Podcasts about Engagement

We're baaaaack!!! It's a new year with fresh energy, and we're kickin' things off Cyrus-style. Mama Tish is feeling fineeeee, has her groove back, and is fully in her main character era. Brandi's back too and casually drops the biggest update of all… she's ENGAGED. Yep. We get all the details on the proposal, how it actually went down, and what Brandi was (and wasn't) expecting. We might even hear from the man himself (wink wink!). Plus, Truth or Toke is back, and the ladies get into their New Year mantras, intentions, and some very honest answers along the way. Fresh energy, big news, classic chaos. Follow your hosts: https://www.instagram.com/sorrywerecyrus/?hl=en https://www.instagram.com/tishcyruspurcell/?hl=en https://www.instagram.com/brandicyrus/?hl=en Thank you to our incredible sponsors: Lola Blankets: For a limited time, our listeners can get 40% OFF select Lola Blankets products with code CYRUS at checkout. Just head to LolaBlankets.com and use code CYRUS to get 40% OFF your order. Momentous: Right now, Momentous is offering our listeners up to 35% off your first order with promo code CYRUS. Head to livemomentous.com, and use promo code CYRUS for up to 35% off your first order. Chime: Join the millions who are already banking fee free today. It just takes a few minutes to sign up. Head to Chime.com/CYRUS Olive and June: Visit Oliveandjune.com/CYRUS for 20% off your first System! See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's YOUR time to #EdUp with Dr. Rebecca I. Hopkins, Vice President of Learning, Western Technical CollegeIn this episode, part of our Academic Integrity Series, sponsored by ⁠Integrity4EducationYOUR cohost is Thomas Fetsch, CEO, Integrity4EducationYOUR host is ⁠Elvin Freytes⁠How does Western Technical College support a diverse learner population by treating most academic integrity issues as developmental moments tied to citation, idea integration, & authentic learning?How are faculty using clear AI syllabus statements, alternative assessments, performance tasks, portfolios, & in person skill checks to guide ethical AI use & strengthen academic integrity?How does Western's faculty development model, including a multi year new faculty experience & ongoing AI focused training, help instructors redesign assessments & improve engagement across online, hybrid, & in person learning?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠& ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠⁠● Join YOUR EdUp community at ⁠The EdUp Experience⁠We make education YOUR business!P.S. Want to get early, ad-free access & exclusive leadership content to help support the show? Become an #EdUp Premium Member today!

In this episode of The Health Advocates, we break down one of the most pivotal and controversial ACIP meetings in recent history. The CDC’s vaccine advisory committee voted to roll back the universal hepatitis B birth dose, a policy that has protected newborns from chronic liver disease for more than three decades. We explain what ACIP decided, why the changes were not based on new scientific evidence, and how misinformation and ideological viewpoints shaped the discussion.We also explore the real-world consequences for families, clinicians, and health systems. From confusing new recommendations to unnecessary blood tests to disruptions in the overall childhood immunization schedule, these changes will make it harder for parents to access safe, routine preventive care. But the meeting also revealed something hopeful: strong advocacy — from medical societies, public health experts, grassroots organizers, and patient groups — helped prevent even more extreme proposals from becoming policy.Finally, we discuss what comes next as ACIP reviews additional childhood vaccines and how advocates, clinicians, and community members can stay engaged to protect science-based immunization policy.Contact Our HostSteven Newmark, Chief of Policy at GHLF: snewmark@ghlf.orgA podcast episode produced by Ben Blanc, Director, Digital Production and Engagement at GHLF.We want to hear what you think. Send your comments in the form of an email, video, or audio clip of yourself to podcasts@ghlf.orgListen to all episodes of The Health Advocates on our website or on your favorite podcast channel.See omnystudio.com/listener for privacy information.

Pour commencer l'année en beauté, je suis heureuse de vous proposer un épisode de Demain N'attend Pas avec une artiste plasticienne que j'adore : Mathilde de l'Ecotais, très engagée sur les sujets sociaux et environnementaux.Photographe de métier, mais aussi réalisatrice, plasticienne, designeuse d'espaces…Mathilde explore sans relâche la matière de nos aliments et nous donne à voir le vivant. Elle photographie carottes, poissons et légumes en macro, traversés par la lumière, révélant des paysages cosmiques, des univers secrets. Dans ses photos, notre nourriture révèle la magie de la terre nourricière.Ensemble, on parle :de joie de vivre et d'émerveillement, ce muscle à travailler en permanence si on ne veut pas que notre regard s'émousse. du rôle de l'art pour nous faire voir la beauté du vivant.  Mais Mathilde est aussi fondatrice et soutien actif d'ONG dès qu'un sujet lui serre le cœur. Et s'il y a un sujet qui est important pour elle, c'est bien celui de l'inégalité de départ, presque insurmontable, à laquelle tant de jeunes font face. Elle qui n'a pas le bac sait qu'on peut apprendre autrement que sur les bancs d'écolier, en faisant, sur le terrain... si on vous donne votre chance. Alors Mathilde a créé Media Social Factory, une formation courte, gratuite, pour celles et ceux qui veulent travailler dans le monde de l'image. Avec cette association, elle veut ouvrir des portes, donner une chance, ne laisser personne derrière. A son tour de rendre ce qui lui a été donné et d'apporter sa pierre à la société. Je continue à penser à ce que Mathilde nous dit à la fin de cet échange sur la force et la joie que procure l'engagement."Faire la différence, c'est un truc de malade ! Ça vaut tout l'or du monde. Tu as l'impression de vivre."Il y a des rencontres qui vous remettent en mouvement. Celle avec Mathilde de l'Ecotais en fait partie. J'espère que cette discussion avec Mathilde vous permettra de commencer l'année en beauté !

I hear actors say this phrase all the time: "There's nothing going on in my career." And I want to be very clear, that idea is almost never true. In this episode of the Acting Business Bootcamp Podcast, I talk about why that belief shows up, how it distorts your perception, and what you should be measuring instead when things feel quiet. I also share why I reshaped my Weekly Accountability Group to focus just as much on time management as accountability. This episode is about structure, consistency, and staying engaged in your acting career even when results aren't obvious yet. Accountability Requires Time Management I realized that in order to be accountable, actors actually need to manage their time. That's why I turned my Weekly Accountability Group into a time management group as well. At the start of every class, I have actors pull out their planners. Phones, digital calendars, or a physical calendar. We plan the week from Friday to Friday. Doctor appointments. Acting class. Warm-ups. Self-tapes. Reels. Life stuff. Everything goes on the calendar. When you see it laid out, it becomes much harder to tell yourself that nothing is happening. "Nothing Is Happening" Is a Story, Not a Fact When actors say nothing is happening, I ask a few simple questions. Are you training? Are you submitting? Are you improving your craft? Are you living a life that feeds your work? If you're doing those things, something is happening. Progress often happens quietly. Just because you can't see the seed breaking through the soil doesn't mean nothing is growing. Track Your Actions Like a Professional One of the biggest shifts I see in my accountability group is when actors stop tracking outcomes and start tracking actions. Classes taken. Self-tapes submitted. Outreach sent. Study time logged. Preparation done. When you see it on paper, the narrative starts to fall apart. Engagement becomes visible when you actually look at what you're doing. Waiting Is Part of the Job Booking is not the job. Booking is the byproduct. Waiting is part of the job. I've waited twelve hours on set before shooting a scene. That didn't mean nothing was happening. It meant I was doing the work. Your career is the process. The auditions you prepare for. The confidence you build. The work you do when no one is watching. Take One Small Action When your brain says nothing is happening, do one tangible thing. Record a monologue. Refine your tools. Update your materials. Send a warm reach-out. Even one small action is a vote for the actor you want to become. I always ask myself, what would my future self do today? Then I do that. Borrow Belief From Your Future Self The version of you who has worked steadily for years is not saying nothing is happening. They're saying, I stayed in the game even when it was quiet. Quiet seasons are not empty. They're preparation. Try Two Weeks Free If this episode resonates and you want support staying consistent, I invite you to try two free weeks of my Weekly Accountability Group, which also functions as a time management group for actors. Every class is recorded, so you can attend live or watch the replay at any time. You can email me your questions, your schedule, and your accountability, and I personally respond. You'll also get access to my Weekly Adjustment core energy work. To get started, click the link HERE. Stay safe, treat yourself real well in 2026, and keep going.

