Podcasts about dezzy

Rapper and producer Dezzy Hollow is a master of modern day West Coast funk. Earlier this year he released an album called OCEANSIDE, which he named after his hometown. He chats with us about the record, what he hopes his music can bring to the city and much more.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

In this episode of the QuaniTEA Radio Podcast, host Big Quan engages with Dezzy, a mentor and mother, discussing her journey of empowerment with God and the importance of mentorship for young men and women of color. They explore Dezzy's personal experiences growing up in a challenging environment, the significance of finding one's identity, and the role of community support in overcoming obstacles. Dezzy shares valuable advice for young women, emphasizing self-love, the importance of education, and the need for balance in life. The conversation highlights the power of positivity and encouragement in uplifting others and breaking generational curses. In this engaging conversation she also shares her journey of personal growth, balancing life as a student and a mother, and the importance of mentorship and community. She discusses the significance of being equally yoked in relationships, the challenges of dating, and her aspirations to become a social worker. The dialogue also touches on the influence of celebrities on faith journeys, the importance of raising children with a strong foundation in God, and the need for supportive communities. 

This week, Dezzy Brings a two in one show bringing an assortment of house classics in the first hour and a variety of chicago Juke and Ghettotech. For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

This Month on The Groove House, Dezzy brings a punchy house vibe in the first half and a chill R&B vibe on the second half.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

This week, Dezzy brings a selection of tracks that reminds him of holiday season in 2004.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

On this months episode Dezzy plays a mixture of genres to create excitement for the weekend. For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

On this instalment of The Groove House, Dezzy brings barrage of fast paced house music that'll bring you to your feet.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

This Week, Your host Dezzy Amdretti brings a solid playlist full of many flavors of house music to get you in the mood to groove.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

This week, Dezzy Brings a selection of smooth tracks that mellow out the energy before the weekend starts.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

On this episode of The Groove House Dezzy brought in his usual house vibe with a more electronic twist. Then for the second half of the show Dezzy Brings in some Chicago Footwork and Detroit Jit music to the show for some refreshing energy.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

A new House mix from Dezzy Andretti.

This Month Dezzy Andretti brought a great selection of high energy tracks from his personal record collection.For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

House Mix for May from Podcast Resident Dezzy Andretti

On this month's Episode of the Groove House, your host Dezzy Andretti brought an energetic list of tracks to make your body move. For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

A new House Mix from Podcast Resident Dezzy Andretti.

This Week, DJ Dezzy Andretti brought an assortment of House music and subgenres. Dezzy touched on Disco House, Bass House, Soul House, and Tech House. Tune into new broadcasts of The Groovy House on the 4th Thursday from 10 PM - 12 AM EST / 3 AM - 5 AM GMT.For more info and tracklisting, visit :https://thefaceradio.com/groovy-soul//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

Its Dezzy's Podcast Resident Mix for March.

This week's episode contained a mixture of new and old classics. Tune into new broadcasts of The Groovy House the  4th Thursday  10 PM - 10 AM EST / 3 AM - 5 AM GMT.For more info and tracklisting, visit :https://thefaceradio.com/groovy-soul//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

Dezzy's mix for February.

Interview with Dezzy Hollow on The Bootleg Kev Podcast.Full video version of the episode is available on YouTube!See omnystudio.com/listener for privacy information.

This show was first broadcast on the 25th of Month, 2024For more info and tracklisting, visit: https://thefaceradio.com/the-groove-houseTune into new broadcasts of The Groove House, LIVE, 4th Thursday 10 PM - Midnight EST / 3 - 5 AM GMT.//Dig this show? Please consider supporting The Face Radio: http://support.thefaceradio.com Support The Face Radio with PatreonSupport this show http://supporter.acast.com/thefaceradio. Join the family at https://plus.acast.com/s/thefaceradio. Hosted on Acast. See acast.com/privacy for more information.

For many people over 50 sex can be demishing and un satisfying to do bordom, medical issues, medications, medications, following the same routines, erectile dysfunction ,vaginal dryness, no originality you name it. But, sex over 50 can be exciting and erotic over 50 if you just follow a few tips here, like keeping your body and mind in shape, eating better, modifications of your medications, incorporating toy, and jellies , talking to a sex therapist, talking with you parter, finding new places to have sex, and more! Sex is a very vital part of your relationship or marriage . Not following these simple tips can lead to destruction if not careful . Listen to your body, listen to your partner to see what's going on and try to improve for better sex over 50! Show sponsored by Mr. DEEZY DEEZY hit single " " LIVING A LIE " https://open.spotify.com/album/6AvzfU2RCQzOvYEKC2XONN Tune in! Hosted By: Terrance Hutchinson www.yourbestlifestyles.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/yourbestlifestyles/message

