Podcasts about Atlanta Falcons

In Hour 2 of the show, Jonas Knox, Brady Quinn, & LaVar Arrington ponder the QB competition between Tua Tagovailoa and Michael Penix Jr and what to make of the Falcons. Plus, the guys discuss why Troy Aikman is calling training camp now is softer for players which leads to injuries, a rat edition of the FSR I.R, and more!!See omnystudio.com/listener for privacy information.

On this episode of 2 Pros & A Cup Of Joe, Jonas Knox, Brady Quinn, & LaVar Arrington ponder the QB competition between Tua Tagovailoa and Michael Penix Jr and what to make of the Falcons. Plus, the guys discuss why Troy Aikman is calling training camp now is softer for players which leads to injuries, recap the layout of the tournament bracket, and much more!!See omnystudio.com/listener for privacy information.

In today's episode Mike Renner and JP Acosta go through Mike's latest 2026 NFL mock draft. The guys go through all 32 1st-round picks for the current draft order! (00:00) Intro (2:53) 1. Las Vegas Raiders (3:10)  2. New York Jets (4:57)  3. Arizona Cardinals (9:11)  4. Tennessee Titans  (11:11)  5. New York Giants (13:57)  6. Cleveland Browns (16:22)  7. Washington Commanders (18:20)  8. New Orleans Saints (20:11)  9. Kansas City Chiefs (24:01)  10. Cincinnati Bengals (25:34)  11. Miami Dolphins (28:45)  12. Dallas Cowboys (29:38)  13. Los Angeles Rams (via Falcons)  (31:56)  14. Baltimore Ravens (33:44) 15. Tampa Bay Buccaneers (35:52)  16. New York Jets (via Colts) (37:59)  17. Detroit Lions (38:17)  18. Minnesota Vikings (40:06) 19. Carolina Panthers (41:50)  20. Dallas Cowboys (via Packers) (43:50) 21. Pittsburgh Steelers (46:13)  22. Los Angeles Chargers (47:37)  23. Philadelphia Eagles (49:56)  24. Cleveland Browns (via Jaguars) (51:25)  25. Chicago Bears (53:21)  26. Buffalo Bills & 27. San Francisco 49ers (55:15)  28. Houston Texans (56:45)  29. Kansas City Chiefs (via Rams) (58:05)  30. Denver Broncos (59:16) 31. New England Patriots (1:00:26)  32. Seattle Seahawks Pushing the Pile is available for free on the Audacy app as well as Apple Podcasts, Spotify and wherever else you listen to podcasts. Subscribe to our YouTube channel: https://www.youtube.com/@pushingthepile Download and Follow Pushing the Pile on Spotify: https://open.spotify.com/show/2RFkEgdbFxbPBDU5F5xEjJ?si=1062d40c04e24fd5 Follow our PTP team on Twitter: @mikerenner_, @Ky1eLong, @acosta32_jp, @pushingthepile Sign up for the Pick Six Newsletter at https://www.cbssports.com/newsletters For more NFL coverage from CBS Sports, visit https://www.cbssports.com/nfl/ To hear more from the CBS Sports Podcast Network, visit https://www.cbssports.com/podcasts/ Visit the betting arena on CBSSports.com for all the latest sportsbook reviews and sportsbook promos. You can listen to Pushing the Pile on your smart speakers! Simply say "Alexa, play the latest episode of the Pushing the Pile podcast" or "Hey Google, play the latest episode of the Pushing the Pile podcast." 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

(00:30) Trey Hendrickson: “If you can't get excited to play here, you have to check your pulse.” (04:00) Trey Hendrickson: "I'm in a win-now window. This opportunity to hoist the Lombardi Trophy… build something from the ground up is an amazing opportunity.” (20:02) Falcons GM Ian Cunningham: "For Tua, coming in here, he knows he's coming in to compete, just like Michael [Penix] knows that he's coming in to compete." (26:28) More intriguing QB1 battle: Vikings or Falcons? (31:13) Titans release CB L’Jarius Sneed (34:00) Panthers sign T Rasheed Walker to 1 year deal (39:00) Washington state legislature is proposing a 9.9% “millionaires tax” (40:00) Seahawks GM John Schneider on “millionaire tax”: “I think it is for all the pro teams here in town. It’s always been a huge attraction, especially competing with the California teams. It’s been a big deal for us. So it’s going to sting, from a recruiting standpoint and what that looks like. . . . It’s going to sting, no question about it.”See omnystudio.com/listener for privacy information.

A weekly staple on 'The Rich Eisen Show' since 2018, 'Overreaction Monday' is now also an extended podcast with Rich and Chris Brockman debating the latest in the NFL. Today's topics: :45 - Ravens' trade SNAFU will make Lamar Jackson think twice about signing an extension 5:20 - The Panthers are winning the NFC South 7:50 - Justin Jefferson is going to win the receiving triple crown next season 11:48 - The Steelers are making a mistake waiting for Aaron Rodgers to make up his mind 14:30 - If the Rams trade for AJ Brown, they'd have the best WR room of all time 18:50 - Mike Evans will have more TD's than any Buccaneers' receiver next season 20:30 - Malik Willis is going to end the Dolphins' playoffs win drought 24:07 - Tua will be the Falcons' starting QB all season and Atlanta will have a top 10 offense 27:05 - The South will be the sneakiest best division in the AFC in 2026 31:10 - At least 3 of last season's NFL final four teams will not win a playoff game next year Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hour Two of the Good Morning Football Podcast begins with awards for the best moves in NFL Free Agency. Hosts Jamie Erdahl, Kyle Brandt, Manti Te'o, and Willie Colon give thoughts on the outlook for the Ravens after hearing Trey Hendrickson speak. Plus, new Panthers LB Jaelan Phillips drops by to talk about his new team and becoming a Dad! The Good Morning Football Podcast is part of the NFL Podcast NetworkSee omnystudio.com/listener for privacy information.

Hour One of the Good Morning Football Podcast begins with TE Dallas Goedert staying with the Eagles. Hosts Jamie Erdahl, Kyle Brandt, Manti Te'o, and Willie Colon discuss the impact it will have on AJ Brown in Philly. Kyle shows a surprise DM he got last week. Will the Vikings have a QB competition with Kyler Murray? Plus, we hear WR Michael Pittman's thoughts on playing for Mike McCarthy in Pittsburgh. Stay tuned for Panthers LB Jaelan Phillips coming up in Hour 2 of the GMFB Podcast! The Good Morning Football Podcast is part of the NFL Podcast NetworkSee omnystudio.com/listener for privacy information.

During the 4pm hour of today's show Chuck & Chernoff talked about Bijan Robinson, Drake London, the Atlanta Falcons, the Braves, Dansby Swanson, Tua, Michael Penix, Ian Cunningham, Kirby Smart, Georgia Bulldogs and more before being joined by Kennesaw State Head Basketball Antoine Pettway ahead of the Owls first round matchup with Gonzaga in the first round of the NCAA Basketball Tournament. See omnystudio.com/listener for privacy information.

During the 3pm hour hour of today's show Chuck & Chernoff talked about the Braves, Spring Training, March Madness, Georgia Basketball, Kennesaw State Basketball, the Falcons signing Da'Shawn Hand, the Georgia Bulldogs win total, the Falcons win total, Monroe Freeling and more! See omnystudio.com/listener for privacy information.

