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

The weekly adult Sunday School class at OAG taught by long time teacher, Mrs. Jeanie Davis.** Edited to remove personal information shared in the class and extended pauses **Title: The Good Shepherd's Example: Getting Up, Taking Off, and ServingSummary: Jesus models humble, sacrificial service by intentionally laying aside status and pouring Himself out for others, calling believers to do the same.Approximate Outline:00:00 – Opening Prayer & Fellowship03:10 – Understanding Cast Sheep06:15 – The Shepherd Who Never Quits09:10 – “I Am” Statements in John12:30 – Head Knowledge vs. Heart Knowledge15:10 – Jesus Knows His Hour Has Come17:45 – Getting Up and Laying Aside20:40 – Putting On the Armor & Pouring Out23:20 – Washing Feet: The Call to Serve

12-23-25 Getting up for the Rate Bowl with a different perspective as Minnesota's PJ Fleck speaks to the media before the Rate Bowl

After an extraordinary 22 years as sports anchor on Australia’s #1 brekky program, Sunrise, and 30 years with the Seven Network, Mark Beretta has decided it is time to hang up his playing boots. Mark phoned in to chat and look, he's ready for a sleep in. The guys spoke with him about his career highlights and asked what's next. Tune in to hear the chat in full. See omnystudio.com/listener for privacy information.

Lewis Capaldi is currently touring Australia and he stopped by the studio to chat to Jackie and Brooklyn. They chatted all things Australia, the censoring in radio in Australia and Lewis' anxiety and how that's affected his music and touring. See omnystudio.com/listener for privacy information.

Mark Nepo returns to Spirit Matters for a conversation about spirituality in the second half of life. Mark is a poet, a spiritual teacher, and a bestselling author of some 26 books, including You Don't Have to Do it Alone: The Power of Friendship; Falling Down and Getting Up; Finding the Strength to Meet Adversity; and best-known of all, The Book of Awakening, which has sold more than a million copies worldwide over the last 20 years. Mark has won numerous awards, has appeared on several national television shows, including Oprah's, and has made personal appearances throughout the world - all devoted to the journey of inner transformation and the life of relationship. His latest book, the one we talk about here, is The Fifth Season: Creativity in the Second Half of Life, which, he says, celebrates "living from the inside of the one life we're given." Learn more about Mark here. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of Trending with Timmerie. Episode Guide The first Thanksgiving was Catholic in Florida (1:56) Christ the King (10:38) The Catholic roots of Thanksgiving and the Native American Squanto (23:13) The 1598 Catholic Thanksgiving in Texas — The “Texas Thanksgiving” (27:13) Grow in gratitude with the Mass! (33:35) The White Martyrdom of Getting Up from Your Chair (43:16) Resources mentioned: The White Martyrdom of Getting Up from Your Chair https://substack.com/home/post/p-177062084

Holidays bring glitter and gravity at the same time. We're laughing about hot coffee and bulldogs one minute, then staring down the second anniversary of my dad's passing the next. That's real life at our place: farm chores, craft fairs, small business hustle, and the quiet question that keeps chasing me—am I still making him proud?We walk through the messy middle. I talk about avoiding my to-do list because I'm afraid of its size, watching the fences Dad and I built sag, and feeling like I don't stack up to the man who seemed to do everything. Then Mom gets a surprise video reading from a trusted medium, and detail after detail lands with impossible precision—first dates, favorite songs, a Christmas stocking we'd bought hours earlier, even the TV volume quirks she never mentioned. That validation cracks something open. We finally watch the tribute video I made for his service. It wrecks me in the best possible way.That night a dream arrives with steel-toe boots and an unshakable presence. I'm overwhelmed by bills and fear, and Dad walks up the stairs like he used to, hands me a look that burns brighter than words, and tells me everything without saying a thing: get up. From there we talk about practical hope—naming grief without feeding it, writing the list, accepting help, honoring signs without needing to control them, and choosing to live a life worthy of the people who loved us into being. If you've lost someone and still scan the sky for a sign, this conversation is for you.If this episode gives you a little courage or a little comfort, share it with someone who needs it. Subscribe, leave a review, and tell us: what's a sign that makes you feel your people are still with you?If you found value in today's show please return the favor and leave a positive review and share it with someone important to you! https://www.sharethestrugglepodcast.com/reviews/new/Find all you need to know about the show https://www.sharethestrugglepodcast.com/Official Facebook Page https://www.facebook.com/profile.php?id=100077724159859Join the 2% of Americans that Buy American and support American Together we can bring back American Manufacturing https://www.loudproudamerican.shop/Loud Proud American Facebook: https://www.facebook.com/LoudproudamericanLoud Proud American Instagram: https://www.instagram.com/loud_proud_american/Loud Proud American TikTok: https://www.tiktok.com/@loud_proud_americanLoud Proud American YouTube: https://www.youtube.com/channel/UCmYQtOt6KVURuySWYQ2GWtwThank you for Supporting My American Dream!

