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Dr. Beckett delves into the definition(s!) and complexities of shill bidding with guest Patrick Ryan. They explore the nuances of what shill bidding entails, its impact on the sports card hobby, and discuss personal experiences and misconceptions. They also touch on issues within the grading industry, the importance of true scarcity versus graded rarity, and the ethical standards of auction houses. This in-depth conversation aims to shed light on critical aspects of the sports card market and offer insights into making informed decisions as a collector. 00:58 Transaction Fees and Fairness in the Hobby 02:08 Auction House Practices and Ethical Concerns 04:08 PSA Grading Controversies 06:57 Collecting Strategies and Scarcity 15:02 Reflections on Mistakes and Moving Forward
How can HR leaders use AI and data-driven insights to make work fairer, more engaging, and more efficient — without adding complexity or risk?In this episode of the HRchat Podcast, host Bill Banham welcomes back Lindsay Clayborne, Chief of Staff at Cardata, the fully managed vehicle reimbursement partner helping companies modernize outdated car allowance programs with smarter, fairer, and IRS-compliant solutions.Last time, Bill and Lindsay explored the basics of why a strong vehicle reimbursement program matters to both employees and employers. This time, they go a step further — looking at how HR and People leaders can use AI and automation to free up time, improve compliance, and empower teams to focus on the work that really matters.Lindsay reflects on her own evolution into a Chief of Staff role, sharing how her lens has widened from people operations to company-wide clarity, planning, and performance. That experience shapes a broader conversation around how HR can leverage AI to streamline processes, make data actionable, and strengthen its voice in strategic business decisions.Together, they explore:How AI reduces HR admin overload, freeing up time for judgment, coaching, and culture-buildingThe evolution of vehicle reimbursement programs — from mileage tracking to integrated, automated systems that reveal valuable patternsWhy data centralization and cross-system integration are key to eliminating friction and improving workforce insightsHow to design AI guardrails to ensure safe, ethical, and compliant adoption across teamsThe growing importance of curiosity, adaptability, and critical thinking in the age of AIThe conversation also tackles a challenge many HR teams face: fear of AI. Lindsay and Bill discuss practical ways to build trust and confidence — defining sensitive data by function, educating teams on safe use, and setting clear policies that encourage experimentation without risk.Tune in for real-world insights on how HR can harness AI to boost fairness, retention, and impact — and become a smarter, more strategic business partner.Learn more about Cardata: cardata.coSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events
Geschwisterstreit kann einen manchmal den letzten Nerv kosten. Ständiges schimpfen und schlichten kann richtig anstrengend sein. In der aktuellen Folge von Power ON erwartet dich daher ein Gespräch mit Dr. Martina Stotz, in dem sie aufzeigt, dass auch ein anderer Umgang mit Geschwisterstreit möglich ist - einer der weniger Energie kostet und mehr Gelassenheit ermöglicht. Konkret sprechen wir darüber
Bible StudyDon't just take our word for it . . . take His! We would encourage you to spend time examining the following Scriptures that shaped this sermon: .Sermon Notes:I. The Fairness of God's JudgmentA. Our concern for fairnessWe instinctively ask: “Do they deserve judgment?”Judgment must be fair, just, and true.B. Pharaoh and Egypt's guiltPharaoh's policy: murder of Hebrew boys (Exodus 1).Enslavement and oppression of Israel.God's response: “Do not be deceived: God is not mocked, for whatever one sows, that will he also reap.” (Galatians 6:7 ESV)The death of the firstborn = not random, but reaping what was sown.C. The hardening of Pharaoh's heartSometimes Pharaoh hardens his own heart; other times God does.Pharaoh's rebellion becomes irreversible — God confirms his self-chosen path.God's judgment is never arbitrary, always morally deserved.II. The Realms of God's JudgmentA. Judgment in both visible and spiritual realmsExodus 12:12 — God executes judgment “on all the gods of Egypt.”Not only Pharaoh and Egypt, but their false gods are judged.B. The spiritual dimensionEach plague confronts an Egyptian deity (e.g., darkness = judgment on Re, the sun god).Ephesians 6:12 — our struggle is not just “against flesh and blood.”C. Implications for usConflict perspective: our true enemy is spiritual, not human.Ultimate justice: final judgment must also occur in the spiritual realm — and that belongs to God alone.Christ's victory:The cross = God's judgment on “principalities and powers.”Revelation 20 — final judgment, evil cast down forever.III. Protection from God's JudgmentA. The universality of judgmentBoth Egyptians and Israelites were under threat.Only protection: homes marked with the blood of the lamb (Exodus 12:13).Not ethnicity, morality, or family — but faith in God's provision.B. The necessity of faith and obedienceBelief must lead to action.They didn't discuss the lamb's symbolism — they applied the blood.C. The principle of substitutionThe lamb dies in place of the firstborn.“One life for another.”God's mercy through a substitute.D. Fulfillment in Jesus ChristJohn 1:29 — “Behold, the Lamb of God who takes away the sin of the world!”Jesus = true Passover Lamb — spotless, no broken bones (John 19:31-33), slain for sinners.His blood is the believer's protection from judgment.God's justice is satisfied; His mercy extended.Conclusion: The Cross Is Our PassoverGod is both Judge and Savior.To our sins he says: “this kind of offense cannot be tolerated in my Kingdom.”Yet God Himself provides the way — through the blood of His Son.At the Cross, justice is satisfied, grace is extended.Because of the Lamb, God's judgment passes over us forever.Discussion Questions:Does a God who judges evil make you uncomfortable? Why or why not?In what ways does it help us to understand that God executes judgment in the spiritual realm?What is the difference between making moral judgments and being "judgmental"? How does the idea of humanity being universally under God's judgment eliminate judgmentalism?How does the Cross of Christ bring together God's judgment and grace?Should we fear God's judgment - why or why not?Questions?Do you have a question about today's sermon? Email Randy Forrester ().
Theme: God’s generosity disrupts our sense of fairness and exposes the limits of human pride. What feels unjust to us is actually the beauty of divine mercy. Grace may look messed up from our point of view, but it’s the only thing that makes us whole. Speaker: Pastor Latoya Smythe-Forbes Title: Messed Up Grace Key text: https://www.bible.com/bible/59/MAT.20.1-16.esv Bulletin/Notes: http://bible.com/events/49514043 Date: November 1, 2025 Tags: #psdatv #grace #generosity #disrupt #disruption #fair #fairness #pride #unjust #injustice #mercy #parable #vineyard #workers #MessedUpGrace #UnfairGrace #Matthew20 #GraceThatOffends For more life lessons and inspirational content, please visit us at http://www.plantationsda.tv. Church Copyright License (CCLI): 1659090 CCLI Streaming Plus License: 21338439Support the show: https://adventistgiving.org/#/org/ANTBMV/envelope/startSee omnystudio.com/listener for privacy information.
In this episode of Crazy Wisdom, host Stewart Alsop speaks with Eli Lopian, author of AICracy and founder of aicracy.ai, about how artificial intelligence could transform the way societies govern themselves. They explore the limitations of modern democracy, the idea of AI-guided lawmaking based on fairness and abundance, and how technology might bring us closer to a more participatory, transparent form of governance. The conversation touches on prediction markets, social media's influence on truth, the future of work in an abundance economy, and why human creativity, imperfection, and connection will remain central in an AI-driven world.Check out this GPT we trained on the conversationTimestamps00:00 Eli Lopian introduces his book AICracy and shares why democracy needs a new paradigm for governance in the age of AI. 05:00 They explore AI-driven decision-making, fairness in lawmaking, and the abundance measure as a new way to evaluate social well-being. 10:00 Discussion turns to accountability, trust, and Eli's idea of three AIs—government, opposition, and NGO—balancing each other to prevent corruption. 15:00 Stewart connects these ideas to non-linearity and organic governance, while Eli describes systems evolving like cities rather than rigid institutions. 20:00 They discuss decade goals, city-state models, and the role of social media in shaping public perception and truth. 25:00 The focus shifts to truth detection, prediction markets, and feedback systems ensuring “did it actually happen?” accountability. 30:00 They talk about abundance economies, AI mentorship, and redefining human purpose beyond traditional work. 35:00 Eli emphasizes creativity, connection, and human error as valuable, contrasting social media's dopamine loops with genuine human experience. 40:00 The episode closes with reflections on social currency, self-healing governance, and optimism about AI as a mirror of humanity.Key InsightsDemocracy is evolving beyond its limits. Eli Lopian argues that traditional democracy—one person, one vote—no longer fits an age where individuals have vastly different technological capacities. With AI empowering some to act with exponential influence, he suggests governance should evolve toward systems that are more adaptive, participatory, and continuous rather than episodic.AI-guided lawmaking could ensure fairness. Lopian's concept of AICracy imagines an AI system that drafts laws based on measurable outcomes like equity and happiness. Using what he calls the abundance measure, this system would assess how proposed laws affect societal well-being—balancing freedoms, security, and fairness across all citizens.Trust and accountability must be engineered. To prevent corruption or bias in AI governance, Lopian envisions three independent AIs—a coalition, an opposition, and an NGO—cross-verifying results and exposing inconsistencies. This triad ensures transparency and keeps human oversight meaningful.Governance should be organic, not mechanical. Drawing inspiration from cities, Lopian and Alsop compare governance to an ecosystem that adapts and self-corrects. Like urban growth, effective systems arise from real-world feedback, where successful ideas take root and failing ones fade away naturally.Truth requires new forms of verification. The pair discuss how lies spread faster than truth online and propose an algorithmic “speed of a lie” metric to flag misinformation. They connect this to prediction markets and feedback loops as potential ways to keep governance accountable to real-world outcomes.The abundance economy redefines purpose. As AI reduces the need for traditional jobs, Lopian imagines a society centered on creativity, mentorship, and personal fulfillment. Governments could guarantee access to mentors—human or AI—to help people discover their passions and contribute meaningfully without economic pressure.Human connection is the new currency. In contrast to social media's exploitation of human weakness, the future Lopian envisions values imperfection, authenticity, and shared experience. As AI automates production, what remains deeply human—emotion, error, and presence—becomes the most precious and sustaining form of wealth.
I went to a Catholic all-boys high school run by the Christian Brothers, a teaching order founded by St. John the Baptist De La Salle. I will give them credit for giving me great preparation for future academic success, and even maybe this podcast. So at the foundation of Experience by Design are the Christian Brothers. But that wasn't my first brush with Catholicism. I did a fair number of the sacraments growing up and into adulthood, a process which included learning about the tenets and history of such central figures like Jesus. One of the things I recall learning about was the Sermon on the Mount and the Beatitudes. I also preferred the Beatitudes to things like the Ten Commandments. In a way the Commandments can read like the rules of a HOA of all the things you can't do. It is important to remember things like “Thou shall not kill” and not to “covet thy neighbor's wife.” But I liked the Beatitudes because they gave props to people already doing good things.A really good one is “Blessed are the peacemakers, for they will be called children of God.”Regardless of your religious or spiritual beliefs, I think we can all get behind that, especially at a time when there is so much conflict. The Armed Conflict Location and Event Data global monitor organization states, “Recent levels of violence have been unprecedentedly high, with several ‘record-breaking' months in the past year.” But this just doesn't mean armed conflict on the international stage. Things are tense all over with all kinds of conflict everyday.Which is why we have Josh Gordon as a guest on Experience by Design. I've known Josh for a long time, but primarily in the capacity of a fellow runner and training partner. Josh also is a faculty member at the University of Oregon, a leader in the area of sports mediation, and the founder of the Sports Conflict Institute. In his career, Josh has done work with FIFA, Major League Baseball, Court of Arbitration for Sport, and others. We talk about fairness and equity in sports, and why emphasizing the opportunities provided by sports are meaningful and should not be derailed. We explore how we can build inclusive cultures through sports. He takes us into his work at the collegiate level, and how setting expectations ahead of time can produce greater satisfaction and happiness with ensuing experiences. We also talk about the difference between ‘distress' and ‘eustress', and why a little bit of friction can be essential to growth. Finally we explore how we can create equitable organizational cultures, and why the perception of fairness can be more important that the presence of outcome.Sports Conflict Institute: https://sportsconflict.orgJosh Gordon: https://www.linkedin.com/in/joshuagordonSports Conflict Institute TV: https://sportsconflict.org/sci-tv/
Warum ohne Selbstwert keine Liebe gelingt: Stefanie Stahl erklärt, wie Schattenkind-Glaubenssätze Beziehungen sabotieren . und wie „ertappen & umschalten“, Grenzen setzen und Bauchatmung zu mehr innerer Sicherheit, Nähe und Fairness führen. Mit alltagstauglichen Übungen & Beispielen.
