Podcasts about Conley

Your feet hit the ground thousands of times a day—yet most people treat them like fashion accessories instead of foundations.Toe spacers. Barefoot shoes. Miracle insoles. Bunion fixes.Social media has turned foot health into a trend—but pain, plantar fasciitis, bunions, and heel issues keep rising.In this episode, we cut through the noise with Dr. Courtney Conley, one of the most trusted voices in foot health and human movement. We break down what's actually supported by biomechanics and evidence—and what's just well-marketed hope.This is a practical, no-nonsense conversation for people who are active, successful, and quietly frustrated that their feet keep holding them back.In this episode, we cover:How to spot foot health red flags that signal marketing—not real biomechanicsToe spacers: what they help, what they don't, and how to use them safelyBarefoot and minimalist shoes—who they help, who they hurt, and how to transition without injuryBunions: what can improve pain and function conservatively—and what usually won't reverseOrthotics: when they're smart, when they're a distraction, and how to pair them with real foot strengthPlantar fasciitis and heel pain: the highest-ROI strategies people overlookHeel spurs explained—and whether injections actually make senseWhy walking is a longevity skill, and the 3 foot metrics that matter most for lifeIf foot pain has been limiting your workouts, your walking, or your confidence in movement, this episode will change how you think about your feet—and your shoes.About the GuestDr. Courtney Conley is a foot and ankle specialist, educator, and co-founder of Gait Happens, a globally recognized foot health education platform. She specializes in biomechanics, gait analysis, injury prevention, and helping people build stronger, more resilient feet through evidence-based strategies. Dr. Conley is widely known for translating complex foot science into practical tools athletes, clinicians, and everyday people can actually use. Learn more about Dr. Courtney Conley and her work: https://gaithappens.comWe are two sports chiropractors, seeking knowledge from some of the best resources in the world of health. From our perspective, health is more than just “Crackin Backs” but a deep dive into physical, mental, and nutritional well-being philosophies. Join us as we talk to some of the greatest minds and discover some of the most incredible gems you can use to maintain a higher level of health. Crackin Backs Podcast

How do we respond when God moves right in front of us?In this message, Pastor Bayless walks through Mark 3 and sees how Jesus brings healing while confronting hardened hearts. As crowds gather and miracles happen, Scripture reveals the danger of resisting the work of the Holy Spirit and the call to keep our hearts soft, responsive, and open to what God wants to do.

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

In episode 157, we're joined by Hell Cat Cait Conley - a decorated combat veteran and national security expert running for Congress in New York's 17th District. From protecting our democracy to fixing what's broken in Washington, Cait shares why it's time for leaders who know how to get sh*t done.Resources:* Cait Conley for Congress Website* Hell Cats Website* Donate to Cait's Campaign:* ActBlue* Numero* Cait's Social Media:* Instagram* Facebook* X/Twitter* BlueskyConnect with USS:* Substack* Instagram* TikTok* YouTube* ThreadsThis episode was edited by Kevin Tanner. Learn more about him and his services here:* Website* Instagram This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.unitedshestands.com/subscribe

Episode 207: The Murder of Carlene ConleyIn March 2015, Paige Conley called 9-1-1 to report she had found her mother dead. When officers arrived, they found Paige covered in her mother's blood. Paige's statements as to what happened were ever changing, and soon the history of Paige's violence toward her mother was revealed. It wasn't until a trial in 2017 that the truth came out. US National Domestic Violence Resources: thehotline.org; Call 1800-799-7233, or text START to 88788 Tune in to this episode to learn more!Email us at: abouttime4tc@gmail.comFollow us on IG: about.time.for.true.crime.podLinktreeDon't forget to rate, follow, download, and tell a friend!Sources: 123456Evil Lives Here S14E06

What does it really mean to say that Jesus is King?In this message, Pastor Harrison Conley teaches through Mark 1 and introduces the Gospel as a bold declaration of Jesus' authority and reign. He unpacks how the arrival of King Jesus calls for repentance, faith, and a complete reordering of our lives around Him. Be encouraged to respond to the gospel not as information, but as a call to follow Jesus with full allegiance.

