Podcasts about EI

AI (Artificial Intelligence) and EI (Emotional Intelligence) are two terms that have become increasingly popular in recent years. AI is the ability of machines to interpret data, learn from it, and make decisions without direct human input. Emotional intelligence is the capacity for a person to recognize, understand, and manage their own emotions as well as the emotions of those around them. When discussing AI and EI, it's important to note that they are two separate concepts, but they can work together in harmony. AI is best used for tasks that require information processing, data analysis, and decision making using big data sets. Meanwhile, EI helps humans create meaningful connections with one another and understand the emotional consequences of their actions. In this podcast episode, I'm going to help you understand how to connect both EI and AI to get the exact result that you want from your marketing. If you've been loving the Next Level Leap podcast, would you just stop what you're doing right now and give us a quick review? In the Library Tab under Shows, click on the podcast subscription and scroll down to Ratings & Reviews to give it a star rating. Click Write a Review, if you wish, then click Send when finished. We appreciate your review so much. Thank you! Website | Facebook | LinkedIn  | Youtube

In this podcast episode of the Work From Home Show, former Ohio congressman Dennis Kucinich is interviewed about his experiences fighting against a utility monopoly and corporate interests in Cleveland. He discusses his book "The Division of Light and Power" and the importance of protecting public ownership and assets from corporate interests. The conversation then shifts to Kucinich's role as the chair of the Congressional Progressive Caucus and his experiences working with Republicans during his time in Congress.  Dennis Kucinich's background and book [00:01:22] Congressman Dennis Kucinich talks about his book "The Division of Light and Power" and his experiences fighting against a utility monopoly and corporate interests in Cleveland. How citizens can fight back against privatization efforts [00:09:14] A third person asks how citizens can fight back against privatization efforts and Kucinich discusses the importance of asking questions and making issues out of undervalued public assets. The Cost of Privatization [00:10:24] Congressman Kucinich discusses the negative impact of privatization on taxpayers and rate payers in Cleveland. Corporate Interests and Political Corruption [00:13:15] Congressman Kucinich talks about the attempts of corporations to buy off politicians through campaign contributions and his personal experience with a bank's offer. Combatting Income Inequality [00:18:51] Congressman Kucinich suggests creating a jobs program to combat income inequality and ensure every able-bodied person has an opportunity to make a living. Full Employment Economy [00:20:03] Congressman Kucinich discusses the challenges of finding meaningful work with benefits, especially during COVID-19, and advocates for a full employment economy. Working Across the Aisle [00:21:17] Kucinich shares his experience of working with Republicans in Congress, including Tom Delay, to achieve common goals and emphasizes the importance of looking beyond party lines. Campaign Contributions and Community Organizing [00:24:54] Kucinich discusses the corrupting influence of campaign contributions and suggests that candidates should be careful about who they accept money from. He also highlights the power of community organizing to overcome the influence of money in politics. Speaker 1 (00:00:29) - Hey everybody. Welcome to The Work From Home Show. I'm Naso with Adam Schrader. Shout out to all our homies, homeboys, homegirls, home trans, all the work from Homers out there. Today. We have Congressman Dennis Kucinich on the show. You've probably heard of him, uh, if, if, if you've been around a few years, if you were around in 2004, 2008, that he was a presidential candidate for the Democrat Party. He's a Ohio Congressman from 1997 to 2013. He's the former chair of the Congressional Progressive Caucus. We'll talk a little bit about that. He's the author of the new bestselling book, the Division of Light and Power. So without further ado, Mr. Dennis Kucinich, thank you for joining us on the Work From Home Show. Speaker 2 (00:01:22) - Uh, thank you very much for the invitation. And you know, I know people sometimes have trouble with my name. I, it took me a year to learn how to pronounce it, but it is Kucinich and I did represent, um, uh, Cleveland area in the United States Congress for 16 years. The book that I've written, the Division of Light and Power, is the story of, uh, the beginning of my career when I went to, um, uh, this Cleveland City Council and had the opportunity, uh, as a young councilman, 23 years old, to, uh, explore the depth of involvement of various interest groups, and in particular, the, uh, political corruption that was going on to undermine the city's municipal electric system. And I was quite alarmed when I saw that. And I started to take very careful notes about, uh, the machinations of the political system working with a monopoly, uh, utility, uh, conspiring to, uh, sell, uh, the city's, uh, municipally owned electric system. So the book begins there at, uh, on, on with a blackout in December of 1969. And the lights keep going out. And when you find out why the lights keep going out, it's shocking. And so the story opens there, and it goes right until my election is mayor. And through those years, which, uh, describe the, the tremendous battle that took place between my office, the utility of monopolies, the banks, and the mob. Speaker 1 (00:03:05) - Wow, that sounds, that sounds scary. Let's, uh, let's talk a little bit more about that. I'm especially curious to learn more about, uh, just a little more detail on how you fought. Sure. Beat, uh, this utility monopoly and also the corporate espionage, espionage, and sabotage, bank co-conspirators, uh, organized crime. There were even assassination attempts, I believe. Speaker 2 (00:03:36) - Right? Exactly. Well, here's, here's the way it came out. Uh, Cleveland has had its own, uh, municipal electric system, public power, uh, since the turn of the 20th century. And, uh, it, it has competed side by side in a third of the city with a private investor owned utility. The Cleveland Electric Illuminating Company, uh, no, also known as C Ei. C EI tried to block the formation of Muni light right in its inception. At its inception. They were not successful in doing that. Over the years, though, they began to secretly plan and then execute a strategy to undermine the city's municipally owned utility by blocking repairs in the Cleveland City Council, which were needed to, um, uh, uh, to, uh, help the city's, uh, capacity to generate electricity. Uh, they, uh, also, uh, started a PR campaign with the general media who they, where they advertised heavily to attack and undermine the city's, uh, utility and public ownership. Speaker 2 (00:04:50) - Furthermore, uh, the city wouldn't, when the private utility successfully blocked any repairs to the city generators, the city had to turn outside and said, we've gotta buy power from somewhere else. The c e I blocked the city from buying power outside the city, and then the city could only get power from c e I and c EI tripled the cost, so they would run up the, uh, city's operating expenses. And then, uh, finally, we, we were fighting for connection, you know, in Texas, uh, Texas found out about, uh, the, uh, importance of being able to connect outside your territory for power if you know you have, uh, a shutdown as you know, your experience with Ercot in, you know, in the early part of this year, . Yeah, that was fun. And so what happened is that, here's the thing, every, you know, being connected to the grid nationally was vital for the city of Cleveland. Speaker 2 (00:05:54) - But c I blocked us from getting connected to the national grid, so we were isolated. So we had to rely on them for backup power in case we had an outage, which, you know, it was became likely because we weren't able to fix our equipment. And the book documents how some of the blackouts that the city experienced were actually created by C EI so that they could try to use that as an excuse to push the sale. And the public didn't understand this. They didn't understand why when the city needed a transfer of power from C ei, c e I operated that transfer in such a way to deliberately create a blackout on muni system. And that's all documented in the book. And so, you know, the kind of dirty tricks that went on were extraordinary. And c e I got their, you know, they got their comeuppance because the, uh, they were found by the nuclear regulatory commission to have violated numerous provisions of antitrust law. Speaker 2 (00:06:59) - And they, you know, they, they tried price fixing cutthroat competition. And in the midst of all this, the city council was going to sell our municipal electric system, even though they knew that, uh, c EI had been undermining it and was trying to buy our system for a fraction. I mean, this is, this is a story of something that is unprecedented in US history, that this would come out, uh, the kind of underhandedness that was going on with this utility, uh, all in the, in their plans to try to take over the city owned electric system. And so, it, it, some people have compared the book to the movie Chinatown, uh, which involved water, whereas this involves electricity. So I was elected mayor on a, on a platform to save our municipal electric system. I got elected, I canceled a sale, which had been, um, uh, consummated, uh, and, uh, you know, just, we, we just won that by the skin of our teeth, uh, uh, won the issue by the skin of our teeth. And the second part of the book opens up on this, uh, on the saga that happened, and how the, the utility monopoly, the banks and other corporate interests, uh, put a tremendous squeeze on the city to try to force me as the mayor to give up our electric system. Speaker 3 (00:08:24) - This sounds very similar to a lot of other bigger, not bigger necessarily, but other issues going on, on a, a national scale where the push towards privatization, where it seems like there's a lot of issues where politicians nationally are willing to let some programs just deteriorate and get worse and get worse, so that they can kind of push the whole, well, if the private sector did it, it would be better. Let's get it out of the hands of, uh, the government and give it to, um, private companies. How do we as citizens push back against that? Because, you know, like, if I don't agree with it and I need to talk to my congressional representative, I'm one of, you know, a couple million that they represent, or a hundred thousand that they represent, and I feel like just a, you know, throwing a pebble in a river, how does a normal citizen fight back against that? Speaker 2 (00:09:14) - Well, first of all, I wanna say that you have, uh, correctly identified the, uh, urgency of this book at this time, because there, there is, uh, increased privat, there are increased privatization efforts underway, and they will accelerate once the American rescue plan money, uh, dries up, uh, you know, in city after city. So first of all, you have to, you know, when you see a privatization effort underway, uh, start asking questions right away, like, why, uh, I will promise you that every privatization effort results in the public, uh, public assets being stolen, uh, you can make an issue out of how much is being paid for that, uh, electric system, water system, whatever. Because I will, I will guarantee you every municipal asset that's ever up for privatizations being undervalued. That was part of our story. It was, uh, for example, uh, the c EI was ready to purchase, uh, muni light in Cleveland for 88.1 million. Speaker 2 (00:10:24) - Uh, and, uh, we, we determined that the value of it was at, uh, at least a quarter of a billion dollars plus, uh, the loss to the taxpayers that would come when they, the taxpayers would've to pay the full rate. Plus the rate increases to the private utility would've to, uh, pay for street lighting and service to the city facilities to private utility, you know, and pay a premium price. And so taxes were gonna go up and, uh, rate payers who were forced to buy the private power would also see their, uh, budgets cut into by increased utility costs, privatization, uh, can, uh, and, and is often a nightmare for communities. This book shows how to fight it. But you, and the biggest and most important way is you have to do your homework. You have to do the research, and you have to pay attention to what's going on, not to what the media's saying, because all too often corporate media ignores the needs of the people and instead serves the needs of, of narrow economic interests that are gonna capitalize on a privatization. Speaker 2 (00:11:34) - Now, this battle in Cleveland, which was unprecedented, drew in a bank, uh, which told me on December 15th, 1978, that either you, the mayor, the bank will not renew the city's credit on loans. I hadn't been taken out. And so I had to make a decision what I stood for. I told them, no, it turned out the bank was a business partner of the utility. They stood to profit as well from the privatization, shocking. And the banks will check this out. So the people of Cleveland followed my leadership and, and increased their taxes. They taxed themselves more. They pay off the defaulted notes on loans I hadn't taken out. And when the tax passed, the banks who had proposed the tax to pay off the notes, and who said that if you pass the tax, we'll take out a default, they were Ned on their commitment and kicked the, kept the city into default until I left office. Speaker 2 (00:12:29) - And, uh, and in addition to that, uh, they had agreed to abide by the decision of the voters. And the question of people voted two to one to keep muni light, the banks in the corporate community turned around after the people voted two to one to say, Nope, you gotta sell that system, . I mean, this is, so I stood, I was 31 years old, and I stood against this crude, uh, extortionate exercise of corporate power that really was, you know, was so intent on having its way that they were prepared to destroy the city to get a, uh, a monopoly on electricity. But, you know, we stopped them , Speaker 1 (00:13:15) - First off, did the corporation, the electric company, did they try to pay you or buy you off? And how easy is it for corporations to buy off politicians? Speaker 2 (00:13:28) - Oh, it's called campaign contributions, big ones. No, I, I, I, you know, what, what happened was this, uh, uh, the, the day of default, the biggest bank told me, Hey, look, uh, if you go ahead with this sale, we'll give, we'll, we'll loan, loan the city 50 million, and you can do whatever you want with it. You know, you, it was like a, a express pass to reelection, you know, all of a sudden you could start paving the streets in gold. And, uh, but of course, you know, I knew, you know, they, they were asking, I mean, it was a fraud. They were, they wanted, uh, me to give up an electric system that was worth more money than the monopoly was ready to pay for it. And they were gonna let the city borrow more money. I mean, give me a break, you know, I was, as I said, I was a very young person. Speaker 2 (00:14:19) - I suppose they felt they could roll me at that point. You know, I looked younger than I, I was, and I think they probably, I had a certain amount of disbelief, cognitive dissonance, saying, oh geez, how can this be happening with this kid who's the mayor? You know, I was the youngest mayor in America at the time of any big city. But I, my, the task that I took on, uh, was one where I had to take a stand against these corporate interests that were determined to have their way, even if it meant, uh, uh, smearing the very city in which they operated. Speaker 3 (00:14:54) - I want to touch on you becoming mayor there. How, what made you, and it always amazes me, when people go into politics in general, like, I have a friend who's one of my best friends, is a mayor of a city here in Texas, but it's like a 2000 person town, so it's nothing like Cleveland. What made you decide, like, what was, I mean, was it the electric situation that made you think you should go into public office? Or what led you to think I should get involved in politics? Speaker 2 (00:15:22) - Well, you know, I, I entered politics at the age of 20 as a candidate for city council. Uh, and I, I got involved because, you know, growing up in the air of the sixties, uh, the change was in the wind. And I felt the best way to change things was to go inside the system. And I've always felt from a spiritual standpoint that my life didn't belong just to me, uh, that all of our lives belong to community, that, uh, you know, while we can make our own choices, that we should always try to do something for the betterment of society and not just, uh, take care of, you know, take, yeah, we have to take care of our sal and you also need to think of others as well. So that was the spirit that I brought into public life, uh, not to, uh, uh, uh, do well, but to do good. Speaker 2 (00:16:17) - And I'm, um, uh, that brought me into, uh, contest for city council. I was elected on my second try by 16 votes. I beat an entrenched democratic machine to be elected to the council. And the story opens up on, uh, at Christmas time in 1969 with this holiday season blackout, which as we found out later on, uh, these blackouts were being created by this, uh, uh, private utility in their, as part of their scheme to take over the public system. So, you know, I, I started very early. I made a choice early to go on the inside. Um, and, you know, so I was motivated by, you know, wanting to be of service. And I still am. Speaker 1 (00:17:02) - Shifting gears just a little bit. You chaired the Congressional Progressive Caucus to lessen income inequality way back in the early two thousands. The latest figures I've seen, income equality has only gotten worse. Can you explain why that is and what the initial goal of the C P C was and what's gone wrong with it? Speaker 2 (00:17:28) - Well, you know, first of all, uh, the Congressional Progressive Caucus has had, uh, you know, a number of really important leaders, including Bernie Sanders, uh, uh, Pete DeFazio, uh, and others. And the purpose of the caucus was to present, um, a different approach to management of the government's resources. So we presented our own budget, which emphasized healthcare and education and housing, uh, and Deemphasized war and, and, you know, and military spending. Uh, the whole idea was about, you know, revisiting our, uh, what's what is necessary to support people in our society, uh, to support their, their existence. So this, this caucus, uh, has members who are quite diverse in their politics. Uh, and occasionally they'll vote as a block on certain issues in Congress. Uh, you know, it, it may happen less and less now, uh, there's a lot more pressure in Congress now that things are much more polarized, and, uh, every organization within the Congress is perhaps more fractionated than it's ever been. And so that, that is indeed a problem. Speaker 3 (00:18:47) - So how did, how do we combat income inequality today then? Speaker 2 (00:18:51) - First of all, every able-bodied person should have an opportunity to make a living. Um, and if the private sector doesn't, can't provide the jobs, the public sector has to, I mean, we're in an interesting position right now in the Covid era where, uh, the economy is starting to move ahead. But, you know, there's so many job openings now. People, uh, are just, you know, getting back into a, a mode of, um, of, well, first of all, work's being redefined. And secondly, uh, there's a lot of jobs out there that are wanting. So, you know, it's a little bit different than it was a few years ago where the economy was being managed in such a way that a certain amount of unemployment was seen as being necessary, the proper functioning of the economy. We don't seem to have that right now, but I think that it would be good if the government, uh, created a jobs program and gave people an opportunity to do long-term productive work in restoring our environment and in, uh, in helping to repair our infrastructure. Speaker 2 (00:20:03) - Uh, you know, I'm, I I, and the other thing is that having work with no benefits is, you know, quite a challenge. Uh, people, uh, uh, are finding that the cost of healthcare is extraordinary, and being able to meet your healthcare needs of your family might be almost impossible, even though you may have a job that is paying you more than $15 an hour. So you, you know, it's, it the, um, COVID added a, uh, a layer of complexity to this question of, uh, of employment and, and meaningful work. And, um, it's gonna, I think, take a while to sort that out. But I think our polar star has to be a full employment economy with, uh, meaningful, productive work available to all those who are able to work and with, uh, supportive systems for those who can, for no fault of their own, cannot work. Speaker 1 (00:20:58) - You touched on the polarization in Congress right now. When you were in Congress, was it more friendly? Were people more friendly? Were Republicans more friendly to you? Did people, were politicians more willing to work together, or? Well, Speaker 2 (00:21:17) - Let, lemme tell you, it, it, you know, yes and no, uh, uh, you know, there's always a certain amount of political polarity that that exists. I mean, the very basic, the very basis of a two-party system is by its definition polarized. You have Democrats have Republicans, and for some people, never the twin shall meet. Uh, I did it differently. I worked on both sides of the aisle, and as a result, I had the opportunity to make, uh, uncommon friendships with, uh, people on the Republican side, including those in the Texas delegation. Uh, you know, when I, I mean, I'll tell you a story. To give you an example. The Clinton administration was looking for authorization to continue the bombing of, um, Serbia. Uh, and they were, you know, and to keep the war going over there. And I was, I was opposed to that. So, uh, they, the authorization I think, was Senate Joint Resolution 21 came up in 1999, and I was trying to figure out a way to defeat it. Speaker 2 (00:22:26) - And finally, I came upon a plan that would've required the help of the Republicans. So I went to Tom Delay and I explained to him, uh, what my objective was. Now, he may have had some political, uh, strategy in mind, but the long story short is we put together a coalition of Republicans and Democrats, and we stopped the war. Now, somebody would say, well, delay would never go along with something like that. Well, he did, and we worked together, and we stopped a war that was, that should have never been fought by. And so, uh, you know, I'm, what I'm saying is that forget about party, forget about ideology, look to what your goals are and see if you can find a way to get alliances at certain times and places. And you might be surprised. So I never, um, you know, when, when people, you know, when I'm looking for Ally, I don't care about Party at all. Speaker 2 (00:23:24) - I mean, I've worked with Ron Paul on so many of Texas, so on so many issues of foreign policy. And we found that, well, we had differences in domestic policy. We work together to try to limit us involvement in these, in these wars. And, you know, the, that's why I'm saying there might be polarization today, but it's often mindless people, you know, need to talk to one another and find out what they actually stand for. . And like in any family, you may not agree even within a family with each other on something. And it could be very important, you look to those things you can't agree on, and that's where you do your work. And so that's what, you know, that was my approach in Congress, and I think that approach could still work. Today. Speaker 3 (00:24:10) - We've talked about kind of money in politics being an issue in buying off politicians. You look at what's happening today in, you know, congressional races, especially presidential races. I mean, you see campaigns spending, you know, a billion plus dollars for a job that makes $400,000 a year. And, you know, there's a whole lot more to it than, you know, just that, just the job and the salary. You know, obviously being president has so much power in it, and you also see it in congressional races where money from all over the country flows into one specific state. How do we keep our politicians in a way that the community can still show their support for them, but they're not being completely bought off? Speaker 2 (00:24:54) - Well, you know, going back to the book, uh, the Division of Light and Power, uh, when these corporations had their interest, I never went to them for money. So nobody forces an elected official or somebody running for office to go to a certain group and say, Hey, give me money. I mean, that's where it begins. And when they do give money, nobody forces you to take that money if they offer it to you. So, you know, it's not as though, uh, we're just helpless cuz those who aspire off have to be very careful about, uh, who is, uh, providing contributions to them. And to make sure that you can be independent of those contributions and function autonomously with, without, uh, um, without the, uh, large Jess, which comes into campaign coffers. And that is very tough. And what I'm prescribing here is not easy, but the book that, you know, the Division Light and Power points out, that when people organize at a community level, they can overcome almost any interest group. Speaker 2 (00:26:02) - But, you know, it's the organization and the knowledge of what is actually happening that empowers people to overcome the influence of money. I mean, I was, you know, we were heavily outspent in Cleveland on the, uh, on, on every election that involved either, either, um, uh, you know, either with my name on the ballot or an issue oriented election. We were heavily, uh, outspent, but because we aligned with the popular interest and how people understand their interest, we won anyway. Now, I eventually was defeated in 1979 because the banks kept the city into default, and people at that time did not understand why despite having paid, uh, uh, more money on their taxes, we were still in default. But years later now, the people of Cleveland understand it. So yeah, campaign contributions have, can totally corrupt the system, but no one forces these candidates to take that money. And if they do take the money, then that needs to be noted by the voters, uh, to see if those interests align with the, uh, more specific concerns of, uh, the electorate. Speaker 1 (00:27:15) - That's Congressman Dennis Kucinich. Dennis Kucinich, thank you so much for joining us on The Work From Home Show. Your latest book is called The Division of Light and Power, the Division of Light and Power and your website dot, uh, Speaker 2 (00:27:31) - Well, they, they, they can, uh, go to, um, finny avenue books.com, uh, where they can purchase a book through many different links, or they can go to, um, Barnes and Noble, target, Amazon. There's a whole list of, uh, of places you can get the book, go to your local bookstore and ask for it. And then if you don't, they don't have it, uh, in stock, they'll order it. Uh, and you'll have it shortly. Speaker 1 (00:27:59) - And your website is percentage.com Congressman Dennis Kucinich, any final thoughts you want to share with our listeners or anything else you wanna promote? Speaker 2 (00:28:08) - No, I mean, I appreciate being on your show and, you know, and this virtual book tour that I'm doing from house to house, uh, with your help is, is very important. I mean, this book, uh, it took me 40 years to write it. Uh, it is thoroughly documented and I've been told that there's never been a book quite like this that explains, uh, the political process from an insider's point of view. And again, you know, it's one thing to fight City Hall from the outside. Uh, try fighting City Hall when you're the mayor. . Speaker 1 (00:28:42) - Yeah, completely understood. This is a wild, wild story. I'm gonna have to check out the book. So, once again, the Division of Light and Power, get the book on Amazon, Barnes and Noble, wherever you get your, your books. Congressman Dennis Cinj. Thank you once again for joining us on the Work From Home Show to all our listeners. Check us out at work from home show.com. Email us if you have any questions. Hello, at work from home show.com. You can follow us on all social media, leave us a review on whatever podcasting platform you use. And until next week, keep on working from home.

