Podcasts about Departure

Kaboly is still critical of the Pirates until they prove they are good. O'Neil Cruz faces a make or break season. Henry Davis's outlook. Kaboly's reaction to the expanded Steelers coaching staff. Kaboly is fighting through hamstring issues. What might Mike McCarthy's press conferences look like? David DeCastro joins to discuss what he's been up to lately, how he views the Steelers current OL, his thoughts on Joey Porter's comments about Ben, what Pouncey meant to the Steelers, what he remembers from his draft day, what the team will look like without Mike Tomlin. Results of the Pirates win total poll, the winner is 81-85.

David DeCastro joins to discuss what he's been up to lately, how he views the Steelers current OL, his thoughts on Joey Porter's comments about Ben, what Pouncey meant to the Steelers, what he remembers from his draft day, what the team will look like without Mike Tomlin.

Ep. 432 – Remember the Word of God The Supremacy of Christ Hebrews 13:7-9 In a world filled with spiritual noise, shifting doctrine, and persuasive voices, believers are called to remember, guard, and stand firm in the Word of God. Jesus repeatedly warned that false prophets and false christs would arise to deceive many (Matthew 7:15-16, Matthew 24:4-5, [Matthew 24:24). The apostles echoed that warning, urging the church to watch carefully, test everything, and hold fast to sound doctrine (Acts 20:29, Romans 16:17, 1 Timothy 6:20, 1 Thessalonians 5:21-22). How do we remain steady? 1️⃣ Belief in the Incarnation of Jesus True doctrine begins with the right confession of Christ. Jesus Christ has come in the flesh (1 John 4:2). He is the eternal Word who was with God and is God (John 1:1). To deny the Son is to deny the Father (1 John 2:22-23). Orthodox Christology is not optional — it is essential. 2️⃣ Genuine Regeneration Those who are truly born of God persevere in truth. “He who is in you is greater than he who is in the world” (1 John 4:4). True believers continue in what they heard from the beginning (1 John 2:24). Departure from apostolic truth reveals an unchanged heart (1 John 2:19). Saving faith produces spiritual discernment. 3️⃣ Information from God's Word Truth is not subjective — it is revealed. All Scripture is breathed out by God (2 Timothy 3:16). Men spoke from God as they were carried along by the Holy Spirit (2 Peter 1:21). The safeguard against deception is not charisma, emotion, or novelty — it is Scripture rightly understood and faithfully remembered. Join us as we study how to remain anchored in Christ by remembering and guarding the Word of God.

W roku 1921 walentynki we Wleniu nie miały nic wspólnego z miłością...Postaw mi kawę: https://buycoffee.to/zbrodniezapomnianeWspieranie kanału:https://patronite.pl/ZbrodnieZapomnianehttps://www.youtube.com/channel/UCZsXqcUbVi03jDKVS-a2Dlg/joinŹródła internetowe:https://www.doris-baumert.de/Dokumente/Kleppelsdorf_Schloss_Tragoedie_1921.htmSpołeczność:Grupa na fb: https://www.facebook.com/groups/1120954551591543Instagram: https://www.instagram.com/zbrodniezapomniane/kontakt:✉️ e-mail: zbrodniezapomniane@gmail.com