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that we see in the workplace and beyond. there's a spectrum of traits, of [00:07:00] introversion, extroversion. many people will fall somewhere in the middle and people can also express themselves differently. depending on different situations, different contexts might bring out, different types of behavior. so I'm just gonna generalize a little bit here, for time. And so there's research that compares people who tend to, behave more introverted ways and people that tend to be more extroverted. introverted meaning, getting energy by recharging alone, extroverted meaning, getting energy from, spending time with [00:07:30] others. And there's a really cool study that, people were in the brain scanner and while they were in the brain scanner, they were showed a series of pictures. Some of the pictures were flowers and some of the pictures were faces. So flowers is a non-social stimulus. and so, you know, we don't associate that with people, whereas the face is very social. the study found that introverts and extroverts showed different patterns of electrical activity in the brain in response to these images. So [00:08:00] in the introvert, if there was a bunch of flowers shown in a row and then a face, their brain sort of went, eh, well, it didn't really process a difference, but an extroverts, when there was flower, flower, flower face, when the brain saw the face, It got super excited. So the brain really processed a difference between the non-social and the social images. so that just shows that personality [00:08:30] traits and behaviors. And those differences we see in people are actually rooted in how the brain is processing information. we can also see structural differences. in how the brain is built, there's other research that has looked on that. And they found that, introverts tend to have bigger brains in areas responsible for behavior inhibition. Meaning stopping yourself from behaving impulsively. that is a trait commonly associated with introversion is introverts [00:09:00] tend to think before speaking, before acting. and extroverts, brain extrovert brains were bigger in areas responsible for regulating emotions. And smaller in areas related to social information processing. And the way that was interpreted is that extrovert brains can be more efficient at processing social information, maybe selecting what's important and what's not. I could feel that I've had to work on pulling out my introvert. [00:09:30] I think we all have some of both, right. But I've had to practice not everything that I say people want to hear and just that filter and pause. I'm fascinated with the technology. here we are working, manufacturing, all kinds of technology, but when I hear brain scans it's not people's opinions, It's the signals as a neuroscientist, with a PhD you can see that, right? that's just, wow. Like you talk about, one of the sayings we have is that, you bring data. not opinions to a meeting and, well, here you're bringing the data. There are scans that says, Hey, this is what people do. [00:10:00] What I just did was, for that individual, I just had, a reaction which was negative to that person. And if we don't, see that and recognize that, then we may miss that. I wanna bring back the, initial story with the recognition as well. now that we have some foundation about why our brains are different and how, our behaviors actually connected with brain differences, if we reflect back on that person getting recognized when that wasn't what they're inclined for, we can imagine what was happening in their brains. [00:10:30] It wasn't. The reward circuits and the social connection circuits. It was the pressure, stress. Everybody's watching me. So that same circumstance of being recognized in one person can activate reward and in somebody else can activate stress and anxiety. we like to say that. perceptions matter more than good intentions. Yes. Right. And I think that's what we're [00:11:00] focused on learning here. so I've got my manuscript I'm working on this week and I got, I got a hand in at the end of this week for my book, I've written a new chapter on this relationship audit. it's like an internal 360, but instead of. Fixing what's wrong? We're just moving more towards what's right, right? We wanna do more of the behavior. So I've, you know, we've got some questions we ask individuals, direct reports, managers, peers, and we just ask 'em, when do you tune into me? you know, what expectations do we have of each other? Those types of conversations. [00:11:30] And I think that this work that you are doing really helps us with ideas of. How can we be more mindful? Because what we did after that event is that before we ever gave someone an appreciation, we stopped surprising people and we just started asking them, are you okay if we mention you at the meeting this morning? getting their permission seemed to work. and what I liked was when I went over, some of your material, you had three kind of takeaways That you can do now, maybe when you're [00:12:00] having one-on-ones with people or you're just interacting with them. Absolutely. it's great to hear that you took action after, that experience and learned from it Asking people for permission to, to recognize 'em, to ask them something in public is a really great practice and not connect. With the first practice, area that I, like to share, which is asking people what they want, need or prefer. [00:12:30] especially if people are really busy and don't have time and are overwhelmed, it can be really easy to make assumptions our brain naturally does that. there's a known brain bias. called the false consensus effect. Where we tend to think that people agree with us and have the same beliefs, behaviors, knowledge as we do, that's definitely me. Everyone does it. It is a human brain bias. We all share that. especially in times [00:13:00] of busyness and stress, our brains do tend to fall back on those natural shortcuts to save time and energy. but they can end up causing some strains, some conflict, reduced productivity because we're making assumptions instead of asking. So, hold on. You gotta say that again. We're taking shortcuts and what'd you say after that? we're taking shortcuts basically to save [00:13:30] time, to save time and energy. Our brains naturally do that in many different contexts. like there's so much information coming into our brains constantly  Choosing what to filter, choosing what's important. That's a natural state. we're in that all the time. Can you imagine if your brain right now was processing. Absolutely every single thing that was present in your environment. It's impossible. We can't do that. Oh no. Hang on a minute. For the listeners. Falisha has not ran manufacturing [00:14:00] plants. I. She hasn't even spent a lot of time with them, but she just described our life that is our life. this is why it's important. This is why we need to listen to you and say, okay, so what can we do? 'cause you just described manufacturing, there's so much stimulus. it's how many parts we make the last hour. Is the machine running right now? is the quality inspection done? and then we take shortcuts. That's what we do. Thank you for describing us. [00:14:30] Brain science applies everywhere. I'm happy to hear that resonates and we can make the connection with the manufacturing processes as well. so what can we do about it? So we know, you know, from the manufacturing experiences, from the brain science that. When we're busy, we take shortcuts and tend to assume instead of asking. making that intentional space to invite sharing is really important, and that can happen in some different formats. It can happen in one-on-ones. It doesn't even [00:15:00] need to be a new one-on-one, just to ask what your work preferences are. if you're already having these kinds of conversations. We can integrate questions into that. So even asking someone a general question of, you know, what can I do? What can we as an organization do to make work more productive, fulfilling, enjoyable, whatever your objective is, to make the workplace better for you? the reason you really got me thinking about [00:15:30] this was in our relationship audit was really looking as when we have a team of say, 10 people, one of the practices to sustain relationships is having regular, one-on-ones or certain touchpoints, certain meetings. but when I hear you say about, you know, ask people what they want. Right. So just because. I say, you know what? We should have a one-on-one every two weeks. I'm the leader, but that may not be the right [00:16:00] approach. that's a great example. when we're asking people what they want, need or prefer, that encompasses so many things. It can be, how they work best, schedules, certain times of day they work best. It can be a physical space, it can be communication preferences, what motivates them. There's so many different aspects here that we can touch on, and that's a great example with, how they would like to have communication with a leader How they would like to have check-ins. some people love space, [00:16:30] love autonomy, and autonomy is great for the brain. in general, autonomy is awesome. some people love to have lots of autonomy and that can look like having a conversation once every two weeks and giving space. We'll have the chat, some general objectives, some goals for the next couple weeks, and then I will go and do my work on my own with my team. I don't need to be checked in on unless I have a question. Okay. There are other people who, that [00:17:00] feels overwhelming and the way that, that their autonomy can be expressed is by choosing to have more check-ins. Someone might want to have a quick two minute check-in every morning.  What's your objective for today? have those more smaller pieces that can feel a lot less overwhelming. It can feel like there's a clear map. It can feel like you know somebody's there and supporting them more frequently. Both approaches can be fantastic if they're [00:17:30] paired with the right people. But if there's a mismatch, that's when we start to get, more concerns. Because if you imagine somebody that likes to have more space If they're being checked on daily, that can feel like micromanaging. They can feel like they're not being trusted. but then if we have somebody who likes those daily check-ins and those shorter goals, if they're not receiving that. And they're left on their own when they didn't want to be. that [00:18:00] can add stress. Oh, I don't know what I'm supposed to be doing today. am I on the right track? I'm not sure. so it's really just about adjusting everything from check-ins to how goals are set to really match with what's going to work for each individual. For the listeners, I'm sorry, but it is, it is, you know, more flexibility in our part. Right. But this is, Hey, this is 2026. This is just where we're going right now. I don't see this changing of situational leadership. we gotta [00:18:30] ask more of those questions because North America. Manufacturing got great when we did lower, more lean, had more standards, more structure. And that's great for, greasing a cylinder that we know is gonna fail after so many cycles. And we wanna do the same with humans, right? So we're gonna have a meeting every two weeks and then check on you, every three days. the reality is that with the neuroscience that you have, we're not machines. And we're different. especially with the rise of technology now [00:19:00] and AI again, that's a whole conversation. something that I really work towards is creating human-centered workplaces. We work with machines, which is great, and it really helps, advance many aspects of our society. But human-centered workplaces is really important to, Just to, to create spaces where humans can thrive, be healthy, be included, and do our best work to advance our society people who are treated like machines [00:19:30] are more likely to feel. Stressed to not be motivated to not be expressing their creativity. And that just doesn't it, it doesn't do anything for the output either. when we focus on treating everyone like humans, and you know, we have. Feelings. We have brains, we have the word, you know, we have bodies that need to be taken care of. when we really prioritize that, that's where we [00:20:00] spark the ideas, the creativity, the connection, all of the things that are great for us and also for our products. It's like going to the gym, right? you can't go to the gym for 24 hours, you gotta do a little bit of this every day, and then you build up that muscle  I don't wake up in the morning and go to the gym and say, yes, I get to work out. But I do leave there thinking, this feels good. I've invested into this. I know this is gonna pay off. I feel better about it. like you said earlier we're taking shortcuts. We're trying to take that, that quick fix where really we need to have discipline. Like when we're trying to save [00:20:30] money, you gotta put that investment now into those conversations and just how you described it. We need to keep evolving with technology and the only way we're gonna do that is if we're not spending time on lack of clarity,  that was your second one Minimize. uncertainty. So yeah, minimize uncertainty. we spend a lot of time doing that. what are some ideas that we can spend less time on uncertainty. our brains in general don't like uncertainty and [00:21:00] we can feel that when it happens. as an example, let's say you get an unexpected meeting invitation that says all company meeting tomorrow at noon. That's it. Your brain, most people's brains we're getting laid off. You're like, why? Why is this happening? Did I do something wrong? Did my team do something wrong? Is the company shutting down? your brain tries to fill in the gaps by guessing what it could be, and [00:21:30] that comes from the fact that our brain is protective. Our brain is trying to figure out what those missing pieces of information could be. So that we can feel prepared and better able to handle the situation when it comes. it's coming from a good evolutionary place, but it's really unproductive because we waste so much time and energy on trying to fill in those gaps. And half the [00:22:00] time we get it wrong and it's something we didn't even think of. the other point here is that when there's something that's vague, it can also be interpreted in different ways by different brains. like we were talking about before, even the same thing can create a different response in different brains. Somebody might, maybe be like, okay, I don't know. It's fine, no problem. And somebody else might, lose sleep that night and have a really tough time managing [00:22:30] that. and by providing that clarity, that certainty, the information when we're able to. that reduces the waste of time and energy and makes sure that everybody's on the same page about what's happening and prevents those different interpretations. This is resonating because in the manufacturing greatness model, there's three gaps, the second gap's the expectation gap, and that's really that space between what we believe others expect and what we believe is expected, and that [00:23:00] can go in any direction. So that's our model and it takes more conversations to close that gap. what were your tips around that? in general, if you're having communication, whether it's an email a discussion, a meeting or something else, provide as much information as is relevant. So, for example, with that meeting invitation, provide information in the invitation about. What is the topic? [00:23:30] Why is this being, why is the meeting being called? What's the agenda, for example? What are the discussion questions that people might be asked to share on, just to make sure that people know, okay, why is this happening and what am I going to be expected to do or share when I show up? And it's not just about meetings. transparency and clarity is also really important in the broader organizational structure. For example, sharing policies and procedures openly with the team. [00:24:00] Maybe that's like an internal shared drive, a binder with paper copies. There's lots of ways that can be done. also being transparent about things like criteria for promotions and raises. So we don't need people to wonder, what do I need to do to get a raise? It's there. And that's also really great for fairness. and if you're having, for example, a social event. Sharing some information about what to expect. So where are we going? Is [00:24:30] there games or activities? What's the plan for the day? that can make people feel a lot more comfortable knowing what they're getting into. It can help make it easier to choose whether somebody would like to participate or not. it can help people prepare as they feel they need to. some people like to prepare themselves in advance in different ways, so it just gives the opportunity for them to do so. That's something that I believe. I've gotten better at, I know I've worked at it, but [00:25:00] you know, even just like for a podcast guest like yourself, right before I was like, yeah, just jump in. We'll have a conversation. I got some feedback saying, It'd be better if I knew what to expect coming into your podcast. And I'd be like, that's fair. I was thinking about what I like, not about what you like, so I'm working on that That's an example of differences in communication styles  some people would be very happy to jump in and have an informal conversation. other people share their best ideas when they've had some time to prepare. Both are great. They are different, and they [00:25:30] require having that conversation, in advance to make sure that discussion fits with both people. So the last one here is, about manufacturing and our standards, we want Consistency, especially around safety, keep people safe. And then we get struggling around this fine line of also innovation, right? Where we can be more creative and have meetings and conversations that are more inclusive and, step outside the boundaries a bit. that's around your third tip there. And just [00:26:00] making these group sessions more productive. So group meetings is, is one aspect of workplaces where I find that there's a lot of exclusion, a lot of unfairness, and people aren't having their perspectives considered. And a big root of that is meeting practices that aren't inclusive. So I'll share some tips for how we can do better here. how can we [00:26:30] hold. Inclusive meetings and discussions that really facilitate equal opportunity for everyone to contribute. this connects back to the brains because each of our brains drives us to communicate and express ourselves in different ways. that means people can share their best ideas in different environments and in different ways. for example, some people share their best ideas when they've had some time to prepare. Others like to think on the spot. some people [00:27:00] communicate best through speaking and others communicate best through writings or drawings. And some people really thrive off the energy of big groups and lots of people jumping over each other. that's something I would say, especially in, North American culture, work meetings tend to be like 10 people diving in. but that also excludes a lot of people, because many people, and I'm one of them, feel really strongly about this  it can be really challenging to know when to jump [00:27:30] in. I have an idea, I have something to share, but three people are trying to talk at the same time and I have no idea when I'm supposed to start talking. and what can happen there is people just won't, Hmm, they're scared of interrupting. I don't wanna cut somebody off and they just n never find the spot, and then the topic moves on. those ideas get missed. some specific practices we can implement to make our meetings more inclusive. include, providing agendas and discussion questions in [00:28:00] advance. This overlaps with clarity and transparency as well. so team members can prepare their thoughts in advance if they like to do so. We can give a minute to think after asking a question or presenting a topic, this can feel uncomfortable at first. We are not used to that at all. But it can make a huge difference to allowing team members to really process, yeah, what do I think about that? What do I want to share here? and [00:28:30] then inviting responses, and I said try that out and see if, if team members are, have more contributions after they've had a moment to process. That's my challenge to you listener today, driving into work because you're gonna be courageous, like if you're facilitating a meeting or it doesn't really matter if you're facilitating it. You can be a participant. it's interesting because we don't take that minute. When we do, it's even more powerful in our fields of manufacturing, logistics, transportation. [00:29:00] It's all so urgent that we don't allow. The best ideas to come forward. even when I'm talking to a plant manager about getting their executive team to get together and just talk about the different, you know, how are we working together, right? Like, how are we sharing ideas? What's working and what's not? it's like, oh, I don't know if we can have time to have that discussion. Well. you're losing the money, you're tripping over the dollars and picking up the penny sometimes because we're so busy. which to me means not productive. But hey, I appreciate you [00:29:30] sharing that today. I think we all need to hear that Falisha it can feel like we're taking a bit more time, but in the end, it can be more productive because we are getting the team's best ideas and we're inviting everybody to participate, which in the end can support a better product. and a couple of last tips to help generate ideas from everyone. one of them is offering a shared document or a form where team members can share their thoughts in a written format. this can be during the meeting and also after. [00:30:00] sometimes. It can take a bit more time for a great idea to brew in somebody's brain. it's, half an hour after the meeting and they're like, oh, I wish I could have shared that. So having that form or shared doc really helps, create a space for people to add their ideas when they come. lastly, starting a discussion with a turn-taking structure, where each team member is invited to contribute without interruption. And if you are on a time crunch, there can be a time limit per person. what's [00:30:30] really important here is that everybody. Has a turn if they would like to share. They don't have to. They can pass, but everyone has a turn to share without interruption. you can ask a question, raise a topic, go around the team members. this helps ensure that everyone who would like to share has equal opportunity to do so without having to navigate jumping into an overlapping conversation. And what I find when I implement this People [00:31:00] who weren't contributing as much in other meeting formats, share fantastic ideas and feel more connected with the team. we get a broader range of ideas because everybody can share before we open it up. you can still open it up to discussion afterwards to build on the ideas and connect with each other, but That initial practice of giving everybody some space has benefits for the meeting, for team connection, for creativity, and, generating more ideas.[00:31:30]  Listening to you, it's like, oh, yeah, that makes sense. you go around every person and ask them, but. We don't do it, it's just Okay, good. We got a solution. I think we just hit the whack-a-mole. We can, we can all get outta this meeting now. And, and three people never got to contribute and probably had a better idea. I could go on for about another five hours with you, but how do our listeners get more of you, Falisha, and follow you, connect with you? what's the best basis for that? I've got a few [00:32:00] ways that we can connect, LinkedIn, Instagram, or my newsletter, brain Science for better workplaces. maybe we can put those links, in the description and I'd be very happy to connect with any of you. please feel free to reach out if you'd like to chat more about brains. thank you. Shout out to Nina Na Doley, our mutual friend and previous, guest here that, that suggested you. so glad we got to meet I've already learned so much from you, Falisha, it's just these reminders of like, it's okay. We're, we're, we're just hardwired [00:32:30] like this. We've been conditioned this way and We can make changes. We can build workplaces that align with how our brain functions. Thank you, Falisha. I appreciate you coming on the show. My pleasure. Thanks for having me.    

In this episode, Rory Mitchell sits down with Kayla Girgen for an in-depth conversation on health, fitness, nutrition, and rucking one of the most effective and underrated forms of functional training. Together, they break down how rucking workouts improve mental toughness, strength, endurance, and overall wellness, making it an accessible fitness method for beginners and experienced athletes alike. The discussion explores the physical and mental benefits of rucking, why setting realistic fitness goals leads to long-term success, and how to approach nutrition without restriction. Kayla shares expert insight on fad diets, metabolic health, continuous glucose monitoring, and why flexible dieting and cheat meals can play a healthy role in sustainable weight loss and performance. Rory and Kayla also tackle the realities of content creation in the health and fitness industry, discussing why authentic fitness content, meaningful engagement, and real education matter more than follower counts or viral trends.This episode highlights the importance of building trust, community, and credibility in the wellness space. To close out the conversation, Kayla introduces her new book, RuckFit, a practical guide to rucking for fitness, fat loss, and longevity, and explains how rucking has evolved into a powerful community-driven fitness movement that brings people together through shared challenge and accountability. Whether you're looking for a beginner rucking guide, smarter approaches to nutrition and metabolic health, or motivation to stay consistent with your fitness goals, this episode delivers actionable advice, mindset shifts, and real-world strategies you can apply immediately.Takeaways Rucking is a simple yet effective way to improve fitness.Mental health benefits are as important as physical health.Focus on building sustainable habits rather than just setting goals.Flexibility in diet allows for better long-term adherence.Cheat meals can be beneficial if managed properly.Fad diets often lead to unsustainable results.Continuous glucose monitoring can help manage diet effectively.Community and social connections enhance the rucking experience.Content creation requires consistency and authenticity.Engagement with a smaller audience can be more impactful than sheer numbers.Contact Kayla Girgen  INSTAGRAM: https://www.instagram.com/kaylagirgenrd/Pre-Order The Book: https://a.co/d/j7X2YX7YouTube: https://www.youtube.com/@kaylagirgenrdTikTok: https://www.tiktok.com/@kaylagirgenrdFacebook: https://www.facebook.com/kaylagirgenrdldLinkedIn: https://www.linkedin.com/in/kaylagirgen/

Manvir Singh joins Psychedelics Today to unpack what shamanism means and why the term matters now. Singh is an anthropologist and author of Shamanism: The Timeless Religion. He argues that shamanism is not limited to "remote" societies or the past. Instead, it reliably reappears because it helps humans manage uncertainty, illness, and the unknown. This episode is relevant for the psychedelic community because "shaman" often gets used loosely, or avoided entirely. Singh offers a clear framework for talking about shamanic practice without leaning on romantic myths, drug-centered assumptions, or rigid definitions that do not fit the cross-cultural record. Early Themes With Manvir Singh Early in the conversation, Manvir Singh explains why many classic definitions of shamanism break down when tested across cultures, including in Siberia where the term originated. He discusses how popular images of shamanism often center "soul flight" and fixed cosmologies. However, ethnography shows more variation, including possession, spirit proximity, and different ways practitioners describe altered experience. Singh also traces his path into anthropology, including long-term fieldwork with the Mentawai people off the west coast of Sumatra. There, he studied ritual specialists known as kerei and saw how central they are to healing, ceremony, and community life. Core Insights From Manvir Singh At the center of the episode, Manvir Singh offers a practical three-part definition. He emphasizes these shared traits as the "beating heart" of shamanism across many settings: A non-ordinary state (trance, ecstasy, or another altered mode) Engagement with unseen beings or realities (spirits, gods, ancestors, witches, ghosts) Services such as healing and divination Singh also explores taboo, restriction, and "otherness." He explains how shamans often cultivate social and psychological distance through initiations, deprivation, and visible markers. This helps communities experience the practitioner as different in kind, which increases credibility when the practitioner claims access to hidden forces. Later Discussion and Takeaways With Manvir Singh Later, Manvir Singh challenges common psychedelic narratives that treat psychedelics as the universal engine of religion or shamanism. He notes that many shamanic traditions do not rely on psychedelics at all, and that rhythmic music, drumming, dance, and social ritual can reliably produce trance states. He also clarifies a key mismatch in many contemporary "ayahuasca tourism" settings: in many traditional contexts, the specialist takes the substance to work on behalf of the patient, rather than turning the participant into the primary visionary practitioner. Practical takeaways for the psychedelic field include: Use definitions that fit cross-cultural evidence, not marketing language. Avoid assuming psychedelics are required for mystical experience. Notice how authority gets built through ritual, training, and otherness, not only through pharmacology.

In my latest episode, Brett Fischer talks about how AI is transforming teacher creativity. I loved his practical insights and depth of knowledge on this subject. Listen to the Podcast If you enjoy this blog but you'd like to listen to it on the go,... The post Brett Fischer on AI and Teacher Creativity appeared first on Spencer Education.

Send us a textIn this solo episode, Bill introduces the Complete Sales Engine Framework, focusing on the first two essential blocks: Attention and Engagement. He breaks down why most companies struggle with empty pipelines despite focusing heavily on conversion training, and shares practical strategies for social media content, email campaigns, and outreach that actually lead somewhere.You'll learn how to create LinkedIn content with purpose, write emails that prospects actually want to read, make outreach meaningful (not desperate), and build engagement through webinars, assessments, and lead magnets that establish trust before the sales call even happens.=================================Is it time to make a BOLD move in your business? If so, download our brand new book, "12 Bold Moves - Insider Secrets to Reinventing Yourself and Your Business." http://12boldmoves.comThe Insider program is open for enrollment. To check out our small learning group, go to http://advancedsellingpodcast.com/insiderIf you haven't already, join 14,000+ other sales professionals in our LinkedIn group at advancedsellingpodcast.com/linkedinKick off 2026 with our Insider coaching call on January 9th at noon. Discover the 5 essential lead generation strategies you need to hit your goals this year, including a simple-to-build lead generation engine Bill will walk you through step-by-step.Learn more: advancedsellingpodcast.com/insider

In this episode, host Mike Palmer welcomes back Dr. Eddie Watson to discuss the rapidly evolving landscape of AI in higher education. Following the release of the second edition of his book, Teaching with AI: A Practical Guide to a New Era of Human Learning, Eddie shares insights from working with nearly 200 campus teams on transitioning from AI-resistant assignments to AI-integrated pedagogy. Here's the link to Eddie's first appearance. Key Takeaways: Beyond Academic Integrity: While cheating remains a concern, the conversation is shifting toward AI literacy as an essential learning outcome to prepare students for an AI-integrated workforce. The "Calculus" of Cheating: In high-stakes environments, students often feel a competitive disadvantage if they don't use AI. Pedagogical Transparency: If faculty ban AI for specific assignments, they must explain the "why" (e.g., building foundational skills) to encourage student compliance Backward Design: Eddie advocates for starting with the desired learning outcome and engineering assignments and instruction from there. Learning to Write vs. Writing to Learn: AI's role should differ based on whether the goal is mastering writing mechanics or using writing to process course content. Durable Skills: While technical skills like prompt engineering may change quickly, mindsets like metacognition and critical thinking remain essential. "Ground Truth" Bots: Using tools like NotebookLM or Small Language Models (SLMs) allows students to interrogate specific, vetted data sets like OER textbooks. Efficiency vs Engagement: The episode concludes with a look at the "Efficiency vs. Engagement" binary. While institutions may use AI to automate grading and increase class sizes, the real opportunity lies in reinvesting saved time into "signature pedagogies"—mentoring and fostering a sense of student belonging, which are the greatest predictors of student success. Quotes: "The one who does the work is the one who does the learning. How do we make sure our students are doing the work, because that's where the learning occurs?" — Eddie Watson Time Stamps: 00:00 - Introduction & Welcome Back 00:55 - The Innovation Cycle: Second Edition of "Teaching with AI" 01:41 - Eddie Watson's Background & Role at AAC&U 03:32 - The Shift: From Academic Integrity to the World of Work 05:10 - Complexity of Academic Integrity & Student Pressures 07:42 - Evolving Assessment Strategies & Motivation to Cheat 10:55 - Backward Design: Aligning AI with Learning Outcomes 12:54 - Writing to Learn vs. Learning to Write 14:43 - Agentic AI & Modernizing Assessments 18:50 - Creating "AI-Resistant" vs. AI-Transparent Assignments 24:43 - Developing a Meta AI Literacy Model 28:00 - Durable Skills: Metacognition & Managing AI 33:50 - Custom Chatbots, SLMs, and Ground Truths 46:40 - The Future: Efficiency vs. Engagement 49:00 - The Human Element: Mentorship & Student Belonging 51:00 - Closing Remarks Subscribe to Trending in Ed wherever you get your podcasts so you never miss an insight-filled conversation like this one.

In the first episode of 2026, Jamie sits down with Colin Stevens, Director of Employee Performance and Engagement, to reframe the new year without falling into the resolution trap. Together they explore why mindset isn't about ignoring pain—it's about choosing perspective, focusing on what you can control, and attaching meaning to what you're pursuing. Colin breaks down why motivation fades, what sustains long-term change, and how building the right environment—including the people around you—can make or break your progress. If you want 2026 to be different, this episode offers a grounded, inspiring blueprint: identify your “why,” embrace uncertainty, and become the kind of person who does the hard thing anyway. www.YourHealth.Org

In this episode of the Christian Life and Leadership Podcast, Tim Price discusses the significance of the phrase 'always remember' as it relates to everyday faith. He emphasizes the importance of remembering Jesus Christ, particularly His resurrection, as a central tenet of Christian belief. -- Remembering Jesus is central to our faith.-- Active input is required to remember effectively.-- Grace is free and undeserved, given by God.-- Jesus' resurrection is a foundational piece of our faith.-- Daily life should reflect our remembrance of Christ.-- We can trust that God is at work in our lives.-- Remembering requires intentionality and reminders.-- Our ambition should be tempered by our faith.-- Engagement in ministry is a part of remembering Jesus.#Christian Life, #Leadership, #Remembering Jesus, #Faith, #Resurrection, #Podcast, #Spiritual Growth, #Ministry, #Devotion, #Churchharvestministryteams.comtimpriceblog.com

Full Episode 1-5-26 - In this episode, we celebrate 12 years on the air. Well not really cause I don't even think anyone remembered. We discuss Venezuela and begin our annual episode recap 2k25.

What actually separates a fully engaged mob from one that feels flat, quiet, or stuck? And why does that difference matter far beyond team morale? In this episode of the Mob Mentality Show, we explore how team engagement directly impacts software delivery, learning, and long-term sustainability. Drawing from real mob programming experiences—ranging from high-energy, large-group collaboration to small teams struggling with disengagement—we unpack the patterns behind why engagement rises or fades. Rather than offering a one-size-fits-all playbook, this conversation treats engagement as a systems and complexity problem. We discuss how engagement shows up differently in quiet vs. loud mobs, how personal context and learning overload can influence participation, and why disengagement is often a signal—not a character flaw. You'll hear practical ways facilitators and teams can probe, sense, and respond when engagement drops, including: - The difference between intrinsic and extrinsic motivation in mob settings - When small format changes help—and when they're only a temporary band-aid - How psychological safety affects learning, contribution, and retention - Techniques for surfacing hidden confusion without negatively calling people out - Why repeated work and lack of progress quietly drain motivation - When disengagement points to deeper systemic or environmental issues We also connect engagement to outcomes leaders care about: flow, learning speed, delivery quality, and business impact. This isn't about forcing fun or “rah-rah” energy—it's about creating conditions where people want to contribute, can contribute, and see the value of innovating together. Whether you're a developer, facilitator, tech lead, or engineering manager, this episode offers concrete signals to watch for and experiments to try—while respecting the complexity of human systems. If you've ever wondered why one mob feels alive and another feels exhausting, this conversation can help you see what's really going on beneath the surface. Video and Show Notes: https://youtu.be/P0-PWstQhqk  

(SPOILER) Your Daily Roundup covers the Patreon re-schedule from Friday night, a question about Taylor Frankie Paul I saw on IG, a Bachelor Nation engagement & a soft launch, an LIB hard launch, & All Her Fault wins at Critics Choice Awards.   Musicwritten by Jimmer Podrasky (B'Jingo Songs/Machia Music/Bug Music BMI) Ads: Hello Fresh – Go to https://hellofresh.com/RealitySteveFM10 to get TEN free meals + a FREE Zwilling Knife ($144.99 value) on your third box Learn more about your ad choices. Visit megaphone.fm/adchoices

If you're considering gamification for engagement, retention, or loyalty, I'm happy to compare options with you: professorgame.com/chat What if gamification isn't about rewards at all? James Portnow joins the Professor Game Podcast to explain why intrinsic engagement, thoughtful iteration, and strong design goals matter more than mechanics. From YouTube education to tabletop games, this conversation is packed with insights on building experiences people truly care about. James Portnow is a Game Designer by trade, who's worked on games ranging from the Call of Duty Series to League of Legends to Farmville. His latest project, Cyberpunk Legends (the official Cyberpunk co-op card game), Kickstarted for over a million dollars, putting it in the top 1% of kickstarters ever created. He is also the creator of one of the most popular YouTube channels on history, Extra History. He's spoken at universities and corporations around the world and at conferences ranging from GDC to PAX to SXSW. He's been quoted in the New York Times and Time Magazine, published by Oxford University Press and has taught at the Masters and Bachelor's level. Rob Alvarez is Head of Engagement Strategy, Europe at The Octalysis Group (TOG), a leading gamification and behavioral design consultancy. A globally recognized gamification strategist and TEDx speaker, he founded and hosts Professor Game, the #1 gamification podcast, and has interviewed hundreds of global experts. He designs evidence-based engagement systems that drive motivation, loyalty, and results, and teaches LEGO® SERIOUS PLAY® and gamification at top institutions including IE Business School, EFMD, and EBS University across Europe, the Americas, and Asia.   Guest Links and Info Website: nightcrewgames.com LinkedIn: James Portnow Instagram: @night.crew.games @extracredits TikTok: @night.crew.games Facebook: nightcrewgames ExtraCredits Bluesky: bsky.app/profile/nightcrewgames.bsky.social YouTube: Extra Credits Extra History Other links: kickstarter.com/projects/cyberpunklegends/cyberpunk-legends-into-the-night   Links to episode mentions: Proposed guest: Richard Garfield of Magic The Gathering Designer on Candy Crush - Perhaps David Darabian? Jonathan Blow The Slay the Spire guys - Mega Crit Recommended book: Poetics by Aristotle Understanding Comics by Scott McCloud The Design of Everyday Things by Don Norman Simulacra and Simulation by Jean Baudrillard Favorite game: Magic The Gathering

Alison Fragale, author of the provactively titled “Likeable Bad Ass," breaks down the science of status—offering practical advice on how leaders can use warmth and competence to drive respect and gain greater influence.Key Takeaways:1. Status—being respected and regarded—leads to influence, access to resources, and career advancement.2. People judge quickly, and have high regard for those who are well-intentioned and competent.3. Hard work needs to be seen to ensure effort is valued.4. You can leverage “swing thoughts” to improve your career. [SI1] [SI1]Do not really understand this. Remind me what “swing thoughts” are

In our first live stream of 2026, we do a deep dive into QuantumScape's latest partnerships and what the "solid-state" future looks like for EVs. We also break down the winners (and massive losers) of our 2025 portfolio contest, reveal why a 4th grader is betting on Kontoor Brands, and share our own high-conviction picks for the year ahead, including Alphabet, Rocket Lab, and The Trade Desk.00:50 Nostalgia: 90s vs 80s Debate02:39 Engagement with Listeners04:13 Deep Dive into QuantumScape18:00 Small Caps and Market Trends25:58 Annual Stock Picking Contest29:32 Charity Contributions and Podcast Updates30:13 Full Year Winner Announcement31:05 Saad's Winning Portfolio Breakdown31:57 Contest Performance and Long-Term Investing36:25 2026 Contest Launch and Rules38:36 Listener Engagement and Community Building48:02 Final Thoughts and Portfolio StrategiesCompanies mentioned: DAVA, F, GOOGL, KNSL, KTB, MELI, NOW, PLTR, PYPL, QS, RKLB, TBBB, TSLA, TTDFind where to listen & subscribe,  portfolio contests, and contact information at https://investingunscripted.com*****************************************To get 15% off any paid plan at fiscal.ai, visit https://fiscal.ai/unscriptedListen to the Chit Chat Stocks Podcast for discussions on stocks, financial markets, super investors, and more. Follow the show on Spotify, Apple Podcasts, or YouTube*****************************************Join our PatreonSubscribe to our portfolio on Savvy Trader

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Navigating Dating & Engagement: Therapist PerspectiveWith Mrs. Gitty Bronstein LCSWThis podcast series explores practical, thoughtful guidance for those navigating the shidduchim stage. Covering perspectives from Rabbonim, Mashpi'im, therapists, and women who have been there, this series is sure to give you or your child the confidence to move through the dating world with clarity and confidence. Listen now on Mikvah.org/audioWatch now on Mikvah.org/media 

In this episode, I talk to Dr. Shannon Archibeque-Engle from Colorado State University, where she serves as Associate Vice President in the Office of Engagement and Extension. Dr. Archibeque-Engle's award-winning research focuses on an intersectional and critical analysis of higher education, particularly agricultural higher education, and she utilizes a variety of mixed methods including qualitative interviews, visual ethnography, quantitative analysis, and longitudinal assessment I met Shannon this summer when I attended the Higher Education Resources Leadership Institute.

What does the future of bookkeeping actually look like when AI gets practical? Sabby Gill (CEO of Dext) breaks down what's changing, what won't, and how bookkeepers stay indispensable. You'll hear how a SaaS CEO thinks about time-saving automation, why “customer voice” should shape your roadmap (even in a practice), and why the human relationship side of bookkeeping becomes more valuable as systems get smarter. - Learn why Sabby speaks to 2–3 customers every day (and why he won't “pre-prep” the calls). - Use the “why + benefit + ROI” script to communicate change without losing clients. - Understand why employees come first (and how that protects customers). - Steal a leadership routine: town halls, skip-levels, surveys, and CEO onboarding 1:1s. - See what Dext is building next: AI that learns your edits, plus payments and more. - Reframe the real endgame: automation → advisory → better client outcomes. Learn what AI and Automation mean for the future of Bookkeeping with Dext's free guide: https://info.dext.com/ai-and-the-future-of-accounting-report?UTM_Source=6fb This conversation is for bookkeepers and accountants who feel the industry is in constant change (AI, HMRC updates, new processes) and want a clearer way to communicate value, without burning out. Timestamps 00:00 Introduction 00:18 Sabby's role at Dext and the business sale to IRIS 00:43 From finance admin to software leadership 02:35 What the gaming industry taught him about tech and sales 04:20 Psychometric insights: adapting your communication style 08:38 What a “normal day” looks like as CEO 09:21 The 2-customer-calls-a-day habit 10:54 “Time for business”: giving people time back 13:56 Time management and protecting your team from burnout 17:11 Engagement scores, surveys, and fixing the real issue 19:02 Communicating change: ask “why” and make the benefit simple 24:28 Small business lessons: why accountants become the first call 26:24 Hiring for diversity of thought (not just industry experience) 30:03 Calling lost customers: the feedback most leaders avoid 32:12 The Dext roadmap: AI that learns your repeated changes 36:06 What's coming next 37:21 Advisory is the endgame, and why humans still win 39:06 Dext's stance on direct vs partner relationships 40:03 Wrap-up ----------------------------------------------- About us We're Jo and Zoe and we help bookkeepers find clients, make more money and build profitable businesses they love. Find out about working with us in The Bookkeepers' Collective, at: 6figurebookkeeper.com/collective ----------------------------------------------- Promotion This video contains paid promotion. ----------------------------------------------- Disclaimer The information contained in The Bookkeepers' Podcast is provided for information purposes only. The contents of The Bookkeepers' Podcast is not intended to amount to advice and you should not rely on any of the contents of the Bookkeepers' Podcast. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of the Bookkeepers' Podcast. The 6 Figure Bookkeeper Ltd disclaims all liability and responsibility arising from any reliance placed on any of the contents of the Bookkeepers' Podcast.

Socratic seminars are a democratic, student-centered, approach to class discussions. They can be used at any grade level with any subject area. In a Socratic Seminar, members meet in a circle (or more likely an oval, because, let's be real, circles are really hard to... The post Designing Socratic Seminars to Ensure That All Students Can Participate appeared first on Spencer Education.

SHOW NOTES: https://www.haileyrowe.com/engagement

In this conversation, career ownership coach Maja Taylor shares powerful insights on what it truly means to take control of your professional future. She talks about helping leaders and professionals explore new career paths, including entrepreneurship, so they can maximize their potential and build careers that fully align with their goals and values. Maja encourages listeners to regularly review their career direction, consider alternative income streams and stay open to possibilities that may lead to greater fulfillment and independence. Employee Engagement and the Need for Better Guidance Michael discusses the growing disconnect many employees feel in today's workplace and highlights how small businesses and leaders can play a pivotal role in guiding their teams toward greater engagement and clarity. He emphasizes the value of career exploration and meaningful conversations that help individuals uncover interests, strengths and untapped potential. Michael also shares personal stories about stepping into new roles without a perfect plan and learning through adaptability, curiosity and experience. Navigating Burnout and Workplace Uncertainty Maja speaks candidly about the rising rates of burnout she sees among clients, driven by layoffs, constant change and market instability. She explains how her coaching practice supports individuals during these challenging transitions by helping them rediscover confidence, purpose and possibility. Maja also reflects on her own journey from science to HR to leadership coaching, revealing how each chapter deepened her passion for helping others achieve greater self sufficiency and work life balance. Corporate Experience as a Launchpad for Entrepreneurship Michael reminds listeners that entrepreneurship is rarely about starting from zero. Skills gained in corporate environments, from operational insight to relationship building, can become powerful assets when launching a business. He encourages people to recognize the value of their existing expertise and leverage it instead of discounting it. Career Coaching for the Shift Into Business Ownership Maja outlines her approach to coaching professionals who are evaluating entrepreneurship, especially those who feel drained by corporate roles or stuck in burnout cycles. She uses assessments to help clients recognize their strengths and potential, and stresses the importance of being open minded as they explore ownership opportunities. Michael adds that many people underestimate their abilities due to work environments that suppress creativity and curiosity. Curiosity as a Catalyst for Breakthroughs Michael shares a personal story about taking a personality assessment with his former CEO and discovering they shared the same profile. The experience reminded him that curiosity is a powerful driver of self awareness and growth. He encourages listeners to lean into curiosity as a tool for breakthroughs, career shifts and life changing clarity. Goal Setting, Reflection and a Free DISC Assessment Maja talks about the impact of written goals, noting that only a small percentage of people write down their goals, yet nearly all who do achieve them. She offers a complimentary executive DISC assessment to help listeners better understand their personality patterns and career strengths. Michael encourages everyone to take advantage of the offer and reminds listeners that Maja's contact information and social links are included in the show notes below.   Maja Taylor is a Career Ownership Coach with The Entrepreneur's Source, where she guides people who are ready to step outside the traditional job market and into new possibilities. She supports clients as they explore entrepreneurship, business ownership, investments, licensing, and franchising, helping them design a career path that aligns with their values, strengths and long term vision. Maja is driven by a deep passion for personal transformation and lifelong learning. She thrives on watching clients experience those pivotal AHA moments when they realize what they are truly capable of. Her mission is to help people rise to their full potential by building careers and businesses that reflect who they are and the life they want to create. With a foundation in science education and talent development, Maja has worked across Europe and the United States in global organizations as a team leader, scientist, strategic HR professional, trainer, coach and mentor. She brings a unique blend of analytical thinking, people development expertise, and business strategy to every client engagement. Her work focuses on helping individuals grow their dreams, wealth and personal equity as they move toward self sufficiency and higher levels of fulfillment and success. Background Overview • Business Owner and Certified Professional Coach • Global Talent, Learning and Engagement roles in Pharma and Biotech • Management consulting experience with Fortune 500 organizations • Scientific and HR leadership roles in manufacturing and environmental industries • Education: BS in Pharmacy, University of Applied Sciences, Wiesbaden, Germany • Credentials: Certified Coach, Human Resources Professional, Leadership Trainer and Facilitator; certified in DiSC, 360 assessments and multiple professional development tools Connect with Maja Website: www.majataylor.esourcecoach.com Email: majataylor@esourcecoach.com LinkedIn: https://www.linkedin.com/in/majataylor/ Facebook: https://www.facebook.com/majataylorcoach Instagram: https://www.instagram.com/majataylorcoach For your audience, add to captions, free offer – DiSC assessment with debrief - a $200 value – if your listeners reach out to me on social media/LI/Insta/FB/ or my website and book a call at www.majataylor.esourcecoach.com

