Podcasts about CCD

STERNENGESCHICHTEN LIVE TOUR 2025! Nächste Shows in ESCHWEILER (26. Mai) und MÜNCHEN (4. Juni). Tickets unter https://sternengeschichten.live Ohne digitale Bilder wäre die Astronomie heute nicht das, was sie ist. Der Ursprung dieser Technologie liegt in ein paar schlauen Gedanken über Licht, die Albert Einstein vor mehr als 100 Jahren gehabt hat. Was er sich gedacht hat, erfahrt ihr in der neuen Folge der Sternengeschichten. Wer den Podcast finanziell unterstützen möchte, kann das hier tun: Mit PayPal (https://www.paypal.me/florianfreistetter), Patreon (https://www.patreon.com/sternengeschichten) oder Steady (https://steadyhq.com/sternengeschichten)

We learn about how the Pope is elected and CCD!

In this episode of Hort Culture, we explore the topic of branding for farms and businesses. After chatting about spring rains, gardening chores, and Kentucky's unpredictable late frosts, we shift to a lively discussion with Brett from the Center for Crop Diversification (CCD) about their "Marketing for All" project. We emphasize that marketing—especially branding—is essential for selling crops and not just growing them. Branding involves defining the core message and values of a business, guiding all marketing activities. The CCD team offers a brand builder worksheet to help farmers clarify their identity across several spectrums (e.g., personable vs. professional, modern vs. classic). We also discuss differences between price-driven and credence markets, customer behavior at markets, and how different types of farms might approach marketing. Key tips include using consistent imagery, breaking tasks into simple steps, and leveraging email as a powerful, underused tool. Listeners are encouraged to check out CCD resources and reach out with questions.Marketing for AllCenter for Crop DiversificationQuestions/Comments/Feedback/Suggestions for Topics: hortculturepodcast@l.uky.eduCheck us out on Instagram!

Father John Paul Erickson joins Patrick to discuss Confirmation What is a Sacrament? (5:12) What is Confirmation? What are some misconceptions about confirmation? (13:19) Laura - I'm 57 and converted when I was 19. My mom was Catholic and dad was Lutheran. We didn't have formal RCIA at that time. Feel like I missed something in the process. I did get a certificate of confirmation from the church. My kids are in Catholic school and I've learned so much from them. (20:00) Break 1 Sandra - Born in Mexico. Confirmation and baptism was done at the same time. I just want to make sure that is valid when you don't have full knowledge of your confirmation. (24:20) David - I taught CCD for a number of years. Some weren't interested in becoming confirmed, How is grace confirmed at confirmation when they are accepting it but not really wanted? Katie - I made my first communion in April of the 1960s...three weeks later I made confirmation because the bishop only came every 4 years. (30:46) How is Confirmation a missionary Sacrament? John - I was confirmed in 72. I remember we being nervous. Reaffirming that you had attitudes of people being bored, but others being nervous and perhaps more serious about it. John - I have fond memories about it. I was an altar boy and when I was confirmed I was able to be a lector. Very rewarding. It forced me to learn and study the readings. (40:15) Break 2 Why does the Bishop need to be the one to Confirm people? (44:05) John - Question: I recently got confirmed but my wife and I were supposed to get convalidated. I was wondering about the process and whether that is true or not. Who can be confirmed? Niki - Confirmed in 2014. Felt so much joy and cried happy tears. Daughter was my sponsor. I became catholic when Pope Francis stepped out on the balcony. Felt the holy spirit tell me I had to become Catholic.

You gotta see this…    In something brand new for Let Me Be Frank, we recorded the show live in front of an audience at St Mary Church in Greenwich!   “What do you want to talk about?” I asked Bishop Caggiano before we started rolling the cameras.   “Let's see what the people in the audience have on their minds,” he smiled.   And so this week's episode is audience questions (and follow ups). We talked about: …why do pastors have term limits? …how do we get families of children in CCD to be more active? …how do we revitalize our Catholic schools? …how can we pray the rosary better? …can you help me forgive someone who continues to hurt me?   I'm sure you'll enjoy this episode… and please join us for the next live audience session on Friday, May 30th at St Rose of Lima in Newtown!   Pax Christi, Steve Lee The other guy on Let Me Be Frank   LINKS Email List: https://www.veritascatholic.com/ To Support Veritas: https://www.veritascatholic.com/donate Other Shows The Tangent on Veritas: https://www.youtube.com/@thetangentonveritas Daily Reflections: https://www.youtube.com/@DailyCatholicReflections Restless Catholic Young Adults: https://www.youtube.com/channel/UC1SbvGysG6C0mnQRAVcagkg  

Saul Leiter & The Rabbit Hole Of ColorSeason 5 Episode 16 returns with an episode exploring the inspiration of Saul Leiter's color photography, the rising cost of color film, CCD sensors such as the Nikon D200 & Leica M8, as well as the rabbit hole of YouTube videos on the subject. Includes: Saul Leiter, Eduardo Ortiz, Nikon D200, Nikon NX Studio, CCD sensors.Links:Saul Leiter: ⁠https://www.bhphotovideo.com/explora/podcasts/photography/podcast-saul-leiter-and-the-saul-leiter-foundation?BI=572&gad_source=2&gclid=EAIaIQobChMIs62ir6LIjAMVKF1HAR3I8AipEAEYASAAEgIHIPD_BwE⁠⁠https://youtu.be/RJdIJkt3Gz8?si=eahA5RO1mxnwGMho⁠⁠https://www.saulleiterfoundation.org⁠Eduardo Ortiz:https://www.youtube.com/watch?v=oQlTE-gREHw&t=1345sLucy Lumen⁠https://youtu.be/Z6r-1yaDNxs?si=vwaMVQGKi5_UP-ao⁠CCD/M8⁠https://www.youtube.com/watch?v=SBXIS23SzPg&list=PL1--cSVP-SSE85rb2Oq-LSgcAI46AkZO2&index=5⁠

“When I was growing up, my family was never really much involved in parish life other than attending Mass on Sunday and Holy Days. As kids, we attended Religious Ed – back then it was called CCD.“As far as living out a life of faith in the context of service, I don't recall doing much of that. Things were different back in the 60s and 70s.  It was only after I had a re-conversion to my faith in the early 1980s, did I come to the realization that service was at the heart of my baptismal call.”This video is part of Bishop Robert Gruss' Lenten series on six spiritual practices that will deepen our relationship with the Lord, helping us to live more fully the life the Lord seeks to give us – as a way of personal encounter. Watch more: https://saginaw.org/bishop-gruss-lenten-messages

Scott Overpeck is joined by Justin and Nate Beene of Grand Rapids Center for Community Transformation to discuss their work in Grand Rapids, MI. They share how they are pursuing Shalom, working toward community flourishing with their neighbors, and seeing God move in their city. They also offer some encouragement for CCD practitioners and recommend some of their favorite parts of Grand Rapids. Visit grcct.com to learn more about the Grand Rapids Center for Community Transformation and their work. Make plans to come to the 2025 CCDA Conference November 5-8 in Grand Rapids, MI.Justin Beene is the visionary and founder of an innovative partnership called the Grand Rapids Center for Community Transformation, a collective between non-profits and non-profits working together for a flourishing city. He is well known as a global leader and practitioner with extensive knowledge and skills in starting and scaling collaborative ventures, creating win/win/win solutions across sectors, and connecting resources to real problems in innovative and sustainable ways.As COO of the Grand Rapids Center for Community Transformation network, Nate's role is to execute the vision of a collaborative effort focused on transforming the community through social enterprise/innovation, leadership development, and career and entrepreneurial training. Nate is passionate about developing and providing opportunities to indigenous entrepreneurs and incubating and operating transformational businesses that seek impact outside of just profits.Connect with CCDA on Instagram, Twitter, Facebook, and LinkedIn. Follow CCDA on YouTube. 

Boris Bohrer-Bilowitzki is the CEO of Concordium, a secure, scalable, regulatory-ready blockchain designed for real-world applications. With its built-in ID layer, predictable fees, and high-performance smart contracts, developers can build with confidence while ensuring compliance and privacy. Why you should listen Concordium is a public Layer 1 blockchain platform that integrates identity verification at its core, aiming to balance privacy with regulatory compliance. Founded in 2018 by Lars Seier Christensen, Concordium embeds encrypted identity into every transaction at the protocol level. This design ensures accountability while preserving user confidentiality, addressing a significant challenge in the blockchain space where anonymity often clashes with regulatory requirements.  What sets Concordium apart is its use of Zero-Knowledge Proofs (ZKPs), allowing users to verify specific identity attributes without revealing unnecessary personal information. This means that while every user undergoes an identity check before account activation, their personal data remains private unless a legitimate legal request necessitates disclosure. Such a framework not only fosters trust among participants but also aligns with global regulatory standards, making it particularly appealing for businesses and institutions seeking compliant blockchain solutions.  Concordium is making waves in the stablecoin arena by integrating compliance directly into its blockchain infrastructure. Unlike traditional stablecoins that rely on potentially vulnerable smart contracts, Concordium issues these digital assets at the protocol level, enhancing security and reducing risk. This approach not only streamlines compliance for issuers but also instills confidence in institutional adopters. By embedding identity at the protocol level, Concordium enables seamless adherence to regulatory standards without compromising user privacy. This design facilitates advanced functionalities like geofencing, allowing issuers to restrict token access based on verified user attributes such as citizenship. Such capabilities are invaluable for ensuring cross-border compliance and simplifying international finance.  Moreover, Concordium's architecture supports sophisticated payment mechanisms, including programmable money features like scheduled payments and automated financial operations. These innovations position Concordium's stablecoin framework as a robust solution for businesses seeking secure, compliant, and efficient digital payment systems. Its native cryptocurrency, the CCD token, serves multiple functions within the ecosystem, including facilitating transaction fees, staking, and rewarding node operators. This combination of speed, security, and integrated compliance positions Concordium as a robust platform for developing decentralized applications that require both efficiency and adherence to regulatory frameworks. Supporting links Stabull Finance Concordium Andy on Twitter  Brave New Coin on Twitter Brave New Coin If you enjoyed the show please subscribe to the Crypto Conversation and give us a 5-star rating and a positive review in whatever podcast app you are using.

Once worthless, now priceless? CCD cameras and flip phones sell for exorbitant prices, sometimes more than new tech. There seems to be a certain allure in the artifacts of a fading era, but why are people paying a premium for the past? / Blueberry mania in the office (14:28). On the show: Heyang, Steve Hatherly & Yushan

Mojofest Dublin 2025: Mobile Content Creation Festival, this preview by Marie-Clare Byard Mojofest is back in Dublin for 2025 in UCD, it is a two-day festival on April 28th and 29th aimed at mobile content creators and industry professionals. The event offers keynotes, panels, hands-on workshops, and networking opportunities focused on the future of mobile storytelling and digital engagement, giving attendees a great opportunity to network and connect to learn from the best in the industry. Attendees can expect to learn from over 30 speakers, including recognised creators like Hannah Wilson and Jacque (Jacqueline) Smith, VP of digital video CNN and explore the latest mobile technology Comment on what to expert as I would have described it as a former attendee: For attendees, words cannot describe the motivation and inspiration you will get from this event, along with the global community of creatent creator connections and the amazing opportunity to learn hands-on from these industry experts in the workshops. Mojofest, Dublin, 28th, 29th April When and where is it on? 28th & 29th April, 2025 - UCD, In the O'Reilly Hall Conference Centre, University College, Belfield, Dublin 4 How many years has it been going? It started as RTÉ Mojocon in 2015 when I was head of innovation. It ran for 3 years until I took an exit package and started Mojofest in 2018. This is the 4th Mojofest (disrupted by Covid) but also the 10-year anniversary of our first Mojocon event which was at the CCD in Dublin. What was the inspiration to start it? Mainly frustration to be honest. I'd started training media organisations in Mobile Journalism in 2011 and was getting great feedback on the training but not much progress on implementation and transformation. After meeting several other early adopters like Nick Garnett and Marc Settle from BBC, John Inge Johansen from NRK, Illico Elia formerly Reuters and Len Clarke from Notre Dame University it became clear that there was a need for a network and an event seemed like the logical way to create one. That network, started after RTÉ Mojocon as a group on Facebook in 2015 now has over 7500 members from over 100 countries. What exciting things can people look forward to? We are just about to announce Jacque (Jacqueline) Smith, VP of digital video with CNN will be keynoting on day one and day two we have Hannah Wilson who has a social following of 750k across platforms both of whom speak about the top trends and tips for success with social/digital/vertical storytelling. We have 16 workshops already announced and expect there will be even more over the event. Many of these are practical hands-on learning sessions will be of real value for attendees who want to acquire/perfect new skills. The expo will be full of the leading brands making apps and accessories for professional grade mobile content creation. Many will have special event only prices and offers. What opportunities are on offer for those attending? We are hosting a networking event on Monday night in the city centre and I'm hoping to run a quiz with prizes and giveaways at it also. Who will be speaking? https://mojofest.eu/alllspeakers Keynote speaker, day 1: Jacque (Jacqueline) Smith, VP of digital video CNN Keynote speaker, day 2: Hannah Wilson, Content Creator / Influencer And unlike so many other events we have almost no "commercial" speakers. Our speakers are predominantly on stage, some for the first time, because they have a great, inspiring story to share. What tips would you give to people attending to get the most out of? Our motto has always been Inspire | Equip | Educate so to make the most of the experience attend as many sessions as you can. Grab some bargains and network like crazy! How can people book tickets? https://mojofest.eu Anything else you'd like to add / we should have asked? We have several sessions on AI this year as that has been the big new development in the last two years. If you have only a vague idea of the creative p...

