Podcasts about coworkers

The Steve Harvey Morning Show for Friday August 28th, 2026: Steve Harvey's Morning Inspiration | Show Open - Cast Intros | Nephew Tommy's Run That Prank Back - "I Need You To Wash Me" | Ask The CLO | Something Funny: Shirley Strawberry - Babysitter | Would You Rather | When Growing Up Was Fun | Nephew Tommy's Prank - "Can I Have Your Kidney?" | Strawberry Letter - "Stop Popping Up Over Here" Pt. 1-2 | Do You Remember Your First Love? | Social Media Advice | Food Divorce | Would You Rather | Steve Harvey's Closing RemarksSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

The Strawberry Letter, heard on The Steve Harvey Morning Show, Friday, August 28th, 2026. Subject: "I Didn't Breathe The Whole Time"See omnystudio.com/listener for privacy information.

Your environment shapes your mindset more than you realize.If you spend every day surrounded by complaints, excuses, and pessimism, that energy can start influencing your own thinking.In this episode of The Level Up Podcast, Paul Alex breaks down why aspiring entrepreneurs need to protect their vision from negative workplace environments and become intentional about what they consume.You do not have to argue with your coworkers.You do not have to convince anyone that your goals are possible.Sometimes, the strongest move is simply to step away from the noise and keep building.In this episode, you'll learn:• Why complacency and negativity can become contagious• How workplace gossip can drain your focus and ambition• Why your inputs should support the future you are trying to build• How quiet execution creates more progress than seeking validationThe truth is simple:Protect your environment.Guard your attention.Choose better inputs.Use your time around ideas and people that push you forward instead of pulling you backward.You do not need everyone to understand the vision.You need the discipline to keep executing it.Build in silence.Let the results speak.Your Network is your NETWORTH!Make sure to add me on all SOCIAL MEDIA PLATFORMS:Instagram: https://jo.my/paulalex2024Facebook: https://jo.my/fbpaulalex2024YouTube: https://www.youtube.com/channel/UCGhDAD1JyGGzSQUPD9lc9HQLinkedIn: https://jo.my/inpaulalex2024Looking for a secondary source of income or want to become an entrepreneur? Check out one of my companies below to see if we can help you:www.CashSwipe.comFREE Copy of my book “Blue to Digital Gold - The New American Dream”www.officialPaulAlex.com

If Lindsay Clancy was truly psychotic, why would she care whether Patrick was home? That's the question in this comment section, and it's the prosecution's argument, so it deserves the record's answer.Prosecutors allege she timed the errand. Patrick Clancy testified she asked him to add the CVS stop as he was walking out, and texted the product name around 5:15. Both facts are in evidence. Whether that adds up to premeditation is the jury's call, and the prosecution's own witness, Dr. Sejal Shah, agreed a person in psychosis can still communicate and plan.Her account of that night comes through three witnesses. Zeizel, Cavanaugh, and Mack all testified she described a male voice telling her she had no choice and had to kill the children and then herself. That's her claim, and prosecutors contest it. It's also the exact sequence she was on when Patrick found her in the yard.Another comment bets on OCPD. No expert who testified diagnosed it. The record has bipolar disorder from experts on both sides, major depression from Mack, and postpartum psychosis from the defense only.Then there's the coworker. Margaret Hamp testified she told Lindsay about Andrea Yates during Lindsay's first year on the unit, because a pregnant patient had come in planning to hurt herself. Lindsay had never heard the name. Her reaction is on the record and it opens this segment.Five comments about whether Lindsay was in her right mind, each checked against the doctors, the nurse practitioner, the therapist, and the standard the judge gave the jury. The psychosis fight is real. It's happening between experts, and the comment section is a long way behind them.END LINKSListen Anywhere You Get Podcasts: https://pod.link/1655749292Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod?sub_confirmation=1Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/ Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/tonybpodDISCLAIMERThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.HASHTAGS#LindsayClancy #AndreaYates #HiddenKillers #PostpartumPsychosis #InsanityDefense #LindsayClancyTrial #TrueCrime #Duxbury #TrueCrimePodcast #ClancyTrial

Fred asks the crew if they would rather become ten years richer or ten years younger. Plus, we debate relationship drama with Kennedy on an all new Stay Or Go! See omnystudio.com/listener for privacy information.

0:00 Intro 0:05 Bye friend 2:48 Language 6:19 Paternity leave 9:59 Help please 13:29 Potluck Learn more about your ad choices. Visit megaphone.fm/adchoices

On today's Reddit on Wiki AITA episode, COURT SESSION IS BACK BABY. This week John, Josh and Sean discuss stories like: a sister getting kicked for making fun of her brother's wife, a coworker got left behind work despite being afraid of ghosts, a friend who took no for an answer, a wife chose a chaotic nanny, and a husband didn't know about the wedding dress code. Let's judge some assholes! Want MORE stories? We read stories about a brother who got kicked out of a family plan, and a boyfriend who kept tickling his girlfriend. Drop your thoughts in the comments. What would you do in these situations? Get these Patreon Exclusive stories and more on Patreon: https://www.patreon.com/cw/cultiv8podcastnetwork Let's get into the Reddit drama! Support Our Sponsors: -Factor: Head to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://factormeals.com/factorpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and use code WIKI50OFF to get 50% off! -Whisker: Maintain your cat's litter while focusing on your growing family. Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠whisker.com/WIKI⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and get an additional $50 off bundles. -Vinted: Download the Vinted app for FREE and start selling with no seller fees. Support The Show: Become a Patron or YouTube Member for ad-free episodes and bonus stories every Monday and Friday, as well as exclusive content! Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/cw/cultiv8podcastnetwork/membership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ YouTube Membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@RedditOnWiki⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Timestamps:(Timestamps are approximate due to dynamic ad insertion. Become a Patron or YouTube member for ad-free episodes) (00:00) - Intro(05:18) - AITAH for kicking my sister out after the comments she made about my wife? (18:26) - AITA for not telling my coworker I was leaving him alone when he's deathly afraid of ghosts (29:18) - AITA for taking my friend's "no" at face value instead of insisting? (38:54) - AITA for refusing to get a less chaotic nanny (51:27) - AITAH for being upset that my wife forgot to tell me the wedding dress code?(01:01:57) - Outro Follow Us: Hit like, subscribe, and follow us on all social media platforms for all things Reddit on Wiki! All Social and Donation Links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/redditonwiki Learn more about your ad choices. Visit megaphone.fm/adchoices

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In today's episode, we discuss workplace friendships between men and women, being good friends with other gals at work, being friends with your boss or direct report, and staying friends even after you've moved on from a job. Friendship dynamics, while fun and necessary, take on another level of maturity and complexity when they develop in the workplace. Stream this one to hear real examples of this reality in play and even explore scenarios that question can co-workers really be friends?

Sam and Sierra answer a letter from someone whose coworker is a bulldozer Join us on Patreon for an extra weekly episode, monthly office hours, and more! SUBMIT: justbreakuppod.com FACEBOOK: /justbreakuppod INSTAGRAM: @justbreakuppod Learn more about your ad choices. Visit megaphone.fm/adchoices

Tessa West addresses the seven common types of jerks at work–and how to deal with them effectively. — YOU'LL LEARN — 1) How to tell if someone is being an intentional jerk at work 2) How to identify your particular type of work jerk 3) How to tell if you're the jerk at workSubscribe or visit AwesomeAtYourJob.com/ep745 for clickable versions of the links below. — ABOUT TESSA — Tessa West is an Associate Professor of Psychology at New York University, where she is a leading expert on interpersonal interaction and communication. She has published over 60 articles in the field of psychology's most prestigious journals, and has received multiple grants from the National Science Foundation and the National Institutes of Health. She writes regularly about her research in the Wall Street Journal. • Book: Jerks at Work: Toxic Coworkers and What to do About Them • Quiz: “Am I a Jerk at Work?” • Website: TessaWestAuthor.com — RESOURCES MENTIONED IN THE SHOW — • Book: Children of Time by Adrian Tchaikovsky — THANK YOU SPONSORS! — • Shopify. Start your free trial at Shopify.com/awesomepodSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The defense opened its case today in the murder trial of Lindsay Clancy, the Duxbury, Massachusetts mother accused of strangling her three children — 5-year-old Cora, 3-year-old Dawson, and 7-month-old Callan — with exercise resistance bands inside the family's Summer Street home on January 24, 2023. Clancy faces three counts of murder and three counts of strangulation, has pleaded not guilty, and attorney Kevin Reddington is arguing severe postpartum psychosis and psychiatric overmedication under an insanity defense.Three witnesses close to Clancy took the stand. Coworker and labor and delivery nurse Margaret Hamp described her as an empathetic, hands-on nurse who leaned on colleagues for parenting advice — and recalled a moment Clancy panicked watching a baby monitor when Cora was crying and Patrick wasn't answering, prompting a police wellness check. Clancy's sister, Allison Ozga, testified that Lindsay unraveled around Thanksgiving — worsening depression, suicidal thoughts. Under cross-examination, prosecutors pressed Ozga on being a mandated reporter and got her to concede she never felt Clancy posed a danger to herself or her children. That's the exchange prosecutors will keep coming back to.Clancy's mother, Paula Musgrove, closed out the day describing a daughter who was terrified, sleep-deprived, afraid to drive, afraid to be alone — texting that she needed help, and eventually telling both her mother and Patrick that she'd had thoughts of harming the kids.Clancy allegedly tried to take her own life afterward by jumping from a second-story window and is now paralyzed from the waist down. Her husband, Patrick, was out running errands that morning and has since relocated to Manhattan. The trial continues at Plymouth Superior Court and is expected to run several more weeks.Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodDisclaimerThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.Hashtags #LindsayClancy #DuxburyTragedy #PostpartumPsychosis #TrueCrime #PlymouthCounty #CoraDawsonCallan #InsanityDefense #KevinReddington #TrueCrimeToday #Breaking

