Podcasts about Dif

Sheinbaum defiende a Andy López Beltrán; en Jalisco, vinculan a proceso a un exdirector del DIF estatal por presunto abuso sexual con una compañera, y Jared Kushner entra a la negociación con Hamás y Netanyahu para rescatar el plan de paz de Trump en Gaza.Los temas de hoy. No te lo pierdas en 5 minutos.

Studio Allsvenskan är sponsrade av Snabbare – det okrångliga spelbolaget!Köp en andel till vårt andelsspel på SnabbTipset hos Snabbare.https://www.snabbare.com/snabbtipset-studioallsvenskan18+ | Stödlinjen.se | Spela AnsvarsfulltÅrets bästa sportdeal är här! TV4 Play och Studio Allsvenskan har ett samarbete där du kan se Allsvenskan, Superettan, La Liga och Serie A plus massa mer med ett galet vasst erbjudande – för enbart 349 kronor i månaden i sex månader. Gå in på https://www.tv4play.se/kampanj/studioallsvenskan för att ta del av erbjudandet!Det är söndag och vi har en hel del matcher som ska spelas under dagen!Framför allt är det en match som sticker ut på förhand: Stockholmsderbyt mellan Djurgården och AIK.Därför passade Hugo och Martin på att ta sig ut till Djurgårdens träningsanläggning på Kaknäs för att ta tempen på Dif inför matchen.Vi får en pratstund med huvudtränare Jani Honkavaara, nyförvärvet Sander Ringberg, lagkapten Adam Ståhl samt stjärnan Bo Hegland.Är derbyspöket bortblåst efter 4-2-segern i våras?Missa inte Stockholmsderbyfokus med Djurgården.Studio Allsvenskan finns även på Patreon, där du får ALLA våra avsnitt reklamfritt direkt efter inspelning. Dessutom får du tillgång till våra exklusiva poddserier där vi släpper avsnitt tisdag till fredag varje vecka. Bli medlem här!Följ Studio Allsvenskan på sociala medier: Twitter!Facebook!Instagram!Youtube!TikTok! Hosted on Acast. See acast.com/privacy for more information.

"The ecological movement is the largest movement in human history, yet it is fragmented because it is using the "tools of the master" for coordination, resource sharing, and conflict resolution...While many technologists have created social networking technology, they have not succeeded in creating good coordination because social networking tools do not address enough of the primary coordination mechanics for scalable trust."  Grace Rachmany: Sideways Earth on GithubFriend of the podcast, Grace Rachmany is a mother, a tech industry trouble shooter, author of over a hundred white papers and co-author of the book, 'So you've got a DAO: Handbook for Distributed and Connected Leadership'. She's Executive Director of the Decentralized Identity Foundation and it's this that we're exploring today. It's long been established on this podcast that the old paradigm is not fit for purpose and is, in fact, in the process of disintegrating beneath our feet. We know we need to create communities of place, purpose and passion - but if we can do this, how do we find other communities to link with so we can:Scale from community to region. (based on shared action)Keep one another accountable for behaviors that reflect what we say our values are (people are also squishy when they say the word values). Scale behaviour change beyond a closed or Dunbar-number community to multiple communities. Scale actions and collaborations to regional levels without a hierarchical coordination structure. Coordinate actions and behaviors based on the commons we share, whether or not we share "values". This is the missing link that is often overlooked as we craft a way forward to a world that works, and I'm so glad someone with Grace's outstanding intellect and depth of heart is exploring this.  And that she's willing to come here and talk about it. So here we go: a wide, deep, full conversation on the missing link of scaleable trust.  Enjoy! LinksGrace's websiteGrace on LinkedInDecentralized Identify FoundationGrace on YouTube - co-creating the third attractor Sideways Earth Website Sideways Earth on Github Elinor Ostrom's 8 Principles for Governing a Commons —About Accidental Gods—We offer three strands all rooted in the same soil, drawing from the same river: Accidental Gods, Dreaming Awake and the Thrutopia Writing Masterclass Our next Open Gathering offered as part of our Accidental Gods Programme is 'BECOMING A GOOD ANCESTOR' which will run on Sunday 13th September 2026 from 16:00 - 20:00 GMT - details are here. You don't have to be a member of Accidental Gods to come along, but if you are, all Gatherings are half price.If you'd like to join us at Accidental Gods, this is the membership where we endeavour to help you to connect fully with the living web of life. If you'd like to train more deeply in the contemporary shamanic work at Dreaming Awake, you'll find us here. If you'd like to explore the recordings from our last Thrutopia Writing Masterclass, the details are hereManda and Louise both offer one-to-one Mentoring Calls.  Manda is writing a book just now, but if you'd like to contact Louise, details are here.

DIF atiende hasta siete reportes semanales por explotación infantilJuez impone prisión preventiva a Ángel Aguirre por caso AyotzinapaFrancia declara contenido incendio que arrasó 6 mil 300 hectáreasMás información en nuestro Podcast#grc

Universitario mexicano hace historia con oro en Matemáticas Mejora el ánimo del sector empresarial en julioHospital infantil de Gaza enfrenta riesgo de cerrarMás información en nuestro podcast#grc

Bollklubben har med sig ännu en hattrickskytt den här dagen i form av Djurgårdens Kristian Lien. Wernbloom från en fotbollsträning om Blåvitt med en och annan "rant" innan vi får prata med VSK-tränaren Alexander Rubin dagen efter 0-6-förlusten mot DIF. En semestrande Ola "Fantomen" Lidmark Eriksson har räknat ut vad som krävs för att Sirius ska tappa SM-guldet och vilka som kniper europaplatserna. Medverkande: Martin von Knorring, Jiloan Hamad, Andréas Sundberg, Pontus Wernbloom, Kristian Lien (Djurgårdens IF), Alexander Rubin (Västerås SK), Ola Lidmark Eriksson (Playmaker.ai)

This episode was recorded live during the Ball Seed Customer Days event in West Chicago, Illinois. Technical specialists Nathan Jahnke and Nick Flax shared best practices and tips for avoiding common pitfalls with key Fall crops—Mums, Echinacea, Rudbeckia, Celosia, Cabbage, Kale, Pansy and Viola. Nathan and Nick concisely broke down some of the Fall crop problems they hear about most from growers, including: Garden Mums—rootzone and canopy diseases, mineral nutrition deficiencies and crown budding. Echinacea & Rudbeckia—Aster Yellows, foliage purpling and creating the right plan for each species. Celosia—minimizing stress, EC recommendations, avoiding phyto and knowing what varieties to pinch and which ones not to pinch. Cabbage & Kale—managing height, knowing vigor by variety, dealing with caterpillars/worms and managing color/color development. Pansy & Viola—Berkeleyomyces (Thielaviopsis), substrate pH management, nutrition, minimizing DIF and how to best use PGRs. Ball Seed Technical Services: https://www.ballseed.com/Services/TechnicalServices

A história judaica entre o marxismo e o sionismo | Arlene Clemesha | Programa 20 Minutos

Nezahualcóyotl ofrece atención dental gratuita a niñas y niñosCuauhtli y Balam se integran a la Unidad Canina de la UNAMMilei prohíbe ingreso de extranjeros que agravien a ArgentinaMás información en nuestro Podcast#grc

Hoy, en TU DÍA CON EL UNIVERSAL: Directores de facultades arropan a rector. Usar IA no es causal para anular el examen de la UNAM. SEP ordena cerrar escuelas militarizadas del país. Difícil, vivienda asequible en zonas gentrificadas. Sinaloa tiene el peor desempeño económico. Además, ¿qué significan los colores en los cajones de estacionamiento? Dale play y... ¡Entérate!Un podcast de EL UNIVERSAL Hosted on Acast. See acast.com/privacy for more information.

La UNAM instala una comisión técnica de 16 especialistas para auditar el examen de admisión a licenciatura tras la polémica en línea. Por su parte, la SEP anuncia la revisión de planteles militarizados en el país tras el caso Dafne. Además, detienen a la presidenta del DIF de Temoac y al director de Seguridad por el asesinato del alcalde en Morelos. Hosted on Acast. See acast.com/privacy for more information.

La UNAM instala una comisión técnica de 16 especialistas para auditar el examen de admisión a licenciatura tras la polémica en línea. Por su parte, la SEP anuncia la revisión de planteles militarizados en el país tras el caso Dafne. Además, detienen a la presidenta del DIF de Temoac y al director de Seguridad por el asesinato del alcalde en Morelos. Hosted on Acast. See acast.com/privacy for more information.

- Hoy entrevistamos a Óscar Molina, Comandante de Líneas Aéreas, Licenciado en Derecho, amante de la historia y autor de un podcast sobre Historia de España. Con él, vamos a hablar de La Escuela de Salamanca. - Los papeles de Feliciano presentan a Beethoven. - Hoy vamos a Pensar y Sentir con Olegario González de Cardedal que ha escrito un texto tituladp "Difícil libertad". - Luis Antequera presenta la sección de Historia de Diálogos con la ciencia, porque Hoy no es un día cualquiera. - El profesor José Manuel Amaya presenta la sección de curiosidades científicas.

What kind of difference can a single ratio make? In a new ABA DataBank essay, ABA's Patrick Mitchell and Brittany Kleinpaste discuss the FDIC's 2% Designated Reserve Ratio target for the Deposit Insurance Fund. This target — established by statute but set at the FDIC's discretion — is a level higher than the DIF's Minimum Reserve Ratio of 1.35%, and it has been 2% since it was first established in 2010. On the latest episode of the ABA Banking Journal Podcast — sponsored by Q2 Software — Mitchell and Kleinpaste discuss the simulations that were used to set the ratio 16 years ago and why it might be time for the FDIC to revisit them. Incorporating data going back to the savings and loan crisis, the simulation is not based on the most current data. It also relied on banks' provisioning data amid the post-financial crisis fallout without taking into account the lower ultimate cost of bank failures. Ultimately, an up-to-date simulation incorporating more current data may allow the FDIC to meet its goals of covering the industry with a different ratio. Read Mitchell and Kleinpaste's essay and a related technical analysis.

México y EE.UU. refuerzan diálogo contra las adiccionesNeza ofrece consultas dentales gratuitas a menoresTequios suman casi 4 mil plantas nativas en IztapalapaMás información en nuestro Podcast#grc

Chame a Laila e descubra como eu posso te ajudar: https://bit.ly/laila-otrabalhodevolveSe você tivesse 15 minutos por dia, o que mudaria na sua vida?

