Podcasts about GS

What is it about multiple voices singing a beautiful melody together that just GETS to us? For this special BONUS Episode, we asked our Patrons to send in a song with amazing vocal harmonies...that got them high! Caution: Ear-candy ahead... Songs discussed in this episode: You Still Believe In Me (Isolated vocals) - The Beach Boys; Live In Favor Of Tomorrow - The Lemon Twigs; Blue - The Jayhawks; Oh So Many Years - Billie Joe Armstrong & Norah Jones; A Good Feelin' To Know - Poco; In The Court Of The Crimson King - King Crimson; Losing True - The Roches; God Only Knows - The Beach Boys; Trees and Flowers - Strawberry Switchblade; Little Things - Ida; Start Again - Teenage Fanclub; Poppies - La Luz; Bridge On Fire - Shovels & Rope; A Nightingale Sang In Berkeley Square - Manhattan Transfer; Bellyeye (Cardiacs cover) - The 180 Gs; Ain't That Enough - Teenage Fanclub; The Bleeding Heart Show - The New Pornographers; Misery, P.S. I Love You - The Beatles; Forgetting - The Feminine Complex; Long Time Gone - Crosby Stills & Nash; You're All I Need To Get By - Aretha Franklin; Take It Easy - The Eagles; 14 Cheerleader Coldfront (live on KCRW) - Guided By Voices (Bob Pollard & Tobin Sprout)

In this episode of Motley Fool Money, long-time analysts Emily Flippen, Jeff Santoro, and Jason Hall dive into bank earnings, Robinhood's meteoric rise, and take a look at how alcohol consumption has changed the landscape for vice investments. Companies discussed: JPM, GS, WFC, HOOD, STZ, SAM Host: Emily Flippen, Jason Hall, Jeff Santoro Producer: Anand Chokkavelu Engineer: Dan Boyd Disclosure: Advertisements are sponsored content and provided for informational purposes only. The Motley Fool and its affiliates (collectively, “TMF”) do not endorse, recommend, or verify the accuracy or completeness of the statements made within advertisements. TMF is not involved in the offer, sale, or solicitation of any securities advertised herein and makes no representations regarding the suitability, or risks associated with any investment opportunity presented. Investors should conduct their own due diligence and consult with legal, tax, and financial advisors before making any investment decisions. TMF assumes no responsibility for any losses or damages arising from this advertisement. We're committed to transparency: All personal opinions in advertisements from Fools are their own. The product advertised in this episode was loaned to TMF and was returned after a test period or the product advertised in this episode was purchased by TMF. Advertiser has paid for the sponsorship of this episode. Learn more about your ad choices. Visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠megaphone.fm/adchoices Learn more about your ad choices. Visit megaphone.fm/adchoices

GS#1021 In this engaging conversation, author Mike Berland shares his journey into golf, highlighting how he discovered the sport later in life and the profound impact it has had on his social connections and personal growth. We go deep into the psychological aspects of golf, including the dopamine rush associated with successful shots, and how golf serves as a social connector that reveals character. Mike emphasizes the importance of networking through golf, the evolution of participation in the sport, and the rise of simulator golf as a modern alternative. He also addresses common myths about golf, the future momentum of the sport, and the potential of charity events to foster community engagement.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start  your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. This episode is brought to you by Warby Parker with over 300+ locations to help you find your next pair of glasses. You can also head over to warbypaker.com/golfsmarter right now to try on any pair virtually!If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

This Week's Panel - ElroyOMJ, FreakyRO   Show Discussion - Three hundred and seventy one levels and the podcast is still trying to get up that great big hill of chievos… for a completion. Elroy and Freaky realized quickly when they knew they should, that the world was made up of this brotherhood (of xbox) for whatever that means… and so they score GS sometimes when they're lying in bed. Just to get it all out and on their tag and they speak at the top of their lungs… What's going on?   Games Mentioned: ElroyOMJ - Cocoon, Stunt Paradise, Retro Classics, He-Man and the Masters of the Universe: Dragon Pearl of Destruction FreakyRO - Remnant: From the Ashes, Blue Prince, My Horse & Me 2, Little Kitty Big City, Masters of the Universe: The Power of He-Man (Atari 2600) ----- AH101 Podcast Show Links - https://tinyurl.com/AH101Links Intro music provided by Exe the Hero. Check out his band Window of Opportunity on Facebook and YouTube

GS#443 July 1, 2014 Ever wonder why you're a scratch golfer on the range and a bum on the course? Ken Doherty returns to discuss some technical issues, but the biggest factor is mental. Once you understand the difference, you'll see a change in your scoring.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start  your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

GS#1020 Our guest this week is Brent Neville, creator of the ShotSense app, which aims to revolutionize how golfers approach the game. After establishing how crowded the golf technology landscape has become, we discuss the importance of playing smarter, and how ShotSense leverages modern computing to provide tailored strategies for golfers of all skill levels. Brent explains the app's unique features, including club characteristics, geospatial analysis, and elevation considerations, making it a valuable tool. No matter how many times we've discussed the importance of strategic decision-making in golf, it's never enough! Here we emphasize how understanding expected scores and golf intelligence can significantly improve a golfer's performance. The ShotSense app, which aims to provide golfers with optimal strategies for each shot, focuses on simplifying the decision-making process on the course while also planning ahead for better performance. This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start  your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

The CPG Guys are joined in this episode by Fuad Hannon, VP of New Business Verticals at DoorDash. In this role, he leads a team responsible for building new operating capabilities and delivery channels at DoorDash to expand our local commerce platform to new growth areas. Prior to his current role, Fuad was Head of New Business Verticals at DoorDash, previously a General Manager, and was part of the founding team for DoorDash Drive, the company's white-label fulfillment platform. Prior to DoorDash, Fuad worked at Google leading their Google Express operations and began his career as a strategy consultant at McKinsey & Company. Fuad holds a B.S. from the University of Minnesota and an MBA from the Harvard Business School.Follow Fuad Hannon on LinkedIn at: https://www.linkedin.com/in/fuadhannon/Follow Yoobi on LinkedIn at: https://www.linkedin.com/company/doordash/Follow NIQ online at: https://www.doordash.com/This episode is sponsored by DoorDash.Here's what we discussed:Grocery growth: Grocery has been a big area of investment for DoorDash. What progress have you made, and how do you see DoorDash's role evolving in this space?Consumer behavior: How does consumer behavior in grocery differ from other categories in on-demand delivery, and what opportunities does this create for grocery brands? Category momentum: What types of grocery categories or products are seeing the most success on on-demand platforms, and why?We learned at GS that you have just expanded your partner list - can you take us through what's new and exciting with your partners?Convenience & necessity mix: How does the mix of convenience (meal delivery) and necessity (grocery) create differentiated opportunities for brands? Best-in-class partnership: Can you share an example of a partnership with a grocery-focused CPGthat illustrates best-in-class use of DoorDash?Grocery & DoorDash Ads: How does the growth of the grocery vertical unlock new opportunities within DoorDash Ads, and what makes DoorDash a differentiated platform for grocery brands that want to advertise?Dashmart - I am very familiar with this offering through my days at GMI, even have walked through the NYC one, what's new and exciting about who are leveraging this?Advice to brands: What advice would you give to grocery brands looking to scale their presence on digital platforms like DoorDash?Future of Grocery on DoorDash: What message are you hoping to leave the industry about DoorDash's leadership in grocery and new verticals?CPG Guys Website: http://CPGguys.comFMCG Guys Website: http://FMCGguys.comRhea Raj's Website: http://rhearaj.comLara Raj in Katseye: https://www.katseye.world/DISCLAIMER: The content in this podcast episode is provided for general informational purposes only. By listening to our episode, you understand that no information contained in this episode should be construed as advice from CPGGUYS, LLC or the individual author, hosts, or guests, nor is it intended to be a substitute for research on any subject matter. Reference to any specific product or entity does not constitute an endorsement or recommendation by CPGGUYS, LLC. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of the CPGGUYS LLC expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special, consequential or other damages arising out of any individual's use of, reference to, or inability to use this podcast or the information we presented in this podcast.

GS#442 June 24, 2014 442: The key to performance and flow in golf is understanding how to keep your conscious mind away from attempting to control your physical actions. Colin Cromack of Target Oriented Golf returns for the first time since 2008 (ep#137) to discuss how to train your eyes, mind and body for success, and then putting Golf Psychology into practice. Swing with precision and play with real freedom.If you are a dedicated golfer somewhere between beginner and Tour Professional wondering why your best golf performances remain so frustratingly elusive, the Target Oriented Golf program systematically explains how to focus your mind for golf and demonstrate how to put the comprehensive theory into practical procedures you can practice at home, on the range and enjoy out on the golf course. No NLP. No EFT. No 3 Principles. No hypnosis. This is ALL golf instruction.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

GS#1,019 In this engaging conversation, David Buck shares his journey from a young golfer to a teacher, emphasizing the importance of enjoying the game and overcoming mental hurdles. He discusses memorable triumphs, the mental aspects of golf, and unconventional approaches to teaching and playing. David also offers insights on making golf fun again, simplifying the game, and even his experience learning to play left-handed. The conversation is filled with humor, personal anecdotes, and practical advice for golfers of all levels. Find out about taking lessons with David at https://skillest.com/coach/bigswingkingsThis episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

2:30 #19 Men's Soccer beats #4 Marshall/Chad Willis earns 100th win @ GS, as Volleyball sweeps ODU/Women's Basketball's Liv Fuller earns Kay Yow Servant Leader Class recognition/Cross Country finishes runner-up @ GCSU Bobcat Invite9:01 Men's Tennis head coach Andrew Goodwin talks about putting together a new roster & how his program's success has come through commitment to their training methods19:16 'Mr. College Football' Tony Barnhart stops by to talk about his time as an undergrad @ Georgia Southern & his upcoming retirement concluding a 50-year run covering the sport he loves.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

UEFA Şampiyonlar Ligi'nde bu akşam Galatasaray, evinde Liverpool'u ağırlıyor. Frankfurt yenilgisi sonrası Liverpool maçı öncesi Galatasaray'da nasıl bir atmosfer var? Tüm detayları Anadolu Ajansı Emrah Oktay ile konuştuk.

Talking Trek Live — September 28, 2025 00:00 – DJ opens, allergy misery, DayQuil fog 04:00 – UPS backup mistake (router not connected) 07:00 – Storm & power outage recap, no show the night before 10:00 – Chat banter: tissues, milk gag, cold medicine 11:00 – Upcoming STFC events calendar (Saris Invasion, Flash Pass, Fall Harvest) 13:00 – Fist of the Empire arenas explained 15:00 – Arena scoring confusion: leader vs. alliance credit 16:30 – DJ misses event due to football Fridays, irony after lobbying for change 18:00 – Incursions/faction hunts preview 20:00 – Reminder to spend Ferengi Battle Pass currency before expiration 21:00 – Debate: is everything from event store now sourceable? 23:00 – Ship skins, avatars, frames, sourcing gaps 25:00 – DJ & Crusito's sourcing chart project update 27:00 – GS-31 “Junker” nickname explained 29:00 – Junker praised as top-tier ship, convenience for missions 32:00 – DJ argues Scopely should sell a second Junker 34:00 – Community concerns about PvP balance with multiple Junkers 36:00 – Arena debate: debuff stacking possibilities 39:00 – Breaking news: second Junker appears in store live 41:00 – DJ impulsively buys second Junker on stream 44:00 – Eligibility confusion: free-to-play earners vs. early buyers 46:00 – DJ drafts a report to Scopely Live Ops mid-show 49:00 – Chat credits Krusty for discovery 50:00 – Audience celebrates “happy accident” 51:00 – Checking parts required to max Junker, upgrade talk 53:00 – Chronicle events speculation, tier progression 1:00:00 – Store strategies, currencies, and officer sourcing talk 1:15:00 – Ferengi Event Store vs. old Event Store sourcing deeper dive 1:30:00 – Q&A: players share sourcing wins and frustrations 1:45:00 – Ongoing debate: multiple Junkers in arenas and PvP 2:00:00 – DJ reviews ship upgrade costs, math from spocks.club 2:15:00 – Off-topic banter: football, allergies, cold meds 2:30:00 – Strategic planning: next month's chronicles/events 2:45:00 – Audience questions, wrap-up discussion 2:58:00 – Closing thoughts & outro

Wenn Sie glauben, beim Kauf eines Elektroautos müssten Sie weniger entscheiden, dann liegen Sie falsch. Denn auch hier müssen Sie zwischen Front- und Allradantrieb entscheiden,  Sie müssen sich bei der Leistung entscheiden und – das ist grade bei E-Fahrzeugen relevant, bei der notwendigen Reichweite.  Aber das ist gar nicht so schwer, wie man beim Opel Grandland Electric feststellen kann.  Darum geht es diesmal!Vor wenigen Tagen meldete der Stern, dass Produkte mit dem Herkunftssiegel "Made in Germany" laut einer Studie international höchstes Ansehen genießen. Es werde weltweit als vertrauenswürdig angesehen, noch vor dem entsprechenden Siegel der Schweiz. Laut einer Umfrage des Nürnberg Instituts für Marktentscheidungen (NIM) vertrauen 66 Prozent der Befragten "Made in Germany", knapp vor der Schweiz und Japan. Somit wirke sich die deutsche Herkunftsangabe zudem am häufigsten positiv auf die Kaufentscheidung aus. Der neue Opel Grandland Electric wurde am Opel-Stammsitz in Rüsselsheim designt und entwickelt und rollt nun exklusiv in Eisenach vom Band, somit ist er gleich doppelt "Made in Germany!" Power und Drive!    Aktuell gibt es den Opel Grandland Electric in zwei Leistungsstufen mit 157 kW (213 PS) und 239 kW (325 PS). Herzstück ist in beiden Fällen eine 73-kWh-Batterie, in Kürze wird es auch eine 97 kWh Batterie geben. Die aktuellen Varianten bekommt man mit Front- und Allradantrieb, wobei im letztgenannten Fall 239 kW (325 PS) zur Verfügung stehen. Das macht bei der Höchstgeschwindigkeit nicht viel aus, der eine schafft 170 km/h, der andere 180 km/h. Deutlicher ist der Unterschied im Sprint zur Tempo 100 Messmarke. Die schafft der Allradler in 6,1 Sekunden, der Fronttriebler benötigt 9 Sekunden. Dafür hat der Fronttriebler bei der Reichweite mit 505-521 Kilometern die Nase vorn, der Allradler muss sich allerdings mit 483 Kilometern auch nicht verstecken. Die Reichweite ist gemessen gemäß WLTP.  Der Verbrauch liegt mit rund 17,6 zu 18,1 kWh/100 km ebenfalls dicht beieinander. Auch die Ladezeiten sorgen nicht für eine Qual der Wahl, an einer Schnelladesäule dauert es von 20% bis 80% gerade mal 30 Minuten.Die Kosten!Für 46.750 Euro gibt es den Fronttriebler mit 157 kW (213 PS) als Edition, 50.950 Euro sind für den GS fällig. Die 239 kW (325 PS) Version mit Allradantrieb gibt es nur in der Topausstattung Ultimate, sie kostet 59.990 Euro.  Alle Fotos: © Opel Automobile GmbH    Diesen Beitrag können Sie nachhören oder downloaden unter:

Please do head to our Pozible to buy Live Show tickets, A Listener hats, and support the 500th ep. Thank you. It means the world.Organ Chat, Now Orifice - New Insult, Personified Organs, New Failure, GS, Post Mix Ejaculate, Raci-turg, Drink Wrestling, Hotdog Straw, New Town CuisineCheck out Andy's beloved, Carly, in this comedy musical at the Melbourne FringeCheck out the sketch spreadsheet by Will Runt hereAnd visit the Think Tank Institute website:Check out our comics on instagram with Peader Thomas at Pants IllustratedOrder Gustav & Henri from Andy and Pete's very own online shopYou can support the pod by chipping in to our patreon here (thank you!)Join the other TITTT scholars on the TITTT discord server hereHey, why not listen to Al's meditation/comedy podcast ShusherDon't forget TITTT Merch is now available on Red Bubble. Head over here and grab yourselves some material objectsAlasdair Tremblay-Birchall: @alasdairtb and instaAnd you can find us on the Facebook right here(Oh, and we love you) Hosted on Acast. See acast.com/privacy for more information.

