Podcasts about Birmingham

Ellen Skrmetti is a comedian, author, and viral storyteller from Ripley, Mississippi, now based in Birmingham, Alabama. She first broke through with her "If the Queen Died in the South" series on Instagram, followed by her beloved "Hey Jesus, It's Me" videos, short, sharp sketches about faith, family, and Southern life that have been viewed millions of times. Her debut book, Hey Jesus, It's Me, is out now from Hachette. Ellen joins Kate to talk about growing up in small-town Mississippi, the unconventional path from beauty pageants and stage fright to going viral during the pandemic, and why bold prayers and belly laughs go hand in hand. Reality Life with Kate Casey What to Watch List: https://katecasey.substack.com Summer Reading List: https://katecasey.substack.com/p/books-i-cant-stop-talking-about-this Patreon: http://www.patreon.com/katecasey Twitter: https://twitter.com/katecasey Instagram: http://www.instagram.com/katecaseyca Tik Tok: https://www.tiktok.com/@itskatecasey?lang=en Facebook Group: https://www.facebook.com/groups/113157919338245 Amazon List: https://www.amazon.com/shop/katecasey Vanity Fair Article: https://www.vanityfair.com/culture/story/martha-moxleys-diary?srsltid=AfmBOor1AVadYxDg9mPddfhreQOMcCE-M3FQtvB2IDV4jg5s9TFwJTo9See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We feel extremely fortunate to sit down and talk to Jess Venner and her debut book, The Lost Voices of Pompeii. This book takes you through the final twenty-four hours in the lives of several of the residents of the city, from slaves to politicians to business women.Dr Jess VennerDr Jess Venner earned her PhD in Classics, Ancient History, and Archaeology from the University of Birmingham in 2018. She currently holds the Leverhulme Early Career Fellowship at the University of Oxford. Jess is well known for her popular outreach via her channel ‘Life in the Past Lane', and you can check this out on TikTok, YouTube, Substack and Instagram. You can also find out more about her various achievements at her website. Thing to Look Out For:· The importance of material culture in understanding past lives· The role of critical fabulation in constructing history· The life of Aulus Umbricius Scaurus – The Ketchup King of Pompeii· The cult of Isis – we feel a serious case of Egyptomania coming on! Get a doctor, quick!· The fate of the survivors of the eruption – an oft-overlooked group· Exciting new projects in the works for Dr Venner – keep your eyes peeled!We are certain that you will want to grab your own copy of The Lost Voices of Pompeii after hearing all about Dr Venner's extensive research and huge passion for her subjects. This book manages to combine a compelling story with the lates archaeological evidence from the site. Find it where all good books are sold from April 23!Sound CreditsOur music is by Bettina Joy de Guzman.For our full show notes and edited transcripts, head on over to https://partialhistorians.com/Support the showPatreonKo-FiRead our booksRex: The Seven Kings of RomeYour Cheeky Guide to the Roman Empire Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailDerek and Brad interview each other about their foundational theological influences. Which thinkers gave them that spark? How did looking at footnotes lead to unexpected discoveries? What surprising influences led to drastic decisions? By looking at twists and turns that God used to bring them to the understanding they have now, you will be able to examine better what God is doing in your own life. —Mere Fidelity is a podcast from Mere Orthodoxy and is listener-supported. If you would like to support this work, become a Mere Orthodoxy Member today at http://mereorthodoxy.com/membership.Get 30% of the Baker Book of the Month, The Pursuit of Character: Recovering the Virtues, by going to: http://bakerbookhouse.com/pages/mere-fidelityRegister for Beeson Divinity School's 2026 Preaching Conference, July 14-16 in Birmingham, Alabama: https://www.samford.edu/beeson-divinity/preaching-institute/preaching-conference?utm_source=Mere+Orthodoxy&utm_medium=podcast&utm_campaign=Preaching+Conference+2026

Reece goes to Birmingham to watch some girls Jag Tag and hang with members of the Roar Cheerleading Squad and the Birmingham Royal Ballet! Jay asks him all about it and Reece plays us his interview with Emily and Maya. All this plus the re-signing of our long snapper, the latest comments from Trevor and Coach Coen and some fresh London ticket news. Next Episode at the end of July See omnystudio.com/listener for privacy information.

What if the app you have been wishing existed could actually be built by you, even if you don't know how to code? In this episode of The Localist, Carrie Rollwagen sits down with Dan Atchison, the creator of Tend+, an iOS app that helps you tend to the relationships already in your phone. You download the app, pick the people you want to keep in touch with, set how often you want to connect, and Tend+ prompts you when it is time to reach out. Carrie has been using it for months. Here's the twist. Dan is not a developer. He vibe coded the entire app himself, starting over Christmas break when he got bored. Dan talks about how he went from idea to App Store, what tools he used, what he learned the hard way, and why every small business owner should know what vibe coding can and cannot do. Dan and Carrie also talk about what Tend+ is really about. Why proximity used to do the work in our relationships and how that has changed. Why we should tend to people instead of managing them. Why the cost of delivery is directly tied to the value of the message. If you have an app idea, or you just want to be a better friend, this conversation has something for you Watch the Full Episode on YouTube ____________________________________________________________________________________ Mentioned in This Episode Tend+ on the Apple App Store Tend+ website Highlands College Claude (AI assistant) Claude Code Anthropic Famous.ai Base44 Lovable Supabase Netlify Vercel GitHub Hattie O'Hara episode of The Localist Dan's Substack: Truth and Wonder _______________________________________________________________________________ Thanks to Our Sponsor, Infomedia The Localist is sponsored by Infomedia, a Birmingham-based web and digital marketing company that helps small businesses get big results online. Contact Infomedia: https://infomedia.com/contact ________________________________________________________________________________ Join Us at Localist Lab Localist Lab is our free live marketing event series for small business owners, held on the third Thursday of most months at Saturn in Avondale. Each session features practical strategies you can use right away, plus free tacos and coffee. See upcoming events and register https://infomedia.com/events ________________________________________________________________________________ Subscribe to Carrie's Newsletter Get more small business insights, resources and behind-the-scenes updates from Carrie delivered straight to your inbox. Sign up for the newsletter: https://gmail.us20.list-manage.com/subscribe?u=9c59a060684d71f12f6e495fc&id=98cd3122b9

Why have so many democracies become more polarized, unstable, and vulnerable to authoritarianism? And why did so many political observers fail to see it coming? In this episode of the People, Power, Politics podcast, Nic Cheeseman talks to Sheri Berman, Professor of Political Science at Barnard College, about her recent article, “Democracy's Troubles Should Be No Surprise”, and its powerful argument that democracy's current troubles follow a familiar historical pattern. Drawing on classic theories of democratic stability, Berman explains how rising inequality, declining social mobility, polarization, and the erosion of cross-cutting cleavages have undermined even long-established democracies – and what policymakers can do in response. This podcast is part of our regular collaboration with the Journal of Democracy. Read the transcript here Guest: Sheri Berman is Professor of Political Science at Barnard College, Columbia University. She is one of the leading scholars of democracy, liberalism, and political development, and the author of numerous influential books and articles on the historical foundations of democratic stability and crisis. Professor Berman's recent article, Democracy's Troubles Should Be No Surprise, published in the Journal of Democracy, explores why rising inequality, polarization, and declining social mobility have left even long-established democracies increasingly vulnerable to instability and authoritarianism. A widely read commentator and public intellectual, Berman's work bridges academic research and contemporary political debate. Presenter: Dr Nic Cheeseman is the Professor of Democracy and International Development at the University of Birmingham and Founding Director of CEDAR. The People, Power, Politics podcast brings you the latest insights into the factors that are shaping and re-shaping our political world. It is brought to you by the Centre for Elections, Democracy, Accountability and Representation (CEDAR) based at the University of Birmingham, United Kingdom. Join us to better understand the factors that promote and undermine democratic government around the world and follow us on Twitter at @CEDAR_Bham! Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Photo by Dominik Lange on Unsplash Being a family caregiver for a loved one  who is ill or frail or disabled may come from a place of love but it can also be a very stressful responsibility, sometimes jeopardizing the physical, emotional, and financial health of the caregiver. There are 53 million U.S. family caregivers who provide critical daily unpaid assistance to loved ones, including to the more than 18 million people who have cancer. They often provide what can be quite complex care with little to no support or training from health professionals. Nicholas Odom, PhD, RN, is a registered nurse and nurse scientist who is very concerned about this situation. Dr. Odom is an associate professor of nursing at the University of Alabama at Birmingham and is a Fellow in the University of California at Davis's Betty Irene Moore Nurse Innovators and Leaders Fellowship. HealthCetera host Diana J. Mason, PhD, RN, talked with Dr. Odom about his research and its implications for family caregivers. This interview first aired on HealthCetera in the Catskills on WIOX Radio on June 3, 2026. The post Being a Family Caregiver appeared first on HealthCetera.

On today's episode of the Loaded Radio Daily Breakdown, host Scott Penfold delivers a high-octane, laid-back look at the absolute biggest stories trending across the hard rock and metal grids over the last 48 hours.  First up, we unpack the massive operational news coming out of France tonight. Iron Maiden is taking over the La Défense Arena in Paris to professionally film their upcoming "Run For Your Lives" world tour concert movie. The catch? Management is enforcing a strict phone-free General Admission floor using lockable Yondr pouches. We break down the logistics, the fan reaction, and what this means for the future of stadium rock etiquette. Next, we look at a major shake-up on the European festival circuit. Anthrax and Pantera drum titan Charlie Benante has been sidelined by a right-hand injury. Following strict doctor's orders to rest from June 20 to July 4, Charlie will sit out massive summer milestones including Hellfest, Copenhell, and select dates supporting Iron Maiden. We talk about his phenomenal UK fill-in Darby Todd (Devin Townsend, Robert Plant) and map out Charlie's scheduled return date in Lisbon. Finally, we head to Birmingham to mark an incredibly poignant milestone. As the metal world approaches the one-year anniversary of the Prince of Darkness' passing, Ozzy Osbourne's iconic, bat-winged gothic throne is heading to the Birmingham Museum & Art Gallery. Synced with the massively successful "Working Class Hero" exhibition, we look back at the history of the throne—built for his 2024 Hall of Fame induction and last seen on stage at Black Sabbath's legendary final "Back To The Beginning" farewell concert at Villa Park on July 5, 2025.  Stream the daily tracking report now! Keep your headphones locked into the ultimate heavy music network. Download the Free Loaded Radio App right now for our on-demand podcast archives and our 24/7 commercial-free digital music stream. Stay locked into the mothership for continuous global breaking news updates: https://www.loadedradio.com If you love our daily independent news tracking, do your civic duty and smash that follow button! Leave us a 5-STAR REVIEW on Apple Podcasts, Spotify, and Amazon Music. Stay heavy, stay loose, and STAY LOUD!

Adrian Goldberg discusses Sir Keir Starmer's resignation as PM and his probable replacement by Andy Burnham. His guests are Byline Times political editor Adam Bienkov, Dr Sarah Longlands, chief executive of Centre for Local Economies and Chris Heyes from the think tank Common Wealth which is said to have Burnham's ear. Produced in Birmingham by Adrian Goldberg./ Learn more about your ad choices. Visit megaphone.fm/adchoices

1 Peter 3:17-2217For it is better to suffer for doing good, if that should be God's will, than for doing evil.18For Christ also suffered once for sins, the righteous for the unrighteous, that he might bring us to God, being put to death in the flesh but made alive in the spirit, 19in which he went and proclaimed to the spirits in prison, 20because they formerly did not obey, when God's patience waited in the days of Noah, while the ark was being prepared, in which a few, that is, eight persons, were brought safely through water. 21Baptism, which corresponds to this, now saves you, not as a removal of dirt from the body but as an appeal to God for a good conscience, through the resurrection of Jesus Christ, 22who has gone into heaven and is at the right hand of God, with angels, authorities, and powers having been subjected to him.

It's Father's Day weekend. It's also the weekend Campbell moved to Birmingham to begin her next chapter. For Adrienne, these two milestones collide in a way she never expected.In this personal episode of We Didn't Plan for This, Adrienne reflects on the first Father's Day without Brian, the reality of sending a daughter off to college without her dad, and the unexpected emotions that come with watching life continue after loss.She shares what she's missing, what she's learning, and the comfort she finds in seeing Brian's legacy living on through their children. From Nick opening his home to Campbell's next adventure, to the realization that every future milestone will look different than planned, this is a conversation about grief, love, family, and the people who carry us forward.Because sometimes grief isn't just about what happened.It's about all the moments that should have happened too.If you're navigating loss, a life transition, or a Father's Day that feels different than expected, this episode is for you.Send us Fan MailFor those who have reached out asking how to support Adrienne and her family during this time, click here to donate. There is absolutely no expectation—just sincere gratitude.We Didn't Plan For This Special SeriesThis series exists because so many of you reached out and said, “I didn't plan for this either.”If you've gone through a diagnosis, a loss, a life change, a career shift, a divorce, becoming a caregiver, moving, starting over — we want to hear your story.You don't have to have it figured out. You just have to be willing to share honestly.How Yoga Changed My Life a PodcastSend Us Your Stories!If you have a story about how yoga, meditation, breath work, journaling, or movement changed your life, we want to hear from you! These podcasts are really about the same thing — how people move through the seasons of life they didn't plan for, and what helps them along the way.If you'd like to be on the show or share your story:  Fill out our guest form or email us at yogachanged@gmail.com Follow us on TikTok:https://www.tiktok.com/@yogachanged...

Agni Sera Dhauti or Belly Pumping -- Fire to Your Plain (22 June 2023 - Birmingham, AL)

David Maxwell is joined by Adam Frost and Jekka McVicar live from the NEC in BirminghamPresenter Nikki Chapman reflects on her relationship with her garden and David meets some of the growers and designers.Contact the team any time by emailing gardenerscorner@bbc.co.uk

The media industry is having a rough decade. Newspapers are closing and local TV stations are being consolidated by distant owners. The advertising dollars that used to fund local journalism have mostly migrated to platforms that have no particular interest in what’s happening in your neighborhood. But, along with a number of other trends you can probably name, Baton Rouge isn’t following the rules. Brandon Foreman is CEO of Family Resource Group, a Baton Rouge company that has been connecting families to this community for over 30 years with its “Parents Magazine.” Today Family Resource Group publishes nine brands across seven markets — from Baton Rouge and New Orleans to Denver, Cincinnati, Birmingham and beyond — and has expanded well beyond print into digital campaigns, podcasts, and technology tools for advertisers. Brandon came to FRG through a somewhat unlikely route. His background is in technology — he ran a software company, a broadband internet provider in New Orleans, and launched several other ventures before arriving at the helm of a media company. He and his wife Amy, who is a publisher, received the 2024 Spaht Scholar Award from the East Baton Rouge Parish Library for their work championing literacy and education. When Brandon’s not running around taking care of business, he’s probably in the air. He’s a licensed pilot, and says the skies are where he does some of his best thinking. André Moreau literally needs no introduction. He's a celebrity. A Baton Rouge native and LSU graduate, Andre started his career as a fundraiser at a university, decided at 27 that wasn’t the right fit, walked into television, and spent the next 40-plus years anchoring the news. Andre was the lead sports anchor at WAFB for years, then left for Columbus, Detroit, Los Angeles and San Diego before coming home to Baton Rouge in 2008. He co-anchored the top-rated newscasts at WAFB with Donna Britt, then spent years as anchor and managing editor at Louisiana Public Broadcasting. Andre has an Emmy, a Lifetime Achievement Award from the Louisiana Association of Broadcasters, and a Special Achievement Award for his coverage of Louisiana’s coastal crisis. He’s covered hurricanes, earthquakes, Stanley Cup parades, NBA championship parades, presidents, and yes, a pope. He retired from LPB in June 2023. By March 2025 he was back on the air at Louisiana First News. He says he missed being plugged in. He missed the scoop. Local media is under real pressure right now. Stations are being bought by companies that have never set foot in Louisiana. Print advertising keeps shrinking. The economic model that paid for local journalism for a century is still being worked out. Yet, here we are in Baton Rouge, bucking the trend. Brandon is betting that if you build media around a community rather than just broadcasting at it — events, partnerships, publications people actually want in their homes — the business will follow. And André continues his 40 years of believing that local news matters to a community. Out to Lunch is recorded live over lunch at Mansurs on the Boulevard. You can find photos from this show at itsbatonrouge.com.See omnystudio.com/listener for privacy information.

Beti George sydd yn cael cwmni Hannah Parr sydd yn sylwebu ar S4C yn y Sioe Frenhinol yng Nghymru ac yn Horse of the year. Mae Hannah hefyd yn athrawes Gymraeg yn Ysgol Bro Pedr, Llanbedr Pont Steffan; yn fridwraig ceffylau yn Llangeitho; ac mae ganddi siop ddillad yn Aberaeron sydd yn apelio at bobol sy'n byw yng nghefn gwlad, ac mae hi'n cael cymorth ei rhieni i redeg y busnes ac i ofalu am y ceffylau.Fe symudodd y teulu i Gymru o Birmingham pan oedd Hannah yn 5 oed, 'roedd hi'n fodlon symud os oedd ei thâd yn fodlon prynu dolffin neu geffyl iddi. Cadwodd ei thad ei air, a daeth y merlen yn ddechrau ar daith newydd i'r teulu, a fyddai'n cysylltu'n agos â gyrfa Hannah heddiw.Mae hi'n cystadlu mewn dosbarthiadau arddangos ceffylau a disgyblaethau marchogaeth eraill fel marchogi amatur a dangos mewn llaw.Cawn hanesion difyr ei bywyd ac mae hi'n dewis ambell i gân, yn cynnwys 'Sebona Fi' gan Yws Gwynedd sydd wastad yn codi ei chalon.

by UFO History Buff & Author, Charles Lear Ted Bloecher, who passed away not too long ago at the age of 94, was a researcher/investigator who started out in the days of flying saucers as a founding member of Civilian Saucer Intelligence of New York and was active until the mid-1980s. He was an early researcher of humanoid reports starting in 1955, just after the 1954 French humanoid wave and the 1955 Kelly-Hopkinsville incident, and was the author of numerous publications on the subject. Tucked away in the United Kingdom file of the downloads section of the Archives for the Unexplained website is a report he wrote titled Close Encounters of the Third Kind that was published in 1977 by the British UFO Research Association. According to the introduction, the paper was prepared for a talk he gave at the BUFORA National UFO Conference at the Centre Hotel in Birmingham, England, in November 1976. The subtitle describes the paper as “The preliminary presentation of extensive study into UFO cases involving the reported sightings of humanoids and other alien beings.” In this blog, we'll look at some of the highlights. Read more →CONTACT AND SUPPORT

Join me as I talk with a true legend in UAB football history, Pat Green! Pat and I went into so many great stories! He shared his unusual "recruitment" to UAB, what the program's early years were like, his long-standing friendships with teammates, and so much more! UAB fans will enjoy hearing some of the stories that don't often get told about the football program in its infancy. I hope you'll enjoy it! Be sure to follow my social media pages (@DragonsDenEFEL) on Facebook, X, and Instagram for new episode announcements to see who is joining me next! Go Blazers!

Joining Adrian Chiles on this week's programme is Professor of social history, a writer with a first class degree from Cambridge and a TV legend with a masters from Oxford.Ruby Wax is as well known now for her work in mental health, but she's been looking back at some of her biggest interviews to see what she can learn about herself as well as her subjects.Professor Carl Chinn is a social historian, proud son of Birmingham and great grandson of a Peaky Blinder.Sathnam Sanghera's written novels, an acclaimed memoir, acclaimed histories of the British Empire. Now he's exploring the meaning of one of his heroes - George Michael. Plus the Inheritance Tracks of the broadcaster Lorraine Kelly. Producer: Gareth Nelson-Davies Assistant Producers: Catherine Powell and Imy Harper Researcher: Jesse Edwards Editor: Andrea KennedyIf you have been affected by any of the details discussed in today's programme you can find information for help and support in the UK at bbc.co.uk/actionline

The second review in our series featuring first episodes of reality TV shows featuring celebrities buying football teams (gosh, that sentence is a mouthful). Up next from 2025, "Built in Birmingham: Brady & the Blues" that follows star quarterback-turned-TV-analyst Tom Brady, as he becomes part owner of Birmingham City, currently in The Championship, the tier below the Premier League in England.

