Podcasts about HM

Tiff and Nikki share how a hands-on operator can become a strategic owner, and at the same time set the team up for success. By sharing responsibilities and establishing clear systems, your practice's culture, business, and team can blossom in unexpected ways. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Tiffanie (00:01) Hello Dental A Team listeners. We are back with you today and to share some really fun things. I have Nikki here with me today. I love nothing more than podcasting with the other consultants on our team. And Nikki is a favorite, a fan favorite, and a Dental A Team   Nikki Mack (00:17) Yeah.   Tiffanie (00:18) favorite. Nikki, thank you so much for being here this morning for us and whatever time of day the listeners are listening. How are you today, Nikki?   Nikki Mack (00:26) I am good. I'm excited to be back too. I this has become one of my favorite parts of Dental A Team. and especially when I hear from doctors and listeners, my gosh, I heard you yesterday on the podcast. And it's fun to know that like while I get to have a good time with you, this really matters and it helps our listeners. So happy to be   Tiffanie (00:44) I love that.   Nikki Mack (00:45) here.   Tiffanie (00:46) I love that you walked into an office not that long ago and they said, my gosh, I just listened to you. I think it was that morning, right? You had a doctor that had said that.   Nikki Mack (00:52) Yeah. On   their way into the practice. So that was a how do you follow up yourself? Like that was a that's a tough act. Yeah.   Tiffanie (00:59) Yeah. Yeah. I gotta do a whole meeting. This is wild. I   love it. Yes, we have definitely built a cult following here and we love it. I know you actually you are working with an office who is one of our biggest podcast fans of all time. and it's a husband and wife duo and I won't say who they are, they know who they are because they're listening and she is just   one of the most amazing people I've ever met in my life. She's so sweet. And I am hoping that they're coming to the Masterminds as well. I'm pretty sure that they are. but I will be excited to see them. I know that's a podcast family for you as well. And it just makes it super fun and it kind of makes us feel like, okay, cool, they know me. And so it gives us an outlet and an opportunity for you listeners and you practices who work with us, practices who will work with us in the future. It gives us an opportunity to showcase who we are.   So that you and your teams kind of have an idea before we get to you, whether we're in office or whether we're virtual, just like this. And I think Nikki, you've experienced it now too. You've experienced both worlds, like going into practices obviously who've never heard us, and then going into practices who have heard us. And I think both of us can agree that those practices where the doctors love the podcast, have maybe found us through the podcast or or listen to it and then share it with their teams, those teams are like   almost a step ahead already. Their brains are ready, they're in that growth mindset and they really understand the angles that we come at consulting from. And I think that it really just helps us give that give that like extra footing to make progress. Do you feel the same, Nikki?   Nikki Mack (02:44) Absolutely, I agree. I think we've talked about this, I feel like in a previous podcast. I think in dentistry, fit matters so much, you know, that our team is the right fit, our patients are the right fit. And I think when it comes to consulting, you need to make sure that they're the right fit for your goals and your vision. and our podcast is just a nice way for listeners to, like you said, really get an understanding of who we are and and how we operate, you know, kind of what we're about. And so you really enter the relationship.   a step ahead 'cause we're like, okay, I know this, especially when they've seen us specifically, they already know what they're in for with me. So it's a pretty good start to the ride together for sure.   Tiffanie (03:25) I agree. I think one of my favorite pieces of you in general, but of our c whole consulting team, is that how we show up is like who we are. We don't really show up any differently. I might become a little peppier on stage. People will see   Nikki Mack (03:38) Mm-hmm.   Tiffanie (03:39) that than my normal everyday life. I might talk a little bit more. Erin probably disagrees, my fiance, but I think I talk a little bit more at work than I do at home. but no matter what, like our personality shines through and we are who we are. So then   practices, doctors, people, teams, they do know what to expect. And today I wanted to chat through some aspects and some different ways that we can pull doctor, we'll call it out of the weeds, right? Practice owners out of the weeds. And I think this is actually a huge segue into that because I think sharing your goals, dreams, aspirations, and sharing the things that are helping you feel connected to dentistry or your business or   your systems, things that you've learned that you want to implement, or just really you're like, gosh, I really love these ladies' personalities and I want like some semblance of that kind of culture in my practice. So taking things like this and sharing it with your team is really a great way, Nikki, I think to step that first foot into pulling themselves out of the weeds of being like the one, right?   The one that has to make all the changes, the one that has to make all the decisions, and really just like totally in the weeds of the business, the dentistry, the HR, the people, the team, that like all of the pieces and they're trying to hold all this together, but sharing that I know in our company is specifically with the consultants, we share constantly, we share different things we've heard or listened to or   different podcasters or books, things like that, because it helps to build our culture and helps to keep us closer together. So with that, Nikki, what do you feel like what would that do for a practice or how do you think that it helps a doctor to pull themselves out of the weeds when they do share different things like that? Whether it's this podcast, a different one, could be completely non-dental. How do you think that helps them to set their team up for success to be able to pull out?   Nikki Mack (05:38) Yeah, I think sometimes we get so caught up in that leadership position with our team that we think it's just office focused, you know, making them a better dental assistant or a better office manager or better treatment coordinator. But I think when you look back on some of your best jobs and experiences and cultures, it's where they also work to help develop you as a person. And that's where I think some of these come into play. a lot of these books and podcasts and   Things that even we talk about sometimes I've never heard of them. You know, I'm like, my gosh. And then it's on my regular rotation, a favorite. So the same can be said for your team members. They may not even realize some of these resources are there. And when you share that with them, it creates a different type of connection. like you said, it helps them understand. Like, if I'm like, my gosh, this is my favorite podcast, here's what I took from it today, it helps you relate to them.   And then sometimes it just gives those pieces and it's like, wow, okay, we really are working for this goal, right? We really are trying to get to the next level. And I love things I get at work that I can apply to my personal life because there's a lot. It happens a lot.   Tiffanie (06:45) Mm-hmm.   I agree. And I think too, as you're speaking, I'm thinking of how like different people hear things differently, right? So one podcast, I might hear a certain message and it might be there. You might hear that message too, but you might hear it in a different angle or from a different perspective or apply it differently. And per position too, a dentist and a business owner might hear a marketing podcast and think overarching marketing and like how do we do all of these pieces?   And then you pass it along to a treatment coordinator or an office manager and they're like, cool, I could apply it in this way with my verbiage to my patients. And so like wherever we're sitting, we get to spin it for that perspective and how it's gonna suit us the best. And I think that that makes a massive difference. And pulling ourselves out of the weeds, well, and right there, right? Sending it to an office manager or treatment coordinator, it's like, who is your team? Right? Who are the people that you count on?   at your practice, at your business, who are the people boots on the ground who are there supporting you. And how can you allow them to support you in your journey and be that show up as that leader? You said Nikki, like the leaders in the practice. And sometimes I think doctors silo themselves and think they have to be the one or they have to do it all. But farming some of that responsibility out to the leaders within the practice or the count it on   team members, I think Nikki, you've got a couple teams that are like a handful of people, right? We've got like seven, eight team members.   Nikki Mack (08:16) Yeah.   Tiffanie (08:16) You might not have a leadership team, right? Because like you got seven people, what are you going to do? Pull full four departments up and now they're managing each person's managing one person. So you might not have that full leadership team, but how are these people countable, right? How are you counting on them? And how can you share that culture and that experience and ideas with them?   Nikki Mack (08:40) Yeah. Well, and I think a key thing that we forget a lot, especially as leaders in a practice, sometimes our systems systems are   Tiffanie (08:49) Mm.   Nikki Mack (08:50) created or adapted because of an outlying like thing going on in the practice. We're short staffed, someone's out on leave, right? These things that are going on. But a lot of times we get ourselves in the habit of never shifting back or never reevaluating. So when we get   really stuck in those weeds, I think what happens is that allows us to have these not bad systems, but just they're not efficient, right? They're the things that really bog us down or make us feel really exhausted at the end of the day, but we don't have the opportunity to step back and say, could this be done differently? What should I do? Then when we take that moment, get ourselves out of those weeds, and it's like, my gosh, I not only do I not have to own this, it's better if I don't. There's someone on my team   that's better qualified for it, that should handle that and run in a sense that interference. And it's relearning ourselves how to redirect those people or those issues or those tasks. And then also that's when we have to kind of retrain our team. That's where the leadership comes out, that we are able to say, hey, I can see this clearly and I'm confident that this is a better direction. Here's how we execute it, right? And hold them accountable to it. Don't just take it back on because you're used to it.   but sometimes it takes something, a podcast or a book or a conversation to have that aha moment and realize, this is really like kind of slogging my day down. I shouldn't own this. This could be done better. So having that opportunity to see it through different eyes, it can change so much.   Tiffanie (10:28) I agree. I agree. And I do have practices as they were say saying all this, I'm thinking, how many times have we been asked how do I need to pay them for this to listen to this thing or learn this thing? And we've got our online courses that a lot of practices utilize and we get asked that a lot. Like that's totally up to you guys. We don't have a say in that. but they you know, or practices that say they send it and they don't listen to it, right? And so they're just like beaten down and they start to feel   upset by it or hammered down and like why do I even bother? Do I have the right people? And I think Nikki within that is more of an expectation. And what that leads me to is what is the expectation of each position? And then what's the expectation of that person within that position? So do we have job descriptions? I know we talk about these a lot. We talk about them   Nikki Mack (11:19) Yeah.   Tiffanie (11:20) a lot because they really, really matter. Clarity is everything. Clarity is everything in life. In a world of chaos and a sea of crazy   If we can bring clarity to something, why wouldn't we? Right? It seems wild to say, meh, I just don't feel like it when we could bring some clarity. So if there's clarity to these positions, these these team members know this position means this thing. This is what I do, this is how I show up, these are the tasks that I do. But really a job description is how do I present myself within this seat? How does this seat show up for this practice and what are the goals within that?   So then layering in those expectations too of that personal development. Like, is it built into your culture? And did you do it without seeing why you're doing it? Right? Did you send the podcast like, hey, take a listen to this? You might enjoy it. And they're like, okay, cool. Maybe one day, right? It's on the back burner. This thing is more important. Or did you say, hey, I love growing and learning? And I truly want that to be an aspirational part of our culture.   in our community here at this practice. So from time to time, I might send you little tidbits. I'm gonna tell you why, like what my favorite takeaway was, why I think it's relevant to you, to your position, to your life, if you'll take a listen or read it, right? You can sign up for newsletters, send them a newsletter, send them the Dental A Team newsletter, like whatever that might be, but did you have a description of how they're supposed to show up so that when they see this thing come through, they're like, cool.   That could help me with my team member one on ones. Like I have to do my doc's asking me to do one on ones and I don't understand them yet. This podcast looks like it might help me with that. But not setting those expectations and just flippantly being like, Well, I've sent them the things. I've asked them to do book club with me and nobody wants to. Yeah, well, I'm not a dental nerd either. Like   Nikki Mack (13:17) Yeah.   Tiffanie (13:18) I love dentistry because of where it's gotten me in life. I think it's an amazing   amazing industry. and I I do love dentistry, but I'm not on my off hours listening to a ton of dental podcasts. I'm just not. There's a couple that are floating in there because I need the the continuing education I need to be relevant as well. But I love emotional intelligence. I love, you know, I I love listening to Andrew Huberman, right? And there's so many different things that even in those other podcasts are so applicable.   to business, to relationships, to dentistry, making sure that we figure out what is our style, what is our culture and what are the expectations and then setting those with people, I think make a massive difference, Nikki.   Nikki Mack (14:02) I agree. And I think this is where it comes down to. We talk a lot about I think strong leadership comes to knowing your team, right? And understanding   Tiffanie (14:09) Mm-hmm.   Nikki Mack (14:09) who you have with you and kind of what those desires or those goals are. I know in one practice that I managed, that was a part of our annual reviews. Like, what's a professional goal for you? And then like what's a personal goal? Because if there was anything we could do to kind of support that, and it also benefited the practice or their you know growth as a team member.   Absolutely, why wouldn't we? And then you kind of know how to approach it. So if you know that there's a tip who's less dental nerd, right, then some of that stuff, that's not who you send that podcast to. On the flip side, full disclosure, such a nerd. I did not do back office. All my teens have heard my spiel. I'll save it. It's our little internal secret. But man, do I love some of the nerdy stuff.   Brit and Dana and I actually got to attend a local event here in Arizona a few months ago and do some CE. And when we were comparing what courses we had signed up for, it was very much an aha moment for Brit to realize exactly the level of my nerdiness because I was like, Yeah, I can't wait to go listen to this. Like I just yeah, I I will pull a couple pearls and it will be amazing. and it actually was, and absolutely it was a little dry. Some people left, you know, this is what happens.   but that filled my bucket because it's it's your what motivates you, what drives you is what drives you, right? And then knowing that being able to tune into it is so important and it can sound overwhelming. I know someone is driving in their car right now thinking about, my gosh, now I have to personalize my podcast recommendations per team member. But I promise you it becomes so easy because when you lead with that type of style and you create that culture, this is not where I need you to calendar a task.   To look for podcasts for every team member. It's just gonna come organically and you're able to share those observations, share those pearls of wisdom. And that's how you get out of the weeds, right? We grow our team, we grow their abilities, and we are so aligned that that's what helps that clarity and that confidence because we're like one team, one dream, right? And we all know where that vision is. And this just helps to support it and and boost them up for sure.   Tiffanie (16:21) Yeah, I love that. And so then now we're working on that culture piece. We've got job descriptions clear, right? we've got our our culture piece really starting to fit. And I think that's where a lot of that trust comes into play. So then dentists and owners, they can say, Okay, I trust that this is going to happen. I trust that this team member does have my back. I have full support within them and I can give them this thing. So then we start trial and erroring it. And it's not to say   they didn't listen to the podcast. I can't, I can't give them something. I can't delegate. Like, no,   Nikki Mack (16:55) Right.   Tiffanie (16:56) just be realistic, right? What can you delegate over to them and like dip your toe in that water? Clear expectations on everything. So clear job descriptions, clarity around what does your culture need to look like, clear clarity around your goals, and then start delegating things off that you don't have to do. We like to say any tasks that don't require your brain.   Anything that somebody could do at 80% their level that could look very similar to what you want it to be, it might not be a hundred percent. Their hundred percent might be your eighty percent. but is that okay for this task? Start delegating those things off because that's how you get out of the weeds. Your clarity, your culture, and your delegation are how you get out of those weeds and then having that feedback system. And I think Nikki, within that, like you mentioned goals. I love a good three, five, ten year goal.   not easy to sit down and be like, what do I want in three years? What I want in 10 years. Like do some prompts, ask us, Hello@TheDentalATeam.com. Like we're more than happy to help you dig into what those need to look like to work backwards. But when you have that vision, you have that goal, you know where you're going. Same with your culture. You know what you want your culture to look like. Now it's something that we can create. It's something that we can do together to reach those goals and get you pulled out of the weeds.   You talked, Nikki, about knowing the team members. And I think something that we've done really well with the Dental A team is as a virtual company, we've done a lot of like one-on-one time but group time at the same time. We have a lot of meetings. I I think there are companies that have more than us, but we do have a lot of meetings. But we do know each other. We get to know each other on a personal level. So like I was listening to a book the other day and I thought, my gosh, Christy.   Absolutely nothing to do with dentistry, not business, just like the idea, the premise of it was what you believe to be true will be true, right? Hands down, I believe that. And I thought, my gosh, Christy's gonna love this. So I send it to her, and within 30 seconds, she's like, I had an Audible credit, it's downloading right now. Thank you so much. Like, but I knew   Nikki Mack (19:06) Yeah.   Tiffanie (19:08) that was Christy, right? And I know.   Sometimes I'll pop something into the consultant chat that I'm like, hey ladies, this is actually really cool for business or for marketing. Or I'll be like, Nikki, this made me think of you. Or it's my like TikTok Instagram real friend that I like sending all those things, right?   Nikki Mack (19:23) Ha ha ha.   Tiffanie (19:24) But spending that one-on-one time together and really knowing each other, and it's not long. Like we get two 30 minute slots a month that's one on one with each other.   That's all that it takes and paying attention to one another on meetings and during different tasks, during different things, just paying attention to those pieces and who a person is really gives you key insights to what that could look like when you're sending something along like that. And Nikki, how do you see that? Like how can a dentist step back enough to see the people to be able to to see how can they create that culture to again get out of the weeds?   Nikki Mack (20:04) And I think some of it comes to the time that we dedicate to that culture, right? You   Tiffanie (20:09) Right.   Nikki Mack (20:09) know, do we have a morning huddle? do we check in with our team members? Do we have our one-on-ones? And if the doctor's not having it, does the OM check in with the doctor, right? On those one on ones? What's that kind of communication piece? How do we close that circle? Because it is those like random moments, those passing by. docs usually know so much about their DA because the things that'll   Tiffanie (20:32) Mm.   Nikki Mack (20:32) come up, right?   in a chair working with a patient and just utilizing those and kind of capitalizing on it because that's where it's so funny when we talk about like getting out of the weeds but weeds are different for everyone too right like based on your skill set and kind of your interest. So as you as a practice owner or a leader are looking at your team or maybe looking at your tasks that you could possibly delegate. And like maybe you're sitting there right now like   This eats up a lot of my time. And you're right, someone else could do this at 80%. Like I need to   Tiffanie (21:04) Mm-hmm.   Nikki Mack (21:05) let it go. Let's be smart about who we let it go to and using what we know. If I have someone who is like camera shy, hates being in the reels, hates being in the videos, you know, it's like that's not their jam, but they come up with them. They see the good ones, they see that content and they're handy with like the cameras, with the apps, with the social media.   Maybe that's my social media person because they get to film the reels, right? Takes   Tiffanie (21:32) Mm.   Nikki Mack (21:32) all the pressure off of them and they can just excel, plan for when we're gonna film them. And then I as an owner, I don't have to think about it, right? Because I've got things I could do differently. Same when it comes to some of our patient relationships or you know our strategic efforts. Who do I have that that they would own? It wouldn't be weeds for them. And then I can take it off of the plate. Who is? So it's super important to understand who you have.   And people show you who they are every day, the way we work together, the way we chat when we make our coffee before Huddle, you know, all of those kind   Tiffanie (22:05) Yeah.   Nikki Mack (22:06) of little opportunities. we just have to listen and kind of act on it. And also, I say this to doctors all the time ask. Just ask. Sometimes I'm   Tiffanie (22:16) Hm. I agree.   Nikki Mack (22:18) guilty of it myself in the past. I would be like, gosh, I don't know if Yara would actually be into this. Like, I think so.   And you you spend all this time like going back and forth on your mind because you feel like you should just know. But guess what? Like just go ask. Never has an employee been like, I can't believe the doctor asked how I feel about this. Why didn't they just know? Are you kidding? The ask is such a trust builder. So if we're not sure, ask. Ask a question. It's okay. Because clear is kind, right? And making sure that we know where we're coming from. That's what gives us the confidence as the leader to pass this on, to have clear expectations.   and   then have the appropriate follow-up because that's how it all ties together. For myself, one of the things I love about Dental A Team so much is that we don't just work with the doctor or the practice owner. We really do be have that opportunity to spend time with the team as well and making sure that everyone understands that full circle piece. My favorite thing is to remind them that like I am here to help keep you accountable. So we're not going to forget about this in two weeks. This is something we're going to give a real try.   real follow up and then have real conversations about how it's helping us. And that's a real benefit to finding the things that stick and being able to execute not just for the first couple of weeks. So   Tiffanie (23:35) I completely agree. I think that was a beautiful wrap. And if I had to pull action items out of what you just said, I hope doctors and listeners, you heard them as well. Job descriptions, clear as kind. Morning huddles, make sure that you're communicating every day on some level. And monthly one-on-ones. And I heard the other day they were called feedback sessions, and I really loved that. I was listening to a podcast,   Nikki Mack (23:59) I love that.   Tiffanie (24:00) non dental.   and she said that she called them feedback sessions and it was a feedback loop. It was how are you doing? How are we doing as a company? What are you loving? What are you hating? What's making your life difficult? Like what are blockers? And do you have any feedback from me as your lead? And I loved that because on a monthly basis that is way easier. Yearly reviews. I hate when offices wait till the yearly 'cause that's tied to a metric and like we're not a corporate we're not Wells Fargo. Like   Have a monthly one-on-one. So if I were to pull action items, it would be clear as kind, get those job descriptions, get those morning huddles in place. If they are in place, what can you do to spice them up a little bit this week? And where are your monthly one-on-ones? Where are you getting to know each team member individually, whether it's you or their office manager? And then I think my last piece would be really look at the things that you're doing every day, maybe journal. Like just every time you do something, write it down and go through and highlight what do you s what do you have to do?   And then what are some things that you could delegate off and then how will you do that? Nikki, this is a beautiful podcast. Thank you so much for spending your time with me today. I appreciate you. And I just love the joy that you're bringing to so many practices. Thank you for what you do.   Nikki Mack (25:12) Yeah, thanks for having me. I love it.   Tiffanie (25:14) Of course, of course. All right, listeners, you know what to do. Go leave us a five-star review. Let us know how you enjoyed today's podcast and who you'll be sending it to. Go send it to somebody. Like legitimately, you guys know other owners. You guys know people who need to hear this same message. You are not alone, and neither are they. Make sure that they know that. So go send this podcast to someone. And as always, Hello@TheDentalATeam.com, and we'll catch you next time. Bye guys.

