Podcasts about get frank

Corruption, corruption, everywhere corruption. And no attempt to stop it in sight. As Trump and his cronies get rich from cypto, dismantle government, and propose their companies fulfilled outsourced contracts, the meta analysis of the new administration appears plain and simple: The tariffs, the strategic crypto fund, meme coin, it is all just corruption out in the open.     If it is so plain for all to see, how are they getting away with it?    To find out, Jason is joined by Frank Vogl. Formerly a foreign correspondent for The Times (UK), and then a senior official at the World Bank, Frank set up Transparency International in 1993, and then co-founded the Partnership for Transparency Fund in 1998. These two global organizations are at the forefront in the fight by civil society against corruption. Now, Frank is an Adjunct Professor at Georgetown University and the author of many articles and two books on global corruption – ‘The Enablers' and ‘Waging War on Corruption'.    In their discussion, Jason and Frank delve into the overt corruption of various decisions early in the 2nd Trump Administration, providing a focus on the role cryptocurrency plays in this corruption. Then, they look at the dismantling of anti-corruption mechanisms, and the transformation of the Republican Party into a vehicle for Trumpism and mafioso crony enrichment of Trump's allies. Then: they analyse the complicity of Western nations in enabling corruption, and the economic implications of these actions.    Finally, as they Order the Disorder, Frank pushes for the establishment of an international anti-corruption court, and argues that European governments can and should step up to help fight back against this corruption.    Producer: George McDonagh  Executive Producer: Neil Fearn    Subscribe to our Substack - https://natoandtheged.substack.com/    Show Notes Links:  For more on Frank's work visit - https://www.frankvogl.com/news     For more on Transparency International - https://www.transparency.org/en/     Get Frank's book The Enablers: How the West Supports Kleptocrats and Corruption - Endangering Our Democracy - https://www.amazon.co.uk/Enablers-Kleptocrats-Corruption-Endangering-Democracy-ebook/dp/B09JGL62L1/     Get Frank's book Waging War on Corruption: Inside the Movement Fighting the Abuse of Power - https://www.amazon.co.uk/Waging-War-Corruption-Movement-Fighting/dp/1442218533/   Learn more about your ad choices. Visit podcastchoices.com/adchoices

Get Frank's latest from around the NHL. Learn more about your ad choices. Visit megaphone.fm/adchoices

Get Frank's NEW 3 Part Course & All His Work --> DianeKazer.com/CYBERHIVE  Join Our VIP Tribe for Only $1 --> DianeKazer.com/VIP Get the Replay of our sold-out webinar last night! -->DianeKazer.com/WEBINARS Become a Patient, Change Your Life --> DianeKazer.com/PATIENT How Humanity Overcomes Evil Forces to Realize a Healthy World With Truth, Integrity, Higher Consciousness & Prosperity I'm going LIVE on our Cleanse Heal Ignite Podcast for Part III of my discussion with the one and only, truth and higher consciousness visionary, Frank Jacob. We're diving into his latest work: TIME CAPSULE: For The Future Past and how we as humanity may realize an optimistic future, despite the nefarious overlord forces of the past. Join us for an intriguing conversation about the true fate of humanity and how we may all realize a Healthy World based on Truth, Integrity, Higher Consciousness & Prosperity. WE WILL COVER: Mythology, consciousness, the origin of humanity and the purpose of life Historical revision and why it is critical to the truth movement False heroes and the propagation of illusions Hollywoodism and how to contrive enemies What does this mean for your overall health - Body, Mind and Soul? The scoop on our upcoming labs webinar tonight December 10th @ 4pm PT / 7pm ET

Get Frank's latest on Edmonton's battles at 4C and RHD. Learn more about your ad choices. Visit megaphone.fm/adchoices

Get Frank's take on why Edmonton was able to advance past Dallas into the Stanley Cup Final. Learn more about your ad choices. Visit megaphone.fm/adchoices

As the founder of Tasmanian based organisation SPEAK UP! Stay ChatTY, Mitch's journey to raise awareness of suicide prevention and reduce the stigma around mental health began after his younger brother Ty took his own life in 2013. Mitch, the 2017 Tasmanian Young Australian of the Year and National R U OK? Day Ambassador has had a remarkable journey transitioning from an everyday tradie into a well-respected and purpose-driven public speaker. Mitch leads with an extraordinary vision for change, courageously harnessing his lived experience of loss to encourage our community to speak up about their mental health and take action. All through the important message of sparking conversations. Since the loss of his younger brother Ty in 2013, Mitch has dedicated his life to helping, educating and encouraging others to speak up about mental health and prevent suicide. All of this important work is well aligned to Mitch's own personal values: compassion, authenticity, kindness and perseverance. Mitch has become a “go to” in the Tasmanian community for important discussions and messaging around mental health. From media interviews, his weekly radio segment or assisting those seeking guidance on start-up charities, a fun and vibrant MC of events, podcaster with his new show ‘Get Frank', Mitch does all he can to positively impact the community. When presenting at schools, workplaces and sporting clubs, Mitch speaks from the heart. The connection he creates with the audiences he presents to is both genuine and empowering. A devoted family man, father and husband, Mitch is just like a mate – he's a passionate Carlton supporter, lover of sport and avid coffee drinker!_______________Mitch's linksWebsite: www.staychatty.com.auGet Frank!: www.mitchmcpherson.com.auBehind the Smile: www.booktopia.com.auInstagram: @staychatty  @mitchmcp @getfrankpodcastLinkedInFacebook____________Follow us on social media!Instagram: @normlesspodcast YouTube: www.youtube.com/@normlessFacebook: www.facebook.com/normlesspodcast/ LinkedIn: https://www.linkedin.com/company/norm...TikTok: https://www.tiktok.com/@normlesspodcastWebsite: normlesspodcast.simplecast.com________________Hayden Kelly, ESSAM, AES, AEP, MHPSHost of the NORMLESS podcastConnect with me on Instagram, Twitter, Facebook and LinkedIn ________________Want to support the show?The best way to show your support is by providing a review on the Apple Podcast app, Spotify or via our facebook page.You can also stay in the loop with the latest podcast updates, news and information by subscribing to our mailing list.

Tune in and join Frank (@FrankFBAddicts) for everything Week 6, Get Frank's thoughts on each game in this fast paced Recap. Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

Tune in and join Frank (@FrankFBAddicts) for everything Week 5, Get Frank's thoughts on each game in this fast paced Recap. Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

Tune in and join Frank (@FrankFBAddicts) for everything Week 4, Get Frank's thoughts on each game in this fast paced Recap. Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

Tune in and join Frank (@FrankFBAddicts) for everything Week 2, Get Frank's thoughts on each game in this fast paced Recap. Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

Tune in and join Frank (@FrankFBAddicts) for everything Week 1, Get Frank's thoughts on each game in this fast paced Recap. Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

Tune in and join Frank (@FrankFBAddicts) for everything we're looking forward to in Week 1!We made it through the off-season and now football is here, we're excited, and we know you are too.Get Frank's thoughts on each game in this fast paced Week 1 Preview.Make sure you are following the podcast on Spotify so you don't miss an episode and check out the Socials below: Instagram - @thefantasyaddicts Twitter (or the X) - @TheFBAddicts

It took me a while to track down my next guest, proud Aboriginal man, singer and songwriter, Dewayne Everettsmith. However, I finally found him and what a privilege it was to have him on Get Frank. I have met Dewayne multiple times at events, he still to this day always delivers the most moving and beautiful welcome to country I have ever seen. His soft nature and amazing voice really does captivate you. Dewayne was born in 1987 to a Mother with a drug addiction, he then had a strained relationship with those that adopted him, which lead to many challenges as a young Aboriginal man including anger issues. Through all of this, the unconditional love received from his grandparents that guided him to a life of healing and fulfilment. In this episode Dewayne shares all, talking about closing the gap, how we can learn more about aboriginal history, trauma from his upbringing, his love of music and how that saved him, racism, and the important work he does every day in our communities to educate and keep people safe. What an amazing man Dewayne Everettsmith is! An episode totally worth listening to, and one we should all pass on for our friends to hear! Enjoy! Touch base: Email: mitch@mitchmcpherson.com.au Facebook: ⁠https://www.facebook.com/profile.php?id=100082638196874⁠ Instagram: ⁠https://instagram.com/getfrankpodcast?igshid=YmMyMTA2M2Y=⁠ Get Frank is produced by the amazing team at Creative Grit.

Co-hosting today was John X, and my good mate, Nick Paine! Some good banter today, as I bring in one of my good mates who doesn't take himself very seriously at all! My sporting ability was high on the agenda for Nick, we reflect on the passing of Barry Humphries, ANZAC Day, footy, special moments that have been hijacked, watching sex scenes on movies/tv shoes with your partner/family members, do you ask celebrities for photos, #John'sRant about those that don't respect shopping trolleys, the week ahead and much more. I also wanted to dedicate this episode to Jo Harris who passed away this week from a battle with cancer. Jo bravely joined me (alongside her husband Scott) on a Get Frank episode a couple of months ago to share her battle, and her hope for cancer support here in Tasmania moving forward. May you rest in peace, Jo! x Stay safe everyone! Touch base: Email: mitch@mitchmcpherson.com.au Facebook: ⁠⁠⁠https://www.facebook.com/profile.php?id=100082638196874⁠⁠⁠ Instagram: ⁠⁠⁠https://instagram.com/getfrankpodcast?igshid=YmMyMTA2M2Y=⁠⁠⁠ Get Frank is produced by the amazing team at Creative Grit.

