Podcasts about for alyssa

I am so excited to share this very special, very fun, and very inspiring episode with Alyssa Corbyn of the Glitter Bee. If you didn't know, Alyssa is also a participant to Hennapreneur PRO – my 12-month program where I teach all the things business, design, marketing strategy, et cetera, to help you learn to build your own thriving, profitable henna business. I had the opportunity to touch base with Alyssa earlier this year to do a quick check-in and see how her business has grown from spring to spring, looking from 2021 back to 2020, and just to kind of get a pulse on the way that her business was growing and changing over the months that she'd been inside of the program at that point. I absolutely loved the insight and the growth that she was experiencing, so I wanted to share it with you today as well. Alyssa and I really enjoyed ourselves and I hope that you enjoy this just as much. Grab something to drink, kick your feet up, and be prepared for lots of laughs. [00:00] Intro [01:04] Who Alyssa is and What We'll Be Chatting About [03:00] Setting the Stage: Alyssa and The Glitter Bee in 2020 [07:32] The Most Challenging Part of 2020 For Alyssa [11:58] Why Alyssa Chose to Join Hennapreneur PRO During a Pandemic [15:49] The Biggest Game Changer That Alyssa Learned Inside of Hennapreneur PRO [20:06] The Most Empowering Thing Alyssa Learned Inside of Hennapreneur PRO [26:28] How The Glitter Bee is Doing in 2021 [32:15] Alyssa's Top 3 Business Wins Within The Last Year [41:37] Would 2020 Alyssa Believe She Could Accomplish All That She Has in The Last Year? [52:04] Alyssa's Confidence in Her Capabilities and Business Systems [57:38] The Next Big Win that Alyssa is Working Toward [58:52] What Brings Alyssa Joy Outside of Doing Henna? [01:02:30] Outro Join in on the conversation! What was your favorite takeaway from the interview? Let's chat about it inside of the Hennapreneur Community on Facebook! --- Are you tired of feeling like you just aren't seeing the results and the success that you're looking for? I've got a free, on-demand masterclass called 5-Figure Foundations where I'll teach you my framework for how to build a profitable henna business. At the end of the masterclass, you'll no longer be in the dark. You'll know exactly what to do and what to avoid, to build a solid foundation for your own profitable henna business. Click here to register for the masterclass and watch it instantly! --- Click here to view the full show notes! --- Love the Show? Subscribe + Review in iTunes! Are you subscribed to The Hennapreneur Podcast? If you're not, I want to invite you to do so now! When you subscribe, you'll never miss an episode - which would be super easy to do because new and bonus episodes are added into the mix every all of the time! Click here to subscribe in iTunes! I'd love it if you'd leave a review over on iTunes, too! Those reviews help other hennapreneurs to find the podcast, make it easier for me to bring in special guests for you, and (tbh) are always super fun for me to read, too! Click here to review, select “Ratings and Reviews” and “Write a Review” and let me know what you love most about the podcast!

In this episode, Bre and Maija discuss being proactive about reproductive health. Knowing baseline fertility status is a key part of planning for the future so you aren’t reacting to unknown hurdles (PCOS, endometriosis) later in life when people with ovaries might want to start having children. They are joined by Alyssa Atkins, CEO and founder of Lilia, an egg freezing concierge. Alyssa shares her experience of securing her eggs and how it led her to founding a women’s health company to help others better navigate the often long and challenging process. Not knowing if you want to have kids, but knowing you want to have the option later can take the weight off your shoulders and open the door for accomplishing your life and career goals now. For Alyssa, it was the best way to ensure reproductive equity. Egg securement is becoming more common with some employers even offering packages in their benefit plans. It’s time to take control of our present AND future lives by getting a better understanding of what is happening with our ovaries and seeking out the information important for us to know our options. Egg securing isn’t going to be for everyone, but the information we need to make decisions about our own reproductive health should be available for all.   Thanks for listening to What’s Beeping? A Nursing Podcast. Don’t forget to rate, comment, and subscribe to the show. Your input goes a long way and we love hearing from you!   Have questions or comments about this episode or the show in general? Email us at: whatsbeeping@gmail.com Connect with us on our socials! twitter | instagram

AiA 146: 10 Ways to Lose a Developer with Bonnie Brennan and Keith Stewart On today's episode of Adventures in Angular, we have panelists Ward Bell, Alyssa Nicoll, Joe Eames, and Charles Max Wood. We have special guests, Bonnie Brennan of ngHouston and Keith Stewart of CollabNet. The discussion ranges from the Most Common Reason for People to Leave to Mandatory Happy Hour that companies have! Stay tuned! [00:01:05] Introduction to Bonnie Brennan and Keith Stewart Bonnie is an Angular architect at Houston, Texas. She is the founder of ngHouston. She also runs Code Bridge Texas with her daughter. They do free programming workshops for girls. She’s going to be at a couple of conferences coming up. They’re going to AngularMix and FrontEnd Connect with Alyssa. Keith, on the other hand, works for a company called CollabNet as a UI Tech Lead. He is working mostly on UI’s for DevOps-related products. He is also a frequent panelist on the ngHouston Meet up broadcast that Bonnie runs and a curator on ngDoc.io with Alyssa and Joe. [00:03:20] – Most common reason for people to leave If Bonnie has to narrow down, she thinks it’s the tech stack. Some companies have a lot of legacy code that needs to be maintained but at the same time, when you are a developer who spends a lot of time on emerging technologies, you want to be working on this new stuff that you’re learning. While working on this course on how to find a better dev job, Charles surveyed people on Skype or the phone. They feel stuck and not moving ahead. [00:10:50] – In the culture, if you’re not a performer, then, you’re not trying hard enough? Joe thinks that we have this problem in this industry that if you are not going to be blogging and speaking at conferences, then, you just don’t belong. Ward also thinks that you don’t have to be a performer to contribute to a great development environment. But for Bonnie, being a performer is not exactly about getting up on stage. It really is about caring enough. Alyssa tells about the gradient of the type of person. There’s a person like, “Okay, this is just a job for me but I still take pride in my work.” But if you’re in the mindset of “Hey, I have kids or I have a wife outside of this. But I’m still giving it my all while I’m here.” Then, it’s perfectly reasonable. Keith also tells about the two different types of people. The generalists, the folks who are on the bleeding-edge, they don’t necessarily master one of those, and the other folks who get really good at one particular thing that they’re working on. Ward cites an instance where you’re in an enterprise and you have a lot of very important legacy systems that need a person who cares about the legacy stuff. You can’t have a company that has all people who have to be on the bleeding-edge all the time. [00:18:55] – Type of developers that companies want and how to keep them Ward mentions how professional growth is important. The opportunities for people to work on the leading technologies is not always something that every company can offer but they can sprinkle these opportunities here and there. It can be done but if it’s not, there are things that you can do with some of the legacy applications to make them more palatable to work on. Charles suggests to companies to show the developers that you care, you are listening. It’s on the roadmap and you’re going to get there. [00:22:55] – Is boss on your list of Ways to Lose a Developer? Bonnie can’t think of the time that she has left because of her boss. But the company culture is an important thing because however, the upper management feels about culture, that’s going to trickle down. One issue about Charles’ boss is that he is very controlling. Another issue is he was specifying the requirements for the application and he wasn’t very good at staying consistent with it. They wind up building one thing but gets angry with them because they hadn’t built what he wanted, even though it was exactly what he specified. Bonnie also had a situation similar to Charles where the project requirements kept changing while she was writing the code. If you feel like you’re going to work to be frustrated again, it doesn’t matter what technology you’re using, it doesn’t matter how you like the rest of your co-workers, eventually, you’re going to burn out. [00:27:00] – Not being paid enough When you’re not making a whole lot of money, Bonnie thinks it can be a big deal but it’s not the biggest issue. For Keith, if he would be weighing two companies, he’ll also choose the company with the good tech stack instead of the company which pays a little higher. But Ward thinks that it is a privilege to be in an industry where even in the low-end of the salary rank, you tend to be pretty comfortable. [00:29:55] – Effective ways to show your appreciation to a developer Bonnie refers to an instance when the boss gives credit for a developer in a meeting on how he did a great job on a feature. And on the flipside, the worst kind of boss is the boss that says, “Look what I did.” But Keith finds it a difficult question because it might be different for other people. Some people like to be called out in a meeting and say, “You did a good job.” But some folks would like that to be a little more behind the scenes. Or some folks might be looking for a bonus instead. So you might be able to read your people. For Alyssa, she likes the boss who regularly checks in even if it’s not a pat on the back because it just shows that they care about the process. Ward speaks of the boss who asks your opinion on an important decision, technical or otherwise. [00:37:40] – Recruitment Keith never likes the recruitment process of companies which bring a lot of people in and give them coding exercises on a whiteboard. So they built a small application that’s similar to the application that the folks will actually be doing. [00:41:05] – Remote vs. working in an office Alyssa loves being remote. She mentions she has ADHD so she was distracted in an office setting. It’s important for her to set up her environment to be more productive. Bonnie also has been working remote for 3 years now. It used to be difficult to communicate but now, we can just use video call. But Keith finds people more engaged in a meeting when it’s in person. An office space can add a lot of value to a team. Ward points out that you can also be distracted as well by working remote. In Google, they all work in the office. Even though they have open office plans, sitting right next to each other, they trust the people that they can do well in that environment. People put on headphones when they’re really focusing on something. [00:53:20] – Mandatory happy hour Companies which have a snack room, ping pong table, foosball can contribute to company culture and make it a much more attractive place for developers. But Alyssa gets scared a little bit when programmers go overboard and sometimes you’re not into it as much as they are. Picks Ward Bell Progressive Web Apps (PWA) Jake Archibald on PWA Joe Eames Shimmer Lake Keith Stewart Charles Angular Dev Summit Camelbak Eddy water bottle JAM XT Bluetooth speaker Bonnie Brennan Pluralsight course on Angular Reactive Forms by Deborah Kurata Todd Motto’s Ultimate Angular JS Twitter @bonnster75 Youtube ngHouston Angular Meetup Keith Stewart Adam Laycock’s blog post: Building maintainable Angular 2 applications Rogue One Twitter @TheKeithStewart

AiA 146: 10 Ways to Lose a Developer with Bonnie Brennan and Keith Stewart On today's episode of Adventures in Angular, we have panelists Ward Bell, Alyssa Nicoll, Joe Eames, and Charles Max Wood. We have special guests, Bonnie Brennan of ngHouston and Keith Stewart of CollabNet. The discussion ranges from the Most Common Reason for People to Leave to Mandatory Happy Hour that companies have! Stay tuned! [00:01:05] Introduction to Bonnie Brennan and Keith Stewart Bonnie is an Angular architect at Houston, Texas. She is the founder of ngHouston. She also runs Code Bridge Texas with her daughter. They do free programming workshops for girls. She’s going to be at a couple of conferences coming up. They’re going to AngularMix and FrontEnd Connect with Alyssa. Keith, on the other hand, works for a company called CollabNet as a UI Tech Lead. He is working mostly on UI’s for DevOps-related products. He is also a frequent panelist on the ngHouston Meet up broadcast that Bonnie runs and a curator on ngDoc.io with Alyssa and Joe. [00:03:20] – Most common reason for people to leave If Bonnie has to narrow down, she thinks it’s the tech stack. Some companies have a lot of legacy code that needs to be maintained but at the same time, when you are a developer who spends a lot of time on emerging technologies, you want to be working on this new stuff that you’re learning. While working on this course on how to find a better dev job, Charles surveyed people on Skype or the phone. They feel stuck and not moving ahead. [00:10:50] – In the culture, if you’re not a performer, then, you’re not trying hard enough? Joe thinks that we have this problem in this industry that if you are not going to be blogging and speaking at conferences, then, you just don’t belong. Ward also thinks that you don’t have to be a performer to contribute to a great development environment. But for Bonnie, being a performer is not exactly about getting up on stage. It really is about caring enough. Alyssa tells about the gradient of the type of person. There’s a person like, “Okay, this is just a job for me but I still take pride in my work.” But if you’re in the mindset of “Hey, I have kids or I have a wife outside of this. But I’m still giving it my all while I’m here.” Then, it’s perfectly reasonable. Keith also tells about the two different types of people. The generalists, the folks who are on the bleeding-edge, they don’t necessarily master one of those, and the other folks who get really good at one particular thing that they’re working on. Ward cites an instance where you’re in an enterprise and you have a lot of very important legacy systems that need a person who cares about the legacy stuff. You can’t have a company that has all people who have to be on the bleeding-edge all the time. [00:18:55] – Type of developers that companies want and how to keep them Ward mentions how professional growth is important. The opportunities for people to work on the leading technologies is not always something that every company can offer but they can sprinkle these opportunities here and there. It can be done but if it’s not, there are things that you can do with some of the legacy applications to make them more palatable to work on. Charles suggests to companies to show the developers that you care, you are listening. It’s on the roadmap and you’re going to get there. [00:22:55] – Is boss on your list of Ways to Lose a Developer? Bonnie can’t think of the time that she has left because of her boss. But the company culture is an important thing because however, the upper management feels about culture, that’s going to trickle down. One issue about Charles’ boss is that he is very controlling. Another issue is he was specifying the requirements for the application and he wasn’t very good at staying consistent with it. They wind up building one thing but gets angry with them because they hadn’t built what he wanted, even though it was exactly what he specified. Bonnie also had a situation similar to Charles where the project requirements kept changing while she was writing the code. If you feel like you’re going to work to be frustrated again, it doesn’t matter what technology you’re using, it doesn’t matter how you like the rest of your co-workers, eventually, you’re going to burn out. [00:27:00] – Not being paid enough When you’re not making a whole lot of money, Bonnie thinks it can be a big deal but it’s not the biggest issue. For Keith, if he would be weighing two companies, he’ll also choose the company with the good tech stack instead of the company which pays a little higher. But Ward thinks that it is a privilege to be in an industry where even in the low-end of the salary rank, you tend to be pretty comfortable. [00:29:55] – Effective ways to show your appreciation to a developer Bonnie refers to an instance when the boss gives credit for a developer in a meeting on how he did a great job on a feature. And on the flipside, the worst kind of boss is the boss that says, “Look what I did.” But Keith finds it a difficult question because it might be different for other people. Some people like to be called out in a meeting and say, “You did a good job.” But some folks would like that to be a little more behind the scenes. Or some folks might be looking for a bonus instead. So you might be able to read your people. For Alyssa, she likes the boss who regularly checks in even if it’s not a pat on the back because it just shows that they care about the process. Ward speaks of the boss who asks your opinion on an important decision, technical or otherwise. [00:37:40] – Recruitment Keith never likes the recruitment process of companies which bring a lot of people in and give them coding exercises on a whiteboard. So they built a small application that’s similar to the application that the folks will actually be doing. [00:41:05] – Remote vs. working in an office Alyssa loves being remote. She mentions she has ADHD so she was distracted in an office setting. It’s important for her to set up her environment to be more productive. Bonnie also has been working remote for 3 years now. It used to be difficult to communicate but now, we can just use video call. But Keith finds people more engaged in a meeting when it’s in person. An office space can add a lot of value to a team. Ward points out that you can also be distracted as well by working remote. In Google, they all work in the office. Even though they have open office plans, sitting right next to each other, they trust the people that they can do well in that environment. People put on headphones when they’re really focusing on something. [00:53:20] – Mandatory happy hour Companies which have a snack room, ping pong table, foosball can contribute to company culture and make it a much more attractive place for developers. But Alyssa gets scared a little bit when programmers go overboard and sometimes you’re not into it as much as they are. Picks Ward Bell Progressive Web Apps (PWA) Jake Archibald on PWA Joe Eames Shimmer Lake Keith Stewart Charles Angular Dev Summit Camelbak Eddy water bottle JAM XT Bluetooth speaker Bonnie Brennan Pluralsight course on Angular Reactive Forms by Deborah Kurata Todd Motto’s Ultimate Angular JS Twitter @bonnster75 Youtube ngHouston Angular Meetup Keith Stewart Adam Laycock’s blog post: Building maintainable Angular 2 applications Rogue One Twitter @TheKeithStewart

AiA 146: 10 Ways to Lose a Developer with Bonnie Brennan and Keith Stewart On today's episode of Adventures in Angular, we have panelists Ward Bell, Alyssa Nicoll, Joe Eames, and Charles Max Wood. We have special guests, Bonnie Brennan of ngHouston and Keith Stewart of CollabNet. The discussion ranges from the Most Common Reason for People to Leave to Mandatory Happy Hour that companies have! Stay tuned! [00:01:05] Introduction to Bonnie Brennan and Keith Stewart Bonnie is an Angular architect at Houston, Texas. She is the founder of ngHouston. She also runs Code Bridge Texas with her daughter. They do free programming workshops for girls. She’s going to be at a couple of conferences coming up. They’re going to AngularMix and FrontEnd Connect with Alyssa. Keith, on the other hand, works for a company called CollabNet as a UI Tech Lead. He is working mostly on UI’s for DevOps-related products. He is also a frequent panelist on the ngHouston Meet up broadcast that Bonnie runs and a curator on ngDoc.io with Alyssa and Joe. [00:03:20] – Most common reason for people to leave If Bonnie has to narrow down, she thinks it’s the tech stack. Some companies have a lot of legacy code that needs to be maintained but at the same time, when you are a developer who spends a lot of time on emerging technologies, you want to be working on this new stuff that you’re learning. While working on this course on how to find a better dev job, Charles surveyed people on Skype or the phone. They feel stuck and not moving ahead. [00:10:50] – In the culture, if you’re not a performer, then, you’re not trying hard enough? Joe thinks that we have this problem in this industry that if you are not going to be blogging and speaking at conferences, then, you just don’t belong. Ward also thinks that you don’t have to be a performer to contribute to a great development environment. But for Bonnie, being a performer is not exactly about getting up on stage. It really is about caring enough. Alyssa tells about the gradient of the type of person. There’s a person like, “Okay, this is just a job for me but I still take pride in my work.” But if you’re in the mindset of “Hey, I have kids or I have a wife outside of this. But I’m still giving it my all while I’m here.” Then, it’s perfectly reasonable. Keith also tells about the two different types of people. The generalists, the folks who are on the bleeding-edge, they don’t necessarily master one of those, and the other folks who get really good at one particular thing that they’re working on. Ward cites an instance where you’re in an enterprise and you have a lot of very important legacy systems that need a person who cares about the legacy stuff. You can’t have a company that has all people who have to be on the bleeding-edge all the time. [00:18:55] – Type of developers that companies want and how to keep them Ward mentions how professional growth is important. The opportunities for people to work on the leading technologies is not always something that every company can offer but they can sprinkle these opportunities here and there. It can be done but if it’s not, there are things that you can do with some of the legacy applications to make them more palatable to work on. Charles suggests to companies to show the developers that you care, you are listening. It’s on the roadmap and you’re going to get there. [00:22:55] – Is boss on your list of Ways to Lose a Developer? Bonnie can’t think of the time that she has left because of her boss. But the company culture is an important thing because however, the upper management feels about culture, that’s going to trickle down. One issue about Charles’ boss is that he is very controlling. Another issue is he was specifying the requirements for the application and he wasn’t very good at staying consistent with it. They wind up building one thing but gets angry with them because they hadn’t built what he wanted, even though it was exactly what he specified. Bonnie also had a situation similar to Charles where the project requirements kept changing while she was writing the code. If you feel like you’re going to work to be frustrated again, it doesn’t matter what technology you’re using, it doesn’t matter how you like the rest of your co-workers, eventually, you’re going to burn out. [00:27:00] – Not being paid enough When you’re not making a whole lot of money, Bonnie thinks it can be a big deal but it’s not the biggest issue. For Keith, if he would be weighing two companies, he’ll also choose the company with the good tech stack instead of the company which pays a little higher. But Ward thinks that it is a privilege to be in an industry where even in the low-end of the salary rank, you tend to be pretty comfortable. [00:29:55] – Effective ways to show your appreciation to a developer Bonnie refers to an instance when the boss gives credit for a developer in a meeting on how he did a great job on a feature. And on the flipside, the worst kind of boss is the boss that says, “Look what I did.” But Keith finds it a difficult question because it might be different for other people. Some people like to be called out in a meeting and say, “You did a good job.” But some folks would like that to be a little more behind the scenes. Or some folks might be looking for a bonus instead. So you might be able to read your people. For Alyssa, she likes the boss who regularly checks in even if it’s not a pat on the back because it just shows that they care about the process. Ward speaks of the boss who asks your opinion on an important decision, technical or otherwise. [00:37:40] – Recruitment Keith never likes the recruitment process of companies which bring a lot of people in and give them coding exercises on a whiteboard. So they built a small application that’s similar to the application that the folks will actually be doing. [00:41:05] – Remote vs. working in an office Alyssa loves being remote. She mentions she has ADHD so she was distracted in an office setting. It’s important for her to set up her environment to be more productive. Bonnie also has been working remote for 3 years now. It used to be difficult to communicate but now, we can just use video call. But Keith finds people more engaged in a meeting when it’s in person. An office space can add a lot of value to a team. Ward points out that you can also be distracted as well by working remote. In Google, they all work in the office. Even though they have open office plans, sitting right next to each other, they trust the people that they can do well in that environment. People put on headphones when they’re really focusing on something. [00:53:20] – Mandatory happy hour Companies which have a snack room, ping pong table, foosball can contribute to company culture and make it a much more attractive place for developers. But Alyssa gets scared a little bit when programmers go overboard and sometimes you’re not into it as much as they are. Picks Ward Bell Progressive Web Apps (PWA) Jake Archibald on PWA Joe Eames Shimmer Lake Keith Stewart Charles Angular Dev Summit Camelbak Eddy water bottle JAM XT Bluetooth speaker Bonnie Brennan Pluralsight course on Angular Reactive Forms by Deborah Kurata Todd Motto’s Ultimate Angular JS Twitter @bonnster75 Youtube ngHouston Angular Meetup Keith Stewart Adam Laycock’s blog post: Building maintainable Angular 2 applications Rogue One Twitter @TheKeithStewart

This episode is about disordered eating and yo-yo dieting. Today’s caller, Alyssa, was diagnosed with an eating disorder when she was younger. She has been to therapy to help her understand abuse she endured as a child, but has not yet overcome the effect it had on her. For Alyssa to experience true healing and transformation she needs to make shifts on emotional, mental, behavioral and spiritual levels. [For show notes go here: Christinehassler.com/episode93] Many people have the experience of making progress only to see old patterns re-emerge. It can be discouraging and frustrating it can be to feel like you are backtracking, but you can get off the rollercoaster and experience growth without major setbacks. During my coaching session with Alyssa, I held a space of compassion for Alyssa without reinforcing her victim story. There were people who would pity her and people she could blame, but pity and blame are not going to stop her from binge eating. In fact, it would trigger the behavior. We can take our power back by making choices that create change. So, I created steps to help her feel empowered. A lot of people who were abused hold on to weight as a protective measure. because it’s our body’s response to the message from the mind of ‘I want to hide. I want to be invisible.’ If this resonates with you, listen to the podcast I did with Drew Manning, “Transforming Your Inner Critic into an Inner Coach”.  Joining my Inner Circle Membership Community is a great place to get support from a loving, high vibe, compassionate community. If you are someone who has dealt with body image issues or eating disorders, and have made it to the other side and would like to know how to turn your pain into your purpose, don’t miss Gabby Bernstein’s Free Training Videos. Plus, I will be announcing a very special bonus for those of you who enroll in Gabby’s Master Class on June 23rd.   Consider/Ask Yourself: ● Do you struggle with gaining and losing weight? Perhaps so much so that you may have an eating disorder. ● Have you processed your issues and made progress in therapy regarding your past, but the old habits keep coming back? ● Do you sabotage your health and well-being? Is it hard for you to be disciplined and stick to a plan? ● Do you feel safe to be seen? Alyssa’s Question: Alyssa would like to know how to move past her eating disorder for good. Alyssa’s Key Insights and Ahas: ● She has always felt not good enough. ● She’s forgiven people from her past. ● She didn’t feel safe as a child. ● She feels she should be beyond her issue. How to Get Over It and On With It: ● She shouldn’t identify with herself as a victim. ● She needs a behavioral shift to make her feel safe in her body. ● She needs to send love to a picture of her younger self. ● She needs to reframe the belief that she can trust people. ● She should ask God to help to make her feel safe and protected. Action Steps: ● If you have a re-emerging pattern like binge eating, what’s the payoff? It’s serving a purpose. Do some journaling as to what purpose it serves. ● If weight is something you struggle with move, into acceptance. Ask the weight what it needs. When you get the answer, create your own holistic treatment plan. Pick one thing on the behavioral, emotional, mental, and spiritual level you can commit to. Resources: Christine Hassler Christine Hassler Podcasts My Favorite Summer Life Hacks! Expectation Hangover Inner Circle Membership Community — This month’s focus is sexuality and sexiness. @ChristinHassler on Twitter @christinehassler on Instagram Jill@ChristineHassler.com

Episode 134 will stick to your ribs! The Bohemian Cafe is awesome. SVICKOVA FOREVER! For Alyssa: guy cries when his car is towed This kitten video is awesome Download: Episode 134