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In 1997, Miss USA won Miss Universe with one perfectly judged answer. She revealed just enough to charm, but not enough to shock. Harvard professor Leslie John says that's scientifically proven to persuade. Her research shows revealers are more likeable, more hireable, and even more dateable. In this episode, she shares why oversharing beats staying guarded, why privacy promises make us shy, and how putting fears into words can cure phobias. --- ​​Become an FSB member: https://get.fsb.org.uk/nudge/ Unlock the Nudge Vaults: https://www.nudgepodcast.com/vaults Leslie's book Revealing: https://amzn.to/3RkFTAq  Leslie's website: https://www.proflesliejohn.com/  Join 12,199 readers of the Nudge Newsletter: https://www.nudgepodcast.com/mailing-list Connect on LinkedIn: https://www.linkedin.com/in/phill-agnew/  --- Today's sources:  Huang, K., Yeomans, M., Brooks, A. W., Minson, J., & Gino, F. (2017). It doesn't hurt to ask: Question-asking increases liking. Journal of Personality and Social Psychology, 113(3), 430–452. John, L. K., Acquisti, A., & Loewenstein, G. (2011). Strangers on a plane: Context-dependent willingness to divulge sensitive information. Journal of Consumer Research, 37(5), 858–873. John, L. K., Barasz, K., & Norton, M. I. (2016). Hiding personal information reveals the worst. Proceedings of the National Academy of Sciences, 113(4), 954–959. Kircanski, K., Lieberman, M. D., & Craske, M. G. (2012). Feelings into words: Contributions of language to exposure therapy. Psychological Science, 23(10), 1086–1091. Pennebaker, J. W., & Beall, S. K. (1986). Confronting a traumatic event: Toward an understanding of inhibition and disease. Journal of Abnormal Psychology, 95(3), 274–281. Spera, S. P., Buhrfeind, E. D., & Pennebaker, J. W. (1994). Expressive writing and coping with job loss. Academy of Management Journal, 37(3), 722–733.

A non-binary person with GERD keeps their medication in a Tylenol bottle at work. A coworker named Bob accuses them of getting high at work, then calls HR after they respond to his comment with self-deprecating humor, calling themselves "fat." The hosts discuss workplace harassment, the role of HR, documenting incidents, and whether the letter writer was in the wrong. Spoiler: they weren't. The episode turns into a lively chat about ageism, queerphobia, and toxic office culture, complete with hilarious side tangents about cat pageants and imaginary office soap operas.

On this week's Neutralizing Workplace Racism, we confront a grim, multi-front landscape of structural collapse, economic desperation, extreme operational hazards, and devastating physical violence erupting directly on the clock. This week's news reports validate our continuous thesis: as the global economy tightens and systemic pressures intensify, the workplace has transformed into a highly volatile arena where corporate negligence combines with unaddressed hostility to produce bloodshed. We break down the 9 critical audio tracks that expose the illusion of workplace safety and analyze a deeply disturbing, ongoing pattern of severe violence, targeted executions, and corporate policy defaults: 1. The Oklahoma Infant Care Cost Crisis: We review the raw audio reports tracing the collapse of the childcare infrastructure under soaring economic costs. We analyze how extreme financial pressures push working families to the brink of survival before they even step foot on the clock. 2. The Atlanta Employment Surge Audit: We listen to the hiring data from the ATL logistics hub. We break down the transactional mechanics of an intense job market where desperate labor pools crowd into shrinking corporate entry points, escalating workplace friction. This report suggests a lack of qualified candidates to fill open positions. 3. The AI Automated Job Integration Track: We examine how artificial intelligence is being marketed to break down traditional barriers to employment for individuals with criminal records. We critique whether automated algorithms genuinely expand equity or simply funnel vulnerable labor into high-risk, low-wage corporate slots. 4. The Unsafe HR WAV Ingress: We deconstruct a leaked human resources file where a majority of workers declared they chose to stay home rather than face unsafe, toxic, and hostile workspace conditions. We analyze this collective standoff as a direct refusal to compromise human safety for corporate profit lines. 5. The Louisiana Toughened Penalties Influx: We dissect the legislative fallout and tougher criminal penalties enacted to protect retail and food service workers from escalating customer assaults. We dismantle the reality behind these statutory patches, proving that external violence continues to spill uncontrollably into customer-facing workspaces. 6. The Idaho In-N-Out Shooting Video Release: We scrutinize the newly released police footage capturing the chaotic, fatal shooting event inside an Idaho fast-food franchise. We confront how high-stress corporate food environments are transforming into sudden, active-shooter tactical arenas. Twin Falls, Idaho is over 77% White - with less than 2% of the population being classified as black people. 7. The Memphis Beverage Dispute Execution (Devin Rice Track): We break down the chilling felony tracking data out of Tennessee where a Black employee, Devin Rice, allegedly executed his white co-worker, Fredrick K. Lytton, over an explosive dispute involving an employee beverage. Gus is intensely curious about the nature of this conflict that left a White man deceased at the hands of a black male coworker. 8. The HVAC Technician Targeted Arraignment: We evaluate the forensic details emerging from the deadly shooting of a field technician on an active service call. This targeted execution stands as stark proof that mobile and out-of-office labor fields remain heavily exposed to sudden, unpredictable workplace violence. This is yet another tragic illustration of black-on-black violence in the workplace. 9. The Issaquah Costco Vehicular Murder (The Tyler Sorensen Track): We scrutinize the second-degree murder charges filed against 22-year-old Tyler Sorensen for using his car to intentionally ram and kill his 20-year-old coworker, Jonathon Langdon, who was riding a motorcycle. We confront the chilling investigative details showing Sorensen executed this vehicular assault out of a fit of boiling jealousy after seeing Langdon hug a female coworker at the facility, cementing our continuous focus on severe violence erupting directly between personnel. Between targeted beverage executions, corporate warehouse homicides, fast-food active-shooter scenes, and widespread labor infrastructure defaults, survival remains your only valid metric of operational success. Your absolute priority on the clock is no longer seeking corporate validation—it is implementing a strict "Workplace Matters Only" code, keeping your personal business entirely off the floor, and reducing your daily physical footprint to survive your shift alive, intact, and in one piece. #SurviveYourShift #WorkplaceViolence #TheCOWS17Years #CounterRacism #DecupleShieldActive #UntilJustice #TwinFallsIdaho #Act342 Call-In Number: 720.716.7300 Code: 564943#

On this episode of Justin, Scott, and Spiegel “Name that Coworker” pops it's little head out of it's mole hole and returns. Tune in to hear the Morning Boys attempt to guess another one of our coworkers name correctly. This one should've been easy... keyword: should've. What department do they work in and did they get it right? Hit play to find out!