Óli í siglingu og GS draslið tekur við tökkunum í hans stað, Andri Björns auðvitað á sínum stað. Egill Breki og Háski með glænýtt lag og tóku frábæra live útgáfu, AB mjólkin og Idol Guðjón voru í sprellinu í dag

GS#441 June 17, 2014.  The Wedge Guy, Terry Koehler responds to Golf Smarter listener questions about short game improvement and how to select the right wedge for your game. This was orginally a Members Only episode that has never been shared publically before. This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

Gianmarco Soresi waited five minutes in Zoom purgatory to talk to John about Gianmarco's latest special, 'Thief of Joy,' which is available on YouTube.Soresi discusses the technical difficulties experienced during the setup of the interview and the decision-making process behind releasing his special on YouTube instead of other platforms. He explains how this choice allows him full control over the timing and distribution of his material. GS emphasizes the importance of adapting his content for various social media platforms to reach different audiences. He also reflects on the evolution of his joke-writing, balancing between fast-paced comedy club material and more nuanced storytelling.The conversation touches on the challenges of releasing a special in a constantly changing news cycle and handling topical material. Become a supporter of this podcast: https://www.spreaker.com/podcast/daily-comedy-news-with-johnny-mac--4522158/support.Become a premium subscriber! (no ads). For Apple users, hit the banner on your Apple podcasts app which says UNINTERRUPTED LISTENING and the bonus “DCN8” show.You also get 25+ other series  (it's only $4.99 a month with a free-trial month)Contact John at john@thesharkdeck dot com  Media Thoughts is mcdpod.substack.com dailycomedynews.substack.com DCN on Threads: https://www.threads.net/@dailycomedynews https://linktr.ee/dailycomedynews www.buymeacoffee.com/dailycomedynews  

GS#1018 In this episode Jon Schram shares his journey through the world of golf, detailing his early passion for the sport, the challenges of competition, and the mental struggles he faced. He discusses the importance of flow state in performance and how understanding psychology has shaped his approach to golf and coaching. Schram's story highlights the balance between joy and anxiety in sports, the role of support systems, and the transformative power of mental focus. We also explore the concept of flow in golf performance, discussing how golfers can achieve a state of mind that enhances their game. They delve into the unique nature of flow, the importance of mindfulness and focus, and how acceptance and consistency play crucial roles in achieving peak performance. Schram emphasizes the need for golfers to trust their abilities and maintain a positive mindset to improve their game.  For more, visit praxisperf.com This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

Where do they go? In another life, a group of scientists get ready to leave GS&S behind... rich and unburdened, with bright futures ahead of them.

Óli, Andri & GS draslið með ykkur í sérstökum Birnis special þætti

GS#436&437 May 13, 2014. Robert Trent Jones Sr. is regarded as the most historically significant golf architect of the 20th century. The fabric of golf in America - possibly the world - is embodied in the extraordinary career of Robert Trent Jones Sr. in golf course design. In this conversation with New York Times bestselling author and internationally distinguished historian James R. Hansen, he shares the compelling life story of the man who designed or redesigned a staggering 400+ courses spread over 43 U.S. states and 27 other nations, including instantly recognizable names as Spyglass Hill in California, and Ballybunion in Ireland.  James R. Hansen is a Professor of History at Auburn University in Alabama, a lifelong golfer, and his first book in 2005 "First Man" is the only authorized biography of astronaut Neil Armstrong.This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

Gs guide to OUTSMART social media. Jack Hopkins guides you in reclaiming your masculinity in a feminine world and awakening the beast that lives inside you. Episodes created by entrepreneur and masculinity ace Jack Hopkins for his youtube channel, this podcast is dedicated to helping men rediscover their inner strength and confidence in a society that often promotes feminine values over masculine ones.Follow the podcast for valuable insights, inspiring stories, and practical advice on how to embrace your masculinity, build your confidence, and achieve your goals. From marketing and sales to entrepreneurship and leadership, Jack shares his personal experiences and expertise to help you unleash your inner beast and succeed in all areas of life. Whether you're looking to improve your relationships, advance your entrepreneurial career, or simply feel more confident and capable, Jack has valuable insights that can help you achieve your goals.So, if you're ready to reclaim your masculinity and awaken the beast that lives inside you, follow the podcast & turn on notis

GS#1017 This week we speak with Matt Williams about the evolution of indoor golf and simulators, and the integration of AI technology in the sport. We delve into the journey of Golf Track, a successful indoor golf facility, and the development of the Noonan app, which leverages data from launch monitors to enhance golfers' on-course performance. The conversation highlights the importance of data-driven decision-making in golf and the entrepreneurial spirit driving innovation in the industry. This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.  This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

