Podcasts about EQ

Emotional intelligence is that thing that most people agree is important but few understand how to develop. It can feel tricky - and vulnerable. In this episode, I'm breaking down emotional intelligence skills in a highly practical way. Most leaders assume EQ means “stay calm” or “be nice,” but real emotional intelligence is far more active than that. It's a set of tangible skills that help you build trust, create psychological safety, and navigate the inevitable tension that comes with people working together. I'm sharing five emotional intelligence skills that I see leaders skip all the time - not because they don't care, but because no one ever taught them how to actually practice these skills in real moments. Listen in as I walk you through the difference between noticing emotions and naming them, suppressing reactions versus regulating them, and why reading the emotional undercurrent of a room matters just as much as managing the agenda. I share examples from my own leadership experiences, including moments when I've felt nervous before stepping on stage for a keynote and how I manage that in real time.  I also talk about two of the more challenging leadership skills: holding space without immediately trying to fix someone's problem, and repairing ruptures when things don't go the way you intended. People make mistakes. Conversations get messy. What builds real psychological safety isn't avoiding those moments; it's how you show up afterward. These five skills are simple and transformative. When leaders practice them consistently, teams feel safer, communication improves, and belonging becomes something people actually experience instead of something written in a company value statement. Emotional intelligence isn't about perfection. It's about recognizing and honoring what's happening inside you and around you, and then choosing how to respond in a way that protects trust and connection. Links Mentioned: Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

This week on The Tone Mob Podcast, Blake hangs out with Colt Westbrook of Walrus Audio for a conversation that wanders through guitar pedals, business experiments, digital rigs, tube amps, customer service philosophy, and the delicate art of telling your friends they can't just show up at the factory and hang out all day. Colt walks through how Walrus has evolved over the years, from the early days of pedals like the 385 and Monument to the creation of entire product ecosystems like the Mako DSP line, Canvas utility gear, and the more affordable Fundamental series. Along the way he shares some surprisingly candid insight about what worked, what didn't, and why “budget” pedals in the boutique world often aren't nearly as profitable as people assume. The guys also dig into what working at a pedal company actually looks like day-to-day. Spoiler alert: it involves a lot less shredding and a lot more soldering, packing boxes, managing teams, solving problems, and trying to keep people from treating the shop like a guitar-themed coffee hang. Naturally, there's plenty of gear talk too. Colt walks Blake through his current guitars, his pedalboard, why EQ might be the most underrated effect ever, and why he's leaned more into digital rigs lately while still respecting the glorious chaos of tube amps turned up loud. They also get into Boss HM-2 love, the mysterious Terra Echo, Quad Cortex rigs, and the never-ending quest for consistency without killing the magic. Colt also shares some genuinely solid advice for anyone dreaming of starting their own gear company: build something great, make it meaningfully different, and treat your customers like they actually matter. Oh… and somewhere along the way we learn about a teenage band that shared one distortion pedal between two guitarists, and the Oklahoma pizza place that fueled their rehearsals. If you're into guitar gear, building brands, or just hearing how the sausage actually gets made in the music industry, this one's for you. Learn more about your ad choices. Visit megaphone.fm/adchoices

1- You Built A Prison, Not A Life. (The High Achiever's Curse: Part 8)You have the big house. You have the title. But have you ever actually lived inside it? Or are you just the "Labrador Puppy" chained up outside?Welcome to Part 8 of "The High Achiever's Curse: Healing The Void." Today, we are ripping up your old scorecard.In this lesson, I show you why your current definition of success ("Never drop the ball," "Never need help") is actually just a definition of Self-Rejection. You will learn how to stop chasing "Ghost Goals" that feed the Void and start using Internal Metrics to finally enjoy the life you've built.IN THIS EPISODE:1- The "Labrador Puppy" Analogy: Why you feel unworthy of your own success.2- External vs. Internal Metrics: How to switch your scorecard from "Image" to "Honesty."3- Redefining Success: How to build a life your nervous system can actually live in.

Compliance might not be the most exciting part of running a practice, but it can protect your patients, your team, and your business. In this episode, Will Gilmore breaks down the real-world basics of OSHA, HIPAA, and infection control, plus how to stay calm and ready if an investigator ever walks in. Dr. Len Tau sits down with Will Gilmore of Elevate Compliance to talk about what dental practices actually need to stay compliant with OSHA, HIPAA, and infection control regulations. Will explains the "three pillars" of compliance (training, policies, and implementation), why compliance should be part of daily culture, and what typically triggers investigations. They also dive into HIPAA and online reviews, including how to respond without crossing the line, why most offices won't ever get in trouble if they keep responses neutral, and the bigger risks around cybersecurity and patient data. Will closes with a reminder: don't panic, compliance issues can be handled, and agencies are often willing to work with you. What You'll Learn The 3 pillars of practice compliance: training, policies, and implementation The most common things that trigger OSHA vs HIPAA issues How to build a "ready-anytime" compliance culture in your office Safe, neutral best practices for responding to online reviews Why email is still the biggest risk for data breaches and ransomware How emotional control (EQ) can help during inspections and investigations Will's practical mindset: don't panic—most issues are solvable and negotiable   — Connect with Will Website: https://www.elevatecompliance.net/ Email: will@elevatecompliance.net Offer mentioned in episode: Use code RAVING for 15% off the first 3 months (Elevate Compliance platform)   — Learn proven dental marketing strategies and online reputation management techniques at DrLenTau.com. This podcast is sponsored by Dental Intelligence. Learn more here. This podcast is sponsored by CallRail, call tracking & lead conversion software for dentists. Find out more here. Raving Patients Podcast is your go-to place for the latest and best dental marketing strategies that will help you skyrocket your practice. Follow us for more!

In Episode 137, James and Gary discuss vocal EQ (equalization) and microphone placement — what boosting and cutting particular frequencies can do to a vocal, how different mics and mic placement affect the vocal, how to achieve an overall natural sounding and clear result, and more. The Church Sound Podcast is sponsored by DiGiCo, Renkus-Heinz, and Shure.Check out co-host James Attaway's worship audio academy at www.attawayaudio.com/academy, and also visit our new Instagram page @churchsoundpodcast. James is the author of the Live Mixing Field Guide, a quick-start guide to EQ, compression and effects. Find more from him on the Attaway Audio YouTube Channel and at AttawayAudio.com. Reach him on IG @attawayaudio or contact him via email here.Help insure that techs have a clear target for a winning mix with the free guide “How to Lead Your Church Sound Team” by James, and get a walkthrough on setting up virtual sound check on your console with his “Virtual Sound Check Challenge”.Co-host Gary Zandstra has worked in church production as an AV systems integrator and as a manufacturer's rep for more than 35 years. Go here to check out Gary's extensive library of articles on ProSoundWeb.

Anniken og EQ-terapeut Dora utforsker hvorfor lav selvfølelse gjør at vi tåler mer enn vi burde, og hvorfor vi ofte prøver å “redde” den andre mens vi glemmer egne behov. Samtalen viser hvordan du kan heve standarden og elske på en sunnere måte, og hvorfor det aldri er for sent å velge deg selv. Dette er episoden for deg som vil forstå hvorfor du havner i de samme fellene, ta smartere valg i kjærlighet og slutte å svikte deg selv.

Dave Crosland has been seeing more bloodwork that doesn't add up. Athletes running high doses of testosterone are coming back with surprisingly low test levels. We look at a possible issue with China's raw testosterone powder supply, underground labs receiving bad batches, and what this could mean for the PED market. Timestamps below. 0:00 Why Bloodwork Is Showing Unexpectedly Low Testosterone 0:30 DnS Podcast Intro + Sponsor Support 4:10 Is There a Testosterone Shortage on the Underground Market? 7:45 Decline in Underground Lab Gear Quality 8:50 Raw Testosterone Powder Testing Results 10:45 Reports From a Source Board Super Moderator 14:20 Labs Substituting One Testosterone Ester for Another 19:20 Paul Barnett Seeing Suspicious Bloodwork From Clients 25:20 Test, EQ, NPP Cycle… Then Switching NPP to Tren 29:00 Masteron vs Primobolan for Building Muscle 36:15 Minimum Effective Dose of Trenbolone 40:30 Fat Loss Stalled — Should You Add Growth Hormone? 45:30 Titrating Steroid Doses Up During a Cycle 56:00 How Carrier Oil Can Affect Steroid Half-Life 58:00 Warm-Up Sets vs Working Sets for Maximum Intensity 1:11:40 Running a Steroid Cycle Without Looking Suspiciously Huge 1:13:00 Uncle Dave's Advice

Text us your questions and thoughts!What if the fastest way to elevate your career is to get more human as you get more technical? We sit down with Tamara Kempf, Regional Director, EMEA Customer Success at AppDynamics (a Cisco company), to unpack her career built on curiosity, grit, and the kind of EQ that technology can't replace. We trace her journey from science student to landing a first job at Bloomberg to now Cisco Customer Success leader, turning setbacks into growth, and using AI where it counts without losing the human edge. You'll hear practical stories of how to save days of work, coach teams with empathy, and hire for skills that last.In this episode, we talk about:Lessons from Bloomberg on customer advocacy without authorityIntegrating a startup culture into Cisco's Customer Success teamPragmatic AI use cases that compress a full day's work into minutesHow to create a safe culture to experiment and share failuresRedefining productivity as making time to be humanThe secret to being a great leaderIf you're navigating customer success, leadership, AI adoption, or all three, you'll find tactics you can try today and a mindset that lasts. Subscribe, share with a teammate, and leave a review to help more people discover conversations that move careers forward.

Eric Pennington takes us on a deeply personal journey through the themes of empathy and belonging.Reflecting on his recent emotional intelligence assessment and the transformative experience of navigating his son's life-threatening auto accident, Eric Pennington explores how self-empathy and growth in emotional awareness have impacted his relationships and perspective on the world.He also breaks down the Spirit of EQ development model, illustrating how strengthening domains like awareness and belonging can ripple out positively into our broader lives.Listen for candid insights, practical wisdom, and encouragement to foster emotional growth—both within yourself and those around you.00:00 Life-Changing Impact of Trauma04:05 "Embracing Change and Growth"07:39 "Empathy, Awareness, and Belonging"11:09 Self-Care Reminder5 Keys You'll Learn in This Episode:Empathy is a Two-Way Street: Discover what it means to not only show empathy to others, but also to yourself.Dealing with the Inner Critic: Eric talks about learning to quiet the inner critic and how self-empathy can be dramatically increased.Healing and Growth After Trauma: You'll hear a moving story on how a personal crisis—like a family emergency—can spark transformative change.The SEQ Model in Action: Learn about the three domains—awareness, belonging, and insight—and how strengthening these muscle groups improves not just our personal lives but ripples out into the world.Letting Go of Control: Get practical wisdom on focusing on what you're actually responsible for—and letting the rest go.In each episode, Jeff and Eric will talk about what emotional intelligence, or understanding your emotions, can do for you in your daily and work life. For more information, contact Eric or Jeff at info@spiritofeq.com, or go to their website, Spirit of EQ.You can follow The Spirit of EQ Podcast on Apple Podcasts, Android, or on your favorite podcast player.New episodes are available on the 2nd and 4th Wednesdays every month!Please review our podcast on iTunes. Click on the link for an easy, step-by-step tutorial.Music from Uppbeathttps://uppbeat.io/t/roo-walker/deeperLicense code: PEYKDJHQNGSZXDUESpirit of EQhttps://creativecommons.org/licenses/by-nd/4.0/We hope you enjoy the podcast. Hopefully, you're tuning in on a regular basis. We'd love it if you would give us a great review on whatever platform you're listening to the podcast. It's so appreciative and helps us as we try to get more exposure for the work we do and the episodes that we publish. We're grateful to you as a listener. Secondly, our content is for educational purposes only. It's not intended by any stretch to diagnose or treat anything that may be occurring in your life or anyone else's life that you may be connected to through the podcast. And as always, we look forward to the next time that we're together. Take care.Mentioned in this episode:Thanks for listening to Spirit of EQThis podcast was created to be a tool to primarily help you to discover and grow your EQ. Science and our own lived experiences confirm that the better we are at managing our emotions, the better we're going to be at making decisions. Which leads to a better life. And that's something we all want. We're glad that you've taken the time today to listen. We hope that something you hear will lead to a breakthrough. We'd really appreciate a review on your podcast platform. Please leave some comments about what you heard today, as well as follow and subscribe to the podcast. That way, you won't miss a single episode as we continue this journey.

In Episode 364 of the Mixing Music Podcast, Dee Kei and Lu revisit one of the most common pieces of advice in mixing: “mix fast.” While trusting your instincts and avoiding overthinking can be powerful, the guys explore the nuance behind when slowing down actually leads to better results.They discuss the value of the “next day listen,” how fresh ears can reveal problems you missed the night before, and why building extra time into your schedule can improve both your mixes and your revision process. From there, the conversation dives into practical ways to slow down intentionally, including detailed automation, vocal rides, automating effects and parallel compression, and taking the time to properly dial in EQ and compressor settings.The episode also highlights the importance of referencing and making intentional decisions rather than letting plugins or presets determine the direction of a mix. The core message is simple: instinct and speed are valuable, but great mixes often come from knowing when to pause, listen carefully, and refine the details.SUBSCRIBE TO OUR PATREON FOR EXCLUSIVE CONTENT!⁠SUBSCRIBE TO YOUTUBE⁠Join the ‘Mixing Music Podcast' Discord!HIRE DEE KEIHIRE LU⁠HIRE JAMES⁠Find Dee Kei and Lu on Social Media:Instagram: @DeeKeiMixes @MasteredbyLu @JamesParrishMixesTwitter: @DeeKeiMixes @MasteredbyLuThe Mixing Music Podcast is sponsored by ⁠Izotope⁠, ⁠Antares (Auto Tune)⁠, Sweetwater, ⁠Plugin Boutique⁠, ⁠Lauten Audio⁠, ⁠Filepass⁠, & ⁠Canva⁠The Mixing Music Podcast is a video and audio series on the art of music production and post-production. Dee Kei, Lu, and James are professionals in the Los Angeles music industry having worked with names like Odetari, 6arelyhuman, Trey Songz, Keyshia Cole, Benny the Butcher, carolesdaughter, Crying City, Daphne Loves Derby, Natalie Jane, charlieonnafriday, bludnymph, Lay Bankz, Rico Nasty, Ayesha Erotica, ATEEZ, Dizzy Wright, Kanye West, Blackway, The Game, Dylan Espeseth, Tara Yummy, Asteria, Kets4eki, Shaquille O'Neal, Republic Records, Interscope Records, Arista Records, Position Music, Capital Records, Mercury Records, Universal Music Group, apg, Hive Music, Sony Music, and many others.This podcast is meant to be used for educational purposes only. This show is filmed and recorded at Dee Kei's private studio in North Hollywood, California. If you would like to sponsor the show, please email us at ⁠deekeimixes@gmail.com⁠.Support this podcast at — https://redcircle.com/mixing-music-music-production-audio-engineering-and-music/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Why is emotional intelligence (EQ) the #1 quality modern women are looking for in a partner? In this episode of the Cupid's Coach Podcast, host Julie Ferman sits down with fabulous dating and relationship coach Chris Gillis. Known for his deep understanding of human consciousness and "emotional fluency," Chris explains how men can move past "spreadsheet logic" to create real, lasting chemistry.Julie and Chris explore the "empathy loop" and why acknowledging feelings must always come before trying to fix problems. Whether you're a "nice guy" struggling to get a second date or a high-achieving professional looking to deepen your connections, this conversation provides the tools to shift from performing to actually being seen.Inside this Episode:Spreadsheets vs. Soul: Why treating a woman like a problem to be solved kills chemistry and how to prioritize empathy instead.The Empathy Loop: Mastering the art of vulnerable disclosure and responding with validation.Childhood "Cheat Codes": Using early memories to bypass defensive walls and build instant comfort on a first date.Masculine & Feminine Energy: Understanding the "king and queen" dynamic and why men must lead with emotional safety.The "I'm Sorry" Test: Why the ability to admit fault is a marker of high-level emotional maturity.Detaching from the Outcome: How showing up with curiosity rather than an agenda can lead to unexpected romance.Connect with Chris Gillis: Find more coaching resources at ConsultantChris.com or follow him across all platforms @ConsultantChris.Connect with Julie Ferman: Ready to find your person? Register for free and private matchmaking at JulieFerman.com.#CupidsCoach #ChrisGillis #EmotionalIntelligence #DatingAdvice #RelationshipGoals #EQ #Masculinity #DatingStrategy

Trust feels more fragile than ever right now, and I believe leaders are being asked to navigate change, uncertainty, and higher expectations in ways we have not seen before. In this episode, I sit down with Dr. Melissa Robinson-Winemiller, EQ expert, TEDx speaker, and author of The Empathic Leader, to talk about empathy as a practical leadership skill that builds trust, improves culture, and drives results.Melissa helped me broaden how I think about empathy. It is not only about “feeling what someone feels.” She explains emotional empathy, cognitive empathy, and self-empathy, and why leaders can take another person's perspective even if they do not experience the same emotions. We also talk about the difference between real empathy and performative empathy, and why curiosity is one of the clearest signals that empathy is genuine.One of my favorite moments was hearing her simple leadership reminder: trust is often built through visibility and small actions, one person at a time. If you lead a team, manage from the middle, or you are stepping into leadership for the first time, this conversation will give you both insight and real-world tools you can use immediately.Key takeawaysEmpathy is both a gift and a skill. You can learn it, practice it, and get better at it over time.Cognitive empathy matters. You can understand someone's perspective without taking on all the feelings, which helps prevent burnout.Trust is built through visibility and consistency. Culture forms in the everyday moments when people are watching what leaders do.Performative empathy is self-focused. Genuine empathy is other-focused and includes curiosity.Empathy and judgment cannot exist in the same space. The more we compare through our own lens, the harder it is to truly empathize.You can find Melissa at:https://eqviaempathy.com/melissa.a.robinson@gmail.comIn appreciation for being here, I have some gifts for you:A LinkedIn Checklist for setting up your fully optimized Profile:An opportunity to test drive the Follow Up system I recommend by checking this presentation page - you won't regret it.AND … Don't forget to connect with me on LinkedIn and be eligible for my complimentary LinkedIn profile audit – I do one each month for a lucky listener!Connect with me:http://JanicePorter.comhttps://www.linkedin.com/in/janiceporter/https://www.facebook.com/janiceporter1https://www.instagram.com/socjanice/Thanks for listening!Thanks so much for listening to our podcast! If you enjoyed this episode andthink that others could benefit from listening, please share it using the socialmedia buttons on this page.Do you have some feedback or questions about this episode? Leave a note inthe comment section below!Subscribe to the podcastIf you would like to get automatic updates of new podcast episodes, you cansubscribe to the podcast on Apple Podcasts or your favorite podcast app.Leave us an Apple Podcast reviewRatings and reviews from our listeners are extremely valuable to us andgreatly appreciated. They help our podcast rank higher on Apple, whichexposes our show to more awesome listeners like you. If you have a minute,please leave an honest review on Apple Podcasts.

Send in your music story!British punk bite, modern pop-punk shine, and a whole lot of heart—Gold State drop in to talk craft, culture, and the chaos of building a band that actually stands out. We kick off with their UK DNA—Sex Pistols attitude, Blur-era swagger—and how that merges with American-leaning tones to create a mid-forward wall of guitars that still leaves space for sky-high vocals. Ben walks us through a collaborative writing process powered by co-writer Danny: Deep End arrived nearly in his voice, Love Bomb came to life as a cheeky “breaking news” concept, and Bad Blood found its chorus under studio fire, escalated by Bronny's feature and big gang vocals. Nothing To Lose embraces a modern edge with a monologue captured on an iPhone and lyrical brush-ups done alongside Bowling For Soup's Jarrett Reddick.If you've ever wondered whether music videos still matter, their answer is a firm yes. The band treats every video as a live-show invitation, proving story beats budget when the concept is tight and the energy is real. We get practical about phones, compact cameras, and getting over yourself on camera, then explore how social media flips the old playbook: build an audience first, tour smarter later. There's a candid reckoning with trends vs originality, the rise of personality-driven fandom, and why authenticity outlasts gimmicks.Gearheads and nostalgics get fed too. James breaks down the blend of Mesa and Soldano tones, hard-panned and EQ'd for bite, and gives love to Gordon Smith guitars for pro quality without the price gouge. We trade Blink-182 takes—California stans welcome—reflect on Box Car Racer and Angels & Airwaves, and spotlight how vocal range and arrangement make choruses hit. We even veer into haunted dolls, skeptics vs believers, and why a good story still rules the algorithm.Hit play for candid lessons on songwriting, branding, DIY visuals, and building momentum without losing your voice. If you vibe with British punk charisma and clean, modern hooks, you'll leave with new tracks to queue and tactics to steal. Enjoyed the hang? Subscribe, share with a friend, and drop a review with your favorite Gold State song—we'll read the best ones on a future show.Check out our Website! Become a member!Support the showPlease give us a quick rate and review. If you enjoyed the audio version head over to our Youtube for video content! Follow the Instagram for special content and weekly updates. Check out our website and leave us a voice message to be heard on the show or find out more about the guests!Ever wanted to start your own podcast? Here is a link to get started!https://www.buzzsprout.com/?referrer_id=1964696https://www.youtube.com/channel/UCONMXkuIfpVizopNb_CoIGghttps://www.instagram.com/hook_and_bridge_podcast/https://www.thehookandbridgepodcast.com/

IQ versus EQ in estate and letting agency: why emotional intelligence matters. I chat with Grace Milham about how understanding people, from landlords to teams, boosts results, improves interactions, and turns good agents into great ones. Practical EQ tips included.

What skill is most critical in a world defined by constant change? Leadership coach and author Liz Tran believes it's AQ, or agility quotient. In this episode of Hello Monday, host Jessi Hempel sits down with Liz to explore why traditional measures of intelligence like IQ and even EQ may matter less in today's AI-powered, rapidly evolving workplace. Instead, Liz argues that what really predicts success is our ability to adapt, navigate uncertainty, and respond to change. Liz's new book is AQ: A New Kind of Intelligence for a World That's Always Changing. Drawing from her work with executives, founders, and professionals across industries, she explains how AQ works—and why it's a skill anyone can develop. Together, Jessi and Liz unpack how strengthening your agility quotient can help you navigate career transitions, unexpected challenges at work, and a future where skills evolve faster than ever. Liz and Jessi discuss: What AQ (agility quotient) is—and why it may matter more than IQ or EQ in the modern workplace Why AI and automation are leveling traditional intelligence advantages The four AQ archetypes—Astronaut, Novelist, Firefighter, and Neurosurgeon—and how each handles change How understanding your archetype can guide career decisions, leadership style, and personal growth How to build resilience and adaptability in a world where careers span multiple industries and roles Follow Liz Tran and Jessi Hempel on LinkedIn.  We will be launching the Hello Monday book club soon. If you're interested in joining, send us an email at hellomonday@linkedin.com and let us know!  

You're invited into a legacy family audio business that refused to accept “good enough” on feedback control and instead chased the impossible: a truly zero‑latency, AI‑driven way to push your PA louder without squeals. You follow Devin Sheets from growing up on sound gigs to roaming European stages, then back home to build De‑Feedback plugin for working musicians, a live sound feedback plugin and on‑the‑fly impulse‑response generator that listens like a seasoned engineer: separating human voice, room reverb, background noise, and feedback in real time so you can grab at least 6 dB more gain before things start to howl. Along the way you see how NAMM sparked the idea, how inverse impulse responses and probability math beat old EQ and gate tricks, and how “homebrew AI” meant sneaking into every empty church at 3 a.m. just to teach the model what real rooms actually sound like. You also learn how to think like a modern working musician: using social media to find the right AI programmers across the world, leaning on LLMs to translate, collaborate, and even rate contractor work so you can move faster without losing control. You come away knowing you can drop a dedicated De‑Feedback box or plugin into almost any rig, from churches to touring consoles to tiny clubs, take it with you even when someone else is behind the board, and quietly stack the deck in your favor. In the end, it's a roadmap for how you run your own gigs and career: stay curious, embrace new tools, protect your sound, and Always Be Performing. 00:00:00 Gig Gab 524 – Monday, March 9th, 2026 March 9th: National Meatball Day Guest co-host: Devin Sheets from Alpha Labs 00:02:12 Let's Grow this Legacy Family Business Grew up doing sound Also a musician Lived in Europe Then came back and said, “let's grow this family business!” 00:03:44 We haven't “just solved” this feedback problem Went to NAMM for the first time, and was inspired There are automated EQ-based or gate-based systems PSE plugin from Waves 5045 for feedback 00:04:57 Why isn't there a “balanced audio”-type solution for Feedback Balanced Audio fixes hums and it just works. 00:08:24 NAMM is a great inspiration…and it inspired Devin and his team to seek a feedback plugin solution People get entrenched Inverse Impulse Response methodology 00:12:35 Training the AI to listen for three things: human voice, reverb, and feedback Created a de-reverb algorithm and went beyond that A probability calculation does the math 00:16:05 Truly zero latency for the plugin Workflow latency remains 00:19:32 I don't have any coding or AI background, but I have a gut feeling AI will fix this feedback problem Others: It's harder than you think Devin: I knew that it needed to happen 00:20:58 Finding an AI programmer who was interested in doing Experimented with some programmers, failed, learned some things! 00:21:09 Social Media to the rescue! Late 2023: Devin found a group of AI programmers who would be interested Sending large amounts of money to China…it's a risk! 00:26:30 At 3am, a text message: I think I've done it. Devin immediately started testing it himself “It seemed to work.” 00:27:17 Installing De-Feedback in Churches Sponsors 00:30:57 SPONSOR: Claude.ai – Ready to tackle bigger problems? Sign up for Claude today, which includes access to Claude Cowork, too, when you visit Claude.ai/giggab 00:32:43 SPONSOR: Squarespace. Check out https://www.squarespace.com/GIGGAB to save 10% off your first purchase of a website or domain using code GIGGAB. 00:34:20 What is an impulse response? Impulse Response: An audio picture of how the room sounds Popping balloons in a room/environment and recording the sound is a common approach for creating impulse responses 00:38:33 De-Feedback is an on-the-fly IR generator …and analyzer that's trained on the human voice, room reverb, background noise…and feedback 00:41:55 Finding the right programmers was the key …in addition to actually having the idea and the bullheaded persistence to make it happen. 00:44:46 Mind-melding was necessary And LLMs helped with translation! 00:48:39 Using AI to make it possible to collaborate with other humans 00:50:03 Using an LLM to rate the work of your contractors and employees 00:51:54 How do we get De-Feedback into the hands of working musicians US$499 for the De-Feedback plugin VST3 or AU plugin A higher-end Windows laptop can likely run it on its own Apple's Core Audio tech makes it difficult, but they're working on it. De-Feedback also sells a perfectly-tuned headless computer to do this Alpha Labs tried tons of interfaces that the Focusrite Scarlett keeps glitches out of the mix Waves SuperRack LiveBox 01:01:37 Where do we expand? Allen & Heath mixers? Midas/Behringer mixers? Paul Falcone, mixing Mariah Carey, wanted to use it! Robert Scovill talking Rock Hall on Gig Gab 01:05:18 Homebrew AI! Training EVERY room he could find “Can you let me into your empty church at 3am?” – To record IR to then train the data set for De-Feeback 01:07:25 Creating your own AI model 01:08:13 What's the future look like? Acquisition? Demands for security? – Planning for it all 01:09:26 You can get this and bring it with you to gigs where someone else is doing sound De-Feedback Option 1 Allen & Heath Qu-5's Feedback Eliminator De-Feedback gets at least as 6dB more gain before feedback 01:17:46 Gig Gab 524 Outtro Follow Devin Sheets And Alpha Labs Facebook and Instagram YouTube for Alpha Labs Contact Gig Gab! @GigGabPodcast on Instagram feedback@giggabpodcast.com Sign Up for the Gig Gab Mailing List The post De-Feedback Plugin for Working Musicians: More Gain, Less Feedback – Gig Gab 524 with Devin Sheets appeared first on Gig Gab.