In today's talk, I break down the archetype of the coworker who never talks to you. At first, you may feel offended, but in the long run, you feel like you're not being watched, which is a breath of fresh air. CONQUER SHYNESS

Ted goes OFF on some former co-workers and haters

What if the real reason your best people leave has nothing to do with money, and everything to do with the first 100 days? In this encore of episode of The Game Changing Attorney Podcast, Michael Mogill welcomes Joey Coleman, client experience expert and New York Times bestselling author of Never Lose an Employee Again, to break down the 8 phases every team member moves through and what it actually looks like to build a workplace people refuse to leave. Here's what you'll learn: Why "new hire's remorse" kicks in seconds after someone accepts your offer (and how to counteract it) How to make a team member's first day so remarkable they can't stop talking about it when they get home What separates firms with true advocates from those who can't even get an internal referral If your onboarding still looks like a binder and a benefits form, this is your playbook for something better. (00:00:45) Introduction (00:02:49) Joey Coleman returns to the podcast (00:04:28) Why new hires quit in the first 100 days (00:07:05) Show, don't tell: proving you care about your people (00:08:27) The 8 phases of employee experience (00:15:45) The ROI of remarkable onboarding (00:17:34) Job postings that actually stand out (00:22:14) Notre Dame's legendary offer letter (00:29:51) Creating a remarkable first day (the JAM example) (00:35:14) Coworkers vs. colleagues (00:44:29) The 2-minute video challenge ---- Links & Resources: Never Lose an Employee Again by Joey Coleman Never Lose a Customer Again by Joey Coleman Tribute Yoko Co Bonusly Jim Kwik ---- Learn what sustainable growth can look like for your firm at crispcoach.com. ---- Do you love this podcast and want to see more game changing content? Subscribe to our YouTube channel. ---- Past guests on The Game Changing Attorney Podcast include David Goggins, John Morgan, Alex Hormozi, Randi McGinn, Kim Scott, Chris Voss, Kevin O'Leary, Laura Wasser, John Maxwell, Mark Lanier, Robert Greene, and many more. ---- If you enjoyed this episode, you may also like: 220. Excellence Wins: Become the Best in a World of Compromise with Horst Schulze 162. Radical Candor: How to Be a Kickass Boss with Kim Scott 7. Ditching the Drama & Creating a Culture of Excellence in Your Law Firm with Cy Wakeman

Welcome back to The Viall Files: Ask Nick edition! Our first caller wonders if she's ignoring red flags or sabotaging her relationship. Our second caller asks if she should go to HR about her annoying coworker. Our third caller is trying to navigate her mom and fiance being at odds. Subscribe for more dating advice, relationship drama, and unfiltered Ask Nick calls every week. "You can't keep doing the same thing..." Nick is on Substack! Subscribe here: https://nickviall.substack.com/subscribe ARE YOU A MESS BECAUSE OF YOUR SITUATIONSHIP? OR JUST IN GENERAL? Email asknick@theviallfiles.com with all your relationship questions and be a part of future Ask Nick episodes! Want ad free episodes and incredible bonus content featuring updates from your favorite callers? Start your 7 Day Free Trial of Viall Files + HERE: https://viallfiles.supportingcast.fm/ Subscribe to The ENVY Media Newsletter Today: https://www.viallfiles.com/newsletter  To Order Nick's Book and/or learn more about the show, go to: https://viallfiles.com  THANK YOU TO OUR SPONSORS: Helix: Go to https://helixsleep.com/viall for 20% off sitewide. Wayfair: Head to https://wayfair.com to shop all things home. Join Wayfair Rewards today to get 5% back on every purchase. Shipstation: Get sixty days free at https://shipstation.com, with code viall. Ladder: Head to https://ladder.fit/viall to get a free 7-day trial with NO credit card, and $10 off your first month if you join. Clearstem: Go to https://clearstem.com/viall and use code VIALL at checkout for 15% off your entire order. **To advertise on this podcast please email: ad-sales@libsyn.com or go to: https://advertising.libsyn.com/theviallfiles Timestamps: 00:00 - Caller One 36:50 - Caller Two 1:11:53 - Caller Three Episode Socials:  @viallfiles  @nickviall @justinkaphillips @baybaeee

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Something happened in the Lindsay Clancy trial that legal analysts didn't expect from a prosecution witness — an admission that may have done more for the defense than for the state. I break it down along with everything else that unfolded across the Commonwealth's case.Thirteen psychiatric medications, all within therapeutic range — that's the prosecution's headline fact, the one they want the jury fixated on. It's supposed to mean she was lucid. It doesn't mean what they think it means, and their own expert said so under cross-examination.Day 8 alone produced eleven witnesses, all called by the state. A medical examiner detailed how 8-month-old Callan died. Lindsay Clancy broke down hard enough at the defense table that the judge halted the hearing until she composed herself. The family's pediatrician recounted a completely unremarkable checkup with 5-year-old Cora hours before the deaths. Coworkers and friends testified to insomnia, brain fog, a rotating list of medications, and time spent at McLean Hospital. Patrick Clancy's own father took the stand and called her a great mother.Then the case detective was asked about a search warrant on her Facebook account, hunting for any sign of abuse in the home. He confirmed it turned up nothing.Her journal entries were read into the record — lines about drowning, about barely holding on. The prosecution reads those words as premeditation. The defense reads them as a woman's mind unraveling in real time, on paper, before anyone stepped in. Defense attorney Kevin Reddington has conceded what happened. What he's fighting is whether Massachusetts can prove she was sane beyond a reasonable doubt. I walk through where that fight stands now.Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.Hashtags (same set, all four channels): #LindsayClancy #LindsayClancyTrial #HiddenKillers #KevinReddington #PostpartumPsychosis #PlymouthSuperiorCourt #CriminalResponsibility #MassachusettsTrial #TrueCrime #TrueCrimePodcast

A prosecution witness in the Lindsay Clancy trial said something on the stand that sounds like it belongs in the defense's closing argument. I go through exactly what was admitted and why it matters more than the state probably wanted it to.The Commonwealth's case leans hard on one fact: all thirteen of Lindsay Clancy's psychiatric medications were within therapeutic range when her children died. To the prosecution, that means clarity. But their own psychiatrist told the jury that someone deep in psychosis can still present as calm and put-together — normal on the outside doesn't rule out a break happening underneath.Day 8 of the trial brought eleven witnesses, every one called by the state, and the day didn't go the way prosecutors probably scripted it. A medical examiner explained how 8-month-old Callan died, autopsy photos went up on screen, and Lindsay sobbed hard enough that the judge stopped the hearing. The pediatrician described a routine, unremarkable checkup with 5-year-old Cora just hours before the killings. Coworkers described insomnia, brain fog, a stack of medications, a stay at McLean Hospital. Then the case detective confirmed a search warrant on her Facebook, looking for signs of abuse, came back empty.Her journal entries were read aloud — words about drowning, about barely functioning. Defense attorney Kevin Reddington isn't arguing about what happened; he's conceded it. The only question left for this jury is whether the state can prove she was legally sane, and that burden belongs entirely to the prosecution. I break down where this leaves the case.Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.Hashtags (same set, all four channels): #LindsayClancy #LindsayClancyTrial #HiddenKillers #KevinReddington #PostpartumPsychosis #PlymouthSuperiorCourt #CriminalResponsibility #MassachusettsTrial #TrueCrime #TrueCrimePodcast

Allen and RD are live having a couple cold ones and hanging out. Cheers!#beer #funny #podcast #live #restaurants #coworkers #golfcourse #tiktokBecome a supporter of this podcast: https://www.spreaker.com/podcast/strikeout-beer--2992189/support.

