Podcasts about Four Corners

What does it take to keep a family business thriving for generations? In this episode of Unstoppable Mindset, I talk with Jan Southern, a seasoned business advisor who helps family-owned companies build long-term success through structure, trust, and clarity. We explore why so many family firms lose their way by the third generation—and what can be done right now to change that story. Jan shares how documenting processes, empowering people, and aligning goals can turn complexity into confidence. We unpack her “Three Ps” framework—People, Process, and Product—and discuss how strong leadership, accountability, and smart AI adoption keep growth steady and sustainable. If you've ever wondered what separates businesses that fade from those that flourish, this conversation will show you how to turn structure into freedom and process into legacy. Highlights: 00:10 – Why unexpected stories reveal how real businesses grow. 01:39 – How early life in Liberal, Kansas shaped a strong work ethic. 07:51 – What a 10,000 sq ft HQ build-out teaches about operations. 09:35 – How a trading floor was rebuilt in 36 hours and why speed matters. 11:21 – Why acquisitions fail without tribal knowledge and culture continuity. 13:19 – What Ferguson Alliance does for mid-market family businesses. 14:08 – Why many family firms don't make it to the third generation. 17:33 – How the 3 Ps—people, process, product—create durable growth. 20:49 – Why empowerment and clear decision rights prevent costly delays. 33:02 – The step-by-step process mapping approach that builds buy-in. 36:41 – Who should sponsor change and how to align managers. 49:36 – Why process docs and succession planning start on day one. 56:21 – Realistic timelines: six weeks to ninety days and beyond. 58:19 – How referrals expand projects across departments. About the Guest: With over 40 years of experience in the realm of business optimization and cost-effective strategies, Jan is a seasoned professional dedicated to revolutionizing company efficiency. From collaborating with large corporations encompassing over 1,000 employees to small 2-person offices, Jan's expertise lies in meticulously analyzing financials, processes, policies and procedures to drive enhanced performance. Since joining Ferguson Alliance in 2024, Jan has become a Certified Exit Planning Advisor and is currently in the process of certification in Artificial Intelligence Consulting and Implementation, adding to her ability to quickly provide businesses with an assessment and tools that will enhance their prosperity in today's competitive landscape. Jan's forte lies in crafting solutions that align with each client's vision, bolstering their bottom line and staffing dynamics. Adept in setting policies that align with company objectives, Jan is renowned for transforming challenges into opportunities for growth and longevity. With a knack for unraveling inefficiencies and analyzing net income, Jan is a go-to expert for family-owned businesses looking to extend their legacy into future generations. Ways to connect with Jan: Email address : Jan@Ferguson-Alliance.com Phone: 713 851 2229 LinkedIn: linkedin.com/in/jansouthern cepa Website: https://ferguson alliance.com About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset . Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hi everyone. I want to welcome you to unstoppable mindset where inclusion, diversity and the unexpected meet. But the neat thing about it is we don't usually deal with inclusion or diversity. We deal with everything, but that because people come on this podcast to tell their own stories, and that's what we get to do today with Jan southern not necessarily anything profound about inclusion or diversity, but certainly the unexpected. And I'm sure we're going to figure out how that happens and what's unexpected about whatever I got to tell you. Before we started, we were just sitting here telling a few puns back and forth. Oh, well, we could always do that, Jan, well, welcome to unstoppable mindset. We're glad you're here. Thank you so much. Glad to be here. Any puns before we start?   Jan Southern ** 02:09 No, I think we've had enough of those. I think we did it   Michael Hingson ** 02:11 in, huh? Yes. Well, cool. Well, I want to thank you for being here. Jan has been very actively involved in a lot of things dealing with business and helping people and companies of all sizes, companies of all sizes. I don't know about people of all sizes, but companies of all sizes in terms of becoming more effective and being well, I'll just use the term resilient, but we'll get into that. But right now, let's talk about the early Jan. Tell us about Jan growing up and all that sort of stuff that's always fun to start with.   Jan Southern ** 02:50 Yes, I grew up in Liberal Kansas, which is a small town just north of the Oklahoma border and a little bit east of New Mexico kind of down in that little Four Corners area. And I grew up in the time when we could leave our house in the morning on the weekends and come home just before dusk at night, and our parents didn't panic, you know. So it was a good it was a good time growing up. I i lived right across the street from the junior high and high school, so I had a hugely long walk to work, I mean,   Michael Hingson ** 03:28 to school,   Jan Southern ** 03:30 yeah, and so, you know, was a, was a cheerleader in high school, and went to college, then at Oklahoma State, and graduated from there, and here I am in the work world. I've been working since I was about 20 years old, and I'd hate to tell you how many years that's been.   Michael Hingson ** 03:51 You can if you want. I won't tell   03:55 nobody will know.   Michael Hingson ** 03:57 Good point. Well, I know it's been a long time I read your bio, so I know, but that's okay. Well, so when you What did you major in in college psychology? Ah, okay. And did you find a bachelor's degree or just bachelor's   Jan Southern ** 04:16 I did not. I got an Mrs. Degree and had two wonderful children and grew up, they've grown up and to become very fine young men with kids of their own. So I have four grandchildren and one great grandchild, so   Michael Hingson ** 04:33 Wowie Zowie, yeah, that's pretty cool. So when you left college after graduating, what did you do?   Jan Southern ** 04:40 I first went to work in a bank. My ex husband was in pharmacy school at Oklahoma, State University of Oklahoma, and so I went to work in a bank. I was the working wife while he went to pharmacy school. And went to work in a bank, and years later, became a bank consultant. So we we lived in Norman, Oklahoma until he was out of school and and as I began having children during our marriage, I went to work for a pediatrician, which was very convenient when you're trying to take care of kids when they're young.   Michael Hingson ** 05:23 Yeah, and what did you What did you do for a pediatrician?   Jan Southern ** 05:27 I was, I was her receptionist, and typed medical charts, so I learned a lot about medicine. Was very she was head of of pediatrics at a local hospital, and also taught at the university. And so I got a great education and health and well being of kids. It was, it was a great job.   Michael Hingson ** 05:51 My my sister in law had her first child while still in high school, and ended up having to go to work. She went to work for Kaiser Permanente as a medical transcriber, but she really worked her way up. She went to college, got a nursing degree, and so on, and she became a nurse. And eventually, when she Well, she didn't retire, but her last job on the medical side was she managed seven wards, and also had been very involved in the critical care unit. Was a nurse in the CCU for a number of years. Then she was tasked. She went to the profit making side of Kaiser, as it were, and she was tasked with bringing paperless charts into Kaiser. She was the nurse involved in the team that did that. So she came a long way from being a medical transcriber.   Jan Southern ** 06:51 Well, she came a long way from being a single mom in high school. That's a great story of success.   Michael Hingson ** 06:56 Well, and she wasn't totally a single mom. She she and the guy did marry, but eventually they they did divorce because he wasn't as committed as he should be to one person, if it were,   Speaker 1 ** 07:10 that's a familiar story. And he also drank and eventually died of cirrhosis of the liver. Oh, that's too bad. Yeah, that's always sad, but, you know, but, but she coped, and her her kids cope. So it works out okay. So you went to work for a pediatrician, and then what did you do?   Jan Southern ** 07:31 Well, after my husband, after he graduated, was transferred to Dallas, and I went to work for a company gardener, Denver company at the time, they've been since purchased by another company. And was because of my experience in banking prior to the pediatrician, I went to work in their corporate cash management division, and I really enjoyed that I was in their corporate cash management for their worldwide division, and was there for about four years, and really enjoyed it. One of my most exciting things was they were moving their headquarters from Quincy, Illinois down to Dallas. And so I had been hired. But since they were not yet in Dallas, I worked with a gentleman who was in charge of putting together their corporate offices. And so we made all the arrangements. As far as we had a got a 10,000 square foot blank space when we started. And our job was to get every desk, every chair, every pen and pencil. And so when somebody moved from Quincy, Illinois, they moved in and they had their desk all set up. Their cuticles were cubicles were ready to go and and they were they could hit the ground running day one, so that,   Michael Hingson ** 09:02 so you, you clearly really got into dealing with organization, I would would say, then, wouldn't, didn't you?   Jan Southern ** 09:11 Yes, yes, that was my, probably my first exposure to to the corporate world and learning exactly how things could be more efficient, more cost effective. And I really enjoyed working for that company.   Michael Hingson ** 09:30 I remember, after September 11, we worked to provide the technology that we were selling, but we provided technology to Wall Street firms so they could recover their data and get set up again to be able to open the stock exchange and all the trading floors on the 17th of September. So the next Monday. And it was amazing, one of the companies was, I think it was Morgan Stanley. Finally and they had to go find new office space, because their office space in the World Trade Center was, needless to say, gone. They found a building in Jersey City that had a floor, they said, about the size of a football field, and from Friday night to Sunday afternoon, they said it took about 36 hours. They brought in computers, including IBM, taking computers from some of their own people, and just bringing them into to Morgan Stanley and other things, including some of the technology that we provided. And within 36 hours, they had completely reconstructed a trading floor. That's amazing. It was, it was absolutely amazing to see that. And you know, for everyone, it was pretty crazy, but Wall Street opened on the 17th and and continued to survive.   Jan Southern ** 10:57 That's a great story.   Michael Hingson ** 10:59 So what did you do? So you did this, this work with the 10,000 square foot space and other things like that. And then what?   Jan Southern ** 11:08 Well, once, once everyone moved into the space in Dallas. Then I began my work in their in their corporate cash management area. And from there, my next job was working in a bank when my my husband, then was transferred back to Tulsa, Oklahoma, and I went back to work in banking. And from that bank, I was there about three to four years, and I was hired then by John Floyd as a as a consultant for banks and credit unions, and I was with that company for 42 years. My gosh, I know that's unusual these days, but I really enjoyed what I did. We did re engineering work and cost effectiveness and banks and credit unions for those 42 years. And so that was where I really cut my teeth on process improvement and continuous improvement, and still in that industry. But their company was bought by a an equity firm. And of course, when that happens, they like to make changes and and bring in their own folks. So those of us who had been there since day one were no longer there.   Michael Hingson ** 12:26 When did that happen?   Jan Southern ** 12:27 That was in 2022   Michael Hingson ** 12:32 so it's interesting that companies do that they always want to bring in their own people. And at least from my perspective, it seems to me that they forget that they lose all the tribal knowledge that people who have been working there have that made the company successful   Jan Southern ** 12:51 Absolutely. So I guess they're still doing well, and they've done well for themselves afterwards, and but, you know, they do, they lose all the knowledge, they lose all of the continuity with the clients. And it's sad that they do that, but that's very, very common.   Michael Hingson ** 13:13 Yeah, I know I worked for a company that was bought by Xerox, and all the company wanted was our technology. All Xerox wanted was the technology. And they lost all of the knowledge that all the people with sales experience and other kinds of experiences brought, because they terminated all of us when the company was fully in the Xerox realm of influence.   Jan Southern ** 13:39 So you know what I went through? Yeah.   Michael Hingson ** 13:42 Well, what did you do after you left that company? After you left John Floyd,   Jan Southern ** 13:47 I left John Floyd, I was under a I was under a non compete, so I kind of knocked around for a couple of years. I was of age where I could have retired, but I wasn't ready to. So then I found Ferguson Alliance, and I'm now a business advisor for family owned businesses, and so I've been with Ferguson just over a year, and doing the same type of work that I did before. In addition to that, I have become a certified Exit Planning advisor, so that I can do that type of work as well. So that's that's my story in a nutshell. As far as employment,   Michael Hingson ** 14:26 what is Ferguson Alliance?   Jan Southern ** 14:29 Ferguson Alliance, we are business advisors for family owned businesses. And the perception is that a family owned business is going to be a small business, but there are over 500,000 family owned businesses in the United States. Our market is the middle market, from maybe 50 employees up to 1000 20 million in revenues, up to, you know, the sky's the limit, and so we do. Do a lot of work as far as whatever can help a family owned business become more prosperous and survive into future generations. It's a sad statistic that most family owned businesses don't survive into the third generation.   Michael Hingson ** 15:16 Why is that?   Jan Southern ** 15:19 I think because they the first the first generation works themselves, their fingers to the bone to get their their business off the ground, and they get successful, and their offspring often enjoy, if you will, the fruits of the labors of their parents and so many of them, once they've gone to college, they don't have an interest in joining the firm, and so they go on and succeed on their own. And then their children, of course, follow the same course from from their work. And so that's really, I think, the primary reason, and also the the founders of the businesses have a tendency to let that happen, I think. And so our coaching programs try to avoid that and help them to bring in the second and third generations so that they can, you know, they can carry on a legacy of their parents or the founders.   Michael Hingson ** 16:28 So what do you do, and what kinds of initiatives do you take to extend the longevity of a family owned business then,   Jan Southern ** 16:39 well, the first thing is that that Rob, who's our founder of our family owned business, does a lot of executive coaching and helps the helps the people who are within the business, be it the founder or being at their second or third generations, and he'll help with coaching them as to how to, hey, get past the family dynamics. Everybody has their own business dynamics. And then you add on top of that, the family dynamics, in addition to just the normal everyday succession of a business. And so we help them to go through those types of challenges, if you will. They're not always a challenge, but sometimes, if there are challenges, Rob's coaching will take them through that and help them to develop a succession plan that also includes a document that says that that governance plan as to how their family business will be governed, in addition to just a simple succession plan, and my role in a lot of that is to make sure that their business is ready to prosper too. You know that their their assessment of as far as whether they're profitable, whether they are their processes are in place, etc, but one of the primary things that we do is to help them make certain that that if they don't want to survive into future generations, that we help them to prepare to either pass it along to a family member or pass it along to someone who's a non family member, right?   Michael Hingson ** 18:34 So I've heard you mentioned the 3p that are involved in extending longevity. Tell me about that. What are the three P's?   Jan Southern ** 18:41 Well, the first p is your people. You know, if you don't take care of your people, be they family members or non family members, then you're not going to be very successful. So making certain that you have a system in place, have a culture in place that takes care of your people. To us, is very key. Once you make sure that your people are in a culture of continuous improvement and have good, solid foundation. In that regard, you need to make sure that your processes are good. That's the second P that that you have to have your processes all documented, that you've authorized your people to make decisions that they don't always have to go to somebody else. If you're a person in the company and you recognize that something's broken, then you need to have empowerment so that your people can make decisions and not always have to get permission from someone else to make certain that those processes continuously are approved improved. That's how to you. Could have became so successful is they installed a product. They called it, I say, a product. They installed a culture. They called it kaizen. And so Kaizen was simply just continuous improvement, where, if you were doing a process and you ask yourself, why did I do it this way? Isn't there a better way? Then, you know, you're empowered to find a better way and to make sure that that that you can make that decision, as long as it fits in with the culture of the company. Then the third P is product. You know, you've got to have a product that people want. I know that you've seen a lot of companies fail because they're pushing a product that nobody wants. And so you make certain that your products are good, your products are good, high quality, and that you can deliver them in the way that you promise. And so those are really the 3p I'd like to go back to process and just kind of one of the things, as you know, we had some horrendous flooding here in Texas recently, and one of the things that happened during that, and not that it was a cause of it, but just one of the things that exacerbated the situation, is someone called to say, Please, we need help. There's flooding going on. It was one of their first responders had recognized that there was a tragic situation unfolding, and when he called into their system to give alerts, someone says, Well, I'm going to have to get approval from my supervisor, with the approval didn't come in time. So what's behind that? We don't know, but that's just a critical point as to why you should empower your people to make decisions when, when it's necessary.   Michael Hingson ** 21:56 I'm sure, in its own way, there was some of that with all the big fires out here in California back in January, although part of the problem with those is that aircraft couldn't fly for 36 hours because the winds were so heavy that there was just no way that the aircraft could fly. But you got to wonder along the way, since they are talking about the fact that the electric companies Southern California, Edison had a fair amount to do with probably a lot a number of the fires igniting and so on, one can only wonder what might have happened if somebody had made different decisions to better prepare and do things like coating the wires so that if they touch, they wouldn't spark and so on that they didn't do. And, you know, I don't know, but one can only wonder.   Jan Southern ** 22:53 It's hard to know, you know, and in our situation, would it have made any difference had that person been able to make a decision on her own? Yeah, I was moving so rapidly, it might not have made any any difference at all, but you just have to wonder, like you said,   Michael Hingson ** 23:10 yeah, there's no way to, at this point, really know and understand, but nevertheless, it is hopefully something that people learn about for the future, I heard that they're now starting to coat wires, and so hopefully that will prevent a lot, prevent a lot of the sparking and so on. I'd always thought about they ought to put everything underground, but coating wire. If they can do that and do it effectively, would probably work as well. And that's, I would think, a lot cheaper than trying to put the whole power grid underground.   Jan Southern ** 23:51 I would think so we did when I was with my prior company. We did a project where they were burying, they were putting everything underground, and Burlington Vermont, and it was incredible what it takes to do that. I mean, you just, we on the outside, just don't realize, you know, there's a room that's like 10 by six underground that carries all of their equipment and things necessary to do that. And I never realized how, how costly and how difficult it was to bury everything. We just have the impression that, well, they just bury this stuff underground, and that's all. That's all it takes. But it's a huge, huge undertaking in order to do that   Michael Hingson ** 24:36 well. And it's not just the equipment, it's all the wires, and that's hundreds and of miles and 1000s of miles of cable that has to be buried underground, and that gets to be a real challenge.   Jan Southern ** 24:47 Oh, exactly, exactly. So another story about cables. We were working in West Texas one time on a project, and we're watching them stretch the. Wiring. They were doing some internet provisioning for West Texas, which was woefully short on in that regard, and they were stringing the wire using helicopters. It was fascinating, and the only reason we saw that is it was along the roadways when we were traveling from West Texas, back into San Antonio, where flights were coming in and out of so that was interesting to watch.   Michael Hingson ** 25:28 Yeah, yeah. People get pretty creative. Well, you know, thinking back a little bit, John Floyd must have been doing something right to keep you around for 42 years.   Jan Southern ** 25:40 Yes, they did. They were a fabulous country company and still going strong. I think he opened in 1981 it's called advantage. Now, it's not John Floyd, but Right, that was a family owned business. That's where I got to cut my teeth on the dynamics of a family owned business and how they should work and how and his niece is one of the people that's still with the company. Whether, now that they're owned by someone else, whether she'll be able to remain as they go into different elements, is, is another question. But yeah, they were, they were great.   Michael Hingson ** 26:20 How many companies, going back to the things we were talking about earlier, how many companies when they're when they buy out another company, or they're bought out by another company, how many of those companies generally do succeed and continue to grow? Do you have any statistics, or do more tend not to than do? Or   Jan Southern ** 26:40 I think that more tend to survive. They tend to survive, though, with a different culture, I guess you would say they they don't retain the culture that they had before. I don't have any firm statistics on that, because we don't really deal with that that much, but I don't they tend to survive with it, with a the culture of the newer company, if they fold them in, yeah.   Michael Hingson ** 27:15 Well, and the reality is to be fair, evolution always takes place. So the John Floyd and say, 2022 wasn't the same as the John Floyd company in 1981   Jan Southern ** 27:31 not at all. No, exactly, not at all.   Michael Hingson ** 27:34 So it did evolve, and it did grow. And so hopefully, when that company was absorbed elsewhere and with other companies, they they do something to continue to be successful, and I but I think that's good. I know that with Xerox, when it bought Kurzweil, who I worked for, they were also growing a lot and so on. The only thing is that their stock started to drop. I think that there were a number of things. They became less visionary, I think is probably the best way to put it, and they had more competition from other companies developing and providing copiers and other things like that. But they just became less visionary. And so the result was that they didn't grow as much as probably they should have.   Jan Southern ** 28:28 I think that happens a lot. Sometimes, if you don't have a culture of continuous improvement and continuous innovation, which maybe they didn't, I'm not that familiar with how they move forward, then you get left behind. You know, I'm I'm in the process right now, becoming certified in artificial intelligent in my old age. And the point that's made, not by the company necessarily that I'm studying with, but by many others, is there's going to be two different kinds of companies in the future. There's going to be those who have adopted AI and those who used to be in business. And I think that's probably fair.   Michael Hingson ** 29:13 I think it is. And I also we talked with a person on this podcast about a year ago, or not quite a year ago, but, but he said, AI will not replace anyone's jobs. People will replace people's jobs with AI, but they shouldn't. They shouldn't eliminate anyone from the workforce. And we ended up having this discussion about autonomous vehicles. And the example that he gave is, right now we have companies that are shippers, and they drive product across the country, and what will happen to the drivers when the driving process becomes autonomous and you have self driving vehicles, driving. Across country. And his point was, what they should do, what people should consider doing is not eliminating the drivers, but while the machine is doing the driving, find and give additional or other tasks to the drivers to do so they can continue to be contributors and become more efficient and help the company become more efficient, because now you've got people to do other things than what they were used to doing, but there are other things that AI won't be able to do. And I thought that was pretty fascinating,   Jan Southern ** 30:34 exactly. Well, my my nephew is a long haul truck driver. He owns a company, and you know, nothing the AI will never be able to observe everything that's going on around the trucking and and you know, there's also the some of the things that that driver can do is those observations, plus they're Going to need people who are going to program those trucks as they are making their way across the country, and so I'm totally in agreement with what your friend said, or your you know, your guests had to say that many other things,   Michael Hingson ** 31:15 yeah, and it isn't necessarily even relating to driving, but there are certainly other things that they could be doing to continue to be efficient and effective, and no matter how good the autonomous driving capabilities are, it only takes that one time when for whatever reason, the intelligence can't do it, that it's good To have a driver available to to to to help. And I do believe that we're going to see the time when autonomous vehicles will be able to do a great job, and they will be able to observe most of all that stuff that goes on around them. But there's going to be that one time and that that happens. I mean, even with drivers in a vehicle, there's that one time when maybe something happens and a driver can't continue. So what happens? Well, the vehicle crashes, or there's another person to take over. That's why we have at least two pilots and airplanes and so on. So right, exactly aspects of it,   Jan Southern ** 32:21 I think so I can remember when I was in grade school, they showed us a film as to what someone's vision of the country was, and part of that was autonomous driving, you know. And so it was, it was interesting that we're living in a time where we're beginning to see that, yeah,   Michael Hingson ** 32:41 we're on the cusp, and it's going to come. It's not going to happen overnight, but it will happen, and we're going to find that vehicles will be able to drive themselves. But there's still much more to it than that, and we shouldn't be in too big of a hurry, although some so called profit making. People may decide that's not true, to their eventual chagrin, but we shouldn't be too quick to replace people with technology totally   Jan Southern ** 33:14 Exactly. We have cars in I think it's Domino's Pizza. I'm not sure which pizza company, but they have autonomous cars driving, and they're cooking the pizza in the back oven of the car while, you know, while it's driving to your location, yeah, but there's somebody in the car who gets out of the car and brings the pizza to my door.   Michael Hingson ** 33:41 There's been some discussion about having drones fly the pizza to you. Well, you know, we'll see,   Jan Southern ** 33:50 right? We'll see how that goes. Yeah,   Michael Hingson ** 33:53 I haven't heard that. That one is really, pardon the pun, flown well yet. But, you know, we'll see. So when you start a process, improvement process program, what are some of the first steps that you initiate to bring that about? Well, the first   Jan Southern ** 34:11 thing that we do, once we've got agreement with their leadership, then we have a meeting with the people who will be involved, who will be impacted, and we tell them all about what's happening, what's going to happen, and make certain that they're in full understanding. And you know, the first thing that you ever hear when you're saying that you're going to be doing a re engineering or process improvement is they think, Oh, you're just going to come in and tell me to reduce my staff, and that's the way I'm going to be more successful. We don't look at it that way at all. We look at it in that you need to be right. Have your staff being the right size, and so in in many cases, in my past. I we've added staff. We've told them, you're under staffed, but the first thing we do is hold that meeting, make certain that they're all in agreement with what's going to happen, explain to them how it's going to happen, and then the next step is that once management has decided who our counterparts will be within the company. Who's going to be working with us to introduce us to their staff members is we sit down with their staff members and we ask them questions. You know, what do you do? How do you do it? What do you Did someone bring it to you. Are you second in line or next in line for some task? And then once you finish with it, what happens to it? Do you give someone else? Is a report produced? Etc. And so once we've answered all of those questions, we do a little a mapping of the process. And once you map that process, then you take it back to the people who actually perform the process, and you ask them, Did I get this right? I heard you say, this? Is this a true depiction of what's happening? And so we make sure that they don't do four steps. And they told us steps number one and three, so that then, once we've mapped that out, that gives us an idea of two of how can things be combined? Can they be combined? Should you be doing what you're doing here? Is there a more efficient or cost effective way of doing it? And we make our recommendations based on that for each process that we're reviewing. Sometimes there's one or two good processes in an area that we're looking at. Sometimes there are hundreds. And so that's that's the basic process. And then once they've said yes, that is correct, then we make our recommendations. We take it back to their management, and hopefully they will include the people who actually are performing the actions. And we make our recommendations to make changes if, if, if it's correct, maybe they don't need to make any changes. Maybe everything is is very, very perfect the way it is. But in most cases, they brought us in because it's not and they've recognized it's not. So then once they've said, yes, we want to do this, then we help them to implement.   Michael Hingson ** 37:44 Who usually starts this process, that is, who brings you in?   Jan Southern ** 37:48 Generally, it is going to be, depending upon the size of the company, but in most cases, it's going to be the CEO. Sometimes it's the Chief Operating Officer. Sometimes in a very large company, it may be a department manager, you know, someone who has the authority to bring us in. But generally, I would say that probably 90% of our projects, it's at the C   Michael Hingson ** 38:19 level office. So then, based on everything that you're you're discussing, probably that also means that there has to be some time taken to convince management below the CEO or CEO or a department head. You've got to convince the rest of management that this is going to be a good thing and that you have their best interest at heart.   Jan Southern ** 38:43 That is correct, and that's primarily the reason that we have for our initial meeting. We ask whoever is the contract signer to attend that meeting and be a part of the discussion to help to ward off any objections, and then to really bring these people along if they are objecting. And for that very reason, even though they may still be objecting, we involve them in the implementation, so an implementation of a of a recommendation has to improve, has to include the validation. So we don't do the work, but we sit alongside the people who are doing the implementation and guide them through the process, and then it's really up to them to report back. Is it working as intended? If it's not, what needs to be changed, what might improve, what we thought would be a good recommendation, and we work with them to make certain that everything works for them. Right? And by the end of that, if they've been the tester, they've been the one who's approved steps along the way, we generally find that they're on board because they're the it's now. They're now the owners of the process. And when they have ownership on something that they've implemented. It's amazing how much more resilient they they think that the process becomes, and now it's their process and not ours.   Michael Hingson ** 40:32 Do you find most often that when you're working with a number of people in a company that most of them realize that there need to be some changes, or something needs to be improved to make the whole company work better. Or do you find sometimes there's just great resistance, and people say no, there's just no way anything is bad.   Jan Southern ** 40:53 Here we find that 90% of the time, and I'm just pulling that percentage out of the air, I would say they know, they know it needs to be changed. And the ones typically, not always, but typically, the ones where you find the greatest resistance are the ones who know it's broken, but they just don't want to change. You know, there are some people who don't want to change no matter what, or they feel threatened that. They feel like that a new and improved process might take their place. You know, might replace them. And that's typically not the case. It's typically not the case at all, that they're not replaced by it. Their process is improved, and they find that they can be much more productive. But the the ones who are like I call them the great resistors, usually don't survive the process either. They are. They generally let themselves go,   Michael Hingson ** 42:01 if you will, more ego than working for the company.   Jan Southern ** 42:05 Yes, exactly, you know, it's kind of like my mom, you know, and it they own the process as it was. We used to laugh and call this person Louise, you know, Louise has said, Well, we've always done it that way. You know, that's probably the best reason 20 years in not to continue to do it same way.   Michael Hingson ** 42:34 We talked earlier about John Floyd and evolution. And that makes perfect sense. Exactly what's one of the most important things that you have to do to prepare to become involved in preparing for a process, improvement project? I think   Jan Southern ** 42:52 the most important thing there's two very important things. One is to understand their culture, to know how their culture is today, so that you know kind of which direction you need to take them, if they're not in a continuous improvement environment, then you need to lead them in that direction if they're already there and they just don't understand what needs to be done. There's two different scenarios, but the first thing you need to do is understand the culture. The second thing that you need to do, other than the culture, is understand their their business. You need to know what they do. Of course, you can't know from the outside how they do it, but you need to know that, for instance, if it's an we're working with a company that cleans oil tanks and removes toxins and foul lines from oil and gas industry. And so if you don't understand at all what they do, it's hard to help them through the processes that they need to go through. And so just learning, in general, what their technology, what their business is about. If you walk in there and haven't done that, you're just blowing smoke. In my mind, you know, I do a lot of research on the technologies that they use, or their company in general. I look at their website, I you know, look at their LinkedIn, their social media and so. And then we request information from them in advance of doing a project, so that we know what their org structure looks like. And I think those things are critical before you walk in the door to really understand their business in general.   Michael Hingson ** 44:53 Yeah, and that, by doing that, you also tend to. To gain a lot of credibility, because you come in and demonstrate that you do understand what they're doing, and people respond well to that, I would think   Jan Southern ** 45:10 they do. You know, one of our most interesting projects in my past was the electric company that I mentioned. There was an electric company in Burlington, Vermont that did their own electric generation. We've never looked at anything like that. We're a bank consultant, and so we learned all about how they generated energy with wood chips and the, you know, the different things. And, you know, there were many days that I was out watching the wood chips fall out of a train and into their buckets, where they then transferred them to a yard where they moved the stuff around all the time. So, you know, it was, it's very interesting what you learn along the way. But I had done my homework, and I knew kind of what they did and not how they did it in individual aspects of their own processes, but I understood their industry. And so it was, you do walk in with some credibility, otherwise they're looking at you like, well, what does this person know about my job?   Michael Hingson ** 46:20 And at the same time, have you ever been involved in a situation where you did learn about the company you you went in with some knowledge, you started working with the company, and you made a suggestion about changing a process or doing something that no one had thought of, and it just clicked, and everybody loved it when they thought about it,   Jan Southern ** 46:42 yes, yes, exactly. And probably that electric company was one of those such things. You know, when they hired us, they they told us. We said, We don't know anything about your business. And they said, Good, we don't want you to come in with any preconceived ideas. And so some of the recommendations we made to them. They were, it's kind of like an aha moment. You know, they look at you like, Oh my gosh. I've never thought of that, you know, the same I would say in in banking and in family businesses, you know, they just, they've never thought about doing things in a certain way.   Michael Hingson ** 47:20 Can you tell us a story about one of those times?   Jan Southern ** 47:24 Yes, I would say that if you're, if you're talking about, let's talk about something in the banking industry, where they are. I was working in a bank, and you, you go in, and this was in the days before we had all of the ways to store things electronically. And so they were having a difficult time in keeping all of their documents and in place and knowing when to, you know, put them in a destruction pile and when not to. And so I would say that they had an aha moment when I said, Okay, let's do this. Let's get a bunch of the little colored dots, and you have big dots and small dots. And I said, everything that you put away for 1990 for instance, then you put on a purple dot. And then for January, you have 12 different colors of the little dots that you put in the middle of them. And you can use those things to determine that everything that has a purple dot and little yellow.in the middle of that one, you know that that needs to be destructed. I think in that case, it was seven years, seven years from now, you know that you need to pull that one off the shelf and put it into the pile to be destructed. And they said, we've never thought of anything. It was like I had told him that, you know, the world was going to be struck, to be gone, to begin tomorrow. Yeah, it was so simple to me, but it was something that they had never, ever thought of, and it solved. They had something like five warehouses of stuff, most of which needed to have been destroyed years before, yeah,   Michael Hingson ** 49:21 but still they weren't sure what, and so you gave them a mechanism to do that,   Jan Southern ** 49:27 right? Of course, that's all gone out the window today. You don't have to do all that manual stuff anymore. You're just, you know, I'd say another example of that was people who were when we began the system of digitizing the files, especially loan files in a bank. And this would hold true today as well, in that once you start on a project to digitize the files, there's a tendency to take the old. Files first and digitize those. Well, when you do that, before you get to the end of it, if you have a large project, you don't need those files anymore. So you know, our recommendation is start with your latest. You know, anything that needs to be archived, start with the newest, because by the time that you finish your project, some of those old files you won't even need to digitize, just shred them. Yeah, you know, it's, it's just little simple things like that that can make all the difference.   Michael Hingson ** 50:32 When should a family business start documenting processes? I think I know that's what I thought you'd say,   Jan Southern ** 50:40 yes, yes, that is something that is near and dear to my heart. Is that I would even recommend that you maybe do it before you open your doors, if potential is there, so that the day you open your business, you need to start with your documenting your processes, and you need to start on your succession planning. You know, those are the days that once you really start working, you're not going to have time. You know, you're going to be busy working every day. You're you're going to be busy servicing your customers, and that always gets pushed to the back when you start to document something, and so that's the time do it when you first open your doors.   Michael Hingson ** 51:29 So when we talk about processes, maybe it's a fair question to ask, maybe not. But what are we really talking about when we talk about processes and documenting processes? What are the processes?   Jan Southern ** 51:41 Well, the processes are the things that you do every day. Let's take as an example, just when you set up your your files within your SharePoint, or within your computer, if you don't use SharePoint, your Google files, how you set those up, a process could also be during your accounting, what's the process that you go through to get a invoice approved? You know, when the invoice comes in from the vendor, what do you do with it? You know, who has to approve it? Are there dollar amounts that you have to have approvals for? Or can some people just take in a smaller invoice and pay it without any any approvals? We like to see there be a process where it's approved before you get the invoice from the customer, where it's been approved at the time of the order. And that way it can be processed more more quickly on the backside, to just make sure that it says what the purchase order if you use purchase orders or see what your agreement was. So it's the it's the workflow. There's something that triggers an action, and then, once gets triggered, then what takes place? What's next, what's the next steps? And you just go through each one of the things that has to happen for that invoice to get paid, and the check or wire transfer, or or whatever you use as a payment methodology for it to go out the door. And so, you know what you what you do is you start, there's something that triggers it, and then there's a goal for the end, and then you fill in in the center,   Michael Hingson ** 53:38 and it's, it's, it's a fascinating I hate to use the word process to to listen to all of this, but it makes perfect sense that you should be documenting right from the outset about everything that you do, because it also means that you're establishing a plan so that everyone knows exactly what the expectations are and exactly what it is that needs to be done every step of the way,   Jan Southern ** 54:07 right and and one of the primary reasons for that is we can't anticipate life. You know, maybe our favorite person, Louise, is the only one who's ever done, let's say, you know, payroll processing, or something of that sort. And if something happens and Louise isn't able to come in tomorrow, who's going to do it? You know, without a map, a road map, as to the steps that need to be taken, how's that going to take place? And so that's that's really the critical importance. And when you're writing those processes and procedures, you need to make them so that anybody can walk in off the street, if necessary, and do what Louise was doing and have it done. Properly.   Michael Hingson ** 55:00 Of course, as we know, Louise is just a big complainer anyway. That's right, you said, yeah. Well, once you've made recommendations, and let's say they're put in place, then what do you do to continue supporting a business?   Jan Southern ** 55:20 We check in with them periodically, whatever is appropriate for them and and for the procedures that are there, we make sure that it's working for them, that they're being as prosperous as they want to be, and that our recommendations are working for them. Hopefully they'll allow us to come back in and and most do, and make sure that what we recommended is right and in is working for them, and if so, we make little tweaks with their approvals. And maybe new technology has come in, maybe they've installed a new system. And so then we help them to incorporate our prior recommendations into whatever new they have. And so we try to support them on an ongoing basis, if they're willing to do that, which we have many clients. I think Rob has clients he's been with for ever, since he opened his doors 15 years ago. So   Michael Hingson ** 56:19 of course, the other side of that is, I would assume sometimes you work with companies, you've helped them deal with processes and so on, and then you come back in and you know about technology that that they don't know. And I would assume then that you suggest that, and hopefully they see the value of listening to your wisdom.   Jan Southern ** 56:41 Absolutely, we find that a lot. We also if they've discovered a technology on their own, but need help with recommendations, as far as implementation, we can help them through that as well, and that's one of the reasons I'm taking this class in AI to be able to help our customers move into a realm where it's much more easily implemented if, if they already have the steps that we've put into place, you can feed that into an AI model, and it can make adjustments to what they're doing or make suggestions.   Michael Hingson ** 57:19 Is there any kind of a rule of thumb to to answer this question, how long does it take for a project to to be completed?   Jan Southern ** 57:26 You know, it takes, in all fairness, regardless of the size of the company, I would say that they need to allow six weeks minimum. That's for a small company with a small project, it can take as long as a year or two years, depending upon the number of departments and the number of people that you have to talk to about their processes. But to let's just take an example of a one, one single department in a company is looking at doing one of these processes, then they need to allow at least six weeks to for discovery, for mapping, for their people to become accustomed to the new processes and to make sure that the implementation has been tested and is working and and they're satisfied with everything that that is taking place. Six weeks is a very, very minimum, probably 90 days is a more fair assessment as to how long they should allow for everything to take place.   Michael Hingson ** 58:39 Do you find that, if you are successful with, say, a larger company, when you go in and work with one department and you're able to demonstrate success improvements, or whatever it is that that you define as being successful, that then other departments want to use your services as well?   Jan Southern ** 59:00 Yes, yes, we do. That's a very good point. Is that once you've helped them to help themselves, if you will, once you've helped them through that process, then they recognize the value of that, and we'll move on to another division or another department to do the same thing.   Michael Hingson ** 59:21 Word of mouth counts for a lot,   Jan Southern ** 59:24 doesn't it? Though, I'd say 90% of our business at Ferguson and company comes through referrals. They refer either through a center of influence or a current client who's been very satisfied with the work that we've done for them, and they tell their friends and networking people that you know. Here's somebody that you should use if you're considering this type of a project.   Michael Hingson ** 59:48 Well, if people want to reach out to you and maybe explore using your services in Ferguson services, how do they do that?   Jan Southern ** 59:55 They contact they can. If they want to contact me directly, it's Jan. J, a n, at Ferguson dash alliance.com and that's F, E, R, G, U, S, O, N, Dash alliance.com and they can go to our website, which is the same, which is Ferguson dash alliance.com One thing that's very, very good about our our website is, there's a page that's called resources, and there's a lot of free advice, if you will. There's a lot of materials there that are available to family owned businesses, specifically, but any business could probably benefit from that. And so those are free for you to be able to access and look at, and there's a lot of blog information, free eBook out there, and so that's the best way to reach Ferguson Alliance.   Michael Hingson ** 1:00:52 Well, cool. Well, I hope people will take all of this to heart. You certainly offered a lot of interesting and I would say, very relevant ideas and thoughts about dealing with processes and the importance of having processes. For several years at a company, my wife was in charge of document control and and not only doc control, but also keeping things secure. Of course, having the sense of humor that I have, I pointed out nobody else around the company knew how to read Braille, so what they should really do is put all the documents in Braille, then they'd be protected, but nobody. I was very disappointed. Good idea   Speaker 2 ** 1:01:36 that is good idea that'll keep them safe from everybody. Yeah.   Michael Hingson ** 1:01:39 Well, I want to thank you for being here, and I want to thank to thank all of you for listening today. We've been doing this an hour. How much fun. It is fun. Well, I appreciate it, and love to hear from all of you about today's episode. Please feel free to reach out to me. You can email me at Michael H i@accessibe.com or go to our podcast page. Michael hingson, M, I, C, H, A, E, L, H, I N, G, s, O, n.com/podcast, but wherever you're listening, please give us a five star rating. We value your thoughts and your opinions, and I hope that you'll tell other people about the podcasts as well. This has been an interesting one, and we try to make them all kind of fun and interesting, so please tell others about it. And if anyone out there listening knows of anyone who ought to be a guest, Jan, including you, then please feel free to introduce us to anyone who you think ought to be a guest on unstoppable mindset. Because I believe everyone has a story to tell, and I want to get as many people to have the opportunity to tell their stories as we can. So I hope that you'll all do that and give us reviews and and stick with us. But Jan, again, I want to thank you for being here. This has been a lot of fun.   Jan Southern ** 1:02:51 It has been a lot of fun, and I certainly thank you for inviting me.   Michael Hingson ** 1:03:00 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

I recently spent time hiking the Four Corners (you know, the area in the US where the states of Utah, Arizona, Colorado, and New Mexico form corners). After pushing my body to its limits, I ended up on a massage table where an unexpected mantra changed my perspective. This mantra made me ask: if we have mantras for meditation and our bodies, why not for our creative practice? We, as creatives, spend so much time battling imposter syndrome and the endless feelings of "not enough". Why not use mantras to help us dip into the springwell of our creativity. Chapters 00:00 Welcome: A Mantra I Didn't Know I Needed 00:40 Hiking the Four Corners and a Body at Its Limit 01:20 The Mantra: "I Am Grounded in the Earth" 02:15 The Realization: Why Not a Mantra for Our Work? 02:45 Battling the "Not Enough" Voice 03:20 This Isn't Toxic Positivity 04:15 How to Find Your Own Creative Mantra 05:20 My Mantra (Right Now) 06:30 Your Turn: Let It Ground You Support the Show Website: https://www.martineseverin.com/ Follow on Instagram: https://www.instagram.com/martine.severin/ | https://www.instagram.com/thisishowwecreate_ Subscribe to the Newsletter: https://www.martineseverin.substack.com/ This is How We Create is produced by Martine Severin. This episode was edited by Daniel Espinosa.

In this episode of the Four Corners podcast, hosts Patrick O'Dowd and David Ungar discuss a range of topics from sports to theme parks. They delve into the recent heartbreak for the Seattle Mariners and the ongoing World Series. Can the Toronto Blue Jays actually topple the mighty Dodgers? The conversation also touches on the NBA gambling scandal involving prominent figures like Chauncey Billups and Terry Rozier, raising questions about the integrity of professional sports. How deep does this rabbit hole really go, and how widespread is the issue?This week's hosts... Patrick O' Dowd (@WrestlngRealist) and David Ungar (@AttitudeAgg)For the latest, greatest and up to datest in breaking news, opinions, and podcasts ALWAYS #UseYourHead and visit TheCharishot.com & PROWRESTLINGTEES.COM/THECHAIRSHOTAbout Chairshot Radio NetworkLaunched in 2017, the Chairshot Radio Network presents you with the best in sports, entertainment, and sports entertainment. Wrestling and wrestling crossover podcasts + the most interesting content + the most engaging hosts = the most entertaining podcasts you'll find! MONDAY - Bandwagon Nerds (entertainment & popular culture)TUESDAY - 4 Corners Podcast (sports)WEDNESDAY - The Greg DeMarco Show (wrestling) THURSDAY - POD is WAR FRIDAY - DWI Podcast (Drunk Wrestling Intellect)SATURDAY - The Mindless Wrestling PodcastSUNDAY - The Front and Center Sports Podcast / The Oddity... Keeping the news ridiculous!CHAIRSHOT RADIO NETWORK PODCAST SPECIALSAttitude Of Aggression Podcast & The Big Five Project (chronologically exploring WWE's PPV/PLE history)TheChairshot.com PRESENTS...IMMEDIATE POST WWE PLE REACTIONS w/ DJ(Mindless), Tunney(DWI) & FriendsPatrick O'Dowd's 5X5Support this podcast at — https://redcircle.com/chairshot-radio-network/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Tommy is the original NJ nightclub promoter and East Coast EDM pioneer who started out at age 16, living on his own and throwing wild underground house parties just to get by. He built massive success running legendary clubs like Bliss in Clifton, which scored Best Sound System in the World four years straight. The stories of him surviving threats from the Mafia while building an empire are both intense and vivid, and would fit right in with your mix of social issues and pop culture.On top of that, Tommy's journey through the festival business and his ongoing 15-year legal battle with Live Nation is putting the national spotlight on the future of live music. His videos exposing industry giants have gone viral, and he's been featured internationally—from Four Corners to The Capitol Forum. With the recent government investigations sparked by his case, there's never been a better time to have him break down how monopolies impact artists, fans, and communities.

An explosive Four Corners investigation has uncovered how paedophiles are exploiting flaws in Australia's $$22$ billion childcare system, sparking national outrage. Shadow Assistant Minister Zoe McKenzie joined us to discuss the "shattering" allegations and what Parliament is doing to close the widespread safety gaps now.See omnystudio.com/listener for privacy information.

In this Garage Edition of The Court of Public Opinion, Jeremy Cordeaux tackles the week’s most eyebrow-raising moments — from Anthony Albanese’s bizarre “Joy Division” T-shirt scandal to woke self-censorship, Adelaide’s population boom, and the true cost of Halloween decorations. He also shines a light on beach safety, government waste on defibrillator rollouts, and an explosive Four Corners investigation into child abuse networks. It’s thoughtful, fearless, and classic Cordeaux — saying what others won’t. Topics in this ep; Australia spent $27.6 billion online last quarter Gold and silver prices drop — “October crashes” revisited Prime Minister Anthony Albanese wears a “Joy Division” T-shirt with disturbing Nazi origins Woke meltdown: UK councillor apologises for saying “born and bred in England” Adelaide now Australia’s fastest-growing city — is bigger really better? Halloween decorations harming birds via fake spider web sprays Surf Life Saving report: 154 drownings, none between the flags Defibrillator rollout criticised — 65% of people say they wouldn’t know how to use one Remembering Kerry Packer’s life-saving $20 million donation to equip ambulances Upcoming Four Corners exposé on child exploitation networks in childcare Celebrating the Rising Sun Hotel’s 180th anniversary Trivia and birthdays: Brigitte Bardot, Bill Gates, Julia Roberts, Jonas Salk, Dennis Lillee Reflection on why independent media matters See omnystudio.com/listener for privacy information.

Warning: This story contains distressing themes including discussion of child sexual abuse. ABC journalist Adele Ferguson has spent months investigating Australia's childcare industry and her findings are devastating.  She's exposed a broken system, where profit so often comes before the safety of children and where the most vulnerable are abused and mistreated.  Today, Adele on her latest Four Corners investigation into how paedophiles are infiltrating childcare centres and why it's so much worse than we ever thought. If you or someone you know needs help, please reach out to a support service. You can contact National Sexual Assault, Domestic Family Violence Counselling Service: 1800RESPECT 1800 737 732, Blue Knot Helpline: 1300 657 380, or Lifeline: 13 11 14. In an emergency call 000. Featured: Adele Ferguson, ABC investigative journalist

This week on Bludging on the Blindside, the last show for 2025. Roy and H.G discuss the you beaut ute boot sale, Sydney's celebration of rubber and when is Four Corners going to do a gambling story about the winners?

October has been a good month for precipitation in the Four Corners.

While we were on holidays Brisbane became the Australian epicentre of sport and Libby is suggesting that it all started with a swimming gold medal back 16 years ago? Stay with us. Meanwhile, it feels like McLaren's Papaya rules have got a little out of hand and we are very concerned that it's distracting to Oscar (a bit of ssshhh please for our Driver's Championship contender)! And after last week's Four Corners deep dive into gambling in Australia, Georgie discusses how betting language unexpectedly surfaced in her own home. Come take a listen! Libby and Georgie x You can watch Four Corners "Losing Streak" on ABC iView Hosts: Georgie and Libby Trickett Connect with Us: Instagram: @beingsportish Website: www.playonmedia.com.au Email: hello@playonmedia.com.au See omnystudio.com/listener for privacy information.

Andrew went from a $13/hour manual labor job to a six-figure sales role at his corporate job. But decided to quit after a feud with a manager who called him “replaceable”. He then took a massive risk, liquidating his 401(k) to buy into his friend's tree-cutting side hustle. That gamble paid off, scaling the home services business into a powerhouse now earning over $180,000 a month with a near-zero marketing budget.In this episode, Andrew joins Ryan Atkinson to share the playbook for his business growth. Learn his unconventional marketing strategies, like using Reddit for free lead generation, plus actionable sales tactics for customer acquisition and crafting an irresistible offer to scale your small business.Takeaways:- A negative corporate experience can be a powerful catalyst for entrepreneurship; being told he was "replaceable" pushed Andrew to leave his stable, six-figure job.- Investing in a friend's existing business can be a viable entry into entrepreneurship; Andrew liquidated his 401(k) to buy a partnership stake, viewing it as a more active investment in his future.- For new home service businesses, the first sales should come from your immediate network of friends and family before expanding outward.- Use every job as a marketing opportunity by approaching neighbors (a "Four Corners" strategy) to let them know you're in the area and ask existing clients for referrals.- Leverage online communities like Reddit by providing genuine expert advice, not just advertising. This builds authority and can lead to organic referrals and top search engine rankings for free.- A strong, simple offer like a "satisfaction guarantee" can be more powerful than complex discounts. It builds trust and ensures customer happiness, which fuels word-of-mouth growth.- Focus marketing efforts on platforms where potential customers are actively searching for a solution (e.g., Google Pay-Per-Click) rather than passively scrolling (e.g., Facebook ads).- Don't underestimate "outdated" sales tactics. When business is slow, personally calling a list of past clients is a highly effective way to generate immediate leads.- In a commoditized industry, differentiate your business with superior quality and expertise. Having a certified expert perform the work was a key selling point for Tree Amigos.- Maintain a lean marketing budget by focusing on high-ROI, organic strategies. Andrew's company spends almost nothing on ads, relying on word-of-mouth, referrals, and his Reddit strategy.Tags: Side Hustle, Service & Consulting, Home Services, Tree Cutting Business, Small BusinessResources:Grow your business today: https://links.upflip.com/the-business-startup-and-growth-blueprint-podcast Connect with Andrew: https://www.linkedin.com/in/andrew-anstrom-50441294/

Rick Williams' Cheyenne ancestors were pushed out of Colorado along with members of dozens of other Indian tribes. They were forced onto reservations out of state, and today, little sign remains of their time living on Colorado's busy Front Range corridor. Williams is leading an effort to document what was lost, recommend how to restore some of it, and account for atrocities against Indian people. But he's working towards these goals at a time when many Americans do not want to acknowledge the troubled parts of American history, let alone make amends.Colorado In Depth is a podcast of special reporting, documentary news and investigations from CPR News. Follow the podcast for reporting from the Front Range, the Four Corners, the Eastern Plains and the mountains.Reported and written by Paolo ZialcitaProduced by Paolo Zialcita, Rachel Estabrook and Pedro LumbrañoEdited by Rachel EstabrookMixed by Pedro LumbrañoMusic by Pedro Lumbraño and Universal MusicSupport from Hart Van DenburgAdditional reporting by Alejandro Alonso GalvaExecutive produced by Kevin Dale

We all know Donald Trump is wealthy, but how much richer has he become since returning to the White House at the start of the year? That's a question the ABC's Americas Editor John Lyons posed to the president last month, in a testy exchange that ended with one word from Trump: ‘quiet'. Today, John Lyons on his Four Corners investigation into Donald Trump's billions, his family's business dealings and his growing wealth. Featured: John Lyons, ABC Americas Editor

Measles, Covid, and influenza remain health concerns nationwide and in the Four Corners area.

What happens if a financial planner takes your savings and gambles them away? They could go to jail, but you won't be getting your money back. The bookies get to keep the gambling losses, even when it's the proceeds of crime. Today, reporter Steve Cannane on his Four Corners investigation into the actions of the betting firms and why the federal government has been slow to take the industry on. Featured: Steve Cannane, Four Corners reporter

In this week's episode I was joined by the illustrious Ken Ashley to talk about tips for new commercial real estate agents looking to break into the industry as well as what existing brokers can do to increase their business!00:00 Intro & past adventures 01:05 CREI Summit teaser 01:18 Ken's origin story + “Real Estate Prescription” book mention04:00 Career momentum analogies 06:43 Market cycles, recency bias & why now is an opportunity08:51 Choosing a brokerage10:11 Splits, resources & why mentorship matters more than brand13:39 How to find/secure a mentor 18:14 It's OK to pivot—time horizons & expectations for new brokers20:10 Year-one roadmap to expertise 23:39 Become the market expert—and tell everyone you can help25:24 Business development29:25 Marketing vs sales; why social media is one plank35:10 What to post: Ken's “Four Corners” content strategy37:22 What not to post: avoid controversy; handling trolls & staying positive41:54 Dealing with negative comments 45:40 Inside the CRI Summit: purpose, community & recognition lists49:05 Digital tools & AI: from tools → tasks; rainmaking focus51:17 Next CRI Summit details 54:14 Ken's book details & closing remarksConnect with Ken:X: https://x.com/kenashleyLinkedIn: https://www.linkedin.com/in/kenashleyatlantaCREiSUMMIT: https://creisummit.com/--

The 17th Annual Apple Days Festival will be at a new location this year. West Coast swing dancers from across the Four Corners are invited to learn from champion-level dancers at Swing Days Ablaze. And the La Plata Electric Association will host a series of free events this October. Watch to learn more! By Rachel Hughes. Watch this story at www.durangolocal.news/newsstories/new-location-for-apple-days-festival  This story is sponsored by Serious Texas Bar-B-Q and Payroll Department.Support the show

 His Week That Was – Kevin Healy, Genocide in Palestine while the world leaders watch, with Palestinian-Australian Amin Abbas, Professor Richard Tanter, Senior Research Director Nautilus Institute – remembering the time when an Australian Prime Minister stood up to the US regarding nuclear weapons in Australia, Dr Helen Rosenbaum from the Deep Sea Mining Campaign analysing the Four Corners programme on the push for deep sea mining, Activist and author Fred Fuentes on the result of the trial of former Brazilian President Jair Bolsonaro, and  Part 2 of the history of Costa Rica with Dr Sasha Gillies-Lekakis. Head to www.3cr.org.au/hometime-tuesday for full access to links and previous podcasts

In today's episode Mark Stevens talks with the Sun's Kevin Simpson about producing the Colorado Book Award-winning anthology "Four Corners Voices".See omnystudio.com/listener for privacy information.

America's next mining venture could be deep below the sea's surface, removing nodules on the seabed full of the metals vital for the green energy transition. Polymetallic nodules are like golf balls which sit more than four kilometres deep and haven't been touched for millions of years. An Australian-born businessman is leading the push to extract potentially trillions of dollars-worth of the material and he has the support of US President Donald Trump. Today, Four Corners reporter Mark Willacy on the potential and risks around seabed mining and what it could mean for Pacific nations. Featured: Mark Willacy, Four Corners reporter

The Women's Resource Center will host its 2025 Chocolate and Wine Tasting at Animas Chocolate. The Washington Post published an opinion piece by Four Corners resident Maddy Butcher. The City of Durango seeks volunteers to count bicyclists and pedestrians. By Rachel Hughes.  Watch this story at www.durangolocal.news/newsstories/lose-your-soul-to-chocolate-for-womens-advocacy  This story is sponsored by Sky Ute Casino Resort and San Juan Regional Medical Center SJRMC.  Support the show

Former Australian magistrate, David Heilpern, has recently told ABC's Four Corners that "Governments are underestimating the reach and threats of [the sovereign citizenship movement]”, following the killings of two police officers. The alleged killer, Dezi Freeman, has expressed strong support for sovereign citizenship online. News and Editorial Director and Monday Wire Host Joel, spoke to Stephen Young, an Associate Law Professor at the University of Otago, on ‘sovereign citizenship,' what this movement looks like here in Aotearoa, and whether it should be seen as a concern.

Victorian police officers had gone to execute a search warrant on a Wednesday morning in a sleepy alpine village. But the day turned to tragedy with self-identified ‘sovereign citizen' Dezi Freeman allegedly killing two of the officers and wounding another. Today, Four Corners reporter Mahmood Fazal who recently spent months investigating the movement and speaking with sovereign citizens on what's unfolded and what we know about the anti-government movement. Featured: Mahmood Fazal, Four Corners reporter

The Durango Education Foundation invites school-age children and their families to connect with local resources and youth programs. The Four Corners region's first tattoo convention comes to Ignacio this August. Colorado enacted a new law outlining when drivers must stop for school buses and a new way it's enforced. Watch for details! By Rachel Hughes. Watch this story at www.durangolocal.news/newsstories/school-is-back-in-session This story is sponsored by Tafoya Barrett & Associates and Serious Texas Bar-B-Q. Support the show

Australia’s strata sector is under pressure — and it's no longer a niche issue. Following high-profile investigations by Four Corners and 7.30 Report, strata governance failures, building defects, and financial blowouts are now front and centre. With more Australians living in apartments and townhouses than ever before, what happens next in this space will impact millions. In this episode, Kate McHugh, co-founder of the Strata Futures Stakeholder Engagement and Roundtable, joins us to unpack what’s driving the crisis—and what needs to change. Drawing from her work on the Strata Futures Report, Kate outlines the six key reform pillars that emerged from cross-sector collaboration, covering everything from governance and professional standards to owner advocacy and sustainability. We explore how opaque commissions, underfunded capital works, power imbalances, and a fragmented regulatory system are eroding trust in strata—and why many apartment owners are left feeling blindsided by defects and skyrocketing levies. Kate also shares what it would take for the sector to turn itself around—before government intervention does it for them. Whether you're a strata owner, buyer, investor, or professional, this episode offers critical insight into the future of high-density living in Australia. Episode Highlights 00:00 – Welcome 02:09 – The Strata Sector's Challenges 04:14 – Governance and Regulation Issues 05:08 – The Round Table Initiative 11:54 – Sustainability in Strata 17:13 – The Six Pillars of Reform 26:07 – Understanding Strata Obligations 27:19 – The Importance of Maintenance and Governance Data 28:30 – Investing in the Strata Sector 29:08 – Personal Mission to Improve Property Decisions 30:18 – Challenges in Strata Education and Awareness 31:29 – Public Awareness and Training Initiatives 33:32 – Strata Management and Building Maintenance 37:00 – The Future of Strata Development 40:30 – Sector Collaboration and Task Force 44:14 – Final Thoughts and Call to Action Mentions Strata Futures - https://www.katemchugh.net/strata-futures About the Guest Kate McHugh is the co-founder of the Strata Futures Stakeholder Engagement and Roundtable and co-author of the Strata Futures Report. With a background in governance, policy, sustainability, and stakeholder engagement, Kate works at the intersection of lived experience and systemic reform in Australia’s strata sector. Partnering with former NSW Strata Commissioner John Minns and a wide network of industry and consumer leaders, Kate helped convene a cross-sector discussion to explore what’s broken—and what could be rebuilt. The outcome: a collaborative report outlining six key reform areas designed to make strata more equitable, transparent, and functional. Her work is helping push the conversation forward at a time when strata’s role in housing affordability, sustainability, and urban planning has never been more critical. Connect with Kate Website: https://www.katemchugh.net/ LinkedIn: https://www.linkedin.com/in/katemchughh/ Resources Visit our website: https://www.theelephantintheroom.com.au If you have any questions or would like to be featured on our show, contact us at: The Elephant in the Room Property Podcast - questions@theelephantintheroom.com.au Looking for a Sydney Buyers Agent? https://www.gooddeeds.com.au Work with Veronica: https://www.veronicamorgan.com.au Looking for a Mortgage Broker? alcove.com.au Work with Chris: chrisbates@alcove.com.au Enjoyed the podcast? Don't miss out on what's yet to come! Hit that subscription button, spread the word, and join us for more insightful discussions in real estate. Your journey starts now! Subscribe on YouTube: https://www.youtube.com/@theelephantintheroom-podcast Subscribe on Apple Podcasts: https://podcasts.apple.com/ph/podcast/the-elephant-in-the-room-property-podcast/id1384822719 Subscribe on Spotify: https://open.spotify.com/show/3Ge1626dgnmK0RyKPcXjP0?si=26cde394fa854765 If you enjoyed today’s podcast, don’t forget to subscribe, rate, and share the show! There’s more to come, so we hope to have you along with us on this journey! See you on the inside, Veronica & ChrisSee omnystudio.com/listener for privacy information.

Breaker Whiskey is an Atypical Artists production created by Lauren Shippen.If you'd like to support the show, please visit atypicalartists.co/support.If you'd like to send Whiskey a message, click here.--[TRANSCRIPT]Hello Whiskey. You're going to get sick of hearing my voice if this keeps up. Or… our voice, I guess? I'm not Red, nor am I Scarlet. Keeping on theme, you can call me Rosy. Not like the flower, but like when your cheeks get rosy in the cold. We don't have any more roses. Not here, anyway. They'd get smothered under all this snow. I hope it's warmer where you are. I mean it would have to be, your car wouldn't work if it was this cold. That's why we have to walk everywhere. Well, snowshoe. And not… ‘we'. My group does the walking. I stay and mind the fire, while they go out and hunt, forage, chop wood. I get… I think Doc called it ‘Cold-induced… Brontospasms? I don't think that's right, but it's close. My lungs don't work well in the cold. Which is… inconvenient to say the least. The journey here was… rough. But because of that, it means I'm almost always the one to stay behind and tend to the fire. Plus Walt really doesn't trust me with an axe with my missing fingers. Frostbite's a bitch. I don't mind staying behind. It's… actually kind of nice, having the place to myself, every now and then. It's funny, I left an empty bunker six years ago to try and find people, and I succeeded… but there are still some times that I… miss the solitude. We're all over each other here, have to sleep huddled up for warmth. You always wake up in someone else's armpit. And they're loud. The snoring, the way they laugh, the way they argue. We used to listen to your broadcasts when they were more regular, and I think that was the only time of day that everyone was quiet. All listening to you. It was… it was really nice. Those nights didn't feel as cold. You brought warmth to our little group. I miss that. I know you… you wanted your life to be your own again, to not be married to a radio, I get that. I still miss it, that's all. Without you, we've had to resort to other methods of entertainment, which… well, I don't know if you've ever tried to play Crazy Eights with a few missing digits, but… anyway. Sometimes Xue reads for us, but a lot of the guys don't have the patience for it. And they get sick of hearing the same stories over and over. We've got limited books. It isn't perfect, here, I won't lie. We're cold, and we're hungry. And we snap at each other a lot. But… we're other people. And if you have a hunger for that… well, you can always come and find us. I don't know our exact location, just the rough journey I took here, some of the place names. Erie. Sunflower. Newcastle. Four Corners. Just… keep going north until you find a whole lot of nothing. That's where I'll be. Or… I am in my universe, at least. Hopefully if you head there, there's something in yours, too. Just… remember to pack to your mittens.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

When we think about reducing toxin exposure in our families, plastics are one of the biggest and most overlooked culprits.This week on the Natural Super Kids Podcast, we're continuing our low-tox living series by unpacking the health risks of everyday plastic products — and more importantly, what you can do about it. We made sure you'll walk away with information as to how hidden chemicals found in plastic containers, toys, personal care products, and even clothing could be impacting your child's long-term health.This episode will help you cut through the overwhelm and make realistic, sustainable swaps for a healthier home — starting with just one change a week.Here's what we cover:How BPA and phthalates found in common plastics disrupt hormones, metabolism, and immunity especially in growing kidsWhere these chemicals are hiding in your home including surprising places like receipts, personal care products, and baby food packaging.Simple, practical swaps to reduce plastic exposure in your family's everyday life.Why early exposure to these toxins may play a role in the rise of early-onset cancers, as highlighted in the Four Corners report “Generation Cancer”.

Episode Summary: In this chapter of the 100th episode of the 90 Miles from Needles podcast, host Chris Clarke welcomes the acclaimed author and environmental advocate Morgan Sjogren to the show. Broadcasting from the serene and historically rich landscapes of Bears Ears National Monument, Sjogren shares insights into her literary journey and environmental activism, reflecting particularly on the controversial legacy of uranium mining in the Four Corners region. This episode, part of a special series divided into six chapters, seeks to illuminate the intertwined narratives of public lands advocacy and environmental protection. Sjogren captivates listeners with an excerpt from her recent work, Path of Light, A Walk Through Colliding Legacies of Glen Canyon. She draws listeners into a reflective exploration of the desert's raw beauty and unyielding connection to historical and modern environmental challenges. Emphasizing the enduring impact of uranium mining, Sjogren articulates the environmental risks posed by abandoned mines and the broader implications for Indigenous communities, wildlife, and public lands. Her reading underscores the importance of understanding and addressing the consequences of past human endeavors on natural landscapes, advocating for thoughtful stewardship and conservation. Tune in for a powerful narrative that seamlessly blends the personal, geographical, and political narratives shaping the majestic desert regions. Key Takeaways: Discover the delicate dance between beauty and environmental harm in Glen Canyon, as Morgan reflects on the area's enduring scars and resilience. Learn about the long-term impacts of uranium mining on both the environment and Indigenous communities, highlighting the urgent need for systemic reforms. Explore the intricate legalities of staking mining claims and how archaic laws continue to shape land management policies today. Hear about Sjogren's eco-activism through staking a mining claim to challenge the status quo in land use policies. Appreciate the vital role storytelling and public discourse play in advocating for sustainable environmental policies and conservation efforts. Notable Quotes: "Finding beauty in the chaotic refuse brings me hope in a world that often appears doomed." – Morgan Sjogren"The lonesome road I walk now in Red Canyon ends in Lake Powell, a monument to the way humans are abandoning their relationship with the natural world." – Morgan Sjogren"The gusts briefly pause. Silence sits heavy on my chest, amplifying the rhythm of my thumping heart." – Morgan Sjogren"Uranium mining poses extensive threats to people, wildlife, and water sources long after the underground work is done." – Morgan Sjogren"It's as if the grains of sand are begging me to carry them away from here to journey with me." – Morgan Sjogren Resources: Morgan Sjogren's Book: Path of A Walkthrough, Colliding Legacies of Glen Canyon – Explore this insightful work published by Torrey House Press.Wild Words Substack – Subscribe to Morgan's dispatches from the desert through her evocative writing. Engage with this compelling episode of 90 Miles from Needles to gain a deeper understanding of the intersections of history, environmental activism, and public lands conservation. Stay connected for more thought-provoking episodes featuring passionate voices advocating for desert protection and environmental justice.Become a desert defender!: https://90milesfromneedles.com/donateSee omnystudio.com/listener for privacy information.

Heat and drought are helping spread wildfires in the Four Corners area and across the West.

Learn how to prepare for fire evacuations. Fort Lewis College seeks swag to share the school's history. And World Atlas named a Four Corners town one of the most overlooked destinations in Colorado. Watch for more! By Rachel Hughes.  Watch this story at www.durangolocal.news/newsstories/how-to-prepare-for-fire-evacuations-and-emergencies  This story is sponsored by Kroegers Ace Hardware and Freddy's Frozen Custard & Steakburgers.Support the show

On average there's a class action lodged in Australia every week.But do they really help bring justice to groups of Australians exposed to wrongdoing? Today, Anne Connolly on her Four Corners investigation into the class action traps leaving victims short changed and lawyers richer. Featured: Anne Connolly, Four Corners reporter

Don't Whistle At Night welcomes Filmmakers Jenny Pond and Norman Brown Date: July 27th, 2025 EP: 14 Topic: Discussion will centre around Jenny and Norman's Research via their Team - Ramah Bigfoot, concentrating on the sightings and experiences of the various Navajo Tribes About Our Guests: Jenny Pond – Filmmaker & Producer Director/Producer of Poison Wind (2007), a documentary that exposes the deadly legacy of health hazards caused by uranium mining in the Four Corners region. She directed and co-produced it with fellow filmmaker and Dine' actor, Norman Patrick Brown. Jenny has over 15 years of professional experience in film and TV production, with credits including VFX work on the movie Flightplan (2005), starring Jodi Foster. She also served as an associate producer for MTV's Room Raiders and supervising the script for The Curse of El Chorro from Pretty Dangerous Films with Danny Trejo. Jenny is a full-time resident of Ramah, NM and works as a contract photographer for the Gallup Sun, a weekly newspaper. In 2023, she received an award from the New Mexico Press Association for her photo of an ultimate fan attending a Gallup Bengals girls softball game. She has experienced many paranormal events throughout her life and enjoys sharing those experiences on her Ramah NM Bigfoot Facebook group. She is a member of the Gallup Film Committee and is looking forward to the UFO FF in Gallup this fall with eagerness. Active on social media under handles like @RavenRanch she enjoys sharing multimedia content and glimpses from her life and work. ( Waiting for Normans bio and pic. These 2 are head of Ramah Bigfoot group

Crews make progress on several Four Corners wildfires, but hot, dry weather and wind continue to fuel active fire zones in Colorado, Utah, and Arizona.

The third and final livestream of the book tour celebrating the publication of Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s Hosted by Red Power Hour co-host Melanie Yazzie at the Inspired Moments Event Center Farmington, New Mexico. Watch the video edition on The Red Nation Podcast YouTube channel Press Release: "From the late summer of 1972 to the late summer of 1974, John Redhouse and many other Navajo and Indian rights activists threw all they had into mass movement organizing and direct action. And they were pretty good at it too in terms of effectiveness and impact. Written in the first-person and above all, with a collective spirit of generosity and witness, John Redhouse describes the hot temper of the times in the racist and exploitative border towns in the Four Corners area of the Southwest region. As John Redhouse says, “Without the People, you have nothing. But back then, we had a lot of people WITH us.” Yes, the Power of the People, the collective human spirit of the emerging local and regional Indian civil movement, thousands of us marching in the streets of Gallup and Farmington in northwestern New Mexico with our demands. A bold citizen's arrest at city hall, a downtown street riot, burning images of enemy leaders in effigy. And more marches, demonstrations, and direct actions. Above all, though, there was that Spirit—that unbroken, unconquerable spirit—that moved us, that drove us, that led us. And that was just in the border towns. In that turbulent decade, there was also the rapidly rising and spreading with-the-people, on-the-land resistance struggles in the coal, uranium, and oil and gas fields, and in disputed territories in the San Juan and Black Mesa basins that were targeted for ethnic cleansing and mineral extraction. Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s brings readers to the enduring issues of the day, traced over half a century ago, where John Redhouse and many more were in the middle of a revolution that unfolds to this day." Empower our work: GoFundMe: https://www.gofundme.com/f/empower-red-medias-indigenous-content  Subscribe to The Red Nation Newsletter: https://www.therednation.org/ Patreon www.patreon.com/redmediapr

Fraudsters have found it surprisingly straightforward to get thousands of taxpayer dollars deposited in their accounts by just making a few false declarations to the Australian Taxation Office about the amount of GST they're owed because of fake businesses. It adds up to billions of dollars that are unlikely to be recovered. Today, Angus Grigg on his Four Corners investigation into the biggest GST scam in history and how the ATO dropped the ball.Featured: Angus Grigg, Four Corners reporter

Ray and Peter break down the offseason moves for the Denver Nuggets and their implications on the 2025/2026 season. As always, we appreciate your support. You can find us on podcast platforms as well at Four Corners: A Nuggets Podcast. You can find Peter and Ray online:Ray - @rayvonehackshawPeter - @bucketsince88

Let's talk about a topic that's been on many parents' minds lately — the rising rates of cancer in young people, and what that means for our children's future health.This week on the Natural Super Kids Podcast, we're reflecting on the Four Corners report Generation Cancer, which highlights some confronting statistics. But instead of letting fear take the lead, we're unpacking the key takeaways from a naturopathic perspective with calm, clarity, and practical ways forward.In this episode, we explore the connection between modern lifestyle habits and long-term health risks — and how we can begin laying strong, simple foundations for our kids' wellbeing without panic or pressure.Here's what we cover:What the “Generation Cancer” report reveals about cancer trends in young people including which types are increasing the most.The role of gut health, nutrition, and toxins in long-term disease prevention (and what we know from research so far).The link between antibiotic overuse, the gut microbiome, and immune vulnerability and what parents can do instead.How to take a more thoughtful, empowered approach to everyday choices like food, cleaning products, plastics, and more.How to make realistic, gentle shifts in your child's environment without fuelling health anxiety.

Snapshots in Eternity: Stitching Together the Four Corners of Existence by Jeffrey C Starbuck https://www.amazon.com/Snapshots-Eternity-Stitching-Together-Existence/dp/1935914227 Jeffreystarbuck.com "What is That, which, when known, everything else becomes known?" Poet, psychotherapist, spiritual mentor and "Renaissance healer," Jeffrey Starbuck's first volume of collected poetry masterfully weaves together "the four corners of existence" as it uncovers the common thread of truth - that "unrecorded yet definite resonance" - running through all the world's sacred traditions. By translating, integrating and synthesizing the deepest spiritual and psychological truths, this collection draws the reader, listener, friend, student into an odyssey to decipher and appreciate the essential "strum of existence."

The John Redhouse book tour makes its way to Albuquerque where comrades from Red Nation, Dr. Jennifer Denetdale and Red Power Hour co-host Melanie Yazzie join author John Redhouse to discuss his new book, Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s Watch the video edition on The Red Nation Podcast YouTube channel Press Release: "From the late summer of 1972 to the late summer of 1974, John Redhouse and many other Navajo and Indian rights activists threw all they had into mass movement organizing and direct action. And they were pretty good at it too in terms of effectiveness and impact. Written in the first-person and above all, with a collective spirit of generosity and witness, John Redhouse describes the hot temper of the times in the racist and exploitative border towns in the Four Corners area of the Southwest region. As John Redhouse says, “Without the People, you have nothing. But back then, we had a lot of people WITH us.” Yes, the Power of the People, the collective human spirit of the emerging local and regional Indian civil movement, thousands of us marching in the streets of Gallup and Farmington in northwestern New Mexico with our demands. A bold citizen's arrest at city hall, a downtown street riot, burning images of enemy leaders in effigy. And more marches, demonstrations, and direct actions. Above all, though, there was that Spirit—that unbroken, unconquerable spirit—that moved us, that drove us, that led us. And that was just in the border towns. In that turbulent decade, there was also the rapidly rising and spreading with-the-people, on-the-land resistance struggles in the coal, uranium, and oil and gas fields, and in disputed territories in the San Juan and Black Mesa basins that were targeted for ethnic cleansing and mineral extraction. Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s brings readers to the enduring issues of the day, traced over half a century ago, where John Redhouse and many more were in the middle of a revolution that unfolds to this day." Empower our work: GoFundMe: https://www.gofundme.com/f/empower-red-medias-indigenous-content  Subscribe to The Red Nation Newsletter: https://www.therednation.org/ Patreon: https://www.patreon.com/redmediapr

Clay's conversation with Harvey Leake, the great-grandson of the pioneering southwestern archaeologists John and Louisa Wetherill. Harvey tells the story of former President Theodore Roosevelt's 1913 visit to the Four Corners region. First, TR and his sons Archie, age 19, Quentin, age 15, and their cousin Nicholas Roosevelt, age 20, rode through the Grand Canyon and up to the North Rim, where they hunted mountain lions. Then, they made an arduous horseback journey to Rainbow Bridge, the sacred site in the heart of Navajo country. Finally, they visited the Hopi world, where TR and his young companions observed the sacred snake dance and got into the underground kiva, where scores of rattlesnakes slithered around. Harvey Leake has dozens of family photographs of this 1913 Roosevelt adventure. It's a strenuous life story that could not possibly be connected to any other president of the United States. Recorded May 25, 2025.

Red Media Press and Common Notions are proud to announce our second co-publication! Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s by legendary warrior John Redhouse is a one-of-a-kind lyrical and fast-paced memoir of the frontlines and trenches of Native liberation in the Four Corners and Southwest in the 1970s.  This episode is a recording of the first in a series of events celebrating the publication of the book. John and his wife Carol spoke with Red Power Host Melanie Yazzie about their lives and work. We will be publishing more episodes of these events in the coming weeks! Watch the video edition on The Red Nation Podcast YouTube channel Press Release: "From the late summer of 1972 to the late summer of 1974, John Redhouse and many other Navajo and Indian rights activists threw all they had into mass movement organizing and direct action. And they were pretty good at it too in terms of effectiveness and impact. Written in the first-person and above all, with a collective spirit of generosity and witness, John Redhouse describes the hot temper of the times in the racist and exploitative border towns in the Four Corners area of the Southwest region. As John Redhouse says, “Without the People, you have nothing. But back then, we had a lot of people WITH us.” Yes, the Power of the People, the collective human spirit of the emerging local and regional Indian civil movement, thousands of us marching in the streets of Gallup and Farmington in northwestern New Mexico with our demands. A bold citizen's arrest at city hall, a downtown street riot, burning images of enemy leaders in effigy. And more marches, demonstrations, and direct actions. Above all, though, there was that Spirit—that unbroken, unconquerable spirit—that moved us, that drove us, that led us. And that was just in the border towns. In that turbulent decade, there was also the rapidly rising and spreading with-the-people, on-the-land resistance struggles in the coal, uranium, and oil and gas fields, and in disputed territories in the San Juan and Black Mesa basins that were targeted for ethnic cleansing and mineral extraction. Bordertown Clashes, Resource Wars, Contested Territories: The Four Corners in the Turbulent 1970s brings readers to the enduring issues of the day, traced over half a century ago, where John Redhouse and many more were in the middle of a revolution that unfolds to this day." Empower our work: GoFundMe: https://www.gofundme.com/f/empower-red-medias-indigenous-content  Subscribe to The Red Nation Newsletter: https://www.therednation.org/ Patreon: https://www.patreon.com/redmediapr

Cancer has traditionally been a disease of old age.But younger Australians aged in their 30s and 40s are increasingly being diagnosed with cancer and scientists are desperate to understand why. Could it be processed foods, plastics, or exposures during childhood or birth?Today, Dr Norman Swan on his Four Corners investigation into what could be causing the sharp rise in cancer rates among younger generations and what can be done about it.Featured: Dr Norman Swan, Four Corners reporter and host of The Health Report

Ray is joined by Rashad, creator of the Drop Step Network and Ducey, twitter exraordinaire.Find all three of us on the interwebs!Ray @rayvonehackshawRashad @Dropst3pDucey @chillduceyUnfortunately this is coming out later than I had hoped, but this is recored prior to free agency. I appreciate your supoport and hope you'll bear with me as I learn and practice in the editing bay.- Ray

Hollywood actor Tim Pocock was tricked by his dying, devout mother into undergoing gay conversion therapy. After she died, Tim finally learned how to be himself, without fear and self-loathing.Tim grew up under the thumb of his charismatic, pious mother.He went to a school with links to the controversial, secretive and conservative Catholic organisation, Opus Dei.There, he desperately tried to hide his sexuality, and was ruthlessly bullied for his musical and stage talents.Despite Tim's success in Australian opera, television, and in Hollywood blockbusters, he continued to harbour many secrets about himself and his family.One day his mother, who loved Tim deeply in her own way, and who was dying from ovarian cancer, convinced her only son to come with her to therapy. Instead of finally being able to talk about his struggles, Tim found himself being tricked into gay conversion therapy.For the last few months of his mother's life, he went to be hypnotised by a 'Catholic psychologist' every week, until eventually she died, and Tim was set free to learn how live by and for himself.Further informationThe Truth Will Set You Free: Growing up gay in Opus Dei is published by Hachette.You can stream the Four Corners report into schools with ties to Opus Dei, which features Tim, on ABC iview.The Pared Foundation's full responses to questions from Four Corners can be read here.Opus Dei Australia provided Four Corners with this statement.Find out more about the Conversations Live National Tour on the ABC website.This episode of Conversations was produced by Meggie Morris and presented by Richard Fidler. The executive producer is Nicola Harrison.This episode explores sexuality, LGBTQI+, homophobia, family dynamics, books, writing, mother-son relationships, shame, the Church, infidelity, cancer, death, grief, losing a mother, acting, a career in acting, memoir, epic life story, origin story, Marvel, Wolverine, Cyclopse, Dance Academy, Tangara, Redfield.

This week marks the fifth of our “Summer Together” series. If you haven't been following us so far, we encourage you to revisit some of our previous messages. Today's message centers around the importance of community and how biblical community strengthens our walk as Christians. Having a community that can remind us of biblical truth is essential to our growth and spurs us to be more like Jesus.

On my way back from New Mexico I stopped at the Four Corners, where AZ, NM, UT and CO meet. It's great for running out the clock. A lot of people find it boring but I love that stuff. I don't have a lot in common with most people.

Why would dozens of psychiatrists, dedicated to helping people at times of crisis, walk away from their jobs?On one hand it's a simple pay dispute, but those who've been inside the system say it's broken, with a demoralised workforce delivering substandard care.There's a spotlight on the failures of mental health care in the New South Wales public system and a doctor has shared fears of another ‘Bondi Junction' attack after witnessing someone with violent thoughts absconding from hospital.Today, Four Corners reporter Avani Dias on why dozens more doctors are threatening to quit and what it means for patients. Featured: Avani Dias, Four Corners reporterIf this episode has raised any issues for you or anyone you know, Lifeline is one service that can help. Contact them on 13 11 14.

Last week, the "Understanding UAP: Science, National Security & Innovation" event was held in Washington, D.C., in collaboration with the House Committee on Oversight and Accountability and included members of Congress and leading UAP experts. Luis Elizando, a UFO whistleblower, presented a peculiar image of a flying craft taken over the Four Corners area, close to the alleged alien underground base in Dulce, NM. Additionally, Dr. Hal Puthoff, who worked on the government's psychic spy and UFO research programs, revealed the US military has recovered more than 10 crashed UFOs since the 1940s. Is our government feigning real disclosure to hide advanced technology and alien life above and below us? Tonight on Ground Zero (7-10 pm, pacific time on groundzeroplus.com), Clyde Lewis talks with UFO researcher and co-owner of Contact in the Desert, Ron Janix. #groundzeroplus #ClydeLewis #UFO #contactinthedesert #aliens #UndergroundBase