-We’ve got a week of Madness to look forward to for the Dogs, Owls and the Hawks. -Plus the Braves are gonna have to make a difficult roster decision before they head North. -And the Falcons added a helping Hand on defense. See omnystudio.com/listener for privacy information.

Tune in as me and guest Cregg talk Braves and whats in store for this season. James Pearce Jr and the Falcons situation. Also the Hawks current win streak 

Big Ben talks about Tua Tagovailoa signing with the Atlanta Falcons after getting released by the Dolphins, the Baltimore Ravens backing out of the Maxx Crosby trade with the Raiders, Maller's Mountain of Money: Jon Hamm Edition, and more!See omnystudio.com/listener for privacy information.

The Saturday Edition of the Good Morning Football Podcast looks back at the biggest moves we're seeing in free agency, with thoughts on the Giants and Bears. Maxx Crosby is headed back to the Raiders as the Ravens sign Trey Hendrickson. Plus, will there be a QB competition in Minnesota as Kyler Murray signs with the Vikings? The Good Morning Football Podcast is part of the NFL Podcast NetworkSee omnystudio.com/listener for privacy information.

TJ Houshmandzadeh & Plaxico Burress talk about the Ravens rescinding their trade for Maxx Crosby and how it's perceived around the league, Kyler Murray joining the Minnesota Vikings and what it means for current starter JJ McCarthy, what Tua Tagovailoa signing with the Falcons means for Michael Penix Jr, and more! #fsrweekendsSee omnystudio.com/listener for privacy information.

On this episode of the JT Sports Podcast, JT catches up on the biggest NFL free agency storylines, from the Minnesota Vikings making a stunning move for Kyler Murray to the Las Vegas Raiders navigating the fallout of Maxx Crosby trade drama. He also breaks down how the Kansas City Chiefs are reshaping their identity, why the Atlanta Falcons face a tough situation with James Pearce Jr., and what it all says about how the league really operates behind the scenes. Plus, JT dives into the Indianapolis Colts betting big on Daniel Jones and why this decision could have major consequences in the AFC South.

In the Best of Mully & Haugh this week, Mike Mulligan and David Haugh shared their disdain over the NFL failing to award compensatory draft picks to the Bears for assistant general manager Ian Cunningham's departure to become the Atlanta Falcons' new general manager; Tribune reporter Brad Biggs joined the show to share his takeaways from Bears general manager Ryan Poles' press conference Thursday; and Dan Wiederer of The Athletic joined the show to discuss how the Bears' additions this offseason haven't made up for the subtractions from their roster yet.

Jason Smith and Mike Harmon kick off Hour 4 with another NFL quarterback derby in Atlanta, as the Falcons weigh their options between Tua Tagovailoa and Michael Penix Jr. for the starting job. Then, the guys turn their attention back to the World Baseball Classic, previewing Team USA’s upcoming matchup and discussing Clayton Kershaw’s career as he makes what could be his final run in the WBC. All that and more in Hour 4 of The Jason Smith Show with Mike Harmon!

Former NFL Lineman Geoff Schwartz joins the show to tell the story of how his wedding day landed on the same day as legal tampering. How he was with his groomsmen, readying to walk the aisle while making the decision to join the NY Giants. Then Geoff gives his thoughts on why having a star center and star tight end is the latest chapter in the continuing evolution of professional football. He says it's in response to the plethora of incredible pass rushers. He adds that all the talk about how hard it is on the players to move is ridiculous. You're rich. You're fine. Then Director Bryan Bishop stops by to chat the Academy Awards. His documentary, Growth, is a must watch. He says One Battle After Another is a lock, and thinks that the drop off of Hamnet is for the best. As Vince Lombardi once said, "It ain't bragging if you done it." Dave Dameshek and the gang did just that on this episode of Football America! (NOTE: This episode was recorded before the Kyler Murray trade to the Vikings.) AUDIO Football America! is available wherever you listen to podcasts. Leave us a 5-star review on Apple Podcasts: https://podcasts.apple.com/us/podcast/football-america/id1831757512 Follow us: Dave Dameshek: https://x.com/dameshek Geoff Schwartz: https://x.com/geoffschwartz Host: Dave Dameshek Guests: Geoff Schwartz Team: Gino Fuentes, Ethan Bedowsky Director: Danny Benitez Senior Producers: Gino Fuentes, Mike Fuentes Executive Producer: Soup Campbell Arizona Cardinals, Atlanta Falcons, Baltimore Ravens, Buffalo Bills, Carolina Panthers, Chicago Bears, Cincinnati Bengals, Cleveland Browns, Dallas Cowboys, Denver Broncos, Detroit Lions, Green Bay Packers, Houston Texans, Indianapolis Colts, Jacksonville Jaguars, Kansas City Chiefs, Las Vegas Raiders, Los Angeles Chargers, Los Angeles Rams, Miami Dolphins, Minnesota Vikings, New England Patriots, New Orleans Saints, New York Giants, New York Jets, Philadelphia Eagles, Pittsburgh Steelers, San Francisco 49ers, Seattle Seahawks, Tampa Bay Buccaneers, Tennessee Titans, Washington Commanders Learn more about your ad choices. Visit podcastchoices.com/adchoices

(00:30) Mike Evans: The 49ers: “were one piece away… “I feel like I am that piece.” (10:35) NFL’s Accelerator program returns after 1-year hiatus (23:30) PFT: Daniel Jones' new contract could be a blueprint for QBs Baker Mayfield & Sam Darnold (26:48) Falcons ER James Pearce charged with 3 felonies, misdemeanor in incident involving WNBA star Rickea JacksonSee omnystudio.com/listener for privacy information.

Hour One of the Good Morning Football Podcast begins with Kyler Murray signing with the Vikings. Hosts Mike Yam, Jason Cabina, Seth Rollins, and Mike Garafolo discuss the one year deal and how thinks will look in Minnesota. Mike explains the challenges of covering NFL Free Agency. NFL Prospect Makai Lemon speaks at his USC Pro Day. Plus, is Mike Evans the missing piece for the 49ers? Stay tuned for Gerald McCoy coming up in Hour 2 of the GMFB Podcast! The Good Morning Football Podcast is part of the NFL Podcast NetworkSee omnystudio.com/listener for privacy information.

Hour Two of the Good Morning Football Podcast begins with focusing on the free agency moves in the NFL. Hosts Mike Yam, Jason Cabina, Seth Rollins, and Mike Garafolo are joined by DE Kwity Paye to discuss him signing a free agent deal with the Raiders and the possibility of playing with Maxx Crosby. Fmr NFL DT Gerald McCoy gives his thoughts on the Crosby situation with the Raiders. Plus, Gerald explains his excitement for former teammate Mike Evans joining the 49ers! The Good Morning Football Podcast is part of the NFL Podcast NetworkSee omnystudio.com/listener for privacy information.

Leila Rahimi and Mark Grote discussed how Bears general manager Ryan Poles seemed upset by the NFL failing to award compensatory draft picks to Chicago for assistant general manager Ian Cunningham's departure to become the Atlanta Falcons' new general manager.

In the third hour, Leila Rahimi and Mark Grote discussed a variety of sports topics in the 5 On It segment. After that, they discussed how Bears general manager Ryan Poles seemed upset by the NFL failing to award compensatory draft picks to Chicago for assistant general manager Ian Cunningham's departure to become the Atlanta Falcons' new general manager. Later, Jeremy Werner of Illini Inquirer joined the show to preview the Illinois-Wisconsin matchup in the Big Ten Tournament quarterfinals Friday afternoon.

World's #1-rated sports talk hosts Paulie & Tony Fusco tell you Maxx Crosby GOT VERY LUCKY with the Baltimore Ravens backing out of his trade from the Las Vegas Raiders, and why this WAS NOT SHOCKING AT ALL. Also, why Tua Tagovailoa is the BEST QB for the Atlanta Falcons, and why Caleb Williams just showed the Chicago Bears his unreal dedication to football. Plus, the debut of a revolutionary new sports app: Tony A.I. Rate and review the pod 5-stars on Apple Podcasts bro. Get 20% OFF EVERYTHING at the merch store thru 3/15 HERE bro.See omnystudio.com/listener for privacy information.

Munaf Manji and Dave Essler talk betting for Friday. Friday's Cash That Ticket episode on the Straight Outta Vegas AM feed moved across several betting markets, with Munaf Manji and Dave Essler touching on college basketball, MLB futures, NFL offseason movement, and Friday best bets. The tone opened with some frustration after both hosts dropped their Thursday selections, but they framed it as a bump in a strong recent run and turned quickly toward Friday's card. Essler also shared details from a long volunteer shift at The Players Championship, describing the physical toll of a full day on his feet in the rain, while also reflecting on the contrast between players who treated volunteers and fans with appreciation and those who did not. He highlighted Ben Griffin and Eric Cole for thanking volunteers, and noted Patton Kizzire and Nicolai Hojgaard for handing balls to kids during tournament play. On the betting side, the MLB discussion centered on the Toronto Blue Jays. Manji noted Toronto's 94 win season, AL East title, strong home record, World Series appearance, and current win total in the 87.5 to 88.5 range. Essler said he was higher on Toronto than the market, arguing the club had strengthened its pitching despite losing Chris Bassitt, pointing to additions including Dylan Cease and other offseason moves. He questioned why the team was being priced several wins lower than last season and said he liked the over on the win total. Manji agreed, citing Vladimir Guerrero Jr., roster depth, front office aggression, and the organization's willingness to spend and make in season upgrades. He said Toronto could reach 90 wins again and backed the over 88.5. The conversation then shifted to NFL win totals and quarterback changes. Atlanta drew attention after Tua Tagovailoa joined the Falcons on a one year deal. Manji framed the move as a fresh start for a quarterback whose availability has been a recurring issue, and asked whether Atlanta could clear a 7.5 win total with new coach Kevin Stefanski, Bijan Robinson, Drake London, and Kyle Pitts in place. Essler was skeptical, raising concerns about Tagovailoa's durability, Atlanta's ceiling at quarterback, and whether Stefanski's reputation exceeds the results. He said everything would need to break right for the Falcons to get to eight wins, though he conceded the division leaves room for a team to outperform modest expectations. Manji leaned under 7.5, saying the number likely comes down to health and whether Tagovailoa can hold up for a full season. The Minnesota Vikings were also discussed after signing Kyler Murray. Manji argued that Murray was an upgrade and could benefit from Kevin O'Connell's offensive approach, even if the fit still comes with questions. Essler pushed back harder, saying Arizona's willingness to move on spoke loudly and questioning whether Murray matches what Minnesota wants to do offensively. He also noted uncertainty at quarterback overall and said the Vikings' finish last season looked less impressive under closer inspection. Both hosts leaned under Minnesota's 8.5 win total, with Essler saying the team was still moving in the wrong direction from where it stood a few years earlier. To close the show, the hosts gave out Friday best bets. Essler went with the under in Timberwolves Warriors, saying recent high scoring Minnesota games would drive an overreaction in the market and create value on a lower total in a matchup he expected to play slower. Manji backed the Pacers plus 13.5 against the Knicks, citing Indiana's recent competitiveness in the series and what he described as a growing rivalry between the teams. Essler also added a bonus bet on Kennesaw State plus 3.5. Learn more about your ad choices. Visit megaphone.fm/adchoices

During the 3pm hour of today's show, Chuck & Chernoff talked about the Braves, Ian Cunningham, the Falcons, NFL Free Agency, Jahan Dotson, the Hawks win streak, UGA losing to Ole Miss in the SEC Tourney, March Madness, Kennesaw State, Kirk Cousins and more before playing a new edition of Gametime: Breaking News or Faking News? See omnystudio.com/listener for privacy information.

During the 4pm hour of today's show Chuck & Chernoff talked about Chris Sale, the Atlanta Braves, Ozzie Albies, Spring Training, James Pearce Jr., the Falcons off-season and more before the show got a Falcon related visit from Doc McChuckins. See omnystudio.com/listener for privacy information.

Mike Florio joins to break down the latest moves in the NFL quarterback carousel, weighing in on the Miami Dolphins signing of Malik Willis and why the GM and head coach know him better than anyone from their time in Green Bay. He also discusses Tua Tagovailoa heading to the Atlanta Falcons, Kyler Murray signing with the Minnesota Vikings to compete with JJ McCarthy, and the ongoing free-agent situations with Kirk Cousins and Aaron Rodgers, including the possibility of Rodgers retiring. Florio shares insight on the Pittsburgh Steelers' potential interest in Ty Simpson in the NFL Draft, reacts to the NFL potentially playing a game on Thanksgiving Eve, and analyzes the unusual Maxx Crosby situation after the Ravens backed out of a trade with the Raiders, breaking down what could happen next

Hour 4 starts with the ongoing Chick-fil-A nuggets controversy after both the Miami Heat and Florida Panthers triggered free nugget promotions on the same night, but only one reward is showing up in the app. The conversation then shifts to the NFL, with Mike Florio breaking down the quarterback carousel, including the Miami Dolphins signing of Malik Willis, Tua Tagovailoa heading to the Falcons, Kyler Murray joining the Vikings to compete with JJ McCarthy, and the free-agent status of Kirk Cousins and Aaron Rodgers. Florio also shares insight on the Steelers' potential interest in Ty Simpson, the NFL possibly adding a Thanksgiving Eve game, and the bizarre Maxx Crosby situation after the Ravens backed out of a trade with the Raiders. Joe adds context on the QB market, comparing Cousins and Rodgers, discussing Daniel Jones' new contract with the Colts, and pondering if the Cardinals might make a move at quarterback.

Seth and Sean dive into what anonymous NFL executives are telling Mike Sando about the Ravens backing out of the Maxx Crosby trade, what teams may look at trading for Maxx Crosby now, and react to Jaguars GM James Gladstone debunking the idea that they want to trade away Brian Thomas.

Andy and Randy get in to comments made by Falcons GM Ian Cunningham regarding a quarterback competition between Tua Tagovailoa and Michael Penix Jr.

Andy and Randy get in to all of the moves that are now official in the NFL

-Some Braves fans aren’t loving the teams new vision. -Plus some breaking Falcons news involving James Pearce Jr. -And this Atlanta sports top 10 list is very revealing because of who didn’t make the cut. See omnystudio.com/listener for privacy information.

Steve and Charlie listened to WWL's exclusive interview with Saints LB Kaden Elliss. Elliss discussed his journey back to the Saints after spending three years with the Falcons. He expressed his excitement to once again play in New Orleans.

