POPULARITY
Categories
83 episodes with Distinction
137 episodes with Distinction
33 episodes with Distinction
33 episodes with Distinction
45 episodes with Distinction
73 episodes with Distinction
52 episodes with Distinction
23 episodes with Distinction
68 episodes with Distinction
17 episodes with Distinction
11 episodes with Distinction
10 episodes with Distinction
12 episodes with Distinction
16 episodes with Distinction
5 episodes with Distinction
9 episodes with Distinction
20 episodes with Distinction
17 episodes with Distinction
5 episodes with Distinction
6 episodes with Distinction
8 episodes with Distinction
6 episodes with Distinction
6 episodes with Distinction
7 episodes with Distinction
7 episodes with Distinction
8 episodes with Distinction
5 episodes with Distinction
9 episodes with Distinction
13 episodes with Distinction
8 episodes with Distinction
10 episodes with Distinction
5 episodes with Distinction
8 episodes with Distinction
5 episodes with Distinction
3 episodes with Distinction
5 episodes with Distinction
6 episodes with Distinction
6 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
9 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
5 episodes with Distinction
99 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
7 episodes with Distinction
5 episodes with Distinction
5 episodes with Distinction
3 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
5 episodes with Distinction
3 episodes with Distinction
4 episodes with Distinction
3 episodes with Distinction
4 episodes with Distinction
5 episodes with Distinction
6 episodes with Distinction
6 episodes with Distinction
3 episodes with Distinction
4 episodes with Distinction
2 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
3 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
4 episodes with Distinction
3 episodes with Distinction
5 episodes with Distinction
3 episodes with Distinction
2 episodes with Distinction
3 episodes with Distinction
3 episodes with Distinction
3 episodes with Distinction
7 episodes with Distinction
Dr. Everett Worthington spent thirty years building the most rigorously tested forgiveness program in psychological science — and the day he turned in his first book on the subject was the day his mother was murdered in a home invasion. Three years later, his brother, who had discovered her body, took his own life, after Everett — a psychotherapist, a big brother — had failed to talk him into counseling. So this is not abstract research. The man giving us the REACH model, the distinction between decisional and emotional forgiveness, the six-step protocol for responsible self-forgiveness, and a vision of forgiveness scaling from heart to home to homeland is the man who has had to apply every move he teaches to the people he loved most. We spent the hour on the science, the tools, and at the end, on why the algorithmic version of America is currently training us to become exactly the kind of community in which forgiveness will not happen. Dr. Everett L. Worthington Jr. is Commonwealth Professor Emeritus in the Department of Psychology at Virginia Commonwealth University, where he taught for more than forty years before formally retiring in 2017 and remaining affiliated with the department. A licensed clinical psychologist and past president of the American Psychological Association's Society for the Psychology of Religion and Spirituality, he has published more than thirty-eight books and four hundred scholarly articles across forgiveness, humility, positive psychology, and marriage and family. His REACH forgiveness program has been validated by more than thirty randomized control trials worldwide. Explore the Science of Forgiveness — Greater Good Science Center The GGSC forgiveness hub brings together research, practices, and essays for anyone thinking seriously about forgiveness — theologically, pastorally, or personally. Join our online class – THE FUTURE OF RELIGION Tripp and Ilia Delio are teaming up for a brand-new four-week online class, The Future of Religion — for everyone who's read the books, asked the questions, and realized the faith they inherited doesn't quite fit anymore. Together they'll trace religion's evolutionary arc and map what's emerging on the other side. Includes 4 video lectures, 4 live Q&As (replays available), and a community of fellow travelers. Donation-based, pay what you're able (including $0). Live sessions start this month — register at www.thefutureofreligion.com This podcast is a Homebrewed Christianity production. Follow the Homebrewed Christianity, Theology Nerd Throwdown, & The Rise of Bonhoeffer podcasts for more theological goodness for your earbuds. Join over 75,000 other people by joining our Substack - Process This! Get instant access to over 50 classes at www.TheologyClass.com Follow the podcast, drop a review, send feedback/questions or become a member of the HBC Community. Learn more about your ad choices. Visit megaphone.fm/adchoices
Send us Fan Mail“Nobody's perfect” can sound like humility, but we've seen how it often works like a mask. We open Romans 3 by following Paul's relentless logic: whether you're Jew or Gentile, privileged or overlooked, religious or irreligious, the ground is level when it comes to righteousness before God. “All are under sin” is not a mild comment about bad habits, it is a verdict on the human condition and a shutdown of every excuse we use to boast, compare, or hide.Then we sit with one of the most confronting lines in Scripture: “There is none righteous, no, not one.” We talk about what Paul is actually saying, why the statement is absolute, and why it reaches deeper than outward behavior into what God requires. That is where the conversation turns practical: when someone says “none of us are perfect” after they've lied, harmed, or acted selfishly, it can shift attention away from the offense and away from repentance. Romans 3 does not allow universal sin to become an escape hatch from personal responsibility.We also talk about mercy and grace, and why the law's role is to condemn us before a holy God so we finally stop pretending we can fix ourselves. The group reflections land on a simple, steady truth: we need a Savior, and gratitude grows when we tell the truth about our guilt. If you want a clear, Scripture-driven look at sin, accountability, and why the gospel is actually good news, press play.Subscribe for more, share this with a friend who loves Bible study, and leave a review to help others find the show. What's one phrase you've heard that people use to avoid owning their sin?Support the showBE PROVOKED AND BE PERSUADED!
Send us Fan MailRomans 3 doesn't let any of us keep our favorite loophole. When Paul says “there is none righteous, no, not one,” and “none seeks after God,” he isn't being dramatic, he's being precise. We sit with that precision and ask the uncomfortable questions it raises: if no one seeks God, what exactly are we claiming when we say we found Him on our own? And if no one understands, what does “just accept Jesus” even mean without God first doing something in us? We work through Romans 3:10–13 and trace the argument where Paul places Jew and Gentile under the same indictment. From there, we tackle the free will debate by separating two ideas people often confuse: having choices versus having spiritual ability. Using everyday analogies and straight Bible reasoning, we talk about why fallen human nature doesn't drift toward God, why the new birth matters, and why regeneration precedes faith. We also discuss the difference between outward religious moments and inward conversion, including a candid critique of altar calls and decision-based Christianity. Along the way, you'll hear personal testimonies of God's mercy that breaks pride and brings real repentance, plus biblical snapshots like Jonah and the parable of the sower that highlight God's sovereignty in salvation. We close by stepping into Romans 3:13 to show how depravity reaches all the way to our words, our motives, and what our mouths reveal about our hearts. If you want a clear, Scripture-first look at total depravity, salvation by grace, and what it means to call Jesus “Lord,” hit play, then subscribe, share this with a friend, and leave a review so more people can find the show.Support the showBE PROVOKED AND BE PERSUADED!
Send us Fan MailWords can sound holy and still be deadly. We sit with Romans 3 and let Paul's diagnosis land where it hurts most: our speech. He doesn't treat lying, cursing, and bitterness as random “bad moments.” He traces a straight line from inner corruption to the throat, tongue, lips, and mouth, calling it what it is: spiritual death spilling outward. If you've ever wondered why online “discernment,” spiritual hot takes, and smooth religious talk can wreck people so quickly, this passage explains the mechanics.From there, we press into a hard comparison: the serpent in Eden. Satan's temptation isn't always loud or obvious, it's often gentle, logical, and motivating. We talk about how modern self-help Christianity can mirror that same pattern by teaching people to trust themselves, believe in themselves, and look inward for strength. Then we draw a bright line back to the gospel: Jesus doesn't point us to the self. Scripture keeps pointing us to Christ, the only One who heals, saves, and crushes the serpent.We also widen the lens from speech to conduct as Paul moves to “feet swift to shed blood,” destruction and misery, and the world's failure to find real peace. That includes a sober word about politics, a courtroom picture of human guilt before God, and the root issue underneath it all: no fear of God before their eyes. If you want a clear, Scripture-driven episode on total depravity, repentance, and why peace is impossible without reverence for God, press play. Subscribe, share this with a friend, and leave a review with your biggest takeaway.Support the showBE PROVOKED AND BE PERSUADED!
Send us Fan MailIf you've ever leaned on “I'm a good person” in the back of your mind, Romans 3 walks into the room like a courtroom verdict. We take our time with Paul's line that whatever the law says, it speaks to those under the law, and yet it still ends up doing something universal: it stops every mouth. Not just the obvious sinner's mouth. The religious mouth. The defensive mouth. The mouth that wants one more excuse. From there we work through the core gospel tension: the law was never given to justify anyone before God. It exposes sin, names guilt, and shows us what God's holiness actually demands. “By the law is the knowledge of sin” is not a throwaway phrase. It explains why information, morality, and even sincere effort cannot manufacture righteousness. If God is the judge, it is God's sight that matters, not our own, not our friends', not even our church crowd's. We also confront a modern trap: claiming salvation by grace while insisting we must stay saved by keeping a law. That mindset quietly turns the Christian life into self-representation, as if we can argue our case with improved behavior. Paul's logic cuts it down to size and prepares us for the only hope that can hold up in court: a righteousness given by God, not earned by human obedience. We close with heartfelt final words from the group on head, heart, and hands, the law as a mirror, repentance as a gift, and the humility that grows when God shows us what we really were. If this helped you, subscribe, share it with a friend, and leave a review with the line that hit you hardest. What excuse do you most want to let go of?Support the showBE PROVOKED AND BE PERSUADED!
Chris and Elecia talk about pushing out of their comfort zone, networking advice, adding STARs and action verbs to resumes, using rust, thermo forming plastics, soldering together audio gear, and winning awards. If you are looking for an update to your resume or are interviewing for a new job and you haven't heard of the STAR method (Situation, Task, Action, Result), it is a good way to formulate what you've done in a way that helps people see your impact. The Rutgers College Career Development Center has a STAR description that includes how to take your current, boring "did the task" resume bullet point and move it into STAR format and then into resume format to say "got great things done". There are lots of examples of STAR in practice (ex 1, ex 2). We mainly talked about resumes but it is very useful for having coherent stories during interviews. (Search "STAR resume", "STAR interview", "STAR engineering" to find a presentation that works for you. The college career sites are probably the best ones I've found.) On the topic of resumes, if you don't know about resume action verbs, let us share some lists that will make writing your resume 25% less painful. Again, college career development centers have the best ones (Harvard Business School's action verb list is good for managers, Penn State has a nice set of verbs for engineering or see University of Houston's verb list for engineering.) And on the topic of interviewing and networking, do you have an elevator pitch for yourself? A short introduction of who you are? It is really handy to have that for conferences as well. Princeton has a short write up on putting one together; UPenn has a long write up (ironic given the topic but still useful). Will Chris be adding the Rust language to his resume? Too early to tell. He's been learning with Rust for Embedded C Programmers - OpenTitan Documentation. Elecia has been playing with origami molded fabrics, as learned on Instructable Paper Mold Origami Fabrics 3. The term on Instagram seems to be #plissage and it is covered in (super famous origami guy) Paul Jackson's encyclopedic Complete Pleats. Chris has built a Colour Duo 2-Channel Colour Channel Strip Kit (a preamp with modifiable analog processing). This kit is from DIY Recording Equipment. He's enjoying working with it while recording music. After Elecia's New Year's Resolution to apply for awards, we won a Communicator Award for Individual Episodes-Science & Technology, Distinction 2026 for an episode about engineering the landscape of fear and conservation technology in the wild: 501: Inside the Armpit of a Giraffe. This was quite the honor but after some consideration, we are even more honored to be nominated by listeners for the IEEE Educational Activities Board (EAB) Meritorious Achievement Award in Outreach and Informal Education. This award "recognizes IEEE members who volunteer their time and effort to improve the informal education community, helping to promote engineering to students, parents, and the general public." Having fulfilled the objective and gone beyond, Elecia is still planning to apply for the AAAS Kavli Science Journalism Awards where we'll need to find one or two episodes from July 2025 to July 2026 that show off "scientific accuracy, initiative, originality, clarity of interpretation, and value in fostering a better public understanding of science and its impact." Transcript
Welcome to The Daily Wrap Up, an in-depth investigatory show dedicated to bringing you the most relevant independent news, as we see it, from the last 24 hours (6/11/26). As always, take the information discussed in the video below and research it for yourself, and come to your own conclusions. Anyone telling you what the truth is, or claiming they have the answer, is likely leading you astray, for one reason or another. Stay Vigilant. !function(r,u,m,b,l,e){r._Rumble=b,r[b]||(r[b]=function(){(r[b]._=r[b]._||[]).push(arguments);if(r[b]._.length==1){l=u.createElement(m),e=u.getElementsByTagName(m)[0],l.async=1,l.src="https://rumble.com/embedJS/u2q643"+(arguments[1].video?'.'+arguments[1].video:'')+"/?url="+encodeURIComponent(location.href)+"&args="+encodeURIComponent(JSON.stringify([].slice.apply(arguments))),e.parentNode.insertBefore(l,e)}})}(window, document, "script", "Rumble"); Rumble("play", {"video":"v78yzmk","div":"rumble_v78yzmk"}); Source Links (In Chronological Order): How Iran's Counter-Strikes On Israeli Bases Are Reshaping The Middle East TheLastAmericanVagabond TheLastAmericanVagabondChannel 06/01 12pm ET | The Fein Print - The Truth Is In The Fein Print How Iran's Counter-Strikes On Israeli Bases Are Reshaping The Middle East New Tab Exclusive: Political pressure threatens to undercut EPA science evaluating chemical safety for consumers, sources say | CNN Politics Exclusive: Political pressure threatens to undercut EPA science evaluating chemical safety for consumers, sources say | CNN Politics MAHA Bait and Switch? Trump's EPA Calls for Review of Fluoride Science While Ignoring Historic Ruling on Fluoride Federal Court Overturns Historic Fluoride Ruling as Trump Admin Fights to Keep Fluoride in the Water New Tab (9) Thomas Massie on X: "Hopefully, @TPUSA is still opposed to warrantless spying. A vote to extend the unconstitutional FISA 702 program *without warrants* will likely happen today in the House. I'll vote No." / X (9) Justin Amash on X: "“FISA is a critical tool that allows the U.S. government to spy on American citizens without a warrant in violation of the Fourth Amendment.” —Scott Bessent, translated" / X (9) Justin Amash on X: "There are so many things to criticize Democrats over, but here you are slamming them for blocking unconstitutional spying on Americans. You absolutely suck at this." / X (9) Derrick Evans on X: "I no longer care that the left is stealing elections. I care about the fact that Republicans have done NOTHING about the left stealing elections. Zero consequences for their actions. We are at the point of having to ask, are the Republicans in on it? https://t.co/aZoUHpQhHC" / X (9) Acyn on X: "Trump: They rigged the election. It's been proven. We have things that you won't believe. When we release the full files, you're not going to believe how crooked election was. https://t.co/0eWtQgBYNs" / X New Tab (9) Drop Site on X: "The Defense Intelligence Agency has reportedly raised its counterintelligence threat assessment for Israel to “critical” — its highest level, now placing the U.S. ally above some adversarial nations. American personnel in Israel discovered spyware on their phones. Targets of the https://t.co/B6GGSJrg4d" / X (9) Ron Paul on X: "Just days after news broke that the National Defense Authorization Act for next year would virtually merge the US and Israeli militaries, we now are hearing that the Intelligence Authorization Act is doing the same thing with the US Intelligence Community! Introduced by Sen." / X Text - S.4615 - 119th Congress (2025-2026): Intelligence Authorization Act for Fiscal Year 2027 | Congress.gov | Library of Congress New NDAA (Further) Integrates US and Israeli Militaries & The Ongoing Axios/Iran War Deception (12) Ben Freeman on X: "Key provision buried at the very end of the just released House Defense funding bill
PSR Podcast is a listener supported outreach of Be Broken Ministries. DEEP & WIDE: Please help us reach our mid-year fundraising goal of $77K by July 31st. No gift is too small!Partner with us at BeBroken.org/donate. Thank you for your support!----------In this episode, I sit down with Dr. Carol Tanksley to explore intimacy and sexuality for single Christians—a topic the church often overlooks. Drawing from her own journey through 40+ years of singleness, marriage, and widowhood, Carol unpacks the difference between sex and intimacy, how Jesus modeled deep connection without sexual activity, and how singles can honor God with their desires. We also tackle harmful church misconceptions, the importance of healthy touch, and practical wisdom for navigating boundaries. Carol leaves us with three powerful principles: stay clean, stay connected, stay consecrated.To learn more about Carol and her ministry, visit DrCarolMinistries.com.Topics Covered in this Episode: Discussion on intimacy and sexuality for single Christians.Distinction between sex and intimacy.Emotional and physical intimacy needs beyond sexual activity.Challenges faced by single Christians regarding intimacy and sexuality.Misconceptions within church culture about singleness and sexuality.The role of the church in supporting single adults.Practical advice for singles to steward their sexuality and intimacy.Importance of non-sexual physical touch and healthy friendships.Addressing shame and regret over past sexual choices.Encouragement for singles to find purpose and connection beyond sexual relationships.More Resources:Sexpectations online courseSexpectations* (book) by Dr. Carol TanksleySex & Anxiety online courseRelated Podcasts:Being a Single, Sexual ManExploring the Heart of Sexuality with Dr. Carol TanksleyWhat Are Your Sexpectations?*This is an affiliate link. Be Broken may earn referral fees on purchases through this link.----------Please rate and review our podcast: Apple and SpotifyFollow us on our Vimeo Channel.
