Podcasts about cultural leadership

LD Interviews ~ March 22, 2025In this episode of Liberty Dispatch, hosts Matthew Hallick and Andrew DeBartolo are joined by Dr. P. Andrew Sandlin to discuss nations, church & state, sphere sovereignty, and from where freedom derives. For access to the full conversation, including the full discussion of Canada's crazy taxation and spending, become a paid subscriber over at our Substack: https://ldcanada.substack.com/; Episode Resources: Center for Cultural Leadership: https://christianculture.com/;SHOW SPONSORS:Invest with Rocklinc: info@rocklinc.com or call them at 905-631-546; Diversify Your Money with Bull Bitcoin: https://mission.bullbitcoin.com/dispatch;BarterPay: https://barterpay.ca/; Barter It: https://www.barterit.ca/;Get freedom from Censorious CRMs by signing up for SalesNexus: https://www.salesnexus.com/;PLEXUS Worldwide: Reboot your health today! email them @ healthandliberty@proton.me or go to http://plexusworldwide.ca/healthandliberty; SUBSCRIBE TO OUR SHOWS/CHANNELS:LIBERTY DISPATCH PODCAST: https://libertydispatch.podbean.com; https://rumble.com/LDshow; CONTACT US: libertydispatch@pm.me STAY UP-TO-DATE ON ALL THINGS LD:Instagram: https://www.instagram.com/liberty_dispatch/; Facebook: https://www.facebook.com/LibertyDispatchCanada; X: @LDCanada - https://x.com/_LDCanada; Rumble: https://rumble.com/LDshow; YouTube: https://www.youtube.com/@libertydispatch Please LIKE, SUBSCRIBE, RATE, & REVIEW, and SHARE it with others!

LD Interviews ~ March 22, 2025 In this episode of Liberty Dispatch, hosts Matthew Hallick and Andrew DeBartolo are joined by Dr. P. Andrew Sandlin to discuss nations, church & state, sphere sovereignty, and from where freedom derives. For access to the full conversation, including the full discussion of Canada's crazy taxation and spending, become a paid subscriber over at our Substack: https://ldcanada.substack.com/;  Episode Resources: Center for Cultural Leadership: https://christianculture.com/; SHOW SPONSORS: Invest with Rocklinc: info@rocklinc.com or call them at 905-631-546; Diversify Your Money with Bull Bitcoin: https://mission.bullbitcoin.com/dispatch; BarterPay: https://barterpay.ca/; Barter It: https://www.barterit.ca/; Get freedom from Censorious CRMs by signing up for SalesNexus: https://www.salesnexus.com/; PLEXUS Worldwide: Reboot your health today! email them @ healthandliberty@proton.me or go to http://plexusworldwide.ca/healthandliberty; SUBSCRIBE TO OUR SHOWS/CHANNELS: LIBERTY DISPATCH PODCAST: https://libertydispatch.podbean.com; https://rumble.com/LDshow; CONTACT US: libertydispatch@pm.me STAY UP-TO-DATE ON ALL THINGS LD: Instagram: https://www.instagram.com/liberty_dispatch/; Facebook: https://www.facebook.com/LibertyDispatchCanada; X: @LDCanada - https://x.com/_LDCanada; Rumble: https://rumble.com/LDshow; YouTube: https://www.youtube.com/@libertydispatch Please LIKE, SUBSCRIBE, RATE, & REVIEW, and SHARE it with others!

LD Interviews ~ March 22, 2025In this episode of Liberty Dispatch, hosts Matthew Hallick and Andrew DeBartolo are joined by Dr. P. Andrew Sandlin to discuss nations, church & state, sphere sovereignty, and from where freedom derives. For access to the full conversation, including the full discussion of Canada's crazy taxation and spending, become a paid subscriber over at our Substack: https://ldcanada.substack.com/; Episode Resources: Center for Cultural Leadership: https://christianculture.com/;SHOW SPONSORS:Invest with Rocklinc: info@rocklinc.com or call them at 905-631-546; Diversify Your Money with Bull Bitcoin: https://mission.bullbitcoin.com/dispatch;BarterPay: https://barterpay.ca/; Barter It: https://www.barterit.ca/;Get freedom from Censorious CRMs by signing up for SalesNexus: https://www.salesnexus.com/;PLEXUS Worldwide: Reboot your health today! email them @ healthandliberty@proton.me or go to http://plexusworldwide.ca/healthandliberty; SUBSCRIBE TO OUR SHOWS/CHANNELS:LIBERTY DISPATCH PODCAST: https://libertydispatch.podbean.com; https://rumble.com/LDshow; CONTACT US: libertydispatch@pm.me STAY UP-TO-DATE ON ALL THINGS LD:Instagram: https://www.instagram.com/liberty_dispatch/; Facebook: https://www.facebook.com/LibertyDispatchCanada; X: @LDCanada - https://x.com/_LDCanada; Rumble: https://rumble.com/LDshow; YouTube: https://www.youtube.com/@libertydispatch Please LIKE, SUBSCRIBE, RATE, & REVIEW, and SHARE it with others!

Uncover the unexpected truth about leading global teams! This global team leader shares six powerful strategies for success, from cultural agility to building trust across time zones. Discover how leveraging diversity can drive innovation and team performance, and how to create a work environment where everyone feels valued and supported. But the real surprise lies in the simple yet profound actions that can make a world of difference in your global team. Want to know the surprising key to building trust across borders? It's not what you think! Dive into this episode to uncover the unexpected secrets to leading global teams and making a lasting impact. In this episode, you will be able to: Mastering the art of leading global teams across borders can transform your leadership approach and drive remarkable team performance. Discover the key to building trust in multicultural teams and unlock the potential for unparalleled collaboration and synergy. Uncover powerful strategies for cross-cultural communication to enhance team dynamics and foster a more inclusive work environment. Explore the potential of leveraging diversity for team innovation and witness the impact it can have on creativity and problem-solving. Learn effective techniques for managing time zones in global teams to streamline operations and maximize productivity across different geographical locations. The key moments in this episode are: 00:00:02 - Welcome and Introduction 00:01:17 - Leading Across Borders 00:03:11 - Cross-Cultural Communication 00:06:19 - Leveraging Diversity 00:07:12 - Building Trust and Respect Boundaries 00:13:01 - Supporting the Podcast Community 00:13:14 - Listener Appreciation 00:13:31 - Making a Difference 00:13:40 - Final Words of Encouragement Leading across borders is a rewarding challenge of modern leadership. When we embrace cultural agility, foster inclusivity, and align around a common vision, we can unlock the potential of teams with cognitive diversity, allowing them to innovate and thrive together. - Lori Adams Brown Mastering global team leadership In leading global teams across borders, mastering global team leadership is crucial for success. Understanding cultural differences and adapting leadership styles accordingly fosters collaboration. Effective communication and respect for diverse perspectives are key components in leading high-performing global teams. Connect with Lori Adams Brown on LinkedIn to send a direct message or email the show to share your thoughts and experiences in leading global teams. Join the Patreon community of difference makers to engage in deeper conversations and direct message Lori Adams Brown with your tips and experiences in leading globally. Subscribe to the podcast, leave a review, and share the episode with someone who might find it helpful to make a difference in their own way. Use Microsoft Planner or notion boards to coordinate work across time zones and ensure effective collaboration in global teams. Reach out to Lori Adams Brown on Instagram by sending a direct message or commenting on any post related to the episode to share your thoughts and experiences in leading across borders. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube FaceBook Instagram Threads Patreon (for exclusive episodes just for Difference Makers) Bluesky TikTok Subscribe to the podcast, leave a review, and share this episode with someone who might need to hear it. Your support helps the community grow and keeps these important conversations going. If you need professional help for your worklife: https://www.betterhelp.com/difference Learn more about your ad choices. Visit megaphone.fm/adchoices

Uncover the unexpected truth about leading global teams! This global team leader shares six powerful strategies for success, from cultural agility to building trust across time zones. Discover how leveraging diversity can drive innovation and team performance, and how to create a work environment where everyone feels valued and supported. But the real surprise lies in the simple yet profound actions that can make a world of difference in your global team. Want to know the surprising key to building trust across borders? It's not what you think! Dive into this episode to uncover the unexpected secrets to leading global teams and making a lasting impact. In this episode, you will be able to: Mastering the art of leading global teams across borders can transform your leadership approach and drive remarkable team performance. Discover the key to building trust in multicultural teams and unlock the potential for unparalleled collaboration and synergy. Uncover powerful strategies for cross-cultural communication to enhance team dynamics and foster a more inclusive work environment. Explore the potential of leveraging diversity for team innovation and witness the impact it can have on creativity and problem-solving. Learn effective techniques for managing time zones in global teams to streamline operations and maximize productivity across different geographical locations. The key moments in this episode are: 00:00:02 - Welcome and Introduction 00:01:17 - Leading Across Borders 00:03:11 - Cross-Cultural Communication 00:06:19 - Leveraging Diversity 00:07:12 - Building Trust and Respect Boundaries 00:13:01 - Supporting the Podcast Community 00:13:14 - Listener Appreciation 00:13:31 - Making a Difference 00:13:40 - Final Words of Encouragement Leading across borders is a rewarding challenge of modern leadership. When we embrace cultural agility, foster inclusivity, and align around a common vision, we can unlock the potential of teams with cognitive diversity, allowing them to innovate and thrive together. - Lori Adams Brown Mastering global team leadership In leading global teams across borders, mastering global team leadership is crucial for success. Understanding cultural differences and adapting leadership styles accordingly fosters collaboration. Effective communication and respect for diverse perspectives are key components in leading high-performing global teams. Connect with Lori Adams Brown on LinkedIn to send a direct message or email the show to share your thoughts and experiences in leading global teams. Join the Patreon community of difference makers to engage in deeper conversations and direct message Lori Adams Brown with your tips and experiences in leading globally. Subscribe to the podcast, leave a review, and share the episode with someone who might find it helpful to make a difference in their own way. Use Microsoft Planner or notion boards to coordinate work across time zones and ensure effective collaboration in global teams. Reach out to Lori Adams Brown on Instagram by sending a direct message or commenting on any post related to the episode to share your thoughts and experiences in leading across borders. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube FaceBook Instagram Threads Patreon (for exclusive episodes just for Difference Makers) Bluesky TikTok Subscribe to the podcast, leave a review, and share this episode with someone who might need to hear it. Your support helps the community grow and keeps these important conversations going. If you need professional help for your worklife: https://www.betterhelp.com/difference Learn more about your ad choices. Visit megaphone.fm/adchoices

Segment 1 with Tobias Sturesson starts at 0:00.Having grown up in a religious cult and later confronted its toxic culture, Tobias Sturesson evolved into a prominent advocate for the vital importance of cultural health for organizational success and human flourishing. He  is the author of "You Can Culture: Transformative Leadership Habits for a Thriving Workplace, Positive Impact and Lasting Success". Tobias has identified the four most crucial and timeless culture-building leadership habits.Segment 2 with Adrian Kelly starts at 13:17.Since no one is coming to save them, how do you help people get the most out of themselves and life. Adrian Kelly is the author of "The Success Complex: Ancient Wisdom, The Building Blocks of Life,and Your Path to Sustained Success". He is a recognized sports and performance coach, author, award winning lawyer, and a sought-after guest speaker.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-small-business-radio-show--3306444/support.

In this episode of the AlchemistX Innovators Inside Podcast, host Ian Bergman welcomes Gigi Wang, an entrepreneur, corporate innovation expert, and industry fellow at UC Berkeley. Gigi shares her incredible journey from Taiwan to Silicon Valley, discussing her engineering career, entrepreneurship lessons, and the cross-cultural leadership insights she's gained. Drawing from her experience working across the U.S., Asia, and beyond, Gigi explores the universal challenges and opportunities in corporate innovation, particularly when merging corporate structures with the agility of startups. Tune in to learn how innovation is not just about new technologies but about addressing future needs, how companies can foster a culture that supports risk-taking, and how leaders can assess whether they're truly embracing innovation. Gigi also highlights the importance of personalized healthcare the unintended consequences of technology and offers actionable advice for building trust and collaboration between corporates and startups. Whether you're an executive or entrepreneur, this episode is packed with practical takeaways on growth mindset, leadership, and driving real change in today's complex world.

What would you do if you were flying a plane, and all of a sudden the engine caught on fire? Well, that has happened to our amazing Author Corner guest Chris Smith. Chris joins our resident author and Director of Learning Danette to chat about his new book Leadership at 43000 Feet: Real Leaders Don't Need a Title. Chris has worked as pilot and got his accreditation in the counselling space, before combining those things and helping invent roles like pilot wellness manager, and then having them successfully implemented by major companies like Jetstar. He works as a senior lecturer at USQ and is a successful founder of A Cultural Leadership and speaker, as well as being an author. Chris chats about the standards of mental health in the workplace when he was a pilot, how to fix an engine that is one fire, and how to make sure your staff is mentally prepared to deal with the turbulence of business. His book also looks at a different approach that combines leadership and mental health and is a great resource for leaders who want their employees to be sustainable and not burnt out. To reach out to Chris: https://www.linkedin.com/in/chris-smith-0080374b/?originalSubdomain=au https://www.aculturalleadership.com/ And to pick up a copy of Leadership at 43000 Feet: Real Leaders Don't Need a Title: https://www.booktopia.com.au/leadership-at-43000-feet-chris-smith/book/9781923007659.html?srsltid=AfmBOopMLbNUAVViVBBi26f5peS782KZZN3FHWCRRObMcdesapq5OMd1 Chapters 00:00 Introduction to the Magical Learning Podcast 01:25 Meet Chris Smith: A Journey from Pilot to Author 04:22 Navigating Challenges: A Pilot's Perspective 06:47 Mental Health in Aviation: Breaking the Stigma 12:36 Leadership Beyond KPIs: A New Approach 14:01 The Importance of Community in Leadership 19:14 Writing for Legacy: Chris's Motivations 22:09 Key Leadership Insights: Humility and Influence 27:46 Understanding the Unheard: Examples - Oscar and Juliet 30:45 The World's Greatest Problem: Unnecessary Arguments All Magical Learning podcasts are recorded on the beautiful lands of the Kulin, Ngunnawal and Wiradjuri nations, and we pay our respect to their elders past and present. As always, if you are having trouble, you can always send us a message. Listen to/watch this podcast here: ⁠https://open.spotify.com/show/128QgGO..⁠. To find out more about our free content, sign-up for future webinars as well as our other services, go to ⁠https://magicallearning.com/⁠ and sign up! You can also find us on our socials: Instagram: / magical_learning Facebook: / magicallearningteam Linkedin: / magicallearning Youtube: / @magicallearning Have a Magical week!

