Podcasts about diana oh

On this Giving Tuesday, donate what you can to a theatre in need, wild project! Ani Mari de Quesada chats with Sarah about the importance of local theatre on the Lower East Side.  Ana Mari has been the producing Artistic Director at wild project since its opening in July 2007. As Producing Artistic Director Ana Mari has formed creative partnerships with the Current Sessions, Poetic Theater Productions, Contemporary Performance, New York No Limits, International Human Rights Art Festival, Angela DiCarlo, Jill Pangallo, Heather Litteer & Amber Martin. She has also helped develop the East Village Queer Film Festival as part of wild project's Queer Initiative. Previously, Ana Mari was the Studio Administrator at The Actors Studio from 2013-2016. Ana Mari has worked as a Production Manager & Production Stage Manager on countless New York theatrical productions such as The Actors Studio productions of The Danube byMaria Irene Fornes, Mud by Maria Irene Fornes , The Last Days of Judas Iscariot by Stephen Adly Guirgis (La MaMa), First Born by Lyle Kessler , and Old Times by Harold Pinter. Ana Mari has also worked as a Production Manager for Rattlestick Playwrights Theater productions of my Lingerie Play by Diana Oh, Until The Flood byDael Orlandersmith, Draw The Circle by Mashuq Deen. & The Enclave by Arthur Laurent. She has also toured with Big Art Group as their Assistant Technical Director and Production Manager on North America & European tours of House of No More, Dead Set, S.O.S., The People and Cinema Fury from 2005-2012. Ana Mari is also the Repertory Season Academic Manager at The Actors Studio Drama School MFA Program, Sands College of Performing Arts, Pace University. Since 2007, wild project has presented and produced theater that enriches, educates, and unifies its East Village community in an environmentally responsible green space. We proudly devote specific initiatives toward female, LGBTQIA+ and BIPOC projects and the work of local East Village artists, to ensure nonprofit theater sustains its roots in the community. wild project places the utmost importance on engendering a climate that supports emerging artists and cultivates artistic excellence, enriching the community and promoting social equity. Our staff takes pride in nurturing new and exciting work with a personal and intimate approach to theater. DONATE TODAY TO HELP WILD PROJECT www.thewildproject.org Connect with GOOD SHOW! Instagram: @goodshowpodcast  Tik Tok: @goodshowpodcast   Learn more about your ad choices. Visit megaphone.fm/adchoices

It's about the journey, not the destination! The girls are finally chatting about one of the most sacred corners of sex to reach a higher level of bodily understanding. They're joined by artist Diana Oh who is back on the show to talk Tantra. We all know about Sting's relationship to the Tantric arts but it's not just about the length of time, it's about the motion in the ocean. From Cynthia Erivo epiphanies to staying present when the camera is rolling, we're relaxing into this one.Real Tantric SexBe sure to rate Girls on Porn 5-Stars on Apple Podcast and Spotify! And leave your favorite search term OR your porn star name in the review for a chance to have it read on-air. Follow Us on Social Media:Diana Oh: @ohyeadianaShow: @girlsonprnLaura: @ramadeiRachel: @_rrratchelShow Credits:Producer: Amanda CMixed and Edited by Grace HarperIntern: Matt WoodwardTheme by Eli JanneyAdvertise on Girls On Porn via Gumball.fmSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hi listeners! It's Renee, and today we're doing something a little different with the feed. Now that Badlands Cola is complete (for now) we thought we would use this post-season downtime to share some really cool shows with you. Today, we're swapping feeds with a show called Give Me Away! Give Me Away is an ensemble science fiction podcast about a spaceship that crashes in the Nevada desert...and screams. The screams of thousands of extraterrestrial political prisoners uploaded into its horrific mainframe. The only way to free them... is to transfer them into the bodies of humans willing to share their minds with an alien second consciousness. But who would volunteer for that? Graham Shapiro, divorced and adrift at age 50, is one of the first to raise his hand. I don't know about you, but this is the time of year where I crave bingeable content. Hook me in the first few minutes, and then throw me a pile of episodes that I can sink my teeth into, lose an afternoon to. And...oh wow, Give Me Away is 100% that. I'm so grateful that their team reached out to me because this...might be my favourite show right now? The pacing is impeccable, there's this beautiful prickly tension that just slowly ramps up throughout, and most of all, it does the thing that I personally think the best sci fi does, which is capture your imagination with some seriously human questions like...how much of your mind, body, and soul would you give up (honestly!) to save a stranger from the outer reaches of space? Give Me Away is an expertly produced show about radical hospitality, so give their pilot episode a listen now, and then make sure you check Episode 2 out at Gideon-Media.com, or wherever you get your podcasts. Enjoy! TRANSCRIPTS: Transcripts for Give Me Away are available at www.gideon-media.com/transcripts. CREDITS: Give Me Away is written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Cover art by Kate Kosma. Featuring Sean Williams, Hanna Cheek, Kevin R. Free, Nat Cassidy, Diana Oh, Dani Martineck, Rebecca Comtois, Alba Ponce de León, Jorge Cordova, Lori Elizabeth Parquet, and Stephanie Willing.

If you like SDITE, I think you'll like Give Me Away. This audio drama imagines: what if there was such a thing as consensual body snatchers, aliens that cohabit in the minds of willing humans. What does sharing a body look like? It incorporates the clammy shared-body fascination of Venom with the gentle comedy of All Of Me against the backdrop of a relatable contemporary social and political setting. I adore the concept of this show, and it's made by the team behind Steal The Stars, another fantastic sci-fi podcast! You can listen to Give Me Away anywhere you listen to podcasts, and find transcripts at gideon-media.com. This is episode one: Is That Thing Screaming? The screaming spaceship lands just as Graham Shapiro's life is falling apart. The world reels, and Graham makes some big decisions. Featuring Hanna Cheek, Sean Williams, Kevin R. Free, Nat Cassidy, Diana Oh, Dani Martineck, Rebecca Comtois, Alba Ponce de León, Jorge Cordova, Lori Elizabeth Parquet, and Stephanie Willing. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Learn more about your ad choices. Visit megaphone.fm/adchoices

Hello- Jeffrey here! Over here in Chicago, we've just kicked off recording for Season Five of unwell- it is so wonderful to be back in the studio with these actors, and I am SO excited for you to hear what we're working on. In the meantime- we're thrilled to bring you the first episode of Gideon Media's “Give Me Away.” It's a sci-fi thriller from Mac Rogers, who wrote some of my very favorite pieces of audio in the genre- including  The Message, LifeAfter, and Steal The Stars.  You can hear the rest of the series, and find credits, transcripts, and more at gideon-media. org. === The screaming spaceship lands just as Graham Shapiro's life is falling apart. The world reels, and Graham makes some big decisions. Featuring Hanna Cheek, Sean Williams, Kevin R. Free, Nat Cassidy, Diana Oh, Dani Martineck, Rebecca Comtois, Alba Ponce de León, Jorge Cordova, Lori Elizabeth Parquet, and Stephanie Willing. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio. Learn more about your ad choices. Visit megaphone.fm/adchoices

It's time for another visit with Midday's award-winning theater critic J. Wynn Rousuck, who joins Tom each week with her reviews of Maryland's regional stage. Today, she tells us about Bakkhai, playwright and classicist Anne Carson's new version of the classic Greek tragedy by Euripides, now in a live production at Baltimore Center Stage. Featuring original music by Diana Oh and choreography by Willa Noel Montague, the play is directed at Center Stage by Michael Donahue, with a cast that also includes Kambi Gathesha, Shauna Miles, Alexander Sovronsky, Christopher Sears and Michael Maloney. Bakkhai continues at Baltimore Center Stage thru June 19. For information on showtimes and ticketing, follow the the play link. See omnystudio.com/listener for privacy information.

Cornered with nowhere to run, the core members of the Nevada Project are faced with a terrible choice. Featuring Sean Williams, Diana Oh, Rebecca Comtois, Lori Elizabeth Parquet,  Hennessy Winkler, Ato Essandoh, Dani Martineck, Hanna Cheek, Matthew Trumbull, Christopher Wilson, and Maya Armstrong. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

As Riley unleashes his endgame, Joshua opens Jamie's eyes. Featuring Sean Williams, Diana Oh, Rebecca Comtois, Lori Elizabeth Parquet, Kevin R. Free, Ato Essandoh, Hennessy Winkler, Brian Silliman, Dani Martineck, Hanna Cheek, Jorge Cordova, Matthew Trumbull, Christopher Wilson, and Maya Armstrong.  Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

With the Nevada Project newly imperiled, Brooke/Deirdre try for a public relations Hail Mary. Featuring Ato Essandoh, Diana Oh, Alba Ponce de León, Lori Elizabeth Parquet, Jorge Cordova, Rebecca Comtois, Hennessy Winkler, Sean Williams, Dani Martineck, Hanna Cheek, Brian Silliman, and Kevin R. Free. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

Joshua finds a new home with Graham, and hates it. Jamie can't find any home at all. Featuring Sean Williams, Lori Elizabeth Parquet, Hennessy Winkler, Rebecca Comtois, Dani Martineck, Diana Oh, Neimah Djourabchi, and Nat Cassidy. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

Just before his Acceptance, Graham spends time with his family—in several surprising ways. Featuring Sean Williams, Dani Martineck, Ato Essandoh, Hanna Cheek, Nat Cassidy, Lori Elizabeth Parquet, Jorge Cordova, Diana Oh, Ian Williams, Rebecca Comtois, and Hennessy Winkler. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

As Graham struggles with telling his loved ones, he must embark on a (literally) uncomfortable journey. Featuring Sean Williams, Nat Cassidy, Rebecca Comtois, Alba Ponce de León, Diana Oh, Ato Essandoh, Dani Martineck, Hennessy Winkler, Lori Elizabeth Parquet, and Jorge Cordova. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

A convidada de hoje foi Diana Oh, empreendedora do ramo da moda que trouxe experiências valiosas pra você que quer empreender e ganhar uma renda extra. Sigam no insta: @loopi.app @mustbrie @fashionclinicsp E para mais informações: www.loopi.shop www.mustbrie.com.br --- Send in a voice message: https://anchor.fm/btreze/message Support this podcast: https://anchor.fm/btreze/support

The screaming spaceship lands just as Graham Shapiro's life is falling apart. The world reels, and Graham makes some big decisions. Featuring Hanna Cheek, Sean Williams, Kevin R. Free, Nat Cassidy, Diana Oh, Dani Martineck, Rebecca Comtois, Alba Ponce de León, Jorge Cordova, Lori Elizabeth Parquet, and Stephanie Willing. Written by Mac Rogers, directed by Jordana Williams, sound designed by Bart Fasbender, music composed by Adam Blau, assistant directed by Marty McGuire, and produced by Cara Ehlenfeldt. Transcripts are available at www.gideon-media.com/transcripts. Gideon Media crafts gripping productions that explore human grace and darkness through popular genre forms. Learn more at www.gideon-media.com and follow us on Twitter @mediagideon, Instagram @gideonaudio, and Facebook @gideonaudio.

A convidada de hoje foi Diana Oh, empreendedora do ramo da moda que trouxe experiências valiosas pra você que quer empreender e ganhar uma renda extra. Sigam no insta: @loopi.app @mustbrie @fashionclinicsp E para mais informações: www.loopi.shop www.mustbrie.com.br --- Send in a voice message: https://anchor.fm/btreze/message Support this podcast: https://anchor.fm/btreze/support