Ōama, aka Temmu Tennō, ascended the throne in the Kiyomihara Palace--a rennovated version of his mother's Later Okamoto Palace.  Here he ruled with a tremendous amount of authority, continuing the leverage the Ritsuryo system to centralize power in the throne.  We'll look at the layout of the palace, and also talk a little bit about what life was like for the members of the court who were serving Oama, and the state at large. For photos, diagrams, and more, see our blog at: https://sengokudaimyo.com/episode-134 Rough Transcript Welcome to Sengoku Daimyo's Chronicles of Japan.  My name is Joshua and this is episode 134: An Image of the Court at Kiyomihara Maro sat under the eaves of the hall to which he was assigned.  The journey from Mino hadn't been so hard, but he was still far from his family, back home.  He knew as much as they did that serving at the court of the Great Lord was a tremendous opportunity.  He would be at the heart of the court, in the presence of those running the country, and he could learn a lot from them.  After passing his internship, he would have a chance to prove himself.  If he worked hard, he could look forward to continued promotion, with the greater stipend and influence that came with it. Maro had no illusions that he would someday be at the top of the court hierarchy, but perhaps he could make some modest improvements in his station.  His elder brother was expected to inherit their father's position back in Mino, but the court provided a different opportunity.  Maro had always been a quick learner, and had learned to read and write at an early age, devouring whatever knowledge he could get his hands on – and that had helped make him that much more desirable to the court.  Now he was learning the ins and outs of how it worked, mostly by doing odd jobs while observing the various interactions, the politics, and the rhythm of it all.  Life at the Court really was something.  And yet he still felt homesick.  And so here Maro sat, looking out at the full moon in the sky, its light so bright that he barely needed any other illumination.  Maro wondered at the idea that his family might be looking up at the same moon at the very same time.  As that image took hold, he could feel in the experience a poetic verse.  He took out one of the wooden slips used for labels and notes, scraped off the previous writing, and began jotting down his composition. He only got through a couple of lines before he heard his name being called, and since he was on night duty he put down the brush and the wooden slip.  Poetry would have to wait.  With everything put back away, he rushed off to find out what new task awaited him. So here we are, the year is 673 and we are at the start of a new era.  Ohoama, aka Temmu Tennou, had defeated his enemies and was now in the process of taking the reins of power and officially ascending the throne.  In so doing he was moving the capital from Ohotsu, on the shores of Lake Biwa, back to Asuka.  Arriving back, he took up residence in what is called the Shima palace for a few days, presumably as they prepared the Okamoto Palace for him.  At the same time, we are told that a “palace” was erected for Ohoama south of the Okamoto Palace, and this was called the Kiyomihara Palace. I'd like to spend this episode talking about this Kiyomihara Palace, and what life was like there, not just for Ohoama but for his new court.  While we talked about some of the other palaces, this is perhaps one of the better known from the archaeological record, and it is the backdrop for so much that happens.  Ohoama is even known as the Sovereign from Kiyomihara.  So let's talk about what the palace consisted of, and what it was, and a little bit about what life was like there.  In addition to that, we've discussed in previous episodes how Ohoama's ascension to the throne kicked off a whole new era in the evolution of the Yamato state, with numerous innovations and new paradigms in the idea of the ruler and the court and their relationship – so it's worth taking a closer look at the setting where all of that was happening, so we can try and put ourselves in the shoes of those doing the work, and understand their daily grind, as it were. There is unfortunately plenty about the Kiyomihara Palace that we don't know - it isn't like there is a detailed account of the palace in the records - but its ruins are probably the most complete of all those found in Asuka.  This makes sense, given that it would have been built over the earlier palace sites.  In fact, for the most part, the Kiyomihara Palace is just the Later Okamoto Palace, in other words where Takara Hime, aka Saimei Tennou, ruled, but updated and expanded to fit Ohoama's and his court's needs.  Archeological work in Asuka has done some tremendous work to help us understand the Asuka Palace Site.  By studying the various post holes, ditches, and other evidence, along with occasionally discarded items, we have a general idea of the palace's shape, and when we combine this with what we know from other sites—the Naniwa Palace ruins in Ohosaka, the Fujiwara palace ruins in Kashihara, and the Heijo-kyo ruins in Nara, among others—along with an understanding of how palaces were being built on the continent, we are able to piece together what we think was going on.  Of course these interpretations aren't unanimous, and there are parts that scholars will no doubt quibble over—such as the use of the Ebinoko compound, which I'll talk about in a bit—but in general we have a picture of what things probably looked like, at least from a layout perspective, and how the site may have been used. To start, let's go back for a moment to the Toyosaki Palace in Naniwa, the first palace purpose built for the new governmental system being brought over from the continent.  This was the palace of Karu Ohokimi, aka Koutoku Tennou, uncle to Naka no Ohoye.  It was built in the aftermath of the Isshin Incident of 645, an architectural centerpiece of the Taika reforms.  As you may recall, this was a massive undertaking.  This palace was largely rectangular, and consisted of three compounds from south to north, ranging from most to least public. Most people would enter from the south gate, later known as the Suzaku-mon, the gate of the crimson bird of the south, a pattern that would generally hold true for other palaces.  Entering the compound, you would find yourself in the Choshuden, a space holding two pavilions with several rooms where officials could change into or out of their official robes.  The gates to the Choshuden would open at sunrise for the clerks and functionaries would enter.  At the northern end of the Choshuden was the Southern gate of the Chodoin, the main working area of the court.  There were 14 halls, or Chodo, each one dedicated to a different ministry.  The size of these halls varied, likely based on importance or at least the size of their government portfolio. Most of the middle area of the Chodoin was open, but at the northern end was the gate to the Dairi, the inner palace.  This gate was flanked by two octagonal buildings, and it led to an area between the Chodoin and the Dairi where there sat the building that would become the Daigokuden.  This was the main audience chamber for meetings with the sovereign, who would preside and make pronouncements in the early morning hours, at the start of the day. To the north of the Daigokuden was the rest of the Dairi, where the sovereign's personal quarters lay, including the quarters for his consorts and children, maintained by his personal servants.And there were other gates into and out of the Dairi—after all, the palace was so large you didn't want to have to go through the Choushuden and Choudouin just to get to the sovereign's quarters.  Those who lived in the Dairi and those who worked there would be able to have their own entrances and exits. Let's contrast all of this with the Okamoto Palace in Asuka.  More precisely the Later Okamoto Palace.  This was the successor palace to the Itabuki palace, both of which were built for Takara Hime, aka Kougyouku—and by this point Saimei—Tennou.  In fact, Itabuki palace burned down at the end of 654, just as Takara Hime came to the throne a second time.  This palace was, in total, maybe the size of the Chodoin of the Toyosaki Palace, if that.  For one thing, there wasn't as much flat land easily available in the valley, but for another, the builders maybe didn't think they needed quite that much space and that many buildings.  You see, while the Toyosaki palace in Naniwa was likely meant to model the kind of infrastructure necessary for the Tang court, in Chang'an, Yamato was still building up its fledgling bureaucracy.  It wasn't like there were a flood of reports and correspondences coming in from all over the archipelago that had to be handled by an army of clerks.  At least not yet. The Okamoto palace, from what we can tell, was also a rectangle, once again facing south , on the east side of the Asuka river.  This palace did not necessarily have the same kinds of dedicated spaces as the Toyosaki Palace. The main gate that we know of was in the south, leading to a courtyard with another building—possibly the Ohoandono, alternatively the Ohoyasumidono or the Daianden.  This may have been an audience hall for meeting with public officials.  The ground here was covered in gravel, a fairly common thing for palace compounds. Though we don't know exactly what the buildings looked like, we have some idea based on the size and number of post-holes.  We also haven't found any ceramic tiles in or around the ruins so far, which suggests that Okamoto Palace did not have ceramic tile roofs as were common on temple architecture, but instead were likely covered with wooden shingles, like the Itabuki Palace that used to be in relatively the same spot.  From an archeological perspective, any tiled building of this size leaves a lot of indications behind: over the years tiles fall off, break, get buried, etc.  Even if, as was common, the court meticulously dismantled the buildings down and reused as much as they could, we would still expect to see some tiles or tile fragments in the ground where the pillars are found, and yet we find nothing of the sort.  To the east and west of the Ohoandono were long, narrow structures, oriented north to south rather than east to west.  These are thought to have been the offices where government officials could do their work. Moving into the northern section of the palace, the ground was paved with river stones.  There were two large buildings with small wings, running east to west, lengthwise, and situated on the same line as the Ohoandono.  These may have been what have been called the To no Andono, or outer Hall, and the Uchi no Andono, the inner hall, and they would have been used for ceremonies for those of the appropriate rank. The middle hall it seems was modified from its original form.  While it was similar in size and footprint to the hall north of it, the western wing of the southern hall at some point was destroyed—whether on purpose or accidentally—and it was replaced with what appears to have been a pond. On each side of this central area we see more space for buildings, but only some of the post holes have so far been uncovered.  There were other buildings further in the northernmost third of the compound that were likely for the sovereign's private usage, as well as a well, and what may have been a building for some kind of semi-private religious ceremony. This palace, the Okamoto Palace, was essentially what Ohoama started from when he  relocated the capital back to Asuka – but when he ascended to the throne, he did make a few changes.  Most notable was the creation of something called the ebinoko-kuruwa, the Ebinoko enclosure.  This was to the southeast of the main palace, and had a rectangular wall surrounding one large building and two smaller ones.  Interestingly, the buildings would appear to be oriented in a symmetrical shape that would suggest a southern entrance, like the other palace compounds we've been discussing, and yet the gate was to the west, opening to the area between the Ebinoko enclosure and the main palace.  And based on postholes and other evidence, there appear to have been at least four other rectangular buildings stretching out to the south, outside of the walls.  Some have theorized that the large building in the Ebinoko  was an early form of the Daigokuden, a ceremonial hall where Ohoama held court, rather than reusing the facilities of the old Okamoto palace.  Alternately,  perhaps it was actually more like the buildings of the Chodoin in Naniwa, where the different departments of the court actually did business, but here with all of the officials working in one, single building.  A third idea that others have suggested that this was actually Ohoama's private residence—again, somewhat odd given the size and shape and the fact that there were the seemingly larger facilities of the Okamoto palace already right there for the taking. So which is it?  We do have a clue in the record of the 15th day of the 9th month of 672, and the lines following it.  According to the Aston translation of the Nihon shoki: He removed his residence from the Palace of Shima to the Palace of Okamoto. In this year a Palace was erected south of the Palace of Okamoto, and the Emperor removed his residence thither that same winter.  This was called the Palace of Kiyomibara in Asuka. So it does seem like something was built south of Okamoto and that is where Ohoama resided.  It is somewhat uncommon for a sovereign to reuse an old palace like this.  Traditionally, sovereigns had regularly moved to new palaces, seemingly because of the attempts to avoid ritual pollution associated with death.  Of course, it had been a while since Takara hime had passed away, and Naka no Ohoye had moved everything to Ohotsu, but nonetheless, is it possible that the Ebinoko kuruwa was built to, in some way, give Ohoama new quarters? We may never know for sure.  There are plenty of inconsistencies.  For one, if it was meant as a residence, I would expect more buildings for his consorts and others.  There are also some things to note about the account in the Nihon Shoki.  For one thing, although the initial account calls this the Kiyomihara Palace,  the Chronicles also suggest that it wouldn't actually get that name until the 20th day of the 7th month of 686, about 14 years later. That record describes how a new era name was also announced:  the Akamitori, or red bird, era.  I don't want to get too much into it right now, but suffice it to say that a red, three legged crow is often depicted as the symbol of the sun; and the important south gate of the palace, the Suzaku-mon, is named for the vermillion bird of the south, one of the four guardian animals.  When this era name—more commonly read as “Shucho”, today, since era names are commonly red in on'yomi reading rather than kun'yomi—well, when it was declared, we are told that the palace was titled the Palace of Kiyomihara of Asuka. What are we to make of this? Well, today, it is assumed that the Kiyomihara palace refers to the Okamoto Palace starting from the creation of the Ebinoko-kuruwa and its occupation during what is assumed to be Ohoama's rule.  Earlier in the Nihon Shoki we are told that Ohoama was known as the Kiyomihara sovereign, and so even though that name technically wasn't applied to the palace until later, it makes some sense just to assume it applied from the start of Ohoama's renovations. One more thing that I would point out.  While we talked about the original Okamoto Palace and the newly built Ebinoko enclosure, they were arranged as though around a large open area, like a courtyard.  The original palace stood at the north, where one could enter the south gate of the palace, and then the Ebinoko enclosure sat on the east side of the courtyard, with its western gate between the two.  The southern and western sides of the courtyard, on the other hand, followed the snaking flow of the Asuka River. From about 675 to 681, on or about the 17th day of the first month of the year, it's recorded that the court held an annual archery shoot in the court of either the West or South Gate—which would seem to refer to this large area.  This makes sense, as the space is large enough to accommodate plenty of room for the range and for others to watch The archery exhibition   was held here, in the space between the two compounds, like clockwork until 681, when we are just told that it was held in the “Courtyard”, which feels like it is referring to an area inside the main compound of Kiyomihara. There are no more mentions of the tradition after 681, though there is an archery shoot in front of the South Gate on the 5th day of the 5th month of 685, but that was probably done as part of the regular 5/5 celebrations—a holiday today known as Kodomo no Hi, or Children's Day, but more traditionally known as Tango no Sekku, the Iris festival.  Some form of celebration on this date seems to have occurred throughout East Asia up until the modern day. Whether the archery stopped or just became such a standard thing that it was no longer noteworthy in the record, I can't really say.  However, one can possibly imagine what it was like, with all of the courtiers out there watching as the arrows shot down the field.  The occasional twang of bows and the faint whistle as it sped towards its target, hitting the target with a sharp thwack.  Murmurs from the crowd regarding how well—or how poorly—any given person was doing. Beyond the courtyard and what we know of the two compounds—the Kiyomihara palace and the Ebinoko Enclosure—there is plenty still to discover.  There were likely other compounds around the palace, possibly as an extension of the palace.  And then there were the temples: west, across the river, was Kawaradera, and north of the palace and surrounding compounds was Houkouji, or Asukadera.  There is even some evidence on the northwest edge of the compounds, southwest from Asukadera, of an ancient garden surrounding several manmade ponds. And so, the entire valley appears to have been filled with buildings and official spaces , running up against and being constrained by the natural features of the valley itself.  As I mentioned above, there just isn't that much buildable space in the Asuka valley, compared to other places like Naniwa.  And this contributed to one of the other problems that the court would have experienced: according to tradition,  the front of the palace and other buildings were all oriented south, but for this location, this meant that they didn't face the expansive fields of the Nara basin, but instead they faced the mountains themselves.  All in all, there was not much room here to grow, and yet the government and the court had grown, at least by all accounts. Though, how much had the court grown? Maybe not as much as we might expect, despite Ohoama's ambitions.  First of all there had been the purge of the powerful ministers at the head of the Afumi court, but there are some startling omissions in the records from the beginning of Ohoama's reign.  There is no mention of the Daijin, or Great Minister.  There is no Minister of the Right or Minister of the Left.  There is no Inner Minister, and there is no Great Minister of State.  There are mentions of the “kugyou”, or “Ministers of State”, which traditionally includes the Daijin, but there is no mention of the Daijin, suggesting that the “kugyou” of this time may have only referenced the heads of the 8 ministries of the Dajokan, the Council of State.  What does this mean? Many scholars interpret this period as a time of extremely centralized power.  Coming off of his military victory, Ohoama seems to have ridden a wave of support and control.  Combine that with the continued absorption of Tang dynasty propaganda-slash-government theory that saw the sovereign—the emperor—as the central authority, and one can see how Ohoama may have been able to do something that few sovereigns in Japanese history were able to actually do, which is to wield real power.  This may seem odd for a position translated into English most commonly as  “Emperor,” but as we've seen, in glimpses through the way they are depicted in the Chronicles, or through the archaeological record, which shows different loci of power and authority across the archipelago in ancient times, the Ohokimi, later dubbed the Tennou or Sumera no Mikoto, was not necessarily all powerful.  Not only did they have to contend with rivals to the throne, but even various court nobles who made their way into the centers of power.  From figures like Takeuchi no Sukune, to the Ohotomo, the Mononobe, and more recently the Soga—in all of these cases various nobles often held considerable power, though often in tension with one another. Sources of authority also varied.  There were the individual religious centers through which families exercised some ritual authority, while there was also more secular authority in the various court positions.  The Ohokimi certainly were respected, from what we can tell, and had a powerful source of authority going back to at least the holy kami of Mt. Miwa.  They even spread that authority through their kannushi, their priests, which they sent out as an extension of the state.  But they weren't entirely independent, either. But Ohoama seems to have reached a point where he did hold a tremendous amount of authority.  Because there is another telling omission from the chronciles: we don't see any more Soga members.  With the death of Soga no Akaye, the Soga family's influence seems to have disappeared this reign.  We also don't see that much about other prominent families compared to earlier: we see the Mononobe as ambassadors, and we see the Nakatomi are still conducting rituals.  But we don't see any of them rising to the same positions as their forebears.  Instead, we see a lot of focus on the Princely class—those members who claim some descent from a previous sovereign, or even the current sovereign, and how they, themselves, are divided up with their own system of ranks that are outside the civil service ranking system. Speaking of civil service, it does always strike me that the ranking systems of various east Asian courts very much resemble the way that, even today, many modern bureaucracies create wage scales for their civil servants.  In the US the most common such scale is the GS or “General Schedule” pay system.  In that system, positions are associated with a particular grade, between 1 and 15, and federal employees are also referred to in terms of those grades.  Grade typically reflects some level of seniority and pay.  It isn't a one-for-one analogy, of course: the court ranks in Yamato were handed out by the sovereign, or at least through their authority, as were the various court positions, though I doubt that Ohoama was spending much personal time approving promotions for a low level clerk writing down inventories and suchlike—but who knows.  But it does emphasize that this system is built to be a centralized bureaucratic monarchy, based on the continental model, and it now seems to have come into its own.  The court seems to have bought into the idea, and now, intentionally or not, much of their own position in society was directly tied to the autocratic whims of the monarch, or Ohoama himself. Indeed, some of the first records from the year 673 are focused on the court and court system.  The very first thing this entailed:  a banquet on the 7th day of the first month of the new year.  We are told that it was a “drinking party” or “shuen”, and boy does that draw some parallels with modern Japanese companies.  We aren't exactly given the form of this party, but we do have later examples.  There was likely a formal start, with various nobles set out at assigned seats based on their rank.  It was an official event, so officials would have been expected to wear the appropriate clothing, including their caps of rank, letting everyone know exactly who's who, and reinforcing the social hierarchy imposed by the rank system in the first place.  I suspect that it started with ritual and formality.  Later, you would have the after party, where people might more freely mingle and drink and recite poetry.  This was both an official and social occasion, because there really wasn't much of a line drawn between the two.  As a ritual, it displayed Ohoama's power over the state through his ability to host them all.  As a social function it was an important time in the political life of the court, where everyone was together, and you could find your cliques and supporters. Drinking alcohol, while being something that many enjoy for its own sake, was also a kind of religious observance.  Sake was made to be offered to the kami, as well as to be used at parties.  It was made from rice, the staple on which the agricultural success of the archipelago was based, and which held a particularly sacred place in other rituals and ceremonies. And then there was the poetry.  As would be true for much of Japanese history, poetry infused all aspects of life at the court, and being able to compose good poetry was just as important to one's social standing as reading, writing, and other such skills. There were generally two kinds of poetry practiced at the court.  There was the traditional Japanese poetry, or waka, with alternating verses of 5 or 7 syllables—more properly morae, but no need to get into that.  Then there was poetry composed in the Sinitic style.  Known as “Kanshi”, which translates directly as “Han Poetry”, this mimics the poetic forms brought over in literature from the continent.  It required a certain amount of education to be able to compose and was based on the characters, or kanji, used.  Kanshi can generally be divided into at least two categories.  There is the Kotaishi, or the Old Style Poetry, which consists of poetic form used prior to the Tang dynasty.  Then there is Kintaishi, or Modern Style Poetry, which is based on the forms from the Tang dynasty and later.  Kintaishi is usually recognized for adhering to more rules of structure and composition, usually using lines of 5 or 7 characters, while Kotaishi is more fluid and less concerned with specific rules and rhythms. Poetry was also not necessarily a solo activity.  It was common in later eras to arrange poetry competition, where the court would divide itself, much like the bureaucracy, between the Left and the Right.  Each group would compose poetry, often on a set theme, and then  put up the poems they felt were the best against those of the other side and then the entire court would listen and judge.  The only tangible reward, assuming the sovereign was not so moved as to do something extraordinary, was bragging rights.  And yet, that social capital was important among the nobles of the court.  Image was extremely important to individuals, and embarrassment could be a political death sentence.  And so many would work hard at these poems to make sure that they were the best they could be. At this point, though, we are still in the early years of many of these traditions.  The poetry that we have appears to be less formulaic than we see in later eras, when there were so many precedents to which one was expected to adhere.  Poems could be about feeling and were not required to hearken back to previous poems and poetic allusions. By the way, official events like this are also one of the ways that we get compilations of poems, later on.  These events would get transcribed and then later those poems would be referenced, particularly if they were noteworthy or by noteworthy individuals.  This kind of event may have been where a lot of the poems from works like the Man'yoshu and the Kaifusou, the earliest compilations of Waka and Kanshi, respectively.  At some point I”d love to dig into the poetry more in depth, but for the moment, I think it is best to leave it there. Now besides one's skills at poetry there were other skills that the court was interested in.  The court system that they had lifted from the continent was based, at least theoretically, on the idea of a meritocracy.  The monarch, of course, was judged to be worthy to rule through the mandate of Heaven, which often demonstrated itself early in the regime through the Emperor's forces defeating their enemies, much as Ohoama had defeated his rivals in the Afumi court.  However, for the rest of the government, the sovereign needed to make sure that he had qualified individuals.  From an early point in history, people recognized that not everyone born into power and wealth was necessarily the best person to help run things.  If you could only find those of the greatest intellect, discernment, and moral compass, then those are the ones you would want to have running things, right?  And this is fine in theory. However, determining who has those qualifications can be a bit tricky.  We talked about this back in episodes 71 and 72 when we talked about the Han dynasty more generally.  In that case, while the civil service exam was open to any person, the reality was that only those with enough wealth and leisure time could afford to study to take the test.  And so while it did open up opportunities for some, it did not truly apply equally across all classes of people.  And this was likely fine with most of the ruling class at the time, since there were also still theories that there were different classes of people, and it simply reinforced their ideas that those in the lower classes just didn't have the same capabilities that they had.  In the Yamato court early in Ohoama's reign it isn't clear to me exactly how individuals were being chosen for service.  We know that rank was handed out as a reward for service, varying with the individual.  Ohoama handed out rank at the end of 672 to those who had helped him to come to power, and then, on the 29th day of the 2nd month of 673, just two days after he formally ascended the throne, we are told that he conferred cap-rank on those who had performed good service, each according to their situation. Of course, that is about how promotions were rewarded.  But what about how people entered into service in the first place?  How did you get introduced to a job in the bureaucracy in the first place?  Well for that we have Ohoama's pronouncement on the first day of the fifth month.  He addressed the court and set it up as follows: First, anyone who would take a government position would begin their career as an “ohotoneri”.  These were low level functionaries who supported the various bureaus as guards, messengers, and whatever else was needed.  Previously, this all would have fallen under the general term of “toneri”, who were those members of the nobility who had been sent to serve in the royal palace.  Aston translates this as a “chamberlain”, and thus equates oho-toneri—literally “great toneri”—as “high chamberlain”, though I'm not sure if that was actually the distinction or not.  It looks like the term “toneri” itself may pre-date the Ritsuryo system, but now was being more standardized, with expanded categories of “toneri” within the system itself.  Interestingly, there is only one other example I could find of Ohotoneri before the reign of Ohoama and that was in the account of Waketakeru no Ohokimi, aka Yuryaku Tennou, which makes me think that might be an anachronism.  We definitely see “toneri” used since just before that reign and continuously onward, and we see them in regards to not just the royal house, but as the functionaries and servants in various places and for other aristocratic families, but the “ohotoneri” seem to have been specifically connected to the royal family… and thus the state. Ohotoneri, despite being quote-unquote “great” toneri, were at the relative bottom of the hierarchy.  They were the night shift, the guards, the messengers, and the general go-fers.  They were essentially paid interns.  As they did their tasks, they were learning about how the various offices and ministries worked, and they were demonstrating their own aptitude.  Based on how they did, they would then be assigned to various offices as seemed most suitable. There were also offices that were staffed by women.  Though separate and distinct, women also had a role in the palace and thus the maintenance of the court and the state.   They were to be selected for service regardless of their age or even whether they were married or not, but they fell under a separate set of rules from the men, because, well, patriarchy. So that's what happened when people were selected to serve, but who was selected?  The chronicles don't say explicitly until a decree about three years later in the 4th month of 676, when it was decreed that all those from provinces outside of the Home Provinces could enter the service of the sovereign, no matter their family's rank, whether Omi, Muraji, Tomo no Miyatsuko, or Kuni no Miyatsuko.  They would also allow men of quote-unquote “distinguished ability” enter service, even though they were commoners. From that we can surmise that when they are talking about “all” people really they are talking about “all” the nobility—the only people for whom the Nihon Shoki was really intended, if you think about it.  Thus, logically it would seem that prior to this only members of the nobility were allowed to enter government service—but there is even more.  Because before this pronouncement in 676, only people in the Home Provinces were theoretically allowed to enter government service. The Home Provinces, or Kinai, are traditionally the five provinces of Yamato, Kawachi, Izumi, Yamashiro, and Settsu.  At this point, though, Izumi was still a part of Kawachi, so it would have just been the four.  These provinces were likely the first lands to really come under Yamato's direct control, and as such they all held a certain pride of place.  This is also where we assume that the powerful families of Yamato had their strongholds.  Certainly the Soga, the Mononobe, and the Ohotomo all had claim to traditional land in and around this region.  When the court had moved to Ohotsu it would have been the first time in many years that the capital was moved out of the Home Provinces, which was probably a large part of the dissent expressed at the time.  How would you like it if your job up and moved two states away and forced you to relocate with them, likely at your own expense? In 676, though, the court decreed that it would no longer restrict itself to noble families of the Home Provinces, but instead would open up service, and the lucrative stipends that came with it, to members of the nobility in the rest of the archipelago. This seems particularly intriguing given the two swords we have from the time of Waketakeru no Ohokimi, aka Yuryua Tennou, in the 5th century, where elites had served—or at least claimed to serve—at his court.  It is possible that during his day the influence of Yamato was more expansive, and that influence contracted after him. Or it could be that it was a different type of service that they had provided. And then there is the comment in Ohoama's decree that the court would also allow men of “distinguished ability” to also enter service, even if they were commoners.  How very progressive.  This seems clearly designed to suggest the meritocratic system that was the ideal, even if it was only truly observed in the breach. I can't help but think about how this symbolizes the court's expanded control across the archipelago, and the idea that all of the archipelago was truly under their control.  It also meant that they had opened up the candidate pool to a wider audience.  Does that mean that they were growing the size of the government, too?  I also can't help but wonder how the old guard took this—the traditional families from the Home Provinces who suddenly found themselves competing with people from the periphery.  Did they see them as equals, or the equivalent of upstart country bumpkins?  And let's not even get started on anyone who joined government service as a Commoner. On the other hand, I suspect these new functionaries would have owed their position even more directly to the sovereign and the court, and they might not have strong familial ties to the local area.  This is all just theory, but seems to follow with Ohoama's general efforts at centralization and accretion of power and authority to himself whilst further building out the structure that his brother, Naka no Ohoye, had set up.  Along those lines, at the same time that the sovereign opened up membership in the court to those outside of the Kinai region, he also meddled with the incomes of the various Princes and Ministers.  He insisted that those Princes and Ministers who were receiving taxes from fiefs in the West—by which I assume is meant western Honshu, Shikoku, and Kyushu—they should instead get their income from fiefs in the East.  So he was taking away the western fiefs and instead swapping them with eastern fiefs.  Those western taxes could then, presumably, come straight into the government coffers, and the princes and ministers would be connected with land in the east, which I suspect meant they would be expected to invest in those fiefs and encourage them to produce. This feels like it goes along with something from two years earlier, in 675, the third year of Ohoama's reign.  In the second month of that year he abolished the serfs granted to the various Uji back in 664, and he abolished any claims by Princes—Royal or otherwise—as well as Ministers and Temples to any mountains, marshes, islands, bays, woods, plains, and artificial ponds.  It seems clear that he claimed the right of eminent domain to himself and the state.  By extension, all land effectively belonged to Ohoama, and everyone else became, de facto, his tenants.  They paid taxes up to him, and he had the right to grant or take away the land as he saw fit. I can't imagine that went over well with those who had lost their rights to those lands, but either he compensated in them in some other way or his power had grown such that they didn't dare to oppose him.  Certainly not everyone was happy. In 677, Saita no Fubito no Nagura was banished to the island of Izu for apparently scoffing—or otherwise disrespecting—Ohoama.  Well, it says his vehicle, but Aston notes that this is probably just a polite euphemism for the sovereign himself. But that rebuke seems to have been pretty light compared to two years earlier when a man—we aren't even given his name, assuming it was known, hiked up the hill east of the palace, cursed Ohoama, and then cut his own throat.  How it was known that he had been cursing anyone isn't explained—though perhaps he had written it down or otherwise communicated his intentions.  Either way, it was certainly a rebuke. But if it phased Ohoama, we can't tell.  He did give those on duty that night a step in rank, presumably for the trauma they had experienced in dealing with everything. Possibly related—we are told that same month there was a great earthquake.  So was that thought to be the curse being fulfilled?  There is nothing to connect them except that the one immediately follows the other. And yet, Ohoama would continue to rule as he saw fit.  In fact, he would rule roughly 14 years, in total, right up to his death in 686.  A rather substantial reign compared to so many other sovereigns.  And he would continue to make his mark. Next episode we will continue our journey through the reign of Ohoama, aka Temmu Tenno. Until then, if you like what we are doing, please tell your friends and feel free to rate us wherever you listen to podcasts.  If you feel the need to do more, and want to help us keep this going, we have information about how you can donate on Patreon or through our KoFi site, ko-fi.com/sengokudaimyo, or find the links over at our main website,  SengokuDaimyo.com/Podcast, where we will have some more discussion on topics from this episode. Also, feel free to reach out to our Sengoku Daimyo Facebook page.  You can also email us at the.sengoku.daimyo@gmail.com.  Thank you, also, to Ellen for their work editing the podcast. And that's all for now.  Thank you again, and I'll see you next episode on Sengoku Daimyo's Chronicles of Japan.

