Podcasts about assure

Let me recognize my problems have been solved. If you are willing to recognize your problems, you will recognize that you have no problems. Your one central problem has been answered, and you have no other. Therefore, you must be at peace. Salvation thus depends on recognizing this one problem, and understanding that it has been solved. One problem, one solution. Salvation is accomplished. Freedom from conflict has been given you. Accept that fact, and you are ready to take your rightful place in God's plan for salvation. Your only problem has been solved! Repeat this over and over to yourself today, with gratitude and conviction. You have recognized your only problem, opening the way for the Holy Spirit to give you God's answer. You have laid deception aside, and seen the light of truth. You have accepted salvation for yourself by bringing the problem to the answer. And you can recognize the answer, because the problem has been identified. You are entitled to peace today. A problem that has been resolved cannot trouble you. Only be certain you do not forget that all problems are the same. Their many forms will not deceive you while you remember this. One problem, one solution. Accept the peace this simple statement brings. In our longer practice periods today, we will claim the peace that must be ours when the problem and the answer have been brought together. The problem must be gone, because God's answer cannot fail. Having recognized one, you have recognized the other. The solution is inherent in the problem. You are answered, and have accepted the answer. You are saved. Now let the peace that your acceptance brings be given you. Close your eyes, and receive your reward. Recognize that your problems have been solved. Recognize that you are out of conflict; free and at peace. Above all, remember that you have one problem, and that the problem has one solution. It is in this that the simplicity of salvation lies. It is because of this that it is guaranteed to work. Assure yourself often today that your problems have been solved. Repeat the idea with deep conviction, as frequently as possible. And be particularly sure to apply the idea for today to any specific problem that may arise. Say quickly: Let me recognize this problem has been solved. Let us be determined not to collect grievances today. Let us be determined to be free of problems that do not exist. The means is simple honesty. Do not deceive yourself about what the problem is, and you must recognize it has been solved. - Jesus Christ in A Course in Miracles, Lesson 80

L'ancien président américain affirme qu'il sera « arrêté » mardi 21 mars dans le cadre de l'affaire d'un paiement effectué en 2016 pour acheter le silence d'une actrice pornographique, Stormy Daniels.

durée : 00:10:30 - L'invité de 7h50 - par : Léa Salamé - Grégoire Ludig et David Marsais, humoristes formant le duo "Palmashow", acteurs et réalisateurs, présentent une soirée de sketchs et parodies sur TF1 et seront bientôt à l'affiche du film "Bonne conduite" de Jonathan Barré.

See omnystudio.com/listener for privacy information.

The Biden administration is stepping in to assure customers their money is safe after the collapse of Silicon Valley Bank and the government's shuttering of New York's Signature Bank. Is there a chance of more bank runs? House Oversight and Reform Committee member Rep. Katie Porter joins this special edition of OutFront to share her insight. And, Ukrainian troops face close quarter combat as Russian forces close in on Bakhmut. Also, former president Donald Trump does not plan to testify in a New York grand jury investigation into his alleged role in a scheme to pay hush money to adult film star Stormy Daniels.To learn more about how CNN protects listener privacy, visit cnn.com/privacy

durée : 00:25:26 - L'invité de 8h20 : le grand entretien - par : Nicolas Demorand, Léa Salamé - Gabriel Attal, ministre délégué chargé des Comptes publics, "ne voit pas pourquoi aujourd'hui il faudrait utiliser" le 49.3 pour adopter la réforme des retraites. Selon lui, "si chacun est cohérent avec ses engagements", dans la majorité et dans les rangs de LR, "il y aura une majorité".

The poor and middle class continue to bear the brunt of the economic pain totally created by shortsighted corporations who have no care for society but solely for enriching themselves. Since Reaganomics, the middle class has been held, hostage. The income and wealth generated by our innovation, intellect, labor, and service were mostly stolen from us all, legally. It is time for the middle class and the poor to stop accepting crumbs for their labor and innovation. It is time for us to demand, not ask, for programs that recover ill-gotten gains from a system that, by design, penalizes work and glorifies capital. --- Send in a voice message: https://anchor.fm/politicsdoneright/message Support this podcast: https://anchor.fm/politicsdoneright/support

Is it that there shall be no sin in them any more-- Even this is true in some sense. Sin as unto its condemning power hath no place in this state, Romans 8-1. All the sins of them that believe are expiated or done away, as to the guilt of them, in the blood of Christ, Hebrews 1-3- 1 John 1-7. This branch of the dominion of sin, which consists in its condemning power, is utterly cast out of this state. But sin as unto its being and operation doth still continue in believers whilst they are in this world- they are all sensible of it.

A new MP3 sermon from The Narrated Puritan is now available on SermonAudio with the following details: Title: Why Does Being Under Grace Assure Us That Sin No Longer Has Dominion? Subtitle: Dominion of Sin and Grace Speaker: John Owen Broadcaster: The Narrated Puritan Event: Sunday Service Date: 2/2/2023 Length: 34 min.

Is it that there shall be no sin in them any more-- Even this is true in some sense. Sin as unto its condemning power hath no place in this state, Romans 8-1. All the sins of them that believe are expiated or done away, as to the guilt of them, in the blood of Christ, Hebrews 1-3- 1 John 1-7. This branch of the dominion of sin, which consists in its condemning power, is utterly cast out of this state. But sin as unto its being and operation doth still continue in believers whilst they are in this world- they are all sensible of it.

Hello, and welcome to Beauty and the Biz where we talk about the business and marketing side of plastic surgery, and how Dr. Mueller became "The Surgeon Inventor". I'm your host, Catherine Maley, author of Your Aesthetic Practice – What your patients are saying, as well as consultant to plastic surgeons, to get them more patients and more profits. Now, today's episode is called "The Surgeon Inventor — with Gregory Mueller, MD". Most plastic surgeons see a problem and complain about it or wish it could be easier, faster, more precise, etc. A rare surgeon sees the same problem and invents a solution for other surgeons to benefit from.  That's what my Beauty and the Biz Podcast guest did.    Greg Mueller, MD is a board-certified plastic surgeon running a busy Beverly Hills practice during the day and inventing at night and on weekends. He is best known for www.MyEllevate.com, a minimally-invasive neck lift contouring procedure that was bought by Cynosure, as well as ICLED Surgical Suture System, a light-guided technology and the oVio360 Imaging System.  We talked about the herculean effort it takes to bring a new product to market and the many pearls he learned along the way.  Visit Dr. Mueller's Website P.S. On Monday, I talked about fixing your phones so grab my 5 Phone Fixes Guide guaranteed to increase your phone conversions by 30% within 48 hours.

Today on The Richard Syrett Show: Sue-Ann Levy, journalist for True North talks about the rising violence on Toronto transit. Ontario director at the Canadian Taxpayers Federation, Jay Goldberg explains why Doug Ford must keep his promise to end the political slush fund. Writer & caWsbar member, Mia Ashton brings up the president of WPATH admitting that social contagion is a factor in adolescents identifying as transgender. Senior fellow at the Discovery Institute, Scott Powell discusses an eight point plan to assure globalisms demise. Then author John O'Connor reacts to Hunter Biden's emails reading like classified documents.

durée : 00:24:02 - L'invité de 8h20 : le grand entretien - par : Nicolas Demorand, Léa Salamé - Rachida Dati, présidente du Conseil national des Républicains, maire LR du VIIe arrondissement de Paris et ancienne garde des Sceaux est l'invitée du Grand Entretien. Selon elle, le texte du gouvernement n'est, en l'état, "pas satisfaisant" mais LR "négocie" pour "obtenir des avancées", dit-elle.

Tune in for today's industry updates.

durée : 00:07:22 - Info médias - France 3 diffuse samedi 7 janvier à 21h10 le 10e et ultime épisode de cette collection de polars lancée en 2014.

James Ham, 1320 Kings Insider & The Kings Beat

This is part 2 of a review of the books I've read in 2022! Part one was published on June 21 (episode 52) if you want to listen to that one first. I also update you on how many of the items on my Christmas season bucket list I actually completed. Today's episode includes: #7: An Echo in the Darkness by Francine Rivers https://www.goodreads.com/book/show/46601.An_Echo_in_the_Darkness #8: The Good Sister by Sally Hepworth https://www.goodreads.com/book/show/53137974-the-good-sister?from_search=true&from_srp=true&qid=n9xcE6qIie&rank=1 #9: Breakfast at Tiffanys by Truman Capote https://www.goodreads.com/book/show/251688.Breakfast_at_Tiffany_s_and_Three_Stories?ac=1&from_search=true&qid=gIMPm8TdYT&rank=1 #10: Four Treasures of the Sky by Jenny Zhang https://www.goodreads.com/book/show/55987334-four-treasures-of-the-sky?from_search=true&from_srp=true&qid=84WuTH8vfC&rank=1 #11: As Sure as the Dawn by Francine Rivers https://www.goodreads.com/book/show/95621.As_Sure_as_the_Dawn?from_search=true&from_srp=true&qid=6dJpH80Rgc&rank=1 #12: A Good Scent from a Strange Mountain by Robert Olen Butler https://www.goodreads.com/book/show/261601.A_Good_Scent_from_a_Strange_Mountain?ac=1&from_search=true&qid=pZp2yHBNek&rank=1 And, still working on: Hero Maker by Dave Ferguson https://www.goodreads.com/book/show/35553381-hero-maker?ac=1&from_search=true&qid=BoFVj0cTGG&rank=2 Taking Charge of Your Fertility by Tori Weschler https://www.goodreads.com/book/show/22693240-taking-charge-of-your-fertility?ac=1&from_search=true&qid=sBQ1zZjaWa&rank=1 Also Mentioned: Winter Garden by Kristin Hannah https://www.goodreads.com/book/show/6668467-winter-garden?ac=1&from_search=true&qid=kgu51k5JQH&rank=1 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/morning-by-morning/message

L'émission qui dit tout haut ce que le monde du foot pense tout bas ! Cette année, l' « After Foot » fête ses 16 ans et propose un choc des générations ! Composée de ceux qui ont grandi avec l'After, la « Génération After » prendra les commandes de l'émission entre 20h et 22h. Avec Nicolas Jamain aux manettes, entouré de Kévin Diaz, Mathieu Bodmer, Walid Acherchour, Simon Dutin, Romain Canuti et Sofiane Zouaoui, cette nouvelle génération débattra avec passion, mais toujours en conservant les convictions et les codes de l'After. De 22h à minuit, place à la version originelle et historique de l'After autour de Gilbert Brisbois, Daniel Riolo, Stéphane Guy, et Florent Gautreau. Les soirs de Ligue des Champions, Jérôme Rothen rejoindra la bande pour les matchs du PSG et Mamadou Niang pour les matchs de l'OM. Nicolas Vilas sera aux commandes pour faire vivre les matchs dans l'After Live. Cette année, Thibaut Giangrande pilotera l' « After Foot » le vendredi et samedi.

L'émission qui dit tout haut ce que le monde du foot pense tout bas ! Cette année, l' « After Foot » fête ses 16 ans et propose un choc des générations ! Composée de ceux qui ont grandi avec l'After, la « Génération After » prendra les commandes de l'émission entre 20h et 22h. Avec Nicolas Jamain aux manettes, entouré de Kévin Diaz, Mathieu Bodmer, Walid Acherchour, Simon Dutin, Romain Canuti et Sofiane Zouaoui, cette nouvelle génération débattra avec passion, mais toujours en conservant les convictions et les codes de l'After. De 22h à minuit, place à la version originelle et historique de l'After autour de Gilbert Brisbois, Daniel Riolo, Stéphane Guy, et Florent Gautreau. Les soirs de Ligue des Champions, Jérôme Rothen rejoindra la bande pour les matchs du PSG et Mamadou Niang pour les matchs de l'OM. Nicolas Vilas sera aux commandes pour faire vivre les matchs dans l'After Live. Cette année, Thibaut Giangrande pilotera l' « After Foot » le vendredi et samedi.

Cooperation is built into the human condition - we don't survive without it. In this episode, Andrew and David talk about the connection in our brains between intrinsic motivation and cooperation - and how you can use that to help cultivate intrinsic motivation in an extrinsic world (and even make your organization more competitive!) TRANSCRIPT 0:00:02.9 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I am continuing my discussion with David P. Langford, who has devoted his life to applying Dr. Deming's philosophy to education, and he offers us his practical advice for implementation. Today's topic is, how to apply the neuroscience of cooperation. David, take it away. 0:00:31.3 David Langford: That sounds ominous to me. So... 0:00:35.1 AS: Impressive. 0:00:35.9 DL: Yeah, we're not gonna do brain surgery, but we'll get pretty close to that today, so... [laughter] 0:00:40.4 AS: This is brain science. 0:00:42.5 DL: Yes. So we're continuing this five-part series on intrinsic motivation. So Dr. Deming was adamant that intrinsic motivation was key, and that we're all just born with intrinsic motivation, and it's our systems and the people that we encounter over time that sort of drum it out of us. So how do you get it back, especially from people that have been beaten down from both the school systems and the businesses that they've been, et cetera? And Dr. Deming said, we have a right to joy in work and learning. And if that's true, we have to try to create these environments to make great joy in the work environment. And why do you do that? Well, when you do that, you're gonna get better productivity. You're gonna get more output. 0:01:38.5 DL: People are gonna be happy, or they're gonna stay longer. They're not gonna be looking for other jobs, et cetera, et cetera. So it all makes perfect sense to me that you wanna concentrate on creating intrinsically motivating systems even though you might be in an extrinsic world all the way around you. So in the first session, we talked about control or autonomy or ownership as being key for intrinsic motivation. And there's five key factors that we're going through. And what I wanna impress upon people is that this is a system of intrinsic motivation. So it's all of these factors together. Yes, you can just do one factor and get a result. For instance, you can just apply more cooperation and you'll see a higher level of intrinsic motivation. But if you really wanna see people rise to the true heights of what they're capable of or what their potential is, you have to think about all five of these factors. 0:02:40.5 DL: So that's why we're taking time to go through all these. Today we're talking about cooperation. And that's much different than setting up a competitive environment where people are competing for isolated resources or they're competing for a medal, a gold star, et cetera, et cetera. But cooperation is built into the human condition, thousands of years ago when we first started creating villages and people working together, and people had to cooperate to make armies, people had to cooperate to build houses. There's a myth about how the west was won in the United States, that it was the rugged individual, but yeah, there was some of that. But largely it was wagon trains of cooperative people coming west. And if they didn't cooperate and worked together, they didn't survive, the people that were the rugged individuals often perished either from native American attacks or just the environment itself. So cooperation, to me, is built into the human condition. 0:03:53.0 AS: And before you continue that, let me just ask you about competition versus cooperation. Is competition also built-in, or is cooperation more built in? I mean, that point you just made about how for survival, humans need to depend on each other to some extent as a society, but do humans need to compete with each other? 0:04:20.1 DL: Well, the great irony is, the better you cooperate, the better you compete. [laughter] 0:04:27.7 DL: So if you're at a corporation, for instance, or even a school, and the higher the level of cooperation that you foster and create, you actually do become competitive because you actually become better than other people in your field, et cetera. 0:04:43.2 AS: And how... I love that statement, the better you cooperate, the better you compete. How is that rooted in facts? Is that rooted in... It intuitively makes sense to me that a team or a group that really cooperates well together can achieve amazing things, but is it scientifically correct to say that? 0:05:13.6 DL: Well, can we point to... We could point to obviously numbers of examples of either schools or businesses, et cetera, that have high degrees of cooperation involved. You can get... You can seize part of the market in a competitive thinking or a competitive environment or pitting people against each other to achieve inside of an organization, but to me every example I ever looked at, it doesn't last. Pretty soon, what Deming said is, the only people you're left with are the people who can't get a job someplace else. [laughter] 0:06:01.2 DL: Because they're not happy. It's not fun. You don't feel supported, so... 0:06:06.7 AS: And that brings us back to intrinsic in the idea that it's inherent in us to want to be in a cooperative environment. Like we want to stay in a cooperative environment. 0:06:19.2 DL: Well, it's more than that. When you think about the neuroscience involved, that when you're in a cooperative environment, whether that's a small team or a company or whatever it might be, there's an endorphin released in your brain that actually makes you feel good. It's a really good feeling. The opposite happens. There's two different types of stress levels, and that's a positive sort of stress level. It can still be very stressful work, hard work, et cetera, but when you're working together to make that happen there's a positive stress hormone that's released in your brain. The opposite is true in competitive environments. So the only person that really actually gets that same kind of endorphin is the winner in a competitive environment. Everybody else becomes a demotivator. 0:07:14.9 AS: So it's kind of the endorphin distribution is what it is about. David, I have a situation at my home where I have caregivers helping me take care of my mom. And one of the caregivers left almost eight years as a nurse at a hospital, because she said, "You really couldn't give good care because of all the... Not only the competition amongst people, but also all the things that just took all of the joy out of it." But also the point where you need to push the patient to do what they need to do is the point that everybody would give up. And now when she's working here with my mom and she's made tremendous progress with my mom, it's like we're high fiving and talking about how we're cooperating. I'm looking at kind of bigger picture stuff she's implementing, and mom is getting the benefit. And when you talked about endorphin and the neuroscience of it, I really kind of just felt that, and for the listeners and for the viewers, think about that time that you've cooperated and been successful and it's worked, or even when you failed, but you are in it together. Like that is the endorphin released. 0:08:18.2 DL: Well actually, I think you should have her compete against other caregivers. [laughter] 0:08:24.1 DL: And then to find out who is the best caregiver in... We laugh about that. 0:08:30.4 AS: Now for our trusted listeners out there, they know that you're kidding, right? 0:08:33.3 DL: Yeah. So yeah, we laugh about that here, but people are actually caught in those environments, and those things are being pushed on them and pressured and et cetera. And just like what you just described, your mom's caregiver finally just said, "Look, I'm outta here. I do not want this stressful environment. It's not fun anymore, actually." But I was also thinking about a presentation of a group of second graders, and they were talking about Deming principles that were in their classroom and all the kinds of things that they were doing. And somebody in the audience asked them a question and they said, "Well, how does it make you feel to work like this cooperatively and in a classroom like this, et cetera?" And this little boy without even hesitating said, "I really like the dolphins." He meant endorphins. [laughter] 0:09:36.7 AS: Fire up those dolphins. 0:09:38.8 DL: Yeah. But it was very clear that the teacher had been having discussions with them about that, about how do we feel about this when we cooperate and we sort of work together? So there's... I kind of break it down and there's two different kinds of cooperation we often see, we see natural and we see forced cooperation. So forced cooperation is like, "You, you, and you, get over there and start cooperating, and then we're gonna see who's the top cooperating group in the room," and things like that. That's sort of like competitive cooperation. Whereas natural cooperation is when you basically just set up the environment and encourage people to support and help each other, they will naturally seek out other people to work together. 0:10:33.5 DL: Now, you may... In education, you may have an objective that you want people to learn to work together with people that they wouldn't normally work together. Okay, well, that's a different aim that you're trying to accomplish. And to do that, I would probably do something like just total random selection, just throw everybody's name in a hat and draw out four names and this is your team. Because then everybody knows how team members were chosen to be in that. But where we get into trouble is when teachers think, "I have all the control and I have all the autonomy, and I'm... This is my role, and so I'm gonna pick people. I'm gonna pick this person to work with that person and this person." And students of all ages, even all the way down to kindergarten, preschool, know they're being manipulated [chuckle] when they do that because they can tell that I've obviously been put with this person because I'm supposed to be helping them or something. 0:11:38.7 DL: And so that's not a good way to operate. Pretty soon you'll just have people who hate being in teams, hate working with other people, et cetera, et cetera. Also, you won't see a level of cooperation emerge if you've got a heavy duty grading system going on, ranking system in a corporation, et cetera. Because the bottom line is we're all trying to survive in this world, and if the only way I can survive is to not work well with others, [chuckle] I will do that. So, a friend of mine was getting his MBA in Australia, and he was telling me that they would automatically get together and sort of form study teams with people that they already knew or they knew well, et cetera. But then they'd be in classes and the professor would assign certain books to read or something. 0:12:40.1 DL: And so some of the teams would send out part of their team over to the library to check out all the books so that none of the other team members in the class could have access to the books, or they would have to drive great distances to go to a different library to get the book. And we tend to point at individuals and wanna blame the individual, like, "Oh, well, look what defective people they are." No, they're in a defective system that's forcing them to sacrifice their integrity to get an artificial scarcity of top marks in that class. And so when you see that kind of stuff going on, we always wanna blame the individual because that takes the pressure off of the system or the managers managing a system, whether that's a classroom, a school, a company, or whatever it might be. You can just say, "Oh, well, just look at these defective people and the behavior that they're having." Well, 98% of the behavior is coming from the system itself. Don't like the behavior, then change the system and you'll see a different behavior emerge, or like what we've been taught to do in schools. We leave the system alone and then come up with all kinds of management systems to manage the behavior it's producing, so isolation and putting kids outside in the classroom and depriving of recess and... 0:14:11.0 AS: It's a good point because I think that there's a lot of people in education and also in management that feel like, "Oh, it's an endless cycle of trying to close loopholes that people are breaking through, they're breaking our system, and it's just endless." And you see very intricate systems, well, we've got a way to deal with that. We've got a way to deal with that. They're gonna be punished on this, they're gonna be rewarded on that. And you realize that actually they're causing all of this, and then they're trying to fix it by tampering with all of these things out there. So when you set up a cooperative environment, it's like you start to... You go back to the source and stop the cause of a lot of the issues that you're dealing with. 0:15:01.5 DL: Yeah. I'll never forget, one of my children was going to high school and she was in an honors chemistry class. Okay? So this is supposed to be the best of the best kids in the school. It was a very big school. They're all in this chemistry class. Well, almost all these kids had a perfect 4.0 grade average at that time in that class. And they all knew that something's gotta give because we're not all gonna be valedictorians even though we would all be qualified for it. So my daughter came home the first day of the class and she said, "Dad, I think I'm really gonna like this chemistry class and the chemistry teacher and everything." And he said, "We're all top students. We all work together, we all wanna have great results in chemistry, everything." And she said, "I think he might be really interested in some of your methods and concepts and et cetera." So great. Second day of school, she came home, she said, "Dad, I think I'm gonna drop chemistry." [laughter] 0:16:08.1 DL: I said, "What happened in two days?" And she said, "Well, he spent the entire class explaining how he grades on a curve." And I'll never forget her face. She looked at me and she said, "Do they just think we're complete idiots?" She said, "We've all had advanced math courses. We can't all get A's if you're grading on a curve." The process. So anyway, third day she comes back, she says, "Well, I think I'm gonna be one of the top people and I'll probably get an A anyway because... So I'm gonna stay in the class." So I didn't hear much about the class until the end of the first semester. And she comes home the last week of the first semester, and she said, "Dad, you'll never guess what happened." And I said, "What?" And she said, "Well, a lot of the kids in the class that were on the borderline between grade levels, like from a C to a B or from a B to a... " Especially a B to an A, well, not only had they kept track of their own performance, but they'd kept track of other kids' performance also in the classroom. 0:17:24.0 DL: Were able to single out several individuals in the classroom that no matter what they got on the final, they were still gonna get a B or a C or a D. They could not even take the final and it wasn't gonna change their status or their grade or whatever. But if they could get enough of these kids to do poorly on the final, it would bump some of these other kids up into the top grade level to get an A. And they actually paid kids in the class, [laughter] I can't remember, it was like $20 or something to do poorly on the final. 0:18:03.8 AS: Oh my gosh. 0:18:05.2 DL: So anyway, the principal finds out, the teacher finds out and there's this whole Spanish inquisition, and they're bringing kids in and interrogating them and everything. I couldn't resist it, I had to go in and talk to the principal and I said, "What are you doing?" He said, "Oh, we're gonna have to kick these kids outta class 'cause they obviously cheated." And I said, "They didn't cheat. They played your game better than you." 0:18:28.5 AS: [laughter] That really pissed him off. 0:18:30.4 DL: Yeah. These kids ought to be getting awards of student of the year. This was amazing, amazing thing that they figured out and doesn't feel good because they turned the game back on you and found a way where we could cooperate at a high degree to get greater rewards. 0:18:49.0 AS: And the man behind the curtain has been revealed. 0:18:51.4 DL: Yeah. So, he didn't like that at all. That teacher didn't like that. 0:18:56.8 AS: Sure. 0:18:57.9 DL: And... Oh yeah. So it was later on that year that I had to go in to talk to the principal about something else. And he said to me, jokingly, I think he said, "I know I'm having a bad day when your car is in the parking lot." [laughter] 0:19:12.9 AS: Langford! Now let me ask you, in wrapping this up, I just wanna think about the educator out there who likes what they've heard, but they are operating in somewhat of a competitive environment. What would be kind of step number 1, 2, 3 that they could do to begin to bring a more cooperative environment into their classroom? 0:19:35.1 DL: Well, you have to start looking at what are the barriers to cooperation that are going on in your classroom? Are they outside barriers, outside forces? You may have awards and all kinds of things that are going on, but you don't have to emphasize those. [chuckle] You don't have to daily say, "Well, if you don't get your work done, you're not gonna win the award." And constantly go over that kind of stuff. Instead identify that learning is the aim or the goal, and we're all here to get high levels of learning. I think also there's this misnomer about teams and teamwork. And we think that just because we put people in a team that that's teamwork or cooperation. And that's not really true either. Unless you're actually teaching and training people how to work in a team cooperatively would help set people up. I know many, many students that just almost refuse to be in teams, even at the university level because they say, "I end up doing all the work and then I got these three slackers that'll just go along and we all get the same grade." 0:20:44.1 AS: Right. 0:20:44.1 DL: That's another just convoluted process. On the other hand, if you want people to work well together, then start thinking about, how do you set up an environment so people will naturally work well together? So I created a tool in my tool time book called Code of Cooperation. And it's pretty simple. You just start off asking everybody, what leads to a high degree of cooperation? What would it be like in this class? And you just list those things off but that sort of becomes the code of how you operate. And that's a different message right at the very beginning of the class that, here's our code of cooperation and we can talk about it when we sort of start to fall down and not cooperate. 0:21:40.3 AS: Okay, great. So maybe I'll summarize some of the things that we talked about. The first thing that I was thinking about when you... I love the statement, intrinsic motivation is beaten out of us, basically. It's like we set up systems that destroy that for most and that people have a right to joy in learning. And ultimately when that happens, there's better output. Now, we had talked about control, autonomy, ownership previously, and these are kind of foundational things that begin to lead into cooperation. And then you talked about the different factors and understanding that really there's a system of intrinsic motivation, and you wanna try to apply all the different parts of that system. And so the thing that I thought was interesting was the idea of cooperation is different from setting up a system of competition, like competition for resources as an example. 0:22:42.0 AS: Now you said something that I thought was interesting also, which is the better you cooperate, the better you compete. And I was thinking about in one of my courses, I don't have them do group work, I have them do group support on their individual work. And the end result of that is they really become very close to each other. And so I was thinking that cooperation leads... Competition leads to a lifetime of enemies and cooperation leads to a lifetime of friends. And that partially tells you why the endorphin release is such a major thing. And then you talked about forced versus natural and you wanna set up that natural environment and oftentimes we blame the participants in the system rather than blaming the system. And as you've described the idea of students are really good at gaming the system. 0:23:39.3 AS: And finally, I asked you for some implementation ideas, and you talked about, first for those educators out there, look for barriers that are outside the things that are putting competitive pressures on the students and deemphasize those in your classroom. Those are fine. Let them do that outside, whatever, but try to deemphasize that. The other thing is to understand that teamwork is a cop out for teachers oftentimes because it just ends up work going on to individuals. So don't necessarily think that, "Hey, we're gonna set up teams that's gonna lead to cooperation." And number three was, how do you set an environment for cooperation? Ask this question to the students, discuss it, and when you do, you're gonna come up with a more cooperative environment. Anything you would add to that? 0:24:27.5 DL: Just lastly in Dr. Deming's System of Profound Knowledge, understanding variation is really critical. And if you are setting up a system where you have an artificial scarcity of top marks or top grades, you will not see people cooperate to a very high degree and really they can't. So you always have to be cognizant of the System of Profound Knowledge when you look at these things 'cause it's telling you what to stop doing, [chuckle] and what to start doing. 0:25:01.4 AS: And for educators and managers out there, it's hard to break free from those systems. But if you first just become aware that that bell curve is forcing the grading on that curve or we get rid of... We give bonuses to our 'A' employees and we kick out our 'C' employees, like these types of structures that are built into systems is what Dr. Deming taught about, that you don't have to become aware of these things and the influences, you may not be able to change them right away. So, great point. 0:25:34.2 DL: Well, you're always gonna have the bell curve no matter what system you set up or whatever, but the real aim is to move the whole bell curve up. So now I have only a finite number of people doing top level work or 'A' work or the best type work. I'm actually moving the whole system up so I have a greater and greater number of people all reaching that level. 0:25:58.0 AS: Yeah. So it's like the application of the bell curve, it's a tool to understand what's going on, but it's not a tool that works for rewarding and punishing, which seems like that's what we see when we see a bell curve oftentimes. 0:26:12.7 DL: That sounds like a whole 'nother podcast right there, so... 0:26:15.5 AS: Boom, we're gonna be rolling into the next one on that, I think. All right. Well, David, on behalf of everyone at the Deming Institute, I wanna thank you again for this discussion. And for listeners out there, remember to go to deming.org to continue your journey. Listeners can learn more about David at langfordlearning.com. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and it's particularly pertinent to our discussion today, People are entitled to joy in work.

Le champion du monde 2018 confie au micro de Mohamed Bouhafsi qu'il est bien plus stressé en ce jour de finale en tant que spectateur que quand il était joueur : "Je pense que c'est la vieillesse. Et le fait que je sois plus sur le terrain surtout".

Pour la 50ème émission du Legal Club Sandwich (et la dernière de la saison 5 !) mardi 13 décembre à 12h, Lyndia Lesauvage, Audrey Déléris et Pierre Landy reçoivent Safine Hadri, associée du cabinet DS Avocats. Safine est responsable de la pratique assurances et plus particulièrement du Département Assurances, Risques Industriels et Transports. Elle enseigne aujourd'hui l'assurance des risques environnementaux pour l'institut des Assurances de Paris-Dauphine et la gestion des risques industriels par l'Assurance au sein de la Faculté d'Aix-Marseille, et intervient pour de nombreux organismes de formation sur les problématiques réglementaires qui touchent les intermédiaires d'assurance, notamment. Safine Hadri, l'avocate en assurances qui (r)assure ! 

durée : 00:06:54 - Info médias - La cérémonie qui couronnera Miss France 2023 se déroule samedi soir, en direct de Châteauroux.

Les footballeurs parlent aux footballeurs ! « Rothen s'enflamme », le rendez-vous des passionnés du ballon rond revient pour une deuxième saison ! Jérôme Rothen animera des débats enflammés avec sa Dream Team d'anciens joueurs composée d'Emmanuel Petit, Lionel Charbonnier, Éric Di Meco, Mathieu Bodmer, Mathieu Valbuena et Jean-Michel Larqué. Julien Cazarre sortira cette saison encore, des infos exclusives toujours avec son humour et sa plume acérée. En cette année de Coupe du Monde de football, Jérôme Rothen et Jean-Louis Tourre s'entourent d'un casting 5 étoiles avec le grand retour de Juninho (déjà présent lors de la Coupe du Monde au Brésil en 2014), et les arrivées de Patrice Evra, Steven Nzonzi, Mamadou Niang et Jérémy Ménez.

Les footballeurs parlent aux footballeurs ! « Rothen s'enflamme », le rendez-vous des passionnés du ballon rond revient pour une deuxième saison ! Jérôme Rothen animera des débats enflammés avec sa Dream Team d'anciens joueurs composée d'Emmanuel Petit, Lionel Charbonnier, Éric Di Meco, Mathieu Bodmer, Mathieu Valbuena et Jean-Michel Larqué. Julien Cazarre sortira cette saison encore, des infos exclusives toujours avec son humour et sa plume acérée. En cette année de Coupe du Monde de football, Jérôme Rothen et Jean-Louis Tourre s'entourent d'un casting 5 étoiles avec le grand retour de Juninho (déjà présent lors de la Coupe du Monde au Brésil en 2014), et les arrivées de Patrice Evra, Steven Nzonzi, Mamadou Niang et Jérémy Ménez.

Sarah El Haïry, secrétaire d'État chargée de la Jeunesse et du Service national universel, répond aux questions de Sonia Mabrouk au sujet de la réforme des retraites et du match France - Maroc.

Bump and Stacy start off the third hour resuming their conversation on which NFC West team has the brightest future. In NFL Headlines, should the Seahawks expect to see Brock Purdy under center for the Niners? The hour finishes off with the question of have the M's done enough to assure a return to the playoffs?See omnystudio.com/listener for privacy information.

Twigs, Stumpy, Angus, and Josh discuss bowls, Dazed and Confused, and Welfare Fraud Learn more about your ad choices. Visit podcastchoices.com/adchoices

durée : 00:02:45 - En direct du monde - La "Ducasse d'Ath" y était inscrit depuis 2008 et a été créé au 16ème siècle dans la ville d'Ath, en Wallonie picarde dans l'Ouest de la Belgique. Mais voilà, un personnage fait polémique.

La Convention citoyenne sur la fin de vie devra notamment répondre à la question : une évolution de la législation actuelle est-elle nécessaire ?

Olivier Marleix, président du groupe LR à l'Assemblée nationale et député d'Eure-et-Loir, répond aux questions de Sonia Mabrouk au sujet du projet de loi Immigration et des risques de coupures d'électricité.

Latest news from 03 December 2022, as reported in the Ukrainian media. Easy ways to support us: Subscribe to our Patreon to give monthly support https://www.patreon.com/highlightsfromukraine Send us a one-time 'thank you' tip via PayPal at: highlightsfromukraine@gmail.com. Special thanks to our top Patreon supporters - Helena Pszczolko O'Callaghan, Pete Carroll, mattg629 and krissi!

How much faith should you have in your teen's mental health diagnosis? Exactly how does someone diagnose a mental health disorder like generalized anxiety, major depression, or bipolar disorder in a tween or teen? Who can make these diagnoses and upon what basis do they make these weighty decisions? When we ask a professional to assess or evaluate our teen or tween for a possible mental health issue, we simply trust that they'll give us the correct diagnosis – that they have the training, the experience and the knowledge necessary to consider (whatever it is they're supposed to consider). But that's not necessarily the case. As a matter of fact, there are many experts who even question the validity and accuracy of the very tool they're supposed to use to make such a diagnosis (the DSM-5-TR or the Diagnostic and Statistical Manual of Mental Disorders).  Join me in this episode as I examine the fallibility of the mental health diagnosis and reveal what you can do to assure your teen or tween's diagnosis is as accurate as it can be.For show notes (including other episodes and resources mentioned in the podcast, source documents and a full transcript, go to https://neurogility.com/29.  Speaking of Teens is sponsored by https://neurogility.com, an organization I founded after our family went through a couple of difficult years with our teenage son who struggled with ADHD, learning issues, horrible anxiety, major depression and all the associated academic, social, self-medication, legal and behavior issues. FREE GUIDES for parents of teens and tweens:“10 Keys to Unlock Your Teen's Emotional Intelligence”“The Challenging Adolescent Brain” (e-book)“Emotional Awareness Strategies” (for parents)“Why Doesn't My Teen Sleep?” (e-book)“Communication for Teen Cooperation”“6 Things You Should Understand About Your Teen”“Helping Your Teen Overcome Negative Thinking”“Over the past three days, I have been binging your podcast, just finished with episode 14 and will get all caught up in a couple of days.  It's wonderful what you are doing and what you are willing to give away for free.  I just wanted to thank you!  Warrior On!” Speaking of Teens ListenerIf you enjoy the podcast, please consider rating it and leaving a review in Apple podcasts (at the bottom of the main podcast page) or Spotify (at the top of the main podcast page) Please be sure to share this episode with another mom you think may find it helpful and follow the show right here where you're listening. New episodes are uploaded every Tuesday morning. I would love to get your feedback and ideas for the show. Reach out to me anytime at 864-313-7277 or acoleman@neurogility.com. This show is for you, and I want to make sure I'm bringing you the insight and information you need the most!Follow us on Instagram, Twitter, and FacebookAnn ColemanPrivacy Policy

Chaque jour, écoutez le Best-of de l'Afterfoot, sur RMC la radio du Sport ! L'After foot, c'est LE show d'après-match et surtout la référence des fans de football depuis 15 ans ! Les rencontres se prolongent tous les soirs avec Gilbert Brisbois et Nicolas Jamain avec les réactions des joueurs et entraîneurs, les conférences de presse d'après-match et les débats animés entre supporters, experts de l'After et auditeurs. RMC est une radio généraliste, essentiellement axée sur l'actualité et sur l'interactivité avec les auditeurs, dans un format 100% parlé, inédit en France. La grille des programmes de RMC s'articule autour de rendez-vous phares comme Apolline Matin (6h-9h), les Grandes Gueules (9h-12h), Estelle Midi (12h-15h), Super Moscato Show (15h-18h), Rothen s'enflamme (18h-20h), l'After Foot (20h-minuit).

L'émission qui dit tout haut ce que le monde du foot pense tout bas ! Cette année, l' « After Foot » fête ses 16 ans et propose un choc des générations ! Composée de ceux qui ont grandi avec l'After, la « Génération After » prendra les commandes de l'émission entre 20h et 22h. Avec Nicolas Jamain aux manettes, entouré de Kévin Diaz, Mathieu Bodmer, Walid Acherchour, Simon Dutin, Romain Canuti et Sofiane Zouaoui, cette nouvelle génération débattra avec passion, mais toujours en conservant les convictions et les codes de l'After. De 22h à minuit, place à la version originelle et historique de l'After autour de Gilbert Brisbois, Daniel Riolo, Stéphane Guy, et Florent Gautreau. Les soirs de Ligue des Champions, Jérôme Rothen rejoindra la bande pour les matchs du PSG et Mamadou Niang pour les matchs de l'OM. Nicolas Vilas sera aux commandes pour faire vivre les matchs dans l'After Live. Cette année, Thibaut Giangrande pilotera l' « After Foot » le vendredi et samedi.

Latest news from 21 November 2022, as reported in the Ukrainian media. Easy ways to support us: Subscribe to our Patreon to give monthly support https://www.patreon.com/highlightsfromukraine Send us a one-time 'thank you' tip via PayPal at: highlightsfromukraine@gmail.com. Special thanks to our top Patreon supporters - Helena Pszczolko O'Callaghan, Pete Carroll, mattg629 and krissi!

Les États-Unis et la Chine se livrent une guerre dans l'un des secteurs les plus sensibles au plan technologique, celui des semi-conducteurs. Ces derniers servent à fabriquer des ordinateurs et des systèmes d'intelligence artificielle. Le gouvernement britannique a annoncé, jeudi 17 novembre, l'interdiction du rachat, par une entreprise à capitaux chinois, de Newport Wafer. Ecoutez Lenglet-Co avec François Lenglet du 18 novembre 2022

My guest this week had a successful, albeit stressful, marketing and advertising career. For years she did whatever it took to meet the needs of her clients. And she was really good at it. But she was overspent.   Imagine that!   Eventually she began to ponder about doing more for a different impact.   Victoria knew she loved leading people and getting the best out of them.  So she sought more insight. Then she became a coach, helping even more people.   After discussing success and options, we both agreed education can make all the difference. That's why she started Trace of Hope, an organization that helps students pay for college.   She's learned many things over the years, in corporate America and while having her own business.   Some advice from Victoria: Always try to look at your situation differently Assure people when listening: I heard you, I understand you Be open to different experiences Seek out a mentor   When you're overspent, seeking a new way to make an impact and use your gifts to help others, is definitely possible.  Just ask Victoria!   More about Victoria: Victoria Repka-Geller is an executive coach specializing in career and business transformation, as well as as a marketing strategist, with 19+ years experience in Branding, Marketing & Advertising for Fortune 500 companies. She was featured in the WSJ's The High Cost of Avoiding Conflict at Work and Barbara Stanny's Sacred Success. Victoria's customizable 5-step programs — Power over Your Career and Power over Your Business — provide roadmaps for executive and business positive ROI and success. In addition to her professional pursuits, Victoria founded the non-profit Trace of Hope Inc., which strives to help break the cycle of poverty by alleviating student debt through their Direct-to-Recipient (DTR) grant giving rounds. Trace of Hope aggregates donations of any size, and makes grants directly to students in such a way that donors see firsthand who benefits from their generosity. (Want to help a student? No donation is too small or, dare we hope, too big! Contact us at donations@traceofhope.org) victoria@loamlife.com And check out my bestselling book: Peace, Possibilities, and Perspective: 8 Secrets to Serenity and Satisfaction in Your Life and Career https://2possibilityandbeyond.com/my-book

L'émission qui dit tout haut ce que le monde du foot pense tout bas ! Cette année, l' « After Foot » fête ses 16 ans et propose un choc des générations ! Composée de ceux qui ont grandi avec l'After, la « Génération After » prendra les commandes de l'émission entre 20h et 22h. Avec Nicolas Jamain aux manettes, entouré de Kévin Diaz, Mathieu Bodmer, Walid Acherchour, Simon Dutin, Romain Canuti et Sofiane Zouaoui, cette nouvelle génération débattra avec passion, mais toujours en conservant les convictions et les codes de l'After. De 22h à minuit, place à la version originelle et historique de l'After autour de Gilbert Brisbois, Daniel Riolo, Stéphane Guy, et Florent Gautreau. Les soirs de Ligue des Champions, Jérôme Rothen rejoindra la bande pour les matchs du PSG et Mamadou Niang pour les matchs de l'OM. Nicolas Vilas sera aux commandes pour faire vivre les matchs dans l'After Live. Cette année, Thibaut Giangrande pilotera l' « After Foot » le vendredi et samedi.

J+M put a bow on an insane week by putting a bow on the FTX saga: a bankruptcy filing (2:25), the future of crypto VC (13:13), and the spiciest takes on the matter! (24:47) Then, Producer Rachel is joined by Owen Roe to break down the gaming economy on another edition of OK Boomer! (46:38) (0:00) J+M tee up today's segments (2:25) FTX files for bankruptcy (11:38) OpenPhone - Get an extra 20% off any plan for your first 6 months at https://openphone.com/twist (13:13) Crypto red flags, crypto VC going forward, financialization (23:28) Assure - To get 20% off your first Special Purpose Vehicle (SPV) visit https://Assure.co/twist (24:47) Other crypto dominos to fall, spiciest takes (38:20) Microsoft for Startups Founders Hub - Apply in 5 minutes, no funding required, sign up at http://aka.ms/thisweekinstartups (39:50) We Live in the Future: Revamped Amazon Prime Drones! (46:38) Owen Roe joins Producer Rachel to break down the gaming economy on another edition of OK Boomer! FOLLOW Jason: https://linktr.ee/calacanis FOLLOW Molly: https://twitter.com/mollywood FOLLOW Rachel: https://twitter.com/_rachelbraun FOLLOW Owen: https://twitter.com/Owen_Roe Subscribe to our YouTube to watch all full episodes: https://www.youtube.com/channel/UCkkhmBWfS7pILYIk0izkc3A?sub_confirmation=1 https://twitter.com/iamDCinvestor/status/1590844690089508864 https://twitter.com/gabrielhaines/status/1591090014942732289

Imran is probably aware that Bajwa is playing games with him. Precisely why he is ensuring that the Army can't appoint a chief decisively against the PTI.

Transforming and Diversifying the Venture Capital Ecosystem Through Technology with Hana Yang of AllocateIn this week's episode Jeremy Neilson, Co-Founder and CEO of Assure,  speaks with Hana Yang about learning English, saving the world and bringing technology to the venture ecosystem. Hana is a co‑founder of Allocate, a digital platform making it easy for investors to access, evaluate, and manage investments into highly curated venture funds and co‑investment opportunities and industry low minimums.To learn more about Hana Yang and Allocate click here.

Guest: Mack Kolarich (@MackKolarich) Company: Assure Background: Assure is the OG and most-used special purpose vehicle platform. They help anybody running SPVs by handling all of the administrative work that you don't have time for. Mack is a VP, and he also leads up their analytics team to leverage data to better understand trends. Talking points (five-second version): Perspectives on building track record SPV trends Takeaways on innovation within the VC tech stack Key takeaways (30-second version): Managing SPVs is more complex than you think. When it comes time to launch your first SPV, you want to go with an SPV provider that has seen everything before. SPVs aren't just for VCs. Real estate funds, crypto funds, broker dealers, and others use SPVs to pool funds. 50% of funds admitted to sacrificing diligence to get into deals. This was one of the takeaways from the survey we ran with Assure earlier this year on how junior VCs are looking at special purpose vehicles. The main reason that investors aren't building their personal track record is a lack of capital. SPVs offer a way around this. Syndicate leads are competing for LP attention today. LPs today are backing 20-30 different syndicates, and this optionality on the LP side is making it harder to get deals done. The number of family offices participating in SPVs has dropped in half over the past year. However, those that have stuck around have doubled the size of their investment.

It's easy to get stuck into serving people who aren't committed to transformation. You're really good at what you do. But how can you attract high-level people who are ready to grow in their businesses and personal lives? It takes expanding your identity, providing value beyond results, and leading them in the right direction. Tune in to this new episode of The Conscious Marketer podcast — How You Can Serve Higher-Level People with Richard Taubinger and Kylie Slavik. Key points covered in this episode: [00:02:03] Show a higher-level identity. Who are you being through your marketing? This includes having an expanded vision that can inspire and attract others with the same resonance. [00:04:20] Market a movement. Emphasize both transactional and transformational benefits. What do you stand for? [00:05:18] Give yourself permission to go for a bigger vision. Ask your clients what they want to do and lead them there. Encourage them that their big dreams are possible. [00:10:11] Provide value. Not just to get results, but point them where they should go next. Assure them that they will get what they're looking for. Your avatar is always the same, but at different levels of development. [00:13:42] Launch a higher-level offer. Some people on your list are waiting for it. Don't worry about gathering buyers. Those who need it will come to you. [00:15:31] Strive for growth. It's not just what you're doing in your business. Who are you becoming in your personal life? Get as much experience so you can grow together with your community. ———————————————————————————————— The Conscious Marketing Movement is all about building a community of conscious leaders, creators, and entrepreneurs.  CONNECT WITH US Join Richard and Kylie in their Facebook group so you can learn how to use conscious marketing in your business. The Marketers Path Facebook Group: https://www.facebook.com/groups/themarketerspath Website: https://consciousmarketer.com/ SUBSCRIBE TO THE CONSCIOUS MARKETERS PODCAST New Episodes Released Every Thursday

Friday variety! First up J+M cover a wide range of topics, including VC ghostwriters (12:45), firms investing in public tech companies (22:29), and news lightning round! (34:51) Then, Producer Rachel is back with another edition of OK Boomer. (53:30) (0:00) J+M tee up today's topics! (2:45) J+M talk about happy hour, discuss some All-In topics, geopolitics, markets and more! (11:42) Odoo - Get your first app free and a $1000 credit at https://odoo.com/twist (12:45) VCs are hiring ghostwriters on Twitter! (21:10) Assure - To get 20% off your first Special Purpose Vehicle (SPV) visit https://Assure.co/twist (22:29) WSJ reports that VCs are investing in growth-stage public tech companies rather than late-stage private startups (33:25) House of Macadamias - Get 20% off at https://houseofmacadamias.com/twist by using code TWIST20 (34:41) Lightning round: Decentraland's usage stats, use cases for Meta's new AR headset, Netflix announces ad-supported tier launch date and price (50:22) Producer Rachel joins to tee up this week's OK Boomer! (53:20) Cliff Lerner joins to discuss his new social startup Saturdays

It's all been leading up to this. Mike (@Mumbles3K) welcomes back Marcelo (@MarceloJPico) and welcomes for the first time Marcus (@JunkBlader) onto the show to discuss Clerks III. No spoilers here, just know they get into all the details of Smith's latest, possibly most personal film.

The Babylon Bee weekly podcast is back to talk about the news of the week like Vladmir Putin being the world's biggest Christian (Nationalist) and how trans women are still being forced to sign up for the draft because they are men. Kyle's heavy metal guitar prodigy son also makes an appearance to help a subscriber dare come to life—you know how we will do just about anything for more money. Then Kyle and Bettina talk to the director of development at Assure Pregnancy Clinic, Evangeline Sanders, about how people like Elizabeth Warren and Stacey Abrams say they are manufacturing the heartbeats sounds in the ultrasounds to torture the women until they agree to keep their babies.    Seriously though, The Babylon Bee supports the pro-life cause. If you want to join us, visit Assure's supporter page to find out more and make a donation: www.AssureLife.org    Visit their Patient page for clinic information and to make an appointment: www.AssurePregnancy.org    You can also sign up for Prayer Updates: www.prayforbabies.com/assure204   This episode is brought to you by our wonderful sponsors who you should absolutely check out: Public Sq App on Apple and Google. Satellite Phone Store Better Help Allegiance Gold   There's Sizzler Facts, Banger and Bomb of the Week, and Adam Yenser is back with his Weak-ly News!   In the subscriber portion, Kyle's son comes back to answer the ten questions and subscriber headlines of the week get read, along with even more hate mail. 

First up, J+M discuss Bob Iger joining Thrive Capital as a venture partner (2:09), then they break down the most interesting moments from the Twitter whistleblower hearings (24:48). After that, they discuss KKR tokenizing part of its new healthcare fund (57:43), before wrapping on the Launch House allegations. (1:06:22) (0:00) J+M tee up today's topics! (2:09) Legendary former Disney CEO Bob Iger joins Thrive Capital as venture partner (12:23) Revelo - Get 20% off the first 3 months by mentioning TWIST at https://revelo.io/twist (13:45) How Iger linked up with Josh Kushner, false perceptions of VCs (23:32) Dell For Startups - Apply for Dell for Startups and get an additional 10% off at http://dell.com/twist (24:48) J+M react to clips from Twitter whistleblower Peiter "Mudge" Zatko's congressional hearing today (33:13) Assure - To get 20% off your first Special Purpose Vehicle (SPV) visit https://Assure.co/twist (34:33) More clips from the hearing and reflections on Twitter's security issues (57:43) KKR tokenizes part of its new healthcare fund to allow QPs to invest more easily (1:06:22) Launch House allegations FOLLOW Jason: https://linktr.ee/calacanis FOLLOW Molly: https://twitter.com/mollywood Subscribe to our YouTube to watch all full episodes: https://www.youtube.com/channel/UCkkhmBWfS7pILYIk0izkc3A?sub_confirmation=1

Emily Tsitrian leads the Professional Services team at Stripe, and has spent the past 10 years leading and growing teams in tech. Host of the podcast manage.flow, Emily is also the author of Make Me the Boss, helping founders, CEOs and team leaders step into management for the first time. Today Emily shares her secrets of team management success, how to use empathy to assure success and accountability, and the skills you need to be effective. Download Podopolo and follow Wings of Inspired Business there to keep the conversation going in the episode comments section and invite your friends to connect around podcasts recommended personally for you.

FRIDAY!! BEVERLY HILLS FRIDAY!!! RINNA LOSES IT! ENJOY! Also, if you want to watch the Monday's pop culture roundup live subscribe to the so bad its good YouTube page! You can watch us make our goofy faces. Go check it out! https://youtu.be/ngGQDuwbBRw Also, So Bad It's Good has merch now! Go to www.sobaditsgoodmerch.com to order yours TODAY! Also, So Bad It's Good has a voicemail now! 323-425-9542. Pleas feel free to call with your thoughts! If you do you are giving me full permission to use on the show! Also, I'm on CAMEO. I'll be filming in Dorit's Room so sign up today at cameo.com and search Ryan Bailey! Have a great week guys! Remember to subscribe and join me Monday thru Thursday for interviews with podcasters and reality stars, show recaps, Garth and Justin, Bill and Becky Bailey and so much more!! Plus, tell your friends. I, honestly, think there is something for everyone in these pods. The more the merrier!  -Right now, you can get 15% off this dynamic duo when you go to JustThrive Health.com and use code: SOBAD at checkout https://justthrivehealth.com/discount/sobad -This podcast is sponsored by Better Help! Our listeners get 10% off their first month at BetterHelp.com/SOBAD. That's BETTERHELP.com/SOBAD. ALSO GO CHECK OUT THE PATREON patreon.com/sobaditsgood. Support what we are doing here. THANK YOUUUUUUU!!!!! If you're enjoying the insane amount of blood, sweat and literal tears of this pod consider telling a friend or rating us 5 stars on iTunes! Special shoutout to Maritza Lopez (Insta: @maritza.gif) for all of her insanely hard work creating these beautiful pieces of art on my instagram and patreon page!!  Time Stamps are below. Use them. They are your friend. This pod isn't meant to be digested all at once! Contact me on Insta if you need me to send them to you if you can't find them! 7:20-Show Notes/Mom Update 24:24-Erika Jayne's earrings 41:00-Beverly Hills Recap! Instagram: @sobaditsgoodwithryanbailey, @ryanbailey25 Twitter:@ryanabailey25 TIKTOK @sobaditsgoodwithryanb Learn more about your ad choices. Visit megaphone.fm/adchoices