As the world keeps changing, it's more likely than ever that you may be leading to build high-performing cross-cultural relationships. These can include relationships with employees, customers, partners, investors, and many other stakeholders. The challenge is that even leaders who are familiar with national cultural norms can run into barriers from miscommunication and misunderstanding.  ThisRead More The post A New Take on Cross Cultural Leadership – With Natsuyo Lipschutz appeared first on Business Advancement.

In this, the second instalment of our newest Podcast for Cultural Reformation series on Christianity & Politics, Dr. Joe Boot is joined by Dr. P. Andrew Sandlin, Ezra Fellow for Public Theology & Cultural Philosophy, to discuss classical liberalism, its Christian roots, its strengths and weaknesses, and whether or not it's biblical. Tune in for this riveting discussion. Episode Resources: Virtuous Liberty ed. Dr. P. Andrew Sandlin: https://www.amazon.com/Virtuous-Liberty-Christian-Classical-Liberalism/dp/B0CN4MDQ5L; Center for Cultural Leadership: https://www.christianculture.com. CHAPTERS:0:00 Opening0:40 Intro01:00 Welcome02:43 Recap of Last Week's Show03:45 The Background for the Rise of Classical Liberalism07:30 The Idea(s) of Classical Liberalism11:00 The Nature of Human Beings in Relation to the State11:55 The Resurgence of Aristotelian Statism on the "Right" & the "Left"17:36 The Unbiblical Foundation of Aristotelian Statism & the Christian Alternative22:01 The Kingdom of God as the Totalizing Christian Principle22:34 The Failure of the Pagan & Synthesized Anthropology & Teleology25:26 The Impact of the Fall and its Relationship to Reformational Thought & Classical Liberalism29:38 A Ditch on Both Sides31:46 The Swiss Ditch36:17 Silver Lining AD38:03 The Breakdown of Classical Liberalism42:04 Classical Liberalism, Limited Government & Sphere Sovereignty47:22 The Inherent Liability of Classical Liberalism50:55 The Absolutism of the Common Good53:11 Christianity's Influence on the State55:29 The Religious Root of the State and Western Apostasy58:11 Conclusion01:00:29 Outro Join us this October 31- November 2 @ The Presence of Christ Conference at Trinity Bible Chapel in Kitchener/Waterloo: https://mytrinitybiblechapel.churchcenter.com/registrations/events/2343549; The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

In this, the second instalment of our newest Podcast for Cultural Reformation series on Christianity & Politics, Dr. Joe Boot is joined by Dr. P. Andrew Sandlin, Ezra Fellow for Public Theology & Cultural Philosophy, to discuss classical liberalism, its Christian roots, its strengths and weaknesses, and whether or not it's biblical. Tune in for this riveting discussion. Episode Resources: Virtuous Liberty ed. Dr. P. Andrew Sandlin: https://www.amazon.com/Virtuous-Liberty-Christian-Classical-Liberalism/dp/B0CN4MDQ5L; Center for Cultural Leadership: https://www.christianculture.com. CHAPTERS:0:00 Opening0:40 Intro01:00 Welcome02:43 Recap of Last Week's Show03:45 The Background for the Rise of Classical Liberalism07:30 The Idea(s) of Classical Liberalism11:00 The Nature of Human Beings in Relation to the State11:55 The Resurgence of Aristotelian Statism on the "Right" & the "Left"17:36 The Unbiblical Foundation of Aristotelian Statism & the Christian Alternative22:01 The Kingdom of God as the Totalizing Christian Principle22:34 The Failure of the Pagan & Synthesized Anthropology & Teleology25:26 The Impact of the Fall and its Relationship to Reformational Thought & Classical Liberalism29:38 A Ditch on Both Sides31:46 The Swiss Ditch36:17 Silver Lining AD38:03 The Breakdown of Classical Liberalism42:04 Classical Liberalism, Limited Government & Sphere Sovereignty47:22 The Inherent Liability of Classical Liberalism50:55 The Absolutism of the Common Good53:11 Christianity's Influence on the State55:29 The Religious Root of the State and Western Apostasy58:11 Conclusion01:00:29 Outro Join us this October 31- November 2 @ The Presence of Christ Conference at Trinity Bible Chapel in Kitchener/Waterloo: https://mytrinitybiblechapel.churchcenter.com/registrations/events/2343549; The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

In this, the second instalment of our newest Podcast for Cultural Reformation series on Christianity & Politics, Dr. Joe Boot is joined by Dr. P. Andrew Sandlin, Ezra Fellow for Public Theology & Cultural Philosophy, to discuss classical liberalism, its Christian roots, its strengths and weaknesses, and whether or not it's biblical. Tune in for this riveting discussion. Episode Resources: Virtuous Liberty ed. Dr. P. Andrew Sandlin: https://www.amazon.com/Virtuous-Liberty-Christian-Classical-Liberalism/dp/B0CN4MDQ5L; Center for Cultural Leadership: https://www.christianculture.com. CHAPTERS:0:00 Opening0:40 Intro01:00 Welcome02:43 Recap of Last Week's Show03:45 The Background for the Rise of Classical Liberalism07:30 The Idea(s) of Classical Liberalism11:00 The Nature of Human Beings in Relation to the State11:55 The Resurgence of Aristotelian Statism on the "Right" & the "Left"17:36 The Unbiblical Foundation of Aristotelian Statism & the Christian Alternative22:01 The Kingdom of God as the Totalizing Christian Principle22:34 The Failure of the Pagan & Synthesized Anthropology & Teleology25:26 The Impact of the Fall and its Relationship to Reformational Thought & Classical Liberalism29:38 A Ditch on Both Sides31:46 The Swiss Ditch36:17 Silver Lining AD38:03 The Breakdown of Classical Liberalism42:04 Classical Liberalism, Limited Government & Sphere Sovereignty47:22 The Inherent Liability of Classical Liberalism50:55 The Absolutism of the Common Good53:11 Christianity's Influence on the State55:29 The Religious Root of the State and Western Apostasy58:11 Conclusion01:00:29 Outro Join us this October 31- November 2 @ The Presence of Christ Conference at Trinity Bible Chapel in Kitchener/Waterloo: https://mytrinitybiblechapel.churchcenter.com/registrations/events/2343549; The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

Definitely we need a cultural transformation, and no one's better positioned to contribute to that than the arts and culture. I think part of the task that we have ahead, as artists and culture makers, is to really question how we got here in the first place, what brought us here and and what are the stories we are being told.Holà. I decided  to begin my conversation with the brilliant Mexican-Canadian cultural worker and climate communicator Julia Matamoros in Spanish so that she could introduce herself in her first language : ‘Bienvenida Julia al podcast consciente. Mi español no es muy bueno pero quiero empezar nuestra conversación en este idioma. Antes de pasar al inglés, ¿por qué no empiezas con una introducción en español y luego un breve resumen de tus antecedentes en inglés y luego hablaremos sobre el arte y la crisis ecológica? ¿VALE?It worked. Gracias Julia. I first met Julia in 2022 while I was chair of the board of SCALE and she was the communications lead. I was impressed by her strategies and insights on how to further engage artists in the climate emergency for example : I think it's very difficult to build new worlds if we first don't understand what's wrong with the values we abide to right now and that on the one hand, and the second is to start imagining new worlds. That is very hard for a lot of us, when you only know one way of existing and relating to other forms of life. It's very difficult to think there could be other ways. I think arts and culture are perfectly positioned to lead the way for that. Art naturally is a space where we can break the rules, create new ones, question, and resignify. I think we need to resignify a lot and art needs to lead the way there, for sure.As you can hear, Julia integrates her diverse background in arts, culture, social work, and community development with a focus on diversity, equity, inclusion, and complex and urgent issues like the climate emergency. Julia believes these areas are interconnected and essential for societal transformation and she talks about her work with a passion and a type of serenity that is contagious, in a good way. Our conversation explores a range of environmental challenges such as water scarcity in her native Mexico and highlights innovative climate solutions like rainwater harvesting, the permaculture movement, Mexico's recent ban on GMO corn, and 'Energising Artivism', a new project that Julia is involved in that elevates the role of arts in social and environmental activism.Julia also underscores the need for building networks to increase resilience in addressing climate issues, noting that many initiatives lack adequate community-building infrastructure and she explains this gap and how to address it throughout our exchange. Among other issues, Julia observes a disconnect between climate change understanding and action in the arts and culture sector, particularly among cultural leadership, and she does not hold her punches in her observations of the status quo:The arts and culture sector cares. People care. There's a lot of things happening. Where I see the gap is not necessarily in artists, cultural professionals or even organizations. I see it at the leadership level. This has been very shocking to me. Why is that? I think one of the reasons could be perhaps that Canada has started experiencing the impacts of climate change more drastically in recent years. Whereas other parts of the world have been experiencing that for a while. So what has been going on for the last few years, fires, floods, will change the perception around it as a real emergency. There's a reluctance to speak about it as a priority, to talk about it as an emergency, and to devote resources to it.This section of our conversation brought me back to episode 183 about cultural leadership where we heard how the arts sector is exploring many of the root causes of the ecological crisis however, ironically, the arts sector is not yet in climate emergency mode.This is a complex dilemma but I like the way Julia suggests ways for us to move forward. I want to thank  Julia for her cultural leadership and vision for the role of the arts. Julia wrote this note to me after our conversation which I think summarizes her concerns and aspirations: Art is always in the business of culture and of cultural transformation. My wish would be for this transformation to become intentional, grounded in understanding of what no longer works, and in our shared yearning for new possibilities. I think it's already happening but not as a common project.I agree. Let's make it a common project, everyone, together. Hagamos que sea un proyecto común, todos juntos. Julia recommends the following publication Spring Creek PodcastSensing Earth : compilation of essays, interviews, poetry, manifestos, choreographic prompts, speculative fiction and case studies at the intersection of art and environmental activism, culture and nature.Projects mentioned in the episode: SCALE-LeSAUT23 Climate ThingsArtivism Inaugural Global Conference Sept 5-8Other links from MexicoThree channel video by interdisciplinary artist Tania Candiani :  I recently saw her work at MUAC. These images give you a better sense of how the piece was presented.Base bio architectura: there is a lot of experimentation happening in ecological architecture - different materials, techniques but with spectacular design at the heart of it all. I find base bio-architectura particularly beautiful.*Chapters (AI generated)IntroductionJulia Matamoros introduces herself, sharing her journey from Mexico to Canada and her extensive background in arts, culture, and community development. She reflects on how she has integrated her passions for social work and the arts throughout her career.The Intersection of Art and ClimateJulia discusses the natural transition from focusing on diversity, equity, and inclusion to addressing climate issues, emphasizing their interconnectedness. She shares her belief that the arts play a crucial role in making connections between these causes.Art as a NecessityJulia elaborates on her lifelong relationship with art, describing it as a necessity that has always been integral to her life. She highlights her diverse interests in various forms of artistic expression, from literature to film and beyond.Perspectives on the ‘End of the World (as we know it)The conversation shifts to the theme of the end of the world as we know it with Julia sharing her perspective shaped by her experiences in Mexico. She discusses how the concept varies globally and the creative responses emerging in communities facing crises. Note: Julia noted afterwards that ‘I think William Gibson's famous quote summarizes what I'm trying to say “The future is already here – it's just not evenly distributed.'Engaging with Climate through ArtJulia shares her belief that the arts must engage with pressing societal issues, including climate change and inequality. She discusses her work with various projects aimed at fostering collaboration and participation within the arts sector.Energizing ArtivismJulia introduces the concept of ‘Energising Artivism,' a new project focused on uplifting the role of arts in addressing environmental and social challenges. She highlights the upcoming Artivism Conference in South Africa as a platform for collaboration.Building Networks for ResilienceThe importance of building networks within the arts community is emphasized as a means to foster resilience and collaboration. Julia discusses the need for a centralized infrastructure to connect artists and cultural organizations effectively.Challenges Facing the Arts SectorJulia and Claude discuss the various challenges artists face, including housing issues and the impact of the COVID-19 pandemic and how these challenges can be reframed as opportunities for deeper engagement for the arts with societal issues.Cultural Transformation through ArtJulia argues for the necessity of a cultural transformation to address the climate emergency, asserting that artists are uniquely positioned to lead this change, emphasizing the importance of questioning existing narratives and imagining new possibilities.Art and Community in MexicoShifting focus to Mexico, Julia shares insights into how the arts community is integrating ecological concerns into their work and vice versa. She highlights various initiatives that blend art with permaculture and sustainable practices.Reviving Indigenous CraftsmanshipJulia discusses the resurgence of indigenous craftsmanship in Mexico, emphasizing the importance of ethical collaboration and recognition of cultural heritage. She describes how this movement is intertwined with sustainability and community building.The Role of Arts in CrisisThe conversation returns to the role of the arts in addressing crises, with Julia reflecting on how artists can contribute meaningfully to societal challenges. She emphasizes the need for connection and collaboration among artists and communities.The Power of Self-OrganizationIn this section, the importance of self-organizing within communities is emphasized, highlighting how local connections can lead to meaningful exchanges and on how art can facilitate these connections and foster new relationships among individuals.Navigating Climate ConversationsThe conversation shifts to the challenges of discussing climate change within the arts community, where feelings of denial and disempowerment often prevail and the need for more open dialogue about the climate emergency and how artists can lead these conversations through their work.Bridging the Gap in LeadershipHere, the focus is on the disconnect between the grassroots level and leadership within the arts sector regarding climate action including the necessity for arts organizations to take on more responsibility and foster collaboration to address climate issues effectively.Creating Unity and FrameworksThis section emphasizes the need for a unified approach within the arts sector to tackle climate change, suggesting that shared frameworks can guide collective efforts. The discussion highlights the importance of collaboration and agreement on priorities to maximize impact.Hope and Healing through the ArtsThe conversation reflects upon the role of the arts in fostering hope and healing amidst the climate crisis, emphasizing the need to reconnect with the joy of living. They discuss how the arts can bridge pain and possibility, encouraging a collective movement towards positive change.Permaculture Principles and Cultural TransformationIn this section, the conversation delves into permaculture as a framework for cultural transformation, highlighting its relevance beyond agriculture including how adopting permaculture principles can guide communities toward sustainable living and resilience.Cultivating a Caring CultureThe concluding section emphasizes the importance of reciprocity, caring, and community in navigating the challenges posed by climate change. *END NOTES FOR ALL EPISODESI've been producing the conscient podcast as a learning and unlearning journey since May 2020 on un-ceded Anishinaabe Algonquin territory (Ottawa). It's my way to give back and be present.In parallel with the production of the conscient podcast and it's francophone counterpart, balado conscient, I publish a Substack newsletter called ‘a calm presence' which are 'short, practical essays about collapse acceptance, adaptation, response and art'. To subscribe (free of charge) see https://acalmpresence.substack.com. You'll also find a podcast version of each a calm presence posting on Substack or one your favorite podcast player.Also, please note that a complete transcript of conscient podcast and balado conscient episodes from season 1 to 4 is available on the web version of this site (not available on podcast apps) here: https://conscient-podcast.simplecast.com/episodes.Your feedback is always welcome at claude@conscient.ca and/or on conscient podcast social media: Facebook, X, Instagram or Linkedin. I am grateful and accountable to the earth and the human labour that provided me with the privilege of producing this podcast, including the toxic materials and extractive processes behind the computers, recorders, transportation systems and infrastructure that made this production possible. Claude SchryerLatest update on July 20, 2024