Personality Changes After Stroke: How Ben Sautter Discovered His “Hyde” and Became a Better Man  For nearly a decade, Ben Sautter carried a story he didn’t fully understand. He was a respected superintendent for the City of Helena, a devoted father, and a man his colleagues trusted. He was also someone who, years earlier, had been convicted of drug trafficking and spent over a year in prison, a period he now describes without shame or remorse, feelings he says he simply didn’t have access to. “I never felt guilty about doing anything,” he told me. “I never had no shame, no remorse. I still don’t.” Then, on a morning in 2017, Ben woke up with his left leg buzzing like an electrical current, from his hip to his toe. He dismissed it as sciatica, worked out to try to shake it off, and drove himself to a doctor’s appointment while slurring his words. By the time he reached his physician’s office, she recognized what was happening immediately: Ben was in the middle of a stroke. What followed wasn’t just a physical recovery. It became the beginning of a profound psychological reckoning one that reshaped how Ben understood himself, his marriage, and the two very different versions of the man he’d been his entire adult life. What Personality Changes After Stroke Can Actually Look Like When people talk about the effects of stroke, the conversation usually centers on physical deficits: weakness, speech difficulty, mobility. Less discussed but just as real for many survivors are the personality changes after stroke that surface in the weeks, months, and even years that follow. For Ben, this didn’t show up as a dramatic before-and-after moment. It took roughly six months before he began to notice his own cognitive shifts, and years more before he could name what he was experiencing. “I feel like two different people,” he eventually admitted to himself, a recognition that came into sharp focus only after his wife, Helen, described what she called his “Jekyll and Hyde” pattern: a caring, grounded version of himself, and a sharper, more reactive one that could surface without warning, particularly under emotional pressure. Ben also discovered something else in the process something many survivors don’t expect. Before his stroke, he says he operated almost entirely on three emotions: happy, sad, and angry. It wasn’t until his wife introduced him to a “feelings wheel” years after his stroke that he realized how narrow his emotional range had actually been. That flattened emotional landscape, paired with a striking absence of guilt or fear around risky behavior earlier in his life, points to something researchers increasingly recognize: strokes can affect not just movement and speech, but emotional regulation, impulse control, and self-awareness, particularly when the affected regions touch circuitry involved in processing feeling and consequence. The Unexpected Overlap With PTSD One of the more striking parts of Ben’s story is how he came to understand his own symptoms. Watching a 60 Minutes segment on a military veteran with PTSD, Ben recognized his own thoughts, words, and behaviors reflected back at him patterns his psychologist at the VA had already been treating with PTSD-informed techniques, without Ben fully grasping why. “That’s when I realized my family suffered the stroke as much as I did,” he said. This overlap isn’t unusual. Post-stroke psychological symptoms hypervigilance, emotional reactivity, difficulty processing what happened can closely resemble trauma responses, even in survivors who never experienced combat or acute crisis in the traditional sense. Recognizing this early, and getting connected with the right kind of psychological support, can make a meaningful difference in how survivors and their families move through recovery. Turning Reflection Into Change What makes Ben’s story remarkable isn’t just that he noticed these changes; it’s what he did with them. Nearly ten years after his stroke, and after years of separation from his wife, Ben sat down and wrote his memoir, Mr. Hyde and Me, in just ten weeks. “I called this therapy on steroids,” he said. “Writing this book was incredibly therapeutic.” The process gave him a framework to finally understand the dual nature he’d lived with since childhood, shaped, he believes, by an upbringing where feelings were dismissed, and risk-taking was treated as fun rather than dangerous. “That guy that I was, that guy’s gone. I am not going to be that guy ever again.” — Ben Sautter Today, Ben and Helen are reconciled. He describes himself as calmer, more deliberate, and a better listener than he was before his stroke, not despite the personality changes it triggered, but in some ways because of the self-awareness they eventually forced him to confront. As he put it plainly: “We would not be having this conversation if I hadn’t had a stroke.” If You’re Noticing Changes in Yourself or a Loved One If you or someone you love has experienced personality changes after stroke emotional flatness, increased irritability, impulsivity, or a sense of feeling like “two different people” you’re not imagining it, and you’re not alone. These changes are a recognized part of many stroke recoveries, and they respond well to the right combination of professional support, honest communication with family, and time. Ben’s full story, including his path through incarceration, his stroke, and the years-long process of understanding his own mind, is available in The Unexpected Way That A Stroke Became The Best Thing That Happened, where survivors share the tools that helped them navigate recovery, available at recoveryafterstroke.com/book. If this show has helped you, you can support it at patreon.com/recoveryafterstroke. This blog is for informational purposes only and does not constitute medical advice. Please consult your doctor before making any changes to your health or recovery plan. Jekyll, Hyde, and the Stroke That Changed Everything: Ben Sautter’s Story (Interview) Bill’s Book: The Unexpected Way That a Stroke Became the Best Thing That Happened Support Bill on: Patreon Bill’s one-on-one coaching program: Momentum Highlights: 00:00 Introduction – Personality Changes After Stroke 03:51 Realizing Something Was Wrong 12:51 Discovering His Dual Personality 21:05 Living With Only Three Emotions 31:50 Where the Pattern Began 39:55 Writing the Memoir That Helped Him Understand Himself 50:37 Stroke as a Catalyst for Change Transcript: Introduction – Personality Changes After Stroke Bill Gasiamis (00:00) Welcome back to Recovery After Stroke. I’m Bill Gassiamas, and today’s guest is Ben Sautter, a stroke survivor from Montana who in 2017 suffered an ischemic stroke caused by a carotid artery blockage. Ben was in his mid-50s working as a superintendent for the city of Helena when he woke up one morning with his leg buzzing like it was electric and his speech starting to slur. But this episode isn’t really about the stroke itself. It’s about what the stroke uncovered. Ben spent decades living what he now calls a Jekyll and Hyde existence, including a period of incarceration for drug trafficking that he says he felt no guilt over at the time. And after his stroke, that started to change. We talk about emotional flatness, PTSD like symptoms he didn’t recognize until years later. The marriage he nearly lost and the memoir he wrote in just ten weeks that finally helped him understand himself. Before we get into it, if you haven’t already, check out my book, The Unexpected Way That a Stroke Became the Best Thing That Happened, over at recoveryafterstroke.com/book. And if this show has helped you, you can support it at Patreon.com/recoveryafterstroke, and you can help me keep it going so that we can get to one thousand episodes. If you’re feeling stuck in your recovery and want more structure and one-on-one support, I also offer a coaching program called Momentum. You can find out more at recoveryafterstroke.com/momentum. Now let’s get into it. Here’s my conversation with Ben. Bill Gasiamis (01:42) Benjamin Sautter welcome to the podcast. Ben Sautter (01:45) Thanks much for having me. Bill Gasiamis (01:49) Can you tell me a little bit about what life was like before twenty seventeen and the stroke? Ben Sautter (01:55) Well, I was on it back then before the stroke. I was had a job that I really enjoyed. I was working for the city of Helena as a superintendent of streets and traffic division. And life was going really good for me there. And then it kind of came to a an abrupt halt. Bill Gasiamis (02:15) what was life like as far as what kind of work were you doing? What was family life like? Ben Sautter (02:23) Well, our family was pretty close at the time. We have two children and we were busy, we were really close, busy traveling. We had a motor home, we had lots of fun. we hunt and fish, a lot of outdoor activities here. We we have a little cabin that we spend all our weekends at. if we weren’t traveling, that is. so Home life was pretty good. My wife and I were struggling a bit before I had my stroke. but we were a close family. And and work was good. I I I’d progressed up into mid-level management and I I had great great people, great staff underneath of me, and we got a lot of good work done for the city and had a lot of fun at work. work was going good. Everything was going pretty good. Bill Gasiamis (03:25) Was there any sign that something was amiss with your health that perhaps there was something looming that wasn’t going to be fun? Ben Sautter (03:36) No, I was I was in great shape. I had had no signs of anything coming. so it was yeah, it was out of the blue. The stroke was out of the blue. Realizing Something Was Wrong Bill Gasiamis (03:51) What was that day like? Was there any kind of deficit deficits that you experienced that gave you a hint that something was going wrong? Or how did it evolve? Ben Sautter (04:00) Well, I woke up in the morning to go to work, I knew something was funny and I couldn’t figure it out. I think when I woke up, I got I get up early and to get in before my first crew was in the mechanics were in at six. So I was in before that. But when I woke up my left leg was just buzzing like it was electric from my hip. To my toe. And I didn’t comprehend. I was thinking it was like a sciatic something because I had a little sciatic pain from time to time in my right side, even though I knew this wasn’t the same, but I didn’t have the cognitive awareness of what was going on. And so I I worked out in the middle of it thinking maybe it was. muscles in my back and if I exercise did go away and and it didn’t when I and I went on into work and my my mechanics were nervous. I I was starting to slur my words and and I I kind of felt it. I a I asked him I think if I was slurring my words And they just kind of smiled at me. And I went back up to my office and then another one of my other supervisors came in and he sat down. He could tell something wasn’t right with me. And then he left and they were all getting together to come and check me out, and I left. I I had a a meeting, or not a meeting. I had a doctor’s appointment out at the VA Fort Harrison at for 7 30 that morning. And so I was I was late and I think I d I think my doctor called me and I was on the road driving out there and she I told her kind of things were funny and what was going on. And she said, Well, you need to get out here, get a ride out here. I said, Well, I’m driving. She said, God, no. I th she pretty well could tell she thought I was having a stroke right there. And I drove out there, I went upstairs to see her and they took me right down to the emergency right there. Bill Gasiamis (06:39) And Did they immediately diagnose that you were having a stroke? Ben Sautter (06:47) We’re getting a little blurry on me right there. I I I don’t really remember what they thought right at the time, right at that moment when I was in the emergency. I know a couple hours later they came to me and there was no doubt about it. They they knew then they had speech therapists in and a neurologist in the room and that’s so it took a couple hours to for a sure diagnosis that I was in the middle of a stroke. Best I remember. Bill Gasiamis (07:27) Hm. It’s pretty common that yeah, pretty common that you’re not gonna remember exactly what was happening at that time. Things were compromised. That makes complete sense. how long before well rather at some point you’re told that you had a stroke, how do you take that information? Ben Sautter (07:48) I don’t know that it it didn’t go over my head, but I I I wasn’t devastated. I and because I wasn’t I I was familiar with stroke, my father’d had strokes and he’d been paralyzed and lost his speech, so his were very severe. So at the time I I wasn’t feeling that I was that impacted by it. I knew some things were going on, but looking back I can tell I just didn’t have the the awareness of what was happening to me, even though I knew it. but it it just didn’t feel serious to me. Bill Gasiamis (08:34) It didn’t sink in, perhaps. Ben Sautter (08:36) yeah, I w I would say so. Certainly not the gravity of it. and it actually it took quite some time. I’d say at least six months, really, before I started being aware of my cognitive deficiencies and and wondering. asking myself questions even though within a week’s time I was at VA Salt Lake to have surgery on my carotid artery. So all that happened and I was still it’s not that I was in denial. Well, I didn’t think I was, but now looking back, I that could have been what it was. But but I was aware. I knew it happened. Gosh, I had surgery. I I understood it all. I saw the MRI. I saw the mark on my brain. I had the surgeries I said. but I it it just the seriousness of it didn’t sink into me. Cause within Bill Gasiamis (09:50) Mm. Ben Sautter (09:50) two weeks, my doc cut me loose, my surgeon, I was up in the woods hunting. Full tilt. They gave me they said, go ahead. So that kinda helped me believe that I the word what what I said, I dodged a bullet is how I put it. And even though I didn’t really dodge the bullet. Bill Gasiamis (10:19) so you said that you had about six months where you kind of had no real awareness or your cognition was impacted. What obviously your cognition was was impacted, but what other deficits did you have? Ben Sautter (10:40) I would just say the cognition, the physical part, I had that numbness in my leg. I didn’t even have a limp from it, but my whole leg f well, it’s still somewhat for for years was like I say, like it w my whole leg was stuck in a light socket, just buzzing like electric from my hip to my toe, and and that lasted a long, long time. my leg got real heavy. I had to like I say, I could it didn’t show that I was limping or anything, but I had to work at that to not let it show. I had to make sure I high stepped kinda so my toe didn’t drag and I didn’t trip. I had to be very well aware of that to make it look like I was okay. But but really physically it didn’t show. Bill Gasiamis (11:43) Your introductory email to me about joining me on the podcast was interesting. what you had seems to be a catalyst for some change in your life. Like what occurred to you, the stroke, the hospitalization, the challenges that you had to come seems to be a catalyst for change in your life. Before the stroke in twenty seventeen, you said your wife and yourself were going through some difficult times. but you were busy at work, you had a a whole bunch of other things going on. but there’s another side of you, there was another side of you at some stage that you were living a life that you were living that’s not quite the run of the mill standard lifestyle. Tell me a little bit about that. And was that lifestyle that you’re gonna to tell us a little bit about now? Was that something that you lived until your stroke? Discovering His Dual Personality Ben Sautter (12:36) I’m living that still right now. that dual personality. And after the stroke, it was it might have taken a couple of years of me looking back. I was finally looking back, wondering who that guy was, that other guy. I I would say to myself. I feel like two different people. And it wasn’t until after the stroke, I think, that I really asked that heart or asked that question, or said that to myself, that I feel like two different people. And that came from questioning the things I did when I was younger. I was pretty wild guy and I did things that didn’t seem like me, yet I know I did all those things. Well hell I I got arrested, went to prison. So I know I was doing stuff that I shouldn’t have been doing. But back then it was Pretty easy to do. And I it it wasn’t, it didn’t feel like me doing it. so after the stroke, I really started asking questions, trying to, trying to look back to understand. And I never got that understanding until I wrote that book last year. And then it all just poured out. And I could see the dual personality and and and I still am that dual guy. My wife is able to recognize that more now, and when she s tells me about it, I can really see it when she explains it, especially what I say. I I say things I say things that I don’t mean that aren’t me, that I don’t understand why I say those things. It’s and I named it Hyde. And it Hyde speaks different than I do, than Jekyll. Bill Gasiamis (15:11) How old were you when you ended up in prison and how old were you when you got out? Ben Sautter (15:16) I was thirty two when I got arrested and I was only out for like thirteen months so I was thirty thir about I was thirty four when I got out. Bill Gasiamis (15:28) And the stuff that you went in for, what kind of things were you doing that ended you up in prison? Ben Sautter (15:38) I was I got arrested for drug trafficking. Bill Gasiamis (15:42) And at the time was there a certain amount of disassociation from the behavior? And did you kind of find yourself doing things that you just weren’t, what was it, maybe like connected to logically? How how did you find yourself being in a situation that you now describe as this was not? U or it was another U.S. Ben Sautter (16:14) That’s good question. I have to say I don’t really understand yet where I was back then. It I I had to that it had to be that disassociation because I was a legitimate guy. I worked, I had jobs, I had good respect from people. I I was a legitimate man all day long every day. And I just slip out and Did stuff. I I d I had no feelings about it. I I wasn’t I never felt guilty about doing anything. I never had no shame, no remorse. I still don’t. I don’t feel those feelings. They just aren’t in me. Even after the book, after writing that and starting to understand that I don’t have those feelings, which I still don’t, but way back then. I didn’t give a s I didn’t give a first thought to any of that illicit stuff I was doing. It was opportunity and I just went and did it. Didn’t give it a thought. Bill Gasiamis (17:31) Got it. And then when you ended up coming out of prison, did you go back onto the straight and narrow? Did you still double? How was life after that? Because it was thirty years almost, you know, between your incarceration and then your stroke. So I I’m just trying to set the scene just so I can ask you the next question later on about the stroke. So what was life like after the incarceration? Ben Sautter (17:56) So and I’ve been thinking about that a lot lately and writing about that. And that I had to make a very conscious decision. And and the way I put that, prison didn’t rehabilitate me. I had to make that decision that okay, I want to go back there. I need to I need to watch I need to watch over myself. and keep myself out of trouble, which all those big crimes were the problem, but little things, I I went hunting, I was a poacher, I I trespassed, those types of things. I was very careful not to be caught speeding in a car or any of that, drinking and driving. a little bit I’d find myself doing that and that was a difficult thing to overcome of to quit drinking and and so I was I’d find myself drunk behind the wheel and I I finally again made a conscious decision decision but it took a little time to work out of that to finally draw a line in the sand. In fact it wasn’t until a year or two after I got married that I finally just quit drinking completely. And that was good. That was a good move. so it was w I can’t say that it was a struggle, but it was risky for me out of prison that I didn’t get caught at those littler, less severe law breaking. Bill Gasiamis (19:53) Yeah. Ben Sautter (19:54) Yeah. Living With Only Three Emotions Bill Gasiamis (19:55) So what I’m hearing here is a you’re you’ve described yourself as Hyde. There’s a Jekyll somewhere here as well. and and also in your description of your behaviour and the way that you weren’t associated with it, or you have no feeling about something, or you know or you have no connection to what it meant when you were breaking the law. It sounds a little bit sociopathic and it sounds like perhaps there was a some kind of a what people might describe as a psych as a psychiatric kind of challenge or issue there. Has that ever come up in a conversation with anybody? Ben Sautter (20:41) No, more the compartmentalization dissociation. I lived with and I didn’t know this until twenty twenty one or twenty two, I lived with three emotions, happy, sad, and angry. That’s and and I learned that when my wife brought out a feelings wheel. And she brought out this feelings wheel and sh she’s saying, tell me which Where you land on some of these, and I thought, well, happy and sad and and angry. And that’s about as far as I went with it. And once in a while I’d feel a little something, but not really very much. So so that’s when I learned I was operating on three emotions. That’s all I ever had. So that really showed the compartmentalization and the disassociation right there. psychopathic or psychopath has never come up even with my psychologist. she never identified that but I just saw her for the first time since I read wrote the book a few weeks ago and gave her a copy of the book and she was a little bit wide-eyed and surprised. at the book and she’s reading it. So what kind of conversation we’re gonna have now will be really interesting to go back and see her. But but answer to your question, no, psychopath, no, just compartmentalizing Bill Gasiamis (22:26) Yeah, so sociopath, not psychopaths. Yeah. Ben Sautter (22:28) Sociopath, I’m sorry. I’m sorry. Yeah. Bill Gasiamis (22:31) Sociopaths tend to be people who in the moment can’t connect with the behavior, good, bad, indifferent, and then later on have the ability to kind of notice that the behaviour was inappropriate in some way, shape, or form, and kind of have well, maybe not regret, but kind of some understanding of behavior being inappropriate. Whereas psychopaths are completely different, like they have no empathy, no nothing, right? There’s nothing there. So that’s a that’s kind of not where where where I was headed. I wasn’t asking Ben Sautter (23:06) Yeah. Bill Gasiamis (23:07) that. But it’s interesting that you describe these two separate, separate versions of yourself. it’s not uncommon to how I describe myself after the stroke, but I didn’t have a Jekyll and Hyde streak in me. But I had a line in the sand. The stroke seemed to take my brain offline for a little while and it allowed me to connect with other parts of my body. Specifically, I talk about connecting with my heart and it made me more empathetic and more able to kind of access what what my values were rather than what my head thought was the right thing to do or what what my head thought was the right approach or the right way to go about things. So it seems like the stroke has played some kind of a similar role in your ability to reflect on your past in a different way, th in a more associated way compared to what you had done before. Is that accurate? Ben Sautter (24:07) Absolutely. we talk about the stroke not being all bad for me because I’ve become far more aware. and that awareness is big, not just of my past and who I was, but being able to listen so much better and be more aware of what I say, think, and do. much more so. So so yeah, the stroke has I the stroke has been good for me in in a lot of ways, cause causes some of those difficulties without a a doubt, but I think my wife would agree that I’m a better person, despite the change in moral compass after the my incarceration, but I still was a Jekyll and Hyde, and I still am today. I she can see me come in and out of it much quicker than I have any idea. not necessarily on a daily basis, on an hourly basis and in conversation. She can see by what I say. Bill Gasiamis (25:27) what’s