Podcasts about DAE

We're kicking off Pride with one of the messiest Netflix shows we love to watch, XO, Kitty season 2. Kitty's back at KISS after winter break, having just officially broken up with Dae, realized she's into Yuri, and been confessed to by Minho, and with Chaos Queen Kitty at the reigns you can be sure that's not even half the drama. Send us your thoughts at the links below, and don't forget to rate & review. OUR SOCIALSFind us everywhere: https://linktr.ee/ninetiesbabiesnostalgiaInstagram: https://www.instagram.com/ninetiesbabiesnostalgia/ YouTube: https://www.youtube.com/channel/UCgmyQV7STEmjISJKCZr362w TikTok: https://www.tiktok.com/@90sbabiesnostalgia Twitter: https://twitter.com/Nineties_Babies Theme Song by Patrick Dunnevant, (https://www.youtube.com/c/AcappellaVGM)Artwork by Dawn Wheeler (https://www.instagram.com/wool_and_stone) Send us a text

In Episode 43, I speak with A Beautiful Dae, a local singer from Los Angeles.  We talk about her journey through dealing with various health complications including multiple sclerosis. She tells us that it has helped her to sing because it became a tool of healing for her. We also discuss her influences and inspirations in music. Dae opens up about her various job experiences and the skills she has acquired through them. Overcoming all this advesity, she opens up about how challenging the education system was. Her path to singing became very clear to her. Thus, we discuss that transition of becoming a full time musical artist. We discuss how she found opportunities in the most unexpected places. In addition, we talk about what her creative process looks like. Everything from the role of the internet on music careers to the role of music on young lives, we discuss so much within the music industry. This was a great conversation getting to know the one and only A Beautiful Dae. Make sure to check out some of her songs. My top 3 are It Pours (When It Rains), Damsel in Distress, G.T.F.Y. (I Gotta Thing for Ya). Follow her @abeautifuldae09 on instagram!! 

Gigi Sanna racconta un percorso tra tradizione, collaborazioni prestigiose e nuove produzioni per celebrare l'identità dell'isola Gigi Sanna parla oggi ai nostri microfoni degli Istentales, formazione musicale nata a Nuoro nel 1995, rappresentano una delle realtà più significative nel panorama musicale sardo. Il nome del gruppo deriva da una stella della costellazione di Orione, utilizzata anticamente da pastori e contadini come punto di riferimento. Fin dagli esordi, la band si distingue per il suo stile etno-pop agropastorale, che fonde sonorità moderne con la tradizione locale, raccontando storie profonde legate alla cultura dell'isola. Brani come "Amsicora" e "Deo no isco" diventano emblematici, consolidando la loro presenza sia a livello regionale che nazionale. Nel corso degli anni, gli Istentales pubblicano numerosi album, tra cui "Animu" e "Dae sa die...a sa notte", testimoniando una continua evoluzione artistica. La formazione attuale vede Gigi Sanna alla voce e chitarra, Sandro Canova al basso, Luciano Pigliari alle tastiere e Luca Floris alla batteria. Collaborazioni con artisti di fama nazionale La musica degli Istentales attira l'attenzione di importanti nomi del panorama musicale italiano. Collaborazioni con artisti del calibro di Pierangelo Bertoli, Roberto Vecchioni, Tullio De Piscopo, Eugenio Finardi, Dolcenera, Nomadi, Modena City Ramblers e Elio e le Storie Tese arricchiscono il loro repertorio, dando vita a produzioni discografiche di rilievo. Una delle collaborazioni più significative è quella con Elio e i Tenores di Neoneli nel brano "O Sardigna", un inno dedicato alla Sardegna che celebra l'identità e la cultura dell'isola. Inoltre, l'amicizia con Cristiano De André porta alla creazione di nuovi brani e a esibizioni congiunte, consolidando un'alleanza musicale tra anime sarde e rock. Celebrazione del trentennale e nuove produzioni Avvicinandosi al traguardo dei trent'anni di carriera, gli Istentales celebrano la loro storia con l'album "Zente Nostra". Questo lavoro raccoglie tredici tracce che ritraggono personaggi e figure emblematiche raccontate dalla band nel corso dei decenni, da Amsicora a Juan Peron, passando per la Brigata Sassari e s'acabadora. Come sottolinea Gigi Sanna, "Non è un disco di inediti ma un disco di editi rimodulati". Parallelamente, la band continua a produrre nuovi brani, come "Zustissia Mala – Libertà Negata", dedicato alla vicenda di Beniamino Zuncheddu, pastore ingiustamente incarcerato per oltre trentatré anni. Questo pezzo rappresenta un grido di dolore e indignazione per l'ingiustizia subita, evidenziando l'impegno sociale che da sempre caratterizza la musica degli Istentales.

I sat down with attorneys Dae Lee and Adam Farkas to dig into the legal mess surrounding GLP-1 compounding, PBM overreach, and the brutal reality facing independent pharmacies. Dae's a pharmacist-attorney, Adam's a legal powerhouse, and together they're helping pharmacies fight back in a system stacked against them.

North Korean defectors face a huge information gap upon arrival in South Korea and in this week's episode we're joined by Dae-hyeon Park, the founder and CEO of Woorion, an NGO that supports North Korean defectors in their resettlement and integration into South Korean society. He discusses the events and personal motivations that led him to establish Woorion, the various services the organization provides, including financial assistance, educational programs and mentorship and some of the success stories from Woorion's programs that showcase the resilience and achievements of North Korean defectors as they adapt to their new lives in the South.  Dae-hyeon Park is the founder and CEO of Woorion, an NGO dedicated to supporting North Korean defectors in their resettlement and integration into South Korean society. Established in 2015, Woorion offers a comprehensive online platform providing essential services to bridge the information gap and empower defectors towards self-reliance. About the podcast: The North Korea News Podcast is a weekly podcast hosted by Jacco Zwetsloot exclusively for NK News, covering all things DPRK — from news to extended interviews with leading experts and analysts in the field, along with insight from our very own journalists. NK News subscribers can listen to this and other exclusive episodes from their preferred podcast player by accessing the private podcast feed. For more detailed instructions, please see the step-by-step guide at nknews.org/private-feed.

The third and final part of this triumvirate. Did I use that incorrectly? Almost undoubtedly. It was so much fun recording these, and I'm pumped to put them out. Gabe is always down to goof. He called into one of the first episodes of Does Anyone Else if you somehow need more of this kind of rubbish. Webcast of Mass Discussions is also back, and will be up soon. W tried stand up and runs some of the stuff from his set, and we catch up. New episode of DAE is being recorded later this week with the hilarious @Zachsoraven, and I may try and convince him to stay on as a co-host, and add Most Valuable Player Haters to the podcast consortium. Okay bye.

This episode features "Hook and Line" written by Koji A. Dae. Published in the March 2025 issue of Clarkesworld Magazine and read by Kate Baker. The text version of this story can be found at: https://clarkesworldmagazine.com/dae_03_25 Support us on Patreon at https://www.patreon.com/join/clarkesworld?

Continuing their apprication for the All The Boys I've Loved Before Kim and Elwood now look at the spin off series XO, Kitty following youngest of the Covey sisters as she heads to Korea to study reconnect with boyfriend Dae and hopefully find out more about her mother's time at the school.Season # 1 Review: 0:00:00Season#2 Review: 00:58:10Note: Due to the backlog of episodes we have combined both recordings for each series into one handy chunk....enjoy

Vekil savaşçılar ya da gruplar emperyalizmin en güçlü silahlarıydı. Bunlar hangi dönemden itibaren istikrarsızlaştırma aracı olarak kullanıldı sorusunun cevabını bir kenara bırakarak doksanlardan sonraya odaklanabiliriz. Vekil grupların oluşum süreci elbette önemlidir. Emperyalist müdahale araçları savaşçı gruplarla sınırlı olmadığı için genel bir ad olarak bağımlı yapılar kavramının daha uygun olduğunu söyleyebilirim. Bağımlı yapılar zaman içinde birbirini etkileyerek dinî, mezhebi ve etnik çeşitlilik arz etmiştir. En sonuncuları arasında PKK ve FETÖ vardı. Daha eskiye doğru gidildiğinde ASALA gibi terör örgütleri karşımıza çıkar. Yirminci yüzyılın ikinci yarısında yıkıcılık bakımından en tehlikeli yapılar arasında herhalde bunlar vardı. Türkiye son on yılda bunların hepsiyle farklı düzlemlerde fiilen mücadele etmek zorunda kaldı. Sayın Erdoğan'ın, hafızalarda kalan konuşmalarından birinde “topunuz birlikte gelin” derken kastettiği de bunlardı. DAEŞ de kast edilen yapılar arasındaydı. İsrail'i de kolonyal bir yapı olarak bunlar arasında görmek gerekir.

Jenn chats with Koji A. Dae about CASUAL, a stark and cutting glance at a near future that looks uncannily like our present, exploring themes of bodily autonomy and the struggle for mental health in a world increasingly divided.

Francys de Oliveira recebeu Tobias Vieira – Presidente CBH Paracatu e Urucuia – no PodCast Rural para falar sobre a cobrança pelo uso de recursos hídricos, e sobre o não pagamento dessa taxa e suas consequências negativas aos produtores rurais. Tobias explicou quem tem que pagar pela cobrança; quem precisa declarar do uso (e até quando); após a declaração, quando é recebido o DAE; dentre outras informações importantes sobre esse pagamento que é obrigatório no Estado de MG. Confira.

Fluent Fiction - Korean: Seollal Revelations: Finding True Happiness on Jeju-do's Shores Find the full episode transcript, vocabulary words, and more:fluentfiction.com/ko/episode/2025-02-18-23-34-01-ko Story Transcript:Ko: 제주도의 달빛 해변은 겨울에도 아름다웠습니다.En: The moonlit beaches of Jeju-do were beautiful even in winter.Ko: 고등학생 지현은 학교 생물학 수업 때문에 친구 민서, 대준과 함께 여기에 왔습니다.En: High school student Ji-hyun came here with her friends Min-seo and Dae-jun because of a biology class project.Ko: 바닷속 해양 생물을 연구하는 것이 이번 여행의 주제였습니다.En: Their trip was intended for studying marine life in the ocean.Ko: 하지만, 지현의 마음은 그리 편하지 않았습니다.En: However, Ji-hyun did not feel completely at ease.Ko: 설날이 다가오고 있었습니다.En: Seollal was approaching.Ko: 가족과 전통을 중요시하는 지현의 부모님은 이번 설날에 지현이 더욱 잘 준비된 모습을 보여주길 기대하고 있었습니다.En: Ji-hyun's parents, who valued family and tradition highly, expected her to present herself as more prepared this Seollal.Ko: 하지만, 지현은 자신이 정말 무엇을 원하는지 알지 못했습니다.En: However, Ji-hyun did not really know what she wanted for herself.Ko: 그녀는 학업 스트레스에서 벗어나 진정으로 행복을 찾고 싶었습니다.En: She yearned to escape academic stress and find true happiness.Ko: 밤이 되자, 친구들보다 먼저 해변으로 나간 지현은 달빛이 비치는 바다를 바라보며 깊은 생각에 잠겼습니다.En: As night fell, Ji-hyun went to the beach before her friends and gazed at the moonlit sea, lost in deep thought.Ko: 바람은 차가웠지만, 마음은 점점 따스해졌습니다.En: Although the wind was chilly, her heart gradually warmed.Ko: 친구들 없이 혼자 있는 이 시간은 그녀에게 소중한 시간이었습니다.En: This time alone, without her friends, was precious to her.Ko: 그러던 중, 해변 저쪽에서 무언가 준비하는 소리가 들렸습니다.En: Meanwhile, she heard sounds of preparation from the other side of the beach.Ko: 가까이 다가가 보니, 마을 사람들이 설날 준비를 하고 있었습니다.En: Upon approaching, she noticed the villagers preparing for Seollal.Ko: 전통 한복을 입고 다양한 음식을 준비하고 있었습니다.En: They were dressed in traditional hanbok and preparing various foods.Ko: 그 모습은 지현의 마음을 사로잡았습니다.En: The sight captivated Ji-hyun.Ko: 단순한 행위처럼 보였지만, 그 안에서 큰 행복과 만족을 느낄 수 있었습니다.En: It seemed like a simple act, but she could sense great happiness and contentment within it.Ko: 지현은 설날을 단순히 가족과의 약속을 지키는 날로만 생각했었지만, 그곳에서는 다른 의미를 찾고 있었습니다.En: Ji-hyun had once thought of Seollal merely as a day to fulfill family obligations, but there, she found a different meaning.Ko: 사람들은 진심으로 서로를 위하며 기쁨을 나누고 있었습니다.En: The people were genuinely caring for each other and sharing joy.Ko: 이것이 진정한 행복이었습니다.En: This was true happiness.Ko: 지현은 그 날 밤 새로운 결심을 했습니다.En: That night, Ji-hyun made a new resolution.Ko: 부모님의 기대를 반대하거나 무시하는 것이 아니라, 자신만의 길을 찾는 것이 중요하다는 것을 깨달았습니다.En: She realized it was important not to oppose or ignore her parents' expectations but to find her own path.Ko: 설날이 되면 부모님께 솔직하게 말할 것입니다.En: When Seollal came, she would honestly tell her parents.Ko: 자신이 어떤 길을 선택할지 결정했다고 말할 것이고, 그것이 학문적인 성공이 아니어도 괜찮다고 말할 것입니다.En: She would say she had decided on the path she would take, and that it was okay if it wasn't academic success.Ko: 다음 날 지현은 오랜만에 진심으로 웃었습니다.En: The next day, Ji-hyun laughed sincerely for the first time in a while.Ko: 이제 그녀는 자신만의 길을 시작할 준비가 되었습니다.En: Now she was ready to start her own journey.Ko: 설날의 달빛 해변에서 얻은 깨달음이 그녀를 이끌어줄 것입니다.En: The insights she gained from the moonlit beaches during Seollal would guide her.Ko: 지현은 마음속에 가지런히 담긴 그 장면들을 떠올리며, 자신만의 새로운 이야기를 써 내려가기 시작했습니다.En: Reminiscing the neatly stored scenes in her heart, Ji-hyun began to write her own new story. Vocabulary Words:moonlit: 달빛이 비치는beaches: 해변project: 프로젝트intended: 의도된marine: 해양chilly: 차가운precious: 소중한villagers: 마을 사람들hanbok: 한복obligations: 의무resolution: 결심escape: 벗어나다academic: 학문적인contentment: 만족honestly: 솔직하게sincerely: 진심으로journey: 여정insights: 깨달음gained: 얻은remissing: 떠올리며neatly: 가지런히obligations: 약속gazed: 바라보며escape: 벗어나다yearned: 갈망했다approaching: 다가오고 있는warm: 따스한captivated: 사로잡혔다cherished: 소중히 여겨졌다fulfillment: 이행

Metabolic syndrome is common and affects about 1 in 3 Americans. But how much do you know about this cluster of risk factors? On this show, Karolyn talks with integrative health expert Dr. Daemon Jones (aka Dr. Dae) about what metabolic syndrome is and more importantly, how to reduce risk and treat it naturally. Dr. Dae is an accomplished author, speaker, and the creator of Healthy Daes Naturopathic Medical Center in Washington, DC.Five To Thrive Live is broadcast live Tuesdays at 7PM ET and Music on W4CS Radio – The Cancer Support Network (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com).Five To Thrive Live Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

XO Kitty is back with season 2 on Netflix and Jillian breaks down all the romance, drama and surprises. From Kitty's love life to the twists between Yuri, Min Ho, and Dae, we're diving into the biggest moments of the season....including the epic return of PETER KAVINSKY. Jenny Han forever!! Follow Previously On Teen TV on Instagram: https://www.instagram.com/previouslyon_teentv/ Follow Previously On Teen TV on Threads: https://www.threads.net/@previouslyon_teentv Follow Previously On Teen TV on TikTok: https://www.tiktok.com/@previouslyon_teentv Subscribe to our YouTube: https://www.youtube.com/channel/UCe2lgvvZGKMrQ8v24FmDdWQ?sub_confirmation=1

