Podcast appearances and mentions of bill cooper

Brothers Jacob and Jeremy Patrterson are die hard fly fishermen. Join Living the Dream Outdoors Podcast host Bill Cooper as he visits with Jacob and Jeremy about their fly fishing adventures across the country. Now residents of the Midwest, Jacob and Jeremy can be found regularly on Missouri's trout waters. However, they do not limit themselves to trout alone. If it swims, these guys are after it. This is a great fishing episode which is chock full of where to and how to catch your favorite fish on a fly rod. 

In this classic audio episode, we revisit Bill Cooper's June 28, 2001, Hour of the Time broadcast, recorded just weeks before the events of September 11. Cooper questioned a highly publicized CNN interview with Osama bin Laden and warned listeners to be cautious of narratives that might follow a major attack on American soil. This broadcast has remained one of the most discussed pieces of alternative radio history. Join us as we listen back to the original audio, examine what was actually said, and explore the historical context surrounding a moment that continues to provoke questions more than two decades later.Email: thefacthunter@mail.com

What does great leadership actually look like? Can you make a difference even if you're in the middle of the hierarchy? "If you think you're too small, you've not spent the night under a bedsheet with a mosquito." In this episode, educator and Deming practitioner Balaji Reddie explains why W. Edwards Deming was far more practical about leadership than many people realize. Drawing on both The New Economics and Out of the Crisis, Balaji shares stories and examples that bring Deming's 17 principles of leadership to life. From creating trust and joy in work to understanding variation, coaching people, and improving systems, this conversation challenges conventional management thinking and offers a clear path toward transformation. TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Balaji Reddie, who is an educator and trainer in the teachings of Dr. Deming and quality management generally. And the topic for today is Principles of Leadership. Balaji, take it away.   0:00:27.9 Balaji Reddie: Good morning. Thank you so much, Andrew. We had left our last session with that, we'd be dealing with this. And of course, Dr. Deming gave us the outline of Profound Knowledge and he gave us 14 points. He also gave us the deadly diseases and the 16 Obstacles. So people often talk about the diseases, but very often they forget the obstacles. And there are 16 of them which he highlighted for us. And if you think that they're outdated, they're as relevant as they ever were. So you need to keep revisiting those. I think if you start working on removing the obstacles, it's like you're taking your foot off the brake rather than pressing on the accelerator.   0:01:11.3 Balaji Reddie: So you're removing the things that actually stop you before you actually take things forward. But nevertheless, we start with point number 14 where he says, take action to complete, to make the transformation. And he says that there should be a critical mass of people that you need to educate and train and get them on the same page as you are. I'm gonna quote Hazel Cannon here, who is current president of the British Deming Forum. And she talks about the time when she was very young and she attended the Deming four-day seminar, I think in Birmingham. And at the end of those four days, she was overwhelmed as you normally are when you hear how the man speak. And he spoke... He wanted you to make drastic changes. It's not just tinkering here and there.   0:02:08.2 Balaji Reddie: And so she went up to him and she said, "I'm really taken up by what you just said." And then she made a statement, "I'm too small to make these changes in my organization." I believe she worked as a lab assistant in a chemical manufacturing company. They used to make chemicals for cosmetics. So she said, "I'm too small." And Deming just interrupted her and said, "Never think you're too small. If you think you're too small, you've not spent the night under a bedsheet with a mosquito." So make a change where you are and take it from there. So I would like to now quote Dr. Deming from Out of the Crisis. This is Plan for Action: Take action to accomplish the transformation. So he writes there, there are three points and then I'll come to what he writes below that.   0:03:01.8 Balaji Reddie: So he says, "Management in authority will struggle over every one of the above 13 points, the deadly diseases, and the obstacles. They will agree on their meaning and on the direction to take. They will agree to carry out the new philosophy. Management in authority will take pride in their adoption of the new philosophy and in their new responsibilities. They will have courage to break with tradition, even to the point of exile among their peers." So he talks about courage. He talks about courage of conviction. And then he says, "Management in authority will explain by seminars and other means." So I think he leaves it to people of the ways and means. And now today there are a lot of means of doing that. DemingNEXT is one of them. And he says, "To the critical mass of people in the company why change is necessary and that the change will involve everybody."   0:04:00.9 Balaji Reddie: Now he writes something very interesting. He says, "This whole movement may be instituted and carried out by middle management speaking with one voice." So he gave instructions. Why are people saying that he did not tell us what to do? It is just that he expected maybe a lot. And now let's get to that middle management and what he expected. He says here... Let's see here. I'm coming to chapter four now in The New Economics where he says, "A System of Profound Knowledge. The aim of this chapter: the prevailing style of management must undergo transformation." So we just heard that, that what we need to do. And he says, "A system cannot understand itself. The transformation requires a view from the outside. The aim of this chapter is to provide an outside view, a lens that I call a System of Profound Knowledge.   0:04:59.7 Balaji Reddie: It provides a map of theory by which to understand the organizations that we work in." Then he says, "The first step is transformation of the individual. This transformation is discontinuous. It comes from understanding the System of Profound Knowledge." Then he says that "the individual, once transformed, will set an example." So setting an example, I believe, is doing the right thing under adverse circumstances, when you stick to your principles despite the fact that there is an easier way out. As they say, choosing a path between good and bad is easy, you choose good. But good and better, you need to make the right choice. And that needs profound knowledge. "So be a good listener," he says, "but will not compromise. Continually teach other people and help people pull away from their current practice and beliefs and move to the new philosophy without a feeling of guilt about the past."   0:06:02.7 Balaji Reddie: So he explains to us what was needed here, right? And he says this is what we actually need to do. Now I'd like to, I mean, I'll be referring to a document. I don't know how we're gonna get this to people, but for the Principles of Leadership. All right, I think I'll have to send this over to you later, but we will do that. So in the Principles of Leadership, just come to them. I am quoting again from both Out of the Crisis and The New Economics. So you will find this there when he speaks about what needs to be done. Modern Principles of Leadership. And he says, "The modern principles of leadership will replace the annual performance review. The first step in a company will be to provide education in leadership." So that would be introducing people to profound knowledge from what we just heard. Then he said, "The annual performance review may then be abolished." Of course, that will take time. "Leadership will take its place, and this is what Western management should have been doing all along."   0:07:12.6 Balaji Reddie: So he says, "The annual performance review sneaked in and became popular because it does not require anyone to face the problems of people. It is easier to rate them, focus on the outcome. What Western industry needs is methods that will improve the outcome." And he says, "Suggestions follow." So first, institute... The first principle. "Institute education in leadership: the obligations, the principles, and methods." And so I think introduction to the System of Profound Knowledge will help. And then after profound knowledge has been sort of brought to the notice of... Of bringing to the notice of the people then you get into perhaps teaching them about 14 Points, et cetera.   0:07:57.8 Balaji Reddie: Comes the second principle. He says, "Ensure more careful selection of people in the first place." So choosing the people, he says again, now here's where it requires you to understand the purpose of what you're doing, purpose of your organization, purpose of the people you're looking out for and making this change. Because when you know your purpose, you know the aim, then you can choose people in the right way. And I believe he said this somewhere, it's a combination of education, training, skills, and experience. So we need to combine these four factors in choosing the right people. Then he says, after selection of the people, ensure better training and education. So we fine-tune all of their... He says a complete background. He said their aspirations, their goals.   0:08:54.2 Balaji Reddie: I kind of borrowed this idea from a company here in India where they had this thing called roles, responsibilities, and objectives. And they used to meet once in a month, but once in a year they used to decide. So the top management, the HR, would sit down with each and every employee and say that, "In this calendar year, this is what we intend to do and this is what we expect from you." And in turn, they used to ask the employee, "What do you expect from us? Because this is what we want from you." And then the employee had a chance of putting forth what he or she wanted, the management, what help they needed. And I think this is where we have to be... It's a give and take. And they didn't just meet once a year; every month they would meet and the question was, "How are we doing?" not "What have you done?"   0:09:51.1 Balaji Reddie: So I think it wasn't a traditional appraisal. If there was any appraisal, it was appraising what top management were doing or intended to do and not so much the employee. I thought that was a good move. So that's what we need to do here: better training and education. Principle number four states: "A manager understands and conveys to his people the meaning of a system. He explains the aims of the system. He teaches his people to understand how the work of the group supports these aims." Now, here's where, you know, when you talk about, say, hiring people in the first place, when you bring in new employees, I believe that there should be a special session by people inside the company who have stayed the longest, who served the company the longest, especially during their bad days. Because the employees need to know what really happened and how the company survived and how we were resilient, we came back despite all the problems that we had.   0:11:00.7 Balaji Reddie: And the historical perspective, especially if there's someone who's in touch with the founding members, that would be a great boon. I know nowadays we talk about the older companies, obviously none of the founders are there, but if there is such a person, exchanging those ideas with the young employees would definitely make a difference. So they would then understand the purpose, the aims, and how your work supports these aims. I think it's the best way to do that. But what I see right now in companies and I'm being very specific about this, because today when new employees join the company, they have an orientation, they have onboarding, as they call it, but that's done by a rookie, someone who's just joined the company and is just making...   0:11:46.8 Andrew Stotz: [0:11:46.8] Following a checklist?   