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Here is an expanded, multi-act play dramatizing the philosophical conflict and personal effort to foster a paradigm shift in AIDS research. The Paradigm Shift: A Play in Three Acts Here are the three Characters Rebecca Culshaw – Mathematician and critic of AIDS orthodoxy Karl Popper – Philosopher of science, logic-driven Thomas Kuhn – Philosopher of science, historically minded The Colleague – A skeptical scientist (optional for Act II-III) Act I – The Summoning Setting: Culshaw's cluttered study at midnight. A window is open, letting in a cold breeze. Culshaw is hunched over papers. Suddenly, mysterious figures materialize. Popper (stepping closer): Rebecca, do you know why we have come? Culshaw (startled but curious): I sense you bear advice. Kuhn (smiling softly): Your struggle echoes in the halls of scientific history. Few have challenged entrenched paradigms and lived to see the world change. Culshaw: The AIDS narrative is unyielding. Criticism draws scorn, not reasoned dialogue. How do I crack this shell? Popper: Treat the theory as a scientific hypothesis. Identify its core claims. What would it take to disprove them? Ask the establishment this at every turn. Kuhn: Yet do not forget, paradigm shifts require more than refutation. You must nurture a community—make them feel the cracks and offer a new framework. Popper: Truth is not a popularity contest, Kuhn. Kuhn: But consensus rules until new puzzles make the old vision unbearable. Culshaw: You mean I need both: a demonstration of failure and a replacement vision? Popper & Kuhn (together): Precisely. Fade out. Act II – Testing the Fortress Setting: A scientific conference. Culshaw stands before a skeptical audience, including The Colleague. Culshaw: Suppose key HIV tests predict nothing about immune decline. Suppose AIDS definitions are shifting sands. What, then, does our theory become? Colleague: You twist anomalies into attacks. What of the millions of lives believed saved? Popper: (now imagined at her shoulder) Demand evidence. Show that lives were saved by measurable intervention, not just by post hoc rationalization. Kuhn: Frame your findings as questions that the current theory cannot answer. Let the audience witness the struggle. Culshaw: Here are cases where test and disease do not align, where drugs harm, where predictions fail. This is not a collection of quirks—it is a crisis. Colleague: Science will patch these gaps. Popper: Only if the patches themselves are testable—not ad hoc excuses. Kuhn: And as the failures accumulate and the story loses coherence, your role shifts. Offer new lenses through which researchers can view their puzzles anew. Culshaw: I will. Here is a framework where immune collapse arises from multifactor exposures, not a virus. Here predictions become clear, testable, vulnerable to refutation. Colleague (uncertain): It is bold, but is it enough? Popper: Make it falsifiable. Kuhn: Make it irresistible. Fade to black. Act III – Turning the Tide The Setting: Culshaw's study, months later. She pores over data. Papers about her new model are being discussed worldwide. Popper: Are your ideas withstanding scrutiny? Culshaw: Some have tried to refute them. Some admit their theories don't predict as well. Kuhn: Is a community embracing the new framework? Culshaw: Slowly. Some see the anomaly pattern. Some consider new research. The old guard resists—naturally. Popper: The measure is not in popularity, but precision. Do not shy from critique. Kuhn: And always tend to the new paradigm's coherence. Invite others to build upon it. A real shift is communal. Culshaw: Thank you, Karl. Thank you, Thomas. Let science decide—through rigor, vision, and openness—not through the chill of consensus alone. Popper and Kuhn fade, their voices echoing: Popper: Progress thrives on falsification. Kuhn: And transformation blooms with imagination. Culshaw, alone, presses onward, her desk now a beacon among the cluttered battleground of ideas. End.
KISSEL, RUBIO, BATCHELOR The conversation between John Batchelor and colleague Mary Kissel, executive vice president of Stephens Incorporated and former senior advisor at the State Department, focuses on the quiet success of Marco Rubio as Secretary of State. Rubio is highly regarded and is very well liked across the aisle for several reasons. During his distinguished career in the Senate, he was viewed as a reasonable person who was very grounded and possessed clear principles, but who was still able to cooperate with Democrats to find common ground. In the current administration, he is seen as relatively more of a realist and a foreign policy hawk than others in powerful roles. Kissel highlights that Rubio has comported himself successfully at the State Department, establishing a stable and extremely careful administration. Notably, the administration has not seen the typical leaks of memos or complaints that the State Department bureaucracy often uses to undermine the executive floor (the seventh floor at Foggy Bottom). A specific success highlighted is the recovery of one of the hostages held by the Kabul government, the Taliban. The success of the Special Presidential Envoy for Hostage Affairs (SPEHA), who reports up to Rubio and the President, is emphasized, as protecting U.S. citizenry is considered the greatest role for the government. Finally, the President has shown significant confidence in Rubio by naming him National Security Advisorconcurrently with his role as Secretary of State.
It's important, no matter who you're partnering with, from a business standpoint, from an employee standpoint, from a VA standpoint. Whoever you choose as your business partners and colleagues have to have the skills that you lack, if you want to be able to accomplish the things that you need to get done. David: Hi. Welcome back. In today's episode, co-host Kevin Rosenquist and I discuss the topic of choosing business partners wisely. Welcome back, Kevin. Kevin: It's good to be here. David. I'm excited to talk about this because this is always an interesting topic. David: Yeah. When we think of business partners, we tend to think of people that we're actually going into business with. But there's really sort of a wider group of people that could potentially fit the bill here. So I think it's important to cover that as well. Kevin: The first one you spoke of, the actual business partner, business partner. I mean that can test a friendship. It can test a relationship, it tests all kinds of stuff. So in your experience, just from that side of things. What are the biggest mistakes that business people, entrepreneurs make when choosing a business partner? David: Well, I've made them over the years. My very first business partner was a guy that I worked with in another business. We decided we were going to start our own things. And so we just started out renting the same office space and splitting the rent on that sort of thing. Then we got involved in projects that required both of us working together. It didn't work out well. I started from the standpoint of we got along well, we interacted well. But neither of us took the time to consider our strengths and what each of us would bring to the table. A lot of times when people start working with friends or family, they think, "well, I know this person really well. I trust them." That's a good start. But unless you have similar visions for what the business is going to be, how you're going to get there, and who's going to do what, you can really end up with a lot of problems if that part of it doesn't work out. Kevin: Yeah. it can go downhill fast. It can definitely go downhill fast. So, in any business partnership, you know, you talked about the fact that there's varying types of them. What qualities do you feel matter most in a potential partner and which maybe are overrated? David: Well, I would say, starting out, you need to look at: Are our core values basically aligned? Do we sort of view the world in a similar way? Are we viewing business in a similar way? Do we view the relationship with our potential customers and clients in a similar way? Because if there's a disconnect there, then you're going to have problems starting with the very first decision. So I think that compatibility is very important. Making sure that everybody wants to go in the same direction, right? If you're in a rowboat, you want to make sure everybody's pulling in the same direction. That's extremely important. If you have complementary goals, essentially that's going to be a very important aspect of it. I think also, what is the expertise? What are you good at? What are they good at? If it's exactly the same things, you need to make sure it covers everything that has to be covered in a business. So, if I'm really good at generating ideas and you're really good at implementing those ideas, then that's going to work out well. If we're both great at generating ideas, but neither of us are great at implementation, we're going to struggle with that. And so you want to look at complementary skills. I think that is probably one of the most important aspects of it. You've got the same vision, but you have complementary skills. So that one or more of you are not doing things they hate, right? If you have to engage in a skill that you don't like, or if your business partner does, then it's not a good recipe. But if one of you is really good at idea generati...
This week, Mark and Michael tackle the people we see more than our families - coworkers. If ever there was an advertisement for working from home, this would be it. Follow Mark on Instagram @mehiganmark and Mystery Mick @michaelomalley
A new global study from International Workplace Group (IWG), the world's largest platform for work and provider of flexible workspace, reveals that Gen Z employees are playing a pivotal role in driving AI adoption across the workforce, coaching older colleagues to help unlock productivity and collaboration gains in hybrid working environments. The study, based on a survey of over 2,000 professionals across the US and UK, shows that AI is becoming a cornerstone of how teams and in particular hybrid teams operate. 80% of workers have experimented with AI tools, and 78% say it has saved them time, averaging 55 minutes of saved time per day, equivalent to almost an extra full working day per week. Workers report that this time is being reallocated to higher-value activities such as creative or strategic work (41%), learning and development (41%), in-person collaboration (40%), and networking (35%). An overwhelming 86% say AI has helped them complete tasks more efficiently, and 76% report that it is directly accelerating their career advancement, with this figure rising to 87% among Gen Z workers. Cross-generational collaboration key to unlocking AI gains Cross-generational collaboration is central to this transformation. Nearly two-thirds (59%) of younger employees are actively helping older, more tenured colleagues adopt and learn to use AI tools, with 80% of Senior Directors reporting that this support lets them focus on higher-value tasks, while 82% of Senior Directors report that AI innovations introduced by younger colleagues have unlocked new business opportunities. Two-thirds of C-suite leaders say younger staff's AI skills have improved their department's productivity, and over 80% of senior directors believe AI innovations introduced by junior colleagues have opened up new business opportunities. Overall, 86% of those surveyed report AI has made them more efficient, and 76% believe it is advancing their career, rising to 87% among Gen Z respondents. AI's influence on collaboration is also clear: 69% of hybrid workers say it is making teamwork across locations easier, citing benefits such as improved meeting preparation (46%), access to shared insights (36%), and stronger post-meeting follow-ups (36%). Workers are embracing AI's potential to eliminate time-consuming administrative tasks. The most common areas where employees want AI to step in include drafting emails (43%), taking and summarising meeting notes (42%), organising files (36%), and completing data entry or forms (36%). With these tasks automated, employees are reallocating time to more meaningful work: 55% are now focusing on high-impact projects, 54% are pursuing professional development, and 40% are using the time to build stronger relationships with colleagues and clients or to invest in personal well-being. Benefits for hybrid workers The study also found that 69% of hybrid workers say AI is making it easier to collaborate with colleagues across locations. Improvements in meeting preparation (46%), access to shared insights (36%), and more effective follow-ups (36%) are streamlining teamwork, while 40% say AI has freed up time to invest in team-building and communication. In the hybrid model, AI is also reshaping how office time is used. With automation handling routine work, hybrid professionals now prioritise strategic thinking (41%), learning and development (41%), face-to-face collaboration (40%), and networking (35%) during in-office days. More than half of workers (53%) say AI is helping them achieve better outcomes, and 64% believe it is making hybrid working smoother and more effective. Workers are aware of the stakes. Two-thirds (63%) worry that not learning AI tools could slow their career progression, and 61% believe those who don't adopt AI risk being left behind. Yet the trend is toward inclusive, shared upskilling: 51% of employees say AI is helping bridge generational divides, and over half regularly share AI knowledge with colleagues, ri...
Continuing this special crossover special of Real Crime Profile and Best Case Worst Case, Jim, Maureen, and Kathy interview Great Friend and Colleague, Jim "Fitz" Fitzgerald, from his book to AI use in the field, he goes through his career life.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Ian needs to vent - are we surprised? Welcome back to another episode of 404 Script Not Found where Kat and Ian provide recommendations for being a better colleague and, as always, encouragement around improving travel etiquette. The two are fired up and ready to give opinions, so sit back and enjoy. AND if you're more interested in how Cisco can help you minimize work icks, check it out here: https://www.cisco.com/site/us/en/solutions/small-business/index.html#tabs-a107e9a621-item-6caff3e5bb-tab
Continuing this special crossover special of Real Crime Profile and Best Case Worst Case, Jim, Maureen, and Kathy interview Great Friend and Colleague, Jim "Fitz" Fitzgerald, from his book to AI use in the field, he goes through his career life.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Prosecutors in Mexico city are alleging that their fellows in the neighboring city of Morelos have covered up the murder of a young woman named Ariadna Lopez. The officials who are accused originally declared that Ariadna died from choking on her own vomit. However, after a second autopsy was performed at the request of the family, something entirely different was revealed.to contact me:bobbycapucci@protonmail.comsource:https://www.msn.com/en-us/news/world/mexican-state-launches-probe-after-prosecutors-accused-of-covering-up-femicide/ar-AA13QK5c?ocid=msedgntp&cvid=8ae7c9444a644f9b997ea430a5678fe5Become a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.
Guest post by Paul Grant, who is a serial entrepreneur, a leading expert on personality diversity and co-author of Personalities Remixed. In today's connected world, the ability to understand others isn't just a soft skill - it's a crucial part of effective leadership, communication, and collaboration. Tools such as the E-Colours and Personal Intervention offer practical frameworks that promote self-awareness, empathy, trust and stronger relationships. The E-Colours framework identifies four core personality styles; each linked to a colour: Red (Doer): Action-oriented, direct, decisive Yellow (Socialiser): Outgoing, enthusiastic, optimistic Blue (Relator): Loyal, caring, empathetic Green (Thinker): Analytical, detail-focused, cautious Personalities Remixed Most people have two dominant colours that shape how they think, act, and communicate. For example, a Red/Yellow may be fast-moving and persuasive but prone to overlook details. A Green/Blue, in contrast, might be detail focused and empathetic but hesitant in fast-changing situations. The power of this model lies in creating a nonjudgmental language for understanding differences. Instead of labelling behaviours as right or wrong, personality diversity helps teams recognise and value diverse strengths - and potential limiters. The Value of Personality Diversity When teams understand each how each other ticks, collaboration improves. For instance, a Red or Yellow manager may prefer quick decisions, while a Green or Blue employee might need time for planning. With mutual awareness, both can adjust their approach to work better together. This awareness reduces conflict and enhances communication. People stop reacting out of misunderstanding and start communicating with intention and respect. Personal Intervention: Pause Before You React Knowing personality styles is only part of the equation. Emotional intelligence also means managing your own behaviour - especially under stress. That's where Personal Intervention comes in. This tool encourages a pause before responding, helping individuals choose a thoughtful action instead of reacting impulsively. It involves three key steps: 1. Pause - Notice your emotional trigger. 2. Think - Consider what's driving your reaction. 3. Choose - Respond in a way that reflects your values and goals. For example, a Red leader receiving critical feedback might usually become defensive. With Personal Intervention, they pause, reflect, and choose a respectful, growth-minded response instead. This creates trust and psychological safety. Understanding yourself and others Building self-awareness, as well as awareness of those around you, is critical for mutually-respectful relationships. Understanding your own E-Colours helps you predict how you might behave under pressure. For example, a Red may dominate conversations, while a Blue might withdraw from conflict. Personal Intervention allows you to regulate those tendencies and choose more productive behaviours. Equally, knowing someone else's E-Colours helps you tailor your message. A Yellow speaking to a Green can slow down and focus on structure. A Blue communicating with a Red can be more direct while staying kind. When both parties use these tools, communication becomes intentional, respectful, and far more effective. Challenges and Culture Shift Though simple to understand, applying these tools consistently requires practice, reflection, and humility. People must be willing to confront potential limiters - like a Yellow's tendency to dominate conversations or a Green's hesitation to act. Importantly, our personality makeup should never be used as an excuse - 'That's just my Red!' - but as a guide for self-awareness and empathy. Success comes when the framework becomes embedded in daily culture through ongoing reinforcement. Conclusion Personality diversity is a strength, not a problem to solve. With E-Colours and Personal Intervention, individuals and teams gain practical tools to understand th...
Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society. Justin divides this episode into three segments. He first interviews Eddie Tettevi, Sandbox Mutual Insurance CRO and RIMS Canada Council Chair — DEI and Comms, about his risk career and his service on the RIMS Canada Council. In the second segment, Justin interviews Janiece Savien-Brown, Metro Vancouver, and Shaun Sinclair, BCIT, about the C2C Challenge and the winning student team. The third segment is a recording of "Intentional Mentorship," an improvised session from the DEI Studio, featuring Dionne Bowers, Co-Founder & Chair of the Canadian Association of Black Insurance Professionals (CABIP), Ray Chaaya, Head of talent for Zurich Canada, and Natalia Szubbocsev, Executive Vice President at Appraisals International Inc. Listen to learn about some exciting events of the RIMS Canada Conference 2025. Key Takeaways: [:01] About RIMS and RIMScast. [:17] About this episode of RIMScast. This episode was recorded live on September 15th, 16th, and 17th at the RIMS Canada Conference 2025, at the Telus Convention Center in Calgary. We had a blast! We will relive the glory of the RIMS Canada Conference in just a moment, but first: [:50] RIMS Virtual Workshops! RIMS has launched a new course, “Intro to ERM for Senior Leaders.” It will be held again on November 4th and 5th and will be led by Elise Farnham. [1:07] On November 11th and 12th, my good friend Chris Hansen will lead “Fundamentals of Insurance”. It features everything you've always wanted to know about insurance but were afraid to ask. Fear not; ask Chris Hansen! RIMS members enjoy deep discounts on virtual workshops! [1:26] The full schedule of virtual workshops can be found on the RIMS.org/education and RIMS.org/education/online-learning pages. A link is also in this episode's notes. [1:37] Several RIMS Webinars are being hosted this Fall. On October 9th, Global Risk Consultants returns to deliver “Natural Hazards: A Data-Driven Guide to Improving Resilience and Risk Financing Outcomes”. [1:50] On October 16th, Zurich returns to deliver “Jury Dynamics: How Juries Shape Today's Legal Landscape”. On October 30th, Swiss Re will present “Parametric Insurance: Providing Financial Certainty in Uncertain Times”. [2:07] On November 6th, Hub will present “Geopolitical Whiplash — Building Resilient Global Risk Programs in an Unstable World”. Register at RIMS.org/Webinars. [2:20] On with the show! It was such a pleasure to attend the RIMS Canada Conference 2025 in Calgary. There's always electricity in the air at RIMS Canada, and I wanted to capture some of it! [2:33] We've got two interviews, and then an improvised session I recorded at the DE&I Studio. The sound came out great, and I used it here with the panelists' permission. [2:49] We've got excellent education and insight for you today on RIMScast! My first guest is Eddie Tettevi. He is the Chief Risk Officer at Sandbox Mutual. He's a very active member of the Saskatchewan RIMS Chapter and a member of the RIMS Canada Council. [3:11] We're going to talk about his risk management career, his RIMS involvement, and how his insights from one of his RIMS DE&I sessions led to this discussion. [3:24] First Interview! Eddie Tettevi, welcome to RIMScast! [3:38] Eddie is the Chief Risk and Compliance Officer at Sandbox Mutual Insurance. He's also the Corporate Secretary, which means he helps the organization navigate strategic initiatives within the boundaries of risk appetite and regulatory compliance. [4:12] Eddie has been at Sandbox for approximately two years. When he joined the company, Sandbox was going through a period of rapid growth and taking the right risks. That was something Eddie looked forward to being involved in. [4:54] The CRO role was not an independent role at Sandbox before Eddie started. It was held by the Chief Financial Officer. The CCO role was held by HR. The Corporate Secretary role was held by the CEO. Eddie fills the three roles in his new position. His background fits all three roles. [6:06] Eddie normally leads a risk group of three. Eddie was previously in cyber for 13 or 14 years. His background is in electrical engineering and computer science. He helped organizations secure their software and network. [7:02] Eddie doesn't think risk management is any different. He's helping organizations make the right decisions. The difference is that the portfolio is much larger. Cybersecurity is one aspect of Eddie's risk management work. [7:33] Eddie says cyber attacks are growing. Individuals who may not be skilled are using AI tools to perpetrate cyber attacks. The attacks are increasing exponentially in skill and sophistication. [8:09] Eddie co-hosted a session in the DE&I Studio with Aaron Lukoni and Tara Lessard-Webb, focused on understanding how mental health plays a part in risk management and how organizations should think about mental health as part of a risk management framework. [8:31] The session was “Building Resilient Workplaces, the Role of Mental Health in Risk Management.” In it, Eddie revealed he is skilled in multiple languages, but an expert in none, including English. He grew up with influences from English, French, Malay, and Creole Patois. [9:38] Eddie loves learning about new cultures. That has influenced his accent. In every language he speaks, he has an accent, which makes it interesting. He has worked in French and English organizations. He learns languages in six months. He picks them up quickly. [10:50] Eddie, Aaron, and Tara emphasized making sure we are thinking about and embedding mental health in our risk framework. [11:02] When designing any strategies and initiatives, risk professionals should consider what's happening in the organization. An organization going through a lot of change is already a stressed organization. You have to consider that as you introduce more change. [11:40] Eddie says the award-winning Saskatchewan RIMS Chapter is exciting. It's great to work with people who are interested, dedicated, and committed. He says the chapter is doing some incredible things, such as introducing risk courses into the universities in the province. [12:15] Eddie was a RIMS member before joining Sandbox. You can be a RIMS member without joining a chapter. Moving to Saskatoon created the opportunity for Eddie to join the Saskatchewan RIMS Chapter, which he had been looking forward to, to connect with people. [12:36] Justin gives shoutouts to various Saskatchewan Chapter members. [13:03] Eddie serves on the RIMS Canada Council as Chair of the Communications, External Affairs, and DEI Committee. [13:22] The committee is responsible for making sure that all RIMS communications have a DEI lens and advocate for the risk community, partnering with other advocacy groups around Canada. [13:52] Justin says it's been such a pleasure to meet you and hang out with you! I look forward to seeing you at more RIMS Canada and RIMS events. [14:02] Our next guests organized the 2025 C2C Coast to Coast Challenge. This is a competition for risk management students based in Canada. We'll learn about the case studies and what it took to produce their presentations, and also have a chance to acknowledge the winners. [14:19] We will hear from Shaun Sinclair, the Program Head of General Insurance and the Risk Management Program at British Columbia Institute of Technology, and Janiece Savien-Brown, the Manager for Risk and Claims Management at Metro Vancouver. [14:35] We're going to learn about their various roles, as well. Let's get to it! [14:39] Second Interview! Shaun Sinclair and Janiece Savien-Brown, welcome to RIMScast! [14:47] Janiece Savien-Brown is the Manager of Risk and Claims Services with Metro Vancouver by day. She has been involved with BCRIMA for 17 or 18 years. BCRIMA started the Coast 2 Coast Legacy Challenge three years ago. Last year was its first year in Vancouver. [15:07] Shaun Sinclair is the Program Head of the General Insurance and Risk Management Program at BCIT, an institute of technology in Vancouver and Burnaby, B.C. [15:17] They teach students insurance and risk management courses. Students graduate with a CRM and a Chartered Insurance Professional designation. [15:26] Shaun is also the President of BCRIMA this year. He has been a BCRIMA member for a long time. This C2C Legacy Challenge was awesome for Shaun because two teams from BCIT got into the finals. Shaun had to recuse himself. [15:51] Janiece says the RIMS Canada Conference 2025 was fantastic! Shaun was there with seven students, and it was awesome to see what they were learning. The students told Shaun they loved everything about it. [16:45] The two finalist teams were The Deductibles and Insure and Conquer. This year's submissions were highly creative and impactful. [17:10] Shaun has been involved in Risk Management Challenges for years and has been to the nationals several times with groups. Shaun stays pretty hands-off. The students get the challenge, and Shaun discusses it with them. He figures out what they need from him to do it. [17:42] In this case, a root cause analysis wasn't needed. They learned how to do a Failure Mode and Effects Analysis (FMEA), a heat map, and gather general knowledge. Then he let them go. They came up with the 10-page report. He didn't watch their presentation until they went live. [18:14] Their champion for the challenge was Ken Letander. The challenge was a procurement question. If your organization's ownership is 51% Indigenous, and you keep your staff 33% Indigenous, money comes your way for contracts. [18:48] When the contract is over and it's time to get the money, but the organization refuses to give that information, how do you make sure they have the 33% Indigenous staff and 51% Indigenous ownership? Do you need pictures, or can you use Elders to say it's enough? [19:12] The students had to read a lot about risk and the rules and regulations regarding this question. They had to read the Canadian government's language on what the rules are. It was an interesting case. [19:38] Janiece didn't envy them at all. The students came up with some solutions for Ken Letander, and he was thrilled with what came from all of the reports. [20:33] Janiece says the presentations were phenomenal from both teams, as well as the written submissions. The collaboration came through and showed they owned the essence of the project. You could see the desire of the top team to make it work. [21:12] Shaun says the cases used in C2C are pretty much real cases. Janiece says last year's case competition had to come up with an equitable access tool to use in the system. After Janiece had surgery, she was given a survey, and she recognized it from the case study. [22:26] Justin says it's great that the students collaborate. You need teamwork. [22:54] Shaun says you hear a lot about isolation. He says BCIT is sometimes called “Being Crammed Into Teams.” Shaun and the other teachers assign projects where students are forced to work with at least three or four people. [23:13] After two years of group projects, collaboration is relatively easy. Shaun also makes the students hand-write their exams. They learn how to think through a problem and put it down on paper. Afterward, they go outside and talk about what they did. [24:52] Shaun's advice to academics and students entering a C2C challenge is to follow the rules. If they say 8-point font, 10-page maximum, don't send 14 pages. The instructor should help students understand the material and then step back. Let the students do it. It's on them. [25:42] Janiece says it is key to engage at the conference. While the Challenge is the key feature, the experience at the RIMS Canada Conference is a large part of it. Be present. Don't be on your phones the whole time. Attend sessions. Come to the events, have fun, and network. [26:07] Janiece was at an event, and five people came up to her and asked if she had brought the BCIT students (Shaun had). [26:22] People were absolutely amazed at how engaging the students were, willing to put themselves out there, and setting meetings with people in BC for opportunities when they come back. That's part of the experience. [26:40] Shaun points out that a couple of the students are quite shy and have come out of their shells because they've had to talk to people. The more you do it, the better you get at it. [27:01] Janiece reports that at one of the events, the students who were in Vancouver from Calgary came out and met with her students. RIMS, RIMS Canada, and the local chapter promote engagement. [27:31] The 2025 C2C Challenge Calgary winner is The Deductibles, 1.95 points ahead of Insure and Conquer. Insure and Conquer did an awesome job as well. [28:11] The Deductibles team is: Rabia Thind, Triston Nelson, and Ryan Qiu. [28:32] Parting advice for risk students as they step into their careers: Shaun says, if you're going to be an accountant or finance student, think about insurance risk management. Amazing career opportunities in fields that cover everything are all within your grasp. Put it on your radar. [29:26] Janiece says she is living proof of that. She was going to be an accountant. After a car accident, she switched to insurance and risk. It's a lifestyle. She has gained many friends, colleagues, and mentors. She started as an adjustor and after 31 years, she's still in the industry. [29:54] Shaun says you can swap jobs from broker to underwriter, to claims, to risk manager, to education, and not start again at the bottom. It's an amazing career. [30:26] Justin says Thank you so much, it's been such a pleasure to reconnect with you here at the Telus Convention Center in Calgary, for RIMS Canada Conference 2025. Shaun and Janiece are already thinking about the C2C Challenge in 2026. We'll see you there! [30:51] As I said at the top, we're going to close things out with an improvised session called “Intentional Mentorship,” which was produced at the DE&I Studio. [31:19] Improvised Session, “Intentional Mentorship,” at the DE&I Studio! With the insights of Dionne Bowers, the Cofounder and Chair of CABIP, Ray Chaaya, the Head of Talent at Zurich Canada, and Natalia Szubbocsev of Appraisals, International. Please enjoy! [31:40] Natalia Szubbocsev introduces the panel. Natalia is the Executive Vice President at Appraisals, International, an insurance appraisal company, global but small, with a diverse, inclusive team. Natalia has been a mentee and a mentor and is glad to contribute her insights. [32:38] Dionne Bowers is the Co-founder and Chair of the Canadian Association of Black Insurance Professionals, a nonprofit organization, and has recently joined Markel Canada as one of their business development Colleagues. [32:57] Ray Chaaya is head of talent for Zurich Canada. Ray oversees talent acquisition, talent development, and talent management, as well as the culture portfolio for the company, DEIB, and community impact. [33:15] Natalia asks What does mentorship, particularly inclusive or intentional mentorship, mean for you? Dionne says that it is a strong commitment by both the mentor and the mentee to work together for growth opportunities. [33:38] Intentional mentorship is the dedication that each party has to bring to the table, and fulfilling any sort of mandates that have been asked by both. Depending on the program, it's making sure that everyone is on the same page in terms of what they want from each other. [34:04] Ray agrees with Dionne. There has to be a mutual benefit. Ray has been a mentee and a mentor, and finds that the most valuable mentorship relationships are where the mentor and the mentee walk away feeling like they're learning something every day, having a conversation. [34:30] Ray says it's a two-way street and a relationship that can often last for years, because it is a relationship where the value is long-term. Ray talks to young people, and they ask, You're my mentor, what do I do? It doesn't work that way. It's a long-term investment. [34:56] Natalia says that traditional mentorship, besides being one of the best ways of professional development, is also to transfer knowledge from someone who has the experience to someone junior in his or her role. What other purpose does mentorship serve? [35:19] Dionne says it's also recognizing that it's an opportunity for learning from one another. A mentor is a seasoned insurance professional who is working with someone who is a new entrant to the industry. [35:37] It's recognizing that a mentor and a mentee are learning from each other. Strength in development is making sure that you are taking away something from each other, each time you meet, connecting and learning trends and thoughts, and diversity of thought. [36:10] Dionne asks, How can we do things differently? She has learned a lot from young people. Dionne thought she was cool, but apparently, she's not. And she's just taking away a lot of that into her own world, professionally and personally. [36:23] Natalia says her experiences are not just intergenerational, but in Canada and beyond, intercultural. She says what needs to be respected and adapted to, both by the mentor and the mentee, is that you're coming from different backgrounds. [36:45] In a global setting, that will affect communication, that will affect the thought processes, that will affect everything; the way we do things. Because Natalia leads a global team, she has to be adaptable, sensible, and respectful of the cultural nuances. [37:07] At the same time, she asks her mentees or team to do the same for her, because she comes from a very specific background. She has an Eastern European background. It doesn't matter that she's lived in Canada for 25 years. [37:25] Her background defines the way she communicates, thinks, and handles things. Every culture communicates differently. That's an overall mutual understanding, knowing that we all come from different backgrounds. [37:47] Dionne says there has to be a willingness to learn. There's no point in having a mentor-mentee relationship where it's just going to be closed off, and this is what we're going to talk about. There has to be a willingness to learn. [38:07] Ray says there's a learning agility piece. You have to be flexible in how the relationship is going to go. Every mentorship relationship is different, too. There are no steps on how to be a good mentor or a good mentee. [38:25] It's the chemistry between the two, the value that you bring to each other, and the conversations. The maturity of a mentorship can also go into sponsorship. [38:37] When Ray has a conversation with somebody, and they get to know each other, and feel what they want to get out of this, he can be a voice for that person. It goes back to the conversation of lifting others when you can. [38:54] When Ray thinks back to his mentors who stick out in his mind. He has a lot of respect for them. They are the people who spoke about him when he was not in the room, and had his back in that room when he was not there. [39:15] Those are the people, as Ray matures in his career, he doesn't know that he would be here today if it weren't for those mentors. And that is what he hopes he can bring to somebody else as a mentor. [39:29] Natalia says, in a global setting where she works, boosting confidence is very important. In a multicultural global setting, it's important to encourage someone in a different country, who communicates differently, that it doesn't matter, they can do it. [39:50] We are working on a common goal. That's part of the sponsorship/mentorship/training. [40:08] Ray says you have to be honest as a mentor. The toughest times for Ray were when he realized he was trying to make this work for a person, but to be honest with himself, as a mentor, he should be encouraging this person to look somewhere else, at what their passions are. [40:33] He went into it thinking he wanted this person to be the best they could be at this job. And he realized that's not his job as a mentor. [40:43] His job is to understand what they want out of their career, where they bring value, where their passion is, and guide them to make sure that they ultimately are happy with their career, and they're bringing value to society, and they're contributing to the community. [41:06] One specific person Ray was mentoring, he was desperate to fit them into the insurance industry, because that's how he was programmed. He was thinking, Why is this not working? And he realized it's not working because they don't want to do this. [41:25] And as a mentor, Ray's job now is to say, What do you want to do, and let's help you get there. And when he made that mind shift, it just clicked. That was a little bit of a learning opportunity. Now he's a better mentor for learning that. [41:42] Dionne agrees with that. She had one mentor who told her, If you plan to give back as a mentor, don't have any expectations, or you're setting yourself up for failure. [42:05] A lot of mentors have a similar approach, because we don't know. We want it so badly. We want to be able to say, I did that. I helped them get to wherever. If you have a mentee who is not in the mindset, and you're not sure that this is for them, have that conversation. [42:38] It's important to recognize that you're going to impact their lives differently. Even though you have that mentor-mentee relationship, you may be asking them to reconsider dipping their foot into the industry. [42:55] Natalia says not making assumptions about the other person and having that curiosity, openness, and mutual communication is very important. [43:05] How do you build in mentorship or inclusive or intentional mentorship into your organization? Ray says mentorship programs should be part of any industry, any corporation, or any organization. If you expect people to learn and grow, they need mentors. [43:30] Ray says Zurich has baked in mentorship programs into a lot of its development programs. Your development means you get a mentor, and you learn from that mentor. They bake it into the development strategy that's already there, and don't make it an off-site thing. [43:57] It shouldn't be another thing; it should just be part of your growth and development. And so, whenever they can bake it in, that's what Zurich does. [44:04] Zurich also has amazing employee resource groups that champion a lot of its programs, and the Zurich African and Caribbean Alliance, ZACA, which has worked with KBIP, is a massive champion of its mentorship program. [44:19] Just two or three months ago, Zurich held a mentorship day and increased the mentors on its mentorship platform by 48%. It was just another thing that was out there that nobody was talking about, and another thing people had to sign up for. [44:39] Zurich's employee resource group put a spotlight on it, and they showed the value, and they made it part of the ERG's culture to participate in mentorship. Then all of those ERG participants signed up to be mentors, and now are actively mentoring. [45:00] You really need to look at it from a strategy perspective. It can't just be an extracurricular activity that you add on. [45:08] Dionne agrees. KBIP works with organizations like Zurich, and with the ZACA program and the team, but also does the work for organizations that are not there yet or not willing to put the extra effort in to embed it into the DNA of the organization. [45:33] Part of KBIP's mandate is to create a mentorship program specific to Black insurance professionals. It doesn't matter where you're from, international or domestic student, or anyone who wants to be part of the organization and get extra support to build on their career trajectory. [46:02] What do mentors get out of mentorship? Dionne says as a mentor, she gets satisfaction from seeing someone excel, not necessarily from start to finish. You could be at the tail end of their journey, you could be at the beginning, or you could be in the middle. [46:36] If there is a desired outcome for both parties, and there's success, when someone calls you or texts you and says, You know what, I got that job, or I was recognized for doing XYZ, that is satisfaction. That is success. [47:00] Ray says his passion is helping people grow and develop. He started his HR career in learning and development, because he used to be intrinsically rewarded when he saw somebody learn something he taught them, or he trained them on. That felt like a superpower. [47:21] When Ray can do that with the programs Zurich runs, and he interviews people and watches their growth, and they are so grateful; to Ray, that is worth it all. You don't even have to pay him for that. He will volunteer and do that his entire life because of what he gets out of it. [47:47] Natalia agrees. There are obvious advantages from an organizational point of view, but from an individual point of view, Natalia feels that she has arrived at a point where there's no ego anymore. She wants to transfer her knowledge to someone. [48:04] Natalia wants to tell someone that they can do it. Because she did it, they can do it as well. And that's a very important aspect of mentorship. [48:15] How do you make mentorship intentional and inclusive? Ray says it means they have to see the value. It has to be part of the business strategy. Anything that is not intentional, people think, Why do I have to do this, on top of everything else that I need to do? [48:36] The second we are making it intentional, it has to make sense. This is why I'm doing this, because it's going to benefit me, it's going to benefit the company, and it's going to benefit the people I'm impacting. [48:47] They have to see the strategic business value, and with mentorship, it's easy. Because there's massive value for the organization, there is a massive competitive edge if you're doing it properly, and there is massive learning and development for your workforce. [49:05] You just need to sit down with professionals like KBIP, with people who have thought through it, and understand how to help you bake it into the strategy. Just do the work. Anything intentional has to make sense. If it does not make sense, it can't really be that intentional. [49:28] Dionne says that in every organization, when you are constructing your missions and your value statements, it's sitting down as an executive team, and asking, How can we execute on this? What does that mean? Mentorship is something that bleeds into your brand. [49:57] The brand recognition from a competitive edge standpoint is huge. Dionne says she can walk into a school for outreach programs and say, Zurich is a market of choice. You would want to work with Zurich because of this, this, and this. [50:14] If you can tell them that they're going to be supported along the way with their career, that's added value. That is something that will definitely differentiate Zurich in the marketplace. [50:26] Dionne adds that being intentional is huge because when you are not, people can see right through that. That is where you create toxic cultures. [50:39] It's not in a company's best interest to ignore the opportunities that stem from mentorship programs. [50:47] Natalia says she's not an HR professional, but she imagines that mentorship has a great role in not just attracting the right talent, but in retention as well. [50:58] Ray affirms, 100%. It's part of your growth and development. Sure, you can use it as a competitive edge to attract people, but if you're not doing it right, then they're not going to develop and grow, and that competitive edge is really just smoke and mirrors. It's not real. [51:15] So, if you're going to do it right, you have to develop people and grow people through your mentorship programs, and you have to show the results for it. [51:26] Dionne adds, That speaks to the inclusivity part of diversity, equity, and inclusion. If you can build a strategy that equates to inclusion, it equates to retention. It's not rocket science. [51:49] Ray says Zurich is really good at that. [51:52] Final thoughts on intentional mentorship. Dionne says, “Just do it. I'm a Nike gal. Just do it.” [51:59] Ray says, “I wouldn't be where I am in my career if it weren't for my mentors and my sponsors. And so, if you see potential, mentor the heck out of that potential, because they will thrive.” [52:15] Dionne says, “And acknowledge it. I think that's a big part of that strategy.” [52:21] Natalia thanks Ray, Dionne, and the RIMS DE&I Studio for picking up this topic, a very important topic, and she hopes you enjoyed the session. [52:38] Justin says special thanks again to all of our guests here at the RIMS Canada Conference 2025. Be sure to mark your calendars for October 18th through the 21st, 2026, for RIMS Canada, which will be held in Quebec City. [52:55] Shout out to the RIMS Canada Council for producing another fantastic conference and to the RIMS Events Team and all my RIMS colleagues who worked tirelessly to make the last three days so smooth. It's such a pleasure to work with you all. I look forward to seeing you next year. [53:14] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [53:43] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [54:02] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [54:19] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [54:35] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [54:50] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [55:02] Practice good risk management, stay safe, and thank you again for your continuous support! Links: From RIMS Canada: “RIMS Ontario Chapter Honours Bombardier's Daniel Desjardins with the 2025 Donald M. Stuart Award” RIMS ERM Conference 2025 — Nov. 17‒18 Spencer Internship Program — Registration Open Through Oct. 15. RIMS Western Regional — Oct 1‒3 | Bay Area, California | Registration open! RISKWORLD 2026 — Members-only early registration through Sept 30! RIMS-Certified Risk Management Professional (RIMS-CRMP) The Strategic and Enterprise Risk Center RIMS-CRO Certificate in Advanced Enterprise Risk Management — Featuring Instructor James Lam! Next bi-weekly course begins Oct 9. RIMS Diversity Equity Inclusion Council RISK PAC | RIMS Advocacy | RIMS Legislative Summit SAVE THE DATE — March 18‒19, 2026 RIMS Risk Management magazine | Contribute RIMS Now RIMSCanadaConference.ca RIMS Webinars: RIMS.org/Webinars “Natural Hazards: A Data-Driven Guide to Improving Resilience and Risk Financing Outcomes” | Oct. 9 | Sponsored by Global Risk Consultants “Jury Dynamics: How Juries Shape Today's Legal Landscape” | Oct. 16, 2025 | Sponsored by Zurich “Parametric Insurance: Providing Financial Certainty in Uncertain Times” | Oct. 30, 2025 | Sponsored by Swiss Re “Geopolitical Whiplash — Building Resilient Global Risk Programs in an Unstable World” | Nov. 6 | Sponsored by Hub Upcoming RIMS-CRMP Prep Virtual Workshops: RIMS-CRMP-FED Exam Prep Virtual Workshop — November 11‒12 Full RIMS-CRMP Prep Course Schedule Risk Appetite Management | Oct 22‒23 | Instructor: Ken Baker “Intro to ERM for Senior Leaders” | Nov. 4‒5 | Instructor: Elise Farnham “Fundamentals of Insurance” | Nov. 11‒12 | Instructor: Chris Hansen “Leveraging Data and Analytics for Continuous Risk Management (Part I)” | Dec 4. See the full calendar of RIMS Virtual Workshops RIMS-CRMP Prep Workshops Related RIMScast Episodes with 2025 RIMS Canada keynotes: “Distilling Risk and Resilience with Manjit K. Minhas” “On Resilience with Amanda Lindhout” “Thoughts and IDEAs on Inclusivity with Michael Bach” Sponsored RIMScast Episodes: “The New Reality of Risk Engineering: From Code Compliance to Resilience” | Sponsored by AXA XL (New!) “Change Management: AI's Role in Loss Control and Property Insurance” | Sponsored by Global Risk Consultants, a TÜV SÜD Company “Demystifying Multinational Fronting Insurance Programs” | Sponsored by Zurich “Understanding Third-Party Litigation Funding” | Sponsored by Zurich “What Risk Managers Can Learn From School Shootings” | Sponsored by Merrill Herzog “Simplifying the Challenges of OSHA Recordkeeping” | Sponsored by Medcor “Risk Management in a Changing World: A Deep Dive into AXA's 2024 Future Risks Report” | Sponsored by AXA XL “How Insurance Builds Resilience Against An Active Assailant Attack” | Sponsored by Merrill Herzog “Third-Party and Cyber Risk Management Tips” | Sponsored by Alliant “RMIS Innovation with Archer” | Sponsored by Archer “Navigating Commercial Property Risks with Captives” | Sponsored by Zurich “Breaking Down Silos: AXA XL's New Approach to Casualty Insurance” | Sponsored by AXA XL “Weathering Today's Property Claims Management Challenges” | Sponsored by AXA XL “Storm Prep 2024: The Growing Impact of Convective Storms and Hail” | Sponsored by Global Risk Consultants, a TÜV SÜD Company “Partnering Against Cyberrisk” | Sponsored by AXA XL “Harnessing the Power of Data and Analytics for Effective Risk Management” | Sponsored by Marsh “Accident Prevention — The Winning Formula For Construction and Insurance” | Sponsored by Otoos “Platinum Protection: Underwriting and Risk Engineering's Role in Protecting Commercial Properties” | Sponsored by AXA XL “Elevating RMIS — The Archer Way” | Sponsored by Archer RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Kristen Peed! RIMS Events, Education, and Services: RIMS Risk Maturity Model® Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information. Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts. Have a question or suggestion? Email: Content@rims.org. Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn. About our guests: Eddie Tettevi, Sandbox Mutual Insurance CRO RIMS Canada Council Chair — DEI and Comms Janiece Savien-Brown, Metro Vancouver Shaun Sinclair, BCIT "Intentional Mentorship" improvised session from the DE&I Studio, featuring: Dionne Bowers, Co-Founder & Chair of the Canadian Association of Black Insurance Professionals (CABIP); Ray Chaaya, Head of talent for Zurich Canada; Natalia Szubbocsev, Executive Vice President at Appraisals International Inc. Production and engineering provided by Podfly.
Part 2 of Can a NeuroDiverse Couple Truly Be Happy discussion.If you missed part 1, check out the catalog as of September 1! Colleague and Neurodiverse Couple Specialist Jodi Carlton interviewed us for her show, Your NeuroDiverse Couple Podcast, Season 5. Stephanie and Dan were featured in the Couples Who are Making It! We also talk about our book Uniquely Us! Get the book here: https://www.christianneurodiversemarriage.com/uniquelyus According to our research, 10-12% of ND Christian Couples are satisfied or thriving! We can do better! Let go of religious rules and roles and seek attachment and relationship! Jodi Carlton is also an expert in the field of NeuroDiverse Marriage and specializes in cases where there is a crossover of Narcissism and Autism.