“Breaking the Glass Ceiling: Julia Carreon’s Fight Against Corporate Gaslighting” In this episode, Frazer Rice sits down with Julia Carreon to explore her recent high-profile litigation against a major financial institution and her powerful insights on women in leadership, corporate culture, and overcoming systemic barriers. YOUTUBE https://youtu.be/e05k7SVQ2xI We discuss: Julia's experience with workplace gaslighting and her litigation journey with Wells Fargo The importance of transparency, accountability, and protecting yourself in corporate environments How societal and corporate cultures disadvantage women, especially around motherhood and leadership The themes and motivations behind Julia's book, Walking on Broken Glass Practical strategies women can use to build political capital and safeguard their careers The significance of external networks and understanding your personal strengths The evolving landscape of equity, ownership, and governance in corporations How to proactively prepare for and respond to systemic workplace challenges SPOTIFY https://open.spotify.com/episode/5c546gs6Qctx4bGOvalgXj?si=1dDyJxnwSyu4tnhXxpzVxg Timestamps: 00:00 – Introduction: Julia's litigation and book overview 02:03 – Gaslighting in corporate culture and early experiences 04:14 – Dealing with systemic backstage politics and fighting for justice 05:10 – Motivations for writing Walking on Broken Glass 08:08 – Diagnosing workplace culture and gender dynamics 09:33 – The weaponized HR department and accountability 11:38 – Protecting yourself: cultural awareness and bias 13:12 – Demographics, gender disparities, and moving forward 15:12 – Institutional misogyny and societal shifts 16:05 – Motherhood, work-life balance, and corporate support 18:28 – Questions of corporate culture change post-COVID 22:21 – The fear factor and change in workplace loyalty 27:12 – Tactical career strategies and building political capital 28:15 – Always Be Executing (ABE) and tracking success 30:53 – The ownership mentality and equity's role in career resilience 34:45 – Building internal and external networks for support 36:49 – Understanding personal aptitudes through testing and reflection 40:12 – Leveraging political capital and seizing opportunities 43:31 – How to follow Julia and stay updated on her journey Transcript Frazer Rice (00:01.004)Welcome aboard, Julia. Julia (00:03.32)Thanks for having me. Frazer Rice (00:04.652)Well, as I said in the opening, the concept of gaslighting in the boardroom is something that certainly isn’t new, but it doesn’t make it any more comfortable for the people who deal with it on a day-to-day basis or as part of their career. And you’re in the midst of litigation right now with a major financial services company. Maybe talk a little bit about what’s going on there. Julia (00:24.801)Yeah, so I am in a high profile lawsuit with my former employer. I would say this is not a path that anyone chooses on purpose. In my particular case, Frazer, I spent 20 years at Wells Fargo, 15 of which were pretty spectacular. I have come to realize almost maybe fairy tale like in terms of my experience. I want to talk about some of the things later on that made it a fairy tale. So yeah, I wouldn’t have chosen this. I did not see the culture at my former employer coming for me. I was blindsided by it and it got ugly quickly. One of the things that I think I am doing here. Or at least trying to do is not be shy about it. Not hide from it. Try to show women a different way for how to deal with these situations. Because I have very strong feelings about the fact. With the rollback of DEI and the current administration’s point of view on women, that we’re going backwards. If women don’t start fighting for ourselves in a more public way and without fear, then I don’t know where we’re going to be in the next five to 10 years. I am soldiering on and it’s not easy to your point. But it is what it is and it’s a fight that I believe is worthy. Frazer Rice (02:03.608)So it’s a daunting task taking on a big bank. Big financial services firm, whether it’s in this situation or frankly any. It’s just these well-resourced big behemoths. What has been the experience been like so far? As far as gathering information? Of getting the walls built that you need to in order to live your life while you go through this conflict with this bank? Julia (02:29.822)It’s hat that is the million dollar question. Right? I will say that in my case i got really fortunate and came across a quote. It’s going to sound really strange. But i came across a quote that said fear is fake and danger is real but fear is fake. I believe that the patriarchy wants women to be afraid. So it tells us these bad things are going to happen if you take on a big firm like this. It is grueling. The days are long sometimes. But once I internalize the reality that it is all fake in terms of all of the bad things that you think could happen really can’t happen. Worst case scenario, there’s nothing Like I’m not going to die. They’re not going to, you know, take away my family. Like all of these things, right? We tell ourselves that it could get really nasty. And in my case, I have to stay really grounded in the fact that what I’m doing is worthy. We tried my lawyer and I tried for 14 months to come to a different answer. And so in a way, not just telling myself fear is fake. But in another way, I kind of feel like it’s my destiny. Because, I just want to say this real quick, I had 20 years at a place that was not toxic. And so I know what good looks like, and this is not good. So in that way, I really feel like it’s my destiny. And so that’s what you do, and you have to have a good support network. I have a great husband, so that really helps. Frazer Rice (04:14.21)The, as I’ve told people, sometimes doing the right thing or going after something that upholds justice. It can be expensive and hard. I give you kudos for standing up. Not only for yourself, but others who are going through a difficult situation. Where you’ve had a significant wrong done to you. You’ve written a book about this experience as well. We can take some time to think, to talk about what the book tries to do. First of all, writing one in tandem with the process here, I think is a bit unusual. Some people do it after the fact. To go through a catharsis after going through a difficult process. Talk about first the why of the book.thhen we’ll talk a little bit about what you talk about in it. Julia (05:17.241)The book is called Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling.” It was co-written with a fabulous woman named Shannon Nutter. I hope people follow on LinkedIn. The book is not squarely about what happened to me the book came together. With Shannon and I meeting on LinkedIn. Then discovering that we had a lot of the same shared experiences as we are Gen X. in hindsight. Our generation has had the opportunity to have the most benefit of the Gloria Steinem Women’s Movement. Think about the fact that we got the advantage of the birth control and all of the DEI efforts that have been in the last 15, 20 years. And we really felt like there was still a long way to go. Then all of that is starting to go backwards. So last year when we met or the year before, we’re like, my God, the idea that we got the best of the best is shocking to us. And so what are we going to do about it? We really wanted the book to speak to women of all ages in their career. But it was written from a lens of two then 53 year old women who had seen a lot. We wanted to give the book as a love letter or a gift to our 35 year old self. To say, this is what we should have or wish we had known 20 years ago. Because we would have done things differently if we had really faced kind of what the challenges were that women are facing at work. In a real way right not in a way that sugarcoats it or pretends to throw it under the rug. And or always makes it the woman’s fault like the woman always has to be changing and evolving in order to adapt to the systems and i you know it’s exhausting right so the book was written for that reason and it does tap into a lot of the things that we both experienced. Julia (07:35.17)But it isn’t a kind of a personal journal of what happened to me with my former employer. Frazer Rice (07:39.82)Right, one of the things that I found useful about the book is you divided it into three sections. I think it brings us sort of clarity into what you’re trying to achieve here. The first one is just diagnosing the situation that you’re in. Maybe talk a little bit about that. Part one the understanding of your surroundings. What’s happening around you. The conditions that women are facing as they embark on these big situations in the workplace. Julia (08:08.982)Yeah. So the first part of the book does give a primer on kind of the history of feminism and how did we get here and what are some of the big open questions that are still left to answer. We also want to set the stage that makes it very clear that women are accountable for our actions in the workplace. Like this is not in any way a book that seeks to make someone who’s failing feel good about the fact that they’re failing, right? Shannon and I both reached really high levels of corporate success at major global firm. There is a lot of work to do. So we really try to dimension how, what are some effective ways for you to approach that work? What are some of the pitfalls and how are some of the ways that you can handle that? In a way that’s kind of clear-eyed, but never about putting the blame or the onus on the company. And if you don’t mind, I want to say something about that because it relates to my lawsuit. One of the things that I’ve heard criticisms about is that people on social media often I saw when I kind of scanned the landscape of it recently are, this woman is naive. She thinks. HR is her friend because one of the things that I have sued my former employer for is a weaponized HR department and I want to get very clear. mean, Frazer, you don’t manage hundreds of people in 13 states like I did for a very long time successfully innovating, having great client experience team scores and having great employee team scores, right? If you believe HR is your friend. So that’s not what i’m trying to say what i’m trying to say in my lawsuit is. HR shouldn’t be picking off people for political reasons either. We are saying all the way along there is shared accountability between the employer and the employee. That’s really important. I think that you know one of the backlash is going too far field here. Julia (10:27.401)We went so far politically correct on some things that some employees do show up to work and think that they just need things handed to them. And I do think that that was part of the backlash, right? So I just am always striving for balance. I think we should all be always striving for balance. Frazer Rice (10:45.13)One of the concepts too, I think in the book that I sort of grabbed onto and enjoyed was the idea of taking steps to protect yourself. You’re dealing with a lot of different asymmetries when you work for a big company. You’re dealing with information asymmetry, you’re dealing with political asymmetry, you’re dealing with resource asymmetry. Sometimes you’re even dealing with just… Accountability asymmetry in terms of, you some people get free passes at other times people are judged on things or unfairly judged on different criteria that just don’t make a lot of sense. If we step back for a second and for people who are trying to understand, I’ll put it in quotes, how the world works and how to how to be aware of one’s and to protect yourself, what would be the first couple of things that you would tell people to think about on that back? Julia (11:38.471)The number one thing is I would be very aware of the kind of culture that you’re operating in. And it’s very easy to take for granted what a culture really is, what your own personal bias and history is, and then how is it that you are fitting. into that culture with your own shared history. So I love to be candid, right? And provocative about my own situation. If I could do something different, I would be very aware of what my biases were going into Citi with 20 years of being at a place where It was a really fair game, but probably because I had a lot of political capital and I grew up there. So I understood it. But I went into that place thinking that I was a fancy managing director, that obviously I was hired to be a change maker. I can do a lot of great things. And I was, you know, doing my thing, not realizing that I was swimming in a different lake and that lake was filled. with a lot of different kinds of wildlife that I was unprepared for. So, I mean, that’s really important. Frazer Rice (13:12.398)As we talk a little bit about some sort of bullet questions as far as how your experience has gone, the demographics of the workplace are different and changing. On one hand, college graduates are now majority women or higher in just about every college situation. Yet institutions like the CFP, the women make up… Believe the number is somewhere in the 24 % range. So you have this weird dichotomy of more women entering the workplace, but not in the numbers necessarily that would indicate that they are in places to make as much change as they would like. They are still in the vast minority in terms of boards of directors and executive positions at almost every Fortune 500 company that I can think of. As we chart a path forward where, let’s call it merit. Julia (13:58.813)Mm-hmm. Frazer Rice (14:04.494)presides over sort of misogyny and I guess I would call it sort of political gamesmanship. How do you think about that in terms of advice for people entering the workforce? Julia (14:16.461)Yeah, look, so nobody gets to say that women aren’t in the pipeline, right? I mean, that just, doesn’t hold up, especially at the more junior levels, right, of entering the workforce after college. What starts to happen is that it starts to go downhill as you get higher and higher up into hierarchy. And I believe that there is a mismatch between women who want to work and do the right thing. And we’re going to talk about this. Then what does it mean to also then become a mother and give birth and have to manage all of that? And then coming up against institutional misogyny. Obviously my perspective in the last 18 months has changed about the degree to which institutional misogyny exists. Because I had a fairy tale experience before I was able to be willfully blind about the realities. so a really direct way of answering your question is that our book is seeking to hit women in the face with the realities of this because I don’t think we’re gonna change it overnight, right? And it is so entrenched, it’s getting worse and it will get worse. Before it gets better, but I do believe that it will get better eventually because the old system that’s, know, aging out, baby boomers are aging out. Like I think that there’s going to be cracks in that. And then there would be a tsunami of change. But right now the old guard is hanging on and, we are going backwards. And so we just have to be realistic about what it requires to go forward. And we talk about what that is. Frazer Rice (16:05.58)One of the things, right, and so let’s touch back on the motherhood issue, is, that is biology. And so women who go that route and have kids. Which is frankly one of the big precepts in society. Unfortunately. n some ways takes you out of the normal trajectory of a corporate path, just from a time perspective. Certainly, the balance of work that happens at the household level. Where that ends up alling usually, creates a stress that is not well understood or received at the corporate level. What are your thoughts on that front? As far as charting a path that recognizes that reality and at the same time doesn’t put upon going the other direction necessarily in terms of favoring one outcome or the other. Julia (17:02.019)I know a lot of women who did not have children because they felt like that it would, it would harm their career. And, um, certainly it’s a personal issue and there’s no judgment from me. I don’t think I would have had children if I hadn’t met my husband. He was willing to do 50 % of the workload and he has, and, always has probably does maybe more than 50. It is a very deeply personal issue. What I have strong feelings about the fact that companies who lean in to, don’t expect the woman to lean in, but the company leans in to supporting pregnant women, have higher loyalty scores. They have better team member satisfaction. They get a lot from those women that they have supported. This is a crazy story, Frazer. I was pregnant and or just coming back from maternity leave all three times I got major promotions at Wells. I mean, think about that. And I now, because I lived my life kind of in a vacuum for a long time, I didn’t realize that this wasn’t happening to other people, right? So look at me now. I am 25 years from when I got hired, still saying that Wells is a great company. because of my own personal experience. And they got a lot out of me, but I gave a lot back. So to me, supporting women who are pregnant doesn’t have to be a zero sum game. Yet somehow that is the narrative. And I would love to ask you why that is. Like, I mean, what has happened to corporate culture that this is such a pervasive issue when If you were to scan a lot of my Gen X friends, we did not have the same experience. Frazer Rice (19:04.147)I mean, from my perspective, I don’t know. I think that I blame some of this a little bit on the COVID blip in the sense that managers of all types just have no idea where to go as far as how to treat people fairly, either from a work from home experience or how that reconciles with… women in particular who are having careers and families in addition to what’s going on with other folks like the men in the world. My short answer is I don’t know. The longer answer is that I think between the shorter news cycle, social media, work from home, there are a lot of different change agents out there that have taken the focus off of. maybe the issues that worth talking about right now. And as a managerial class, especially as millennials are taking up the mantle on that front, they’re either forgetting about this particular issue and understanding the importance that it has, or they are just so overwhelmed by change at this point and self-preservation that it’s just an area where they’re triaging the different issues that they can deal with. Julia (20:22.492)Do you do you at all think that it is a problem of losing common sense and like letting rigid ideology take over from common sense. I certainly was benefited from working from home for most of my career, right? So it’s fascinating. Frazer Rice (20:46.061)Common sense isn’t common. And depending on the institution that you’re dealing with, work from home is either an excellent tool or a cover to hide under if you’re a mediocre performer. If you’re a manager out of sight, out of mind is a difficult place to be. I think that we’re I think everyone is reconciling to the relative absence of work and sort of acclimating to Zoom phone calls and things like that. And that gets you then away from taking care of the real issues, which is to make sure that the company’s doing right, the employees are doing right by the company, and at the same time that people are being treated fairly, because I think when people are so disparate, it just becomes a real management challenge. What we’re talking about as far as making sure that women are treated fairly in the workplace, Combine that with, I would say, message confusion that occurs in social media, where some loud voices may not be the right voices to be taking up this mantle, versus some of the quieter, stable people who are really the exemplars that we’d really like to point to. Sometimes that gets mixed. And I think the brew, if you stir it together, I think is created. Maybe if we think that there was progress since the 70s on through the 80s, 90s, 2000s for fairness and women progressing within the corporate ladder nicely, I think this the COVID blip has been a bit of a toe stub on that front. That’s an opinion, extremely uninformed, but more of an observation. Julia (22:35.713)No, no, but well, listen, I just I love it because I do want to unpack it just a little bit. It’s what’s fascinating to me is that I negotiated 15 years before covid to work remote and then my boss knowing that I had to be on the road three to four weeks a month regardless was like, I’d rather you be happy where you live because you’re to be on the road regardless. So I got to work from home and then during COVID when they tried to bring everybody back, they’re like, well, you can’t be the only exception. And I’m like, okay, I have been an exception for 15 years. So that’s where I go back to, know, where is this right balance? did, I mean, COVID is as good a reason as any that it’s things are upside down. I mean, really it’s a great theory. Frazer Rice (23:22.671)Well, it also bespeaks different corporations have different cultures and certainly some people are worried about other things than others. Muriel Siebert, who I think is an amazing example of someone who took a look at Wall Street and said, look, I refuse to be held back by anything here. She started her own company and to call it a company is to not give it the respect it’s due. She’s a major absolute force in Wall Street and one of the real legends. To me, entrepreneurism is one way through this. to create the company that you want to work in is, in some ways, to me, one of the solutions for people who are having difficulty in a corporate environment that they’re in right now. Whether they’re able to be the change agent within, which is often hard at a big, you know, bulky company that turns with the agility of a battleship as opposed to being nimble in doing things or going out and starting on their own, which involves its own risks. That to me is one of the solutions. But again, not without risk, not easy by any stretch. Where did that fit into your mindset as you were thinking about this? Julia (24:37.16)Well, so, so she is an icon, not just because of what she was able to accomplish, but she also did it, I think, without a college degree. And she did it. And this is important. She did it fearlessly. And what I would love to go back in time and have a conversation with her about where did she tap into that fearlessness? And you will start to see. Frazer Rice (24:48.665)Mm-hmm. Julia (25:06.77)On my own social media, am trying to tap into that whole mindset of women need to lose fear. I’ve already talked about it, but here’s what’s important to know, right? By 2030 in the US alone, women will control $34 trillion of investable assets. I believe that that is when you start seeing the game change. Look at how Mackenzie Scott is giving without glory. I posted that in a remark that’s gone semi-viral on LinkedIn. Like she is giving without glory. She wants to give, she wants to be anonymous almost about it, and she’s giving without handcuffs. And what is she giving to? She’s giving to communities, she’s giving to schools, she’s giving to healthcare. I mean, it gives me goosebumps every single time. And so I feel like women When we start to control more, we’ll start giving in, Alice Walton is the same way, giving in a different way to change society in a more meaningful way at scale. And Muriel was a pioneer in that regard. And she is someone I think we need the next generation to know about. because she was so fearless and it’s an inspiration. But you and i both know that all kinds of things that women have accomplished are never spoken about in the same way that they are about man and about men. I do think that that’s one of the great things about some of we can go into social media some of the social media change that we see happening with alpha female and all of these great accounts that are just starting to say, know what ladies, we don’t have to buy into the patriarchy. We can do it our own way. And so I think we will finally see change, but I wanna be very clear, Frazer, it’s going to get worse before it gets better. Frazer Rice (27:12.195)Got it. So for people who are in a corporate structure, corporate environment, aren’t ready to make the leap to starting their own business, which is obviously a difficult decision, but when you’re in there, what are the things tactically that one can do to prepare, not only prepare themselves, but protect themselves against these forces that are out there? One of the thoughts I had is making sure that in the job description that you’re able to point to numerical or formulaic successes so that if a narrative is being built against you, you can point to dollars created or jobs saved or metrics that in the boardroom. Not only just qualitative successes, but also quantitative ones that makes it difficult for people to ignore you from a pure dollar perspective. Things like that, what pops up in your mind? That you would tell people to think about in terms of art directing their career. Julia (28:15.023)Yeah, well, the number one thing that I always say, and I’m kind of, it’s kind of a legend for it. So it’s ABE and it stands for Always Be Executing. And when I look back and see how successful I was in a corporate setting, of course, in my case, it was that I had a great boss and a great mentor and sponsor in him. But actually, I was always focused on executing and doing it in a way that is collaborative so that you don’t have the knives coming for you from every direction. think a lot of people who the more successful that you get in your career, you think, I’m fabulous because I’m fabulous. No. You need a mindset of I’m fabulous because I am creating a team around me, no matter who I am, even if I’m not the boss, to protect each other and help each other and lift each other up. if you are always executing and you hit on it, right, as a woman, you should always be keeping track of your metrics in a way that is tangible and defensible. But you also should never take for granted the fact that no matter how senior you are, you need to be getting something done. And I do think that it is a big mistake for people to get high on their own supply and forget that. And then, and then the sharks will come for you. So always do something. And this is just a final thing, cause I have lots of people that I mentor. They’re like, just name one thing. I’m going to give you one thing. Send meeting notes. If you go to a meeting, and everybody’s on a call, 15 people are on a call. If you’re the one who sends meeting notes and this is a hot button, right? For women, they’re like, well, I’m not the secretary. I don’t wanna take me. You know what? Put your ego, park it in a parking lot and send meeting notes. You would be shocked how much goodwill and how effective you’re perceived when those notes, like say a project is going downhill and somebody goes, but. Julia (30:30.157)Such and so committed to this and you’re like, those meeting notes were written by Julia Carrion. Nobody has to do that. But corporations get unwieldy. lot of churn happens. A lot of stuff doesn’t get done in a day. If you can demonstrate that you are someone who is acting in good faith and doing small things to keep the needle moving, somebody in senior management is going to notice that, I promise. Frazer Rice (30:53.763)The other thing I sort of, and this doesn’t just go for women, this is for people generally, is the ownership mentality and the move toward equity, and by equity I mean stock equity, where the mindset to me shifts when you move from sort of salary and bonus to equity in the firm. And that subtle shift suddenly puts you in a different position in terms of sitting at the same table as someone who is, let’s call it quote unquote, making the decisions. When you’re there and your ownership of the firm, however small it is, is rendered unimportant. First of all, that tells you to go. Second of all, I just feel like the people who exist on that plane bring up different things and then are thought of differently. Does that track with your experience? Julia (31:48.819)It does, but I think that this goes to kind of how is the corporate world changing and then how does that impact employees? So, and where I’m going with this is when I was at Wells, my compensation was a third, a third, a third. So it was a third cash, a third cash bonus and a third in stock. Do you want to know what’s going on? And I don’t know if you know what’s happened on Wall Street. Every single major bank is moving to you only get a quarter in equity and the rest of it is cash. So I think that the onus to here is on corporations to be thinking about how they’re treating employees. And to your point, what, what does that mean when you show up and how vested are you in the option? Just real quick, I want to give a shout out to Maureen Clough. I don’t know if you follow her, she just yesterday did an amazing six minute post on why companies are losing loyalty from employees. so like, again, this goes back to is everybody backsliding right now because these corporations have to realize that in order to keep good talent, you want them to have a stake in the game, but that’s winnowing, I think. Frazer Rice (33:11.819)I know. I agree. Frankly you know to me at the larger institutions that aren’t willing to sort of play ball as far as involving people in the ownership that’s a signal and when it’s a signal then you know if you’re good at your job and you bring things to bear you know there are other there are other places out there. I think those places that value you want you around and they want you to be able to participate and how the broader governance of the company works. It’s a lot like how Goldman Sachs was back when