An Open-Ended Conversation with Federico Faggin Federico Faggin created the self-aligned MOS silicon-gate technology, which made possible memory chips, CCD image sensors, and the microprocessor. He designed the Intel 4004, 8008, and 8080 microprocessors, as well as the Zilog Z80 and Z8 processors. In 2010, he received the 2009 National Medal of Technology and Innovation, … Continue reading "An Open-Ended Conversation with Federico Faggin"

This week, Claire speaks with a previous chair of the Consortium for Constituents with Disabilities (CCD) about what the organization is and how ACB is involved in the advocacy it does. CCD is made up of over 120 different disability advocacy groups; ACB has been an active member for many years, working with other organizations to advocate for the rights of people with disabilities across the board at the national level.

Christina Foor is joined by Dr. Alexia Salvatierra and Angelica Acosta Garnett, long-time friends and practitioners of CCDA, especially in the Immigration space. They take a look at the current immigration landscape and discuss what our call is as CCD practitioners.Learn more about CCDA's Immigration Network, including their Lent series, Love Knows No Borders, at ccda.org/immigration. Rev. Dr. Alexia Salvatierra is the Academic Dean of the Centro Latino at Fuller Theological Seminary as well as the Assistant Professor of Integral Mission and Global Transformation.  She is available for speaking, training, and workshops in the areas of immigration, faith-rooted organizing, cross-cultural ministry, and building vital holistic Christian community. Learn more about Dr. Salvatierra on her website alexiasalvatierra.comAngelica ‘Lica' Acosta Garnett was born and raised in Bogota, Colombia. She immigrated to the United States when she was 17 years old and has firsthand experience of what it is like to be an immigrant in this country.Lica holds a graduate degree in social studies education and has worked as a US government teacher, Communities in Schools site coordinator, and an immigration law paralegal. She currently works as an interpreter/translator. Learn more about Lica and her work at abara.org/angelicaConnect with CCDA on Instagram, Twitter, Facebook, and LinkedIn. Follow CCDA on YouTube.

Andrea J. Singer, MD, FACP, CCD and Michael R. McClung, MD review the preservation of bone health in perimenopausal women, with a particular focus on the role of hormone therapy and how the interplay of hormonal, lifestyle, and genetic factors is key to developing effective prevention and treatment strategies.

这个探测器的总重量大概是2.2吨。轨道器采用了自旋稳定。也就是说探测器本身每分钟转3.5圈，用陀螺效应来保证自己的姿态稳定。但是，这个探测器很特殊，上半身旋转，下半身不转，因为下半身装着相机等等探测器一起，要是跟着一起打转转，那就没办法拍照了。这个探测器装了个CCD摄像机，清晰度比“旅行者”探测器的高20～1000倍，可分辨出木星卫星表面30～50米范围的细节。还装了红外线和紫外线的光谱仪。整个探测器的CPU是个8位的芯片，计算能力跟任天堂的红白机性能差不多。内存也只有16K。但是性能已经够用了。当然，既然是自旋稳定，也就无法安装大面积的太阳能电池板，多新鲜啊，装了那不成电扇啦。只能用同位素电池，所以这个探测器也得用一根细长的杆子把核电池伸得远远的，就是怕微量核辐射干扰到了本机的其他仪器。核电池可以提供480瓦的电力。探测器上有个非常大的伞形天线，就是一张倒开的伞，形成一个反射无线电信号的反射面。折叠起来可以减小尺寸。另外还有一个低增益天线，通信速度很慢，但是方向性不强，不需要特别对准地球。大气探测器是艾姆斯研究中心研发的，这东西是个锥体。里边装的是大气传感器，可以探测木星大气层基本参数，比如气压、温度，成份等等一系列数据。探测器的外壳很厚，主要是为了隔热抗压。整个探测器重量达到339公斤，壳子就有220公斤重。这个东西最终会被扔进木星大气，最后被高温高压给破坏。所有数据会从两个频段，以128bit的速度通过轨道器中转，发送回地球。

On this episode of @hitchinthetrailer we are diving into the new movie Novocaine in theaters March 14th. We're talking nepo babies, Dennis Quaid's unmatched rizz, Greg's awful Jason Statham impression, our celeb encounters, and the burning question on everyone's mind, does anyone still go to CCD?

Fr. Peter Pomposello joins Patrick to discuss Vocations Father Pomposello’s discernment story to his vocation. (6:29) What is Vianney Vocations? (12:34) Katarina - last Sunday’s gospel spoke to me - now a CCD teacher Christine - thank priests who are military chaplain (23:20) Break 1 Scott - discerning priesthood at 50 (35:57) Chris - father of 10-almost became a priest/brother - vocation story (38:59) Break 2 (40:00) David - not sure what my career vocation is - advice on how I should discern which direction as a lawyer I should take? What is the difference between a vocation and a Career? Resources: Brave and Blessed Spiritual Field kit – Vianney Vocations https://vianneyvocations.com/product/brave-blessed-spiritual-field-kit/ A seminary for men in the later years of life https://psjs.edu/

Ela é formada em zootecnia pela Universidade Federal de Sergipe e abandonou o emprego CLT para se especializar em vendas online com ferramentas automáticas, faturando mais de R$8 milhões em apenas 3 anos e impactando mais de 30 mil alunos com sua metodologia própria. Hoje, ela vai contar tudo o que sabe aqui no Kiwicast. Ela é a Camila Oliveira e conversou com a gente sobre: -Ativação de gatilhos no atendimento automatizado -Precisa aparecer para fazer vendas no X1? -Ela treina os alunos para se tornarem GADE -O que não pode faltar em um infoproduto de qualidade -Estratégia de CCD no orgânico e na automação -O momento certo para automatizar uma operação de vendas online -Principais ferramentas pagas e gratuitas de automação E muito mais! Quer saber tudo que a Camila Oliveira disse pra gente? Dá o play no Kiwicast de hoje. E conta pra gente nos comentários o maior insight que você tirou do episódio. Nosso Instagram é @kiwify

Η 9η σεζόν έχει θέμα τις καλύτερες τεχνολογίες & ανακαλύψεις ανά δεκαετία, με μπούσουλα τα βραβεία Νόμπελ! Σε αυτό το επεισόδιο, κοιτάμε τη δεκαετία 2000-2009, όπου μετά από 20 χρόνια, έχουμε νέο Νόμπελ στο ανώτατο S-tier Tier list με όλα τα Νόμπελ μέχρι και το 2009 Pre-show 2000: Ολοκληρωμένα κυκλώματα & laser 2001: Συμπύκνωμα Bose-Einstein 2002: Νετρίνα και κοσμικές ακτίνες Χ 2003: Υπεραγωγοί και υπερρευστά (Τύπου ΙΙ) 2004: Ασύμπτωτη ελευθερία (QCD) 2005: Κβαντική οπτική και οπτικά χτένια 2006: Το φάσμα της κοσμικής ακτινοβολίας υποβάθρου 2007:Γιγαντιαία μαγνητοαντίσταση 2008:Αυθόρμητο σπάσιμο συμμετρίας 2009: Οπτικές ίνες και αισθητήρες CCD Post-show: Όσκαρ 2025 Explorers Podcast Επικοινωνία email: hello@notatop10.fm Instagram: @notatop10 Threads: @notatop10 Bluesky: @notatop10.fm Web: notatop10.fm (00:00:00) Pre-show (00:04:20) Intro (00:04:35) Γενικά για τα 2000s (00:05:19) 2000: Ολοκληρωμένα κυκλώματα & laser (00:14:22) 2001: Συμπύκνωμα Bose-Einstein (00:22:40) 2002: Νετρίνα και κοσμικές ακτίνες Χ (00:35:35) 2003: Υπεραγωγοί και υπερρευστά (Τύπου ΙΙ) (00:38:30) 2004: Ασύμπτωτη ελευθερία (QCD) (00:45:11) 2005: Κβαντική οπτική και οπτικά χτένια (00:50:49) 2006: Το φάσμα της κοσμικής ακτινοβολίας υποβάθρου (00:57:58) 2007: Γιγαντιαία μαγνητοαντίσταση (01:01:30) 2008: Αυθόρμητο σπάσιμο συμμετρίας (01:01:56) 2009: Οπτικές ίνες και αισθητήρες CCD (01:15:12) Outro (01:15:26) Post-show: Όσκαρ 2025

Happy New Year! Thank you for joining us for our second FETCH First Friday episode, where Stacey Renphrey of Hozho Hounds and I are talking about a health condition that we feed doesn't get enough attention, and that is CCD, or Canine Cognitive Dysfunction. Also referred to as Doggy Dementia, CCD is a health challenge that affects a large proportion of senior dogs - up to 60% of dogs over 11 years of age are said to develop it - and it's a condition that really requires a multi-pronged approach to nutrition and wellness. So, Stacey and I wanted to talk about it and look at how our F.E.T.C.H. framework might provide some useful ways for you to approach it. If you are new here, F.E.T.C.H. stands for Fresh food, Energetics, Targeted approaches, Curiosity, and Holistic health. and it is the same framework that Stacey and I both use in our own canine nutrition and wellbeing practices to help get to the root of a health challenge, and to help clients identify other veterinary and complementary supports that might be needed. In addition to our membership community where we teach you how to apply this framework to your own dog, we are hosting this special F.E.T.C.H. First Friday series on the Mystic Dog Mama podcast where we will take a health condition of your choice, and show you how you can apply the F.E.T.C.H. framework to it. It's our hope that in sharing this with you, we can help you confidently make informed decisions for your dog. Today we look at: *What CCD is, and what symptoms you might notice *How CCD is diagnosed, and conventional approaches to managing it with diet and supplements *Fresh food approaches to managing, and potentially preventing, CCD *How MCT and other healthy fats may benefit dogs with CCD *How a 2000 yr old TCM document highlights how supporting the kidney, heart, and gut may be helpful to managing the progression of CCD *How to building a support team around you And loads more! Our hope is that you come away from this episode with some practical things to look at to best support your dog with CCD, or to give your dog the best shot possible to prevent it. This episode is sponsored by Aspirationery ,which in full transparency, is another project of mine where we create books, notebooks, and stationery to support you in becoming all you aspire to be. I'm really excited to announce that we have released a Spanish language version of our popular My First Period Tracker for Young Girls and Tweens in order to increase menstrual literacy and empower young people to become advocates for their menstrual health. You can learn more about our books on our Instagram https://instagram.com/aspirationery It you have a health challenge you would like us to cover in this series, please get in touch! To reach Alexia:  https://instagram.com/mysticdogmama https://mysticdogmama.com To reach Stacey: https://instagram.com/hozho_hounds https://hozhohounds.com   *Disclaimer: This information is for educational purposes only and is not intended to replace the advice of your own veterinarian or doctor.

durée : 00:00:31 - La Mairie de Coulounieix Chamiers, recherche 2 animateurs ou animatrices d'enfants. - France Travail, acteur clé dans le paysage de l'emploi en France, propose aujourd'hui une offre d'emploi en CCD de huit mois à Coulounieix-Chamiers.

