Podcasts about getting real

This week, Cameron and Chad discuss their favorite fictional foods and flavors

Jessica is joined by lawyer, journalist, and Substacker Aaron Parnas to talk through some alarmingly authoritarian news stories. Does Trump really intend to call in the military to police American cities? Does the administration ever intend to present evidence for deporting Kilmar Abrego Garcia, or are they just being stubborn? And what is going on with Trump's hands? Plus — as a Gen. Z luminary, Aaron reveals the key to reaching younger voters. Follow Jessica Tarlov, @JessicaTarlov.  Follow Prof G, @profgalloway. Follow Raging Moderates, @RagingModeratesPod. Learn more about your ad choices. Visit podcastchoices.com/adchoices

#115: On today's episode, Kimmy Nguyen, content creator and founder of Blushing Agency, jumps on the podcast to share her vulnerable journey. She shares her healing after discovering dark truths around her biological father and her journey back to hope. The girls get into: growing up in chaotic family dynamicshitting rock bottomnavigating a mother with narcissismuncovering family secrets and maneuvering generational traumacultural expectations and how they impact living authenticallythe importance of getting real when it comes to our own healing the impact that living in victimhood has on our own healingnavigating betrayal and moving into a place of acceptancerecognizing judgement in our own thought patternstips for moving toward peacenavigating adult friendshiplearning to trust others and develop connection& MORECONNECT BELOW:follow Kimmy herefollow her agency hereCONNECT with HAN:follow Han ⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠follow HOW I SEE IT ⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠shop the podcast merch ⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠work with Han: howhanseesit@gmail.com

Ryan & Rory are one of country’s most exciting new duos. Ryan Follesé first broke out as the lead singer of Hot Chelle Rae with the global hit “Tonight, Tonight.” Though he found success in pop, the son of two legendary Nashville songwriters always felt pulled back to country. He found his perfect match in Rory, a powerhouse vocalist and multi-instrumentalist who cut his teeth at the Myrtle Beach Opry playing 300 shows a year. Broken Bow signed them on the spot, and the duo released their self-titled EP last summer. They’ve since dropped more singles like Them Boots, Truck Stop, and Together Again with Jamey Johnson—who rarely collaborates, but declared, “If I were a gambler, I’d bet it all on these two.” With millions of streams, a Grand Ole Opry debut, and undeniable chemistry, Ryan & Rory are just getting started. Their new song “Girls are Pretty” drops Friday!See omnystudio.com/listener for privacy information.

Romans 14:1-12 The post Getting Real With God & Man – Part 5 appeared first on Calvary Chapel Chino Hills.

Today's guest is Liz Campbell, the Experience Director for Emerging Prairie (EP), a Fargo-based resource that provides: A platform to share knowledge, success and experiences The pulse of the region's entrepreneurial activity A network of passionate individuals shaping the region's future Among Liz's many projects at Emerging Prairie is TEDx Fargo, one of only a very few locations to have held a 2-day event. Liz is a connector of people, always wanting to know what makes them tick and how she can help them succeed. She is an enthusiastic believer of personal development and growth, and can often be found in the front row at concerts, catching up with friends at local breweries and coffee shops, or wandering around Downtown Fargo. She calls Fargo home, where she lives with her husband, Scott, their kids Sophie and Noah, and their adventurous corgi, Toby. In this conversation, Liz pulls back the curtain on the TEDx Fargo process, and shows us what it takes to ensure that event is one of EP's signature offerings. Connect with Liz on LinkedIn at https://www.linkedin.com/in/lizcampbellfargo.

Dejan Kovacevic's Monday-Friday morning commentary on the Pittsburgh Steelers Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special solo episode, I'm answering your questions raw, unfiltered, and straight from the heart.From navigating grief and starting over to building a brand in alignment with your healing journey, these questions reflect the exact conversations so many of us are having behind the scenes. Whether you're a mompreneur, a creative, or simply someone figuring out how to keep going after loss, this episode is for you.We'll talk about:How grief shows up in unexpected placesThe moment I realized my camera could be a healing toolWhat success means to me nowWhy visibility feels scary and why you should do it anywayAnd so much more...This isn't a highlight reel; it's real talk. If you've ever felt unseen, stuck, or unsure of your next step, I hope this conversation reminds you: you're not alone.Please let me know—do you like this Q&A format? Your feedback helps shape future episodes. DM me on Instagram @mayilenz

Matt's Monday-Friday morning commentary on the Pittsburgh Steelers

Derek Winkley, musician, writer and music producer, joins Rita Springer for a powerful conversation about music, ministry, and the unspoken tensions in the Christian industry. From his early years playing drums in the Black church to producing worship music across cultural lines, Derek shares his heart on creativity, race, ego, and why he's determined to end well. If you're an artist, worshipper, or believer seeking depth, this one's for you. Some things need to be said, even if they make us uncomfortable.If you're enjoying the show, please rate and review!Follow Rita on ALL Social Media: https://linktr.ee/ritaspringerIf you would like to support the Worship Is My Weapon podcast you can donate to Wearing Justice at https://give.tithe.ly/?formId=0f0e22b...

From singing Johnny Cash covers in bars at just eight years old to racking up over 86 million streams, Roman Alexander has built his career on grit, faith, and heart. A grandson of Mexican immigrants and a true Midwesterner, Roman chased his dream to Nashville—enduring long days and dead-end jobs until his breakout duet “Between You & Me” made him one of Spotify’s longest-running independent country artists. With his new EP Midwest Calling, Roman shares the stories of where he’s from, what he’s carried, and why he’ll never stop believing in the music that brought him here. For him, success isn’t about charts—it’s about connection, faith, and the small circle of people who make it all matter.See omnystudio.com/listener for privacy information.

Derrick Levasseur from The Traitors, Big Brother, Big Brother Unlocked, Crime Weekly, Detective Perspective Podcasts is Getting Real with Beth Stolarczyk and Jon Brennan in this episode. Derrick is one of Beth's favorite reality TV stars, and after you listen to this, you will understand why. Learn more about your ad choices. Visit megaphone.fm/adchoices

Romans 14:1-12 The post Getting Real With God & Man – Part 4 appeared first on Calvary Chapel Chino Hills.

Juan's recent interview with Jeni Juranics about fraudulent mediumship and his recent personal journey has him asking why we believe in illusions that might not be serving us well.If you're interested in joining a free mediumship group session that will be recorded for the podcast, go to juanfranciscospirit.com/podcastgroup.Got thoughts? Send the show a text.

When your Executive's calendar is bursting at the seams, it's tempting to feel responsible, like somehow, you should have prevented the chaos. But guilt doesn't belong in your job description. In this episode, we're flipping the script on calendar management and giving you the tools to start strategic conversations that lead to real change.We're diving into:Why it's so important to talk about time, especially when your Executive is “too busy”How to ask subtle, thoughtful questions that spark meaningful reflectionWhat to do when your Exec says, “I don't know,” and how to gently guide the conversation forwardThe real difference between being the calendar manager and being a strategic partnerYou'll walk away with 10 practical conversation starters (and yes, there's a free template!) to help you uncover what's really driving the diary, and how to make smarter decisions with your Executive, not just for them.