There is a storm coming with the challenges of navigating the TRUSTEE CRISIS. It is one of the biggest blind spots in the “GREAT WEALTH TRANSFER” and will be the source of mountains of litigation for the unwary, https://youtu.be/hwQev88A03M Summary In this conversation, Frazer Rice and Jennifer Zelvin McCloskey discuss the current crisis in trusteeship, highlighting the shortage of qualified trustees amidst a significant wealth transfer. They explore the importance of modern trust planning, the challenges faced by individual trustees, and the need for better education and training in the field. The discussion also covers the emotional and interpersonal aspects of trusteeship, the functions and responsibilities of trustees, and the necessity of managing risk effectively. They emphasize the importance of building a pipeline for future trustees and improving the perception of the profession, while also identifying opportunities within the trust industry. https://open.spotify.com/episode/4qpkrVdaUa2AfDxgl7j3yN?si=XVgG3jE_Qpqq2JTqi8XLXQ Editing and post-production work for this episode was provided by The Podcast Consultant (⁠https://thepodcastconsultant.com⁠) Takeaways The coming crisis in trusteeship is already here. There is a significant shortage of qualified trustees. Trusteeship requires strong interpersonal skills and emotional intelligence. Managing risk is a fundamental aspect of trusteeship. Trustees critically need education and training. The role of a trustee is evolving with increasing complexity. Beneficiaries need to understand their rights and the trustee’s role. Custodial responsibilities are essential for asset protection. There are many opportunities for growth in the trust industry. Trust law and investment management are distinct fields. This Episode is for . . . Anyone that has an estate plan with a trust in it and doesn't know what a trustee does Any advisor who works w/ multi-generational situations (that’s everybody in wealth management) Any RIA looking to sell Financial types worried about compliance world Fiduciary litigators Chapters of “THE TRUSTEE CRISIS: Navigating the Challenges” 00:00 The Coming Crisis in Trusteeship 02:06 Importance of Modern Trust Planning 04:11 Challenges with Individual Trustees 08:03 The Dwindling Pool of Qualified Trustees 10:06 Functions and Responsibilities of a Trustee 12:20 The Emotional and Interpersonal Aspects of Trusteeship 16:05 Managing Risk in Trusteeship 19:07 Building a Pipeline for Future Trustees 22:10 The Role of Education in Trusteeship 25:07 Improving the Perception of Trusteeship 28:19 The Need for Better Trust Education 30:39 Bifurcation of Trustee Functions 33:26 Distribution Functions and Beneficiary Relations 36:52 Custodial Responsibilities in Trusteeship 40:19 Consequences of Poor Asset Management 46:41 Curriculum for Trustee Education 52:13 Opportunities in the Trust Industry Transcript of “THE TRUSTEE CRISIS: Navigating the Challenges” Frazer Rice (00:01.068)Welcome aboard, Jennifer. Jennifer Zelvin McCloskey (00:02.723)Thanks Frazer, how are you today? Frazer Rice (00:04.782)I am doing great. We’re going to dive into a topic that is near and dear to both of our hearts. And that is what I’m describing as the coming crisis in trusteeship, but I think it’s already here. Which is the concept of qualified trustees being in short supply, right in the face of a gigantic wealth transfer. And first of all, before we get into that, just describe what you do on a day to day basis first. Jennifer Zelvin McCloskey (00:33.445)Sure, I actually wear a bunch of hats. Day to day, right now, I’m a full-time practicing trust and estate attorney. I’m also an individual trustee for a variety of trusts that need either somebody here physically located in Delaware for a short period of time or even a successor trustee. But I’ve also spent many, many years building programs in trust management and trust administration. Because there is this crisis of human capital that just does not exist. I built multiple programs. They’re housed out of the University of Delaware. So I act as a trust and estate attorney, do planning, administration, I teach in the area, I build programs in the area, and I serve as a trustee. PEAK TRUST MANAGEMENT CERTIFICATE Frazer Rice (01:23.182)A full plate to be sure. To me, I came out of Wilmington Trust and another trust company served an individual trustee too. I’ve seen all these different flavors of trusteeship. My general sort of bon mot around that is that the individual trustees. I’d say 95 % or higher don’t really have an appreciation of the risk and responsibility that they’re taking on. And then the corporates have their own issues, which we’ll get into in a little bit. If we pull back even further, modern trust planning in wealth management, why is this so important? Jennifer Zelvin McCloskey (02:06.275)That’s massively important. It’s not just for the mass affluent or the ultra high net worth. It’s for everybody. We have all of these assets that we have this hyperfocus on building and increasing our wealth. Making sure that we have the ability to sustain ourselves throughout our entire lives. But if we don’t do this type of planning, if we don’t have structures and implementation for when we die, then our assets that we’ve planned so diligently for will fall off of a cliff. We lose the ability to control ultimately what happens to those assets. Layered on top of that, of course, is the tax component for ultra high net worth folks who are trying to really focus and direct their assets to make and create generational wealth transfers. Without this type of functionality and wealth planning and estate planning long-term, people lose control of what they’ve spent so much time building. Frazer Rice (03:13.338)One of the things I tell people as far as trusts are concerned is that, you know, we’re putting these structures together. They’re durable enough to withstand taxation or creditors or other asset protection features, create some guidelines around distributing the assets to the next generation or other constituencies. But also have some flexibility to be able to deal with the things we can’t look into the crystal ball and figure out over time. And that those three things just putting a document together that tries to do all that is hard enough, but then to put it in the hands of somebody or something to administer and to exercise discretion around it. That’s where the real art and science kind of stitched together and create this issue. You know, as we think about that too, the idea, the history of these types of scenarios kind of goes back to, you know, you’d put a structure in place and then you’d go hire a bank and they’d take care of everything. How do you look at that and say, all right, we’ve gone well past banks to individuals and then to dedicated institutions. What is the problem there? Jennifer Zelvin McCloskey (04:22.956)Now the problem, there’s two problems. In my opinion, what I see is that, you know, your individual trustee by and large is Uncle Joe, right? He’s the guy that everybody goes to in the family. The responsible one. He’s the smart one. The wealthy one who, great, doesn’t know what the fiduciary duties are. He doesn’t know that he has a duty of impartiality. He doesn’t know that… Frazer Rice (04:32.419)Right. Jennifer Zelvin McCloskey (04:48.475)He can’t self deal unless the instrument says so. Doesn’t understand how the instrument works. He doesn’t understand the nuance and the legalese written into the instrument. But he’s flying by the seat of his pants and everybody looks to him as the respected one in the family. No one knows that they have the ability to challenge him. So with your individual run of the mill trustee named in the instrument, they just don’t have the expertise, they don’t have the technical knowledge. Don’t know what they don’t know. They can get into trouble in that way. The other problem that you have with professional individual trustees oftentimes is that they are not formally trained. They may be an attorney who is working in that area, who’s doing plans for people who may or may not know what the full scope of being a trustee is. They may not realize, I have to get a special insurance policy because my malpractice insurance policy doesn’t actually cover this type of fiduciary engagement. There’s a lot of landmines that individuals can run into when they’re doing this type of work. On the corporate side, the problems that we run into is that there’s just a complete and utter lack. Frazer Rice (05:50.061)Hmm. Jennifer Zelvin McCloskey (06:12.059)Of available educational programs to teach people the proper way to be able to understand trusteeship. It has always been, and it just has developed over time through, you know, oh, we’ll give it to the bank, the bank will do it. This apprenticeship model, and that just does not scale well because if you learn improperly at the edge of a desk from somebody that learned improperly at the edge of the desk. Then the person that you’re teaching now at the edge of the desk is learning what you learned improperly. So anecdotally, I did karate for a long, long time. And the man who taught me karate, I’m almost a secondary black belt to like, was serious in karate. And the man who taught me karate said, you practice, it makes permanent. Don’t practice wrong. Because when you’re practicing wrong, you’re making permanent wrong things. And that’s what the apprenticeship model has the risk of lending itself to. It’s not that every trustee that learns at the edge of the desk learns wrong, but the risk is too high because the fiduciary responsibilities and the duties are too high to run that risk. The other problem is that we have a dwindling pool of really qualified senior trust officers because of just the nature of the job. You’re a human being, you’re an individual, you age, you retire. And it’s not something that people go to school and say, when I grow up, I want to be a trustee. They fall into it sideways. And unless there are academic programs that are out there that people are aware of and that they can get some formal training, some formal education to enter into the field. Frazer Rice (07:49.742)Yeah Jennifer Zelvin McCloskey (08:03.82)Separate and distinct from, I’m in the field and now I want to get a CTFA. I want to earn my certification to really show that I have the chops in this area. We have this shrinking pool of expertise. We have a lack of knowledge, a lack of formal education, and an apprenticeship model that doesn’t scale. On top of, with the individual side and the corporate side, this massive wealth transfer and an explosion of trust complexity that’s all taking place at the same time. Frazer Rice (08:31.918)One of the issues at the corporate level too is that as you say that the impregnance model is not necessarily the best way to do it. They’re cutting back on training programs. The business model around being a trustee or even a specific trustee does not make the big money. And so the ability for those types of institutions to develop the people.who ultimately are now in a very sort of pro-employee environment where there’s such a demand for trustees that they can kind of switch around and get a 10 or 20 % bump each time they go because people are desperate to have them. There’s a real cavern there to try to create the permanence that you’re looking for in a structure that really rewards consistency over time, especially as it relates to discretion and process of decision-making. Jennifer Zelvin McCloskey (09:23.15)Yeah, that’s exactly right. And that leads to this revolving door in the industry, because people are just trying to make more money and they’re going and bouncing to different trust companies. And there isn’t that backfill. Just because it’s a trust company and there’s policies and procedures, trusteeship is about relationships that you make with your beneficiaries, the relationships that you develop with multiple generations in a family. And when you have somebody that’s acting and serving in that and they move, they leave, they’re no longer acting and serving in that capacity, a new personality comes into the mix and it can really be disruptive. So having that consistency and minimizing the attrition is so valuable. Frazer Rice (10:06.766)The other thing I try to bring up, especially to individual trustees, is that the thing that you’re signing up for is probably going to look a lot different in five or 10 or 15 years when people are aged on, they remarry, they have kids, etc. That the conditions are a lot different than what they were before. And it’s going to be difficult to take on a structure that has eight people when before there were two. Jennifer Zelvin McCloskey (10:37.517)Yes, and that’s that complexity, that increased sophistication and complexity of trust structures that are available now to people. With the increase in the exemption, these trust structures, they’re not necessarily changed. For example, qualified personal residence trust, if people really need that anymore, but there’s a ton of them sitting around there. Are trustees properly administering it? Did you actually transfer the real estate into the trust at the time? So there’s all kinds of sophisticated structures that the trustees may or may not have the right skills. But they’re saddled with having to do it. Frazer Rice (11:19.47)Let’s take a step back and just talk about the functions of a trustee for a second. I break them down basically into three. Which is the first one. You have to administer the trust, meaning you have to dot the I’s, cross the T’s, make sure things get executed, tax returns are filed, statements get sent out to the extent that that happens, and that the administration of a structure like that occurs. Then I talk about the concept that the investments have to be made monitored moved around decided and that they’re appropriate for all classes of beneficiary that are in there and then the distribution function which is The assets have to be distributed according to the law. First the trust then maybe the intent or the law if everything is silent and that those three things are very different components and that it’s tough to find somebody who’s great at all three housed within one brain. Jennifer Zelvin McCloskey (12:20.217)Yeah, I agree with that 100%. It is a three legged stool. It’s the investments, the administration and the distributions. And in that administration umbrella in and of itself, there’s a tremendous amount of work that sort of goes unsung. know, it’s not the sexy stuff where you’re investing and making a bunch of money for your income beneficiaries and managing to preserve the corpus for your principal or your remainder beneficiaries. And it’s certainly not the personal interaction that you’re doing with your beneficiary day to day. Making distributions, helping them, seeing the product of that help. It’s the making sure you file ax returns are properly. Understanding how to read that tax return. Even if you’re not preparing it, making a proper selection on the accountant that you’re using to prepare those tax returns if you’re not preparing it. Make sure to set up statements properly, make sure that in this world of silent trust documents that you’re not sending a statement to somebody who’s not supposed to have it. Communicating with beneficiaries on an even keel. Making sure that you’re not inadvertently violating your duty of impartiality because it’s more than just a substantive duty, there’s a procedural duty as well. That’s really, really challenging to find within one human being, let alone add on top of it somebody who’s financially savvy enough to understand investments and all of the different complex investment tools that are out there, as well as having the personality and the interpersonal skills to keep beneficiaries engaged and happy. Frazer Rice (13:56.426)Just on top of that, the EQ, the bedside manner, and the ability to simplify the complex, et cetera. At the same time, that dedicated note taker that is able to document everything that happens within a decision. Whether distribution or investment or otherwise, that it’s just two different people most times. I find that something falls apart as time goes on. Ultimately if things aren’t laid out correctly, that’s when conflict starts to simmer. Then you know if there is something that’s wrong. That’s allowed to compound that’s where you get into a huge problem later on. Jennifer Zelvin McCloskey (14:36.922)It’s all that feeling. People are behaving in ways that they may or may not be able to articulate their emotional proximity to. When you’re talking with beneficiaries. There’s something simmering under the surface that you inherited because you’re a trustee. You may not even be aware of it because the beneficiaries may not even be able to articulate it. You have to have a certain sense. A gut check of feelings of rntuitively being able to read what’s going on under the surface. To pull it out of people in a very balanced and even keel way. It’s not an easy job by any stretch of the imagination. On top of financial literacy and personal liability and executive functioning skills, being detail oriented, making sure your documentation is not overly explicit. isn’t, you know, scarce. You’re now wondering how and why did you make those decisions? People don’t think about the decisions that they make on a day to day basis. We don’t think in a way to articulate why I made this decision. Why I exercised this type of judgment. And that’s what we’re being asked to do as trustees is to document what is my decision making process? Why am I making the decision? What are my factors involved in making that decision in a way that’s defensible. If we ever need to defend it. Frazer Rice (16:05.292)Well, in favoring one class of people over another is usually where the rubber hits the road on this. People who are used to seeing the income from a trust and don’t want that touched come hell or high water. Then future beneficiaries who’d like to see the trust go from X to 2X to 5X. So that they have something larger to enjoy. You have a natural tension that you have to manage. It’s just not easy. If you don’t document the hows and whys of what you’re doing, you set yourself up for a problem. From one class or another looking at you saying, you you should have done it differently. To go back to that liability component. You’re the only one who sits in the chair of having made that decision. You’re the one with the bullseye on your back when it’s called to account. Jennifer Zelvin McCloskey (16:53.093)That’s right, that is exactly right. And now add on top of it, you’re just named because you’re Uncle Joe and everybody goes to Uncle Joe. You have no technical background and you just don’t know the landmines that are there. You don’t know what you don’t know. Wouldn’t it be wonderful if we were able to create a pipeline of really sophisticated entry level employees or folks that are, you know sophisticated in financial literacy that now want to take the job to become trustees, that we were able to give them this technical roadmap for what the job actually is and then have them get the ability to apprentice on all of those policies and procedures. What does this corporation do? How do we document things? When you’re trying to learn it all at one time, it’s like drinking from a fire hose. Let’s give people the ability to really have a chance at doing it successfully. Frazer Rice (17:53.048)So let’s dive into that pipeline issue for a second. We already diagnosed that the, let’s call it the trust companies or the banks are, they’re just not resourced enough. They can’t run people through an internal school to do it quote unquote correctly. The apprentice model really kicks in. Which means you’re at the sort of mercy of what people are good at, not good at, et cetera. People turn over quickly so that apprenticeship doesn’t even work anymore. The RIAs I think are the worst place to learn about this type of thing. They have a completely different modus operandi as far as keeping clients happy. The word fiduciary means something so different to them than it does to an actual trustee. I wouldn’t feel good about the training on that front to sort of create trustees And then so law schools. They’re they’re just trying to create people the trust in the states vertical as a general matter. Let alone trying to delineate into a trustee situation. You’re putting the pipeline together and you put these programs together. How do you stitch together the needs and what does that manifest itself into? Jennifer Zelvin McCloskey (19:07.642)So that’s a really, really good question. I think that the very first place that we start with answering that question is advising on a trust as an attorney. It’s different from the administration of a trust and the skills that you need for that. So when you create a program like this where you’re trying to teach about trust management. You have to start with the technical skill. The legal side of what is it that we’re even doing? What is a trust? What are the fiduciary duties? Where do they come from? Then we have to, after we teach or create a structure or foundation on what the legality is. Now we go into how does this translate into administration? So when I created the programs, I looked at what’s the law they need to know? What is the level of sophistication of the student? And what do I need to, from a foundational perspective, teach first? What are the building blocks? And then how do I translate that into administration? The one thing that I have found is trust law does not equal investment management. So if people are coming along… Frazer Rice (20:26.254)No question. I’m nodding audibly at that comment. I like that. Jennifer Zelvin McCloskey (20:31.226)Your fiduciary duties as a trustee are fundamentally different than those of an RIA, where some RIAs are not even fiduciaries by law. They’re not. So being able to delineate and explain where that line is, what makes you a fiduciary, what are those duties, after you know the legal basics. And taught to you at a level that you can understand. I don’t expect everybody to be a lawyer. And people have asked me time and time again, do I need to be a lawyer to know this? No, you don’t need to be a lawyer because you’re not advising on the law. You’re advising on the administration of a legal structure and how that administration affects the fiduciary duties that are inherent in the relationship. Then how those fiduciary duties are translated out to the beneficiary. That’s the way that I’ve always built these programs. Where do I start? Start with the law. Where do I go from there? Start with how the administration translates the law. And then how does that administration get heard by the beneficiary? Where does the RIA come into the mix? The RIA should not be dabbling in advising on trusts. They should know that they need to bring in somebody who has this particular skill. And if they’re not doing that, they’re doing the client a disservice by trying to give one-stop shop advice. Frazer Rice (22:06.85)Yep, no question about it. One of the things that…we delve into the world of trusts and their function, et cetera, is that you’re dealing with an ecosystem from client to outside advisor, whether RIA or even accountant, et cetera, that they’re looking for certainty and airtight. quality to these structures that you put them in place and then everything runs like a clock going forward. When in actuality, I think there is a bandwidth of risk around everything. And so it’s the poor trust officer or individual trustee who sometimes has to be the bearer of bad news to say, yeah, you know, I think this is going to work 98 % of the time, but there’s a 2 % problem here or we’ve got this to fix or something like that and everybody else sort of sighs with disappointment and gets mad at the administrative function when in actuality they’re really doing their job and trying to, you know, keep a lot of things that are spinning out of control kind of within view. How do you get a trust officer or that administrative function or even the full trustee function to be comfortable with that risk and everything that’s involved with that? Jennifer Zelvin McCloskey (23:20.504)You have to start with explaining that there is risk and we’re not our job is not as a trustee to eliminate risk. Our job is to manage and identify risk. It is inherent in the job. There is going to be risk. No matter what you do, you cannot divorce risk from trusteeship. It’s a matter of identifying perceived risk and actual risk. And if you can teach that, if you can teach These are the things that are going to trigger a likely outcome. They’re gonna trigger a likely risk. Then you can essentially, you can’t foresee everything. I mean, there are things that are just gonna happen. But in a trust instrument, you’ve got contingency plan upon contingency plan upon contingency plan. That’s what the flexibility of those structures are building. We need to, as trustees, be able to recognize What is the risk with contingency plan A? The risk with B? What is the risk with C? How can we minimize the risk? And how can we make sure that we’re managing perception of risk versus actual risk? Frazer Rice (24:29.31)as someone who’s been in trust companies, advised trust companies, advised trustees, and advised clients, the lack of appreciation for the management of that risk and that that as the intersection of the business model of trusteeship and risk management and use of discretion and making hard decisions and even kind of an insurance quality around these structures, how do you fix that, where people place a level of respect on the job that I think is completely lacking in the wealth management ecosystem? Jennifer Zelvin McCloskey (25:09.089)Absolutely. It’s a tough one to answer. How do you fix it? First and foremost, I think that it’s a top-down fix, especially at a corporate trust company, a bank, and even an independent trust company that’s not affiliated with a bank. The management has to… really understand the function of the trust company. For so long, it’s been just an extra service that we provide and and we’ll do this, the back office trust company. It’s really, really important that the management recognizes what the functionality of the trust company is and stops treating it as sort of a back office stepchild. From the corporate level, I think that’s the very first place we start. Frazer Rice (25:38.478)Mm-hmm. Jennifer Zelvin McCloskey (25:57.818)The second place we start is investing in our trust officers, investing in the team, giving them the education that they need, continuing to give them education, providing training programs, whether they be in-house, external, bring in trainers. None of this is set it and forget it. At the individual level, I think it’s really, really important to have functions like the Individual Trustee Alliance, groups like that, where you have an ability to talk to other professionals that are doing what you’re doing. That’s another way to impress upon people that we have to manage the risk and we can’t do it all alone. Nobody knows everything. You really have to, you have to talk to other people. You have to engage. have to, what is it called when we were practicing law and we’re a little bit outside of our comfort zone, we have to consult with other people who know more than we do. It’s our obligation as lawyers. It’s the same thing with a trust company, with a trustee, whether you’re an individual or you’re not. Widen that circle. Frazer Rice (27:08.474)I think this is my idea for the day that there’s got to be a bit of a public relations campaign sort of describing what’s going on here because I think especially when we go into the family members that sort of occupy these roles, they have no earthly idea what they’re doing. They’re usually doing it for free. Everything’s hunky dory up until a point and everyone hopes that everyone is not going to sue each other if something goes wrong. But the level of wealth that’s being transferred now is now so significant that everyone sort of talks about, AI is going to get rid of lawyers. Nope, not in fiduciary litigation. I think that’s a medium term growth industry, especially around insurance, around ILITs, around revocable trusts, around elder care. But this is my advertisement for people who are in law school looking for a productive way to go. I think that one is going to be, I think that one’s recession proof, at least for a while until I retire anyway. So