it was in the partnership days. Everyone who was a partner there understood how everything else was working and ultimately that meant that, I don’t know, I feel like Goldman still does well now, but it’s a different climate, different firm where you’re completely involved in everything else and therefore the information is out there and… it’s something that you’re not blindsided as much by what’s happening in other divisions within your firm. Julia (34:15.472)Yeah, totally agree. Frazer Rice (34:16.911)One other thought that as we were sort of squiring through this was the idea that it’s important to have information sources or networks both within your company that are outside of your reporting line, but also information networks and support outside your company. I call it sort of the kitchen cabinet of people who are similarly situated or in different spots so that you have context into which to sort of find out what your what you’re up against both inside the company and outside of it. Is that something that makes sense to you or is it something that was lacking in your current situation? How did you think about that? Julia (34:57.906)Hmm. I love that because in 2017, I took stock of the fact that I had become too comfortable in my lane and I was seeing that my influence at Wells was waning for whatever reason. And so I started blogging on LinkedIn in 2017. Because of a conversation with a Harvard sociologist that I write a lot about. Fscinating guy who predicted the current turmoil 10 years, almost 10 years ago. And so I started networking outside and I could not agree with you more that you need to be building your networks, not just inside. That goes without saying, right? Like I had a great career partly because I was a boss at gaining political capital at Wells all the time, right? Giving goodwill and getting it back but outside is critical. during our book, what we found out is, that women are more likely to put that aside. Because we feel like we’ve got too many other things going on, work, know, kids, all of the pressures, trying not to, you know, have a nervous breakdown on any given day, trying to stay fit, dealing with menopause. Which of course is a whole other thing that is a whole other bag of tricks. And so we don’t do it as much and it hurts us. So I absolutely think being deliberate about an external network is essential. When women ask me how to do that, I say to commit to a certain number of hours, half an hour to two hour, whatever you can give a week to doing it deliberately. I wish I had done that earlier in my career for sure. So it’s great advice. Frazer Rice (36:49.865)Along that line, I’m a big believer in being aware of your surroundings. In a sense aware of yourself and what your skills. Things that you’re annoyed are at are and what you’re good at and what you’re not good at. Did you take any tests or anything to understand what your aptitudes were or what you were interested in or more importantly not interested in or how you interact with other people personality wise and Is that something that resonates with you? sort of am a big sports fan. Dan Quinn, who’s the Washington commander coach. He got fired from the Falcons. He did a real deep soul searching and went in and got tested on a whole bunch of different things and where he came up short, where he was really good. And that allowed him to get hired again and to have at least some initial success with the team and hopefully going forward from my rooting perspective. But where does that fit into your analysis for people? Julia (37:50.351)Did somebody set that question up? That’s what I want to know. I am a huge believer in strength finders. Some people take discs, some do Myers-Briggs. The reason I asked if it was a setup is because strength finders saved my life. I was deemed top talent when I was like 34 years old at Wells and they gave me a career coach who by the way was Sarah Grady is her name. and she was Dick Kvasevich’s legend on Wall Street. She was his leadership coach and she gave me strength finders and I very quickly was very clear my top five strengths and then my bottom five strengths are not a surprise. Like I am zero. I’m like negative zero at woo. I was like, it won’t even shock you for a minute. Yes i do think that those kinds of valuations are critical and in fact i’m gonna talk to my twenty year old son about taking one i think you’ll end up taking disk but. One thousand percent if you if you do not know what you’re good at and why then try to find out because it can save your life i mean the awareness and the learnings that i got about myself. From taking one test have stayed with me for 25 years. And I’m gonna be really blunt here. I forgot those lessons when I stepped into a new culture and it was painful. So I think you have to also be disciplined about… Take it again, remind yourself, reread whatever book helps you stay grounded in who you are and how you’re showing up. And get some friends to give you feedback. Frazer Rice (39:44.111)Well, mean, people get better or change or worse at certain things. And so you’re not the same person you were 20 years ago. And, you know, it merits revisiting every once in a while. As we wind down here, unfortunately, we probably could go on for about three hours, which I wish we could do. But one of the things that I think is interesting, too, you talked about political capital and building it up, is that I think one piece of advice that I tend to give to people who are starting out and might be useful in the situation that we’re describing here is that when you have political capital, you’ve got to be willing to spend it occasionally. Careers, in my experience, take quantum leaps in that you’ll be going around for a while and then something good will happen and then you’ve got to kind of take advantage of the advantage while you have the advantage of having the advantage and moving up and then reestablishing the plane. And it’s a little bit like a ratchet where when the wrench turns, it doesn’t turn backward. You can kind of continue to elevate on that point. Is that something that you saw where, you know, as you were making the moves up the ladder that didn’t happen at the last situation that maybe might’ve been something that could’ve turned out differently? Julia (41:01.791)Yes, and I think that being more aware of my surroundings would have helped. I don’t think it would have changed the outcome in the other example. But the political capital that I was able to gain is that I got promoted every single time Wells did a major merger when people were panicking about their jobs. Frazer Rice (41:08.623)Mm-hmm. Julia (41:31.061)And one of the things that I did that you and I could probably discuss for two days is I gave up control of trying to manage the outcome. In other words, I went to senior management with two major mergers and I said, you know what? I don’t care what I do for the time that the companies are trying to come together. You give me something hard to do and ugly and I will get it done the right way. And then you decide whether I get rewarded or not. And when I crushed both of those tasks, I got major promotions. So I think it, I think a lot of people think, I’m going, I had a, had an employee who told me I should just get promoted because I’m sitting here and I’ve been sitting here for two years. mean, it really, life just really doesn’t work that way. In my experience, you got to work your ass off for it. And, and you have to put your ego aside and you have to hope that the universe is gonna pay you back. And I believe that because the universe always has. I believe that even now with my current situation, like everything that has brought me here has made me a spokesperson for like a better way because of what happened to me, right? I had 20 years of goodness and then I had something really hard happen. And I’m trying to make lemonade out of a very difficult situation because it is the only way, the only way out is through. So I just have to keep going through and I love the idea of yes, you’ve got to spend your political capital. can’t, know, George Bush said that you can’t just collect it. What are you collecting it for? If you’re not going to spend it. Frazer Rice (43:17.817)Exactly. Okay, we have to disembark here, unfortunately. How should people keep track of your situation? How do they find the book? And how do people get in touch? Julia (43:31.846)Yep. I have, um, I’m on LinkedIn. I have a website, juliacarrion.com. If you are looking for, I’m doing some consulting on a digital transformation always and org design or whatever. So you can find me there. And then, um, you know, today’s a big day. We are filing today or tomorrow, a response to my lawsuit. So it would probably make the news. Thank you to you for being a great ally to women and having me on. The book is walking on broken glass.com. It’s such a great name. So you can order the book on the website from any of your favorite book resellers. Frazer Rice (44:14.639)Super, well good luck with the legal proceedings. All of your information will have that in the show notes so people can find it easily. I think you’re coming off of a difficult situation. I think you’re gonna turn it into something far more transformative. Even you’re envisioning it right now. So I’m hoping for the best here. Resources & Links: Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling StrengthsFinder Assessment Julia Carrion on LinkedIn Julia Carrion's Website Connect with Julia: LinkedIn Website Stay tuned for updates on her legal case and ongoing advocacy efforts. Don't miss her insights into transforming adversity into empowerment and systemic change. https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords: Gaslighting, Corporate Culture, Women in Leadership, Workplace Equity, Julia Carreon, Wells Fargo, Citi, Legal Battle, Glass Ceiling, Political Capital, StrengthsFinder, Work-Life Balance, Systemic Change, Weaponized HR