When you collect vintage film cameras, if they don't work, just send it out for a CLA and some technician will take it apart, clean it up, lube what needs lubing, calibrate the shutter and it is ready to go, good as new!  How boring!  If the simplicity of CLAing a film camera is not enough of a challenge for you, perhaps you should consider collecting vintage digital cameras.  Incompatible memory cards, legacy file systems, unsupported USB cables, and batteries which no longer hold a charge are all the rage! Although the era of digital cameras barely exceeds three decades, the earliest days of digital saw a tremendous amount of innovation and strange designs because camera makers were still trying to figure out what and how a digital camera should look and work like. In this episode, the Camerosity crew (minus Anthony) go over this early innovative era of digital camera design and pick out some of the coolest cameras of the era.  Many of these cameras have early sensors which do not stand up to the quality of modern designs, but that's not why we collect them, Joining Paul, Theo, and Mike are returning callers AJ Gentile, Larry Effler, Mark Faulkner, Miles Libak, Pat Casey, Stephen Strangways, and Will Pinkham and we cover a great deal of history regarding the earliest and most important digital cameras like the Kodak DCS-100, Nikon E2Ns, and Minolta RD-175.  We declare two cameras from the late 1990s to be historically significant moments in camera design, on par with that of the Leica and Nikon F. Stephen Strangways shares with us his wide depth of knowledge about camera sensors.  We discuss the differences between CCD and CMOS sensors, why companies made the switch between the two, motivations of Live View, and why DSLRs eventually gave way to digital mirrorless cameras. We discuss the limitations of early CCD sensors, what are hot mirror filters, why we think Nikon missed the mark on mirrorless, plus we cover a great deal of cool digital cameras, some of which have features cameras today don't have, like the Sony Cybershot DSC-F828, Olympus E-100 RS, Panasonic GF1, and the Ricoh G900. In addition, Mike shares his large collection of 17 Pentax Q-series cameras, plus a very strange "camera coffin", a wooden Nikon rangefinder camera that has the guts of a Sony alpha mirrorless inside. As it is officially the holiday season and each of our schedules has gotten increasingly complicated, we do not yet know when the next show will be, or what we will discuss.  Rest assured, that once we know, you'll know.  Be sure to follow us on our Camerosity Podcast Facebook page, the Camerosity Discord server, our new BlueSky page, and right here on mikeeckman.com. In This Episode What Exactly is 'Vintage Digital'? / Differences Between Still Video and Digital Cameras Kodak Had the Most to Lose with Digital But Pioneered it Anyway Apple Quicktake 100 / The Kodak DCS-100 Was Used in the Gulf War Did Kodak's Involvement in APS Impact Their Role in Developing Digital Cameras? Early CCD Sensors Were Extremely Difficult to Make, Resulting in Smaller Sensors The Sony Digital Mavica Was the Beginning of the End for Polaroid The Digital Mavica Was Also the Introduction of Digital to Many People Floppy Discs Gave Way to PCMCIA Cards and Eventually Flash Cards So Many Different Formats, MemoryStick, SmartMedia 3v and 5v, Compact Flash, etc Minolta RD-175 DSLR / Early Digitals Didn't Write JPGs / Converting Extinct Formats Sony Cybershot DSC-F828 / Sony's Night Shot Feature and How it Worked / Digital IR Photography Early Digital Cameras Had Weak IR Filtration, Throwing a Color Cast on Images / Hot Mirror Filters Why Did Digital Cameras Switch from CCD to CMOS Sensors? / Live View and Video Recording Problems with Sony Sensors / Canon and Fuji FinePix Pro SLRs / Leica M9 Sensor Problems Early Live View Sensors Would Overheat / Externally Cooling Camera Sensors What Drives the Popularity of CCD Sensors Today? Larry and Paul Love the Canon G-Series / Canon Color Science / Olympus E-100 RS Sigma Foveon Sensors / Foveon Merrills and Quattro Cameras The Nikon D1 Was the Watershed Moment for DSLRs / Nikon E2Ns Canon Did Well with the Digital Rebel and 18-55mm Kit Lens Kodak DCS Pro SLR/14 Was the First Full Frame DSLR In a Nikon Body and Mount Polaroid Polachrome Instant Slide Films The Switch from DSLR to Mirrorless / Panasonic GF1 / Sony SLT Cameras Nikon One and Pentax Q-Series Mirrorless Cameras / Nikon Missed the Mark On Mirrorless "No one will ever shoot the Superbowl with a smartphone"...or Will They? Digital Mirrorless Cameras Generally Have Poorer Battery Life Compared to DSLRs Most Camera Makers Never Made a Profit off Making Digital Cameras In February 1986 Herbert Keppler Made Several Predictions About Electronic Cameras Leica M11 / Pentax W90 / Canon Digital Rebel / Epson R-D1 / Pentax 645 Digital / Ricoh G900 Kurt's Strange Nikon Rangefinder Wooden Sony Digital Camera / Hasselblad Lunar and Stellar Digicams Links The Camerosity Podcast is now on Discord! Join Anthony, Paul, Theo, and Mike on our very own Discord Server. Share your GAS and photography with other listeners in the Lounge or in our dedicated forums. If you have questions for myself or the other guys, we have an “Ask the Hosts” section as well where you can get your question answered on a future show! Check it out! https://discord.gg/PZVN2VBJvm. The Camerosity Podcast is now on BlueSky @camerosity.bsky.social.  This modern, and clean replacement for Twitter is a nice alternative to cluttered social networks out there.  Follow us there for show announcements and other content. If you would like to offer feedback or contact us with questions or ideas for future episodes, please contact us in the Comments Section below, our Camerosity Facebook Group, Instagram page, or Discord server. The Official Camerosity Facebook Group - https://www.facebook.com/groups/camerositypodcast Camerosity Instagram - https://www.instagram.com/camerosity_podcast/ Keppler's Vault 86: Electronic Still Photography - https://mikeeckman.com/2021/03/kepplers-vault-86-electronic-still-photography/ Theo Panagopoulos - https://www.photothinking.com/ Paul Rybolt - https://www.ebay.com/usr/paulkris - https://thisoldcamera.net/ Anthony Rue - https://www.instagram.com/kino_pravda/

(5:19) Bible Study: RV 10:8-11 Why is the scroll sweet to the taste and then biter in the stomach? Father Explains LK 19:45-48 Father explains what the temple was historically. (21:39) Break 1 (24:31) Letters: Father talks about whether or not to tell your children about Santa Claus, how does loving ourselves show that we love God, what the meaning of the parable with the talents means and many other questions from our listeners (35:33) Break 2 (37:23) Word of the Day: Den of Thieves (38:26) Phones: Patricia - I was teaching CCD and have a question about 12 fruits of the Holy Spirit. In Galatians 5:22-23, there are only 9. Where do the other 3 fruits come from? Michal - Is the eating of the squirrel chapter 2 3 of Book of Esequiel, does it pre-figure or shadow the Holy Eucharist? It can be understood eating the word of God. Tina - Niece is going to have surgery on Monday, she thinks praying for herself is selfish. Angela - Can you comment of end-of-life experiences? People that claim that they have had a end of life experiences.

In this episode, Joe has a wild day in Staten Island, a luxurious yet awkward hotel stay in Atlantic City, and meets staten islanders in the wild. Gaspar also recounts a mandatory CCD meeting and shares some of his least favorite foods before the guys dive into some hilarious emails about avocados, amazon drivers, and a La Quinta exorcism. This episode is brought to you by BetterHelp. Give online therapy a try at https://www.betterhelp.com/socialstudies and get on your way to being your best self. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of *Speaking of Pets*, we are thrilled to welcome Dr. Terry Fossum, a true luminary from the Ohio State University College of Veterinary Medicine. Dr. Fossum is not only a board-certified veterinary surgeon and PhD but also the author of the bestselling textbook *Small Animal Surgery*, now in its fifth edition. With over 35 years of experience in veterinary education, she has made a remarkable impact on the field. Join us as we dive into Dr. Fossum's impressive journey, from her time as a resident when our host was just a first-year vet student, to her groundbreaking work as the CEO of Dr. Fossum's Pet Care and President of Phoenix Animal Wellness. We'll discuss her research endeavors, which have garnered over $30 million in funding, and her role as a special assistant to the Secretary of Energy, focusing on STEM initiatives. In this episode, we'll also explore the growing concern of canine cognitive disorder (CCD) and how it mirrors human dementia. Dr. Fossum shares invaluable insights on recognizing the symptoms of CCD, effective treatments, and the innovative products developed to support our aging pets. Whether you're a pet owner, a veterinary professional, or simply an animal lover, this episode is sure to inspire and inform. Don't forget to check out the resources mentioned in the episode, and visit Dr. Fossum's website for more information on her groundbreaking work. https://drfossums.com/shop/?srsltid=AfmBOooH6ZuPEcUNNIxDWgTtk2hav79JrKoy-_Z6jhLE9PhIVNfDoQCT https://drfossums.com/learn/ https://drfossums.com/cbd-oil-dosage-calculator-for-pets/ As a veterinarian who is a board certified allergist & dermatologist, Dr. Alice Jeromin has certainly seen her share of scratching pets. Wouldn't it be great to be able to stop the itching BEFORE it starts? Vetrimax Allergy CZN soft chews are an allergy defense supplement designed to do just that! This high potency, clinically proven supplement boosts dogs' natural defenses against allergens & illness, and dogs love them! Allergy CZN with ImmunoRISE® is a proprietary blend of probiotics, essential fatty acids, Vitamin C, quercetin and zinc and is specifically formulated for dogs 20 lbs. or more that are prone to itchy, irritated skin due to an allergic response. Proudly manufactured in the USA with Good Manufacturing Practices/cGMP in FDA-registered facilities, VetriMax Allergy CZN soft chews help stop the itching before it starts….and makes it better for you & your pet. Check out their products at VetrimaxProducts.com or visit https://www.Chewy.com/f/vetrimax_f1v400463 to save 50% on your first order by entering the promo-code ALLERGY50 at checkout! Support our sponsor for this episode Blue Buffalo by visiting bluebuffalo.com. BLUE Natural Veterinary Diet formulas offer the natural alternative in nutritional therapy. At Blue Buffalo, we have an in-house Research & Development (R&D) team with over 300 years' experience in well-pet and veterinary therapeutic diets, over 600 scientific publications, and over 50 U.S. patents. At Blue Buffalo, we have an in-house Research & Development (R&D) team with over 300 years' experience in well-pet and veterinary therapeutic diets, over 600 scientific publications, and over 50 U.S. patents. All footage is owned by SLA Video Productions.

In this episode, Joe has a wild day in Staten Island, a luxurious yet awkward hotel stay in Atlantic City, and meets staten islanders in the wild. Gaspare recounts a mandatory CCD meeting and shares some of his least favorite foods before the guys dive into some hilarious emails about avocados, amazon drivers, and a La Quinta exorcism. This episode is brought to you by BetterHelp. Give online therapy a try at https://www.betterhelp.com/socialstudies and get on your way to being your best self. Learn more about your ad choices. Visit megaphone.fm/adchoices

Listen in as Anne chats with comedian/writer/actor/storyteller Juan Munoz about life as a youngest child/bilingual/queer CCD kid. Topics covered include how Mass is like drag brunch and why the witchy parts of Catholicism are the best parts. And also with you.LINKSJuan's instaWant to watch the full VIDEO of this episode? WE HAVE PATREON!  http://www.patreon.com/LapsedPodcast Share your stories, thoughts, and questions with us at lapsedpodcast@gmail.com or at www.lapsedpodcast.com or call us and leave a message at 505-6-LAPSED.Follow us on Twitter (@lapsedpodcast) Instagram (@lapsedpodcast) and Facebook.Subscribe. Rate. Review. Tell your friends!