In today's VETgirl online veterinary continuing education podcast, we're diving into a recent study that may reshape how we manage feline infectious peritonitis (FIP), especially  around treatment dosing and duration. With growing success using antiviral therapy for this once considered “universally fatal” disease, we now have the opportunity to refine our protocols based on real-world outcomes. So today we are reviewing the exciting findings of this article by Kamiyoshi et al entitled “High-dose induction therapy and treatment termination criteria for feline infectious peritonitis with remdesivir, GS-441524 and adjunctive mefloquine: 46 cases (2023).”

Get your copy today! "Foundations in the Book of Genesis: A Geologist's Perspective" https://ttwpress.com/product/foundations-in-the-book-of-genesis-a-geologists-perspective/ The opening chapters of Genesis must be understood by recognizing the Lord Jesus Christ as our Creator (John 1:1-3), who displayed His power in His miracles and always spoke the truth. He quoted from those chapters as literal history. Thus, we can read the Genesis text as teaching literal days of creation of our earth and universe only thousands of years ago, based on the genealogies, and that God created in a specific order that refutes the secular evolutionary "story" of life's origins. The flood was global, covering all the mountains everywhere under the whole heavens, destroying and reshaping the earth so that all land-dwelling animals and men perished, except for those on the ark. These early chapters of Genesis are also the foundation for so many vital doctrines, not least being the origin of sin and death that necessitated the sacrificial death of the promised Savior, the gospel itself. Yet the apostle Peter warned that in the last days scoffers would deny the evidence of the creation of the earth and its cataclysmic destruction by the flood, thus scoffing at our Lord's promised Second Coming. GS-093 - https://www.thetruthpulpit.comClick the icon below to listen.            

GS#432 & 433 April 15, 2014 What does it take to drop 10 strokes from your score? Traditional stats -- fairways/greens/putts per round -- don't answer these questions. Just before the release of his book, Every Shot Counts: Using the Revolutionary Strokes Gained Approach to Improve Your Golf Performance and Strategy, Professor Mark Broadie introduced us to his theory. He wasn't sure if this idea would be accepted, but today, it's critical on every level of competitive golf. This is the full 65 minute interview that were originally published as two episodes. In part2 of the conversation, we ask what about the rest of us?! We dig into how objective analysis of scoring data can help us lower our scores.This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.If you have a question about whether or not Fred is using any of the methods, equipment or apps we've discussed, or if you'd like to share a comment about what you've heard in this or any other episode, please write because Fred will get back to you. Either write to golfsmarterpodcast@gmail.com or click on the Hey Fred button, at golfsmarter.com

GS#1016 September 9, 2025 This week on the Golf Smarter Podcast, Chris Finn returns to delve into the myths surrounding golf fitness. Chris is a Titliest Performance Institute Certified Medical Professional, a Certified Preceision Nutrition Coach and Golf Digest Top 50 Golf Fitness Professional. We explore a recent study on the impact of footwear on golf performance, emphasizing the significance of spikes and proper shoe fit in enhancing club head speed and overall performance. Chris also discusses the evolution of golf shoe design, emphasizing the balance between performance and comfort. He explains how the biomechanics of the foot influence shoe design and performance. The discussion shifts to the importance of the body in golf performance, highlighting how mobility and strength training can optimize a golfer's capabilities. Chris provides insights into how golfers can maintain their performance as they age and offers resources for improving golf fitness and performance. Learn more at par4success.com  and check out Chris' podcast "Golf Fitness Bomb Squad". This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.

VOV1 - Dịch tả lợn Châu Phi đang quay trở lại, lây lan với tốc độ nhanh ở nhiều tỉnh, thành. Trong khi Việt Nam đã có vắc xin nội địa từ nhiều năm nay, vậy vì sao khả năng khống chế bệnh lại chưa cao?. GS. TS Tô Long Thành – chuyên gia trong lĩnh vực thú y phân tích.

We go back a millenia in Kabu and Chorus's memories to uncover what actually happened to GS&S.

GS#430 & #431 April 1 & 8, 2014 Dave Stockton has won 5 Majors on the PGA and Champions Tour. He's one of the Pro Tour's hottest coaches working with Rory McIlroy, Phil Mickleson and Annika Sorenstam. This full hour+ interview about his new book is two episodes along with some bonus material that's never been shared publicly before in this format.Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.