PREVIEW. Hezbollah Rises Again: Unfinished Business and Ceasefire Breaches in Lebanon. Edmund Fitton-Brown described Hezbollah as a "punched out fighter on the mat getting up slowly," rearming to a new scale of threat. There is definitely "unfinished business in Lebanon." Hezbollah intends to break the ceasefire, which is monitored by the United States and Israel. The Lebanese state has shown reluctance to disarm Hezbollah, which the ceasefire requires. 1899 BEIRUT

Teachhoops.com⁠ ⁠Coach Collins Coaching Store⁠ ⁠https://forms.gle/kQ8zyxgfqwUA3ChU7⁠ Check out.  [Teachhoops.com](⁠https://teachhoops.com/⁠) 14 day Free Trial Youth Basketball Coaches Podcast Apple link: ⁠https://podcasts.apple.com/us/podcast/coaching-youth-hoops/id1619185302⁠ Spotify link: ⁠https://open.spotify.com/show/0g8yYhAfztndxT1FZ4OI3A⁠ ⁠Funnel Down Defense Podcast⁠ ⁠https://podcasts.apple.com/us/podcast/funnel-down-defense/id1593734011⁠ Want More ⁠Funnel Down Defense⁠ ⁠https://coachcollins.podia.com/funnel-down-defense⁠ [Facebook Group . Basketball Coaches](⁠https://www.facebook.com/groups/basketballcoaches/)⁠ [Facebook Group . Basketball Drills](⁠https://www.facebook.com/groups/321590381624013/)⁠ Want to Get a Question Answered? [ Leave a Question here](⁠https://www.speakpipe.com/Teachhoops⁠) Check out our other podcast [High School Hoops ](⁠https://itunes.apple.com/us/podcast/high-school-hoops-coaching-high-school-basketball/id1441192866⁠) Check out our Sponsors [HERE](https://drdishbasketball.com/) Mention Coach Unplugged and get 450 dollars off your next purchase basketball resources free basketball resources Coach Unplugged Basketball drills, basketball coach, basketball workouts, basketball dribbling drills,  ball handling drills, passing drills, shooting drills, basketball training equipment, basketball conditioning, fun basketball games, basketball jerseys, basketball shooting machine, basketball shot, basketball ball, basketball training, basketball camps, youth basketball, youth basketball leagues, basketball recruiting, basketball coaching jobs, basketball tryouts, basketball coach, youth basketball drills, The Basketball Podcast, How to Coach Basketball, Funnel Down Defense FDD Win the season Rule of 3 Offense Learn more about your ad choices. Visit podcastchoices.com/adchoices

We talk about Begode struggles, the P6 situation and much more! Episode aired 11/3/25

Hello to you listening from wherever your feet touch the ground on this Halloween which has roots in the ancient Celtic festival of Samhain (pronounced SOW in) which marked the end of summer and the harvest and begins the darker half of the year.Coming to you from Whidbey Island, Washington this is Stories From Women Who Walk with 60 Seconds for Story Prompt Friday and your host, the Witch of Whidbey.Over these past 6 weeks (as I do every year) I've been retracing in my journal and my memories the pilgrimage I walked on the Camino de Santiago. By this time back then I was leaving Finisterre, Spain bound for uncertain transition and re-entry into life back in the States.        “Look to the Helpers” showed up as the prevailing theme in this year's “trek along the Buen Camino.”  No matter how lost or uncertain, cold, wet, tired, or hungry there was always someone or something to show me the way, the next step. Maybe the Camino's yellow arrow, maybe Camino magic, maybe a stranger - how often we pilgrims relied on the kindness of strangers. In turn, we learned how to give a hand up to one another because Each One Lift One is a lesson the Camino deeply ingrains.Something I've not thought of in decades came to mind as I mused on Helpers. I'd been given a brand new shiny emerald green big girl 2-wheeler bicycle for my 7th birthday. The first I'd ever owned. Now I'd have to learn how to ride it.It was cold that New Jersey February. I remember dad holding the back of the bike seat steadying the bike as I learned to balance, keep it upright, steer down the concrete sidewalk. Once I got the hang of it I peddled a short way, and then a little longer, dad's fingers still on the rear of the bike seat until he let go and there I went wobbling but upright, making my way down the sidewalk. I was riding a 2-wheeler bike!That's been my life from that day to this: testing my balance, falling down 7, getting up 8, gaining confidence. But never alone. The Helpers in my life, always there, holding, steadying, letting go, and watching with pride! There she goes! That's our girl! All attitude, sass, class and adventure ready for what's next.What's next was washing up on the shores of Whidbey Island to become the Witch of Whidbey. Still finding my way, orienting my True North compass, looking to the Helpers.Story Prompt: What about you? How have you traveled Life's roads? Who are your Helpers? Write that story and tell it out loud!  You're always welcome: "Come for the stories - Stay for the magic!" Speaking of magic, I hope you'll subscribe, share a 5-star rating and nice review on your social media or podcast channel of choice, bring your friends and rellies, and join us! You will have wonderful company as we continue to walk our lives together. Be sure to stop by my Quarter Moon Story Arts website, check out the Services, arrange a no-obligation Discovery Call, and stay current with me as "Wyzga on Words" on Substack.Stories From Women Who Walk Production TeamPodcaster: Diane F Wyzga & Quarter Moon Story ArtsMusic: Mer's Waltz from Crossing the Waters by Steve Schuch & Night Heron MusicALL content and image © 2019 to Present Quarter Moon Story Arts. All rights reserved.  If you found this podcast episode helpful, please consider sharing and attributing it to Diane Wyzga of Stories From Women Who Walk podcast with a link back to the original source.