better about being able to listen more? you said that you you were able to hear more or pay attention better in a conversation, for example. Why is that better? Ben Sautter (25:37) The understanding, the understanding of the person I’m talking to, and the understanding of myself and and listening listening to hear rather than listening to respond. So though that’s really that’s big for me because I used to be so quick. I’d hear something, I could make decisions, I was very impulsive. I’ve I’ve really rein that in to calm myself down and and just listen better, be slower, more deliberate, more purposeful. All all all of those things are much better for me. In fact, I didn’t have any of that before before the stroke. I was full tilt on everything. I I thought I did. I thought I was very considerate, concerned, and listened, but in comparison, no. That wasn’t me. Bill Gasiamis (26:37) I it you said it’s better for you. Like why how is it better for you? How has it improved your life? Ben Sautter (26:44) I’m not banging heads so much. I I I let people have their thoughts, their opinions, and and I don’t take offense to to that. So everything’s calmer and and I I just don’t have the head banging I used to have. Bill Gasiamis (27:04) Why is it important for people to have their opinions and their thoughts? Ben Sautter (27:08) Well, I’m right and you’re wrong. Isn’t that what it’s all about? Everybody wants to be right and and think that that everybody should agree with them. That’s that’s how I see it now. It’s like, and if yeah, I’m right and you’re wrong. And I that I don’t do that anymore. Bill Gasiamis (27:31) Got it. Got it. This part of you that your wife still sees that you’ve kind of been able to rein in, like is it a sinister side of you that she sees? Is it the conniving side of you? Is it the the the one that’s possible to be led astray? Which side of it does she still see that kind of attends these conversations with your wife? Ben Sautter (27:55) I d I I’m not sure how you how you name this. perfect example is if I I d slip up, do something wrong and Helen will bring my attention to it, I’ll say, Well, I just did that to see if you’re paying attention. So I I try to deflect things. I I have that I definitely the inferiority or or or and on myself. We’re all our own worst critic, of course, and and I I really feel self conscious. I know my deficiencies and I I go back and forth. I I know my deficiencies and I live with it. I’m okay with it. But sometimes if someone says something to me, Helen, one one time it’s okay and I get by it, one time it’s like it hits and it hurts. And and I I react, I try to deflect, I say things, hide comes out of me and and says things like to hurt back. And and so I’m and she’s getting better about not letting me do that. And the sooner she says something now, if she says something right away, I go, yeah, sorry, I did say that. Whereas before I didn’t remember saying things and I would say that. She’d say, You she’d wait too long and then tell me you said something. Well, I wouldn’t say that, I don’t think those things. That’s Jekyll saying, I I I don’t even think that. I I I didn’t say that. You took it wrong. Now I’m more believing that Hyde would say those things and and if she comes back quick enough and I can I’m right there. I’m like, yes, yeah, you’re right. And I I can apologize, but I’m getting better and better at not saying those things. and and catching myself now, which is big, to to stop it before it happens. So I I as we talk through this, I am starting to be more aware of Hyde, what he says, what he thinks, and certainly what he does. I I conquered that long time ago. But what he says and what he thinks, I’m starting to catch that before I go wrong. Bill Gasiamis (30:36) You I’m gonna make a lot of assumptions now. You seem very unassuming as a sixty-three year old man who lived a dual life, you know, went to prison and all that. You know, you you wouldn’t pick that up from meeting you on a Zoom call or in person per se, right? and often often people who kind of live double lives, etc., There’s a an underlying cause, something that happened earlier on in life that caused them to take on a certain persona or to be a certain way or to get through a certain difficult time in their upbringing or the circumstances by which they found themselves in. Did you have a origin story? Was there something that you can think back at that perhaps that led you to take the on another persona in certain situations, or is it just how you’ve always been? Where the Pattern Began Ben Sautter (31:33) The way it came out in writing my memoir, it was from when I was little, really little, and there was two things about it. We didn’t talk about feelings. Yeah, when you get hurt, you d you don’t you don’t cry about it, or you just don’t cry about it, you don’t feel anything. And my dad was a risk taker. And he was so a lot of fun. He taught me some of my worst habits, if not most of them. And and I followed in his footsteps. Risk was inside exciting. Terror was exciting. Being scared was fun. That’s how my dad taught me. And you add that with no feeling, no fear. you just it was easy I said earlier. It was really easy to go do those things shouldn’t do. It was fun and and there was money in it and calculated risks. no problem. It was just no problem. Bill Gasiamis (32:46) Your wife seems to have found something in you that was likable enough to kind of overlook that stuff or or to not see that stuff as being a real issue. Wha what do you think it is that she saw in you that kind of had her be okay with hanging out with a guy who had been incarcerated and perhaps had these tendencies to switch between these two personalities? Ben Sautter (33:13) Well, the incarceration I told her I thought I told her everything. I told Bill Gasiamis (33:18) Ha ha. Ben Sautter (33:19) her I told her enough for me to think I told her everything. And she felt that she saw me pay my dues and She didn’t know a lot up until this last year. she didn’t see the dual side of me. Even though we struggled, she thought it was just me being me. Now it’s so much more clear. And and she’s the one that came up with the Jekyll and Hyde when I was halfway through the book. And stories were coming out she’d never heard before. And that’s when one day she said, You’re like a Jekyll and Hyde. And that really changed the framework of my story. And and it showed me or helped me understand myself, the the dual personality. It still took a little bit to build it through the book to get a full understanding of it and draw a clear picture, but By the time I was done with the book, it was easy to see the dual personality. Bill Gasiamis (34:42) Did your wife what did she like about you though? Like there was s she’s been around for a little while by the sound of it. Ben Sautter (34:52) Yeah, we’ve been together over thirty years. you’d have to ask her that. I I think well, I’m a fun guy. I I was caring and I I that Jekyll guy’s pretty decent fella. You know, I’ve I’ve successfully in business and I’m I’m a hard working guy. I I just that side of me, Nice guy. I think there was a little intrigue probably from my past that I I was an exciting guy. I did a lot of things and and even though once we met, I was really trying to taper down and really trying to get a hold of myself and which I did and and w we did really, really well together for quite a few years and and then I think I wore wore her down with that dual personality. Not think. I know I did. She finally it was too much for her and and and things kinda went south for us. We I I I can’t imagine even though I watched what I put her through, I don’t know how she lasted. she left for a lot of years after my stroke. We split up for a lot of years and and I I’ve made some changes. Bill Gasiamis (36:30) So have you been able to reconcile? Ben Sautter (36:33) Yes, yes Bill Gasiamis (36:34) Okay. Ben Sautter (36:35) we have. Bill Gasiamis (36:36) Do you think anything that you and I have just discussed, anything of that would have been possible if you didn’t have this stroke? Ben Sautter (36:47) Well, I would say no. No. Not unless I’d a wrote the book and it happened like it did. But before the stroke, no, I d I I couldn’t get there. I wanted to, I tried. We we had a lot of conversations, but I just it was like a wall. I I just couldn’t see through it. I couldn’t get through it. I just couldn’t get there. So no, we would not be having this conversation if I hadn’t had a stroke. Bill Gasiamis (37:16) That’s fascinating to me. That’s just fascinating to me that you’ve had this turnaround. And not not to say that turnarounds are complete as soon as the stroke happens or that things are easier or different or better or whatever. But like there seems to be a genuine willingness to discover what this newer version of yourself could be like and could emerge into an author, somebody who wrote book. somebody who’s reconciled with your wife, somebody who’s admitted all these things that you’ve admitted and kind of made a concerted effort to not fall into those traps. Again, you’ve associated with things. And it’s all because of a stroke, because of a carotid artery blockage, or was it a dissection? What was it? Ben Sautter (38:10) It’s just a a blockage above the Y in a little piece of it. I got so lucky. It was a huge blockage and a little tiny piece flaked off, hit me Bill Gasiamis (38:23) Uh-huh. Ben Sautter (38:23) right up in this side, and that’s why they had to go in and remove that chunk of plaque. And Bill Gasiamis (38:30) Yeah. Ben Sautter (38:31) yeah. Bill Gasiamis (38:33) And it’s kind of it seems like it’s for you at least this experience has been really positive, other than the of course risk to your physical well being and your life, right? Seems a lot of positive has come out of it. Ben Sautter (38:51) I would have to agree with that. And and I know Helen would too. I’m I’m much different. I’m a much better person than I was. I so yes, the the stroke you know, I don’t think there’s many people can say that the stroke has done me more good than bad bad. The physical part of it has been a challenge, but I I push that every day and and I’m I’m working hard with that still. But the cognitive part of it, yeah, I I’m a better I’m a better man now. Bill Gasiamis (39:29) Hmm. you’ve got a copy of the book in front of you, I believe. Ben Sautter (39:33) Yes. Bill Gasiamis (39:34) Show us the the book. Tell me a little bit about how you came to write it. Like what’s the what what why did you feel the need to write the book? Writing the Memoir That Helped Him Understand Himself Ben Sautter (39:50) So I actually started the book in twenty sixteen before I had the stroke. And I it my intention was to write a bunch of stories about all the crazy things I did, crazy things that happened to me. Just a book of stories is what I was gonna write. And once I got serious about it last September, I sat down, got out what I had, and And once I started I couldn’t stop writing. I wrote this book in ten weeks and it just poured out of me and it’s nothing like I ever would have thought I could write. it has good value. It has value for anyone that reads it. Bill Gasiamis (40:40) So it’s a 10 year project that took ten days to ten weeks or ten days to complete. Ten weeks to Ben Sautter (40:46) Ten weeks. Ten weeks. Bill Gasiamis (40:48) complete. So that’s really cool in that like the idea was already there, germinating. It it took a while. you had to overcome certain things. You had to probably move beyond, you know, certain parts of your your your transformation to get to the stage where the book was possible. it sounds like you put in work with your family, with yourself. How long have you been seeing a counselor? Ben Sautter (41:18) Right after the stroke I started seeing my psychologist and and it’s interesting to me really early on she had me doing work that was for PTSD. And she would give me lessons to bring home. And they were for the for the veterans that suffered from PTSD, which I never knew anything about it. It was kind of a phantom thing for me, because I didn’t know anything. And and I’ll be honest with you here, one night on 60 Minutes I was watching a veteran with his wife and daughter being interviewed on sixty minutes and he had the PTSD and that family was talking about him doing the it saying, doing, thinking, the exact things I was doing with my family. And that really just hit me hard. No wonder I’m doing PTSD work because the stroke is the same thing i i in a sense. And that’s where I learned so much watching that segment that night. I learned about myself, my family. And that’s when I realized that’s when I realized my family suffered the stroke as much as I did. That came to me. Bill Gasiamis (42:51) What’s interesting is I asked you about things that might have happened in your past that may have been foundational kind of things that were responsible for these two personalities of you. You mentioned your dad, your upbringing, some of the stuff that he would get up to and how you were kind of influenced by him. But y I just heard now that you’re a veteran. So did you actually attend did you serve as a veteran? Ben Sautter (43:19) I did. I did a couple of years in the Navy in right when the Vietnam War was getting was ending. In fact I was in in April of seventy-five is when it ended. And I never went overseas. I was shore duty in California. I was at NAS Alameda and and that’s a pretty big piece in my book of of my time in the Navy, which is quite a story. but I I didn’t suffer any any I didn’t go to I didn’t go to war. I did not go to war. I I Bill Gasiamis (43:55) Or no battle no battles or anything like that. And and do you think the PTSD was from something else, perhaps? Ben Sautter (44:04) I think it w just from the stroke. Just from the stroke and I didn’t know it. that’s what I got from that sixty minutes segment is is the cognitive things that I was saying that and didn’t understand what the stroke did to me. I thought I was fine. I went to work back to work a couple months after I had the stroke. I worked for a couple months and I realized I I wasn’t cutting it. Bill Gasiamis (44:36) Whose idea was it to go to counselling after the stroke? Ben Sautter (44:46) I don’t know that I don’t remember, but I would say they probably just assigned me to a psychologist to to to see where I’m at, help me through it. VA Ford Harrison is phenomenal, those people. great staff there. So they just were taking care of me, I think. I don’t remember it. Bill Gasiamis (45:06) Yeah, might have just been standard part of the approach to helping somebody who’s a VA. Ben Sautter (45:14) That would be my my my guess that it was just part of their program. Bill Gasiamis (45:20) And it sounds like you were pretty willing or or were you resistant at the beginning. Do you recall how you felt about being in counseling? Ben Sautter (45:29) Yeah, I I was fine to go there and really really like this psychologist I see and and the other ones. I’ve seen numerous psychologists there and yeah, they I always feel better coming out of there than I do when I walk in. So no doubt. Bill Gasiamis (45:51) Have you expanded on your happy, sad, angry emotions? Ben Sautter (45:55) I’m I’m pretty even now. I don’t get too wild. When I first had the stroke I was very emotional. I was tears in my eyes over almost nothing. it was quite a struggle for Bill Gasiamis (46:13) That’s common. Ben Sautter (46:14) s some years. And and now I I I’ve I’m very well in control of my emotions and to the point that I’m I might be a fairly boring guy. I like to have fun. I laugh a lot. I’m not the wild guy that I was, but so so I I don’t have much anger. I don’t have much sadness. My anger y my sadness used to turn to anger. So I really had happy and angry is really what I had. I I don’t go there anymore. Life is too good for me now. I don’t I don’t have sadness or anger. Bill Gasiamis (46:55) every so often you say a couple of things and it triggers me to ask you the next question again. And it’s kind of my job to probe. And this is not a counseling session, but it’s very fascinating. Was there perhaps some kind of a personality disorder there, like a like a bipolar or something like that? Because you’re describing like happy, angry, or do you know there’s no in between and it’s very bipolar ish. Whereas I know it’s not bipolar. Because in Bipala they’re described as being happy and really, really kind of deep, sad extremes. But you seem to occupy a similar kind of space does that ring a bell? Did anyone ever bring that up, perhaps? Ben Sautter (47:38) No, I’m I’m I’m d just too happy all the time, always not in the good mood that I always used to be, but I lived pretty happy life. I I just didn’t let the rest get me. But when I went off in the weeds, I my anger was would get away from me. Bill Gasiamis (48:01) That’s a great way to describe it because that’s tend tends to be how anger is. Like it just kind of builds up and builds up and then it gets away. And if you do that often enough, it becomes really easy to get to anger. And what people don’t realise is that anger is also and complaining and all those types of things also releases dopamine in the brain. There is a reward that people get for misbehaving Ben Sautter (48:26) Mm. Bill Gasiamis (48:26) and expressing anger. Otherwise you wouldn’t do it. There is the there is also the I I’m trying to achieve something or get something done or I’m trying to intimidate some someone or I’m trying to you know get a child to take action somewhere where they frustrated me or whatever. So there there is a a a th this underlying purpose for anger, but also it’s a rewarding to the brain when you act out in an angry way. Ben Sautter (48:58) I think that’s a really good point. When I was younger, I would break I would look to break something. I would get so mad I just I would break something and then I felt good about it. Okay, I got that broke. Now I’m now I can be happy again. So just exactly what you just said. Interesting. Hmm. Bill Gasiamis (49:19) Yeah. That is interesting. It’s interesting and fascinating. Stroke as a Catalyst for Change This has been one of the most interesting conversations I’ve had because we’ve barely spoken about the stroke and how you experienced it and what it did to you. But it seems like we’ve spoken about it enough in that it was a catalyst to something new, something different. And often my attempt has always been in these interviews is to tell people about the fact You know, we share a story of what life was like before stroke for people. And then we sure share the story of like what happened during the stroke time and then what happened after. And if you’re currently in the stroke moment, it’s really, really hard. You you don’t know where things are headed. There’s a lot of uncertainty, a lot of change, a lot of experiences that you never saw coming, you know, things that are happening. You might be experiencing your body differently, your cognition differently. your hearing, your speech, it all might be different and it’s extremely full on in that moment. And the idea is, well, let’s continue with the conversation and try and move and and paint a picture of what life might be like for somebody, even though they’re going through a really hard time five, six, seven, ten years down the track, you know? And you’re in the 10 year mark and it’s taken you 10 years to get here, write a book, reflect on your past the way that you’ve been reflecting. mend your relationships, become more aware of your behavior, the one that served you, the one that didn’t. And it’s not really a story about stroke, but it’s stroke seems to have been the catalyst for an opportunity for you to look at things a different way and for it to break certain patterns that were embedded that now have been able to be in kind of like fizzled. You know, the edges of them were fizzled away so that something could enter and you know, like throw a spanner in the works and change the way the cogs moved. and it’s just fascinating that stroke can do that. if we didn’t talk about that part of stroke, that good part of stroke, people might only see stroke as only ever being a terrible thing that happened to them, which I also understand if somebody feels that way, because there’s a big spectrum of how people are impacted by stroke. So I don’t wanna take that away from people who are suffering. but you you know, like the shift and the change that you’ve had through a stroke is just night and day, it’s phenomenal. Ben Sautter (52:07) One of the bigger things I think I’ve learned that goes with that is It’s been a few years ago I learned that that guy that I was, that guy’s gone. And I am not gonna be that guy ever again. So I I’m looking at at the guy that I am, who I believe is a better guy than I was anyway. So that’s been a good thing. And I think that comes from my wife and from my psychologist at the VA that it it’s There’s no more who I was, it’s who I am. And and that’s come a long ways because of that, I Bill Gasiamis (52:51) Yeah. Ben Sautter (52:51) believe. Bill Gasiamis (52:52) And who you’re becoming by the sound of things. Ben Sautter (52:55) That too. Yes. Yeah, because I I do that’s a really good point. I do know I will get better. I will be better as time goes on. But you gotta keep you gotta keep working at it. Bill Gasiamis (53:10) Yeah. Being better and getting better, does that mean that the f the the way the leg feels is different or can the the the way the leg feels not necessarily go back to normal and you still are getting better, you still are improving, even though your leg perhaps stays Ben Sautter (53:29) Lake skiing. my pain is way, way, way down to where I don’t my pain is nil. I can go well, I I do a lot of needles, I do a lot of injections, I do a lot for it, but those are getting less. so th I’m hurting less, I’m hiking better, I ride my bike a lot, all those things. are I’m gaining the numbness, the tingle’s gone. That electricity thing like your fingers in a socket, that’s all gone. The s hard stiffness is down in my lower leg and my foot, so my leg’s better. yeah physically I’m getting better, better better. Bill Gasiamis (54:22) Yeah. Where can people go and find the book? Ben Sautter (54:27) Amazon. Amazon. Mr. Hyde and Me. The name of the book. Yeah, I’m Bill Gasiamis (54:32) Yeah. The links will Yeah. Ben Sautter (54:35) this is me. This picture is me on Bill Gasiamis (54:38) Yeah. Ben Sautter (54:39) the corner, on the corner of Wilson and Main Street in downtown Bozeman. Bozeman, Montana. So took a took a lot of thought to get to make that picture and to get that shadow just right. So my shadow guy facing into him head on. And been a lot of been a lot of reward doing this. This I called this therapy on steroids. writing this book was incredibly therapeutic. Bill Gasiamis (55:14) Yeah. I can imagine. Ben, thank you so much for reaching out. Really appreciate your conversation and your honesty and I really wish you well with your recovery ongoing. Ben Sautter (55:26) And thank you. This is one of the better conversations I’ve had about my my situation ever. So Bill, I can’t thank you enough. I appreciate it and I’ll look forward to this all turns out. Bill Gasiamis (55:40) Well, that’s it for another episode of the Recovery After Stroke podcast. If there’s one thing to take from this episode, it’s Ben’s line. That guy that I was, that guy’s gone. I’m not going to be that guy ever again. A stroke took something from Ben, but it also gave him a level of self-awareness and emotional range he says he never had access to before. And it helped him rebuild a marriage he thought he’d lost for good. If you want the full story, Ben’s memoir. Mr. Hyde and me is available on Amazon. You’ll find links in the bio. And if this episode resonated with you, share it with someone who might need to hear it. And if you’re looking for more tools for your own recovery, check out my book, The Unexpected Way That a Stroke Became the Best Thing That Happened. It’s available at recoveryafterstroke.com/book. If this show has helped you or someone you love get through their journey with stroke, you can support the show to help keep it going on patreon.com/recoveryafterstroke. And if you want to work with me directly, my coaching program Momentum offers one-on-one support and accountability for stroke survivors who feel stuck. More at recoveryafterstroke.com/momentum. Thanks for listening and I’ll see you in the next episode. The post Jekyll, Hyde, and the Stroke That Changed Everything: Ben Sautter’s Story appeared first on Recovery After Stroke.

