Podcasts about george castanza

   With all these deadlines looming on new parks for the Royals and Chiefs there's one question that hasn't been answered.  Could Kansas blink and extend their STAR bond offer to each team after the program sunsets on June 30. I have the answer and the details.    World Cup official in KC are now considering the possibility 650,000 people will NOT be visiting our fair city in June of 2026 and you won't believe who they seem to be ready to blame.    A new report out of Australia is the worst journalism in history as they report to us that dogs are bad for the planet.   In sports, the Royals get swept in the the Bronx, Vinnie tells MLB Network the swing move that changed his life a few years ago and Bill Belichick and his girlfriend are a funny follow.   Then, all the burgers you can eat in one month and George Castanza makes his major league debut on the mound for one American League team.

News; birthdays/events; Coke or Pepsi? are you so committed to a brand that you won't use/try the competitor?; word of the day. News; most kids want to open presents by 6:44 am on Christmas...is that too early?; what will you treat yourself to after all the craziness of the holidays is over?; Ashley was today years old when she realized she has been misprouncing one of her favorite foods! News; Buzzfeed list of middle class "luxuries" that are worth every penny (Brad will even agree with a few of these!); game: quiz; game: feud. News; Cosmopolitan magazine's list of things/toys/trends over the last 25 years we forgot about; game: calendar trivia; goodbye/fun facts....festivus day...The world was made aware of Festivus in a 1997 “Seinfeld” episode...George Castanza is the one who celebrates Festivus. The holiday was created by his father Frank and they celebrated it throughout George's childhood. Instead of a tree or menorah, an aluminum pole was the symbol of Festivus. They'd have a dinner of meatloaf as the main course and afterward, they had “Feats of Strength” and “Airing of Grievances” traditions. In the latter, people could bring up what disappointed them about the previous year's gifts. Because of the show's popularity and the catchphrase “A Festivus for the rest of us,” Festivus took on a life of its own. People related to the message of inclusion and the zaniness of it all and created their own traditions from it. 

Jason Alexander aka George Castanza and his Podcast partner Peter joined us to talk about their podcast called, "Really, No Really!"

On today's episode we celebrate the summer of George Castanza, and all his life advice has to offer. Remember, "It's not a lie if you believe it." -George Castanza  

Today's guest knows divorce inside & out. Not only did she divorce when her kids were 1 and 3, but in the same year she gave up her career as a divorce attorney and chose to focus entirely on mediation. Listen in to hear why Erika Englund says "I'm the divorce lawyer who never won a case", and why she feels like everyone wins in mediation. Erika believes that good people deserve good divorce, and it is her life's work - as a lawyer, mediator, strategist, professor, and mother - to make that happen. Tune in to hear: - the George Castanza's method of managing high-conflict divorce, - how mediation can reduce stress for parents and children, - why conflict is the problem for our kids, NOT divorce, - why you don't need to be singing Kumbaya with your ex in order to use mediation, - and a bunch of great thought-provoking questions that Erika asks her clients. Erika also offers a book recommendation if you're trying to decide if divorce is the right move for you: Taking Space: How to Use Separation to Explore the Future of Your Relationship, by Robert Buchicchio. This is such a great conversation about navigating divorce, how to use mediation, and how to set your focus on long-range goals. PS- Do you know someone thinking about divorce or at the beginning of their process, please share this episode with them! // More about Erika Website: https://erikaenglund.com/ // More about Meg Learn more about Meg's private 1-1 coaching practice and dig into her free classes and resources at https://linktr.ee/meggluckmancoaching --- Send in a voice message: https://podcasters.spotify.com/pod/show/welcometotheotherside/message

 n this new series, "At The Movies," Baruch shares with you some famous characters from the big screen and boob tube that exemplify the best and worst of each Enneagram type. In this video, B explores Enneagram 6 - think neurotics like Larry David or George Castanza on the one extreme or Jake Sully from Avatar or pretty much ever Mel Gibson character, ever. This is a fun way to go deeper into the Enneagram and to discover and defy your Enneagram number! Jump over to https://defiantspirit.org/podcast/ to download the infographic.

Will Sommer is a politics reporter for The Daily Beast, cohost of the podcast Fever Dreams, and author of the new book Trust The Plan: The Rise of QAnon and the Conspiracy that Unhinged America. We chat about some art handling at the Black household, a dinner at Jon & Vinny's followed by a nightcap at The Kibbutz Room, the difference between Sofia Coppola's daughter's TikTok and The Last Of Us finale, helicopter parenting, I've seen Stevie Wonder driving a car, Washington D.C. is more beautiful than Paris, Roger Stone's martini recipe, meatball Ron vs. Tiny D, the intersection of Jordan Peterson and George Castanza, the power of Tucker, Q meetups at iHop and Hardee's, The Bible XXL, paranoid people secretly record everything, which hat does Trump plan on wearing for his perp walk, and some of our favorite non-political conspiracy theories. twitter.com/willsommer twitter.com/donetodeath twitter.com/themjeans

Will Sommer is a politics reporter for The Daily Beast, cohost of the podcast Fever Dreams, and author of the new book Trust The Plan: The Rise of QAnon and the Conspiracy that Unhinged America. We chat about some art handling at the Black household, a dinner at Jon & Vinny's followed by a nightcap at The Kibbutz Room, the difference between Sofia Coppola's daughter's TikTok and The Last Of Us finale, helicopter parenting, I've seen Stevie Wonder driving a car, Washington D.C. is more beautiful than Paris, Roger Stone's martini recipe, meatball Ron vs. Tiny D, the intersection of Jordan Peterson and George Castanza, the power of Tucker, Q meetups at iHop and Hardee's, The Bible XXL, paranoid people secretly record everything, which hat does Trump plan on wearing for his perp walk, and some of our favorite non-political conspiracy theories. twitter.com/willsommer twitter.com/donetodeath twitter.com/themjeans  --- Support this podcast: https://podcasters.spotify.com/pod/show/howlonggone/support

