Podcasts about Glazer

As Vice President of Human Resources at Glazer's Beer & Beverage, Jonathan collaborates with his GBB colleagues to establish, implement, and improve people strategies and processes.Prior to joining GBB, Jonathan held HR executive roles across various industries, spanning over 20 years. His previous roles include stops at M&M Manufacturing (a Berkshire Hathaway operating company), Southern Glazer's Wine & Spirits, Lennox International, Carrier Enterprise, and Alliance Data (now Bread Financial). Jonathan earned his BBA from Southern Methodist University in Dallas, TX, and his MBA from Regis University in Denver, CO.Jonathan resides in Plano, TX, with his wife and has two grown children. He spends his free time running, learning how to play the piano, and spending time with friends.In this episode, Eric and Jonathan Lee discuss:Patience and Integrity in HR CareersAttracting and Retaining the Right TalentThe Power of Education and ClarityHR's Role in Enterprise ValueKey Takeaways:Young HR professionals succeed by being patient, understanding their role, asking questions, and holding firm to integrity.The ongoing challenge is finding employees who fit both technically and culturally, while keeping them engaged with meaningful work.HR plays a critical role in helping employees—especially younger ones—understand savings, benefits, and the link between financial and health decisions.HR is not just a cost center but a driver of organizational value when it partners with service providers and aligns employee well-being with company success.“At the end of the day, regardless of whatever role you have, your integrity is really all you have. That's what you trade with. So let your actions speak louder than your words, and let your words be consistent with your actions.” - Jonathan LeeConnect with Jonathan Lee:Website: https://www.glazersbeer.com/ LinkedIn: https://www.linkedin.com/in/jonathanhlee/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to changeIt is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.

"The life we enjoy is very much worth the sacrifice." For Episode 371, David and Brandon continue CineNation's series on World War II movies with Jonathan Glazer's THE ZONE OF INTEREST. Listen as they discuss the real story of what the film is based on, Glazer's casting of the film, how they created a unique filming environment, how they created the film's unforgettable sound design, Glazer's Oscar speech, and more!  Also, don't forget to join our Patreon for more exclusive content:  Opening - Paul Schrader and Marc Maron -  (00:00:10) Recap of World War II Movies (00:05:42) Intro to The Zone of Interest (00:11:16) The Real Story Behind the Movie (00:18:03) How The Zone of Interest Got to Production (00:23:58) Favorite Scenes (00:33:21) On Set Life - (01:06:42) Aftermath: Release and Legacy (01:12:36) What Worked and What Didn't (01:24:46) Film Facts (01:29:34) Awards (01:31:03) Final Questions on the Movie (01:34:49) Wrapping Up the Episode (01:41:07) Contact Us: Facebook: @cinenation Instagram: @cinenationpodcast Twitter/X: @CineNationPod TikTok: @cinenation Letterboxd: CineNation Podcast