The future of commerce is being built all around us, and while so much of the industry changes on a daily basis, there are still some fundamental truths that anchor brands and allow them to find success in the digital and retail worlds. On this roundtable episode of Up Next in Commerce, I got to dig into exactly what those foundational elements are with Mike Black, the CMO of Profitero, and Diana Haussling, the VP and General Manager of Digital Commerce at Colgate-Palmolive.This was such a great discussion that touched on so many different topics that brands big and small should be paying attention to. For example, what are the three key levers that influence ecommerce sales? How should you be developing KPIs that will actually mean something and lead to more profitability and growth? Why is omnichannel the way of the future and what channels should companies be investing in? Mike and Diana have the answers, which they have gathered through long and impressive histories in the ecommerce world — Mike worked at Staples and Nielsen, and Diana has held roles at places like Campbell's, General Mills, and Hersheys. These two really know their stuff and they were so much fun to talk to. I hope you enjoy it as much as I did!  Main Takeaways:Pulling the Right Levers: There are three basic levers that influence ecommerce sales: availability, findability, and conversion tactics. If you can't ensure that you reliably have products to offer people, that those people have an easy way to find the products, and that they are given reasons to actually make a purchase, you won't be able to grow or increase profits. You Reap What You Sow: Being a first-mover on any platform is one of the investments that has the highest potential payoffs. Companies that took Amazon and Instacart seriously from the get-go have created a huge advantage for themselves in the ecommerce space. By having a head start in one place, you also free yourself up to explore elsewhere while your competition tries to keep up in the first spot you've already dominated.You Want Them to Want You: As a brand, you have to firmly establish a value proposition to present to customers, especially when you are trying to extract information or gather data about them. Give customers concrete reasons to want to engage with your brand and earn their trust so that they are more likely to keep coming back. Then use the data they give you to provide even better experiences and products over and over.For an in-depth look at this episode, check out the full transcript below. Quotes have been edited for clarity and length.---Up Next in Commerce is brought to you by Salesforce Commerce Cloud. Respond quickly to changing customer needs with flexible Ecommerce connected to marketing, sales, and service. Deliver intelligent commerce experiences your customers can trust, across every channel. Together, we're ready for what's next in commerce. Learn more at salesforce.com/commerce---Transcript:Stephanie:Hello, everyone. And welcome back to Up Next in Commerce. I'm your host, Stephanie Postles, CEO at mission.org. Today, we are back with an awesome round table with some amazing folks. First up, we have Diana Haussling, who currently serves as the VP and General Manager of Digital Commerce at Colgate-Palmolive. Welcome.Diana:Thank you so much for having me. I'm super excited for this conversation.Stephanie:Me too. And next we have Mike Black, who's the CMO of Profitero. Mike, welcome to the show.Mike:Thank you very much. Also, very excited.Stephanie:Yeah. This is going to be a good one. I can just feel it. I can see the energy between you guys. I can see you got a lot to say. So, it's going to be a good one. So, I would love to start as I always do with a bit of background so people know who we're chatting with. So, Diana, maybe if you could start with… I see you have a long history in the world of CPG work for… I mean the most well-known brands that I can think of, and I was hoping if you can kind of go through that journey a bit?Diana:Yeah. So, I've been lucky enough to work at four major CPG organizations. I cut my teeth with Hershey in sales and really was able to understand, not only retail, but direct customer selling. Moved over to General Mills where I stiffed my toe in the water in marketing. Loved working on those brands and getting a taste of a larger organization. And then I shifted to Campbell's where I spent the bulk of my time. Campbell's will always have a special place in my heart.Diana:I spent a lot of times there, ping-pong back and forth between marketing and sales. I created a couple of roles for myself. One of which was the lead of e-commerce, where I established the e-commerce organization there before leaving and coming to my new love, Colgate-Palmolive. Super excited to be part of the Colgate family. I lead a digital commerce team called the Hive. It had that name before I got there. But I'm attributing it to the Beyonce now that I'm there.Stephanie:I love that.Diana:I'm so super excited to be at Colgate. There's just a ton of energy and growth around e-commerce and our primary focus is on digital transformation which is a perfect segue for this conversation.Stephanie:Yes. I can't wait to get into that. All right, Mike, a bit about you.Mike:Yeah. So, I started my career in retail. I started my first real job was at Staples, the office products company. And I was responsible for public relations there. Opening new stores in different markets, and really got a firsthand look at how retailers, traditional retailers were being disrupted by e-commerce. The time that I was at Staples was right at the time that Amazon started to make its ways. And I could see the impact of that just in the way that Staples was going to market, and they started to really dial up their own e-commerce efforts to combat.Mike:So, it was really interesting to see that pivotal moment inside from a retailer, classic brick and mortar retailer go through that transformation. So, I started my career there, then I started working in startups. And I eventually found my way to Nielsen. So, I worked in the part of Nielsen where we tested new product innovations for CPGs and worked in their measurement and analytics. And while I was at Nielsen, that's my first exposure to e-commerce and first exposure to this new emerging space of analytics.Mike:And I knew this was the place I wanted to be. It was in the e-commerce space, the intersection of e-commerce and data analytics, and that led me to Profitero where I am now. And we're getting to work with smart people like Diana who is someone I listen to her speak, and then I take notes. And then I sort of borrow some of her wisdom, and she's someone I'm always learning a lot from.Diana:Right back at you, Mike. And if you don't follow him on LinkedIn, you should, because he leads all social for Profitero, which isn't in his CMO title.Stephanie:Wow. I like this. Diana's like your hype woman. So, this is a good match we have here.Mike:The feeling is mutual.Stephanie:Yeah. That's awesome. So, Diana, I mean I'm thinking about you starting an e-commerce team at Campbell's. And then coming to Colgate where they already kind of have one set up, and I'd love to hear a bit about what is it like now versus then? Because I can just imagine you being like, “This is important everyone and I need some budget for it and this is going to be a thing.” Whereas now, it's like obvious. Like, “Yeah. Jump in. Let's go deep and spread the word.”Diana:Yeah. I think, and I'm sure this will ring true to a lot of my fellow CPGers and the struggle on the e-commerce business. If you're at an organization, and this is a completely new space, but you have leadership that definitely sees the potential and the opportunity, it really becomes on you to not only operationalize, but really help leaders understand how to translate e-commerce, how to translate digital to a P&L, to growth projectors, to a strat plan. All those things CPG people are really comfortable with.Diana:And then also to really think about not only what your org needs to be like to get things off the ground, but where it needs to go in the next three years. And typically, you're not in the position where the organization truly understands how to make that work. So, there is a kind of this hybrid role that digital commerce folks have to play in emerging organizations where they're really helping folks navigate, what IT support do I need? What supply chain support do I need? Where should everything sit?Diana:And you can do it on your own, but you can also partner. So, there's a number of groups you can partner with. I happen to know that Profitero has done a lot in this space, and they have, basically, a journey for organizations that you can leverage. But it really is like starting from scratch and building a case for growth. I think the biggest question that you get when it comes to just starting up in an organization is how is this incremental to the business?Diana:And my pushback to that always is, it's not about incrementality. Incrementality is a bonus. It really is all about protecting your base business, going where consumers are going, and ensuring that you future proof your organization for the reality of what our new world is, which is omni. It's slightly different when you come into an organization like Colgate who already has a established e-commerce team or Center of Excellence.Diana:I definitely feel like I came to the land of the willing. Everyone, from the top down, is really excited and energized by the space. And that it's energizing, but it also means you have to redirect all of those good intentions and positive energy to the right focus and the right goal. So, some of the work when you're in a more established organization is really, how do I harness all of those resources when they are abundant? And make sure they're spent in the right places and they deliver. Because there's going to come a time where leadership is going to look back on that cash that they threw in e-commerce, and they're going to say, "What did I get for it?" And you better have delivered on it.Diana:I think the other piece is making sure you understand how to integrate across the organization. It's important to have a strong center, but it's even more important to make sure everybody understands the role that they play in digital, in e-commerce regardless of if they're on the badass teams like the Hives of the world.Stephanie:Yeah. I mean the one thing I hear a lot of brands struggling with though are around metrics. I mean from working at bigger companies in the past, I've seen people kind of come up with KPIs in a way that, it's kind of made up. Stephanie:So, when thinking about big and small brands thinking through like KPIs and metrics, feels like kind of a messy world where when you get to the bigger organizations, some of them can start to feel like they're just kind of being forced. Like, "Oh, see, we have it. And if you look in three years, maybe it's like not even relevant. And then the smaller companies are like, "Well, how do we even start?"Stephanie:And so, I'm wondering, how do you go about even thinking about developing KPIs, thinking about brand building, thinking about conversions. Is there some kind of allocation you had going into it of like, "Here's what should be spent on just holding down the fort, and here's what should be spent on acquiring new customers and thinking through the LTV and everything."Diana:For me, that's a marriage between two points. It's the external data and viewpoint. So, where do you have an actual right to win? Where are the white space opportunities? And where are their growth that you're not getting your fair share of? Really understanding that industry landscape is really critical to forming your strategy.Diana:What you want to avoid is just forming a strategy that's based off of internal goals and objectives, because you may not be able to deliver against that. It's a marriage between the two. Then, it's getting really clear internally on what winning looks like. There is a high cost to acquisition, but there also is a huge penalty if you don't ride the momentum and the wave of growth while it's happening.Diana:I use Skype and Zoom during the pandemic as an example of that. Skype had a foothold on the industry. Zoom came in out of nowhere and won the pandemic. You don't want to be Skype. So, how do you ensure that you position yourself and your brands, so you not only understand what the CEO and the board wants you to deliver, but also you're pushing on what are the right levers in order to get there? Because your brick and mortar business is not going to mirror your e-commerce business. It's going to be slightly different.Diana:And then you have to understand those points where there's intersection. So, right now, we're seeing growth across all modalities or modes of shopping. So, there is this real digital impact on the physical brick and mortar footprint. And the onus is on the digital commerce team to make sure they understand what that impact can do, and they're not only influencing the KPIs that drive e-commerce, but they're helping the brick and mortar business understand the KPIs they need to maintain competitive edge. But also to hold their shelf space, their promo space, and their capacity within the total retailer environment.Mike:Yeah. Just to build on what Diana said. I've noticed a shift just in vocabulary and positioning in the last probably three months with e-commerce leaders. They used to really talk about e-commerce as e-commerce, and it was really about winning in that channel. And I've noticed this language shift towards now repositioning around this idea of digitally influenced sale, and taking credit for all the work that you do online that drive sales.Mike:And you think about it, most, and it's true. Most shopping experiences are happening much… Even if you go in a store, you're researching online, you're looking at content. You're doing a search to see if it's even available at your local Target. And what comes up in that digital experience is going to dictate whether you go to that store or not. So, it's just so much more impact that I think goes into your e-commerce that I don't think e-commerce leaders were really fairly taken credit for. But I noticed this, Diana, you probably… And it sounds like you're starting to speak this languages.Mike:It's like almost every sale is digitally influenced now. And so, that investment, I think it breaks down the barriers between the brick and mortar teams when they start to realize that their success isn't independent. It isn't just e-commerce and I don't have to care about it. Actually, will have a full cycle, and you see some retailers, really, I believe the sticking point comes when you have a retailer like Walmart who starts to say, "Hey, you have to talk to me in the language of omnichannel."Mike:And now, when they set that tone and being as influential as you are, I see them starting to drive this different consensus. So, I think the metrics have changed in some ways, the language has changed and I think we're starting to reframe that it isn't just e-commerce, but just commerce now. And I think that's going a long way.Stephanie:Yeah. That is why we label the podcast, Up Next in Commerce, because we knew, we saw the writing on the wall, so just several notes, we were first. So, how are you going about even thinking about that tracking? I mean if you're saying a sale is digitally influenced, in my head I'm like, "How? How would you even know that?" So, what are some ways, either Mike that you see brands kind of attacking that problem or Diana, how's Colgate thinking about that?Diana:Mike, you got this one. This is your [crosstalk].Mike:Yeah. I'd say like basically, I mean the way that we think about your metrics really goes down to the levers, right? The levers that influence your sales in e-commerce, really comes down to like three basics. And there's some, the one is the first lever. Most important is that you're available. So, that your product is even listed and it's not out of stock. That was a major issue last year, and a lot of brands are still feeling that repercussion, and that has a lot of impact.Mike:So, if you go to Amazon, and you're looking for a particular product, it's not there. You better believe consumers are going to switch, and we saw that switching, and that switching is very painful online, because the loyalty can go, and then you don't have that repeat. So, first and foremost you think about, "Okay, we got to be available." It's just like being in store. You got to have the product there on the shelf.Mike:Then, the next big lever is being findable. And that's what's really interesting, when you're in a traditional store, you walk into a store, you knew that your product, you sold it in at the beginning of the year, the planogram. That, yeah, your product was going to be on the shelf, and they're just going to replace it. But in the digital store that changes every day, and we've done like 24-hour video views of search results on Amazon, and the products are just changing constantly shifting.Mike:And so, findability is really being keen to what terms your customers going to search for, and then being there all the time in the top of the results, and we have seen that if you're not on page one, and sometimes not even in page, in the first five spots, you might as well not even be there, because you're not findable. So, that's like your second lever.Mike:And then your third is really about your conversion levers. Having that content and having those reviews, and that's probably one of the most transferable things between the online and the offline experience, because there's so much discovery and learning and research is being done, and that's one of the things that Amazon has done a great job and recognized, they've given consumers so much real estate, so much space. Places for videos, place for content.Mike:And I think most of us, if we're going to look for a new product, we're going to start on Amazon. We're going to soak in that information and make informed decisions. So, if you look at it, it's all right. Well, my end game has got to be available. I got to be findable, showing them a search. I have to have good content. And then if those things are true, you start to gather metrics, and that's actually what Profitero is doing is we're able to help brands understand across all the sites you're selling. Are they available? Are they findable? Are they converting? And ultimately what we know is if you pull those levers, and you optimize those levers, your sales are going to grow, and you're going to outpace the competition.Mike:And to Diana's point, the very, very important thing that grounds all this is having a sense of your competitive growth, because you need to be able to define, like Diana said, not define success in your own terms. But you have to be able to see how your competitors are growing in that category, and if you look at 2020, everybody grew, pat yourself on the back. But if you knew that your competitor grew at like 2x or 3x, that's a wake-up call, there's something you're not doing that they're doing. And so, it's really important that you balance those tactical levers of the shelf with just this overall having sales metrics and not just looking at your own. And these are all data points that are now available through technology and Diana can speak about how they're actioned.Diana:Yeah. I would say the digital commerce starter kit is definitely, first and foremost, digital shelf health and discipline. That's a game changer. If you're not winning there, and you're not going to win, we spend so much