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Dr. Douglas Scherer is dedicated to helping leaders move beyond resilience and liberating individuals and organizations into thriving life and work. As a keynote speaker, facilitator, and author, he believes in fostering a culture of trust, transparency, and collaboration. He integrates his mindfulness, reflective learning, and leadership background into a holistic approach that addresses the needs of the whole person and organization. His bestseller, F.O.R.G.E.D.: Six Practices of Great Leaders in Volatile Times, illuminates his passion for empowering individuals through conscious leadership. Dr. Scherer is also a professor at Columbia University, where he teaches courses on strategic thinking, leadership, and fostering innovation. Episode Insight: You hire people because of their abilities and because you believe in them. Give your team responsibility and let them drive innovation. Background: During this week's episode of Reflect Forward, Dr. Douglas Scherer and I dive into all kinds of leadership topics. Douglas teaches leadership at Columbia University and shares all kinds of insights on taking action upon reflection and explaining why micromanaging is so prevalent yet ineffective. We discuss how leaders can be more resilient and transparent and why it inspires people to grow in their roles. Douglas and I also talk about overcoming imposter syndrome and what it's like to get on stage and speak in front of an audience…hint…we both still get nervous. I know you'll enjoy this interview, and I look forward to your feedback How to find Dr. Scherer: LinkedIn: https://www.linkedin.com/in/dr-douglas-scherer/ Website: https://www.douglasscherer.com/ Order my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Mike Bollinger has been with StoneAge for over a decade and is proud to work at StoneAge. Before joining the StoneAge team, he was a buyer planner for Honeywell, the operations manager for an automotive manufacturer, and owned two companies. Since joining StoneAge, he has held the roles of Order Fulfillment Manager, Sewer Sales Director, Director of Operations, and now the Director of Global Operations. He oversees procurement, global branch operations, manufacturing, continuous improvement, quality, facilities, and safety. Episode Insight: Not everybody will show up great to work every day. What you can do is try to help that person have a better day. That's what leadership is about. Background: During this week's episode of Reflect Forward, I interview Mike Bollinger, StoneAge's Director of Operations. We talk about what it was like for him to take a backward step in his career to join the StoneAge team and what he's learned about leadership, life, and loving what you do since joining the StoneAge team. Mike is a remarkable leader who exemplifies The Ownership Mindset. I hope you enjoy this sneak peek into what it's like working with StoneAge. How to find Mike: Website: www.stoneagetools.com LinkedIn: https://www.linkedin.com/in/mikebollinger1/ Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

: Melinda is a 5-time serial entrepreneur in media-tech, and the founder and CEO of Podopolo, innovating AI and Blockchain to revolutionize the podcasting ecosystem. Episode in a Tweet: Fear limits us, dampens our dreams, and keeps us playing small. We can transform your life when we find our voice and step up to life's challenges. Background: During this week's episode of Reflect Forward, Melinda Wittstock and I get real about what it takes to be an entrepreneur. Melinda shares her enterprising youth, how she lost herself along the way, and why it took getting out of a toxic relationship to find her entrepreneurial passion once again. I love that her grandmother once told her, “You're so disruptive!” And she proved her right, over and over again. Melinda shares her journey from being an award-winning content creator for some of the world's most respected news programs to developing technology platforms that turn content into conversations. Most recently, she founded Podopolo, a podcasting ecosystem that allows content creators to access more in-depth listener data, use AI matching serves to connect with new listeners and market their podcasts more effectively so they can hone their message and grow their audiences. Melinda and I also go on a spiritual tangent, discussing the conscious journey of leadership and why being in tune with yourself makes you a better human and leader. I so enjoyed interviewing Melinda, and I hope you get as much out of this episode as I did. And if you liked this conversation, check out my episode on Melinda's Wings of