Podcasts about GS

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.

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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.

13.3型モバイル「dynabook G／GS」に若年層を視野に入れた新モデル　キーボードは「かな無し」で新色「セレストブルー」を用意。　Dynabookは9月3日、個人向け13.3型ノートPC「dynabook Gシリーズ」「dynabook GSシリーズ」の新モデルを発表した。新モデルは10月下旬から順次発売される予定だ。

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.

Học gì trong năm 2025 này để từ một việc mà lý luận ra được nhiều việc khác bạn nhỉ? Mời bạn nghe GS. Phan Văn Trường chia sẻ nhé! Đăng ký theo dõi Cấy Nền Radio: https://www.youtube.com/c/CayNenRadio-------------------------------------ツ Kết nối với Cấy Nền Radio:► Tik Tok: https://www.tiktok.com/@caynenradio► Fanpage Facebook: https://www.facebook.com/caynenradio► Youtube duy nhất: https://www.youtube.com/@CayNenRadio► Spotify: https://bit.ly/CayNenRadio_Spotify ► Linkedin: https://www.linkedin.com/company/caynenradio► Group Facebook: https://www.facebook.com/groups/CayNenRadio/✔ Bản quyền Video thuộc về CẤY NỀN RADIO | Không re-up dưới mọi hình thức.Mọi vấn đề về bản quyền xin liên hệ: radiocaynen@gmail.com.#caynenradio #CauHoiHomNay #GSPhanVanTruong

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.

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Hãy nghe gợi ý từ GS. Phan Văn Trường trong Câu hỏi Hôm Nay Số 141 nhé!#caynenradio #caynen #giaosuphanvantruong #cauhoihomnay #timcovan #mentor #radio Đăng ký theo dõi Cấy Nền Radio: https://www.youtube.com/c/CayNenRadio-------------------------------------ツ Kết nối với Cấy Nền Radio:► Tik Tok: https://www.tiktok.com/@caynenradio► Fanpage Facebook: https://www.facebook.com/caynenradio► Youtube duy nhất: https://www.youtube.com/@CayNenRadio► Spotify: https://bit.ly/CayNenRadio_Spotify ► Linkedin: https://www.linkedin.com/company/caynenradio► Group Facebook: https://www.facebook.com/groups/CayNenRadio/✔ Bản quyền Video thuộc về CẤY NỀN RADIO | Không re-up dưới mọi hình thức.Mọi vấn đề về bản quyền xin liên hệ: radiocaynen@gmail.com.#caynenradio #CauHoiHomNay #GSPhanVanTruong

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.

Redaktionsmåndag! Jan Emanuel är tillbaka med facit: Är det rätt av Trump att snacka med Putin OCH hur skulle han lösa GS ekonomiska kris?Länsstyrelsen reder ut: Vilka djur MÅSTE ha kompisar (Förutom marsvin)När blir vi besvikna på våra mammor? Sebastian Mattsson står till svars för färska rubriker på Svensk Dam.Hela avsnittet finns på patreon.com/gottsnackSupport till showen http://supporter.acast.com/gott-snack-med-fredrik-soderholm. Hosted on Acast. See acast.com/privacy for more information.

Redaktionsmåndag! Jan Emanuel är tillbaka med facit: Är det rätt av Trump att snacka med Putin OCH hur skulle han lösa GS ekonomiska kris?Länsstyrelsen reder ut: Vilka djur MÅSTE ha kompisar (Förutom marsvin)När blir vi besvikna på våra mammor? Sebastian Mattsson står till svars för färska rubriker på Svensk Dam.Hela avsnittet finns på patreon.com/gottsnackSupport till showen http://supporter.acast.com/gott-snack-med-fredrik-soderholm. Hosted on Acast. See acast.com/privacy for more information.

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.

VOV1 - Câu chuyện thời sự có chủ đề “Bứt phá hạ tầng – Động lực mới cho kinh tế Việt Nam”, là cuộc trao đổi với GS.TS Hoàng Văn Cường – Ủy viên Ủy ban Tài chính, Ngân sách của Quốc hội khóa XV phân tích những ý nghĩa KT-XH, tầm nhìn chiễn lược và khát vọng phát triển hạ tầng của đất nước.

(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.