time as marketers really focusing on our packaging and understanding the importance and the value of packaging.Diana:Well, in this new world, the digital shelf is your new packaging. It's your new end cap. It's your new aisle. So, how do you think about digital shelf and the discipline there really is going to translate into your competitive set, because now consumers can define what that competitor set is. It's going to really define your conversion rates. Does your content help consumers really understand how to use your product?Diana:And it's also going to impact your ratings and reviews. Does your content enable your consumers to have the experience that they're expecting when they see you online? So, it really does fuel all of the potential for your growth. And I said once you have that starter kit up and running, then you really have to take a step back, and think about, what are the other KPIs? We tend to really focus on marketing and sales when it comes to digital commerce. But this game is won and lost with supply chain, IT, and finance.Diana:So, starting back with supply chain, IT, and finance and setting yourself up to be profitable, to be deliverable, and to be flexible is really how you can break away from the pack.Stephanie:Yeah. I love that. What are some surprises? And maybe Mike this is a question for you. What are some surprising platforms or channels when you're talking about, everyone did well, but some brands maybe did double or triple compared to other ones? What are some surprises there that you're seeing or things that are happening right now, you're like, "This platform's kind of popping up or people are pulling off of this one?"Mike:Yeah. Well, just specifically in terms of platforms, I think, well, in terms of like retail platforms, I think part of it is I think last year was really about the relevance of certain platforms jumped up. So, I think most brands that took e-commerce seriously, took Amazon very seriously from the get-go, I think last year Instacart became the platform that everyone's, especially in CPG space said, "Okay, this is serious now." People were going there first and foremost, it was a lifeline in terms of getting delivery.Mike:And suddenly now, what that creates is an opportunity to be first in market. And I think there's an advantage with any platform to be the first mover, and there's reasons why. Amazon's a good example of a platform that favors brands that have good sales history. So, if you excelled, really, if you were like the first let's say pet brand a couple years ago to rock Amazon, what happened is that you were excelling at all your execution, your sales are going up, and you start to organically just get higher placement, because Amazon favors brands that are relevant.Mike:And so, if you're really selling, they're going to give you that top space. And you see that same dynamic in Instacart, and in grocery too, because what happens is on a grocery site, people usually buy groceries off a list. And so, the first time they place orders on an Instacart or grocery, they're building their list. And then the next time it's a reordered list. So, there's a huge advantage to be a first mover on a platform and to build that purchase history, because it drives your repeat rates.Mike:And so, what we saw last year was just a lot of brands stepping up, and saying, "You know what? We're going to capitalize this. We're going to be early. We're going to invest in ads. You were going to get it, get that top of mind share." And I think they're going to reap the rewards now for the rest of year. So, you can look at it from a platform perspective, sometimes being first to market on these platforms, taking e-commerce seriously can give you a long-term sustainable advantage.Stephanie:I wonder if consumers are changing because of this past year or two, it seems like consumers are looking for the newer thing, the D2C company that's kind of like just saw it on Instagram. I feel like even myself, I go to Amazon, I see a lot of brands that I know. I'm kind of like, "Ah, keep scrolling." I've known of these brands for 10 years. Of course, they're number one. They've been around a long time. Let me find this deodorant that just popped up. Oh, cool. It's natural. It has all the things that I want, but it might be pretty far down or I'm even getting to a place where I'm kind of skeptical that Amazon might not even have it. And I might just need to go to the website or maybe go to, I don't know, Target and browse through and try and find it. What are you guys thinking around that?Diana:I love everything that you're saying there, but the insights background in me is super excited around the fact that we all went through a life change at the same time. So, if you think about that, typically, when you have a baby, your consideration set changes, your lifestyle changes, which are open too. New households with second babies tend to buy a washing machine within that first week that they bring that baby home, because they're like, "Crap, I'm not dealing with all this laundry on my own."Diana:But we all went through that change, collectively had a baby at once and changed how we operate, how we think, what we're open to, what our consideration set is. So, insights teams out there should be real hype right now, because it's an opportunity for them to really take a deep dive in and rethink brand positioning and audiences. So, exactly what you're talking about, people are more open or more exposed or they realize how connected they are to certain brands, and then they were willing to go direct to that brand to purchase those items to ensure that they were getting, and they're going to sign up for subscription because they're not going to be out of that brand like they were, toilet paper, those first few weeks of the pandemic.Diana:So, I think it's a huge opportunity for brands to really think through, really around who your audience is, your target audience is? Are you capturing them? So, this is your defense strategy. Am I getting them? They're switching from platform to platform. I was getting them when they were going in the brick and mortar store, am I getting them when they're going into Instacart? Is my item showing up? So, making sure you're getting that first basket because the first basket is everything.Diana:Then, there should be a real acquisition strategy. Who do I have the right to go after because now they're open to me, they're open to my brand or they're open to new things and ideas? And that's where brands can really leverage their suite of their portfolio to really drive that cross shop. So, I think this is a huge opportunity if brands jump on it to really connect with consumers. I never used to work out before the pandemic, but then when I was stuck at home, in the same room that I sleep in, and then working in. I was like, "Well, I need to do something."Diana:Peloton got me. I don't like working out. I like the community. I like the gamification. I want to pretend that I'm one of their instructors with the jewelry on and super cool. And I'm not, so they totally got me. And now I'm working out three days a week. That's a whole habit that I never had before, and so it's just ripe for opportunities for brands to not only grow within their traditional channels, but to acquire new consumers in new channels.Stephanie:Yeah.Mike:Yeah. Just to build on that. There's no single consumer anymore, and there's no single retailer. I think there's, me personally in my own house, takes… We shop at eight different retailers to stock our house now online. There's certain things that Target does well, there's certain things Amazon does well. There's certain missions, when I'm in discovery mode like you described, yeah. When I want to go find something and be inspired, I might look at Amazon.Mike:When I have a mission where I just need to stock up, I might go to Walmart. I might go to BJ's or Costco. So, what's really interesting and what's really challenging is you can't just… The brands that are going to win are the ones that can do this well at scale effectively. They recognize that their consumer is everywhere, that they're shopping for different, in different occasions. Convenience, different factors, and they realize like you have to be everywhere, you want to be available and you want to show up.Mike:And I think that's the next play, and that's what makes omnichannel really exciting is you have those brands that maybe nailed Amazon, and they're comfortable, but the next level of this game is, all right, now we have to operationalize this at scale across all our retailers teams, and those brands that are on top of that in making those driving that change, internally to be there everywhere. Those are going to be the ones are going to pick up that market share in the next year, and next two years.Stephanie:Yeah. I mean how do you think about for brands needing to be everywhere? I mean I'm thinking about like you said, the shopper, when I'm at Costco, I'm in a different mindset. And I might want to see a slightly different version of a product whereas when I'm on Amazon or when I'm in Target which feels higher end maybe than a Walmart. How would you think about a brand should handle that now that they have to be everywhere, but also have very different consumers everywhere in a different mindset depending on where they're shopping?Diana:I mean that's where portfolio roles and retailers segmentations really come into play. It's not the sexy work, but it's the work that has to be done. And it can't just be done at a very high level anymore, it really has to be done at the SKU level, because there are some multi-packs they're going to pop in certain modalities at certain retailers, there's some SKUs that just have a better fit. The brand teams that are able to really get that portfolio role and customer segmentation right are going to be able to invest to win, because as retail media costs grow, the cost of service grow, dollars, that bucket of dollars hasn't gotten any bigger. So, it's about being smarter about how and where you invest and really thinking thoroughly through how what you're expecting to get from that dollar.Diana:So, sometimes it's going to be a ROAS, sometimes it's going to be data, sometimes it's going to be something else. But really having clear business objectives for every dollar that's spent.Stephanie:Yeah. I love that. Mike, anything to add?Mike:Yeah. No. I think, Diana, like portfolio strategy is it's funny like there's been this like sea change I think when early stages of e-commerce or at least my observation, there's so much excitement that you get the marketing teams are just spending dollars, right? It's about growth. We're just going to buy some ads. And then all of a sudden, you see this diminishing returns. All of a sudden the things you were spending ads on, oh, they're always out of stock or they're getting de-listed.Mike:And that's a symptom and really it's like this idea, and you mentioned Diana, it's like marketing and supply chain are the best friends in the e-commerce. It's a weird thing because I'm a marketer, and you think, but it has to be because unless… You almost have to flip the funnel. And I thought it's like you got traffic, you get conversion. And then you get to like profitability. You have to flip it. And I think that's the flip now is thinking about your portfolio from consumer dimension, profitability dimension across your retailers. If you don't set those clear lines up, you don't set that definition up, this has a downstream effect.Mike:And you see this a lot on retailers where it's like, "Okay. Well, I have the same products everywhere, so what happens?" Well, if Walmart drops the price, Amazon drops prices and suddenly that thing that you're spending ad dollars on, you can't even, it's not even there. So, I think this is like the next generation is like almost like, "All right, let's break it back. Let's work backwards now. Let's start fresh, and let's build that from the portfolio."Mike:And then, once we make that clean, we're just going to see this uplift and our cost to serve, our cost of marketing is going to be super-efficient versus just throwing dollars at it without a strategy.Diana:That's not just for the manufacturers. I also feel really strongly that that benefits the retailers. They don't want to comp prices back and forth. They want a unique value proposition for their consumers. So, how can you help the retailers achieve their objectives? If Kroger's going after young households, and young families, what's your solution to help them go after them? If Target's going after the black consumer, how are you helping them capture as many black guests as possible? How are you really thinking about not only the strategy, so it benefits you, so it also really does align with your retailer strategy?Diana:That's how you create a win-win scenario, and you avoid the competitive pricing pressures that we're all experiencing right now.Stephanie:Yeah. How do you find a good partnership with these retailers? Because I'm sure when they have so many brands they're working with and everyone probably wants to talk with them a little bit differently, and they have different ways that they want to help them or work with them, how do you think a successful partnership looks like or what does that structure look like?Diana:I think this is why the digital commerce space has to exist in this kind of hybrid world, because I feel like marketers take a really consumer human first mindset. Sales people tend to be very like sales for sales focus. In the middle you have to be this hybrid. I do take a customer first approach to an extent because you have to understand your customer strategies. Target's earnings call just came out this week or last week, and they talked about how 90% of all their sale is digital or physical are coming from stores.Diana:That's an insight for me to strategy. So, if I want to win at Target, I've got to understand how they tick, how they operate, and how I can help support their strategies, and their executions. So, it's really that intersection between, what our brand teams are trying to accomplish? Our sales teams targets, and our retailer strategies, and where we can actually play.Diana:From a Colgate-Palmolive perspective, I'm not going to be able to help them win in every single element of their strategy. But there are areas that I am going to be able to help them lead or give them a perspective that can influence other sections. And I think the more and more we play those roles, the more valuable that you show up to a retailer, the more inclined they are to partner with you.Stephanie:Yeah. I mean I feel like that's a life principle. You just did your research on the brand, the company, you looked at their investor reports, you look into the background of the people, and instantly they're like, "Oh, you kind of already know that I don't have to bring you up to here, you're already here." So, now we can get going, which is awesome.Diana:Basically all can be boiled down to the same dynamics of the dating relationship. Sometimes you go to the sporting event because your significant other likes it, and then sometimes they go to the thing that you want because you like it. And then if you have a mixture of alcohol and sports, you got me. So, there you go.Stephanie:I love that. I love that. Cool. Well, the one thing I want to kind of touch on too is around the world of marketing right now. So, I've talked with some brands that have had to kind of always work in a scrappy mindset. One of them was Anheuser-Busch where they're like, "Yeah. We can't ever have this one-to-one relationship. We always have to do other things to be able to reach our customers because we actually can't directly talk to them."Stephanie:And it makes me think brands like that might be pretty far ahead with all these changes to ads and privacy and retargeting and all that. What are you guys thinking is kind of like what are brands missing right now? What should they be doing to continue to have a close relationship with their customers and not lose out when they lose access to a big ad pull that maybe they're not going to have anymore?Diana:For me, I think it's a balance. I think you have to think about your consumer touch points across the board. Everyone's talking about the cookieless environment that's looming. We're all hoarding data. But I don't know how actionable everyone's making it. So, I think it's really around taking a step back and what's your learning agenda.Diana:You want to connect with consumers, but what's the value proposition for them? What's the benefit? And I think brands really have to think about and understand, if I'm connecting with consumers, what value am I providing them? And why should they give me their information? Why should they want to connect and engage with me? And if you haven't established that, then you haven't earned the right to have their information or their contact, because it really is all around creating a delightful experience for them.Diana:I think understanding all of the data inputs that you have and really thinking hard around, how do you leverage them to feed strategies, not with just within the silos of the space? But how do you integrate them so you're feeding your traditional media strategy with your D2 insights? You're feeding your supply chain strategy with some of the ratings and reviews that you found, even your R&D innovation.Diana:So, it's really around being mindful and thoughtful about all the touch points that you have and being able to action against them. But I think for most retailers and manufacturers, if you don't have a strategy to think about how you're going to leverage your data, and you haven't, you're going to miss the boat, because everybody's gearing up, and it's what's happening now if you want to stay ahead going forward.Mike:Yeah. And just to build on that. I think totally it depends on the consumer and what's relevant. But I mean generally, I think what I'm seeing from some brands a little bit of higher level thinking in terms of how they're engaging with consumers, even on social media. I noticed there was a time period where I would go on Instagram and I saw these ads. They're very tactical. There's just like these product ads like, "Okay, buy this widget, buy this thing."Mike:And you still see these display ads, but then I've seen a lot more ads are just more, they're helpful, their content. I'm a pet owner and I wasn't going through my feed and I saw those, it was an ad, but it was from a pet company, and it was really supposed to be like how do you, what are the attributes of a healthy pet? It was kind of an interesting, intrigued me. I have an aging pet, so I just think there's a lot more creativity, you can't… I think it's easy in e-commerce to get very operational, but you can't underestimate the power of creative and how important creative is.Mike:And I think there's a lot of brands that I've seen challenger brands that are leveraging humorous videos. They're really doing things viral on YouTube, they're building a personality around their brand. They're getting up on TikTok. They're leveraging every touch point they can at the top of the funnel to build, to be creative, to stand out. And now what that's doing for them is now they're training consumers to go to Amazon and type their branded, not type a general category keyword.Mike:So, I think what's happening is the mediums are changing, maybe it's not television maybe it's not that, but there's so many more tools for marketers and very agile to still tell stories. And so, I think storytelling is going to be, has always been important. And