Most agency owners probably haven’t thought much about shadow AI (the name for when employees use their personal ChatGPT, Claude, or Gemini accounts to do work). In fact, owners may be doing it as well. In this episode, Chip and Gini walk through what the risks are and how to respond without overreacting. The instinct to crack down is understandable but wrong. Employees are going to use their own tools regardless, often because personal accounts are better trained or more accessible than whatever the company has set up. The goal should be education, not elimination. Most employees don’t know that personal accounts default to feeding data into training sets, or that a single toggle can turn that off. That one fix alone is worth a conversation with your team. Vibe coding and a plain-language AI policy get discussed, in addition to educating your team. Gini’s team runs weekly micro-learning sessions to help people use AI as a thinking partner, not just a drafting tool. Both Chip and Gini advise that owners and employees who aren’t using AI meaningfully within the next year or two are putting their careers and businesses at risk. Key takeaways Chip Griffin: “You’re probably not going to stamp it out. So at a minimum, you need to educate employees, because a lot of employees don’t realize the risks in what they’re doing.” Gini Dietrich: “I also think that shadow AI is one thing, but there are plenty of people who are not using it at all. And I was actually kind of shocked to find that in my own organization.” Chip Griffin: “We need to avoid the knee-jerk reaction when you hear an episode like this, shadow AI, oh my God, I need to shut this down. You cannot have that reaction.” Gini Dietrich: “The real value is that AI helps you operate at a completely different level.” Resources The Birthday Dirge View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, I, think it’s appropriate that it suddenly got dark, in, in- Yeah. … in your office as we were trying to begin this recording- Mm-hmm … because we’re gonna be talking about being in the shadows. Gini Dietrich: Yes, we are. In the dark. But before we do that, happy birthday. Chip Griffin: Oh, thank you. Thank you. You’re welcome. I appreciate that. I thought maybe we’d escape that since- Nope … ’cause we were on hiatus during my actual- Nope … birthday month, so. Gini Dietrich: Nope. Ah, come on. Yeah. It was just a few days ago. Happy belated I guess. All right. Thank you. Especially by the time people hear this, but. Chip Griffin: Yeah. Well, nobody will really know, so. Gini Dietrich: I know. Chip Griffin: I, I, appreciate it, and I mostly appreciate that you’re not singing, so, Gini Dietrich: I can. Do you want me to? Chip Griffin: I do not. I- Okay, well- ‘Cause, ’cause isn’t, don’t you have to license “Happy Birthday,” I think? I think that’s- Gini Dietrich: Well, I have a different song. It’s a song that- Oh … the kids learned in third grade that we sing instead of “Happy Birthday.” Chip Griffin: Is, is this the dirge? Gini Dietrich: No. Chip Griffin: Oh. See, I like the birthday dirge. Gini Dietrich: I don’t know the birthday dirge. Chip Griffin: Oh, it, it, it’s, uh, it goes something like, you know, uh, another year closer to the grave or something. I mean, it’s very more… But, the- I wouldn’t- Our kids learned it, learned it at a kid’s party, you know, 20-some years ago. Oh, that’s so good. I’ll have to look it up and share it with you. It, or- I’ll look it, yeah. I’ll delete it … or maybe, maybe Jen can do that because, and maybe sh- b- maybe she can include a link to it, in, in the show notes, ’cause it is somewhat entertaining, but I, I don’t remember the lyrics, nor do I want to try to, to invent them or sing them even if I knew them. Gini Dietrich: All right, fine. Chip Griffin: But, no, the, the- Gini Dietrich: Maybe for my birthday. You have s- you have several months to, to learn it. You could sing it to me for my birthday. Chip Griffin: Well, more than several, but yes. Anywho, so moving on from that. We, are going to talk about the shadows, the deep, dark shadows of the PR world. No, we’re gonna be talking about, shadow AI, which is, in a lot of organizations, you have employees who are using their own ChatGPT, Claude, Gemini, whatever accounts to do work. They are not using corporate accounts. A lot of them do not understand the implications of it. The employees do not understand the implications. The employers do not understand the implications. And I’ve seen it, either bite people or potentially bite people of late, so I thought I would raise it as something that, that owners ought to be thinking about in the current environment. Gini Dietrich: I will tell you, not to get anyone in trouble, but almost every one of our clients, and they’re big clients, people do that. Could be, and they’re doing it from their personal devices. It could be because it’s blocked at work. It could be because what they have at work isn’t sufficient. It could be because CoWork is significantly better than, Copilot. It, like, there are lots of reasons, but people will full on pull out their phone or their iPad and do it on their personal device at work all the time. Chip Griffin: It is incredibly common, and, from my perspective and what I advise owners is that you’re probably not going to stamp it out. So at a minimum, you need to educate employees- Yep … because a lot of employees don’t realize the risks in what they’re doing, and they haven’t set up any kind of a, a process to make sure that they’re, you know, doing it as intelligently as possible at least, if they’re- Right … gonna use their own accounts. And, look, I, mean, I, don’t necessarily think that, that it’s awful for them to be doing this. I wouldn’t try to eliminate it. But you do need to educate them because a, a lot of times when I talk with rank and file employees of agencies, they don’t realize that, for example, that their personal accounts, by default, all of the data leaks out for training purposes. And it’s in many cases, depending on which tool you’re using, as simple as a toggle to make- Yep … sure that that information- Yep … does not go straight into the training sets- Yep … of these providers. And that’s the default setting on your corporate accounts if you’ve got them as an agency, but it is not the default on most personal accounts. And so just that one change can make a big difference. But I have yet to talk to any individual employee using their individual account who knows that that’s even something they can or should do. Gini Dietrich: Yeah. I agree with you. I think that having just a really easy AI policy is the right way to go because I don’t– I think you’re right. I don’t think you’re gonna stamp it out. I mean, heck, I use my personal one for lots of stuff too. Mostly because I trained it before we had the corporate account, and I don’t wanna go back and retrain what I’ve already worked, what I’ve already created. So, but we just created a one-page, like, bullet points AI policy that says exactly what you said, like toggle it off. If you’re gonna be vibe coding, here’s what you need to be thinking about. You know, all of the things. I think it’s probably 12 bullet points. It’s not a huge lift, but it just helps them understand. And one of the things that we did is we spent some time building the cowork Instance for the organization, and it has, you know, our OKRs and our plan and our vision and, you know, all of the stuff, our brand kit, all of the stuff. So it’s easier for, my team now, it wasn’t six months ago, but now it’s easier for my team to use the company one because it has all of that stuff in there and it’s already been trained. Chip Griffin: Yep. Yeah, I mean, it’s, you know, so I think there’s, this is a multi-stepped process. You know, part of it is the policy, part of it is education. Gini Dietrich: Yep. Chip Griffin: Part of it is you should have a standard corporate tool that you are using. It doesn’t mean that it’s the only one, but, it should be– If you do that, it will allow you to do a lot of the information sharing, skill sharing, things like that, that ensure the consistency across the organization and make sure that everybody doesn’t have to reinvent the wheel constantly. But I think the you brought up two things that I think are worth exploring more. One probably is a separate episode in addition to this, but the other, I think, makes sense within this context. The one to sort of put a pin in and come back to is your fear of moving from your personal one to the corporate one because of the lost, you know, memory and context and all of that kind of thing. And, I think that there is, I, I, think there’s a lack of knowledge in the agency community generally about how best to capture all of the, the knowledge and things that you’re developing alongside these AI tools and making it as portable as possible. So, you know, one of the things I’ve been focused on in recent months is really making sure that, that my second brain, if you will, in AI is portable across multiple tools. And so I’ve now built it so, for example, I have one brain that I share across both my Claude and ChatGPT accounts- Gini Dietrich: Yep. I do the same thing. Yep. Chip Griffin:… so that you have consistency, and, I think it’s worth sort of exploring that, maybe not in technical detail, but, you know, how you can share it amongst your own accounts, how you can share it more effectively with your colleagues and coworkers and that kind of thing. So I think that’s worth revisiting in more depth because I think there, particularly as we become more AI forward as agencies generally, that’s something that becomes increasingly valuable and increasingly important. But the, piece that, that I think really fits into this shadows discussion is the vibe coding, and we see a lot of agency employees doing vibe coding, which is fantastic. I am, I’m a huge advocate of it. I think that if you want to get ahead in professional services generally, in the agency world specifically, you need to learn how to do at least basic vibe coding. That said, I think people do not understand all of the risks and complexities associated with vibe coding. Gini Dietrich: Right. Chip Griffin: And, so, there are a lot of basics that, that agencies need to be thinking about here, and again, it comes into that education and training piece in working with employees, because most of them don’t understand if you mess something up and you are not doing version control or keeping backups, you can be, you know, really up a creek without a paddle. Yep … and yes, you can reconstruct it in some fashion oftentimes by going back in the conversation, but it’s not simple. And because most people who are doing vibe coding today do not have any previous programming experience, they don’t understand these concepts like version control and being able to roll back easily and, all of the things that geeks like me who’ve been coding since, you know, the early ’80s get and understand. And, and, that Git reference, by the way, was for those of you who do actually know your coding stuff- … because it’s a great repository tool that most of you who are doing vibe coding should be looking into because it- Yeah … is really helpful- Gini Dietrich: Yep … Chip Griffin: in terms of making sure that when you have an oopsie, you can solve it and fix it easily. But a lot of people if, if they’re doing this on their own devices, they may not even have just regular backups of this stuff because maybe they’re saving their regular agency work to a Dropbox account or OneDrive or whatever you’re using. But whatever they’ve set up to use with Coworker or Codex or whatever, they may not have that in one of those directories that is by default syncing to the cloud and getting updated. And so you wanna make sure that you’re helping them understand that that needs to be part of the process, because how awful would it be if you just lost all of this work that you had been doing? And so much of what you do with Coworker, Codex is device specific, and you cannot access anywhere else. I suspect that will change over time. I suspect that, that those will become, you know, more cloud-like, and we’ve already seen Claude, for example, merging the chat and cowork functions somewhat in their app. Yep … and, so we’ll see a place where I think you can just share it across devices, but right now it is frustratingly difficult for those of us with multiple devices to manage. I’ve got two PCs and a laptop and other and, and so I’ve actually written my own systems for converting the code so that it all is accessible elsewhere. But if you don’t know how to do these things, you could be in a real world of hurt if your computer crashes and you’ve got no backups. Gini Dietrich: Yeah, and I will say that, not that I speak from experience or anything, but it only has to happen to you once, and then you learn very quickly how to make all of that happen. Because you’re right, I, I was vibe- I love to vibe code. It’s one of my favorite things to do, but the very first time I did it, I didn’t know I was supposed to do version control or any of that stuff. Right. I didn’t know anything about Git. I didn’t know any of it. I do now. Chip Griffin: Yep. And look, that’s, how most of us learned the hard way in the olden days of writing this code. You’re like, “Oh, shoot, I wish I had had a copy of that.” Yeah. You know? And, in the old days, our backups were printouts, right? Because you- Right … there was no way… Like, when I did computer coding on a cassette tape, you know, there was no real way to make a copy of that easily, so, you know, we would just, you know, hit print, and, you know, on a little dot matrix printer we’d have a copy of the code so we could retype it if we absolutely had to. Gini Dietrich: That’s so funny. Ugh … Chip Griffin: not ideal. A lot easier to do things today. Gini Dietrich: Not ideal, no. Chip Griffin: but, you know, those are the kinds of things, and, if we’re all going to become programmers of a sort, we need to be thinking about that. We need to be thinking about, how do you properly test and maintain some of this stuff that we’re creating? Because it’s super easy to vibe code the first version of something. It’s a lot harder to handle the maintenance that’s required on it, you know, when connections to data sources break or technology- Yep … evolves- Yep. Yep … or those kinds of things. Yep. Most, of the people who are vibe coding don’t do anything in terms of security testing of the, the code that they’re writing. And, if that vibe coded thing ties into other systems, which many times they do, you may have created, an opening that you’re not aware of into your back-end systems that could be problematic. And so these are all things that we need to increase the level of education about so that our teams are at least thinking about these things. I’m not saying they’re gonna solve them all. They’re not gonna… We’re still gonna have issues that crop up. But we’ve got to be doing more to try to educate owners, employees, and everybody else involved in the process. Gini Dietrich: Yeah, absolutely. I really think that starting with an AI policy is the right thing to do. Don’t make it overly complicated. Like, when we started, we had this big, like, AI policy legal packet. And I was like, “This is way too much. Way too much.” Like, people are not going to absorb that. So I used my AI to dumb it down, for lack of a better term, and, you know, really to highlight the things, and then I went through myself and said, “Okay, great. These, this is a good start. Now I need to add this, this, and this,” just based on how I see people using it. So, I also think that shadow AI is one thing, but there are plenty of people who are not using it at all. And I was actually kind of shocked to find that in my own organization, like, really? O-Okay. So we’ve done a little bit of, you know, we do a, we do micro-learning sessions every week. So we’ve done a little bit of AI micro-learning just to show people, like, it’s not just for a blog post draft or helping you refine an email. Like, it can h- it could be a thinking partner. It can help you with these things. And so we’ve been doing some micro lessons on that too to just help them understand that this isn’t gonna take your job. We still need you to do your work. We still need your brains for all of this, but this will make you more effective and more efficient. Chip Griffin: Yeah. Although I, I, have taken to becoming much scarier, and I’m telling people it is gonna take their job if they are not using it effectively themselves. Gini Dietrich: If they don’t use it. No, I agree with that. Chip Griffin: Yeah. But, I agree with you. Yeah. There are, there are a lot of folks in the agency community who are not using AI beyond very rudimentary use. Gini Dietrich: Yeah. Chip Griffin: And, and I, I don’t think there are very many who aren’t using it at all, but there are a lot who are using it more like a, you know, a replacement for Google or something to, you know, give them a quick draft of a blog post or an email or something like that. And, you really need to be taking advantage of it at a much higher level if you want to be successful in really any kind of knowledge work moving forward. And- Yeah … and I think people have a relatively short window to get up to speed on this. I think we’re talking, you know, a year, two years tops. Gini Dietrich: If– Yeah, yeah. I think two years is being generous. Chip Griffin: And, I think if, if you are, if you are not, if a year from now you are not actively using AI every single day in a really intelligent way, I don’t know that you have a future. Gini Dietrich: I would agree with that. I would agree with that. And I think you have to use it, to your point, in a really intelligent way. I just answered, or I just had a conversation with a Forbes reporter who’s writing about, there’s a term for it… I can’t think of the term right now. There’s a term for you using it as a thinking partner, using AI as a thinking partner, and he was telling me that almost nobody does that, and I was like Really? Like, that’s the only thing I use it for is, you know, here’s what I’m thinking, poke some holes in it, play devil’s advocate, tell me, you know, what’s strong, what’s weak, what I need to think through more effectively. It has helped me with … I mean, I, I think I’ve mentioned before, I call it my co-CEO, and I’m like, “Okay, here’s today’s challenge. Here’s what I’m thinking. Here’s the documentation. Here’s the backup. Help me think this through.” And it’ll be like, “What about this, and what about that?” And I’ll say, “Well, no, I think you’re wrong about this,” and, “What about that?” And, like, we have ongoing conversations about things, and I don’t … From what he was saying, like, almost nobody uses it that way, and I think that is the real value because it helps you operate at a completely different level. Chip Griffin: Yeah. I mean, you’ve got … You have to, and, it, feels weird, but you have to treat these tools as if they are actual employees, consultants, whatever you wanna call them. And, it, it absolutely feels weird to anthropomorphize a chatbot. And, certainly there are ways to, to go way overboard, and y- you know, you hear these, you know- Gini Dietrich: You’re not gonna fall in love with it Chip Griffin: these really, really weird stories of, of what people have done. And, you can sort of … You know, the more time you spend with them, you s- you can kinda understand how it, you know, for the right personality, maybe it kind of veers down those- … creepy paths. I’m not encouraging that. No. I’m not encouraging that. Gini Dietrich: No, no. Chip Griffin: But, but you’re absolutely right. You have to be having meaningful conversations about the work that you do, your strategies. They are incredibly good at poking holes, incredibly good at helping you to think through things. I mean, I, have spent probably, I wouldn’t say an inordinate amount of time, but a lot of time having it challenge me. I have Claude interview me on a regular basis on different topics so that it can build its knowledge, because I’ve built a whole second brain operating system kind of thing. Yep, yep. I’ve had it mine through, and, maybe, this is another episode at some point where you and I can talk about some of the systems that we’ve put in place as examples, because I know from our previous conversations there’s some overlap, but also different ways that we do things. But you know, I, I’ve got 20-plus years of, a, a digital footprint, and AI is great at mining through that. And so I’ve had it do that so that it can, it knows more about me. And so when it pushes back, it pushes back with specific examples, and it will say, “Well, when you did this in, you know, 2007, you know, this was the decision you made. You know, why isn’t that relevant here?” Or things like that. And it’s weird at first, but, you’re ne- you wouldn’t even find an employee who could do that because none of them in, in all likelihood have been with you for 20 years. Yeah. And so having that available to you is something that you just should not be passing up, and we want to encourage our employees who probably don’t have a 20-year footprint like we do to be trying to find ways to do it, and we want to try to facilitate them using all of the tools at their disposal. So we certainly need to avoid the knee-jerk reaction when you hear an episode like this, shadow AI, oh my God, I need to shut this down. I can’t- No … I can’t have employees doing– You cannot have that reaction. Mm-mm. And you should not have, while you should have an AI policy, it should be simple- Yeah … and clean. We can’t go back to the early days of social media policies that, that organizations tried to put in place. And again, we’ve been around a long time, so we’ve seen this movie before. And some of the social media policies that people were putting in place 20 years ago were absolutely bonkers and unnecessary. And I fear that we’ll see some of the same thing on the AI front. Yes. And part of this, by the way, is, with all due respect to our lawyer friends, sorry, Sharon, don’t talk to your lawyer first about this. You can talk to your lawyer about it, but, lawyers are naturally risk-averse, right? And so if you, if you put this in the hands of your lawyer, particularly if it’s not someone like Sharon who has deep experience in the agency world, they’re gonna sit down and they’re gonna say, “Oh, you need to say no to this, and this, and this, and this.” And all of a sudden, nobody’s able to even use AI in a meaningful way. Gini Dietrich: Yeah, yeah. Chip Griffin: And so you, you’ve got to try to put reasonable safeguards in place, reasonable policies, but I think the most important is the education piece. Yes. If you educate people, they are much more likely to make the right decision. It’s not guaranteed, but it’s more likely, and right now we’re at a place where we’re not doing the right level of education of our teams. And part of that is because a lot of owners don’t actually know a lot of what we’re talking about. I mean, I think, you know, you and I- Yep … are certainly at the leading edge- Yep … for a lot of folks in the agency community. We need to get more people at that same level and let it flow through to their teams to make sure that we really are leveraging this technology for all that it can do. Because it, I mean, I, I have n- I have not been this enthusiastic about a piece of technology in the world of PR and communications at least since the beginning of the World Wide Web in the mid-’90s. Gini Dietrich: Yeah, I agree with you. And, like, the– I know I’ve said this before, but the amount of work and the productivity that I’ve been able to achieve, I honestly don’t know how I did my job without it. It’s, it is, it’s next level. And you know, there are some weekends where I’m so excited about something that I’m working on, it might be vibe coding or something else, that I will literally sit in front of my computer all weekend and just, like, in the zone because I’m so excited about it. So I think that there’s a big opportunity here for you to explore and to understand and to change the way that you do your business, run your business in a really fun and effective way. Chip Griffin: Well, and that’s probably yet another ep- episode topic, going forward in, in trying to figure out how you invest your time in AI, because it is, it is just as easy to go down unproductive rabbit holes because- Yeah … they are fun. Sure. Right? And so I, I often find myself sitting there saying, “Do I really need to build this? Is this- … is this really helpful?” You know, I… and it, it, reminds me a little bit of, woodworking, which is something that I’ve done for- Yeah, yeah, yeah … for many, many years. But, like many woodworkers, I have probably built more things for my shop than I have to use in my house, right? So you, you spend so much time, you know, building workbenches and cabinets and jigs and all of that kind of stuff, which are all really cool, but at the end of the day, they’re not the things that you, you know, it’s not the furniture or the built-ins or whatever that you can use around the house. And so we need to be careful that we don’t get so enthusiastic, that we’re only building for that. So making those decisions about where does AI actually help and where is it, you know, kinda using it for the sake of using it, is, is something to be paying attention to as well. Gini Dietrich: Yeah, totally agree. I love it. I’m, I’m a big fan. Love, love, love it. Love. Chip Griffin: And so we’ve, after our summer hiatus, we sat here and we said, “You know, we should’ve been spending more time thinking of topics to come up with.” And, and so instead we kind of pick a random topic to go with, and we’ve come up with multiple episodes, for future discussions, so. Gini Dietrich: I wrote them all down too. So they’re in our document, so we have- Chip Griffin: Out of the corner of my eye, I can see that our shared document- … has been, been being updated. I, I cannot update while we’re talking because I have one of those really loud clickety-clack keyboards. And so it would, overwhelm the audio here. Dun, dun, dun, dun, dun. Because I, I, like the noisiest possible keyboard you possibly can have. So. I love it. Anyway, on that note, I, I think it’s probably a good time to, wrap up. We can come out of the shadows with AI. Maybe it will, you know, the storm will pass, in Chicago, and it will get a little bit brighter for you in your office as well. It still seems like it- Gini Dietrich: It’s like nighttime … Chip Griffin: it must be pretty dark there. Yeah, crazy. If you’re, if you’re not watching us on video, and you really should watch us on video, because it is so compelling to see us and not just listen to us. But it, it definitely looks dark there. So on that note, we will wrap up here. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich. Chip Griffin: You… Did you forget who you were? There was, there was a long pause there. Gini Dietrich: It’s because you, there’s a delay with you. Chip Griffin: Oh, okay. That’s good to know. Gini Dietrich: Yeah, yeah. Chip Griffin: On that note, it depends.

