Podcasts about engaged

Mac & Kat leave the real world behind for an Appalachian adventure in a storybook town. Alone Season 11 provides plenty of non-offensive fascination while Mac gets into a handful of movies and a beautiful book. Also, we eat too much and tell you all about it.   Bonus content: no bonus content this week Our locals page is now accepting subscriptions! Move over from Patreon so more of your tips go to us and not Apple.   Books: Read along with Mac - The Road by Cormac McCarthy Other great stuff we like: It's OK to Be Catholic Baritus Catholic Illustrations Pacem in Terris Retreat Center Picnic Blanket Restoration of Christian Culture from Our Lady of Clear Creek Abbey Restoration of Christian Culture PDF Spiritual Direction.com Sam and Mena's podcast: Engaged at 18 https://www.fatimafarm.com/ liturgical calendar from Sofia Institute Press Wyoming Catholic Gregory the Great's St. Nicholas Guild Total Consecration to Jesus Through Mary Mac's book! Clueless in Galilee Find us on our website Our libsyn page where you can find all our old episodes Theme song by Mary Bragg. Our other show: Spoiled! with Mac and Katherine   We use Amazon affiliate links. We may get a little kickback if you use the link above to purchase from Amazon.  

With over 2,000 episodes under our belt as an agency, we have seen the good, the bad, and the awkward when it comes to interviews. Regardless if the guest showed up unprepared or you as the host made some mistakes, an awkward interview can be difficult to navigate and promote. Let's avoid this by diving into the common interview mistakes we have seen before, during, and post-interview, and how you can avoid them. This week, episode 39 of Successful Podcasting Unlocked answers the question: How can I avoid awkward interviews?In this episode, I share:Do your research on the guest before the interview to avoid shallow conversations. Ask focused, specific questions that showcase the guest's expertise.Avoid dominating the conversation, letting the guest speak the majority. Practice active listening, making the guest feel heard and valued. Address technical issues right away to ensure high audio quality. Follow up with guests and ask for feedback to improve future interviews.I want to hear your podcast interview stories! Send me a DM or a voice note on Instagram with your most cringe-worthy podcast interview or guesting moments. Let's laugh together about our mistakes.Be sure to tune in to all the episodes to receive tons of practical tips, tricks, and advice as I answer all your podcasting questions. Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me! And don't forget to follow, rate and review the podcast and tell me your key takeaways!CONNECT WITH ALESIA GALATI:InstagramLinkedInWork with Galati Media! LINKS MENTIONED:Ep 36: Finding Your Perfect Podcast Format: A Guide for Business OwnersProud member of the Feminist Podcasters Collective.

Follow our socials!Faithlynn Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: https://www.instagram.com/faithlynngianna/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠For The Femmes Tiktok: https://www.tiktok.com/@forthefemmes⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠For The Femmes Instagram: https://www.instagram.com/forthefemmespodcast/For The Femmes Youtube: https://www.youtube.com/@ForTheFemmesPodcastThis episode is rooted in personal experiences, opinions, and perspectives. While some situations may reflect real events, no names are mentioned and any identifying details have been changed or removed to protect privacy. The content is not intended to harm, defame, or target anyone. All statements shared reflect the speaker's personal views and should not be taken as absolute fact. Listener discretion is advised.Please note: Faithlynn is not a professional interviewer. For The Femmes is grounded in open, honest conversation, not a formal interview format - and should be experienced as such.

Dr. Gary Chapman's seminars aren't only for married couples. Engaged couples and even single adults attend as well.Donate to Moody Radio: http://moodyradio.org/donateto/lovelanguageminuteSee omnystudio.com/listener for privacy information.

Are after-hours buyers slipping through the cracks? Discover how response delays affect appointment rates and why AI-powered lead management is becoming essential for modern dealerships. Go to https://pulpaistudio.com/services/automotive-answering-service/ for more information. Pulp AI Studio City: Las Vegas Address: 9501 W Sahara Ave Website: https://pulpaistudio.com Phone: +1-725-444-7257 Email: team@pulpaistudio.com

Spurs Chat: Discussing all Things Tottenham Hotspur: Hosted by Chris Cowlin: The Daily Tottenham/Spurs Podcast Hosted on Acast. See acast.com/privacy for more information.

Today on Wedding Secrets Unveiled!, we're bringing you a unique episode you won't want to miss. If wedding planning feels overwhelming or you've always imagined saying “I do” in New York City, Lia Seremetis of Cakewalk is sharing how she creates unforgettable NYC elopements tailored to each couple. After once envisioning a small wedding herself but getting swept up in a larger celebration, Lia now helps couples simplify their day while designing a meaningful, personalized experience through the city. If you're dreaming of a more intimate and intentional way to celebrate your love, this episode is for you. Please rate, review and subscribe to this podcast wherever you're listening so you never miss an episode. Even better share it with a friend! It's a great way to show your support and let us know what you think. Thank you for listening. To get the full show notes head to https://sarazarrella.com/perfect-nyc-elopement-wedding-planning-podcast/ For more information, check out our website at https://sarazarrella.com/wedding-secrets-unveiled-podcast/ Check us out on YouTube! Make sure to like and subscribe! https://www.youtube.com/@SaraZarrella/podcasts Join our Monthly Newsletter for tips, tricks and Freebies! https://sarazarrella.com/newsletter Follow along for more! https://www.instagram.com/weddingsecretsunveiledpodcast/

This week's episode is very special. Kenzie is engaged!! Her fiance, Charlie, joins the show to discuss the proposal, their relationship, future plans & more. Hope you enjoy! PROPOSAL VLOG: https://www.youtube.com/watch?v=Ze4KsihNwYA&t=921sBLOG: https://kenzieelizabeth.coSHOP MERCH OUT NOW: https://shop.dearmedia.com/collections/ilysmWatch us on youtube: https://youtube.com/kenzieelizabethKenzie's IG: https://bit.ly/298RzRnKenzie's Twitter: https://bit.ly/2RdtJsEHG IG: https://bit.ly/2vlwxXyThis episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct, or indirect financial interest in products, or services referred to in this episode.Nature's Sunshine - Nature's Sunshine is offering 20% off your first order plus free shipping. Go to naturessunshine.com and use the code HOUSEGUEST at checkout.Quince - Go to Quince.com/houseguest for free shipping on your order and 365-day returns.Produced by Dear MediaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Most podcast hosts focus on teaching something valuable, but valuable content isn't what keeps listeners listening. And when attention drops halfway through an episode, listeners stop caring about what you say next. TedX speaker and professional magician Jimi Gibson is breaking down why listeners mentally check out of episodes (even when you're giving great info), the common mistakes that make people skip ahead or click away from your episode, and the psychological framework behind opening hooks, vocal delivery, and CTA transitions that keeps listeners hanging on for what comes next.If you want listeners staying locked into your episodes from your opening hook to your CTA, hit play and let's dive in.…2:35 – The 3-Part Hook Formula That Makes Listeners That Makes Listeners Stay Past The First 30 Seconds6:16 – The Hyper-Specific Opening That Sounds Like You're Reading Your Listener's Mind10:52 – The Curiosity Loop Structure That Keeps Listeners Listening Longer19:29 – The CTA Transition Framework That Keeps Your Pitch From Feeling Salesy22:42 – The Simple Vocal Shifts That Pull Distracted Listeners Back Into the Conversation…Episode Links:Meet Jimi Gibson: Website | LinkedInWatch Jimi's TEDx Talk: You Have Magic Power: Use It For GoodGet your editing off your plate so you can focus on growing your show: Book a call with Resonate Recordings…Other Episodes You'll Love: The Podcasting Psychology Behind Shows Listeners Can't Stop Listening To…Got Podcasting Questions? Send them to me here.Love this show? Leave a review to say thanks in true podcasting style, or share it with your podcasting friends.Podcast Health Score™ See exactly where your show is losing listeners.Podcast SEO Mastery Optimize your show so it can get found 24/7.Apply for a spot on the show to get live podcasting help from me.Want more podcasting advice? See what I'm testing on SubstackGet reviews for your show with PodLottery...Special thanks to Resonate Recordings, our implementation partner for PodLaunch® Accelerator. If your podcasting efforts aren't bringing you the listeners or sales you expected, book a strategy call for help to fix it.Follow for more podcasting insights:  LinkedIn | PodLaunchHQ.com©Ⓟ 2018–2026 by Courtney Elmer. All Rights Reserved.

Parshat Shelach continues with Shiur 3, Enjoy!

The Finale of Parshat Shelach- Enjoy!

Parshat Shelach continues now with part 2 Enjoy! 

I have always felt the best shabbat table talk on the Prasha comes from parents and children who know and are confident with the ins and puts of the details in the weekly Parsha. So many of my students never take advantage of this because they either never learned it or do not have the time to review it weekly. Enter the BEST SERIES! You are about to master the Parsha with four, fun and engaging quick Shiurim each week. give me 20 minutes or less and I will give you the Parsha! ENJOY! 

Employee engagement is vital for the success of your team and organization. Engaged employees are connected to their work, their team, and the wider mission of the organization. Unfortunately, most organizations don't actively invest in creating a culture focused on developing engaged teams. This is an expensive mistake both financially and in terms of lost potential, missed opportunities, and retention of your best team members. In this episode, you'll learn why employee engagement is so vital to the success of your organization and one way you can take action to develop an environment that increases engagement and thus your overall success. Ready to jump into action and create an engaged workplace? Join us for our newest program, Empower & Engage: The Path to Workplace Excellence. Our summer session starts on June 24, 2026. Get more information and register here: https://learn.strengthsuniversity.org/empowerengageReady to jump into action and create an engaged workplace? Join us for our newest program, Empower & Engage: The Path to Workplace Excellence. Our summer session starts on June 24, 2026. Get more information and register here: https://learn.strengthsuniversity.org/empowerengageIf you're listening to this podcast, you take your role as a leader seriously. You want to be more effective. You want to lead your team to greater success. And you probably want less stress. This podcast has great information and tips to get you started. But if you're ready for the next step – one that will give you the guidance and structure to take you to the next level of success – Strengths University has you covered. Have questions? Email Anne at anne@strengthsuniversity.org or set up a meeting with her HERE. Want more information about Strengths University? Check out our website at https://www.strengthsuniversity.org/

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Zachariah Porter and Jonathan Carson are engaged! In this special episode of Camp Counselors Podcast, we're sharing the full story of our engagement weekend in Maine. After six years of dating, we're spilling the details on how the proposal happened, from the road trip to Acadia National Park, to the private beach moment where Zachariah got down on one knee. And we couldn't be happier!Want BONUS CONTENT? Join our PATREON! Explore everything Camp Shady Birch has to offer at CampShadyBirch.com!Sponsors:➜Sleep cooler this summer with Boll & Branch with 20% off sitewide at BollAndBranch.com/camp use code camp. This is a limited time offer.➜ Go to GoodChop.com/podcast and use code 50camp to get $50 off plus free shipping on your first order of high quality meat delivered right to your door!➜ Go to Progressive.com to see if you could save on insurance.➜ Feel your best self, every day with IM8. Go to IM8health.com/CAMPCOUNSELORS and use code CAMPCOUNSELORS for a Free Welcome Kit, 5 free travel sachets, plus 10% off your order.Camp Songs:Spotify Playlist | YouTube Playlist | Sammich's Secret MixtapeSocial Media:Camp Counselors TikTokCamp Counselors InstagramCamp Counselors FacebookCamp Counselors TwitterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Buddha taught a path of awakened living, but how does that manifest in today's world of constant connectivity and widespread suffering?How do we keep our hearts open without being defined or hardened by the pain that surrounds us, whether personal, collective, or historical? How do we navigate the paradox of holding both pain and joy without mistaking suffering for punishment or personal failure? Can we infuse our compassion with wisdom and perspective to find the agency to take meaningful action in our communities? In her new series, Engaged Compassion, Sharon delves into these questions and more, engaging in candid conversations with a diverse group of teachers, activists, and changemakers. For the sixth episode in the series, Sharon's speaks with teacher and change-maker Reggie Hubbard, marking his third appearance on the Metta Hour. Reggie is an internationally recognized yoga and meditation teacher and the founder and chief serving officer of Active Peace Yoga. Reggie's yoga and meditation practice have served as a sanctuary of peace and perspective while navigating the stresses of being a Black man in the world. He has been a featured speaker on new consciousness, racial justice, and civic engagement for leading wellness publications. In addition, Reggie has held many senior strategic and logistical roles across a variety of fields, ranging from global marketing to Presidential campaigning. His life's work sits at the intersection of bringing more peace and balance to activists, guiding the wellness community toward being more engaged, concerned citizens, and enhancing the well-being of all walks of life.In this conversation, Reggie and Sharon speak about:• Democracy as call and response• Re-imagining our current circumstance• What Reggie learned from his stroke• The ability to hope is crucial• Wisdom from Joanna Macy • External circumstance is not the end of the story• How spiritual life informs activism• There is no harvest without planting seeds• Reggie's healing retreats for Men of Color• The challenges men face from patriarchy • Tending and mending grief• The importance of not-being-okay• Compassion versus the rising tides of hatred• “Love's in need of love today” - Stevie Wonder• Why extend goodwill to those who harm us?• Compassion doesn't dictate certain actions• Impermanence as a hope in dark times• What sphere of influence can you impact?• Joy as a radical act of self-care• There must be dancing in the revolution• Finding peace amidst extreme challengesAdditional ResourcesTo close out the episode, Reggie leads a gratitude and sound meditation. You can learn more about Reggie's work right here.Help the Be Here Now Network celebrate 10 years of podcasting and support the next chapter of Ram Dass Here and Now. Gifts are matched dollar for dollar through June 30. Learn more and give at: BHNN 10th Birthday FundraiserSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

If you're stuck thinking "my ex was everything I ever wanted" this episode is going to hit hard in the best way. You'll hear from Sam, a Braveheart who walked away from a seven-year relationship with someone she deeply loved because one core desire never aligned: she wanted marriage, and he didn't. Even knowing that, getting over him felt impossible at first. In this conversation, we unpack what actually helped her release the emotional grip he had on her, stop romanticizing the relationship, and rebuild trust in herself after heartbreak. We talk about the exact mindset shifts and tools that helped her reduce desire and attachment to her ex so she could finally move forward instead of staying emotionally tied to someone unavailable. And the wild part? By the time her ex eventually got engaged, she had already met the love of her life, gotten married herself, had a baby, and genuinely didn't flinch at the news. If part of you still believes your ex was "the one" and you can't imagine wanting anyone else, this episode will show you what's actually possible on the other side of heartbreak. DOORS ARE OPEN - The Get Over Your Ex in 3 months or less program: https://dorothyabjohnson.com/getoveryourex/ Doors close Sunday (this Sunday), June 14th.

A conversation with UA Democrats on student political engagement, campus organizing, and creating space for student voices at the University at Albany.

Pastor Brett Ricley

Nehemiah 3

Mr. Knightley is at Hartfield, and he has exciting news, but before he can reveal it, Miss Bates arrives and spills the beans: Mr. Elton is engaged. After four weeks in Bath, he has met a Miss Hawkins, and they are going to be married. Miss Bates is delighted at the prospect of a new neighbor in Highbury, while Emma is concerned about Harriet (and annoyed at Jane Fairfax's muted reaction to the news). But Harriet's attention is focused elsewhere, on a chance encounter with Mr. Martin, at least until Emma redirects her in a more appropriate direction. This week's Friday Favorites is big news for Highbury, and it's just the kind of news that will fill your mind and help you relax into a night of soft and peaceful sleep.-----Welcome to the Jane Austen Bedtime Stories podcast! Each episode is a section of a classic Jane Austen novel, read in soothing tones and set to calming music to help you fall asleep.With everything that is going on in the world, we find comfort in the familiar. For so many of us, Jane Austen's works are like a warm hug. So snuggle up under the covers and let the comforting words of Jane Austen lull you into sleep.-----Show your appreciation for the pod! Support the podcast: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bedtimestoriespodcast.net/support⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -----Follow us on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/janeaustenbedtimepod/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠-----Music ["Reverie"] by Scott Buckley - released under CC-BY 4.0. – www.scottbuckley.com.au

Today, I'm thrilled to announce my interview with Tony nominee Jeremy Shamos, who will be starring in the newly announced revival of Awake and Sing. Tune in to hear some of the stories of his legendary career, including the experience of starring in the controversial CORPUS CHRISTI, experimenting with comedy with Steve Martin during METEOR SHOWER, being Tony nominated for CLYBOURNE PARK, participating in several readings of HERE WE ARE, making his debut in CYMBELINE, dancing in the all-male FORUM, working with Meryl Streep on ONLY MURDERS IN THE BUILDING, the joys of W.S. Gilbert's ENGAGED, figuring out the timing of GUTENBERG and NOISES OFF, rehearsing with Al Pacino for GLENGARRY GLEN ROSS, the potential prequel to IF I FORGET, what he learned from 100 SAINTS YOU SHOULD KNOW, and so much more. Don't miss this candid conversation with a veteran actor.

Did that REALLY just happen?! This one's funny and so much cringe! An unbelievable, jaw dropping, hilarious online dating story that's not to be missed!  This week on Big Lash Energy, Jayna shares one of the wildest stories she's ever experienced online. What started as a random Instagram DM from a complete stranger quickly spiraled into a one-sided love story involving marriage proposals, immigration paperwork, daily declarations of love, questionable life choices, and enough plot twists to make a reality TV producer jealous. Instead of blocking him, Jayna decided to let the conversation continue...strictly for research purposes, of course. After all, if you're going to receive unsolicited messages from creepy men on the internet, you might as well turn them into podcast content. What followed was a year-long saga that somehow became part romantic comedy, part social experiment, and part psychological thriller. This episode has EVERYTHING:

'The Crash' subject Mackenzie Shirilla busted after allegedly engaging in a sexually explicit video call in prison, Vanilla Ice joins the show and shares why he's one performer who won't be dropping out of the Freedom 250 event, Ariana Grande's new song prompts unhinged reactions from her fans, and Spencer Pratt says he does NOT want celebrity endorsements. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kat goes to PA & back, Mac makes it through another graduation season, Widow's Bay is a pleasant (and creepy) surprise, and we see The Crash as a heightened example of the spiritual desolation of the culture.   Bonus content: spoilerific analysis of Widow's Bay   Register for the Rosary Army retreat before spots are gone!: rosaryarmy.com/retreat   Our locals page is now accepting subscriptions! Move over from Patreon so more of your tips go to us and not Apple.   Books: Read along with Mac - This is Happiness by Naill Williams Other great stuff we like: It's OK to Be Catholic Baritus Catholic Illustrations Pacem in Terris Retreat Center Picnic Blanket Restoration of Christian Culture from Our Lady of Clear Creek Abbey Restoration of Christian Culture PDF Spiritual Direction.com Sam and Mena's podcast: Engaged at 18 https://www.fatimafarm.com/ liturgical calendar from Sofia Institute Press Wyoming Catholic Gregory the Great's St. Nicholas Guild Total Consecration to Jesus Through Mary Mac's book! Clueless in Galilee Find us on our website Our libsyn page where you can find all our old episodes Theme song by Mary Bragg. Our other show: Spoiled! with Mac and Katherine   We use Amazon affiliate links. We may get a little kickback if you use the link above to purchase from Amazon.  

Vice Ganda, "is under attack!"Julia Barretto, Engaged na?Hala! May personal message sa amin si Donny!

Interactive assemblies are becoming a practical tool for schools looking to boost participation and reinforce curriculum goals. Here is what makes them genuinely effective for elementary students. To learn more, visit https://assemblyshows.com/curriculum-shows/ Scheer Genius Assembly Shows City: Walled Lake Address: PO Box 722 Website: https://assemblyshows.com/ Phone: +1 248 891 1900 Email: scheergenius@mac.com

The Buddha taught a path of awakened living, but how does that manifest in today's world of constant connectivity and widespread suffering? How do we keep our hearts open without being defined or hardened by the pain that surrounds us, whether personal, collective, or historical? How do we navigate the paradox of holding both pain and joy, without mistaking suffering for punishment or personal failure? Can we infuse our compassion with wisdom and perspective to find the agency to take meaningful action in our communities? In her new series, Engaged Compassion, Sharon delves into these questions and more, engaging in candid conversations with a diverse group of teachers, activists, and changemakers. For the fifth episode in the series, Sharon speaks with Mirabai Bush, marking her third appearance on the Metta Hour. Mirabai is an author, social entrepreneur, teacher, and spiritual leader. She is recognized for her pioneering role in integrating mindfulness and contemplative practices into secular sectors of American life, including business, higher education, law, and social activism. Mirabai's contributions include co-founding influential organizations such as the Center for Contemplative Mind in Society and the Seva Foundation and co-developing Google's Search Inside Yourself Leadership Institute. She is also a longtime board member of the Love Serve Remember Foundation. Her latest book, Almost Home, is a memoir published in 2025.Please note this conversation contains discussion of gun violence during and civil unrest at Kent State University in 1970.https://youtu.be/ywY6HGunefwIn this conversation, Mirabai and Sharon speak about:The process of writing a memoirWhy Mirabai went to the EastWhat drew Mirabai to activism Meeting Ram Dass and Neem Karoli BabaMirabai in the civil rights movementSustaining engagement over timeNon-attachment alongside passionLoving Awareness as taught by Ram DassHow acceptance leads to change-makingThe role of hope in activismRevolution is bread and rosesSeva Foundation's rootsMirabai's advice for social engagementStaying informed in a balanced wayHow communities respond to compassion actionThe Lovingkindness Nun in BurmaAdditional ResourcesTo close out the episode, Mirabai leads a “Just Like Me” meditation. Learn more about Mirabai's work right here. Her most recent book, Almost Home, is available right here. You can listen to Mirabai's previous episodes on the Metta Hour here and here.Related Metta Hour EpisodesEpisode 94 Ram Dass and Mirabai Bush on the Metta Hour, released in 2019.Episode 114 Remembering Ram Dass with Mirabai Bush and Raghu Markus on the Metta Hour, released in 2020.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Improvement efforts stall for reasons every CI practitioner knows by heart: unclear problem statements, missing data, inconsistent teams, rejected countermeasures. Anne Frewin argues those are symptoms. The root cause is the environment leaders create -- and Gallup's data backs her up: 70% of team engagement comes down to the manager.In this episode, recorded as part of the KaiNexus Continuous Improvement Webinar Series, Anne walks host Mark Graban through her LEAD model -- four leadership mindsets that build the psychological safety improvement work depends on. For each one, she offers a single behavior you can put to work right away:Leading with courage means talking about problems, not just making them visible -- moving teams from firefighting to "smelling the smoke." Embodying trust means going to Gemba with real curiosity: standing still, observing, listening to tone as much as words. Anchoring in clarity means communicating so it sticks -- frequent, visual, purposeful, two-way. Driving improvement means inviting ideas and letting people fix what bugs them, using three simple guardrails: Is it safe? Does everyone who needs to know, know? Can it be undone?Anne also makes the case for treating employees as a key stakeholder alongside owners and customers, and shows what changes when you do. Engaged organizations see 63% fewer safety incidents, 21% lower turnover, 32% fewer defects, and 23% higher profitability.The conversation continues into a wide-ranging Q&A on writing better problem statements, creating space for people to surface problems without fear, the limits of ROI thinking, and the hard work of coaching managers who rose through the ranks by being the boss.Anne Frewin is a speaker, coach, and facilitator, and the founder of Employee Centric Leadership LLC. She has more than 15 years of experience implementing Lean principles across healthcare, biomedical, manufacturing, and professional services.Watch the video, view the slides, and read the full recapBrowse 100+ free recorded webinarsTips, articles, and case studies on leadership and continuous improvementLearn more about KaiNexus

Stephanie Moon teaches us how to build an author platform that creates visibility, strengthens audience trust, and supports long-term cookbook sales without burnout.   Stephanie has spent over 15 years in book marketing and publicity, leading campaigns for New York Times bestsellers and working with publishers including Chronicle Books, HarperCollins, Scholastic, and Hardie Grant. She teaches authors how to sell more books by building real relationships and communities.   Most food bloggers underestimate how much marketing matters after a cookbook is published. Stephanie breaks down what builds a strong author platform, how to create meaningful audience relationships, and why visibility is a long game. This episode gives experienced food bloggers a smarter, more sustainable approach to cookbook promotion and personal branding.    Key Topics Discussed: - Community matters more than follower count. - Owned platforms create stability outside social algorithms. - Podcast interviews build deeper audience trust than short-form content. - Visibility grows faster when personality leads the strategy. - Book marketing requires long-term energy planning. - Engaged audiences outperform inflated follower numbers.   EBT Listeners use code EBT2026 for a FREE Mini Momentum Call The FAQs: Ask Stephanie ?s | Substack    Connect with Stephanie Moon Website | Instagram

What's the value of higher education in terms of civic engagement? My guests today, Leping Mou and Ray Mitic, try to answer that question empirically. Leping Mou is a lecturer in education at the University of Glasgow. Ray Mitic is an assistant professor of higher education at William & Mary. Their new paper is entitled: “The Value of Higher Education in Cultivating Engaged Citizens: Longitudinal Evidence from the Liberal Arts Model”, which was published in the journal Innovative Higher Education. freshedpodcast.com/mou-mitic/ -- Get in touch! LinkedIn: @FreshEdpodcast Facebook: FreshEd Email: info@freshedpodcast.com

This powerful message challenges us to examine the state of unity within the body of Christ, drawing from Psalm 133 and Jesus' prayer in John 17. We're reminded that God doesn't just call us to be engaged in community, but to dwell together in unity—something so precious that it's compared to the anointing oil running down Aaron's beard and the life-giving dew of Mount Hermon. The imagery is striking: Aaron, the high priest, represented all twelve tribes as one unified people before God. Today, we face a world deeply divided over everything from sports teams to politics, and tragically, this division has crept into the church itself. Yet Scripture is clear—division is among the things God detests. When we allow bickering over carpet colors, denominational differences, or theological non-essentials to fracture our unity, we miss out on the blessings God wants to bestow. Even more sobering, Jesus prayed that our unity would be the very testimony that proves to the world that the Father sent the Son and that God loves people. Could our lack of unity be hindering people from coming to know Christ? The call here is urgent: we must shift our mindset to live with curiosity, asking genuine questions rather than making assumptions, and we must assume our brothers and sisters in Christ truly love Jesus, even when we disagree. Like siblings who irritate each other but fiercely have each other's backs, we're called to be a family unified in the essentials while extending grace in everything else. If you want help in starting this journey, please don't hesitate to reach out! If you want to talk to someone about going deeper in your faith or starting to walk with Jesus on a daily basis, please reach out to us at office@graceva.com

SHE. IS. ENGAGED. This may be THE proposal of the year!! We're officially here with Danielle AND Ben's FIANCÉE!! Naturally an emergency recording MUST happen as we dive into every single detail. We're talking EVERYTHING leading up to the big day (hOw Do HeR nAiLs LoOk So GoOd?!), to the moment he gets down on one knee, and the big surprise afterward (yes, the proposal was NOT the only surprise). We're revealing the logistics of the ‘brand deal, and spilling the one moment that almost spoils the whole thing!! AND don't you worry we see the comments, we see the questions, and we are clearing the air on the speculations. Why was she wearing white? Was she reeeally surprised? Look, Brooke Miccio officially enters her bridal era, this episode is going down in GOTG history!!GOTG LTK https://www.shopltk.com/explore/Gals_on_the_Go GOTG Newsletter https://gotg.substack.com/ Gals On The Go Instagram https://www.instagram.com/galsonthegopodcast/ Brooke's Youtube Channel https://www.youtube.com/brookemiccio Brooke's Instagram https://www.instagram.com/brookemiccio/ Danielle's Youtube Channel https://www.youtube.com/c/daniellecarolan Danielle's Instagram https://www.instagram.com/daniellecarolan/ Business inquiries can be sent to: GalsOnTheGoGroup@caa.comDanielle's LTK: https://www.shopltk.com/explore/daniellecarolan/productsets/11ee5d6284a6acf19fd50242ac110003 Brooke's LTK: https://www.shopltk.com/explore/brookemiccio/productsets/11ee5d662bea0b67931d0242ac110004 GOTG YouTube Channel (watch full episodes with video!) https://www.youtube.com/channel/UCkCy3xcN257Hb_VWWUSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Wedding planning can feel like a full-time job, but who has time for that? On today's episode of Wedding Secrets Unveiled!, Hannah Roze, founder of Plannerd, shares her tips and tools to help you actually enjoy the wedding planning journey. Her new platform helps you track every invoice, stay on budget, meet all vendor deadlines, and much more. Tune in for her expert advice, then check out Plannerd for yourself through the link below! Please rate, review and subscribe to this podcast wherever you're listening so you never miss an episode. Even better share it with a friend! It's a great way to show your support and let us know what you think. Thank you for listening. To get the full show notes head to https://sarazarrella.com/wedding-secrets-unveiled-podcast-stressfree-wedding-planning-experience/ For more information check out our website at www.sarazarrella.com/podcast Check us out on YouTube! Make sure to like and subscribe! https://www.youtube.com/@SaraZarrella/podcasts Join our Monthly Newsletter for tips, tricks and Freebies! https://sarazarrella.com/newsletter Would love to be friends on the gram at https://www.instagram.com/sarazarrellaphotography/

Welcome back to another episode of the unSeminary podcast. Today we're joined by Hal Mayer, a coach and consultant who works with pastors and business leaders to help them grow healthy teams without burning out. With decades of ministry experience and a background in coaching, Hal brings actionable insights into one of the most common leadership challenges: how to move a team from passive compliance to active engagement. Are you carrying too much of the leadership load yourself? Feeling like you're the only one coming up with ideas or pushing things forward? In this conversation, Hal shares a simple but effective framework to help leaders shift from telling to asking—and unlock the potential of their teams. Why teams become disengaged. // One of the most common frustrations leaders express is that their team feels stagnant or unmotivated. Hal suggests this is often not a team problem but a leadership problem. When leaders consistently provide the answers, shut down ideas, or unintentionally reward passivity, team members learn that their input isn't needed. Over time, they stop contributing and simply comply. What appears as laziness is often the result of a system that has trained people not to engage. From answer-giver to question-asker. // Many leaders are promoted because they have strong ideas and can solve problems quickly. However, if they continue operating as the “answer person,” they eventually limit both their own capacity and the development of their team. Hal emphasizes that asking better questions is the key to unlocking engagement. Questions reveal what team members understand, help them think critically, and shift ownership of solutions back to them. When people help create the solution, their investment in execution increases dramatically. The Smart Ask framework. // Hal introduces a practical coaching framework called Smart Ask, designed to guide conversations that lead to action. The process begins broadly by asking, “What issues are you facing?” This allows team members to surface their own challenges and become more self-aware. From there, the leader helps narrow the focus by identifying one clear goal for the conversation—something the person can act on immediately. Next comes a pivotal question: “If you could try anything, what would you do?” This opens up creativity and removes internal barriers that might limit thinking. From there, the conversation moves toward selecting one idea, identifying potential roadblocks, and outlining specific next steps. By the end, the team member leaves with a clear, self-generated action plan. Why buy-in matters more than the idea. // Even a great idea will underperform if the person responsible for executing it isn't fully invested. Conversely, a slightly weaker idea can produce better results if the team member has full ownership and enthusiasm. Engagement drives execution. When leaders consistently choose their own ideas over their team's, they unintentionally lower buy-in and limit results. Coaching toward self-leadership. // Over time, consistently using questions develops leaders who can think and solve problems independently. Hal describes the ultimate goal as “self-coaching” where team members begin asking themselves the same questions and generating solutions without needing constant input. This not only reduces the leader's workload but also builds a stronger, more capable team. Balancing development and delegation. // Hal cautions that delegation is not the first step. Rather, it's the result of development. Leaders must invest time in coaching and guiding their team before handing off responsibility. Skipping this process leads to frustration and failure. However, when leaders take the time to develop people through intentional questions and feedback, they create a foundation for effective delegation and long-term growth. Recognizing true engagement. // Leaders can spot engagement by watching for energy, initiative, and ownership. Engaged team members proactively solve problems, follow through on ideas, and bring solutions rather than just concerns. In contrast, disengagement shows up as slow execution, repeated questions, or a lack of enthusiasm. These are signals that more coaching, and better questions, are needed. Leading with humility and transparency. // For leaders who recognize they've been over-directing, Hal encourages a simple starting point: acknowledge it. Telling your team, “I've been giving too many answers, and I want to change that,” creates trust and opens the door for a new dynamic. This kind of vulnerability invites feedback and helps reset expectations for how the team will function moving forward. To learn more about Hal Mayer and his resources—including Smart Ask and The Coaching Playbook—visit halmayer.com or find his books on Amazon. Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Thank You to This Episode’s Sponsor: TouchPoint As your church reaches more people, one of the biggest challenges is making sure no one slips through the cracks along the way.TouchPoint Church Management Software is an all-in-one ecosystem built for churches that want to elevate discipleship by providing clear data, strong engagement tools, and dependable workflows that scale as you grow. TouchPoint is trusted by some of the fastest-growing and largest churches in the country because it helps teams stay aligned, understand who they're reaching, and make confident ministry decisions week after week. If you've been wondering whether your current system can carry your next season of growth, it may be time to explore what TouchPoint can do for you. You can evaluate TouchPoint during a free, no-pressure one-hour demo at TouchPointSoftware.com/demo. Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. So glad that you are tuned in to today’s episode. Man, we’ve got something super helpful for us. It’s one of these areas that many of us spend lots of time doing, but we maybe haven’t taken a step back and think thought about what do we do in coaching relationships? We all are involved in coaching staff and people on our teams. And today we want to help you with some practical steps to make that even better. Rich Birch — Excited to have Hal Mayer with us. He’s a coach and consultant for both businesses and business leaders and pastors who want to grow but don’t want to burn out. He’s authored a few books, including “Smart Ask”, “The Coaching Playbook”, and excited to have Hal on the episode today. Welcome. So glad you’re here.Hal Mayer — It’s good to be here, Rich. I’ve been a fan on the sidelines for years, and unSeminary was so good because I did the seminary thing, and I did all the stuff, and you’re right. There’s so many things we didn’t talk about there that you help us prepare for, so thank you for what you’re doing.Rich Birch — Oh, that’s super exciting. That’s kind of you to say, but I'm I’m really looking forward to today’s conversation. It’s been a while coming and so excited. We bumped into each other at the Exponential conference this year.Hal Mayer — Yeah.Rich Birch — Shout out to Exponential. I was like, we got to get you on. So excited that you’re here today. Well, why don’t we kind of start. Give us kind of the Hal background. Tell us for folks that don’t know, you know, you give us the kind of the 90 second, this is who Hal is conversation.Hal Mayer — Yeah, I, ah goodness, was born up north, came to faith in Georgia in high school. We moved down there, played basketball in college, and then coached for about five years. Married Sandy, moved off to seminary, finished that up, and I’ve been in Florida since ’84, serving in churches from the size of 200 to 12,000. Rich Birch — Love it. Hal Mayer — So all over the yard, and also do some business coaching in the middle of that.Rich Birch — Yeah, it’s so good. Yeah. And I’m, I really, that’s really what I want to tap in today. You spend your days coaching both pastors and businesses leaders, like we talked about that. Rich Birch — When, when someone first sits down with you, I want to kind of use the fact that you have a lot of these conversations today to help our listeners kind of take advantage of you. When someone first sits down with you, what’s like a common version of stuck that you hear, whether it’s a pastor or maybe a business leader, like do you hear common themes with folks.Hal Mayer — Yeah, you know, probably the most common thing I hear is our team’s stuck, our team’s stagnant. And I’ll say, what do you mean by that? And they’ll often say something that relates to this of, I have to come up with all the ideas. It seems like I’m the only one pushing the team to get going. I’m the only one with the ideas. They just seem often lazy, or they’re not doing it. What do I do to engage them?Rich Birch — Right. Love that. Well, man, I wish I hadn’t thought that. I haven’t thought that as a leader over the years. What what, so then take us the next step from there. What what, as you’re kind of coaching someone, I’m assuming as a leader, you know, I, or one of my convictions is our teams are a by-product of our leadership… Hal Mayer — Yeah. Rich Birch — …and we’re leading in a way that’s leading them to act that way. So what what leads our people to be like that?Hal Mayer — Yeah, I think it’s the leader. And that’s the fun thing to do. As a parent, I loved watching my kids do something that was dumb, but they repeated it, and it’s because it was rewarded.Hal Mayer — So I watch team members disengage because they come up with an idea and it gets shot down. Or they ask everybody in the room the idea and it’s only the leader’s idea they go with. And when that happens, they they kind of go, well, I guess we’re just here to hear his ideas. And they start pulling back and not engaging and just being compliant.Rich Birch — Interesting. I remember years ago we had a coach in who said who said to us, this is when I was on the senior leadership team of a fairly large church, fast growing. We were like four or 5,000 people at the time. And he spent a bunch of time with our ah you know with our team, with us.Rich Birch — And ah he looked at us and he said, listen, you guys answer way too many questions. You need to be asking more questions than answering questions.Rich Birch — And that was a pivotal you know changing moment for me as a leader. I was like, oh, Oh my word, that is so true. Talk us through that dynamic of, you know, asking the right questions versus always being the answer man or the answer person.Hal Mayer — You know, we usually get promoted because we did the job well or we have the answers. If we continue in that framework, one day we will run out of the answers, but let’s say we’re in that framework. I’m not developing anybody if it’s only my ideas we’re using. And if we’re only using my ideas, they’ve got ideas, but they’re dying. So what I encourage and push guys to do is exactly what you said, ask questions. Hal Mayer — I mean, questions will do a couple things. One, it will tell me what they understand. I mean, do they really understand the problem? I say, tell me what’s going on. Okay. What do you see here? And all that. It tells me, do they understand the problem? And I may have to probe some more, but I want them solving things that I find out about later. And to do that, I’ve got to lead different. Hal Mayer — For me, we were in a fast growing church in South Florida. And I was the answer man. And what I realized was I’m working harder and harder and I’m not developing people. So I started stepping back and then learning this principle and started asking questions, looking for their engagement. Here’s what I found. When they had the answer or they got to do what they wanted to do, their engagement went way up.Hal Mayer — So for me, not only did it go up, they began to develop. And I’ve had somebody say, well, I don’t have time to develop people. He said, in fact, if I develop them, they’ll just leave me. I say, yeah, yeah you know, it’s worse is if you don’t develop them, they stay, right? Right.Rich Birch — Right. Exactly.Hal Mayer — So I found this to be a tool for development: asking questions.Rich Birch — Okay, that’s cool. I, like talk to me more about engagement. What would be some telltale signs for you of like someone who’s really engaged, fully engaged versus, you know, when your team isn’t as engaged? Because maybe we’re having a hard time even discerning what that looks like.Hal Mayer — Yeah, I I mean, if they’re slow walking the solve that we came up with, if there’s no passion around it, if there’s no energy going in it, and I find myself even answering the same question over and over, I’m realizing more and more, I don’t have engagement. I’ve got compliance. And I really want them engaged and dialing in to what we’re doing. And to get that, I’m going to have to get them on the same page.Rich Birch — Well, and then obviously questions are at at a core of this. And a part of what I love about your resource, “The Smart Ask” or just “Smart Ask” is this framework, it’s it’s, you know, it’s simple… Hal Mayer — Yes. Rich Birch — …but powerful. So why don’t you kind of talk us through the Smart Ask framework? What’s kind of the basic arc that you try to walk someone through?Hal Mayer — Very good.Rich Birch — Coach us through that. Talk us through what that looks like.Hal Mayer — I start very broad and I’ll say, and by the way, I take notes, but at the end I give them the notes and I’ll explain that in a minute. Rich Birch — Okay.Hal Mayer — So I'll I’ll ask permission, can I take some notes? And they’ll say, sure. And I say, I’m going to give them to you. But our first question is, what are the issues you’re facing right now? And let them just elevate them out. Let them say everything they want to say, every problem they’ve got.Hal Mayer — And then I’d say looking at these problems, is what’s one goal that we could have for our time today? Now, what that does is it focuses it on a goal and what they’re going to do, not on me. It can’t be, how could you find me 10 more leaders? That’s not something we can do in that meeting.Rich Birch — Right.Hal Mayer — So I want a goal from them, something they can do when they leave the meeting. And so they say, you know what? I want to face this volunteer engagement. In fact, I use the illustration from the book about a preschool lady who said, I need 30 more volunteers to serve in preschool. And I said, well, I can’t get that for you now. So her goal was come up with an idea that I could engage 30 more people. And then I’d go with this.Hal Mayer — Okay. If you could do anything, what would you try? Yeah. And of course, the first, she says, anything? She said, yeah. She said, I’ll pay them $1,000 a piece. I said, okay.Rich Birch — Right.Hal Mayer — And I just write it down to go ahead and get that out and get them moving on to the next thing. Rich Birch — Right. Hal Mayer — And they run through things. And I listen, I’ve got to be careful not to go, oh, that’s a really good one. But let them talk about it. And as they get through, if I’ve got something at the end, I mean, as they’re going, I’ll go, anything else you could try? Anything else you could try? And you feel like you’re asking that too much, but what you’re doing is just unpacking all of it. If I’ve got an idea, I can add that in, but I don’t give any passion to it because I don’t want to control.Hal Mayer — Then I’ll say, now look at these. Which one of these ideas would you like to explore further? And they’ll look, and this lady said, I want to explore the one about a lemonade stand in the lobby, which I thought was a dumb idea. I didn’t tell her that, but I thought, aaaah.Rich Birch — Right.Hal Mayer — So then I said, okay, what potential roadblocks? Well, I’ve got to talk to leadership. Okay, what else? And they talk about that. And any detours?Hal Mayer — Well, if this happens, we’re walking through solving the problem before it approaches, right? And then the last thing I said, okay, if you’re going to do this, what will it look like? And we list out six or eight things. And I say, okay, let me know like it goes. And hand her the paper. In this case, I said, hey, listen, let me know on Instagram how it went. Rich Birch — Oh, nice.Hal Mayer — So the next week she picked up 40 new workers. And this was a very large church. Rich Birch — Wow.Hal Mayer — She picked up 40 workers with this idea, because it was hers. And to me, it was crazy. It worked. Hal Mayer — But so the the framework is you’re starting broad and you’re narrowing down. And I’m actually getting a set of to-dos and objectives. One, two, three, four, five. Then I hand them that. They’ve got their plan. All going to do is execute it. And they develop it when I’m asking them questions. Rich Birch — Yeah, I love that. Hal Mayer — Now, let me tell one of the advantages of that too.Rich Birch — Yeah.Hal Mayer — If I use that enough with them, there’s going to be a time when they come to me and say, and want to talk to me and I’m not available. They’ll say, well all he was going to do is ask questions. Rich Birch — Right.Hal Mayer — And they start going through the questions and they start self-coaching is what they do. And that’s the end game. That’s what I want. And by the way, when I use questions with people, I explain to them what I just did. So they can then take it and use it somewhere else.Rich Birch — Yeah, that’s cool. I’d love to start right back at the beginning. Hal Mayer — Sure.Rich Birch — I love this idea of really starting at a wide open. Hey, what challenges are you facing today? I think too often if we’re, I’m thinking in kind of the one-on-one situation, maybe I’m an executive pastor at a church of 1,500. One of my people comes to me and I go to that conversation, and I’ve got five things I want to talk to them about. Hal Mayer — Right. Rich Birch — But I love, you know, starting with what challenges are you facing? What happens if we skip that with people? If we if we don’t start there, I’m sure we get, you know, we end up in all kinds of bad places. Talk us through why you encourage people to start with that question.Hal Mayer — Especially early on when you’re coaching folks, because as they go later, they’ll kind of work through that, no, that’s the framework I’m going to work with. And they’ll come up with their biggest issue. But the reason I do that, I want to show this value to everything they’re facing. And I want them to elevate it, not me tell them what they’re doing, so they become more self-aware.Hal Mayer — Now, if they don’t list one of the things I see as an issue, I may say, and what about this? Is this an issue for you? Oh, yeah, that too. I just don’t want to put a lot of passion on it because then they’ll do what I want. And I want them to do something they’re passionate about because the framework just means I’m going to get more from it.Rich Birch — Yeah, that’s cool. That that’s a key lesson. I think particularly for first-time managers or people who haven’t managed a lot of people before, we don’t realize the weight of our voice, right? Hal Mayer — Right.Rich Birch — If we, you know, even by saying like, oh yeah, you’re right. That’s a good idea. Then all of a sudden they’re running with that idea just because you indicated it. That’s an interesting thing. That’s interesting. Rich Birch — Now one of the, I mean, you kind of pulled it apart, but I would love to double click on it there. To me, as I go through your framework, I can imagine, that, hey, “what if you could try anything” is a is a pivotal moment, is kind of a turning point, it is an important question. Why is that and so important? Maybe give us another example. I love the idea when you talked through with the lemonade stand, but talk us through why that’s so important and what does that unlock as we’re interacting with our teams and people?Hal Mayer — That’s a great question because what will happen there is if we don’t ask that question, ah it’s “what if you could try anything”, they may be in the back of their mind have something they go I can’t try that. So they keep trying to think somewhere else. Just get it out on paper.Hal Mayer — It’s like when I feel stressed or something, I just list everything that I’m dealing with and then I can focus on one thing.Hal Mayer — But I allow them to get it all out at that point of trying this and trying that. And usually what will happen is they’ll come up with six or seven ideas. And I say, “and what else” a lot? And it seems like I’m saying a lot, but is when they’re in the zone, they’re answering, well, could try this. Well, could try that. I could try this. And then I find which one they have the most energy around because that’s what they want to do.Rich Birch — Yeah. And obviously you would, you observe that, that energy and you’re like, Hey, it seems like this one, tell me more about that.Hal Mayer — No, no I don’t I don’t do that.Rich Birch — Oh okay. Okay. Talk to me about that.Hal Mayer — What I do is I say, okay, which one of these seven things would you like to try?Rich Birch — Okay.Hal Mayer — Once they identify it, then I say, okay, tell me more about that. What would that look… Why do you want to try? And and then we dive into that.Rich Birch — Okay. One of the things that this strikes me, and this, when I read, again, friends, you should pick up a copy of of this book and there’s a playbook as well I want to talk about. But but I think this could be ah a huge gift for…Just this week, two days ago, I was talking to somebody who, they asked me, they said, hey, what should I be doing in my one-on-ones? I’ve got these staff, what should I be doing with them? And I thought of this framework. Rich Birch — So I think the part of what I love that you’re driving towards is is buy-in. At least my, my my impression as an outsider looking in is that this would really increase the buy-in of my staff. Talk me through, you know, the connection there between buy-in and moving the organization forward and that sort of thing. What, how does that help us think through those issues? Hal Mayer — Yeah. I’m going to bring up the equation I use in the book, the buy-in equation, or the engagement question, whatever that is. I was a math teacher in a former life. So PBI, possible value of an idea, times BI, the buy-in, equals their ROI.Hal Mayer — Now, let’s say, you know, we’ve we’re we’ve got, you’re my boss and I’m doing student ministry and you have an idea because you did student ministry and all that. Your idea out of one 10, it’s going to at least be a nine. I mean, you’re Rich Birch. I mean, you have all the answers.Hal Mayer — Now me doing it, I don’t get any input on it. So I will comply. I will do it, but my buy-in is probably going to be about a three. I’ll do what you ask, but there’s not going be a passion with it. So 3 times your 9 idea is a 27. Hal Mayer — However, let’s say I come up with an idea and it’s not going as good as yours. In fact, it’s a only two thirds as good as yours. It’s a 6, but what’s my buying going to be if it’s my idea? It’s a 10.Rich Birch — A lot higher. Yeah.Hal Mayer — That’s a 60. So there’s a 60 ROI to my buy-in because of my buy-in as opposed to a 27. Now you had the better idea, but buy-in is what gets it done. We’ve seen that over and over again. When people are bought in on something, they often they’ll make a bad idea work. We’ve seen that.Hal Mayer — So for me, that’s what I want. I want full engagement. And when they know that they get to do their ideas, people are much more engaged than they’re running around doing mine. Rich Birch — Yeah, that’s so true. As a coach, somebody who obviously I coach people full time now and and that is you’ve you’ve named something there that I think is critically important and that oftentimes like I can’t coach people who don’t want to be coached.Hal Mayer — Right.Rich Birch — Right? Like if they’re not bought in, if they don’t think this will help. And, you know, I’ve said in other contexts, I’ve been like, man, the the leaders who who apply the frameworks we’re talking about are seeing great results. And those that are applying, the majority of them are seeing, but a lot of it is just their own buy-in on these issues. Hal Mayer — Right.Rich Birch — There might be a leader that’s listening in today that’s like, okay, this all sounds good, but like, what if my people just have bad ideas? Like, and if, if it’s going to push us in the wrong direction, like it’s one thing to be like, tell me seven ideas. All seven of those are crappy and they’re going to, we’re going to end up somewhere where I don’t want us to end up as it. How do I steer somebody back towards better direction?Hal Mayer — Yeah. One the things before I give people full leash or full run on something is I want to check out their readiness for it. For example, if I want to do brain surgery, I may be excited. I may have done AI search on it and Claude said, do it this way and all that. But I’m not ready for that. It wouldn’t take but a second to find that out. I found that out in high school. I went, so I worked at a gas station where they actually worked on cars too. And I saw a guy fixing the valve. So I went home and took my 1960s Comet and tightened the valves down and ended up having to get a valve job. Hal Mayer — I was excited. I was passionate, but I wasn’t ready. So if you don’t have people who are ready, you cannot hand it off to them. They must be developed some. They’ve got to have some experience. To hire somebody in fresh who’s never done it before and start leading with questions is like leading me with questions in how to operate. I wouldn’t have a clue. I’d be most excited about cutting. No, stop.Hal Mayer — However, questions also help draw focus. And sometimes the reason they don’t have ideas, is we haven’t focused them.Hal Mayer — I learned this with a physical metaphor. Somebody told me it would work. My son, pretty good basketball player. I had him out driveway. I said, son, see how many shots you can make out of 10? And so what that basically did was put a little pressure on, right? And he’s a good, so he shot four out of 10 from the three point line.Hal Mayer — I said, okay, let’s forget about how many you’re making and just shoot and answer my questions. I said, okay, what do you notice? All right, what do you notice about the ball? What do you notice about the ball? He hit 10 in a row. And what I discovered was, you know, you college athletes who will shoot seven out of 10 in a game, but in practice hit 20 in a row. It’s the fog of war or whatever.Hal Mayer — And so with employees, sometimes we haven’t asked enough questions. to get through that. However, we could also have some people who aren’t ready to lead. It’s not fair to expect them to come up with good ideas. They haven’t done anything. So both edges on that. Hal Mayer — And at the end of the day, all of the employees I have are my fault. And if I haven’t developed them, that’s on me, right?Rich Birch — Right. Yeah, that’s good. Talk to me about, so I feel like there are, lead there’s leaders on our teams or there’s people that are listening in today that think they’ve got buy-in, but they really actually don’t. They think their teams are really with them, but they don’t. How, what advice could you give us to try to spot the difference around buy-in that’s not actually there? Like I keep kind of bumping into this wall. How can, how can we spot that?Hal Mayer — You know I look for people who are solving problems. Are they solving them and telling me about it later? Are they coming to me with every problem? Because that means I’m still solving. Buy-in has to do with the passion and the ability to finish something. It doesn’t mean you work until 9 o’clock every night, but it does mean you manage to get the ball across the line.Hal Mayer — So when I watch a lack of energy around an idea or somebody slow walking it. Or maybe somebody asking questions that really aren’t, that are just curmudgeon questions. They’re asking questions just to find every hole that’s wrong. I mean, everything that you can find, well, suppose that doesn’t work. Suppose… That’s not buy-in because for me, my challenge is always, don’t tell me what won’t work or tell me what’s not working. Give me an idea of what we might try. At least then we’re thinking in solutions and not just problems.Rich Birch — That’s good. That’s really good. So a big part of scaling any organization, a growing church, a growing business is delegation, is leaders figuring out how to give away things they’re doing. I’ve said this in so many contexts, you know, roll this clock forward. The majority of what you’re doing, we need to figure out how to give to someone else… Hal Mayer — Right. Rich Birch — …how to empower a volunteer or another staff member to pick that up. How does asking better questions change the way we hand off responsibility to other people? How how does it help in that transaction?Hal Mayer — You know, I'm a big fan of Ken Blanchard and the book “Situational Leadership”.Hal Mayer — And I used to train that with a corporation. And one of the things I watch is people like to start people and like to delegate. But when they leave off the coaching in between, it’s not delegation, it’s abdication. And people fail. Hal Mayer — I go, what’s wrong? They said they understood. Well, you stay engaged. I mean, you give them a task. You stay engaged. You’re asking questions. Soon, you’re no longer asking questions to to help them figure out what to do. You’re just asking questions to draw focus. And then you know they’re ready. You can hand it off to them. Hal Mayer — But you’re right. If we’re not finding a way to delegate, but delegation is not the first step nor the second. It’s more like the fourth, right? You watch me. We do it together. I watch you. You’re doing it. However you want to call that. But it takes more engagement. Hal Mayer — People say, well I don’t have time for that. Well, here’s the deal. You can pay me now or you’ll pay me later. But you’re going to pay me. If you’re if you’re not developing people, you’re going to run into a system where you’ve got a bunch of people who don’t know how to think and do. And that’s on you.Rich Birch — True. Yeah, that’s so true. And if we don’t start that process, hey, you watch me, we do together. And if we don’t start that process today, we’ll never get there. And so it takes time. But we’ve got to, you know, that’s, that’s what it we just constantly have to repeat that over and over and over in our areas. I love that. So let’s talk more specifically about the books specifically. So it’s “Smart Ask: Questions that lead your team to win.” Where can we pick up copies of this? If people are looking, because I think this is not a huge book. It’s, you know, if you’re watching on video, it’s just a little thin one, but it’s got, it’s one of these ones. It’s a quick read. You could literally give it to a team member and say, hey, let’s read through this. And then we’re going to talk about it next week. I’d love to get your thoughts on it. But talk to us kind of, when why did you put this together in a book form?Hal Mayer — Well, I was training it and people kept asking me questions. And the only reason I write books is to stop answering all the questions I get asked, right? Is to put it out there. I mean, Seth Godin’s idea of a long tail, right? I want it to last when when I put a book out there.Hal Mayer — So “Smart Ask” is on Amazon, but it was created for the purpose to to help people, after I’ve used it in coaching, to be able to take it then and train their teams. Because it dives in also to the why it works and and such as that. But you’re right, intentionally a short book because I like short books and there you go.Rich Birch — Well, and we all, you know, I can say this as an author, that we’re tempted when we write to be like, well, I’m just going to stuff a bunch of other stuff in there.Rich Birch — But this is, it’s to the point, it’s it’s focused, it’s a great training material, I think, like you say, for you know for our entire team.Hal Mayer — Right.Rich Birch — But then you also put together a playbook. Talk us through how this is different than just the standard book.Hal Mayer — Well, my daughter-in-law, Chrissy, Chrissy Mayer, married to my son. She’s a pastor over to church in Tampa, Grace Family Church. And she said, why don’t you create a handbook for it? And you know what I said? Why don’t you do that?Rich Birch — That sounds like a great idea for you.Hal Mayer — So I said, that sounds like great idea. Once you create the framework, I’ll get it published on. So she did the work and we got together and we put it there. And the reason for it is you can take your coaching conversation, it has all the questions in it. It’s got lines you can write answers. And it gives you a chance to keep up. And I would probably take a picture and send the person they’re the the answers they gave to the questions or whatever like that. It just helps you stay on track. So you’ve got all the questions right there.Rich Birch — And yeah, talk us through the the handing off of the notes back to someone. I think that’s a great move. Hal Mayer — Yeah.Rich Birch — Talk us through why that’s important. Why is that such a critical piece of the puzzle?Hal Mayer — Well people are so used to us building files on them. And you’re going to put that in my file to show that I didn’t know what to do? And so I asked for permission on the front end to take notes. Now, if I’m the boss, I’ll do take notes if I want to. But I I won’t and I won’t if they say no, though. So I’m I’m really giving it to them. And I tell them, I’m going to give you these at the end because I don’t want them taking notes. I want them talking. I want their full engagement with me. And you can’t get that while they’re writing.Rich Birch — That’s good.Hal Mayer — So I said, you just pay attention to me. I’ll take the notes and I’ll give you them at the end. Then you hand them at the end and they’ve got their execution plan.Hal Mayer — So my meeting with them, usually it’s a 30-minute meeting and land with an execution plan that gets handed to them and they go back and do the work. So it pulls them into full engagement. They’re not getting distracted by trying to write down everything or slow play that way. So I’m taking notes again, putting value to them. Hal Mayer — When when they’re the hero, right, and I’m the guide, what I’m doing is is setting them up. And when you take notes on somebody, that means something to them. Rich Birch — Right, right. Hal Mayer — So that’s where I am. Rich Birch — Yeah, that’s cool. Now, what about, so one of the tensions I have found in my one-on-ones is wanna make sure that I’m doing all the other stuff: caring for them, you know releasing, you know I guess, finding barriers that that I can pull apart for them and say like, hey, here’s some stuff. Yeah, I’m gonna take some to…Hal Mayer — Right.Rich Birch — And I’ve said to my team in the past, hey, I’m hoping that you don’t walk away from this with a bunch of to-dos. That’s not the the goal of today. I want to help you. And I know you got a lot going on. I don’t want to just dump on you today. And so how do you avoid that in this framework that we don’t end up with? Okay. Every time they meet with Hal, now I’ve just ended up with a plan that I just, gosh, I just gave myself more work to do. How do you, how do you, do you understand that tension?Hal Mayer — Yeah, I don’t do this every meeting with them.Rich Birch — Okay.Hal Mayer —  The meetings on there. And I, you know, I’ll check in. How are you doing? One the things I i really want to pay attention to is the emotional, soul, health of the individual.Rich Birch — Yeah, that’s good.Hal Mayer — Because we’ve got people facing burnout today. So I’ll ask them, you know, tell me on a scale of one to 10, what are you feeling? You feel like you want a 1 being I want to go home and go to bed, a 10 being let’s charge hell with water pistols. Right, that gives me a framework. The number doesn’t really matter. I just compare it each time to see if they’re tanking.Hal Mayer — The second thing I’ll ask for is give me a win in your private life, in your home.Rich Birch — That’s good.Hal Mayer — Give me a win in your ah ah ministry side because I want to get them on the positive run. And then I’ll say, anything you need from me. And this may be 15-minute meeting. But what it is is I’m checking in on them. If I have something I need them to do, sure, I can tell them. But I’m checking in on them, and ah that gives them value, right?Rich Birch — Yeah, that’s good. Yeah, that’s really good. That’s good. I love there’s, friends, as you’re listening and you can tell Hal’s done this a few times. And so, you know, it’s been such a great conversation for you. So if if I’m a church leader listening in today and I feel like, man, I’m doing way too much telling and not enough asking, where would I, and and maybe even my team has told me this.Hal Mayer — Yeah.Rich Birch — Where do I start? How do I start to shift that dynamic with my people? Because because you you you kind of set this up at the beginning of like the teams that are passively disengaged, they’re just waiting for for you to give the list of, okay, go do these 12 things and then come back. How do I shift that dynamic? Where do I start? If i if my analysis is, I think that I’ve actually done that to my team, ah where would we start?Hal Mayer — If I’m convinced of that, I start at this place and I’ve done this before. Guys, you know what? I’ve been running our meetings and coming up with the answers and that’s not fair. So what I want to do is pull back more and get your engagement. So I’m going to be asking questions. I need your engagement in this meeting and your ideas coming. And in fact, if you see me over talking, catch me one-on-one afterwards and give me some feedback because I’m open up the feedback loop then, right?Hal Mayer — But I will do some self-disclosure and just own it because here’s what I do know. If you don’t own it, they won’t recognize the difference later. For example, if I tell somebody, you know what, I’m going to work on asking more questions. Six months they go, wow, you’re asking more questions. If I don’t tell them, they’ll never at they’ll never notice. Sometimes you have to highlight it. Hey, I’m going to stop being the guy trying to be the smartest man in the room, and I’m going to do this.Rich Birch — Yeah. Yeah.Hal Mayer — People get, vulnerability from a leader is a great thing, right? Own their stuff, but come up with some resources ah to help them, so so you’re asking more questions.Rich Birch — Yeah, that’s good. I like that. I like i think that’s a keen insight, that not just like shifting the behavior, but actually pointing to it like, hey, as a person, I’m changing. And the implicit, the great kind of ninja move you’re doing there is like, and therefore I need you to change because, you know, what?Hal Mayer — Right. Right.Rich Birch — I’m changing because I don’t think this is working. Implicit in that is I don’t think our relationship is structured correctly and we need to figure out a different way to do that. You don’t even need to necessarily say that. But but flagging that, hey, I need to change my approach, I think is a really smart move for sure. That’s you know that’s fantastic. Rich Birch — Well, as we’re coming down to land today’s episode, any kind of final words around this idea of asking, leading with questions rather than being the answer person all the time?Hal Mayer — Yeah, this model doesn’t mean you don’t ask offer suggestions. This model doesn’t mean you couldn’t collaborate to build it. It just means you can’t be the person always having the answer.Hal Mayer — And it’s engaging other people. And the thing you will find for me that I have found, when I truly am asking them for their ideas and we execute on their ideas, they’ll come back later and say, you know, I thought that was one of those conferences you went to that said ask questions.Hal Mayer — But you actually did execute on what we talked about. Then they’re more engaged because everybody wants has ideas and wants to be heard and wants to be a part. I think people are motivated. They’re just not motivated when we take over a meeting and and run everything, right? There’s an intrinsic motivation. There’s there’s something they want to do. They’re in ministry, not because they’re just wanting to plow through. They want to see a difference. Well, they’re in the business cycle.Rich Birch — Yeah. Yeah, that’s very true. And I think that’s a good reminder for us. I think sometimes we can get caught in the weeds of running Church World and we forget that like all these people have chosen to be here. They could be doing something else. Hal Mayer — Right.Rich Birch — And how do we bring the best out of them? And how do we, you’ve encouraged me to thinking about long term the long-term win, that really engagement, even if we have to walk through a couple of things that maybe are not the best, because… But if I can get engagement up with my team, man, that’s way better place than like, sure, we have the, it’s the, you know, it’s that perfect plan that’s poorly executed. We want to avoid that, you know, even an imperfect plan. But if it’s got tons of engagement behind it, man, there’s some gold there that we need to think more clearly about. That’s good. Love it. Hal Mayer — Yep.Rich Birch — Well, I want to send people to Amazon to pick up both of these. I think it’d be great. I really do think this could be the kind of book you could build a staff training around it, friends, really easily. You’ve got 15 staff. You could buy 15 copies of this and say, hey, you’re going to read this. And then we’re going to come to our you know team meeting in two months or whatever in a month. And we’re going to work through how do we ask better questions in our our training. That’s how it sticks out to me. Anywhere else we want to send people online to connect with you or to pick up copies of the book?Hal Mayer — You can catch my web website at halmayer.com. They can email me at hal@halmayer.com or I’m on the socials just as Hal Mayer. I, my son is Hal Mayer also, but I beat him to all of them. So I’m Hal Mayer on Instagram, Facebook, LinkedIn. It’s just /halmayer. So I win there.Rich Birch — Nice. Really appreciate you, Hal. You’re a good friend of leaders and I appreciate you being on today. Thanks for being here.Hal Mayer — Thanks, man. It’s been an honor.

214 If you've ever felt unloved, unseen, or emotionally unmet in your relationship…even while knowing your partner probably does care about you… this episode is a must listen.In the last episode, we talked about emotional agency and the 3 core layers that shape emotional well-being for highly sensitive people. In this episode, we dive much deeper into one of those layers, which tends to be one of the biggest hidden struggles I see highly sensitive people carry into relationships without even realizing it:The painful self-worth patterns and deeper “heart wound” that sit beneath feeling unloved.This is a conversation that Todd Smith, from the Stress Management for Highly Sensitive People Podcast, and I recorded for his podcast, and I decided to share it here because it's such a deep, compassionate, validating, and hopeful conversation.In it we explore:why HSPs can feel unloved even when they have a good partner who does really love themThe "heart wound", and something I call “care distortion”, and how they affect a marriagehow childhood conditioning and being told you're “too sensitive” impacts self-worthwhy reassurance from your partner never fully resolves the deeper painhow emotional patterns, thoughts, and the nervous system all work together to help you feel loved or unlovedhow to begin building a more secure, loving relationship with yourself And how that finally opens the door to you feeling the deep love in your relationship you've always wanted to feelI think a lot of you are going to feel deeply seen in this episode.And even more importantly, you will leave feeling hopeful — because these patterns are not permanent, and healing them is not just absolutely possible, but something you can totally excel at as an HSP with the right support. Tune in!SHOW NOTES: Learn more and begin Foundations of Emotional Well-Being for HSPs here. Learn more about the full path of Foundations of Emotional Well-Being for HSPs → Marriage Sanctuary 1:1 here. 