I think that brands that are going to invest in that and make sure that they're using all these other new platforms these video platforms are going to really be well positioned for the long term.Diana:Yeah. And I think what I heard from you too is this authenticity. And what consumers are really looking for because I feel like now especially within Instagram, people want to be sold to, to an extent, but they want to be sold to for me. I want you to understand who I am, what I want to see and deliver it to me the way that I want to." But I think people are also really looking for real content. So, a lot of the slick and shiny campaigns that work on TV, are not going to work in social. So, really understanding who your consumer is and how to speak to them in an authentic way. But also be able to convert them in three seconds or less.Diana:So, how do you make that from something content, how do you really think about making it real? Especially if you're talking to Gen Z, how do you talk to them so it feels like they're talking to their peer group in a very authentic way? Is really critical. And then, how do you make it every single touch point the opportunity for consumers to buy? Because the funnel as we know it, has really collapsed in a lot of places and consumers are coming in and out as they choose, and if you're not able to make your social shoppable. Then, you're really going to miss a lot of opportunities to drive conversion and acquire new audiences.Stephanie:Yeah. And I love the idea around storytelling. I mean that's kind of what our whole company's been built around is like this is what humans look for. And I think there's this really big opportunity in companies that have been around for a long time, like Colgate-Palmolive. I think since 1806, the story behind that maybe has not really been around of like, how was it founded?Stephanie:I mean we had on UPS the other day, and we were kind of going through the history of UPS. I'm like, "Whoa. They need to talk about this more." I mean founded by like a 19-year-old guy, and here's how like it even started with this bike delivery. They were on their bikes delivering things, and what it is today and all the pivots they've had to go through. And I think kind of getting back to those storytelling routes, especially for the more historical brands not only will kind of… I mean people want to hear those stories. I just don't think big brands tell it enough in a way that connects with people now.Mike:Colgate was the original startup.Stephanie:See?Mike:Right?Stephanie:This is what I want. This is the connection I need.Mike:1800 startup brand, right? That's a challenging brand.Diana:Well, you talk about purpose driven brands. I do think a lot of these more established CPTs don't really know how to tell that story. I think there was a time period and several years ago when like it was just something you didn't do, and if I look back on all the organizations I worked at that do a lot of good for the communities in which they serve, that wasn't the story that you told. It wasn't like the thing. But now people are expecting brands to have a purpose, and they are using their dollars to determine if that purpose is worthy or not.Diana:So, if you're not talking about it, then you're not going to get those dollars. And Gen Z is not having it at all. They expect you to stand up and not just talk the talk, they want to see you walk the walk and they also want to see what your executive leadership team looks like.Diana:And I think consumers are also expecting the role of big corporations has shifted. How are you making this world better? How are you involved in social justice? What is your role? I'm super proud of Colgate for launching a recyclable toothpaste tube that then they gave the technology to everybody in the industry, so now everyone can do it. Those are the type of we're here for the good of the planet, we're here for the good of society, and we're going to be good corporate citizens and contribute to that. That's what the consumers want, and those are the stories that larger CPGs have to start telling.Stephanie:Yeah. I love that. So, when thinking about, earlier we're mentioning like you kind of have to be everywhere. And one thing that I also wanted to get into was all around agencies. We've had on amazing companies, one, was this company avocados from Mexico, and they talked about we've been like the number two or three commercial in the Super Bowl, and we have all these crazy things that we do that really drive, not only conversions, but awareness of our brand and they're selling avocados.Stephanie:They said our agencies are the ones that really, we vet them. They're amazing. They helped us get here, and I'd love to hear your take on, in a world where you have to be everywhere, how do you find agencies to work with that'll help get you there?Diana:For me, I've worked with so many great agencies along the way. And what I found is for me agencies are always an extension of my team. I'm expecting them to push us to make us better. I also really want to empower them to bring us awesome, creative, and make us feel really uncomfortable, because that's when you know you're onto something, especially when your boardroom feels really uncomfortable. That's when you know you're really onto something.Diana:But I think in this new digital commerce age, it's important to have an integrated agency model, because there are different agencies that are good and serve a purpose for different things. You do need those major creative campaigns, and yes, the Super Bowl is still important to some brands, but there's kind of the day-to-day operations, and also the ability to really think about digital commerce and the integration with shopper marketing and understanding how different retailer dynamics works, and how to leverage the data that's critical.Diana:So, agencies that not only know media, but know performance marketing but also understand retailers are really going to rise to the top right now, especially as more and more media dollars are shifting to retail media. Now those agencies that can work together, so from the big campaign to the Super Bowl ad and bring it all the way back to the Kroger, the Walmart, or the Target. Now that is just perfect.Mike:Yeah. I mean agencies from my point of view are, they are an extension and what they're often doing is they're acting on the data and insights that maybe a e-commerce team isn't equipped to act on yet. And so, I think the best agencies are the ones that make data their differentiation. So, for example, you could have a handful of agencies are all really good at spending your ad dollars. But there will be a select few agencies that know how to get that extra edge from some data, maybe it's incorporating some out of stock data or competitive search data, and you want to find those agencies are always pushing the boundary for you.Mike:They're not just managing on the basic models of ROAS, but they're actually looking at, what are these new things we could do? A test and learn, how do we advanced your ROI? Actually show that the ads are growing market share. How can they use data? And I think that's going to be a big differentiator, especially since digital shelf data, e-commerce data, it's still new for a lot. But I think you're going to see the separation where you find these agencies that are data-led, data centric, and I think there's a huge opportunity. To Diana's point, where first wave of digital agencies were very Amazon focused. There's such a huge gap in skill set right now in like the traditional shopper marketing for digital commerce that I think agency are perfect position to start becoming your extension of your Walmart, your Walmart digital operators, your Target.Mike:I think that's where you're going to see a lot of agencies flourish is where the maturity to actually pull those levers still isn't there. They can come in and be leaders. So, I look at agency on two dimensions who is really driving digital data driven decisions, who are ones that I can really scale with beyond just the Amazons but into that next tier flywheel that I want to go. Who's going to lead me there, lead my thinking, and help me be the market share leader on that next platform?Stephanie:Yeah. I love that. Are there any tests that you do when hiring agencies that you're like, "This will let me know if you're what I need, if you're well-rounded, if you can kind of plug in with other agencies and cover everything?"Mike:Well, we work with a lot of agencies. We don't hire them but we partner with them. So, one of the things that we do when we… We've tried to build an ecosystem at Profitero of like-minded agencies that are data-led. And one of the things that we're trying to do is make our data accessible to all these agencies to be able to do things. So, what I've seen is agencies that are really going to, that show the most promise is the ability to be willing to do some test and learn stuff, to pick up some data points from the digital shelf and say, "Hey, we're going to try this."Mike:We're going to say instead of just putting our ad dollars across every product spread it evenly on Amazon, we're going to actually shift and we're going to stop spending on the products that aren't converting well, and we're going to shift it to these products that are converting well. We're just going to shift it up and we're going to try to see what happens. So, for me, for my perspective the agencies that we've been vetting and really partnering with and saying that these are best of class are the ones that are showing that competency and that ability just to try some different things and experiment and find a model that they can repeat.Diana:Yeah. I would say when I think about it from a digital commerce perspective, especially from retail media. I'm really looking for an agency that not only understands media, but they also understand the impact on sales. So, if you think about Amazon and getting the flywheel going, if you're pushing ROAS, if you're pushing certain levers that impacts your profitability, it impacts a lot of your negotiation power with Amazon. So, you need to be able to keep your ROAS to where it needs to be in your other traditional media KPIs while keeping top line going, which can be expensive.Diana:So, that's very critical. So, having somebody that understands that. Also, someone that understands the nuances and the inner workings of Walmart from a media perspective but also that my sales team then needs to go to a buyer or a DMM and sell this program in, to not only get more, whether it's more displays or get them engaged and excited about it. But it's not just a pure media place. So, an agency that understands that from a digital commerce perspective is really critical.Diana:Then, when it comes to more of our traditional content and execution, I like to do what I call media to shelf. So, regardless of who the partner is and most agencies can do this. It's how you can integrate and work with other agencies. So, the idea can come from either side, either the traditional creative agency, the digital commerce agency, the shopper agency. But how do you take the lane that you play in and make the concept work across all? So, how do you take that idea and make it so much bigger? Because our funding models are not changing, our buckets are not getting any bigger. So, we have to make every dollar work harder.Diana:So, I need a traditional media plan that not only drives awareness, but also can pull through to the digital or physical shelf. And I would say a measure of good traditional agency, for me, it's make or break by the creative director. They really do enable the work to either deliver on the brief or exceed our expectations and deliver on our business objective.Stephanie:Yeah. Love that. All really good points. All right, with a couple minutes left, I want to shift over to the lightning round. The lightning round is brought to you by Salesforce commerce cloud. This is where I have a question, and you have one minute or less to answer. Are you ready? And I'll just kind of go back. Both have to answer the same question, so.Diana:Oh, boy.Stephanie:All right. Diana, you first. What's one thing you don't understand today that you wish you did?Diana:I don't understand why sales and marketing are so separate. I wish I could understand why each side didn't understand the other, but hopefully one day, we will be able to create, take the healthy tension and build a stronger digital commerce organization as a result.Stephanie:I love that. You and a lot of other companies, so. All right, Mike.Mike:Bitcoin.Stephanie:All right. You haven't even looked into it yet? I feel like now's the time to get in.Mike:I've tried and I get so confused, but I just have this fear. I have this waving fear of missing out, but then I realized that people are losing a lot of money too. I just don't understand how it works.Diana:I want to do over.Stephanie:I liked yours. What? You want to do over, Diana?Diana:I want a do over. You know what I don't understand? Why can't we have side parts anymore? I don't understand that. I like the side part. It fits my face frame. Why is that not cool anymore?Stephanie:Man, I feel like we can have more. Let's just stay on this question, so many things. All right. Next one. Something wise my elders taught me. Mike, you first.Mike:Something wise my elders taught me. Man, sorry. I totally blanked on that one. So, can you ask that question again?Stephanie:Yeah. Something wise my elders taught me.Mike:Yeah. I'd say that really it was hard work. That just sounds kind of lame. But I learned pretty early that no one's going to give you anything in this world, and you have to work really hard, and my dad was one of the hardest working people I know. He was an auto body worker and put in a lot of hours and really kind of like taught me this blue collar approach that I try to bring to my work. I love working. I've always learned to work hard and I try to always ground myself in that work ethic whatever I do. So, that's something that my elders taught me.Stephanie:I love that. All right. Diana, you're up.Diana:So, for me, I'm a black woman in America and a first generation from Caribbean parents, so it's really about using my voice and my power to have the courage to make space for people who look like me or people who don't have their voices heard. So, I'm really grateful for having parents, but also ancestors that taught me and showed me how to do that. YStephanie:Yeah. I love that. All right. If you were to have a podcast, what would it be about and who would your first guest be? Diana, you're up.Diana:Oh, shoes.Stephanie:A podcast on shoes?Diana:Yeah. My podcast would be on shoes and it would be Sarah Jessica Parker.Stephanie:My space right-Diana:It would really just be for me and a way to get new shoes.Stephanie:I'm so confused.Diana:Literally the whole angle of the podcast would be to get free shoes.Stephanie:Just need shoes. [crosstalk]. Okay. Who would your first guest be?Diana:Sarah Jessica Parker.Stephanie:Okay. I love it. All right. Mike, you can't top that one, but if you want to try, what would your podcast be about and who would your first guest be?Mike:Cannabis.Stephanie:Okay.Mike:And it would be probably, I don't know, Willie Nelson.Stephanie:What would you guys be talking about or would you [crosstalk]-Mike:I'm fascinated by the business of cannabis. So, it's something that I've studied for a while. I started to do a little bit of research on it back in Nielsen, and this was like way ahead. But I'm fascinated by how an industry can just go so mainstream. How can one part be so regulated, then all of a sudden go mainstream? And I'm fascinated by brand building in that space and how brands are building, and even like huge bevel companies are getting in this space now. So, we're like fascinated about the entrepreneurs in that space, the ecosystem of that space, and if I had a separate podcast that was totally unrelated to anything I did, it would be about that, because I think that's like, that and Bitcoin, those are two booming things right now.Stephanie:You could just blend them all together.Mike:Yeah. Right.Stephanie:I thought you would say you would be in it for the free weed. Yeah. Give me free weed.Mike:Samples, yeah.Stephanie:Diana's shoes.Diana:Yeah.Stephanie:Lobby sitting pretty.Mike:Right.Stephanie:So, I'll send you Bitcoin for the first time, and then you'll have to go deep into the wormhole.Mike:Yeah. I'm really opening my heart on this podcast.Stephanie:That is why you're here. That's why you're here. All right. And then, the last one. I want to know how you guys stay on top of your industry. So, maybe, Mike, you first. What are you reading? Newsletters? Is it books, podcasts? What do you do?Mike:LinkedIn. I basically follow a set of people. On LinkedIn there's a group of about 15 to 20 people that I just trust that curate. They curate on a regular basis all the breaking news that I could just go to LinkedIn and I know that at any given moment, I'm going to find something that's really interesting on a different perspective. Yeah. That's my go-to. I wake up in the morning and look at LinkedIn. And then I think about, "Okay, what could I do to add value to LinkedIn that day?"Mike:And LinkedIn has become one of these like platforms that I managed my life around. I never thought it would be like that. But it's become like a valuable news source for me.Stephanie:That's awesome. All right. Diana, how about you? How do you stay on top of everything?Diana:For me, I'm fueled by curiosity. So, similar to Mike, I'm on LinkedIn. He's in my top 20 list of people that I follow that I get content from. I listen to a ton of podcasts, this one also. I am an avid reader of papers and research. So, whether it's from Kantar, Profitero, [inaudible], Edge, you name it, you've got to stay on top of it.Diana:And then it's really about networking. So, I have this mantra like I'll say yes. So, if somebody invites me to a round table, I'm going to go. If it's a bad experience I don't go back. But like I found this small community of e-commerce and digital commerce folks that I can just call or text or get information from. And a really cool thing that a bunch of women in e-com started is basically women of e-commerce, and it's a group of 25 of us, and we connect on a regular basis. But we also bought, each brought in a mentee. So, it's just ripe for learning, and Sarah Hofstetter, the president of Profitero is one of the members as well. But it's just such a great place to feed my curiosity.Stephanie:I love that. I see only more of that happening, these micro groups popping up. I know that that was something that I started experiencing here which is like women all being part of like a group text, which I was like, "Is this going to be too much?" And now, I'm like, "This is the best text thread I've ever been in." And it probably wouldn't have happened prior to this past year or two. That's amazing.Stephanie:Well, Mike, Diana, this has been such a fun round table. We'll definitely have to have you back for round two, because I'm sure a lot will change quick in a matter of months. But where can people find out more about you? Mike, maybe let's start with you.Mike:LinkedIn.Stephanie:Of course. And then, you just go to Diana [crosstalk]Mike:Yes. If you want to find me, you want to talk to me, that's the place to go. I'll be pretty responsive.Stephanie:Yes. All right. Diana.Diana:You can find me on LinkedIn as well.Stephanie:Cool. All right. Well, thank you guys so much for joining. It's been a pleasure having you.Diana:Thank you so much for having me.Mike:Thank you.