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Vinay Gidwaney is Chief Product Officer and Mike Sullivan is Co-Founder and CEO of OneDigital, a 6,000-person, PE-backed benefits, HR, and wealth consultancy serving roughly 100,000 employers. Their contrarian bet: AI transformation has almost nothing to do with technology and everything to do with treating AI as talent. Instead of automating tasks, OneDigital built an internal hiring pipeline for AI, complete with job descriptions, an intern-to-apprentice-to-full-time promotion path, and performance improvement plans, and used it to avoid the layoffs most "AI transformation" playbooks assume are inevitable. Liam sits down with both of them to unpack the night Mike built a "disruption calculator" that showed OneDigital was on track to cut 1,800 of its 6,000 jobs, and how that all-nighter became the catalyst for a different strategy. They get into Ben, the AI coworker now handling daily conversations with 1,600 benefit consultants, why Vinay cites a claim from Lemonade's CEO that AI agents scored higher on customer empathy than human call center staff, the risk of companies "renting back" their own intelligence after gutting their workforce, and the thinking behind their upcoming book, Workforce Intelligence, releasing August 25th. Key Topics Covered Why treating AI adoption like rolling out a new CRM guarantees failure The failed early bet on automating RFPs, and why augmenting human thinking won instead The stat that proves AI adoption is personal: a manager's own AI use doubles their team's usage Building an AI "disruption calculator" overnight, and the 1,800-job number it produced OneDigital's three-part AI framework: coworkers, builders, and agents How OneDigital literally hires its AI: job descriptions, interns, apprenticeships, and performance improvement plans Meet Ben, the AI coworker fielding daily conversations with 1,600 benefits consultants Why they stay LLM-agnostic and separate the intelligence layer from the model and the harness The real risk behind AI cost metering: losing access to the intelligence your company now depends on A claim from Lemonade's CEO that AI agents beat humans on customer empathy Irreducible vs. reducible skills: how to decide what AI should do and what humans should keep The case for "faces, not headcount" and OneDigital's internal "humanity test" What's actually inside their upcoming book, Workforce Intelligence Episode Timestamps 00:00 Introduction 00:41 The thesis: AI transformation is about talent and leadership, not technology 02:44 Why treating AI adoption like a CRM rollout fails 04:29 Pitching VCs a "Workday for AI agents," and why it flopped 07:19 Why automating tasks failed, and augmenting human thinking won 11:20 The stat that changed everything: manager AI usage doubles team usage 15:04 Mike's personal epiphany and the "Claude" nickname from his family 18:10 Building an overnight "disruption calculator" with Claude and Replit 19:56 The result: a model showing 1,800 of 6,000 jobs at risk if nothing changes 21:11 Coworkers, builders, and agents: OneDigital's three-part AI framework 24:02 The AI hiring pipeline: job descriptions, interns, and apprenticeships 27:39 Meet Ben: the AI coworker now used by 1,600 benefits consultants daily 31:10 What's actually deployed: an LLM-agnostic stack with a separate intelligence layer 35:38 The metering and access risk: the Fable/White House security scare 39:56 Measuring "workforce intelligence": blending human and AI capability 50:07 Irreducible vs. reducible skills, and the Lemonade insurance AI-empathy example 53:38 The reskilling problem, and why human judgment stays irreplaceable 56:30 "Faces vs. headcount" and the company's internal "humanity test" 1:07:08 The origin of their book, Workforce Intelligence (out August 25th) 1:11:10 The risk of "renting back" your own intelligence after cutting your best people Learn more about OneDigital and the book Workforce Intelligence: https://www.onedigital.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikesullivanatdigital/ Connect with Vinay on LinkedIn: https://www.linkedin.com/in/gidwaney/ Partner Links Upgrade your AI toolkit: https://www.theaireport.ai/ai-executive-pass Subscribe to our free newsletter: https://newsletter.theaireport.ai/subscribe Join the community: https://community.theaireport.ai/checkout/the-ai-report-welcome-gift?coupon_code=WRTH Learn more about your ad choices. Visit megaphone.fm/adchoices