0:11:48.1 Balaji Reddie: Exactly. Like a PowerPoint presentation. They don't talk about the history of the company. And I think there has to be an emotional connect before there is a logical or an intellectual connect. That emotional connect, I think, then makes you feel that pride and you feel good about coming to work and you say, "Oh, I did not know." So I believe this fourth principle is important in that sense, in the way to do that. Now, he says that... Principle five says he helps...   0:12:19.7 Andrew Stotz: By the way, do you know what chapter are you in?   0:12:23.9 Balaji Reddie: Oh, I have combined.   0:12:27.9 Andrew Stotz: Okay.   0:12:29.4 Balaji Reddie: I took some of the text... Okay. If you want to see here, this is management of people, all right? In that chapter. So I've taken... There are 14 principles there, management of people. In the new edition of The New Economics. It appears...   0:12:48.2 Andrew Stotz: So chapter six.   0:12:50.2 Balaji Reddie: Chapter six, yeah. That's chapter six...   0:12:51.8 Andrew Stotz: Yep.   0:12:52.6 Balaji Reddie: All right. And he talks about pictorial effect of transformation, and then he talks about management of people, role of a manager of people. So there were 14 there, but in Out of the Crisis, the first three which were there, he did not include here.   0:13:10.0 Andrew Stotz: Okay. I just just asked...   0:13:11.0 Balaji Reddie: So I just included those. Yeah. No, so that when people read the book, they could read it clearly, right? So, yeah. So he says now principle number five, which in Economics is principle number two or three, right? He says "he helps his people to see themselves as components in a system, to work in cooperation with preceding stages and following stages toward optimization of the efforts of all stages towards achievement of the aim." So we want optimization, not compromise. So you need to sit together. Just if I were to ask a simple question to you, Andrew, and without thinking, if I were to try to answer this question... Okay. I presume you know how to make a cup of tea.   0:13:58.7 Andrew Stotz: Yes.   0:14:00.1 Balaji Reddie: So what is the first step?   0:14:02.7 Andrew Stotz: For me, boil water.   0:14:04.6 Balaji Reddie: Boil water. And what if I say that's not the first step?   0:14:12.0 Andrew Stotz: Well, first of all, I think you probably have more experience with tea than I do, but I have more experience with espresso, probably. But anyways, go ahead and tell me.   0:14:20.9 Balaji Reddie: Okay. The first question is, whom am I making a cup of tea for? So what I just tried to convey is it's not natural to think about the customer. And so the first step is, for whom is the cup of tea? If it's the person...   0:14:30.8 Andrew Stotz: Grandma.   0:14:40.7 Balaji Reddie: That's right. If she's diabetic, then you would not need sugar. So you gather the ingredients accordingly. If he wants black tea, you don't take milk, right? And that's the point he's trying to say here. When you look at different stages, every every person has a customer. So the first question is, who is my customer?   0:15:07.1 Andrew Stotz: Right.   0:15:07.4 Balaji Reddie: And that part of profound knowledge, understanding psychology, I mentioned this last time, is empathy. The word empathy captures this. So you go to the next process as, "Whom am I doing this work for?" and sit down with that person and say, "What do you expect from me? How may I help you?" And that's what decides what you're gonna do. So this this fifth principle here, that he helps his people see themselves as components, I think this is important. The next process is your immediate customer, and the rest of them are customers in a very oblique sense. But what you do is critical to the next person in line, right? So you always spend extra time with that person and of course the other people down the line who your work is gonna be impacting over a period of time, right? But these are the... This is the first step you find out. So who's my customer? So that's principle five.   0:16:09.0 Balaji Reddie: Principle number six: now this comes under psychology again, that a manager of people understands that people are different from each other. He tries to create for everybody interest and challenge and joy in work. Now, if you look at the theory of knowledge, what exactly did he give us when he brought that component of profound knowledge into play? He says that theory is a statement that conveys knowledge by relating cause to effect. So I repeat, theory is a statement which conveys knowledge by relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong.   0:17:04.7 Balaji Reddie: So I'm gonna repeat this whole statement again. Theory is a statement which conveys knowledge. How? By relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong. So no amount of examples can establish a theory, and even one example can lead to either abandonment of the theory or modification of the theory. That's what he kept saying. Now, how does this work? So he says it's a system of learning, and all of us have this built in, right? Now, he came from the school of Clarence Irving Lewis, Mind and the World-Order. And if you read that book, Lewis says all knowledge is a priori, it's based on what you already know.   0:18:00.9 Balaji Reddie: For example, let me take this example here. Now, suppose I were to start describing the road to my house. Now, you've not been here, but if I start saying that the road bends towards the left and then there is a command you get to see, now you start constructing a picture in your head based on what you have already seen. It's not the same. That's your theory, right? And then when you actually visit, you say, "Oh, it's the difference between theory and what I actually saw," and then you change your theory. So theory is... It's natural. All of us think naturally like this. And that's why he says here that people are different from one another and we need to celebrate those differences. All of us are born with the system of learning, but not all of us learn the same way.   0:18:49.8 Balaji Reddie: There are some who learn by watching, there are some who learn by doing, there's some who learn by reading, there's some who learn by writing. For some people, one word is enough. You utter a word and they say, "I got it." And for some people, you have to repeat the statement maybe 10 times, 11 times, and then the 12th time you repeat it, they say, "Okay, I got it." Now, is that wrong? We're just different, right? And that's why he says here that we need to understand the learning process of people. And when you understand the learning process of a person and then put that person in the right job, you'll have to stop that person from working. That was his definition of joy in work. People enjoy their work when they realize it resonates with them.   0:19:40.4 Balaji Reddie: And how does that resonance come in? When you under... And because this is so difficult to do, we just throw the responsibility on them by saying, "Here's the target." So the target actually distracts them when actually you should be working on understanding their learning process. So it's a lot of hard work. And sometimes people are motivated enough to discover it themselves, which is great, but we need to create that atmosphere for them to enjoy their work. So interest, challenge, et cetera, he tries to optimize. Now, here's the key. This is beautiful. He tries to optimize family background, education, skills, hopes, and abilities of everyone.   0:20:21.7 Balaji Reddie: So this is not ranking people, very clear. It is instead recognition of differences between people and an attempt to put everybody in a position for development. I think this is one of the most important principles in getting things done. When I teach this to the HR students in my college, I keep saying that I don't think you should call this science as human resource management, because the definition of a resource is obtain it, shape it, use it, and throw it away. We don't wanna do that. I think we should change the title of that department to Department of Learning, because that's what exactly this is all about, and it's learning in both ways where you are trying to understand their process of learning and in effect, you're trying to understand how the company is going to be learning.   0:21:17.0 Balaji Reddie: So you put this in... So this principle, he says, combine all of these things: family background, education, hopes, I love that word. Because if you see one of the things that people talk about, customer satisfaction, I think Deming was the only person who said customers should be happy. Not just satisfied, happier, right? Now comes the next principle. "He is an unceasing learner." So you can never say, "I know it all." Unceasing learner, he encourages his people to study. And I think this fits Dr. Deming himself. He made no excuses to learn. "May I not learn," he would keep repeating that. And I remember Bill Cooper getting irritated and said, "The last time I met you, you said this, and now you're saying this. I got that on tape." He said, "Well, you got this on tape now." He said that, "I do, I learn. And as I learn," he said, "that could have been under different circumstances that I said that, but I'm saying this."   0:22:22.4 Balaji Reddie: And so you keep learning. And he encourages his people to study. The word is study. And he provides, when possible and feasible, seminars and courses for advancement of learning, encourages continued education in college or university for people that are so inclined. So I think this bit is in many places getting to be a part of the systems in most companies. I've seen that happen now, which is a good sign. But it doesn't end there, there are a lot of other things to do. This was the Principle 7 in the list of 17. Now comes Principle 8, and this is so difficult to look at. He says "he's a coach and a counsel, not a judge." You judge people, they shut up.   0:23:15.4 Balaji Reddie: So he says coach and counsel. When they need help, guide them, show them the path. Sometimes maybe you need some help in doing that, well, go ahead. So that was principle number eight. Principle number nine says "he understands a stable system. He understands the interaction between people and the circumstances that they work in. He understands that the performance of anyone that can learn a skill will come to a stable state." Now, this is amazing. He said this way back in the 1950s when he was in Japan teaching them the control chart, where he took one example where he says that further training to the worker and the process was still in control. And he says, "I think he's reached the limit of his learning. He perhaps needs to be taken to another process or maybe given something more challenging so that we can develop the learning process."   0:24:17.6 Balaji Reddie: So he was speaking about this way back in the 1950s, which today you can say comes under understanding psychology through variation. And he says, upon which furthest the lessons will not bring improvement of performance, and a manager of people knows that in this stable state, it is distracting to tell the worker about a mistake, because he says you'll actually then demotivate someone. So these three principles...   0:24:44.1 Andrew Stotz: Because a mistake may be just normal variation, or are you saying... Okay. Yep. Okay.   0:24:51.0 Balaji Reddie: Yeah. I mean, it could be anything, right? But if you are highlighting that when he's already reached a stable state, it could just work in a detrimental way, the opposite direction.   0:25:05.4 Andrew Stotz: Ultimately you've reached your goal. A steady state is fantastic.   0:25:07.4 Balaji Reddie: A steady state. And then now you say if you want him to... Anything better here, I think you need to move him out from there, since maybe he needs to be given something either more challenging or whatever it is. But use of psychology and variation together. If people are saying that he spoke about this in the 1990s, he actually spoke about this in the 1950s in Japan. And I have proof. If you go and check Elementary Principles of the Statistical Control of Quality, the series of lectures that he gave in Japan, you will see this in one of the chapters, very clearly stating what needs to be done.   0:25:47.9 Balaji Reddie: Now we come to the next principle, which is... I don't know how to explain this, but it's amazing. He says that "the leader has three sources of power: authority of office, knowledge, and personality and persuasive power, tact." So authority, that's your title, knowledge, and personality. Now, personality, persuasive power, and tact is more of a personal thing. It is something that is an attribute. Authority is the title you're given. I think the only thing that you can really work on is your knowledge. And he says that a successful manager of people develops knowledge and personality and persuasive power, does not rely on authority of office. He nevertheless has obligation to use his authority, a source of power, for him to bring changes. He says that maybe some drastic changes to equipment, to materials, to methods, and to reduce variation.   