What was it about Jesus that allowed Him to give Himself away even after an exhausting day? Today we'll look at two secrets and uncover a way for you to start to get the same kind of impact in your own life. We'll be in Sections 35 today @ https://www.harmonychurch.cc/tracking-jesus-timeline/. IT'S EASY TO GIVE, text any amount to (859) 459-0316 to get started (or give online @ my.harmonychurch.cc/give ). ------------------- Sermon Notes Slide Key: Sermons always start with “OPENING ILLUSTRATION:” and end with “CLOSING ILLUSTRATION:"All scriptures are NIV unless otherwise notedBold = Slide textBold Red = Scriptures (please reflect formatting of scripture on slides, i.e. - underlines, italics, etc.)“b" or “B” on a line by itself = Slide break/New slideBold ALL CAPS WORDS = heading to be ignored[some text] = programming notes to be paid attention to OPENING ILLUSTRATION: I get up here and dance around for two services back to back. My day really starts yesterday going over my sermon at about 5 or 6 pm, getting up early on Sunday and practicing it a couple times, I then meet with some guys and after that I get up and preach the same message twice - both times it has to have the same intensity and the same power to it. And afterwards, Every single week I experience the same thing, I call it the “Holy Hangover”. My brain is groggy, I can't function, I'm emotionally drained, spiritually empty, and all together worn out… Then Monday I have to get up and start the week over again. We all have something like that, don't we? Something that wears us out -That guy that stops in your office and drones on and on about how the doctor can't get his medicine right -The meeting that makes you want to pull your hair out -That customer that needs you to hold their hand every step of the way and is a never-ending stream of questions? So, here's the question I want us to deal with today How do you keep your tank from getting empty when you are constantly pouring out? It's not like this is a unique scenario - Jesus encountered severe scenarios that drained Him and was still able to keep giving. What gives? Check this out… Section 35 of the Harmonies SCRIPTURE: This is right after Jesus has called Peter, Andrew, James, and John.  He attends synagogue worship with them on a Saturday (the Sabbath).  While Jesus is in the Synagogue in Capernaum, Peter & Andrew's hometown, a demon-possessed man comes in and Jesus casts out the demon. Mark 1:29 29 As soon as they left the synagogue, they went with James and John to the home of Simon and Andrew. Capernaum is this beautiful little fishing village right off the sea of Galilee.  Picture something the size of Sadieville or stamping ground.  Peter's house was like 40 yards from the synagogue - those of you going on the Israel trip will stand in the synagogue and look over to Peter's house…   Luke 4:38b Now Simon's mother-in-law was suffering from a high fever, and they asked Jesus to help her. Jesus has been at church and He's having to pour out to help this demon possessed guy - I don't know if that's taxing, but I've seen the exorcist and it has to be at least a little mentally taxing. Now He's come home from church. He surely just wants to relax, but He can't, He has to help Simon's mother-in-law Jesus does what you'd expect Him to do - I have to think Peter was like, “um, look, teacher - if you heal her, she's gonna want to get a family picture with you and talk shop…” :) Listen to what Jesus does.. 39 So he bent over her and rebuked the fever, and it left her. She got up at once and began to wait on them. ILLUSTRATION: One time we were at my Mother-in-laws for Thanksgiving and she came running through the living room saying something about being out of hot pads. I didn't think anything of it till she went back in the back room and came out a little while later with a couple hot pads, I said, “Oh, you found some,” she said, “No, I crocheted them….” Ha. This rings true to me that this woman would be sick one moment and Jesus so completely heals her from this fever that she gets up and wants to serve them. The last meal of the Sabbath, the dinner is kind of a big deal, it's a celebration.  When we were in Jerusalem on the Sabbath we had some guys walk down into the Orthodox Jewish area that evening.  They said there were all kinds of people out in the streets, it's like a big weekly party.   this woman gets up and wants to prepare the meal and take care of their guests. Mark 1:32-33 32 That evening after sunset the people brought to Jesus all the sick and demon-possessed. 33 The whole town gathered at the door, 34 and Jesus healed many who had various diseases. He also drove out many demons, but he would not let the demons speak because they knew who he was. It had never hit me that the reason all 3 Gospels that record this story mention evening or sunset is because it was the Sabbath.  The people have all been in their homes having these meals together with family and they've all been telling the story of how Jesus healed the demon-possessed man in the synagogue that morning.  They all know where Peter lives and that Jesus is with him and they all make a b-line for him as soon as they all can because in their mind, there's a chance Jesus might heal them too.  I crippled my hand in a farming accident, I have these headaches that won't stop, my child is plagued by these terrible voices in his head.   they all come to Jesus - Mark says the whole town gathers around… And again, Jesus, for the 3rd time in this day - and now late at night (people typically went to bed shortly after sundown) these people show up and He's walking around healing them… I picture Him giving each person His complete attention - that's hard as a pastor because everyone wants your attention. But don't miss it, none of the Gospels mention it, but it's got to be true Jesus has to be tired.. b But Still, He pours Himself out b What was it about Jesus that made Him different? Because this challenges me when I go home after a long day, what I want is to sit down and binge a tv show, not answer the door and give myself away some more… Jesus was available and able to make room for ministry. ILLUSTRATION: I don't know about you, but I”m at the point in life where I'd rather give you money than give you my time… That's because my life is so packed full of “stuff” that the thought of adding one more thing would be like George Castanza trying to close his wallet… Everything would explode out of it. The reality is I'm often not available and able to make room for ministry because my schedule is SO jammed packed full of “stuff” The scripture is full of the kind of stuff Paul wrote in Galatians… Galatians 6:2 Carry each other's burdens, and in this way, you will fulfill the law of Christ. The reality is, the kind of life that is available and able to make room for ministry requires an intentionality that most of us haven't been willing to embrace. So, can I ask you a question? What if you actually took that level of intentionality seriously in your life? Two Powerful Pursuits on an intentional life 1. Living life in light of your higher purpose If you actually saw your life in light of the mission of Advancing the Kingdom - living for God and loving people becomes your purpose you would become intentional about your time, I promise you. Jesus knew what He was here on this earth for and He lived for it. What about you? 2. Squarely place your hope on God as your sustainer - kill all the imposters. -You have all kinds of imposters that you run to when your life is a struggle that are false God's for you. Some of you run to success, some of you run to food, some of you run to pornography, some of you run to control. They are all imposters… When King David faced his own son hunting him down to kill him, this is what he said… Psalm 3:4-6 4 I call out to the Lord, and he answers me from his holy mountain. 5 I lie down and sleep;     I wake again because the Lord sustains me. 6 I will not fear though tens of thousands assail me on every side. Jesus said something similar in his own life after fasting for 40 days when He was tempted by the devil with bread Matthew 4:4 Jesus answered, “It is written: ‘Man shall not live on bread alone, but on every word that comes from the mouth of God.'” When you are actually willing to face in your life the things that you run to instead of God that either cause you to run away or to puff up and fight.  You will find peace when you start to kill off the imposters that you allow to take the place of God and actually seek Him with your whole heart.  Where you can say with David, “I wake because the Lord sustains me” CLOSING: I was meeting for lunch with a friend the other day who's quite a bit older than me. He said, “I just don't care about much anymore, none of it really matters. He said, what really matters is do I love God and do I love my family”. Let me ask you a question, 100 years from now are the things you're investing your life in going to still be making a ripple through this world? Running your kids ragged with activities? Staying late at work all the time? What would it look like for you to be available and able to do ministry work that would last a lifetime? Look, starting today this 90 Days of impact We're doing it because we want everyone to be positioned to be involved in a ministry that makes an eternal impact. This isn't the only way to make a difference, but if you're looking to start being intentional - it's a great place to start! Use the Catalog to find your fit in ministry Fill out the card in the back (or online) Put the card in one of the boxes or drop it off at the hub You can taste-test a ministry for 90 days and see if it's the place for you to make an impact! ------------

Longtime friends, Bryce Dickman and Griffin Fox, are back to chat with me this week! We settle some MAJOR historic debates, talk about how Bryce is like George Castanza, and revisit some old memories! You can watch this episode on Youtube:https://youtu.be/S3RB6upSBHgYou can also listen on Spotify, Apple Podcasts, Google Podcasts, iHeart Radio, Amazon Music, Deezer, and more! FOLLOW PATRICK  IMDb: https://www.imdb.me/patrick-harneyInstagram: https://www.instagram.com/thegoodlifewithph/Facebook: https://www.facebook.com/TheGoodLifePod/Twitter: https://twitter.com/pharns194

Have you ever watched an IG story by your favorite influencer and been wildly disappointed? Same. In this week's episode, the girls discuss their issues “down there”, Britney Spears' wedding interrupted by George Castanza, and meatheads standing up for plus size girls. Produced by Dear Media

Another Effin' Podcast About Sitcom is four friends, Mo Laikowski, Stan Laikowski, Luke Ward and Dan McInerney, watching sitcoms and carefully pulling all the joy out of them.  This week, they're watching the "The Chinese Restaurant“ episode from Seinfeld.

