozhistorypage.com/podcastListen on Spotify: https://open.spotify.com/show/7DelfggbL0Au4e3aUyWDaS Music Provided by:"Sonatina in C Minor" Kevin MacLeod (incompetech.com)"Funeral March for Brass" Kevin MacLeod (incompetech.com)"Crusade Heavy Perfect Loop" Kevin MacLeod (incompetech.com) Agnus Dei X - Bitter Suite Kevin MacLeaod (incomptech.com)Licensed under Creative Commons: By Attribution 3.0 Licensehttp://creativecommons.org/licenses/by/3.0/See omnystudio.com/listener for privacy information.

BS Section and House Keeping Discord Server geekoholics.com/discord/ Whatcha Been Playing? Invincible VS. 07:40 Stride: Fates 16:43 Monopoly Star Wars Heroes vs. Villains  Ruffy and the Riverside

WARNING THIS EPISODE IS EXPLICIT!!! Mitsugi goes through some really fucked up mailbags! We discuss why some people seem to think nobody watches hentai anime, what some of the most desireable animation styles would be for hentai, what some memorable hentai are and more!! SUPPORT the Pod! www.patreon.com/AAAPODCAST

DAT podcast listeners loved this episode, so we're re-releasing it! The Dental A-Team is hearing a lot about practices' struggles with communication. In this episode, Kiera and Brit discuss ways to enhance communication in a practice, and even reach a breakthrough point. They touch on the following: Establishing ground rules of communication in your office Stop assuming everyone knows how to communicate How to bring up that you want to have better communication practice-wide And more Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera. And today we are bringing you something so special. I am so excited because this is one of our most popular episodes from the archives. Whether you're hearing this for the first time or catching it again, I am so excited because it's jam packed with a ton of takeaways that you can start using right now in your practice. We have released thousands, literally thousands of episodes. And I wanted to start bringing a few of these amazing episodes back for you. So I hope you enjoy. And as always, thanks for listening and I'll catch you next time.   on the Dental A Team podcast.   speaker-0 (00:32) And you guys, I have a really, really fantastic consultant on the podcast with me today. If you don't know her, you should get to know her. Her name's Brittany. ⁓ Britt has joined our team. Gosh, it's almost been a year rolling in on our year, and Britt is just a breath of fresh air on our team. She is somebody that inspires me, ⁓ pushes me to be a better consultant as well. So I'm super jazzed to bring Britt back on the show. Britt, how are you today?   speaker-1 (00:56) I'm good. Thanks for the introduction, Kiera. Always fun to hear what you have to say 'cause it's always delightful.   speaker-0 (01:02) I know. It's probably the best part of the whole podcast, actually. Like I just get a rave on our team on the podcast, which is something I definitely love. So Britt, you are a a unicorn of a human. It's kind of funny, guys. The way we interview consultants is pretty an in-depth process. Like we have an initial call, then you we encourage them to go through an online course, then we do a mock coaching call where they have to actually coach the consultants as if we were a team. And then typically we have them fly out and go to a practice with me to see if traveling's like in their DNA.   Because I've had a lot of people say I can travel and it just is not their thing. Like there are people who can travel and then there are people who like really can travel. And so Britt, you kinda like skated right through that. We interviewed you and it was just this like, yep, we're gonna hire her. And lo and behold, here you are a year later. It just I'm shocked at how great it worked out because you're just a dream and I love it. It worked out so well.   speaker-1 (01:54) But lo and lo and behold, I could actually travel.   speaker-0 (01:58) Well what I I did ask you the question of how many bags do you take when you travel? Because you can tell if somebody's a traveler or not a traveler. But yeah, you are a solid traveler. You and I we trend   speaker-1 (02:11) I've been stuck in a foreign country, yes. So I feel like that's a pretty good qualify qualifier.   speaker-0 (02:17) ⁓ but no guys, if you have not met Britt, Britt is one of the traveling consultants and offices genuinely love Britt. when I when she goes to offices, I love getting emails or text messages from those offices saying that Britt just knocked it out of the park. So today I'm excited, Britt. You are ⁓ really fantastic on this and you and I actually just consulted a practice together. I I need to stop saying we don't say each other that often because you and I actually do run into each other quite a bit on the road. ⁓   we do. It's pretty fantastic. So we were just at a practice together a couple of weeks ago and I thought this was such a cool thing that you did with this practice. So ⁓ just to give a little bit of a background, we were with a practice and communication was just a struggle, which I'm not going to lie, every single office. But you tell me if it's on your end, but every practice before we go visit them as the Dental A Team, we send out an anonymous survey. well it's actually an   Anonymous. It's not anonymous. We know who you are. So they it's it's branded. We know your name. ⁓ but it's a survey sent out to all the team members to find out what are their issues in the practice, things that they love about the practice. And I will tell you, without like it's happened a hundred percent of the time, at least one person says communication on every single office. So I know this is a big deal. Britt, how about for you? I absolutely   speaker-1 (03:37) Every time. Mm-hmm. And it comes up often. And I communication is a constant effort, which is why it comes up often, because it's so important.   speaker-0 (03:47) For sure. I mean, if you think about it, communication is what we do all day long, whether it's with our patients, whether it's with each other, whether it's with our spouses or our families, like communication is super important. I just think it's always interesting when people say communication, I feel like it's this really broad umbrella for problems. And I'm like, no, no, no. Like let's get to the nitty gritty. Is it communication on? Cause there's great communication, but I think it's just such a large, vast net.   that we cast that it's hard sometimes to pinpoint like what is the communication because I'll have practices that will over communicate. Everybody knows this, this, and this, and they still deal with communication. And so with this practice, ⁓ I think it was just a lot of missed expectations, which I found is typically the reason communication comes up. People are expecting or assuming other people will do something. And then when that's missed, that's when people get frustrated. And so it tends to fall back under communication. But Britt,   Take it away, you did a full team training with this office. It was kind of a retreat style, which I don't know what you've been doing right in this world. You're getting a lot of those retreat styles.   speaker-1 (04:48) I don't know either, but I'm glad it's working.   speaker-0 (04:51) So typically our style is like we go in, we'll consult. We're doing like hands on training with an office and then we usually do like a two hour meeting. But Britt's been getting a few offices that are wanting like these three to four hour meetings, which honestly as a consultant, that's like when you guys see your schedule and you just have like crown prep after crown prep after not crown prep, crown seat after seat after seat, where you're like, that's gonna be busy. That's like a four hour meeting for a consultant. I would equate that to like, Whoo, all right, it's gonna be busy.   But kind of walk us through with this practice and other practices. It just wasn't this one particularly, but kind of walk us through what you did to help enhance this communication and really bring some breakthroughs to this practice.   speaker-1 (05:30) Yeah, for sure. I think you you hit one really key point, which is expectations when it comes to communication. And I think the other thing that goes hand in hand with that when expectations aren't being met through our communication is then we start to lose trust with our team members. And we start to lose trust in communication. And so people really just start to shut down. And it's hard to kind of get that motor going again because everybody goes into a protective mode.   And so we're all just kind of walking on eggshells. We're nervous to have conversations that need to be had. And then it just starts to kind of spiral, unfortunately, into a place where we don't know how to get out of it. And so with this office, I was realizing that that's kind of where we were. We had hit the point where we've kind of lost our trust. We talked about some tools on how to have uncomfortable or crucial conversations with team members.   But they were just still really struggling to see like how does that actually go into play because it's kind of like I've been there, I've tried it and I got burned. So   speaker-0 (06:33) Well, 'cause like you said something that I thought was I've never thought about this. Because you said people lose trust and then we spiral downward. And I was thinking like, and what's bummer and also awesome is the only solution to it is communication. So the thing you've lost trust in is the key to your success and freedom and happiness. But if you lose trust in that, there's really nowhere else to go. Because if you're not communicating, things won't get better. So   I had never thought about like the thing that caused the problem is the thing that's going to get you out of the problem as well. But you have to really regain each other's trust. And you're right, it's kind of like, but how? I logically understand it. I conceptually can see this, but how is this really gonna work? And I thought you did a brilliant job of breaking down this how.   speaker-1 (07:20) Yeah. And so it comes down to like yes, at some point someone's gotta put themselves out there and be vulnerable to try it. And it can be really hard when we know there's old habits in play. So we kind of went back to the basics of communication to where we we created and it was with the team, we had their input. All right, what are our ground rules gonna be for communication? Kind of like our rules of engagement.   