One last Gold sponsor slot is available for the AI Engineer Summit in NYC. Our last round of invites is going out soon - apply here - If you are building AI agents or AI eng teams, this will be the single highest-signal conference of the year for you!While the world melts down over DeepSeek, few are talking about the OTHER notable group of former hedge fund traders who pivoted into AI and built a remarkably profitable consumer AI business with a tiny team with incredibly cracked engineering team — Chai Research. In short order they have:* Started a Chat AI company well before Noam Shazeer started Character AI, and outlasted his departure.* Crossed 1m DAU in 2.5 years - William updates us on the pod that they've hit 1.4m DAU now, another +40% from a few months ago. Revenue crossed >$22m. * Launched the Chaiverse model crowdsourcing platform - taking 3-4 week A/B testing cycles down to 3-4 hours, and deploying >100 models a week.While they're not paying million dollar salaries, you can tell they're doing pretty well for an 11 person startup:The Chai Recipe: Building infra for rapid evalsRemember how the central thesis of LMarena (formerly LMsys) is that the only comprehensive way to evaluate LLMs is to let users try them out and pick winners?At the core of Chai is a mobile app that looks like Character AI, but is actually the largest LLM A/B testing arena in the world, specialized on retaining chat users for Chai's usecases (therapy, assistant, roleplay, etc). It's basically what LMArena would be if taken very, very seriously at one company (with $1m in prizes to boot):Chai publishes occasional research on how they think about this, including talks at their Palo Alto office:William expands upon this in today's podcast (34 mins in):Fundamentally, the way I would describe it is when you're building anything in life, you need to be able to evaluate it. And through evaluation, you can iterate, we can look at benchmarks, and we can say the issues with benchmarks and why they may not generalize as well as one would hope in the challenges of working with them. But something that works incredibly well is getting feedback from humans. And so we built this thing where anyone can submit a model to our developer backend, and it gets put in front of 5000 users, and the users can rate it. And we can then have a really accurate ranking of like which model, or users finding more engaging or more entertaining. And it gets, you know, it's at this point now, where every day we're able to, I mean, we evaluate between 20 and 50 models, LLMs, every single day, right. So even though we've got only got a team of, say, five AI researchers, they're able to iterate a huge quantity of LLMs, right. So our team ships, let's just say minimum 100 LLMs a week is what we're able to iterate through. Now, before that moment in time, we might iterate through three a week, we might, you know, there was a time when even doing like five a month was a challenge, right? By being able to change the feedback loops to the point where it's not, let's launch these three models, let's do an A-B test, let's assign, let's do different cohorts, let's wait 30 days to see what the day 30 retention is, which is the kind of the, if you're doing an app, that's like A-B testing 101 would be, do a 30-day retention test, assign different treatments to different cohorts and come back in 30 days. So that's insanely slow. That's just, it's too slow. And so we were able to get that 30-day feedback loop all the way down to something like three hours.In Crowdsourcing the leap to Ten Trillion-Parameter AGI, William describes Chai's routing as a recommender system, which makes a lot more sense to us than previous pitches for model routing startups:William is notably counter-consensus in a lot of his AI product principles:* No streaming: Chats appear all at once to allow rejection sampling* No voice: Chai actually beat Character AI to introducing voice - but removed it after finding that it was far from a killer feature.* Blending: “Something that we love to do at Chai is blending, which is, you know, it's the simplest way to think about it is you're going to end up, and you're going to pretty quickly see you've got one model that's really smart, one model that's really funny. How do you get the user an experience that is both smart and funny? Well, just 50% of the requests, you can serve them the smart model, 50% of the requests, you serve them the funny model.” (that's it!)But chief above all is the recommender system.We also referenced Exa CEO Will Bryk's concept of SuperKnowlege:Full Video versionOn YouTube. please like and subscribe!Timestamps* 00:00:04 Introductions and background of William Beauchamp* 00:01:19 Origin story of Chai AI* 00:04:40 Transition from finance to AI* 00:11:36 Initial product development and idea maze for Chai* 00:16:29 User psychology and engagement with AI companions* 00:20:00 Origin of the Chai name* 00:22:01 Comparison with Character AI and funding challenges* 00:25:59 Chai's growth and user numbers* 00:34:53 Key inflection points in Chai's growth* 00:42:10 Multi-modality in AI companions and focus on user-generated content* 00:46:49 Chaiverse developer platform and model evaluation* 00:51:58 Views on AGI and the nature of AI intelligence* 00:57:14 Evaluation methods and human feedback in AI development* 01:02:01 Content creation and user experience in Chai* 01:04:49 Chai Grant program and company culture* 01:07:20 Inference optimization and compute costs* 01:09:37 Rejection sampling and reward models in AI generation* 01:11:48 Closing thoughts and recruitmentTranscriptAlessio [00:00:04]: Hey everyone, welcome to the Latent Space podcast. This is Alessio, partner and CTO at Decibel, and today we're in the Chai AI office with my usual co-host, Swyx.swyx [00:00:14]: Hey, thanks for having us. It's rare that we get to get out of the office, so thanks for inviting us to your home. We're in the office of Chai with William Beauchamp. Yeah, that's right. You're founder of Chai AI, but previously, I think you're concurrently also running your fund?William [00:00:29]: Yep, so I was simultaneously running an algorithmic trading company, but I fortunately was able to kind of exit from that, I think just in Q3 last year. Yeah, congrats. Yeah, thanks.swyx [00:00:43]: So Chai has always been on my radar because, well, first of all, you do a lot of advertising, I guess, in the Bay Area, so it's working. Yep. And second of all, the reason I reached out to a mutual friend, Joyce, was because I'm just generally interested in the... ...consumer AI space, chat platforms in general. I think there's a lot of inference insights that we can get from that, as well as human psychology insights, kind of a weird blend of the two. And we also share a bit of a history as former finance people crossing over. I guess we can just kind of start it off with the origin story of Chai.William [00:01:19]: Why decide working on a consumer AI platform rather than B2B SaaS? So just quickly touching on the background in finance. Sure. Originally, I'm from... I'm from the UK, born in London. And I was fortunate enough to go study economics at Cambridge. And I graduated in 2012. And at that time, everyone in the UK and everyone on my course, HFT, quant trading was really the big thing. It was like the big wave that was happening. So there was a lot of opportunity in that space. And throughout college, I'd sort of played poker. So I'd, you know, I dabbled as a professional poker player. And I was able to accumulate this sort of, you know, say $100,000 through playing poker. And at the time, as my friends would go work at companies like ChangeStreet or Citadel, I kind of did the maths. And I just thought, well, maybe if I traded my own capital, I'd probably come out ahead. I'd make more money than just going to work at ChangeStreet.swyx [00:02:20]: With 100k base as capital?William [00:02:22]: Yes, yes. That's not a lot. Well, it depends what strategies you're doing. And, you know, there is an advantage. There's an advantage to being small, right? Because there are, if you have a 10... Strategies that don't work in size. Exactly, exactly. So if you have a fund of $10 million, if you find a little anomaly in the market that you might be able to make 100k a year from, that's a 1% return on your 10 million fund. If your fund is 100k, that's 100% return, right? So being small, in some sense, was an advantage. So started off, and the, taught myself Python, and machine learning was like the big thing as well. Machine learning had really, it was the first, you know, big time machine learning was being used for image recognition, neural networks come out, you get dropout. And, you know, so this, this was the big thing that's going on at the time. So I probably spent my first three years out of Cambridge, just building neural networks, building random forests to try and predict asset prices, right, and then trade that using my own money. And that went well. And, you know, if you if you start something, and it goes well, you You try and hire more people. And the first people that came to mind was the talented people I went to college with. And so I hired some friends. And that went well and hired some more. And eventually, I kind of ran out of friends to hire. And so that was when I formed the company. And from that point on, we had our ups and we had our downs. And that was a whole long story and journey in itself. But after doing that for about eight or nine years, on my 30th birthday, which was four years ago now, I kind of took a step back to just evaluate my life, right? This is what one does when one turns 30. You know, I just heard it. I hear you. And, you know, I looked at my 20s and I loved it. It was a really special time. I was really lucky and fortunate to have worked with this amazing team, been successful, had a lot of hard times. And through the hard times, learned wisdom and then a lot of success and, you know, was able to enjoy it. And so the company was making about five million pounds a year. And it was just me and a team of, say, 15, like, Oxford and Cambridge educated mathematicians and physicists. It was like the real dream that you'd have if you wanted to start a quant trading firm. It was like...swyx [00:04:40]: Your own, all your own money?William [00:04:41]: Yeah, exactly. It was all the team's own money. We had no customers complaining to us about issues. There's no investors, you know, saying, you know, they don't like the risk that we're taking. We could. We could really run the thing exactly as we wanted it. It's like Susquehanna or like Rintec. Yeah, exactly. Yeah. And they're the companies that we would kind of look towards as we were building that thing out. But on my 30th birthday, I look and I say, OK, great. This thing is making as much money as kind of anyone would really need. And I thought, well, what's going to happen if we keep going in this direction? And it was clear that we would never have a kind of a big, big impact on the world. We can enrich ourselves. We can make really good money. Everyone on the team would be paid very, very well. Presumably, I can make enough money to buy a yacht or something. But this stuff wasn't that important to me. And so I felt a sort of obligation that if you have this much talent and if you have a talented team, especially as a founder, you want to be putting all that talent towards a good use. I looked at the time of like getting into crypto and I had a really strong view on crypto, which was that as far as a gambling device. This is like the most fun form of gambling invented in like ever super fun, I thought as a way to evade monetary regulations and banking restrictions. I think it's also absolutely amazing. So it has two like killer use cases, not so much banking the unbanked, but everything else, but everything else to do with like the blockchain and, and you know, web, was it web 3.0 or web, you know, that I, that didn't, it didn't really make much sense. And so instead of going into crypto, which I thought, even if I was successful, I'd end up in a lot of trouble. I thought maybe it'd be better to build something that governments wouldn't have a problem with. I knew that LLMs were like a thing. I think opening. I had said they hadn't released GPT-3 yet, but they'd said GPT-3 is so powerful. We can't release it to the world or something. Was it GPT-2? And then I started interacting with, I think Google had open source, some language models. They weren't necessarily LLMs, but they, but they were. But yeah, exactly. So I was able to play around with, but nowadays so many people have interacted with the chat GPT, they get it, but it's like the first time you, you can just talk to a computer and it talks back. It's kind of a special moment and you know, everyone who's done that goes like, wow, this is how it should be. Right. It should be like, rather than having to type on Google and search, you should just be able to ask Google a question. When I saw that I read the literature, I kind of came across the scaling laws and I think even four years ago. All the pieces of the puzzle were there, right? Google had done this amazing research and published, you know, a lot of it. Open AI was still open. And so they'd published a lot of their research. And so you really could be fully informed on, on the state of AI and where it was going. And so at that point I was confident enough, it was worth a shot. I think LLMs are going to be the next big thing. And so that's the thing I want to be building in, in that space. And I thought what's the most impactful product I can possibly build. And I thought it should be a platform. So I myself love platforms. I think they're fantastic because they open up an ecosystem where anyone can contribute to it. Right. So if you think of a platform like a YouTube, instead of it being like a Hollywood situation where you have to, if you want to make a TV show, you have to convince Disney to give you the money to produce it instead, anyone in the world can post any content they want to YouTube. And if people want to view it, the algorithm is going to promote it. Nowadays. You can look at creators like Mr. Beast or Joe Rogan. They would have never have had that opportunity unless it was for this platform. Other ones like Twitter's a great one, right? But I would consider Wikipedia to be a platform where instead of the Britannica encyclopedia, which is this, it's like a monolithic, you get all the, the researchers together, you get all the data together and you combine it in this, in this one monolithic source. Instead. You have this distributed thing. You can say anyone can host their content on Wikipedia. Anyone can contribute to it. And anyone can maybe their contribution is they delete stuff. When I was hearing like the kind of the Sam Altman and kind of the, the Muskian perspective of AI, it was a very kind of monolithic thing. It was all about AI is basically a single thing, which is intelligence. Yeah. Yeah. The more intelligent, the more compute, the more intelligent, and the more and better AI researchers, the more intelligent, right? They would speak about it as a kind of erased, like who can get the most data, the most compute and the most researchers. And that would end up with the most intelligent AI. But I didn't believe in any of that. I thought that's like the total, like I thought that perspective is the perspective of someone who's never actually done machine learning. Because with machine learning, first of all, you see that the performance of the models follows an S curve. So it's not like it just goes off to infinity, right? And the, the S curve, it kind of plateaus around human level performance. And you can look at all the, all the machine learning that was going on in the 2010s, everything kind of plateaued around the human level performance. And we can think about the self-driving car promises, you know, how Elon Musk kept saying the self-driving car is going to happen next year, it's going to happen next, next year. Or you can look at the image recognition, the speech recognition. You can look at. All of these things, there was almost nothing that went superhuman, except for something like AlphaGo. And we can speak about why AlphaGo was able to go like super superhuman. So I thought the most likely thing was going to be this, I thought it's not going to be a monolithic thing. That's like an encyclopedia Britannica. I thought it must be a distributed thing. And I actually liked to look at the world of finance for what I think a mature machine learning ecosystem would look like. So, yeah. So finance is a machine learning ecosystem because all of these quant trading firms are running machine learning algorithms, but they're running it on a centralized platform like a marketplace. And it's not the case that there's one giant quant trading company of all the data and all the quant researchers and all the algorithms and compute, but instead they all specialize. So one will specialize on high frequency training. Another will specialize on mid frequency. Another one will specialize on equity. Another one will specialize. And I thought that's the way the world works. That's how it is. And so there must exist a platform where a small team can produce an AI for a unique purpose. And they can iterate and build the best thing for that, right? And so that was the vision for Chai. So we wanted to build a platform for LLMs.Alessio [00:11:36]: That's kind of the maybe inside versus contrarian view that led you to start the company. Yeah. And then what was maybe the initial idea maze? Because if somebody told you that was the Hugging Face founding story, people might believe it. It's kind of like a similar ethos behind it. How did you land on the product feature today? And maybe what were some of the ideas that you discarded that initially you thought about?William [00:11:58]: So the first thing we built, it was fundamentally an API. So nowadays people would describe it as like agents, right? But anyone could write a Python script. They could submit it to an API. They could send it to the Chai backend and we would then host this code and execute it. So that's like the developer side of the platform. On their Python script, the interface was essentially text in and text out. An example would be the very first bot that I created. I think it was a Reddit news bot. And so it would first, it would pull the popular news. Then it would prompt whatever, like I just use some external API for like Burr or GPT-2 or whatever. Like it was a very, very small thing. And then the user could talk to it. So you could say to the bot, hi bot, what's the news today? And it would say, this is the top stories. And you could chat with it. Now four years later, that's like perplexity or something. That's like the, right? But back then the models were first of all, like really, really dumb. You know, they had an IQ of like a four year old. And users, there really wasn't any demand or any PMF for interacting with the news. So then I was like, okay. Um. So let's make another one. And I made a bot, which was like, you could talk to it about a recipe. So you could say, I'm making eggs. Like I've got eggs in my fridge. What should I cook? And it'll say, you should make an omelet. Right. There was no PMF for that. No one used it. And so I just kept creating bots. And so every single night after work, I'd be like, okay, I like, we have AI, we have this platform. I can create any text in textile sort of agent and put it on the platform. And so we just create stuff night after night. And then all the coders I knew, I would say, yeah, this is what we're going to do. And then I would say to them, look, there's this platform. You can create any like chat AI. You should put it on. And you know, everyone's like, well, chatbots are super lame. We want absolutely nothing to do with your chatbot app. No one who knew Python wanted to build on it. I'm like trying to build all these bots and no consumers want to talk to any of them. And then my sister who at the time was like just finishing college or something, I said to her, I was like, if you want to learn Python, you should just submit a bot for my platform. And she, she built a therapy for me. And I was like, okay, cool. I'm going to build a therapist bot. And then the next day I checked the performance of the app and I'm like, oh my God, we've got 20 active users. And they spent, they spent like an average of 20 minutes on the app. I was like, oh my God, what, what bot were they speaking to for an average of 20 minutes? And I looked and it was the therapist bot. And I went, oh, this is where the PMF is. There was no demand for, for recipe help. There was no demand for news. There was no demand for dad jokes or pub quiz or fun facts or what they wanted was they wanted the therapist bot. the time I kind of reflected on that and I thought, well, if I want to consume news, the most fun thing, most fun way to consume news is like Twitter. It's not like the value of there being a back and forth, wasn't that high. Right. And I thought if I need help with a recipe, I actually just go like the New York times has a good recipe section, right? It's not actually that hard. And so I just thought the thing that AI is 10 X better at is a sort of a conversation right. That's not intrinsically informative, but it's more about an opportunity. You can say whatever you want. You're not going to get judged. If it's 3am, you don't have to wait for your friend to text back. It's like, it's immediate. They're going to reply immediately. You can say whatever you want. It's judgment-free and it's much more like a playground. It's much more like a fun experience. And you could see that if the AI gave a person a compliment, they would love it. It's much easier to get the AI to give you a compliment than a human. From that day on, I said, okay, I get it. Humans want to speak to like humans or human like entities and they want to have fun. And that was when I started to look less at platforms like Google. And I started to look more at platforms like Instagram. And I was trying to think about why do people use Instagram? And I could see that I think Chai was, was filling the same desire or the same drive. If you go on Instagram, typically you want to look at the faces of other humans, or you want to hear about other people's lives. So if it's like the rock is making himself pancakes on a cheese plate. You kind of feel a little bit like you're the rock's friend, or you're like having pancakes with him or something, right? But if you do it too much, you feel like you're sad and like a lonely person, but with AI, you can talk to it and tell it stories and tell you stories, and you can play with it for as long as you want. And you don't feel like you're like a sad, lonely person. You feel like you actually have a friend.Alessio [00:16:29]: And what, why is that? Do you have any insight on that from using it?William [00:16:33]: I think it's just the human psychology. I think it's just the idea that, with old school social media. You're just consuming passively, right? So you'll just swipe. If I'm watching TikTok, just like swipe and swipe and swipe. And even though I'm getting the dopamine of like watching an engaging video, there's this other thing that's building my head, which is like, I'm feeling lazier and lazier and lazier. And after a certain period of time, I'm like, man, I just wasted 40 minutes. I achieved nothing. But with AI, because you're interacting, you feel like you're, it's not like work, but you feel like you're participating and contributing to the thing. You don't feel like you're just. Consuming. So you don't have a sense of remorse basically. And you know, I think on the whole people, the way people talk about, try and interact with the AI, they speak about it in an incredibly positive sense. Like we get people who say they have eating disorders saying that the AI helps them with their eating disorders. People who say they're depressed, it helps them through like the rough patches. So I think there's something intrinsically healthy about interacting that TikTok and Instagram and YouTube doesn't quite tick. From that point on, it was about building more and more kind of like human centric AI for people to interact with. And I was like, okay, let's make a Kanye West bot, right? And then no one wanted to talk to the Kanye West bot. And I was like, ah, who's like a cool persona for teenagers to want to interact with. And I was like, I was trying to find the influencers and stuff like that, but no one cared. Like they didn't want to interact with the, yeah. And instead it was really just the special moment was when we said the realization that developers and software engineers aren't interested in building this sort of AI, but the consumers are right. And rather than me trying to guess every day, like what's the right bot to submit to the platform, why don't we just create the tools for the users to build it themselves? And so nowadays this is like the most obvious thing in the world, but when Chai first did it, it was not an obvious thing at all. Right. Right. So we took the API for let's just say it was, I think it was GPTJ, which was this 6 billion parameter open source transformer style LLM. We took GPTJ. We let users create the prompt. We let users select the image and we let users choose the name. And then that was the bot. And through that, they could shape the experience, right? So if they said this bot's going to be really mean, and it's going to be called like bully in the playground, right? That was like a whole category that I never would have guessed. Right. People love to fight. They love to have a disagreement, right? And then they would create, there'd be all these romantic archetypes that I didn't know existed. And so as the users could create the content that they wanted, that was when Chai was able to, to get this huge variety of content and rather than appealing to, you know, 1% of the population that I'd figured out what they wanted, you could appeal to a much, much broader thing. And so from that moment on, it was very, very crystal clear. It's like Chai, just as Instagram is this social media platform that lets people create images and upload images, videos and upload that, Chai was really about how can we let the users create this experience in AI and then share it and interact and search. So it's really, you know, I say it's like a platform for social AI.Alessio [00:20:00]: Where did the Chai name come from? Because you started the same path. I was like, is it character AI shortened? You started at the same time, so I was curious. The UK origin was like the second, the Chai.William [00:20:15]: We started way before character AI. And there's an interesting story that Chai's numbers were very, very strong, right? So I think in even 20, I think late 2022, was it late 2022 or maybe early 2023? Chai was like the number one AI app in the app store. So we would have something like 100,000 daily active users. And then one day we kind of saw there was this website. And we were like, oh, this website looks just like Chai. And it was the character AI website. And I think that nowadays it's, I think it's much more common knowledge that when they left Google with the funding, I think they knew what was the most trending, the number one app. And I think they sort of built that. Oh, you found the people.swyx [00:21:03]: You found the PMF for them.William [00:21:04]: We found the PMF for them. Exactly. Yeah. So I worked a year very, very hard. And then they, and then that was when I learned a lesson, which is that if you're VC backed and if, you know, so Chai, we'd kind of ran, we'd got to this point, I was the only person who'd invested. I'd invested maybe 2 million pounds in the business. And you know, from that, we were able to build this thing, get to say a hundred thousand daily active users. And then when character AI came along, the first version, we sort of laughed. We were like, oh man, this thing sucks. Like they don't know what they're building. They're building the wrong thing anyway, but then I saw, oh, they've raised a hundred million dollars. Oh, they've raised another hundred million dollars. And then our users started saying, oh guys, your AI sucks. Cause we were serving a 6 billion parameter model, right? How big was the model that character AI could afford to serve, right? So we would be spending, let's say we would spend a dollar per per user, right? Over the, the, you know, the entire lifetime.swyx [00:22:01]: A dollar per session, per chat, per month? No, no, no, no.William [00:22:04]: Let's say we'd get over the course of the year, we'd have a million users and we'd spend a million dollars on the AI throughout the year. Right. Like aggregated. Exactly. Exactly. Right. They could spend a hundred times that. So people would say, why is your AI much dumber than character AIs? And then I was like, oh, okay, I get it. This is like the Silicon Valley style, um, hyper scale business. And so, yeah, we moved to Silicon Valley and, uh, got some funding and iterated and built the flywheels. And, um, yeah, I, I'm very proud that we were able to compete with that. Right. So, and I think the reason we were able to do it was just customer obsession. And it's similar, I guess, to how deep seek have been able to produce such a compelling model when compared to someone like an open AI, right? So deep seek, you know, their latest, um, V2, yeah, they claim to have spent 5 million training it.swyx [00:22:57]: It may be a bit more, but, um, like, why are you making it? Why are you making such a big deal out of this? Yeah. There's an agenda there. Yeah. You brought up deep seek. So we have to ask you had a call with them.William [00:23:07]: We did. We did. We did. Um, let me think what to say about that. I think for one, they have an amazing story, right? So their background is again in finance.swyx [00:23:16]: They're the Chinese version of you. Exactly.William [00:23:18]: Well, there's a lot of similarities. Yes. Yes. I have a great affinity for companies which are like, um, founder led, customer obsessed and just try and build something great. And I think what deep seek have achieved. There's quite special is they've got this amazing inference engine. They've been able to reduce the size of the KV cash significantly. And then by being able to do that, they're able to significantly reduce their inference costs. And I think with kind of with AI, people get really focused on like the kind of the foundation model or like the model itself. And they sort of don't pay much attention to the inference. To give you an example with Chai, let's say a typical user session is 90 minutes, which is like, you know, is very, very long for comparison. Let's say the average session length on TikTok is 70 minutes. So people are spending a lot of time. And in that time they're able to send say 150 messages. That's a lot of completions, right? It's quite different from an open AI scenario where people might come in, they'll have a particular question in mind. And they'll ask like one question. And a few follow up questions, right? So because they're consuming, say 30 times as many requests for a chat, or a conversational experience, you've got to figure out how to how to get the right balance between the cost of that and the quality. And so, you know, I think with AI, it's always been the case that if you want a better experience, you can throw compute at the problem, right? So if you want a better model, you can just make it bigger. If you want it to remember better, give it a longer context. And now, what open AI is doing to great fanfare is with projection sampling, you can generate many candidates, right? And then with some sort of reward model or some sort of scoring system, you can serve the most promising of these many candidates. And so that's kind of scaling up on the inference time compute side of things. And so for us, it doesn't make sense to think of AI is just the absolute performance. So. But what we're seeing, it's like the MML you score or the, you know, any of these benchmarks that people like to look at, if you just get that score, it doesn't really tell tell you anything. Because it's really like progress is made by improving the performance per dollar. And so I think that's an area where deep seek have been able to form very, very well, surprisingly so. And so I'm very interested in what Lama four is going to look like. And if they're able to sort of match what deep seek have been able to achieve with this performance per dollar gain.Alessio [00:25:59]: Before we go into the inference, some of the deeper stuff, can you give people an overview of like some of the numbers? So I think last I checked, you have like 1.4 million daily active now. It's like over 22 million of revenue. So it's quite a business.William [00:26:12]: Yeah, I think we grew by a factor of, you know, users grew by a factor of three last year. Revenue over doubled. You know, it's very exciting. We're competing with some really big, really well funded companies. Character AI got this, I think it was almost a $3 billion valuation. And they have 5 million DAU is a number that I last heard. Torquay, which is a Chinese built app owned by a company called Minimax. They're incredibly well funded. And these companies didn't grow by a factor of three last year. Right. And so when you've got this company and this team that's able to keep building something that gets users excited, and they want to tell their friend about it, and then they want to come and they want to stick on the platform. I think that's very special. And so last year was a great year for the team. And yeah, I think the numbers reflect the hard work that we put in. And then fundamentally, the quality of the app, the quality of the content, the quality of the content, the quality of the content, the quality of the content, the quality of the content. AI is the quality of the experience that you have. You actually published your DAU growth chart, which is unusual. And I see some inflections. Like, it's not just a straight line. There's some things that actually inflect. Yes. What were the big ones? Cool. That's a great, great, great question. Let me think of a good answer. I'm basically looking to annotate this chart, which doesn't have annotations on it. Cool. The first thing I would say is this is, I think the most important thing to know about success is that success is born out of failures. Right? Through failures that we learn. You know, if you think something's a good idea, and you do and it works, great, but you didn't actually learn anything, because everything went exactly as you imagined. But if you have an idea, you think it's going to be good, you try it, and it fails. There's a gap between the reality and expectation. And that's an opportunity to learn. The flat periods, that's us learning. And then the up periods is that's us reaping the rewards of that. So I think the big, of the growth shot of just 2024, I think the first thing that really kind of put a dent in our growth was our backend. So we just reached this scale. So we'd, from day one, we'd built on top of Google's GCP, which is Google's cloud platform. And they were fantastic. We used them when we had one daily active user, and they worked pretty good all the way up till we had about 500,000. It was never the cheapest, but from an engineering perspective, man, that thing scaled insanely good. Like, not Vertex? Not Vertex. Like GKE, that kind of stuff? We use Firebase. So we use Firebase. I'm pretty sure we're the biggest user ever on Firebase. That's expensive. Yeah, we had calls with engineers, and they're like, we wouldn't recommend using this product beyond this point, and you're 3x over that. So we pushed Google to their absolute limits. You know, it was fantastic for us, because we could focus on the AI. We could focus on just adding as much value as possible. But then what happened was, after 500,000, just the thing, the way we were using it, and it would just, it wouldn't scale any further. And so we had a really, really painful, at least three-month period, as we kind of migrated between different services, figuring out, like, what requests do we want to keep on Firebase, and what ones do we want to move on to something else? And then, you know, making mistakes. And learning things the hard way. And then after about three months, we got that right. So that, we would then be able to scale to the 1.5 million DAE without any further issues from the GCP. But what happens is, if you have an outage, new users who go on your app experience a dysfunctional app, and then they're going to exit. And so your next day, the key metrics that the app stores track are going to be something like retention rates. And so your next day, the key metrics that the app stores track are going to be something like retention rates. Money spent, and the star, like, the rating that they give you. In the app store. In the app store, yeah. Tyranny. So if you're ranked top 50 in entertainment, you're going to acquire a certain rate of users organically. If you go in and have a bad experience, it's going to tank where you're positioned in the algorithm. And then it can take a long time to kind of earn your way back up, at least if you wanted to do it organically. If you throw money at it, you can jump to the top. And I could talk about that. But broadly speaking, if we look at 2024, the first kink in the graph was outages due to hitting 500k DAU. The backend didn't want to scale past that. So then we just had to do the engineering and build through it. Okay, so we built through that, and then we get a little bit of growth. And so, okay, that's feeling a little bit good. I think the next thing, I think it's, I'm not going to lie, I have a feeling that when Character AI got... I was thinking. I think so. I think... So the Character AI team fundamentally got acquired by Google. And I don't know what they changed in their business. I don't know if they dialed down that ad spend. Products don't change, right? Products just what it is. I don't think so. Yeah, I think the product is what it is. It's like maintenance mode. Yes. I think the issue that people, you know, some people may think this is an obvious fact, but running a business can be very competitive, right? Because other businesses can see what you're doing, and they can imitate you. And then there's this... There's this question of, if you've got one company that's spending $100,000 a day on advertising, and you've got another company that's spending zero, if you consider market share, and if you're considering new users which are entering the market, the guy that's spending $100,000 a day is going to be getting 90% of those new users. And so I have a suspicion that when the founders of Character AI left, they dialed down their spending on user acquisition. And I think that kind of gave oxygen to like the other apps. And so Chai was able to then start growing again in a really healthy fashion. I think that's kind of like the second thing. I think a third thing is we've really built a great data flywheel. Like the AI team sort of perfected their flywheel, I would say, in end of Q2. And I could speak about that at length. But fundamentally, the way I would describe it is when you're building anything in life, you need to be able to evaluate it. And through evaluation, you can iterate, we can look at benchmarks, and we can say the issues with benchmarks and why they may not generalize as well as one would hope in the challenges of working with them. But something that works incredibly well is getting feedback from humans. And so we built this thing where anyone can submit a model to our developer backend, and it gets put in front of 5000 users, and the users can rate it. And we can then have a really accurate ranking of like which model, or users finding more engaging or more entertaining. And it gets, you know, it's at this point now, where every day we're able to, I mean, we evaluate between 20 and 50 models, LLMs, every single day, right. So even though we've got only got a team of, say, five AI researchers, they're able to iterate a huge quantity of LLMs, right. So our team ships, let's just say minimum 100 LLMs a week is what we're able to iterate through. Now, before that moment in time, we might iterate through three a week, we might, you know, there was a time when even doing like five a month was a challenge, right? By being able to change the feedback loops to the point where it's not, let's launch these three models, let's do an A-B test, let's assign, let's do different cohorts, let's wait 30 days to see what the day 30 retention is, which is the kind of the, if you're doing an app, that's like A-B testing 101 would be, do a 30-day retention test, assign different treatments to different cohorts and come back in 30 days. So that's insanely slow. That's just, it's too slow. And so we were able to get that 30-day feedback loop all the way down to something like three hours. And when we did that, we could really, really, really perfect techniques like DPO, fine tuning, prompt engineering, blending, rejection sampling, training a reward model, right, really successfully, like boom, boom, boom, boom, boom. And so I think in Q3 and Q4, we got, the amount of AI improvements we got was like astounding. It was getting to the point, I thought like how much more, how much more edge is there to be had here? But the team just could keep going and going and going. That was like number three for the inflection point.swyx [00:34:53]: There's a fourth?William [00:34:54]: The important thing about the third one is if you go on our Reddit or you talk to users of AI, there's like a clear date. It's like somewhere in October or something. The users, they flipped. Before October, the users... The users would say character AI is better than you, for the most part. Then from October onwards, they would say, wow, you guys are better than character AI. And that was like a really clear positive signal that we'd sort of done it. And I think people, you can't cheat consumers. You can't trick them. You can't b******t them. They know, right? If you're going to spend 90 minutes on a platform, and with apps, there's the barriers to switching is pretty low. Like you can try character AI, you can't cheat consumers. You can't cheat them. You can't cheat them. You can't cheat AI for a day. If you get bored, you can try Chai. If you get bored of Chai, you can go back to character. So the users, the loyalty is not strong, right? What keeps them on the app is the experience. If you deliver a better experience, they're going to stay and they can tell. So that was the fourth one was we were fortunate enough to get this hire. He was hired one really talented engineer. And then they said, oh, at my last company, we had a head of growth. He was really, really good. And he was the head of growth for ByteDance for two years. Would you like to speak to him? And I was like, yes. Yes, I think I would. And so I spoke to him. And he just blew me away with what he knew about user acquisition. You know, it was like a 3D chessswyx [00:36:21]: sort of thing. You know, as much as, as I know about AI. Like ByteDance as in TikTok US. Yes.William [00:36:26]: Not ByteDance as other stuff. Yep. He was interviewing us as we were interviewing him. Right. And so pick up options. Yeah, exactly. And so he was kind of looking at our metrics. And he was like, I saw him get really excited when he said, guys, you've got a million daily active users and you've done no advertising. I said, correct. And he was like, that's unheard of. He's like, I've never heard of anyone doing that. And then he started looking at our metrics. And he was like, if you've got all of this organically, if you start spending money, this is going to be very exciting. I was like, let's give it a go. So then he came in, we've just started ramping up the user acquisition. So that looks like spending, you know, let's say we're spending, we started spending $20,000 a day, it looked very promising than 20,000. Right now we're spending $40,000 a day on user acquisition. That's still only half of what like character AI or talkie may be spending. But from that, it's sort of, we were growing at a rate of maybe say, 2x a year. And that got us growing at a rate of 3x a year. So I'm growing, I'm evolving more and more to like a Silicon Valley style hyper growth, like, you know, you build something decent, and then you canswyx [00:37:33]: slap on a huge... You did the important thing, you did the product first.William [00:37:36]: Of course, but then you can slap on like, like the rocket or the jet engine or something, which is just this cash in, you pour in as much cash, you buy a lot of ads, and your growth is faster.swyx [00:37:48]: Not to, you know, I'm just kind of curious what's working right now versus what surprisinglyWilliam [00:37:52]: doesn't work. Oh, there's a long, long list of surprising stuff that doesn't work. Yeah. The surprising thing, like the most surprising thing, what doesn't work is almost everything doesn't work. That's what's surprising. And I'll give you an example. So like a year and a half ago, I was working at a company, we were super excited by audio. I was like, audio is going to be the next killer feature, we have to get in the app. And I want to be the first. So everything Chai does, I want us to be the first. We may not be the company that's strongest at execution, but we can always be theswyx [00:38:22]: most innovative. Interesting. Right? So we can... You're pretty strong at execution.William [00:38:26]: We're much stronger, we're much stronger. A lot of the reason we're here is because we were first. If we launched today, it'd be so hard to get the traction. Because it's like to get the flywheel, to get the users, to build a product people are excited about. If you're first, people are naturally excited about it. But if you're fifth or 10th, man, you've got to beswyx [00:38:46]: insanely good at execution. So you were first with voice? We were first. We were first. I only knowWilliam [00:38:51]: when character launched voice. They launched it, I think they launched it at least nine months after us. Okay. Okay. But the team worked so hard for it. At the time we did it, latency is a huge problem. Cost is a huge problem. Getting the right quality of the voice is a huge problem. Right? Then there's this user interface and getting the right user experience. Because you don't just want it to start blurting out. Right? You want to kind of activate it. But then you don't have to keep pressing a button every single time. There's a lot that goes into getting a really smooth audio experience. So we went ahead, we invested the three months, we built it all. And then when we did the A-B test, there was like, no change in any of the numbers. And I was like, this can't be right, there must be a bug. And we spent like a week just checking everything, checking again, checking again. And it was like, the users just did not care. And it was something like only 10 or 15% of users even click the button to like, they wanted to engage the audio. And they would only use it for 10 or 15% of the time. So if you do the math, if it's just like something that one in seven people use it for one seventh of their time. You've changed like 2% of the experience. So even if that that 2% of the time is like insanely good, it doesn't translate much when you look at the retention, when you look at the engagement, and when you look at the monetization rates. So audio did not have a big impact. I'm pretty big on audio. But yeah, I like it too. But it's, you know, so a lot of the stuff which I do, I'm a big, you can have a theory. And you resist. Yeah. Exactly, exactly. So I think if you want to make audio work, it has to be a unique, compelling, exciting experience that they can't have anywhere else.swyx [00:40:37]: It could be your models, which just weren't good enough.William [00:40:39]: No, no, no, they were great. Oh, yeah, they were very good. it was like, it was kind of like just the, you know, if you listen to like an audible or Kindle, or something like, you just hear this voice. And it's like, you don't go like, wow, this is this is special, right? It's like a convenience thing. But the idea is that if you can, if Chai is the only platform, like, let's say you have a Mr. Beast, and YouTube is the only platform you can use to make audio work, then you can watch a Mr. Beast video. And it's the most engaging, fun video that you want to watch, you'll go to a YouTube. And so it's like for audio, you can't just put the audio on there. And people go, oh, yeah, it's like 2% better. Or like, 5% of users think it's 20% better, right? It has to be something that the majority of people, for the majority of the experience, go like, wow, this is a big deal. That's the features you need to be shipping. If it's not going to appeal to the majority of people, for the majority of the experience, and it's not a big deal, it's not going to move you. Cool. So you killed it. I don't see it anymore. Yep. So I love this. The longer, it's kind of cheesy, I guess, but the longer I've been working at Chai, and I think the team agrees with this, all the platitudes, at least I thought they were platitudes, that you would get from like the Steve Jobs, which is like, build something insanely great, right? Or be maniacally focused, or, you know, the most important thing is saying no to, not to work on. All of these sort of lessons, they just are like painfully true. They're painfully true. So now I'm just like, everything I say, I'm either quoting Steve Jobs or Zuckerberg. I'm like, guys, move fast and break free.swyx [00:42:10]: You've jumped the Apollo to cool it now.William [00:42:12]: Yeah, it's just so, everything they said is so, so true. The turtle neck. Yeah, yeah, yeah. Everything is so true.swyx [00:42:18]: This last question on my side, and I want to pass this to Alessio, is on just, just multi-modality in general. This actually comes from Justine Moore from A16Z, who's a friend of ours. And a lot of people are trying to do voice image video for AI companions. Yes. You just said voice didn't work. Yep. What would make you revisit?William [00:42:36]: So Steve Jobs, he was very, listen, he was very, very clear on this. There's a habit of engineers who, once they've got some cool technology, they want to find a way to package up the cool technology and sell it to consumers, right? That does not work. So you're free to try and build a startup where you've got your cool tech and you want to find someone to sell it to. That's not what we do at Chai. At Chai, we start with the consumer. What does the consumer want? What is their problem? And how do we solve it? So right now, the number one problems for the users, it's not the audio. That's not the number one problem. It's not the image generation either. That's not their problem either. The number one problem for users in AI is this. All the AI is being generated by middle-aged men in Silicon Valley, right? That's all the content. You're interacting with this AI. You're speaking to it for 90 minutes on average. It's being trained by middle-aged men. The guys out there, they're out there. They're talking to you. They're talking to you. They're like, oh, what should the AI say in this situation, right? What's funny, right? What's cool? What's boring? What's entertaining? That's not the way it should be. The way it should be is that the users should be creating the AI, right? And so the way I speak about it is this. Chai, we have this AI engine in which sits atop a thin layer of UGC. So the thin layer of UGC is absolutely essential, right? It's just prompts. But it's just prompts. It's just an image. It's just a name. It's like we've done 1% of what we could do. So we need to keep thickening up that layer of UGC. It must be the case that the users can train the AI. And if reinforcement learning is powerful and important, they have to be able to do that. And so it's got to be the case that there exists, you know, I say to the team, just as Mr. Beast is able to spend 100 million a year or whatever it is on his production company, and he's got a team building the content, the Mr. Beast company is able to spend 100 million a year on his production company. And he's got a team building the content, which then he shares on the YouTube platform. Until there's a team that's earning 100 million a year or spending 100 million on the content that they're producing for the Chai platform, we're not finished, right? So that's the problem. That's what we're excited to build. And getting too caught up in the tech, I think is a fool's errand. It does not work.Alessio [00:44:52]: As an aside, I saw the Beast Games thing on Amazon Prime. It's not doing well. And I'mswyx [00:44:56]: curious. It's kind of like, I mean, the audience reading is high. The run-to-meet-all sucks, but the audience reading is high.Alessio [00:45:02]: But it's not like in the top 10. I saw it dropped off of like the... Oh, okay. Yeah, that one I don't know. I'm curious, like, you know, it's kind of like similar content, but different platform. And then going back to like, some of what you were saying is like, you know, people come to ChaiWilliam [00:45:13]: expecting some type of content. Yeah, I think it's something that's interesting to discuss is like, is moats. And what is the moat? And so, you know, if you look at a platform like YouTube, the moat, I think is in first is really is in the ecosystem. And the ecosystem, is comprised of you have the content creators, you have the users, the consumers, and then you have the algorithms. And so this, this creates a sort of a flywheel where the algorithms are able to be trained on the users, and the users data, the recommend systems can then feed information to the content creators. So Mr. Beast, he knows which thumbnail does the best. He knows the first 10 seconds of the video has to be this particular way. And so his content is super optimized for the YouTube platform. So that's why it doesn't do well on Amazon. If he wants to do well on Amazon, how many videos has he created on the YouTube platform? By thousands, 10s of 1000s, I guess, he needs to get those iterations in on the Amazon. So at Chai, I think it's all about how can we get the most compelling, rich user generated content, stick that on top of the AI engine, the recommender systems, in such that we get this beautiful data flywheel, more users, better recommendations, more creative, more content, more users.Alessio [00:46:34]: You mentioned the algorithm, you have this idea of the Chaiverse on Chai, and you have your own kind of like LMSYS-like ELO system. Yeah, what are things that your models optimize for, like your users optimize for, and maybe talk about how you build it, how people submit models?William [00:46:49]: So Chaiverse is what I would describe as a developer platform. More often when we're speaking about Chai, we're thinking about the Chai app. And the Chai app is really this product for consumers. And so consumers can come on the Chai app, they can come on the Chai app, they can come on the Chai app, they can interact with our AI, and they can interact with other UGC. And it's really just these kind of bots. And it's a thin layer of UGC. Okay. Our mission is not to just have a very thin layer of UGC. Our mission is to have as much UGC as possible. So we must have, I don't want people at Chai training the AI. I want people, not middle aged men, building AI. I want everyone building the AI, as many people building the AI as possible. Okay, so what we built was we built Chaiverse. And Chaiverse is kind of, it's kind of like a prototype, is the way to think about it. And it started with this, this observation that, well, how many models get submitted into Hugging Face a day? It's hundreds, it's hundreds, right? So there's hundreds of LLMs submitted each day. Now consider that, what does it take to build an LLM? It takes a lot of work, actually. It's like someone devoted several hours of compute, several hours of their time, prepared a data set, launched it, ran it, evaluated it, submitted it, right? So there's a lot of, there's a lot of, there's a lot of work that's going into that. So what we did was we said, well, why can't we host their models for them and serve them to users? And then what would that look like? The first issue is, well, how do you know if a model is good or not? Like, we don't want to serve users the crappy models, right? So what we would do is we would, I love the LMSYS style. I think it's really cool. It's really simple. It's a very intuitive thing, which is you simply present the users with two completions. You can say, look, this is from model one. This is from model two. This is from model three. This is from model A. This is from model B, which is better. And so if someone submits a model to Chaiverse, what we do is we spin up a GPU. We download the model. We're going to now host that model on this GPU. And we're going to start routing traffic to it. And we're going to send, we think it takes about 5,000 completions to get an accurate signal. That's roughly what LMSYS does. And from that, we're able to get an accurate ranking. And we're able to get an accurate ranking. And we're able to get an accurate ranking of which models are people finding entertaining and which models are not entertaining. If you look at the bottom 80%, they'll suck. You can just disregard them. They totally suck. Then when you get the top 20%, you know you've got a decent model, but you can break it down into more nuance. There might be one that's really descriptive. There might be one that's got a lot of personality to it. There might be one that's really illogical. Then the question is, well, what do you do with these top models? From that, you can do more sophisticated things. You can try and do like a routing thing where you say for a given user request, we're going to try and predict which of these end models that users enjoy the most. That turns out to be pretty expensive and not a huge source of like edge or improvement. Something that we love to do at Chai is blending, which is, you know, it's the simplest way to think about it is you're going to end up, and you're going to pretty quickly see you've got one model that's really smart, one model that's really funny. How do you get the user an experience that is both smart and funny? Well, just 50% of the requests, you can serve them the smart model, 50% of the requests, you serve them the funny model. Just a random 50%? Just a random, yeah. And then... That's blending? That's blending. You can do more sophisticated things on top of that, as in all things in life, but the 80-20 solution, if you just do that, you get a pretty powerful effect out of the gate. Random number generator. I think it's like the robustness of randomness. Random is a very powerful optimization technique, and it's a very robust thing. So you can explore a lot of the space very efficiently. There's one thing that's really, really important to share, and this is the most exciting thing for me, is after you do the ranking, you get an ELO score, and you can track a user's first join date, the first date they submit a model to Chaiverse, they almost always get a terrible ELO, right? So let's say the first submission they get an ELO of 1,100 or 1,000 or something, and you can see that they iterate and they iterate and iterate, and it will be like, no improvement, no improvement, no improvement, and then boom. Do you give them any data, or do you have to come up with this themselves? We do, we do, we do, we do. We try and strike a balance between giving them data that's very useful, you've got to be compliant with GDPR, which is like, you have to work very hard to preserve the privacy of users of your app. So we try to give them as much signal as possible, to be helpful. The minimum is we're just going to give you a score, right? That's the minimum. But that alone is people can optimize a score pretty well, because they're able to come up with theories, submit it, does it work? No. A new theory, does it work? No. And then boom, as soon as they figure something out, they keep it, and then they iterate, and then boom,Alessio [00:51:46]: they figure something out, and they keep it. Last year, you had this post on your blog, cross-sourcing the lead to the 10 trillion parameter, AGI, and you call it a mixture of experts, recommenders. Yep. Any insights?William [00:51:58]: Updated thoughts, 12 months later? I think the odds, the timeline for AGI has certainly been pushed out, right? Now, this is in, I'm a controversial person, I don't know, like, I just think... You don't believe in scaling laws, you think AGI is further away. I think it's an S-curve. I think everything's an S-curve. And I think that the models have proven to just be far worse at reasoning than people sort of thought. And I think whenever I hear people talk about LLMs as reasoning engines, I sort of cringe a bit. I don't think that's what they are. I think of them more as like a simulator. I think of them as like a, right? So they get trained to predict the next most likely token. It's like a physics simulation engine. So you get these like games where you can like construct a bridge, and you drop a car down, and then it predicts what should happen. And that's really what LLMs are doing. It's not so much that they're reasoning, it's more that they're just doing the most likely thing. So fundamentally, the ability for people to add in intelligence, I think is very limited. What most people would consider intelligence, I think the AI is not a crowdsourcing problem, right? Now with Wikipedia, Wikipedia crowdsources knowledge. It doesn't crowdsource intelligence. So it's a subtle distinction. AI is fantastic at knowledge. I think it's weak at intelligence. And a lot, it's easy to conflate the two because if you ask it a question and it gives you, you know, if you said, who was the seventh president of the United States, and it gives you the correct answer, I'd say, well, I don't know the answer to that. And you can conflate that with intelligence. But really, that's a question of knowledge. And knowledge is really this thing about saying, how can I store all of this information? And then how can I retrieve something that's relevant? Okay, they're fantastic at that. They're fantastic at storing knowledge and retrieving the relevant knowledge. They're superior to humans in that regard. And so I think we need to come up for a new word. How does one describe AI should contain more knowledge than any individual human? It should be more accessible than any individual human. That's a very powerful thing. That's superswyx [00:54:07]: powerful. But what words do we use to describe that? We had a previous guest on Exa AI that does search. And he tried to coin super knowledge as the opposite of super intelligence.William [00:54:20]: Exactly. I think super knowledge is a more accurate word for it.swyx [00:54:24]: You can store more things than any human can.William [00:54:26]: And you can retrieve it better than any human can as well. And I think it's those two things combined that's special. I think that thing will exist. That thing can be built. And I think you can start with something that's entertaining and fun. And I think, I often think it's like, look, it's going to be a 20 year journey. And we're in like, year four, or it's like the web. And this is like 1998 or something. You know, you've got a long, long way to go before the Amazon.coms are like these huge, multi trillion dollar businesses that every single person uses every day. And so AI today is very simplistic. And it's fundamentally the way we're using it, the flywheels, and this ability for how can everyone contribute to it to really magnify the value that it brings. Right now, like, I think it's a bit sad. It's like, right now you have big labs, I'm going to pick on open AI. And they kind of go to like these human labelers. And they say, we're going to pay you to just label this like subset of questions that we want to get a really high quality data set, then we're going to get like our own computers that are really powerful. And that's kind of like the thing. For me, it's so much like Encyclopedia Britannica. It's like insane. All the people that were interested in blockchain, it's like, well, this is this is what needs to be decentralized, you need to decentralize that thing. Because if you distribute it, people can generate way more data in a distributed fashion, way more, right? You need the incentive. Yeah, of course. Yeah. But I mean, the, the, that's kind of the exciting thing about Wikipedia was it's this understanding, like the incentives, you don't need money to incentivize people. You don't need dog coins. No. Sometimes, sometimes people get the satisfaction fro

Have you ever wondered what really makes a team thrive? This week on The Activity Call, Adam Katz is breaking down the "Light of DAE"·duplicating the right actions, surrounding yourself with the right people, and lifting up your team to succeed together. It·s all about creating a culture where everyone wins. If you're ready to grow your business and help others do the same, you don·t want to miss this one!