Join Brian and Scott Dunn as they unpack what “buy-in” actually means and what it takes to move from surface-level support to genuine commitment in this episode of the Agile Mentors Podcast. Overview In this episode of the Agile Mentors Podcast, Brian is joined once again by Scott Dunn to tackle a listener-chosen topic: how to get real buy-in for Agile initiatives, especially when shifting from a non-Scrum environment. They explore why buy-in isn’t about enthusiastic cheerleading or deep Agile knowledge, but about leaders and teams aligning on desired outcomes. From the cost of performative support to the emotional side of change, Brian and Scott share practical strategies for securing support at all levels of the organization. Along the way, they dive into influence tactics, the importance of shared purpose, and how co-creation—not compliance—drives lasting change. Whether you're guiding a large transformation or simply trying to influence up, this episode will help you rethink how to earn trust, build alignment, and inspire meaningful momentum. References and resources mentioned in the show: Scott Dunn Elements of Agile Assessment Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Scott Dunn is a Certified Enterprise Coach and Scrum Trainer with over 20 years of experience coaching and training companies like NASA, EMC/Dell Technologies, Yahoo!, Technicolor, and eBay to transition to an agile approach using Scrum. Auto-generated Transcript: Brian Milner (00:01) Welcome in Agile Mentors. We're back for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And I also have with me today someone that you probably know pretty well because he took over this podcast for about a month there. Mr. Scott Dunn is with us. Welcome in, Scott. Scott Dunn (00:19) Hey, thanks Brian. Yes, that podcast takeover was a lot of fun. So thank you for that opportunity. That was a hoot. Had a great time. Brian Milner (00:25) Absolutely. Well, I don't think I publicly thanked you for that. just ⁓ a public thanks. Scott Dunn (00:28) No, you didn't. No, not even an email. Not even a Slack message. Brian Milner (00:33) Well, very public thanks to you for doing that. Those episodes were great. I enjoyed them and it was fun to be a listener. It was fun to listen to it and just kind of hear the conversations and be a fly on the wall for those. So thanks again for doing that. Scott Dunn (00:47) Yeah. Yeah. It's a real treat. Brian Milner (00:48) We're having Scott on we kind of ran an experiment on this one because we were Scott was teaching a class for mountain goat and We thought maybe we'll just see what the class thinks so we pulled the class to see what topic do you want us to talk about and We thought we'd just go with the winner the winner that came out of that class was how to get buy-in How do you get buy-in in a? move from a non-scrum place to a Scrum kind of way of working. How do you get buy-in in the organization and buy-in from others? So when I was thinking about this as a topic, I think the first thing that popped in my head Scott about this was What do we mean by buy-in? So what does that mean to you? Scott Dunn (01:33) Right. So sometimes what I'm hearing is people saying like, buy in, you know, they, I would hear a common complaint, like they don't get it. They don't understand. don't, for me, buy in isn't that they need to understand agile or scrum and these types of things and how it works. Buy in is they get, they give their support kind of regardless. So my favorite example of that is walking into, this is a multi vendor effort we're doing on a Salesforce implementation. And we'd asked for the VP of the whole thing to come down and say some words before we had our first retrospective. You can imagine it's going to be kind of heated with different vendors trying to make each other look bad or whatever. And he'd said, yes. So we're coming down into this, you know, big high stakes meeting. And I just remember him saying, you know, I'm so excited to be doing this for you all. It's great. And he kind of falls in and looks at me says, what am I doing again? Cause he didn't, he didn't know, he didn't know what a retrospective was. He just knew he was asked to come and do something around that. And to me, Brian, Brian Milner (02:21) Ha Scott Dunn (02:28) That's fine. He's showing up. He's letting everyone know this way of working is important. It's important to me. It's important to success. And he probably couldn't tell you any of the meetings or artifacts or anything in scrum, right? But that's still what we need. Brian Milner (02:39) So. Yeah, I think that's a good way to think about it because I think a lot of people sometimes think of buy-in, like everyone's clapping and waving scrum flags around and all that stuff. And I don't think that's really buy-in. I think it's just the willingness to honestly try it, to give it a shot and be open about what would work and what doesn't work. The opposite of that is the resistance, know, of just being resistant to it and saying, I'm gonna put up hurdles and walls in the way of this being successful. That's, think, what needs to be avoided. Scott Dunn (03:18) Right, right. think that some of what was helped is to give them the, for me, the mindset of their buy-in isn't about doing things right. They're not saying, we're really wanted. We really want a new process. We were getting asked to come in because they're not getting the results they want. So buy-in for me from their perspective is how to help get the results that they're looking for. And they'll support us to get those results. So I don't talk to them about some of the aspects of an empirical process or any of that. I sort of say, you in order to get things faster or in order to improve quality, right? And that's how they get behind that. I think sometimes people are preaching some of the process part, even if they could understand that's not really what they're about. But I think they even struggle to understand what we're talking about. So yeah, it's hard for them to get behind and support us when they're not tracking. They simply know there's a pain point we're having. Can we talk about that and how to get what we need and what do you need from me to get that? Great. But I think we We can do ourselves a favor by helping point to the same target, make sure we're aligned with the same target they want. And maybe they'll give us more support if they feel like, yeah, you're tracking with me. I want to come in talk about, you know, more collaboration. Like we already have enough meetings. That's what, that's what I heard. Right. But I'll come and talk about faster time to market. Well, yeah, now they're interested in talking about what they need to do, you know, that I'm asking them to get behind that. I think that's fair. Brian Milner (04:28) Right. Yeah, I think there's also an element there, because I know we're both kind of fans of and users of kind of the path to agility framework from our friend David Hawks. And I love the part of that that's trying to establish the motivation, the purpose from the outset to try to say, What's the thing we hope to get out of this? And I think that's really crucial in getting buy-in that you can't just tell people, hey, we're gonna be a Scrum organization now. Why? Because I tell you that's what we're gonna do, because we're gonna check off the box and say that we're now Scrum. That's not motivating to anyone. if I can say, no, we're gonna... go through this change because here's the end result. Here's what we're trying to get to. Here's what we think will be better. If I can lay that out, then I've got a purpose behind it. And now I have motivation to go forward with this difficult change and learning what's expected of me and all that stuff. But if that's not done, I feel like that's a crucial misstep in that. Scott Dunn (05:44) Yeah, I wanted to add to that, that that point about the clarity of the goals is really something that has sticking power. And we had a client, I came and was working with him this year that he had remembered from the last year as the CTO. He's remembering from last year that we had done that same exercise or what are the goals that leadership has. And he remembered it was quality and customer satisfaction. That had been over a year since we had done that, but that not only stuck with him, but we came back to the group and kind of had a fun poll. Like, everyone remember? They remembered. And so every time we're having a decision we're trying to make about should it be this way or that way on the process, the different, were doing the race, the matrix work, et cetera, people kept coming back to, well, is that going to help us in terms of quality? Is that going to help us in terms of customer staff? We're not going into the nuts and bolts of Scrum or these other approaches. It's simply what's the business goal. will that help us hit the goal? And when the leader hears you using their language that they get, like that's my goal, they're feeling like, okay, whatever you need to do, sounds like you understand what I'm after, right? It's really powerful. But I like that you mentioned that, because when we go through that exercise, always super clear, we don't get confused. Times when we lead with, especially on the executives trying to lead with explaining Scrum, you can tell sometimes they're not really tracking or they're following along, okay, so what's the point? Brian Milner (06:59) Yeah. Scott Dunn (06:59) Yeah, you start off with what's their goals. They're like, great, this is exactly what I want to talk about. And then, Hey, you're not doing the things you need to do to hit those goals. Oh, okay. What are they? I mean, I remember one time a couple of years back, literally when the coach was presenting the results of that assessment towards their goals, they cut them off in the middle of his presentation. Just says, well, why, why is it, you why is that red? Why are we not hitting the goal? What do need to do? And they just started solving the problem right then he couldn't even finish his presentation. Talk about getting support. And he had been there six years saying, Brian Milner (07:23) Wow. Scott Dunn (07:27) Scott, they're not gonna buy into doing this transformation team and the scrum work. He couldn't even finish, I think, a couple of slides and they gave him everything he wanted, right? Powerful, powerful. Brian Milner (07:36) Yeah. Yeah. I think that's a good point. I also think one of the reasons that there's, you know, and that kind of parallels it. One of the reasons there's a lack of buy-in in general is that it's sort of targeted to just one area. You know, like this is a team thing. The teams are going to get trained, but the leaders have no idea really what's going on. They're kind of separated off from this. And I think that's a big part of the problem as well is you get buy-in when they see the leaders have bought in. So are the leaders bought in? Are the leaders on board with this? If they're not, then the rest of the group isn't going to be bought in either. Scott Dunn (08:18) People are smart. They're watching which way the wind's blowing. to be honest, Brian, I'd love to hear your thoughts. I tell people, I don't even care if they genuinely believe in that or not. If they're getting behind it because that's the way the politics are going, hey, they're getting out of the way. We're getting things done. Fine by me. Right. So partly when we're getting that by now, so make sure leaders, are you communicating this clearly? Because some of your people are either not on board or they're kind of waiting to see, this a fad or is this going to blow over? I need you to really communicate that clearly, et cetera, to see if people are get on board with that or not. Or, and on the other side, if I feel like some of these folks are not on board and I do feel like I have leadership support, I need to escalate that pretty quickly and make sure you understand, know, because they might get mad at you or me for talking about scrum and changing things. I'm like, I didn't knock down the door and come in myself. I was asked to come in here by someone who has authority. So maybe you need to clarify that with them, whether we're doing this or not. But don't get mad at me. Brian Milner (09:04) Right. Scott Dunn (09:11) So I will check them on that and clarify with the leadership to say, let's make sure your people are in alignment as well. If we do have that buy-in for sure. Brian Milner (09:20) Yeah. I saw another kind of quote about this that really got my brain working a little bit. Cause it was talking about the cost of fake buy-in and it was, it was kind of saying, you know, performative buy-in might actually, you know, it was asking the question, is performative