my thought is that awareness over these things, and it’s probably going to take a very difficult case or a class action suit, something like that, where somebody really gets hurt in order for that awareness to come up. Jennifer Zelvin McCloskey (28:24.922)Yeah, I would agree. think that some of the solutions would include better trust education, you know, whether it be for RIAs, lawyers. Trust in the states is a throwaway class in law school. And there are so many law schools that are essentially rolling it back because bar exams aren’t testing it anymore in a variety of states. And ACTEC is definitely working with the law schools to try and increase trust in the states being taught and certainly being tested. So education for lawyers coming out of law school, education for RIAs that are advising on trusts, education for trust officers, for trust administrators, trust professionals in general, clear role delineation. What is the role of the RIA? The role of the trust officer? What is the role of the trustee if they’re an individual trustee? And then creating a culture of collaboration on what we’re doing as a team for the beneficiary, not substitution, but collaboration with the advisors and the trustees. Frazer Rice (29:32.59)Let’s go into the role delineation for a second. About 20 or 30 years ago, the concept of bifurcating or sort of cordoning off the different functions I described before the investment, the administration and the distribution has come into vogue. I think that came out of frustration with bank trust companies where you got one set of advice for every trust that they had as far as investments and distributions and administration and a lot of modern larger families wanted something a little bit more specific to their needs. And that’s really turned, it’s exploded as an industry for increasing sophistication and size of wealth. Along those different functions, where maybe the administration goes to a professional trust company or a trust officer in the state that you want, Then there’s some intersection maybe in the distribution committee. And then the investment side of it is a bit of a free for all, think, depending on what you’re, dealing with. How do you educate the, that continued the delineation, but the coordination within those types of structures. Jennifer Zelvin McCloskey (30:41.275)Yeah, I think it’s really important. And I’m a Delaware lawyer. I’m licensed in multiple states, but Delaware is my home. It’s where I learned how to be a lawyer. It’s where I grew up as a lawyer. So this directed trust model that you’re describing, where you’re bifurcating, truly bifurcating these particular functionalities of a trustee, it originated in Delaware. sort of, we didn’t, I mean, we invented it, right? We codified it. It was being done, but we codified it. The idea of making sure that everybody understands what their function is and knowing that there’s a limit of liability that’s built into the instrument and communicating what that means to the RIA that is named in the document. I can’t tell you how many times I have heard companies, heard trust companies say, we’re advisor friendly. And I’m like, not unless you’re directed, you’re not. Frazer Rice (31:37.528) “THE TRUSTEE CRISIS: Navigating the Challenges”Yeah. Jennifer Zelvin McCloskey (31:40.439)If you are directed, you are 100 % advisor friendly because there’s no chance that that trustee is going to try and take the investment management. They’re not a portfolio manager. Not a clerical administrator. They’re not a passive rule follower. We need to identify what does that trustee actually do when they are an administrative or directed trustee. Clarify that role so that people who are engaged in this bifurcation, this structure where we’ve got a distribution committee, maybe it’s individuals who are close to the family, close to the beneficiaries, where you don’t have somebody who’s objectively uninvolved with the family members making decisions as to whether or not there’s a distribution that should be made. But also advising those rolls those advisors that your administrative trustee is not just a pencil put a paper pusher. Not just checking boxes. They really do add value to the role that they provide and making sure that everybody understands what each other are doing, having regular meetings amongst the team instead of operating in a vacuum or operating in a silo. And taking the approach of it’s not my job, misunderstanding trustee powers and the advisor’s authority. So when that’s delineated, when that’s really understood, not just by the advisors, but also by the beneficiaries, there are so many beneficiaries out there, Frazer, that have absolutely no idea that they actually hold all the cards. They don’t know. Frazer Rice (33:25.87)Along that line, so in the administrative, we just walked through pretty nicely. The distribution function is one that, let’s talk a little bit for a second about what it means to ask a trustee for a distribution and maybe the difference between income and principal and why having a steady hand at the wheel within that function, whether it’s a corporate trust company of qualified individual or family input in that function, why real good thought needs to go into how that’s staffed. Jennifer Zelvin McCloskey (34:04.73)Yeah, absolutely. 100%. In a corporate trustee ship or a corporate trust company structure, there’s always going to be distribution committees, right? So if you are the trustee, you’re going to have to go through a committee that’s looking at what your reasoning is for making that distribution. They’re asking questions about what have been the prior distributions? Have they come from principal? Have they come from income? What is the spend rate on that trust? How is this going to affect long-term spend rate? Is this an aberration? Is this something that’s gonna become a habit? Really understanding what the distribution, the guidelines are in the trust. What is the distribution standard? Making that decision? What are our factors? And how many people are at the table? Who’s communicating that to the beneficiary? Does the beneficiary know that the trust officer alone does not have the ability to say yes or no? That when they’re in this ecosystem of a corporate trust company, they have their checks and balances to make sure that that risk is being managed. So when you’re looking at corporate trust companies, are a lot of layers behind understanding what the distribution standard is, whether it’s hems or if it’s purely discretionary. The other thing that you need to look at when it’s not a corporate trustee and it’s an individual trustee is, how is that individual trustee making that decision? Are they doing it in a vacuum? Alone? Are they favoring one beneficiary over another because they like them more, you need to have some communication to the beneficiaries so that they understand what they are, what their interest is, what they are entitled to, if anything, and why the trustee stands in that position as the gatekeeper. And I really think in my heart of hearts, we need to make a shift from a gatekeeper trustee Jennifer Zelvin McCloskey (36:16.708)to a beneficiary enhancement trustee, where the beneficiary is really taking on the understanding that the trustee is there to facilitate enhancing the beneficiary’s life. That even though the trust may have started at the outset as a tax strategy or something that the grantor decided they needed to do with the advice of counsel. At the end of the day, you wouldn’t have been named as the beneficiary if there wasn’t some sense of love or obligation even, that it’s for your benefit. It’s in the name. Beneficiary. Trustees need to understand that and beneficiaries need to be taught. Frazer Rice (36:54.958)Right. Frazer Rice (37:00.646)And it goes to the circle back to the notion of making sure that you write down the whys of the decision because ultimately if the concepts of favoritism or you didn’t communicate this or anything, the idea of having the beneficiary submit a budget but having them understand why they are submitting a budget and then if there is some discretion that’s happening around that decision that the data points that are informing that discretion, that’s gonna keep everybody safe a lot later on. Jennifer Zelvin McCloskey (37:32.666)Absolutely. I break it down into a couple of different factors. It’s fiduciary decision making. How is that fiduciary making the decisions they’re making? Why are they making those decisions? And who is being affected by the decisions? Document interpretation. Do you understand the document that you’re administering? If you don’t understand the document you’re administering, hopefully best case scenario, you know what you don’t know and you ask. But if you don’t understand the document and you don’t even have the wherewithal to say, hey, I need help to understand the document, it’s really problematic. The third part, balancing beneficiary interests. Really taking on board this idea of the principal income problem that all the assets in the trust are not the same. That some of it doesn’t at all in any way affect a certain class of beneficiaries. And at the same time, it’s inextricably intertwined in the way that it affects another class of beneficiaries. And then risk management and governance. How is this being governed? How are we managing perceived and actual risk as a trustee? Frazer Rice (38:40.13)The investment function, which I alluded to before, I see storm clouds on that horizon, not really at the RIA level, because I think there’s sort of a default mode that investment policy statements are in place. Diversification is a true commodity at this point. And I never really worry about an RIA sort of understanding how to invest to get to a certain expected return and deal with the risks and drawdown and all that stuff. The storm cloud I see is when individuals sit in that role and they are being tasked with, let’s call it quote unquote, overseeing concentration, meaning that trust is holding a building, farmland, a nuclear reactor, crypto, all of these different things that sometimes can be, A, they have their own different maintenance responsibilities that are not just looking at a fidelity statement, but that they also have their own volatility And, you know, in the case of a building, you got to make sure it’s managed correctly. are they going to get sued or the windows kept up, all of that stuff, and that there’s a whole different component there. And I’m waiting for the shoe to drop on some fact pattern there where somebody is sitting in the role of an investment advisor. It doesn’t say trustee in the document, so they don’t really think that they have trustee liability. But. they sit in that role and all of a sudden somebody finds 10 55 gallon drums of green fluid in the basement of a building and all of a sudden the trust has a big set of red brackets that say minus $100 million that you owe to the federal government and the EPA. How do you think about that? Jennifer Zelvin McCloskey (40:21.454)Hmm. Jennifer Zelvin McCloskey (40:25.242)That’s a heavy question. so the Delaware stock answer, obviously, direct it, right? It’s just to get the trust, cut off the liability. At the first, at the inception of your hypothetical is bad drafting, right? So if there’s no statement as to whether or not your investment advisor is acting as a fiduciary or not, Frazer Rice (40:35.042)Right. Jennifer Zelvin McCloskey (40:52.836)What does your statute say? Does your statute impose that they are as a default a fiduciary or not? So that’s the very first step. That’s bad drafting. We need to know. But if it’s silent, let’s say it’s just a lousy document, there’s, God knows. Anybody who’s seen trust documents knows that, you’ve seen them all, right? And everything in between. Some are good, some are bad. If this is a bad one. Frazer Rice (41:13.08)Seen good and you’ve seen bad. Jennifer Zelvin McCloskey (41:20.079)Then we need to document the statute. If we can correct it, modify the document, let’s modify it. But if all of that can’t happen, then I would say the best way to handle it, make sure you have adequate insurance. mean, over-insure that, over-insure it. Make sure that there’s regular checks on the actual… Assets that are in the trust, if you have a concentration and that concentration is real estate, get the advice of counsel, put that bad boy into an LLC, get yourself some distance from the actual asset itself being held in the trust, hold an interest, hold a financial interest, push it down to the corporate level. But if you can’t do all of that and you’ve got those 500 gallon drums of green fluid and now you’re… Frazer Rice (42:14.286)You Jennifer Zelvin McCloskey (42:15.371)You you’ve got a super fun site. What do you do? You don’t shy away from it. Have to address it head on. You got to take the accountability. You got to communicate and document, communicate and document some more. Talk to your beneficiaries. Make sure that they’re aware of where it went wrong, why it went wrong. Because I have found in my exposure in the industry over time and in reading case law, it’s when you’re trying to cover stuff up. Frazer Rice (42:43.913)Jennifer Zelvin McCloskey (42:44.027)You’re just making more problems. Bad news doesn’t age well. It doesn’t get better over time. You have to approach it head on and make sure that there’s communication and documentation. Meet with your beneficiaries. If there’s a trusteeship where you are appointed as a trustee individually and you’re not having at least quarterly meetings with your beneficiaries, If you’re not going out and seeing the asset, if you’re not going out and making sure that the asset is properly custodyed, you’re not, you’re violating your fiduciary duty. You are not doing what you’re supposed to do. Frazer Rice (43:21.804)You brought up an interesting word there, custody, which is the administrative function, whether held corporately or individually, one of the major things you have to do is to safeguard the assets. And that’s a big two syllable word that carries a lot of weight with it. That custodial function, how do you teach the trust officers or the individual trustees where that starts and stops? Jennifer Zelvin McCloskey (43:48.579)Yeah, mean, custody is super, it’s a really touchy, touchy subject, especially with the dynamic way that trusts have developed in the current climate from tangibles. You know, I’ve got artwork and my beneficiary wants to hang the artwork in their house. Well, do you have custody? Has it been assigned to the trustee and how do you maintain that asset? Make sure nothing’s happening to it. Do make an appointment, go over to the, visit your artwork? What if it’s prize horses, you know? What if it’s, you know, a stud that, you know, we’re gonna need to breed and it’s gonna be the next Triple Crown winner? How do you make sure that the barn is properly safeguarded? It’s a really touchy subject, especially with things like tangibles and things like assets held away when you technically custody the asset, but you don’t have control over the asset. I think in the education part for custodying, what I do in my programs and when I teach this is I make sure that we talk about different types of asset classes. And what the risks, again, what are the risks that you run with these asset classes? How can we manage the actual and the perceived risk of holding that asset? Even if you have custody and name only, but you don’t have physical custody, how do you maintain your control over that asset? Because it’s really the C’s, right? The custody and control. Just because you don’t have custody doesn’t mean you don’t have control. So we have to make sure that there’s an education that’s provided about the different asset classes, whether it’s tangibles, intangibles, assets held away, if it’s a concentration of stock, if it’s crypto, and most trust companies are not taking crypto. I think that there’s like a circuitous way that they’re getting in right now, but it all boils down to education, isolating what the issue is and educating people on it. Frazer Rice (45:59.586)I’ll give you a third C, it’s consequences, which is what happens when you don’t understand these functions. on the crypto side of things, Jennifer Zelvin McCloskey (46:01.786)Uhhh Frazer Rice (46:11.544)Holds the key to get to the crypto. What happens if that trust officer quits and walks away with the key and they’re like, well, multi-sigil figure this out. I’m like, okay, that’s not that. That doesn’t make me feel great at the moment. And now there have been some advances, which is good, but traps for the unwary to be sure. the good news too for crypto is for people who want exposure, the spot ETFs take away 90 % of the problems with that. But as we start to think about winding down here, because I have a feeling we could probably talk for four or five hours on this subject, when putting your programs together, what does a curriculum look like? And we don’t have to go through it bit by bit, but how does that work when someone comes to your program? How much time does it take? What’s the commitment? Jennifer Zelvin McCloskey (46:47.172)Yeah, I think so. Frazer Rice (46:54.851)Mm-hmm. Jennifer Zelvin McCloskey (47:06.33)So the program that I created that’s really available anywhere across the country is called the Peak Trust Management Certificate Program. Peak Trust Company, may be familiar with it. They have name rights because they gave the donation to the University of Delaware for me to build the program. So it’s housed at the Lerner College at the University of Delaware, but bears the name of Peak Trust Company. I look at five different things. The first thing is trust law and administration. So like I said previously when we were talking, you lay that foundation of what is the legal component of this? What is the baseline that people have to know? And then what is the administration? The second component is, and it’s inextricably intertwined as taxation. What is the income tax? What are the deductions? And now let’s take all of that income tax knowledge, individual income tax knowledge, and build on it with fiduciary income tax. What is DNI? What is FAI? How does it go out to the beneficiary? What’s the character of the distribution? How do we manage that? What are we deducting in the trust? So teaching taxation and not because trustees necessarily are tax preparers, but because the trustees obligation is to be able to understand and read that tax return, they need to know how to spot problems. So from my perspective, teaching fiduciary income tax is a critical component. It also helps. Yeah. Frazer Rice (48:38.828)No, no, I was gonna say no question about that. And there are elections to make, just because it doesn’t just go on autopilot, there are choices to be made so that if you’re the trustee, you may not have to prepare the tax return, but you may have to make a choice on the tax return and you’ve got to be informed because that can be an issue. Jennifer Zelvin McCloskey (48:58.651)65 day elections, perfect example, right? You just, you need to understand what your role is and how it overlaps with that of the CPA. The third part, of course, investments. Investments are inextricably intertwined, whether you’re doing it yourself as the trustee or you’re directed or even delegated, which is like the hairy scaries of every trusteeship known to man, because you’re not actually in control, but you’re responsible. So it’s the gray. When I build a program, because of the, you know, the directed trusteeship being so popular in today’s day and age, we have to talk about not just investments of, you know, marketable securities, not just the custody of tangibles, but also subscription documents, because so many alternatives are held in trust right now. unique assets, need to know how the trustee is actually carrying out their fiduciary duty when it comes to engaging in an investment that is an alternative investment. The fourth component is of course compliance. We cannot ever get away from compliance and I think we could do a whole nother podcast on compliance in trusteeship but. You know, it’s a regulated entity. And even if you’re an individual trustee and you’re not using what those compliance frameworks are, what the guidelines are by OCC, Reg 9, FDIC, if you’re not looking at that and using that as a guideline, don’t do the job. understanding KYC, BSA, AML, all of those compliance components that have tentacles. That’s the fourth part. And then for the fifth part of this program, because it’s specifically geared toward trustee education in trust companies, although it can be applicable, very applicable to individuals, is operations. I was very fortunate that I was able to partner with SCI on building the operations component. So we license their platform called Plato. It’s essentially their training platform. Jennifer Zelvin McCloskey (51:12.888)so that trustees can see how fees are set up, fees, that’s a whole other podcast, fees, statements, distributions, how are we doing this? How are we documenting everything? What are the logistics of the day-to-day operations? So that’s how I built the program and it’s available anywhere in the country. It’s 10 weeks, how long does it take? I would say from three to five hours a week of an investment that you’re making at a bare minimum. Obviously there’s a whole lot more of depth that you can go into. The resources are built in. But I would say 10 weeks, about 50 hours of time where you’re actually engaging with the material. And then I bring in guest lecturers on each different area of expertise for lack of a better description. And they get a certificate at the end, they get a digital badge, and now they really have something where they can add value day one in a trust company or as a trustee. Frazer Rice (52:17.902)With Delaware being, you one of the real gold standards as far as trust jurisdiction, I assume that everything that comes out of this program is pretty transportable to the other useful jurisdictions, let’s call it, within the country. know, the Tennessee’s, the South Dakota’s, the Nevada’s, the Alaska’s, Wyoming’s, New Hampshire’s, et cetera. Obviously, there are hairs to split with different foibles in their law, but everything that you’re describing sounds like works everywhere else. Jennifer Zelvin McCloskey (52:47.928)And I’ve always taken the approach, you’re 100 % correct, I’ve always taken the approach of UTC. I base everything off of UTC and if there’s something different or unique based upon the jurisdiction that you’re in, I always encourage people you have to look at your statute, you have to look at the jurisdiction that you’re actually practicing this in and administering in. I use Delaware, South Dakota, Alaska as examples quite often when we’re talking about the directed stuff, but By and large, it’s UTC. Frazer Rice (53:20.966)It just a weird subset. So special needs trusts and islets, which are two types of trusts, very specific. One holds life insurance. The other is designed to really take care of people who can’t take care of themselves. And they are types of trusts that a lot of trust companies don’t like to take on because the liability is harder or the profit margin is less. For those individuals who get the opportunity to participate in those and I put that in air quotes. How would you advise people to get ready for those types of situations? Jennifer Zelvin McCloskey (53:58.308)People who are in need of those types of trusts. Frazer Rice (54:02.122)Well, maybe both. The people who need those trusts, you know, they’re going to, they, you know, it’s almost like they get set up and then the staffing gets kind of figured out later, barely. And then, you know, the, for the people who end up taking on that role, they really have no idea of what they’re in for in a sense. Is there sort of like a mini, I’m not going to say a full course like you’re describing, but a crash course in, in what’s going on here and what can I do to keep myself safe? Jennifer Zelvin McCloskey (54:30.271)Unfortunately, no, I don’t know of one. and there isn’t much built in. there’s, we talk about a little bit in the program that I built, but, those are specialized and eyelets we talk about a little bit more there, you eyelets had their day and sort of they has done ish. but special needs trust. It’s a whole other ball game because It really incorporates state law and social security and Medicaid, all of those government benefits that I think you would need something more specialized than my program that I developed. And I don’t have a great answer for that, I’m sorry. Frazer Rice (55:12.482)No, there’s not a great answer for it because it’s tough. it’s a, all of which is to say for someone who’s involved with those things and feels confused by what’s going on, that’s one where it’s worth it to spend the money to lean on a dedicated Medicaid elder care, special needs type of lawyer on that front because there are traps for the unwary. Okay, now we’re starting to butt up against an hour here of. Jennifer Zelvin McCloskey (55:29.764)Yes . . . Frazer Rice (55:38.827)Four hours. No, I’m kidding listeners. We’re not going to talk for four hours, but How do people find your program and and then I’ll ask a bonus question at the end Jennifer Zelvin McCloskey (55:49.339)So the program is on the University of Delaware’s website. You just type in peak trust management certificate and it’ll pop up. My name will be there. I think my picture might be there. It’s all over my LinkedIn. So if you look me up, you’re going to see the peak trust management certificate program. You can always email me, jennifer at zeldenlaw.com. Happy to push people into it. start, I’m in the new cohort right now. We’re two weeks into a 10 week program. But we have a new cohort starting in May. I think it’s May 4th. So may the fourth be with you. Frazer Rice (56:24.622)Terrific. So the final question here is really more of a crystal ball question. In this trust industry, trustee industry, what are the real, I’m going to say opportunities out there, and we’ve sort of painted a picture of doom and gloom and its low profit margin and things like that. Where can someone who is thinking from a business perspective about this find something? Once they’re properly educated about it and being able to participate in it. Jennifer Zelvin McCloskey (56:57.582)There are so many opportunities. There is an absolute need for good trustees everywhere. Trust companies from coast to coast, individual trustee alliance. People really, really need trustees. There’s tremendous opportunity with Heritage Institute, not the Heritage Foundation, but the Heritage Institute. There’s opportunities with…various family offices and various trust companies for education, for beneficiary education. So many opportunities out there. Trust companies are just clamoring for people. So if people are interested in becoming a trustee, getting that education, you will not have a hard time finding a job. Like you said, it’s basically recession proof. This wealth is going to transfer. We need sophisticated, knowledgeable trustees. on the receiving end of that transfer so that it happens correctly. Frazer Rice (57:56.578)I’d go so far as to say financial advisors. I just gotta say, a CFP is useful, CFA is on your investment side, but something like this, you know so much more about how intergenerational wealth works than what’s happening in those particular situations that I think it helps people stand out when I see something like that on a resume. Jennifer Zelvin McCloskey (58:00.302) “THE TRUSTEE CRISIS: Navigating the Challenges”That’s all the podcast. I hear you. I hear you. Frazer Rice (58:24.386) “THE TRUSTEE CRISIS: Navigating the Challenges”All right, with that, Jennifer, it’s great to catch up and I will have all of your information on the show notes and I will either see you at the ITA conference in Dallas or what I’m down in Delaware next. More Around “THE TRUSTEE CRISIS: Navigating the Challenges” BUILDING A TRUST COMPANY TENNESSEE AS A JURISDICTION DIRECTED TRUSTEES DELAWARE WELL BEING TRUST THE TRUSTEE CRISIS: Navigating the Challenges https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords for THE TRUSTEE CRISIS: Navigating the Challenges trusteeship, wealth transfer, trust management, fiduciary duties, trust education, estate planning, risk management, trust administration, individual trustees, trust companies, the trustee crisis, navigating the challenges, the great wealth transfer,

Send a textFor the March, 8, 2026, message, apostle Tommy Miller introduces Dr. Ricky Miller, who teaches us about Sacred Biology from the perspective of our bodies. Drawing from his experience as a fireman, chiropractor and father, Dr. Ricky parallels the seven days of creation with the seven epochs of human development from conception to birth. "The very first thing that you are is light."Dr. Ricky, along with Pastors Tommy and Shanda, will be part of the upcoming Sacred Biology Intensive.Get more life-changing content and community here:https://linktr.ee/tommymillerLearn more about Legacy Church: https://www.legacychurchint.org/Follow us on Facebook: https://www.facebook.com/legacychurchohSow into what we're doing: https://www.legacychurchint.org/give#sacredbiology #biodivine #asheissoareweinthisworld #asheissoareweinthisworld #unveiled #conscience #sons #manifestsons #union #legacychurchoh #newcreation #jesus #church #jesuschrist #gospel #transfigured #revelator #apostle #deathless #immortality #believe #bible #creator #godisgood #grace #hope #sermonshots #sermonclips #holyspirit #love #godislove #kingdom #peace #freedom #facebook #memes #truth #inspiration #motivationalquotes #vibes #positivevibes #christ #jesuslovesyou #russellbrand #jordanbpeterson #joerogan #atm #tommymiller #soulintelligence #EQ #emotionalintelligence Support the show