In this special short episode of Gangland Wire, Gary Jenkins presents a wild and largely forgotten chapter from Bob Cooley’s life—the former Chicago Outfit fixer, gambler, and lawyer whose career straddled the worlds of organized crime, corruption, and courtroom drama. Fresh off a long-form interview with Cooley, Gary pulls out a standalone story that feels almost too strange to be true: Cooley's first real legal case, involving the infamous Chicago martial arts cult figure Count Dante, self-proclaimed “Deadliest Man Alive.” The episode revisits 1970s Chicago, when Count Dante ran multiple dojos across the city and cultivated a fearsome public image. A rivalry with a competing martial arts school—the Green Dragon Dojo—boiled over into violence when Dante and his followers stormed the school armed with medieval-style weapons. The confrontation ended with one man dead, and Dante charged with murder. At the time, Bob Cooley wasn't even officially a lawyer yet—he had just taken the bar exam and was still working as a Chicago police officer. Despite that, Count Dante tracked him down, hired him on the spot, and insisted Cooley would be his attorney. What followed was a surreal two-year relationship involving Chicago nightlife, the Playboy Club and Mansion, mob figures, bar fights, and mounting public attention. When the case finally went to trial, the courtroom devolved into chaos as rival martial artists from both sides reenacted the violence with shouting, threats, and theatrical testimony. The judge, fed up with the spectacle, dismissed the case outright—instantly launching Bob Cooley's reputation as a lawyer who had “beaten” a murder charge. Get Bob Cooley’s book When Corruption Was King. Hit me up on Venmo for a cup of coffee or a shot and a beer @ganglandwire Click here to “buy me a cup of coffee” Subscribe to the website for weekly notifications about updates and other Mob information. To go to the store or make a donation or rent Ballot Theft: Burglary, Murder, Coverup, click here To rent ‘Brothers against Brothers’ or ‘Gangland Wire,’ the documentaries click here.  To purchase one of my books, click here. [0:00] Hey guys, this is a little shorty, uh, part of the long interview I did with Bob Cooley, former Chicago outfit, mob fixer, lawyer, uh, general man about town gambler been in, uh, not in witness protection, but he has been off the radar for several years and in hiding. He recently came back and he got hold of me and he wanted to come on the podcast. And you know, I’ve done one story about him, part of his story. This is another part of his story that’s kind of separate from everything else. It’s about a guy by the name of Count Dante. Now, he was kind of well-known in Chicago at the time back in the 70s. You’ll see some images of him in the show. He liked Bob. He got hold of Bob, and he wanted him to defend him. And Bob wasn’t even out of law school yet, but he wanted him to defend him. He had got in an argument with something called the Green Dragon Dojo. He had a dojo, and he had a whole bunch of dojos around town. [1:04] And he was pretty successful, but he built himself as a deadliest man alive. And this other dojo, they said something bad about him or something. I don’t know exactly how it started. So he took a crew of his and went over to the Green Dragon Dojo and kicked in the front door and went in. they had a big battle and they had maces and spears and, and a huge big fight. And somebody ends up getting killed in this fight. So they charged the count with murder and end up going to trial. Uh, Bob’s got, he’ll talk a little bit about it and, and, and his relationship with the count. They became good friends and he did a lot of stuff with the count over two years. It’s, uh, he didn’t say a lot, but, uh, enough to let you know that he and the count were, were pals for a while. In the end, Bob defends him. He’s just out of law school. It was first case, really first client, I think maybe. And they go to trial and, and both the prosecution puts on all their. [2:03] Prosecution witnesses, which are people of this Green Dragon dojo. And then Bob puts on the count and some of his people. And by the time they get done screaming and yelling and almost replaying this whole fight in the courtroom, the judge is so fed up with the whole thing that he just dismisses the whole case. And of course, when the count, he goes around telling everybody how Bob Cooley helped him beat a murder case. And from then on, you know, that’s the start of his reputation as a lawyer so it’s a it’s a hell of a story i’ll tell you that right now it’s a it’s a heck of a story so i’m in the police station now i’m in in fact after that that’s when i got involved out there with all the mobsters and the rest of them in the 18th district when i wasn’t able to work i was i was working undercover out there with them because it was something to do and uh. [2:58] I’m in the police station. I get a call to come into the police station because I’m in law school. I had just taken the bar. I had just taken the bar, and I knew I passed it. I just did. I never had a problem with anything. I knew that it was just a matter of when I’d be practicing law. I get a call to come into the police station. And when I come in there, there was this silly looking guy with a cape, with one of those, a C-tooth mesh outfit with a cape on and using blue eyes and with what I call the Dante beard. And he says, you’re Bob Foley? Yeah. Yeah. He says, you know, can I talk to you? [3:46] Can I talk to you? And I said, he says, John Began told me that, you know, this is where you’re working now. He said, I’d like to talk to you. He said, I have a little problem. And we go upstairs. His little problem was it was front page news in the papers. And I didn’t notice it or realize it. He was involved. He was charged with murder because he had been involved in that situation up there at the Green Dragon. He had broken in there, and they had killed, and his friend Jim Concevic had gotten killed. But anyhow, he said, and I’m charged with murder. He says, and I want to hire you. I says, you want to hire me? I says, I’m not a lawyer yet. He says to me, I’ve been following you. I’ve been, he says, I’ve noticed, I’ve known who you were for a long time, he said, and I’ve really been anxious to maybe get to, you know, I didn’t know where you were or whatever happened to you, he said, but he said, he said, I knew you at Mount Carmel, he said, you were a wrestler, he said, I was a wrestler too, he said, I was a wrestler too, and I didn’t remember his name, because it was John Kean at the time, I didn’t, I didn’t remember him, you know, for anything. He says, I haven’t passed the bar yet. He says, but John, sure you are, and I’m sure you will. [5:16] And if you don’t pass the bar, I want you to find me somebody. He says, because John tells me, you know all kinds of people. You have a lot of connections, which I did. I had been friendly with a lot of judges and a lot of other people who had known me for a number of years as a policeman and whatever. And when I first started practicing, even before I started practicing, a lot of these were friends of mine at the time. But anyhow, he says, so he gives me $5,000, and he says, and he said to me, if you don’t, he said, I said, well, then here’s what you can do. I said, and he had one of the big-name lawyers in Chicago. I think his name was Conley. He was one of the top lawyers in the city. Just tell him, tell him, continue. You don’t want to, because the case was set for trial. It was supposed to go to trial in a couple of weeks. Oh, yeah. I says, tell him you want to get it continued. Yeah. No way. This is front page. This is front page. Newspaper. Yeah. [6:26] The deadliest man in the world. And it was, you know, when they broke into this place and constipated a spear put through him, the count had pulled the guy’s eye out or whatever. This is at this Green Dragon. It was like a Green Dragon. It was a restaurant. No, no, no. The Green Dragon was a school. It was a Kung Fu school. Oh. In the Kung Fu school, they teach you how to use weapons, maces and swords and daggers. The Count had a number of skulls, but they were skulls just to teach you how to fight with your hands and teach you how to do it, you know, not with weapons, just by your hands. They broke the count. [7:12] The place itself had like one of those real thick wooden doors. I don’t know how he did it, but he broke it off the hinges when he went in there, and he came in with like four people. There were four people and himself, Joey Casello, Konsevic, and I forgot the other two guys’ names. But they broke in there. When they broke in there, one of the guys came at the count with one of those maces, those big ball things that you throw around. And the count took his eye out. He blocked it, took his eye out. Wow. In Konsevic, they threw a spear through him. They first hit him with a, and they put a spear right through him. What was this all about? What was the deal? What had happened was the count, the count got a call from the guy, the guy who owned it. They were competitors. The count had all kinds of these schools. And the other guy from the other school, the count had about six schools all throughout the city. [8:17] The other guy that owned that called the count and called him a pussy. He called him because he was upset because a lot of his students were going to the count. And he calls up there and basically said, you’re nothing but a pussy or something like that. Whatever he said, I don’t know what it was. But the count told him, you motherfucker, I’ll see you. And with six of his guys he went over there and broke in the door during one of the classes, and that’s when this quick fight broke off but when Tonsavik got stabbed he ran about a block away and that’s when he fell over for dead, so anyhow so you got a continuance I assume you got a continuance so then what happened at trial was this one of your early fixes you got put in for this dude. [9:13] Well as i said i’m i’m not even practicing yet i just said i just get them i i had taken the bar already and the results were going to be coming out the results are going to be coming out real soon because it had been about maybe two months or three months since i had taken them and uh and i told them i said well i said if or he said let me too if you can’t if you don’t pass the bar I’d still like you to find me Find me a good lawyer or whatever Because I have, you know, John has all kinds of faith in you And I’ll have all kinds of faith in you, And I won’t. [9:53] And that same night, in fact, the same night, we go out together. He wants to go out. He wants to take me out to dinner over at the Playboy, and he wants to take me over into the mansion and take me to the mansion with him. And why not? You know, so anyhow, we go out that night, the very first night we go out and went to the Playboy Club itself. We had dinner, and we went over to the mansion, and he introduced me to Hugh Hefner and some of those people there. He tells me this is going to be my lawyer, he says, this is going to be my new lawyer. He’s a policeman in that district yeah, I’m there in 18 at the time I’m there in 18 at the time. They all probably thought he was crazy too a lot of people thought he was crazy when he indicated I’m continuing to make a case until I, until i get him but anyhow uh now during that same period he’s calling me all the time he wants to go out with me and and he’s going out we’re getting we’re getting into two or three different fights in different areas he was after you know i think he was looking to start fights with people, and and he’s telling the people now everybody uh. [11:15] I’m one of the toughest people he’s ever met. This is what he’s telling everybody. Here’s the deadliest man alive, and he’s telling these people that. Yeah, be careful what that guy would claim. [11:30] Including, you know, with all these people, with all these people that I’m involved with now, Marco D’Amico and Ricky Borelli and all these mobsters. And I took him one time over to the club and introduced him so he could say hello to these people. [11:53] What happened at trial? Yeah. Oh, I’m not guilty. Okay. It was about maybe about two weeks later when I got the results, I passed the bar. Yeah. Now the lawyers were going to be sworn in, and it was going to be two or three weeks afterwards. My father knew a judge in Springfield. And my father, we took a train ride down to Springfield, and I got sworn in the next day. The judge in Springfield swore me in. So now I’m a lawyer. Now I’m a lawyer. And so I go and I file my appearance right away. Right away on him. The same day, I quit the police department. I resigned. I resigned from the police department. In fact, I had already had four or five other cases already lined up before I even got on. before I even got off the job. And we went to trial. We went to public sites. Now we’ve got a new lawyer. [13:05] A new lawyer. Bob Cooley. Who the hell is he? I mean, a lot of people knew me in the court system because— But not like that. Well, not just—yeah, because I was involved in all kinds of trials. I had made all kinds of arrests, and I knew a lot of these people. Thanks a lot for listening and keep coming back. I keep putting something out all the time. Thanks guys.