JEREMY WEIN (Producer) is a producer and director based in New York City. Jeremy is the founder and artistic director of the virtual theatre initiative Play-PerView. His additional producing credits include Open Mike Eagle: Anime, Trauma, + Divorce: Live Emotional Processing Event (Dynasty Typewriter) Kevin McDonald: ALIVE (Theatre Row, Dynasty Typewriter), Neva (Brooklyn College) Godspell (2011 Broadway Revival) Faux Snow (Thespis Theater Festival), Take Me Home (Incubator Arts Project, Associate Producer, dir. Meghan Finn) and the 2012 documentary The Bitter Buddha (Co-Producer). He is also the founder of the New York City Podcast Festival, which he produced from 2013-2018. His directing credits include 8 by Dustin Lance Black (BMCC) and Neva by Guillermo Calderon (Brooklyn College). He recently produced the debut EP for The U.S Open (featuring Shawn Randell, William Jackson Harper, Steven Boyer, Diana Oh, Jeff Biehl and Bobby Moreno), which will be released later this year. Follow him on Twitter: @ThisMyShow and Instagram: @JeremyWein90 Learn more about your ad choices. Visit podcastchoices.com/adchoices

Max: Hello and welcome back to the Recruitment Hackers podcast. I'm your host Max Armbruster and today on the show, I'm pleased to welcome Diana Trasolini from Paladin Security, Vice President of People and culture at Paladin Security, which is a company that hires, well as the name suggests, hires in the security sector, and has over 16,000 people working mostly in Canada, is that right, Diana.Diana:  Canada and the US.Max:  Canada and US. So, welcome to the show.Diana:  Thank you very much for having me, Max.Max:  Pleasure. I'm excited to find out about how to hire security, and what are the specific challenges around that. But first, perhaps, tell us a little bit about Paladin Security, what do you do, and what kind of people do you hire.Diana: Yeah Paladin Security has been around for a while since 1976. I've been with the company for just over 10 years, so for a pretty long time and I would say that the company has been growing extensively since its inception, but also extensively over the last 10 years. So really fast growth for both organic growth and through acquisition. So since I've been with the company, it's been about eight times growth. And it's been fun to be a part of that. We do obviously specialize in physical security so security officers or security guards. We also have several other companies that fall under the Paladin name, so Paladin risk solutions which does investigations, emergency management and risk solutions, we have a parking company palette of parking. And then we also have a US company, PalAmerican security. So, again, all these services on the US side of things. So, yeah, kind of sums us up on what we do,Max:  What is the bulk of your hiring? What kind of positions?Diana:  The majority of our hiring is at the security officer level for sure.Max:  And that service, I guess the private sector mainly. You were telling me before the interview about the work you're doing in the healthcare sector and hospitals. Is that a big, big industry for you, and what are the other industries you serve?Diana:  Yeah we serve a variety of different industries, so healthcare is a big one. A lot of the hospitals, care facilities across Canada, we provide security services for. We also are in commercial, retail, business centers. We do mobile security so security officers in cars do mobile patrols. Yeah, pretty much anywhere that means security, we provide the services.Max:  So, last year was good for business, business kept growing, as you said, eight times growth in the 10 plus years you've been there so from a few thousands to 16,000 people today. Congratulations on driving that enormous growth. Do you miss the old days, you know, just 2000 people? I mean 2000 is still too big where you can't really remember, you can't really remember everybody's name, but now 16,000 like, you probably don't even know everybody on your own floor.Diana: Yeah that's a great question. I mean it's been so exciting to be part of the team that's helped with the growth. Do I miss the old days, I would say in some ways, yes, in some ways, no. You're right it is, you do miss knowing almost all of the employees by name, but to be part of this big organization that still managed to keep a very like small company feel. It's been fun to be a part of that and to build the culture around how to be a big company that still maintains personal touch to everything that we do.Max:  Yeah. I noticed the word 'culture' was in your job title. It's obviously something that after being in a company for 10 years, people will come to you to answer culture questions. But culture is a living thing, has you has your culture evolved recently or have been challenged with the events from last year?Diana: Yeah COVID definitely, it shifts things, but I think when you have a strong corporate culture, it helps that that foundation helps the company persevere through difficult times like COVID. So, yes, of course it's been tested and tried with having to shift people working from home and having security officers who are working in certain healthcare facilities during a time when there's a worldwide pandemic. I mean, it's tricky, and we have to be fluid and flexible and be able to shift within our culture to make sure that we continue to meet our employee needs and I think that's kind of been the key is to foundationally, you stick true to your culture, but you're also fluid and flexible enough to move with the times.Max:  Yeah the shifts to accommodate the concerns you said some of the security guards did not want to work in the health care sector in your hospitals. I've heard that from other people that it was really difficult to hire in the healthcare sector during this time, due to all that's going on and the coverage, the crisis. But let's talk in a more general sense about those security guards, like, I think a lot of us have have watched, unfortunately, the mall cops movie where we imagine sort of a comfortable job where there's not that much happening, but you do get to wear either a gun or a taser. Is that the bulk of security is mostly just maintenance and kind of like making sure everything is okay and surveillance, or are there other similar like squat teams that are a little bit more action oriented?Diana: You know what this is a good topic to discuss you need to know. You talked on what really is the crux of what causes our recruitment challenges in security is the stereotypes. Max:  Yes, I am great at those.Diana:  Yeah, and you knw what everyone is, it's not just you, but the security industry has the worst stereotypes and that makes it so challenging in so many ways, but I can tell you, lots of like lots of companies I would say yeah sure like maybe stereotypes come around for a reason, and lots of companies maybe have those minimal standards. But I mean for Paladin, that's something that we as an organization are pushing so hard to set the bar higher and to do things differently, so that we can rip those stereotypes so that we can show the true value of security. And it's really does start at like the onboarding and hiring level but all the way through our organization, I mean, we pretty much have no sites for our work. Well first of all in Canada we don't carry a weapon, so no guns and tasers unfortunately. But also, our security officers are often embedded in our clients programs, so we're not just maintaining status quo, and walking, we're often embedded in their health and safety, embedded in their concierge and customer service. We provide such a tailored approach to the services that we offer. And then on the security officer side we provide such extensive training for everyone coming in and then ongoing training to ensure that we don't just have bodies, the mall cop stereotype. That's just not not really how it is for us. Max:  But I guess, I apologize for the stereotype, somewhat, didn't want to say there was anything wrong with kind of having a surveillance, more passive approach to security. Because, obviously, it's one of those things where you're there, you have security for when things get bad, but 99% of the time, things don't get bad, right. And so, I would imagine that it is a career where it's not going to be filled with day to day excitement, and that you also need to hire for a personality type that can adjust to an environment where 99% of the time, you have to stay alert, but also you know, it's not an action movie. Diana:  Yeah.Max:  So, do you look for people who are not too action oriented, I guess. And would that be a hiring risk if somebody who would apply for a security guard position. And I know you said there's no weapons but I was gonna say everything especially trigger happy. Diana:  Yeah, I mean, to be honest, as a company we tend to steer away from contracts that are 99% nothing jobs. Of course, we have some of those in across the country, we're going to have some of those contracts, but like I said if our security officers are more embedded in the actual work that our client does, it's very infrequent that they're static and have nothing to do. When it comes to hiring, are we looking for someone specific who could do that static work, because we have such a vast contract base at a variety of different sites. Really, if we say post a job for security officer and one person is, really action oriented, Go Go Go, and one person is a little more passive and, has a different skill set, we could easily hire both of them and stick them, it's a matter of at that point, figuring out where is that person, and we do this through, we have a very extensive hiring process. Where is that person going to be best suited for success, because if you put this what you call the trigger happy person or just someone who is more action oriented at a very quiet site, they're going to be miserable. And alternatively if you put a more passive person at a very high action site, they're also going to be unhappy and that's just going to cause turnover. So I think it's more about hiring the right person at, not necessarily a skill level, we can hire that or we can train that, but hiring a person who has the values, and is a cultural addition to our team and then figuring out where they fit. Max:  Okay great. Well can you tell us a little bit more about exactly how you would interview somebody for for one of these positions?, some some interview tips. If I have never interviewed, I've never hired anybody for my own firm and security, so I'm really coming from a place of ignorance. I would imagine it'd be, you have a few questions around different scenarios how you would respond to that and understanding how they would maybe create some protocols around certain situations, to see how they think around that, and maybe you mentioned a little bit about values. So identifying what the kind of world they want to be part of. Am I on the right track?Diana: Yeah, we have a little bit of of all of it. So we obviously, well there's a fine balance between, especially in an entry level position in having a short enough interview that keeps the person engaged, but a long enough, interview that you're getting all the information you need and also allowing that candidate to get to know the company a bit. So, for interview question specifically we have a few questions to get to know the candidate. So a big part of it is going to be experience they don't necessarily need security experience to work for us. But what experience do they have, do they have gaps in their employment?, have they been terminated from previous positions? So all of their employment history questions, any red flags, kind of digging in a little bit there. And then you're going to want to go into like behavioral questions, so you know tell me about a time when, how did you react in this situation. And then, of course, we'll do a couple of scenario questions, so give them a specific situation that really might come up in the everyday work that they do, and then see how they react or how they would react in a situation like that.Max:  Can you give us an example. I mean, I know you're interviewing 1000s of people every month, I don't want to give up your secrets to trade secrets, but.Diana:  Let me see if I can think of a quick scenario on the spot that we might ask. Okay, I'll think of something really simple and basic. So, say you're a security officer and you're on patrol at one of your sites so you're doing an exterior perimeter patrol of the site, and you find a wallet on the ground, and you're, you open it up then there's an ID in there and there's a whole bunch of money in there. What do you do? so something simple like that where you can kind of dig in and figure out does this. First of all, is this person like well, I don't know it's going to the 'lost and found'? Well, in most situations in our sites security handles lost and found, or is it like, take the money and run. You know what exactly would they do. Can they problem solve, or are they going to call the manager and ask them what to do. There's so many different ways that a person can go in so many different ways that you can kind of probe and find out this person's ability to problem solve a little bit about their morals. So it can be as simple as that, where you can dive into things a little bit. Max:  I love that question because it puts me in a great mood. Like, when's the last time I found a wallet full of money. It just kind of like puts you in a good mood and I want to continue the interview, kind of, what else you got for me. Incidentally, I have left my wallet in a food court. And I came back for it and an hour later, it was still there, but that was when I lived in Singapore, which is the safest place in the world. But I think like half half of the country is undercover cops, so it helps. That's great. You talked about hiring for more junior roles and younger staff. That's typically the space where more automation happens, as people become more senior, they expect to have a more personal approach, high touch approach, but in for young and college or high school graduates, they would expect. First of all they are a little bit more technology friendly and they go through a few more hoops to before the interview, typically. What kind of automation were you able to do on the recruitment front to help you with either sourcing or pre screening?Diana:  Yeah that's a great question. I think a big part of cutting down on time comes around recruitment metrics, It's a big one. So making sure we're optimizing the time and the money that we use by tracking metrics on everything that we do with regards to recruitment. So track the source of hire, to optimize the spend, to track conversion rates so we can eliminate unnecessary steps in the process, create multipliers, so maybe it's a referral bonus or something where one candidate becomes three or four candidates. But yeah, those metrics are key figuring that out so that we can optimize that approach. So any sort of software, whether it's a recruitment software or in HCM, that's tracking every step of the candidate process, metrics is going to be a key one. Through COVID obviously switching to video interviews. That's obviously going to be big and I think we're gonna see that more and more, even pre recorded videos, we're going to see that more in the interview process where candidates are pre recording answers to questions and submitting those.Max:  You said background checks are, I mean they're obviously very important in your industry. Is that something that is typically outsourced to a third party?Diana:  Yes, so well, yes and no. All of our like criminal record checks and those kind of checks have to be done. We have to do those internally, but reference checks, and those types of things it's done a little bit differently depending on the province that we're in. Some of them are done third party and some of them are done by our HR teams directly, so a little bit of both, but we definitely see obviously more efficiencies with outsourcing that.Max:  Yeah. I was thinking about the fact that you're doing those video interviews and asynchronous video screening. I believe some companies have moved to the place where they can authenticate someone through video, and their documentation as well. An automated and semi automated manner. So, gradually I guess this is where it's going. Though unfortunately, there hasn't been sort of a crypto passport that would tell all employers, this person has been verified, and that could be used throughout. There's only the LinkedIn profile, but I don't think there's any security equivalent to a LinkedIn profile, right? Diana:  No. Max:  No. I'm sure people are trying to build that over the years, you must have heard of few pictures.Diana:  Yeah. I don't think so. Max:  So it' not something that we like to think about in our own time but usually but there's terrible hiring mistakes we've made in the past. It is an opportunity for the audience to learn from each other's mistakes. Can you take us back to a hiring mistake that you've made in the past. And what lesson there is to learn about that hiring mistake?Diana:  Yeah that's a great question. I would say that that any hiring mistakes that have happened, obviously there's been a few. In my time in HR, it usually comes down to the battle between being under a tight timeline and rushing the process. So you know you hire someone on and you skip a step or you rush a step or you don't follow the standard process and you end up with someone who is a bit of a bad egg. And then you go back and you look at your process and you're like, okay, I can see exactly why this happened. And you get the organizational time crunch where this position needs to be filled now and that's the priority and you budge on your HR best practice or in your standards that you've put in place to make sure that you're hiring the best people. So yeah I think that's kind of what I learned is, at the end of the day if it means the position is open longer than I want it to be or then someone else wants it to be, the most important thing is kind of sticking to the process to make sure that all of our ducks in a row when it comes to hiring person because a turnover is more costly than leaving a position open a little bit longer.Max:  And there's a conflict, inherent to your position, because you went into HR because you trust people, you love people, you love psychology, but you have to be that process person who is going to drag things out sometimes.Diana:  Yeah totally. It's a constant battle between as HR being a part of the business so needing to understand the strategic objectives and day to day operational needs, but also meeting to understand how the people approached things and sometimes they don't go hand in hand, that the processes don't necessarily match the organizational needs so it's figuring out how do we work with the organization to make sure that we're safe and sound and everything that we do, but the needs are also being met. It's a challenge.Max:  Yeah. And then the particular challenge you also alluded to when you talked about making sure people have good morals good values that they align with Paladin security. That must be difficult to extract in the interview process. Is that a standard thing? Is that just part of the interview guideline? Or how do you validate for values?Diana: Yeah, I mean, there's several ways, like I mentioned, you can kind of embed questions that will give insight into a person's values, you can embed those questions into the interview so like I said, asking someone about a wallet. I mean, not very many people even if their values say I'm going to steal the money, not very many people are going to see that in an interview so that's a little bit tricky.Max:  It's not stealing if it's on the floor. I guess you can tell what I was gonna say if you asked me the interview question. Diana:  Yeah, you are definitely not hired. You can ask a person directly, what are your values, what do you stand for. But also I think in a lot of the questions that are embedded in like, you asked them, if you're going to be late for work, what you do or what is your process?, and you can kind of see, are they someone who kind of takes accountability. Are they someone who's like, well, I've never been late for work in my entire life or are they someone who's like, well, I feel terrible I'd call my manager right away.Max:  Panicking.Diana:  Yeah you can kind of sense a person's values based on the way they respond and the way they react. But also I guess if you ask them directly. What are your values, what do you stand for, you can get a sense of get a sense of who they are.Max:  I can tell you in HR, the tendency for people who have attendance issues is to really over communicate on their medical condition. Diana:  Oh boy!Max:  TMI.I've been a recipient of many medical reports, but.And probably have some good stories to go with that. I don't know, I try to forget. But you've given me and our listeners a lot of great tips on the use of situational questions to get to the psychology and the morals of someone, obviously critical for the security industry but I think applicable across many other industries. And so thank you very much, Diana, for sharing. And what's a good way for people to get in touch with you, or find out more about Paladin?DIANA: Yeah I mean to get in touch with me, I would say LinkedIn is probably the best way you can find me on there. Paladins obviously on LinkedIn as well or the website paladinsecurity.com. You can find out everything there.Max:  Fantastic. Thanks Diana. Diana: Thanks for having me. Appreciate it.Max: That was Diana Trasolini from Paladin insecurity group.  Two good lessons for me from today's discussion one, the important role in HR and talent acquisition to force everyone to follow the steps, every step of the recruitment journey to avoid making hiring mistakes. Because when you skip steps that you start making mistakes and the second one, if you want to get to the values of your candidates, instead of asking them what are your values?Ask them. How would you react to a certain situation, but then in a situation and ask them how they would handle it and you'll get a lot more value out of it. Hope you enjoyed it. If you'd like more of the same, please subscribe and please share with your friends. 