Are we back to a "bad news is good news" market? That's not a good thing. Here are the links to all the sales: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TRENDSPIDER - The best charting software EVER - just over $50/month with my link ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Tras la intensidad vivida en Países Bajos, el calendario de la Fórmula 1 continúa sin descanso y encara su primer doblete postvacacional con el Gran Premio de Italia en Monza. El Podcast Técnica Fórmula 1 nos prepara para ello, pero también nos habla de lo ocurrido en el WRC en Paraguay y del final de la Indy en Nashville Monza, el Templo de la Velocidad. No es extraño que al circuito de Monza se le llame “el Templo de la Velocidad”: se caracteriza por sus rectas largas, velocidades máximas superiores a los 330 km/h y la necesidad de una configuración de baja no, bajísima, carga aerodinámica. Pirelli llevará la misma gama de neumáticos que en 2023 (C3, C4 y C5), con previsión de estrategias a una parada, aunque las altas temperaturas podrían forzar a algunos equipos a optar por dos. Por otra parte, la pista, de 5,793 km y 11 curvas, obliga a una exigente gestión de frenos, sobre todo en la primera chicane, donde los cohetes, perdón, coches llegan a 337 km/h y deben reducir a unos 89 km/h en apenas metros, soportando desaceleraciones de hasta 5 Gs. Las estadísticas históricas refuerzan la relevancia de Monza: es el GP que más veces ha aparecido en el calendario, y Ferrari, con 20 victorias, lidera el palmarés. McLaren es su inmediato perseguidor, mientras que pilotos como Schumacher y Hamilton son los más exitosos con cinco triunfos cada uno. La afición italiana espera con ansias ver de nuevo a Ferrari en lo más alto, aunque tras lo vivido en Zandvoort las expectativas no están tan altas: los McLaren parten como favoritos. Paraguay: espectáculo, intensidad y decepciones. Por otro lado, el Rally de Paraguay ofreció un espectáculo intenso y lleno de imprevistos. Fue una montaña rusa, no sólo por los saltos, sino por la cantidad de incidentes por el que pasaron todos los contendientes menos Evans que, por cierto, que sale de nuevo como líder del Mundial. El Rally estaba dominado por Rovanperä, pero un pinchazo lo eliminó de un plumazo. Y en el caso de Ogier, que menuda cara tenía en el podio, en el último tramo cuando le pilló una lluvia intensa, lo que le impidió capitalizar su experiencia. El caso es que está por detrás del finlandés, con Evans líder por poco. El Mundial está que arde, con varios pilotos en condiciones de pelear por el título en las siguientes pruebas. Nashville: no hay mejor fin de fiesta para la IndyCar. La Indy nos dejó una carrera en Nashville tremenda, emocionante, divertida, llena de adelantamientos y estrategia, que se llevó un coche de Penske, el de Newgarden, que se merecía de largo una victoria esta temporada. Segundo, como no, Palou, quien es ya un experto también en los óvalos. A ver quién lo puede parar en los próximos años. En esta carrera volvió a brillar, confirmando su condición de estrella en la categoría y en los Estados Unidos, demostrando que es competitivo tanto en circuitos ruteros como en óvalos. Este año ha sido impresionante su regularidad, pero más aún su capacidad de adaptación, pues hasta 2025 no había logrado una victoria en un óvalo y se estrenó por todo lo alto: en las 500 Millas de Indianápolis… a partir de ahí no lo han podido parar. Lo mejor, sus declaraciones en la celebración del título: a pesar de que era ya Campeón hace varias carreras, le hubiera gustado ganar las últimas, para hacer vibrar a los aficionados del Ganassi y a todos los de la Indy. Menuda declaración de intenciones. Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Hey, welcome back to the Construction Junction. I am your host, Tnya Schulte, founder of The Profit Constructors, where, as always, we are helping you run with the big dogs. Well, here's something really cool. We had a listener named John from Texas reach out and send us a question. I had asked for you guys to reach out with your greatest needs. And so, John, thank you so much for listening, and thanks for sending over such a great question. I got to be honest, when Jennifer told me that you had sent it, I got all excited. Because this is exactly the kind of thing that I love to talk about and love to share. So I appreciate also that you shared your current method for handling your overhead, or as you had called it, which is a great term also, GSNA, right? So it's all of our administrative costs. And so John had shared that they have typically tended to handle calculating their overhead or their GSNA a certain way. And they've recently made a switch to a great friend of ours from the podcast Foundation, which is a great software. And a lot of you out in this world will probably have heard of it. And he was just kind of wondering, like, are they doing it right? And what is the way that other people do it right? And so he had mentioned, you know, obviously, there are a lot of different ways that you can get into doing this stuff when you're doing job costing, because job costing is what we call cost accounting. And so to be really clear, when we start talking about these different types of terms in the accounting world, one of my great thought leaders in the space, one of the folks that has taught me a lot, his name is Ron Baker. I would highly recommend that you reach out and listen to some of his podcasts as well. But he calls himself a recovering cost accountant because when we get into the world of cost accounting. Technically, what we're doing is we're making our best guesstimate of what's going to happen to kind of understand costs across a section of jobs, across a section of time, right? And so none of it is actually going to be down to the penny reconcilable to what actually did happen or what our actual direct costs are. Pretty common in the construction world to want to find a way to account for and be able to estimate for your overhead costs and to be able to really give your estimators and project managers a good tool to understand how their jobs are performing. And doing it as a percentage of labor costs, which is the approach that John had mentioned in his email to me, is actually pretty common in the construction world. In fact, it's our preferred method at the Profit Constructors. It's pretty common for companies that have a predictable mix of work and can reliably forecast your annual labor costs. So when you have work that's pretty steady and your jobs aren't changing, when your jobs have a consistent labor to materials ratio, this approach works really well. And it's straightforward to apply in estimating. So John, if you guys continue to do that, I don't think you'd see any problem with that. Where you're going to see some variation is when companies have a wider range of job types. If you don't have that same mix that we talked about, that labor to materials ratio, and things are kind of consistently changing over your job types, then it's going to be a little bit harder to kind of rely on that labor burden to actually carry you along through all of that. So some are going to base that on total direct costs, so they can recover their overhead evenly across labor-heavy and material-heavy jobs. Others tend to take a blended approach, so they'll use a higher rate for your labor-heavy work and a lower rate for your material-heavy work. And then some actually even use a fixed dollar per labor hour instead of a percentage. We prefer to kind of go that route a lot of times when there's sort of this weird mix, and so we'll help companies establish that. And then there are companies who prefer to recover overhead costs outside the job cost system altogether. And in this case, you'd be monitoring recovery at the company level while keeping your job cost reporting focused on direct costs and gross margin before overhead. And in that case, you're going to have to do a really good job of keeping your estimating and project management team in the loop as to what your current overhead percentages are and how you guys are calculating that on a very regular basis so that they know kind of what to estimate for, what to plan for, and how to track against how their jobs are doing, right? John, since you're on foundation now, I know that they offer three main ways to handle GS&A. So you can do it through the payroll module, through the job costing module, or through the general ledger module. Each one works just a little bit differently. I'm not really an expert in how each one of them works. The right choice is going to depend on your kind of your business model or reporting needs, but I would definitely recommend reaching out to your foundation rep so they can kind of walk you through those options and guide you towards the best choice. But ultimately, the method that you choose, I would say matters less than making sure that your estimating process and your job cost reporting speak the same language, right? So you're going to want to be sure that you're cross-training across all of your teams and everyone's on the same page. So if you recover overhead one way in your bids, your job cost reports should reflect that same method. And that's how you're gonna get gross profit numbers that you can trust and spot any overhead recovery issues before they snowball. So thank you so much, John, for that great question. This is one of my favorite things to do. Like I said, to answer questions like this from our great listeners. And if you have any others, feel free to send them our way. Thanks so much. Have a great rest of your day.

GS#1015 September 2, 2025. This week we speak with Ben Helmrath, VP PGA Tour Superstores, and "caddie" for the TGL Champion Atlanta Drive about the exciting developments in golf, particularly focusing on the rise of golf simulators. Ben shares insights into the partnership with the PGA Tour, the growth of golf retail, and the evolution of golf experiences, especially during the pandemic. He recounts his firsthand experiences with TGL at SoFi Stadium and his strategic role during matches, highlighting the innovative approach to golf that TGL represents. The conversation wraps up with a look ahead to the future of TGL and the excitement surrounding its second season. Other topics with Ben include the evolution of indoor golf, offering practical advice for setting up a home golf simulator. The discussion also covers technological innovations in golf simulators, and the importance of creating family-friendly experiences. Helmrath highlights the affordability and accessibility of modern golf technology, making it easier for families to engage with the sport.This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.This episode is also brought to you by Policygenius. Secure your family's future with Policygenius. Head to policygenius.com to compare free life insurance quotes from top companies and see how much you could save.

In this episode of the Dad Edge Podcast, I sit down with GS Youngblood—author of The Masculine in Relationship and The Art of Embodiment for Men. GS brings decades of experience coaching men on leadership in marriage, parenting, and personal growth through his Masculine Blueprint framework. Together, we unpack what it really means to live from your masculine core while creating safety, connection, and trust in your relationships.   We talk about balancing firmness with heart, why composure beats control, and how to provide structure without domination. GS also dives into the importance of embodiment practices for men, how to stop reacting and start responding, and the role of clarity in building intimacy with your partner. This is a conversation about leadership that goes beyond the surface—helping men shift from fear and reactivity into grounded presence and intentional direction.     TIMELINE SUMMARY [0:00] - Welcome to the Dad Edge movement and introduction to GS Youngblood [1:56] - GS's bestselling books and the Masculine Blueprint framework [2:28] - What it means to live from your masculine core [3:08] - Why composure is more powerful than control in leadership [5:03] - Growing up with an intense father and lessons for parenting [6:23] - Balancing firmness and love with your kids [7:30] - Relational masculinity: strength with empathy [9:21] - The artful blend of clarity and heart in family leadership [12:17] - Clarity as the foundation of effective masculine leadership [13:33] - The “nice guy” trap and why men seek external validation [15:10] - Why grounding your nervous system must come before clarity [16:57] - Daily embodiment practices for staying present and calm [20:06] - Breathwork, meditation, and awareness as tools for men [23:12] - How embodiment reduces fixation and increases intimacy [27:59] - The energetic flow between men and women in communication [30:08] - Renewing curiosity in long-term marriage and intimacy [32:18] - Why women crave being known and understood [33:42] - Emotional safety as the gateway to sexual connection [38:15] - The three parts of the Masculine Blueprint explained [40:07] - Respond vs. react: staying grounded under pressure [44:14] - “You may not be the problem, but you are the solution.” [45:16] - Providing structure without domination—clarity plus inclusion [48:32] - The spectrum of leadership: tenderness to directness [50:01] - Sexual tension, rejection, and how men can hold ground [52:11] - Why sexuality is vulnerable for men and how to own it [54:31] - Avoiding the “hurt boy” response in relationships [56:00] - When women need men to be bigger than their moods [57:44] - Staying grounded when intimacy needs don't align [1:00:12] - The power of presence in building intimacy over time     5 KEY TAKEAWAYS   1. Composure Beats Control True masculine leadership isn't about domination—it's about staying grounded, calm, and clear even when emotions run high. 2. Firmness With Heart Creates Trust Children and partners thrive when a man brings clarity and structure without fear. The combination of strength and empathy builds long-term respect. 3. Embodiment Grounds the Nervous System Daily practices like breathwork and meditation keep men from being reactive, helping them lead from presence instead of anxiety or reactivity. 4. Curiosity Keeps Intimacy Alive Long-term relationships require ongoing curiosity. When women feel known and understood, emotional safety deepens—and so does sexual connection. 5. Men Are the Solution Even if you aren't the cause of conflict, you can choose to be the solution. Leadership means stepping up with clarity, direction, and presence to create connection.       LINKS & RESOURCES   GS Youngblood Website: https://gsyoungblood.com The Masculine in Relationship Book: https://gsyoungblood.com/books The Alliance and Boardroom - thedadedge.com/mastermind Dad Edge Podcast Website: https://www.thedadedge.com/podcast Join The Alliance: https://www.thedadedge.com/alliance 25 Questions to Spark Connection With Your Partner: https://www.thedadedge.com/25questions       If this episode gave you new insight into marriage, masculinity, or fatherhood, please rate, review, follow, and share the podcast. Together, we're raising the standard for men who lead with both strength and heart.

GS#429 March 25, 2014 In the last episode, we stumped Richard Todd on a few details of specific rules. In part 2 we get the correct explanation and discuss other rules that are broken regularly because we don't know the exact USGA wording or ruling. Unlike the painfully dry legalese of the USGA's Rules of Golf, Richard's book takes you on a round with a typical foursome as they encounter...and break.. the rules. http://TheGolfRules.comIn addition to being a lifelong golfer, Richard's also one of the original Golf Smarter listeners from 2005. Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.

The last 15 minutes got positive feedback from the live audience as "Best Podcast Ever" so you should listen to it. It's all about risk/reward and ETF's. Don't miss the Trendspider sale - up to 52 training sessions per year - learn with weekly 1-1 zoom sessions. Here are the links to all the sales: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠SAVE BIG - HUGE LABOR DAY SALE ON TRENDSPIDER - GET THE ANNUAL SUBSCRIPTION TO GET MY 4 HOUR ALGORITHM OR TRY IT for $7 ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

GS#1014 August 26, 2025 Dr. Izzy Justice returns to discuss the intricate relationship between brain function and golf performance from his new book, 'Your Brain Swings Every Club', which explores the cognitive aspects of golfing performance. Dr. Justice introduces the concept of 'chasing 10 hertz' to optimize mental states for better performance and emphasizes the importance of utilizing wait times effectively on the golf course. The conversation also discusses the intricate relationship between nonverbal communication and the brain, emphasizing how our sensory inputs shape our understanding of others. He draws parallels between golf and life, highlighting the mental challenges athletes face. He debunks common myths in golf, such as muscle memory and the small target theory.Please check out this article about Fred's golf and podcast journey called "A Lifetime On The Air" that was published in the NCGA Magazine (Northern California Golf Association) recently!    Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options. This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.

STOP THINKING AND DO IT. With the device in hand, the crew must find their way out of the GS&S Laboratory. Shadows of a dark past continue to linger over Kabu, Mac's babyfieber finally wins out, and Merik finds a flamethrower.The Homebrew crew is Grant Mielke, Andi Hadfield, Cody Smith, Emily Foulger, Mike Kennel, John Caley, and Tyrell Nye. We are currently engaged in our 3rd campaign: Beneath the Cracked Sky!You can support the show at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://patreon.com/TheHomebrew⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Campaign 1: Absurdism and a Millennium Abroad and Campaign 2: Retrograde Infinitum (Played on Cyberpunk Red) and a TON more bonus episodes, PDFs, artwork, and extras are available, along with member recognition! Join the discord at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://discord.gg/TheHomebrewPodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Check us out on Twitch! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitch.tv/thehomebrewnetwork⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Merch and other links at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thehomebrewpodcast.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠If you are enjoying the show, please leave us a review, make sure you're following or subscribed, and share with your friends!

GS#428 March 18, 2014 Richard E. Todd was trained on the rules of golf by the USGA and the PGA. His new book "The Golf Rules: Stroke Play - Learn The Rules of Golf By Watching Others Break Them" is an entertaining little book that presents the rules of golf in a funny, short story format.  Unlike the painfully dry legalese of the USGA's Rules of Golf, Richard's book takes you on a round with a typical foursome as they encounter...and break.. the rules. In addition to being a lifelong golfer, he's also a one of the original Golf Smarter listeners from 2005. http://TheGolfRules.com Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.