I send weekly emails with the latest insights and trends on today's and tomorrow's exponential technologies. Stay ahead of the curve, and sign up now:  Blog Learn more about Abundance360: https://www.abundance360.com/  _____________ In this episode, Ray and Peter discuss 2025 predictions, Job loss in the coming years, and Ray's thoughts on nanotech taking over the world.    Recorded on Oct 18th, 2024 Views are my own thoughts; not Financial, Medical, or Legal Advice. 12:44 | AGI Predictions Prove Conservative 27:06 | The Future of Jobs with Robots 57:30 | The Future of Humanity: AI Evolution Ray Kurzweil is a world-class inventor, thinker, and futurist, with a thirty-five-year track record of accurate predictions. He has been a leading developer in artificial intelligence for 61 years – longer than any other living person. He was the principal inventor of the first CCD flat-bed scanner, omni-font optical character recognition, print-to-speech reading machine for the blind, text-to-speech synthesizer, music synthesizer capable of recreating the grand piano and other orchestral instruments, and commercially marketed large-vocabulary speech recognition software. Ray received a Grammy Award for outstanding achievement in music technology; he is the recipient of the National Medal of Technology, was inducted into the National Inventors Hall of Fame, and holds twenty-one honorary Doctorates. He has written five best-selling books including The Singularity Is Near and How To Create A Mind, both New York Times bestsellers, and Danielle: Chronicles of a Superheroine, winner of multiple young adult fiction awards. His new book, The Singularity Is Nearer was released on June 25th and debuted at #4 on the New York Times Best Seller list. He is a Principal Researcher and AI Visionary at Google. Read The Singularity is Nearer: https://a.co/d/gbvshG2  ____________ I only endorse products and services I personally use. To see what they are,  please support this podcast by checking out our sponsors:  Get started with Fountain Life and become the CEO of your health: https://fountainlife.com/peter/ AI-powered precision diagnosis you NEED for a healthy gut: https://www.viome.com/peter  Reverse the age of your skin with OneSkin; 30% off new subscription orders with code PETER at oneskin.co/PETER Get real-time feedback on how diet impacts your health with https://join.levelshealth.com/peter/  _____________ Connect With Peter: Twitter Instagram Youtube Moonshots

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Patrick talks about how to respond when someone takes the Lord's name in vain and continues the discussion as to how to best serve parents in CCD classes without mandatory meetings or high payments.  Zach - Advice for those who say the Lord's name in vain - I will make the sign of the cross whenever it happened, I would tell them why, and then they would stop using the language in front of me Rosa - I feel like I am burdening God too much with my things. What should I do? Jeff - Kids in CCD class. Where are the thank you to the people who are teaching these kids. I would do CCD for years and got very little thanks. We need more appreciate. Nancy - I have taught CCD for 15 years and I don't understand why we don't look at this from an educational prospective. CCD should include the parent instead of charging the parents. Pat - Fees for Sacraments: I don't think you have it right. I think the fees are low compared to other things like kid's sports. Joseph - At the end of the Mass before the final blessing there are announcements. That bothers me so what should I do? Crystal email – My kids are in faith formation. Paying fees are okay with me and shows that these programs have value but mandatory parental classes for parents are not okay. Sharon - I am a CCD teacher and we were given a packet about protecting God's Children. But we find some of it questionable. What should we do about this?

The Journey from Computers to Consciousness with Federico Faggin Federico Faggin created the self-aligned MOS silicon-gate technology, which made possible memory chips, CCD image sensors, and the microprocessor. He designed the Intel 4004, 8008, and 8080 microprocessors, as well as the Zilog Z80 and Z8 processors. In 2010, he received the 2009 National Medal of … Continue reading "The Journey from Computer to Consciousness with Frederico Faggin"

S2 Ep35 Cannabis, Poppies, Mushrooms, and Ibogaine, Oh My! Guest: Kaytlinne and Justin - Grey Moon Sponsors: Monster House, consumption lounge. Cinder Cannabis Co. Summary: Kaytlinne and Justin from Grey Moon dispensary in Jal, NM joins the podcast to discuss their journey into the cannabis industry, the unique challenges and successes of operating in a small town near the Texas border, and the future plans for her business. The episode also covers a recent product recall and fine issued by the CCD, as well as updates on Bright Green, a federally approved cannabis facility in Grants, NM.

Patrick examines life's unexpected blessings with caller Elise. Elise opens up about her emotional journey as a mother of three, soon to be four, and the challenges she's facing. Together, they explore the beauty and grace in being open to life, despite the trials and societal pressures. Embrace the divine plan, even when it's tough. Your rewards will be great, here and in heaven. Patrick Madrid reminds you to keep faith at the center and see every moment as a part of God's greater plan.   Rachel – James' email from the first hour has inspired me to donate more to Relevant Radio! I feel like the callers are all part of our extended family. (00:49) Elise - My husband and I have 3 children and we are going to be having our 4th child. We are struggling to accept this. How can we be happy about having another child? (02:56) Greg - Where does the Catechism address salvation outside the Church? Is Christ the only person who claimed to be God? Is there a consensus to the prophecies that Christ fulfilled? (28:01) Chinto – I praise my wife for being at home raising our seven children and I sell tacos for a living! (37:49) Mike - I just started teaching CCD and I have a bunch of 6th graders. How can I connect with them? I was thinking about an analogy with baseball to help them understand the importance of obedience, which I wanted to run by you first? (42:57) Bob - Back in the 60's, it seemed birth control was okay. How does one deal with the guilt of using birth control now that we know more about it? (48:25)

In this episode of Hort Culture, we're joined by Macey Thompson, who shares her insights from the Center for Crop Diversification's summer fellowship program. Macey shares details of her hands-on experience with pricing reports and farmers markets, managing social media posts, writing a publication, and much more!Center for Crop Diversification Fellowship ProgramQuestions/Comments/Feedback/Suggestions for Topics: hortculturepodcast@l.uky.eduCheck us out on Instagram!

Unlock the secrets of the cosmos and revolutionize your astrophotography skills as we explore Starizona's incredible journey with special guests Steve Koenig and Scott Tucker. Join us as we uncover the story of how Dean Koenig's passion for astronomy in Tucson, Arizona blossomed into a thriving business, captivating imaginations and turning stargazing dreams into reality. Discover how their dedication led to the creation of the groundbreaking HyperStar accessory, transforming ordinary Schmidt-Cassegrain telescopes into lightning-fast imaging machines.Steve and Scott provide a background Hyperstar technology, from its inception to its status as a game-changing tool for both amateur and professional astrophotographers. Hear firsthand accounts of collaborations with optical engineer Dick Bookroeder and the challenges they overcame with early CCD cameras, and how modern advancements, such as high-megapixel cameras and refined optical designs, have pushed the boundaries of what's possible in astrophotography. Discover the incredible versatility that Hyperstar offers, enabling stunning captures of celestial wonders like the Lagoon Nebula and the Orion Nebula with unprecedented speed and detail.3D printing has a pivotal role in rapid prototyping and product development at Starizona. Whether it's creating custom parts or designing instructions for astronauts on the International Space Station, the Starizona team's blend of technical expertise and passionate problem-solving is truly inspiring. A Special Thanks to Will Young at https://www.deepskydude.com/ for the right to use his awesome music. Support the Show on Patreon - https://www.patreon.com/cosmossafariCheck out the video version of this podcast on the Cosmos Safari YouTube Channel www.youtube.com/c/cosmossafariCheck out the audio version of this podcast on the Cosmos Safari Buzzsprout pagehttps://cosmossafari.buzzsprout.comFind Dave “Cosmos Safari” www.cosmossafari.com@cosmossafari on YouTube - https://www.youtube.com/c/cosmossafariInstagram - https://www.instagram.com/cosmossafariFacebook - https://www.facebook.com/thecosmossafari/X - https://twitter.com/CosmosSafariTikTokFind Rob the “Last Minute Astronomer”@lastminuteastronomer on YouTube https://www.youtube.com/@LastMinuteAstronomerInstagram - https://www.instagram.com/lastminuteastronomer/Facebook - https://www.facebook.com/profile.php?id=100094679331665Support the Show.Check out the video version of this podcast on the Cosmos Safari YouTube Channel www.youtube.com/c/cosmossafari

Marie is a UNL graduate, and her husband moved to York in 2022. She works remotely for Vivayic as a Learning Designer. She teaches CCD for 3rd grade at St Joseph's, volunteers at the York Pregnancy Resource and Family Center, is on the young professional's board, and currently is vying for first place in the Yorklympics with team Cornhusker Crusaders! In between all that, she is working on giving all homemade gifts for Christmas and has picked up crocheting this year.    HOST:  Emily Perry This podcast is produced by the York County Development Corporation.  For more information, please visit https://www.yorkdevco.com/.  .. TWITTER: @YorkNEDevCo FACEBOOK:  facebook.com/YorkCountyDevelopmentCorporation/  .. TEAM: Lisa Hurley, Exec. Director  Emily Perry, Host   Austin Pistulka, Producer from Max Country/KOOL Radio

There was a lot of energy and positive vibes as Co-Chairs of the Leverage Event, Howard Lebold and Haley Schmidt, along with CDC's 2024 Linchpin recipients Victoria Williams and Co-Founder of Tiny WPA Alex Gilliam, Esteemed 2024 Leverage Awardee Prema Katari Gupta who is the President and CEO of the Center City District (CCD), Co-Owners Mallory Stetter and Justin Scott of Logo Cookies Direct who donated 200 cookies for the event, Head Distiller of KLYR Rum, Rebecca Foxman, Owner and Chef of Fox & Son, Diana Widjojo of Rice & Sambal, and Kyle Cuffie-Scott of Darnell's Cake.The Leverage Event represented each borough of Philadelphia with amazing Chefs and Restaurateurs, and everyone in attendance were able to sample the decadent small bites and beverages available throughout Philadelphia's Center for Design building--where the event was being held. And all eyes were on center stage as awardees were announced during the evening before CCD's President & CEO Prema Katari Gupta took the stage to remark on being this year's Esteemed Honoree of the 2024 Leverage Awards.If you would like to hear more about the event, be sure to listen to the full episode and check out cdesignc.org to learn more about what they do, how to help, and what projects the organization have and will be involved in!

Summer has arrived, which means al fresco dining, festivals everywhere you turn, and the weekly tradition of SIPS in Center City. Eli, Marisa and Dave dive into their warm weather favorites, debut a new segment, and have not one, but two tasty prizes that you could win.  00:00:00 Chewy vs. crunchy cookies: which team are you?   00:01:17 Dave is back! And no, he's not moving to Newark. He's happy to be back in Philly after a work trip back-to-back with a bachelor weekend (lots of Dirty Bananas were involved)  00:05:57 Gia Suraci, who has the most Philly accent ever (and we LOVE it), is here to roll out a summer tradition: SIPS in Center City! They're celebrating 20 years of this summertime happy hour, with dozens of restaurants participating. New this year: CCD is offering a limited-edition beer made in partnership with Broad Street Brewing. Dave can't wait to give this Mexican-style lager a try at Dilworth Park's Air Grille Garden! 00:20:13 In It to Win It: In partnership with Center City District and SIPS, this week's giveaway is a gift card to Village Whiskey. Marisa gives out the secret word that you'll need to DM to @deliciouscitypodcast on Instagram for a chance to win.  00:29:50 Best Bites: Marisa's tiki party, Dave's family-style dinner that fused Indian and Mexican cuisine, and Eli has a rare out-of-state plate that's at the top of his list  00:47:41 We debut a spinoff of Best Bites, because we have too much good food to keep it to one pick per person! Whatcha Been Eatin' will cover all of the gang's honorable mentions this week. Dave shares how to find the hidden gems at Southeast Asian Market, and Marisa flexes her Dunkle Dare championship reign  01:00:59 We want your feedback! Tell us what you think of the podcast via a quick survey. Everyone who fills it out will be entered to win a gift card to Philadelphia Oyster House. Find it HERE or in our Linktree and Instagram 01:06:30 Food Events + Pop-Up Run Down: a pescatarian dinner, a Juneteenth cookout, 90s night at the Please Touch Museum, and lots more!  And of course, we could not do this without our amazing partners who are as passionate about food and drink as we are: For the most tasty, healthy, and satisfying salads and noodle dishes in Philly, click here to order Honeygrow If your restaurant or company wants to be in the headlines for all the right reasons, click here to discover how Peter Breslow Consulting and PR can take your business to the next level Social media and digital content are two of the most important things you can create for your brand. Check out Breakdown Media, a one stop shop for all of your marketing needs.   Connect with us on Instagram and, of course, share your eating adventures with us, as well as tag us in your posts so we can talk about them on air!

Anne and Steph are joined by Nico Carney! Nico is a standup comedian, writer and actor. He was selected for Netflix is a Joke's inaugural "Introducing" showcase in 2022, was named a Just For Laughs New Face in 2023 and made his late night television debut on Late Night with Seth Meyers in January 2024. Nico also has a podcast called Boys Club which he co hosts with fellow comedian Conor Janda. Listen in as Nico, Anne, and Steph talk CCD life, tropical Christmas Mass and cry boxes. This is also an Andrew Scott appreciation episode.COLLECTION BASKET: https://www.transjusticefundingproject.org/CONNECT:WE HAVE PATREON! http://www.patreon.com/LapsedPodcast Share your stories, thoughts, and questions with us at lapsedpodcast@gmail.com or at www.lapsedpodcast.com or call us and leave a message at 505-6-LAPSED.Follow us on Instagram (@lapsedpodcast) and Facebook.Subscribe. Rate. Review. Tell your friends!