Q&A with Lulu Fall, Diana Oh & Alysia Reiner. Storytellers on Creativity During Quarantine LULU FALL is a singer, award-winning songwriter and actor currently based in New York. Lulu, a formally trained jazz vocalist with a musical theatre background, is one complete and unexpected package. As a product of Senegalese and Cameroonian parentage, her music reflects her global perspective by way of her American sensibilities. Because Lulu has a background in musical theatre, she alternates between that and music. Among other shows, she was a performer in the Smithsonian's American Songbook Program, and ensemble member in Studio Theatre's adaptation of Passing Strange. She was also a featured ensemble member in the acclaimed hippie love-rock musical HAIR, both the first National tour and Broadway. Her off-broadway credits include: Natasha, Pierre, and the Great Comet of 1812, the acclaimed Porn musical Pretty Filthy, and acclaimed folk-opera Hadestown. Lulu portrayed the character of Brenda in Capital Repertory's production of Smokey Joe's Cafe in Albany. Lulu was most recently in Broadway production of Natasha, Pierre, and the Great Comet of 1812, and the off-Broadway productions of This Ain't No Disco and Wild Goose Dreams. DIANA OH (They/She) is a Generative Artist, Performer, Singer, Songwriter, Musician, Actor, and Creator of Live Event, Installation, Concert, Ritual, and Party. Driven most by pleasure and mutual care, Oh is a Refinery29 Top LGBTQ Influencer and the First Queer Korean-American interviewed on Korean Broadcast Radio, the Creator of The Infinite Love Party: an intentional barefoot potluck dinner, dance party and sleepover for QTPOC and Their Allies (“the joyous freedom to be yourself no matter what pronouns you use” - The New York Times, and the creator of {my lingerie play}: ten underground performance installations in my lingerie staged in an effort to provide a safer, more courageous world for women, queer, trans, and non-binary humans to live in with touring national installations in Times Square, The White House, NOLA, and a rest stop in Virginia - the series culminates in a concert in her lingerie that has garnered Oh with the title of “A Supernova” by Vulture. ALYSIA REINER Award winning actress and producer ALYSIA REINER is best known as Natalie “Fig” Figueroa on NETFLIX's hit ORANGE IS THE NEW BLACK, for which she won an ensemble SAG award and you can see her in all 7 Seasons. Reiner joined the cast of HBO's THE DEUCE for season 2, returned for season 3, and you can see her in all 4 seasons of FX's critically acclaimed Peabody Award winning BETTER THINGS, streaming now on HULU. Additionally she has guest starred and recurred on some cult favorite shows like DA Parks on HOW TO GET AWAY WITH MURDER, BROAD CITY (Emmy award winning episode), BLACKLIST, ALL RISE, ODD MOM OUT & MASTERS OF SEX. Her motherhood dark-comedic feature EGG, which she produced and stars in with Christina Hendricks and Anna Camp, premiered at Tribeca film festival, is 100% FRESH on Rotten tomatoes and available on iTunes, Amazon & VOD Now. Additionally, Alysia produced and starred in EQUITY, the first female driven Wall Street movie, bought/distributed by Sony Pictures Classics at Sundance 2016. You may also know her from feature films like Sideways, 5 Flights up, Kelly and Cal, Shine, Fort Tilden, Kissing Jessica Stein, or countless other indie films and TV shows (and yes you have seen her on all of the Law & Orders multiple times).

My guest this week is the wonderful Diana Oh, Department Head of Makeup at the Late Late Show with James Corden. Diana has been with the show since day 1, and is now in the fifth season.Diana was inspired to do makeup after visiting a makeup counter at Macy's to have her makeup done for her homecoming dance in high school. From then on, she knew she wanted to do makeup. While in makeup school, she was able to work on AFI student films and that's where she learned set etiquette, and where she made mistakes and learned from them. From there, she worked as a receptionist at a salon while freelancing until she got her first big break at NBC Universal at a small video game network where she learned a lot about sketch comedy.In this episode, Diana and I talk about relationships, family life, and her experiences on the Late Late Show. Here's a few takeaways from the episode:+ All of your jobs build on each other. What you learn on one you take to the other, and so on and so forth. You gain experience, perspective, and skills with each job you have.+ There is no such thing as a typical day in production.+ How to balance motherhood with working in production, and what it's like being married to someone who is also in the industry+ Diana's favorite products and makeup bag must-havesMentioned in the episode:Clown Fight SketchFOLLOW Diana:InstagramFOLLOW JESSICA:Instagram | Twitter | Facebook | LinkedInWEBSITE:TheProductAgent.com

Hosts Meghan and Holly receive a virtual fridge tour and so much more from polyspirited Artist Diana Oh. Learn about Diana’s doula in birthing art, how they define chosen family, and why her art is so big, sparkly, colorful, and bombastic. Diana also gives us some advice on how to find some of the joy from Infinite Love Party during quarantine and some initial steps to salvage the Gr8 American Theatre. Before the interview, Holly and Meghan check-in about their favorite aspects of making the podcast and what’s been getting them through 2020. Diana Oh: Website | Instagram Additional Mentions: Korean Queer & Trans National Network Queer Gives: API Rainbow Parents Developing Artists Queer Culture Rec: Harney & Sons Fine Tea PEN15 A Black Lady Sketch Show Thesis on Joan: Follow Thesis on Joan on Instagram & Twitter  Leave us a voicemail at (845) 445-9251‬ Email us at thesisonjoan at gmail dot com You can access a transcript of this episode here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Christian Alliance For Orphans Interviews (Part 1) - Bishop Aaron BlakeChristian Alliance For Orphans Interviews (Part 2) - Diana PrykhodkoChristian Alliance For Orphans Interviews (Part 3) - Bishop W.C. MartinFamilyLife Today® Radio Transcript  References to conferences, resources, or other special promotions may be obsolete. From Spiritual Scars to a Forever Family Guest:                         Diana Prykhodko                 From the series:       From Spiritual Scars to a Forever Family (Day 1 of 1)  Bob: For Diana Prykhodko, trying to figure out how to navigate life started earlier than it does for most of us—much, much earlier.  Diana: I was actually nine years old when I decided I needed to run away from my birth mom, because her abuse had escalated a particular night from bad to worse. She was very drunk one night, and she woke me up. She was really angry. She woke me up and said, “I need you to get up!”  She stormed into the kitchen, and she threw the pot of hot water all over me.  Bob: This is FamilyLife Today for Thursday, September 1st. Our host is the President of FamilyLife®, Dennis Rainey, and I'm Bob Lepine. We'll hear today how Diana Prykhodko became a trophy of God's amazing grace. Stay tuned.  And welcome to FamilyLife Today. Thanks for joining us.  1:00 We're going to leave our studio today and take you with us to an event where Dennis Rainey was recently—at the Christian Alliance for Orphans Summit—that was held earlier this year in Nashville, Tennessee. Dennis had a chance to sit down with Diana Prykhodko and hear an amazing story of God's love and care for orphans.  [Recorded Interview]   Dennis: We're going near the orphan. I thought of Job, Chapter 29, verse 12. Job gives his defense and talks about what he had done with his life—he said, “I delivered the poor who cried for help and the fatherless who had none to help him.”  We have a guest with us on FamilyLife Today who knows about people who have been obedient to what Job did. Diana Prykhodko joins us on FamilyLife Today. Welcome to the broadcast, Diana.  Diana: Thank you very much.  Dennis: Diana is—yes; you can welcome her. [Applause]   2:00 Diana is from the Ukraine. She has a great story of redemption, and I want you to take us back to your childhood. Tell us about the circumstances under which you grew up.  Diana: I grew up in Kiev, Ukraine. My birth mom was a single mom. We had no home/no place that we could consistently reside at. My birth mom was an alcoholic, a prostitute, and a drug user. She didn't know how to love me from the very beginning. As my earliest memory of her, she was very abusive verbally, emotionally, and physically. She took out a lot of her anger on me throughout my childhood.  Dennis: What do you remember most about those years growing up?   Diana: What I remember most was just the turmoil— 3:00 —the constant fear of her abandoning me, the constant fear of not knowing where we would sleep the next day / if she would find some guy for us to spend the night at his apartment and not knowing what that person would be like—just the ups and downs of an unstable home environment and the ups and downs of her anger.  And when she would drink, she was very abusive; but when she was sober, she was a totally different person. It was difficult for me to gauge and understand when she would be in a good mood or a bad mood.  Dennis: She ultimately had what would be the equivalent of a nervous breakdown— Diana: That's right.  Dennis: —and went to a mental hospital.  Diana: That's correct.  Dennis: Then, came back. You stayed with friends while she was gone. There was no other person to stay with.  Diana: That's right.  Dennis: What was it like when she came back?   Diana: Life was really chaotic. Her anger escalated. Things just went from bad to worse.  4:00 She was not protecting me / she was hurting me. She was drinking. She was trying to go to grocery stores and different places. She would hold my hand; and then, she'd walk away. I would be looking for her.  Dennis: You ultimately fled.  Diana: I did.  Dennis: You were how old when you ran away?   Diana: I was actually nine years old when I decided I needed to run away from my birth mom because of her abuse. Her abuse had escalated a particular night from bad to worse. She was very drunk one night. She woke me up and she said: “I need you to get up!  I want you to make me some borscht,”—which is a Ukrainian soup. We were poor. We didn't have anything. I said, “Mom, I don't really know how to cook; but I don't see any potatoes. I do not have the ingredients to make this food.”  Her anger just escalated so bad that she stormed into the kitchen, and she threw the pot of hot water all over me.  5:00 She ended up putting my face, with her whole weight bearing my face down on the burner on the stove. I tried to push her off of me, but her weight was more than I could bear. She ended up doing horrific things to me the rest of the night. I ran away from her after that episode because I knew that I could die with her— Dennis: Yes.  Diana: —or I could try on the streets, and I could try my luck and make my life better without her around.  Dennis: The streets for a nine year old—a nine year old girl. I mean, come on?  That had to be dangerous; huh?   Diana: It was very dangerous. I was on the streets for about a year. I found some friends. We ended up calling ourselves “The gang.”  We ended up filling our—it was our little circle, and we felt protected. We kind of took care of each other.  6:00 We would beg for money.  There were different ages. There was probably eight or ten of us, and we had a guy that was our leader. Then, we had the girls—we had the older girls / the younger girls. Our leader told the older girls needed to do the older girl things. The younger kids can just stand and beg for money. By the end of the night, we would get back together—bring in the money / bring in the food. He would decide what we would do with our resources that night. Most of the time, he opted out for buying us drugs or glue. We would sniff and get high and forget about the fact that we were hungry or cold.  Dennis: [Emotion in voice] I'm a grandfather of some nine-year-old granddaughters. I'm sitting here, listening to this, and I'm going, “That's not what children are supposed to experience.” I'm sorry. Your story goes on. Even in the midst of the streets, God protected you because usually little girls, like you, would die in the streets.  7:00 There was a place and a man who ended up being good, like Job, and who rescued you. Explain who Roman was.  Diana: When I was on the streets of Kiev, Roman was the man that started taking care of orphans. He started inviting us. I was very shy. I was very concerned about this first step, because I didn't know if I could trust; but I tried because I was desperate, and I had to give it one more try.  So, when I went to Roman, he and his volunteers—they introduced me to Christ. They fed me. They clothed me. They took care of me, and they loved me. They didn't expect anything back from me—they just let me go. Then, the next week, I would come back. Then, the next week, I'd come back; and there would be more children. Soon, before you knew it, there was a line of us fighting to get into this apartment.  Dennis: The apartment and the ministry ultimately became— 8:00 Diana: Father's House!   Dennis: The Father's House— Diana: Yes.  Dennis: —which is what you needed—was a father.  Diana: That's right. Amen!   Dennis: There was another angel sent to you from Springfield, Missouri.   Diana: That's correct. During my stay at Father's House, there was a man that came from Springfield, Missouri. His name is Bob Layman. Bob Layman came on a mission's trip. He looked at the orphanage / he looked at all of us kids, and God spoke to his heart about me. At the end of his trip, he went back home. God was just doing something in his heart.  Bob Layman started collecting funds and started collecting things—within his own family/ with his own little circle at his church. He took my picture, and he showed it to his family and to the local hospital—he said, “We've got to do something for her.”  When he went to this hospital and tried to get donations or anything they could do to help me, at first, they just kind of turned him away.  9:00 They said: “We cannot donate. That's a very large amount.”  Bob just left the picture of me on the desk of one of the doctors, and he walked out.  Dennis: What was their response?   Diana: When the doctor got back that day, he said, “Who is this?!”  The nurses and the people said, “Oh, there was just some man that came in yesterday asking for donations; but we don't know who this child is, and we're not sure who he is. We don't have his contact information.”  And that man said, “Find this man and find this child.”  And God opened the door after that.  They invited me to come to Springfield, Missouri, to receive medical attention because they had never seen such a severe case of a small child being severely burned. They donated all their services—the anesthesiologist, doctors, and surgeons, and nurses.  Dennis: Over a million dollars' worth— Diana: Yes!   Dennis: —of medical care.  Diana: And they took care of me. I stayed at the Ronald McDonald House while I was recovering from 18 plastic surgeries.  10:00 Dennis: Dental work?   Diana: I had dental work. It was from my neck up. I had no hair from where my birth mother burned me—they were third degree burns. They did an amazing job of making me look like a woman and feeling precious.  Dennis: Well, you're beautiful.  Diana: Thank you. [Applause]   Dennis: Diana, this is just a side note. I was born in St. John's Hospital.  Diana: Oh, wow!   Dennis: Yes. So, I know that area well. While you were recovering and going through all the plastic surgeries, you stayed with some families who showed you what a family was like. Ultimately, your visa ran out. You had to go back to Ukraine. It left a longing in your heart for a family. Not long after you were back at the Father's House again, there was another visitor.  Diana: There was another visitor—a very special visitor—by the name of Tara Quinn. She went to Father's House with her oldest son, Clay, on a mission's trip.  11:00 She came, and she walked through our orphanage, and walked through our Father's House. I was doing some homework in a particular room upstairs. As she walking through with the rest of the missionary team, she stopped and talked to me. I was very glad she was able to stop. I was very glad to share my life with her—I feel like God was opening my heart and opening her heart.  Dennis: Something was happening in your heart. You were longing for her to become your mom.  Diana: I was.  Dennis: And you didn't realize it, but the same thing was happening in hers.  Diana: That's right. And I remember when she had to leave that I was feeling like my heart was coming out my chest. I felt like I wanted her to be my mom so badly. I was longing for her to be that mother figure that would just love and cherish me and be there for me. When they left and they sat on the bus, I couldn't help it but run after that bus.  12:00 Dennis: Oh.  Diana: And I didn't know if I would ever see her again or not, but I sure prayed I would. After she left, I kept praying and asking Roman if there was a family for me or if it was too late. I remember one day when my prayers were answered. I got a phone call, and it was Tara Quinn. I remember that phone call very vividly. She asked me if I wanted to be adopted; and my answer was, “Yes!”  [Applause]   Dennis: You were how old at the time?   Diana: I was 15 years old.  Dennis: Fifteen.  Diana: Yes.  Dennis: That family pulled you in—made you their own. You think it'd be happily ever after, but it wasn't.  Diana: That's right. Now, that I had my family and I was able to have the home I'd always longed for— 13:00 —and I was able to create the memories I'd always wanted and have the brothers and all the drama of having a family—times weren't easy because, as I stayed in my family, I realized that I did not know how to love them back.  I had a hard time accepting their love; and because of my understanding at the time, I just continued to push my family away for some reason. They loved me, they adopted me, they gave me everything; but I was not able to give them what I knew I wanted to give them. But that was because my own heart was broken. God was molding, and fixing, and putting me in this family that's just my forever family.  Dennis: And you know, that's important for those of us, who've got a heart for the orphan. We need to realize that it takes time to heal a heart. You can invite someone in to be in the family, make them your own, and you feel like they're yours; but there are wounds that are unseen, and there are wounds that are seen that do take time to heal.  14:00 Ultimately, you rebelled.  Diana: I did. I rebelled against my parents. I rebelled against everything they taught me. I actually ended up telling my parents, one day, that I was just ready to move out. I was grown, and I was ready to do this on my own. I moved out. I went to live with my best friend, and I thought I was going to have life by the reigns and do this thing called life. And I was wrong!   Very shortly after moving out from home, finding out that I still needed the covering of my family—I needed the love, I needed the support, and I was not ready to be on my own—I found myself in desperation. I found myself needing my family. I ended up coming home—asking if I could come home— 15:00 —and my family accepted me back. They brought me back with open arms, regardless of the fact that I had said I wanted to go live by myself and “I've got this.”  My family invited me back. It was just like the prodigal son.  Well, a couple weeks after I'd gotten home, I found out I was pregnant. So, I rebelled against my family—just to the extreme. But my family has never given up on me. They have always loved me through this difficult time, where I broke my family's heart, and broke my mother's heart with the news of being pregnant outside of wedlock.  Dennis: I'm going to ask two of the three most significant people in your life, who happened to be here today—Roman, all the way from the Ukraine, and Tara, her mom—to come up on stage and just express a little love and appreciation.  16:00 Roman/Tara, where are you?  [Applause]  You [Diana] stay right here.  Roman, you've got quite a ministry going with orphans; but you've seen God work in one's life right here. Is there something you'd like to say to Diana?   Roman: For me, it's a big blessing. We invested to your family. Now, you are hero because you serve to the children. I, like, John Baptist who prepared road to Jesus in your life. Through you, God will do more with power and strength. You can do more than me / than our generation, because you understand each orphan and homeless child.  17:00 Bless you, Diana. I love you. Thank you, God, for you. [Applause]   Dennis: Tara?   Tara: Yes.  Dennis: It's your turn. Hold it together; okay?   Tara: [Emotion in voice] Yes; yes. A couple of things—a Scripture the Lord wanted me to share, when He was doing this work in my heart / in my family's heart, was Psalm 68, verse 6—says, “He sets the solitary into families.”  And Diana is our daughter / she's our forever daughter. She has a birth mother, but I'm her mother—I'm her mother, and she is my daughter.  These children need us. They need us.  Dennis: Yes.  Tara: They do. I'm so proud of her. She told a lot today, and I didn't ask her the questions of what she would share exactly.  18:00 I'm so proud of you for being able to release the ugly with the good and to let you know that you are God's daughter—not just our daughter—and that you are fearfully and wonderfully made and that you are perfect the way that you are, Diana. I love you / your family loves you.  This granddaughter's name is Alexis. She's six years old, and we adore her; and she's with us. I've been in prolife ministry for 25 years. This other family wanted to have our granddaughter aborted. Can you imagine that?  Somebody said, “Do they not know this family?”  I said, “Obviously not!”  [Laughter]  It's the God of life; and we're so glad for your life, Diana.  Diana: Thank you.  Tara: And you've made a difference in ours. [Applause] Diana: Thank you.  Dennis: You know it's too bad Bob Layman who helped you get to Springfield, Missouri, had other plans today.  19:00 I suppose he might be listening to these broadcasts someday. Is there something you'd like to say to him by way of appreciation?   Diana: I would love to say to him: “Thank you. Thank you for listening to God.”    Dennis: Could I stop you for just a second?   Diana: Yes.  Dennis: Bob, would you come out here?   Diana: Bob's here!  [Applause]   Bob: Do you remember that?   Diana: The pillow! [Laughter] Bob: Do you remember that?   Diana: Yes, I remember. Thank you.  Dennis: What's the story on the pillow, Bob?   Bob: So many people gave from the town I live in and from a town nearby. They brought so many things, but she was always attached to that pillow.  Diana: Thank you so much!  [Applause] Dennis: So, Diana, you have a chance to say it to him now.  Diana: Wow!   Dennis: What would you like to say?   20:00 Diana: I would like to say: “Thank you for listening to God. Thank you for being so in tune. Thank you for not giving up. Thank you for going and letting God use you. Thank you for just—I know that, maybe, at times, you felt like: ‘How can I make a difference?  I'm just one person.'  But you're just one person that God had to use. You were just that one person that God needed; and because of you and God's using you, I am here. I was waiting for you.”   Bob: I'm honored.  Diana: Thank you.  Bob: You're a sweet young lady.  Diana: Thank you.  Dennis: You're a hero for stepping out in faith and engaging a little girl—and so are you and you.  We started this by talking about seeds—planting seeds. One of the great lies, I believe, the devil of hell says to people is “You can't make a difference.”  21:00 You can—you can make a difference.  May I conclude our time by giving thanks?   Lord, God, You are the Great Redeemer. Thank You for chasing us down, and redeeming us, and adopting us into Your family, for still loving us, still pursuing us, still coming after us. And thank You for this magnificent story of perseverance, redeeming love, and of restoration of life. We give You the honor and the glory. In Jesus Christ's name; Amen.  Audience: Amen.  Dennis: Would you like to express your appreciation to these?  [Applause]   [Studio]   Bob: Well, we've been listening to an amazing story today—a story that was captured at the Christian Alliance for Orphans Summit that took place in Nashville earlier this year.  If you or anyone in your church has a burden for the plight of the orphan, adoption, foster care, let me encourage you to consider attending the Christian Alliance for Orphans Summit next May.  22:00 It's going to be May 4th and 5th. It'll be at Brentwood Baptist Church, just outside Nashville, Tennessee. There is more information available, and you'll find it when you go to FamilyLifeToday.com and click on the link for the Christian Alliance for Orphans. Again, go to FamilyLifeToday.com to find out more about the Christian Alliance for Orphans Summit next spring.  We want to take a minute and wish a “Happy anniversary!” today, to Jason and Violetta Perry. I think it s Víoletta—I don't if it's Víoletta or Vióletta—but the Perrys are celebrating ten years together as husband and wife today. They live in Fairfield, California—listen to FamilyLife Today on KFIA. They've been to the Weekend to Remember® a number of times. We just want to say, “Happy Anniversary!”    We think anniversaries matter and ought to be celebrated. We just recently celebrated our 40th anniversary, here at FamilyLife— 23:00 —had a great couple of days with friends and supporters, from all across the country, who came in for our two-day celebration. And it was good to pause and just reflect on what God has done over the last four decades in the ministry of FamilyLife. And I hope the Perrys will take some time today and just reflected on how God has been at work in their marriage over the last ten years.  We want to say, “Thank you,” to those of you who have made our last 40 years possible—those of you who support this ministry and who also believe that anniversaries matter and make a difference. Thanks for your financial support of this ministry.  And if you're able to make a contribution today, we would love to send you, as a thank-you gift, our 2017 FamilyLife calendar. I know you're thinking, “It's just September,” but the calendar actually starts in October of 2016. So, you can get it now and put it to good use before the New Year is here. The calendar is our thank-you gift when you go online to donate or when you call 1-800-FL-TODAY and make a donation.  24:00 Or you can mail your donation and request the calendar. Write to FamilyLife Today at PO Box 7111, Little Rock, AR; our zip code is 72223.  Now, tomorrow, we want to talk about the start of the NFL season and talk about what's going on behind the scenes to help provide spiritual care for the players and the coaches. We'll talk about the NFL chaplaincy program tomorrow. Hope you can tune in for that.  I want to thank our engineer today, Keith Lynch, along with our entire broadcast production team. On behalf of our host, Dennis Rainey, I'm Bob Lepine. We will see you back next time for another edition of FamilyLife Today.  FamilyLife Today is a production of FamilyLife of Little Rock, Arkansas. Help for today. Hope for tomorrow.  We are so happy to provide these transcripts to you. However, there is a cost to produce them for our website. If you've benefited from the broadcast transcripts, would you consider donating today to help defray the costs?   Copyright © 2016 FamilyLife. All rights reserved. www.FamilyLife.com    