Today I'm talking to economic historian Judge Glock, Director of Research at the Manhattan Institute. Judge works on a lot of topics: if you enjoy this episode, I'd encourage you to read some of his work on housing markets and the Environmental Protection Agency. But I cornered him today to talk about civil service reform.Since the 1990s, over 20 red and blue states have made radical changes to how they hire and fire government employees — changes that would be completely outside the Overton window at the federal level. A paper by Judge and Renu Mukherjee lists four reforms made by states like Texas, Florida, and Georgia: * At-will employment for state workers* The elimination of collective bargaining agreements* Giving managers much more discretion to hire* Giving managers much more discretion in how they pay employeesJudge finds decent evidence that the reforms have improved the effectiveness of state governments, and little evidence of the politicization that federal reformers fear. Meanwhile, in Washington, managers can't see applicants' resumes, keyword searches determine who gets hired, and firing a bad performer can take years. But almost none of these ideas are on the table in Washington.Thanks to Harry Fletcher-Wood for his judicious transcript edits and fact-checking, and to Katerina Barton for audio edits.Judge, you have a paper out about lessons for civil service reform from the states. Since the ‘90s, red and blue states have made big changes to how they hire and fire people. Walk through those changes for me.I was born and grew up in Washington DC, heard a lot about civil service throughout my childhood, and began to research it as an adult. But I knew almost nothing about the state civil service systems. When I began working in the states — mainly across the Sunbelt, including in Texas, Kansas, Arizona — I was surprised to learn that their civil service systems were reformed to an absolutely radical extent relative to anything proposed at the federal level, let alone implemented.Starting in the 1990s, several states went to complete at-will employment. That means there were no official civil service protections for any state employees. Some managers were authorized to hire people off the street, just like you could in the private sector. A manager meets someone in a coffee shop, they say, "I'm looking for exactly your role. Why don't you come on board?" At the federal level, with its stultified hiring process, it seemed absurd to even suggest something like that.You had states that got rid of any collective bargaining agreements with their public employee unions. You also had states that did a lot more broadbanding [creating wider pay bands] for employee pay: a lot more discretion for managers to reward or penalize their employees depending on their performance.These major reforms in these states were, from the perspective of DC, incredibly radical. Literally nobody at the federal level proposes anything approximating what has been in place for decades in the states. That should be more commonly known, and should infiltrate the debate on civil service reform in DC.Even though the evidence is not absolutely airtight, on the whole these reforms have been positive. A lot of the evidence is surveys asking managers and operators in these states how they think it works. They've generally been positive. We know these states operate pretty well: Places like Texas, Florida, and Arizona rank well on state capacity metrics in terms of cost of government, time for permitting, and other issues.Finally, to me the most surprising thing is the dog that didn't bark. The argument in the federal government against civil service reform is, “If you do this, we will open up the gates of hell and return to the 19th-century patronage system, where spoilsmen come and go depending on elected officials, and the government is overrun with political appointees who don't care about the civil service.” That has simply not happened. We have very few reports of any concrete examples of politicization at the state level. In surveys, state employees and managers can almost never remember any example of political preferences influencing hiring or firing.One of the surveys you cited asked, “Can you think of a time someone said that they thought that the political preferences were a factor in civil service hiring?” and it was something like 5%.It was in that 5-10% range. I don't think you'd find a dissimilar number of people who would say that even in an official civil service system. Politics is not completely excluded even from a formal civil service system.A few weeks ago, you and I talked to our mutual friend, Don Moynihan, who's a scholar of public administration. He's more skeptical about the evidence that civil service reform would be positive at the federal level.One of your points is, “We don't have strong negative evidence from the states. Productivity didn't crater in states that moved to an at-will employment system.” We do have strong evidence that collective bargaining in the public sector is bad for productivity.What I think you and Don would agree on is that we could use more evidence on the hiring and firing side than the surveys that we have. Is that a fair assessment?Yes, I think that's correct. As you mentioned, the evidence on collective bargaining is pretty close to universal: it raises costs, reduces the efficiency of government, and has few to no positive upsides.On hiring and firing, I mentioned a few studies. There's a 2013 study that looks at HR managers in six states and finds very little evidence of politicization, and managers generally prefer the new system. There was a dissertation that surveyed several employees and managers in civil service reform and non-reform states. Across the board, the at-will employment states said they had better hiring retention, productivity, and so forth. And there's a 2002 study that looked specifically at Texas, Florida, and Georgia after their reforms, and found almost universal approbation inside the civil service itself for these reforms.These are not randomized control trials. But I think that generally positive evidence should point us directionally where we should go on civil service reform. If we loosen restrictions on discipline and firing, decentralize hiring and so forth — we probably get some productivity benefits from it. We can also know, with some amount of confidence, that the sky is not going to fall, which I think is a very important baseline assumption. The civil service system will continue on and probably be fairly close to what it is today, in terms of its political influence, if you have decentralized hiring and at-will employment.As you point out, a lot of these reforms that have happened in 20-odd states since the ‘90s would be totally outside the Overton window at the federal level. Why is it so easy for Georgia to make a bipartisan move in the ‘90s to at-will employment, when you couldn't raise the topic at the federal level?It's a good question. I think in the 1990s, a lot of people thought a combination of the 1978 Civil Service Reform Act — which was the Carter-era act that somewhat attempted to do what these states hoped to do in the 1990s — and the Clinton-era Reinventing Government Initiative, would accomplish the same ends. That didn't happen.That was an era when civil service reform was much more bipartisan. In Georgia, it was a Democratic governor, Zell Miller, who pushed it. In a lot of these other states, they got buy-in from both sides. The recent era of state reform took place after the 2010 Republican wave in the states. Since that wave, the reform impetus for civil service has been much more Republican. That has meant it's been a lot harder to get buy-in from both sides at the federal level, which will be necessary to overcome a filibuster.I think people know it has to be very bipartisan. We're just past the point, at least at the moment, where it can be bipartisan at the federal level. But there are areas where there's a fair amount of overlap between the two sides on what needs to happen, at least in the upper reaches of the civil service.It was interesting to me just how bipartisan civil service reform has been at various times. You talked about the Civil Service Reform Act, which passed Congress in 1978. President Carter tells Congress that the civil service system:“Has become a bureaucratic maze which neglects merit, tolerates poor performance, permits abuse of legitimate employee rights, and mires every personnel action in red tape, delay, and confusion.”That's a Democratic president saying that. It's striking to me that the civil service was not the polarized topic that it is today.Absolutely. Carter was a big civil service reformer in Georgia before those even larger 1990s reforms. He campaigned on civil service reform and thought it was essential to the success of his presidency. But I think you are seeing little sprouts of potential bipartisanship today, like the Chance to Compete Act at the end of 2024, and some of the reforms Obama did to the hiring process. There's options for bipartisanship at the federal level, even if it can't approach what the states have done.I want to walk through the federal hiring process. Let's say you're looking to hire in some federal agency — you pick the agency — and I graduated college recently, and I want to go into the civil service. Tell me about trying to hire somebody like me. What's your first step?It's interesting you bring up the college graduate, because that is one recent reform: President Trump put out an executive order trying to counsel agencies to remove the college degree requirement for job postings. This happened in a lot of states first, like Maryland, and that's also been bipartisan. This requirement for a college degree — which was used as a very unfortunate proxy for ability at a lot of these jobs — is now being removed. It's not across the whole federal government. There's still job postings that require higher education degrees, but that's something that's changed.To your question, let's say the Department of Transportation. That's one of the more bipartisan ones, when you look at surveys of federal civil servants. Department of Defense, Veterans Affairs, they tend to be a little more Republican. Health and Human Services and some other agencies tend to be pretty Democrat. Transportation is somewhere in the middle.As a manager, you try to craft a job description and posting to go up on the USA Jobs website, which is where all federal job postings go. When they created it back in 1996, that was supposedly a massive reform to federal hiring: this website where people could submit their resumes. Then, people submit their resumes and answer questions about their qualifications for the job.One of the slightly different aspects from the private sector is that those applications usually go to an HR specialist first. The specialist reviews everything and starts to rank people into different categories, based on a lot of weird things. It's supposed to be “knowledge, skills, and abilities” — your KSAs, or competencies. To some extent, this is a big step up from historical practice. You had, frankly, an absurd civil service exam, where people had to fill out questions about, say, General Grant or about US Code Title 42, or whatever it was, and then submit it. Someone rated the civil service exam, and then the top three test-takers were eligible for the job.We have this newer, better system, where we rank on knowledge, skills, and abilities, and HR puts put people into different categories. One of the awkward ways they do this is by merely scanning the resumes and applications for keywords. If it's a computer job, make sure you say the word “computer” somewhere in your resume. Make sure you say “manager” if it's a managerial job.Just to be clear, this is entirely literal. There's a keyword search, and folks who don't pass that search are dinged.Yes. I've always wondered, how common is this? It's sometimes hard to know what happens in the black box in these federal HR departments. I saw an HR official recently say, "If I'm not allowed to do keyword searches, I'm going to take 15 years to overlook all the applications, so I've got to do keyword searches." If they don't have the keywords, into the circular file it goes, as they used to say: into the garbage can.Then they start ranking people on their abilities into, often, three different categories. That is also very literal. If you put in the little word bubble, "I am an exceptional manager," you get pushed on into the next level of the competition. If you say, "I'm pretty good, but I'm not the best," into the circular file you go.I've gotten jaded about this, but it really is shocking. We ask candidates for a self-assessment, and if they just rank themselves 10/10 on everything, no matter how ludicrous, that improves their odds of being hired.That's going to immensely improve your odds. Similar to the keyword search, there's been pushback on this in recent years, and I'm definitely not going to say it's universal anymore. It's rarer than it used to be. But it's still a very common process.The historical civil service system used to operate on a rule of three. In places like New York, it still operates like that. The top three candidates on the evaluation system get presented to the manager, and the manager has to approve one of them for the position.Thanks partially to reforms by the Obama administration in 2010, they have this category rating system where the best qualified or the very qualified get put into a big bucket together [instead of only including the top three]. Those are the people that the person doing the hiring gets to see, evaluate, and decide who he wants to hire.There are some restrictions on that. If a veteran outranks everybody else, you've got to pick the veteran [typically known as Veterans' Preference]. That was an issue in some of the state civil service reforms, too. The states said, “We're just going to encourage a veterans' preference. We don't need a formalized system to say they get X number of points and have to be in Y category. We're just going to say, ‘Try to hire veterans.'” That's possible without the formal system, despite what some opponents of reform may claim.One of the particular problems here is just the nature of the people doing the hiring. Sometimes you just need good managers to encourage HR departments to look at a broader set of qualifications. But one of the bigger problems is that they keep the HR evaluation system divorced from the manager who is doing the hiring. David Shulkin, who was the head of the Department of Veterans Affairs (VA), wrote a great book, It Shouldn't Be This Hard to Serve Your Country. He was a healthcare exec, and the VA is mainly a healthcare agency. He would tell people, "You should work for me," they would send their applications into the HR void, and he'd never see them again. They would get blocked at some point in this HR evaluation process, and he'd be sent people with no healthcare experience, because for whatever reason they did well in the ranking.One of the very base-level reforms should be, “How can we more clearly integrate the hiring manager with the evaluation process?” To some extent, the bipartisan Chance to Compete Act tries to do this. They said, “You should have subject matter experts who are part of crafting the description of the job, are part of evaluating, and so forth.” But there's still a long road to go.Does that firewall — where the person who wants to hire doesn't get to look at the process until the end — exist originally because of concerns about cronyism?One of the interesting things about the civil service is its raison d'être — its reason for being — was supposedly a single, clear purpose: to prevent politicized hiring and patronage. That goes back to the Pendleton Civil Service Act of 1883. But it's always been a little strange that you have all of these very complex rules about every step of the process — from hiring to firing to promotion, and everything in between — to prevent political influence. We could just focus on preventing political influence, and not regulate every step of the process on the off-chance that without a clear regulation, political influence could creep in. This division [between hiring manager and applicants] is part of that general concern. There are areas where I've heard HR specialists say, "We declare that a manager is a subject matter expert, and we bring them into the process early on, we can do that." But still the division is pretty stark, and it's based on this excessive concern about patronage.One point you flag is that the Office of Personnel Management (OPM), which is the body that thinks about personnel in the federal government, has a 300-page regulatory document for agencies on how you have to hire. There's a remarkable amount of process.Yes, but even that is a big change from the Federal Personnel Manual, which was the 10,000-page document that we shredded in the 1990s. In the ‘90s, OPM gave the agencies what's called “delegated examining authorities.” This says, “You, agency, have power to decide who to hire, we're not going to do the central supervision anymore. But, but, but: here's the 300-page document that dictates exactly how you have to carry out that hiring.”So we have some decentralization, allowing managers more authority to control their own departments. But this two-level oversight — a local HR department that's ultimately being overseen by the OPM — also leads to a lot of slip ‘twixt cup and lip, in terms of how something gets implemented. If you're in the agency and you're concerned about the OPM overseeing your process, you're likely to be much more careful than you would like to be. “Yes, it's delegated to me, but ultimately, I know I have to answer to OPM about this process. I'm just going to color within the lines.”I often cite Texas, which has no central HR office. Each agency decides how it wants to hire. In a lot of these reform states, if there is a central personnel office, it's an information clearinghouse or reservoir of models. “You can use us, the central HR office, as a resource if you want us to help you post the job, evaluate it, or help manage your processes, but you don't have to.” That's the goal we should be striving for in a lot of the federal reforms. Just make OPM a resource for the managers in the individual departments to do their thing or go independent.Let's say I somehow get through the hiring process. You offer me a job at the Department of Transportation. What are you paying me?This is one of the more stultified aspects of the federal civil service system. OPM has another multi-hundred-page handbook called the Handbook of Occupational Groups and Families. Inside that, you've got 49 different “groups and families,” like “Clerical occupations.” Inside those 49 groups are a series of jobs, sometimes dozens, like “Computer Operator.” Inside those, they have independent documents — often themselves dozens of pages long — detailing classes of positions. Then you as a manager have to evaluate these nine factors, which can each give points to each position, which decides how you get slotted into this weird Government Schedule (GS) system [the federal payscale].Again, this is actually an improvement. Before, you used to have the Civil Service Commission, which went around staring very closely at someone over their typewriter and saying, "No, I think you should be a GS-12, not a GS-11, because someone over in the Department of Defense who does your same job is a GS-12." Now this is delegated to agencies, but again, the agencies have to listen to the OPM on how to classify and set their jobs into this 15-stage GS-classification system, each stage of which has 10 steps which determine your pay, and those steps are determined mainly by your seniority. It's a formalized step-by-step system, overwhelmingly based on just how long you've sat at your desk.Let's be optimistic about my performance as a civil servant. Say that over my first three years, I'm just hitting it out of the park. Can you give me a raise? What can you do to keep me in my role?Not too much. For most people, the within-step increases — those 10 steps inside each GS-level — is just set by seniority. Now there are all these quality step increases you can get, but they're very rare and they have to be documented. So you could hypothetically pay someone more, but it's going to be tough. In general, the managers just prefer to stick to seniority, because not sticking to it garners a lot of complaints. Like so much else, the goal is, "We don't want someone rewarding an official because they happen to share their political preferences." The result of that concern is basically nobody can get rewarded at all, which is very unfortunate.We do have examples in state and federal government of what's known as broadbanding, where you have very broad pay scales, and the manager can decide where to slot someone. Say you're a computer operator, which can mean someone who knows what an Excel spreadsheet is, or someone who's programming the most advanced AI systems. As a manager in South Carolina or Florida, you have a lot of discretion to say, "I can set you 50% above the market rate of what this job technically would go for, if I think you're doing a great job."That's very rare at the federal level. They've done broadbanding at the Government Accountability Office, the National Institute of Standards and Technology. The China Lake Experiment out in California gave managers a lot more discretion to reward scientists. But that's definitely the exception. In general, it's a step-wise, seniority-based system.What if you want to bring me into the Senior Executive Service (SES)? Theoretically, that sits at the top of the General Service scale. Can't you bump me up in there and pay me what you owe me?I could hypothetically bring you in as a senior executive servant. The SES was created in the 1978 Civil Service Reform Act. The idea was, “We're going to have this elite cadre of about 8,000 individuals at the top of the federal government, whose employment will be higher-risk and higher-reward. They might be fired, and we're going to give them higher pay to compensate for that.”Almost immediately, that did not work out. Congress was outraged at the higher pay given to the top officials and capped it. Ever since, how much the SES can get paid has been tightly controlled. As in most of the rest of the federal government, where they establish these performance pay incentives or bonuses — which do exist — they spread them like peanut butter over the whole service. To forestall complaints, everyone gets a little bit every two or three years.That's basically what happened to the SES. Their annual pay is capped at the vice president's salary, which is a cap for a lot of people in the federal government. For most of your GS and other executive scales, the cap is Congress's salary. [NB: This is no longer exactly true, since Congress froze its own salaries in 2009. The cap for GS (currently about $195k) is now above congressional salaries ($174k).]One of the big problems with pay in the federal government is pay compression. Across civil service systems, the highest-skilled people tend to be paid much less than the private sector, and the lowest-skilled people tend to get paid much more. The political science reason for that is pretty simple: the median voter in America still decides what seems reasonable. To the median voter, the average salary of a janitor looks low, and the average salary of a scientist looks way too high. Hence this tendency to pay compression. Your average federal employee is probably overpaid relative to the private sector, because the lowest-skilled employees are paid up to 40% higher than the private sector equivalent. The highest-paid employees, the post-graduate skilled professionals, are paid less. That makes it hard to recruit the top performers, but it also swells the wage budget in a way that makes it difficult to talk about reform.There's a lot of interest in this administration in making it easier to recruit talent and get rid of under-performers. There have been aggressive pushes to limit collective bargaining in the public sector. That should theoretically make it easier to recruit, but it also increases the precariousness