Do you find leading cross-cultural teams a challenge? Many of the women I work with who are leading large, multinational teams often wonder if they are really doing enough to be a powerful leader when it comes to leading cross-cultural teams.Today's global business arena needs leaders who can swiftly adapt to diverse environments and collaborate effectively with partners and employees from various cultural backgrounds. Success in one country doesn't guarantee success in another; leaders must develop cross-cultural competencies to thrive internationally.That is why in this week's episode, I sit down with Áine Murray, who is the president of the France Ireland Chamber of Commerce. Aine is also the Head of Marketing, Communications, Corporate Responsibility and Bid Support for Veolia in Ireland and Northern Ireland. Through her role, Aine ensures that Veolia brings to life for all of its internal and external stakeholders so she is well versed in managing cross-cultural relationships. If you are the female leader of a cross-cultural team, then you absolutely don't want to miss this episode as Aine shares some golden nuggets of wisdom for being an effective, stand-out cross cultural leader.Tune in to discover: The most important things to consider to master cross cultural leadershipStrategies to be an inclusive leader when working on an international team projectHow to effectively manage conflict in cross-cultural teamsTop tips and strategies for cross cultural leadershipWant more?FREE: The Ultimate Guide To Effective Conflict Resolution And Communication For LeadersJoin 3SIXTY Leaders Club WaitlistConnect with Áine Murray on LinkedInRead the podcast notes and full transcript here.

Today we are speaking with Chris Dyer, CEO and acclaimed company culture expert, consistently guided organizations to become recognized as "Best Places to Work" and achieved five- time recognition as the fastest-growing company by Inc Magazine. As the #1 Leadership Speaker on Culture and author of three bestselling books, including "The Power of Company Culture and Remote Work, Chris stands as a Top 50 Global Thought Leader. ___How Prepared is Your Team for the Next Big Disruption? Future-proof your team with Malosiminds.com Get your copy of Personal Socrates: Better Questions, Better Life Connect with Marc >>> Website | LinkedIn | Instagram | Twitter Drop a review and let me know what resonates with you about the show!Thanks as always for listening and have the best day yet!*A special thanks to MONOS, our official travel partner for Behind the Human! Use MONOSBTH10 at check-out for savings on your next purchase. ✈️*Special props

On this episode of the Podcast for Cultural Reformation, Drs. Boot and Thiessen are joined by Ezra Institute fellow Dr. P. Andrew Sandlin to talk about the Bible as the Word of God.Episode Resources: Center for Cultural Leadership: https://christianculture.com/;Dr. Sandlin's Substack: https://pandrewsandlin.substack.com/ The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

On this episode of the Podcast for Cultural Reformation, Drs. Boot and Thiessen are joined by Ezra Institute fellow Dr. P. Andrew Sandlin to talk about the Bible as the Word of God.Episode Resources: Center for Cultural Leadership: https://christianculture.com/;Dr. Sandlin's Substack: https://pandrewsandlin.substack.com/ The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

On this episode of the Podcast for Cultural Reformation, Drs. Boot and Thiessen are joined by Ezra Institute fellow Dr. P. Andrew Sandlin to talk about the Bible as the Word of God.Episode Resources: Center for Cultural Leadership: https://christianculture.com/;Dr. Sandlin's Substack: https://pandrewsandlin.substack.com/ The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

On this episode of the Podcast for Cultural Reformation, Drs. Boot and Thiessen are joined by Ezra Institute fellow Dr. P. Andrew Sandlin to talk about the Bible as the Word of God.Episode Resources: Center for Cultural Leadership: https://christianculture.com/;Dr. Sandlin's Substack: https://pandrewsandlin.substack.com/ The WAIT is OVER!!! Pre-order your copy of the NEW updated and expanded version of Dr. Boot's Mission of God with a brand-new study guide! Get it here: https://ezrapress.ca/products/mission-of-god-10th-anniversary-edition; Got Questions? Would you like to hear Dr. Boot answer your questions? Let us know in the comments or reach out to us at https://www.ezrainstitute.com/connect/contact/; Think biblically about politics with the help of Dr. Boot's latest book "Ruler of Kings": https://ezrapress.ca/products/ruler-of-kings-toward-a-christian-vision-of-government; For Ezra's many print resources and to join our newsletter, visit: https://ezrapress.com. Stay up-to-date with all things Ezra Institute: https://www.ezrainstitute.com;Subscribe to Ezra's YouTube Channel: https://www.youtube.com/channel/UCPVvQDHHrOOjziyqUaN9VoA?sub_confirmation=1;Fight Laugh Feast Network: https://pubtv.flfnetwork.com/tabs/audio/podcasts/8297;Apple Podcasts: https://podcasts.apple.com/ca/podcast/ezra-institute-podcast-for-cultural-reformation/id1336078503;Spotify Podcast: https://open.spotify.com/show/0dW1gDarpzdrDMLPjKYZW2?si=bee3e91ed9a54885. Wherever you find our content, please like, subscribe, rate, or review it; it truly does help.

I've been thinking a lot about the importance of connecting the value of the arts to everyday citizens and their own connection to creativity, whatever that might be. I think it's something we should be talking about now, not only within our communities and within the arts sector, but outside of as well : talking about the value of the arts to feelings of belonging and connection and the ability to build bridges that the arts uniquely have. - kelly langgard, june 5, 2024 imagining in public - cultural leadership in a changing world panelI agree with Kelly Langgard that the arts have the capacity to build bridges and deepen feelings of belonging and the arts also have a lot of influence, and responsibility, in our changing world, as you are about to hear. So welcome to a special episode of the conscient podcast, brought to you by the Public Imagination Network in collaboration with Mass Culture - Mobilisation culturelle.You're about to hear a 90 minute conversation on the theme of ‘cultural leadership in a changing world' that took place on June 5th 2024 on Zoom with about 100 participants from across Canada. But first, who is who. The conversationalists were Public Imagination Network Fellows Devyani Saltzman, Evalyn Parry and Shannon Litzenberger alongside Kelly Langgard, Director and CEO of the Toronto Arts Council and Michael Murray, CEO of the Ontario Arts Council | Conseil des arts de l'Ontario.Now you might know that the Public Imagination Network is a group of leading artists and thinkers who are passionate about creative responses to issues of public governance and social justice and you can hear more about the origins of the Public Imagination Network, also known as PIN, in my March 28th, 2024 conversation with Shannon Litzenberger, e160 shannon litzenberger - a culture of collective thriving, of this podcast. This panel was co-hosted with Mass Culture - Mobilisation culturelle, which is an arts support organization that strives to harness the power of research to learn and generate new insights, enabling the arts community to be strategic, focused and adaptive. Mass Culture is led by Robin Sokoloski who was my guest on this podcast in episode 61 from 2021 and also will be my guest for a second conversation this summer so stay tuned for that. I suspect we will talk about… leadership, climate change, more than human beings and more.So what is cultural leadership? Shannon Litzenberger offered this definition during the conversation:I think about leadership as our ability to respond generatively to what a moment is asking of us in service of collective thriving. So it's got a lot of layers to it… It's about our ability to respond. What are we responding to? How are we attuning to a moment? Are we just seeing what we're conditioned to see? Are we attuned to what's in the foreground : the arrangements in the background that are producing the condition that we're inside of? And are our decisions, are our responses, are they in service of collective thriving? To me, this is the big moment of relational turn that leadership needs to understand. And I think this is a good point of departure with an emphasis on whether we are 'in tune' with this moment.To the organizers credit, this event was not a one-way conversation. The audience was invited to participate through a series of zoom chat storms. I had never done this before but it's basically when comments and questions are sent at once at the end of a series of presentations.It was quite overwhelming but a lot of fun to read such a rich array of options and responses all at once and you'll hear during the episode quotes from comments and responses from the conversationalists.You can also read the rich array of participant ‘chat' comments at the end of the episode notes below. To make this recording easier to access, I've divided it into 6 parts, each divided by a soundscape composition from 1998 of mine called Au dernier vivant les biens.00:00 conscient podcast introduction and context8:49 Evalyn Parry, Shannon Litzenberger and Devyani Saltzman introduction19:28 What do we need to hold onto and leave behind?28:54 Practices of leadership : what new leadership capacities will support a transition away from a corporate, hyper-industrialized system?45:10 Flux, turmoil and the role of institutions : how do we stay in an ethical relationship to a world in distress?54:55 Questions and comments from the audienceTo be honest my only critique of this conversation is that they did not speak directly about the climate emergency or the ecological crisis, which are the main areas of concern of this podcast however Evalyn Parry did note at the end of the session that we should have a separate session on this topic and interweave it into other conversations, which I believe is in the works. And I think it's good to have multiple and contrasting conversations about these complex issues - be it leadership, capacity, social justice, societal collapse and so on - because they are all interconnected and all require our attention but maybe not all at once. So what I retained most specifically from this conversation on cultural leadership is that the arts not only have the capacity to build bridges and help us make connections and relations, but the arts also provide a positive vision of other worlds, other ways of being, while offering a reality check about our changing world. And dialogue, as well as listening, within the arts sector and beyond, are key to moving forward, so I would like to thank the organizers, conversationalists and participants in this session for sharing their wisdom and passion and I hope to do this again soon. Note: An edited version of the chat from this session is available here.  Please note that participants in this session have consented to have this summary of the chat shared as part of this podcast episode. Please do not quote this material without the permission of the author. *END NOTES FOR ALL EPISODESHere is a link for more information on season 5. Please note that, in parallel with the production of the conscient podcast and it's francophone counterpart, balado conscient, I publish a Substack newsletter called ‘a calm presence' which are 'short, practical essays about collapse acceptance, adaptation, response and art'. To subscribe (free of charge) see https://acalmpresence.substack.com. You'll also find a podcast version of each a calm presence posting on Substack or one your favorite podcast player.Also. please note that a complete transcript of conscient podcast and balado conscient episodes from season 1 to 4 is available on the web version of this site (not available on podcast apps) here: https://conscient-podcast.simplecast.com/episodes.Your feedback is always welcome at claude@conscient.ca and/or on conscient podcast social media: Facebook, X, Instagram or Linkedin. I am grateful and accountable to the earth and the human labour that provided me with the privilege of producing this podcast, including the toxic materials and extractive processes behind the computers, recorders, transportation systems and infrastructure that made this production possible. Claude SchryerLatest update on June 7, 2024