Great faith is sometimes accompanied by great failure. How so? Jon Winkelman explains in today's episode what faithfulness is and isn't, and helps you see why it's so important to get back up, even after you crash and burn!As a thank you for your support this month, please choose from two excellent books—each designed to encourage and equip you as you grow in Christ:Mostly Scripture QD:  500 Scripture-based questions with quick, practical reflections to help tackle life's toughest challenges.Life after Death:  Explores what happens when we die and how that shapes the way we live today.Yours with a gift of any amount.Thank you for supporting the mission of Christ.

This week I sit down with former boxer turned businessman and philanthropist Alan Santana steps into the ring with Growth on the Rocks to talk about how discipline, grit, and resilience shaped every chapter of his life. From early mornings training in the gym to building businesses that give back, Alan shares how the lessons he learned from every punch—both literal and figurative—helped him create lasting success outside the ring. We dive into the mindset that separates champions from quitters, the importance of saving and investing young, and how failure can become your fiercest motivator if you let it. Whether you're fighting for your next big goal or learning to get back up after life knocks you down, this episode will remind you that your strength isn't proven when you never fall—it's revealed when you rise.Learn more about Allan and purchase his book here:https://alansantana.com

The Importance of Humour and My Journey into Stand-Up ComedySUMMARYIn this bonus episode, the host shares updates about the show and discusses the vital role of humour in professional speaking. He talks about his personal journey into stand-up comedy, highlighting the challenges and rewards of performing at open-mic nights. The episode includes a recording of one of his recent comedy sets, where he reminisces about school experiences, the challenges of PE, and the humour he found in those moments. Additionally, the host emphasises the need for mental resilience in the face of criticism and encourages the audience to pursue their comedic endeavours.CHAPTERS00:00 Introduction and Purpose of the Bonus Episode00:28 The Importance of Humour in Public Speaking01:25 Overcoming the Fear of Open Mic Nights02:32 My Experience with Open Mic Comedy03:32 The Joy and Challenges of Making People Laugh07:06 Dealing with Online Criticism09:36 Transition to the Comedy Set10:11 Stand-Up Comedy PerformanceVisit presentinfluence.com/quiz to take the Speaker Radiance Quiz and discover your Charisma Quotient. For speaking enquiries or to connect with me, you can email john@presentinfluence.com or find me on LinkedInYou can find all our clips, episodes and more on the Present Influence YouTube channel: https://www.youtube.com/@PresentInfluenceThanks for listening, and please give the show a 5* review if you enjoyed it.

Have a question? Click here. Inspired by master trainer Pete McCall's advice to his parents, this episode explores how to stay strong, mobile, and ready to actively engage with your grandchildren. Whether you're already in the grandparent stage or preparing for it, these training strategies will help you create more memories and stay present with the littles in your life.  Key Training Areas Covered: 1. Balance Training  2. Offset/Unilateral Training  3. Grip Strength  4. Getting Up and Down Off the Floor  5. Functional Movements  6. Endurance Holds Learn more about Strong and Vibrant at HomeJoin the waitlist for Strong and Vibrant at HomeEpisodes MentionedWhat Does “Heavy Lifting” Mean for Women Over 40?YouTube Videos Mentioned10-minute workoutHow to Create a Highly Effective Workout with Functional Movements.1-on-1 coaching signupMy latest recommended ways to nourish and move your body, mind and spirit: Nourished Notes Bi-Weekly Newsletter 30+ Non-Gym Ways to Improve Your Health (free download)Connect with Amy: GracedHealth.com Instagram: @GracedHealthYouTube: @AmyConnell