Menschen schreiben Männer häufig analytisches Denken, Belastbarkeit, Wettbewerbsdenken und Durchsetzungsvermögen zu. Frauen werden häufig mit den Attributen Empathie, Emotionalität, Bescheidenheit, Fürsorglichkeit und Hilfsbereitschaft beschrieben. Damit scheinen Frauen der Vorstellung einer perfekten, sprich folgsamen Mitarbeiterin, voll zu entsprechen. Im Buch „Machtgebiete – was Managerinnen erleben und wie sie gegenhalten“ kommen 50 namhafte Managerinnen, Unternehmerinnen und Gründerinnen zu Wort, die konkret schildern, offen und unverblümt, wie sie sich in typischen, männlichen Macht-Bereichen & - Genres“ behaupten mussten & müssen. Gleich zu Beginn wird dem Lesenden mitgeteilt, dass das Buch nicht das Ende ist, sondern der Anfang. Dass es nicht gegen Männer ist, sondern für Frauen und für ein Miteinander. Das Besondere am Buch ist, zum einen, dass es reale Erfahrungsberichte mit Reflexionen zu Macht, Geschlecht und Organisation verbindet. Und zum anderen ist das Buch aktuell, denn neben klassischen Themen wie Frauen in Führung greift es neuere Entwicklungen auf. Im folgenden Podcast-Gespräch spreche ich mit Vera Schneevoigt, einer Frau, die nicht nur in der Tech- und Industriebranche Karriere gemacht hat, sondern die sich seit vielen Jahren für mehr Sichtbarkeit, Fairness und Diversität in Führungsetagen einsetzt. Vera Schneevoigt ist Ex-CDO von Bosch Building Technologies, Mitautorin des Buchs und Gründerin „Guiding for Future“. Ihre Liebe zu Menschen und Technologie sowie Demokratie bestimmen ihre Leidenschaft und ihr Engagement. Im Podcast sprechen wir über Veras Erfahrung und ihren Umgang mit Macht und warum Sichtbarkeit und Netzwerken für Frauen sehr wichtig ist und wie beides bestmöglich realisiert werden kann. Doch hören Sie selbst ... Herzlichst Ihre Claudia Lutschewitz
In this episode, we delve into the current issues surrounding the Supplemental Nutrition Assistance Program (SNAP) amidst a government shutdown. The video discusses the delayed SNAP payments and the resulting chaos, including food shortages and public panic. It examines the program's original purpose, criticisms, and challenges, such as fraud and misuse of benefits. The speaker analyzes the significant increase in spending on SNAP since its inception and the rapid growth of the benefit payments per individual. The episode advocates for strict limitations on eligible items and more frugal spending to curb excess SNAP expenditures. Additionally, the conversation touches on the societal and economic impacts of welfare programs and possible reforms. Join us as we explore the complexities and potential solutions to the SNAP crisis. 00:00 Intro 00:44 Purpose and Critique of SNAP Program 02:12 Public Perception and Misconceptions 05:21 Historical Context and Growth of SNAP 07:03 Economic Impact and Misleading Statistics 09:33 Media Coverage and Political Reactions 24:33 Immigration and SNAP Benefits 35:00 Breaking Down Welfare Statistics 36:22 The Financial Impact of SNAP 37:52 Inflation and SNAP Benefits 40:27 Changes in SNAP Benefits and Spending 43:03 SNAP Purchases: Healthy vs. Unhealthy 46:12 Controversial SNAP Purchases 51:26 The Purpose and Fairness of SNAP 59:22 Proposed Solutions and Final Thoughts
Sozioinformatikerin und KI-Expertin Katharina Zweig im Live-Gespräch auf dem Beats & Bones Podcast-Festival 2025: Es geht unter anderem um die Komplexität von Künstlicher Intelligenz und die ethischen Herausforderungen im Umgang mit KI-Sytemen wie generativen Sprachmodellen. (00:01:06) Begrüßung (00:02:16) Vorstellung Katharina Zweig (00:05:12) Algorithmen und Daten (00:06:21) Was ist Sozioinformatik (00:11:41) Gute und schlechte KI-Tools (00:17:10) Wie funktionieren Sprachmodelle? (00:27:21) Zusammenspiel von KI und Mensch (00:32:16) KI und Psyche (00:38:33) KI und Medizin (00:42:19) Die Zukunft der KI (00:47:58) Das Spektrum-Assoziationsspiel (00:49:59) KI und Social Media (00:59:38) Die Spektrum-Zukunftsmaschine (01:04:16) Verabschiedung und Eindrücke LINKS: Hier geht’s zum Spektrum-Artikel „Die Mathematik der Fairness“: https://www.spektrum.de/pix/interactive/mathematik-der-fairness/ Hier gehts zum Spektrum-Artikel: „Digitalmanifest“: https://www.spektrum.de/thema/das-digital-manifest/1375924 >> Artikel zum Nachlesen: https://detektor.fm/wissen/die-grossen-fragen-der-wissenschaft-katharina-zweig
Sozioinformatikerin und KI-Expertin Katharina Zweig im Live-Gespräch auf dem Beats & Bones Podcast-Festival 2025: Es geht unter anderem um die Komplexität von Künstlicher Intelligenz und die ethischen Herausforderungen im Umgang mit KI-Sytemen wie generativen Sprachmodellen. (00:01:06) Begrüßung (00:02:16) Vorstellung Katharina Zweig (00:05:12) Algorithmen und Daten (00:06:21) Was ist Sozioinformatik (00:11:41) Gute und schlechte KI-Tools (00:17:10) Wie funktionieren Sprachmodelle? (00:27:21) Zusammenspiel von KI und Mensch (00:32:16) KI und Psyche (00:38:33) KI und Medizin (00:42:19) Die Zukunft der KI (00:47:58) Das Spektrum-Assoziationsspiel (00:49:59) KI und Social Media (00:59:38) Die Spektrum-Zukunftsmaschine (01:04:16) Verabschiedung und Eindrücke LINKS: Hier geht’s zum Spektrum-Artikel „Die Mathematik der Fairness“: https://www.spektrum.de/pix/interactive/mathematik-der-fairness/ Hier gehts zum Spektrum-Artikel: „Digitalmanifest“: https://www.spektrum.de/thema/das-digital-manifest/1375924 >> Artikel zum Nachlesen: https://detektor.fm/wissen/die-grossen-fragen-der-wissenschaft-katharina-zweig
Most financial mistakes happen because people don't see the full picture. My Net Worth Worksheet helps you track everything in one place—so you stay informed. Get it now. ------ Money talks fall apart when couples keep score. In this episode, Heather and Doug Boneparth show how fairness—not 50/50—actually works in real life, and how power shows up through invisible labor, access, and decision rights. You'll hear practical ways to reset the dynamic so conversations feel collaborative instead of adversarial. Listen now and learn: ► A fairness framework to replace 50/50 splits and tit-for-tat bean counting ► How to surface invisible labor and shift from "tell me what to do" to true task ownership ► The anatomy of a money date (time/place, start with wins, then goals → cash flow → net worth) ► Reconciling different risk appetites by agreeing on shared capacity, timelines, and one step outside each comfort zone Visit www.TheLongTermInvestor.com for show notes, free resources, and a place to submit questions. (00:00) Introduction (02:45) Fairness vs. Equality in Couples' Finances (11:24) Resentment Red Flags in Relationships (13:47) Invisible Labor to Task Ownership (18:26) Financial Transparency for Couples (21:49) Money Dates That Don't Derail (26:48) Different Risk Tolerances in a Relationship (31:00) Co-Authoring Money Together (33:32) Lightning Round for Couples Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com) Disclosure: This content, which contains security-related opinions and/or information, is provided for informational purposes only and should not be relied upon in any manner as professional advice, or an endorsement of any practices, products or services. There can be no guarantees or assurances that the views expressed here will be applicable for any particular facts or circumstances, and should not be relied upon in any manner. You should consult your own advisers as to legal, business, tax, and other related matters concerning any investment. The commentary in this "post" (including any related blog, podcasts, videos, and social media) reflects the personal opinions, viewpoints, and analyses of the Plancorp LLC employees providing such comments, and should not be regarded the views of Plancorp LLC. or its respective affiliates or as a description of advisory services provided by Plancorp LLC or performance returns of any Plancorp LLC client. References to any securities or digital assets, or performance data, are for illustrative purposes only and do not constitute an investment recommendation or offer to provide investment advisory services. Charts and graphs provided within are for informational purposes solely and should not be relied upon when making any investment decision. Past performance is not indicative of future results. The content speaks only as of the date indicated. Any projections, estimates, forecasts, targets, prospects, and/or opinions expressed in these materials are subject to change without notice and may differ or be contrary to opinions expressed by others. Please see disclosures here.
Venus enters Libra by the beginning of November, strengthening the Sun's weaker position and encouraging cooperation after a period of less-than-ideal relational transits. Fairness may prevail, but tension between Mercury and Mars in Scorpio continues to test peaceful negotiation.When Mercury stations retrograde on November 9, returning to clash with Mars for a second time on November 12, communication issues may resurface, potentially escalating into further conflict. This is likely to show some disturbances in travel and technologies. In our communications, it's likely to set something off.Mars' aspect to the North Node (Rahu) in Aquarius triggers revolutionary change, although Saturn's continued conjunction with Neptune in Pisces adds to the uncertainty that has been ever-present in recent months. This has led to a feeling of being caught between two worlds: between what is (Saturn) and what could be (Neptune). Jupiter, exalted but retrograde in Cancer, by November 11, brings alternating waves of hope and doubt. Its retrograde at the first degree of Cancer keeps progress feeling stalled, as optimism wavers when results are not forthcoming. This may feel more like Jupiter's debilitation in Capricorn, but remind yourself that it will return here in June 2026. Whatever sense you get of what is possible now, keep the faith if these things are delayed.Supportive links among Mercury, Mars, Jupiter, Saturn, and Neptune hint at cautious optimism, even if events don't unfold as planned in November. Mercury's retrogression into Libra by November 23 asks us to reassess the details of the negotiations before we can move forward. With Venus moving into Scorpio by November 26, their crossover between Libra and Scorpio is a warning trigger for the end of peaceful conversations, promoting tougher discussions.November is a Mars-type month, with Mars in Scorpio as planets transit alongside, and with the New and Full Moons in Mars' signs: The New Moon on November 5 is in Aries; the Full Moon on November 20 is in Scorpio.Yet this may not be an obvious Mars-like impulse, as April is, for example. This is when the Sun enters Aries, when we're generally full of energy and drive to do something new. In November, planets' transits through Scorpio are more inward and downwards, drilling down into our depths to find the strength within, before we begin anything.With Jupiter holding its ground opposite Pluto in Capricorn, we're reminded to have faith in meaningful progress, even amid slow or uncertain developments.
Aktuell sorgt eine Diskussion für Aufsehen – es geht um die sogenannte „Blood Rule", also den Ausschluss aus dem Wettbewerb, sobald am Pferd Blut zu sehen ist. Dass dieses Thema immer wieder aufkommt – diesmal aus dem Springsport – zeigt einmal mehr: Wir dürfen nicht still werden, wenn es um einen fairen und respektvollen Umgang mit dem Pferd, besonders im Sport, geht.
Women's professional basketball has been on a roll, enjoying record growth, and it keeps getting better. The WNBA recently signed a massive television contract, merchandise sales have increased, and attendance has reached historic levels, including right here in New York at the New York Liberty games. Yet the players responsible for that growth don't get a single share of all that revenue – and that's at the center of a contract fight that has the attention of the entire union movement in New York. On the latest Union Strong podcast, Terri Carmichael Jackson, the Executive Director of the Women's National Basketball Players Association, discusses what is at the center of this fight. Resources: Follow @TheWNBPA on Instagram, Twitter and Threads WNBPA Letter Campaign: https://actionnetwork.org/letters/wnba-players-deserve-a-higher-salary-and-better-working-conditions?source=union-hall&referrer=group-new-york-state-afl-cio See the NYS AFL-CIO letter to Commissioner Engelbert: https://nysaflcio.org/press-releases/20251025-wnbpa Watch “Shattered Glass: A WNBPA Story”: https://tubitv.com/movies/100014374/shattered-glass-a-wnbpa-story
In this episode of the Sweat Elite Podcast, hosts Matt and Luke discuss several key topics in the running world, including the three-year doping ban of Women's Marathon World Record Holder Ruth Chepngetich by the AIU. They review notable performances from the recent Valencia Half Marathon and delve into Luke's updated training regime and blood test results post-Chicago Marathon. The episode also covers the Olympic qualifying standards for US marathoners, highlighting the differences in criteria between men and women, and debates potential improvements in anti-doping measures. Be coached by Matt: https://www.sweatelitecoaching.com/coaching-2025 Join the Shareholders Club / Private Podcast Feed: https://www.sweatelite.co/shareholders Luke Instagram: https://www.instagram.com/lukeandrewkeogh/ Luke Training Log - Strava: https://www.strava.com/athletes/87061348/ Matt Instagram: https://www.instagram.com/mattinglisfox/ Matt Training Log - Strava: https://www.strava.com/athletes/6248359 Contact Matt: matt@sweatelite.co 00:00 Introduction 00:52 Luke's Training Updates and Health Insights 11:08 Ruth Chepngetich Doping Scandal 25:17 The Debate on Doping and Fairness 28:31 Valencia Half Marathon Results 31:44 USA Olympic Trials Qualifying Times Discussion 49:37 Conclusion and Shareholders Club
What happens when money dynamics shift inside a relationship—and how do couples find fairness when life, careers, and income change?In this episode, Melissa Joy, CFP® sits down with Heather and Douglas Boneparth, the powerhouse couple behind Money Together: How to Find Fairness in Your Relationship and Become an Unstoppable Financial Team.Heather, a former corporate lawyer, and Douglas, founder of Bonafide Wealth in New York City, open up about how their own experiences as partners, parents, and business owners inspired the book—and why talking about money as a team is harder (and more important) than ever.Together, they explore:⚖️ How power dynamics around money evolve over time—and what couples can do to keep conversations fair and balanced
In this episode, we speak with Mauricio Guardado, general manager of United Water Conservation District, about their fight for fairness in water policy. A recent federal court ruling allows the government to take most of a community's water without compensation, citing species protection—even when the science doesn't support it. United Water is pushing back, demanding that environmental decisions be based on credible science and the rule of law. Listen to learn how this landmark case could reshape regulatory accountability and the future of water management across the country. Podcast Recorded on October 23, 2025
Heute reden wir über die vielleicht beste Folge der aktuellen „Sommerhaus der Stars“-Staffel
SUBSCRIBE TO JORDAN'S FREE NEWSLETTER. Get the facts, without the spin. UNBIASED offers a clear, impartial recap of US news, including politics, elections, legal news, and more. Hosted by lawyer Jordan Berman, each episode provides a recap of current political events plus breakdowns of complex concepts—like constitutional rights, recent Supreme Court rulings, and new legislation—in an easy-to-understand way. No personal opinions, just the facts you need to stay informed on the daily news that matters. If you miss how journalism used to be, you're in the right place. In today's episode: Shutdown Fairness Act Fails in Senate But So Do Two Other Measures That Would Pay Federal Employees (0:12) Anonymous Donor Behind $130M Military Donation Revealed; Can the DoD Accept Such a Large Donation? (6:52) SNAP Funding to Expire November 1; Here's What You Need to Know (15:33) Will Trump Seek a Third Term? Here's What He Says and What the Constitution Says (27:58) Democrats on House Committees Investigate Trump's $230M Claim Against DOJ (32:04) Quick Hitters: Trump Undergoes MRI Scan, Republicans Urge Leaders to Consider ACA Credit Extension, Two U.S. Navy Aircraft Go Down in South China Sea, New Poll Shows Tightening Gap in NYC Mayoral Race, Judge to Issue Ruling on Tyler Robinson's Court Attire (36:45) Critical Thinking Segment (39:36) SUBSCRIBE TO JORDAN'S FREE NEWSLETTER. Watch this episode on YouTube. Follow Jordan on Instagram and TikTok. All sources for this episode can be found here. Learn more about your ad choices. Visit podcastchoices.com/adchoices
What happens when organizations racing to survive suddenly scrub "equity" and "justice" from their websites—without asking the communities they serve? Dr. Philip Alberti, founding director of the AAMC Center for Health Justice, joins host Corey Dion Lewis for a powerful conversation about the real cost of changing language without changing process.In this episode, Philip breaks down why speed matters, how community engagement isn't optional, and what it really means to build health equity for ALL communities—yes, including white ones. From navigating existential threats to imagining cross-racial movements for justice, this conversation challenges health equity professionals to hold the line on values while adapting to a hostile landscape.Whether you're a health equity champion feeling the squeeze, a leader struggling with messaging, or someone who believes thriving communities are possible for everyone, this episode offers both validation and a roadmap forward.Show NotesIn This Episode:[00:00] Introduction - The LinkedIn post that started it all: "The more our organizations change their language, the less their communities trust them"[03:10] The real existential threats facing health equity work—and the hidden cost of quick compliance[05:29] Why the speed of institutional language changes sent the wrong message to communities[08:18] The "health equity tourists" who jumped ship—and why that might not be all bad[09:09] If health equity benefits everyone, why is it so divisive in 2025? Where did we lose the thread?[11:25] Addressing the elephant in the room: health equity for ALL communities, including white ones[13:10] Unpacking the false narrative that health equity creates winners and losers[16:30] Why Black and Brown champions shouldn't have to build bridges—and Philip's fantasy nonprofit "The Daves"[18:09] What's truly non-negotiable when it comes to language and messaging[19:00] The 10 core principles of authentic community engagement from the National Academies model[22:01] How to actually start building community partnerships (spoiler: just listen first)[24:43] The organizational infrastructure changes that make community engagement possible[27:57] What gives Philip hope: surprising public opinion data showing cross-ideological agreement[31:49] Real-world example: Community Works and building relationships across political divides[32:14] Health justice as both aspiration and operational framework—making the process the productKey Resources Mentioned:AAMC Center for Health Justice: AAMCHealthJustice.orgAAMC Principles of Trustworthiness ToolkitAAMC CHARGE (Collaborative for Health Equity Act Research Generate Evidence) - free to join, 1,800+ membersDr. Philip Alberti's article: "Health Equity Benefits All Communities" National Academies model of assessing meaningful engagementDr. Sarah Gollust's communication research on population health equityCommunity Works organization featured in The NationThe Vital Conditions for Health and Well-beingGuest Bio:Dr. Philip Alberti is the founding director of the AAMC Center for Health Justice, where he leads work at the intersection of community engagement, health equity research, and policy change. A community-engaged scientist and practitioner by training, Philip brings experience from public health departments and a commitment to building trustworthy partnerships that center community wisdom. As a gay white man, he entered this work thinking about class-based and LGBTQ+ inequities, and now champions a tent big enough for all communities to thrive.Connect with Dr. Philip Alberti:AAMC Center for Health Justice: AAMCHealthJustice.orgJoin AAMC CHARGE (free membership): Visit website for detailsStay Connected & Support the Show:Want to keep up with conversations like this that challenge the status quo and center community voices? Sign up for The Healthy Project newsletter at www.healthyproject.co for exclusive insights, resources, and updates you won't want to miss.Love what you're hearing? Support independent podcasting that prioritizes truth over trends. Join THP+ for just $5/month and get bonus content, early access to episodes, and the satisfaction of knowing you're fueling more conversations that matter.Visit www.healthyproject.co to subscribe and support today. ★ Support this podcast ★
Join Eric, @GeorgeStein, @TimAndrewsHere, @Autopritts, @JaredYamamoto, Greg, and George LIVE on 95.5 WSB from 3pm-7pm as they chat about thin-skinned politicians, lazy buskers, Japanese butt-breathing, and so much more! *New episodes of our sister shows: The Popcast with Tim Andrews and The Nightcap with Jared Yamamoto are available as well!
Erika Evans, a former federal and city prosecutor, is campaigning for the position of City Attorney in Seattle with a commitment to restoring fairness, rebuilding trust, and ensuring justice for all. Her platform emphasizes the importance of balance, compassion, and community within the City Attorney's Office. Evans, who carries a family legacy of civil rights and public service, has received an endorsement from The Seattle Medium. She seeks to leverage her professional experience and personal conviction in her pursuit of the role. Interview By Chris B. Bennett.
How do professionals in the legal community help protect and enhance the civil rights we all deserve? Guest Capri Maddox is the executive director of the Los Angeles Civil + Human Rights and Equity Department, working to ensure Los Angeles is a city of belonging, justice, and a welcoming space for all. She's an attorney, but she also worked as a paralegal professional, and she recognizes how big projects depend on every level of the legal team. As a former prosecutor, Maddox says she knows no city can arrest its way to safety. Described as “a powerhouse of purpose,” she believes the only way to ensure public safety is to make sure everyone feels included, feels represented, and feels that justice works for all, not just a few. Her team's latest campaign is a simple, yet powerful project called “Just Say Hello.” The idea is that if people say “hello” to a stranger once in a while, it can create a friendlier, more inclusive city. As she notes, it's unlikely someone will mistreat someone if they've just said “hello” to each other. Hear how we can all do something in our own communities to ensure everyone feels welcome, respected, safe, and empowered. NALA, The Paralegal Association NALA Conference & Expo 2026 Los Angeles Civil + Human Rights and Equity Department LAIsForEveryone.com “LA Civil Rights Celebrates ‘Just Say Hello' Campaign Citywide for International Friendship Day 2025” The LA For All Campaign “I Belong. You Belong. We Belong. Theme for Fourth Annual LA For All Week” LA Law Day 2025 Using social media? The campaigns' hashtag is #LAIsForAll Learn more about your ad choices. Visit megaphone.fm/adchoices
How do professionals in the legal community help protect and enhance the civil rights we all deserve? Guest Capri Maddox is the executive director of the Los Angeles Civil + Human Rights and Equity Department, working to ensure Los Angeles is a city of belonging, justice, and a welcoming space for all. She's an attorney, but she also worked as a paralegal professional, and she recognizes how big projects depend on every level of the legal team. As a former prosecutor, Maddox says she knows no city can arrest its way to safety. Described as “a powerhouse of purpose,” she believes the only way to ensure public safety is to make sure everyone feels included, feels represented, and feels that justice works for all, not just a few. Her team's latest campaign is a simple, yet powerful project called “Just Say Hello.” The idea is that if people say “hello” to a stranger once in a while, it can create a friendlier, more inclusive city. As she notes, it's unlikely someone will mistreat someone if they've just said “hello” to each other. Hear how we can all do something in our own communities to ensure everyone feels welcome, respected, safe, and empowered. NALA, The Paralegal Association NALA Conference & Expo 2026 Los Angeles Civil + Human Rights and Equity Department LAIsForEveryone.com “LA Civil Rights Celebrates ‘Just Say Hello' Campaign Citywide for International Friendship Day 2025” The LA For All Campaign “I Belong. You Belong. We Belong. Theme for Fourth Annual LA For All Week” LA Law Day 2025 Using social media? The campaigns' hashtag is #LAIsForAll Learn more about your ad choices. Visit megaphone.fm/adchoices
Dr Jamie-Lee Rahiri is on a mission to tackle inequities in the health care system.
Stephen Grootes speaks to Leila Ebrahimi- PwC’s Reward Partner about the 2025 Directors Remuneration and Trends report, which reveals a rebound in executive pay, outpacing inflation and reflecting stronger performance-linked remuneration, rising shareholder scrutiny, and a growing emphasis on fairness, transparency, and alignment with global practices. In other interviews, Bronwyn Williams, Trend Translator and Future Finance Specialist at Flux Trends explains how the shifting economics of luxury—from opulent goods like Château d’Yquem to exclusive experiences—reflect deeper changes in scarcity, status, and the value of visibility in a world where financial inclusion and innovation are reshaping what it means to be truly elite. The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape. Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 and 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa Follow us on social media 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.
Stephen Grootes speaks to Leila Ebrahimi- PwC’s Reward Partner about the 2025 Directors Remuneration and Trends report, which reveals a rebound in executive pay, outpacing inflation and reflecting stronger performance-linked remuneration, rising shareholder scrutiny, and a growing emphasis on fairness, transparency, and alignment with global practices The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape. Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 and 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa Follow us on social media 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.