Desmond Lomax is a Senior Consultant, Master Facilitator, and Implementation Leader in Equity, Diversity, and Inclusion work at the Arbinger Institute. Find Desmond on Linkedin Arbinger books: Anatomy of Peace | The Outward Mindset | Leadership and Self-Deception What I especially appreciated was how you were able to take this topic that is top of mind and many people out there are talking about it, but you were able to humanize it and you were able to allow the audience to be able to connect from a human to human level. That obviously is so important in every environment, every circle that we're in.  For our conversation, I wanted to bring that into the workplace, specifically hiring and integrating new people into the mix. But before we get into that, I'd love to just know how you get involved in this line of work. Desmond: I started in the prison system. I was a therapist for the prison system and it was my first introduction to marginalized people struggling to make it in society, outside of my personal experiences. I can't think of too many things more difficult than coming out of a prison system and returning as a citizen of the society and not feeling that you have the capacity or the resources to be able to do that successfully. So I went from a therapist to a manager, to a state director where I was in charge of all the programming outside of the prison in the state of Utah. From there, I started teaching courses in Forensic Social Work at the University of Utah. I'm a Licensed Clinical Therapist, so it all came together. I started doing many podcasts and videos about the things I've learned, and then my son passed away. I lost a child, he was a freshman in college. He committed suicide. I found myself in this unique position where I was like okay, Dezzy, you've been through some stuff now, you know what it's like to lose a child to something horrific. What can you do differently in society to create a greater sense of inclusion and belonging? I think that's what motivates me. My son seemed isolated and alone, even though we talked every day. We had a lot of communication and people cared about him, but there just wasn't a sense of belonging for him. I wanted to do something about that. I just took all of this background and my knowledge and as I was working with Arbinger, I joined their design team, and we created the curriculum called Outward Inclusion and I spent the last few years sharing the message of what it looks like in your organization and in your space where we can, 1)  see the humanity of another person, and then 2) understand our impact on that humanity. As simple as that sounds, there are things that we all have that interfere with our ability to do those two basic things. I've been working all over this country, all over internationally, just doing the work, being motivated by the loss I've experienced and the knowledge that I've gained. Katty: Thank you for sharing that and heartfelt condolences. I don't know how long ago that was, but it's always fresh in the heart of anyone who's lost someone. Thank you for sharing that with us. I appreciate that you took something so devastating and you were able to turn it around and then bring positive impact to others from it. Desmond: Yes, I hope so. What I've learned is that loss is energy. It's bonafide energy and either you do something with it, or it does something with you. I would like to say there are all these other options, but either that is the same energy that is just really hard. I've seen both of them in my life so I'm not trying to say I'm on one side or the other. But loss is a lot of energy that you need to transform into something or else that loss will transform you. That's what I've learned and that's what I'm trying to do. Katty: Thank you for doing that and thank you for including us in that conversation. Let's go back to the two-pointers that you mentioned. The first one was seeing the humanity in each other and the second one was impacting humanity. Can you talk a little bit more about that and how it impacts the workspace, specifically as we bring in new people into that workspace; a brand new hire joining an existing team that's been together for a long time? Desmond: I love that, Katty. I always say to people, good people, good hard-working people are often blind to their impact on others. The first step to understanding my impact is to humanize aspects of the workplace. If I'm not humanizing the workplace, and I'm seeing people as objects, either vehicles that are doing the work I need them to do, or obstacles that aren't doing the work I need to do or relevancies. When I see people through that lens, what's happening is that I'm spending a lot of time justifying my view of a human being good enough, and spending a lot less time understanding that human being in a way in which I can be more effective. Thus, the new employee coming into the workplace my view and my objectification of that new employee can impact my ability to improve their life-work situations. If they approach it like “Here comes a new employee. It's going to take nine months to get them on board. Three months to do this and one month...” If all they are is a problem that I now have to carry until I get them to a point of efficiency, they will sense that and they will resist. What we've learned is that all people will resist being objectified. If we can start looking at the resistance in our lives and how we are seeing people and their resistance to us, we can start to recognize that maybe there are ways in which I see this person, ways in which I objectify this person that might be creating some of this resistance. Katty:  You're saying that they're resisting because there's a feeling of sensing something coming from us that's creating that? They're putting their guards up. Is that what's happening? Desmond: Absolutely. Well, it's twofold. One thing, yes. A lot of times when we have resistance, it's because people have a sense of objectification. They see us objectifying them. The twofold is this, we may be doing things to objectify them and they may have emotional luggage that they bring with them to the circumstance where they've been objectified in the past that can also create some of those feelings. It can be twofold. It's not necessarily all on our side. As leaders, as people who are supervising, people who are co-workers, and we have a direct impact on people, we can only work on the latter part; our impact. How we impact these folks so that they feel seen, they feel valued, they feel they're a part of the process, and they feel amid all the difficulties that come along with work, that they matter to us. That's the part that we can control. Katty That we can hear their voices, right? Desmond: Yes. We can read a lot of books like, “How to Influence People and Make Friends,” and gain all the tools in the world, but people have a sense of when you acknowledge their humanity or not. What we've recognized is that in the hustle and bustle of work, when we're trying to accomplish what we need to accomplish, at times we are not humanizing the process. We do not see people as people and they are responding in a way that's resistant to us as their leaders or co-workers. Katty: What would you recommend both from the person who's starting their job, as you said, they're also bringing their baggage into the mix. We all have them, right? We travel with them. Hopefully one day we can set them down and lose that baggage. We're bringing that with us into a new role and our teammates, supervisors, all of them, everybody has their baggage of life with them. Right? How do we go about creating a space and creating dialogue around not allowing that to permeate? I would imagine that even during the interviewing phase, that probably can show up. Right? Desmond: Yes, this is something I've recently done in my whole life. I recently moved to a beautiful little town on the border of Maryland and Pennsylvania side of the base and Mason Dixon Line. 35 minutes from Baltimore. Amish countries. I get the best of both worlds. I can have a fresh pretzel one night and a crab cake the next night. Anyway, I'm in heaven. We've been here for a year. We spend more time inside of our house fixing up our house may be engaging with the community. I go to my wife, like, “Hey, it's the Fourth of July. The Lions International Club is looking for volunteers. Let's do some social exercise.” Let's just get out and meet people and connect with people. It's a social exercise. We went out there for two days, we volunteered, flipped burgers and prepped hotdogs and hamburgers, and met a lot of people in the community. We have our social baggage; we have our challenges and fears that are associated with connecting with new people and being in a new space. In the midst of all that, we have to practice social exercise, social work, and our ability to connect with others in meaningful ways. If I'm the new employee, I may be disappointed if I'm waiting for someone to engage me positively. I remember one of my first days at the prison. I worked as a correctional officer for many years and then became a therapist. The correctional work wasn't for me. I wanted to help and I didn't feel like I was helping, so I became a therapist. On my first day as a therapist, one of the supervisors goes, “Hey, what are you doing here? Don't you work somewhere else now?”  I said no, I came here. He looked at me and he goes, “Why would you do that? This is horrible.” That was my first day at work. Sometimes, the social exercise we get from others is not the most positive thing.  Sometimes, as new employees, If we don't socially engage multiple people, we'll find ourselves in a situation where the people that are engaging us can be bringing a lot of negative energy. For the new employee, social engagement and social exercise, meeting new people communicating with people, sharing your background, and gaining a deeper understanding of others is just a great way to acclimate very quickly into the process. For new employees, it's the same type of work. For every person that comes in, there should be a system in place. We can understand them in a way that extends beyond the work and what I mean by that is when people feel seen and valued, you understand their role, and they feel supported, they work at higher levels than those that don't. There's this generation that I come from, where it's like I care about you because I give you a paycheck. That's my way of saying that you've worked, good job. You get a paycheck. Somebody's like, “Desmond, I'm confused what's with all this seen, valued, have a voice, and roles? Back in the day, you gave me a paycheck and I'm unhappy. People have changed. Pandemics will do that to them. People will change. They want more from their work environment. As leaders, a part of our social exercise is helping those people that we're supervising or co-working with feel that sense of belonging that's needed for work performed. Katty: What would you say to the managers who are in charge of creating that welcoming, open environment, how do they go about humanizing that connection and roll out the carpet, that welcome carpet for their new people? Desmond: I've got a great story about when I was a State Director. I realized that a lot of people didn't like me. So I was reflecting on what can you do when people inherently don't like you. Because I think it's the position when you are in charge and you make hard decisions. I think it's also the personality. Some people like my personality, some people can't stand me. It's the nature of life. It's okay. I realized that as a leader, the only way for people to see you or recognize your personhood is for you to make them a priority. So as a leader, everyone that got hired, I tell all my regional managers, you go to the HR to make sure they get all the paperwork done. You come right to my office. We have a 30-minute meeting to learn. I got to know and learn about that person and in that meeting, I got to learn about that person, I got to express appreciation for that person and I got to let them know I was there to support them. In 30 minutes, you can accomplish so much. Over several years, all of a sudden, I became a very, like well-appreciated supervisor. Because I simply took the time as we say in the DEI space, to close the proximity. Instead of being the supervisor over here (so far away in distance) now I'm the supervisor right here in support of you. You don't have to guess who I am. Right there. The proximity is closed and I'm right there to support you. Katty: Close the proximity. I love that. Desmond: Yes, supervisors need to close the proximity so that the people that are there being supervised by the other supervisees don't have to guess about the type of person they are. Katty:Really showing up as authentic leaders themselves. Desmond: Yes, if they are willing to do it. Some people don't like themselves. I work with hundreds of hundreds, thousands probably of leaders when you get down to it, who are very nervous, very insecure, and worried about how people are seeing them and their ability to lead. If I'm stuck in that space, how am I going to be anything for anyone else? Katty: If one isn't open, if they can't close the proximity for themselves, it's going to be hard to do it for somebody else. Desmond: Beautifully stated. At the heart of most conflict is our internal struggles with ourselves. When we're treating people poorly, it's simply a reflection of our self-worth. Katty: It's that baggage again. Desmond: There we go. It's universal. Make no mistake, it's universal. We all carry things with us that we have to address, we have to acknowledge, and we have to love to work through them to heal. I spent many years as a therapist and the number one issue I saw was that people were so resistant to their imperfections. They were so resistant to the fact that they wanted to accomplish something and they couldn't. I spent quite a lot of time asking them can you love that part of yourself? Can we do that first? I think we can start making some grounds for changing the behaviors that you want to change. Katty: Love that. That's sometimes easier said than done. Desmond: Katty, that's okay too. I have lifetime struggles that I'm currently dealing with that I'm trying to overcome. Things I'm trying to get better at and I struggle at those things all the time. Do you know what I call that? Being a human being. I am very human. They're just elements of my life that are very human and that I need to improve on and get better at, and things I need to love about myself that are hard to love and just going through that whole process. Katty: Thank you for sharing that. So that was point one. Let's talk about that second pointer, humanizing or creating impact with that. Desmond: I work with a lot of organizations and a lot of training has put us in this space. It's like, well, my intent is good. Let's just assume everyone has good intent. Let's just assume that we're all just, in the midst of our humanism, we all have good intent. Sometimes we're going to have conflict. I think that's a good place to start. But there's something we can do a little bit better, and that is having the courage, to understand how we're directly impacting the people who lead the Cowork in a positive and or negative way. I think that's the kicker. Do we have the courage to ask the right questions in a way, where we can get the answers we need to understand our impact? Because until we do, we're just kind of an ‘okay' leader. Katty: That is such an important point there. I was just talking about this the other day with someone about the interviewing process and how in some companies multiple rounds of interviews are necessary and multiple stakeholders are necessary to decide whether a candidate moving forward or not. The intent may be to include all stakeholders and that decision-making, but the impact on that candidate sometimes is either the company can't make a decision or they don't like me. They're not going to move forward with me. And we just don't sometimes recognize that our intent may be a bit intense, and the implication that it has to that person is a completely different one. Just having that awareness is so huge. Desmond: It is and like I said, that's just one aspect and just look at how powerful it is. If I can just address that aspect, we can figure out a system to interview people in a way in which they feel that they're joining a meaningful work family, joining a group of people that are willing to support them, instead of running them through this gauntlet. You can interview me six, seven times, but each time if I feel more at home with the organization, I'm fine, but if you're interviewing me five or six times, and I'm feeling unseen, I'm feeling like I'm more or less going through a process instead of being a part of a process. It's going to create the consequences you're talking about. That's why when we talk about this humanization, how does a human feel going through six interviews? Why don't we ask them and understand their impact? Leaders are busy and sometimes they just feel they do what they think is right and they're not asking impact questions. They're not figuring out the pros and cons. So they're just decent. Not great. Hopefully, they're good, but they're just decent leaders who are unaware of how they are impacting people. Or even worse, I really know I'm having a negative impact but I don't know what to do differently, so I'm just gonna keep an emotional distance from everyone, continue to do my job, and do it in a way where I can maintain my job and stay blind to the impact because if I dug deeper into it, it would come up in a way where I might need to change. Desmond: The most liberating thing we can do in life is change. It's okay to be different. I work in spaces where people are waiting for me to say or do something wrong. Many of us work in those spaces. If you're in the DEI space, the Inclusion and Belonging space, and it's become politicized, people are waiting for you to say something to validate their view or to be in opposition to their view. In situations like that, I have to be willing to humanize that process and say, “Yeah, I did say that and that's not appropriate.” Or, “Hey, I didn't understand that.” As we say at Arbinger, it's not about being right, it's about getting it right. I can be my most authentic if my mindset is if I make a mistake, I'll just work on getting it right. Some people are so hell-bent on being right, they can't move to that stage of getting it right which would greatly improve their capacity to lead others or to work with others. Katty: That's powerful. That recognition itself is powerful, to come to that as a leader of an organization and as a manager of a team, and recognize just what you said, that DEI space is about belonging and to have not only the foresight, but the strength to step into this unknown, or maybe it's uncomfortable, but that's okay. Because growth comes from that and that's a good thing. Desmond: I would add the DEI space is about office and work productivity. We neglect that part of it sometimes. It is about work productivity. Research has been out for a long time about how people perform when they feel a sense of belonging. We have to stop putting this DEI thing in a separate space. This is one of the things I talk about in my ADT talk. If I'm a leader, DEI is over here, away from me and I'm just doing the training. I'm trying to do this inclusion training to make sure my organization is going to be productive, but I haven't included myself in inclusion work. It's about the other folks, it's about the females, it's about the people of color, it's about people with different sexual orientations than I am. We're missing the main fact that it is about you, no matter what your background, orientation, or beliefs are. If we all are working on inclusion, instead of it being something these marginalized groups need in my organization, that's when it fails. It fails when I don't include myself in the inclusion process as a leader. And I'm somehow supporting and helping all these other groups, not recognizing that when I feel included in those groups and we're all feeling included, then productivity is a direct result. Katty: So powerful. It takes me to me. I'm an immigrant and I came here when I was in high school. In the middle of 9th grade, we immigrated to the States. I felt so excluded. I'm from Iran originally and this was in the middle of the hostage crisis. Probably not the best time, I felt, not the best time to be Iranian at that time, but I just felt very excluded. But I don't think anyone excluded me. I excluded myself because it felt like it was my protective layer of letting me exclude so that nobody says anything because that may hurt. Desmond: There may be a twofold thing there, Katty. I'm going to protect myself because that's a lot easier than opening myself up to criticism and there's also the second part of it that could be I literally came from a different country where maybe society doesn't see it as a great place, and because of that, I might be susceptible to things that aren't nice. So it can be twofold, and that's the complexity of the work. There are certain circumstances whereas an African American male, I'm probably a little overcautious. Like in how I engage people and how I communicate with people. I have bosses that are like, “Dezzy, you are way too agreeable.” I'm thinking in my mind like, do you guys want me to be disagreeable too? I don't. I don't want to come off as a disagreeable black guy that you work with. Agreeable works for me. Can you just let me let it work? So there are parts of it that are grounded in my overprotection of myself, and parts of it are grounded in a lot of evidence that I've had throughout my life where people look at my skin color and treat me differently and make assumptions about me based upon that. It's that twofold nuance there and it's universal. You've had the experience that, I've had to experience that, and many people experience that in a lot of different spaces. Katty: How do we ensure that in the workspace, in the hiring space, and in the recruiting space we can create this? We can close this proximity by using words where we can create a sense of belonging sooner than later. I think we recognize we need to do that but sometimes, it's too late and a candidate feels like they don't fit in. I'm leaving. Desmond: That's a great question. Organizations need a common language. They need a common way to communicate. At Arbinger Institute, we try to provide people with that common language, but in like a worst-case scenario, you need everyone in the organization to understand this is our organization's definition of inclusion, belonging, diversity, and of equity. We need a common language so that we can take care of the people that we're bringing in. The other part is we need to figure out where are our weak spots. Because most organizations are struggling internally with how they're treating each other. How can I expect the new people to come in and have a different experience? We need to work on the language. Focus on what's going on internally in our organization, and how we're currently treating each other, and then create a plan which humanizes the process across the board. I know so many organizations, that want to create all these new processes for all the incoming people and the staff that are there, are like what? Do they get a $1000 bonus for getting hired? I understand the need to get people in the door, but I'm telling you, like, you need to humanize. The process get the common language is to figure out how to take care of people internally, then create a plan that involves the incoming people as well as the internal people in this process of belonging. Katty: Because otherwise, you'll be creating separation. Desmond: That's one of the common issues we have when organizations are trying to implement DEI work, it's not inclusive. They're trying to diversify but it's not inclusive and it's not creating levels of belonging that they would like. A lot of organizations like “What we do now?” Get a common language, take care of your people internally, make sure they're supported, and whatever you do over the next few years to create a strong inclusion and belonging system, do it across the board. I tell people, everything that they do should be able to be implemented across the board. If you can't do it across the board, you need to reflect upon it and see what your purpose is. For example, there are a lot of groups and organizations like LGBTQ+, and Indigenous American groups. We have a lot of different groups and they're great if they're inclusive. If there is just a group for just people to talk amongst themselves about what's working and not working, then all it creates are silos. it's not inclusive. All the groups should be welcoming. All the groups should be sponsored in a way that they're providing education and support to everyone in the organization. I think from the recruitment and the new hires, doing things in a way where people are humanized across the board in the organization will get you a lot further than just focusing on the new hires who then come in, because then there are people who haven't gotten what they've gotten that are now having to train them. It's a lot of meaningful conflict. One thing is to the middle managers and most organizations, I say that the C-Suite tries to define the culture. The middle managers and first-line supervisors are running with it. What I've learned is that we're neglecting first-line supervisors and middle-level managers. We're neglecting them and putting them in a situation where they get negative both ways. They're getting negative from all the problems they've got to deal with, with their staff, they're dealing with all the problems they have to deal with from the administrators about them, and they're just caught in the middle making two or three dollars more an hour than their staff, thinking what the hell is this, right? What I've learned is that focusing on the trainers of these new hires, the first-line supervisors of these new hires, making sure they're cared for, they're trained in a way where they can be supportive, is everything. One of the most common things I see is “Hey Desmond, this is great training, but my first-line supervisor is still treating me like crap.” If we're not empowering our first-line supervisors, and caring for our first-line supervisors, then we're going to see ongoing issues with incoming staff. Katty: What I'm hearing, Desmond is once we create that plan, it needs to be operationalized across everything. It can't be my twist on how we're going to be doing it. This is how we're doing it across the board at all levels. We all have to step into it. We all have to believe it. We all have to accept it otherwise, probably from a core value standpoint, it's a mismatch anyway, right? It's probably not the right job for me. Someone who's not willing to embrace it. Katty: You know, Katty, you're on point. I'd add one more word, modeling. You have to model. The strongest implementation of work is modeling. I tell people all the time and they think I'm weird, but it's just truthful. I say ever since I went to preschool, my parents have taught me. how to be safe as a black male in America. Be careful how you behave. Be careful how people respond to you. If you feel you're in danger, walk away. If there's an issue, do this. If someone comes to you in the middle of the night, call us. In my day, it was a pay phone. Get to a pay phone and call us. My whole life since I was in preschool, I've been trained to behave or act in certain ways to make sure my environment is safe; safe as I can control. I received my Ph.D. starting at the age of 4, 1/2 to now, of understanding people. Understanding the energy they bring, understanding the safety they bring or lack thereof. Understanding their frustrations and anger. I am just focused on the nuances of the people I work with, for good or bad. So when you come to me with this great, do I project right or this great initiative that we're going to do? And I'm using my skills. I'm 49 now. I'm using my 45 years' worth of skill to evaluate you as a person. I'm going to have a pretty clear, clean sense of whether you're genuine or not about the work you're going to do. Or whether this is just one more thing that you've been obligated to do as my supervisor Katty: Checkbox, right? Desmond: Yeah. I'm not alone in this. I'm not the only one in society that has been trained for safety to pick up on the nuances of others. I know women who will tell me at least you can walk around at night. It's like I've talked to women who said, Oh my goodness, like that has been my experience, Ever since I've grown up, I've been very sensitive for my safety. So people know when people are thinking, they know when things matter to them. A lot of times we have these leaders that are going through the motions of the work. People know. Just before they even open their mouths, whether it's something authentic, or whether it's something you're just going to do the motions on. That's one of the reasons the DEI processes often fail. Katty: Tell me about the process you guys have at Arbinger and please share a little bit about Arbinger and what it is that you do and how you go into organizations to create impact. Desmond: We are an organizational change organization. We work on mindset change. One of our mottos is we like to humanize the workplace. We go into organizations through consulting and training, and we help create a common language. We call it the outward mindset, our ability to see people as people, or our ability to see people as objects. In the process of creating this language, we have multiple curriculums: outward performance, outward leadership, and outward inclusion, are just 3 trainings we have to help humanize the process, whether it's in performance, whether it's in leadership, or whether it's in inclusion work to humanize the process in a way in which people have a sense of our authenticity. In a way in which people feel seen and they respond based upon it. We have multiple frameworks built around this understanding that humanizing another person, that's our quickest way to create resolution. In most of our most complicated circumstances and situation. Katty: Amazing. I'll be providing your contact information and Arbinger if anyone wants to reach out to you and needs that support to bring that into their organization. But if they wanted to do it on their own, if they were so passionate about creating a sense of community and belonging and just being heard and being present, how did they go about it themselves? What's the first thing you talked about? A common language, but maybe that's beyond them, right? Maybe that's an organizational thing. Be just within their team, what can they do? Desmond: There are a few basics, you can start by reading. We have a couple of best seller books. One is called “Leadership and Self-Deception.” It's on Amazon, one of the best sellers on organizational behavior work. And one book is called “Anatomy of Peace.” It's probably one of the number one or #2 conflict resolution books on Amazon. Then a third book we have is called “Outward Mindset”. So those are good foundational books that you can start to read. You can read them as a team and then start to get some of that language together. We also have public workshops. You can go to www.arbinger.com. There are public workshops you can sign up for there as well to take a deeper dive into some of the things I'm talking about. We have a bunch of different mechanisms like I said, from the options of just grabbing one of those books, to signing up for a public workshop. We have a bunch of options that we offer as an organization. Katty: It seems that as long as someone is open to having those half-hour meetings that you were having with your team, which sounds like with existing and new people. We just really need to open up the door for bringing our full person to work, our full self to work. Just really look at people as if they are who they are, they're human beings. They're not the admin. They're not the tech guy. They're not the designer. They're human beings. A human is being there with challenges, struggles, aspirations, all of that and we need to see that. Desmond: Yes, and I will throw one more nugget out there for your podcast to reflect upon. When I don't see the humanity of another person, then I spent a lot of time justifying why they're not human or not as human as I am. When I stay in that justification, I form bonds of anguish and frustration with those individuals. When we're asking you to see people as people, we're not asking you to just only see the good side of people or take a Mother Teresa approach to life where you're giving everything of yourself. What we're asking for you to do by seeing another person's humanity, is breaking free of the bonds of anguish that are associated with seeing them as an object. We're asking for emotional and cognitive freedom. When you see the humanity of another person, it's a much better place to start. When you're looking at the challenges and conflicts of your life, if you start with objectification, it's always going to be much more difficult to resolve something than when you start with an analogy, another personality. And like I said, someone may say, well, That's what somebody is saying. I can feel it. But I'm telling you, we all struggle with this, and it's just a dilemma that we got to limit and learn to face while doing our work, doing busy work, and accomplishing the tasks that we need to do at work. Katty: That's probably it. We're so busy running around in ten different directions that it feels like if I take a pause back, and connect with you, I don't have time for that so can you do whatever you need to do? Desmond: Right. Katty, you're on point. We don't see it as a part of a long-term solution. Taking that 15 to 20 minutes to understand a person more deeply, to help that person to solve their concerns, were more likely to get the accountability that we seek. In objectification that's associated with correction and it goes back to the whole impact piece. Then I may not realize that my intent may be just to get it done quickly, but the impact that I'm leaving with you as well, you can't do it yourself. So let me do it for you. Yeah, that's a whole conversation there too. Desmond: Beautifully stated. Katty: Thank you so much for taking the time and talking about what it means to be inclusive, and what it means to create a space of belonging in a in a work organization. But really we're talking about beyond that, we're talking about just in any interaction between any two people. That's talking about. Desmond: I've learned  a quote recently that was like “when you interact with people, we want to leave them better than when the came.” The goal in life is to leave a person better off with the experience you've had with them then when they first interacted with you. I've made my mistakes and had my struggles in life for sure to accomplish that, but I think being much more aware that that's a process for me has been very helpful to recognize that each person is a person. One of my goals in life is to improve my impact on that person. Katty: Thank you for sharing that message with everyone. If we all could do that, it would be a beautiful world. Well, thank you so much again. As we wrap up this conversation, I will share the books that you mentioned. I know you've authored some of them, “The Anatomy of Peace.” Incredibly impactful. I got a chance to get that when we were at a ATD. I want to thank you for taking the time to being here with us and talking about this really, really incredibly important conversation. Not just because we need to check a box, but because we all need to see each other as the humans that we are. Desmond: Yes, and I will add, I didn't author the book, the Arbinger Institute as a whole did, but, thank you. You'll find the books and Amazon at the Arbinger Institute. They listed there as an institution. Thank you, Katty. I appreciate your time. Thank you for the invitation. Thank you for being the type of human being that's willing to lean into conversations that I think create solutions where we often don't see solutions. Some people see this space as a dilemma that we have to overcome or try to figure out, but there are a lot of solutions and inclusion in this space. Thank you for inviting me to be a part of your podcast.  Katty: It's been a pleasure talking to you, Desmond. Thank you.  

Discover the true essence of personal development through my recent appearance on the fantastic Midweek Insights podcast, hosted by my former mentee, Dezzy Charalambous. Listen in as I discuss the true essence of personal development, which I believe is the journey towards becoming who we truly are. I emphasise the importance of removing the unnecessary, limiting beliefs and habits we've acquired throughout our lives to unveil our true selves and contribute to the collective whole.   Listen in as I discuss some of the most memorable interviews I've conducted, including conversations with legends like Dr. John Demartini and Brian Tracy. You'll uncover incredible insights such as the power of gratitude and the importance of tackling the most challenging tasks first to maximise productivity and personal growth. Don't miss this opportunity to learn from the best in the world of personal development and enhance your own journey towards self-discovery and transformation. ⠀

In the 48th installment of the Real Raw Authentic Podcast, Maurice and the Multi Talented Dezzy Yates goes in depth of multiple topics that relates too mental health, the music industry, and rather or not it's best to sign a record deal or go independent and other topics along the way sit back and enjoy this special episode all socials will be down below! Instagram: Maurice - @rrarease Dezzy Yates- @Dezzy_Yates --- Send in a voice message: https://podcasters.spotify.com/pod/show/realrawauthentic/message Support this podcast: https://podcasters.spotify.com/pod/show/realrawauthentic/support

Follow host https://www.instagram.com/luckysuntzu Follow guest https://www.instagram.com/dezzyhollow Micro Soul, a mushroom supplement that won't make you “trip”   Taken it once a day for optimal brain health. Fix your focus, brain fog, depression, and more!   Contains 5 beneficial mushrooms including the #1 Lion's Mane.   Get your mind right today!   Sold exclusively through www.cannacomforts.com  25% off with code: HOOD25  (you can say add some psylocibin to give your microdose a boost if you feel listeners will understand that)   This podcast is brought to you by Attorney Nicholas Rosenberg – he is a Certified Specialist in Criminal Law… Attorney Rosenberg is based in Downtown Los Angeles. Rosenberg specializes in defending all strike offenses, firearm and gang allegations, sales of controlled substances.  Strikes, guns, gangs and drugs.  For the latest updates go to @attorneyrosenberg on Instagram and Tik Tok.  Attorney Rosenberg is punching back on criminal cases. Tired of over paying for your herb? Hit up East LA Exotics they specialize in bringing the finest herb and cannabis products at un heard of low prices check them out located at 6009 E Olympic blvd east Los Angeles ca or check them out on ig @eastla.exotics or call 562-713-6484 Origen Bakery Equipment Your one stop shop for all your bakery and restaurant equipment needs. Home based to wholesale Commerciale bakeries. New and used.  Instagram : origenbakeryequipmentllc 10441 Rush st., South El Monte, Ca.  https://instagram.com/origenbakeryequipmentllc?igshid=YmMyMTA2M2Y= THE DANK SPOT 420 15022 mulberry drive unit k in Whittier Ca  https://instagram.com/thedankshop.420?igshid=YmMyMTA2M2Y= Phone Number  5622827629

Fright Night giveaway!!!!! --- Send in a voice message: https://podcasters.spotify.com/pod/show/shane-brian--mike/message Support this podcast: https://podcasters.spotify.com/pod/show/shane-brian--mike/support

Oceanside's Dezzy Hollow and Juancho kick it with us tonight! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/the-kick-it-podcast/message

My first male guest, rising Detroit Rapper, Dezzy, sits down with me and we discuss what self-love even means and what it looks like. Dezzy's in the early stages of his self-love journey and his professional journey as a rapper and thinking through what the future holds as it relates to both.    Social Media Links:Podcast IG: @our.selflove.storyHost's IG: @4ever.brandi__

Great conversation with the up and coming Oceanside rapper.

Hey Babes, We are back with a new episode, and we are talking about dating in today's world. This is just one dating episode of many because there are so many people with different opinions on dating. We had a lot of fun with the conversation with our guests Cam and Dezzy. What are some of your thoughts on dating these days? Do you like it or what would you change about it? Please follow our guests on social media and as always follow us as well. If you guys would like to send in any advice, ads for your businesses and suggestions email us at Heybabeletschat@gmail.com. Guests' social media: IG: @hopeful_dreaming @killa330killa Follow us: Facebook: Hey Babe Lets Chat Podcast IG: @Heybabespodcast @yourgirlaliahh @slim_wayne3

I swear daisy I'm not using anyone of you , it's just I'm busy and barely play roblox anymore :(

S1|E9 In this Episode me and my lovely guest @Dezzy___d go back and forth about Relationship things we approve and things people need to improve on. Super Informative tune in get ya Notepad and share this one --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

(Previously recorded on 1/22) - In this episode of WADR; Dezzy and Cheeks try out an alternative recording session with our friends at the Glu Network. We speak on personal preference & Brittany Rennier's interview, our ballots for the Hoe Hall Of Fame, NFL expectations, listen to a few tracks & Jay Z & Meek Mill's rap lyric legislation.

Powered by tbk247.com, theBookkeeper247 launched their very own podcast focusing on upcoming Christian artists.On this podcast, we Interview Artists we feel should be on everyone's radar and discuss, not just music, but other topics throughout our culture.theBookkeeper247 Podcast wanted to create a show to highlight the artist, as well as, find out more about the individuals and their music.Episode 15 Details: Bad Theology, Sexual Abuse, Not Covered by Christian Media Outlets & Unable to Perform @ Churches:On the 15th episode of “theBookkeeper247” Podcast, Daryl chops it up with Christian Hip Hop Artist Dezzy Yates.Dezzy Yates and Daryl discuss being sexually abused at a young age and how it lead him to his pornography addiction. The bad theology he received when trying to heal from sexual abuse and also the nightmares he had from being abused at the innocent age of 5.They also discuss his latest project “Enjoy the Mixtape”, being a semi-finalist on “So You Think You Can Dance”, the misconception of Christian Hip Hop, and Dezzy shares some powerful testimonies.Disclaimer:This interview is packed, and I mean packed, with amazing content, but because of some topics we discuss like sexual abuse, rape, molestation we suggest if you are under 18 you need to have a parent present.If anyone is going through sexual abuse, the Nation Wide Hotline is 800.656.HOPE (4673).(https://www.rainn.org/about-national-sexual-assault-telephone-hotline)Don't forget, if you really want to help us grow, smash that like button, subscribe to the channel, and hit the alert button to be notified for the most in-depth show in Hip Hop, “theBookkeeper247 Podcast”Sponsored by:1. D-Rock; Find Out More About His Latest EP "Blessed Up:Connect with Dezzy Yates:Instagram:Website:New Project; "Enjoy the Mixtape":More About Dezzy Yates:Dezmund “Dezzy” Yates is a Christian Hip Hop artist from Columbus, GA. Mixing the soul of Southern hip hop with splashes of alternative. (Full Bio)Connect with Us “tBK247 Media:Visit Us:YouTube: https:Email Us:Submit Audio & Video Here:Services:Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show (https://www.paypal.com/donate?business=HG9ARB8JQTG5L&no_recurring=0¤cy_code=USD)

In this episode of the One More Time Podcast, Dezzy Dinero talks about breaking an artist, the ROI of getting a major feature, learning to play the stock market, and more!Dezzy Dinero is a rapper from Union Point, GA and long-term friend / collaborator of H3NRY's. No one supports H3NRY spelling his name with a 3 more than Dezzy so thought it was only right to have him on the show for 3pisod3 033. Dezzy worked his way out of section 8 housing to become a successful investor and extremely dope artist. You can catch Dezzy at the club until 3am some nights, but you better believe he will be at work at 8am with a tie on ready to crush it. He is the definition of work hard, play hard. Dezzy has been stacking up money ready to make a splash in 2022. Be on the lookout for what he does next! WATCH this episode on YouTube:https://youtu.be/OuzSmCApO_gFOLLOW Dezzy Dinero on Instagram:https://www.instagram.com/dezzydineroWATCH music video for "Perfect Imperfection (ft. Skooly)" by Dezzy Dinero:https://youtu.be/2kKPEIjTzH4The One More Time Podcast is hosted by H3NRY (music producer and mixing engineer) and Playback Ben (music manager and marketing consultant). We created the show to have genuine conversations with genuine people about music. It is a platform for people in the spotlight and those behind the scenes in music to tell the stories about where they've come from, where they're at, and where they're going.FOLLOW and TURN ON notifications to make sure you NEVER miss an episode!FOLLOW One More Time, H3NRY and Playback Ben:https://www.instagram.com/onemoretimecasthttps://www.instagram.com/h3nrywitha3https://www.instagram.com/playbackbenhttps://www.tiktok.com/onemoretimecasthttps://www.tiktok.com/h3nrywitha3https://www.tiktok.com/playbackben

The episode so nice they named it twice. Linda has a theory. Zen does a big kicky. Ryl reflects on Dezzy. Plus, Ember almost gets banned from the podcast!   The Eternity Archives is hosted, produced, and edited by Dorca, Bappy, and Ziva. This chapter features guest host Ember. Find us on Twitter at @thearchivespod, or online at https://www.theeternityarchives.com/. Our intro music is Paint the Sky by Hans Atom, and sound effects are obtained from https://www.zapsplat.com.  If you enjoyed this podcast, please rate, review, and subscribe to The Eternity Archives on Apple podcasts, Spotify, or wherever you prefer to listen. Consider supporting us by telling your friends about us, or leave us a tip at our Ko-fi page: https://ko-fi.com/theeternityarchives. Thanks for listening and we'll see you next time. Transcripts: https://www.theeternityarchives.com/p/archives-1592253905/ Resources Henshin! A Sentai RPG: https://www.caveofmonstersgames.com/games/henshin Credits Sound Effects: Obtained from https://www.zapsplat.com Intro Music: Paint the Sky by Hans Atom (c) copyright 2015  Licensed under a Creative Commons Attribution (3.0) license. http://dig.ccmixter.org/files/hansatom/50718 Ft: Miss Judged Additional Music: Will Savino aka Music d20 https://www.patreon.com/musicd20   Contact Info Twitter: @thearchivespod Email: Theeternityarchivespod@gmail.com Website: https://theeternityarchives.com/ Ko-Fi: https://ko-fi.com/theeternityarchives

And we're back with another week of the show and this week we have a guest on....Deezy who owns Malaika Hair..a Hair Salon in The St. Louis Galleria Mall! She stops by to discuss her journey to entrepreneurship as a Black Woman and what drove her to leave corporate America. We also discuss some other musical topics! Come laugh and learn with us! Check her Salon out at https://www.malaikahair.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/ashlyn337/support

Linda, Ryl, Dezzy, and Zen learn new things about the Library. Plus, we wrap up our chapter with a discussion of the ups and downs of Lancer!   The Eternity Archives is hosted, produced, and edited by Dorca, Bappy, and Ziva.  You can find our guest host, Jenevieve, on Twitter at @JenApparently. Find us on Twitter at @thearchivespod, or online at https://www.theeternityarchives.com/. Our intro music is Paint the Sky by Hans Atom, and sound effects are obtained from https://www.zapsplat.com.  Check out our show notes for more information and some helpful Lancer resources.  If you enjoyed this podcast, please rate, review, and subscribe to The Eternity Archives on Apple podcasts, Spotify, or wherever you prefer to listen. Consider supporting us by telling your friends about us, or leave us a tip at our Ko-fi page: https://ko-fi.com/theeternityarchives. Thanks for listening and we'll see you next time. Transcripts: https://www.theeternityarchives.com/p/archives-1592253905/   Resources Comp/Con: https://compcon.app/#/ Lancer Terms/Cheat Sheet: https://cheatography.com/warsmith55/cheat-sheets/lancer/   Credits Sound Effects: Obtained from https://www.zapsplat.com Intro Music: Paint the Sky by Hans Atom (c) copyright 2015  Licensed under a Creative Commons Attribution (3.0) license. http://dig.ccmixter.org/files/hansatom/50718 Ft: Miss Judged Additional Music: Will Savino aka Music d20 https://www.patreon.com/musicd20   Contact Info Twitter: @thearchivespod Email: Theeternityarchivespod@gmail.com Website: https://theeternityarchives.com/ Ko-Fi: https://ko-fi.com/theeternityarchives  

Ryl asks Zen to referee. Linda is a bad ass. Plus, Dezzy stands up to bullying! Pew pew!!   The Eternity Archives is hosted, produced, and edited by Dorca, Bappy, and Ziva.  You can find our guest host, Jenevieve, on Twitter at @JenApparently. Find us on Twitter at @thearchivespod, or online at https://www.theeternityarchives.com/. Our intro music is Paint the Sky by Hans Atom, and sound effects are obtained from https://www.zapsplat.com.  Check out our show notes for more information and some helpful Lancer resources.  If you enjoyed this podcast, please rate, review, and subscribe to The Eternity Archives on Apple podcasts, Spotify, or wherever you prefer to listen. Consider supporting us by telling your friends about us, or leave us a tip at our Ko-fi page: https://ko-fi.com/theeternityarchives. Thanks for listening and we'll see you next time. Transcripts: https://www.theeternityarchives.com/p/archives-1592253905/ Resources Comp/Con: https://compcon.app/#/ Lancer Terms/Cheat Sheet: https://cheatography.com/warsmith55/cheat-sheets/lancer/   Credits Sound Effects: Obtained from https://www.zapsplat.com Intro Music: Paint the Sky by Hans Atom (c) copyright 2015  Licensed under a Creative Commons Attribution (3.0) license. http://dig.ccmixter.org/files/hansatom/50718 Ft: Miss Judged Additional Music: Will Savino aka Music d20 https://www.patreon.com/musicd20   Contact Info Twitter: @thearchivespod Email: Theeternityarchivespod@gmail.com Website: https://theeternityarchives.com/ Ko-Fi: https://ko-fi.com/theeternityarchives

Zen gives good advice. Ryl is totally normal in public. Linda shines her Garfield. Plus, Dezzy needs to turn in her badge and gun!   The Eternity Archives is hosted, produced, and edited by Dorca, Bappy, and Ziva.    You can find our guest host, Jenevieve, on Twitter at @JenApparently. Find us on Twitter at @thearchivespod, or online at https://www.theeternityarchives.com/. Our intro music is Paint the Sky by Hans Atom, and sound effects are obtained from https://www.zapsplat.com.  Check out our show notes for more information and some helpful Lancer resources.  If you enjoyed this podcast, please rate, review, and subscribe to The Eternity Archives on Apple podcasts, Spotify, or wherever you prefer to listen. Consider supporting us by telling your friends about us, or leave us a tip at our Ko-fi page: https://ko-fi.com/theeternityarchives. Thanks for listening and we'll see you next time. Transcripts: https://www.theeternityarchives.com/p/archives-1592253905/   Resources Comp/Con: https://compcon.app/#/ Lancer Terms/Cheat Sheet: https://cheatography.com/warsmith55/cheat-sheets/lancer/   Credits Sound Effects: Obtained from https://www.zapsplat.com Intro Music: Paint the Sky by Hans Atom (c) copyright 2015  Licensed under a Creative Commons Attribution (3.0) license. http://dig.ccmixter.org/files/hansatom/50718 Ft: Miss Judged Additional Music: Will Savino aka Music d20 https://www.patreon.com/musicd20   Contact Info Twitter: @thearchivespod Email: Theeternityarchivespod@gmail.com Website: https://theeternityarchives.com/ Ko-Fi: https://ko-fi.com/theeternityarchives

Imagine a world where your favorite idols didn't have to go to the military as soon or didn't have to go at all. What does that look like? Would fans allow it? Do you think they do more for their country by not going to the military? Let's talk about, right now!The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

BRIS and Dezzy argue over K-pop, they also get into your unpopular opinions!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How K-POP helped us deal with bad times...The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode BRIS and Dezzy discuss BLACKPINK's feature (Selena Gomez) reveal and why people are not to happy about it. Also some people are scratching their heads as to why BTS is doing an English song, is it because of American radio?! BRIS and Dezzy also get into some of your unpopular opinions.The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode BRIS and DEZZY explore the reasons why K-pop being done in English gets a bad rep but if it was in any other langue its more accepted. Also here we go again! Another american award show "adding" a k-pop category. Lets talk about it right now!The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode BRIS and DEZZY discuss TREASURE's debut and try to predict how many views their MV will get in the first 24 hrs. You will be surprised to find out which BIG k-pop groups that are NOT on the top 10 most viewed MV within the first 24 hrs. Find out now rn!!!The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode BRIS and DEZZY answer questions you asked on twitter. Get to know us and listen to the podcast right now!!!The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode BRIS and DEZZY discuss their opinions on Idols wearing braids. Is it ok or not? Also, 2 Youtubers have talked about BLACKPINK bodies and said some horrible stuff and BRIS and DEZZY have something to say about it. BRIS and DEZZY also talk about how the 24hr hold on new comeback reaction videos actually can hurt or go against what the Labels want for their artists. Listen to this podcast right now to find out how all this went down!The video version of this podcast will be in premium only on the Himalaya app!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.