Why do so many people in our culture today dread work? Many times we think of work as a burden we have to do but really don't want to. Which breeds depression, stress, anxiety and unfulfillment in our lives. This perception of work robs us of true meaning in life, and leaves us very little time to actually enjoy life.But is work really supposed to be a curse? David Bahnsen doesn't think so. David believes that work is actually a gift and a huge part of our meaning in life. David wrote the book "Full-Time Work And The Meaning Of Life." In this book, David discusses how work is actually meant to enrich our lives and he exposes lies we've believed in many areas where work is concerned. Including how valuable one job is viewed compared to another, and even how the church has wrongly viewed "ministry" work compared to "marketplace" work.David argues that work isn't supposed to be something dirty. But it's actually supposed to be one of the most important things in life that gives us the deepest purpose and meaning. And we don't have to wait until the last part of our lives to make an impact. Doing work well now, as Christians, can be one of the greatest ministries to the world in this day. Listen as Mike and David talk about Full-Time Work And The Meaning Of Life.David L. Bahnsen is the founder, Managing Partner, and Chief Investment Officer of The Bahnsen Group, a national private wealth management firm with offices in Newport Beach, New York City, Bend, Nashville, Minneapolis, Austin, and Phoenix, managing over $5.3 billion in client assets.David spent eight years as a Managing Director at Morgan Stanley and six years as a Vice President at UBS. He is consistently named one of the top financial advisors in America by Barron's, Forbes, and the Financial Times.He is a frequent guest on CNBC, Bloomberg, Fox News, and Fox Business, and is a regular contributor to National Review. He hosts the popular weekly podcast, Capital Record, dedicated to a defense of free enterprise and capital markets. He is a regular lecturer for the Acton Institute and the Center for Cultural Leadership and writes daily investment commentary at www.thedctoday.com and weekly macro commentary at www.dividendcafe.com.David is a founding Trustee for Pacifica Christian High School of Orange County and serves on the Board of Directors for the Acton Institute.DAVID'S BOOK: "Full-Time Work And The Meaning Of Life" - https://a.co/d/01l8d7w6DAVID'S PODCAST: https://podcasts.apple.com/us/podcast/capital-record/id1550665912DAVID'S WEBSITE: https://www.fulltimebook.com/

In this episode, Dr. Bret Anderson sheds light on the multifaceted shifts that are altering the fabric of the corporate world. Discover the connections between DEI initiative, artificial intelligence, and legislation as they shape the hiring process for many employers. Bret also shares his expertise in the development and use of employer-fit algorithms, and tools that evaluate job applicants beyond resumes, analyzing everything from speech patterns to facial expressions. The discussion includes recent EEOC guidelines to prevent bias and ensure fairness across all candidate backgrounds. Bret shares his insights on maintaining authenticity in the AI hiring era and offers strategic advice for companies seeking to leverage these technologies without sacrificing the human touch. This conversation reaffirms the necessity of access to career guidance for all.Dr. Bret Anderson is President of h2 Communication, LLC, providing job readiness training, executive coaching, and frontline leadership development. ResourcesAre Companies Quiet Quitting DEI? - ForbesInclusion, Equity, and Diversity - Littler Survey Report 2024Presentation Slides - Bret AndersonSend us a Text Message.

Dr. P. Andrew Sandlin compares various approaches to political thought and discusses the need for a Biblical and Christian view of politics today.

Join us today for a lively discussion speaking with Dr. Andrew Sandlin, founder and President of the Center for Cultural Leadership (christianculture.com), who describes where we've come from in Christian culture, and how we can influence our institutions today for Christ. There's a huge difference between how the Left influences our culture and how Christians do it. Find out how.See omnystudio.com/listener for privacy information.

In this episode of the Psych in Business podcast, hosted by Dr. Ernest Wayde, he delves into the intersection of psychology and business, spotlighting individuals like Scott, a seasoned leader in a missions organization overseas. Scott, along with his wife Katie, has spent 16 years abroad, primarily in the Middle East and Europe, serving communities and fostering cross-cultural teams.Their journey began with a deep sense of calling rooted in their faith, propelling them to offer people opportunities to explore different ways of life and spirituality. Scott emphasizes the importance of faith in guiding their decisions and actions, coupled with a commitment to authentic relationship-building and service. Scott shares candidly about the challenges and rewards of living in diverse cultural settings, highlighting the significance of humility, adaptability, and self-awareness in navigating unfamiliar territories. He stresses the importance of understanding oneself and others, particularly in the face of inevitable failures and conflicts.As a leader, Scott emphasizes the value of teamwork and cultural competency in effectively managing diverse teams across different regions. He underscores the need for leaders to foster environments of trust, open communication, and mutual respect, essential elements regardless of the context.Throughout the conversation, Scott offers invaluable insights into the complexities of cross-cultural work, emphasizing the universal importance of empathy, grace, and resilience. His experiences underscore the fundamental truth that, despite cultural differences, people share common aspirations, struggles, and the need for connection.Dr. Wayde concludes the episode by reflecting on the broader implications of Scott's wisdom, urging listeners to approach cultural differences with humility and curiosity, recognizing the humanity and individuality of each person they encounter.

David Bahnsen joins The Dr J Show, ep. 199, to talk about how the woke mob conquered the corporate board room in America and what we can do about it. Join us on censorship free locals: TheRuthInstitute.Locals.com David L. Bahnsen is the founder, Managing Partner, and Chief Investment Officer of The Bahnsen Group, a national private wealth management firm with offices in Newport Beach, New York City, Bend, Nashville, Minneapolis, and Austin, managing over $4 billion in client assets. David is consistently named one of the top financial advisors in America by Barron's, Forbes, and the Financial Times. He is a frequent guest on Fox News, Fox Business, CNBC, and Bloomberg and is a regular contributor to National Review and World. He appears weekly on The World and Everything in It discussing the week's economic and market news. David is a founding Trustee for Pacifica Christian High School of Orange County and serves on the Board of Directors for the National Review Institute in New York City. He is the Senior Fellow of Economics for the Center for Cultural Leadership, and a long-time faculty member for both the Acton Institute and the Blackstone Fellowship of the Alliance Defending Freedom. David is passionate about the integration of faith and economics and has lectured and written for years about a theology of wealth and the marketplace. He responds to the term, “Kuyperian,” is deeply appreciative of Tim Keller and Father Robert Sirico, and has read more systematic theology than any human should ever read. His late father, Dr. Greg Bahnsen, was a renowned Christian apologist and is David's personal hero and mentor. He is the author of several best-selling books including Crisis of Responsibility: Our Cultural Addiction to Blame and How You Can Cure It (2018), and The Case for Dividend Growth: Investing in a Post-Crisis World (2019). His newest book, There's No Free Lunch: 250 Economic Truths, was released in November 2021. His ultimate passions are his wife of 20+ years, Joleen, their children, sons Mitchell and Graham, and daughter Sadie, and the life they've created together on both coasts. David's Report on Ensuring Respect for Civil Liberties to JP Morgan: https://storage.googleapis.com/vds_storage/document/JPMorgan%20Chase%20Proposal%20-%20Bahnsen%20-%20Revised%2012-26-22.pdf David's Wall Street Journal op-ed: https://www.wsj.com/articles/my-bid-to-make-jpmorgan-less-woke-progressive-discrimination- conservatives-christians-shareholders-sec-banking-finances-583c7999?mod=Searchresults_pos1 &page=1 WSJ article on accusations of anti-Christian discrimination at JP Morgan: https://www.wsj.com/articles/jpmorgan-targeted-by-republican-states-over-accusations-of-re ligious-bias-903c8b26?mod=Searchresults_pos1&page=1 JP Morgan loses Security Exchange Commission challenge: https://adfmedia.org/press-release/jpmorgan-chase-loses-sec-challenge-must-allow-sharehold ers-consider-viewpoint Bahnsen podcast, The World and Everything In It: https://wng.org/podcasts/the-world-and-everything-in-it-february-6-2023-1675654664 The Bahnsen Group investment website: https://thebahnsengroup.com/ "Faith-Driven Investor" Jerry Bowyer: https://www.faithdriveninvestor.org/bios/jerry-bowyer Center for Faith and Work (Tim Keller): faithandwork.org and facebook.com/RedeemerCFW Viewpoint Diversity Score Business Index: https://www.viewpointdiversityscore.org/ Sign up for our weekly newsletter here: ruthinstitute.org/newsletter +

Dr. Andrew Sandlin joins the Kuyperian Commentary Podcast to talk about his new/old book A Postmillennial Primer and about why the Bible's teaching on the victory of the gospel is so attractive in our society today. A Postmillennial Primer: https://www.amazon.com/Postmillennial-Primer-Basics-Optimistic-Eschatology/dp/B0C7J78Q1C Center for Cultural Leadership: https://christianculture.com/ kuyperian.com

On this week's episode of the Escape Your Limits podcast, our guest is Sophie Lawler, one of the most recognized CEO's in the fitness industry whose name is synonymous with the recent success of multisite brand, Total Fitness. Sophie joined Total Fitness as CEO in 2018 after gaining the bulk of her fitness management experience at multisite middle market operator, Fitness First. Having successfully steered Total Fitness through the pandemic, the brand is financially strong, turning a significant profit for the first time since 2015. With a £6.5 million load recently awarded by OakNorth Bank to invest facility improvements, the brand is going from strength to strength. During her time as CEO, Sophie has built the brand on the belief that ‘everyone is better when they're fitter' whilst developing and implementing a leadership culture that flows through all levels of the business. In this episode, Sophie talks about: · Addressing the training needs of women. · The ‘secret' formula on which Total Fitness was originally built. · Steering the company through COVID and driving the business forwards. · Creating a successful business through cultural leadership. · The role of technology. · The impact of social media on gym behaviors.  ====================================================== Subscribe to our channel and turn on your notifications so you never miss a new video when it's published: https://www.youtube.com/user/EscapeFitness Shop gym equipment: https://escapefitness.com/shop View our full catalogue: https://escapefitness.com/support/catalogue  ====================================================== Facebook: https://www.facebook.com/Escapefitness Instagram: https://www.instagram.com/escapefitness Twitter: https://www.twitter.com/escapefitness LinkedIn: https://www.linkedin.com/company/escapefitness/  

So we traveled across borders (some fellows) to Guatemala and (others to) Mexico all to find what we had most in common was that we just wanted to feel connected and free. This episode highlights 3 fellows that returned home for the first time. You even get to hear an exclusive interview that we recorded in Guatemala and her reflection listening back to it. Tune in to hear Selena, Alex, and Ingrid share the most impactful moments on this journey home. Enjoy!

Join us for this episode of the IASP Leadership podcast.  A weekly podcast production containing short, sweet, nuggets of Wednesday wisdom for our leadership growth.  In this episode, we hear from Dr. Daniel Mendez, 2022 Indiana Middle School Principal of the Year, as he shares his thoughts on Cultural Leadership.

In this episode, I talk with Michael Thiessen about church culture and evangelical leadership in Canada. We discuss his recent departure from the Fellowship of Evangelical Baptists (FEB) and the precipitating events which lead to his exit. There are many questions today surrounding the viability of the evangelical approach to cultural engagement particularly as it relates to politics. We explore the topic of presuppositionalism and biblical sufficiency unpacking the authority of pastors and their responsibility to teach the nations to obey all that Christ has commanded.Bio - Michael Thiessen, President of Liberty Coalition Canada, lives in Georgetown, Kentucky with his family where he is planting a church called Royal Springs Chapel. He is the former Associate Director of Church Planting for the Fellowship of Evangelical Baptists in Canada. He hosts a podcast called Open Mike with Michael Thiessen. A former missionary and experienced church planter, he brings extensive insight into the topics of contextualization, ecclesiology, missiology, denominationalism. Support the show!! - https://www.patreon.com/chasedavisOpen Mike - https://podcasts.apple.com/ca/podcast/open-mike-with-michael-thiessen/id1610559932My Interview with Matt Patrick on Open Mike - https://podcasts.apple.com/ca/podcast/episode-54-faithful-church-planting-in-an-unfaithful/id1610559932?i=1000605008253Liberty Coalition Canada - https://libertycoalitioncanada.com/Ezra Institute - https://www.ezrainstitute.com/training-programs/runneracademy/Center for Cultural Leadership - https://christianculture.com/Support the showSign up for the Patreon - https://www.patreon.com/chasedavisFollow Full Proof Theology on Instagram - https://www.instagram.com/fullprooftheology/Follow Full Proof Theology on Facebook - https://www.facebook.com/fullprooftheology/

In Today's episode of "Moment of Truth," Nick sits down with Reverend Uri Brito, Pastor of Providence Church, Founder of Kuyperian.com, and author of multiple books and bible commentaries, to discuss Kuyperianism, the role of religion in politics, whether or not Christians should engage in politics, the great commission, and benefits of a small committed congregation.#uribrito #christiannation #christiannationalism #bible #america #faith #JesusChristUri Brito is the Senior Pastor of Providence Church in Pensacola, Fl. He is married to Melinda and is the father of five children. He is the editor of The Church-Friendly Family, author of The Trinitarian Father, and co-author of the e-book Christian Pipe-Smoking. He is the co-author with Rich Lusk of two commentaries– Ruth: Under His Wings and the latest, Jonah: The Reluctabnt Prophet, both published by Athanasius Press.He is the founder and contributor to Kuyperian Commentary, and guest contributor at The Christian Post and Theopolis Blog. He is a board member of the Theopolis Institute and the Senior Fellow for Pastoral Theology at the Center for Cultural Leadership. Rev. Dr. Brito received his M.Div and D.Min. from Reformed Theological Seminary in Orlando, Fl.Learn more about Uri Brito's work:https://www.providencepensacola.org/abouthttps://kuyperian.com/authors/https://twitter.com/uribrito––––––Follow American Moment across Social Media:Twitter – https://twitter.com/AmMomentOrgFacebook – https://www.facebook.com/AmMomentOrgInstagram – https://www.instagram.com/ammomentorg/YouTube – https://www.youtube.com/channel/UC4qmB5DeiFxt53ZPZiW4TcgRumble – https://rumble.com/c/c-695775Check out AmCanon:https://www.americanmoment.org/amcanon/Follow Us on Twitter:Saurabh Sharma – https://twitter.com/ssharmaUSNick Solheim – https://twitter.com/NickSSolheimAmerican Moment's "Moment of Truth" Podcast is recorded at the Conservative Partnership Center in Washington DC, produced by American Moment Studios, and edited by Jake Mercier and Jared Cummings.Subscribe to our Podcast, "Moment of Truth"Apple Podcasts – https://podcasts.apple.com/us/podcast/moment-of-truth/id1555257529Spotify – https://open.spotify.com/show/5ATl0x7nKDX0vVoGrGNhAj Hosted on Acast. See acast.com/privacy for more information.