It's extremely NOT the G-First. It's not the G-Last, I guess. There will be more Gs. But clocking in at UC 0096, this machine is far into the history of the Gundam. The legend, if you will. It's also not the G-Best. But it's not too bad. You can find a video version of this podcast for free on Scanline Media's Patreon! If you want to find us on Twitter, Dylan is @lowpolyrobot and Six is @sixdettmar. Our opening theme is the Hangar Theme from Gundam Breaker 3, and our ending theme for this episode is Resumption from Gundam Breaker 4. Our podcast art is a fantastic piece of work from Twitter artist @fenfelt. Want to see a list of every unit we've covered from every episode, including variants and tangents? It's right here. Units discussed: RIX-001 Gundam G-First RIX-003 Cannongan RIX-00PT GF-Tank RIX-001[GA] Gundam G-First-DX RIX-003[GA] Cannongan-DX Aonbharr

We talk about an easy tiki drink, hanging out with ClevelandMoto, upgrades on the way for our Royal Alloy, a twin (maybe 750cc) Himmy, they got a Cybertruck stuck where?, Kawasaki is resurrecting a bike, a touch of power lifting, and more...Check out our shirts & stickers! Recalls: 2025 BMW F800 GS, F 900 GS, R 1300 GS, R 1300 GS Adventure, S 1000 R, S 1000 RR, K 1600 GT eCall system may have been inadvertently deactivated 2020 SUZUKI GSX-S1000S Katana, 2024 SUZUKI GSX-S1000S Katana, and 2020-2025 SUZUKI DL1050 V-Strom 1050 headlight is too bright News: New details on the Himalayan twin QJMotor SRT400X on the way Cybertruck was stuck on Rubicon Trail Kawasaki is brining back the Ninja 300? Buell Super Cruiser maybe getting closer to actual production.. began “final” multi-week test MotoAmerica goes to Mid-Ohio this weekend - Aug 15-17 Weird News: ~$9,000 BMW R18 Espresso Machine~~~~~~~~~Email us at podcast@motohop.coWebsite: https://motohop.coMerch: https://motohop.co/merchInstagram: @motohop_ & @ms.motohop=========Our Favorite Podcasts:Cleveland MotoMotorcycles & MisfitsNoco Moto=========Find the best AMSOIL products for your vehicles: https://motohop.co/oil

Some riders like bigger and bigger bikes. Not Mike Welch. The biggest bike he's ever owned was a BMW F 850 GS, but he much prefers his G 310 GS. For Mike and some other motorcyclists, maneuverability and handling outweigh raw power. Riding Into The Sunset is brought to you by the BMW Motorcycle Owners of America and hosted by journalist & author Ed Housewright. Reach us by email at podcast@bmwmoa.org.

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. 

It's over! It's finally over...until the next season, that is. "The Disciple" finishes up the Voit's Disciple arc of the show, and boy is it underwhelming. We never expected to be whelmed but Jesus. The boys vent their spleens over the stupid shit in Season 18 and the series generally. It's almost two hours, folks! Strap in and feel the Gs.

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.   

Here is my latest adventure...The Art Loeb Out-n-Back run. Enjoy the episode! The Art Loeb Trail Route - https://www.alltrails.com/trail/us/north-carolina/art-loeb-trail--2 Rab Phantom Raincoat - https://rab.equipment/us/mens-phantom-waterproof-jacket?srsltid=AfmBOoquXxrCehdVKIVRaGs5PTeFawcbJMQjQuJoeUP_minYcnAO3qh8 Book - Comfort Crisis by Michael Easter - https://eastermichael.com/book/ Science In Sport (SIS) Double Espresso Gels - https://thefeed.com/products/sis-go-energy-caffeine-gels?variant=39990580248639&ship=GS&g_acctid=598-107-7261&g_adgroupid=&g_adid=&g_adtype=none&g_campaign=PMax%3A+GSN+-+Smart+-+Science+In+Sport&g_campaignid=18183054880&g_keyword=&g_keywordid=&g_network=x&utm_source=google&campaign_id=18183054880&ad_id=&utm_medium=cpc&utm_campaign=PMax%3A+GSN+-+Smart+-+Science+In+Sport&utm_content=&utm_term=&gclid=Cj0KCQjwndHEBhDVARIsAGh0g3DwRe5oEjSXneUwbmKqwDU5BW_Q9GNvOougBb3wZfeWv8VVl8JCQ4EaAvklEALw_wcB&gad_source=1&gad_campaignid=17412898521&gbraid=0AAAAADpLaeansVL7gcXPpxa5aDa7P0oG9 Saftlek Workout: 15:00 warmup jog > 4 x :10 strides > 2 x 2:00 Fast w/ 2:00 recovery > 4 x 1:00 Faster w/ 1:00 recovery > 8 x :30 Fastest w/ :30 recovery > 10:00+ cool down jog Aaron's information: My Socials, Channels, & Newsletter: https://www.facebook.com/MRRUNNINGPAINSCOACHING https://www.instagram.com/runningislifecoaching/ https://www.youtube.com/channel/UCQ6J512qA34z_N0KJSU4jfw https://www.strava.com/athletes/18431982  Email - coachsaft@gmail.com Thanks to all of you for listening! Please share the Podcast and please leave a review, rate, & subscribe if you haven't done so already! THANK YOU! Aaron Saft Running Is Life Coaching & Podcast  

Tonight we recap the GS-31 for the f2p who recently finished their 100 day journey on how it works and how to use the refinery, as well as what it pays, but the big revelation tonight comes in new Serene Squall research, loops, and refinery payouts.... Did we miss the biggest benefit of all for G6 players? IS this ship as influential as Monaveen was? or Revenant? JulesVern has the answers. 

In today's episode Iain speaks with Fiona Easdale, managing director and co-founder of the Val d'Isere chalet specialist YSE Ski.  She was racing downhill in the Winter Olympics at just 16 years old, then worked in sports management with World Cup winning footballers, before her return to the ski industry with Bladon Lines.  There, she rose through the ranks to become managing director, before going off on her own to set up YSE Ski with John Yates-Smith – a company that's now been in business for over 30 years.  This episode is the latest in a series of podcasts I've been publishing focussing on women in the snowsports industry. Previous episodes have included BBC Ski Sunday presenter Chemmy Alcott, GB Snowsport CEO, Vicky Gosling and former-Erna Low MD, Joanna Yellowlees-Bound. Intersport Ski Hire Discount Code If you want to help The Ski Podcast and save yourself some money this winter…just use the code ‘SKIPODCAST' when you book your ski hire at intersportrent.com. That applies to any ski hire booked in their massive network across France, Austria and Switzerland. You'll get a guaranteed additional discount, or simply take this link for your discount to be automatically applied.  SHOW NOTES Listen to Iain's interview with John Yates-Smith in Episode 231 (3:45) Read Iain's summary of the latest Mountain Trade Network research (5:45) Fiona competed in the 1976 Winter Olympics at just 16 years old (7:00) Seba Johnson is the youngest Alpine skier to compete in the Olympics at 14 (7:30) Fiona joined the Downhill Only Ski Club in Wengen (8:30) Fiona finished 34th in Downhill, 37th in GS, 18th in Slalom and 10th in the Combined (11:30) “Nobody gives us a chance. Why should they against the Alpine countries? But we're having a go!” (13:30) Konrad Bartelski was also at Innsbruck (15:00) John Curry won gold for Team GB in the ice skating (16:00) Fiona was injured in an Europa Cup race in Flaine (18:30) IMG is a sports management agency (20:15) Listen to Episode 252 about the Rise and Fall of Bladon Lines (21:45) Fiona rose from Contracts Manager to MD (23:00) How did it end at Bladon Lines? (29:00) The founding of YSE (30:00) Of 30 resorts offered by Bladon Lines, 60% of profits were in Val d'Isere (31:00) YSE is a Val d'Isere specialist (33:45) Dealing with global crises (35:00)  Feedback I enjoy all feedback about the show, I like to know what you think, especially about our features so please contact on social @theskipodcast or by email theskipodcast@gmail.com  If you like the podcast, there are three things you can do to help:   1) Review us on Apple Podcasts or Spotify 2) Subscribe –it every episode will automatically be downloaded for you 3) Book your ski hire with Intersport using the code ‘SKIPODCAST' or take this link  You can follow Iain @skipedia and the podcast @theskipodcast or WhatsApp

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.   

GS#405 October 8, 2013 Despite strict USGA guidelines, not all golf clubs perform the same. Golf Professionals play with sticks that are meticulously tailored to their swing. Amateur golfers make purchases based on what the Pros play. No matter their skill level, few golfers take advantage of being fitted for clubs that compliment their swing style. Host Fred Greene is in the market for a new Driver, fairway driver, and hybrids and was amazed to learn how different each club performs for his swing. During the 90 minute session, join Fred to learn why club head speed, launch angle, spin rate, dispersion are important, and that some older models suit him better than “the newest and the greatest”. **Note: The beep is when Nick mentioned a price that may not be available everywhere.If you'd prefer to watch this, it's available on our GolfSmarterTV channel at https://youtu.be/_TynkSmMrB0?si=fF4gsjf5y_7SRGEcPlease 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 Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.    

GS#1009 Summary: This week we speak to Marc Bender, Managing Partner for multiple golf companies including Hidden Links Travel, Golfpac Travel, TeeTimes USA, Go Play Golf Card, and Upper Deck Golf. In this episode, Fred and Marc discuss their connection at the Masters, the intricacies of golf course architecture, and the evolution of golf greens. Marc is well connected in the golf industry and has met and played with some of the top names in our sport. He's also traveled extensively to golf courses throughout the world so he's well equiped to discuss the evolution of golf course greens, particularly focusing on the advancements in green speeds and their impact on players. The discussion highlights how technology and agronomy have transformed the game, and how this has affected different types of players.They delve into the debates surrounding historical versus modern courses, and the importance of understanding the nuances of putting on different types of greens. The conversation highlights the passion for golf and the community that surrounds it.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.   

GS#402 September 17, 2013 “You'll become a ‘golfer' when learning becomes more important than the outcome of your shot.” Be prepared to have your normal perceptions of improvement challenged, Fred Shoemaker of Extraordinary Golf talks about his DVD.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 Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.    

(adjective) Relating to the logical discussion of ideas and opinions. Alex went to a comic convention and left empty handed. What does it mean? Alex and Jakub went to a baseball game for the S&Gs. Alex has a life hack to survive summer. That leads him to wonder why technology hasn't advanced for hot sleepers.  Alex and Jakub are know for things because of the pod, but which is worse? Jakub wants a Jesus Christ workout for a super shredded core.   Executive Producers: Ian Lotts, Phillip Booker, Wes Bradley, & Tim Bland All WYSP Social Links

S&P Futures are flat to lower this morning as market await this morning PPI report. President Trump indicated that drug tariffs are likely by Aug 1st with tariffs on semis to follow shortly afterwards. President Trump to meet with leaders from Bahrain and Qatar today. TTD gains on its inclusion to the S&P500. On the earnings front, BAC & JNJ are higher after earnings releases, GS & MS to report this morning. Tomorrow morning, GE, ABT, PEP, CTAS, NVS will be reporting.

GS#1008 Summary: This week we speak to Jason Chambers, a golf instructor at Onyx Golf Academy in Orange County, California. We discuss the rise of simulator golf, its benefits and challenges, and how it caters to the needs of golfers in a densely populated area. The conversation also touches on the importance of golf instruction, decision-making in golf, and the potential of new formats like TGL to attract a younger audience to the game. We also explore the social aspects of simulator golf and how it can serve as a fun alternative to traditional golf, while also emphasizing the need for diverse instructional methods in teaching the game. Jason shares his viewpoint on the complexities of golf instruction, emphasizing the importance of understanding individual needs and the pitfalls of modern swing techniques. He highlights the necessity of practice and commitment for improvement, the joy of teaching average golfers, and the significance of learning through personal experience. 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.   

S&P Futures are positive this morning as market react to the latest trade developments. Nivida appears to have the green light to ship its H20 chip to China. President Trump indicates a wiliness to discuss tariff rates with the E.U. President Trump will be in Pennsylvania today and is expected announce a $70B investment in AI and Energy. Before the bell today is the June inflation data as the CPI data is due out. TTD gains on its inclusion to the S&P500. On the earnings front, JPM, BK & WFC are higher after earnings beats. Tomorrow morning, JNJ, BAC, MS & GS will be reporting.

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GS#395 Drivers sell. The new adjustable Drivers sell REALLY well. But do they work? Club Fitter Nick Manzano and Fred Greene discuss what is unique about the latest Drivers. We also cover purchasing used clubs, last year's models, or getting your clubs repaired.**We usually play our archived episodes in a row, but unfortunately many conversations have been lost so there will be a gap. That's why this episode is part2, but couldn't find part 1. Sorry. 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 Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.    