What are the things that all of us right here, right now today are gonna agree to so that we can feel more comfortable to start engaging conversations with each other that need to happen. And so we created it, we typed it out, everybody signed it. So we all agreed that we're gonna comply with those rules. And it's basic things that just needed to kind of be said and be put out there so that we know we're all on the same page, which are things like we're gonna give each other.   like the benefit of the doubt and give each other the benefit of the doubt, understanding that we're all coming with the best of intentions, right? We all care about this team, we all care about this practice, this business. And so we are ultimately having these conversations to solve things and to work together and to to make improvements. ⁓ some of the other rules we had in place are ⁓ we go talk to the person who can help us solve the problem.   Right. So a lot of times we when we start to lose trust, we'll go and talk about something with our our buddy or our friend that we trust. And at that point we're just gossiping and we're not actually having a conversation with someone who can actually help to solve the problem. So we're actually just feeding into the problem instead of solving anything. ⁓ some of the other rules we had are we speak respectfully, ⁓ which means in volume and tone. ⁓ so we control our volume, we control our tones so that our conversations are productive.   ⁓ we listen to each other, right? So we listen to what the other person has to say and we don't interrupt them. We hear them out. we also put into place, I think, if it gets too heated, like someone can call time out and we can step away for a minute, but we're gonna come back to that conversation that day to solve it, right? And we come together, whatever conversation we're having, we come come to solve it. ⁓ some other rules when someone comes to us with ⁓ a topic or something they want to discuss.   we always say thank you, right? Thank you for coming to me. Thank you for being willing to have this conversation, which also just helps to set the tone. So any team that's kind of struggling can come up with some of their own kind of rules of engagement, the the code of communication that we're gonna stick to and agree to. ⁓ so then we know those are the ground rules and I can be more comfortable, even if I've been burned in the past, to give my team members an opportunity to change and to start to have those conversations.   speaker-0 (10:12) I think it's really brilliant how you did this because hearing this, I wasn't actually there when you did this meeting.   But I know the team. And so what's cool is I can hear rules from different people on that team because sometimes I might not think it's super important to actually listen to somebody. Now you guys might laugh and be like, Kiera, whatever. And I'm like, I'm actually super intuitive 90% of the time and I can pick up on things very quickly. ⁓ and it's just come from years and years of training. But for Brittany, she might want me to actually like that's something super important because she never feels like I listened to her.   And so for all the team members to be able to put their rules into play in a safe place where we're just creating rules of communication with each other versus it being one on one. So it's the entire team working together, building it together. And I would say these are for teams like I think this is a really important like thing to do, no matter what size your practice is, no longer how long you've been in practice. As you were saying it, but it made me think of my family. Like you go to some people's homes and they have like our home rules.   Like we love each other. We have each other's back. And my family didn't technically have something like that. But I knew my mom always said, our home is a place where it's a safe place to be. Like so we wouldn't make fun of each other. We wouldn't yell at each other. Like it was a place like you can get made fun of all day long at school, but you know when you walk through those doors to my parents' house, it is a safe place that all of us are safe to be in. And I just thought like that's pretty much what you did with this practice is you created a spot and ironically, just knowing those things.   can actually fix a lot of the problems because now it's like, okay, great. We all know the rules of the game. ⁓ ironically, Tiffany gave me this really cool calendar and it has a quote. So every day I flip it. And today's quote it says, you have to learn the rules of the game and then you have to play better than anyone else. And I think with this, like, learn the rules of the game. Learn what and how to communicate. And then I really do love that this is play better than anyone else. So listen   better than anyone else does because what's going to happen is I'm not trying to elevate myself above you. I'm really going to listen to Britt and I'm going to listen to understand. I'm not going to listen to respond. Like let me hear what she's saying and then let me like also not come with heated heated emotions on this. Let me come to solve it. Let me come to to really have that. So I think it's important for practices like when you have this, I would say this is like core values two point   Because it's just helpful. We all assume that everyone knows how to communicate with each other, but they don't. We all come from different backgrounds, different lifestyles, different ways to communicate. In my family, it was always one of respect. And I you better believe if we burped at the table, we were doing twenty five push ups. Like I'm not kidding, like it was kind of a joke, but it was just it wasn't this like strict household, but it was one of very high respect. And so I just assume everybody does that. Like of course nobody would burp at the table, like you're gonna have to do push ups. Like obviously. But not   Obviously, people don't grow up the same way. So I thought it was really brilliant, Britt, that you did that. And I've heard from this practice that they've said that they do feel safer communicating with each other and we're rebuilding that trust. And I also think, if nothing else, sometimes I think our dental practices can be little like petri dishes of growth. Like they can teach us how to be different types of humans out in the world with our families, with our communities.   And in the practice, sometimes it's almost safer than even practicing on family members. So I thought you did a great job. Britt if if you were were a practice listening to this, like how would you even go about this? Because it's kind of an awkward thing to say, like, hey, I feel our communication's terrible in our practice and I wanna do this, but nobody else in the practice might think our communication's bad. So like how do you even go about like it's a super awkward conversation that needs to be had. So how do you even like broach this in a practice?   speaker-1 (14:02) Yeah. And I think it can even be approached from maybe it's not like that we've got a problem we've got to fix, maybe in this situation. Maybe it's like, hey, we want to create an environment where our team members felt comfortable being able to communicate and have conversations with each other. Right. So we want to work together and get everybody's input to kind of set some ground rules and help to give each other some guidance on how we can most successfully communicate with each other. And it might even be people who communicate well. Sometimes it's even just giving each other feedback of like, hey.   Pick your timing right, right? In the middle of the day when am running like crazy between room room from room to room, like probably not the best time to approach me about a conversation. I'm probably not going to give you my best response. So finding a time that works or even letting me know, hey, I need to have a conversation. Let's find a time to have it. Even working through just kind of some of those like tips for each other can be really helpful for a team. And it's amazing with teams, once you create the opportunity for them to give some input.   the things that start to come up. And there's usually even in a well functioning team, there's still usually feedback that a team member would love to give, but they haven't maybe had the right opportunity. And so by just creating the space for it, you'll be surprised at the input you get from your team members.   speaker-0 (15:18) For sure. As you said that I was like, all right, next traction meeting. Dental A Team's gonna write up our communication rules. Because as you said that, I was thinking, like, shoot, we've got a great team. We all communicate, in my opinion, really well. I feel like there's very little drama within our company because I just refuse to tolerate drama and our team knows like we will go toe to toe at any moment. And it is not a bad thing. Like, bring it out, hash it out. But for as you said that, I thought   There might be some team members on our team that aren't as outspoken, that maybe don't feel as comfortable and maybe they would have some input of how we can communicate better as a company and as an organization. And so I think even for those offices, like you said, that are high achieving, they do well, I think sometimes it's worth it to bring up and then make it very simple. I thought you did a good job, Britt, having it very simple. And for me, I'm thinking, hey, this is great, because this is great onboarding for people when they come onto our practice. Like this is how we communicate.   This is how we operate when we have issues and concerns because I think if we don't realize every practice has issues, every practice has an opportunity to grow and every practice is going to have miscommunication. Period. If you're a practice, you will have those issues and concerns. It's just do you have a plan in play of how we solve those? Or do you wait reactively and hope and pray that they sort it out or the wind shifts and changes and they'll come back happier tomorrow? But guess what? Those things sit and they boil and boil and boil until they'll explode.   And that's what we don't want to have. We want to be proactive versus reactive, especially right now when I think that there's more stress on practices than there ever have been before.   speaker-1 (16:54) Yep. And for practices, I think especially right now where we've had, you know, a shift, like there's been a lot of turnover in offices. It's just naturally happened. for offices that are really trying to one, either keep their culture or two, build a culture, this is one of those soft skills and those soft things that help you build your culture. It's a clear expectation that you guys stick to and that is expected of the team and that builds your culture.   speaker-0 (17:20) And I think it also I was thinking because I'm like, I'm sure there's some skeptics listening that think, okay, so what happens if they don't do it? And I'm like, you just got a freaking grading rubric of like, hey, this is what we've committed to. You signed your name on this dot. So you tell me what you think the solution to this problem should be. Like, I don't have to sit here and make it up. It's like, Britt, you committed to doing this. This is what your actions were. You have a very awesome opportunity to give me a good game plan of how you're gonna fix this moving forward.   And then if Britt chooses not to, guess what? This might not be her dream practice. But I think it it becomes a way easier way to hold a team member accountable and give them ownership because they've signed off on it. They created it. And now if they're choosing not to follow through, that's on them. They built this. You didn't build it. Your job is just to ensure everybody follows along with it.   speaker-1 (18:09) Mm-hmm. And then you can come up with a plan on on how to fix it, how to change it and how to grow it. Cause a lot of so often these things just like everybody has some unwritten rules and everybody grew up differently, right? Our skill levels skill levels are gonna be different when it comes to communication. And some people just really don't know how to make the change. So if you've got someone that's still tr struggling, then be able being able to sit and coach with them to really like   get to know them a little better, see what's making them tick, and give them some specific ways to help them improve.   speaker-0 (18:43) Absolutely. So I would say action item from here would be set up a meeting for like you heard, we have a full team traction meeting every single quarter. And so things like this that will take some building time. I mean, last time we did a team activity of take however many pieces of toilet paper you think you'd need for the meeting. Britt was the winner of that. Britt, how many squares did you take? Do you remember?   speaker-1 (19:07) I don't remember. It was a lot. Was it like I wanna say it was like twenty, but I feel like it was more than that.   speaker-0 (19:13) It   was so many. And what the rule of the game was was however many squares you took, you had to say something positive about yourself. So if Britt had over twenty, she had to write down twenty awesome things about herself and share. And Britt was like, Look, I thought we really had to use this for today. This is how much I needed. So then we turned it into a fun game that everybody only could use that many squares for the rest of the meeting. So you better you better pray you're not having to use much of the restroom time if you were Kiera and only chose I think like four squares. Honestly.   speaker-1 (19:41) See people, honestly.   speaker-0 (19:43) ⁓   but thinking, I know we do that every quarter. So this could possibly be the activity that we do as a team of like, let's write the rules of communication. Because I've heard and I think about relationships, like, don't wait until your relationship is in danger to to f to solve and proactively prevent problems. Like do it now while your relationship's great. Same thing with your practice. So whether you're on the side that's struggling on communication or you're on the side that you feel you've got a great culture that's humming along, either side of the spectrum, set a date.   right up the rules of communication, it really didn't take long. I would say probably plan about an hour of it. Have people think of like what what kind of rules of communication would we want here? Like if we had very productive communication, like for me, it's like no drama central. If you've got an issue, go to the person, talk about it, and solve it and move on. Like there is no blame, there is no judgment, but that's my my approach to it. That's how I tend to lead. But I think it's more than just leading, it's actually having it written. So I'd say, ⁓ all of you set a meeting, ⁓   write these rules of communication where everybody builds the rules of communication. Britt, what would you say? I'm thinking like less than ten rules because I hate too many rules. I'm like, gosh, like it can't be too many or otherwise. I'm not going to want to talk to anybody because I'll be like, shoot, I didn't say this or like I'm thinking like five or less. But what's kind of your take of how many rules you should have on there?   speaker-1 (21:00) Yeah, I say ten or less. Sometimes depending on the state of of the group, we need to define things a little bit more clearly. So you might need up to ten for some of our groups where it's like we really just need the core things down because we are functioning pretty well. It might be fewer.   speaker-0 (21:14) I would say less is more on this because you want people to feel like they can achieve it versus feeling like they can't say anything for fear that they're not doing it correctly. So set that up, type it up, print it out, have everyone sign on it. And then I would say add it to your onboarding. so when you do bring on new team members, they know it, they sign off on it as well. and then I'd probably review it maybe once a year, twice a year, whenever you feel like that communication might be slipping up a little bit. And I will promise you, signs of communication going down are team members who are frustrated.   ⁓ there's kind of like attitude in meetings or there's quiet in meetings. Oftentimes teams that don't feel safe will be very quiet. You'll have your few people that will chime in, but not the whole team's participating when it comes to group activities. Those tend to be my tail tall signs of like something's off when the body language has shifted, it's more closed off. They're very quiet in meetings. ⁓ and they're just kind of like a come in, don't really want to talk to anybody and take off.   Usually you know there's something going on with communication. Those are mine, but you have anything of like when communication is starting to suffer that are like your hey, we might need to fix this as just some quick like warning signs that you've seen beyond what I just said.   speaker-1 (22:21) Yep, I think you hit some important ones, frustration for sure. And I think you know when your team's just kind of general lack of engagement. and for some of our teams where we might have one person who's speaking up even when we ask, and they're like, Yep, nope, everything's fine. If it's my person that I know is usually more outspoken and they're the only one saying that, then I also know I've probably got something more going on. My quiet people just aren't wanting to chime in.   speaker-0 (22:45) Yep. So I think that that can help you guys. Like I feel like we really went over how to do this, what to do, what to look for. And I would say, ⁓ it's just I think it's more relevant right now. Like Britt said, tons of teams have transitioned and we've got a bunch of new people, which means a lot of opportunity to have miscommunication. So let's let's get that commution communication dialed in. That way you guys are proactive versus reactive. Britt, I love it. I love what you bring to the table and I love that you are such a   fantastic communicator. I think that's something you do very well. And you're also good at spotting problems and creating solutions. So thanks for bringing that to the table today. I loved it. Having me. Always. All right, guys. Go implement this. Get your communication on par. and if we can help you, if you're struggling and you want somebody to mediate, I thought it was helpful that Britt was there because sometimes it is hard to bring these things up if you don't have open communication. So if we can be helpful for you guys, facilitate some of those conversations, give us a call, email us. Hello.   speaker-1 (23:21) Yeah, thanks for   speaker-0 (23:41) Hello@TheDentalATeam.com. We'd love to help you out.   Kiera Dent (23:44) Dental A Team listeners, I hope you loved revisiting this episode as much as I did. I hope that you found the nuggets, the pearls. You can see why we re-released this one because I truly want you to take away the best of the best of the best of the best. This episode truly hopefully sparked some new excitement, gave you some new ideas. I know sometimes when I go back and I look back on things that I've learned in the past, I'm able to re-implement because like that famous quote says, no man steps into the same river twice because neither he is the same man.   nor is the river the same. You are not the same as you were before, nor is your practice the same as it was before. Different things, different ideas, same principles. And I really want to highlight and hopefully you took today that sometimes all we need to do is simplify and put into place or to refine things that we've already been doing really, really well. If you love this episode, don't keep it to yourself, share it with a colleague or leave us a review and help more practices find the Dental A Team podcast. As always, thanks for listening and I'll catch you next time on the Dental A Team podcast.  

I hope you all enjoy these stories.it took me a while and narrated and edited all of these myself!check pinned comment for stories you may want to skip! I AM NOT AI!!!!I AM VERY VERY REAL.

In the spring of 1989, twenty-year-old Charles Horvath-Allan arrived in the Canadian city of Kelowna, British Columbia.  Like so many young backpackers, he was chasing adventure. He picked up odd jobs, met new people, and settled into a campground near the shores of Okanagan Lake.Then one day, he was simply gone.His tent was still standing. His clothes were still there.  His passport, his photographs, and nearly everything he owned had been left behind. But Charles was nowhere to be found.There would be rumors whispered around town.  Anonymous letters delivered under mysterious circumstances.  Stories, allegations, and claims that people knew exactly what happened but were too afraid to talk.Listen as we dive into Canada, the case of Charles Horvath-Allen, and how to stay alive on vacation.Do you have a story to share? Send your email to lasttrippodcast@gmail.comWe're on YouTube: https://www.youtube.com/@TheLastTripPodcastFollow us on IG: https://www.instagram.com/thelasttripcrimepod/And join our Patreon: https://www.patreon.com/TheLastTripPodcastTheme Music by Roger Allen DexterSources:https://locate.international/missing-people/charles-hovarth-allanhttps://www.missingpeople.org.uk/help-us-find/charles-horvath-allan-93-000325https://www.leedsbeckett.ac.uk/blogs/school-of-humanities-and-social-sciences/2021/05/charles-horvath-allan/https://www.cbc.ca/news/canada/british-columbia/u-k-mom-has-new-hope-of-finding-out-what-happened-to-her-son-30-years-after-he-disappeared-in-b-c-1.5705896https://www.cbc.ca/news/canada/british-columbia/we-re-still-searching-for-answers-mother-determined-to-solve-30-year-old-case-of-missing-son-1.4846262https://www.ucfiles.com/Files/0052.phphttps://www.gofundme.com/f/the-final-search-for-charleshttps://www.kamloopsbcnow.com/watercooler/news/news/Kelowna/GoFundMe_started_in_last_ditch_effort_to_find_Charles_Horvath_who_disappeared_without_a_trace_in_Kelowna_34_years_ago/https://www.kelownadailycourier.ca/news/article_275a9a59-3a2a-4ea0-a132-cbde7bc7d25f.htmlhttps://www.pentictonnow.com/watercooler/news/news/Kelowna/Cold_case_Why_did_Charles_Horvath_disappear_32_years_ago/https://www.facebook.com/media/set/?set=a.10208108684851860&type=3&comment_id=10213856605946295https://www.facebook.com/missingcharleskjhorvathhttps://saobserver.net/2018/09/28/revived-inspiration-in-kelowna-cold-case-investigation/https://www.reddit.com/r/UnresolvedMysteries/comments/iev5x1/charles_horvathallan_has_been_official_declared/