Released Federal Reserve documents seem to indicate that fallout from the U.S. banking crisis is likely to tilt the economy into recession later this year. Minutes from the March meeting of the Federal Open Market Committee (FOMC) included a presentation from staff members on potential repercussions from the failure of Silicon Valley Bank and other tumult in the financial sector that began in early March.In this episode of The Higher Standard, Chris and Saied examine this news and determine the effect it will have on the economy as a whole.They discuss a report from the Labor Department indicating that US producer prices unexpectedly fell in March as the cost of gasoline declined, along with signs that underlying producer inflation was subsiding.Chris and Saied look at analyst's estimates, suggesting that deposits at JPMorgan Chase, Wells Fargo and Bank of America will tumble $521 billion from a year earlier, the biggest drop in a decade.They also offer some thoughts on criminal fraud charges brought by the Department of Justice against Charlie Javice, founder and former CEO of Frank, a startup college financial planning company for students, in which they allege that she "engaged in a brazen scheme" when she sold her company to JPMorgan Chase in 2021.Join Chris and Saied for this fascinating and informative conversation.Enjoy!What You'll Learn in this Show:The statistics that can be found behind the CPI report.The two main problems with the shelter component of the CPI report.Why the Fed expects a banking crisis to cause a recession this year.The ins and outs of the Charlie Javice fraud case.And so much more...Resources:"US consumer prices rise moderately; underlying inflation too hot" (Reuters)"US labor market gradually losing steam; producer inflation cooling" (Reuters)"U.S. producer prices unexpectedly fall in March" (Reuters)"Fed expects banking crisis to cause a recession this year, minutes show" (CNBC)"Top US banks to reveal $521 billion deposit drop, the most in a decade” (Bloomberg Business)"Deposit Crisis Sets Up a Tough First Quarter for All but the Biggest Banks" (The Wall Street Journal)"Charlie Javice, the founder accused of fraud by JPMorgan, is arrested as DOJ files criminal charges" (Fortune)"The Fed's efforts to fight housing inflation by hiking interest rates has backfired, Cramer says" (CNBC)

For this episode, we interviewed the author of Sales Management That Works: How to Sell in a World that Never Stops Changing, Frank Cespedes. How do you manage sales in a world that never stops changing? In this episode, Frank shares valuable insights to equip sales professionals and business leaders in managing sales within their organization and how to better improve and develop themselves while managing constant change. Frank Cespedes is a sales expert and Senior Lecturer at Harvard Business School. He runs a business, has served on the boards of corporations and start-ups, and has consulted to companies around the world. He is the author of articles in Harvard Business Review, California Management Review, Organization Science, The Wall Street Journal, and other publications as well as 6 books, including Aligning Strategy and Sales, which was cited as "the best sales book of the year" (Strategy+Business), "a must read" (Gartner), and "perhaps the best sales book ever" (Forbes). Get Frank's book here: Sales Management That Works: How to Sell in a World that Never Stops Changing. Frank Cespedes. Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Welcome to an episode with Frank O'Connell, the author of Jump First, Think Fast. In this episode, Frank takes us on his career journey as he successfully explores multiple industries from baked goods to sporting apparel to video games. He shares the lessons he learned and how he built lasting relationships as he worked in different industries. Frank O'Connell is known for his unconventional approach for high performance through his strategic thinking, brand building, breakthrough marketing, and new product ideas. His accomplishments include serving as president of Reebok Brands, president of HBO Video, CEO of Indian Motorcycle, and chairman and CEO of Gibson Greetings, Inc. He spent the first fourteen years of his career developing well-known brands at Arnold Bakery, Mattel, Carnation Company, and Hunt Wesson foods, among other brands in the baking and natural foods industry. O'Connell was a senior partner with The Parthenon Group, a top strategic consulting company for seven years. He also spent sixteen years on the board of TreeHouse Foods Inc., and he is an investor and board member at Schylling, Inc., a toy company and is cofounder of Tuckerman Capital. He has also served on numerous Cornell University boards where he earned his BS in Economics and an MBA. Get Frank's book here: Jump First, Think Fast: An Unconventional Approach to High Performance. Frank O'Connell Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

For this episode, let's revisit a Strategy Skills classic where we interviewed the author of Sales Management That Works: How to Sell in a World that Never Stops Changing by Frank Cespedes. How do you manage sales in a world that never stops changing? In this episode, Frank shares valuable insights to equip sales professionals and business leaders in managing sales within their organization and how to better improve and develop themselves while managing constant change. Frank Cespedes is a sales expert and Senior Lecturer at Harvard Business School. He runs a business, has served on the boards of corporations and start-ups, and has consulted to companies around the world. He is the author of articles in Harvard Business Review, California Management Review, Organization Science, The Wall Street Journal, and other publications as well as 6 books, including Aligning Strategy and Sales, which was cited as "the best sales book of the year" (Strategy+Business), "a must read" (Gartner), and "perhaps the best sales book ever" (Forbes). Get Frank's book here: Sales Management That Works: How to Sell in a World that Never Stops Changing. Frank Cespedes. Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo  

Welcome to Strategy Skills episode 303, an episode with Frank O'Connell, the author of Jump First, Think Fast. In this episode, Frank takes us on his career journey as he successfully explores multiple industries from baked goods to sporting apparel to video games. He shares the lessons he learned and how he built lasting relationships as he worked in different industries. Frank O'Connell is known for his unconventional approach for high performance through his strategic thinking, brand building, breakthrough marketing, and new product ideas. His accomplishments include serving as president of Reebok Brands, president of HBO Video, CEO of Indian Motorcycle, and chairman and CEO of Gibson Greetings, Inc. He spent the first fourteen years of his career developing well-known brands at Arnold Bakery, Mattel, Carnation Company, and Hunt Wesson foods, among other brands in the baking and natural foods industry. O'Connell was a senior partner with The Parthenon Group, a top strategic consulting company for seven years. He also spent sixteen years on the board of TreeHouse Foods Inc., and he is an investor and board member at Schylling, Inc., a toy company and is cofounder of Tuckerman Capital. He has also served on numerous Cornell University boards where he earned his BS in Economics and an MBA. Get Frank's book here: Jump First, Think Fast: An Unconventional Approach to High Performance. Frank O'Connell Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Today's guest is Frank Rich. Frank is a former bodybuilder, entrepreneur, men's health coach, and host of The Super Human Life podcast. After living with and battling porn addiction, depression, and anxiety for almost 20 years, he is now on a mission to help men who are suffering with many of the same issues take back control of their lives through the power of faith and fitness. Frank has helped thousands of men transform their physiques through his online coaching platform. He is also the founder and CEO of Rebuilt Recovery, a company based on a growth centric holistic approach to addiction recovery. Rebuilt Recovery provides fitness training for men going through recovery as well as one-to-one coaching for men aiming to break free from porn addiction.    Let's face it there are a lot of people that struggle with porn addiction. Many are open about it and many suffer in silence. Be sure to listen closely to this episode as Frank shares his incredible story of overcoming porn addiction from start to finish as well as some steps someone can take to break free from porn addiction, rewire their brain and live their best life! What to Listen For:   0:00 Intro 1:58 What steps can someone take if they are addicted to porn? 05:55 Frank discovers porn  08:25 Living a double life 11:19 Breaking free from a 20 year porn addiction  14:32 What helped him during early recovery? 17:22 Negative consequences from his addiction 19:36 How does someone know if they are addicted to porn? 23:51 Changing your identity to recover from addiction 27:09 Overcoming shame and judgment  29:23 What do most men need to keep them away from porn? 33:07 Frank's thoughts on the “victim mentality” 36:36 Does Frank struggle with intimacy? 40:31 How does he handle attention from women? 44:11 Why is porn addiction so common? 48:28 Can porn be watched in moderation?       Episode resources:   Get Frank's Free eBook:   7 Steps To Living Life Without Porn   Follow Frank:   Instagram YouTube Podcast Follow me on Social Media: LinkedIn Instagram Twitter   DISCLAIMER

Alec Balcombe is one man that knows grief and loss too well. He lost his father at aged 11 to cancer, and then in 2014 lost his older brother Nick, to a stroke. Shaped and molded forever by grief, absolutely! But what hasn't been altered is Alec's ability to work though all challenges thrown at him, all whilst ensuring his philanthropic mind allows him to grow for, he and his family. This episode was fascinating to hear about the impacts of grief on the Balcombe family. How it changed people forever, how the dynamic on basic ways in which they lived, was altered. Alec has been involved in many different business ideas and ventures, and his passion for evolving himself, and developing new and exciting things is very very cool. I think though, one of the most amazing stories from this life is the creation (with friends and family) of a Foundation after the loss of his brother Nick. The Nick Balcombe Foundation continues to not only showcase amazing up and coming Tasmanian music talent. But through the grant process makes dreams a reality – all exactly what Nick would have wanted, and what would be making him smile. Alec doesn't go back to these dark moments often, so I am grateful that on Get Frank he showed enormous courage and did so. Thanks to you and your family Alec, keep living the positive and outgoing life you continue to work so hard for! Visit the Foundation here Nick Balcombe Foundation | Supporting Emerging Musicians Enjoy! Email: mitch@mitchmcpherson.com.au Facebook: https://www.facebook.com/profile.php?id=100082638196874 Instagram: https://instagram.com/getfrankpodcast?igshid=YmMyMTA2M2Y= Get Frank is produced by the amazing team at Creative Grit.

Kate and Carsey talk to Frankie about art, creation, and not listening to critics. Check out all the episode references here: https://www.comin.love/episode-8-let-s-get-frank-about-art  

In today's episode, the bros discuss cheesy/cheap strategies in board games. When should they be used, does it count as a "true" victory if you exploit a mechanic, and who's fault is it when such a strategy exists? Get Frank and Nick's thoughts on the MCU, hobby preferences, and Frank's favorite acronym. Join us this week for the banter you love! Follow the socials!Instagram - @justtalkingchitTwitter - @justtalkingchitMusic Credits:Malecon by Soyb & Amine Maxwellhttps://soundcloud.com/soybmusichttps://soundcloud.com/aminemaxwellCreative Commons — Attribution 3.0 Unported — CC BY 3.0Free Download / Stream: https://bit.ly/al-maleconMusic promoted by Audio Library https://youtu.be/xbWzYbtMgIE 

John X is currently one of Tasmania's most prominent and prolific actors and performers. A popular MC and guest speaker, he is a veteran of over 120 shows including Uni Revues, musicals and shows in the Botanical gardens every year. An ABC Local Radio presenter, John has appeared on film, TV and radio in various forms. John is charitable, funny, a family man, and just a ripping Tasmanian so I was thrilled to have him join Get Frank to talk about his life. We spoke about charity work, performing, stories of failing, family and the importance of it. We could have spoken for hours so this episode is action packed! My greatest take away from this episode is that John always remains true to himself, but all whilst being respectful and considerate to those around him... as much as possible!!! Ripping guy! Enjoy my last episode of season 1 with John X!

Jamie Needham is an F45 owner here in Tasmania. He is outgoing, a lover of life and a good time. Basically, Jamie has always lived life on the edge. But in 2020 everything changed we he had an accident whilst riding his motor bike on a race track travelling at 1500kmph. Jamie fractured his T2, T2, T3, T4, C3, C4 and C7 vertebrae's, 3 ribs and suffered an incomplete central spinal cord injury. Jamie's remarkable fightback and recovery is something to admire. In this episode Jamie shares with me about his life in the fast lane prior to his accident, how he came about to be an F45 owner and the world of being in the fitness industry. We spoke about the way his life has changed since the accident with work, relationships and things that previously came easy to him. We also got an insight into his recent trip to the US for stem cell treatment, and what he wants for his future. Jamie now sees the world in a different light, he wants people to be more compassionate and patient with those around us that might be a little less fortunate - a good learning for us all. Thanks for letting the Get Frank family into your world Jamie! Enjoy!

Joey Edwards is a leader in the Tasmanian fitness community. He is the proud owner of Unracked in Hobart's Northern Suburbs, which is a strength and conditioning gym filled with loyal members and a positive community spirit. I asked Joey to join me on Get Frank to open up on a street brawl in 2012 that saw him spend 6 months in prison, and upon release see him have to almost start his life over again. Joey was 22 years of age, bankrupt, did not have a job, and faced much adversity to navigate his way back to build a prospering business, and to become a respected member of our community again. Joey shares with me his learnings from this incident, the shame he felt with his Dad being a high ranking Police Officer, his time in prison, his thoughts now around violence, becoming a Lululemon Ambassador and finding his way again to be the leader and respected person he is again now among his friends and peers. Joey's story is a fascinating example of losing your way, learning from your mistakes, and then finding the will to grow as a person again. Thank you to Joey for your time and openness throughout this episode. Enjoy!