Eerst betekende een kloppend hartje een zelfstandige bloedsomloop, maar toen de foetus zichtbaar werd op de echo veranderde dit. Een foetus kon opeens een kloppend hartje hebben terwijl zijn bloedsomloop nog geheel afhankelijk is van de zwangere vrouw. Wij zien een zwanger persoon immers als twee personen in plaats van een verstrengeld leven.Het kloppend hartje is een van de vele voorbeelden die Trudy Dehue aanhaalt in ‘Ei, foetus, baby', haar boek over de geschiedenis van zwangerschap. Zij stelt voor om zelf het initiatief te nemen in de verstrengeling tussen technologie en taal, en de abortuspil te vervangen door de allroundpil.Productie: Kees van den Bosch, Anna Stibbe en Noa FuksZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

“To know thyself is the beginning of wisdom.” - SocratesHow can you know what you are “called” to do and who you are “called” to be?Gregg Levoy, the former behavioral specialist at USA Today and a regular contributor for Psychology Today, strikes right to the soul as he sharpens our senses to cut through the distractions of everyday life and hear the calls that are beckoning us.If you think that's difficult – you're right! Gregg simplifies and targets how to satisfy our longings to make a difference – for ourselves and others.Top Takeaways:- Curiosity is a SUPERPOWER- As Socrates says, “know thyself.” Make it a habit to practice ongoing self-reflection.- The key to EI is your ability to manage paradox. To hold the tensionbetween opposing ideas.FREE: VALERIE'S VOICE MONTHLY TIPS:FREE: ASSESSING YOUR PROFESSIONAL PRESENCE QUIZwww.valerieandcompany.comEmail Valerie to learn more about MONDAY MORNING LEADERSHIP FORWOMEN COURSE CURRICULUM - valerie@valerieandcompany.comFollow Valerie Sokolosky Online: Listen and watch Doing it Right the Stories thatMake Us- https://bit.ly/3EtAGMUSubscribe, rate, and write a review on Apple Podcast- https://apple.co/2SHDDmoSubscribe on Google Podcast- www.youtube.com/valerie and companyhttps://www.facebook.com/ValerieAndCompany

Unter den Osterglocken will der Dinosaurier in das Loch schlüpfen, in dem das Ei gelegen hat. Wird es ihm so gelingen, zurück ins Erdmittelalter zu gelangen? Der blaue Hase hilft mit! Aus der OHRENBÄR-Hörgeschichte: Dinosaurier und blauer Hase – je kleiner, desto schrecklicher (Folge 6 von 7) von Hanna Johansen. Es liest: Gabriele Buch.

EI editor Omar Karmi analyzes what comes next for Palestinians.

Der Dinosaurier fasst seinen Wunsch genauer: Er möchte 140 Millionen Jahre zurückreisen in die Zeit, aus der er kommt. Wo hat das Ei gelegen, aus dem er geschlüpft ist? Hilft das? Aus der OHRENBÄR-Hörgeschichte: Dinosaurier und blauer Hase – je kleiner, desto schrecklicher (Folge 5 von 7) von Hanna Johansen. Es liest: Gabriele Buch.

May is Mental Health Awareness Month, and where mental health and the workplace intersect, you'll often find emotional intelligence. Libbo Crosswhite is a counselor and leadership consultant, and she answered our questions about how EI factors into management, whether it's innate or learned, and why these conversations are happening in offices everywhere.

Tämän jakson piti olla läpikäynti Pekka Saurin itsetutkiskelevasta ja filosofisesta teoksesta Onnen harha, ja sitähän tämä osittain olikin. Lopulta siitä tuli pohdinta siitä, mitä todellisuus loppujen lopuksi on. Ei siis maailmankaikkeus, vaan todellisuus. Putositko kärryiltä? Ei hätää, Pekka selittää lisää tässä jaksossa. Tervetuloa kuuntelemaan. --- Valaisusetti: bit.ly/30vMf53 Kamera: bit.ly/3lRXY64 --- ▶️ Jaksot videon kera Youtubesta: http://www.youtube.com/c/Futucastpodcast

Streit über den neuen Besteller "Melody" von Martin Suter, Spaß mit dem Live-Publikum in der Empore in Buchholz und ein echtes Foto-Finish beim Buch-Quiz. https://ndr.de/eatreadsleep Mails an: eatreadsleep@ndr.de Den Newsletter gibt es hier: http://ndr.de/eatreadsleep-newsletter Und hier gibt es eine Übersicht der Lesekreise: http://ndr.de/eatreadsleep-lesekreise Podcast-Tipp: "Bosettis Woche" https://www.ardaudiothek.de/sendung/extra-3-bosettis-woche/10358817/ Die Bücher der Folge: (00:05:17) Martin Suter: „Melody“ (Diogenes) (00:17:02) Sabrina Janesch: „Sibir“ (Rowohlt) (00:23:45) Teresa Präauer: „Kochen im falschen Jahrhundert“ (Wallstein) (00:30:17) Mathijs Deen: „Der Taucher“ (Mare) (00:44:48) Hillary Mantel: „Wölfe“ / "Falken" / "Spiegel und Licht" (Dumont) (Tipps von Mathijs Deen) (00:46:30) Alex Capus: “Susanna” (Hanser) Das Rezept: Quiche Lorraine ZUTATEN 250 Gramm Mehl 1 Stange Porree 160 Gramm Butter 1 Zwiebel 5 Eier 250 ml Sahne 150 Gramm gewürfelter Speck ZUBEREITUNG Das Mehl auf der Arbeitsfl äche verteilen, ein Ei und die Butter in die Mitte des Mehls geben und zu einem Teig verkneten. Anschließend den Teig mit Folie abdecken und mindestens 30 Minuten kaltstellen. Die Zwiebel in kleine Würfel schneiden und gemeinsam mit den Speckwürfeln in einer Pfanne anbraten. Dann gemeinsam mit dem klein geschnittenen Porree, den restlichen Eiern und der Sahne in einer Schüssel verrühren. Mit Salz und Pfeffer nach Belieben nachwürzen. Den Teig ausrollen und in eine Quicheform geben und an Rand und Boden festdrücken. Die Mischung für die Füllung in die Teigform gießen. Bei 180 Grad für etwa 30 Minuten im Ofen backen.