Inspired Business here: https://melindawittstock.com/wingspodcast/kerry-siggins/ How to find Melinda: Website: https://podopolo.com Wings podcast: https://melindawittstock.com/wingspodcast LinkedIn: https://linkedin.com/in/melindawittstock Order my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Ana Kraft is the Founder and CEO of Xena Workwear - a company that engineers stylish safety shoes and functional apparel for women in STEM and the Trades. This new workwear category helps professional women feel safe and confident in any work environment. Transitioning between the office and the manufacturing floor or construction site has never been so easy. Ana holds a degree in International Project Engineering from Reutlingen University in Germany and currently resides in Detroit, Michigan. The causes that drive her include sustainable development, education and maximizing opportunities for women. Episode in a Tweet: So many of us have amazing ideas – sometimes even million-dollar ideas – but because we're afraid to fail, we don't even give it a shot. Background: During this week's episode of Reflect Forward, Ana Kraft and I discuss what it's like to go from engineer to entrepreneur and chase your entrepreneurial dream. Ana's story is inspiring, and she shares how she came up with an idea and built a women's workwear company without fashion design expertise. Ana shares her philosophy on radical transparency and how she was inspired by Sara Blakely's philosophy on failure, "Instead of failure being the outcome, failure became not trying." We can all learn from Ana's story of believing in herself, taking risks, and learning how to be a leader while also learning how to be an entrepreneur. How to find Ana: Website: https://xenaworkwear.com/ LinkedIn: https://www.linkedin.com/in/ana-kraft-b10878aa/ Instagram: https://www.instagram.com/xenaworkwear/ Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Dao Jensen is all about living a life of transformation. She founded Oak Rocket, Inc. (formerly KTP) in 2013 as the first 100% female minority-owned company on the West Coast born in the Cloud. Oak Rocket helps clients strategize and optimize public cloud platforms and solutions. With the emergence of Gen AI, Oak Rocket has adapted to offer more personalized and intelligent solutions. Dao has grown Oak Rocket to become one of the fastest 50 women-owned companies recognized by Chase Bank (several years in a row) despite the challenges of being a refugee, a mother of four and losing her parents and 16-year-old daughter. Oak Rocket is on a mission to be a United States' leading minority-owned enablement company by 2030. She is a graduate of Harvard Business School's OPM Executive program. She has brought many OPMers into the program, such as Will.i.am from the Black Eyed Peas. Her expertise in the tech industry has led her to speak at worldwide events, such as the closing speaker of INK Talk, Harvard Club, AWS, GEN AI Days, SiliconAngle, and WBENC, discussing leadership, cloud technology, challenges in business and the power of networks. She is a board member of the YPO (Young President's Organization) Pacific West Integrated Chapter and IEEW. With Dao's leadership and Oak Rocket's commitment to staying ahead of the curve, they will continue to provide innovative cloud solutions to their clients for the years to come. Episode in a Tweet: Personal transformation is about being able to share all parts of yourself without fear of being judged by others. Background: During this week's episode of Reflect Forward, Dao Jensen, Founder and CEO of Oak Rocket and I talk about transformation. Dao shares her story of overcoming setbacks and turning challenges into opportunities. She shares how she left corporate America to found Oak Rocket when it was clear she wouldn't make it to the C-suite while working for someone else. She shares what it was like to go through a painful divorce and lose her father and 16-year-old daughter last year. We talk about how we shouldn't be afraid to find our voice, speak up and take up space and the importance of investing in future generations. Dao has a remarkable, unbreakable spirit and is an inspiration to all of us who want to learn, grow, and bounce back from life's setbacks. How to find Dao: Dao's Talk: https://www.youtube.com/watch?v=tN8EZyT-Iag LinkedIn: https://www.linkedin.com/in/daojensen/ Facebook: https://www.facebook.com/DaoOakRocket Instagram: https://www.instagram.com/daooakrocket/ Twitter: https://twitter.com/DaoOakRocket Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Are you ready to boost your sales performance to the next level? You can start by taking ownership of your professional development. Stop waiting for the company to provide the necessary training and build your sales skills yourself.  How can you do this? In this episode of “The Sales Evangelist Podcast,” host Donald Kelly speaks with Matt Doyon, a seasoned sales leader, on the game-changing concept of the 3x3 coaching methodology. Matt shares his experiences and insights to show how this coaching framework can revolutionize sales training and improve performance. Hear why sales representatives must take ownership of their skill development for tangible results. Matt Doyon's Background During his tenure at Rock Content, Matt Doyon pioneered the "three by three coaching" method.  With a focus on empowering individual sellers, Matt's approach emphasizes skill development, accountability, and personal ownership of the coaching process. The Three-by-Three Coaching Method Explained At the core of the three-by-three coaching method lies the belief that individual sellers are the owners of their coaching process.  This framework provides guardrails to enhance accountability and drive skill development.  The first "three" refers to the skill category - technical, professional, and personal skills. These categories encompass core sales skills, professional skills like time management, and personal skills such as emotional intelligence and growth mindset. The "par" methodology governs the second "three" by outlining the point of focus, action plan, and results. This empowers sellers to identify specific areas for improvement, create actionable strategies, and measure the tangible impact of their efforts. Real-life Success Stories Matt shares a compelling success story where a struggling sales rep was able to identify and improve their process using the "three by three" framework.  By isolating the point of focus and enabling the agent to craft their own action plan, the coach guided the seller to internalize and adapt the necessary changes. This hands-on approach leads to sustainable and meaningful skill development, ultimately driving improved performance. Empowering Sellers through Self-Directed Coaching Emphasizing the importance of allowing sellers to find their own path to success, the "three by three" method challenges traditional coaching approaches.  Rather than providing all the answers, managers act as guides, empowering sellers to take ownership of their growth. This approach fosters independence and ensures sellers fully invest in their personal development. The Tangible Impact Matt further asserts sellers need to move out of their comfort zones and embrace discomfort as a catalyst for change.  With insightful economic perspectives, he highlights the evolving market dynamics and the need for sellers to take their profession more seriously. This strategic focus on skill development and continuous improvement is the key to thriving in the competitive sales landscape. The 3x3 coaching method empowers individual sellers to take control of their professional growth. As the sales landscape evolves, salespeople must embrace self-directing coaching and skill-building for success. Discover how this coaching method sets the stage for sustainable growth and impactful performance improvement. "It really comes down to empowering every individual to own their own business and really create the wins as much as they can without the help of a manager or a VP or a director." - Matt Doyon.  Resources Matt Doyon on LinkedIn  Triple Session  Sponsorship Offers This episode is brought to you in part by Hubspot. With HubSpot sales hubs, your data tools and teams join a single platform to close deals and turn prospects into pipelines. Try it for yourself at hubspot.com/sales. 2.            This episode is brought to you in part by LinkedIn. Are you tired of prospective clients not responding to your emails? Sign up for a free 60-day trial of LinkedIn Sales Navigator at linkedin.com/tse. 3.            This episode is brought to you in part by the TSE Sales Foundation. Improve your connection on LinkedIn and land three or five appointments with our LinkedIn prospecting course. Go to the salesevangelist.com/linkedin. Credits As one of our podcast listeners, we value your opinion and always want to improve the quality of our show. Complete our two-minute survey here: thesalesevangelist.com/survey. We'd love for you to join us for our next episodes by tuning in on Apple Podcast, Google Podcast, Stitcher, or Spotify. Audio provided by Free SFX, Soundstripe, and Bensound. Other songs used in the episodes are as follows: The Organ Grinder written by Bradley Jay Hill, performed by Bright Seed, and Produced by Brightseed and Hill.

Chellie Phillips understands that building an irresistible brand is what you need whether you're looking to land the perfect job or attract the most talented employees. Chellie is a sweet tea-sipping, sassy Southern passionate about helping dynamic, career-minded professionals stand out for all the right reasons. She's a coach, corporate trainer, motivational speaker, and author of three books. Her recent book, "Culture Secrets," teaches leaders how to build a values-based culture. Chellie is also the host of the Culture Secrets podcast. Chellie's "Successfully Ever After" formula is designed to help leaders create an irresistible culture. She loves helping leaders and job seekers build their brands so they can build successful, thriving lives. Chellie is on a mission to help others tune into what makes them great, package it properly, and use their existing skillsets to find the path to their highest potential. Episode in a Tweet: Your brand is what people say about you when you aren't there to hear. You need to build your brand intentionally and authentically to attract the career, colleagues, and employees you want in your life. Background: During this week's episode of Reflect Forward, Chellie and I discuss why leaders need to intentionally build their brands to build their reputation, their teams, and their companies. She gives all kinds of actionable tips on how to start building your brand, such as putting time into your LinkedIn profile and creating a simple website with your name as the domain. She shares a study by Forbes that asked a group of professionals, "Do you have a personal brand, and have you been intentional about it?" Over half of them said they had a personal brand, but when they asked them to describe it or how they'd intentionally created it, only about 10% had put any work into it and could describe it. Chellie believes people want solid personal brands but don't know what steps to take. Chellie also talks about how your company culture is your brand. She believes that problems in the workplace begin when employees don't have clear direction from their leaders, and their values and purpose have become nothing more than fancy words written on paper. By embracing the idea of career branding, you will create a success-driven culture that people want to be a part of. As you know, I am big on building personal brands and I love Chellie's actionable advice and I know you will, too. Have a listen and let me know what you think. How to find Chellie: Website: https://chelliephillips.com/ Facebook: https://www.facebook.com/chelliep/ Instagram: https://www.instagram.com/chellie_phillips/ LinkedIn: https://www.linkedin.com/in/chellie-phillips/ Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Paula Allen is the Global Leader, Research and Total Wellbeing and a Senior Vice-President at Telus Health. In this role, she manages the research agenda for Telus, which includes primary research conducted by LifeWorks, exploratory data science, research collaborations and meta-analyses. Given her focus on industry-leading research, Paula also leads LifeWorks thought leadership and co-chairs the organization's product and innovation strategy. Paula is also a well-recognized expert in all areas of workplace mental health, learning strategies, disability management and drug plan management. She designed and led the most comprehensive employer response to the H1N1 pandemic and is LifeWorks's business response and resource lead for the COVID-19 pandemic. She also works directly with many of Canada's leading organizations. Paula is a sought-after speaker by organizations, national media and conferences for her knowledge and expertise in current issues and the future direction of health, well-being, productivity and related risk management. Episode in a Tweet: A big misconception is that if you focus on employee mental health and well-being, you will somehow have a soft and unproductive workplace. This is categorically false. When you promote health and well-being, you give people the energy and fuel to step up to the plate and do an exceptional job. Background: During this week's episode of Reflect Forward, Paula Allen and I discuss the importance of mental health and well-being in the workplace. Paula is passionate about the current and emerging issues impacting health, productivity, and related costs, and her scope includes all areas of well-being — social, physical, financial and mental. Paula shares insights gleaned from the 2022 Mental Health Index (spoiler alert: mental health is on the decline, significantly impacting your employees and overall workplace). Paula shares how to tell if one of your team members is struggling and what to do about it, including how to listen, ask questions, and helpfully offer support. She argues that the worst thing a leader can do is ignore mental health issues in the workplace. Paula also boldly states that one of the top ways to address a lack of productivity and engagement in the workplace is to focus on mental health and well-being. There are so many great tips and insights in this episode. Check it out and let me know what you think! How to find Paula: Website: https://lifeworks.com/en Facebook: https://www.facebook.com/OfficialLifeWorks Twitter: https://twitter.com/LifeWorks Instagram: https://www.instagram.com/officiallifeworks/ Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Guest: Wanda Toro Turini, also known as Dr. Wanda or THE Nerdy Girl Entrepreneur, is a dynamic entrepreneur, inventor and the host of the Rock-It Fuel Podcast. As Founder of Bull's Eye Innovations (BEI), Wanda's mission is to incubate innovative ideas and transform them into profitable and sustainable businesses. Wanda's most recent focus is launching Ketchwords.com, powered by her proprietary texting platform, ecoFiles. Ketchwords enable experts to finally connect with "Anonymous Fans" that are sitting in their audiences and nurture them into happy Clients. Background: During this episode, Wanda shares how she has evolved as an entrepreneur, learning to let go of the need to do everything. You can't scale if the business revolves around you! She gives great advice on planning your year with your significant other, both personally and professionally. We talk about the need for boundaries and why it's important to say no more often. Wanda also shares the story of how she came up with the idea of Ketchwords. She first used Ketchwords to connect with all of those Anonymous Fans in her audiences. She used her marketing skills to master the tool and massively boost the ROI of every appearance. Wanda sings in a rock and soul band in her spare time and is an acclaimed actress in NY/NJ children's and musical theater productions. She is a powerhouse and mother of two who took a unique and tumultuous journey to get to where she is today. She loves to share the solutions she creates and the stories of her challenges with the desire to inspire people NEVER to say never. How to Find Wanda: Facebook: https://www.facebook.com/wanda.turini Instagram: https://www.instagram.com/wandatoroturini/ LinkedIn: https://www.linkedin.com/in/wandaturini/ Rock-It Fuel Podcast Facebook: https://www.facebook.com/rockitfuelpodcast Rock-It Fuel Podcast Instagram: https://www.instagram.com/rockitfuelpodcast/ Website: www.ketchwords.com Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Guest: Dane Espegard is a culture consultant who teaches, assists and executes the implementation of a Culture centered around Dream Achieving. The system is bottom-up and emphasizes the development and personal lives of the team member. Dane works with companies very simply to get the culture started and leaves them with some very easy-to-implement steps. Dane brings a successful people-oriented method to market in his latest book, The Dream Machine. Episode in a Tweet: Dreaming isn't just a fun hobby. Workplaces, and the world at large, need dreamers. They need people who think big and chase their wild, inspired ideas. Why? Because positive movement happens when people work with purpose. Background: During this fun conversation, Dane and I talk about the power of chasing your dreams and why companies should not only encourage their employees to go after their dream but set up a system that helps to make their dreams happen. We discuss his new book, "The Dream Machine," which is an A-Z guide on how to set up a Culture of Achieving your Dreams for the workplace. Dane breaks down the "Dreams Culture" into implementable steps that leaders can do. Dane teaches us how to empower our team members to live their best life and reap the benefits that fully engaged employees bring to the workplace. Connect with Dane at Website: https://daneespegard.com/freegift/ LinkedIn: https://www.linkedin.com/in/daneespegard/ Facebook: https://www.facebook.com/dane.espegard Instagram: https://www.instagram.com/daneespegard/ YouTube Channel: https://www.youtube.com/channel/UC4drV1R60GQw8O_6EfYm3MA Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Background: During the reproductive age, the human brain becomes a target for gonadal steroid hormones. Estrogens influence neural function through effects on neurons and affects indirectly the oxidative stress, inflammation, the cerebral vascular and the immune system. Objective: To evaluate the effect of the traditional hormone replacement therapy (HRT) on the cognitive function in postmenopausal women. Materials and Methods: In this randomized clinical trial, 140 postmenopausal women, from November 2014 to February 2015, were included. Women were randomly divided into two groups. Each woman in the case group took traditional HRT (0.625mg conjugated equine estrogens+2.5mg medroxyprogesterone acetate daily) plus one Cal+D tablet (500 mg calcium+200 IU vitamin D) daily for four months. Women in the control group received only one Cal+D tablet (500 mg calcium+200 IU vitamin D) daily for four months period. The Montreal Cognitive Assessment (MoCA) and Green Climacteric Scale (GCS) questionnaires filled out after the intervention and compared between the two groups. Results: The mean points of the MoCA after the intervention indicate that all MoCA domains except for the orientation improved in the case group. There was a significant difference in the memory domain after the treatment between the two groups. MoCA domains and GCS were negatively correlated after the intervention (r=−0.235,p=0.006). Conclusion: The HRT has affected some of the MoCA factors. The effects of HRT on cognitive function should be studied in a large prospective study in a group of women in their early and late menopausal ages with periodic assessment of their cognitive function during these follow-up years. Moradi F, Jahanian Sadatmahalleh S, Ziaei S. The effect of hormone replacement therapy on cognitive function in postmenopausal women: An RCT. Int J Reprod Biomed (Yazd). 