The episode challenges the familiar “open versus closed” framing of AI systems. Sharma argues that openness is not inherently good or bad—it is an instrumental choice that should align with specific policy goals. She introduces a seven-part taxonomy of AI—compute, data, source code, model weights, system prompts, operational records and controls, and labor—to show how each component interacts differently with innovation, safety, and governance. Her central idea, differential openness, suggests that each component can exist along a spectrum rather than being entirely open or closed. For instance, a company might keep its training data private while making its system prompts partially accessible, allowing transparency without compromising competitive or national interests. Using the example of companion bots, Sharma highlights how tailored openness across components can enhance safety and oversight while protecting user privacy. She urges policymakers to adopt this nuanced approach, applying varying levels of openness based on context—whether in public services, healthcare, or defense. The episode concludes by emphasizing that understanding these layers is vital for shaping balanced AI governance that safeguards public interest while supporting innovation.How can regulators determine optimal openness levels for different components of AI systems? Can greater transparency coexist with innovation and competitive advantage? What governance structures can ensure that openness strengthens democratic accountability without undermining safety or national security?Episode ContributorsChinmayi Sharma is an associate professor of law at Fordham Law School in New York. She is a nonresident fellow at the Stoss Center, the Center for Democracy and Technology, and the Atlantic Council. She serves on Microsoft's Responsible AI Committee and the program committees for the ACM Symposium on Computer Science and Law and the ACM Conference on Fairness, Accountability, and Transparency.Shruti Mittal is a research analyst at Carnegie India. Her current research interests include artificial intelligence, semiconductors, compute, and data governance. She is also interested in studying the potential socio-economic value that open development and diffusion of technologies can create in the Global South.Suggested Readings Unbundling AI Openness by Parth Nobel, Alan Z. Rozenshtein, and Chinmayi Sharma. Tragedy of the Digital Commons by Chinmayi Sharma. India's AI Strategy: Balancing Risk and Opportunity by Amlan Mohanty and Shatakratu Sahu. Every two weeks, Interpreting India brings you diverse voices from India and around the world to explore the critical questions shaping the nation's future. We delve into how technology, the economy, and foreign policy intertwine to influence India's relationship with the global stage.As a Carnegie India production, hosted by Carnegie scholars, Interpreting India, a Carnegie India production, provides insightful perspectives and cutting-edge by tackling the defining questions that chart India's course through the next decade.Stay tuned for thought-provoking discussions, expert insights, and a deeper understanding of India's place in the world.Don't forget to subscribe, share, and leave a review to join the conversation and be part of Interpreting India's journey.
In this special live episode, Sophia interviews Bethany Hamilton —the “Soul Surfer” whose grit and grace have inspired millions. Bethany shares how her childhood faith became her own, what got her back in the water just weeks after losing her arm at 13, and how she's now surfing, homeschooling, and raising four adventurous kids.They dive into:Faith that fuels resilience: from hospital bed to national titles and the Unstoppable documentaryJoyful motherhood: cultivating a home where kids thrive, mentorship for girls, and choosing family firstWomen's sports & fairness: Bethany's public stand after WSL policy changes and what she hopes fathers and communities will doWhen convictions cost: parting ways with a longtime sponsor, trusting God with provision, and stewarding influence wellPro-life conviction: why she spoke at March for Life and partners with life-affirming companiesPractical encouragement: scripture that anchors her, guarding your home as your first “arena,” and raising teens with truth and loveRecorded live at California Family Council's Life • Family • Liberty Gala.HighlightsHow to support daughters facing unfair competition—and why men should speak upHonest talk on fame, privacy, and choosing a simple, connected family lifeA mother's heart: inspiring young women to look forward to motherhood
I'm thrilled to share this remarkable and insightful discussion with Sonia Roldan, UnitedAg's Member Services Manager. Together, we unravel the significant role of empathy in healthcare and its impact on forging a sustainable business model. Throughout the conversation, Sonia's unwavering commitment to helping others shines through, emphasizing the significance of personalized care and empathy in the healthcare industry. Sonia shares her upbringing in the agriculture industry and how witnessing her family's struggles became the driving force behind Sonia's life mission of assisting others, rooted in the golden rule of treating people as she would want her family to be treated. We delve into Sonia's approach to cultivating a team that embodies empathy, fostering a positive work environment. She shares her goal of instilling passion within her team, highlighting the authentic member-centric approach at UnitedAg, where going the extra mile is not just a statement but a genuine commitment. Sonia concludes by sharing one poignant moment that showcases the emotional depth of her work, even in stories that may not always have a happy ending.This episode is sponsored by UnitedAg, one of the largest association health plans to offer healthcare to the agriculture industry of California and Arizona. Kirti Mutatkar, President and CEO of UnitedAg. Reach me at kmutatkar@unitedag.org, www.linkedin.com/in/kirtimutatkarUnitedAg website - www.unitedag.orgEpisode Contributors - Sonia Roldan, Kirti Mutatkar, Dave Visaya, Rhianna MaciasThe episode is also sponsored by Brent Eastman Insurance Services Inc. - https://brenteastman.com/BlueShield of California - https://www.blueshieldca.com/EliteMedical - https://www.elitecorpmed.com/Gallagherhttps://www.ajg.com/SAINMedical https://sainmedical.com/
Diese Folge startet mit einem Geständnis: Tobi erzählt warum er beim Intro der letzten Folge schneiden musste und warum der Start in diese Folge wieder ohne Tee ausfällt.
Meanwhile in Memphis conversations showcase collaboration in Memphis and beyond, and tody's episode is part of a mini-series within the show: Legislately with Shelby County Mayor Lee Harris. This collaboration will bring together experts and local leaders to amplify the way leaders in our community are learning, collaborating, innovating, and working to set Memphis and Shelby County up for success. Today's installment features a conversation with Beto Sanchez (Starbucks employee and member of Memphis 7) and Jessica Stewart (SEIU Local 205). Resources mentioned in this episode include: "The Memphis 7" SEIU Local 205 Starbucks Workers United origin story in Buffalo, NY Previous installments of Legislately with Shelby County Mayor Lee Harris can be found here, here, here, and here What the Memphis Seven Decision Means for Starbucks Workers National Labor Relations Board McKinney v Starbucks Corp.
If you're exhausted by the circus and just want straight talk, meet Joe D'Orsie—Pennsylvania State Rep for the 47th (Eastern York County). Joe's the guy who goes home to his family after session, hosts real “Java with Joe” town halls, and votes with facts over feelings. We get into what actually hits home: term limits, keeping girls' sports for girls, free speech on campus, and school choice that helps families—not systems.We walk through how politics should work—listen first, push good policy, skip the “keep my seat” game. Joe breaks down his Dads Defending Daughters Act (HB 1849), why anonymous campus “bias reports” need to go, and how he helped deliver a bipartisan win (HB 355) that toughened penalties for adults who prey on minors. We also hit AI and data centers at the local level, what it means to serve a district instead of a party, and why making law from raw emotion almost always backfires.If you want America-first results without the drama, this one's for you.Check out Joe's podcast Straight to the Point on Apple Podcasts and Spotify.https://podcasts.apple.com/us/podcast/straight-to-the-point-with-joe-dorsie/id1710599325Order our LOW ACID COFFEE “THE BROADCAST BREW” — thank you to Cool Beans Coffee Brewery for your partnership!https://www.coolbeanscoffeemi.com/product-page/broadcast-brew-low-acid-blendSubscribe for full conversations and weekly clips.Share this with someone who needs it today.Comment your biggest takeaway.About The Dillon England ShowOur mission is authentic conversation with interesting people across personal growth, entrepreneurship, and lifestyle improvement while keeping it entertaining and informative.Connect with DillonTwitter: https://twitter.com/imdillonenglandLinkedIn: https://www.linkedin.com/in/dillonmengland/Facebook: https://www.facebook.com/dillon.england.5Become a supporter of this podcast: https://www.spreaker.com/podcast/the-dillon-england-show--6370921/support.
Love is a gift that we need to recognize and thank God for each day. As we realize that everything is a gift from God, we can then respond in an attitude of thanksgiving.
Is it justice or revenge when the rules finally get applied both ways? After years of Democrats weaponizing lawfare against conservatives, President Trump's team is now turning the same playbook back on the Left — and it's got everyone talking. Are we witnessing the return of balance under the law, or the start of a dangerous new norm in American politics? Studio Sponsor: Cardio Miracle - "Unlock the secret to a healthier heart, increased energy levels, and transform your cardiovascular fitness like never before.": CardioMiracle.com/TBNS In this episode of The Brian Nichols Show, Brian sits down with former Assistant U.S. Attorney Michael J. Wynne, one of Texas's top public corruption attorneys, to break down the rise of political prosecutions in America. From the original “lawfare” waged against grassroots conservatives to the Trump administration's current pursuit of figures like James Comey and George Soros — no stone is left unturned. Michael explains the difference between legitimate prosecutions and politically motivated witch hunts, detailing how lawfare drained conservative resources for years through frivolous lawsuits and intimidation tactics. He offers firsthand insight from his time as a federal prosecutor, explaining how the justice system got weaponized — and what it'll take to bring it back under control. Brian and Michael also dive into the controversy surrounding the Comey indictment, the FBI's double standards, and the ever-present shadow of the Epstein scandal. Their candid back-and-forth unpacks how selective justice and the nonstop 24-hour news cycle keep Americans divided — and why reforming both might be the only way out. If you're tired of seeing justice used as a political weapon and want to understand what's really happening behind the scenes, this is the episode you can't afford to skip. Get ready for straight talk, sharp analysis, and a message of hope: America's system can still be saved — but only if we have the courage to face the truth. ❤️ Order Cardio Miracle (CardioMiracle.com/TBNS) for 15% off and take a step towards better heart health and overall well-being!
In this episode of Born to Be a Sports Agent, former NFLPA Executive Director DeMaurice Smith joins Jill McBride Baxter to discuss his book Turf Wars and the battles that have shaped the NFL. From the fight for guaranteed contracts to exposing collusion by owners, Smith shares insider stories about the power struggles between players and management. He also reflects on the integration of Black players in the league, Tom Brady's leadership role in the union, and what these lessons mean for the future of the NFL and its athletes. Buy De book at www.turfwarsbook.com Call Jill to set up a meeting if you need representation. https://calendly.com/jillbaxter/one-on-one-meeting Visit Jill's Website Jill's Website Subscribe to Jill's Podcast
Is it justice or revenge when the rules finally get applied both ways? After years of Democrats weaponizing lawfare against conservatives, President Trump's team is now turning the same playbook back on the Left — and it's got everyone talking. Are we witnessing the return of balance under the law, or the start of a dangerous new norm in American politics? Studio Sponsor: Cardio Miracle - "Unlock the secret to a healthier heart, increased energy levels, and transform your cardiovascular fitness like never before.": CardioMiracle.com/TBNS In this episode of The Brian Nichols Show, Brian sits down with former Assistant U.S. Attorney Michael J. Wynne, one of Texas's top public corruption attorneys, to break down the rise of political prosecutions in America. From the original “lawfare” waged against grassroots conservatives to the Trump administration's current pursuit of figures like James Comey and George Soros — no stone is left unturned. Michael explains the difference between legitimate prosecutions and politically motivated witch hunts, detailing how lawfare drained conservative resources for years through frivolous lawsuits and intimidation tactics. He offers firsthand insight from his time as a federal prosecutor, explaining how the justice system got weaponized — and what it'll take to bring it back under control. Brian and Michael also dive into the controversy surrounding the Comey indictment, the FBI's double standards, and the ever-present shadow of the Epstein scandal. Their candid back-and-forth unpacks how selective justice and the nonstop 24-hour news cycle keep Americans divided — and why reforming both might be the only way out. If you're tired of seeing justice used as a political weapon and want to understand what's really happening behind the scenes, this is the episode you can't afford to skip. Get ready for straight talk, sharp analysis, and a message of hope: America's system can still be saved — but only if we have the courage to face the truth. Order Cardio Miracle (CardioMiracle.com/TBNS) for 15% off and take a step towards better heart health and overall well-being!Submit Listener Questions to brian@briannicholsshow.com to hear your questions and perspectives answered and shared each and every week! WATCH The Brian Nichols Show, available on YouTube & Rumble. With over 1025 episodes featuring local candidates, elected officials, economists, CEOs, and more, each show educates, enlightens, and informs. Follow Brian on social media: X.com/Twitter (https://www.briannicholsshow.com/twitter) & Facebook (https://www.briannicholsshow.com/facebook) Don't forget to like, share, and subscribe to The Brian Nichols Show for more captivating interviews and insights into common sense solutions for local problems! Don't miss the Expat Money Online Summit (Oct 10–12) — a free online event on protecting wealth, lowering taxes, and securing a Plan B. Get your ticket at ExpatMoneySummit.com and use promo code LIONS for 20% off VIP access! Learn more about your ad choices. Visit megaphone.fm/adchoices
Carnegie Mellon business ethics professor Derek Leben joins Kevin Werbach to trace how AI ethics evolved from an early focus on embodied systems—industrial robots, drones, self-driving cars—to today's post-ChatGPT landscape that demands concrete, defensible recommendations for companies. Leben explains why fairness is now central: firms must decide which features are relevant to a task (e.g., lending or hiring) and reject those that are irrelevant—even if they're predictive. Drawing on philosophers such as John Rawls and Michael Sandel, he argues for objective judgments about a system's purpose and qualifications. Getting practical about testing for AI fairness, he distinguishes blunt outcome checks from better metrics, and highlights counterfactual tools that reveal whether a feature actually drives decisions. With regulations uncertain, he urges companies to treat ethics as navigation, not mere compliance: Make and explain principled choices (including how you mitigate models), accept that everything you do is controversial, and communicate trade-offs honestly to customers, investors, and regulators. In the end, Leben argues, we all must become ethicists to address the issues AI raises...whether we want to or not. Derek Leben is Associate Teaching Professor of Ethics at the Tepper School of Business, Carnegie Mellon University, where he teaches courses such as “Ethics of Emerging Technologies,” “Fairness in Business,” and “Ethics & AI.” Leben is the author of Ethics for Robots (Routledge, 2018) and AI Fairness (MIT Press, 2025). He founded the consulting group Ethical Algorithms, through which he advises governments and corporations on how to build fair, socially responsible frameworks for AI and autonomous Transcript AI Fairness: Designing Equal Opportunity Algorithms (MIT Press 2025) Ethics for Robots: How to Design a Moral Algorithm (Routledge 2019) The Ethical Challenges of AI Agents (Blog post, 2025)
In this episode of Building Better Developers, hosts Rob Broadhead and Michael Meloche continue their insightful conversation with Adam Malone, exploring how trust and reliability drive stronger teams and foster more robust customer relationships. We pick up with Adam, who opens by emphasizing that reliability begins with consistency. Teams should revisit their guiding principles every couple of weeks—not just at the start of a project. These regular check-ins foster alignment, identify minor missteps early, and maintain clear priorities. “Even if it feels repetitive, that one time someone speaks up can save weeks of rework,” Adam explains. He adds, It's not about being flawless. It's about being consistent, accountable, and transparent—values that transform principles from words into action. Reinforcing Reliability Through Shared Principles Reliable teams share a standard compass. Adam recommends boiling down guiding principles to one or two clear slides so everyone can easily reference them during meetings. When conflict arises, those principles provide the framework for productive discussions. Rather than asking who's right, teams can ask: Does this decision align with our values? “That constant reinforcement builds reliability,” Adam says. “It keeps everyone anchored, no matter who's leading the conversation.” This shared structure enables teams to make consistent, principle-driven decisions—an essential component of long-term reliability. Extending Reliability to the Customer Experience Michael then turns the discussion outward: how does this translate to the customer experience? Adam explains that reliability for customers begins with a clear definition. Many organizations claim to deliver “great service,” but few define what that means in concrete, repeatable terms. Is it speed? Fairness? Empathy? When teams clearly define those expectations—how to handle complaints, returns, or exceptional cases—they make it a measurable concept. “We all own the customer experience,” Adam emphasizes. “It's not one department's job—it's everyone's responsibility.” By conducting after-action reviews and evaluating whether customer interactions align with agreed principles, businesses ensure that it becomes a company-wide culture rather than a customer-service function. The Three Elements of Reliability Adam breaks reliability into three key elements that inspire trust: empathy, authenticity, and performance. Empathy – Customers recognize reliability when they feel heard. Confirming concerns and restating issues shows genuine care. Authenticity – True reliability requires sincerity. People can spot a scripted response immediately; being real always resonates. Performance – Reliability is proven when promises are met. Even small, predictable actions—like sending updates exactly when promised—reinforce credibility. “Reliability is the visible form of trust,” Adam says. “It's how people know we'll do what we say.” These principles work equally well for internal teams, turning accountability into culture. Aligning Internal and External Reliability Adam also shares how teams can connect internal with external outcomes. In his “out-of-the-box” sessions, team members from every department—engineering, operations, and customer service—gather to experience a product exactly as a customer would. “Every process has a supplier and a receiver,” Adam explains. “Bringing them together helps everyone understand how reliability feels from start to finish.” This hands-on approach highlights where it breaks down and how teams can collaboratively improve it. It bridges gaps between departments and strengthens the company's overall dependability. Reliability Through Early, Honest Conversations Adam closes with one of the episode's most memorable points: reliability thrives on honesty. Avoiding tough conversations damages trust. “The argument's going to happen eventually,” he says. “Like bad fish, it doesn't get better with age.” By addressing conflicts early, teams preserve transparency, reduce frustration, and maintain consistent reliability across every relationship—internal or external. Final Thoughts In this powerful continuation of their discussion, Adam Malone reminds listeners that reliability is more than a process—it's a promise. From steady communication to authentic customer care, reliable organizations earn trust through consistent action. Reliability is what transforms teams into partners and customers into advocates. It's not built in a day—it's proven every day. Connect with Adam Malone If you enjoyed this conversation and want to learn more from Adam, he's always open to sharing insights and connecting with like-minded professionals. LinkedIn: Adam Malone on LinkedIn Website: http://thetenaciousoperator.com/ Visit him on LinkedIn and drop him a message to continue the discussion around leadership, reliability, and building consistent customer experiences. Stay Connected: Join the Developreneur Community We invite you to join our community and share your coding journey with us. Whether you're a seasoned developer or just starting, there's always room to learn and grow together. Contact us at info@develpreneur.com with your questions, feedback, or suggestions for future episodes. Together, let's continue exploring the exciting world of software development. Additional Resources The Leadership Leap: Habits That Elevate Developers to New Heights Turning Feedback into Future Success: A Guide for Developers Satisfy The Customer – The Agile Manifesto Building Better Foundations Podcast Videos – With Bonus Content
Episode 279 of The Business Development Podcast, The 10 Unspoken Laws of Trust, dives deep into the unseen foundation behind every successful relationship, deal, and opportunity: trust. Kelly explores how trust shapes human behavior, why it's not automatic despite being essential to society, and the ten unspoken laws that quietly govern how we build and maintain it. From honesty and reciprocity to fairness, accountability, and transparency, this episode uncovers the hidden social and biological frameworks that make trust the cornerstone of business and life.In the second half, Kelly breaks down how to intentionally build trust in business development using five powerful steps rooted in human psychology. He explains how safety, consistency, competence, empathy, and follow-through work together to calm the brain's natural defense system and open the door to real connection. The result is a masterclass on transforming reliability into loyalty — and why, in a world full of noise, predictability and authenticity are the ultimate business advantage.Key Takeaways: 1. Trust is the silent force that drives every deal, relationship, and opportunity in business development—it's the real currency behind every transaction.2. Society relies on trust to function, but it's not automatic because our biology evolved to protect us before it connects us.3. Words and promises form the foundation of trust; when they're broken, the entire system of communication and reliability collapses.4. Fairness, accountability, and reciprocity are natural laws of trust that make cooperation possible and keep relationships stable.5. Predictability is the cornerstone of trust—when people know what to expect, their fear response quiets and loyalty forms.6. Transparency builds safety; secrecy breeds suspicion. Sharing your process and progress openly earns long-term confidence.7. Reputation is trust's shortcut—each fulfilled promise becomes proof of credibility and a signal to others that you're dependable.8. Trust isn't built on perfection, but on consistency; reliability over time is what transforms confidence into loyalty.9. To earn trust faster, focus on emotional safety, consistency, competence, empathy, and follow-through in every interaction.10. The goal of business development isn't to persuade—it's to help the human nervous system decide, “I'm safe with you,” because that's when opportunity. We're proud to be finalists in the 2025 Signal Awards — the only Canadian
Behavioral Science For Brands: Leveraging behavioral science in brand marketing.
In this episode, we talk with William Poundstone, author of Priceless, about how pricing psychology shapes behavior. From anchoring and fairness to flat-rate bias, we explore how marketers can use behavioral science to influence value perception and drive smarter pricing decisions.
Welcome back to Inside Talent — the podcast that digs into the people, tech, and trends shaping the future of hiring.In this episode, host Craig Fisher talks with Adam Stokar, founder of Talent Llama, about the rise of AI-driven interviews and a new hiring philosophy called The Fairness Factor. What if the resume wasn't the deciding factor? What if screening could be faster, more objective, and better for candidates?This conversation unpacks:What “The Fairness Factor” really means in modern recruitingWhy dynamic skills inference beats keyword filteringHow Talent Llama helps teams screen thousands fairly and efficientlyAdam's founder journey and vision for unbiased, scalable hiringThe future of TA tech — and where humans still matter most
What does leadership look like at the highest levels of service? SUMMARY In this episode of Long Blue Leadership, Col. (Ret.) Michael Black '85 discusses his journey from cadet to commanding the White House Communications Agency. He reflects on what it means to be a calm, steady presence in high-pressure environments — and how small daily practices can shape a lifetime of leadership. The full episode is now available. SHARE THIS PODCAST FACEBOOK | LINKEDIN MICHAEL'S LEADERSHIP TAKEAWAYS Develop a personal leadership philosophy that guides your actions (like Michael's 5F's: Family, Fitness, Flying, Fairness, and Fun). Always be aware that people are watching you and learning from your example, even when you don't realize it. Nurture relationships continuously - they are critical for long-term success and mentorship. Practice empathy and compassion, especially during difficult moments like delivering challenging news Maintain a holistic approach to fitness - physical, mental, and spiritual well-being are interconnected. Take pride in leaving organizations better than you found them and focus on developing future leaders. Be fair and be perceived as fair - understanding different perspectives is crucial to effective leadership. Incorporate fun and balance into your professional life to maintain team morale and personal resilience. Stay connected to your roots and be willing to mentor the next generation, sharing your experiences and lessons learned. Continuously practice self-reflection and ensure you're living up to your core values and leadership principles. CHAPTERS Chapter 1 - 0:00:00 - 0:08:55: Family and Military Roots Michael Black shares his background as a military brat and the educational legacy of his family. Chapter 2 - 0:08:55 - 0:12:10: Delivering a Difficult Notification A profound leadership moment where Black sensitively delivers news of a combat-related death to a staff sergeant's family. Chapter 3 - 0:12:10 - 0:18:40: The 5F Leadership Philosophy Introduction Col. Black explains the origin and core components of his leadership framework: Family, Fitness, Flying, Fairness, and Fun. Chapter 4 - 0:18:40 - 0:25:59: Detailed Exploration of 5F Philosophy In-depth breakdown of each leadership principle, including personal anecdotes and practical applications. Chapter 5 - 0:25:59 - 0:32:21: Family Legacy and Academy Experience Discussion of his son's Air Force Academy journey and the importance of nurturing relationships across generations. Chapter 6 - 0:32:21 - 0:38:36: Mentorship and Relationship Building Michael shares his approach to mentoring cadets and the significance of maintaining long-term professional connections. Chapter 7 - 0:38:36 - 0:40:13: Leadership in Civilian and Nonprofit Sectors Reflection on applying military leadership principles in private and nonprofit environments. Chapter 8 - 0:40:13 - 0:41:28: Personal Reflection and Leadership Advice Final thoughts on leadership, self-improvement, and the importance of continuous personal development. ABOUT COL. BLACK BIO Michael “Mike” B. Black, vice president for Defense, joined the nonprofit Armed Forces Communications and Electronics Association International in July 2022. He is a senior cyber/information technology leader with more than four decades of experience in cyber operations, communications, project/program management, leadership disciplines and organizational development. As AFCEA's vice president for Defense, Col. Black builds strong professional relationships with government, industry and academia partners to position AFCEA International as a leader in the cyber, defense, security, intelligence and related information technology disciplines. Col. Black leads defense operations in support of planning and executing global, large-scale, technically focused, trade shows/conferences supporting Army, Navy, Marine Corps, Air Force, Space Operations, Cyber and Homeland Security. Col. Black is focused on providing opportunities for engagement between and among government, industry and academia. Prior to joining AFCEA International, Col. Black served as chief operating officer at Concise Network Solutions for four years, directly supporting the CEO in developing, executing and managing CNS's master business plan. Prior to joining CNS, he served as the COO and chief corporate development officer at JMA Solutions for two and a half years, working in concert with senior executives to lead operations and the planning and execution of strategies. Prior to joining JMA Solutions, he served as the COO at Premier Management Corporation for four years, where he was responsible for day-to-day operations, all business units and the company's profit and loss. Prior to joining the private sector, Col. Black spent 26 years in the U.S. Air Force holding various communications and leadership positions at many levels. He culminated his distinguished military career as a colonel, commander, White House Communications Agency, leading a 1,200-person team of selectively manned military, then-Department of Defense civilian and contract personnel to provide “no fail” telecommunications services for the president, vice president, named successors, first lady, senior White House staff, National Security staff, U.S. Secret Service and the White House Military Office. Col. Black holds a Bachelor of Science in basic science from the U.S. Air Force Academy, where he was a Distinguished Military Graduate. He holds a Master of Science in national resource strategy, with an information operations concentration, from the National Defense University, Industrial College of the Armed Forces; a Master's Degree in military arts and science from the Army Command & General Staff College; and a Master of Arts Degree in management from Webster University. He is a published author, including writing several leadership articles for The New Face of Leadership Magazine as well the thesis Coalition Command, Control, Communication, and Intelligence Systems Interoperability: A Necessity or Wishful Thinking? BIO EXCERPTED FROM AFCEA.ORG CONNECT WITH MICHAEL IG: @chequethemike FB: @michael black LinkedIn: Michael Black CONNECT WITH THE LONG BLUE LEADERSHIP PODCAST NETWORK TEAM Send your feedback or nominate a guest: socialmedia@usafa.org Ted Robertson | Producer: Ted.Robertson@USAFA.org Ryan Hall | Director: Ryan.Hall@USAFA.org Bryan Grossman | Copy Editor: Bryan.Grossman@USAFA.org Wyatt Hornsby | Executive Producer: Wyatt.Hornsby@USAFA.org ALL PAST LBL EPISODES | ALL LBLPN PRODUCTIONS AVAILABLE ON ALL MAJOR PODCAST PLATFORMS TRANSCRIPT SPEAKERS Guest, Col. (Ret.) Michael Black '85 | Host, Lt. Col. (Ret.) Naviere Walkewicz '99 Naviere Walkewicz Welcome to Long Blue Leadership, where transformative journeys of Air Force Academy graduates come to life. There are moments in a leader's life that leave a permanent mark. For my guest today, Col. (Ret.) Michael Black, USAFA Class of '85, one such moment came when he was actually sent to deliver news of a combat-related death. It was the first time he'd ever been tasked with that duty, and knew he only had one chance to get it right. As he sat with the widow, Michael found the strength to guide the family through their grief. That part of Michael's story speaks to the depth of his empathy and the calm steadiness that defines him as a leader. We'll explore much more of Michael's journey, from leading the White House Communications team to mentoring cadets at the Academy to daily practices that ground him and the framework that guides him today, what he calls the five Fs of leadership: family, fitness, flying, fairness and fun a guide not only for his life, but for the leaders he inspires. Michael, welcome to Long Blue Leadership. Michael Black Naviere, thank you for having me, and thank you for that very kind introduction. I'm so happy to be here, and I'm just thankful for what you guys do, the AOG and putting this together and telling stories. I think this is amazing. So thank you for the opportunity. Naviere Walkewicz Well, we're grateful you're here. You got your silver on. You got your ‘85 Best Alive, you know, I mean, I'm just blown away here. The class crest… Michael Black Yeah, got it all, you know, the crest and the two squadrons that I was in. I'm just excited, back here for our 40th reunion. Yeah. So that's amazing. So fellowship and fun with your classmates, and just seeing the mountains, you know. Getting off the plane and looking west and seeing the mountains and seeing God's creation is just amazing. And then, of course, the Academy in the background, you know, pretty excited. Naviere Walkewicz Wonderful, wonderful. Well, we're going to jump right in. And actually, the topic is a bit sensitive, but I think it's really important, because we know that when we all raise our right hand, some are prepared and they give all. But not everyone has to actually give the news to the family when their loved one is lost, so maybe you can share what that was like. Michael Black Thank you for allowing me to talk about that. You hit the nail on the head when you said you only have one chance to get it right when you're talking to the family. And so I had a young staff sergeant that was deployed down range at the Horn of Africa, and he happened to be a radio operator in a helicopter supporting the Marines. And there was a mid-air collision that happened while he was deployed, and he was one of the people that perished. So the first notification that I had to make was duty status: whereabouts unknown — to say that to the family. And of course, you can think about the range of emotions that are associated with that. They don't know. We don't know. Naviere Walkewicz There's still hope. There's not hope. Michael Black So that was the first day. So going over there with my first sergeant, a medical team, chaplain, you know, that kind of thing, to support us and the family. Naviere Walkewicz And what rank were you at that time? Michael Black So I was a lieutenant colonel. So I was a squadron commander of the 1st Comm Squadron at Langley Air Force Base. And I like to say, you don't get to practice that. You have one time to get it right. At least back then, there was not a lot of training to do that. It doesn't happen that often, and so having to make that notification was a tough thing. It was one of the hardest things, if not the hardest thing, I had to do in the service. Two young boys. He had two sons, and at the time, his spouse was military as well, so I go over there to do that the first day. You can imagine, you know, knocking on the door, right, and I'm in uniform, and just the emotions that they can be going through. So we're sitting on the couch in their house, two young boys. I believe their ages were 3 and 5 at the time, they were very young. And I explained to Michelle what we knew. And again, it's scripted. I can't say more or less than that, because 1) don't know, right? And 2), you just don't want to speculate on anything. And then we're waiting to find out his status. So then I have to go back the next day to make that notification, and you're representing the chief of staff of the United States Air Force, and that's kind of something that's scripted for you. “I'm here on the behalf of the Chief of Staff of the United States Air Force, and I regret to inform you of the untimely death of your spouse.” The part that was even more heartening for me was after I told her, and with the boys sitting, I believe, on either side of me, she said, “And now Col. Black is going to tell you what happened to your dad.” That was a tough thing to do. And I would say it was the hardest thing that I had to do in the Air Force, in my career, and reflect on “you have one chance to get that right.” I believe we got it right, me and my team, but that was tough. Naviere Walkewicz Wow. Have you kept in touch with the family? Michael Black Yes, I keep in touch with Michelle, just from — just a personal because I'm very personal, outgoing, as you know. And so I've kept in touch with Michelle and the boys. But we're forever bonded by that, and I think that's important to stay in touch. And that's kind of one of my things I think we'll get into a little bit later in the conversation, but that's what I do. Naviere Walkewicz Well, it touches, certainly into, I think, that the family aspect of the five Fs, and because it seems like you even take in them as your family. And I'm curious about your family, because when you're going through that, I mean, you have at least a son — you have son, right? Michael Black Yes, and two daughters. Naviere Walkewicz Two daughters. So were you thinking about — did you put on your dad hat in that moment? Michael Black I certainly did put on my dad hat and, and I think that helped in things. And I think all of the training that I got along the way about dealing with tough situations, and being a leader, it helped. But I took it upon myself after that to talk to other commanders. And in fact, my wing commander at the time, Burt Field, Gen. field was a '79 grad, and we talked, and that also brought him and I closer, because he also asked me to brief the other squadron commanders on that process and how I handled that. And I know when — to this day, Gen. Field and I are still very connected, and he's pretty engaged right now with the Air Force Association's birthday and all that. But a great mentor of mine who also helped in dealing with that. But he was extremely supportive and, and I think that had a factor in just how he evaluated me, right, how I handled that situation? Naviere Walkewicz Well, it sounds like you certainly picked up some of those traits of taking care of your people recognizing empathy within processes and sharing it. I'm curious, were you always like this, or did you see some of this emulated from your family? Michael Black No, it's a great question. I am a military brat. My dad was in the Army. My dad went to Tuskegee — it was called Tuskegee Institute at that time. My mom went to Alabama A&M, so two schools in Alabama. They're from a very small towns in Alabama. My dad's from Beatrice, Alabama — which is less than 200 people today — and my mom is from Vredenburgh, Alabama. It's about 15 miles away, and it's even smaller than Beatrice. But they went to the same elementary school and high school, so high school sweethearts, and then they went off to college. And then dad got a direct commission in the Army, the Signal Corps. Well, he started out Medical Service Corps, but getting back to your question, so yes, family with that, and even take a step further back to my grandparents, on both sides of the family, but particularly with my paternal grandparents, they went out and visited the Tuskegee Institute at that time, and they saw the statue of Lifting the Veil of Ignorance there, and they decided at that point that they wanted their kids to go to that school. And so there's seven kids within my dad's family, and six of them went to Tuskegee. Naviere Walkewicz Wow. So I want to fast forward a little bit, and you can certainly share whether it was during the Academy or after graduation, but you have kind of had this great foundation from your family. Let's talk a little bit about the Academy or after-Academy experience, where you had seen additional time where you had grown as a leader. Was there a particular experience that can come to mind, where another shaping of this leadership journey that you've been on? Michael Black Yeah, I think there's multiple throughout my career. I mean, I went to the Army Command and General Staff College for my intermediate professional military education. And there's a story there too. My dad was in the Army, and so I wanted to experience some of the things that my dad did, even though I was Air Force. And so one of my mentors, now-retired Lt. Gen. Harry Raduege, was instrumental in me getting selected for Army Command and General Staff College. And so I went there, and I think that was a big portion of my shaping, although had mentors and folks and coaches in my life leading up to that were, you know, helped shape me, but going to that school… And what I noticed when I got there that the Army was very serious about leadership and leadership philosophy, so much so that we took a class on that where we had to develop a leadership philosophy. And so in taking that class, before the Christmas break, I found out that I was going to be a squadron commander. So I was a major, and I was going to be a squadron commander. And so in that leadership course, I said, “Well, I'm going to go be a squadron commander. I'm going to the fifth combat con group in Georgia. Let me make this philosophy that I'm doing in class be my philosophy, so that when I get there…” And that was really the first time that I thought very serious about, “OK, what is my leadership philosophy?” And I had been a flight commander before, and had people under my tutelage, if you will. But being a squadron commander, you know, being on G series orders. And you know, we know how the military takes the importance of being a commander. And so having that so I did decide to develop my philosophy during that time. And you mentioned the five Fs earlier. And so that was — that became the opportunity to develop that. So family, that's what it was. That's when I developed that — in that course. So family, fitness, flying, fairness and fun — the five Fs. I worked on that when I got there. And so then when I got to take command, I had prepared all of that stuff in this academic environment, and I used it to a T and I briefed the squadron after I took command. I think this is my command philosophy, the five Fs. I subsequently had the opportunity to command two more times after that, another squadron, and then at the White House Communications Agency, which is now wing command equivalent. So had the opportunity to tweak and refine, but the foundation was still the five Fs. And so in doing that, and I can go into a little detail. So you know, family is your immediate family, your your blood family, and that that kind of thing. But family also encompasses your unit, your extended family, you know, and part of that. And so I always tell people you know, your family, you don't want to be the only one at your retirement ceremony because you neglected your family. And I've done many retirement ceremonies. In fact, I've done 25-plus since I retired. Well, that shows you really made no so family is, is important, take care of your family. And I, you know, one of the things I said about that to the folks was if you in your unit, if folks are getting assigned unit, permanent changes, station, PCS to your unit, and they haven't found the place to