Studio Allsvenskan är sponsrade av Snabbare – det okrångliga spelbolaget!Köp en andel till vårt andelsspel på SnabbTipset hos Snabbare.https://www.snabbare.com/snabbtipset-studioallsvenskan18+ | Stödlinjen.se | Spela AnsvarsfulltStudio Allsvenskan sponsras av Cancerfonden. Var med och bidra till vår poddbössa här: https://www.cancerfonden.se/insamlingar/studio-allsvenskans-bossaÅrets bästa sportdeal är här! TV4 Play och Studio Allsvenskan har ett samarbete där du kan se Allsvenskan, Superettan, La Liga och Serie A plus massa mer med ett galet vasst erbjudande – för enbart 349 kronor i månaden i sex månader.Det är tisdag och Studio Allsvenskan befinner sig mitt i den allsvenska hetluften. Två matcher har spelats och mängder av silly-nyheter har slagit ned.Vi börjar i Kalmar där mötet mellan KFF och MFF slutade 2-2. Rättvist och rimligt enligt studion. Håller ni med?Vi tar oss sedan till Göteborg och mötet mellan ÖIS och Djurgården där vi kan krita ned ytterligare ett kryss i protokollet. Visst förväntar man sig mer av DIF?Innan vi dundrar på med Silly gör vi ett nedstamp i omgångens lag, vilka missade vi?När det kommer till Silly Season lägger vi såklart stort fokus på Charles Sagoe Jr och Amin Boudri, men självklart även andra stora transfernyheter.Studio Allsvenskan finns även på Patreon, där du får ALLA våra avsnitt reklamfritt direkt efter inspelning. Dessutom får du tillgång till våra exklusiva poddserier där vi släpper avsnitt tisdag till fredag varje vecka. Bli medlem här!Följ Studio Allsvenskan på sociala medier:Twitter!Facebook!Instagram!Youtube!TikTok! Hosted on Acast. See acast.com/privacy for more information.

Rusland og Belarus er på vej tilbage på håndboldbanen, efter at det internationale håndboldforbund har åbnet døren igen. Beslutningen følger IOC's linje, hvor restriktioner mod russiske atleter lempes frem mod OL-kvalifikationerne til Los Angeles. Kan Danmark støtte Ukraine med våben og milliarder, mens danske atleter samtidig konkurrerer mod Rusland og Belarus? Du kan blande dig i debatten ved at ringe ind fra 12:15-13:30 på 7021 1919 eller send en sms til 1212. Medvirkende: Hans Natorp, Formand, DIF. Sophie Hæstorp, kulturordfører, (S) Madeleine Dupont, kaptajn på Curling-landsholdet. Signe Wenneberg, kulturordfører, (Å). Niels Glisstrup Malmos, lederskribent, Information. Erik Veje Rasmussen, tidl. professionel håndboldspiller. Vært: Mathias Pedersen Tilrettelægger & producer: Clara Faust Spies.

Rusland og Belarus er på vej tilbage på håndboldbanen, efter at det internationale håndboldforbund har åbnet døren igen. Beslutningen følger IOC's linje, hvor restriktioner mod russiske atleter lempes frem mod OL-kvalifikationerne til Los Angeles. Kan Danmark støtte Ukraine med våben og milliarder, mens danske atleter samtidig konkurrerer mod Rusland og Belarus? Du kan blande dig i debatten ved at ringe ind fra 12:15-13:30 på 7021 1919 eller send en sms til 1212. Medvirkende: Hans Natorp, Formand, DIF. Sophie Hæstorp, kulturordfører, (S) Madeleine Dupont, kaptajn på Curling-landsholdet. Signe Wenneberg, kulturordfører, (Å). Niels Glisstrup Malmos, lederskribent, Information. Erik Veje Rasmussen, tidl. professionel håndboldspiller. Vært: Mathias Pedersen Tilrettelægger & producer: Clara Faust Spies.

Rusland og Belarus er på vej tilbage på håndboldbanen, efter at det internationale håndboldforbund har åbnet døren igen. Beslutningen følger IOC's linje, hvor restriktioner mod russiske atleter lempes frem mod OL-kvalifikationerne til Los Angeles. Kan Danmark støtte Ukraine med våben og milliarder, mens danske atleter samtidig konkurrerer mod Rusland og Belarus? Du kan blande dig i debatten ved at ringe ind fra 12:15-13:30 på 7021 1919 eller send en sms til 1212. Medvirkende: Hans Natorp, Formand, DIF. Sophie Hæstorp, kulturordfører, (S) Madeleine Dupont, kaptajn på Curling-landsholdet. Signe Wenneberg, kulturordfører, (Å). Niels Glisstrup Malmos, lederskribent, Information. Erik Veje Rasmussen, tidl. professionel håndboldspiller. Vært: Mathias Pedersen Tilrettelægger & producer: Clara Faust Spies.

Neste episódio do podcast da SAESP, discutimos as principais atualizações do Guideline de Via Aérea Difícil da Difficult Airway Society (DAS) de 2025 e seus impactos na prática anestésica.A conversa aborda como as novas recomendações podem contribuir para o planejamento, a tomada de decisão e o manejo seguro da via aérea difícil, aproximando as evidências científicas da realidade clínica. Um debate essencial para anestesiologistas que buscam atualizar suas condutas, antecipar riscos e ampliar a segurança do paciente.Participantes:Dr. Ricardo ZanlorenziPresidente da SAESC - Sociedade de Anestesiologia do Estado de Santa Catarina.Dr. Maurício MalitoSegundo-Secretário da SAESP

“No veré el Mundial de Qatar. Ha muerto gente construyendo los estadios. No es un país de fútbol”(Eric Cantona)Corro por la alameda gritando gol, mis amigos también se lanzan afuera desde sus hogares, brincamos sobre los poyos del parque que llena de verde el corazón de la manzana, alrededor del cual circundan las casas de mi vecindario lleno de fútbol.En el recuento de las tantas desgracias que la humanidad no podrá evadir, tarde o temprano, que en el año 2022 los partidos del mundial de fútbol se jugaron en un bodrio de urbanidad sin alma ni herencia, sin pasado ni tradición. En los pabellones enchapados de mármoles y granitos, los hombres de negocios aseguraron sus apuestas con sus plumas de oro, sobre ébanos que una vez fueron bosques.La torre de Babel en el centro de la Babilonia posmoderna, construida por esclavos de las miserables tierras vecinas (tan cercanas como ajenas), absorbió en su obscena materialidad de recursos agotados por la insaciable ansiedad humana, un ruido de lenguajes inconexos, porque ninguno alcanzó comunicar, como la pasión del fútbol, el amor de la conciencia.El mundial de fútbol se jugó en una ciudad que no debería existir, en una afrenta que nuestra tierra no debiera conocer, en un tumor de la metástasis humana sobre el planeta.En los gigantescos estadios climatizados de última tecnología, donde dieron su vida miles de esclavos azotados por el clima, los amos del mundo saciaron su sed desde los palcos, con agua de manantiales lejanos. Afuera de estos coliseos cibernéticos no pasó lo mismo que en el Maracaná o en el Azteca.No hubo niños hambrientos y sucios que sufren, pero son felices, cuando la calle se vuelve una cancha y una bolsa de basura compactada emula tiernamente un balón. Afuera de sus estadios no crujieron los techos oxidados que guardaban una multitud de corazones que palpitaron su pasión por el fútbol.No existieron colonias obreras en cuyas calles jugaban los chiquillos que luego compondrían canciones de amor y revolución. No viven nativos que recuerdan en el fútbol a sus grandes ancestros, con su juego de pelota. No hay favelas, precarios o villas miseria, donde las madres con sus bebés en brazos saltan de emoción y las abuelas orgullosas corean los nombres de sus nietos, que juegan descalzos en el barreal.Nadie ahí alzó en hombros a su compañerito de escuela mientras gritaba: – ¡Dale Diego! ¡Vamos Lio! ¡Duro Shirley! ¡Gracias Joel! Difícilmente hubo quien se sacara del pecho el corazón y lo despejara al aire como un saque de puerta, perdiendo la voz para gritar: – ¡Este pedazo de mi vida es tuyo, querido Pastor Fernández!En el mundial mayor masculino de Catar 2022, nadie llegó a practicar fútbol como lo jugaban los carajillos malcriados del Primer Parque de Villa Hermosa, donde crecimos correteando detrás de la pelota, subiendo a los techos, para recogerla y pegándole parches para remendarla.

Difícil adaptación de una novela inquietante

Lluvias inundan instalaciones del DIF en MexicaltzingoEE.UU. decomisa 50 mil armas y refuerza cooperación con MéxicoNoruega juega su cuarto Mundial y posee el mayor fondo soberanoMás información en nuestro Podcast#grc

En Tecate, B.C. procesan a cuatro hombres por transportar metanfetamina  ¡Toma previsiones! Se prevé marcha en Paseo de la Reforma  Incendio forestal deja 12 muertos en España  Más información en nuestro podcast#grc

¿Podrán salir del país las obras de Frida Kahlo?Xochimilco estrena nuevo Sistema Público de CuidadosBoston va contra Meta, TikTok y YouTubeMás información en nuestro Podcast#grc

(04:00): Kan demokratisk senators nedsmeltning få afgørende betydning for magtfordelingen i USA? Medvirkende: Jakob Terp-Hansen, redaktør for USAPol.dk. (15:00): Hvorfor godtager DIF ikke IOC's forklaring? Medvirkende: Hans Natorp, formand for DIF. (32:00): Har kampene i VM-turneringen skabt mindre tillid til FIFA?Medvirkende: Emil Berggreen, fodboldekspert på B.T. og assisterende landstræner for Jomfruøerne - og så er han tidligere fodboldspiller. (45:00): Hvornår kan der være tale om fængselsstraf for at sikre danskernes billigere fødevarer? Medvirkende: Christian Bergqvist, lektor i konkurrenceret ved Københavns Universitet. Værter: Mathias Wissing og Peter MarstalSee omnystudio.com/listener for privacy information.

SSC limitará acceso al Ángel UNAM y DIF unen esfuerzos contra el VPHEconomías ilícitas mueven 6 mil mdd en ChileMás información en nuestro podcast#grc