Much like planning a wedding, the MM+M Agency 100 is an exercise in “hurry up and wait.” This project is the result of a long, time-consuming process that requires steadfast dedication and commitment from everyone here at MM+M in order to see it through to the end. Then, that special day arrives. After months and months of tireless work on all things big and small, everything comes together into a blur of frenzied celebration and, equally as important, pure elation. The 2026 MM+M Agency 100 is here and we're going to dig into the medical marketing firms we've been interviewing, writing and reporting on over the past five months. In lieu of Trends, you'll hear some takeouts from our Women of Distinction ceremony that took place last week in New York. Check us out at: mmm-online.com Follow us: YouTube: @MMM-onlineTikTok: @MMMnewsInstagram: @MMMnewsonlineTwitter/X: @MMMnewsLinkedIn: MM+M To read more of the most timely, balanced and original reporting in medical marketing, subscribe here.Music: “Deep Reflection” by DP and Triple Scoop Music. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
Alvarado-Paz v. Blanche, No. 25-1119 (4th Cir. June 1, 2026)nexus; BIA missing particular social groups; Salvadoran women; substantial evidence review; CAT assessment; asserting correct particular social groups before IJ Uddin v. Blanche, No. 24-1067 (4th Cir. June 5, 2026)crime of child abuse; INA § 237(a)(2)(E)(i); sexual images of children on filing sharing platform; N.J. Stat. Ann. § 2C:24-4(b)(5)(a)(iii); review of criminal elements at time of actions and not conviction Matter of N-A-G-C-, 29 I&N Dec 662 (BIA 2026)mandatory detention; SIJ; Hurtado Matter of Mills, 29 I&N Dec. 668 (BIA 2026)LPR cancellation of removal; discretionary balancing of factors; criminal history; longtime residence; crimes against persons; going behind record of conviction Matter of J-O-A-, 29 I&N Dec 672 (BIA 2026)particularly serious crime and fraud or deceit; health care fraud in violation of 18 U.S.C. § 1347; N-A-M- analysis; kidnapping CAT; Nigeria Matter of S-E-M-Z-, 29 I&N Dec 680 (BIA 2026)nationwide social distinction; family-based particular social group; gang recruitment; but-for nexus standard Perez-Castillo v. Blanche, No. 25-1988 (7th Cir. June 1, 2026)AI use in legal briefs; sanctioning attorneys; contract attorneys; ghost writing fake citations; battery in violation of 720 ILCS 5/12-3(a)(1); crime of domestic violence; hardship; waiving dispositive argument Lnu, et al. v. Blanche, No. 24-4790 (9th Cir. June 3, 2026)AI use in legal briefs; sanctioning attorneys; contract attorneys; ghost writing fake citations; candor to the court Bonilla-Espinoza v. Blanche, No. 25-9552 (10th Cir. June 1, 2026)untimely motion to reopen; equitable tolling; diligence; new evidence in affidavit; extraordinary circumstances; BIA reasoned decision making requirement Muchiri v. Blanche, No. 25-1340 (1st Cir. June 3, 2026)BIA failure to consider arguments; ethnicity; family-status claims; Mungiki; KenyaKurzban Kurzban Tetzeli and Pratt P.A.Immigration, serious injury, and business lawyers serving clients in Florida, California, and all over the world for over 40 years.eimmigration"Immigration law software you'll love to use."get.eimmigration.com/IRP Gonzales & Gonzales Immigration BondsP: (833) 409-9200immigrationbond.com Stafi"Remote staffing solutions for businesses of all sizes"Click me!Want to become a patron?Click here to check out our Patreon Page!CONTACT INFORMATION:Email: kgregg@kktplaw.comFacebook: @immigrationreviewInstagram: @immigrationreviewTwitter: @immreviewAbout your hostCase notesRecent criminal-immigration article (p.18)Featured in San Diego VoyagerSupport the show
Have you recently decided to follow Jesus? Take your next step with Jesus: https://cbcgb.co.uk ⛪ ABOUT CALVARY BAPTIST CHURCHES: We believe that our Calvary Baptist Churches are a movement for all people to know God, Reaching Others, Building Lives, Honouring God and Make a Difference.
Smart Agency Masterclass with Jason Swenk: Podcast for Digital Marketing Agencies
Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Have you ever hired your way into a problem? Have you promoted your best people into management roles and watched them struggle, not because they lacked talent, but because nobody asked whether that was actually the job they wanted? Today's featured guest grew her agency team to nearly 200 people before making the deliberate decision to scale back to around 75. She did it not because the business was failing, but because she had learned the hard way that headcount is not leverage. In this episode, she walks through what each stage of that growth actually cost, how she thinks about the difference between a manager and an executive, and why going all in on one service in 2017 was the scariest and most important decision she made for her agency. Hope Horner is the co-founder and CEO of Lemonlight, a video content agency based in California that produces commercials and primarily works with enterprise clients. She started the company in 2014 in her bedroom with two co-founders, betting that affordable, accessible video content would become essential for brands who had been priced out of the market. She was right. Lemonlight grew to nearly 200 employees before a deliberate rightsizing brought the team to around 75. In this episode, we'll discuss: The difference that going all in on one niche made The mistake fast-growing agencies make Distinction between manager and executive Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources This episode is brought to you by Wix Studio: If you're leveling up your team and your client experience, your site builder should keep up too. That's why successful agencies use Wix Studio — built to adapt the way your agency does: AI-powered site mapping, responsive design, flexible workflows, and scalable CMS tools so you spend less on plugins and more on growth. Ready to design faster and smarter? Go to wix.com/studio to get started. Why Going All In on One Thing Was the Decision That Changed Everything In 2017, Lemonlight was doing what a lot of agencies do: offering paid advertising, web design, social media, and video production, because saying yes to everything felt safer than narrowing down. Hope and her co-founders made the call to turn all of that off almost overnight and go all in on video. This decision cost hundreds of thousands of dollars in revenue at the time. It also removed every piece of ambiguity about what the agency was, what it was building toward, and who it should be talking to. The downstream effects of that decision compounded over years. As the agency focused exclusively on video, the quality of the work got sharper. The quality of the work attracted better clients. Better clients required more sophisticated production. More sophisticated production required higher-end talent and systems. By the time COVID hit and enterprise clients started investing heavily in video, Lemonlight had the positioning, the craft, and the infrastructure to capture that demand at a level a generalist agency never could have. The decision that felt like contraction was the one that made real scale possible. What 200 Employees Actually Taught Her About Headcount The path to nearly 200 people was not a strategic choice. It was a response to demand. When clients flooded in during 2021 and 2022, they did what fast-growing agencies do: they threw bodies at the problem. The result was a team where tasks were fragmented across too many people, ownership was unclear, and productivity per person was low precisely because the work was so divided. It looked like growth, but operationally, it was expensive redundancy. The rightsizing that followed was a correction with a clear-eyed read on what actually produces leverage. Technology replaced a significant portion of the work that had been distributed across dozens of roles. Many employees who had been promoted into management discovered they preferred the individual contributor track and, given the option to step back, they performed better in it. Some of what felt like a painful downturn was actually the agency becoming the shape it should have been earlier. As Hope says: not better, just different. The problems at 75 people are real. They are just different problems than the ones at 200. The Manager Versus Executive Distinction Most Founders Miss Until Too Late Hope has a framework for telling a manager apart from an executive. A manager is built for evolution: improving existing processes incrementally, guiding people through what already works, making the current system run better. An executive is built for revolution: seeing where a fundamentally different process or product line needs to exist and building the case for it before anyone else has named the problem. Most founders who hire senior people for the first time discover, sometimes expensively, that a great manager at a large company is not the same as an executive who can function in a resource-constrained environment. The person who ran a function at a hundred-million-dollar company and wants a team of fifteen behind them to make them look good is not the same as the resourceful operator a growing agency actually needs. Recognizing the difference before the hire, not six months after, is the thing that separates founders who build strong leadership teams from founders who cycle through senior hires and wonder why nothing sticks. The Support Group Nobody Told You That You Needed Every agency owner knows that the loneliness of building an agency is real, it is underreported, and most founders make it worse by surrounding themselves with other founders who are performing confidence rather than telling the truth. The bravado of how many employees, how much revenue, how many awards is not just useless. It actively misleads founders into thinking their own internal chaos is unique to them when it is almost universally shared. What actually helps is a room where the performance stops. Where a founder who is eight figures and structurally broken can say that out loud and find that everyone in the room recognizes the pattern. That kind of peer truth-telling is not therapy. It is the fastest way to close the gap between where a founder is and where they need to be, because the person across the table has already lived through the version of the problem that is still invisible to the person describing it. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.
Morgan Knudsen has been involved in the world of paranormal phenomenon for 20 years. Her story began with a great great grandfather, Dr. Albert Durrant Watson, who was the president of the Association for Psychical Research of Canada in 1918, which was one of the first paranormal associations developed in Canadian history.Co-founding and leading Entityseeker Paranormal Research & Teachings in 2003, her experiences and knowledge has lead to researching and co-creating a unique investigative program called 'Teaching the Living' and subsequently has been featured on and hosted numerous specials and TV shows.Morgan is a producer for various podcast and television projects, both national and international, as well as the production consultant for Blue Ant Media. Her work has also been presented at the Rhine Research Center. Morgan has taught her program in parapsychology, "Teaching the Living", at various post-secondary institutions in Canada, including 15 years as a guest professor at Norquest College in the psychology/social work programs.Morgan uses her outgoing, tell-it-like-it-is approach in determining haunted locations and creating solutions for the people involved, as well as having hands on experience in both research & education in the field of cryptozoology. Her programs are now practiced in 3 different countries and a part of numerous social work and psychology secondary education courses in Edmonton. Morgan subsequently received the award from the City of Edmonton for Outstanding Service in 2008 and graduated from The AZIRE: The Alvarado Zingrone Institute for Research and Education two years in a row, receiving two graduating Certificates of Distinction in parapsychology. Morgan is also a regular contributor to the UK's HAUNTED MAGAZINE, which can be found on newsstands internationally.Morgan can be heard on her own podcast, SUPERNATURAL CIRCUMSTANCES, which delves into the mysterious, the spiritual, and the fascinating things in our universe. Listen to it here: https://supernaturalcircumstances.com/She returns to Talking Weird to chat about alien contact and human consciousness, and how meaningful "disclosure" might come from personal revelation and experience, rather than via a controlled release of information by the government.Morgan has a wealth of knowledge and experience in the paranormal, so expect the conversation to travel in all kinds of weird, wonderful, and surprising directions. She is an enthralling guest. You do not want to miss this show!Morgan's books are available from Amazon here: https://www.amazon.com/stores/Morgan-Knudsen/author/B07CRLWM7C?ccs_id=6155e152-2ccd-41f5-b725-cfcab87c1afb
What if the reason you keep running out of fuel — running out of clarity, running out of resilience, running out of confidence exactly when you need it most — isn't that you're not working hard enough, but that you've been running the wrong system for the human being doing the work? In this episode of That Will Nevr Work, host Maurice sits down with Rob Tracz — high-performance coach, keynote speaker, entrepreneur, Master of Science in Exercise Science, Certified Strength and Conditioning Specialist with Distinction, Precision Nutrition Level 2 Coach, and founder and CEO of TAPS Coaching — for one of the most scientifically grounded and personally moving conversations about human performance, confidence under pressure, and the entrepreneurial operating system we have ever recorded. Rob's own story took him from chasing success while silently unraveling, to sleeping on a yoga mat in a gym, to receiving his dying father's final words — "Take care of yourself. Don't work so hard. Be good for your sister" — and building those words into a coaching philosophy that has transformed hundreds of driven professionals out of Robot Mode and into their Prime Performance. In this episode, you'll discover:What Robot Mode is, how to know if you're in it, and the specific reason driven people are the most vulnerable to itThe real story behind Rob's rock bottom — and the moment his father's final words finally changed everythingWhy Look Good, Feel Good, Do Great Things is a performance strategy, not a wellness sloganThe Confidence Equation — what confidence actually is at a scientific level and how to build it as a system, not a feeling If you have been grinding, hustling, and achieving — while quietly running on empty — this episode is the performance intervention your business has been waiting for.