Welcome back to the Contacts Coaching Podcast! In this episode, we sit down with Coach Ryan Diew, head basketball coach at Head Royce Boys basketball and proud alum of the school. Coach Diew shares his journey from being an athlete at Head Royce to playing basketball at Colgate University, and eventually returning to his alma mater to coach. He discusses his experiences as a walk-on, the valuable lessons he learned from his mentors, and his unexpected path into coaching. Coach Diew also delves into his entrepreneurial background, his coaching philosophy, and how he integrates data analytics into his coaching strategies. Tune in to hear insightful stories about resilience, leadership, and the impact of youth mentorship.00:00 Introduction and Guest Welcome00:24 Coach Ryan Diew's Athletic Journey01:22 Transition to Coaching02:09 Early Coaching Challenges and Successes03:29 Return to Head Royce and Pandemic Impact04:52 Coaching Philosophy and Adaptation06:20 Balancing Coaching and Personal Development09:25 Building a Basketball Program14:33 Analytics in Coaching19:27 Kids' Engagement and Tracking Performance19:53 Grading System for Player Evaluation20:23 Democratic Process in Team Selection21:04 Analyzing Player Combinations and Effectiveness22:49 Balancing Scoring and Team Dynamics27:37 Evolving Coaching Philosophy30:22 Impact of Venture Capital Experience on Coaching35:59 Redefining Success and Personal Growth38:07 Shark Tank Experience and Lessons Learned39:57 Final Thoughts and Gratitude

This is the All Local afternoon update for January 2, 2026.

[Trigger warning: trauma/animal cruelty] What is the difference between genuine empathy and feeling sympathy for someone? How often do well-intended therapists mistake comparison for true empathic engagement? What does it […] The post Empathic Engagement in Clinical Practice with Dr. Douglas Flemons [Trigger Warning: Trauma/Animal Cruelty] | POP 1324 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

durée : 00:03:51 - Le Fil philo - Comment rester libre dans un monde de contraintes et de rapports de pouvoir ? Au XVIIᵉ siècle, la philosophe Gabrielle Suchon propose une voie radicale : refuser toute dépendance pour préserver sa liberté. Une pensée étonnamment actuelle. - réalisation : Benjamin Hû - invités : Laurence Devillairs Philosophe

Wedding planning can feel like a lot, and plenty of couples end up overwhelmed. One of the best ways to ease the stress is to choose a wedding planner whose personality and style truly fit your vision. And once they're on your team, Lara Mahler of The Privilege is Mine is here to explain how to be the kind of client and collaborator who helps your planner help you—so everything runs smoother from start to finish. Lara also chats about her new wedding planning app designed to support nearlyweds who want to plan their dream celebration on their own. Tune in today to tap into her deep well of expertise! 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/rhode-island-wedding-vendors-wedding-podcast-stress-free-wedding-planning/ 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/

Pour les vacances d'hiver, je vous propose de (re)découvrir quelques épisodes passés de Demain N'attend Pas que j'ai tout particulièrement aimé. Cette semaine découvrez une discussion avec Matthieu Dardaillon, fondateur de Ticket for change et auteur d'Antichaos, un livre qui nous aide à y voir clair dans le désordre du monde. Je vous souhaite une année 2026 lumineuse !Comment rester lucide, garder un cap, savoir comment et où agir, préserver notre joie ou simplement notre santé mentale … quand chaque jour semble emporter un peu plus le monde que nous connaissons ? Quand les digues semblent tomber les unes après les autres ?  Quand nous nous sentons au bord du précipice de l'Histoire ? Si ces questions vous parlent, si elles vous réveillent la nuit, cette conversation avec MATTHIEU DARDAILLON est pour vous.

Découvrez ma formation aux fondamentaux de l'accueil, un parcours d'excellence, accessible à toutes & tous !1️⃣ Présentation des invitées :En novembre dernier, j'avais l'honneur de présider le trophée David Campbell, qui pour la première fois avait lieu à Bordeaux, à l'occasion du salon Exp'Hotel. Après deux journées de finale acharnée, deux compétitrices sont sorties du lot et ont remporté le précieux sésame. Adele Menard, dans la catégorie Junior et Camille Philippe, dans la catégorie pro.Aujourd'hui, j'ai le plaisir de les accueillir toutes les deux, pour revenir sur leur parcours, leur préparation et les coulisses de la compétition.Ensemble, nous revenons sur les coulisses de leur préparation et de la compétition. En quoi consiste l'épreuve d'éloquence ? Comment ont-elles transformé leur stress en moteur pour surpasser le syndrome de l'imposteur et gagner en légitimité ?Après ce tremplin pour leur carrière vers quoi se dirige-t-elle ?Un bel échange, rempli de pépites, pour bien démarrer cette nouvelle année !2️⃣ Notes et références :▶️ Toutes les notes et références de l'épisode sont à retrouver ici.3️⃣ Le sponsor de l'épisode : HotelPartnerHotelPartner Revenue ManagementPrendre un rendez-vous avec MarjolaineDites que vous venez d'Hospitality Insiders et Marjolaine se déplace gratuitement dans votre établissement pour effectuer un diagnostic !4️⃣ Chapitrage : 00:00:00 - Introduction00:02:00 - Le contexte et l'ambiance inédite de la finale à Bordeaux00:07:00 - Le détail des épreuves techniques et émotionnelles00:25:00 - Les secrets de préparation et la gestion du mental00:32:00 - L'impact de la victoire et les perspectives de carrière00:43:00 - Questions signaturesSi cet épisode vous a passionné, rejoignez-moi sur :L'Hebdo d'Hospitality Insiders, pour ne rien raterL'Académie Hospitality Insiders, pour vous former aux fondamentaux de l'accueilLe E-Carnet "Devenir un Artisan Hôtelier" pour celles et ceux qui souhaitent faire de l'accueil un véritable artLinkedin, pour poursuivre la discussionInstagram, pour découvrir les coulissesLa bibliothèque des invités du podcastMerci de votre fidélité et à bientôt !Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Welcome back to the Contacts Coaching Podcast! In this episode, we sit down with Coach Ryan Diew, head basketball coach at Head Royce Boys basketball and proud alum of the school. Coach Diew shares his journey from being an athlete at Head Royce to playing basketball at Colgate University, and eventually returning to his alma mater to coach. He discusses his experiences as a walk-on, the valuable lessons he learned from his mentors, and his unexpected path into coaching. Coach Diew also delves into his entrepreneurial background, his coaching philosophy, and how he integrates data analytics into his coaching strategies. Tune in to hear insightful stories about resilience, leadership, and the impact of youth mentorship.00:00 Introduction and Guest Welcome00:24 Coach Ryan Diew's Athletic Journey01:22 Transition to Coaching02:09 Early Coaching Challenges and Successes03:29 Return to Head Royce and Pandemic Impact04:52 Coaching Philosophy and Adaptation06:20 Balancing Coaching and Personal Development09:25 Building a Basketball Program14:33 Analytics in Coaching19:27 Kids' Engagement and Tracking Performance19:53 Grading System for Player Evaluation20:23 Democratic Process in Team Selection21:04 Analyzing Player Combinations and Effectiveness22:49 Balancing Scoring and Team Dynamics27:37 Evolving Coaching Philosophy30:22 Impact of Venture Capital Experience on Coaching35:59 Redefining Success and Personal Growth38:07 Shark Tank Experience and Lessons Learned39:57 Final Thoughts and Gratitude