„Mamma, hann er í kjól“ - Hólmsteinn Eiður Guðrúnarson Hann er næstum því sextugur, gagnkynhneigður, giftur í tæpa þrjá áratugi, með tvær háskólagráður, starfar í leikskóla og byrjaði að notast við varalit, naglalakk og kjóla fyrir nokkrum árum. Hólmsteinn Eiður Guðrúnarson segist beita sínum karllægu forréttindum á þennan hátt til að hafa jákvæð áhrif á börnin sem hann starfar með en fyrst og fremst vegna þess að honum líður vel þannig. Honum er nákvæmlega sama hvað fólki finnst um hann og segist almennt fá stuðning fyrir að rjúfa hefðbundinn ramma karlmennskunnar. Enda telur hann það vera karlmennsku að geta staðið utan við hina hefðbundnu ímynd.    Umsjón: Þorsteinn V. Einarsson Tónlist: Mr. Silla - Naruto (án söngs)   Veganbúðin, BM Vallá og ÖRLÖ ásamt bakhjörlum Karlmennskunnar bjóða upp á þennan þátt.   . . . Þú getur stutt við frekari hlaðvarpsþáttagerð og fræðslumiðlun á samfélagsmiðlum með því að gerast bakhjarl á karlmennskan.is/styrkja

Bio Dr. Dorothy A. Martin-Neville, Ph.D. has risen from an orphanage and growing up in the housing projects of So. Boston to founding 5 companies. As an author, speaker, and leadership coach/confidant, she is said to "hold your heart while she kicks your ass" in calling her clients to their highest and best selves creating success, freedom, and the ability to dream bigger than they ever imagined.   Program Notes:   Join us as Lesley and Dr. Dorothy discuss: Her unusual life path that taught her “Anything is Possible.” Women are being called to leadership. If you're going to be a leader you must stay ahead of your vision or your vision will run over you instead of being led by you. Her best-selling book: Real women change the World—Letting the good girl die so the real woman can live.  The need to sometimes become a hero sometimes to give a person someone to believe in until they don't need you anymore. What women bring to the table that businesses need today.  How to have a dream and grow into a woman who can actualize and sustain it.  Tools for Mindfulness, EI, & States of Being Website: askdrdorothy.com Facebook profile https://www.facebook.com/askdrdorothy Instagram profile https://www.instagram.com/askdrdorothy/ LinkedIn profile https://www.linkedin.com/in/dorothymartinneville/

Generation X, born between 1965 and 1980, occupies a unique position in the workforce. As the group is sandwiched between Baby Boomers and Millennials, Gen X leaders have experienced the evolution of leadership styles, technology, and workplace culture. Today, their leadership is instrumental in bridging the generational gap, fostering inclusivity, and adapting to the rapidly changing world. This article will delve into the diverse perspectives that Gen X leaders bring to the table, focusing on adaptability, empathy, and the importance of emotional intelligence in effective leadership. Adaptability: Navigating the Changing Landscape Gen X leaders grew up witnessing significant technological, economic, and social changes. As a result, they possess a high level of adaptability and resilience, which is crucial in today's fast-paced and uncertain world. With the rise of the digital age and globalization, Gen X leaders have successfully embraced new technologies and adapted to various management styles, making them effective leaders in navigating the changing landscape. To cultivate adaptability, Gen X leaders must: Be open to change and continuously learn new skills. Foster an environment of innovation and creativity in their teams. Encourage collaboration and communication across generations. Embracing Diversity and Inclusivity Gen X leaders value diversity and inclusivity in the workplace, and as such, they seek to create environments where individuals from different backgrounds and cultures can thrive. By fostering a culture of acceptance and belonging, Gen X leaders contribute to a more innovative, creative, and effective workforce. To enhance diversity and inclusivity, Gen X leaders should: Actively promote diversity in recruitment and promotion processes. Ensure that employees from diverse backgrounds feel valued and supported. Implement training programs to increase cultural competence and understanding. Empathy and Emotional Intelligence: The Heart of Effective Leadership Emotional intelligence (EI) is the ability to recognize, understand, and manage one's emotions and the emotions of others. Empathy, a key component of EI, allows leaders to understand their team members' emotions, needs, and perspectives. Gen X leaders' emphasis on empathy in the workplace fosters a sense of trust, loyalty, and collaboration among team members. To strengthen empathy and emotional intelligence, Gen X leaders can: Practice active listening and strive to understand others' perspectives. Share their own emotions and vulnerabilities to create an environment of psychological safety. Offer support and guidance to team members during challenging situations. Conclusion As the world continues to evolve, Gen X leaders stand at the forefront of change, blending the best of traditional and modern leadership styles. Their adaptability, focus on diversity and inclusivity, and emphasis on empathy and emotional intelligence make them uniquely equipped to guide their organizations through uncertain times. By nurturing these qualities, Gen X leaders can create work environments that foster innovation, collaboration, and success for generations to come.

Today we're excited to dive into a topic we've been very curious about with a guest we've had the pleasure of interviewing previously. Tom Davis, DNAP, MAE, CRNA is an Air Force-trained CRNA with a lot of high-level experience in anesthesia, and throughout his CRNA career, he's really focused on two aspects of the profession: healthcare leadership and patient safety. In doing this, he's learned so much about emotional intelligence and the role it plays in creating a preferred workplace. He joins us this episode to define emotional intelligence, explain why listening is crucial, and help us better understand how we can improve our own EI.   Here are some of the things you'll learn on this show: What does emotional intelligence look like? 5:11 The role that emotional intelligence plays in the workplace. 8:04 Why listening is at the heart of emotional intelligence. 11:32 Level 3 and Level 4 listening is so important in connecting with people. 17:45 How emotional intelligence can help improve the CRNA shortage. 21:53 What is the ‘drama triangle'? 25:25 Amygdala hijack and the emotional response that happens. 33:24 The behavioral continuum and how it impacts what you think, say and do. 42:41 What's the best leadership style for the workplace and how can you bring in emotionally intelligent people? 46:46   Visit us online: http://beyondthemaskpodcast.com  Get the CE certificate here: https://beyondthemaskpodcast.com/wp-content/uploads/2020/04/Beyond-the-Mask-CE-Cert-FILLABLE.pdf

Les journalistes, correspondants et experts de RFI répondent également à vos questions sur la progression de l'État islamique dans le nord-est du Mali, sur un plan contre l'immigration clandestine à Mayotte et sur les conséquences de l'affaire Sadio Mané. Guinée : polémique autour des obsèques de l'ex-première dame Les obsèques de Djénè Kaba Condé, décédée à Paris le 8 avril 2023, ont suscité des tensions entre l'ancien président Alpha Condé et son successeur Mamady Doumbouya. Comment expliquer ce bras de fer ? Qui était censé rapatrier le corps ? Avec Matthias Raynal, correspondant de RFI à Conakry. Football : les conséquences de l'affaire Sadio Mané Pour avoir frappé au visage son coéquipier Leroy Sané après la défaite du Bayern Munich contre Manchester City en quart de finale de la Ligue des champions, Sadio Mané a été suspendu pour un match. Cette mauvaise ambiance au sein de l'équipe peut-elle avoir des conséquences sur leurs performances pour le match retour ? Avec Antoine Grognet, journaliste au service des sports de RFI. Mali : montée en puissance de l'État islamique au Grand Sahara En prenant la localité de Tidermène et en isolant Ménaka, l'EIGS renforce son implantation dans le nord-est du Mali. Comment expliquer cette avancée en seulement un an ? Peut-on craindre la prise de Ménaka par l'EIGS dans les jours à venir ? Avec Wassim Nasr, journaliste à France 24, spécialiste des mouvements jihadistes. Mayotte : un plan secret contre l'immigration clandestine L'État français envisagerait une importante opération policière à Mayotte pour lutter contre l'immigration illégale. Quels sont les objectifs de ce plan ? Pourquoi les autorités comoriennes sont-elles opposées à cette opération ? Avec Pierre Olivier, journaliste au service France de RFI.

Feedback can get pretty muddy.  Listen as I reference Rush and Sheldon and put into real life context how this looks.     Handouts for Parents and EI providers

We are no strangers to inflation, with the cost of living soaring to new records. But what's really causing inflation? Where are our dollars going and what's the impact on the economy? On today's podcast, David Macdonald, a senior economist at the Canadian Centre for Policy Alternatives, returns to discuss his research on why we see inflation and who benefits. David also shares his thoughts on employment, where wages are headed, and whether credit card debt will continue to trend upwards. Tune in for a very informative discussion! Related Links: Podcast 319: CERB Transition to EI https://youtu.be/piEhsYgWU8I Podcast 114: Basic Income, Is it a Silver Bullet for Poverty? https://youtu.be/mi3tWjg1bC4 Where Are Your Inflation Dollars Going Report: https://policyalternatives.ca/publications/reports/where-are-your-inflation-dollars-going David Macdonald on Twitter: https://twitter.com/DavidMacCdn Canadian Centre for Policy Alternatives: https://policyalternatives.ca/ Episode 435 December 31, 2022, Year-End Predictions show, https://youtu.be/3i22JpmcozY Statistics Canada Consumer Price Index Portal: https://www.statcan.gc.ca/en/subjects-start/prices_and_price_indexes/consumer_price_indexes Statistics Canada. Table 18-10-0004-01  Consumer Price Index, monthly, not seasonally adjusted https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=1810000401   Time Stamps: 1:34 What is Inflation and Where Is It Going 5:10 Who Benefits From Inflation? 12:42 Wages vs. Inflation 16:27 Is Unemployment Actually Low? 18:48 Why We Didn't Have the Great Resignation in Canada 24:30 Is Now the Best Time To Change Jobs? 27:10 Will Credit Card Debt Keep Going Up?

Themen der Sendung: Angespannte Lage in Israel nach Anschlägen und Raketenbeschuss aus Gaza sowie dem Libanon, Elfjähriger Junge mitschuldig an Tod von Zehnjähriger im oberfränkischen Wunsiedel, Mehrheitlich republikanischer Senat in Tennessee schließt zwei Abgeordnete der Demokraten aus, Weitere Meldungen im Überblick, Huldigung an das Ei, Das Wetter

Smart men repulse attractive women. And it's not because of their looks, status, or sex appeal either. But it's all got to do with failing to understand “EI.” Once you naturally tap into “EI”, flirting, dating, and relationships become a breeze — It's near effortless.  Not only that, “EI” isn't some new concept. It's been around since the 20th century, and celebrities like David Beckham, Leonardo DiCaprio, and Keanu Reeves all tap into “EI.”  And if you want to have a long-term, successful relationship, then you must understand “EI.”  In today's episode, I reveal how smart men can succeed at relationships with “EI.”  Listen now! Show Highlights Include: Why nerds are forced to settle for women who are way past their peak sexual market value (2:25) Are you a smart guy that just got married? Here's how to avoid “hell” commonly seen at the Year 3 mark of any marriage (2:52) How intelligent men can enhance their relationships by understanding “EI” (and “EI” has nothing to do with looks or sex appeal) (3:55) The wrong way to approach a relationship? Fall in love with her (20:30) How smart men sabotage their marriages by viewing their wife as a “sidekick” to their life's greater goals (23:27) Does your neediness, fear, or insecurity sabotage your success with women? Do you feel you may be unlovable? For more than 15 years, I've helped thousands of people find confidence, fulfillment, and loving relationships. And I can help you, too. I'm therapist and life coach David Tian, Ph.D. I invite you to check out my free Masterclasses on dating and relationships at https://www.davidtianphd.com/masterclass/ now. For more about David Tian, go here: https://www.davidtianphd.com/about/  Emotional Mastery is David Tian's step-by-step system to transform, regulate, and control your emotions... so that you can master yourself, your interactions with others, and your relationships... and live a life worth living. Learn more here: https://www.davidtianphd.com/emotionalmastery  

As an EI therapist, I tend to work along with the discipline styles my parents use. There are alternatives to time out or other discipline when you can see that a behavior or situation could become dangerous but has not yet, during "power struggles", if your child gets upset during transitions, or when they are stuck emotionally and you are unable to help them calm easily. Consider using some of these strategies rather than using "no" or putting a child in time out.  Visit my website at ⁠PlayTeachTalk⁠ for journal entries, YouTube videos, and short courses offered twice monthly to enhance language skills in young children-.or visit my YouTube Channel ⁠Tiffany Thompson - YouTube

“Trí tuệ cảm xúc (EI, EQ) là chỉ số dự đoán tốt nhất khả năng thành công của một người.”Kể từ khi được nhận định như thế bởi tác giả Daniel Goleman trong cuốn sách bán chạy nhất năm 1995, EQ vẫn thường xuyên được nhắc đến như một tấm vé vàng giúp ai đó thăng tiến xa. Hay nói như người xưa càng “biết người, biết ta” thì mới càng dễ có được điều mình muốn. Thế nhưng, có phải cứ EQ cao thì bạn sẽ tự khắc có trong tay một cuộc sống vui vẻ hạnh phúc?Thực tế cho thấy EQ cao cũng có mặt trái của nó. Trong một cuộc thử nghiệm tại Đức trên nhóm sinh viên gần 200 người, các nhà nghiên cứu thấy rằng: sau khi được cho xem một loạt các bức ảnh và yêu cầu mô tả cảm xúc của nhân vật trong các bức ảnh đó, sinh viên nào có khả năng thấu hiểu càng cao thì nồng độ hormone căng thẳng trong người họ càng lớn.Còn những mặt trái nào khác của EQ cao? Mời bạn tìm hiểu cùng host Diệp Khoa và Bích Hồ trong tập podcast này nhé.

Executive leadership in today's highly-complex innovation economy requires more than the traditional investment in IP, market transformation, and engineers. According to this week's Age of Adoption (formerly Raising Your Antenna) special guest, the most competitive, resilient startups depend on emotional awareness that begins at the C-Level. This is particularly true in the wake of the Silicon Valley Bank's collapse in March 2023, whereby bank executives made a series of risky decisions with little oversight, leading to the frantic withdrawal of over $40 billion from depositors and culminating in the bank's failure.Join us, alongside Jon Bonanno, Managing Partner at Strategic Operating Partners, as we dive into what individuals, investors and the world's most innovative companies must do to capitalize on the momentum of the Age of Adoption and lead the new age: How corporate leaders can leverage emotional intelligence to distinguish themselves and drive business success in the wake of the Silicon Valley Bank crisis and the continued uncertainty following its failureThe opportunity and responsibility that corporate leaders have to support the decarbonization of developing nations to fight climate change in an increasingly globalized world The key trends that forecast the future direction of the climate tech market and lessons learned from previous transformations in the sectorInterested in learning more? Visit ageofadoption.com to understand more about this transformative era and to explore Antenna Group's curated eBook series covering topics from Environmental Justice to ESG Leadership and more. 

Gaslighting is a form of psychological manipulation where an individual seeks to sow seeds of doubt in a person's mind, making them question their own memory, perception, or sanity. It can be challenging to recognize and deal with gaslighting, but cultivating self-awareness can be a powerful tool to combat this toxic behavior. In this blog post, we will explore strategies to enhance self-awareness and protect yourself from the harmful effects of gaslighting. Understand Gaslighting The first step in combating gaslighting is understanding what it is and how it manifests in various situations. Common gaslighting techniques include denying previous events, twisting your words, projecting the gaslighter's issues onto you, and trivializing your feelings or experiences. By recognizing these tactics, you can better defend yourself against manipulation. Develop Emotional Intelligence Cultivating emotional intelligence (EI) allows you to identify, understand, and manage your emotions effectively. Strengthening your EI can help you maintain self-awareness when dealing with gaslighting attempts. To enhance your EI, practice active listening, empathize with others, manage stress, and reflect on your emotions regularly. Keep a Journal Documenting your thoughts, feelings, and experiences can be a valuable way to maintain self-awareness and track any instances of gaslighting. By consistently journaling, you create a record of events that can help you differentiate between reality and manipulation. Trust Your Gut Your intuition can be a powerful tool in recognizing gaslighting. If you feel that something is off or that you're being manipulated, trust your instincts. While it's essential to remain open to constructive feedback, remember that your feelings and perceptions are valid. Seek External Validation Reach out to trusted friends, family members, or even a professional therapist to share your experiences and gain their insights. They can provide you with objective perspectives and help you identify gaslighting behaviors. Set Boundaries Establishing clear boundaries is crucial to maintaining self-awareness and protecting yourself from gaslighting. Communicate your limits and let others know when they have crossed them. Be assertive in enforcing your boundaries and prioritize self-care. Educate Yourself Invest time in reading books, articles, and watching documentaries about psychological manipulation, emotional abuse, and gaslighting. The more knowledge you have, the better equipped you will be to recognize and address gaslighting. Practice Mindfulness Mindfulness meditation is an effective way to enhance self-awareness and stay grounded in the present moment. Regularly practicing mindfulness can help you stay connected to your emotions and thoughts, making it harder for someone to manipulate your perceptions. Build a Support Network Having a strong support network can be invaluable in combating gaslighting. Surround yourself with people who uplift and empower you. Their encouragement and validation can help you stay strong in the face of manipulation. Conclusion Cultivating self-awareness is key to recognizing and dealing with gaslighting. By understanding the nature of gaslighting, developing emotional intelligence, trusting your intuition, and building a strong support system, you can protect yourself from psychological manipulation and maintain your emotional well-being. Remember, you have the power to stand up against gaslight Give your support to the Self Aware Leader Podcast by rating us on Apple Podcasts or awarding us a 5-star review on Spotify. Stay connected and join our growing community by following us on Instagram at @selfawareleaderpodcast and on Twitter at @abqjasonrigby. Your engagement helps us continue delivering thought-provoking content and inspiring stories for leaders like you.

Brittney-Nichole Connor-Savarda, author of The EQ Deficiency, is an authority on emotional intelligence and awareness, has over 15,000 hours of practical experience under her belt, and lives her purpose as a catalyst for change. Brittney-Nichole earned degrees in education and psychology and is certified as a Neuro-Linguistic Program (NLP) practitioner and HeartMath trainer.  In addition, she partners with executives and their teams to solve the people problems that are holding them back from innovation and people-centered success. This is one of the most interesting podcasts I've done, as we dive into ego, trauma, emotional intelligence, and more. Don't miss this show.   Resources:  https://www.thecatalyst4change.com/ https://www.ei-magazine.com/ https://www.linkedin.com/in/brittney-nichole-connor-savarda-2b5737137/ https://www.linkedin.com/company/the-emotional-intelligence-magazine/ https://www.facebook.com/brittney.connor2321/ https://www.facebook.com/The.EI.Magazine

In today's episode of the FMC podcast, we are joined by the man who coined the phrase "emotional intelligence" more than 25 years ago with his best-selling book on the topic, Mr. Daniel Goleman. He is a frequent speaker to businesses of all kinds and sizes, and has worked with leaders around the globe, examining the way social and emotional competencies impact the bottom line. Goleman tells how the topic and the need for EI is resonating louder than ever, as employers place a premium on soft skills. Key takeaways on meditation, how to stop certain people from putting you in a bad mood and the truth behind left- and right-brain science. We cover it all, in 30 minutes. Links: Subscribe to our YouTube Channel: https://www.youtube.com/channel/UCtAgPpCfVna29Xz6FpoKBZQ Jaci Clement's LinkedIn: https://www.linkedin.com/in/jaciclement/ Link to newsletter signup: https://www.fairmediacouncil.org/newsletter-signup/ Daniel Goleman's LinkedIn: https://www.linkedin.com/in/danielgoleman/ Daniel Goleman's website: https://www.danielgoleman.info/ If you're interested in being an FMC Fast Chat guest, please send an email to bookings@fairmediacouncil.org Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to Episode 1,119 of the Arete Coach Podcast, where your host, Severin Sorensen, engages in a captivating conversation with our distinguished guest, Robin Hills, hailing from the UK. Robin is a renowned executive coach, business psychologist, and emotional intelligence expert, serving as the principal at EI4Change.com. EI for Change is a company dedicated to educational training, coaching, and personal development, with a focus on emotional intelligence, positive psychology, and neuroscience. In this insightful episode, aptly titled "Do It, With Emotional Intelligence," we delve into the critical aspects of emotional intelligence and positive psychology, emphasizing the significance of EQ in our lives. We examine the brain's functions and their intricate connection to the body; as Robin astutely points out, "we are not brains on sticks." This episode covers essential topics such as mindfulness and introduces various coaching exercises to enhance emotional intelligence, positivity, and overall capability. Throughout the conversation, we uncover Robin's fascinating journey from a background in biology and science to an insatiable curiosity and pursuit of emotional intelligence, particularly in the realm of evidence-based EQ practices. This delightful and informative session was allowed to unfold organically, ensuring no valuable insights were left behind on the cutting room floor. Sit back, relax, and enjoy this enriching exploration of emotional intelligence. The Arete Coach Podcast seeks to explore the art and science of executive coaching. You can find out more about this podcast at aretecoach.io. This episode was produced on 23 February 2023. Copyright © 2023 by Arete Coach™ LLC. All rights reserved.

Jeff comes back to paper Magic. Quinn calls a judge on him… and gets ‘em. Welcome back n00b. McBain laments design mistakes of the past. The cast says good riddance to EI and White Plume and talks the Face to Face Tour's Vancouver stop. Hit us up on Twitter: @canadianthresh

Notes del programa Avui entrevistem la Jess, membre del projecte Llenguaferits. Ella ve del nord de França, però fa anys que viu aquí, i ara es dedica a divulgar coneixement sobre llengües i sobre el català. Escolteu-la, que el seu entusiasme s'encomana! Llenguaferits YouTube (https://www.youtube.com/@llenguaferits) Instagram (https://www.instagram.com/llenguaferits/) Web oficial (http://www.davidvilairos.cat/Llenguaferits/) Llibres (http://www.davidvilairos.cat/Llibres/) Transcripció Sílvia: [0:17] Ei, Andreu! Andreu: [0:18] Ei, Sílvia! Com va això? Sílvia: [0:20] Anem fent, i tu? Andreu: [0:21] Anem fent, anem fent. Hi ha marge de millora, sempre. Bé, jo últimament he de dir que he dormit poc, gràcies a o per culpa del veí de sota. Sílvia: [0:31] Una altra vegada?! Andreu: [0:33] Altra vegada, altra vegada, sí, sí, sí. [No pot ser!] Però bé, t'actualitzo sobre el tema. Vam fer una reunió de veïns en què vam parlar del problema, vam acordar una sèrie de mesures i, pel que sé, al veí ja li han caigut dos multes de 300 euros. Sílvia: [0:49] A veure, a veure. A veure si al final desisteix i deixa de posar la música a hores intempestives. Andreu: [0:58] De veritat que és un malson i esperem que algun dia s'acabi. Però bé, de moment intentarem resoldre-ho de manera civilitzada. Però aquest no és el tema d'avui. Avui, en aquest episodi, que és l'últim del mes, hem volgut convidar una persona. Sílvia: [1:26] Una llenguaferida! Hola, Jess! Jess: [1:27] Hola! Hola! Bona tarda! Com esteu? [Molt bé!] [Què tal, Jess?] Bé, jo tinc una miqueta de son, també, però no… no ha estat per tema dels veïns, eh?, vull dir que a vegades passa, perquè entre la feina, entre tots els projectes, entre la setmana que es va acabant, doncs… doncs això, no? I perquè estem entre nosaltres, es pot dir, perquè és un moment de… de relax, també, de moltes ganes de… de ser amb vosaltres. O sigui que moltes gràcies! Andreu: [1:50] Molt contents que siguis aquí, però abans que res, hem de contextualitzar. La Sílvia ha dit "una llenguaferida". Què és una "llenguaferida"? Jess: [1:58] Clar, és una llengua ferida. Clar, és una molt bona pregunta. De fet, llenguaferit és com un lletraferit, no? Llavors, un lletraferit és un amant de la lletra, de les lletres, i per tant jo soc una llenguaferida, com vosaltres, soc una amant de les llengües en general i del català en particular. O sigui que ja nosaltres tres ja som uns llenguaferits, uns amants de les llengües. Andreu: [2:24] M'encanta la paraula, tot i que no m'agrada sentir-me ferit, no?, però bé, la paraula en si és… és bonica. [És passional, això és passional.] És passional, exacte. Clar, t'hem convidat perquè et vam conèixer a finals d'any, a finals de l'any passat, que vam coincidir en una jornada a la Pompeu Fabra, a la universitat, en què feien una sèrie de… de conferències sobre l'ensenyament de català, i ens van convidar a tu i el teu projecte i a nosaltres a parlar, doncs, del que fem i del contingut que creem, no? Aleshores, el teu projecte es diu així, es diu Llenguaferits. Ens pots explicar en què consisteix, qui sou i com va néixer aquest projecte? [...] Fes-te membre de la subscripció de pòdcast per accedir a les transcripcions completes, a la reproducció interactiva amb Transcript Player i a l'ajuda de vocabulari. (http://easycatalan.org/membership) Aquest episodi ha comptat amb el suport del Departament d'Empresa i Treball de la Generalitat de Catalunya. https://identitatcorporativa.gencat.cat/web/.content/Documentacio/descarregues/dpt/COLOR/Empresa-i-Treball/empresa_h2.png

Emotional Intelligence Today we're talking about some limitations. You know those habits you have that turn a conversation into a fight, or, make you avoid a conversation altogether because you know it won't go well – the kind of traits that you absolutely need to develop and strengthen to improve every area of your life, but that aren't so fun to talk about. When I think about fun in my life, I think about travel, and friends, my family, and my businesses and all the amazing and cool things. I don't necessarily think about these traits, although these traits I'm going to lay out for you today are absolutely essential in your personal growth and the growth of your relationships. Both at home, and at work. I have grown so much in my emotional intelligence over the years and these skills have made my life so much better and easier! Now, let's dig into emotional intelligence so you can make your feelings more manageable, and continue building yourself into a person you love and respect. Just to give you an idea of how important this topic is, check this out- A 40-year study at UC Berkeley reported that emotional intelligence is nearly 4 times more powerful than IQ at predicting success. So, what exactly is emotional intelligence, or EQ? What does it mean to be emotionally mature? Emotional maturity means having the self-control to manage your emotions and work to understand them. As an emotionally mature individual, you don't view emotions as a weakness. Instead, you value them and don't try to hide them. There are five key elements to EI: self-awareness, self-regulation, motivation, empathy, and social skills. We're going break them down one by one.   Links mentioned in this episode:  Facebook Group: https://www.facebook.com/groups/addictionunlimited Book A Call With Angela: addictionunlimited.com/call   Rate, Review, & Follow on Apple Podcasts “I love Angela & Addiction Unlimited Podcast.”

Most of us are so committed to our students, colleagues, and schools that we are hesitant to take time off even when we really need it. Who will cover my class? What impact will my absence have on my students? Join us as we talk candidly about why many teachers feel guilty taking time off, why feeling comfortable taking off is essential, and explore ways to help make hitting pause more acceptable when needed. Follow our PLN on Twitter: @FerraroOnAir @Ben_Educating @LisaPas220 @bamradionetwork @jonHarper70bd Dr. James L. Floman is an Associate Research Scientist at the Yale Center for Emotional Intelligence. He received his PhD at the University of British Columbia, where he studied the effects of mindfulness and compassion meditation on teacher emotion regulation and prosocial behavior with Dr. Kimberly Schonert-Reichl. Dr. Floman has three core research streams: 1) The assessment of dynamic social-affective processes (i.e., developing and validating EI and well-being measurement tools); 2) EI, mindfulness, and well-being training (i.e., developing, optimizing, and scaling EI and well-being-enhancement interventions for real-world applications); and 3) Affective neuroscience (studying mental training-induced changes in ‘emotional brain' function and structure). Joe Ferraro is currently in his 24th year as an educator, teaching English 12, Public Speaking, and Creative Writing. In addition to his work in the classroom, he is the founder of DamnGoodConversations.com, a company whose mission is to teach you repeatable ways to have the best conversations in your life and work. His flagship service is the weekly personal growth podcast One Percent Better. Every Sunday, Joe releases conversations with fascinating people like Mitch Albom, Seth Godin, Daniel Pink, James Clear and Debbie Millman designed to help people leverage small changes in mindset, language, and behavior in order to get life-changing results. Recently named the 2023 Rhode Island Teacher of the Year, Lisa Leaheey has taught English at North Providence High School for the entirety of her 23-year career. A lifelong voracious reader and movie buff, she spends every day sharing her passion for stories with her students, and she continuously seeks out new ways to elevate her students' individual strengths and to support their individual needs. Benjamin Kitslaar is the principal of West Side Elementary School. He started his career teaching 4th and 5th grade and has been in administration for the last nine years. He's a husband to his wife, Sarah, and father to two beautiful girls, who keep him busy!

In this episode, we are joined by Daniel Brooks, Chief Commercial Officer at Xtend Healthcare to discuss the importance of emotional intelligence (EI) in leadership. We will discuss how EI is essential in developing strong relationships with team members, understanding their needs, and in creating an emotionally safe environment. When leaders have a high level of EI, they are better equipped to motivate and challenge their team, mediate conflicts, and ultimately lead more effectively.This episode is sponsored by Xtend Healthcare.

Emotional intelligence (EI) is the ability to perceive, interpret, demonstrate, control, evaluate, and use emotions to communicate with and relate to others effectively and constructively. Some experts suggest that emotional intelligence is more important than IQ for success in life.Emotional intelligence (EI) is the ability to perceive, interpret, demonstrate, control, and use emotions to communicate with and relate to others effectively and constructively. This ability to express and control emotions is essential, but so is the ability to understand, interpret, and respond to the emotions of others.1. Self-awareness2. Self-regulation3. Motivation4. Empathy5. Social skillsWelcome to the Do Hard Things Podcast with your host Jay Tiegs, Are you ready to amplify and improve your life? Then you are in the right place. On this podcast we have unfiltered conversation with inspiring people who take on challenges and share with us, the wisdom from their journey. We talk about how doing hard things adequately enable all of us to deal with life's struggles and challenges and ultimately improve the quality of our lives. Do Hard Things Link Tree: https://linktr.ee/dohardthings

It's a follow-up on today's episode to last week's, “He's not making progress.”  Hear what one listener wrote to me and about how she relates. This is a common theme among all of us in EI.  I finished and created an entire series for parents and EI providers who are coaching to help parents understand communication, the skills involved and how it ties to their ultimate goal of, “I want my child to talk.”  Without losing focus on Coaching during visits!  Today I share a story of success when I didn't tell a parent what to do but gave her the AT her daughter needed.  With the right tool she was able to put it into practice in a way you would not expect but worked for them! Check out the entire series on my “All Things Early Intervention” storefront on Teachers Pay Teachers.   Get the, "I want my child to talk." series to help support your visits coaching families.

Tous les jours, les journalistes et correspondants de RFI ainsi que des spécialistes répondent à vos questions sur l'actualité. Ce matin :  Géorgie : la colère de la rue contre un projet de loi. Par Régis Genté, correspondant de RFI à Tbilissi. Centrafrique : retour sur l'incendie chez le brasseur français Castel. Par Franck Alexandre, journaliste spécialiste des questions de défense à RFI. Organisation État islamique : deux «revenantes» condamnées à plus de dix ans de prison. Par Laura Martel, journaliste au service France de RFI.     * Par téléphone : de France : 09 693 693 70 de l'étranger : 33 9 693 693 70 * Par WhatsApp : +33 6 89 28 53 64 N'OUBLIEZ PAS DE NOUS COMMUNIQUER VOTRE NUMÉRO DE TÉLÉPHONE (avec l'indicatif pays). Pour nous suivre : * Facebook : Rfi appels sur l'actualité * Twitter : @AppelsActu

Have you ever wondered what separates good leaders from great leaders? Aside from spiritual matters, I would say the greatest difference is emotional intelligence. This is why businesses are spending billions of dollars on developing their leaders in EI. In this session, DJ Hill and I explore the fundamentals of emotional intelligence and the impact it can make on a leader's life and relationships. We even give some simple and practical ways you can increase your emotional intelligence. Connect with DJ Hill:Instagram: @djhill706Download The Christian Leader Blueprint (Free): ChristianLeaderMadeSimple.com YouTube and Audio Podcast: ChristianLeaderMadeSimple.com Connect with me: Email: info@ryanfranklin.org Facebook: @rnfranklin Twitter: @rnfranklin Instagram: @rnfranklin #christianleadermadesimple, #ryanfranklin, #leadershippodcast, #leadershipyoutube, #christianleader, #leadership, #thoughtleadership, #ministry, #pastor, #pastors, #churches, #leadershiptraining, #churchleader, #churchleaders, #influence, #leadershipdevelopment, #coaching, #executivecoach, #leadershipcoaching, #productivitycoach, #productivity, #growthmindset, #theproductiveleader, #emotions, #thechristianleaderblueprint, #socialintelligence, #discipline

In this deeply moving episode from 2020 the New York Times bestselling author Ariana Neuman told her father's extraordinary story for the very first time. Hans Neumann was a young Jewish man from Prague who managed to outwit the Nazis and survive the Holocaust. Ariana Neumann grew up in the Venezuela of the 1970s and 1980s. This was a land of possibility and progress. Her father Hans Neumann - a hugely successful industrialist and patron of the arts – epitomised both these characteristics. But while Hans was outwardly a paragon of success and strength, there were parts of his private self that were unsettling to his close family. He would wake at night screaming in a language his daughter did not understand. He hardly ever mentioned his childhood in central Europe. He never said that he was Jewish. ‘Life,' he would tell his daughter, ‘was to be lived in the present.' On his death in September 2001, Ariana discovered a box of papers and photographs that her father had left her. They became the starting point for a personal investigation into her father's European family and an unspoken history of horrific persecution and enthralling survival during the Holocaust. This episode of Travels Through Time was recorded on the 75th anniversary of the liberation of the Auschwitz death camp in Poland. During the course of this conversation Ariana guides us back to the drama and tragedy of the year 1944: a defining year for the Neumann family of Prague. To see Hans's doll, Zdenka ring and the Jan's identity card – some of the objects discussed during the course of this conversation – please visit our website. When Time Stopped was published internationally in February 2020. It was an instant New York Times Bestseller. Show notes: Scene One: June 23 1944, Red Cross Visit to the Camp of Terezín, CZ. The place is beautified. Thousands are sent to Auschwitz to ease overcrowding and a charade is enacted to fool the International Red Cross inspectors. Scene Two: September 29/30 1944, The arrival of transport EI in Auschwitz, Poland. Scene Three: October 9 1944, Berlin Germany. Hans Neumann has been hiding in plain sight and using a fictitious identity. He receives a summons (issued October 5th) to appear in the Nazi District Court in Prague. Going back to Prague and appearing in court would, almost certainly, mean death. Memento: The sound of Otto Neumann humming the folk song Golem. People/Social Presenter: Peter Moore Guest: Ariana Neumann Producer: Maria Nolan

Kas Counter-Strike 2 on tulemas? Ei ole, aga olulisi uuendusi on tulemas küll. Uudiseid on veel: Starfield on edasi lükatud nüüd septembrisse, aga juunis tuleb suur Xboxi shoe, kus seda näidatakse. Microsoft vs Sony võtab jaburaid pöördeid ja Cities: Skylines saab järje ning muudki. Martin läks tagasi Teleglitchi ja Rein tegi Returnali läbi. Rainer ja ikka Atomic Heart. Soovituseks on Call of the Sea, mis on Epicus tasuta. Lingilist: https://richardlewis.substack.com/p/sources-yes-counter-strike-2-is-real https://www.eurogamer.net/starfield-delayed-to-september-direct-showcase-scheduled-for-june https://www.eurogamer.net/microsoft-confirms-this-years-xbox-games-showcase-airing-11th-june https://www.eurogamer.net/sony-says-microsoft-may-release-a-playstation-version-of-call-of-duty-where-bugs-and-errors-emerge-only-on-the-games-final-level-or-after-later-updates https://www.eurogamer.net/cities-skylines-2-announced-and-launching-later-this-year https://www.eurogamer.net/paradox-teases-sims-like-life-by-you-from-former-head-of-the-sims https://www.roadtovr.com/meta-quest-2-pro-price-and-drops/ https://www.theverge.com/2023/3/4/23623081/meta-quest-3-ps3-xbox-one-video-games-yikes

Interview with Eric Leffler. Eric is an EQLeadership Specialist, working with individuals and companies to bring more emotional equity and intelligence to the workplace. His work focuses on emotions triggered at work, understanding workplace needs and attachments, and ways individuals can rewrite their workplace identities. He provides coaching and consulting services to remove the stigma around EQLeadership. Eric is a 16 year veteran of the media industry having worked at CNN, MSNBC, Vanity Fair, GQ and Conde Nast in various production and executive roles. He currently resides in Connecticut with his pre-teen son and rescue dog, Mando.In this podcast episode you will learn:✨ The process of leading others - where do you start?✨ How to manifest an identity shift✨ What is the biggest constraint for leaders to practice more EQ in the workplaceEnjoy listening / watching.With gratitude,Julia-----

Most of us are so committed to our students, colleagues, and schools that we are hesitant to take time off even when we really need it. Who will cover my class? What impact will my absence have on my students? Join us as we talk candidly about why many teachers feel guilty taking time off, why feeling comfortable taking off is essential, and explore ways to help make hitting pause more acceptable when needed. Follow our PLN on Twitter: @FerraroOnAir @Ben_Educating @LisaPas220 @bamradionetwork @jonHarper70bd Dr. James L. Floman is an Associate Research Scientist at the Yale Center for Emotional Intelligence. He received his PhD at the University of British Columbia, where he studied the effects of mindfulness and compassion meditation on teacher emotion regulation and prosocial behavior with Dr. Kimberly Schonert-Reichl. Dr. Floman has three core research streams: 1) The assessment of dynamic social-affective processes (i.e., developing and validating EI and well-being measurement tools); 2) EI, mindfulness, and well-being training (i.e., developing, optimizing, and scaling EI and well-being-enhancement interventions for real-world applications); and 3) Affective neuroscience (studying mental training-induced changes in ‘emotional brain' function and structure). Joe Ferraro is currently in his 24th year as an educator, teaching English 12, Public Speaking, and Creative Writing.   In addition to his work in the classroom, he is the founder of DamnGoodConversations.com, a company whose mission is to teach you repeatable ways to have the best conversations in your life and work. His flagship service is the weekly personal growth podcast One Percent Better. Every Sunday, Joe releases conversations with fascinating people like Mitch Albom, Seth Godin, Daniel Pink, James Clear and Debbie Millman designed to help people leverage small changes in mindset, language, and behavior in order to get life-changing results. Recently named the 2023 Rhode Island Teacher of the Year, Lisa Leaheey has taught English at North Providence High School for the entirety of her 23-year career. A lifelong voracious reader and movie buff, she spends every day sharing her passion for stories with her students, and she continuously seeks out new ways to elevate her students' individual strengths and to support their individual needs. Benjamin Kitslaar is the principal of West Side Elementary School. He started his career teaching 4th and 5th grade and has been in administration for the last nine years. He's a husband to his wife, Sarah, and father to two beautiful girls, who keep him busy! RELATED RESOURCES: Self-compassion Exercises Mindfulness Matters

Außerdem: Hilft Musik bei der Konzentration? (06:08) / Verkehrswende - Warum es uns so schwerfällt, aufs Auto zu verzichten (11:50) // Mehr spannende Themen wissenschaftlich eingeordnet findet ihr auf www.quarks.de // Kritik, Fragen? Schreibt uns! --> quarksdaily@wdr.de Von Sebastian Sonntag.

Echte Ostereier-Experten zeigen André und der Maus die tollsten Arten, Eier zu verzieren. Sogar ein kleiner Bohrer kommt dabei zum Einsatz. 10.000 handverzierte Eier stapelt Familie Kraft zuhause – und hängt sie alle zu Ostern an ihren Apfelbaum, Ei für Ei, mit viel Geduld und einer festen Leiter...

Many believe that emotional intelligence (EI) is more important to success in life than a high IQ. Intuitiveness is a natural gift for some, but it can also be learned and practiced. Check out the signs of EI along with the value of EI. Explore ways to use EI and key actions steps to increase your EI. More on this topic on the companion blog @www.nurturingmynest.com More podcasts on RELATIONSHIPS:  Radical Monogamy Vance Vacation: Building Family Community Investing in the Long Game The Journey of Parenting Through a Hard Season (Parenting an Adult Child with Addiction)     More blogs on RELATIONSHIPS: 10 Tips to Find a Lifetime Partner Is KINDNESS Your Superpower? Neighboring I See You: The Epidemic of Lonliness Anatomy of an Affair: How Affairs, Attractions and Addictions Develop  

Is emotional intelligence (EI) something that can be learned and strengthened or is it an inborn characteristic? Attempting to answer this false dichotomy would only make me look foolish. I've had the opportunity to witness transformative EI growth in the many teams I've worked with over the years; however, there are s ome who must work harder than others. More often than not, many have an inborn characteristic but don't have the ability to recognize it. In this Learning Tech Talks, I'm hosting Pianpian Xu Guthrie from Amotions, Inc. to dig deeper into EI and go beyond simple definitions to discuss its application for learning leaders as they formulate instructional design to achieve goals and capitalize on efficiencies. --- Support this podcast: https://anchor.fm/learningtechtalks/support