Margo is joined by cultural leader, oral historian and documentarian Mi'Jan Celie Tho-Biaz, Ed.D. who shares narratives of personal transformation and community change.To say this historian's own history is distinguished is an understatement: Mi'Jan curated and hosted Unfinished Network's first 2022 public salon on the theme of multiracial democracy, with CNN's Van Jones and MSNBC's Maria Teresa Kumar. She also designed and led the Gloria Steinem Initiative's public policy digital storytelling pilot at Smith College, and served as a New Mexico Humanities Council Scholar. Mi'Jan has held Visiting Scholar appointments at Columbia University and New York University and served as faculty in the Cultural Leadership program at The Banff Centre in Canada. Currently Mi'Jan serves as faculty with Omega Institute, co-host for the National Art Education Association's podcast, as well as principal oral historian and public art curator for Policy Link's California BIPOC Liberation Stories Project. She works with communities across the themes of sovereignty, transformation, liberation, healing and love.   Margo and Mi'Jan discuss: What it means to be an oral historian What her work and creative practice looks like California BIPOC liberation stories How she designs her year Out of body experiences she would have during keynote storytelling The art of slowing down and why it became critical to her practice The intersectionality of creative and spiritual practices   Mi'Jan is best known for connecting with audiences through her visionary, story-rich talks at a range of institutions, from Carnegie Hall to the Institute of American Indian Arts to SXSW. Her goal? To make the historical contemporary and personal, while surfacing the marginalized stories that need to be heard.   Connect with Mi'Jan: www.mijancelie.comakers/mijan-celie-tho-biaz/ Mi'jan's Monthly Newsletter Bimonthly Professional Development Interview Series: National Art Education Association's Connected Arts Networks 8-part podcast series: www.freshspeakers.com/spe https://www.eomega.org/people/mijan-celie-tho-biaz  

In this special debrief from Davos, recorded live from the Lan Space Summit in May during the World Economic Forum, panelists Alessa Berg (Top Tier Impact), Samira Khan (Microsoft), and Dr. Royston Flude (CSPOC) explore the crucial role cultural leadership plays in a creating an empowering, yet resilient environment with our host, Farah Nanji.Mission Makers has been behind the lens of producing some of the most disruptive conversations in Davos with thought leaders such as Deepak Chopra, to CEOs, astronauts, world leaders, and more. For more information, visit www.mission-makers.com/davosdebrief➤ Key Talking Points:✅ The need for authentic, value-driven leadership✅ Staying compassionate in times of crisis✅ Preserving culture in an increasingly automated world✅ How Gen Z is redefining culture✅ Changing the culture in a family business✅ Guidance for the c-suite➤ Follow us at:Website: http://mission-makers.comTwitter: https://twitter.com/dj_n1njaSoundcloud: https://soundcloud.com/dj-ninjaInstagram: https://www.instagram.com/missionmakers➤ Credits:Audio: Indian Summer - N1NJA (unreleased)Producer: Farah Nanji➤ For show notes + more visit:www.mission-makers.comSupport this show http://supporter.acast.com/missionmakers. Hosted on Acast. See acast.com/privacy for more information. --- Send in a voice message: https://podcasters.spotify.com/pod/show/missionmakers/message

In this episode, we invite Alejandra and Yuriana to share about the Scholar Fund WA Cultural Leadership Fellowship they created to take DACA recipients abroad via advanced parole. We start by revisiting both of their journeys and what inspired this fellowship. We also get to hear directly from four of the fellows traveling abroad! It's beautiful, emotional, exciting–you name it! This episode is in partnership with Scholar Fund WA and Adelitas Apparel–learn more about our raffle basket and events we are hosting to raise $35,000 for this opportunity! Ya'll this episode had me in all my feels, Enjoy! Listen via Apple Podcast, Spotify, Stitcher, and all the podcast places.