What if VR looked beyond traditional employment pathways? In this episode of Manager Minute, Carol Pankow sits down with Kristy Schenderlein, Vice President of Operations at the Blind Institute of Technology (BIT), to discuss how an RSA Disability Innovation Fund (DIF) demonstration grant is redefining career opportunities for people with disabilities. Learn how BIT combines accessible technical training, industry-recognized certifications, registered apprenticeships, and employer partnerships to prepare participants for careers in Salesforce, digital accessibility, AI, and project management. With participants earning family-sustaining wages and advancing into six-figure careers, this conversation challenges VR professionals to think differently about workforce development and the future of competitive integrated employment. Listen Here   Full Transcript: {Music} Kristy: Organizations are unfortunately trying to fit our community into a little box. What they think we can do, not what we know that we're capable of. You guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been? Our participants earn an average of 75,000, and within three years of employment, the majority have been promoted and are making over six figures. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Kristy Schenderlein, VP of operations at the Blind Institute of Technology. So Kristy, how are things going for you? Kristy: Very good. Ready for summer to start. Carol: Yes. It's starting here in a big way, let me tell you. We've got heat wave going on in Minnesota. So today we're going to talk about a Disability Innovation Fund project focused on expanding access to careers and technology for individuals with disabilities. And this is a space getting a lot of attention right now. But what does it actually look like to build something that works in practice? So let's dig in. So Kristy, let's start with your journey. How did you get connected to this work and to BIT? Kristy: Yeah, absolutely. So I myself am a member of the Blind and visually impaired community. I have Stargardt's disease, which is a juvenile form of macular degeneration. So I navigated through the education space as a visually impaired student, got my degree from University of Wyoming and Communications a long time ago. We don't want to talk about how long ago that was, but then I moved into a career as a litigation paralegal for about 15 years. And my husband and I opened our own hardware store, where, in addition to being a small business owner and doing whatever was needed of me that day, I also oversaw all of the operations there as well. And when we closed our store, I kind of was at a crossroads. I wasn't sure exactly what I wanted to do, except for the fact that I really wanted to look into the potential of working with employment in my community. Through my years, I had met with apprehension. Can I do the job? Shock? You know, some people would see, you know, especially when we were at the hardware store and I began using a cane in the middle of us owning the store. So, you know, people would walk in and I'd be standing there with my cane. And if I asked them, you know what I can help them with? Or if they'd see me, you know, talking to employees found out I was one of the owners. You know, I was just met with disbelief that I could actually be doing this job. You know, sometimes it was just blatant. No, you can't met with a I don't see how this can be done. So I'm not going to open my mind to even consider this. So I know that navigating those waters of employment for not only people within the blind and visually impaired community, but pan disability community as well, is difficult. And I know that it is not the lack of ability, it's the lack of opportunity. And so what could I do to help my community? And an acquaintance introduced me to Mike Hess, our executive director. Mike and I met. He told me about BIT, BIT's mission, his vision, and I jumped on board seven years ago. When I jumped on the ride, there was five of us, now there's almost over 50 of us, the majority of which identify with some form of disability, including in leadership. So we're really proud of that. It's been a wild ride for sure. Carol: I think it's really cool. I was looking a lot. I was looking you up. Of course, you know, I got to check out your story on LinkedIn and all the things as well. And then just perusing the BIT website and such. And I just think you have a really amazing cast of folks that are working there. Kristy: We do. Carol: And I really like what you're doing. Kristy: Thank you. Carol: And I could not believe, actually, since I found out about you, I had contacted like my folks back at State services for the Blind in Minnesota. I'm like, do you guys know about them? Like, because I sure didn't know about you when I was there. And I just think getting the word out more is super important. So I know you and I had spoken earlier and we were talking about your DEF grant application and that you guys actually had a model that you had built. And so you were basing this application on that. Can you talk a little bit about the different process and what problem you were trying to solve with your application for the project? Kristy: Yeah, absolutely. We know the numbers and how ugly they are that, you know, 70% of people with disabilities are either un or underemployed for the BVI community. It's even higher. It's at 80. I think those numbers have changed a little bit, but unfortunately that needle hasn't moved much in years. There's a lot of organizations out there that are saying that they're focusing on employment. But unfortunately, I mean, the numbers don't lie. You know, we're still where we're at. And what we found is no one is focusing on workforce development for higher level professional careers. And no one's really focusing, again on the professional or corporate America. Organizations are unfortunately, trying to fit our community into a little box, what they think we can do, not what we know that we're capable of. And so we really, truly believe that the answer to this, and I'm going to call it, you know, an epidemic, if you will, the unemployment of people with disabilities really has to do with workforce development and making sure that those people who, again, have the ability to do the job also have the opportunity. So we actually began offering Salesforce administration courses, gosh, back o late 2000 teens, we successfully put through eight blind or visually impaired professionals through a Salesforce Administration Certification prep course, and we choose Salesforce specifically because of the accessibility of their platform. And not that it is a B2C accessibility, but it's a B2B. So people within my community and those of us in the Blind and visually impaired community who are the hardest to serve because of the fact that we have to use assistive technology in order to do our jobs. It's allowing that community to get these certifications, get good, long lasting, sustainable careers. You know that they can actually be, you know, climbing up that corporate ladder, not being stuck down at the bottom. So we began our courses in 2020. We actually became the only training provider approved by Salesforce for people with disabilities globally. And that really came about because of our focus on two things. Number one, our courses being virtual, we are meeting. This was even before the pandemic, even before, you know, virtual courses were the thing. We were doing it virtually. We were meeting our community where they were at. We were also focused on employment. Our end goal at BIT is always employment. That's always where we keep our eye on employment. So, you know, we'd already started these courses. We began a Salesforce system integration service within BIT. We also began an accessibility consulting service and began using our students as at that time, interns, we met up with an intermediary, an apprenticeship intermediary called Safal Partners, who looked at our program and said, gosh, you guys already have an apprenticeship program. Kristy: What would be considered a wrap or a registered apprenticeship program through the Department of Labor? So they helped us get registered with the Department of Labor, and we became and still are the only organization, the only registered apprenticeships to include the Pan disability community to include the BVI community. And we're proud of that. And we're also saddened by that because we are the only ones that are doing it this way. The problem was we were only able to do it more of in a project based format, you know? So whenever we had projects, the apprentices worked well. Our apprenticeship program is a competency based program. There have been which now have been lifted, but requirements of 2000 hours really difficult to get those 2000 hours in a reasonable amount of time when it's just ebbs and flows of projects. So we really need to find a way to move into a more structured apprenticeship program. We added a, you know, the digital accessibility space a couple of years after we did the Salesforce admin apprenticeship and fortunately found the DIF grant to help us expand on what we already had running. Carol: So what did this when you get the DIF grant, what it allow you to do differently, moving from that more kind of pilot project kind of format into this structured model? Kristy: Mhm. Well, it allowed us to do essentially that. Number one is add structure. So as I mentioned, for our apprenticeship program, first we were able to add an apprenticeship program manager, which is huge for somebody to actually be able to focus all of their time on overseeing the program. We were able to move it into a more structured program. So we're not only looking now at project based. Our apprentices, you know, are working on regular schedules. Most are completing their apprenticeships between 1 and 2 years. They're able to not only work on those projects and gain competencies through projects, but also work on hypothetical situations we created for those competencies they need to accomplish without the projects we're working on professional development. So it was able to really add, again that structure to make it just a more robust program. In addition to that, we were able to expand on the academy courses that we were able to offer. So what we're learning with the Salesforce ecosystem is essentially the sweet spot is five certifications. It's not enough just to have that foundational cert. So with the DIF grant, we were able to say, okay, we want to get our team to that five certs. Any student that goes through our course, they have the option of getting to those five certifications. You earn two. Just in our foundational course alone. And then we added three higher level courses. In addition to that, we're also able to add a third track. So we have our Salesforce Administration track. We have our digital accessibility track, and now we're going to be able to add an Agile Scrum Master certification or project management track. So it pairs really nicely with the other two tracks in that, you know, all of these projects, they need scrum masters or project managers to run these projects. So now we're able to kind of create that full loop where we're able to have our admins working on their projects. Same with digital accessibility. And then we're able to add, again, these scrum masters and project managers to work on those same projects to build up and gain their experience. So able to expand the Academy. We were also able to add an academy director and an administrative assistant, you know. So again, providing more structure and guidance there. And then additionally, one of the things that we focused on, one of our goals with the grant was to be placed on 30 state eligible training provider lists. And what this allows us to do is really get a lot of that exposure that you were talking about before. Any person who wanted to participate in the program can go to these ETPLs, is what they're called. See if we're on in their state, get the information. You know, if they are workforce boards, VR counselors. Again, just the average Joe that wants to look into some opportunities for training also gives employers the opportunities to come in and see what we're doing, learn about us, you know, get that more exposure. And I think actually now we're on 35 ETPLs. Again, our friends at Safal Partners helped us within the first year achieve that KPI for our DIF grant. Carol: That is amazing. That is really great. I was gonna ask how many you were on and 35 sounds... Kristy: Mhm. And growing and growing. You know, we're we're we're not stopping. Right. We want to be on all of them. Carol: I'm like, you're going to conquer the world. So walk us  through how it works today. You know, you're talking about the academy. You've got the certification, the apprenticeships, kind of how does the whole flow? Somebody comes in, they're like, I want to do the thing. What happens? Kristy: Absolutely. We have a couple of different options to start. So what we decided to do was add two self-guided courses for our two current tracks, Digital Accessibility and Salesforce Admin. So they're intro courses, they're self-guided. And essentially it's just that giving you an introduction to what Salesforce is. A lot of people have no idea what Salesforce is, even though they're one of the largest tech companies in the world. They're in every industry, all the different fields, you know, they're this humongous organization, but a lot of people just don't know what it is. So it gives people the opportunity to get in there, see what Salesforce is. Is this an interest to me? Same with digital accessibility also gives them an understanding of if you're using assistive technology, what is your level of proficiency need to be? Can you be a beginner? And I'll tell you right now, the answer is no. You can't be a beginner if you're using. You know what? I use a screen reader. You know, you have to be a little more proficient than that. So you get through those courses and you decide, yeah, I really liked this. I completed the course. You sit for a technical assessment, you have to do a hands on assessment and then a technical interview. Kristy: And the reasoning for that is to really, number one, ensure that that person who is taking the course is committed, understands the content was doing it themselves, you know, making sure nobody was, you know, helping them out before they can move into the instructor led courses. So once they pass that you can move into the instructor led either, again, digital accessibility or Salesforce, when we add our agile scrum probably won't have an intro to start, but that'll be getting added the later part of this year. And that'll again be instructor led courses, but pretty much the same format. So once you get into the instructor led courses, digital accessibility I believe is 14 weeks. I think admin is now 17 weeks. Again, with admin, you earn two certifications, multiple hours a week in class and then also in lab. In addition to that, there is a lot of homework. There's a lot of work outside these courses. I never sugarcoat these courses. They are not easy. We're talking high level tech careers. So these are high level courses. There's a lot of work, there's a lot of commitment, but there's a lot of support. All of our classes are taught by a person with a disability. Our TAs are people with disabilities. We have focus on those people that need to use screen readers. You know, we have screen reader instructors. So we're really, you know, meeting every person with a disability, regardless of what that is, understanding what accommodations they may need, working with them on that so that they can feel comfortable and actually concentrate on the content and the subject matter and not, am I going to be able to do this course or not? So they get through the instructor led courses leads to sitting for the certification exams. And, and I want to point out to all of the courses that we offer in our academy all lead to industry recognized certifications. These aren't certifications. We make up and say, well, we'll see if it works for you. These are the same certifications that anyone would be sitting for if they were taking any of these Salesforce courses or the digital accessibility, the Agile Scrum Master, you're going to be sitting for the actual Scrum Master certification. So they sit for the exams, you know, hopefully pass it. We've got really good certification pass rates, so hopefully they'll pass it again. They're difficult, they're not easy, but we provide you with what you need in the courses to pass those certs. Carol: What does your pass rate look like. Kristy: So oh boy you just threw that threw that at me. What's the data I believe I think it varies based on the course. But for example, I know our past cohort for digital accessibility, ten out of 12 have sat for the course. And I think all of them have passed. So 100% there. I think most of our cert rates run as a collective whole, 75 to 95%. Carol: Okay. Kristy: Yeah, really good cert rates. And again, it's really because of the fact that these are intense courses, but we work with you. Carol: When you're wrapping service around all these people. Kristy: Exactly. Carol: Talk about the technical kind of support that the students can get. Kristy: You're exactly right. Yeah. You know, and again, a lot of group sessions, you have a lot of support. Carol: Yeah. Kristy: So yeah. So once you get past those certifications, you then become eligible to interview for an apprenticeship. Not everyone qualifies for an apprenticeship. It really depends how well you do in the class. You know, obviously you need to have your certification to get into their apprenticeship. So if you don't get your cert, there's an issue. What was your professionalism like? You know, our instructors provide our apprenticeship manager with notes and sometimes it's, hey, they just need a little more professional development. They need a little work on this. They need to work on that, which is stuff we can provide. One of the things that came with the different is we added in a professional employment coach. So she works with people, you know, maybe you have ADHD and you're looking for tools to help you get organized and to stay focused. And so we bring her in and have sessions together. Sometimes just professional development. There's a lot of people in our community that need a little bit of that. Unfortunately for some of us, when we get on these Zoom calls, we can't see the social cues. We can't tell if somebody is, you know, getting ready to speak or wrapping up what they're speaking, you know, so how do you handle all that? So we do all of that, you know, we provide all of that. But once the instructors say, yep, I think that they should interview for an apprenticeship program, they have to go through an interview with our apprenticeship program manager and another member of BIT. And then if we have openings, which we do, and we will continue to have them through the different, then they become a part of our apprenticeship. And again, those are all apprenticeships or they're competency based used to be 2000 hours. The Department of Labor has lifted that restriction. But we still feel that that 2000 hours is a good number for our participants to really get a good, strong understanding of what they will be doing in this role in mastering these competencies, Professional development. It gives you that 1 to 2 years experience that, you know, whenever you're looking for an entry level job, what do you see? You need 1 to 2 years' experience. Well, how do you get that if you're entry level? And so we're providing that opportunity to do so. Our apprenticeship program has additional trainings that are offered. You're working right alongside with our sales force professionals, our accessibility professionals who all have experience in the field. And again, I will point out to these are teams that are all disabilities working together. So completely deaf admins working with completely blind admins, just killing it, doing an excellent job. So really a lot of exposure in that apprenticeship program. One of the things the DIF grant also allowed us to do is incorporate employer partners. So if you have an apprenticeship with an employer partner still meeting with our apprenticeship program manager. You're still getting all of the support from BIT we're meeting with the project leads at those employers to make sure that we're supporting them in anything they need. So really, like I said, a well-rounded program. Once you complete those competencies, we do self-evaluations. I mean, we're, you know, where you stand in our apprenticeship and what you need to work on. And, you know, we're selling, obviously, the further you get into the apprenticeship program, the more projects you're handed, the more responsibility. So really just gaining your confidence in the field, and then you're ready to go into the world and work in an organization or a corporation out there. Carol: Are you seeing any impact with AI? You know, people talk about AI usage now, and, you know, the increase of that and how it's changing the landscape of corporate America. Are you seeing any impact from that? Kristy: So you've heard of that little thing called AI? Carol: Yeah. Kristy: The answer is an overwhelming yes. So one of the things that we've done in our courses is try to, we try to make them future proof. You know, we don't want to send our students or our apprentices out into the world behind the eight ball, you know, oh gosh, this is a saturated market. I don't have any of the skills. So one of those higher level Salesforce certifications I told you about is agent for specialist, which is Salesforce AI. And Salesforce has gone all in on agent force and their AI. So our apprentices have the opportunity to become certified in agent force. And then, you know, different projects we're working on. We're now talking to a lot of clients that are looking into how can I incorporate AI into my Salesforce environment? So, you know, giving them people then that opportunity to get those skills so that they can make an immediate impact. Additionally, in the Scrum Master or the project management track scrum Master has just added the AI Scrum Master certification course. So we will be actually including that in our course. So again, you'll come out of that track with if you're looking at Scrum Master, you're looking at two shirts, one of which is AI. We're also adding a higher level AI course, that's AI governance. Most of these companies are looking at this going, okay, we have AI, but when should we be using it? How should we be using it? What is ethical? What is not? What is going overboard with AI, you know? So we're actually going to provide a course. So again, our participants can come out able to make immediate impact on organizations. And the way to do that right now is AI. So we absolutely are incorporating AI. People with disabilities to, you know, again, we say at BIT Technology is the greatest equalizer. It truly is. And people with disabilities are actually leading the charge in AI. In fact, that agent for specialist course I mentioned, out of all of the workforce development orgs within Salesforce, we were the first one to offer that course. So disability community leading the way in AI. So it's exciting. Carol: I love it. Well, you're ahead of the curve, which is super good. And people come in with that. They'll definitely. I mean, you're creating a good niche there with your apprentices being able to do that. Kristy: That's our goal. Carol: That's awesome. So what are you seeing as a career pathways like what's proving to be the most impactful right now? Kristy: So you know, again, Salesforce is just huge. So of course that is, you know, continuing on and that is definitely making a big impact. Digital accessibility is a very hot topic right now. Gosh, a couple years ago, I can't remember what year it was actually implemented. But the Department of Justice has now mandated that title two of the Americans with Disabilities Act incorporate digital accessibility. And they actually laid out deadlines. They just pushed the first deadline. It was supposed to be April of 2026, that all municipalities with over 50,000 individuals had to be digitally accessible. Everything within your state needs to be accessible for people within our community to access. 