Building a successful business often means solving problems nobody else sees coming. In this episode of Building Texas Business, I sit down with Merrilee Kick, founder of BuzzBallz, to talk about how she transformed a poolside idea into a ready-to-drink cocktail empire she sold to Sazerac in 2024. Merrilee shares her journey from high school teacher to manufacturing pioneer who bootstrapped through engineering challenges and suppliers who refused to sell her essential components. Her approach demonstrates that when traditional paths close, entrepreneurs must forge their own. We explore how Merrilee built a family-like culture with minimal turnover through practical benefits like daily cooked meals and extended holiday breaks. She discusses why fairness matters more than equality in building loyal teams. During COVID, she created an on-site school for employees' children and manufactured hand sanitizer for hospitals, showing how adaptability serves both business continuity and community needs. Merrilee reflects on mistakes that shaped her success, from coconut cream that solidified at room temperature to trusting the wrong people. She emphasizes that entrepreneurs must trust their gut instincts and move quickly when something isn't working. Her discussion about selling to Sazerac reveals the cultural shifts that come with acquisition and why selecting the right buyer matters as much as the price. The conversation reveals how a teacher's frustration with glass by the pool became a multi-million dollar business through relentless problem-solving and genuine employee care. Listen to discover why sometimes the best business education comes from cleaning your own warehouse bathrooms. SHOW HIGHLIGHTS "S#@t doesn't smell any better with age" - why firing fast is critical to maintaining culture and performance When suppliers demand hundreds of thousands for R&D, sometimes you have to source from Canada and figure it out yourself A $10 daily lunch investment eliminated production delays and built the family culture that kept turnover near zero Creating an on-site school during COVID kept the production lines running when competitors shut down People quit managers, not companies - know your employees' kids' names and eat lunch with them Trust your gut over resumes - the West Point MIT grad who couldn't deliver taught her that credentials don't guarantee performance LINKSShow Notes Previous Episodes About BoyarMiller About BuzzBallz GUESTS Merrilee KickAbout Merrilee TRANSCRIPT (AI transcript provided as supporting material and may contain errors) Chris: In this episode, you'll meet Merrilee Kick, founder of BuzzBallz. Merrilee shares her story of going from a high school teacher grading papers to a multimillion dollar manufacturer of ready to drink cocktails by trusting her instincts, being honest and fair, and keeping sales concepts funny. Merrilee, I want to welcome you to Building Texas Business. Thank you for taking the time to come on in the podcast. Merrilee: Thanks Chris. Chris: So let's start. You founded a very interesting company called BuzzBallz. Love the name. Tell the listeners what is BuzzBallz, what is the company and what's it known for? Merrilee: So BuzzBallz is a ready to drink cocktail company. It's a manufacturing company based in Texas, and I started it back in 2009. Our first sale was in 2010 and I sold it. I ran it for 15 years and then I sold it last year, may of 2024 to Sazerac, a big company, one of the world's largest manufacturers of bourbon and alcoholic spirits. And they were very interested in us because it was the convenience store channel and it was ready to drink. And so it was a little bit different twist for them. Chris: Very good. So what was the inspiration for you in 2009 to start a alcoholic beverage company? Merrilee: I was going through some hard times with my marriage and I was a high school teacher at the time and I wanted to be more financially independent. And my high school that I was working at said that they would give me a teacher's enrichment program to where I could go get my master's in administration and be a principal. And I was like, oh my God, no, I don't want to be a principal. No, I want to go into my own field, which was business because I taught entrepreneurship, business law, international business marketing, computer science, all those kinds of wonderful subjects to high school kids, and I wanted to get my degree and get my MBA in that. So I convinced them to let me do it. Got my MBA and BuzzBallz was my master's degree thesis project. I was grading papers by the pool thinking of what should my project be for my capstone, my final project for my MBA and I had a little vo of candle with me and drinking a cocktail like a good teacher would, and I should probably not have a glass glass out here by the pool where I'm grading papers. I need to have something plastic. So I came up with the idea and the concept of a little party ball, a little ready to drink cocktail in a ball shape. Then my family and I, we sat down at dinner and we came up with the name Buzzballz. I love it. So catchy. And so that's where it came from and it stuck, you know, and it's one of those names you don't forget. So, that's the genesis of it all. Chris: What a great story. So high school teacher grading papers by the pool comes up with a cocktail and turns it into a wildly successful business. That is a coolest story I think I've ever heard. Merrilee: Yeah, we started out with six different flavors and they were pretty edgy. I'm a pretty edgy person, I guess. So, we came out with names like OJ Screamer because it was right when OJ Simpson was on trial and we had an orange juice and vodka screwdriver and we thought, okay, this will be funny, and funny sells, and it makes people laugh again. It makes it fun. So, We came up with some funny, funny names, strawberry Rum job, you know, like kind of edgy, dirty names, but funny and people loved it. Since then, it's kind of calmed the waves a little bit. We've mellowed it down a little bit, toned it down for the general grocery store shoppers, and more more family focused. But we've been through many renditions, many different flavors and sizes and things over the years. Yeah, Chris: It is really cool. Let's go back to kind of that 2009 or maybe time period. So I guess you had your MBA and you had this idea, but what did you do to get this off the ground and what kind of hurdles were you facing in order to do that? There Merrilee: Was so many hurdles. I didn't know anything manufacturing. I didn't know anything business. I was told by bankers all around Texas that I've applied for loans with that you're just a teacher, you don't have any experience, you don't have any collateral, you don't have any knowledge of manufacturing, how are you going to pull this off? And I just googled everything. Google was a really good friend, but I was looking at how many pounds per square inch does a Coke have on the inner walls of its container and will my container hold that and will this plastic have BPA in it and will it leach into my product? And what is the oxygen scavenging ratio of will oxygen permeate this plastic and degrade the product and what kind of petaloid base do I need on this? So there's a lot of engineering involved to create the container because it is a custom container. And then I was almost to the finish line and then a company, I wanted to put these metal lids on the container and a company came to me and they said, we want you to pay us hundreds of thousands of dollars so that we can r and d and see if your product really can be a good product for the market. And I couldn't afford it, so I just did it myself and I had to launch it myself and they said they wouldn't sell me any lids because of it. So I had to buy 'em from Canada. I had to buy 'em from overseas and then do it myself. So one of the things I learned is you just have to do everything yourself. You have to clean the bathrooms, you have to clean the warehouse, you have to set up the equipment, you have to do all the QuickBooks, you have to do the shipping, you have to do the billing, you have to understand all the details of this business inside now before you can pass it on to anybody. Chris: That's a very common theme amongst entrepreneurs, especially in the startup. You have an inspiration or a passion or something or idea that you believe so much in and are so passionate about that despite all the hurdles you run into, you just figure out ways over the hurdles. Merrilee: That's because if you don't, your failure to do anything and try to get it right means bankruptcy. And most entrepreneurs are going on their last thread, maxed out their credit cards. They can't afford a complete and utter failure. They can afford mistakes, but they quickly pivot and fix it and keep going. They keep swimming Chris: To that point. So you said you have to be able to do everything to get it going. Those are early days. How do you then transition once you've got some legs underneath it to start letting go of some things and bringing people in because it's your baby and you have to learn to trust some people to take care of it, Merrilee: And you make a lot of mistakes trusting people too. So you'll have a lot of duds people that you hire, some family and friends I would steer away from as much as possible unless that family is under your control, like cousins, aunts, uncles, those are more difficult to work with than your own sons because your sons will do whatever you tell 'em to do. Chris: And I know you have your sons in the business, Merrilee: But it was difficult when I hired friends because they were entitled. They thought they would be able to have more. So it's very different when you're having to hire people that are friends, Chris: That's having a strong team around you is so critical to the success of any business. What did you learn along the way? And aside from maybe don't hire friends to really hone in on your process to improve your hit rate on making sure you were hiring people that you could trust and they could do the job Merrilee: Well, sometimes you hire somebody based on their resume or their referrals or whatever, and that's a good first step, but you're going to still make mistakes. I remember I had a guy that had all the accolades in the world. He was a West Point grad, he was MIT, he had all these accolades, but he couldn't seem to get anything done and talk about delegation. I had to have my son because I was out of town. I was like, Hey, you get to fire this guy and here's this guy that's 30 years his senior and my son has never fired anyone before. And he had to have that experience. It was difficult. But one thing I've learned is crap doesn't smell any better with age. So you've got to get rid of people that are toxic or that even if you have a relationship, a friendly relationship with them, sometimes it just isn't going to work for whatever reason. Either something legal that they did or something that was immoral that they did or just basic laziness or in capability to get the job done. So sometimes if you don't feel it, it's almost like a gut feel. If it's not working right, then there's something wrong and you got to make moves. A Chris: Couple of things there, right? First I think the adage of hire slow fire fast is very true. Easier said than done. I Merrilee: Don't hire slow. I don't like that. I don't like that saying because I think sometimes you hire fast and it's okay. I think the important thing is fire fast if you have grounds to do so and try to get somebody to replace them as quickly as possible. You got to do everything fast when you're an entrepreneur. Chris: So on the fire fast side, right? I mean I think it's whether it's performance or cultural fit, if it's not working, the sooner you move, the better your organization's going to be. Merrilee: But on the cultural fit too, that's a big one because they may have the capability to do it, but maybe at their own pace or maybe not at your pace or maybe they just have a different idea of work altogether. Chris: And one of the things we say here, it doesn't necessarily make 'em a bad person. This isn't the right organization for them and they need to go find that organization that will fit them better. But speaking of culture, how would you describe the culture that you built at BuzzBallz? Merrilee: Okay, so my culture at BuzzBallz, we hardly had any turnover because I treated it like family. I think that people quit managers, and I've heard that before, but people do quit, managers and they quit companies that don't believe in them. And I think that is a big cultural learning. You've got to do things together, you got to take them to lunch, you got to talk to them, you got to get involved with their family life, know their kids' names. You need to know something about the people that report to you. Now when you have a thousand people reporting to you can't possibly do all that, but you can have parties and you can have celebrations and you can recognize people at every level of the totem pole. And I think some of the things to do to build culture, we would have a cook on staff that cooked for everybody every day because that $10 a day savings meant more to, and it meant a lot to me because they could start the lines on time. I didn't have to wait for somebody to go get a burrito down the street and come back. They could just go ahead and keep together. And it built culture that way too. They started to trust each other, they started to rely on each other. And the other thing that we did was we all rolled up our sleeves. It didn't matter whether you were the lead accountant or if you were the CEO, if something needed to get done, you go do it. Chris: I think Merrilee: That's great. So it's not that it's above you or it's somebody else's job. Chris: Yeah. Kind of lead by example, right? No task is above anyone. It's all about getting the job done. Merrilee: Correct. Chris: And I think to your point of knowing your people as best you can, when you start to scale the business as you did, I think it breaks into tier. So within your direct reports or a level or two, you have the ability to get to really know them. And then I think it's important to teach them that they take it another level down and really have good connections within their direct reports and then you can layer that through the organization so that people feel connected. And so Merrilee: One thing I learned too, Chris, is I learned that people are better managers than me. I'm more of an inventor. I'm an entrepreneur. I'm not really a good manager of people. I'm a good people person and I'm a good salesperson, but I don't like doing the management of the day to day of my car broke down or I'm sick or I need PTO approved or I need blah, blah, blah, blah. I don't like doing any of that. All the administrative stuff that comes with management I'm terrible at. It's not that I'm terrible, it's just that I don't want to do it. I would rather have somebody that's better at it do it. I think that it's really important that people see your genuine self and that you're honest and fair to them more than equal. Equality is different than fairness. And I think fairness trumps equality, fairness. Somebody who comes to work every day works their butt off every day, takes care of you, always says they're going to get it done. That person is a person I want to hire versus somebody who's complaining and moaning about equality. If you gave them a day off, I want a day off, I need a PTO day just because I just need a de-stress day, it's buzz off. I don't need you to complain about your daily work. Chris: Everybody has stuff. So despite that, we still have to get a job done and that gets lost sometimes. And that just goes back to the hiring process and making sure, and I agree with you, no hiring process is perfect. It's more of an art than a science, but if you really focus on some of the right things, you're going to have better hits. But again, like we said earlier, once you realize you've made a mistake, you got to make a move. Merrilee: And also about the speed of hiring. When you said hire slow, I've been with companies that hire too slow and they drag prospective employees on for so long doing too many rounds and they lose them Chris: For sure. I guess it slows relative, but yes, if you drag it out immersively long, if you have a good process, you know what you're looking for. And within a couple rounds of an interview, you should know whether that person's going to hit fit or not. We talked a little bit about culture and I guess one thing would be interesting is how do you believe that you've been through a transition in the last 12 months? Has that culture been impacted by that Merrilee: Tremendously? Yeah. Culture is completely different with a big company versus a small entrepreneurial company. Entrepreneur companies are more freewheeling, more giving in terms of the things they allow people to do. They help people more. Bigger companies are more rigid. They have more rules because they have to, they're just bound by more legal problems if I could say. So just they've got more issues to have to Chris: Worry, maybe legal hurdles and regulations and such, Merrilee: And they have just a bigger spotlight on them. So people are always looking at them trying to find fault and trying to sue them for anything possible. There's rules and regulations that they have to abide by that I didn't. So culture has changed also with they had to let go a lot of people and that was really hard because these are people that I loved and people that I cared very dearly about that helped me build the business, but they had their own internal structure and people already filling some of those roles so it didn't make financial sense or business sense to string them along and have two people doing the same thing. So there were some business decisions that were made that affected culture. Yes, Chris: It's almost inevitable when that type of combination happens, right? Because there's going to be some overlap and a business has to run efficiently and can't have two people doing the same thing Merrilee: And they just run it differently. It's