Emotional Intelligence Is A TRAP (The High Achiever's Curse: Part 6)You are an expert at "Emotional Performance." You know how to read a room, say the right thing, and keep everyone calm. But do you know how to feel?Welcome to Part 6 of "The High Achiever's Curse: Healing The Void." Up until now, we have talked about what happened to you (The Blueprint, The Shame, The Persona). Now, we talk about what to do about it.In this lesson, I explain why Emotional Intelligence (EQ) is often just a sophisticated "survival mask" that keeps you empty—and why Emotional Authenticity is the only way to actIN THIS EPISODE:1- EQ vs. Emotional Authenticity: Why "managing" your emotions is just a band-aid on open heart surgery.2- The "Glass of Water" Story: How I used a waitress's question to break a lifetime of fawning.3- The 4-Step Framework: How to stop abandoning yourself in micro-moments.

I denne episoden snakker Anniken med EQ terapeu, torfatter, foredragsholder og komiker Dora Thorhallsdottir om dynamikken mellom sterke kvinner og menn – og hvorfor respekt og trygghet er avgjørende for at kjærlighet skal få vokse. Hosted on Acast. See acast.com/privacy for more information.

In this episode, Macie shares the vision behind The Immersion Collection, a one-year live coaching experience that delivers her entire EQ curriculum in a single, intentional year. After a decade of immersing herself in the work, Macie created this program so women can access the same depth of growth, skill-building, and transformation — without spending years trying to piece it together on their own. Sign up on the interest list on MACIERENAE.COM

"I ran across an article listing musicians who are in both the Rock and the Country Halls of Fame. There aren't many. When I started looking into it further I found that the people on the list were in multiple other Halls of Fame as well. I wanted to find out what musician is in the most Halls. There is a clear winner."

This episode of The UK Flooring Podcast sits down with Gary Hosey, leadership coach and EQ-i Master Trainer, for a straight, practical chat about emotional intelligence, and why it matters more in flooring than most people realise.Because whether you're a one-person band or running a team of 20, the job is still people. Customers with expectations. Staff with personalities. Pressure, stress, and those awkward conversations you keep putting off until they blow up. Gary breaks emotional intelligence down into the real-world stuff that actually helps: how you communicate, how you handle stress, how you make decisions, and how you build trust without turning into a pushover.One of the biggest takeaways is simple but brutal: if you want better outcomes, you need better conversations. Gary explains why “being interested, not interesting” changes sales chats, customer trust, and how your team responds to you.What You'll Learn in This Episode:What emotional intelligence actually means, and the five key areas that sit underneath it (self-awareness, self-expression, interpersonal skills, decision-making, and stress management).Why trust is the real foundation of repeat work, and how to build it without giving everything away for free.A simple shift that improves customer conversations fast: ask better questions, find out what matters, then deliver that experience.The difference between leading 5 people and leading 20, and why “doing it all yourself” stops scaling being possible.Why feedback gets avoided, how it piles up, and how to make it normal before it turns into conflict.How to develop supervisors and key people around you so leadership is shared, not chaotic.Memorable Quote:“Be interested, not interesting.”Speaker InformationGary HoseyLeadership Coach and EQ-i Master Trainerhttps://www.garyhosey.com/LinkedIn: https://uk.linkedin.com/in/garyhoseyWhere to Find The UK Flooring Podcast:Website: https://theukflooringpodcast.co.uk/Instagram: https://www.instagram.com/theukflooringpodcast/Facebook: https://www.facebook.com/theukflooringpodcast/Spotify: https://open.spotify.com/show/59DLhGPVKNtVoS656EYtxqApple Podcasts: https://podcasts.apple.com/gb/podcast/the-uk-flooring-podcast/id1606720642 Hosted on Acast. See acast.com/privacy for more information.

In this episode, we lay the foundation for what really matters most when it comes to raising Gen Alpha kids—emotional safety. It's also the beginning of how we got started with Famous at Home — discovering the power of, and talking about how to cultivate, a posture of emotional safety in our homes for our kids.As we continue season 8 on Parenting Gen Alpha, we define what emotional safety is and why it matters for getting every outcome we desire in our kids. We also talk about the four walls of parenting, the importance of reparenting our own inner child, and why emotional safety is so important to who our kids are becoming. Time Stamps:0:00 Introduction and insight into Josh and Christi's current day-to-day as parents3:20 Setting the stage for today's topic 7:21 What emotional safety is and why it matters11:13 Being able to bring the fullness of who you are to the relationship13:50 Support and challenge in parenting16:55 Reparenting our own inner child21:02 Leading in grace and following in truth25:49 Emotional safety and the need for communityShow Notes:Get Safe House: How Emotional Safety is the Key to Raising Kids Who Live, Love, and Lead Well:https://amzn.to/4rc52c9 Ladies, sign up here for Spring Tender & Fierce Cohort! https://www.famousathome.com/tenderandfierce Interested in our Spring Love Your Marriage Cohort? Apply now. Starts March 30. https://www.famousathome.com/loveyourmarriage Looking for a marriage intensive with Famous at Home? Apply now.  https://www.famousathome.com/coaching Men, sign up for the Living Legacy Cohort:https://www.famousathome.com/menscoaching Sign up for our email list and Famous at Home Starter Bundle: https://www.famousathome.com/newsletter Download NONAH's single Find My Way Home by clicking here: https://bellpartners.ffm.to/findmywayhome

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We're back and it's a good news / bad news kinda week. Kinda weak! Luckily we came armed with a pit-ready slapfest provided your Onkyo rig has an 11 band EQ to fix things up just a touch. If so, point your flying faders at Connecticut's 2nd or 3rd favorite sons DISMAY.

How could AI shift medical value toward primary care relationships if pattern-recognition specialties are more automatable? What would people prefer if given the choice between discussing their problems with a human or with non-judgmental empathic AI? Allison J. Pugh is a Professor of Sociology at Johns Hopkins University and the author of several books. Her most recent works are The Last Human Job: The Work of Connecting in a Disconnected World and The Tumbleweed Society: Working and Caring in an Age of Insecurity. Greg and Allison discuss Allison's newest book and her concept of “connective labor,” defined as the relational practice of seeing another person and having them feel seen. They also contrast this idea with more individual-centered ideas like EQ. Allison argues that this type of work is reciprocal, widespread across roles (therapists, teachers, chaplains, primary care, managers, service work), and increasingly important as the economy shifts toward requiring more “feeling.” Allison also talks about how AI is being used in new ways to help automate different aspects of different jobs, and along with that come connected effects like the rise of automated medical scribes amongst the medical community, but also the drastic reduction of interns and the near elimination of that valuable aspect of education and job training for an intern's future professional life. They also discuss how the different efficiency tools can backfire because of the increased need to oversee and validate automated output. *unSILOed Podcast is produced by University FM.* Episode Quotes: Why friction is essential to human connection 17:26: Part of the relationship with another human being involves the friction of not being able to control what they say, of running up against their disagreement or conflict or even tension, or they have their own ideas, their own desires. And that is part of making our way through this world, and it is a really important part of being in community, in relationship with other human beings. And that is what chatbots do not give us. They give us no friction. AI is mirror, not a relationship 17:08: So with chatbots, you are not really experimenting how to be with another human being. You are instead experimenting with a mirror, and that is just not going to have the same powerful impact. Who gets humans, and who gets machines? 12:27: The idea that technology will be better than nothing, I am afraid, will not lead to greater opportunities to be seen, for less advantaged people. Instead, they will just have machines seeing them, and the rich people get humans seeing them, and that is an inequality that I find kind of tragic. Seeing people is a leadership skill 49:52: When people have a chance to kind of express their values at work, figure out who they are and have their values kind of enacted in their work and kind of basically attach a purpose to what they are doing, a more transcendent purpose than just kind of earning the paycheck, it translates into a kind of deep meaningfulness, and that is part of the outcome of connective labor. And so it is really worth it for managers to get good at this because it enables people, the people they are seeing, to figure out what matters to them and to find that in relationships at work. That is a path to meaningfulness that can be very important. Show Links: Recommended Resources: Moneyball: The Art of Winning an Unfair Game Automated Medical Scribe Chat Checkout Lanes Unsiloed 469: Matt Beane - The Importance of Learning by Doing Guest Profile: Faculty Profile at Johns Hopkins AllisonPugh.com LinkedIn Profile Social Profile on X Guest Work: Amazon Author Page The Last Human Job: The Work of Connecting in a Disconnected World The Tumbleweed Society: Working and Caring in an Age of Insecurity Beyond the Cubicle: Job Insecurity, Intimacy, and the Flexible Self Longing and Belonging: Parents, Children, and Consumer Culture Google Scholar Page Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why is emotional intelligence no longer optional for leaders facing change and challenging conversations? Amy Jacobson joins Kevin to discuss what emotional intelligence really is and why it matters more than ever. They explore emotional intelligence as a skill, not an identity, emphasizing that EQ shows up in the how and why behind our decisions and behaviors. Amy shares a common misconception about emotional intelligence, clarifying that it isn't about avoiding conflict, being agreeable, or maintaining constant positivity, but about understanding emotions, regulating responses, and choosing actions that move people and outcomes forward. Amy also introduces relatable metaphors, such as treating change as if it were "your baby," to explain why leaders often overlook the emotional experience of those affected by change. Amy's Story: Amy Jacobson is the author of Emotional Intelligence: A Simple and Actionable Guide to Increasing Performance, Engagement and Ownership and her new book The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations. She is an emotional intelligence and human behavior specialist. Previously featured in Fast Company, The Daily Telegraph, News.com.au and more, Jacobson trains corporations, companies and groups large and small in both private and public sectors about the importance of emotional intelligence. She uses simple, actionable strategies—and a bit of tough love where needed—to help leaders and employees understand that no matter what industry you are part of, our biggest challenges are always the same. When she's not working, Jacobson enjoys musicals, basketball, traveling and dining out. She and her husband, Mark, share two teenage children. This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations Emotional Intelligence: A Simple and Actionable Guide to Increasing Performance, Engagement and Ownership by Amy Jacobson The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations by Amy Jacobson  Like this? Leading Change Intelligently with Barbara Trautlein Making Change Work with Brendon Baker Building Emotionally Intelligent Teams with Vanessa Druskat Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes    Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP  

Why does every "I'm here for you" or "let me know what you need" actually teach people to stop asking for help?Nidhi Tewari breaks down why good intentions backfire without attunement and why emotional intelligence alone leaves people feeling more isolated. This conversation goes beyond surface-level empathy into the relational dynamics that actually create connection.What you'll learn:Why high EQ without relational intelligence failsThe four misattunement patterns keeping you disconnectedHow to offer help that reduces burden instead of creating itNidhi Tewari is a licensed clinical social worker, professional speaker, and author of Working Well: How to Build a Happier, Healthier Workplace through the Science of Attunement. Her work focuses on the gap between caring about people and actually connecting with them.Find Nidhi's book "Working Well" and all links at: mindlove.com/443Ready to practice attunement with real support? Join the free Mind Love Collective for monthly themed calls and weekly challenge accountability. mindlove.com/joinSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Emotional intelligence is often called EQ. Some might say it's a soft skill, but in fact research shows it's central to lifelong resilience and wellbeing. Building EQ takes years and years––adults are still working on it too!––but starting young, kids can develop self-awareness, self-management, social awareness, relationship skills, and decision making abilities. This episode digs into all the ways to support kids' development of emotional intelligence and why it matters so much. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In a world of constant change and advances in technology, Artificial Intelligence is also raising the bar on Emotional Intelligence. Jason Barger explains. Jason explores the critical intersection of high-tech and high-touch, explaining why the rise of Artificial Intelligence makes human Emotional Intelligence more valuable than ever before. Please rate and review the podcast to help amplify these messages to others! Summary: As we move toward a future where AI handles our data, our schedules, and even our strategic analysis, what remains for the human leader? In this episode of The Thermostat, Jason V Barger deconstructs the "AI" of Authentic Interaction. He argues that rather than making leaders obsolete, technology is actually raising the bar for corporate culture and leadership in teams. Drawing from recent Forbes predictions for 2030 and current workforce trends, Jason identifies why the "scarcity premium" of the next decade will be placed on empathy, transparency, and genuine human connection. This conversation moves beyond the "scary" or "exciting" headlines of automation to address the core mechanics of how elite leaders build high-trust ecosystems. Essential listening for C-Suite executives and managers navigating the technological tide, this episode offers a strategic framework for doubling down on the traits that AI cannot duplicate: vulnerability, motive transparency, and authentic purpose. Episode Notes & Timestamps: [00:00] Intro: Jason welcomes listeners to Season 10, reflecting on over 300 episodes dedicated to calibrating the leadership thermostat. [00:03] The AI Paradox: Why artificial intelligence is the most discussed topic in boardrooms today and the spectrum of fear and excitement surrounding it. [00:06] Predictions for 2030: A breakdown of the Forbes forecast—from AI therapists and accountants to the normalization of humanoid robots in the workplace. [00:08] The Authentic Interaction (AI) Framework: Jason introduces his thesis: The more advanced technology becomes, the more humans crave authentic interaction. [00:09] Authenticity as a Trust Driver: Revisiting the three pillars of trust (Authenticity, Logic, and Empathy) and why showing up genuinely is now a competitive advantage. [00:10] Pillar 1: Genuineness: The importance of leaders admitting imperfections and sharing their vision to attract and retain top talent. [00:11] Pillar 2: Transparency: How proactive sharing of information and motives prevents the "manipulation" trap and drives engagement. [00:12] Pillar 3: Connection: Addressing the fundamental human need to belong to a mission greater than oneself, which no algorithm can satisfy. [00:13] Closing Questions: Jason leaves leaders with a challenge to evaluate how they are valuing the human experience in a technological age. Key Takeaways for Leaders: The Scarcity Premium: Recognize that as tasks become automated, human-centric leadership traits (EQ) become your most valuable assets. Motive Transparency: Build trust by being radically transparent about the "why" behind strategic shifts and technological adoption. Culture as an Ecosystem: Focus on building a "Human-First" culture that uses technology to enhance, not replace, human connection. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/ai-raises-the-bar-on-eq/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https:/ /www.jasonvbarger.com Like or Follow Jason

" In order to create that trust, you have to be honest enough to know that you're not the right person for everybody. But those people that you do connect with, when you find that connection, that is when you can start to go through that process." –Amy Jacobson In this episode, Australian emotional intelligence expert, speaker, and author of The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations, Amy Jacobson explains why technical skill alone will not build a strong, sustainable bookkeeping firm. She shares how emotional intelligence drives trust, strengthens client relationships, and improves leadership inside growing firms, along with a practical five-step framework you can apply immediately. In this episode, you'll learn: How emotional intelligence builds client trust & retention How to adapt your communication style to different clients Why leadership requires a different skill set than bookkeeping To learn more about Amy, click here. Connect with her on LinkedIn. Buy her book, The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations, at this link. Time Stamps 01:11 – Amy's background & her path into emotional intelligence 04:14 – A clear definition of emotional intelligence for business owners 06:08 – Where bookkeepers commonly struggle with EQ 09:51 – How trust is built through real connection 12:24 – The five-step emotional intelligence framework 15:11 – A real example of client loss due to poor communication 18:10 – Shifting from technical language to client-centered language 21:10 – Becoming part of the client's business instead of an outside vendor 23:44 – Why leadership is not the same as technical skill 27:13 – How reactive leadership drains time & energy 30:00 – A simple daily question to improve emotional intelligence 31:41 – Where to access Amy's books and free tools This episode is brought to you by our great friends at BILL! They're hosting Bookkeeper Appreciation Week from March 30th to April 3rd—dedicated to recognizing the real work you do and giving you tools you can actually use to free up time for more strategic work. Get ready for 5 days of practical resources delivered straight to your inbox, plus live, CPE-eligible webinars! Register now at bill.com/successfulbookkeeper! Don't miss it!