2027 was supposed to be for those municipalities, less than 50,000. I imagine that'll get pushed back as well. But the bottom line is if your organization, your front facing organization is not accessible, you're going to encounter some issues. And so all of a sudden then all of these corporations and organizations and government and they're going, okay, what is this? What is digital accessibility and how do we get there? So we're really starting to see a lot of impact, a lot of clients coming to us asking, okay, what is digital accessibility? How can you help me? One of the members of Office of Accessibility for Salesforce is actually said that there's two experts in Salesforce accessibility, and one is Salesforce and one is bit. We work very closely with them on accessibility and their accessibility. I think really that impact digital accessibility. We're going to see it more and more and more. Unfortunately, a lot of lawsuits are being filed. And when I say unfortunately, it's that's what's being the precursor for companies to become digitally accessible. You know, I wish they would just because it's better for everyone. An accessible product is just a better product. It's more well thought out, it's more intentional. It's just better presented. I wish that it wasn't that they're being forced to because of litigation. I wish that it was just because that is again, the right thing to do. Plus, this disability community is large across the world. I think it's 1 in 5 now, and more and more people are aging. More and more people are being diagnosed with disabilities. Where before in tech, people were just considered eccentric. When I think a lot of them were actually, you know, on the autism spectrum or neurodiverse, so that, you know, a lot of invisible disabilities, mental health disabilities are now become not so taboo to hide and to talk about. So it's something that, you know, the world's just going to see more and more of, and the demand for making things more accessible to reach your customers, to reach that community is going to become more and more. So I really think that digital accessibility track is getting a lot of focus. Carol: That is very cool. I know employer engagement also is a big piece of all this, and how are you partnering with companies and what are they seeing as value from what you offer? Kristy: So apprenticeships is huge right now. Apprenticeships really provide employers the opportunity to get kind of a jump on the talent pipeline, both this current administration and the former administration, very pro apprenticeship. You know, they have apprenticeship mandates out. I believe it's a million apprentices is what they want to attain. And then there's proven statistics. I'll give you some data here, Carol, for companies that have an apprenticeship program, typically for every dollar that's invested in that apprentice, the company is seeing an ROI of $1.44. So immediately getting impact with having an apprentice, 94% of the apprentices stay where they're at when they become an apprentice within a company. So turnover is really expensive for companies, incredibly expensive. And so not only if you have an apprenticeship, you're looking at a 94% retention rate. But then to add to that, the people with disabilities community, our turnover rate is incredibly low because it has been difficult to find employment. If the person with a disability finds a place where they can be successful and thrive, they're not going anywhere. So you kind of get a double whammy on that. Apprentices typically come out earning 84,000 a year, and they're saying 49% of HR managers are saying that skill based is really kind of the new and compelling look at talent management. One of the things that, again, as I mentioned before, the DIF grant allowed us to do is start reaching out to employer partners, having them bring on apprenticeships, not necessarily being trained within BIT, but actually going into their organizations, working with their Salesforce teams, working with their digital accessibility teams and again, creating this talent pipeline I mentioned earlier, it's not the lack of ability, it's the lack of opportunity. Again, these apprenticeship programs are really providing people within our community the opportunity to go in there and prove themselves, to show these companies. You know, unfortunately for the people with disabilities community, that really is we call it that legal, nebulous bell that we have to ring is the reasonable accommodations. Most people don't understand them. If you get an apprenticeship in there, you're working alongside that apprentice to really determine, okay, how is this person going to be most successful and really getting over that fear of what the reasonable accommodation is. So our impact with employers has been fabulous. It's been phenomenal. A lot of interest, again, in bringing on these apprentices to work on their teams, give them again that opportunity to kind of dip their toe into that pool. I want to mention, too, that we really believe that the disabilities community is the greatest untapped talent in the planet. You have this whole group of resources that are so talented and nobody's touching and working with organizations like BIT. Working with these apprentices really gives you that opportunity to dip into that talent and have this just amazing pipeline, amazing resources to work with instead of going the typical talent route. And we have a tech talent shortage, we really do. So, you know, working with, again, like an apprenticeship program, working with our team really gives people the opportunity to get that jump on that talent. Carol: Well, and they get to work in that company. You know, you're in that company and the company culture. You're all part of it you've done these 2000 hours. You know, you've been there a year or more. Kristy: Exactly. Carol: And so they really get a good flavor of what you bring to the table. It's such a great way. I mean, you see that more and more kids are starting to realize like maybe the four year degree route isn't the way. Kristy: Mhm. Carol: We need to look at these other options for getting into employment and getting in more quickly, because everybody learns differently, and these jobs, I mean, when you're talking, people are coming on average $84,000. This is no joke. Kristy: No it's not. Again, it's a good way to get into, again, your feel to get your foot in the door. Give those companies the opportunity to really get that new and emerging talent, but not expecting them to just hop right in the job because, he said, we all learn differently. There's a lot of nuances to learn about different companies. You know, you're an admin at one company and you go to another. And again, you know, you've got that hill to climb of, you know, what are the nuances of that particular company. But here you built your own army, if you will. You built your own pool. Carol: Yeah. Kristy: One of our apprentices actually in a webinar we did recently, she had said, you know, one of the benefits to employers is you essentially get to mold these apprentices into what type of employees that you're looking for. And it's true, you're almost taking a blank slate and working with it for two years and building your team the way you want. And then like you said, you know, you're done with that 2000 hours. Why would you go anywhere else? You've already invested this time. Again, we've given you the statistics on the ROI in that dollar investment. You're already earning money off the apprentices, so why wouldn't you stick with them? Carol: 100%. Now, I know you had some success with the workforce boards and a few blind service agencies, but you've had less traction with VR. What's been the challenge there and what do you want, like the VR agencies to understand? Because I know we sure miss the whole boat and didn't even realize a thing about BIT and I've been telling everybody ever since I talked to you first, like, hey, you need to go look at this website and you need to talk to these people because I've just been like, wow, why is VR missing the boat on that? Kristy: Well, I think you're kind of hitting the nail on the head there, Carol, in that we are not your normal traditional organization out there. We know we are actually the only organization doing what we're doing. And we know that because not only have we looked, but Salesforce has looked. Our other partner, Ronstadt, has looked, you know, they've looked around for other organizations like us doing what we're doing, the manner in which we're doing it, and there aren't any out there. So I've been thinking about this since you and I spoke last time about, you know, really what is our problem with VR? What is the issue? And I really think it comes down to that fact that we are breaking the mold. Our friends at Safal Partner, you know, talk with us all the time about you guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been and kind of think out of the box and look at our organization go, oh, wait, because unfortunately, the traditional is not working. I mean, the numbers say it, you know, those numbers haven't moved. And I think the VR counselors, they have to do certain things certain ways. And they have reports that they have to do and they need to meet different criteria. And, you know, our programs aren't short. You know, it's not like somebody can get in and out in a month and then they're employed. You know, we're really investing the time in training people to really be productive employees in a completely different way than ever been done before. So I think if we can get the VR groups to open up their minds to a different way of doing things and to recognize the fact that these traditional ways we've been doing things just really aren't moving the needle. And I think a lot of the, you know, VR counselors, again, they're they have cases they have to close, they have rates that they have to hit. They again, they have all this documentation they have to do. And so I think a lot of times they try to put a square peg in a round hole, and it just doesn't work for people with disabilities community. You have to understand where they're at, you know, Social Security disability, a lot of people are on it. It is not easy to get on. Our goal is to get everyone off of it, not to provide them with a supplement to their SSDI. We want everyone to become tax producers, not tax consumers. So when you get people who are capable, who are software engineers, who have these, you know, the great focuses on tech, this critical thinking mindset that can do so much more than just getting a job. Being able to think outside the box, look at other opportunities that might be out there and go for it. You know, we've been successful, we're showing that this is the way you do this with this group. So that's really the only answer I can come up with, Carol, is why we're not making more traction is just that traditional mindset of this is how we do things. And unfortunately, that traditional mindset is just not helping our community well. Carol: And hopefully we're able to get the word out now through the podcast and advertising that because it is like a no brainer to me. I mean, you're looking at your wants to get people into quality employment outcomes. And I used to always be about like family sustaining wages. And so you're talking about this investment and the people, even though it takes a longer amount of time. But if you've got folks coming out, you know, you've got a big track record, you've worked 2000 hours, you've done this apprenticeship, you've done all this coursework ahead. You have these certifications. You now are geared up for really good employment and long term employment. We're not talking, you know, you're in and out of the fast food place. You want to stay here. You're now engrained in a company. Like what a way to set folks up for success and not needing to come back to you, or to Social Security or any of those other supports. You've really got people launched in such a great way. Kristy: Right? And on that note, so our participants earn an average of, I think, 75,000. And within three years of employment, the majority have been promoted and are making over six figures. So as you said, their family sustaining wages with opportunities of growth. And that's really what our community needs in opportunities, is that the community does not want to be on Social Security disability. They don't they want to be able to put food on their table. You know, with employment comes a lot of dignity. It comes a lot of feeling of worth and being a productive member of society. The community wants that and they know they can do that. We're just lacking the opportunity. Again, lacking that open mindset. I know there's a lot of VR counselors that say, hey, I'm going to put you through college and I'm going to get you this bachelor's degree. And our unemployment rate is still the same, right? We need more than that. You know, you need more of an investment, not just the traditional. I am old enough to remember the days that my parents just said, oh, just get a degree, right. Doesn't matter what it's in. Just go get a degree, you'll get a job. That's not today. You know, today's the day of specialization. As we talked earlier, today is the day of certifications. You know, people want certs. They want experience. They want skills, they want proof. And they're looking at effective employees to, you know, how effective are you an employee? Are you going to be great? You've got this bachelor's degree, but can you be effective in this role? Hiring managers say they can train for those hard skills. You know, they can train somebody to, you know, code in a certain Manner or become an HR professional. You can train a lot of that, but you can't train the effectiveness. You can't train the critical thinking as much as you can when you're in the role. Our program helps to do that though. You know, it really helps people to develop those skills, to become those critical thinkers, those problem solvers that these hiring managers are looking for. Carol: It really is the full package. What you offer. I just I'm still stunned thinking about like that. We've all missed the boat for 20 years or plus you've been around. So it's not too late though for people to get on board. So looking ahead, what does success look like for your project and what should other people be paying attention to? Kristy: Mhm. Of course, the whole goal for this project is competitive integrated employment. And of course, again, that goes right along with our mission from the very beginning. It's employment. You know, that CIE number is again that family sustaining wages that you can have good strong careers in. So when we're looking at our future, the grant has provided us the opportunity to really build our programs again, provide a lot more structure. So of course, sustainability. Our goal is really to grow our own sales force system integration services, our own digital accessibility services. So that number one, we can be a huge employer of people with disabilities and really build these big sales force teams. The other thing is really finding the employers who are interested in investing in this community. You know, who again, are thinking outside that box of, you know what? I have a talent shortage and I need to find a pool that is really going to benefit my company, provide an ROI, you know, be here. So I'm not hiring somebody every six months. So really, again, you know, getting the word out, we want people, of course, to know about our program to look at our program. You know, we're focused on tech. Tech is not the only industry that could benefit with this type of program, not in any way, shape or form. So we really like people to look at our program and say, okay, you know, our focus is X, you know, maybe it's marketing, maybe it's finance, accounting, whatever it is. And really look at our program and say, I think this is the model that we need to follow. You know, it is a very collaborative organization. We are not going to get where we need to be in silos. We need the whole village to work together to provide these opportunities. Again, really trying to show that we really feel this is the path forward for many careers, for many high producing, effective, high compensation careers. We'd really like people to, again, look at our program, look what we're doing in the different, obviously different is a demonstrative grants. That's the whole thing we're doing here is demonstrating that we really feel that our model is the way to go. Really take a look at apprenticeships and apprenticeships for people with disabilities. I really feel apprenticeship just are tailor made to people with disabilities for them to really, again, get really comfortable to build their skills and show that, yeah, I've got the ability. Just give me that opportunity. I've got the ability. Carol: I can totally see why RSA selected you as a grant. Kristy: Oh thank you. We're pretty passionate here at BIT. Carol: You are and it's amazing. So folks wanted more information about BIT, what's the best way to find you or contact? Kristy: Absolutely. So of course the best way is our website. It's just easy. BlindInstituteOftechnology.org. You can also get it by blindIT.org. You'll find all the information there. Otherwise you know, reaching out. If you are interested in our Academy, Academy@blindIT.org, we have candidates@BlindIT.org or sales@blindIT.org. Any of those, if you can't remember any of them and you can only remember, oh, she said Sales@BlindIT.org, but I'm really not in sales still go to that email address. We're looking at over 50 of us. Our internal team, you know, is about 25 to 30. We're very tight knit, so it's going to get to us. So any of those email addresses work and you can find them all on our website. So again, BlindInstituteOfTechnology.org or BlindIT.org will get you there as well. Carol: So no wrong door in. Kristy: Nope, nope. We will get you to where you need to be. Just let us know what you're looking for, what you're interested in, and we will find the person for you. Carol: Well, that is awesome and I know I am going to sing your praises going forward. Like continue to like tell people about what is happening there. It's pretty amazing. I really appreciate your time. I wish you much success. Thanks for joining me. Kristy: Thank you so much, Carol. I appreciate the opportunity. {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Good morning from Pharma Daily: the podcast that brings you the most important developments in the pharmaceutical and biotech world. Today, we're diving into a series of significant advancements and strategic shifts reshaping the industry landscape. To begin, the U.S. Food and Drug Administration has taken a noteworthy step by selecting key industry players, including Eli Lilly, Regeneron, Fujifilm, and Kriya Therapeutics, for its PreCheck pilot program. This initiative is designed to enhance U.S. drug manufacturing capabilities, emphasizing the importance of robust domestic production. By reducing dependency on international supply chains, the program aims to expedite the delivery of critical therapies, highlighting a strategic move towards self-reliance in pharmaceutical manufacturing. In oncology news, Beone's Brukinsa (zanubrutinib), a small molecule BTK inhibitor, has demonstrated a remarkable 43% reduction in risk of progression for patients with first-line mantle cell lymphoma in its Phase 3 trial. This breakthrough offers a promising chemotherapy-free option for non-Hodgkin lymphoma treatment, marking significant progress in targeted cancer therapies that could improve patient outcomes in previously underserved areas. Meanwhile, Boulevard Bio and Metis TechBio have sealed a substantial licensing agreement valued at $1.6 billion for MTS-128, a trispecific T-cell engager aimed at autoimmune diseases. This collaboration reflects a broader industry trend towards leveraging advanced AI and machine learning technologies to enhance the development of precision medicine and personalized therapies. Such partnerships indicate a shift towards more innovative approaches to tackling complex disease mechanisms and illustrate burgeoning interest in multispecific biologics within immunotherapy domains—offering new avenues for targeting multiple disease pathways simultaneously. On the regulatory front, Sanofi is advancing efforts to expand the U.S. label for Nexviazyme (avalglucosidase alfa) following successful Phase 3 trials for infantile-onset Pompe disease. As an enzyme replacement therapy targeting GAA enzyme deficiency, Nexviazyme could address a critical gap in treatment options for this debilitating genetic disorder, underlining the importance of regulatory pathways in facilitating access to life-saving therapies. Financially, Beeline Medicines has garnered $126.3 million in Series A extension funding to propel its autoimmune programs originally sourced from Bristol Myers Squibb. Similarly, SmartBax has raised €6.3 million to advance its lead antibiotic program targeting multi-drug resistant infections. These investments underscore an unwavering focus on addressing unmet medical needs through innovative therapeutic solutions. Regulatory challenges persist as well; Unicycive Therapeutics faced FDA rejection due to third-party manufacturing deficiencies surrounding oxylanthanum carbonate. This setback emphasizes the critical importance of maintaining rigorous quality standards throughout drug production processes to secure regulatory approvals and ensure patient safety. Globally, China has achieved a milestone with the approval of the world's first CAR-T therapy for solid tumors—a significant leap forward given the historical challenges of applying CAR-T technology beyond hematological malignancies. This approval could transform cancer treatment paradigms globally and prompt similar regulatory advancements in other regions. In other developments, Abbvie and Genmab's combination therapy involving Epkinly has shown promise in diffuse large B-cell lymphoma (DLBCL) trials following prior challenges with monotherapy approaches. This success story highlights the potential of combination therapies in enhancing outcomes for patients battling complex cancers like DLBCL. From a corporate perspective, Klick Health's acquisition of Oxford Pharmagenesis marks its third purchase in 18 months, expanding its global footprint and scientific capabilities—a testament to ongoing consolidation trends aimed at augmenting expertise and strategic growth within the sector. These developments collectively paint a picture of an industry dynamically evolving amidst scientific breakthroughs and regulatory recalibrations. As companies navigate this transformative landscape, their ability to adapt and innovate remains paramount for sustaining growth and addressing global healthcare challenges effectively. Stakeholders must remain agile to seize opportunities while mitigating inherent risks in this high-stakes environment that increasingly prioritizes patient-centric innovations.Support the show

Omar García Harfuch confirma la detención de Ernesto Rafael “N”, alias “Sierra 1”, generador de violencia vinculado a homicidios y secuestros que se había fugado dos veces. Por otro lado, drama en Tamaulipas: el DIF de Tampico resguarda a dos bebés que fueron abandonados en un hospital general e inicia la búsqueda de sus familiares. Hosted on Acast. See acast.com/privacy for more information.

Alarme é um quadro do canal Não Inviabilize. Aqui você ouve as suas histórias misturadas às minhas!Use a hashtag #DificilDeEngolir e comente a história no nosso grupo do telegram: https://t.me/naoinviabilizePUBLICIDADE SANOFI E ESOFAGITE EOSINOFÍLICAComo parte da campanha “Difícil de engolir é não tratar a EoE”, da Sanofi, esse episódio conta a jornada de uma paciente de Esofagite Eosinofílica, com depoimentos de Dr. Gabriel Benevides, CRM 152074, e Dra. Mariele Morandin, CRM 162098. O relato é baseado na experiência real da paciente e não constitui evidência de estudos clínicos, utilizado apenas para fins de conscientização. Para ter as referências e saber mais, acesse: www.dificildeengolir.com.br / MAT-BR-2602010QUER OUVIR MAIS HISTÓRIAS? BAIXE NOSSO APLICATIVO EM SUA LOJA APPLE/GOOGLE, CONHEÇA NOSSOS QUADROS EXCLUSIVOS E RECEBA EPISÓDIOS INÉDITOS DE SEGUNDA A SÁBADO: https://naoinviabilize.com.br/assineEnvie a sua história bem detalhada para naoinviabilize@gmail.com, seu anonimato será mantido, todos os nomes, profissões e locais são trocados para preservar a sua identidade.Site: https://naoinviabilize.com.brTranscrição dos episódios: https://naoinviabilize.com.br/episodiosYoutube: https://youtube.com/naoinviabilizeInstagram: https://www.instagram.com/naoinviabilizeTikTok: https://www.tiktok.com/@naoinviabilizeX: https://x.com/naoinviabilizeFacebook: https://facebook.com/naoinviabilizeEdição de áudios: Depois O Leo Corta MultimídiaVinhetas: Pipoca SoundVoz da vinheta: Priscila Armani

Det tätnar i toppen efter Häckens seger medan Baby Gnaget fortsätter ösa på där bakom. Krisläge i DIF och MFF inför kvällens möte – och är Sofia Jakobsson räddningen för de förstnämnda?! Vem firar Midsommar utan jobb… och hur ska Bajen klara sig utan Joramo?!Viva Femme görs i samarbete med ATG:Du hittar alltid dom senaste tripplarna, andelarna, Big 9 och annat från oss på https://www.atg.se/k2618+ Regler & villkor gäller. Stödlinjen.seKontakta redaktionen: linus@k26media.seVill ditt företag samarbeta med Viva Femme? freddie@k26media.seSociala Medier:Instagram - VivafemmepodTwitter - FemmevivaTikTok - Femmeviva Hosted on Acast. See acast.com/privacy for more information.

Difícil que Morena recomponga el pragmatismo con el que AMLO le dio forma: mesaEnlace para apoyar vía Patreon:https://www.patreon.com/julioastilleroEnlace para hacer donaciones vía PayPal:https://www.paypal.me/julioastilleroCuenta para hacer transferencias a cuenta BBVA a nombre de Julio Hernández López: 1539408017CLABE: 012 320 01539408017 2Tienda:https://julioastillerotienda.com/ Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailYour plate is full, and your manager keeps adding to it. You know what needs to come off so you can focus on the work that matters most, but every time you bring it up, the conversation goes the same way. You explain how stretched you are. Your manager listens, acknowledges the load, and nothing actually changes.Here is what most women leaders miss: this conversation is not really a request for relief. It is a decision the two of you need to make together about where your time creates the most value.In this Monday Momentum episode of Communicate to Lead, Kele Belton continues the June series on the difficult conversations women leaders walk into, braced for a fight. This third episode reveals why asking your manager for relief rarely works, and how reframing the conversation as a strategic decision changes what your manager hears, how they respond, and what actually shifts on your plate.What You'll LearnWhy asking for relief often lands as a personal problem instead of a business problem.The difference between a real negotiation, like asking for a raise or promotion, and a working agreement about how your time is spent.A simple opening phrase you can use to lead with the decision instead of the overwhelm.One follow-up question that helps you uncover where your manager sees your time creating the most value.Who This Is ForThis episode is for women leaders, managers, and high-performing professionals who want to have a better conversation about workload, priorities, and time without sounding overwhelmed or asking permission.Your Action StepIf there is a conversation you have been putting off about your workload or what needs to come off your plate, prepare it as a decision. Have the conversation this week and lead with how you are thinking about your priorities. Then ask where your time creates the most value. Notice what changes when you stop walking in to ask for relief and start walking in to decide.AI PromptUse this prompt to prepare for a workload or priorities conversation with your manager. Paste it into your preferred AI assistant and answer the questions as they come.I'm a [role] in [industry]. I have an upcoming conversation with my manager about my workload, my priorities, or something on my plate that needs to shift. Help me frame this as a decision we're making together rather than a request for permission to let something go.Ask me 3 questions:What is currently on my plate, and what do I think needs to shift?Where do I believe my time creates the most value for the team or the business?What outcome do I want this conversation to produce?Then write:One opening phrase that frames this as a decision we're making together about my time, not a request for permission to let something go.One follow-up question that surfaces where my manager sees my time creating the most value.Constraints:Forward-facing tone.No language that signals overwhelm or asks permission.Must carry the same weight as “I want to walk you through how I'm thinking about my priorities, and figure out together what needs to shift.”Must sound like a leader bringing a strategic decision to a peer, not someone asking for relief.Avoid softening language like “just,” “a little,” “maybe,” “I was thinking,” or “I wanted to mention.”The follow-up question must invite real information about priorities, not a yes-or-no response.Example output style:Opening phrase: “I want to walk you through how I'm thinking about my priorities, and figure out together what needs to shift.”Follow-up question: “Where do you see my time creating the most value right now?”Common Questions About Workload ConversationsWhat should I say when my manager keeps adding to my plate?Lead with how you are thinking about your priorities and frame the conversation as a decision about where your time creates the most value.How do I talk about workload without sounding overwhelmed?Focus on priorities, business impact, and what needs to shift rather than describing how stressed you feel.What is the difference between asking for relief and making a decision about workload?Asking for relief often sounds personal, while a decision conversation focuses on where your time creates the most value for the team or business.Ready to Go Deeper?Book a complimentary Leadership Strategy Call with Kele to talk through where you are, where you want to go, and what it will take to get there.About Your HostKele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with KeleLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

06 10-06-26 LHDW Francia tiene un problema con Mbappe, Deschamps le defiende. Difícil engranar a los atacantes, muchos y muy buenos

This episode features a conversation with Dacia VanAlstine, Project Director of the Evolve Employment Model demonstration project at Minnesota Blind. What began as a brainstorming conversation at a national conference evolved into an innovative Disability Innovation Fund (DIF) project focused on improving employment outcomes, retention, and participant engagement for individuals who are blind, low vision, or facing employment barriers. Dacia shares how the Evolve Employment Model is challenging traditional approaches to vocational rehabilitation through progressive employment strategies, benefits planning, workplace exposure opportunities, and faster, more responsive service delivery designed to keep participants connected and moving forward. The episode also explores the realities of building new models in real time — recognizing staff strengths, embracing flexibility, fostering collaboration, and "building the ship while sailing it." A thoughtful conversation on leadership, creativity, workforce development, and the future of vocational rehabilitation. Listen Here Full Transcript: {Music} Dacia: When we did our brainstorming, we looked at where could we improve and not just improve the customer experience, but the way that the staff do their work. Carol: How has your experience been working with your RSA project officer, and what's that partnership look like? Dacia: Cassandra is amazing. Doctor Deandra too. They are an amazing team. They are very real, which I so appreciate and so responsive and just, they answer the dumbest questions that I have and don't make me feel dumb. So I love it. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Dacia VanAlstine, project director for the Evolve Employment Model demonstration at Minnesota Blind. And today we're going to dive into innovation, leadership and what it really looks like to take an idea and bring it to life in VR. And I have to say, this one is a little special for me. I had the good fortune to work with Dacia during my time at State Services for the Blind. And one thing that always stood out as her ability to take a concept, sometimes just an idea and turn it into something real, something actionable, and something that makes a difference. So, Dacia, how are things going? Dacia: Thank you for that, Carol. Things are going well. We're moving right along with this project. We are making some great strides, so it is fun to be here today. Carol: Excellent. So before we jump into the project itself, I'd like to start with your story. Can you tell our listeners a little bit about your background and how you found your way into vocational rehabilitation? Dacia: I think like a lot of people, I just kind of fell into it. I started when I was younger working in group homes, and that moved into becoming a program coordinator for group homes, which then moved into the day programming side of things at a, DT&H, which then turned into working with their supported employment license and then finding employers and jobs for people that were actually connected to the VR programs. So then I became interested in VR and started working for State Services for the Blind back in 2008 as a Vocational Rehab Technician. And then with my background, ended up getting some ARRA funding and I moved into employment services and have been working with the Dual Customers ever since. Carol: Wow. I did not know you kind of followed my same path because I did the whole group home work too, and DT&H and the whole shebang. That's pretty cool, I love it. So I know this project did not appear out of nowhere. It really grew organically. Can you talk a little bit about how the idea for Evolve Employment first came about and how it took shape? Dacia: It's kind of funny. A few of us had gone to CSAVR in the spring of 2024, and they had announced the DIF grants that they were going to be doing. It was Natasha Jerde, who's our executive director, and then Jon Benson, our deputy director, myself. We had our quality assurance person, Ashlyn Cahill there, and our fiscal person, Gabby Garcia. And then we had a counselor, Jason Dornbush, and we were all sitting in the back row. And it started with one little, hey, what if we applied for this? What could we do? There's so many different things we could do. And it turned into this whole thing and it just exploded from there. I don't even remember the session that was going on at the time, because we were in the back just brainstorming. It turned into this huge idea spark, and one person fed off the other person and then it just blew into this thing. Carol: I love when that happens. That is super fun. Now, the speaker up front was probably annoyed with you all, but I love when that, you know, you get that idea. In fact, you know, Jeff and I, back in the day, we were at a CSAVR conference and he's like going out trying to do a little interviews with somebody. After that session, I'm like, what are you doing? I'm going to do a podcast. This was way back in the day and I'm like, what's a podcast? And look at now the whole world is podcasting, but it cracked me up. I mean, we started that 11 years ago. Super fun. Dacia: Jeff's been podcasting ever since we went to an NFB conference and sat by the pool and Podcasted. Carol: I know it is super hilarious. It's like those organic kind of ideas really can bloom into something pretty cool. So at a high level, what is the Evolve Employment model and how do you think about the key components or buckets of the project? Dacia: Well, when we did our brainstorming, we looked at where could we improve and not just improve the customer experience, but the way that the staff do their work. The DIF grant allows us to really be in, it's in the title innovative. It allows us to try things. Really the idea is to try different tactics, different strategies, different approaches to things in the VR program that improves outcomes, improves experiences for staff, improves experiences for participants, and really leans into that dual customer approach to delivering services. Carol: Pretty cool, I love that. So what about the buckets in this project? I know there were different kind of fingers that you were looking into doing a lot of different things. Dacia: Well, a couple of the things that we're doing is job retention. We know that it's so much better if somebody can keep a job, it's better for the employer, it's better for the person, it's better for just everyone. So really looking at retention, also looking at how can we use workplace activities in order to help individuals that have limited experience in the workplace, limited experience with work in general, just the idea of work, you know, they may be somebody that's newer to work, maybe somebody that just hasn't worked in a long time, but just giving them some workplace activities under progressive employment. So looking at job shadows, tours, and it's something that VR does anyways, but this is done more intentionally and a little more structured to see if this makes a difference in people's lives, if people will choose better outcomes, because now they're being exposed to different types of careers than they would be normally. And so we have that progressive employment also looking at how can we speed things up for people, not speed things up to where we're rushing people through the process, but speed things up in a way that helps people stay engaged. We know looking at the data, that the longer it takes for somebody to get into a plan to get any services implemented, the more likely they are to drop off. And so looking at how can we make this faster for people, but in a meaningful way. And then looking at other aspects of where in the VR program we might be falling short, and that would be, besides the retention, looking at the training aspect of things, especially in the customer service and technology sectors. So looking at how can we get people into technology based customer service roles and building possibly a training program ourselves that can be passed down to the general program and using the training that already exists for individuals. And we're not looking at degree programs, we're looking at certificate programs, short term training, things that can help people get into a career faster. Not everybody has the luxury of taking a step back. Some people have to provide for their families. Some people just really don't want to go down that path. They want to get into a career as quickly as possible. So how can we lean into that training? Carol: That sounds awesome. I'm excited about this. I know when you and I had spoken before, you talked about this being like, you're kind of building the ship as you're sailing it. What does that look like during this first phase of implementation? Dacia: Well, in the beginning, we had picked up a bunch of staff from the General Vocational Rehabilitation, VRS, when they unfortunately had to have some layoffs. So we were able to grab some of their talent. And when we put together the position descriptions we put together, you know, what we thought we needed. And then as we started hiring them and then more staff, we realized that these staff had amazing talent. Besides what was just what was needed for this grant. So we were able to look at where does their talent lie and how can we help not only advance our project, but set our staff up because this is a short term project, so how can we set them up for their careers after they're done? And so looking at is their leadership ability there? How can we help them lead projects? Is there training opportunities? Are there other things that they can bring? Are there ways to expand this a little bit. You know, one of the things that we decided to do was job retention. The initial intention of that was how can we keep people into positions that they want to stay in? It's working for the employer, but all of a sudden it's not working because the disability changed or the disability appeared. We have Callie our Retention Specialist, who comes with a whole lot of experience and knowledge in working with the Dual Customer, and she's really working hard to build out our retention program. I should actually mention that in this, we have four targeted audiences that people would need to fall into to be eligible. One is they are at risk of losing a job. Another is they are unemployed for 27 or more weeks. Another is at risk of losing a job, unemployed for 27 weeks or more. A new American with a legal right to work. And the fourth one is somebody who acquired their vision loss during their working years. So if somebody falls into those categories, they're eligible for our program. We are doing a Functional model for disability versus a medical model. So with that, we have been able to capture numerous individuals that would normally not qualify for our general program because of the medical model. And so we were able to take people that had nowhere else to go and were going to lose their job. And we've been able to save over half a dozen, probably close to a dozen jobs now for people that would normally not qualify for services. Carol: That's really cool. So what do you think are 1 or 2 innovations within the model that you think are really making the biggest difference so far? Dacia: We knew that retention was important and that it should be done intentionally, and we knew that we didn't have a solid retention program procedure process in the general SSB program. So we started looking at how can we really make this difference? And we actually expanded it not just for people at risk of losing their job, but one of the things that we're doing is for the VR program, expanding on that stabilization period. So those individuals that get their job and they're employed for 90 days, and then they make the couple contacts with the counselor and really close to that 90 days, they quit their job, they maybe get scared of losing benefits. Something happens with the employer and they just haven't really made contact with their counselor. So what we're doing is that we're doing stabilization services. So a counselor can refer somebody in those 90 days, and that Career Navigator becomes somebody that they can connect with. They are the coordinator of all the services. They are able to work with the employer. They are able to, if they're county services involved, pull those in, they are able to pull other resources in. And all of our Career Navigators have all the way to level three benefits planning training so they can look up benefits for people. Which is something that we've never done before, really embedded benefits into everything we're doing. So it helps individuals. They have this person that they can go to, they can ask questions about their benefits. It's just a really a wraparound service. And then after their 90 days, the intent is to allow them to continue to be able to contact that person for the next year. If something comes up, we can get back into services with them right away if we need to. We don't have to open up a new sequence with them. They can just jump in and do stuff. So that's one of the really cool things that we're doing, and we're finding a lot of need for that way more than we even thought. We knew that retention was a huge thing. And looking at our really ambitious numbers that we said we would do, we're going to have no issues at all hitting that because it's turned into a huge thing. I should also mention, one of the other buckets that we're doing is benefits planning. So we have a Benefits Navigator that's able to look up benefits, that's able to do all kinds of things. We even had a situation that somebody, due to a clerical error, had gotten a letter that they owed tens of thousands of dollars in back Social Security, and they were going to quit their job. And there were all these things that were going to happen. And because of the Benefits Navigator is at the top level for benefits planning and has all the credentials to be able to do the work and all the training to do the work, they were able to find the clerical error and that is now being reversed. Carol: That's amazing. Dacia: Because of the work that she did with this individual and us having that, that person now can breathe. Carol: I like that, you know, I was thinking back in the day, we used to have Meredith. She was our benefits person. You know, we had the one person I remember customers talking to me. They were so worried about really staying employed because worried about losing benefits, you know, the whole thing and how to counsel through that. And I think you guys having this embedded in kind of every aspect and allowing that to continue on for the people the year after is really important. It just gives that sense of stability that someone to talk to when you're navigating this crazy, you know, there are big systems with all of that. And to really help you gain that understanding. So you're feeling comfortable with the decisions you make and what you're doing is super important. Dacia: And that really feeds into when I had said, we created these job descriptions and what we thought this was going to be, we had created a position for a Benefits Navigator, okay, And the intent was that they would do benefits lookup and they would do the whole benefits analysis. And that's what their job would mainly be with some training. But looking at that person that was hired, Marcy really has a lot of talent and experience behind her. She worked for the hub. She's done all these different things. So looking at expanding what her talent is and helping her really guide what this looks like for our entire program. It's amazing. And then not just that, you know, the original intention wasn't that our Career Navigators were going to have benefits planning, training. But one of our Career Navigators that came from VRS had that. And so we were able to look at, oh my gosh, look at all these things that they can do. And because we have Marcy, our Career Navigators, Kayla and Alex and our new American career navigator, Alexis are able to work together. She's able to mentor them. She's able to help them get the training that they need. So it's really leaning into all these things that everybody brings with them, not just what we thought, what we needed, and sticking to that, just really being open to letting our staff use the talents they have. We didn't have any intention that Career Navigators were going to be training counselors or training community partners, and then we end up with Alex, who has tons of experience with this, Kayla who loves doing this, you know, so letting them do the things that they love to do and the things that they really have a lot of talent in. So that's really helped us in the implementation of this, really leaning into what they bring and what they want to do. Carol: I know you were talking a little bit about your numbers. You mentioned it like, we're going to be able to blow past that number. What are some of the goals that you have for numbers with this project. Dacia: Some of the numbers are very ambitious. Our number for how many job retentions that we get, I think is 270, which at first I thought, that's really ambitious and I don't know if we're going to do that. I honestly think that we're going to probably hit 270 by the end of year three. Carol: Wow. Dacia: Like it's that much. Especially when we added the stabilization. Carol: Yeah. Dacia: And helping those people retain their jobs. That number is going to be huge. We also our outreach to businesses, we are going to surpass that by quite a bit. I think that number is 500 businesses total. And I think we are a little over a year and a half in. And I think we're already at close to 200. Carol: Wow. Good. Dacia: We have an amazing outreach person that we're sharing him with our employer, Reasonable Accommodation Fund. But Ray is out there and he is making connection after connection. And then we have Alicia, who also came from VRS during the layoffs. And she is our business engagement and training specialist. So she is making the connections with the businesses, the relationships. So really we have this talent that's doing this stuff. And Alicia's out there developing relationships with external training programs. So we're going to easily hit that number. Carol: Very cool. It sounds like you've got quite the team. I love it. You've been able to bring in all these folks that have these other like talents you didn't even know about as they come on, and they've been able to contribute so much more than you even anticipated. Dacia: Even our admin and fiscal person, Morgan, we couldn't do this without just like she pulls everything together, she keeps us all on track. She makes sure that we're focusing on the things that we need to focus on. We are very fortunate. Carol: So I know you're operating under a DIF grant, which can really feel different from a traditional VR program. How has your experience been working with your RSA project officer, and what's that partnership look like? Dacia: I would like to say Cassandra is amazing. Even if I come to her with the world's, and very responsive to. Which is super impressive considering all that she does. And then Doctor Deandra too. They are an amazing team. They are very real, which I so appreciate and so responsive and just. They answer the dumbest questions that I have and don't make me feel dumb. So I love it. Carol: That is awesome. Yeah, they're good people. I know. I hear about Cassandra all the time and the amazing job that she does. This is exciting. Well, she has a fun job too because you're working with these DIF projects, you know, and getting to see all this really cool stuff, innovation happening across the country. So I know you're really early in the implementation. You said you're a year and a half in, but you've learned a lot. What do you think are some of the biggest lessons you've learned so far? Dacia: Well, for sure, one of the things that we have learned is making sure that you look at your talent and making sure that you help them grow, because that was not our original intention and looking at their talent, it really has helped us to be where we're at. Making sure that we're working with the general program, communication with the counselors and the general VR program is so important. Even more important than we thought, keeping that communication open. Also adjusting and readjusting kind of what we're doing, what we're saying. I know that we've been building this as we go, which makes it so some things are very ambiguous, which can be very difficult for people to work within, but really helping people get through that. And part of that is letting the staff use the strengths that they have, because that will help get through some of that building the ship as you go and that ambiguousness. Carol: Yeah, I know, it's always exciting. You go from the back of the room chit chatting about this idea, and you put it on paper and it gets accepted. But as you get rolling along, you know, things come up and things change and evolve a little bit. So I like that it goes along with your title of your project. I like that that's the organic, wonderful nature of these DIF grants, because things do evolve as you're going along, and you're allowed to then expand and kind of contract and grow and shape it as the things happen over time, which is very, very cool. Dacia: It absolutely is. And flexibility is really the key here too. We all know that when you put things on paper and you have the intention of things going one way, that's not necessarily how they're going to go. And so you really have to be open to shifting and adjusting. You know, there are things that I envisioned going one way and then all of a sudden with new information, it's like, you know what? We're going this way and it's okay. It's okay to adjust along the way. But you really have to be flexible in this and not looking at it like I am building this program to be exact and live forever. I am building this program to be flexible, to adjust, to be able to be sustainable, whether it's the whole thing or components of this, to be sustainable in SSB's VR program, or even any other VR program that wanted to try some of these, you know, the lessons that we learn along the way in this, whether good or bad, are all important. Carol: Very true, very true. And it'll be really fun. I know you guys are all getting together this summer in June and there's a DIF Project Officer conference, and so I'm sure you're going to be attending that. Dacia: Oh yeah, I'll be doing that. Yep. I'm excited. I love those kind of things because you really get to know other people and you know, you can learn from their struggles. They can learn from your struggles, you can learn from their innovations. They can learn from you, from yours. So I love those opportunities to connect and just have fun. Carol: Yeah, I think it'll be great. So for other VR leaders listening, what advice would you give if they're thinking about trying something new or applying for a demonstration project like this? Dacia: I would say don't over think it. Start with that small seed of an idea and bring other people into it to really brainstorm and get creative with it. Make sure that you're communicating often with VR. Even if you are not in VR program, VR is going to be a key partner regardless. Communicate often and be very transparent in the communication, I would say. Don't be afraid to make mistakes. I know that anytime I have a question, if I think that we might be, you know, okay, well, can we do this? Or what if we do this wrong? Don't be afraid of that. If you have a Cass, talk to Cassandra will help you through it. Or your version of Cassandra, that's what they're there for. One of the things that we had done was we had decided to change one of our areas that we were focusing on progressive employment based on new information. It was super easy. We said, hey, we decided to go in this area. That was a mistake. We don't have enough people there, but we do in this area. Can we do this? Absolutely. So don't be afraid to make some mistakes as long as you're not doing something illegal. Carol: Yeah, yeah, let's stay away from that. Dacia: Let's stay away from that. Make sure that you're, you know, following the law. But as far as the program goes, don't be afraid to adjust and make mistakes because that's what you're here for. You're here to innovate and you have to take some risk in order to get that reward. Carol: Well, Dacia, this has been such a great conversation. What you're building is not just a project. It's really a glimpse into the future of what VR could look like. So thanks for joining us today. Dacia: Well, thanks for having me. Carol: You bet. And to our listeners, if there's one takeaway, it's this innovation doesn't start with a perfect plan. It starts with the question and willingness to try. Thanks for listening to the manager minute. Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Hammarbys cupguld – och dess vikt för maktbalansen. En grinig Schröder uppskattas och Bajen har hittat sin formel för framgång. Nått skaver i Malmö! Det börjar bli tajt med tid i DIF! Och Rosengård MÅSTE få utdelning.Medverkande:Robin Bylund & Marcus ThapperViva Femme görs i samarbete med ATG:Du hittar alltid dom senaste tripplarna, andelarna, Big 9 och annat från oss på https://www.atg.se/k2618+ Regler & villkor gäller. Stödlinjen.seKontakta redaktionen: linus@k26media.seVill ditt företag samarbeta med Viva Femme? freddie@k26media.seSociala Medier:Instagram - VivafemmepodTwitter - FemmevivaTikTok - Femmeviva Hosted on Acast. See acast.com/privacy for more information.

Detienen autotanque con 20 mil litros de diésel ilegal en Celaya Sedena realiza cambios en mandos militares y de Guardia NacionalDispositivo del MIT ayuda a niños con atrofia muscular espinalMás información en nuestro podcast#grc

Everybody keeps saying the same thing right now: “Just wait.” Wait for rates to drop. Wait for prices to fall. Wait for the market to get better. But what happens when everybody jumps back in at the same time? In this episode, we talk about the real cost of waiting to buy a home… And why fear might be the thing actually holding buyers back. No hype. No fake urgency. Just an honest conversation about: • Rising competition • Buyer psychology • Market timing • And how to make a smart decision without getting trapped by fear If you've been sitting on the fence about buying a home, this episode is for you. If you want a look at your personal situation reachout: clarence.ferguson@ccm.com Download my DIF credit E-book: https://growthpathfinancial.com/diy-599121 Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Discutimos la revancha del Super Bowl en el Kickoff 2026, el futuro de Lamar Jackson y más noticias NFL.=============

Los padres de hoy estamos criando a nuestros hijos de una manera más pública que nunca. Solo tienes que abrir Instagram para saber qué están comiendo hoy los hijos de tus vecinos, y cuántos de tus amigos llevaron a sus hijos a Disney este año. Difícilmente evitamos compararnos entre familias, pero es necesario que nos detengamos a evaluar esta práctica. ¡Únete a esta conversación importante!

É fácil fazer o certo quando tudo vai bem.Difícil é continuar depois da frustração, da queda ou da demora. A Bíblia diz: “Não nos cansemos de fazer o bem.” Porque continuar firme exige mais do que emoção. Exige decisão. Muita gente começa. Poucos permanecem. Não pare no meio do processo.Assista ao vídeo e descubra o segredo para perseverar até o fim.Se este vídeo lhe ajudou, compartilhe para ajudar mais pessoas.

Happy Friday, Film Folks! Ahmed Zayani wrote and directed “Hope,” a horror short that was an Official Selection at both Sherman Oaks Film Festival 2025 and Film Invasion Lima 2026! In fact, Ahmed took home the Programmers Prize for Exceptional Filmmaking at SOFF 2025 and the Filmmakers Award for Outstanding Short – Horror at FI-Lima 2026!                                                                                                                                                                    As I type this, I realize that even Ahmed's title gives away the depth of his film. Yes, it is a horror film, but the title “Hope” certainly does suggest there is more to to this film than jump scares. Ahmed was not able to travel to either festival from his home in Bahrain.                                                                                                                                                                                                                                          I was delighted that the DIF podcast gave me the opportunity to have a quality conversation with this talented filmmaker! Follow Ahmed on Instagram at @theahmedzayani _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Discover Indie Film Links DIF Podcast Website – DIF Instagram – DIF BlueSky Discover Indie Film Foundation (nonprofit for the arts) Website Sherman Oaks Film Festival Film Invasion Los Angeles

Calificadora ratifica a México en grado de inversión con perspectiva estable Concanaco destaca equilibrio entre derechos laborales y empleo formalRaúl Castro reaparece en desfile del Día del Trabajo en CubaMás información en nuestro podcast#grc

Inauguran Utopía Azcapotzalco  Invitan a Festival por los Derechos de la Niñez en TlalpanTrump elimina aranceles al whisky escocés  Más información en nuestro podcast#grc

¿Alguna vez has sentido que un juego es frustrante no por su reto, sino por su diseño? ¿O quizá que el modo "normal" se siente demasiado simple? En el episodio de hoy, analizamos la evolución de la dificultad en los videojuegos y por qué el modelo tradicional de "Fácil, Normal y Difícil" está quedando obsoleto. La dificultad no debería ser una barrera, sino una herramienta de diseño. Hoy exploramos cómo la industria está cambiando (o debería cambiar) la forma en que nos presenta sus desafíos.Podcast de Ukelele Trombón: https://open.spotify.com/episode/2VujNEhFp23TUwaoYkQg1z?si=e9ce937c28c44ab7 ¿Crees que todos los juegos deberían tener un modo fácil, o el reto es parte innegociable de la visión del autor? Déjame tu opinión en los comentarios, los leemos todos.

Libro. Retiros. Post. Podcast. Sé que son muchas cosas. Quizá es una época de mucha producción. Ya vendrán otras de hibernar y espero saber tomármelas.Pero siempre me pasa con las palabras, que hay algunas urgentes, que piden nacer, que piden salida. Y quién soy yo para dejarlas adentro.Llevo semanas movida con este tema. Leo. Veo. Escucho. Proceso. Y todo eso va haciendo ruido adentro. “Habla, habla, habla”, me pide. Pero ¿dónde?Instagram es una red muy liviana. Contenido rápido. Reels que atrapen en los primeros 2 segundos y que no duren más de 3 minutos. Un “me gusta” o “no me gusta” movidos por la emoción del momento y olvidados antes de llegar al próximo post. Exceso. Es un exceso.Yo también me saturo. Cada vez con más frecuencia.El podcast, al ser en vídeo, y en vista del semestre que me esperaba, está pregrabado y pre- planeado desde hace meses. ¿Entonces? ¿Qué hago con esto? ¿Me lo guardo? No. No lo guardaré. Porque hay conversaciones urgentes que quiero tener con ustedes. Unas que solo requieran una hora y un micrófono. Ponerlo aquí para quien esté dispuesto a escuchar. Y para quien quiera nadar en aguas más hondas que las de las redes sociales.En este primer episodio traigo dos temas que me tocan bien adentro:1. El placer. ¿Por qué en la sombra? ¿Por qué robado? ¿Por qué marcado por el pecado y la prohibición cuando es semejante regalo? ¿Por qué arrancarlo de otros intentando llenar un vacío que es solo de su dueño?2. ⁠El doble rasero. Han sido varias noticias y no todas las menciono en el episodio. Giselle Pelicot. Epstein. La élite masculina de poder de este mundo. La élite intelectual. Tantos permisos que tienen. Tantas pruebas. Y nada pasa. Por otro lado, un hombre en Brasil a$e$!na a sus hijos y luego se quita la vida al enterarse de que su esposa está teniendo un amorío. Le deja una carta en la que la culpa de su decisión. Wow. La venganza a la “mujer mala”. Y algunos dicen que ella tuvo su merecido. ¿En serio? ¿Hasta cuándo vamos a patrocinar y a validar un sistema que abiertamente usa dos raseros para clasificar los “pecados” y las fallas? Basta muy poco para que una mujer camine toda su vida entre la culpa y la vergüenza. Difícilmente un hombre pasará por lo mismo. Con faltas gravísimas, evidentes y probadas, muy a menudo son presidentes de países poderosísimos. Y de compañías.Aquí les dejo pues esta primera conversación. Iban a ser 60 minutos y se convirtieron en 90. Las que vengan serán así: sin guion, sin vídeo y sin calendario. Saldrán cuando tengan que salir e irán suturando lo que soy y lo que tengo por compartir, entre Abierta Mente, lo Innombrable y Yogalalma.

Juan Carlos Mestre nos presenta Asamblea (Ed. Galaxia Gutenberg), su poesía reunida, volumen que recoge los abundantes frutos de cincuenta años de creación lírica, desde sus versos juveniles hasta un adelanto del que será su próximo libro, incluyendo la primera traducción al castellano de sus poemas en gallego. Un derroche de imaginación verbal que en su caso ha sido y es una forma comprometerse con la realidad y las cosas del mundo. Luego, Ignacio Elguero nos habla varios libros: El jardinero y la muerte (Ed. Impedimenta), en el que el laureado escritor búlgaro Gueorgui Gospodínov ofrece un relato sobre el amor filial a partir de la enfermedad y la muerte de su padre y Aires de primavera (Ed. Visor), antología poética esencial del peruano Antonio Cillóniz.  En su ventanita poética Javier Lostalé se asoma a Un exilio voluntario (Ed. Difácil), poemario que es también una especie de diario íntimo en el que el ovetense Lauren García nos invita a hacer un viaje interior por los espacios físicos ligados a su biografía. Además, en Peligro en La estación nuestro colaborador Sergio C. Fanjul trata el auge de las ficciones de true crime a propósito de True crime. Una mirada al dolor de los demás (Ed. Lengua de trapo), breve ensayo en el que Berta Comas Casas reflexiona sobre la el carácter fascinante a la vez que adoctrinador de este género. Terminamos el programa junto a Mariano Peyrou, que esta vez nos recomienda Lírica (Ed. La uña rota), una "investigación" en la que la poeta, artista y ensayista María Salgado demuestra que el tono académico también puede sonar estimulante y hasta sexy.Escuchar audio