0:26:55.0 Balaji Reddie: So he attributes this to a gentleman, Dr. Robert Klekamp, or Klekamp, I don't know how to pronounce that. So he says, "He in authority, but lacking knowledge or personality, must depend on his formal power. He unconsciously fills a void in his qualifications by making it clear to everybody that he's in position of authority, his will be done." So I think he said if things needed to be done and if he's being guided the right way, then he has to bring his authority into power. I think this brings me to one of the interactions he had with... Was it James McDonald at Ford? When he made him stand up and asked him, "What is your job?" And he said, "I'm vice president, manufacturing," and he sat down. Deming said, "Stand up. That's your title, not your job." And then for the next half an hour, he grilled him on what his job was. And after half an hour, he still didn't get an answer. He said, "You don't know what your job is. Do you think other people in the company know what their jobs are? I think you're running a mess here."   0:28:02.2 Balaji Reddie: So Jim McDonald, instead of feeling insulted, took it in a very different way. Though he said, "I did feel that I wanted to resign and just walk out of there," but he said, "I knew this man was onto something." And that kind of thing of authority of office, I think he did not like if people used it for the wrong reason, but he wanted them to develop knowledge, personality. Personality, well, I think again, on the soft side, persuasive power tact. Not all of us have that, but I think we are living in a knowledge economy, so knowledge would be the key here. And he also says that if you're in a position of authority, use this to get the right work done.   0:28:47.3 Balaji Reddie: Then next he says "he will study the results with the aim to improve his performance as a manager of people." So when the system is not getting what it's supposed to do, then he does not put the blame on the people. He says, "I have... I may be going wrong somewhere." I'd like to share an example of my father in Japan. My father was in Japan in 1964, I said this last time. And he was on this Asian Overseas Technical Scholarship, AOTS. And they run these courses even today. They have three-month, six-month, nine-month, and one-year courses. And from what I remember my father telling me, it's integrated in the sense, I think he was there for six months. So during the morning sessions, they used to have classroom training, sitting in a classroom. And in the afternoon, post-lunch, they would go and work in a company, and that was like their intern. And so it was a combination of theory and practice taking place almost every day.   0:30:02.4 Balaji Reddie: Now, what happened there was on the first day... And that's where he started working with Showa Electric, and said they were called the interns. So on the first day, he was taken to the company and was introduced to his supervisor. The supervisor took him on the shop floor and introduced him to the team that he would be working with. And then, while he was leaving, that supervisor said, "I just need to tell you this, that we also form what is called as a quality circle." And this was... The quality circle movement started in 1962, so '64, the quality circle. And so my father said, "I don't know what you're talking about." And he said, "Well, this is something new. So would you like to be a part of it?" Because quality circle is voluntary, not mandatory. They make you a part of the quality, so if you want to be a part of the quality circle. It's not imposed on you.   0:31:05.0 Balaji Reddie: So my father said, "I need to talk to my teacher, my sensei, at the class." He said, "Yeah. You can talk to him." So he went back to the class the next day in the morning, he asked the teacher, the sensei, that this is what they said. He said, "Oh, it's a very good system. You can become a member of the quality circle." So on the second day, he said, "Yes, I'll be a member of the quality circle." "Great," he said. Now, on the third day, his actual work started. Now, they used to make television screens, CRO, et cetera. And one of the steps there was soldering. They had to solder. And the soldering was the dip soldering. You had to take the printed circuit board and dip it into the solder bath and take it out. Of course you were to... There was a technique.   0:31:52.8 Balaji Reddie: And so his job was that. His first job that he was assigned is to do soldering on these PCBs. And so the supervisor himself sat with my father and demonstrated 10 to 15 times how to do it. Then he told my father, "Now you do it." And then he was guiding him, and he made him make around 10 pieces until he said, "Okay. Now you're getting it right." Okay. Now he said the ground rules. If by any chance you press it down too hard or you keep it too long because of the extreme heat, there will be a superficial crack on the PCB. And that would not be something that affects the customer right away, but over a period of time, it can result in the board cracking and the radio not working. So when you see a superficial crack, you're supposed to pull the cord. There was a cord there. And when you pull the cord, the supervisor will come and help you. Fine.   0:32:56.1 Balaji Reddie: Now my father started doing his work, and his fifth or sixth piece developed a crack. Now, he said, I don't want to sound derogatory, but the Indian in me caught up. Should I report this? What would he think? I hardly left this man alone, and his fifth piece is a rejected piece. And he said, I did not want to pull that cord. But then... He said that, he told me, "Please pull the cord," I decided, let me go ahead and pull it. So when he pulled the cord, a red lamp went on there, and there's a big siren that went on. And the supervisor came running and turned off the siren and turned off that lamp and said, "What happened?" My father showed him the crack. So he said, "Okay, no problem." He put it aside. He demonstrated to my father 10 times again how to do it. And then he made him do it 10 times till he said, "Ah, see, you did this." And he got it right. Now he said, "Let's continue production."   0:33:58.8 Balaji Reddie: Now they went away and now my father got it right. After an hour or so, or maybe two hours, they had their tea break. And they were sitting around a table. Now, this was the quality circle. So the supervisor got up and started speaking in Japanese. Now, this was my father's third day there, so obviously he did not understand what was going on. The only thing he knew that they were referring to him because they could not pronounce his name properly. So instead of Reddie, he was being called Leddie. So Leddie-san, Leddie-san, Leddie-san. So my father said, "I knew he was talking about me." And he said, "I felt so ashamed, I was looking down at my cup of tea rather than looking up." And then when I looked up, he said, all of them were looking at him in admiration and the thumbs up sign. And he was wondering what the hell just happened.   0:34:51.0 Balaji Reddie: And at the end of it, when that supervisor stopped speaking, they all clapped. They clapped. And as they dispersed, each one came and held his hand and they went away. And now my father told the supervisor, "What did you tell them? Did you tell them I made a mistake?" He says, "Yes, yes, I did tell them that." He said, "Then why are they complimenting me? Why are they... Why did they clap? Why did they clap for me? Why are they shaking my hands?" He says, "They're shaking your hand, they're clapping, and they're complimenting because you pulled the cord." So he said, "What do you mean?" He says, "Well, we have a saying here, here in Japan, if after explaining to a person 10 times how to do something, if the person still makes a mistake, then there's something wrong in the way I explained it." So this bit over here is he will study results with the aim to improve his performance as a manager. Don't blame the other guy. What am I doing wrong?   0:35:54.0 Andrew Stotz: You hired him, you train him.   0:35:56.4 Balaji Reddie: Yep. So when Jack Welch used to say, "Sack the bottom 10% of the people every year," and he called them dead wood, well, I would say when you hired them, they weren't dead. You killed them. So that was principle number 11. Now principle number 12 is where he combined both variation and psychology together. He said "he will try to discover who, if anybody, is outside the system, in need of special help." So he draws a normal curve. I'll pass on this document to you so you could share it along with the podcast. And he says here that people belong to the system. These are people who need not be ranked. But a person outside the system on the lower side needs special help. People outside the system on the higher side, well, we need to take the system to that level to improve the system.   0:37:08.4 Balaji Reddie: So he talks about that. He says this can be accomplished with some simple calculations. If there be an individual with figures on production or on failures, special help may be only simple rearrangement of work. It might be more complicated. He in need of special help is not in the bottom 5%. He's clean outside that distribution. So he's trying to use the understanding of variation in a very different sense to understanding people. And he says that we try to reduce that variation in performance between people. That's the job of the system. So this is principle 11 and 12.   0:37:51.0 Balaji Reddie: Now you come to principle 13: "he creates trust." And that creates trust, I would believe, it's a two-way process. And he creates an environment that encourages freedom and innovation. That is the environment where people are unafraid to make mistakes. Because we learned that theory is not the opposite of practice; it's a guide to better practice. And we need all of us working together. And that trust, I think, has got a very funny meaning in my country. I keep joking about this. In India, trust is we will lie a little less to each other. But that's not what this is. We need to be straight honest with each other. And honest is you can only do that by example. Like what happened in my case. I remember when we had installed the ERP system in our company, and there are interlocks. And I remember there was a backlogged order. And I knew that because when we did not deliver the order on time, I negotiated with the customer and I got the delivery date postponed.   0:39:08.0 Balaji Reddie: Now I was trying to test the ERP that month. So I said, let me see if the ERP can capture this because it should show it as a backlogged order. But it showed it as an order that was to be delivered on the new adjusted date. And I said, "How did that happen?" Because that should not have changed. And so I called my assistant. I said, "This should be in backlog. Why is it showing me as a spillover order?" And he said, "No, I changed the date." I said, "Why did you do that?" And he said, "No, because the finance guy will get angry with me." And I said, "That is my problem." I said, "When I told you you're not supposed to change that date..." And I removed his administrative powers in changing the date so that he could not change the date in the system.   0:40:01.7 Balaji Reddie: I removed his powers. And he apologized profusely and said, "Please let me." I said, "No." So till the day I resigned, I kept it. I said, "You're not gonna be doing this because it's not a question..." I said... If I had succumbed to that Andrew, they would have lost my trust. They would have thought that, "Oh, Balaji just talks. He doesn't walk the talk." I said, "No, you're not supposed to do this. We are trying to go by a system. Let's go by the system." So I think you can only create trust through example, through demonstration, if I may say so, and especially under adverse circumstances that you need to demonstrate this.   0:40:46.1 Balaji Reddie: Principle number 14: he says "he does not expect perfection." I think that even he said it in principle of variation. Principle 15: he says "he listens and learns without passing judgment on him that he listens to." This is an extension of the previous points. Principle number 16: he will hold an informal, unhurried conversation with every one of his people at least once a year, not for judgment, merely to listen. The purpose would be development of understanding of his people, their aims, their hopes, and their fears. This meeting will be spontaneous and not planned ahead. So there should be no bias, like an audit.   