From hands-on training and change management strategies to executive sponsorship and employee engagement, our guests Allison Meadows and Taylor Tagg explore practical lessons from Stratas Foods' successful three-and-a-half-year ERP implementation. Learn how this leading supplier of fats, oils, mayonnaise, dressings and sauces kept their people at the center of the process to transform their business. Show Notes:Guests Allison Meadows and Taylor Tagg explore how Stratas Foods aligned training, change management, and executive support to implement a new Enterprise Resource Planning (ERP) system that impacted all 1,200 employees. Change management and L&D must work together. Taylor Tagg explained that while learning and development and change management often operate differently, both rely heavily on listening, communication, and supporting employees through uncertainty.Hands-on learning drives adoption. Stratas Foods discovered that employees learned best by “getting in the sandbox” and practicing in real-world scenarios instead of relying solely on traditional instruction.Employee involvement increases buy-in. Allison Meadows shared how training became more effective when employees helped shape tools and job aids, transforming resistance into collaboration.Executive sponsorship is critical to success. Taylor emphasized that strong support from company leadership—including resources, visibility, and alignment—was essential to completing the transformation on time and under budget.Successful change focuses on people, not just processes. Both guests stressed that organizations can become overly focused on systems and workflows, but lasting change happens when employees feel supported, connected, and included throughout the process.Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook
Nazeefa Loladia earned her Girl Scout Gold Award by designing a multi-layered project to address the digital divide. Locally, she organized an electronics donation drive that collected nearly $5,000 in devices for the Atlanta nonprofit Inspiredu to refurbish and distribute to underserved communities. She expanded her project's global impact by partnering with Leap to Shine, a sister organization in India, where she created 15 educational video tutorials to teach children and instructors how to navigate the newly provided tablets and academic software. Additionally, Nazeefa addressed community technology needs by leading cybersecurity and basic coding workshops that successfully educated 100 elementary and middle school students. More from Nazeefa: I've been a proud Girl Scout for the past nine years, earning my Bronze, Silver, and now Gold Award. Through Girl Scouts, I've developed a strong passion for leadership and community service, which has been recognized through honors like Council Woman of Distinction and a council scholarship. In high school, I've stayed actively involved in student council, National Spanish Honor Society, National Honor Society, DECA, and several marketing internships, all of which have helped shape my interest in business. While I haven't committed to a college yet, I plan to major in business and continue building on the leadership and service skills Girl Scouts has given me. https://www.instagram.com/digitallaccess/
Today's poem is about the strange whys and ways of trying to endure in this world. Happy reading. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit dailypoempod.substack.com/subscribe
Check us out at: mmm-online.com Follow us: YouTube: @MMM-online TikTok: @MMMnews Instagram: @MMMnewsonline Twitter/X: @MMMnews LinkedIn: MM+M To read more of the most timely, balanced and original reporting in medical marketing, subscribe here. Music: “Deep Reflection” by DP and Triple Scoop Music. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
durée : 00:06:41 - Les interviews d'Inter - par : Mathilde Munos - La liste actualisée des Palaces de France va être rendue publique lundi. Quatre établissements vont être déclassés. Pour le président de l'Umih, Thierry Marx, cette distinction "rentre dans la stratégie de certains groupes", notamment pour "développer la marque à l'international". Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France
Faisal Butt is the Founder & Managing Partner of Pi Labs, one of Europe's leading venture capital firms focused on AI and technology transforming real estate and the built world. Since founding the firm in 2014, he has led investments in ~100 companies across 17+ countries, achieving 20+ exits, and backing founders redefining how real estate and real assets are designed, built and operated.He is also the Founder of Spire Ventures, his principal investment platform focused on scaling and aggregating real asset–backed operating businesses across sectors including property services, infrastructure and asset management.With a background spanning venture capital, private equity and entrepreneurship, Faisal has built, scaled and exited businesses while investing across both high-growth technology and traditional real assets. His work sits at the intersection of AI, infrastructure and real estate, with a focus on backing category-defining companies and platforms globally.He holds an MBA with Distinction from the University of Oxford and a degree in Business Economics and Computer Science from UCLA.
Dr. Laura offers a reassuring perspective in this solo episode, exploring how to stay grounded when the world and work feel uncertain and overwhelming. Drawing on her experience as a psychologist, she explains how fear can push us into fight, flight, or freeze responses, which ultimately drain energy and disrupt relationships. Dr. Laura brings the focus back to the present moment, encouraging us to reconnect with what's in our control today instead of getting swept up in global uncertainty and negative news cycles. Dr. Laura shares practical ways to restore calm and clarity through simple yet powerful practices, including the three W's of walk, window, and water, which she learned from her friends at CALM. She urges us to reconnect with activities that recharge our personal energy. The importance of setting boundaries with media and social platforms, while cultivating gratitude and self-awareness in daily life, is part of achieving this recharge. With warmth and insight, Dr. Laura reminds us that even in difficult times, small intentional actions help build resilience, restore perspective, and create a sense of peace. “Staying grounded means what can you control today and this week?” - Dr. Laura About Dr. Laura: Dr. Laura Hambley Lovett is a work and career psychologist and thought leader on the evolution of work. She has always been fascinated by how work intersects with life and loves to use her expertise to improve organizations and help people thrive. Her passion for taking creative ideas and launching them into successful business strategies led her to start three counselling psychology practices (Calgary Career Counselling, Canada Career Counselling, and Synthesis Psychology), as well as six different business brands offering organizational assessment and consulting services. Dr. Laura is honoured to have been selected as a Woman of Distinction in Canada in 2014 and received a Canadian Woman of Inspiration Award as a Global Influencer in 2018. Her new book, I Wish I'd Quit Sooner: Practical Strategies for Navigating and Escaping a Toxic Boss, is available for purchase on Amazon now. Resources: “I Wish I'd Quit Sooner: Practical Strategies for Navigating and Escaping a Toxic Boss” by Dr. Laura Hambley Lovett Dr. Laura on LinkedIn Where Work Meets Life™ on YouTube Learn more about Dr. Laura on her website: https://drlaura.live For more resources, look into Dr. Laura's organizations: Canada Career Counselling Synthesis Psychology Order Dr. Laura's new book today: I Wish I'd Quit Sooner: Practical Strategies for Navigating a Toxic Boss Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
10€ offert sur votre 1ère commande Féroce avec le code BIOMECANIQUE10 : https://feroce.food/Le Dr Boris Dufournet est neurologue, spécialisé en neurologie intégrative, médecine métabolique et neurométabolique, avec une approche holistique centrée sur la prévention, la santé globale et la performance durable.Site et formationsYoutubeBibliographie :Les intelligences multiples (Howard GARDNER)Le génie des Dys – Être Dys et Haut Potentiel à la fois (Michel HABIB)La constellation des Dys : Bases neurologiques de l'apprentissage et de ses troubles (Michel HABIB)Obesity Before Birth: Maternal and prenatal influences on the offspring (Robert LUSTIG)Living Paleo Style: Overcome The Ancestral-Modern Mismatch to Regain Your Natural Wellbeing (Miki BEN-DOR)Ketones The Fourth Fuel (Travis CHRISTOFFERSON)Résistance à l'insuline (Benjamin BIKMAN)Ketogenic: The Science of Therapeutic Carbohydrate Restriction in Human Health (Tim NOAKES et associés)Nourrir son cerveau, soigner son mental (Georgia EDE)CHAPITRES :0:00 Introduction2:32 Parkinson, la plus fréquente après Alzheimer6:06 Les cooccurrences et le diagnostic12:31 Nouvelles classifications, mêmes maladies17:59 Les mécanismes de propagation21:48 Les signes précoces de Parkinson32:27 Le sommeil paradoxal révélateur38:35 Dopamine et monde moderne43:06 Chocs et risques neurologiques50:00 Le multitasking est-il dangereux ?58:28 Muscler l'attention1:03:13 Construire une réserve cognitive anti-Alzheimer1:06:59 Wi-Fi, Bluetooth, AirPods : faut-il s'inquiéter ?1:10:03 Électrosensibilité : réalité ou effet placebo ?1:16:32 Ce que les études sur les ondes montrent réellement1:18:26 Les vrais facteurs de risque du déclin cognitif1:23:19 HPI, TDAH, Asperger : ce que l'on comprend mal1:30:15 Une nouvelle façon de comprendre les profils cognitifs1:33:49 Les travaux de Michel Habib1:37:50 Distinction entre autisme et syndrome d'Asperger1:40:31 Exemples de profils1:43:36 Modèle dimensionnel1:49:03 Asperger et abstraction1:52:26 Le haut potentiel émotionnel1:54:53 Hypersensibilité ou burn-out2:02:52 Comprendre le TDAH2:11:35 Dopamine et vitesse2:17:02 Parkinson et Alzheimer2:19:28 Métabolisme et cétose2:22:12 Prévention personnaliséeBIOMÉCANIQUE :InstagramYoutubeSpotifyApple PodcastsDiscordWebsiteLa Lettre Biomécanique™ Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
Retirement planning is about more than just saving money—it's about making smart decisions with your finances to ensure that you keep as much of what you've earned as possible. On the show this week, I'm sharing essential strategies for managing your taxes in retirement—including a real-life example of a couple selling $146,000 in capital gains and paying zero taxes. I break down the benefits of non-retirement brokerage accounts, clarify the rules around capital gains and losses, and reveal a key element of the tax code that hasn't changed in nearly 50 years. In the second half of the show, I'm also discussing the risks and rewards of company stock, stock options, and restricted stock units (RSUs), and providing guidance for anyone investing in their own company or dealing with equity compensation. This episode is packed with practical advice and insightful stories to help you retire in the best financial position possible. You will want to hear this episode if you are interested in... [00:26]Importance of tax management in retirement [02:05] Capital gain harvesting (an uncommon topic) and capital loss harvesting [06:25] Explaining brokerage account basics [08:17] Distinction between short-term vs. long-term capital gains [14:24] Practical example of managing large capital gains [18:30] Tax-free capital gains strategy [24:40] Understanding equity compensation risks [31:51] RSUs and the tax implications [33:27] Evaluating company stock and options Understanding Brokerage (Non-Retirement) Accounts Brokerage accounts, also known as non-retirement accounts, are investment accounts funded with after-tax dollars. Unlike IRAs or 401(k)s, which have strict withdrawal rules and penalties, these accounts offer much more flexibility. There are two primary advantages: Accessibility: Funds are available before age 59½, meaning you aren't locked into waiting as with some retirement accounts. Tax Control: Taxes in these accounts are mainly due on capital gains, dividends, and interest, and you can influence the timing and amount of tax owed by managing what and when you sell. Many investors overlook the advantages of these accounts, often assuming that retirement planning must revolve solely around 401(k)s and IRAs. Speaker B points out that one of the biggest benefits is the ability to 'cherry pick' what is bought and sold, giving investors direct control over their tax liabilities. Capital Gains and Loss Harvesting Most people are familiar with the idea of harvesting capital losses—selling investments at a loss to offset taxable gains or up to $3,000 of ordinary income per year. But 'harvesting capital gains' can also be a powerful strategy. If your income is low enough in a particular year, it's possible to realize long-term capital gains at zero federal tax, especially under current tax laws. There are nuances, however. The $3,000 capital loss deduction limit hasn't changed since 1978, despite decades of inflation, and excess losses must be carried forward to future years—a critical aspect often forgotten. Additionally, the wash-sale rule prevents you from writing off a loss if you purchase the same (or substantially identical) security within 30 days before or after the sale. Risks and Rewards of Company Stock, Stock Options, and RSUs Equity compensation—whether through company stock, stock options, or restricted stock units (RSUs)—is a growing component in many retirement portfolios. Stock options come in two primary flavors—incentive stock options (ISOs) and non-qualified stock options (NSOs)—with distinct tax treatments. The potential upside can be huge, especially in fast-growing companies, but if the stock price falls below the strike price, the options may end up worthless. Upon vesting, the value of Restricted Stock Units (RSUs) is taxed as ordinary income. Many companies manage tax withholding by selling some shares at vesting, but any future gains after vesting are subject to capital gains tax. Overreliance on one company's stock can be financially devastating. Don't be like the Enron employee who lost almost everything by refusing to diversify. It's essential to manage company-specific risk and diversify holdings as you approach retirement. Resources & People Mentioned 3 Steps to Retirement Planning IRS Case Study 1 – Wash Sales Connect With Gregg Gonzalez Email at: Gregg.gonzalez@lpl.com Podcast: https://RetireStrongFA.com/Podcast Website: https://RetireStrongFA.com/ Follow Gregg on LinkedIn Follow Gregg on Facebook Follow Gregg on YouTube Subscribe to Retirement Made Easy On Apple Podcasts, Spotify, Google Podcasts
5-24-26 PM "The Blessed Community of the Baptized"Scripture Reading: I Peter 2:1-12, Page 1391Sermon Text: Heidelberg Catechism, Lord's Day 27, Forms & Prayers, 229I. The Cause of the Blessed Community A. The Sovereignty of God B. The Covenant of GodII. The Benefits of the Blessed Community A. The Explanation of these Benefits B. The Reception of these BenefitsIII. The Distinction of the Blessed Community A. The Nature of the Distinction B. The Purpose of the DistinctionRev. Greg Lubbers
Bubba O'Neil is joined by Steve Milton to recap the first half of the Preseason Week 2 game against the Toronto Argonauts at Hamilton Stadium. They are joined by Alumnus of Distinction, Matt Bucknor.
When developing a great luxury trip, it's essential to turn to the experts—the specialized tour operators and destination management companies who can help you create the perfect trip for your clients. The companies represented on this panel are specialists in helping you choose the right destinations, accommodations, transportation and sightseeing to satisfy your high-end clients. James Shillinglaw of Insider Travel Report moderates a panel that includes: Katheriona Dowling, managing director of Old Sod Travel Collection; Georgia Ridenhour, director of sales at Passages of Distinction; Maria Tuttocuore, sales consultant-North America for Going2Italy; and Bertrand Collignon, president and CEO of Decouvertes DMC France. All our Insider Travel Report video interviews are archived and available on our Youtube channel (youtube.com/insidertravelreport), and as podcasts with the same title on: Spotify, Pandora, Stitcher, PlayerFM, Listen Notes, Podchaser, TuneIn + Alexa, Podbean, iHeartRadio, Google, Amazon Music/Audible, Deezer, Podcast Addict, and iTunes Apple Podcasts, which supports Overcast, Pocket Cast, Castro and Castbox.