2011 yılının Mart ayında Suriye'de olaylar başladığında ABD, DAEŞ'le mücadele bahanesiyle YPG/PKK'yı bölgeye yerleştirmeye başladı. ABD, PKK eliyle yeni bir İsrail inşa etmek istiyordu; Türkiye ise güneyinde bir terör devletine doğal olarak karşı çıkıyordu. 7 Şubat MİT Krizi, 17/25 Aralık yargı darbesi girişimi, 15 Temmuz askeri darbe girişimi ve en son 14-28 Mayıs seçimlerinde Kılıçdaroğlu'nun bütün muhalefeti bir masada toplaması, her şeyden önce Erdoğan'ı devirmek suretiyle Suriye'de bir terör devletine Türkiye'nin itirazını ortadan kaldırmaya yönelikti. Eğer Fetullahçılar ya da Kılıçdaroğlu iktidarı ele geçirebilseler, bugün karşımızda bambaşka bir Suriye olacak; Esed diktatörlüğü bütün zalimliğiyle devam edecek, Türkiye'nin güneyinde bir PKK devleti kurulacak, İsrail sınırımıza kadar ulaşacaktı.

Amerika yeni yıla kanlı saldırılarla girdi. Önce New Orleans kentinde bir saldırgan, aracıyla kalabalığın arasına daldı; 14 kişi hayatını kaybetti, 35 kişi yaralandı. Bu saldırıdan saatler sonra da Las Vegas'taki Trump otelinin önünde bir araç patladı. New Orleans saldırganının DAEŞ sempatizanı olduğu anlaşıldı. Kanlı eylemler ne anlama geliyor, Trump'a yönelik bir mesaj mı? DAEŞ yeniden güç kazanabilir mi? Bu durum Suriye denklemini nasıl etkiler? Kayıttayız'da bu sorulara yanıt arandı.

Namibië het aansienlike vordering gemaak met die uitskakeling van geslagsongelykhede en het in 2024 die 8ste posisie wêreldwyd beklee en was eerste in Afrika suid van die Sahara. Sleutelareas in die vordering sluit in 100 persent geslagsgelykheid in onderwys, 78 persent in ekonomiese deelname, 45 persent in politieke bemagtiging en 98 persent in gesondheid. Die land het ook onlangs die 16 Dae van Aktivisme teen Geslagsbaseerde Geweld en Namibiese Vrouedag herdenk. Kosmos 94.1 Nuus het met die aktivis Zack Itodo gesels wat bly is oor die statistieke maar wil weet wat na die 16 dae gebeur.

Fluent Fiction - Korean: Lost in Seoraksan: A Journey Beyond the Lens Find the full episode transcript, vocabulary words, and more:fluentfiction.org/lost-in-seoraksan-a-journey-beyond-the-lens Story Transcript:Ko: 가을의 첫 서리가 내린 아침, 진우는 설악산 국립공원의 입구에 섰다.En: On a morning when the first frost of autumn had settled, Jinwoo stood at the entrance to Seoraksan National Park.Ko: 그의 옆에는 친구 서연과 대가 있었다.En: Beside him were his friends Seoyeon and Dae.Ko: 차가운 산바람이 얼굴을 스치며 그들의 여정을 환영했다.En: The cold mountain breeze brushed their faces, welcoming their journey.Ko: 설악산은 붉고 금빛의 가을 색채로 물들어 있었다.En: Seoraksan was adorned in red and golden autumn hues.Ko: towering한 봉우리와 오래된 소나무들이 크고 경외로운 배경을 만들고 있었다.En: Towering peaks and ancient pine trees created a grand and awe-inspiring backdrop.Ko: 진우는 카메라를 꼭 쥐고 있었다.En: Jinwoo was clutching his camera tightly.Ko: 그는 완벽한 가을 풍경을 찍어 사진 경연대회에 출품하려 했다.En: He planned to capture the perfect autumn landscape to submit to a photo contest.Ko: 그러나 그의 목표는 단지 사진을 찍는 것이 아니었다.En: But his goal was not merely to take pictures.Ko: 할아버지의 이야기를 들으며 배운, 자신의 문화와 뿌리를 더 잘 이해하고 싶었다.En: Having grown up hearing his grandfather's stories, he wanted to better understand his culture and roots.Ko: 추석을 맞아 가족과 함께 하지 못한 그는 조금 불안했지만, 이번 여행이 그를 더 깊이 이해하게 해주길 바랐다.En: Although he felt a bit uneasy about not spending Chuseok with his family, he hoped this trip would allow him to gain deeper insight.Ko: 그러나 설악산은 많은 사람들로 북적였다.En: However, Seoraksan was bustling with people.Ko: 추석 연휴를 맞아 모두가 산을 찾았다.En: The Chuseok holiday drew everyone to the mountain.Ko: 진우는 산 속의 혼잡함이 마음에 들지 않았다.En: Jinwoo was not fond of the congestion in the mountains.Ko: 조용하고 고요한 순간을 원했지만, 사람들이 작은 산책로를 가득 메우고 있었다.En: He longed for quiet and serene moments, but the trails were crowded with people.Ko: 그는 잠시 고민하다가 결심했다.En: After a moment of contemplation, he made a decision.Ko: "조금 위험할 수도 있지만, 나만의 장소를 찾아보자."En: "It might be a bit risky, but let's find a place of our own."Ko: 진우는 서연과 대에게 말하고 본격적인 등산로에서 벗어났다.En: Jinwoo told Seoyeon and Dae and veered off the main hiking path.Ko: 낯설고 덜 걸어본 경로를 따라 조금씩 올라갔다.En: He gradually ascended a less-trodden, unfamiliar route.Ko: 그러나 그의 계획은 생각보다 순조롭지 않았다.En: However, his plan did not go as smoothly as expected.Ko: 구불구불한 길과 이상한 표지판들이 그를 어지럽혔다.En: Twisting paths and strange signs disoriented him.Ko: 더군다나 저녁이 다가오면서 날씨도 급변하고 있었다.En: Additionally, the weather was changing rapidly as evening approached.Ko: 갑자기, 진우는 길을 잃었다.En: Suddenly, Jinwoo realized he was lost.Ko: 그는 숲 속을 헤매며 코스에서 완전히 벗어난 것을 깨달았다.En: He wandered through the forest, realizing he had completely strayed from the trail.Ko: 비가 내리기 시작했다.En: Rain started to fall.Ko: 진우의 카메라 장비는 소중했고, 우중충한 날씨에 마음도 무거웠다.En: Jinwoo's camera equipment was precious to him, and the dreary weather weighed on his spirit.Ko: 하지만 그 순간, 운명처럼 자그마한 공터를 발견했다.En: But at that moment, as if by fate, he discovered a small clearing.Ko: 비가 그치고, 하늘은 놀라운 풍경을 선사했다.En: The rain stopped, and the sky offered a stunning view.Ko: 고요한 산 정상의 전경이 펼쳐졌고, 석양의 황금빛이 모든 것을 비추고 있었다.En: The panorama from the tranquil mountain summit unfolded, with the golden glow of the sunset illuminating everything.Ko: 진우는 숨을 크게 내쉬며 카메라를 들어 그 순간을 담았다.En: Jinwoo took a deep breath and lifted his camera to capture the moment.Ko: 그는 그곳에서 서서히 한숨 돌리며 생각했다.En: Standing there, he gradually realized that this was not just about taking a good photo.Ko: 그의 문화와 자연의 아름다움을 이해하는 것도 결코 촬영 그 자체보다 덜 중요하지 않았다.En: Understanding his culture and the beauty of nature was no less important than the act of photographing itself.Ko: 진우는 산을 내려오면서 자신이 변한 것을 느꼈다.En: As Jinwoo descended the mountain, he felt changed.Ko: 그에게 중요한 것은 가족과의 연결고리뿐 아니라, 받을 것으로 여기지 않았던 자연에 대한 깊은 감사였다.En: What mattered to him was not only the bond with his family but also a deep appreciation for nature, which he had never considered before.Ko: 이제 그가 얻은 것은 사진만이 아니라, 그의 뿌리를 더욱 깊이 이해하고 사랑하는 마음이었다.En: Now, what he gained was not just photos but also a deeper understanding and love for his roots. Vocabulary Words:frost: 서리breeze: 산바람adorned: 물들어 있었다towering: 높은awe-inspiring: 경외로운clutching: 쥐고 있었다congestion: 혼잡함serene: 고요한contemplation: 고민veered: 벗어났다ascended: 오르다unfamiliar: 낯설고disoriented: 어지럽혔다dreary: 우중충한clearing: 공터tranquil: 고요한panorama: 전경unfolded: 펼쳐졌다illuminating: 비추고 있었다breath: 숨descended: 내려오면서bond: 연결고리remarkable: 놀라운roots: 뿌리unease: 불안bustling: 북적였다congested: 가득risky: 위험할 수enchanted: 환영했다submission: 출품하려

On this week's menu: with us is Dae-won Lim, founder and creative director of Sundae School. Born in South Korea and now based out of New York City, Dae is ~*~highly*~* aware of how controversial his business really is. But what's really so controversial about living as your authentic self? Watching the full video episodes on YouTube. Follow Us:Instagram: https://www.instagram.com/fulldiscoursepodTikTok: https://www.tiktok.com/@fulldiscoursepod Follow Dae and Sundae School:  Dae's Instagram: https://www.instagram.com/dae.slim/Sundae School's Website: sundae.schoolSundae School's Instagram: https://www.instagram.com/sundae.school/Follow Josh:Instagram: https://www.instagram.com/thejoshelkin TikTok: https://www.tiktok.com/@thejoshelkin YouTube: https://www.youtube.com/thejoshelkinFollow Hana:Hana's Instagram: https://www.instagram.com/hananaberry/

In this empowering episode of That Sounds Terrific, host Nick Koziol sits down with Jon-Lee "Jonni" Campbell, the inspiring founder of Differently Abled Entertainment (DAE), a 501(c)(3) organization reshaping inclusivity in the entertainment industry. After a spinal cord injury at age 16, Jonni transformed her personal journey into a mission to uplift and represent differently abled artists. She discusses how DAE creates opportunities in an industry that often overlooks individuals with disabilities, and shares her powerful vision of rewriting the narrative for underrepresented voices. Tune in to hear how Jonni's journey, passion, and determination are paving the way for a more diverse and inclusive entertainment industry. About Jonni Campbell, Founder/Executive Director, Differently Abled Entertainment Email: jonni@ourdae.org LinkedIn: www.linkedin.com/in/jon-lee-campbell-a4a089211 Connect and Follow Jonni Cambell: Website: ourdae.org/ LinkedIn: www.linkedin.com/company/ourdae Instagram: www.instagram.com/differentlyabledentertainment/ Facebook: www.facebook.com/differentlyabledentertainment More About That Sounds Terrific - Host Nick Koziol For more information on our Podcast, That Sounds Terrific visit our website at www.thatsoundsterrific.com  and be sure to follow us on Facebook, Twitter, and Instagram. If you or someone you know are doing some terrific things that should be featured by our show then be sure to reach out by emailing us at thatsoundsterrfic@gmail.com. Special Thank You to Our Sponsors & Key Supporters: Chris Jones of Chris Jones Media for the Introduction and Outro recordings for That Sounds Terrific.  Intro and Outro animation created in collaboration with Ben Albert of Balbert Marketing, LLC. Boost your business popularity, traffic, and conversions online!   The video and audio portions of this podcast are powered by the Vidwheel Creator Network. Join Neil Carrol and be a part of the network that allows you to learn and develop video skills. Make powerful video content while looking terrific on camera so that you can sustain and grow your businesses. Reach a wider audience of clients and partners who need to hear your message and develop the flexibility in your businesses to thrive in a turbulent world.  --- Support this podcast: https://podcasters.spotify.com/pod/show/thatsoundsterrific/support

Zen is making me feel anything but zen. OMG. I went from cheering Dae to absolutely freaking out and worrying for him. We're discussing episodes 95-97 of Eaternal Nocturnal by Instantmiso! JOIN INSTANTMISO'S PATREON: patreon.com/instantmiso JOIN MY PATREON FOR EARLY ACCESS: patreon.com/girlwonder EATERNAL NOCTURNAL IN 33 MINUTES (Recap Podcast Episode): https://soundcloud.com/user-35260934/eaternal-nocturnal-in-33-minutes-the-ultimate-series-recap-deep-dive?si=9271d4aec2b846248232a49a41af6835&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing LATEST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/qa-with-instantmiso-creator-of-eaternal-nocturnal-sirens-lament?utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing MY FIRST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/all-about-sirens-lament-with?si=e8138a59da224dc6b4a4013fa5fe7fb7&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing SHOP WEBTOON - SIREN'S LAMENT: https://shopwebtoon.com/collections/sirens-lament MUSIC CREDIT: Isabella LeVan https://www.instagram.com/isabellalevan https://open.spotify.com/artist/3mHmktHG4sbkGsCORnaNT3?si=Nx2DvyOGQyatxudvD3ik9Q Connect with Girl Wonder:  My Patreon: https://www.patreon.com/girlwonder My YouTube Channel: https://www.youtube.com/channel/UCTk-JbxxAnf5TKyeCchNRHA twitter.com/girlwonderpod instagram.com/girlwonderpodcast Email: girlwondersquad (at) gmail (dot) com Buy me a coffee: http://ko-fi.com/girlwonderpodcast

In this episode of the Nirvana Sisters podcast, we return with Product Junkies, after a summer hiatus. We dive into a variety of products that we've been loving lately, starting with some fun fashion finds. We share a new favorite clothing set from Ocean Drive, perfect for lounging or poolside wear and the Rag & Bone Miramar Wide Leg Pants, which combine the comfort of sweats with the look of jeans. We introduce the HiSmile Glow Stick Tooth Gloss, a unique product that brightens teeth on the go. As well as a new favorite styling wand from Dae, which helps tame frizz and flyaways effortlessly. As we wrap up, we reveal a favorite new find that will blow you away, the Peter Thomas Roth Instant Firm X Temporary Face Tightener, which visibly tightens and smooths the skin, giving a youthful appearance. Finally, we discuss our favorite lip glosses for the season, featuring products from Patrick Ta, Lawless, and Anastasia Beverly Hills. Brands/Mentions + Shop this episode here For more on this episode, read the full show notes here Follow us @nirvanasisters on Instagram Find us at www.nirvanasisters.com Shop our Amazon Store ShopMy Shop Say hi at hello@nirvanasisters.com Please subscribe, rate, review and share

Want the scoop on what the kids are up to? Casey Lewis is your gal. We're chatting with the genius behind After School—iconic newsletter and epic new podcast tracking all things Gen Z—about back-to-school trends, curly-hair controversy, and, of course, Thingies.   Some trending BTS items include tube tops and sweats (ideally together?), On shoes, Adidas Campus sneakers, Birkenstock Bostons, *the* Abercrombie camo hoodie, and Dae's Cactus Fruit 3-in-1 Styling Cream with Taming Wand.   Casey's Thingies include the Wet Brush (Claire is trying out the Bounce Curl brush, too), fiber (chia seeds!), a walking pad, and the Funky Nassau from the Lot in Greenpoint (combo of white wine and Grapefruit Spindrift).   Subscribe to the After School newsletter and podcast, both. Casey knows how to make trend-tracking very entertaining.   Cooking oil recs from us: Algae Cooking Club and Enzo infused olive oil (Organic Basil Crush and Organic Fresno Chili Crush specifically).   What's your take on the (potential) skinny jeans resurgence? Let us know at 833-632-5463, podcast@athingortwohq.com, or @athingortwohq—or join our Geneva!   Boost your hair with Nutrafol. Take $10 off your first month's subscription with the code ATHINGORTWO. Turn to Shopify for all your ecomm needs and get a $1-a-month trial with our link. YAY.  

That time Dae choked out Zen and SMILED while doing it! Discussing episodes 92-94 of Eaternal Nocturnal by Instantmiso! JOIN INSTANTMISO'S PATREON: patreon.com/instantmiso JOIN MY PATREON FOR EARLY ACCESS: patreon.com/girlwonder EATERNAL NOCTURNAL IN 33 MINUTES (Recap Podcast Episode): https://soundcloud.com/user-35260934/eaternal-nocturnal-in-33-minutes-the-ultimate-series-recap-deep-dive?si=9271d4aec2b846248232a49a41af6835&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing LATEST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/qa-with-instantmiso-creator-of-eaternal-nocturnal-sirens-lament?utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing MY FIRST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/all-about-sirens-lament-with?si=e8138a59da224dc6b4a4013fa5fe7fb7&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing SHOP WEBTOON - SIREN'S LAMENT: https://shopwebtoon.com/collections/sirens-lament MUSIC CREDIT: Isabella LeVan https://www.instagram.com/isabellalevan https://open.spotify.com/artist/3mHmktHG4sbkGsCORnaNT3?si=Nx2DvyOGQyatxudvD3ik9Q Connect with Girl Wonder:  My Patreon: https://www.patreon.com/girlwonder My YouTube Channel: https://www.youtube.com/channel/UCTk-JbxxAnf5TKyeCchNRHA twitter.com/girlwonderpod instagram.com/girlwonderpodcast Email: girlwondersquad (at) gmail (dot) com Buy me a coffee: http://ko-fi.com/girlwonderpodcast

This week, Reggie DAE$ sits down with Monet and Sheem "The Dream" to discuss and Kendrick Lamar's "The Pop Out" concert in Inglewood, California. Reggie starts the episode with an extended West Coast Mix (ONLY AVAILABLE ON PATREON!!!). From the concert to the cultural relevance, they break down and review the evening. They also discuss Hip-Hop's relationship with "Ghost Writing" and react to a few Quick Clips before providing their "Songs of the DAE$" and closing out.  Mother Requests Play date expenses from another Mom https://www.instagram.com/reel/C8dSnTypIic/?igsh=MWc5MHkwbnJwaHVvaA== Wife dumped Husband's Mothers Ashes in the Toilet (ONLY AVAILABLE ON PATREON!!!)  https://x.com/joshybesloshy/status/1803903057396208026?s=46 Have you ever been “Mobbed”? https://www.instagram.com/reel/C8HnuJNvgRK/?igsh=OGo1dTZqemphZHlm Song of the DAE$ Sheem: Kendrick Lamar "She Needs Me (Remix)" ft. Dom Kennedy & Murs Monet: Jhene Aiko "Never Call Me (Remix)" ft. YG Reggie: Mozzy, DCMBR & Yhung T.O. "Excuse Me" ft. Too $hort --- Send in a voice message: https://podcasters.spotify.com/pod/show/reggie-daes/message Support this podcast: https://podcasters.spotify.com/pod/show/reggie-daes/support

In this episode of The Bottom Line Pharmacy Podcast, we explore the world of 503B and 503A pharmacies! We sit down with Dae Y. Lee, PharmD, Esq., CPBS and Partner at Frier Levitt to discuss the latest regulations, compliance requirements, and best practices for both 503B outsourcing facilities and 503A compounding pharmacies, trends in PBM audits, marketing semiglutides, and more!Do you know where your pharmacy stands financially? Schedule an Rx Assessment with our team to learn moreMore about Dae Y. Lee and Frier Levitt:Dae Y. Lee, Pharm.D., Esq., CPBS is a pharmacist attorney in Frier Levitt's Life Sciences Department. Dae's practice focuses on pharmacy operations, Plan Sponsor operations and compliance, and Pharmacy Benefit Managers (PBMs) regulations. Dae co-chairs Plan Sponsor Practice Group with Frier Levitt co-founding partner, Jonathan E. Levitt, Esq. He advises clients in a wide range of matters including insurance and PBM audits and termination, wrongful recoupment, wrongful network exclusion, and governmental investigations. For Plan Sponsors, Dae provides full panoply of legal services ranging from PBM contract negotiations to contract disputes to enforce Plan Sponsor Agreement terms and conditions. In addition, Dae prosecutes reimbursement disputes on behalf of healthcare providers and facilities against health insurance companies.  Dae has extensive experience litigating high profile commercial and personal injury cases.Did you like this episode? We share insights for Independent Pharmacy Owners every other Thursday. Stay up to date on new episodes by liking and subscribing! Click here to learn more about our podcast team and previous episodes.Click here for the transcript   Learn more about Dae and Frier Levitt: FacebookInstagramLinkedInWebsiteYouTubeTwitter (X)Stay connected with us:  Facebook TwitterLinkedIn  InstagramSpotifyApple PodcastsCPA's: Scotty Sykes – CPA, CFP LinkedInScotty Sykes – CPA, CFP TwitterBonnie Bond – CPA LinkedInBonnie Bond – CPA Twitter More resources about this topic:  Podcast - Driving Independent Pharmacy Profitability in 2024

Ozempic and other GLP-1 medications have been in the news a lot over the past year. As a result, the availability of these drugs has expanded considerably. But how safe are they and how can integrative practitioners work with patients on these powerful medications? Karolyn talks with Daemon Jones, ND, a naturopathic physician in Washington, DC, about how these drugs work, their side effects, and other issues.    About the Expert Daemon Jones, ND, “Dr Dae,” graduated from Northwestern University and earned her naturopathic medicine degree from Bridgeport's College of Naturopathic Medicine. She is an expert in using lifestyle as medicine to reduce chronic disease. Her Replenish. Restore. Reclaim. framework proves that diminished health and energy can be reversed with proactive choices, at any age. Dr. Dae works with individuals who are struggling with health issues such as weight gain, diabetes, thyroid problems, and issues around menopause. She is a licensed naturopathic doctor in Washington, DC, and treats patients from across the DC Metropolitan area, as well as through virtual appointments all over the world.

On today's episode of the Reggie DAE$ Radio Show, Reggie and Sheem record an emergency secondary episode after some camera related technical difficulties cause them to lose so much footage from the episode that they had to record an entirely new episode to replace the lost content. Monet arrives, fresh from a trip to Miami, luggage still with her, and they dive right in (0:00)! This week, after a signature high energy Music Intro (5:48) they discuss everything from Monet's strange movie choices to newly released and upcoming Movies & TV Shows (12:19), Rolling Stone Magazine's Diddy Article (50:35) Mase's upcoming BadBoyDocumentary (1:27:58) Trump's conviction (1:31:30) & MORE!!!  Quick Clips (1:55:20) Clip 1: https://x.com/rahsh33m/status/1796312848601108950?s=46 Clip 2: https://x.com/flygyalkel/status/1796577884251050080?s=46 Clip 3: https://www.instagram.com/reel/C7iJRUTAmC-/?igsh=MTN1NHJoeG9jNGJtdA== Song of the DAE$ (2:40:36) Ariana Grande “the boy is mine” WanMor “Alone With You” Blxckie “all faxx” --- Send in a voice message: https://podcasters.spotify.com/pod/show/reggie-daes/message Support this podcast: https://podcasters.spotify.com/pod/show/reggie-daes/support

This week we doubling up on the episode to get us back on track for the new season. Episode 4 had Rhae and Dae hitting the streets of silk which eventually led to Crispy getting targussy whipped. Episode 5 were introduced to the Divorce Rock, the Green Wedding and the beginning of the declaration of war If you want to keep the fun going with us throughout the week, come join our Facebook group. THE WATCH DEM THRONES FACEBOOK GROUPhttps://www.facebook.com/groups/126567443834910/?ref=share&mibextid=NSMWBTTO WATCH AND SUBSCRIBE:Facebook:https://www.facebook.com/blackwithnochaser/Twitter:https://twitter.com/BeBlackNoChaser?t=pVFV06lBFdZRu72ot4uCjA&s=09Twitter:https://twitter.com/WatchDemThrones?t=q0ngrYPlugf0ttzM2jo39A&s=09Apple Music: https://podcasts.apple.com/us/podcast/watch-dem-thrones-by-black-with-no-chaser/id1641754247Spotify:https://open.spotify.com/show/1qI1bJ1vIlobu502w6zrtN?si=mtsa3gZYRZW_3FmlCrv7UgBWNC RADIO: https://apps.apple.com/us/app/bwnc-radio/id6443800363Amazon Musichttps://music.amazon.com/podcasts/45279c3a-c09f-47d1-a3a3-88e6e2507230/watch-dem-thrones-by-black-with-no-chaserIHeartRadiohttps://www.iheart.com/podcast/269-watch-dem-thrones-by-black-101286659/?cmp=android_share&sc=android_social_share&pr=false#gameofthrones #demdragons #blackwithnochaser #houseofthedragonhbo #dragonseeds #theblacks #thegreens #houseofthedragon #youtube #targaryens #podcast #podsincolor #applemusic #spotifymusic #podsincolor #starks #lannisters #Velaryon

Today's Locked on Ole Miss podcast we talk about the running back position seemingly stalling with the Commitments of Dylan Edwards to the Kansas State Wildcats and Trent Howland to the Oklahoma State Cowboys.Ole Miss is seemingly turning its gaze to the defensive side of the ball with Former Tennessee Volunteer Tyler Baron and former Miami Hurricane Jayden Wayne who visited the Washington Huskies this weekend which is a key fact for a Washington level player.  We talk Jacory Croskey Merritt from the New Mexico Lobos and whether he can perform the Snoop Conner type role. In the second segment of the show we talk about Hayden Bradley a TE out of Buford HS in Georgia committing to Lane Kiffin and the Ole Miss Rebels and we look at the TE Room currently with Caden Prieskorn a former Memphis Tiger, Dae'quan Wright a former Virginia Tech Hokie and players like Hudson Wolfe and Dillon Hipp who were HS Signings.  Jaxson Dart should have all the faith in this room and 12 personnel should be used. In our final segment of the day we talk about how the NFL has made the draft not about the players but about everything else and making all the money.  We talked about Deantre Prince, Cedric Johnson and Dajahn Anthony getting drafted and what that really meant and honestly how opting out in a Peach Bowl game can backfire.  WANT MORE OLE MISS SPORTS CONTENT?   Follow and Subscribe to the Podcast on these platforms: 

Today's Locked on Ole Miss podcast we talk about the transfer portal and Ole Miss Rebels revamping their Running Back room which will allow some schematic tweaks if they land a larger back like Trent Howland from Indiana Hoosiers or Peny Boone from the Louisville Cardinals.  The move would make 12 Personnel more likely with Caden Prieskorn and Dae'quan Wright becoming more involved with the offense as Lane Kiffin continues to play chess not checkers in this Transfer Portal window. In the second segment of the show we talk about three other players that Ole Miss should recruit in other positions and we talk about Keyron Crawford from the Arkansas State Red Wolves, Demouy Kennedy from the Colorado Buffaloes and Cormani McClain from Colorado as players talent wise that would help Ole Miss going into this 2024 College Football Playoff type year. In our final segment of the day we talk about Sean Pedulla from the Virginia Tech Hokies who was an Oklahoma Sooner Commit but based on a Tweet from TJ Oxley of the Rebel Walk he isn't now and he also mentions that Alabama Crimson Tide is not a threat for the two teams in the lead.  Ole Miss is also recruiting Pop Isaacs from the Texas Tech Red Raiders as they look to fill out their team.  WANT MORE OLE MISS SPORTS CONTENT?   Follow and Subscribe to the Podcast on these platforms: 