Pastor Grant was on duty on the Lord's Day as a chaplain for the SD Va Medical Center (where he is is their chaplaincy residency program) and led and preached for the Protestant chapel worship service on the Lord's Day (that was broadcast on their live TV station for patients in beds). Though the wicked seek to knock out the righteous, the righteous always rise up in victory. Keep Getting Up Again.

Is Trent Williams showing his age?

David St. Hubbins and Nigel Tufnel, of the legendary rock band, talk about their long-awaited reunion, plus what they really think about Paul McCartney.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

So, picture this. You've just landed a new role at work, and you might have some transition time beforehand.How do you best prepare to start?In this episode, I am joined by Michael Watkins, author of The First 90 days and The Six Disciplines of Strategic Thinking. He provides insights into the intricacies of leadership transitions, emphasising the importance of understanding organisational culture, how to use strategic thinking, and look after yourself as you do.We also explore the demands of operating in a world of ecosystems and AI. I bet you'll find a treasure trove of stimulus right here, including practical tips, frameworks and real-life examples to help you in your first 90 days and beyond.“The best predictor of what people do in organisations is incentives” - Michael WatkinsYou'll hear about:·      Transition periods being a crucial time to prepare and plan your approach.·      Why understanding the organisational culture is essential for effective leadership.·      How culture transformation can be initiated quickly, but reshaping values takes time.·      Strategic thinking being vital, especially in challenging situations.·      The fact leaders must balance tactical and strategic thinking during transitions.·      How creating early wins can help establish momentum in a new role.·      Why organisations must adapt to operate effectively within ecosystems.About Michael Watkins:Michael D Watkins is Professor of Leadership and Organizational Change at IMD. He is a globally recognized leadership transitions expert and author of the best-selling book The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. A Thinkers50-ranked management influencer, Watkins has developed proven frameworks and tools to help professionals navigate personal and organizational change challenges.He has spent the past two decades working with leaders as they transition to new roles, build their teams, and transform their organizations. In 2023, Watkins was inducted into the Thinkers50 Management Hall of Fame, which recognizes remarkable contributions to the realm of management concepts and ideas spanning many years.• Profile: https://www.linkedin.com/in/michaeldwatkins/ • Publications: https://www.imd.org/faculty/professors/michael-watkins/ • Services: https://www.genesisadvisers.com/ My resources:Try my High-stakes meetings toolkit (https://bit.ly/43cnhnQ) Take my Becoming a Strategic Leader course (https://bit.ly/3KJYDTj)Sign up to my Every Day is a Strategy Day newsletter (http://bit.ly/36WRpri) for modern mindsets and practices to help you get ahead.Subscribe to my YouTube channel (http://bit.ly/3cFGk1k) where you can watch the conversation.For more details about me:●      Services (https://rb.gy/ahlcuy) to CEOs, entrepreneurs and professionals.●      About me (https://rb.gy/dvmg9n) - my background, experience and philosophy.●      Examples of my writing https://rb.gy/jlbdds)●      Follow me and engage with me on LinkedIn (https://bit.ly/2Z2PexP)●      Follow me and engage with me on Twitter (https://bit.ly/36XavN

You might have seen it online - social media influencers sharing their morning routines before work. Some start as early as 4 or 5 AM, turning those hours into their personal 5-to-9 before the traditional 9-to-5 grind. Michelle Obama, Bob Iger, and Apple CEO Tim Cook all claim to be up between 4 and 5 AM. There's a “5 AM club”, inspired by the habits of very successful people. But does waking up that early actually make us better at work? And there's even a whole industry of how to optimise your morning routine with supplements, journals and beauty products. In some cases, ice baths.Against his better judgement, Business Daily's Matt Lines signed himself up to a week of 4 AM starts and met those for whom this is a way of life. If you'd like to get in touch with the programme, our email address is businessdaily@bbc.co.ukPresented and produced by Matt Lines(Image: Matt Lines braving an ice bath as part of his research)

HELLO KRAKENS HOW THE HELL ARE YA..... SO JT CHANGED HIS SCHEDULE TO 4AM TO 1230PM SO IF I SEEM A TIRED YOU KNOW WHY. WE ADDED ALBUMS THAT SHOULD GET A LITTLE MORE LOVE AND MR.RICK RANTS SO CHECK IT OUT.spreaker.com/user/jtproject https://www.facebook.com/JTP2014 https://www.facebook.com/JTMRRICK2020 https://www.facebook.com/ProjectKraken2022 https://www.facebook.com/DAWGPOUND2014 https://www.facebook.com/splinteredreality www.facebook.com/groups/allthingscoffee/ www.facebook.com/groups/dazzlingnailswithgail/Become a supporter of this podcast: https://www.spreaker.com/podcast/jt-project--2275817/support.

"The 4th of July is the educational nadir of the summer..." - Dan Louzonis Click Here to learn a bit more about what Chrissy's doing (also support/donate if so inclined). Click here to watch the highly energetic video [1 min 37 sec] I took when we visited a "Monday Night" event in Huntington Beach, CA. It was 2.5 hours and totally packed with beautiful young adults! Check out the new Naples, Florida Einstein Blueprint Academy ! Order my new hardcover book -> https://www.zerogravitykids.com/ Order my rebellious hs'ing book -> https://www.homeschoolsecrets.com/

0:00 - Who are these Moser and Lombardi guys? What are they doing on Brett's show?15:51 - Jokic's horse won a racing title in Serbia over the weekend and he shed real tears of joy. It was WAY more dramatic than when he won an NBA title. Brett thinks he knows why Jokic reacted so differently.33:35 - Let's bring Moser and Vic up to speed. What have we seen so far in the early days of Broncos camp?

NASCAR Craftsman Truck Series driver Rajah Caruth makes a pit stop back into the Freak Nation, as he prepares for his second postseason bid. The young drivers gets introspective about enjoying his racing journey and putting the work in.

Enjoy this episode from the archives that first aired April 2024.This episode covers paralyzing effects of shame following unsuccessful attempts in creative endeavors. In this conversation I share personal stories of false starts, from a dormant Instagram account to a short-lived Patreon, and provide practical steps for overcoming the internal struggles and negative self-talk that often accompany these experiences. Through a blend of personal reflection and expert insights, this episode offers a path to forgiveness, courage, and the opportunity to embrace second chances without the burden of shame.⁠⁠Want to dig deeper? Download worksheet!⁠⁠⁠Get 50% OFF Your First Year of Flodesk!⁠☕⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Buy Me A Coffee⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and support an episode!⭐Leave a Review on ⁠⁠⁠⁠⁠Rate This Podcast⁠⁠⁠⁠⁠!⭐Visit www.thetillagepodcast.com for today's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠show ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠notes⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠and more.⭐Follow along on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠INSTAGRAM

This week on Let's Try This Again, I'm your host B Simone, and I sit down with the unfiltered, hilarious, and deeply resilient Tacarra Williams. This episode is all about finding your way through public scrutiny, heartbreak, single motherhood, and reclaiming your joy—one imperfect, courageous step at a time. We talk honestly about what it feels like when your personal pain becomes public fodder, and how Tacarra had to fight for her peace after losing her ex-husband, facing judgment, and raising her daughter in the spotlight. She opens up about the anxiety that comes from stepping into rooms where people know your story, how social media robbed her of being able to grieve privately, and how she finally decided to ask for help and let her daughter live with her grandparents so she could refill her own cup.We don't shy away from the truth: Tacarra gets candid about forgiving people who hurt her (even when she didn't want to), the power of solitude to reveal your own patterns, and learning how to love herself after feeling empty. I share my own battles with anxiety and self-doubt, and we both laugh about how accountability with ourselves is the realest work of all—whether it's pouring water on your plate to stop overeating, or finally letting go of perfectionism just to make your bed every morning. If you're in a season of isolation, struggling to let go, or terrified of the opinions of others, this conversation is for you. It's proof that you can lose your voice and find it again, that vulnerability is strength, and that stepping back into your purpose is possible—even when you think your story is over. Tune in for a raw, funny, and soul-stirring episode about healing, grace, and giving yourself permission to try again.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this week’s episode, Graham Kittle, the managing partner of Heidrick & Struggles in Australia, discusses how burnout led him to his dream job, the importance of having lots of coffee meetings and why he starts his day so early. This podcast is sponsored by PGIMSee omnystudio.com/listener for privacy information.

Dads should be getting up with kids at night Guest: Christine Parsons, Professor of Clinical Medicine, Aarhus University in Denmark Learn more about your ad choices. Visit megaphone.fm/adchoices

If your teen struggles to wake up, follow through, or seems totally oblivious to your family's priorities—you'll feel seen in this one. In this live coaching session with Kat, we dig into the frustration of having a teen who won't just get it together… and what's really happening beneath the surface. We unpack: Why your teen's “irresponsible” behavior might actually be age-appropriate How well-meaning expectations can backfire (and make mornings miserable) Why it's okay for both of you to be human and imperfect Practical ways to build better communication without constant battles If you've been telling yourself, “She just needs to care more / try harder / be more responsible,” this episode will shift how you see things—and bring way more peace to your mornings. ✨ Ready to parent with more clarity and calm (even when your teen's a mess)? Book your free Peaceful Parenting Strategy Call here. Let's make this easier—for both of you.  

Action to attract crucial international investment. Invest New Zealand is up and running, a government organisation that'll work with global investors to create jobs, boost innovation, and lift productivity. It's been given $85 million over four years to cement itself. Auckland Business Chamber CEO Simon Bridges told Mike Hosking that our settings were suboptimal, and we're now getting better ones. He says that they're not world leading, but they are being made with impeccable timing, as they're being made as the world's increasingly turning to custard. Bridges says there's real enthusiasm for this in New Zealand, as new residents investing in businesses and startups will have a real flow on effect on the economy. LISTEN ABOVE See omnystudio.com/listener for privacy information.

John and Sarah discuss the Puska family's living arrangements and lifestyle, the free money Irish artists will keep getting, Paul Reid's new job, and the UK officials who still have jobs after the grooming gangs.

Tune in to hear Joni share some encouraging words for you from the Lord in Isaiah 46. -------- Thank you for listening! Your support of Joni and Friends helps make this show possible.     Joni and Friends envisions a world where every person with a disability finds hope, dignity, and their place in the body of Christ. Become part of the global movement today at www.joniandfriends.org   Find more encouragement on Instagram, TikTok, Facebook, and YouTube.

Lots of Flight Attendants move on to different careers in the Emergency Services. The skills acquired in cabin crew training are transferable to the ambulance service, fire service and police.But it's tricky giving up that lifestyle of travelling the world and having fun 5,000 miles away with like minded people.Today's story comes from someone who is ex cabin crew, but married to a crew member, so they still get to engage in some layover shenanigans sometimes! But this story nearly led to an arrest and deportation - which might have affected his new career in the police!Music Credits for Hi-Jinx in HavanaSon Montuno - Music by Julius H. from PixabayFestival De Cuba - Doug Maxwell_Jimmy FontanezSound Effect by freesound_community from PixabaySound Effect by Moses Justin from Send us a text! If you'd like a reply, please leave an email or numberOur first book of manuscripts from the podcast will be coming out on October 28th! You can pre order by clicking the links in the show notes! Kaylie has written 6 other fictional novels about the lives of cabin crew! Amazon UKAmazon USABarnes and NobleSupport the showThe Red Eye Podcast is written by Kaylie Kay, and produced and narrated by Ally Murphy.To subscribe to the monthly newsletter and keep up to date with news, visit www.theredeyepod.com. Or find us on Facebook, YouTube, TikTok & Instagram @theredeyepod, for behind the scenes stories and those funny short stories that only take a minute or less!If you'd like to support the podcast you can "buy us a beer" and subscribe at https://www.buzzsprout.com/2310053/support, we'd be happy to give you a shout out on our newsletter!Ally Murphy is a former flight attendant, and a British voice over artist based in the USA, visit www.allymurphy.co.ukKaylie Kay is a flight attendant and author based in the UK. You can find more of her work at www.kayliekaywrites.comTo buy The Red Eye's first book click on the following links:Amazon UK Amazon USABarnes and Noble Other E Book Platforms

Fr. John Whiteford's sermon for June 10, 2025.

Fr. John Whiteford's sermon for June 10, 2025.

It's the 100th anniversary of when the Goodyear Blimp first took flight outside of Akron.

Recorded on May 3, 2025 at Boundless Mind Temple in Brooklyn, NY. The ground that we're on, all the time, is one that has wounds in it. There are bodies in it, there are stories in it, there are injuries in it, wherever we're moving.  The ground of our sangha has wounds in it. We're going along, we think we're fine, and then we trip, and there's a gash in the ground. Our country, this country, the ground of this country has wounds in it. Big holes, gaping gashes in it. (…) What if we become all about this? What if we become all about healing of these wounds in our sangha. What if that becomes the lighthouse? What if that becomes the compass?  The BZC Podcast is offered free of charge and made possible by the donations we receive. You can donate to Brooklyn Zen Center at brooklynzen.org under ‘Giving.' Thank you for your generosity!

The Buck Reising Show Hr 1 - Cam Ward getting up to speed & his leadershipSee omnystudio.com/listener for privacy information.

Toyota's 4Runner has built a legacy on its off-road chops, and its off-road aesthetic. You're just as likely to see a 4Runner running through a trail as you are handling the tough task of school pickup duty. However, with the fifth-generation 4Runner launching all the way back in 2009, there was only so much the Toyota could do to keep it updated enough to please the soft-road enthusiasts. Well, Toyota fixed that by rolling out the sixth-gen 4Runner for the 2025 model year and bringing some serious quality-of-life updates – for a cost. The '25 4Runner packs the modern Toyota interior, which comes with a large touchscreen and plenty of tech. Toyota also stuffed its i-Force Max hybrid powertrain under the hoods, which blends a turbocharged 2.4-liter I4 with a hybrid system to net 326 hp and 465 lb-ft of torque. Powering base-model 4Runners is a turbocharged 2.4-liter I4 without the hybrid help that makes 278 hp and 317 lb-ft. Both powertrains work through an eight-speed transmission. On this episode of Quick Spin, host Wesley Wren hops behind the wheel of the 2025 Toyota 4Runner and puts it through its paces. Wren takes you on a guided tour of the latest 4Runner and highlights some of the changes and his favorite features. Later, Wren takes you along for a live drive review. Adding to these segments, Wren chats with Patrick Carone about the 4Runner, how it compares to the latest Toyota Landcruiser, and more. Closing the show, the pair breaks down what makes the 2025 4Runner special.

Ever wondered how a childhood pie-selling gig could spark a lifelong entrepreneurial journey? Or how a near-death experience might redefine your perspective on life? Join as we dive into the riveting life of Michael B. Harris. From selling blackberry pies to surviving a life-threatening water skiing accident, Michael's story is one of resilience and transformation.Michael, a best-selling author and seasoned entrepreneur, chats with us about his book "Falling Down, Getting Up," the art of storytelling, and the "law of Goya"—a humorous take on manifesting dreams. We explore the calming power of breath, the karma of money, and the wisdom he gained from his travels in India. Plus, don't miss his generous offer of a free book to our listeners!Tune in for this inspiring conversation and discover how everything you need for growth is already within you. Subscribe now for more uplifting stories!Michael's BioMeet Michael Harris, a multi-talented master of empowering others to succeed. He's a four-time #1 bestselling author, literary scout, yoga teacher, and business coach who has helped thousands of people share their message with the world and achieve their goals.With his expertise and guidance, you can take care of your health, tell your story, and build a thriving business without ever getting twisted. Michael believes that nature holds the key to living our best lives, and he's here to help you unlock your full potential.Connect with MichaelLinktreeMichael has offered his new book "Within" for free to our Late Boomers audience. If you would like to read it, go HERE 

Yul Perez shared the parable from Luke 15:11-32 on the Lost Son, sometimes referred to as The Prodigal Son.

In this solo episode, Erik dives into his recent travels, the lessons they've taught him, and how his golf game is finally starting to click. But it's not just about birdies and bogeys—he shares a personal scorecard he's been using to track what really matters, both on and off the course. From the highs to the hazards, this one's all about navigating the game—and life—with a little more grace.The EAL Show is presented by Booking.com. Find exactly what you're looking for on your next golf adventure on Booking.com.Right now, Ship Sticks is offering our listeners 20% off your first shipment when you go to Shipsticks.com and use the code EALSHOW..Sign up for a one-dollar-per-month trial period at Shopify.com/ealshow!To learn more about the Golf Card, email Hello@randomgolfclub.comCraving more golf podcast content? Make sure to SUBSCRIBE to RGC Radio YouTube Channel.Follow us!RANDOM GOLF CLUBwww.randomgolfclub.comIG: @randomgolfclubTwitter: @randomgolfclubTikTok: @randomgolfclubofficialERIK ANDERS LANGIG: @erikanderslang

Dave speaks with Hayley Park, an alum of the Coaching for Leaders Academy, on how she got to altitude for better perspective on what's happening in the organization. Applications to the Coaching for Leaders Academy will close on March 14, 2025. Visit the Academy page for details and to apply.

In this inspiring episode of Healthy Mind, Healthy Life, we welcome Michael Harris, a four-time best-selling author, business coach, yoga teacher, and lifelong entrepreneur. His transformational journey is nothing short of incredible—from a near-fatal water skiing accident and addiction struggles to becoming a beacon of resilience and personal reinvention. Michael's book, Falling Down, Getting Up, is a powerful testament to overcoming adversity, breaking self-imposed limits, and embracing a new path forward. We discuss his near-death experience, the power of shifting mindset, and how walking, yoga, and breathing transformed his life. If you've ever felt stuck, overwhelmed, or afraid of change, this episode will give you the tools and motivation to take that first step toward transformation. About the Guest:   Michael Harris is a business coach, author, and yoga teacher who has dedicated his life to helping others turn obstacles into opportunities. His journey from trauma, addiction, and life-threatening health issues to a thriving, purpose-driven life has made him a sought-after mentor. Through coaching, speaking, and publishing, Michael empowers individuals to break free from limiting beliefs and create lasting change. Key Takeaways:   ✅ Near-Death Awakening: Michael shares how a life-threatening accident at 12 years old shaped his journey.✅ Overcoming Resistance to Change: Why we often cling to suffering even when we know we need change.✅ Healing Through Movement: How walking, yoga, and breathwork can shift energy blocks and transform health.✅ The Power of Mindset: Falling down isn't failure—it's part of the process to growth and reinvention.✅ Breaking Free from Past Identity: Simple but powerful techniques to move beyond your old story and embrace change.✅ Do We Need to Hit Rock Bottom? Can transformation happen without extreme hardship? Michael answers this crucial question.✅ Quantum Leap Mindset: Instead of small steps, sometimes the answer is to shift perspectives entirely and make a bold move forward.

Join Spike and James Pumphrey (creator of Donut Media's first series, "Up To Speed" and recent founder of the YouTube channel Speeed) as they discuss everything from James's comedy roots to his journey into automotive content creation. They also discuss why James left Donut Media, the creative drive behind his new channel, and his deep love for classics like his modified E30 BMW.

What does it truly take to rise after a fall and share your unique story with the world? In this episode, we reconnect with Michael Harris, bestselling author of Falling Down, Getting Up, to explore the power of resilience, the Law of Goya, and crafting meaningful narratives. Michael shares how his journey—from battling health challenges to becoming a guide for aspiring authors—has shaped his perspective. Discover actionable insights on overcoming obstacles, embracing action to manifest dreams, calming the "monkey mind," and the entrepreneurial lessons of guerrilla marketing. Learn how storytelling can unlock your potential and inspire others. To check out Michael's book, “Falling Down, Getting Up”, visit Amazon (affiliate): https://amzn.to/4ake9B2 Disclaimer: Not advice. Educational purposes only. Not an endorsement for or against. Results not vetted. Views of the guests do not represent those of the host or show. To check out the YouTube (video podcast), visit: https://www.youtube.com/@drchrisloomdphd Click here to join PodMatch (the "AirBNB" of Podcasting): https://www.joinpodmatch.com/drchrisloomdphd Enhance your productions through Descript (affiliate): https://get.descript.com/gaei637mutik Check out TubeBuddy, the all-in-one platform that helps you grow and scale your YouTube channel (affiliate): https://www.tubebuddy.com/pricing?a=FinancialFreedomPodcast Click here to check out our Amazon product of the day (affiliate): https://amzn.to/3ZLseCC We couldn't do it without the support of our listeners. To help support the show: CashApp- https://cash.app/$drchrisloomdphd Venmo- https://account.venmo.com/u/Chris-Loo-4 Spotify- https://podcasters.spotify.com/pod/show/christopher-loo/support Buy Me a Coffee- https://www.buymeacoffee.com/chrisJx Click here to schedule a 1-on-1 private coaching call: https://www.drchrisloomdphd.com/book-online Click here to check out our bookstore, e-courses, and workshops: https://www.drchrisloomdphd.com/shop Click here to purchase my books on Amazon: https://amzn.to/2PaQn4p For audiobooks, visit: https://www.audible.com/author/Christopher-H-Loo-MD-PhD/B07WFKBG1F Follow our YouTube channel: https://www.youtube.com/chL1357 Follow us on Twitter: https://www.twitter.com/drchrisloomdphd Follow us on Instagram: https://www.instagram.com/thereal_drchrisloo Follow us on Threads: https://www.threads.net/@thereal_drchrisloo Follow us on TikTok: https://www.tiktok.com/@drchrisloomddphd Follow our Blog: https://www.drchrisloomdphd.com/blog Follow the podcast on Spotify: https://open.spotify.com/show/3NkM6US7cjsiAYTBjWGdx6?si=1da9d0a17be14d18 Subscribe to our Substack newsletter: https://substack.com/@drchrisloomdphd1 Subscribe to our Medium newsletter: https://medium.com/@drchrisloomdphd Subscribe to our LinkedIn newsletter: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6992935013231071233 Subscribe to our email list: https://financial-freedom-podcast-with-dr-loo.kit.com/ Thank you to all of our sponsors and advertisers that help support the show! Financial Freedom for Physicians, Copyright 2025

About being afraid to criticize Israel.