2019;16(12):ijrm.v16i12.3682. Published 2019 Jan 28. doi:10.18502/ijrm.v16i12.3682. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. Sections of Abstract, Introduction, Materials and Methods, and Discussion are presented in the Podcast. Link to the full-text article: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6600282/

BACKGROUND: During the summer of 2014, Warped Cigars announced its next release called, La Colmena. Colmena, which translated from Spanish means “beehive,” is made in just two sizes and is rolled at the El Titan de Bronze factory in Miami, … Continue reading →

Background: During acellular replacement of an acute blood loss,hyperoxic ventilation (HV) increases the amount of O-2 physicallydissolved in the plasma and thereby improves O-2 supply to the tissues.While this effect could be demonstrated for HV with inspiratory O-2fraction (FiO(2)) 0.6, it was unclear whether HV with pure oxygen(FiO(2) 1.0) would have an additional effect on the physiological limitof acute normovolemic anemia. Methods: Seven anesthetized domestic pigswere ventilated with FiO(2) 1.0 and subjected to an isovolemichemodilution protocol. Blood was drawn and replaced by a 6%hydroxyethyl starch (HES) solution (130/0.4) until a sudden decrease oftotal body O-2 consumption (VO2) indicated the onset of O-2 supplydependency (primary endpoint). The corresponding hemoglobin (Hb)concentration was defined as ‘ critical Hb’ (Hb crit). Secondaryendpoints were parameters of myocardial function, central hemodynamics,O-2 transport and tissue oxygenation. Results: HV with FiO(2) 1.0enabled a large blood-for-HES exchange (156 +/- 28% of the circulatingblood volume) until Hb crit was met at 1.3 +/- 0.3 g/dl. Aftertermination of the hemodilution protocol, the contribution of O 2physically dissolved in the plasma to O-2 delivery and VO2 hadsignificantly increased from 11.7 +/- 2 to 44.2 +/- 9.7% and from 29.1+/- 4.2 to 66.2 +/- 11.7%, respectively. However, at Hb crit,cardiovascular performance was found to have severely deteriorated.Conclusion: HV with FiO(2) 1.0 maintains O-2 supply to tissues duringextensive blood-for-HES exchange. In acute situations, where profoundanemia must be tolerated (e.g. bridging an acute blood loss until redblood cells become available for transfusion), O-2 physically dissolvedin the plasma becomes an essential source of oxygen. However,compromised cardiovascular performance might require additionaltreatment.

Background: During their transit through the female genital tract, sperm have to recognize and discriminate numerous chemical compounds. However, our current knowledge of the molecular identity of appropriate chemosensory receptor proteins in sperm is still rudimentary. Considering that members of the Tas1r family of taste receptors are able to discriminate between a broad diversity of hydrophilic chemosensory substances, the expression of taste receptors in mammalian spermatozoa was examined. Methodology/Principal Findings: The present manuscript documents that Tas1r1 and Tas1r3, which form the functional receptor for monosodium glutamate (umami) in taste buds on the tongue, are expressed in murine and human spermatozoa, where their localization is restricted to distinct segments of the flagellum and the acrosomal cap of the sperm head. Employing a Tas1r1-deficient mCherry reporter mouse strain, we found that Tas1r1 gene deletion resulted in spermatogenic abnormalities. In addition, a significant increase in spontaneous acrosomal reaction was observed in Tas1r1 null mutant sperm whereas acrosomal secretion triggered by isolated zona pellucida or the Ca2+ ionophore A23187 was not different from wild-type spermatozoa. Remarkably, cytosolic Ca2+ levels in freshly isolated Tas1r1-deficient sperm were significantly higher compared to wild-type cells. Moreover, a significantly higher basal cAMP concentration was detected in freshly isolated Tas1r1-deficient epididymal spermatozoa, whereas upon inhibition of phosphodiesterase or sperm capacitation, the amount of cAMP was not different between both genotypes. Conclusions/Significance: Since Ca2+ and cAMP control fundamental processes during the sequential process of fertilization, we propose that the identified taste receptors and coupled signaling cascades keep sperm in a chronically quiescent state until they arrive in the vicinity of the egg - either by constitutive receptor activity and/or by tonic receptor activation by gradients of diverse chemical compounds in different compartments of the female reproductive tract.

Background: During surgery for endometrial cancer, a pelvic lymphadenectomy with or without para-aortic lymphadenectomy is performed at least in patients with risk factors (stage I, grading 2 and/or histological subtypes with higher risk of lymphatic spread), and is hence recommended by the International Federation of Obstetrics and Gynecology (FIGO). Although lymph node metastases are important prognostic parameters, it has been contentious whether a pelvic lymph node dissection itself has a prognostic impact in the treatment of endometrial cancer, especially in endometrioid adenocarcinoma. Therefore, this study evaluated whether lymphadenectomy has a prognostic impact in patients with endometrioid adenocarcinoma. Methods: The benefits of lymphadenectomy were examined in 214 patients with a histological diagnosis of endometrial adenocarcinoma. Tumour characteristics were analysed with respect to the surgical and pathological stage. Results: Of the 214 patients with endometrial adenocarcinoma, 171 (79.9%) were classified as FIGO stage I, 15 (7.0%) FIGO stage II, 21 (9.8%) FIGO stage III and 7 (3.3%) FIGO stage IV. One hundred and thirty four (62.6%) of the patients had a histological grade 1 tumour, while 56 (26.2%) and 24 (11.2%) had a histological grade 2 or grade 3 tumour, respectively. Lymphadenectomy was performed in 151 (70.6%) patients. Only 11 (5.1%) patients showed metastatic disease in the lymph nodes. The performance of a lymphadenectomy resulted in significantly increased cause-specific and overall survival, while progression-free survival was not affected by this operative procedure. Conclusions: The performance of an operative lymphadenectomy resulted in better survival of patients with endometrioid adenocarcinoma. This increase was significant for cause-specific and overall survival, while there was a tendency only towards increased progression-free survival. Therefore, even in endometrioid adenocarcinoma, a pelvic and/or para-aortic lymphadenectomy should be performed.

Background: During the last 5 years a fundamental curriculum reform was realized at the medical school of the Ludwig Maximilians University. In contrast to those efforts, the learning objectives were not defined consistently for the curriculum and important questions concerning the curriculum could not be answered. This also applied to Occupational and Environmental Medicine where teachers of both courses were faced with additional problems such as the low number of students attending the lectures. The aims of the study were to develop and analyse a curriculum map for Occupational and Environmental Medicine based on learning objectives using a web-based database. Furthermore we aimed to evaluate student perception about the curricular structure. Methods: Using a web-based learning objectives database, a curriculum map for Occupational and Environmental Medicine was developed and analysed. Additionally online evaluations of students for each course were conducted. Results: The results show a discrepancy between the taught and the assessed curriculum. For both curricula, we identified that several learning objectives were not covered in the curriculum. There were overlaps with other content domains and redundancies within both curricula. 53% of the students in Occupational Medicine and 43% in Environmental Medicine stated that there is a lack of information regarding the learning objectives of the curriculum. Conclusions: The results of the curriculum mapping and the poor evaluation results for the courses suggest a need for re-structuring both curricula.

Background: During inflammation, beta(2)-integrins mediate leukocyte adhesion to the endothelium accompanied by the activation of the spleen tyrosine kinase Syk. Results: We investigated leukocyte adhesion and rolling in cremaster muscle venules before and during stimulation with fMLP using mice with a Syk(-/-) hematopoietic system. In unstimulated venules, Syk(-/-) leukocytes adhered less efficiently than control leukocytes while rolling was similar between Syk(-/-) and control leukocytes. During fMLP-superfusion, control mice showed significantly increased adhesion accompanied by reduced rolling. For Syk(-/-) leukocytes, an increase in adhesion with a concomitant decrease in rolling was only observed during the first three minutes during fMLP stimulation, but not at later time points. We also investigated leukocyte spreading against the vessel wall during fMLP stimulation and found a significant impairment of spreading for Syk(-/-) leukocytes. Additional in vitro experiments revealed that the adhesion and spreading defect seen in Syk(-/-) chimeric mice was due to compromised beta(2)-integrin-mediated outside-in signaling. Conclusion: We provide substantial evidence for an important role of Syk in mediating beta(2)-integrin dependent outside-in signaling leading to sustained leukocyte adhesion and spreading during the inflammatory response in vivo.