He thought a tiny lie would finally get his mom off his back about marriage… but now the entire family is celebrating an engagement that doesn’t actually exist. In this jaw-dropping Dirty Little Secret, one caller reveals how an AI-generated photo turned into a full-blown family disaster. Will he come clean, fake a breakup, or keep the lie going even longer? Listen to this wild confession now! The juiciest, most outrageous confession podcast from The Jubal Show! It's the Jubal Show's Dirty Little Secret! Listeners spill their wildest, weirdest, and most scandalous secrets anonymously—no judgment, just pure entertainment. From shocking revelations to hilarious mishaps, you never know what you'll hear next! Hosted by Jubal Fresh and the team, every episode is packed with jaw-dropping confessions, witty reactions, and unexpected twists. Got a secret? Share it with us… we promise we won’t tell!➡︎ Get on The Jubal Show with your story - https://thejubalshow.com This is just a tiny piece of The Jubal Show. You can find every podcast we have, including the full show every weekday right here…➡︎ https://thejubalshow.com/podcasts The Jubal Show is everywhere, and also these places: Website ➡︎ https://thejubalshow.com Instagram ➡︎ https://instagram.com/thejubalshow X/Twitter ➡︎ https://twitter.com/thejubalshow Tiktok ➡︎ https://www.tiktok.com/@the.jubal.show Facebook ➡︎ https://facebook.com/thejubalshow YouTube ➡︎ https://www.youtube.com/@JubalFresh Support the show: https://the-jubal-show.beehiiv.com/subscribeSee omnystudio.com/listener for privacy information.