Am I the Jerk? is the show where you can confess your deepest darkest secrets and be part of the conversation.

Hannah Montoya joins the show to address the recent controversy surrounding her dating life, Austin Jenkins, her friendships with female coworkers, and what's next. Like and comment! SUPPORT OUT SPONSORS Wayfair Join Wayfair Rewards today to get 5% back on every purchase and start saving on your next home upgrade. Head to https://Wayfair.com to shop all things home. Fabletics Shop now at https://Fabletics.com/outandabout to get 70- 80% off everything when you sign up as a new VIP. StellaBlue Go to the store locator on https://stellabluecoffee.com to find a store near you.You can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/outandabout

Brandon Sanderson and Dan Wells discuss their interactions and opinions of the worst bosses ever. From the great Palpatine all the way to Prince Humperdinck, who will rise to the top as the greatest overlord of all? All that and more on today's episode of Intentionally Blank!Want to send me something to open?Dragonsteel EntertainmentATTN: AdamP.O Box 698American Fork, UT 84003Join the DSNX26 Waitlist Here: https://conventions.leapevent.tech/entry/single/Dragonsteel_Nexus/371f286a-23fa-4b84-9ab9-17b8ecffdb49Get your Wheel of Time updates here with the Bound and Woven newsletter: https://mailchi.mp/brandonsanderson/eye-of-the-world-campaignStay up to date by following my newsletter: https://brandonsanderson.us10.list-manage.com/subscribe?u=7d056bb7596a3e617f82004b2&id=fa68f14db0Interested in signed books and swag? Check here: https://www.dragonsteelbooks.com/You can also follow me on:Tiktok: https://www.tiktok.com/@authorbrandonsandersonFacebook: https://www.facebook.com/BrandSandersonTwitter: https://twitter.com/BrandSandersonInstagram: https://www.instagram.com/brandsanderson/?hl=enTwitch: https://www.twitch.tv/mistbornbrandonFrequently asked questions: https://faq.brandonsanderson.com

Baselane: Automate your Rental Cash Flow and get a chance to win $10,000: www.baselane.com/erikabrowninvestor Baselane is a financial technology company and is not an FDIC-insured bank. Banking services provided by Thread Bank, Member FDIC. #Baselane #BankingwithBaselane #Baselane10KGiveaway ✨ Not sure what your next step is? Take the quiz and I'll point you to it

Many times believers will say, "All Christians are missionaries," probably in an effort to encourage believers to preach the gospel to the lost. While all believers are evangelists and disciple-makers, all believers are not missionaries. The Bible teaches that some believers are set apart by God to be sent out to take the gospel to the unreached (aka missionaries). In this episode, we look at 3 passages in the New Testament that refer to the missionary calling: Acts 13:1-3, Romans 1:1-15, and Galatians 1:15-17. Read Acts 13:1-3: Who called Saul and Barnabas? What were they called to do? What was the church's role in Saul and Barnabas' sending? What had Saul and Barnabas been doing prior to their calling (Acts 11:19-30)? Read Rom. 1:1-15: How does Paul describe his calling? (v. 1, 5) Why did Paul want to go to Rome? (v. 15) How does Paul describe his desire to do the ministry? (under obligation-v. 15, and eager to do it- 15). Read Gal. 1:15-17: How does Paul describe his calling? What was he called to do? From this study, four foundational truths about the missionary calling emerge: 1. The missionary calling comes from an encounter with God and His heart for the nations. 2. The missionary calling comes through faithful engagement in God's work where we are. 3. The missionary calling produces a godly ambition to be a part of God's mission among the nations. 4. The missionary calling includes affirmation by God's people. Download the full biblical study, along with helpful resources, from the website.

Send us Fan MailThis week we're coming to you hungover, sweaty, and full of opinions. From a wild debate about whether you're a "producer" or a "consumer," to a birthday party invitation that asked guests to tip the staff, nothing is off-limits this episode.We dive into Netflix's Toxic Love Story and the Idaho College Murders documentary, catch up on Big Brother, Ride or Die, Widow's Bay, and Below Deck Med drama, and debate whether Ransom Canyon's second season lived up to the hype. Plus, Spider-Man: Brand New Day, the new FX show The Shards, and a Marvel trivia game that proves we need to brush up on our superhero knowledge.Grab your iced tea (in the perfect glass, of course) — this one covers everything.

In this episode, Kaila and Kyle list the most annoying and the most appreciated qualities in a coworker. Plus, how to make the most of those good qualities and navigate the grating ones.  00:00 Intro 01:08 Coworker pet peeve #1  06:02 Coworker pet peeve #2 10:15 Coworker pet peeve #3  12:50 Coworker pet peeve #4  15:23 Coworker green flag #1 19:19 Coworker green flag #2  21:00 Coworker green flag #3  23:23 Coworker green flag #4 Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app! Learn more about your ad choices. Visit megaphone.fm/adchoices

Neo the GameStop Neckbeard Gatekeeper: https://www.youtube.com/playli... Neo is a gatekeeping neckbeard gamestop employee. He seems to have a bit of a crush on his coworker, and uses his vast gaming knowledge to impress her. Except he doesn't actually know that much about games. Or how to interact with people. Yup, pretty cringe. It doesn't matter what your background is, you always need to treat people like people and not use them simply to get off. Neckbeards seem to learn this lesson particularly slow and it really does make my blood boil... So we must bring it to light so others don't suffer alone. For your fill of neckbeard stories we've got you covered with the freshest weeaboo, niceguy, and neckbeard happenings on reddit. Stick with ReddX for your daily dose of cringe with a side-dish of relatability. You might even feel good for dessert... But who can say? ------------------------------------------------------------ #reddit #neckbeard #gamestop #coworkers #gatekeeping #redditstories Discord: https://discord.gg/Sju7YckUWu Twitch: https://www.twitch.tv/daytondo... PayPal: https://www.paypal.me/daytondo... Patreon: http://patreon.com/daytondoes Twitter: http://www.twitter.com/daytond... Facebook: https://www.facebook.com/ReddX... Subreddit: https://www.reddit.com/r/ReddX... Amazon link to my mic: https://amzn.to/3lInsRR ReddX merch: https://teespring.com/stores/r... Character art: https://twitter.com/DarkleyStu... Creepypasta channel: https://www.youtube.com/Dayton... Gaming channel: https://www.youtube.com/dayton... Wifey's channel: https://www.youtube.com/channe... ------------------------------------------------------------ Playlists: Full neckbeard stories: https://www.youtube.com/playli... All neckbeard stories: https://www.youtube.com/playli... All legbeard stories: https://www.youtube.com/playli... RPG Horror Stories: https://www.youtube.com/playli... Weeaboo tales: https://www.youtube.com/playli... ------------------------------------------------------------ Podcasts: Spotify: https://open.spotify.com/show/... Soundcloud: https://soundcloud.com/reddxy iTunes: https://podcasts.apple.com/us/... Google Podcast: https://podcasts.google.com/fe... Spreaker: https://www.spreaker.com/show/... Podchaser: https://www.podchaser.com/podc... Deezer: https://www.deezer.com/us/show... Podcast Addict: https://podcastaddict.com/podc... JioSaavn: https://www.jiosaavn.com/shows... Also on Castbox, Audible, and iHeartRadio! Have you ever met a neckbeard or a nice guy? They are frustrating to deal with, but luckily you aren't alone! These r/neckbeardstories from Reddit are among the top posts of all time and include some of the funniest Reddit stories ever posted on the neckbeard stories subreddit! rSlash NeckbeardStories have all kinds of funny neckbeards in them, but especially the nice guy. And the weeaboo. There is a wide spectrum of neckbeards, and this is but a small slice of it. Listening to ReddX's neckbeard stories playlist is a great experience! These neckbeard stories Top Posts of All Time from Reddit are made for you to enjoy any time you feel like it, so be sure to save my rSlash neckbeard stories playlist to your favorites! While there are many rslash channels that read r/neckbeard stories and r/prorevenge from reddit, each channel has their own way of performing them. Some of the top rSlash entitled parents channels I recommend checking out are the original rSlash, Redditor, fresh, r/Bumfries, VoiceyHere, Mr Reddit, Storytime and Darkfluff. These Reddit story channels inspired me to start my own Reddit story channel, with a focus on Entitled Parents stories and at times going into the r/pettyrevenge and r/choosingbeggars subreddit as well. Because most of my audience prefers Entitled Parents stories of Reddit, I tend to just stick with reading the r/EntitleParents Top Posts of All Time. But I also enjoy getting up close and personal with neckbeards and weeaboos from time to time. Subscribe to ReddX for the freshest daily Reddit content. I post relatable readings of Reddit posts and Reddit stories every single day! Journey with me as I relate these amazing Reddit stories to my personal life journey. I'm greatly inspired by the top reddit posts of all time videos and reddit stories on YouTube which is why I started doing them myself. YouTube: https://www.youtube.com/channe... Discord: https://discord.gg/Sju7YckUWu Twitch: https://www.twitch.tv/daytondo... PayPal: https://www.paypal.me/daytondo... Patreon: http://patreon.com/daytondoes Twitter: http://www.twitter.com/daytond... Facebook: https://www.facebook.com/ReddX... Merch: https://reddx-shop.fourthwall....