Diversity and Inclusion as Cornerstones In the latest episode of NASPA's SA Voices From the Field, Dr. Jill Creighton emphasizes a critical component of student affairs - the unwavering commitment to justice, equity, diversity, inclusion, and belonging (JEDIB). Our seasoned panelists, hailing from various colleges and universities, underscore the weight these principles carry in their day-to-day operations, extending to job searches, mentorship, and general support within their respective institutions. Intentional Hiring and Representation Several panelists, such as Aquanetta Pinkert and Dr. Adrienne White, spotlight the importance of creating an environment where everyone feels they belong. They stress intentional hiring practices that not only look at qualifications but also give weight to lived experiences, ensuring teams mirror the diversity of the student body they serve. Challenges and Alignment with Values The current landscape, fraught with challenges in states like Louisiana and Florida, demands an active demonstration of DEI values. Taylor Kane and Shatera Davis explain the necessity of aligning personal values with those of their employers to effectuate genuine change and advocate for marginalized communities. Growth and Empathy in Leadership Evolving as empathetic leaders is key. Panelists discuss the need to incorporate DEI into everyday work, language, and team collaborations, recognizing that personal growth stems from understanding and championing diverse perspectives. Leaders like Dilna Cama and Sabina Kapoor emphasize the dynamic nature of DEI and its role in shaping mentorship and advocacy within higher education. Support Systems and Professional Development Rachael Amaro and Stephanie Cochrane highlight support systems' centrality in fostering an inclusive environment for staff and students. Professional development tailored to understanding and serving diverse student populations is not just an additive; it is the foundation upon which equitable student support is built.   TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of on transitions in student affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton. She, her, hers, your SA Voices from the field host. Hello, SA Voices. This is our final bonus episode from the annual conference in which you shared with us your thoughts on the 3 conference foci areas. If you haven't listened to the other 2, go ahead and check back for the previous 2 weeks to listen to your responses there. For today's focus area, we're looking at justice, equity, diversity, inclusion, and belonging. And the question we asked all of you was how do considerations of JED IB influence your approach to job searching, mentorship, and or support in the profession of student affairs? You all had some incredible responses to this one. Please enjoy this part of the conversation, and again, thank you so much for sharing your voice with us. Acquanetta Pinkard [00:01:04]: I'm Acquanetta Pinkard. I am from Montgomery, Alabama. I work for Alabama State University and I am a trio professional for 23 years. It influences greatly because I believe everybody matters. Everybody matters, everybody in their respective place should have an opportunity to feel free, have a sense of belonging and be comfortable for whatever time that you you're in that space. So it's huge for me. Taylor Cain [00:01:33]: I'm Taylor Cain. I work at the University of Georgia and serve as the director of engagement leadership and service there. I think when it comes to DEI efforts, you know, trying to keep those things always at the front of your mind, recognizing my own privilege that I have and the identities that I hold, the experiences that I've been fortunate enough to have, recognizing they might extend it to everybody, whether because of identities they might hold or because they don't have the financial backing right to attend a conference as great as NASPA. But trying to keep those things in mind and make opportunities for folks to to experience what they can where they are, within the local locality of where they're at and what they're able to to do. I think when it comes to the work that we do in supporting students is recognizing how I show up, how I take the time to spend with folks to better understand their lived experience, let that inform how I approach my work. And always I think recognizing and and trying to approach it with a little bit of humility. I've always got more to learn. I mean, I certainly don't know at all. Taylor Cain [00:02:31]: So, I mean, I think that's that's certainly gonna be important. And, you know, I think at the end of the day, trying to find an employer or a place of employment that matches your values, where you feel like you can be yourself, that you can show up authentically and do good work, and to know that that you are salient to the purpose and mission of that institution. I think for me, I've I feel really lucky to be in a place where where those values align, but I've always encouraged folks that that whatever institution you're at may not always be it. And so trying to find opportunities where you at the end of the day can go home and feel good about what you're doing. Because that buy in, it's tough to sometimes achieve, but it's so important I think to your happiness and being feeling empowered in the role that you have. And so trying to find where you can have value alignment. Adrienne White [00:03:16]: I'm doctor Adrienne White. I'm the director of student success coaching at George Mason University, and I use sheher pronouns. So as a black woman in higher education, I think mentorship is extremely important. Personally, did not have a mentor that helped me, and guide me through these processes. I kinda had to figure it out on myself, on my own. And so, you know, that's part of the drive for me to run the success coaching program at George Mason University because I wanna be able to make sure that all students have the resources and the support that they need to succeed. I also am very intentional with who I hire on my team. I have one of the most diverse teams at George Mason University because I knew it was important that my team needed to represent the student body. Adrienne White [00:04:02]: We're one of the most diverse institutions in the country. Therefore, my team needed to reflect that as well. And so I prioritize who I hire and making sure that it's not just, you know, on look, it's on experiences, it's on background. It's it's encompassing everything to give everybody the opportunity, to work in student affairs because it's a field of belonging and inclusion, and it really starts at the top and making sure that we're intentional in our hiring decisions. Susan Hua [00:04:33]: Hi. My name is Susan Hua. I use sheher pronouns, and I'm the director of diversity, equity, inclusion at the Community College of Aurora, which is an MSI HSI just outside of Denver, Colorado. Diversity, equity, inclusion plays a really, really big role for me when I job search or when I think about mentorship relationships or support. I think it's the foundation of everything that we do, and I know that with the current landscape of DEI being under attack in different states, it's ever more important for us to think about ways that we're centering DEI work for employees and for students, and to really think about how we're centering equity at the heart of the work that we're doing to embrace change for students in the future and to really ensure that higher education is open access for folks. Aileen Hentz [00:05:12]: My name is Aileen Hentz. I'm at the University of Maryland as the program director of academic and student services. This is something that has been important to me since essentially day one, even long before I started my journey within higher education. I think for me, I'm looking for different opportunities and ways to better myself professionally by constantly expanding my network of support, places and people that I can, work and collaborate with to help better help students. I think also I've now, at this point, pushed harder. I don't just accept answers to questions that I don't think are fair or just. I try to see what I can do to help push an issue further, to really try to inspire broader and bigger change. To me, it's not just enough these days to just refer a student who's struggling with something to somewhere else, like our counseling center or our multicultural advocacy group. I still do that, but I also think to myself, well, what more can I do? And so I'll try to bring things to our department level and change policy within our department. And even within our diversity council at the college level, I'll bring different issues that I see or hear from my students to them to try and really push for change on a broader scale. Stephen Rice [00:06:27]: Stephen Rice, director of the Office of Community Expectations at the University of Southern California in Los Angeles, California. It's important to really that people are seen in your positions, and so really thinking about diversity, equity, inclusion should be a foundation and framework in all the work that we do, especially with those we hire because our students are diverse populations, and so they should see the people that they often meet with may look like them too. And so if everyone looks the same, they're not able to really provide a different unique experience and opportunity for students. Often times, there's a trust that students may have, and when they see someone that looks like them, they're able to go to those individuals and create more tools and other opportunities for them to really grow and reach and be mentored so they'd be successful students and work forward. And then it's also with the staff that we have. When you're the only one, it's tough. And so when you're able to bring a very diverse, unique experience, people feel supported, they feel seen, and they provide the same for the students that they serve. Amy Adam [00:07:19]: Hi. This is Amy Adam and I am from the University of Missouri in Columbia. I have been a student services support manager for 20 years, serving graduate students with diversity, equity, and inclusion that does very much influence my approach to mentorship and support in my profession. We have a lot of international students that we make sure that they feel supported and connected to campus. And I know they face a lot of adversity coming from another country, especially in the Midwest, so we really strive to make sure that they feel supported. And I'm also doing some work with students with disabilities as I finish up my master's in higher ed. So that's been really, really just enjoyable and satisfying to help that population of students make sure that they feel connected to campus, that they feel that sense of belonging, and show them that they can advocate for themselves and have a voice because their voice matters. So, really, we just kinda try to keep that in our mindset in our daily work just to make sure that those students are supported. Stephanie Cochrane [00:08:27]: Hi. I'm Stephanie Cochrane. I'm the director of student services at Northeastern University in Toronto. I'm here for NASPA for just the Sunday pre conference around graduate students. Well, one of my passion projects since I started in the role was a mentorship program, a peer mentorship program. And so thinking about our international students, they really are looking for mentorship, guidance, support, any advice from their peers, and they're more likely to listen to their peers than to us sometimes. So thinking about the DEI piece, they feel that sense of belonging when there's somebody who's been through a similar experience to them. So having them connected with a mentor from their very first semester before they even arrive in Canada is super helpful for them with not just understanding navigating the Canadian landscape, the Toronto city, the cost of living, and then, of course, their academic journey. So having that is a really helpful way to think about DEI because it's from that peer to peer support, which is sometimes missing in higher education. Shatera Davis [00:09:28]: Hi. My name is Shatera Davis. I use sheher pronouns. I'm the director of student affairs at Northeastern in Seattle. I mean, it's embedded in my identity as a black person, as a queer person. I can't work in a space that doesn't have that as core values. And if I choose a place that's like that, then I can find really quickly that it doesn't align with my values. And so it's probably the one it's the most important thing because it's who I am visibly. Shatera Davis [00:09:50]: And so as I move and as I navigate to different higher ed institutions, I'm very direct in my questions, like, what have they done for historically marginalized students? What do they do for staff? What did they do during the pandemic? How were they kind to their staff in this new remote era and hybrid era? Like, how are they giving their staff benefits? And, like, those kinds of things, I'm asking those intentional questions because I wanna make sure that I'm in alignment with the values. It doesn't mean the higher education institution is bad, it just means it's not right for me. And so I just make sure that it's always in alignment for me because it's personal. I mean, it's embedded in my identity as a black person, as a queer person. I can't work in a space that doesn't have that as core values. And if I choose a place that's like that, then I can find really quickly that it doesn't align with my values and so it's probably the one it's the most important thing because it's who I am visibly and so as I move and as I navigate to different higher ed institutions, I'm very direct. My question is, like, what have they done for historically marginalized students? What do they do for staff? What did they do during the pandemic? How were they kind to their staff in this new remote era and hybrid era? Like, how are they giving their staff benefits? And, like, those kinds of things, I'm asking those intentional questions because I wanna make sure that I'm in alignment with the values. It doesn't mean the higher education institution is bad, it just means it's not right for me, and so I just make sure that it's always in alignment for me because it's personal. Andy Wiegert [00:11:12]: I am Andy Wiegert, director of graduate student affairs, Arts and Sciences, Washington University in St. Louis. Yes, this has to actually, in my opinion, start from the moment we are interviewing candidates for positions and bringing people to our campus is that everything should be looked at through the lens of equity and the lens of inclusion. And so from the start, my stance, our stance is to be asking those questions upfront. So how do you define anti racism? How do you define things like this? Will you be a fit to be an actual mentor who recognizes this need for diversity? So we're doing that at the very, very early stages. That then translates to training, development, things like that, but if we're not doing it out of the gates, then we're gonna run into problems down the road. Scott Peska [00:12:01]: Hi. Scott Peska, Waubonsee Community College, Assistant Provost of Student Services. I think in all three of these areas, job searching, mentorship, and support for the profession of student affairs, there's probably nothing more important than equity and injustice and looking at place that you're looking at to the the values of the institution reflect what your values are and you know and so as a student affairs professionals something that has come to my heart is just making sure that we can care for all of our students and that we can try to help them succeed no matter what their background and making sure that we can put the necessary supports there. And so if the institution doesn't have those same values, we gotta be able to look at that. And so I've always looked at it when job searching. I think when mentoring, talking to individuals, making sure that I'm reaching out to be able to provide those kind of supports all across the way. Dilna Cama [00:12:48]: Dilna Cama. I am a director within student life at the Ohio State University, and I am part of the off campus and commuter knowledge community. I think that is part of our everyday life. It has to be something that we have ingrained not in just the work that we do, but the language we use, how we work with our teams, making sure that they not only understand where their perspective is coming from, but how that impacts other individuals on a team, in a community, whatever that might look like. Sabina Kapoor [00:13:21]: My name is Sabina Kapoor, and I'm currently a full time doctoral student with Capella University. I spent over 20 years in higher education as a staff within student affairs, student success, and academic affairs. So as I've progressed in my career, I've focused more on staff so that they can better serve students. And I wanna go in deep with that, so that's why I'm pursuing the doctorate relationship between the organization and the employee. I'm gonna reference Pamela Hayes' model. If you've ever the acronym is ADDRESSING, and so it's looking at different different categories from age to disability to religion to sexual orientation, sexual gender identification, etcetera. And so all these different categories, a person could potentially be, what Pamela Hayes says is oppressed in some categories and privileged in others. So, for example, as a minority woman who's heterosexual, I'm privileged in the sexual orientation, but I'm repressed in the gender category and also in the ethnic and cultural category. Sabina Kapoor [00:14:32]: So it's interesting because idea of minoritized is not all one side, you are minoritized or you're not. It's kind of looking at different facets of that. So I say that because I use that as a premise with anything. So when I'm looking for a job, when I'm mentoring others, I try to remember inclusivity and look at things from the other's perspective. And I'll be honest, my oppressed areas have been like traditional ones. So with emerging ones, and I'm in a privileged position, it's really interesting. It's I had to see things from a privileged lens, and that was an interesting learning experience because I'd never been in that situation. So I say that because it's all shapes and influences all of this, how I mentor, how I support others and advocate. My last position, I was a dean for student success at a dual designated HBU and HSI. And I think advocacy was probably the top thing that I was doing while I was there. So so all that to say, DEI, it's not just my premise, it's who I am. So it really influences everything that what I do in my career. Carlie Weaver [00:15:44]: Hello. I am Carlie Weaver with Rose Hulman Institute of Technology. I'm a programs coordinator for the student activities in Union office. I did one of my assistantships with University of South Alabama during my grad school career, and so I did that with the Diversity, Equity, and Inclusion Office, and it's something that I like to think about a lot when I'm making decisions, especially with such a student facing role. I like to think of diversity, equity, inclusion, belonging before I make pretty much any choice because I know that it is so influential in students' lives. So, even when I'm thinking about, like, what kind of programming to bring to campus, I'm thinking about the different populations that we have and what is of interest to those populations. Roxanne Wright Watson [00:16:33]: Hi. My name is Roxanne Wright Watson. I'm from Lehigh Carbon Community College in Pennsylvania, and I'm happy to be here. I think it is not a matter of influencing because the bills of that will be paid. So so we need to make sure that it's for me, 1st and foremost, it is I think I just need to go to work, do what I gotta do, and go home. But having equity, diversity, and all of that within the institution is an added thing that now gives me help me to broaden my scope, help me to blossom, to bloom where I'm at. So it is an institution that support these values and goals, then I am more open. I give more of my self than it would be if I am just at an institution that is just not supportive of these values. Carla Ortega Santori [00:17:34]: My name is Carla Ortega Santore. I work at Rice University. I am the strategic initiatives manager at the Doerr Institute For New Leaders at Rice University. And my job is really about helping students elevate their leadership capacity and to also elevate the capacity of all campuses to do really great leader developments in education. I'm actually from Puerto Rico, so whenever I'm looking for a job or when I'm looking for a mentor, I'm looking to see other familiar faces in the room, like, I'm seeing where I'm represented, seeing the kinds of students we work with. So that that's one thing I I usually look for. I also look for concrete ways, examples. I guess another way that influences my day to day professional life is when I also see I'm a IO psychologist by education, so I also look for research that's represented in that. So any evidence of impact, measurable outcomes that we see that are related to people of color and other underrepresented minorities is really important when I and I'm looking for any evidence based practices to apply, to implement with students, or for any support in the profession. Rachael Amaro [00:18:55]: I'm Rachael Amaro. I'm the admissions and academic advisor for the Department of Educational Leadership within the College of Education at Cal State Fullerton. I think that, I mean, for sure with the mentorship piece, it's I have had a hard time finding people that I could rely on when I first started, but I think that's made me a little more active in trying to be a mentor to others. And I really appreciate the the trust that I can build with the team that I work with. You know, I have I have one immediate colleague in my department, but then all of us in in our college are on the same floor of the building we're in, and so it's been really great to get to know everybody and to make the time and the space for each other, and then because I've been there, for sure I've been on campus a lot longer than a lot of them, and so trying to let them know, you know, sort of what's what's going on, how to navigate things, especially because a lot of them, it's their first time working at a university, and I think it's really so important because most of us happen to be Latinx that a lot of the new hires have been, and so it's been really important to me to let them know things even about making sure sure they're putting money in their retirement, making sure they're doing these things that we just didn't necessarily always get taught. And even things as simple as, hey, when you're taking a vacation day, like, really take a vacation day. Use your time because you need to. Because we're so used to not being told how to navigate that from people in a supervisory positions who aren't used to the diversity that's coming up into the field. And so I think that's a really important part. Again, we talk about the hidden curriculum a lot for the students, but there's a hidden side for staff as well. And so when we come from families and parents who worked in factories and had a very different way of living and working, we also have to learn how to navigate these systems that we're now working in. And I think it's important to be able to share that with them so that they don't feel isolated or alienated and they feel like we're in this together. Christine Wilson [00:21:00]: I'm Christine Wilson. I am in student affairs at UCLA. I have two roles. 1 is as the executive director for academic partnerships and the other is the program director for our masters in student affairs program. I think that justice, equity, diversity, and inclusion are at the forefront of everything that I do. It's a principle of our organization. It's part of the mission of our school of education where I'm program director and I teach. Our campus is incredibly diverse and if we don't consider that, then we are not serving our students. So if that's not something people are on board with, then they should not come to UCLA. Olivia Ruggieri [00:21:42]: Hi there. My name is Olivia Ruggieri. I'm the associate director of administration operations for Northeastern University Seattle campus. I grew up in Pennsylvania, went to college in Florida, and came out here in 2013, but I've been working for the university since 2018. Well, my area, while we are definitely not HR, we do support searches on our campus. So one of my staff members, he will assist hiring managers in doing an inch initial evaluation of candidates and then help them design their searches. But recognizing that while we've made improvements in this area, we're not doing it as well as we could be. This summer, we're gonna be establishing a group that will ultimately create a set of DEI hiring standards, and we wanna make sure that there's strong representation from all types of folks on our campus, faculty, staff, and hopefully students, to ensure that we're hiring in the most equitable way. And I have to say that, like, since this has become a focus of mine, I look at job descriptions differently and just what I've learned about how to hire equitably and certain phrases raise flags for me because I realized that they may not represent welcomeness to all. So it's just become part of my practice and how I evaluate different opportunities. Christle Foster [00:23:04]: Hi. My name is Christle Foster and I'm from Chesapeake College located on the Eastern Shore of Maryland in Y Mills. When it comes to my staff, because of the work that we do, so student focused, definitely diversity, equity, and inclusion is a part of that, especially with the populations we serve in Trio. That's definitely what we do as part of our mission. So when it comes to choosing staff and helping staff go through professional development, that's some of the things that we always look at. Whether it's in terms of ethnicity, accessibility, or ability, or unabilities in regards to education. We recently did, training with the University of Delaware who has a special program that's focused on students who are new or divergent, and it was exemplary. What they are doing there with a grant is just amazing. So we were able to get some information from them on how to help our students who are neurodivergent, or some of them are on spectrum, so to speak. Nathalie Waite Brown [00:24:03]: My name is Nathalie Waite Brown. I am the assistant dean of students and director for graduate student life at Stevens Institute of Technology located in Hoboken, New Jersey. I think I approach those areas first and foremost from a personal perspective, notwithstanding all of the visible identities that I carry, I'm a 1st generation student, parents who migrated to the US in the early seventies. So I work with a large international student population, and I take those identities very much in leading how I work with them and being able to understand the potential need that's in front of them. And that runs the gamut. It's not limited to who I am, but also having a level of empathy and support in guiding the work and the resources that students need. Dae'lyn Do [00:24:50]: My name is Dae'Lyn Do. I use sheher pronouns, and I am the associate director for the women in science and engineering residence program at the University of Michigan. And I am coming into the position of the WISA KC co chair. I think specifically when it comes to mentorship, something I always take into consideration that I do try to do myself, but I also encourage my students to do is to seek out a variety of different mentors who have different lived experiences. And so not just, I think we oftentimes talk about finding mentors who look like us or who share similar identities with us, which is really important, but I also think it's important to seek out folks who maybe don't because we learn different perspectives and different ways of looking at things that we might not if we just rely on the people who have the same lived experiences as us. And so, I think when it comes to thinking through our own efforts of justice and equity, our mentors are the people that we learn from and so trying to diversify our own support network is the best way to kind of get those different experiences and support. Natalie DeRosa [00:25:55]: So my name is Natalie DeRosa, and I'm from Lehigh Carbon Community College in Schnecksville, Pennsylvania. I would say that those two terms, justice and equity, are central when I am doing job searching. Not only how the organization embraces those concepts, but also the person who is my direct support, that they are equity minded and justed justice minded themselves makes or breaks whether or not I feel like that organization is the right organization for me. Dan Volchek [00:26:25]: Dan Volchek, assistant dean of student success at Harvard Griffin Grad School of Arts and Sciences. I look at DEI as a very important piece of dealing with my job search, mentorship, and support. I try to look at what we're doing with both our faculty, our staff, and our students in the DEI world and making sure we're addressing all of those issues and challenges that others may be facing that I may not have faced to make sure that I'm dealing with DEI in a positive manner. Vaughn Calhoun [00:27:00]: Vaughn Calhoun, Seton Hall University, hehim. Yeah. I think looking for places and people with high social emotional intelligence, knowing that any place that I would think about or people I wanna engage with, that there's a high sense of empathy to help build those lasting relationships. Because I think without the empathy, it's it's hard to really move to higher levels of conversation. So if you could find that in organization and people, you found something really good. Darlene Robinson [00:27:37]: My name is Darlene Robinson. I'm the RISE gen 1 director for Seton Hall University. I think it influences the career in the sense that I want to be on a level playing field. I wanna be considered as a person that is capable of certain things rather than just basing it off of filling a quota. I think it is fair enough to accept people for who they are and get to know them for them them as a person first before not even before, but without passing judgment based on certain discriminatory practices. Because in doing that, you get to know the person first and understand that we're all connected in some way. Miguel Angel Hernandez [00:28:20]: Hello. My name is Miguel Angel Hernandez. I am the associate vice president and dean of students at San Francisco State University. What attracted me to student affairs to begin with is my curiosity about humans and human beings. And what has sustained me 24 years in this profession at this point in my life has been the curiosity that continues about the people I get to interact with, the students that continue to change and evolve and allow me to grow, and in many ways, stay young because we have to keep up, not keep up in a bad way, but just it is never a dull moment learning from our students, learning from our colleagues. And so when I think about DEI work, I think about my curiosity about life and how we evolve as people. I think about my own journey, how different I am today than when I first moved into my residence hall. I think about the beautiful places I've been able to visit and serve and work and the stories of those people, those places, those moments in time. Miguel Angel Hernandez [00:29:17]: And so for me, DEI work is not about difference. It is about the stories of people, the stories of places that we get to visit and explore and learn. And so for me, I really think about that when I am mentoring, coaching, supervising, engaging with students. I think about it in my own search. As I consider opportunities, I think about what do I bring into spaces, what can I gain from spaces, And I use those thoughts to formulate questions for either the individuals that are asking me to consider a position and or while I am engaging in the search process? And so those types of aspects of diversity, equity, and inclusion, I think, keep that work very centered, very front, and create opportunities for us to continue again learning and growing in our profession. David Chao [00:30:07]: Hello. My name is David Chao. My pronouns are hehim. I serve as the director of IT for student affairs at the University of Pittsburgh, and I'm also the chair of the technology knowledge community. As a first generation Asian American, you know, it's really important for me. I think coming to higher education from the corporate world, I think I've seen and been exposed to a very healthy environment where we're trying to be more open to all ideas and diversity is really, really important. It's strange because being an Asian American, as a minority, you think I'd be more sensitive to that, but I guess I didn't really always see that. And so I feel like my eyes are much more open to it, and my ability to help others and mentor and foster a collaborative and diverse environment, which is a challenge in our society today. Melinda Stoops [00:30:47]: Hi. I am Melinda Stoops. I serve as the associate vice president for student health and wellness at Boston College. I think even though I've been in student affairs for a long time, I feel like this is one area that I consider a growth area. I am a middle aged white woman, and my background and my experiences certainly are related to my identity in in many ways. And I feel like the longer I'm in higher ed, the more I'm interacting with increasingly a more diverse student body, the more I have to learn. And so I just feel like as I do my work, whether it's being supervised or supervising, whether it's mentoring or being mentored, I feel like increasingly I really focus on being open to not making assumptions either about the other person, but also not making assumptions that even if I'm in a mentoring role that I have all the answers. That really, I have a lot to learn as well and taking time to really understand the person I'm working with and where they're coming from and their perspectives and sort of maximizing the impact we can both have on each other. Derek Grubb [00:31:54]: Derek Grubb, Dean of Enrollment Management for Red Rocks Community College in Colorado. In terms of justice and equity, one of the biggest things I've been trying to do lately is really recognize to avoid agendas. And not so much agendas and meetings, but agendas in terms of having a predetermined outcome and really accepting people where they are and being able to really just sort of embrace those opportunities for challenging conversations and looking for new perspectives. So up on my wall right now is the, no agendas policy. Matt Imboden [00:32:28]: My name is Matt Imboden. I use the he, him pronouns. I serve as the chief student services officer in the School of Business at Wake Forest University in North Carolina. And, for the past few years, I've also been chairing the administrators and graduate and professional student services knowledge community for NASPA. All those things I want. The funny thing about diversity, equity, inclusion, and justice work is it's one in the same with overall student success, sense of belonging, it's a 100% connected to student well-being. And so, sometimes I think we create these bifurcations and divisions and we create this little bucket and label it, you know, diversity programming. But especially as I think there's a lot of renewed pressures on those roles and leaders with the people that are exponents of those values that are institutions. It's even more important to just talk about the ways in which, no, our ability to recruit and retain students is one in the same with being good at that work. And for some reason, I think it takes on a life of its own or becomes a bit of a specter when people try to apply those labels in only certain places. But if we wanna win as institutions in the 21st century in the marketplaces we work in, you gotta figure out how all the things you just mentioned apply to your day in day out work. Evette Castillo Clark [00:33:36]: Evette Castillo Clark, vice president for student life and dean of students at Lewis and Clark College, Portland, Oregon. So this is super important and critical because with job searching, with mentoring, and our profession, it is really important for us to have diverse professionals, diverse thinking, embracing different perspectives because it makes us rich, and it makes the whole organization stronger. So in our recruitment procedures, one of my things is that I want to make sure that whoever is, for example, sharing a search, that you've worked every angle to make sure that you have racial diversity, gender diversity, regional diversity, just a broad spectrum of backgrounds to get to the semifinalist pool and then also to try to get to the finalist pool. You make every effort to do that, and I employ that same model with student leadership. So in elections or looking at who do we want on our student employment to employ as student workers, orientation leaders, RAs. You want that to be a cross section because if you're doing community building work, you have to have leadership that looks like the people that you serve. Madeline Frisk [00:34:48]: Hello. My name is Madeline Frisk. I work at Portland State University. I'm the coordinator of student government relations and advisor to Greek life. So I work with our student government, all of the committees and groups within that, as well as 4 strong and mighty small Greek life groups as well. I would say I especially think of diversity, equity, and inclusion in terms of how I support students and show up. At PSU, we have a lot of non traditional students. We're also becoming an emerging HSI and Anapisa institution. So I think about how I'm showing up and my identities, how I can better serve students, and I try to stay well informed, read, do a lot of research and background work so that I'm showing up for them and also try to provide them all the training that I can. It also helps to have other coworkers and people you can rely on to kind of fill in any gaps too. So I think that's really helped as well having people and allies in your life that you can rely on as well as, good coworkers and team as well as kind of with the support in the profession of student affairs. I recently started a book club at our institution within our LGBT affinity employee resource group and that's really helped me to kind of also build even more support for myself in this work and also people who I know I can rely on that can be additional supports for my students. So that's been really great. Gene Zdziarski [00:36:15]: This is Gene Zdziarski. I'm vice president for student affairs at DePaul University. I think it's been one of the things that I find in my career trying to find a place where that sense of diversity and inclusion really is embraced and a part of things. I work at a Catholic university, and a lot of people have different opinions about the Catholic faith and everything else, but what I have to say is when I interviewed for the job there, one of the things I wanted to make sure was that, again, there was a sense of diversity, appreciation, and openness. We had an LGBTQA center. We had, LGBTQ studies. We have embraced other faiths and people, and that was extremely important to me. And I think something that perhaps people don't always look at when they look at a faith based institution, but I think you'll find that, again, that's an important piece of higher education, an important piece of our work in my career in student affairs. Lyza Liriano [00:37:10]: Hello. My name is Lyza Liriano. I currently serve as an area coordinator at DePaul University in Housing and Residence Life. Originally, I am from Brooklyn, New York. It influences it a it a lot. I'm a queer woman of color, and so I want to make sure that the spaces that I walk into are going to be spaces where I feel safe and where there are students that look like me so that they know that they can come to me. My identity is very intersectional, and I think that that's one of my favorite parts of my identity, and there's been spaces that I've stepped into where I've had to choose, okay, am I going to focus on being a black woman today? Am I going to focus on being a queer woman today? And so creating those spaces of you can be all of that at once. And when I'm job searching, that is something that I'm very intentional about asking is what work do you do apart from sending students to the Black Student Center or the LGBTQ Student Center? What is your department actually doing to help these students? And so I also want it to be just someone that students can come to because I've been in spaces where I'm sometimes the only woman of color, and so I wanna make sure my students know, like, I'm creating space for myself so that in, you know, years to come when my students are out in the field, hopefully in student affairs, they also are going to have multiple seats at the table not just the one. Jackie Cetera [00:38:28]: Jackie Cetera. I use sheher pronouns, and I serve as the director of residential education at Bucknell University in Pennsylvania. I find it's all in how people show up in their day to day and what they're doing to not only support students on our campus, but also employees, both faculty and staff. When we talk about the sense of belonging, I believe that it's really important for us as leaders, as our institutions to make sure that our faculty and staff have a sense of belonging so they can show up and do good work and provide opportunities and spaces for our students to also find that sense of belonging. Lisa Landreman [00:39:15]: My name is Lisa Landerman. I'm the vice president for student affairs at Willamette University in Salem, Oregon. Similarly, I stay abreast of current issues. I am doing my own work through institutes, 1 on 1 consulting and every opportunity I can to talk with other colleagues around best practices, most effective strategies. I I also really try to center relationships so that there's this there's the book learning and research of our trends, but then there's also every individual's gonna have their own experience and their multiple identities that are gonna shape their experience at our particular institution. So, how I handle that and manage kind of issues of justice and equity, whether it's around language, practices, programs, initiatives in Oregon is different than when I was in Rhode Island, is different when I was at the University of Michigan. And so I think context matters, listening to our staff, again, creating space, trying to support affinity relationships for where that matters to people, sure that we are constantly looking at our policies, practices through an equity lens. And so every time we're writing a new policy, we look at that lens. Lisa Landreman [00:40:27]: At least once a year, we take a moment to reflect on new programs, policies, or practices to ask questions. Who's at this event? Who does this impact? Who who's included? Whose voice was at the table when we created it? So all those kinds of checklists that come with looking at the subtle ways that the work that we do might impact people that of groups we're not members for some ways. Celebrating and recognizing heritage month's accomplishments of diverse folks in in our both in our community. I think in hiring, we do a lot to look at what biases do we bring, what biases we have that might not be about race, but that biases we have about the field or the job that might have an impact on people from different racial groups or identity groups. Right? And so it isn't always so overt, so I think doing our work around. Before every search, we do we we really come to the table and say, so what are our biases about? And we look at a resume. And, you know, we really scrutinize our job descriptions to make sure do are all those qualifications really necessary? Is that many years of experience really necessary? Are we really waiting what can really be learned on the job, and what really do people have to have experience coming? So those are those are all ways that we subtly sort of can bias our searches. Those are just some I could go on and on, but I I think the important point about this is that especially in this time, regardless of what's happening with legislators, we as individuals can shape our own practice to demonstrate where these values matter regardless of what offices aren't allowed to be in my campus. That's still a battle we need to fight. And just because that battle's being fought, doesn't mean it stops us from doing centering that as an important value. Jackie Yun [00:42:08]: Hi. I'm Jackie Yun. I take the she series, and I serve as the executive director of the Harvard Griffin GSAS Student Center. I think it impacts everything. So I really am somebody who believes that DEI is not just held with folks that have that in their title, but it's really the responsibility of everyone at an institution to be considering that. And I think about this from my own experiences, whether or not I feel like I'm included in a community, but also in my management, my hiring, the way that I scaffold spaces for students, and so I think it's really important work. Leanna Fenneberg [00:42:44]: Hello. This is Leanna Fenenberg. I'm the incoming chief student affairs officer at Duquesne University. Oh my gosh. Isn't that a big question? Right? I mean, I feel like for most of us, for many of us in student affairs, DEI work is at the core of our values and what we do and why we do it. So it's to professional searches, to professional development, to building a community of support for our students and for our staff. And so it is central to everything we do. Jake Murphy [00:43:16]: Jake Murphy. I'm the director of prospective students services at OSU Institute of Technology, and I am over all recruitment and retention efforts at the university. So for me, it's probably a really big thing, but it's really tough in the state that I'm at because there's a whole mess concerning DEI work and justice and equity and inclusion work. So for me personally, it's a big factor in where I choose to go to work. I wanna make sure that the environment that I'm at is focused on making sure that the whole student is taken care of, but being place bound sometimes it makes it a little bit difficult. But also creating those environments is also really key and making sure that students feel supported, that they have a sense of community, and are able to be able to go through their out their student journey is extremely important. And mentorship for us, especially in, like, peer mentorship is very important to be able to create those spaces. Larry Pakowski [00:44:13]: Larry Pakowski. I'm the vice president for student engagement, inclusion, and success at Aims Community College in Greeley, Colorado. I think we've gotta to look at the students we serve and at the end of the day that's one of the things that we want to be reflective of who we serve but we also want to embrace the the variety of different diverse cultures and backgrounds and things like that. Not only our students have, but our employees should have as well. Jillaine Zenkelberger [00:44:37]: Hi. I'm doctor Jillaine Zenkelberger. I am the program coordinator over at Graduate Student Life at the University of Notre Dame. I think in my approach to all of these things, having the ability to touch base with a lot of people from different I don't have a master's in higher ed and things like that. Being able to see the diversity in our different backgrounds both educationally, but also racially, ethnically, etcetera, has been super important to me. And I think we bring all these different things to the table, and it's really been great to learn from everyone and their backgrounds of whatever they've done in their past lives, because I know all of us have many past lives sometimes. They're all bringing something, like, super important that I think is really invigorating student affairs because I work with a lot of people who's had past lives and they're really changing things in a lot of cool ways. Kristen Merchant [00:45:48]: Hi everyone. I'm Kristen Merchant. I am from Rose Hulman Institute of Technology. I am the associate director of the Union and Student Activities Office there and also the director of our lead programs. With job searching, I think about whenever I'm doing my hiring actually for orientation. We always put an effort into putting a cohesive team together of a variety of different backgrounds and interests and majors and all the different ways that diversity can come into play. So that way, all of our new incoming students can see a face that they recognize, which is really, really important in the DEI world and is something that we always consider in any type of our hiring practices and any type of programming that I do is making sure that there is someone that they feel like they can go to. Joe Lizza [00:46:35]: My name is doctor Joe Lizza. I'm the director of the Chamberlain Student Center and campus activities at Rowan University in New Jersey. It really is the idea that you want an institution that is respectful for others, supportive of others because you never know when you might be on that opposite side of the situation. So you might be in an institution or in a job role that you feel very comfortable, supported and you feel like you belong and it's very easy to kinda based on a different supervisor or a different university leadership, that could shift. I always look for places that really are respectful, very forward thinking, and they don't only just preach what their beliefs are and their values, but they also put them into action. And that's kinda reassuring to me as a professional in higher education for both for myself and my colleagues. I'm realizing that it's a good place to work, a place that will be supportive of life changes and different situations. Joshua Allred [00:47:32]: My name's Joshua Allred. I work at Louisiana State University in the College of Agriculture as their manager of student services. That's challenging. It's certainly something that is on my mind constantly. I think living in Louisiana and in the South where there's lots of legislation recently, sort of very much anti DEI has been a challenge. So I'm not in a place where I can kind of up and move, unfortunately. I would in some ways, I kinda wish I could. So being on a campus and in a state where there's lots of uncertainty around, like, what does DEI look like in our state has been a challenge. Joshua Allred [00:48:01]: And so we are very much in a place of kind of waiting to see what's gonna happen next. And again, I think finding folks where folks and groups of people where you can hold onto and feel safe and find little beacons of hope is helpful. It's not always there, but I'm a supervisor for an LGBTQIA plus organization in the College of Agriculture and that's been really helpful for me and something that I really knew and renewed importance in. And so that's kind of what I look towards is like the people and and the small things here and there. But certainly a consideration is just tough. It's tough when you can't move. Joshua Allred [00:48:38]: Well, one of the things that I really enjoy about my job is being able to support and work with students, and those are all students, ethnicities, genders. Just being able to support those students in coming to NASPA and being able to learn from experts on how to best support students no matter who they are, no matter where they're from. So at Texas A&M, they give me the opportunity to go to professional development. They give me the opportunity to collaborate with my peers around the country. And during those times, that's what I wanna do. I'm always making sure that I'm talking to the experts in the field to make sure that I'm doing the best to support our students. Judy Traveis [00:49:28]: Hi, everyone. I'm Judy Traveis. I'm the associate dean for the Graduate Student Success Center at the University of Florida. Again, from Florida, we've had DEI impacted, although we all believe in the diversity and what it brings to our campus and the inclusion and and equity piece. I believe institutions that do it well and thread it through all factors of the university, you can really see it. It's tangible and that in as I job search or look for other careers, if I should move institutions, that is something that's very important and I hold as a value in my heart to make sure that that it's not just on a website, that you can actually physically see how it's threaded through by the way the community and culture is on that campus. Katie Caponera [00:50:23]: I'm Katie Caponera, director of student life at Harvard Divinity School. A commitment to all of those tenants, particularly justice, is really important to me personally and professionally. I'm fortunate to work at an institution where that is a key aspiration and goal of our community, and it's something that I would continue to foreground in looking at other types of institutions or future colleagues or partners. It's making sure all of our students feel that it's a space where they can thrive and be their full selves is of paramount importance and continuing to remain dedicated to those efforts, especially admit so much turmoil, I think, is underlines their importance more so. Kathy Dilks [00:51:11]: My name is Kathy Dilks, and I am the director of graduate student and post doctoral affairs at the Icahn to create a team that is not only diverse, but diverse of thoughts. I think it's our responsibility to make certain that we are leaning into DEIB, and I try my hardest to make certain that I am never an impediment in that future. Julie Payne Kirchmeier [00:51:47]: Julie Payne Kirchmeier, vice president for student success for the university Indiana University. It's not really a system. It's a multi campus university, but we can say Indiana University System if that's easier for folk to kind of place the role. It's interesting the word considerations. How do considerations of, show up for me, good and bad, before I can lean into anything else. And I think that's a step we don't often do, particularly and we just jump into, oh, oh, well, of course, you know, Jedi work is important, and of course we're gonna do that. But because we don't stop and pause pause and think and unlearn a lot of what we know, we end up rushing to action so quickly, we cause more harm. And so I think that first step for me, because the question is influence your, is to pause, think, and remember that I have to be okay with who I am, good and bad, take the steps to do my own work, and then bring others into the fold, like, okay. Julie Payne Kirchmeier [00:52:54]: What are the resources we need in meaningful ways so that the work can move through always a lens of equity. So being an equity minded organization, human, professional, friend, partner, all the different components of your life. Dr. Jill Creighton [00:53:10]: This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show continues to be possible because you choose to listen to us. We are so grateful for your subscriptions and your downloads and your engagement with the content. If you'd like to reach the show, please email us at savoices@naspa.org or find me on LinkedIn by searching for doctor Jill L. Creighton. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a 5 star rating on Apple Podcasts or wherever you're listening now. It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. Dr. Jill Creighton [00:53:51]: This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Catch you next time.