Each May, CCDA offers events, trainings, and resources at the intersection of faith and mental health.In this bonus episode, Lyndal Bedford, CCDA's Behavioral Health Affinity Network co-leader, explores how CCD practitioners are incorporating mental health practices into their organizations and contexts.  First, you will hear Lyndal's conversation with CCD practitioners Dr. Jeff Biddle and Turan Rush from the Midian Leadership Project in Charleston, West Virginia. Then, you will hear his conversation with Stephanie Ann Vander Lugt from Kinship Plot in Charlotte, North Carolina.For more information about CCDA's mental health offerings, visit ccda.org/mentalhealth.

Patrick covers angelic warfare, the transcendent beauty of guardian angels, and explores the differences in levels of heavenly glory. Learn why the Church challenges modern practices like IVF, and why your path of faith matters eternally. Patrick offers insights into the rosary versus deep breathing practices for spiritual calmness, and gives advice for those seeking sacramental support.   Mary - Is it okay for Catholics to put wind chimes on gravestones? (02:03) Teresa - I say a decade of the rosary in my CCD class. I was told that I couldn't say them with the kids because they are too route of prayers. I was told to do deep breathing with them or play music. What should I do? Lynn - Is the act of contrition require for a valid confession? (14:14) Brett - I am a nurse. I am not Catholic but I have a patient who is a strong Catholic. What religious thing can I give them as they go through cancer? Ryan - What are the different layers of heaven? (25:19) Michael - My niece did IVF to have a child and now is pregnant again with one of the embryos from her first use of IVF. What should I tell her to do with the other embryos? Carmelina (10-years-old) - I need to follow up with someone I emailed as part of the Junior Legion of Mary. I wrote to you and wanted to call and let you know I am praying for you! Emma (11-years-old) - Are there wars between heaven and hell? (45:09)

Chimen Kouri is a writer based in Cliffwood Beach, New Jersey. Her work has been featured in Goat's Milk Magazine, Blood Moon Poetry, Up the Staircase Quarterly, and more. She fell in love with storytelling one Christmas morning during a power outage when she and her parents laid in bed while her father told stories about his life in Lebanon. She is currently writing two full-length poetry and prose collections, What Haunts Me the Most and The Old Dutchburn House, and her first novel, Miss America Is Burning. When she isn't writing, you can find her cuddling her dogs and cats and rewatching The Last Kingdom on Netflix. For more of her work, check her out on Instagram SRTN

Season 4 Episode 20 - The Power of Nostalgia (A Nikon D200 Homecoming). Today's episode brings it all back home with a reconnection (& eBay purchase) of the legendary CCD sensor 2005 Nikon D200. Also expored on this episode: nostalgia inspired pursuits. Are they always able to deliver? Can we go back in time? Do long gone cameras have the ability to generate newfound joy? Tune in & check it out. --- Send in a voice message: https://podcasters.spotify.com/pod/show/charles-kershenblatt8/message

How did a space-age invention become ubiquitous in today's digital imaging landscape? Learn all about it here in our latest podcast, featuring pioneers of photography and digital imaging.   In 1993, noted physicist and engineer Eric Fossum led the invention of the CMOS active-pixel image sensor as part of his work for NASA's Jet Propulsion Laboratory (JPL). Then, as part of JPL's mandate to seek commercial and consumer applications for emerging technologies, he was active in the transfer of the CMOS sensor's “camera-on-a-chip” technology to industry.   In our informative conversation with Professor Fossum, he makes distinctions between solid state CCDs and his more efficient CMOS sensor that would come to dominate the marketplace. To transform high-level science into layman's terms, he uses the analogy of a bucket brigade collecting rain on a football field.   In a similar down-to-earth fashion, we touch on metaphysical issues like wave particle duality, and how this is demonstrated every time light enters a camera and you take a picture with your phone.   Join us to marvel at the wonders of science amid fun food references—from the way deep space radiation degrades CCD chips so they start to act like Swiss cheese, to the synergies between high-level scientific measurements and delicatessen lunch meats, both marks of a creative scientist and visionary educator. Guest: Eric Fossum Above photograph © John Sherman Photography, https://jshermanphoto.com/   Episode Timeline:   2:31: Eric Fossum's beginnings in hands-on science explorations, computer programming, and his love for launching model rockets, plus the role photography has played in his life.   9:26: Fossum's early research in CCD sensor technologies, his interest in trying to marry cameras to artificial intelligence, and his invitation to join NASA's Jet Propulsion Laboratory in 1990.   14:00: The differences between CCD and CMOS sensors, and a description of how they work using the analogy of a bucket brigade to collect rain on a football field.   23:35: A history of active pixel sensor devices, an explanation about two kinds of image noise, the metaphysics of photons, plus how the wave particle duality from quantum mechanics is demonstrated every time you take a picture with your phone.   33:10: Fossum's role in the transfer of CMOS sensor technology to US industry, co-founding his company Photobit, and negotiations for licensing the technology with CalTech.   43:23: Episode Break   44:36: The sale of Photobit to Micron, Fossum's move to New Hampshire, consulting work on 3-D imaging sensors for Samsung TVs, and the beginnings of his teaching career at Dartmouth.   50:00: A book chapter on the future of image sensors, and the evolution of this idea to a university project, which led to Fossum co-founding the start-up company, Gigajot, with his PhD students.   52:30: Explaining the difference between the operation of CMOS and Quanta image sensors.   54:03: The resulting applications of CMOS image sensor technology, and the positive use of CMOS image sensors for social justice purposes.   57:22: Fossum's thoughts about STEM education, and connections between academia and applications in the wider world.   1:01:32: Parting thoughts about AI and the ability to authenticate images at the source, plus Fossum's newest award: The Trinity College President's Medal for Science & Innovation.   Guest Bio:   Eric Fossum, a Queen Elizabeth Prize Laureate and recipient of a 2021 Emmy Award, is one of the world's experts in solid-state image sensors. He developed the CMOS active pixel image sensor while working at the NASA Jet Propulsion Laboratory. Today, this “camera-on-a-chip” technology is used in almost all cell-phone cameras, webcams, many digital-still cameras and in medical imaging, among other applications.   A serial entrepreneur, with a career that has spanned academic and government research, and entrepreneurial leadership, Fossum is currently the John H. Krehbiel Sr. Professor for Emerging Technologies at Dartmouth's Thayer School of Engineering, where he teaches, performs image sensor research, and directs the School's Ph.D. Innovation Program. He also serves as Dartmouth's Vice Provost for Entrepreneurship and Technology Transfer.      Stay Connected: Eric Fossum Website: https://ericfossum.com/ Eric Fossum Wikipedia page: https://en.wikipedia.org/wiki/Eric_Fossum Eric Fossum at the National Inventor's Hall of Fame: https://www.invent.org/inductees/eric-r-fossum Eric Fossum at Dartmouth Engineering: https://engineering.dartmouth.edu/community/faculty/eric-fossum Eric Fossum bio from the Queen Elizabeth Prize for Engineering: https://qeprize.org/winners/eric-fossum Eric Fossum's 2021 Emmy Award in Tech and Engineering https://www.nhbr.com/dartmouth-professor-wins-emmy-award-for-image-sensor-technology/ Logitech: https://www.bhphotovideo.com/c/browse/Logitech/ci/13968/N/4232861614

“I knew I would be happy. I knew I could find joy in giving of myself in love within the ministry. And that wouldn't be enough…that would be more than enough.” Our hosts welcome Fr. Robert Slaton to share his vocation story on this episode of Men of the Hearts. Fr. Robert stopped practicing his Catholic faith as a young man, but through God's providential care, he gradually found his way back and became a priest. (0:03) Fr. Craig introduces this episode's guest, Fr. Robert Slaton. Fr. Craig, Fr. Robert, and Fr. Drew share recent blessings in their lives. Fr. Robert says, “My ministry, in the last few months, has become more and more challenging. But I think one of the things I would say is just watching consistently how God always seems to provide what you need when you need it, as long as you keep consistently coming back to him with your brokenness.” Fr. Drew shares about his experiences offering Mass for the homebound and those in nursing homes, and Fr. Craig and Fr. Robert discuss how they have experienced fraternity with their brother priests.(15:06) Fr. Robert notes that his vocational call “happened well over a 10-year period.” Raised by a Southern Baptist father and a Catholic mother, Fr. Robert went to Catholic Mass but simultaneously attended a nondenominational Christian school. The idea of the priesthood occurred to him around the age of 10 while he served as an altar boy. However, he stopped altar serving in high school and eventually ceased attending Mass. (34:19) While working as a night-shift recording engineer, Fr. Robert had a dream about dying, which led to an “existential crisis.” He began asking questions about God and morality. Through a providential encounter, Fr. Robert had opportunities to speak to a Catholic man, who pointed him to books by Fr. John Hardon, S.J. Fr. Robert returned to the practice of the faith, which he describes as a “growth process.” He quit his recording job and began working as a short-order cook.(50:52) Fr. Robert “kept studying the faith” and attended a retreat where “the idea just kind of popped in my head, could I be a priest?” He dismissed the idea due to a desire for marriage, family, and business. However, he “started getting fascinated with priests.” Fr. Robert began teaching CCD at a parish and was invited to take classes at Sacred Heart Major Seminary. While there, he discovered that seminarians “were real people.” (56:04) At the invitation of a seminarian, Fr. Robert attended a discernment weekend. Shortly after, he realized, “If I didn't at least give God a year to think about it and really put myself in the environment, I could very easily see that I was gonna be an old man wondering…if I never did what God wanted me to do.” He applied and was accepted to the seminary. While there, he wondered if he could be happy without a family and prayed to God, “You need to show me that this is going to be joyful.” When a deacon asked him, “Are you able to say that you want to be a celibate?” Fr. Robert said, “Yes.” He then realized, “I knew I would be happy. I knew I could find joy in giving of myself in love within the ministry. And that wouldn't be enough…that would be more than enough.” (1:04:49) Fr. Craig mentions that it is common for discerning men to wonder, “Am I gonna be happy?” but says that if they are called to the priesthood, they will “have some desire” for it. Fr. Robert affirms, “If there's a calling, it's not gonna be repugnant.” Fr. Robert gives the advice: “I think the most authentic prayer you can say when searching for your vocation is, ‘Lord, I know you want me to love. How?'” He adds, “God is not going ask you to do something that will make you perpetually miserable…there will be a deep-seated joy in doing what God is calling you to.” Fr. Robert closes the episode in prayer.

A closer look at the scanner array head from the dumpster FAX machine teardown. 00:00 – Linear Scanner Array 04:40 – CCD sensor grouping 08:24 – The optical zebra strip 11:30 – Under the x400 Olympus microscope Forum: https://www.eevblog.com/forum/blog/eevblog-1589-ccd-scanner-array/