Megan Holston-Alexander is a partner at Andreessen Horowitz Cultural Leadership Fund. It's the first VC fund that raised money exclusively from Black leaders — from entertainment to sports to business. The fund co-invests with a16z's other funds and has raised more than $60 million across its three funds to date.The overarching purpose of CLF is to create generational wealth opportunities for Black communities. It's a two-pronged approach. The first is getting Black dollars directly on the cap tables of high-potential startup companies. And the second is creating a pipeline for more Black talent at early-stage companies. Megan joined me on the show on the heels of hosting the first-ever Cultural Leadership Summit and announcing CLF III before then. Here's everything we covered during our conversation:[2:39] Takeaways from the Cultural Leadership Summit[5:19] Building despite economic uncertainties [7:36] High-worth individuals also affected by macro economy [9:05] How has the Cultural Leadership Fund evolved?[14:54] Difference between entertainment and executive LP's[17:16] Web3's knowledge imbalance  [19:16] Megan's interest in DAO's[20:58] Will CLF's investment model change?[22:42] How CLF used relationships and trust-building to scale its operation [28:35] Megan's vetting process with LP's[36:02] How VC industry at-large can create more opportunities for black founders and talent [39:15] Has the Bay Area lost its monopoly on tech? [44:59] What CLF is focusing on in 2023Listen: Apple Podcasts | Spotify | SoundCloud | Stitcher | Overcast | Amazon | Google Podcasts | Pocket Casts | RSSHost: Dan Runcie, @RuncieDan, trapital.coGuests: Megan Holston-Alexander, @meghalexander Download The Culture Report here: https://trapital.ck.page/a23b7a6a4a Sponsors:MoonPay is the leader in web3 infrastructure. They have partnered with Timbaland, Snoop Dogg, and many more. To learn more, visit moonpay.com/trapital Enjoy this podcast? Rate and review the podcast here! ratethispodcast.com/trapital Trapital is home for the business of hip-hop. Gain the latest insights from hip-hop's biggest players by reading Trapital's free weekly memo.TRANSCRIPTION[00:00:00] Megan Holston Alexander: What we hadn't considered on the executive side is, while the athletes and our kind of entertainers can partner on different things or, like, help them go into new markets, when it came down to, like, core operations or how you should run on your board, or how to think about hiring X, Y, and Z, our black executives, like, hold that information, like, in the palm of their hands. These are people who've been, you know, operators for 20 or 30 years, and so they brought kind of an additional level of skill and kind of insight to bolster what our other LPs on the more kind of athlete or entertainment side were doing.  [00:00:40] Dan Runcie: Hey, welcome to The Trapital podcast. I'm your host and the founder of Trapital, Dan Runcie. This podcast is your place to gain insights from executives in music, media, entertainment, and more, who are taking hip-hop culture to the next level. [00:01:01] Dan Runcie: Today's guest is Megan Holston Alexander. She's a partner at Andreessen Horowitz, currently leading its Cultural Leadership Fund. And to date, this fund has raised over 60 million, invested in over 300 Andreessen Horowitz portfolio companies, and has brought over a hundred black leaders into this space. I'm talking to Megan right after the Cultural Leadership Fund hosted its first-ever in-person summit. It was a pleasure to attend that summit myself and meet so many of the people that are friends of the fund, LPs of the fund, and really make it what it is. So this conversation, we talked a little bit about what it was like bringing that event together, especially after the pandemic. We also talked about how events like that fit within the fund's overall strategy and how that strategy has evolved over the past few years. For a little bit of background, the LPs in the Cultural Leadership Fund are all black, and it is one of the first funds to have ever done that in the VC space, and specifically, to date, a lot of the investors had been athletes and entertainers, but Megan talked a little bit about how they've expanded to bring on more black executives, what that looks like, and how that ultimately helps support the goal of the fund even more. One of the fund's other goals is to increase the amount of black talent and interest in tech. So we talk about what some of the opportunities are, what some of the challenges are, and what the VC community can do to help improve this even more. Great conversation, so many insightful points that Megan shared. I enjoyed this conversation and I know you will too, especially if you are an investor or you're a founder yourself. Here's my chat with Megan. [00:02:39] Dan Runcie: All right, today we have Megan Holston Alexander from Andreessen Horowitz Culture Leadership Fund, and first, I got to say congratulations on an amazing summit. It was a great event to be a part of and to attend. How does it feel for you now being on the heels of that and just seeing the impact of everything? [00:02:57] Megan Holston Alexander: Yeah, so thank you so much for coming. It means so much that people would be interested enough and engaged enough to spend time with us away from their, you know, everyday grind. But we're really pleased with how it turned out. We were motivated because so many of our LPs had said to us, we want to get together, we want to meet each other, we want to meet the founders, we want to meet the investment team. So as an LP and kind of partner summit, I think it had the intended effect and it seemed like people really enjoyed their time, but also learned a ton. So I could not be happier. I will say I was telling myself that after it was over, I was going to have so much time to, like, get so much other stuff done, but, like, it just never, it never stopped. So, we were really proud of what we were able to put on.[00:03:38] Dan Runcie: 'Cause I'm sure an event like that makes you think about what else you could do, right? I'm sure you had a bunch of people buzzing with ideas on what other in-person events or what other things could look like, too. [00:03:48] Megan Holston Alexander: Yep. And that's always the hope, right? We bring people into a room together in hopes that, like, we can help some serendipity happen. So many people in our network work on similar things or adjacent things or things that would have a really nice kind of partnership together. And so anytime we get to make those introductions, our hope is that people will be buzzing after, and have ideas for events and programs and partnerships. So we'll see what comes out of it. [00:04:12] Dan Runcie: And I imagine that a lot of this probably had been in the plans for a while. It was just a matter of timing. So much of CLFs rise and growth had happened during the pandemic as well. And it was just a matter of, okay, when can you bring people together safely to make something like this happen? [00:04:28] Megan Holston Alexander: Yeah. Yeah. And when I say it was three years in the making. I am not kidding, because we were planning actually to host the first summit in 2020. So we were in process of like, you know, picking out venues and cities and where we wanted to be. And then, like, so many people when the pandemic hit that spring, it just kind of cleared everybody's calendars. And so it's nice to know that 2 and a half years after the original that the motive was still the same and the demand for what we were building was still the same that we got to put it on, I think, even better than we could have hoped in 2020.[00:05:00] Dan Runcie: Yeah, I agree. And then looking at, now, you, of course, get to have it on the tail end of your announcement for fund three. You've now raised over $60 million for this fund. What was it like raising in this climate though, just given where things are with the market and how things have been so far in 2022? [00:05:19] Megan Holston Alexander: Yeah, totally. Totally. So when it comes to like the market environment, you just never know what's going to happen and unintentionally, you know, I actually got to raise ahead of kind of the market changing earlier in the spring. And that was actually because I was expecting and planning to be a new mom. And the firm was really supportive of that. And they said, okay, kind of up to you. Do you want to do it before mat leaves? Do you want to wait until the fall when you come back? And me being like, I don't want to think about this while I'm trying to raise a baby. I was like, Let's knock it out early. So lucky enough, you know, I was able to close that out before people really started tightening their belts. But, you know, as a firm, we really believe that, you know, no matter what the economy looks like, what the macro, you know, face of the world looks like, builders are always building. And even more so, during times when they can be home and spend time thinking about the problems that they want to solve. And so our hope is that, you know, even in moments like that, we can still really rely on founders to keep, you know, pushing great, great companies out. [00:06:17] Dan Runcie: Yeah, and I like to think of these moments as well as when you do start to filter out some of the companies or ideas that maybe were a bit more fleeting, and you can focus on the real things happening, you look at the last economic downturn that we had, and all of the companies that came from that timeframe, too. So I feel like the call to action for so many fund managers like yourself, you mentioned the LPs or even to others is, like you just said, people are still building, and if anything, it's the real companies that are going to come out of this timeframe.[00:06:46] Megan Holston Alexander: Yep. And then a piece that I would add onto that is in these moments, while we know that like great companies will be built, we don't truly know what they are because people do build for the time and you don't know what kind of instances will be, like, permanent behavior changes or what things are like, just for now, it seems like it's a, you know, a really good idea, but in six months people won't behave the same way. And so the hope is that you just always try to lean in the things that you think will have kind of staying power. But you just try to do risk reduction. [00:07:15] Dan Runcie: Right, Right. And I assume, too, from a fundraising perspective with you and this fund specifically, because a lot of the LPs are high net worth individuals, some of their willingness to invest in funds hasn't necessarily changed as much as some of the more institutional investing in things that we've seen in the past year or so.[00:07:36] Megan Holston Alexander: Yeah. So actually I might argue the opposite. So when you're dealing with individuals, right, in their personal wealth and people who are really new to venture, right? That's a really, really scary moment because venture is a long-term play, right? It's not like you put your money in and then two or three weeks later, you can be like, Hey, Megan, where are my dollars? And so making a long-term commitment like that during a period of economic uncertainty is actually more difficult for an individual than it would be for an institution because one, it's not any particular individual's capital, but also institutions have much kind of more thorough game plans, right? They know what percentage they're putting into venture versus private equity versus, you know, bonds or whatever the case may be. So they're kind of more consistent and they understand that the market kind of goes up and down and that there will be moments like this, and it's actually a little bit more difficult when it comes to individuals to kind of get them over that hump.[00:08:30] Dan Runcie: Yeah, that's fair. Because I do think that even in some conversations I've had with folks, things like the price of Bitcoin or the price of Ethereum having a pretty impactful influence on what their net worth is and their own willingness to invest in particular things. [00:08:46] Megan Holston Alexander: For sure. [00:08:47] Dan Runcie: And for you with this fund, specifically, now fund three, but the fund itself has been around for a few years now. Do you feel like the vision for the fund has evolved at all in that time? I mean, I feel like the core mission is the same, but have any of the ways that you've either talked or pitched the fund evolved in that timeframe? [00:09:05] Megan Holston Alexander: Yep. So I think you're right. We've kept our two kind of core missions the same, but what we do understand now is there are a number of different ways to execute on it. So if you will bear with me, I'm happy to share kind of two, you know, how that looks on both missions. So on the first mission of connecting the world's greatest cultural leaders to the best new technology companies. You know, historically we set, you know, athletes and entertainers and musicians, people who, from, you know, a large scale of consumerism have contributed to cultural change. But over time we've realized black executives also have like a really, really huge impact on this space. So people who are in leadership roles at Fortune 100 companies, or even at startup companies, they can have a huge impact on culture and consumer behavior more generally. And so we wanted to be sure that we really leaned into bringing in more black executives into the fund than we ever had before. And that has proven to be really helpful for the firm because they end up being, you know, equally if not more useful to the portfolio than the musicians and the singers, and the actors, et cetera. And so we have really enjoyed kind of expanding and involving that side of the network. And then on the second side of getting more young African Americans in tech, you know, fo fund one, we committed all of our management fees and carried to, like, one set of organizations. We picked them in the beginning and wanted to support them through the life of the fund. But what we realized by fund two was like, well, that doesn't really give us an opportunity to invest in new non-profits that are kind of on the cutting edge of technology, right? As things are growing and changing, we want folks who are being innovative on the non-profit side as well. And so what we did for fund two and now for fund three is we opened up kind of the spectrum of what we would support from a non-profit perspective to kind of match where we thought the technology world was going. So for fund one, you see a supporting kind of big well-known organizations that have proven over time if they are directly putting black folks into the pipeline for technology. But now we're saying like, okay, how do we add to this? Well, Web 3.0 is a huge thing, not only as a space for investment for the firm, but also generally of wanting to be sure that black folks don't get left behind in this Web 3.0 revolution. So we support organizations like crypto tutors that is meant to do just that, and that's not something we would've had insight into in that first fund. Gaming is also a new, huge area in technology. It is now, I think, you know, people play games more than they watch TV based on current research. And so how do we ensure that black folks are being supported in the gaming industry? So now we support black and gaming. We support the Black Collegiate Gaming Association. So just ensuring that our philanthropic efforts can support and are aligned with what we're doing as a firm and where technology is going overall. [00:11:51] Dan Runcie: I actually want to talk about each of those two things separately. Let me go back to the first one. [00:11:55] Megan Holston Alexander: Let's do it. [00:11:56] Dan Runcie: I think it was really interesting what you said about athletes and that sector around sports in general, if I heard you correctly, them being but not even more influential or helpful for the fund overall, but maybe relative to some of the other folks, whether it's your LP such as your musicians or entertainers. Did I catch that right? [00:12:16] Megan Holston Alexander: If I'm hearing what you're saying, you're saying that I said that the athletes are not as useful?[00:12:20] Dan Runcie: Oh, the other way around. Like, more useful than, like, some of the others that work with the fund?[00:12:24] Megan Holston Alexander: Well, I was saying, from the executive side, did I say athletes and not executives?[00:12:28] Dan Runcie: I think it was athletes.[00:12:29] Megan Holston Alexander: Maybe I misspoke. But what I was essentially trying to say is from a cultural leadership perspective, historically, it has very much been athletes and entertainers and we wanted to involve, we wanted to evolve our kind of mission overall to include more black executives.[00:12:45] Dan Runcie: That was helpful. Yeah, 'cause I was curious to tap into more about like, why that is and how that's impacted the fund so far. [00:12:52] Megan Holston Alexander: Yep. Because I feel like, everybody thinks that when you bring on like just a celebrity, everything skyrockets, right? That it's just like, ooh, if you put this name on there, things just grow. And that's not always necessarily the case. We've, you know, really supported our companies in being thoughtful and strategic around the ways in which you use a celebrity. And we've also been, you know, in deep conversations with our kind of LP network and our network at large about wanting to be more than like a disengaged kind of passive investor. And so they love partnering with the portfolio companies, et cetera. But what we hadn't considered on the executive side is, while the athletes and our kind of entertainers can partner on different things or like help them go into new markets or help them with the launch of a new product, when it came down to like core operations or how you should run on your board, or how to think about hiring X, Y, and Z, like, our black executives, like hold that information like in the palm of their hands. These are people who've been, you know, operators for 20 or 30 years, and so they brought kind of an additional level of skill and kind of insight to bolster what our other LPs on the more kind of athlete or entertainment side were doing. So now we have this really robust group of black cultural leaders who can help in a number of different areas.[00:14:07] Dan Runcie: That makes sense. Yeah, I mean, we see the influence, we see how influential they are in all of these sectors, and if you're thinking about just like how your fund is structured, I know that you do have different folks on the team focused in sports, focused in entertainment more broadly, and I feel like eventually having, you know, whether it's even more of those or just being able find the best ways to lock in on talent, because I think we're seeing this more and more. I think a lot about like, let's say like 10-plus years ago when we saw the era of a lot of artists being named as creative directors for particular companies. And some of those turned into, you know, really flourishing partnerships, and some of them necessarily didn't. But now, and I feel like your fund was timing this. You captured this moment where we're seeing more than that. [00:14:54] Megan Holston Alexander: Yep, absolutely. And it's not just because you know, sometimes it works and sometimes it doesn't. And it's not just because, and not only because, you know, athletes and kind of other entertainment folks want to be more engaged, but quite frankly startups are requiring it. They don't want you to just let your name on something and then you disappear and like, you know, take the money and run or whatever the case may be. And so what we're trying to do is really build up to kind of core groups of people who are interested in each other and want to work together. And so there should be an equal expectation when we bring our LPs in and on our startup side that the startups want to work with these LPs and they've been thoughtful about how they want to engage with them, right? So if you want a particular person, why, right? Why is this person the best fit for your company? And so we really challenge our companies on that, where it's not just like, you want to get the biggest name, but the person who will actually be most influential for the product that you're building. And on our LP side, we say like, okay, what is it about this company that makes you most interested that you want to bring to the table? So it really is about working together. We are trying very hard not to make it where it's just like, kind of one-off, really transactional doesn't make a lot of sense 'cause those tend to be the things that don't work out. We try to be thoughtful on all fronts. [00:16:11] Dan Runcie: That makes sense. 'Cause it's like, otherwise, then it would just be like an Instagram ad or something like that, being like, oh, hey, go sponsor this product. And like, that's not what this is about. [00:16:21] Megan Holston Alexander: And it doesn't make sense. Like, make it make sense. That's the most important thing for us because those are what can be fruitful. And then say it's something that, everything doesn't always work out, but if you went into it with the right intentions and everybody did their best, like, that's all you can hope for. And then those people usually want to work together again, even if it didn't work out. So we really do take this long view on relationships, not just as a firm, but as a fund and the way in which we interact with people and hope that they'll interact with each other. [00:16:47] Dan Runcie: Right. And then at the second piece of what you were talking about, you talked about investing in companies that are ultimately helping to either further access or knowledge. Web 3.0 was an example and wanting to make sure that black talent doesn't get left behind in this space or in other spaces that may emerge. Where do you feel like things are right now? Do you feel like folks are on board? Do you feel like there's still a huge opportunity specifically with when it comes to Web 3.0 and black talent? [00:17:16] Megan Holston Alexander: Yep. I think until we get to a place where we feel like we have like, peer across the board equity, there's always work to be done. And being like an HBCU grad being from, you know, born and raised in Alabama, I have a very core sense of like what inequity looks like and how, what are the ways in which we can try to approach solutions to that problem. And so I think I'm lucky enough to have you know, that, sort of background where I can bring an interesting perspective into how we solve those problems. But I am finding that Web 3.0 overall has a lot of opportunity. One, because, like, nobody's an expert, right? Nobody's been doing Web 3.0 for 30 years. It is relatively new, right? There's people who've been doing it for the last 10 ish years, and there are a few people who are just really hardcore, but there is so many of our Web 3.0 companies, because there is just like a lack of, expertise in the space, they're just excited to get people who are interested and passionate about Web 3.0, right? So you kind of get to jump over this need for a long period of time having worked in X, Y, and Z or Web 3.0 in this case where you get to just work off of passion and start building the product. So that's one of the things I love about Web 3.0. The hard part is that there's a knowledge imbalance, right? It takes a lot of reading. It takes a lot of listening to podcasts and going through the a16z canon that a lot of people just don't have, right? The information is there, but everybody doesn't have time to read hundreds and hundreds and hundreds of pages on Web 3.0. And so the kind of that asynchronous ability to get information, I think, is where we have to fill in the gap. What is the answer to that? I'm not completely sure, but organizations like crypto tutors that I mentioned earlier, are making content easy, accessible, fun, really big on entertainment. And so while I think the opportunities are there for the roles, I do think we need to fill in the knowledge gap in terms of who gets the knowledge.[00:19:09] Dan Runcie: Agreed. And for you specifically, which areas of Web 3.0 are exciting you the most as an investor? [00:19:16] Megan Holston Alexander: Whoa, well, you know, with CLF being a co-investment vehicle inside of the fund, I feel like I get lucky enough where I get to see all the cool stuff, but I don't have to make the strenuous, anxiety-ridden decisions about, you know, which ones to pick. I just get the benefit of spending time with them all after the fact. And so for me, I am most excited about and I'll just say the one piece that I've been looking into a lot lately is like, DAOs. I love this concept of like governance and people getting to vote on what they do with capital and making decisions of that, like, things to buy and things to sell. I think the way in which communities are being built around kind of DAOs and that type of governance is really interesting. [00:20:00] Dan Runcie: Yeah, for sure. I think some of these conversations, whether it's DAOs buying sports teams or Dows trying to get involved with different things, we'll see. I think, like anything, we're in the early days and some of these things will come to fruition but there's definitely something there. Just looking at how decentralized so many things are becoming then I think a lot of those things do need to. [00:20:20] Megan Holston Alexander: Agreed and I think there's pros and cons of everything, and I think that's one of the things that, you know, gets missed in the hype cycle. There are things that will be really great about web 3.0 and there will be things that don't work out in the way that we hope, but in the end, we hope we shake out with the best kind of the pack. [00:20:38] Dan Runcie: Right. And then you mentioned it earlier about just the way that CLF invests and you co-invest. So you do get to see all the things that come through and you're not necessarily picking or, you know, making them the investments yourself. But do you think that's something that may change with either the vision or the evolution of the fund itself, where you would be making those investments? [00:20:58] Megan Holston Alexander: You know, we, at the firm, we never say never. We don't know what the future holds, but I think right now, the way that we've structured it, you know, we've got two really core goals at CLF, and the first is like getting black dollars onto the cap tables in Andreessen Horowitz companies and the more that I can do that, whether it's through co-investing or otherwise, I think that the structure that we have right now is one that works and that I'm I'm really pleased with. And then in that second mission or actually still the first mission, but the second way that we execute on it, right, so CLF has a fund and dollars out of that fund go into kind of the deals across a number of the funds inside of the firm. Not all of them, but most of them. But then the second thing that I get to do and spend a lot of time on, because I don't have to do, you know, a ton of that behind the scenes like diligence work, et cetera, is get additional strategic rounds for our portfolio companies. So not only is our LP base as a whole represented on the cap table, but anytime that there is a really thoughtful or smart partnership or somebody wants to add an additional strategic capital, we now can give even more black people on the cap table. And so I really enjoy spending my time doing that and I want to keep at it, but the firms, we never say never to stuff. Who knows? If it ever makes sense, we'll see. [00:22:14] Dan Runcie: Yeah, definitely. And then I think too, you mentioned this a few times just in terms of how the firm is structured in terms of building and investing in relationships. And I think this is something that I know you've talked about in other interviews, something that rings true with a16z overall. Can you talk a little bit about the way that you have the divisions or the way that you have the different verticals for, whether it's entertainment or sports and some of the events that you attend as well, and how that helps the overall mission? [00:22:42] Megan Holston Alexander: Yep. So for CLF, you know, historically when probably two years ago when it was just me and Chris the two of us, we did everything right and we realized that if we really wanted CLF to scale and to grow and to really have an impact on the communities and generational wealth, we needed to scale what we were doing. We need to get more cultural leaders involved. We needed to be able to make more kind of partnership introductions, et cetera. And so the way that, you know, made sense was, okay, we've got these cultural leaders. How do we bring together the best at what they do in order to help manage these networks? So we brought in folks like Derek who have been on the management and agency side for a number of years to manage the entertainment vertical, right? So when you have one thing to focus on and it's only entertainers, you can make much more kind of clear and thoughtful decisions around who to introduce to whom or who to bring into this company, or when a portfolio company says, I need this type of person, you can make a quicker decision. We brought in Deb on the athlete side. She was a manager at Rock Nation Sports for a number of years, so she really just has the depth of knowledge. And not only that, they both have this really interesting knowledge just about who players are, but how we can structure deals with them, right? This is what they're used to, and now we're bringing in this tech side, how do we make those deal structures match, or how do we make it more, you know, favorable to everybody involved? And so they brought another level of rigor to the deals and the strategic rounds that we were putting together that we needed a lot. And then both Julie and I work on the executive side, which I said is burgeoning. And so we really try to specialize. One as a firm, right? We've got a crypto fund and a bio fund, and people who are specialized. We do the same thing inside of CLF. We try to have people focus on a swim lane. And it's proven to be successful. So far, we're really pleased with that decision. [00:24:29] Dan Runcie: Yeah, I think it's effective and I think the names that you've been able to have as LPs in each of the rounds speaks to that too. And at the end of the day, especially in these industries, of course, I know relationships drive everything, but I think it's more so in these industries because especially with some of these high net worth individuals in entertainment, there's so many people from coming out of the woodwork who are trying to swindle them out of stuff or trying to propose them the most horrible deals and investment opportunities. So I think that's where the value add is here, as opposed to, or even more so than someone else who, you know, isn't in these fields. So they're not necessarily getting as much of the crap, if you will, from the proposals. So being able to sift through the good ones.[00:25:12] Megan Holston Alexander: I think you brought up a really good point. And I think that point is trust, right? So when you have people coming out of the woodwork, like you said, with investment opportunities, I got a good investment opportunity for you. But that person has no real background to be able to speak to like kind of whatever that item is or whatever that company is. We try to really mitigate the risk for our LPs and, and kind of partners that we bring into rounds for CLF, like, we never bring deals to people that we haven't invested in ourselves, right? We feel like how can we tell you like, you should invest in this, but like we didn't do it. And so people know that anytime we bring something to them, it is fully invested through Andreessen Horowitz, like, process, deal team, GP, et cetera. And so we try to, you know, really eliminate risk for them. And obviously, we always have them, you know, do your own research. Here is the information you make the decision for yourself. But we just pride ourselves on building trust with people because if we mishandle people and we swindle people, like that gets around and then that doesn't benefit us, right? If it goes around like, oh, those. sneakers over there, a16z are doing that. But we feel like we have really put forth a concerted effort that people know that they can trust us and they share with their friends that they can trust us. And that really is I think how we try to maintain and engage with our network. And so far, you know, that network has been able to grow and we always say, you know, we're not going to sacrifice a relationship for a quick buck that's just not our style. That's not what we do. I hope that that is kind of what's making the rounds. But so far it feels like people really have built a lot of trust in us and we don't take that lightly.[00:26:53] Dan Runcie: And I do think that information and understanding of these things has just gotten better in decades overall. And couple that with the fact that this is venture capital. Of course, it's a risk. Most of the companies that we're investing in probably aren't going to take off, but the ones that do are going to hit. And you're doing it with a firm that has a track record in this. So I feel like there's so much transparency. [00:27:16] Megan Holston Alexander: Well, I don't think I'm allowed to agree with that, so I'm just going to say okay.[00:27:20] Dan Runcie: Fair enough. Fair enough. And I think the difference there though is that I think about so many of these athletes, whether it's you get pitched on like opening restaurants with their name and all these other things that you know are just dated things. Of course, those things can still work. We've seen them be effective. But we've come a long way. [00:27:39] Megan Holston Alexander: And then one of the other things is, you know, we tell people, you know, that invest in our fund to please consider us a resource when things like that come up, right? We say we're a VC firm in your back pocket, right? So if something comes your way and you want us to, like you have questions about it, you know, obviously we can't tell you what to do, but we can help you figure out what are the right questions to ask when these opportunities come in front of you. And so that education piece that we do, I think is really valued by a lot of the folks who trust us with their capital.[00:28:10] Dan Runcie: And then with your LP specifically, is there anything that you're specifically looking for from a vetting process? Like, not necessarily talking about like commitment levels or anything like that, but more so things that you're looking for 'cause earlier we're talking about, of course, we've come a long way from the celebrity investors slapping their name on things. But I'm sure there are probably still some out there that may want to do that. And you're making sure that that's not who you're attracting. [00:28:35] Megan Holston Alexander: Yep. I'm trying to tell you all my secrets. You know, the most important thing for us is that we have LPs who want to engage. We want people who are willing to like, you know, hop on a call with us and share their interests or if, you know, you join the fund and you are entered in particular deals or we, you know, come across a company that would be a really great fit for you to talk to, maybe just have a 15-minute conversation with the CEO. There are people who love opportunities like that. So people who want to engage and want to learn and spend time with us and spend time with our LPs is who we try to really, really lean into because it's a symbiotic relationship, We want to support them. But at the end of the day, like our largest goal is to support our portfolio companies and whether it's the a16z team, whether it's our LPs, like it's all hands on deck. And so I love people who come in and have a genuine curiosity and they're excited about technology and innovation and they want to play a role in things that are being built. And so, we love those conversations and you can kind of really tell, like I've had people who you would never think, people who you would think would be super disengaged. Like, that person is interested in tech who are, have gone down like the Web 3.0 rabbit hole and they're like, ooh, and I'm going to do like a token that has this, and then I'm going to give it to my whole community back in Texas or whatever. Like, really is just a really, really thoughtful people. You don't have to be an expert. Like, that's not what we're looking for, but we just look, want people who want to be involved. [00:30:04] Dan Runcie: That makes sense. That makes sense. Shifting gears a bit on the talent side of things. We talked about it a little bit about how important it is to the fund to be able to just help develop this space and obviously your fund's doing its part. We talked about some of the areas that you're looking to invest in, how you're looking to just elevate this space overall, what do you think the rest of the VC community and landscape needs to be able to do to ultimately get things to where it should be. [00:30:31] Megan Holston Alexander: Sorry, when you say get things to where they should be, you mean in terms of like talent as an employee of companies? You mean talent in what way? [00:30:40] Dan Runcie: So I'm talking about talent in terms of whether it's black founders who are leading companies or black talent that are just interested in the space that are either going on to get jobs in the space or to work for other established companies, overall investing and then just being able to grow and see more black talent in tech.[00:30:59] Megan Holston Alexander: Yep. So I'll start by saying there's no one way to do it. I think there are a number of different approaches that people can take. But I usually divide it up at least of this industry into three things. One, funds can, or you know, firms can support black founders, right, by putting capital directly into their hands so that they can build their companies. Two, they can help more black talent get into early stage companies, right? So, employee 10, employee 15, employee 20, because we know that early employee equity can really change a life, right, when a company has a liquidity event, whether it's an IPO or a sale that now that person has capital to start a company or to angel invest in companies and kind of create some generational wealth for themselves. And then the third thing is getting more black dollars on cap tables, right? So ownership stakes, not just monetizing on a platform, right, for all of the amazing things that we're creating, but actually having its ownership in the platform to create generational wealth. And CLF focuses on those last two, but there are a lot of firms, again, focused on, you know, funding black founders. I think kind of focusing on those three core areas can really create economic, you know, extreme economic kind of opportunities for the black community. And so, you know, with CLF focusing on those last two, I think we've got a really special niche that we get to support in a number of ways, which I mentioned before.[00:32:26] Dan Runcie: Yeah. I feel like the closer that, or at least the more people, whether it's in this generation or in, you know, people that are a little bit older that are still trying to do it, being able to just get more focus on building generational. And just the knowledge and the mindset of it. I think all those things help. I think we're seeing more podcasts, more shows, more content from black folks that are specifically focused on this, which is great. I think, you know, there's never too much of it. So personally I think that I would love to be able to see more dollars and more hiring that happens in these places too 'cause I think we saw, especially in the past couple years, there was so many press releases that came from particular companies, and I think I saw recently there was a big tech founder that just announced, you know, a $400 million fund to invest.[00:33:16] Megan Holston Alexander: 400 million. Yeah, yeah. [00:33:17] Dan Runcie: But like, wanted to be able to actually see the results from those and being able to see the impact and being able to see people, you know, become their own Robert Smiths that can then, you know, pay for, you know, tuition for a future class. The more of those we see, and it's not just the one, you know, few names we already know would be great and I think those things will happen, but ultimately I think that's what so many of us want to see in this space. [00:33:39] Megan Holston Alexander: And there's so much embedded in this conversation, right? And I'll go on a little bit of an aside because I think one, we have to understand that like when we think about the future and black equity and empowerment, some people still don't care. Like, there are a lot of people who just do not care. It's not their problem. They don't want to help solve it. And then you have people who kind of commit to things but have no follow-through. And that's what we saw a lot of over the last couple of years. Like, after the murder of George Floyd, all these companies were like, yes, we're going to give this, we're going to do this. And then the follow-through two and a half years later is just not there. And then you have the people who are really, really committed but don't understand the expanse of the black community and think of it as a small sliver, like, really high, like, accelerators that they would want to support who still go to like a very specific set of schools, right, the talented tenth of the black people and are willing to support that. But then there is this holistic perspective around, like, non-monolithic blackness and how do we encourage economic empowerment and growth across the community as a whole? And that's what I want to get to. When we think about HBCUs, there's over a hundred of them, right? And how do we support more of them as opposed to like the same ones that get, you know, a ton of shine. Mind you, when it comes to HBCUs, like, they don't work outside of the community, be like, we depend on each other and we rely on each other. So, you know, I want to get to a more comprehensive perspective on, like, what supporting black economic empowerment looks like from a long-term perspective. So I think we'll get there, but there's a long way to go. [00:35:25] Dan Runcie: What you just said reminds me of, there was one of the tech companies that announced that they were going to have a black board member and that someone was going to take their seat away and they were going to make the opportunity for a black board member. And people were very curious, okay, who should it be? And to the point that you're making, who can we elevate to that point? Who could we provide an opportunity for? And I think they ended up choosing one of the most successful and high-profile black founders in this space. And while it is great to see that person in that role, that wasn't creating a necessarily a new opportunity in that same type of way, and it goes back to the talented tenth thing. [00:36:02] Megan Holston Alexander: Yep. We're here. And you know, I think you bring up a good point when, and now we're about to get into black history, but that's okay 'cause this is for the people. Conceptually, when you think about the talented tenth that's, you know, W. E. B. Du Bois and, like, his concept from a sociological perspective, and you think about who he was at tension with the most, Booker T. Washington and this concept of the Atlanta Compromise. Two very powerful black men, the founder of Tuskegee University versus, like, the first black man to get a PhD at Harvard. Conceptually thinking there are multiple ways in which the black race can succeed. And I think that's still very much the case, right? So, you know, W. E. B. Du Bois is very much like, we should be going to college. We should be getting these advanced degrees. Like we can have these like high power jobs, et cetera, and be in government, but Booker T. Washington is like, our people down here, don't even have running water, right? We should be focused on trying to get like basic level of education, jobs that provide us, like, a source of income that's steady, et cetera. So my point is, you know, reasonable people can disagree to what the solution is. And, again, I think there's multiple approaches and so I think if we can, you know, not just go one route, right? It can't always be about only the talented tenth, but kind of like also bring up a pathway where in Booker T. Washington space, right? That's why we'll have all the like, black agricultural people. Tuskegee is, like, the best university for, like, mechanical engineering and industrial engineering. And that's all like thematically with Booker T. Washington. So there's room for both. We just have a habit of focusing on one. Ali went there and went into a total black history tangent. [00:37:38] Dan Runcie: We could do a whole episode on that. But I'm glad you brought that up 'cause I do think that analogy and just, it ties so much of this together and ultimately the purpose of the fund and what you're trying to do. When I think about the nuance of all these conversations and the comprehensiveness of it what people need to hear so thank you for that.[00:37:56] Megan Holston Alexander: Fun fact. I'm actually a sociologist by trade. It was my undergrad. My undergrad degree, I got a Master's in it. I went to get a PhD, dropped out 'cause I hated it, moved to California, and got into tech and my dog is actually named after W. E. B. Du Bois. So fun fact for the people out there.[00:38:14] Dan Runcie: Still fresh, I mean for some of that, you know, I'm sure the sociology degree may have been, you know, some time ago, but still fresh. You still got it. [00:38:21] Megan Holston Alexander: It's good stuff. I love social interaction and studying how people engage with each other. So it's my secret passion. I'm a sociology capitalist, I guess so. [00:38:32] Dan Runcie: Of course, no, I think that there's some term there. But shifting gears a bit though, this is also somewhat on a sociology perspective, especially among VCs, the concept of where to live and where people are investing in has just been a bigger discussion ever since the pandemic had started and you are someone that lived in the Bay, you've recently moved to Alabama. And it'll be great to hear two parts. One, not just why you made the move, but also what is your take right now on the Bay Area, on San Francisco, because it is such a polarizing discussion point, especially from whether it was even people I talked to when I was at the summit or in so many conversations, for me as someone that still lives here.[00:39:15] Megan Holston Alexander: Yep. So it's polarizing for a lot of people, but my feeling is clear and I've always felt that, like, talent is truly, truly all over. So I moved to Alabama because, you know, I got two little babies and, you know, my parents are getting older, and I wanted to be able to have my kids spend time with them and to go to Mimi's house, and Mimi to be able to come to their school stuff. And so, you know, the pandemic really allowed us the opportunity to do that because as you know, Andreessen Horowitz moved to the cloud. Prior to the pandemic, we were very much a, you know, in office culture as most firms were. But you know, much to the credit of our leadership, they saw how much flexibility people had while still being productive and wanted to be sure that, you know, people were able to maintain that. So I'm really grateful for it. But, you know, my stance has been the same. I've always felt like people, smart people come from everywhere and they can be everywhere. I used to get really offended, actually. So I went to an HBCU undergrad. I went to Clark Atlanta, but ultimately got an MBA at Stanford. And somehow after I went to Stanford, everybody starts, like, picking up the phone for you, right? And then they'll, like, respond to your emails when they, you know, see a certain thing there. But people are like, oh, I see you went to Stanford. Like, you must be smart. And I'm like, I was smart before I went to Stanford. I was smart in Alabama, you know what I mean? And so I've always conceptually believe that, you know, yes, people get these extra markers, but that doesn't necessarily determine, like, I didn't go to Stanford and get smart. I didn't go to Stanford and get some magical thing that makes me, you know, smarter than everybody else. And so I've just always been a believer in, you know, talent being everywhere. As far as like the Bay, in particular, I do think, you know, something special happens when you can kind of create some serendipity and put people in the same place. It's not that like, oh, you know, everybody was just born there. They're very smart. It's like, no, like, people were actively coming there to join companies, et cetera. So you did get this great critical mass of people living in one place, especially when offices were in office culture. But now kind of that disbursement has happened and I think it just shows people that like, yeah, people who are interested in tech and building things. Also, they desire to live outside of the Bay Area for whatever reason, whether it's family or friends or I want to live near Warm Beach. Whatever the case is, I just think, and again, have always believed that you can live anywhere and be smart and productive and happy.[00:41:38] Dan Runcie: And I think a lot of this was inevitable. We knew that as technology got better and better, the power of conglomeration, especially from a physical location perspective, was only going to lessen. I don't think it necessarily goes down to zero. There, of course, is benefit and why people live in particular places, but I do think that what we saw the past 15 years up until maybe the past two years was at least like the last wave. And you saw it before, whether it was with, you know, the auto industry or the Midwest of all these other places. Like, we've seen this happen time and time again. But what's different now is that things are so fragmented and it makes me think a lot of things we see in music as well. We saw so many areas that were just such culture beds for where the new hot sound was coming from, where the hottest music was. And I think we still see a lot of that. But we're starting to see even that spread out of it too. So this is happening across the board. [00:42:31] Megan Holston Alexander: Yep. I agree. And, you know, I think as long as companies support their employees' needs in whatever it is to be productive, I think we'll get to the right answer. So for example, our firm allows you, if you want to go to the office, you can. There's, like, no office that exists, so, like, you can't get interaction if you desire it. But not requiring it allows both types of people to be happy. And quite frankly, like, most people don't even know I live in Alabama. Like, I'll be on the phone with somebody from work and I'll like, no, I'm in Alabama. And they're like, oh, how long you visiting for? And I'm like, no, I live here. And like, everybody's eyes bug out and they're like, what? You can be equally as productive and no one have no, you know, no idea where you are.[00:43:14] Dan Runcie: Yeah. And I think that, and it's interesting, I've heard, you know, from some founders that are trying to go back in the office, some founders that are, you know, doing things remotely a hundred percent. And part of it is all that works for you, but the fact is we have options now and that's basically it.[00:43:30] Megan Holston Alexander: And I appreciate, again, the flexibility of so many companies to, like, actively buck against what the normal used to be, because I think it would've been really easy or conceptually easy to say, like, we're going back into the office. Like, that's what it is, and, you know, that's the end. But for all the companies that are like, hey, the world is changing, let me adapt. I and I know so many other people are really grateful for that. And me as a new mom, the flexibility it's given me is just huge. [00:44:00] Dan Runcie: Right. And to tie it all in too, it just allows the greatness and the genius to come from so many other areas that aren't filtered by all of the other things that let people pick from the pools of talent that existed before.[00:44:13] Megan Holston Alexander: Agreed. The CLF team, at this point, I don't think anybody's in the Bay.[00:44:17] Dan Runcie: Makes sense. [00:44:18] Megan Holston Alexander: I knew we've got New York and Miami and LA. Okay, wait, no, we do have one person in the Bay. But the fact is that this team, CLF as it is now, could not have existed if we could only be in Menlo Park. [00:44:31] Dan Runcie: Right, right. No, that's a good point. That's a good point. All right. Well, Megan, this is great. Covered a bunch. We got a deeper look behind the fund. Everything that goes behind the work you're doing.[00:44:41] Megan Holston Alexander: Wait, we're not done, are we? [00:44:43] Dan Runcie: We're getting to the tail end. We're going to the tail end. Oh, you got more? [00:44:46] Megan Holston Alexander: You couldn't convince me that that wasn't only 20 minutes.[00:44:50] Dan Runcie: No, we definitely, we definitely had some good deep dives in here. This was good. But no, before we let you go though, what's one big thing that you're excited for 2023? [00:44:59] Megan Holston Alexander: One thing I'm excited for 2023 for the fund, I am really excited to continue to, like, bring people together. In the last two and a half years, we haven't been able to do that, but CLF as a fund and as a network really relies on putting interesting people in a room together so magic can happen. And you probably heard me saying it's all around like the summit a few weeks ago. Like, my favorite part of my job is when, like, I know somebody and I know somebody else and I see them and I'm like, ooh, they need to talk. And I'll bring them together and I'll say, like, I don't know what's going to happen here, but y'all need to talk and whatever happens, give me my credit. And then I walk off. And then there's like all this like zhooshing and this magic that happens. I love those moments. So hopefully I can get to create more of those in 2023 with the awesome team that we've built at CLF.[00:45:50] Dan Runcie: Well, we'll definitely be looking out for that for sure. Megan, thank you. It's been a pleasure. Thanks for coming on. [00:45:56] Megan Holston Alexander: You as well. Thank you. I appreciate it. You're doing something very amazing with Trapital, and I mean, I just feel honored that you wouldn't let me be on your platform. [00:46:04] Dan Runcie: Of course, these are the conversations you want to have. Thank you. Appreciate that. [00:46:08] Dan Runcie: If you enjoyed this podcast, go ahead and share it with a friend. Copy the link, text it to a friend, post it in your group chat, post it in your Slack groups, wherever you and your people talk, spread the word. That's how Trapital continues to grow and continues to reach the right people. And while you're at it, if you use Apple podcast, go ahead, rate the podcast. Give it a high rating and leave a review. Tell people why you liked the podcast. That helps more people discover the show. Thank you in advance. Talk to you next week.

Summary This week we consider the challenges of cross-cultural leadership.   Transcript Welcome to episode 162 of the Leadership Today podcast where each week we bring research to life in your leadership. This week we consider the challenges of cross-cultural leadership. How have you found working across different cultures? Perhaps you've travelled to other parts of the world, or maybe the business you work in has a broad cultural representation. Sometimes it can be challenging to figure out what's a personality difference and what's a cultural difference. I've been fortunate enough to work across a wide range of cultures, yet I'm still surprised by cultural differences. Given the global audience for the work we do, I'm always conscious of cultural assumptions that might creep in to the way we think about leadership development. It can be challenging working across cultures. There are core assumptions in our cultural world view that we may not even recognise. Researchers have built various frameworks to try to understand how cultures differ. One of the better know frameworks is the Lewis Model of Cultural Types. As someone who had travelled the world and spoke 10 languages, Richard Lewis realised he was in a good position to explore cultural differences. His book “When Cultures Collide”, first released in 1996, brought together a framework to understand how cultures can differ. His model is based on a triangle, with the points of the triangle being linear-active, multi-active, and reactive. Lewis then plots countries at each of these points and along the edges of the triangle. Linear-active cultures are about doing one thing at a time. He saw linear-active cultures such as those in Germany and Switzerland as cool, factual, decisive planners. The UK and US are also close to this cultural type. Multi-active is about trying to do multiple things at once. Multi-active countries such as Brazil, Argentina and Mexico have cultures that are warm, emotional and impulsive. Parts of Europe including Italy and Greece, and sub-saharan Africa are also near this cultural type. Reactive cultures are about responding to others. Reactive cultures like Vietnam were described by Lewis as courteous, accommodating, compromising and polite. China and Japan are also near this cultural type. It's clear how these cultural types can create conflict and confusion when we bring them together. So how do we tackle these cultural differences. Here are six ideas: Be aware cultural differences exist. Keeping this in mind as you work across cultures will help you be prepared. Don't fall back on to stereotypes. This is a risk in Lewis' work - that we end up stereotyping millions of people just based on where they live. In any cultural group there can be a very broad range of expressions and approaches. Be actively curious about other cultures and people. Questions are always a great place to start. Be actively curious about people and their cultural background. Talk about culture. If your team works across cultures, help them to step back to reflect on effectiveness. Clarify expectations. Cultural differences and conflict can be amplified when there are unclear expectations. Discuss how we can best work together. This is a great levelling questions that allows everyone to contribute. Next time you're working across cultures or in a culturally diverse team, take a few moments to review these points and apply them. Have a great week.