1 / 4 MDJ Script/ Top Stories for December 31st Publish Date: December 31st Commercial: From the BG Ad Group Studio, Welcome to the Marietta Daily Journal Podcast. Today is Wednesday, December 31st and Happy Birthday to Donna Summer I’m Keith Ippolito and here are the stories Cobb is talking about, presented by Times Journal 1. ‘Bittersweet’ goodbye: Marietta school board says farewell to three colleagues 2. New Cobb Young Republicans Chair looks to affordability, voter engagement 3. Cumberland CID details big projects, future plans All of this and more is coming up on the Marietta Daily Journal Podcast, and if you are looking for community news, we encourage you to listen and subscribe! BREAK: INGLES 1 STORY 1: ‘Bittersweet’ goodbye: Marietta school board says farewell to three colleagues The final meeting of the year for the Marietta Board of Education was a bittersweet one, full of hugs, tears, and heartfelt goodbyes as three longtime members—A.B. Almy, Kerry Minervini, and Jason Waters—stepped down. During the meeting, emotions ran high. Vice Chair Jaillene Hunter praised Almy for her relentless push for academic excellence. Angela Orange called Minervini “a woman who gives a million percent,” while Irene Berens, tearing up, described Waters as “an exceptional man and a dear friend.” Waters, who’s moving on to the Marietta City Council, called the moment “surreal.” Minervini, meanwhile, joked about finding a new hobby, and Almy expressed gratitude for her time on the board. The night ended with a video tribute, glass plaques, and a reminder of the board’s legacy: being named Georgia’s 2025 School Board of the Year. STORY 2: New Cobb Young Republicans Chair looks to affordability, voter engagement At just 25, Andre Stafford is stepping up as the new chairman of the Cobb Young Republicans, ready to shake things up. “I’m all in,” he says, a mantra that’s driven him since he first got involved in politics after the 2024 assassination attempt on Donald Trump—a moment that, for him, changed everything. Stafford, a restaurant manager by day, wants to grow the group, boost voter turnout, and focus on issues like affordability. “The American Dream feels like a fairy tale to my generation,” he says. “We need more homeowners, less paycheck-to-paycheck living.” His goal? Turn Cobb red—and keep it that way. STORY 3: Cumberland CID details big projects, future plans 2 / 4 Big things are happening in Cumberland, and Kim Menefee, the CID’s executive director, couldn’t be prouder. “2025 was our best year yet,” she told lawmakers at a recent meeting. One highlight? The first phase of the New Day Palisades project at Paces Mill Park. With $6.3 million in upgrades—like better parking, trail access, and erosion control—it’s already drawing millions of visitors. Phase 2 kicks off in 2026, with a $9.5 million price tag and plans for a visitor center and river overlooks. Oh, and driverless shuttles? Coming in 2027. Free rides connecting The Battery, Truist Park, and more. Cumberland’s future? Bold. We have opportunities for sponsors to get great engagement on these shows. Call 770.799.6810 for more info. We’ll be right back. Break: INGLES 1 STORY 4: Cobb Superior Court Clerk asks judge to dismiss charges against her Lawyers for Cobb Superior Court Clerk Connie Taylor are fighting to get her case dismissed before it even reaches trial. Meanwhile, prosecutors are busy filing motions over what evidence can and can’t be shown in court. Taylor, elected in 2020, faces four felony charges tied to allegations she mishandled passport fee records—pocketing over $425,000 in fees during her first two years in office. Things escalated when a whistleblower claimed Taylor ordered records destroyed, reportedly saying, “We’re just going to Donald Trump this thing.” Taylor denies wrongdoing, but if convicted, she’ll lose her job permanently. A hearing is set for Feb. 5. STORY 5: Marietta residents call for increased safety measures after crash on train tracks Residents are sounding the alarm after a truck barreled off the road and crashed near the train tracks at Kennesaw Avenue and Church Street last week. Melissa Korczyk, out for a walk with her toddler and dog, heard the screech of tires just before 10 a.m. “I look up, and this car is flying down Kennesaw Avenue,” she said. “It hit the tracks, went airborne, and slammed into the pedestrian signal.” The driver, who also hit a light post and tree, escaped with minor injuries and was charged with reckless driving. “It’s scary,” Korczyk said. “That intersection feels like an accident waiting to happen.” Break: 3 / 4 STORY 6: Marietta celebrates legacy of service as three council members retire The Marietta Fire Museum was full of laughter, hugs, and a few teary eyes last week as friends, family, and city staff gathered to honor retiring council members Andy Morris, Grif Chalfant, and Johnny Walker. “You’ve left a footprint on this city that just keeps getting better,” said Mayor Steve “Thunder” Tumlin, summing up the mood of the night. Chalfant, who’s been on the council since 2005, joked about finally tackling 20 years of neglected home projects—and maybe fixing up his Triumph TR3. Morris, a lifelong Marietta resident, said he’s ready to relax with his new dog, Harry. “I might even pick up golf again,” he added. Walker, proud of his work on school traffic safety, plans to focus on real estate, photography, and more time at home. Each was presented with a Distinguished Service Award, a fitting send-off for years of dedication. STORY 7: Baby clothes program helps mothers in need year-round For nearly two decades, Rosemary Buckley has quietly made life a little easier for new moms in need. Every month, she gathers bundles of baby clothes—layettes—and delivers them to Wellstar Kennestone, where they’re given to families who could use a little extra help. “It’s not just store-bought stuff,” Buckley says. “Parishioners make blankets, tiny hats, even mittens. It’s beautiful.” Inspired by her 12 grandchildren and a simple church request back in 2007, Buckley has turned this into her mission. Monsignor John Walsh calls her a “woman of action.” She just calls it “something that needs to be done.” We’ll have closing comments after this. Break: INGLES 1 Signoff- Thanks again for hanging out with us on today’s Marietta Daily Journal Podcast. If you enjoy these shows, we encourage you to check out our other offerings, like the Cherokee Tribune Ledger Podcast, the Marietta Daily Journal, or the Community Podcast for Rockdale Newton and Morgan Counties. Read more about all our stories and get other great content at www.mdjonline.com 4 / 4 Did you know over 50% of Americans listen to podcasts weekly? Giving you important news about our community and telling great stories are what we do. Make sure you join us for our next episode and be sure to share this podcast on social media with your friends and family. Add us to your Alexa Flash Briefing or your Google Home Briefing and be sure to like, follow, and subscribe wherever you get your podcasts. Produced by the BG Podcast Network Show Sponsors: ● www.ingles-markets.comSee omnystudio.com/listener for privacy information.

Is your company attracting the right people—or just filling seats and hoping for the best? In this episode of the Build A Vibrant Culture Podcast, Nicole Greer is joined by Dr. Myra Corrello, small business growth strategist and brand clarity expert, for a powerful conversation about the connection between marketing, leadership, and culture. Together, they explore how clarity attracts the right customers and the right employees, why storytelling is the currency of connection, and how leaders can align vision, hiring, engagement, and change management around a clear value promise.This episode is packed with practical insights for leaders, HR professionals, and business owners who want to build cultures where people feel connected, energized, and committed.Vibrant Highlights:00:05:41 - How grading past clients reveals the traits and behaviors leaders should screen for when hiring employees.00:10:38 - Why leaders must be ruthless about hiring the right people—and the powerful story of using unexpected voices in the interview process.00:15:31 - How storytelling and simple case studies help employees understand the vision, their role in it, and why their work matters.00:23:57 - Why stories outperform policies when it comes to engagement, expectations, and culture reinforcement.00:34:42 - How leaders should communicate change by prioritizing stakeholders, sharing the rationale early, and creating internal ambassadors.Connect with Dr. Myra:Website: https://myracorrello.com/Email: Myra@GrowWithMyra.comSubstack: https://myramallory.substack.com/LinkedIn: https://www.linkedin.com/in/myracorrello/FB: https://www.facebook.com/MyraCorrelloSmallBizSpeakerFor a FREE copy of "10 Stories Every Leader Needs To Tell" email nicole@vibrantculture.comAlso mentioned in this episode:The One Minute Manager by K Blanchard & S Johnson: https://a.co/d/cZUMEFwListen at www.vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

High performers are often seen as the ones you don't have to worry about. But behind consistent output and quiet competence, there can be early signs of burnout and disengagement. In this episode, Melanie Naranjo joins Karina Young to challenge how companies define top talent and why performance without support leads to retention risk. Melanie, Chief People Officer at Ethena, shares a candid perspective on why high performers need more than praise. They need space to grow, permission to speak up, and help rewiring habits that no longer serve them. Together, they explore how over-reliance on top talent can backfire, why traditional engagement strategies often miss the mark, and what managers can do to spot red flags before it's too late. Melanie also offers clear strategies for re-engaging high performers and building a culture where expectations, accountability, and care go hand in hand. For HR leaders working to retain their best people, it's a compelling reminder: performance doesn't mean immunity. It means opportunity. Join us as we discuss: (00:00) Meet HR Superstar: Melanie Naranjo (01:14) The hidden costs of quiet disengagement (03:28) Rethinking what "high performer" really means (06:26) Debunking the myth of passion and performance (10:19) Building flexible perks that actually engage people (12:58) Early signs your top talent is burning out (15:19) Questions managers should ask but usually don't (20:03) How to coach overwhelmed team members (22:30) Why surveys won't help you retain your best people (24:17) High performers suffer when underperformers go unchecked (31:19) Re-engaging talent through targeted development plans (35:25) What to do when a high performer is a jerk (38:23) Questions every manager should ask top talent   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's The HR Leader's Guide to Reducing Regrettable Turnover: https://www.15five.com/resources/ebook/guide-to-reducing-regrettable-turnover?hsLang=en?utm_source=podcast&utm_medium=podcast&utm_campaign=Q4_2025_CTA&utm_content=turnover  For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Melanie Naranjo's LinkedIn - https://www.linkedin.com/in/melanie-naranjo/

Steve Martin: When a Distributed Team's Energy Vanishes into the Virtual Void Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes.   "They weren't a team, they were a group of individuals working on multiple different projects." - Vasco Duarte (describing Steve's team situation)   The infrastructure team looked promising on paper: Product Owner in Italy, hardware engineers in Budapest, software engineers in Bucharest, designers in the UK. The team started with energy and enthusiasm, but within a month, something shifted. People stopped showing up for daily stand-ups. Cameras went dark during meetings. Engagement in retrospectives withered. This wasn't just about being distributed—plenty of teams work across time zones successfully. The problem ran deeper. The Scrum Master had a conflict of interest, serving dual roles as both facilitator and engineer. Team members were simultaneously juggling three or four other projects, treating this work as just another item on an impossibly long list. Steve spent a couple of months watching the deterioration before recognizing the root cause: there was no leadership sponsorship or buy-in. Stakeholders weren't invested. The team wasn't actually a team—they were individuals happening to work on the same project. Steve considers this a failure because he couldn't solve it. Sometimes, the absence of organizational support creates an unsolvable puzzle. Without leadership commitment, even the most skilled Scrum Master can't manufacture the conditions for team success.   In this episode, we refer to The Phoenix Project by Gene Kim, a book about organizational culture disguised as a DevOps novel.   Self-reflection Question: Is your team truly dedicated to one mission, or are they a collection of individuals spread across competing priorities? Featured Book of the Week: The Phoenix Project by Gene Kim "There's a lot of good lightning bulb moments that go off." - Steve Martin   Steve describes The Phoenix Project as a book about culture, not just DevOps. Written like a novel following a mock company, it creates continuous light bulb moments for readers. The book resonated deeply with Steve because it exposed patterns he'd experienced firsthand—particularly the anti-pattern of single points of failure. Steve had worked with an engineer who would spend entire weekends doing releases, holding everything in his head, then burning out and taking three days off to recover. This engineer was the bottleneck, the single point of failure that put the entire system at risk. The Phoenix Project illuminates how knowledge hoarding and dependency on individuals creates organizational fragility. The solution isn't just technical—it's cultural. Teams need to share knowledge and understanding, deliberately de-risking the concentration of expertise in one person's mind. Steve recommends this book for anyone trying to understand why organizational transformation requires more than process changes—it demands a fundamental shift in how teams think about knowledge, risk, and collaboration.   [The Scrum Master Toolbox Podcast Recommends]