Don't miss out on our upcoming live office hours on December 14th, 9:30 a.m. PST/12:30 p.m. EST, where we will delve into the tactics of ground marketing to Trader Joe's. You do NOT need to be a member of our ground marketing course to join, and this session will offer exclusive insights into scripts and strategies, plus a chance to interact directly with me. Click here to register and take your marketing game to the next level! https://us02web.zoom.us/webinar/register/WN_0rbNohCiRHO18qnwGUE6Hg#/registration‍Guest: Paul EtchisonBusiness Name: Dental Practice HeroesCheck out Paul's Media:Website: https://dentalpracticeheroes.com/Dental Practice Heroes Podcast: https://podcasts.apple.com/us/podcast/the-dental-practice-heroes-podcast/id1315253777DPH OmniPractice Total Team Success Program: https://www.dentalpracticeheroes.com/offers/925o3Jgr/checkoutOther DPH Courses: https://dph.mykajabi.com/‍Other Mentions and Links:‍Companies/Software: KajabiTrainualTrader Joe'sUdemy Leadership Course ‍People/Communities: Amy C. Edmondson - Harvard University‍Podcast Episodes:300: DR. PAUL ETCHISON | NELSON RIDGE FAMILY DENTALMMM [INTERNAL MARKETING] SMALL DETAILS THAT MAKE A BIG DIFFERENCE IN TEAM COMMUNICATION"WHAT IS 1 THING YOU WISH YOU KNEW BEFORE YOU OPENED YOUR START-UP/ ACQUISITION?"455: DR. PAUL ETCHISON | ACHIEVING PEACE OF MIND: EMBRACING DELEGATION FOR A HARMONIOUS DENTAL TEAM‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍What You'll Learn in This Episode:How to establish truly effective leadership within a dental practice.Strategies for managing your team effectively and efficiently.The importance of creating a psychologically safe and healthy working environment for your team.How to delegate roles and responsibilities that best suit your team members.Implementing effective communication systems to foster seamless workflows.The first steps to transitioning responsibilities to your team for better office management.Dr. Etchison's experience in specializing in only projects he loves and becoming a visionary for his practice.Learn how you can apply these strategies, regardless of the size or nature of your dental practice.Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: All right. It's time to talk with our featured guest, Dr. Paul Etcheson. How's it going, Paul? Paul: Hey, it's going good, man. How you doing? Michael: Doing pretty good, man. You're, uh, this is, you've been on Monday Morning Marketing episodes and then we've also dived deep when you had your practice, right? Yeah, yeah. So, right now, remind me, how long has it been since you've...Been in Paul: practice ownership. So I have been in practice ownership since 2012 and in 2018, we expanded from five to 11 ops and then 2020 in December, that's when I partnered up with a DSO. I'm just wrapping up my third, my three year contract. It's over. And then I'm free, but I mean, the thing is I'm not leaving.I'm not planning on leaving. So that's pretty irrelevant when I think about it. But yeah, that's, that's the whole like short, brief summary of it. Michael: Yeah. Why aren't you Paul: leaving? Cause I like it. when, when I partnered up, I was like, man, I got to get out of here. I got to find something else to do.Maybe I'll be a fireman. I don't know. And through this whole process in the past three years, man, it's, uh, I've really just realized how much I do like being part of the team now. I don't like being there five days a week. I'm there about six days a month and I have a team that runs everything, but I'm just like the visionary.I'm the, I'm out of the noise. I'm out of the day to day. And I do get to do like my. Ortho, I do band and bracket on kids. I still like doing that, but I've had like I had one period where I took like five weeks off and it wasn't supposed to be five weeks. I got COVID right at the end of a three week vacation and I didn't like it and it was like, wow, like I feel really drained.I feel like I need to leave the house. I feel like I need a reason to go somewhere. I mean, I was going to, I was going grocery shopping when we just went grocery shopping just to go somewhere, you know? Yeah. I was like, well, this bread, this bread is probably going to expire in like maybe 10 more days. We should probably have some for those, you know, it was weird, man.It was, uh. I just noticed it. I, I just noticed, man, I don't, I'm not feeling the greatest about this. And when I went back to work after that, I was like, gosh, I really missed all you guys. This is great. I'm so happy to be back. So I, I do want it as part of my life. I don't want to leave it completely. I had to realize that through going through this process, but, um, I'm not ready and I'm never going to go back to like five days a week.I'm just not going to do that. Michael: So then looking back, do you think you could have done that? Just work somehow minimized it on your own to three, two days a week or something still been profitable, but Paul: good question. Yeah. Because you know, a lot of people say like, do you regret selling? Do you, you know, do you wish that you still had your baby and it was still all yours?Because I've sold 85 percent at this point. I will say. Through that process, I've, since I sold, I kind of backed off. I let my leads do a lot more and it was kind of part of it. I was more comfortable letting them do more because I was saying, well, dude, I only own 15 percent now, you know, it shouldn't be, I shouldn't, I don't have as much writing on it.So go ahead, do whatever you guys want. And what I realized is they were great at it it's been running better with them than it runs with me, you know? And I think that's one of the things I've kind of rolled into my coaching now with, with teams is that I had this epiphany that gosh, like your practice can grow and run so much better if you have teams running it.Um, now would I still have sold? Yeah, I'm still happy. I sold, I still got a whole bunch of capital. It's all invested into different assets and a bunch of real estate. And I've, I've reached a point where I can kind of chill and just do whatever I want because I want to do it. And I'm happy for that. So I am glad that I sold, but could I have had this kind of de stressed practice lifestyle?For sure. I think, um, I could have had this de stress, uh, just this, what I have now, and maybe I wouldn't have sold. I don't know. It's hard to say, but I'd have no regrets about doing it.Michael: Is the decisions that like decision fatigue, you're like, Oh my God, too many. I just don't want the weight of all these decisions because technically they're still looking for you at you for Paul: leadership, right? Yeah, yeah, there's, I mean, still to some extent, they're, they're pretty good leaders there and I've established a good team. I would say what bothered me, and this might be a personal thing, I know a lot of dentists go through this, so I know I'm not alone on this, is that I was trying so hard to make this an incredible place to work. And I really wanted to be, in my heart, I really do care about that, I want it to be a great place to work, I want people to love the job and love being there.And I think through seeing patients and trying to manage everything. I was just really overwhelmed with the amount of time and my lack of time to do so. And then when people would come with, come to me and say, Hey, like, you know, we got to do something about it. So I mean, the front desk is going, we really got to redo this front desk.It's just, it's just a mess up there. I would almost internalize that as. You are unappreciative of all the work I do. Like, why don't you appreciate I'm doing my best here and you're telling me it's not good enough. And it was just like constant frustration of giving all of myself to this practice, but at the same time having people still be upset.And I think there was a mindset shift that I had to make that I said, well, you know what, instead of them being completely 100 percent happy with the practice, they just have to be content. And I have 40 plus team members. There is no way they are all going to love it and just be like, this is the best place ever.100 percent of the time, 100 percent of them, it's just not possible. So I think I had unrealistic expectations there. But as I employed my leadership team and they started handling these interpersonal things, it just kind of the weight lifted and I didn't hear about these things anymore. And I have a clinical lead.And she has been my assistant for like, man, almost 12 years now, almost the whole practice lifetime. And she's the one who handles all this stuff now. If somebody's complaining and it got to the point where like, I check in with her, she'd be like, Hey, this happened. Do you want to hear about it?And I'd be like, if you don't want to tell me, I'm cool. She's like, I got it under control. Don't worry about it. And she doesn't really tell me. I mean, not that I'm in the dark, but I, I like how in the dark I am. I mean, she, she let somebody go like three weeks ago and she just shot me a text for like a blessing.Hey, cool. You cool. If I fire this person, I barely know that person go, you know, it was a new assistant and she was there for like maybe five weeks and it just like, it wasn't working out. So she let her go. I don't even have to do that anymore. I don't hire, I don't fire. People, I walk into practice, I see new faces.I say, hello. And I'm just doing like big vision stuff. Like we just dropped Delta. That's like our thing. We're, we're going out of insurance this year. So that's our big thing for this year, it's a good place to be. And, and yes, did I need to sell to a DSO to do it? No, not at all. And that's kind of what I'm teaching to my coaching clients is like, Hey, this is how you do it, because I wish I would have done it before I sold to a DSO.I mean, I owned this practice for nine years before I sold. it could have been a lot different nine years. So overall, Michael: you kind of don't wish that you sold. You wish you kind of, uh, worked on it on your own or what? Paul: No, no, no. I I'm still happy. I sold because I got the capital and I got it. I got a really great deal for my practice, you know, and it's to invest in the company that has bought my idea, bought my practice or partnered up with me.Like I just, I got so much for it. I don't know if I would have waited five years, if I still would've got what I got. I mean, as you know, private equity in dentistry right now is very, very hot. And this might be something like era that we look back in 20 years and be like, man, remember when that happened?Yeah. So I just didn't want, I didn't want to miss it. I'm not saying that it's going away. I don't know, but who knows, man, I, I'm really happy with the amount of God. And it's, it's gotten me to a point where just kind of can do whatever I want now. And I'm doing the things that I want because I want to.But there was also that period of in between like, wow, you can do whatever you want because you want to, what the hell do you want to do? and it kind of took me a little bit to kind of figure that out. Michael: you sign an NDA or anything like that? Or could you give us like a range of how much you Paul: got?Or I don't know if I could give you a range. I could get, yeah, they probably wouldn't want me to talk about it. Okay. Don't Michael: worry. You're like zero to 10 Paul: million. Okay. Yeah. We can go, we go zero to 10 million. I didn't get 10 million. Michael: Okay. Got you. Got you. Got you. But, but it was a good one. That was a good mouth. Yeah. Gotcha. Okay, man. So rewind a little bit. you talked about how now your team runs your practice. I mean, I think that's the dream for everybody, right? Like what you're making right now. So what are the first steps to making my team run my practice? I'm listening to this episode. Yeah. Day one. I'd love to get there.Can you give me the first steps to create this system? Paul: For sure. I think the, I mean, the first steps of any practices is we're trying to get it systematized. We're trying to get it organized. So we've got to start with checklist. That's like number one. So got to look at checklists, got to like just basic checklists, like.What do we do when we close? What do we do when we open? What do we do weekly, monthly, annually, like just making sure that everything that needs to get done is getting done. it's a whole process of systematizing your practice. But now, now that I have these leads. And this leadership team, what I realized is that they've created a lot of these systems without me now.So when I first opened the practice, and I first was doing this before I had the leadership team, it was kind of a slow process, even though in retrospect it felt like it was happening fast. Now, like, I'll look at things and I say, how do you, how do you guys do this? Show me. And I'm like, who came up with this?This is fantastic. And they're like, oh, we did. but I would say the first process is seeing who the leaders are on your team. And I have an office manager. I have a hygiene lead. I have my clinical lead, who is also my assistant lead, and then I have a front desk lead. So I have four people on my leadership team.I don't think everybody needs that many people, because I think if you have maybe 10, 12 people, you can pull it off like that. But sometimes smaller offices, I mean, if you've got seven employees, you can't make three leads. You know, it's, that's just like half the team's not lead to have the team as a lead, but it's picking who are, who the people are.And it's being really clear on the expectations of what you want them to do. And hopefully you're picking the right people. These are not people. These are not your best all star performers. Like, um, I don't want to say that my, my clinical is not my best assistant. She's fantastic. But she was not like my primary assistant, you know, she was, but she was the one who really was able to take things and run with it.She was really confident in herself. She was great with talking with people and she was a really good leader. So you got to find those people that want to take on more responsibility and they need to look at it from a way. And I've seen this happen in some of my coaching clients offices is they assign the leads and the people are like, I don't want to be the lead anymore.And they're like, well, why? Like it's just too much extra work and one of the things I realized when we had some issues with the leads you've got to give them scheduled time to work on their duties. Because when we started it, we said, okay, you know, you don't get a cancellation.You're in between patients. You could work on this stuff and you could sit down and talk with the other assistants and you could train them and find out what they need help with. And you could do like performance reviews and all this stuff. And the fact of the matter is, is when it's in between patients, when you get a cancellation, people aren't like, okay, cool.Cancellation. Let me work on this other stuff. They just want to chill sometimes, you know, we were running so much, they just want to like, you know, talk with their team members, talk with people they work with and just get to catch up and stuff. So that causes overwhelm is because we don't have time to do it.So you need to schedule time for these people to do it. And that's why I told every, every single person, like, I don't want to be the lead. I'm like, just try this. You've gotta do this. 'cause I always tell people I need to do it. But then, you know, dentist just don't listen. They don't , they don't like to listen.And I'm like, I'm telling you, you need to schedule time. They're like, no, no. Well, we'll just, we we're pretty slow a lot of time. Okay, cool, whatever. And um, as soon as you schedule 'em like maybe four hours a week to go in an office, shut a door and just work on stuff, they get it done. And they love that day.They all wake up that day and they go, man, this cool, this is the day I'm just in the office. This is awesome. Even, even when you make 'em try to do stuff in between patients. You might as well not have them at all. They're not doing it. They're just not going to do it. So if you want help in your practice from the leadership team, and you want to build a leadership team, you've got to find the right people, you got to pick the right people, and you've got to make sure that they have time, but then you also need to sit in front of your team and designate what is this relationship that you have with them?Because it's going to be hard for them to be almost like a boss to the people they've already worked with. And, and I'm saying like my leads. are kind of a boss to people that we've worked with that used to be their, their equals. Cause we've got a lot of long term team members and that relationship is okay.But I had to designate this like, Hey, they aren't, I am still your boss. You know, they are, they are for communication and they're for like, you know, training and stuff. They're here to help you. They're here to support you. This is what I want the leads to do. This is the person I'm going to go to, but I want to change something versus going to everybody.But I will tell you that the people that come into the practice now that are hired by the lead, that that's their only point of contact, they barely even talk to me. That's their boss and that's a completely different relationship than what they have from the people that they were in the same level with, but the people that they were on the same level with, and now there's the lead, they do respect them.So it's, it's, I think it's because you had to, you have to, as a leader, designate what is the role and what does this mean for everybody? You know, are we taking orders from five people now? What am I doing? You know, so, so pick the people, give them time to do it and designate with the team what exactly this means.And it's something that's just going to evolve over time for you. It's going to like, I didn't have my leads hiring right off the get go. It was just one day I was like, Hey, like these two people aren't getting along. I mean, can you handle it? They're like, yeah, I can handle it. You want, do you want me to help?Nah, I got it. And then it's like, do you ever think you could like call on these people, these resumes and just see if you like them? Yeah, sure. What do you want me to do? Call them. See if you like them. If you like them, get them in for a working interview. And then if you want to hire him, send it to me.And then it got to, Hey, if you want to hire him, here's your budget, figure out what to pay him, you know, and then, and then it was just like, you don't like him, do you feel comfortable firing him? Okay, cool. Off you go. And, um, you slowly give them more and more things, but what's cool about it is at first they're kind of like hesitant.And then when they start seeing that they, they, it's almost like they get confidence in their abilities. And they're like, I can do this. Yeah. I can do anything. I got this. And people just love that role. So when I hear someone say, I don't want to be the lead, it's too much work. I'm like, we're doing it wrong.They should love being the lead. It's an awesome place to be. It's a great place of autonomy, creativity. You get to be a big role in the practice. You get to make big decisions and how things change and everybody should like to do it, but you got to give them time to do it so they don't get overwhelmed.So I think that's, that's the biggest thing. Michael: Gotcha. Okay. So then you want to, and I like how you said, give them scheduled time to work on their duty. So one is you want to pick the right people, right? And then to schedule the time, this scheduled time is for them to work on their craft or is it scheduled time for specifically what?Like Paul: if it was front office. It's like office time. I mean, so like, for instance, like front office would be, this might be time for this person to give some one on one training. Some more one on one training to somebody that needs it. It might be time to do a performance review. It might be time to sit down and maybe come up with agenda for a team meeting that's coming up.You know, just whatever we're, whatever we're transitioning or whatever new things we're implementing, this is time to work on this. Get a system in writing so that we can present it to the whole team. It's not for, hey, I gotta get caught up on these insurance checks. Man, am I so behind on these insurance checks.Cause I mean, that's another thing that's happened to my front desk lead. Is we were like, why is this front desk like so crazy? Like what is going on? Like, and like, what are you doing in your lead time? It was like, I'm getting caught up. So then we were like, we gotta get, we gotta teach someone else how to do these insurance checks.Cause this, my lead was doing this. So we got that off her plate and it's been great. It gives her time. I said, I don't, I don't care if you're sitting behind somebody and just listening to the front desk. I need this place needs to be managed and you need time to manage it. And that needs needs to be time that you're not working with a patient or doing some other tasks.So it's just their time to be elite. Michael: Gotcha. So you schedule the time for them to be elite. You get specific, but you also specify the leads to everybody, right? Who's the leads and things and what their role is. And then the leads create systems. So would you say like, Hey guys, once a month, I need you to make me a protocol or system on something you're working on Paul: we used to have lead meetings with me and my four leads, we would do it every other week. Now we do it once a month. But we'll have a team meeting that's two hours long, and usually that's like 10 15 minutes of me talking about how things are going, trying to provide some little inspiration, a little gratitude, appreciation for what we've been doing.And then we break into departments. If you want to know what to work on at a practice, ask your team. I mean, they, they know exactly where the pain points are. So they'll break off and all the hygienists will go in one room and all the assistants in another room. It's like, Hey guys, what's going on? What do we need to work on?What's not working? And then that is where you find out where you come up with like a system or protocol. So it is a, it is a whole team collaboration. It is, for instance, say the assistantly talking down to the assistants and saying, Hey, this is something to happen.We go up to the front desk. Sometimes we walk up with a patient and nobody looks up and we don't know where to go. And it's awkward. we don't know, like, is there, is, can we designate, and this is what they came up with. Can we designate a priority of the four chairs at our front desk that this is the person that always gets gone to first?If they're not available, we go to this person, if they're not available, you go to this person. So we came up with that, and then we bought these little tap lights that change from red to green. And they just sit on the little desk next to the person. And if for some reason there's not a patient there, but they're still finishing something up, typing something into a computer, or like doing some correspondence to a patient, they tap the light that's red.So that person's priority is taken, you go to the next person. And that was completely come up by my assistant and, uh, and the team. So it's just like, they're just, you give them the autonomy to just invent and come up with solutions and it's awesome. I mean, you'd be amazed that when, whenever you drop the ball on a patient or whenever something goes wrong at your practice, that's the opportunity to create a system.And if you've got a leadership team to help you do it, you don't have to do it alone. And now you have somebody that's in on the front lines, that's working there. That understands that position a lot more than you. So it's, it just works on so many Michael: levels. Gotcha. Now, why did it go from every other week to a month, your meetings?Paul: So and that's why I tell everybody just about meetings. How often should we meet? I don't know. We were meeting every other week, or every, yeah, twice a month, and it was getting a little stale. We just felt like we didn't have a lot to talk about. So we're like, hey, what do you guys think? Things are running pretty smooth.What do you think about us going down to every, once a month? And that's been fine for now. Um, there was a time where we were doing some front desk training. We were doing phone skills training. And we were doing it, like, where we have two shifts. We have a night shift and a morning shift. So the morning shift would stay late.We'd meet with them, and the night shift would come in early. And we'd meet with them and go through phone calls. And we did that weekly for six, seven weeks. And then you just feel it at a certain point. We're like, okay, I think we've got this. Start flipping through phone calls as a team. And you're saying, I can't find much to critique here.These sound fantastic. You know, okay, we're good. let's just stop. And we stopped the meeting. And then at one point in the future, and when we listen to a phone call, if we start hearing a lot of, um, bad phone calls again, we're going to start meeting again. So you just play it by ear. So you'll just feel, nobody wants to go to meetings that are unproductive and boring.So if your meetings are being unproductive and boring, because there's not a lot to talk about, you might be meeting too much. Michael: Yeah. I like that, man. I like that a lot because a lot of the times we get so like, uh, I guess, It's dogmatic about like, we got to meet every week, like if not then, I mean? And then we get more of a, like, ah, we got to, but if it's a seasonal where it's like, Hey, this is a, it's, it's bad.We should be meeting about this stuff often. Right. So it can like get into, burn into their brain. That's good. So then I guess that kind of leads my next question. Like what if the leads say like every, everything's fine. Everything's good. I can't think of a system. I can't, month two comes around. Yeah. I can't think of a system.Like everything looks good. Are they like looking or Paul: how can we be sure? I would find that hard to believe that everything's ever good. There's always, there's always something. If, if my lead was saying that to me, I would say, when's the last time you did one on ones with your department? You know, that's what I would ask.When was the last time you did some one on one meetings with everybody in your department? Because, uh, do a round of one on ones with your team. You know, if you don't have a leadership team, sit down with everybody this week. You're gonna find stuff. It's never going to be everything's fine. They might say when you ask them. Everything's good. Yeah. Yeah, keep probing Everything is not fine. And I like the question when I asked when I used to do one on ones I used to ask people what is something that frustrates you when you're working here? No, I like it. Everything's great. Everything's great Well, there's got to be something we all get frustrated something.No, I don't care how minor it is What is something that frustrates you? and Everybody can always come up with something and then you can there's always truth to it It's just like when that crazy patient complains, we all want to dismiss it. We say, Oh, they're crazy. We don't care about them, but there is always truth to every complaint.If it comes from a crazy person, or if it's just a minor complaint from somebody on your team, there is some truth there that could be addressed. And that complaint is a gift that we should take and create something with it. So, um, there will never be a point that everything is good. I mean, things are running smooth right now.My practice, we haven't had a whole lot going on. Um, big stuff at least, but there's always stuff going on and there's always things that improve on. I could show you system after system and protocol after protocol. And I think our office is one of the greatest offices in the world. And I really do believe that, but we dropped the ball all the time.We have humans on our team and they make mistakes and they have bad days and sometimes they're tired and sometimes they're in a bad mood. Things happen. We are human. And that's okay. Like, we offer everybody grace. We understand that. But there is never a point where you will ever have a practice that is free of issues, stress, or problems.But you can just reduce them as much as possible and use them to make your practice a better place to be. And if that is the core of your being, that that's what you want for your team, a really nice place to work, it makes it easy to have, and it's a pretty, it's a nice, um, it's a great why. It's a really great why to kind of motivate you to really take this, this avenue and put on this hat for your practice.So. and it's, it's good for everybody. It's good for the patients. You know, when everybody's happy at work, the patients get taken care of really well. It's good for the community. It's, it's good for patients that are happy and tell more friends and family about you because now you're going to help more people.So it's really all coincides with your mission. If your mission is to help as many people as possible, all these things Michael: matter. Yeah, no, yeah. A hundred percent. Now, what would you recommend if like. We're starting out, and it's just me, front, one front office, one assistant. But we want to have this in place because we can see a vision, like, I would love, for whatever Paul's telling me right now, like, to have my team take over, I would love that.How can we start? Paul: So, I mean, with just two people, that'd be, that'd be a pretty small leadership team. Because your leadership team is your normal team, I guess. But I think when, I tell people for small offices, it's time for an office manager. You know, that's, that's the first one to do. And it needs to be an office manager that's not working at the front desk.And they go, what do they do? Well, they're gonna do your payroll. They're gonna do the 4 0 1 K reconciliation. They're gonna do all the credit card reconciliations at the end of the month. They're gonna be working through the ar. Just checking on all these things that you're checking on. 'cause you don't necessarily need a leadership team when you're a smaller office, but I do suggest that you, you don't need to be the only leader at the office.And it's just one of those things that. It's a matter of having somebody and you give them that title, you put them in that role, and you, and you tell them what to do and you get help. You're getting help growing this practice. Now, and I will say my leads were all my leads. Every single one of them was not my first person I hired in that position.They have been with me a long time, but they were not, you know, and if anyone's wondering how we did this, cause we were probably a team of. 16 to 18, when we incorporated this lead structure, we had everyone do ranked ballots. So where you would vote for who you want the lead to be, who your first choice is, your second choice and your third choice.And it was all anonymous. And then I took them home and counted them and everybody voted the way that I would have picked. And I don't know what I would did if they didn't, because I had the ballots at my house and I don't think I could have, I could have did whatever I want with that election.Um, But I didn't have to, I, I, I, I was able to not have to make the decision because they did pick the right people. And so I think your team knows who it is, but that's how we did it. Cause I didn't want anyone to think I was playing favorites. I wanted the team to play their favorites. And thankfully the, the team had the same favorites as me, I guess it's just worked out.Yeah. I Michael: like that. I like that the rank balance. So, okay. So that's how we kind of want to start it off as right. But we want to already start giving like, um, I guess the sense of authority to the people that we, we feel could be leads. Because I feel if we hired a front office and we're like, man, they're great at accounting, they're great at this.And then our assistant's great at that. What should we ask ourselves to be like, but are they a good, or are they not a good Paul: lead? Well, it's, it's, it's hard because like we always want to put the person in the leadership position. That's our best employee, our best front desk employee. Our best assistant, our best hygienist and, um, I mean, I'm not going to pick who's my best is, but I would say they're not always there's a different set of skills that is required for leadership and it's more of the soft skills.It's more of the personality and it's more of, um, if I had to look at my leadership structure now and say, who are the best ones? It is the people that are comfortable getting out of their comfort zone and having a weird conversation, having a difficult conversation. They're not afraid to go to somebody and say, Hey, I got to, I kind of got to talk to you about something, you know, can we go into the office?I got to talk to you about something that's going on and, and, um, yes, people have been telling me this. I want to hear your side of it. What's going on. People that can sort through conflict and you want to like hope that most people have these skills and they don't and that's like with one like I was mentioned like my program that I have that's like part of it like is.Part of my, I have this program coming. I'm just going to spend it. Can I just talk about it now? It's going to run it is like, so I got a seven month program. It's called the omni practice total team success program. And what this is, is what we do. We we've helped the doctor pick their leads and we help them take to that transition and then it's all online contents that is slowly leaked out to fully systematize the practice.So the first month is pick your leads, doctor. And then we bring the whole team into it. Now the team's looking at like, okay, the leadership team is watching leadership videos. How do I manage people? How do I, how do I engage people in conflict? How do I embrace and inspire people with a vision? So that they're getting that leadership and management training that first month.While the other team members, they're starting to kind of work on things like what is a brand? What is a touch point? Why does everything we do matter? And we take