This episode is brought to you by Studio 17 Creative Podcaster Jam Session. It’s a collaborative episode with Imani, Dally Dal from Open Bar Radio, Diana Oh of The Fox Orlando, and Jay of Ciroc Obama podcast. The topic was “If time stood still for everyone but you, what would you do?” Enjoy! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/savethedateshow/support

This is a podcast about intimate relationships of all kinds. It's Slow Radio, consensual eavesdropping. It’s us lying down, sharing secrets, in your ears. Each full-length recording is between 3 and 5 hours long, divided into two episodes. Part one: available in all the podcast places. Part two: available exclusively to patrons of the horizontal arts. And at the very end of the part twos, I ask my guest to tell me a story... Occasionally, I release a quickie episode. A quickie is just the story (or in this case, stories, as she was feeling inspired). This particular quickie episode was recorded live at my horizontal storytelling pajama party of February 2018. In this quickie, I lie down with Diana Oh. Diana Oh is a Force. An instigator, an activist, an actress, a musician, a singer, a creator of myriad kinds. She is an Interpreter, and also, a Maker - a sensual, gutsy, and glorious queer theatre-maker, happening-curator, and music-creator. Since Diana uses both she and they pronouns, I will use them interchangeably. They are the architect of {my lingerie play}, a series of installations, performances, and concerts profiled in places like Upworthy and The New York Times, which includes public declarations of lingerie, body positivity, and standing for the right to walk down the fucking street without being harassed. Recently they hosted a series of slumber parties  - can you see why she’s a woman after my own heart?! - and called them The Infinite Love Party. I love that. I love that so much. I’ve had a horizontal sleepover in the works for a while, and this coming Sunday, September 29th from 5-8pm at Hacienda Studio in Brooklyn, I’m hosting horizontal + chill: #notaplayparty. It’s a 3-hour sleepover! We’ll have connection games, a cheeky film screening, massage toys, a hot tub, and surprises (which may or may not include a serenade or two). I first saw Diana perform in a staged reading of a musical over a decade ago, in a teeny tiny black box theatre in the very West Village. I don't remember the plot. I don't recall the music. I  only vaguely remember who I was with. What I *do* have memory of, vividly, viscerally, is Diana's sensuality. As she sang and flipped her hair to the side and cocked her head, smiled and rocked her body to the beat, her sensuality penetrated every crevice of that space..... and I wondered, "Do I want to be her? Do I want to kiss her?" I think what I admire the most about Diana is her refusal to color in the lines of your medium. Her whole career seems to say, "Why can't these things go together? Obviously they fucking can. I'm gonna put them together and see what happens."   Is it a play? Is it a concert? Performance art? An installation? A happening?   Yes. Yes it is.   Find all things Diana at dianaoh.co (It rhymes.) For the visuals, point yourself to her Instagram: oh yea Diana (As usual, everything will be linked in the blog post on horizontalwithlila.com) You can be a part of her multidisciplinary glory by becoming her patron at Patreon.com/dianaoh   And in order to receive access to all the part two episodes of horizontal, as well as a personal Happy Dance video and monthly intimacy tips, become a patron of the horizontal arts by navigating directly to Patreon.com/horizontalwithlila. You have to navigate there directly from the link, or type it in perfectly, because unlike Diana (lucky!) I am relegated to the ghetto of sex-positive creators on Patreon. It doesn't matter if we are providing sex ed. It doesn't matter if our work is not explicit. It doesn't matter if we hide all our content and only make it available to patrons, as I have done, after they froze my account last year - Patreon hides our profiles and makes it impossible to search for our work, because we are categorized as "adult" creators. So, in order to support our sensual, sensory work, find us on Patreon.com/dianaoh ... And Patreon.com/horizontalwithlila:   In this quickie, Diana tells us stories about queer liberation, reparations, sex in a theatre, and inviting a roomful of NPR subscribers out on a date. Now! Come lie down with us at horizontal storytelling, in Bushwick, Brooklyn. *** This episode was mixed and mastered by Irving Gadhoury. Find him for all your audio needs at IGrecording.com. My intro music was composed by Alan Markley, @plasticcannons on Instagram, and my cover art was designed by Shana Shay, whom you can hire on 99 designs. Until next time: may you have someone to love, something to do, and something to look forward to. This week, I'm looking forward to experimenting with co-working at The Wing, and seeing some immersive theatre! Get your tickets for this Sunday night’s horizontal + chill! And thank you for getting horizontal.

The girls get deep with multi hyphenate Diana Oh as they discuss play parties, staying present and why certain porn should be mandatory for all young people. Bonus: why queer folk are miles ahead of heteros in sex innovation - stay tuned to learn about the importance of leverage and concepts you may have never heard of....J Bird and Rose Walters: https://crashpadseries.com/queer-porn/?episode=episode-118-j-bird-and-rose-watersPrincess Leia Lesbian Overload: https://sugarcookie.xxx/2017/02/princess-leia-lesbian-overload/Follow Us on Social Media:Show: @girlsonprnLaura: @ramadeiRachel: @_rrratchetDiana Oh: @ohyeadianaShow Credits:Producer: Amanda CTheme by Eli JanneyPodcast Art by Erin DreisMixed and Edited by Mike Comite

Diana Oh's work encompasses multiple performance categories, including but not limited to: music, art, storytelling, and theater. Earlier this year, Diana's The Infinite Love Party was hosted at the Bushwick Starr and is described as "barefoot barefoot potluck dinner, dance party, and sleepover for QTPOC and Their Allies." Their residency at A.R.T. in Boston culminated in Clairvoyance, "an installation series that culminates into a concert and tree planting." For more information about Diana, please visit: Dianaoh.coTheir work challenges the status quo, calls out systemic issues, and creates spaces for healing. In this episode Rachel and Diana talk about Diana's process, J. Lo, sexual liberation, and Diana's latest project My H8 Letter 2 the Gr8 American Theatre. As a fellow Asian artist and maker, Diana and Rachel go deep into why we do what we do, and why affinity spaces are powerful and important to create and maintain.Quick shout-out to the Artist Co-op, a membership space for freelance artists and makers. Visit their website for more info: http://www.theartistco-op.com/This episode is edited by: Phillip OsterdayMusic by: David HilowitzSupport the show (https://www.patreon.com/upstageleft)

Sara Porkalob, Diana Oh, and Kareem Khubchandani in Conversation From September 2018 Produced by James Montaño Interview audio mixed and recorded by Jonathan Carr Music: "Luxe" by Jahzzar from the album "Servants" (http://freemusicarchive.org/music/Jahzzar/Servants/Luxe) For more information on the productions: https://americanrepertorytheater.org

The Friends host a live show at BroadwayCon, where they talk with Max Vernon and Diana Oh about queer representation and making non-traditional theatre.

Sometimes, you just need to do something for yourself. This week’s guest, Diana Oh, is a celebrity make-up artist who built herself up from two gigs a month to becoming the lead make-up artist at the Late Late Show (yes, THAT Late Late Show with THAT James Corden). Hear about her journey, her essential products & tips for all make-up lovers, and the importance of self-care while on the grind.

This conversation aims to unpack the model minority myth, and how each panelist has either struggled or combatted this concept of classism that has its roots in white supremacy and Western exceptionalism. Ali Rosa-Salas, Fariha Roisin, and Diana Oh shared their experiences around expectations, empowerment, familial responsibility, and the identity politics that come with the territory of such an imposed title. Supported by Red Bull Arts Intro music by Tygapaw

Ned and Rachel continue the conversation with Diana and Diana performs excerpts from {my lingerie play} (as well as a song that was originally cut from the show).Support this podcast at — https://redcircle.com/at-the-table-a-play-reading-series/donations

Ned and Rachel sit down with Diana Oh, Creator of {my lingerie play} and talk about Diana's work, the NYC theater scene and more. Part 2 Diana performs excerpts from {my lingerie play}.Support this podcast at — https://redcircle.com/at-the-table-a-play-reading-series/donations