The final week of December is one of the most powerful—and overlooked—times to show up on LinkedIn. In this special bonus episode of the Rich Woman Reset series, Karen Yankovich shares five simple LinkedIn posts you can write before January 1 to boost visibility, confidence, and authority as you step into 2026. These posts take less than five minutes each to write, but they create real momentum—especially for midlife women who are reinventing, rising into leadership, or calling in higher-level opportunities.   Why This Timing Matters Late December brings a quiet shift on LinkedIn. Decision-makers are scrolling. People are reflecting and planning what's next. Thoughtful, honest posts often receive higher engagement during this window. Showing up now allows you to enter January already visible, already confident, and already leading.   The 5 LinkedIn Posts Covered in This Episode Your biggest lesson from the past year A win you're proud of (without downplaying it) A thought you want to lead with in 2026 What you're no longer carrying into the new year A message for women who are reinventing in 2026 Each post is designed to build emotional authority, invite conversation, and position your experience as leadership.   A Simple Visibility Tip You can schedule these posts in advance—but don't post and disappear. Engagement matters. Show up in the comments, start conversations, and let your visibility work for you.   Ready for More Support? If writing these posts feels empowering, imagine having a full visibility strategy and a supportive community around your LinkedIn presence. Inside The Visibility Salon, you'll find a space where showing up feels aligned, supported, and powerful. You can join us for a week at no cost. Details are in the show notes.   Coming Up Next In the final Rich Woman Reset episode, Karen will guide you through declaring your energy for the new year—so you don't just plan 2026, you embody it.   Resources Mentioned In The Episode: Learn more about The Visibility Salon: https://visibilitysalon.com Catch the full Rich Woman Reset playlist: https://karenyankovich.com/richwomanreset Check out The Glow Up Audio Experience: https://www.KarenYankovich.com/glowup    Help Us Spread The Word! It would be awesome if you shared the Good Girls Get Rich Podcast with your fellow entrepreneurs on Twitter. Click here to tweet some love! If this episode has taught you just one thing, I would love if you could head on over to Apple Podcasts and SUBSCRIBE TO THE SHOW! And if you're moved to, kindly leave us a rating and review. Maybe you'll get a shout out on the show!   Ways to Subscribe to Good Girls Get Rich: Click here to subscribe via Apple Podcasts Click here to subscribe via PlayerFM Good Girls Get Rich is also on Spotify Take a listen on Podcast Addict

What to listen for:Our hosts, Robin Greubel and Stacy Barnett, announce the opening of signups for the 2026 Distraction Camp and Intentional Handling and Hide Setting. Signups begin on January 4 at noon Central Standard Time. Christi Raak, who has been on the podcast, will lead the Distraction Camp, focusing on engagement, focus, arousal, and mobility. Lily Strassberg, currently in Israel, has given a tentative yes to co-teach Intentional Handling and Hide Setting. Both camps are expected to sell out quickly, with past camps selling out in 45 minutes and 24 hours, respectively.The Dames of Detection wish you a Happy New Year and hope to seeya soon at an upcoming event!Resources:K9 Detection Collaborative Upcoming Events!K9 Detection Collaborative Episode 83: Kickin Back with Christi RaakChristi's New Venture: DogWizard.comLily StrassbergWe want to hear from you:Check out the K9 Detection Collaborative FB page and comment on the episode post!K9Sensus Detection Dog Trainer AcademyK9Sensus Foundation can be found on Facebook and Instagram. We have a Trainer's Group on Facebook!Scentsabilities Nosework is also on Facebook. Here is a Facebook group you should join!You can follow us for notifications of upcoming episodes, find us at k9detectioncollaborative.com to enjoy the freebies, and tell your friends so you can keep the conversations going.And don't forget to check out the YouTube Channel!

If you want a practical next step to bring clarity to your dating life and relationships, start here: https://py.pl/3PRNtGKdI5hIf dating feels confusing, emotionally exhausting, or spiritually unclear, this episode will help you reset with biblical clarity.Culture taught us to chase chemistry, butterflies, and “the spark.” But chemistry alone doesn't build a marriage— clarity does. In this episode, we break down chemistry vs. clarity, what it actually means to honor God while dating, and the 6-stage Christian dating framework every healthy relationship needs before marriage.You'll learn:- The difference between attraction, chemistry, and kingdom-minded alignment- Why heart posture matters more than relationship status- What godly dating boundaries actually look like (and why community matters)- How to avoid oversharing in the talking stage and getting attached too soon- The money conversations you need before engagementThe 6 stages of dating: Spark → Talking Stage → Exclusive Dating → Discernment → Engagement → Final StretchIf you're tired of repeating confusing dating patterns, this episode is for you.CHAPTERS0:00 Healthy heart posture (single or dating)0:36 Welcome + why dating feels confusing0:48 Romcoms, Disney, and what we didn't learn about relationships1:39 Why feelings aren't enough for a healthy relationship3:20 Practical dating advice that leads to a healthy, holy marriage3:34 Chemistry vs. clarity (and why chemistry isn't a foundation)5:49 “Suitable” vs. “spark” (Genesis 2:18)11:04 Order vs. chaos: is this relationship helping or derailing you?16:10 Resource: Unlock Your Dream Relationship Workbook17:05 “Dating isn't in the Bible” — so what actually matters18:21 What you want vs. what's necessary (boundaries + obedience)23:21 Why boundaries require community29:08 Money conversations in dating + marriage34:11 3 questions to reset your love life for the new year39:06 Stop copying dating culture (Romans 12:2)43:15 Humility as a marker of real Christian dating50:44 The 6-stage Christian dating framework51:31 Stage 1: Spark54:09 Stage 2: Talking Stage (don't overshare)57:13 Stage 3: Exclusive Dating (accountability matters)1:02:06 Stage 4: Discernment (can I marry this person?)1:06:39 Stage 5: Engagement (premarital prep)1:09:56 Final Stretch: pressure, comparison, spiritual warfare1:14:22 Dating as discipleship1:15:31 Final charge + keeping God first1:16:34 Outro

May all your worries be forgot... May all your dreams come true!!! Or something like that...This is the last episode of 2025! What a fun year it has been! Not just in the Podcast world, but our personal lives too! So this week Andy and Jeff recap some of their favorite moments of 2025! Get to know us better! And we would LOVE to hear what you did this year! Let us know!Thanks for an awesome year! And here is to the next year!CHEERS!!!Grab your favorite blanket, warm up a hot cup of apple cider and get Nostalgic with us!Make sure to leave us a 5 star review, and tell a friend about the show. If you want to suggest a topic for an upcoming show email us at NotableNostalgia90@Gmail.com or find us at Facebook.com/NotableNostalgiaThanks for listening Nostalgia Nerds!

Every democratic advance came from people who refused to quit. Disengagement is not strategy—it's surrender.Subscribe to our Newsletter:https://politicsdoneright.com/newsletterPurchase our Books: As I See It: https://amzn.to/3XpvW5o How To Make AmericaUtopia: https://amzn.to/3VKVFnG It's Worth It: https://amzn.to/3VFByXP Lose Weight And BeFit Now: https://amzn.to/3xiQK3K Tribulations of anAfro-Latino Caribbean man: https://amzn.to/4c09rbE

This podcast series explores practical, thoughtful guidance for those navigating the shidduchim stage. Covering perspectives from Rabbonim, Mashpi'im, therapists, and women who have been there, this series is sure to give you or your child the confidence to move through the dating world with clarity and confidence. This subseries explores the delicate topic of when siblings go out of order. 

When do you know that you're meant to marry someone? How much do you ever really know?? Mike & Alicia Hernon of the Messy Family Project share the story of their friendship, dating, and discernment with loads of wisdom for anyone at any stage of their vocation journey.Send us a text. We can't respond directly, but we're excited to hear what's on your mind!Click here to register for the DBT group from Jan. 20 - March 24, 2026 (MN & WI residents only)Support the showThank you for listening, and a very special thank you to our community of supporters! Visit us online at thiswholelifepodcast.com, and send us an email with your thoughts, questions, or ideas.Follow us on Instagram & FacebookInterested in more faith-filled mental health resources? Check out the Martin Center for IntegrationMusic: "You're Not Alone" by Marie Miller. Used with permission.

Abigail Teska, lower and upper school art teacher at Seven Oaks Classical School in Ellettsville, Indiana, joins host Scot Bertram to discuss using narration to help students understand artistic concepts, how to help students understand a work of art, and what narration activities students respond to the best. Learn more: https://k12.hillsdale.edu/See omnystudio.com/listener for privacy information.

Jim Meskimen sits down with me to talk about his fatherhood journey. He shares how his upbringing impacted the way he looked at raising his daughter. In addition, Jim and I talk about the life lessons his daughter have taught him. After that we talk his acting career. He shares a few stories working in the entertainment industry. We talk about the great impressions that he does and how much fun he has working with his daughter on those impressions on social media. Lastly, we finish the interview with the Fatherhood Quick Five.  About Jim Meskimen  As a professional actor for nearly thirty years Jim has appeared in the so many great films. Some of those are Apollo 13, The Grinch, Frost/Nixon, The Punisher, Not Forgotten, There Will Be Blood and many others. Some of Jim's TV credits include Friends, Whose Line is it, Anyway?, Fresh Prince of Bel Air, Castle, Lie to Me and Rules of Engagement. In the 1980's & 90's he had a thriving career as a man-on-the-street interviewer. That work he did for improvised TV and radio campaigns for grocery stores, bank cards, coffee makers, and a host of other clients. Some of those clients won awards for several major advertising agencies. Make sure you follow Jim on Instagram at @jimpressions. In addition, go to his website at jimmeskimen.com.  Our Pact Is This Week's Podcast Sponsor OurPact offers unmatched control over your child's smartphone and tablet usage. With features like Schedule-Based App Rules, Screen Time Allowance, Family Locator, View, and customizable Apple and Android settings, you can customize how and when your child uses their device. OurPact's mission is to provide parents with the tools they need to create healthy screen time habits, foster digital balance, and keep your kids safe online. To learn more about OurPact, go to their site over at ourpact.com.  About The Art of Fatherhood Podcast  The Art of Fatherhood Podcast follows the journey of fatherhood. Your host, Art Eddy talks with fantastic dads from all around the world where they share their thoughts on fatherhood. You get a unique perspective on fatherhood from guests like Bob Odenkirk, Hank Azaria, Joe Montana, Kevin Smith, Danny Trejo, Jerry Rice, Jeff Foxworthy, Patrick Warburton, Jeff Kinney, Paul Sun-Hyung Lee, Kyle Busch, Dennis Quaid, Dwight Freeney and many more.

This podcast shows you how to fully recover from OCD.Each episode breaks down the exact techniques and nuances that stop rumination, reduce compulsions, and help you retrain your brain out of the OCD cycle. We cover every major OCD theme, including:Pure-O OCDRelationship OCDHarm OCDReal Event OCDSO-OCD / Sexuality OCDReligious / Scrupulosity OCDCleaning & Contamination OCDPhysical CompulsionsAll other OCD subtypesMy goal is simple: clear guidance that actually works, explained in a way that is calm, direct, and easy to apply immediately.You can fully recover from OCD. Don't give up — you're not stuck, and your brain can change.