The Westfair Business Journal's 2026 Doctors of Distinction Awards took place on Wednesday, May 20th, at the Mansion on Broadway in White Plains, New York. The event celebrated exceptional medical professionals who demonstrate outstanding dedication to patient care, industry innovation, and community impact. This year's event highlights the newly unveiled "Total Wellness" initiative, emphasizing a holistic approach to healthcare by integrating mental health, nutrition, and physical fitness alongside traditional clinical excellence. Nominated by readers and carefully vetted by a panel of judges, the selected honorees represent a diverse cohort of healthcare leaders—ranging from established medical pioneers to emerging voices shaping the future of medicine. The annual celebration provides a premier platform for healthcare stakeholders to connect, share insights, and forge professional collaborations aimed at advancing community well-being.Westchester Talk Radio host Joan Franzino spoke with Kristine Sposato, Senior Director of Occupational Health and Employee Wellness Services at White Plains Hospital. Kristine described her department's role as providing holistic, comprehensive primary care and preventative resources to the hospital's employees. Having spent her 26-year nursing career at White Plains Hospital, she detailed her professional evolution from a night-shift ICU nurse to her current leadership position. She credited the growth of the hospital's robust employee wellness program—which features corporate partnerships that bring on-site wellness and fitness classes directly to staff—as a key reason for her recognition by Westfair.
The Westfair Business Journal's 2026 Doctors of Distinction Awards took place on Wednesday, May 20th, at the Mansion on Broadway in White Plains, New York. The event celebrated exceptional medical professionals who demonstrate outstanding dedication to patient care, industry innovation, and community impact. This year's event highlights the newly unveiled "Total Wellness" initiative, emphasizing a holistic approach to healthcare by integrating mental health, nutrition, and physical fitness alongside traditional clinical excellence. Nominated by readers and carefully vetted by a panel of judges, the selected honorees represent a diverse cohort of healthcare leaders—ranging from established medical pioneers to emerging voices shaping the future of medicine. The annual celebration provides a premier platform for healthcare stakeholders to connect, share insights, and forge professional collaborations aimed at advancing community well-being.Westchester Talk Radio host Joan Franzino talked with Adam Hammerman, CFO of New York Medical College (a member of Touro University) and a long-time volunteer Emergency Medical Technician (EMT). Adam shared how a poignant family trip to Israel inspired him to become an EMT. He discussed his experience serving during historic crises, including the September 11 attacks and the emergency water landing of US Airways Flight 1549 on the Hudson River. Hammerman emphasized the core EMT philosophy of "taking your own pulse" to maintain control in stressful situations, a practice he applies to both his medical and corporate roles. He noted that he was nominated by his co-workers for his dedicated volunteer EMT work.
The Westfair Business Journal's 2026 Doctors of Distinction Awards took place on Wednesday, May 20th, at the Mansion on Broadway in White Plains, New York. The event celebrated exceptional medical professionals who demonstrate outstanding dedication to patient care, industry innovation, and community impact. This year's event highlights the newly unveiled "Total Wellness" initiative, emphasizing a holistic approach to healthcare by integrating mental health, nutrition, and physical fitness alongside traditional clinical excellence. Nominated by readers and carefully vetted by a panel of judges, the selected honorees represent a diverse cohort of healthcare leaders—ranging from established medical pioneers to emerging voices shaping the future of medicine. The annual celebration provides a premier platform for healthcare stakeholders to connect, share insights, and forge professional collaborations aimed at advancing community well-being.Westchester Talk radio host Joan Franzino spoke with award honoree Dr. Julia Keltz, a minimally invasive gynecologic surgeon, residency program director, and associate professor at Westchester Medical Center and New York Medical College. Dr. Keltz discussed the dynamic nature of managing multiple roles, highlighting that June is a particularly demanding month due to transitioning residency classes. She expressed her deep passion for medical education and shared insights into her recent implementation of an AI companion tool in her clinical practice to improve the efficiency of medical charting. She noted that she was nominated for the award by her colleagues.
What does it take to deliver impactful learning in a global, highly regulated industry? Tim Greiner, Senior Director of USP Education at the U.S. Pharmacopeia, a global nonprofit that sets quality standards for medicines, food, and dietary supplements, shares how USP delivers education at scale to ensure those standards are applied effectively across industries and regions to improve quality and protect public health. Show Notes:Senior Education Director Tim Greiner explains how USP delivers training that improves quality and performance. Key takeaways from the conversation include:Impact over completion: In regulated environments, training success is measured by behavior change and improved quality practices—not just course completion. Design for diverse, global audiences: Effective programs balance modalities, regional preferences, and roles (regulators, manufacturers, students) without overcomplicating delivery. Blended learning drives stronger outcomes: Live and live-virtual experiences tend to have the highest impact, especially when paired with self-paced resources for reinforcement. Operational discipline matters at scale: Managing global training requires strong processes—centralized content, regular reviews, and alignment with evolving standards. Microlearning in the flow of work is the future: Delivering targeted learning at the exact moment of need can significantly increase retention, application, and overall impact. Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook
This week's episode of The PR Week podcast was recorded on the ground at our 2026 Women of Distinction event in New York City, which was held on May 19. This year, PRWeek honored 27 Women of Distinction and 13 Women to Watch. Hear highlights from the day's panels, which included sessions on “How to Thrive as Communications Intensifies” and “The Future of the Corporate Affairs Organization.” The event's keynote speaker, NHL senior executive Kim Davis, also spoke about leading as a woman of color and the vision behind the league's Heated Rivalry strategy. PRWeek news editor Diana Bradley and reporter Julia Walker share their takeaways from the event. Additionally, listen to off-stage interviews with Women of Distinction honorees such as United Airlines' Nicole Carriere and LaForce's Olita Mills; and Women to Watch honorees including DNA Communications' Sara Jane Baker and Anthropologie Group's Kate Haldy. PRWeek.comTheme music provided by TRIPLE SCOOP MUSICJaymes - First One Follow us: @PRWeekUSReceive the latest industry news, insights, and special reports. Start Your Free 1-Month Trial Subscription To PRWeek Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
What is it that Bitcoin Miners produce? $ BTC 77,620 Block height 950,255 Today's guest on the show is Bob Burnett from Barefoot Mining. He discusses his extensive background in the tech industry, his strong critique of Bitcoin Core development, and his vision for the future of Bitcoin mining, including the importance of BIP-110 and the decentralisation of hash power. Key Topics: Bob Burnett's background and entry into Bitcoin mining Critique of Bitcoin Core's development process and decision-making BIP-110 (RDTS) soft fork and its temporary role in community reset Distinction between Bitcoin miners and hashers Centralization of hash power and selfish mining attacks Block space as a commodity and the future of derivatives markets Nation-state adoption and the need for sovereign mining Empowering plebs through hash power rental and alternative mining pools (Ocean, Datum) Fungibility of Bitcoin and the value of "virgin Bitcoin" Follow Bob: X - @boomer_btc NOSTR - npub1f7p776fz3vlqnv9tcyw7m8nts5ceczmlaudqgjuwaxtsuwzyrqtssuvg6q https://www.barefootmining.com/ Link to the article by Renaud Cuny - https://blockspaceweekly.substack.com/p/issue-21-mining-health-part-1 Check out my book ‘Choose Life' - https://bitcoinbook.shop/search?q=prince Pleb Service Announcements: Join 20 thousand Bitcoiners on @cluborange https://signup.cluborange.org/co/princey CONFERENCES: BITCOIN IRELAND - 22ND -25TH MAY 2026 - DUBLIN https://bitcoinireland.eu/ Use code BITTEN for - 10% BTC PRAGUE - 11th - 13th June 2026 http://btcprg.me/BITTEN - Use code BITTEN for - 10% BTC HEL - 25th - 26th September 2026. - Helsinki https://btchel.com/ Use code BITTEN for - 10% My First Bitcoin. https://myfirstbitcoin.org/ Shills and Mench's: BITBOX - SELF CUSTODY YOUR BITCOIN - www.bitbox.swiss/bitten Use Code BITTEN THE MEETUP BREAKDWON - BITCOIN EVENTS UK - https://www.themeetupbreakdown.com/ SWAN BITCOIN - www.swan.com/bitten PLEBEIAN MARKET - BUY AND SELL STUFF FOR SATS; https://plebeian.market/ @PlebeianMarket SATSBACK - Shop online and earn back sats! https://satsback.com/register/5AxjyPRZV8PNJGlM ALL FURTHER LINKS HERE - FOR DISCOUNTS AND OFFERS - https://vida.page/princey - https://linktr.ee/princey21m
Once upon a time not so very long ago, artificial intelligence (AI) was a product of speculative science fiction, especially in films from Metropolis to Blade Runner.Today, AI has so infiltrated our daily lives, the thought of not having access to Google or other AI-driven apps on our mobile phones and computers scares the crap out of a lot of people. Paul continues his investigation into AI with able assistance from author, Silicon Valley survivor and depth psychologist Elizabeth Nelson who explores the wide gulf between human and machine this week on Spirit Gym.Check out Elizabeth's essays and individual coaching groups, watch her video presentations and read her essays on her website.Timestamps7:54 Defining technology and machines.12:05 Artificial intelligence, large language models (LLMs) or large language machines?19:12 “Technology is not neutral.”23:48 Confusing data and information with real knowledge.29:50 The intrusion of machine language into our humanity.37:45 The danger of LLMs emulating humans.51:23 Exploring the gulf between human and cyborg/machine in books and films like Blade Runner.57:23 When describing what AI does, calling it making crap up or AI slop is better than hallucinating.1:08:26 Are we turning an it like AI into a being?1:14:15 The irony of some people celebrating the end times while others turn to transhumanism.1:38:18 Can you leave your tech toys at home for a week without feeling anxiety?1:49:48 Why is it so important for humanity to understand very clearly what reality is?ResourcesDepth Psychology, Myth and Artificial Intelligence: Soul and the Machine, edited by Jason Batt and Jonathan EricksonThe Art of Jungian Couples Therapy: An Introduction by Elizabeth Nelson and Anthony DelmedicoThe Art of Inquiry: A Depth Psychology Perspective by Elizabeth Nelson and Joseph CoppinPsyche's Knife: Archetypal Explorations of Love and Power by Elizabeth NelsonJournal of Jungian Scholarly StudiesUnderstanding Media: The Extension of Man by Marshall McLuhan and Lewis Lapham Elizabeth's Psyche, Soma, Cyborg course at the Pacifica Graduate InstituteThe Ship of Theseus (Theseus's Paradox)Do Androids Dream of Electric Sheep by Philip K. DickExteroceptionElysiumThe work of James Hillman and Edward EdingerPaul's podcast conversation with B. EarlDNA: Pirates of the Sacred Spiral by Leonard HorowitzFrankenstein: Or the Modern Prometheus by Mary ShelleyThe Forgotten Truth: The Common Vision of the World's Religions by Huston SmithThe Social Dilemma on NetflixElizabeth's presentation during the recent Soul and the Machine webinar on the International Society of Mythology websiteFind more resources for this episode on our website.Music Credit: Meet Your Heroes (444Hz), Composed, mixed, mastered and produced by Michael RB Schwartz of Brave Bear MusicThanks to our awesome sponsors:PaleovalleyBIOptimizers US and BIOptimizers UK PAUL15Organifi CHEK20Wild PasturesPique LifeCHEK InstituteWe may earn commissions from qualifying purchases using affiliate links.
The agencies performing best right now are not always the biggest or the most specialized. They are the ones figuring out how to evolve alongside their clients, lead with conviction, and build something that lasts. And that includes actively reflecting on the lessons of leadership learned along the way.Anne Green sits down with Beth Cleveland, CEO of Praytell, and Laura Tomasetti, CEO and founder of 360PR+, to mark their shared recognition on PRWeek's 2026 Women of Distinction list. The three trade lessons learned across decades of leadership – from what feels familiar versus what feels genuinely new in the agency world right now to the rise of AI as a value-creating catalyst. They share stories of the mentors who shaped them, why "walk around" leadership still matters in a hybrid world, and how celebrating small wins is critical for teams in danger of burning out on constant change. The conversation closes with practical leadership advice for anyone earlier in their career, including the case for active listening, leaning into your authentic strengths, and not traveling “too light” when it comes to maintaining the relationships you build along the way.In this episode:Why the best agencies today are operating partners, not just service providersHow to balance the pace of change with sustainable, healthy team cultureWhat active listening, authenticity, and curiosity unlock for emerging leadersThe case for thinking like a counselor early in your career, not just an executor
Today in History: “Yom HaMeyuchas,” the Day of Distinction, when Israel was selected as God's chosen people at Mount Sinai (see Exodus 19:4–6). ”…if you will indeed obey My voice and keep My covenant, then you shall be My own possession among all the peoples, for all the earth is Mine; and you shall be to Me a kingdom of priests and a holy nation.”This week's portion is called Shavuot (Feast of Weeks)TORAH PORTION: Deuteronomy 15:1–18GOSPEL PORTION: Luke 24:28–43What verse spoke to you most today and why?Did you learn something you need to do in your life?Daily Bread for Kids is a daily Bible reading podcast where we read through the Torah and the Gospels in one year! Helping young Bible-readers to study God's Word, while also discovering its Jewish context!THE KIDS' JOURNAL is available from https://arielmedia.shopBUSY MOMS who want to follow the Daily Bread readings on podcast for adults, can go to https://dailybreadmoms.comThe Bible translation we are reading from is the Tree of Life Version (TLV) available from the Tree of Life Bible Society.INSTAGRAM: @dailybreadkids @arielmediabooks @dailybreadmomsTags: #DailyBreadMoms #DailyBreadJournal #BibleJournaling #Messianic #BiblePodcast #BiblicalFeasts #Journal #biblereadingplan #Messiah #JewishRoots #Yeshua #GodIsInControl #OneYearBible #MomLife #MotherCulture #FaithFilledMama #BiblicalWomanhood #Proverbs31woman
What if your family could stand strong while everything around you crumbles? Genesis reveals a devastating picture—every intention of mankind's heart was "only evil continually," yet Noah found favor in God's eyes. Pastor Blake challenges us to reject the cultural drift that destroys families, showing how Noah's obedience didn't just build an ark but a legacy of faithfulness that saved his entire household. Ready to live set apart and build something that lasts? This powerful message reveals the four keys to finding God's favor and walking differently when the world walks away. Don't miss this life-changing call to intentional family living—watch now!
This morning, as we honor our graduates, we turn our attention to the Apostle Paul's first letter to Timothy. The Holy Spirit enables Paul to give timely and beneficial counsel to his younger protege, Timothy, regarding life and ministry. As a disciple of Christ, and especially a leader, it is profoundly important to live a life of distinction, proving to be a good servant of Christ. Scripture text for today is 1 Timothy 4:6-16.