Live IDM: excerpts of concerts by Autechre (England) & Nearfiled (Belarus) 0:00:00 ***[Intro]***     0:01:10 Autechre   Live in Birmingham 1994 0:36:15 Autechre (untitled) Live at Flex, Vienna 1996 0:51:22 Autechre Eutow (live version) Live at Flex, Vienna 1996 0:59:15 ***break]***     1:00:41 Nearfield 10 years anniversary remix Krux Resonant Delivery 1:57:36 ***Outro***       Keywords: International electronic music internet electronic artists unsigned electronic artists Low Orbit Satellite Ambient Symphonic Rock Progressive Rock Art Rock Tribal Trance PsyTrance Ethno/PsyTrance IDM Nonima Dub Step Mid Era Berlin School

Corey Feldman back in the hospital, Dave Landau back in-studio, Meghan Markle back to the UK, bossy Olivia Wilde, Luigi Mangione's defense, Gilgo Beach Killer thinks he hot, unrecognizable Debbie Rowe, and Jim's Picks: Top 10 Song Outros. The Birmingham pool party continues. We have a new more unedited video. North West will be playing the Royal Oak Music Theater in August. Can't wait! Luigi Mangione is working on getting off for murdering the United Healthcare CEO Brian Thompson. Does he have a chance? Drew thinks the Gilgo Beach Killer looks hot in his new suit. Floyd Mayweather is facing two felonies for writing bad checks. Some people are saying he's innocent because he had to have someone write the checks for him. Nate Bargatze is getting slammed for going to UFC Freedom 250. Seems like a good reason. Corey Feldman is okay after a medical scare on a plane. Thank God. Nick Swardson also had some health problems. Brand new Bonerline. Debbie Rowe is now unrecognizable. J Lo is still one of the most hated women in the world. Office Romance is a failure! Olivia Wilde was on Call Her Daddy with Alex Cooper. Boy does she sound like a bummer to be around. Rock Hudson looked great before he died of AIDS. Jelly Roll has lost over 350 lbs, and he's too hot for his wife. Speaking of dumping your wife after getting hot, Jason Biggs is getting divorced. Amy Schumer thinks she's hot too. The UK is bracing for Meghan Markle going to the UK. Think Beautiful gave us a nice plug on her newest video. Go check her out and subscribe. Jim's Picks: Top 10 Song Outros of All Time. Merch, yo. Check it. If you'd like to help support the show… consider subscribing to our YouTube Channel, Facebook, Instagram and Twitter (Drew Lane, Marc Fellhauer, Trudi Daniels, Jim Bentley, BranDon, and Roberto).

Angel Studios https://Angel.com/TODDStorm the theaters on July 4 and help make Young Washington the #1 movie in America. Join the Angel Guild today for $15/month and receive two free tickets to see Young Washington this Independence Day.Absolute Ministries https://AMgive.org/TODDYour gift helps people overcome addiction, find hope and purpose, and experience lasting change through a Christ-centered system of care. Together, we can support sustainable transformation that goes far beyond temporary sobriety. Alan's Soap https://AlansSoaps.com/ToddHonor John's memory and the legacy he created for Ian and Alan with Alan's Artisan Soaps “John's Favorites” bundle.  Get one bar of each of his favorites for only $28.99. Bulwark Capital https://KnowYourRiskPodcast.comBe confident in your portfolio with Bulwark! Schedule your free Know Your Risk Portfolio review. Go to KnowYourRiskPodcast.com today. Renue Healthcare https://Renue.Healthcare/ToddYour journey to a better life starts at Renue Healthcare. Visit https://Renue.Healthcare/Todd Bonefrog https://BonefrogCoffee.com/ToddGet the new limited release, The Sisterhood, created to honor the extraordinary women behind the heroes.   Use code TODD at checkout to receive 10% off your first purchase and 15% on subscriptions.LISTEN and SUBSCRIBE at:The Todd Herman Show - Podcast - Apple PodcastsThe Todd Herman Show | Podcast on SpotifyWATCH and SUBSCRIBE at: Todd Herman - The Todd Herman Show - YouTubeEpisode links:In parts of London and Birmingham, Muslim community groups have set up their own neighbourhood patrol units operating outside the official police structure. Just a reminder that before Rupert Lowe's Rape Gang Inquiry Report was released Piers Morgan said my claim of 250,000 girls being raped by Pakistani Muslim men in Britain was “utterly ridiculous.”  Cenk Uygur said that I was “making it up.” - Don Keith,   This man's daughter had been kidnapped and was being abused by a Pakistani rape gang. He tried to rescue her from the property she was being held at. British Police arrived and arrested HIM for trying to save his daughter If you think things couldn't get any worse over the horrific murder of Henry Nowak. It's now been revealed that Hampshire police were going to release a statement warning the public not to talk about it online and paint Henry as the aggressor before Digwa's trial!

Clare meets Marlon Patrice for a walk up The Wrekin in Shropshire. Marlon is the founder of We Go Outside Too, a community organisation he created in Birmingham after the death of his 17 year old son who was killed by knife violence. In the aftermath of this loss, Marlon turned to nature as a way to cope with the overwhelming grief. He soon recognised how powerful these experiences could be for others who lacked access to green spaces. What began as a personal lifeline grew into the group he runs which takes people of colour into the outdoors.Clare met Marlon and his group in The Wrekin car park, postcode TF6 5BH. It's a famous hill in the region, so much so that ‘around the Wrekin' is a Midlands expression meaning ‘around the houses'. Joining them was Tanya Matthews who led the group in a silent-disco style warm up, and a breathwork meditation session on the summit.Presenter: Clare Balding Producer for BBC Studios: Karen Gregor

Bubba Dub is back with another hilarious, unfiltered episode covering everything from sports and politics to relationships, fatherhood, and everyday life. This episode dives into the backlash surrounding Terence Crawford taking a photo with Donald Trump, why people need to stop judging others based on politics, and Bubba's thoughts on how celebrities and corporations use influence in today's culture.Plus:

Dr. Matthew Ithurburn, Director of Clinical Research at the American Sports Medicine Institute (ASMI) in Birmingham, Alabama, joins us to talk about the research shaping the future of sports medicine. Dr. Ithurburn leads ASMI's clinical research team, working alongside Andrews Sports Medicine and Orthopaedic Center on outcomes studies, longitudinal research, and surgical and biologic clinical trials. We dig into what this research means for athletic trainers on the ground, how it's translating into better outcomes for athletes, and where the next breakthroughs in injury prevention and recovery might come from.For more information about PBATS and athletic training, visit pbats.com. 

Returning to the Dear Katie Podcast, Dr. Winnie Li shares more insights on activism, advocacy, and healing.  Dr. Winnie M Li is an author, activist, and educator. A former filmmaker, Winnie's life and career trajectory were severely disrupted at the age of 29, when she became the victim of a violent stranger rape in Belfast, Northern Ireland. Her debut novel Dark Chapter (2017) is a fictional re-imagining of that assault and its aftermath, from the perspectives of both victim and perpetrator. Her subsequent novels Complicit (2022) and What We Left Unsaid (2025) also address the legacy of trauma, in workplaces and in families.  Winnie's doctoral research at the London School of Economics explored the emotional labour of ‘public' rape survivors, and she is now an Assistant Professor of Creative Writing at the University of Birmingham in the UK. Host: Katie Koestner Editor: Evan Mader Producers: Catrina Aglubat and Emily Wang

Returning to the Dear Katie Podcast, Dr. Winnie Li shares more insights on activism, advocacy, and healing.  Dr. Winnie M Li is an author, activist, and educator. A former filmmaker, Winnie's life and career trajectory were severely disrupted at the age of 29, when she became the victim of a violent stranger rape in Belfast, Northern Ireland. Her debut novel Dark Chapter (2017) is a fictional re-imagining of that assault and its aftermath, from the perspectives of both victim and perpetrator. Her subsequent novels Complicit (2022) and What We Left Unsaid (2025) also address the legacy of trauma, in workplaces and in families.  Winnie's doctoral research at the London School of Economics explored the emotional labour of ‘public' rape survivors, and she is now an Assistant Professor of Creative Writing at the University of Birmingham in the UK. Host: Katie Koestner Editor: Evan Mader Producers: Catrina Aglubat and Emily Wang

June 17th – Show 1024The ChatThe group discussed personal updates and recent activities. Lee shared his new life in a caravan, including his first caravan sale and upcoming events like Gardener’s World Live in Birmingham. Springs reported selling three of her “weirdly cheerful” wooden creations at market for £15 each and received an invitation to participate in a cannabis-themed event in July. Beth described working on a transliterator app for ancient languages and teaching a stained glass class at church.  Plus a cavalcade of other shenanigans   Emergency Questions: Would you rather have a very elegant tail or a second thumb on each hand?If you were a potato, how would you like to be cooked?If you forget someone’s name, is it better to ask them or just call them “mate” for 10 years? Backtrax – Now 1992ish TV & MoviesClarksons FarmFromDisclosure DayTaskmaster Finale Linktree Discord: https://discord.gg/7ndTXDhNC5 a Facebook message A blog comment below @ us on Twitter Why not surprise us with an MP3 in an email to twoguys@snugradio.co.uk Please take some time to show us your love by reviewing us on ITunes. We welcome ALL comments The Snug is an affiliate of Amazon Music   Snug StatsMusic This ShowElf Maf & Lee – Let’s Face The MusicTamara Writes & AI Sings – Broken Clock Cover Version SandwichTennessee Waltz Join us every Wednesday from 18:30 (UK time) See you then…and have a Snuggly week.

TDC Podcast topics - Birmingham home gets Airbnb'd out and turns into a ghetto shit show, SF Giants pride night gets ugly as some players aren't cool with it, the Senate sends warning letter to Major League Baseball,  DORKS get busted by mommy as they attempted to go on a murder spree at the White House UFC event, spare the outrage after one of the fighters called Michelle Obama a man, UFC allows these guys to say whatever they want, Aldon Smith death, we wait to find out the details in a peace agreement with Iran, and so much more

Send us Fan MailLast month Pope Leo XIV published his first encyclical, titled Magnifica Humanitas, which addresses generative AI and the challenges it raises for human dignity, education, just war, good work, and much more. On this episode guest Brad Littlejohn joins regular co-hosts Derek Rishmawy and Brad East to discuss the strengths and weaknesses of the encyclical as well as a host of other related questions.—Mere Fidelity is a podcast from Mere Orthodoxy and is listener-supported. If you would like to support this work, become a Mere Orthodoxy Member today at http://mereorthodoxy.com/membership.Get 30% of the Baker Book of the Month, The Pursuit of Character: Recovering the Virtues, by going to: http://bakerbookhouse.com/pages/mere-fidelityRegister for Beeson Divinity School's 2026 Preaching Conference, July 14-16 in Birmingham, Alabama: https://www.samford.edu/beeson-divinity/preaching-institute/preaching-conference?utm_source=Mere+Orthodoxy&utm_medium=podcast&utm_campaign=Preaching+Conference+2026

This episode is sponsored by…NCH:Set up an LLC to protect your investments! – https://nchinc.com/rtrBLUPRINT HOME LOANS:Get pre-approved with one of RTR's preferred lenders at https://bluprinthomeloans.com/renttoretirement/ What does it actually look like to go from wanting rental real estate to owning multiple turnkey investment properties?In this episode of the Rent To Retirement Podcast, host Matthew Seyoum sits down with investor Dan to talk about his real estate investing journey — from a challenging first fix-and-flip experience to purchasing two turnkey rental properties through Rent To Retirement.Dan shares how he found Rent To Retirement, why turnkey real estate made sense for his busy lifestyle, how he evaluated markets like Birmingham, Alabama and San Antonio, Texas, and why he believes getting started is more important than waiting for the “perfect” time.Whether you're a first-time investor, a busy professional, or someone who had a bad real estate experience in the past, this episode offers practical insight into how turnkey rentals can help simplify the path toward long-term wealth.

HS2 was conceived at a cost of £37.5 billion and originally supposed to link London, Birmingham, Manchester and Leeds. It will now connect only two stations outside London and Birmingham at a projected cost of more than £100 billion, and perhaps won't even be ‘high speed'. To discuss what this failure tells us about Britain's capacity to build things and the consequences for our everyday lives, James is joined by Gillian Plimmer, the FT's infrastructure correspondent, and Matthew Lawrence, director of Common Wealth. They discuss the unique features of the UK's ‘outsourcing state', beset by bloated projects weighed down by the increasing costs of private capital, and the long, corrosive impact of the failure of David Cameron's government to invest in infrastructure when borrowing was cheap. Read more on politics in the LRB: ⁠https://lrb.me/lrbpolitics⁠ From the LRB Subscribe to the LRB: ⁠⁠https://lrb.me/subslrbpod Close Readings podcast: ⁠https://lrb.me/crlrbpod⁠ LRB Audiobooks: ⁠https://lrb.me/audiobookslrbpod⁠ Bags, binders and more at the LRB Store: ⁠https://lrb.me/storelrbpod⁠ Get in touch: podcasts@lrb.co.uk Learn more about your ad choices. Visit megaphone.fm/adchoices

Adrian Goldberg talks to Victoria Bateman, author of Women, Wealth And Power - a revisionist history which provides evidence that, contrary to popular perception, women have been key generators of wealth for millennia. The book is published in paperback on July 2, 2026 in the UK. Produced in Birmingham, UK by Adrian Goldberg and Harvey White. Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode is sponsored by…NCH:Set up an LLC to protect your investments! – https://nchinc.com/rtrBLUPRINT HOME LOANS:Get pre-approved with one of RTR's preferred lenders at https://bluprinthomeloans.com/renttoretirement/ What does it actually look like to go from wanting rental real estate to owning multiple turnkey investment properties?In this episode of the Rent To Retirement Podcast, host Matthew Seyoum sits down with investor Dan to talk about his real estate investing journey — from a challenging first fix-and-flip experience to purchasing two turnkey rental properties through Rent To Retirement.Dan shares how he found Rent To Retirement, why turnkey real estate made sense for his busy lifestyle, how he evaluated markets like Birmingham, Alabama and San Antonio, Texas, and why he believes getting started is more important than waiting for the “perfect” time.Whether you're a first-time investor, a busy professional, or someone who had a bad real estate experience in the past, this episode offers practical insight into how turnkey rentals can help simplify the path toward long-term wealth.

Ryan O'Hara, co-owner of Pizza Grace and Big Spoon Creamery in Birmingham, Alabama, joins PEEL: A PMQ Pizza Podcast to discuss how a sourdough-focused pizzeria earned a MICHELIN Bib Gourmand just months after changing ownership. Alongside his wife, Geri-Martha, O'Hara acquired Pizza Grace in 2025, preserving its naturally fermented foundation while reimagining nearly every other aspect of the business. In this episode, O'Hara shares the story behind Frank, Pizza Grace's 23-year-old sourdough starter, and explains why natural fermentation continues to resonate with both operators and consumers. He discusses lessons learned while working under acclaimed chef Frank Stitt, the importance of ingredient quality and restraint, and how seasonal pizzas featuring unexpected combinations like prosciutto, pistachio and strawberry jam come to life. O'Hara also reflects on the challenges of sudden growth following Pizza Grace's MICHELIN recognition, building a culture where “it's cool to care,” and why Birmingham has become one of the South's most exciting food destinations.

Seth Rogan won't talk to James Franco, WATP Karl takes on Good Hang with Amy Poehler & Lena Dunham, Brendan Sorsby gives up, Maternal Instinct on Netflix, Herschel Walker warns us about jet skis, and Rashone joins us to talk about the Black Birmingham pool party. Drew is sick and tired of influencer mansions. Forget about college, Brendan Sorsby is going pro. The Feds foiled an apparent terrorist attack at UFC Freedom 250. Karmelo Anthony supporter, Donna Robinson, has lost her job after popping off online. California Gov. Gavin Newsom is under investigation by the Department of Justice. Iran and New Zealand soccer fans clashed at the World Cup. The Iran deal is in place... for now. Hockey Night in Canada is finished on CBC. Billy Corgan and Todd Rundgren chatted on The Magnificent Others podcast. Drew recalls the great Benjamin Orr of the Cars. It reminds us that Paulina Porizkova is awful. Rashone Bryant joins the program to break down the awesome Birmingham pool party. Birmingham is not a fan of Dollar Tree. Check out his Sneaker Box podcast. Maternal Instinct on Netflix is the latest wild documentary. Karl from WATP drops by to make fun of former celebrity Stuttering John Melendez, sit through Lena Dunham on Good Hang with Amy Poehler, and the incredible return of Woke Dad. Rock & Brews will be hosting the Detroit live show on October 2nd, 2026. Join us! Seth Rogen will never be James Franco's friend ever again. Follow James being weird on TikTok! Did you know a new Rambo movie is coming out? Joseph Perrulli nailed Nicole Brown before OJ Simpson killed her and now he's writing about it. Only 1/6 Brangelina children have the Pitt name.  This poor old man learns about 1st Amendment auditors the hard way. U.S. Ambassador to the Bahamas Herschel Walker has an important PSA for Jet Ski enthusiasts.  Dr. Evil and crew are back in a Verizon commercial. Merch, yo. Check it. If you'd like to help support the show… consider subscribing to our YouTube Channel, Facebook, Instagram and Twitter (Drew Lane, Marc Fellhauer, Trudi Daniels, Jim Bentley, BranDon, and Roberto).

See omnystudio.com/listener for privacy information.

Email is one of the cheapest and most direct ways to talk to your customers. So why are so many small business owners still ignoring it? In this episode of The Localist, Carrie Rollwagen sits down with Luke Richey, Director of Content Marketing at Uptick Marketing. Luke and Carrie are both writers, and they both know that good writing can sell services in a way most other marketing simply cannot. They take a deep dive into newsletter email marketing, what it really does for a small business, and why most owners are sleeping on it. Luke and Carrie talk about why newsletters build loyalty better than social media, why your email list is yours in a way your Instagram followers will never be, whether to send from a person or a brand, how to find your voice, why your subject line is the most important sentence you will write, when to use Substack and when not to, what to do with 25 subscribers, and how to keep going when people unsubscribe. If you have a small business and you have been wondering if email marketing is worth it, this episode is a clear and honest guide to getting started. Watch the Full Episode on YouTube ____________________________________________________________________________________ Mentioned in This Episode   Carrie's free newsletter and good stuff folder Uptick Marketing Infomedia Mailchimp Constant Contact Substack HubSpot Zapier Canva Marketing Made Simple by Donald Miller StoryBrand   _______________________________________________________________________________ Thanks to Our Sponsor, Infomedia The Localist is sponsored by Infomedia, a Birmingham-based web and digital marketing company that helps small businesses get big results online. Contact Infomedia: https://infomedia.com/contact ________________________________________________________________________________ Join Us at Localist Lab Localist Lab is our free live marketing event series for small business owners, held on the third Thursday of most months at Saturn in Avondale. Each session features practical strategies you can use right away, plus free tacos and coffee. See upcoming events and register https://infomedia.com/events ________________________________________________________________________________ Subscribe to Carrie's Newsletter Get more small business insights, resources and behind-the-scenes updates from Carrie delivered straight to your inbox. Sign up for the newsletter: https://gmail.us20.list-manage.com/subscribe?u=9c59a060684d71f12f6e495fc&id=98cd3122b9

What is the goal and assignment you have received from God? In this episode, Jeff and Chuck discuss:  God can find you wherever you are, even if you aren't expecting it.  Humbling and honestly handling struggles. Ministry outside of church employment. Beginning with moderation on business ministry.    Key Takeaways:  Your work matters to God. He can have an impact through you no matter what industry or sector you are in.   You're not as smart as you think you are; you're not as dumb as you think you are, either. You don't treasure what you don't measure. How are you progressing God's Kingdom each day? Get good at what you're doing. It will help your business flourish and your generosity increase.     "We say you don't treasure what you don't measure. We measure everything, and then we rely on God to show us how we can change and how we can evolve, how we can modify." —  Chuck Welden   Episode References:  Pete Ochs: Creating a Vision of Who You Can Be Lead Like Jesus Revisited by Ken Blanchard, Phil Hodges, and Phyllis Hendry  Your Work Matters to God by Doug Sherman and William Hendricks   About Chuck Welden: Chuck Welden is a principal at WeldenField in Birmingham, Alabama, where he focuses on alternative investments and real estate opportunities, which include acquisition, development, and construction for multifamily, single-family, hotel, active adult, and land development. www.weldenfield.com Investing in Business as Mission Companies has been one of the focal points for alternative investments, with over 40 investments in a dozen countries. He, along with several others, created the Lion's Den, which is an annual “shark tank” like event for business as mission companies held in Birmingham each October. www.thelionsden.us These interactions continue to inform WeldenField as it looks for intersection points for integrating business and faith in its own business activities, including forming a Business as Mission Real Estate Fund focused on value-add opportunities in the Southeast. The Fund's goal is to achieve market-rate returns while having a strong social and spiritual impact with their residents and the surrounding community.  Chuck and his wife, Lauren, reside in Birmingham, Alabama. They have four children and eleven grandchildren.    Connect with Chuck Welden: Website: www.weldenfield.com  Website: www.thelionsden.us    Connect with Jeff Thomas:  Website: https://www.arkosglobal.com/ Podcast: https://www.generousbusinessowner.com/ Book: https://www.arkosglobal.com/trading-up Email: jeff.thomas@arkosglobal.com Twitter: https://twitter.com/ArkosGlobalAdv  Facebook: https://www.facebook.com/arkosglobal/ LinkedIn: https://www.linkedin.com/company/arkosglobaladvisors Instagram: https://www.instagram.com/arkosglobaladvisors/ YouTube: https://www.youtube.com/channel/UCLUYpPwkHH7JrP6PrbHeBxw

Andy Foote is a Birmingham-based entrepreneur, founder, and philanthropist whose career spans property, recruitment, investment, and charitable leadership. With a portfolio of successful ventures built on strategic growth and social impact, Andy is known for combining commercial strength with a strong sense of purpose. He is the Founder and Chairman of Joseph Mews Property Group, a prominent UK-based property investment and development company. Joseph Mews is recognised for delivering high-quality residential projects and investment opportunities across the UK, with a growing international client base. Andy's leadership has been central to the group's expansion, reputation, and investor trust. Andy is also the Founder and CEO of Seven Invest Ltd, the former sales and marketing arm of Seven Capital PLC, one of the UK's leading property development companies. Through Seven Invest, Andy played a pivotal role in shaping Seven Capital's sales strategy, investor relations, and international presence, helping the group become a major name in UK real estate. In addition, he is the founder of BMS Homes and BMS Land, both focused on residential and mixed-use property development. These companies reflect Andy's passion for delivering well-designed, community-enhancing homes that meet modern standards and create long-term value. Andy is also the founder of Alexander Daniels, a specialist recruitment consultancy working across the accountancy, finance, and executive search sectors. Built on trust, industry insight, and people-first thinking, Alexander Daniels has become a leading name in talent acquisition and career development. Outside of business, Andy is a dedicated philanthropist. He founded Fetcher Dog, a registered rescue charity that rehomes dogs from abuse and abandonment. He is also the Co-Founder of The Brain Tumour Charity, one of the UK's most influential medical charities, and the Matt Gallagher Foundation, which supports his close friend's values and impact for the MND community. Andy's leadership is defined by clarity, integrity, and a belief in building ventures that deliver lasting impact. Whether in property, recruitment, or charitable work, he leads with purpose and a commitment to doing the right thing. Firmly rooted in Birmingham, Andy remains closely involved in both the city's business and charitable communities. His work reflects his core belief: success is measured not just by profit, but by the positive difference you leave behind. Hosted on Acast. See acast.com/privacy for more information.

In episode 80 of Going anti-Viral, Dr Jason Zucker joins host Dr Michael Saag to provide an update on the Trichophyton mentagrophytes genotype VII (TMVII) infection. Dr Zucker is an Assistant Professor of Medicine at Columbia University and Assistant Medical Director of the New York City STD Prevention Training Center. Dr Zucker is an experienced HIV, HIV prevention, and sexual health care provider providing status-neutral care to patients of all ages in New York. His research focuses on the intersection of data science, behavioral science, and implementation science. Dr Zucker discusses the emerging dermatophyte infection TMVII, its transmission, clinical presentation, and diagnosis. Dr Zucker and Dr Saag also detail treatment strategies, emphasizing the significance in sexual health and STI management.0:00 – Introduction 1:21 – Background, epidemiology and transmission 5:58 – Clinical presentation and diagnosis 9:18 – Treatment protocols for TMVII11:32 – Challenges and considerations in management of TMVII15:38 – Future outlook and final thoughts Resources: Morbidity and Mortality Weekly Report (MMWR) - Notes from the Field: Trichophyton mentagrophytes Genotype VII — New York City, April–July 2024https://www.cdc.gov/mmwr/volumes/73/wr/mm7343a5.htmGoing anti-Viral: Episode 30 - Update on Mpox - a Public Health Emergency - Dr Jason ZuckerYouTube:  https://youtu.be/GTwXSvkcJ74 Apple Podcasts:  https://podcasts.apple.com/us/podcast/episode-30-update-on-mpox-a-public-health-emergency/id1713226144?i=1000675771251 __________________________________________________Produced by IAS-USA, Going anti–Viral is a podcast for clinicians involved in research and care in HIV, its complications, and other viral infections. This podcast is intended as a technical source of information for specialists in this field, but anyone listening will enjoy learning more about the state of modern medicine around viral infections.Going anti-Viral's host is Dr Michael Saag, a physician, prominent HIV researcher at the University of Alabama at Birmingham, and volunteer IAS–USA board member. In most episodes, Dr Saag interviews an expert in infectious diseases or emerging pandemics about their area of specialty and current developments in the field. Other episodes are drawn from the IAS–USA vast catalogue of panel discussions, Dialogues, and other audio from various meetings and conferences. Email podcast@iasusa.org to send feedback, show suggestions, or questions to be answered on a later episode.Follow Going anti-Viral on: Apple Podcasts YouTubeXFacebookInstagram...

Crazy party in bouji Birmingham angers neighbors, ESPN's Dan Wetzel joins us to talk UFC Freedom 250, bungee jump failure, Melinda French Gates' Epstein grift, Prince Harry stuck in the 8th row, and Puerto Rico hates Marc. World Cup 2026: Cape Verde is an actual country and they tied Spain nil-nil. The USA beat up on Paraguay. Europeans and Australians love the United States. The Carolina Hurricanes have won the Stanley Cup. The Today Show eulogizes the punny Gene Shalit. The Big 12 is suing Texas Tech. Good job, Brendan Sorsby. ESPN Senior Writer Dan Wetzel joins the show to discuss the awesome UFC Freedom 250 event. Fighter Sean Strickland was escorted off the property. There was a Winklevi sighting. Dan Wetzel officially endorses Power Slap. New York Knicks team > New York Knicks fans. Who let the dogs out? Michelle Obama took a shot at the UFC event. There were fist fights in DC at the viewing party. The ⁠Committee for the First Amendment put on counter-programming led by Jane Fonda featuring Peppermint, Bette Midler and Robert De Niro. Maria Eduarda Rodrigues de Freitas had the worst bungee jump experience possibly ever. RIP Oliver Tree. Drew is bored with museum talk. Brooklyn Beckham stars in a Door Dash commercial. DJ Fat Tony pops off again. Kids love to be estranged from their parents these days. Another one of Brad Pitt's brats has dropped his last name. An incredible pool party in Birmingham made the news. Call Her Daddy's Alex Cooper and husband are running a toxic work environment. Are you Team Alex or Team Alix Earle? Spencer Pratt has really bad luck with fire. Melinda French Gates loves talking about Bill Gates and Jeffrey Epstein. Drew's boy, Casey Wasserman, refuses to leave the 2028 Olympics. Trudi and No Neck Ed: A Love Story. Drew has divided the audience over First Amendment auditors. We check out one that went down at a Marine City meat market earlier this year. Markleverse: Prince Harry had to sit in the nosebleed section with Adam Silver at the NBA Finals. Spike Lee hates Harry. Time Magazine can't stop blowing him. It turns out Prince William was the REAL creator of the Invictus Games. Harry and Meghan Markle divorce rumors are swirling. Markle's products are expiring and she's losing her ass.  Marc has been formally charged for medical services in Puerto Rico. Merch, yo. Check it. If you'd like to help support the show… consider subscribing to our YouTube Channel, Facebook, Instagram and Twitter (Drew Lane, Marc Fellhauer, Trudi Daniels, Jim Bentley, BranDon, and Roberto).

Chris Richards' perfect passing game in the World Cup Early NFL outlook Our daily 4 Downs presented by Central Alabama Asphalt! Is ANYTHING possible in sports in 2026? PLUS, LT's Trash presented by Bud Light! SUBSCRIBE: @NextRoundLive - / @nextroundlive FOLLOW TNR ON SPOTIFY: https://open.spotify.com/show/7zlofzLZht7dYxjNcBNpWN FOLLOW TNR ON APPLE PODCASTS: https://podcasts.apple.com/us/podcast/the-next-round/id1797862560 WEBSITE: https://nextroundlive.com/ MOBILE APP: https://apps.apple.com/us/app/the-next-round/id1580807480 SHOP THE NEXT ROUND STORE: https://nextround.store/ Like TNR on Facebook: / nextroundlive Follow TNR on Twitter: / nextroundlive Follow TNR on Instagram: / nextroundlive Follow everyone from the show on Twitter: Jim Dunaway: / jimdunaway Ryan Brown: / ryanbrownlive Lance Taylor: / thelancetaylor Scott Forester: / scottforestertv Tyler Johns: /TylerJohnsTNR Brooks Carter: /BrooksACarter Sponsor the show: sales@nextroundlive.com Learn more about your ad choices. Visit megaphone.fm/adchoices

What is the source of love? And what is belovedness?Belovedness engenders love. If you are actively cherished altruistically by another, despite all of your own shortcomings and feelings of loss and history, that spontaneously and inevitably creates the fruit of love. 1 John 4:9-10 tells us, "In this the love of God was made manifest among us, that God sent His only Son into the world, so that we might live through Him. In this is love, not that we have loved God but that He loved us and sent His Son to be the propitiation for our sins."Today Richard's guest is Paul Zahl, Dean Emeritus of Cathedral Church of the Advent in Birmingham, Alabama. He is an active member in Bible studies at The Center. >>Watch on YouTube*This episode features a clip from the 1954 film "Brigadoon" by director Vincente Minnelli, produced by MGM. Both the clip and the image used in the thumbnail belong to MGM. This talk provides commentary on the film and thus falls under fair use guidelines.

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.

When Josh Flanagan's voice abandon's him right before the show, it's up to a sleep-addled Conor Kilpatrick to pick up the vocal slack, but definitely not the mental slack, apparently. Note: Time codes are estimates due to dynamic ad insertion by the distributor. Running Time: 01:14:30 Pick of the Week:00:02:03 – Absolute Catwoman #1 Comics:00:12:18 – M.A.S.K. #100:20:49 – Action Comics #109900:24:49 – Avengers: Armageddon #100:32:59 – The Center Holds #400:36:27 – Transformers #3300:42:58 – Blood & Thunder #1400:45:20 – The Sentry #4 Patron Pick:00:49:07 – Jay & Silent Bob: Jays of Future Past #1 Patron Thanks:00:56:44 – Lee Markowitz Audience Questions:00:58:51 – Morgan B. from Birmingham, Alabama wonders if the DC and Marvel subscription apps have diluted the love of comics. Brought To You By: iFanboy Patrons – Become one today for as little as $3/month! Or join for a full year and get a discount! You can also make a one time donation of any amount! iFanboy T-Shirts and Merch – Show your iFanboy pride with a t-shirt or other great merchandise on Threadless! We've got TWENTY THREE designs! Music:“Left to Right (iFanboy Theme)”Josh Flanagan Watch The iFanboy After Show for Pick of the Week #1030! Listen to Conor, Josh, and Ron on their other show Goodfellas Minute. Listen to Conor and Ron reminisce about Goodfellas Minute on Sporadicast: An Oral History of Movies by Minutes. Listen to Conor discuss Dirty Harry on Movie of the Year: 1971. Watch Ron talk about the online pinball ecosystem on Dirty Pool Podcast. Listen to Conor, Josh, and Ron discuss Blade (1998) on Cradle to the Grave. Listen to Josh discuss Fargo on Movie of the Year: 1996. Listen to Conor discuss Swingers on Movie of the Year: 1996. Watch Ron talk about pinball technology on the Daily Tech News Show. Listen to Conor discuss Ghostbusters on Movie of the Year: 1984. Listen to Conor, Josh, and Ron discuss The Crow (1994) on Cradle to the Grave. Listen to Josh discuss Jaws 4: The Revenge (1987) on Cradle to the Grave. Listen to Josh discuss Indiana Jones and the Temple of Doom (1984) on Cradle to the Grave. Watch Josh and Conor talk about how to start a podcast on OpenWater. Listen to Ron talk about The Phantom Menace minute 80 on Star Wars Minute. Listen to Ron talk about Return of the Jedi minute 124 on Star Wars Minute. Listen to Conor talk about Return of the Jedi minute 104 on Star Wars Minute. Listen to Ron talk about The Empire Strikes Back minute 115 on Star Wars Minute. Learn more about your ad choices. Visit megaphone.fm/adchoices

1 Peter 3:8-178Finally, all of you, have unity of mind, sympathy, brotherly love, a tender heart, and a humble mind. 9Do not repay evil for evil or reviling for reviling, but on the contrary, bless, for to this you were called, that you may obtain a blessing. 10For“Whoever desires to love life    and see good days,let him keep his tongue from evil    and his lips from speaking deceit;11let him turn away from evil and do good;    let him seek peace and pursue it.12For the eyes of the Lord are on the righteous,    and his ears are open to their prayer.But the face of the Lord is against those who do evil.”13Now who is there to harm you if you are zealous for what is good? 14But even if you should suffer for righteousness' sake, you will be blessed. Have no fear of them, nor be troubled, 15but in your hearts honor Christ the Lord as holy, always being prepared to make a defense to anyone who asks you for a reason for the hope that is in you; yet do it with gentleness and respect, 16having a good conscience, so that, when you are slandered, those who revile your good behavior in Christ may be put to shame. 17For it is better to suffer for doing good, if that should be God's will, than for doing evil.

Happy Friday, Reigndrops! In preparation for tonight's episodes of Belle Collective and tomorrow's Love & Marriage: Huntsville, Carlos, Dustin, Claudia, and Blue are recapping last week's episodes. The OGs from Belle Collective Jackson are BACK, and babyyyy, we have a lot to say about it! Then, it's time to get into Part 1 of the LAMH reunion, and trust us, the group is not holding back.See omnystudio.com/listener for privacy information.

Chris Richards joins Rog for part one of a two-part conversation, discussing growing up in Birmingham, Alabama, turning down college to pursue a professional career in Europe, and playing for Oliver Glasner at Crystal Palace. Plus, his dream to inspire the next generation of U.S. talent and his closest teammates on the national team. Presented by Bank of America.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.