Những ngày cuối chiến dịch Xuân Lộc, Đại đội 2 liên tục cơ động dập trả pháo kích. Dù bị thương nặng, tài xế Nguyễn Văn Điều vẫn ráng đưa xe về chỗ an toàn; Lợi cùng đồng đội nhờ nữ giao liên Hồ Mậu Điệp hỗ trợ đưa Điều đi cấp cứu. Trên đường trở về, Lợi nhiều lần kiệt sức, lạc đơn vị giữa bão lửa nhưng cuối cùng vẫn tìm lại được đồng đội nhờ sự đùm bọc của các đơn vị bạn.

El Parlamento francés aprobó una inédita ley para frenar el fenómeno de la ultra fast-fashion, la moda ultrarrápida que termina alimentando los basurales del mundo entero con prendas nuevas de las últimas temporadas. Informe especial de Thea de Turckheim para RFI en español Francia se ha convertido en el primer país del mundo en crear una legislación que penaliza la ultra fast-fashion. La jurista experta Marie Tixier-Habar, miembro del Centro Europeo de los Consumidores, nos explica su contenido. «Esta ley define la moda ultraexprés, de la cual hasta ahora no teníamos una definición, y establece un marco para los productores que venden este tipo de prendas en el mercado francés. El objetivo es limitar al máximo la venta de este tipo de productos, previendo sanciones para estos vendedores, así como medidas relativas a la gestión de los residuos que generan posteriormente.» El gobierno galo está apuntando en particular contra el gigante chino Shein, que en 2025 abrió en París su primera tienda no virtual en el mundo (y fue un fracaso), y excluye, por ahora, a otros grandes actores del sector, como Zara, Uniqlo, Primark o H&M. Entrará en vigor a partir del 1 de septiembre de 2026. La denominada ultra fast-fashion va un paso más allá de la moda rápida tradicional. Gracias al análisis de datos y a una producción extremadamente acelerada, algunas plataformas son capaces de lanzar miles de nuevos modelos cada día a precios muy bajos. Este modelo tiene un importante impacto ambiental, tanto por el uso de recursos como por la enorme cantidad de residuos que produce. Para limitar la generación de residuos, el sistema prevé multas progresivas por prenda destruida. Podrán llegar hasta los 20 euros por unidad en 2030. Para quienes consumen esos productos cotidianamente, es un cambio repentino. ¿Pero cuáles serán realmente las consecuencias para ellos? Marie Tixier-Habar indica que la ley se basa en dos ejes: menos publicidad y más información. «Concretamente, se trata de la desaparición de la publicidad para este tipo de marcas, tanto por parte de los influencers como de los medios más tradicionales. Pero también de que los consumidores dispongan de más información sobre el origen del producto, sobre cómo puede ser reciclado o reutilizado y sobre su composición.» En la tienda de segunda mano Bis Boutique Solidaire, en el noreste parisino, los empleados están todos al tanto de esta nueva ley contra la fast fashion. Para ellos, es un cambio significativo. Pero antes de la aprobación de esta ley ya tenían una clientela fiel, con buenas razones para comprar ropa de ocasión. Violaine, responsable del negocio, tiene muy claro cuál es la principal. «La segunda mano, para cada vez más gente, empieza a convertirse en un reflejo. Pienso que es sobre todo por una cuestión de precio, porque la vida es cada vez más cara y quieren productos muy lindos a menor coste. Y para muchos, la segunda mano ha evolucionado: en las mentalidades, ya no es esa cosa sucia en la que hay que rebuscar… Puede haber tiendas bastante agradables donde todo está bien presentado.»Esta legislación podría entonces incitar a los franceses a vestirse de manera más responsable. Jules abrió hace poco el "Atelier Lune", su propio negocio de prendas de segunda mano en el barrio de Montmartre. Las elige con esmero y presta una atención particular a los materiales y al saber hacer. «Hay muchísima gente que no se da cuenta de lo que supone coser una prenda… Realmente se trata de consumir mejor, pero menos. Y luego, en realidad, ¡cuidarla! Hacerse las preguntas adecuadas cuando se compra algo. También está la parte del reciclaje: que después sea posible donarla, pasarla a otra persona, porque es de buena calidad y dura toda la vida. Me parece súper importante frente a la fast fashion, donde las prendas duran un año o dos.»

Sérfræðingurinn, Stymmi Klippari og Davíð Már kíktu í stúdíó Handkastsins og fór yfir fréttir vikunnar. Handboltapassinn er kominn yfir á Livey. 18 ára landsliðs okkar datt út í dag gegn Þýskalandi á HM. Heimir Ríkharðsson er eini þjálfarinn sem hefur klárað þann stóra. Mánuður í mót og mörg lið þurfa ennþá að styrkja sínar herbúðir fyrir veturinn. Þetta og svo miklu miklu meira í nýjasta þætti Handkastsins.