Text: Revelation 4-5   The Enthroned Creator Who is Holy (Revelation 4) This scene is marked by awesome displays of God's power and glory. This scene displays God sitting on His throne and receiving the praise that is due His Name.   The Enthroned Lamb Who is Worthy (Revelation 5) Jesus is the worthy Redeemer who alone can open the title deed to the earth, which seals represent God's plan for judgment and the establishment of His eternal kingdom. Jesus is the Lamb of God who was slain for our redemption. Therefore, Jesus is worthy of all praise, honor, glory, and blessing.   Application: Because Jesus is the Lamb on the throne, we must give Him our unswerving devotion and unending worship.

Brooklyn Nets vs. Minnesota Timberwolves NBA Pick Prediction by Tony T. Nets vs. Timberwolves Injuries Highsmith is out for Brooklyn. Shannon is out with Conley and Edwards questionable. Recent Box Score Key Stats Nets at Timberwolves 8PM ET—Brooklyn improved to 9-19 following their 114-106 road victory against Philadelphia. Nets shot 43% with 38% from three. Michael Porter scored 28 points with five rebounds. Egor Demin chipped in with 20 points and five assists. Brooklyn allowed 41% shooting with 26% from three. Minnesota fell to 20-11 after their 142-139 road defeat against Denver. Timberwolves hit 49% with 27% from three. Anthony Edwards led with 44 points with six rebounds. Julious Randle supported with 32 points and seven rebounds. Minnesota allowed 47% shooting with 44% from three.

Christmas Eve Service   Texts: Isaiah 53:1-6; 1 Peter 2:24-25   Jesus Suffered as the Rejected Servant (Is. 53:1-3) Jesus came to earth in humility to a people that did not recognize or accept Him. Jesus' experience on earth was marked by grief and rejection.   Jesus Suffered as our Sin-Bearing Servant (Is. 53:4-6) Jesus entered into our sorrows and griefs by bearing the weight of our sin. Jesus' death led to our spiritual healing and our sins being forgiven.   Jesus Succeeded as our Victorious Savior (1 Peter 2:24-25) Jesus' death was effective to save us, empower us to die to sin, and live righteously. In Jesus, we have a Shepherd who loves and pursues us.

In this Christmas Eve message, Pastor Bayless Conley reminds us that God's work is generational and that we are called not only to burn brightly, but to help others do the same. Be encouraged to pass on your faith, invest in the next generation, and let the light of Jesus continue to shine through your life and those who come after you. Merry Christmas, Cottonwood.

Texts: Matthew 1:18-25; John 3:11-15; Matthew 9:1-8, 20:17-28; Daniel 7:9-14; Matthew 25:31-34, 41; Revelation 1:12-18   The Son of Man Condescended to Us as the God-Man (Matt. 1:18-25; John 3:11-15) Jesus came to earth as both fully God and fully man. Jesus came to earth as the prophesied Messiah to save His people from their sins.   The Son of Man Came to Sacrifice His Life to Forgive Sinners (Matt. 9:1-8; 20:17-28) Jesus came with the authority to forgive our sins. Jesus came with the mission to give His life as a ransom for sinners.   The Son of Man Will Come as the Eternal King and Exalted Judge (Dan. 7:9-14; Matt. 25:31-34, 41; Rev. 1:12-18) Jesus is the eternal King who will judge the wicked and bring His people into His glory. Jesus is the glorious King whose kingdom will never end.   Application: Because Jesus is the Son of Man, we have a God who became like us, a Savior who forgave us, and a King who welcomes us. O come let us adore Him!

This episode of VHHA's Patients Come First podcast features features Kirkpatrick “Kapua” Conley, MHA, FACHE, Senior Vice President and Acute Care Market President for the Sentara Health Eastern Market. He joins us for a conversation about his work and professional journey, the Sentara's CARES team, and more. Send questions, comments, feedback, or guest suggestions to pcfpodcast@vhha.com or contact on X (Twitter) or Instagram using the #PatientsComeFirst hashtag.

In this message, Harrison Conley reflects on the star that led the wise men to Jesus and what it reveals about our lives today. Just as God used a light to point the world to Christ, He still desires to use our lives to shine clearly and lead others to Him.As we approach Christmas Eve, this message invites us to belong fully to Jesus, stay in motion toward Him, and stop looking for fulfillment anywhere else. A timely reminder that Jesus is enough and that the Light of the World continues to shine through surrendered lives.

Milwaukee Bucks vs. Minnesota Timberwolves NBA Pick Prediction by Tony T. Bucks vs. Timberwolves Giannis and Prince are out for Milwaukee. Conley is questionable for Minnesota. Recent Box Score Key Stats Bucks at Timberwolves 7PM ET—Milwaukee fell to 11-17 following their 111-105 home defeat against Toronto. Bucks shot 45% with 41% from three. Kevin Porter produced 22 points with 13 assists. Bobby Portis off the bench had 24 points with 12 rebounds. Milwaukee allowed 50% shooting with 37% from three. Minnesota improved to 18-10 with their 112-107 home victory against Oklahoma City. Timberwolves hit 38% with 35% from three. Anthony Edwards led the team with 26 points and 12 rebounds. Julious Randle contributed 19 points with eight rebounds. Minnesota allowed 37% shooting with 28% from three.

In this episode of The Body Pod, we sit down with chiropractor and foot/gait expert Dr. Courtney Conley to explore why foot health is the foundation of strength, balance, mobility, and longevity—especially for midlife women. Many women experience chronic pain, plantar fasciitis, poor squat mechanics, and increased fall risk without realizing the feet play a critical role.We break down how modern footwear, weak feet, loss of sensory input, and overreliance on orthotics can disrupt movement patterns, pelvic stability, hormone regulation, and nervous system function. Dr. Conley explains the powerful connection between the feet, pelvis, core, and brain, and why rebuilding foot strength is essential for aging well, preventing injuries, and maintaining confidence in movement. This conversation delivers practical, realistic strategies for improving foot strength and mobility, including footwear choices, toe strength exercises, calf training, balance work, and safe transitions away from orthotics. Whether you're dealing with foot pain, instability, or want to build a stronger body from the ground up, this episode offers actionable insights to help women move better and stay resilient for decades.

Foot and gait specialist Dr. Courtney Conley connects plantar fasciitis, bunions, knee and back pain to weak feet—and explains why foot health may influence longevity and brain health.15 Daily Steps to Lose Weight and Prevent Disease PDF: https://bit.ly/46XTn8f - Get my FREE eBook now!Subscribe to The Genius Life on YouTube! - http://youtube.com/maxlugavereWatch my new documentary Little Empty Boxes - https://www.maxlugavere.com/filmThis episode is proudly sponsored by:Puori provides IFOS-certified, high potency fish oil to satisfy all of your omega-3 needs! Plus a ton of other high quality, rigorously tested supplements (protein, creatine, and more). Visit ⁠Puori.com/MAX⁠ and use promo code MAX to get 20% off site-wide.Momentous holds its products to rigorous quality and purity standards set by the NFL and NBA. I use their creatine and protein regularly. Head to livemomentous.com/genius or use code GENIUS for 35% off your first subscription.Our Place makes beautiful, toxin-free home cookware, free of PFAS and Teflon! Save up to 35% sitewide now through January 12th at http://fromourplace.com/max

Emily Conley, CEO of Berkeley, CA-based Renasant Bio, on developing small molecule correctors and potentiators for autosomal dominant polycystic kidney disease (ADPKD).

Texts: Genesis 49:10; 2 Samuel 7:12-16; Isaiah 9:6-7; Zechariah 9:9; Matthew 21:1-11; Colossians 2:11-15; Revelation 19:11-16   Jesus is the Promised King (Gen. 49:10; 2 Sam. 7:12-16; Is. 9:6-7) Jesus is the promised ruler that would come from the tribe of Judah to fulfill the Davidic covenant as the One who would reign forever with justice and righteousness.   Jesus is the Savior King (Zech. 9:9; Matt. 21:1-11) Jesus is the Savior who triumphantly rode into Jerusalem in fulfillment of prophecy to eventually die on the cross for our sins. Jesus is the Savior whose reign results in our salvation.   Jesus is the Victorious King (Col. 2:11-15; Rev. 19:11-16) Jesus is the King who triumphed over sin and Satan so that we may be alive in Him. Jesus is the undisputed King of kings and Lord of lords who reigns victoriously over all.   Application: Because Jesus is our conquering King, we are more than conquerors through Him and will never be separated from His love! (Romans 8:37-39)

Why did God choose angels, shepherds, and lambs to announce the birth of Jesus?In this message, Pastor Bayless Conley teaches from the Christmas story in Luke and shows how every detail points to Jesus as the Lamb of God who came to bring salvation and forgiveness. Be encouraged to reflect on the meaning of Christ's birth and the hope He offers to every person.