of civil service roles. We've seen huge firings in the civil service over the last six months.Classically, the explicit trade-off of working in the federal government was, “Your pay is going to be capped, but you have this job for life. It's impossible to get rid of you.” You trade some lifetime earnings for stability. In a world where the stability is gone, but pay is still capped, isn't the net effect to drive talent away from the civil service?I think it's a concern now. On one level it should be ameliorated, because those who are most concerned with stability of employment do tend to be lower performers. If you have people who are leaving the federal service because all they want is stability, and they're not getting that anymore, that may not be a net loss. As someone who came out of academia and knows the wonder of effective lifetime annuities, there can be very high performers who like that stability who therefore take a lower salary. Without the ability to bump that pay up more, it's going to be an issue.I do know that, internally, the Trump administration has made some signs they're open to reforms in the top tiers of the SES and other parts of the federal government. They would be willing to have people get paid more at that level to compensate for the increased risks since the Trump administration came in. But when you look at the reductions in force (RIFs) that have happened under Trump, they are overwhelmingly among probationary employees, the lower-level employees.With some exceptions. If you've been promoted recently, you can get reclassified as probationary, so some high-performers got lumped in.Absolutely. The issue has been exacerbated precisely because the RIF regulations that are in place have made the firings particularly damaging. If you had a more streamlined RIF system — which they do have in many states, where seniority is not the main determinant of who gets laid off — these RIFs could be removing the lower-performing civil servants and keeping the higher-performing ones, and giving them some amount of confidence in their tenure.Unfortunately, the combination of large-scale removals with the existing RIF regs, which are very stringent, has demoralized some of the upper levels of the federal government. I share that concern. But I might add, it is interesting, if you look at the federal government's own figures on the total civil service workforce, they have gone down significantly since Trump came in office, but I think less than 100,000 still, in the most recent numbers that I've seen. I'm not sure how much to trust those, versus some of these other numbers where people have said 150,000, 200,000.Whether the Trump administration or a future administration can remove large numbers of people from the civil service should be somewhat divorced from the general conversation on civil service reform. The main debate about whether or not Trump can do this centers around how much power the appropriators in Congress have to determine the total amount of spending in particular agencies on their workforce. It does not depend necessarily on, "If we're going to remove people — whether for general layoffs, or reductions in force, or because of particular performance issues — how can we go about doing that?" My last-ditch hope to maintain a bipartisan possibility of civil service reform is to bracket, “How much power does the president have to remove or limit the workforce in general?” from “How can he go about hiring and firing, et cetera?”I think making it easier for the president to identify and remove poor performers is a tool that any future administration would like to have.We had this conversation sparked again with the firing of the Bureau of Labor Statistics commissioner. But that was a position Congress set up to be appointed by the President, confirmed by the Senate, and removable by the President. It's a separate issue from civil service at large. Everyone said, “We want the president to be able to hire and fire the commissioner.” Maybe firing the commissioner was a bad decision, but that's the situation today.Attentive listeners to Statecraft know I'm pretty critical, like you are, of the regulations that say you have to go in order of seniority. In mass layoffs, you're required to fire a lot of the young, talented people.But let's talk about individual firings. I've been a terrible civil servant, a nightmarish employee from day one. You want to discipline, remove, suspend, or fire me. What are your options?Anybody who has worked in the civil service knows it's hard to fire bad performers. Whatever their political valence, whatever they feel about the civil service system, they have horror stories about a person who just couldn't be removed.In the early 2010s, a spate of stories came out about air traffic controllers sleeping on the job. Then-transportation secretary, Ray LaHood, made a big public announcement: "I'm going to fire these three guys." After these big announcements, it turned out he was only able to remove one of them. One retired, and another had their firing reduced to a suspension.You had another horrific story where a man was joking on the phone with friends when a plane crashed into a helicopter and killed nine people over the Hudson River. National outcry. They said, "We're going to fire this guy." In the end, after going through the process, he only got a suspension. Everyone agrees it's too hard.The basic story is, you have two ways to fire someone. Chapter 75, the old way, is often considered the realm of misconduct: You've stolen something from the office, punched your colleague in the face during a dispute about the coffee, something illegal or just straight-out wrong. We get you under Chapter 75.The 1978 Civil Service Reform Act added Chapter 43, which is supposed to be the performance-based system to remove someone. As with so much of that Civil Service Reform Act, the people who passed it thought this might be the beginning of an entirely different system.In the end, lots of federal managers say there's not a huge difference between the two. Some use 75, some use 43. If you use 43, you have to document very clearly what the person did wrong. You have to put them on a performance improvement plan. If they failed a performance improvement plan after a certain amount of time, they can respond to any claims about what they did wrong. Then, they can take that process up to the Merit Systems Protection Board (MSPB) and claim that they were incorrectly fired, or that the processes weren't carried out appropriately. Then, if they want to, they can say, “Nah, I don't like the order I got,” and take it up to federal courts and complain there. Right now, the MSPB doesn't have a full quorum, which is complicating some of the recent removal disputes.You have this incredibly difficult process, unlike the private sector, where your boss looks at you and says, "I don't like how you're giving me the stink-eye today. Out you go." One could say that's good or bad, but, on the whole, I think the model should be closer to the private sector. We should trust managers to do their job without excessive oversight and process. That's clearly about as far from the realm of possibility as the current system, under which the estimate is 6-12 months to fire a very bad performer. The number of people who win at the Merit Systems Protection Board is still 20-30%.This goes into another issue, which is unionization. If you're part of a collective bargaining agreement — most of the regular federal civil service is — first, you have to go with this independent, union-based arbitration and grievance procedure. You're about 50/50 to win on those if your boss tries to remove you.So if I'm in the union, we go through that arbitration grievance system. If you win and I'm fired, I can take it to the Merit Systems Protection Board. If you win again, I can still take it to the federal courts.You can file different sorts of claims at each part. On Chapter 43, the MSPB is supposed to be about the process, not the evidence, and you just have to show it was followed. On 75, the manager has to show by preponderance of the evidence that the employee is harming the agency. Then there are different standards for what you take to the courts, and different standards according to each collective bargaining agreement for the grievance procedure when someone is disciplined. It's a very complicated, abstruse, and procedure-heavy process that makes it very difficult to remove people, which is why the involuntary separation rate at the federal government and most state governments is many multiples lower than the private sector.So, you would love to get me off your team because I'm abysmal. But you have no stomach for going through this whole process and I'm going to fight it. I'm ornery and contrarian and will drag this fight out. In practice, what do managers in the federal government do with their poor performers?I always heard about this growing up. There's the windowless office in the basement without a phone, or now an internet connection. You place someone down there, hope they get the message, and sooner or later they leave. But for plenty of people in America, that's the dream job. You just get to sit and nobody bothers you for eight hours. You punch in at 9 and punch out at 5, and that's your day. "Great. I'll collect that salary for another 10 years." But generally you just try to make life unpleasant for that person.Public sector collective bargaining in the US is new. I tend to think of it as just how the civil service works. But until about 50 years ago, there was no collective bargaining in the public sector.At the state level, it started with Wisconsin at the end of the 1950s. There were famous local government reforms beginning with the Little Wagner Act [signed in 1958] in New York City. Senator Robert Wagner had created the National Labor Relations Board. His son Robert F. Wagner Jr., mayor of New York, created the first US collective bargaining system at the local level in the ‘60s. In ‘62, John F. Kennedy issued an executive order which said, "We're going to deal officially with public sector unions,” but it was all informal and non-statutory.It wasn't until Title VII of the 1978 Civil Service Reform Act that unions had a formal, statutory role in our federal service system. This is shockingly new. To some extent, that was the great loss to many civil service reformers in ‘78. They wanted to get through a lot of these other big reforms about hiring and firing, but they gave up on the unions to try to get those. Some people think that exception swallowed the rest of the rules. The union power that was garnered in ‘78 overcame the other reforms people hoped to accomplish. Soon, you had the majority of the federal workforce subject to collective bargaining.But that's changing now too. Part of that Civil Service Reform Act said, “If your position is in a national security-related position, the president can determine it's not subject to collective bargaining.” Trump and the OPM have basically said, “Most positions in the federal government are national security-related, and therefore we're going to declare them off-limits to collective bargaining.” Some people say that sounds absurd. But 60% of the civilian civil service workforce is the Department of Defense, Veterans Affairs, and the Department of Homeland Security. I am not someone who tries to go too easy on this crowd. I think there's a heck of a lot that needs to be reformed. But it's also worth remembering that the majority of the civil service workforce are in these three agencies that Republicans tend to like a lot.Now, whether people like Veterans Affairs is more of an open question. We have some particular laws there about opening up processes after the scandals in the 2010s about waiting lists and hospitals. You had veterans hospitals saying, "We're meeting these standards for getting veterans in the door for these waiting lists." But they were straight-up lying about those standards. Many people who were on these lists waiting for months to see a doctor died in the interim, some from causes that could have been treated had they seen a VA doctor. That led to Congress doing big reforms in the VA in 2014 and 2017, precisely because everyone realized this is a problem.So, Trump has put out these executive orders stopping collective bargaining in all of these agencies that touch national security. Some of those, like the Environmental Protection Agency (EPA), seem like a tough sell. I guess that, if you want to dig a mine and the Chinese are trying to dig their own mine and we want the mine to go quickly without the EPA pettifogging it, maybe. But the core ones are pretty solid. So far the courts have upheld the executive order to go in place. So collective bargaining there could be reformed.But in the rest of the government, there are these very extreme, long collective bargaining agreements between agencies and their unions. I've hit on the Transportation Security Administration (TSA) as one that's had pretty extensive bargaining with its union. When we created the TSA to supervise airport security, a lot of people said, "We need a crème de la crème to supervise airports after 9/11. We want to keep this out of union hands, because we know unions are going to make it difficult to move people around." The Obama administration said, "Nope, we're going to negotiate with the union." Now you have these huge negotiations with the unions about parking spots, hours of employment, uniforms, and everything under the sun. That makes it hard for managers in the TSA to decide when people should go where or what they should do.One thing we've talked about on Statecraft in past episodes — for instance, with John Kamensky, who was a pivotal figure in the Clinton-Gore reforms — was this relationship between government employees and “Beltway Bandits”: the contractors who do jobs you might think of as civil service jobs. One critique of that ‘90s Clinton-Gore push, “Reinventing Government,” was that although they shrank the size of the civil service on paper, the number of contractors employed by the federal government ballooned to fill that void. They did not meaningfully reduce the total number of people being paid by the federal government. Talk to me about the relationship between the civil service reform that you'd like to see and this army of folks who are not formally employees.Every government service is a combination of public employees and inputs, and private employees and inputs. There's never a single thing the government does — federal, state, or local — that doesn't involve inputs from the private sector. That could be as simple as the uniforms for the janitors. Even if you have a publicly employed janitor, who buys the mop? You're not manufacturing the mops.I understand the critique that the excessive focus on full-time employees in the 1990s led to contracting out some positions that could be done directly by the government. But I think that misses how much of the government can and should be contracted out. The basic Office of Management and Budget (OMB) statute [OMB Circular No. A-76] defining what is an essential government duty should still be the dividing line. What does the government have to do, because that is the public overseeing a process? Versus, what can the private sector just do itself?I always cite Stephen Goldsmith, the old mayor of Indianapolis. He proposed what he called the Yellow Pages test. If you open the Yellow Pages [phone directory] and three businesses do that business, the government should not be in that business. There's three garbage haulers out there. Instead of having a formal government garbage-hauling department, just contract out the garbage.With the internet, you should have a lot more opportunities to contract stuff out. I think that is generally good, and we should not have the federal government going about a lot of the day-to-day procedural things that don't require public input. What a lot of people didn't recognize is how much pressure that's going to put on government contracting officers at the federal level. Last time I checked there were 40,000 contracting officers. They have a lot of power. In the most recent year for which we have data, there were $750 billion in federal contracts. This is a substantial part of our economy. If you total state and local, we're talking almost 10% of our whole economy goes through government contracts. This is mind-boggling. In the public policy world, we should all be spending about 10% of our time thinking about contracting.One of the things I think everyone recognized is that contractors should have more authority. Some of the reform that happened with people like [Steven] Kelman — who was the Office of Federal Procurement Policy head in the ‘90s under Clinton — was, "We need to give these people more authority to just take a credit card and go buy a sheaf of paper if that's what they need. And we need more authority to get contract bids out appropriately.”The same message that animates civil service reform should animate these contracting discussions. The goal should be setting clear goals that you want — for either a civil servant or a contractor — and then giving that person the discretion to meet them. If you make the civil service more stultified, or make pay compression more extreme, you're going to have to contract more stuff out.People talk about the General Schedule [pay scale], but we haven't talked about the Federal Wage Schedule system at all, which is the blue-collar system that encompasses about 200,000 federal employees. Pay compression means those guys get paid really well. That means some managers rightfully think, "I'd like to have full-time supervision over some role, but I would rather contract it out, because I can get it a heck of a lot cheaper."There's a continuous relationship: If we make the civil service more stultified, we're going to push contracting out into more areas where maybe it wouldn't be appropriate. But a lot of things are always going to be appropriate to contract out. That means we need to give contracting officers and the people overseeing contracts a lot of discretion to carry out their missions, and not a lot of oversight from the Government Accountability Office or the courts about their bids, just like we shouldn't give OPM excess input into the civil service hiring process.This is a theme I keep harping on, on Statecraft. It's counterintuitive from a reformer's perspective, but it's true: if you want these processes to function better, you're going to have to stop nitpicking. You're going to have to ease up on the throttle and let people make their own decisions, even when sometimes you're not going to agree with them.This is a tension that's obviously happening in this administration. You've seen some clear interest in decentralization, and you've seen some centralization. In both the contract and the civil service sphere, the goal for the central agencies should be giving as many options as possible to the local managers, making sure they don't go extremely off the rails, but then giving those local managers and contracting officials the ability to make their own choices. The General Services Administration (GSA) under this administration is doing a lot of government-wide acquisition contracts. “We establish a contract for the whole government in the GSA. Usually you, the local manager, are not required to use that contract if you want computer services or whatever, but it's an option for you.”OPM should take a similar role. "Here's the system we have set up. You can take that and use it as you want. It's here for you, but it doesn't have to be used, because you might have some very particular hiring decisions to make.” Just like there shouldn't be one contracting decision that decides how we buy both a sheaf of computer paper and an aircraft carrier, there shouldn't be one hiring and firing process for a janitor and a nuclear physicist. That can't be a centralized process, because the very nature of human life is that there's an infinitude of possibilities that you need to allow for, and that means some amount of decentralization.I had an argument online recently about New York City's “buy local” requirement for certain procurement contracts. When they want to build these big public toilets in New York City, they have to source all the toilet parts from within the state, even if they're $200,000 cheaper in Portland, Oregon.I think it's crazy to ask procurement and contracting to solve all your policy problems. Procurement can't be about keeping a healthy local toilet parts industry. You just need to procure the toilet.This is another area where you see similar overlap in some of the civil service and contracting issues. A lot of cities have residency requirements for many of their positions. If you work for the city, you have to live inside the city. In New York, that means you've got a lot of police officers living on Staten Island, or right on the line of the north side of the Bronx, where they're inches away from Westchester. That drives up costs, and limits your population of potential employees.One of the most amazing things to me about the Biden Bipartisan Infrastructure Law was that it encouraged contracting officers to use residency requirements: “You should try to localize your hiring and contracting into certain areas.” On a national level, that cancels out. If both Wyoming and Wisconsin use residency requirements, the net effect is not more people hired from one of those states! So often, people expect the civil service and contracting to solve all of our ills and to point the way forward for the rest of the economy on discrimination, hiring, pay, et cetera. That just leads to, by definition, government being a lot more expensive than the private sector.Over the next three and a half years, what would you like to see the administration do on civil service reform that they haven't already taken up?I think some of the broad-scale layoffs, which seem to be slowing down, were counterproductive. I do think that their ability to achieve their ends was limited by the nature of the reduction-in-force regulations, which made them more counterproductive than they had to be. That's the situation they inherited. But that didn't mean you had to lay off a lot of people without considering the particular jobs they were doing now.And hiring quite a few of them back.Yeah. There are also debates obviously, within the administration, between DOGE and Russ Vought [director of the OMB] and some others on this. Some things, like the Schedule Policy/Career — which is the revival of Schedule F in the first Trump administration — are largely a step in the right direction. Counter to some of the critics, it says, “You can remove someone if they're in a policymaking position, just like if they were completely at-will. But you still have to hire from the typical civil service system.” So, for those concerned about politicization, that doesn't undermine that, because they can't just pick someone from the party system to put in there. I think that's good.They recently had a suitability requirement rule that I think moved in the right direction. That says, “If someone's not suitable for the workforce, there are other ways to remove them besides the typical procedures.” The ideal system is going to require some congressional input: it's to have a decentralization of hiring authority to individual managers. Which means the OPM — now under Scott Kupor, who has finally been confirmed — saying, "The OPM is here to assist you, federal managers. Make sure you stay within the broad lanes of what the administration's trying to accomplish. But once we give you your general goals, we're going to trust you to do that, including hiring.”I've mentioned it a few times, but part of the Chance to Compete Act — which was mentioned in one of Trump's Day One executive orders, people forget about this — was saying, “Implement the Chance to Compete Act to the maximum extent of the law.” Bring more subject-matter expertise into the hiring process, allow more discretion for managers and input into the hiring process. I think carrying that bipartisan reform out is going to be a big step, but it's going to take a lot more work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.statecraft.pub

