Podcasts about description every

Ep 135 Description:  “Every birth is unique, so pleasure might look different for you than it does for someone else. The goal isn't to force a specific experience but to open yourself to the possibilities you.” —Debra Pascali-Bonaro   Birth and sex— two deeply intertwined experiences that hold the power to transform lives. Embracing their connection unlocks a world of possibilities, from joyful labors to empowered deliveries. Yet, the taboos surrounding this bond often leave us disconnected from our innate abilities to birth with pleasure. Hence, this episode aims to unpack the profound links between birth and sex, exploring the role of hormones, the significance of sexual organs, and the transformative potential of incorporating pleasure into the birthing journey.  Tune in as Debra invites us to rewrite the narrative of childbirth!  Connect with Debra! Website: https://www.orgasmicbirth.com  Instagram: https://www.instagram.com/orgasmicbirth X: https://twitter.com/OrgasmicBirth  YouTube https://www.youtube.com/c/OrgasmicBirth1  Tik Tok https://www.tiktok.com/@orgasmicbirth  Linkedin: https://www.linkedin.com/in/debra-pascali-bonaro-1093471  Episode Highlights: 02:28 The Role of Hormones in Birth and Sex 06:31 The Role of Sexual Organs in Birth  09:43 Bringing Pleasure into Birth 14:54 Understanding Orgasmic Birth 17:38 Advocating for a Positive Birth Experience 19:37 Rewrite the Narrative of Birth!   Are you an expectant parent or doula or birth provider? We have a special FREE gift for you! Visit OrgasmicBirth.com/More to learn more!”   Introducing The Movie That's Changing How We   About Debra: Debra Pascali-Bonaro is a world-renowned inspirational speaker, filmmaker, doula trainer, childbirth educator, and author. Debra's latest book, an Amazon #1 New Release, The Ultimate Guide to Sex After Baby: Secrets to Love and Intimacy brings together her passion for pleasure in every aspect of life with her Jersey-Girl attitude of talking about what no one is talking about! Debra is a mother, grandmother, and featured expert in parenting journals and media around the world. Debra Pascali-Bonaro is also Co-Chair of the International Childbirth Initiative and Chair of the International MotherBaby Childbirth Initiative both of which promote safe, respectful childbirth maternity care. She is a Lamaze International childbirth educator, birth and postpartum doula trainer with DONA International, Director of the award-winning documentary Orgasmic Birth: The Best-Kept Secret, co-writer of “Orgasmic Birth: Your Guide to a Safe, Satisfying and Pleasurable Birth” and the Founder & President of the revolutionary online childbirth class Pain to Power, which prepares expectant mothers, fathers, and partners to be positively prepared for birth and focuses on the intimate and sacred nature of birth. Debra's passion comes from her over 30 years of working with women, men, midwives, doulas, physicians, and nurses in over 40 countries bringing comfort, love, and pleasure to birth and life! Debra Pascali Bonaro has been featured on ABC's 20/20, Good Morning Russia, The NBC Today Show, Discovery Health, in The New York Times, The LA Times, and The UK Times as well as numerous Parenting and Health Magazines around the world.    

Sermon Notes Date: 11/10/2024 Preacher: Monty Simao, pastor Series: Romans Key Text: Romans 16:1-16, 21-23 Description: Every single person, every single act of service, matters deeply to God. This includes you. — That's the heart of Paul's message. Today on Scandia Bible Church Podcast, Pastor Monty Simao nears the end of our study in the […]

Sermon Notes Date: 06/23/2024 Preacher: Monty Simao, pastor Series: Romans Key Text: Romans 13:1-2 Description:   Every person is to be in subjection to the governing authorities. For there is no authority except from God, and those which exist are established by God. Today on Scandia Bible Church Podcast, Pastor Monty Simao continues with our […]

Description: Every year, MRA conducts a compensation study to look at compensation and pay, from strategy to pay adjustments to market data to putting it all together with communication and transparency. In addition to publishing the survey results we also offer a webinar to talk about the results and share current trends and data.  Our podcast listeners are getting a special look at the survey data, as well as the opportunity to hear from MRA's experts and their takeaways from the webinar and questions that were asked. Resources: Salary Data Aging Calculator   2023 Compensation Trends Survey   2023 Compensation Trends Survey Executive Summary  MRA Membership  About MRA  Let's Connect: Guest Bio - Mackenzie Button  Guest LinkedIn Profile - Mackenzie Button  Guest Bio - Melissa Wymer  Guest LinkedIn Profile - Melissa Wymer  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:55:00 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute Thrive. Today we're here to talk about compensation trends. So every year MRA conducts a compensation study to look at compensation and pay. From strategy to pay. Adjustments to market data, to putting it all together with communication and transparency. And in addition to publishing the survey results, we also offer a webinar to talk about these results and share current trends and data, which we just got done. 00:00:55:02 - 00:01:17:23 Unknown So today our podcast listeners are getting kind of a special behind the scenes look at the survey data, as well as the opportunity to hear from two compensation experts and their takeaways from the webinar and also questions that they were asked today. So let me introduce you to our experts, Mackenzie Button, MRA's Total Rewards director, and Melissa Wymer. 00:01:18:01 - 00:01:45:23 Unknown Our surveys manager at MRA. So thank you to you too, for joining me today. Thanks for having us. Well, let's just dive right in into the first question. So we actually conducted a poll on social media right before this com trends webinar. And we asked organizations, what are your top concerns surrounding compensations and its trends? And we actually got 53% to say that their top concern was on compensation strategy. 00:01:46:00 - 00:02:05:13 Unknown So first, let's kind of talk a little bit about compensation strategy. Mackenzie, can you define what is a good strategy? Sure. So it's kind of funny that the 53% said that that was their top concern because I think Melissa knows from the comp trend survey that that was probably about the number that said they actually had a strategy. 00:02:05:14 - 00:02:39:03 Unknown Really? Yeah. So we did see about half to respondents saying they had an actual compensation strategy. So first thing is to know that one might need to exist. And then when we work through our different projects and helping people figure out what a strategy might be, we want to look at things like your market position, how you internally value your jobs, figure out things for geography if it matters or not to your organization, internal or external equity, you know, frequency of updates and and figuring out how those things align when you know how often you want to do things. 00:02:39:05 - 00:03:08:00 Unknown So having a strategy has all those different steps in it, and you want to have it aligned with leadership too. So understanding across the organization what strategy might be and how it might impact your organization's overall strategy for sure. Kind of diving a little deeper into that question, what impact does getting your compensation right have for employers? So I think it is it can do a lot of different things for an organization. 00:03:08:02 - 00:03:30:22 Unknown So you can get the right candidates for your group with the right amount of money. It doesn't necessarily necessarily have to be above or below market, but having a good package that you put together does might not scare people away. And then it also can help retain, retain your or your employees and help them, you know, be successful and be motivated to to help your organization thrive. 00:03:31:01 - 00:03:57:08 Unknown Yeah, absolutely. Good answer. So MRA conducts this annual compensation trend survey, as we said about this time of year to help employers start planning for the year ahead. So, Melissa, I'm curious regarding the survey itself, was there anything that really surprised you with any of the data or results? Actually, no. Well, we had the results from a nature perspective, and I was not shocked by the results. 00:03:57:09 - 00:04:21:15 Unknown You know, pay transparency, continues to be a hot topic. Some of our respondents have pay strategies. Some do not. It is interesting to see how this all plays out. Yeah, absolutely. So, McKenzie, I know you've done this for a couple of years now, this event. So I'm curious to know how the competition trends have kind of evolved in recent years. 00:04:21:17 - 00:04:43:06 Unknown Sure. So I think a couple of years ago, we tried to have a title called Something along the Lines of the Power of Pay Transparency. I think we might have used it a year recently, more recent than that, but that's something. Pay transparency was an anomaly for a very long time. I mean, people in the public sector or using public funds often would see some pay transparency within their ranges. 00:04:43:06 - 00:05:07:00 Unknown People might know what's going on, but now it's way more in the forefront. So yeah, Melissa saw it in her data from the survey that people are becoming more open, organizations are more open to pay transparent and see, and then employers are having to react to that. So if you have pay transparency, you have to have typically a range or something to anchor your jobs to and not just the person. 00:05:07:02 - 00:05:23:14 Unknown So we we still hear organizations say, you know, we ask them, how do you determine how much to pay someone? And they say, well, we looked at how much the last person made. And, you know, we try to align it with the last person in the job versus looking at it from a market perspective for a job versus a person. 00:05:23:15 - 00:05:51:19 Unknown So pay transparency is making people do a lot of things differently. And I think it's good for organizations to get their strategies aligned. Absolutely. Well, getting some data out there, some numbers out there, according to this, your survey. 95% of respondents gave pay increases in the last 12 months and respondents who provided increases over the last 12 months reported issuing an average 4.5% increase, which seems like a pretty large increase. 00:05:51:19 - 00:06:21:13 Unknown So I guess the question everyone and our listeners are probably wondering is what can we expect for next year, that percentage? Yes. So we did see pretty much an outrageous amount given COVID. And you were still dealing with the effects of COVID and we're retaining talent, but also recruiting because remote work really is the way to go. And so we have to find ways to incentivize them to come to the office. 00:06:21:15 - 00:06:48:09 Unknown So we're expecting, because the economy is stabilizing a little bit more, we are expecting it to lower down to 3.8%, which is actually the current national average them. So with that being said, the 4% is actually not as outrageous compared to other sources that we use. So like world of Work is around 4%. Wells Tower, Watts is around 4%. 00:06:48:09 - 00:07:15:06 Unknown And then one of our other companies that we look at is actually closer to the 3.8%. Gotcha. Okay. Can I add something to that? So when we talk about it in our compensation roundtable this month, we were talking about how the survey's last year, I think everyone predicted their budgets were going to be around 4%, maybe 3.8%. And but what they really did was at 4.5%. 00:07:15:06 - 00:07:29:22 Unknown So people weren't able to stick to their budgets. They gave a little bit more than what they were planning on. So this year, seeing that the numbers are still up around the same, we'll see if people are able to you know, organizations need to give a little bit more outside of their predicted budgets for the year to year. 00:07:29:24 - 00:07:54:05 Unknown The days of 3% increases are long over. I mean, not that they were that great back prior to COVID, but I know all of my employees were like, oh, this is a cost of living increase, not a merit increase. So I don't foresee us getting back down to the 3%, but probably more that middle three to upper. 402i gotcha. 00:07:54:06 - 00:08:13:23 Unknown Yeah. And with anything you're going to have a range there depending on your compensation strategy, right? If you're going to do merit increases, what's important for those for those increases and what does your budget look like? Yeah. And nonprofits are going to have a hard time competing with that. I came from a nonprofit and doing 4% was just not in the budget, really. 00:08:13:23 - 00:08:39:01 Unknown It's actually fewer grant funded. Mm hmm. So in our webinar today, we got a ton of chat questions. I think we got over like 48. Yes. So today I'm just I pulled out a few of them to go over. So the first one says, regarding aggregators, some comp professionals do recommend them, but the caution was just given to not rely solely on these pay factors, comp analysts, etc. per purchase. 00:08:39:01 - 00:09:04:09 Unknown The trusted surveys to create their data sets. So how often do you see a truly significant difference in the aggregated data on the trusted source data? Anyone can take this on though. I think for the for the aggregators, they they can be good. But even with any survey source, they are not every job is going to be in there for every different survey cut and being able to fill in the gaps with an algorithm. 00:09:04:11 - 00:09:21:03 Unknown That's where we usually want to dig in and see how many people have reported on it in this area. So if there's, you know, what's your number you use, what's the I have five or more, then we can respond on the data cut. So the the aggregators will be saying there might be zero people that have responded, but they're able to report on that data point. 00:09:21:05 - 00:09:42:01 Unknown So it's just making sure you're using them with, you know, with some caution and with your eyes open and seeing if, you know, the data seems too good to be true. They probably are people reporting on it. The right not even be those industries in the area. Right. Just make sure you're looking at other sources to to to align that that you can validate whether participants and in numbers. 00:09:42:03 - 00:10:04:10 Unknown So there is also a lot of tech questions around aging data. So one of them was what percentage do you use to age data? Oh, this is always a fun question because there's two factors when considering it. You want to know what the percentage which is typically aligned to the average market salary increase and then the desired date you want to use. 00:10:04:10 - 00:10:30:14 Unknown If you plan to update your salary ranges in 2024 and the salary survey effective date is March of 2023, using a 4% as a market average salary increase, that data would be aged around 3.3%. The formula is usually ten divided by 12 times 0.4. So there's a fun little formula for it. And we also have that formula on our website for members to use. 00:10:30:16 - 00:10:56:03 Unknown Okay. Well, we'll include that in the resources then. So another question we got was as pay transparency becomes more common, we'll start to see salary ranges included in job postings more often. So do you anticipate this becoming a more valid data source as more companies transition to open communication regarding positions and ranges? So I think Melissa has a good point to talk about. 00:10:56:03 - 00:11:17:19 Unknown Like the we have the data points of like the five different levels of transparency. And one of the things is like, do do you tell your employees about what's on more than just on their paycheck? Do you train your employees on it? So it's one thing to actually be proactive and train them on this points. And the other perspective is we post it and they have to go looking for it and then they might come ask questions. 00:11:17:19 - 00:11:43:00 Unknown So are you proactive about it with the pay transparency if you have to post it or are you, you know, more reactive because people see, you know, you're not sending them links to the job that they're in that you're hiring for, but you know, you have to be reactive. Yeah. McKenzie brings up a really good point. As I know, before even Ohio in Cincinnati was probably was in the timing. 00:11:43:02 - 00:12:29:15 Unknown But some of our major cities in Ohio are having their position their pay scale bad hosted. And it did cause a lot of issues and lowered morale, especially when it came to someone just job hunting and then they stumble upon, oh, my company's hiring. Oh, I make way less than that for players. So being able to have that tough conversation and mentally prepare your staff, I know with us it was difficult to have those conversations, but also being transparent and hey, yes, we know you're underpaid. 00:12:29:15 - 00:12:56:09 Unknown This is our plan to correct that. Mm hmm. And just being open again, I always like to say, if you have a range, try to stick within it. Right. So if people do see those ranges posted and they're below the minimum, then that's definitely something you should be reviewing. Yeah. Well, as we kind of wrap up today, McKenzie, I know you talked about some hot trends in your webinars, so can you and nurse with some of those hot trends for 2024 in relation to compensation? 00:12:56:13 - 00:13:17:01 Unknown So we already talked too much about AI and we're still all learning about that too. But from the total rewards perspective we are seeing, yeah, that shift, that big thing that's shifting from what what are we spending our money on and is it what our employees want us to be spending our money on so much? And I talked about the, you know, polling your your employees to see what's important to them. 00:13:17:06 - 00:13:49:02 Unknown And then I think when we had one of the questions in the chat about being, you know, what are some some lower cost options or ones that aren't hitting the budget too hard that can really motivate employees or attract the right candidates. So we think that balance of compensation benefits, the work life balance, the four different quadrants that we talk about when we look at total rewards, total compensation, you know, it's really balancing those things out to keep your workforce happy and getting the right people to work for, you know, some good trends to keep in the back of your head. 00:13:49:04 - 00:14:10:19 Unknown Yeah. Well, thank you both for coming on to the podcast today and great job with the webinar. I appreciate both of you. And to our listeners, if you liked our chat and topic today, I would urge you to share out this episode. Consider joining MRA if you aren't a member already. We have all the resources you need in the show notes below, including resources from today. 00:14:10:21 - 00:14:33:06 Unknown Otherwise, thank you so much for tuning in today and thank you both and we'll see you next week. Thanks. Thanks. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes drive so you don't miss out. 00:14:33:06 - 00:14:37:24 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

Description: Every person employed in Canada has the right to a safe work environment. In this episode we discuss the three basic rights of all workers in Canada. Released: August 16, 2022 File Size: 4.2 MB Length: 6 : 13 minutes

Description: Every single person has a brand, whether you think you have a brand or not. The real question is, are you consciously competently making strategic choices to show up with the brand that you want? In this premier episode, Jayzen introduces the concept of personal branding and how the Lead With Your Brand™ system can help you develop your own brand using a real brand marketer's toolkit. Ultimately, answering the question, in your career, “Are you coffee, or you Starbucks?” Jayzen welcomes Jackie Hernandez to the show. She is the CEO and Co-Founder of NewMajorityReady, LLC, a marketing and content development firm focused on helping companies rethink multicultural audience reach and engagement. Jackie shares her incredible career story and key breakthrough moments as CMO of NBCUniversal Hispanic Enterprises, COO of Telemundo, Publisher of People en Español and more. Guest Bio Ms. Jackie Hernandez is a strategic and visionary multi-media business leader with expertise in driving commercial revenue growth, transforming business models, building brands, and leading world-renowned companies' teams. Over her tenure Jackie has turned around negative trends, unlocked business performance, built successful sales and marketing organizations. Her business and cultural fluency in key markets (US Hispanic, North America, Consumer Youth market, and International) have informed all her work and helped her attain industry acclaim for originality and differentiation. Currently Ms. Hernandez is CEO and Co-Founder of NewMajorityReady, LLC, a marketing and content development firm focused on helping companies rethink multicultural audience reach and engagement. Formerly, Jackie was President of Combate Americas, Chief Marketing Officer of NBCUniversal Hispanic Enterprises, Chief Operating Officer of NBCUniversal Telemundo Enterprises and Publisher of People en Español and TEEN People. Jackie has earned various industry awards, including FORTUNE's Most Powerful Latinas in 2017. Links To learn more about Lead With Your Brand and the Career Breakthrough Mentoring program, please visit: LeadWithyYourBrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: JayzenPatria.com To learn more about our guest, Jackie Hernandez, visit : newmajorityready.com

Description: Every year, 23,000 children will age out of the foster care system without a loving family to take care of them. How can child welfare agencies, government, and public policy help these kids achieve upward mobility and ensure that they learn the important skills needed to have a successful life? In this episode, Naomi and Ian are joined by https://www.genjustice.org/post/constitutional-litigator-tim-keller-joins-gen-justice (Tim Keller), Senior Vice President and Legal Director at Gen Justice, an organization based in Arizona dedicated to fighting for foster care children at the federal and state level. Tim shares Gen Justice's proposal to establish fostering independence accounts—a state-funded initiative that provides financial support to kids if they are willing to stay in the foster care system and accept guidance on everything from education and job training to housing and financial literacy courses. Finally, Tim also speaks to the importance of prioritizing the needs of the child when thinking about child welfare. Resources: https://www.genjustice.org/post/fostering-independence-account (Cash accounts can help youth aging out of foster care succeed) | Gen Justice https://www.themarshallproject.org/2021/04/22/foster-care-agencies-take-thousands-of-dollars-owed-to-kids-most-children-have-no-idea (Foster care agencies take thousands of dollars owed to kids. Most children have no idea) | Eli Hager | The Marshall Project and NPR Show Notes: 01:50 | What is the average profile for a kid who ages out of foster care? 05:00 | What are fostering independence accounts and how do they work? 08:35 | The risks associated with the new California Universal Basic Income law 12:00 | Should the focus be on supplying cash assistance or life skills to kids who age out of foster care? 18:45 | Thinking about a child-centric view of child welfare

Description: Every wondered what happened to the real men in our current society? In this episode, Dr. Phil is and guest Pastor Amos Lys explore the search for real men in a "man-less" society. What is missing from men today? What is your definition of manhood? What are some of the issues that prevents men from being "a man".   SCRIPTURE: Psalm 128:1-6 https://www.bible.com/bible/114/PSA.128.NKJV Psalm 128:2 https://www.bible.com/bible/114/PSA.128.NKJV Genesis 1:28 https://www.bible.com/bible/114/GEN.1.NKJV   Notes: WHAT IS MISSING FROM MEN TODAY?   1. Compassion and love. "men are not taught to be compassionate even when they are being compassionate. They call it providing, I'm being a good dad etc.   WHAT IS YOUR DEFINITION OF MANHOOD?   1. Manhood is about the condition of your heart.   2. Whom do you love and who loves you back?   WHAT ARE SOME OF THE ISSUES THAT PREVENTS MEN FROM BEING "A MAN" 1. Selfishness. Men are too selfish to think about their responsibilities 2. Man prioritize the wrong things 3. Men are absent. Eve is there, God is there, but Adam is missing.

This is the full celebration service – with music, prayer, meditation, celebrations, and announcements. Also available as the talk only. Description: Every week when we say the Prayer of Protection, we claim power. But what do we mean when we claim to be the light, the love, the power and the presence of God? This week we will explore the powers available to all of us as GodSparks. Unity's website: [www.unitycentraloregon.com](http://www.unitycentraloregon.com) Located in Bend, Oregon, we are a growing spiritual community of like-minded yet eclectic and unique individuals that come together in love, joy and spiritual growth. If you are looking for a spiritual home that leaves out the dogma and judgement of childhood religion and instead focuses on personal growth and connection to others, this may be what you've been yearning for. We invite you to come play and grow with us and with our entire spirit-led family of caring and sharing individuals. Our ministry invites and accepts all people of all faiths and all creeds while sharing the wisdom and love from the highest and best teachings of Christianity and many other faiths. Parents bring your youth to experience the fun programs and loving teachings of our youth program. Come exactly as you are and see how easy it will be to relax into letting go of fear-based teachings, while allowing yourself to be bathed in the flow of unconditional love and well being.

Description Every breath you take, every post you make, every page you swipe, anything you type, they’ll be watching you.  Woa! That’s really creepy! They’ll be watching ME?  Who’s watching me?  Social media of course!  And what are they doing with all that information they collect on you? That’s the “Social Dilemma”.  Today we’ll be […]

Description: Every week I answer questions that YOU ask. This week's question is from Dana Merritt. "How would you/ what tips do you have for hosting interviews online?" If you would like to submit a question just visit http://bit.ly/30d1aMd.

DESCRIPTION:Every customer, every time. That's the customer service philosophy of Pat McHale, CEO at Graco. Pat has instituted customer service policies that radically rethink the relationship between business and customer. He'll explain why these policies work and why 4.5 stars out of 5 just doesn't cut it anymore.Pat McHale is the local kid that worked his way up to become the CEO of one of America's best manufacturing workplaces, according to Forbes magazine. He started working as a machinist when he was a teenager, a job which he used to put himself through college. He earned his accounting degree from the University of Minnesota, although he never became an accountant. Instead, he went to work for the local manufacturer within a mile from his house as a second shift machining supervisor role. Now he's built a reputation that Graco that extends far beyond his industry and into the minds of customers across the United States. TRANSCRIPT DETAILS: 00:38 - Are you taking advantage of the Graco rewards program?2:29 - Building a tolerance to cold weather6:04 - Every great leader has a daily routine7:00 - The customer is not going to be satisfied, if things are mostly good.9:32 - How to develop an open door policy...in a company of 4000 people.13:16 - "If you have a good team, you really shouldn't be afraid of having your contact information out there"18:37 - Customer service as every customer, every time21:06 - The customer is not always right24:34 - "When you take a look at people that are really doing well, growing their business and making money...generally those people aren't out there looking for the lowest price, the cheapest deal, the lowest bid."

Title: Hollywood Hates History: The Scarlet Letter (1995)Description: Every so often, Hollywood gets a movie based on a historical event and piece of literature absolutely perfect. The producers really get the tone and big ideas of a novel and the historical events the novel depicted. It is a tough job. I wish we had a movie like that today, but we 100 percent don’t. The Scarlet Letter from 1995 stars Demi Moore and Gary Oldman and tries to bring the seminal American novel “The Scarlet Letter” by Nathaniel Hawthorne to the silver screen. Let’s see if Hollywood Hates History today. You can learn more about Beyond the Big Screen and subscribe at all these great places:http://atozhistorypage.com/email: steve@atozhistorypage.comhttp://rss.acast.com/beyondthebigscreenAgora: www.agorapodcastnetwork.comhttps://www.patreon.com/papacy Check us out on Himalaya! https://www.himalaya.com/en/show/189396 On Social Media: The New A to Z History Page Facebook Group: https://www.facebook.com/groups/atozhistorypagehttps://www.facebook.com/Beyondthebigscreen/https://twitter.com/BigScreenBeyond Learn More About our Guest:Scott Rank of The History Unplugged Podcasthttps://www.historyonthenet.comMusic Provided by:"Crossing the Chasm" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 3.0 License http://creativecommons.org/licenses/by/3.0/ See acast.com/privacy for privacy and opt-out information.

Description Every second of each day: 8,239 Tweets sent 876 Instagram photos uploaded 3,427 Skype calls 63,TB of Internet traffic 70,248 Google searches 76,004 YouTube videos viewed 2,739,223 Emails sent So what can we learn from all this data?

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast"

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

*DESCRIPTION:* Every artist is "INDIE" before they go "MAJOR" & the #DREAMHUSTLEWIN Podcast is the voice of music millennials. Their journey, struggle, pain, & rise to the next level is shared for the world to hear& fear on the #DREAMHUSTLEWIN Podcast. "Hey Siri, play the DREAMHUSTLEWIN Podcast".

Description Every time you go to make a purchase you will be faced with two numbers – the Price of the product and the underlying Cost.  Most people stop their evaluation process at the price, but by doing so they are potentially missing a big part of the picture. In today’s episode we’re going to […] The post Ep #014: The Difference Between Cost And Price appeared first on Capable Wealth.

“The choices we make dictate the life we lead.” Description: Every day, you wake up and are faced with choices. The decisions you make for each of these choices have an impact on your life. They dictate where you will go in the future, the person you will be, and the type of lifestyle you’ll […] The post #002: The 5 Things You Can Do With Your Money appeared first on Capable Wealth.