He thought a tiny lie would finally get his mom off his back about marriage… but now the entire family is celebrating an engagement that doesn’t actually exist. In this jaw-dropping Dirty Little Secret, one caller reveals how an AI-generated photo turned into a full-blown family disaster. Will he come clean, fake a breakup, or keep the lie going even longer? Listen to this wild confession now! The juiciest, most outrageous confession podcast from The Jubal Show! It's the Jubal Show's Dirty Little Secret! Listeners spill their wildest, weirdest, and most scandalous secrets anonymously—no judgment, just pure entertainment. From shocking revelations to hilarious mishaps, you never know what you'll hear next! Hosted by Jubal Fresh and the team, every episode is packed with jaw-dropping confessions, witty reactions, and unexpected twists. Got a secret? Share it with us… we promise we won’t tell!➡︎ Get on The Jubal Show with your story - https://thejubalshow.com This is just a tiny piece of The Jubal Show. You can find every podcast we have, including the full show every weekday right here…➡︎ https://thejubalshow.com/podcasts The Jubal Show is everywhere, and also these places: Website ➡︎ https://thejubalshow.com Instagram ➡︎ https://instagram.com/thejubalshow X/Twitter ➡︎ https://twitter.com/thejubalshow Tiktok ➡︎ https://www.tiktok.com/@the.jubal.show Facebook ➡︎ https://facebook.com/thejubalshow YouTube ➡︎ https://www.youtube.com/@JubalFresh Support the show: https://the-jubal-show.beehiiv.com/subscribeSee omnystudio.com/listener for privacy information.

After a weekend of racing and our Nashville Triathlon Camp, once again, we're reminded that we got into this sport for the challenge. This is really the best thing to keep in your mind whenever we tackle something difficult. There are no guarantees other than the opportunity to grow and be stronger. We do this for the opportunity and the more challenging the training or race, most often, the more memorable. Triathlon lessons never stop, it's up to us to embrace them. Topics: The Nashville Camp Jacksonville and Chatt 70.3 At home training camp? The key is to be free Chatt 70.3 and Jax swims What's a slow swim? Would you rather have a fast swim or cancelled swim? New Races Introduction or retention strategy? Influencers ruining things Engaged in the challenge Want the cost more than the dream Easy, glamorous, shiny expensive Riding older bikes No guarantees Don't miss the opportunity What makes this memorable You remember the experience Thriving in discomfort Forcing yourself to be better No guarantees in racing Triathlon lessons never stop Mike Tarrolly - mike@c26triathlon.com Robbie Bruce - robbie@c26triathlon.com

In today's Teaching Middle School ELA Podcast, I share the most powerful lever I've seen for middle school ELA engagement: making engagement your north star. Not entertainment. Not fluff. Engagement that lives right alongside rigor and standards-based instruction. When students are genuinely invested, they learn more, they push through hard parts instead of shutting down, and their growth actually shows up in their work. And here's the part every teacher wants to hear: engagement also makes classroom management easier, because so many “behavior problems” are really boredom problems in disguise.If this resonates, subscribe for weekly middle school ELA lesson planning support, share the episode with a teacher friend who's in the home stretch, and leave a review so more ELA teachers can find us.