0:41:41.5 Andrew Stotz: Right.   0:41:42.2 Balaji Reddie: And lastly, principle number 17: "he understands the benefits of cooperation and the losses from competition between people and between groups." So these were the 17 principles of leadership, the beginning of transformation. I think there can be nothing more to do than this. He was so clear in what he wanted us to do. I wonder why people say that there was no method.   0:42:16.5 Andrew Stotz: Yeah. He definitely outlined a lot of stuff there. One of the questions I had for you on that list is, what do you say to people that say that he's kind of a dreamer? The idea that you can sit down with your employees and have this time and everybody's so busy and just talk about your fears and your goals and all that stuff where we live in this age of, we've gotta get the result, we've gotta be focused. How do you respond to that?   0:42:51.1 Balaji Reddie: Well, I say give this a try. All right? You've done it your way, right? You've done it... Let's just forget about it, and you're seeing what's happening. You want a change, you gotta do something different. So why don't you go by what this man is saying? And if you say that, you know, a dreamer or whatever, well, I'd like to quote John Lennon here: "You may say I'm a dreamer, but I'm not the only one."   0:43:16.8 Andrew Stotz: Yep. Yep. Yep. And what do you say for people that feel that you gotta have these targets and goals and KPIs to get the most out of people? And when we think about what Deming's talking about, we're talking about this intrinsic motivation. But it's scary for people to think. It's a lot more comfortable to have these goals and structures than what you could argue is a little bit more unstructured. And how do we balance that? And obviously Deming wasn't saying don't have goals.   0:44:02.1 Balaji Reddie: Yeah, yeah. I think Henry addresses this very well in his 12-day course where he has a specific section on goals, et cetera. And he talks about how Deming said that there are some things called facts of life. Facts of life is, okay, we need to turn out, we need to generate so much of revenue this year because we need to pay for all our salaries and blah, blah, blah, blah, blah, and then we need to have some money for the future. So we need to make so much of money this year. Now that's not a goal, that's a fact of life. But when you are bringing that number out and showing that to everyone, please also indicate to them how we intend to achieve that. Don't just leave it to them and say we need to do this.   0:44:54.4 Balaji Reddie: Okay. I'll give an example here. I don't want to sound... It may sound a little self-serving, but okay, take it in the right spirit. I remember when we had our first strategic meeting at my company, and my boss... Okay, was... He said... I think 20 of us sitting in the room and he said, "Last year, our target was 30 million and we're getting there and we're doing a great job. So this year we're gonna aim for 45 million." Now when he said that, I just put my hand up and he said, "Yes." So I said, "Why 45 million?" And he just stared me down and he looked up at everyone and said, "That's it. Meeting dismissed." He just walked out. These are those days when you had... You know the OHP? You know the overhead transparencies, the projector?   0:45:56.9 Andrew Stotz: Oh, yeah. Overhead transparencies, yep.   0:45:58.8 Balaji Reddie: Yeah. So he had the transparencies, and he just took them and walked out. And all the guys came to me, "Are you mad? You're questioning the owner of the company? Are you nuts?" And I was thinking, "God, what did I say wrong?" And then we started going back to our cabins, and when I sat down at my desk, the phone rang, and it was boss. And he just uttered one word, "Come." So when I was walking towards his cabin, I was thinking to myself, "Nice company, nice friends." And then I knocked on the door, and he said, "Yeah, yeah. Come in." He said, "Sit down." And then he said, "Shut the door." He said, "What the hell were you trying to do today? Are you trying to mock me?" I said, "Please, why would I want to mock you, boss? I wouldn't want to mock you. I just wanted to know why 45 million."   0:46:52.9 Balaji Reddie: He says, "All right." And so he took out what is called the blue book, where we have the yearbook, what happened in our country in the last one year. We have these books that get written, right? So he said, "Look, this is growth in our country in industry. This is our... Sector that we are in, and we are in the organized sector in this industry. And the year-on-year growth for the last five years has been this, and this year the expected growth is so much. And can I expect at least 3 or 4% of that growth?" I said, "Of course, why not?" He said, "That, son, is 45 million." So I said, "Why didn't you tell me this? That's all I wanted to know." He said, "You think these asses..." He was referring to my other colleagues... "Would understand?" I said, "Boss, if I can understand, they can understand. It's one and the same." "Okay. Let's meet tomorrow."   0:47:52.1 Balaji Reddie: So the next day we met again. And he said, "Yesterday, when I uttered 45 million, this genius asked me why, and so I'm gonna tell you why." And he went on to explain. After he finished explaining, my sales guy... Sorry, my marketing guy got up and he said, "I have something to share." "Okay, please come forward." He put the transparency. And he had listed there the top 10 selling items in my company based on revenue, based on profits, and based on quantities. Top 10 for each. There were three products that were common to all the three. So obviously he was sending a message to us, that we had to attain our targets, at least by focusing.   0:48:44.8 Balaji Reddie: The moment he showed that, he underlined these three, the sales guy put his hand up and said, "Yes." "That second product you underlined, our competitor is selling it as a package with another product, but we don't seem to have that on our list." So the R&D guy got up and said, "Could you tell me what the part number..." And he says, "It's part number so-and-so." He said, "Hang on, I've already developed that." You know what was happening, Andrew? We were talking to each other. And that meeting went on for three and a half hours. And at the end of the three and a half hours, all of us knew how to attain 45 million.   0:49:23.8 Andrew Stotz: I thought you were gonna ask a question on the second day, "Hey, boss, so 45 million, why is there no market share gain of our business that we're growing faster than the industry?"   [laughter]   0:49:41.4 Balaji Reddie: So anyway, but this was... This is what I think goals should be transparent in this sense, that why are we giving you this number? And more importantly is the discussion that happens is how are we gonna do this? It just doesn't happen by itself, right? And if you leave it to people, they start distorting numbers, right?   0:50:03.8 Andrew Stotz: Yeah.   0:50:04.2 Balaji Reddie: As Brian Joiner said, "Distort the data, distort the system, or distort both."   0:50:12.2 Andrew Stotz: Yeah. And we're working on a growth plan for my coffee business.   0:50:19.0 Balaji Reddie: A growth.   0:50:19.6 Andrew Stotz: And really what it comes down to is three things. Number one, are we as the owners gonna hire more salespeople? Because salespeople bring in revenue.   0:50:36.3 Balaji Reddie: Right.   0:50:37.0 Andrew Stotz: Number two, are we as the owners going to develop together with the rest of the team a higher value-added offering...   0:50:50.6 Balaji Reddie: Wow.   0:50:50.8 Andrew Stotz: That we can bring more value than what we're bringing right now, which would bring potential customers to us and allow us to sell more easily. Or are we as the owners going to buy another company?   0:51:07.8 Balaji Reddie: Oh, okay.   0:51:09.2 Andrew Stotz: So those are the three things. And Dale and I have been discussing each one of those in a lot of detail, testing out and debating and discussing. But those are the type that... When it comes to growth, that's just... We know the growth we can produce with no change. And that's in line with the inflation rate or whatever the economic growth, for sure. But as long as we don't lose people on our team or something like that. But to go to our team and say, "How are we gonna grow faster?" Well, that whole point is we can see. Also the other thing is that we can see bigger about the industry sometimes. Sometimes they see something at a small level that they bring back to us and think, "Whoa, wait a minute, that's something valuable." And yeah, so we're getting ready for our final decisions on where we're gonna go with that. But yeah, without that type of change, we're not gonna reach the type of growth that we want to get. And really our idea is 5x growth in five years.   0:52:19.9 Balaji Reddie: Okay.   0:52:20.5 Andrew Stotz: And in order to do that, we have to have a completely different level of quality, service, product, thinking. And so, yeah, it's fun... It's challenging. Anyways...   0:52:32.9 Balaji Reddie: Right.   0:52:33.2 Andrew Stotz: So how do we wrap this up? What is it you want people to take away? You've shared a lot of different stuff. What would you like them to take away from it?   0:52:42.0 Balaji Reddie: Yeah. One, I'm trying to shatter that myth that Deming did not tell us what was to be done. I think he was very clear and we need to reread and reread. And we have to take these as guidelines. You may come up with your own method, but see these as a guideline by and large to put you on the right path. And once you do that, you may develop something which works for you, and that's what he wanted. But let us not just say that he only philosophized about things. I think he was very clear in his head. He just wanted us to do things our own way because nobody understood our problems better than we ourselves. And he was just showing us how to understand things around.   0:53:32.6 Balaji Reddie: He wanted us to know, to understand what we do not know. Through these principles, we can address some of the gaps. Perhaps we were getting a few things wrong. So point number 14, take action to accomplish the transformation. I think it begins with leadership. So point number seven comes into the picture. It begins with training and education. Point number six comes into the picture and it also brings in point number 13, which is learning and development. And education and training is different from learning and development. Training can be very company specific and you can measure the outcomes of training, but you cannot measure the outcomes of development because that takes time.   0:54:19.8 Balaji Reddie: So you need to have some things going in your favor. And for that you need to choose, and he told us how to do that. And yes, he wanted top management to be a part of this because he said those in authority need to do this. But that one sentence that middle management can commence, it can commence there, is a telling statement. So he knew it was possible.   0:54:45.0 Andrew Stotz: That's great. And I like that. Commence. That there's... It's not necessarily gonna be completed by middle management, but middle management can start right now, right where you are. So that's a great way, that's a great way to end with the start. So, Balaji, I want to thank you on behalf of everyone at the Deming Institute. And it's an interesting discussion and I'm enjoying it very much. And for listeners out there, remember to go to deming.org and also there, jump on DemingNEXT to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and that is: "People are entitled to joy in work."   0:55:32.1 Balaji Reddie: Oh, yeah. Andrew, I think saying thank you on behalf of the institute, I am also a part of the institute.   0:55:38.5 Andrew Stotz: Of course. Of course. You are. I appreciate it. Okay.