Dr. Marcia Reynolds, Master Certified Coach and Neuroplastician, is passionate about coaching leaders to engage in powerful conversations that connect, influence, and activate change. She has coached leaders, delivered leadership and emotional intelligence programs, and spoken at conferences in 47 countries. She has also presented at many universities including Harvard Kennedy School and Cornell University on the unique challenges and needs of today's leaders in the workplace.Marcia is a pioneer in the coaching profession. She was the 5th global president of the International Coaching Federation, is recognized in the ICF Circle of Distinction and recently was awarded an ICF Impact Award for her work in creating a successful coaching culture with AEON Vietnam. She also teaches Coaching Skills for Leaders in organizations and government agencies and consults with many global organizations on how to increase engagement and productivity by establishing coaching cultures.Before launching her own business, she led training organizations for three healthcare and technology corporations for 16 years before starting her own coaching business. Her greatest success came from designing the culture change program for a multinational semiconductor corporation facing bankruptcy. Within three years, the company turned around and became the #1 revenue producing US IPO in 1993.Excerpts from her 6 books including the international bestseller, Coach the Person, Not the Problem 2nd Edition, interviews, and articles she has authored on leadership and coaching have appeared in many places including Harvard Communications Newsletter, Fast Company, Forbes.com, Psychology Today, and The Wall Street Journal and she has appeared in business magazines in Europe and Asia.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.
Dr. Alison Hermann, MD is an Assistant Professor in Psychiatry at Weill CornellMedicine and an Assistant Attending Psychiatrist at New York Presbyterian Hospital. She currently oversees the Payne Whitney Women's Program and maintains a clinical practice in General Adult Psychiatry and Reproductive Psychiatry. She is open for consultations, psychotherapy, and medication management.Dr. Hermann began her training in the basic neurosciences, earning a bachelor'sdegree in Psychobiology at The Ohio State University and subsequently working as a full-time research assistant in translational neurotrauma at the Cincinnati Children's Hospital Medical Center and University of Cincinnati Department of Neurosurgery. She went on to receive her medical degree at the State University of New York Health Sciences Center at Brooklyn, where she graduated with Distinction in Neuroscience and was recognized with the American Psychiatric Association Award for Outstanding Achievement in Psychiatry. Dr. Hermann completed her internship and residency training at Columbia University Medical Center and New York State Psychiatric Institute. There she pursued additional intensive psychotherapy training in multiple modalities including interpersonal psychotherapy, dialectical behavioral therapy, brief dynamic psychotherapy, and group psychotherapy. Dr. Hermann served as Chief Resident in her final year of residency. Following residency, Dr. Hermann completed fellowship training in Reproductive Psychiatry at Columbia University Medical Center where she developed expertise in treating psychiatric conditions during periods of reproductive transition in a variety of clinical settings.Currently, Dr. Hermann is involved in national efforts to increase reproductivepsychiatry education and training for mental health practitioners, primary medicalpractitioners, obstetrician-gynecologists, and the general public, as well as local efforts to improve screening and access to psychiatric care for pregnant and postpartum women of all backgrounds.Dr. Hermann believes in an integrative, collaborative approach to treating psychiatric illness and prefers to view psychopathology through a developmental perspective. She appreciates the integral connections between mind and body as well as between individuals and the social network within which they live. For these reasons, her evaluations include a thorough assessment of biological, psychological, and social contributors to active symptomatology and, when appropriate, include collaboration with other healthcare providers. When making treatment recommendations, she takes a great deal of care to consider the personal preferences of her clients and is sensitive to cultural factors that may influence these preferences. She believes in a comprehensive approach to psychiatric treatment, including complementary and alternative medicine approaches as well as more traditional psychotherapy, medication, and behavioral wellness strathttps://www.instagram.com/drjudithjosephegies. How to diagnosis postpartum depression. How treat postpartum depression. What causes postpartum depression? Can I take antidepressants during pregnancy? How to diagnosis OCD in pregnancy? How to cope with burnout as a Physician. How to Cope with High Functioning Depression.Follow Dr. Alison HermannDr.Alison Hermann's WebsiteFollow Dr. Judith Joseph: Instagram High Functioning Book TikTok Facebook Website Newslette
Education is key to preventing damage to underground infrastructure and keeping workers and communities safe. In this episode, Common Ground Alliance's Erika Lee and Lisa O'Leary share how their Excavator Damage Prevention curriculum is using data-driven training to change behavior and reduce risk.Show Notes:CGA's Erika Lee and Lisa O'Leary discuss how their comprehensive training curriculum is tackling the root causes of damage through education, accessibility, and industry collaboration. Their key points include:Education is the first line of defense against excavation damage: Erika Lee emphasized that if workers don't understand risks and best practices, “we're really not setting them up for success.”Failure to contact 811 remains the leading cause of damage: The top root cause year over year is not calling 811 before digging—highlighting a major opportunity for behavior change.Up to 65% of damage incidents are preventable through behavior change: The majority of incidents are tied to excavator actions that can be improved through targeted training, according to Erika.Microlearning and accessibility are key to adoption: Lisa O'Leary shared that short, 5–7 minute modules and mobile-friendly access make it easier for workers in the field to engage with training.Collaboration and consensus drive better outcomes: Common Ground Alliance's consensus-based approach ensures diverse stakeholders align on best practices—strengthening both the curriculum and industry impact.Learn more about Common Ground Alliance's education program. Explore d'Vinci's work with Common Ground Alliance. Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook
The return of "What About?" Wednesdays! Text us your questions for apologist and pastor Robby Lashua!Today:"Can we draw a distinction between 'creationism' generally and 'Biblical creationism' specifically?"Wait. Read that question again. Author Russ Miller isn't just suggesting that creationism generally, within all its forms, or young Earth creationism specifically aren't Biblical, he's suggesting that there is a Biblical approach and perspective of Young Earth creationism rooted in a global reading of Noah's flood. He's advocating for a view in which he suggests the Bible is clear and Christian confusion about varied schools of thinking about creationism is rooted in a haphazard approach to God's word.Controversial? Yep.True? That's for you to decide.Background:In the summer of 2016, the annual Crusaders Charge into Summer Reading campagin introduced us to Russ Miller, a storied and established Biblical creationist who lives, believe it or not, off-the-grid in a crater in northern Arizona. If that were not crazy enough, during that summer, Miller introduced us to his book, "The Cost", and he made two audacious claims.First, Russ Miller claimed that the universe and all of creation was established by God in six 24-hour days, less than 10,000 years ago. He claimed he had scientific and scriptural evidence to back up his claims.Second, Miller claimed that if our nation continued to deny God the creator and the concept of "Imago Dei" -- that we are created in the image and likeness of God, on purpose, and for a purpose -- our culture would go into a freefall, losing all concept of right and wrong, falling into chaos and disorder.Now, ten years later, Russ Miller is back and his warnings and worries have exploded into reality. Our country and our culture are mired in confusion about truth, gender, marriage, race, identity, spirituality, and more.We are paying what Miller called "The Cost" of losing track of who we are and whose we are.Miller's latest book is "Consider the Cost" -- an updated and expanded version of "The Cost" that is available at no cost in the three offices of Northwest Christian School -- and his message remains the same: we must understand that we were created by God on purpose -- we are not biochemical happenstance -- and we were created for a purpose. We are loved and valued. The truth is knowable. We have a reason. We have a mission.This summer, we're going deep into creationism. We are going to spend time with audacious individuals who believe in Young Earth, Old Earth, Theistic Evolution, Geocentricity, and, yes, a Flat Earth. Our journey will be anchored in God's word as we enjoy some pretty amazing conversations.But, at the end of the day, diverse positions aside, every moment and every word of the KingdomCultureConversations.com episodes that we will hear this summer (between May 11th and September 28th) will be rooted in one truth: You were created on purpose and for a purpose.To learn more about Russ Miller and his organization, "Creation and Evolution Science Ministries", please follow this link.To get a copy of "Consider the Cost", you can pick up a free copy of the book in the three offices of Northwest Christian School in Phoenix, Arizona or "Kingdom Culture Conversations" is a podcast created by Northwest Christian School in Phoenix, Arizona.For more information on Northwest Christian School, visit: https://www.ncsaz.org/To reach out to Geoff Brown, please email gbrown@ncsaz.org or you can reach him by cell phone: (623)225-5573.
Leadership isn't about perfection — it's about accountability, especially when things don't go as planned. SUMMARY From lessons learned as a cadet to leading her teams through complex challenges, Col. (Ret.) Erin Staine-Pyne '98 reflects on how transparency, empathy and trust define strong leadership in uncertain moments. SHARE THIS EPISODE LINKEDIN | FACEBOOK ERIN STAINE-PYNE'S TOP LEADERSHIP LESSONS AND TAKEAWAYS Own your mistakes quickly and fully. Col. Staine-Pyne's cadet party incident shows the power of taking responsibility and using failure as a positive turning point. Forgive fast — others and yourself. Col. Staine-Pyne highlights forgiving herself and the freshman who reported the incident as essential to moving forward productively instead of getting stuck in blame or resentment. Lead with transparency, especially in crisis. Both as a cadet and as a wing commander during COVID, she emphasized open communication. Be visibly human and vulnerable. Sharing personal context built trust and showed airmen she understood their fears, not just the mission. Practice empathy as a core leadership “superpower.” Col. Staine-Pyne stresses learning to truly understand people's perspectives and lives — not just knowing their names and roles — and then leading with that understanding in mind. Use your team; leadership is not a solo sport. From wing commander “tiger teams” to USAF Weapons School class dynamics, Col. Staine-Pyne consistently relied on senior enlisted leaders, peers, planners and classmates instead of trying to solve everything alone. Balance mission and people with nuance, not slogans. During COVID and high-tempo ops, she wrestled with protecting a “no-fail” mission while also protecting health and morale and adjusting policies and workloads rather than defaulting to one extreme. Don't self-limit; say yes to stretch opportunities. Col. Staine-Pyne nearly ruled herself out of Weapons School but trusted her leaders' belief in her and stepped into being the first woman in the school's C‑130 program — and graduated at the top of her class. Her advice: Apply and let others say no. Integrate work and family intentionally at critical career peaks. Instead of chasing perfect “balance,” Col. Staine-Pyne treats career and family as waves: Lean into work during when needed but consciously bring along family and use leave to truly refresh. See failure as a leadership classroom, not a verdict. From the cadet party incident to the week‑to‑week swings in Weapons School performance, Col. Staine-Pyne views setbacks as information and training for better leadership, not as permanent labels. CHAPTERS 00:00:02 – Introducing Col. Erin Staine-Pyne 00:00:49 – Cadet Party Incident: A Costly Mistake 00:02:59 – Owning Failure & Learning to Forgive 00:04:49 – Transparency, Reputation and the Cadet Wing 00:06:59 – Early Aspirations & Family Influences 00:08:25 – Becoming a Wing Commander Right Before COVID 00:10:13 – Leading Through a Pandemic & Tough, Unpopular Decisions 00:15:02 – Personal Impact of Command During COVID 00:17:01 – Mentors, Humility & Weapons School Opportunity 00:20:59 – Inside Weapons School: Pressure, Teamwork & Distinction 00:25:44 – Empathy, Tempo and the People‑Mission Balance 00:29:10 – Work–Life Waves, Legacy and Advice to Young Leaders ABOUT COL. ERIN STAINE-PYNE '98 BIO Col. Erin Staine-Pyne, U.S. Air Force Academy Class of 1998, is a career mobility aviator and proven senior leader with more than 3,500 flight hours in C-17 and C-130 aircraft, former wing commander, and now general manager of mobility at Merlin Labs. Inspired early by a love of aviation and a father who graduated from West Point, she pursued her dream of flying through the Academy and went on to become an aircraft commander, instructor and, ultimately, the first woman to graduate from the C-130 division of the Air Force Weapons School, where she distinguished herself as the top graduate in her class. Her leadership journey includes commanding a 2,400-person C-17 wing at Joint Base Lewis-McChord through the onset of the COVID pandemic, where she balanced a no-fail nuclear mission, the health and welfare of her airmen and their families, and her own complex family responsibilities with transparency, empathy and a deeply human approach. Known for her team-first mindset, humility and emphasis on learning from failure — as illustrated by formative experiences as a cadet and throughout her operational career — Col. Staine-Pyne now channels her leadership, operational expertise and passion for developing others into bridging military-grade mobility experience with cutting-edge aviation technology in industry, while prioritizing her role as a fully present mom. CONNECT WITH ERIN LINKEDIN CONNECT WITH THE LONG BLUE LINE PODCAST NETWORK TEAM Ted Robertson | Producer and Editor: Ted.Robertson@USAFA.org Send your feedback or nominate a guest: socialmedia@usafa.org Ryan Hall | Director: Ryan.Hall@USAFA.org Bryan Grossman | Copy Editor: Bryan.Grossman@USAFA.org Wyatt Hornsby | Executive Producer: Wyatt.Hornsby@USAFA.org ALL PAST LBL EPISODES | ALL LBLPN PRODUCTIONS AVAILABLE AT USAFA.ORG/LONGBLUELEADERSHIP AND ON ALL MAJOR PODCAST PLATFORMS FULL TRANSCRIPT SPEAKERS: Guest, Erin Staine-Pyne '98 | Host, Lt. Col. (Ret.) Naviere Walkewicz '99 Col. Naviere Walkewicz 0:00 Well, Erin, thank you so much for joining us here on Long Blue Leadership. Erin Staine-Pyne, Class of '98. We are so excited for this conversation, because, you know, you've had such an amazing career. You know, 3,500 hours in the C-17 and C-130 cockpits to wing commander — and now you're general manager of mobility at Merlin Labs. Just incredible. Col. Erin Staine-Pyne 0:26 Thank you. Such a pleasure to be with you, too, Naviere. Col. Naviere Walkewicz 0:34 Well, you know, we like to jump right in. And there's actually something that is probably unknown, because you have done so many amazing things, and part of that comes with a story that's not always, you know, rainbows and butterflies. And so back when you were a cadet, if you don't mind sharing this with us, I know you were wearing your supt's pin. You were captain of the soccer team, and you found yourself marching some tours. Do you mind sharing that story with us? Col. Erin Staine-Pyne 0:55 Yeah, no, I don't mind at all, because it turned out to be a great leadership lesson in my life. So yeah, I was kind of at the top of my game, I felt like in my senior year at the Academy, we had a short break going in our soccer season, we had a weekend off, which was pretty rare, and the other captain and I were like, Hey, let's get the girls together, right? We deserve to have a little bit of fun. Take a little break. Like, what could we do to make that happen? And we decided, hey, let's rent a hotel room. We'll throw a little party. We'll have some friends over. What cadets haven't done that exactly. We'll be super responsible. We'll get the hotel room so nobody drives. Yeah, we thought about taking care of each other, but as it turned out, we had a great night, fun time, no harm, no foul. But later that week, we found out that one of the freshmen on our team turned us in for underage drinking. And that was a big, shocking moment in my senior year. So it turned into most of the team being restricted, marching tours, you know, really having their reputation tarnished a bit. And even worse for us, maybe than that, was the season took a huge nosedive. You know, we were in a really good place from a from a sport perspective, and we just couldn't get it back together after that happened. And for me, you know, as I looked back on that event, I'm so thankful that it happened at the Academy and not sometime later in my career, when I was in charge of young airmen, but I'm glad it happened at the Academy and I took a couple of really great lessons out of it. Col. Naviere Walkewicz 2:44 That is quite a lesson. I mean, I'm just thinking about someone who is a high achiever doing really well, has this reputation of that's, like you said, untarnished. Let's just take a moment in that space, because there are experiences that all leaders have, I think that are challenging in some way, that maybe is reputational. How do you navigate that? How did you carry yourself through that, when it probably felt dark? Col. Erin Staine-Pyne 3:11 Yeah it was a little bit bleak. I mean, my family knew about it. But to answer the question, I found myself taking ownership, like, “Ooh, we made a really big