GS#1013 August 19, 2025 In this episode we welcome back Pete Charleston, co-founder of GolfLogix, to discuss the evolution of golf technology, particularly the GolfLogix app. We explore the journey from handheld GPS devices to smartphone applications, the introduction of green books for reading greens, and the legal compliance of these tools. Pete shares insights into the mapping techniques used to gather data for greens and the challenges of user interface design, including battery life for mobile devices. The conversation also touches on the innovative features of the GolfLogix app, including its integration with Aimpoint, user feedback on app updates, and the groundbreaking 3D technology that enhances the golfing experience. Check them out at golflogix.comPlease check out this article about Fred's golf and podcast journey called "A Lifetime On The Air" that was published in the NCGA Magazine (Northern California Golf Association) recently!    Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab.This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.  This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com/golfsmarter.

(0:00) Intro(1:31) About the podcast sponsor: The American College of Governance Counsel(2:18) Start of interview. *Reference to E36 (June 2021) for personal/professional background, and E90 (March 2023)(3:13) Celebrating 25 Years of the Weinberg Center(3:47) Uncovering John Weinberg's 1948 Thesis. Details for the Symposium at the Weinberg Center on Oct 9, 2025.(6:12) The role of boards and directors from a historical perspective. *Reference to Gilson and Gordon's article on Boards 3.0.(8:17) The contribution of the Weinbergs to corporate governance: Sydney led Goldman Sachs from 1930 to 1969,  and John led GS from 1976-1990.(14:04) The Relevance of Historical Governance Debates. *Reference to the Startup Litigation Digest.(16:53) Delaware's current corporate law challenges: charter competition with Nevada, Texas, and other states (and Fed Govt).(24:35) The Impact of Delaware's SB 21 Legislation. *Reference to a16z's statement on leaving DE (and Larry's take on it). Reference to Delaware's SB 313 partially in response to the Moelis decision (on validity of stockholder agreements).(33:10) On Delaware's DExit: "I barely see a trickle, let alone a flood."(39:27) The Future of Delaware's Corporate Landscape(44:17) Remembering Charlie Munger's Influence(45:56) Warren Buffett's contribution to governance and the future of Berkshire Hathaway(48:22) Goals for the Weinberg Center's Future(49:55) The Evolving Role of Corporate Directors. "[B]oards of directors are here to oversee, not to be experts, to ask discerning questions, to press, to query, but not to micromanage or get in the way." "Nose in, fingers out" attributed to John Nash, founder of NACD.Larry Cunningham is the Director of the John L. Weinberg Center for Corporate Governance at the University of Delaware, and a leading scholar, author, and advisor on corporate governance and board matters.   You can follow Evan on social media at:X: @evanepsteinLinkedIn: https://www.linkedin.com/in/epsteinevan/ Substack: https://evanepstein.substack.com/__To support this podcast you can join as a subscriber of the Boardroom Governance Newsletter at https://evanepstein.substack.com/__Music/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License

GS#427 March 11, 2014  David MacKenzie is a mental game coach that will help you consistently play to your potential. His Golf State Of Mind method is designed to help eliminate mental mistakes. He says that small changes to your mental game can cut 5-7 shots per round. We go into depth on visualization, how to practice the Mental Game, course management, and his 9 shot drill for the practice range.   *David comes to us from a suggestion by a GOLF SMARTER listener. http://GolfStateOfMind.comGet more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   This episode is brought to you by RULA. Find a therapist or psychiatric provider who specializes in you at rula.com.

GS#1012: This week on Golf Smarter, we speak to Robert Jones Black, the great grandson of legendary golfer Bobby Jones. We discuss the legacy of Bobby Jones, the challenges of preserving that legacy within the family, and the importance of humility in their connection to such a prominent figure in golf history. Robert shares personal anecdotes about growing up with the legacy of his grandfather and the responsibility he feels to maintain the brand of Bobby Jones in today's world. Robert discusses the impact of Bobby Jones on the golf community, and the establishment of the Generation Next Project, a nonprofit aimed at addressing youth mental health through golf. The discussion also explores the connection between golf and life lessons, emphasizing the need for realistic expectations in sports and life. Robert highlights the program's approach to complement existing initiatives like First Tee, focusing on mental well-being and personal growth through the game of golf.Please check out this article about Fred's golf and podcast journey called "A Lifetime On The Air" that was published in the NCGA Magazine (Northern California Golf Association) recently!    Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.  This episode is brought to you by RULA. 

GS#420 January 21, 2014  NFL head coach Pete Carroll was a long time friend, and former sports psychology student at University of Pacific of this week's guest, Dr. Glen Albaugh. On the cover of Glen's book, “Winning the Battle Within” Coach Carroll is quoted as saying “Glen's teachings helped form my coaching philosophy.” Whether you're rooting for Pete or not, you have to admire his attitude, and his approach to competition and winning.  Dr. Glen Albaugh has created a unique Applied Sport Psychology Consulting Service for a wide range of professional and amateur golfers. Formerly a sports psychology instructor at the University of the Pacific in Stockton, California for 28 years where he coached the Pacific Tigers golf team. It was during this time, while working with the finest sports psychologists, coaches and golf instructors in the world, that he formulated the basis for the principles in his renowned book, which was authored with Michael Bowker, Winning the Battle Within. These principles have been refined over the years through applications and consultations with established touring pros, and a broad-base of amateurs – juniors to elite. By establishing structure in pre, post and in-between shot routines, Glen gives golfers the ability to apply his most profound insight “the perfect swing is the one you trust”. In Winning the Battle Within – this podcast episode, the book, and his workshop/consultations – Glen features quality practice describing drills that will enhance learning and improve performance.Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by the Tour Striker Golf Academy. Visit tourstriker.com/TSGA and use the code GOLFSMARTER to get your first month of the Tour Striker GolfAcademy Online free, plus instant access to two bonus courses—'The Recipe for Better Golf' and 'Bombs: How to Consistently Smash the Driver”: a $194 value for free.This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   

GS#1011 Summary: This week we talk to Richard Berle, founder of GolfFit.com and the Golf Fit app, a platform designed to enhance golfers' fitness and performance. He shares his personal journey, including overcoming injuries and the realization of the importance of fitness in golf. The conversation delves into the challenges of the fitness industry, the need for personalized workout plans, and the role of community in maintaining fitness routines.  In this conversation, Richard discusses the importance of golf-specific training, emphasizing the need for golfers to adapt their workouts based on their body's feedback. He highlights the significance of core strength in preventing injuries and the necessity of finding knowledgeable trainers who understand golf fitness. Berle introduces the concept of 'winning the moment' to help individuals overcome resistance to working out and stresses the importance of pre-round workouts to prepare for a successful day on the course. Download the GolfFit app, for iOS or Android, and try it for free for 7 days. If you like it and sign up for the monthly plan, use "GolfSmarter" to get your first month at HALF PRICE. If you choose their annual plan using "GolfSmarter" you'll get 20% off!Please check out this article about Fred's golf and podcast journey called "A Lifetime On The Air" that was published in the NCGA Magazine (Northern California Golf Association) recently!    Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by the Tour Striker Golf Academy. Visit tourstriker.com/TSGA and use the code GOLFSMARTER to get your first month of the Tour Striker GolfAcademy Online free, plus instant access to two bonus courses—'The Recipe for Better Golf' and 'Bombs: How to Consistently Smash the Driver”: a $194 value for free.This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.This episode is sponsored by HIMS. Start your free online visit today HIMS.com/golfsmarter and received personalized ED treatment options.   

GS#411 November19, 2013 Kenny Giannini has created putters for Arnold Palmer, Greg Norman, Mark O'Meara and “pretty much everyone”. In this conversation, World class putter designer Kenny Giannini discusses putter components that go into creating a great putter. From this episode, you'll become more informed on each element of a putter, why it works, and what works best for you.Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by the Tour Striker Golf Academy. Visit tourstriker.com/TSGA and use the code GOLFSMARTER to get your first month of the Tour Striker GolfAcademy Online free, plus instant access to two bonus courses—'The Recipe for Better Golf' and 'Bombs: How to Consistently Smash the Driver”: a $194 value for free.This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply. 

GS#1010 This time on the Golf Smarter Podcast, Eric Alpenfels, Director of Instruction at Pinehurst,  discusses the innovative approach of instinct putting, which encourages golfers to focus on the hole rather than the ball. Alpenfels shares insights on how this technique can improve distance control and overall performance on the green, while also discussing the evolution of golf equipment and the importance of trust in the putting process. His latest book, 'Evidence-Based Golf,' contrasts empirical and non-empirical evidence, emphasizing the need for golf instructors to rely on research rather than anecdotal evidence. Please check out this article about Fred's golf and podcast journey called "A Lifetime On The Air" that was published in the NCGA Magazine (Northern California Golf Association) recently!    Get more when your visit the refreshed golfsmarter.com!Introduce an Upcoming Episode: Receive free gifts for recording a show opening by clicking on "Record Your Show Open Here!" tab on the right side of golfsmarter.com. Watch Daily Video Highlights from Our Interviews: Follow @golfsmarter on Instagram, X, Facebook, TikTok, YouTube daily to see our highlights and helpful insights from our interviews on the podcast. Post a Review: you'll receive three free gifts when you post an honest review about Golf Smarter the podcast.Fill Out a Listener Survey: It only takes a few minutes to fill out our survey, which helps us to better serve your interests in the podcast. You'll receive a free link to Tony Manzoni's video and Justin Tang's summary of Tony's Lost Fundamental on pdf!This episode is brought to you by BreakfastBalls.Golf. Visit BreakfastBalls.Golf for the best quality and pricing on premium used golf balls. Find your favorite brand at half the price of new balls!  Use GOLFSMARTER at checkout for 20% off your order!This episode is brought to you by the Tour Striker Golf Academy. Visit tourstriker.com/TSGA and use the code GOLFSMARTER to get your first month of the Tour Striker GolfAcademy Online free, plus instant access to two bonus courses—'The Recipe for Better Golf' and 'Bombs: How to Consistently Smash the Driver”: a $194 value for free.This episode is brought to you by 5Hour Energy. 5-hour ENERGY Transfusion flavor is available online or in stores. Head to 5hourENERGY.com and order yours today!Check out "Invested in the Game", a new original podcast from Charles Schwab. This podcast is their way of sharing the incredible stories behind the game. Listen now at schwab.com/TheGame or wherever you get your podcasts.This episode is sponsored by Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.