John Rippon served faithfully at his church for fifty years. His work helped establish one of the most important Baptist churches in history. Thanks to Daniel H. for reading this episode! Make sure to check out our Patreon!Support this podcast at — https://redcircle.com/revived-thoughts6762/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Jason Hull, the founder and CEO of Door Grow, and Sarah Hull, the COO, discuss the professional lessons learned from the departure of a long-term team member. They describe the experience as bittersweet, acknowledging the torn feeling between being happy for a departing employee who has a great new opportunity and not wanting to lose a valuable team member. You'll Learn (00:00) Bittersweet Departure: Empathy in Leadership  (01:03) Maddie's Journey and Role Development at Door Grow  (06:33) Security Through Documented Processes   (11:08) Confidence in the Door Grow Hiring System  (12:44) The "Super System" and Scalability  (15:56) The Value of Structure and Culture Quotables "I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team." "Having processes documented has always given me a sense of security." "The slowest path to growth is to do it alone. So let's grow together." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:02) Hello everybody, I'm Jason Hall. This is Sarah Hall, the founder and CEO and the COO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing, increase profits, simplify operations, and we run the leading property management mastermind in the industry with more video testimonials and reviews than any other coach or consultant in the industry. So let's get into the show. All right. So we got some news this past what week from my daughter. I need to get rid of that. OK. We got some news this past week from my daughter, Maddie, that she is leaving. DoorGrow, she got another job offer. And so my oldest daughter has been working for DoorGrow for five years now. Which is wild. And so I remember she called me up from college and she couldn't find a job there. And she later told me the last thing she wanted was to ask me for a job or to work for me at the time. I guess she was just humbled enough that she had to come to me and ask for a job because she's like nobody was hiring around her campus because it was just a college town. Everybody had taken all the jobs and so she asked if she could do some work for me and ⁓ she started doing some graphic design stuff and she was working on her marketing degree and ⁓ she ended up working for us and she's handled all sorts of things. My social media, DoorGrowth social media. graphic design stuff, video editing, podcast editing, ⁓ lots of stuff. Client support. And then we moved her into client success. And so then she was managing client success on our team, helping to retain clients and make sure they're supported. that's, yeah, so she's had quite the journey of growth here at DoorGrow. And she was really nervous to tell us that she was leaving. She was like very concerned about this. And I told her, it's okay, I just want you to be happy. So excited to see her move on to the next thing that she's gonna do. This is like her first job outside of DoorGrow, as far as I know. And so I'm excited for her. ⁓ So we were just thinking like, what are some lessons that we are getting from this experience? And ⁓ yeah, so we thought we'd talk about a few of those things. The first thing is that moment where you go, I'm losing a team member. And you're kind of torn and you're stuck in between, I'm so happy for them and I want this great opportunity for them and I want what's best for them. And also, man, I didn't want to lose them. That happens a lot. And I would say to anyone out there that has experienced something like that, we had a client. Jay Shaw that had an amazing person in his business and this person got their dream job opportunity and came to him and said, hey, I don't know what to do with this. And he did exactly what we said. You have to take it. If you want to take it, want you to take it. I want you to do what you think you need to do and what's going to make you happy and what's going to give you opportunity to learn and grow and challenge yourself and experience different things. Right. So I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team. Yeah. So that's what, you know, she's my daughter. So of course I want whatever's best for her. Um, one of the things that I realized, one of the things that I've always been particularly good at is identifying personalities. One of the things we wanted to recommend to all of you is that it's really important to understand your team members and their personality. Meaning, like getting to really know what their natural inclination is towards, not what they're skilled at, not what they're already trained at, but where would they naturally gravitate towards if they had had other opportunities. so Maddie's personality type, she's extroverted. naturally. I saw this in her growing up. ⁓ She's very much a feeler. She's ⁓ organized and ⁓ so yeah, so was very clear. Ladybug okay good. I think I on your foot So totally live. All right. So, ⁓ yeah. So what was I talking about? You were talking about ladybug finding, finding the right personality. ⁓ right. Okay. So Maddie and Myers-Briggs would be probably an ENFJ, right? ⁓ they're great at community. They're great at connecting with others. And she was going to school and eventually graduated while working at Door Girl. for like graphic design, marketing related stuff, advertising, and she thought, I'm gonna be a graphic designer. Well, I was like, Maddie, are, like, this is, you're naturally great with people. I'm thinking you should move into client success. We had a team member leave. She started taking over client success and doing the social media and graphic design stuff and things like that and podcast editing. And then, We knew we were gonna scale and so we said, and she knew and she said, well, if I have to pick one role or the other, I think I'll pick client success. And so it's awesome to be able to have that as a father, I think it's super important to understand your kids and to not try to push them into being what you are if you're an entrepreneur, not trying to push them into a certain job or career path in school, but to. move them towards what their natural personality would be inclined to succeed and win at that they would love to do. And so that's what I've done as much as I can with all of my kids. so Maddie, I thought, let's move her into client success for sure. And when we put her into that, eventually she chose that. She really recognized that she had a skill at that and she was really, really great at it. And that allowed her to grow and develop new skills besides just graphic design. ⁓ But yeah, she's learned a lot of different skills at DoorGro. She didn't know how to do video editing. She was very much into graphics and then she started editing our videos for us and figuring it out. And so over the years, she's just developed a whole bunch of skills. She's invaluable, super smart, learns lots of stuff. The other, I think, important lesson that is important, you talked about team members, when they leave and how you freak out. Well, we're not really freaking out. And why? Why are we not freaking out? we're sad to see her go. Sad, happy, bittersweet. A little bit of bittersweet feeling there. we're prepared for any and all of our team members at all times just in case anything happens. And that's one of the things is if they do decide to, for whatever reason, exit their role at your company. we have all of our processes already documented for each of our team members. So now that she's stepping out of that role, it's not like we're back here scrambling going, we have to hurry up and figure out how she's doing things and have her write it down and have her train somebody else and get everything out of her head. All of that already exists, which means that when we hire someone to step into that role, it will be infinitely easier for them because everything that Maddie is doing is already documented. What she does and the steps and the systems and the tools that she uses and how she's doing each thing, it's documented in our system. So that in case a team member or sometimes you have several leave at a time, didn't you have a guy that won the lottery and his whole team left? Somebody called me once. So they lost their whole team because they had an office betting pool with the lottery and they won and everybody quit their jobs. So now you have no team. Yeah. So yeah, very suddenly not likely to happen too often, but no, it is nice. as a, as an entrepreneur, as a founder, as a CEO, having processes documented, which we've had for years and years at door grow.   has always given me a sense of security. There's always a sense of anxiety if you don't have those documented that somebody could leave or somebody could be out or get pregnant or be injured or whatever. And move away. Yeah. Take care of a sick family member. Right. Things happen. Life happens. Humans are humans. And so the challenge is if you don't have these things documented and you want them fresh, you want them being used, you want them documented by the people that are actually using them. so Maddie's leaving, so she went and reviewed the processes. Most everything is documented. There were some, she was like, I think we're missing this thing that I've recently started doing, or this little thing needs to be updated a bit. And so she's making some final tweaks to update the processes. But it's every team member's job to keep updated and maintain their processes. So this is why it's very important to have a process system. that is intuitive and easy enough for everybody on the team to use it. And this is why we use what used to be called DoorGrow Flow. We use Flusos and ⁓ F-L-U-S-S-O-S. And it's kind of that in between, it's like flowchart software. It's visual, it's super intuitive and easy. Our team can drag and drop things and build out the process and then they can actually use that process and run it and like work through the workflow. And so it's kind of like a mashup between Lucidchart, Revisio, and Process Street, or Asana, or any sort of checklist system. And checklist systems are not enough. They're just not sufficient enough. They're not clear enough. And ⁓ they're too linear. And there's issues with those. And so we found that this is a superior upgrade from what we used before, which was like Process Street. So having that system that Sarah, who doesn't like tech very much, will go in there and loves using it and updating processes. Maddie can go in and update her own. Giselle and her team can go and tweak or change her process. anybody on the team, and I actually don't even log into it. I don't have to use it, which is the first process system. And we've had several that we've ever used where I don't have to live in it. I don't have to work in it. We've set it up so that if anything needs to be assigned to me, it goes to a role called Jason's assistant. And then the assistant comes to me and says, hey Jason, we need you to do this thing. And so I was able to get myself out from not just having to manage and control and make every process and get really nerdy and build logic and things to hide and show and to the point where I didn't even understand it a year later and then would have to, if it broke, I had to get into it and fix it or weird connections to Zapier and stuff like this. Yeah, it just makes it so much more intuitive.   