Kim Clark, our guest on this episode, focuses her work on the communicator and content creator's role in diversity, equity, and inclusion (DEI). We talk about what Kim means by being a “communicator”. She discusses the concepts of being an internal communicator and/or an external communicator. Much of Kim's commentaries talk about what corporations can and should do to be more inclusive. As our discussions proceed, we talk a great deal about the ideas around “inclusion” especially where disabilities are concerned. While, as always, I asked Kim to provide me with questions and conversation topics she wanted to discuss we get to delve a lot into how the world treats, or not, persons with disabilities and other marginalized groups. Kim is the coauthor of the #1 Amazon bestselling book, The Conscious Communicator: The fine art of not saying stupid sh*t, or as we say during the podcast, “The Conscious Communicator: The fine art of not saying stupid stuff”. You get the idea. I believe this was one of the most fun and, at the same time, informative and pertinent podcast episodes I have experienced. I hope you enjoy it. Please let me know your thoughts. About the Guest: Kim Clark (she/her) focuses her work on the communicator and content creator's role in diversity, equity, and inclusion (DEI). She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller and is a leading voice on DEI communications and social justice messaging for brands. Her career spans documentary filmmaking, agency partnerships with the Discovery Channel, teaching at San Jose State University, and leading global internal communication teams at KLA, PayPal, GoDaddy, and GitHub. She is known for her ability to facilitate sensitive yet urgent conversations to make meaningful progress in creating inclusive workplaces. She speaks at conferences, designs custom workshops, writes inclusive communications guides, and consults with companies on all things related to diversity, equity, and inclusion communications. How to connect with Kim: LinkedIn YouTube My Website Instagram Book website Buy the book About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson  00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:21 Welcome once again to unstoppable mindset. Yeah, I get to say that every time we do an episode, it is kind of fun. We've now been doing these podcasts in September of last year, they're very enjoyable. And today we get to talk with Kim Clark, who is a conscious communicator, a knowledgeable person dealing with diversity, equity and inclusion. She is a co author of a book called The conscious communicator and she'll tell us more about that. And all sorts of other stuff, dealing with diversity and so on. We're gonna have fun with this, because although most of the time when you deal with diversity, especially you don't deal with disabilities, we're going to have to talk about that a little bit and see what kind of fun we can have. But we'll be nice about it. Right. Anyway, Kim, welcome to unstoppable mindset.   Kim Clark  02:06 It's really a pleasure. Thank you for having me, Michael. And I'm an aspiring conscious communicator. I just want to clarify having a arrived. I'm not enlightened, but I'm a farther along than a lot of other people. Is this   Michael Hingson  02:19 sort of like, is this sort of like when you're a lawyer, you're in a law practice. You're always practicing. And   Kim Clark  02:24 you're always? I'm a DI communications practitioner. Yes.   Michael Hingson  02:29 So So you have a dei practice or something like that?   Kim Clark  02:33 Yes. Communication, specifically as my lane. Yes.   Michael Hingson  02:37 Well, that's fair. That's fair. We can we can live with that. Well, I really appreciate you coming on board. And looking forward to having a great chat. Let's start like I usually like to do and again, it's something I've been doing almost from the beginning. And it just seems to me that kind of fun way to lighten the load and start the process. Tell us a little bit about you growing up and sort of where you came from, and how you got into this and all that stuff. For a general question, I   Kim Clark  03:05 love it. I love it. Michael, thank you very much for helping set the context of how I got to be where I am today. I grew up in a conservative Christian kind of environment from a religious standpoint in Oregon, Washington, and then coming down to California. And I've been in California ever since I was 12 years old. But I'm still an Oregonian at heart. In Oregon, you're either a beaver or duck doesn't even matter if you went to those schools. And we are ducks in our family. So just to clarify that for any Oregonians that are listening. And I had a very interesting coming out in my late 20s. And from that experience, I I produced a documentary called God and gays bridging the gap. And that was basically putting a face and voice to people who were becoming political pawns at the time and still are. And to talk about the benefits and consequences of coming out. When you say coming out You mean as as LGBTQ plus okay, great, just making sure. And then bringing in, you know, pastors and people who are, you know, a part of Christian or Jewish traditions and bringing in that perspective. And so I spent a lot of time showing that movie around all over the place for a few years. And that really catapulted me into how do I tie in social justice issues. Equity. In my work, work, no matter where I am, shortly after the documentary, which was my happiest time and my poorest time. So I got into corporate communications, specifically internal or employee communications. And that's where you spend your time working with leaders sending out emails doing intranet work. So you're talking to the employees about what's going on in the company, you're setting up the company meetings, working with employee resource groups on setting up, you know, speakers and those kinds of things. And at that same time, I started to bring in a mentor who became my teacher and coach, and I've worked with her for almost 20 years now. And she has been a diversity trainer for 40 years. And so while I'm learning and coaching with this mentor over these years, she's constantly talking about diversity, equity and inclusion in the, the corporate space. And so I start pulling when I'm learning into my communication strategies, I'm like, Okay, well, what is the role of a communicator and content creator in this diversity, equity and inclusion space. And so I started implementing that, and building the infrastructure of relationships externally, with grassroots community organizations, as well as employee resource groups, etc. And it was tested, when the pulse tragedy happened in 2016, in Charlottesville, where employees came to me and said, We can't focus, we need support, can we do something for employees. And so I, in within a few hours, got together a virtual vigil. And I brought in my mentor, she's on speed dial, everybody should have somebody on speed dial for these kinds of things. I'm on lots of clients is speed dial, but my mentor was my speed dial. And I brought her in, and we held a virtual vigil over resume in 2016. And I saw, without knowing anything like this, whatever occur at the time, I saw the importance and the urgency that communicators needed to be in a strong position to handle these kinds of social crisis situations, but also being proactive around diversity, equity and inclusion communications from a cultural moment, like Pride Month, proactively and consistent, strategic, meaningful, transformative versus performative. And I just started going out and talking about it. I did a lot of talks, conferences, you know, speaking opportunities, I did a lot of teaching while I was in house, and then in 2019, I went out on my own, and I'm, that's what I do full time now is I help answer, what is the role of the communicator and content creator when it comes to diversity and equity and inclusion efforts. And so much, Michael, you've seen this of de ai efforts, including accessibility, especially accessibility is based in language and communications, channels, how accessible our channels are, that's all the role of the communicator. And so I'm honored to be a part of this work. And since the summer of 2020, when so many companies were put were posting social media, statements of solidarity with the Black and African American community, I got really pissed off, because I knew coming from the position and the experience that I had had for over a decade in corporate communications, I knew what was happening. It was a Keeping Up with the Joneses, it was, you know, not wanting to be left out, but they did not understand the work that is behind those statements. And so I knew they were performative, for the most part, even with commitments of donations, etc, etc, I knew they didn't truly understand and that we're not equipped and resourced, whether it's people or funding to live up to what those statements meant. And so I saw those statements as using communicators, my people, my community, as being performative. They were that we were being used, and we were participating in this performative system. And I'm, I just, it just fired me up to say, I want to write a book about this, which led to the co authoring of a book called The conscious communicator, the fine art, I'm not saying stupid stuff stuff.   Michael Hingson  09:44 Yeah, I thought you were gonna do it. Yeah.   Kim Clark  09:47 And my co author is Janet Stovall, who's a TED speaker. And so she's worked with CEOs of UPS. She's an executive speech writer. So she knows that external part of communications, I know the internal part. of communication. So we partnered up to write this book, specifically for content creators and communicators, for them to understand their role and name, shall I say their responsibility in this work to become to EI, social change agents in their organizations?   Michael Hingson  10:15 Let me ask this, you said something that prompts the thought. We talked about diversity, equity, inclusion and accessibility, that really misses the mark as What does accessibility mean, we still don't deal with disabilities, as a society as a race. That is the human race in general. We don't recognize yet that disability does not mean a lack of ability. And the fact of the matter is that when we say D, EI and EI, it doesn't mean a lot. Because what does accessibility mean? Do we talk about, for example, websites, a website can conform, for example, even from from a disability standpoint and an accessibility standpoint, it can conform to the guidelines set by the World Wide Web Consortium, the Web Content Accessibility Guidelines, it doesn't make the website usable, even though it conforms, there are things that that one can show where that doesn't always happen. Accessibility really misses the mark, because we really got to get to the point. And this is something that someone said, a few years ago, a gentleman named Suman, conda, Dante who developed a product for blind people called IRA, that he looks forward to the day when accessibility is eliminated from and is not used in the in the English language or in human language anymore, when we don't deal with that. And the reality is, it's not accessibility, it truly should be inclusion, and, and disabilities, for that matter. And until we change, and we should change how we view disability because disability, as I said, doesn't mean a lack of ability. It's a characteristic pure and simple. And also it is the second largest minority if we consider women, a minority, although numbers wise, all y'all are on a larger group than men. But we'll just go in with a standard typical definition. Persons who happen to have a disability are the second largest minority, and the minority that is absolutely totally 100% discussed the least, we didn't discuss at all National Disability Awareness Day here in this country. Earlier this month, we didn't discuss an October National Disability Employment Awareness Month, you don't see it discussed on television, as a minority, although we have a lot of sub characteristics 100 we don't discuss it, we don't deal with disabilities at all. And I am not picking on you. I'm making an observation that somehow we have to change the conversation to make that truly happen, and that we truly get included. And that's what I'm curious to see how we can really change that dynamic and get people to recognize that we're being excluded no matter what anyone says.   Kim Clark  13:17 You are not Yeah, the world isn't designed for people with disabilities, including communication channels. Right. And that's something that I talk about in my trainings quite often is the whole idea of the curb cut effect, if you want to talk about and set context for the curb cut effect, and then I'm happy to pile on as far as like what the role of the communicator is. Sure, go ahead. So the curb cut effect is the idea of especially if you're in the US, the curbs sidewalks out in public, were cut down very purposely, and then add you know, painted yellow in the middle and then dots. I don't know what the actual name of the dots are. But there's there's dots,   Michael Hingson  14:01 truncated domes, but anyway, go ahead. Okay.   Kim Clark  14:04 Thank you. Thank you. And so they were specifically built for blind, low vision, wheelchair users, etc. People with disability then, but here's the thing, the effect of Curb cuts while they are designed specifically for people, you know, with disabilities, the effect is we all benefits. Sure people who are not wheelchair users, people who are sighted. We all benefit people with you know, luggage, people who use canes who have had strokes. People who have baby carriages, people who are cyclists, you know, who will have bikes in all of its forms. People who use carts, you know, who are pulling a wagon, you know, out to the park, or whatever it is. So everybody is benefiting. Nobody has to step off a curb, you know? And, uh huh.   Michael Hingson  15:11 Take a person in a wheelchair who rolls down a ramp and goes over those truncated domes. My wife who I was married to until she passed away last month, almost 40 years. hated those as a number of people I know in wheelchairs did hate them because they get bounced all over the place. It's like riding over cobblestones. Yeah, and, and the other problem is, although some blind people really pushed for them, how much do they benefit blind people, if you're truly walking at a fast pace? Your cane, if you're using a cane may hit the dots, or the strips aren't that why do you might even go all the way over the dot the the plate of dots. And without hitting it, the reality is we still are missing the point, it's more important that blind people detect the ramp. And the dots don't necessarily do a lot to help that for a lot of us. And some people said, Well, what about a subway station to keep you from going off the edge. That's what a cane is for. That's what a dog is for. And the dots may or may not add value. And then the plates of dots at a subway platform are not very wide anyway. So I only bring that up to say they they were installed and they benefit wine people and so on. Yeah, sorta kinda. And then you can talk about the curb cut effect and the way where you have some curbs and there are some places like in Sacramento, and other places where it isn't just a curb cut, the the sidewalk gradually goes down to the street so that it's really a flat exit from the sidewalk onto the street. So you can't even tell there's a curb cut. Some people can make the case that the dots may help there. And I'm still not convinced of that having been around Sacramento, there are other mobility tools that we need. But I hear what you're saying. And look, I can make that case in other ways. The phones today smartphones have the ability to verbalize what's on the screen and so on. Although the companies don't really require, especially Apple, whether it's Apple police who supervised whatever goes into the App Store. The app developers are not required to do anything to make their apps accessible or usable by persons with a disability necessarily, but voiceover for example, on the iPhone is there. It's on every iPhone that exists in the world ever since the iPhone 3g. But why is it that we don't see more mainstreaming of using that voice? Why is it that in Tesla's rather than using a touchscreen? People are given more audio inputs? Why is it that people in a vehicle aren't encouraged to use the voice technology and Apple Push the voice technology more so that rather than looking to see who calls you, you turn on a voice that allows you to hear without ever discussing with the phone? Who is it but the reality is we're still not being included in the conversations because people say oh, that was for blind people or for for people who can't read the screen. It shouldn't be that way. You know, the electric lights and other example that covers up your disability of being light dependent, but make no mistake, you have a disability. Because if the lights go out, you have a power failure or whatever. The first thing you do is go look for a flashlight. And we've made light technology, light emitting technology incredibly available to people who can see but it doesn't change the fact that you still have to use it to cover up a disability. And still, we do that rather than changing the conversation.   Kim Clark  19:09 I love it. I love it. Your apps, of course you're right. And I and I love learning from you continually. And the whole idea of that curb cut effect is is to your point is there is a difference between intent versus impact to your point. But the intent is like okay, if we can design the world more specifically for folks that have been left out of design. We're actually going to get everybody else but just like the disability movements mantra from the late 60s, nothing about us without us, which is my one of my favorite mottos, which can also be applied to other communities situations. We have to work as communicators, with people not about or For people, it has to be in collaboration and co creative space. It's like, so me, as an internal communicator, I can own the channels. But I have to work with folks who are looking for those channels to be more inclusive of their experience. Because the whole point, Michael of communications and communicators, our whole goal should be connection. It should be connection. So if I'm putting out an email or a meeting, or an event or a social post, and I'm cutting out, like, what's the percentage, I mean, billions of people around the world I'm cutting out without getting trained and working in collaboration with people who have the answers. They know what needs to be done, we have to listen. And we have to do what they say.   Michael Hingson  20:54 We Yeah, the according to the CDC, for example, 25% of all persons have a disability of some sort. Now, the challenge is that a lot of the needs and issues that blind people face are different than the issues and needs of a person in a wheelchair, or a person who is dyslexic or a person who is deaf or hard of hearing. But yet, we all still have the same basic situation, the same basic characteristic in that we're not included. And it's difficult sometimes for different subgroups to get beyond individual needs to recognize that, but it is still where we have to go. We are we are dealing with so many different things. Just this year, the Department of Justice finally said that title two of the ADA, Americans with Disabilities Act applies to the internet. Why did it take 31 years from the time the Americans with Disabilities Act was enacted? For them to say that, in reality, the internet is a place of business as a place of reasonable accommodation. And websites need to be made accessible. Now, my belief is that as people, even today, especially today, start to look at that the reason for making your website inclusive shouldn't be because you're going to get sued, although it's there. And we can't ignore that. But we should do it because it's the right thing to do. We we include as a result, up to 25% more people than we would otherwise have. But we don't tend to look at the fact that the cost of doing business should be inclusive of persons with disabilities.   Kim Clark  22:50 And it's it's not it's not acceptable, you know, and we need to really, you know, make sure that we understand that in all kinds of fields of communications, that is completely unacceptable. Our internal websites or external websites, you know, or, or social platforms, it's completely unacceptable. I have a son and a daughter, and my son is autistic, and low verbal skills, and epilepsy. My daughter is dyslexic. And it wasn't really figured out that she was dyslexic until about second grade. And I know some people don't even know you know that they're dyslexic to college, for example, or college age. And I'm seeing especially my daughter, because she is she has more communication abilities than my son, I can hear from her. I've just like her view of the world is like this, this world, this school system, you know, these books, etc, are not built for somebody like me, I have to figure out a way to create my experience, given what the world has left me out of in designing. And so between the two of them and watching them trying to navigate the world is part of my motivation of trying to create more inclusive work spaces and places to set them up for success because my son from an autistic experience, he's just he sees the world differently. And he is experiencing the world different than what I can understand. And there is no to your point, lack of ability with either of them. They are still perfect, whole and complete. So what do I need to do as a dominant culture as a white person, as a woman, as educated, college educated, like lots of privileges, and I have this platform and this gift to teach, what can I do? What is my role? So I've turned this into my purpose. This is absolutely my purpose. have just like what is the inclusivity look like that we need to turn our, you know, turn our design paradigms, we have to flip the script, we have to flip the script and understand that we need to be designing from a completely different way than what has been done before, in order to achieve what we say that we want. And that turns communications channels as well as messaging from performative to transformative to where we can see the evidence of it. That's something my teacher mentor talks about all the time. It's like, okay, you talk about you want inclusion, you that you're an inclusive culture. Well, what's the evidence of that? So that's where I'm coming from to is like, evidence action? What is, you know, show me, show me, you know, and that's especially rare in the kind of communications world because we're all like, let me tell you about it. Let's talk about it. And I'm like, yeah, uh huh. Uh huh. And there's the say do gap. So you say that you have di e IA. So diversity, equity, inclusion, accessibility. So lots of, you know, companies are adopting that kind of acronym right to be inclusive of accessibility. But are you funding that across your organization? Not just an employee resource group, as an advisory board, or whatever it may be? But are you funding them? And are you for hiring folks in your sales department, in your marketing department, in your IT department, in your communications department, hiring them? It's, you know, you have to have evidence behind what you say, to close that gap between what you say, and what you do. And then what you do, we get to say, so it's this nice, you know, relationship, but we've gotten too comfortable with this wide gap. And that's an acceptable,   Michael Hingson  27:00 well, and I go back to D EIA, my concern about a is it doesn't really address the issue of disabilities necessarily at all. And it doesn't need to be there, it should come under inclusion. Diversity should include disabilities, but it doesn't everyone has thrown disabilities out of the concept of diversity. You don't hear Hollywood talking about blind directors, we did see a film when the Best Picture award and some some good representation representation for deaf and hard of hearing this year at the Oscars, and that is great. But whether it really changes the dynamic, in the long run, is another story. And again, if we're going to talk about inclusion, you either are or you're not. This this is my my opinion and my definition of it. But you can't say well, yeah, we include some people, yeah, we're still working on others, and you're not inclusive yet. It's a quantum leap. As far as I am concerned, I probably am in a minority for saying that. But you know what, everyone else has screwed up diversity, so I can have my opinion. If we're truly an inclusive society, then there's no need to do anything else about disabilities. It's automatic. But we haven't grown to do that. And another example that I would give you is, and I've talked to deaf people about this, why is it that persons who are deaf or hard of hearing prefer deaf and or hard of hearing and not deaf or hearing impaired, there's a great reason for it? The great reason is, because when you start to use hearing impaired, you're still comparing yourself to a person who has what you might call perfect hearing. And the concept of impaired means you're less, we haven't changed that dynamic for blind people. I actually had a discussion with someone in a speech I gave in October, because I discussed the concept of blind and visually impaired and I said there are two problems with the word visually or the concept of visually impaired one. Visually, I'm not different simply because I'm blind. Now there might be something about my particular eyes or anyone's particular eyes, but blindness doesn't cause visual differences. And then you've got impaired, I'm not impaired, and we need to get the language changed. So blind and low vision is the equivalent I think, to blind to deaf and hard of hearing. And I respect deaf and hard of hearing. And when I had a discussion with someone and I use the word hearing impaired, they explained it and I said I absolutely appreciate it and you're absolutely right. But I think it's just as true for blind and low vision to be adopted. But again, diversity, equity inclusion and accessibility doesn't deal with the issue. Not at all, what does accessibility mean? For whom. And so, really, it's all about or ought to be all about inclusion, to truly make it, something that works. And we need to get society to recognize what inclusion really ought to mean. And then you know, and then deal with it accordingly. But you had mentioned that you are more of an internal communicator and your co author of the book, and I want to get to the book is more involved in external communications. Tell me more about that, if you would?   Kim Clark  30:48 Well, your your point is, so I really want people to hear what your point is around this. And a lot of it does come back to language, it comes back to narrative. What are communicators and content creators, creating around the term accessibility? How are they defining in their organizations, the term inclusion? And how are we doing follow up communications around the evidence of inclusion, that's all communications. That's why it's so critical for communicators and content creators. To truly understand this work. It's not something you just write and throw over the fence. Because we're creating the perception, the stereotypes, what is being emphasized, and what is being de emphasized. So we're emphasis emphasizing certain parts of inclusion, but we're de emphasizing to your point, you know, people with disabilities in inclusion, and we also have to own the paradigm shift around inclusion is is less about how do we accommodate others and more about how it is the dominant power within our corporate spaces, recognize itself and make room? You know,   Michael Hingson  32:05 and you're absolutely right. And again, that's why I mentioned the problems and concerns I have with the term accessibility, it's meaningless. It doesn't at all necessarily mean, disabilities, we're not putting any true emphasis on that. Someone created that. And they've come up with other terms like differently abled, which is balderdash. Because I'm not differently abled, I may use different techniques, or special needs, yeah, I may use different techniques, but so does a left handed person from a right handed person, so does a very short person as opposed to a very tall person. The reality is that none of that deals with the issue. And in to your point, I know that's what communicators really need to do, which is to create that language. And then the real issue is you can communicate it all day long. But how do we get people to accept it.   Kim Clark  33:03 And that's the beauty of communications, because we have a responsibility and a superpower an opportunity to drive accountability with our visibility, visibility drives accountability. So we can shine the light, right, we can focus on those areas where the work really needs to be done, and then demonstrate and share out the evidence of that work. So something that I do for clients is inclusive communications guides. And so this kind of shared language within an organization, every organization needs to have an inclusive communications guide. It sits between your employee handbook and your brand guidelines. And it makes it real it's it's it ladders into your diversity, equity and inclusion efforts. When it comes to language. So you're delivering it's, it's part of your evidence of your dei work. And in in my version of this d of these inclusive communications guides, I have a specific section on people with disabilities, I know you're going to be reviewing my section to ensure that it is accurate, but this whole idea of the language that we use when we are a part of the community, when we're not part of the community. How do we handle those cultural moments and those opportunities? Were those external like internal International Day of disabilities that we were talking about in October? Like how do we do storytelling that is authentic and transformative and meaningful? So that's part of the work, which it was part of that motivation of why I did the book is because we needed to clearly define the role of communications as communicators within nonprofits, corporate, any kind of institutions, whether communications is in your title officially or not. People managers are communicators. They're communicating their, to their teams. And they're the least equipped to handle social justice issues, for example. And so that's the that was how I approached Janet Stovall and said, Would you write this book with me because we need to help communicators come up with a framework to be able to have a strategic conversation on how to be proactive and transformative instead of performative. When it comes to inclusion, when it comes to equity and diversity, what do we actually mean by that? And especially handling social justice crisis situations?   Michael Hingson  35:42 So what are some of the words or phrases that people communicators and others should stop using when it comes to dealing or addressing or referring to persons with disabilities? And what would more inclusive language be like?   Kim Clark  35:59 Well, there's a lot of there are, there are some terms out there that are not like we were talking about special needs. You know, that was a that was a term that the community did not come up for itself. And we find this in a lot of historically marginalized communities is terms, phrases that have been created by people who are not part of the community that has been labeled on communities. And so the inclusive communications guide is created by the communities themselves in the language that they use to identify themselves. And I always go to people who are part of the community to gut check and vet the guides to ensure that it is representative of their experience. And it's, it's driven by terms and explanations that they say for themselves that, that they have the mic, it's not something, you know, for the Black and African American community in the US, it's not me for a white person to be saying, you know, this is what we call you in the census from the government state status, you know, and it's like, well, are the Latino, you know, Latino community, that is, so the diaspora just like people with disabilities, it's like the diaspora is, so why the range of experience is so wide so and yet we try to find these labels just to say, you know, as if they're all one people, or, you know, like, you know, people, you know, from Asia, and it's like, Do you know how many countries and languages and customs and traditions you're trying to like, lob into like one category, it really, it really erases people. And I think that happens with, you know, people with disabilities community as well, it really erases the variety of, of experiences and talent and expertise and knowledge that the community comes for us. So now, the first kind of step that I've learned from, from the community is to ensure that we're using language that doesn't demean or reinforce that stereotype and that narrative that disability is a lack, you know, a lesser than in comparison to someone who can see, for example, but actually reframing and helping people understand everything that you said it supports everything that you that you said is that it's just another experience of the world. And so but to put the value on sighted people and say, oh, and we've talked about this, Michael about, like, you know, accommodations and Manat people, managers being fearful of bringing somebody in and having to, you know, have accommodations and think that it's gonna be harder to work with somebody with somebody who's already created their, their way of getting through the world, and they know how to do it. And it's like, just let me do it. You know, what, let me do it the way I know that I'm set up for success and support me in that.   Michael Hingson  39:00 Is there a difference between dei communications and inclusive communications?   Kim Clark  39:07 Well, you know, diversity is its own thing. Equity is its own thing. And inclusion is its own thing, but you can't do one without the other. And there's others like justice, you know, people like to, you know, add, some people like to throw in the J, which, you know, if you use that acronym in a smart way, you come up with Jedi, right? Yeah, there you go. That's kind of cool. Yeah, so some people will put inclusion and diversity, you know, just so it's basically this declaration or proclamation of where their focus is. And you need all of it, you know. And they're all outcomes as well. So, in order for us to have a diverse, equitable and inclusive workplace, it has to be a part of the process. It doesn't magically happen by continuing to do what we have been doing, and then we get it a dei of outcome, we get differences in hit our measurements that does that doesn't exist. If you want the AI, as a result, it has to be a part of our process. So diversity in all the ways that it shows up inclusive of people with disabilities and a variety of disabilities, right. And there's, but you have to have that, like I was talking about earlier, you have to have people with disabilities in your marketing team and your sales team, you have to, they have to be hired, and they have to be, you know, retained, and grown. Right, listen to given autonomy and a voice. You know, and, and that's the role of psychological safety and team environment. So you can get those innovative solutions. But there needs to be equitable standards and systems access, removing the obstacles, providing whatever kind of, you know, I don't know, if you use the word accommodations, maybe it's just like, this is the kind of setup that I need. So it's, you know, like, you know, I might have a bad back. So I should have some sort of way that I am set up for success with my workstation. So what like why, let's, let's set that standard, to your point, like this should just be a given on any individual level.   Michael Hingson  41:23 So the the, we'll go ahead. And then,   Kim Clark  41:27 you know, so equitable access, so you're removing any kind of barriers, you're setting people up for success. You're compensating people, you know, equitable levels, promotions, sponsorship, opportunities, etc. So you're not holding people back. So equity, and then that inclusion is this ongoing verb, it's an ongoing action, it's minute by minute, moment by moment, paying attention, looking around to say, who's not here, who should be here? How are we designing this program? Are we leaving anybody out? Why do I Why do I not have representatives from that community as part of this conversation, so I can make informed decisions? Why am I not learning more directly from that community, so I can be an advocate for them in rooms and spaces where they may not be. So it's an ongoing thing that happens. So when you embedded in your systems and within your teams, and you're in, you've got it in your processes, whether it's from an organization as well as your team environment is how you operate within your team, that impacts the content, the calendar, the impact of your work, the words that you use, the visuals that you choose. And therefore you're going to start having evidence of that work showing up which is going to lead to those outcomes.   Michael Hingson  42:51 It's, it's interesting to, to think about all this, and I recognize the value of communications. And what you do is extremely important. But we are not seeing tremendous yet paradigm shifts in attitudes. So for example, I mentioned that in reality for persons with disabilities, when companies think about us, which they often don't, but when they do, or, as the discussions occur, it should be part of the cost of doing business to make an inclusive environment for all. So company, companies, for example, provide windows for you, for sighted people to look out. They also provide windows to be open to cool or allow heat in or whatever. companies provide fancy coffee machines to give their employees something that that they like and the company's value, providing that stuff, to a large degree, companies provide lights, for all of you to be able to see to walk around to look at your monitors and so on. In fact, companies provide computers and monitors, and will spend a great deal of money doing that. But if a blind person comes in, for example, and says, I need screen reader software to be able to access the computer you provide immediately, resistance goes up. Why is going to be? Yeah, because we're not yet valued sufficiently. And people can say that's not true. But the reality is it is otherwise they would recognize that the cost of doing business ought to include us. Those coffee machines, for example, are often touchscreen, which makes them harder to use. Now there is a way for me to be able to use a touchscreen device by accessing someone who can read the screen and there are services that do that. Then you get resistance again about even using those. We still have not come anywhere. Close to recognizing that persons with disabilities have the same or ought to have the same equal rights. Or I think as Jacobus tenBroek, the original founder of the National Federation of the Blind, a constitutional law scholar would put it, we have the same right to live in the world as everyone else. But I don't think that this society has gotten to that point yet. And we can communicate, and what you do helps. But again, it comes down to how do we truly make a major shift in attitudes?   Kim Clark  45:35 I would say it's the role of the communicator and the content creator, how are we telling their stories? How are we deferring and handing the mic over? What kind of videos are we producing? What you know, we have to be proactive in this and helping people understand what the opportunities are. So it's communication, it's telling stories, it's getting giving visibility, and, you know, driving that accountability, you know, starting with our own channels, but you know, we, especially for those of us who are internal communicators, we have access to HR, these are our stakeholders and business partners, we have access to it, we have access to customer care, we have access to facilities, you know, I've had many situations where, you know, I'll, I'll be working with a client, and they're like, We are renovating our offices, and I said, Are you working with various, you know, people with disabilities and your design of your office spaces, there's racism and how seating charts are decided, you know, you know, in facilities, layouts, that's something that has to be addressed. People who are wheelchair users cannot reach the mugs in the cabinet in the cupboard. That's not okay. You know, putting power strips under desks, where women with skirts, you know, have to climb underneath the desks in order to plug in their charger, you know, so, we have to understand and there is a wonderful research report that I refer to in the book, the conscious communicator book from Korn Ferry, talking about the, you know, kind of design of what they use it first, the crash test dummy, as the reference, the reference for all, you know, crash tests that do not take into account women's bodies, or pregnant people, you know, etc. And it in it spawns out from there, not just in crash tests. But I highly recommend people to read that research report, and just talk about this reference man leaves most of us out. And so in the design of our facilities of our seating, the design of our communications channels, how we are communicating when the words that we're using the visuals that we're using, we that is the power of communications and setting up narratives and setting standards of the shared language and how we are going to address you know what we've been so oblivious, to dealing with, up until this point, the opportunity, the potential of flipping through communications is exponential.   Michael Hingson  48:28 I was watching the news this morning. And yes, I use the word watch. I have no problem doing that. Because as we know from the dictionary, the word to to see is in part described us to perceive. It doesn't necessarily mean with the eyes. Anyway, I was watching TV this morning. And listening to a report about the Orion spacecraft that was launched, traveled around the moon came back successfully, really super. And a discussion of the fact that maybe by 2025, we'll have the first woman and or the first person of color to walk on the moon. Why not a person with a disability? Why not a blind person? Why not a person in a wheelchair? Why not a person who happens to be deaf? Why not all three, I haven't seen Jeff Bezos in any of his launches. I may have missed something. But in the rockets in the people who took into space, I haven't seen that there were any persons with disabilities and Branson sort of the same way. The fact of the matter is that there is so much yet to be done. And we have and should not take the approach of violence and I know that that has happened with with race to a large degree look at things like the George Floyd thing which should never have happened, but at the same time, somewhere along the line We have to have a major attitudinal shift. And that people need to recognize that we are as valuable. And as you pointed out with the whole curb cut effect. And as I mentioned with VoiceOver, for example, on the iPhone, it can be such a tremendous tool to aid in so many ways so that people could focus more on watching the road rather and listening, rather than what we do today. But we haven't got there yet. Which is, which is truly unfortunate.   Kim Clark  50:35 And I and I, I fault paradigms, over generations, where, you know, people with disabilities have always been among population, but that value of economic viability has taken precedence and priority over human experience, and leveraging leveraging all the beautiful differences, you know, and taking advantage of the talent and the expertise of how, however people have come to be. And that's a paradigm shift. It's a story and a stereotype and a narrative that has continued and been unquestioned, which is part of its intent is to not question it. And that's the paradigm we have to question I used to teach a, I still teach at San Jose State University, but a class that I used to teach was going back to my point earlier of what's being emphasized and what is being de emphasized. So when, when we are looking at our dei communication strategy, when we are looking at narrative, we have to be looking at who's been left out historically. And question that and say, No, that's unacceptable. That's not That's not how we roll. That's not where we're going to be like moving forward. And truly bringing in that, you know, because one of the things that I that I constantly have to work communicators through is the tokenizing. of folks. So you're mentioning Jeff Bezos hasn't had a wheelchair user in his rockets. I should have? Well, but I could foresee that there could be a tokenization of someone with disabilities, sure photo opportunity for a PR opportunity, right? We fall into that trap as communicators, like, oh, well, we need to have in this photo, we need somebody you know, who's different, you know, different skin color, you know, gay, you know, a woman, you know, those kinds of things, somebody with disabilities have physical disability, we need to have physical disability versus neurodiversity. Because we can't see that in the images and make our point, that we're a diverse group, right? So what we end up airings, we end up on the tokenizing side of the spectrum. And we need to provide more understanding and context around the people who are involved in whatever it may be riding in a rocket. Why the and the value that they bring to that experience? So what you know what, what kind of feedback, what are we going to learn from a wheelchair user who's going up in a rocket? What are we going to learn from that person, not just from that identity, but all that they can bring to the table of who they are.   Michael Hingson  53:24 Until we truly recognize that there is that kind of opportunity, and that people who are different than us are not less than us, it will be very difficult for us to move forward, whoever we are. And so I agree with you that the the immediate reaction wouldn't be tokenism. And that's what we have to avoid. But I think we can get there. But it is just a process. And it is something that we really need to do more to make happen. And I and I do hope we'll get there. But we do have a long way to go. And as I said, What makes it doubly frustrated is disabilities are the second largest minority in our country. And yet it is the most ignored minority by far. And so it is a mitten issue. Um, you mentioned your diet, your documentary early on, is that available where people can see it?   Kim Clark  54:27 It is online that you can rent it for like $1.99 because this was 2006. And, you know, don't judge me for my hair and my clothing choices at that. But yes, it's online. It's called God and gays bridging the gap.   Michael Hingson  54:44 Cool. And I think that I hope people will watch it. I think that will be kind of fun. Well, you wrote a book and we've talked about it. We've referred to it a bunch and we've also talked Talk about the fact that you wrote it with someone. But it was a number one Amazon bestseller, which is really cool   Kim Clark  55:05 in all three formats. So I'm very grateful for people who had been following us all year in 2022. We launched it in September, but our following just built more and more throughout the year. And they really showed up on the day that we launched it. And we are so so grateful. And it continues to show up around the world, people writing me and my co author Janet Stovall with you know, they're, you know, this is what I'm doing with it, I heard from a graduate student, who has said, I've come up with an assignment for the class, I'm teaching based on your book, which is wonderful, because as a San Jose State University lecturer over the last 20 years, I am building a course based on the book four year universities, colleges and junior colleges to have a course that's actually I'm going to be teaching, teaching a version of it, but I'm also going to make it available for educators. So it's available for corporate communicators currently. Now, anyone who does any kind of content creation, also people managers, it is very helpful. Can an individual take what the model the depth Model D PTH? That's our framework. That's kind of the secret sauce of the book. Can they apply it to themselves? Absolutely, absolutely. But we are making it available as well to universities, because we want communicators who are coming up, you know, and, you know, not everyone is going to go to universities and colleges, I recognize that. So it's available for others, I will have online courses available, I will have a book club and a conscious communicator community that I'm launching. So there's all kinds of different ways to access the content and practice it with other folks. Because that's, that's, you remember that I am, I'm about action, I am about evidence. So this, you know, everything that I'm going to be rolling out, aligned with the book, but also within the course, etc. is all about accessing the content, practicing it together and being in a community that is being very intentional about this work.   Michael Hingson  57:17 So what kinds of things do you teach? To help people understand not to say stupid? What's the word? Oh, yeah, stuff. That's it. That is not really what you wrote for the original title, but it serves the   Kim Clark  57:29 purpose. No, yeah. And that, that shows like The conscious communicator, part of the tighter title that was me. And then Janet had the second half, you know, you know, I'm not saying stupid stuff.   Michael Hingson  57:45 People are wondering what we're laughing about. The actual first two letters are sh and we'll leave the rest alone. Yeah,   Kim Clark  57:50 there you go. It has an asterix in there just for to be family friendly. But yeah, so it's it's been so the kinds of things that I'm most asked to speak about. I do workshops as well, but I do a lot of speaking engagements and consulting. Specifically around the most popular topic is from unconscious bias to conscious communication. So it's that the role of unconscious bias in Korea it that impact of bias in our communications, which can end up showing up like performative communications, it ends up looking like microaggressions. And so understanding ally ship and advocacy as an as a communicator and content creator, what's our role there? There's also a concept called majority coding, C O D ing coding. And that is about making sure that the dominant narrative is sussed out from our communication. So we are not reinforcing status quo unintentionally. Where do we disrupt that status quo in our narrative, you know, to the points that we've made over and over again, you know, during our talk today, being disruptive in that and so cultural appropriation, you know, when we're supporting events, and we have pictures of employees with culturally appropriate attire during Cinco de mio or Native American Heritage Month, you know, like really making sure that we're educating our employees that we are, you know, not reinforcing any kind of negative stereotypes around particular communities. So that's where we start my call. That's just that all that that I just said is where we start. So this is a practical application kind of lab experience whenever I do a speaking as well as workshops, and then there's the whole work around the book itself of the depth Model D PTH. What does it stand for? So, so depth The whole point is, you'll see this on the cover of the book is helping communicators bring depth to their organizations. So it's an acronym though it is D is for deliberate. E is for educated. T is for tailored. Sorry, I've got the P. P is for purposeful. T is for tailored, and H is for habitual. So it's a framework to be strategic and proactive. So you're no longer knee jerk reactions. When a social justice, you know, issue happens. You have the infrastructure, you have the relationships, you have your content, you have the people in place, you have the funding, you have everything that you need to be proactive. And we tackle things like, let's literally talk about PACs, political action committees, and what those what the companies that we work for are giving money to legislation, people will say, let's leave politics out of the workplace. Well, I'm sorry, but yeah, yeah, that we need to talk about that we need to have that kind of exposure to understand that companies are entirely making so many business decisions based on political situations, legislative support, tax, you know, benefits. That's why, you know, moving people to Texas, and I'm like, Oh, my God, Roe v. Wade, you know, you know, that kind of thing. So, we have to talk about those kinds of things and help communicators understand where the system has been designed to be performative. That's what we're hired for, rewarded and recognized for and how to disrupt it. And what do we need need to do to go backwards into the systems and processes to ensure that we are actually transformative, and that's what we're rewarded and recognized for, to help because there's, there's no doubt in my mind and, and 1000s of other people's minds that D AI is the transformation of the business going on right now. And if you do not do this as the business, you will be irrelevant within the next five years, just like digital transformation, if you didn't get on board, you're not here anymore. The same thing is happening with Dei. And we need to understand this is that strategic business transformation of the business, and communicators play an exceptionally important role in this work.   Michael Hingson  1:02:36 I was talking to some people yesterday about podcasts and their people, roughly my age. And so I'm 72. I admit it right. And they said, We've never listened to podcasts. Tell us about podcasts. And, you know, we're kind of old. We don't deal with that technology. And my, my immediate reaction was, that's a great excuse. But why do you put up the barrier to make it more difficult than it needs to be? And by the time we were done, they were going to go off and listen to unstoppable mindset, which I'm preparing. Everybody should? Everybody should? Yes, that's right. But the reality is that we all need to practice keeping up. And it challenges our minds, when we work at keeping up with whatever it is, whether it's podcasts and doing something like this, or just dealing with iPhones, I know any number of blind people who I see on lists who say, I need someone to tell me how to use this, or use this iPhone or use this technology. No, but what they don't do is go research it, they don't go look for it themselves, and do more to stretch and grow by learning to do it. And I understand there come times when it's necessary to have some help because a lot of times when I go research how to do something. When I go search to search for it on say Google, I see links to tons of videos and I ignore the videos mostly because they don't describe very well what they're doing in the video and they don't give me information. It's an easy way but it doesn't really help everything. So I go past the the videos to get to the other information stuff. And most of the time I can find enough information to tell me what I need to know. But we we really work as a society. It being often too lazy and not learning to research and not learning to keep myself constantly growing. When my wife passed away, the first thing or one of the things I started to say is you know I have to move on and it took me a few days to realize why I was uncomfortable saying that. And the reason I'm uncomfortable saying it is because I'm not moving on. She's with me. She'll continue to be with me, but I will move forward It should, we should all move forward, we should always work to move forward.   Kim Clark  1:05:04 Wow. Thank you for sharing that. And absolutely, there's, you know, there, there's chatter amongst the DI practitioner world that talks about, all right, well, if you learn to how to use a phone, because you feel like you have to, and there's so many other experiences that we that we can refer to, in addition to the phone, you know, being racist, or sexist, or, you know, etc, ableist, you know, it's just a matter of just doing it, just do it, you can you can learn a phone, you can learn to be anti racist, it's, it's a matter of being allowed, allowing yourself to learn, and make room and space, you know, for that learning, and seeing people with disabilities for their, you know, humanity, and what we have in common, and how needed unnecessary. Everyone is in society in this work, and to move forward in that work to your point, it's, it's necessary, and it's just basically required as a citizen of the global Earth. Really, you know, it's just like, this is just who we are. And this is what we're about. And this is, this is part of, you know, leading a very meaningful life is, is is doing that learning, no matter how uncomfortable it can be. It's the benefits are way outweigh the risks.   Michael Hingson  1:06:33 You mentioned politics and all that. And one of the things I've read on a number of occasions, or articles or commentaries about conversation, and that in our world where we have become such a fractured country, when it comes to political views, especially in the previous administration, according to the people who write some of the things that I've read, we've lost the art of conversation. Do you think that's true that we've really lost the art of conversation? How do we get that back? How do we learn to step back and say, Hey, talking about differences in different views isn't a bad thing, as long as we keep it in perspective, that everyone has the right to an opinion. But we do need to have a moral standard that we go by as well?   Kim Clark  1:07:24 Well, if we think about the workplace, and it comes from, you know, the environment that we grew up in, and then we bring that environment, to the workplace, and what what we do not have, or any kind of decent role models around having conversations outside of our comfort zone, because whatever environment that we we were raised in, whatever what was rewarded in the environment that we were raised in, and, you know, what we're bringing into the workplace culture is afraid to say the wrong thing. We don't have, it's not only that we don't have any role models on how to foster a learning environment. It's, you know, it's, it's, we have terrible examples, not just that we don't have any we have, and then the ones that we have are terrible examples. You know, like, we only see that the options are calling out, you know, for example, when there's a lot of options that we actually have on our tool, but to have to look at valuing a relationship with a colleague, in a way that we can have productive, maybe even healing conversations, but we don't, we're so rewarded within a capitalist corporate environment of getting it right the first time, you know, part of the bias of professionalism, which is an excellent article by Stanford innovation review, talking about the bias, they did the curb cut effect as well. But you know, talking about the bias, professionalism, it shows up in perfection, for example, perfectionism. And so there's the status quo, that is in the subtext of our corporate cultures that actually prohibits the the learning capacity, the curiosity, the willingness, the permission to explore these conversations amongst colleagues in a healthy productive way. So first order of business, go do your own research. Don't lean on somebody, like I shouldn't be only tapping into you on things that I could Google, right. But do I want to hear about your specific experience? And how communications and channels can be, you know, connect more with you? Yes, I do want that input. But are there things that I could go and learn on my own? Absolutely. Now, but I have to check myself and make sure that I'm in a place of listening and learning And then I shut the crap up, you know, and that it's not that I am in that place of humility, and, and valuing your specific experience. But, you know, I'm not rewarded for that in a corporate environment, I'm rewarded for having all the answers for getting it right the first time for being extroverted for you know, pushing things and making things go fast, and least resistance, you know, allowing bias to inform my decision making. And you know, what, we'll fix it later, or, okay, well, it doesn't work for, you know, blind folks. But you know, we'll do that in the next round. And then we never get to it because our budget got cut, you know, so it's like, these are the things that we need to challenge and and understand that we don't have role models, and we have terrible role models. And so looking at what that bias of professionalism is actually keeping us oblivious, and keeping us from growing beyond what has been allowed before to the point of really honoring, and learning and keeping our egos in check. That's really key in order for us to foster that learning environment, especially in the workplace. So we can begin to do the real work.   Michael Hingson  1:11:27 Well, the the, the comment about, well, we'll get to it in the next round immediately, puts a value on one thing over another, rather than truly being inclusive. And, you know, as far as this whole concept of, we have our role models, whatever they are, we have our own experiences, and so on, I feel so blessed with doing this podcast, because I get to hear a lot of different viewpoints, and brought that on myself. But every person I get

At its very core, I think of an investment as buying into a company and owning a piece of that company... That's what it means to be an investor. To be a speculator simply means that I'm going to buy a stock, and I expect to be able to sell it at a higher price."—Zach Scheidt  Are you an investor or a speculator?   The answer matters greatly, informing the stocks you pick and your expectations.  Zach Scheidt is the founder of ZachScheidt.com, the investment director of The Essential Investor, and the architect of The Essential Portfolio. Zach is an expert in Wall Street's highest-performing income stocks and has developed a unique high-end put selling strategy. He previously ran two hedge funds with a combined asset total of over $100 million, making him well-versed in the financial industry. Zach joins me on “The Wiggin Sessions” today to discuss the difference between being an investor and a speculator and why it matters in terms of the stocks you pick and your expectations.  He'll share his insights into the prominent factors affecting the market, why what's going on on Main Street doesn't always correlate with what's going on on Wall Street, and whether or not we're headed for a recession. Plus, how much you should worry about both the economy and politics when it comes to your investment strategy.  Listen in for an in-depth discussion of the Essential Portfolio, which Zach helped develop, and learn more about his barbell approach to investing, including four of his stock picks from the portfolio—three that offer reliable income and one that's a bit more speculative.  Tune in to get these valuable stock pick recommendations and go to https://essentialinvestor.net or https://theessentialinvestor.net to follow Zach's investment advice thru the EI. Key Takeaways How to take advantage of the winners and losers in the supply chain struggles The importance of separating politics and investing How to take advantage of the opportunities to create wealth (even in a recession) The insight of Ray Dalio, the founder of Bridgewater Associates, into the relationship between the US and China Should we worry about politics when picking stocks when picking stock The critical difference between being an investor and a speculator Why diversification is the key to the investing long game Why 20 different positions is the 'sweet spot' for a diversified portfolio How the barbell approach to investing leads to sustained portfolio growth The four stocks Zack recommends investing in now Connect with Zach Scheidt  Zach Scheidt Zach on LinkedIn  Connect with Addison Wiggin Consilience Financial The Wiggin Sessions on Facebook The Wiggin Sessions on Instagram The Wiggin Sessions on Twitter Resources Share the Wiggin Sessions

Maybe you've heard the term "emotional intelligence" before but it might feel too abstract to be useful. This week I'm joined by EI Educator, Ashley Valliere, who's teaching us what EI even is, why we need it, and sharing practical tips to work on developing it. We even dive into how EI can help you overcome emotional eating! In Ashley's 15 year journey working with people (as a personal fitness trainer, massage therapist, and now completing her Bodynamic muscular psychotherapy program) she noticed some peculiar things with her clients over the years. Most notably emotional outbursts in sessions (anger, sadness, shame ect); as well, she took a special interest in people's posture and body language. These curiosities began a decade long search for the missing link between brain and body. Her specialities are in decoding the body, learning how to navigate how it communicates and emotional intelligence. You can find her: IG: @theashval Tiktok @theasval youtube @theashval Subscribe, rate, and review this podcast and get a copy of our Weekend Survival Guide as a thank you! Just email a screenshot of your review to admin@estheravant.com and we'll send it over ASAP! Thanks for your support! Get off the weight loss rollercoaster with this free quiz: www.estheravant.com/quiz Learn about our 12-week Gone For Good coaching program: www.estheravant.com/coaching Join the Live Diet-Free FB group: www.facebook.com/groups/livedietfree Connect with Esther on Instagram (shoot me a DM and let me know you listen to the podcast!): www.instagram.com/esther.avant

Why You Need Emotional IntelligenceWhat is emotional intelligence? How does it work? How can it benefit you in your personal and professional life? It's all about communication. How you receive information and what you do with it demonstrates your ability to prioritize efficiency, all while taking others into consideration. While it may seem like mental gymnastics to always be alert when talking or listening, it can easily become second nature to you with a few simple tips. In today's episode, let's dive into the importance of emotional intelligence as I share strategies to help you achieve it! Chapters[02:23]Having emotional intelligence allows you to read other people's body language and facial expressions.[04:55]Craig shares a lesson he learned about trigger words.[11:07]What it means when someone is "seeing red" and what you can do.[14:26]Every experience is a learning experience![16:50]Follow us on social media to check out Craig's recommendation for a great book on Emotional Intelligence![18:54]Check out Ep 40: Becoming Aware of Your Emotional Intelligence![19:29]Leave us a review on Apple Podcasts, or your favorite podcasting player!Mentioned LinksEp 40: Becoming Aware of Your Emotional Intelligence

Episode 14 | Sara Kennedy We first met Sara when Colten was first identified with unilateral hearing loss. She helped guide us through many decisions in the beginning when we were weighing options of equipment and set us up with early intervention. Sara later connected us with families of "Deaf Plus" children- is the reference to the child's hearing status combined with additional conditions. We are so grateful to have met Sara and been a part of Colorado Hands and Voices. Sara is a mom of four children, including a daughter who was late-identified following a homebirth. She enjoyed a career as an occupational therapist, but resigned a year after her daughter was identified so that she could help her with language leaning – and while expecting child number 4. She went to one of the first Hands & Voices conferences in Colorado, and raised her hand as a volunteer to edit their four-page newsletter. She had several volunteer and paid positions in El Paso County and statewide, eventually becoming the Director of the Colorado Chapter of Hands & Voices through last Feb 2022. Today, she continues to edit the Hands & Voices Communicator (now an international newspaper) along with many other activities from grantwriting to training and serves as the Co-Chair of the Colorado Infant Hearing Advisory Committee. Sara has a special interest in practical ideas that close the gap for late-identified kids and their families. She was a lead author of the Parent Safety Toolkit for the O.U.R. Children's Safety Project, a co-creator for the Virtual Waiting Room, coauthor for the manual Bridge to Preschool: Navigating a Successful Transition, past editions of the Colorado Resource Guide and Parent Funding Toolkit, has written or presented on navigating the IEP/IFSP system, siblings, Eight Reasons to Say Yes to EI, why families move, the decision process regarding cochlear implants and transition from high school. A favorite presentation last year was Introverts Can Be Great Leaders. She reads, hikes, refinishes furniture, and skis when she can. Contact her at Sara@handsandvoices.org. Kid Power O.U.R. Children's Safety Project Photo by: Melissa Wuertele Photography --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/amber-mustain/support

Why is emotional intelligence so important for agile teams? Dr. Tan Trung (John) Luong, Sr. Expert Consultant at Orianda Solutions AG, will help answer that question. Having written an essential article on Springer Media and pulling from years of personal experience, Dr. John shares stories and expertise with Bill Raymond to help you learn: ✅ The definition of emotional intelligence (or EI) ✅ Why EI is important within agile teams ✅ Why is Emotional intelligence important ✅ The four dimensions of emotional intelligence ✅ How you can lead EI initiatives in your organization