I want to start off by saying that when Ryan messaged me to ask about being on Get Frank, I knew immediately how hard this would be. Ryan Wiggins was one of my late brother Ty's best mates. He has been through this whole life changing experience with me and my family, and I owe so much to the love and support Ryan and all of Ty's close group of mates have given me the past 9 and a half years. 12 months ago, Ryan Wiggins suffered a near fatal spinal injury, that has now left him a quadriplegic. After around 5-6 months in a Melbourne hospital, Ryan has returned home where he now lives with his family, who's lives have been put on hold as they look to now support Ryan for the rest of his life. Ryan shares with me what he recalls from the incident, hearing the news from his doctors, what life is now like, and his experience of going through all of this in Victoria with covid being so out of control. He talks about his routines now, his rehab, the support he has and continues to need, as well as the change to his mindset after being home and coming to terms (as much as he can) about his new future. Preparing questions for this chat with Ryan I knew we also had to talk about the loss of my brother, and I knew that it would lead to many different types of emotions in the time I spent with him. Ryan's life is so different now, and no one would ever want to be in his position. However Ryan already wants to leave a mark on this world, and is determined to be a person that inspires others to fight through challenges wherever he can. What Ryan has overcome, and the challenges he and his family will forever face are incredibly hard to hear, but his outlook on it now is overwhelmingly moving, and I am just so proud to know him and call him a friend. Ryan also wanted to use this platform to show how grateful he is for the support so many people gave him through the initial stages of recovery - he certainly shows his gratitude for the support he had, and continues to need moving forward. Thank you to Ryan and his family for this chat, It means more to me than you will ever know :) Enjoy!

A report out of The Athletic indicates that it was Frank Vogel's handling, or mishandling, or Russell Westbrook that got him fired.  Doug disagrees, and wonders out loud who planted that story.  Doug and the crew tell you what teams to bet on this weekend.  In the "Two Lies, One Cup" segment, John Ramos is put to the test about the NHL Playoffs. John Hollinger used to run the Memphis Grizzles, and is now a senior columnist for The Athletic. John joins Doug to talk to go over all of the major headlines in the NBA Playoffs right now. Plus, Dan Beyer takes Doug through the Friday version of "The Press".  See omnystudio.com/listener for privacy information.

In Episode 10 of ‘Let's Get Frank', journalist and broadcaster Bibi and her dating coach Annabelle Knight review her dates and reflect on whether or not she's a better date today than she was when she first set out to find her "Frank."Will any of the Franks get a follow up date? Will Bibi find love after all - either with one of these Franks or someone else? Find out in this special, final, 10th episode of "Let's Get Frank!" Hosted on Acast. See acast.com/privacy for more information.

Bibi's eighth ‘Frank' – aka "Desert Frank" - He's a 52 year old teacher who lives in Saudi Arabia. He likes laughter, diving, beer, women, bacon, Legos and travel... maybe not in that order. He considers himself an old school romantic. Will he be the Frank that Bibi has been looking for?In Episode 9 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Jimmy & Nath were joined by the founder of Stay ChatTY, Mitch McPherson to chat about the launch of his new podcast, Get Frank.  See omnystudio.com/listener for privacy information.

Bibi's seventh ‘Frank' – aka Irish Frank - Comedian, producer and TikTok personality extraordinaire. He typically dates older women, so hey, maybe this one is going to go somewhere!In Episode 8 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Episode 64 of the "New Ice City" podcast is the final show before the 2022 NHL trade deadline! Host Vincent Mercogliano breaks down the deal that landed forward Frank Vatrano in New York and provides insight into what could come next for the Rangers. Plus, fellow Blueshirts beat reporter Colin Stephenson stops by to offer his thoughts on the team's needs and share stories from the road.

Bibi's sixth ‘Frank' – aka Seattle Frank - is one of the good guys. He's a 39 year old contractor who was born in the Philippines, but currently lives in Seattle, Washington. He comes from a long line of Franks, but will HE be the Frank that Bibi has been searching for?In Episode 6 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Bibi's sixth ‘Frank' – aka Seattle Frank - is a Frank of all trades. Divorced with a couple kids, he's simply one of the good guys. Except he lives far, far away.Could HE be the Frank that Bibi is looking for?In Episode 6 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.The FULL sixth episode will be released Thursday, March 17th. Hosted on Acast. See acast.com/privacy for more information.

Bibi's fifth ‘Frank' – aka Stripper Frank - is actually Joe Francisco. I know... weird, right? He's an Italian who lives in West London. He's worked in media and modeling and was a photography assistant who was also a stripper in gay clubs, but he's straight. He has a complex dating history. Just like Bibi! Could HE be the Frank that Bibi is looking for?In Episode 5 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Get Frank some coffee! It's a coffee-less episode of The Daily Life of Frank featuring his thoughts on why the Bulls might be losing, an old neighbor who is in the news, his “graduation,” and getting tude from his little dude.

Bibi's fourth ‘Frank' – aka New Zealand Frank - is an environmental scientist and a musician who's had a top ten hit! He's somewhere in the ballpark of 40-60 years old, but not saying what exactly. Could HE be the Frank that Bibi is looking for?In Episode 4 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

For the very first episode of Get Frank we wanted our listeners to get a deeper insight and understanding of Mitch himself. In this episode Mitch sits down and is interviewed by his good friend and ABC Radio Drive Host Lucy Braeden. This episode goes deeper than ever before, and not only touches on Mitch's experience of a family members suicide 9 years ago, but goes deep into the challenges he now faces working in the space of mental health and suicide prevention each and every day. This episode is raw, honest and emotive. We hope you enjoy it! This episode deals with issues surrounding mental health and suicide and may be triggering for some listeners. If you need support please contact Lifeline on 13 11 14.

Bibi's fourth ‘Frank' – aka New Zealand Frank - is an environmental scientist and a musician who's had a top ten hit! He's somewhere in the ballpark of 40-60 years old, but not saying what exactly.Could HE be the Frank that Bibi is looking for?In Episode 4 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help ofdating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out.The FULL fourth episode will be released Thursday, March 3rd. Hosted on Acast. See acast.com/privacy for more information.

Bibi's third ‘Frank' – actually named "Mark Frank" or "Teacher Frank," comes from a long line of Franks. He's a teacher based in London, but has also lived in places like Dubai, Bahrain and Saudi Arabia, to name a few. He has an interesting dating history, and might just have a lot in common with Bibi.In Episode 3 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help of dating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to find out.Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Bibi's second ‘Frank' – aka Franxster, aka Francesca – is a married British woman with two little girls. She's never really dated officially – but definitely had her hot girl summer pre tying the knot. Not exactly what Bibi was looking for in her ‘Frank', but they have a connection nonetheless. In Episode 2 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help of dating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to find out. Follow now so you don't miss an episode! Hosted on Acast. See acast.com/privacy for more information.

Bibi's second ‘Frank' – aka Franxster, aka Francesca – is a married British woman with two little girls. She's never really dated officially – but definitely had her hot girl summer pre tying the knot. Not exactly what Bibi was looking for in her ‘Frank', but they have a connection nonetheless. In Episode 2 of ‘Let's Get Frank', journalist and broadcaster Bibi continues on her journey to find love after 40, dating every Frank she can find. With the help of dating coach Annabelle Knight, Bibi learns about Frank, herself, the rules of dating and a whole lot more. Will she get a second date? You'll have to listen to the full episode to find out. The FULL second episode will be released Thursday February 17. Hosted on Acast. See acast.com/privacy for more information.

In Episode 1 of ‘Let's Get Frank', journalist and broadcaster Bibi sets out on her journey to find love after 40, dating every Frank she can find. With the help of dating coach Annabelle Knight, Bibi faces her first date nerves as she learns about Frank, herself, the rules of dating and a whole lot more. Bibi's first ‘Frank' - Dr Frank Mugisha - is a lawyer (tick!) working in advocacy in Uganda and is also a Nobel Peace Prize Nominee (tick, tick!). There's just one slight stumbling block... He's gay. But he says he's open minded to his first date with a woman and Bibi is quite the charmer. Will she get a second date? Listen in to the date, post-date analysis from Annabelle, and finally we'll hear again from Frank himself on whether or not he would go on another date with Bibi. Hosted on Acast. See acast.com/privacy for more information.

It's a cruel irony. 55-year-old sex and relationship journalist Bibi Lynch can't get a second date! Now she's looking to take back control of her love life, with her new comedy-meets-self-help dating podcast “Let's Get Frank.” In each episode Bibi meets with a different “Frank.” Bibi explains: “My friend Max isn't a dating expert – or in any way psychic – but one day I called him to moan about my tragic love life and Max described to me the man he saw as my future husband – a tall, dark and handsome human rights lawyer named Frank.” With the help of her sex, relationship and dating coach Annabelle Knight, Bibi searches out and dates numerous Franks all in the hope of finding the one. Each episode, Annabelle acts as a fly on the wall: listening in on Bibi's date, pointing out any mistakes Bibi is making, and providing both Bibi and the podcast's listeners with invaluable dating dos and don'ts. Hosted on Acast. See acast.com/privacy for more information.

TW: Discussion and description of suicidal ideation..................................................................................Suicide is a difficult topic, but one that is important to discuss openly and with care. Most of us have been affected by suicide in some way, whether from losing a loved one to suicide or from suicidal ideation affecting us. How can we help people and prevent suicide? We spoke with comedian and suicide prevention activist Frank King about his own experiences with depression and chronic suicidal ideation. He shares valuable insight and offers ways that we can help people to continue to choose life.Frank King is a comedian, speaking and TEDx coach, and a suicide prevention speaker and trainer. As a comedian, he has appeared on A&E's An Evening at the Improv, Showtime's Comedy Club Network, and CNN's Business Unusual. He's also written for Jay Leno, Joan Rivers, and Dennis Miller, and has opened up for Jerry Seinfeld, Adam Sandler, Jeff Foxworthy, and Ron White. In addition to comedy, Frank coaches others in speaking and to prepare to give TEDx Talks. He also helps in providing the tools to prevent suicide. Read more at: petite2queen.com/suicide-preventionSupport the show (https://p2q.link/donate)

As a child with dyslexia, Frank Imperiale always had to think 10 steps ahead to account for his reading challenges and anxiety. Today, thinking ahead is a skill that's served him well in his career as a production manager for live events. His impressive list of credits includes the NYC Marathon, comedy shows, concerts, and more. Get Frank's advice on how to turn your learning and thinking differences into strengths. And hear what Whoopi Goldberg, who also has dyslexia, once shared with Frank backstage.To find a transcript for this episode and more resources, visit the episode page at Understood. We love hearing from our listeners. Email us at thatjob@understood.org.Understood is a nonprofit and social impact organization dedicated to shaping a world where the 1 in 5 people who learn and think differently can thrive. Learn more about “How'd You Get THAT Job?!” and all our podcasts at u.org/podcasts. Copyright © 2021 Understood for All, Inc. All rights reserved.