mistake. I made a really big mistake as a leader. I took the team the wrong direction.” And so I apologized — like I apologized to the commandant, I apologized to my coaches, I apologized to my teammates, I apologized to some of their parents too, right, that we saw later in the season. And so I think the biggest thing that you can do in that moment is go, “I've really screwed up, and I'll take stock of that and change in the future.” And then the other thing is, you have to learn to forgive fast, like forgive yourself. I made a mistake. This isn't forever, right? It'll be something that I learned along the journey. But then also, for example, the freshmen that turned us in — that was a really emotional moment for the rest of the team. Col. Naviere Walkewicz 4:17 And you all stayed on the team together? Col. Erin Staine-Pyne 4:18 We did for a while. She did end up leaving the Academy eventually, which I'm disappointed about. Like, I kind of feel like that's a little bit of another leadership failure there. But I just think the thing I learned out of it later was you have to forgive quickly. Col. Naviere Walkewicz 4:33 Wow. I mean, it seems so interesting that you had that kind of lesson so early. But I think one of the best things about the academy is really as a leadership lab we talk about, you know, being able to grow from learning lessons. How would you say your other cadets outside of the bubble? Right? The bubble being those who are in it with you. Because I think in life in general, when things happen, you kind of have this other perspective of people who don't know what's going on, and so then they come up with their own perceptions and thoughts on that. How did you navigate that as a cadet in the Cadet Wing? Col. Erin Staine-Pyne 5:09 Yeah, I think it was trying at my first attempts at transparency, yeah, you know, like, “Hey, this is what's going on.” Like, people would ask us, “How much trouble are you guys in?” And at first we'd be like, “Well, we don't really know.” You know? “We don't know what this is going to turn out to look like,” and then once we kind of got our punishment, six months of restriction, 100 tours, 100 confinements, but with the potential, at least for the seniors to still graduate, we tried to share that with people too, like as if the leadership at the Academy still had some faith in us and thought we might still be able to graduate and be lieutenants someday. So, yeah, I would just say we tried some transparency. And, you know, there was also this kind of feeling of, I can't believe that your teammate did that. And we tried to address that too, you know, so it wouldn't come back, especially specifically on her right, as, you know, she was the one at fault here, right, like we were all at fault, you know, not doing the right thing. Col. Naviere Walkewicz 6:14 What a way to rise above. And I think really, what a beautiful story. Because I think some lessons in there, transparency, making sure that it, you know, it was responsibility that everyone took on, and it wasn't starting to point fingers. Because I think it certainly is easy to try and push things away from ourselves, isn't it? Col. Erin Staine-Pyne 6:30 Yeah, absolutely, Col. Naviere Walkewicz 6:31 Oh, my goodness, thank you for sharing that. I'm sure that was quite a lesson. So you went on to graduate. Yes, yes. And so did you always know you wanted to be a pilot? Col. Erin Staine-Pyne 6:43 I did. Yeah, since I was really young, I knew I wanted to fly airplanes. My parents sent me to Space Academy when I was somewhere around 11 or 12, and I thought, “Oh, I could be an astronaut. Someday, I want to fly the shuttle.” And so that just sparked the interest. And my dad's a West Point grad, and so when I went to him and asked him, “How do you become a pilot?” He said, “Well, you go to the Air Force Academy,” as if there was no other choice out there. Col. Naviere Walkewicz 7:10 So did you not even apply to West Point? Col. Erin Staine-Pyne 7:11 I didn't. Much to his — I mean, I think that hurt his heart, but I didn't. He took me up there for a visit. Col. Naviere Walkewicz 7:19 Just in case you want to just see. Col. Erin Staine-Pyne 7:20 Yeah, the Army has lots of pilots. Yes, no, the Air Force Academy was my destination. Col. Naviere Walkewicz 7:25 That is fascinating. So growing up, were you always someone that was a go-getter? Was this kind of ingrained in you because of your dad the way he raised you? Your mom, like, let's talk about your family dynamic. Col. Erin Staine-Pyne 7:35 And yeah, sure, yeah. My dad an army officer. My mom, super hard worker. Worked in the Senate for a long time as a press secretary, and they just — yeah, they were they were wonderful, and I feel so lucky at the dynamic I had growing up. But yeah, I loved being a leader early, like I loved being in charge early. I could sense that about myself, like I wanted to be the person who helped others get to wherever they were going to. So I sensed that early. Col. Naviere Walkewicz 8:08 Oh, gosh, that's fascinating. So you went to the Air Force Academy, you came out, you got to go and you got to fly, and you're living your dream. I'd like to jump fast forward a bit, because in your leadership role, obviously, you know, as a pilot, you were doing some amazing things, and we can certainly talk about that. But there was a period of time in which you were a wing commander. Col. Erin Staine-Pyne 8:28 Oh, sure. Col. Naviere Walkewicz 8:30 And I think you know, being a wing commander already is an amazing feat, but you were a wing commander during a time that I think was unprecedented in our country, COVID. Col. Erin Staine-Pyne 8:40 Yeah, yeah, it was. It was an interesting time. I took the flag for Joint Base Lewis-McChord in early January 2020 and literally a month later, I was dealing with the first cases of COVID in Seattle, in the Seattle area. And so it went from being like, “This is everything I've worked really hard for and I am so excited to lead this amazing organization” to “I have never done anything like this before. No one has, and no one really has a whole lot of advice on what we're going to do next, and we're going to have to figure this out.” Col. Naviere Walkewicz 9:22 So can you put it in perspective a little bit, just for us to understand? You know, when you're a wing commander, like, how large is this wing and kind of, what are the responsibilities that you were having to oversee while you're navigating a medical crisis? Col. Erin Staine-Pyne 9:34 Yeah, so the wing is about 2,400 airmen. It's a C-17 wing, and so mobility operations never stop, right? Twenty-four hours a day, we're flying airplanes. I also had a clinic at the time, and then an airfield to run. Yeah, so a few things. Col. Naviere Walkewicz 9:53 Yes, just a couple. Oh, my goodness. OK, so maybe let's, let's talk about what that was like. Because I imagine, as a wing commander, while you do have a network in the way of working with your ,you know, those that are supporting you and all the experts, it still can be, probably be a little bit lonely. How do you navigate that? Col. Erin Staine-Pyne 10:13 Yeah, well, I think a lot of people say that right, leadership is lonely, and I think it is in the context that at the end of the day, you're the person who has to make those final, tough decisions, no one else can make them for you, right? But the truth is, you have the most amazing a team around you, right? I had, during my time as a wing commander, two of the most amazing seniorenlisted leaders, two chiefs. My group commanders, also colonels, were really, really incredible and experienced. And then the wing commander network is actually pretty powerful too. So you have peers that you've grown up with as squadron commanders who are now in charge of other wings dealing with similar things. And so you lean into that too. Col. Naviere Walkewicz 11:00 Well, we talk about networks in general mean, I think networks are so powerful, not even just in uniform, but outside of uniform. What was it like really trying to I think, when I think about the airmen that you were, you know, leading, they had their families and their own concerns as well. What was a challenging moment as a leader that you had to navigate, maybe where you weren't popular or did you feel like you actually navigated a space where everyone loved you? Col. Erin Staine-Pyne 11:24 No. I mean, unfortunately, at the end of the day, you do have to make some of those really tough decisions. And so for us at McChord, we were in the middle of the biggest movement of nuclear weapons in history, and so an incredibly important no fail mission, right? And so my main focus was, how do I keep, specifically my crews that are trained to carry nuclear weapons, how do I keep them healthy? We don't have a lot of them, so if a couple of them get sick or something happens, then the mission really is at risk. So I really was focused on how to keep them healthy, but I also was just broadly worried about my older civilians who might be more susceptible to either getting COVID or having a real impact from it. I was worried about my airmen who had family members who might be immune compromised. I was worried about airmen who might go home and take it to their parents or grandparents. So it wasn't quite as simple as, “Well, our airmen are young and healthy.” You know, it's a much more challenging problem than that. And so when COVID was really bad, kind of the fall going into Christmas of 2020, one of the things I had to do was decide, am I going to let my airmen travel? The Air Force would eventually take care of that decision for me. But when the airmen are here, can they get together and celebrate the holidays? Are they going to have to spend Thanksgiving alone? You know, what kind of tough decisions am I going to have to make here? And so, yeah, I probably made some pretty unpopular decisions, thinking at the time that I was protecting the mission, and the way I handled it was it kind of goes back to one of those lessons I learned earlier, was transparency. Yes, we started doing things like Facebook Live, we let people ask as many questions as they wanted to or were brave enough to. And tried to do our best to answer them. And we also tried to convey that we know we're not making perfect decisions right now, like we're learning to right now. And just tried to be very human about it. Col. Naviere Walkewicz 13:42 What an amazing approach, a human approach. And I think what's so great about the way you did that was most people only see the struggle from their lens, yeah. And as a leader, you're having to look at the if I make this decision, what's the second, third and fourth, you know, effect that comes from that decision on a much broader scale. And so I think when you talked about the transparency, that is really powerful. Col. Erin Staine-Pyne 14:04 And it was a great way to get feedback too. You know, I, like some of my young airmen were struggling at the time, but actually it was some of my single officers, even who, you know, didn't quite have that family network around them where they were. And so we realized we had to pay attention to some other groups too, as we tried to think of ways to make sure we were taking care of the individual, but also the mission. Col. Naviere Walkewicz 14:33 My goodness. I mean, I just think about it, the standpoint of the weight that you carried in that space. How did it impact you on the home front, right? So you're leading up a wing, but you also have a family as well. What did that look like that? Col. Erin Staine-Pyne 14:45 It was a challenging time. I had a 2-year-old at home, right? And at certainly, at the beginning of COVID, we didn't know what the impact kids was going to be, and so I was worried that she might be really vulnerable at that time. And my husband, who was also an Academy grad, his parents were living with us at the time, helping with the baby, and his dad had cancer. And so we were incredibly concerned about even me going to work every day, and the possibility of bringing something back to the house was a huge challenge. There was a time where I would enter through the garage and, like, strip down, put new clothes on, or go straight to a shower. Col. Naviere Walkewicz 15:31 Like a hazmat. Col. Erin Staine-Pyne 15:32 Yeah. I mean, it was a really interesting time at the beginning. So many unknowns. Col. Naviere Walkewicz 15:37 Oh, my goodness. Well, I think most people can understand when I said hazmat, like hazardous materials and clearing yourself from it. But in a way, that's kind of what, how COVID did impact us. Wow. When you were talking in those moments as almost looks like a human and vulnerable leader in that approach, did you share, like, “Look, I understand these things as well, because I, too, have a family.” Did you — were those the ways you were… Col. Erin Staine-Pyne 15:58 Yes, absolutely. So anytime I got a chance to talk to airmen face to face, I would talk to them about how I'm my focus is certainly accomplishing our mission, but my focus is on their health, their family's health, and this is how I'm thinking about it, right? I'm thinking about my own family and the different dynamics we have going on, and how it might apply to them too. And I love the fact that before that, you would never have seen a wing commander doing something like a Facebook Live. But that just became such an incredible tool for that exact reason. Col. Naviere Walkewicz 16:33 Yes, so just thinking about the way you handled that, was there someone in your life, a mentor, or someone that you saw kind of display those traits that you emulated, or were they just something that you innately had in you? Col. Erin Staine-Pyne 16:44 No, I'm sure I picked up on traits from multiple leaders that I had throughout my career. Col. John Murkowski is probably one of my favorite mentors. He was a DO in my first squadron… Col. Naviere Walkewicz 17:00 Director of operations. Col. Erin Staine-Pyne 17:02 Thank you; in my first squadron. And later I would work and work for him as a staff officer at Air Mobility Command. And I watched him lead, just with so much humility, very caring leadership style and certainly a good communicator. And you know, somebody like that is somebody you want to emulate in the future. Col. Naviere Walkewicz 17:25 Absolutely. And if I recall correctly, he's the one I think that might have turned your eye open to this concept of Air Force Weapons School, right? Col. Erin Staine-Pyne 17:33 It's true. Col. Naviere Walkewicz 17:35 Let's talk about that a little bit. Because so for those listening and watching, you know, I was not an aviator, I was a logistics officer. And so I think even the thought of Weapons School, to me, is very much a pilot and aviation focused opportunity. Can we just talk a little bit about that in general, just so that we all can learn more about Weapons School? Col. Erin Staine-Pyne 17:54 Yeah, I mean, certainly the history of the weapons school is focused on fighter operations. Right? The fighter pilot employing weapons being a tactical expert leading operations. That's how it started. But I think one of the best things the Air Force ever did was realize that in order to be successful in modern combat, you have to have a force that's integrated. So you need your intel officers to understand and provide information to the entire the entire force. You need space officers who can employ space effects at the right time. You need more than just the person in the flight deck or cockpit who's employing the weapons. So they somewhere in the '90s, right? We branched out. It started, certainly Intel officers were part of it for a long time, but it branched out into the mobility communities, and then later you would see it branch out into the space communities too. Col. Naviere Walkewicz 18:53 So it was early and not very long before this opportunity was presented to you. Let's talk about that. Because had you, I know you had your site set on being a pilot. Were your site set on Weapons School? Erin Staine-Pyne 19:04 Never, never. No, I think — I felt, at least at that point, I felt really young in my career, still, right? I was an aircraft commander at the time. I wasn't an instructor in my weapons system yet. I wasn't an evaluator in my weapons system yet. And my director of operations came to me and said, “We want you to apply to weapons school.” And I was like, “I'm pretty young for that, Col. Naviere Walkewicz 19:30 And it's very competitive, right? Erin Staine-Pyne 19:31 It's very competitive. And the weapons officers in my squadron were like, they like, walked on water. Seemed like. They're so knowledgeable. So I hadn't really thought about it mostly in terms of time, like what it didn't seem like the right time for me. Col. Naviere Walkewicz 19:50 So what made you say yes to apply? Erin Staine-Pyne 19:53 Yeah, I think, I think it was really two things. One was clearly my leadership believed in me, and that was hugely powerful, right? Somebody comes to you and says, “No, we think you are ready for this.” That was hugely powerful. And then the other thing is, they also said to me, “You would be the first woman to go through the C-130 program. We've never had a female graduate.” And I said, “Well, that's ridiculous.” Like, why is that still a barrier right now? And so I thought, “Well, if not me, then who?” Like, who's going to be the next woman who might be interested in that opportunity? And so I kind of threw a little caution to the wind I feel like, and said, “OK, let's do this.” Col. Naviere Walkewicz 20:43 What is that experience like? Because I know what it's like to apply to apply to the Air Force Academy. You know, you have this, the program you're going through when you're getting, you know, your weapon system up that you're going to get in pilot training. What is it like, this application process for Weapons School? Col. Erin Staine-Pyne 20:57 Yeah, so I remember you have to fill out a bunch of forms. Col. Naviere Walkewicz 21:00 OK, so that's pretty similar. Col. Erin Staine-Pyne 21:03 Yeah, annotated paperwork. You have to fill out a bunch of forms, but on the forms, you have to talk about your flying experience and all the things you know. You have to have certain boxes checked, if you will. And so I remember filling out the form. They're like, “You have to have 100 hours as an instructor pilot.” And I'm like, “I don't have that, you know, but we'll plan to have accomplished prior to Weapons School starting,” Um, so yeah, I remember filling out the form and just being like, “OK, this kind of confirms I'm not sure I'm ready for this.” Col. Naviere Walkewicz 21:35 But obviously yes. So how many people are — maybe the word is accepted — into Weapons School class, and then how many typically graduate? Like, what's the attrition rate? Col. Erin