Texts: Hebrews 4:14-16; 7:1-28; 10:19-25   Jesus is the Sympathetic Priest Who We Can Approach Confidently (Heb. 4:14-16) In Jesus we have a compassionate priest who perfectly understands our condition. In Jesus we have an effective priest who has given us complete access to God. Through Jesus, we can hold fast to our confession of faith.   Jesus is the Eternal Priest Who Saves Us Completely (Heb. 7:1-28) In Genesis, Melchizedek foreshadows Jesus' character, ministry, and supremacy. Jesus is the greater and eternal Priest-King who intercedes for and saves sinners to the uttermost by His once-for-all death on the cross.   Jesus is the Great High Priest Who Calls Us to Live Righteously (Heb. 10:19-25) Because of what Jesus accomplished as our Great High Priest, we are live holy lives with unwavering confidence in His faithfulness. Because of what Jesus accomplished as our Great High Priest, we are to motivate one another to love and good works.

Texts: Deuteronomy 18:15-19; Luke 4:16-21, 24:44-48; Hebrews 1:1-4   Jesus is the Foreshadowed Prophet of Promise (Deuteronomy 18:15-19) The Lord promised that a prophet like Moses would come to His people to speak His Word to their hearts.   Jesus is the Fulfillment of Prophecy (Luke 4:16-21, 24:44-48) Jesus announces that the prophecy of Isaiah 61 has been fulfilled in His arrival and forthcoming ministry. Jesus is the fulfillment and focal point of all Scripture.   Jesus is the Final Word of God (Hebrews 1:1-4) All other prophets of God were pointing us to the final Prophet who would be God's final Word to us.  Jesus is supreme in His divine power to create the world, sustain all life, and save sinners.

We chatted with Jace Frederick of the Pioneer Press as the Timberwolves cannot seem to hold on to a lead late and get his reaction to some bad losses, ANT not being himself, Mike Conley continuing to find his role on this team and get Jace's prediction on Brosmer leading the Vikings on Sunday!

Welcome to the Nothing Shocking Podcast episode 307 with our guest Clint Conley (Mission of Burma and Consonant).  We discuss his work in broadcast journalism, Mission of Burma, Consonant, an more!   For More Information: http://missionofburma.com/   Please like our Facebook page: https://www.facebook.com/nothingshockingpodcast/  Follow us on X at  https://twitter.com/hashtag/noshockpod.   Libsyn website: https://nothingshocking.libsyn.com For more info on the Hong Kong Sleepover: https://thehongkongsleepover.bandcamp.com Help support the podcast and record stores by shopping local at   Big Stricks Vinyl Records and Sports Cards - https://www.facebook.com/p/Big-Stricks-LLC-61560351678007/

Text:  Genesis 22:1-24   An Ultimate Test of Faith (Gen. 22:1-2) God tested Abraham's faith by commanding him to offer up his son Isaac as a sacrifice. God tests us to prove the genuineness of our faith and produce steadfastness (James 1:2-4).   An Undaunted Act of Obedience (Gen. 22:3-10) Abraham responds to God in faith, acting in obedience to God's command. Abraham believed that God would provide a lamb for the sacrifice and take care of his son. (Heb. 11:17-19)   An Unfailing Provision of Grace (Gen. 22:11-14) Abraham proved that his faith in God was genuine. God stays Abraham's hand and provides the sacrifice that was required. Jesus, the true and better Isaac, is the sacrificial lamb of God who would be slain for our redemption.   An Unwavering Promise of Blessing (Gen. 22:15-24)  God rewards Abraham for his obedience and reassures Abraham of His promise to bless him and his offspring.

How long would you fight for  something you believed in? For Lyda Conley, the answer was her whole life. Born in the late 1800s, Lyda saw a period of great change in America, especially in her home state of Kansas. As new buildings sprang up around her, she worried about what would happen to her family's land. In 1906, she launched a mission to save her ancestors' burial ground. Her never-ending fight led her to become the first Native American woman to argue a case before the U.S. Supreme Court. About Honest History Honest History creates award-winning books, magazines, and this show for young historians across the world. Our mission is to inspire kids to create a positive impact on history themselves. Learn more at honesthistory.co and @honesthistory. Credits This episode was written by Heidi Coburn, narrated by Randall Lawrence, and produced by Robot Pirate Media. Original theme music was written and recorded by Luke Messimer. More Enjoy this episode? Share with your friends and don't forget to rate and review. See you next time!

Get my new book: https://bronsonequity.com/fireyourselfDownload my new special report - How to Use Inflation to Your Advantage - www.bronsonequity.com/inflationIn this episode of The Mailbox Money Show, host Bronson Hill and co-host Nate Hambrick dive into one of the most unique—and overlooked—real estate asset classes in the U.S.: marinas. With over 10,000 marinas nationwide and less than 5% consolidated by major operators, this niche offers remarkable opportunities for passive investors seeking strong cash flow, high occupancy, and compelling returns.Joining the show is Josh Conley, COO of New Haven Marinas. Coming from a successful background in oil and gas, Josh now leads operations in a rapidly expanding marina portfolio backed by private equity partners. He grew up around marinas, understands the culture, and now helps investors access an asset class that behaves like “multifamily on the water”—with year-round demand, surprisingly low turnover, and impressive IRRs.Josh shares what makes marina investing so attractive, how it compares to more traditional real estate categories, what risks operators must navigate, and why this sector is poised for significant consolidation and growth.If you're curious about alternative real estate opportunities, want to understand the economics of marinas, or are looking for ways to diversify beyond multifamily and self-storage, this conversation opens the door to a whole new world of mailbox money.TIMESTAMPS00:42 – Season 4 kickoff of the Mailbox Money Show01:16 – Buying insurance contracts as an investment02:38 – Guest Intro: Josh Conley03:36 – Leaving corporate after repeated layoffs04:41 – How Josh entered the oil & gas world05:54 – Transition from oil & gas to buying marinas07:18 – Marinas as “multifamily on the water”08:31 – U.S. marina fragmentation: only 5% consolidated09:28 – Typical slip sizes, occupancy, and pricing10:21 – Evictions and turnover dynamics in marinas12:40 – Why marinas maintain near-100% occupancy13:37 – Underpriced, mom-and-pop marina opportunities16:59 – Typical marina deal structure and leverage17:40 – Cap rates: marinas vs multifamily18:44 – Target returns: 30%+ IRR18:56 – Major risks: weather, flooding, drought22:41 – Marina revenue mix: slips + ancillaries24:36 – Private equity entering the marina space27:39 – Comparing marinas to other niche asset classes33:38 – How to connect with Josh and New Haven Marinas35:03 – Why investors should learn the marina space now36:50 – Final takeaways on high-cash-flow marinasConnect with the Guest:Website: newhavenmarinas.com#MarinaInvesting#AlternativeAssets#CommercialRealEstate#RealEstateInvesting#CashFlowStrategies#PassiveIncome#MarinaOperations

I had the great opportunity to chat with Conley Crimmins about the stunning Cloudland at McLemore Resort. In this episode you will learn a little bit about the history of Cloudland, the prestige cliff-side courses, and what all this resort has to offer. Being so close to where I live, I have had the opportunity to visit several times, and each time I am visiting I am blown away with the beauty surrounding the hotel and attention to detail within the hotel. From the delicious restaurants, gorgeous views, and relaxing spa, you can both indulge and explore while in the mountains of Northwest Georgia. Check out Cloudland at McLemore through Instagram and their website. Support the showAs always thank you for listening to the podcast! My website is the BEST place to purchase your next itinerary or concierge guide, shop my links, or listen to more episodes of Indulge & Explore. Don't forget to follow along with me on Instagram for great travel content!Leave a review and in the meantime keep indulging and exploring!

Text: Genesis 21:1-34   God's Promise is Fulfilled (Gen. 21:1-7) God proves to be true to His Word as Isaac is born to Abraham and Sarah. Isaac's name (laughter) is proof of God's grace to Abraham and Sarah.   God's Promise is Preserved (Gen. 21:8-21) God sets apart Isaac as the one in whom the promise would be fulfilled. God's electing grace and common grace are on display with Isaac and Ishmael. Galatians 4:21-31 portrays this event as an allegory and how it applies to the Gospel and our identity in Christ.   God's Promise is Progressing (Gen. 21:22-34) Abimelech's treaty with Abraham proves that God's promise of land to Abraham's offspring continues to advance. As Abraham plants a tree in Beersheba, he is planting his faith in an everlasting God who keeps His promises.

Have you ever wondered what true freedom in Jesus looks like?In this message, Pastor Bayless Conley teaches from Luke 4, where Jesus declares that He was anointed to bring freedom, healing, and restoration. Just as the Year of Jubilee released captives and returned what was lost, Christ offers that same liberty to us today—spirit, soul, and body.

As the harvest comes to a close, many farms are already negotiating their land rental agreements for 2026. Kelly Wilfert, UW-Extension Legal Specialist, says that getting things in writing is really critical. In speaking with Jill Welke, she says simple things like hunting rights during a lease should be written down. It protects not only the renter, but also the property owner. Warmer temperatures on the way, but don't get too comfortable. That's the advice of Stu Muck. Wisconsin will get back to feeling more "normal" temperatures at the beginning of next week. While the government is officially reopening, the workload that federal employees and agencies will have to overcome is large. Kiley Allan finds out about how the shutdown impacted growing season research with Dr. Shawn Conely, UW-Extension Soybean Specialist. Conley says a lot of the end-of-season harvest data was a "guess" without USDA's National Ag Statistical Service. What's more concerning to him is the delay in grant funding that's happened because of the shutdown. The talk/text line has been alive with activity from listeners sharing their Northern Light experiences. It's perfect timing since we're experiencing a solar maximum. What is it? Ben Jarboe finds out with Shawn Dahl, service coordinator with the Space Weather Prediction Center. If you've had issues this week with your phone, GPS, or yield monitor - this might explain it. Some USDA information trickled into the marketplace this week and it wasn't good news for dairy. Jenny Wackershauser, dairy analyst with EverAg in Platteville, joins Pam Jahnke to talk about the latest milk production numbers. While the market knew there would be growth, she says milk production went up over 4%. That was a surprise. Wackershauser goes on to note that there's still plant expansion happening in some regions, giving a "home" for that expanded milk. Internationally she says they're still hearing positive sales, but with the government reporting coming back online, that proof is yet to be shown.See omnystudio.com/listener for privacy information.

Text:  Genesis 20:1-18   Abraham's Besetting Sin (Gen. 20:1-2) At the crossroads of faith and unbelief, Abram responds in unbelief, just as he did before in Genesis 12:10-20.   God's Sovereign Intervention (Gen. 20:3-7) Abraham's sin seemingly put God's covenant in jeopardy. God shows Himself to be sovereign over all things as He restrains Abimelech and protects Sarah.   Abimelech's Strong Confrontation (Gen. 20:8-13) Abimelech confronts Abraham's lying and deceptive behavior. Abraham is caught in his sin, proving that he had misjudged Abimelech and did not trust in the Lord.   God's Gracious Providence (Gen. 20:14-18) God displays His grace and providence by bringing healing to Abimelech and blessing to Abraham.

“Toe strength is the secret sauce,” explains Courney Conley, D.C. Conley, chiropractic physician specializing in foot and gait mechanics, joins us today to reveal the overlooked role your feet play in aging well—and how to restore their natural strength and function. - Foot health & longevity (~3:10) - The problem with modern shoes (~5:30) - Assessing foot health (~7:45) - The case for zero-drop shoes (~11:50) - Are all toes created equal? (~16:55) - How to strengthen your toes (~20:25) - Gadgets for assessing toe strength (~27:20) - What about socks? (~30:10) - Common bad advice (~33:35) - The impact on knee pain (~37:30) - Women-specific protocols (~40:45) - Closing thoughts (~43:20) Referenced in the episode:  - Follow Conley on Instagram (@drcourtneyconley and @gaithappens)  - Improve your toe health today with Gait Happens (www.gaithappens.com)     This podcast was made in sponsorship with Altra Running, the running shoes designed to keep your feet in a natural position. Visit altrarunning.com. Get out there and stay out there.  We hope you enjoy this episode, and feel free to watch the full video on YouTube! Whether it's an article or podcast, we want to know what we can do to help here at mindbodygreen. Let us know at: podcast@mindbodygreen.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you ready for the return of Jesus?In this message, Pastor Harrison Conley teaches from 1 Thessalonians 4 on the Rapture—the moment when believers will be caught up to meet the Lord in the air. Discover the hope, comfort, and confidence this promise brings as we live with faith and anticipation for Christ's coming.

EPISODE 228 Preview of the Crosstown Throwdown Conley vs Rose on Halloween by Pirate Radio 92.7FM Greenville

Text:  Genesis 19:1-38   Sodom's Violent Wickedness (Gen. 19:1-11) The angels come to Lot's home, and he treats them with hospitality. The angels are met with hostility from the men of Sodom.   God's Merciful Deliverance (Gen. 19:12-22) The angels reveal God's plan of judgment on Sodom and Gomorrah. The angels promise to deliver Lot and his family from the impending destruction. Lot and his family are mercifully removed of the city and told to escape without looking back.    God's Righteous Judgment (Gen. 19:23-29) God sends fiery judgment upon the cities of Sodom and Gomorrah for their wickedness. Lot's wife dies as she disobeys the Lord and looks back at the city. God is mindful of His covenant to Abraham and rescues Lot and his daughters from destruction.   Lot's Final Act and God's Rescuing Grace (Gen. 19:30-38; 2 Peter 2:6-9) Lot and his daughters are responsible for creating two of Israel's greatest enemies. In the end, God's grace is displayed through Lot's rescue and in calling him righteous (2 Peter 2:6-9).

Alex Conley has lived every phase of the wellness journey, from surviving childhood cancer to chasing fitness perfection to realizing that health isn't something you buy, it's something you build through integrity and awareness. In this episode, Alex shares how years in the fitness and supplement industries exposed the cracks in our modern health system — from FDA loopholes and overprocessed supplements to the corruption of Big Food and the destruction of our soil. He explains why simplicity is the real cure, what we get wrong about hydration, and how mental health, anger, and anxiety are symptoms of a deeper imbalance in the way we live. We also cover: Why only 12% of second opinions confirm the original diagnosis How the supplement industry gets away with harmful ingredients What 98% of conventional farming means for your health The connection between soil quality, nutrition, and mental well-being Why the cure has always been simple — and how to return to it This conversation will challenge what you think you know about “wellness” and remind you that healing doesn't have to be complicated. Resources: → CURED | Right now, CURED Nutrition is offering my listeners an exclusive 20% off ON TOP OF the 10% off Best Seller Bundle. Just head to https://www.curednutrition.com/CLAUDIA and use the code CLAUDIA at checkout → PUORI | Shop Puori grass-fed protein powder + supplements (Clean Label Certified and third-party tested!!!) Use discount code: HEALINGTHESOURCE Follow Alex on Instagram Check out KONO's website for holistically formulated supplements. Discount code: HEALING Follow the host, Claudia, on Instagram, check out HealingTheSource.co & Elham's Liquid Gold 100% Organic Castor Oil, and enjoy her deep-dives on Substack

Text: Genesis 18:16-33   God Reveals His Plan to Judge the Wicked (Gen. 18:16-21) God decided to reveal His plan to judge Sodom and Gomorrah to Abraham in light of their covenant relationship. God planned to judge Sodom and Gomorrah because of their grave wickedness and the cries of the oppressed (Ezekiel 16:49-50).   Abraham Intercedes in Prayer for the Wicked (Gen. 18:22-33) Abraham approached God in humble submission. Abraham appealed to God with persistent boldness. God responded to Abraham with benevolent mercy.

In this message, Pastor Harrison Conley teaches from Philippians 4 about two traits that should mark every follower of Jesus, contentment and generosity. He shows how true satisfaction comes from Christ alone and how living with a generous heart reflects our trust in God and partnership in His mission.

Welcome to this week's episode of the Flavors of Northwest Arkansas podcast! Quick request off the top, if you have yet to subscribe, like or rate, please do me a favor and do so. It helps us grow and is a big help. Thank you! Now to this week's episode- we're at Marsouls in downtown Rogers, talking with owner and founder Jordan Conley. We taped this JUST as Bikes, Blues and BBQ was rolling into town,  so you'll hear a few rumbles. But first?!?! FOOD NEWS!! Mellow Moose Burgers is back at the World Food Championships. We'll hear from Owner/Chef Adrian Lem. Townie's Burgers & Bevvies is finally open. General Manager Adam Brewer tells us about the process to get the doors open! Parlay on 8th is going in at the old Hollar at 8th Street Market. We'll tell you all about it. Oktoberfest NWA is back in downtown Rogers this weekend! BV65 has changed into a brunch spot in Bella Vista! The Melting Pot is coming to Rogers! Chicken Headz is moving! Founder and owner of Marsouls Jordan Conley grew up VERRRY influenced by his grandmother's cooking. After spending some time away from home as an adult, he came home during covid and had a new dream in the form of a culinary love-letter to his family heritage, and most notably his grandmother. You'll hear about their buildout in what was once a gas station, you'll also hear how they handled the tornado... Finally, he'll talk about the food, and grandma's quality control. She's not shy about it, I'm told. That's next here on the Flavors of Northwest Arkansas podcast.

Text: Genesis 18:1-15   The Lord Provides His Presence (Gen. 18:1-8) The Lord personally comes to visit and eat with Abraham along with two other visitors (this is Christ in pre-incarnate form with His angels). Abraham bows in worship, places himself under their authority, and shows them hospitality.   The Lord Guarantees His Promise (Gen. 18:9-15) God personally ensures that His promise to Abraham will take place regardless of the circumstances. Sarah laughs in disbelief to herself in response God's promise. God deepens Sarah's faith in Him by assuring her of His matchless power.

In this message, Pastor Bayless Conley teaches from 1 Corinthians 3:9 on what it means to work together with God. He shares how we can pray for open doors, speak the good news with courage, and give generously to help others encounter Jesus. Be encouraged to live with purpose as you partner with God in building His kingdom.

From Code to Kegs: I sit down with Sky Conley of Alestone Brewing in Longwood, Florida to trace his path from programmer and Disney brewer to opening his own taproom during COVID. They cover Alestone's signature beers (Jump Tree, Pelican Nightmares, Standard Classic, and a Czech Pilsner), community ties, pizza, and the surprising Bob Ross studio backstory. The episode also highlights GABF weekend wins, messages from my buddy and field correspondent Art @La_Brewlife at the festival, Talking to Cody Sherwood Wichita brewing, Will Perry of False Idol brewing, and Bobby Diaz of Odd Muse Brewing

Caring for a horse with a long-term illness or injury requires both financial commitment and practical planning. Veterinary bills, medications, specialized feed, and management adjustments can add up quickly, so creating a clear financial plan helps owners prepare for ongoing expenses. Practical management—such as adjusting your horse's workload, providing appropriate turnout, and maintaining a consistent routine—can support your horse's well-being. Work closely with your veterinarian to be sure your horse receives individualized treatment.During this Ask TheHorse Live event, two veterinarians answer listener questions about managing horses with chronic illness and injury. This event is sponsored by CareCredit. About the Experts: Nathan Canada, DVM, MS, Dipl. ACVS, attended Oklahoma State University's Center for Veterinary Health Sciences, in Stillwater, and received his DVM in 2011. After graduating, he completed a one year internship at Peterson and Smith Equine Hospital in Ocala, Florida. He then traveled to Kansas State University's Veterinary Health Center, in Manhattan for an additional year of training. During this time, he was selected to enter the equine surgery residency program. He completed his residency in July of 2016 and received his master's degree in Veterinary Biomedical Sciences. He obtained diplomate status in February 2017. Canada enjoys spending time with his family, connecting with others through his local church, and anything that involves being outdoors, especially fishing.Dr. Kristi Gran is a 2007 graduate of Tufts University School of Veterinary Medicine, and a board certified internal medicine specialist, having completed her residency at Purdue University in 2011. She is a partner and veterinarian at Conley & Koontz Equine Hospital in Columbia City, Indiana.

This week, the crew sits down with Brandon Conley, head distiller at Brucato Amaro in San Francisco, for what could be called an Amaro 101—or maybe an Amaro Study. Amaros have a long, fascinating history, evolving from regional tonics and medicinal tinctures into spirits that connect cultures. Before large-scale production, these bitter liqueurs were hyper-local, crafted from whatever produce and native plants grew nearby. Brucato carries on that tradition today with small-batch amaros that showcase the bounty of California. From sun-ripened citrus to wild foraged herbs, each ingredient is thoughtfully sourced to create a distinctive taste of place. The conversation also covers the exciting new experiences at Brucato. Since April, visitors have been welcomed for tours and tastings, and Bar Brucato now serves fresh, seasonal dishes paired with cocktails that highlight the distillery's unique amaros. [Ep 386] Learn more at brucatospirits.com

Who will you serve with your life?In this message, Pastor Harrison Conley teaches from Joshua 23 and 24, where Joshua gives his farewell words and challenges God's people to remember His faithfulness, walk in courageous obedience, and make a clear decision to serve Him alone. Be encouraged to choose today, with sincerity and truth, to follow the Lord wholeheartedly.

Send us a textGina Conley holds a M.S. in Exercise Science and is the Founder/CEO of MamasteFit, an industry-leading perinatal fitness provider with a training facility located in Aberdeen, NC. Gina is a seasoned birth doula who has supported nearly 200 births in North Carolina. Her unique experience of exclusively training perinatal fitness clients, in-person and online, coupled with supporting births as a doula, has resulted in her brand titled MamasteFit creating In-depth prenatal fitness programs, which support clients recovering in a postpartum to return to their desired sport or professional demands.Gina is the author of Training for Two: Safe and Smart Prenatal Exercises for a Smoother Pregnancy, Easier Birth, and Healthier Newborn - 90+ Resistance Training, Mobility, Birth Prep, and Labor Support Exercises, released in September, 2024.Gina provides expert fitness programming and coaching tailored for women through every stage of their motherhood journey from staying active during pregnancy to healing in the postpartum period and building lasting strength with the barbell.Find Gina at-https://mamastefit.com/Amazon- Training for Two: Safe and Smart Prenatal Exercises for a Smoother Pregnancy, Easier Birth, and Healthier Newborn - 90+ Resistance Training, Mobility, Birth Prep, and Labor Support ExercisesIG- @mamastefitFind Boundless Body at- myboundlessbody.com Book a session with us here!

What happens when hidden sin disrupts our lives, and how does God respond?In this message, Pastor Harrison Conley teaches from Joshua 7 and 8, showing how private compromise can bring public consequences, but also how confession and repentance open the way for hope, restoration, and a second chance. Be encouraged that no failure is final when you turn back to God.

Ben sits down after the reunion with Jess and Spencer to talk about their recent engagement! Spencer is spilling the details on exactly when he knew Jess was his forever partner, and where they are at with meeting each other's families. Plus, Jess gives all the details on when she plans to make the big move, and how she slid into Spencer's DM's before Paradise. See omnystudio.com/listener for privacy information.