not that one's better or one's worse. They just are different. And I tried to pick a company to buy us that would be as close as possible to our culture and I tried to pick one that was privately owned and family owned and manufacturing instead of some other kind of company. I didn't want private equity or anything like that. I wanted somebody that held some of the same beliefs I did and I think I did a good job with this company. I really like them and I think they have a lot of great ideas, but it's different than how I would've done it. Chris: Hello friends. This is Chris Hanzlik, your building Texas business host. Did you know that Boyer Miller, the producer of this podcast is a business law firm that works with entrepreneurs, corporations and business leaders. Our team of attorneys serve as strategic partners to businesses by providing legal guidance to organizations of all sizes. Get to know the firm@boermiller.com and thanks for listening to the show. So let's talk a little bit about innovation because what you did there was nothing like it on the market. Obviously the initial concept seems unique and novel As you grew the company over those 15 years, how did you incorporate or encouraged innovation within the company to keep it going? Merrilee: We would have so much fun together. We always had happy hours after work and we would sit and brainstorm with a cocktail in our hand and just anything goes. We would talk about anything and everything and we would do fun marketing things too. Things that were a little edgy maybe too far. Like we had Buzz Ball condoms for spring break and we had crazy stuff for marketing and now the marketing is a little more toned down because it's going to the general populace instead of just craziness. So I think that that's changed for sure. Tell me again what you were asking about Chris: Kind of incorporating innovation into Merrilee: Innovation. Yeah, so it's just Chris: Propelling success. Merrilee: We would try different flavors and this tastes gross or this tastes like medicine or no, I don't like it or I don't like the color of it or whatever. So we had an r and d team and they were fun people and that was really important to me. I wanted the ability to have the science aspect of it, but I also wanted the ability, we had a good formulation going so that we could do that. Now, one thing we decided when it was around, I don't know, four or five years in, we were thinking, oh, sales are starting to slump a little bit, wonder what's going on. We should start our own vodka and our own rum and our own gin and our own bourbon and start making those. We could do that. And so we started doing that. The thing we didn't do well was marketing of those products. So those products felt flat over two or three years. We had distribution, but we didn't know how to sell it because we had been selling in a different channel in a different way. So we went back and focused on our core learning from that mistake, just innovation is something else. Do you want to make things in a different shaped container? So we came out with the biggie, the giant biggie, and I had always wanted to make a big bowling ball sized buzz ball and everywhere I went, they were like, no, the Chris: Party size, we Merrilee: Can't do it party size, we can't do it. That's what they kept saying, you can't do it, you can't make it. It won't work. We found a way to make it work and it's one of the coolest looking things on the market and we've got witches potion coming out pretty soon. We've got biggie, BuzzBallz everywhere. Chris: I think one of the things you mentioned there, just it's okay to try new things and expand, but you've got to stay on top of 'em and I guess you said with the vodka and the bourbon and whatnot, eventually we're not as good at this. So you have to know just higher or firing fast, you have to know when to cut that off and go back to your core to really just focus on what you're good at and be the best at that. Merrilee: And so what we did with all that excess booze that we made is we just drank it in our bar. We had it at our bar at work. We had a nice big bar at work, so we would Chris: Some cost savings. We had to go buy support Merrilee: Our habits. Chris: So I'd be interested to know, you said you were in the Dallas area when you started this company. Do you feel that being in Texas as a entrepreneur and startup business had its advantages that allowed you to achieve the success that you have? Merrilee: I knew that Texas is a little bit cheaper than some of the other big cities out there, la, New York, and it's centrally located, so that helps a lot in terms of shipping, but I don't think that Texas particularly helped me other than this is where I grew my family and it was home Chris: Cheaper real estate. I think typically a legislature at the state level that's business friendly. Merrilee: Yeah, yeah, it is. I think that the other thing I wanted to make a point of is we have a big labor pool, not necessarily good though, it's a big labor pool, but sometimes you have to go through a bunch of people to find the right kind of people. What's that work ethic thing? Chris: Of course. So let's talk a little bit then about leadership and how you would describe your leadership style and how you think that evolved over time. Merrilee: I'm a hugger. I walk down the hall, I smile at everybody, I talk to everybody. I give them a hug, I eat lunch with 'em. It's an open door. So I think that is one thing that's different about me. I care about my employees so much. When COVID hit, one of the things we did that I'm especially proud of was we started our own little school. So I knew I needed employees to show up for a manufacturing plant, but how could they do that if they had to stay home to take care of their kids? Their kids' school was closed, so I was like, I'll start a school. And so I started a school onsite, a buzz ball school, hired a Texas education, the agency teacher and an aide, so a TE, a certified teacher and an aide, and we converted a conference room, big conference room into a kids learning center and we got headphones and we had them get their PCs from all their different schools. We had kids' books, we had play mats, we had tents, we had all kinds of stuff. We cooked breakfast for 'em, we cooked lunch for 'em, we gave them a snack, we helped them with their homework and then their parents could bring 'em to work at 6:00 AM before school starts, but 6:00 AM We had somebody there to greet those kids when their shift started, the people working and we'd help the kids, give them a snack, give them their homework, make sure they got everything done, and then their parents could eat lunch with them if they wanted to during that day and then pick 'em up at two or three o'clock in the afternoon when their shift was over. But that's one of the things I'm really proud of. That's like a different thing that we had to do for COVID. So we did a lot of things like the lunches, the free lunches. We also gave everybody time off between Christmas and New Year's, right around December 22nd to January 2nd, I just said everybody gets that time off because of when I was a teacher. That was really important to have that family time and when you're working your job for your first year when you're out of college, or even if you never went to college, you get two weeks vacation. That's not enough for the whole year. So two weeks vacation plus a week of PTO for sick time, and then you get this extra 10 days off paid and you don't have to come to work. You can make that plan and go to New York for your family. And then we also give them a bonus at Christmas so that they could buy some Christmas presents. Some of them were paycheck to paycheck and so it meant lot. Yeah, just little celebrations, chili cook-offs and dinosaur races and silly stuff, but it was good. It was a good relationship, good culture. Chris: What you just mentioned about the school during COVID is fascinating to me and brilliant by the way, so kudos to you that would fit within my definition of innovation. Thinking outside the box and going, one, you have to keep your business going and so how can I do this given what my workforce is dealing with? And you found that is an amazing solution. Merrilee: We also decided that we would be an essential business, so we made BuzzBallz, hand sanitizer, we took some of our spirit based vodka and rum and gin and put these little toppers on them instead of the 50 ml size that's on the airplane that had a screw cap, put these tops on 'em and then made hand sanitizer, gave it out to all the lab corps, all the hospitals in the Dallas-Fort Worth area, all of the grocery stores, Southwest Airlines, American Airlines, spirit Airlines, we gave it out to so many people and all the hospitals and everything. So that was one way that we could stay in business made us essential. Chris: It's funny, I had some clients do some similar things with hand sanitizers during that time. Of course, looking back, if you remember the spike in alcohol cells during COVID, it seems like it would've been a natural essential business anyway, right? Merrilee: Straight answer from any kind of government saying essential business or not. I was like, we're going to make ourselves essential, and people wanted to buy our hand sanitizer and I'm like, no, we're giving it for free. We're not doing it for money. We're doing it for the betterment of mankind. Chris: At that point, it was so uncertain, right? Merrilee: Yeah, we thought we were going to die, we're going to all Chris: Die. Thank goodness that didn't happen. We've suffered that. I think there's been a slow progression back to normalcy in the business world as a result of COVID. You see it more and more the work remote versus now just this year a lot more about five days a week back in the office, which four or five years ago, you never thought that would happen. Merrilee: That really made me mad too, that everybody was expecting to work from home forever, and I was just like, that's not real life people. You need to collaborate with other people. You need to get things done. And you can't do it in a bubble unless you're like a computer programmer and that's all you do all day is sit in front of your pc. It doesn't make any sense if you're in a people oriented business. Chris: I couldn't agree with you more. And that's what our firm is, people oriented, customer service, customer facing professional services, and we say we're better together and the collaboration is key. It's where learning and training and development come from, and we think where our best client service comes from. So we got to be together. We actually got back in the office in May of 2020 in a smart and safe way, but it was that critical. Merrilee: It's changed time and leveraging technology. I've just noticed such a flowing in customer service and an accountability and when you call somebody to set up an appointment for something, you get some robot on the phone and you push one and you push two and then you push one and then you push three and then you get somebody that's a voicemail or whatever. It's so frustrating. There is such a decline in accountability. It's like somebody's always passing the buck to somebody else or that's not my department. I don't do that. And companies have gotten so big, and I'm talking about the big at ts, the big companies that don't ever answer their phone, they don't have a human that answers their phone. You can't get support. And I think that when it's just so refreshing when you have a company that actually answers their phone, that actually responds to your email that you sent, even if it's a complaint, somebody listened. Somebody responded, oh crap, I'll buy their stuff forever because of that. I was mad, but now I'm happy. Chris: So true. So you mentioned something, it was a while back, but you talked about making mistakes along the way. Can you give us an example of maybe one or two where you're like failure or mistake, but that you learned through persevered through made you better because you had that experience? Merrilee: Yeah, so I had so many mistakes. I think that it's so important to make mistakes because you don't get better unless you make mistakes. Mistakes don't mean failure. Overall. Mistakes mean it's an opportunity to change it for the better, to make your product better, to make it more solid. One of the things early on that I did was I was making a pina colada and I was using real coconut cream. A lot of these entrepreneurs come to me, I'm going to do everything with real stuff. It's healthy, it's this, it's that. It's whatever. I'm not going to use anything artificial. That's great. Okay, go for it. Is it shelf stable? Was it going to rot on the shelf? All those kinds of questions I have that come up when you do a commercial product. But anyway, I was making this pina colada coconut cream. What I didn't know, what I didn't Google was that coconut cream freezes and turns solid at 70 degrees Fahrenheit. So I'm sitting here making this coconut cream. Oh my gosh, taste is so good. The pina coladas were so awesome. And then after that sat there on the shelf for about two or three months, it started to clump up and it looked like cottage cheese in the container. So when people would open it up, they're like, so that was one mistake that I learned from and had to fix, and we did and it's awesome. Another mistake I made was I was using real orange juice in my, instead of triple suck, I was using some orange juice in my tequila, Rita, it was a margarita, and I wanted just a little tad of orange juice in there. That orange juice pulp turned brown over time and you don't notice it when you make it. You don't notice it when you test it, but it looked like fish food floating around in the bottom of my container. You could see through my container Chris: Once it goes on the shelf and sits for a while right then, Merrilee: And people are going, I'm shaking it and there's brown specks going around in here. What is that? So these were all early lessons learned, just things you learned just by running the machinery or by cleaning products or by making the containers. I can't even tell you how many mistakes I've made, but I think most of my mistakes were later on more with people than with product And also just learning who to trust. Trusting your gut instinct I think is one of the most important things entrepreneurs have to do. When you feel something's wrong, it is wrong. Even if you meet somebody that seems to be nice or really important, they might just be weird or they might have a problem. So got to keep your distance. Chris: That's good. On that point, any advice you received along the way from someone that really stuck with you and helped you through the journey? Merrilee: There was lots of times I had advice, but it wasn't really framed in terms of advice. I remember when it was pretty early on, my dad came to see me and it was before we knew any level of success and he sat there and he looked at the buzz ball and he goes, I think you might have something here. And that just felt so good to me to hear that from someone else. And it wasn't because he was my dad, it was just like he was just a normal person looking at a normal product and he was judging it and I thought, wow, okay. He said that. Another one that comes to mind is Blair Casey. He was an original distributor for me, and he was the first guy to bring in my buzz ball product into Texas. He worked for Glazer's at the time, and then I hired him in 2017. He came on board and became my head of sales. Anyway, this guy was always positive. I relate him to Ted Lasso, but he's just so positive. But he always was, glass is always half full with that guy, and I always remember his way of being more than him saying the glass is half full, but the glass was always half full with Blair. And even when you focus on how it's half empty, you got to remember that it's also half full. Chris: Look for the positives in the learning though. That's great. Great stuff. Merrilee really appreciate your insights and sharing your story. A couple of things just to maybe wrap things up more Texas specific. Is there anything, having been in Texas for a long time, any traditions or things that you and your family like to do in the state or in the dallas Fort Worth area? Merrilee: I like to go to Stars games and things like that. My husband loves to play golf. My kids, I've got five grandkids now, so home is special to me. My home is the most important place to me and there isn't really, I can't say I like State Fair of Texas or the PBR Rodeo or anything like that is sticking out in my mind. I like to go occasionally, but I like to stay home a lot and I like to spend time at work a lot and I love Christmas holiday lights. Just the holiday season, seeing all the lights, it just warm my heart. It just makes me feel good. Chris: That's great. Okay. Here's a question for you. Do you prefer TexMex or barbecue? Merrilee: TexMex with lots of cheese. Chris: Lots of cheese. I can relate to that. Merrilee. This has been great. I really appreciate your time. Congratulations on just what a cool story coming from a teacher to a very successful alcoholic beverage manufacturer. Merrilee: Oh, thank you. Thank you. I'm on my new things now and I'm actually making some barbecue sauce and doing some other things with gourmet land that's a completely different new products, new company, and that's where I'm spending a lot of my time now. And RAC is carrying the torch for BuzzBallz and they're doing a great job. Chris: Well, it sounds like you meet the definition of some of my favorite people, which is serial entrepreneur onto the next thing. Merrilee: Can't stop. Chris: I love it. I love it. This has been a pleasure. Thanks again and wishy continued success. Merrilee: Thank you so much. I appreciate it. Chris: And there we have it. Another great episode. Don't forget to check out the show notes at boyer miller.com/podcast and you can find out more about all the ways our firm can help you@boyermiller.com. That's it for this episode. Have a great week and we'll talk to you next time. Special Guest: Merrilee Kick.