GS#1007 Summary: In this episode we meet golf professional Joe Park and hear about his journey in the golf world, the importance of influential instructors, and the nuances of the golf swing. Joe emphasizes the significance of weight shift, the role of arms and hands in generating club head speed, and the balance between consistency and distance in golf. He introduces his five fundamentals of golf, which include grip, posture, backswing, downswing, and impact, and discusses how these principles can help golfers of all levels improve their game. Joe also emphasizes the importance of grip adjustments to influence ball flight, the significance of maintaining the right posture for an effective swing, and introduces the JPX drill as a method to integrate these techniques. Joe also reflects on his career highlights, including building a golf facility and nurturing young golfers. Joe does share some specifics about the golf swing that are really valuable to watch and you can see the entire episode on our YouTube channel at https://youtu.be/xrATF47fGo0.  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.   

Munaf Manji and Mackenzie Rivers discuss the NBA season that has wrapped up. Free agent moves and much more. Kevin Durant's Arrival in Houston (1:45–9:11) Durant was acquired for Green and a pick, with minimal downgrade to rotation. Mackenzie assigned a +3 point net value to Houston, projecting a 58-win season via Pythagorean models. Houston now features elite coaching (Ime Udoka) and depth across positions. Denver Nuggets Strengthen (14:57–20:38) Cam Johnson, Bruce Brown, and a potential Valanciunas deal enhance Jokic's support. Mackenzie noted improved flexibility and defense. Despite Vegas favoring them less in regular season, they're top-tier playoff contenders. Milwaukee Bucks Crisis (24:13–29:18) Dame waived for financial and personal reasons. Miles Turner signs for $107M but doesn't replace Lopez's defense. Mackenzie ranks them 20th in power ratings despite Vegas' 40:1 title odds. Janis likely to be traded soon. Lakers Sign DeAndre Ayton (33:31–37:25) Ayton brings personality and effort concerns. His 18% rim contest rate is worst among centers. Despite teaming up with Luka/LeBron, Mackenzie predicts defensive issues. Projects 43.5 wins, lower than market's 46.5. LeBron's Decision (37:26–42:08) He picks up $53M player option but keeps future open. Trade to GS for Jimmy Butler floated. Lakers prioritize future cap space over winning now—frustrating for LeBron's timeline. Knicks Coaching & Continuity (44:49–47:54) Mike Brown seen as a lateral move from Thibs. Knicks kept core roster and added bench depth. Mackenzie makes them East favorites until Garland returns fully for Cavs. Magic Breakout Prediction (51:56–56:43) Desmond Bane and Jalen Suggs boost perimeter threat. Age curve and returns from injury forecast >50 wins. Mackenzie places them #2 in East behind the Cavs, calling them a regular-season powerhouse. Dallas Mavericks Evaluation (57:30–1:00:58) Kyrie's uncertain return hurts projection. Additions like DLo and Anthony Davis strengthen floor but limit ceiling. Mackenzie projects 39–41 wins, making them a fringe play-in team. Philadelphia 76ers Uncertainty (1:00:58–1:04:52) Despite roster similarity to last year, health of Embiid/PG makes projections volatile. Embiid played only 19 games last season. Munaf leans under; Mackenzie says to wait for in-season evidence. Closing Thoughts & Summer League Preview (1:06:32–1:07:53) Hosts close with excitement for Summer League and reflection on rapid offseason changes. Mackenzie teases potential picks and returns for more Summer League coverage. Learn more about your ad choices. Visit megaphone.fm/adchoices

GS#392 July 9, 2013 Ken Doherty, Head Golf Pro at Marin Country Club discusses how your intent impacts mechanics. No matter the situation, as long as you focus on a target and are clear about your intent, then you stop thinking about mechanics which will free you to hit better shots.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 Indeed. Please visit indeed.com/GOLFSMARTER and get a $75 SPONSORED JOB CREDIT. Terms and conditions apply.    

GS#1006 Summary: Our guest this week is Dan Landman, the creator of SpoiLER Golf, a new putter design that emphasizes the concept of lead edge roll. We explore the innovation behind the putter, its advantages over traditional designs, and the insights gained from working with golf professionals like Joe Hallett. Dan shares the journey of developing the putter, the importance of understanding ball roll, and how SpoiLER Golf aims to position itself in a competitive market. Dan's insight into the innovative design and technology behind the SpoiLER putter, emphasizes the importance of achieving the best roll for improved putting performance. He shares insights into the development process, consumer feedback, and the company's focus on creating a product that resonates with golfers. Get 10% off your order when you use “golfsmarter” while checking out at spoiLERgolf.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 and get a FREE 3ball sleeve with both the BreakfastBalls & Golf SMARTER logos, making you an instant Golf Smarter Ambassador!! That's BreakfastBalls.Golf.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.