Podcasts about assert

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.

Focus turns to the US labour market today. Strong data could furthercomplicate the Fed outlook. Dollar gains across the board; yen remainsunder pressure. The pound is suffering the most, reliving the September2022 events.Risk Warning: Our services involve a significant risk and can result in the loss of your invested capital. *T&Cs apply.Please consider our Risk Disclosure: https://www.xm.com/goto/risk/enRisk warning is correct at the time of publication and may change. Please check our Risk Disclosure for an up to date risk warningReceive your daily market and forex news analysis directly from experienced forex and market news analysts! Tune in here to stay updated on a daily basis: https://www.xm.com/weekly-forex-review-and-outlookIn-depth forex news analysis on all major currencies, such as EUR/USD, USD/JPY, GBP/USD, USD/CHF, USD/CAD, AUD/USD.

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.

1. Dying order wreaks havoc on Syria 2. Australia monstered at slightest assertion of sovereignty Presented by Elisa Barwick and Robert Barwick Donate to support the Citizens Party campaigns: https://citizensparty.org.au/donate?utm_source=YouTube&utm_medium=link&utm_campaign=cit_rep_donation&utm_content=20241212_cit_rep For cheques and direct deposits, call 1800 636 432 Read the Citizens Party media release "How can Mark Dreyfus have confidence in the US justice system when Joe Biden doesn't? Free Dan Duggan now!": https://citizensparty.org.au/media-releases/how-can-mark-dreyfus-have-confidence-us-justice-system-when-joe-biden-doesnt-free Call and message PM Anthony Albanese, AG Mark Dreyfus, and your local MP and demand to know: “When are you going to step in and save an Aussie family, the Duggans, from being destroyed by a politicised, weaponised US justice system that even both current US presidents have no confidence in?” Contact details: Anthony Albanese Call (02) 6277 7700, press 4, and leave a message with an operator. Or, message him: https://www.pm.gov.au/contact Mark Dreyfus Ph: (03) 9580 4651 Email: Mark.Dreyfus.MP@aph.gov.au Click here for the contact details of your local MP: https://www.aph.gov.au/Senators_and_Members Contact your MP (search by name or electorate): https://www.aph.gov.au/Senators_and_Members Become a member of the Australian Citizens Party: https://citizensparty.org.au/membership?utm_source=YouTube&utm_medium=link&utm_campaign=membership&utm_content=20241212_cit_rep MOBILISE AND CONTACT YOUR MEMBERS AND SENATORS!: https://citizensparty.org.au/dec-branch-closures-contact Visit the Citizens Party Campaigns page for a run down of the branch closure media coverage: https://citizensparty.org.au/campaigns Sign the Citizens Party Petition to create an Australia Post Bank!: https://info.citizensparty.org.au/auspost-bank-petition Subscribe to the Australian Alert Service: https://info.citizensparty.org.au/subscribe?utm_source=YouTube&utm_medium=link&utm_campaign=AAS_subscibe&utm_content=20241212_cit_rep Sign up for ACP media releases: https://citizensparty.org.au/join-email-list?utm_source=YouTube&utm_medium=link&utm_campaign=join_email&utm_content=20241212_cit_rep Follow us on: Twitter: https://www.twitter.com/CitizensPartyAU Facebook: https://www.facebook.com/CitizensPartyAU Instagram: https://www.instagram.com/CitizensPartyAU YouTube: https://www.youtube.com/CitizensPartyAU LinkedIn: https://www.linkedin.com/company/citizenspartyau Telegram: https://t.me/CitizensPartyAU

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.

Welcome back to Ask Ready or Not. It's our bite-sized, tip-based podcast, and it's coming to your ears every Thursday. Today, Loz answers a listener question about how to assert yourself: how to do it in a workplace environment, when to do it and different ways you can get your point across without all the fluff (and thinking you're seeming like a pain in the butt!).---Shop the Ready or Not Go To Guides now, for $29 each or $69 for the trio:Breastfeeding and Returning to WorkChildcare 101Postpartum and Return to Work PlanningYou can also find us on Instagram at readyornot.pod---Thanks for listening to Ask Ready or Not! If you liked the show, please tell your friends, subscribe or write a review. You can also find us on Instagram at readyornot.podThis podcast was recorded on the lands of the Boon Wurong people of the Kulin Nation. The land on which we're lucky enough to raise our sons and daughters always was and always will be Aboriginal land.We Pay The Rent and you can too here.

Pastor Dave Cotner - 14. Assert

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

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

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

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

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

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

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

Can you stand up for yourself, or do you give in too easily? Emotional Intelligence specialist Dr Ronél le Roux explains how to set healthy boundaries in your personal and work life through self-reflection and clear, confident communication. Discover easy guidelines for effective self-assertiveness, remaining true to your own interests and values while respecting others. www.mariettesnyman.co.za · This episode's podcast notes and photograph · www.facebook.com · www.instagram.com · www.linkedin.com

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

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

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

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

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

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

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

There remains confusion about palliative care, which differs from hospice care in that recipients do not have to give up curative care. It focuses on providing relief from the symptoms and stresses of the illness for the patient and the family, and it is appropriate at any age and any stage of illness. Also, an interprofessional team delivers it. While Medicare Part B pays for it, the fee-for-service payment remains inadequate, many argue, because it fails to adequately cover the comprehensive team approach. There actually is a strong value proposition under value-based payment, Bowman noted, and many Medicare Advantage plans are contracting with palliative care providers based on this value proposition. There are other bright spots surrounding palliative care, Bowman and Silvers said. One of these is the Centers for Medicare & Medicaid Services' request for comment in the hospice proposed rule for fiscal year 2025 about higher-cost palliative care treatments. This opens the door to a new payment system that covers the services of an interdisciplinary specialty care team, Silvers noted. Another positive development is Hawaii recently became the first state to cover palliative care through Medicaid.Follow us on social media:X (formerly Twitter): @McKHomeCareFacebook: McKnight's Home CareLinkedIn: McKnight's Home CareInstagram: mcknights_homecareFollow Center to Advance Palliative Care on social media:X (formerly Twitter): @CAPCpalliativeFacebook: Center to Advance Palliative Care (CAPC)LinkedIn: Center to Advance Palliative Care (CAPC)Show contributors:McKnight's Home Care Editor Liza Berger; and Brynn Bowman, CEO, and Allison Silvers, Chief Health Care Transformation Officer, of the Center to Advance Palliative Care

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

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

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

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

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

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

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

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

Am I the Genius? on

Am I the Genius? on

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

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

A New You or More Broken Promises? Are you part of the New Year, New You crowd? It's perfectly fine if you are. However, the crucial question remains: Are you transforming into a New You, or simply making more Broken Promises? Today, we'll explore three factors that often derail resolutions but can also be the keys to overcoming them: Our identity, our environment, and our behavior. When we weave these three elements together, we can create transformative change. So, are you up for it? Are you no longer willing? I'm the kind of person who connects behavior, environment, and identity. Or, I'm the kind of person who doesn't. Let's delve into the etymology of words. Take "RESOLUTION," for instance. It's rooted in the idea of settling a problem, deciding firmly on a course of action, and having a firm determination to do something. Similar to "ASSERT," which involves confidently stating a fact or belief and behaving or speaking with confidence. Both are forms of commitments. "COMMIT," "ASSERT," "RESOLVE" — do these sound familiar? They're akin to getting in the car and embarking on a journey. A New You or More Broken Promises?  Jim Collins, in his book "Good to Great," draws a powerful metaphor of a business as a bus and the leader as a bus driver. The key is not starting with where you're going but with who. Leaders of companies that achieve greatness begin by assembling the right people on the bus, removing the wrong ones, and ensuring everyone is in the right seats. Today, let's consider getting IN THE CAR:     COMMIT    ASSERT    RESOLVE Because, as the saying goes, nothing great happens without commitment.Are you part of the New Year, New You crowd? It's perfectly fine if you are. However, the crucial question remains: Are you transforming into a New You, or simply making more Broken Promises? A New You or More Broken Promises?  Today, we'll explore three factors that often derail resolutions but can also be the keys to overcoming them: Our identity, our environment, and our behavior. When we weave these three elements together, we can create transformative change. So, are you up for it? Are you no longer willing? A New You or More Broken Promises?  I'm the kind of person who connects behavior, environment, and identity. Or, I'm the kind of person who doesn't. Let's delve into the etymology of words. Take "RESOLUTION," for instance. It's rooted in the idea of settling a problem, deciding firmly on a course of action, and having a firm determination to do something. Similar to "ASSERT," which involves confidently stating a fact or belief and behaving or speaking with confidence. Both are forms of commitments. "COMMIT," "ASSERT," "RESOLVE" — do these sound familiar? They're akin to getting in the car and embarking on a journey. A New You or More Broken Promises?  Jim Collins, in his book "Good to Great," draws a powerful metaphor of a business as a bus and the leader as a bus driver. The key is not starting with where you're going but with who. Leaders of companies that achieve greatness begin by assembling the right people on the bus, removing the wrong ones, and ensuring everyone is in the right seats. A New You or More Broken Promises?  Today, let's consider getting IN THE CAR:     COMMIT    ASSERT    RESOLVE Because, as the saying goes, nothing great happens without commitment. Check out our website www.LikeItMatters.Net.  Be sure to Like and Follow us on our facebook page. Check out our new website, wayofwarriorpod.com. Get daily inspiration from our blog www.wayofwarrior.blog. Learn about our non profit work at www.likeitmatters.net/nonprofit. A New You or More Broken Promises?     See omnystudio.com/listener for privacy information.

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

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

Kent C. Dodds, a JavaScript engineer and teacher known for Epic Web Dev and the Remix web framework, reflects on his journey in tech, including his tenure at PayPal and his transition to full-time teaching. Kent's passion for teaching is a constant theme throughout. He transitioned from corporate roles to full-time education, capitalizing on his ability to explain complex concepts in an accessible manner. This transition was marked by the creation of successful online courses like "Testing JavaScript and Epic React," which have significantly influenced the web development community. An interesting aspect of Kent's career is his involvement with Remix, including his decision to leave Shopify (which acquired Remix) to return to teaching, which led to the development of his latest project, Epic Web Dev, an extensive and innovative web development course. This interview provides a comprehensive view of Kent C. Dodds's life and career, showcasing his professional achievements in web development and teaching, his personal life as a family man, and his unique upbringing in a large family. Epic Web (https://www.epicweb.dev/) Remix (https://remix.run/) Follow Kent C. Dodds on LinkedIn (https://www.linkedin.com/in/kentcdodds/) or X (https://twitter.com/kentcdodds). Visit his website at kentcdodds.com (https://kentcdodds.com/). Follow thoughtbot on X (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: WILL: This is the Giant Robots Smashing Into Other Giant Robots podcast, where we explore the design, development, and business of great products. I'm your host, Will Larry. And with me today is Kent C. Dodds. Kent is a JavaScript engineer and teacher. He has recently released a massive workshop called epicweb.dev. And he is the father of four kids. Kent, thank you for joining me. KENT: Thank you so much for having me. It's an honor to be here. WILL: Yeah. And it's an honor for me to have you. I am a huge fan. I think you're the one that taught me how to write tests and the importance of it. So, I'm excited to talk to you and just pick your brain and learn more about you. KENT: Oh, thank you. WILL: Yeah. So, I just want to start off just: who is Kent? What do you like to do? Tell us about your family, your hobbies, and things like that. KENT: Yeah, sure. So, you mentioned I'm the father of four kids. That is true. We are actually expecting our fifth child any day now. So, we are really excited to have our growing family. And when I'm not developing software or material for people to learn how to develop software, I'm spending time with my family. I do have some other hobbies and things, but I try to share those with my family as much as I can. So, it's starting to snow around here in Utah. And so, the mountains are starting to get white, and I look forward to going up there with my family to go skiing and snowboarding this season. During the summertime, I spend a lot of time on my one-wheel just riding around town and bring my kids with me when I can to ride bikes and stuff, too. So, that's sort of the personal side of my life. And then, professionally, I have been in this industry developing for the web professionally for over a decade. Yeah, web development has just worked out super well for me. I kind of focused in on JavaScript primarily. And when I graduated with a master's degree in Information Systems at Brigham Young University, I started working in the industry. I bounced around to a couple of different companies, most of them you don't know, but you'd probably be familiar with PayPal. I was there for a couple of years and then decided to go full-time on teaching, which I had been doing as, like, a part-time thing, or, like, on the side all those years. And yeah, when teaching was able to sustain my family's needs, then I just switched full-time. So, that was a couple of years ago that I did that. I think like, 2018 is when I did that. I took a 10-month break to help Remix get off the ground, the Remix web framework. They got acquired by Shopify. And so, I went back to full-time teaching, not that I don't like Shopify, but I felt like my work was done, and I could go back to teaching. So, that's what I'm doing now, full-time teacher. WILL: Wow. Yes, I definitely have questions around that. KENT: [laughs] Okay. WILL: So many. But I want to start back...you were saying you have four kids. What are their ages? KENT: Yeah, my oldest is 11, youngest right now is 6, and then we'll have our fifth one. So, all four of the kids are pretty close in age. And then my wife and I thought we were done. And then last December, we kind of decided, you know what? I don't think we're done. I kind of think we want to do another. So, here we go. We've got a larger gap between my youngest and the next child than we have between my oldest and the youngest child. WILL: [chuckles] KENT: So, we're, like, starting a new family, or [laughs] something. WILL: Yeah [laughs]. I just want to congratulate you on your fifth child. That's amazing. KENT: Thank you. WILL: Yeah. How are you feeling about that gap? KENT: Yeah, we were pretty intentional about having our kids close together because when you do that, they have built-in friends that are always around. And as they grow older, you can do the same sorts of things with them. So, like, earlier this year, we went to Disneyland, and they all had a great time. They're all at the good age for that. And so, they actually will remember things and everything. Yeah, we were pretty certain that four is a good number for us and everything. But yeah, we just started getting this nagging feeling we wanted another one. So, like, the fact that there's a big gap was definitely not in the plan. But I know a lot of people have big gaps in their families, and it's just fine. So, we're going to be okay; just it's going to change the dynamic and change some plans for us. But we're just super excited to have this next one. WILL: I totally understand what you mean by having them close together. So, I have three little ones, and my oldest and my youngest share the same exact birthday, so they're exactly three years apart. KENT: Oh, wow. Yeah, that's actually...that's fun. My current youngest and his next oldest brother are exactly two years apart. They share the same birthday, too [laughs]. WILL: Wow. You're the first one I've heard that their kids share a birthday. KENT: Yeah, I've got a sister who shares a birthday with her son. And I think we've got a couple of birthdays that are shared, but I also have 11 brothers and sisters [laughs]. And so, I have got a big family, lots of opportunity for shared birthdays in my family. WILL: Yeah, I was actually going to ask you about that. How was it? I think you're the 11th. So, you're the youngest of 11? KENT: I'm the second youngest. So, there are 12 of us total. I'm number 11. WILL: Okay, how was that growing up with that many siblings? KENT: I loved it. Being one of the youngest I didn't really...my experience was very different from my older siblings. Where my older siblings probably ended up doing a fair bit of babysitting and helping around the house in that way, I was the one being babysat. And so, like, by the time I got to be, like, a preteen, or whatever, lots of my siblings had already moved out. I was already an uncle by the time I was six. I vaguely remember all 12 of us being together, but most of my growing up was just every other year; I'd have another sibling move out of the house, which was kind of sad. But they'd always come back and visit. And now I just have an awesome relationship with every one of my family members. And I have something, like, 55 nieces and nephews or more. Yeah, getting all of us together every couple of years for reunions is really a special experience. It's a lot of fun. WILL: Yeah. My mom, she had 12 brothers and sisters. KENT: Whoa. WILL: And I honestly miss it because we used to get together all the time. I used to live a lot closer. Most of them are in Louisiana or around that area, and now I'm in South Florida, so I don't get to see them as often. But yeah, I used to love getting together. I had so many cousins, and we got in so much trouble...and it was -- KENT: [laughs] WILL: We loved it [laughs]. KENT: Yeah, that's wonderful. I love that. WILL: Yeah. Well, I want to start here, like, how did you get your start? Because I know...I was doing some research, and I saw that, at one point, you were an AV tech. You were a computer technician. You even did maintenance. Like, what was the early start of your career like, and how did you get into web dev? KENT: I've always been very interested in computers, my interest was largely video games. So, when I was younger, I had a friend who was a computer programmer or, like, would program stuff. We had visions of...I don't know if you're familiar with RuneScape, but it's this game that he used to play, and I would play a little bit. It was just a massive online multiplayer game. And so, we had visions of building one of those and having it just running in the background, making us money, as if that's how that works [laughter]. But he tried to teach me programming, and I just could not get it at all. And so I realized at some point that playing video games all the time wasn't the most productive use of my time on computers, and if I wanted my parents to allow me to be on computers, I needed to demonstrate that I could be productive in learning, and making things, and stuff. So, I started blogging and making videos and just, like, music videos. My friend, who was the programmer, he was into anime, or anime, as people incorrectly pronounce it. And [laughs] there was this website called amv.com or .org or something. It's Anime Music Videos. And so, we would watch these music videos. And I'd say, "I want to make a music video with Naruto." And so, I would make a bunch of music videos from the Naruto videos I downloaded, and that was a lot of fun. I also ran around with a camera to do that. And then, with the blog, I wrote a blog about Google and the stuff that Google was, like, doing because I just thought it was a fascinating company. I always wanted to work at Google. In the process of, like, writing the blog, I got exposed to CSS and HTML, but I really didn't do a whole lot of programming. I also did a little bit of Google Docs. Spreadsheets had some JavaScript macros-type things that you could do. So, I did a little bit of that, but I never really got too far into programming. Then I go to college, I'm thinking, you know what? I think I want to be a video editor. I really enjoy that. And so, my brother, who at the time was working at Micron, he did quality assurance on the memory they were making. So, he would build test automation, software and hardware for testing the memory they build. And so, he recommended that I go into electrical engineering. Because what he would say is, "If you understand computers at that foundational level, you can do anything with computers." And I'd say, "Well, I like computers. And if I go into video editing, I'm going to need to understand computers, too. So yeah, sure, let's let's do that." I was also kind of interested in 3D animation and stuff like that, too. Like, I wasn't very good at it, but I was kind of interested in that, too. So, I thought, like, having a really good foundation on computers would be a good thing for me. Well, I was only at school for a semester when I took a break to go on a mission for my church [inaudible 09:42] mission. And when I got back and started getting back into things, I took a math refresher course. That was, like, a half a credit. It wasn't really a big thing, but I did terrible in it. I did so bad. And it was about that time that I realized, you know what? I've been thinking my whole life that I'm good at math. And just thinking back, I have no idea why or any justification for why I thought I was good at math because in high school, I always struggled with it. I spent so much time with it. And in fact, my senior year, I somehow ended up with a free period of nothing else to do. I don't know how this happened. But, I used that free period to go to an extra edition of my calculus class. So, I was going to twice as much calculus working, like, crazy hard and thinking that I was good at this, and I superduper was not [laughter]. And so, after getting back from my mission and taking that refresher course, I was like, you know what? Math is a really important part of engineering, and I'm not good at it at all, obviously. And so, I've got to pivot to something else. Well, before my mission, as part of the engineering major, you needed to take some programming classes. So, there was a Java programming class that I took and a computer systems class that included a lot of programming. The computer systems was very low level, so we were doing zeros and ones. And I wrote a program in zeros and ones. All that it did was it would take input from the keyboard, and then spit that back out to you as output. That was what it did. But still, you know, many lines of zeros and ones and just, like, still, I can't believe I did that [laughter]. And then we upgraded from that to Assembly, and what a godsend that was [laughs], how wonderful Assembly was after working in machine code. But then we upgraded from that to C, and that's as far as that class went. And then, yeah, my Java class, we did a bunch of stuff. And I just remember thinking or really struggling to find any practicality to what we were doing. Like, in the Java class, we were implementing the link to list data structure. And I was like, I do not care about this. This does not make any sense. Why should I care? We were doing these transistor diagrams in the computer systems class. And why do I care about that? I do not care about this at all. Like, this is not an interesting thing for me. So, I was convinced computer programming was definitely not what I wanted to do. So, when I'm switching from electrical engineering, I'm thinking, well, what do I do? And my dad convinced me to try accounting. That was his profession. He was a certified public accountant. And so, I said, "Okay, I'll try that." I liked the first class, and so I switched my major to go into the business school for accounting. I needed to take the next accounting class, and I hated that so much. It was just dull and boring. And I'm so glad that I got out of that because [laughs] I can't imagine doing anything like that. WILL: [laughs] KENT: But as part of switching over to business school, I discovered information systems. What's really cool about that is that we were doing Excel spreadsheets and building web pages. But it was all, like, with a practical application of business and, like, solving business problems. And then, I was like, oh, okay, so I can do stuff with computers in a practical setting, and that's what got me really interested. So, I switched, finally, to information systems–made it into that program. And I was still not convinced I wanted to do programming. I just wanted to work with computers. What ended up happening is the same time I got into the information systems program, I got married to my wife, and then I got this part-time job at a company called the More Good Foundation. It's a non-profit organization. And one of my jobs was to rip DVDs and upload those videos to YouTube, and then also download videos from one site and upload those to YouTube as well. And so, I was doing a lot of stuff with YouTube and video stuff. And as part of my information systems class, I was taking another Java class. At that same time, I was like, you know, what I'm doing at work is super boring. Like, can you imagine your job is to put in a [inaudible 13:45] and then click a couple of buttons? And, like, it was so boring and error-prone, too. Like, okay, now I've got to type this out and, you know, I got to make sure it's the same, try and copy-paste as much as I can. And it was not fun. And so, I thought, well, I'm pretty sure there are pieces of this that I could automate. And so, with the knowledge that I was getting in my information systems programming class, that was another Java class, I decided to write a program that automated a bunch of my stuff. And so, I asked my boss, like, "Can I automate this with writing software?" And I'm so glad that they said I could. WILL: [laughs] KENT: Because by the end of it, I had built software that allowed me to do way more than I ever could have before. I ended up uploading thousands of videos to their YouTube channels, which would have taken years to do. And they ended up actually being so happy with me. They had me present to the board of directors when they were asking for more money [laughs] and stuff. And it was really awesome. But still, I was not interested in being a programmer. Programming, to me, was just a means to an end. WILL: Oh, wow. KENT: Yeah, I guess there was just something in me that was like, I am not a programmer. So, anyway, further into the program of information systems, I interned as a business intelligence engineer over that next summer, and I ended up staying on there. And while I was supposed to be a business intelligence engineer, I did learn a lot about SQL, and star schema, and denormalized databases to optimize for read speed and everything. I learned a lot about that. But I just kept finding myself in positions where I would use my programming experience to automate things that were problematic for us in the business realm. And this was all still Java. It was there that I finally realized, you know what? I think I actually do want to be a programmer. I actually really do enjoy this. And I like that it's practical, and it makes sense for me, so… WILL: What year was that? KENT: That would have been 2012. Then I got a new job where my job was actually to be a programmer at a company called Domo, where they do business intelligence, actually. So, it got my foot in the door a little bit since I was a business intelligence engineer already. I got hired on, actually, as a QA engineer doing automated testing, but I never really got into that. And they shifted me over pretty quick into helping with the web app. And that is when I discovered JavaScript, and the whole, like, everything flooded out from there. I was like, wow, I thought I liked programming, but I had no idea how fun it could be. Because I felt like the chains had been broken. I no longer have to write Java. I can write JavaScript, and this was just so much better. WILL: [laughs] KENT: And so, yeah, I was there for a year and a half before I finally graduated. And I took a little break to work at USAA for a summer internship. And when I came back, I had another year and then converted to full-time. And so, yeah, there's my more detail than you were probably looking for, story of how I got into programming [laughs]. WILL: No, I actually love it because like I said, I've used your software, your teachings, all that. And it's amazing to hear the story of how you got there. Because I feel like a lot of times, we just see the end result, but we don't know the struggle that you went through of even trying to find your way through what your purpose was, what you're trying to do. Because, at one point, you said you were trying to do accounting, then you were trying to do something else. So, it's amazing to see, like, when it clicked for you when you got into JavaScript, so that's amazing. KENT: Yeah, it is kind of funny to think, like, some people have the story of, like, I knew I wanted to be a programmer from the very beginning, and it's just kind of funny for me to think back and, like, I was pretty certain I didn't want to be a programmer. WILL: [laughs] KENT: Like, not only did I, like, lots of people will say, "I never really thought about it, and then I saw it, and it was great." But I had thought about it. And I saw it, and I thought it was awful [laughter]. And so, yeah, I'm really glad that it worked out the way it did, though, because programming has just been a really fun thing. Like, I feel so blessed to be doing something that I actually enjoy doing. Like so many of our ancestors, they would go to work because they cared about their family and they just wanted to feed their family. I'm so grateful to them for doing that. I am so lucky that I get to go to work to take care of my family, but also, I just love doing it. WILL: Yeah, I feel the same way, so yeah, totally agree. After you found out about JavaScript, when did you figure out that you want to teach JavaScript? What was that transition like? KENT: I've been teaching for my whole life. It's ingrained in my religion. Even as a kid, you know, I'd prepare a talk, a five-minute talk, and stand up in front of 30 of my peers. And even when you're an early teenager, you get into speaking in front of the entire congregation. It took a while before I got good enough at something, enough hubris to think that people would care about what I have to say -- WILL: [laughs] KENT: Outside of my religion where, like, they're sitting there, and I've been asked to speak, and so they're going to listen to me. And so, when I started getting pretty good at programming, I decided, hey, I want to teach this stuff that I'm learning. And so, when I was still at school and working at Domo, the business intelligence company, one of our co-workers, Dave Geddes, he put together a workshop to teach AngularJS because we were migrating from Backbone to Angular. And I asked him if I could use his workshop material to teach my classmates. This was, like, soon after ng-conf, the first ng-conf, which my co-workers at Domo actually put on. So, I wasn't involved in the organization, but I was very much present when it was being organized. I attended there and developed a relationship with Firebase with the people there. I was actually...they had a developer evangelist program, which they called Torchbearers or something. And actually, that was my idea to call them Torchbearers. I think they wanted to call us torches, and I'm like, that just doesn't make sense. WILL: [laughs] KENT: I developed a relationship with them. And I asked them, "Hey, I want to teach my classmates AngularJS. Would you be interested in sponsoring some pizza and stuff?" And they said, "Yeah, we'll send you stickers, and hot sauce, and [laughs] a bunch of..." Like, they sent us, like, headphones [laughs] and stuff. So, I was like, sweet. I taught my classmates AngularJS in a workshop, brought a bunch of pizza, and it was, you know, just an extracurricular thing. And actually, the recording is still on my YouTube channel, so if you want to go look at one of my early YouTube videos. I was very into publishing video online. So, if you are diligent, you'll be able to find some of my very early [laughter] videos from my teenage years. But anyway, so, yes, I've been teaching since the very beginning. As soon as I graduated from college, I started speaking at meetups. I'd never been to a meetup before, and I just saw, oh, they want a speaker. I can talk about something. WILL: Wow. KENT: And not realizing that, like, meetups are literally always looking for speakers. This wasn't some special occasion. WILL: [laughs] KENT: And one of the meetups I spoke at was recorded and put on YouTube. And the guy who started Egghead io, John Lindquist, he is local here in Utah. And he saw that I spoke at that meetup, but he wasn't able to attend. So, he watched the recording, and he thought it was pretty good. He thought I would do a good job turning that into a video course. And that first video course paid my mortgage. WILL: Wow. KENT: And I was blown away. This thing that I had been doing just kind of for fun speaking at meetups, and I realized, oh, I can actually, like, make some legit good money out of this. From there, I just started making more courses on the side after I put the kids to bed. My wife is like, "Hey, I love you, but I want you to stay away for now because I've just been with these tiny babies all day. WILL: [laughs] KENT: And I just need some alone time." WILL: Yes. KENT: And so, I was like, okay. WILL: [laughs] KENT: I'll just go and work on some courses. And so, I spent a lot of time for the next couple of years doing course material on the side. I reached out to Frontend Masters and just told them, "Hey, I've been doing courses for Egghead." I actually met Marc Grabanski at a conference a couple of years before. And so, we established a little bit of relationship. And I just said, "Hey, I want to come and teach there." So, I taught at Frontend Masters. I started putting on my own workshops at conferences. In fact, just a few months after graduating, I got accepted to speak at a conference. And only after I was accepted did I realize it was in Sweden [laughter]. I didn't think to look where in the world this conference was. So, that was my first international trip, actually, and I ended up speaking there. I gave, actually, two talks. One of them was a three-hour talk. WILL: Whoa. KENT: Which was, yeah, that was wild. WILL: [laughs] KENT: And then, yeah, I gave a two-day workshop for them. And then, I flew straight from there to Amsterdam to give another talk and also do a live in-person podcast, which I'd been running called ngAir, an Angular podcast. It just kept on building from there until finally, I created testingjavascript.com. And that was when I realized, oh, okay, so this isn't just a thing I can use to pay my mortgage, and that's nice. This is, like, a thing I can do full-time. Because I made more with Testing JavaScript than I made from my PayPal salary. WILL: Oh wow. KENT: I was like, oh, I don't need both of these things. I would rather work half as much one full-time job; that's what I want, one full-time job and make enough to take care of my family. And I prefer teaching. So, that's when I left PayPal was when I released Testing JavaScript. WILL: Wow. So, for me, I think so many times the imposter syndrome comes up whenever I want to teach or do things at the level you're saying you're doing. Because I love teaching. I love mentoring. I remember when I came into development, it was hard. I had to find the right person to help me mentor. So now, I almost made a vow to myself that if someone wants to learn and they're willing to put in the energy, I'm going to sit down however long it takes to help them because I remember how hard it was for me whenever I was doing it. So, you said in 2014, you were only a couple years doing development. How did you overcome impostor syndrome to stand in front of people, teach, go around the world, and give talks and podcasts? Like, how did you do that portion? KENT: Part of it is a certain level of hubris like I said. Like, you just have to be willing to believe that somebody's going to care. You know, the other part of it is, it's a secret to getting really, really good at something. They sometimes will say, like, those who can't do teach. That's total baloney because it requires a lot of being able to do to get you in a position where you can teach effectively. But the process of teaching makes you better at the process of doing as well. It's how you solidify your experience as a whatever. So, if you're a cook, you're really good at that; you will get better by teaching other people how to cook. There's an element of selfishness in what I do. I just want to get really, really good at this, and so I'm going to teach people so that I can. So yeah, I think there's got to be also, like, a little bit of thick skin, too, because people are going to maybe not like what you have to share or think that you're posing or whatever. Learn how to let that slide off you a little bit. But another thing is, like, as far as that's concerned, just being really honest about what your skill set is. So, if somebody asks me a question about GraphQL, I'm going to tell them, "Well, I did use GraphQL at PayPal, but I was pretty limited. And so, I don't have a lot of experience with that," and then I'll answer their question. And so, like, communicating your limitations of knowledge effectively and being okay being judged by people because they're going to judge you. It just is the way it is. So, you just have to learn how to cope well with that. There are definitely some times where I felt like I was in over my head on some subjects or I was involved in a conversation I had no business being there. I actually felt that a lot when I was sent as PayPal's delegate to the TC39 meetings. Wow, what am I doing here? I've only been in the industry for, like, two or three years at [laughter] that point. It takes a certain level of confidence in your own abilities. But also, like, being realistic about your inexperience as well, I think, is important too. WILL: Yeah, I know that you had a lot of success, and I want to cover that next. But were there any failures when you were doing those teaching moments? KENT: Years ago, Babel was still a new thing that everybody was using to compile their JavaScript with new syntax features down to JavaScript that the browser could run. There was ES Modules that was introduced, and lots of us were doing global window object stuff. And then we moved to, like, defining your dependencies with r.js or RequireJS. And then, there was CommonJS, and Universal Module Definition, and that sort of thing. So, ECMAScript modules were very exciting. Like, people were really interested in that. And so, Babel added support to it. It would compile from the module syntax down to whatever you wanted: CommonJS or...well, I'm pretty sure it could compile to RequireJS, but I compiled it to CommonJS. And so, there was a...yeah, I would say it's a bug in Babel at that time, where it would allow you to write your ES modules in a way that was not actually spec-compliant. It was incorrect. So, I would say export default some object, and then in another module, I would say import. And then, I'd select properties off of the object that I exported, that default I exported. That was allowed by Babel, but it is superduper, not how ECMAScript modules work. Well, the problem is that I taught, like, a ton of people how to use ECMAScript modules this way. And when I realized that I was mistaken, it was just, like, a knife to the heart because I was, like, I taught so many people this wrong thing. And so, I wrote a blog post about it. I gave a big, long talk titled “More Than You Want to Know About ECMAScript Modules,” where I talk about that with many other things as well. And so, yeah, just trying to do my part to make up for the mistake that I made. So yes, I definitely have had mistakes like that. There's also, like, the aspect that technology moves at a rapid pace. And so, I have old things that I would show people how to do, which they still work just as well as they worked back then. But I wouldn't recommend doing it that way because we have better ways now. For some people, the old way to do it is the only way they can do it based on the constraints they have and the tools that they're using and stuff. And so, it's not, like, it's not valuable at all. But it is a struggle to make sure that people understand that, like, this is the way that you do it if you have to do it this way, but, like, we've got better ways. WILL: I'm glad you shared that because it helps. And I love how you say it: when I make a mistake, I own up to it and let everyone know, "Hey, I made a mistake. Let's correct it and move on." So, I really like that. KENT: Yeah, 100%. MID-ROLL AD: Are your engineers spending too much time on DevOps and maintenance issues when you need them on new features? We know maintaining your own servers can be costly and that it's easy for spending creep to sneak in when your team isn't looking. By delegating server management, maintenance, and security to thoughtbot and our network of service partners, you can get 24x7 support from our team of experts, all for less than the cost of one in-house engineer. Save time and money with our DevOps and Maintenance service. Find out more at: tbot.io/devops. WILL: I want to go back to what you were saying. When you left PayPal, you released Testing JavaScript. How did you come up with the idea to write a Testing JavaScript course? And, two, how long did it take to take off and be successful? KENT: That was a pretty special thing, honestly. In 2018, I had put together a bunch of workshops related to testing. There was this conference called Assert(js) that invited me to come, taught them. In the year prior, I went to Midwest JS and taught how to test React. I had this material about testing. I'd gotten into testing just because of open-source stuff. I didn't want to have to manually go through all my stuff again every time I wanted to check for breakages and stuff, so that got me into testing. And whatever I'm into is what I'm going to teach. So, I started teaching that testing. And then my friend, Ryan Florence, put together...he separated from Michael Jackson with React Training, and built his own thing called Workshop.me. He asked me to join up with him. And he would, like, put together these workshops for me, and I would just...my job was just to show up and teach. And so, I did that. I have a picture, actually, in this blog post, The 2010s Decade in Review, of me in front of 60 people at a two-day workshop at Trulia in San Francisco. WILL: Oh, wow. KENT: And this is where I was teaching my testing workshop. Well, what's interesting about that photo is that two weeks before that, I had gotten really frustrated with the tool that everybody uses or used at the time for testing React, and that was Enzyme. And so I was preparing this workshop or working on it. I had already delivered it a number of times, but I was working on it, improving it, as I always do [laughs] when I'm preparing. WILL: [laughs] KENT: I can never give the same workshop twice, I guess. And I was just so frustrated that Enzyme was so difficult to work with. And, like, I was going to prepare this document that said, "Here are all the things you should never do with Enzyme. Like, Enzyme encourages you to do these things; you should not do these things. And let me explain why." And I just hated that I needed a document like that. And so, I tweeted, "I'm seriously starting to think that I should make my own very small testing lib and drop Enzyme entirely. Most of Enzyme's features are not at all useful and many damaging to my test bases. I'd rather have something smaller that encourages better practices." And so, I tweeted that March 15th, 2018. I did that. I did exactly that. What I often do in my workshops is I try to build the abstraction that we're going to use so that you can use it better. So, I was, like, building Enzyme, and I realized the jump between what I had built, the little utilities that I had built as part of the workshop, from that to Enzyme was just a huge leap. And so, I thought, you know what? These utilities that I have built to teach Enzyme are actually really good. What if I just turned that into a testing utility? And that became Testing Library, which, fast forward to today, is the number one testing library for React. And it's recommended for testing React, and Vue, and Angular. The ideas that are in Testing Library got adopted by Playwright. If you're writing tests for anything in the browser, you are very likely using something that was either originally developed by me or inspired by the work that I did. And it all came from that testing workshop that I was working on. So, with that, I had not only that testing workshop; I had a number of other workshops around testing. And so I approached Joel Hooks from Egghead.io. I say, "Hey, I'm getting ready to record a bunch of Egghead courses. I've got, like, six or seven courses I want to do." And he'd seen my work before, you know, I was a very productive course creator. And he said, "Hey, how about we, you know, we've been thinking about doing this special thing. How about we make a website just dedicated to your courses?" And I said, "That sounds great." I was a little bit apprehensive because I knew that putting stuff on Egghead meant that I had, like, a built-in audience and everything that was on Egghead, so this would be really the first time of me just branching out with video material on my own. Because, otherwise, if it wasn't Egghead, it was Frontend Masters, and there was the built-in audience there. But yeah, we decided to go for it. And we released it in, I think, November. And it was that first week...which is always when you make the most is during the launch period. But that launch week, I made more than my PayPal salary for the entire year. And so, that was when I realized, oh, yeah, okay, let's go full-time on this because I don't need two PayPal salaries. I just need one. And then I can spend more time with my family and stuff. And especially as the kids are getting older, they're staying up later, and I want to hang out with them instead of with my computer at night [laughter], and so... WILL: I love how you explain that because I came in around 2018, 2019. And I remember Enzyme, and it was so confusing, so hard to work with, especially for, you know, a junior dev that's just trying to figure it out. And I remember Testing JavaScript and then using that library, and it was just so much easier to, like, grab whatever you needed to grab. Those utils made the biggest difference, and still today, they make a huge difference. So yes, I just resonate with what you're saying. That's amazing. KENT: Aw, thank you so much. WILL: Yeah. You did Testing JavaScript. And then what was your next course that you did? KENT: I quit PayPal, go full-time teaching. That first year, I actually did an update to Testing JavaScript. There were a couple of changes in Testing Library and other things that I needed to update it for. And then I started working on Epic React. So, while I was doing all this testing stuff, I was also very into React, creating a bunch of workshops around that. I was invited to speak all over the world to talk about React. And I had a couple of workshops already for React. So, I was invited to give workshops at these conferences about React. And so, I thought, you know, let's do this again, and we'll do it with React this time. The other thing was, I'd never really planned on being the testing guy. It just kind of happened, and I actually didn't really like it either. I wanted to be more broad than just testing. So, that kind of motivated me to say, hey, let's do something with React to be a little bit more broad. Yeah, so I worked on putting those workshops together and delivered them remotely. And then, yeah, COVID hit, and just really messed everything up [laughs] really bad. So, I had everything done on my end for Epic React by March of 2020, which is, like, immediately after COVID got started, in the U.S. at least. And so, yeah, then we actually didn't end up releasing Epic React until October that year, which, honestly [laughs], was a little bit frustrating for me because I was like, "Hey, guys, I have recorded all the videos and everything. Can we get this released?" But, like, that just was a really rough year for everybody. But yeah, so Egghead got the site put together. I did a bunch of interviews and stuff. And then we launched in October of 2020. That was way bigger than Testing JavaScript because Testing JavaScript was still very informed by my experience as an Egghead instructor, which, typically, the Egghead courses are, like, a video where watch me do this thing, and then you'll learn something and go apply it to your own stuff. And that's kind of what Testing JavaScript was built as. But as part of the update of Testing JavaScript in 2019, I added another workshop module called Testing Node Applications. And in that one, I decided, hey, typically, I would have a workshop version of my material and a course version. The workshop version had like instructions and exercises. And the course version was no instructions or anything. It was just, like, watch these videos. And it was just me doing the exercises. And with the update of Testing JavaScript, I added that Testing Node workshop, and I said, hey, what if we just, like, embrace the fact that these are exercises, and it's just, like, me recording the workshop? How I would deliver the workshop? And so, I tested that out, and that went really well. And so, I doubled down on that with Epic React. And I said, okay, now, this isn't just, like, watch these videos. This is a do the exercise and then watch me do the exercise. So, Epic React was not only a lot more material but the format of the material was more geared for retention and true practice and learning. And so, Epic React ended up doing much better than Testing JavaScript, and even still, is still doing a remarkable job as far as course material is concerned. And, like, so many people are getting a lot of really great knowledge from Epic React. So yeah, very gratifying to have that. WILL: Once again, I've used Epic React. It's taught me so many...stretched me. And I do like the format, so yes, I totally agree with that, yeah. The next thing, Remix, correct? KENT: Yeah. So, how I got into Remix, around the same time we finished recording Epic React videos, I was doing some other stuff kind of to keep content going and stuff while we were waiting to launch Epic React. And around that same time, my friend Ryan Florence and Michael Jackson––they were doing the React training thing. And so, we were technically competitors. Like I said, Ryan and I kind of joined forces temporarily for his Workshop Me thing, but that didn't end up working out very well. And Michael really wanted Ryan back, and so they got back together. And their React training business went way better than it had before. They were hiring people and all sorts of stuff. And then, a training business that focuses on in-person training just doesn't do very well when COVID comes around. And so, they ended up having to lay off everybody and tried to figure out, okay, now what are we going to do? Our income has gone overnight. This is a bit of a simplification. But they decided to build software and get paid for it like one does. So, they started building Remix. Ryan, actually, around that time, moved back to Utah. He and I would hang out sometimes, and he would share what he was working on with Michael. We would do, like, Zoom calls and stuff, too. I just got really excited about what they were working on. I could see the foundation was really solid, and I thought it was awesome. But I was still working on Epic React. I end up launching Epic React. He launches Remix the very next month as a developer preview thing. Yeah, it definitely...it looked a lot like current Remix in some ways but very, very different in lots of others. But I was super hooked on that. And so, I paid for the developer preview and started developing my website with it. And around the next year in August, I was getting close to finishing my website. My website is, like, pretty legit. If you haven't gone to kentcdodds.com. Yet, it is cooler than you think it is. There's a lot that goes into that website. So, I had a team help me with the product planning and getting illustrations and had somebody help me implement the designs and all that stuff. It was a pretty big project. And then, by August of 2021, Ryan and I were talking, and I said, "Hey, listen, I want to update Epic React to use Remix because I just think that is the best way to build React applications. But I have this little problem where Remix is a paid framework. That's just going to really reduce the number of people who are interested in learning what I have to teach. And on top of that, like, it just makes it difficult for people to test things out." And so, he, around that time, was like, "Hey, just hold off a little bit. We've got some announcements." And so, I think it was September when they announced that they'd raised VC money and they were going to make Remix open source. That was when Ryan said, "Hey, listen, Kent, I think that it's awesome you want to update Epic React to use Remix. But the problem is that Remix isn't even 1.0 yet. The community is super small. It needs a lot of help. If you release a course on Remix right now, then you're not going to get any attention because, like, nobody even knows what it is." So, part of me is like, yeah, that's true. But also, the other part of me is like, how do people find out what it is [laughs] unless there's, like, material about it? But he was right. And he said, "Listen, we've got a bunch of VC money. I've always wanted to work with you. How about we just hire you? And you can be a full-time teacher about Remix. But you don't have to charge anything. You just, like, make a bunch of stuff for free about Remix." I said, "That sounds great. But, you know, to make that worth my while because I'm really happy with what I'm doing with this teaching thing, like, I'm going to need a lot of Remix." And so, Michael Jackson was like, "How about we just make you a co-founder, and we give you a lot of Remix?" And I said, "Okay, let's do this." And so I jumped on board with them as a year-delayed co-founder. I guess that's pretty common. But, like, that felt kind of weird to me [laughs] to be called a co-founder. But yeah, so I joined up with them. I worked on documentation a little bit, mostly community building. I ran Remix Conf. Shopify was interested in what we were doing. And we were interested in what Shopify was doing because, at the time, they were working on Hydrogen, which was one of the early adopters of React Server Components. And, of course, everybody was interested in whether Remix was going to be adding support for server components. And Ryan put together a couple of experiments and found out that server components were nowhere near ready. And we could do better than server components could as of, you know, the time that he wrote the blog posts, like, two years ago. So, Hydrogen was working with server components. And I put us in touch with the Hydrogen team—I think it was me—to, like, talk with the Hydrogen team about, like, "Hey, how about instead of spending all this time building your own framework, you just build on top of Remix then you can, you know, make your Shopify starter projects just, like, a really thin layer on top of Remix and people will love it? And this is very important to us because we need to get users, especially really big and high profile users, so people will take us seriously." And so, we have this meeting. They fly a bunch of their people out to Salt Lake. They're asking us questions. We're asking them questions and saying, "Hey, listen, this is why server components are just not going to work out for you." Well, apparently, they didn't listen to us. It felt like they were just like, "No, we're highly invested in this. We've already sunk all this cost into this, but we're going to keep going." And they did end up shipping Hydrogen version 1 on top of server components, which I just thought was a big mistake. And it wasn't too long after that they came back and said, "Hey, we're kind of interested in having you guys join Shopify." So, right after Remix Conf, I go up into Michael's room at the hotel with Ryan. And they say, "Hey, listen, Kent, we're talking with Shopify about selling Remix and joining Shopify," and kind of bounced back and forth on whether we wanted to do it. All of us were just not sure. Because when I joined Remix, I was thinking, okay, we're going to build something, and it's going to be huge. This is going to be bigger than Vercel, like multibillion-dollar company. So, I really kind of struggled with thinking, hey, we're selling out. Like, we're just getting started here. So, Ryan and I ended up at RenderATL in Atlanta at that conference. We were both speaking there. And Ryan didn't fill out the right form. So, he actually didn't have a hotel room [laughs], and so he ended up staying in my room. I intentionally always get a double bedroom just in case somebody needs to stay with me because somebody did that for me once, and I just...it was really nice of them. So, I've always done that since. And so, I said, "Yeah, Ryan, you can stay with me." And so, we spent just a ton of time together. And this was all while we were trying to decide what to do with Shopify. And we had a lot of conversations about, like, what do we want for Remix in the future? And it was there that I realized, oh if I want to take this to, like, multi-billion dollar valuation, I've got to do things that I am not at all interested in doing. Like, you've got to build a business that is worth that much money and do business-related things. On top of all of that, to get any money out of it...because I just had a percentage of the company, not actually any money. There was no stock. So, the only way you can get money out of a situation like that is if you have a liquidation event like an IPO, which sounds, like, awful—I [laughs] would hate to go through an IP0—or you have to be bought. And if you're worth $2 billion, or 3, or whatever, who can buy you? There's almost nobody who can buy you at that valuation. Do you really want to outprice anybody that could possibly buy you? And then, on top of that, to get there, that's, like, a decade worth of your life of working really superduper hard to get to that point, and there's no guarantee. Ryan would always say a bird in the hand is worth two in the bush. He was saying Shopify is a bird in the hand, and we do not know what the future holds. And so, we were all finally convinced that, yeah, we want to sell, and so we decided, yeah, let's sell. And as the sale date grew closer, I was getting excited because I was like, oh, I can be back on the TC39 because Shopify is, like, I don't know if they're actually sending delegates to the TC39, but I'm sure that they would be interested if I ask them to, like, "Hey, let's be involved in the evolution of JavaScript." And I know they're on the Web Working Group. Like, they're on a bunch of different committees and stuff. And I just thought it'd be really cool to get involved in the web platform again. And then, on top of that, I just thought, you know what? I'll just spend all my time teaching Shopify developers how to use Remix. That sounds like a lot of fun. As things drew closer, I got more and more uneasy about that. And I thought, you know, I could probably do just as well for myself by going full-time teacher again. I've done this thing before. I just really like being a teacher and, like, having total control over everything that I do. And if I work at Shopify, they're going to tell me, "Hey, you need to, like, do this, and that, and the other." And I don't know if I want to go back to that. And so, I decided, this is awesome. Super, super good job, folks. I think I've done everything for you that you need me to do. I'm going to bail out. And so, yeah, Shopify wasn't super jazzed about that. But the deal went through anyway. And that's how I ended my time at Shopify. WILL: I love it. It's lining up perfectly because you say you left Shopify to go back doing more teaching. And then you released another course; that's Epic Web, correct? KENT: Right. That was the reason I left Shopify or I didn't join up with Shopify is because I wanted to work on Epic Web. In this 2010s blog post, one of the last things that I mention...toward the bottom, there's a section, KCD EDU, which is basically, like, I wanted to help someone go from zero to my level as an engineer in a single place where I teach just all of the things that I can teach to get somebody there. And so I wanted to call it KCD EDU, but I guess you have to be an accredited university to get that domain or something. But that was the idea. Erin Fox, back in 2020 she said, "I'm expecting you to announce your online Kent C. Dodds engineering bootcamp." And I replied, "I'm planning on doing this, no joke." So, I've been wanting to do this for a really long time. And so, leaving Remix was like, yeah, this is what I'm going to go do. I'm going to go build KCD EDU. And I was talking with Ryan at some point about, like, what I was planning on doing in the future. And something he said or something I said in that conversation made me realize, oh, shoot, I want to build Epic Web Dev. So, I've got Epic React. I don't want Epic Remix. I want people to, like, be web developers. Remix is just, like, an implementation detail. And so, I went and I was relieved to find that the domain was still available: epicweb.dev, and so I bought that. And so, I was always planning on, like, even while I was at Remix, eventually, I would leave Remix and go build Epic Web Dev. So, that's what I did. Starting in August, I decided, okay, how about this: I will build a legit real-world web application, and then I will use that to teach people how to build legit real-world web applications from start to finish. If it's included as, like, knowledge you would need to build this web app, then that's knowledge you need to be able to build a full-stack application. That was the idea. So, I started live streaming in, like, August or September, and I would live stream almost everyday development of this web app. So, people can go and watch those on my YouTube channel. I would livestream for, like, sometimes six hours at a time with breaks every 45 minutes. So, I'd just put it on a break slide, go for a quick walk, or take a drink, whatever, and then I would come back. And I would just, like, so much development and live streaming for a long time. Once I got, like, in a pretty good place with that, the app I was building was called Rocket Rental. It's like Airbnb for rocket ships. So, you could rent, like, your own rocket ship to other people to fly. So, it had to be, like, realistic enough that, like, you could relate it to whatever you were building but not realistic enough that people would actually think it was a real product [laughs]. I worked with Egghead again. They actually have a sister company now called Skill Recordings that's responsible for these types of products. And so, I was working with Skill Recordings on, like, they would get me designs. And then I would, like, work with other people to help implement some of those designs. And then, I started working on turning this stuff into workshops. And with Epic React, we have this workshop app that you run locally so that you can work in your own editor, in your own environment, and with your own editor plugins and all that stuff. I want you to practice the way that you're going to actually exercise that practice when you're done––when you're working at work. And so we have this workshop app with Epic React. Well, that was built with Create React app, very limited on what you could do. And so, I started working on a new workshop app that I just called KCD Shop, that was built with Remix. And so, now we've got a bunch of server-side stuff we can do. And this server side is running on your machine. And so, so much stuff that I can do with this thing. One of the big challenges with Epic React was that the video you watch is on epicreact.dev, but the exercises you run are on localhost. And so, you have to keep those things in sync. You'd see, okay, I'm in exercise one on the videos. Let me go find exercise one in the app and then find the file exercise one. So, you've got, like, three different things you've got to keep in sync. And so, with the workshop app for Epic Web, I said, how about we make it so that we can embed the video into the app? And so, you just have localhost running, and you see the video right above the instructions for the exercise. And so, you watch the video that kind of introduces the problem that you're going to be doing, and then you read the instructions. And then we can also make it so that we have links you can click or buttons you can click in the app that will open your editor exactly where you're supposed to go. So you don't have to keep anything in sync. You go to the app, and you watch the video. You read the instructions. You click this button. It opens your editor. And so, that's exactly what I did. And it's an amazing experience. It is phenomenal, not just for the workshop learners but for me, as a workshop developer, like, creating the workshop––it's just been phenomenal. Because, like, we also have this diff view where you can see the difference between your work in progress and the solution. So, if you get stuck, then it's very easy to see where you went wrong. It also means that we can build even very large applications as part of our workshop and our exercise where there are dozens or hundreds of files. And you don't have to worry about finding them because it'll tell you exactly which ones you need to be working in, so all sorts of really, really cool things. So, this workshop app––actually, took a lot of time and effort to build. But now that it's done, like, people are going through it now, and they're just loving it. So, I built the workshop app, I put the first workshop of Rocket Rental into this workshop app, and I delivered it. And I found out very quickly that a full application with all the bells and whistles you'd expect, like, tons of different routes and stuff, was just too much. Even with the workshop app, it was just really pretty difficult for people to gain enough context around what they were building to be effective. So, I was concerned about that. But then, around the same time, I started realizing that I had a marketing problem. And that is that with Testing JavaScript, people know that they're customers because they're like, I'm a JavaScript developer, and I know how to test––boom. I'm a Testing JavaScript customer. With Epic React, I join this company; they're using React; I need to know React, boom. I'm a customer of Epic React. But with something like Epic Web, it's just so broad that, like, yeah, I am a web developer. I just don't know if I'm a customer to Epic Web. Like, is Epic Web for only really advanced people, or is it only for really beginner people? Or is it only for people who are using this set of tools or... Like, it's just a very difficult thing to, like, identify with. And so I wanted to de-emphasize the fact that we used Remix because the fact is that you can walk away from this material and work in a Next.js app or a SvelteKit app and still use so much of the knowledge that you gained in that environment. So, I didn't want to focus on the fact that we're using any particular set of tools because the tools themselves I select them, not only because I think that they are really great tools but also because the knowledge you gain from these tools is very transferable. And I'm going to teach it in a way that's very transferable. That was the plan. But I still had this issue, like, I need people to be able to identify themselves as customers of this thing. So, what I decided to do through some, like, hints and inspiration from other people was how about I turn Rocket Rental into a much simpler app and make that a project starter? And while I was at Remix, actually, I directed the creation of this feature called Remix Stacks. It's basically the CLI allows you to create a Remix app based on a template. I said I can make a Remix Stack out of this, and I called it the Epic Stack. And so, just took all of the concepts that came from Rocket Rental; applied it to a much simpler app. It's just a note-taking app, but it has, like, all of the features that you would need to build in a typical application. So, it's got a database. It's got deployment, GitHub integration. So, you have GitHub Actions to run tests and stuff. It has the tests. It has authentication already implemented, and even two-factor auth, and third-party auth, and file upload, and, like, just tons and tons of stuff built in. And so, people can start a new project and ship that and have a lot of success, like, skip all the basic stuff. So, I presented that at Remix Conf. I wasn't working at Remix anymore, but they asked me to run Remix Conf again, so I did. And I told them, "If I'm running it this year, I'm going to select myself to speak." And I spoke and introduced the Epic Stack there. And then that was when I started to create the workshops based on the Epic Stack. And so, now it was no longer we're going to have workshops to build Rocket Rental; it was we're going to have workshops to build the Epic Stack, with the idea being that if you build the thing, you are able to use it better, like, still following the same pattern I did with Testing JavaScript where we build a framework first. Like, before you start using Jest, we're building Jest and same with Testing Library. We do the same thing with React. Before we bring in React, I teach you how to create DOM nodes yourself and render those to the page and all of that. And so, here with Epic Web, I'm going to teach you how to build the framework that you can use to build applications. So, that is what Epic Web is, it's effectively we're building the Epic Stack. In the process, you learn all about really basic things, like, how do you get styles onto the page all the way to really complex things like, how do you validate a user's email? Or how do you implement two-factor auth? Or how do you create a test database? So, you don't have to mock out the database, but you can still run your test in isolation. Around this time was when my wife and I were trying to become pregnant. And we got the news that we were expecting, and we were super excited. And so, I'm thinking, okay, I've got to ship this thing before the baby comes. Because who knows what happens after this baby comes? So, I am talking with Skill Recordings. I'm saying, "We've got to get this done by October." I think it was May. And so, I was thinking like, okay, I've probably got, like, maybe eight days worth of workshops here. And so, kind of outlined all of the workshops. Like, I know what needs to be included. I know what the end looks like because I've got the Epic Stack. The end is the Epic Stack. The beginning is, like, a brand new create Remix app creation right there. So, I know what the start and the end looks like. I kind of can figure out how much time I need to teach all of that. And I said, "Let's do eight days." And so, we got that scheduled and started selling tickets. And we sold out 30 tickets in just a couple of days, and that's what we originally planned for. I'm like, well, gosh, I can handle 80 people in a workshop. I've done that before, but that's about as far as I go. I don't really like going that much. In fact, online, especially, I only like to go up to, like, 40. But we said, "Hey, let's knock this out of the park." So, we doubled it, and we sold another 30 seats. And so, it was sold out before even the early bird sale was over. So, that was pretty encouraging. The problem was that I hadn't actually developed this material. I'd already given one workshop about testing with Rocket Rental, and I'd given one workshop about the fundamentals with Rocket Rental. But I hadn't done anything of the authentication or, the forms, or data modeling. Also, like, Epic Notes app is different from Rocket Rental. So, I got to rebuild those workshops. Like, the first workshop was going to start in, like, two weeks, maybe three weeks. And so, I'm working on these workshops. And I'm like, I've finished the first workshop, which was going to be a two-day workshop, and so I get that done. And so, that next week, I'm getting close to finished on the forms workshop, and then I start the workshops. And that was when I started to realize, oh, shoot, I am in huge trouble because I have to not only deliver two workshops a week, so that's two days a week that I'm not able to work on the workshops, really. And then also develop the material as I go, which I don't normally do this at all because I just don't like stressing myself out so much. But, like, I'd had this timeline put together, and I'm like, I need to ship this by October. For about five weeks, I worked 80 to 100 hours a week, maybe more, in a row to get those workshops created [laughs]. And I do not recommend this, and I will never do it again. I can tell you this now. I didn't tell anybody at the time because I was worried that people would think, well, geez, is that the type of product you create, like, you're just rushing through this stuff? But I can tell you this safely now because the results speak for themselves. Like, these people loved this stuff. They ate it up. It was so good. I won't do this again. It's not something that I typically do. But it worked. And, like, I put in a crazy amount of work to make this work. People loved it. And yeah, I'm really, really happy with that. The next step, though, so it was eight days' worth of workshops in four weeks. And I realized, as I almost always realize when I'm presenting workshops, that, like, oh my gosh, I have way more material than I have time for. So, by

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

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

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

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