Jim, Kathy and Maureen welcome Great Friend and Colleague, Jim "Fitz" Fitzgerald to a very special cross-over episode of RCP & BCWC - To talk about Fitz' latest book and to tell the stories of their careers...See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Let's Chat!What power can four simple words hold over a life meticulously constructed? In this gripping installment of The Patience of Predators series, we witness the unraveling of Aston Cross—Manhattan's golden attorney whose perfect existence begins to fracture after finding a mysterious note on his windshield reading: "I see you, brother."The narrative pulls us through Aston's increasingly disturbed psyche as he grapples with a truth he can't understand. His reflection no longer moves in sync. Music follows him through city streets with lyrics that feel deliberately chosen to torment him. Colleagues insist they've seen him in places he knows he's never been. And those late-night phone calls—breathing on the other end of the line that belongs to no one he knows.What makes this psychological thriller so compelling isn't blood or violence but the slow, methodical dismantling of certainty. The predator in this story hunts with patience, not knives. It waits in the cracks of what Aston refuses to face, growing stronger with each moment of denial. As listeners, we're forced to question: What small notes have we been ignoring in our own lives? What truths might we be avoiding that will eventually surface?The episode concludes with five profound reflection questions that challenge us to examine our own carefully constructed identities. What would happen if the mask you spent years perfecting suddenly fell away? Sometimes the most patient predator isn't lurking in shadows—it's the truth we've been running from all along.Join our growing community of listeners exploring the darker corners of the human experience. Write a review, share with friends, or reach out through the "Let's Chat" link in the description. Remember, as we journey through these psychological landscapes together: you create your reality."True mastery is found in the details. The way you handle the little things defines the way you handle everything."
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Jim, Kathy and Maureen welcome Great Friend and Colleague, Jim "Fitz" Fitzgerald to a very special cross-over episode of RCP & BCWC - To talk about Fitz' latest book and to tell the stories of their careersSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Our Anonymous Esteemed Colleague from Episode 81 is back! Part 2/4 of their massive question, today we're talking about convincing your colleagues to schedule with the right person - you! xo Jess Join me live every week for the Monday Club inside the Leader Assistant community on Circle! Ask An Assistant Episode 81: click here Jess Lindgren 4465 E Genesee Street STE 114 Syracuse, NY 13214 Join the newsletter if you're feeling fancy: askanassistant.substack.com Patreon is another fancy option: https://www.patreon.com/jesslindgren I always love to hear from you: askanassistant.com Book a 1:1 with me: jesslindgren.com/coaching Lay your comments, questions, thoughts, and concerns on me. #askjess #askanassistant
PREVIEW. HEADLINE: Populist AfD Triples Vote in German State Election Amidst Anti-Migration Sentiment GUEST AND TITLE: John Batchelor, Host; Judy Dempsey, Colleague for the Carnegie Endowment for International Peace SUMMARY: John Batchelor and Judy Dempsey discuss the critical German state election in North Rhine-Westphalia, where the populist AfD party tripled its vote, sparking national trend concerns. Dempsey explains that anti-immigration is a "big big issue" for AfD supporters. She notes the large, integrated Turkish population, brought in the 1950s-60s to aid Germany's economic miracle, is disliked by the AfD, leading to attacks on immigrant communities. This electoral shift highlights growing societal divisions driven by migration. 1794
Most of the biggest voices on the right, in both the media and elected office, have been blaming “them” for last week's killing. “They” did it. These same voices are declaring a “war on the left.” This is divisive, dangerous stuff. If it's civil war they want, then quit hiding behind “they.” Just say it. Hosted on Acast. See acast.com/privacy for more information.
Finding a job in today's economy can feel overwhelming, but you don't have to face it alone. With interest rates remaining high and the job market slowing, this is a strategic moment to refresh your job search. By combining diligence, adaptability, and prayerful preparation, you can approach this season with confidence rooted in God's wisdom.Proverbs 27:12 reminds us: “The prudent sees danger and hides himself, but the simple go on and suffer for it.” Preparation matters—not just in life but in your job search. With the right approach, you can steward your time, skills, and relationships wisely while trusting God to guide your steps.A great place to start is your resume. Applicant Tracking Systems (ATS) filter applications before a human ever reviews them, so tailoring your resume to each job description is essential. Use specific keywords, highlight measurable results, and connect your experience directly to the role. Think of it as stewardship—presenting your God-given abilities thoughtfully and effectively.Building Relationships That Open DoorsEven in a digital age, networking is still king. Studies show up to 85% of jobs are filled through referrals, and many roles are never posted publicly. Reconnect with colleagues, reach out to mentors, and don't overlook your church community. Genuine, relational conversations—built on curiosity rather than transaction—often lead to opportunities you couldn't find otherwise.Employers are also seeking adaptable learners. Developing skills in areas like AI, digital communication, or project management shows you're willing to grow. Affordable platforms like Coursera, edX, and Google Career Certificates make it easy to build new skills that employers value.Standing Out in a Digital WorldYour online presence is often the first impression an employer has. More than 70% of hiring managers review social media profiles, and nearly half say what they find influences their decision. Clean up questionable content, complete your LinkedIn profile, and stay active with thoughtful updates. Treat it as your digital business card—when you remain visible, opportunities are more likely to find you.Interviews have also shifted online. Prepare your space, dress professionally, and look into the camera to build connection. Small details—like lighting, posture, and a thank-you note afterward—leave a lasting impact.Trusting God in the ProcessA slowing job market can stir up fear, but Philippians 4:6–7 offers comfort: “Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus.”Preparation and diligence matter, but so do prayer and trust. God orders your steps. Every interview, every connection, and every opportunity is part of His greater story for your life. Search faithfully, not fearfully, knowing He is your ultimate provider.On Today's Program, Rob Answers Listener Questions:What is the statute of limitations for a collection agency to pursue a debt I still owe?I'm thinking about applying for Social Security Disability because of a physical condition from my recent job. What are the advantages and disadvantages of doing that?I still owe $31,000 on my mortgage, but I've been paying an extra $2,000 each month. A friend told me I shouldn't rush to pay it off. What's your advice?I'm 70 years old and live in a busy part of Chicago. Due to my age and zip code, I'm being charged very high rates by insurance companies. Is that legal, and what can I do to get the best coverage for my money?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Policygenius | NerdWallet | Insurify | The ZebraCoursera | edX | Google Career Certificates | LinkedIn LearningConsumer Financial Protection BureauWisdom Over Wealth: 12 Lessons from Ecclesiastes on MoneyLook At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA) or Certified Christian Financial Counselor (CertCFC)FaithFi App Remember, you can call in to ask your questions most days at (800) 525-7000. Faith & Finance is also available on the Moody Radio Network and American Family Radio. Visit our website at FaithFi.com where you can join the FaithFi Community and give as we expand our outreach.
On this heartfelt episode, Ivey Gruber, President of the Michigan Talk Network, shares personal memories of Charlie Kirk, reflecting on their time together at events and the moments they shared as colleagues. Against the backdrop of 9/11, they discuss how these pivotal events shaped the nation and Charlie's unwavering dedication to conservative principles and American values. Gruber examines how Charlie's passing has become a breaking point for many Americans, inspiring political shifts and a renewed commitment to freedom, leadership, and engagement. This episode is a moving tribute to Charlie's life, his influence, and the lessons of courage and patriotism that resonate today.
A Democratic senator from Washington has warned of a 'distorted system' if a college sports bill passes. Correspondent Gethin Coolbaugh reports.
John Batchelor and his colleague, General Blaine Holt, a United States Air Force retired general, discussed the significance of a military exercise currently underway in Belarus involving Russia and Belarus, known as Zapad. This exercise is taking place near the NATO frontier in Poland, following an incident where drones reportedly crossed the border from Belarus into Poland. General Holt explained that military exercises offer a significant advantage. While exercises are common—with approximately 55 scheduled annually in Europe, often retaining the same names and declared routinely, such as the Zapad exercise in Belarus—they serve more than just a training purpose. General Holt described this dual function as "cocking a gun," where forces achieve a very high state of readiness. Although adversaries are typically informed in advance about these "normal boring exercise[s]," this readiness can then be utilized to launch a real operation. Beyond operational readiness, General Holt highlighted the diplomatic impact of exercises. Calling for an exercise sends a strong signal to an adversary, implying that military options are under consideration and that the situation could escalate to "something much bigger". He stressed that exercises should always act as a "flag in our brains," prompting consideration of whether they are purely for training and readiness or "something else". Overlaying the geopolitical situation onto an exercise provides a "different picture" than simply viewing it as forces preparing for future events. 1791 CATHERINE OF RUSSIA
Part of their winnings went to a kindergarten teacher they worked with who lost her battle with cancer six years ago. FULL STORY: https://www.wdjx.com/powerball-pool-of-elementary-school-coworkers-included-their-late-colleague/
PREVIEW: GAZA CITY: Colleague David Daoud comments on the pending IDF operation in the urban landscape of Gaza City. More tonight. 1922 SECOND BATTLE OF GAZA CITY.