Mother's Day experiences for opposite ends of the Georgia. The outcome is a scathing deconstruction of modern celebrity, and we note how modern culture too often gets love wrong from the start.   No bonus content this week.   Register for the Rosary Army retreat before spots are gone!: rosaryarmy.com/retreat   Our locals page is now accepting subscriptions! Move over from Patreon so more of your tips go to us and not Apple.   Books: Read along with Mac - This is Happiness by Naill Williams Other great stuff we like: It's OK to Be Catholic Baritus Catholic Illustrations Pacem in Terris Retreat Center Picnic Blanket Restoration of Christian Culture from Our Lady of Clear Creek Abbey Restoration of Christian Culture PDF Spiritual Direction.com Sam and Mena's podcast: Engaged at 18 https://www.fatimafarm.com/ liturgical calendar from Sofia Institute Press Wyoming Catholic Gregory the Great's St. Nicholas Guild Total Consecration to Jesus Through Mary Mac's book! Clueless in Galilee Find us on our website Our libsyn page where you can find all our old episodes Theme song by Mary Bragg. Our other show: Spoiled! with Mac and Katherine   We use Amazon affiliate links. We may get a little kickback if you use the link above to purchase from Amazon.  

The ART of Communication - How to Be Better EngagedAre you a great communicator? Listen today and find out! How to connect with AgileDad:- [website] ⁠https://www.agiledad.com/⁠- [instagram] ⁠https://www.instagram.com/agile_coach/⁠- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

The Buddha taught a path of awakened living, but how does that manifest in today's world of constant connectivity and widespread suffering? How do we keep our hearts open without being defined or hardened by the pain that surrounds us, whether personal, collective, or historical? How do we navigate the paradox of holding both pain and joy, without mistaking suffering for punishment or personal failure? Can we infuse our compassion with wisdom and perspective to find the agency to take meaningful action in our communities?In her new series, Engaged Compassion, Sharon delves into these questions and more, engaging in candid conversations with a diverse group of teachers, activists, and changemakers. For the fourth episode in the series, Sharon speaks with Parker J. Palmer and Jerry Colonna. Parker J. Palmer is a writer, speaker and activist who focuses on issues in education, community, leadership, spirituality and social change. He is founder and Senior Partner Emeritus of the Center for Courage & Renewal. Parker holds a Ph.D. in sociology from the University of California at Berkeley, as well as fourteen honorary doctorates, two Distinguished Achievement Awards from the National Educational Press Association, and an Award of Excellence from the Associated Church Press. Parker is the author of ten books—including several award-winning titles—that have sold nearly two million copies and been translated into ten languages, including “On the Brink of Everything,” “Healing the Heart of Democracy,” and “The Promise of Paradox.” Jerry Colonna is a renowned coach, writer, and speaker who specializes in leadership, business, and the practice of radical self-inquiry. He is the Co-founder and CEO of Reboot.io, a company inspired by the belief that work need not destroy us. He is also the author of two books: "Reboot: Leadership and the Art of Growing Up" (2019) and "Reunion: Leadership and the Longing to Belong" (2023). For more than two decades, Jerry has championed the idea that work should be non-violent to the self, the community, and the planet. In this conversation, Sharon, Parker and Jerry speak about:Parker's approach to sufferingResponsibility is the ability to respondJohn Rogers' forms of suffering in the worldThe pain of denying that which is trueWhy humans are drawn to “othering”The innate desire to growWhat it means to lead a fuller lifeLooking for happiness in the wrong placesDeconditioning a control mindsetIs the world actually worse right now?How to face our fearsHow to reverse otheringWe need stories about overcoming fear It helps to do hard things together Revamping institutions to support Getting involved in your local communityAdditional ResourcesYou can learn more about Parker's work right here and check out his Substack right here. You can learn more about Jerry's work and his organization, Reboot.io, right here. This episode is also being released on the Reboot Podcast, available right here. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This show is sponsored by BetterHelp. Sign up and get 10% off at http://BetterHelp.com/optic Invincible VS is out now on PlayStation, Xbox, and PC. New users get $50 when they play their first $5 lineup on https://www.prizepicks.com using code: OpTic Full Leaderboard, Rules, Competitors, and more info on the AT&T Annihilator Cup can be found at https://att.com/annihilatorcup OpTic Gaming Merch: https://shop.opticgaming.com/ Check out the OpTic SCUF collection and use code “OpTic” for a discount: https://scuf.co/OpTic Check out the OpTic Podcast here: https://podcasts.apple.com/us/podcast/optic-podcast/id1542810047 https://open.spotify.com/show/25iPKftrl0akOZKqS0wHQG 00:00 - Intro 00:59 - FormaL's Move 01:49 - Casey Neistat + Scump Hates Camping 05:39 - Ice Fishing 08:10 - OpTic x Huntsmen Pro-Am Major 3 18:50 - DreamHack Atlanta 21:36 - Hantavirus 26:46 - Methodz's CDL Record Survives 29:12 - P7 vs Bush INSANE Ending 32:50 - Prize Picks 35:03 - Better Help 36:43 - Invincible VS 38:42- 13-1'd by Lightning McQueen 39:53 - HOW Was This 21 Years Ago?? 41:56 - AT&T Annihilator Cup Week 1 Recap 51:01 - Scump Still Won't Go to Faker 51:57 - AT&T Annihilator Cup Week 2 56:17 - CouRage is Engaged! 57:36 - Did We Take This for Granted? (Nostalgia Bait) 01:00:48 - ChilledChaos Retires 01:02:17 - Gaming Reddit Read (Insp. by SmoshPit) Learn more about your ad choices. Visit megaphone.fm/adchoices

How Mexican Consulates Are Engaged in Political Interference in the US

The Cosmic Microwave Background (CMB), the oldest light in the universe, provides a blueprint that confirms the necessity of dark matter and dark energy. To find the physical particle, researchers have engaged in the "Xenon Wars," utilizing massive underground detectors like those at Gran Sasso in Italy. These detectors wait for a dark matter particle to collide with a xenon nucleus, but they have so far produced only null results. One exception is the DAMA experiment, which claims to see a seasonal variation in detections as Earth moves through the galactic dark matter halo, though other teams have been unable to replicate this. Additionally, the Alpha Magnetic Spectrometer (AMS) on the International Space Station searches for antimatter that might be created by dark matter collisions in space. The lack of definitive detection in these high-tech experiments is increasingly puzzling for the scientific community. (7/8)1957

Mac chooses a concertina pilgrimage for his 50th, Lost in Space is even worse than you remember, and we unpack the many ideas in Lewis's That Hideous Strength.   Bonus Content: We plumb the depths and possibilities of what has to be among the best convenience store reviews ever.   Register for the Rosary Army retreat before spots are gone!: rosaryarmy.com/retreat   Our locals page is now accepting subscriptions! Move over from Patreon so more of your tips go to us and not Apple.   Books:   That Hideous Strength by C.A. Lewis   Read along with Mac - Theology for Beginners by Frank Sheed Other great stuff we like: It's OK to Be Catholic Baritus Catholic Illustrations Pacem in Terris Retreat Center Picnic Blanket Restoration of Christian Culture from Our Lady of Clear Creek Abbey Restoration of Christian Culture PDF Spiritual Direction.com Sam and Mena's podcast: Engaged at 18 https://www.fatimafarm.com/ liturgical calendar from Sofia Institute Press Wyoming Catholic Gregory the Great's St. Nicholas Guild Total Consecration to Jesus Through Mary Mac's book! Clueless in Galilee Find us on our website Our libsyn page where you can find all our old episodes Theme song by Mary Bragg. Our other show: Spoiled! with Mac and Katherine   We use Amazon affiliate links. We may get a little kickback if you use the link above to purchase from Amazon.  

This episode begins with a discussion on the insta story heard round the world: Meg Thee Stallion confirmed her and Klay are over, after his alleged cheating. Next, the reports that Harry & Zoë are engaged, Kim & Lewis spotted surfing in Malibu, Kendall & Jacob Elordi, and a brief conversation about the leaked Summer House audio. ShopMy: https://shopmy.us/shop/commentsbycelebsWayfair.com to shop all things homeFind your nearest Ross at RossStores.com Watch Running Point Season 2 now. Only on Netflix Learn more at Starbucks.com/partners 30% off sitewide - applies to subscriptions too. Go to hellobatch.com/CBC and use code CBC at checkoutSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

1. Allegations Against the Southern Poverty Law Center The Southern Poverty Law Center: Was criminally indicted by the U.S. Department of Justice. Funded or financially supported extremist groups, including the Ku Klux Klan, neo-Nazi organizations, and organizers of the 2017 “Unite the Right” rally. Engaged in wire fraud, money laundering, and donor deception. The SPLC is operating a fraudulent fundraising model, allegedly exaggerating or manufacturing extremism to increase donations. The SPLC funding of extremists is: Intentional Long‑term Central to its fundraising success Corporate donors (Apple, JPMorgan, MGM, etc.) are cited as unwitting enablers, accused of donating for “virtue signaling.” 2. Media and Institutional Complicity Mainstream media ignored or covered up SPLC wrongdoing. Corporate America gave millions without oversight. Political and cultural elites protected SPLC due to ideological alignment. Past warnings from commentators (e.g., John Stossel) are cited as evidence that concerns were longstanding. 3. Political Impact The Unite the Right rally in Charlottesville is described as: Financially linked to SPLC funding, according to the show’s claims. Used politically to attack conservatives and Donald Trump. The SPLC allegedly used extremist events to drive massive fundraising growth, citing revenue increases after major controversies. 4. Free Speech and Campus Controversies A UCLA Law School event where progressive students allegedly disrupted and silenced a conservative speaker from the Department of Homeland Security. The behavior is a “heckler’s veto”, framed as: Antithetical to free speech A sign of ideological intolerance on the left Comparisons are made to similar incidents at Stanford Law School. Law students are criticized as being unfit for the legal profession if they engage in such conduct. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.