live in the due time and whatever the house hunting days are, I always gave my folks the option of give them some more time to find a place. They may be looking for schools, I mean looking for a place that just fits the environment that they need. And let's give them that time now, because they're not going to be effective in the organization if they're worried about where they have to live, where their kids are going to go to school and that kind of thing. So take care of all of that, and then get them to work, and they'll be that much more effective because they won't have to worry about where they're living, where the kids are going to school. So take care of your family fitness. You understand physical fitness and what you do and all of that, and I admire all of your accomplishments in that. And so physical fitness in the military kind of goes without saying. You have to maintain certain standards and do that, and do a PT and take a test and that kind of thing. But fitness is more than just physical fitness. It's spiritual and mental fitness. Now I would never be one to tell somebody this is how you need to nurture your spiritual and mental fitness. I think that's personal. But if your spiritual mental fitness is not being nourished, you're not going to be doing yourself any good, your team any good. And honestly, you would be able to tell if an individual is struggling with their spiritual or mental fitness, particularly as a leader and just kind of looking and observing characteristics and the behavior of folks. So I basically told my team, I want you to do whatever it takes to nurture your spiritual and mental fitness, whatever you need to do — if it's meditating, if it's praying, if it's walking, whatever is personal to you, but make sure that it's nurtured. But I also told my folks that if you think my spiritual fitness and mental fitness is out of balance, I want you to tell me, because I might have blinders on. I could be focused on things, just like they could be focused on things, and I would tell them. And I think folks really appreciated the candor and the openness of the leader, the commander, you know, saying that, yes, I want you to tell me if you think my spiritual mental fitness is, you know, is out of balance. Naviere Walkewicz Did you ever have anyone tell you that? Michael Black I did. I had strong relationships with my first sergeant, or my command sergeant major, the senior enlisted adviser. So we were, you know, we're hand-in-hand and all the places I was at. And so, yes, I've had them. I've had my wife tell me that. So I think that's important. I just — like I said, you can easily have blinders on and maybe just not see that or have blind spots. And speaking of that, I've written a leadership article on blind spots. I've kind of studied that and understand that. Flying — at the time the primary mission of the Air Force was flying. And so I'd always say, “What is your role in supporting the primary mission, or what is our role in supporting the primary mission of the Air Force?” So make sure you understand that. As a communicator, how do you contribute to the primary mission, or as a logistician, or as information management? But understand what your role is in the primary mission of the Air Force. Fairness, as a leader — it is so important for the leader to be fair, right? It can affect good order and discipline if you're not fair, but equally important is to be perceived as being fair. So I could think I'm being fair, I could think that I'm being fair, but if the perception of the unit, the team, is that I'm not being fair, that's just as detrimental to the mission as actually not being fair. And so I think perceptions are important, and you need to understand that. You need to be aware of the perceptions; you need to be ready to receive the information and the feedback from your team on that. And so I stress the importance of also the perception people have different management. I could be looking at something over there, and I say, “OK, yeah, sky is blue over there,” but somebody's looking at it from a different you know, they may see a touch of some clouds in there, and so they see some light in there, and from their vantage point. And it's just like that in life: Respect everybody's vantage point in things. And so that was the fairness aspect. Then finally, fun. I'm a person that likes to have fun. Naviere Walkewicz You are?! Michael Black Yes, I am. I'm a person that loves to have fun. And so for me, I grew up playing sports. And so I played sports throughout my Air Force career. So that was kind of one of the things I did for fun, intramurals. Naviere Walkewicz What was your favorite sport? Michael Black My favorite sport was baseball growing up. I mean, I dreamed about trying to play in the Major Leagues and that kind of stuff. And I played on a lot of baseball teams growing up, and then when I got into the service, played softball, and I played competitive softball. Back in the day, they have base softball teams, and so you would, you know, try out for the team, and I would try out, and I played on base team at probably at least four or five bases that I was at. So I was, these are my own words: I was good. So I played and was very competitive in intramurals. That's another way to bring your team together — camaraderie. They see the boss out there playing. And I always would tell folks that on the squadron team: They're not playing me because I'm the commander. They're playing me because I'm good. I can contribute to the wins in a game. But so it's very competitive. I wasn't a win at all costs, but it wasn't fun to lose. So being competitive and fun. So that's one of the things I did for fun. I also follow professional sports. San Antonio Spurs is my basketball team; Washington Commanders, my football team. So I would go to those events, those games, those contests and stuff like that. Music, concerts, still do that kind of stuff with my kids and my family incorporate fun into — so it's not all work and no play. I think you do yourself justice by, winding down relaxing a little bit and having fun and that kind of thing. And so I encourage my team to do that. Wasn't gonna tell people what they needed to do for fun. I think that's personal, but having fun is important and it helps strike that balance. So that's really the five Fs. And I carried that, as I said, every time I command, every time I've, you know, unit that I've been associated with, particularly after the 2000 graduation from Army Command and Staff College. And I still carry that five Fs today And incidentally, I think the if you bump into somebody who was in one of my units, they're going to remember the five Fs, or some portion of it. In fact, I have a couple mentees that commanded after me, and they adopted the five Fs as their command philosophy. And that's kind of something that's very satisfying as a leader to have somebody adopt your leadership style. They think that it was good for them while they were in the unit. And it's very flattering to see that afterwards. I mean, so much so that I've had people that were in my unit, and then they got assigned to one of my mentee's unit, and they would call me up and they'd say, “Hey, Col. Black, you know, Col. Packler says his command philosophy is the five Fs.” Yeah, I said Marc was in my unit at Langley, and he probably felt that. But that's, that's a true story. Naviere Walkewicz That's a legacy, right there; that's wonderful. Well, speaking of legacy, you have a son that's also a graduate. So talk about that. I mean, you were expected to go to college. It wasn't an if, it was where? How about your children? Was that kind of the expectation? Michael Black So my wife is a college graduate. She's a nurse as well. And so we preached education throughout. And just as an aside, shout out to my wife, who just completed her Ph.D. Naviere Walkewicz Wow, congratulations! Michael Black Yes. Wilda Black, last week, in doing that. And so between my family, my immediate family — so my wife, and my two daughters and my son, there are 15 degrees between us. Naviere Walkewicz And you? Michael Black And me. So five us, there are 15 degrees. My wife has two master's, a bachelor's and now a Ph.D. My oldest daughter has a bachelor's and two master's. My son has a bachelor's and a master's. My younger daughter has a bachelor's and a master's, and I have a bachelor's and three master's degrees. So I think that adds up to 15. Naviere Walkewicz I lost count. Social sciences major here. Michael Black So yes, education. And so my son — he really liked quality things, likes quality things growing up. And so he was looking at schools and researching and looking at the Ivy League, some of the Ivy League schools, and some other schools that, you know, had strong reputations. I purposely did not push the Air Force Academy to him because I didn't want him to go for the wrong reasons. I didn't want him to go because I went there and that kind of thing. But late in the game, you know, in his summer, going into his senior year of high school, he came to me and said, “Hey…” and I'm paraphrasing a little bit, “Dad, you know, your alma mater is pretty good, you know, pretty, you know, pretty has a strong reputation.” And I said, “Yeah, you know, you know, strong academic curriculum and everything else there.” So that summer he said, “Well, I'm thinking I might want to go there.” And I'm thinking to myself, “That's a little bit late in the game, like the summer going into senior year.” Naviere Walkewicz Did you recruit your mom again? Michael Black Mom got involved. And then I think you know Carolyn Benyshek. So Carolyn was the director of admissions. I reached out to her and just said, “Hey, I got my son that's interested.” They were actually coming to Baltimore, I believe, for a… Naviere Walkewicz The Falcon Experience. Right. Michael Black And so we went to see her, and I'll just kind of say the rest is history. Through her help and guidance, through my son's qualifications — he was able to get in. He went to the Prep School, which is great, and I just want to give a shout out to the Prep School for that. I did not attend the Prep School, but I saw the value of my son going to the Prep School and then coming to the Academy. So I just to this day, thankful for our Prep School and how they prepare folks. Naviere Walkewicz We feel similarly about that. Michael Black So, yeah. So he went. And so, of course, a proud dad, right? Your son following in your footsteps, and that kind of thing. So Clinton, Clinton Black is in the Space Force now, and he's assigned to Vandenberg. But my son, he was a soccer player growing up, played a lot of competitive soccer, came here and decided that he wanted to do Wings of Blue, and so he was on Wings of Blue parachute team. And the neat thing about that is that the jump wings that my son wears are the jump wings that my dad earned at Airborne School in 1964, '65 — sometime in the early ‘60s. And so my dad was still living at the time and so he was able to come out here and pin the wings on Clinton. So it skipped a generation because I didn't jump or anything. But my son jumped, and he has mid-500 number of jumps that he's had. And so my dad was able to see him jump, and that was even though Airborne is a teeny bit different than free fall, but still, you know, parachuting, and all of that. So getting to see Clinton excel and do that and see him jump into the stadium, and that kind of thing. He jumped with some of the former Navy SEALs in the X Games, you know, in the mountains. So that was just a proud parent moment. Naviere Walkewicz Wow. That is very exciting. And so, through all of these experiences that you had, I keep wanting to go back to the five Fs .yYu had mentioned earlier that you did some refinement to it. So where you are now, how are you using them? How have they been refined? I mean, flying. What is that? Michael Black So, I asked people to take a little bit of a leap in that, understand where it came from, in my 5s but that aspect refers to the mission, right? And so the Air Force mission has evolved to include space and that kind of thing. But even on the private side, the civilian side, I still use the five F's. And so the flying aspect just refers to the mission, or whatever the mission of your organization is. And so there was some refinement as we brought in space into our mission, but it really reflected on the mission. And so I had different AFSCs that worked for me in in the different units that I was at, and also different services. And so understanding the service aspect of things also was something that I had to take into consideration as far as keeping and refining that, at the White House Communications Agency, about 1,200 military — more Army than Air Force, more Air Force than Navy, more Navy than Marine Corps, and more Marine Corps than Coast Guard. And so being an Air Force commander of a joint unit that had more Army folks in it, you have to understand that lingo, and be able to speak cool and that kind of thing. Dad loved that. And so going to the Army Command General Staff College, and, getting some of that philosophy and understanding that. And then I went to what's now called the Eisenhower School, now ICAF, the Industrial College of the Armed Forces, which is another joint school. And so being around that helped me in those aspects. But really applying that throughout and after I retired, I did 10 years in the private sector with a couple of different small businesses that were government contracted focused, providing professional services, but still, as the chief operating officer of each one of those, it's a pretty high leadership position within the company and so I talked about the five Fs in some terms that my team could understand that, and so still apply that. And then now, with three years working for the nonprofit, the AFCEA organization, where we bring government, industry and academia together to do IT, cyber kind of things, machine learning, artificial intelligence — I still have that philosophy to buy that and what I do, I think it's something that's applicable across the board, not just military. At least I've made it applicable. Naviere Walkewicz I was just gonna ask that, because talk about the private sector and — some of our listeners, they take off the uniform, but they still have that foundation of the military, but they're working with people who maybe don't have that foundation of the military. So how did you translate that in a way that they could feel that same foundation, even though they hadn't gone through a military family or through the Air Force Academy? Michael Black Yeah, no, that's a great question, Naviere. And I think, as a leader, you have to be aware of that. You have to be aware of your team and their background and their experiences. You also you have to speak their lingo, right? I mean, I can't talk just Air Force or military lingo. We talk a lot in acronyms. Naviere Walkewicz Like AFCEA. And I'm sure many know it but would you mind spelling it out? Michael Black Armed Forces Communications Electronics Association. And even though we have that we are more than the armed forces now, so we really are known by just AFCEA, even though that's what that acronym stands for. So I mean, I work with Homeland Security, VA and that kind of thing. But to your point, getting folks to understand where I'm coming from, and I need to understand where they're coming from, you have to take the time, put in the work to do that, so that you can communicate with your folks, and so that they understand where you're coming from, and also, so that they feel valued, right? That you understand where they're coming from. And I think all of that is important. And I tried to make sure that I did that, and I had coaches, mentors and sponsors along the way. So I learned when some of my mentors transition from the military time, and so when they went to go work in the private sector, I still lean on them. “OK, how did you make this transition? And what is it about? And what are the similarities and what are the differences? What do I need to consider in doing that?” And I'm thankful, and that goes back to one key point that I want to make about relationships and nurturing that relationship. I mentioned Gen. Field, worked for him in the early 2000s. But here we are, 2025, and he's in my contacts, he will take my call, he will respond to a text, and vice versa. You know, building that relationship. And so he's with a nonprofit now, and so I still stay in touch with him. The director of the White House Military Office was a Navy admiral that I worked for when I was at the White House. He is now the president and CEO of the United States Naval Institute — Adm. Spicer. You know, 20-something, 15 years ago, worked for him and now we're working together on a big conference. But those relationships are important in nurturing those relationships. And I learned about nurturing from my family. You know, my grandparents, who did that. My grandfather was a farmer. He had to nurture his crops for them to produce. So the same thing, analogy applies in relationships; you have to nurture that relationship. And you know, it circled all the way back to, you know, our 40-year reunion now, and my classmates that are here and nurturing those relationships with those classmates over the years is important to me. I'm the connector within my class, or the nucleus. I mean, those are two nicknames that my classmates have given me: the Col. Connector and Nucleus, and I embrace those. Naviere Walkewicz Yes, that's wonderful. I know that you also mentor cadets. And I think my question for you, from the aspect of some of our listeners, is, did you seek out the cadets? Did they seek you out? How does that mentorship relationship start? Because you talked about how, like, for example, Gen. Field, you had that relationship years ago. That's kind of carried through. But how do you know when that mentorship is beginning? Michael Black I think both of those aspects, as you mentioned. Do they seek that? There are cadets that seek that based upon just what they've experienced and what they've learned. And then some of the cadets know people that I know, and so they've been referred to me, and all that. Some were — like their parents, I worked with their parents. I mean, particularly in the Class of 2023 there are three young ladies that I mentored in the Class of 2023 one whose father worked with me on the White House Communications Agency, one whose mother babysat my kids OK. And then one who's ROTC instructor in junior in high school was my first sergeant. So in those three instances, I was connected to those folks through relationship with either their parents or somebody that worked for me and that that kind of thing. And that was a neat thing to, you know, to be here. I did the march back with those young ladies, and then I connected those three young ladies who did not know each other at the march back, when we got back on the Terrazzo, I found all three of them and explained my relationship with each of them. And they were able to be connected throughout and two of them I actually commissioned, So that was really, really nice. And so, you know, seeking mentorship is, well, mentorship has just been important to me. I benefited from mentorship, and I want to return that favor. I am the chairman of the Air Force Cadet Officer Mentor Association, AFCOMA, whose foundation is mentorship, fellowship and scholarship, and so I'm passionate about mentorship and doing that. I've seen the benefits of it. People did it for me, and I think you can shorten the learning curve. I think you can just help folks along the way. So I'm very passionate about that. Naviere Walkewicz Well, this has been amazing. I think there's two questions I have left for you. The first one being — and I think we've learned a lot about this along the way — but if you were to summarize, what is something you are doing every day to be better as a leader? Michael Black I think every day I take a deep look inside myself, and am I living and breathing my core values? And what am I doing to help the next generation? You know, trying to put that on my schedule, on my radar, that's important to me. And whether I'm at work with AFCEA, whether I'm out here at my 40th reunion, whether I'm on vacation, I always take the time to mentor folks and pass on that. I think that's something that's passionate for me. You mentioned, when we talked about the retirement ceremonies. I mean, I've done 20-plus since I retired. In fact, I have one in November, but it will be my 27th retirement ceremony since I retired. And those things are important to me. And so I reflect, I try to keep my fitness — my physical, spiritual and mental fitness, in balance every day so that I can be effective and operate at a peak performance at the drop of the hat. You know, being ready. And so that's important to me. So there's some self-analysis, and I do live and breathe the five F's. I think that's important. And I think I've proven to myself that that is something that is relatable, not only to my time in the military, but my time in the private sector, and now my time in a nonprofit. And I just continue to do that so self-reflection and really practicing particularly the fitness aspect of the five Fs. Naviere Walkewicz Wow, that's outstanding. And then you probably share this with your mentees. But what is something that you would help our aspiring leaders — those who are already in leadership roles in any facet of it — but what is something that they can do today so that they will be more effective as a leader? Michael Black So I think being aware that people are watching you and your actions. Even when you think that somebody is not watching, they are watching. And so they are trying to learn what to do next, and to be aware of that. And so I think, again, that goes with what you asked me first: What do I do every day. But also being aware of that, so that you can be that example to folks. And then take the time, have some pride in leaving the organization better than it was when you got there. I mean, it's a cliche, but I think I take a lot of pride in that. And then, when the team does good, everybody does good, so you shouldn't necessarily be out there for any kind of glory. That's going to come. But do it for the right reasons. And provide… give the people the tools, the resources and the environment to be successful. And in… I just take satisfaction when I see one of my mentees get squadron command, go do something like the current commander of the White House Communications Agency, Col. Kevin Childs. He was a captain and a major in the organization when I was there. Nothing makes me happier than to see my mentees excel. And then, in this particular instance, he's holding a job that I had, and we still talk. I mean, he had me come out there to speak to the unit about a month ago. And those things give me a lot of pride and satisfaction and confirmation that I am doing the right thing. And so I'm excited about that. Naviere Walkewicz Well, I can say, from the time that I met you a few years ago, you are living what your five Fs. I see it every time you help champion others. Every time I'm around you I'm energized. So this has been a true joy. Has there been anything that I haven't asked you that you would like to share with our listeners? Michael Black Well, I do want to say personally, thank you to you for all that you do and what the association is doing here. This Long Blue conversation, Long Blue Line — I think this is important to share. There's a Class of 1970 that's in the hotel with us, and I don't know, really, any of those folks, but when I see them walking around with their red hat on — that was their color — and I think about, “OK, 15 years before me.” And so I'm 62. These guys are, if I did the public math, right, 77, 78, maybe even older, depending upon what they did, and still out there doing things, and some of them here with their spouses and that kind of thing. I was just talking to one of the classmates this morning, I said, “You know, I wonder if we're going to be like this when our 55th reunion is,” and they were walking around, and most were in good health and able to do things. So that gives a lot of pride. But, what you're doing, what the rest of the folks here are doing, I think this is amazing. I love the new building, the studio that we're in. This is my first time in the new building, so I'm thankful for this opportunity, and just excited about what you guys do. Naviere Walkewicz Well, thank you so much for that. It's been an absolute pleasure having you on Long Blue Leadership. Michael Black Well, I appreciate it. It's been an honor, and I'm glad you guys timed this for my '85 Best Alive reunion and in the new studio. Naviere Walkewicz Yes, wonderful. Well, as we bring today's conversation to a close, Michael left a reminder for us that stands to me. As a leader, you're always on, you're always being watched. You know your steady presence and deep empathy were forged in life's hardest moments, from guiding a young family through unimaginable loss to breaking the barriers at the highest levels of service to mentoring cadets who will carry forward the legacy of leadership. And then there's that framework he lived by, the five Fs of leadership. It is practical as it is powerful, family, fitness, flying mission, fairness and fun, each one a reminder that leadership is about balance grounding and the courage to keep perspective no matter the challenge. His story reminds us that true leaders create more leaders, and when we anchor ourselves in purpose, faith and these five Fs, we leave behind a legacy that lasts. Thank you for listening to Long Blue Leadership. I'm Lt. Col. (Ret.) Naviere Walkewicz. Until next time. KEYWORDS Michael Black, Air Force leadership, 5F leadership philosophy, military mentorship, leadership development, combat communication, White House Communications, Space Force, veteran leadership, empathetic leadership, military career progression, leadership principles, professional growth, organizational effectiveness, cadet mentoring, military communication strategy, leadership resilience, Air Force Academy graduate, leadership philosophy, team building, professional relationships. The Long Blue Line Podcast Network is presented by the U.S. Air Force Academy Association & Foundation
Your brain isn't as rational as you think, and that blind spot can wreck your decision-making, relationships, and even your health. In this episode, you'll learn how to spot the hidden cognitive traps that even the smartest people fall for, and how to upgrade your thinking so you can perform better, live longer, and make choices that actually serve you. Watch the condensed video highlight version of this episode (and much more!) on YouTube: https://www.youtube.com/@DaveAspreyBPR Host Dave Asprey sits down with Steven Pinker, a world-renowned cognitive psychologist, Harvard professor, and bestselling author whose research reshaped how we understand language, bias, social norms, and rationality. Pinker's decades of scholarship make him a trusted guide to the mechanics of the mind and the behaviors that either elevate or derail human performance and longevity. Together they break down how the brain actually reasons, why smart people still fall for tribal thinking, what current AI gets wrong about human intelligence, and how “common knowledge” quietly governs cooperation, law, and civility. This is a masterclass in brain optimization through better thinking, built for people who care about biohacking, hacking mental models, neuroplasticity, and high-performance decision-making. You'll learn: • How to recognize and counter the “my-side bias,” even if you're highly intelligent • Why common knowledge creates and sustains social norms and coordination • The art of indirect speech and tact, and how to calibrate your words to reduce social risk • Simple upgrades that make video calls feel closer to real eye contact and why that boosts trust • What today's AI gets wrong about minds and why models hallucinate • Rational habits that work in the real world: steelmanning, probabilistic thinking, adversarial collaboration, and making bets as a tax on bad arguments • Why liberal democracy fits human nature better than autocracy and how norms erode or hold • How to rebuild face-to-face social skills in a screen-first culture to improve resilience and performance This is essential listening for fans of biohacking, brain optimization, human performance, neuroplasticity, and longevity who want clear, usable frameworks to think better and live better with Dave Asprey. Dave Asprey is a four-time New York Times bestselling author, founder of Bulletproof Coffee, and the father of biohacking. With over 1,000 interviews and 1 million monthly listeners, The Human Upgrade brings you the knowledge to take control of your biology, extend your longevity, and optimize every system in your body and mind. Each episode delivers cutting-edge insights in health, performance, neuroscience, supplements, nutrition, biohacking, emotional intelligence, and conscious living. New episodes are released every Tuesday, Thursday, Friday (audio-only), and Sunday (BONUS). Dave asks the questions no one else will and gives you real tools to become stronger, smarter, and more resilient. Keywords: Steven Pinker, cognitive psychology, rational thinking, my-side bias, human nature, common knowledge, cognitive bias, AI and human intelligence, democracy and human behavior, social norms psychology, decision-making hacks, brain optimization, biohacking the mind, mental performance, neuroplasticity, rationality movement, bias and longevity, functional intelligence, Human Upgrade podcast, Dave Asprey, thinking traps, steelmanning, epistemic humility, outrage economy, psychology of power, critical thinking upgrade, hacking human performance Thank you to our sponsors! KILLSwitch | If you're ready for the best sleep of your life, order now at https://www.switchsupplements.com/ and use code DAVE for 20% off. Timeline | Head to https://www.timeline.com/dave to get 10% off your first order. Our Place | Head to https://fromourplace.com/ and use the code DAVE for 10% off your order. **Order Steven's new book WHEN EVERYONE KNOWS THAT EVERYONE KNOWS...: COMMON KNOWLEDGE AND THE MYSTERIES OF MONEY, POWER, AND EVERYDAY LIFE: HTTPS://TINYURL.COM/V685EVZR Resources: • Steven's Website: https://stevenpinker.com/ • Danger Coffee: https://dangercoffee.com/DAVE15 • Dave Asprey's BEYOND Conference: https://beyondconference.com• Dave Asprey's New Book – Heavily Meditated: https://daveasprey.com/heavily-meditated • Upgrade Collective: https://www.ourupgradecollective.com • Upgrade Labs: https://upgradelabs.com • 40 Years of Zen: https://40yearsofzen.com Timestamps: 0:00 — Trailer 0:59 — Introduction 1:58 — Human Nature 3:30 — Cognitive Psychology 5:46 — Academia Path 7:32 — Canada vs. U.S. 8:42 — College Value 12:08 — Curiosity 15:25 — Government & Humans 19:56 — AI & Cognition 24:45 — Fairness & Justice 32:56 — Social Norms 47:12 — Communication Skills 55:32 — Virtual Society 57:20 — Personal Biases See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Air Date 9/16/2025 Between recent Labor Day rallies and Republican Town Hall meetings, we're seeing that resistance to Trump's deeply unpopular policies is alive and well. Plus we're going to look at some historical legacies of resistance movements that can both inform and inspire us today. Be part of the show! Leave us a message or text at 202-999-3991, message us on Signal at the handle bestoftheleft.01, or email Jay@BestOfTheLeft.com Full Show Notes Check out our new show, SOLVED! on YouTube! BestOfTheLeft.com/Support (Members Get Bonus Shows + No Ads!) KEY POINTS KP 1: While We Were Out An Eye-opening Roundup of Everything We Missed or Wished We Had Over the Past Week - The Bradcast - Air Date 9-2-25 KP 2: How Labor Unions Shape Society Margaret Levi (re-release) - TED Talks Daily - Air Date 9-1-25 KP 3: This Is An Invasion - Pritzker, Trump, and the Union Coming Apart + Venezuelan Boat Attack - Straight White American Jesus - Air Date 9-5-25 KP 4: What A Raucous Nebraska Town Hall Says About The Country's Mood - The Brian Lehrer Show - Air Date 8-6-25 KP 5: Microsoft Is an Active Partner in the Genocide! Inside the Tech Worker Revolt for Palestine - Working People - Air Date 9-4-25 KP 6: Rules for Surviving Authoritarian Times - How to Fix It - Air Date 6-22-25 KP 7: We Are All D.C. Massive Protests Rock US Capital in Defiance of Trump - The Real News Network - Air Date 9-7-25 (00:53:35) NOTE FROM THE EDITOR On what our history can tell us about our present political conflict A Senator Just Unapologetically Declared the U.S. a White Homeland DEEPER DIVES (01:03:18) SECTION A: LABOR DAY (01:36:45) SECTION B: PROTESTS (02:08:57) SECTION C: STATE-LEVEL PUSHBACK (02:39:21) SECTION D: LEGACIES OF RESISTANCE SHOW IMAGE CREDITS Description: Photo from the Labor Day rally in Boston depicting Sen. Ed Markey, Rep. Ayanna Pressley, and Sen. Elizabeth Warren holding a “Workers” banner with other participants. Tall, vertical rally flags are held behind them that say “Justice”, “Solidarity,” “Fairness,” “Security,” and “Freedom” Credit: Internal photo. “Boston Labor Day Rally” | Copyright 2025, Best of the Left, All rights reserved.
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