drag and drop and that's been a game changer. So that's something else we realized through this process. It's like we're not really freaking out or concerned. You know, just a little sad Matty. So, all right. So ⁓ anything else? Well, speaking of things that are game changers, let's hear from our sponsor. ⁓ yeah. So today's sponsor is cover pest.   Cover Pest is the easy and seamless way to add on-demand pest control to your resident benefits package. Residents love the simplicity of submitting a service request and how affordable it is compared to traditional pest control options. Investors love knowing that their property is kept pest free. And property managers love getting their time back and making more revenue per door. Simply put, Cover Pest is the easiest way to handle pest control issues at all your properties.   To learn more and to get special DoorGro pricing, visit coverpest.com slash door grow. All right. So that's our sponsor. right. So other lessons or things that we're realizing. ⁓ One, another reason we don't have a bunch of anxiety is that if we ever need to replace a team member, we have an amazing hiring system. This is one of our proprietary pieces of IP that's been a game changer for ourselves.   and has allowed us to be able to take care of all of our clients and help them replace entire teams if necessary, help them get that key team member they need that's going to be the game changer to get them to the next level. And that's DoorGrow Hiring and our DoorGrow applicant tracking system. And so this has been a significant tool that we've used for lots of clients and for ourselves to build out our team. And so we confidently know, like we've got a system that's going to get us somebody that is a   good culture fit for us that shares our values, which means they won't steal from you. It means there'll be a personality fit for the role because we understand and have engineered the job descriptions for ourselves and for all of our clients so that it attracts or creates interest in the person that is the right personality fit for that particular role. And then skill fit. We have assessments and tools to figure out are they going to be able to   develop the skill or do they already have the skill so that we can make sure that we're getting the ultimate hire because one bad hire is easily a 10 grand minimum mistake and probably three months of your time wasted. So being shot in the foot trying to train them and then they leave or you have to fire them, right? So we're really good at BDMs, which is a big need of our clients. We're really good at operators, which is a big need for our clients.   so they can get out of the day-to-day operational control of the business and make sure the business is moving forward and build out what we call our super system, people planning a process. So these are some key things that make it not so big of a deal if we lose a team member. We're confident we can get them replaced pretty quickly. We can get them up to speed quickly because of our process and we're going to make a good hire. So, and we're able to get that system built out into our clients' businesses as well, which is   A game changer, if you listen to us and you start adding a whole bunch of doors, then that can cause a lot of constraints and issues in your business to come to the forefront. And if you have our super system hiring the process, planning all built in, planning is DoorGrow OS. If you have all these things built in, then your business becomes infinitely scalable and you're not going to get stuck. You can just continually keep growing and adding doors. So cool. ⁓   Any other lessons or things about Maddie? We could, I would say so many good things about Maddie. So I think one of the things too that it just kind of shows when you put the right person in the right role, the results that you get because clients always tell us, Maddie is so great. Maddie is so great. Wow, Maddie is so great at what she does. Wow, I just love Maddie. Yeah. So.   that tells us, we already know, but it tells us, hey, this was such a good fit for her. She truly enjoys this. She is great at helping people and she's thriving in a role like that. And I know that she will do great at anything that she decides to do. And I think that's one of the things that was so great is kind of watching that growth and development because when she came on,   in the very beginning, was part-time. She was going to school, so she was part-time, and she was dabbling in just little tiny pieces. And then she would do a little bit more, and the hours would increase, and she would take on a few more things, and hours would increase, and then she would take on a few more things. And her role truly developed, and that allowed her growth and development as well, which a lot of times, that's something that great team members are really looking for.   Yeah, in the beginning she was like, how do I get out of this job probably? then she was I think she told you, I only want to work with you for what, a year or something? Yeah, yeah. And then I think she kind of realized, hey, there's good culture, there's good environment here. And then eventually she was like, hey, I'm graduating school, I think I really want to work with you guys full time.   And so that was really nice. yeah. And I'm sure it's not easy working for your dad sometimes. don't know. So, ⁓ but yeah, it's been awesome having her. And it's been, I'm really going to miss being able to just tell everybody all the time. Cause I get to tell every potential client I talk to during the sales process, if I'm involved, I get to like brag on my daughter, my oldest daughter works for me and she's our head of client success. And I get to just be so proud of her. So.   Now I just get to talk and brag about my wife, ⁓ which I always do that as well. So you can't leave too. I gotta be able to brag about somebody. So, all right. I'll stay just so you Just because of that? Okay, all right, good. yeah. But Maddie's amazing, so whoever gets her, who knows, maybe she'll be back. I don't know, Maddie. I don't know, maybe. Maybe she'll be like, hey, know, other companies are just not as amazing as DoorGro. And I didn't realize how terrible most are out there.   and then maybe she'll be back, who knows? You know what will be very interesting is seeing a team member that we have get transferred into a different business just to see how things run because a lot of times that's something that people value a lot more than they even realize that they value is, hey, I really enjoy the support that I get here.   I really enjoy the culture that we have here and the type of environment that we have here. And I really enjoy how structured things are. even if it's your dream job, if the company just doesn't have things together and you step into a role and all of a sudden you go, wow, everything is on fire here. This is awful. It's sometimes very eye-opening to be able to hop into even something that you think   might be perfect. And I think that's one of the things that allows us to keep great people for a long time is really the structure that we provide and the way that we run our company. I would say that that is something that will be interesting to see. I'd like to do a little post interview with her and see how... She'll be like, it's been the best thing ever to not work   Because you know what ours is, right? So how is their onboarding process? How is their training process? How is their assimilation process? What is all of that like? Because when you, and vice versa, when you come from a place that had nothing together and all of a sudden you find a place and you go, wow, thank God they have all of this ready to go. It's already.   built, just feels very solid, feels very safe, it feels very put together and it's an environment in which team members are truly set up for success and to thrive in a role. that's something that I really believe processes as part of that. It's not fun, it's not sexy, I know that, but it's really something that is so important to have dialed in.   so that new team members coming in really feel like, I wasn't just thrown into the mix and told to figure it out. All right. Well, if Maddie sees this, Maddie, I love you, proud of you, and I'm going to miss being able to brag about you, but I'll still brag about you, but brag that you are working at DoorGro and are ahead of client success. So we've got some really big things coming up at DoorGro. We're really excited about the future. We've got a lot of   irons in the fire right now, some big things we're working on that I think are going to be a game changer for the industry. And we're really optimistic, really excited. And so stay tuned to see what we're up to. Anything else you want to add before we wrap up? All right. Well, ⁓ for those of you that ever feel stuck or stagnant, you want to take your property management company to the next level, reach out to us at doorgrow.com. We would love to help you.   For free training on how to get unlimited free leads, text the word leads to 512-648-4608. That's the word leads to 512-648-4608. Also join our free Facebook community just for property management business owners at doorgrootclub.com. And if you would like to get the best ideas in property management, join our newsletter at doorgroot.com slash subscribe. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We really appreciate it. Until next time, remember, the slowest path to growth is to do it alone. So let's grow together. Bye everyone. How do I end this? ⁓ there we go.