Hosts Pastor Robert Baltodano and Pastor Lloyd Pulley Question Timestamps: Discussion with guest Pastor Bern Eslava of Calvary Chapel Lower Manhattan (1:16) Brian, email (7:50) - Do you believe we are living in the end times? What makes today different from yesteryear? Camille, email (10:22) - When the sacrifices are reinstated during the Millennial Reign, will this be done as a memorial? Nigel, NY (12:06) - What was the best way to evangelize to people that smoke weed? Lucinda, YouTube (16:40) - My friend is a nurse. She had to give a kid a hormonal shot. Should she do this as a Christian? Anonymous, RI (20:45) - Have I committed the unforgivable sin? What would happen if I did? Donna, email (35:44) - Has Satan been cast out of heaven so that he doesn't have access to God's throne? Or will this happen at the Rapture? Tom, email (39:09) - Is cremation acceptable to God? Ed, VA (41:05) - How do I answer the question "who made God?" Patrick, email (45:38) - Who will the twelfth apostle's name be on the foundations of the New Jerusalem in Revelation 21? Mary, email (47:37) - After a person is saved, does the Holy Spirit prevent them from living an unholy life? Kelly, MA (50:57) - Can you explain the passage that talks about "a woman's hair as her covering?" Kim, email (54:07) - Can you explain what a prophet is in today's culture? Ask Your Questions: Call: 888-712-7434 Email: Answers@bbtlive.org

The team discusses a hidden ID code in Windows that could be used to track your online activity; updated regulations that make it harder for Brits to object to new data centres; and a fine for Virgin, for making it unreasonably difficult for subscribers to cancel. Our Hot Hardware candidate is the Lenovo Yoga Pro 27UD-10 QD-OLED monitor, a 4K OLED display with a clever adjustable webcam.

Thank you to Cameron, Anonymous and Cath for sending in your stories!Visit our WEBSITE Subscribe to our PATREON Subscribe to our YOUTUBE CHANNELVisit our MERCH STORE Hosted on Acast. See acast.com/privacy for more information.

Wherein we throw coffins. Seal an electronic missive and entomb it within our inbox: gwritersanon@gmail.com  Investigate our Facebook page (Ghost Writers, Anonymous).  

Shonen Showdown reviews the latest Mamoru Hosoda film and discuss the “choices” he made along the way. Intro music is "Shonen Showdown Opening" by Syn Strain In The Pentane and the ending music is "Chiptunes" by Liborio Conti (https://www.no-copyright-music.com/) You can support the podcast in the following ways: Merchandise Store: www.AAAShop.info Discord: www.AAADiscord.com Subscribe: www.aaapodcast.com/join Donations: www.aaapodcast.com/donate Patreon: www.patreon.com/AAAPodcast Thank you for your generosity and kindness.

Let's talk about boobs!  If you want to understand breast stimulation at a deeper level, including the neuroscience behind it, the tantric practice of energetic attunement, and the specific techniques that create real, repeatable pleasure, this episode gives you the full picture.  

Hosts Pastor Robert Baltodano and Pastor Larry Powers Question Timestamps: Dustin, email (3:13) - Why did human beings take some of the books out of the Bible if it was inspired by God? Benjamin, email (7:43) - Were the people that wrote the Bible intelligent?  Thomas, NJ (11:04) - Can you explain how the founding fathers used scripture to inspire the founding documents of our nation? Cameron, email (13:38) - What are your thoughts on predestination and free will? How can God be in complete control and give us the ability to choose anything? Anna, NJ (17:27) - What books do you recommend for studying the Bible? Eric, NJ (20:38) - Did Jesus's sacrifice replace the yearly sacrifice in the temple? Shouldn't Jesus's blood have anointed the Ark? Al, email (24:48) - Why do Catholics consider Mary to be divine? Does the Bible support that idea? Scott, NY (33:29) - Pray for my wife, she is in the ICU after a car accident. Doreen, NJ (35:16) - What do the Jewish people do currently for the atonement of their sins? Do they still offer sacrifices? Josh, email (39:15) - When you have been freed from a sin, how long should you wait before speaking out against that sin? Jen, email (40:36) - If salvation comes through faith, why does James say faith is dead without works? Toni, email (42:30) - What does God's discipline look like? How is it different from God's punishment? Henry, MA (44:26) - Where do the Jewish people come from? What happened to the twelve tribes? Did only the name of one tribe stick? Anonymous, NJ (47:34) - Is Jesus coming back? Does John say that Jesus isn't coming back? DJ, email (49:55) - Does learning about other religions make me a lukewarm Christian? Randy, CA (52:01) - Should I have done something different to discover what God was telling me through my dreams? Joseph, email (54:28) - Which Bible translation do you recommend more than others? Is every translation equal and the complete word of God? Ask Your Questions: Call: 888-712-7434 Email: Answers@bbtlive.org

Two years ago, the Biden administration wiretapped a democrat insider who worked closely with former Newsom staffer Dana Williamson in a corruption probe involving California's first family. Gavin Newsom is absolutely freaking out as he hits social media to throw shade at Trump and crying weaponization. Getting a federal wiretap, Anonymous tells us, is a significant feat and Newsom has reason to be scared. America will never support communism as NYC's mayor gets dragged for his anti-America Fourth of July message.  

The fear of running out of money in retirement turns out to be mostly backwards. For super-savers, the data says the opposite usually happens. A piece from Danielle Labotka at Morningstar makes the case that for a lot of retirees: Being too cautious with your spending is actually the bigger risk.  In our listener question segment: Anonymous wants to give money to her kids with warm hands, not cold. How much you can safely give today without putting your own retirement at risk? And then we'll wrap up with our Retire To Something segment: Dabbling in a little of everything. Resources: Article by Danielle Labotka at Morningstar: Is Your Cautious Retirement Spending Doing More Harm Than Good? Book by Bill Perkins: Die With Zero: Getting All You Can from Your Money and Your Life   Connect with Benjamin Brandt: Subscribe to the This Week in Retirement: http://thisweekinretirement.com Get the Retire-Ready Toolkit: http://retirementstartstodayradio.com Work with Benjamin: https://retirementstartstoday.com/start Get the book!Retirement Starts Today: Your Non-financial Guide to an Even Better Retirement Follow Retirement Starts Today in:Apple Podcasts, Spotify, Overcast, Pocket Casts, Amazon Music, or iHeart    

Welcome to The Daily Wrap Up, an in-depth investigatory show dedicated to bringing you the most relevant independent news, as we see it, from the last 24 hours (7/3/26). As always, take the information discussed in the video below and research it for yourself, and come to your own conclusions. Anyone telling you what the truth is, or claiming they have the answer, is likely leading you astray, for one reason or another. Stay Vigilant. !function(r,u,m,b,l,e){r._Rumble=b,r[b]||(r[b]=function(){(r[b]._=r[b]._||[]).push(arguments);if(r[b]._.length==1){l=u.createElement(m),e=u.getElementsByTagName(m)[0],l.async=1,l.src="https://rumble.com/embedJS/u2q643"+(arguments[1].video?'.'+arguments[1].video:'')+"/?url="+encodeURIComponent(location.href)+"&args="+encodeURIComponent(JSON.stringify([].slice.apply(arguments))),e.parentNode.insertBefore(l,e)}})}(window, document, "script", "Rumble");   Rumble("play", {"video":"v7a1566","div":"rumble_v7a1566"}); Source Links (In Chronological Order): It Is Time For A New Revolution - July 4th, 2024 (3) The Last American Vagabond on X: "It Is Time For A New Revolution - July 4th https://t.co/fzB5yDbViu #July4th https://t.co/V1cxM2jVE4" / X New Tab (3) Drop Site on X: "

Dax and Monica talk to Armcherries! In today's episode, Armcherries tell us about a crazy family secret.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Mason and Raggedy deep dive on some wild anime Reddit stories. What kind of crazy nonsense will get mined from this dark corner of the internet. Also, finally, a review of the historical anime that saved anime, Nippon Sangoku! You can support the podcast in the following ways: Patreon: www.patreon.com/AAAPodcast Discord: www.AAADiscord.com Subscribe: www.aaapodcast.com/join Donations: www.aaapodcast.com/donate Thank you for your generosity and kindness

For nearly twenty years, someone terrorized the quiet town of Circleville, Ohio, with thousands of anonymous letters exposing secrets, destroying marriages, accusing neighbors, and threatening murder. When a school bus driver unknowingly triggered a homemade booby trap designed to kill her, police believed they had finally caught the mysterious writer. But even after the suspect was locked away in solitary confinement, the letters kept coming. Tonight, we unravel one of America's strangest and frustrating unsolved mysteries: the Circleville Letters.   HAH DISCORD - https://discord.com/invite/bJdbpH3hQm       YouTube -  https://www.youtube.com/@HauntedAmericanHistory   TikTok - @hah_podcast hauntedamericanhistory.com       Patreon- ⁠⁠⁠⁠⁠⁠https://www.patreon.com/hauntedamericanhistory⁠⁠⁠⁠⁠⁠       LINKS FOR MY DEBUT NOVEL, THE FORGOTTEN BOROUGH       Barnes and Noble -   https://www.barnesandnoble.com/w/the-forgotten-borough-christopher-feinstein/1148274794?ean=9798319693334   AMAZON: https://www.amazon.com/dp/B0FQPQD68S   Ebook   GOOGLE: https://play.google.com/store/books/details?id=S5WCEQAAQBAJ&pli=1   KOBO: https://www.kobo.com/us/en/ebook/the-forgotten-borough-2?sId=a10cf8af-5fbd-475e-97c4-76966ec87994&ssId=DX3jihH_5_2bUeP1xoje_   SMASHWORD: https://www.smashwords.com/books/view/1853316       !! DISTURB ME !!   APPLE - https://podcasts.apple.com/us/podcast/disturb-me/id1841532090   SPOTIFY - https://open.spotify.com/show/3eFv2CKKGwdQa3X2CkwkZ5?si=faOUZ54fT_KG-BaZOBiTiQ   YOUTUBE - https://www.youtube.com/@DisturbMePodcast   www.disturbmepodcast.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Caroline and Otaku Detective go on a red hot deep drive or "red flag romances"! Which of your favorite com roms are raising that infamous red flag? They also review the romance comedy You and I Are Polar Opposites! You can support the podcast in the following ways: Patreon: www.patreon.com/AAAPodcast Discord: www.AAADiscord.com Subscribe: www.aaapodcast.com/join Donations: www.aaapodcast.com/donate Thank you for your generosity and kindness

A routine family fishing trip took a horrifying turn when a group of relatives spotted something unusual floating in a South Carolina river. The discovery of the body of 46-year-old Gregory Rice, wrapped in a tarp, weighed down with cinder blocks, and riddled with bullet holes, shocked the community. The discovery led investigators down a path filled with secrets, suspicious behavior, and questions that only multiplied as the truth finally came out….If you're new here, don't forget to follow the show for weekly deep dives into the darkest true crime cases! To watch the video version of this episode, head over to youtube.com/@annieelise. .

Andrew gives Caroline a crash course in Tokusatsu! That's right, it's a full episode of Tokusatsu and Kamen Rider as the duo goes straight from learning to watching with a review of Tojima Wants to Be a Kamen Rider! We also review the anime Sentenced to be a Hero! You can support the podcast in the following ways: Patreon: www.patreon.com/AAAPodcast Discord: www.AAADiscord.com Subscribe: www.aaapodcast.com/join Donations: www.aaapodcast.com/donate Thank you for your generosity and kindness

Dax and Monica talk to Armcherries! In today's episode, Armcherries tell us a crazy story about finding a foreign object in a patient's butt.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Our card this week is Kevin Nguyen, the 10 of Spades from Indiana. On a cold December night in 2018, 25-year-old Kevin Nguyen went to see a band at a Fort Wayne bar and never came home. Surveillance cameras captured his final known hours in eerie fragments before he vanished. What happened next has fueled years of rumors, online theories, and bitter disagreements between investigators and Kevin's family. With unreleased video evidence, mysterious tips about a possible killing, and no trace of Kevin ever found, his disappearance remains one of Indiana's most haunting unsolved mysteries. If you know anything about the disappearance of  Kevin Nguyen, detectives want to hear from you. Please call the Fort Wayne Police Department Detective Bureau at 260-427-1201 or Crime Stoppers at 260-436-STOP (7867). Anonymous tips can also be submitted through the P3 Tips app.   View source material and photos for this episode at: thedeckpodcast.com/kevin-nguyen Let us deal you in… follow The Deck on social media. Instagram: @thedeckpodcast | @audiochuck Twitter: @thedeckpodcast_ | @audiochuck Facebook: /TheDeckPodcast | /audiochuckllc To support Season of Justice and learn more, please visit seasonofjustice.org. The Deck is hosted by Ashley Flowers.  Instagram: @ashleyflowers TikTok: @ashleyflowerscrimejunkie Twitter: @Ash_Flowers Facebook: /AshleyFlowers.AF Text Ashley at 317-733-7485 to talk all things true crime, get behind the scenes updates, and more! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dax and Monica talk to Armcherries! In today's episode, Armcherries tell us a story about a crazy neighbor.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.