Beverley Glazer, MA, is an ICF-Certified Transformational Coach,Psychotherapist, and Strategic Consultant with over 35 years of experienceempowering individuals, companies, and communities navigate change.She is the founder of Reinvent Impossible LLC, the umbrella company forher services, including individual coaching, strategic consulting, and herInternationally acclaimed podcast, Aging with Purpose and Passion, a boldplatform that amplifies the voices of trailblazing women redefining midlifeand far beyond. A recognized thought leader, Beverley has served onadvisory boards and contributed to publications including PsychologyToday and Kuel Life, with syndicated features on networks like MSNBC andABC. Through a unique blend of clinical techniques and strategic coaching,Beverley guides high-performing women over 50, reclaim their voice, owntheir value, and redefine their purpose on their own terms.“Your legacy starts now - in the choices you make and the truths youlive by today.”  - Beverley GlazerConnect with Beverleyhttps://reinventimpossible.comhttps://www.linkedin.com/in/beverleyglazer/https://www.facebook.com/beverley.glazerhttps://www.instagram.com/beverleyglazer_reinvention/

A podcast to accompany the release of my book Darkness Visible: the Cinema of Jonathan Glazer, available HERE Jonathan Glazer has created some of the most unforgettable images in twenty-first-century cinema. From the dreamlike menace of Sexy Beast to the haunting abstractions of Under the Skin and the chilling banality of evil in The Zone of Interest, his films blend surreal intensity with razor-sharp formal control. But Glazer's world doesn't stop at the cinema screen-it extends into commercials, music videos and short films that have redefined visual storytelling. In Darkness Visible, critic and author John Bleasdale guides readers through the full scope of Glazer's career, offering a vivid, provocative and deeply informed portrait of a filmmaker who resists interpretation even as his work demands it. With chapters on each feature film, along with Glazer's groundbreaking work in advertising and video, this is the first comprehensive account of a visionary whose cinema explores the dark undercurrents of modern life-and leaves audiences changed. John Bleasdale is a film critic and writer whose work is regularly published in Variety, Sight and Sound, The Economist, The Financial Times and The Guardian. He is also a contributing editor of The New World and hosts the podcast Writers on Film podcast. His book The Magic Hours: The Films and Hidden Life of Terrence Malick (2025) was published by the University Press of Kentucky. Learn more about your ad choices. Visit megaphone.fm/adchoices

To celebrate the publication of Darkness Visible The Cinema of Jonathan Glazer I talk with Kaleem Aftab about Glazer's feature film debut Sexy Beast. To buy the book, click here or visit any site where books are sold. Learn more about your ad choices. Visit megaphone.fm/adchoices

For today's episode as part of the Creative Control Network, on The Business of the Business podcast with John Poz and Lavie Margolin, as we bring in Romy Glazer, Partner in Prestige Management Group, Marketing executive and recently of Anthem Sports & Entertainment as a Fractional Marketing Executive. We will also run through a lot of the top news stories including lots of news, and so much more!Support #CCN by checking out mybookie.ag ! Use the code CONTROL to get a 50% bonus on your deposit! Deposit $50 & get $25, or go big and deposit $100 & get $50! Plus bet on #WWE #MITB , or any other sport on this planet! Easy deposit system & even easier withdrawals at #MyBookieGet 20% Off and Free Shipping with the code BIZ at Manscaped.com. That's 20% off with free shipping at manscaped.com and use code BIZ. Time to feel sexy and free this 2025 with MANSCAPED™Become a supporter of this podcast: https://www.spreaker.com/podcast/the-business-of-the-business--4870725/support.

This episode brings me back to my earliest days in broadcasting, as I talk with a play by play commentator who I worked with dating back to my high school commentating days, Bruce Glazer. Lots of storytelling here as well as opinions on commentary and other topics.

We continue our deep dive into McKinsey's latest Learning Trends Perspective Report with authors Jessica Glazer and our co-host Jake Gittleson. In Part 2, we take a closer look into the last two of the three macro trends: responsible AI adoption and developing resilient and adaptable individuals and organizations. We discuss actions and meaning for each and implications for individuals, managers, and leaders within organizations.   00:00 Introduction and Banter 02:03 Recap of Report 05:41 Diving into Responsible AI 07:48 Challenges and Considerations in AI Adoption 11:36 Higher Order Skills and AI 16:38 The Role of AI in Art and Animation 18:03 Decisions and Consequences of Using AI 18:53 Metacognition and Learning in the Age of AI 19:57 The Importance of Genuine Intelligence 23:02 Resilience and Adaptability in Continuous Change 30:37 Organizational Resilience and Sustainable Workflows 32:29 Final Thoughts   DOWNLOAD THE REPORT The team provided an overview of the findings and a link to the full report (see bottom of post) at https://www.mckinsey.com/featured-insights/people-in-progress/reimagined-learning-and-development-in-the-future-of-work   LISTEN AND SUBSCRIBE ON APPLE, SPOTIFY, AND YOUTUBE Apple Podcasts: https://podcasts.apple.com/us/podcast/the-learning-geeks-podcast/id1413446184  Spotify: https://open.spotify.com/show/7mACo97JvUL1LOmVJ9lATI?si=c430a6d9b08c4100 YouTube: https://www.youtube.com/@learninggeekspodcast   You can also download us anywhere you get your podcasts.   CONNECT WITH US If you have any feedback or want to join in on the conversation, connect with us via LinkedIN.   DISCLAIMER All thoughts and views are of our own.