As the Eagles put together their new offensive staff, the Midday Show looks at how Nick Sirianni handled Jeff Stoutland's departure as the o-line coach.

This week the media flocks south for the next month for Minnesota Twins Spring Training so we checked in with Brandon Warne who covers the Minnesota Twins with his Locked On Twins and the Brandon Warne Show podcast - we asked him about what the future of the Minnesota Twins looks like after the departure of Derek Falvey from the front office, taking the temperature of Royce Lewis and more!

Katelin gives us all the goss from the European Cup Of Nations in Edinburgh, we discuss the breaking news from Chelmsford as Cliff announces he will step away at the end of the season... We discuss some new online stuff like The Locker Room Project and the BlueLineStats App PLUS, Calumn Perella-Fox is finally home - GoFundMe link below Calumn Perella-Fox GoFundMe And of course, all the games from the Britton Division! Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Time of Our Departure - The Hebrew 2nd Thessalonians Chap 1 by Shawn Ozbun

Mike Gill joins Birds 365 to break down the Eagles' complete offensive overhaul, how Jalen Hurts must adapt to the new scheme, and the massive impact of Jeff Stoutland's departure.Support this podcast at — https://redcircle.com/birds-365/donationsPrivacy & Opt-Out: https://redcircle.com/privacy

In this heartfelt and thought-provoking conversation, Exit Strategy host Stephanie Garry sits down with author and academic Dr. Willy Donaldson to explore his memoir Estimated Time of Departure. Donaldson shares his personal journey navigating conversations with his aging parents about their wishes, fears, and life stories — conversations many of us avoid until it's too […] The post At the Gate: Talking about Life's Estimated Time of Departure appeared first on Plaza Jewish Community Chapel.

Jimmy Watkins joined Baskin and Phelps on Wednesday as the Cleveland Cavaliers return home before the All-Star break. His thoughts on the Garland for Harden trade. Plus looking at the Cleveland Browns and how things shook out with Jim Schwartz, did it feel like they thought they would lose him after hiring Todd Munken?

Have the Browns had any urgency in hiring a new defensive coordinator since the 'messy divorce' with Jim Schwartz?

Full Fourth Hour of Baskin and Phelps on February 11, 2026

It's Valentine's Day and time for some romance as we discuss the 1964 French classic ‘The Umbrellas of Cherbourg'. We meet young lovers Genevieve and Guy whose romance is interrupted when Guy is drafted to serve in the Algerian War. Sung throughout, the beautifully film takes us through Departure, Absence and Return. Put your umbrella up, get the Valentine chocolates out and tune in!

Jonathan and Daryl Ruiter react to David Njoku's announcement that he will leave Cleveland and ask if the Browns will miss him.

In this episode of the The Knight Report podcast, hosts Mike Broadbent, Richie O'Leary, and Alec Crouthamel discuss Rutgers Football hiring South Dakota assistant Eric Finney as the program's new cornerbacks coach. Along with that, the guys also discuss Julian Campenni leaving the program for a new job in the NFL with the Los Angeles Chargers. 00:00 Coaching Changes at Rutgers Football 07:10 Analyzing Eric Finney's Hiring 09:24 Julian Campenni's Departure 16:40 Defensive Line Challenges 22:13 Transfer Portal Insights 27:56 Recruiting Strategies and Challenges 33:23 Upcoming Season Expectations Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Peter Harrington is a 43-year-old workaholic who is overweight, a smoker, and has high blood pressure. His business associates and wife keep telling him that he will drop dead one day if he doesn't completely change his lifestyle. One day, after another hectic day at work, he runs to the station to catch the 11:00 p.m. train home. As he sits in one of the compartments, time starts to drift past 11:00 p.m. with no train departure. Slowly, he starts to see that all those around him, railway employees and passengers, act strangely towards him as none are concerned about the late departure. Where is this train going and will he ever get home? Learn more about your ad choices. Visit megaphone.fm/adchoices