Joshua Freedman is CEO and cofounder of Six Seconds, the global emotional intelligence (EQ) network where he is passionate about helping organizations achieve higher engagement, better leadership, and scalable culture change. Mike Petrusky asks Joshua about his new book, "Emotion Rules: The Science and Practice of Emotional Wisdom", in which he equips leaders with scientific and practical tools for harnessing emotional intelligence to create a positive "felt environment" at work. Emotional intelligence is not only individually measurable but can also be assessed and developed at the organizational level to improve workplace culture and team effectiveness, so Joshua says emotional data is just as important as cognitive data in decision-making and leadership. Mike and Joshua discuss the increasing complexity and rapid change in the workplace today and explore how authenticity, empathy, and the willingness to acknowledge emotions in the workplace can help leaders to build trust and facilitate successful change management strategies. Tune in to hear the inspiration and encouragement that you will need to be a Workplace Innovator in your organization! Connect with Joshua on LinkedIn: https://www.linkedin.com/in/freedman/ Order Joshua's new book "Emotion Rules": https://www.6seconds.org/emotionrules Learn more about the Six Seconds EQ Network: https://www.6seconds.org/ Watch the podcast on YouTube: https://www.youtube.com/playlist?list=PLSkmmkVFvM4H3pwnlU2AuqynuRDpvnh4J Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

Alison Taylor is Clinical Professor at the NY Stern School of Business – her Linkedin profile describes her as having “lots of other hats and even more opinions”. She is the author of “Higher Ground – How Business can do the right thing in a Turbulent World”, and has a successful Substack as well as being a member of multiple governance oriented boards such as the FT Moral Money Advisory Board as well as holding senior advisor roles at KKR and Unilever. Our conversation starts out with her career journey, in which before joining the academic world she had such intriguing roles as a fraud and corruption investigator in the US and the Middle East. We discuss how this framed her mindset entering the corporate world, and then the pathway that led her to Stern School of Business.Moving then to the central theme of corporate governance and corporate responsibility we discuss what it means to do the "right" thing, and some of the challenges that performative responsibility has led to. We speak about the prime importance of leadership and culture, and Alison emphasizes the need to focus on group behavior and predictable actions rather than individual morality. The importance of authenticity is noted as well as the need for credible and defensible approaches to diversity and sustainability.Alison notes the trend of thinking becoming a luxury good and the need for offline, in-person events to foster critical judgment and EQ and we discuss the impact that AI will have on all of that.Finally we discuss Alison's recent launch on Substack and the reception that that kind of engagement has received compared to Linked In.This podcast is kindly sponsored by Evanston Capital and Alvine Capital. For over 20 years Evanston Capital has had a key focus in identifying early-stage investment managers it believes are capable of generating long-term, value-added returns in complex, innovative strategy areas. Alvine Capital is a specialist investment manager and placement boutique with a particular focus on alternative assets with significant presence in London and Stockholm. 

Emotional intelligence has always mattered in project work—but in the age of AI, it's becoming a differentiator. In this episode, Galen sits down with Nadja El Fertasi, founder of Thrive with EQ and former NATO leader, to unpack how EQ shows up in high-stakes digital transformation—and why it may be the most overlooked risk mitigation strategy in your toolkit.Drawing from nearly two decades inside NATO's cyber and digital transformation initiatives, Nadja shares how stakeholder engagement, influence, and emotional resilience directly impact everything from project delivery to cybersecurity. As AI accelerates automation and amplifies both opportunity and risk, the real question isn't whether EQ still matters—it's whether we're investing in it fast enough.Resources from this episode:Join the Digital Project Manager CommunitySubscribe to the newsletter to get our latest articles and podcastsCheck out this episode's sponsor: TogglConnect with Nadja:LinkedInThrive with EQ

Emotional intelligence is not an optional extra in schools. It is a foundational capability that influences how leaders lead, how staff relate, and in terms of wellbeing and psychosocial safety. In this episode, I’m joined by Emma Gentle, former teacher and Assistant Principal turned Emotional Intelligence Coach, to explore why emotional intelligence and nervous system awareness sit at the heart of staff wellbeing and psychosocial safety. When leaders and teams can recognise stress responses, regulate under pressure, and communicate with clarity and care, schools move from reactive to responsive, and the conditions for a safer and more sustainable culture are created. We unpack how emotional intelligence shows up beyond theory in: capacity, boundaries, behaviour responses, difficult conversations, and the micro moments that either build trust and safety or slowly erode them. In this episode, we cover: Why emotional intelligence is a core leadership capability and how it shapes the climate of a whole school How nervous system awareness connects directly to staff wellbeing, burnout risk and psychosocial safety at work Why one-off professional learning rarely creates lasting change and what it takes to embed emotionally intelligent practice into culture Why supporting the adults changes what is possible for students and why trying to fix students misses the point How leaders can seek feedback about their emotional impact in a way that is safe and constructive First small steps to build emotional intelligence, including noticing patterns, journaling and choosing regulation strategies that match your nervous system About Emma: Emma Gentle is a former teacher and Assistant Principal turned Emotional Intelligence Coach with more than a decade of experience in education. Her work sits at the intersection of emotional intelligence, trauma-informed practice, nervous system awareness and neuro-affirming education. After beginning her career as a primary teacher and moving into school leadership, Emma became increasingly aware that many of the challenges facing educators were not about strategy or compliance, but about regulation, capacity and unprocessed stress. Her own journey into motherhood and personal development deepened this insight and shaped the direction of her work. Emma now supports educators and school leaders to move from reactive to responsive, from punitive to restorative, and from stressed to regulated. Through her coaching, workshops and leadership programs such as The Emotionally Intelligent Educator and Lead with EQ, she helps schools build emotionally safe, connected environments where both adults and students can thrive. Her approach blends practical tools with deep inner work, supporting leaders to understand their own patterns, imprints and nervous system responses so they can lead with clarity, compassion and sustainability. Connect with Emma via: Connect with Emma Gentle on LinkedIn: Em Gentle Website: https://emmagentle.com.au/ Email Emma: hello@emmagentle.com.au Emma’s resources mentioned: Momentum Call - https://emmagentle.com.au/momentum-call The Emotionally Intelligent Educator Thank you so much for listening. I’m so honoured that you’re here and would be so grateful if you could leave me a review on Apple Podcasts or on your preferred podcast app, so that we can inspire and educate even more people together. Connect with me via: My website: adriennehornby.com.au LinkedIn: linkedin.com/in/adrienne-hornby-a4126a205/ Email: hello@adriennehornby.com.au Well-Led Schools Partnership Program - https://adriennehornby.com.au/school-partnerships/ See omnystudio.com/listener for privacy information.

Send a textSeries kickoff for Sacred Biology by apostle Tommy Miller, senior pastor, Legacy Church. Recorded live in New Philadelphia on Sunday, March 1, 2026. Sermon excerpt: "When you look at what Jesus Christ accomplished on the cross, He destroyed everything harmful and He brought you into everything beneficial. The gospel should bring life and peace into your mortal body. And if we don't recognize that integrating this body into the gospel is part of the deal, then we will let this body fall prey to whatever it's seen, whatever it's sensed, whatever it's experienced."#biodivine #sacredbiology #asheissoareweinthisworld #asheissoareweinthisworld #unveiled #conscience #sons #manifestsons #union #legacychurchoh #newcreation #jesus #church #jesuschrist #gospel #transfigured #revelator #apostle #deathless #immortality #believe #bible #creator #godisgood #grace #hope #holyspirit #love #godislove #kingdom #peace #freedom #facebook #memes #truth #inspiration #motivationalquotes #vibes #positivevibes #christ #jesuslovesyou #russellbrand #jordanbpeterson #joerogan #atm #tommymiller #soulintelligence #EQ #emotionalintelligence Support the show

Send a textThis week, we're discussing audio content editing! This isn't the typical audio editing of noise reduction or EQ settings, but how to edit the dialogue and story so your interviews feel tighter, clearer, and way more listenable. We talk about how to “get good tape” (even when a guest gives you a non-answer), what to cut that annoys listeners, and how to remove preambles, filler words, repetition, and random environmental detours without making your show feel robotic.Then we dig into frankenbiting: what it is, why it works, and where the ethical line is, because there's a big difference between creating clarity and making a fake narrative.If you want your episodes to move faster, land better, and keep the thread from hook to conclusion, this one's for you!Contact Buzzcast Send us a text message Tweet us at @buzzcastpodcast, @albanbrooke, @kfinn, and @JordanPods Thanks for listening and Keep Podcasting!

In Episode 136, James and Gary discuss the relationship between the worship leader and the tech team. A key is bridging the gap caused by different technical language, personalities, and perspective to reach a common goal. Ultimately, how do we understand everyone's roll and responsibilities to get the most out of the entire team? The Church Sound Podcast is sponsored by DiGiCo, Renkus-Heinz, and Shure.Check out co-host James Attaway's worship audio academy at www.attawayaudio.com/academy, and also visit our new Instagram page @churchsoundpodcast. James is the author of the Live Mixing Field Guide, a quick-start guide to EQ, compression and effects. Find more from him on the Attaway Audio YouTube Channel and at AttawayAudio.com. Reach him on IG @attawayaudio or contact him via email here.Help insure that techs have a clear target for a winning mix with the free guide “How to Lead Your Church Sound Team” by James, and get a walkthrough on setting up virtual sound check on your console with his “Virtual Sound Check Challenge”.Co-host Gary Zandstra has worked in church production as an AV systems integrator and as a manufacturer's rep for more than 35 years. Go here to check out Gary's extensive library of articles on ProSoundWeb.

Most leadership breakdowns are not failures of intelligence or strategy. They are emotional failures.In this episode of the Leadership AI Podcast, Maggie Sass, Ph.D., Executive Vice President of Product, Research, and Professional Services at TalentSmart EQ, explores how emotional intelligence functions as the operating system beneath strategy, coaching, and decision-making.Together, we unpack what it really means to treat leadership as daily emotional behavior, especially in high-pressure environments like healthcare.In this conversation, we discuss:why leadership is fundamentally emotional, not just technicalhow limbic “hijacks” happen under pressure and how to recoverthe four core EQ skills and how they build on each otherdelivering feedback that creates learning, not defensivenessbuilding habits through tiny experiments and simple cuesscaling EQ through assessments, onboarding, and certificationsnavigating generational differences around emotions at worka simple five-minute morning and evening practice to strengthen EQIf you care about leadership performance that holds under pressure, this episode is for you.Be sure to follow Maggie Sass, Ph.D. on LinkedIn for practical insights on emotional intelligence and organizational performance.

"Luminate is a company that tracks the Entertainment Industry pointing out data analytics and trends. Their 2025 report has come out and it points to overall listenership being up. Listening to new music is way down. There are also some interesting data points regarding AI."

Think your IQ is what limits your influence? The real bottleneck might be your reactions. We pull back the curtain on emotional intelligence and show how it quietly governs decision quality, trust, performance, and the culture your team lives in every day. Instead of treating EQ as a soft add-on, we frame it as the leadership multiplier that turns strategy into steady execution.We break down the four core domains—self-awareness, self-management, social awareness, and relationship management—and connect them to moments you face at work: the meeting where tension spikes, the email that triggers you, the one-on-ones where people read your mood more than your words. You'll hear candid reflections on blind spots, how values drive triggers, and why stress widens the gap between who we think we are and how others experience us. We explore the hard ROI: regulated leaders access clearer judgment, build predictable trust, reduce drama, and unlock smarter problem solving across the team.Along the way, we share practical moves you can use right away. Map your top triggers to the values beneath them. Pause before key decisions to name what you feel and choose instead of react. De-escalate heat with simple scripts that separate facts from stories. Treat culture as a daily product of repeated reactions—because mindset drives behavior, behavior shapes culture, and culture becomes legacy. If you want your team to think better and move faster, start by leading your inner world on purpose.Listen now, then tell us: what emotion is steering your leadership today? If you found value here, subscribe, share with a colleague, and leave a quick review to help more leaders lead on purpose.Questions? Episode Requests? Send us a message!Ambitious leaders know that real leadership goes far beyond titles—it's about developing the clarity and mindset to guide others with confidence. In this podcast, you'll explore what today's leaders truly need, from navigating everyday problem solving to handling tough moments of workplace conflict with steadiness and respect. Episodes dive into setting healthy workplace boundaries, strengthening workplace collaboration, and building the emotional intelligence and emotional agility that make leadership sustainable. Whether you're managing a growing team or refining your voice as a decision-maker, you'll find insights that help you cultivate a resilient growth mindset and elevate your impact.

Whether you're a runner, someone tackling a big goal, or just trying to figure out what it means to keep going, I think you'll find something here to encourage you. Let's get started.Welcome back to Spirit of EQ! I'm your host, Eric Pennington, and I'm excited to invite you into a powerful episode that goes deep into the emotional journey behind running a marathon—and the life lessons we can pull from it.I'm joined once again by my good friend and guest, J.A. Dava, who many of you might remember from his incredible insights on sales during his last visit. Today, though, we're shifting from business to the marathon course, and trust me, the parallels to life are striking.J.A. is a multi-marathon runner, and in our conversation, he opens up about his life-altering heart attack, what it really feels like to hit “the wall” at mile 22, and how the support of others—sometimes even complete strangers—makes all the difference.We talk honestly about the tough moments, the battles with ego, those humbling setbacks, and what it means to rely on community.I share my own observations—like watching my son-in-law run his first marathon and reflecting on how life sometimes feels exactly like those endurance miles: full of hope early on, then testing you when you least expect it. We cover the importance of rest, the power of discipline over motivation, and why your “why” matters for whatever marathon you're running—on the road, or just in everyday life.Moments00:00 "Life-Saving Health Wake-Up Call"06:54 "Marathon Missteps: Food & Hydration"13:24 "Reflections on Marathons and Life"17:23 "Mile 13: Keep Going"21:09 Running Without Proper Training31:21 Marathon Reflections and Achievement32:20 "Persistence and Emotional Triumph"42:14 Empathy Struggles and Growth48:00 Success Requires Support & Preparation49:23 "What Do I Really Want?"57:28 "Prioritization Over Training Costs Result"01:00:42 "Walking Away and Reflecting"01:07:12 "Overcoming the Fear of Starting"01:14:48 What's It Take to Be You?01:18:20 "Evaluate Your Inner Circle"Here are 3 takeaways you can apply to your journey—whether you're chasing fitness goals or professional ones:

In this episode, we explore a new dimension of intelligence for navigating our rapidly-changing world. We start with the story of Hiroo Onoda, a soldier whose unwavering commitment to a mission long after its context had vanished becomes a powerful metaphor for how rigidity can keep us stuck. We dive deep into "AQ"—Agility Quotient—with Liz Tran, founder of AQ Learning Lab and author of AQ: A New Kind of Intelligence for a World That's Always Changing.Liz breaks down why AQ matters now more than ever, as change, disappointment, and uncertainty become the hallmarks of modern life, exceeding the rates of just decades ago. We unpack the origins and limitations of IQ and EQ, and highlight how AQ is the urgent intelligence we all need to cultivate. Liz shares the four archetypes for handling change—Astronaut, Neurosurgeon, Novelist, and Firefighter—each representing different strengths and pitfalls. We discuss practical strategies for creative leaders to grow their AQ, especially those ahead of the curve who struggle to bring others with them.This episode is a must-listen for anyone committed to staying agile, relevant, and creative as the world evolves beneath our feet.Key Learnings:AQ – Agility Quotient: AQ is our capacity to handle change, disappointment, and uncertainty. It's the essential intelligence for today's world, complementing IQ and EQ.Rigidity vs. Agility: Sticking to obsolete missions or skillsets—like Hiroo Onoda—illustrates how lack of agility can prevent us from recalibrating when reality shifts. Agility is a mindset, not just a skill.Four Change Archetypes: We all respond to change as either Astronauts, Neurosurgeons, Novelists, or Firefighters, each with unique strengths and blindspots. Awareness of your archetype can help you adapt more skillfully.Durable vs. Technical Skills: Technical skills lose value quickly; it's our durable, transferrable skills—like communication, problem-solving, and reflection—that build true agility and staying power.Bringing Others Along: Especially for creative “astronauts,” practical tools like “giving turn signals” in communication and learning to value the insights of other archetypes are essential for inspiring and leading change.Get full interviews and bonus content for free! Just join the list at DailyCreativePlus.com.Mentioned in this episode:Apply for Creative Leader Roundtable Leading creative people is rewarding, but it can also feel isolating. That's why I've started Creative Leader Roundtable, a private community where leaders like you connect monthly to get practical insights, honest feedback, and real encouragement. You'll leave every round table with fresh perspective and tactical ideas. You can apply right away. So if you lead a team of talented people, go check us out at CreativeLeader.net, because creative work deserves brave leadership. The Brave Habit is available nowMy new book will help you make bravery a habit in your life, your leadership, and your work. Discover how to develop the two qualities that lead to brave action: Optimistic Vision and Agency. Buy The Brave Habit wherever books are sold, or learn more at TheBraveHabit.com.

Cultures are impacted by emotional intelligence and closing the gap between our intentions and our actions. Jason is joined by author and Harvard professor, Margaret Andrews, for an engaging conversation. Jason is joined by Margaret C. Andrews, Harvard University professor and seasoned executive, for a masterclass on the interpersonal dynamics that drive modern organizational success. Please rate and review the podcast to help amplify these messages to others! Summary: In an era where employee engagement has hit a ten-year low, how do elite leaders bridge the gap between corporate vision and the daily human experience? In this episode, Jason V. Barger sits down with Margaret C. Andrews to explore the shift from "soft skills" to "power skills." Margaret, a faculty member at Harvard who has worked with giants like Amazon and the United Nations, shares why emotional intelligence (EQ) and self-awareness are the ultimate competitive advantages in 2026. This conversation moves beyond theoretical management to the heart of "Culture-Making." Jason and Margaret deconstruct the "knowing-doing gap"—the space between understanding leadership principles and actually embodying them under pressure. They explore the critical distinction between being a "culture taker" versus a "culture maker," and how executives can use perspective-taking to resolve the cultural dissonance that often leads to cynicism and turnover. Essential listening for C-Suite executives, academic leaders, and managers at all levels, this episode offers a nuanced look at generational diversity, the "Chief Culture Officer" role of the CEO, and why walking beside your team is more effective than leading from the front. Episode Notes & Timestamps: [00:00] Intro: Jason sets the stage for a conversation on co-creating cultures that bring out the best in people during a time of low trust. [00:03] Meet Margaret Andrews: From master's swim teams to Harvard lecture halls, Margaret introduces her "excitement meter" and the Facets of Strategy. [00:06] The Harvard Perspective: Margaret discusses her courses on Managing Yourself and Leading Others, emphasizing that there is no "single right answer" in leadership—only context. [00:09] The Engagement Crisis: A look at recent data showing 10-year lows in engagement and why only 23% of employees trust their leadership's direction. [00:11] Culture Takers vs. Culture Makers: Margaret defines why most employees are culture takers and how the CEO must act as the "Chief Culture Officer" to move the needle. [00:15] The Satya Nadella Case Study: An analysis of how Microsoft's CEO transformed a legacy culture by being an "insider on the sideline" and changing who got the "seats on the bus." [00:19] Cultural Dissonance: Why "sharp elbows" in leadership destroy collaboration and how promotion criteria serve as the loudest signal of what a company truly values. [00:23] Identifying Your Heroes: The power of stories in transmitting culture. To change your culture, you must change who your organization celebrates as a "hero." [00:27] The "Soft Skills" Crusade: Jason and Margaret discuss why interpersonal skills are actually "superpowers" and why MIT alums consistently wish they had paid more attention to Organizational Behavior. [00:31] The EQ Quadrants: A breakdown of self-awareness, self-management, social competency, and empathy in the high-stakes environment of executive leadership. [00:37] The 6 vs. 9 Perspective: A viral analogy for the workplace—how two leaders can be looking at the same problem, seeing different "numbers," and both be "right" from their vantage point. [00:41] Digital Natives & The "Why": A deep look at Gen Z and Millennials. Why these generations don't need "hovering" leaders, but rather partners to walk beside them. Key Takeaways for Leaders: The Knowing-Doing Gap: Real credit in leadership isn't given for knowing you should listen or be empathetic; it's only given for doing it consistently. Vantage Point Curiosity: Replace judgment with curiosity. When a team member disagrees, ask what "vantage point" they are standing at to see the problem differently. Hero Alignment: Audit the stories told in your halls. Do your "office legends" embody the culture you want to build, or the one you are trying to leave behind? Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/culture-making-margaret-andrews/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

You're riding along with Kaitlyn Raitz as she breaks down the real mechanics of touring at scale: staying human on a bus, finding tiny routines that keep you sane, and surviving the sleep math when you're one of twelve buses on a massive run. Then it's straight into the onstage reality of modern country arena production: 24 musicians, a full string quartet, choir, and horns, plus the challenge of making strings translate in a loud arena. You get the practical gear-and-tech layer too: DPA mics and pickups, dynamic EQ, managing cello loudness, and how tools like ToneDexter fit into keeping tone consistent when the room is working against you. You also get the career side, unfiltered: how the Eric Church gig happened through the Nashville relationship web, why being excellent and easy to be around matters, and why “Nashville is a ten-year town” if you want longevity. Kaitlyn's stories span arranging and learning charts mid-tour from iPads, to the whiplash of getting a Grammy call with barely any runway, to recording in LA and wondering how anyone actually functions there. The episode closes with the mindset and performance skills that keep pros durable: protecting your brain and nervous system, flipping a stage persona on and off, and the practical win of transitioning to IEMs for a cellist when monitors are run well. Bottom line: this is how you keep your craft sharp, your head steady, and your show consistent night after night. Always Be Performing.​ 00:00:00 Gig Gab 522 – Monday, February 23rd, 2026 February 23rd: Curling Is Cool Day Guest co-host: Kaitlyn Raitz 00:01:55 Protein and Joy on the bus 00:02:14 Passing the time productively on the bus…and on the tour Swimming Swimply OR PlacesToSwim.com Thrifting 00:05:53 Sleeping on the bus! Twelve tour busses on this tour 00:07:26 24 Musicians on stage String Quartet 8-Person Choir Horn/Woodwind Quartet 00:09:45 Micing a string quartet in an arena DPA Mics AND pickups Dynamic EQ 00:14:47 Cellos and Loudness ToneDexter 00:18:50 Writing, arranging and learning charts mid-tour! Reading from iPads Eleanor Denning, String Lead and Arranger on the Eric Church Tour Bitter Pill has a cellist, too! 00:21:33 Getting the Eric Church gig Sub list for the Nashville Symphony Everything in Nashville is relationship-based Be good at what you do, and also be a pleasant person that people want to be around Nashville is a ten-year town 00:25:07 SPONSOR: Squarespace. Check out https://www.squarespace.com/GIGGAB to save 10% off your first purchase of a website or domain using code GIGGAB. 00:26:55 You played on the Grammy's? Used to play with Brandy Clark, and occasionally gets a one-off gig call still. AND, a week-and-a-half before the Grammy's, the call came in Do you want to play the Grammy's with me? Kaitlyn has questions for LA-denizens: How do you live in LA? Do you see people that you know? Do you take public transportation? Recorded at Sunset Sounds in LA 00:33:05 Protecting your brain and nervous system Take on a persona “You are Kaitlyn Motherfucking Raitz” “We are bad bitches, we have earned this” Gary Cherone is the master of turning the stage persona on AND OFF Let the lights blind you 00:40:25 Transitioning to IEMs It's great for a cellist! IEMs are better than having to use bone conduction Kaitlyn's IEM mix – she hears the band It comes down to who's running monitors Ultimate Ears UE7 Pros IEMs 00:47:06 Kaitlyn Raitz's Music 00:48:52 Gig Gab 522 Outtro Follow Kaitlyn Raitz On Instagram On Facebook Contact Gig Gab! @GigGabPodcast on Instagram feedback@giggabpodcast.com Sign Up for the Gig Gab Mailing List The post From the Eric Church Tour to the Grammys: On the Bus with Cellist Kaitlyn Raitz – Gig Gab 522 appeared first on Gig Gab.

In this episode, I sit down with Emotional Intelligence expert Jess Cameron to explore a skill many of us were never taught - how to understand and regulate our emotions.Most of us were taught how to achieve, perform and push through discomfort. But very few of us were taught emotional awareness, emotional regulation or how to communicate what we're actually feeling. Jess breaks down what emotional intelligence really means in practical terms. It's not about being overly emotional or “soft.” It's about self-awareness, nervous system regulation, and developing the ability to respond intentionally instead of reacting from old patterns.We also explore intuition - that quiet inner voice that often gets drowned out by mental noise, stress and overthinking. Jess shares a pivotal year in her life where she chose to follow her intuition in every decision, even when it defied logic. That experiment reshaped her career and became the foundation of her work as a mindset and emotional intelligence coach.This conversation goes deep into modern relationship dynamics, including masculine and feminine energy, emotional suppression in men and the desire for emotional depth in women. We discuss how emotional safety impacts intimacy, communication and connection - and why emotional regulation is essential for healthy relationships, effective leadership and personal growth.Jess shares practical insights on: • EQ vs IQ • How to regulate emotions in high-pressure situations • The role of intuition in decision making • Masculine and feminine dynamics in modern relationships • Parenting with emotional awareness • Why anger is not bad - but mismanaged anger isAt its core, this episode is about building emotional resilience and self-trust. Because you cannot regulate what you refuse to acknowledge. And when you develop the skill of emotional regulation, everything shifts - your leadership, your relationships, your confidence and your sense of self.If you want to strengthen your emotional intelligence, build better relationships, and respond with clarity instead of reacting from habit, this conversation will meet you exactly where you are.Inside this podcast:- Why emotional intelligence is more than a soft skill- How intuition gets drowned out by mental noise- Why you cannot regulate emotions you avoid- The tension between masculinity, femininity and emotional depth- How awareness allows you to respond instead of reactConnect with Jess:Instagram  → ⁠https://bit.ly/3ZGbKMv⁠ Website → ⁠jesscameron.com⁠ Connect with Steve:Instagram → ⁠https://bit.ly/3KARQhR⁠ LinkedIn  → ⁠https://bit.ly/48sw8Vj⁠ Episode Highlights00:00:00 - Episode Trailer00:02:30 - Emotional intelligence beyond buzzwords00:05:00 - Observing thoughts and separating identity from mind00:07:00 - Fine tuning intuition like a radio frequency00:10:00 - Listen to the whisper or face the sledgehammer00:12:00 - The career defining moment of saying no00:15:00 - Following intuition despite fear00:18:00 - IQ versus EQ and the limits of logic00:20:00 - Judging intentions versus judging actions00:24:00 - Emotional intelligence in conflict00:28:00 - Masculine and feminine energy explained00:32:00 - Why emotions were labeled as weakness00:35:00 - Regulation versus suppression00:38:00 - Invalidation disguised as positivity00:41:00 - How men shut down in relationships00:45:00 - Creating safe emotional space00:49:00 - Awareness as the key to personal growthABOUT THE PODCAST SHOWThe Noise of Life is a podcast that shares real stories, raw truths, and remarkable growth. Hosted by Steve Hodgson a coach, facilitator, speaker, and Mental Health First Aid Instructor. This podcast dives deep into the “noise” we all face, the distractions, doubts and challenges that can pull us away from who we truly are.

#691: Your IQ used to be your biggest career asset. Then AI scored in the 99th percentile on the LSAT, the SAT, and the MCAT — and suddenly the cognitive skills that once set you apart became something anyone can access for free. Executive coach Liz Tran joins us to talk about what actually drives career success and earning power now. Her answer: AQ, or agility quotient — your capacity to handle change, learn new skills fast, and keep moving when your industry shifts beneath you. The personal finance implications are real. The average half-life of a technical skill is five years. In tech, it's closer to two. That means the expertise you spent years building — and the salary that came with it — can become obsolete faster than a mortgage term. Tran argues the people who protect their earning power long-term aren't necessarily the most credentialed. They're the ones who can unlearn old ways and adapt quickly. We walk through her four AQ archetypes — the neurosurgeon, the astronaut, the firefighter, and the novelist — each with a different default approach to change. Knowing your type helps you understand where you might freeze up during a career pivot, a market downturn, or a high-stakes financial decision. Tran points out that analysis paralysis, something many real estate investors and career changers know well, often comes down to archetype — and there are practical fixes. We also cover her ABCD framework — anchors, bets, classroom, and discomfort — which maps out how to stay functional and decisive during volatile periods. And we get into the six thinking hats theory, specifically how pairing black-hat (downside) thinking with green-hat (future-focused) thinking can sharpen any major financial or career decision. Timestamps: Note: Timestamps will vary on individual listening devices based on dynamic advertising run times. The provided timestamps are approximate and may be several minutes off due to changing ad lengths. (00:00) Intro to AQ — agility quotient defined (03:19) IQ vs. EQ vs. AQ — how the three differ (04:09) Origins of IQ — born from industrialization (04:41) Birth of EQ — rise of the knowledge worker (05:01) Why AQ matters now — the tech revolution (06:19) AI and IQ — cognitive skills are now commoditized (07:51) Technical vs. durable skills — and why both matter (10:48) Half-life of skills — technical skills expire fast (13:41) Measuring durable skills — how to spot your gaps (15:59) The four AQ archetypes — neurosurgeon, astronaut, firefighter, novelist (25:08) Improving your weak spots — run toward discomfort (30:59) The ABCD framework — four pillars of high AQ (43:56) Anchors — people, places, routines that ground you (54:25) Six thinking hats — six ways to approach any problem (01:04:28) AQ is changeable — it's never too late to grow Share this episode with a friend, colleagues, and your postal person: https://affordanything.com/episode691 Learn more about your ad choices. Visit podcastchoices.com/adchoices