Carl and Mike get back into Falcons talk as they share more thoughts on the idea of the team bringing in Tua Tagovailoa and creating a competition for the starting quarterback position, agreeing Tua was the better option in regards to bringing someone in to push Michael Penix Jr.

Carl and Mike get into some Falcons talk as they share thoughts on Ian Cunningham stating he and Kevin Stefanski wanted to ensure Michael Penix Jr. did not feel blindsided so they informed him of their intentions of bringing in Tua Tagovailoa and their would be a competition for QB1, which Carl believes is a good situation for Penix Jr. to 'go out and prove it' in regards to being the team's starting QB

Carl and Mike are joined by Bryant McFadden as they discuss the last NFL headlines and the Falcons front office saying Tua Tagovailoa has been brought in to compete for the starting role.

Carl and Mike get back into Falcons talk as they share thoughts on the official announcemt of the signing of Tua Tagovailoa and Ian Cunningham stating they wanted to bring in players to compete for roles with the team and have flexibilty.

5 O'clock Hour :00 – Carl and Mike get back into Falcons talk as they share thoughts on the official announcement of the signing of Tua Tagovailoa and Ian Cunningham stating they wanted to bring in players to compete for roles with the team and have flexibilty. :20 – Carl and Mike discuss the Players championship :40 – Carl and Mike close out the show with some Braves talk as they discuss the importance of the players staying in rhythm at the plate throughout spring training and ultimately once the season gets underway, they need 'their dudes to be the dudes,"

3 O'clock Hour :00 – Carl and Mike get back into Falcons talk as they share more thoughts on the idea of the team bringing in Tua Tagovailoa and creating a competition for the starting quarterback position, agreeing Tua was the better option in regards to bringing someone in to push Michael Penix Jr. :20 – Carl and Mike are joined by Bryant McFadden as they discuss the last NFL headlines and the Falcons front office saying Tua Tagovailoa has been brought in to compete for the starting role. :40 – Carl and Mike get into what's on DA-DA's mind as they discuss GHSA basketball state championships, talent like Kate Harpring leaving the state of Georgia, Dabo Swinney shouldering blame for Clemson shortcomings in 2026 and Erik Spoelstra saying he's not apologizing for Bam Adebayo's 83-point night.

Steve and Charlie listened to WWL's exclusive interview with Saints LB Kaden Elliss. Elliss discussed his journey back to the Saints after spending three years with the Falcons. He expressed his excitement to once again play in New Orleans.

Nick Cellini and Chris Dimino talk everything Atlanta Sports, the National Sports picture and the current (and WAY back when) in pop culture! Get the latest and your fill of Atlanta Braves, Georgia Bulldogs, Atlanta Falcons, Atlanta Hawks daily from two "Southern" Yankees daily Mon-Fri from 10a-2p! The 10 o'clock hour is brought to you by UROLOGY OF GREATER ATLANTA. Our team of top-rated Urologists offers treatment options that have helped men & women throughout Metro Atlanta! Visit us online today at UGATL.com Chris "Mad Dog" Russo joins the show Grant Holmes on fire in North Port See omnystudio.com/listener for privacy information.

Nick Cellini and Chris Dimino talk everything Atlanta Sports, the National Sports picture and the current (and WAY back when) in pop culture! Get the latest and your fill of Atlanta Braves, Georgia Bulldogs, Atlanta Falcons, Atlanta Hawks daily from two "Southern" Yankees daily Mon-Fri from 10a-2p! The 11 o'clock hour is brought to you by TRAJAN WEALTH; Planning for tomorrow starts today. Visit Trajan Wealth dot com to learn more about retirement and state planning RedZone: James Pearce Jr. Charges announced, Vikings get Kyler Murray Robert Parish joins the show to talk about his new book, The Chief See omnystudio.com/listener for privacy information.

Bobby Bones and Matt Cassel begin with Maxx Crosby headed back to the Raiders. Matt recalls failing a physical as a free agent due to an injured foot. Bobby looks at several possibilities of what happened and the Trey Hendrickson deal. How do Ravens' fans feel about this? What is next for the Raiders and Crosby? Matt has been shocked by the money being spent in free agency. What are the big deals and the impact on teams? Bobby offers his thoughts on Travis Kelce's decision to return or retire. How does Tua Tagovailoa fit in with the Falcons? The Titans have made several moves around the organization leaving Bobby hopeful. Cassel points out the defensive moves that should lead to more wins. More football coming around Thanksgiving? Bobby and Matt are all for it! Back to Vegas, does Crosby still get traded? Who are the top spending and bottom spending teams in Free Agency? Bobby wraps up with his favorite team for Crosby. Lots to Say with Bobby Bones and Matt Cassel is part of the NFL Podcast Network See omnystudio.com/listener for privacy information.

Hour One of the Good Morning Football Podcast begins with reaction to the Ravens backing out of the Maxx Crosby trade. Hosts Mike Yam, Jason Cabinda, Seth Rollins and Mike Garafolo discuss if the Vikings will have a true QB competition between Kyler Murray and JJ McCarthy. Are you buying what the Colts have done with Daniel Jones or are you concerned? Stay tuned for Hour 2 of the GMFB Podcast!See omnystudio.com/listener for privacy information.

Hour Two of the Good Morning Football Podcast begins with hosts Mike Yam, Jason Cabinda, Seth Rollins and Mike Garafolo answering a Throwdown Thursday question: Will Trey Hendrickson or Maxx Crosby have more sacks next season? Good Morning Football welcomes former NFL wide receiver Kenny Stills to the show and listens to him talk about how he was able to make the most out of writing his new book "Still Growing, Still Learning, Still Me". Then the guys discuss the Aaron Rodgers, Pittsburgh Steelers situation.See omnystudio.com/listener for privacy information.

Braves visit the Pirates tonight while the Hawks go for their 8th straight win. Falcons sign Samson Ebukam and release Kirk Cousins. Team USA reaches the WBC quarterfinals, Morikawa withdraws, and an Aaron Judge card sells for $5.2M.See omnystudio.com/listener for privacy information.