Peter Harrington is a 43-year-old workaholic who is overweight, a smoker, and has high blood pressure. His business associates and wife keep telling him that he will drop dead one day if he doesn't completely change his lifestyle. One day, after another hectic day at work, he runs to the station to catch the 11:00 p.m. train home. As he sits in one of the compartments, time starts to drift past 11:00 p.m. with no train departure. Slowly, he starts to see that all those around him, railway employees and passengers, act strangely towards him as none are concerned about the late departure. Where is this train going and will he ever get home? Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Captain Jeff, Captain Nick, Producer Liz, Alpha Juliet, Captain Steffen. Enjoy! APG 694 SHOW NOTES WITH LINKS AND PICS 00:00:00 Introduction 00:05:15 NEWS 00:05:31 Runway Incursion Event at SAT 00:13:49 NTSB Release Preliminary Report on Fatal Greg Biffle Aviation Incident 00:30:36 Another Air India Incident in a 787-8 – Fuel Control Switches 00:38:06 Atlanta Icelandic B744 Tail Strike on Departure, Flew Across Atlantic 00:52:40 Safety Group Calls for Boeing 787 Dreamliner Fleet Grounding 01:02:40 GETTING TO KNOW US 01:14:54 Plane Tale – RAF Form 414, Volume 37 01:35:22 FEEDBACK 01:35:31 Martin Kemp – NOTAMs Visible Enroute 01:38:13 Sam Bolog – Funyuns are Awesome 01:40:38 Les Yaw – Famous Folk Who Are Pilots 01:44:58 Mistress Aaliyah – Well, We All Thought Chem Trails Would NEVER Happen 01:54:05 WRAP UP Watch the video of our live stream recording! Go to our YouTube channel! Give us your review in iTunes! I’m “airlinepilotguy” on Facebook, and “airlinepilotguy” on Twitter. feedback@airlinepilotguy.com airlinepilotguy.com ATC audio from https://LiveATC.net Intro/outro Music, Coffee Fund theme music by Geoff Smith thegeoffsmith.com Dr. Steph’s intro music by Nevil Bounds Capt Nick’s intro music by Kevin from Norway (aka Kevski) Copyright © AirlinePilotGuy 2026, All Rights Reserved Airline Pilot Guy Show by Jeff Nielsen is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License

Episode 220 of The Adventure Podcast features endurance athlete and author, Peter Wright. Peter has undertaken some of the world's most challenging endurance events - completing the Marathon des Sables, the Jungle Ultra, the Western States 100, the Cape Wrath Ultra and rowing the Atlantic. But what's fascinating about Peter is that on the face of it, he's a pretty normal bloke with a full-time career, who made a series of seemingly ordinary decisions. In this episode, Matt speaks with Peter about how a comfortable, “mildly active” life gradually evolved into a decade of endurance challenges. He shares honest stories of failure, imposter syndrome, DNFs, and the mindset shifts that helped him keep going when quitting felt easier. They discuss balancing adventure with family life and a full-time career, the reality of preparing for a two-year project, and the emotional highs and lows of life at sea. At its core, this episode explores motivation, ageing, and fear of regret. And why adventure isn't necessarily about talent, but about turning up and committing to the long game.For extra insights from the worlds of adventure, exploration and the natural world, you can find The Adventure Podcast+ community on Substack. You can also follow along and join in on Instagram @‌theadventurepodcast.Chapter Breakdown00:00-03:00: Peter describes his early relationship with sport, comfort, and routine - and the quiet feeling that something needed to change.03:00-06:30: Moving to Jersey, being inspired by an active island culture, and setting the goal of running the London Marathon.06:30-10:00: Discovering ultra running through magazines, meeting influential runners, and saying yes to scarier challenges.10:00-14:00: A disastrous London Marathon; twisted ankle, lost gels and an emergency toilet stop.14:00-18:30: Preparing for the Sahara, imposter syndrome, conservative early pacing, and finishing stronger than expected.18:30-23:00: Why DNFs aren't the end, unfinished business, and returning to races to “wipe them from the record.”23:00-27:30: Juggling endurance challenges with life.27:30-31:30: Why ultrarunning is more inclusive than expected.31:30-34:30: Sunrises, hallucinations, emotional swings, and the mental landscapes of endurance events.34:30-36:30: A gruelling virtual challenge during Covid leads to an unexpected invitation: rowing the Atlantic.36:30-42:00: Family conversations, finances, sponsorship, learning to row, and two years of preparation.42:00-45:30: Departure day emotions, family goodbyes, and the relief of finally being at sea.45:30-52:30: Peter explains life at sea.52:30-55:30: Reaching Antigua.55:30-59:30: Writing a book, recent multi-day Iron-distance challenges, and redefining what's possible later in life.59:30-End: Peter reflects on motivation, fear of regret, and why showing up with a good attitude matters more than anything else.Support this show http://supporter.acast.com/the-adventure-podcast. Hosted on Acast. See acast.com/privacy for more information.

Co przytrafiło się Ruth Judd?Postaw mi kawę: https://buycoffee.to/zbrodniezapomnianeWspieranie kanału:https://patronite.pl/ZbrodnieZapomnianehttps://www.youtube.com/channel/UCZsXqcUbVi03jDKVS-a2Dlg/joinŹródła:Arizona_Daily_Star_1932_01_17Arizona_Daily_Star_1932_01_20Arizona_Daily_Star_1932_01_21Arizona_Daily_Star_1932_01_23Arizona_Daily_Star_1932_01_27Arizona_Daily_Star_1932_02_01Arizona_Daily_Star_1932_02_07Arizona_Daily_Star_1932_02_08Arizona_Daily_Star_1932_02_09Brooklyn_Eagle_1931_10_20Brooklyn_Eagle_1931_10_21Brooklyn_Eagle_1931_10_22Brooklyn_Eagle_1931_10_24Brooklyn_Eagle_1931_10_25Brooklyn_Eagle_1931_10_26Brooklyn_Eagle_1931_10_29Brooklyn_Eagle_1931_10_31Źródła internetowe:W przypiętym komentarzuSpołeczność:Grupa na fb: https://www.facebook.com/groups/1120954551591543Instagram: https://www.instagram.com/zbrodniezapomniane/kontakt:✉️ e-mail: zbrodniezapomniane@gmail.com

New details have been revealed in the tale of Scott Robertson's sudden departure from the All Blacks. NZ Herald Editor-at-Large Shayne Currie has delved into the story in an article called ‘From Twickenham flashpoint to ‘hit job' claims: The untold story and new details of Scott Robertson's All Blacks exit', with first-hand accounts and sources giving shape to the saga. Sources claimed as All Blacks coach, Robertson was unrecognisable to players he coached in Super Rugby, as he was always on edge and tense, and the fun stuff was gone. Neil McGregor is a Leadership and Organisational Culture Consultant from Human Synergistics NZ, and he joined Piney to discuss how common is it for someone who is very well credentialed for a job to struggle once they start that role. “There's an old saying, I think they call it the Peter Principle, where someone gets promoted to the level of incompetence,” he said. “I've always thought that was not quite right, I always thought that actually it's where people get promoted to the level of in-confidence.” LISTEN ABOVE See omnystudio.com/listener for privacy information.

The Midday team reacts to Jeff Stoutland's departure. Daryl Morey's post trade deadline press conference was played live. The Midday team reacts to what Morey said.

The Midday Team react to Jordan Mailata's thoughts on Jeff Stoutland's departure from the Eagles. Joe and Hugh talk about the impact that not having Stoutland will have on the offensive line.

From 'WIP Daily' (subscribe here): Jeff Stoutland surprised Eagles fans yesterday when he announced that he was stepping away from the team. Joe Giglio reacts to the news and thinks there are 5 questions the Eagles must answer now that Stoutland has gone. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Jeff Stoutland surprised Eagles fans yesterday when he announced that he was stepping away from the team. Joe Giglio reacts to the news and thinks there are 5 questions the Eagles must answer now that Stoutland has gone. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

-Nebraska did stave off Kentucky---to Sip's extreme happiness---to land 4-star DT Dylan Berymon, and also officially landed QBTanner Vibabul from Las Vegas…so it wasn't as slow of day as recent years-We did learn that new Nebraska safeties coach Miles Taylor is leaving to join Jesse Minter's staff with the BaltimoreRavens…he was only here for a few weeks so no one really knew much about him…now what?Our Sponsors:* Check out BetterHelp: https://www.betterhelp.com* Check out Kalshi and use my code SB60 for a great deal: https://kalshi.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Jeff Stoutland sent shockwaves through Eagles Nation after stepping away from his role as offensive line coach. The WIP Afternoon Show react to the breaking news and share their takes on what may have led to the stunning decision.

The 94 WIP Morning Show have been reacting to Jeff Stoutland leaving the Eagles all morning. Rhea Hughes reported that there was an article stating that Stoutland's departure was reportedly a messy ending with Head Coach Nick Sirianni. It is rare to see an offensive line coach make this much headlines but it shows how great of a coach Stoutland was.

The 94 WIP Morning Show continue to reflect on the departure of Jeff Stoutland. Joe DeCamara says that someone with leadership screwed up bad and it did not have to lead to this. Nobody agrees with the decision to demote him during the season and insinuate the offensive struggles were his fault. Rhea Hughes says that he probably felt disrespected by this decision and that it played a big part in his decision to leave.

Stolnis gives his honest take on Sirianni's job security ("too much success to fire Nick"), the AJ Brown situation, whether the current roster fits the new offensive scheme, and why good coaches eventually adapt to their players' strengths.Support this podcast at — https://redcircle.com/birds-365/donationsPrivacy & Opt-Out: https://redcircle.com/privacy

BREAKING NEWS: The Eagles have hired Ryan Mahaffey from the Green Bay Packers as their new Run Game Coordinator and Tight Ends Coach, filling the void left by Jeff Stoutland's departure.Support this podcast at — https://redcircle.com/birds-365/donationsPrivacy & Opt-Out: https://redcircle.com/privacy

Alex (@AlexSourGraps) and Kate (@MissKatefabe) review tonight's episode of NXT February 3, 2026, including: -NXT Championship Ladder Match: Ricky Saints vs. Shiloh Hill vs. Sean Legacy vs. Jackson Drake vs. Dion Lennox vs. Keanu Carver vs. Joe Hendry Hendry's involvement dependant on being cleared. -TNA Knockouts Tag Team Championship Match: The Elegance Brand vs. ZaRuca -NXT Women's North American Championship Match: Izzi Dame vs. Lola Vice vs. Thea Hail. -Tony D'Angelo explains his actions. This episode is sponsored by BlueChew. Want to have better sex? Visit https://go.bluechew.com/fightful to receive your first month FREE -- pay only $5 shipping. If you want to bet on Wrestling, or any other sport, check out our new partner where we get ALL of our odds! https://mybookie.website/joinwithFIGH... and use the promo code FIGHTFUL. Deposit $100, get $50. Go in with $200, and they'll make it $100! Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Shadow transport minister, Matthew Guy, joined Jacqui Felgate.See omnystudio.com/listener for privacy information.