Whats Up DCC We are Are back! PodFam! We have a real fun and funny new episode like always tho honestly. Enjoy ! And Tell a friend to tell a friend! - New adult hobbies such as running- UK Rappers- Thugs wearing fajas to stop from being stabbed- Brazilian Ab lift- Forgetting to take out meat out the freezer- Coworkers that trauma dump- Remembering that you are humanNew MusicWALE Soul Ties, Retchy P - Finesse the World 2Follow @degreescouchchronicles on all podcast platforms.Tune into our social for all updates.Click the link here for fitness by Phoenix fit workouts, meals, and more https://www.etsy.com/shop/FitnesswithphoenixGlow Nude @Glow.nude on IG

Agents are getting more powerful by the day. And most workflows, outputs and human capabilities can't keep up. Is that a problem or opportunity? Before you answer that question, though, keep this in mind. Agents are *literally* about to become 20X faster overnight. Let's unpack what that means. Faster AI Agents, Fewer Human Coworkers: The Overly Productive Future of Managing Agents? -- An Everyday AI Chat with Jordan WilsonNewsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageToday's Episode on LinkedIn: Thoughts on this? Join the convo on LinkedIn and connect with other AI leaders.Upcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: info@youreverydayai.comConnect with Jordan on LinkedInTopics Covered in This Episode:Managing Dozens of Productive AI AgentsOpenAI Cerebras: 20x Faster Agent ModelsImpact of AI Agents on Human CoworkersAgent-Driven Workflows vs. Human CollaborationIncreasing Agent Reliance and Fading MentorshipAccidental Deskilling and Compression TaxProtecting Human Judgment and Learning HandoffsExpert-Driven Loops in AI WorkflowsMonthly Rebuilding of AI Strategies and ProcessesMiddle Management Evolution in AI Native CompaniesTimestamps:00:00 Future of AI and Work Dynamics05:25 Advancements in AI and productivity tools09:51 Growing your business with AI13:52 AI productivity and collaboration shifts15:08 Improving AI processing speed18:53 Using AI agents for delegation24:46 Discussing AI-related work challenges28:16 Ensuring accountability and communication30:39 Adapting to rapid digital change32:35 Show outro and newsletter sign-upKeywords: AI agents, faster AI models, OpenAI, Cerebras chip, 20x speed increase, automated workflows, agent management, solo agent supervisor, generative AI, knowledge work automation, agent-powered productivity, parallel machine teams, inference speed, productivity acceleration, Codex, Cloud Code, Google Gemini, Cloud Cowork, Copilot, recursive self improvement, expert-driven loops, human handoffs, deskilling, mentorship loss, AI native workplace, workplace automation, transactional work, productivity roadblocks, accidental deskilling, agent bun sandwich, compression tax, human in the loop, expert collaboration, agent trust, AI decision making, domain expertise, rapid workflow rebuilding, unlearning processes, organizational adaptation, enterprise AI adoption, future of work, middle management AI, AI-powered teamwork, human-agent collaboration, manager-agent ratios, personalized agent output, multi-agent coordination, skillset sharing, intentional automation, productivity strategySend Everyday AI and Jordan a text message. (We can't reply back unless you leave contact info) Ready for ROI on GenAI? Go to youreverydayai.com/partner 

Beat Migs! We ask the rockaholics.

This show is a team, but who answers to whom? Sam does Jodi's "evaluation" and she's shocked to learn his professional takeaways. See omnystudio.com/listener for privacy information.

During my morning commute to my new job, I began praying for the people I worked with and then serving them above what I was required to do but I knew that more was needed to shift my faith paradigm at work. I needed to really know these people I worked with. My wife and I started creating ways to get to know people outside of work to develop real relationships. We had people over for dinner, we went out after work, and ate lunch together. My intention was to know more about them as individuals, not just co-workers. I learned their spouses' names, their kids' names. I learned what bothered them and what encouraged them. At the same time, I let them know who I was. I shared about my family, my dreams, my struggles. We just shared life. I started to see the real people I worked with. Do you know your co-workers personally?

Chapters: 00:00 - 57:54 - Austin Jenkins interview 57:55 - 1:14:11 - Nantucket vs The Influencers Dave Portnoy's assistant/Chief of Staff joins the show to discuss his job, the recent fallout with his coworkers, his future at the company, and his next big career move. Kelly and Pat then discuss influencers invading Nantucket, Paige Lorenze and the the future of the island. Support Our Sponsors: Go to the store locator on https://stellabluecoffee.com to find a store near you. Pat McAuliffe hosts a series of hilarious, no holds barred conversations that will leave you laughing on the floor. Shows air every Wednesday with new guests weekly. Headphones required. iTunes: https://podcasts.apple.com/us/podcast/out-about/id1534217005 Spotify: https://open.spotify.com/show/7rjGpD7sOD4zKOJ2eGXK2Q Follow us on... Instagram: @outandaboutpod, @barstoolpat Twitter: @OutAndAboutPod, @BarstoolPat TikTok: @outandaboutpod, @pat.mcauliffeYou can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/outandabout

A brand new “Pregame” edition of Calm Down with Erin Andrews and Charissa Thompson is here! The ladies return to answer your questions: Summer scaries: As a teacher how do I get ready to go back to school when I’m not ready for summer to be over? Wedding drama: Fallout with a bridesmaid, do I crop her out of my wedding photos? Workplace drama: Coworker smells bad and it’s impacting the customer, what do I say? Send in your Pregame questions to @calmdownpodcast on Instagram or write us an email thecalmdownpod@gmail.comSee omnystudio.com/listener for privacy information.

Am I the Jerk? is the show where you can confess your deepest darkest secrets and be part of the conversation.

Want to know your English level? Take our free English fluency quiz. Find out if your level is B1, B2, or C1.  Do you love Business English?  Try our other podcasts: All Ears English Podcast: We focus on Connection NOT Perfection when it comes to learning English. This podcast is perfect for listeners at the intermediate or advanced level. This is an award-winning podcast with more than 4 million monthly downloads. IELTS Energy Podcast: Learn IELTS from a former Examiner and achieve your Band 7 or higher, featuring Jessica Beck and Aubrey Carter Visit our website here or https://lnk.to/website-sn Send your English question or episode topic idea to support@allearsenglish.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

D&P Highlight: Would you tell your coworkers, during a trust exercise, that bigfoot doesn't have boobs? full 480 Mon, 27 Jul 2026 18:56:00 +0000 IDMkX6aqIBU2Vfv08xDcGsCZBX5ZDRuW news The Dana & Parks Podcast news D&P Highlight: Would you tell your coworkers, during a trust exercise, that bigfoot doesn't have boobs? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc. News

On this episode of Justin, Scott, and Spiegel “Name that Coworker” has officially become a handful. Tune in to hear the Morning Boys attempt to guess our coworkers name correctly. And this time we have props!!!  What department do they work in and did they get it right? Hit play to find out!

Welcome back to The Viall Files: Ask Nick edition! Our first caller asks how to set boundaries with her toxic mother-in-law. Our second caller seeks advice on how to heal after a breakup and not fall back into the same cycle with her ex. Our third caller wonders if her wanting two kids and her boyfriend wanting one kid is a deal breaker. Subscribe for more dating advice, relationship drama, and unfiltered Ask Nick calls every week. "You've convinced yourself of this passionate love story..." Nick is on Substack! Subscribe here: https://nickviall.substack.com/subscribe   ARE YOU A MESS BECAUSE OF YOUR SITUATIONSHIP? OR JUST IN GENERAL? Email asknick@theviallfiles.com with all your relationship questions and be a part of future Ask Nick episodes! Want ad free episodes and incredible bonus content featuring updates from your favorite callers? Start your 7 Day Free Trial of Viall Files + HERE: https://viallfiles.supportingcast.fm/   Subscribe to The ENVY Media Newsletter Today: https://www.viallfiles.com/newsletter   To Order Nick's Book and/or learn more about the show, go to: https://viallfiles.com  THANK YOU TO OUR SPONSORS: Bilt: Download the Bilt app and join the membership at https://joinbilt.com/viall.   Nutrafol: For a limited time, Nutrafol is offering our listeners $10 off your first month's subscription and free shipping when you visit https://nutrafol.com and enter promo code VIALL. Upwork: Visit https://upwork.com right now and post your job for free. Minky Couture: Visit https://minkycouture.com and use code VIALL at checkout for 50% off all full priced blankets. Article: Visit https://article.com/viall for $50 off your first purchase of $100 or more. **To advertise on this podcast please email: ad-sales@libsyn.com or go to: https://advertising.libsyn.com/theviallfiles  Timestamps: 00:32 - Caller One 31:55 - Caller Two 1:06:47 - Caller Three Episode Socials:  @viallfiles  @nickviall @justinkaphillips @baybaeee

0:00 Intro 0:09 Creepy co worker 2:56 The will 8:49 New lease Learn more about your ad choices. Visit megaphone.fm/adchoices