“A haiku?” Fighting their way past a load of goons, down a narrow corridor, the panel of peril struggle to make any headway. Finally finishing off the last of the lads (no laughing at the back there!), they slump in their chair exhausted and watch this week's film Oldboy (Park Chan-wook, 2003). Oh Dae-su (Choi Min-sik) is a bit of a d-bag. A drunken, irresponsible, womanising d-bag, to be specific. When he is inexplicably locked up in a single room for 15 years, by a cash-rich lad named Lee Woo-jin (Yoo Ji-tae) as it turns out, he changes his ways and becomes a stoic killing machine. Why was he imprisoned, and just how does new flame Mi-do (Kang Hye-jeong) fit into this intricate puzzle? Watch the trailer here: https://www.youtube.com/watch?v=hBNBpNcuQHI ********PLOT SPOILER ALERT******** Turns out that during their time at Evergreen, Dae-su started a scurrilous rumour that Woo-jin was having an incestuous affair with his own sister Soo-ah (Yoon Jin-seo). That rumour snowballed to the point that Soo-ah took her own life and led her broken-hearted brother on a path of long game vengeance. To tell all would be a spoiler too far. Who will come out on top of this tragic tussle and what will be left of them? Just what did the panel think of this week's movie, pray tell? How can they improve upon Woo-jin's deliberate machinations? And who will be christened this week's most diabolical? https://twitter.com/diabolicalpod https://www.instagram.com/diabolicalpod/ https://www.facebook.com/diabolicalpod Email diabolicalpod@gmail.com

Navigating Unprecedented Challenges The COVID-19 pandemic introduced a myriad set of challenges, upending the traditional norms and necessitating an urgent pivot towards empathetic leadership. Higher education, a particularly affected sector, had to swiftly evolve, fostering an environment where staff felt supported amidst the ensuing chaos. Embodying Transparency and Support Amy Hecht from FSU and Matt Imboden of Wake Forest University underline the importance of transparent communication and authentic actions from leaders. Through initiatives like FSU's Culture and People program, leadership at these institutions exemplified the care and long-term investment in their staff's career trajectories. Similarly, David Chao from the University of Pittsburgh highlighted a newfound focus on self-care, crucial for maintaining a balanced support system for students. Spaces for Grief and Adaptation Andy Wiegert at Washington University and Rachael Amaro of Cal State Fullerton share the vital role that organized grief spaces and an open line for support can play in sustaining staff well-being in times of loss. Melinda Stoops from Boston College emphasizes how institutional efforts to secure staff job assurance during such periods is a testament to caring leadership. Professional Development and Well-being Investment in professional growth and well-being, as recounted by Jackie Yoon from Harvard, ensures that employees feel valued and are more likely to contribute positively. The approach by Shatera Davis's leadership at Northeastern in Seattle during the pandemic harmonizes with this by preserving jobs and maintaining a connected community despite quarantine. Leading by Example The narrative of Leanna Fenneberg from Duquesne University describes leading staff reductions with care, prioritizing a loving environment even during departures. Moreover, Darlene Robinson of Seton Hall University speaks to the strategic support provided by listening leaders who aid employees during career transitions.   TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of On Transitions in Student Affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton. She, her, hers, your essay voices from the field host. Hey, essay voices. Welcome to our second of 3 bonus episodes from the annual conference. Chris and I were able to move about the conference and talk to a couple dozen of you about your thoughts on the various foci areas. Today's question will focus on the 2nd conference focus area, which was Care in Chaos. Dr. Jill Creighton [00:00:42]: And the question we asked you was can you share an example of a time or a hope when a supervisor or organization provided effective care and support to employees during times of significant change or uncertainty in their careers. A lot of you had some really wonderful examples of how your organization Acquanetta Pinkard [00:01:07]: I'm Acquanetta Pinkard. I am from Montgomery, Alabama. I work for Alabama State University and I am a trio professional for 23 years. I believe that my supervisor as well as my campus have been very conscious of caring for the employees, giving us what we have need of whether that's time off, whether that's just opportunities to take a minute break, areas on campus where we could take minute breaks, and also providing just that continuum of care where we feel the liberty to be able to talk. So I think that that's what I've experienced. Taylor Cain [00:01:45]: I'm Taylor Cain. I work at the University of Georgia and serve as the director of engagement leadership and service there. Well, I mean, the one that comes most comes to mind first, most recently we had, unfortunately, 2 deaths on our campus. 1 of a former student and one of a current student. And while all of us were trying to spring into action to figure out how to care for students, in the midst of that, I was really impressed by the institution trying to find also ways to support those who were caring for those students. Our vice president for student affairs, who is newer to her role but not to our institution, made really intentional efforts to reach out to folks via email or text or when she saw them to take the time to show appreciation and care for the work that they were doing, recognizing the importance of it, but also encouraging folks to take care of themselves. And I think little acts like that go much further than some people may realize. And I think it meant the world to the staff who were doing the work. In times of crisis or difficult issues on campus, it's always really nice, I think, to have that recognition and affirmation of you're doing a great job and I'm right here beside you. But don't forget to take care of yourself too. Adrienne White [00:03:01]: I'm doctor Adrienne White. I'm the director of student success coaching at George Mason University, and I use sheher pronouns. I think my supervisor during COVID was remarkable in terms of how she supported us during certain times. And personally, during COVID, my mother was diagnosed with stage 4 lung cancer. And so on top of dealing with personal things, I'm now having to also grapple with how am I supporting my team at the same time. But then, also, how am I supporting myself during all of this and putting well-being at the forefront of our work. And I was extremely blessed to have a supervisor that allowed me the autonomy to create well-being opportunities for my team, but also well-being opportunities that worked for me as well because I was my mother's primary caretaker. And so, I adjusted my schedule. Adrienne White [00:03:53]: I went on 4:10 hour workday schedule because I needed to go to all a lot of doctor's appointments and be there with her during her treatment, and that was a significant moment in my life, in my career. And having the support of my supervisor and knowing that my supervisor has my back, right, knowing that my supervisor supports the decisions I need to make to take care of myself and to my team, you just can't put a number on that. It's incredibly important and has completely transformed my thought process and my leadership as well. Susan Hua [00:04:29]: Hi. My name is Susan Hua. I use sheher pronouns, and I'm the director of diversity, equity, inclusion at the Community College of Aurora, which is an MSI HSI just outside of Denver, Colorado. A hope that I have for supervisors or organizations to provide effective care and support to employees is to really just be intentional about how they are mentoring and having conversations with their employees during times of uncertainty during their careers. I think it's helpful to understand and really holistically look at your employees instead of just seeing them as one role or one fraction of your department, and to really understand that they have lives outside of the field as well, and to understand how to support their whole selves in the work journey that they have. Aileen Hentz [00:05:09]: My name is Aileen Hentz. I'm at the University of Maryland as the program director of academic and student services. I think constant communication was very important during times, especially when we're looking at budget cuts, furloughs, when we're looking at possible changing in policy that could have an impact on our office or our jobs. Just not being left in the dark was incredibly important, I think. So that kinda constant communication, opening things up. I loved when my supervisor was like, you know, I'm not supposed to tell you all this, but I'm gonna tell you anyway because I feel like you need to know. And that was really helpful for me when we were facing some of those uncertainties. Stephen Rice [00:05:49]: Stephen Rice, director of the Office of Community Expectations at the University of Southern California in Los Angeles, California. I've been very fortunate to have a lot of supervisors who really take the time to get to know me and provide me with the resources and support. And so when tough times happen, they're able to really provide me with that information that I need. My current supervisor, Darren, always takes the time out to really talk to me about different cases and different situations. When things go awry, cause I work in student conduct, really provides that support that I need for those of things. And as an effect of that, I'm able to do that for the team that I supervise of 6 individuals to really help them in their growth through or different times and provide them support. And it goes with 1 on 1 conversations, getting to know who they are, what they're passionate about, understanding their strengths, tapping into those strengths, seeing things that they may not see about themselves, and really getting them to to do those different things and challenging support them in the way so they are very effective, in what they do. And as a result, they have better tools when they're looking for the next step that they're able to move forward with it. Amy Adam [00:06:47]: Hi. This is Amy Adam, and I am from the University of Missouri in Columbia. I have been a student services support manager for 20 years serving graduate students. I've been so, so lucky in my 20 years with supervisors and organizations. I work in the School of Information Science and Learning Technologies. So we have mostly distant students, but all of the faculty and staff are located in the same building. Really, my first supervisor, doctor John Wedman, was one of a kind. He passed away about 9 years ago, but he really was that mentor to get me into student services and really just encouraged me to advocate for myself, advocate for my students, and to build the relationship with faculty, but to remember not to let them take advantage of me and the willingness that I have to do work. So, really, just making sure that I keep students first and foremost in my goal for my job has been the biggest thing. And really even through COVID, my current department chair has been amazing with flex time and just making sure that we take time for ourselves. You can't just sit at your desk all day. You've gotta get out, gotta get water, go take a break, go play with your dog. So I just feel very lucky that I've had that type of relationships with my supervisors. Stephanie Cochrane [00:08:14]: Hi. I'm Stephanie Cochrane. I'm the director of student services at Northeastern University in Toronto. I'm here for NASPA for just the Sunday pre conference around graduate students. That's a great question. I think COVID created a huge shift in our entire world and our way of thinking about student support, and our dean at the Toronto campus has been really effectively caring for our our employees as well as our students, thinking about hiring the correct resources, asking for input from the people who are working there and dealing with the students on a daily basis to see what our students need and keeping that student centered mindset at all times. Amy Hecht [00:08:52]: Hi. My name is Amy Hecht. I'm the vice president for student affairs at Florida State University. I've been there 7 years now. At Florida State, we've launched a new position and program called Culture and People, and it's really about helping people feel at home in Tallahassee where FSU is located, connecting to other people outside their division, celebrating people, and rewarding them, and also developing them, coaching them, and that's been very helpful for people to feel supported and valued, but also that somebody cares about their long term career trajectory. Shatera Davis [00:09:32]: Hi. My name is Shaterra Davis. I use sheher pronouns. I'm the director of student affairs at Northeastern in Seattle. I think the most recent time and then the most impactful time was during the pandemic when I worked in housing before and everyone thought that they wouldn't have a job because our students were moving out. And so our leadership did a really great job of saying this is where we're at. I'm being transparent on what the leadership conversations were and then ultimately giving us opportunities to do other work besides being, like, resident directors in order to keep our jobs and keep our housing during that time. And then doing the most to make sure that we all felt community because while we were having to quarantine, we felt that we were all by ourselves. None of us have roommates, and so being intentionally using the spaces and the meetings we had to, like, build communities, check-in, and still just being transparent on where we're at and, like, how we're supporting students, but also how we're supporting ourselves during that time. Andy Wiegert [00:10:25]: I am Andy Wiegert, Director of Graduate Student Affairs, Arts and Sciences, Washington University in Saint Louis. Gosh. Yeah. I mean, we've kind of seen a lot in our time. Obviously, having gone through COVID is the one that stands out the most, but we've also recently experienced things like, you know, a tragic death of a student. And that's really difficult because you have administrators who are both trying to support students, but at the same time are also experiencing their own grief and trauma. And so it really has been neat to see some of our leaders recognize that, acknowledge that, and create spaces not just for our students to grieve, but also for our staff, our faculty, and support folks. Scott Peska [00:11:10]: Hi. Scott Peska, Waubonsee Community College, assistant provost of student services. I would say that this was a few years back, quite a few years back when I worked in res life, but I recall when 911 took place right there was some real challenge with direction during that time and really giving staff the space to not only help their students go through and kind of process, but to give us time to process individually was really important. And to really think about you're gonna deal with a lot of crisis management in higher education. And so are you prepared for this? You need to get yourself in a space to do that. And so being able to give us time to actually give us strategies, talk to people that were crisis managers and kinda looking at preparing that, that was helpful. Dilna Cama [00:11:53]: Dilna Cama. I am a director within student life at the Ohio State University, and I am part of the off campus and commuter knowledge community. My most recent supervisor, he did our organization was down to 2 of us, and we were essentially scratching everything and building a start up. And his support and the way he really reminded me we can do anything, we can't do everything. And that's something I remind myself each and every day. And so really keep making sure that I'm focused on what is most important has really allowed me to remain positive. And definitely the way in which he provided support, I think, was very notable. Sabina Kapoor [00:12:42]: My name is Sabina Kapoor, and I'm currently a a full time doctoral student with Capella University. I spent over 20 years in higher education as a staff within student affairs, student success, and academic affairs. So as I progressed in my career, I've focused more on staff so that they can better serve students. And I wanna go in deep with that, so that's why I'm pursuing the doctorate in IO Psychology because I wanna look at the relationship between the organization and the employee. What comes to mind is a few, the pandemic. During that time, a lot of universities were downsizing, and my university that I was at was no exception. And so it was really interesting because it was unprecedented in how many people were part of a workforce reduction. And so how the university supported people at that time, it was interesting. Sabina Kapoor [00:13:31]: I think the university really didn't know how to. And then you had the people that stayed that weren't, let go. And so I felt like they had survivor's remorse, and so it's real interesting. And so I think now is something hopefully, that won't happen again to that extent, not just my previous university, but other universities and colleges as well. But if it did, I think institutions know now how to handle that better and have that human touch. Carlie Weaver [00:14:01]: Hello. I am Carlie Weaver with Rose Hulman Institute of Technology. I'm a programs coordinator for the student activities in Union office. I'm not really sure how to answer that because I do feel like I don't really find myself being uncertain in my career because my supervisor, Kristen Merchant, hurt you, and Kristen Lloyd are very, very supportive in helping me to find my footing in my own voice and my role. Roxanne Wright Watson [00:14:31]: Hi. My name is Roxanne Wright Watson. I'm from Lehigh Carbon Community College in Pennsylvania, and I'm happy to be here. I think my direct supervisor, my dean, is supportive of what we do in the classroom, how we help our students. And in particular, a situation that I can recall is during COVID. During COVID, I think they were supportive to us in terms of having to just switch from face to face classes to online classes. The support was there. The support in getting things to instructors, supervisors did and how they helped us, the supervisors did and how they helped us as faculty. Yes. Carla Ortega Santori [00:15:27]: My name is Carla Ortega Santori. I work at Rice University. I am the strategic initiatives manager at the Door Institute For New Leaders at Rice University, and my job is really about helping students elevate their leadership capacity and to also elevate the capacity of all campuses to do really great leader developments in education. I think everyone went through significant changes in 2020. Obviously, our director and leader was really great about embracing that level of uncertainty and creating a safe space for everyone to also attend to their needs, be they professional or personal. Another big, I think, time of uncertainty or significant change was when we changed directors, and I think both the outgoing and incoming directors were really great at defining our roles and clarifying expectations really clearly, so that was really helpful. Laying out a vision and also being okay with if we needed to change that vision or significantly alter it to accommodate our current needs was also really helpful. Rachael Amaro [00:16:41]: I'm Rachael Amaro. I'm the admissions and academic advisor for the Department of Educational Leadership within the College of Education at Cal State Fullerton. I think a good example of that is the faculty who's the director of our EDD program. We had a really rough patch in our department, you know, between the faculty. The faculty were having issues with each other, which of course, the students pick up on, everybody picks up on. It makes the whole environment a little challenging, but my EDG director was always very level headed and very understanding and always open to saying, hey, if there's something going on, like, please let me know, like, don't, you know, don't keep things. It's important that I know what's happening so that we can all figure out what is going on and how everybody's feeling, at least in the office side, because the fact are gonna be themselves. They were having some issues with each other. Rachael Amaro [00:17:29]: The staff, obviously, we were okay with each other, but obviously it all affects everything, so I really appreciated her always being so confident and always so caring and open, and always checking in and making sure we were doing okay when we had some rough times with our own leadership within our department, she was always the one person that we knew we could count on. And, you know, she's the one person that asks how you're doing, Jess, how your parents are doing. It's just those simple acts make a big difference. Christine Wilson [00:17:59]: I'm Christine Wilson. I am in student affairs at UCLA. I have two roles. 1 is as the executive director for academic partnerships and the other is the program director for our director for our masters in student affairs program. I saw the leadership of our student affairs organization exhibit tremendous humility and vulnerability directly after the pandemic when there had been some things that were not seen that impacted fairly large number of staff, and they were unseen largely because of the pandemic. It was much harder to get a pulse on what was happening, and what was happening did impact a lot of people. And in order to heal that, our leadership really had to show tremendous humility and vulnerability. And the fact that they did that allowed the healing to begin to happen. And a year later, the organization was healthier, even maybe a little better for what they've learned. Olivia Ruggieri [00:18:53]: Hi there. My name is Olivia Ruggieri. I'm the associate director of administration operations for Northeastern University Seattle campus. I grew up in Pennsylvania, went to college in Florida, and came out here in 2013, but I've been working for the university since since 2018. I would say that right now, there's a big shift towards, not centralization, but standardization of policies across our network of campuses. And so while for folks, at my level, like the ops leads on our campuses, we already do a lot of coordination between each other. We know each other well. But for the folks on our teams, like our operation specialists, our event specialists, they had not yet built their network with each other. Olivia Ruggieri [00:19:34]: And so, coming out of our Vancouver campus, someone named Kayla organized a, mentoring, like, work group for all of those folks, which has been really amazing. So now, folks who are new to the org are mentored by folks who have been here a little bit longer. Those folks are mentored by people that whose roles they might be interested in the future, and I've found that this has helped some of that standardization that's coming across all of our campuses, and we're gonna be well equipped for the future. Christle Foster [00:20:05]: Hi. My name is Christle Foster and I'm from Chesapeake College located on the Eastern Shore of Maryland in Y Mills. I'm gonna point to the pandemic since it's so recent and I will say that our leadership at Chesapeake was very responsive and one of the things that they definitely emphasized was care. Self care as well as caring for our students and I've seen that change even when we returned to the college. With the CARES funds that we have, a lot of it was allocated to students who are going through mental health challenges as well as financial challenges, food insecurity, housing insecurity, and there was a lot of response in which those funds were put to, trying to retain those students and also help those students over those challenges. Nathalie Waite Brown [00:20:46]: My name is Nathalie Waite Brown. I am the assistant dean of students and director for graduate student life at Stevens Institute of Technology located in Hoboken, New Jersey. From a personal perspective, the institution that I worked at when I joined a few years following, we had a new president that came to the institution, and it was during a time where there was a lot of turmoil. And I believe that the leadership that remained really was committed to retaining staff and faculty in a way that was intentional and purposeful, not just for our students, but also for the climate of the employees and welcoming and supporting the new president. And that's something that's been impactful in my career. That was 11 years ago, and it it's still something that resonates with me. Dae'lyn Do [00:21:28]: My name's Dae'lyn Do. I use sheher pronouns, and I am the associate director for the Women in Science and Engineering Residence Program at the University of Michigan, and I am coming into the position of the WISA CASE co chair. I mean, I have been lucky to have some really great supervisors in my career and definitely supervisors who focus on that work life balance and really making sure that they're taking care of their employees and not giving them time for themselves when they've had like a high busy time. Making sure that we're building in those days and those breaks for ourselves, whether it's in the day to day or whether it's in the busier seasons. I feel like I have been really lucky to rely on some great supervisors who just really prioritize that and know that we are workers outside of we're people outside of our jobs too. Natalie DeRosa [00:22:18]: So my name is Natalie DeRosa and I'm from Lehigh Carbon Community College in Schnecksville, Pennsylvania. So my supervisor has been an amazing support for me personally when some of my programming had the plug bolt on it this year, and being that space where I can just grieve that that happened, that meant a lot to me. And also, we're still looking for ways to bring back the programming. I work at a community college, so sustaining programming is always a challenge for us. So being able to talk to my supervisor about it and have her be just right there as we're experiencing it has lended a lot of support to me professionally. Dan Volchek [00:22:58]: Dan Volchek, assistant dean of student success at Harvard Griffin Grad School of Arts and Sciences. My relationship with expect that and hope that in a supervisor. So as we're going through changes and uncertainty, both professionally in the career and at the institution, they were working as a team and they were talking. And sometimes that has happened and sometimes that hasn't, but that's a very important way to get through when issues come up. Vaughn Calhoun [00:23:31]: Vaughn Calhoun, Seton Hall University, hehim. I think, interestingly, you know, coming out of the pandemic, we were so used to being at home for 2 years and then coming back to campus with the thought of we're gonna be there a 100% of the time when literally our lives have readjusted based on on the pandemic. So one thing I advocated for was a work from home policy. We didn't have one across the institution. It was based on each department. So putting together a proposal, which was then accepted by our vice president and saying that, you know, this is what we can do. So that, I think, was really powerful because our staff knew and got the message that our executive administrators care. Darlene Robinson [00:24:14]: My name is Darlene Robinson. I'm the RISE general and director for Seton Hall University. I can speak to that in a sense that being that I'm just moving in to this career, I spent over 15 years in the financial aid department, and I just moved over to student services. And with this move, the supervisor that I currently have now has been very strategic in listening to me as a person, asking questions of how and what I need, and how he can be of service as well as influence. Whatever it is that I need to do my job in the Miguel Angel Hernandez [00:24:59]: Hello. My name is Miguel Angel Hernandez. I am the associate vice president and dean of students at San Francisco State University. I have been very fortunate as a individual to have had amazing mentors, supervisors, sponsors throughout my career. Faculty members that have really taught me, guided me, coached me at different aspects of my career. And so when I think about a specific time, the easy place for me is thinking about what we as a community, as a planet, have navigated these last 4 plus years of COVID through that particular global crisis. I think about the patience, the openness, the modeling that I saw from supervisors, from organizational leaders related to bringing people in, leaning in to the moment, to what individuals needed, and really giving us the capacity to rethink how we approach work, life, care, concern for each other and for the students that we serve. And so one of the things that I work very hard to do is not to romanticize that global crisis, but I am trying to make sure that I don't forget the lessons that were learned from the flexibility, the love, and the care that we demonstrated to each other to be able to navigate that time and that space.  And so that would be something that I saw both from supervisors and from organizations. I hope that we continue to allow those experiences to be centered as we move forward in our work. David Chao [00:26:29]: Hello. My name is David Chow. My pronouns are hehim. I serve as the director of IT for student affairs at the University of Pittsburgh, and I'm also the chair of the technology knowledge community. For sure during COVID, I think everyone became so much more attentive towards self care. And I'm not even just in higher education, I feel just like in the workplace in general, everyone just seemed to be working harder than their parents type mentality. And I think since then we've understood about the balance that, you know, we can't assist our students and serve them if we don't take care of ourselves as well. And some of the advice we give to them, we should probably take as well. Melinda Stoops [00:27:01]: Hi. I am Melinda Stoops. I serve as the associate vice president for student health and wellness at Boston College. In terms of looking at times when there's been significant change or and uncertainty in everyone's life. And in higher education, there were just all of us going home for periods of times and uncertainty in what our roles were in specific moments when everyone's off campus. How are our roles different, and what can we do to contribute, and what are we needed to do to contribute? And I feel like that that was a time where there was a lot of uncertainty, and I think one thing I appreciated about that was my institution's stance of there's a lot of uncertainty, but we are really going to make a real point to care for our employees during this time. Now with that said, again, we were off campus, so caring can show up in different ways. But feeling like they were like, we are concerned about employees. We wanna make sure that you all are healthy, that you all know that your job is secure, and just that really that in and of itself went a long way. And it felt so fortunate because I know not everyone was in that same position, and I felt very privileged to be able to receive that support from my employer. I know that my colleagues on my campus were as well. Derek Grubb [00:28:26]: Derek Grubb, Dean of Enrollment Management for Red Rocks Community College in Colorado. I've been fortunate to have a lot of supervisors and colleagues I think that I've learned from how to be effective, but one more recently was past president. Really taught me the value valuing people, celebrating even the small wins, and really how that promoted a environment of caring, great place to work mindset. Matt Imboden [00:28:50]: My name is Matt Imboden. I use the he, him pronouns. I serve as the chief student services officer in the School of Business at Wake Forest University in North Carolina. And, for the past few years, I've also been chairing the administrators and graduate and professional student services knowledge community for NASPA. So I'm sure there'll be some point at which my mind doesn't completely shift to the COVID experience when somebody asked this kind of a question, but I am not at that point yet. So my mind as you were speaking, Chris, went immediately to COVID as a time that I think revealed leadership or lack thereof depending on the experience. But that's exactly one of those stressors I just talked about in terms of uncertainty that you were talking about because my goodness. I remember feeling particularly impacted when people walk the walk and just didn't talk the talk of either high level administrators who personally sacrificed in the face of budget cuts to touch their own compensation or to really demonstrate not just sort of with words, but showed me that they're in this too and that makes you want to give as an individual and I think role model that for other people on your campus. And so that stands out for me of throughout all that COVID uncertainty when all of us were pulling out the depths of our leadership ability and administrative capabilities just to see people who, went beyond the talk and really walked the walk of leadership. Evette Castillo Clark [00:30:01]: Evette Castillo Clark, vice president for student life and dean of students at Lewis and Clark College, Portland, Oregon. I'll think of myself in this as a supervisor. When you can't give or when I can't give the gift of money, I know that in times of need or support to my team, I'm gonna give the gift of time. So when I look at them, if my team or my staff are exhausted, I always talk to them about tag in and tag out. If you need the time or you need the break, me as a supervisor, I have to be very understanding of that. If you can't always offer additional monies for stipend, you gotta give the gift of time. And you have to understand that people need to regroup, and people need people need time to refuel and regain their energy. So in times like this, campus climate issues, post pandemic breaks are needed, and I think I also have to model that as well. Madeline Frisk [00:30:56]: I started this job at Portland State in 2021, was working remotely up until the fall term. I started in the spring term at our institution, so navigating that shift from remote to in person and also having colleagues that I'd basically just met in person was definitely a difficult time for me, but my boss was very supportive and everyone was very welcoming. I found a community both with our union on campus as well as with my co workers and boss, and that was a great experience being initiated into a really wonderful community at Portland State. Gene Zdziarski [00:31:32]: This is Gene Jarski. I'm vice president for student affairs at DePaul University.  I can think of a couple of situations. I will go back 25 years to Texas A&M University when I was a young staff member there, and we had an unfortunate tragedy of our traditional bonfire collapsing. And, 12 individuals were killed and 27 others were seriously injured. And the amount of attention and care that was taken by the institution beginning with the president who came in and basically said to all of us who were trying to respond and trying to work with the situation, I don't care how much it costs. I don't I want you to do the right thing. I want you to do whatever it takes to take care of people, and that was such a reassuring thing as you're trying to manage through such a challenging time, and so, for me, that was a significant moment. Gene Zdziarski [00:32:36]: I also had one when I was at DePaul University, and we had a speaker come to campus that really, disrupted the campus community tremendously. I had actually recommended to the president at that time that being a private institution, we could make some decisions about whether or not this speaker really should come to campus. And he said at the moment, no. I think we need to have a process, a plan for that, but we're not in that place right now. I think we need to go ahead and do this. After it happened and there was a lot of backlash from the campus community, he stood by me the entire time and worked with me in meeting with all the different constituencies, stakeholders, and student groups to really listen, hear people out, and then help us begin to build a plan for how we would address that in the future, and that was pretty significant to me. Lyza Liriano [00:33:22]: Hello. My name is Lyza Liriano. I currently serve as an area coordinator at DePaul University in housing and residence Life. Originally, I am from Brooklyn, New York. Yes. So prior to my role at DePaul, I worked at the University of South Florida, Tampa, and this was only about 2 years ago when there was a lot of political change happening in Florida, and impacted my identities as a queer woman of color. I didn't feel safe being in Florida, but my supervisors at the University of South Florida specifically provided me with hope knowing that I would be safe at my institution, and not only that, that I could still be there for my students. No matter what legislation was saying, we still wanted to build that community and make sure that our students really felt like their needs were being heard. And so I felt that as a professional, and we kind of instilled it to all of our student body as well. So although I did end up leaving, I left knowing that my students were in great hands. Jackie Cetera [00:34:24]: Jackie Cetera. I use sheher pronouns, and I serve as the director of residential education at Bucknell University in Pennsylvania. For this, examples of when this has worked out really well has been when administrators and leaders within the institution really important for leaders to pour into their people and provide guidance even when it might be really hard to do so. Providing space to talk through situations and scenarios and to keep people informed is really, really important. Lisa Landreman [00:35:09]: My name is Lisa Landreman. I'm the vice president for student affairs at Willamette University in Salem, Oregon. I think that COVID is the best example. I feel really proud as an organization, as an institution, how much we held space for our employees, that we gave regular frequent communication as a team of people who were managing the crisis, particularly early on. We did really regular communication. We stayed abreast of what was happening in the world. We thought well about our community. We allowed a lot of flexibility with work even though we were in person for our students. Lisa Landreman [00:35:46]: We gave options both for students and employees to do hybrid work or remote work as needed. I think we also gave a lot of flex to parents who were or people who had family members they were caring for, and so I think we were clear about our expectations for, you know, maybe some of our goals were on hold because we were tending to what was most immediately important and what was reasonable to ask people to accomplish at a time when we were all caring so much in our personal and professional lives. I think that was a way that I was really proud of how we managed that. Jackie Yun [00:36:22]: Hi. I'm Jackie Yun. I take the she series, and I serve as the executive director of the Harvard Griffin GSAS Student Center. Sure. I think I've been lucky at my institution that they have invested heavily in my professional development, and I have been able to go to them and say, I want to learn this thing. This is how I think this connects to what I do. And maybe in some cases, it doesn't always really connect, but they understand that providing me the support to keep learning and to try new things keeps me at the institution and keeps me doing good work for graduate students. Leanna Fenneberg [00:36:55]: Hello. This is Leanna Fenneberg. I'm the incoming chief student affairs officer at Duquesne University. I think so many of our institutions are going through reductions in force. I've personally, been impacted by those, and I've had to lead those with staff. And those are some of the most critical times for the people who are departing and for the community members who remain. And so I think of those difficulties as we all have budget reductions and how we can provide a loving supportive environment for all of the employees, even those who are directly affected in helping them support in their next journey and making difficult decisions and communicating those, but doing that in a ethic of care and concern for the individual and providing that kind of supportive community during some of our most difficult times. Jake Murphy [00:37:41]: Jake Murphy. I'm the director of prospective students services at OSU Institute of Technology, and I am over all recruitment and retention efforts at the university. Probably best example is my most recent position with a supervisor. I've just been in the role like about 2 years now. The university had been in a perpetual decline of enrollment for the last 10 years and it was morale was low. Everything was like absolutely terrible and my supervisor employed strategies to make sure that since we can't necessarily pay people the best in student affairs affairs sometimes, that she gave us the opportunity to use whatever time we needed to be felt supported and it really helped all of, like, bolster morale and just helped us avoid burnout which was great. Larry Pakowski [00:38:29]: Larry Pakowski. I'm the vice president for student engagement, inclusion and success at Aims Community College in Greeley, Colorado. I think COVID is a good example for us all that we all shifted to a remote environment overnight, and then some schools came back sooner, some schools came back later. And I think it was really an exercise in making sure that we not only forgot our people, but also the mission of the college and ensuring that we were doing what we needed to do by students, but also our employees as well. Jillaine Zenkelberger [00:38:56]: Hi. I'm doctor Jillaine Zenkelberger. I am the program coordinator over at Graduate Student Life at the University of Notre Dame. Yeah. So actually, a really good example is this year, we have a new dean of our grad school, Mike Hildreth at University of Notre Dame. And with any new head, new leadership, there's always, like, oh, what is this gonna mean for changes in our programs? But he's really taken the time to, like, sit down and listen to what our offices need and what our students need so that not only are we addressing students' concerns, but we're doing it in a way that's practical for us as employees. Because I think that sometimes we focus only on one side of initiatives and forget, like, well, somebody has to do it and has to have the capacity to do it. I think he's done a really good job and our team at the grad school has done a really good job of keeping those two things in mind. Kristen Merchant [00:39:49]: Hi, everyone. I'm Kristen Merchant. I am from Rose Hulman Institute of Technology. I am the associate director of the union and student Activities Office there and also the director of our lead programs. So my boss's name is also Kristen, but her name is Kristen Lloyd. She always just supports us with whatever we need, asks how we're doing. If she can sense that we're kind of feeling burnt out or tired or exhausted, she always takes the time to check-in with us us and give us some extra time off if we need it, and she just always helps make sure that we feel confident in our roles, and that just makes me feel very, very supported and confident in my roles. Joe Lizza [00:40:25]: My name isDr. Joe Lizza. I'm the director of the Chamberlain Student Center and Campus Activities at Rowan University in New Jersey. When I was a few years within my first full time job, I knew I wanted some type of change, and I had very supportive supervisors that provided me those opportunities knowing that the growth at the time in my current role and maybe the growth at the institution wasn't necessarily there, but they gave me some tools both through mentoring, but also through professional development opportunities to kinda seek out that next step. And they were just very upfront. I feel like sometimes people kinda string you along. They were very upfront to say, we love your work. You're doing a great job, but maybe your next step is not here. And they really provided that support to look elsewhere, which ultimately then allowed me for advancement outside of that original institution. Joshua Allred [00:41:19]: My name is Joshua Allred. I work at Louisiana State University in the College of Agriculture as their manager of student services. Sure. So we had a a pretty significant restructuring in our office a while back, like, about a year ago when our assistant dean left. And I work in an academic affairs unit so they took that time to really kind of restructure and move some pieces around. And so there was an uncertainty in terms of, are our jobs secure? Are our jobs moving around? Are we gonna have some significant changes in, like, what are what's under the purview of our our jobs. And again, I think having strong leadership and having them assure us and and talk through us the entire time as things were being discussed and actually listening to our input and getting feedback from us about our experiences being kind of the boots on the ground people working with students, I thought was really helpful and thoughtful. I think sometimes frustration, especially in uncertainty and during times of change, comes from folks at the top who don't necessarily have the most recent experience working with students in, like, a really direct way, making these really big sweeping decisions and not always taking into consideration the opinions and the feedback from folks who are doing just that. Joshua Allred [00:42:25]: Wow. So one of the things I continue to do is try to be innovative and think what's next? What more can I do to support students and support student success? I don't wanna come in and do the same programs over and over again. I want to do my best to collaborate, whether it's with my partners in academic affairs or my partners in student affairs. But whenever uncertainty comes, then that says, how do I make sure that students are successful? Because in uncertainty, they wanna make sure that what you're doing is supporting student success. So that's what I do. At Texas A&M, specifically, we just had a major change in who our president is, and we changed from the College of Education to the School of Education and Human Development. There were a lot of the professionals within the College of Education and Human Development who weren't happy with that change and thought that our peers around the country would look at us and say, School of Education and Human Development, we're a college, we do more, we're a research one institution, why is that happening with us? And, again, during that time of change and that time of uncertainty, our focus in the Burns Center was how do we make sure that we are supporting our students and making sure our students are successful? How do we make sure those persistence and retention and graduation rates continue to stay high and how can we raise them? Judy Traveis [00:43:58]: Hi, everyone. I'm Judy Traveis. I'm the associate dean for the Graduate Student Success Center at the University of Florida. I would say recently, I'm from the University of Florida and the Florida landscape has been impacted greatly with big issues in the DE and I space. And I think throughout it all, leadership had town hall meetings and general counsel available to help shape and create our programs so that they can live in the new world. Katie Caponera [00:44:31]: I'm Katie Caponera, director of student life at Harvard Divinity School. This past academic year has been one of the most challenging that I've experienced in my 15 years in higher ed, and I know it's been challenging on many campuses. It's felt particularly difficult at Harvard. We're very much in the national spotlight, but I think that what's helped me get through those challenging pieces and times have been the supportive colleagues and my supervisor who's been amazing at checking in and keeping everybody up to date on what's going on, talking through what we may be facing, and being very clear about what expectations are and what strategies are to approach what may be coming to us given the different types of uncertainty and and challenge that are present. Kathy Dilks [00:45:19]: My name is Kathy Dilks, and I am the director of graduate student and post doctoral affairs at the Icahn School of Medicine, the Graduate School of Biomedical Sciences. Supervisors have always been very, very helpful. I think one of the best tips they've ever given me is perception is reality. So anytime that I come with questions or uncertainties or even in my professional outlook, I remember that one phrase over and over again, and I strive to put my best foot forward if I've always had the luxury of working with other people who are able to answer questions, able to guide me along the way. Julie Payne Kirchmeier [00:45:58]: Julie Payne Kirchmeier, vice president for student success for the u Indiana University. It's not really a system. It's a multi campus university, but we can say Indiana University System if that's easier for folk to kinda place the role. It keeps me steady as a leader and as a member of an organization. It keeps me steady. And be vulnerable, as we talked about. It's a harder one to answer, I think, because particularly the past 4 years have just been so upside down for all of us. And so finding examples of care and support in such an uncertain time, relating back to question 1, is really hard. Julie Payne Kirchmeier [00:46:30]: But I will name a moment, and it was pre the disruption that we all know of COVID, but it was so fundamental and so just roiling with uncertainty is when I was at Northwestern as the associate vice president and chief of staff, and our vice president passed away. Beloved, long, long battle with cancer, and I will say her name, Patricia Theus Urban, an icon in our field. And it was one of those moments you knew eventually was coming, but it doesn't make it any easier. And the pain and the shock and just the sadness that just infiltrated the division and the campus, and there was a lot of burden that was put on our division to plan her memorial and a whole host of things. So, you know, like, good student affairs professionals, we just jump in and get it done. But during that time, we really tried to provide spaces, conversations, moments, touch points, remembrances of her, and not just at the memorial. We would take moments throughout the coming year to pause, to remember, to talk about, to laugh, to, you know, all the things that you wanna do to move through a really painful time. And, you know, I can look back on it, and that was 5 almost 5 years ago now, which is kind of mind blowing. Julie Payne Kirchmeier [00:47:40]: And I'm really proud and honored to have been part of a community that did that for each other. I'm not gonna stand here and say it was me. I'm not gonna stand here and say it was a small group. It really was that full community of student affairs that came together and did that. I think one of the sad things for me is that you don't often see that happen outside of student affairs in higher education, and I think we've got to do better Julie Payne Kirchmeier [00:47:59]: as an Julie Payne Kirchmeier [00:47:59]: industry, as a field, in industry, as a field in remembering that we have to show up for each other in these really important ways, large and small. Dr. Jill Creighton [00:48:10]: This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show the content. If you'd like to reach the show, please email us at sa voices at naspa.org or find me on LinkedIn by searching for doctor Jill. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a a 5 star rating on Apple Podcasts or wherever you're listening now. It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by doctor Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Dr. Jill Creighton [00:49:03]: Catch you next time.