Bill Cooper, host of Living the Dream Outdoors Podcast, is joined by Chris Allison, owner of Slim's Knox County Whitetails, and well known bow-hunter,  videographer, and host of The Virtue TV Show, Phillip Vanderpool. The trio discusses the Legends of the Outdoors spring turkey hunting camp held at Knox County Whitetails. Other outdoor legends attending the camp included Linda Powell, Ray Eye, Sandy Brady, Dr. Jimmy Sites, Garry Mason, and his son, Michael. The combined efforts of good guides and dedicated hunters resulted in 6 longbeards being taken in 2 days of hunting. And there is more. Allison and Vanderpool talk about the monster bucks of Knox County Whitetails in the second half of the program. This week's episode of Living the Dream Outdoors Podcast is one you will want to listen to more than once!  

Join Living the Dream Outdoors Podcast host Bill Cooper as he sits down with Fox Pro  expert John Collins. They explore the exploding world of predator hunting and calling. John reveals the tricks and tactics of calling predators that will help extend your hunting seasons. They also delve into the world of wildlife management through predator control. It's a fun and inforamative show!

In this episode we go into this amazing story of two childhood friends from Montana that entered a deep sea fishing contest out of the blue and came away with some serious stories and cash!

Living the Dream Outdoor Properties Land Agent Justin Bruehl sits in for Bill Cooper. Colby Sharp, from NRCS, joins Justin for an in depth discussion about wildlife management, food plots and wild turkeys.This episode is especially enlightening. Cody helped Justin with wildlife management programs on his farm in Dent County, Missouri. Before they knew it, they were tiptoeing through the turkey poults! Living the Dream Outdoors Podcast can be heard through most social media platforms. 

JT's Mix Tape Episode 79This episode explores the recent conference on ancient mysteries, the rise of theories about giants, megaliths, and extraterrestrials, and the spiritual implications of the ongoing UFO and alien disclosure phenomena. JT &  @TuneThyHeart  analyze the deception behind popular narratives, the influence of media, and the biblical perspective on these topics. This episode explores the manipulation of history, the Mandela effect, and the influence of media and entertainment on perception. It delves into conspiracy theories, cultural shifts, and the hidden agendas behind popular culture, encouraging discernment and awareness.Become a supporter of this podcast: https://www.spreaker.com/podcast/jt-s-mix-tape--6579902/support.Please support our sponsor Modern Roots Life: https://modernrootslife.com/?bg_ref=rVWsBoOfcFPatreon: https://patreon.com/JT_Follows_JC?utm_medium=unknown&utm_source=join_link&utm_campaign=creatorshare_creator&utm_content=copyLinkJESUS SAID THERE WOULD BE HATERS: https://jtfollowsjc.com/product-category/mens-shirts/JT's Hats: https://jtfollowsjc.com/product-category/hats/Coaching Program: https://www.echoesoftruthnetwork.com/join

This might as well be Sedition Saturday on the P.A.Z.NIA Radio Network — though, I guess that could be any transmission. Hit “PLAY” for a 6+ hour masterclass on guerrilla warfare, just war theory, and much more. Please enjoy and consider joining us for a LIVE Self-Liberation Saturday transmission, starting… The post Self-Liberation Saturday, 5/2/26: Cloak & Dagger with Thane Riddle + Bill Cooper, Militias + Guerrilla Warfare with Shane & Kyle appeared first on The Vonu Podcast.

This is a re-presentation of a classic LUA Radio, Direct Action Series episode with our LUA Creative Consultant, Kyle Rearden. Herein, we go deep into guerrilla warfare and just war theory, and how such concepts can apply to private/collective defense (i.e., militias). Please enjoy and consider joining us for a… The post SELF-LIBERATION SATURDAY: Guerrilla Warfare & Just War Theory with Shane/Rayo 2 & Kyle Rearden (A Direct Action Series, LUA Radio Classic) + Bill Cooper: Militias appeared first on The Vonu Podcast.

Join Living the Dream Outdoors Podcast host Bill Cooper as he sits down with two legendary turkey hunters and callers at the NWTF Convention in Nashville.Yargus won the NWTF Grand National title in 2008, Mid America Open 3 times, U.S. Open, the  Missouri State Championship 3 times, 2 World Championship titles in the Two Man Team Challenge, and many other titles since his first calling contest in 1996.Knight & Hale Ultimate Hunting Team member and Pro-staffer Keith Wahlig of Villa Ridge, MO., has been turkey calling professionally for more than 30 years. Keith has won and placed in over 100 calling contests across the country, including World friction, U.S. Open, and the Grand Nationals. Keith is an accomplished natural voice gobbling champion, with wins including the Grand Nationals and U.S. Open gobbling champion. Besides taking trophy toms all across the country, he is also an avid bowhunter, taking game from whitetail deer in the Midwest to Black bear in Canada. Keith is a much requested seminar speaker, an active JAKES volunteer, a founding officer of the St. Louis Longbeards, and a recipient of the NWTF President's award. Keith has made appearances on Knight and Hale's Ultimate Hunting television show and Summit's High Places.This is a fun show that you will not want to miss.

Join host Jeff on the April 24, 2026 episode for a wide‑ranging show that blends Scripture, political analysis, conspiracy clips, and prayer. The program opens with music and a playful “Word on Word” segment comparing 2 Corinthians 5:18 and 1 Peter 1:18–19, followed by scripture reflections and listener interaction. Throughout the episode Jeff plays and reacts to a series of archival and viral clips: a brief John F. Kennedy excerpt about hidden, organized conspiracies; a four‑minute warning from a younger commentator about a planned move toward a “post‑human” future, cultural conditioning, gender ideology and transhumanism; and a 1996 clip from Bill Cooper that frames much of the show's worldview. Topical reporting and commentary include concerns about weather modification and geoengineering (a devastating Oklahoma tornado is discussed as likely engineered), surprising rainfall in drought‑struck Iran, and the role of technology—Elon Musk's robots and Tesla's cyber taxis—as part of a broader control grid conversation (including Starlink). The episode examines 9/11 through alternative lenses: numerology, ritual symbolism and migration as geopolitical consequence. Jeff critiques institutions such as the SPLC, touches on Alex Jones and Nick Fuentes, and connects these events to larger questions about infiltration, migration, and the alleged goals of global elites. International flashpoints are highlighted with a viral emergency message from the Netherlands about recent social and bioethical laws; the clip contains strong language and elicits an emotional response from Jeff, who warns listeners about cultural decline and urges bold, faithful resistance rather than passive scripture quoting. Political accountability appears in a short clip from Congressman Brandon Gill describing $2.7 trillion in improper payments and potential large‑scale money laundering, which folds into the host's larger thesis that both parties and the administrative state work against ordinary citizens. Key themes: skepticism of institutions, warnings about cultural and technological engineering, the spiritual dimension (church infiltration and the need for the believing community to stand), and practical faith—prayer meetings, a Sunday Bible study continuing 2 Corinthians, and upcoming feature presentations on Ezekiel and Enoch. Jeff invites calls, prayer support, and listener participation, closes with music, and promises a mix of biblical teaching, hard‑hitting clips, and politically charged commentary. Want to Understand and Explain Everything Biblically? Click Here: Decoding the Power of Three: Understand and Explain Everything or go to www.rightonu.com and click learn more. Use coupon code REDEEM for $50. value savings until the end of April. Thank you for Listening to Right on Radio. Prayerfully consider supporting Right on Radio. Click Here for all links, Right on Community ROC, Podcast web links, Freebies, Products (healing mushrooms, EMP Protection) Social media, courses and more...https://linktr.ee/RightonRadio Live Right in the Real World! We talk God and Politics, Faith Based Broadcast News, views, Opinions and Attitudes We are Your News Now. Keep the Faith

Join Living the Dream Outdoors Podcast host Bill Cooper and long time friend Keith Wahlig as they reminisce about turkey hunts past. Keith also covers turkey hunting history. You'll  hear names like Ray Eye, Walter Parrott and others. Additionally, Keith, a champion caller, gives some fine lessons on calling that are sure to help you in the spring turkey woods.   

Join Living the Dream Outdoors Podcast host Bill Cooper, owner of Fleming Farm and Kennels, Cliff Fleming, and avid bird hunters Pitts Lesense and Josh Hagar. The foursome, among others, enjoyed a terrific day of bird dog training on the farm. Several breeds were handled including, Irish Setters, English Setters, German Shorthair Pointers, brittainies and an ancient breed called Bracco Italiano. Victra, Hagar's dog stole everyone's heart with her sweet disposition and unusual gait which made her appear to run on air. It's a fun-loving episode that you will want to hear, especially if you are a lover of bird dogs and bird hunting. We are certain you feel the same as Ernst Hemingway. He said, “the last bird you shoot on the wing is as fun as the first.”

Steve hosts without Ike  at first and checks in with Tom Pickford, Greg Fitzgerald, Bill Cooper, and Laura Stacey as they drive Pollyanna—Barbara Toy's famed Series I Land Rover—across the southern U.S. toward the Texas Rover Club's SCAR event honoring Toy. They discuss how the trip came together after Jaguar Land Rover brought Pollyanna to Pebble Beach, the convoy support vehicles, early mechanical quirks from year-old fuel, recreating Toy's Jacksonville Beach moment with the mayor, and efforts to preserve and expand Toy's legacy through barbara-toy.com, surviving letters, and the book The Free Lives of Barbara Toy, plus challenges republishing her out-of-print books (only In Search of Sheba is currently reprinted). Back in studio, Steve and Ike note Tim Slessor's death, a Tom Holland Series Land Rover ad, and a Liam Neeson horror-comedy featuring Land Rovers.00:00 Ike Is Out Today00:39 Hotel Internet Fixes01:32 Naming The Expedition02:19 Meet The Pollyanna Crew03:59 Why Recreate The Journey06:52 Picking Up Pollyanna07:24 JFK Versus Newark08:49 On The Road Glitches12:10 Laura Joins The Ride14:45 Club Shirts And Walmart15:56 Bill And The Support Cars17:40 Writing And Publishing Plans19:22 Saving Barbara Toy History22:51 Recreating Jacksonville Beach23:38 Family Ties And Legacy25:16 Rescuing Barbara's Archive26:08 Letters Become a Book26:39 Hunting Global Ephemera27:41 Reprinting the Travelogues29:27 Pollyanna and Lost Vehicles31:32 Why the Books Are Rare33:18 Secondhand Shop Strategies34:24 Farewell and Modern Contrast36:38 Land Rover News Roundup38:02 Tom Holland Series Ad39:36 Tattoo Banter Detour40:42 Pollyanna Trip Check-In44:16 Liam Neeson Zombie Film46:35 Wrap Up and Next Check-In

Join Living the Dream Outdoors Podcast host Bill Cooper on your favorite social media platform as he interviews Wildlife Imitator Ralph Duren and new Arkansas Land Agent Zach Howell. It's a good time talking about the NWTF Convention  in Nashville, Ralph's career with the Missouri Department of Conservation as a trapper and wildlife imitator (he can make 130 animal sounds with his voice() and Zack's talented life as a musician, contractor, and land agent for Living the Dream Outdoor Properties. It's a good time in Nashville!

Steve Beres and Ike Goss discuss the newly revealed Freelander, debating whether the images show a real production vehicle or a concept pushed out after a crash-test leak, and they comment on its bold styling, screen-heavy interior, and unusual seating and door design. They cover Land Rover news including Tiger Woods rolling a Range Rover in an alleged DUI incident, a viral Sudbury car-park video featuring a machete-wielding motorbike theft and a Defender intervening, and a reported 61% jump in JLR sales alongside jokes about Jerry McGovern's departure. Ike shares Pangolin4x4 shop updates on a repeatedly botched transmission rebuild and the importance of correct tolerances, plus progress on two Michigan Land Rovers bought sight unseen. They also preview Tom Pickford and Bill Cooper driving the famous Pollyanna to the SCARR rally and mention Steve's new diode laser tool for marking parts.00:00 Show Intro and Hosts01:20 Freelander Reveal Buzz01:52 Concept or Production02:38 Wild Interior Tech06:27 Design Stripe Debate09:02 Can You Buy It09:44 Tiger Woods Rollover12:06 Defender Vigilante Video15:33 JLR Sales Spike Talk16:46 Pangolin Shop Updates17:40 Gearbox Rebuild Autopsy18:27 Bushing Failure Explained19:29 Why Tolerances Matter21:35 Customer Fallout and Fix22:41 Dialed In Land Rovers24:28 Michigan Barn Finds Update28:16 Pollyanna Road Trip30:08 New Diode Laser Tool33:12 Wrap Up and Next Week

Join Living the Dream Outdoors Podcast host Bill Cooper as he visits with John Sabati of Hawaii. John is the state chapter president of the National Wild Turkey Federation and provides up-to-date turkey hunting information about the islands, covers vacation ideas, and more. In the second segment, Chris Bishop, of Buck Chasers, provides a bird's eye view of hunting big whitetails in the Land of Lincoln, Illinois. It's a fun and informative episode of Living the Dream Outdoors Podcast.

In this episode, we begin with the tornadoes that tore through our area and use that moment to step into a broader investigation—tracing weather manipulation from 19th-century experimentation to Operation Popeye and the questions that remain today. From there, the conversation widens into a series of signals across history and current events: Jim Garrison, resurfacing clips from Bill Cooper and Robert Welch, and the steady drumbeat of political rhetoric pushing war abroad while cultural and spiritual decay grows at home. We examine topics like Canada's MAiD program, the influence of lobbying power, declining churches, secretive societies, and the ongoing battle over language, truth, and identity. Taken together, these are not isolated headlines but pieces of a larger pattern—one that points to a coordinated shaping of society, perception, and belief, and ultimately a deeper spiritual war for the hearts and minds of people.Email: thefacthunter@mail.com

In this opening episode of a short mini-series, host Jeff lays out his "Dark to Light" framework and explains how he arrived at his conclusions using pattern recognition, scripture, and decades of research. Expect archival audio and video clips — including material from Bill Cooper, a one-minute Treasury clip from Scott Besant, and an official White House video — that Jeff uses to illustrate how clandestine networks, intelligence agencies, and financial institutions interact behind the scenes. Topics covered include a simplified "power structure" pyramid (from the people and law enforcement up through corporations, nation-states, intelligence agencies, and central banks), the role of secret societies and ancient mystery traditions, and the host's view that the very top of the hierarchy operates through spiritual deception. Jeff ties the analysis to biblical passages (John 3:16; John 14:30; Ephesians 2; John 16:11; 2 Corinthians 4:4) and explains why faith and discernment matter amid geopolitical upheaval. The episode reviews recent geopolitical flashpoints — the 2026 Iran conflict, alleged regime-change tactics, the fallout of financial pressure campaigns, SWIFT and sanctions, BRICS vs. Western financial systems, and the emergence of new asset-backed currency proposals — and links those events to long-term strategies by intelligence agencies and central banking interests. Jeff also discusses the "false great awakening" narrative (including Q as a psychological operation) and the shifting global map he expects as a new financial and military order is established. You'll hear analysis of President Trump's 2017 executive order on financial regulation, claims about bringing the Federal Reserve under Treasury oversight, and Scott Besant's remarks on using economic pressure against Iran — all used to show how economic tools can pave the way for military action and systemic change. Practical takeaways include preparedness tips Jeff recommends (short-term supplies, EMP protection) and a reminder to discern media narratives that fall into left/right traps. The episode also features a short promotion for "Decoding the Power of Three," a video course offered at writeonyou.com that Jeff ties into his broader spiritual and historical thesis about divine truth and the Trinity. Overall, listeners should expect a mix of conspiracy analysis, faith-based interpretation, historical context, and calls for vigilance as global institutions and power structures undergo rapid change. Want to Understand and Explain Everything Biblically?  Click Here: Decoding the Power of Three: Understand and Explain Everything or go to www.rightonu.com and click learn more.  Thank you for Listening to Right on Radio. Prayerfully consider supporting Right on Radio. Click Here for all links, Right on Community ROC, Podcast web links, Freebies, Products (healing mushrooms, EMP Protection) Social media, courses and more... https://linktr.ee/RightonRadio Live Right in the Real World! We talk God and Politics, Faith Based Broadcast News, views, Opinions and Attitudes We are Your News Now. Keep the Faith

Join Living the Dream Outdoors Podcast host Bill Cooper for a dynamic good time about hunting wild turkeys. In the first segment he interviews GSM pros Sheldon Lovelace and Paul Butski, one of turkey hunting's greatest legends. In the second segment, Kenny Zuspan, of 1st Class Whitetails of Ohio, reviews his World Turkey Tag Competition. It's a show you will not want to miss.  