Elmentek Szalonnáról a kassai illegális bódévárosból beköltöző roma családok Szombaton szavaz a Tisza-frakció az államfőjelöltjéről Valerij Zaluzsnijt megkérték, hogy magyarázza meg, amit a NATO-ról mondott, erre elmondta ugyanazt, csak még erősebben 800 millióért kötött szerződéseket a HM cége a Lounge Eventtel, a miniszter feljelentést tett Orbán Anita megkérte a szlovák kormányt, hogy segítse a magyar vízellátást Forró augusztus: gátja lehet az uniós források hazahozatalának az Alkotmánybíróság? Török Gábor: Ez Magyar Péter vizsgahete Meglepetés az albérletpiacon, nincs roham Hirtelen titkolózni kezdett a Tisza a kegyelmi ügyekről Egyszerre két köztársasági elnöke is lehet Magyarországnak jövő hétre Előnyben a Fradi a Górnik Zabrze elleni El-selejtezős párharcban Itt a fizetési lista: Lionel Messi magyar csapattársa keres a legrosszabbul Mérséklődik a hőség, de nagy felfrissülést ne várjunk A további adásainkat keresd a podcast.hirstart.hu oldalunkon. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Elmentek Szalonnáról a kassai illegális bódévárosból beköltöző roma családok Szombaton szavaz a Tisza-frakció az államfőjelöltjéről Valerij Zaluzsnijt megkérték, hogy magyarázza meg, amit a NATO-ról mondott, erre elmondta ugyanazt, csak még erősebben 800 millióért kötött szerződéseket a HM cége a Lounge Eventtel, a miniszter feljelentést tett Orbán Anita megkérte a szlovák kormányt, hogy segítse a magyar vízellátást Forró augusztus: gátja lehet az uniós források hazahozatalának az Alkotmánybíróság? Török Gábor: Ez Magyar Péter vizsgahete Meglepetés az albérletpiacon, nincs roham Hirtelen titkolózni kezdett a Tisza a kegyelmi ügyekről Egyszerre két köztársasági elnöke is lehet Magyarországnak jövő hétre Előnyben a Fradi a Górnik Zabrze elleni El-selejtezős párharcban Itt a fizetési lista: Lionel Messi magyar csapattársa keres a legrosszabbul Mérséklődik a hőség, de nagy felfrissülést ne várjunk A további adásainkat keresd a podcast.hirstart.hu oldalunkon. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Æfingaferðin til Bandaríkjanna er afstaðin og Iraola búinn að endurheimta alla núverandi leikmenn Liverpool til æfinga eftir HM. Spáum í hvað við lærðum af ferðinni til Ameríku. Leikmannamarkaðurinn er farinn að sýna eitthvað smá lífsmark en þó ekkert mikið meira en það eins og er. Vonandi spennandi vika og vikur framundan þar. Létt Power Rank á liðin í deildinni eins og staðan er í dag Bendum einnig sérstaklega á Kop.is Hópferðir í vetur með Verdi Travel. Annarsvegar á leikinn gegn Leeds helgina 11.- 14. desember og svo Crystal Palace helgina 15. – 18.janúar. Þetta er t.d. tilvalin jólagjöf. Sjá nánar á heimasíðu Verdi Travel Stjórnandi: Einar Matthías Viðmælendur: SSteinn og Maggi Þökkum að vanda samstarfsaðilum þáttarins fyrir að hjálpa okkur að halda síðunni úti: Gull Áfengislaus / Verdi Travel / Ögurverk ehf

Join us for a powerful chant to dispel anything negative and bring in the good and a discussion about the ancient Hawaiian art of Huna Healing!  Dr. Elizabeth Bonet interviews the one and only Belinda Farrell about the Healing Modality of Huna.  This episode starts off with a Huna chant, explores swimming with Dolphins, how Belinda became a stunt car driver, and how she became a healer, first healing herself with Huna.   As a Certified Master Hypnotherapist, NLP Master Practitioner, Huna Practitioner, and Reconnective Healing Practitioner, Belinda is effective at getting results and enhancing performance in people's lives. Belinda trained and worked as part of Tony Robbins' team, became a professional Precision Stunt Car Driver for TV commercials and films in her 40s, and later became a healer herself.   Belinda is the author of an audio CD and the book, "Find your Friggin' Joy." You can learn more about her at her website: http://www.hunahealing.com   -------------- Support the podcast through Buy Me a Coffee! https://buymeacoffee.com/drlizbonet Support the Podcast & Help yourself with Hypnosis Downloads by Dr. Liz! http://bit.ly/HypnosisMP3Downloads Do you have Chronic Insomnia? Find out more about Dr. Liz's Better Sleep Program at https://bit.ly/sleepbetterfeelbetter Search episodes at the Podcast Page http://bit.ly/HM-podcast --------- About Dr. Liz Interested in hypnosis with Dr. Liz? Schedule your free consultation at https://www.drlizhypnosis.com Winner of numerous awards including Top 100 Moms in Business, Dr. Liz provides psychotherapy, hypnotherapy, and hypnosis to people wanting a fast, easy way to transform all around the world. She has a PhD in Clinical Psychology, is a Licensed Mental Health Counselor (LMHC) and has special certification in Hypnosis and Hypnotherapy. Specialty areas include Anxiety, Insomnia, and Deeper Emotional Healing. A problem shared is a problem halved. In person and online hypnosis and CBT for healing and transformation.  Listened to in over 140 countries, Hypnotize Me is the podcast about hypnosis, transformation, and healing. Certified hypnotherapist and Licensed Mental Health Counselor, Dr. Liz Bonet, discusses hypnosis and interviews professionals doing transformational work. Thank you for tuning in!

Þetta er Spegillinn. Umsjónarmaður er Ævar Örn Jósepsson. Öll aðildarsambönd Evrópska knattspyrnusambandsins ætla að sniðganga HM í fótbolta ef áform forseta sambandsins um að selja 20 prósenta hlut í mótinu ná fram að ganga. Þetta var samþykkt á neyðarfundi evrópska sambandsins í dag. Breska ríkisútvarpið, BBC, hefur eftir ónefndum heimildarmönnum að andrúmsloftið á fundinum hafi verið baneitrað, slík var reiði og andstaða fundarfólks við áform Giannis Infantino, forseta FIFA. En um hvað er barist? Alexander Kristjánsson ræðir það við Björn Berg Gunnarsson fjármálaráðgjafa og sparkspeking. Umsjón: Ævar Örn Jósepsson Tæknimaður: Kári Guðmundsson

Do things feel a little disconnected between team members in your practice? Tiff and Dana discuss the common signs that usually mean your practice could use a communication refresher, and then give advice on what can be done about improvement. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Tiffanie (00:01) Hello, Dental A Team listeners. We are back at you on the podcast slash video cast, which is still really weird to me. I think I spend more time getting prepped and ready for the podcast than I do for coaching calls, which is wildly, wildly annoying. And here we are. I secretly do   wish that we could just be off camera still, but I I know I enjoy watching the podcast and Aaron watches podcasts every morning. So here we are. Dana, you are my favorite podcaster on a Friday. I love ending my week with you. I love beginning my week with you as well. You are an amazing podcaster and just an incredible person. How are you today, Dana?   DAT-Dana (00:44) Doing pretty good. Excited. I know this is a good way to like have a solid Friday. Get some tip time.   Tiffanie (00:50) It is.   DAT-Dana (00:51) Get to get to chat. it is a great way to end   Tiffanie (00:54) Yeah.   DAT-Dana (00:54) the week.   Tiffanie (00:55) I agree. I agree. And I I was excited because I forgot what the schedule I look at my schedule a million times. This week has been weird. and I look at it a million times, a million times. I even put podcasting in a different color on my calendar so that I know that it's like it's coming. And then this morning I was like, Happy surprise podcasting today. Like two hours ago, I was like, my gosh, this is wild tough. I just can't get it together this week. But alas, I think it's because Brody's birthday threw me off.   He turned eighteen and that has been spinning my world. So here we are, Dana. You have littles at home. It's summer right now and at the point of recording this, we all have we all have some sort of children at home on some level. And how are how's your summer over there going with the with the clan? You have a whole clan.   DAT-Dana (01:44) Yeah, it's going good. It's it's super busy.   Tiffanie (01:48) Yeah.   DAT-Dana (01:48) I feel like, you know, I get to summertime and I'm like, vacation and relaxation and it never happens.   Tiffanie (01:54) No.   DAT-Dana (01:56) but they're enjoying what downtime they get. They're enjoying, you know, being in sports and and the sunshine. So it's good   Tiffanie (02:03) Good.   DAT-Dana (02:03) overall.   Tiffanie (02:05) Good. And I feel like school comes like school starts back up so fast. Like you think you have time and then it's just summer's gone.   DAT-Dana (02:14) Yeah, I know. I'm like I can't believe it'll be here in like a week, really. Yeah.   Tiffanie (02:17) Literally. I know.   Up here, in Phoenix they started going back to school last week. My nieces already had a week and a half of school.   DAT-Dana (02:24) my gosh, that's   Tiffanie (02:26) I know.   I know. But modified year round, that's what we like to do around here. And I think East Coast, they really don't go back until most of them don't go back until after Labor Day. So then they're like wildly thrown off with the mid July start of school.   DAT-Dana (02:41) Mm. Yep.   Tiffanie (02:42) But here we are. today we are talking about leadership and that's one of our favorite topics. I think Dana, you and I definitely thrive in the leadership world and like communication is really, really massive. I think both of us   thrive on communication in our personal lives as well, and just really, really look for those opportunities to create clarity, create trust, to be vulnerable. and all of those pieces. And today's conversation kind of encompasses all of those, I feel. And it has been coming up for me a couple of times, Dana you and I spoke. You've had it come up a couple of times on coaching calls as well. And really talking about and looking at that transparency space.   between a doctor and a team? And I think you and I have some really phenomenal ideas on this. And first I wanna work through kind of workshop with you backwards. Like what is it that a doctor can maybe find in their lives that says maybe we need a little bit more communication or or this space isn't as evolved as it could be? Like what are some signs and symptoms that you've seen within teams that say, hey, we're not   connected a hundred percent and there's a gap here because I do think Dana a lot of times the team knows and notices, but oftentimes the doctor, like to their credit, they're doing dentistry. They're over there working, they're head down and they don't always realize that there's a gap, but the the team does. So what are some of those signs or symptoms that you've witnessed with your practices recently or previously?   DAT-Dana (04:21) Yeah, I think a couple big ones are when it's hard to delegate. I think to when like expectations aren't met, oftentimes there's a gap in communication there, as well as team members not feeling bought in, right? And   Tiffanie (04:37) Mm.   DAT-Dana (04:38) yet we feel like we're saying all the things, we're explaining all the things, and yet team members don't seem really bought in or really aligned.   with pieces, I think those are three that I notice pretty routinely in offices that there is just either a communication gap, a trust gap, or something, there's a disconnect somewhere.   Tiffanie (04:56) Yeah, I love those. I think that's spot on. And within that like delegation and expectation and maybe even follow through. So maybe you've asked for things and the team's not doing it. you've asked for systems to be put in place and they're just not getting completed, or you see you maybe implemented some systems to get a specific result and we're still not hitting that result. those are huge, Dana. That was that was phenomenal. And   Some of them that I've seen too are like an upset manager, like an easily upset manager or a frantic manager, a frantic front office team. I feel like they get hit with it the hardest when there's a a gap and a disconnect and the like frantic or overwhelmed. I actually was listening to a podcast yesterday that was talking about the idea of like actually listening, of being a good listener. And   one spot that it brought up was this sense of overwhelm where a lot of people will come to us and say, gosh, I'm overwhelmed. There's too much on my plate. And so then what a manager or or an owner will do is say, okay, well let's look at what you got. Let's figure it out. And and I remember I told Kira this actually probably July. So probably like six months ago, I told Kira this. I said, Kira, you can find you and I are phenomenal at finding space in a calendar. We can find   blank space and and time in a calendar for the duties and the things that I'm supposed to get done. Right. And I think managers will say that too. Like, yeah, I can see the time and we'll look at things, Dana, and be like, I think they should be able to do this. So if they can do the things, but they're saying there's an overwhelm, this podcast talked about it's not necessarily always, sometimes it is, an overwhelm of physical tasks, like things that need to get done.   Oftentimes it's an emotional overwhelm that's overriding the tasks that need to get done. And so the the emotional aspect of it and sometimes it's that gap in communication can create this whirlwind sense of not being able to accomplish the thing. So I've seen that a ton in front office team members and managers where they're like, gosh, I can't get to the I can't get to the unscheduled treatment calls.   Because I I don't have time. There's no space. And I'm like, it's it they're not gonna answer. Like, leave a voicemail, send a text. Like ninety-nine point nine percent of the time people aren't answering the phone. So it really doesn't take that much time, but that's not the actual issue. Like, there's a root cause underneath that we have to dig into, and all of those things that you said, Dina, those are the symptoms that something else is going on. And I think usually it's an emotional.   space and a and a communication gap or an emotional distance between two people that causes that.   DAT-Dana (07:53) Yeah, I completely agree with you.   Tiffanie (07:55) And I think even at home, right? Like sometimes we're like, he never takes all the trash, or he never does this. I have to do everything. And it's like maybe we just haven't connected on an emotional level to be able to see the contributions that each of us are making. Like we're so disconnected that everything is then something. And I think that happens I say really all the time. Relationships are relationships, they're just like formed a little bit differently, but your connection and your communication is relatively similar.   So if anyone can see themselves in any of that, a team member, a doctor who's here, or a doctor who might think like, wow, I thought everything was okay, but I do hear the word overwhelm a lot or stressed or tired or I don't have, I don't have, I don't have time, I don't have space, I don't have s a spot to do it in. If you're hearing those things over and over and over again, it might be more of a trust gap and a communication gap.   than an actual physical tasks gap. So I beg of you before jumping to hire a new team member, because Dana, how many times have we witnessed that we must need someone else? And I'm like, you've got 16 people for a   DAT-Dana (09:08) Right.   Tiffanie (09:08) four op practice. You're fine. Or how   DAT-Dana (09:11) Yeah.   Tiffanie (09:11) many virtual assistants do you need? Before we jump to hiring a new person, number one, take a look at the space that you have. Dana and I have countless times.   talked through an org chart and an ops manual and all those pieces. We talk about those all the time because they work. So take a look at the space that you have, like what you're trying to create, what your practice is. What is the organizational chart? How who do you need physically? Not the people you already have, but like the seats. What are the seats that you need in your practice to be successful? Because if all those seats are filled, now we need to take a step back and say, okay, great, why isn't this working? And   If they're not filled, awesome, let's hire. But if they are filled, now it's just working reverse engineering backwards. So with that, Dana, how do you think the trust gap, right? Because I I really think communic communication gap is like when there's not communication happening, it's very easy to say we have a communication gap. But really what it boils down to is that without that communication, my trust is broken because I'm trying to figure things out.   DAT-Dana (10:23) Mm-hmm.   Tiffanie (10:23) So   how do you feel are some common areas or ways that that trust gap is created between a doctor and a team?   DAT-Dana (10:33) Mm-hmm. Yeah. I think the first and foremost thing that I see, and I have an office that really, really struggles with this. And it is that like the doctor will announce things or share things before they're   Tiffanie (10:46) Mm.   DAT-Dana (10:47) actually fully 100% in place or going to happen. And then when it doesn't happen, or he changes his mind, or he makes a different decision or pivots down a different path, the team members one feel like whiplash.   Right. And then two, don't always know when to trust the office manager and the doctor in that it is actually going to happen. Right. So when to prep themselves and when to really start to get things into place because oftentimes they've started those pieces and then it just feels like time or work wasted because the decision pivots or changes. And so it's really, really broken down.   Trust in that way because team members, one, aren't really sure if things are really happening. And then two, frustration happens on doctor and leadership when they're like, Why aren't they excited? Why aren't they bought in? Why aren't they ready   Tiffanie (11:32) Yeah.   DAT-Dana (11:33) to go? Why aren't they super motivated? Right. And that's because the team is like, Well, it's changed 35 times. And so we're just kind of waiting until we know for sure because we don't want to feel like we wasted our time, our energy, our effort.   Tiffanie (11:45) Yeah. Yeah. I all I think when that not when I think a lot of times when those things happen, the team muscle memory reverts back to the original way of doing it. So then you've got a billing representative that's sending paper claims because she's like, I know this works, right? Yeah.   DAT-Dana (12:03) Yeah. Yeah.   Tiffanie (12:04) Yeah. And then you've got a doctor that's like, I'm paying AI Yes.   DAT-Dana (12:08) I wanna be super tech savvy and I'm paying AI and we're still sending   paper claims. Yeah.   Tiffanie (12:14) Yes,   and an office manager who's like, Well, I don't know what to tell you, but I've got an overloaded plate of things here 'cause I have people coming in my door constantly crying and saying they're overwhelmed. Yeah. Yeah.   DAT-Dana (12:26) Yeah. Yeah.   Tiffanie (12:28) And I think that's a common thing and I I I know that it's really exciting to like be on the threshold of innovation. And dentistry is constantly innovating.   And within that, we've got you know the scanners and the tech and the AI and the I mean, gosh, like the AI like pearl tools that are reading x-rays and now insurances are starting to use those things like innovation is constant in dentistry. And I think oftentimes what that makes us feel like is that the simple systems that have gotten us here also need to innovate and change. And so we're throwing all of these tech innovations from a back office standpoint now.   into every aspect of the practice, but we're also saying, okay, cool, well if I can do this with a scanner, why can't you do something different with insurance verifications? And it's like, I can't even fathom that. And then they're saying, okay, well, try this, try that, try this, try that, try this. And in dentistry, when you're trying to find a new bond and primer, cool, try it until you find the one that works. But when you're overloaded with like to-dos and   paperwork is what we'll call it, tasks. It's not as easy to try it and see if it works and continue to do that. So that innovative mind tries to cover so much ground that we do end up with so many changes and it's like a pivot constantly. Gosh, Kira and I had we had pivot. I don't remember Dana when it was. You might have been here for pivot. I don't remember. Yeah. Like I don't remember how long ago it was. That was   DAT-Dana (14:04) Yep. Yes. Yeah.   Tiffanie (14:08) the worst year of our   freaking lives in this company. We had pivot as a core value and we use pivot as a core value because we want to be on the threshold of inva innovation and we want to be able to roll with the punches. Like, okay, great, something came up, great. We we figure it out and we move on is what we meant by pivot. But what happened that year, Dana? What did that year look like?   DAT-Dana (14:27) It was chaos because we also used pivot as a reason to be able to like justify lots of change, right?   Tiffanie (14:33) Correct.   Correct. So we just like constant it was like this wheel that it just never ended, right? A wheel just keeps going, keeps going, but on every little tread was a new something. And so every time that tread hit the ground, it was a change, it was a change, it was a change. And I think it's really easy in business, and in entrepreneurship to do that because you are having to create, you know, Wells Fargo and Chase, like   They're they've got innovators on their team, but they're pretty steady eddy of what that business structure needs to look like. When you're an entrepreneur and you're super innovative, it's very easy to get stuck in that like let's jump to the next thing mentality. So again, if you're feeling yourself in this, don't worry, it's not just you, or we wouldn't do an entire podcast about it, by the way. And also there are solutions. And Dana, you've you said you've got   you know, practices you can think of, I think both of us do, because again, it's not just you, it's everyone that go through this. What are some ways that you help your teams and your doctors to bridge that gap when those things come up? Like when we're in this constant state of change and they're like, I'm out, I can't even get excited anymore. How do you help them bridge that gap?   DAT-Dana (15:50) Yeah, I think it is it it is getting them to understand that like while change is really, really great, you have to understand that your team members are who is implementing the change. So be cautious and cognizant of how many things you're changing at once. Be cautious and cognizant that the team feels like, hey, yep, we've got this, we can do it independently, we're good, before we add the next change. So just really keeping a pulse on those pieces. And then two, just really   Making sure that you get to a certain point in your decision making process before you're   Tiffanie (16:25) Yeah.   DAT-Dana (16:25) involving the team. And even your office manager, right? Another breakdown of trust that I see is it's like we either share too much or share too little, right? With the people   who then help us implement or help us guide those decisions. And so I think like figuring out that clarity of what is the right amount to share.   Or when is the right time to share and who those appropriate channels are. So just like you said with the org chart tip, I think as you're   Tiffanie (16:52) Yeah.   DAT-Dana (16:53) building out your org chart, building and knowing like, okay, when it comes to what I need to share, who actually do I need to share certain things with and having clarity amongst you, your leaders, and the people that are on your org chart about those things.   Tiffanie (17:09) Yeah, that's beautiful. And it made me think of just like how much communication you have with those key players in the practice. And a and a couple of dissecting pieces there, Dana. The team and team members who are here doesn't need to know everything. The leadership   team of the practice needs to know.   what they need to know in order to push the needles forward. And as you were talking, I was thinking oftentimes doctors go like a full in it or out of it, right? It's either one or the other. And so they're either oversharing or they're sharing nothing because it's hard to find that happy medium. And something we do with our offices and something we do in our own company is we create those targets. And so when you have those yearly targets, those quarterly rock targets that you're looking at.   we're able to say, does this push us towards our targets or is this a distraction? And Dana, I think after the year of pivot, that's something we implemented and we stuck to because Kira is an idea like machine. She her famous words are, I have an idea. Right. And my famous words are awesome, what is it? Let's go. Right. I don't even need to hear it. And I'm like, yep, let's do it.   And so then the whole company just goes into this spiral. So it needs to be a space of of innovation. So you've got to have be able to have the ideas, but then you need someone, what's where Britt comes into our company really strong?   DAT-Dana (18:41) Hm.   Tiffanie (18:42) Someone in between the heck yes girl and the idea generator that says, hang on a second, is this pushing us forward or is this just a distraction? So they go on like I have doctors that have made them carry notebooks.   For ideas. It's an idea book or an idea board. It's like I've got all of these great ideas, but let's go back to them when the timing is right. So if the timing is right right now for that thing, great, let's add it to our list of to-dos or our changes or updates. Let's do it. Let's figure out how to do it and then implement with the   team when everything's ready to go. Don't implement prior and then we all figure it out together. You guys figure it out, you implement and then you follow through.   And all of those other things stay on that like idea board. If it's not generating what we need it to generate today, it might later. And Dana, I don't know how many times I've I've even gone back to my own boards, but that I've had doctors, I have one doctor in particular that I'm thinking of, and I hope she listens to this and knows exactly who I'm talking about. I know she will, because I bought her the notebook and the special pen and she would carry it around. She had it for years. And sometimes she'd go back to the other pages and be like   I don't even know what these words mean. I don't know what this idea was. So I was like,   DAT-Dana (19:59) Yeah.   Tiffanie (20:01) great. No reason to like try to figure it out, cross it out. If it was that important, it was gonna be that phenomenal and life-changing, you'll think of it again. It'll come back up.   DAT-Dana (20:11) Mm-hmm.   Tiffanie (20:12) And otherwise that idea would have been something that we jumped on, right? So we jump and we change and we jump and we change, but we need to be able to have that space of discussion. So what I have a lot of doctors and office managers do is whether you've got a full leadership team or not.   Doctors and office managers are meeting weekly. I had to do this years ago with my doctor when I was office manager just to keep up with his ideas. And if I didn't catch him before he caught the team, I was   DAT-Dana (20:42) Mm-hmm.   Tiffanie (20:42) in a frenzy, like backtracking, trying to fix things, right? I had people in my office like, why are we doing this? I'm like, I don't even know what you're talking about. I've never heard that before. So I had to catch him and be like, nope, everything funnels here.   We talk here. This is where we talk about project status. This is where I tell you what where I'm at on the projects we've already said yes to. This is where you bring problems, issues, and ideas. Same for me. And we discuss them and we figure out what's being implemented to the team. So again, whether there's like a whole leadership team doing it or not, that trusted person in your practice who's supposed to carry things out is the person that needs to have these conversations. Even as far Dana, I think, as   Hey, in the next five years, I'd love to do a build out. Cool. But like that's not today. So then when you   DAT-Dana (21:28) Mm-hmm.   Tiffanie (21:28) go to the team and you're like, yeah, we're gonna get bigger, some are gonna be like, yes, when? And five years is a long time. And others are gonna be like, I don't want to get any bigger. Peace. You know? Do   DAT-Dana (21:38) Yeah. Yep.   Tiffanie (21:40) you do that too, Dana? With those, I know we do it in our company, but those kind of like office manager and doctor meetings, do th are those working for your practices too?   DAT-Dana (21:49) Yeah, they really are. And I think that it's it's the it's the doctor understanding that and then the office manager really making sure that we follow those lines   Tiffanie (21:57) Yeah.   DAT-Dana (21:57) and and really making sure too that sometimes we mess up, right? We're human and so we we skip over. But then also just teaching the team, hey, if something's brought to you that doesn't come from me, bring it back to me so we can talk about it,   Tiffanie (22:06) Yeah.   DAT-Dana (22:07) we can figure it out. but yeah, I feel like that is such a key tool into not feeling like   Chaotic, when it's not   Tiffanie (22:15) Yeah.   DAT-Dana (22:16) funneled down, when ideas are just thrown out there and we're just changing things and changing things and changing things because we had this idea, but it wasn't actually super important. And so we keep trying to change it and manipulate it to make it be important. When you have those kind of conversations, the chaos and the overwhelm in the office goes down and the trust really starts to increase too.   Tiffanie (22:37) I agree. You said something there. You said, when something comes to you that I didn't bring, bring it to me. That's a huge space. And I think that's a space where managers can work really hard at bridging the trust gap between yourself and the doctor. A lot of managers are afraid to say what needs to be said to their doctors and you lose trust and that doctor loses trust in you too. If you're not willing to say, Hey, I this was brought to my attention.   What are we doing with that? Like what is that? I didn't you didn't come through me, which isn't not everything has to come through me, but I didn't know about it. So what is this? Not being able to not being able to say that, now you've got a huge issue, office managers, massive, because now you have asked your team to funnel to you like a dramatic little tattletale, and you're gonna start going, he did it again. there she goes, in front of your team.   Instead of being like, yeah, let me know, keep me in the loop, and then going and talking to your doctor. Because if you go and talk to your doctor, your doctor's like, shoot, you're right. I didn't follow I didn't follow the lines again. Thank you for bringing it to my attention. Right? That's the trust gap, and that's the second, the second that office managers break that trust and start getting the team to rally against the doctor because they feel slighted or they feel like, he didn't tell me because he doesn't trust me.   No, we didn't tell you because the dental assistant was closer. It doesn't matter. It's not, it's not typically out of spite. It's not typically even thought about. It's this is the person who's the closest proximity to me right now, and I need to say it and get it out. Period. There's no malintent. Yes.   DAT-Dana (24:19) Yeah. Because I'm afraid I'm gonna forget it, or I'm afraid, you know, or I'm so excited about   it. You're right. There's no malice in there. And I love how you said go back, and it's not, it's not you jumped over me, right? You skipped over me. It's hey, I just heard of this thing. This is the first time I'm hearing about it. What's my role in it? Right? Where   Tiffanie (24:38) Yep.   DAT-Dana (24:38) do what what am I supposed to do? What's the plan for   how I'm supposed to get this implemented. Do you've got a time frame? Do you have again, it's just you're kind of coming more from that curiosity of, hey, I heard about something I hadn't heard about before. What's the plan here? Because there is, again, like you said, that's just it's not ever malicious when it comes to those   Tiffanie (24:57) Yeah. Yeah. It's not   DAT-Dana (25:00) types of things.   Tiffanie (25:01) it's not. I like to remind people we're not that important. Our egos tell us the opposite and that everything is about us and that they must be mad at us. Like I they're not thinking about us as much as we are. I'm not that important. So if I can if I can be like Chill, Tiff, you're not that important. As in like they didn't do it to you, just go find out the information. So if you can just come in at like a neutral space of   non-emotional attachment, not thinking that someone was doing something to you, you can get to the bottom line in the answer and start to train the habits that need to be trained. And I think Dana, those are two massive like earlier I was like, what are the action items? Like I think those are the two action items, right? As org chart, make sure that you know the order of operations, like who who talks to who, how do how do things get nailed down to the team and increasing those   office manager and doctor meetings, making sure that you're having those meetings and then office managers increasing your communication back to the doctor. I had to learn this with Kira that I wasn't always reporting back. And I was like, what like yes, I did my job. Like, stop asking me. Stop   DAT-Dana (26:12) Yeah. Yeah.   Tiffanie (26:13) asking me. And so many people say they're just micromanagers, right? Like, okay, yeah, they're micromanagers. And you know what? It's fine.   they have an entire business that they're trying to run. The way that you battle micromanaging is you report back. So   DAT-Dana (26:26) Mm-hmm.   Tiffanie (26:26) guess what? It's fine. This like ideal that the society has come up with about micromanaging, like whatever, we just have to make sure that things are getting done. So delete the term and just say, I need to report back. So org chart, increase your meetings and your one on one meetings or leadership. And still I think even Dana   Even if there's a leadership team, I still think it's very important for the doctor and the manager to meet, even outside of leadership. And   DAT-Dana (26:52) I agree. Yeah.   Tiffanie (26:55) then managers learn how to report back and communicate with your doctors and bridge that gap of trust starting with you. Doctors, your f your last one is if you listen to this without your manager, share it to your manager. I think it might be good for them to hear too. Dana, any parting words or anything you can think of that we missed in those action items that I was really afraid we weren't gonna come up with.   This is how we do it.   DAT-Dana (27:19) No, I honestly   I really loved this one and I think that there's a takeaway for everybody from owner, doctor to to to managers to leadership team to team in this. and these things take time to implement, they take time to incorporate, but truly the change in the trust can be massive.   Tiffanie (27:37) I agree. I agree. All right. So beginning of this podcast, we talked about the ways that you can see that you might have a trust gap. And then we walked you through how to start bridging that gap. There's a lot more to it than what this 30 minute podcast allows for. So reach out, you guys. We are here to help. Hello@TheDentalATeam.com. You can find us on the socials, Dental A Team, all of the places. And as always, leave us a five star review.   if you loved this and want to follow up, let us know as well. Cause again, this does go further than just this. Dana, thank you so much. and everyone we'll catch you next time.  

Česko čeká další vlna veder. Ode dneška meteorologové předpovídají tropické třicítky, ve čtvrtek se budou teploty blížit 40 stupňům Celsia. Podobná horka zemi zasáhla už na konci června. Jak se na extrémní teploty připravit? Hostem Ptám se já byl meteorolog Michal Žák. Podle Českého hydrometeorologického ústavu (ČHMÚ) by lidé v Česku měli v nadcházejícím týdnu počítat s extrémní zátěží horkem. Kromě dopadů na zdraví meteorologové varují před zvýšeným rizikem vzniku a šíření požárů. Teplotně nadprůměrné by přitom mělo být celé období příštích čtyř týdnů. Ničivé požáry v těchto dnech sužují Francii a Španělsko, kde už muselo být evakuováno více než 300 tisíc lidí. Místním hasičům a vojákům pomáhají i jejich kolegové z dalších evropských zemí. Ve Francii bojuje s ohněm také vrtulník s českými hasiči. V Evropě se šíří požáry rovněž v Itálii nebo Řecku. V severní Africe pak v Tunisku, Maroku a Alžírsku. Velká vlna veder zasáhla Evropu už na začátku prázdnin. Ve druhé polovině června byly překonány červnové nebo historické rekordy v denních maximálních teplotách v mnoha zemích střední a západní Evropy včetně Česka. V neděli 28. června u nás padl dosavadní nejvyšší teplotní rekord, kdy v Doksanech na Litoměřicku naměřili 41,9 stupně Celsia. Jak se mění klima v Česku a v Evropě? Na co je třeba se připravit? A jak složité je předpovědět extrémní jevy? -- Podcast Ptám se já. Rozhovory s lidmi, kteří mají vliv, odpovědnost, informace. Sledujte na Seznam Zprávách, poslouchejte na Podcasty.cz a ve všech podcastových aplikacích. Archiv všech dílů najdete tady. Své postřehy, připomínky nebo tipy nám pište prostřednictvím sociálních sítí pod hashtagem #ptamseja nebo na e-mail: audio@sz.cz.

Þátturinn er aftur frumfluttur í hlaðvarpi í sérstakri sumarútgáfu. Elvar Geir, Kári Snorra og Baldvin Borgars fara yfir allt það helsta. Hver er bestur í Bestu?, bikargleði Mosfellinga, öflug Evrópuvika, spennandi Akureyrarslagur framundan og er 64 liða HM kannski málið eftir allt saman?

Síðasta HM hringborð mótsins. Spánverjar heimsmeistarar og Englendingar hirtu bronsið. Magnús Haukur Harðarson og Kári Snorrason fóru yfir úrslitaleikinn, bronsleikinn og veittu viðurkenningar.

Sumarið hefur líklega farið í áhorf á heimsmeistaramótið í fótbolta hjá mörgum og því fannst okkur við hæfi að helga þennan þátt íþróttum. Úrslitaleikurinn er á morgun og þá er hægt að stytta sér stundir með því til dæmis að velta því fyrir sér af hverju Kínverjar eru ekki betri í fótbolta en raun ber vitni. Það er áhugavert að fjögur af fimm fjölmennustu ríkjum heims taka ekki þátt í HM, Indland, Indónesía, Pakistan og jú Kína. Þrátt fyrir að hinn annálaði fótboltaáhugamaður og forseti landsins, Xi Jinping, hafi sett ævintýralegar fjárhæðir í að byggja fótboltaskóla, fótboltavelli, að þjálfa upp stjórstjörnur heima við og flytja þær inn sömuleiðis til að spila í ört stækkandi efstu deild kínverska boltans, þá er Kína hvergi nærri háleitum markmiðum sínum. Sem eru að komast á HM karla í fótbolta, halda mótið og vinna það – allt fyrir árið 2050. Eða það eru yfirlýstu markmiðin. Vafalaust vakir sömuleiðis fyrir forsetanum að gera Kína meira gildandi í allri pólitíkinni í kringum fótboltann. Eins og Sádar og Katarar hafa gert með glimrandi árangri. En hvers vegna er þessi fjölmenna þjóð ekki betri í einni vinsælu íþrótt heims. Oddur Þórðarson reynir að svara því. Það hafa fleiri stórmót sett svip sinn á árið, vetrarólympíuleikarnir fóru fram fyrr á árinu og þar gekk á ýmsu. Játningar um framhjáhald, fótbrot og ásakanir um svindl og typpastækkanir er meðal þess sem var í umræðunni. Bjarni Pétur Jónsson fjallar um mál Sydney Milani sem var meinuð þátttaka á leikunum eftir að sterar mældust í henni. Hún þvertekur fyrir að hafa tekið stera og segir efnin hafa mælst í henni vegna kærasta hennar, hann hafi tekið stera og hún hafi annað hvort fengið efnin í sig eftir sopa af drykk sem hann blandaði eða með sæði úr kærastanum.

Þátturinn er frumfluttur í hlaðvarpi í sérstakri sumarútgáfu. Elvar Geir, Tómas Þór og Benedikt Bóas fara yfir allt það helsta. Félagaskiptaglugginn er opinn, íslensk lið að spila um alla Evrópu, heil umferð framundan í Bestu og úrslitaleikur HM er framundan.

Heil og sæl. Í þætti dagsins eru Kristinn Kjærnested og Þórhallur Dan gestir. Við ræðum um HM í fótbolta, Bestu deildina og svo árangur íslensku liðanna í evrópukeppninni ásamt ýmsu fleiru. Njótið og takk fyrir að hlusta. 

HM hringborðið á fimmtudegi. Ásgeir Frank Ásgeirsson var gestur í setti og fór yfir undanúrslitin ásamt Kára Snorrasyni. Thomas Tuchel fékk falleinkunn og Spánverjar sigldu þægilega í gegnum stjörnum prýtt lið Frakka. Sömuleiðis var hitað upp fyrir úrslitaleik Argentínu og Spánar sem og bronsleik Frakka og Englendinga.

This week on Riff Worship, we dive headfirst into one of the 21st century's most visceral extreme music masterpieces: Trap Them's 2008 sophomore album, Seizures in Barren Praise. Joining us to dissect the record's enduring legacy is Clint Gee, vocalist of Seattle grindcore outfit Smearing!We'll take a look into the blueprint of the record, exploring how the band seamlessly fused hardcore punk velocity with the legendary Swedish Boss HM-2 buzzsaw guitar tone. From its non-linear track listing to the cryptic lore of the fictional town of Barren Praise, we establish exactly why this album remains a high-water mark in aggressive music.In this episode, we'll discuss:An in-depth look at the album's creation at GodCity Studios with producer Kurt Ballou, highlighting the evolution from their debut full-length Sleepwell Deconstructor.Unpacking vocalist Ryan McKenney's unique, paragraph-style lyrical concept—treating the written word as a separate art medium from the music—and how the stark cinematic style of director Dario Argento influenced his approach.Analyzing the specific gear behind the record's devastating riffs, including the Ampeg V4 amp head and the finely tuned HM-2 pedal setup.Discussing the dark, iconic cover art crafted by Deathwish Inc. co-founder and Converge frontman Jacob Bannon.Clint Gee shares his own history in the DIY Nashville and Seattle music scenes, and how Trap Them's legendary live intensity shaped his own musical path!Recommendations:Orphan Donor - AilmentsDemeanor - The Slugs ThroneVulgar Mephitis - From DustFAKE DUST - Decrepitizing Din Of The Cerebral PsyopticonPISSCORPSE - PRECIPICE OF DEATHTotal Power Exchange - Fractured Godhead Terrene MaskInfernal Coil - Within A World ForgottenNapalm DeathThouFollow Riff WorshipInstagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/riffworshippod/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://x.com/RiffWorshipPod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@RiffWorshipPod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Check out our Official Playlists:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Riffs on Repeat (Spotify)⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Riffs on Repeat (YouTube Music)⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Hits from the Crypt (Apple)⁠

This week, we're recording live from Crossgates, the epicenter of summer sales. We compare our two very different, yet surprisingly similar, weekends in Boston, break down the polarizing response to my Siro's Cup outfit, and run through a few news stories that are absolutely nuts. EPISODE NOTES: If you don't shop the summer sales at Crossgates you'll be kicking yourself in the pants (0:20) Nobody Asked Me, But... (3:35) Jack saw Noah Kahan in concert twice in one week (11:30) ...and I did not (12:23) But we both saw some tall ships in the Boston Seaport (22:10) Peaks and Pits (39:39) Unpacking my Siro's Cup outfit and the polarizing response (59:04) That's Nuts (1:21:00) Visit Crossgates Mall and shop all of the big summer sales, including ZARA, Primark, H&M and more. You can also check out the Costco membership signup hub on the upper level across from Rack Room Shoes and get a $40 gift card with Costco's Executive Membership and receive two free months of membership when you sign up in person. Follow along with Crossgates online or on social media.

Arnar Þór og Egill Ploder í Brennslunni - Gummi Ben mætir og fer yfir undanúrslitin á HM. Gervigreindar pælingar, hitamál dagsins varðandi Hvalveiðar þar sem strákarnir voru étnir. Arnar og maturinn. Afhverju var veðrið betra um sumar í barnæskunni? Er það útaf CERN? Þetta og miklu meira til!

Halldór Snær Georgsson og Runólfur Trausti Þórhallsson voru gestir í HM hringborðinu að þessu sinni. Farið var yfir 8-liða úrslitin og rýnt í spilin fyrir æsispennandi undanúrslit.

Þátturinn er í hlaðvarpsútgáfu þessa vikuna. Elvar Geir, Tómas Þór og Kári Snorra eru í hljóðveri. Farið er yfir Evrópuleiki Stjörnunnar og Vestra, fréttir vikunnar í íslenska boltanum og hitað upp fyrir komandi umferð í Bestu deildinni. Þá er fjallað um HM þar sem 8-liða úrslitin eru farin af stað.

On va prendre un exemple concret : vous cherchez un sweat à capuche homme. Il y en a déjà plus de 300 différents disponibles sur l'entrepôt Shein en Europe. C'est plus que toutes les enseignes spécialisées sur les vêtements. Sur ce même critère, Primark en propose 12, Zara 25 et H&M 108... Ecoutez Olivier Dauvers : les secrets de la conso du 10 juillet 2026.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Markus Will, heise-online-Chefredakteur Dr. Volker Zota und Malte Kirchner sprechen in dieser Ausgabe der #heiseshow unter anderem über folgende Themen: - Happy Birthday, AVM/Fritz: Eine deutsche IT-Erfolgsgeschichte wird 40 – Was 1986 als kleines BTX-Bastelprojekt von vier Berliner Studenten begann, wurde zum Marktführer in deutschen Wohnzimmern: Vier Studenten gründeten AVM nach eigenen Angaben im Jahr 1986. Über ISDN-Karten und die erste FRITZ!Box wuchs die Marke zum Platzhirsch. Inzwischen hat sich einiges verändert: 2024 übernahm Imker Capital Partners über die Luxemburger Tochterfirma Rucio Investment die Mehrheit von AVM, die Gründer zogen sich aus Altersgründen zurück. Was hat AVM über vier Jahrzehnte so erfolgreich gemacht? Was bedeutet der Eigentümerwechsel zu einem Finanzinvestor für die Marke? Und kann Fritz sich gegen Provider-Router und günstige Konkurrenz weiter behaupten? - Unter Strom: Wie gefährlich sind Sicherheitslücken in Hoymiles-Wechselrichtern? Ein Sicherheitsforscher hat zusammen mit dem CCC gravierende Schwachstellen in Wechselrichtern von Hoymiles aufgedeckt: Das Problem liegt in den Funkprotokollen, über die die Wechselrichter der HM-, HMS- und HMT-Serien mit ihren Steuereinheiten kommunizieren – der Austausch erfolgt unverschlüsselt. Über eine undokumentierte Funktion lassen sich sogar Seriennummern der Geräte im Klartext per Funk auslesen und Schadsoftware einschleusen, während der Hersteller bislang kaum reagiert hat. Wie realistisch ist ein großflächiger Angriff auf Balkonkraftwerke im Vorbeifahren? Sollte die EU verbindliche Sicherheitsstandards für Energiehardware im IoT-Bereich vorschreiben? - In Wechselstimmung: Sind Akkuwechselstationen in der E-Mobilität der richtige Weg? – Während in Europa fast ausschließlich auf Laden gesetzt wird, treibt CATL in China ein ganz anderes Konzept voran: Gerade wurde die 2000. CATL-Akkuwechselstation eingeweiht, bis Jahresende sollen es 3000 werden, verteilt über 31 Provinzen und 180 Städte. Der Zeitvorteil des Akkutauschs relativiert sich allerdings mit der Einführung von 800-Volt-Systemen, die deutlich kürzere Ladezeiten ermöglichen – dennoch expandiert CATL auch nach Europa mit dem Joint Venture Swaptopus für E-Lkw. Ist das Wechselkonzept ein Modell, das auch in Europa funktionieren könnte, oder macht Schnellladen es überflüssig? Und lohnt sich der Aufbau einer parallelen Infrastruktur überhaupt noch? Außerdem wieder mit dabei: ein Nerd-Geburtstag, das WTF der Woche und knifflige Quizfragen.

Markus Will, heise-online-Chefredakteur Dr. Volker Zota und Malte Kirchner sprechen in dieser Ausgabe der #heiseshow unter anderem über folgende Themen: - Happy Birthday, AVM/Fritz: Eine deutsche IT-Erfolgsgeschichte wird 40 – Was 1986 als kleines BTX-Bastelprojekt von vier Berliner Studenten begann, wurde zum Marktführer in deutschen Wohnzimmern: Vier Studenten gründeten AVM nach eigenen Angaben im Jahr 1986. Über ISDN-Karten und die erste FRITZ!Box wuchs die Marke zum Platzhirsch. Inzwischen hat sich einiges verändert: 2024 übernahm Imker Capital Partners über die Luxemburger Tochterfirma Rucio Investment die Mehrheit von AVM, die Gründer zogen sich aus Altersgründen zurück. Was hat AVM über vier Jahrzehnte so erfolgreich gemacht? Was bedeutet der Eigentümerwechsel zu einem Finanzinvestor für die Marke? Und kann Fritz sich gegen Provider-Router und günstige Konkurrenz weiter behaupten? - Unter Strom: Wie gefährlich sind Sicherheitslücken in Hoymiles-Wechselrichtern? Ein Sicherheitsforscher hat zusammen mit dem CCC gravierende Schwachstellen in Wechselrichtern von Hoymiles aufgedeckt: Das Problem liegt in den Funkprotokollen, über die die Wechselrichter der HM-, HMS- und HMT-Serien mit ihren Steuereinheiten kommunizieren – der Austausch erfolgt unverschlüsselt. Über eine undokumentierte Funktion lassen sich sogar Seriennummern der Geräte im Klartext per Funk auslesen und Schadsoftware einschleusen, während der Hersteller bislang kaum reagiert hat. Wie realistisch ist ein großflächiger Angriff auf Balkonkraftwerke im Vorbeifahren? Sollte die EU verbindliche Sicherheitsstandards für Energiehardware im IoT-Bereich vorschreiben? - In Wechselstimmung: Sind Akkuwechselstationen in der E-Mobilität der richtige Weg? – Während in Europa fast ausschließlich auf Laden gesetzt wird, treibt CATL in China ein ganz anderes Konzept voran: Gerade wurde die 2000. CATL-Akkuwechselstation eingeweiht, bis Jahresende sollen es 3000 werden, verteilt über 31 Provinzen und 180 Städte. Der Zeitvorteil des Akkutauschs relativiert sich allerdings mit der Einführung von 800-Volt-Systemen, die deutlich kürzere Ladezeiten ermöglichen – dennoch expandiert CATL auch nach Europa mit dem Joint Venture Swaptopus für E-Lkw. Ist das Wechselkonzept ein Modell, das auch in Europa funktionieren könnte, oder macht Schnellladen es überflüssig? Und lohnt sich der Aufbau einer parallelen Infrastruktur überhaupt noch? Außerdem wieder mit dabei: ein Nerd-Geburtstag, das WTF der Woche und knifflige Quizfragen.

Pétur Freyr Pétursson hjá listasjóðnum LÍA  settist niður með okkur og ræddi sjóðinn. Óðinn Freyr Baldursson, formaður Ungra Evrópusinna, fór yfir kosti og galla Evrópusambandsins. Engilbert Hafsteinsson, nýr framkvæmdastjóri Nicetravel, ræddi endurkoma sína í ferðabransann. Theodór Francis Birgisson, klínískur félagsráðgjafi hjá Lausninni, svaraði spurningunni: Er gervigreind að eyðileggja ástarsambönd? Bjarki Már Elísson, einn reynslumesti hornamaður Íslands í handbolta, er genginn til liðs við PSG í Frakklandi. Valur Páll Eiríksson, íþróttafréttamaður ræddi HM.

Það hefur mikið gengið á í HM heimum undanfarna daga. Þeir Óskar Smári Haraldsson og Haraldur Örn Haraldsson voru gestir í hringborðinu að þessu sinni og fóru yfir helstu tíðindi og úrslit.

„Von Fremden darf man nichts annehmen!“ – So zumindest die Theorie. Doch als Niklas & David letzte Woche in Berlin einreisen, scheinen alle Regeln plötzlich aufgehoben. Liebe Dudes & Dudinen, womit haben wir euch nur verdient?… Neben diesem Happening, gibt es aber noch so viel mehr zu besprechen. Niklas löst endlich sein Versprechen ein und erzählt über seine dubiose KI-Wohnungsbesichtigung und David chillt im Kopf noch immer auf dem Empire State Building und wartet auf einen angemessenen Antrag. Anschließend setzen wir uns dann noch gemeinsam ins Kino und merken: Hm, garkeine Influencer hier! Woran das liegt und was Homer's spektakuläre Odyssey damit zu tun hat, das erfahrt ihr nur hier, bei euren Dudes des Vertrauens. Wir freuen uns über eure Kommentare und Gedanken zu der Folge! Gerne hier, oder als Nachricht an @dudesderpodcast bei Instagram Abonniere den Kanal von Niklas & David auf WhatsApp: https://whatsapp.com/channel/0029VauTmUt4Y9leCYgJFh3D Instaram: https://www.instagram.com/niklasunddavid/?hl=de dudes. Der Podcast: https://www.instagram.com/dudesderpodcast/ TikTok: https://www.tiktok.com/@niklasunddavid Du möchtest mehr über unsere Werbepartner erfahren? Hier findest du alle Infos & Rabatte!: https://linktr.ee/dudes_podcast Du möchtest Werbung in diesem Podcast schalten? Dann erfahre hier mehr über die Werbemöglichkeiten bei Seven.One Audio: https://www.seven.one/portfolio/sevenone-audio

Útvarpsþátturinn Fótbolti.net á X977 laugardaginn 4. júlí. Elvar Geir, Tómas Þór og Valur Gunnars. Byrjað er á íslenska boltanum. Besta deildin, tíðindi tengd henni og Víkingur er á leið í erfitt Evrópueinvígi. Svo er það Lengjudeildin sem fær sviðsljósið og opinberað er val á úrvalsliði umferða 1-11. Í seinasta hluta þáttarins er farið yfir 32-liða úrslit HM og spáð í spilin fyrir 16-liða úrslitin.

Sivas Katliamı dosyası AİHM'de: AYM 12 yıldır karar vermiyor Banu Güven, hukukçu Günal Kurşun'la Sivas Katliamı'nın 33. yılında hâlâ kapanmayan adalet dosyasını, AİHM başvurusunu, zaman aşımı kararlarını ve kamu görevlilerinin yargılanmamasını konuşuyor. Sivas Katliamı'nın üzerinden 33 yıl geçti; ancak Madımak dosyasında adalet arayışı hâlâ sürüyor. Hukukçu Günal Kurşun, Eren Aysan, Zeynep Altıok ve Mazlum Çimen adına Avrupa İnsan Hakları Mahkemesi'ne yapılan yeni başvuruyu Banu Güven'e anlattı. Kurşun, 2014'te Anayasa Mahkemesi'ne yapılan bireysel başvurunun 12 yıldır karara bağlanmadığını belirterek, AYM'nin bu dosyada artık etkili bir iç hukuk yolu olmaktan çıktığını savunuyor. Başvurunun temelinde, makul sürede yargılanma hakkının ihlali, insanlığa karşı suçlarda zaman aşımı uygulanamayacağı ve Madımak davasında cezasızlığın kurumsallaştığı iddiası var. Programda ayrıca firari sanıklar, Cumhurbaşkanlığı affıyla tahliye edilen hükümlüler, kamu görevlilerinin sanık olarak yargılanmaması, devletin sorumluluğu, Meclis araştırma komisyonu ihtimali ve Sivas Katliamı'yla yüzleşmenin Türkiye'nin hukuk ve demokrasi hafızası açısından anlamı ele alınıyor.