Embracing the Unknown The field of student affairs is constantly evolving, and professionals in this domain must be equipped with strategies to navigate uncertainty effectively. Success in this arena comes from a blend of versatility, patience, and transparency. Versatility and Adaptation Aquaneta Pinkert from Alabama State University highlights the importance of being well-versed in various areas, allowing for a smooth pivot when needed. Embracing a versatile approach prevents stagnation and ensures relevance in meeting student needs. This pivot-and-adapt strategy is crucial in staying dynamic within the field. Patience and Trust Taylor Cain of the University of Georgia emphasizes practicing patience amidst uncertainty. By trusting the process and focusing on controllable elements, student affairs professionals can maintain composure and lead with confidence, even when future outcomes are unclear. Transparency in Leadership Dr. Adrienne White from George Mason University shares her experience during COVID, when uncertainty reached a peak. By committing to monthly one-on-ones with her team and maintaining transparency, she fostered a supportive environment that not only alleviated concerns but also reinforced trust and collective problem-solving. Moving Forward with Resilience As student affairs professionals, embracing uncertainty isn't just about survival—it's about thriving and finding opportunities for growth. The strategies shared by these professionals are only a few of about 50 that provided a glimpse into the diversity of approaches used across the field to overcome challenges and foster an environment that champions both student and professional development.   TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of On Transitions in Student Affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton, she, her, hers, your essay Voices from the Field host. Welcome to this bonus episode of student affairs voices from the field. As we've returned home from the annual conference, Chris and I are thrilled to share with you your voices. We were able to connect with several dozen of you throughout the conference experience to get your thoughts on the 3 conference foci areas and learn from your experiences. Across the next 3 weeks, we're going to be dropping bonus episodes on Tuesdays to share with you your thoughts on these three areas. The first area was navigating the opportunities of uncertainty. Dr. Jill Creighton [00:00:53]: And the question we asked you was, what strategies have you employed to embrace uncertainty during your career, and how have they positively impacted your professional journey? Please enjoy. And if you were featured, thank you so much for sharing your voice with us. Acquanetta Pinkard [00:01:08]: I'm Acquanetta Pinkard. I am from Montgomery, Alabama. I work for Alabama State University, and I am a trio professional for 23 years. Wow. That's a loaded quest 1 is pivoting. Pivoting, making sure that I am, well versed in a lot of different areas. So I am equipped to pivot and not get stuck in any particular area. So making sure that I'm just able to move with the times is so and that's been very impactful and not allowing me to get in a position where I'm I'm stuck doing the same thing over and over again, so that I can be impactful to my students still and revel it. Taylor Cain [00:01:45]: I'm Taylor Cain. I work at the University of Georgia and serve as the director of engagement, leadership, and service there. I think with uncertainty, I try to exude patience, which for those who know me would probably be surprised by that. I wish I was more patient. But with uncertainty, I try to stay calm, rely on what I know to be true, and then try to be patient and trust the process, as cliche as that is, to see how things work out. Certainly, try and figure out how I can control things within my sphere of influence. But understanding I'm a part of a larger organization and to move something like that forward or trying to figure out what's gonna come next, no one can predict the future. So do the best with what you have, but just try and stay patient. Adrienne White [00:02:25]: I'm Dr. Adrienne White. I'm the director of student success coaching at George Mason University, and I use sheher pronouns. I actually think COVID was the most uncertain I think we've all ever been about our careers and the future and where we were all going with our lives. And something that I use with my team, that's when I started doing monthly 1 on 1 with every single person on my team. Because it gave them an opportunity to talk to me 1 on 1, talk to me about their concerns that they're having, and then gives me an opportunity to be able to alleviate some of those concerns or collectively come up with solutions to some of their concerns. And I think being as transparent as possible with the information that I've been given has really positively impacted my professional journey because I think it's forced me to be a more transparent leader, and it's also really made me think about how are the to the world events of today affecting my team and how we're supporting our students, which is our primary job. So it's really helped me rethink how I'm supporting my team through uncertain times. Susan Hua [00:03:31]: Hi. My name is Susan Hua. I use she/her pronouns, and I'm the director of diversity, equity, inclusion at the Community College of Aurora, which is an MSI HSI just outside of Denver, Colorado. The strategies that I've used to employ that I've employed to embrace uncertainty during my career is really making sure that I have a community of folks around me who are able to help me unpack and debrief what I'm going through. I found that having a network of friends and colleagues who have been really close in my journey has been really helpful in terms of understanding the challenges I'm going through and also offering strategies and offering support in times of uncertainty. Aileen Hentz [00:04:07]: My name is Aileen Hentz. I'm at the University of Maryland as the program director of academic and student services. I have embraced it fully. Many times, even now, I'm I'm 20 years into my career, I have stuck my foot in my mouth. So one thing that I have learned to do is try my hardest to think before speaking and to go with the flow and to be a little bit more thoughtful, and I think that might be some of the strategies. Stephen Rice [00:04:41]: Steven Rice, director of the Office of Community Expectations at the University of Southern California in Los Angeles, California. Some strategies that I use to embrace uncertainty, 1, to recognize uncertainty does happen all the time. And so you can't really prepare for it, but you can also be ready for it. And so I do that is looking at the positivity of it, making sure that I create networks with different resources on campus, so when those uncertainties come, figure out strategic stakeholders that can utilize to create a plan to really understand how to approach this uncertainty. But also going back and looking at how we learn and grow as individuals and as professionals, and how we are able to impact our university community positively by utilizing these different uncertainties and making the learning outcomes from it. Amy Adam [00:05:22]: Hi. This is Amy Adam, and I am from the University of Missouri in Columbia. I have been a student services support manager for 20 years, serving graduate students. One of the big things about uncertainty in my career, I've seen a lot in the past 2 decades. We went through some budget cuts after a campus wide protest that affected our relationships with legislators. Those of us that served students on campus really held fast to our values and our goal to support students. So, really, we just did a lot of debriefing amongst staff as well as really making sure to reach out to our students to make sure that they knew that they were supported and can ask for anything, and we would either support them or get them to the right resource if they needed it. Stephanie Cochrane [00:06:17]: Hi. I'm Stephanie Cochrane. I'm the director of student services at Northeastern University in Toronto. I'm here for NASPA for just the Sunday pre conference around graduate students. I think the main strategy is a growth mindset. Really in Toronto and especially Northeastern, we're growing at a really rapid pace and so we're keeping up with that. We also have a lot of students who are coming to the country for the first time, so international students. And having that growth mindset means that we can create innovative programming, try to try things for the first time, experiment a lot with our programming, see what works, what doesn't work, and continuously change and adjust as we go. Amy Hecht [00:06:57]: Hi. My name is Amy Hecht. I'm the vice president for student affairs at Florida State University. I've been there 7 years now. The strategies I've employed to embrace uncertainty during my career has really been leaning on mentors using my network, really having conversations about what is happening, whether it's at my institution or across the country. I've also employed a leadership coach that's been really helpful in processing what's happening at work or what's happening in life, and that's really helped me navigate different moments throughout my career.  Shatera Davis [00:07:35]: Hi. My name is Shaterra Davis. I use she/her pronouns. I'm the director of student affairs at Northeastern in Seattle. Move with kindness and empathy has been one. I think it would be too simple to say treat people as how you want to be treated. I think it's more intentional than that, and so anytime I move careers, anytime that I support students, I always think about what would I have needed when I was a student, what did I get when I was a student, my why when I came into student affairs in higher education, and then giving myself grace and showing myself true kindness and empathy in those moments where it's tough is something that I just try to live by and move forward anytime, like, in my career and in my personal life. Andy Wiegert [00:08:17]: I'm Andy Wiegert, director of graduate student affairs, arts and sciences, Washington University in Saint Louis. Yeah, it's a good question. I think actually coming from a different industry before I came to higher ed, I've been in higher ed now for about 11 or 12 years. I was really used to a more hierarchical structure that had very clear trajectories, and I've really had to lean in to just living in the moment and sort of being present at what I'm doing now and just trusting that as I build a network that my own development will just happen in kind. Scott Peska [00:08:52]: Hi Scott Peska, Waubonsee Community College, Assistant Provost of Student Services. I think that the best part is trying to find ways to be resilient and one of the things that I learned early on was to always do things a little differently. So don't take the same route to work every day. Try to find new ways to just ensure that you're comfortable with change. And so we get into, like, a lot of ruts as human beings. And so we kinda get in the same patterns of behaviors. The more that we can kinda find ways to change it up so Tuesday, that's my secret. Tuesday is my day to do something different every week. It's a way to try to promote being flexible and that has helped me to process and be prepared for uncertainty when it comes up. Dilna Cama [00:09:31]: Dilna Cama. I am a director within student life at the Ohio State University, and I am part of the off campus and commuter knowledge community. So in terms of strategies that I've employed to embrace uncertainty during my career, Definitely keeping eye on what the final end goal is. It can be very difficult if you use COVID as a perfect example. It can be easy to get lost in the day to day barriers and challenges, but really making sure to keep focused on that end goal and be laser focused on that has really been helpful in my professional journey. Sabina Kapoor [00:10:08]: My name is Sabina Kapoor, and I'm currently a a full time doctoral student with Capella University. I spent over 20 years in higher education as a staff within student affairs, student success, and academic affairs. So as I've progressed in my career, I've focused more on staff so that they can better serve students. I wanna go in deep with that, so that's why I'm pursuing the doctorate in IO Psychology because I wanna look at the relationship between the organization and the employee. There was a I guess you could you know, how we have midlife crisis. I had a kind of midlife crisis in my career, and so it was like I hit a ceiling and just really couldn't go further. So I had been wanting to pursue my PhD, and I knew that that would help me go further. So that's what I did. And so I've been on that journey now for a few years. It's been rough, but I just keep thinking of the end goal. And also, in this time, while I'm not working full time, but I'm still staying connected in higher ed in different ways. So I'm a member of NASPA, and so a member as a student, so I'm paying out of pocket and it's a little cheaper than being a full time staff. I'm also a member of Coupa, which is basically HR in in university and colleges, and, membership is cheap to free, I think. And so it's pretty I I think as a doctoral student, I have a membership for free. And so the thing is that I'm trying to keep connections and stay involved in organizations so that I know what, you know, basically what national trends are, what are best practices, especially since the pandemic. That really changed a lot of how we view things. Carlie Weaver [00:11:48]: Hello. I am Carlie Weaver with Rose Hulman Institute of Technology. I'm a programs coordinator for the student activities in Union office. To have a very flexible mindset and being open to change and being able to be flexible when things change at the last minute. Roxanne Wright Watson [00:12:08]: Hi. My name is Roxanne Wright Watson. I'm from Lehigh Carbon Community College in Pennsylvania, and I'm happy to be here. So So I think most importantly for me, I am student centered. So in my career, I'm always wanting to do new things with my students in my in the classroom, faculty. So I wanna do new things in the classroom to help my students in more than just academically, but more so to help them in the world in their whole life in general. So I think that's an important thing, an important factor there for me. Carla Ortega Santori [00:12:48]: My name is Carla Ortega Santori. I work at Rice University. I am the strategic initiatives manager at the Door Institute For New Leaders at Rice University, and my job is really about helping students elevate their leadership capacity and to also elevate the capacity of all campuses to do really great leader developments in education. So I would say that most of my jobs have been really ambiguous, like, they start off as something, then they turn into this other great thing. I guess I've always been more comfortable with ambiguity and uncertainty, so I guess knowing that it's not something permanent helps to sort of adapt and thinking of different avenues to accomplish one thing is also helpful when when you think about accomplishing a goal. Rachael Amaro [00:13:42]: I'm Rachel Amaro. I'm the admissions and academic advisor for the Department of Educational Leadership within the College of Education at Cal State Fullerton. I think that one of the main things has been reminding myself that I am one person and knowing what is in my control and what is not in my control. I think that's really hard in the profession in general. I think we all mostly are helpers, centered and ready for what my students need. And so I think that I can be re centered and ready for what my students need. And so I think that it's really helped me have an understanding of what it is I want to give to what I do and what I wanna get from what I do. I think that, again, the big takeaway for most people these days is what do I value about my time that's mine? And I think that I try to sort of encourage new staff members that I work with in this because I think a lot of them come in, again, wanting to go go go, which is great, but I also have to remind them, like, hey, like, you know, you have vacation days for a reason if you need it. And I feel like that's just something that's been really helpful to me to feel a little more like I have some balance to myself, and then it lends it to the work that I do. Christine Wilson [00:16:23]: I'm Christine Wilson. I am in student affairs at UCLA. I have two roles. 1 is as the executive director for academic partnerships and the other is the program director for our masters in student affairs program. There's been a tremendous amount of uncertainty because of the pandemic, but I think everyone has uncertainty in their career because you don't know what's next or how that's gonna happen. And my strategy has been to embrace uncertainty because if you don't, you'll be unhappy and to take opportunities that come up in order to grow and learn more about how the university works, not just student affairs, but how everything works together. And through taking on things I've been asked to do, I've sometimes been incredibly busy, but it has helped me be much more effective because I have worked in so many different areas of student affairs just temporarily leading a unit or being involved in a task force. Olivia Ruggieri [00:17:21]: Hi there. My name is Olivia Ruggieri. I'm the associate director of administration operations for Northeastern University Seattle campus. I grew up in Pennsylvania, went to 2013, but I've been working for the university since 2018. I would say just tapping into the network of professionals around me, having other folks review my work, and if I'm nervous about something, making sure that I'm not the only person, like, putting that message out into the world. And a lot of that came into place in during COVID 19 where we to be really clear with our messaging. Of course, there's a lot of uncertainty, and we wanted to make sure that our students got the right information the first time. Because things were changing so rapidly, we couldn't risk, like, confusion in the day to Christle Foster [00:18:11]: day. Hi. My name is Christle Foster, and I'm from Chesapeake College located on the Eastern Shore of Maryland in Wymeals. Working during the pandemic was definitely some uncertainty, especially when we had to switch from being face to face to online. And in my role as an executive director of Trio Programs, it was especially difficult to recruit students online because many of them became disengaged. So definitely, that helped me to learn how to be adaptive as well as how to be responsive to change because that was a lot of change very quickly. We got notice, like, a couple of days that we were shutting down and I had to switch gears and help my staff switch gears in that time of uncertainty. Nathalie Waite Brown [00:18:49]: My name is Nathalie Waite Brown. I am the assistant dean of students and director for graduate student life at Stevens Institute of Technology located in Hoboken, New Jersey. I think what I've used that it's been the most successful is pause and then practice. Being able to take a a moment just to stop and think about what isn't working and what I want to work, and then putting those things into practice, and that may mean reconnecting with my mentor. It may mean taking a class. It may be connecting with students, but really just taking a moment to pause and reflect to be able to move forward and put what I need into practice. Dae'lyn Do [00:19:27]: My name is Dae'lyn Do. I use sheher pronouns, and I am the associate director for the Women in Science and Engineering Residence program at the University of Michigan, and I am coming into the position of the WISA KC co chair. For me, personally, I feel like relying on my people to get me through kind of the when I have questions about things or come across challenges, I just reach out to my colleagues or my mentors and help process through things. I think all of us have to work together in this field to really rely on each other to try to get through those challenges together and utilize each other's experiences and knowledge and just keep sharing that with each other. Natalie DeRosa [00:20:09]: So my name is Natalie DeRosa, and I'm from Lehigh Carbon Community College in Schnecksville, Pennsylvania. So I'll start by saying that I'm a young professional. I think the key is to keep calm, and I'm still learning, and that's why I'm here. That's why I'm at NASPA, is to learn how to do that and do it gracefully. Dan Volchek [00:20:38]: Dan Volchek, assistant dean of student success at Harvard Griffin Grad School of Arts and Sciences. In embracing uncertainty, I've looked at what other schools do and read publications about that and that has helped me manage the uncertainty that I faced during my career of which have been a number of pieces. But the biggest thing I think the strategy I've used is networking with people, utilizing my connections in NASPA to help me get through the uncertainty that I faced in my career and my professional journey. Vaughn Calhoun [00:21:12]: Vaughn Calhoun, Seton Hall University, hehim. Yeah. I think for me, really, it's just pausing and making sure that you can understand the the context of of what's happened to the best of your abilities and knowing that things can change, and they probably will change, but also knowing that you can only control the controllable. And for me, it's attitude and effort. And it's one thing I always share with my staff is we can control what we can control. Those things we can't control, we shouldn't spend too much time thinking about it and just do what we can. Darlene Robinson [00:21:43]: My name is Darlene Robinson. I'm the RISE gen 1 director for Seton Hall University. Some of the strategies that I've employed to embrace uncertainty during my career is more so looking inward, sitting with certain questions, ideas, and things that I, as a person, would like to have in a career, and just figuring out how that how what I have and what I need can impact those around me and best service students or coworkers that I come in contact with, and asking questions of those people as well to know what it is that they need and how I can provide it. Miguel Angel Hernandez [00:22:21]: Hello. My name is Miguel Angel Hernandez. I am the associate vice president and dean of students at San Francisco State University. I think one of the things that I do related to strategies is really ground myself and center myself in the idea and concept that a greater power is at work, that nothing whatever situation comes. I think the second piece that's important about that that brings me a lot of confidence is that I don't have to navigate uncertainty alone. Here at NASPA is a reminder that we are a part of an amazing professional association. Through relationship and thinking with partners and coming up with strategies or responses to the critical issues that are facing our profession today, I do believe that we are able to emerge better than we were yesterday. And so when I think about uncertainty, what brings me comfort is that I am only a text message, phone call, social media post away from an amazing network of thought partners, and that has guided me and continues to guide me. I think in terms of how this has positively impacted my professional journey is that it allows me not to feel like I have to know everything or be over prepared or have every aspect of a job description or an invitation under my belt because again, we are not in this alone. Together, we thrive. David Chao [00:23:47]: Hello. My name is David Chow. My pronouns are hehim. I serve as the director of IT for student affairs at the University of Pittsburgh, and I'm also the chair of the technology knowledge community. I think I spent a lot of time trying to plan ahead and anticipate. I think planning, while you can't plan for everything, it can certainly help and to help minimize variability whenever possible. It's just helped to mitigate that. But it's not always easy. And, unfortunately, as we just came off the pandemic, there are times when we just don't have a plan and we have to go with it, but I think planning in general still builds up a habit that is helpful even in times of uncertainty. Melinda Stoops [00:24:20]: Hi. I am Melinda Stoops. I serve as the associate vice president for student health and wellness at Boston College. In looking at my career in student affairs, which has been over 20 years at this point, there have certainly been many points of uncertainty. And even though I've employed different strategies at different points in times and in different situations, I really think the one constant point for me has really been connecting with others and opening up, even if just to one person, about something I'm dealing with where I feel uncertain. There's nothing better than having someone listen to you and support you, and I so much value my network both within student affairs and outside of student affairs. And I feel like regardless of the situation, that's always been something really helpful for me is to feel like someone's there supporting me even if they don't have the answers per se, but that I just have someone who is in my corner and cheering me on. And sometimes they provide great guidance as well. Derek Grubb [00:25:20]: Derek Grubb, Dean of Enrollment Management for Red Rocks Community College in Colorado. Biggest strategy I really just employ is strength in the knowledge of others. I've always believed building a team that has unique strengths, can lean on each other, and so you're able to be more agile and reflecting and promoting those strengths in each person. Matt Imboden [00:25:41]: My name is Matt Imboden. I use the hehim pronouns. I serve as the chief student services officer in the School of Business at Wake Forest University in North Carolina. And, for the past few years, I've also been chairing the administrators and graduate and professional student services knowledge community for NASPA. So I think I've found that during times of uncertainty, it's taken me a few knee scrapes along the way. But I think I've learned that at that time is kinda when your motivating values are kinda the clearest, and they sort of help to clarify things for you, renew your focus. And so during times of uncertainty or stress or strain, as I kinda come back to the things that one, got me engaged in the work I do in the 1st place. I mean, that, like, truly motivate you without kinda being distracted by all the tasks and initiatives and ideas that tend to pile up, but kind of focus on our students, what excites us about working for and with them, but then also increasingly to try to be a good leader for other staff and faculty colleagues to make a difference at our institutions. Evette Castillo Clark [00:26:39]: Evette Castillo Clark, vice president for student life and dean of students at Lewis and Clark College, Portland, Oregon. I employ a strategy of being an iterative thinker. So sometimes what that means is working with your team, working with your staff to pilot things or think through things and outcomes or problems to a solution, throw it on the wall, see if it works, and it's okay if there's mistakes or if it's okay if it didn't work. You regroup, and you think through and toy through the uncertainty and the problem again. So I think one of the soft skills that it is really becoming the skills is really being flexible with your thinking, being understanding that sometimes that first go around, it's not gonna work, but you retool and you regroup and you go at it again, and you might actually have to convene different stakeholders to actually help you with the problem to address the uncertainty again. Madeline Frisk [00:27:33]: Hello. My name is Madeline Frisk. I work at Portland State University. I'm the coordinator of student government relations and advisor to Greek life. So I work with our student government, all of the committees and groups within that, as well as 4 strong and mighty small Greek life groups as well. I would say being a retired navy brat, navigating uncertainty was kinda a part of the career, we'll say. Navigating, moving every 3 years, I got pretty used to adapting, being the new kid, and I think that served me well now in the student affairs profession with all the ups and downs we can navigate with our career. Gene Zdziarski [00:28:08]: This is Gene Zdziarski. I'm vice president for student affairs at DePaul University. I think the biggest thing when there's times of uncertainty and questioning is you try to do your homework, you try to learn more about the situation, and I think what I found to be most helpful is utilizing my professional network, reaching out to my colleagues in the profession, getting their perspective, hearing what they've thought. This is clearly one of the places that, at least for me, NASPA has served as my professional home, and the people that I interact are really that support network that I use throughout my career to help guide me and make decisions not only about what's happening on my campus and how to better serve students, but also, how I might look at next steps or where my professional journey is going to go. Lyza Liriano [00:28:54]: Hello. My name is Lyza Liriano. I currently serve as an area coordinator at DePaul University in Housing and Residence Life. Originally, I am from Brooklyn, New York. I think that as there has been a lot of uncertainty within higher ed, especially post pandemic, I remember being a grad student not knowing if the program would continue in terms of my grad assistantship in housing and being very nervous about, is this the career that I wanna go to, even though it was something that I really love. I think what I started doing then and what I continue to do now is really just tapping in on my network, and really just having those people that I can go to to provide me with hope. So a lot of my old directors, old supervisors, and assistant directors have been really just a sounding board for me, providing words of encouragement and really just also finding people outside of higher education that I can just lean on when I need someone to talk work with that don't necessarily know what I'm talking about when I'm talking about work. Jackie Cetera [00:29:54]: Jackie Cetera. I use sheher pronouns, and I serve as the director of residential education at Bucknell University in Pennsylvania. I would say that mentoring has been really impactful for me. Having different mentors throughout my career to help me through whatever my day to day or just life throws my way has really helped me. For individuals to provide the time and the space to talk through situations has really had a positive impact on me and has gotten me heavily Lisa Landreman [00:30:36]: My name is Lisa Landreman. I'm the vice president for student affairs at Willamette University in Salem, Oregon. So I would say how I've prepared myself and established for uncertainty, maintaining flexibility and humility, I think I would start with and making sure that I'm able to be calm, cool, collected, that I am taking care of my own well-being. It starts there. And so having good balance, having good support, having my network in place for when things get hard. So when I'm can be centered and prepared, I'm better able to handle the uncertainty and the anxiousness and the crisis that comes. I think it has helped me be a stronger leader when I can model calmness and that I am not rattled with the ebb and flow of whether it's the world or our campus or student issues. I think being well read and well versed in issues in the field, so professional conferences, professional connections, institutes, networks has really helped me stay grounded in new ideas, creative solutions, best practice, collaboration. Lisa Landreman [00:31:42]: And so I feel like I have kept my toolkit and my skills honed. You know, that isn't just I get my master's degree and get my PhD and I'm done. That it is I am constantly looking for where do I need to learn more and who could I learn it from or where could I learn that. So I feel like even if I don't know something in the moment, I know who I could connect with, where to go, who might have it, what resource do I need to brush up on. I think both those personal qualities of being okay with me and then being well versed, but then also knowing that it's okay that we don't know in the instant how to respond, that to take a moment to find the answer, to listen to solutions. Also, I would say hiring a really strong team around me and then modeling for them to be that we are a learning organization, so so that we're gonna learn together, that we create opportunities in our weekly meetings or in our retreats and things, that we are I am modeling that kind of learning. We read articles together. We present to one another that we share learnings on a regular basis. And so that has served me to both cultivate stronger professionals in my organization, also motivation and enthusiasm about learning new things, and also just it has allowed us to be a team in these uncertain times. Right? That we can work together, that we might make some mistakes along the way, but we can quickly recover because we're a learning organization. Jackie Yun [00:33:03]: Hi. I'm Jackie Yun. I take the she series, and I serve as the executive director of the Harvard Griffin GSAS Student Center. I think that sometimes with uncertainty comes opportunity, and so some of the pivots in my career have actually turned out to be excellent silver linings and opportunities to specialize or to pivot, go to a different type of institution, work with different type of student, and so I've tried to see those as opportunities to learn. I think creating a learning mindset and just seeing everything as an opportunity to expand what we know keeps it interesting too. Leanna Fenneberg [00:33:37]: Hello. This is Leanna Feneberg. I'm the incoming chief student affairs officer at Duquesne University. I have had the experience of positions being eliminated and having to start a national job search and relocate with my family. And while those have been troubling times, I see them as wonderful opportunities to reflect on who I am and what I value and what I want in my next position and have always appreciated when one door closes, another one opens and seeing the opportunities that lie ahead. Jake Murphy [00:34:10]: Jake Murphy, I'm the director of prospective students services at OSU Institute of Technology, and I am over all recruitment and retention efforts at the university. So probably the biggest thing that I have put in place has been growth mindset. That's been a big one to be able to make sure that I am doing the best that I can and make sure that my team is in top form but also making sure that they look towards their professional goals because it is for recruitment, it's a stepping stone for a lot of people. Larry Pakowski [00:34:39]: Larry Pakolski. I'm the vice president for student engagement, inclusion, and success at Aims Community College in Greeley, Colorado. I think the biggest thing is looking at kind of what students need and and their voice in the equation, and then letting that be the north star, like students first always. And then we get into the budget and what's possible and how soon can we do that by really kind of keeping that north star of students first. Jillaine Zenkelberger [00:35:02]: Hi. I'm Dr. Jillaine Zenkelberger. I am the program coordinator over at Graduate Student Life at the University of Notre Dame. My professional career has been, even though somewhat short still has been kinda all over the place. I started as a social worker in foster care and now I'm here in grad services and I think uncertainty is just for me I utilize my uncertainty in my career path. I try to frame it as a benefit because I have a really diverse background with social work in my background, psychology, and really utilizing these skills to serve the community that I'm in now which is grad students. Also, my own journey as a grad student has really affected the way I work and how I interact with my students. Kristen Merchant [00:35:48]: Hi, everyone. I'm Kristen Merchant. I am from Rose Hulman Institute of Technology. I am the associate director of the Union and Student Activities Office there and also the director of our lead programs. Some strategies that I have employed to embrace uncertainty is I always like to come to everything with a plan. I always say plan for anything that could possibly happen, but then also being flexible enough to pivot for my Friends fans and be able to kind of adjust to the various situations. Joe Lizza [00:36:18]: My name is Dr. Joe Lizza. I'm the director of the Chamberlain Student Center and Campus Activities at Rowan University in New Jersey. I think early on, I tried to kinda shape some of the work that I do in really in my interests. So I really find stuff that I have true interest and then try to kinda shape that position or shape that professional development opportunity to kinda really be 100% fully engaged. And I've also always been open to opportunity even when it maybe there was uncertainty. So in the idea of not knowing what possibly I might do or my next step, I always kind of rose to the idea that, hey, let me try this new opportunity out. What's the worst that could happen? And it's ultimately kinda worked out for me. Joshua Allred [00:37:03]: My name is Joshua Allred. I work at Louisiana State University in the College of Agriculture as their manager of student services. I think when I think about uncertainty, I try to find in any job that I apply for or when I choose to stay where I'm at. Most recently, it's all been about the people that I work with. And so if I have strong leadership and I feel really comfortable with that leadership, that uncertainty feels a little bit more easy to navigate because I feel a lot of strength in that leadership. Kelley O'Neal [00:37:30]: Hello. Kelley O'Neal. I am at Texas A&M University, and I am the executive director of the Marylin Kent Burns Student Success Center. So one of the things I continue to do is try to be innovative and think what's next? What more can I do to support students and support student success? I don't wanna come in and do the same programs over and over again. I want to do my best to collaborate, whether it's with my partners in academic affairs or my partners in student affairs. But whenever uncertainty comes, then that says, how do I make sure that students are successful? Because in uncertainty, they wanna make sure that what you're doing is supporting student success. So that's what I do. Kelley O'Neal [00:38:19]: I would say recently, the strategies that I've employed is really falling to networking and mentorship. In early career, I don't think I valued those two pieces as much as I do in my later stages of my career, and finding mentors that can help me shape my career trajectory for the last part of my career, and taking advantage of things like the Institute For Aspiring VP's here at NASPA, as well as other maybe smaller regional conferences and conferences within the graduate school community to help create that next plan for my career, but definitely mentoring and networking. Katie Caponera [00:39:03]: I'm Katie Caponera, director of student life at Harvard Divinity School. I think the biggest approach to approaching uncertainty has just been to remain open to new ideas and new possibilities and never get too attached or set into what's traditional or what's always this is how we've always done it. That can be a challenge at a place that is as old and has as much history as Harvard and one of its affiliates, But being one of the smaller schools at Harvard, we've we have the ability to try some new approaches and some new directions with a little bit more fluidity given that we're kind of in the corner and small, but just not not being precious about how things have been done in the past, but really engaging, you know, what ideas the students are bringing to us because they're the best indicators of what they need on campus. Kathy Dilks [00:39:58]: My name is Kathy Dilks, and I am the director of graduate student and post doctoral affairs at the Icahn School of Medicine, the Graduate School of Biomedical Sciences. I think the strategy that I always employ is staying connected with my colleagues and being open and honest with my peers. I rely on the people around me to help me navigate certain waters and certain uncertainties, and I rely on other people to help me gain valuable insight. Julie Payne Kirchmeier [00:40:30]: Julie Payne Kirchmeier, vice president for student success for the University of Indiana University. It's not really a system. It's a multi campus university, but we can say Indiana University System if that's easier for folks to kind of place the role. When I think about strategies employed to embrace uncertainty, you know, this may sound a little bit trite, maybe not. I just constantly important because, you know, there are elements of ethics and integrity that are woven into the how, but there are multiple ways to get there. And so when it feels uncertain or it feels strange, if I can go back to what it is at my core or as an organization, the mission or the purpose, I think it really helps to ground you and then you can move forward through that uncertainty. Dr. Jill Creighton [00:41:17]: This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show continues to be possible because you choose to listen to us. We are so grateful for your subscriptions and your downloads and your engagement with the content. If you'd like to reach the show, please email us at sa voices at naspa.org or find me on LinkedIn by searching for doctor Jill L. Creighton. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a 5 star rating on Apple Podcasts or wherever you're listening now. It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. Dr. Jill Creighton [00:41:58]: This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by doctor Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Catch you next time.

What is frailty? Kate Callahan relates a clear metaphor on today's podcast.  A frail person is like an origami boat: fine in still water, but can't withstand a breeze, or waves.  Fundamentally, frailty is about vulnerability to stress. In 2021 we talked with Linda Fried about phenotypic frailty.  Today we talk with Kate Callahan, Ariela Orkaby, & Dae Kim about deficit accumulation frailty.  What is the difference, you ask?  George Kushel probably explained it best in graphical terms (in JAGS), using the iconic golden gate bridge as a metaphor (Eric and I get to see the bridge daily driving or biking in to work). Phoenotypic frailty is like the main orange towers and thick orange support cables that run between towers.  Damage to those critical functions and the bridge can collapse.  Deficit accumulation frailty is like the hundreds of smaller vertical cables that connect the thick orange support cables to the bridge itself. Miss a few and you might be OK.  But miss a bunch and things fall apart.  Resilience is the ability of the bridge to withstand stress, like bridge traffic,  wind, waves, and the occasional earthquake (hey it's California!). Frailty research has come a long way.  We're now at a point where frailty can be measured automatically, or electronically, as we put in the title.  Kate created an eFrailty tool that measures frailty based on the electronic health record (EHR) data.  Ariela created a VA frailty index based on the EHR of veterans.  And Dae created an index using Medicare Claims.  Today we're beginning to discuss not just how to measure, but how to use these electronic frailty indexes to improve care of patients. We should not get too hung up on battles over frailty.  As Kate writes in her JAGS editorial, “If geriatricians wage internecine battles over how to measure frailty, we risk squandering the opportunity to elevate frailty to the level of a vital sign. Learning from the past, a lack of consensus on metrics impeded the mainstream adoption of valuable functional assessments, including gait speed.” To that end, modeled after ePrognosis, Dae and Ariela have launched a new tool for clinicians that includes multiple frailty measures, with guidance on how to use them and in what settings.  It's called eFrailty, check it out now! Did I cheat and play the guitar part for Sting's Fragile at ⅔ speed then speed it up?  Maybe…but hey, I still only have 2 usable fingers on my left hand, give me a break! -@AlexSmithMD    Additional Links: eFrailty website is: efrailty.hsl.harvard.edu (efrailty.org is fine). Dae's Frailty indexesCGA-based frailty index web calculator for clinical use: https://www.bidmc.org/research/research-by-department/medicine/gerontology/calculator The Medicare claims-based frailty index program for research: https://dataverse.harvard.edu/dataverse/cfi/ Ariela's VA-FI:Original VA frailty index: https://academic.oup.com/biomedgerontology/article/74/8/1257/5126804 ICD-10 version https://academic.oup.com/biomedgerontology/article/76/7/1318/6164923 Link to the code for investigators (included in the appendix): https://github.com/bostoninformatics/va_frailty_index  As an FYI for those in VA the code is readily available through the Centralized Interactive Phenomics Resource (CIPHER) Recent validation against clinical measures of frailty: https://agsjournals.onlinelibrary.wiley.com/doi/10.1111/jgs.18540 Kate's eFrailty Index https://doi.org/10.1093/gerona/glz017 our original eFI paper https://doi.org/10.1111/jgs.17027 &  https://doi.org/10.1001/jamanetworkopen.2023.41915 on eFI and surgery https://doi.org/10.1111/jgs.17510 editorial in JAGS  

Get ready to be inspired by today's episode, where you'll hear the remarkable story of Dae'vontay Latimer. Despite facing numerous hardships and setbacks, he has overcome them with the help of God's divine intervention. Through his experiences, he has learned to appreciate the value of faith and resilience, and we can all gain valuable insights from his journey.Support the showContact Us: Email the show: experience@emerge.org Emerge.org facebook.com/EmergeCounselingMinistries Thank you for listening, sharing, and praying for our podcast!Support the ExEm podcast by clicking here:https://www.buzzsprout.com/882700/support

Today's Locked on Ole Miss podcast we talk about Jaxson Dart and the role he has played off the field displaying a magnetic personality in recruiting this 2024 football team.  We talk about his development in Year three under Lane Kiffin and what that may look like with a WR corps of Tre Harris, Jordan Watkins, Deion Smith and Juice Wells.  We talk about how this team he will be the face off and if it hits the success predicted for the Ole Miss Rebels in the CFB Playoff, Dart becomes the face of that as well.  The only thing close to what could converge is the Archie Manning mania.  Ole Miss fans should prepare for this to go off the chain. In the second segment of the show we talk about why Cayden Lee and Ayden Williams have a massive spring practice and they have the opportunity to really cement themselves to Lane Kiffin and Charlie Weis Jr as being trustworthy members of the WR corps that deserve playing time.George McDonald has a really talented room with Tre Harris, Jordan Watkins, Cayden Lee, Ayden Williams and the young guys…not to forget Caden Prieskorn and Dae'quan Wright to make this receiving corps the best in college football. In our final segment of the day we talk about the Southern Miss Golden Eagles picking this year to chirp at recent National Champion Ole Miss and Mississippi State and proceeding to lose to both of them. https://thegrovecollective.com/marchtovictory WANT MORE OLE MISS SPORTS CONTENT?  Join our Subtext communityhttps://joinsubtext.com/lockedonolemiss  Follow and Subscribe to the Podcast on these platforms: 

Dae'quan Wright joins the show and talks about what led him to Ole Miss Rebels from the Virginia Tech Hokies and what type of Tight End should the Ole Miss fans and Lane Kiffin expect.  We talk about Jaxson Dart and Austin Simmons and Walker Howard and Who people need to pay attention to on this Ole Miss Team. https://thegrovecollective.com/marchtovictory Show originally aired 3/7/24 WANT MORE OLE MISS SPORTS CONTENT?  Join our Subtext communityhttps://joinsubtext.com/lockedonolemiss  Follow and Subscribe to the Podcast on these platforms: 

Today's Locked on Ole Miss podcast we talk about the Tight End room and focus on how good of shape the Ole Miss Rebels and Lane Kiffin are in right now in that room starting with Caden Prieskorn after he took apart the "#1 Defense" in the Penn St Nittany Lions. They recruiting Dae'quan Wright from the Virginia Tech Hokies as a plus pass catcher with over 50 catches in two years at Virginia Tech. Then you have Jayvontay Conner, Hudson Wolfe and new signee Dillon Hipp to make that a favorable room for Jaxson Dart and Charlie Weis Jr. In the second segment of the show we talk about Matt Corral signing with the UFL and the Birmingham Stallions to play a little spring football. The former Carolina Panther draft pick will be an important cog in the fledgling spring league and it could be a spring board for getting back to the NFL. That wasn't it as Jordan Ta'amu is returning to the DC Defenders and DeMarquis Gates will join Corral in Birmingham. In our final segment of the day we talk about Baseball Opening Day arriving with the Ole Miss Baseball team playing the Hawaii Rainbow Warriors in a four game set this weekend in Honolulu. First pitch will be at about 10:30 CT and it will be broadcast on ESPN+. Either way it is good that baseball has arrived and we can all kick off our spring. WANT MORE OLE MISS SPORTS CONTENT? Join our Subtext communityhttps://joinsubtext.com/lockedonolemiss  Follow and Subscribe to the Podcast on these platforms:

Today's Locked on Ole Miss podcast we talk about the Tight End room and focus on how good of shape the Ole Miss Rebels and Lane Kiffin are in right now in that room starting with Caden Prieskorn after he took apart the "#1 Defense" in the Penn St Nittany Lions. They recruiting Dae'quan Wright from the Virginia Tech Hokies as a plus pass catcher with over 50 catches in two years at Virginia Tech. Then you have Jayvontay Conner, Hudson Wolfe and new signee Dillon Hipp to make that a favorable room for Jaxson Dart and Charlie Weis Jr.   In the second segment of the show we talk about Matt Corral signing with the UFL and the Birmingham Stallions to play a little spring football. The former Carolina Panther draft pick will be an important cog in the fledgling spring league and it could be a spring board for getting back to the NFL. That wasn't it as Jordan Ta'amu is returning to the DC Defenders and DeMarquis Gates will join Corral in Birmingham.   In our final segment of the day we talk about Baseball Opening Day arriving with the Ole Miss Baseball team playing the Hawaii Rainbow Warriors in a four game set this weekend in Honolulu. First pitch will be at about 10:30 CT and it will be broadcast on ESPN+. Either way it is good that baseball has arrived and we can all kick off our spring.   WANT MORE OLE MISS SPORTS CONTENT?   Join our Subtext community https://joinsubtext.com/lockedonolemiss     Follow and Subscribe to the Podcast on these platforms:

In a recent episode of the Dads With Daughters podcast, host Dr. Christopher Lewis delved into an insightful conversation with guest Dai Manuel, focusing on the unique challenges of fatherhood, maintaining resilience in relationships, and embracing whole-life fitness as a means of self-improvement. As the father of two daughters and an advocate for holistic well-being, Dai Manuel shared his experiences as an "on-demand dad" and discussed the emotional journey of transitioning into the empty nest phase. In this blog post, we'll explore the valuable insights and practical advice shared by Dai Manuel on navigating fatherhood, fostering resilient relationships, and pursuing holistic fitness for a fulfilling life. Fatherhood and the Empty Nest Phase Dai Manuel candidly shared his experiences of fatherhood, particularly as his daughters have grown up and moved out of the family home, leaving him and his wife as empty nesters. As a father, he discussed the emotional challenges of letting go and acknowledging the everlasting nature of parenting, even as children grow older and become independent. He highlighted the importance of recognizing the evolving role of a parent and the continuous support needed by children, even into adulthood. Resilience in Relationships The conversation also delved into the impact of empty nesting on the relationship dynamics between parents. Dai Manuel emphasized the need for intentional, consistent, and persistent efforts to build resilience in relationships, especially during the transition to empty nesting. He shared insights on the importance of using specific language and establishing a dedicated weekly date night as effective tools for strengthening the bond between partners. Dai's recommendations of relationship books such as "The 5 Love Languages," "The Four Agreements," and "Conscious Loving" serve as valuable resources for maintaining healthy and resilient relationships. Navigating Parental Concerns and Relationships Dai Manuel reflected on the challenges of navigating parental concerns, particularly in his youngest daughter's relationship. Drawing from his experience in men's coaching and relationship work, Dai shared a meaningful conversation he had with his daughter about recognizing toxic behaviors in her relationship. He emphasized the significance of stepping in as a father to help children perceive situations that they may not fully understand. Additionally, he recommended the book "The Way of the Superior Man" and highlighted insights from it, which played a pivotal role in his conversation with his daughter. Embracing Vulnerability and Whole Life Fitness Dai spoke about the impact of vulnerability in fostering deep connections with his daughters and in his relationships. This vulnerability extends beyond parenting and into his brand new podcast, "The 2% Solution," which focuses on whole-life fitness. He emphasized the significance of engaging in physical, emotional, spiritual, relationship, and financial fitness as essential components of a fulfilling life. The podcast aims to provide actionable strategies that can be implemented in as little as 30 minutes a day, focusing on areas such as releasing trauma, clarifying values, and using fitness as a catalyst for overall well-being. Taking Action for Holistic Well-Being Dai Manuel's encouragement for incorporating a nutrient-dense green smoothie and 30 minutes of brisk walking into daily routines is a practical example of taking action for holistic well-being. He emphasized the positive impacts on sleep, stress management, food choices, physical changes, and metabolism, urging listeners to embrace these simple habits for positive transformation. In summary, Dai Manuel's insights offered a wealth of wisdom on navigating the empty nest phase, fostering resilient relationships, embracing vulnerability, and pursuing holistic fitness. His commitment to supporting fathers and individuals in their pursuit of well-being serves as an inspiration for all. As we navigate the complexities of parenthood and seek personal growth, Dai's advice and experiences serve as a guiding light for creating meaningful connections, building resilience, and embracing holistic well-being through intentional actions. Download Dai's Green Smoothies here Learn more about Dai here In the spirit of continuous improvement, the Dads With Daughters podcast extends an invitation to join the Fatherhood Insider and the Dads with Daughters Facebook community for ongoing support, resources, and connection with fellow dads. If you've enjoyed today's episode of the Dads With Daughters podcast, we invite you to check out the Fatherhood Insider. The Fatherhood Insider is the essential resource for any dad that wants to be the best dad that he can be. We know that no child comes with an instruction manual, and most are figuring it out as they go along. The Fatherhood Insider is full of valuable resources and information that will up your game on fatherhood. Through our extensive course library, interactive forum, step-by-step roadmaps, and more you will engage and learn with experts but more importantly with dads like you. So check it out today! TRANSCRIPT Dr. Christopher Lewis [00:00:05]: Welcome to Dads With Daughters. In this show, we spotlight dads, resources, and more to help you be the best dad you can be. Dr. Christopher Lewis [00:00:16]: Welcome back to the Dads with Daughters podcast, where we bring you guests to be active participants in your daughters' lives, raising them to be strong, independent women. I am really excited to have you back again this week, every week. I love being able to sit down with you and talk to you about the journey that you're on, share some of my own experiences, and really delve into the things that are challenging you and bringing people to talk to you about the journey that they have had the And things that they can offer to help your journey be even smoother than it may have already been. Every father comes to fatherhood in different ways. There's no one right way to father. We've talked about that numerous times in numerous episodes, Dog. And it's so true because the way that you fathered, the way that I fathered, is going to be just a little bit different. But that doesn't mean that we can't learn from one another. Dr. Christopher Lewis [00:01:07]: That doesn't mean that we can't be vulnerable with one another and talk about our challenges because there will be challenges. It's not always going to be the Roses. It's not always going to be easy, but if you surround yourself with people who will help you, we'll lift you up. That is only going to help you be a stronger father and be there, more engaged, and a better parent in the end for your kids. Every week, I love being able to bring you different guests, different men, different people who have lots of different experiences that they can share with you. This week, I am really excited to be able to bring back the Repeat guest, Di Manuel, who is with us today. Di is a repeat guest. As I said, he was first with us on May 18th, 2020. Dr. Christopher Lewis [00:01:58]: It's been two and a half years. Been quite a while. Things have changed in Dai's life, and we're gonna talk about some of those changes that have happened. We're Doc. We're also gonna be talking about some of the things that he's doing right now to support dads and people to be able to really change their mindset, Dog. Think about not only fitness, wellness, and more but really changing your mindset to moving yourself in the right direction toward whole body fitness. And when I say fitness, it's not just about exercise, so we're gonna talk about that too. Di, thanks so much for being here today. Dai Manuel [00:02:31]: Chris, man, I gosh. The Last time we chatted was, like, a new lockdown. It was. Crazy, right, to think about wow, dude. This is awesome. I mean, it's, no, but it's funny, right, because we're connected online. Right? Like, I see you show up in my feed regularly. I see each other commenting in different groups. Dai Manuel [00:02:49]: So I feel like We've been there all the time. You know? So it's, but it's nice to be here in this formal, wow, return guest. I mean, I'm just honored to be back again. I'm like, wow. Do I have something extra to talk about? I'm sure gonna try. Dr. Christopher Lewis [00:03:03]: Well, as I said, things have changed since the last time we talked. And the last time we talked, your kids were you had one that was graduating. You had another that was still in high school and getting ready to keep going on in high Doc. Since then, they've both been out of the house. They're both doing their thing. They're adulting in their own ways, and now they have grown and flown. And I guess I wanted to talk a little bit about that and some of the new reality for you and your spouse and to talk about some of the things that you've had to do as your kids have moved out of the house to now be able to still be a be their dad, But maybe in a little bit different way. Dai Manuel [00:03:47]: DOD, the acronym. I'm a dad on demand. Alright? Docs. It's quite literally. You know, when I think about it now, my kids, are quick to ask for help when they need it, But that's about it. Otherwise, they're exerting their independence every which way they can. And you know what? Right on. Because I mean, I remember when I was 18 and moving away from home. Dai Manuel [00:04:10]: I moved all the way across the country. You know? At 18, I graduated high school, and I was okay. Peace out. I'm gone. Dog. And I literally went from Toronto, you know, like, on Ontario all the way to Vancouver, which is the furthest I could go on the West Coast. And so I remember the excitement, the exhilaration, but also the fear, right, associated with all that. Now, with my daughters, they're both still in the province, which is awesome. Dai Manuel [00:04:32]: So they're within distance. My one daughter, you know, literally an hour away. My other daughter is about 6 hours away. So I don't see them as much as I'd like to. Of course. That transition from them leaving home, That move-out day, because we moved them. We did. We moved both of them into the universities, one on campus, the other one renting a room and shared home. Dai Manuel [00:04:53]: And just the act of moving them and then driving away. It was really hard. I didn't realize how challenging it was gonna be. I mean, I remember my mom just bawling your eyes out that day that I was leaving to get on the plane to move to Vancouver. Right? Like, I remember just losing it and being like, What's up, Mom? What's wrong with you? You know? Like, don't worry about it. It's not like I'm dying here. I'm just I'm just moving. I get it now. Dai Manuel [00:05:19]: I get it. And, obviously, I didn't bawl like my mom did, but I shed some tears. There was this feeling of a clap and just being all choked up. And that's just the, I guess, part of life. Right? We all process it a little bit differently. It was much harder on my wife, full disclosure. It was definitely more challenging for her, especially when our 2nd daughter moved away because now it was, like, the 20 years of having kids around to no kids around. And what should be the 1st to say that I'm kind of a big kid? Dai Manuel [00:05:44]: But, anyway, I at least clean up after myself. But it's been just an interesting last few months. We're in a great place now. We talk to the kids regularly. We always have a Sunday night Zoom call, all of us on the call. We do message. We have a very active WhatsApp Family feed that we're constantly sharing. We also have a family feed on Instagram for us to share some of the funny posts that we're consuming. Dai Manuel [00:06:04]: And so there's lots of regular the contact still, but it's not that face to face like I was used to. So all that being said, it's just, I hate the cliche, but I'm gonna say it anyways. You know? Such as life, and it just goes on. Right? So but, yeah, that's that's more or less, you know, the update over the last few months because it's it's been interesting. The One Dr. Christopher Lewis [00:06:22]: of the things that I guess that I wanna follow up on and ask you about there is the fact that you and your wife are now empty nesters, the We're gonna say Right. You're out of the house, and it's just the 2 of you now. And that is a transition for many as you have gone from a dynamic of the 1st 4, then 3, and now just the 2 of you. How has that changed your relationships, and what have you had to do? To be able to fill that gap and maybe even reconnect in some ways now that the kids are not there. Dai Manuel [00:06:56]: Great question, Chris, because I also know that this is well, let's be honest. This is a big issue for a lot of couples. You know? When the kids move out of the house, I mean I, and I hate to say this, but we all sorta know what the underlying Reality is here. And a lot of times, parents stay together until the kids leave the home. I remember my parents, they did that for the longest as they could, but they eventually got to a place where it's like, no. Dog. My dad's mental health, my mom's mental health, they needed to split. But I know that it went on for years, trying to keep the family unit together. Even though the relationship between the parents, you know, was not something to emulate. Dai Manuel [00:07:32]: You know? Like, you could tell there are issues. So this whole piece around relationships and that dynamic constantly variable relationship, this romantic relationship, you know, between my wife and I, I have to be well, then I'm gonna share with you. You know, there's 1 thing that's helped us navigate this really well. And what I mean by that is it's the resiliency to deal with stress. That's what we're all looking to improve In every aspect of life, right, like resiliency, you can make yourself more resilient, being consistent and persistent enough To build up certain tolerances, if you will, or buffers. Right? And what I mean by that is, obviously, if you do some of that exercise and work out fairly regularly, You're gonna be on the far end of healthy. Right? So if you get sick or an injury, you're gonna shift back a little bit, but you might go from being uber-healthy to healthy. So you have a bit more buffer where, you know, some people might be struggling to be healthy. Dai Manuel [00:08:23]: They get a major injury or sickness. Woah. They go to unhealth very quickly. And so it's, again, building up resilience in all these different ways. And when it comes to our relationship, there's one thing that I think's given us a lot of resilience as a couple. And I think we might have shared about this before, but Chris, I use a certain type of language. Anybody who sees my social or hears me talking about my wife, I always say we've been dating for x amount of years. Like, I've been dating my wife now going on 23 years. Dai Manuel [00:08:50]: I am very selective with that language. I'm intentional with that language. Because my wife today, Chris, is very different than the woman I met almost 23 years ago. But if I didn't intentionally, with a lot of diligence and patience, but also a wanting to constantly reconnect. Rediscover all those aspects that are shifting in us if I didn't do that, obviously, that idea of growing apart. Is a reality, but we wanted to grow together, not apart. And for that, we had a dedicated date night that was nonnegotiable. Dai Manuel [00:09:27]: Both of our calendars every week, Saturday night, 5 to 11. Boom. Nonnegotiable. Like, we have friends that call us, and they'll be like, oh, no. It's Saturday night. We can only ask Diane Christie if we ask them as a couple. You know? It's not like one or the other. Dog. Dai Manuel [00:09:42]: But this has been really a godsend for us. You know? Like this dedicated evening every week, doesn't matter how busy life is, the How much chaos is going on around us or for us or into us. Right? We know we have this little oasis to look forward to where we have that intentional energy shared with each of us, between us. And so that has been one thing that has really helped us with the resiliency in our relationship. There are other things as well. For, I recommend people read the 5 love Languages and the four agreements, two great books that I highly recommend, and there's also a book called Conscious Loving. Those are three key relationship books I recommend to anybody and everybody who listens to me, and quite frank, you don't need any other relationship books. If you had those 3, you've got everything covered. Dai Manuel [00:10:26]: The Okay? But that's really it. That piece that's allowed us to sort of sustain that part of us, you know, as a couple. And since the kids have left, It's been even more important to honor that weekly date, if you know what I mean, because it is interesting because it was just so many opportunities for us to do things during the week When the kids are around. When the kids weren't there, all of a sudden, it's like saying yes to, you know, she might come home late after work, or I might do an impromptu workout with a buddy or Go for a bike ride. Like, before, we would have had this time to come together and meet and start preparing dinner, etcetera, and that's not happening as regularly now. And so intentional date night is even more important now than it was when we had kids, which is interesting. And I know some people are thinking, oh, that's Different, but, no, it's true. It really is true. Dai Manuel [00:11:08]: Because I can see how couples grow apart when the kids go away. I really do see that. So we're doing our darndest not to let that happen. Dr. Christopher Lewis [00:11:15]: You talked originally about the kids and how you are letting them fly and that they are they're dads on-demand type of aspect. Dog. Talk to me about what you've had to do to let go because for many men, for many fathers, you want to still be a part of their lives, and you want to stay engaged, but as you said, dad on demand, and you have to give them that space to be able to do the things that they need to do to adult, to learn, to grow, but that's not always easy. So talk to me about what you've had to do to be able to get into that mindset or get yourself in that place where you can let go. Dai Manuel [00:12:00]: Wow. That's a great question. That's a really, really great question. And, you know, I'm like, geez. I wish I could've listened episode that gave me this information before. You know? So with us, actually, I'll bring it back a step for a second. The Wonder, how do I present? Well, I'm just gonna say it as it is. You know? Whatever. Dai Manuel [00:12:19]: I'll let that it'll come out in the wash. My daughter's both dating. Okay? They both had some boyfriends boyfriend. My eldest daughter just went through her 1st big breakup, so she's sort of in that state of being single again and figuring out what that looks like, but she's been in a long-term relationship for over three years with the same guy and great guy. We, like, became part of our family quite literally. And so us as his parents, Obviously, we could be very naive and think, wow. I thought they'd be together forever. You know, it's like she's barely 21. Dai Manuel [00:12:50]: Right? Forget about it. But There was that feeling of wanting to protect them emotionally and psychologically, being there to console them, to protect And guard them against any negative. But that was something that we had to try, and it's been easier for me than my wife. The Okay. She's had a hard time with this because we both have an idea of how she can handle things better. How can you handle the breakup a little bit better? What's the intention? Where are you going after this breakup? Like, really just asking some very specific questions that are challenging, but to also help her be more reflective, But also learn from this experience because that's the thing with kids. And, I mean, we can all probably attest to this. We've been in the exactly same place where it's like Done. Dai Manuel [00:13:34]: Moving on. Right? And it's like, well, listen. The only way we prevent patterns from happening again and again is you have to recognize there is a pattern or Set some intentions before a pattern is created. And so we found that wanting to have these conversations with our girls is very, very present for my wife and I, and we've had to stop trying to force those conversations. That has been one of the hardest things for us is to just let go and let them live their lives. Let them make mistakes because we see them making them. You don't believe me. Do you see what I'm making? I'm like, dude. Dai Manuel [00:14:08]: I've done that one, like, 10 times. You just listened to me. Maybe I could have saved you some Doesn't matter. They wanna do their thing, and it's been the hardest thing, man. Like, honestly, I struggle with it a lot. But a little case in point: As parents, I don't think we can ever 100% let go. We can. At least, I don't believe I can. Dai Manuel [00:14:25]: I think that would be impossible because I'm until the Day I die, they're still gonna be my little girls. You know? Like, I could be a 100-year-old. They could be, like, in their seventies, and they're still my little girls. Right? Like, whatever. I'm still gonna parent, though. And here's the thing. My youngest daughter has been in a relationship for a couple of years. The Guy's a really nice guy. Dai Manuel [00:14:45]: He's stand-up-ish, but he is young. Maturity isn't quite there yet because, I mean, they're both under 20. Right? Like, they're they're just young. But we've recognized that there's been some signs of toxicity in the relationship. Certain tendencies in communication, Dog. The way they talk to one another, the way that they communicate through text or TikTok or whatever they're talking through. Right? Like, There are just certain aspects that aren't respectful. And in fact, because of our knowledge and experience, you know, like, I work with a lot of men and I do men's coaching, etcetera, etcetera. Dai Manuel [00:15:18]: I've also done a lot of work for the last 15 years on myself when it comes to relationships. So I'm much more in tune and mindful of what I'm observing. And people are probably familiar with the four apocalypses. Right? The writers of, and I'm not talking about the biblical sense, but I'm talking about the relationship killers, You know, like stonewalling, right, or gaslighting. And there are certain habits that are killers when it comes to relationships, And that growth that we can actually experience being in a healthy relationship, you know, and we sort of, and it's often based around fear and insecurities and just not knowing a healthier way the doing things. We've started to recognize in our daughters some of these tendencies, whether they're on the receiving end or sometimes they're on the dishing end. And I had this great conversation with my youngest daughter where I don't normally meddle in relationship conversations. Okay, Chris? I don't. Dai Manuel [00:16:09]: I don't talk about that. I'm very surface when it comes to talking about relationships, and because I just know that that's something that they gotta work through, but also, being that they're girls, They relate better with my wife when talking about relationships. My wife is great with that. She likes dealing with that. So I know I'm sort of, like, the backup pinched hitter when needed. Okay? And I was needed. Coach put me in because we could tell that there was something very wrong, and there was a pattern that we wanted to deal with and address. I sat down with her. Dai Manuel [00:16:37]: You know, both of us are sitting there, but I just started to explain some of the things I was observing in her boyfriend, But also things I was observing in her, how they started to compromise on some of their values. Some of the things that they were attracted to initially are now becoming so biased to one way, meaning very controlling type of things, wanting to know where they're at because they're also in a distance relationship right now. So some of these added pressures have now been added in, and so we brought this up with her and educated her, but also empowered her with some language around this. And this is the win. A week later, she came back and said, I had a conversation with them, and it went amazing. We're both working on it. Like, just to see them take that, which was really sensitive, especially Giving them some relationship advice, right, or coaching or mentorship, but seeing her receive it and then actually go and try to apply it. It was like A very proud moment for me when I got them to pat me on the back. Dai Manuel [00:17:30]: I was like, yeah. It went. But even my wife, after the fact, she's like, you know what? That was exactly what she needed to hear. I don't get involved in those conversations very often, but when I do, I'm very specific in what I'm observing and try to share it in a way that's not antagonistic, more reflective, and more inquisitory. Right? Like, I'm here to ask more questions to help her come to that discovery. And so everything that I'm sharing right now, hopefully, is just giving people ideas of ways to maybe navigate some of the harder conversations because this is really when we start talking about vulnerability, right, and that ability to utilize vulnerability as a skill to deepen connection and understanding and relatability. So, yeah, that's really it right there. But I mean, I don't know if that answered your question fully, but I touched on it from both sides of the fence. Dr. Christopher Lewis [00:18:15]: I think that so often, dads would not step into those conversations because you wanna give them that space. You want them to learn and grow. You want them to sometimes fail, but I love what you said there that there are times when you need to step in, and you need to show leadership, and you need to be able to help your child to be able to see things that may be right in front of them, But that they can't see. Dai Manuel [00:18:43]: Exactly. Spot on. And to be fair, I also the There's a book I recommend to a lot of men, and you could be a father or not a father. It doesn't matter. This book will be relevant, but it's called The Way of the Superior Man by David Dita. And just so you know, I know when I brought that book home the 1st time, my wife's like, what a chauvinistic book. She just looked at the title, and it does. It sounds extremely chauvinistic, But it is not what you think. Dai Manuel [00:19:07]: The way the superior man is really about this idea of what it means to be a great man or how to continuously evolve into a better version of oneself. But this speaks from a man representing a man's standpoint in their viewpoint. Great book. And so I had just reread that. So There were also some insights that I gleaned from that that I remembered from a couple of the chapters that was literally I could put it side by side what my daughter was the in her relationship. It was like the exact example shared in the book. So that also helped me with articulating, but also painting the picture. Sure. Dai Manuel [00:19:40]: But also Chris is the big one. And to echo exactly what you said, this idea about vulnerability and being able to step in, I shared some of my own past experiences where either I was on the receiving end or on the giving end and explaining how it made me feel and how it affected my relationships in the negative. So, being able to share that intimate knowledge with my daughter was also a piece that I could see just in her eyes when we were sharing that. It was just like it registered. Like, it was like, okay. I get it. This isn't like it's just a problem that I'm dealing with. This is a problem that everybody deals with. Dai Manuel [00:20:11]: Even my dad dealt with it. And I think one thing I've had to take The heart is I've been very selective about some of the past stories I share with my kids. You know? Like, until I did my TEDx talk a couple of years ago On vulnerability, but actually speaking about my challenges with alcohol for a good 15 years of my life, my daughters had no idea about that, and a lot of the things I shared in that talk. And I remember the day I gave that talk to them as a dry run-in one of my rehearsals the week before I actually went on the stage to do it. And remember their tears welling up and crying from a place of love, understanding, and respect. And, that was the best hug I ever had. In fact, the delivery of my TEDx Duck was far better than the one I did on the stage. But, again, it's all about this idea of sort of tapping into some of these emotions and learning how to better articulate them. Dai Manuel [00:20:58]: It is not easy at all. Full disclosure: it's hard, but it's also extremely worth it. And so I'd want to encourage and invite people to start doing it. Don't worry. You can't Chew this up. Okay? You can. Just the fact that your kids see you trying, wow, it will be inspiring, and it will bring you closer together with your kids. Dr. Christopher Lewis [00:21:15]: Speaking of that TEDx talk, it makes me wanna transition and talk a little bit about your brand new podcast because you did just the Share that TEDx Talk on your podcast, The 2% Solution. And I guess, first and foremost, I mean, you've been out there for quite some time. Dog. You know, you've shared videos and, you know, you've done a lot on fitness and working with men and women, just people that want to live healthier lifestyles. And Now you've brought what you have been sharing from an exercise end, wholesale cyclical Doc. To the point of now talking about what you're calling the 2% solution. Talk to me about that. What is your goal with this podcast? Why now? And why is it important to get this message out? Dai Manuel [00:22:02]: Thanks, Chris. Well, first of all, my book that was published a while ago is now Doc. It was called the Whole Life Fitness Manifesto, and it was a resource that allows people to better understand how to get started with creating more whole-life health and well-being for themselves. And what I mean by whole-life fitness is that fitness is an action. It's an activity that will help move the needle forward in certain areas, in particular, health areas. Right? Like, we wanna see blood pressure decrease well. Start walking 5 times a week for 30 minutes a day, you know, drink some extra water, and increase your fiber intake. Wow. Dai Manuel [00:22:36]: Look. All of a sudden, those markers start to improve. So we can quantify things quite nicely, But we can also qualify based on how we feel once we've achieved the result. But this is more than just physical fitness. We can talk about emotional fitness. We can talk about spiritual fitness, Relationship fitness, and financial fitness. Right? This really implies the activities we're doing to see those areas get stronger, Healthier, and more resilient because it does imply intentional actions to see the results through. But a lot of us get confused. Dai Manuel [00:23:08]: What's the best action to start with? How often do I do it? The How do I do it? Why the hell do I even rather do this? You know, like, there there's all these big questions that sometimes we just skimp over. We don't give the the necessary Dime or attention to really get clear with ourselves on what's the path in front of us. A lot of the time, we just feel like we're bushwhacking. We got a big machete, and we're just trying to get our way through it as best we can, but it is not a very efficient way to travel. You're gonna get really tired, and you probably will give up because it's not very fun. The Whole Life Fitness Manifesto teaches people how to leverage 2% of every 24 hours. That's where the 2% solution comes in. 2% of every, 24 hours is almost almost 30 minutes a day. Dai Manuel [00:23:49]: So it's really 30 minutes. I just tell people 30 minutes. I'm rounding up a little bit, but it's 30 minutes a day of intentional activities to see your physical body, your mental and emotional body, as well as that spiritual body. And all these parts of you gain resiliency. Get healthier. The 2% Solution podcast is just an extension of that where I'm now talking to different guest Docs on different subjects and sharing some great actionable tips and strategies that can be applied in as little as 30 minutes a day. To see improvement in the area that those subject matter experts are speaking to. Also, on every Monday, I've got a Monday motivation, super short. The Episode is always less than 7 minutes, which sets you up mindset-wise for the week ahead. Dai Manuel [00:24:34]: And then Fridays, I have Fit Tip Fridays which sets some healthy intentions for the weekend. Because I know Mondays and Fridays are important days to get the mindset right. Monday for the week that we're about to experience, the Friday because usually, the weekends are when people let themselves go. It's a weekend, which is a break from the week. You know? It's like my vacation from the week, and that's often where I find my clients would let their guard down, their intentions down, and awfully undo, unfortunately, a lot of what they did during the week. And then they start the week over again, feeling like they're right back at 0 again. And it's like, oh, no. Let's. I'm gonna help you with this. Dai Manuel [00:25:09]: And so those 2 short episodes on Monday and Friday are really to get the mindset in the right place And give you actionable tips and tricks and strategies to take in the weekend. So it's 3 episodes a week. And why? Because I want to the Fire, motivate, and educate people, and I am always gonna strive to do it in a fun way. And what better avenue than a podcast? So that's Really It. Dr. Christopher Lewis [00:25:29]: So you've put out a number of different episodes already, many of which have been the chapters of your book in talking about some of the things that you should be thinking about. Dog. And you've gotten to almost pretty much the end of the book in regards to those episodes. So what's next, and what is coming next the As you go down the path, you talked about the Monday Friday, but you're gonna have that midweek episode too. But what's the plan for the future? Dai Manuel [00:25:56]: Well, there are a few different aspects. I've recognized that this is really my own frustration. So out of my own necessity, I felt this idea is every time I have a guest on, we co-create an action sheet, a 1-page actionable sheet That summarizes the key things shared in the episode but also gives some actionable steps to start to implement the Some of the things talked about, and all those activities will always be less than 30 minutes a day. These resources will be accessible in the 2% Collective, which is the community of the 2% solution, and it's free for people to join. And, because, again, I want people to have access to the information so they can do something to see life get better. Because life only gets better when you start doing things. Okay? You can sit there and try to manifest the best life in the world, and that's great. You might have a very positive mindset, but unfortunately, just thinking about things doesn't necessarily make things Happen. Dai Manuel [00:26:54]: So we need to think about it. We need to reflect on it. We set some intentions, but now we go forward and do something. And so that's really the premise of the Podcast is to inspire people to do the right things for the right reasons to produce the right results. And in that, I feel I'd live in my purpose. Like, really, that's what it boils down to. I feel very fulfilled putting this kind of content out. And so in the future, I've already got over 100 people that have applied to be a guest. Dai Manuel [00:27:18]: So I've got plenty of amazing experts in so many different areas. I just recently had a conversation with somebody about some of the best strategies to release trauma In a healthy, constructive way, as well as how to use fitness. I just talked to somebody about the 3 best questions to ask if you wanna get very clear on what your values are. So there are all these sorts of types of people that are gonna be coming on to share this wisdom. And so, yeah, I'm just excited to be the conduit to get people the right Stop. Dr. Christopher Lewis [00:27:44]: So let's talk action then. Right now someone, you know, so a person's listening, they're hearing this, they're saying, okay. I'm gonna check out this podcast, but today, I'm listening, and I wanna do something. I wanna do something to just start moving in the right direction. What's one thing that they can start doing today that'll start to kind of turn the tide in helping them to find that whole life fitness for themselves. Dai Manuel [00:28:10]: Well, there are two things I ask people to do a lot of the time. 22 little things. 1 involves fuel. The second one involves activity, and the 2 are not mutually exclusive, by the way. Okay? They tend to feed each other quite literally. But the first one is to start your day with a green smoothie. Just every day, have a green smoothie. People are like, well, what kind of green smoothie? What do I put in it? Don't worry. Dai Manuel [00:28:31]: I've got a free book on that. I've got a recipe book with 10 of my favorite green smoothie recipes. It's free. People can have it. I'll provide you with the link, Chris. You can share it in the show notes. So everybody's listening, you can get a copy of this. So there we go. Dai Manuel [00:28:44]: Get rid of that excuse. Right? I don't have the time. Yes. You do. Because here's the thing. It's starting your day with this injection of nutrient dense Food. And it's in a liquid form, so it's easier to consume. You can do it on the fly because I hear so many people; oh, I don't do breakfast because I'm just too busy. Dai Manuel [00:29:01]: Just, like, I can't. Mornings are too chaotic. Gotta get the kids to the school. I gotta do this, that. Yo. You need a good meal to start your day. A green smoothie is the best that I found, it works great for my lifestyle. I've been doing this for over 15 years. Dai Manuel [00:29:15]: This is how I start my day every day, and it's awesome. And I tell people, do it for two weeks and tell me it doesn't make your difference. So that's the challenge. Throwing down the gauntlet right now. Okay? Do it for 2 weeks. Now, 2nd to that, if you wanna really get even more out of this 2-week commitment, I invite people to walk for 30 minutes every day Outside at a brisk pace. I mean, it's not just some sort of saunter. Right? Like, you're you're going with the intention of elevating the heart rate a bit, Doc. Dai Manuel [00:29:42]: So you feel like you're actually working. And so just 30 minutes, and I always say listen to a podcast like Chris', you know, or some the piece of information. So you're at least injecting something positive into your mind while you're doing your walking. I know it's technically 3 activities, but it's really just 2, but 2 are as one. So that would be it, and I invite people. Just do that for 2 weeks. And I know they're probably thinking, well, I mean, I don't have to work out at the gym. I don't have to, like, you know, measure my food. Dai Manuel [00:30:06]: Like, the Hell no. Okay. Like, it's about doing something that's realistically going to move the needle, but also, I want you to feel how simple it was to move that needle. I want people to experience a win that feels more effortless to attain. And this is believe me. After 2 weeks of doing this, you're gonna start to sleep better. You're gonna be managing your stress better. You're gonna be making better decisions around your food because you start your day with something healthy. Dai Manuel [00:30:31]: It gets the energy in a great place. When you're feeling great, you don't wanna stop feeling great. So you instinctively will start to choose different fuel sources just automatically because of how you're feeling. Also, because of the movement, you're gonna start to see physicality change. Your heart rate's gonna get better. You're gonna handle stress a little bit more effectively because you're actually releasing a bit of stress. You also start to boost your metabolism. So you start to have more metabolic health, meaning that you're using a lot more of those calories you put into your body as well for a healthy thing. Dai Manuel [00:31:03]: These are just some of the high-level stuff that you can expect within just as little as 2 weeks. And then after two weeks, oh, believe me. There are so many different things you can do, but that's a great place to start. Dr. Christopher Lewis [00:31:12]: Well, I appreciate that. I love that you threw down the gauntlet, and we'll definitely put a link in the notes today with your green smoothies and definitely, challenge Domino's. People to take you up on that challenge. Now if people wanna find out more about you, about your podcast, Where should they go? Dai Manuel [00:31:30]: On my website, Diamondwell.com or any social platform, Diamondwell. It's a nice thing about having a really Weird unique name. It's unencumbered everywhere. I'm the only one, but Dae is a Welsh name for David, dai. Manuel is Portuguese. It's m a n u e l. If you can spell it somewhat right, don't worry. You'll find me. Dai Manuel [00:31:50]: But as far as social, I'm most active on LinkedIn, Facebook, and Instagram. Those are my three primary platforms. The primary ones that I tend to hang out on the most are my website, where I have lots of content and free resources. Over 1500 articles I've published over the last ten years. We're all geared toward helping people optimize their happiness, fulfillment, and joy in life. And so I always say, hey. Good luck, but it is a bit of a rabbit hole. So, when you go down the rabbit hole, be prepared. You're gonna get lots of great information, but you might find you're losing some time. Dai Manuel [00:32:19]: And I've had people message me like, oh my gosh. I was in there to read 1 article, and I ended up being on there for 2 hours. So, like, I always say thank you. And then, 2nd, thank you. Anyways but thanks for asking, Chris. Dr. Christopher Lewis [00:32:30]: Although, I just wanna say thank you. Thank you for sharing your story today about you and your daughters, the challenges that have been happening at your own home, and how each of us can find fitness in our own lives in small, independent ways; I wish you all the best. Dai Manuel [00:32:46]: Chris, thank you, and it's an honor to be back. Thank you for having me back, but I can't wait To switch roles and have you as a guest on my podcast; I'm throwing down another gauntlet. Boom. So those that are listening, You make sure you follow up with Chris to make sure he's getting on my podcast too. Anyway, I can't wait to have you on to talk about being a father with daughters, but especially the organization that you've cofounded, Fathering Together, and some of the amazing things you're doing there because that is something that we all need to learn more about, and I can't wait to have you on. Dr. Christopher Lewis [00:33:18]: If you've enjoyed today's episode of the Dads with Daughters podcast, we invite you to check out the Fatherhood Insider. The Fatherhood Insider is the Dads With resource for any dad who wants to be the best dad that he can be. We know that no child comes with an instruction manual, and most dads are figuring it out as they go along. The And the Fatherhood Insider is full of resources and information that will up your game on fatherhood. Through our extensive course library, an interactive forum, step-by-step road maps, and more, You will engage and learn with experts, but more importantly, dads like you. So check it out atfatheringtogether.org. If you are a father of a daughter and have not yet joined the Dads with Daughters Facebook community, there's a link in the notes today. Dr. Christopher Lewis [00:34:04]: Dad's with Daughters is a program of fathering together. We look forward to having you back for another great guest next week, all geared to helping you raise strong, empowered daughters And be the best dad that you can be. Dr. Christopher Lewis [00:34:16]: We're all in the same boat, and it's full of tiny screaming passengers. We spend the time. We give the lessons. We make the meals. We buy them presents. Bring your A-Game because those kids are growing fast. The time goes by just like a dynamite blast calling astronauts and firemen, carpenters and musclemen. Get out and be the world to them. Be the best dad you can be. Be the best dad you can be.

The aftermath of Zen's creepy predatory behavior. Jae showed up for Eve! And wait a minute ... Dae, are you jealous? Today on the podcast, we're discussing episodes 69-71 of Eaternal Nocturnal by instantmiso! JOIN INSTANTMISO'S PATREON: patreon.com/instantmiso JOIN MY PATREON FOR EARLY ACCESS: patreon.com/girlwonder EATERNAL NOCTURNAL IN 33 MINUTES (Recap Podcast Episode): https://soundcloud.com/user-35260934/eaternal-nocturnal-in-33-minutes-the-ultimate-series-recap-deep-dive?si=9271d4aec2b846248232a49a41af6835&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing LATEST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/qa-with-instantmiso-creator-of-eaternal-nocturnal-sirens-lament?utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing MY FIRST INTERVIEW WITH INSTANTMISO: https://soundcloud.com/user-35260934/all-about-sirens-lament-with?si=e8138a59da224dc6b4a4013fa5fe7fb7&utm_source=clipboard&utm_medium=text&utm_campaign=social_sharing SHOP WEBTOON - SIREN'S LAMENT: https://shopwebtoon.com/collections/sirens-lament MUSIC CREDIT: Isabella LeVan https://www.instagram.com/isabellalevan https://open.spotify.com/artist/3mHmktHG4sbkGsCORnaNT3?si=Nx2DvyOGQyatxudvD3ik9Q Connect with Girl Wonder:  My Patreon: https://www.patreon.com/girlwonder My YouTube Channel: https://www.youtube.com/channel/UCTk-JbxxAnf5TKyeCchNRHA twitter.com/girlwonderpod instagram.com/girlwonderpodcast Email: girlwondersquad (at) gmail (dot) com Buy me a coffee: http://ko-fi.com/girlwonderpodcast

Subscribe NOW to The After Zarty https://tinyurl.com/ZVSBC & Ring Bell

Get OPTO's best content every day by subscribing to our FREE Newsletter: www.cmcmarkets.com/en/opto/newsletterToday, we are revisiting our interview with Dan Tapiero, co-founder, CEO, CIO and managing partner of 1RoundTable Partners & 10T Holdings, a growth equity fund that invests in private companies operating in the digital asset ecosystem (DAE).In this conversation, Dan explains why he thinks Bitcoin's market valuation might rise to $10 trillion from its current level, discussing the overall growth potential of cryptocurrencies, stablecoins, and NFTs. Dan also addresses the tokenisation of real-world assets and the role of central bank digital currencies, highlighting trends and themes where he sees opportunities in the future.Before founding 10T, Dan was the managing partner of DTAP Capital Advisors, a global macro investment fund he founded in 2003. He is also the co-founder of Gold Bullion International (GBI), a physical precious metals platform for the wealth management industry that also expanded into the crypto universe in 2014. Throughout his career, Dan has worked alongside investment greats, including Stan Druckenmiller (Duquesne Capital), Michael Steinhardt (Steinhardt Capital), Julian Robertson (Tiger Management), Steve Cohen (SAC Capital), and Lord Rothschild (RIT Capital). Enjoy!Links:https://1rtfund.com/https://www.10tfund.com/Want further Opto insights? Check out our daily newsletter: https://www.cmcmarkets.com/en-gb/opto/newsletter------------------Past performance is not a reliable indicator of future results.CMC Markets is an execution-only service provider. The material (whether or not it states any opinions) is for general information purposes only and does not take into account your personal circumstances or objectives. Nothing in this material is (or should be considered to be) financial, investment, or other advice on which reliance should be placed. No opinion given in the material constitutes a recommendation by CMC Markets or the author that any particular investment, security, transaction, or investment strategy is suitable for any specific person.The material has not been prepared in accordance with legal requirements designed to promote the independence of investment research. Although we are not specifically prevented from dealing before providing this material, we do not seek to take advantage of the material prior to its dissemination.CMC Markets does not endorse or offer opinions on the trading strategies used by the author. Their trading strategies do not guarantee any return and CMC Markets shall not be held responsible for any loss that you may incur, either directly or indirectly, arising from any investment based on any information contained herein for any loss that you may incur, either directly or indirectly, arising from any investment based on any information contained herein.

It's that time of year again! Time to sit down at the table with family and friends, dig into your potatoes, and blast the Mechanical Freak Thanksgiving Pageant Spectacular at max volume through your open-back headphones to drown out your family. This year, we are joined by two Justins to talk local politics, one Dae to discuss sports gambling, and one Carl to discuss daily life in occupied Palestine. We also have holiday cooking advice, music reviews, comically dated fan fiction, libertarian hijinks, and a time-machine to take us back to Thanksgiving Day, 1973!

This episode features "Resistant" written by Koji A. Dae. Published in the August 2023 issue of Clarkesworld Magazine and read by Kate Baker. The text version of this story can be found at: https://clarkesworldmagazine.com/dae_08_23 Support us on Patreon at https://www.patreon.com/join/clarkesworld?