John O'Hurley, the original most interesting man in the world, Mr. Peterman from Seinfeld and an accomplished actor with a myriad of talents joins us by the campfire for some signature monologues. We haven't laughed this hard in ages.

– Adam Weber One of the I think keys to genuine empathy is through consistent one on one and how you display empathy, like, structurally inside of an organization. So, for example, a one on one is that place where as a manager, you can create safety with your team and with your direct reports and create a vulnerable relationship where you really do know what's going on inside of their world in their life   INTRO Sometimes, when you hear from leaders, you are inundated with their success stories:  their key tips to making your life or company just as successful as theirs has been.  And the whole thing can kind of seem a little unattainable and aspirational.   Which is one of the things that I love about today's interview with Adam Weber, the Senior Vice President for 15Five.  Adam is one of those highfliers whose work is marked by successes, whether that is leading HR professionals in HR Superstars or successfully growing and then selling Emplify as a co-founder.    But my conversation with Adam isn't just a series of success stories.  He is going to tell you about moments where he was NOT his best self, where as a young founder under tons of stress, he created distance instead of connection…and what he learned from it.  Along with a lot of other great content.   Adam is a structure guy, so be ready for some really actionable suggestions.  Adam is also the author of “Lead Like a Human”. Great title!  He has a wife, two sons, and a dog named Poppy and he loves spending time in nature, camping, and bird-watching.  I hope you enjoy today's conversation as much as I did.   - Liesel Mindrebo Mertes Adam, I'm so glad to have you as a guest today. Welcome.   - Adam Weber It's good to be here. Liesel. Thank you so much.   - Liesel Mindrebo Mertes Yes. So a question that I oftentimes get in my work is defining what empathy looks like in the workplace. And I know that you're someone who has worked a lot professionally and written and thought about connection in the workplace. How would you define empathy at work? What does it look like?   - Adam Weber I think it work. Empathy at work, I think, is seeing your employees as whole people as their whole sales and just in recognizing that they have things that are moving in their life that are outside of work, they have aspects of things that work that are impacting them that maybe you're unaware of. And so just taking that holistic perspective of each person and the unique experience that they're having and translating that and how you relate to them.   - Liesel Mindrebo Mertes Thank you for that. I have found as I work with different companies as I meet with individuals that oftentimes when people like get it, when they feel really resonant with the importance of empathy and connection in the workplace, it comes out of a place of personal experience. They've had some touch points with either needing empathy and care or being in the position of giving it in a way that was really impactful. I'd love for you to share a story of when you've either really needed care in the workplace or when it's been really important for you to give it.   - Adam Weber Yeah. I think I have two stories that come to mind. The first is maybe how early in my career I was able to practice empathy in a way that helped me see the value in it. I started in my career when I was 22 to 25. I was the pastor of a Church, and it's a story for a different day, but basically became the head pastor when I was 25, never given a sermon in my life. Wow. And was trying to support and was really the only staff person for two to 300 people and was trying to support them when in reality, like, I was just still really young myself.   - Adam Weber And I think through that experience, a lot of people opened up to me about their lives. And you got to be a part of some of those high moments, like weddings, but also you're very much in the midst of really, really difficult situations. And so during that season, I think I learned a lot about just the value of sitting with people through hard things. It was during that time that one of my very best friends had ALS and he passed away and over an 18 month period.   - Adam Weber But, you know, every Tuesday and Thursday, we sat together that entire time and have lunch together. And I think just being with him and watching him go through that experience was something that really built empathy with me. So that's may be on just like, the personal side of, like, really early. I got a little bit thrown into the fire of empathy and being just being with others.   - Liesel Mindrebo Mertes Yeah. And I know that you have a second story, but I love it. Could I just interrupt you for a second? Because I'm struck with the dynamics of that story, something that I find myself facilitating a lot around is compassion, fatigue and talking. Or even Adam Grant use the term languishing recently. That sense of like, I don't know if I can give to anybody else because I feel so drained myself. You're young. You are responsible for the sole care of all of these people. I'm sure you have things going on in your own life.   - Liesel Mindrebo Mertes You have this personal friend, so you're watching an emotional journey of watching him die. How were you finding equilibrium and places to be filled up for yourself so you could keep giving to others in a way that mattered?   - Adam Weber That is a great question. I think what's interesting about being 25 is at that time. I don't think I did it with a lot of intention. I think when I reflect back on that time, there was a lot of kind of giving on empty without making sure that I was in a place of health myself. And one of the things maybe later in my career, I have realized the value for myself is making sure that I'm giving. One of the things I've noticed for me is that I need solitude.   - Adam Weber I'm a person who naturally is drawn to other people and wants to be a part of their lives. And if I don't give myself space to restore and space to make sure I'm my whole complete self, I end up kind of crossing, twisting the wires of giving in a way that is healthy for myself. I wonder sometimes when I look back on that season, there's a natural part to that where I was just kind of being myself an inflow and giving in a way that's comfortable.   - Adam Weber And I think there's probably another part of it that was just a little needy that really was really empty and didn't have great pathways to and to kind of restore myself, too. Which is probably why at the end of that year transitioned away from it. You know, I don't think I was acting in a way the problem is sustainable in my own life. Actually.   - Liesel Mindrebo Mertes Thank you for that vulnerability. And even as I look back in to what my body and my person seemingly had the capacity to just absorb and keep churning. In my twenties, I'm like, oh, my gosh, that was a lot that probably wasn't healthy, but there's a certain hubris to that stage of life where you think I can just keep going.   - Adam Weber Yeah, there's an infinite amount of energy and there's an altruism that's really beautiful, I think with, like, a willingness to, like, I can change the world, you know? And there is some truth to that. I think there's also some wisdom that maybe came a little later for me, too.   - Liesel Mindrebo Mertes I interrupted your flow, though. You were telling the first personal story. I'd love to hear that second story that you had in your back pocket as well.   - Adam Weber Well, the second one, really, like, set in motion. I had a windy career for the first ten years, kind of going from pastor to academic advisor, entry level job, entry level job, entry level sales job. And then I kind of stumbled into doing a start up about a decade ago and starting it with my business partner, Santiago, who was a week out of College at the time. So I'm ten years into my career. I've got two kids and we start this start up. I have no experience at all.   - Adam Weber And immediately just the company just started to grow. And I went from kind of being a one person employee to having a team. And in the very beginning of that process, I felt so overwhelmed and I felt so stressed that I started to follow some of the negative patterns that I saw and managers that led me prior. And remember, there's a couple of specific moments, but where I just was not being myself and I was creating barriers between my employees, the people I was interviewing, I just wasn't leading in a way that was sustainable for me.   - Adam Weber I was trying to act in a way that I thought managers and leaders were supposed to act. And I think during that time, I just hit a bit of a breaking point, like, because of how hard startups are in general, I was like, I'm not going to be able to sustain this if I try to do it. Like, I think everybody else is supposed to lead.   - Liesel Mindrebo Mertes And what was that looking like? I just love for you to flesh that out a little bit more. You were like, this is the way it should be done.   - Adam Weber And it looks like what I think it looked a little bit like the authoritarian, the kind of Industrial Revolution leader. The leading is a disconnected self where, like, I was one way at home. But then I'd show up to work. And just like, I wasn't that there would be, like, curtains or anger or there would be kind of, like, spouting off orders as opposed to, like, truly listening and collaborating like things like that. Or it would just be like, when you're interviewing someone instead of, like, coming up with your own way that you interview people that I was following, a guide, that when I would do it.   - Adam Weber I was like, this just doesn't feel like me.   - Liesel Mindrebo Mertes Yeah. You're moving into uncharted territories. And I find that in my life and in those I work with, it's easy to work off of a template instead of doing some of the work that it sounds like you are beginning to engage in. Like, is this representative of me and my best energy?   - Adam Weber That's exactly right. I think the template phrase is a good summary of what that season felt like for me.   - Liesel Mindrebo Mertes So what was the inflection point for you? I imagine you are not still operating out of that place of discontent.   - Adam Weber You know, the inflection point. I was actually in the middle of an interview with someone who I still work with to this day. She's someone who I feel like I've had a really great relationship with and invested a lot into her life. But in the middle of her interview process, I was following a template, and I looked at her resume, and she took a gap year, which is super cool, by the way. Took a year to Europe right after College, and I followed this guide where you're supposed to do high pressure interviews and super awkward pause about her gap interview.   - Adam Weber And it was really uncomfortable in the moment. I was like, Gosh, I just was like, I can't do this for this is not me. But then simultaneously, I actually damaged our relationship, even though we had never met at the time. And it took us a year, truly a year to get to the spot where she really trusted me and where she felt like she actually knew who I was because this initial impression was not actually the person that I was. And so I think that interview was really that moment was really a turning point for me.   - Adam Weber That kind of set my entire trajectory and career around focusing on leaders, focusing on what good leadership looks like that I really think that moment and, you know, just full to take that story full circle. By the way, when we sold our business in April and she sent me a text, the same person sent me a text and said, There is not a person other than my mother who's impacted my life more than you and which I saved. And that was a hall of Fame. Probably one of the most powerful messages I've ever received, especially in the workplace.   - Liesel Mindrebo Mertes Yeah.   - Adam Weber I think the reason it was so meaningful to is because of how much that moment was transformative in my leadership.   - Liesel Mindrebo Mertes Right. Well, and I'm struck there's a certain level of intuition and engagement that is necessary to know that there has been damage done to a relationship, to be able to look back and be like, it took us a year. How are you seeing that disconnect expressed? And I'd love to delve into it specifically, because especially as leaders, there are, we don't know, necessarily when the impactful moment will be, which is really like an encouragement to be showing up as our healthiest best cells less. We do damage.   - Liesel Mindrebo Mertes But over the course of that year, were you realizing in real time, like, oh, there's kind of something in between us.   - Adam Weber Yeah. I think it's one thing. It's something sometimes you can sense, but you don't know because we don't really know each other. And this was one facet of who she was attaching a lot of significance to a situation that was not my best version of myself either.   - Liesel Mindrebo Mertes Right.   - Adam Weber I think it was, you know, throughout the year as I started to really improve, like, one of the I think keys to genuine empathy is through consistent one on one and how you display empathy, like, structurally inside of an organization. So, for example, a one on one is that place where as a manager, you can create safety with your team and with your direct reports and create a vulnerable relationship where you really do know what's going on inside of their world in their life, like how they're doing.   - Adam Weber And just in those moments, I think that it was kind of in those one on one. As I started to improve how I built relationships with people in the workplace and how I uncovered how they were doing and how I could help that just could sense kind of consistent, like, just like walls, walls. I think that were put up that we had to work through. And then I think also that her experience was different as other people started to come there like, that doesn't feel like a person doesn't feel like Adam.   - Adam Weber That's not the Adam I know. And so I just think with time now, I mean, what's so cool about that is now we've worked together for eight and a half years. Right. So we're in a really different spot. But obviously we were then, which is really cool and pretty rare, by the way, to hire someone when they're right out of College. I got to work with them for that long. I think that's a pretty neat thing   - Liesel Mindrebo Mertes To get to be able to see their growth trajectory. Well, I like something that you alluded to, which is the things that we can do structurally to build connection. And I know that that has actually been, like a big part of just the product and your professional movement in the world. So I'd love for you to tell me more about some of the best practices that you've seen. And you work with Amplify. And now with 15 five in what companies can be doing to think structurally about.   - Adam Weber There's a handful of things that come to mind because I also think sometimes topics like this can feel overwhelming, but if you get really practical, you can start to see where these different containers are inside your organization to create trusted, empathetic relationships at the manager level, I think is really like where this is the most powerful because that's where the relationships are the most personal. And so if I think about a new manager, maybe think about my own story. Often times they were a top performing individual contributor.   - Adam Weber They got promoted, they never got any training. They have super high goals. They're feeling overstressed. And then what they do innately is they start to carry and transition that stress over to their team. And they create kind of environments of chaos and confusion as opposed to clarity and team alignment. So one example of that was good.   - Liesel Mindrebo Mertes I just want to recognize that's so accurate to the pain points that I observe again and again. Please continue. But what was well stated.   - Adam Weber This is my world, though. These observations are pretty much what I spent all my time observing and helping companies with. And so I think for that manager, like, there's two really key containers for them. I think where they can show empathy. The first is what typically happens is on that manager is just kind of follow that path I just shared as they show up on Monday. They bring all the stress that is above them straight into that meeting on Monday morning. And it's like you can feel it in the atmosphere.   - Adam Weber They bring in the stress, they bring in their own issues. They bring in whatever those things. And it really changes how it feels inside of just at that team level. And that type of environment really, like put walls up for people being like themselves. And so just a small switch, which is at the start of every week before we get to the stressors and the goals. And that all of those things before we do those things. What we first do is we just hear about what happened over the weekend just to create the rhythm and the habit to understand the phrase I use is there's always a story behind everyone's story.   - Adam Weber And it's like, how do we make sure that we are just keeping those dialogues open to hear what's going on inside of your world, inside of your life, inside of what's happening outside of work. So that's one and that's in a group setting, and then the way you transition that forward, then it's end of that one on one setting as well. I mean, just a really small change to a one on one for a manager of just never starting the one on one, really checking your own energy and checking your own priorities at the door and showing up and being willing to listen first, be curious first and invest in their lives first.   - Adam Weber And then it just unlocks so much as far as being able to understand their world, being able to support them and actually helping you achieve your own goals for your team, that sort of thing. So those are two at the manager level.   - Adam Weber I think at the company level, how you can display empathy. One that I'm passionate about is we measure amplify measure engagement for companies. And while that is a neat thing, what's powerful about measuring is when the CEO says the thing out loud, that's hard about the company that everyone else knows. They just don't know that the leadership knows when a CEO says, you know what? Everyone thank you so much for your candid feedback. It is clear that our goals are currently not attainable, and it's really impacting how you're feeling and showing up at work today or how you're showing up at work in this season.   - Adam Weber There is power in that at the company level, when you can show empathy at the macro scale, to the experience of the company.   - Liesel Mindrebo Mertes The acknowledgement of the pain point. I'm thinking, like burr under the saddle, sort of a reality.   - Adam Weber Yeah, because it just it diffuses the tension. It's not even that we have it solved. It's just that we all understand that this is real, that we're all working through now. We're not a perfect organization. We're making progress. But I am aware of the same thing that you are aware of. And I think that that built a lot of trust and empathy as well. And then there's policies from an HR perspective, there's small things. One of the things I thought was so profound that 15 five are really it's huge for people going through it.   - Adam Weber It's small in the realm of the impact to the benefits, bottom line or something. But our 15 five has a child bereavement policy like something that small. That when you come into the organization and it's it just shows a level of care and compassion for the whole person, for their world and for their experience or during COVID. We had family members who passed away. And so how as a company, not just as the manager, but how as a company, do we sit with and support people who are going through really, really challenging times?   - Liesel Mindrebo Mertes Yeah. I have found in the conversations that I'm having policies never seem top of mind until they're suddenly top of mind. I'm like, oh, that's our policy. And whether that's our berievement leave policy says you have to have proof of death or it's only for immediate family members. We give people three days, and that doesn't take into account COVID related travel or all the sorts of things. And to pay attention to those things, it does feel impacted because especially as people are having so many more moments to touch on that.   - Liesel Mindrebo Mertes I was just seeing someone's LinkedIn post about needing to bring, like, a bulletin from extended family members funeral to prove that they weren't just lying for time off and just how cheap that made it feel. But it was the policy, and nobody looked at the policy for a decade.   - Adam Weber Yeah. And there's I don't even know what to say about.   - Liesel Mindrebo Mertes Yeah, so sad about it.   - Adam Weber I'm picturing that's just the Seinfield episode. I know George Castanza's trying to get his flight covered in your right. This is how it's supposed to be.   - Liesel Mindrebo Mertes Well, you just think policy, the eternalist. Like how like your fourth grade teacher being like, did you really go to use the bathroom with your hall pass or you just cutting class? Yeah.   - Adam Weber There is just I think underneath that there is such a lack of trust, right? There is like, we don't trust you, even with really hard aspects of your life like you're not trusted, I think, is at least the underlying message that an employee would receive through.   - Liesel Mindrebo Mertes Well, like a meta level. If you're conveying yourself as a leadership team and a company that can't exercise trust, there's probably some trickle down questions that need to come up. What does that say about how we hire people? Or what does that say about how we manage people in an ongoing basis that we continue to have the perception of people that we can't trust? There's probably questions about other areas of your people operations if that really feels true or change your possible.   - Adam Weber And I also think every employee asks themselves, Is this company worth my best?   - Liesel Mindrebo Mertes Yeah.   - Adam Weber They have a level they're willing to give. And I think a small things like having to get a funeral bulletin. I think our create marks for people to go. This isn't worth my best. I might give time, but it's not going to be my best, right. And I'm not sure that I blame them. I don't I I'm not sure I wouldn't do the same.   MUSICAL TRANSITION   Are you giving your people what they need to stay engaged in the midst of all of the disruptive life events that are coming at them?  I deeply resonated with how Adam described the managerial journey:  the stress that comes from suddenly having to manage and inspire and care for people.  It is just hard, especially right now.  And I hear, again and again from companies, that they want to be able to support the mental wellness of their people but they just don't know how.  Handle with Care Consulting can help.  Empathy is a skill that can be learned and we can train you.  We have targeted keyontes, tailored to your pain points and industry, Empathy at Work Certificate programs, and coaching options.  Empathy doesn't have to be difficult, reach out for a free consultation.   MUSICAL TRANSITION   - Liesel Mindrebo Mertes What is a time or a contributing factor that really it felt difficult to build connection with a given person or a team in your working career.   - Adam Weber I think for me just myself, I think where I run into issues is when I get overstressed in general. And then I think I start to project at times on to other people, or I try to take that stress that I'm feeling and I push it to others, which is not a very empathetic posture. And so I think that has always been the thing I've had to be mindful of it. And startups, you really do have to be a venture backed funded startups are not for the faint of heart.   - Adam Weber They are very stressful environments where you're growing quickly. So the business is changing every twelve to 16 weeks. It's like a whole different place, and there's a lot of pressure. And so I think finding balance in the midst of pressure in the midst of feeling overstressed. Like, I think those are the times for me, as opposed to like an individual, like one individual or things like that. It's when I get a little bit too inward focused to be thoughtful of other people.   - Liesel Mindrebo Mertes Yeah, for some reason, what connects is even on a personal level. As a parent, I know when I am feeling like meta stress, whether that's work related or going back and forth with the roofing guys who are doing the hail damage and those sorts of things really can pull from my ability to be present, fostering joy, contributing to a shared sense of a espirit de corps  with my children that feels very resonant on a personal level, as you were talking about that, especially in a startup culture. What did that look like for you?   - Liesel Mindrebo Mertes And maybe there's like a day or a season that comes to mind, but whether it's coming out of a tough meeting about metrics or thinking about the steps towards Series A, what would that look like with your team when you were feeling preoccupied like that, how would you begin to interact with them?   - Adam Weber Yeah, these aren't like my finest moments, but I think there were some memories or some thoughts I have that I go back to early where we're trying to take a thing that's nothing and turn it into something. And I was working as hard as I possibly could and overworking. I think during that season and sometimes during like, end of week metrics or views, it would be painful for me just to hear other people's metrics and feel like maybe they weren't working as hard as I was now with some perspective.   - Adam Weber I'm like they also weren't owners in the business. I think I got to understand now, but at the time that was really painful for me and I had a really hard time just sitting and understanding. And I think when you lead with frustration, it makes it really challenging to understand what their actual blockers are. Then you're not really collaborating with them on the solution. You've just decided that you're frustrated at that in the interview story. Actually, those two scenarios were pretty much the foundation of what caused that kind of leadership change in my own life.   - Adam Weber In that first year of the startup, there was a moment where I like walking out where people are sharing metrics, and I just left the meeting and I think that was another one where with some time I was like, alright, I need to really think about what it means to be a leader and how I sit with people and invest in people and even the other side of that. How do I set clear expectations or agreements where we're both mutually aligned? So I'm not just disappointed, but we have a shared clarity on what we're working towards.   - Liesel Mindrebo Mertes Right in just my last interview was with Max Yoder and he was talking about expectations versus agreements. And I thought, oh, yeah. That's so true. If it's just my expectation, then I either need to be able to release it because I didn't make it known to you, or we need to transition to an agreement where we're both on the same page. And I thought that that repeats itself in personal lives and work live hear that?   - Adam Weber Yes. Exactly. Sounds like he nailed it, by the way. So I will just to build on that concept. This is why I think things like role clarity, things like clearly define goals, what those really give to our genuine agreements, not just expectations between employees and managers. And I actually think as tactical as those sound, that those create more empathetic workforces because it creates clarity inside the organization. It creates clarity of what is expected of me. So that's one part of what it does. So then we're all now collaborating on the same things instead of just like a manager who is constantly disappointed, constantly frustrated, who then puts up walls and isn't willing to collaborate, sit with the person, help them grow.   - Adam Weber And the other thing it does is that when something challenging happens in that person's life, if there's role clarity and there's clear goals, there's ways for people to know how to step up.   - Liesel Mindrebo Mertes So you are in a high pressure environment in startup culture where I imagine that I don't know, maybe even more regularly than quarterly. You were having to pivot and move, and maybe like, finesse where we're going and what we're doing.   - Liesel Mindrebo Mertes How did you find that you were able to maintain that sense of clarity in the midst of an ecosystem that was kind of changing around you pretty rapidly? Or maybe I'm not describing that ecosystem correctly.   - Adam Weber I think you're describing it correctly. I think it depends on what season of the journey. So in the beginning, I think I did a relatively poor job of that. I think first time entrepreneurs, it's like the new idea always feels like the most important idea. And with time. And so there was rapid pivoting. But I'm not sure that it was always wise. And then with time, I think what we did was we really, really buttoned up, how we align as a company, on what's the most important thing and then but then also understand that things change and adjust and have good ways to what we call it triage, triage adjustments and pivot, as opposed to doing them kind of like the day, radically or inconsistently.   - Adam Weber And I think that creates stability for the employees, too. When you kind of peel back the curtain on here's how we build strategy here's how we pivot strategy, so that for them, it doesn't just feel like constant whiplash within that triage.   - Liesel Mindrebo Mertes You describe so many points of learning in your journey as a leader. A couple of years ago, you took the time to put this all down in book form and lead like a Human, which is a book that I have and have really enjoyed as a tool of insight and a reference point even in the work that I do, I'm wondering. It's it's your own, like baby bringing forth into the world now that it's had a couple of years to toddle around out there, what is the impact that you've seen?   - Liesel Mindrebo Mertes And is there any part of the book that you just feel like is especially important right now?   - Adam Weber Yeah. I think one of the things that I really appreciated about writing the book, obviously, I shared a lot about my early part of management, but I think once I turn the corner and really gave the time to figure out, like, it's hard work, I think to figure out how to become a leader that other people want to work for. It unlocked my own life. It unlocked the performance of my team. It unlocked a lot of their personal lives. And so it's a journey that's been really meaningful to me.   - Adam Weber But I will say, when you do start ups, there's an interesting part of it, but the whole time, it feels really temporary. You kind of know it's going to end. And so I think one of the things with the book that I'm really thankful for is that it's a little bit more permanent. It was spot on time when I wrote it, but it lasts. And so it's a nice juxtaposition, I think with a start up and similar to I was a songwriter early kind of when I was right out of College and a lot of the songs I wrote I find really challenging today.   - Adam Weber Like, I think about some of the things I was writing about.   - Adam Weber I go, wow, it's interesting, like a spot in time, but it's got this permanence to it, and the book is like that I think for me and that there are aspects of it. I write. I go, wow, this is really challenging for me like that to actually live some of this stuff out myself, too, in a new season. The one the one that I think is the chapter that's been the most valuable for me is called centeredness.   - Adam Weber And the reason why it actually goes all the way back to the very beginning of our conversation today is that I didn't have the tools early in my career to find my own grounding and to find my own wholeness and recognize that when I am in that place, then I can put all these other practices in place that allow me to lead in a more human way. And so it's without being too prescriptive because I really didn't want it to feel prescriptive. I want it to be each person's individual journey, but I do think there's an aspect of it that is just have I thoughtfully looked at my own life and what things are working in my life and what things are restorative to me and allow me to connect to, like my whole connect itself so that I can show up in a steady, consistent way in the workplace.   - Adam Weber That's probably the one over time. I think that I think the most I reflect back on the most.   - Liesel Mindrebo Mertes Yeah. And what guidance would you offer? Reflection is definitely the first step, but for individuals who are starting to take account and go, oh, that's not congruent or Gee, that's really crappy and painful. That's got to be different for me to be able to stay in this for the long term.   - Adam Weber Yeah. I think there's some version for everyone of self reflection, like how do I take the time to analyze or think about how I'm showing up in the world and with my team? And I think that is both done. Personally, I do this myself. One of the things I do is I just actually Journal and cursive, and I just write what the feeling people still use cursive.   - Liesel Mindrebo Mertes The elementary school teachers would be so proud.   - Adam Weber I might be the last one, but it's not active for me, I think, because it forces me to go slow. That's what I like about it, which is probably why it doesn't exist anymore, but really just try to write my emotions, right what I'm feeling and how I'm showing up. So one is like doing the self reflection yourself the other, especially if you're a leader, is just like to make sure you have someone outside of your scenario, but who knows you well enough? Who can tell you the truth of how you're showing up?   - Adam Weber I think that part is really important because most leaders just get lied to constantly and they don't know it because of role power. And it's really important to have people that you trust, who will tell you the truth about who you are and how you're showing up so that you can make progress and work on it. And then I think for me, the gratitude practices that have worked for me in my life like I do these gratitude walks. It's because I have a busy mind, and when I walk, it's just a little easier to stay focused and things like that.   - Adam Weber But I don't want to prescribe the actual activity. I think it's for you. What are those activities? What are the things? Is that exercise? Is that hiking? Is it once a week or once a month, you block out a day where you don't work, but you just take time to do something restorative for you.   - Liesel Mindrebo Mertes That's good. I especially like the part about leaders being lied to and not knowing it. I think that is that's descriptively true for so many people.   - Adam Weber I also think that's why I have a lot of empathy for CEOs and why I just have a heart for the CEO experience in the journey because I think it's really lonely for a CEO because I think one most of the time, everything you say people respond as if it's awesome and people are lying to you a lot, and they're not being because you hold their job in their hands and their family, security and all of these things. And if you show up every single day without having these, like, I think I have empathy for how lonely and isolating that feels for people.   - Adam Weber And a lot of times they're unaware that that's happening to them, right?   - Liesel Mindrebo Mertes Building empathy and connection always has its challenges. There's this added layer right now of the particular challenges of the pandemic of social issues that feel really divisive of a continued uncertainty about how we're structuring workplace policies, not knowing what's going to happen with our kids in schooling and all of these challenges. What have you found really is helpful in continuing to move the needle on connection and care in the workplace, specifically within COVID-19.   - Adam Weber I think one aspect is that just to take a little the pressure off yourself of trying to solve it. This is a big thing that's happening in the world, and it's happening to all of us. And so there's no perfect answer. There's no perfect policy, there's nothing perfect. You can say there's no burnout vacation thing that's going to immediately make things better. So maybe just like, releasing yourself with the pressure that this is, like, yours to fix in isolation. But the most impactful thing I think leaders can do right now is just have conversations and just be in on the conversations.   - Adam Weber Burnout is a really good example, because it is like we're on, like, Wave five of burnout. I didn't even know what level of burnout it is, and it's impacting all of us in ways that we don't even know how to articulate ourselves to. There's this part of me, like, even with the Great Resignation to, like, not take it so personally to allow people just to be where they are. And some people now, there's a part right before the acquisition where some of our very first employees left, people are very, very close to.   - Adam Weber And there's a part of that where you just have to recognize that, like, when you go through something that's significant in the world, sometimes you just need change. You just need change. It's not personal. It's not about the leader. It's not about the business. It's like, hey, there's a lot going on, and I just need something different.   - Adam Weber I wish I could give you a perfect answer. I just think this is such a hard. I think it's such a hard topic because I just don't think any of us are immune to this. And I just think it's like, when you're in the middle of a story, you don't really know the answer to it. You just need to just kind of be in it and acknowledge that you're in it and maybe give space for your employees to also be like, it's okay that they're in it too.   - Adam Weber I think I feel like the thing that isn't going to work, like, even with the great resignation, for example, is I think if you can be charitable with people as their departing, I just hate to feel really at the whole tenor around people leaving is so negative, and I find it exhausting. I don't understand why someone can't show up to a company, give their best hit a place where they go. My time here is like I'm ready to grow somewhere else and be celebrated. And it just to be like we honor that season for what it was and the impact it had on the business.   - Adam Weber The business is about the business and the purpose of that business, not the individual who is running the business. So I celebrate that impact. And then and I think that that is a healthier way to process this, as opposed to making it taboo or sweeping it under the rug or acting like no one's leaving. People are leaving. People are leaving every company. You're not the only company where people are leaving. It's happening everywhere because people are looking for change. But if we normalize it and we celebrate people, it just feels like that is just like, a more appropriate way to handle honoring the time people gave instead of making every time someone leaves, it feel like a failure.   - Liesel Mindrebo Mertes I like that. I think that's a good word. Adam, are there any other questions that you wish I would have asked you or insights that you have to offer?   - Adam Weber I just I was like looking at my notes that I had earlier, and one of the most powerful things I feel like I did as a leader was when I knew that we had, like, a deep issue of conflict. I guess one of the things with empathy to me is that this component that happens inside of organizations, which is this conflict, and it's a natural thing that comes up when people are working hard towards a goal and maybe don't proactively solve an issue. But at some point, like conflict manifests itself.   - Adam Weber And to me, one of the roles of someone who's, like an empathetic leader, is sitting in the midst of that conflict and being willing to truly listen and making sure that in that listening, that people feel heard and some of the most some of the work I looked back on over the last ten years of running a business I'm the most proud of was were the hardest conflicts where there were teams that were highly disengaged, and I Dove into the middle of it, and I sat with a full team and I said, what is going on?   - Adam Weber Let's just talk. This is a safe space and just listened 90 minutes, just sat there and listened and wrote it all down and then summarized it and share it back with them. And I was just like before anything else happens first, like, do you feel hurt? Do you feel like this is what is happening for your experience?   And then once they're heard one that diffuses things, but then to then to go back and try to bring healing and restoration in those relationships and put the things on the table that have been living in quiet, in festering.   - Adam Weber And there is to me that's a really practical thing. But to me, that is there's empathy in that because when conflict festers, it really at work. When conflict festers at work, it really impacts all aspects of a human being's life. And so to dive into that and to help create resolution in those situations, I think can really unlock workplaces. But it also creates better lives for all the parties that are involved in those scenarios.   – Liesel Mindrebo Mertes Yeah, I agree to be able to wait into those deep waters and help diffuse it by radical attention. And just really hearing people is huge. Anything else? From your notes?   – Adam Weber I think we did it. I feel pretty good.   MUSICAL TRANSITION   If you are interested in reading Adam's book, Lead Like a Human, to get more great content, it is linked in the show notes.    Here are three key takeaways from my conversation with Adam…   Leaders, are you aware of and coping with your stress in a healthy way?  Adam talked about how some of his early missteps happened when he was under tremendous stress that he then pushed out onto his people.  Is this happening to you?  Maybe that is through a gratitude walk or writing your feelings down in cursive or taking some purposeful grounding time. Empathy is especially important in times of conflict…which is where it is most likely to go out the window!Adam found that just giving people the time to talk and express their feelings was really powerful, it made them feel heard and moved the conversation much closer to its eventual resolution So many employees get promoted to management positions without being trained or prepared for what it means to manage and care for people.They are internalizing stress from above and from their own expectations and that often derails their leadership efforts.  How are your training your managers?  Are you giving them the skills they need to really connect on a human level with the people they are leading:  with their hopes, apprehensions, and challenges?      OUTRO   You can find out more about “Lead Like a Human” here:  https://www.amazon.com/Lead-Like-Human-Practical-Building-ebook/dp/B08DG14GG6   You can find out more about HR Superstars here:  www.Community.15five.com