HM hringborðið á föstudegi. Jóhann Páll Ástvaldsson íþróttafréttamaður á Rúv og Óskar Smári Haraldsson þjálfari kvennaliðs Stjörnunnar voru gestir að þessu sinni. Þeir fóru yfir úrslit síðustu leikja og spáðu í spilin fyrir leikina þrjá sem eftir eru í 32-liða úrslitum. Þá fóru þeir jafnframt yfir sína uppáhalds HM leikmenn.

Helgi Fannar og Hörður Snævar fara yfir það helsta í sumarútgáfu af Íþróttavikunni á 433.is.HM, íslenski boltinn, fréttir vikunnar og miklu fleira í þætti dagsins.

Bræðurnir Birkir Már og Aron Elí Sævarssynir voru gestir HM hringborðsins að þessu sinni. Þeir fóru yfir liðna leiki í 32-liða úrslitum og spáðu í spilin fyrir komandi leiki. Þá fór Birkir jafnframt yfir sigur Íslands á Englandi og heimsmeistaramótið í Rússlandi 2018.

Author and professor John O'Connor joins us to talk about the increasing popularity of psychedelics whether it's for spiritual reasons or for better mental health. John O'Connor is the author of A Short Strange Trip: An UntoldSstory of Magic Mushrooms, madness, and a Search for the Meaning of Life in the Amazon and The Secret History of Bigfoot: Field Notes on a North American Monster. His articles and essays have appeared in newsstand publications such as The New York Times, GQ, Financial Times Magazine, Men's Journal, and The Boston Globe. He has taught nonfiction writing in the BFA program at Pratt Institute and now teaches journalism at Boston College. He lives in Cambridge, Massachusetts, with his wife, children, and rabbit. See more about John O'Connor at https://www.johnmoconnor.com/ The episode I reference is "HM 338 Microdosing with Kayse Gehret" and can be found at https://www.drlizhypnosis.com/episode338 -------------- Support the podcast through Buy Me a Coffee! https://buymeacoffee.com/drlizbonet Support the Podcast & Help yourself with Hypnosis Downloads by Dr. Liz! http://bit.ly/HypnosisMP3Downloads Do you have Chronic Insomnia? Find out more about Dr. Liz's Better Sleep Program at https://bit.ly/sleepbetterfeelbetter Search episodes at the Podcast Page http://bit.ly/HM-podcast --------- About Dr. Liz Interested in hypnosis with Dr. Liz? Schedule your free consultation at https://www.drlizhypnosis.com Winner of numerous awards including Top 100 Moms in Business, Dr. Liz provides psychotherapy, hypnotherapy, and hypnosis to people wanting a fast, easy way to transform all around the world. She has a PhD in Clinical Psychology, is a Licensed Mental Health Counselor (LMHC) and has special certification in Hypnosis and Hypnotherapy. Specialty areas include Anxiety, Insomnia, and Deeper Emotional Healing. A problem shared is a problem halved. In person and online hypnosis and CBT for healing and transformation.  Listened to in over 140 countries, Hypnotize Me is the podcast about hypnosis, transformation, and healing. Certified hypnotherapist and Licensed Mental Health Counselor, Dr. Liz Bonet, discusses hypnosis and interviews professionals doing transformational work. Thank you for tuning in!

HM hringborðið á miðvikudegi. Kári Snorrason, Elvar Geir og Sæbjörn Steinke fóru yfir úrslit og atburði síðustu daga á heimsmeistaramótinu.

23. júní 2016 ákváðu Bretar í þjóðaratkvæðagreiðslu að Bretland væri betur sett utan Evrópusambandsins, efnahags- og stjórnmálalegs ríkjasambands sem Bretar áttu þó ríkan þátt í að stofna og síðan móta um áratugaskeið. Af könnunum má ráða að meirihluti Breta telji Brexit hafa verið mistök, -ferlið allt hafa verið óttalegt klúður og að Bretland standi hallari fæti nú en áður. Rætt við Jón Daníelsson, prófessor við LSE. Kúrasáar eru fámennasta þjóð sem hefur komist á HM karla í fótbolta og landsmenn eru að rifna úr stolti. Um helgina gerðu þeir jafntefli við Ekvador og markvörður Kúrasá var hetja leiksins, varði 15 sinnum. Sjö - eitt tap fyrir Þjóðverjum í fyrsta leik fyllti menn líka gleði. Halla Fróðadóttir lýtalæknir hefur unnið og búið á Kúrasá undanfarin ár.

ピュア雑談回。最近のNR、バイブコーディング、カメラ、帰国して気づいたこと等。 (2026/06/20 収録)Show Notes (番組HP):北沢太郎さん (出演回 #28, #29, #44, #66, #77, #94)ジブリ汗まみれJC回 (#46)Human anesthesia plasiticity論文鳩がどうこう論文おさかださん回 (#104)なちょ　アグーチは一番でかいネズミにorientation columnがあるのか？という路線で一瞬ホットでした (萩ブレヒトまりんさん回 (#105) 今井研なべ屋 (若松食堂)メックとテコムとメディックメディアDr. こうしろうDr. 穂積はmedu4でしたDr. 盛永あかおにヒマラヤマイネンAnthony ZadorのSinging MouseCOSYNE雑談回 (#103)えーろChen SunNatural signalの仕事Emmy Awardをもらった生理研体験入学プログラム 是非活用して遊びに来てください(今年はあんまり岡崎にいないけど) (萩SONY α7VCannon EOS 6D富士フィルムのGFXSONY α7C2SONYのカメラ製品史B & Hケーラー照明シグマのプロダクトラインM型ライカタムロン f2.8 28-75 mmExposureは日本語だと露出らしい。 -0.3とか0とか言ってるのがそれ。”exposure time”とは全く関係がなくて紛らわしい (萩アメリカのトイレ事情コーラゼロの味の違いいろんな国のコーラをテイスティングしてる人たちによるリストサンペレ、ゲロルシュタイナー三井住友OliveイオンカードセレクトOTOTOYLosslessでサイズが小さくなるapple losslessはALACでした (萩Spotifyの創業者が題材のTVシリーズ: The Playlist五十嵐さんが日本のASCONAを作りたいと言っていた回 (#76)Bowei Research Conference 詳細は次回長濱さん（出演回 #51, #96）古館昌平さん (出演回: #62, #63, #80)フランジバック長Contax ZeissシグマのEF to Sonyマウントソニーα7シリーズではじめるオールドレンズライフごま鯖は今後も食べ続けますが、好きなゲイのボディビルダーがギランバレーになったのをyoutubeで観て鶏の生食はやめました(萩) APS-Cですがリコー GR IVの40 mm相当(IVx?)が出たら欲しいです。Fever-Treeのエルダーフラワーのトニックウォーターがコンビニで手に入れば最高 (脇) やはり10代後半-20代前半を過ごした福岡への思い入れが自分の中に沢山あることを再確認しました。あと、巨大なWAVファイルを持ち歩いてた中高時代の自分はアホだったなぁなどと。(藤)

Völdum 5 manna rokkband úr HM leikmönnum, redduðum vandamálum FH og svo er það QOTSA.

La doctora Leticia Fernández-Frieraes es cardióloga, cofundadora de Atria Clinic y jefe de servicio de cardiología de HM hospitales y de la unidad de imagen cardiovascular. Es una auténtica especialista en las cardiopatías de corazón en la mujer. El infarto de corazón es la primera causa de muerte, incluso diez veces más que el cáncer de mama. Cualquier mujer a partir de los 50 años debe realizarse una revisión cardiaca y averiguar si es mujer de alto riesgo, comprobando si su riesgo está en verde, amarillos o rojo. Si has tenido trastornos en el embarazo, diabetes gestacional, artritis reumatoide, lupus, todos estos factores producen riesgos cardiovasculares. La salud de las mujeres necesitan más investigación médicas y ensayos clínicos que ayuden a dar diagnósticos y tratamientos más precisos. Las mujeres no deben infratratarse y cuanto antes acudan a una revisión o consulta mejor.

Valgeir Valgeirsson, leikmaður Breiðabliks, og Magnús Haukur Harðarson voru gestir í HM hringborðinu þennan föstudaginn. Stóru þjóðirnar mættu til leiks og gerði Messi frábæra þrennu gegn Alsír, sömu sögu má ekki segja um Ronaldo og félaga hans í Portúgal sem gerðu 1-1 jafntefli við Kongó.

Margt í mörgu í maganum á Ingibjörgu eins og þeir segja svo oft. HM í forgrunni en líka eitthvað um Bestu.

Afmælis Bingo HæHæ verður haldið á Pardus.is 18. júní kl 17Helgi ferðaðist um vestfirðina síðustu daga með Kolbrúnu Ást og skemmti sér konunglega. Hjálmar hélt HM leikana fyrir son sinn og vini hans. Strákarnir hafa aldrei nýtt sumarið eins og vel og þeir hafa gert núna í sumar. Hjálmar las topp 10 lista yfir hvað getur farið úrskeiðis þegar maður sem hefur ekki verið í sambandi í 20 ár fer í alvarlegt samband.IG: helgijean & hjalmarorn110Takk fyrir að hlusta - og munið að subscribe'a!

Afmælis Bingo HæHæ verður haldið á Pardus.is 18. júní kl 17Helgi ferðaðist um vestfirðina síðustu daga með Kolbrúnu Ást og skemmti sér konunglega. Hjálmar hélt HM leikana fyrir son sinn og vini hans. Strákarnir hafa aldrei nýtt sumarið eins og vel og þeir hafa gert núna í sumar. Hjálmar las topp 10 lista yfir hvað getur farið úrskeiðis þegar að maður sem hefur ekki verið í sambandi í 20 ár fer í alvarlegt samband.IG: helgijean & hjalmarorn110Takk fyrir að hlusta - og munið að subscribe'a!

In this Cloud Wars Special report, Bob Evans speaks with Jan Gilg about how AI is reshaping enterprise software and why the next phase of innovation will depend on trust, governance, business outcomes, and clean data. Gilg explains how SAP is positioning its Autonomous Suite as a foundation for the autonomous enterprise, combining ERP, business processes, and AI agents. Trust Powers Enterprise AI The Big Themes: Autonomous Enterprise Vision: Jan Gilg said Sapphire generated strong enthusiasm because customers finally heard a clear vision for enterprise AI. Rather than focusing solely on AI models or isolated features, SAP presented an integrated strategy built around the Autonomous Suite and Business AI. While consumer AI has dramatically improved personal productivity, enterprise leaders need AI that can help make critical business decisions and automate end-to-end processes. SAP's message resonated because it connected AI directly to business execution, positioning enterprise systems as the foundation for autonomous operations rather than treating AI as a standalone technology layer. AI Economics Matter: Another major topic was the cost of AI. Gilg noted that enterprises are becoming increasingly focused on transparency, consumption, and measurable outcomes. As AI usage expands, costs can grow rapidly, creating new concerns for business leaders. Customers want detailed visibility into which agents are being used, how resources are consumed, and whether the resulting business value justifies the expense. Gilg compared this need for transparency to a detailed telephone bill. Data Quality Determines Success: The interview concluded with examples demonstrating that AI success depends heavily on modernized systems and clean data. Gilg spoke of initiatives involving retailers such as H&M, where AI can improve customer experiences, fulfillment, and revenue generation. He also referenced work with Bayer and discussed ExxonMobil's modernization journey. These examples reinforced a key point: AI delivers the greatest value when built on standardized processes, strong master data, and simplified architectures. The Big Quote: “You have to lead with value. Yes, technology is exciting, but it does nothing if the customer doesn't see the outcome." More from Jan Gilg and SAP: Follow Jan Gilg on LinkedIn or learn more about Autonomous Suite. Visit Cloud Wars for more.

In today's Cloud Wars Minute, explore how SAP's Autonomous Suite could become the operating system for AI-powered enterprises Highlights 00:02 — The company that more than 50 years ago really started the whole enterprise applications business, SAP, last month at its big Sapphire event rolled out the latest, greatest, newest AI-powered version of their long-running ERP suite, but this time it's called the Autonomous Suite, so that's a huge change. 00:33 — I had a chance to sit down with Jan Gilg, who's Global President for Customer Success for the Americas at SAP headquarters and asked about a number of things that customers have the opportunity to move into with this newer, more fully integrated, more AI-powered Autonomous Suite. And I know there's been some risk that SAP took in selecting this name. 01:49 — Jan's been in SAP for about 15 years. He was on the development side for a long time, and he was leading, several years ago, the development of S/4HANA and that whole version of the suite. 02:36 — We talked about this issue of trust. Autonomous is right there in the name. It's one thing for different autonomous technologies to manage things. But, when you talk about the autonomous enterprise ... we got into the discussion of what SAP has to do to build up trust among its customers. 03:28 — What's the interplay between agentic AI and applications going in both directions? Oracle can now refer to its Fusion Applications as Agentic Applications. Is SAP doing everything it can to clarify in the minds of customers where applications end and agents begin, and the same thing in the other direction? Jan has some great thoughts on that. 04:12 — Everybody in the company, I guess, was running tokens 24 hours a day. So, Jan has some good thoughts on this. And then we talked about customer examples. Let's see, there was one from the retailer H&M, there was one from a manufacturing company, and we had some different ones in here that he brought up. But he really brought some good perspectives on that. Visit Cloud Wars for more.

Doc, Albert Ingason og Ragnar Bragi daginn fyrir HM.

This week on The Tone Mob Podcast, Blake hangs with Shea Sterner of thisheavyearth, a Portland-based builder making heavy pedals, brutal solid-state amps, and gear that looks like it crawled directly out of a fantasy-metal record sleeve. Shea shares his path from punk and metal scenes in Pennsylvania, to recording experiments in Texas, to learning repairs and circuit design in Salt Lake City, and eventually launching This Heavy Earth in Portland. The conversation gets into acid-etched pedals, self-taught PCB design, the FleshRot amp and preamp world, Ampeg VH140C inspiration, HM-2 chainsaw tones, baritone guitars, and why solid state deserves a much louder seat at the table. They also dig into building a gear company with your spouse, NAMM stories, fantasy artwork, plugins, small-business chaos, and the joy of making sounds that can swing from beautiful to absolutely disgusting with a single stomp. Check out the brand's offerings HERE https://www.thisheavyearth.com/ Support The Show And Connect! The Text Chat is back! Hit me up at (503) 751-8577 You can also help out with your gear buying habits by purchasing stuff from ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tonemob.com/reverb⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tonemob.com/sweetwater⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or grabbing your guitar/bass strings from ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tonemob.com/stringjoy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr. Liz talks about the power of changing thoughts.   -------------- Support the podcast through Buy Me a Coffee! https://buymeacoffee.com/drlizbonet Support the Podcast & Help yourself with Hypnosis Downloads by Dr. Liz! http://bit.ly/HypnosisMP3Downloads Do you have Chronic Insomnia? Find out more about Dr. Liz's Better Sleep Program at https://www.drlizbonet.com Search episodes at the Podcast Page http://bit.ly/HM-podcast --------- About Dr. Liz Interested in hypnosis with Dr. Liz? Schedule your free consultation at https://www.drlizhypnosis.com Winner of numerous awards including Top 100 Moms in Business, Dr. Liz provides psychotherapy, hypnotherapy, and hypnosis to people wanting a fast, easy way to transform all around the world. She has a PhD in Clinical Psychology, is a Licensed Mental Health Counselor (LMHC) and has special certification in Hypnosis and Hypnotherapy. Specialty areas include Anxiety, Insomnia, and Deeper Emotional Healing. A problem shared is a problem halved. In person and online hypnosis and CBT for healing and transformation.  Listened to in over 140 countries, Hypnotize Me is the podcast about hypnosis, transformation, and healing. Certified hypnotherapist and Licensed Mental Health Counselor, Dr. Liz Bonet, discusses hypnosis and interviews professionals doing transformational work. Thank you for tuning in!

Keith is here to announce that … he CAN swim? Hm. Anyway, Keith has the introduction to his new book about a blindsided break-up reviewed, discusses new Drake, flashbacks to the great Gilbert Gottfried, and gets to the bottom of military submarine Steve and Tom-foolery. Skank you for listening.