it through this, the whole office through this course, and there's scheduled things and assignments in our hope to get this office completely systematized and running with the leadership within seven months.And within that there is coaching. So I'm having monthly calls with the doctor. Every one of my leads is having a monthly call with the person on the, the, the client's leadership team. And it's been awesome, man. It's just been a game changer for these offices that are doing it right now. We've just rolled it out like three months ago.We're only like, we're getting on our third month now, but man, it's cool to see the changes. It's, it's just when you bring in the team, that's when things change. And that's what I noticed because I was doing coaching for about four years. I had a client that said, Hey man, can my hygiene lead just talk to your hygiene lead?I'm like, of course. And then it was like, do you mind if my front desk lead talks to your front desk lead? Yeah. And the office manager talking. And he's just like, I can't believe how helpful these calls are with your team. Cause one of the things that like my team does when they talk to other people, they can't believe how much my team does.And they're like, this is great. Like, yeah, I want to do that. But you do the hiring and the firing, like, wait, what did you build? This is so cool. And it's, it's a lot different coming from somebody who's in that same position versus me telling another doctor, Hey, you should have your leads do this. And then they go to their lead and say, Hey, my Dr.Edgerton says his lead does this. You should do it. Can you do this? That's what you're supposed to be doing. It's just a completely different way of motivation and implementation. That's it. It was like, it was a game changer for that one client. That's why we created this program. But yeah, it's like I was saying is people don't have that leadership skills.They just, they don't have it in doctors. We don't have it a lot of times either. So it's, it's a game changer to give this to your team and, and my team has picked it up for me, but now that they're, my team leads are part of this program, they've watched these videos. They're like, these are great. Thank Man, why didn't we ever talk about this?I'm like, we did, we talk about it all the time. They're like, no, no, not like this. And I'm like, well, okay. Well, I'm glad it, I'm glad it was beneficial. I kind of wish we would have done this earlier with you guys, you know, it's just training, man. It's just like, can we optimize every area of this practice?And make everything the best it can be. And all it takes is a little intentionality and a little bit of time. But that's, that's the, that's the challenge. Is we don't have the time. Or we don't make the time. We don't think it's valuable time. And, and when we shut down our practice and do these things.Officers, doctors say, Well, ah man, we just risked out on 3, 000 of production by shutting down. You know, they, they think of the negative and the opportunity cost. They don't think about what are you gaining. And I assure you, you're gaining way more value when you shut down your practice. And have some dedicated time.Try to get your team to come in on a Saturday when they're supposed to be off. Yeah. Good luck with that. They don't want to do that. They're not going to bring their best self to that meeting. You know, it's gotta be when they're scheduled time. So, yeah, that was right. But that's answering your question.Yeah. That's, uh, I don't even remember what the question Michael: was. No, no, no, it's good to you, Michael. It's, uh, when they're, I guess when they're like, you know, kind of dropping the ball, but it's hard to find, I think, cause you mentioned, uh, you want to find people who can sort through conflict, leads. because sometimes we don't know how it is, if that person would be a good leader, they're just a good employee.Right. At the very beginning. Um, but sometimes I feel it's hard to find people who can sort through conflict because sometimes I feel like I'm thinking, are you someone who wants to sort through the conflict and you were, Hey, tell me why you got fired. Or are you just wanting to know the gossip? Like you just want the drama.You're like, Hey, why did they fire you? What's going on? Right. Like kind of thing. Right. Right. So. I guess, would it take more leadership training? On the owner to, to like know about themselves to be like, okay, uh, how can I make sure I do a good hire? Paul: Yeah, absolutely. And I think what's really worked out in my practice as well is it's like the, the team is going to model the leader and my leads are going to model me as a leader.So And I feel like I've always just kind of set a good example. Naturally, I've been very engaged in leadership training, leadership books, and just things like that stuff online. And Udemy is a great course. That's had got some good stuff on there. There's, there's so many cool things that you could do for like leadership training, but, um, if you don't have it yourself, it's going to be hard to get it in your team.It's gonna be hard to recognize it. And I think like, just to give you like a nugget, like the big one for me is safety is, is, and I'm not talking about physical safety, like, and your team needs to feel safe, like psychologically, they need to feel that they can screw things up. They need to feel that they can come to you and ask you for help.They need to feel that they can come to you and let you know when things aren't working out or things are going wrong or somebody's doing something. And they need to know that when they tell you that you're not going to get defensive and you're not going to make them feel guilty. You're not going to shame them.You're not going to criticize them. You're going to be like, Oh, I thank you for, thank you for sharing that for me. That probably was a little hard to share. And that I think is a huge thing in man. I would say so many people just completely screw that up. We want to be the boss that we were taught on TV and growing up, how the boss is supposed to be.And it's the big fat cat in the, in the chair with his feet up Boston, everywhere on telling people what to do. And that's not how good leadership works. It's about a collaboration. It's about leading with everybody. And it's not about scolding people, and, and that's leadership by intimidation, and that doesn't work.You'll get the bare minimum out of your people if that's the way you lead, if they are scared of you. there's just certain things, like, if, if you have this open line of communication and your team feels safe. They will come to you and let you know what the problems are. And when you have a team member that's like, I'm getting really frustrated with this, nothing is, nothing is changing.I think I'm going to go look for a new, new job. They don't ever get to that point. Because when they're frustrated, they come and let you know about it. And they, they don't have a reason to leave your practice. Now, am I saying I don't have any turnover? I absolutely do. Yeah, I'm just like everybody else.But I, we, we keep good team members. And there's been a number of times where somebody has, I've done this one on one. I said, Hey, tell me what frustrates you. I say, have you ever thought of quitting? Is I just curious. I feel this from you. I feel its vibe. I can feel its energy that like you're not liking being here and people have been like, yeah, I have been.It's weird that you noticed that. Tell me about that. Tell me more about that. And they tell you about it. And one, you now have a certain something that you have to fix something. You need to come up with a solution for, but to this person now feels validated and heard and appreciated. And wow, this person cares about me and my wellbeing.I mean, if you don't want your team members to leave, that's the way you need to lead. If you don't want them to leave. it's a lot and it starts at the top, just like everything. The doctor needs to be the first one to be trained. So everybody needs it. Everybody needs it. I mean, it's not just for work.It's for life. These are life skills. These are not just work stuff. Yeah. Michael: No. Yeah. You know what, Paul? I never thought about that when it came to safety. How, like, you got to be okay with it because I feel like we were always, you know, we Just in general, in school, everywhere, we're always brought up to like, never disappoint, right?Like, never disappoint, you gotta get the good stuff, like, all the time and everything like that. And so when you did, remember you'd like, go home and your report card was like, CCD or whatever, right? Maybe like an F or whatever, and you're like, how can I forge my parents signature, right? Like, you're like, how can I escape this?So you're thinking that. I feel like throughout the whole process, especially when you're an employee and even when you're an owner to your employees, I feel like that you're like, I don't want this point, but I got to look like a leader, but you're really just looking like a boss. You know what I mean?Instead of a leader, like you said, interesting. So that's what it would be called safety. They have to feel safer than that. Paul: It's a, it's an idea from Harvard business, uh, maybe psychologist. I don't know what she's doing. Her name's Amy Edmondson. She's the one who coined that.And she got that from, she did a study on hospitals. And they looked at like really well communicating teams and really poor communicating teams. And they said, which one of these teams is going to have more adverse events at the hospital, meaning Which one's going to give the wrong medication and give the wrong dosage to a patient.They're like, well, it's got to be the poor communicating team. It's definitely going to be that. It ended up being the better communicating team that made more mistakes. And like, whoa, what's that about? That is not what we thought was going to happen. And then they dug into it deeper and it wasn't. It was the bad team that was making more mistakes, but they weren't reporting them.They were hiding them. Because they weren't safe to report. And there was no safety in making a mistake. It was not, let's learn from this. It was, you're in big trouble. So they didn't tell anybody. The Michael: bad communication team, or? Paul: Yeah, so it was the bad communication team that actually made more mistakes.But in the study, they just weren't reporting them. They didn't feel safe to report them. So they came back and they, she came back and did some more studies and more surveys and stuff. And that's what they found out. They're like, oh my gosh. this is all about safety. They don't feel safe admitting to the failures.So it's because of the leadership. It's because of the dynamic created on this team. So that she wrote a whole book about it. It's really interesting. Michael: Yeah. So then how can we like, I guess, mention that to our team at the very beginning, like you got hired on like. Without telling them like, yeah, make a ton of mistakes.It's cool. You know, but like, Hey, it's okay to make. Yeah. How would you say that? Paul: That's something I do with my team. I do. We have, we have onboarding videos that do it now, but I used to sit down with everybody. I said, Hey, this is my, this is what I want you to know about me in this practice. I do understand that everybody is human and we all make mistakes.I want you to 100 percent always be comfortable telling me if you make a mistake, if you need some more training, if there's something you're not understanding, or if you're seeing somebody do something that you think I should know about. I want you to feel comfortable telling me about it and the only way that we can do that is we, we have this mantra here and we call it grace over guilt is that something goes wrong.You drop the ball on a patient. I don't care who did it. I don't care how it happened. Okay, this happened guys. What do you guys think? What can we do so this doesn't happen again? We are not shaming that person because if you shame that person. You're not going to find out about it and you're never going to be able to address it.So we always just say grace over guilt. And that's hard sometimes, especially when, um, somebody is coming after you as a leader telling it's you, Hey, you, this is your fault. You got to go. Yeah, you're right. You know what it is. Even if deep down in your heart, you're like, this is not my fault. You, you gotta, you gotta look at how you respond because psychological safety, it's, it's a lot like, It's like trust in a relationship, you know, you can break that in one dumb mistake.You can break that trust, years of trust that you built and same thing with psychological safety. You could blow up on a team member or get really, really critical and really make them feel bad. And you just broke that whole thing. They are never going to share with you ever again. Because you now have made it unsafe and when the team is unsafe, the only way to stay safe in that kind of environment is just to be quiet.And that's the whole thing with quiet with when people are quiet, we don't know because it's silence. It's an invisible act. We don't see it. And it's one of those things that it's just somebody comes and quits and you're like, wow, I can't believe they quit. They're like my best team member. Why did you quit?And then they say, I don't know. I just might, I just ready for something new or just, I think I need less hours because they're not going to tell you the truth. You've trained them not to because you, the way that you've approached them as a leadership, as a leadership style. So it's, that's the problem is you miss out on all that collaboration, all that good stuff that can come out of your practice, because you're getting upset and mad with people with their decisions.And what I see in most offices, man, people will get mad at their teams for doing things, not the right way. They have never designated what the right way is. They have never made a system or protocol around it, yet they're upset. You know, should I address this with a team member? I can't believe he or she did this.And I always say to them, I say, well, what's the way they're supposed to do it? Well, I think they should do it like this. I'm like, well, do they know that? Yeah, everybody knows that. Well, how do they know that? Have you ever like put in a document? Have you ever trained? Have you ever talked about it? No. Do you think I should do that?Yeah. I do. I think you should do that before you, before you start getting critical of their performance. Why don't you just, why don't you make the rules, make the rules of the game before you're telling somebody they're losing at it. we don't do that. We expect everyone to know what we know and do everything in our way.And that's just our natural human perspective that we think everybody thinks like us and has the same values as us. And I think part of getting older and becoming wiser as you realize that we're all different and that's cool. We can all be different. Michael: Yeah. Uh, sure, man. And our memories. All right. You can tell him like, yeah, I told him to do that three years ago.And you're like, you sure? I think so. Like, you know, I don't even remember, like, how can I remember it kind of thing, you know? Interesting. So real quick, if you can, man, break, I know you did already, but break down to us your program that you have, or this, it's a whole Paul: training course. Yeah. So it's a seven month training course where we've, we've come up away with me and my leads.How can we implement this in somebody's office? And this is for, um, if you have a larger, I'm saying larger office, if you've got a team that's large enough for a few leads, it's a great program for you. If it's something where you've got a really small team, we do have a program that's just, there's no coaching involved.It's still got all the videos. You still get to have all these different, there's eight different tracks for different positions in the office. Um, that would be like doctor associate, the four leads, the office manager. And front desk hygienist and leaving somebody out assistance them. We didn't forget you guys.We like you assistance. there's eight different tracks, but every month. There's a set of videos to watch, there's some worksheets, and there's assignments. And I can just tell you, like, for the first month, it's all about leads, it's leadership for the doctor, let's decide your lead system, let's talk about your goals, let's figure out where you're going long term.Second month, the team comes in, and we're talking about how do we stay on time, how do we implement this scheduling protocol that I like to do, it's called block scheduling, it works great, everybody can follow it, and it makes nice, easy days that are produc

Tonight, for the 26th movie of our 2023 31 Days of Horror, we are joined again by Mike D of the Jacked_Kirby Podcast as well as part of the CCD and Master_Sardus_Archive on Instagram to discuss this 1979 artsy horror film from famed director and star Abel Ferrara... Check out Mike D on iTunes, https://podcasts.apple.com/us/podcast/jacked-kirby/id1248146026 On insta with Jacked_Kirby and Master_Sardus_Archive