buy-in worse than just outright resistance? And I don't know. Let me ask you that. What do you think? Do you think performative buy-in is worse than just someone who's resistant? Scott Dunn (09:28) Interesting. Yeah. As someone that just gave an example of performative buy-in. So if you would ask me a week ago, I might have gave a different answer, but someone was talking about this is a wildly different aspect of this, but you did ask me to join. So you get what you get. ⁓ They're talking about the difference of discrimination in the US versus South Africa. And they said, what's the difference? And they said in South Africa, it was blatant. no, you're a person of color. You cannot buy property here. That's how it is. Here, it's more like Brian Milner (09:59) You Scott Dunn (10:14) Yeah, we're looking at your loan application and I don't know if you can buy in this way. So it's subtle. And this person actually said, I'll take the outright blatant discrimination of South Africa, where at least you know what the issue is versus the subtle one. So maybe to that point with what you're saying, maybe it is better to have outright resistance and then say, well, at least I know who's on board or not. Rather than the person says they're on board, but every time they're in a meeting, they come out meeting and we don't get the decisions made we need. That's funny. Brian Milner (10:39) Yeah. Yeah. When I read this and started to think about it, I kind of had that same conclusion that like when someone's being outright resistant, yeah, it's an obstacle, but it's honest. And, you know, I'd rather have the honesty because they're trying to, they're still acting their way because they have a belief that their way is the right way to do it. And so they're throwing up a resistance because they're honestly resistant to it. Whereas someone who just sort of nods in meetings and claps along and, know, oh yeah, sure, great. But then they're kind of in the quiet, you know, behind the scenes and the hallway conversations. That's insidious. That's something that I can't really deal with. And it's like, you know, let's have the discussion. Let's talk about it. And, you know, if you win, then great. Why not have the courage to just have the conversation and see which idea wins? Scott Dunn (11:39) Right. on that note, think for everyone's sake, Brian, if we could be honest for a moment, not that we haven't been honest in these other podcasts, but in this, in this moment, we're really going to be honest. Would you, would, do you feel at times that our culture, our company cultures actually teach people to do just what you said to not be honest, but then like be like, you know, politically savvy, don't say what you really think, but then you're going to kind of be subversive and undermine that thing. And I've dealt with that so many times, I'll show up to a meeting like, I would have swore we were on board. had that one-on-one and now you're not saying in the meeting that you go on board with that. So people might've gotten coached. It's actually not safe to be honest and have good clear spirited debate because there's a price to pay if they do that. And they maybe 10 years in corporate can kind of teach you don't be honest or they're trying to read the tea leaves about what you think it's going to be. And so, yeah, I definitely would rather take it. Maybe it's part of the mindset of trying to really check, you know, where people are at. If I go back to my early days of coaching, those one-on-ones of having the level of honesty to really know where people are at. That was, think, some of the power. And I think some of that came from genuinely caring about the people, wanting them to succeed, wanting them win, even if it wasn't going to be at this company because of all the change or whatever. I did feel people felt like I really was open and honest with them and transparent and had their back. I would hear some real things about how they really felt because they didn't feel like there was a payback for that. And that allowed me to actually say, well, you know what, if you're really not on board, let's see what we can do as far as another opportunity. Maybe it's a positional switch we can do or whatever that was. Because I mean, this did affect people's jobs in some ways. And I think maybe if I don't have those one-on-ones, they're probably just going to give lip service because they don't know if anyone there really has their back in a turbulent time of change. AI is a great example of that, right? Hey, we want to move forward with AI. Well, what's the impact of my job if we do? But no one's really talking about that, right? It's all positive and all that. So I think people are trying to read that too. But you bring up a good point. I think I would take the direct as long as they feel like they can safely be open and honest. Brian Milner (13:31) Yeah. Yeah, well, even that question, right? What effect is AI gonna have on my job? And the honest answer I think that someone has to give right now is, don't know. I feel like I understand what it is today, but I don't know that that's gonna be the same way tomorrow because this technology changes so fast, so I can't promise anything. But here's what it is today and this is the paradigm we're trying to live in. So I think that there's an honesty component there that you've got a mirror to say, hey, I'm going to be honest with you. You be honest with me about this. And we'll be upfront with each other as we make our way through this. yeah, so yeah, think that kind of being honest and taking that approach, I think, is the right way to go. I also think that being kind of a reverting back before you get into things like, here's what a Scrum Master is, here's what a product owner is. You've got to start with the basics and mindset kind of culture things. You have to start with transparency, inspection, adaptation. That's really the way to go. And if we buy into those sorts of things initially, then we can start to say, well, here's a practice that supports that. Now you understand why we're doing this practice because it does this thing. Without it, it's just sort of one of those things of do as I tell you, you know, and that doesn't get buy-in. We've got to see the why behind it. Scott Dunn (14:48) Yes. Yeah, I think so. That's a great point. I was just making a note because sometimes we come in about agile. Some of the folks when I'm sharing this, it's maybe is new to them that I try to really present it. I want what you want. So even down to the words and then I kind of map back to that. So for example, if if we have quality problems now, I might believe in say an agile practice like mob programming, but I don't want to bring up like, hey, we should try mobbing. because it's cool or because you know, whatever, they don't care about that. But oh, they have a quality concern. Hey, boss, I've been thinking about, you know, these quality issues. I got an idea that I think it really could help with quality. But if I was to ask you, Brian, is is Bobby gonna, does Bobby help with quality? Does Bobby help me with, you know, cross training and tearing down knowledge silos and sharing learning? And I think, well, it does a lot of things, I pitch it towards what management wants. So agile as a means to an end. So I want what you want. And if I can't get that clarity that I want what you want, I need to be listening more because if I feel like I come to them talking, I've seen from my own experience, I come talking about better collaboration. That's not what's on their mind. I'm literally losing credit with them because they're like, why are you bringing this up? Like this isn't even our concern right now. Right. So I'm losing trust. I'm losing political capital. So I listen intently what their concerns are, the things I think that are important or that can get that. Then I'm going to pitch it. I'm going to pitch it in that language even like, you know, that what these are the things that would help on. I want what you want. Brian Milner (16:00) Yeah. Scott Dunn (16:18) the sport, I'll even research stuff to find out. So maybe I gave an example recently, when I was a manager for a web development, team that they wanted bigger monitors, of course, and I couldn't get approval for the bigger monitors. so I went and researched, I knew that always we had pressure to deliver more. I researched until I found somewhere someone had to study the show that larger monitors help productivity. And then I brought that to him and like, Hey, I'm looking for ways to improve the team productivity. I think I found something. What is it Scott? Brian Milner (16:30) Mm-hmm. Scott Dunn (16:46) Well, larger monitors, you can tell us, Smollick, really? You've been asking for this for months. I said, no, there's a study that proves it. Now he approved it right then. But partly I wonder, Brian, is I was also giving him air cover for when he gets flack from the other departments. Why does Scott's team get the special monitors? Well, it improves productivity. And right. He's got a reason now. Otherwise, it looks like maybe he's just playing favorites or something else. Right. We're all watching costs. So I will do the research to say, hey, I want what you want. I'll go and I'll go and dig it up. Brian Milner (17:04) Yeah. Scott Dunn (17:13) Someone somewhere must've said it's gonna help. So I'll bring that to them. It ⁓ worked. Brian Milner (17:17) Yeah. Yeah, I think you're right. you're giving him the why behind it. You're telling him, hey, here's something that's in. It's the old outcome argument that the outcome from having larger monitors is this, that we have this productivity. I know you want greater productivity, so here's a means to do that. And I think that's kind of the way that this, you in a nutshell, what we're trying to say here is, you know, I can't go into a company, your boss comes into your company tomorrow and says, hey everyone, we're switching to pens that write in green ink, because we're a green ink company. We just, we want to be known as the green ink company from now on, because it's better. So everyone, make sure you switch to green ink. I mean, they do it. But there's a difference between compliance and real commitment. ⁓ And that's the difference, I think, is, all right, you wanted to switch to green ink, but why? What's the point behind it? I'll do it, but I'll be committed to it if you tell me, well, studies show that when people read in green ink. I mean, that kind of thing can make an impact. But otherwise, it's like you're Scott Dunn (18:08) Yes. ⁓ Absolutely. Brian Milner (18:31) It's almost like an insult to the intelligence of someone, you know, to say, we're going to do this crazy new thing called a standup, you know, or daily scrum or whatever. And well, why are we doing that? I don't know. Cause right. That they tell us that's what we're supposed to do. Well, we have to stand up for a meeting. Why are we standing up? Why aren't we just sitting down? It's more comfortable. I don't know, but that's what you do in a daily scrum is you stand up. Right. I mean, it's, it's, it's that kind of a thing that I think. Scott Dunn (18:34) yeah. Yeah. I don't know. Brian Milner (18:58) if you don't lay the groundwork of here's why, then they're gonna just react with the way that you would switch to green ink. ⁓ Scott Dunn (19:05) I love that example. love that. And we've all been there, right? When someone says, why would we do this? I'm like, I actually don't know. It's a terrible feeling. I don't know. We go through all this effort to do just that. And you mentioned that compliance, compliance will never have their heart and soul and energy into this. So think that that's a big deal for them as well. When leaders are, we had something happen where it's a large financial institution and their data engineering group. Brian Milner (19:11) You're right. Yeah. Scott Dunn (19:33) You're like, yeah, AI is not really, you know, for us, not important to us. Which is interesting, right? Then the next week, like that, the head of that group, their boss's boss says, we need to be using, AI. Well, guess who makes it announced at the very next week. We need to get going with AI, So some of this is like, look, if they're pushing those things, we also want to make sure that they're in a position to look good for their bosses, those types of things. Right? So one, you know, giving them air cover, but two, listen to the winds of those things. If we make them successful, I mean, this is old school, right? Make your boss look good. My goodness. If they feel like that's happening, then you're going to get a lot more support. And this is a good example of a radical change for a whole data engineering team, just because the boss's boss says so. So now we're going to do it. I think looking for even those opportunities and following through on what that might be bringing them ideas that make them look good and generating that as well. I love the green ink one. just now it makes me want to be that we're the green ink company. You're we're going to be known for this. Brian Milner (20:23) Yeah. Scott Dunn (20:29) ⁓ But why? Brian Milner (20:30) Yeah. I think it's also kind of important that you acknowledge that there is an emotional impact here. And this gets into kind of the idea of the whole Satir model of change and that kind of thing. And so I think maybe part of the equation of getting buy-in is really comprehending and understanding that you're not going to get buy-in right away. ⁓ Scott Dunn (20:56) Hmm. Brian Milner (20:57) you know, there's going to be chaos and resistance. There's going to be a point where people are going to be resistant to it. And if you do the rest of it well, then that they'll turn that corner. But what makes them turn that corner is, is that they're connected to the purpose behind it. And so if you're, if you're going to try to implement this, if you're to try to do a change, and just expect it's gonna be, know, hunky dory from day one, you're fooling yourself. Humans don't take to change well. It's got an emotional aspect to it. I love the way David Hawks used to always say this. You know, I knew how to be a hero the old way, and I have no idea how to be a hero in this new thing. So I don't feel comfortable with this change because I don't know how to win. Scott Dunn (21:41) So true. Brian Milner (21:47) And I think that is a really accurate reflection of that emotional kind of impact of it. Everyone wants to do their job well and be seen as a smart person at work and everything else. And I knew how to do that before, but now I don't know how. And so I'm afraid I'm gonna look bad. Scott Dunn (22:02) Right? And I think that lack of awareness or knowledge is some of the things that we're asking them to do. Like you said, uncomfortable or new doesn't feel good. And we kind of think that, oh, if I don't feel good, this must be bad. It's just uncomfortable. But I think I love what you're saying. We can map it out and say, by the way, it's going to look like this as we go through that. And that hero part, a lot of our management, like 90 % of the management is going to be in that, you what we call expert or achiever. Like they're the smartest ones in the room, or they're ones that coordinate everything and they know who to talk to. you're trying to introduce something to someone who thinks they already know all the things. So how we're presenting that to them, including the fact that they're human too, right? They're gonna feel some things and maybe uncomfortable. It wouldn't hurt to explain a bit more, even if they're not gonna necessarily admit it, but like, hey, it's gonna feel different. The people might push back on this. So even when you're first beginning that, it reminded me of how I just knew I'd need to ask my boss like five times. Look, lots of people are asking him for stuff. They're partly just going by the simplest way of Who keeps coming to my office the most? And maybe on time five, like, wow, Scott, this sounds like a problem. Well, yeah, I've been here five times. Because they're kind of waiting, like, is it really a problem or do you just come in once or twice? So repeating that and then maybe framing it to say, and doing the change looks like this and that, giving them information so they don't have to admit that they don't know if they're priding themselves on knowing all the things. I really think that's a great addition to that. The Satir change model, knowing that it's going to get uncomfortable. I've seen execs jettison this just because people are bothered or upset or they're uncomfortable. So therefore this must be a bad idea. So I think we can do ourselves a favor by explaining a little bit like it's going to look like this moving forward as far as their support. Some people may not like it and here's why, but here's how I would answer those people. Like you're literally feeding them the responses. And I'll also do the get behind the expert and say, well, this is, this is what Harvard business review says, or this is what this expert says. You might be surprised because Again, back to them being experts, if you ask them what they think they know about Agile, I might have mentioned before, they score themselves on average about 8.5 out of 10. But their people would score them about 4.5 out of 10, right? It was what I've seen when I did the study, the surveys. So they think they know, so they're not gonna admit they don't know, but go ahead and give them the information they wish. If you know they don't know, I like what you're saying, kind of shrink the chain so they can understand, it's gonna look like this and feel like this. People might ask this way. But here's how I'd respond to them. know, remember this is where, you know, 90 % of the companies are doing X, Y, and Z. So they have backing. They can answer to the people. We kind of set them up for success. Otherwise that satiric change curve is going to hit them. They won't have answers. That feels really awkward. This must be a bad idea. And they're going to undo what you just asked for. Right. I've seen that happen. You just got approval and then a week or two later it got put on hold or undone. Brian Milner (24:44) Yeah, no, I agree. one of the areas, one of the other kind of things that I found in thinking about this in advance was a quote that was from the five dysfunctions of a team book that we all talk about quite a bit. But there's a quote from that that says, people don't weigh in, they won't buy in. And I love that. And I thought, you know, that really is a good point that there, it's not about Scott Dunn (25:00) Woo! Brian Milner (25:08) people need to feel like they're co-creating with you. And to do that, you need to be able to listen to them. If they don't feel like they have a voice, mean, put yourself in their shoes. If you felt like there was a big change happening and you had no say in it, that would feel pretty oppressive. But if they felt like they're building the change with you, then I think then that's what kind of can turn people around and say, no, I have a say in this, I'm a part of this. and I get to shape a little bit about what this is going to look like. They're going to shape it a lot. I mean, that's part of just the Azure way of working is that, hey, we're going to individualize this for this company, for this team. It has to fit here. And the more we can help people see, no, you're a co-creator in this. You're not just being told, but you're going to shape this with us. Scott Dunn (25:54) Right? Even with the leadership, I mean, it's easy. think everyone listening would agree. If you look at the common leaders, that's, even the, let's say director level and above personality types, right? For, for disc, it's going to be a high D for a strange pattern would be like command, um, computing values framework. They're going to be blue, get results, make it happen. But we need it to be, we need to be their decision for some of these folks. So when I would come to one of my bosses and say, I think we should do X every time he'd say like, yeah, let me think about. I'll get back to you. I kept thinking like, I don't understand because these are my people. I thought you trusted me. I realized, it has to be his decision. So part of what you're saying is invite him into the solution. So then I'd say, hey, we've got three options, good, better, best. What do you think we should do? Or I'd say, hey, I've done all the research, option A looks great, option B looks terrible. What do you think we should do? I mean, I try to simplify it. I tried to make it obvious, but I couldn't tell him I need to do X or we need this from you. It needed to be his input and to decide. Brian Milner (26:44) Right. Scott Dunn (26:51) once I framed it that way, he agreed every single time. I simply frame it, put it right in front of him so it's kind of an obvious decision, but I had to let him have that voice to decide. I'm really glad you brought that up. That one literally went from zero to 100 % if I changed my approach of how I had addressed it to let him be the one to decide and weigh in on that. Or even pitch it as a sales. Hey, I think it'd be great to move forward. What would that look like to you? Well, now he's talking about moving that change forward. without even realizing it, because you said to move forward, what would we need to do? And now he is co-creating, but it's already a yes, right? But by default, a little bit of sales, a little bit of sales effort there. Brian Milner (27:24) Yeah. Yeah, no, that's a, that's a good example. And that's a good example, I think for like the scrum masters listening and other people out here that are, feel like, you know, I'm not the leader in the organization. I'm not way up here and I can't, you know, have my decisions trickle down to other people, but, you know, kind of the, influencing up kind of mentality there. Yeah. It might sound like a little bit of a trick, but you know, if you can help. the boss co-create with you, right? Here's the problem. I've done some research. Here's some solutions. How would this look for you? Or what do you think of these options? Which one do you think sounds best? If I'm a boss and someone comes to me and says that I've researched this, here's the solutions that are possible. Which one do you think sounds best? That's really a service to me because you've just done a lot of work for me and I know that I'm doing my job by making the decision, but you've presented it and now I don't have to do anything but make the call. Yeah. Scott Dunn (28:24) Yeah, yeah. Simplify the decision-making or frame the decision-making is, think we might actually be kind of, I don't want to say teasing. I just hear some feedback from people at times like, leadership's was like, bright, shiny squirrel, right? And they get frustrated. But in some ways I'm thinking, well, at least someone in the org is decisive. I'll take that. But we can help them leverage that decisive trait they have. Brian Milner (28:43) Yeah. Scott Dunn (28:48) But for the good, instead of these random crazy things, you know, when the leader's like, I love Agile, I can change my mind all the time. We can, we can, we can guide them to better decision-making too. I love the influence both up and down what you're saying the Scrum Master can do. I think we miss, that we all have that ability to try to influence decision-making and shape some of this. Maybe there's more agency than we realized, I think for some of these folks, Scrum Masters, product owners, cetera, that you might be surprised. Like run an experiment, try some of these things out that we're talking about and see for yourself. I mean, all these personality types are different and your orgs are different. I totally understand that. Do something, inspect and adapt and see what you get. might, cause once you strike gold, you're like, you know, you're set on getting influence and buy-in from folks. It's really powerful network. Cause we don't need to give you a title or change the org chart in order to have results happen with you involved if you're that kind of a person. And I think you can really write your ticket in your career if you're able to do that soft skill of influence and buy-in up and down. It's great. Brian Milner (29:43) Yeah, yeah, that's awesome. Well, I hope that for at least the people that were in your class, this is is hit it right on the nail on the head for what it is they were they were thinking this would be about. But I think this is good. I think this is a good conversation and it's important, I think at all levels, because there's you know, this this affects us whether we're doing a massive transformation in an organization or Scott Dunn (29:51) Yeah. Brian Milner (30:06) We're just trying to influence up a tiny bit, you know, the food chain. Scott Dunn (30:10) Yeah, absolutely. Yeah, I hope that for the folks who were in that class, you better let us know if that was it. If anyone else is interested in other things, absolutely. We love hearing what your what those topics would be and bring on the right people. I will say that Brian, you brought in so many different voices. It's really, really great. So again, influence us. You can practice what we're talking about by putting those ideas up there. Other folks that we'd love to hear, because I love the the slated speakers you brought in. Brian's been really awesome. Thanks for this opportunity. Brian Milner (30:34) Thank you. Yeah, absolutely. Thanks for coming on again, Scott.

Welcome back to Hear Me Out! We have my sister Riley back in the hot seat to answer part 2 of your 'Am I The Asshole' submissions. Plus, we unpack what's been going on and something that I haven't yet addressed online or the podcast, but I give you some reasons now as to why the time is right. Thanks for the love as always and I can't wait to bring you a fun and juicy episode next week! Xx See omnystudio.com/listener for privacy information.

Today is a Wonder and Ponder day and my wonder is about advice. As a certified Life Purpose and Career Coach, I've been trained how to be an effective coach, and that's quite distinct from my current corporate work as a consultant. Coaches do more asking, and consultants do more telling. That line has become a bit blurred over the years, and my style has transformed a bit. I've gotten pretty good at giving advice. But taking it? That can be a different story. Thanks to Ricot and Jody who joined the conversation live. If you'd like to learn more about my coaching and consulting work, check out my website at www.jodeebock.com.

Gretchen Carlson is an internationally recognized advocate for women's rights, whose bold actions against Fox News Chairman Roger Ailes helped pave the way for the global #MeToo movement. A former CBS News and Fox News journalist, author, TED talk alum, and champion for workplace equality, she was named one of Time Magazine's “100 Most Influential People in the World”. Gretchen is the co-founder of the non-profit Lift Our Voices which works to end silencing mechanisms in the workplace that keep toxic issues secret. She is also a frequent contributor to CNN and MSNBC, a Fast Company contributor and the author of the New York Times bestsellers “Be Fierce” and “Getting Real.” Her story of harassment and retaliation at Fox News has garnered international attention, including the Showtime mini-series “The Loudest Voice” and movie “Bombshell.” Her signature achievement is the passage of the “Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act” in March 2022, one of the biggest labor law changes in the last 100 years. Gretchen shares her terrific insights into a range of subjects including Trump 2.0, the Epstein scandal, #MeToo, and more. Got somethin' to say?! Email us at BackroomAndy@gmail.com Leave us a message: 845-307-7446 Twitter: @AndyOstroy Produced by Andy Ostroy, Matty Rosenberg, and Jennifer Hammoud @ Radio Free Rhiniecliff Design by Cricket Lengyel

In this series of episodes on Our Agile Tales, we're getting radically honest about company culture with Lizzie Benton—culture coach, founder of Liberty Mind, and one of the most refreshingly candid voices in the world of modern work.Let's face it: “culture” has become a buzzword. It's often pitched as a magic bullet for success, but most organizations still struggle to define it—let alone get it right. In this series, Lizzie helps us move beyond the platitudes. She unpacks what culture actually is, why so many transformations fall flat, and what it really takes to build a workplace where both people and business can thrive.We'll explore the tools and mindsets that matter, and dig into the uncomfortable truths that often get overlooked.In this episode:In this episode of Agile Tales, we finish our enlightening conversation with Lizzie Benton, where she discusses the importance of conflict resolution, nonviolent communication, and the complexities surrounding diversity, equity, and inclusion (DEI). Lizzie also recounts her most challenging and rewarding experiences in helping companies improve their culture, emphasizing the significance of leadership support and aligning actions with professed values. Her stories and advice offer practical tools for fostering a positive workplace culture.00:00 Introduction01:57 Conflict Resolution Strategies04:36 The DEI Powder Keg10:30 Controversial Case: Boeing and DEI14:17 Challenges in Company Culture20:11 Rewarding Experiences in Culture Coaching23:53 Resources for Building Company Culture26:31 Conclusion of Season 10 and Teaser for Season 11About Lizzie Benton:Lizzie is a culture coach and the founder of Liberty Mind. She helps companies evolve beyond bureaucratic structures toward more human-centered, purpose-driven workplaces. She's worked across industries—from tech to charities to construction—always with a focus on unlocking human potential and helping teams co-create meaningful change.Her approach blends depth and practicality, rooted in progressive practices like self-management, Liberating Structures, and Teal principles. Lizzie is a certified Holacracy Practitioner, Semco Style Expert, and TuffLeadership coach. She's been named one of the top 30 millennials changing the world of work and has been featured in Forbes, The Metro, and The Financial Times.Visit us at https://www.ouragiletales.com/about

Michelle “Mace” Curran has stared fear in the face—at 1,500 miles an hour. A former U.S. Air Force fighter pilot with nearly 2,000 hours in the F-16, she’s flown combat missions in Afghanistan, mastered the skies around the world, and made history as only the second woman to lead the Thunderbirds’ elite solo act—famous for her jaw-dropping upside-down maneuvers performed for millions. Now, in The Flipside: How to Invert Your Perspective and Turn Fear into Your Superpower, Mace reveals the hard-won tactics she used to turn fear into her greatest asset. Our candid, chapter-by-chapter conversation was more than inspiring—it’s a masterclass in taking control of your mindset and creating the life you’ve always wanted.See omnystudio.com/listener for privacy information.

Romans 14:1-12 The post Getting Real With God & Man – Part 3 appeared first on Calvary Chapel Chino Hills.

In today's episode I have a dialogue with Jesse Cruz, an entrepreneur and speaking coach from Rochester, NY who helps speakers get paid to travel the world with their families. Jesse shared his journey from being a veteran and youth advocate to becoming a successful speaker and coach who helps others make a living through speaking. Jesse discussed his development of a "lead through story" framework and his experiences organizing events during the pandemic, including his transition from charging $10 to $97 per person while overcoming self-doubt and financial challenges. The conversation concluded with Jesse's evolution into full-time entrepreneurship, his writing and publishing journey, and his current focus on hosting inclusive business networking events that combine family travel opportunities. You can find Jesse on Facebook at https://www.facebook.com/jesse.cruz.5

Reality television pioneers Beth Stolarczyk and Jon Brennan reminisce about their 101 podcast episodes and discuss their favorite guests and moments.  They ask each other some really difficult and thought-provoking questions about life.  Also, how do Robert De Niro and Rodney Dangerfield fit into this conversation?  Learn more about your ad choices. Visit megaphone.fm/adchoices

A new job listing over at PlayStation shows that more games are headed to Xbox. Naturally, the internet did its thing and we saw some crazy titles get tossed out as ideas for ports: The Last Of Us, Uncharted, Spider-Man, God Of War, and so on. Others have suggested that PlayStation is folding just as Xbox has. Have they? Joining me is Sir Bradley Ellis to dive into what ends up being a semi-painful reminder of the current state of Xbox as we shift from topic-to-topic. Please keep in mind that our timestamps are approximate, and will often be slightly off due to dynamic ad placement. 0:00:00 - Intro0:04:50 - Xbox's game price landmine0:21:12 - Satya's statement lol0:28:31 - More Xbox games to PlayStation0:34:31 - Holy cow, Xbox is getting more physical games?!0:44:20 - Fallout 76 is going to Ohio?0:53:08 - Oblivion Remastered reaches 9 million players0:56:31 - Xbox falls in like with UK's age verification process1:01:37 - Video game subscription spending is at an all time high1:04:18 - Wolfenstein is getting a TV series1:07:42 - Dead Space director Glen Schofield may have directed his final game1:23:15 - Mortal Kombat: Legacy Kollection had its release date leaked1:27:34 - Dying Light: The Beast has been delayed by 4 weeks1:32:16 - Silent Hill 1 Remake is closer than we thought?1:35:45 - A new Spongebob game has LEAKED1:48:20 - Can The Witcher 3 even be beat? CDPR doesn't know1:53:20 - Mafia: The Old Country is longer than expected?1:58:28 - A Star Wars Outlaws sequel has been canceled2:03:45 - What We're Playing2:33:41 - More PlayStation games coming to Xbox according to a job post2:48:22 - Xbox will have a significant presence at Gamescom2:56:58 - Game Pass Pick Of The Week Learn more about your ad choices. Visit podcastchoices.com/adchoices

Denise Salcedo reacts to AEW Collision especially Kyle Fletcher winning the TNT Championship, TNA iMPACT and shares her thoughts on WWE Unreal. To visit our partners at Chewy, click here. The Master's Class is now available on its own podcast feed! SUBSCRIBE NOW to hear over 50 episodes of Dave, Bully, Mark, and Tommy taking you behind the scenes like only they can, plus BRAND NEW episodes every week. Subscribe to SiriusXM Podcasts+ to listen to new episodes of Busted Open ad-free and get exclusive access to bonus episodes. Start a free trial now on Apple Podcasts or by visiting siriusxm.com/podcastsplus.

Today's guest is a former co-worker of mine who, although we only worked together for less than a year, made a huge impact on me in a very positive way. Dan Austin has been a corporate executive for 25 years for Fortune 100 and entrepreneurial ventures. He currently lives in Florida where he coaches team members to Connect, Contribute, and Continue (among many other life lessons). In this episode Dan and I explore the deep shift from external validation to authentic service. We reflect on personal growth, unconscious leadership, competing desires, emotional healing, and the power of real connection in business and life. From neuro-linguistic programming to spiritual practice, this conversation offers practical insights on influence, purpose, and how to lead with presence. You can find Dan via LinkedIn at https://www.linkedin.com/in/danaustin/

Hosted by Drew Beck, Head of Strategy, Growth and Innovation for Syneos Health Learning Solutions, this limited series dives into the breakthrough trends redefining health in 2025 and beyond. From bold moves in R&D and medical affairs to next-gen trial design, product launch strategies and the future of healthcare communications, each episode connects you with the minds driving real change. Big ideas. Real-world impact. Yes, omnichannel is still trending—but it's also evolving fast. Helen Green, Head of Patient Recruitment and Retention Strategy and AJ Triano, EVP, Customer Experience Practice, with host Drew Beck, unpack how forward-thinking strategies are transforming patient engagement and accelerating clinical development. Discover how AI and data intelligence are enabling smarter, more connected experiences across the healthcare and life sciences ecosystem. Tune in for actionable insights and a strategic lens on what's next in omnichannel innovation.  The views expressed in this podcast belong solely to the speakers and do not represent those of their organization. If you want access to more future-focused, actionable insights to help biopharmaceutical companies better execute and succeed in a constantly evolving environment, visit the Syneos Health Insights Hub. The perspectives you'll find there are driven by dynamic research and crafted by subject matter experts focused on real answers to help guide decision-making and investment. You can find it all at https://www.syneoshealth.com/insights-hub. Like what you're hearing? Be sure to rate and review us! We want to hear from you! If there's a topic you'd like us to cover on a future episode, contact us at podcast@syneoshealth.com.

In this series of episodes on Our Agile Tales, we're getting radically honest about company culture with Lizzie Benton—culture coach, founder of Liberty Mind, and one of the most refreshingly candid voices in the world of modern work.Let's face it: “culture” has become a buzzword. It's often pitched as a magic bullet for success, but most organizations still struggle to define it—let alone get it right. In this series, Lizzie helps us move beyond the platitudes. She unpacks what culture actually is, why so many transformations fall flat, and what it really takes to build a workplace where both people and business can thrive.We'll explore the tools and mindsets that matter, and dig into the uncomfortable truths that often get overlooked.In this episode:In this episode of Our Agile Tales, we continue our conversation with Lizzie Benton, where she shares insights on integrating company culture with sustainability, embedding continuous learning, and fostering employee engagement and retention. She also explores innovative approaches to pay, promotions, and the ongoing debate of remote vs. hybrid work environments. Providing examples from progressive organizations, Lizzie illustrates the importance of co-creation, psychological safety, and empathetic feedback in building adaptable and thriving workplaces.00:00 Introduction 02:03 The Importance of Sustainability in Company Culture04:27 Embedding Continuous Learning in Company Culture07:23 The Role of Professional Development in Employee Engagement10:02 Progressive Companies: Pay and Promotions in Flatter Organizations16:41 Remote vs. Hybrid Work: Co-Creating the Best Environment23:44 Ensuring Accountability Without Carrots and Sticks29:04 ConclusionAbout Lizzie Benton:Lizzie is a culture coach and the founder of Liberty Mind. She helps companies evolve beyond bureaucratic structures toward more human-centered, purpose-driven workplaces. She's worked across industries—from tech to charities to construction—always with a focus on unlocking human potential and helping teams co-create meaningful change.Her approach blends depth and practicality, rooted in progressive practices like self-management, Liberating Structures, and Teal principles. Lizzie is a certified Holacracy Practitioner, Semco Style Expert, and TuffLeadership coach. She's been named one of the top 30 millennials changing the world of work and has been featured in Forbes, The Metro, and The Financial Times.Visit us at https://www.ouragiletales.com/about

When Mandy Gonzalez steps on stage, you feel it—power, passion, presence. She rose to fame as Nina in In the Heights, shattered ceilings as Angelica in Hamilton, and defied gravity as Elphaba in Wicked. Now, she’s back on Broadway, transforming into the legendary Norma Desmond in Sunset Blvd., rewriting the rules of a classic role. Her voice is unmatched. Her story? Even more powerful. A working mom, recording artist (Fearless), and screen actress (Quantico, Across the Universe), Mandy has built a career on strength, soul, and staying true to herself—even while battling breast cancer. Five years cancer-free, Mandy Gonzalez is not just surviving—she’s blazing. And Broadway is better for it.See omnystudio.com/listener for privacy information.

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What is an authentic Christian? What are the expectations? Let's chat about being real and being Christian.

Inspired by the book Getting Real, HubSync Founder and CEO John McGowan explains to Thoma Bravo Partner Ross Devor how operating under tight timelines and budgets with a lean team forced HubSync to focus on an engineer-first approach, providing a foundation for a company that was able to scale. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Today I'm wondering about preferences: why we like the things we like, and what happens when we forget that it's OK to like different things. I share some of my own stories about when I thought I was wrong for liking different things than my friends, and how that had me question my own values. Values and preferences are not the same thing. Values guide our behavior and decisions in deeper ways - like integrity, connection, compassion, truth. Preferences are more like our style of expression. They're how we dress our values, not the values themselves. I reference the Enlightened Leadership Lab (www.enlightenedleadershiplab.com). You can find out more about other offerings at my website, www.jodeebock.com.

Greylan James rolled into Nashville broke, living in a rundown East Nashville house surviving on tomato soup and a dream. Before the hits, he was writing nonstop, and once house-sat for a hit songwriter — then threw a 200-person party without asking. The songwriter’s response? “Hope you have a great time — just let everyone know it’s my house.” Legend. Greylan went on to co-write “Happy Does,” Kenny Chesney’s #1 hit, then penned the Song of the Year, “Next Thing You Know,” for Jordan Davis. Now he’s stepping into the spotlight with “Water at a Wedding,” a nail bitter that has fans on the edge of their seat asking: Is he the baby daddy? No answers yet — but we’re all desperately waiting to know the truth. From broke to blazing, Greylan’s just getting started.See omnystudio.com/listener for privacy information.

0:00: Takeaways from the final round of The Open07:00: What is Scottie Scheffler's superpower?14:00: How many majors do you think Scheffler will end up with?20:30: Exploring the fascination of Scheffler's viral press conference moment from earlier in the week28:00: Rory McIlroy failed to mount a Sunday charge – but still left smiling34:00: Stock Watch! Harris English, Chris Gotterup, Brooks Koepka, Patrick Cantlay and more43:30: Love It Or Lav It: Portrush as an Open venue, Shane Lowry's penalty, Phil's all-time bad take49:30: Parting thoughts from Open week

Podcast Notes   Episode 474 Getting Real About What You Want Hosts: Brian Miller, PCC and Chad Hall, MCC Date: July 17, 2025 In this episode, Brian Miller and Chad Hall explore the deceptively simple yet profoundly important coaching question: What do you want? They unpack how naming desires—whether deep, superficial, or somewhere in between—can transform both coaching conversations and personal spiritual growth. Drawing parallels to biblical stories and real-life examples, they reflect on how acknowledging and expressing desires can lead to clarity, healthier goals, and deeper self-understanding. Key Highlights: The Question at the Core of Coaching Asking “What do you want?” often uncovers hidden motivations and unmet desires driving a client's behavior. The Fear of Shallow Wants Many people worry that naming their wants will make them seem selfish or superficial, but it often leads to deeper, more meaningful goals. Desires as Hidden Forces Unacknowledged wants can quietly steer decisions; bringing them into the light allows more intentional action. Spiritual Dimensions of Wanting Expressing desires honestly before God can deepen faith and reveal truer longings over time. The Three Essential Questions From Scott Adams: What do you want? What will it cost? How willing are you to pay the cost? Takeaways: Naming what you want, even if it feels messy or embarrassing, is the first step toward clarity and growth. Coaching should be a safe space where clients can express raw, unprocessed desires without judgment. Sometimes getting what you want reveals that it's not what you truly need—leading to healthier desires and better decisions. Coaches can model the unconditional acceptance shown in the story of the prodigal son, staying open and curious rather than offended by a client's wants. Stay Connected: Website: coachapproachministries.org Email: info@coachapproachministries.org LinkedIn: http://www.linkedin.com/company/coach-approach-ministries Facebook: https://www.facebook.com/coach.approach.ministries Youtube: https://www.youtube.com/@coachapproachministries7538 Follow us on social media for updates and resources!

Today's guest is Mark Berntson, someone I've known his entire life. Mark is a guitar teacher in West Fargo, ND where he splits his loyalty between the West Fargo HS Packers and the West Fargo Sheyenne HS Mustangs. Mark is a true connector, certainly through his music, but also by inviting people to join him for coffee dates and baseball games, all on his dime. Mark demonstrates the power of relationships in everything he does, including what he shares on his Facebook page on peoples' birthdays. Even his Facebook profile picture is an AI created version of him resembling Mr. Rogers (which isn't a far stretch). Join us in this dialogue where we reminisce about growing up in the same home town, with parents who were teachers, and the influences made for each of us. Follow Mark on his Facebook page at https://www.facebook.com/readychild

David Heinemeier Hansson (aka DHH) is a legendary programmer, creator of Ruby on Rails, co-owner & CTO of 37signals that created Basecamp, HEY, & ONCE, and is a NYT-best-selling author (with Jason Fried) of 4 books: REWORK, REMOTE, Getting Real, and It Doesn't Have To Be Crazy At Work. He is also a race car driver, including a class-winning performance at the 24 hour Le Mans race. Thank you for listening ❤ Check out our sponsors: https://lexfridman.com/sponsors/ep474-sc See below for timestamps, transcript, and to give feedback, submit questions, contact Lex, etc. Transcript: https://lexfridman.com/dhh-david-heinemeier-hansson-transcript CONTACT LEX: Feedback - give feedback to Lex: https://lexfridman.com/survey AMA - submit questions, videos or call-in: https://lexfridman.com/ama Hiring - join our team: https://lexfridman.com/hiring Other - other ways to get in touch: https://lexfridman.com/contact EPISODE LINKS: DHH's X: https://x.com/dhh DHH's Website: https://dhh.dk/ Ruby on Rails: https://rubyonrails.org/ 37signals: https://37signals.com/ DHH's books: Rework: https://amzn.to/44rSKob Remote: https://amzn.to/44GFJ91 It Doesn't Have to Be Crazy at Work: https://amzn.to/46bzuwx Getting Real: https://amzn.to/4kzoMDg SPONSORS: To support this podcast, check out our sponsors & get discounts: UPLIFT Desk: Standing desks and office ergonomics. Go to https://upliftdesk.com/lex Lindy: No-code AI agent builder. Go to https://go.lindy.ai/lex LMNT: Zero-sugar electrolyte drink mix. Go to https://drinkLMNT.com/lex Shopify: Sell stuff online. Go to https://shopify.com/lex NetSuite: Business management software. Go to http://netsuite.com/lex OUTLINE: (00:00) - Introduction (00:58) - Sponsors, Comments, and Reflections (08:48) - Programming - early days (26:13) - JavaScript (36:32) - Google Chrome and DOJ (44:19) - Ruby programming language (51:30) - Beautiful code (1:09:31) - Metaprogramming (1:12:52) - Dynamic typing (1:20:10) - Scaling (1:33:03) - Future of programming (1:50:34) - Future of AI (1:56:29) - Vibe coding (2:05:01) - Rails manifesto: Principles of a great programming language (2:29:27) - Why managers are useless (2:38:48) - Small teams (2:44:55) - Jeff Bezos (3:00:13) - Why meetings are toxic (3:07:58) - Case against retirement (3:15:15) - Hard work (3:20:53) - Why we left the cloud (3:24:04) - AWS (3:33:22) - Owning your own servers (3:39:35) - Elon Musk (3:49:17) - Apple (4:01:03) - Tim Sweeney (4:12:37) - Fatherhood (4:38:19) - Racing (5:05:23) - Cars (5:10:41) - Programming setup (5:25:51) - Programming language for beginners (5:39:09) - Open source (5:48:01) - WordPress drama (5:59:18) - Money and happiness (6:08:11) - Hope

In this episode, of RED, Michelle and Ashleigh dive into a fun, fast-paced game that puts their relationship—and their instincts—to the test. From unexpected answers to inside jokes, you'll get a front-row seat to their chemistry and chaos.  Just when you think it couldn't get more fun, Bryce Eckwall joins the convo to shake things up. Trust us—you don't want to miss this one.-----------------------------------------------------Support Our Sponsors!Mental Health America of Dutchess County: Dedicated to promoting mental health and providing comprehensive support services to individuals and families. Learn more and find resources at https://mhadutchess.org.Pixi Beauty: Discover the natural glow with Pixi Beauty products. Shop now at https://pixibeauty.com and let your skin shine. Derma Laser Center: Schedule your Consultation Now! https://www.dermalasercenterny.com/WAVA Water: Discover how Wava Water goes beyond hydration to fuel your body and mind. Visit wavawater.com to find your focus and stay refreshed.Mahoney's Irish Pub: Friday nights at Mahoney's Irish Pub are where the vibes are HIGH, the drinks are flowing, and the weekend officially begins!From Orphan to Millionaire: From the gunfire of a Colombian nightmare to the fulfillment of the American Dream, discover Steve Prohaska's gripping journey to survival in his unyielding memoir. https://bigstevebigmoves.com/product/book/-----------------------------------------------------Subscribe to the podcast now: https://www.youtube.com/@michellebaroneredpodcast Check out RED on Instagram: https://www.instagram.com/michellebaronered?utm_source=ig_web_button_share_sheet&igsh=ZDNlZDc0MzIxNw== Follow Michelle Barone Instagram:  https://www.instagram.com/michellebaroneonline/ Tiktok: https://www.tiktok.com/@michellebarone?is_from_webapp=1&sender_device=pc Follow Ashleigh McPhersonInstagram:  https://www.instagram.com/ashhmcpherson/ Tiktok: https://www.tiktok.com/@ashhmcpherson?is_from_webapp=1&sender_device=pc YouTube: https://www.youtube.com/@Ashmcpherson Check out RED for more: https://michellebaroneonline.com/ 

In this deeply insightful and practical episode, Number 157, Dr. Anthony Balduzzi is joined by Melissa Nanavati to explore how high-performing individuals can create thriving, fulfilling relationships without compromising their ambition or energy. Whether you're a busy parent, a driven professional, or someone simply seeking more connection at home, this conversation offers a powerful roadmap for relationship success.Melissa shares how neuroscience, hormones, and behavioral patterns shape the health of our closest relationships—and what to do when they start to fade. You'll learn how to operationalize connection using tools like daily gratitude rituals, novelty, and synchronized movement, and discover how dopamine, serotonin, and oxytocin play vital roles in sustaining long-term emotional bonds.Together, they also explore what happens when one partner outgrows the other, the silent killers of connection, and how to reignite intimacy even in long-standing relationships. Melissa introduces her Four Pillars of Peak Performance Love—Courage, Curiosity, Presence, and Play—and shares actionable steps and conversation scripts you can use immediately to reconnect with your spouse, children, and yourself.If you want a healthier relationship that amplifies your mission, your health, and your joy—this is an episode you won't want to miss.Key Takeaways:High performers need a different relationship strategyOperationalizing daily gratitude can transform intimacyNovelty boosts dopamine and reignites connectionShared rituals prevent disconnection and complacencyAsking your partner what they want to be acknowledged for builds closenessWalks, shared workouts, and deep questions create serotonin and oxytocinLong-term relationships require intentional curiosityAssumptions and under-communication are silent killersMen often under-communicate change—explain your “why”Kids model your behavior—rituals and modeling matter more than lecturesFeeling unsupported often stems from unspoken fearScripts can help you reframe difficult conversationsPlay is the secret ingredient to long-lasting chemistryCourage is required for honest conversations that healCuriosity is the antidote to frictionLearn More about Melissa Nanavati:Website: http://www.melissananavati.com/Instagram: https://www.instagram.com/melissananavati/YouTube: https://www.youtube.com/@PeakPerformanceLoveFacebook: https://www.facebook.com/melissananavati/Biographical Information on Melissa Nanavati:Melissa Nanavati helps high performers create peaceful, thriving relationships without sacrificing ambition. As an author, speaker, and relationship architect, she combines lived experience with neuroscience and evolutionary biology to teach how the same skills that drive success in business can be applied to love. Despite early career success as a best-selling textbook author and Fortune 100 consultant, Melissa struggled with anxious attachment, people-pleasing, and went on over 100 first dates before meeting her husband. Through that journey, she discovered that dating and relating as a high achiever is different and developed frameworks to help others navigate it with courage. She is currently working on her next book, Peak Performance Love. Learn more at

Dusty Slay took the side door into stand-up — skipping LA, skipping NYC, and building a career straight out of Nashville. Now a headliner with his face on the wall at Zanies and over 40 Grand Ole Opry shows under his belt, Dusty’s the definition of doing it your own way. Dusty breaks down the real steps of the comedy grind — from open mic purgatory to Netflix glory with his 2024 hour special Workin’ Man and his upcoming Netflix July special Wet Heat. He also gives the deets of what it’s like to be a part of the Nateland Podcast w Nate Bargatze. He shares what it takes to bomb, to rise, and to know when a bit’s ready. Dusty Slay is havin’ a good time, and you’re coming with.See omnystudio.com/listener for privacy information.