Staine-Pyne 21:45 Yeah, so each platform is different on how many students they take. Typically in a C-130 class, you would have somewhere around eight or nine students and you're probably going to lose perhaps one per class. Col. Naviere Walkewicz 22:03 OK, the numbers are small to begin with; that's kind of significant. Col. Erin Staine-Pyne 22:04 Significant, yeah. If the class isn't making it through, every once in a while, you'll lose two and that's a challenge. It's a challenge to run the program without enough students, too. Col. Naviere Walkewicz 22:15 OK, so how long is that? Col. Erin Staine-Pyne 22:16 It's a six-month program, OK, or maybe five and a half months approximately. So it's a pretty big chunk of your flying life to go to training for that long too. Col. Naviere Walkewicz 22:27 So let's talk about that, because there was probably some growth in yourself as a leader. One feeling like you weren't actually ready, then you were accepted. So then you're clearly ready, but you know, you're navigating it, and almost enough in a first kind of capacity. What was it like from growing as a leader in Weapons School? Col. Erin Staine-Pyne 22:43 Yeah, it was. It was just the perfect example of how obstacles can be opportunities, you know? And like, I talked to some of my younger airmen now and I tell them, “Don't ever turn down an opportunity, because you never know when that opportunity is going to be the thing that that really propels your career or changes what you're interested in, or leads you down a really interesting path.” And so I walked in the door, and I certainly was a little bit nervous, and perhaps had a chip on my shoulder about being the first woman to go through the program. Col. Naviere Walkewicz 23:18 Tell me what you mean by that. Chip on your shoulder. Chip on — you're like, “Why hasn't it happened yet?” Or chip on — like, “I have something to prove.” Col. Erin Staine-Pyne 23:24 Yeah, maybe I have something to prove, you know, like that, “I'm good enough to be here.” And what I learned, though, is, as soon as the program started, and I actually met the instructors and the people, you know, my classmates, the people that I'd be going through the program with, is it was completely unnecessary. They wanted nothing more than me to be, you know, wildly successful in the program. And so it just turned out to be such an opportunity and such a great experience. Col. Naviere Walkewicz 23:56 And I'm going to mention this because I'm sure that you won't, you end up being the top graduate from your Weapons School class. What did that look like through the program? You know? How did you earn that? And was it from different things you demonstrated as a leader? Like, what brought that forth? Col. Erin Staine-Pyne 24:14 Yeah, I think, certainly it's especially in the Air Force flying communities, like you have to do the work yourself, right? It's hard work. You have to study. There's a lot of academics, but I think at the end of the day, what's really important is that you understand that the team dynamics. You know you're going through the weapon school with eight or another eight or nine other people. Are you the person who sits down and helps somebody out when you're good at something and they're not? Are you the person who recognizes what the other teammates are really good at and take advantage of that? It's really about learning those individuals and building the team dynamics up that makes you successful in a program like that. Col. Naviere Walkewicz 25:00 Erin, I'm just thinking back on all the things that you've shared with me, just in the way that you are such a team minded person. You know at the Academy, you were the team captain. You know at weapons school, you're, you know, the distinguished graduate. That what they call graduate, yes, and so wing commander. I mean, I think there's this theme. What would you say is probably that most important characteristic that you carry then as a leader? Col. Erin Staine-Pyne 25:28 Yeah, it's, I feel like maybe this is a broken record with some other leaders, but I think it's empathy. I really do. I think one of the things I think about back to my Air Force Academy experience, is, you know, I had freshmen I was responsible for as a sophomore, or I had teammates I was responsible for as a team captain, and did I really get to know them? Like I knew them. But did I really get to know them? Could I really walk in their shoes for a little bit and practice empathy for them? And so it took me a long time to learn, like, what a skill it is to be able to see something from somebody else's perspective, and how you can use that when you're leading. But I'd say it now: It's a superpower. Col. Naviere Walkewicz 26:14 When have you found in your career that that could be really challenging, like the knowing that's such an important fabric in your being a leader but also having to balance the mission right? Can you share a story or anything? Col. Erin Staine-Pyne 26:29 Yeah, I really can. So one of the things that was challenging at McChord was our tempo, right? We were really busy, especially in certain mission areas, and so I could see the strain on some of my airmen. And the question is, how far can you push right like, how far can you push before it's too far and they really get unhealthy? And so I found myself — because I certainly feel empathetic towards them, I've been the person on the road all the time — I felt myself wanting to go to my MAJCOM and say, “You guys have to slow down for us, like you have to give us a little bit less mission.” And yet, at the time, they needed us to do more, you know. And so really trying to get into the details about how much workload can we sustain? How can we find different ways to share the workload across the wing that maybe we haven't thought of before? I found myself trying to find alternate ways to balance those two things that were really ahead with each other. Col. Naviere Walkewicz 27:41 Was that something that you had the opportunity to talk through or work through with someone, or is this something that you really kind of just had to dig in internally and figure out? Col. Erin Staine-Pyne 27:52 Yeah, no, it's a perfect example of digging into the team, right? Bringing the team back together. I had a great ops group commander who really understood the challenge. I had a planner who was the person who would really plan out the sortie pace, who really understood the challenge, and had great contacts at Air Mobility Command, like, No, I mean, we would bring a tiger team together to try to figure this out. And my job at that time was to give direction, remove obstacles out of the way, but then really let them at their expert level, dig in and try to come up with some solutions. Col. Naviere Walkewicz 28:29 That's fantastic. The team effort, everyone just kind of rallying around. So I'm curious on —because of the tempo of the roles you've had to be in and lead and experiences you've had, how has that impacted you? Your ability to be present with your family? How do you navigate that as a leader? Because I think that's something that leaders struggle with, like, how far do I go myself, and where am I willing to, you know, let things kind of go to the back burner. Col. Erin Staine-Pyne 28:54 Yeah, I think it's one of the hardest challenges out there, right? People talk about work-life balance. I'm probably of the ilk that I don't really think there's a such a thing, right? I think it's more of a like a sine wave curve, where you pay attention to your career at those really critical times that you need to and then when there's an opportunity to kind of, you know, pull the throttles back, you do it. And if you learn that early in your career, that there are those peaks and valleys, you can build a healthy career over time. So I would find that certainly, anytime you're in a leadership position, right, squadron commander, flight commander, wing commander, those are going to be the times when you're right at the top and right, you've got to find ways to incorporate your family into the job. Yes, what I would tell you, and then the other times you can focus more on what they want to do. But yeah, when I was a commander, I would — my husband was fully involved in the squadron. When I was a wing commander, I had a Pack n' Play in my office right for my little one, because I wanted to make sure I got plenty of time with her too, and I would find ways to incorporate that too, right? Col. Naviere Walkewicz 30:08 And you actually showed that human side in leadership. Col. Erin Staine-Pyne 30:11 Yeah. And I wanted my airmen to see it, to see that, you know, I wasn't all the time Air Force blue. We gotta go, go, go. No, I've got to find ways to make both of those things work Col. Naviere Walkewicz 30:25 In all those times when you were leading others, and, you know, working in a partnership with Frank, your husband and your family, when did you find time to take care of you? Like, what did that look like for you? Col. Erin Staine-Pyne 30:36 It was hard, it was hard, but I think what I did was I tried to find the things that gave me the most pleasure and prioritize those. So for me, it was, for example, I'm a soccer player, right? Anytime we were assigned to D.C., I joined my indoor soccer team and played soccer on the weekends, you know, or sometimes it was just curling up and reading a good book that had nothing to do with military. Like, finding some pleasure in the small things I do think we scheduled. Like, I never gave leave back. I think that's really important. That is such an importan — I always took advantage of my leave. And I would plan big things for it too, like, we're gonna go to Hawaii, or we're going to go to Europe, you know, we're going to do things and experience something else. So we have some of those really fun things to look back on. Col. Naviere Walkewicz 31:33 And when you took that leave, I'm curious, how did you navigate that space? As I'm a leader, am I reachable? Or what does that look like when you're on vacation? Col. Erin Staine-Pyne 31:41 Yeah, I think you have to be reachable. Yes. I mean, unfortunately, sometimes there are just things that happen that you have to be reachable. But I think you also try to set an expectation that the person running your squadron or your wing or your, you know, whatever organization it is, that they understand when those moments are like, “You're not calling me for the small things. You're calling me because something big has happened and it requires my attention.” Col. Naviere Walkewicz 32:11 No, that's perfect. So I'm as I'm thinking about your career, what is probably had been the most maybe rewarding, I'll give you an option, either, like, the most rewarding experience you've had as a leader, or maybe the most challenging, because I think, like, those kind of, you know, two ends of the spectrum really kind of forge us as leaders at times. Col. Erin Staine-Pyne 32:30 Yeah, well, I'll tell you what the most rewarding is, because it's really fun. It's actually, it actually still happens now is, like, the other day, I got a note from one of one of my he was a staff sergeant when he was in my squadron, and he reaches out to me, he says, he's retiring, and could I come to his retirement? And, “Hey, you were the best squadron commander I ever had in my 20-year career.” You know, something like a piece of feedback like that, like I could sustain on that for a really long time, that that and that you made an impact in somebody's life, right? And they remember maybe some of the leadership traits you exemplified and used them themselves in their career. I just think that's like the full professional, complete loop. Col. Naviere Walkewicz 33:15 Wow, what a perfect way to take us here. Because one of the things I like to ask all of my guests on Long Blue Leadership is, What is something you are doing every day to be better? I mean, you talked about, you know, how you kind of lean into, you know, those moments and really celebrate them and be reachable, etc. But I'm curious, what are you doing every day? Col. Erin Staine-Pyne 33:32 Yeah, I love this question, actually. So it made me reflect, “Am I doing something every day that will actually continue my own self-improvement?” And I think the answer is yes, but to be honest, right now, it's really focused somewhat inward on my family. Yeah. So I'm at that point in my career where I've spent a lot of time giving to the military, to the service, to whatever objective it was, and so today I am trying to be the best mom that I possibly can every single day. So I'll read a blog, a book, I'll talk to other moms, collaborate with her teachers. I'm really focused on trying to make sure I'm fully present as a mother, since I have the opportunity, because I was a little late to motherhood. Col. Naviere Walkewicz 34:22 Well, I mean, it sounds like a beautiful way to fill your own cup, right? Oh, I love that. Well, the other question we like to ask is, if you could turn back time and talk to your young self, or maybe just if you're thinking about cadets, and those who you know cadet hopeful is coming up and in, in today's day and age, what's something you would tell them to do now in the space they're in so they'll be better set up down the road? Col. Erin Staine-Pyne 34:45 Yeah, I would tell them not to self-limit. Like, don't — if you think about something that you want to do in your career, or if you think about an idea that is possible, but maybe you think right now, you know nobody would support it or whatever. Don't self-limit. Like, go after it and be willing to take risks in that career space too. So there's so much that a single airman can do in this service, and there are senior leaders who want airmen who are kind of bold and willing to take risk and really reach their full potential. So yeah, don't self-limit. Col. Naviere Walkewicz 35:26 What does that look like? Like, what does — I mean the idea of saying to myself, “OK, like, I'm just going to be really open to things.” Or, how do you put that into practice? Col. Erin Staine-Pyne 35:33 I think it means, if you want to apply for a program and you're like, “I'm not sure I'm going to get that.” Apply, right? Apply. If you are worried about going to pilot training and washing out, don't be like — go through it again. The system is designed now to really help you get through those programs and those experiences. So don't just, don't rule anything out in your own mind beforeyou know, let somebody else do the ruling out for you. Col. Naviere Walkewicz 36:04 Thank you for, I think, just expanding on that, because, you know, I think we can always look back, we know we're wiser and older now, right? And understand that. But I think actually, you made it so practical, and actually how you really do live that way. Yeah, thank you for that. Col. Erin Staine-Pyne 36:17 Yeah, absolutely. Col. Naviere Walkewicz 36:18 Oh gosh. Erin, I mean, this has been incredible. Has there been anything in your leadership journey that we haven't talked about that you would really love to share? Because I want to make want to make sure we have that time with you. Col. Erin Staine-Pyne 36:27 Yeah, I mean, you really hit some of the highlights, for sure. I just I've been so lucky to be part of so many great teams along the journey, and it's so interesting to see where you learn the biggest leadership lessons from, my opinion, is it hasn't necessarily been from some of those big successes. It's definitely been from the failures along the way. And so I just, I think seeing failure is that opportunity is really important. Col. Naviere Walkewicz 36:57 We talked about your cadet failure. Was there any other one in your, you know, in your professional career, post-graduation, that you did see? Col. Erin Staine-Pyne 37:04 I mean, I'm sure there were, yeah. I mean, Weapons School itself is a lesson in failing on a you know? One week you're completely failing, the instructors tell you how terrible you're doing, and the next week you're like, crushing it. Col. Naviere Walkewicz 37:19 Sounds like basic training a little bit. Col. Erin Staine-Pyne 37:22 A little bit, right? It's definitely emotional. And so, yeah, I just, I think there are lots of examples of “I know I didn't get it exactly right this time, and I'm just going to build on that for next time.” Col. Naviere Walkewicz 37:36 Oh, gosh. Well, thank you. I one of my favorite things about this time with you, Erin, is how you've navigated your career, but you've done it just even being in this room, like your smile is just effervescent. I have loved being in this room with you. Some of the lessons that I've taken away throughout this entire conversation: being transparent, being human. Just, I've seen it in just the work that we do together here at the Association & Foundation. I'm looking forward to seeing it in, you know, in this role that you're now with, with Merlin Lab, but I know you're going to be successful and the people that will get to work with you will just be thrilled, and will grow from that too. Col. Erin Staine-Pyne 38:10 Yeah, thanks, Naviere. I love what you're doing with the Long Blue Leadership podcast, with all the Association events. I really think you're helping to connect future leaders and current leaders, and I just think that's so important for what we're doing today. So thank you for what you're doing too. Col. Naviere Walkewicz 38:29 Thank you. Well, I just taken it from some of the lessons you were talking about. Meet them where they are, right? So that's what we're doing. Well, I want to thank you all for joining us today on Long Blue Leadership. You know, Erin Staine-Pyne, Class of '98 — she trained me, so you know I'm going to be good — But you know, the lessons permeate no matter where you are in your leadership career. Be human, be transparent, be present and then remember that your career, I think how you said it kind of on these waves. And so, you know, do what you need to do in the moment. You need to do them. And I think as long as you take care of yourself and take care of your people, you're going to be successful. So thank you again for joining us. Col. Erin Staine-Pyne 39:05 Thank you. Col. Naviere Walkewicz 39:06 And thank you for joining us on Long Blue Leadership. Until next time, I'm Naviere Walkewicz. KEYWORDS Air Force leadership, military leadership lessons, leadership failure, overcoming failure, accountability in leadership, transparency in leadership, empathy in leadership, leading through crisis, leadership during pandemic, mission versus people balance, building strong teams, mentoring airmen, women military leaders, professional development, resilience in leadership. The Long Blue Line Podcast Network is presented by the U.S. Air Force Academy Association & Foundation
Happy Mother's Day!
Because the Lord Jesus has abolished the dividing wall between Jews and Gentiles, the gospel must be proclaimed without distinction by Peter – and by us.
In this episode, Andrew and Maverick discuss the new film adaptation of 'Animal Farm,' exploring its ideological themes, character arcs, and the differences between the film and the original book. They delve into the portrayal of characters like Lucky and Napoleon, the film's hopeful message, and its critique of capitalism and communism. The conversation highlights the challenges of adapting a classic work while maintaining its core messages about power, revolutions, and societal structures. The discussion emphasizes the importance of understanding societal incentives and the impact of storytelling on shaping perceptions of political ideologies.----------Highlights:0:00 ‘Animal Farm' Introduction9:53 Opening Scene 12:21 Lucky20:53 Analyzing Orwell's Work1:02:48 Should Animal Farm be a kids film?1:12:50 Lasting Impact#animalfarm #andyserkis #filmreview #alostplot #animalfarmfilm
In this rich and inspiring conversation, Meg Rentschler welcomes Dr. Marcia Reynolds back to the show. A pioneer in the coaching industry and four-time guest, she discusses the newly released second edition of her landmark book, Coach the Person, Not the Problem. The conversation unpacks what drove the revision, her evolution as a coach and researcher, and a profound framework for what truly separates transformational coaching from transactional coaching. From identity coaching to the energetics of presence, this episode is a masterclass in what it means to coach at the deepest level. Join us!Dr. Marcia Reynolds, president of Covisioning LLC, is passionate about researching, writing about, and teaching people around the world how to engage in powerful conversations that connect, influence, and activate change. She was the 5th global president of the International Coaching Federation and was inducted into their Circle of Distinction for her many years of service to the global coaching community. Global Gurus recognize her as one of the top ten coaches in the world. She is the creator of the renowned WBECS program and Breakthrough Coaching, and a Master Certified Neuroplastician. Show Highlights:Reasons behind a second edition of Marcia's book, Coach the Person, Not the ProblemCoaching mastery is a path and a journey–not a destination.The difference between transformational coaching and transactional coachingBuilding your “curiosity” muscle vs. your “tell” muscleThe neuroscience of coaching, based on decades of adult learning researchUnderstanding the hidden places where you are judging others as “not as smart” as you areLetting go of “knowing” to be curious, present, and relentless with compassionLearning to be the coach who “takes it to the next level”Dr. Marcia's key takeaway for listeners: “Presence is more than paying attention. The deeper we go with our full-body, open, vulnerable presence, the more powerful we are.”Resources:Connect with Dr. Marcia ReynoldsWebsite, LinkedIn, Instagram, and Coach the Person, Not the Problem Dr. Marcia's other SCS episodes: Ep. 40-Emotional Intelligence in Coaching, Ep. 329-Coach the Person, Not the Problem, and Ep. 374-Breakthrough CoachingConnect with MegExplore the STaR Coach Show Mentor Program. We are enrolling NOW for this summer!Subscribe to the STaR Coach Show YouTube Channel!Explore over 480 past episodes and other helpful resources at www.STaRcoachshow.com. Mentioned in this episode:Enroll More Clients: Clarity SprintDo you love coaching, but when it comes to enrolling clients, writing your bio, or posting online, you freeze? Or fall into “coach speak” that doesn't actually connect? That's not a you problem. It's a messaging problem—and it's costing you clients. Join me for my free, live five-day experience: Enroll More Clients: Clarity Sprint. From March 16–20 at 9 a.m. Central, I'll help you get crystal clear on your ideal client, refine your message so it actually resonates, and create a confidence statement that makes booking a call the obvious next step. No fluff, just clarity, you can use immediately. Grab your free spot at: https://starcoachshow.com/5dayEnroll More Clients: Clarity Sprint
These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Nancy Hauge , Chief People Experience Officer Nancy oversees all "people" functions worldwide at Automation Anywhere, including talent acquisition, communication, total rewards, learning and development, engagement, DEI, and Social Impact. She brings more than 30 years of experience in senior leadership and management consulting roles. Prior to joining Automation Anywhere, she was the chief people officer at HotChalk, where she was responsible for all people functions, legal, and facilities. Before that, Nancy served as the SVP of global human resources and facilities at Silicon Image through its 2015 acquisition, and as SVP of human resources for K12 Inc. (STRIDE) through its 2007 IPO. She also has executive experience at Ruckus Network, Noah's New York Bagels, Gymboree Corporation and Sun Microsystems. She was recognized by HRO Today as CHRO of the Year 2023, for Innovation. Additional recognition includes being named by HR Leadership as one of the Top 100 HR Tech Influencers for 2021, by HRO Today as a Leader of Distinction in North America in 2019. She is also a recipient of the "Stevie Awards" for women in high tech and was named by the Silicon Valley Business Journal as one of the "100 Women of Influence" in Silicon Valley both in 2015. Nancy has served on the Board of Regents for Holy Names College and the Board of Advisors to The Cameron School of Business at The University of North Carolina, Wilmington. What you didn't know: Nancy started her career in comedy. Writing and performing. Of course, Nancy admits that she is lucky she wasn't very good at that or she would not be here today. Key Takeaways: 1. People Are the Most Unpredictable — and That's the Point Nancy's reason for still loving HR after 45 years: no two days are ever the same, because people will always surprise you. That unpredictability isn't a bug in the people function — it's what makes it the most creative, human-centered role in any organization. 2. AI Agents Should Do the Work Humans Shouldn't Have to Do The real promise of AI in HR isn't efficiency for its own sake — it's freeing humans to do what humans are actually best at. Reviewing resumes, scheduling interviews, and answering repetitive benefit questions should be automated. Creativity, judgment, and connection should not. 3. The Referral Agent Changes How Jobs Get Designed Automation Anywhere's referral agent is a glimpse at the future of workforce planning: as a new job description is written, AI maps it to existing tools in the catalog and recommends what else needs to be built. Jobs are no longer just roles — they're a design challenge. 4. The Future of Benefits Is Bespoke, Not Bulk Volume-purchased, one-size-fits-many benefits packages are a legacy model. Millennials and Gen Z expect benefits that match their actual life — their family structure, their life stage, their specific needs. Companies that don't move toward personalization will lose the talent war to those that do. 5. Benefits Are How You Reach Into the Family Nancy's reframe: benefits aren't just a compensation component — they're the one place a company can make an employee's family a partner in retention. When a company helps with a night nurse, fertility support, or postpartum care, the family notices. And families influence career decisions. 6. The Night Nurse Benefit Generated the Most Emotional Response of Nancy's Career Of all the benefits Nancy has implemented across 45 years, a night nurse support service for new parents produced the most extraordinary emotional response she has ever received from employees. It's a reminder that the highest-impact benefits often aren't the most expensive — they're the most human. 7. AI Agents Can Surface Benefits at the Exact Moment They're Needed The awareness and adoption problem in benefits is real: employees don't think about benefits until they need them. AI agents that detect life changes — a new dependent added to insurance, a leave request filed — and proactively surface relevant benefits solve this problem at scale, without requiring HR to monitor or manage it manually. 8. People Share More With Agents Than With HR — and That's a Feature Employees are more willing to disclose sensitive, personal information to an AI agent than to a human HR representative, because there's no fear of judgment or career consequences. That confidentiality drives benefit utilization and gives companies a more accurate picture of what employees actually need. 9. Great Alumni Are Part of the Benefits ROI Nancy's two-vector framework for benefits ROI — retention and human wellness — includes something most people skip: the alumni experience. The goal isn't just to keep employees as long as possible. It's to make them feel so well-cared-for that when they leave, they become ambassadors. That has real, lasting value. CHAPTERS: 00:00 – Introduction: Adam welcomes Nancy Hauge — whose favorite color is puce — and sets up a conversation with one of the most experienced people leaders in the series. 02:00 – Meet Nancy & Automation Anywhere Nancy introduces herself as Chief People Experience Officer and describes Automation Anywhere's AI agent platform — built to help enterprises manage agentic solutions across their entire tech stack. 04:00 – Why 45 Years in HR Never Gets Old Nancy's answer to what keeps her energized after four-plus decades: people are the least predictable thing in the world, which makes HR the most creative function in any business. 06:30 – The Greatest Innovation in HR Tech Nancy's take on the biggest recent leap: AI agents that remove human bias from processes, hand repetitive work back to machines, and free people to do what they're actually best at — creativity and problem solving. 09:00 – The Referral Agent: AI Redesigning Job Descriptions A specific innovation at Automation Anywhere: an AI agent that, as a job description is written, maps it to existing agents in the catalog and recommends new ones to build — fundamentally changing how work gets designed. 12:00 – The Future of Benefits Is Bespoke Nancy's bold prediction: one-size-fits-many benefits are on the way out. The next generation of workers — Millennials and Gen Z — expect à la carte, concierge-level solutions tailored to their life and their family, not volume-purchased packages. 15:00 – Benefits Reach Into the Family A reframe that changes how you think about total rewards: benefits are the one place a company can reach into an employee's family and make them partners in retention. That's a responsibility — and an opportunity. 17:30 – The Night Nurse Benefit The benefit that generated the most emotional response Nancy has ever seen in her career — a post-birth night nurse support service — and why the reaction from employees was extraordinary. 21:00 – AI Agents Driving Benefits Awareness How Automation Anywhere uses AI agents to proactively surface the right benefits at the right moment — detecting life changes like a new baby on insurance and prompting employees with relevant support before they even think to ask. 24:00 – Confidentiality & the Trust Factor Why employees are more likely to share vulnerable, personal information with an AI agent than with HR — no judgment, no performance review implications, no office gossip. And why does that drive benefit utilization? 26:30 – Justifying Benefits ROI on Two Vectors Nancy's framework: retention is one vector, human wellness and happiness is the other. And the goal isn't just keeping people — it's creating great alumni who leave saying the company genuinely cared about them. 29:00 – The 5-Year Century Nancy previews her upcoming book, co-authored with Automation Anywhere's CEO, publishing May 19th via Wiley — about how rapidly everything is changing and how AI agents are going to help humanity tackle its biggest challenges.
Popularized in the 19th century, the pre-tribulational rapture is the idea that millions of Christians will suddenly vanish before a future seven-year tribulation. This is one of the most widely held beliefs in modern Christianity—but is this teaching actually grounded in Scripture? Hank Hanegraaff examines the case on this episode of Hank Unplugged. Drawing from key biblical passages—including John 5, Matthew 24, 1 Thessalonians 4, 1 Corinthians 15, and Revelation 21—Hank argues that the Bible presents a very different picture: One unified resurrection of both the righteous and the unrighteousOne visible, final return of ChristOne redeemed creation, liberated together with the people of God Hank also explores: The historical roots of rapture theologyThe meaning of the “abomination of desolation” and first-century tribulationWhether Scripture supports a future seven-year tribulation or rebuilt templeMisconceptions surrounding “replacement theology”The true nature of the Church as one covenant people in Christ Rather than a secret rapture or a divided plan for Israel and the Church, Hanegraaff presents the biblical hope of resurrection, restoration, and the renewal of all things. Timestamp below:0:00 Introduction: The Imminent Rapture Belief0:35 What the Pre-Tribulation Rapture Teaches3:25 Is the Rapture Biblical?4:25 One Resurrection of All (John 5:28–29)5:35 The Real “Great Tribulation(s)” in History9:00 No Future Seven-Year Tribulation or Rebuilt Temple10:50 No Second-Chance Salvation after Christ's Second Appearing11:20 One Redemption: Creation and Our Bodies (Romans 8)12:40 What 1 Thessalonians 4:13–18 Actually Teaches16:00 Misreading John 14 and the “Mansions” Passage19:15 What about “Replacement Theology”?24:15 Reaffirming 1 Thessalonians 4:13–1827:00 Christians Must Test All Things, Holding to What's Good and True. For further study, see The Apocalypse Code: Find Out What the Bible Really Says About the End Times and Why It Matters Today https://www.equip.org/product/cri-resource-the-apocalypse-code-for-gift/ See also the many related articles at www.equip.org, including: “Apocalypse When? Why Most End-time Teaching Is Dead Wrong” https://www.equip.org/articles/apocalypse-when/ Which generation is “this generation”? https://www.equip.org/bible_answers/which-generation-is-this-generation/ Modern Israel in Bible Prophecy: Promised Return or Impending Exile? https://www.equip.org/articles/modern-israel-in-bible-prophecy-promised-return-or-impending-exile/Does the Bible Make a Distinction between Israel and the Church? https://www.equip.org/articles/does-the-bible-make-a-distinction-between-israel-and-the-church/ Listen to Hank's podcast and follow Hank off the grid where he is joined by some of the brightest minds discussing topics you care about. Get equipped to be a cultural change agent.Archived episodes are on our Website (www.equip.org) and available wherever you listen to podcasts.You can help spread the word about Hank Unplugged by giving us a rating and review.
© 2020-2026 Ivy Podcast Discovery LLC