Glazer Shore by Alexis by 826 Valencia

In this episode of the Identity Jedi Show, we are joined once again by the incredible Ian Glazer. A recurring guest on the show, Ian shares his rich experiences and insights from the identity landscape. We relive some memorable moments, including how a dry joke about commas at a Gartner conference sparked a long-standing friendship. Ian recounts his journey over the past two years, transitioning from Salesforce to founding his own advisory firm, and eventually joining Signal for an exciting venture on the vendor side. We delve into the evolving identity landscape, the importance of community, and the growth mindset that defines our industry. Ian also introduces us to the concept of the Open IAM Data Schema (OS), which could revolutionize how we handle identity data. We explore the potential of AI in transforming identity management and discuss the broader implications of rapidly advancing technology. Join us for this thought-provoking conversation about the future of identity and how we can navigate this exciting yet challenging landscape together.00:00 Introduction and Guest Welcome00:33 Ian Glazer's Impact and Early Career02:18 Casual Catch-Up and Personal Updates05:19 Ian's Move to Signal and Career Reflections10:56 The Identity Industry and Community Insights14:14 Future of Identity and Industry Changes23:15 Modern Identity Management Principles24:16 The Boiling Pot: Rapid Changes in Technology24:56 Waking Up in a Voltron: New Tools and Reach26:52 Business Resiliency and Security29:35 The Role of Identity Practitioners32:21 AI's Impact on Business and Society41:41 The Future of Identity Data Management48:50 Open IAM Data Schema: A New Standard51:05 Concluding Thoughts and Future Outlook

In this inspiring episode of the Fit Strong Women Over 50 podcast, hosts Chris and Jill sit down with Beverley Glazer, seasoned psychotherapist, empowerment coach, and host of the Aging with Purpose and Passion podcast. With over 30 years of experience helping women overcome adversity and step confidently into new life chapters, Beverley brings a wealth of wisdom and practical strategies for navigating midlife with resilience and authenticity. Beverley shares why she's passionate about working with women over 50, what it really means to “redefine midlife,” and how we can all reclaim our purpose—even after life's biggest transitions. From managing the emotional challenges of the empty nest or the end of a career, to battling ageism and discovering meaningful goals, Beverley offers compassionate advice and powerful encouragement. For more information and links, visit our website at BecomingElli.com

It's rare to find a CFO who not only manages the numbers but also champions the people and the product with equal passion. Eliran Glazer, the CFO of monday.com, is that rare breed, and we're privileged to have him on the show. This episode uncovers Eliran's journey, from his early fascination with math and physics to his current role steering a tech giant through rapid expansion and public market transitions. Explore how monday.com empowers businesses with its customizable work management platform and how Eliran's approach to finance and leadership drives their continued success.

Jesse Palmer is hearing there is a chance T.J. Watt gets over $40 million from the Steelers. Do the Steelers need to sign Watt before Parsons? Jay Glazer thinks Tomlin-Rodgers is a 'perfect match.' Glazer said the only two places he thought Rodgers could win a Super Bowl was with the Rams and the Steelers.

We dive deep into McKinsey's latest Learning Trends Perspective Report with authors Jessica Glazer and our co-host Jake Gittleson. The two share an overview of the report and their deep perspective on the three key macro trends, sub trends, implications on development, and how these forces will shape the future of people development. In Part 2, we will go deeper into each area such as identifying actions and meaning for individuals, managers, and leaders within organizations. 00:00 Cold Open 00:47 Banter 02:00 Jessica Glazer's Intro and Background 04:57 Methodology of Learning Trends Report 09:03 General themes from the research 13:11 Overview of the three macro trends 13:46 Fluid development ecosystems   26:33 Responsible AI Adoption 30:54 Resilient and adaptable individuals and organizations   35:32 Wrap up and previewing Part 2   DOWNLOAD THE REPORT The team provided an overview of the findings and a link to the full report (see bottom of post) at https://www.mckinsey.com/featured-insights/people-in-progress/reimagined-learning-and-development-in-the-future-of-work   LISTEN AND SUBSCRIBE ON APPLE, SPOTIFY, AND YOUTUBE Apple Podcasts: https://podcasts.apple.com/us/podcast/the-learning-geeks-podcast/id1413446184  Spotify: https://open.spotify.com/show/7mACo97JvUL1LOmVJ9lATI?si=c430a6d9b08c4100 YouTube: https://www.youtube.com/@learninggeekspodcast   You can also download us anywhere you get your podcasts.   CONNECT WITH US If you have any feedback or want to join in on the conversation, connect with us via LinkedIN.   DISCLAIMER All thoughts and views are of our own.

Hello to you listening in Warsaw, Poland!Coming to you from Whidbey Island, Washington this is Stories From Women Who Walk with 60 Seconds for Motivate Your Monday and your host, Diane Wyzga.Recently, I had the pleasure of sharing the mic with my Canadian friend and colleague Beverley Glazer of Reinvent Impossible, Inc. who helps “woman over 50 discover their true purpose, to reinvent themselves and live a life with meaning, passion, and fulfillment.” Together Beverley and I are helping women who desire to rewrite their narrative, speak their truth, and discover just how influential their Origin Story can be for beginning anew, human connection, engagement, and leadership.If you are curious about exploring courage, resilience, and the undeniable ripple effect of embracing all the potential that is your origin story, to connect more deeply with yourself and others this episode is for you! Join us and be inspired!Highlights:• Diane's resilient journey from incest survivor to professional story activist wielding her voice as a tool for change;• The unstinting pursuit of engagement and authenticity in a world that often encourages women to be anything but;• The crucial role of reclaiming your voice no matter what you're going through;• How overcoming personal challenges and fears can lead to a life filled with adventure and purpose; and• How storytelling is not JUST expression, but a powerful medium that can have incredible impact.Click HERE to listen to our conversation on AppleClick HERE to listen to our conversation on SpotifyPlease be sure to spread the word with a generous 5-star review and comment; it helps us all.ResourcesBeverley Glazer MA., ICCAC“Create a life you love.”Premier Custom Coaching Solutions for Business & LifeReinvent Impossible, Inc.:  https://reinventimpossible.com/Schedule a conversation: https://calendly.com/reinventimpossiblePodcast: https://podcasts.apple.com/us/podcast/aging-with-purpose-passion/id1562514982E-mail: bglazer@videotron.caTel: 1-514-288-1891 You're always invited: “Come for the stories - stay for the magic!” Speaking of magic, would you please subscribe, spread the word with a generous 5-star review and comment - it helps us all - and join us next time!Meanwhile, stop by my Quarter Moon Story Arts website to:✓ Check out Services I Offer,✓ Arrange your no-sales, Complimentary Coaching Consult, and ✓ Stay current with Diane on Substack (Wyzga on Words). 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. 

Send us a textIn episode 240 of The Data Diva Talks Privacy Podcast, host Debbie Reynolds, “The Data Diva,” welcomes Ian Glazer, Vice President of Product Strategy at SGNL (SGNL.ai) and co-founder of IDPro. With decades of leadership in digital identity, Ian shares insights on how identity, privacy, and security have become essential foundations of digital interaction.They explore how identity has shifted from managing usernames and passwords to helping individuals assert who they are in digital spaces. Ian and Debbie examine the rise of “proofing creep,” where services now require government IDs and biometric selfies, raising questions about over-collection and user dignity. Ian explains that identity is how privacy controls are enforced, and that organizations need to ask what data they are collecting, what it represents, and how it should be protected.The conversation covers mobile driver's licenses, biometric authentication, and government-backed digital ID programs. Ian raises concerns about fragmented identity systems that could create barriers to global access and digital inclusion. They also discuss challenges with age verification laws that translate physical-world practices poorly into online environments, often leading to excessive data demands.Ian outlines how emerging AI systems acting on behalf of users present new identity challenges around authority, authentication, and accountability. He ties this to similar concerns around digital estate management, emphasizing the need for consistent identity frameworks across different contexts.Closing the episode, Ian calls for an empathetic approach to designing identity systems, one that recognizes real-world conditions such as aging, accessibility needs, and unequal access to technology. Debbie and Ian agree that identity systems should be easy to use, respectful of users, and built to support everyone, not just tech-savvy individuals.Support the show

Kelly Cates is joined by The i Paper's chief football writer Daniel Storey, Sports economist Victor A. Matheson & football finance expert Kieran Maguire, as they delve into the rising number of American owners across British football. It's 20 years since the Glazer family's highly-controversial and highly-leveraged takeover of Manchester United. Throughout those two decades, the Glazers have been the prime target of fan protests with “Glazers out” still ringing around Old Trafford. So over the course of this episode you'll hear why US investors are obsessed with British football, and how real are the concerns that US owners could collude to “Americanise” the traditions of English football from the removal of promotion and relegation to moving matches overseas and relocating clubs to other cities.

It's not enough to know WHY your prospects need your product. You also need to understand all the reasons they might say "No" to buying it as well. If you don't think there are any reasons - Think again. In part two of this two-part episode, Bill Glazer reveals the third major "tipping point" in sales psychology that all sales copy needs to address in order to gain the trust (and the money) of your dream customers. Glazer also outlines the 11 shortcuts to applying even MORE principles of psychology into your copy. Be sure to check out part one first! MagneticMarketing.com NoBSLetter.com

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Pulse Glazer (Snap Judgements) returns to discuss:The Golden Gauntlet tournament ⭐️ The changes to snap including the snap packs and more ⭐️ The new OTA ⭐️ We also talk about all the cards coming this month ⭐️ We chat about comics / MCU movies and more! Always great having Glazer on the show (my first guest on the pod).

Drs. Jeffrey Jensen and Johanna Richey are excited to present this “Behing the Scenes Look” at The Western Foot and Ankle Conference in Anaheim CA June 19-22, 2025!  Dean's Chat sits down with Dr. Devon Glazer, the Chair of the meeting and joined by Dr. Christy King, the Scientific Chair  (previous Dean's chat guest) to discuss “all things podiatric medicine” including some of the new changes planned for this year's meeting!  Join us, as we discuss some of their favorite events and a “sneak peek” into some of the exciting panels including top experts in the fields of Sports Medicine and Biomechanics as well as Complex Hindfoot Reconstruction.   Dr. Devon Glazer is currently in Orange County CA, practicing as Fellowship Director for Artisan Fellowship for Reconstructive Foot and Ankle Surgery. He is the past president of the California Podiatric Medical Association, Regional Director of Balance Health and current Chair for the Western Foot and Ankle Conference.  Dr. Christy King is currently the residency Director for the Kaiser Permanente San Francsico Foot and Ankle Residency Programs, and the current Scientific Co-Chair for the Western Foot and Ankle Conference. We hope you enjoy this sneak peek episode! https://www.thewestern.org/ https://www.apma.org/

From navigating disordered eating to feeling fit and strong, registered dietician and new mom Brooke Glazer discusses perinatal fitness, labor induction with a sunny side up baby, and her birth and postpartum experience. Connect with the guest: @brookeglazer_rdn brookeglazer.com Informed Pregnancy Media and ⁠⁠Mahmee⁠⁠ present an all new podcast! One Way or a Mother is a new narrative podcast from Dr. Elliot Berlin, DC. Each season is an intimate story of one woman, one pregnancy, and all of the preparations, emotions, and personal history leading up to the birth. Episodes feature the expectant mother along with her family, doctors, and birth work team. Start listening to ⁠⁠Episode 1: I Should Have Died⁠⁠ featuring Arianna Lasry Keep up with Dr. Berlin and Informed Pregnancy Media online! ⁠⁠informedpregnancy.com⁠⁠ ⁠⁠@doctorberlin⁠⁠ ⁠⁠Youtube⁠⁠ ⁠⁠LinkedIn⁠⁠ ⁠⁠Facebook⁠⁠ ⁠⁠X⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

The rules you followed to get here don't have to be the ones you follow next and that's where the magic begins.Beverley Glazer, transformational coach and founder of Reinvent Impossible, joined me for a powerful conversation about what it really means to thrive in midlife and beyond. With decades of experience as both a therapist and coach, she helps high-performing women navigate change, rediscover their purpose, and take bold steps into what's next. We explored topics like aging, confidence, relationships, and that quiet shift many women feel when they start to feel unseen—but it doesn't have to stay that way.Beverley's message is strong and clear: you're never too old, and it's never too late. Whether you're leading at work, navigating a personal reset, or wondering what comes next, this episode will encourage you to trust your instincts, reclaim your power, and shape your next chapter with intention.Highlights:What really sparks midlife awakenings and how to embrace them with purpose.The role emotional intelligence plays in strategic business and life moves.How to rebuild confidence and clarity after career or relationship shifts.Why high-performing women often sabotage themselves and how to stop.The connection between curiosity, energy, and reinvention at any age.Connect with Beverley:Website: https://reinventimpossible.com/ Facebook: https://www.facebook.com/groups/womenover50rock/ LinkedIn: https://www.linkedin.com/in/beverleyglazer/ Instagram: https://www.instagram.com/beverleyglazer_reinvention/ Free resource: To break through old patterns that have been holding you back, Download ‘From Stuck to Unstoppable' https://reinvent-impossible.aweb.page/from-stuck-to-unstoppableIn appreciation for being here, I have some gifts for you:A LinkedIn Checklist for setting up your fully optimized Profile:An opportunity to test drive the Follow Up system I recommend by checking this presentation page - you won't regret it. AND … Don't forget to connect with me on LinkedIn and be eligible for my complimentary LinkedIn profile audit – I do one each month for a lucky listener!Connect with me:http://JanicePorter.comhttps://www.linkedin.com/in/janiceporter/https://www.facebook.com/janiceporter1https://www.instagram.com/socjanice/Thanks for listening!Thanks so much for listening to our podcast! If you enjoyed this episode...

This week, we've got a doozy of a tale for you: it involves a racehorse, a cantankerous Knight of the Realm, and a couple of billionaires with a point to prove. Did a legal snafu lead to the Glazer takeover at Manchester United? How did that takeover happen in the first place? Does Sir Alex Ferguson deserve any blame for the purchase that has led to the downfall of The Red Devils.WE HAVE A YOUTUBE CHANNEL!⁠We're posting all our episodes here⁠! Smash the like and subscribe etc.!JOIN THE TSS+ PATREON!Check out our Patreon, which houses bonus podcasts, access to our exclusive Discord, blog posts, videos, and much more.⁠Become a member today at patreon.com/totalsoccershow⁠! Hosted on Acast. See acast.com/privacy for more information.

This week, we've got a doozy of a tale for you: it involves a racehorse, a cantankerous Knight of the Realm, and a couple of billionaires with a point to prove. Did a legal snafu lead to the Glazer takeover at Manchester United? How did that takeover happen in the first place? Does Sir Alex Ferguson deserve any blame for the purchase that has led to the downfall of The Red Devils.WE HAVE A YOUTUBE CHANNEL!⁠We're posting all our episodes here⁠! Smash the like and subscribe etc.!JOIN THE TSS+ PATREON!Check out our Patreon, which houses bonus podcasts, access to our exclusive Discord, blog posts, videos, and much more.⁠Become a member today at patreon.com/totalsoccershow⁠! Hosted on Acast. See acast.com/privacy for more information.

United, Inc #4 | In this episode Jamie and Ed dive into the financial implications of the Glazer family's 20-year ownership of Manchester United. Discussing the history of the Glazer takeover, they address the massive increase in club revenue alongside the burdensome debt and the ongoing expenses, including interest payments, management fees, and dividends. The conversation covers the role of media in explaining the takeover, analyses United's commercial, broadcast, and match day revenues, and considers the club's future under new leadership amidst evolving financial constraints and competitive pressures.

This is the second of a two-part Talk of the Devils Extra, a detailed history of the controversial purchase and subsequent ownership of Manchester United by American investor Malcolm Glazer and his six children.Part one, referenced heavily in this conversation, tells the story of the Glazer takeover in 2005 with contributions from three key perspectives; fan activist Andy Walsh, former Labour Minister for Sport Richard Caborn, and ex-United board member, economist Jim O'Neill.Now we will bring the story up to the present day, analyse the impact of the Glazer era, the relationship between the Glazers and minority owner Sir Jim Ratcliffe, get a glimpse of the Glazers in Tampa Bay, and try to forecast the future of United's ownership. Hosted on Acast. See acast.com/privacy for more information.

Welcome to Unbreakable! A mental wealth podcast hosted by Fox NFL Insider Jay Glazer. Jay is currently out on his first wedding anniversary trip with his wife Rosie Glazer. So, no better time for us to bring back Part 2 of Jay and Rosie’s podcast from one year ago. It is never too late to find love! Follow, rate & review Unbreakable with Jay Glazer here! https://link.chtbl.com/unbreakablewithjayglazer #fsrSee omnystudio.com/listener for privacy information.

Welcome to Unbreakable! A mental wealth podcast hosted by Fox NFL Insider Jay Glazer. Jay is currently out on his first wedding anniversary trip with his wife Rosie Glazer. So, no better time for us to bring back Part 2 of Jay and Rosie’s podcast from one year ago. It is never too late to find love! Follow, rate & review Unbreakable with Jay Glazer here! https://link.chtbl.com/unbreakablewithjayglazer #fsrSee omnystudio.com/listener for privacy information.

Welcome to this special two-part Talk of the Devils Extra, a detailed history of the controversial purchase and subsequent ownership of Manchester United by American investor Malcolm Glazer and his six children.This first part will recount the events leading up to the Glazer takeover in 2005 with contributions from three key perspectives; fan activist Andy Walsh, former Labour Minister for Sport Richard Caborn, and United board member, economist Jim O'Neill.In part two to follow 24 hours later we will bring the story up to the present day, analyse the relationship between the Glazers and minority owner Sir Jim Ratcliffe, and try to forecast the future of United's ownership. Hosted on Acast. See acast.com/privacy for more information.

Carlo Ancelotti to leave Real Madrid to coach Brazil? 20 year anniversary of the Glazer ownership at Manchester Utd? Nottingham Forest owner Evangelos Marinakis confronts Nuno Espirito Santo on the pitch? All of footballing life is here.

When we delve into the topic of affordable and workforce housing in this state, issues pop up like dollar weed on a Florida lawn. What can be done to address an issue that weighs on our economy and weakens our labor force? On this episode of the Freedom To Rise podcast, we talk to Kody Glazer, the Florida Housing Coalition's Chief Legal and Policy Director, about this pressing state issue.

Grab your canoes and your questionable 1980s short shorts — this week, Troy and Roger head to Camp Stonewater to take on The Burning, the cult slasher that gave us Cropsey, chaos, and one seriously traumatizing raft scene. They dive into the film's underdog status in the slasher canon, Tom Savini's unforgettable gore effects, and some surprisingly layered character moments hiding beneath all the sleaze. With plenty of debate over awkward camp crushes, creepy peeping Toms, and why Glazer may be the worst, the guys explore the film's take on gender roles, toxic masculinity, and camp politics. They also unpack how The Burning blends urban legend with slasher tropes — sometimes brilliantly, sometimes not-so-subtly. It's a blood-soaked trip down memory lane, filled with tender moments, brutal kills, and just enough 80s weirdness to make you think twice about summer camp.

More than 90 Minutes Celtic Fanzine Editor, Andrew Milne chats to George Baker about FC United of Manchester 20 years after the foundation of the football club. The club set up in protest to Malcolm Glazer's takeover of Manchester United' is a statement often used to describe FC United. But while there is no doubt that FC would not have happened without the American invasion, it was the catalyst, the final straw, but not the sole reason.The material theft of a Manchester institution, forcibly taken from the people of Manchester, was the tip of a pyramid of destruction, with changing kick off times for the benefit of television, soulless all-seater stadia full of 'new' supporters intent to sit back and watch rather than partake in the occasion, heavy handed stewarding and ridiculously priced tickets propping it all up.By May 2005 some supporters had had enough. The failure to prevent Glazer and repeat the successful repulsion of Rupert Murdoch in 1998 resurrected a 'last resort' idea from that previous campaign and the FC United wheels were put in motion. A group of individuals determined to continue the fight formed a steering committee and FC United of Manchester was delivered.Critics of the idea argued that if supporters were disgruntled with the Premiership then why didn't they go and support other local cash-strapped clubs instead of setting up their own? But that wouldn't have been theirs would it? It wouldn't have been United and it wouldn't have been right to takeover another club after they had just been taken over themselves. Nor could they drift off in various directions and be lost to each other and maybe football forever. They wanted to maintain the momentum of the protest, to stick together, to sing United songs, to reminisce and bring back the good bits of the good old days. They wanted Our Club, Our Rules and they got just that, a member owned democratic, not-for-profit organisation created by Manchester United fans. A club accessible to all of the Greater Manchester community, dedicated to encouraging participation of youth whether it be playing or supporting and to providing affordable football for all. Hosted on Acast. See acast.com/privacy for more information.

Welcome to Unbreakable! A mental wealth podcast hosted by Fox NFL Insider Jay Glazer. Jay is currently out on his first wedding anniversary trip with his wife Rosie Glazer. So, no better time for us to bring back Part 1 of Jay and Rosie’s podcast from one year ago. It is never too late to find love! Follow, rate & review Unbreakable with Jay Glazer here! https://link.chtbl.com/unbreakablewithjayglazer #fsrSee omnystudio.com/listener for privacy information.

Welcome to Unbreakable! A mental wealth podcast hosted by Fox NFL Insider Jay Glazer. Jay is currently out on his first wedding anniversary trip with his wife Rosie Glazer. So, no better time for us to bring back Part 1 of Jay and Rosie’s podcast from one year ago. It is never too late to find love! Follow, rate & review Unbreakable with Jay Glazer here! https://link.chtbl.com/unbreakablewithjayglazer #fsrSee omnystudio.com/listener for privacy information.

In this episode, Traci Chernoff and Robert Glazer discuss the need to rethink traditional workplace practices, particularly the concept of Two Weeks Notice. They explore the emotional implications of resignations, the introduction of the Open Transition Program, and the importance of psychological safety in fostering open communication. The conversation highlights the cognitive dissonance leaders face when managing underperforming employees and the need for a cultural shift to support transparent discussions about career transitions. Glazer shares practical steps for implementing an Open Transition Program and emphasizes the importance of addressing the root causes of employee dissatisfaction. Chapters00:00 Rethinking Two Weeks Notice02:22 The Problem with Traditional Notice Periods06:12 Introducing the Open Transition Program11:40 Cognitive Dissonance in Leadership17:26 The Role of Psychological Safety22:34 Overcoming Fear in Open Transitions27:26 Implementing an Open Transition Program We hope you enjoyed this deep dive on Rethinking Two Weeks' Notice. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube. About Our Guest: Robert Glazer is the Founder and Chairman of the Board of Acceleration Partners, a global partner marketing agency and the recipient of numerous industry and company culture awards, including Glassdoor's Employees' Choice Awards two years in a row.  He is the author of the inspirational newsletter Friday Forward, and the #1 Wall Street Journal, USA Today and international bestselling author of five books: Elevate, Friday Forward, How To Thrive In The Virtual Workplace, Moving To Outcomes and Performance Partnerships. He is a sought-after speaker by companies and organizations around the world and is the host of The Elevate Podcast. Connect with Robert Glazer here:Website: https://robertglazer.com/LinkedIn: https://www.linkedin.com/in/glazer/Facebook: https://www.linkedin.com/in/glazer/Tune in to Robert Glazer's podcast Elevate with Robert Glazer https://podcasts.apple.com/us/podcast/elevate-with-robert-glazer/id1454045560https://open.spotify.com/show/5NU35xvzRaDkOrUTUinIPF  Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Join Tom Glazer and Alexia Nelson, the leadership behind Graphic Image and GiGi New York, as they reveal how they transformed a specialized bookbinding company into a thriving luxury handbag brand—all while proudly keeping production 100% American.

Today on the show we have Dr. Kip Glazer! Kip is a High School Principal in California and I really enjoyed our conversation. Be sure to stay connected with Kip on LinkedIn ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Check out Kip's website here. Kip is also a 2025 Google Innovator and you can learn more about her project here.AI, Google Innovator, Building leadership and capacity in others, creativity, shout outs and more.....I really think you're going to enjoy this episode!Hope you enjoy the conversation, thanks for listening!Book Adam for your next event! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠mradamwelcome.com/speaking⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Brand new speaking video ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HERE!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Adam's Books:Kids Deserve It - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠amzn.to/3JzaoZv⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Run Like a Pirate - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠amzn.to/3KH9fjT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Teachers Deserve It - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠amzn.to/3jzATDg⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Empower Our Girls - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠amzn.to/3JyR4vm⁠⁠⁠⁠⁠⁠⁠⁠⁠

#810 | Ed and Dominic dive into United's future, answering questions from listeners. They discuss transfer priorities, highlighting the need for a new striker, a number 10, and midfield reinforcements. The conversation navigates through potential signings, positional needs, and the complexities surrounding squad building. The hosts also consider manager Ruben Amorim's future, stressing the importance of giving him time despite current challenges. The episode further touches on the Glazer family's ownership, the impact of financial constraints, and the role of ownership changes in shaping the club's future trajectory.

Welcome back to It Was What It Was. It's time for part two of our look at the unexpected role a horse would play in the controversial takeover of Manchester United by the Glazer family. The episode covers the period of the Glazer acquisition, the impact of their ownership, and the financial manoeuvres that transformed the club. From Alex Ferguson's complicated relationship with the Glazers to the missed opportunities and recruitment challenges that followed, this episode gives an in-depth look at how Manchester United's fate was sealed - and the horse that might have started it all!00:00 The Decline of Manchester United: A 20-Year Journey00:20 Introduction to the Football History Podcast00:48 The Gibraltar Incident and Its Fallout01:26 The Glazers' Takeover: A Turning Point02:24 The Financial Strategy of the Glazers02:54 The Early Signs of Trouble03:58 The Glazers' Background and Business Practices04:48 The Impact of Global Capital on Football06:24 The Glazers' Vision and Strategy08:43 The Financial Mechanics of the Takeover10:41 The Role of Debt in Modern Football11:54 The Glazers' Financial Maneuvering14:32 The Aftermath and Long-Term Consequences16:15 The Glazers' Legacy and Future Implications18:26 The Financial Crisis and Its Impact on Football20:57 The Leveraged Buyout Explained22:52 The Final Stages of the Takeover30:47 The Glazer Takeover and Initial Success31:17 Fan Protests and Opposition34:52 Financial Strain and Missed Opportunities37:32 The Role of Ed Woodward43:18 Transfer Market Failures46:15 Managerial Missteps53:37 The Glazers' Disconnect and Conclusion Hosted on Acast. See acast.com/privacy for more information.

For today's episode as part of the Creative Control Network, on The Business of the Business podcast with John Poz and Lavie Margolin, as we bring in Romy Glazer, Partner in Prestige Management Group, Marketing executive and recently of Anthem Sports & Entertainment as a Fractional Marketing Executive. We will also run through a lot of the top news stories including lots of news on OVW Sale, CMLL, Olivia Rodrigo, and so much more!Get 20% Off and Free Shipping with the code BIZ at Manscaped.com. That's 20% off with free shipping at manscaped.com and use code BIZ. Time to feel sexy and free this 2025 with MANSCAPED™Become a supporter of this podcast: https://www.spreaker.com/podcast/the-business-of-the-business--4870725/support.

Ira and Joe continue to break down the Bucs nuggets of the NFL owner meetings like you won't hear elsewhere, and more. Enjoy! The wisdom and fun of Ira and Joe is presented by Bill Currie Ford. Click play above or […] The post Ira Kaufman Talks Devin White, Dissects Team Glazer, Goes Much Deeper On Polarizing Todd Bowles Comment, And Much More appeared first on JoeBucsFan.com.

Dave Helman welcomes on Fox Sports NFL Insider Jay Glazer to the show to discuss all the latest in NFL News. Glazer talks about the process the Los Angeles Rams went through to not only bring back Matthew Stafford, but also sign Davante Adams. They also discuss the latest on Aaron Rodgers & Russell Wilson's free agency. Dave gives his thoughts on the Cincinnati Bengals spending big bucks to bring back both Tee Higgins & Ja'Marr Chase and the Houston Texans locking up their young defensive back. Chapters: 0:00 Intro 2:10 Bengals extend Ja'Marr Chase & Tee Higgins reaction 7:53 Texans extend Derek Stingley Jr. reaction 11:50 Micah Parsons & Cowboys update 13:58 Jay Glazer joins the show! 18:49 Matthew Stafford's Free Agency process explained 22:00 How did the Rams sign Davante Adams? 25:44 Aaron Rodgers & Russell Wilson's free agency updates 32:23 Jay Glazer's Best signings of free agency 35:31 Jay Glazer's teams that are going ALL IN this season 37:28 Outro Learn more about your ad choices. Visit podcastchoices.com/adchoices

Becoming a mom completely rocked my sense of self. One minute I was running my business, hitting big numbers, sooo focused on the next goal, the next level, the next “thing”, then all of a sudden I'm a mom and completely obsessed with my babies, almost forgetting the life I had prior. The journey back to business and balancing the two has not been easy, and the same goes for today's incredible guest, one of my mentors, Jess Glazer.   We dive deep into the identity shift that happens when you're both a new mom and a business owner—how it shakes your confidence, changes your priorities, and forces you to redefine what success even looks like. But we're not just talking about the struggles. Jess also drops golden nuggets on 2025 social media trends that you need to know if you want to stay ahead in the online business game. (Hint: The way we've been marketing? Yeah, it's evolving fast.) What You'll Hear in This Episode: ✅ The unexpected ways motherhood messes with your identity as an entrepreneur ✅ How to embrace the messy middle instead of resisting it ✅ The mindset shift that made everything feel lighter for both of us ✅ Jess's top 2025 social media strategies (that most people aren't talking about yet!) ✅ How to run a business without being glued to Instagram 24/7 If you're a business owner navigating the wild ride of motherhood or just want to future-proof your marketing strategy, this episode is a must-listen. Biz Resources →Discover Jess' proven roadmap that thousands of coaches and course creators have used to build scalable 6-figure online businesses in her free event: DBE Live. Join here: https://www.jessglazer.com/dbelive-2025-p?affiliate=megany  →Follow Jess on Instagram: https://www.instagram.com/iamjessicaderose/  My Biz Resources: →I have TWO 1-1 coaching spots opening on April 11th. DM me “COACHING” on Instagram to apply: https://www.instagram.com/meganyelaney/    →Join my private podcast, MomLife Unfiltered: Business in the Balance: https://meganyelaney.com/private-podcast   →Craft Your Business Origin Story with the Business Story Blue Print: www.meganyelaney.com/business-story-blueprint 

#800 | Ed and Adam dive into the ambitious plans for a new Old Trafford, spearheaded by Sir Jim Ratcliffe. The discussion covers mixed reactions to the design, the project's historical context, and fan group responses. They also talk about the significant role of government regulations, planning timelines, and the noticeable absence of the Glazer family in the launch. The hosts analyse the financial implications and potential impact on the club's future, including the broader economic benefits and challenges. They highlight the importance of integrating United's rich history into the new development and the need for fan consultation in the process. As Ed and Adam speculate on the logistics and timeline, they emphasise the project's potential to transform United's stadium experience and financial health. 00:00 Introduction 01:39 Initial Reactions to New Trafford 10:57 Government Regulations and Planning Timelines 19:36 Ownership and Future of the Club 22:13 Financing the Stadium 22:56 Fan Group Reactions 23:17 Debt Comparisons 24:28 Fan Engagement and Consultation Issues 34:34 Ownership Challenges 40:01 Concluding Thoughts If you are interested in supporting the show and accessing exclusive bonus episodes, check out our Patreon page or subscribe on Apple Podcasts Subscriptions. We do a bonus show and a tactical review every week for backers. No Question About That is available on YouTube, Apple, Spotify, Amazon and all podcast apps. Hit that subscribe button, leave a rating and write a review. Learn more about your ad choices. Visit podcastchoices.com/adchoices

(00:00) Zolak and Bertrand discuss a report about Robyn Glazer cutting costs for the Patriots behind the scenes. Bertrand suggests that someone at the combine might be leaking information about Glazer, and the guys try to figure out what specific costs were cut. (14:46) Zolak and Bertrand react to Doug Kyed’s report that the Patriots overspent on assistant coaches. Zolak shares his thoughts on Deebo Samuel going to Washington. They also continue discussing Robyn Glazer’s cost-cutting measures. (24:23) The guys react to reports suggesting Jerod Mayo may never coach again. Bertrand shows off his copy of Tales from the Patriots Sideline by Mike Felger. Many sources cast doubt on Mayo's return to coaching. (36:14) The crew reacts to Eliot Wolf's comments about his frustrations with last offseason and taking shots at the coaching staff. Zolak suggests that Wolf was more upset about the lack of player development throughout the year.

Manchester United: The Lost Tapes episode three is out now on all podcast platforms. We think you'll love it. More below.---Manchester United has been subject to numerous takeover attempts in its rich and controversial history. In the early 1980s, Robert Maxwell chanced his arm, so too did Rupert Murdoch with BSkyB in 1998. We all know about the Glazer family's seizing of control in 2005 and Sir Jim Ratcliffe's recent acquisition of a minor but controlling share.Still, perhaps the most infamous of all remains Michael Knighton's fascinating attempt to buy Manchester United in the summer of 1989. You'll remember many of the details, surely. The sight of the former schoolteacher doing Trafford pitch before the opening day of the season has gone down in legend.United spent big, as Knighton promised the world. Yet, before Christmas, his takeover bid had collapsed, and he was proclaimed as a Walter Mitty character by the press. What went wrong has often been disputed. Now, for the first time, you'll hear the reasons for the breakdown, as it happened, told by those who were involved at the time.This is Manchester United, The Lost Tapes. Stories from United's rich history, told in a way you've never heard before. Hosted on Acast. See acast.com/privacy for more information.

In da clerb, we all fam - and we're so thrilled to welcome Ilana Glazer to “clerb Curious” this week. Ilana stopped by to talk about her upcoming sophomore special, Human Magic, streaming on Hulu this Friday, December 20th! We're talking about how she developed her new special, the inspiration for her comedy these days, and how she stays plugged into humanity in a dehumanizing world… Ilana Glazer is a comedian, actress, writer, and producer celebrated for her sharp humor and fearless storytelling. She rose to prominence as the co-creator and star of Broad City, a critically acclaimed sitcom that began as a web series and became a cultural phenomenon for its hilarious and authentic portrayal of millennial life in New York City. Glazer's comedic voice blends irreverence with deep social awareness, often spotlighting issues like feminism, equality, and identity. Beyond Broad City, she has expanded her repertoire with stand-up specials and acting roles in films such as False Positive, The Afterparty, and Babes. Her newest special, Human Magic is streaming on Hulu on Friday, December 20th. You can follow Ilana Glazer on Instagram @ilana and on TikTok @ilanaglazer Follow us on Instagram @CuriousWithJVN to join the conversation. Jonathan is on Instagram @JVN. Transcripts for each episode are available at JonathanVanNess.com. Find books from Getting Curious guests at bookshop.org/shop/curiouswithjvn. Our senior producers are Chris McClure. Our engineer is Nathanael McClure. Production support from Julie Carrillo, Anne Currie, and Chad Hall. Our theme music is “Freak” by QUIÑ; for more, head to TheQuinCat.com. Curious about bringing your brand to life on the show? Email podcastadsales@sonymusic.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices