Podcasts about Gaps

Most coaches don't have a content problem.They have a conversion problem.They're showing up.They're posting.They're “doing the work.”And yet… revenue isn't scaling.Here's what's really happening behind the scenes

Part 1 in this series covered how ADHD affects desire. Now let's get practical.Mid-sex, suddenly thinking about work emails and grocery lists? Your partner can tell you're not fully there . . . and it doesn't feel great to you either. You're not a bad lover, your ADHD brain is just incredibly loud.This episode covers the most common in-the-moment challenges and what to do about them:Sensory needs: why some touches work and others don't, and how to communicate what your body needsTask-list brain: staying present instead of mentally composing tomorrow's to-do listNovelty, time blindness, and working memory: we'll discuss practical toolsThese aren't flaws to fix—they're features to work with. Your ADHD brain can experience incredible pleasure and connection when you understand what it needs.Start with one small tool. Small shifts make huge differences.Part 3 coming soon: medication effects, sleep issues, and how ADHD behaviors outside the bedroom kill desire inside it.Special Course Announcement: limited time, last enrollment: Thriving Together, Couples Healing Attachment Patterns Through TouchA Groundbreaking 6-Week Live Online Workshopwith Dr. Aline LaPierre & Dr. Laura Jurgens starts February 1, 2026https://neuroaffectivetouch.com/thriving-togetherGet my free guide: 5 Steps to Start Solving Desire Differences (Without Blame or Shame), A Practical Starting Point for Individuals and Couples, at https://laurajurgens.com/libido Find out more about me at https://laurajurgens.com/ Read The Desire Gap Blog at https://laurajurgens.com/the-desire-gap-blog/

Get Huel today with this exclusive offer for New Customers of 15% OFF with code alexoconnor - https://huel.com/alexoconnor (Minimum $50 purchase).Come to my tour in February, click here for tickets.TIMESTAMPS:0:00 – Intro 0:32 – Are All Things Full of Gods? 8:51 – Subjectivity and the Scientific Third Person 18:56 – What is the Materialistic Worldview? 28:45 – Consciousness of the Gaps? 38:21 – What's Wrong with Emergence? 1:00:18 – Why Panpsychism is False 1:10:25 – Is There a Fundamental Unit of Consciousness? 1:23:08 – Why Are There Individual Selves? 1:27:43 – What's Special About the Brain? 1:40:35 – Where Does the Self Go After Death?

We return to our roots by discussing a conservative documentary that attempts to take down Michael Moore. In MICHAEL & ME (2004), buffoonish talk-radio personality Larry Elder has a bone to pick with Bowling for Columbine, using facts + logic to show why gun control is racist, sexist, and anti-American. Join us on Patreon for an extra episode every week - https://www.patreon.com/michaelandus "God of the Gaps" by Robert P. Baird - https://www.nybooks.com/articles/2026/01/15/god-of-the-gaps-believe-ross-douthat/

In this episode of the Dental Boardroom Podcast, host Wes Read, CPA and financial advisor at Practice CFO continues his series on common financial mistakes dentists make, this time focusing on tax planning gaps. Wes explains why many dental practice owners unknowingly overpay taxes and how poor tax planning often results from weak cash flow management, rather than bad intentions.This episode breaks down complex tax concepts into practical insights, helping dentists understand how smarter planning throughout the year, not just at tax time, can lead to tens of thousands of dollars in savings annually and faster financial independence.Key Notes:1. Tax Planning Is Not a Once-a-Year ActivityMany dentists believe tax planning is handled solely by their CPA at year-end.Real tax planning happens throughout the year, tied directly to business decisions.Waiting until December often means it's already too late to reduce taxes effectively.2. Tax Planning Is a Subset of Cash Flow PlanningTaxes cannot be optimized in isolation.Every dollar flowing through the practice revenue, expenses, payroll, debt, and savings affects tax outcomes.Smart tax strategies must consider current and future cash flow, not just immediate deductions.3. Common Tax Planning Gaps Dentists MakeMissing legitimate deductions (leaving money on the table).Buying equipment just for a tax write-off without considering long-term loan payments.Poor timing of depreciation and capital purchases.Not coordinating payroll, distributions, and retirement planning.4. Understanding S Corporations vs. Sole ProprietorshipsBeing an S Corp does not automatically mean you're saving taxes.S Corps come with higher administrative costs, so the tax benefits must outweigh them.In general:Under ~$150k income → Sole proprietor may make more sense.$180k–$200k+ profit → S Corp usually becomes beneficial.5. Reasonable Compensation: The Biggest Tax LeverAs an S Corp owner, you pay yourself in two ways:W-2 wages (subject to payroll/FICA taxes)Distributions (not subject to FICA)Paying too little W-2 can trigger IRS penalties.Paying too much W-2 can unnecessarily increase payroll taxes.Finding the right balance is critical to staying compliant and...

Jan. 13, 2026- Consultant Jenn O'Connor and Marion Waldman, executive director of Teach My Kid to Read, make the case for state grants to libraries so they can fill the gaps in efforts to promote early literacy.