In this episode, Dr. Bill Cooper, Senior Vice President for Professionalism and Clinical Excellence at Vanderbilt University Medical Center and Cornelius Vanderbilt Professor of Pediatrics and Health Policy at Vanderbilt University School of Medicine, shares how structured feedback, credo based evaluations, and peer led cup of coffee conversations strengthen culture and patient safety. He explains how timely, respectful interventions improve clinician behavior, engagement, and overall care delivery.

00:00:00 – Cold open and micro-song banter 00:04:38 – Alex Jones clips of the week 00:09:19 – Shopping list bit and Spanky remembrance 00:13:50 – Missing Wright-Patt general sparks UFO suspicion 00:17:32 – Claude starts stealing ChatGPT's crown 00:21:22 – AI shrinks the Iran kill chain 00:26:14 – China eyes the physical AI lead 00:30:59 – The AI god thought experiment 00:35:59 – Giving machines souls and survival goals 00:41:01 – AI Star Wars mirrors real war anxiety 00:45:54 – Bill Cooper's Armageddon warning returns 00:50:55 – Dave Rubin turns on Tucker over Iran 00:55:03 – America First fractures over another war 00:59:58 – Candace Owens says Israel drives the policy 01:04:28 – Mark Levin and Ben Shapiro fire back 01:08:39 – Epstein blackmail chatter shadows the war push 01:13:41 – Ben Shapiro smears antiwar critics 01:18:39 – Trump assassination claims get folded into Iran 01:28:06 – Microsoft tries to censor "micro slop" 01:37:53 – Corporate jargon gets dragged 01:47:51 – Pizza toppings from hell 01:52:31 – San Francisco's poop bag cold case 02:01:51 – Sign-off and loose end-of-show chatter 02:06:49 – Microsoft micro songs close the night   Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research ▀▄▀▄▀ CONTACT LINKS ▀▄▀▄▀ ► Website: http://obdmpod.com ► Twitch: https://www.twitch.tv/obdmpod ► Full Videos at Odysee: https://odysee.com/@obdm:0 ► Twitter: https://twitter.com/obdmpod ► Instagram: obdmpod ► Email: ourbigdumbmouth at gmail ► RSS: http://ourbigdumbmouth.libsyn.com/rss ► iTunes: https://itunes.apple.com/us/podcast/our-big-dumb-mouth/id261189509?mt=2  

Living the Dream Outdoors Podcast host Bill Cooper engages with Kyle Carroll, a board member of the Conservation Federation of Missouri while fishing at Lake Taneycomo and Table Rock Lake in the first segment, and joins Justin Bruehl, a land agent for Living the Dream Outdoor Properties, at the National Wild Turkey Federation's 50th Annual Convention in Nashville, Tennessee. It's an action packed episode full of fun and solid information. 

Andrew For America welcomes back to the show the host of the According2Sam podcast, Sam Winchester. Andrew and Sam cover a wide range of topics including: the situation in Minnesota, the state's fraud, some biblical history including Nebuchadnezzar‘s dream, the stories of Solomon‘s temple, and why this time period is so important to the Freemasons, good versus evil, propaganda, occult history, world democracy, how the US Constitution came into existence, the 3/5 compromise, AOC embarrasses herself in Munich, 911, Alex Jones, Bill Cooper, and Sam offers a great idea that politicians need to sign a “pledge!”Visit allegedlyrecords.com and check out all of the amazing punk rock artists!Visit soundcloud.com/andrewforamerica1984 to check out Andrew's music!Like and Follow The Politics & Punk Rock Podcast PLAYLIST on Spotify!!!Check it out here: https://open.spotify.com/playlist/1Y4rumioeqvHfaUgRnRxsy...politicsandpunkrockpodcast.comFollow Future Is Now Coalition on Instagram @FutureIsOrgwww.futureis.org

Join Living the Dream Outdoors Podcast host Bill Cooper and outdoor writers Kenny Kieser and Tyler Dikes as they discuss their day trout fishing on Lake Taneycomo as part of the Conservation Federation of Missouri's media camp. Tips, tactics, laughter and adventure are all a part of this informative episode. Kenny Kieser reveals a new western novel of his that will be released soon, and Tyler Dykes, the Show-me Fly Guy reveals his inspiration for fly fishing. It's an episode full of solid information and some good laughs all coming from beautiful Lake Taneycomo and Lilleys' Landing Resort.  

Join Living the Dream Outdoors Podcast host Bill Cooper and renowned Current River Fishing Guide Billy Smith. Billy is licensed by the National Park service to  guide within the Boundaries of the Ozark National Scenic Riverways. He has guided hundreds of anglers over the years with many catching their personal bests for smallmouth bass and walleye. Every angler that loves the Missouri Ozarks owes it to themselves to get on the river with Billy Smith.

Paul Bennewitz, Bennewitz affair, Kirkland Air Force Base, UFOs, Myrna Hansen, tin foil, cattle mutilations, Richard Doty, Bill Moore, Moore's links to Russia, Moore's contacts with the US security services, underground bases, Dulce, Tal Levesque, Bennewitz's computer, J. Allen Hynek, the Majestic 12 hoax, Prior of Sion hoax, similarities between MJ-12 and PoS hoaxes, Holy Blood Holy Grail, Serpo, UFO Cover Up? Live, To the Stars Academy (TTSA), were Doty's actions against Bennewitz sanctioned by the Air Force, Russia, the role of counterintelligence in Ufology, non-lethal weapons, was Bennewitz targeted with non-lethal weapons, similarities between Bennewitz and Robert Guffey's account in Chameleo, the role of The X-Files in popularizing these tropes, Jacques Vallee, why Vallee will be regarded as a pivtoal figure to future generations, Bill Cooper, the Cooper-ization of Ufology and parapolitics, are the Delta Force ready for a rematch with the Grays?Watch Saucers, Spooks and Kooks here:https://saucersspooksandkooks.vhx.tv/Music by: Keith Allen Dennishttps://keithallendennis.bandcamp.com/ Hosted on Acast. See acast.com/privacy for more information.

Join Living the Dream Outdoors Podcast host Bill Cooper and Editor in Chief of the DeerCast app, Jim Richamn, as they discuss the Owensville Deer Classic, deer hunting, outdoor communications and much more. It's an information packed episode that every deer hunter will enjoy. 

On this public release of our analysis of Bill Cooper's Mystery Babylon, we discuss the axial point of the modern New World Order: The Order of the Rosy Cross. We discuss the philosophy of Soul Science and methods of directing the Universe's generative force. All 36 previous episodes in this series are available in the Paz Presents... Collection on the Timeline Earth Patreon page. Also, join the Scarlet Thread Society Patreon page as Paz is preparing to record and release a long-form series on the magic of Kabbalah.

Join Living the Dream Outdoors Podcast host Bill Cooper as he interviews MDC's Cervid Program Supervisor Jason Isabelle about Chronic Wasting Disease (CWD) Isabelle discusses the history of the disease, its prevalence today, and the importance of controlling the disease.There is a lot of controversy about how MDC is managing CWD. Isabelle addresses those concerns and gives a scientific basis for their management policies. One can look to Wisconsin, Arkansas and now Kansas to see what lack of management of CWD brings. It's not a pretty picture of deer herds. There is a small element of people in Missouri who want to totally do away with our Missouri Department of Conservation. They would willingly destroy what has taken decades for Missouri citizens to build, the most respected conservation department in the nation. We set our MDC up through the initiative petition process and created it in 1936 as a part of the Missouri Constitution (Amendment 4) as a separate entity to be managed by professional biologists, thus removing it from the hands of politicians.  We all pay a 1/8th of 1 percent sales tax to support MDC. The per capita cost is roughly $30 per year. For $30/yr. every Missouri citizen has access to over 1 million acres of public MDC lands,enjoys incredible hunting and fishing opportunities, camping, hiking, and outdoor education programs through our schools and local communities. It is the best deal in conservation in the entire USA. Let's keep it that way.  

Send us a textOn this episode Thomas and his guest, Patrick Morton look back at the year 2025. They discuss the common themes of the year as well as play some of their favorite clips. So sit back and enjoy The RŌL Radio 2025 Re-cap.www.rolacademy.tv 30% discount with ROLRADIO code at checkout. Over 1600 videos for your Jiu-Jitsu journey.FREE Access to ROL TV - https://rolacademy.tv/yt/269-the-rol-radiohttp://www.therolradio.comhttps://www.instagram.com/therolradiohttps://www.facebook.com/therolradio/Support the show

Join Living the Dream Outdoors Podcast host Bill Cooper and Huzzah Hilton guests Dr. Rodney Harrison, Spencer Hutson and Rev. Tommy Miller. Campfires, deer hunting stories, camp cooked meals and love for hunting are the topics discussed from the front porch of the Huzzah Hilton, which sits on the banks of beautiful Huzzah Creek. It's all surrounded by thousands of acres of Mark Twain National Forest deep in the Ozark Mountains of Missouri. You'll wish you were there.

Garry Mason, owner of the Legends of the Outdoors National Hall of Fame leads a group of bird hunters to Legends of the Prairie Outfitters in Winner, South Dakota for three days of fabulous pheasant hunting. Members of the hunting group included: Jimmy Houston, of bass fishing fame, John Faber and Sandy Brady, of Migra Ammunitions, Steve Mosely, of Enviro Solutions, Randy Cobb, Darrell Hilyer, and Tom Berry, avid bird hunters from North Carolina, Landon Dean, cameraman from  Tennessee, Donnie Conway, board member of the Legends of the Outdoors, from St. James, Missouri, and Bill Cooper. If you love bird hunting,great dog work, and fun in the field with a bunch of fellow hunters, you will not want to miss this show. Living the Dream Outdoors Podcast can be heard on most social media platforms.    

Join Living the Dream Outdoors Podcast host Bill Cooper and special guests Joe Hollingshad, owner of Devil's Backbone Outfitters, and friend and avid hunter Rick Longnecker as they discuss bear hunting in Missouri, particularly Zone 1. Over the history of Missouri's modern bear season, the majority have been taken from Zone 1, which lies along the Arkansas border in southwest Missouri. Additionally, the trio talks about their individual passions for the outdoors and their involvement in outdoor education efforts through a wide variety of organizations. It's a fun and information packed episode of Living the Dream Outdoors podcast that you will want to hear. It can be heard on most social media platforms.   

This episode features the original, full-length 1992 CNN interview with William “Bill” Cooper — radio host, author, and one of the most controversial figures in American broadcasting. In this rare recording, Cooper discusses government secrecy, media control, and the growing influence of global institutions. Long before the internet age, he warned of the very dynamics shaping our world today. Whether you view him as a patriot or a provocateur, his voice continues to challenge the official story and inspire those still seeking truth.Email: thefacthunter@mail.com

Join Living the Dream Outdoors Podcast hosts Justin Bruehl and Bill Cooper as they sit down at the National Wild Turkey Federation Annual Convention in Nashville with Isaac Pentecost of Wood Haven Game Calls and Phillip Vanderpool of Virtue TV and co-host of Legends of the Outdoors TV. It's an action packed episode full of laughs and great outdoor information. You can catch it on most social media platforms.

Happy Halloween, good buddies! This week, my guest is the brilliant Aaron Gulyas. Aaron is a professor, writer and culture hound for the strange and unusual. He's the host of the fabulous podcast The Saucer LIfe, which I highly recommend. Aaron and I get into his life long interest in UFOs, UFO culture and some of the detritus that goes along with it. We touch upon the influence of the contactees, Bill Cooper, and many of the other eccentric players in UFO history. I had the best time shooting the breeze with this kindred spirit, and I hope you enjoy it too!Love, Steve For more Aaron Gulyas:https://saucerlife.com/https://www.patreon.com/posts/aaron-gulyas-and-124786414https://www.instagram.com/saucer_aaron/?hl=enhttps://www.amazon.com/stores/author/B00958F6ZM?ccs_id=f141104c-0598-4603-a4dd-c5165c3953f9Steve Berg LInks:https://www.patreon.com/HiStrangenesslinktr.ee/stevebergPretty please subscribe and leave a review!

Join Living the Dream Outdoors Podcast host Bill Cooper for a rare occurrence. He is joined on this episode by two young men who at various times have served as co-hosts for the podcast.  Hunter Hindman and Justin Bruehl, both land agents with Living the Dream Outdoor Properties, and superb outdoorsmen, join Cooper for an amazing good time, as they discuss many things outdoors. It's a fun filled show with lots of stories, laughs, and good outdoor information. You can find Living the Dream Outdoors Podcast on most social media platforms.

Living the Dream Outdoors Podcast host Bill Cooper visits a fly tying event at White Buffalo Fly Shop in Rolla, Missouri. Owner Dan Wynn sits down with Cooper, Donnie Conway and Billy Edgar to discuss all things fly fishing. From fly tying to fishing tactics, this is a program every fly fisherman will enjoy. And listening in is a great way  to learn more about fly fishing, fly tying amnd the myriad of places to fly fish in the Missouri Ozarks. 

Original air date: February 23rd, 1996,“Brotherhood of the Snake” Episode 810Bill dives deep into the origins of secret societies, tracing their roots back to the ancient world. He connects the dots between esoteric traditions, priestly castes, and the hidden powers that have carried these mysteries forward into modern times.Copyright Disclaimer under section 107 of the Copyright Act of 1976, allowance is made for ‘fair use' for purposes such as criticism, comment, news reporting, teaching, scholarship, education, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational, or personal use tips the balance in favor of fair use.

Join Living the Dream Outdoors Podcast host Bill Cooper and Missouri Department of Conservation Cervid Program Supervisor Jason Isabelle as they talk about everything deer and deer hunting. From the state of Missouri's deer herd, to new regulations for the upcoming 2025-2026 deer seasons, to CWD, this program is a gold mine of information for deer hunters and outdoorsmen alike. Living the Dream Outdoors Podcast can be found on most social media platforms.    

In this installment, Dan and Jordan tune in to hear Alex beginning an attack on Zorhan Mamdani, getting very defensive about Bill Cooper, and confessing to killing someone with a ghost.

The founder of Inner Athlete Training, James Jankowicz, stops by to discuss how the approach to physically training our bodies has more to do with our attitude and mental clarity than most people understand. As a marathon runner, personal trainer, and meditator, James explains the role of the mind in overcoming physical exhaustion and how it plays a crucial part in pushing past barriers. Since our body and mind can never be separated, it pays to understand how the two work in a symbiotic relationship so that we can take ourselves to higher levels of consciousness, whether working out or just working. We also discuss how the work of Bill Cooper put James on a new trajectory toward understanding the aspects of reality that are intentionally hidden away from humanity. The Octopus of Global Control Audiobook: https://amzn.to/3xu0rMm Hypocrazy Audiobook: https://amzn.to/4aogwms Website: www.Macroaggressions.io Activist Post: www.activistpost.com Sponsors: Chemical Free Body: https://www.chemicalfreebody.com Promo Code: MACRO C60 Purple Power: https://c60purplepower.com/ Promo Code: MACRO Wise Wolf Gold & Silver: www.Macroaggressions.gold LegalShield: www.DontGetPushedAround.com EMP Shield: www.EMPShield.com Promo Code: MACRO ECI Development: https://info.ecidevelopment.com/-get-to-know-us/macro-aggressions Christian Yordanov's Health Program: www.livelongerformula.com/macro Privacy Academy: https://privacyacademy.com/step/privacy-action-plan-checkout-2/?ref=5620 Brain Supreme: www.BrainSupreme.co Promo Code: MACRO Above Phone: abovephone.com/macro Promo Code: MACRO Van Man: https://vanman.shop/?ref=MACRO Promo Code: MACRO My Patriot Supply: www.PrepareWithMacroaggressions.com Activist Post: www.ActivistPost.com Natural Blaze: www.NaturalBlaze.com Link Tree: https://linktr.ee/macroaggressionspodcast James Jankowicz: www.InnerAthleteTraining.com

In this installment, Dan and Jordan finally lose patience with Bill Cooper's nonsense and close the book on Mystery Babylon.

In this installment, Dan and Jordan take some time out of their day to learn more about Bill Cooper's plagiarism-riddled lecture series about the mystery religion that apparently runs the world.

In this installment, Dan and Jordan attempt to learn more about the mystery cult that runs the world, as well as Bill Cooper's relationship with plagiarism, and are arguably unsuccessful on both counts.

In this installment, Dan and Jordan try to learn about the mystery religion that controls the world, but get very distracted by how flagrant Bill Cooper is about committing plagiarism.

In this installment, Dan and Jordan continue to learn about the secret religion that controls the world from Bill Cooper's groundbreaking series Mystery Babylon, this lesson mostly dealing with phalluses and Atlantis.

In this installment, Dan and Jordan continue to ignore Alex because he failed to save Gene Hackman, as they seek to make sense of Bill Cooper's historically important Mystery Babylon series.