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My guest is award-winning, world known American playwright, poet, novelist, essayist, song writer, composer, editor and publisher, Ishmael Reed. He is known for his satirical works challenging the American political culture. He is best known for his 1972 release of Mumbo Jumbo. Produced, directed, edited and host by Stephen E Davis.
Authour & teacher Dr. Roger Walsh joins me to talk about times of crisis, the meta crisis, social media, Nietzsche, meaning, Matt Walsh, Keith Martin Smith, balance, what we feel called to do, insignificance, wisdom questions, how we respond to threat, the risks of ideals, ethics, and the power of the stop. A deep one. Learn more about Dr.Roger Walsh here: https://drrogerwalsh.com/ ---------------------------------------------------------------------- Roger Walsh MD, Ph.D. DHL is a professor emeritus of psychiatry, philosophy, and anthropology at the University of California, whose research focuses on topics such as meditation, psychological wellbeing, wisdom, and the psychological roots of our global crisis. His books include Essential Spirituality as well as The World of Shamanism, and his research and writings have received over twenty national and international awards. He is a student and researcher of contemplative practices, an authorized lama in Tibetan Buddhism, and cohost of the podcast Deep Transformation: Self-Society-Spirit with listeners in over 170 countries, www.deeptransformation.io. His more curious careers include having been a circus acrobat, and having had an extremely brief and unsuccessful career as a standup comedian. ---------------------------------------------------------------------- Get $100 OFF our CEC course - use the code CEC100PODCAST on https://embodimentunlimited.com/cec/ Get a free copy of Mark's latest eBook for coaches (12 tools) at this link: https://embodimentunlimited.com/coachingpodcast Join Mark for in-person workshops – https://embodimentunlimited.com/events-calendar/?utm_source=TEP&utm_medium=Description&utm_campaign=Events Join free coaching demos sessions with Mark – https://embodimentunlimited.com/free-coaching-with-mark/?utm_source=TEP&utm_medium=Description&utm_campaign=Demo Find Mark Walsh on Instagram https://www.instagram.com/warkmalsh/
An interview with Andrew Lawton the author of the new book on Conservative leader Pierre Poilievre.
Authour and shadow-work teacher joins me to talk about her background, victimhood, One Taste, Byron Katie, why we enjoy being poor, unrequited love, why we aren't breeding, her meditations, forgiveness, mystery schools, Ken Wilber, The Trump Orgasm Challenge, chakras, her pirate ship, and more! A JUICCCCYYYYY and deep one. Find out more about Carolyn here: https://carolynlovewell.com/ ------------------------------------------------------------------------ Dr. Carolyn Lovewell (formerly Elliott) is the author of the best-selling book on shadow integration that rocked the coaching world, Existential Kink: unmask your shadow and embrace your power. She's the co-founder of the Immortal College, an organization dedicated to the revival of Mystery Culture via online teachings and also the world's only publicly-offered in-person initiation in the Western Esoteric Tradition, Sleep Over Mystery School. Dr. Lovewell co-hosts the Sleep Over Podcast with Carolyn and Laila, available on all podcast platforms. She earned her doctorate in Critical and Cultural Studies at the University of Pittsburgh, and lives in her hometown of Pittsburgh, Pennsylvania with her family. Here's a guided EK audio meditation from her: https://www.dropbox.com/scl/fi/01i83sqt01nwferibw7wl/EK_Meditation-7-4-19-12.29-PM.mp3?rlkey=pjeaaijhezey8qkjyg48tzynw&st=jb0dwgkx&dl=0 And a PDF from her INFLUENCE course that teaches the basics of EK: https://www.dropbox.com/s/d5ageshihes9j01/INFLUENCE%20Lesson%202.pdf?dl=0 ------------------------------------------------------------------------ Subscribe to Mark's new Feral Philosophy You Tube channel here: https://youtube.com/@feralphilosophy_mw?si=PHJcNwK4GYpRSflK Join Mark for in-person workshops – https://embodimentunlimited.com/events-calendar/?utm_source=TEP&utm_medium=Description&utm_campaign=Events Join free coaching demos sessions with Mark – https://embodimentunlimited.com/free-coaching-with-mark/?utm_source=TEP&utm_medium=Description&utm_campaign=Demo Find Mark Walsh on Instagram https://www.instagram.com/warkmalsh/
Authour and zen priest Keith joins me to talk the meta-crisis, Buddhism and therapy, integral theory, shadow, how to be a cult leader, why embodiment matters for spirituality, American spirituality, the US Civil war, woke, men's work, and what young men need. A far reaching thoughtful one. Learn more about Keith here: https://www.keithmartinsmith.com/ --------------------------------------------------------------------- Keith Martin-Smith is an author, ordained Zen priest, Northern Kung Fu lineage holder, and coach. He has written extensively on the integration of spirituality and psychological shadow, most recently in his book, "When the Buddha Needs Therapy" He just launched an integrated martial arts school in his home town of Boulder, CO, designed to bring the best of traditional martial arts into a single location and experience. --------------------------------------------------------------------- Want to become a certified embodiment coach? More details about CEC – https://embodimentunlimited.com/cec/?utm_source=social&utm_medium=podcast&utm_campaign=cec Join Mark for in-person workshops – https://embodimentunlimited.com/events-calendar/?utm_source=TEP&utm_medium=Description&utm_campaign=Events Join free coaching demo sessions with Mark – https://embodimentunlimited.com/free-coaching-with-mark/?utm_source=TEP&utm_medium=Description&utm_campaign=Demo Find Mark Walsh on Instagram https://www.instagram.com/warkmalsh/
Today an encore presentation of an episode that originally aired on May 28th. An interview with Andrew Lawton the author of the new book on Conservative leader Pierre Poilievre. Who is the man who wants to be Canada's 24th prime minister and what does he actually stand for? The answers to those questions and more are the focus to today's program.
Authour and yoga therapist joins me to talk about the science of yoga, neural networks, heart health, mental health, when meditation isn't useful, what isn't meditation, airplane meditation, people pleasing meditation, sleep meditation, pain, the mindfulness industry, compassion, and road rage. Order her new book at www.MeditationForTheRealWorld.com for exclusive bonuses. Want to become a certified embodiment coach? More details about CEC - https://embodimentunlimited.com/cec/?utm_source=social&utm_medium=podcast&utm_campaign=cec Join Mark for in-person workshops - https://embodimentunlimited.com/events-calendar/?utm_source=TEP&utm_medium=Description&utm_campaign=Events Join free coaching demos sessions with Mark - https://embodimentunlimited.com/free-coaching-with-mark/?utm_source=TEP&utm_medium=Description&utm_campaign=Demo Find Mark Walsh on Instagram https://www.instagram.com/warkmalsh/
This week's question was simple -- name your favourite Canadian book, one that would help Canadians understand their country better. And you responded in numbers unseen since we began what's become a Thursday regular. So much so that we've had to change the format! Plus, Thursday's also mean the Random Ranter and he's in fine form on the issue of the Carbon Tax.
Jody Grunden is Partner and Virtual CFO Practice Leader of Summit Virtual CFO, which is the leading provider of Virtual CFO services in the North America. He is also the Authour of Digital Dollars and Cents and Building the Virtual CFO Firm in the Cloud. Today, we are talking with an accounting visionary who have experience in the field over 20 years that he helps his clients maximize profits, minimize taxes, and increase cash flow. https://www.summitcpa.net/ More episode like this visit: https://www.getunstuckmethod.com/podcast #getunstuckpodcast #getunstuck #jodygrunden #summitcpa #remoteteam #cfo #businesspodcast #entrepreneurjourney
When accomplished illustrator Hilary Jean Tapper was offered the chance to work on a children's book written by New Zealand author Joy Cowley, it was an opportunity she couldn't refuse. At the Bach explores the magic of Kiwi summer holidays. Hilary joins Nights for a chat.
Welcome to The Voice of Retail podcast. My name is Michael LeBlanc, and I am your host. This podcast is produced in conjunction with Retail Council of Canada. Meet Chief Strategy Officer and now author Chelsey Paulson as she takes us through her experience accelerating business cultures for long-term success, articulated in her fabulous new book The Culture Climb: How To Build A Work Culture That Maximizes Your Impact.Links mentioned in the interview:https://www.linkedin.com/in/chelsey-paulson/https://www.linkedin.com/company/keystonegroupintl/www.thecultureclimb.comwww.keystonegroupintl.comhttps://www.instagram.com/keystonegroupintl/AboutChelsey Paulson is a Culture Strategist & Business Growth Guide at Keystone Group International. Prior to joining Keystone, Chelsey lead the People + Culture initiatives at NCBP, a retail point of sale and managed service organization with 15 locations and an active M&A strategy. Chelsey has over 15 years of VAR experience and built her career around being a strategic partner within the executive team, molding and growing the culture and focusing on strategic people initiatives that aligned with the organizations business initiatives such as internal communications, career and leadership development, succession planning, and aligning the right people in the right seats within the optimal organizational structure. In addition, Chelsey has been involved on multiple boards and has been the Chair for two Board of Directors where she had the opportunity to coach and mentor the Executive Director and President/CEO of the organizations.Chelsey's area of expertise is in implementing a Strategic Foundation and Growth Strategy, Culture Revolution, Leadership Academy's, and Executive Coaching. Chelsey is passionate about creating a lasting impact on businesses, especially when it comes to growth within the business, culture, and leadership team. She does this by using her Superpowers of positive energy and being a constant learner of new information, strategies, and skills to challenge and push clients + leaders to break through the ceiling to the next level. About MichaelMichael is the Founder & President of M.E. LeBlanc & Company Inc. and a Senior Advisor to Retail Council of Canada and the Bank of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, Today's Shopping Choice and Pandora Jewellery. Michael has been on the front lines of retail industry change for his entire career. He has delivered keynotes, hosted fire-side discussions with C-level executives and participated worldwide in thought leadership panels. ReThink Retail has added Michael to their prestigious Top Global Retail Influencers list for 2023 for the third year in a row. Michael is also the president of Maven Media, producing a network of leading trade podcasts, including Canada's top retail industry podcast, The Voice of Retail. He produces and co-hosts Remarkable Retail with best-selling author Steve Dennis, now ranked one of the top retail podcasts in the world. Based in San Francisco, Global eCommerce Leaders podcast explores global cross-border issues and opportunities for eCommerce brands and retailers. Last but not least, Michael is the producer and host of the "Last Request Barbeque" channel on YouTube, where he cooks meals to die for - and collaborates with top brands as a food and product influencer across North America.
Authour and summit host Alex joins me to talk authentic confidence, working with famous teachers, therapeutic issues underlying confidence, core emotional needs, his new book “It's not to it fault”, and the drug dealer we met in the sauna. A lovely chat between friends. To join our courses and our community go to www.embodimentunlimited.com Find Mark Walsh on Instagram https://www.instagram.com/warkmalsh/ Alex Hovard website - https://www.alexhoward.com/
Beyond words, the Literacy Podcast aims to bring together experts and change-makers to discuss crucial issues in creating a literate world, such as access, equity, and the role of technology in learning. Guests will offer valuable perspectives on how to ensure high-quality literacy education for all.This episode featuresMona Jolly, the Transformation Director at PwC and Mussarrat (Musi) Qureshi a Partner at PwC AdvisoryGuided by purpose to build trust in society and solve important problems, the PWC community in NYC know they have an obligation to the communities in which they live and work. At a time in which establishing trust is more important than ever, they work to not only support communities directly but to empower their people to promote initiatives that align with their personal values. As they work to build that trust, they recognize that collaborating with other responsible business leaders striving for similar goals helps to benefit society as a whole.Literacy and financial literacy is critical to empowering communities ..Madi Franquiz is a World Literacy Ambassador, as well as an Authour, Literacy Advocate and Speaker. At just 25 years old, Madi Franquiz stood on the floor of the United Nations 77th General Assembly to advocate for kids who missed the same benchmark as her: the 3rd Grade Literacy Benchmark. The “3rd Grade Benchmark,” is indicative of future success a child will have in school. It was a benchmark that I missed. Living in poverty during her 2nd grade year, Madi's family struggled with access to basic necessities of life, including books. She never dreamed that someone like her could one day attend college, much less write a book, or compete for Miss Texas.Deborah's Instagram: https://www.instagram.com/what.ive.learnt/Mind, Film and Publishing: https://www.mindfilmandpublishing.com/Apple Podcast: https://podcasts.apple.com/au/podcast/what-ive-learnt/id153556330Spotify: https://open.spotify.com/show/3TQjCspxcrSi4yw2YugxBkBuzzsprout: https://www.buzzsprout.com/1365850
Joining us in conversation about his just released new book Winner Sells All: Amazon, Walmart, and the Battle for Our Wallets is Jason Del Rey, the veteran business journalist who has spent a decade reporting on Amazon, Walmart, and how technology is transforming retail. We explore the evolution of the rivalry and how it's shaped the world of commerce, while learning about some of the key inflection points that have propelled Walmart's race to embrace digital technology, including the Jet.com acquisition. We compare and contrast the two retail giant's innovation DNA through Jason's great behind the scenes anecdotes gleaned from his more than 150 interviews. We conclude with a review of each company's healthcare ambitions.But first, as is our custom, we kick-off the penultimate episode of Season 6 with the week in retail news, exploring what the latest macro-economic news portends for the balance of the year. Then we do some quick hits on Overstock.com's "stalking horse" bid for Bed, Bath & Beyonds intellectual property, Westfield's decision to walk away from its downtown San Francisco mall, and what to make of Kroger's lukewarm earnings report.About JasonJason Del Rey is a veteran business journalist who spent a decade at Recode, a leading online technology publication, reporting on Amazon, Walmart, and how technology is transforming retail, both online and in stores. He is the host of Land of the Giants: The Rise of Amazon, a narrative podcast series about the tech giant's rise and the impact of its relentless ambition on hundreds of millions of people across the globe. He was also the producer of Code Commerce, an event series featuring unscripted interviews with the most influential executives and entrepreneurs working at the intersection of technology and commerce. In 2019, the National Retail Federation named him one of the “25 People Shaping Retail's Future.” He lives in Northern New Jersey with his wife and two children. About UsSteve Dennis is an advisor, keynote speaker and author on strategic growth and business innovation. You can learn more about Steve on his website. The expanded and revised edition of his bestselling book Remarkable Retail: How To Win & Keep Customers in the Age of Disruption is now available at Amazon or just about anywhere else books are sold. Steve regularly shares his insights in his role as a Forbes senior contributor and on Twitter and LinkedIn. You can also check out his speaker "sizzle" reel here.Michael LeBlanc is the Founder & President of M.E. LeBlanc & Company Inc and a Senior Advisor to Retail Council of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience, and has been on the front lines of retail industry change for his entire career. Michael is the producer and host of a network of leading podcasts including Canada's top retail industry podcast, The Voice of Retail, plus Global eCommerce Leaders podcast, and The Food Professor with Dr. Sylvain Charlebois. You can learn more about Michael here or on LinkedIn. Be sure and check out Michael's latest venture for fun and influencer riches - Last Request Barbecue, his YouTube BBQ cooking channel!
When we think about the stages of a rose from seed, to bud formation, to swelling and anthesis, until it finally wilts. Through each stage of the lifecycle it can be a slow and steady journey that can test the patience of even the most advanced gardeners. Today I want to share with you a beautiful story inspired by my grandson Noah. Listen in as I reflect and think about: The third half of life is a new stage of opportunity and strength. Admiration and taking in all senses of an experience, through the lens of a child and finding surprise meaning. Change within different stages of life. Learning how to tolerate uncertainty and find a new path for yourself. Creativity and inspiration for your path in life. As always I encourage you to share your words and share your story. If you would like to apply to be a guest on the Podcast please fill out your contact information here. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
It does not matter what you have been through, where you have been or what has happened up to the third half of your life, you can make a change. And my guest today is Professor Theresa Agostinelli who shares her story of resilience, grit and fortitude. Join with me as I chat with Theresa about: Her journey from anxiety, shyness and depression and the healing journey she gifted herself to make significant changes in her life. How she has been given the spirit of power so we can empower others. Her G.R.I.D. system which helps to overcome environments which cause negativity. Self-sabotage and unworthiness that we feel as women and how it is instilled into us. Daily discipline and training of your mind. To follow Theresa and find out more about her work you can visit her website at https://www.profwithpurpose.com/ or follow her on Instagram and we look forward to another exciting conversation next week. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
Beth Brown has had her fair share of ‘life' and all its happenings. Depression, divorce, starting all over again with 3 kids and panic attacks, lead to a catalyst for change when she could hardly leave the house living alongside fear. Even through all the ups and downs she has experienced, she still feels ‘rich' with joy, has devoted herself to healing and shines a light through the darkness. Currently, Beth is living a life she never dreamt possible through finding a passion for marketing (which was quietly alongside her much of her life) and choosing joy. Listen in as I chat with Beth about: Paying attention to the small voice and finding gratitude when things are rough and you're angry in between it all. A rich life filled with good people, good experiences and more than monetary things. The light at the end of the tunnel that comes to us, that we don't have to make up. It's clear Beth has come out the other side much stronger and with a depth to her life which shines through this conversation. To connect with Beth and find out more please visit her website www.shinesocialco.media, Instagram or send her an email hello@shinesocialco.media. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
Chelsea is joined in-studio by author Elise Loehnen to talk about fixing our societal head trauma, how to stop stunting our emotional growth, and taking down the patriarchy - one step at a time. Then: A twenty-something discovers her ex cheated on her the whole time. A mom is horrified at her teenager's trampy clothes. And a gym-rat wonders if she has the right body to step into the instructor's spot. * Get your copy of On Our Best Behavior here! * Need some advice from Chelsea? Email us at DearChelseaPodcast@gmail.com * Produced by Catherine Law Edited & Engineered by Brandon Dickert * * * * * The views and opinions expressed are solely those of the Podcast author, or individuals participating in the Podcast, and do not represent the opinions of iHeartMedia or its employees. This Podcast should not be used as medical advice, mental health advice, mental health counseling or therapy, or as imparting any health care recommendations at all. Individuals are advised to seek independent medical, counseling advice and/or therapy from a competent health care professional with respect to any medical condition, mental health issues, health inquiry or matter, including matters discussed on this Podcast. Guests and listeners should not rely on matters discussed in the Podcast and shall not act or shall refrain from acting based on information contained in the Podcast without first seeking independent medical advice.See omnystudio.com/listener for privacy information.
Chelsea is joined in-studio by author Elise Loehnen to talk about fixing our societal head trauma, how to stop stunting our emotional growth, and taking down the patriarchy - one step at a time. Then: A twenty-something discovers her ex cheated on her the whole time. A mom is horrified at her teenager's trampy clothes. And a gym-rat wonders if she has the right body to step into the instructor's spot. * Get your copy of On Our Best Behavior here! * Need some advice from Chelsea? Email us at DearChelseaPodcast@gmail.com * Produced by Catherine Law Edited & Engineered by Brandon Dickert * * * * * The views and opinions expressed are solely those of the Podcast author, or individuals participating in the Podcast, and do not represent the opinions of iHeartMedia or its employees. This Podcast should not be used as medical advice, mental health advice, mental health counseling or therapy, or as imparting any health care recommendations at all. Individuals are advised to seek independent medical, counseling advice and/or therapy from a competent health care professional with respect to any medical condition, mental health issues, health inquiry or matter, including matters discussed on this Podcast. Guests and listeners should not rely on matters discussed in the Podcast and shall not act or shall refrain from acting based on information contained in the Podcast without first seeking independent medical advice.See omnystudio.com/listener for privacy information.
Tim Sweet welcomes Rita Ernst, Positivity Influencer and Consultant, back to the show to discuss the differences between generational education and how school focus has shifted from individualism to teamwork. How does that shift translate into business preparedness? In talking about this, Tim and Rita address the fundamental occupational processes they both respect and the order in which necessary change must be addressed.Rita explains how she experienced a shift from her own education to the education of her children, where schools her children went through very much encouraged collaboration and community. She and Tim examine conformity versus individuality and how systems function both through the more team-based approaches of the modern day versus the more solo-focussed approaches from earlier decades.Tim Sweet and guest Rita Ernst look at what makes individuals unique and how that translates to business strength, and how individual skills are still highlighted and valued in the current collaborative operational style. Rita explains organizational development using the analogy of Kentucky Derby horse racing and breaks down, with Tim, why a right answer might not be correct for your business if it's not answering the question at hand. Both host and guest are dedicated consultants who share their unique insights into business in a very open and meaningful conversation.About Rita ErnstIn 2005 Rita Ernst left corporate life and established her independent consulting and coaching practice. She has an extensive catalogue of satisfied clients in organizations that range from construction to pharmaceuticals to non-profits.Rita leverages her expertise in organizational psychology to craft solutions for business owners and staff members that break through the hostility while restoring pride, teamwork, and profits. Through her ground-breaking training and lessons, she reveals how to intentionally cultivate positive thoughts and behaviors instead of automatically reacting from the trappings of a depleting cycle of frustration and discontent.Resources mentioned in this episode:Daniel PinkJapanese Kaizen process“Horse” by Geraldine BrooksMaya Angelou quoteDemingSix SigmaLeanHammerMcKinsey & CompanySimon Sinek: Start With Why—Contact Tim Sweet | Team Work Excellence:WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Rita Ernst | Positivity Influencer, Authour, Consultant:WebsiteLinkedinInstagramBook: Show Up Positive by Rita Ernst—TranscriptTim Sweet: Before we get going, I would like to talk a little bit about what you're about to hear. I'm joined by Rita Ernst, owner of Ignite Your Extraordinary. She's a true expert in organizational psychology. And in this episode, Rita and I are going to be diving deep into the fascinating world of teamwork and collaboration in the workplace. This conversation evolves from what we've learned in school and how that differs from how we approach the workplace to the impact of general perspectives on collaboration and building high performance teams from scratch. We'll be discussing the history of team based systems in business, the influence of Japanese processes and the importance of trust and collaboration in organizations. But that's not all. We're going to discuss our individual perspectives on just what's at stake when it comes to poor teamwork. And Rita offers up an analogy of horse racing in Kentucky, which beautifully illustrates the importance of aligning individual potential with team goals. So saddle up and hit that subscribe button, because I'm pretty sure that this thought provoking conversation will have you pausing the playback and really thinking about your own team dynamics. So now let's ignite our extraordinary with Rita Ernst. Let's get into this.Rita Ernst: Right. Well, a lot of people hear the conversation, I think, like this, Tim: Don't talk to me about teamwork, I can't even get butts in seats.Tim Sweet: Yeah, no kidding.Rita Ernst: And you and I can look at that and say, Yeah, but if you had better teamwork, you could keep butts in seats.I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you, my friend, are a leader. And this show is all about and all for you. Welcome to the Sweet On Leadership Podcast, Episode Seven.Welcome to the Sweet On Leadership podcast, where we unlock the secrets of the most influential, trusted and impactful leaders in business today so you can become your best version of a leader. And now your host, you know the person who asks the server's favorite dish on the menu? Yeah, he's that guy. Tim Sweet.Tim Sweet: Rita, I'm really glad that you've come back on and that we've got another chance to talk about this and we get to continue our conversation from last time. So thanks again for joining us. Why don't you just remind people who you are again and what you do and then we'll get into the conversation.Rita Ernst: I'm happy to be back with you, Tim. Thank you. I am Rita Ernst. I am the author of 'Show Up Positive', available at your favorite bookseller. And I am the owner of Ignite Your Extraordinary, a consulting practice that focuses on helping organizations align to achieve their fullest potential.Tim Sweet: Well, I am very honored that you've come in again. For those of you who saw or listened to the last episode with Rita, we had a great conversation about what can a leader do to anticipate, before it's on the financials, when not everything is running green and when there may be early warning signs that we are going to enter a period of struggle, specifically struggle when it comes to how the team is feeling, what they're meeting, what they're doing, and what are eventually going to come out in terms of productivity, efficiency and profit. And you drop some awesome gems during that last session. The one that sticks out most in my mind is the fact that we shouldn't shy away from digging back into the story of the company and even our personal stories of why we joined in the first place, and that we really do ourselves a disservice if we don't allow ourselves to feel that strength and that stability of that foundation, and instead, get embroiled in the chaos that is today and are always looking for, well, it has to be new, new, new and obsolete everything else, which, yes, we know we have to grow and change, but boy, does it ever create some instability and some nerves when we don't feel like we have any foundation to draw on. So really, I thought that was just such an excellent point. And then you also brought us through an explanation of some of the wealth that they can find in the book and specifically around what leaders can do to take action right away and really be that force for change, be the change they want to see in the world, as Gandhi said. Right. What did you think of the last conversation and was there anything that was burning for you as we left it?Rita Ernst: Well, I am anxious to hear more feedback from your listeners, so please jump in, if you're subscribing to the podcast, and give us some comments because we did say at the beginning that this was going to be sort of our little collegial geek out conversation.Tim Sweet: Leadership geeks. That's what we are.Rita Ernst: And so I hope people were hanging in there with us. But, you know, there was a whole side conversation that we could have had that we didn't have that I'm hoping we can have today, Tim. And that is that beautiful insight that you gave about the difference between the homogeneity in the school system and what people experience as teamwork in those kinds of places versus what we really mean by high-performance teams in the workplace. And those don't happen by default. Those have to happen with structure and effort and intention. And so I think there's this really juicy conversation that we can have about the difference between being a collection of individuals in the workplace, trying to accomplish something on the pathway to becoming a high performing team, and why your listeners might want to care about achieving that goal of the high performance team. What do you think?Tim Sweet: I think that's a great place to start and I'm glad to hear that that was something of interest to you. I think that's awesome and it is a big topic that we have to face every day. We've known for years that generational issues do play a part. And I remember I often will talk about when I was running my first business and we were really contemplating what did the entry into the workforce of Gen Y look like and how was then a much younger Gen X dealing with it, and how were the Boomers, which were still very much in play there dealing with this new digital, digitally enabled, digitally minded generation moving into the workforce where Gen X was still pretty analog, we saw in shades of gray, and we saw the emergence again of this digitally sure group. The feeling of the time was that they would have kids and get mortgages and incur the wrath of taxes or whatever. And they would eventually get it and they would wake up and mature and slip into the normal way of thinking. Well, it didn't happen.Rita Ernst: They did not. No, it did not.Tim Sweet: They were as motivated by the same things as they were from the beginning. And actually what happened is Gen X and even the Boomers began to gravitate towards this new digitally-minded experience. And so now we've seen this. I think we've learned from this, at least in the leadership sciences, we've learned that generation is not nearly that easy to pin down, for one thing. But there are trends. And one of the trends that we've got right now is the school systems are very, very different in general than they were for previous generations. And that collaboration and teamwork are at the forefront of those schools.Rita Ernst: Well, and valuing differences and accepting differences as strengths instead of weaknesses. Right. There's a whole value system in our education that is much more finely tuned, in my opinion. Yes. Yes. Then when I was a student.Tim Sweet: Yes. But I would also caution I guess, and that is that we have to remember that where is that value system showing up and how is it showing up. And it is showing up between adults and children in institutions which have a very real mandate of moving children through - if you look at the work of Dan Pink - you're moving children through this industrialized educational experience. And as a result, you have to demand some homogeneity on how the children show up, which means that even though we're asking these new questions by and large, and even though it's team groupings and things, there's still a great deal of conformity that's required and there's not necessarily a clear tie to performance as maybe there were in the past, because grades and assessments can be much more subjective and very fluid. And can be influenced greatly through other factors. And it's not to say that the educators aren't great. They're great. I mean, there are many, many great teachers out there. But we have to remember that this culture is coming to a different industry that would be very, very different than you're going to find in most private or public organizations. And so I guess my question to you is, does that type of education prepare a person for the type of high collaboration, high-performance teaming that we need in many organizations? Does it lay a suitable groundwork or is there work to do?Rita Ernst: Well, you know, I hate to lean so heavily on the generation thing, but I think if you look at young entrepreneurs who've built businesses, you know, that has been built from the ground up by millennials and even younger people, clearly they know how to get high performance out of their peer group.Tim Sweet: We're seeing this for sure.Rita Ernst: We're seeing it for sure. When we have organizations led from the mindset of the older generations of the Boomers and Gen Xers, not so much. Do we see the preparedness? And the only way I can come to any understanding of that difference is this clash of values and norms which get to the core of what makes a team or not.Tim Sweet: It's interesting because some of these traditional businesses or the older businesses that we see around there, the more established businesses or at least the ones that are longer in the tooth, their cultures and their systems and their processes and everything that makes them up body and soul, found their genesis in a much less collaborative time. And so when we go to install higher collaboration within teams, etcetera, we're not up against change resistance in individuals. We're up against change resistance that's been calcified into the organization and the culture because that's what it was crafted around.Rita Ernst: Let me put a personal fine point on what Tim is saying, all of you lovely listeners. So I finished graduate school in the early 90s. And I worked in manufacturing plants at the time, and we were just converting operations from traditional militaristic types of management/supervisor models of operating hierarchy into team-based systems. So that is how new team based systems in business are in the history of businesses, right? So to your point, Tim, there are companies like General Electric, Ford Motor Company that have many more years of history and experience outside of the team model than they do inside of the team model.Tim Sweet: And I think what is really fascinating about that is when we look at some of the genesis points of, again, high collaborative teaming, I actually think that is where much of the education systems have drawn their inspiration. I mean, that is, it was happening in my memory, in business before it was happening in schools. And then whether or not it was because of exercises that perhaps administrative teams or somebody was going through, I can't speak to that. The language started showing up and when my kids went to school, and my oldest is 16 right now, they were speaking a language that we were using corporately to bring people together, bring them forward, and how an 11-year-old processes that or how a 7-year-old processes that I can't say, right? But it was far beyond the book report style teaming that we used to go through, which was, all right, you're going to group up and you do the title page and you do the bibliography, and then the other three suckers get to write, do all the work and write the book report. You know, that was sort of the extent of teamwork if you weren't on a sports field or perhaps putting on a play or a production or being part of a band, things were not terribly collaborative.Rita Ernst: I can only speak to my experience in grade schools here in Louisville because once my kids got into middle school and high school, I was not an involved parent in those systems. And in many cases, like in the middle school that my oldest daughter went to, they did not want you around or involved, like they really wanted parents out of the building. So you had to have very specific reasons to be there. But in the grade school, what I noticed immediately that was so discernibly different than my experience when I was the age of my children entering grade school, was there was this purposefulness to creating community and respecting and valuing one another that was ingrained, K through 5 is is grade school for my kids, and in every year there were messages and very purposeful intention given to making sure that across the entire school inclusive of the parents beyond the kids in the classroom, there was this messaging around we're a community, we come together, we support one another, we care about one another, those kinds of things.Tim Sweet: It's funny because as you tell me that, it does remind me a little bit of our differences, Canadian and American, and specifically because I remember having a conversation with an American colleague a while back. And when we think about some of the sort of major tenants of the national identity or something along those lines, you know, the US was really seen as a melting pot. It was seen as we come together and we're stronger and so that there really is this all together mentality or at least this American national mentality. Whereas in Canada, it's funny because when I was brought up, we used to not have that approach. We saw the national landscape as a, it was like a patchwork quilt. We're built on our uniqueness and therefore when a person moves to the country, we have to leverage their skills, taking the best from their culture and not expect change and not expect conformity. And that's a gross generalization. And I realize that it's a gross generalization, but it was really pressed into us that individuality was always quite high in the approach. Now, that didn't translate into the type of individuality that we're talking about in businesses, because I think that even though you had identity that was different than somebody else, you were meant to behave in a predictable, regular manner. And often that was because of the size of the classrooms or something. Teachers needed children to conform. And I guess that was one part of the conversation from last time. Do we feel that this new individuality, this new language around teamwork and whatnot, has solved the conformance problem, or are they still expected to conform? Just like I'm curious on your thoughts.Rita Ernst: I'm going to maybe step back and try to thread it all together. But before we brought the Japanese Kaizen processes and ideas of teamwork into the US, which is really what we were doing, we were trying to be globally competitive with our pricing and our productivity and that kind of thing.Tim Sweet: That's when we had the rise of Deming and the operations masters.Rita Ernst: We were getting killed in the global marketplace, American producers. So that was the whole impetus. But before that, nobody cared if you got along with your coworkers, you had a specific job, set of tasks that you were supposed to do, show up, do your tasks. You know, if you're, like, I was in a manufacturing plant, you're working on the line, this is your station, you're just doing your tasks. Nobody cared. Nobody was having conversation about it, It's important that Tim and Rita communicate well and get along with one another. Like nobody cared about those things. But when you started moving into this model of teaming, now we need to know and understand. We need to have a shared language with one another. We now are going to have certain decisions that we get to make that we didn't get to make before. Great example on the Saturn production line back when Saturn was was like one of the best examples of team-based manufacturing in America, and each team had a goal for how many cars they would produce off the line during their shift. And, you know, and everybody was doing their part. They understood how they fit into that bigger goal of making that happen. But they also all had the right to pull the cord and completely stop the line if there was a major defect or issue. So that was huge like I always feel like it's helpful to people who don't know this history because it's not taught very many places. So it's important to understand where we came from, what we got to, so when you talk about the conformity piece of it, that was like the misconception we were always trying to dodge, as an OD person trying to do team development or install teams inside of organizations, is that it's not cult of conformity, but it is about having and respecting norms and ways of operating together that are going to get the best for everyone. The work that is required, the conversations, the intentionality - and in talking with my children, I still have one in high school, I have one in college, they're not doing that kind of elementary, First, we're going to agree to be a team and talk about what it means to be a team. And they're not, they're just saying, You're going to collaborate together and and and work on these things together. However, because there has been this other shared value that they've had since entering the school system, that we don't discount others for their otherness, there is stuff that they do emerge with around appreciating and looking for each individual's ability to contribute that I think people of our generation, we had to break through a whole lot of assumptions and stuff to be able to get into the head space.Tim Sweet: To get to a point where we could look at that uniqueness as a strength, in a sense, yeah. You've reminded me of the term. So in Canada and Canadian school systems, we used to say Canada is not a melting pot, Canada is a mosaic. And to see organizations as teams in that in that way is important. But I do think that there's a few steps that can go beyond simply appreciating other people's uniqueness and making room for it. And when we move into high performance, it becomes less about simply accepting and making room for it. And I'm not saying that every team is that there's obviously teams that go beyond that, but I think the real juice is found when we say, how do we now leverage that? How do we use it as a feature, not a bug? How do we use it as a competitive advantage, not a liability to be managed? And when you see teams embrace it that way, to really get fluent in what makes them different and how that actually helps them organize around the work, it's a complete game changer in my experience, and it's not something that people often feel they have time to do. It is truly in that 'important but not urgent' quadrant where we succumb to these older notions of, well, you're hired to do a job, you've been educated to do a job, slip in and do the job. Again, gross generalization. But that's the other end of the spectrum.Rita Ernst: Well, I agree with you. Your assessment about it being important and not urgent with this one caveat, and this is based on my experience that I wrote about in the book Show Up Positive, and that is except for people who have experienced high performance. And then it is both urgent and important because it's palpable, the difference.Tim Sweet: There's a gap. There's a vacuum. There's an awareness of how good it could be. And that's a very good point because, I mean, when you're announcing your champion to take an organization to be the local rep or, you know, a champion that's on the ground, often it's easiest if that person has experienced it before. And it's mind-boggling to me, actually. Sometimes you get into some more traditional organizations, you run across entire teams where not one person has real experience being on a high-performing team. They actually, they don't know what that looks like. They do good work. They get their job done. Everything's happening. But they're not on a high-performing team. Organizations where teamwork we wouldn't consider terribly sophisticated can still be wildly profitable. It's just, again, what is the team experience look like? What does the employee experience look like and are they as profitable as they could be? You know?Rita Ernst: Yes. Yes. Yes. Yes. I was just having this conversation with my graphics designer because I've been trying to distill an idea into like a one-page graphic. And I was saying to her, I want to put numbers to this because some people really just need to be grounded, in fact, I make a joke about it in my book about like, you know, if you're just one of those people that really just you need to get into the numbers for this to have any value or meaning to you, this chapter is for you. We're going to talk about all the research that's been done that tells you the economics behind having a positive culture. But there is a difference in terms of getting people to see this as important or urgent, depending on whether you're talking about you could be getting better quality of X percent, you could be reducing cost of turnover by X percent when you're in the could be, versus when you can flip it on its side and you can say that absenteeism is costing you X amount of dollars. Every person, every turnover in this job is costing you this amount of money off your bottom line. When you can really get it into the place where you can exchange this idea of what it could be into, like this is the money you're leaving on the table, then you tend to get people to get it in that important and urgent category because nobody likes to lose money, right?Tim Sweet: I mean being able to put teamwork on the balance sheet is something that that takes a fair amount of skill. Now, you come from a psychological background. I come from an operational background. And so for me, even though I'm in the OD space, nothing happens in my mind whether or not it improves the system and it has a bottom line, it is a bottom line effect or a top line effect. And when we're able to say there are these intangible human-centric things that we're going to instill in the business, but we can show a logical effect to improving those within the financials, within our operating metrics, that we can say that attrition and turnover is one that is really, really important right now because, of course, we're in the middle of a movement where, at least in Canada, people are having trouble finding qualified staff. It's not just about finding them, it's about finding them because they want to work in the way they work. So you better know what type of attrition rates you're having and are you in control of those. And is there a decision around teamwork or culture that is directly related to that?Rita Ernst: Right. Well, a lot of people hear the conversation, I think like this, Tim, don't talk to me about teamwork. I can't even get butts in seats.Tim Sweet: Yeah, no kidding.Rita Ernst: And you and I can look at that and say, Yeah, but if you had better teamwork, you could keep butts in seats.Tim Sweet: Or you'd have, or you'd have the reputation because - and this is the other thing that's really interesting - is that your team problems, your cultural problems, in most instances are not that private anymore.Rita Ernst: No, they are not. Thank you, Glassdoor.Tim Sweet: Yeah, Glassdoor for sure. And if not Glassdoor, you know--Rita Ernst: --Reddit--Tim Sweet: --well, or just, or LinkedIn. I mean, you know, I advise my executives that are out if a job search is in the cards, you know, begin to interview people that have worked at that organization and ask them very, very pointed questions about the elements of culture that are important to you personally. Because you have the ability to go and ask those questions now. We are tied together. These things are not private matters anymore and they won't stay private for long, especially if they're dramatic. Going back to that point about being able to quantify the effects of teamwork, positive and negative, let's talk a little bit about that, because, you know, in another conversation that we weren't recording, you were giving me this analogy of understanding the variables. I'm going to ask you to go here now if you're okay with that. And you were talking about you're from Kentucky, racing - horse racing - is a big industry and a big draw there. Can you tell everybody that's listening here a little bit about that, a little bit about the variables and you put them into the metaphor of horse racing. And I thought that that was excellent.Rita Ernst: I don't know if I can do it in the same way again, Tim, but I will do my best--Tim Sweet: Go for it. I trust you.Rita Ernst: -- to try to recreate that moment of magic because it was, it just popped into my head when we were having the conversation. But, you know, we were talking about how it's important that we recognize the potential in individuals, and then we're doing the work to align to, and enable, that potential to manifest in the team. And I was sharing with you that, you know what's interesting when you start thinking about that and you think about the overall business and aligning things together, we are known for the Kentucky Derby, that's what Louisville is known for. Churchill Downs, everybody comes for the greatest two minutes in sport, the run. But what is fascinating, something I just learned from reading the book Horse, is in the history is that we used to not race thoroughbreds at such a young age. That is something new that has happened. And the reason that we didn't race thoroughbreds before the age of four, or smart trainers didn't, is because you were going to do damage to the horse. So you could race them early and take purse and make money off of them, but you were trading off the early money for the longevity of money that you could get with the horse. So if you thought that getting some early purses and then you put them out to stud made a good business, you could do that. But if you really had this vision for your horse that the earnings were really going to come down the road in their peak years, which is sort of five, six, seven, you didn't want to do damage that you couldn't repair when they were gelding at age two. All of that has changed now in horse racing and a lot of that has changed, as I shared with you, because we know so much more about the physiology of horses. And so now we know the veterinary sciences of diet and training regimens and things like that so that you are not doing irreparable damage to the horse, and you can still get more longevity out of them. But sort of the same thing holds in companies, in teams. If you go back to the conversation we were having the last time we were together, that when organizations go through these really, really rapid growth spans, when you're chasing this business and the whole team, I write about this in my book, the whole team is behind you. Like everybody's on board. We're going to chase this business, we're going to grow, we're going to get this thing, and then you get there, and what happens is burnout. Because what it took to win that business and what it takes to sustain that business are not the same things. And you haven't done the work to sustain the business. And that's sort of what this, to me, this whole high-performance conversation really becomes about is when you achieve high performance and when you build that foundation and you know what that feels like, when you hit these moments of stress, you have something deeper to dig into. It's like the veterinary sciences that allow you to get through this blip without doing permanent damage to your organization.Tim Sweet: You talked about the various, you know, with the horse racing example or when we're talking about appreciating differences in people, drawing on that deeper awareness, on those deeper triggers, those levers that you can pull that are down there, or you have to make sure that they're shored up and that you're supporting people and all of these intricate spaces. That gives us another level of power. When you think about the veterinary awareness of an animal, all of the different variables that go into making a champion. When we think about the student coming out and just being self-aware of all of the things that can make what they want to see so that when they are the young entrepreneurial high-tech startup, they know what they want to see in their organization. And it's a lot more holocratic than you're going to get in some of the more structured vertical organizations. But we develop this new language around all of these different variables that we can now go and we can change and test and augment. And I know you and I've talked in the past, you brought it up, the power that gives you and the control that gives you, because it's not simply about saying, Well, we're going to change all of them at once, but we're going to go observe the one that matters, and we're going to make an educated guess and say, Okay, this is the constraint at the time and we're going to change that and we're going to observe and watch. And that was the other piece that I wanted you to speak a little bit to because it's like, you know, think of the power that we get in a team when we have the language and the granularity. Granular awareness of all the things that matter, that we can go in there and we can pick out the one thing that's going to make a difference.Rita Ernst: There is a method to the madness, so to speak. There is science behind teamwork, right? And so you cannot just jump and skip steps. So it's forming, storming, norming, performing for a reason. And so order does matter. If you are trying to do norming, which is about behaviors and processes and how we work together, but you have trust issues because we don't really know one another, you're dead in the water. You got to go all the way back to the forming stage where building relationship and trust with one another. So in my world, there are three key things that always have to be present. And the first and foundational piece is mutual respect. If there is no respect present, nothing can happen. So if I walk into your organization and things have devolved to the place where the employees are ready to rage against management and walk out the door, right, they're ready to picket this business, they feel disrespected, they feel unheard, they've got... Us trying to put in a new system or a new process is a waste of time. You've got to heal.Tim Sweet: Busy under-bossing each other.Rita Ernst: Yeah, you got to fix the relationship and the respect thing first. Nobody - was it Maya Angelou who said, Nobody remembers what you said, but they remember how much you cared, or something, there's a saying like that - I mean, it's sort of that that that essential idea of see me as a person. Connect with me at that level first. So respect is the entry condition. You cannot have teams if you do not have mutual respect. That's just going to have to happen. Then the next thing is mutual purpose. So now that I respect you and I'm willing to be in relationship or in team with you, do we have a shared purpose that we care about? Are we committed to creating something together that rallies us? I go back to the same example. So even if all of your team is happy with everybody else in the team, but they're still failing to meet the goals, I can't dig into fixing systems and processes if we've lost sight of what the goal is, where we're trying to go, you know, and why it's important. So if they think that what we're about is excellence and customer service and they are putting as much intense time, which is costing you money to the bottom line, to really be there for customer service and you've switched gears and you're not so hot on customer service at the moment, and you're thinking, No, like at this point we just need more customers, we just need faster customer integration to our system. Well, those are different messages, different purposes, and they're driving different behaviours and it's creating the conflict. And then the third piece - so we have to have mutual respect, we have to have mutual purpose - and then we can get to mutual meaning, which is the norming part of the conversation, which is about, you know, shared language and how we work together and processes and things for how we operate so that it is as effective as it can be. But you do have to take things in a certain order. And if you just try to start changing everything all at once, there's too much interconnectedness and it's impossible to anticipate how that dynamic will play out and what the result will be.Tim Sweet: Yeah, it's a fundamental error that a lot of teams get or leaders get trapped in is if, let's say we're in that organization where trust is really the breakdown, where it's mutual respect - and if you use like model, trust before conflict, before commitment, before accountability, before results - if you start trying to work accountability when you haven't dealt with mutual respect and trust, science will often call that a beta error, you know? The alpha error being you get the answer wrong. So two plus two equals three, alpha error, right? If it's two plus two equals penguin, the answer may be a penguin, just not to that question. So, you know, beta error is we're getting the right answer to the wrong question. And so, yeah, let's work on accountability systems. Let's install a new performance scorecard or something. But that's the wrong answer if we haven't dealt with the fundamentals of trust and respect. We have to start.Rita Ernst: I'm loving this analogy. Yes. Yes. Yes, absolutely.Tim Sweet: As I said, I started my management journey really in operations management, performance improvement, you know, Deming, Six Sigma, Lean, Hammer, all of those. That's, I'm deeply schooled in that stuff. But I found that I could go in and I could design elegant processes, big processes, floor-to-ceiling processes, performance systems, management systems. Sure, great. Do it. But if I didn't have the people and I didn't have them properly collaborating and I didn't have trust and I didn't have leaders on board and people on board, it didn't matter. It was the right solution to the wrong problem. The problem I should have been looking at was trust. And that's why my first business gave way to my second business, which was all around the right people on the team working on the right stuff with the capacity for excellence, is what the problem is all about. It's not jumping to the engineering of the processes.Rita Ernst: I love mastermind groups. There's something to be gained from that. But it, but this is also one of the important things to remember about not seeking true expertise in situations like this, and then - I've talked about this in the book, but you see this - as a leader, you go out to your leader network and you talk about the symptoms that you're seeing, right? Somebody can give you a band aid for that symptom. Right solution for the wrong problem. Right? It's just not really going to get to you. So if you're a diabetic and your insulin is out of whack and somebody can tell you, oh, well, take this medicine for that ache and pain, oh, try this like, yeah, like you can, that'll help with some things, but that's not, that's not going to fix the fundamental issue that you need to have fixed. I do encourage you to recognize, dear listeners, that there is some expertise to really understanding the order of things and really assessing. So in our practice, we always say, Well, I have to come in and assess. It's not... and so that gets to number two, be leery of the consultant that comes to you that says, I have it in a box. Let me give you the solution in a box because as you just said, without really getting to the heart of the issues and knowing where we are, it could be the perfect solution that will never work because it's in the wrong order.Tim Sweet: Yeah. Be careful of the solution that they're providing with an economy of scale because it means it likely is a rubber stamp. It likely is a paint-by-number. And it's likely full of shoulds. Here's the thing you should do. You should really do that. And beware of shooting all over yourself, because it's like that's when there's a person that needs a diagnosis of being a diabetic who's been saying, you know, you should really take more vitamin D or you should really, you know, have you thought about journaling. Like it's a good thing to do, but it's not going to solve your problems. And, you know, and this is where I would toot the horn of the small bespoke operator here, is that I take a deeply personal approach and I'm sure you do as well. Where we go in and we get to the bottom of what really is there and we're not on our agenda. We're not, we're on theirs. We're not trying to sell - I have a massive toolbox, and I'm sure you do, too - I don't bring it out for everybody. I'm there to find the right, the best possible solution to their unique special challenge, and even more importantly, wake them up to that uniqueness and wake them up to the challenge so that they can see it. And once they see it, once we create that gap and maybe that gap is because they experienced it before. But once we create that gap, then they will solve for it. They will find a way if they understand what high function looks like.Rita Ernst: And, you know how I love my little analogies, if I can give a great analogy to build on what you're saying. The other thing I think that we bring in the way that we practice is akin to captive versus independent agents in insurance. So you're experiencing symptoms of diabetes. You may not be, like you may still have some functioning. We can say, okay, so here's some naturopathic choices, here's some Eastern medicine solutions, here are some traditional things, here's some health and wellness practices, like we can bring a whole suite of options to you, versus we have insulin.Tim Sweet: But centred around a qualified problem. Centred around a qualified and quantified analysis or a deeply understood pattern that makes sense. And everybody goes, yes, this is a real thing. I may not see it from your perspective, but I can understand that this is legit now.Rita Ernst: Because at the end of the day, insulin injections may always be required, but the amount and frequency could be very different if you incorporated other practices. Right?Tim Sweet: That uncovers another issue with teamwork when we're undergoing these types of transformations, and that is resist the urge to boil the ocean, resist the urge to change everything, resist the urge to give up on everything that you've been doing right for all these years. Don't throw the baby out with the bathwater. Appreciate what you're doing well, and go in and cut with a, operate with a scalpel, not a shotgun. It's a much better approach.Rita Ernst: When I'm networking with people and they ask me to describe my clients, one of the things that I say is that my clients are very smart, successful business people, because it's true. I don't know everything. I'm not McKinsey and Company. I don't have millions of people that go to research on all these things. What I lean into is my ability to use inquiry and curiosity and to, you know, connect the dots to ask questions that allow that business owner to uncover their knowing and genius. They know a lot of things that I don't know that I need to know. You know, I'm like the special seasoning in some ways that you sprinkle in to to to make the great recipe that, you know, that really takes it from mediocre to like five-star restaurant quality. But at the core, I'm trusting that they know their business and really helping them to uncover the things that they know, but they're just not accessing because they are so overwhelmed with the volume of things competing for their time and attention.Tim Sweet: I mean, they're busy working in the business, not on the business. And we have the luxury. We have the luxury, again, I've said this to you before, and I mean, as a profession, we have the luxury of analyzing what does it mean to lead, about studying the science behind leadership, about looking at, about staying up on the latest ideas and developing a toolbox of everything from the latest to the, you know, greatest hits that work well and everything in between. And then we spend our time getting deeply involved with business owners learning about their business. They're the experts in those spaces. But understanding the types of struggles that they undergo and eventually using that to help us diagnose and lead to good questions and inquiry and Socratic coaching and everything that we need to do to really get to the bottom of something. And I'd say that we, there is a time and a place for the McKinsey and for the Deloitte's and for the, you know, PwC's, and when you're dealing with something that's a massive, massive organization with a big change, they can operate at those scales. Sure. But even if you're in a large organization or a small organization, I think the quality of your result with an outside provider or with your team, is going to be directly related to the quality of the relationship that precedes that. And how, for lack of a better word, how intimate is the knowledge, professional knowledge between those two people, and are they sharing on a level? And if that level is deep and you're able to have high trust and lots of transparency and lots of openness, and really get to the bottom of things? Boy, those are the clients that I love and I continue to work with because it's just, they are the clients for life, not because we're never solving the issue, but because we're solving issue after issue after issue.Rita Ernst: Yes. Yes, exactly. Exactly.Tim Sweet: And it's so fun because you feel like your, you don't feel like, you are part of their journey.Rita Ernst: When I talk about clients, I talk about them as if I'm on their payroll. Because I just feel like I'm part of the team. Like we've really melded in that way. Yes.Tim Sweet: And personally invested in not just the success of the company, but the success of the people. And again, I don't say this so that we're, like we're kind of waxing poetic on the thing. It's more about this particular vocation, I think requires you to go in and care. And because doing it without a modicum of care, it's pretty cold. And you lose a lot of the nuance and you're and you're unable to, I think, you're unable to connect to the degree you need to connect to make real and lasting change, especially in the areas where the change has to occur in mindset, where it has to occur in personal identity and the understanding of where beliefs are getting us, and all of these things that are actually pretty they're pretty tough. It's much easier to go and draw a flowchart. It's way easier.Rita Ernst: You're reminding me, Tim, of this epiphany that I've had in the last year for sure. I love Simon Sinek's work on 'Start With Why', I've spent a lot of time thinking about why and about my own personal values and other things. And at the end of the day, what I realized, what I came back to, is a long time ago I did this leadership course and we had a deck of values cards and we had to like get it down to 3 out of a deck of 52. And there was a whole process for that. And my number one card was legacy. And when I think about myself and what I do and how I do it and why I choose the, make the choices that I make, legacy is still that guiding value. It's really at the core of my why. But what is different for me is that when I think about legacy, I don't think about wealth building financially. I think about wealth building in relationships. And so my legacy is measured, for me, in terms of my ability to really leave somebody better than I found them. And that's really my definition of legacy. And so it does, to your point about this beautiful space that we get to be in, you know, that that is always my intention. My intention is how can I come in and contribute in a way that's going to leave this person and this organization at a better place. And that is so tremendously joyful for me to be a part of that work and that conversation that I don't ever see myself walking away and doing anything else.Tim Sweet: Yeah, I think finding that definition for yourself and, you know, it's funny when you talk about pulling out the deck of cards and doing the values. I mean, I do this all the time. That's what I travel with a deck of values cards like because you never know when that's going to be, when that's going to be the issue, when that's the disconnect. It's a really important part to start with. And for myself personally, it's not legacy that drives me forward, but it's something similar. I want to see people reach their full potential. And I hate, hate to see people struggle. If I see a system or a process or a person that is struggling, especially if that is self-generated friction, oh, there's something that I just, because it feels unfair and unnecessary that a person would have to struggle against themselves or the process, certainly we can find a way that you can go to work and the work is challenging, otherwise it would be called a vacation. But you go and you work, but it's also rewarding and it happens with ease. So having success be that path of least resistance is so important. Finding that for everybody. But man, you know what? Life is going to put rocks in that river. It's going to put logs, it's going to put beavers generating dams and old rusted cars, and the river of your life is going to have to move around all of these things. And the question is, can they be removed? Have some of those you put there and you assume are there permanently, and we can remove those. And that kind of takes us full circle to the shoulds that were offered, the bright and shiny things that guess what, that's somebody dropping rocks in your river and you now have to operate around that thing. Whereas if we can simplify and we get down to the basics of what makes you effective and what makes you, what makes a team function properly and an organization excel, often that is a reductive process. It's not an additive process. It's like, let's ditch the garbage and get back to the basics of what really is predicting success. Sure, adapt new ways of doing things, but make sure the basics are covered and covered well. So anyway. Woo hoo. Boy, Rita.Rita Ernst: What a great conversation, Tim. What a great conversation.Tim Sweet: We inspired a whole bunch of people that want to now become consultants or we've scared, you know, a whole bunch of people off. Well, I mean, the thing is, it's a really interesting insight perhaps, for people to see two people that are involved in organizational development and dynamics playing with these topics. Because I know of you and I know of me, we think deeply about these things and it's important for us to be craftspeople when it comes to it, to be artisans of our trade, right? And I think maybe that's helpful for people to see. Like not just that we sit back and we kind of let the knowledge wash over us. We're pretty active. You're pretty active. Kudos to you.Rita Ernst: Well, thank you. And kudos to you as well. So I have enjoyed coming back to spend time with your audience. Thank you so much for inviting me to continue our conversation. And it has been a sheer pleasure to just get to think more deeply, because again, I'll go back to what I said before, being a solopreneur I'm not surrounded by people that I get to have these great, deep conversations with, and I always walk away with some new nugget from listening to you on your podcast or talking with you. So thank you.Tim Sweet: It's wonderful to play around with these ideas with you and deepen my own understanding, and I really appreciate that. And Rita, I want to just thank you so much for being here. And I can't wait till the next time we can play around with these things.Rita Ernst: Thank you very much.
Rita Ernst, Positivity Influencer and Consultant, joins Tim Sweet on the show to talk about big changes in business. When exactly does a business go from thriving to struggling, and why? Rita's hint is that it happens far before the impact is seen in the financial bottom line. She and Tim unpack the signs.Rita identifies how a change in work habits is the first sign of a business in the midst of change. She illustrates this with examples from COVID, where organizations all buckled down and gave their all during the first years but now are experiencing a push back, a difference in how people are interacting with customers, work that was always on time before now being unfinished. This is where righting the business should start, but businesses wait until they see it in the bottom line to call in a consultant like Rita or Tim.Tim Sweet and guest Rita Ernst dissect how an individual can right the course of a business going through big change. If everyone is afraid to say the hard truths to the boss, how will change begin? It's not about being toxic, it's about showing up with an honest desire to help. Positivity is the key ingredient in Rita's book Show Up Positive and she discusses specific lessons from her book with Tim. It's a conversation every level of employee in a business needs to hear.About Rita ErnstIn 2005 Rita Ernst left corporate life and established her independent consulting and coaching practice. She has an extensive catalogue of satisfied clients in organizations that range from construction to pharmaceuticals to non-profits.Rita leverages her expertise in organizational psychology to craft solutions for business owners and staff members that break through the hostility while restoring pride, teamwork, and profits. Through her ground-breaking training and lessons, she reveals how to intentionally cultivate positive thoughts and behaviors instead of automatically reacting from the trappings of a depleting cycle of frustration and discontent.Resources mentioned in this episode:Peter Block—Contact Tim Sweet | Team Work Excellence:WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Rita Ernst | Positivity Influencer, Authour, Consultant:WebsiteLinkedinInstagramBook: Show Up Positive by Rita Ernst—TranscriptRita Ernst: [00:00:00] You need to stand up and challenge that behavior and stand for your values in that moment. And that is showing up positive. So it's not about just smoothing everything out. And like we were talking about earlier, it's not about avoiding conflict at all, but it is about being true to who you need to be to have the workplace around you that you desire.Tim Sweet: [00:00:28] I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you, my friend, are a leader. And this show is all about and all for you. Welcome to the Sweet On Leadership Podcast Episode 6.Welcome to the Sweet On Leadership Podcast, where we unlock the secrets of the most influential, trusted and impactful leaders in business today so you can become your best version of a leader. And now your host. He once saved a company $2.5 million with a $15 rubber stamp, and he won't shut up about it. Tim Sweet.Tim Sweet: [00:01:23] Hey, everybody, welcome again to the Sweet On Leadership podcast. I'm joined today by my friend Rita. We're having a great conversation already and we want to pull you into it. Today we're going to be talking about really what is it like to be part of an organization that is going through big changes. And many organizations all around the world right now are facing this. I mean, we're coming out of perhaps the most tumultuous time that many of us have been through. And so in talking to Rita, I'm learning all sorts of new things, although we share that, you know, as you said, we share this collegial passion for improvement and everything else, Rita. But I'm just learning all sorts of things, and I want to make sure that we get this down and we're recording it. So, Rita, welcome and thank you very much for coming on today.Rita Ernst: [00:02:09] Thank you for inviting me, Tim. I love getting together with colleagues like you because I'm a solopreneur, so I sometimes really miss having my experts around me where we can just kick things around and stuff. And so it's so fun to get to just talk shop with you and oh my gosh, we're going to let everybody else listen in while we talk shop. How cool is that?Tim Sweet: [00:02:32] I think so, because it's funny, when we pick up a vocation like this, many people don't have that luxury of working on leadership science, and working in operational science, and really making that their focus. Most leaders out there, they have to have the day job. They've got promises to keep. They've got metrics to manage, they've got targets to hit. And that means that they don't have time to always sit back and look at the business. They're working in the business, not on the business. And so for people like us, I think we're in a pretty special place when we can play with it and see what's working, you know, that's what we bring to organizations. So let's use that and talk more today. As we have been getting to know each other and as we've been sharing our professional experiences, I really want to have you articulate, because I think it's so unique in its own way, what are the triggers that you see? What is the moment that you know that a business needs to consider change, it needs to consider something different?Rita Ernst: [00:03:35] Well, unfortunately, I think that most businesses miss that moment by the time I'm walking through the door. So let me answer from the place of if I were whispering in a business owner's ear what to watch for, how to know when that moment is. That moment is always showing up in the people before it shows up in the bottom line.Tim Sweet: [00:04:01] Can you tell me a little bit more of that? Because I think that's great.Rita Ernst: [00:04:03] If you really dial in and you listen to your people and you have genuine, meaningful, open, courageous conversations about what's not working, what could be better, what's making your job difficult? I've been watching Silicon Valley on HBO, we just recently got a subscription to HBO Max and I've been catching up on some shows, and Silicon Valley is one of those. And there's this hilarious moment, I don't even know what season it's in, where the CEO of the company has this wise, like, Dalai Lama type personality person who's his sidekick that he's talking to. And he looks at him and he says, People aren't afraid to tell me the truth, are they? And you just see it all over this guy's face. And he's like, Um, no. And your people know so much, they are interacting with customers differently than you are. They are interacting with their peers differently than you are. And even if you don't intend to be in an ivory tower, as a leader it is very easy to end up there if you are not being very intentional about how you are showing up in the organization and the way that you are engaging with people. So most of the time, if you are talking to your folks and really talking to them, you will see where things start to fall off before you start to see it in the financial documents. But most of the time when people are engaging with folks like you and I, it's because it's now costing them money. It's really hitting the bottom line of the business. And the financial pain is there. Yes.Tim Sweet: [00:05:40] So if we're looking for those steps that are before the financial pain is the impetus, what would you suggest people keep an eye out for if their staff may not be bringing them exactly what they think, if they may not be having the hard conversations? What kind of indicators do you see on the people side that are perhaps nonverbal, that are situational? What could a leader look out for?Rita Ernst: [00:06:06] I think you see a change in work habits. It's one of the key things that happens and it usually goes something like this. So there was some traditional time line when people were in the office and working, and then all of a sudden people are working extra hours and it's looking a little chaotic in the office. And you can see the start of the burnout kind of stuff building. And then you actually see a drop off where people start to vote with their feet. They're like, well, screw this. You know, they're not saying that out loud, but in the back of their minds, they're saying, Screw this like I've got a life to live. Yeah. You're willing to put all this time in. I work with a lot of independent business owners. You're the business owner, you're making all this money, you're just paying me a paycheck. I'm not getting paid to work this hard. I'm not getting rewards for this. But you can actually sort of chart it. It shows up in how people show up doing their work, the volume of work that they're doing, the amount of time that they're spending. And then this moment of standing up for themselves, you know, even if it's silently, when they start to vote with their feet. When all of a sudden there's work that needs to get done and nobody's around to finish it, or you're chasing down deliverables because your team isn't completing stuff on time or in time. And that's not been typical. Ding, ding, ding, ding, ding. Like there's a huge alarm bell that says there's something to look for. Yeah.Tim Sweet: [00:07:31] I can get down with that. And that's very much how I think about this as well.Rita Ernst: [00:07:34] I'm curious to know what you've seen though. Like, how would you answer that? What do you see?Tim Sweet: [00:07:38] Um, I really feel that there's a sense of imbalance and what I call it is the work/self balance, right? And so employees, leaders, owners, they're always trying to balance all of their different roles in the world. And two of those that show up at work that are usually having to be considered is how the person represents and advocates for themself - their dreams, their needs, how they see growth, and how they show up as an agent and advocate for the needs of the corporation or for the company. And so these two things can or are always having to be kept in balance. When they're out of balance, what I see is that you go through these periods where, all right, you know, the business is dealing with a pandemic. It's all hands on deck. And so people start to give up their energies that they put towards themselves and put them into work. And so things go out of balance and they start to work harder and we see them showing up and yes, they're getting a lot done, but they're liquidating their own self to do that. And at a certain point, this builds up to such an imbalance and such a tension that it has to snap back. And at that point, we see the rebellious statement where it's finally, you know, why am I working this hard, and this isn't working for me, and I feel like I'm being damaged in some way. And we see it snap back. And so what I look for is often when you see businesses that are not necessarily always all about the employee or it's always all about the work, but that they're going through these wild swings, these oscillations, right? And one month it'll be all about making sure that we're coming together. And then if you talk to the employee, you'll usually hear that, Oh, yeah, well, this will last for a while and then we're going to go back to the other and you really can pick up this sine wave. This oscillation.Rita Ernst: [00:09:33] Yes. Yes, that oscillation. I love it. And you know what that made me think of, Tim, in terms of how do you notice. If you are an executive or a business owner especially, if you start feeling resentment for the amount of work that you're putting in or for the way your team is showing up, if you're starting to feel resentment, like why am I working so hard and why aren't they matching pace with me? If those are the conversations, again, like, big alarm bells, right, these are early, early indicators. It's like the hurricane siren is going off in your business. And if you don't do something, you're going to end up without a roof. You're going to end up with trees. Yes.Tim Sweet: [00:10:19] It is work on fire. And with a few clients we use the phrase stop, drop and roll when you feel like that. When you feel that your life is on fire or that things are sort of burning, stop what you're doing, right, and drop down into the processes. Drop down into the work and really take a moment to get underneath the task of the day. And how are we actually collecting? How are we talking? How are we organizing the work? What's the source of stress here? What's the underlying driver? And then consider how your role has to change, how your role, is your role - in your earlier example - to go and tell the boss, to go and say something. Is that something you're not doing? And you need to take that and actually make that part of how you show up. Because I see if people just work harder at what they've always done, then they get to where they, I like to use the phrase 'be careful you don't get where you're going'. Right? Because if you just go faster and you barrel ahead, you could be part of your own misery. The way in which you're approaching work could be part of it. It's not always to blame ourselves, but it's to really take a look at and say, what's within my sphere of influence? What can I change? And perhaps I'm actually not fulfilling part of my responsibility the way I should. And that could be as easy as put your hand up and raise the issue. There's other reasons people don't put their hand up and raise the issue. But as an example, stop, drop, look at your role.Rita Ernst: [00:11:47] Well, you know, one of my favorite mentors and most impactful to me, in terms of my own personal professional development in this field, is Peter Block. And Peter Block has this wonderful teaching that is when you choose safety and security, you give up your power. And that is exactly what happens in organizations. This piece you're talking about, role, and is it my role to speak up? Is it my role to advocate for what I need? When we choose safety and security in our role, well I don't want to rock the boat, I don't want to get yelled at, then we give up our power to try to change anything that we need changed. And so for most people, one of two things happens. You either sort of die on the vine and you just stay and collect your paycheck and you work as a miserable thing, or you pack up your toys and you go to another place. And the question that's always there is, was there a choice that you could have made somewhere way earlier that where packing up your toys wasn't what had to happen here, but you chose safety and security in silence. And so you know, you gave up your power to create what you wanted.Tim Sweet: [00:13:02] It's really a fascinating area because we're in an era right now where everything is about inclusion and psychological safety and making sure that we have healthy cultures and these kind of things. And often that's misinterpreted as we can't hurt anybody's feelings. We can't collide with anybody. We have to maintain this superficial politeness or we have to we have to make sure that everybody is happy all the time. That's not what psychological safety means, right? And choosing the status quo or choosing to remain silent in order to avoid offending somebody or a negative consequence on yourself, and I mean the stats in this area are really quite alarming when you look at how many people would rather the long term outlook suffer than hurt a person's feelings in the moment. And again, I'm not talking about being rude and toxic. I'm saying being willing to collide with somebody and ask them a question that might make them uncomfortable, that even might offend them, and say, I'm going to risk something here with this person in order to better them and myself and the situation around us. And I'm not going to shy away from that challenge. I'm going to rise to that challenge. That's such an interesting observation that you make, Rita, because it's like people want to do the right thing and the right thing is protect people's feelings, and I don't always think that that's the best approach. Be respectful, yes. Long term feelings, big picture identity stuff. Absolutely. Stand up for your staff. But telling them that perhaps how they communicated or didn't communicate a piece of information to you and essentially saying you want it done a certain way or you need it done a certain way or you'd suggest a different way, that's not the time to avoid potentially hurting someone's feelings because you're suggesting that they didn't get everything right all the time? I don't know.Rita Ernst: [00:14:53] I love where you are. I want to hang in here for a minute and just put a little more meat on this beautiful platter that we're that we're building in this conversation. Because my background is psychology. And I am not a trained therapist. I do not practice as a therapist. A lot of my clients call me their business therapist because we do this intensive conversation around themselves and their feelings and all of these things. But I do lean into a lot of psychology and the science of psychology and some of the better tools that come out of therapy. And one of the things that you learn in therapy is the only person responsible for your feelings is you. If we can let go of this idea of hurting other people's feelings, because that is somebody else's response to your words and your language. And so you can be very thoughtful about those things. You can be thoughtful about your tone. You can be thoughtful about the words that you use. You can use permission statements, you know, other kinds of things. There was a saying from very early in my career that has always stuck in my mind, which is 'feedback in the absence of a request is a nuisance', right? Isn't that how we all feel when somebody offers us feedback? Or you could do that better advice or whatever, and you're not like open. It's a disinterest kind of response.Tim Sweet: [00:16:20] There's no growth at play, right?Rita Ernst: [00:16:22] But it feels like a nuisance. And so, you know, when you're offering something to somebody and you have not laid the right groundwork for them to be open and ready when the relationship and the conversation and context isn't right, sometimes it'll land that way. It'll land like a nuisance. It won't really get you what you want. So there's all kinds of things that are within your control that you can do to try to be heard to the best of your ability. But at the end of the day, the first thing you got to do is get your intention right. And that's probably one of the lessons that I teach every leader I touch, is start with your intention. And when your intention is truly from a place of helping and building somebody else up, not correcting them, not fixing them, right? There's a difference between wanting to fix somebody and wanting to help and lift them up. And when you can make those distinctions and you can operate from those distinctions, your success rate will likely climb.Tim Sweet: [00:17:23] And it does change the nature of why we open up uncomfortable conversations. Also, what I just took from what you said, which I thought is a point that I'd like to really highlight, there's a skill or a style or a personal comfort or confidence that comes with voicing what you feel and becoming and achieving that openness. And again, I think it's learning the language or learning your style or learning how you approach a conflict or that crucial conversation is such a skill that many people don't have. They've avoided the tough stuff because they don't know how to make it maybe not safe, but they don't know how to to make it effective, to make it growth oriented, to include the request and not just make it a nag or somebody bellyaching. There's a skill to that. I know that it's something that I've had to learn and perfect and spend a lot of my days in the middle of, is how to position and...Rita Ernst: [00:18:16] We're both consultants. As a consultant, you're always asking tough questions and naming hard things. If you're not, you're, you know--.Tim Sweet: [00:18:25] -- you're not helping.Rita Ernst: [00:18:26] You're not going to be successful. So those are skills that we get to practice all the time. But I am just nodding my head furiously in agreement with you that yes, when people keep choosing avoidance, it is to their own professional detriment. Now, in the US, you can tell me if this is the same in Canada, but one of the most interesting things, and I share this sometimes in leadership talks that I give, is that in the new generation, in fact, it might be in my book, in the new generation, our education system has shifted to more group and team type learning. So when I was coming through school, everybody had their own little individual desk and you sat in your desk and you weren't really encouraged most of the time to look at, talk to, do things, occasionally there might be a project - now it changed in college, but I'm talking in through K through high school - now work is very collaborative and people are taught how to come together and work as a group and accomplish things and they have all the same challenges of, you know, this person isn't pulling their weight and those kinds of things, but they learn to navigate that now in school. And so there is some capacity and capability that kids are entering the workforce with. And yet I think we have norms in place that really don't allow them to tap in and use that skill set. And like so many things, when you don't use it, you lose it.Tim Sweet: [00:19:56] Yeah, so much of this is about how we show up. And so can you tell us a little bit about your book from the title on through to what you think are the why people should consider that as a support for everything we just talked about? Because I think we're there.Rita Ernst: [00:20:11] Okay, lovely. I love to talk about my book. The book is called Show Up Positive, and it is in two parts. So I really tried to think about you as the reader when I was writing the book and designing the layout of the book. And so the first part of the book is - and it's about a 50/50 split on the number of pages - the first part of the book is the call to action. And it really explains the impetus behind Show Up Positive, which I'll share here in a minute, why I've written this book and its relevance to this moment that we are in. And then the second part of the book is more of a road mapping of what to do to get yourself into the Show Up Positive mindset. In part two there are 50 show up positive behaviors that are defined in guidance given on ways to incorporate them into business. But at the core of the book and the whole why behind the book, what happened during the pandemic, is that I started getting calls from essential businesses, and the leaders of these essential businesses are like, We're imploding. And I know, I know some things I need to do. I need to get all my employees together. We need to get reconnected. We need to get back on the same page. We need to find our teamwork again. We've sort of fallen out of all of that, but it just feels overwhelming. I don't know what to do. I don't know where to start. And I said, I can help you with that.Rita Ernst: [00:21:45] Let's figure this out. And what was so interesting is they all started from this place of, I need to get my whole team together again. Like they really felt that that collegial-ness and community was missing. And so in both instances, the first two clients that I did, one of the first things we did was we brought everybody together in an all employee meeting. However, what we did is not spend all of our time talking about what's wrong or where we're going. We spent a huge amount of time looking backwards, talking about where we've come from and who we are. So we talked about the history of the organization, and how people connected into the organization, and the culture and the values implicit in the organization, and in the leaders of the organization where you have the founder still engaged in the leadership of the business. And that remembering of what it used to be like, how it used to feel in the organization, and remembering why did I join this company? What did I come here to do? Why was I so excited to become a part of this? Just helping people remember those things, because they've been stuck in this COVID conversation that, you know, you're getting it on the news, you're getting it on your social media feeds, you're getting it in your family discussions. This was in 2020, early 21, when the rules were constantly changing. We, you know, we were learning all the time about how this spreads. Do we need to wipe down surfaces? Do we need to, you know, it was just constant, constant, constant change.Rita Ernst: [00:23:29] And that was just consuming all of our time and attention. And it was creating anxiety and fear to boot. So from a psychological standpoint, we had our fight or flight system kicked on in high gear, which is why we kind of went a little crazy because we were acting from that place of our amygdala hijack versus the logical prefrontal cortex in the front of the brain. And so just explaining all of that to people in part one and really helping them understand that we do know how to have amazing organizations. I interviewed people in these companies and they said we would trip over one another to serve our customers. We were seamless. We just helped each other out naturally. Nobody had to ask. Nobody had to wait. I cared deeply about this company, like you could put my name on the sign out front because that's how much ownership I feel for us delivering to our customers. So these are people who were very engaged and integrated and it just fell off. And now they're missing that. They were longing to get that back, but not really sure the pathway to do that. And the answer is rather straightforward. Honestly, if we created it before especially, we can recreate it again. But we have to start remembering and we need to get reconnected to, not that you are replicating who you've been, but it's that feeling and that mindset that you had, and that intention that you had at that time.Tim Sweet: [00:25:05] There's great confidence that comes from looking at the facts that we've actually been there before. And it's funny, when you talk to organizations, often talking about that kind of stability when people are triggered or when they've gone through this type of low level trauma, to them it feels like they have no ability to get back there. It's like so far off and just remembering that they've already been there. I mean, there's that classic pie chart which you draw the one sliver and it'll say, you know, here's what we know we know. And then you draw another tiny little fractional sliver on this thing, 5% of the pie chart. Here's what we know we don't know. And then we used to, I use this all the time, you draw the rest of the pie chart and you'd say, here's what we don't know we don't know. But I've always said that there's a piece of this pie chart that's missing. There's a fourth piece that's quite large, and it's we've forgotten what we already knew. You know, we already learned something and because we're moving so far and so fast, we've shelved it. Or because there's been a bright new shiny thing, we've declared it obsolete and moved forward. And I don't think for a moment you're suggesting that we move backwards and pattern off of something that's, because life has evolved. We're two years farther ahead. But that grounding that you're talking about, that you're giving people, is really, it's a confidence boost. When you say remembering why I joined the company in the first place, remembering what we stood for or when things were clear, we can stand for that again, albeit in a different way. We know what it felt like to be stable. We got to be all about what we are next. Sure, but what are we jumping off from? What's our foundation?Rita Ernst: [00:26:55] And, you know, it didn't take that long. It didn't take that long, but the impact was so enormous. And of course, that wasn't the only thing that we did. But, you know, it gave us then, like you said, it was the perfect foundation to then start talking about our current celebrations and our current achievements and other things. But giving them in this perspective of, at one company had a woman say, it took me three years to get a job here. Like that, I just kept showing up and checking in, because the position that she wanted was limited and somebody was in that role and she's like, as soon as it's like, you know, when you have your dream house and you're like, if it ever goes on the market, we got to make an offer. Same thing. She was like, this is my dream job. And when this position is available, I want to be top of mind. We think about that, think about that, and to now be at this place and during the pandemic where she's questioning like, I don't know if I belong here anymore. I don't know if I should stay here anymore.Tim Sweet: [00:28:03] And maybe it is time to go. It's possible.Rita Ernst: [00:28:05] It is.Tim Sweet: [00:28:07] Those memories have been pushed aside out of survival. And as you say, we've gone down into that lizard brain and we're just like, things are very, very reactionary. So taking a moment to really, to reground, I think is just, that's really, that's a great suggestion, like bravo. I think that that is brava. That is awesome. So.Rita Ernst: [00:28:31] Well thank you. So you know the book is, it is really meant for individuals and there's work there for teams, organizational work, as you can appreciate, Tim, really requires more consulting from people like us to kind of bring it all together. But the biggest message that I want people to get from the book is that you have agency, you have power, and that if one person can come into your team and can change the dynamics such that they disrupt your team and erode your ability to perform as a team, one person can come in and pull it all together, you know, so just be that person. The really simple call to action is to be the coworker you wish you had. Instead of waiting for somebody else to change and allowing that to dictate, if you feel like you need more honesty in your team, then you show up and start being the honest person. If you need more camaraderie, then you show up and be a good friend and colleague to the people around you in the way that that means to you. If, you know, whatever it might be that you feel like is missing, that you are longing for, when you think back to when you really loved being a part of this team, what it was like, if people were helping, more helpful to one another, you set the new standard and do it for yourself.Rita Ernst: [00:30:02] You're not doing it to prove somebody else bad. You're not doing it to, you know, it's not a vanity thing. It's a if I start being this person again, then I can feel better about myself. I can contribute. And what's so interesting about this is it's risky. It's really super risky when you start because you are standing against the team norms that have you trapped in this really negative space. And that's why people feel so stuck. They feel so stuck because the norms have now evolved around maintaining this negativity. So it takes a little bit of courage to go against, because you might get rejected. People might make fun of you, you might get bullied a little bit. But at the same time, when you do this for yourself and for your commitment to what you want to bring into the organization, there are some people that are going to look at you and go, I would much rather hang out with Tim and be a part of that conversation than this backbiting, backstabbing stuff going on over here, and they will start to migrate.Tim Sweet: [00:31:08] Oh yeah. Yeah, yeah.Rita Ernst: [00:31:09] You become this beacon of possibility for others. It will happen in that way. But it does take a little bit of courage to be the one to stand. And I'm not talking about swallow it down false positivity. You know, when people are being disrespectful, when people are harassing others, you need to stand up and challenge that behavior, and stand for your values in that moment. And that is showing up positive. So it's not about just smoothing everything out. And like we were talking about earlier, it's not about avoiding conflict at all, but it is about being true to who you need to be to have the workplace around you that you desire. I believe this from day one, walking out of my graduate school, I'm a behaviorist in psychology. And so I do believe that we have the power and the potential to generate things in our lives that we want and need.Tim Sweet: [00:32:11] I think that that is a really great message to end on. So, Rita, I want to thank you for being here. I think that you've encouraged me to bring the past into the conversation a little bit more and to remember what has happened. And I've always been a believer in, you know, before we start sort of pointing the fingers at why something isn't happening or waiting for somebody else to create that change, that positivity in our work environment, that we have to first say, you know, perhaps this is my role. And when you have a team that's coming together and every one of them feels it's their responsibility to ensure that the team is functioning well and that everybody on that team is benefiting. Amazing things happen.Rita Ernst: [00:32:54] It's changing habits. And changing habits take focus and intention.Tim Sweet: [00:33:00] And a feeling of license and the ability to take action.Rita Ernst: [00:33:03] Yes. So it's important that you, you know, have a plan and you work that plan. And so I figure with 50, you've got a lot to choose from. And it can be every week. It could be you could work on one behavior for a month and you would still be successful. So, but start. The thing that won't work so well is trying something new every day. You're going to wear yourself out. You really need to sort of take that more yoga style mindset of like, you know, really getting in intentional and building the practice, building the muscles, you know, the mental muscles to show up consistently in this way that you want to show up.Tim Sweet: [00:33:45] And don't be afraid to specialize if it's something that really is impactful and it's how you lead or it's how you bring positivity or it's how you, people can be specialists. They can be better at one style of leadership or engagement than anybody else is. Hey, don't apologize for it. Like, do it. Do it a lot. Right?Rita Ernst: [00:34:07] Yes. And encourage every little nugget of positivity you see in others around you. A lot of times the most subtle things, but having somebody notice when you bring something into the interaction or the experience, is reinforcing both positively and negatively.Tim Sweet: [00:34:31] It's a great place to start. So, Rita, we're going to call that one. I'm really happy with that. I think that there's lots there for you out there that are listening to embrace and chew on. There's actions that you can take and instill some of this thinking into your lives and you'll probably see immediate change, and a move towards a brighter future. And I love that suggestion about, hey, let's not forget our roots. Let's not forget why we're here and where we came from, and engage on that. And Rita, before I let you go, let's just remind people, if they want to find you, what's the best way for them to connect with you?Rita Ernst: [00:35:05] My website has everything that you will need to find me, and all my social media links, my book information, everything. It's IgniteExtraordinary.com. That's also my social handle on Instagram and Facebook is @IgniteExtraordinary, and of course I'm Rita Ernst Positivity Influencer on LinkedIn, so I'm happy to connect with people, and if you purchase the book, read the book, have questions, I have a Monday show that I do at 12:45 Eastern Time every Monday, that introduces one of those positivity words from the back of the book. And then immediately following that, there's a link where you can join a community conversation. So please come join the community and let me help you navigate this next chapter of your life and how you want to show up in your workplace.Tim Sweet: [00:35:58] Awesome. Rita, I want to thank you again for being here today and we'll do this again real soon.Rita Ernst: [00:36:03] Thank you for the invitation, Tim. Have a great afternoon.Tim Sweet: [00:36:06] Thank you. I appreciate it.
Sometimes we may think we know someone who we've witnessed in our life, yet find out it isn't all it appears to be to the outside world. Today I sat down with another retired English teacher, Gwen Parker. Gwen has been an inspiration to me over the years, specifically when it comes to her involvement in One-Act Plays, her students and consistently overcoming her own fears and chronic shyness. Listen in as we chat about: Going outside the comfort zone and following the curves in the road. Pushing ourselves to what we thought was never possible. Trusting God has a plan and when faced with retirement how important it is to find purpose and fulfilment. Healthy competition, a weight loss adventure and striving for greatness. Finding community and friends who are like family and hardly able to express their significance in your life. Viewing retirement as a possibility, not as an ending. This was such a delightful conversation and definitely creates an everlasting memory in my heart. I encourage you to connect further with Gwen via Instagram @gwenjohnsonparker her website and facebook to connect. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach me at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
Authour of the 'The Bigger Picture: How psychedelics can help us make sense of the world' (Hay House, 2023), joins Mark to talk politics, the psychedelic renaissance, the dark side of tripping, how to do it safely, DMT, sense making, Rebel Wisdom, the big crisis, decadence, “safety”, practices, journaling, shame and being WEIRD. And really interesting, fast-paced exploration. Check out live In-person events here: www.embodimentunlimited.com Alex Beiner is a writer, podcaster and facilitator with a love for making sense of culture, hosting transformative experiences, and exploring how we can evolve and thrive in the chaotic times we live in. Also one of the founders of Rebel Wisdom, a popular alternative media platform that ran from 2017-2022 and explored the cutting-edge of systems change and cultural sensemaking. As well as publishing regular essays and articles on my Substack, Alex is an executive director of Breaking Convention, Europe's longest-running conference on psychedelic medicine and culture, and also co-created and co-facilitate a legal psilocybin retreat called Regenerative Stewardship.
Our guest today is Diane Martinez, and she brings a certain energy to this conversation that is electrifying, and I reckon you'll love it as much as I do. Diane starts with the famous quote from Abraham Hicks, ‘Everything is always working out for me,' and from there, the conversation really takes off. Diane truly understands what it's like to know you have more to offer the world and knows we can either drift through life or consciously create it. Listen in as I chat with Diane about: Quiet confidence and peace in our own mindsets and how it isn't up to us to force life into certain configurations. Opportunities that present themselves when we're in a state of resistance, and how we can fail to see opportunities in front of us. How she found courage and strength moving overseas from everything she had ever known and how this changed the trajectory of her life. Taking care of our mind, spirit, and body and how it can benefit our life as a result. How there is a momentum of beliefs that has taught us we can't trust ourselves and that the answers lie outside us, changing this mindset and what that means moving forward. Please follow Diane and her wonderful work on Instagram or via her website https://consciouscreatinglifecoaching.com/ and text 404.439.9383. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story. You can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more, please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
Even as a writer, there are times when I struggle to find the words to express how much certain moments in my life mean to me. All the way from earliest childhood memories until now there has been one particular person who has been there every step of the way, and that is my mom. Today we bring you a very special mother's day episode with myself and my brother Pete Hale. My mom (Jerry) is inspirational to all those who know her, and this conversation is very near and dear to my heart. Words can hardly describe, take a listen for yourself inside. www.teachingyourselftolearn.com
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Y'all know that I love a good quote: after all, it's one of the opening questions I have asked each one of my guests for the podcast, and today is no different. However, I'd love to throw in a bonus quote for you today from a famous movie that includes fried green tomatoes, the Whistle Stop Cafe, and Fannie Flagg. “It's funny when you're a child, you think time will never go by, but when you hit about twenty, time passes like you're on the fast train to Memphis. I guess life just slips up on everybody. It sure did on me.” I find this quote so relevant to both the conversation in this episode and as we navigate through this third half of life. Today's guest is dear to my heart and actually the mom of Melissa Stecher, who I chatted to all the way back in episode 14. Kim Stetcher is a devout Catholic Christian and keener than her beans gardener. Listen in as we chat about: Building a circle of love. A prayer group that has been going strong since 2004 and provided phenomenal support even more than anyone thought possible. How Kim's gardening love has developed and played a part in her life through her dad, family, mentors, and working career. Starting small with seeds and now growing to schedules, plans, and all the wisdom along the way. The difference between heirloom seeds can make and how Kim's family is now on board to build a legacy and help her produce enough to share with friends, family and support services in the community. How to start, even if you're a complete beginner. The benefits of growing your own produce and how easy it can be to start with a seed. Kim is developing ways to share her wisdom and skills, and in the meantime, I invite you to reach out to me with any questions and comments at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. To connect and apply to be a guest and share your story, you can reach Holly at www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more, please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
This episode piggybacks off last week's solo episode - although without so much of a Walton reference inside. If you've listened along with the Podcast for a while now you know Holly loves a good quote or few and today is no different. She opens with the quote from Jackson Pollock which says - the secret to success is to be fully awake to everything about you. Listen as Holly explores this very concept in her third half of life and talks about: Stepping back and taking a 360 degree look at every aspect that has to do with you including likes and dislikes, dreams and desires and where your inner world may have been influenced by that external to you. Think about what you keep coming back to. Often we find that it does present itself again in this third half of life journey. A fun and simple exercise that Holly found herself coming back to years after she was witness to it. A wonderful reminder when we find ourselves in a funk and veering off track. The noise that we often have around us when it comes to what we should, could and would be doing. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
I'm a self-confessed sentimental, nostalgic type of person and over the years have loved to sit down with the Waltons, Little House on the Prairie, Gilligan's Island and The Brady Bunch, to name a few, and today's episode is actually inspired by a Waltons episode! The episode has a pivotal message of following your heart and encouraging us to figure out what we want by simply stepping forward. I expand on this concept in this episode with further thoughts involving: The John Barrymore quote A man is not old, until regrets take the place of dreams. How this quote is relevant even 100 years later and how generations benefit from these words and experiences, especially in their third half of life. Coming back to recurring themes in our lives, paths and signs that resurface, something that you are passionate about and is difficult to get out of your mind. Sentimental and nostalgic moments through memories with the box. How they can evoke further thoughts and memories and my reflections with these moments. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach me at teachingyourselftolearn@gmail.com. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author.
*Trigger warning. This episode contains talk of attempted suicide and may be confronting for some listeners. If you or a loved one are struggling with suicidal thoughts, please call the National Suicide Prevention Lifeline in your local area. There is help available for you. There are often events throughout our lives that shake us to our core. Past relationships which are unhealthy with harmful patterns can push us to the limit. Unfortunately Debbie Griffiths was driven to her peak after experiencing domestic violence for over 17 years. At 63, she feels like her life is just beginning. She has now published a book to help others and come through stronger, healed by taking one step and a time and rebuilding a life worth living. Listen in as Holly and Debbie discuss: How everything that has happened has brought her to this point. Each stepping stone prepared for the next step, including twists and turns and the whole nine yards. Accepting responsibility and moving forward. Getting better at speaking up for what we need. How her suicide attempt opened her eyes to make a change to her life and how it took a while to understand and recognize what was happening. Giving back to others. Bringing awareness to others to help them recogize the signs and learning how to take care of ourselves. The important basic human need to be loved and to love in return. How we are not made to stay stuck. The opportunity in the third half of life to ask what it is we want to do. To find out more about Debbie, take a look at her book Torched, Burnt By a Gaslighter please visit her website www.brokentoboldness.com you can also find her on Instagram @debbiegriffiths581, Facebook and LinkedIn. This episode is made possible by the New Author Intensive. To find out more please visit www.teachingyourselftolearn.com and use coupon code NEWAUTHOR for $100 off when you sign up. Because while everyone is not a writer, anyone can become an author. To connect and find out more about the Teaching Yourself to Learn Podcast, apply to be a guest and share your story you can reach Holly at teachingyourselftolearn@gmail.com or via the website www.teachingyourselftolearn.com.
This week on Friendless, your pal James Avramenko chats with returning guest Brian Alan Ellis. They discuss creative routines, the inate hostility of social media, indy publishing, networking with artists, and pro wrestling! Give Brian a follow on Instagram Buy his books at House of Vlad Sign up for the Friendless Substack Check out the Friendless Pensight Follow Friendless on TikTokSupport the showIf you like this show and want to support it why not Buy Me A Coffee or visit the Friendless Linktree to sign up for the newsletter, get free downloads, and so much more!
On today's episode, Equalman has a chat with thought leader, Marie Forleo, as she gives advice on how to train your mind for success. Marie Forleo is an American entrepreneur and founder of Marie Forleo International. She is known for her advice books, Everything is Figureoutable and Make Every Man Want You, as well as the online business program B-School. Forleo hosts and stars in MarieTV, a YouTube web series, and The Marie Forleo Podcast. 5x #1 Bestselling Author and Motivational Speaker Erik Qualman has performed in over 55 countries and reached over 50 million people this past decade. He was voted the 2nd Most Likable Author in the World behind Harry Potter's J.K. Rowling. Have Erik speak at your conference: eq@equalman.com Motivational Speaker | Erik Qualman has inspired audiences at FedEx, Chase, ADP, Huawei, Starbucks, Godiva, FBI, Google, and many more on Focus and Digital Leadership. Learn more at https://equalman.com
The Deep Wealth Podcast - Extracting Your Business And Personal Deep Wealth
“Look at each failure in life as an opportunity, just get up and keep on going.” - Trish TonajTrish Tonaj is an award winning Marketing Consultant, Artist, Author and Founder of ShareYourStories.online. As an artist, her work is best described as bold, colourful, abstracts that enhance your personal space. Colour Outside the Lines workshops encourage your creativity while thinking outside the lines. With a recent solo show at the Relais & Chataux, Langdon Hall, her work is found in Europe, United States and Canada.In support of the entrepreneurial spirit, Trish is the founder of shareyourstories.online an international marketing platform featuring business stories that share your great ideas. She is the host for the weekly podcast Business Mentorship; Keepin' It Real, live and unscripted interviews introducing the person behind the logo. Under the umbrella of mentorship and collabortion over competition, her mission is to increase your visibility, encourage collaboration and build connections in your community.With a love of writing she has co-authored an e-magazine on Wealth and Wellbeing and is acontributor to Thrive Global and Canfitpro magazine. As a published author, and speaker, she has written two books:Breaking Barriers: 10 Entrepreneurial Women Share Their Stories and A Diary of Change 12 Personal Tools.Join Trish as she trades a pen for paintbrush!Click here to subscribe to The Sell My Business Podcast to save time and effort.SELECTED LINKS FOR THIS EPISODETrish TonajShare Your Story With Us!Business Mentorship; Keepin' It Real - YouTubeBooks: https://amzn.to/3fklusfCockroach Startups: What You Need To Know To Succeed And ProsperFREE Deep Wealth eBook on Why You Suck At Selling Your Business And What You Can Do About It (Today)Book Your FREE Deep Wealth Strategy CallResources To Have You Thrive And ProsperThe Deep Wealth Podcast brings you a wealth of world-class thought leaders who share invaluable resources and insights. Click the link below to access the resources, gear, and books that either our guests or the Deep Wealth team leverage to increase success:https://www.deepwealth.com/thriveContact Deep Wealth: Tweet @JeffreyFeldberg LinkedIn Instagram Subscribe to The Deep Wealth Podcast Email podcast[at]deepwealth[dot]com Help us pay it forward by leaving a review.Here's to you and your success!As always, please stay healthy and safe.
We get advices from author and educational wellbeing consultant Linda Bonnar on how to be better parents to teens. We focus our health conversation about frequent infections in kids and Fatty Liver Disease. And lawyer Jayshree Gupta answers all your concerns about employment law.See omnystudio.com/listener for privacy information.
On today's episode, Erik sits down with #1 best-selling author, Gabby Bernstein, as she revels her insights on how to get unstuck and keep trecking on. Gabrielle Bernstein is an American author, motivational speaker, and podcast host. Gabby grew up meditating beside her mother in ashrams across upstate New York. Her life took a dark turn in her late teens and early 20s when she rebelled and embraced alcohol and drugs. Finding sobriety in 2003, she then worked to “turn fear into faith, to stop chasing life and truly live." 5x #1 Bestselling Author and Motivational Speaker Erik Qualman has performed in over 55 countries and reached over 50 million people this past decade. He was voted the 2nd Most Likable Author in the World behind Harry Potter's J.K. Rowling. Have Erik speak at your conference: eq@equalman.com Motivational Speaker | Erik Qualman has inspired audiences at FedEx, Chase, ADP, Huawei, Starbucks, Godiva, FBI, Google, and many more on Focus and Digital Leadership. Learn more at https://equalman.com
On this podcast join me and Neven Paar the Authour of The Serpent Rising and The Magus, 2 Kundalini principled books driven to help anyone understand their internal peace and freedom. Neven has taken his own awareness and shared his profound discovery in two amazing books, and on the show we dig deeper into the importance of knowing ourselves as humans to tap into our fullest potential and cultivate a more profound understanding towards ourselves and the ability to create our lives. The greatest teacher is within us. “One of the first gifts to manifest in my life was the unfoldment of new creative expressions. Visionary painting, inspired acting and comedy, and expressions through poetry and musical lyrics entered my life as I allowed this newfound creative energy to channel through me. Knowledge and understanding of the hidden mysteries of life and Creation inspired my tone of speaking and writing on Spiritual topics. A new thirst for expressing these truths evolved inside me as my consciousness continued to expand as a result of the Kundalini energy awakened within me.” We can all consciously express this artist within us, all we have to do is be willing to go inside and discover it. Connect with Neven: https://www.instagram.com/wingedshoespublishing Website www.nevenpaar.com Order his books linktr.ee/wingedshoespublishing Hit me up on social media and say hi! Youtube: https://bit.ly/35nJ0uV Podcast: http://www.ericbalance.com/podcast/ Instagram: https://www.instagram.com/ericbalance/ Facebook: https://www.facebook.com/ericbalancecoaching Website: https://www.ericbalance.com/
Authour and artist joins me to talk starting spirituality young, writing “How to F**k Like a Goddess”, women's sexuality, modern femininity, the archetypal feminine, the relationship to the body, why womens are unhappy, disidentifying with victim consciousness, practical tips for women, and some advice for men too. An important conversation. Website https://www.alexandraroxo.com/ Social https://www.facebook.com/alexandraroxo11/ https://www.instagram.com/alexandraroxo/ Links https://www.alexandraroxo.com/book/ https://www.alexandraroxo.com/podcast/ Bio Alexandra Roxo is a bestselling author and coach to women, specializing in a holistic and spiritual approach to love, sex, and intimacy. Her writing and art around modern femininity, spirituality, and sexuality can be found in her book, F*ck Like A Goddess: Heal Yourself, Reclaim Your Voice, Stand In Your Power, and in her podcast, Holy F*ck. She coaches women to live from their hearts, to express the song of their souls, and live open and alive in all areas of life. You may also enjoy these episodes : https://podcasts.apple.com/gb/podcast/the-embodiment-podcast/id1284562064?i=1000571451612 https://podcasts.apple.com/gb/podcast/the-embodiment-podcast/id1284562064?i=1000563749621
Welcome to The Voice of Retail. I'm your host Michael LeBlanc. This podcast is brought to you in conjunction with Retail Council of Canada.In this episode, meet Phyl Terry, as we catch up and share experiences going back 25 years together in the eCommerce usability field and talking about his new book, Never Search Alone. Based on 25 years of experience working with thousands of leaders, the book provides a time-tested, multi-step process to find the right job now – one that sits at the intersection of hopes, dreams, and market realities.Learn more about Slow Art DayThanks for tuning into this special episode of The Voice of Retail. If you haven't already, be sure and click subscribe on your favourite podcast platform so new episodes will land automatically twice a week, and check out my other retail industry media properties; the Remarkable Retail podcast, the Conversations with CommerceNext podcast, and the Food Professor podcast. Last but not least, if you are into BBQ, check out my all new YouTube barbecue show, Last Request Barbeque, with new episodes each and every week!I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company & Maven Media, and if you're looking for more content, or want to chat follow me on LinkedIn, or visit my website meleblanc.co! Have a safe week everyone!I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company & Maven Media, and if you're looking for more content, or want to chat follow me on LinkedIn, or visit my website meleblanc.co! Have a safe week everyone! About PhylPhyl Terry, Founder and CEO of Collaborative Gain, Inc., launched the company's flagship leadership program – The Councils – in 2002 with a fellow group of Internet pioneers from Amazon, Google, and others. Thousands of leaders from the Internet world have come together in the last 15 years to learn the art of asking for help and to support each other to build better, more customer-centric products, services, and companies (see their testimonials).Phyl has also spent close to three decades as a pioneer and leader in customer experience. As CEO of Creative Good for 15 years, Phyl and the team ran hundreds of consulting projects helping companies like Apple, Facebook, and the New York Times build digital experiences that delight customers. Phyl also co-authored Customers Included, the book widely praised for its practical and passionate focus on building better businesses, and is currently writing his second book on the art of asking for help, which will be published by the Harvard Business School Press (see his previous HBR article and TEDx talk.As a speaker, Phyl has given hundreds of keynotes and featured talks at events like the Harvard Business School Distinguished Speaker Series, National Retail Federation conferences, Forbes, Inc. Magazine, TEDx and for private corporations such as Apple, American Express, eBay, Fidelity, Google, Intuit, Walmart, and many others. See a list of companies and conferences where he's spoken (and some testimonials and a 3 minute video about his talk). Phyl has been profiled and quoted extensively in publications like the Wall Street Journal and the New York Times and named by Fast Company as one of the Fast Company 100 – 100 leaders shaping the 21st century.In his spare time they founded and run three pro-bono programs – Slow Art Day, Reading Odyssey, and the Warren Buffett Reading Group.About MichaelMichael is the Founder & President of M.E. LeBlanc & Company Inc and a Senior Advisor to Retail Council of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience and has been on the front lines of retail industry change for his entire career. He has delivered keynotes, hosted fire-side discussions with C-level executives and participated on thought leadership panels worldwide. Michael was recently added to ReThink Retail's prestigious Top 100 Global Retail Influencers for a second year in 2022. Michael is also the producer and host of a network of leading podcasts, including Canada's top retail industry podcast, The Voice of Retail, plus the Remarkable Retail with author Steve Dennis, Global E-Commerce Tech Talks and The Food Professor with Dr. Sylvain Charlebois. Most recently, Michael launched Conversations with CommerceNext, a podcast focussed on retail eCommerce, digital marketing and retail careers - all available on Apple, Spotify, Amazon Music and all major podcast platforms. Michael is also the producer and host of the “Last Request Barbeque” channel on YouTube where he cooks meals to die for and influencer riches.
"The more important a project is to the evolution of your soul, the more Resistance you'll feel to it."Our guest this week is Steven Pressfield, acclaimed screenplay writer (The Legend of Bagger Vance, among others), bestselling fiction author (A Man at Arms, Gates of Fire) and, as you'll learn, a "servant to the Muse." But he's joining us to discuss his breakthrough efforts to help people walk through their fear to create and deliver their best work.In Part 1 of our two part interview we dig into Steve's ground-breaking book The War of Art to unpack the concept of Resistance--the almost mythical, but very real and pernicious, force that fights our desire to innovate and bring our new ideas to the world. In his trademark engaging and to the point style, Steve lays out how to overcome our self-doubt and self-sabotage to breakthrough ways we get stuck. But first we give our hot-takes on the latest retail news, including a quick review of what earnings from Gap, Nordstrom, Macy's, and others suggest about the balance of the year. Spoiler alert: lots of markdowns. Bed, Bath & Beyond also announced (yet another) turnaround plan, which is long on cost cutting but falls short on what really ails them. And no episode is complete without a trip to the Wobbly Unicorn Corner where we unpack news from Klarna, TheRealReal and Peloton. GroceryShop discount offer:Valid for Retailers and Brands only, use code RBR1950 to access our special rate / ticket price is $US1950. Offer code expires 9/22/22.Oprah's Super Soul ConversationsUnlocking Your Creative Genius with Steven PressfieldPast podcast episodes referenced:The Customer is the Channel with Tractor Supply's Rob MillsWhy Does It Take a Crisis for Retailers to Innovate? About UsSteven Pressfield Steven Pressfield is the author of The War of Art which has sold over a millions copies globally and been translated into multiple languages. He is a master of historical fiction with Gates of Fire being on the required reading list at West Point and the the recommended reading list of the Joint Chiefs. His other books include A Man at Arms, Turning Pro, Do the Work, The Artist's Journey, Tides of War, The Legend of Bagger Vance, Last of the Amazons, Virtues of War, The Afghan Campaign, Killing Rommel, The Profession, The Lion's Gate, The Warrior Ethos, The Authentic Swing, An American Jew, Nobody Wants to Read Your Sh*t, and The Knowledge.His debut novel, The Legend of Bagger Vance was over 30 years in the making. He hasn't stopped writing since.Steve lives and writes in California. You can following him on IG @steven_pressfield. Sign up for his weekly writing newsletter at stevenpressfield.com "It is one thing to study war, and another to live the warrior's life." Steve Dennis is an advisor, keynote speaker and author on strategic growth and business innovation. You can learn more about Steve on his website. The expanded and revised edition of his bestselling book Remarkable Retail: How To Win & Keep Customers in the Age of Disruption is now available at Amazon or just about anywhere else books are sold. Steve regularly shares his insights in his role as a Forbes senior contributor and on Twitter and LinkedIn. You can also check out his speaker "sizzle" reel here.Michael LeBlanc is the Founder & President of M.E. LeBlanc & Company Inc and a Senior Advisor to Retail Council of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience, and has been on the front lines of retail industry change for his entire career. Michael is the producer and host of a network of leading podcasts including Canada's top retail industry podcast, The Voice of Retail, plus Global E-Commerce Tech Talks , The Food Professor with Dr. Sylvain Charlebois and now in its second season, Conversations with CommerceNext! You can learn more about Michael here or on LinkedIn. Be sure and check out Michael's latest venture for fun and influencer riches - Last Request Barbecue, his YouTube BBQ cooking channel!
Kane Brisco is a Taranaki dairy farmer who has gained a huge following on social media with the “Farm Fit” movement he started in 2019, to help improve physical and mental fitness wn emphasis on the rural community. In April he ran 100km in his gumboots and in the process raised over $20,000 for I Am Hope. His brand-new book, “Tools for the top paddock” will be out in August. Follow Farm Fit on IG: Farmfit_NZ
In this episode Nincy Erazo shares about her mother bringing her and her sister to the United States from Guatemala when she was just 3 years old. She talks about the mental and physical abuse she suffered from her husband. Nincy discusses getting pregnant and then having a miscarriage and how the abuse continued. Until one day she got the courage to leave the abusive relationship. She also shares about how her daughter's father left the addictions, was restored, and is now part of her daughter's life. Nincy was invited to speak to a group on physical abuse and it was then, that she knew she just had to share her story and write a book. She is now an author and a podcaster who shares how Christ help her forgive and become a new person.
Today we are talking about the importance of Black fathers. June is the month we are celebrating the amazing men in our lives, community, and overall contribution to the culture. The media often depicts Black fathers as deadbeats and many other negative stereotypes, however, we have the power to control the negative by shining the light on all the amazing dads out there holding it down and changing the narrative. We continue to UPLIFT, SUPPORT, HONOR, and show LOVE to our Black men and fathers! Bio: Khalid White, Ed.D. (He/Him/His) is an award-winner in the fields of Education, Film and Literature. He is an African American Studies Professor at San Jose City College. A career educator, Khalid began teaching in CA public schools in 2005. As an entrepreneur, Khalid owns the multi-media company Blkmpwr (Black Empower), LLC. www.blkmpwr.com The company focuses on education, empowerment, and equity. A proud HBCU alum and CA Community College advocate, Khalid is a co-founder of the Pipelines to Possibilities (P2P) program, connecting the two systems of higher education to increase faculty diversity. https://pipelines2possibilities.org. Khalid continues to work with education and community organizations advancing equity, inclusion, and social justice. --- Send in a voice message: https://anchor.fm/invisiblewomen/message
Welcome to The Voice of Retail. I'm your host Michael LeBlanc. This podcast is brought to you in conjunction with Retail Council of Canada. Unprecedented is a remarkable collection of exclusive, first-person stories on leadership during the COVID-19 pandemic from 29 chief executives at iconic Canadian companies. In this first part of a two-part series, I speak with Andrew Willis, business reporter with the Globe and Mail and co-author and editor of this unique and necessary book. We talk about the story behind the book and the tradecraft of editing that creates this cohesive read. Lastly, I ask Andrew whether his reporting might change based on the experiences shared by these CEOs and the process of pulling the book together. Thanks for tuning into this special episode of The Voice of Retail. If you haven't already, be sure and click subscribe on your favourite podcast platform so new episodes will land automatically twice a week, and check out my other retail industry media properties; the Remarkable Retail podcast, the Conversations with CommerceNext podcast, and the Food Professor podcast. Last but not least, if you are into BBQ, check out my all new YouTube barbecue show, Last Request Barbeque, with new episodes each and every week! I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company & Maven Media, and if you're looking for more content, or want to chat follow me on LinkedIn, or visit my website meleblanc.co! Have a safe week everyone! About AndrewAndrew Willis is a business columnist for the Report on Business at The Globe and Mail, based in Toronto.He has been in business communications and journalism for three decades. From 2010 to 2016, he was senior vice president of communications for Brookfield Asset Management, a leading global alternative asset management company.Andrew's career in journalism included stints at a number of publications, including writing the Streetwise column at the Globe and Mail from 1995 to 2010. He also worked at The Financial Post, The Financial Times of Canada, Dow Jones/Wall Street Journal, and Maclean's magazine.Andrew co-wrote a book, The Bre-X Fraud, with Report on Business colleague Douglas Goold.He holds a Bachelor of Arts degree from the University of Western Ontario and a Bachelor of Arts degree in Journalism from University of King's College, Halifax. About MichaelMichael is the Founder & President of M.E. LeBlanc & Company Inc and a Senior Advisor to Retail Council of Canada as part of his advisory and consulting practice. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience and has been on the front lines of retail industry change for his entire career. He has delivered keynotes, hosted fire-side discussions with C-level executives and participated on thought leadership panels worldwide. Michael was recently added to ReThink Retail's prestigious Top 100 Global Retail Influencers for a second year in 2022. Michael is also the producer and host of a network of leading podcasts, including Canada's top retail industry podcast, The Voice of Retail, plus the Remarkable Retail with author Steve Dennis, Global E-Commerce Tech Talks and The Food Professor with Dr. Sylvain Charlebois. Most recently, Michael launched Conversations with CommerceNext, a podcast focussed on retail eCommerce, digital marketing and retail careers - all available on Apple, Spotify, Amazon Music and all major podcast platforms. Michael is also the producer and host of the “Last Request Barbeque” channel on YouTube where he cooks meals to die for and influencer riches.
#dubai #entrepreneur #entrepreneurship Thanks for watching the video [From cavalli to Manali]Meet Moustafa Hamawi the Authour of live passionately and the founder of the passionpreneurpublishing helping hundreds of Authors translating their ideas into books.Follow Me Online:Instagram: https://www.instagram.com/anthony_aj_...Linked In: https://www.linkedin.com/in/anthony-j...Website: www.anthonyjosephaj.comhttps://blog.feedspot.com/dubai_business_podcasts/
In this episode, Meghan talks to Podcast Host and Author of the book Unlearn the Lies, Abraham Sculley. They discuss his struggles with depression, "feeling weak" and refusing help until he found himself with no other options. Abraham has authored a book called "Unlearn the Lies" to try to break the stigma about young men getting therapy. Resources: National Suicide Prevention Hotline: 800.273.8255 Contact Abraham Sculley: Website: https://www.abrahamsculley.com/ Social Media: @abrahamsculley Contact Meghan: Website: www.judgingmeghan.com Social Media: www.instagram.com/judgingmeghan
Mike McClean, Stand up Comedian, TV Presenter, Comedy Writer, Actor, Pantomime veteran, Voice Over Artist, Authour, Mike is a brilliant and natural talent and puts 100% into whatever genre he is working. I have seen Mike work a live audience on Cruise Ships and his skills working the crowd, entertaining the crowd and commanding a crowd shows his dedication to the art making sure the aisles are full of people rolling in them.Mike is great great company if you find yourself in his presence then you are in for a treat whether he is telling a story or a joke or reliving his auto-biography and he has been there to earn these anecdotes which are are truly entertaining in themselves.Enjoy Squeaky Mike McClean
Welcome to the The Voice of Retail , I'm your host Michael LeBlanc, and this podcast is brought to you in conjunction with Retail Council of Canada.In this episode, I'm in Chicago with famed business strategist Rishad Tobaccowala, who shares insights from his bestselling book “Restoring the Soul of Business: Staying Human in the Age of Data” talks about his 30-year career advising clients on change, innovation and growth and in a wide-ranging and next-level fascinating discussion talks about the future of the workplace, our roles within in, and the difference between a cult and a culture, then three massive global trends you need to know.Follow Rishad's blog here, and subscribe to his amazing weekly newsletter, "The future does not fit in the containers of the past", here. *******Thanks for tuning into today's episode of The Voice of Retail. Be sure to subscribe to the podcast so you don't miss out on the latest episodes, industry news, and insights. If you enjoyed this episode please consider leaving a rating and review, as it really helps us grow so that we can continue getting amazing guests on the show.I'm your host Michael LeBlanc, President of M.E. LeBlanc & Company, and if you're looking for more content, or want to chat follow me on LinkedIn, or visit my website meleblanc.co!Until next time, stay safe and have a great week!
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Igor Ryabenkiy is a Doctor of Business Administration, Founder and Managing Partner at AltaIR Capital. Considered to be a pioneer of venture investment in Russia and the CIS. After the success of his core business, Igor started investing as a business angel. Few years later AltaIR Management Company was founded. Today AltaIR Capital has several funds under management, each of which gave the rise to dozens of startups, that have now grown into global corporations. Authour of the book “Easy Venture: A Practical Guide for Aspiring Angels and Future Unicorns.”
Robbie is an internationally respected healer,international speaker and medium. Authour of the award winning books read in 43 countires secrets of aboriginal healing and aboriginal secrets of awakening.Robbie also has a new book out Vibrant living: braving the pandemic with help from your guardian angel, its filled with clear directives on how to engage angels and benevolent spirit guides for help with any of todays challenges.In todays episode we discuss:Aboriginal Healing.Robbie and Her Husband Gary's healing journeys.What is a soul ?Soul contracts and intentions.Understanding the mind.How to work with benevolent spirit guides. Dealing with emotions.The pandemic as a stepping stone to move into living 4th and 5th dimensionally.And much more interesting topics. If you love it please rate,review and share it with your friends,family and on social media. I Love you guys.Connect with Robbie:Website: https://holzwellness.com/Facebook: https://www.facebook.com/Holz-Wellness-179341658800208/Connect with me:Instagram: https://www.instagram.com/lachlan.dunn/Facebook: https://www.facebook.com/lachlan.dunn.161/Youtube: https://www.youtube.com/channel/UCOSrM6mN5TcDst3MwUAjKfg/videos?view_as=subscriber
Today, we invite you to connect with Char and her guest, Thapi Ravele, Wife, Mother, Authour and Psychometrist. Join us as we explore compassion, emotional kindness and excellence in the workplace. Link to all social, below. https://linktr.ee/charcandidpod Subscribe & Review. Like. Comment. Share. Apple Podcasts: https://instagram.com/charcandidpod Google Podcasts: https://podcasts.google.com/?feed=aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL2NoYXJjb29wZXJjYW5kaWQvZmVlZC54bWw%3D iHeartRadio Podcasts: https://www.iheart.com/podcast/269-the-char-candid-podcast-68315420?cmp=ios_share&sc=ios_social_share&pr=false&autoplay=true Stitcher Podcasts: https://www.stitcher.com/s?eid=76614285&autoplay=1 YouTube: https://www.youtube.com/channel/UC0L6oHffxoIBOmmy3xGxqLw
Cris Doloc functions as a Director, Advisor to StockOdds, Inc. Cris Doloc is an accomplished Quantitative & Computational Scientist, team and platform builder, and currently teaches at the University of Chicago Financial Mathematics Department "Case Studies in Computing for Finance". Cris Doloc holds a Ph.D. in Computational Physics and has worked for more than two decades at the intersection of Quantitative and Computational Finance. He is an accomplished technology leader who designed and led the implementation of several firm-wide trading, valuation and risk systems. Cris' expertise extends from enterprise software architecture, to High Performance Computing and Quantitative trading. He is very passionate about the opportunities that recent developments in Cognitive Computing and Computational Intelligence could bring to the field of Quantitative and Computational Finance. Cris Doloc has spent the last two decades in the field of Computational Finance working for several top-tier financial firms. As such Cris has been the Chief Technology Officer of Terra-Nova Financial, the Head of Valuation Infrastructure at Chicago Trading Company and the Founder & Principal of Quantras Research Ltd. Cris Doloc is the Authour of "Applications of Computational Intelligence in Data-Driven Trading" - Available on Amazon https://www.amazon.ca/dp/B0813ZSNKK/ref=rdrkindleext_tmb
Big Bro B talks about moving forward in the community with Civil Rights board member Sheri Munsell, Family therapist and best selling book author of Black Mental Health Matters Aaren Snyder, and Authour, Trainer, Chef and Motivational Speaker Mr. L.A. Kendrick
Today I discuss a new book by Richard Richardson - The Functioning Addict https://www.amazon.com/Functioning-Addict-richard-richardson/dp/167319544X/refFollow Richard on IG @richvibin https://www.instagram.com/richvibin/Follow me on twitter & IG & facebook @ChrisKnight407LONG BITCOINDonations Via Bitcoin - 194WCRTmmryE6VwJYfCGv7tbUsiMhRCVkM
Jack Carr, Former SEAL and author of the amazing books, The Terminal List, True Believer, and soon to be released Savage Son. Jack is a real deal good dude. You are going to enjoy this one I know I did. God Bless America!!
Jesus... Authour and Perfector of our Faith, Hebrews 12: 1-13
Joining us today is award-winning author Na'ima B. Robert. Na’ima is the author of the best seller “From My SIsters Lips” and founding editor of 'SISTERS', the magazine for fabulous Muslim women. Na’ima shares her story of her early stages of writing up to how she became a coach offering world class writing courses that focus on helping others develop their writing skills. She shares tips on how to release mindset and be a successful writer and touches on how to overcome fear by believing and valuing ourselves as well as her opinions on publishing options. Na’ima’s ride and journey in writing various genres of books in reflection to who she is. Entering entrepreneurship by teaching what she knows how to do best. Naima’s world class teaching how to write services Investing in ourselves Being supportive and helping one another. Honoring the uniqueness of ourselves gives us value and lifts us up The “helping each other spirit” Advice for beginners starting to write Mindset and fear free courses Self publishing or Traditional Publishing? How? Why your book can be rejected by publishers Living with purpose and joy and empowering ourselves Upcoming projects: Unleash Your Message coaching programme (starts 18th March) Own Your Voice Challenge Challenge yourself to write for 10 minutes a day for 10 days (8-18th April) Be the Hero Growth Programme coaching.muslimahwriters.com Connect with Na’ima http://naimabrobert.co Facebook Instagram Twitter
15X Founder | Startup Mentor | LinkedIn Top Voice | Angel investor | Authour - supporting ‘experienced professionals'. He is also the founder of Startup Foundation, a startup accelerator for professionals aspiring to setup in business. https://www.linkedin.com/in/that-startup-guy/ http://www.thestartingblock.com.au/ Be What You Want Business Membership ($15 per month)- http://bewhatyouwant.teachable.com
Sue and ASD talk to Bruce Daisley about the New Work Manifesto, 8 changes to make your work better
Matthew comes on to talk about his new book that's releasing on July 14. Matthew also share some online dating stories. Purchase book: https://www.amazon.com/Man-School-Relating-Women-MeToo/dp/1987799011/ref=sr_1_2?ie=UTF8&qid=1528938709&sr=8-2&keywords=man+school+matthew+solomon
Matthew comes on to talk about his new book that's releasing on July 14. Matthew also share some online dating stories. Purchase book: https://www.amazon.com/Man-School-Relating-Women-MeToo/dp/1987799011/ref=sr_1_2?ie=UTF8&qid=1528938709&sr=8-2&keywords=man+school+matthew+solomon
Best selling Authour, Motovation Speaker and Career Coach Tana Session stops by the show to promote her latest best seller Get Your Career Life In Order
Andi Lew a dynamic and passionate author and nutrition expert joins Dr Mir to discuss all those frustrating and false diet and nutrition myths. We separate the myths from the truth. Is low fat, low carb better? Are there good vs bad fats? whats better paleo, gluten free or vegan? Let Andi help you make sense of it all. And learn how all these low fat diets have made us FAT!
On this episode of Expanded Perspectives the guys talk about a giant squid that was caught in the arctic, predator like bigfoot captured on film, a lightweight exosuit, a strange Ouija board experience and then during the interview portion of the show they talk with Jen Devillier. Jen Devillier is a psychic medium, author, spirit guide and lecturer. Show Notes: Is this the creature that inspired tales of the legendary Kraken? Dwarf ‘Bigfoot’ with Predator-Like Cloaking Ability Caught on Camera Lightweight, Soft Exosuit Aims to Prevent Musculoskeletal Injury in Warfighters A Personal Ouija Board Event Jen Devillier-Psychic Medium, Authour, Spirit Guide and Lecturer Dark Night Haunting Book Music: All music for Expanded Perspectives is provided by permission from Pretty Lights! Purchase, Download and Donate at www.prettylightsmusic.com
8 pm CST-Variety Show-Music, myth, trivia and more with Pam Kelly. Tonight's guest, Alex Bledsoe, Authour of the Firefly Witch stories and Tufa Tales; "Hum and the Shiver," "Wisp of a Thing," and the upcoming, "Long Black Curl." Find more at http://alexbledsoe.com/.
#9. As far as I’m concerned Christine Cronau rocks! Best selling authour of The Fat Revolution series, her message for great health is simple and clear. Christine shares her journey with us, from being overweight with ill-health. Then turning to low fat vegetarianism and then vegan diet with continued poor health. And from there completely changing her diet by eliminating sugar and extra carbohydrates, and re-introduced natural healthy fats, including butter and coconut oil. She is now a picture of health! In this weeks episode:- Why being a vegetarian didn’t work for her How much fat can we actually eat? Can you feed your children a high fat diet How 5 x olympian champion Clint Robinson turned to a high fat diet & is in the best shape of his life Why a high fat diet will not only improve your health but your waistline Where to start and what fats you should eat and much more… www.180nutrition.com.au
A captivating look at how a global math elite is predicting and altering our behavior -- at work, at the mall, and in bedEvery day we produce loads of data about ourselves simply by living in the modern world: we click web pages, flip channels, drive through automatic toll booths, shop with credit cards, and make cell phone calls. Now, in one of the greatest undertakings of the twenty-first century, a savvy group of mathematicians and computer scientists is beginning to sift through this data to dissect us and map out our next steps. Their goal? To manipulate our behavior -- what we buy, how we vote -- without our even realizing it.
A captivating look at how a global math elite is predicting and altering our behavior -- at work, at the mall, and in bedEvery day we produce loads of data about ourselves simply by living in the modern world: we click web pages, flip channels, drive through automatic toll booths, shop with credit cards, and make cell phone calls. Now, in one of the greatest undertakings of the twenty-first century, a savvy group of mathematicians and computer scientists is beginning to sift through this data to dissect us and map out our next steps. Their goal? To manipulate our behavior -- what we buy, how we vote -- without our even realizing it.
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