Even before everything was disrupted by COVID-19 and divisive political tensions, millions of Americans were already questioning capitalism's “values.” We were already challenging the idea that your job defines you. We already knew something was wrong. Come join us with Karen and Frank as they discuss what has led us to where we are today... and how we can continue to grow and thrive into the future. In Frank's new book, Fall in Love, Have Children, Stay Put, Save the Planet, Be Happy, Frank offers a passionate political, social, and lifestyle “blueprint” for changes millions of us know are needed to rebalance our work lives with thriving relationships.  Frank's new book builds a well-researched and entertaining bridge to living happier lives and to a better future. It shows us that based on a better understanding of our evolutionary selves, we can thrive in family life and in our work life, too. But to do both joyfully—and at the same time—depends on rediscovering the priority of relationships, connections, community, and love. Get Frank's book now at https://www.amazon.com/Fall-Love-Children-Planet-Happy/dp/0757324118   at your favorite bookseller. We can't wait to see you next time for some more powerful insights into our ever-changing world with Karen Curry Parker and her guest, Dr. Ervin Laszlo.  

While accomplishments are great, sometimes knowing the struggle behind them helps make sense of why we still do what we do. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Your Boo Crew is back with a SECOND all new episode this week! Get FRANK with multi award winning filmmaker, actor and songwriter / composer KRSY FOX who's debut feature FRANK lands on VOD October 25th - available for preorder now on Apple! Explore this incredibly unique creature feature, along with the exceptional cast including THE NUN and JACKOBS WIFE'S, Bonnie Aarons, BUFFY THE VAMPIRE SLAYER'S Adam Busch and ANT MAN and DIVERGENT'S Lyndsi LaRose. Hear all about the film, the power in following your dreams and turning them into a reality on your own terms, circumventing the challenges of a self funded indie feature, bringing a monster to life and so much more! It's a wonderfully inspiring conversation with an amazing group of horror fans who didn't let anything stand in their way! Episode 270 is now playing! See acast.com/privacy for privacy and opt-out information.

Canadian sustainable clothing brand has announced the launch of its new https://ca.frankandoak.com/pages/womens-sustainable-winter-outerwear (women's waterproof winter parka jackets) and outerwear collection for fall/winter 2021, including puffer jackets, and waterproof coats. Frank And Oak specializes in apparel that is conscious of environmental welfare and reflects modern Canadian living.

As the winter months approach, Frank And Oak has launched a new collection of https://ca.frankandoak.com/pages/mens-sustainable-winter-outerwear (men's waterproof winter parka jackets) and outerwear. The new range of fishtail parkas, waterproof parkas with hoods, and long parkas are part of the sustainable parka coats and jackets collection.

02:21 - Melissa’s Superpower: Being Extremely Online 03:06 - Unionizing Glitch (https://glitch.com/) * Glitch workers sign tech’s first collective bargaining agreement (https://www.theverge.com/2021/3/2/22307671/glitch-workers-sign-historic-collective-bargaining-agreement-cwa) * Misconceptions re: Unions * Engineer Salary Discrepancies * Middle Management, Product Management Unionization * Minority Unions (i.e. Google) * What is a Minority Union? (https://workercenters.com/labors-loophole/what-is-a-minority-union/) * The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come (The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come) 14:58 - Melissa’s Previous Experience with Working w/ Unions * Communications Workers of America (CWA) (https://cwa-union.org/) * Civic Technology (What Is Civic Technology? (https://www.forbes.com/sites/quora/2017/09/19/what-is-civic-technology/)) * Chi Hack Night (https://chihacknight.org/) 17:13 - Positive Skills Union Organizers Should Have 18:32 - Thoughts on Leading with Petitions * We are Frank — a platform for worker voice (https://getfrank.medium.com/we-are-frank-189111ceb54a) * 2018 Google Walkouts (https://en.wikipedia.org/wiki/2018_Google_walkouts) 26:58 - Writing Online; Dismantling Publications and the Fracturing of the Media World * The Rise Of Substack—And What’s Behind It (https://www.forbes.com/sites/falonfatemi/2021/01/20/the-rise-of-substack-and-whats-behind-it/) * Melissa McEwen: The best JavaScript date libraries in 2021 (https://www.skypack.dev/blog/2021/02/the-best-javascript-date-libraries/) 29:41 - Evaluating Human Performance * PSA: DevRel isn’t fake !! * How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department (https://www.amazon.com/How-Hire-Players-Recruiting-Department/dp/0470562242) * People Skills 43:21 - Getting Started with Organizing a Union * Use Signal (https://signal.org/en/), Not Slack * Be Harder to Fire Reflections: Casey: Hearing success stories re: unionizing. Jacob: How people skills can be a function of your individual team. Melissa: Studying more about unions in other countries. Rein: Looking more into co-ops and collectivisations. An injury to one is an injury to all. (https://en.wikipedia.org/wiki/An_injury_to_one_is_an_injury_to_all) This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: JACOB: Hello, and welcome to Greater Than Code, Episode 229. My name is Jacob Stoebel and I’m here with my co-panelist, Casey Watts. CASEY: Hi, I'm Casey. I'm here today with Melissa McEwen. Melissa is a web developer, working in content now. She often writes about the JavaScript ecosystem. She helped unionize Glitch, which recently signed their first Collective Bargaining Agreement in late February. Welcome, Melissa. So glad to have you. MELISSA: Hi, everyone. CASEY: We like to start each show by asking you a certain question. Melissa, what is your superpower and how did you acquire it? MELISSA: My superpower is being extremely online and I acquired it by being given computers way too young and having nothing to do, but play with computers. CASEY: I like that phrase “extremely online.” What does that look like today for you? MELISSA: It means, I know way too much about what's going on in Twitter and the internet in general and sometimes, I'll make references that you only know if you're extremely online and it's kind of embarrassing. I don't even know what it's like to not be extremely online, but I'm trying to stop being extremely online because it's overwhelming trying not to check Twitter every 5 seconds. CASEY: Oh, yeah. I did that a lot, too. I don't know if I would describe myself as extremely online, but I might have seen some of the same memes as you and I think that would [chuckles] give me a little bit of that. MELISSA: Yeah. I mean, memes, what's the latest drama on Twitter today, that kind of stuff. JACOB: Is there a way to turn that superpower and help people around you or, how do you leverage that? MELISSA: Yeah, the only thing that's good about it, I would say is that you know a lot. I try to write about things and provide my knowledge to other people. I mean, you know a lot, but on a surface level, that's the problem so, you have to always be aware of that. I'm not an expert on unions and for the Glitch union, I was one of the original organizing committee folks, but I was laid off last year in March and there were 18 people, I think laid off. So the union has been going on without me and that's just great. Me and some other externally online people, when we started the union, we leveraged our externally onliness because we were connected to a lot of people who helped us like the CWA, which is the Communications Workers of America. We found them online, for example and they were critical in getting the union actually started because we'd been talking about it, but they were the people that pushed us and they're one of the bigger unions. They've been around for a long time. They have an organized telecommunications workers, primarily and now they're doing some tech stuff. So very interesting. JACOB: Well, as someone who is moderately online at best, I have been reading a little bit about recent union news with Glitch, but I would love to hear your story about how it started and how it brought us to today. MELISSA: Yeah, I mean there's only so much I can say, but the stuff that really was – building a union is about connecting with your coworkers and a lot of people have said, “How are we going to build a union to the remote workplace?” Well, I was remote and half the company was remote. That's one good thing about being extremely online is you’re probably used to talking to people online. I connected to people in my workplace and people on my team. At first, it was mainly people on my own team and then what CWA teaches you to do is to build connections in your workplace. It's almost like you map it out and you talk to other people in your workplace and you try to leverage those connections. I wasn't connected to everybody in the workplace, but I was connected to some other people who were connected to people I wasn't connected to. So it was challenging in that this was not an office where I could go see these people every day. I had to kind of – you can't just sneakily invite someone to a call unionizing. You have to actually build social capital and build relationships and then turn those into those connections you need to build a union. A lot of us had been following union stuff in tech. I was a member of Tech Workers Co, I think others were and we thought since Glitch is a very diverse workplace, we want to make sure that workers have a seat at the table and can actually help each other and to help the company do right by the workers. We had some bumps along the road. It is hard to organize people remotely and a lot of people have misconceptions about unions. They think unions are only for certain workers like people working in a mine, or they have bad impressions of unions. Like, I don't know. I grew up and my parents were like, they told me that unions were bad. We watched On the Waterfront and they were like, “Oh, look, unions, they’re so corrupt.” But a union is just like an organization. It's a big organization and they have a history and they have a context and a union is just like anything. Like a company. It can be bad; it can be good. It's based on the people and once you join a union, you can help guide that union by being part of it. JACOB: I would think an extremely online person would be very good at that. MELISSA: Yeah, it did help to be constantly on Slack and on Twitter. JACOB: And good at really just making those connections. That would not come naturally to make all those personal connections, what you just said. MELISSA: Yeah, but also, it was. I do think people who had those real life – who were at the office did have an advantage in forming those connections because not everybody at Glitch was extremely online, for example. Also, meeting each other in real life, occasionally like, we'd go to the conferences and stuff, that really helped. It's complicated about how much organizing you can do in the workplace and at what times. You don't want to ever do it on times are supposed to be working, for example, so. CASEY: What were some of the things that made this unionization effort successful and possible and what were some of the things that got in the way? I think we've covered some already. MELISSA: Yeah. I think having a pretty social workplace, that was social online, but that doesn't include everybody. There’s some people who were more online than others, for example and the fact that we relied so much on online organizing, it was harder to reach those people. So it was very crucial that we have people in the New York City office who were able to do some on the ground in-person organizing and getting those people on board was like, once we got those people on board, that was a very important thing that we did. Because originally, it was all remote people and then we added in the New York City office people. Yeah, the bumps along the road are just misconceptions about unions, what they mean. People can union bust themselves just by having these misconceptions like, “Oh, union is a third-party. It'll affect my relationship with my manager. I can't be friends with my manager anymore.” It's not true at all. So some of the organizing committee had been in unions before. Like, there was one woman, who was a social worker, who had been a social worker union and I had been in a Civil Workers Union before. So I knew that I was friends with my managers in these unions and I mean, not that being friends with the manager is the priority, but the idea that if you're friends with a manager, you can't do a union. That's just not true. But some people thought that. CASEY: The biggest misconception I can think of is why do you well-compensated professionals need a union and I'm sure you've heard this all the time. MELISSA: Oh yeah, that’s a big one. CASEY: Yeah. Fill us in for that. Like what do you say to that? MELISSA: I think so. Online, someone was like, “Oh, it's cultural appropriation of blue-collar workers.” I do not agree with that. I think all workers benefit from a union and it is just an organization that allows workers to negotiate with their bosses and on a fair playing field. It's not a culture. You don't have to be in the movie, The Irishman, or On the Waterfront, or even know people like that. It's just a way of organizing a workplace and having a seat at the table, so. JACOB: You mentioned earlier that I think, or maybe you implied that this union joins multiple disciplines, too. Is that true? MELISSA: Yeah, like we had engineers and then we also had a media department. That's where things would be hard because a lot of workplaces are quite siloed and I've always been against that. Like, I hate the term non-technical for example, like video production people, those are the most technical people I know they're literally working with like technical equipment every day and they know so much about it. Those people are tactical. And then another big obstacle is who is eligible for a union? Who can join? It's not clear because tech has roles that aren't very traditional, like product manager. Is that a manager, or is that an individual contributor and often, that’s hashed out on the negotiating table. It's based on all these laws and I've read some of the laws, I'm not an expert, but it's good to read a little bit of the labor law just to understand. But even if you know it, it's interpreted differently by different courts and stuff. There's a National Labor Review Board that reviews labor disputes and stuff and that was Trump's appointed board. So we wanted to make sure we got a voluntary recognition because we didn't want anything to do with that board at that time because they were very hostile towards workers. JACOB: The reason I was curious about joining together all kinds of different people from different roles, I was just curious if that diverse workforce came with a diversity of priorities and goals for a union and if those presented any challenges. MELISSA: Yeah. There's a big class difference between engineers and people outside of engineering. Engineers are overwhelmingly paid higher than people outside of engineering, for example and I totally understand the resentment towards engineers. We need to acknowledge that if you're organizing multiple people and outside of engineering. I mean, the fact that engineering is so well-compensated. I don't understand why, for example, a video producer isn't compensated the same as an engineer. It's just an accident of history, how culturally valued, supply and demand, all these things mixed up together. So you have to realize that and when it comes down to money, paying dues. For an engineer, it might be like, “Oh, you're taking 1%, or 2% for the union,” and that's like, “Oh, that’d take you away from being able to go on vacation.” Whereas, for someone who is making a lot less, that's taking away from their ability to pay rent. So that is really, really hard and I don't have a good solution for that. I wish unions would offer things like maybe peg it to your income, maybe not, maybe at a lower percentage, but it tends to not be that high of a percentage; it's 1 to 3%. But acknowledging that that can be the difference between someone being able to afford or not. Especially the salary ranges were quite extreme in our case so, that was really hard. CASEY: I'm listening to this conversation based on my background as a product manager who happened to have managed engineers, designers, and product managers, I don't know how that structure came into play. But even that tier, I wanted to be part of a union, but I think it's US law maybe that gets in the way that says managers at any level can't be unionizing in any form, not even like—let's use a synonym for a union—collective people who tell each other, “Yes, you deserve more money,” or something like that. It's not we're not incentivized to work together in any way and we pretend that the HR department of the company does that for us, which they do the opposite often. What do you think about that middle management kind of thing and how it plays into product management? Your thought process? MELISSA: Yeah. That really sucks because then it becomes like some people feel left out who wanted to be part of the union and at that point, they feel like, “Oh, am I part of –?” Like, they're obviously not C-suite so that's really hard. Other countries have other types of unions like sectoral bargaining that get around that. I don't know that much about that, but we weren't sure if a product manager fit under the definition of qualify, or not. It just depends on if you make decisions on employment, if you tell people what to do, there's a lot of criteria. We did find that product managers were not going to be part of the union. So what does the product manager do? Well, they can't organize themselves, but they're just not legally protected under this bargaining thing under a labor law. So that really sucks and I don't know what the solution is. I guess, getting involved in bigger organizations that work for unionization. The Google union is very interesting and that is a different form of union. It's called a minority union and I don't know that much about those, but I know that people who are managers can join that one, but it has fewer legal protections. So I assume when CWA decided to organize Google under a minority union, it was because they felt they were not capable of doing the traditional union because there are so many obstacles to doing so in Google—Google’s size and multiple locations. It's very difficult. You can organize however you want, it's just what is legally protected and that kind of goes in, in that article. I talk about petitions, for example. Petitions are an example of organizing. That's not unionization, it's not protected by US labor law, but it is a form of organizing. The Google walkout, that's a form of organizing. That's not unionization. You just have fewer legal protections and you don't have the structure that you get from a union when you do those things. CASEY: Well, that's awesome. I'm not up-to-date on this. I'm going to be Googling minority union and sectoral bargaining after this call. MELISSA: Yeah. I didn't even know what a minority union until that came out. I was like, “Wow, I guess, someone should write a book.” There probably is a book. I'm going to find that book. JACOB: Melissa, what brought you to doing this in the first place? Did you have experience with organizing before, or was it something new to you? MELISSA: I didn't have any experience organizing, I suppose, but I was in a union before. I worked at University of Illinois in Chicago and their IT departments are in a union, an older established union. As soon as you join as an employee there, you're a part of that union. Actually unions, some of them aren't that great. Our union was kind of mediocre, to be honest. They barely involved people, for example, in the very top down. That's one thing when you're organizing, you have to choose which union you're going to organize under, or even to start your own union. We thought about starting our own union. I don't feel that qualified to hire union lawyers. You need to advantage money because CWA provided that all the lawyers and stuff like that and all the structure. CWA has gotten a lot of flack on Twitter recently with the Google union stuff. People have dug up the fact that they've represented security guards in the past, but it's a big organization; it's like working with the government. You can't expect perfection, we've got to get involved. If you want to change things, you've got to be involved yourself. I'm very skeptical of the idea that we should just throw that away and start our own thing as tech workers. Because I think people of different ages and classes and stuff have so much to teach us and that's what you get when you join a big union like CWA and you can't demand they fit your extremely online standards. So if you want them to follow the standard, you've got to join and get involved. JACOB: So definitely a politics of compromise from the get-go. MELISSA: Yeah, and I've been involved with the civic technology a little bit. So I was a little bit familiar with that. I've worked in government contracting and I've gone to Chai Hack Night, which is a Chicago meetup, for quite a while. It's a Chicago meetup focused on civil technology and government. I was familiar with some of that, but if you're a startup person, maybe that's harder. You expect unions are going to cater to you, treat you like a freaking princess or whatever, but no, they're not. They are a saboteurization. They've got members, they have a history, and you've got to take that for what it is. CASEY: All right, Melissa, you brought to the table to the union organizing effort your superpower of being extremely online. What other skills did some of the union organizers have that really helped? MELISSA: Yeah. Actually being consistent and organized, that's really important. Organizing meetings. I'm not into that kind of thing and thankfully, there were other people who did that and I thank them quite a lot. Taking notes, following up, once you make me angry, I'm very effective at arguing with people. So that's a good thing about extremely online, but it's bad about being extremely online, but it did come in handy a few times when unionizing. But otherwise, doing in-person on the ground work, I couldn't do because I was remote and organizing the meetings, taking notes, following up with CWA, coordinating between different people, that stuff. The other people helped with that. The other members of the organizing committee and then after the union was recognized, we had an election and some people did that election where you elect the reps and other people did that and I was really happy because I was tired at that point. [chuckles] CASEY: So I'm going into a little bit of a different topic. Melissa, I think you mentioned something about companies and nonprofits who want to lead with petitions and you have some thoughts on that I'm curious to hear. MELISSA: I am super anti petitions. I think these organizations push them and I think they're just antithetical to unionization. A Coworker, for example, they really push you to do these petitions and a, you're alerting your boss that you're organizing, you're doing it under a way that's not legally protected. Why don't you just unionize? I understand that some people can't and if you genuinely can't, that's great, but I wouldn't trust Coworker to tell you if it's okay, or not. I have noticed that some of the conflict on Twitter regarding the Google union, some people involved with that are also involved in Coworker. So I'm really against that and another company that's spread it out. It's a startup, they're called Get Frank but they're also doing petitions. They're very antithetical to unionization and people don't want to say that because the people who were involved with that are nice people and some of them are even involved with Tech Workers Co and stuff and they're nice online, or they're well-respected, but at some point, you’ve got to say, “This is just anti-union.” REIN: Yeah. I mean, taking a collective bargaining opportunity that can stretch across multiple issues and organize the workforce to push for all of them and turning into a petition about a specific thing that has marginal support. I don't see how that helps. I mean, I don't think that those startups are disrupting business organization. I think they're disrupting union organization. MELISSA: Yeah, and I think more people should call them out and the fact that a lot of people who the media goes to for comments about tech organizing are like – so, Liz Fong-Jones, I really respect her. She's on Twitter and she's a member of the board on Coworker and I find that not good. REIN: I mean, I guess the argument is that any place where you can voice concerns and generate support within the workers, the employees is better than none, but that's not how the world works. We can have unions, too, or instead actually putting effort into that means that you're not spending that time putting effort into organizing. MELISSA: Yeah. So when we were first thinking about unionizing, I was on Tech Workers Co and they connected me to people at Coworker and they were really pushing out to do a petition. I'm really lucky that my coworker, Steph, could have connected with CWA because she was like, “No, let's talk to CWA.” CWA took it from there and they actually got us the motivation and the resources we needed to unite us. Whereas, Coworker was like, “Oh, we love unions, but why don't you do this petition first, it's building organization?” and CWA is like, “No.” Unfortunately, some people are taking the CWA being against that as an insult on them personally, which is really weird, that it's an insult for people who did past organization efforts that weren’t unionizing. I don't see why that is relevant. I understand sometimes you can't unionize and I respect other organization efforts, but you're taking an example of a company that can unionize and you're pushing them to do a petition. You're wasting their time. You're endangering their jobs. It's just bad. REIN: Well, I think if there was evidence that it starting with petitions led towards more formal union organizing, I would be more in favor of it, but I don't know of any. MELISSA: Yeah. People use the Google walkout, for example and I guess, the Google unions and the controversy on Twitter was about how the union wasn't involving the past organizers who did all this work for the Google walkout. I recognize Google walkout was an amazing thing and the people who organized that were really great, but that doesn't mean that you have to use their expertise to unionize. A union should be for the current employees. When I'm talking about our union at Glitch, I'm not speaking for the union. I was laid off. I'm not a member anymore. That's very sad. It's very unfair, but I'm not a member and the employees who are working there have insight into the company that I don't. So I don't expect them to recognize me, or to ask me for advice, or anything. I don't even talk to them that much anymore because that's their sphere. CASEY: I'm not an expert on Coworker, but this reminds me of another metaphor a little bit. Let me know if this is close, or not, or similarities and differences. So you know how when you look on the bottom of a solo cup, you see a triangle, or a cycle symbol with a number? Some of those aren't really recyclable and the lobbyists who made that happen, and you’re required to put them on, knew that ahead of time. So they are doing this small change, “Look, you can do the thing,” and then that stops people from pushing back against the production of it. It's helping, but not really and I'm hearing your view of Coworker seems to be helping, but not really. MELISSA: I mean, the Frank one is even worse. They're a for-profit startup. I'm like, “If anyone is giving them positive coverage, they are not asking the right questions here.” Actually, when I saw them written about, I attempted to join just to see what they were about and they rejected me because they were like, “Oh, you're already in a union. You don't need us.” So very interesting. They occasionally email me asking for my feedback, but I'm like, “I don't think you're worth my time.” REIN: If someone wanted to make a platform for unionizing, but I don't think you're going to get much traction in Silicon Valley on that one. MELISSA: There is one person who's doing that. It's called Unit, but I don't know that much about it. I'm just very skeptical of the idea that tech can disrupt unions and it's the easy way out to say, “Oh, the old unions, they're not radical enough. They don't cater to tech workers.” To throw that all away for those reasons is bad in my opinion, because they're not perfect, existing unions, but you're unionizing with a diverse workforce that has a history and has power and I don't know. I think it's also classist, too, like, “Oh, we don't want to organize with these people that aren't tech workers. We don't want to organize with these blue-collar workers.” They're not thinking that maybe explicitly, but that's what they're saying in a way. They don't want to say that, but that's what they're saying. REIN: Yeah. I personally have a problem with trade unions that is that they fracture the workforce and they prevent people with different trades from organizing together and historically, that's been on purpose. Like there's a reason the AFL is still around, but the Knights of Labor aren't. MELISSA: Yeah. I mean, unions are organizations, they’re just like companies and stuff. There's some that even have dark histories of racism and stuff like that. Although, trade unions are a little different than like CWA. This is where I wish I was more up to the terminology, but it's very complicated. REIN: I would just like to unionize whole companies and not worry about what job titles people have because I think that's the systems thinking way to do it. MELISSA: Yeah, and we unionized everyone in our company that qualified under the labor, the national labor law, and not just engineers so, that was good. Luckily, the people were into engineers being craftsmen, or whatever are usually typically anti-union, but otherwise, you'd think that they'd be like, “Oh, we need an engineer's trade union because we're like electricians, or something.” But I think that would not be a good direction. CASEY: Yeah, I think it makes a lot of sense that there are unions for people who work at a company, separate from groups of people working on a technology like, Ruby user groups and all the other meetup groups for every technology everywhere and the conferences. It's like the skills are separate from the union, from the company and it's funny, I guess maybe historical that a lot of them are conflated together. All the engineers in the company are doing both a little bit. I like that we're cleanly splitting it now sometimes. That sounds great. Melissa, I noticed that you have a Substack newsletter, which is a popular thing lately. Not that you're working on a lot lately. I know we talked about that, but there's a trend for individual people to be writing more and more online lately and it seems like you're aware of that and in that sphere. What's your experience lately writing online, trying to get an audience and all that? The process. MELISSA: I say no to Substack because I'm like, “This is just more work and I don't need any more work.” I started a Substack because I was like, “Oh, a lot of people have Substacks.” But then I was like, “Oh, this requires me to do, this is another job.” You have to have a consistent thing and at least, we are starting to – Substack encourages paying creators. That's good. But at some point, it's like, “Oh, I'm paying like ten different creators. I wish there was this thing where I could just pay them all at the same time and they could have jobs and benefits. Oh, that's called a publication. Too bad, we've systematically disabled these by predatory capitalists, hedge funds and stuff, buying them and disposing of them.” Like what's happened to the Chicago Tribune. I had friends who worked there and that thing it's basically just been totally dismantled by predatory companies. So I think Substack is going to be here and other similar models are going to be here for the foreseeable future. But I don't think they are – I think it's sad. CASEY: Have you worked with any of the traditional publications to try to get things published? I know you do JavaScript content work. MELISSA: Yeah. So I originally was a food writer and I've worked for Chicagoist. I left Chicagoist because I didn't have time due to my tech job, but they unionized and they were shut down because they unionized and that's really sad. A lot of my friends lost their jobs. So I have a little bit of experience in the media world and I've watched the media world become so fractured and precarious and I think the tech industry has been unfortunately, a negative actor in that. But now, I primarily write about JavaScript and I do so professionally. It'd be nice to write about food instead, but I like JavaScript. I like coding a lot so that's cool. There's no jobs in food writing, though. CASEY: Tell us about something you wrote recently. MELISSA: I wrote about JavaScript date libraries and like the different ones that are out there and when you should use the library and when you shouldn't use the library and that's for the blog I work for, which is called Skypack blog and I do DevRel all for them in there, a CDN for JavaScript modules. Oh, here's the thing we can talk about: how people attack DevRel as being non-technical and I hate that. JACOB: Yeah, please. MELISSA: There was a tweet this week, or maybe it was on Friday, it was like, “Offend a developer relations person in one tweet,” and I'm like – so it was a variation on the original one, which was, “Offend a software engineer, offend a DBA in one tweet,” and those were often there a software engineers making fun of software engineers or DVA's people making jokes about data structures, or a bad data. The DevRel one was like, “Oh, your job is fake.” That's what all the jokes were and most of them were not from DevRel people and I'm like, “I hate this.” I used to be a frontend developer and people used to joke like that about frontend developers, like, “Oh, you just play with CSS all day and you just push little boxes around the page and give them different colors.” We need to recognize that there’s sexism involved in this and also, racism because frontend development and DevRel tend to be more diverse subsections of tech. I'm just tired of men saying a job is fake and that I'm not technical. I left frontend dev because of that, partially. I shouldn’t have done that because the end of the day, there's no way to convince these people that you're a real engineer. They're just not going to be convinced because they're sexist and they're jerks and they should be deleted. REIN: Yeah. It was kind of funny when it was software engineers laughing at themselves, but it turned into punching down pretty quickly and then it just got me in and I did not like it. I would say to those people that they should try a day in the life of a DevRel and see if you think you're good at it. MELISSA: Yeah. It's thinking that, okay, if you have these skills, you don't have the technical skills and also, that your other skills aren't valuable at all. This is a constant struggle, working with engineers, especially working in cross-departmental is engineers not recognizing other skills. I was talking about video editing before. I'm like, “That is the worst thing I can totally think of is calling a video editor non-technical; they're literally the most technical people I could think of.” They're walking with software technology and also, a lot of engineers who are like, “Oh, anyone can write things,” and I'm like, “I've edited y’all’s writing. I know you can't write.” [chuckles] Even me, I feel like sometimes the more engineering I do, the worst I become as a writer. That's scary, but I try to balance it. I try to be a mediocre engineer and a mediocre writer. REIN: I want people to stop doing that because it’s just a shitty thing to do, but I will also say that as you get more experienced as a software engineer – so I'm a principal now, which means I'm a huge deal, but as you get more experienced, you need to get good at a lot of the stuff that DevRels are good at. You need to be able to convince people that your ideas are good. You need to be able to communicate both verbally and written in writing. You need to give a shit about product and marketing and customer support and people who aren't engineered. You have to start doing all that stuff if you want to grow as an engineer. So to some extent, I think these people are limiting themselves more than are limiting DevRel. They should still stop being shitty people, though. MELISSA: Yeah. The whole principal engineer thing is funny because I was just thinking about how every company has a different definition for principal, senior, junior. That's one of the things that a union can help with and otherwise, it can be very arbitrary and you can feel like they're used to discriminating against people. So if the union can negotiate what a ladder is and what it means, that's way better than having just a random manager do it. That's my rant with all of tech. We're always constantly reinventing the same thing over and over again. Ladders were like, “Oh, we’ve got to build this from scratch for ourselves. Even though we have no training on building ladders, we're just going to invent this because we know everything because we're engineers.” Same with interviewing process. I'm like, “Oh, there's decades of research on interview process. but you want to invent your own new interviewing process.” I'm like, “At some point, you're just like experimenting on people and that's unethical.” I'm like, “Take your weird games elsewhere. If you want to design weird games, play Dungeons & Dragons, or something.” REIN: Yeah. I mean, if you want to take human performance seriously, you can do that. People have been doing that for decades. You just need to go take a course and read some books and started taking it seriously. It's not hard. I mean, it's hard to evaluate human performance because human performance is very complex, but it's impossible if you don't know what you're doing. MELISSA: Yeah, and I tried to get – any interview process I'm involved with designing. I'm like, “First of all, why am I involved with designing this? I'm not qualified. Second of all, at least I did read some research and I do know that the research shows that you want to do a structured interview.” If I can just get people to agree to that one thing, it's so much better than if they're just asking random questions. So structured interview means you agree on a structure beforehand for the interview, you agree on questions and what you're going to talk to the person about, or what exercise you're going to do, if you insist on doing programming exercise. You ask the same ones to every candidate. There's other things you could do to make it more fair, but if you just have that one baseline. Otherwise, it's so arbitrary. REIN: There's a book called Hiring A-Players, or something like that and I like some of the advice that it has, but I think the idea that you can distinguish between “A and B players” in an interview is pretty marginal. But I do like the parts about trying to make things more evidence-based when you're trying to assess capability. I think that a lot of the hiring practices we have today mostly are about providing motivated reasoning to hire people who look like you and that's about 90% of what they do. MELISSA: Yeah, and there's also this thing, I will die in this hill, but I have people who insist if we don't do a specific code exercise, or do some kind of screener that we're going to hire someone who can't code, who literally can't code and some people will have insisted that they've worked with such people. I'm really skeptical that like can't code. What does that mean? I don't know. Does it mean they just didn't integrate with the team correctly? No one tried to help them? I'm not sure. I'm just really skeptical of that. It just sounds like more hoops to jump through, but I have not convinced anybody of that besides myself. [chuckles] At least in workplaces. REIN: I think in my career, I've maybe worked with one person who I genuinely thought couldn't code, but that's when I was pretty new. What I think now is that they were really not put in an environment where they could be successful. They were dropped in immediately into a high-pressure scenario, with little experience, with a team that was small, under-resourced, over pressurized, and didn't have time to support them. So what I thought then was, “Wow, this guy sure can't code. He sucks.” What I think now is, “Wow, we sure screwed up putting him in that position.” MELISSA: Yeah. I've taught people to code who are 12. I'm really skeptical that someone was hired that managed, I don't know, I just sound like they're not managed well, or not onboarded well, but that'd be a cool, like, I don't know. Maybe I'm becoming too interested in HR, I will become an HR researcher and study the phenomenon of people saying that their coworkers can't code and what does that mean? REIN: Yeah. MELISSA: I mean actually find those people, ask them, and then find the people who supposedly can’t code and find out they actually can. They were in a very difficult environment, for example, or I don't know. I've been in environments where getting the dev environment started took you five days. No wonder they had trouble; you thought they couldn't code because you did set them up to being able to code. They had to install 40 different things and do a proxy, or whatever. So yeah. JACOB: I’m someone who’s very – well, there's that phenomenon stereotype threat you perceive that other people are making preconceived judgements about you. Like, “Oh, I'm the only person of color in my team and I can tell that I'm not expected to do well.” It affects your performance and as a white male, that actually does make some sense to me. If I can feel that I'm going to be judged for the output that I put out, instantly whether it's I didn't follow the great style, or it looks like my work is going to be picked apart immediately. That's just going to be debilitating and I'm just going to be constantly focused about looking good rather than trying to solve the problem. That is not what – Rein’s story does not surprise me at all. MELISSA: Yeah. If I actually hired someone who couldn't code, that would be actually exciting to me, it would be like My Fair Lady, or something because I could definitely teach them how to code and I'd be really impressed because I was like, “Oh, they were able to talk about all these projects and stuff and not actually be able to code?” I don't believe this person exists, by the way. REIN: The other thing I really wish people would understand is that human performance is ecological. The context matters. If you take one person and drop them into five different hypothetical companies, you'd get five different outcomes. They'd perform in different ways. You wouldn't get the same performance for them in those different companies because it's not just about the person. MELISSA: Yeah, and it's also about the demands of the job. I worked with one guy and people told me he couldn't code and what they actually meant was that they just didn't think he was technical, or something, but he was coding every day. He was doing Dribble templates, which is not considered the highest level of work by some snobby engineers. But that guy could definitely code and he did his job and it was very unfair to say he couldn't code. CASEY: I have a story I can share about some evidence-based interviewing I did back at the IT department. We evaluated hundreds of student employees to fix laptops every year—we hired a whole bunch—and we evaluated them based on the people skills and their technical skills on a scale we put that into data for all the points that evidence and structured questions and all that. Some people had a 5 on people's scales out of 5 and 1 on technical skills, or vice versa, or something close to that. And then we look back a year, or 2, or 3 later, after they had time to learn and grow in the position, we loved all the people with the 5 on people's skills. They were the best employees. They learned the most over time. We're proud of them. They were great to work with. They taught other people a lot, too. But the ones with the technical 5s weren’t people ones. A lot of them resigned, or didn't like the job, or people avoided working with them, they were solo employees. Maybe they got some work done, but that lesson that you can learn the technical part, but you can't necessarily learn the people part. Some of it's learnable if you're motivated, but the disposition is what really drove success in that role. I think that applies everywhere. It's not surprising. MELISSA: I wish there were more approaches teaching people skills because, I don't know, it feels like there's a lot of trainings for engineering skills, but not for people's skills. I've definitely like, I was raised by parents who were weird and homeschooled me. So I definitely use a lot of stuff like books to learn people skills and stuff like that. I don't know. It's super basic, but How to Win Friends and Influence People, that one. You could just read that. I mean, it gets you some of the way there. So I wish there were more resources like that. REIN: Yeah. I would say that you can learn people skills, but companies don't teach them. That's not what companies think is part of their responsibility. They think that they're hiring the person as they are and can teach them technical things. That's another problem, which is that companies aren't providing the opportunities to grow that people need. JACOB: There's probably different people's skills for different companies, that would be successful. MELISSA: Yeah, and it's the same thing. It's the saying that I've heard at workplace is like, “Oh, he doesn't know how to code.” I've also heard the same thing like, “He has no social skills.” It's like something you're born with and can't be changed and that's just your lot in life and I don't believe that. I was homeschooled and when I first went to school, you would have said, “I had poor social skills,” but now I have serviceable social skills. JACOB: I think Casey pointed out an important distinction between a disposition to be personable and learn and apply people skills versus the skills you have at a particular moment. I, as a neurodiverse person, I think that's a really important thing because I'm sure people have said behind my back many times in my life that I don't have people's skills without commenting on the disposition of my ability to do well and interface with people. I think they’re two different things. MELISSA: I think neurodiverse people—I'm also in that category—also sometimes are even better at certain people's skills because we've been told we have these issues and we really want to think about them. I've read a lot of books; I don't think most neurotypical people have read as many books as I have on human psychology. I wasn't a psychology major—I just want to know why are these normal people trying to get me to do these things? What does it mean? That's a level I’m asking? Yeah, but that's a skill and it's a learned skill that is valuable to me. REIN: Can we talk about unions again because I have a question? If you already talked about this before I got here, just let me know. But my question is: what would you say to someone who really has no idea how to get started with this, but thinks that there's an opportunity to organize their company is worried about retaliation and things like that and wants to get started? MELISSA: Yeah. Get in contact with, they could DM me and I could connect them to people at the current Glitch union, or two, you can approach a union directly. CWA is happy to help. The union that Kickstarter organizers worked under OPEIU, I think is also another option. It can be hard to pick a union because some only do local organizing, but there are some that are national like CWA. CWA has a lot of resources. I would just go with them at first. But you can always do your research and stuff. I'd just be careful with people who direct you to those petition sites, or whatever and that did happen to me. REIN: And don’t do your organizing on the company Slack. MELISSA: Oh yeah, for sure. Use Signal, don't do it on company time when you're supposed to be working, build social relationships with people at work. Although, it could be, I don’t know if – I was a member of a company where they specifically seem to discourage social relationships. I was a contractor. I wonder if that was a way that they were discouraging organization and unionizing. You see that with Uber and stuff like that. Uber drivers, they're not given a company Slack, pr whatever, or even like, they don't have a way to chat with other drivers. They've had to do this on their own time on Facebook; they've used Facebook to organize. So definitely don't use any company resources, or company time. You're not legally protected if you do that. If you do contact CWA and stuff, they'll tell you what's legal and illegal. It is for example, legal to organize during lunch, I believe, but you should definitely check that beforehand. And then you get into issues if you're remote, time zones, everyone has lunch at a different time. You have to be creative. REIN: Yeah. It turns out it's legal, except for all of these loopholes that make it not legal and companies are incentivized to make the case that what you did was illegal so that they can fire you. So just be extra careful. MELISSA: Yeah. I don't know. I've known of union organizers that they're going to find a way to fire some of them, but if you can stand up and up in your job, you're harder to fire. Make sure to attend all your meetings. Don't be late to work. I am not a fan of that and I think it's very unfair that you have to be expected to live by this perfect standard that non-organizing employees don't have to follow, but I'm willing to do it for the union. REIN: Yeah. I mean, just be aware that once it becomes apparent that this is what you're doing, they're going to try to fire you—any company will—and so you need to be on your best behavior even more so than you were before. MELISSA: And it is scary organizing unions. I've often wondered would I have been laid off if there was a union, or not? I don't know. But the thing is you negotiate severance for me and I didn't have to do that individually. So it gave me a good cushion when I was laid off and I know people who are laid off who didn't have those things. A company can hurt you even if you don't unionize and at least, unions give you some protection and I'm very grateful to CWA negotiating my severance. REIN: So are we getting close to reflections? CASEY: I think it is time for reflections. I can go first. As a product manager and engineering manager before, I've always been interested in being part of a union and it's awesome hearing a success story about how, what happened at a company, even though it was the formal type that I'm not eligible for as a manager. But now I'm very interested in looking up some of these alternative forms like sectoral marketing, minority union. I think there's a whole lot happening recently that could help middle managers like me and a lot of my roles have the benefits. Often, I hear, “No, you can't possibly ever be part of a union. Why would you even ask that question?” And it's just great to hear someone actually who has worked with a union and say, “No, that's possible. It's just a different form. Not covered by loss.” That's what I want to hear. That's what I wanted to believe. MELISSA: Yeah. It's so unfair. Unions are just what's the law now doesn't have to be the law tomorrow, for example and different countries have different forms of unions and stuff, so. JACOB: I'm thinking more about the thread we got on about personal skills, people skills and I'm thinking more about how those can be really just a function of the culture of your team and who's on it and what everyone's individual needs are and how their brains are wired and so many other factors. I'm just thinking about, “Well, what are the right skills that I need for my team rather than just an arbitrary, or a universal list of what those skills might be?” MELISSA: Yeah. I'm thinking I need to like – I'm here talking about unions and there's so much I don't know about unions. I'd like to study unions in other countries, especially. I really want to learn about different forms of unionization and really delve into the history of unionization. I've done it a little. I was never taught that much about unionization in school and stuff like that, especially from homeschool because my parents were anti-union. But even when I went to public school, after being homeschooled, we really didn't talk that much. I know about the Triangle Shirtwaist Fire, but I think for most people, we don't know that much about it and I definitely want to beef up my history and international knowledge on that. REIN: Yeah. I think also looking into collectivization work around collectives, things like that, there's a tech consultancy that does the websites for Verso and Haymarket and some other lefty publications and there are workers collective and there are actually a surprising number of them. MELISSA: Yeah. That's super interesting to me. I've done a little bit of co-ops and stuff. I've been members of co-ops. There is an interesting article, I forget where I saw it, but it was about how co-ops can be good, but they're not the answer to work, or organizing because often they replace work, or unionization. For example, they were talking about this coffee shop that they were trying to unionize and they all got fired and then they formed a co-op and that was seen as success, but it's not necessarily. For example, I'm a member of a co-op, a food co-op, and the workers there were trying to unionize and the co-op was union busting them and that was like, wow, that is really special and as a member of the co-op, I was writing to the board. I was like, “How dare you, I'm going to quit.” [chuckles] We should recognize the union. They really fought that union and I was like, “This is supposed to be – co-op is supposed to be empowering to workers,” but just like unions, there are many different forms of co-ops. There's a very interesting history, especially internationally and I don't even know the tip of the iceberg on that. But I'm very fascinated and having been in co-ops and been involved with co-ops. Another issue with co-ops is often the membership that can be almost like trade unions in that, there can require an onerous process to join one. REIN: I think the thing I'd like to leave our listeners with, you might've heard the saying, “An injury to one is an injury to all,” and you might know that that comes from the IWW, I believe. But you might not know that it comes from preamble to their constitution, which says in part, “Trade unions foster a state of things which allows one set of workers to be pitted against another set of workers in the same industry, thereby helping to feed one another in wage wars. Trade unions aid the employing class to mislead workers into the belief that the working class have interests in common with their employers. These sad conditions can only be changed and the interest of the working class upheld only by an organization formed in such a way that all of its members in any one industry, or in all industries, if necessary, cease work whenever a strike or lockout is on.” So the IWW obviously believes very strongly, you have to organize whole companies and not just the techies maybe get their union because they're special. I mean, can you imagine if Uber, if the tech workers and the drivers unionized together? They share the same interests, folks they could do that. MELISSA: Yeah. That's an interesting question. Like, could they? That's another thing that contracting, or permalansing, I don't know, maybe there'll be a major court challenge, especially with the Biden administration where the National Labor Board might be more sympathetic. Can contractors unionize with regular workers? Contracting is a way to bust unions and to keep people in a position of precarity, but what if they ruled that you can unionize. Once you realize that’s arbitrary, you're like, “Oh, if you've got good enough lawyers, if you have politicians that can get involved, maybe unionization 10 years from now will look really different because maybe they –” REIN: Yeah, the main difference is that the drivers don't have multi-million dollar lobbying organization that they're backed by. That's the main difference and the reason they're not getting the respect they deserve. Special Guest: Melissa McEwen.

In this episode Frank Andrews explaines the simple 3 step process you can use to sell any product or service online. Get Frank's free course at: https://www.frankmandrews.com --- Send in a voice message: https://anchor.fm/frankandrews/message

Today is Mother’s Day in the UK. The chat you’re about to hear with my friend Sheila was actually recorded exactly one year ago on the sofa, in the lounge of my flat. It was the first interview I recorded for this podcast series, which was intentionally done on Mother’s Day. Sheila and I discuss where we are, in our journeys and how we have reclaimed Mother’s Day as a day we no longer feel we have to hide from.   Please e-mail with any comments, or if you have a story to tell yourself at reachhappilyeverafter@gmail.com. You can also find me on Patreon, Instagram, Facebook or Twitter if you search happilyeverafterpodcast.  

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Frank Gigante is in every way an Every Day Warrior. His never-say-quit attitude has served him well as a Rochester City School teacher, a world class athlete competing in All-Natural Professional Bodybuilding Competitions, a single father to two beautiful daughters, a brand ambassador, magazine columnist and hobby furniture maker and woodworker in his spare time. Whatever goals Frank sets, his voracious appetite to be more than he was the day before drives him to succeed. He shares the lessons he has learned in his book, Everyday Warrior, making it easy to follow his time-tested practices for success. Get Frank's book: www.everydaywarriorbook.com     Watch my Celebrity interviews on my YouTube Channel! Go here> https://goo.gl/EA9x6D Connect with Bert Martinez on Facebook. Connect with Bert Martinez on Twitter.  

