Podcasts about assert

Tulsa World columnist Berry Tramel joined DJ & PK to talk about the Oklahoma City Thunder in the NBA Finals, the House Settlement in college football and the Big 12 football race.

Ever struggled with owning your value at home or work? In this episode, I had an enlightening chat with Sheila Cosgrove, a leadership coach with over 20 years of experience. Sheila emphasized the importance of recognizing and articulating our contributions. Reflecting on past successes to truly see the impact you've made in your organization. This clarity not only boosts confidence but also helps navigate career progression more effectively. She believes visibility and self-advocacy are crucial for career growth. We explored the challenges women face in the workplace, from societal expectations to internalized beliefs. Sheila encourages women to express their value confidently.Sheila is a seasoned executive leadership and high-performance coach with over two decades of experience helping professionals and organizations navigate change, grow their influence, and achieve results that matter. With a background that spans corporate leadership, consulting, and talent development, Sheila brings a rare blend of strategic thinking, emotional intelligence, and practical insight to every conversation. She is the creator of the Career Success Accelerator Method, a signature framework designed to help executive women gain clarity, elevate visibility, grow their influence, and reclaim balance, without burning out or playing small. Known for her perceptive and grounded approach, Sheila has coached and guided leaders across industries to drive transformation, communicate with impact, and lead with confidence. She holds certifications in coaching (ACC), project management (PMP), and human resources (SHRM-CP), and she is currently studying applied positive psychology at the University of Pennsylvania. When she's not advising clients or speaking on stage, you'll find her writing, mentoring, or championing more equitable, human-centered workplaces. Connect with Sheila!LinkedIn, Instagram, Facebook

IU Indianapolis recently removed two signs that read “Black Lives Matter” and “Discrimination has no place here” from its downtown campus. The highest-paid public school employee in Indiana made more than three hundred and fifty-thousand dollars last year. The Trump administration is ramping up immigration enforcement – one small red card can help immigrants assert their Constitutional rights. Hamilton County has launched a new website that aims to be a one-stop shop for residents looking for help, from mental health support to where to find food. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org/news and follow us on social media to get comprehensive analysis and local news daily. Subscribe to WFYI News Now wherever you get your podcasts. WFYI News Now is produced by Drew Daudelin, Zach Bundy and Abriana Herron, with support from News Director Sarah Neal-Estes.

In ep 123 of “How Do You Say That?!” sponsored by britishvoiceover.co.uk, Corinne Wilkinson joins Sam and Mark with some ASMR that makes our toes curl, a courtroom drama that is far from obvious, and we head into space with the vast expanse of our undiscovered universe. Our wildcards include a disinterested building inspector and a frog chorus to the tadpoles, plus there's a suggestion that makes Mark question his sexuality!Our VO question this week is all about the difference between being a stage actor and a voice actor... and what you need to know if you're planning to jump from one to the other. Get involved! Have you got a Wildcard suggestion that we should try or an idea for the show? Send it to us via Mark or Sam's social media or email it directly to podcast@britishvoiceover.co.ukScript 1This is a mystery about life and love.About truth, and finding the one true thing you're willing to defend. It's about friendship, and how it ebbs and flows.It's about integrity and class and sex and society…And above all, it's about the age-old question:Is it possible for a woman to have it all?This is a mystery about life and love – and your verdict on the case will swing my judgment of you.Script 2Who can fathom the vast expanse of our undiscovered universe?You have been chosen by your faction to lead an interstellar expedition.Ready your ship, gather your crew and dare to venture into the unknown by reaching… Deep Deep Space….In this game of discovery, you must chart your own path to victory.Assert your dominance through completing quests, uncovering rare items, and engaging in galactic battle.What drives you into the unknown?Is it the path of reputation?The path of exploration?Or is it the path of amassing great wealth?We'd love your feedback - and if you listen on Apple Podcasts or Spotify, hit the follow button today!**Listen to all of our podcasts here - you can also watch on YouTube, or say to your smart speaker "Play How Do You Say That?!"About our guest: Corinne Wilkinson is a professionally trained actor based in Cambridge. She peformed in theatre and TV before having a break to bring up her young family. After a decade or so writing, directing and performing children's theatre, she took further training to persue voice acting.. with jobs ranging from radio commercials to videogames. She's a real vocal chameleon, with lots of character voices and accents in her toolbox. Corinne's Website Corinne's Facebook page @cozbodd on Instagram Resources: Click here for the Wildcard Generator and don't forget to think of an action your character can be doing!Mark's demos & contact details:

The Florida Panthers DESTROYED the Carolina Hurricanes 5-2 in Game 1, but was the game actually as lopsided as the score suggests? We discuss that and are also joined by Dallas Stars defenseman Cody Ceci ahead of a Western Conference Final rematch between Dallas and his former team, the Edmonton Oilers. Plus, we discuss reports that Buffalo Sabres RFA Bo Byram is being discussed in trade talks. 0:00 Welcome to What Chaos!6:27 Panthers take Gm 135:13 Cody Ceci joins!50:08 Bo Byram trade rumors DONATE TO THE KOREATOWN COMMUNITY CENTER: https://fundraise.givesmart.com/f/5eru/n?vid=1j9e23 BUY OUR MERCH: https://store.allcitynetwork.com/collections/what-chaos JOIN OUR DISCORD: https://discord.gg/3brHQ2q5V2 Follow us on Twitter:https://twitter.com/WhatChaosShowhttps://twitter.com/DJ_Beanhttps://twitter.com/PeteBlackburnhttps://twitter.com/shawn_depaz VIVID SEATS is offering an exclusive discount on Playoff tickets! Head to https://www.vividseats.com/nhl-playoffs-tickets--sports-nhl-hockey/performer/1144?utm_source=impact&utm_medium=affiliate&utm_campaign=ALLCITY%20NETWORK&utm_promo=2A5Q91Y32KAWS2R or download the Vivid Seats app and use promo code CHAOS30 for $30 off your first ticket purchase of $300 or more. SHADY RAYS: Head to https://shadyrays.com and use code: AC35 for 35% off polarized sunglasses. Try for yourself the shades rated 5 stars by over 300,000 people. FACTOR MEALKITS: Head to https://factormeals.com/whatchaos50  and use code whatchaos50 to get 50% off! PrizePicks - Download the PrizePicks app today and use code WHATCHAOS for to get $50 instantly when you play $5. PrizePicks. Run your game! https://prizepicks.onelink.me/LME0/WHATCHAOS HelloFresh - Get 10 FREE meals at https://hellofresh.com/freechaos. Applied across 7 boxes, new subscribers only, varies by plan. Hall of Fame App: Get a 7-Day Free Trial + 50% Off your first month with code CHAOS. Just download the HOF app on iOS and Android or visit hofbets.com, enter code CHAOS, and you're all set.

In today's episode, I dive into the complex dynamics of self-advocacy inside Big Law firms—especially when you know stepping up may trigger pushback or quietly harm your reputation. I talk about what it really feels like to raise your hand in an environment where power dynamics are murky, and how to do it strategically so you're not sidelined for asking for what you've earned.  Whether you've been burned in the past or you're simply unsure how to assert yourself without risk, I break down practical ways to navigate firm politics, advocate for your own advancement, and shift how you're seen by the decision-makers at your firm.  You'll hear real-world examples from my coaching clients, including how one partner successfully challenged a toxic situation by staying grounded in facts—not emotion—and how to use smaller, safer forums to build visibility before taking bigger swings. At a Glance: 00:00 Introduction and the real challenge of self-advocacy inside Big Law 01:20 Why internal negotiation feels riskier than client advocacy 02:12 The hidden rules of the sandbox—and how fear shapes behavior 03:12 How law firm culture discourages asking for more 04:00 Imposter syndrome and unclear rules for advancement 05:10 Why some partners turn cold—and how that shift derails careers 06:01 A mindset reframe to engage power players strategically 07:06 A junior partner's story: pushing through abuse to win a major pitch 09:07 How to build influence through low-risk contributions 10:14 Why tone and timing matter more than content in firm-wide conversations 10:35 How to read your firm's sandbox like a strategist 11:30 What to do when you've been cut out or undermined 12:43 Gut-checking your fears vs. firm realities 13:45 Advocacy isn't selfish—it's part of owning your career 14:26 How to show up consistently and shape your firm's future Rate, Review, & Follow on Apple Podcasts & Spotify Do you enjoy listening to Big Law Life?  Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.  For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select “Write a Review.” Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!  For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars. Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? Here are ways to reach out to her: www.lauraterrell.com  laura@lauraterrell.com   LinkedIn: https://www.linkedin.com/in/lauralterrell/  Instagram: https://www.instagram.com/lauraterrellcoaching/  Show notes: https://www.lauraterrell.com/podcast  

As immigration enforcement continues, Red Cards help people understand and use their rights. KCSB's Mariela Vargas reports on the importance of this tool.

-Let's not forget the run the SEC had in football with Alabama, Georgia and LSU winning titles at a high clip—but it's now 2 straight years that the B1G has won (Michigan, Ohio State)-CBS Sports' Brandon Marcello wonders if the epic rise of the SEC this year in hoops and Florida getting a national title puts the pressure back on football programs to get back to championship level…who would have ever thought that would be said…Show sponsored by NEBCOOur Sponsors:* Check out Hims: https://hims.com/EARLYBREAKAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Feeling less confident in your role as a Second-in-Command? Learn how the Dunning-Kruger effect impacts your leadership and how to overcome it. Ever feel like the more you learn, the less confident you become? You're not imagining it. This is the Dunning-Kruger effect at work. In this episode, we break down how this psychological phenomenon affects Seconds-in-Command and why gaining experience can sometimes feel like a confidence killer. Learn how to push past self-doubt, trust your expertise, and lead with confidence...even when you don't have all the answers. You'll hear all about: 01:11 – Why COOs and Integrators often feel less confident over time. 02:17 – The paradox: the more you know, the more you realize you don't know. 03:00 – Real-world examples from coaching engagements where confidence dips after deeper learning. 03:42 – Understanding "Mount Stupid"—why overconfidence is highest when knowledge is lowest. 04:11 – Three ways the Dunning-Kruger effect impacts Seconds-in-Command: 04:16 – Second-guessing decisions, even when you're the most qualified. 04:44 – Assuming the CEO has all the answers (hint: they don't). 05:22 – Holding back on leading boldly when your perspective is most needed. 06:03 – How to counteract self-doubt and embrace your role: 06:09 – Trust your expertise and recognize self-awareness as a strength. 06:32 – Assert yourself with confidence—your CEO needs your input. 07:34 – Embrace continuous learning, but don't let it paralyze you.   Rate, review & follow on Apple Podcasts Click Here to Listen! OR WATCH ON YOUTUBE If you haven't already done so, follow the podcast to make sure you never miss a value-packed episode. Links mentioned in the episode: The Dunning-Kruger Effect Second First Membership Second First One-on-One Coaching Second First on Instagram Second First on LinkedIn Megan Long on LinkedIn

Can being "nice" at work actually hold you back? Join Brian and Scott Dunn as they unravel the myths around workplace "niceness," explore the balance between kindness and assertiveness, and reveal how honest communication can earn you respect—and maybe even that long-overdue promotion. Overview In this episode of the Agile Mentors Podcast, Brian and Scott dig deep into the question: Do nice guys (or gals) really finish last at work? They discuss the critical balance between being accommodating and assertive, why conflict can be a tool for growth, and how emotional intelligence plays into team dynamics. With stories, tips, and the psychological truths behind professional success, this episode is a must-listen for anyone looking to navigate workplace interactions while staying true to themselves. References and resources mentioned in the show: Scott Dunn Bill of Assertive Rights Elements of Agile Radical Candor Advanced Certified ScrumMaster® Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Scott Dunn is a Certified Enterprise Coach and Scrum Trainer with over 20 years of experience coaching and training companies like NASA, EMC/Dell Technologies, Yahoo!, Technicolor, and eBay to transition to an agile approach using Scrum. Auto-generated Transcript: Brian (00:00) Welcome in Agile Mentors. We're back and we're here for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And today we have friend of the show, buddy of the show, Scott Dunn is back with us. Welcome in Scott. Scott (00:13) Hey Brian, great to be back as always. Love it. Brian (00:17) Love to have Scott on as always and if you've listened to some of the past episodes with him then you know why. If not, I encourage you to check it out after this episode. We wanted to have Scott on earlier this year just to talk about some things that might be percolating in a few people's heads with the turn of the year and kind of as you start to prepare and look forward and maybe even look back a little bit in things. And particularly deal with an issue around how people show up at work and Scott was saying to me earlier, kind of this phrase about, nice guys finish last? Do they finish first? Do they finish last? Can you be nice? Can you be nice at work and be promoted? Can you be nice at work and move upwards? Or do you have to not be nice? Scott (01:03) you Brian (01:11) in order to do that. So tell me a little bit about kind of the genesis of the idea from you, Scott. What have you been hearing or what's been crossing your path? Scott (01:17) Yeah, and I'm so glad we had a chance to talk about this because it's recent. So the first thing that sparked my thought on this, so granted in the leadership class, we talk about being a balance of accommodative and assertive, and I'll usually refer to a... a document called the Bill of Assertive Rights. And I was reading another book this week and actually it referenced the same thing. I thought, switching fast forward a few days and I'm doing an assessment with a company that's asked for help because they're not, they're struggling with quality, they're struggling with predictability. And I know what the leaders goals are for the efforts. And so now I'm meeting with all the team members to do an actual formal assessment for baseline. Now, and this assessment, you're going to go through, I don't know, 30, 40 questions. So it's not lightweight. It's trying to be tactical, like, Is the team well formed? Is the backlog in good shape? Do you have a roadmap? Are the leaders supporting the change? I mean, whether company level, product level, team level, and we even added some advanced questions. And the fascinating thing is over a course of all these questions, the answer was essentially, we're okay at that, right? If you ask them, are they doing this practice or not, they'd say, somewhat. And it didn't matter if it was the most basic thing at the team level or the most advanced thing at the corporate level, everything was okay. So when you look at the dashboard at the end, in our normal red, yellow, the whole thing was yellow. And so I just paused and said, you know, I've never seen this before. I said, yeah, I joke with them a little bit about that, but I said, you know, my friends kind of think about it. It actually doesn't make sense that you would be okay at the fundamental beginning things and also okay at advanced high level things. So it's usually progressive, right? You get the basics down like the satiric change curve. That's kind of what we're following. So now... And then what came out later in the conversations is that someone said basically, we're afraid to say things that are hard to hear. He used the word judgment. Like we don't want to kind of stand in judgment of others, but essentially saying something that someone's not going to hear, whether it's true or not, because they had nothing green, nothing red. So not doing well. And then the last thing that really got me triggered, you know, really start diving into this is this new year and people are getting this promotions and things going on at some of the companies. And there was a story of this one guy, like, I've worked here eight years and never been promoted. And yet everyone loves this person. Everyone likes this person. And I'm hopping on social media and someone asked that question, literally, like, give me an example of when nice guys finish last. And the guy said the same thing. He said, I am the one everyone goes to for help. I'm always ready to help. I'll do anything anyone needs. Everyone likes me. They all praise me. And I haven't been promoted in like 13 years. So partly for our own careers, partly for, you know, being a change agent, et cetera, I thought it'd be worth, you know, just having to... It's a great conversation topic, Brian (03:51) Yeah, well, I'll confirm part of that, or at least a couple of crossovers there with what you said, because there's an assessment kind of thing that we do at Mountain Good as well called Elements of Agile. And one of the things we learned early on in doing that was you would pull the data from the survey, from actually asking them. But then before we present it back, we always have a coach who kind of does interviews as well, and then manually can shift and adjust things. And one of the things I've learned as being one of those coaches who does that is if there's something that's negative that's said, if there's, you know, we give like a five point scale, you know, five is really great, one is terrible, and you know, what number is it? If it's a little bit over into the negative side, you never get anything that's like all the way over at one, right? Nobody ever comes back to you and says, that's terrible. Scott (04:44) you Brian (04:46) but they will say, that's a three or that's a two. If it's a two, that's severe. That's kind of what I've learned is two is severe, three is bad. And you kind of have to shift those things over one notch to say, people are, their niceness are entering into this and they don't want it to be, they don't want it to look too bad. They don't know how it's gonna reflect on them. They don't know how it's gonna reflect on others. And so they don't want it to look Scott (04:50) Yeah. Okay. Yes. Brian (05:15) too bad, so they tend to like skew it a little bit towards the positive. Yeah. Scott (05:20) Yes, and the thing I think is good from that so one I keep coming back to you know self preservation this world kind of wired for this and someone was mentioning recently It's you know, shouldn't say people are selfish. We should say they have self in the center So if I'm gonna I'm just with you like if I'm gonna give feedback I'm honestly just pass facts or for those listening. I think it's totally fine say well Is it really worth it for me to say something that I'm going to have to end up explaining if a manager figures out that was me that said it because I'm the only one working on that project or whatever, right? In some ways, you're like, no, it's not worth it. I'll just kind of gently say it's not going great. Like you said, it's almost like that bell curve you got shifted over because, the professor's like, there's only, I'll only give out two A's each semester because that's truly exceptional. And so it moves it. It's a little like that. But then when you and I were talking earlier, you mentioned that conflict quadrants. And I thought that was really great because I think that's a clear structure that people could refer to as well. It's kind think about how they have interactions not just at work, but seriously in our other relationships. thought I was looking at like, man, this is so fitting. So I just thought that was a good tool to share as well. Brian (06:18) Yeah, it's interesting to see how that kind of affects people and how that affects their answers and how it affects how they're reporting. And there's a crossover here as well, because I know if you've listened to this podcast for a while, last year I did a talk on conflict management and kind of how to navigate that a little bit from a team lead or a Scrum Master kind of perspective. And it's a very sticky area that I think there's not enough training and there's not enough kind of education in. And one of the kind of interesting things that comes out from that, or came out from that conversation was, well, a couple things. One is that conflict, oftentimes we attempt to avoid it entirely, but that's a big mistake. Conflict is actually necessary for growth and if there's not any conflict then you get the kind of bad situation of we never question each other, we never challenge each other. There's a story about how that was actually something that happened at Chernobyl. A lot of the research kind of pointed to that's actually part of the root cause of why that happened is that they were all experts in their field and so they had such respect for each other that they didn't question each other when something was gonna go wrong. And so they miss this kind of basic tenet of, no, if I see something that's not, doesn't look right, I should speak up. And it may cause conflict, but it's necessary. It's necessary for us to be better. Scott (07:44) Right. Absolutely. And that quadrant that the Thomas Kilman model is so great because, for me, well, two things was one, I love it that they can say, hi, be highly assertive. You can still be highly cooperative. And that's that collaborative environment. So if we're really trying to create solutions, whether that's at work or in our relationships, then you're gonna have to assert, you be assertive and not that I'm gonna raise my voice, but I should share what I think or my opinion or if I disagree. And I think some of that when I was coming back down to it is there's still a tendency for people to feel like I need to be in the goodwill of others, right? So from the, you know, the 10, the bill of assertive rights, the 10 assertive rights, that's one of them. Like I need to be independent of the goodwill of others so I can be honest. I'm not trying to be, we can do this respectfully and winsomely and not be a jerk. But you have to let go of, if I say something I don't like, that would be bad. Or if I say something that makes someone happy, right? And I used to struggle with that. I don't want them to be sad. I don't want them to be upset, right? So now back to that quadrant, I'm not asserting myself and I'm obviously not helping them, so I'm just avoiding. And I'm avoiding the situation. It's the elephant in the room in these meetings. And now everyone's almost like, as a culture, we're kind of in cahoots. We all agree we're not gonna say anything, which makes it even tougher for anyone else not to kind of stand up and do just what you're saying, which I think is absolutely true. Speaking of that, so. Brian (09:07) Yeah, well, and just to clarify, too, I mean, you're talking about the Thomas Killen model. If people aren't familiar with that, basically, it's five different responses that people typically have to conflict in one way, form. When they encounter conflict, it's competing, collaborating, avoiding, compromising, or accommodating. those are kind of the, there are variances between anything like that. There's going to be some gray levels between them. Those are kind of the basic points. And I was telling Scott earlier, one of the things we talk about in our ACSM is when we present this information is that you kind of have to get out of your head the idea that any of these are bad. For example, the competing approach to things, the competing approach says, my relationship with the person is not as important as my stance on whatever this issue is. I cannot budge from my position. And I will jeopardize the relationship if that's what's required. That's a competing approach. And you initially read that and think, that's wrong. Nobody should take that kind of approach to a conflict. And in general, that should be our default kind of approach to conflict. But there are times when that's the right approach. When someone says something that's completely out of bounds, completely out of line, I'm going to take a competing approach. And there are times when people need to Scott (10:08) Mm-hmm. you Okay. Brian (10:30) to be presented with that for their own good. That they kind of recognize, wow, this is so important that he's willing to kind of not have a relationship with me anymore if this continues. And that's important, I think. Yeah. Scott (10:41) Yes. yeah, and I think that those examples of the people that get promoted, someone else had referenced and said essentially, it's you telling the, you know, I won't say the ugly truth, but. The thing that no one else is saying, your ability to say what no one else is saying to someone in leadership or management earns their trust. So at some level, whoever is the leadership whisperer, telling the truth on some of these things, and there was only one slot that's gonna influence and lead us to be promoted into, right? I've gotta know, if I'm wise as a senior exec, I gotta have the wisdom to know that I know lots of people probably just tell me what I wanna hear. I'm looking for the person who tells me maybe what I don't wanna hear. Brian (10:58) Ha Scott (11:24) It does it in nice way again though. From that standpoint, I can see why some of those people get promoted and some don't because you're so nice they actually don't trust you. Because you're not, to your point, I'm not willing to have conflict. I'm not willing to gamble what you might think of me for the sake of the betterment of everyone else. So there's some part where I think it's good. My takeaway looking at some of this is come back around to say, all right, check yourself when you have these conversations, just do that mental pause and say, Are you truly acting independent of what they might think? You know, do you have their best sensors or harder? Are you okay if they might respond a certain way? But it's almost like check that I'm outcome independent. So I'm being straight up and honest with them. Cause in this case, doing this assessment, try to work with the team, like, well, how hard is it to help the team or help anyone else who's actually not being honest about where things are? I don't have anything to work with now, right? Or like, yeah, I got to just take what they say is not great and then slide it down. So I recognize. And honestly, it's actually bad, but for all of us and the change, not just for our careers, but as change leaders anyways, checking that we're comfortable doing that. think growing that comfort, know, comfortability we can do. And I think it's just great for the career. And I see people getting promoted in these opportunities. Absolutely worth it. Brian (12:37) Well, there's one other story I want to share here that kind of is, this is a story from my past, one of the jobs I worked at. There was a project that we worked on that a lot of people probably will identify with this. The managers in the organization had set a deadline for it without talking to the people who actually were going to do it. from the, yeah, right. And from the very start, my developers that, Scott (12:56) No. Brian (13:01) that worked with me there on it were saying, this is impossible. It's not just that this is a little bit off, it's completely impossible. There's no way that we're going to do this. But the managers were like, well, you'll get it done. You'll get it done. And so they went forward and publicized the schedule and went all the way up to the top of the company. And the CEO knew that that was the timeline. And well, the CEO found himself in an elevator with one of my developers at one point. Scott (13:17) Board. Brian (13:30) just to ask him, hey, how's that project going? And my developer kind of sighed a little bit and said, well, you do you want the truth? Do you want the picture that everyone's painting? And he was like, well, obviously, I always want the truth. And so he told him, and he had a phrase that he used there that has stuck with me to this day. And that is, he said, bad news is not like wine. It doesn't get better with age. Scott (13:40) Wow. Yeah. Brian (13:57) And I think that's an important thing to keep in mind is that when there's something wrong, when there's something that's not right, the sooner we can identify it and shed light on it, the faster we can do something about it, the more options we have to do something about it. And the closer it is to when it's due or when we're supposed to have that thing happen or whatever, the less that we can do about it. So I'll even give a shout out. know. I can't imagine he's listening, but. Scott (13:58) Ooh. Yeah. Mm-hmm. Yeah. Brian (14:25) But that was a guy named Dave Ellet. So Dave, if you're listening, it's still stuck with me to this day. But that's a great phrase. And I think it's really apparent here. mean, being a nice guy, it's nicer, I think, to make sure that people understand the truth than it is to let the deception go on. Scott (14:29) Ha ha. Yeah, so two things on that Brian is one totally agree with you It might be hard to deliver some of this news But if you fast forward how much harder it will be for them when they have no time to make adjustments for the customer or the DNA Right and I'll tell them that right especially the product owner class You do me no favors by giving me like a week or two to tell the customer actually No, tell me now six months out that there might be some concerns, right? That's a lot easier. It's not easy, but man. It gets a lot worse That's one. I love way there's the example does not get better with age. The other thing is I think on a personal level, those who are not maybe saying what should be said or needs to be said or giving people that kind of, you know, honest feedback, you know, would you rather know now or in your performance review that there's a problem to not tell them that is in some ways what I was feeling for me is I'm actually now trying to control the optics I've seen. So it's actually a weird, it can be seen as a weird way of like, I'm just being selfish. So I'm actually not a nice guy. I'm a guy with these covert contracts about I want you to think this of me, so therefore I'm actually telling you the truth as your own coworker or peer about something that's really important you should know about, or my manager. I'm actually making sure that I, you know, take me first and take care of myself, but actually in a very short-term way out of fear versus a good worker would tell the truth and as I'm saying, probably he has more career opportunities by being one of the few people that. is a truth-telling organization like your developer and with the elevator to CEO because think about what CEO thinks of him now as well as what CEO now thinks about all the other one else is saying like, no, we're on track, we're on track, right? Those just probably reversed opinion in his ideas in his head about who he can trust to tell the truth about where things are going in these critical projects. So great example, great example. Brian (16:29) Yeah. Yeah. Well, and I think that gets to kind of the heart of this topic too. mean, you think you're talking about, you know, can you be nice? And if you're nice, is it possible to be recognized and still move ahead? And to me, think there's, this is where it starts to get really deeply psychological because I think you have to question what is your definition of nice? You know? Scott (16:47) Hmm. Brian (16:53) Because I think some people have a misaligned definition of what it means to be nice. I don't think it's nice to allow the deception to go on. I think that's not nice. I think that's something that, you know what I mean? You don't appreciate, like you said, as a product owner, as the leader in the organization, that's not nice to them to let that go on. And we might sit back and say, I'm not going to... Scott (17:14) No. Brian (17:20) I'm not going to raise red flags. I'm not going to be the squeaky wheel. I'm going to be the guy who just gets by because I'm a nice guy. We're using guy, but please understand. It's just a term. It's just a phrase that applies to women as much as it does men. So I'm not saying the gender specific thing here. Please, please forgive us for that. But just that that's kind of the concept behind it is I don't want to make waves. I want to be the nice person in this organization. I want to be seen as nice. Scott (17:40) Yeah. Yeah. Brian (17:45) your definition of nice might need to be readjusted. Scott (17:48) Yeah, huge point. think that kind of those words matter. And I think if someone would look at what they like, re-evaluate what you think is going to get you where you want to go, as well as what you would want from others as a teammate. then, and then for me, what I have to do is I have to backtrack and say, so why did you not say anything in the meeting? There's a time way back when I was working with the manager in the meeting that he was very supportive of what his colleague was sharing and the idea of someone she's presenting it to the other peers and the VP, everyone liked it except for one person who spoke out. because that one person, you know, the VP put the whole thing on hold afterwards. just asked that manager said, I thought you liked her idea. He said, yeah, no, I liked her idea a lot. So when the other person says something, why, why didn't you say something back? Right. And said, you stand up for what you thought was a good idea. What she was saying. But was the same idea of like, don't want to make any waves. But he said later, goes, that was the most important question I had to be asked about. I do need to speak out. I do need to be assertive in these meetings and say what my view is too, not just what they say, go along to get along. Like, and now we're just letting, you know, projects and this should go off track, right? No one's calling it for what it is. Brian (18:52) Ha Right. Yeah. So I think it's possible. Scott (18:57) So I think, yeah, that part. Brian (18:59) Sorry, I was just gonna say, I think it's perfectly possible to be assertive at certain points and take strong stances on certain things, but not compromise your niceness. I don't think that makes you a mean person. It may not make you everyone's favorite person every moment of the day, but it's nicer. People respect people who are honest. Scott (19:25) That's a good word, respect. Right. Right. Yeah. I wish there was a secondary word and we can be friendly in these other things. and I love what you said. Like it may be nice to not tell the, you know, you think it's nice, but people should know those things that they're not hearing. And that part's not nice. I think that aspect of maybe self-preservation to the detriment of others and then re-examining why, why do I feel like I need to do that? You know, for me, that was probably at work as well. Right. Is it, what was one person said? Harm versus hurt. This might hurt them in the moment, but it doesn't harm. So the shot to the dentist, the needle, that does hurt, but it's not harming them. Sugar tastes great, doesn't hurt at all, but it harms you. So kind of maybe reflect back on what does it mean to have your peers, your colleagues, your company's best interest at heart, and then what keeps us from that, right? And what are we looking out for? Are we that risk anyways? Yeah. In any case, I like that tool. I'm glad you brought that up. Brian (20:19) Yeah, I think there's also, I think it's important to say, know, like this with a lot of things, there's a balance. And we probably, know Scott, you probably have had this as well, but I've had a couple of people I've worked with throughout my career who just, they weren't concerned about being the nice person. They were much more of the outspoken and they would say things very bluntly when something was not going. Scott (20:25) Mm-hmm. You Brian (20:43) in a good direction. I think that's where NICE enters the equation, right? NICE is not letting it go, but NICE is being able to cushion a little bit what it is you're saying so that it's not just a slap across the face, but it's more of just maybe we want to reconsider that. Maybe we want to think about that, or have we thought of, or have we considered what the implication might be in this area. That's a much more digestible way of taking in that kind of news than it is to just say, well, that sucks, or that's going to be terrible, or you're going to fail miserably at that. And I've had people I've worked with who that's the kind of way that they respond. Scott (21:14) Yeah, right. Yeah, almost like a judgmental view of that. It comes across and I think some people maybe miss that. I know there's a big, you know, space on emotional IQ or EQ. I think that that's really valid and kind of checking yourself on that. I think some people don't read those. signals or they'll say like, well, someone needs to say it. Well, you didn't have to say it like that though, because we, I think we all want to be effective. So if we're not careful, then you, might be true, but they're not hearing you now. So you're still not effective in what you want to do, which is communicate that concern. So there is some part and that's what I like about radical candor. We do want empathy and we do want to care. So what you're kind of touching on, which I think is really great. If you take it that away, then we're just going to, we could actually make things even worse. So it's not a license. partly I see happen a lot and maybe you've been in these meetings and my friends listening, you know, you probably have too, where something said that you can tell there's a lot more underneath that, like that person's just mad, right? You can just tell bitterness or resentment or something's coming out. And again, other people can read that and it's not helpful. One, probably doesn't help you get your idea across, but two, it's just not helpful for you or to carry that around. So for me, I'm always trying to catch it like, is there emotion underneath this, if so? You gotta deal with that. Like you might need to wait to say this until there's not, you don't feel that emotion coming across. Cause then those things get said like you'd said under the guise of, I'm just trying to be honest with them. But look, that was a lot more that wasn't necessary and there's emotion. We've all sometimes worked at places with people that maybe wrote us the wrong way, or you've been a certain job for a long time and it can kind of bubble out in those meetings. So again, a great opportunity to kind of check and say, Where's my emotional bandwidth as I go and have this conversation? And I think also, what do you want? What do you want from the outcome of these things? Some we can control, some we can't. I might want to raise, but I'm not in control of that. But I'm in control of what time I show up, what I'm reading for work, being ready for meetings. I'm in control of that, and hopefully those things could come. So also, I know it's near the beginning of the year, get opportunity on goals and being clear about what you want. Because I think if we don't have a true north for ourself, it's easy to be what everyone else wants at the workplace. We don't actually have a sense of self anyway. So yeah, sure. I'll do whatever you want for me. And it's not even maybe, you know, maybe helping me move forward as well or maybe I'm sacrificing. So that's good timing for that as well for folks who are into doing goals or you have your, you know, 2025 roadmap in front of you. It might be a personal growth area. think it's good for everyone to take a look at at least. Brian (23:44) Yeah, and I think it's good to we propose this kind of can you get ahead? And so there is kind of the the weird marriage here a little bit of of how leadership plays into this. And, know, there is a view of management or leadership sometimes that is one that is much more authoritarian. And so I've known people who feel like, well, if I'm going to get to that level, then I need to. Scott (23:48) Yeah. Mm-hmm. Brian (24:09) be able to demonstrate that a little bit more. And I think there's a misunderstanding there as well. I don't think that's really what's required or is what's helpful in a leadership kind of position. It's kind of that whole paradigm of, do you feel your job as the leader is to push everyone towards the goal? Or do you feel like the... Scott (24:12) Mm. Brian (24:31) the job is to clear everything out in front of them so that they can easily reach the goal. That's a big difference in management style that I think can be really reflective in whether they're seen as nice or not nice. Scott (24:37) Yeah. Yeah, right. It's funny you say that because I was just hearing this from someone else as well. Like, the amount of leaders out there who don't have clarity on their goals and vision. So to your point, now you made it doubly hard for my people to try to aim themselves towards these goals. You know, of essentially self-organized, self-leadership, work on themselves to get there. It's lot easier if we have the vision, the goals in front of us. That's one thing I like, I was talking to my team earlier today about OKRs can be pushed down or rolled out from the top, of course, because they're the ones with the goals and the vision, but boy, it's an enablement for people then to figure out how to do the things they need to do to get there. And without that, we're rid of a struggle. So... whether I'm showing up as a kind of leader. So now what I'm left with, there's not a vision to motivate and guide my people and support them as a servant leader to get there. Now we're just back down to tasks. And I think those tasks can come down to like authoritarian, I just need you to do this, take out, take care of that problem, fix this, put out that fire. And that's one, you gotta make sure they do it and do it right. Cause it's at that level, there's not a lot of space for creativity and freedom. And we're not building anything big or necessarily. And projects can even kind of break down into that. So I'm glad you're bringing that up on the leadership styles. We don't have to always show up and be domineering. I think I want to be the kind of leader that is more about we than I and you. pulling something together and coaching up, but without the vision guidance, that might be an opportunity. Whatever department people are in, you can always have that conversation. Or even for the people themselves, again, you can always work on that. But those leadership styles, I think, fold in really nicely, say, do we have a vision and goal to catalyze people towards? Or am I just left with, you know, compliance, task type, manager, I just got to make sure people doing the right thing and complete things when I told them they need to all that, like the old school way. I think there's still probably a lot of that. Brian (26:35) Yeah. Yeah. And don't get me wrong, I completely understand from a leader, from a manager perspective, there are some basic kind of things that I think we have responsibility for. If you have an employee, let's say, that's stealing from the company or something, you're not going to just approach that as, hey, well, I'm not going to push them about stealing. I'm just going to try to clear the obstacles from Scott (26:58) Ask them how they feel about the stealing. Brian (27:00) Right, right, right. mean, don't anyone listen to this and think that we're saying that there's not that basic responsibility. I think that that is still part of being that leader and being a manager in some way, or form. I used to have a manager and for a while I sold shirts outside of Phantom of the Opera as part of the merchandise career there for that. And my boss there had this philosophy style of just, hey, you do your job. And, we're friends. We're the time in between, we just hang out and have fun. But if you're not doing your job, then we have to have a conversation. And I think that's kind of the basis there is like, don't, don't put me in that position as the manager. It's not, you know, you're not respectful of me when that's the case. and sometimes that, that, that occurs and you know, sometimes people have to be fired and all those other kinds of things. I get that. but that's, I think you can. You know, I remember one specific person that I had to fire at one point that, you know, it was, I felt after the, the event that it was actually the kindest thing I could have done to that person because they needed that, that to happen to them. Believe me, I know it's not good to get fired. I understand that, but this person had enough going on in their life that they needed that kick to do something else because they were not going into a good place. And, I just think that sometimes that's. Scott (28:03) you Brian (28:16) That's the kindest thing to do. Scott (28:18) my goodness, my first boss that pulled me into his office to say my performance wasn't adequate. He was just, and he, promise you, he probably said it just the way I'm saying it to you. I thought I was gonna die. But it was, I really did. just like, my heart's, you my throat and mouth totally dry. But it was the best thing I did, because I went back and like. Brian (28:27) Yeah. Scott (28:37) Yeah, why the heck am I not getting as much done as everyone else? Because I literally was just like an office clerk typing in stuff and word. There's no real complexity to that. But it was what I would, because then I started paying attention. I never had to get talked to again like that. Thank goodness. But boy, was like you said, kind of thing you could have done. And again, I thought I was going to die. I didn't die. I needed to hear that feedback and then fix it. You mentioned something that also makes you think of what Google's research had found about that you need to know their best teams are ones that include the they know they have dependable team members. So the managers gotta say, look, if there's an issue on someone your team is not delivering when you need them to, then yeah, I need to step and help. That should be to be fixed. Google's saying the team members need that, but they also need meaning and impact, that their work makes a difference. Their work is bigger than it just has. So I think that's that nice combination of, I will step aside and address this assertively until that's not okay. that we got to perform this way. At the same time, I'm casting a vision about how this has impact bigger than just this team and you're part of something bigger than you show up in your code or your test or whatever. So I like that situational leadership that's going across. It's kind of reflected in their research as well. I'm glad you brought up that story. Thank you for management. Brian (29:46) Yeah, so I So I think I think it's uh, you know if I were to try to sum that I just I think You know when I'm asked a question, can you be nice or do nice guys finish last? I I don't think so. I mean, I don't think that you're gonna finish last just because you're being nice Depending on how you define nice You know, you can't you you have to be honest you have to be you know, entering those relationships in a healthy way. But that's not being not nice. That's that's just showing up and and giving your best to the job, I think. And if you do that in a respectful way and in a kind way, I think that makes you a nice person. And I don't think that person necessarily is going to finish last for those reasons. At least that's my opinion. Scott (30:25) Yeah. Well, I like that. And again, on your chart, I like the fact that main thing is be assertive. You have an opinion. Reminds you of the JavaScript, right? Assert. You're just saying it. Just saying it needs to be said. And some people might edit themselves to say, well, who am I? And I remember reading somewhere about, look, you have value in what you say because you exist. It doesn't have to be that you worked there for five years and you've got Brian (30:54) Yeah. Scott (30:57) you've written books, technical books, it could be that you're a thinking human being who is smart and knows stuff and has opinions. That's why we share what we share and not to edit ourselves out of that saying I shouldn't assert myself because of X or Y. anyways, a good conversation for the beginning of the year. And I like what you're rounding out that nice guys don't finish last. Maybe there's another word and maybe also there's a balance for these guys and girls as well. Brian (31:23) Yeah, I agree. Well, Scott, thanks for coming on. I appreciate you making the time and it's always great to have you on the show. Scott (31:30) My pleasure. lot of fun. Thanks, Brian.

Welcome to The Panel, the NBA debate show that brings the heat, sparks passionate discussions, and dives headfirst into the world of basketball like never before! If you're a hardcore NBA fan, a hoop junkie, or just someone who loves intense sports debates, you've found your weekly destination. Join us every weekday for a live, high-octane experience where we dissect, dispute, and celebrate all things NBA.

NYC Comptroller Brad Lander on NYCHA evictions and PACT-RAD

Brian Howell from Buff Zone and the Boulder Daily Camera joined PK to preview the Alamo Bowl matchup between the BYU Cougars and Colorado Buffaloes.

In episode of the Confident Sober Women podcast, host Shelby welcomes Julie, to discuss navigating boundaries and saying "no" during the holiday season. Julie shares her journey from a social drinker to finding herself in isolated drinking patterns after having children and moving to the suburbs, ultimately leading to her decision to quit alcohol.The conversation delves into the evolution from early sobriety to emotional sobriety, highlighting how recovery transforms relationships and personal growth. Julie and Shelby discuss the importance of developing a strong "A-Team" of supportive relationships and how priorities shift with age and sobriety, emphasizing quality connections over quantity.Key takeaways include:The challenge of saying "no" stems from fear of disappointing othersPractical strategies for setting boundaries, including the DEAR MAN technique (Describe, Express, Assert, Reinforce, Mindful, Negotiate)How to start small with boundary-setting and build confidenceWays to compromise while maintaining personal limitsThe importance of allowing others to have their feelings about your boundariesTips for holiday-specific situations like family gatherings and work partiesThe hosts emphasize that boundary-setting is a skill that requires practice, starting with small decisions like dinner choices before tackling bigger challenges like holiday commitments. They share practical examples of how to communicate boundaries effectively, including using "yes, and" statements instead of "but" to create win-win situations.Julie explains how validating others' feelings while maintaining personal boundaries can lead to better outcomes, and both hosts discuss the value of taking time to reflect before responding to requests. They share personal examples from parenting and professional situations, demonstrating how these principles apply across different life areas.Connect with Julie through Instagram, Facebook, or her website Julie Derashynski Coaching, or email her at Julie@JWDcoaching.com.Support the showSupport the showOh, and by the way, if you didn't know, my program Sober Freedom Transformation is now open! It is for women who have been sober for a year to many and are ready to discover who they want to be in long term sobreity, develop confidence and improve their relationships.If you aren't part of the Confident Sober Women Facebook group, it's a great place to be. There are over a thousand other sober women there building lives they don't want to escape from. Come on over and join us.And if you haven't read my memoir, grab a copy today and maybe a second one for a friend. There is so much hope in recovery, and I shared my story so raw and vulnerably so that others would know they aren't alone and that there is a way to live well, manage relationships, parent your kids, and have a healthy body, all while staying sober. Grab a copy of Recovering in Recovery: The Life-Changing Joy of Sobriety wherever books are sold.

Assert yourself for self-care and self-love as this is a pathway to owning your self-worth. You can find the genesis of your power by using the solstice energy and the martial internal exploration.Delegate to those around you, including yourself, to align with your best next steps.Remember you set the tone of what you expect of yourself and others.Make sure you align your actions with your visions. Getting ready for the holidays?This week is a great one to get those last-minute gifts. Keeping it intimate and simple is your best bet.·       Read the Accompanying December Forecast Blog Post!  For a written in-depth guide on the star events of the month discussed in this podcast (and more!), read our blog post detailing the energies of December: December Forecast: What Future Are You Creating? ·       Find out how you can achieve your Grand Vision: We wrote about how a twenty-year star event sets you up for the next two decades. Learn how to set intentions to achieve your Grand Vision: Choose Important Priorities to Achieve Your Grand Vision§  PODCAST: E80: Jupiter in Gemini, Saturn in Pisces: Unlocking Cosmic Opportunities in August's Astrological Landscape·       Listen to our latest personal Retrogrades podcast! If you missed our last episode, tune in to hear how Mercury, Mars, and Venus Retrogrades at the end of 2024 affect your next few months into March. §  PODCAST: E123: Retrogrades Revealed: A Deep Dive into Mercury, Mars, and Venus in 2024-25Tune in to explore the cosmic influences guiding you through the end of the year and equip yourself with the wisdom and strategic insights to thrive in 2025! Don't forget to rate, review, and share your favorite episodes! Until next time, happy soul tidings.

Borderline Personality Disorder (BPD) can make navigating the workplace especially challenging. In this video, Xannie, Georgette, Melanie, André, and Raf open up about their struggles and triumphs managing BPD on the job. We also explore how BPD affects workplace relationships and share strategies for effectively handling symptoms in professional settings. If you or someone you know is struggling with BPD at work, this video offers valuable insights! Come back on Friday as we continue this topic, with a discussion on how stress affects BPD at work. Link to DEAR MAN https://open.spotify.com/episode/6IKdqVrQWsJ4PcCIWWN54P?si=V1wo-_FCQV6TZR0KKhaTaA Nov 27th we'll be back to share stories about BPD at work. Can't wait until then? Sign up for our "BPD Buddies" or "BPD Besties" tiers on Patreon to get early access to an exclusive extended cut of next week's episode NOW! https://www.patreon.com/thebpdbunch

Catch up on all the headlines in Utah Jazz, NBA, College Basketball, NFL, Utah, USU, BYU, College Football, MLB and Utah Hockey Club news with "What is Trending" for November 15, 2024.

Pastor Dave Cotner - 14. Assert

From ‘The Detroit Football Network Podcast' (Subscribe Here): hosts Justin Rogers and Will Burchfield take a look at a revamped Lions team following a trade and some time to get healthy heading into a massive primetime showdown with the Houston Texans. And, Detroit's defense has been excellent; Cornerback Amik Robertson joins the show to peak behind the curtain at their success. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Join us:Mon-Fri 7am EST Morning INSPIRATION Mon-Fri 10pm EST Soothing Bedtime LectureSaturdays 3pm EST Traditional Chinese Medicine home remedies$60 One Time Fee***Exclusively On the FANBASE APP***https://linktr.ee/PositivelyAnge?utm_source=linktree_profile_share<sid=cd687009-86c5-43eb-abc8-27157cde5d09Saturdays 4pm EST Narrating 101$60 One Time Fee***Exclusively On the FANBASE APP***https://linktr.ee/PositivelyAnge?utm_source=linktree_profile_share<sid=cd687009-86c5-43eb-abc8-27157cde5d09Saturdays 5pm EST Subscribers Group Coaching (Private Room)***Exclusively On the FANBASE APP***https://linktr.ee/PositivelyAnge?utm_source=linktree_profile_share<sid=cd687009-86c5-43eb-abc8-27157cde5d09#innerstrength #mentalstrength #expandingconsciousness #manifestingmagic #lawofattractionguide #subconsciousmind #manifestingabundance #innerconversation #lawofvibration #nevillegoddard #manifestationcoach #innerguidance #disciplined #stayfocused #selfbelief #davidgoggins #mindset #persistence #visualizing #intention #synchronicity #manifestyourdreams #lawofassumption #hermeticprinciples #imaginingcreatesreality

Heaven, Hell and the Holy Ghost – You need two of the three. Notes: 1. The devil doesn't want you Saved, Sanctified or filled with the Holy Ghost. 2. Whoever wants the next generation the most will get them. 3. Satan will contend for your Salvation and being filled with the Holy Ghost. 4. Contend = Oppose, Challenge, Argue, Compete, Assert. o Jude 1:3 (NKJV) o Jude 1:4 (NLT) 5. All sin starts with a thought. o 2 Corinthians 10:3-6 (NKJV) 6. (Verse 4 Note) Strongholds = 3794. ὀχύρωμα ochúrōma; A stronghold, fortification, wall of a city, a fortress, Used metaphorically of any strong points or arguments in which one trusts. 7. (Verse 5 Note) Arguments = 3053. λογισμός logismós; to deliberate. In the sense of device, counsel, senselessness folly. 8. (Verse 6 Note) Punish = 1556 ἐκδικέω ekdikéō; Avenger. To execute justice, it means bring out my right or justice so the accusation of my adversary may not stand against me - to forgive. o John 3:17 (NKJV) 9. Condemn = 2919. κρίνω krínō; to pass judgement on. o John 16:7-8 (NKJV) 10. Convict = 1651. ἐλέγχω elégchō; to show to be wrong, to reprove, rebuke, to prove one in the wrong and thus to shame him. o Romans 5:8 (NKJV) Need Prayer? Send your prayer requests to: journeychurcheva.com/prayer To give to Journey: journeychurcheva.com/give

Alcohol? Bad for us. But a fascinating new study looks at what happens to the person who's watching the drinking happen. Also, college kids in Egypt saw their depression/anxiey/stress drop... by getting a crash course on 'assertiveness.'

Paul Goldsmith discusses the importance of learning to say no to protect your time and energy. Drawing parallels to professional sports and entrepreneurship, Paul emphasizes the need for personal growth, risk-taking, and the importance of prioritizing critical opportunities over lesser ones. He shares three practical tips for learning the art of saying "No". Assert your boundaries clearly and politely – being direct,  Practice in low-stakes situations Offer alternatives.  Paul highlights how saying no can lead to increased productivity, better business decisions, and more meaningful relationships with those who matter most.

Jake and Michael discuss all the latest Laravel releases, tutorials, and happenings in the community.This episode is sponsored by Sentry - code breaks, fix it faster. Don't just observe, take action today!Show linksTaylor Otwell is attending Laracon AU 2024!Assert the Exact JSON Structure of a Response in Laravel 11.19 Take the Annual State of Laravel 2024 Survey Visual EXPLAIN for MySQL and Laravel VS Code Snippets for Livewire and Alpine.js Introducing Built with Laravel Laravel Advanced String Package Upload Files Using Filepond in Livewire Components Add Comments to your Laravel Application with the Commenter Package Build SSH Apps with PHP and Laravel Prompts A guide to Laravel's model events API Versioning in Laravel 11 

AP correspondent Mimmi Montgomery reports on women in Indonesia tackling gender-based violence by learning martial arts.

Edward A. Rice, Esq., of Broderick Bancroft & Saccardi and Joel H. Feldman, Esq., of Heisler & Feldman, PC, detail the criteria that should be considered in order to select good tenant cases, excerpted from MCLE's 10/23/2023 live webcast: How to Assert a Residential Tenant Claim. The full program is available as an on-demand webcast or an MP3 here.  Get 24/7 instant access to hundreds of related eLectures like this one—and more—with a subscription to the MCLE OnlinePass. Learn more at www.mcle.org/onlinepass and start your free trial today! Connect with us on socials!Instagram: mcle.newenglandX (Formerly Twitter): MCLENewEnglandLinkedIn: Massachusetts Continuing Legal Education, Inc. (MCLE│New England)Facebook: MCLE New EngalndThreads: mcle.newnengland

Jeffrey Spahn is the founder and president of Leading Leaders Inc. For more than 20 years he has researched, coached and inspired top business executives and their teams through the distinctive collective leadership process of We the Leader. Jeff's journey into leading leaders was sparked by experiences of collective flow in high school and as a letterman on the University of Michigan football team. His business degree from the University of Michigan and doctorate from the University of Chicago ground his practice in sound scholarship. Jeff's most recent publication is the book, We the Leader, published by McGraw-Hill. Key Takeaways: We are all both leaders and followers Collective flow comes from explicitly stating shared intentions to foster connection Mutual investment within a community allows us to see others as valuable and vital Ask questions – be curious Practice dialogue – stay open to new ideas Try things and take risks to foster new connections Assert your beliefs – don't impose or withhold – and be ready to let them go Reframe difference from something to avoid or attack to an opportunity to create Authenticity requires community – to be authentic you need to allow others to be authentic Guest's Media Recommendations: Mary Parker Follett – Prophet of Management: A Celebration of Writings from the 1920s (book) edited by Peter F. Drucker __ Find Guest's work: Jeff Spahn's Website: https://wetheleader.com/ __ For more of Michael's work, visit our website www.incognitotheplay.com or follow us on Instagram @incognitotheplay __ Thanks to Ned Doheny for providing our podcast music! You can find him and his music on Spotify. Editing and co-production of this podcast by Nina Kissinger. Email info@incognitotheplay.com with questions or comments about the show!

Discover 33 rights you need to know and that that you forgot you had. Knowing these rights can empower you to become your best advocate. This episode unpacks vital rights that can transform how you communicate and advocate for yourself, ensuring you are treated with respect, can ask for what you want, and feel entitled to your emotions and decisions. From the right to be treated with dignity to the right to brag unapologetically, these rights will equip you with the courage to make a meaningful impact at work and beyond. Tune in to this episode to discover: ✔️ The importance of knowing and understanding your self-advocacy rights. ✔️ The need to assert your right to be treated with dignity and respect. ✔️ The right to ask for both reasonable and unreasonable things without guilt. ✔️ The significance of prioritizing your own needs and protecting your 'me' time. ✅ Listen on the Speak Your Mind Unapologetically podcast on Apple Itunes: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915      ✅ Listen on Spotify: https://open.spotify.com/show/6L1myPkiJXYf5SGrublYz2   ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Follow the show host, Ivna Curi, on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Request A Customized Workshop For Your Team And Company:  http://assertiveway.com/workshops   ✅ Other Episodes You'll Like 15 Assertive Rights That You Need To Protect Assertiveness 101: Enhancing, Not Changing, Your Personality How to Deal with Difficult Coworkers Without Compromising Your Integrity (Examples) 9 Pro Tips for Fearless Conversations at Work, Even For Introverts How to Advocate for What Matters Without Overstepping at Work How To Speak Assertively Without Being Confrontational   ✅ Free Resources FREE Training & presentation on How To Be Assertive Without Being Rude, Aggressive, or Offensive: https://assertiveway.aweb.page/assertivenotrude  Sign Up for Our Email Newsletter: https://assertiveway.com/newsletter/ Ivna's Unapologetic Voice Stories: https://assertiveway.aweb.page/ivnastories From Rambling To Articulate PDF Guide: https://assertiveway.aweb.page/articulate Podcast episode lists by theme: https://assertiveway.aweb.page/speakyourmindunapologeticallytopics Women in Tech Leaders Podcast Interviews: https://assertiveway.com/womenintechpodcastguests/ Podcast Summaries & More Email Newsletter: https://assertiveway.com/newsletter Our Linkedin Blog Articles:  https://www.linkedin.com/newsletters/6863880009879306240/   TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Assertiveness free training: https://assertiveway.aweb.page/getahead Other Free resources: https://assertiveway.com/free/ Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/   ✅ Work With Us Workshops: http://assertiveway.com/workshops   Break The Silence: https://assertiveway.com/communicationculturetransformation/ Services: https://assertiveway.com/offerings Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2 Website: https://assertiveway.com   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915 Ask me your question for the next episode: https://www.speakpipe.com/speakyourmindquestion   00:00 Introduction and Purpose 01:10 Understanding Self-Advocacy Rights 02:23 Right to Respect and Dignity 04:46 Right to Ask for What You Want 05:56 Right to Not Do Good And Still Be Good Enough 06:53 Right to Be Imperfect 07:49 Right to Use Vacation Days 09:13 Right to Leave Work on Time 10:13 Right to Say No To Evening or Weekend Work 11:03 Right to Change Your Mind 12:00 Right to Not Make Sense 12:56 Right to Get Emotional 13:45 Right to Ask for Help Even If You Can Do It Yourself 14:21 Right to Not Care, Guilt-free 15:29 Right to Prioritize Yourself 16:30 Right to Stay Silent 17:13 Right to Ask For More 17:54 Right to Brag and Celebrate Achievements 18:47 Right to Say No and Not Justify It 19:41 Right to Disagree With Anyone, Anytime 20:24 Right to Prioritize Money and Power 21:11 Right to Protect Your Me Time 21:54 Right to Make Your Own Decisions 22:11 Right to Not Be of Service 24/7 23:25 Right to Not Be Selfless All The Time 24:15 Right to Be a Non-Servant Leader 25:19 Right to Not Be Liked 25:35 Right to Respect Yourself First 25:47 Right to Be Aggressive in Your Pursuits 26:03 Right to Get Impatient To Protect Your Time 26:52 Right to Ask for a Promotion Even If You Don't Outperform 27:18 Right to Say Things Others Won't Like 27:55 Right to Confront Without Being Labeled Aggressive 28:13 Right to Ask Hard Uncomfortable Questions 28:43 Conclusion and Call to Action

PREVIEW: #SCOTUS: #IMMUNITY: Conversation with Professor Richard Epstein of Hoover Institution re the SCOTUS 6-3 decision to assert there are official and unofficial acts of a POTUS that must be defined by lower courts - and the professor observes that what must be avoided is charging a POTUS with ill-defined acts that are labelled crimes after POTUS has left office, an endless vulnerability. 1936 FDR and Fala

The wealthy oligarchs continue to ignore the needs of the working class as they pay politicians to take an undeserved piece of our pie. Subscribe to our Newsletter: https://politicsdoneright.com/newsletter Purchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make America Utopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And Be Fit Now: https://amzn.to/3xiQK3K Tribulations of an Afro-Latino Caribbean man: https://amzn.to/4c09rbE --- Send in a voice message: https://podcasters.spotify.com/pod/show/politicsdoneright/message

Are you struggling to find your bold voice in the workplace? Commit to these four essential actions and watch your confidence soar. In this episode you'll find out the crucial commitments needed to discover and amplify your bold voice. Finding your bold voice requires dedication and the willingness to step out of your comfort zone. Just like overcoming the fear of the dentist or embracing public speaking challenges, you can master the art of assertive communication by committing to these four principles. Tune in to this episode to discover: ✔️ How committing to frequency can make speaking up second nature ✔️ Why embracing fear is essential for your growth ✔️ The importance of taking responsibility for being heard ✔️ How to act confident even when you don't feel it   ✅ Listen on the Speak Your Mind Unapologetically podcast on Apple Itunes: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915      ✅ Listen on Spotify: https://open.spotify.com/show/6L1myPkiJXYf5SGrublYz2   ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Follow the show host, Ivna Curi, on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Request A Customized Workshop For Your Team And Company:  http://assertiveway.com/workshops   ✅ Other Episodes You'll Like How To Speak Assertively Without Being Confrontational How to Advocate for What Matters Without Overstepping at Work Emotions in Negotiation: How To Use Emotions to Resolve Conflict (with Steve Alban) Which of the 7 Levels of Belief in Your Voice Are You At? Assert or Accommodate? Mastering Conflict Resolution in 5 Steps   ✅ Free Resources FREE Training & presentation on How To Be Assertive Without Being Rude, Aggressive, or Offensive: https://assertiveway.aweb.page/assertivenotrude  Sign Up for Our Email Newsletter: https://assertiveway.com/newsletter/ Ivna's Unapologetic Voice Stories: https://assertiveway.aweb.page/ivnastories From Rambling To Articulate PDF Guide: https://assertiveway.aweb.page/articulate Podcast episode lists by theme: https://assertiveway.aweb.page/speakyourmindunapologeticallytopics Women in Tech Leaders Podcast Interviews: https://assertiveway.com/womenintechpodcastguests/ Podcast Summaries & More Email Newsletter: https://assertiveway.com/newsletter Our Linkedin Blog Articles:  https://www.linkedin.com/newsletters/6863880009879306240/   TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Assertiveness free training: https://assertiveway.aweb.page/getahead Other Free resources: https://assertiveway.com/free/ Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/   ✅ Work With Us Workshops: http://assertiveway.com/workshops   Break The Silence: https://assertiveway.com/communicationculturetransformation/ Services: https://assertiveway.com/offerings Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2 Website: https://assertiveway.com   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915 Ask me your question for the next episode: https://www.speakpipe.com/speakyourmindquestion  

Do you have boundaries? Have you ever crossed someone else's boundaries? How would you react if someone crossed yours? It is WAY easier to ignore it. Avoiding potential conflict and awkwardness is second nature to most of us. For those of us with people-pleasing tendencies, telling someone they have violated a boundary can be an acute version of living hell. Luckily for us, our resident psychologist Dr. Emily is here to help us navigate what a healthy boundary looks, feels and sounds like. And why understanding, implementing and protecting heathy boundaries is good for all of us...even if it does feel a little awkward. Links mentioned in the episode and extra resources:

Jesus tells us today we can assert our legal rights in prayer before the Father, seated on the Throne of Grace. Prayer is justice. We pray in the Status of Christ. As we're born anew and then coached up by Jesus, we can develop in powerful, legal prayer -- brave, audacious prayer claims that yield results. Tune in to explore how to develop and harness this transformative power. Podcast Vault  >  See all Jesus Smart podcast episodes Elevate your inbox  >  Free! Subscribe to The Smart Edit newsletter What do you believe?  >  See the Jesus Smart Creed Recent episodes: From Disobedience to Dominion: Jesus Seeks the Lost Vice-Regents (313) Prayer's Power Play: Overthrowing the Reign of the Godless (312) Part 2 -- Boundary Breaker: Jesus Empowers Women with Mary DeMuth, Frank Viola (311) > JesusSmart.com/311

In our 3rd part in our series on Borderline Personality Disorder (BPD), Meg again joins us. Discover the toolset available to help manage BPD with Dialectical Behavior Therapy (DBT). DBT's core principles, techniques, and applications can be used and included mindfulness, distress tolerance, emotion regulation, interpersonal effectiveness, and radical acceptance. Critically important is emphasizing the importance of mindfulness as a foundational skill in DBT, serving as a gateway to other techniques.The "TIP skills" (Temperature, Intense exercise, Paced breathing, and Paired muscle relaxation) as effective tools for quickly reducing physiological arousal during moments of crisis.Emotion regulation emerges as another crucial component of DBT, focusing on understanding, experiencing, and expressing emotions in healthy ways. Meg explains the concept of "wise mind" and shares practical techniques for modulating emotional intensity, such as paced breathing and opposite action.Another tool is interpersonal effectiveness, which involves acquiring skills for assertiveness, effective communication, and boundary-setting in relationships. Meg introduces the "DEAR MAN" technique (Describe, Express, Assert, Reinforce, Mindful, Appear confident, Negotiate) as a structured approach to making requests and resolving conflicts respectfully.Radical acceptance is discussed as a key aspect of distress tolerance, emphasizing the importance of acknowledging and embracing reality, even when it is difficult or painful. Meg and explores how radical acceptance allows individuals to move beyond resistance and toward meaningful change.These skills and many more, empower individuals to make informed choices, take control of their lives, and cultivate resilience in the face of adversity.If you need more support in your mental health journey we offer free 30-minute fitting calls for our coaching program. You do not have to walk through your mental health struggle alone. Because as always, together is better! There is no substitute for a listening ear. Get Your Free 30 Minute Consultation Today.http://www.hopetorecharge.com/1on1—————————————————————————Connect with Meg: mrowleydbt@bhbehavioralassociates.comhttps://www.bhbehavioralassociates.com/meg-rowley-lcsw—————————————————————————Sponsors:https://Betterhelp.com/hopetorechargeBetterhelp.com is the world's leading provider of online therapy. Their mission is to make professional counseling accessible, affordable, and convenient, so anyone who struggles with life's challenges can get help, anytime, anywhere. Head to https://Betterhelp.com/hopetorecharge for 10% off your first month of services. IMPORTANT: Be sure to click this link in order to get the 10% off code. As a BetterHelp affiliate, we may receive compensation from BetterHelp if you purchase products or services through the links provided.https://Maxifyz.com/Maxifyz.com provides doctor formulated, lab certified, USA grown high quality CBD oils, tinctures and 100% legal Hemp products to reduce anxiety and stress, provide muscle relaxation and help to get a better night's sleep. Use coupon code HOPE to get 10% off your order plus free shipping.Connect with us!Website: https://hopetorecharge.com/Instagram: https://www.instagram.com/matanajacobs/iTunes: https://podcasts.apple.com/us/podcast/hope-to-recharge/id1464788845Spotify: https://open.spotify.com/show/00AIhRZOxKNOvenz32gGeKYoutube: https://www.youtube.com/channel/UC_DkYMcco7pSrkKk6wU5p7wSupport this podcast at — https://redcircle.com/hope-to-recharge/donationsAdvertising Inquiries: https://redcircle.com/brands

Questions: Is there a connection between trauma bonding and victim blaming dynamics? Is there a cultural component to victim blaming? How does societal power dynamics play a role in victim blaming? Is victim blaming a form of psychological self-protection for the offender? Can victim blaming perpetuate cycles of abuse? How does the media contribute to victim blaming? Is there a connection between victim blaming and victim shaming? Can victims internalize victim blaming and shame themselves? What role does empathy play in understanding victimhood and accountability? Is there a correlation between victim blaming and lack of education or awareness? How does intersectionality play a role in victim blaming? Can therapy help victims navigate feelings of guilt and shame associated with victim blaming? Is there a way to hold both the victim and offender accountable simultaneously? How do societal norms and expectations contribute to victim blaming? Is there a way to shift the narrative from victim blaming to offender accountability in relationships? Can forgiveness play a role in addressing victim blaming? How does trauma impact one's ability to hold themselves accountable as a victim? Is there a difference in accountability depending on the type of offense or harm caused? How can restorative justice practices be used to address victim blaming? Can victim blaming be a form of gaslighting? How do power dynamics in relationships impact accountability for both the victim and the offender? Is there a connection between victim blaming and victimization mentality? Can self-love and self-compassion help victims navigate feelings of shame and blame? What role does societal stigma play in victim blaming? Is there a way to prevent victim blaming from occurring in the first place? How can education and awareness help combat victim blaming? Is there a cultural shift needed to address victim blaming on a larger scale? Can spiritual practices help victims heal from the effects of victim blaming? How do beliefs about personal responsibility influence victim blaming attitudes? Is there a connection between trauma bonding and victim blaming? How does the criminal justice system contribute to victim blaming? Can language and communication styles influence victim blaming tendencies? What role does power and control play in victim blaming dynamics? Is there a way to address victim blaming without perpetuating shame? ***How can victims set boundaries to protect themselves from further victim blaming? Is there a way to shift the focus from the victim to the offender in conversations about accountability? How do gender roles and expectations impact victim blaming attitudes? Can victim blaming be a form of denial of personal responsibility? What role does societal privilege play in victim blaming attitudes? Is there a connection between victim blaming and mental health stigma? How can victims advocate for themselves in the face of victim blaming attitudes? Are there systemic changes needed to address victim blaming in society? What's the difference between always playing the victim, and actually being one? Why do many people seem to blame the victims? What are some examples of victim blaming? Can you be a victim and simultaneously be accountable? What is the psychology of victim blaming? Does the phrase “it's not your fault” or the acknowledgment of a seemly “greater” offense cancel out accountability? What are the negative effects of victim blaming? What are good questions to ask a victim? Can definitions regarding what accountability truly looks like, vary? Is accountability an internal process of the offender, an external “act” that brings balance to the dynamic, both or neither? How do you reconcile being an “imperfect” victim with trauma? Zo's Talking Points: Victim blaming is a pervasive issue in society, particularly in cases of relationship conflict where individuals are quick to point fingers at the victim rather than holding the offender accountable. Sandy Hein's book, “Why Aren't We Shaming Offenders Instead of Blaming Victims?” delves into the complex dynamics of victim blaming and raises important questions about the accountability of victims in relationship conflicts. In exploring this topic, it is essential to understand the nuances of victimhood, accountability, and the psychology behind victim blaming. One crucial distinction to make is the difference between always playing the victim and actually being one. Playing the victim often involves a pattern of seeking sympathy or avoiding responsibility by portraying oneself as a perpetual victim in various situations. On the other hand, genuine victimhood stems from experiencing harm or injustice at the hands of others, leading to feelings of powerlessness and trauma. It is essential to recognize this distinction to avoid invalidating the experiences of true victims. So, why do many people resort to blaming the victims instead of holding offenders accountable? This phenomenon can be attributed to various factors, including societal norms, cognitive biases, and the need to maintain a sense of control and security. Victim blaming may serve as a defense mechanism for individuals who struggle to confront uncomfortable truths or acknowledge their role in perpetuating harm. Examples of victim blaming are prevalent in various contexts, from victim blaming in cases of sexual assault, where survivors are scrutinized for their clothing choices or behavior, to blaming victims of domestic violence for not leaving their abusers sooner. These examples highlight the harmful consequences of shifting blame onto the victims rather than addressing the root causes of the offenses. One thought-provoking question that arises is whether a victim can be simultaneously accountable for their experiences. While victims may bear some responsibility for their actions or decisions, it is crucial to differentiate between accountability and culpability. Victims should not be held responsible for the harm inflicted upon them, but they can play a role in their healing and recovery process by taking agency over their well-being. The psychology of victim blaming is complex and multifaceted, involving cognitive distortions, moral judgments, and social influences. Individuals may engage in victim blaming to distance themselves from feelings of vulnerability or guilt, perpetuating harmful narratives that undermine the experiences of victims. Understanding the psychological mechanisms behind victim blaming is essential in challenging and dismantling these harmful attitudes. One common misconception is that acknowledging a greater offense or expressing sympathy with the phrase “it's not your fault” absolves victims of any accountability. While it is crucial to validate victims' experiences and hold offenders accountable, acknowledging the complexities of victimhood does not negate the importance of promoting accountability and healing for all parties involved. The negative effects of victim blaming are far-reaching, leading to feelings of shame, self-blame, and isolation among victims. When individuals are met with judgment and scrutiny instead of support and understanding, the trauma of their experiences is compounded, hindering their ability to heal and move forward. It is essential to recognize the harmful impact of victim blaming on individuals' mental health and well-being. In navigating conversations with victims, asking good questions can pave the way for healing and empowerment. Instead of interrogating victims or doubting their experiences, it is essential to approach them with empathy, compassion, and a willingness to listen. By creating a safe and supportive space for victims to share their stories, we can foster healing and understanding in the aftermath of trauma. The concept of accountability in relationship conflicts is multifaceted and can vary depending on the circumstances and dynamics at play. While offenders bear primary responsibility for their harmful actions, victims may also have a role in setting boundaries, seeking support, and advocating for their needs. Accountability can be both an internal process of reflection and growth for offenders and an external act that promotes healing and justice in the relationship dynamic. In reconciling being an “imperfect” victim with trauma, it is essential to embrace self-compassion, acceptance, and resilience. Trauma can leave lasting scars and vulnerabilities, but it does not define victims' worth or agency. By acknowledging their experiences, seeking support, and engaging in healing practices, victims can navigate the complexities of trauma and reclaim their power and autonomy. In conclusion, the issue of victim blaming in relationship conflicts raises critical questions about accountability, empathy, and healing. By challenging harmful attitudes, promoting understanding, and fostering a culture of support and empowerment, we can work towards creating a more just and compassionate society for all individuals impacted by trauma and injustice. It is time to shift the focus from blaming victims to shaming offenders and holding them accountable for their actions, thereby promoting healing, justice, and reconciliation in relationships and communities. Some common examples of victim blaming in society include: 1. Blaming sexual assault victims for their clothing choices or behavior. 2. Blaming domestic violence victims for not leaving their abusers sooner. 3. Blaming victims of racial discrimination for not working hard enough to overcome systemic barriers. 4. Blaming victims of cyberbullying for not protecting their online privacy. 5. Blaming victims of natural disasters for not being adequately prepared. 6. Blaming victims of robbery for not being more vigilant or cautious. 7. Blaming victims of medical malpractice for not researching their healthcare providers. 8. Blaming victims of bullying for not standing up for themselves. 9. Blaming victims of hate crimes for provoking their attackers. 10. Blaming victims of financial fraud for being too trusting. ****** In Sandy Hein's thought-provoking book, "Why Aren't We Shaming Offenders Instead of Blaming Victims?", the issue of victim blaming is brought to the forefront of our collective consciousness. The concept of victim blaming is a pervasive and insidious societal phenomenon that often goes unnoticed or unchallenged. It shifts the focus away from the actions of the offender and places the responsibility on the victim, ultimately perpetuating a cycle of harm and injustice. But what exactly is the victim accountable for in relationship conflict? Victims of any form of harm should not be held accountable for the actions of their offenders. It is crucial for victims to set boundaries to protect themselves from further victim blaming. By establishing clear boundaries and asserting their rights, victims can assert their autonomy and resist the harmful narratives that seek to diminish their agency. Setting boundaries is a form of self-care and self-preservation that empowers victims to reclaim their power and assert their worth. In conversations about accountability, there is a need to shift the focus from the victim to the offender. By centering the conversation on the actions and behaviors of the offender, we can challenge the narratives that seek to blame and shame victims. It is important to hold offenders accountable for their actions and to challenge the systems of power and privilege that enable and perpetuate harm. Gender roles and expectations play a significant role in victim blaming attitudes. Society often places unrealistic expectations on victims, particularly women, to be perfect and blameless. This can lead to victim blaming attitudes that seek to diminish the agency and autonomy of victims. By challenging gender norms and expectations, we can create a more inclusive and equitable society that values the experiences and perspectives of all individuals. Victim blaming can be a form of denial of personal responsibility. By shifting the blame onto the victim, offenders can avoid taking responsibility for their actions and behaviors. This can perpetuate a cycle of harm and injustice that further marginalizes and harms victims. It is important to challenge victim blaming attitudes and hold offenders accountable for their actions. Societal privilege also plays a significant role in victim blaming attitudes. Those who hold power and privilege in society are often able to avoid accountability for their actions and behaviors. This can perpetuate a cycle of harm and injustice that further marginalizes and harms victims. By challenging systems of power and privilege, we can create a more just and equitable society that values the experiences and perspectives of all individuals. In conclusion, victim blaming is a harmful and pervasive societal phenomenon that must be challenged and dismantled. By centering the conversation on the actions and behaviors of offenders, we can shift the focus away from the victim and hold perpetrators accountable for their actions. It is crucial for victims to set boundaries, advocate for themselves, and challenge victim blaming attitudes in order to reclaim their power and agency. Only by challenging systems of power and privilege, and creating a more just and equitable society, can we truly address and eradicate victim blaming in all its forms. ****** There are several practical ways victims can advocate for themselves in the face of victim blaming attitudes: 1. Seek support: It is important for victims to seek support from trusted friends, family members, or professionals who can provide emotional support and validation. Having a support system can help victims feel empowered and less isolated in the face of victim blaming attitudes. 2. Educate themselves: Victims can educate themselves about the dynamics of victim blaming and the impact it can have on their mental health and well-being. By understanding the root causes of victim blaming attitudes, victims can better navigate and challenge harmful narratives. 3. Assert boundaries: Victims can assert their boundaries and communicate their needs and boundaries to others. By setting clear boundaries, victims can protect themselves from further victim blaming and assert their autonomy and agency. 4. Practice self-care: It is important for victims to prioritize self-care and prioritize their own well-being. Engaging in activities that promote self-care, such as exercise, meditation, or therapy, can help victims cope with the emotional toll of victim blaming attitudes. 5. Challenge victim blaming narratives: Victims can challenge victim blaming attitudes by speaking out against harmful narratives and stereotypes. By sharing their stories and advocating for themselves, victims can raise awareness about the impact of victim blaming and work towards dismantling harmful attitudes. 6. Seek professional help: Victims can seek support from mental health professionals, such as therapists or counselors, who can provide guidance and support in navigating victim blaming attitudes. Therapy can help victims process their experiences, build resilience, and develop coping strategies for dealing with victim blaming attitudes. 7. Engage in activism: Victims can engage in activism and advocacy work to raise awareness about victim blaming attitudes and work towards systemic change. By joining advocacy groups or participating in awareness campaigns, victims can amplify their voices and advocate for justice and accountability. 8. Practice self-compassion: It is important for victims to practice self-compassion and treat themselves with kindness and understanding. By practicing self-compassion, victims can cultivate a sense of worthiness and self-acceptance that can help them navigate victim blaming attitudes with resilience and strength. By implementing these practical strategies, victims can advocate for themselves in the face of victim blaming attitudes and reclaim their power and agency. It is essential for victims to prioritize their well-being, seek support, and challenge harmful narratives in order to assert their autonomy and assert their worth.**** *** Victim blaming is a complex and pervasive issue that permeates many aspects of society, particularly in the realm of relationship conflicts. Sandy Hein's book, "Why Aren't We Shaming Offenders Instead of Blaming Victims?", challenges the prevailing narrative that places the burden of accountability on victims rather than offenders. In exploring the dynamics of victim blaming, it becomes essential to delve into the nuanced questions that surround the accountability of victims in relationship conflicts. One crucial aspect to consider is whether there is a difference in accountability depending on the type of offense or harm caused. It is important to recognize that the accountability of victims should not be contingent on the severity or nature of the offense. Victims should not be held responsible for the actions of their offenders, regardless of the circumstances. Restorative justice practices offer a promising approach to addressing victim blaming. By focusing on repairing the harm caused by offenses and promoting healing for both victims and offenders, restorative justice can shift the emphasis from blame to accountability. Through open dialogue, empathy, and reconciliation, restorative justice practices can help challenge victim blaming attitudes and foster a more compassionate and understanding approach to conflict resolution. Victim blaming can indeed be a form of gaslighting, a manipulative tactic used to undermine the victim's sense of reality and agency. By shifting blame onto the victim and invalidating their experiences, offenders perpetuate a cycle of harm and control that further diminishes the victim's autonomy and self-worth. Power dynamics in relationships play a significant role in shaping accountability for both victims and offenders. In relationships where power differentials exist, victims may feel constrained or pressured to take on undue responsibility for the actions of their offenders. It is essential to address and challenge power imbalances in relationships to promote accountability and equity. Victim blaming attitudes can be closely intertwined with a victimization mentality, where individuals internalize feelings of helplessness and self-blame. By promoting self-love and self-compassion, victims can navigate feelings of shame and blame with resilience and strength. Cultivating self-empowerment and self-care practices can help victims reclaim their agency and assert their worth. Societal stigma plays a significant role in perpetuating victim blaming attitudes. By challenging harmful stereotypes and narratives that blame victims for their own victimization, we can work towards creating a more inclusive and empathetic society that values the experiences and perspectives of all individuals. Education and awareness are powerful tools in combating victim blaming. By raising awareness about the impact of victim blaming attitudes and promoting empathy and understanding, we can challenge harmful beliefs and promote accountability and justice. A cultural shift is indeed needed to address victim blaming on a larger scale. By fostering a culture of accountability, empathy, and respect for all individuals, we can create a society that values justice and compassion over blame and shame. Spiritual practices can offer healing and solace to victims who have experienced the effects of victim blaming. By tapping into spiritual resources and practices, victims can find strength, resilience, and inner peace in the face of adversity. Beliefs about personal responsibility can influence victim blaming attitudes. By promoting a nuanced understanding of personal responsibility that acknowledges the complexities of interpersonal dynamics and power structures, we can challenge harmful narratives that place undue burden on victims. Trauma bonding, a phenomenon where victims form strong emotional attachments to their abusers, can contribute to victim blaming dynamics. By addressing the underlying trauma and promoting healing and support for victims, we can break the cycle of victimization and empower individuals to seek healthy and nurturing relationships. The criminal justice system often perpetuates victim blaming attitudes through its focus on punitive measures rather than restorative justice practices. By advocating for systemic reforms that prioritize healing and accountability, we can create a more just and compassionate approach to addressing harm and conflict. Language and communication styles can indeed influence victim blaming tendencies. By promoting empathetic and non-judgmental language, we can create a more supportive and understanding environment for victims to share their experiences and seek help. Power and control dynamics play a significant role in shaping victim blaming attitudes. By challenging power imbalances and promoting equity and respect in relationships, we can create a more inclusive and empowering environment for all individuals. Addressing victim blaming without perpetuating shame requires a delicate balance of promoting accountability and healing while also fostering empathy and understanding. By centering the needs and experiences of victims, we can create a more compassionate and just society that values the dignity and worth of all individuals. In conclusion, the accountability of victims in relationship conflicts is a complex and multifaceted issue that requires a nuanced and compassionate approach. By challenging victim blaming attitudes, promoting restorative justice practices, and fostering a culture of empathy and respect, we can work towards creating a society that values justice, healing, and accountability for all individuals involved. ******* There is indeed a connection between trauma bonding and victim blaming dynamics, as both phenomena can intertwine to create complex and harmful dynamics in relationships. Trauma bonding refers to a psychological phenomenon where victims of abuse develop strong emotional attachments to their abusers. This bond is often characterized by a cycle of abuse, followed by periods of kindness or affection from the abuser, which creates confusion and dependency in the victim. In the context of trauma bonding, victims may internalize feelings of guilt, shame, and self-blame, which can contribute to victim blaming dynamics. Victims may struggle to recognize the abusive nature of the relationship and may rationalize or justify the behavior of their abuser. This internalization of blame can perpetuate a cycle of self-blame and disempowerment, leading to a reluctance to seek help or hold the abuser accountable. Moreover, trauma bonding can create a sense of loyalty and attachment to the abuser, making it difficult for victims to break free from the cycle of abuse. This loyalty may be reinforced by feelings of fear, guilt, or a distorted sense of love and attachment to the abuser. As a result, victims may be more susceptible to internalizing blame and minimizing their own experiences of harm, which can further perpetuate victim blaming dynamics. In addition, trauma bonding can create barriers to seeking help or support from others, as victims may feel a deep sense of loyalty or attachment to their abuser. This can further isolate victims and prevent them from accessing the resources and support they need to break free from the cycle of abuse. It is important to recognize the complex interplay between trauma bonding and victim blaming dynamics and to approach these issues with empathy, understanding, and a trauma-informed perspective. By providing support and resources to victims of trauma bonding, we can help empower individuals to break free from abusive relationships, challenge victim blaming attitudes, and promote healing and recovery

Follow the podcast for daily lectures from the mystic Neville Goddard ~  • Join the Unlock God Mode Experience »  • Book 1:1 Neville Goddard Guidance Call  • The Infinite Spirit Guided Meditation  • Browse all products  Neville Goddard (1905-1972), was an English writer, speaker and mystic. He grew up in Barbados and moved to the United States of America as a young adult. Neville Goddard was perhaps the last century's most intellectually substantive and charismatic purveyor of the philosophy generally called New Thought. He wrote more than ten books under the solitary pen name Neville, and was a popular speaker on metaphysical themes from the late 1930s until his death in 1972.Possessed of a self-educated and uncommonly sharp intellect, Neville espoused a spiritual vision that was bold and total: Everything you see and experience, including other people, is the result of your own thoughts and emotional states. Each of us dreams into existence an infinitude of realities and outcomes. When you realize this, Neville taught, you will discover yourself to be a slumbering branch of the Creator clothed in human form, and at the helm of limitless possibilities.Neville's thought system influenced a wide range of spiritual thinkers and writers, from bestselling author Joseph Murphy to Rhonda Byrne and Wayne Dyer.He has inspired and continues to inspire millions of readers around the world.RESOURCES:• Join the Unlock God Mode Experience » • The Infinite Spirit Guided Meditation » • Join the FREE Reality Creation Tribe »  Follow NEVILLE for daily inspiration:• Neville Goddard Newsletter• Neville Goddard Telegram• Neville Goddard Instagram• Neville Goddard Threads• Neville Goddard Twitter• Neville Goddard Facebook• Neville Goddard Discord• Neville Goddard YouTube• Neville Goddard Course• Neville Goddard Meditation• Neville Goddard CoachingNEVILLE's BOOKS (Free):• Feeling is the Secret by Neville Goddard• Out of this World by Neville Goddard• Freedom for All by Neville Goddard• Fundamentals by Neville GoddardNEVILLE's LECTURES (Free):• Fundamentals• Live the Answer Now• The Pruning Shears of Revision• An Inner Conviction• The First Principle• Brazen Impudence• Believe It InLINKS• Join my bestselling course, Unlock God Mode• Download the FREE manifestation PDF guide• Download the Florence Scovel Shinn meditation• Book a free 1:1 call with meNothing stands between man and the fulfillment of his dream but facts. And facts are the creations of imagining. If man changes his imagining, he will change the facts.~ Neville Goddard * * *Neville Goddard was a mystic and writer who explored the power of the mind and whose books left an indelible mark on the world.In Neville's own words:"You cannot serve two masters. Burn your bridges and completely abandon yourself to the person you want to be.""All things express their nature. As you wear a feeling, it becomes your nature.""Man must believe the unbelievable to fully express the greatness that he is."If you're ready to integrate Neville's teachings into your life and unlock the next level of the game of consciousness, begin with our bestselling course, Unlock God Mode.* * *Unlock God Mode is a transformative 30-day course designed to accelerate your journey towards greater wealth, love, and success through a deeper understanding and manipulation of your reality.  Comprising of 30 audio lessons, this course unfolds as a self-paced, introspective expedition into reality creation, aiding you in elevating your consciousness to what's referred to as the God Mode. Throughout this journey, practical tools will be provided daily to help enrich your life with more love, money, and success by altering your mental models and perceptions. This course combines theory and hands-on experience to create a unique deep dive into manifestation, consciousness, and reality creation. Join me on an extraordinary, 30-day adventure (1 lesson per day) and watch your reality transform. Begin the Unlock God Mode experience today »* * *Follow Neville Goddard on Telegram, Instagram, Threads, Twitter, Facebook, and YouTube. ★ Support this podcast on Patreon ★

Over the last 30 years, there has been an exponential growth of Indigenous media and Indigenous media makers, especially here in Canada which has one of the largest repositories of Indigenous media. However, the road to get here hasn't been easy. Indigenous filmmakers, producers, and artists have had to navigate the complex and often unfriendly terrain of Canadian media institutions and media production companies. Their negotiations -- and struggles -- have helped make space for a generation of Indigenous media-makers who are increasingly making shows and films on their terms, with their ideas.Karrmen Crey who is Stó:lō from Cheam First Nation, is an associate professor in the School of Communication at Simon Fraser University in Burnaby, British Columbia, and the author of “Producing Sovereignty: The Rise of Indigenous Media in Canada.” In this special  episode, recorded on-site with an audience in Vancouver at Iron Dog books, Karrmen speaks with Vinita about  the ways  Indigenous creators are using humour along with a sharp critique of pop culture to show just how different the world looks when decision-making power over how stories get told shifts and Indigenous media makers take control.This episode was produced in front of a live audience at Iron Dog Books in Vancouver, in partnership with Simon Fraser University's Faculty of Communication, Art and Technology and the Amplify Podcast Network. Simon Fraser student, Natalie Dusek performed tech duties. Theme music by Zaki Ibrahim, Something in the Water.Image credit: Jana Schmieding plays Reagan, a member of the fictional Minishonka nation, on the sitcom, Rutherford Falls. (Evans Vestal Ward/Peacock)

A close look at Zhou Enlai's February 7, 1929, letter to Mao Zedong and Zhu De.Further reading:Pang Xianzhi and Jin Chongji, Mao Zedong: A Biography, vol. 1: 1893-1949Stuart Schram, ed., Mao's Road to Power, vol. 3: From the Jinggangshan to the Establishment of the Jiangxi Soviets, July 1927-December 1930E. H. Carr, Foundations of a Planned Economy, vol. 3Tony Saich, The Rise to Power of the Chinese Communist PartySome names from this episode:Zhou Enlai, head of the Organization Department of the Central CommitteeXiang Zhongfa, General secretary of the CPLi Lisan, Leading CommunistSupport the show

In today's conversation, we dive deep into the art of salary negotiation with the incredible Caitlin White. Caitlin is the Founder of Hera Invests , a one-of-a-kind personal finance platform designed for visual learners. Inspired by her passion for art and color, Caitlin has redefined saving and investing as a rewarding and enjoyable experience, empowering individuals to achieve their financial goals with ease.Caitlin's journey began with her realization that silence does not lead to reward, as she recounts her early experiences of accepting low offers without negotiation. However, her perspective shifted during her tenure at Bain Capital, where she learned the art of negotiation and observed the importance of asserting one's value with confidence.Drawing on her expertise, Caitlin encourages her clients to ask for more than they think possible, backed by a thorough understanding of company finances and market standards. She also shares practical tips for severance negotiations.

A mid-week win and the opening of Big 12 play. Let's talk about it!

Am I the Genius? on

Am I the Genius? on

·      Happy Birthday Aquarius Friends! Shout out to the Aquarius New Moon ·      Aquarius, Fixed Air energy characteristics  ·      Aquarius New Moon this weekend!   ·      Subscribe to my “CheCheBabe” YouTube channel please ·      Focus on doing what you Love ·      Aquarius energy traits and symbolism ·      Uranus, you're an a**hole ·      Fleetwood Mac “You Can Go Your Own Way” ·      Breakups & Hook-ups; Freaky Aquarius energy floating around ·      New Moons mean New Beginnings, New Partners, New Ideas ·      Flex & Feels class recap ·      It always comes back to Yoga for Me… ·      Success leaves clues…Spirit will Speak to You ·      Adult Friendship Themes & How to make friends ·      Who to keep and Who to cut off ·      Remember to HAVE FUN again! ·      The SuperBowl is major nostalgia energy ·      Word to Jerry Springer, Aquarius King “Take care of Yourself…and each other.” ·      Reminder: Be aware & vigilant! Order your defense tools/ weapons, etc. ·      Get down to the White Meat, word to Lil Jon, Aquarius King ·      Healthcare aka “SickCare” ; rebel against the Healthcare System ·      Plant Based Foods are based in an industry plant ·      Eat of the Earth and drink your Spring Water ·      Focus on Healing Spaces and where they are for You ·      Knowing better and doing better inspires others to do the same! ·      How can you show up as the Healer you are ·      Jay'z Grammy Acceptance Speech defending Beyonce' ·       “When I get nervous, I tell the truth”. -Jay-z ·      Taking a deeper commitment with your Friendships/ Relationships ·      Don't let this cold World kill your Spirit! Keep lifted in doing what you Love! ·      Add some more color and spice to your Life! Shake sh*t up! ·      Day naps as an Adult are essential to the Spirit ·      Manage your energy, so you can manage Business better ·      Be mindful of your ankles. Work on your Balance and Core movements. ·      New Moon cleaning rituals for setting new intentions for the Supermoon ·      Get yourself something new ·      Stream of consciousness, writing, scribing, setting intentions, research, etc. ·      Pray for yourself and your good Health ·      Rebel towards what you want! ·      What are you very Deadass about?! What's your fixation? ·      The everyday Healers of the World…how do you help Heal the World? ·      The magic of energy exchange in our everyday lives ·      Realizing who's not worth the energy exchange ·      Literally tell them “Please respect my No”. Assert your Truth. ·      Keep your head on a swivel and be aware. Don't make yourself an easy target. ·      Storytime: Grocery Shopping during Valentine's weekend ·      All About Love by Bell Hooks ·      When you're not a good Friend to yourself, you're not a good Friend to anyone. ·      Be mindful of disrespectful, unexpected information/ arguments ·      Soul Food movie reference ·      Give me a 5-star review and binge listen the episodes pleeeease J ·      Final Cup of Che Che & Announcements ·      Add me on IG- @CheCheBabe @MyVirgoFriendPodcast @MyCoachCheChe o   Feature me as a guest on your podcast! Let's collaborate! o   If you want to submit your questions to me for advice or feedback, you're welcome to email me at askcherelle@myvirgofriend.com  or cheche@myvirgofriend.com 

Victory for We The People will come with a hard focus on tangible actions. The number one example is in our SCOTUS Amicus update. Jurisdiction is key. Conferring with council. The diverse voices among us. Let's exhaust all avenues. bulk email issues. Direct advocacy before the court is warranted. We know what's coming. A box storm is brewing. Trump's purpose is selfless. Let's don't stoop to their levels. When we lower ourselves, the left mocks us. We need more than memes. Is it too late to talk about under water cables. Fake news is not just on the left. As fast as they go up, they will also come down. The media has shifted away from brick and mortar. Creating fog instead of spreading truth. Foreign donations came in with no disclaimers. Love was confused by James O'Keefe. Don't argue with evil because you will end on the bottom. There's a good person in all of us. Who's a bot? We are actually making waves. Sometimes evil just has to dwell. Assert your voice when doing good. High IQ means international strategies. That may mean criminals. Julian Assange's early genius history. it's like storing threats in a facility. Maybe the whole staff pool around Trump was the cesspool kind. The State run bank with it's own rules. Deceptive tactics will ping back on you. Ukraine bio labs were funded by who? Go forward, listen to all and let it percolate. Always remember that truth is based on love and honesty. Let's use them.

Request A Customized Workshop For Your Company: https://www.americannegotiationinstitute.com/services/workshops/ In this episode of Negotiate Anything, host Kwame Christian, Esq., M.A. sits down with guest Mori Taheripour, negotiation expert and educator at the Wharton School. They delve deep into the importance of authenticity in negotiation, emphasizing the human connection and self-work. With a focus on self-respect, resilience, and finding one's authentic voice, this conversation provides invaluable insights into negotiating from a place of honesty and genuine connection. You'll learn to: - Cultivate authenticity and human connection in negotiations - Develop self-respect and resilience in the negotiation process - Assert their authentic voice and values in difficult conversations to achieve better outcomes in negotiations Keywords: Negotiate Anything, negotiation, authenticity, self-respect, resilience, human connection, finding voice, difficult conversations Connect with Mori  https://www.moritaheripour.com/ Follow Mori on LinkedIn: https://www.linkedin.com/in/moritaheripour/overlay/contact-info/ Contact ANI Request A Customized Workshop For Your Company: https://www.americannegotiationinstitute.com/services/workshops/ Follow Kwame Christian on LinkedIn: https://www.linkedin.com/in/kwamechristian/ The Ultimate Negotiation Guide: https://www.americannegotiationinstitute.com/guides/ultimate-negotiation-guide/ Click here to buy your copy of How To Have Difficult Conversations About Race!: https://www.amazon.com/Have-Difficult-Conversations-About-Race/dp/1637741308/ref=pd_%5B%E2%80%A6%5Df0bc9774-7975-448b-bde1-094cab455adb&pd_rd_i=1637741308&psc=1 Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!: https://www.amazon.com/Finding-Confidence-Conflict-Negotiate-Anything/dp/0578413736/ref=sr_1_1?crid=2PSW69L6ABTK&keywords=finding+confidence+in+conflict&qid=1667317257&qu=eyJxc2MiOiIwLjQyIiwicXNhIjoiMC4xNCIsInFzcCI6IjAuMjMifQ%3D%3D&sprefix=finding+confidence+in+conflic%2Caps%2C69&sr=8-1

In this episode I am talking all about goal setting! As we're in the week of setting goals for the new year, I want to guide you through goal setting for 2024 using the Enneagram lens. This episode is particularly special as we celebrate the four-year anniversary of the podcast.Today, we'll dive into how each Enneagram type can set goals effectively, avoiding common pitfalls and leveraging their unique strengths. We'll also discuss the importance of integrating this knowledge for true transformation, because as I always say, information doesn't equal transformation.Enneagram Insights for Goal SettingType 1 (Reformer): Aim for realistic and flexible goals. Balance self-improvement with self-acceptance.Type 2 (Helper): Prioritize self-honoring and self-care. Set boundaries and focus on personal achievements.Type 3 (Achiever): Balance goals with personal life. Set goals that aren't necessarily measurable and go beyond external validation.Type 4 (Individualist): Embrace unique personal goals and avoid comparison with others.Type 5 (Investigator): Incorporate social and emotional goals. Overcome analysis paralysis and balance knowledge with action.Type 6 (Loyalist): Address fear and anxiety. Build a supportive network and trust in your decision-making.Type 7 (Enthusiast): Prioritize and focus on key goals. Manage impulsiveness and embrace depth over excitement.Type 8 (Challenger): Balance assertiveness with collaboration and vulnerability.Type 9 (Peacemaker): Overcome inertia and passive resistance. Assert your own needs and prioritize personal goals.Common ChallengesBalancing ambition with mental health and wellness.Maintaining flexibility in goal setting.Recognizing the right to change your mind about your goals.Remember, the Enneagram is not just about understanding ourselves but also about leveraging who we are designed to be. If you're new to the Enneagram or my podcast, I encourage you to listen to previous episodes for a deeper understanding.Connect with Tracy:Tracy's Website http://tracyomalley.com/ Tracy on Instagram https://www.instagram.com/tracy_omalley/ Tracy on Facebook https://www.facebook.com/tracy.omalley Tracy on Twitter https://twitter.com/TracyOMall Tracy on LinkedIn https://www.linkedin.com/in/tracy-o-malley/Resources:Attend Tracy's Enneagram Group Workshop https://www.tracyomalley.com/workshop Access Tracy's Enneagram Blueprint https://www.tracyomalley.com/workwithmeUsing Your Stress Number to Eliminate Shame & Self-Sabotage on Lead with the Enneagram EP356 https://open.spotify.com/episode/111YMhtJjtw4sgBsN4fHs7 Book a Power Session with Tracy http://tracyomalley.com/workwithme/Learn More About Tracy's Enneagram Team Dynamics Workshop https://www.tracyomalley.com/workwithme Book a Partner Session with Tracy https://www.tracyomalley.com/workwithmeApply for 1:1 Coaching with Tracy https://www.tracyomalley.com/workwithmeEmail info@tracyomalley.com

It was a team effort for the Colorado Avalanche to take down the sizzling Vancouver Canucks. A balanced offensive attack led by Cale Makar asserting his dominance over Quinn Hughes but joined by Riley Tufte, Valeri Nichushkin, and Mikko Rantanen drove the Avs to a 5-2 victory. Jonathan Drouin had a multi-point night and Alexandar Georgiev locked it down in net as he outplayed Thatcher Demko. Learn more about your ad choices. Visit podcastchoices.com/adchoices

An AHA Recap: SELECT, ORBITA2, and ARTESIA are the trials John Mandrola, MD, reviews in this week's podcast. This podcast is intended for healthcare professionals only. To read a partial transcript or to comment, visit: https://www.medscape.com/twic American Heart Association 2023 on theHeart.org | Medscape Cardiology https://www.medscape.com/viewcollection/37277 I. SELECT Trial Semaglutide 'A New Pathway' to CVD Risk Reduction: SELECT https://www.medscape.com/viewarticle/998373 Positive Results From SELECT Begins a New Era in Cardiology https://www.medscape.com/viewarticle/998217 Is It Time for Cardiologists to Treat Obesity? https://www.medscape.com/viewarticle/998391 - SELECT trial https://www.nejm.org/doi/full/10.1056/NEJMoa2307563 - SUSTAIN 6 https://www.nejm.org/doi/full/10.1056/nejmoa1607141 II. ORBITA 2 Angioplasty Finally Proven Beneficial in Stable Angina: ORBITA-2 https://www.medscape.com/s/viewarticle/998375 ORBITA-2 Saves Interventional Cardiology and Challenges Current Guidance https://www.medscape.com/viewarticle/998213 PCI, the Antianginal 'Pill': ORBITA-2 in Detail https://www.medscape.com/viewarticle/997777 - ORBITA-2; NEJM https://www.nejm.org/doi/full/10.1056/NEJMoa2310610 - ORBITA 1 https://doi.org/10.1016/S0140-6736(17)32714-9 III. ARTESIA Apixaban Cuts Stroke but Ups Bleeding in Subclinical AF: ARTESIA https://www.medscape.com/viewarticle/998379 Sadly, ARTESIA Doesn't Answer a Common Question in Cardiology https://www.medscape.com/viewarticle/998215 - NOAH https://www.nejm.org/doi/full/10.1056/NEJMoa2303062 - ARTESIA https://www.nejm.org/doi/10.1056/NEJMoa2310234 - AVERROES https://www.nejm.org/doi/full/10.1056/NEJMoa1007432 - McIntyre Meta-analysis https://www.ahajournals.org/doi/10.1161/CIRCULATIONAHA.123.067512 - TRENDS https://www.ahajournals.org/doi/10.1161/circep.109.849638 - ASSERT https://doi.org/10.1093/eurheartj/ehx042 You may also like: Medscape editor-in-chief Eric Topol, MD, and master storyteller and clinician Abraham Verghese, MD, on Medicine and the Machine https://www.medscape.com/features/public/machine The Bob Harrington Show with Stanford University Chair of Medicine, Robert A. Harrington, MD. https://www.medscape.com/author/bob-harrington Questions or feedback, please contact news@medscape.net

Today we're talking about the five different communication styles in order to help us identify some of the healthy and unhealthy ways we might be expressing ourselves. If we can learn to assert ourselves in a healthy, respectful way, it can improve the quality of our relationships, along with overall wellbeing and happiness. We'll go over some tools and techniques we can use to start improving our quality of communication. This episode is sponsored by BetterHelp. Give online therapy a try at betterhelp.com/multi and get 10% off your first month. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Locked On Cougars Podcast for Wednesday, October 11, 2023 The BYU Cougars are headed to Fort Worth, TX for a Big 12 Conference showdown against the TCU Horned Frogs and Connor Pay is expecting the BYU football program to be ready to roll as they come off their bye week, which he enjoyed fully Jake Hatch and Connor then talked about the rivalry from the Mountain West era for Brigham Young University and Texas Christian University, what the road trip will be like from Connor's perspective and what he expects Saturday Finally, the show wrapped up with some listener questions dealing with the BYU Honor Code, what Connor's favorite treats and soda are as well as why he hasn't paid for a meal in months thanks to an ongoing screw up at a local establishment Support Us By Supporting Our Locked On Podcast Network Sponsors! Birddogs - Today's episode is brought to you by Birddogs. Go to birddogs.com/lockedoncollege and they'll throw in a free custom birddogs Yeti-style tumbler with every ordereBay Motors - For parts that fit, head to eBay Motors and look for the green check. Stay in the game with eBay Guaranteed Fit. eBay Motors dot com. Let's ride. eBay Guaranteed Fit only available to US customers. Eligible items only. Exclusions applyGametime - Download the Gametime app, create an account, and use code LOCKEDONCOLLEGE for $20 off your first purchaseBetterHelp - This episode of Locked On Cougars is brought to you by BetterHelp. Give online therapy a try at betterhelp.com/LockedOnCollege get on your way to being your best selfFanDuel - Make Every Moment More. Don't miss the chance to get your No Sweat First Bet up to ONE THOUSAND DOLLARS in Bonus Bets when you go FanDuel.com/LOCKEDONFANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Follow the Locked On Cougars podcast on Facebook, Instagram and Twitter to stay up-to-date with the latest with regards to the podcast and BYU sports news. Please remember to subscribe, enable notifications, rate and review the show.If you are interested in advertising with Locked On Cougars or the Locked On Podcast Network, please email us at LockedOnBYU@gmail.com or contact us here. Learn more about your ad choices. Visit podcastchoices.com/adchoices