Kleen's drinking moonshine and starting to slur, interruptions abound. We play our new favorite song, talk about what age oral songs are not appealing then describe one of the latest masterpieces in music video.  Kleen reveals he still buys DVDs and lives in 1997 and we wrap up some Pam Anderson headlines and some rockin' music from a local friend. Go Deep. DETAILED TIMELINE 1:00 He's a badass that motherfuck - cold 2:00 The list III things 3:00 Pull the George Castanza 4:00 Looking through sketchbooks 5:00 You wrote a name you did something 6:00 Orel Hershiser  7:00 Kid doesn't give a flying fuck 8:00 Who wrote this shit 9:00 Goddamn piece of shit ad 10:00 My new favorite song 11:00 My new favorite song continues 12:00 New Favorite song continues 13:00 Song Continues 14:00 Your kids birth control  15:00 Kleen posted on the Fallen 16:00 Becoming an old fucker 17:00 The Hook of the song 18:00 Kleen swing and a miss adhd 19:00 The video description 20:00 A tongue full of load 21:00 Always having two screens 22:00 Throat Baby  23:00 First girls of the internet 24:00 Looking up Pam's social stuff 25:00 Why are you still buying DVDs 26:00 Kleen stop with the details 27:00 Stealing music - play it 28:00 Stop with the details and names 29:00 Final Words -  Throat Babies Go Deep.

Another Effin' Podcast About Sitcom is four friends, Mo Laikowski, Stan Laikowski, Luke Ward and Dan McInerney, going through "Seinfeld" carefully pulling all of the joy out of it.  Here's hoping you enjoy the ride.

Nagato and Naruto are from the same clan.... wild --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

NYC comedian Ricky Downes talks about his unequivocal talent as an impressionist and voice over artist, his unusual yet refreshing methods for bringing life to the stage, and the fulfilling experience of being a tour guide for the Bronx Zoo.  BONUS: Ricky performs his unbelievable spot-on impressions of Professor Snape, Bernie Sanders, Rodney Dangerfield, Christopher Walken, Gilbert Godfrey, Eddie Murphy, Chris Rock, Jerry Seinfeld, George Castanza and more.  You can find Ricky on Youtube, Facebook, and Twitter. Click here to learn more about the Wildlife Conservation Society Visit our website for more hilarious interviews and/or follow us on IG. LEAVE US A REVIEW AND WE'LL MAKE YOU COOKIES: www.listen.cfhpodcast.com

On this weeks episode of the PicksCast Max and Danny talk about The Divisional Round Of The NFL Playoffs, Awesome Divisional Round, Watching Patriots, Colts Didn’t Show Up, Andrew Luck, The Indianapolis Colts, Dates Dan, Kansas City Chiefs, Patrick Mahomes, Betting On The Colts, Away Team, 4 Team Parlay, Chiefs Offense Is Good, Domestic Assault, Hot Dogs, Pizza, 7 Eleven Food, Swindled By 7 Eleven All The Time, Pre Work Out, Powder Stuff, Sobering Up, Moonshadows, Day Drinking, Drinking Water, Patriots Are In Good Shape, Saints Favored To Win SB, Los Angeles Rams, Vegas Thinks Saints vs. Chiefs, AFC & NFC Championship, Cowboys vs. Rams, Brand New Rams Fans, Cowboys Defense Was Horrible, C.J Anderson, Cowboys Colts Not Showing Up, Twitter Blowing Up On C.J, Fat & Fast, Broncos, Garbage Time, Los Angeles Chargers, Tom Brady, Patriots Defense, Philip Rivers, 8 Kids, Chicken Bucket, Max Cooking, Baking Chicken, Gordon Ramsey, Baking, PicksCast Exclusive, Salmonia Diet, Not Deferring, Patriots Suck? Angry Brady, Cold Weather Games, Tom Brady Is Old, Patriots Blowout In KC? Potential For Blow Out, Chiefs Are Favored, Adam Gase Interview, Adam Gase Googly Eyes, Bizarre Power Moves, Seinfeld, George Castanza, Eagles vs. Saints, Alshon Jefferey Ball Goes Through Hands, Cody Parkey, Murdering The Falcons, Arthur Blank, Tyreek Hill, Cold Weather Affecting Kicking, Adam Vinateri, Snow Bowl Raiders vs. Patriots, Charles Woodson, Slow Death, Inverse Game Of Thrones, New Year New Thrones, Who’s King At The End? Arya Stark, John Snow, Dragon Queen, Spoilers, Bran Dark Horse, LSD, Backup Catcher, Bullpen, Starting Pitcher, Honey And Chicken, Favorite Hot Sauce, Suicide Soda, Joes Pizza vs. Vitos, Trader Joes 3 Cheese Pizza, The Eagles Almost Won, Cam Newton, Potential Landing Spots For Foles, Raiders, Derek Carr, David Carr, Conor and Odell, Matt Ryan In Purgator, Atlanta Falcons, Deflate Gate Ref Crew, Arrowhead Stadium, Greatest Coach Of All Time, Greatest Quarterback Of All Time, Andy Reid Hugs, Twitter Fat Shaming Men, Wendys, McDonalds, White House, MVP, Clemson Tigers, AirPods and Much Much More!

Jon Mesko sincerely hopes you had a merry Christmas. He really does. He’s no Scrooge or Grinch. But there’s another holiday he loves, a “Festivus for the rest of us!” Those not indoctrinated with the classic Seinfeld episode, allow Frank Castanza, father of George Castanza, explain. “At the Festivus dinner, you gather your family around, and tell them all the ways they have disappointed you.” “Is there a tree?” “No, but there’s a pole. No decorations. I find tinsel distracting.” “Festivus is back!” Frank declares in the episode that aired on Dec. 18, 1997. He couldn’t have possibly realized that, indeed, 21 years later, it would be back, at Mesko’s new – and popular amongst the beach volleyball crowd – restaurant, Serve on Second. But does Mesko have any grievances to air? Any long held grudges with the beach volleyball community? “I’m here to air the grievances for Festivus,” he said, grinning, on SANDCAST: Beach Volleyball with Tri Bourne and Travis Mewhirter. “I got a lot of problems with you people and now you’re going to hear about it.” He said this with a smile, one that suggests he was half-joking, half-serious. If you’ve messed with his nets, or his courts, or his cables, well, you might be getting a grievance from Mesko, who is so particular about the heights of his nets – formerly located on eighth street in Hermosa, now on 35th – that, prior to this year’s Manhattan Beach Open, he went out on center court, measured it, and – aha! He knew it! – the net was an inch low. “The AVP has historically put it an inch and a half low, and the FIVB has put it an inch to an inch and a half high,” he said. “So what I decided was, ‘I’m going to walk out to the Manhattan Open final, right before Nick and Phil played Jake and Taylor,’ and it was one inch low, and that’s what the AVP sets it at, and that’s fine, so that’s what I set my net at now. I want to play what AVP, domestic tournaments are playing at.”  It is, among other enviable traits, this borderline OCD attention to detail that has allowed Mesko to be so successful in so many endeavors, and in risky fields – beach volleyball, the restaurant business – too. “I enjoy just kind of making things a little bit better and improving things,” he said. “When I arrived at eighth street, it was pretty much just Rosie’s Raiders, hanging out and drinking, and I put out a new net and cables, putting down lines, and people just strted showing up to play. It culminated one day in 2012 with Brink and Reckermann and Jake and Rosie and the Russians and New Zealand and China and it was everybody. I just stood back and looked at it and thought it was pretty fun to watch. People just hung out after practice on my porch.” Ah, yes, Mesko’s porch. If you’re in beach volleyball, you have likely hopped the Strand wall in Hermosa Beach and hung out on Mesko’s porch, either talking volley, losing money in backgammon, betting on something or other, perhaps measuring your height on the once-famed wall, which has since been torn down with his old place on eighth. The wall grew so famous, in fact, it had its own spread in DiG Magazine.  “The most amusing part for me was watching people tell Adam [Roberts] what they thought their height was and then seeing their real height,” he said. “Almost everybody was about an inch high except for Phil [Dalhausser], who said ‘I’m 6-9’ and, yeah, he was 6-9.” The wall. The backgammon. The porch. The set up. The constant, top-tier talent, both international and domestic, practicing on his courts. Not bad for a guy from Michigan who hadn’t played much beach volleyball prior to moving to California in 2002 and qualifying, for the first time, in 2006, seeded Q60 with Billy Allen. Since, he has played in more than 100 domestic tournaments, won the NVL Soul Award, enjoyed some NORCECA – don’t ask him about the net height in NORCECAs – success and built not one but two unofficial training centers, where players gravitate towards his courts like moths to a flame. “I’ve always been kind of a bigger picture, swing for the fences, shoot for the stars kind of guy, so I really try to ask the right questions,” Mesko said. “If you really want to play high level volleyball, you’re going to end up in the South Bay or Rio or Southeast Florida. That’s where you’re going to end up. “So at that time, 15 years ago, I was interested in girls and bikinis and playing really good volleyball and everything in between. That was Hermosa Beach. And I started looking around and thought it would be really cool to live on the Strand, so I started asking questions, ‘Well, what does it take?’ And a guy said ‘It’s going to cost $5 million dollars, minimum’ and I used that as a bar, ‘What would it take for me to make that much money?’ And I used that algorithm to maybe get there. I suppose we’re there now.”

In this podcast, episode #9 of The Daily Lift, Victor Costa discusses an episode of Seinfeld and how George Castanza may have offered the advice of a sage. 

Do you really believe it when an autoresponder says, "I'm out of the office with limited access to internet?" Us either. In fact, my hope is we navigate away from this phrase at all costs.  At any given moment you, me, the kid on the other side of the world in India can plug in and work. Does this mean that the idea of the balanced work and personal life is dead? This week on The ThriveMap Thursday Podcast we're diving into lessons we can learn from Seinfeld, Castanza, and Mr. Cleaver. Maybe they're onto something...   

Winning the public relations war against ISIS won’t be easy, but maybe we’re not using the right weapons. On The Gist, Ambassador Marc Ginsberg calls for SEAL Team Six–style social media barrage and an army of entertainer-diplomats, including Jason Alexander, aka Seinfeld’s George Castanza. Plus, songwriter David Lowery tells how musicians are banding together against the corporate music industry. For the Spiel, a Springsteen-esque moment in the Republican response to the State of the Union. Today’s sponsors: Stamps.com, enter promo code The Gist for a special offer. Get a no-risk trial plus $110 bonus offer, which includes a digital scale and up to $55 free postage. Also, Casper mattresses. Get $50 toward any mattress purchase by visiting www.casper.com/Gist and using our promo code Gist. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bad open - Spencer is George Castanza - unemployed, moved in with parents. Hyrum's hell - goes to Salt Lake City against his will for a visit to the Circus - Hyrum plays with PETA protesters at the Circus - Brother in law is terrified of Clowns. Kimball's Ambien story. Kimball has a cold... Kimball's news bender, Orrin Hatch is bad. Movie Money, scary movies aren't as scary anymore, Harmons sucks. Bungled Baja, Netflix threw in the towel, what animated series would you bring back. The stain shows up for the last 10 minutes, eating peanut butter. Spencer's daughter might be gay - she's not going to Thanksgiving, family reunions sucks.

Today in the show AD is reunited (and it feels so good) with producer Jeff, we find out what is beneath George Castanza, and what Nancy Pelosi's role is in the re-naming of the Washington Redskins.

Today in the show AD is reunited (and it feels so good) with producer Jeff, we find out what is beneath George Castanza, and what Nancy Pelosi's role is in the re-naming of the Washington Redskins.

[CDATA[Bad open - Spencer is George Castanza - unemployed, moved in with parents. Hyrum's hell - goes to Salt Lake City against his will for a visit to the Circus - Hyrum plays with PETA protesters at the Circus - Brother in law is terrified of Clowns. Kimball's Ambien story. Kimball has a cold... Kimball's news bender, Orrin Hatch is bad. Movie Money, scary movies aren't as scary anymore, Harmons sucks. Bungled Baja, Netflix threw in the towel, what animated series would you bring back. The stain shows up for the last 10 minutes, eating peanut butter. Spencer's daughter might be gay - she's not going to Thanksgiving, family reunions sucks.]]