In this week’s episode of the Salt and Light podcast, Annie joined by guest co-host, Father Nicholas Blackwell aka The Frank Friar. Father Nicholas is a Carmelite friar currently serving and living in NYC. We start out the episode by asking Father questions submitted by children who listen to the show and from there we launched into an awe-inspiring conversation about Carmelite spirituality, the journey of the soul to the embrace of the Father, and many more stunningly beautiful things…. but I won’t spoil it for you! Don’t miss this episode of the Salt and Light podcast! Father Nicholas’ latest article that we discuss on this episode can be found here: http://www.catholicstand.com/is-the-present-crisis-the-churchs-dark-night-of-the-soul/

In this week’s episode of the Salt and Light podcast, Annie joined by guest co-host, Father Nicholas Blackwell aka The Frank Friar. Father Nicholas is a Carmelite friar currently serving and living in NYC. We start out the episode by asking Father questions submitted by children who listen to the show and from there we … Continue reading "Episode065: Let’s Get Frank"

In this episode Frank reviews to nights in his youth ministry and gives you a look in to his most recent mission trip meeting. Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s New Game - Roll Away Podcast Network - https://podcast.downloadyouthministry.com Planning Center Schedule for 3/18 Planning Center Schedule for 3/25 Bad Joke of the Day Human Foosball (here is a clip from when we played it recently) Super Sexy Pack God, Guys, & Girls Sirioke Who-Done-It All the resources Frank has at DYM

In this episode Frank talked about Sex with his students and it might have been the best talk in the entire series. Frank played HQ with the kids as well as talks about scholarships for camp/ Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s Made For More One-Off Message - http://bit.ly/2FJBPzD Podcast Network - https://podcast.downloadyouthministry.com Planning Center Schedule - http://bit.ly/2GqVDsA Bad Joke of the Day - http://bit.ly/2EWAf0L HQ Trivia (Free Game) - http://bit.ly/2GoSh9r The Jinx Game - http://bit.ly/2pgjkeS Skit guys video - http://bit.ly/2IrI2BN Super Sexy Pack - http://bit.ly/2GPz2ou God, Guys, & Girls - http://bit.ly/2ou9tCC The Scholarship Fund - http://bit.ly/2DqllKT Our Scholarship Form - http://scholarships.epikosfuse.com All the resources Frank has at DYM - http://bit.ly/FRANKDYM

In this episode Frank had to talk about porn to his students. It was a rough night….. Just Kidding! It was actually a pretty amazing night for FUSE. Frank also talks about one of the best games he has played in recent months. Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s TV Show Theme Song Trivia - http://bit.ly/2oCa0ld Podcast Network - https://podcast.downloadyouthministry.com Simon Says Intro Video: Episode 1 - https://www.downloadyouthministry.com/simon-says-intro-video-episode-1Bad Joke of the Day - http://bit.ly/2EWAf0LFrank’s Camp - http://fuse.campShape It Up - https://www.downloadyouthministry.com/shape-it-up-playdoh-gameSpoken Word Video by Joseph Solomon - https://www.youtube.com/watch?v=GfTeRTpyiw0Super Sexy Pack - http://bit.ly/2GPz2ouGod, Guys, & Girls - http://bit.ly/2ou9tCC All the resources Frank has at DYM - http://bit.ly/FRANKDYM

In this episode Frank had to talk about porn to his students. It was a rough night….. Just Kidding! It was actually a pretty amazing night for FUSE. Frank also talks about one of the best games he has played in recent months. Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s TV Show Theme Song Trivia - http://bit.ly/2oCa0ld Podcast Network - https://podcast.downloadyouthministry.com Simon Says Intro Video: Episode 1 - https://www.downloadyouthministry.com/simon-says-intro-video-episode-1Bad Joke of the Day - http://bit.ly/2EWAf0LFrank’s Camp - http://fuse.campShape It Up - https://www.downloadyouthministry.com/shape-it-up-playdoh-gameSpoken Word Video by Joseph Solomon - https://www.youtube.com/watch?v=GfTeRTpyiw0Super Sexy Pack - http://bit.ly/2GPz2ouGod, Guys, & Girls - http://bit.ly/2ou9tCC All the resources Frank has at DYM - http://bit.ly/FRANKDYM

In this episode Frank had to talk about porn to his students. It was a rough night….. Just Kidding! It was actually a pretty amazing night for FUSE. Frank also talks about one of the best games he has played in recent months. Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s TV Show Theme Song Trivia - http://bit.ly/2oCa0ld Podcast Network - https://podcast.downloadyouthministry.com Simon Says Intro Video: Episode 1 - https://www.downloadyouthministry.com/simon-says-intro-video-episode-1 Bad Joke of the Day - http://bit.ly/2EWAf0L Frank’s Camp - http://fuse.camp Shape It Up - https://www.downloadyouthministry.com/shape-it-up-playdoh-game Spoken Word Video by Joseph Solomon - https://www.youtube.com/watch?v=GfTeRTpyiw0 Super Sexy Pack - http://bit.ly/2GPz2ou God, Guys, & Girls - http://bit.ly/2ou9tCC All the resources Frank has at DYM - http://bit.ly/FRANKDYM

In this episode Frank had his second mission trip meeting, played an awesome game of Codenames (free resource included), and launched their new dating series. Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s TV Show Theme Song Trivia - http://bit.ly/2oCa0ld Podcast Network - https://podcast.downloadyouthministry.com Culture Link - http://www.culturelinkinc.org (ask for Ryan Hurlburt) Bad Joke of the Day - http://bit.ly/2EWAf0L Frank’s Camp - http://fuse.camp Codenames: Get The Game on Amazon - http://amzn.to/2ov79vs Rules Video- http://bit.ly/2EUSPXj Download my Excel game to play in your group - http://bit.ly/2EYcFN7 John Christ Video - http://bit.ly/2t1uzx8 Super Sexy Pack - http://bit.ly/2GPz2ou God, Guys, & Girls - http://bit.ly/2ou9tCC All the resources Frank has at DYM - http://bit.ly/FRANKDYM Join the Facebook community to stay up to date about DYM 100 - http://bit.ly/2HRCujY

In this episode Frank had to officiate a wedding however delegated the whole service to his male leaders. *Spoiler Alert* They did Great! Check out the sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s Dating Series before February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studens How I Had 80% Of My Students Register For Camp On The First Day - https://blog.downloadyouthministry.com/80-students-register-camp-first-day/ Podcast Network - https://podcast.downloadyouthministry.com Bad Joke of the Day - https://www.downloadyouthministry.com/bad-joke-of-the-day All the resources Frank has at DYM - https://www.downloadyouthministry.com/shop?author=213 Join the Facebook community to stay up to date about DYM 100 - https://www.facebook.com/groups/DYMCommunity/

In this episode you will be sitting in on Frank reflecting and reviewing with Bethany and Sarah on how Big Winter Weekend went. In this longer episode we break down each and every single aspect of the weekend. Listen as the team reflects on the ups and downs of this big event. Check out our sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s fun game Selfie Scavenger Hunt – https://www.downloadyouthministry.com/selfie-scavenger-hunt-youthmin Download the weekend's Planning Center Outline: https://www.dropbox.com/s/zgitpebbc9kb156/PC%20Scedule.pdf?dl=0 Lance aka Red Eye: https://www.facebook.com/redeyeraps/Corey Cifax: https://www.facebook.com/cory.r.cifax

DDB Canada CEO Frank Palmer joins BIV on Roundhouse to reflects on his decades-long career and trends in the advertising industry as he discusses his newly released biography, Let’s Get Frank. See more of Tyler Orton's and Hayley Woodin's reporting as well as Kirk LaPointe's commentary at www.biv.com/

In this episode Frank explains all the work he has been doing for the past six months in preparation for Big Winter Weekend. Check out our sponsor Give Central! http://givecentral.org Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s Dating Series for February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studens Registrations By Planning Center: https://registrations.planningcenteronline.com EventBrite: https://www.eventbrite.com Sunday Cool: http://www.sundaycool.com SmartyPass: https://www.smartypass.com Trip Lee Mall Ad: https://www.instagram.com/p/BemEvR_FGff/

In this episode Frank talks about mission trip meetings and ends his first series of the year. Join the mailing list and follow me on social media! Go to http://FrankGil.me Get Frank’s Dating Series before February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studens Countdown Video & Transitions - https://www.downloadyouthministry.com/7-video-transition-pack-deal Bad Joke of the Day - https://www.downloadyouthministry.com/bad-joke-of-the-day Oreo Challenge - https://www.instagram.com/p/BejEZgVlAH8/ This is your year - https://www.downloadyouthministry.com/this-is-your-year-youth-group-series

In this episode Frank has a huge news about the podcasts. He also talks about how his sermon was a bit rough, a fun game of human tic tac toe, and speaking at a winter retreat. Get Frank’s Dating Series before February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studens Countdown Video & Transitions - https://www.downloadyouthministry.com/7-video-transition-pack-deal John Crist Video - https://www.youtube.com/watch?v=0cjckG-NoIQ Bad Joke of the Day - https://www.downloadyouthministry.com/bad-joke-of-the-day Human Tic Tac Toe - https://www.instagram.com/p/BeO4HbXFMsi/ Got questions? Email Frank! Frank@FrankGil.me Follow Frank everywhere: @pastor_tank

In this episode Frank has a huge news about the podcasts. He also talks about how his sermon was a bit rough, a fun game of human tic tac toe, and speaking at a winter retreat.Get Frank’s Dating Series before February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studensCountdown Video & Transitions - https://www.downloadyouthministry.com/7-video-transition-pack-dealJohn Crist Video - https://www.youtube.com/watch?v=0cjckG-NoIQBad Joke of the Day - https://www.downloadyouthministry.com/bad-joke-of-the-dayHuman Tic Tac Toe - https://www.instagram.com/p/BeO4HbXFMsi/Got questions? Email Frank! Frank@FrankGil.meFollow Frank everywhere: @pastor_tank

In this episode Frank has a huge news about the podcasts. He also talks about how his sermon was a bit rough, a fun game of human tic tac toe, and speaking at a winter retreat.Get Frank’s Dating Series before February - https://www.downloadyouthministry.com/waiting-dating-and-mating-relatonships-sex-series-for-studensCountdown Video & Transitions - https://www.downloadyouthministry.com/7-video-transition-pack-dealJohn Crist Video - https://www.youtube.com/watch?v=0cjckG-NoIQBad Joke of the Day - https://www.downloadyouthministry.com/bad-joke-of-the-dayHuman Tic Tac Toe - https://www.instagram.com/p/BeO4HbXFMsi/Got questions? Email Frank! Frank@FrankGil.meFollow Frank everywhere: @pastor_tank

Bridget Doyle and Kirsten Wyatt get together to recap their #Frank2016 experience. The Frank conference is all about public focused communication. Between quoting Damn Daniel and avoiding bats Kirsten and Bridget learned some communications tips and ideas for future ELGL conferences.