PREVIEW: LANCASTER COUNTY HOUSING: Colleague Jim McTague comments on the rocketing cost of housing since 2021. 1912 ALLENTOWN PA
PREVIEW: NATIONAL GUARD: Colleague Richard Epstein comments on a federal court declaring the Trump administration dispatch of National Guard to troubled LA as illegal. More. 1940 LA
PREVIEW: PLUTONIUM: Colleague Henry Sokolski of NPEC comments on the question, if a nation possesses plutonium, does it have a nuclear weapon? 1945 Trinity
PREVIEW: INFORMATION WAR: Colleague Brad Bowman of FDD comments on the goal of the information war directed at the US. More. 1917 BAEDECKER PEKING
PREVIEW: QUEBEC: Colleague Conrad Black comments that the new Carney government best attend to Quebec's ambitions or face renewed interest in separation. More. 1910 OTTAWA
PREVIEW: MODI AND XI: Colleague Sadanand Dhume of AEI and WSJ comments on the long standing distrust between India and China -- unlikely to be solved by photos of Modi with Xi and Putin. More. 1922 BOMBAY
PREVIEW: AI RACE WITH PRC: Colleague Chris Riegel comments on the success and obvious advantage of the new component in the AI build out, the HBM (HIGH BANDWIDTH MEMORY) from SK Hynix of ROK, not available to the PRC to acquire without gaming. More later. 1954
PREVIEW: FRANCE IN DEBT: Colleague Anatol Lieven of Quincy comments on the poor choices for Macron and France as the government falls next week. More. 1870 PARIS
PREVIEW: PRC COAL: Colleague Cliff May comments on the irony that the PRC is praised for selling EVs and other green tech that is all produced by burning dirty coal emitting greenhouse gases. More tonight.1940 MAO.
PREVIEW: PHILIPPINES: Colleague USN Captain James Fanell (Ret) comments on the vulnerability of Luzon and other islands by the PLA. More later. 1921 MANILA
PREVIEW: COSMOS: Colleague Bob Zimmerman comments on the Webb image of the birth of a star system. More. 1958
PREVIEW: SERBIA: Colleague Ivana Stradner of FDD comments on the close working bond between Belgrade's Vucic and PRC's Xi. More. 1930 BELGRAD
PREVIEW: IRAN: Colleague Janatyn Sayeh of FDD comments on Tehran's plan to rearm for more warfare. More. 1891
PREVIEW: CRYPTO: Colleague John Cochrane comments on the uses of stablecoins for asset management. More. 1954
PREVIEW: BEIJING PARADE TRIO: Colleague General Blaine Holt USAF (Ret) comments on the image of Xi, Putin and Kim standing together to view the parade of weapon systems. Offensive. More. 1914 BAEDECKER PEKING
PREVIEW: Colleague Judy Dempsey of Carnegie in Berlin comments on the Eurosceptic phenomenon dominating the right-wing parties in the EU. More
PREVIEW: BATTLE OF THE FED: Colleague Liz Peek comments on the Wall Street expectations of cuts in the Fed funds rate and what it may mean for all home shopping. More later. 1917 FEDERAL RESERVE BOARD
PREVIEW: HOUTHIS: Colleague Jonathan Schanzer of FDD comments on the decapitation strike by the IDF that has left the Houthis in disarray. More. 1926 SANAA
PREVIEW: CCP PARADE: Colleague Mary Kissel comments on the incessant military boasting by the PRC. More later. 1958 WELCOMING KIM OF DPRK.
PREVIEW: KING CHARLES.: Colleague Gregory Copley comments on the challenge for the King to steady the brittle Starmer government and at the same time to reassure the public watching the doubts in leadership. More. 1901 OLD HOUSE Comment on Excerpt from "P-COPLEY-KING-9-2.mp3": This segment introduces a discussion about the upcoming state visit of Donald Trump hosted by the King and Queen of England, Canada, Australia, and New Zealand. The conversation highlights significant turmoil within the London government, citing unresolved issues such as migration, unfulfilled promises by the Labour Party, an unsettled budget, and a dispute in Downing Street between the Prime Minister and the Chancellor of the Exchequer. A key question posed is whether the King can intervene to help calm the situation, similar to his earlier role in quelling riots related to migration. However, the effectiveness of his intervention in the current climate remains unclear, with Gregory Copley noting the King must be careful not to take sides. Comment on Excerpt from "P-COPLEY-KING-9-2.mp3": This excerpt delves into the King's influence and the delicate balance he must maintain to avoid appearing political, especially concerning "visceral street causes" related to people's economic well-being. While the King can exert pressure on Prime Minister Starmer, Starmer is described as "tonedeaf," failing to recognize help. Notably, the King previously "bailed out" the Labour administration by calming massive street riots and is expected to do so again. However, there's a limit to how much people can be appeased when continually ignored or subjected to adverse social and economic conditions. The segment also suggests a potential "revolt" and leadership change within the Labour Party at some point.
PREVIEW: IMF BAILOUT: Colleague Joseph Sternberg of WSJ comments on the hypothetical that the IMF moves to bailout the debt-laden economies of London. More. 1901 THE ROYAL EXCHANGE AND THE BANK OF ENGLAND Comment on Excerpt from "P-STERNBERG-IMF-9-2.mp3": This segment introduces a significant debate concerning the International Monetary Fund (IMF) potentially bailing out the French and British governments. The idea is presented as if these major economies were small countries like Argentina, struggling and "out of whack". Joseph Sternberg explains the necessity and purpose of this debate, ultimately clarifying that both France and Britain are considered "too big to be bailed out" by the IMF. The segment sets the stage for understanding why such a notion, despite its apparent unfeasibility, has become a topic of discussion in London and Paris. Comment on Excerpt from "P-STERNBERG-IMF-9-2.mp3": This excerpt clarifies why the notion of an IMF bailout for France and Britain is largely symbolic rather than practical. The reality is that these countries are "far too big" for the IMF to realistically bail them out, despite its approximately one trillion US dollars in lending capacity. This capacity is sufficient for smaller economies like Pakistan or Greece, as seen 15 years ago with the Greek bailouts. However, for economies ranked as the sixth and seventh largest globally, with immense debt piles, the IMF cannot provide meaningful external assistance. Therefore, the crux of the debate in these countries is not about the feasibility of a bailout, but rather about the "policy conditions" the IMF would impose if such a bailout were to occur.
Preview: Puerto Rico. Colleague Mary Anastasia O'Grady reports on the PROMESA Board that has failed to resolve bankruptcy events of ten years past and has now been fired by POTUS. More later. 1930
Preview: Interstellar. Colleague Bob Zimmerman comments on the splendid results of Comet 3I/Atlas. More later.
Preview: AI. Colleague Brandon Weichert of National Interest comments on how he integrates AI into his work. More later. 1955
Preview: Parmigiano Reggiano. Colleague Lorenzo Fiori in Milan provides recipes for the success of two Italian made cheeses, Parmigiano and Grana Padano, that are in the news for higher tariffs. More later. 1790 MILAN
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