Julian Barnes and Ian McEwan are widely celebrated as two of the finest writers of their generation. Along with Salman Rushdie and Kazuo Ishiguro, they were included on Granta's prescient Best Young British Novelists list in 1993 and have gone on to write some of the most memorable novels of the past three decades. In January 2026 they came together to discuss the book that Barnes says will be his last, Departure(s). It follows a man named Stephen and a woman called Jean who fall in love when they are young and again when they are old. Barnes and McEwan will draw on the themes of the book to discuss topics including philosophy, art, the slipperiness of memory, the passage of time, mortality and grief.This was a rare opportunity to hear two of the most celebrated voices in contemporary British literature discussing their craft and reflections on life. This event was presented in partnership with Waterstones. If you'd like to become a Member and get access to all our full ad free conversations, plus all of our Members-only content, just visit intelligencesquared.com/membership to find out more. For £4.99 per month you'll also receive: - Full-length and ad-free Intelligence Squared episodes, wherever you get your podcasts - Bonus Intelligence Squared podcasts, curated feeds and members exclusive series - 15% discount on livestreams and in-person tickets for all Intelligence Squared events  ...  Or Subscribe on Apple for £4.99: - Full-length and ad-free Intelligence Squared podcasts - Bonus Intelligence Squared podcasts, curated feeds and members exclusive series … Already a subscriber? Thank you for supporting our mission to foster honest debate and compelling conversations! Visit intelligencesquared.com to explore all your benefits including ad-free podcasts, exclusive bonus content and early access. … Subscribe to our newsletter here to hear about our latest events, discounts and much more. https://www.intelligencesquared.com/newsletter-signup/ Learn more about your ad choices. Visit podcastchoices.com/adchoices

49ers Linebacker Fred Warner joins Silver and JD and said it feels weird with the 49ers not playing for Super LX at Levi's Stadium, and said that he is happy for Robert Saleh getting another Head Coach opportunity. See omnystudio.com/listener for privacy information.

The Outsiders prepare to return to the wilds as they receive some troubling news from the council of Peachgrove. This episode is sponsored by VBHealth and FanRoll! Follow the links below to support the pod and get 10% off supplements and dice! Code: "dice" https://vitaliboost.com/discount/Dice Code: "DICE10" https://fanrolldice.com/ref/2745/

49ers Linebacker Fred Warner joins Silver and JD and said it feels weird with the 49ers not playing for Super LX at Levi's Stadium, and said that he is happy for Robert Saleh getting another Head Coach opportunity. See omnystudio.com/listener for privacy information.

Julian Barnes and Ian McEwan are widely celebrated as two of the finest writers of their generation. Along with Salman Rushdie and Kazuo Ishiguro, they were included on Granta's prescient Best Young British Novelists list in 1993 and have gone on to write some of the most memorable novels of the past three decades. In January 2026 they came together to discuss the book that Barnes says will be his last, Departure(s). It follows a man named Stephen and a woman called Jean who fall in love when they are young and again when they are old. Barnes and McEwan will draw on the themes of the book to discuss topics including philosophy, art, the slipperiness of memory, the passage of time, mortality and grief. This was a rare opportunity to hear two of the most celebrated voices in contemporary British literature discussing their craft and reflections on life. This event was presented in partnership with Waterstones. --- This is the first instalment of a two-part episode. If you'd like to become a Member and get access to all our full ad free conversations, plus all of our Members-only content, just visit intelligencesquared.com/membership to find out more. For £4.99 per month you'll also receive: - Full-length and ad-free Intelligence Squared episodes, wherever you get your podcasts - Bonus Intelligence Squared podcasts, curated feeds and members exclusive series - 15% discount on livestreams and in-person tickets for all Intelligence Squared events  ...  Or Subscribe on Apple for £4.99: - Full-length and ad-free Intelligence Squared podcasts - Bonus Intelligence Squared podcasts, curated feeds and members exclusive series … Already a subscriber? Thank you for supporting our mission to foster honest debate and compelling conversations! Visit intelligencesquared.com to explore all your benefits including ad-free podcasts, exclusive bonus content and early access. … Subscribe to our newsletter here to hear about our latest events, discounts and much more. https://www.intelligencesquared.com/newsletter-signup/ Learn more about your ad choices. Visit podcastchoices.com/adchoices

E ae!Welcome to Deep Space Podcast! Many thanks for listening. We’ve a CO-HOST for the today’s show and he’s HOLGER WITT from Germany! Many thanks Holger for the support!!! Big shoutout to the Spatial Listener from the last week MAURI PAYAN! Many thanks for resub one more month, Mauri!!! Check how to become Spatial Listener and Co-Host of the show:https://deepspacepodcast.com/subscribe Enjoy the week535! Playlist:Artist – Track Name – [Label] l’oggetto – SMOOTTISMI – [MKDF]Austin Ato – Cool and Dope – [Aterral]Snatch! – 1664K – [Evaporate 蒸發]Taelue – Wistful (an Abacus Story) – [Phonogramme]The Jargons, Zulumafia, Golden Lady – Going through it (Main Mix) – [Memories]Abacus – A Place In Time – [Prescription]JS Zeiter – Departure – [Lempuyang]Frank Muller (Beroshima) – Redlightlove – [Müller]Nacho Marco – Midnight Blue – [Phonogramme]Addiction – Epiplegic zoneDDrhode – Ghoroob (Dub) – [Kolony Gorky]

Kyle Posey joins Niners Nightly with Larry Krueger to discuss the top candidates for the defensive coordinator position.See omnystudio.com/listener for privacy information.

This episode features Jerry Tworek, a key architect behind OpenAI's breakthrough reasoning models (o1, o3) and Codex, discussing the current state and future of AI. Jerry explores the real limits and promise of scaling pre-training and reinforcement learning, arguing that while these paradigms deliver predictable improvements, they're fundamentally constrained by data availability and struggle with generalization beyond their training objectives. He reveals his updated belief that continual learning—the ability for models to update themselves based on failure and work through problems autonomously—is necessary for AGI, as current models hit walls and become "hopeless" when stuck. Jerry discusses the convergence of major labs toward similar approaches driven by economic forces, the tension between exploration and exploitation in research, and why he left OpenAI to pursue new research directions. He offers candid insights on the competitive dynamics between labs, the focus required to win in specific domains like coding, what makes great AI researchers, and his surprisingly near-term predictions for robotics (2-3 years) while warning about the societal implications of widespread work automation that we're not adequately preparing for. (0:00) Intro(1:26) Scaling Paradigms in AI(3:36) Challenges in Reinforcement Learning(11:48) AGI Timelines(18:36) Converging Labs(25:05) Jerry's Departure from OpenAI(31:18) Pivotal Decisions in OpenAI's Journey(35:06) Balancing Research and Product Development(38:42) The Future of AI Coding(41:33) Specialization vs. Generalization in AI(48:47) Hiring and Building Research Teams(55:21) Quickfire With your co-hosts: @jacobeffron - Partner at Redpoint, Former PM Flatiron Health @patrickachase - Partner at Redpoint, Former ML Engineer LinkedIn @ericabrescia - Former COO Github, Founder Bitnami (acq'd by VMWare) @jordan_segall - Partner at Redpoint

Border patrol chief Greg Bovino has officially left Minnesota and Border Czar Tom Homan has been put in charge of operations in the state. In an MPR News interview earlier this week, Governor Tim Walz said that in a private conversation, President Trump had pledged to do things differently with ICE in Minnesota. We don't yet know what that will mean for ICE presence— or agent behavior — in the state. St. Paul city council vice president Hwa Jeong Kim and Minneapolis city council member Robin Wonsley joined Minnesota Now to talk about what they've seen in the last 24 hours.

In episode 1994, Miles and guest co-host Blake Wexler are joined by Finding My Audience, Allen Strickland Williams, to discuss… Dems Are All Asking To Be Primaried, Candace Ownes Saying She and Charlie Kirk Are Like the XMen? Is Chris Pratt’s Copaganda AI Thriller The Worst Movie Of 2026? And more! Daily Zeitgeist: Our 2000th Episode is Here!!!... ICE detains five-year-old Minnesota boy arriving home, say school officials Jeffries Won’t Whip Vote Against ICE Funding Candace Owens is now saying agents tried to get her to join the X-Men school too because she had special abilities like Charlie Kirk. Candace Owens latest Charlie Kirk theories are ripped directly from the plot of the 90s X-Men cartoon. Candace Owens triples down on Charlie Kirk having special abilities and going to X-Men school. Chris Pratt fakes his way through the unconvincing screenlife noir Mercy ‘Mercy’ Review: Chris Pratt and Rebecca Ferguson in an AI Thriller That Will Have You Longing for a Digital Detox Mercy Review: Not Even AI Could Generate A Movie As Dire As This Chris Pratt-Led Disaster It’s early in the year, but this Chris Pratt dud may just be the worst movie of 2026 The Worst Movie of 2026 Is Here—And It’s Only January 10 Controversial Plot Twists That Ruined Movies Mercy: Filmed for IMAX Chris Pratt’s MERCY is tracking to bomb at the domestic box office this coming weekend. Chris Pratt on new film Mercy: I asked to be locked into an executioner's chair AI Thriller ‘Mercy’ Was the “Next Iteration” for Chris Pratt: “This Was a Departure for Me” Judge Horrified as Lawyers Submit Evidence in Court That Was Faked With AI AI-generated attorney outrages judge who scolds man over courtroom fake: ‘not a real person’ Would Humans Trust an A.I. Judge? More Easily Than You Think. Mercy (2026) Review Mercy review – An AI judge decides Chris Pratt’s fate in this absolutely dismal dystopian dreck Amazon to invest up to $50 billion to expand AI and supercomputing infrastructure for US government agencies LISTEN: NO TRESPASSING by A$AP RockySee omnystudio.com/listener for privacy information.

In this edition of Long Run Archives, we talk about: Arlen Glick's departure from Craft Sportswear, whether mental toughness is often overstated, and that physical fitness is what truly wins races, the idea of "super-domestiques" in ultra, Ben Dhiman vs the Boulder Boys, and media narratives around 200-mile "specialists".Chapters:00:00 — Arlen Glick's Departure from Craft06:57 — Could Ultrarunning Ever Have a Smut TV Series?23:03 — Is Mental Toughness Overrated in Ultrarunning?29:56 — Mental Warfare and Training Philosophy32:45 — Community Support as a Competitive Advantage35:39 — Training Partners: Breakthrough or Burnout?39:20 — Pacing Ethics and Team Tactics in Ultrarunning53:39 — Ben Dhiman vs. the Boulder Boys1:03:30 — What Makes a 200-Mile Specialist?1:13:30 — Media Narratives, Visibility, and Performance MetricsAdditional Links:Arlen Glick Strava PostFollow Jeff on Instagram, Strava, YoutubeFollow Brett on Instagram, Strava, Youtube, and CoachingFollow Finn on Instagram, Strava, Twitter, Youtube, and PatreonSupport the show

#966 | Ed and Jamie discuss the latest Deloitte Money League rankings that see United in eighth place overall and fourth in England. They explore the financial implications of the Glazer family's ownership, the impact of missing out on Champions League money, and comparisons with other top European clubs. The episode also touches on Casemiro's exit, along with potential other departures, and how this could affect United's wage bill and financial strategy. Additionally, the discussion includes insights on the Women's Deloitte Money League and the evolving business models in women's football. 00:00 Introduction 00:50 Deloitte Money League - Men's Game 08:12 Premier League Dominance 16:56 Women's Football Money League 18:44 Broadcasting & Paywalls 23:49 Casemiro Departure 29:04 Wage Strategy & Squad Reset 35:24 Transfer Window & Future Plans If you are interested in supporting the show and accessing a weekly exclusive bonus episode, check out our Patreon page or subscribe on Apple Podcasts. Supporter funded episodes are ad-free. NQAT is available on all podcast apps and in video on YouTube. Hit that subscribe button, leave a rating and write a review on Apple or Spotify. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Man Booker Prize-winning writer says his new book, ‘Departure(s),' will be his last. He spoke with Terry Gross about blending genres, moving through grief after his wife died, and the fallibility of memory. TV critic David Bianculli reviews the new series ‘Star Trek: Starfleet Academy.' Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy