Podcasts about assert

Have you ever had one of those moments when all eyes are on you… and your brain suddenly decides to take a vacation? Whether it's during a big presentation, a media interview, or an unexpected question in a meeting, how we communicate under pressure shapes how we're seen as leaders.That's why I'm so excited for you to hear my conversation with Jen Mueller, a veteran sports broadcaster for the Seattle Seahawks and Seattle Mariners and the founder of Talk Sporty to Me. After more than 25 years on the sidelines of major games, Jen knows exactly what it takes to stay composed, confident, and clear when the heat is on.In this episode, Jen shares how to:Use high-stakes moments to highlight your preparedness and expertise instead of shying away from themPrepare for spontaneity (yes, that's possible!)Assert your presence even if you're naturally quieter or more introvertedPractice confidence and clarity through small, everyday interactionsRecover gracefully when things don't go as planned (including her stories of post-game interviews and a few Gatorade showers!)I also share one of my own on-air “blank brain” moments from live TV and what I learned about giving myself grace when things don't go perfectly.If you've ever wished you could think faster, speak clearer, or project confidence when it matters most, this episode will give you practical tools and real stories to help you become a true clutch communicator.Join us at our next Speaking Accelerator workshop in Orlando, Florida! In just one day, you'll craft your signature talk and practice delivering it, so you leave ready to step on stage with confidence. Get the details at  https://www.speakingyourbrand.com/orlando/. About My Guest: Jen Mueller is a veteran sideline reporter for the Seattle Seahawks, and a longtime member of the Seattle Mariners' TV broadcast team. With over 25 years of experience covering the NFL, NBA, MLB, NHL, and more, she's mastered the art of building relationships and delivering impactful stories in fast-paced environments. As the founder of Talk Sporty to Me, Jen translates her locker room communication strategies into actionable insights for business professionals, helping them level up their conversations and leadership skills.Links:Show notes at https://www.speakingyourbrand.com/450/ Jen's website: http://www.talksportytome.com/ Discover your Speaker Archetype by taking our free quiz at https://www.speakingyourbrand.com/quiz/Attend our 1-day in-person Speaking Accelerator workshop in Orlando: https://www.speakingyourbrand.com/orlando/ Apply for our Thought Leader Academy: https://www.speakingyourbrand.com/academy/ Connect on social:Carol on LinkedIn = https://www.linkedin.com/in/carolcoxJen on LinkedIn = https://www.linkedin.com/in/jenmuellertalksporty/ Jen on Instagram = https://www.instagram.com/TalkSportyToMe Jen's YouTube channel = https://www.youtube.com/@TalkSportyToMe Related Podcast Episodes:Episode 390: Why "Perfect" Speakers Don't Connect: Stop Memorizing & Build Confidence Speaking Off the CuffEpisode 370: Overcome Speaking Nerves & Anxiety: How to Develop Confidence on Stage

Joint Sword 2024: China's Anaconda Strategy Against Taiwan and Washington's Persistence in Failed Engagement. Captain James Fanell and Bradley Thayer assert that America must urgently reverse its strategic errors regarding China. Fanell notes that China is currently demonstrating aggression toward Taiwan, announcing two days of "Joint Sword 2024 Alpha" exercises conducted very close to Taiwan, inside the contiguous zone. China is using the recent inauguration speech of Taiwan's new President Lai as the casus belli, claiming his equating Taiwan and China as two separate nations constitutes a move toward independence. Fanell expects the operation to include ballistic missiles fired into closure areas, with China practicing targeting key areas, blockading, and isolating Taiwan. The PRC is employing an "Anaconda strategy," increasing pressure and suffocating Taiwan. Bradley Thayer assesses Washington's response, stating that fundamentally, little has changed despite some rhetorical and policy shifts, as the Biden administration remains influenced by the "engagement school." Thayer attributes the persistence of this flawed framework to the PRC's strategy of "elite capture," spanning Wall Street, the Chamber of Commerce, think tanks, K Street law firms, and Congress.

Former Utah defensive end Christian Cox joined DJ & PK to preview the showdown between the Utah Utes and the Cincinnati Bearcats.

The Origins of Tariff Wars: China's Predatory Trade Practices Gordon Chang and Alan Tonelson Gordon Chang and Alan Tonelson agree that China initiated the trade conflict through decades of predatory and criminal trade practices. They assert that China's admission into the World Trade Organization in 2001 foolishly granted them substantial immunity from US laws designed to protect domestic industries from foreign competition. The hosts trace China's systematic violations dating to the late twentieth century, establishing a pattern of intellectual property theft and market manipulation. President Trump's tariff actions represent a long-overdue response to this entrenched aggression and economic warfare. 1890 SHANGHAI

Mass Movement Presents… Episode 85: Back In The Saddle In which the reunited middle-aged crew chats about Superman, Foundation, The Terminal List: Dark Wolf, Port Aventura Theme Park, laments the passing of RobertRedford, Ozzy Osbourne, and Hulk Hogan, shares some of their secrets, and much,much more. And somewhere in the midst of all the chaos, they find timeto spin tunes by Assert, Positive Reaction, and G.L.O.S.S.  Tune in, turn it up, and geek out.  This one's a doozy…

AI Competition: US Leads China in Data Center Race; Europe Is a 'Non-Factor' Chris Riegel, Stratacache, with John Batchelor Riegel discussed the global race involving data center building and the growth of large language models for AI. Riegel asserts that the competition is a "two-horse race" between the U.S. and China. The U.S. currently leads by maybe one to two years due to its focus on development, capital, and infrastructure. The European Union, conversely, is described as a "non-factor" and "nowhere" in this technological competition. Most top engineering talent in this space comes specifically to the United States for opportunity. Riegel noted that the capital developed by an individual like Elon Musk easily out-competes all of Europe's governmental funding toward advanced AI and data centers.

Bob Papa and Carl Banks preview the Giants' upcoming game against the Eagles, highlighting key strategies for victory. They stress the need to stop the run, play mistake-free football, and avoid allowing the Eagles to regain momentum, as they have struggled in their run game. While discussing the Giants' recent performance against the Saints, they note that one big play and offensive turnovers were costly. They also address criticism of Shane Bowen's defensive schemes, acknowledging that while the defense has been solid, there's room for improvement in capitalizing on turnovers. [00:01:23] — Giants vs. Eagles Preview Carl outlines what the Giants need to do against Philadelphia: stopping the run, handling the Eagles' balanced attack, and maintaining focus and mental stamina. [00:08:04] — Not Being the 'Get Right' Game Bob highlights Eagles' statistical struggles in the run game and stresses the Giants can't let this be Philadelphia's turnaround game. [00:11:17] — Giants' History Against the Eagles & Fan Frustration Discussion shifts to the Giants' poor record against Philadelphia when it matters, fan impatience, and why the team needs to earn back respect. [00:15:26] — Special Teams X-Factor Special teams importance: Both hosts talk about Philadelphia's big plays on special teams and why the Giants must play “error-free” in all three phases. [00:19:41] — Giants Defense: Scheme, Critics, & Analysis Transition to defensive discussion: Addressing criticism of Shane Bowen's scheme, the nuances of defensive planning, and why off-coverage dictated by personnel. [00:25:22] — Breaking Down the Saints Game & Defensive Strategy Carl gives a detailed statistical breakdown of the Saints game, defending the Giants' defensive approach, and contextualizing the lone big play allowed. [00:33:18] — On Disguising Defense: League Trends vs. Fan Perceptions Deeper dive into what defensive “disguise” means in the NFL, using examples from other teams (Chiefs/Jaguars), and challenges with fan expectations. [00:36:21] — Defensive Execution & Interception Opportunities Emphasis on opportunities missed (dropped interceptions), defending the game plan's effectiveness, and how execution failed more than scheme. [00:42:50] — Who Steps Up for the Giants Offense? Conversation pivots to the offense: How Vic Fangio may counter the Giants' tight ends, and who needs to step up to make contested plays. [00:44:28] — Growth & Mistakes of Young Players Analysis of rookie mistakes, evolution of young Giants defenders, and the importance of incremental improvement.   Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Daily Morning Prayer (10/6/25) from Trinity Anglican Church (Connersville, IN): Psalms 30-31; Judith 3; Mark 9; Metrical Psalm 10:15-18, and a brief reading from The Books of Homilies15 Defenseless let the wicked fall, of all their strength bereft; Confound, O God, their dark designs, till no remains are left. 16 Assert thy just dominion, Lord, which shall for ever stand; Thou, who the heathen didst expel from this thy chosen land. 17 Thou dost the humble suppliants hear that to thy throne repair; Thou first prepar'st their hearts to pray, and then accept'st their pray'r. 18 Thou in thy righteous judgment weigh'st the fatherless and poor; That so the tyrants of the earth may persecute no more.To read along, visit: https://ie.dailyoffice1662.com/To sing along with the Brady and Tate Metrical Psalter, visit: https://www.friendsofsabbath.org/cgmusic.com/workshop/newver_frame.htmTo own a Bible, visit: https://www.thomasnelsonbibles.com/product/kjv-center-column-reference-bible-with-apocrypha/To own a prayer book, visit: https://anglicanway.org/product/the-1662-book-of-common-prayer-international-edition-hardcover-march-2-2021/To own a hymnal, visit: https://anglicanhousepublishers.org/shop/the-book-of-common-praise-of-the-reformed-episcopal-church/

Daily Morning Prayer (10/6/25) from Trinity Anglican Church (Connersville, IN): Psalms 30-31; Judith 3; Mark 9; Metrical Psalm 10:15-18, and a brief reading from The Books of Homilies15 Defenseless let the wicked fall, of all their strength bereft; Confound, O God, their dark designs, till no remains are left. 16 Assert thy just dominion, Lord, which shall for ever stand; Thou, who the heathen didst expel from this thy chosen land. 17 Thou dost the humble suppliants hear that to thy throne repair; Thou first prepar'st their hearts to pray, and then accept'st their pray'r. 18 Thou in thy righteous judgment weigh'st the fatherless and poor; That so the tyrants of the earth may persecute no more.To read along, visit: https://ie.dailyoffice1662.com/To sing along with the Brady and Tate Metrical Psalter, visit: https://www.friendsofsabbath.org/cgmusic.com/workshop/newver_frame.htmTo own a Bible, visit: https://www.thomasnelsonbibles.com/product/kjv-center-column-reference-bible-with-apocrypha/To own a prayer book, visit: https://anglicanway.org/product/the-1662-book-of-common-prayer-international-edition-hardcover-march-2-2021/To own a hymnal, visit: https://anglicanhousepublishers.org/shop/the-book-of-common-praise-of-the-reformed-episcopal-church/

  In this episode, tune in for the importance of negotiating your salary and recognizing your value in the workplace. Guest Candyce Hunt shares her own experiences and introduces the VALUE framework (Value documentation, Assert clear boundaries, Loudly communicate, Unapologetically ask, and Evidence) to help you secure the pay you deserve. Included are key signs to identify if you're undervaluing yourself, as well as practical steps to advocate for better compensation. Make your next step to being properly valued and compensated at work today.   Timestamps 00:45 Identifying the Career Clearance Track 02:59 Candyce's Personal Journey 05:12 Recognizing Limiting Behaviors 13:44 The Value Framework Explained 19:42 Practical Tips for Negotiation 31:25 Final Thoughts and Resources   About Candyce Hunt Candyce is a Career Wellness Coach, Speaker, and Leadership Consultant with nearly 20 years of experience leading teams at Ross, Dollar General, WeWork, and Kohl's. Her journey began as an 8-year-old choir director in Chicago, sparking a lifelong passion for influence, harmony, and growth. She helps professionals and organizations thrive through career strategy, leadership development, and business consulting. Candyce has partnered with Payscale, LA SHRM, ASHA, and The Vitamin Shoppe to drive impact through coaching and training. Her mission is to help people pivot with confidence and lead with clarity. Connect with Candyce Connect with Candyce on LinkedIn Download the Career Blueprint Here    _________________________________________________________________ Connect with Me Connect with me on LinkedIn From Zero Responses to Multiple Offers: Download The 5 Essential Steps Checklist Click here to learn about coaching

Former BYU linebacker Bryan Kehl joined DJ & PK to talk about the BYU Cougars and Utah Utes along with the Big 12 Conference.

Steak and Sandra explain why they think Georgia will use the Alabama game on Saturday to assert their dominance in the SEC.

Have you ever walked away from a conversation thinking, why did that get so heated? Wishing you'd found the right words instead of freezing up or overreacting.The truth is, the next argument you have doesn't have to be an argument at all. In this episode, I'm joined by trial lawyer and bestselling author Jefferson Fisher, who has spent his career navigating high-stakes conversations where every word matters. Together, we break down simple but powerful strategies you can use to stay calm, confident, and clear—even in the heat of conflict. You'll learn how a single word swap can transform an entire conversation, how to pause before reacting so you don't get emotionally hijacked, and why confidence isn't something you summon beforehand but something you earn by how you speak.If you've ever wanted to argue less, influence more, and finally feel heard, this episode will give you the tools to make your next conversation the one that changes everything./ / / Are you ready to take the next step on your brain optimization journey? / / /Choose your own adventure. Below are the best places to start:>>> 21 Days of the World's Best Thinking Program>>> Join Limitless Live 2025 in San Diego 8-10 December>>> Discover Your Unique KWIK BRAIN C.O.D.E To Activate Your GeniusTake your first step by choosing one of the options above, and you will find everything you need to ignite your brilliant brain and unlock your exceptional life, allowing you to achieve and surpass all of your personal and professional goals.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Former University of Utah quarterback Frank Dolce joined DJ & PK for his weekly visit on the show to preview the showdown between the Utah Utes and Texas Tech Red Raiders

CBS Sports national college football writer Shehan Jeyarajah joined DJ & PK for his weekly visit to talk about the Big 12 and college football nationally with some thoughts on BYU and Utah as well.

#Londinium90AD: Gaius and Germanicus debate why the Optimates assert that "our democracy" is at risk? Gaius asks, what do they mean by "our democracy?" Michael Vlahos. Friends of History Debating Society. @Michalis_Vlahos. Headline: Roman Elite's Democracy Claims: Defining "Our Democracy" in Imperial Context In 90 AD Londinium, Gaius and Germanicus examine the Optimates' claims about democratic threats. Gaiuschallenges the aristocratic party's definition of "our democracy," questioning whether they truly defend popular governance or merely their own privileged position within the Roman Republic's institutions. Michael Vlahos of the Friends of History Debating Society moderates this discussion about how political elites historically invoke democratic rhetoric to legitimize their power. The Optimates traditionally controlled the Senate and claimed to protect Romantraditions against populist demagogues, yet their "democracy" often excluded common citizens from meaningful participation. This debate explores the tension between elite-controlled republican institutions and genuine popular sovereignty, examining whether appeals to "save democracy" represent authentic concern for citizen governance or strategic rhetoric deployed by threatened establishment powers seeking to maintain their influence against rising populist challenges. 1593 ROMAN WOMEN

The Green Bay Packers dominated all phases of their week 1 game against the Detroit Lions, and Micah Parsons was at the center of a fantastic defensive performance. Tex breaks down the Packers' 27-13 victory, how Parsons helped other players make big plays, and why a two-play drive was one of the critical points in this team asserting dominance over the two-time defending NFC North champions. And guess what else - we get to watch Micah Parsons face a rookie right tackle in just a few short days! Hosted on Acast. See acast.com/privacy for more information.

Deseret News sportswriter Jay Drew joined DJ & PK to talk about the BYU Cougars as they continue their training camp in Provo and prepare for their third season in the Big 12.

The news of Texas covered today includes:Our Lone Star story of the day: Despite absent without leave Democrats, work continues in the 1st Called Session of the 89th Texas Legislature: Sen. Bettencourt & Chair Buckley Files Identical STAAR Test Replacement Bill in 89th Special Texas Senate Committee Moves Women's Privacy Act Closer to Floor Vote . Homosexual lobby calls it an “anit-trans” bill. Why should cross-dressers' rights outweigh those of biological women? Texas House Priority Flooding Response Set for Committee Hearing Despite Quorum Break Much more comment on the Democrat's unfounded claim of the redistricting effort being a “corrupt process” without ever asserting what about it is actually corrupt.Our Lone Star story of the day is sponsored by Allied Compliance Services providing the best service in DOT, business and personal drug and alcohol testing since 1995.Democrats lose another one in their fight against election ballot integrity: Federal appeals court upholds Texas voter ID law for mail ballots, says they are ‘not secure'RIP: Texas legend and true civic leader, Morton Meyerson.Lubbock's city manager proposes a property tax increase.Listen on the radio, or station stream, at 5pm Central. Click for our radio and streaming affiliates.www.PrattonTexas.com

This week, Mars enters the diplomatic sign of Libra and mixes it up with Saturn, Uranus, Neptune, and Pluto. The Aquarius Full Moon calls for a review of social alliances and Leo New Moon goals. And in the spirit of this very Mars-oriented week, a listener question about the Mars return. Plus: Powering through, underdogs, and cats that want what they want! Read a full transcript of this episode. Have a question you'd like answered on the show? Email April or leave it here! Subscribe to April's mailing list and get a free lunar workbook at each New Moon! Love the show? Make a donation! Timestamps [1:21] Mars enters Libra (Wed. Aug. 6, 4:23 PM PDT, through Sep. 22, 2025), which is not exactly its favorite sign. The themes of Mars in Libra are about balancing action with ideals and making sure that what you do reflects what you believe, especially when it comes to fairness, justice, or the people that you care about. [3:38] Mars trines Uranus (Fri. Aug. 8, 11:45 AM PDT) at 1º07' Libra-Gemini. This combination can spark breakthroughs, but also impulsiveness and recklessness. Assert yourself, but be cautious. [5:45] On Fri. Aug. 8 (7:52 PM PDT), Mars opposes Saturn at 1°20' Libra-Aries. This can bring resistance, but don't give up. Use this aspect to take one small strategic action that can help move you forward. [8:20] Moon Report! The Aquarius Full Moon is on Sat. Aug. 9 (12:55 AM PDT), 16º59' Aquarius-Leo. Ask yourself how you can influence the world in a meaningful way. Gather with those who share your ideals to further your Leo New Moon creative goals. The Sabian symbol for this Full Moon is 17 Aquarius: A watchdog standing guard, and the Sun is on the symbol 17 Leo, A non-vested church choir. Find your people, raise your voice, and shape the future together. [12:09] Lunar Phase Family Cycle (LPFC). This is the Full Moon (awareness point) in an LPFC that began with the New Moon on Feb. 9, 2024, at 20º40' Aquarius. The First Quarter Moon (first action point) of this LPFC was on Nov. 8, 2024, at 17º19' Aquarius. The Last Quarter Moon (final action point) is on May 9, 2026, at 19º14' Aquarius. [13:52] Void-of-Course (VOC) Moon periods. On Tue, Aug. 5 (8:29 AM PDT), the Moon in Sagittarius squares Mars in Virgo. It's VOC for 1 hour 35 minutes, then enters Capricorn (10:04 AM PDT). Get in the habit of thinking before you speak. [15:27] On Wed. Aug. 6 (10:40 AM PDT), the Moon in Capricorn opposes Jupiter in Cancer. The Moon will be VOC for 1 day, 7 hours, and 38 minutes (!!!) before it enters Aquarius on Aug. 7 (6:18 PM PDT). During this VOC Moon period, monitor how you cope when things get difficult. Are there more effective tactics you could use? [17:28] On Sat. Aug. 9 (12:55 AM PDT), the Moon in Aquarius opposes the Sun in Leo. It's VOC for 22 hours 55 minutes (!!!), then enters Pisces (11:50 PM PDT). Evaluate what you want versus what society wants. Consider how your desires and needs can affect the others around you and also help you clarify what you want. [18:49] Mars opposes Neptune (Sat. Aug. 9, 3:13 PM PDT) at 1°50' Libra- Aries. Slow down, soften your approach, and consider how to use Mars energy on behalf of others. Bring spiritual and artistic influences into daily routines. Practice flexibility; get rest, reflect, and connect. Think less about what you can achieve and more about what you can contribute. [21:35] On Sun. Aug. 10 (5:29 AM PDT), Mars trines Pluto at 2º12' Libra-Aquarius. This is a powerful aspect for pushing through limits, especially in the areas of partnership, justice and progress. But if your efforts don't seem to make a difference, resist the temptation to just give up. What matters most is how you handle your weakness, your anger, and your frustration. [24:09] Listener Emily asks about the Mars Return. [28:47] If you'd like to have a question answered on a future episode, leave a message of one minute or less at speakpipe.com/bigskyastrologypodcast or email april (at) bigskyastrology (dot) com; put “Podcast Question” in the subject line. Free ways to support the podcast: subscribe, like, review and share with a friend! [29:19] A tribute to this week's donors! If you would like to support the show and receive access to April's special donors-only videos, go to BigSkyAstropod.com and contribute $10 or more. You can make a one-time donation in any amount or become an ongoing monthly contributor.

Lance Armstrong, Mari Holden, and Alison Tetrick break down Marianne Vos' nail-biting win at the finish of Stage 1 of the 2025 Tour de France Femmes Avec Zwift. They analyze Visma-Lease a Bike's tactics, Pauline Ferrand-Prevot's excellent lead-out, and what the implications are on the GC battle. The crew also previews what to expect on tomorrow's hilly stage to Quimper. Zwift: Zwift just made it easier than ever to get on the virtual roads. All Zwift-ready trainers come with the new Zwift Cog and Click installed, making them ready to ride from the box - no extras needed. Zwift-ready trainers start at just $299, meaning anyone can jump into world-class indoor training without breaking the bank. No excuses. Just ride! https://zwift.com Pique: Ready to optimize your recovery like a pro? Pique is offering up to 20% off for life, plus free gifts for our listeners, plus a 90-day money-back guarantee. Head to https://Piquelife.com/THEMOVE and experience it for yourself - because better sleep and peak recovery aren't a luxury, they're a necessity for every cyclist. You deserve to wake up clear, calm, and ready to take on your day.

Authentic storytelling in marketing is much more than a trendy buzzword; it's a comprehensive strategy that should permeate every customer interaction from first touch to final purchase and beyond.• Effective storytelling means presenting your brand's story as an evolving journey that spans multiple touchpoints• The customer journey increasingly happens off your website, making platform-diverse content essential• YouTube is overtaking Google as a search destination, highlighting the growing importance of video content• When articulating your unique value, ensure it's something competitors can't claim, and focus on specific customer experiences• Content must trigger emotional responses to stand out in today's oversaturated market• Create a content ecosystem with three tiers: hero content (high production), hub content (product-focused), and hygiene content (quick updates)• Assert your company value—don't be afraid to boldly state "we are" rather than "we could" or "we do"• Case studies focusing on customer stories rather than your company are incredibly effective for building trust• Brands should measure top-of-mind awareness and brand favorability to track storytelling effectiveness• Always use your first-party data to validate what advertising platforms tell youGuest Contact Information: -https://www.linkedin.com/in/owen-garitty/-https://fpwmedia.com/—----------More from EWR and Matt:Leave a Review if it was content you enjoyed: https://g.page/r/CccGEk37CLosEB0/reviewFree SEO Consultation: https://www.ewrdigital.com/discovery-callOne-on-One Consulting: https://www.ewrdigital.com/digital-strategy-consulting/private-consulting-session—The Unknown Secrets of Internet Marketing podcast is a podcast hosted by Internet marketing expert Matthew Bertram. The show provides insights and advice on digital marketing, SEO, and online business. Topics covered include keyword research, content optimization, link building, local SEO, and more. The show also features interviews with industry leaders and experts who share their experiences and tips. Additionally, Matt shares his own experiences and strategies, as well as his own successes and failures, to help listeners learn from his experiences and apply the same principles to their businesses. The show is designed to help entrepreneurs and business owners become successful online and get the most out of their digital marketing efforts.Find more great episodes here: https://www.internetmarketingsecretspodcast.com/  https://seo-podcast-the-unknown-secrets-of-internet-marketing.buzzsprout.comFollow us on:Facebook: @bestseopodcastInstagram: @thebestseopodcastTiktok: @bestseopodcastLinkedIn: @bestseopodcastPowered by: ewrdigital.comHosts: Matt Bertram Disclaimer: For Educational and Entertainment purposes only.Support the show

 Letting go of unhealthy societal expectations is a process of understanding, challenging, and ultimately prioritizing your own values and well-being over external pressures to conform.  Dr. Fred Clary, founder of Functional Analysis Chiropractic Technique and lifting/life coach/ gym-chalk covered philosopher talks about LIVING YOUR LIFE FOR YOU!!!!

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

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 

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

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

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.