In this deeply insightful and practical episode, Number 249, Dr. Anthony Balduzzi is joined by Melissa Nanavati to explore how high-performing individuals can create thriving, fulfilling relationships without compromising their ambition or energy. Whether you're a busy parent, a driven professional, or someone simply seeking more connection at home, this conversation offers a powerful roadmap for relationship success.Melissa shares how neuroscience, hormones, and behavioral patterns shape the health of our closest relationships—and what to do when they start to fade. You'll learn how to operationalize connection using tools like daily gratitude rituals, novelty, and synchronized movement, and discover how dopamine, serotonin, and oxytocin play vital roles in sustaining long-term emotional bonds.Together, they also explore what happens when one partner outgrows the other, the silent killers of connection, and how to reignite intimacy even in long-standing relationships. Melissa introduces her Four Pillars of Peak Performance Love—Courage, Curiosity, Presence, and Play—and shares actionable steps and conversation scripts you can use immediately to reconnect with your spouse, children, and yourself.If you want a healthier relationship that amplifies your mission, your health, and your joy—this is an episode you won't want to miss.Key Takeaways:High performers need a different relationship strategyOperationalizing daily gratitude can transform intimacyNovelty boosts dopamine and reignites connectionShared rituals prevent disconnection and complacencyAsking your partner what they want to be acknowledged for builds closenessWalks, shared workouts, and deep questions create serotonin and oxytocinLong-term relationships require intentional curiosityAssumptions and under-communication are silent killersMen often under-communicate change—explain your “why”Kids model your behavior—rituals and modeling matter more than lecturesFeeling unsupported often stems from unspoken fearScripts can help you reframe difficult conversationsPlay is the secret ingredient to long-lasting chemistryCourage is required for honest conversations that healCuriosity is the antidote to frictionLearn More about Melissa Nanavati:Website: http://www.melissananavati.com/Instagram: https://www.instagram.com/melissananavati/YouTube: https://www.youtube.com/@PeakPerformanceLoveFacebook: https://www.facebook.com/melissananavati/Biographical Information on Melissa Nanavati:Melissa Nanavati helps high performers create peaceful, thriving relationships without sacrificing ambition. As an author, speaker, and relationship architect, she combines lived experience with neuroscience and evolutionary biology to teach how the same skills that drive success in business can be applied to love. Despite early career success as a best-selling textbook author and Fortune 100 consultant, Melissa struggled with anxious attachment, people-pleasing, and went on over 100 first dates before meeting her husband. Through that journey, she discovered that dating and relating as a high achiever is different and developed frameworks to help others navigate it with courage. She is currently working on her next book, Peak Performance Love. Learn more at

The most legendary cast member from MTV's "The Real World" & "MTV's The Challenge" is GETTING REAL with Jon Brennan & Beth Stolarczyk. We haven't seen Coral since MTV's "The Gauntlet 3” in 2008, and now we know why. We talk about this, Mike "The Miz”, Theo Von, and if she would ever do another reality TV show.  Coral drops a couple of BOMBSHELL secrets no one has heard before, and it shocks the hosts! When the Queen speaks, we listen. Enjoy!  Learn more about your ad choices. Visit megaphone.fm/adchoices

Want to feel loved? You're not alone. Brandon Roy, founder of Happy Tears, a queer-owned Montreal-based business, chats about the universal challenge of wanting to feel loved. Brought to you By: The Sonar Network https://thesonarnetwork.com/

SummaryIn this episode of the Imperfect Cheerleader podcast, host Jasmine Neely engages in a deep conversation with mentor Kevin Hyrams about the multifaceted nature of failure, the importance of resetting and persistence, and the transition from corporate life to entrepreneurship. Hyrams shares his journey of founding SideReal Global, emphasizing the role of innovation in dance and the necessity for dancers to embrace their identity as brand ambassadors. The discussion also touches on the evolving landscape of pro cheerleading, the need for better pay, and the potential for future trends in the dance industry. In this engaging conversation, Kevin R. Hyrams and Jasmine Neely explore the intersection of dance, branding, and personal success. They discuss the importance of shaping one's image in the dance industry, the value of dance in professional sports, and how success evolves over time. Kevin shares valuable lessons learned from the women in his life and emphasizes the need for authentic support systems to overcome fear and achieve goals. The discussion wraps up with rapid-fire insights, highlighting the significance of authenticity and the power of community in personal and professional growth.Chapters00:00 The Importance of Resetting and Persistence03:56 Navigating Personal Loss and Regret05:22 Transitioning from Corporate to Entrepreneurship08:28 The Birth of SideReel Global11:19 Innovating in Business: Meeting Client Needs14:08 The Role of Dancers as Brand Ambassadors17:10 Leveraging Innovation in Performance19:59 Building Relationships and Networking23:03 The Future of Dance and Business Integration40:20 NIL Opportunities for Dancers42:11 The Value of Dance Teams in Sports44:59 Maximizing Brand Ambassadors47:44 Innovative Ideas for Dance Teams50:47 The Importance of Understanding Dance52:48 Redefining Success in Dance56:14 Future Trends in Dance and Technology01:04:34 The Role of Arts in Society01:14:25 Defining Personal Success01:22:05 Carrying a Legacy01:23:26 Influence of Women in Life01:26:32 Lessons from Family01:28:21 Support from a Partner01:30:45 Empowering Women in Medicine01:32:13 Respecting Women and Traditions01:34:15 Overcoming Fear of Failure01:38:24 Building Authentic Support Networks01:40:06 Rapid Fire Insights01:51:03 Looking AheadKevin Hyrams biography Kevin R. Hyrams is an innovative business leader and entrepreneur, serving as the ManagingDirector and Founder of Sidereal Global, LLC. Under his visionary leadership, this diversified holding company excels in business development, branding, digital media, and private equity engagement. Kevin is renowned for integrating advanced technologies with strategic foresight, driving sustainable growth and delivering measurable client success. Sidereal Global reflects Kevin's dedication not only to entrepreneurial excellence but also to creating solutions that connect business innovation with community betterment.Kevin's career is defined by a global perspective and large-scale operational expertise. At Eastman Kodak Company, he managed operations spanning 35 countries across North and South America, crafting market-specific strategies that led to double-digit profit growth. At Bank of America, Kevin brought his expertise to the digital landscape as Senior Vice President of Consumer E-Commerce Services. Overseeing platforms serving more than 25 million users, he drove a 17% increase in digital engagement and expanded mobile banking adoption to 2 million users within a year. Kevin's contributions extend to board service for several organizations, including the Second Harvest Food Bank of Metrolina, TEGNA/WCNC-TV, and the Urban League of Central Carolinas, where his strategic guidance continues to make a meaningful impact.Social media and where to find Kevin:@krhyrams Sidereal Global everywhere

Rebecca Lynn Howard stormed into country music with “Forgive,” a powerhouse ballad that turned heads and proved her voice was the real deal. Not long after, Trisha Yearwood heard her play a song and asked to cut it on the spot—years later, they’d co-write Trisha’s latest single, “Girls Night In.” Rebecca went on to form The Loving Mary Band, which became Steven Tyler’s personal band—showing she could crush it in any genre, on any stage. But behind the music was a deeper journey: grieving her father, reclaiming her health, and coming back stronger than ever. Her new album, “I’m Not Who You Think I Am,” is raw, real, and full of hard-won truth. This is Rebecca—bold, honest, and completely unforgettable.See omnystudio.com/listener for privacy information.

Romans 14:1-12 The post Getting Real With God & Man appeared first on Calvary Chapel Chino Hills.

After bursting onto the scene in 2017 with their breakout debut album Hallelujah Nights, and 5X Platinum hit Greatest Love Story, Lanco rocketed to country music stardom. Fueled by chart-topping hits and infectious energy, they found themselves living at the top of the game—touring nationwide, appearing on late-night shows, and rubbing shoulders with celebrity friends. It was a whirlwind of success, and for a while, it seemed like nothing could slow them down. But life has a way of shifting the spotlight. In the years since their debut, the band faced the quiet that follows the noise. The fame faded into reflection, and instead of chasing the next big thing, they regrouped. The members of Lanco—now all fathers—took a step back and started asking deeper questions: What does success really mean? What kind of legacy do we want to leave? Their long-awaited second album, We’re Gonna Make It, is the raw and redemptive product of that soul-searching journey. It’s a record rich with perspective—an honest reflection on family, faith, failure, and the fight to stay grounded in a world that constantly pulls you off your feet. We’re Gonna Make It is the sound of a band that’s grown up, gotten real, and finally found what matters most.See omnystudio.com/listener for privacy information.

Originally titled "This Is Your Boy Troy", this is the last installment of our Teenage Dirtbag series featuring "Your Boy Troy", played by Jessica McKenna. Scott and Scott are reunited as Adam Scott of U Talkin' U2 To Me? fame returns to this week's Comedy Bang! Bang! Adam Scott Aukerman chat about Adam's graduation from mime school, Chris Kelly's new film Other People, and for a new episode of Getting Real. Then, entertainer Jack Sparks arrives to show us why they call him the King of the 2nd Act. Plus, a politician who calls themselves This Is Your Boy Troy stops by to talk about the platform they will be running on. (Originally released as Episode #443 on 9/5/16) Get access to all the podcasts you love, music channels and radio shows with the SiriusXM App! Get 3 months free using this show link: https://siriusxm.com/cbb