Join Kat, Raquel and Alfredo on a special episode of the Create! Podcast where we chat all about entrepreneurship in the arts. My guests generously share strategies to help artists position themselves as leaders in their space, stay open to new income opportunities and offer branding and networking tips.  www.createmagazine.com/podcast Alfredo Achar Alfredo was born in Mexico City, he graduated from Loyola Marymount University in Los Angeles, with a B.A. in Film, Television, and Media Studies, and a Minor in Business Administration. He also holds a certificate in Production from New York University and for acting from New York Film Academy. Throughout his career, Alfredo has worked in creative development for production companies, and in programming for various film festivals, mainly the GuadaLAjara Film Festival in Los Angeles, where he serves as Creative Content Manager and Producer. Alfredo has curated programs for LACMA, GLAFF, Guadalajara International Film Festival, and NewFilmmakers LA. He also freelances as a producer for various media outlets and independent projects, and has worked in production at notable award shows like the Emmys, Oscars, and SAG Awards for E! Entertainment. In 2021 he began working in public relations for awards and Oscar campaigns representing films, actors, directors, and other talents. He has published several articles for MovieMaker Magazine and has been a part of many panels on film analysis and the film industry. Additionally, Alfredo is currently producing three short films. Raquel Serebrenik  Raquel Serebrenik is a cultural brand development specialist working with institutions, foundations, and corporations to build strategic models that promote cultural development, corporate social responsibility, and sustainable growth. Raquel is an avid problem-solver and strategic thinker who has worked with such organizations as the YJP of NY, The Museum of Modern Art of Bogota, the Savannah College of Art and Design, and the Cruz Diez Art Foundation. Raquel's development, conservation, and curatorial collaborations also include the Guggenheim Museum, the National Gallery of Art, and the American Institute of Architects. Raquel is a graduate of the Savannah College of Art and Design, where she earned a BFA in Art History and Design for Sustainability and an MA in Business Design and Cultural Leadership. Raquel is currently a partner in the creative-brands accelerator 4 Art Partners and a co-host of the Culture Tasters podcast, a platform to bring awareness to the contributions of the creative industries to the economy.  https://www.4artpartners.com

In this interview with Uri Brito, we discuss his background and development as a pastor, theologian, and writer. We explore the topic of writing with satire, rhetorical effectiveness, and modeling the rhetoric of God. We close with a discussion on postmillennialism. Is satire redeemable? Why do Christians avoid certain modes of discourse? What if the way I communicate stops someone from hearing the gospel? What is postmillennialism and why does it matter?Bio from Uribrito.com: “Rev. Dr. Uriesou T. Brito is the Senior Pastor of Providence Church in Pensacola, Fl.  He was ordained to the Gospel Ministry in 2009. He received a Bachelor of Arts in Pastoral Studies from Clearwater Christian College, a Masters of Divinity from Reformed Theological Seminary in Orlando, Fl and has successfully defended his doctoral thesis from RTS in Pastoral Theology...Dr. Brito is the editor of The Church-Friendly Family (purchase the printed book here) and author of The Trinitarian Father. He is the co-author of a commentary on Ruth and the recently published commentary on Jonah. He also co-wrote a small booklet on pipe-smoking.He is the founder and contributor to The Kuyperian Commentary and a board member at Theopolis Institute and the Senior Fellow of Pastoral Theology for the Center for Cultural Leadership. He has been published at The Christian Post, Theopolis Institute, and other on-line journals and blogs. You can visit his main website at kuyperian.com”YouTube Version - https://youtu.be/814v7WnFtQsPatreon - https://www.patreon.com/chasedavishttps://kuyperian.com/Twitter - https://twitter.com/uribrito?lang=enhttps://uribrito.com/Facebook - https://www.facebook.com/uriesou

In this episode, Dr. Aaron Rock looks at 1 Samuel and discusses practical, counter-cultural leadership lessons that are applicable to every Christian leader. You can now hear Leadership Now on CJXC Radio at 11 AM Tuesdays and rebroadcast at 11 PM Thursdays. https://cjxc.ca/ We are excited to partner with the Fight Laugh Feast Network to reach more listeners. Download the app here: https://subsplash.com/fightlaughfeastnetwork/app Pursuit of Glory blog: https://pursuitofglory.org/

In our 100th episode, we spoke with the founder of the Center for Cultural Leadership, P. Andrew Sandlin. Sandlin is editor and contributor to a new work that challenges head-on the many failures of the evangelical church during the COVID season. I truly believe that these essays will be a tremendous source of wisdom and … The post Episode 100 of the KC Podcast: The Failed Church: Restoring a Vision of Ecclesial Victory appeared first on Kuyperian Commentary.

Scott and Jordy are joined by Keir and Joanna Thelander to discuss Cross-Cultural Leadership. Keir and Joanna spent a decade in the jungle of Gabon, Africa as Keir served as a surgeon. Keir now serves as the Executive Vice President of the Pan-African Academy of Christian Surgeons, and Joanna as the Volunteer Coordinator at Grace Church.

Hey everybody. This is a really interesting and thoughtful podcast that we have for you. We interviewed Tony Nguyen and we learned about AYLX. We got kind of deep and really thoughtful about leadership. What does leadership mean? Can you even teach leadership? What does it look like and what does it look like in different contacts? Also, how critical diversity is and running diverse teams. We talk about all that and a little bit about burning man. This is a real treat. I hope you enjoy. Please check out their website and suggestions in this episode: https://www.unconsciousbiasproject.org/resources/land-acknowledgement Website: www.aylx.org Facebook: www.facebook.com/AmericanYoungLeaderExchange/ IG: www.instagram.com/the_aylx/e/ Twitter: twitter.com/AylxThe LinkedIn: www.linkedin.com/company/aylx-american-young-leader-exchange/ Resources from this episode: Josh Goldbard - Podcast interview with Tony & Josh You can find more information at https://unconsciousbiasproject.org/. Dr Linet Mera and Alexis Krohn are your hosts. Seth Boeckman is our editor. If you like what you hear, please subscribe to this podcast and follow us. We can be found on: Facebook: Unconscious Bias Project Twitter: @UBP_STEM LinkedIn: https://www.linkedin.com/company/unconscious-bias-project/ IG: https://www.instagram.com/ubp_stem/ Join our mailing list: http://eepurl.com/gbo0sn

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.

This is our Cross-Cultural Leadership series. Where we take a deeper, more intimate dive into the brain and heart of Dwayne Weehunt, Founder and CEO of SOS International. An organization working all around the world to bring radical hope to desperate situations. Learn more about SOS International at sosresponds.org.