That line on your resume that makes your stomach drop in interviews isn't the problem. The way you're talking about it is. In this episode, I'm breaking down exactly why career gaps and layoffs quietly derail otherwise strong candidates and how most people accidentally confirm an interviewer's worst fears without realizing it.I walk you through what hiring managers are actually thinking when they see a gap on your resume and the two mistakes that cost candidates job offers every single day. I also share the simple three-part formula I use with clients to turn layoffs and career gaps into one of the most confident moments of the interview. No over-explaining. No defensiveness. No awkward justifications. Just a clear, calm story that reassures the interviewer and shifts the conversation back to your value.By the end of this episode, you'll know how to talk about layoffs without spiraling or apologizing for your existence, and you'll finally feel in control of a question that used to throw you off your game. If you've been dreading this part of the interview or replaying your answer in your head after every call, this one might change everything. Hit play and I'll walk you through exactly what to say and why it works.1:16 – Why Career Gaps Aren't Automatically Dealbreakers for Hiring Managers2:52 – The Three Hidden Fears Recruiters Have About Resume Gaps (and How to Disarm Them)6:06 – The Most Common Mistakes People Make When Discussing Layoffs in Interviews8:17 – The Simple 3-Step Formula That Turns Your Career Gap Into an Interview Strength13:09 – How to Pivot from Explaining Your Gap to Proving You're Perfect for the Role16:17 – Why Owning Your Story (Not Over-Explaining) Makes You Instantly More Attractive to Employers

What does it actually take to spot the leadership gaps that matter, especially when life and work keep speeding up? In this episode of Becoming Unshakable, I sit down with Erik Dodier, an entrepreneur who describes his career as a "30-year overnight success." Erik takes us from his early love of business and entrepreneurship to building a company through decades of pivots, pressure, growth, and change. What stood out to me right away was his willingness to discuss the pause that comes after the grind, that moment when you stop running and finally have enough space to reflect on who you became while you were building. Erik's definition of becoming unshakable is refreshingly grounded. It is the quiet confidence that comes from surviving hundreds of hard moments and realizing you are still standing. He shares a simple line that stuck with me, "Of all my bad days, I'm undefeated." And from there, we discuss pattern recognition as wisdom, how experience helps you respond with greater calm, and how looking back can help you face what is next with a little more air in your lungs. We also get into the real weight of leadership as teams grow. Erik opens up about a pivotal season in 2014, when his company had to narrow its focus and make a painful shift that changed people's careers. He describes doing it as humanely as possible, giving people time to retrain, find their path, or lean into the new direction. That conversation led us into something many leaders wrestle with: how to show care and compassion for others while you are privately carrying your own stress, doubt, and exhaustion. One of my favorite parts of this conversation is Erik's honesty about what kept him steady. He talks about books, biographies, and even motivational YouTube videos as tools to reset his mindset on hard days. He also shares how his leadership evolved from feeling he had to have every answer to recognizing that his real job was building the right team, removing obstacles, and focusing everyone on the problems that truly moved the business forward. We close with a powerful reminder for anyone who feels stuck right now. Erik's advice is to take the smallest step back in the right direction, because the shift you need might be closer than you think. As we step into 2026, he shares how he is using more time, greater intention, and AI tools as a sounding board to keep growing, personally and professionally. As you listen, I would love you to reflect on what is one leadership belief you have outgrown, and what is the smallest step you can take this week to steady yourself again? Share your thoughts with me.  I really want to hear what this brings up for you.  

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

It's 2026, and it's a good time to refresh your fundraising mindset. Budgets are fresh, investors are considering where to put their money, and LinkedIn is buzzing about how "now is the window."  If you position yourself correctly, you could have closed your funding round by June. But no matter how much motivation you have, or how fired up investors are, founders are still being held back by basic, really simple gaps in their approach. Gaps that seem minor but quietly cost you momentum, meetings, and ultimately the funding you need. Most founders don't lose deals because the idea isn't good enough. They lose them because of what's missing in their strategies (even if they have a great business or idea).  So before you send another pitch deck or book another investor meeting, there's a simple exercise you can do to make sure you're not getting ruled out before the conversation even starts. What are investors noticing that you're too close to see? What might be quietly stopping them from ever responding? In this episode, we walk through a simple but confronting exercise every founder should do before sending another pitch.   Topics Covered; Why most pitch decks fail before the first meeting even happens The exercise that exposes hidden deal-breakers fast Why paragraphs, jargon, and over-explaining silently kill investor interest How to clearly answer the real question investors care about The credibility gap founders underestimate and how to close it without revenue How unrealistic valuations signal self-awareness problems, not confidence The difference between how founders think investors evaluate deals and how they actually do The true barrier to fundraising (not market conditions)     About Your Host Jayla Siciliano, Shark Tank entrepreneur turned real estate investor, excels in building brands, teams, and products. CEO of a bi-coastal luxury short-term rental company, she also hosts the Seed Money Podcast, where she's on a mission to help early-stage entrepreneurs turn their ideas into reality!    Connect: Website: https://seedmoneypodcast.com/ Instagram: https://www.instagram.com/jaylasiciliano/ Subscribe and watch on YouTube https://www.youtube.com/@seedmoneypodcast/    Subscribe, Rate, & Review Please rate, follow, and review the podcast on https://podcasts.apple.com/us/podcast/seed-money/id1740815877 and https://open.spotify.com/show/0VkQECosb1spTFsUhu6uFY?si=5417351fb73a4ea1/! Hearing your comments and questions helps me come up with the best topics for the show!   Disclaimer The information in this podcast is educational and general in nature and does not take into consideration the listener's personal circumstances. Therefore, it is not intended to be a substitute for specific, individualized financial, legal, or tax advice.    

While Americans are known for their generosity, the U.S. government, increasingly, is not. The Trump administration's cuts to SNAP benefits among other aid programs have forced states, foundations and donors to fill the gaps. But can they? On today's show, the limits of philanthropic efforts to supplant federal aid. Related episodes: Why tech bros are trying to give away all their money (kind of) For sponsor-free episodes of The Indicator from Planet Money, subscribe to Planet Money+ via Apple Podcasts or at plus.npr.org. Fact-checking by Sierra Juarez. Music by Drop Electric. Find us: TikTok, Instagram, Facebook, Newsletter.  Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

Adam Munsterteiger and Brian Howell connected to discuss everything from the makeup of Colorado's transfer class so far to the Buffaloes remaining needs to the difficulty of determining a transfer's eligibility in 2026.

Sock Talks at TRB 2026 continue! ASCE's Managing Director of Grants and Business Development, Lindsay O'Leary, goes three for three on AI and shares her perspective on AI adoption in the transportation industry. Lindsay also shares a few details on ASCE2027, the organization's upcoming industry conference. Learn more at https://experience.asce.org/.

AI risks are reshaping the audit landscape, and in this episode of the Risk Management Show, we explored critical challenges every audit leader must address by 2026. Joined by Richard Chambers, Senior Advisor at AuditBoard and author of "Connected Risk," we discussed hyper-volatility, AI readiness, governance gaps, and strategies to leverage technology for effective risk management. Richard shared insights from AuditBoard's latest report on the future of internal audit, highlighting the transformative power of AI and the importance of cultivating human-centric skills like intellectual curiosity, skepticism, and relationship-building to stay relevant. He also emphasized the need for boards and executives to close oversight gaps, especially in AI and third-party risks, and addressed how audit functions can navigate resource constraints by adopting technology like AI. If you want to be our guest or suggest someone, send your email to info@globalriskconsult.com with the subject line: "Podcast Guest Suggestion."

Kicking off the forst episode of 2026 with a cracker!! Happy new year everyone, here's hoping 2026 is our year!! lol 

In this episode of the Unleash Your Ambition Podcast, Stacie Walker walks you through how to identify the income gaps in your coaching or consulting business and what to do to close them. RESOURCE MENTIONED: The Fix Your Foundation Session: This is a focused strategic conversation where we look at the income gaps in your business and create a simple roadmap for consistent income that feels aligned and attainable and is aligned with your unique mission, vision and personality. SHOW NOTES: https://www.unleashyourambition.com/blog/fixing-the-income-gaps-in-your-coaching-or-consulting-business We'd love to hear from you. Contact us here to ask a question, leave feedback about this episode, or request a topic for a future episode. CONNECT WITH STACIE WALKER: Visit Stacie's Website Connect with Stacie on Facebook Connect with Stacie on Instagram Connect with Stacie on YouTube MUSIC CREDIT: Chill Wave by Kevin MacLeod Funkorama by Kevin MacLeod Alone by Musikal License code: GWWGS39BBB2WTA6H French Morning / Music by: CreatorMix.com

NFL Network’s Steve Wyche joins the show to talk about what impressed him from the Seahawks win over the 49ers, what stood out from Sam Darnold’s performance, and a preview of how the playoffs could go. // Wyman & Bob go through the possible options to fill the holes the Mariners have in their roster. // We head into an alternative universe with some alternate outcomes in our What If Wednesday segment! 

It's here! My book, LIGHT: The New Psychology of Weight Loss is ready and available now. I'm so excited for this book to be out in the world.  Writing a book is a lot like a pregnancy. It's something that grows with you and through you but not totally of you. And by the end you're like, “Let's just get it out there already!”  Today's episode is a little different, because instead of teaching you something brand new, I want to invite you behind the scenes. This is a sit-down, coffee-in-hand conversation about why this book exists and how it approaches weight loss differently. We'll cover how familiar ideas finally clicked when I looked at them through the lens of weight loss. Things like: The real reasons you can know what to do and not do it why your brain isn't sabotaging you (it's just being normal),  how perfectionism and people pleasing can be turned around to be used in your favor  as well as some personal favorites and behind the scenes stories from writing the book.  So, are you ready to step behind the curtain, hear the real story of how this book came together, and see why this approach finally feels different? Let's go!   Get the book! LIGHT: The New Psychology of Weight Loss Also, check out my first book: You Are A Miracle 

Final hour of the Lake Show and we begin discussing age gaps when it comes to normal, everyday people vs. rich, celebrity figures! Also Josh has Word on the Street and Henry explains why you should just trust him when he tells you something will work!

Uncover the essential nonprofit fundraising insights needed to anchor your organization in abundance for 2026 and beyond. In a special “Ask Doug Anything” session, Douglas Nelson sits down with Samantha Gayfer, Director of Strategic Development at The Discovery Group, to tackle the sector's most persistent challenges. They dive into critical shifts in donor behavior trends, discussing the intergenerational wealth transfer and the true “next generation” of donors. Doug outlines the most common campaign readiness gaps, emphasizing the focus on top gifts and mid-level giving, and dissects the “great irony” of internal structures that undercut fundraiser success. Finally, they cover strategies for CEOs to navigate board tension and foster deeper board engagement in philanthropy, providing clear guidance for leaders on shaping their next steps.

Omari Richins, MPH of Public Health Careers podcast talks with Erin Williamson, LCSW, MPA.Erin Williamson is Chief Programs and Strategy Officer at Love 146, discusses her journey in the field of public health and anti-trafficking. She shares insights on the misconceptions surrounding human trafficking, the vulnerabilities that lead to it, and the role of technology in both facilitating and preventing trafficking. Erin emphasizes the importance of education and prevention strategies, particularly for adolescents, and highlights the progress made in anti-trafficking efforts while identifying gaps that still exist. She encourages proactive conversations about safety and healthy relationships, and shares her hope for the future of those affected by trafficking.Love146 Website: https://love146.org/

Whew! 2025 was a helluva year of loss for Rockers all around the world! But the year also brought back some artists to active duty (Gaps), and as usually happens, some artists have hung up the touring game, or the music, completely (Wraps) in this past year. There's a personal side to this week's episode as well. Here's to a brighter (and healthier) new year for our Rock heroes, who are aging as we do. Did we forget someone? Email us: imbalancedhistory@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Whew! 2025 was a helluva year of loss for Rockers all around the world! But the year also brought back some artists to active duty (Gaps), and as usually happens, some artists have hung up the touring game, or the music, completely (Wraps) in this past year. There's a personal side to this week's episode as well. Here's to a brighter (and healthier) new year for our Rock heroes, who are aging as we do. Did we forget someone? Email us: imbalancedhistory@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices

The All of Us Research Program aims to build one of the largest health databases in history, but an OIG audit found weaknesses in the National Institutes of Health's oversight and access controls that could put sensitive participant data at risk. Charles Summers from the Department of Health and Human Services Office of Inspector General is here to discuss what needs to change to protect privacy as enrollment grows.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

So many people want to know what is “okay” these days. Is it okay for your husband to post thirst traps? Is it okay to want a hot body over having a baby? Is it okay to have a 20 year age gap with your partner? Luckily for you, Alex and Jon have all the answers. In this week's episode, they dive into all the juicy questions they didn't have time to answer from this year's topics. It's the last episode of the year so enjoy the last of Alex and Jon before we head into 2026! Submit your questions here!⁠0:00 - Intro35:43 - Do You Ever Really Move On?40:40 - Different Spending Habits42:58 - Babies at Weddings44:55 - Am I Allowed to Feel Like This?47:48 - Is It Rude To Watch My Sister's Baby?56:08 - My Friend is Obsessed with Her Baby01:00:09 - I Want A Baby But Also a Hot Body01:06: 36 - Dating Age Gaps01:07: 59 - My Ex Invited Me To Therapy01:11:54 - My Husband Posts Thirst Traps01:16:29 - Reading Your Secrets01:17:00 - Recs of the WeekHELLO FRESH: The best way to cook just got better. Go to https://HelloFresh.com/STRAIGHT10FM now to Get 10 Free Meals + a Free Item for Life!THE REAL REAL: Get $25 off your first purchase when you go to https://TheRealReal.com/STRAIGHTVITAL VITAMINS: Vital Vitamins is offering listeners 20% of all orders with code STRAIGHT at https://myvitalvitamins.com.GOOGLE: See how clothes from your favorite brands look on you before you buy by visiting https://g.co/shop/tryonRULA: Visit https://Rula.com/straight to get started! BOBBIE: If you want to feel good about what's in your baby's bottle, get 10% off with code straight at https://hibobbie.comVisit our website ⁠www.giveittomestraightpodcast.com⁠Visit our other website ⁠www.alexjon.com⁠Find us on Instagram!⁠Podcast⁠⁠Alex⁠⁠JonSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The show covers a mix of personal and societal topics. In Hour 1, the hosts discuss seasonal celebrations, gift-giving habits, and navigating the holiday chaos. Hour 2 highlights educational challenges, focusing on a Dallas teacher reporting alarming literacy gaps among her eighth-grade students and exploring the shared responsibilities of parents and schools. Hour 3 brings lighter, family-focused stories about managing toys and outings, followed by frustrations with rental housing and government programs. Hour 4 shifts to politics, examining the low Republican support for JD Vance, polling reliability, and public reactions to his personal and political life, concluding with reflections on faith and character. Throughout, the show balances human interest stories, practical advice, and current events commentary.

Part of rehabilitating the north and fostering resilience among its residents is addressing disparities in access to quality healthcare - a challenge that existed prior to the outbreak of the Gaza war. The Tzafon Medical Center is seeking to meet these challenges, including with the recent opening of its new rehabilitation center. Tamar Bodek Mala, CEO of Friends of Tzafon Medical Center spoke to KAN reporter Naomi Segal (Photo: Tzafon Medical Center)See omnystudio.com/listener for privacy information.

Choosing your retirement date may seem like a small detail, but for federal employees, it can have a significant financial impact. In this podcast episode, David Raetz of Benchmark Financial Group explains how to align your exit date for maximum benefits and minimal income disruption for a smooth transition into retirement.---------------------------------------------------------------Connect with Benchmark Financial Group:Website | bfgkc.comLinkedIn | @benchmark-financial-group-llcFacebook | @BenchmarkFinancialGroupLLCBenchmark Financial Group is located at 10975 Benson Dr., Suite 500, Overland Park, KS 66210, Corporate Woods Building 12. You can contact us by visiting our website at https://bfgkc.com, calling 913.227.4224, or emailing David at david.raetz@bfgkc.com.Securities and Advisory Services are offered through CreativeOne Securities, LLC. Member FINRA/SIPC and an Investment Advisor. Benchmark Financial Group, LLC, and CreativeOne Securities are not affiliated companies.

In today's Tech3 from Moneycontrol, we continue our year-end wrap with a deep dive into how India's technology policy landscape unfolded in 2025. From app bans and data protection concerns to the IndiaAI Mission's GPU push and foundational model plans, we track the policy moves shaping startups and tech. The episode also looks at Bengaluru's civic flashpoints, mobility battles, infrastructure delays, and the governance questions that defined the year.

Episode#323-Taped December 10, 2025 We talk about how to take simple steps to natural health and healing with a focus on having lasting energy and vitality. Embracing and understanding supplements and  how they play an important role in our health as well. Joining us is Jared St. Clair an herbalist, a health educator and host of his podcast Vitality Radio and owner of his health food store Vitality Nutrition. He has over 30+ years of experience of helping people achieve lasting vitality through lifestyle changes and evidence-based supplementation. Jared will share with us what we should know about natural supplementation, “the Vital 5” ; how it can bring about healing and lasting energy. Find out more about Jared St. Clair and his podcast Vitality Radio Learn about the important natural supplements and your health. Check out his health food store and platform-Vitality Nutrition Use the promo code: THANKS To get 15% off your first purchase! Visit in person… 107 South 500 West Suite A, Bountiful UT 84010 Mon-Thurs 9a-8p Fri 9a-7p Sat 10a-6p Listen to episodes of Vitality Radio podcast shows about natural supplements and your health. #242: The Vital Five How To: Your User's Guide to Filling the Gaps in Your Diet #448: VR Vintage: The Great Debate in Probiotics: Human Strains vs. Spores

In this special episode, I am thrilled to bring together my entire team of eight talented homeopaths for a unique discussion that highlights the practical and positive impact of homeopathy. We share inspiring case studies, from chronic insomnia and fatigue to fertility challenges, showing how remedies and tailored approaches can support lasting health improvements. The team also explores innovative tools like matridonal remedies and homeoprophylaxis, and emphasizes the importance of emotional support, connection, and small, consistent steps in healing. Real-life cases illustrate how homeopathy can make a difference across all ages. Episode Highlights: 06:44 - Treating shock, grief, and emotional overload 09:03 - Same remedy, different life story 16:15 - Discovering matridonal remedies 20:08 - The higher purpose of our existence 28:19 - Homeoprophylaxis across the lifespan 35:00 - There's more than one path to healing 37:08 - Book Review: Drowning Lifeguards 44:38 - A powerful recovery story 45:35 - Quick Relief for a Child's Heart Condition 46:29 - Frozen Shoulder, Back in Action 49:46 - A nurse with 15 years of sleepless nights starts to find relief 01:06:23 - Homeopathy on Life's Hardest Journey 01:18:30 - Homeopathy works alongside medications About my Guests: Kelley Palomino is a classically trained homeopath and graduate of the Academy of Homeopathic Education (AHE), an ACHENA-accredited institution recognized for exceeding the standards for National Board Certification through the CHC. She founded her practice, Restoring to Health With Homeopathy, in 2022 to help individuals restore wellness naturally, with a special focus on autoimmune disorders. Kelley's journey into homeopathy is deeply personal, inspired by her own healing experience, and she now brings that same hope and dedication to every client. She is passionate about supporting people from all walks of life, with a particular compassion for those navigating chronic illness and immune dysfunction, believing that homeopathy can be a powerful tool on the path to true restoration. Angela Pierce-Jones began her homeopathy journey straight out of high school at 17 and went on to complete a Master's Degree in Homeopathy in Durban, South Africa, in 2002. She has been dedicated to learning and practicing homeopathy ever since. A mother of two teens, she has lived in Perth since 2013, bringing both personal and professional experience to her practice. Elaine Macdonald studied homeopathy at the Centre of Homeopathic Education in the UK and moved from Ireland to Perth in 2011. Her personal journey with homeopathy began when she used holistic approaches, including the GAPS diet, chelation, and homeopathy, to help her son, who was diagnosed on the spectrum, ultimately regain his health. Elaine now focuses on hormones, peri-menopause, thyroid health, heavy metal toxicity, and men's health, combining her expertise with holistic movement as a Gyrotonic® trainer. She practices both online and in-person in Currambine and is passionate about helping others find natural and holistic paths to wellness. Outside of work, she enjoys family life, sport, the ocean, animals, and outdoor activities. Nicole McConnon is a fully qualified homeopath based in Kallaroo, Perth, with a busy online practice supporting clients across Australia and internationally. Her journey with homeopathy began as a child when homeopathic remedies successfully resolved long-standing health issues, sparking a lifelong passion for natural healing. Nicole trained at The Irish School of Homeopathy in Dublin and draws on a holistic, personalized approach, combining classical training with other techniques as needed. She has a particular interest in mental health, grief and trauma, fears and phobias, female hormonal health, and supporting neurodiverse individuals, using remedies to gently stimulate the body's natural healing abilities. Her own experiences with homeopathy, including navigating personal loss, have deepened her empathy and shaped how she supports her clients today. Ritu Kinra Tangri is a classically trained homeopath with a strong passion for holistic healing and the use of homeopathy as a primary treatment for both acute and chronic conditions. Born in India, she has lived and practiced in the UK and Melbourne, holding a Bachelor of Homeopathic Medicine and Surgery from the University of Delhi and a postgraduate degree from the British Institute of Homeopathy. Ritu combines classical methods with flexible, patient-centered approaches, adapting remedies to individual needs. She has published a book, Materia Medica for Students, and continues to expand her expertise through ongoing study and professional collaboration, emphasizing the importance of lifestyle choices in supporting overall health. Jagoda Salewska is a homeopath with a background in pharmacy, blending her clinical knowledge with holistic healing. Her journey began after experiencing a long-term cough following grief, which led her to study homeopathy while also being a patient herself. She has trained and worked internationally, including at Ainsworths Homeopathic Pharmacy in London, and has explored therapies like applied kinesiology, Bach Flower remedies, and Craniosacral Therapy to enhance her practice. Jagoda provides consultations for both humans and animals, addressing acute and chronic issues, and takes a deeply intuitive, personalized approach to each case. Her practice is grounded in listening, analyzing, and guiding patients toward holistic wellness. Sharon Ralston is a homeopath originally from Zimbabwe, now based in Perth, Australia, with a passion for natural and gentle healing. Her journey with homeopathy began as a teen and deepened as a mother, discovering how remedies could support her own children through common childhood issues and big life changes like moving countries. She formally studied homeopathy, graduating in 2017, and has since trained further with mentors like George Vithoulkas. Sharon works with a wide range of health concerns but particularly enjoys supporting women and young families, helping with everything from colic and teething to hormonal and skin issues. She combines her practical experience with ongoing learning, offering guidance that empowers families to use homeopathy confidently. Sarah Scott is a classically trained homeopath based in Melbourne, Australia, originally from Ireland. She studied at the University of Westminster, trained further with Jeremy Sherr at the Dynamis School in the UK, and continued postgraduate studies in Italy and Dublin. Sarah is passionate about homeopathy and continues to deepen her knowledge, recently exploring intuitive homeopathy. Outside of her practice, she enjoys spending time with family, being by the sea, and practicing mindfulness and meditation, with a strong interest in supporting women's empowerment through workshops and circles. Find out more about the team https://www.eugeniekruger.com If you would like to support the Homeopathy Hangout Podcast, please consider making a donation by visiting www.EugenieKruger.com and click the DONATE button at the top of the site. Every donation about $10 will receive a shout-out on a future episode. Join my Homeopathy Hangout Podcast Facebook community here: https://www.facebook.com/groups/HelloHomies Follow me on Instagram https://www.instagram.com/eugeniekrugerhomeopathy/ Here is the link to my free 30-minute Homeopathy@Home online course: https://www.youtube.com/watch?v=vqBUpxO4pZQ&t=438s Upon completion of the course - and if you live in Australia - you can join my Facebook group for free acute advice (you'll need to answer a couple of questions about the course upon request to join): www.facebook.com/groups/eughom

As farms adopt more digital tools, many growers are finding themselves managing multiple platforms that don’t communicate with each other, making it difficult to use data efficiently when making decisions. That challenge is what led Optic Ag to develop its connected farm operations platform, which was on display at Agri-Trade 2025 in Red Deer, Alta.... Read More

Let the record show, records were meant to be corrected. In this episode, we revisit something we mentioned that might not have been the full story, the role of the remote attorney and the freelance attorneys provided by LAWCLERK.  Guest Kristin Tyler is a lawyer and co-founder and chief brand officer at LAWCLERK, which supplies contract attorneys for growing, busy law firms under an arrangement where freelance attorneys work under the supervision of a client's in-house attorneys.  From discovery to document review to deposition management, contract attorneys can manage routine tasks at rates designed to be affordable for growing firms. Why hire a part-time paralegal when you can hire an actual attorney at a comparable rate?  Whether you're a growing firm or an attorney looking for part-time work, hear why this could be the solution you've been looking for.  Questions or ideas about solo and small practices? Drop us a line at NewSolo@legaltalknetwork.com.  Topics: Contract and part-time remote attorneys can help busy, growing firms find affordable legal assistance when things get hectic. Why hire a remote paralegal when you can hire an actual, licensed attorney at a comparable cost? Do your best and outsource the rest! Special for our listeners, for your first hire from LAWCLERK, use the promo code NewSolo25 for a $100 rebate. Hear how the arrangement works, including ethical and licensing policies, confidentiality, state-specific availability, and even hiring attorneys who are experts in the exact area of law you need. Resources: Previous appearance on Legal Talk Network, “Clio Cloud 2022: Hire for Success – Best Practices for Growing Your Team” Previously on New Solo, “Checking In! Four Years Later, Solo Practice Aloha Divorce Is Thriving”  Clio ABA Techshow 2026 Clio Cloud Conference 2026 

Send us a textJoin hosts Alex Sarlin, Ben Kornell, Michael Horn and Dhawal Shah as they break down major moves in online learning, AI, and higher education shaping the end of 2025.✨ Episode Highlights:[00:00:00] Coursera and Udemy announce a $2.5B all-stock merger forming a 175M-learner platform[00:00:30] Michael Horn on Coursera's growing leverage over university partners[00:02:08] Ben Kornell explores Coursera's potential to become a global university [00:05:40] Dhawal Shah explains the financial motivations behind the merger [00:09:54] Michael Horn compares the deal to the 2U–edX acquisition [00:11:54] The hosts discuss channel power and aggregation in edtech [00:16:49] Debate on Coursera's acquisition strategy and platform future [00:21:43] Dhawal Shah on why these businesses may perform better as private companies [00:22:33] Ben Kornell outlines Coursera's two paths: efficiency or AI-led reinvention [00:30:24] Gaps in online learning around mentorship and advanced skills [00:35:29] OpenAI's latest release and rising competition with Google Gemini [00:38:55] Why content and IP still matter in the AI era [00:48:36] Purdue introduces an AI competency requirement for graduatesPlus, special guests: [00:52:54] Isabelle Hau, Executive Director of the Stanford Accelerator for Learning, on human-centered and social AI in education 

Let the record show, records were meant to be corrected. In this episode, we revisit something we mentioned that might not have been the full story, the role of the remote attorney and the freelance attorneys provided by LAWCLERK.  Guest Kristin Tyler is a lawyer and co-founder and chief brand officer at LAWCLERK, which supplies contract attorneys for growing, busy law firms under an arrangement where freelance attorneys work under the supervision of a client's in-house attorneys.  From discovery to document review to deposition management, contract attorneys can manage routine tasks at rates designed to be affordable for growing firms. Why hire a part-time paralegal when you can hire an actual attorney at a comparable rate?  Whether you're a growing firm or an attorney looking for part-time work, hear why this could be the solution you've been looking for.  Questions or ideas about solo and small practices? Drop us a line at NewSolo@legaltalknetwork.com.  Topics: Contract and part-time remote attorneys can help busy, growing firms find affordable legal assistance when things get hectic. Why hire a remote paralegal when you can hire an actual, licensed attorney at a comparable cost? Do your best and outsource the rest! Special for our listeners, for your first hire from LAWCLERK, use the promo code NewSolo25 for a $100 rebate. Hear how the arrangement works, including ethical and licensing policies, confidentiality, state-specific availability, and even hiring attorneys who are experts in the exact area of law you need. Resources: Previous appearance on Legal Talk Network, “Clio Cloud 2022: Hire for Success – Best Practices for Growing Your Team” Previously on New Solo, “Checking In! Four Years Later, Solo Practice Aloha Divorce Is Thriving”  Clio ABA Techshow 2026 Clio Cloud Conference 2026  Learn more about your ad choices. Visit megaphone.fm/adchoices

The crisis in kids' health is escalating fast. Here's how ancestral cooking can turn it around.

According to GoFundMe's end-of-year report, campaigns to fund basic necessities like housing, utilities and groceries are on the rise after quadrupling in 2024. In the Loop gets insight on how we got here, how this impact is felt locally, and local efforts to close gaps through mutual aid efforts and policy shifts. Dion Dawson, founder, executive director Dion's Chicago Dream and Bob Palmer, Policy Director Housing Action Illinois and Rep. Brad Schneider, 10th District sat down with host Sasha-Ann Simons. For a full archive of In the Loop interviews, head over to wbez.org/intheloop.

We're revisiting our chat with Phil Agnew, creator of the Nudge podcast, to explore how behavioral science shows up in everyday marketing. From pricing to persuasion, Phil shares examples and tactics that continue to resonate.

What happens when parents and children are speaking the same language, but not truly understanding each other?In this powerful and honest conversation, Dr. Unnatti Jain breaks down how generational gaps show up in parenting, leadership, schools, and workplaces, and how to bridge them without guilt, shame, or control. From parenting teens and Gen Z to navigating divorce, cultural expectations, and self-growth, this episode reminds us of one core truth: everything begins with you.Dr. Jain shares practical, real-life strategies for responding instead of reacting, building emotional safety with children, and breaking generational cycles through self-awareness, compassion, and intentional communication. This episode is especially impactful for immigrant parents, single parents, and anyone navigating change while trying to lead with connection.If you have ever wondered:“Am I messing up my child?”“Why doesn't my child talk to me?”“How do I parent differently than how I was raised?”“How do I stop generational misunderstandings at home or work?”This conversation is for you.Why generational misunderstandings happen, even when intentions are goodThe difference between reacting vs. responding in parenting and leadershipHow self-awareness in parents creates emotional safety for childrenWhy focusing on yourself improves your relationship with your childHow immigrant parents can better navigate U.S. parenting cultureHow divorce, stigma, and cultural pressure affect parenting dynamicsWhy coaching is different from therapy, and when each is helpfulHow to bridge generational gaps by learning your child's “language”Why children open up when they feel safe, not controlledDr. Unnatti Jain is a TEDx speaker, leadership coach, parenting expert, and author. She works with teens, parents, and adults across generations to move families and organizations from control to connection. Her coaching approach is rooted in self-awareness, clarity, and actionable growth.

Please visit answersincme.com/RND860 to participate, download slides and supporting materials, complete the post test, and get a certificate. In this activity, experts in hypophosphatasia (HPP) discuss its multisystem burden and diagnostic challenges, and the importance of early referral for timely treatment. Upon completion of this activity, participants should be better able to: Describe the clinical burden and multisystem manifestations of HPP across the lifespan; Recognize key diagnostic challenges in HPP through practical screening strategies, including interpretation of alkaline phosphatase (ALP) and pyridoxal 5′-phosphate (PLP) levels; and Outline the importance of early referral and diagnostic confirmation to enable timely treatment initiation, including the role of genetic testing and family screening.

Behind the polite smiles and diplomatic clichés, something far more dangerous is unfolding. As Israel weighs its next move against Iran's ballistic missile threat, serious cracks are emerging between Jerusalem and Washington. In this episode of "Israel Undiplomatic", Mark Regev and Ruthie Blum cut through the speculation to ask the questions no one else will: Is the U.S. truly aligned with Israel's security needs or drifting toward strategic illusions? And what, really, might be brewing behind closed doors ahead of a possible Trump-Netanyahu meeting?

How well do you know the driver of your rideshare? You don't. And you need to listen to this episode to understand what he is capable of and how to protect yourself.In this episode, we're pulling back the curtain on the risks women face in rideshares and the systemic gaps that let predators operate with impunity. Together with Susan Knape, founder of A Case for Women, we trace the data behind thousands of harassment and assault reports, the realities of underreporting, and why a nice-looking car can lull riders into a false sense of security.You'll leave this conversation with a clear safety playbook: always sit in the back, stay alert, avoid revealing personal details, confirm your pickup without saying your name, don't route to “Home,” and share your trip with someone who's watching the route and timing. We also push for real fixes—mandatory in‑car cameras, access barriers, and stronger oversight—that deter abuse and create evidence when harm occurs. If you've ever stepped into a rideshare and felt that uneasy twinge, this conversation gives you the context, tools, and resolve to protect yourself while we keep pressing for a safer system. We also challenge victim-blaming narratives, especially when rideshare companies market themselves as the “safe” alternative after drinking, and explore the heightened risks for teens, disabled riders, and passengers leaving medical procedures.Before you step into a rideshare this holiday season, you deserve to know what you are getting yourself into.

Well, it's that time of year again when Andy and Aaron discuss Christmassy things. Tune in to hear them each discuss their favourite Christmas tradition, Christmas movie, and Christmas movie. The podly duo draw out from their choices various theological and cultural insights about the meaning and application of Christmas in today's world. And as ever, they also have a good bit of fun along the way. Enjoy! Get your Pod of the Gaps mug here: https://bit.ly/potgmug We're a listener funded podcast ... if you support Pod of the Gaps with a small tip or donation, you can watch this episode as a video. Find out more here: http://patreon.com/wkop/

Dec. 19, 2025- Assembly Judiciary Committee Chair Chuck Lavine, a Long Island Democrat, talks about his legislation designed to address the shortcomings of the state's guardianship system, which is failing elderly New Yorkers.

In "Gaps in the Safety Net" Dr. Osterholm and Chris Dall discuss why we shouldn't compare other countries' vaccine schedules to the US schedule. Dr. Osterholm continues to cover the recent infant botulism outbreak, and he answers an ID Query about New World Screwworm.Resources for vaccine and public health advocacy: Voices for Vaccines Families Fighting Flu Vaccinate Your Family Shot@Life Medical Reserve Corps Learn more about the Vaccine Integrity Project MORE EPISODES       SUPPORT THIS PODCAST

SummaryIn this episode, Jay Sapovits shares his entrepreneurial journey, highlighting the importance of identifying market gaps, taking action, and building relationships. He discusses his transition from various industries to founding Ink'd Stores, emphasizing creativity in branded products and the significance of authenticity in business. Jay also addresses the challenges posed by social media and the AI revolution, encouraging listeners to define success on their own terms and to remain genuine in their endeavors.TakeawaysEvery entrepreneurial journey is unique and often non-linear.Identifying gaps in the market starts with personal experiences.Taking action is crucial; inaction is a greater risk.Building relationships is key to success in business.Creativity and ideation can elevate branded products.Authenticity in communication sets you apart in business.The pressure of social media can be overwhelming for entrepreneurs.Success is subjective; it can be defined in many ways.Navigating the AI revolution requires a unique human perspective.Giving more than you receive fosters long-lasting relationships.Chapters00:00 The Entrepreneurial Journey Begins02:12 Identifying Market Gaps06:09 Taking Action on Opportunities12:06 The Importance of Persistence18:08 Navigating Challenges in Entrepreneurship21:58 The Impact of Social Media on Entrepreneurs27:13 Transitioning from Live Events to Marketing30:32 The Power of Sales in Entrepreneurship33:42 Building Relationships and Connecting People39:31 Lessons Learned from a Transactional Mindset45:04 Crafting a Personal Lifestyle through Career Choices46:57 The Shift to Ink'd Stores and Creative Branding49:51 Elevating Branded Products in a Competitive Market54:26 Authenticity in Content Creation and BusinessCredits:Hosted by Ryan Roghaar and Michael SmithProduced by Ryan RoghaarTheme music: "Perfect Day" by OPM  The Eggs Podcast Spotify playlist:bit.ly/eggstunesThe Plugs:The Show: eggscast.com@eggshow on X and InstagramOn iTunes: itun.es/i6dX3pCOnStitcher: bit.ly/eggs_on_stitcherAlso available on Google Play Music!Mike "DJ Ontic": Shows and info: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠djontic.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@djontic on twitterRyan Roghaar:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠rogha.ar

Are you ready for some real talk about what may be missing in your healthcare experience? Dr. Bob Uslander highlights the “gaps in care” we rarely name — gaps in planning, knowledge, understanding treatment options, and navigating care needs, including hospice. How does poor coordination in our healthcare system limit communication and leave crucial choices, like VSED (Voluntarily Stopping Eating and Drinking), poorly understood and seldom discussed? And how can we better recognize life-enhancing services and therapies that improve quality of life, even while on the path of dying? Ultimately, how do we navigate complex medical situations with clearer information and better understanding of the limitations we will likely face?For more information on Best Life Best Death please visit our website at ⁠⁠www.bestlifebestdeath.com⁠⁠Follow us on our social channels to receive pertinent and helpful resources on death, grieving, and more at:Facebook: ⁠⁠www.facebook.com/bestlifebestdeath⁠⁠Instagram: ⁠⁠www.instagram.com/bestlifebestdeath⁠⁠

⭐ Join Rental Property Mastery, my community of rental investors on their way to financial freedom: http://coachcarson.com/rpm   

In part two of this series, Dr. Jeff Ratliff and Dr. Dara Albert discuss what advice they have for people who care for patients with FND.  Show citation:  Miller R, Lidstone S, Perez DL, Albert DVF. Education Research: Targeting Self-Described Knowledge Gaps to Improve Functional Neurologic Disorder Education Among Clinicians. Neurol Educ. 2025;4(3):e200239. Published 2025 Sep 5. doi:10.1212/NE9.0000000000200239