Podcasts about Hinds

For this "Quick Screen" episode, Michael checked out the brand new theatrical film "Midwinter Break". What are some of his thoughts of this dramatic film based on a novel by the same name starring Lesley Manville and Ciarán Hinds? Check it out and see!Be a part of the conversation!E-mail the show at screennerdspodcast@gmail.comFollow the show on Twitter @screennerdspodLike the show on Facebook (Search for Screen Nerds Podcast and find the page there)Follow the show on Instagram and Threads just search screennerdspodcastCheck out the show on Bluesky just search screennerdspodcastBe sure to check out the podcast on Apple Podcasts, Spotify, Goodpods, Overcast, Amazon Music or your podcast catcher of choice! (and please share rate and review!)Want to share your thoughts on the podcast? Send me an e-mail!Thanks to Frankie Creel for the artwork

In this ScreenFish 1on1 interview, Polly Findlay, director of Midwinter Break, reflects on the challenge of transitioning from theatre to cinema, and whether or not she approached storytelling differently for the screen. She discusses the motivations behind Stella and Gerry's holiday, exploring what they are searching for in their lives. Polly also delves into the idea of “living a more valuable life,” and shares her experience working with Ciarán Hinds and Leslie Manville, two seasoned actors who brought depth to the story.MIDWINTER BREAK is available in theatres on Friday, February 20th, 2026.

We have been reviewing the popular allegory Hinds' Feet on High Places by Hannah Hurnard.  Our guest host for this series is Ms. Ahnna L Giorgis. Ahnna is a committed follower of Jesus Christ. She is the mother of four children and an English Literature teacher at North Carolina Central University in Durham, North Carolina.  Please join us as we take our spiritual journey to the High Places with the main character, Much Afraid, as she is led by The Good Shepherd.

In today's show board builder Roger Hinds shares strategies to fend off the old man and continue surfing the North Shore into your 70s, offers a lesson in why original board building materials are still relevant and which modern fabrics offer advancement, reveals why the real threat to domestic board building may come from within, reflects on the reward of restoring historic boards, and explains how to improve your surfing by watching 50 year old surf films. Enjoy! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, I'm joined by Rebecca Hinds — organizational behavior expert and founder of the Work AI Institute at Glean — for a practical conversation about why meetings deteriorate over time and how to redesign them. Rebecca argues that bad meetings aren't a people problem — they're a systems problem. Without intentional design, meetings default to ego, status signaling, conflict avoidance, and performative participation. Over time, low-value meetings become normalized instead of fixed. Drawing on her research at Stanford University and her leadership of the Work Innovation Lab at Asana, she shares frameworks from her new book, Your Best Meeting Ever, including: The four legitimate purposes of a meeting: decide, discuss, debate, or develop The CEO test for when synchronous time is truly required How to codify shared meeting standards Why leaders must explicitly give permission to leave low-value meetings We also explore leadership, motivation, and the myth that kindness and high standards are opposites. Rebecca explains why effective leaders diagnose what drives each individual — encouragement for some, direct challenge for others — and design environments that support both performance and belonging. Finally, we talk about AI and the future of work. Tools amplify existing culture: strong systems improve, broken systems break faster. Organizations that redesign how work happens — not just what tools they use — will have the advantage. If you want to run better meetings, lead with more clarity, and rethink how collaboration actually happens, this episode is for you. You can find Your Best Meeting Ever at major bookstores and learn more at rebeccahinds.com.  00:00 Start 00:27 Why Meetings Get Worse Over Time Robin references Good Omens and the character Crowley, who designs the M25 freeway to intentionally create frustration and misery. They use this metaphor to illustrate how systems can be designed in ways that amplify dysfunction, whether intentionally or accidentally. The idea is that once dysfunctional systems become normalized, people stop questioning them. They also discuss Cory Doctorow's concept of enshittification, where platforms and systems gradually decline as organizational priorities override user experience. Rebecca connects this pattern directly to meetings, arguing that without intentional design, meetings default to chaos and energy drain. Over time, poorly designed meetings become accepted as inevitable rather than treated as solvable design problems. Rebecca references the Simple Sabotage Field Manual created by the Office of Strategic Services during World War II. The manual advised citizens in occupied territories on how to subtly undermine organizations from within. Many of the suggested tactics involved meetings, including encouraging long speeches, focusing on irrelevant details, and sending decisions to unnecessary committees. The irony is that these sabotage techniques closely resemble common behaviors in modern corporate meetings. Rebecca argues that if meetings were designed from scratch today, without legacy habits and inherited norms, they would likely look radically different. She explains that meetings persist in their dysfunctional form because they amplify deeply human tendencies like ego, status signaling, and conflict avoidance. Rebecca traces her interest in teamwork back to her experience as a competitive swimmer in Toronto. Although swimming appears to be an individual sport, she explains that success is heavily dependent on team structure and shared preparation. Being recruited to swim at Stanford exposed her to an elite, team-first environment that reshaped how she thought about performance. She became fascinated by how a group can become greater than the sum of its parts when the right cultural conditions are present. This experience sparked her long-term curiosity about why organizations struggle to replicate the kind of cohesion often seen in sports. At Stanford, Coach Lee Mauer emphasized that emotional wellbeing and performance were deeply connected. The team included world record holders and Olympians, and the performance standards were extremely high. Despite the intensity, the culture prioritized connection and belonging. Rituals like informal story time around the hot tub helped teammates build relationships beyond performance metrics. Rebecca internalized the lesson that elite performance and strong culture are not opposing forces. She saw firsthand that intensity and warmth can coexist, and that psychological safety can actually reinforce high standards rather than weaken them. Later in her career at Asana, Rebecca encountered the company value of rejecting false trade-offs. This reinforced a lesson she had first learned in swimming, which is that many perceived either-or tensions are not actually unavoidable. She argues that organizations often assume they must choose between performance and happiness, or between kindness and accountability. In her experience, these are false binaries that can be resolved through better design and clearer expectations. She emphasizes that motivated and engaged employees tend to produce higher quality work, making culture a strategic advantage rather than a distraction. Kindness versus ruthlessness in leadership Robin raises the contrast between harsh, fear-based leadership styles and more relational, positive leadership approaches. Both styles have produced winning teams, which raises the question of whether success comes because of the leadership style or despite it. Rebecca argues that resilience and accountability are essential, regardless of tone. She stresses that kindness alone is not sufficient for high performance, but neither is harshness inherently superior. Effective leadership requires understanding what motivates each individual, since some people thrive on encouragement while others crave direct challenge. Rebecca personally identifies with wanting to be pushed and appreciates clarity when her work falls short of expectations. She concludes that the most effective leaders diagnose motivation carefully and design environments that maximize both growth and performance. 08:51 Building the Book-Launch Team: Mentors, Agents, and Choosing the Right Publisher Robin asks Rebecca about the size and structure of the team she assembled to execute the launch successfully. He is especially curious about what the team actually looked like in practice and how coordinated the effort needed to be. He also asks about the meeting cadence and work cadence required to bring a book launch to life at that level. The framing highlights that writing the book is only one phase, while launching it is an entirely different operational challenge. Rebecca explains that the process felt much more organic than it might appear from the outside. She admits that at the beginning, she underestimated the full scope of what a book launch entails. Her original motivation was simple: she believed she had a valuable perspective, wanted to help people, and loved writing. As she progressed deeper into the publishing process, she realized that writing the manuscript was only one piece of a much larger system. The operational and promotional dimensions gradually revealed themselves as a second job layered on top of authorship. Robin emphasizes that writing a book and publishing a book are fundamentally different jobs. Rebecca agrees and acknowledges that the publishing side requires a completely different skill set and infrastructure. The conversation underscores that authorship is creative work, while publishing and launching require strategy, coordination, and business acumen. Rebecca credits her Stanford mentor, Bob Sutton, as a life changing influence throughout the process. He guided her step by step, including decisions around selecting a publisher and choosing an agent. She initially did not plan to work with an agent, but through guidance and reflection, she shifted her perspective. His mentorship helped her ask better questions and approach the process more strategically rather than reactively. Rebecca reflects on an important mindset shift in her career. Earlier in life, she was comfortable being the big fish in a small pond. Over time, she came to believe that she performs better when surrounded by people who are smarter and more experienced than she is. She describes her superpower as working extremely hard and having confidence in that effort. Because of that, she prefers environments where others elevate her thinking and push her further. This philosophy became central to how she built her book launch team. As Rebecca learned more about the moving pieces required for a successful campaign, she became more intentional about who she wanted involved. She sought the best not in terms of prestige alone, but in terms of belief and commitment. She wanted people who would go to bat for her and advocate for the book with genuine enthusiasm. She noticed that some organizations that looked impressive on paper were not necessarily the right fit for her specific campaign. This led her to have extensive conversations with potential editors and publicists before making decisions. Rebecca developed a personal benchmark for evaluating partners. She paid attention to whether they were willing to apply the book's ideas within their own organizations. For her, that signaled authentic belief rather than surface level marketing support. When Simon and Schuster demonstrated early interest in implementing the book's learnings internally, it stood out as meaningful alignment. That commitment suggested they cared about the substance of the work, not just the promotional campaign. As the process unfolded, Rebecca realized that part of her job was learning what questions to ask. Each conversation with potential partners refined her understanding of what she needed. She became more deliberate about building the right bench of people around her. The team was not assembled all at once, but rather shaped through iterative learning and discernment. The launch ultimately reflected both her evolving standards and her commitment to surrounding herself with people who elevated the work. 12:12 Asking Better Questions & Going Asynchronous Robin highlights the tension between the voice of the book and the posture of a first time author entering a major publishing house. He notes that Best Meeting Ever encourages people to assert authority in meetings by asking about agendas, ownership, and structure. At the same time, Rebecca was entering conversations with an established publisher as a new author seeking partnership. The question becomes how to balance clarity and conviction with humility and openness. Robin frames it as showing up with operational authority while still saying you publish books and I want to work with you. Rebecca calls the question insightful and explains that tactically she relied heavily on asking questions. She describes herself as intentionally curious and even nosy because she did not yet know what she did not know. Rather than pretending to have answers, she used inquiry as a way to build authority through understanding. She asked questions asynchronously almost daily, emailing her agent and editor with anything that came to mind. This allowed her to learn the system while also signaling engagement and seriousness. Rebecca explains that most of the heavy lifting happened outside of meetings. By asking questions over email, she clarified information before stepping into synchronous time. Meetings were then reserved for ambiguity, decision making, and issues that required real time collaboration. As a result, the campaign involved very few meetings overall. She had a biweekly meeting with her core team and roughly monthly conversations with her editor. The rest of the coordination happened asynchronously, which aligned with her philosophy about effective meeting design. Rebecca jokes that one hidden benefit of writing a book on meetings is that everyone shows up more prepared and on time. She also felt internal pressure to model the behaviors she was advocating. The campaign therefore became a real world test of her ideas. She emphasizes that she is glad the launch was not meeting heavy and that it reflected the principles in the book. Robin shares a story about their initial connection through David Shackleford. During a short introductory call, he casually offered to spend time discussing book marketing strategies. Rebecca followed up, scheduled time, and took extensive notes during their conversation. After thanking him, she did not continue unnecessary follow up or prolonged discussion. Instead, she quietly implemented many of the practical strategies discussed. Robin later observed bulk sales, bundled speaking engagements, and structured purchase incentives that reflected disciplined execution. Robin emphasizes that generating ideas is relatively easy compared to implementing them. He connects this to Seth Godin's praise that the book is for people willing to do the work. The real difficulty lies not in brainstorming strategies but in consistently executing them. He describes watching Rebecca implement the plan as evidence that she practices what she preaches. Her hard work and disciplined follow through reinforced his confidence in the book before even reading it. Rebecca responds with gratitude and acknowledges that she took his advice seriously. She affirms that several actions she implemented were directly inspired by their conversation. At the same time, the tone remains grounded and collaborative rather than performative. The exchange illustrates her pattern of seeking input, synthesizing it, and then executing independently. Robin transitions toward the theme of self knowledge and its role in leadership and meetings. He connects Rebecca's disciplined execution to her awareness of her own strengths. The earlier theme resurfaces that she sees hard work and follow through as her superpower. The implication is that effective meetings and effective leadership both begin with understanding how you operate best. 17:48 Self-Knowledge at Work Robin shares that he knows he is motivated by carrots rather than sticks. He explains that praise energizes him and improves his performance more than criticism ever could. As a performer and athlete, he appreciates detailed notes and feedback, but encouragement is what unlocks his best work. He contrasts that with experiences like old school ballet training, where harsh discipline did not bring out his strengths. His point is that understanding how you are wired takes experience and reflection. Rebecca agrees that self knowledge is essential and ties it directly to motivation. She argues that the better you understand yourself, the more clearly you can articulate what drives you. Many people, especially early in their careers, do not pause to examine what truly motivates them. She notes that motivation is often intangible and not primarily monetary. For some people it is praise, for others criticism, learning, mastery, collaboration, or autonomy. She also emphasizes that motivation changes over time and shifts depending on organizational context. One of Rebecca's biggest lessons as a manager and contributor is the importance of codifying self knowledge. Writing down what motivates you and how you work best makes it easier to communicate those needs to others. She believes this explicitness is especially critical during times of change. When work is evolving quickly, assumptions about motivation can lead to disengagement. Making preferences visible reduces friction and prevents misalignment. Rebecca references a recent presentation she gave on the dangers of automating the soul of work. She and her mentor Bob Sutton have discussed how organizations risk stripping meaning from roles if they automate without discernment. She points to research showing that many AI startups are automating tasks people would prefer to keep human. The warning is that just because something can be automated does not mean it should be. Without understanding what makes work meaningful for employees, leaders can unintentionally remove the very elements that motivate people. Rebecca believes managers should create explicit user manuals for their team members. These documents outline how individuals prefer to communicate, what motivates them, and what their career aspirations are. She sees this as a practical leadership tool rather than a symbolic exercise. Referring back to these documents helps leaders guide their teams through uncertainty and change. When asked directly, she confirms that she has implemented this practice in previous roles and intends to do so again. When asked about the future of AI, Rebecca avoids making long term predictions. She observes that the most confident forecasters are often those with something to sell. Her shorter term view is that AI amplifies whatever already exists inside an organization. Strong workflows and cultures may improve, while broken systems may become more efficiently broken. She sees organizations over investing in technology while under investing in people and change management. As a result, productivity gains are appearing at the individual level but not consistently at the team or organizational level. Rebecca acknowledges that there is a possible future where AI creates abundance and healthier work life balance. However, she does not believe current evidence strongly supports that outcome in the near term. She does see promising examples of organizations using AI to amplify collaboration and cross functional work. These examples remain rare but signal that a more human centered future is possible. She is cautiously hopeful but not convinced that the most optimistic scenario will unfold automatically. Robin notes that time horizons for prediction have shortened dramatically. Rebecca agrees and says that six months feels like a reasonable forecasting window in the current environment. She observes that the best leaders are setting thresholds for experimentation and failure. Pilots and proofs of concept should fail at a meaningful rate if organizations are truly exploring. Shorter feedback loops allow organizations to learn quickly rather than over commit to fragile long term assumptions. Robin shares a formative story from growing up in his father's small engineering firm, where he was exposed early to office systems and processes. Later, studying in a Quaker community in Costa Rica, he experienced full consensus decision making. He recalls sitting through extended debates, including one about single versus double ply toilet paper. As a fourteen year old who would rather have been climbing trees in the rainforest, the meeting felt painfully misaligned with his energy. That experience contributed to his lifelong desire to make work and collaboration feel less draining and more intentional. The story reinforces the broader theme that poorly designed meetings can disconnect people from purpose and engagement. 28:31 Leadership vs. Tribal Instincts Rebecca explains that much of dysfunctional meeting behavior is rooted in tribal human instincts. People feel loyalty to the group and show up to meetings simply to signal belonging, even when the meeting is not meaningful. This instinct to attend regardless of value reinforces bloated calendars and performative participation. She argues that effective meeting design must actively counteract these deeply human tendencies. Without intentional structure, meetings default to social signaling rather than productive collaboration. Rebecca emphasizes that leadership plays a critical role in changing meeting culture Leaders must explicitly give employees permission to leave meetings when they are not contributing. They must also normalize asynchronous work as a legitimate and often superior alternative. Without that top down permission, employees will continue attending out of fear or habit. Meeting reform requires visible endorsement from those with authority. Power dynamics and pushing back without positional authority Robin reflects on the power of writing a book on meetings while still operating within a hierarchy. He asks how individuals without formal authority can challenge broken systems. Rebecca responds that there is no universal solution because outcomes depend heavily on psychological safety. In organizations with high trust, there is often broad recognition that meetings are ineffective and a desire to fix them. In lower trust environments, change must be approached more strategically and indirectly. Rebecca advises employees to lead with curiosity rather than confrontation. Instead of calling out a bad meeting, one might ask whether their presence is truly necessary. Framing the question around contribution rather than judgment reduces defensiveness. This approach lowers the emotional temperature and keeps the conversation constructive. Curiosity shifts the tone from personal critique to shared problem solving. In psychologically unsafe environments, Rebecca suggests shifting enforcement to systems rather than individuals. Automated rules such as canceling meetings without agendas or without sufficient confirmations can reduce personal friction. When technology enforces standards, it feels less like a personal attack. Codified rules provide employees with shared language and objective criteria. This reduces the perception that opting out is a rejection of the person rather than a rejection of the structure. Rebecca argues that every organization should have a clear and shared definition of what deserves to be a meeting. If five employees are asked what qualifies as a meeting, they should give the same answer. Without explicit criteria, decisions default to habit and hierarchy. Clear rules give employees confidence to push back constructively. Shared standards transform meeting participation from a personal negotiation into a procedural one. Rebecca outlines a two part test to determine whether a meeting should exist. First, the meeting must serve one of four purposes which are to decide, discuss, debate, or develop people. If it does not satisfy one of those four categories, it likely should not be a meeting. Even if it passes that test, it must also satisfy one of the CEO criteria. C refers to complexity and whether the issue contains enough ambiguity to require synchronous dialogue. E refers to emotional intensity and whether reading emotions or managing reactions is important. O refers to one way door decisions, meaning choices that are difficult or costly to reverse. Many organizational decisions are reversible and therefore do not justify synchronous time. Robin asks how small teams without advanced tech stacks can automate meeting discipline. Rebecca explains that many safeguards can be implemented with existing tools such as Google Calendar or simple scripts. Basic rules like requiring an agenda or minimum confirmations can be enforced through standard workflows. Not all solutions require advanced AI tools. The key is introducing friction intentionally to prevent low value meetings from forming. Rebecca notes that more advanced AI tools can measure engagement, multitasking, or participation. Some platforms now provide indicators of attention or involvement during meetings. While these tools are promising, they are not required to implement foundational meeting discipline. She cautions against over investing in shiny tools without first clarifying principles. Metrics are useful when they reinforce intentional design rather than replace it. Rebecca highlights a subtle risk of automation, particularly in scheduling. Tools can be optimized for the sender while increasing friction for recipients. Leaders should consider the system level impact rather than only individual efficiency. Productivity gains at the individual level can create hidden coordination costs for the team. Meeting automation should be evaluated through a collective lens. Rebecca distinguishes between intrusive AI bots that join meetings and simple transcription tools. She is cautious about bots that visibly attend meetings and distract participants. However, she supports consensual transcription when it enhances asynchronous follow up. Effective transcription can reduce cognitive load and free participants to engage more deeply. Used thoughtfully, these tools can strengthen collaboration rather than dilute it. 41:35 Maker vs. Manager: Balancing a Day Job with a Book Launch Robin shares an example from a webinar where attendees were asked for feedback via a short Bitly link before the session closed. He contrasts this with the ineffectiveness of "smiley face/frowny face" buttons in hotel bathrooms—easy to ignore and lacking context. The key is embedding feedback into the process in a way that's natural, timely, and comfortable for participants. Feedback mechanisms should be integrated, low-friction, and provide enough context for meaningful responses. Rebecca recommends a method inspired by Elise Keith called Roti—rating meetings on a zero-to-five scale based on whether they were worth attendees' time. She suggests asking this for roughly 10% of meetings to gather actionable insight. Follow-up question: "What could the organizer do to increase the rating by one point?" This approach removes bias, focuses on attendee experience, and identifies meetings that need restructuring. Splits in ratings reveal misaligned agendas or attendee lists and guide optimization. Robin imagines automating feedback requests via email or tools like Superhuman for convenience. Rebecca agrees and adds that simple forms (Google Forms, paper, or other methods) are effective, especially when anonymous. The goal is simplicity and consistency—given how costly meetings are, there's no excuse to skip feedback. Robin references Paul Graham's essay on maker vs. manager schedules and asks about Rebecca's approach to balancing writing, team coordination, and book marketing. Rebecca shares that 95% of her effort on the book launch was "making"—writing and outreach—thanks to a strong team handling management. She devoted time to writing, scrappy outreach, and building relationships, emphasizing giving without expecting reciprocation. The main coordination challenge was balancing her book work with her full-time job at Asana, requiring careful prioritization. Rebecca created a strict writing schedule inspired by her swimming discipline: early mornings, evenings, and weekends dedicated to writing. She prioritized her book and full-time work while maintaining family commitments. Discipline and clear prioritization were essential to manage competing but synergistic priorities. Robin asks about written vs. spoken communication, referencing Amazon's six-page memos and Zandr Media's phone-friendly quick syncs. Rebecca emphasizes that the answer depends on context but a strong written communication culture is essential in all organizations. Written communication supports clarity, asynchronous work, and complements verbal communication. It's especially important for distributed teams or virtual work. With AI, clear documentation allows better insights, reduces unnecessary content generation, and reinforces disciplined communication. 48:29 AI and the Craft of Writing Rebecca highlights that employees have varying learning preferences—introverted vs. extroverted, verbal vs. written. Effective communication systems should support both verbal and written channels to accommodate these differences. Rebecca's philosophy: writing is a deeply human craft. AI was not used for drafting or creative writing. AI supported research, coordination, tracking trends, and other auxiliary tasks—areas where efficiency is key. Human-led drafting, revising, and word choice remained central to the book. Robin praises Rebecca's use of language, noting it feels human and vivid—something AI cannot replicate in nuance or delight. Rebecca emphasizes that crafting every word, experimenting with phrasing, and tinkering with language is uniquely human. This joy and precision in writing is not replicable by AI and is part of what makes written communication stand out. Rebecca hopes human creativity in writing and oral communication remains valued despite AI advances. Strong written communication is increasingly differentiating for executive communicators and storytellers in organizations. AI can polish or mass-produce text, but human insight, nuance, and storytelling remain essential and career-relevant. Robin emphasizes the importance of reading, writing, and physical activities (like swimming) to reclaim attention from screens. These practices support deep human thinking and creativity, which are harder to replace with AI. Rebecca uses standard tools strategically: email (chunked and batched), Google Docs, Asana, Doodle, and Zoom. Writing is enhanced by switching platforms, fonts, colors, and physical locations—stimulating creativity and perspective. Physical context (plane, café, city) is strongly linked to breakthroughs and memory during writing. Emphasis is on how tools are enacted rather than which tools are used—behavior and discipline matter more than tech. Rebecca primarily recommends business books with personal relevance: Adam Grant's Give and Take – for relational insights beyond work. Bob Sutton's books – for broader lessons on organizational and personal effectiveness. Robert Cialdini's Influence – for understanding human behavior in both professional and personal contexts. Her selections highlight that business literature often offers universal lessons applicable beyond work. 59:48 Where to Find Rebecca The book is available at all major bookstores. Website: rebeccahinds.com LinkedIn: Rebecca Hinds  

Let's welcome back to the Georgia Songbirds, local singer-songwriter Thomas Hinds. Thomas came back on the show to catch up and let us know what he's been up too. It's been a few years since he was on so we had alot to talk about. We talked about his new music, poetry, Taylor Guitars, and so much more. He even played us a few songs and did the 1st Behind the Music. So pull up a seat and listen in to our conversation.

Is This Thing On? is a 2025 American comedy-drama film directed by Bradley Cooper, who co-wrote the screenplay with Will Arnett and Mark Chappell. It is loosely based on the life of English comedian John Bishop, who was given a story credit. It stars Arnett, Laura Dern, Cooper, Andra Day, Amy Sedaris, Sean Hayes, Christine Ebersole, and Ciarán Hinds.Described as a comedy of remarriage, Is This Thing On? premiered as the closing film of the 2025 New York Film Festival on October 10 and was released in the United States by Searchlight Pictures on December 19. It received mostly positive reviews from critics, with the performances of Arnett and Dern and the direction of Cooper singled out for praise. Hosted on Acast. See acast.com/privacy for more information.

Dr. Rebecca Hinds, author of Your Best Meeting Ever, shares how to waste less time and get things done -- togetherSee omnystudio.com/listener for privacy information.

Are your meetings actually moving work forward or just filling your calendar? It's natural for new managers to lean on meetings as a go-to leadership tool. But more meetings don't mean better leadership. The fix isn't running better agendas; it's redesigning which meetings should exist in the first place. In this episode, Dr. Rebecca Hinds, Stanford PhD, founder of Asana's Work Innovation Lab, and author of Your Best Meeting Ever, shares her seven product design principles for fixing broken meetings. You'll learn the 4D-CEO test that tells you whether a meeting even deserves to exist, why brainstorming sessions are probably backfiring, and how a full calendar cleanse (aka "Meeting Doomsday") can reclaim massive amounts of time for your team. Plus, practical strategies for new managers who feel trapped in back-to-back meetings they didn't create. Whether you're leading a team of two or twenty, this episode will transform how you think about meetings—from a necessary evil to a well-designed product that actually moves work forward. Follow The Made Leader for more leadership insights and strategies. For links mentioned, visit www.growthsignals.co Connect with Dr. Rebecca Hinds: LinkedIn: linkedin.com/in/rebecca-hinds Website: rebeccahinds.com Connect with Jen: LinkedIn: linkedin.com/in/jenparnold Website: growthsignals.co  

Too many meetings. Too little impact. In this episode of Inspirational Leadership, Kristen Harcourt is joined by Rebecca Hinds, organizational behavior expert and author of Your Best Meeting Ever, to unpack why meetings feel broken — and how leaders can fix them. Rebecca shares a practical framework for deciding which meetings should exist, how to design meetings that actually drive decisions and alignment, and why collaboration — not busyness — is the real driver of performance. This conversation is a must-listen for leaders, managers, and professionals who want fewer meetings, better collaboration, and more meaningful work. In this episode, you'll learn: Why most meetings fail before they even start The 4D + CEO Test to decide if a meeting is necessary When meetings should be async instead How collaboration culture impacts performance Why one-on-one meetings matter more than ever Practical ways to reclaim your calendar About the guest: Rebecca Hinds is a leading expert on organizational behavior and the future of work. She holds a PhD from Stanford, founded Asana's Work Innovation Lab, and leads the Work AI Institute at Glean.

After a Super Smash-induced hiatus, the Hallyburton Johnstone Shield returns to the Eden Park outer oval. The Auckland Hearts are set to take on the Central Hinds in the first of two matches today, and will hope to hit the ground running with a strong performance. Fast bowler for the Hearts, Bree Illing joined D'Arcy to preview the test. LISTEN ABOVE See omnystudio.com/listener for privacy information.

In this episode of The Burleson Box, Dr. Dustin Burleson sits down with Rebecca Hinds, PhD, to explore a topic that affects every practice, every business, and every team: the meeting culture you've inherited, and the meeting culture you're choosing to tolerate.Rebecca opens with one of the most memorable details from her book: dysfunctional meetings were once documented as an intentional sabotage tactic during World War II. The point is not to make you paranoid about your calendar. The point is that the behaviors that waste time in meetings are remarkably consistent, and most people do not need convincing that meetings are broken. They already feel it.From there, Rebecca makes the case for a complete shift in how leaders think about meetings. Her premise is that meetings should be treated like products. They are where decisions get made, priorities get set, and culture gets built or broken, yet they are rarely designed with intention. Organizations often obsess over optimizing everything except the mechanism that dictates how work actually moves. When you treat a meeting like a product, you stop scheduling by habit and start designing for the user, the people in the room who are giving you their time, their focus, and their judgment.One of the most practical concepts we cover is “Meeting Doomsday,” a 48-hour calendar reset where recurring meetings get deleted and employees rebuild their calendars from scratch. The power of this approach is psychological. Traditional meeting audits cause people to defend existing meetings because there's social pressure, guilt, and fear of offending someone. Doomsday creates a clean slate, and what Rebecca finds is that most of the time savings come from redesigning meetings, not only canceling them. Meetings shrink. Attendee lists tighten. Formats become clearer. Small improvements compound fast, and teams stop carrying old meetings forward simply because they've always been there.Rebecca also explains why managers suffer the most from unproductive meeting load. Her research shows unproductive meetings have increased since 2019, and managers have experienced the biggest jump. The reason is structural. Meetings are often a symptom of a broken communication system. When people do not know where work lives, where decisions get documented, or how to move projects forward asynchronously, managers end up funneling information upward and distributing clarity downward. They become the human router for dysfunction, and the calendar becomes the penalty.To help leaders respond, Rebecca introduces the concept of meeting minimalism. Great products are minimalist by design, clear, purposeful, and free of clutter. Meetings should follow the same discipline. She encourages leaders to apply minimalism across four dimensions: meeting length, agenda items, attendees, and frequency. Even a small shift, such as running a 25-minute meeting instead of a 30-minute meeting, can force a team to design with intention instead of letting work expand to fill time. She also shares why standing meetings tend to run shorter and can change behavior in the room by reducing territorial dynamics.We also get into a theme that most leaders underestimate: meetings are deeply human. Rebecca talks about the value of injecting delight, moments of joy and surprise, into meetings, especially in a world where so much of work has become mediated by technology. A small unexpected shout-out, a personal story, or a simple ritual can change how people experience collaboration. These touches do not need to be cheesy. They need to be memorable.A major highlight of the episode is Rebecca's breakdown of agendas. Many leaders assume agendas automatically improve meetings, but her research points to a more honest truth: agendas only work when they're designed well. Too often, agenda items are recycled, vague, and structured like a laundry list. Rebecca's favorite fix is deceptively simple. Convert each agenda item into a verb and a noun. That shift forces clarity. It also makes it obvious when an item is complete, which helps meetings end on time and decisions actually land.Finally, we talk measurement. Rebecca explains why meeting metrics are tricky, because people are conditioned to assume meetings are inherently bad, which makes traditional feedback systems unreliable. Her recommendation is ROTI, Return on Time Investment, a simple 0–5 score that helps leaders understand whether the meeting was worth the time. When paired with one follow-up question about how to improve by one point, ROTI becomes a lightweight system for continuous improvement rather than a complaint box.If you lead a practice, run a department, manage a team, or simply want your calendar to stop owning your week, this episode will change the way you think about meetings. You'll walk away with principles you can apply immediately, without software, without bureaucracy, and without turning your team into meeting accountants.Resources Mentioned in this Episode:Your Best Meeting Ever by Rebecca Hinds, PhDSimple Sabotage Field Manual (OSS / WWII)Steven Rogelberg's research on why agendas only help when they're designed wellElise Keith and the concept of ROTI (Return on Time Investment)Ted Lasso as a cultural example of using small moments of delight to shift meeting culture Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send us a textAbout This EpisodeThis episode rethinks meetings from the ground up with organizational behavior expert Dr. Rebecca Hinds. Instead of accepting packed calendars as productive, the conversation reframes meetings as products that should be intentionally designed to create decisions, healthy debate, development, and real progress. Using product design principles, you'll learn how to cut meeting overload, move status updates to async tools, and use simple structures and signals to measure whether a meeting is truly worth the time. The result is a bold new way to collaborate: fewer, shorter, sharper meetings that improve focus, decision quality, and human connection at work. About Rebecca HindsRebecca Hinds is the author of Your Best Meeting Ever. She is a leading expert on organizational behavior and the future of work. She holds a BS, MS, and PhD from Stanford University. Rebecca founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to conducting cutting-edge research on the future of work. Additional ResourcesWebsite: rebeccahinds.comLinkedIn: @RebeccaHindsSupport the show-------- Stay Connected www.leighburgess.com Watch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgess Follow Leigh on LinkedIn: @LeighBurgess Sign up for Leigh's bold newsletter

How to design meetings with purpose so they actually move work forward.Meetings are a necessary part of work. But for many people, they're also a major source of frustration. According to Rebecca Hinds, meetings don't have to feel like a drain—better meetings start when we stop treating them as a default and start designing them with intention.Hinds is the author of Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done, and a future-of-work expert who founded the Work Innovation Lab at Asana and the Work AI Institute at Glean. She argues that the problem isn't meetings themselves, but the sheer number of poorly designed ones, and by being more thoughtful about what actually deserves synchronous time, teams can redesign how they communicate in the workplace “Meetings are the most important product in our entire organization, and yet they're also the least optimized,” she says. “The first step is recognizing we need to be much more intentional about how we're designing meetings.”In this episode of Think Fast, Talk Smart, Hinds and host Matt Abrahams discuss why meetings so often go wrong—and what it takes to make them work. Whether you're leading a team, trying to protect focus time, or simply hoping to spend less of your week in calendar invites, Hinds offers practical frameworks for designing meetings with purpose so they become a tool people actually value.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Rebecca HindsRebecca's Book: Your Best Meeting EverEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings Ep.125 Making Meetings Meaningful Pt. 2: Key Ingredients for Effective Meetings Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:42) - Why Meetings Feel Broken (02:57) - The Default-To-Meeting Problem (03:50) - Treat Meetings Like A Product (05:10) - Meeting Doomsday Reset (06:40) - The 4-DCEO Test (08:43) - Designing Better Meetings (10:05) - Creating a Meeting Agenda (12:58) - Context And Meeting Fatigue (14:06) - Memo-First Meetings (16:11) - The Final Three Questions (21:02) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is sponsored by Strawberry.me. Get 50% off your first coaching session today at Strawberry.me/tftsJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be.

In this hard-hitting segment of The Clay Edwards Show, Clay breaks down the latest twist in the Saint Patrick's Day mass shooting saga from downtown Jackson. Just days after being cleared when a Hinds County grand jury failed to indict them on murder and aggravated assault charges in the death of Cortez George, one of the McLeod brothers is back in custody. Marquavius McLeod, previously locked up alongside his brother Michael (a former UMMC cop), was arrested by Hinds County Sheriff Tyree Jones on a fresh charge: being a convicted felon in possession of a firearm. Clay calls it a classic case of "f*** around and find out," questioning the original release and the evidence in the chaotic shooting where firing into a crowd allegedly hit innocents. He extends an invite to the family for their side but slams Hinds County's justice system for dropping the ball, contrasting it with stricter enforcement in Rankin and Madison Counties. With unfiltered takes on accountability and two-tiered justice—white vs. black suspects—Clay doesn't hold back, proving why Hinds might be the spot to "get away with it" if you're bold enough. Raw reality radio, no sugar added.

The Great Christian Classics Series  We are reading through a few of the great Christian classics, beginning with the popular allegory Hinds' Feet on High Places by Hannah Hurnard.  Our guest Host is Ms. Ahnna L. Giorgis, a devoted Christian,  mother of 4, and English Literature teacher at North Carolina Central University in Durham, North Carolina. 

If meetings are draining your energy, killing momentum, and stealing your calendar — you're not imagining it. They're broken. And they're costing us trillions. In this episode of This Is Woman's Work, Nicole is joined by Dr. Rebecca Hinds, organizational behavior expert, Stanford PhD, and author of Your Best Meeting Ever, to expose why meetings are one of the most expensive, overlooked products inside any organization — and how to fix them. We get into: Why bad meetings are literally an old-school sabotage tactic (thanks, WWII) The real cost of ineffective meetings — and who pays the highest price The 4D CEO Test for deciding if a meeting should exist at all Why status updates don't belong in meetings (ever) The science behind why meetings over 8 people stop working How to measure meetings by return on time invested Why you don't need fewer meetings — you need better ones And how to influence meetings even when you're not the one in charge This conversation is part wake-up call, part permission slip, and part playbook for anyone done pretending “this is just how work works.” Meetings aren't neutral. They shape culture, power, and whose work gets seen — so if your meetings are broken, your organization is too. The good news? You don't need more authority to change them — just more intention. Thank you to our sponsors! Sex is a skill. Beducated is where you learn it. Visit https://beducate.me/bg2602-womanswork and use code womanswork for 50% off the annual pass. Connect with Rebecca Website: https://www.rebeccahinds.com/  LI: https://www.linkedin.com/in/rebecca-hinds/  Related Podcast Episodes: Leadership Unblocked (The Hidden Beliefs Sabotaging Your Ability To Lead) with Muriel M. Wilkins | 367 The Sixth Level Of Leadership with Dr. Stacy Feiner | 236 The 3 N's - Negotiation, Networking & No with Kathryn Valentine | 327 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform!

IN EPISODE 260:We have too many meetings and not enough clarity. In Episode 260, Rebecca Hinds is here to make meetings more intentional and effective. Using Rebecca's powerful meetings model, you'll learn what to cut, what to keep, and how to right-size your internal communications. From the rise of "digital twins" to measuring meeting ROI, this episode is packed with no-nonsense tips that will make your next meeting time well spent. ABOUT REBECCA HINDS:Rebecca Hinds founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to conducting cutting-edgeresearch on the future of work. Her research is consistently featured in top-tier publications and has appeared all across the popular press. She is the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.

"Golden Girls is just so good. It's been with me my entire life, and there were opportunities to do more than just a rewatch podcast. We could bring in historical stuff and the history of the show." - Patrick Hinds, Golden Girls Deep Dive podcastJoin hosts Sharon Johnson and Susan Lambert Hatem on 80s TV Ladies as they chat with the award-winning podcaster Patrick Hinds. Known for his work on Theatre People, Broadway Backstory, True Crime Obsessed, and The Golden Girls Deep Dive podcast, Patrick Hinds is a familiar name for fans of podcasting. In this episode, Hinds delves into his experiences creating podcasts, his episode walkthrough of The Golden Girls, and his journey from theater to true crime. He discusses working with Jennifer Simard, the impact of Golden Girls on the LGBTQ community, and his book 'Failure is Not, Not an Option.' Patrick also talks about working with Gillian Pensavalle on creating the True Crime Obsessed podcast. The conversation touches upon behind-the-scenes stories, the enduring appeal of The Golden Girls, getting hated on by Bea Arthur, and the importance of community and storytelling. Perfect for those who delight in 80s TV, podcasting, and theater.AUDIOOGRAPHYExplore the world of Patrick Hinds and his shows:Golden Girls Deep Dive Podcast True Crime Obsessed Podcast Get Patrick's book, Failure is Not, Not an Option Connect with Patrick at PatrickTours.com  Or at Instagram.com/patrickhindsFIND GOLDEN GIRLSOn Hulu or PhiloAlso YouTube and Apple TV For those interested in physical copies, DVDs are available through eBay, Walmart, and your local library.Dive into the beats of nostalgia and learn more about your favorite shows, actors, and the intricate stories behind them with the "80s TV Ladies" podcast!SPECIAL 8TL PROMO DEALSGet awesome sheets and pajamas at COZY EARTH.Use the promo code: 80STVLADIES. Happy Shopping!FEBRUARY 8TL DEALS BLOCK:Get your 80s TV Ladies deals and discounts:Cozy Earth bamboo sheets and pjs (41% Off)Old Glory iconic music, movies, TV and sports shirts (15% Off)

Are your meetings indistinguishable from 1940s wartime sabotage tactics? You're not alone. In this episode, Rebecca Hinds, author of Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done, reveals why corporate meetings have become the single most dysfunctional practice in modern organizations—and how to fix them. Brandon and Rebecca explore a radical idea: what if we treated meetings like products, applying the same design principles that make great products great? From "meeting doomsday" (a complete calendar reset) to Amazon's study hall approach, Rebecca shares actionable strategies that organizations like Slack, Dropbox, and Shopify have used to declare war on meeting bloat. You'll discover why double-booking has become a toxic badge of honor, how the visibility bias makes us associate presence with productivity, and why crowdsourcing your agenda using the "Dory method" can transform boring monologues into engaging collaboration. Rebecca also tackles the AI paradox—why more meeting bots might be making your meetings worse, not better—and shares the "iron rule" that every leader needs to embrace. If you've ever walked out of a meeting wondering what you just accomplished (or why you were even there), this episode is your blueprint for change. Don't miss Rebecca's insights on why meetings are the most important—and least optimized—product in your organization. KEY TIMESTAMPS 00:01 - Introduction and welcome to Rebecca Hinds 00:08 - Brandon introduces Rebecca's book Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done 00:24 - Rebecca explains why meetings are the most important yet least optimized product in organizations 00:58 - The fascinating 1943 OSS sabotage manual story: how wartime meeting sabotage tactics mirror modern corporate meetings 01:33 - Why we use meetings as a "lazy substitute for smart thinking and real work" 03:24 - The toxic "badge of honor" culture: why busyness in meetings signals importance but kills productivity 04:08 - What does it mean to treat meetings like a product? Introduction to the seven product design principles 04:18 - Meeting debt explained: How meetings accumulate technical debt just like software products 05:57 - Meeting Doomsday: The 48-hour calendar cleanse and complete reset strategy 06:13 - Case studies: How Slack, Dropbox, and Shopify implemented organization-wide calendar purges 08:05 - The IKEA effect: Why employee involvement in rebuilding calendars creates lasting change 26:15 - Amazon's study hall approach: How six-page memos and silent reading time revolutionize high-stakes meetings 27:19 - Fighting boring meetings: The Dory method for crowdsourcing agendas 27:37 - User-centric meeting design: Why the organizer and biggest talker are the most satisfied (and why that's a problem) 29:28 - The automation paradox: Why AI and meeting bots might be making bad meetings worse 29:57 - Calm technology: The right way to integrate AI into meetings without letting bots outnumber humans 32:12 - The iron rule of meetings: Treating attendees' time as more valuable than your own 33:39 - Where to find Rebecca's book and connect with her work 34:09 - Closing and final thoughts A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more Connect with Brandon Laws: LinkedIn | Instagram | About Connect with Xenium HR: Website | LinkedIn | Facebook | Twitter | Instagram | YouTube

There is a great opportunity to lead more effective and engaging team meetings. Jason is joined by author and organizational behavior specialist, Rebecca Hinds, for a profound conversation about elevating meeting culture. Jason is joined by leading expert on organizational behavior, Rebecca Hinds, PhD, for a tactical conversation on how to transform meetings from a reactive default into your most valuable organizational product. Please rate and review the podcast to help amplify these messages to others! Summary: In an era of chronic calendar bloat, how do high-performing teams regain their focus and drive results? In this episode of The Thermostat, Jason V. Barger sits down with Rebecca Hinds, PhD—founder of the Work Innovation Lab at Asana and the Work AI Institute at Glean—to discuss the "epidemic" of unproductive meetings. Rebecca challenges leaders to stop "spending" time and start "investing" it by treating every meeting as a carefully designed product intended to build culture and drive decision-making. Moving beyond typical time-management advice, Jason and Rebecca explore the psychology of the "meeting suck reflex" and the social pressures that keep dysfunctional meetings on the calendar. They introduce actionable frameworks like the "4D CEO Test" to determine if a meeting deserves to exist and the "Meeting Doomsday" strategy for resetting organizational habits. From the science of equal airtime to the strategic use of AI and analytics, this episode provides a blueprint for executives to optimize collaboration. Essential listening for C-suite leaders, managers, and anyone navigating the future of work, this conversation offers a fresh perspective on intentionality, corporate culture, and the art of the "Best Meeting Ever". Episode Notes & Timestamps: Intro: Jason introduces the core concept: meetings are the most important, yet least optimized, product in any organization. Meet Rebecca Hinds: An introduction to Rebecca's background at Stanford, Asana, and Glean, and how her career as a competitive swimmer shaped her view of high-performing teams. Meetings as a Product: Rebecca explains why we must apply product development principles—like user-centric design—to our internal communication. The "Meeting Doomsday" Reset: A deep look at the radical strategy of deleting all recurring meetings to rebuild a more intentional and productive calendar. The Jolt of Intentionality: Why changing a meeting from 30 minutes to 27 minutes can shift a team's mindset from the status quo to active engagement. Minimalist Design: Rebecca outlines four dimensions for leaner meetings: length, attendee list (the "stakeholders vs. spectators" rule), agenda items, and frequency. Measuring Effectiveness: How to use return on time investment (ROTI) and AI analytics to track speaking balance and multitasking. The 4D CEO Test: A two-part filter to determine if a meeting is necessary: Does it Decide, Debate, Discuss, or Develop? Is it Complex, Emotional, or a "One-Way Door"? The Future of Work: Jason and Rebecca discuss the importance of intentionality and "fresh starts" when designing corporate culture for 2026. Key Takeaways for Leaders: User-Centric Meetings: Design meetings for the attendees' needs, not just for the organizer's convenience or for those who talk the most. The Power of the Reset: Periodically "cleanse" your communication stack to eliminate outdated social contracts and unproductive habits. Strategic Communication: Use synchronous meetings for complex, high-stakes, or emotionally intense topics; use digital tools for everything else. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/best-meeting-ever-rebecca-hinds/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective!  Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

Rebecca Hinds, Ph.D., is one of the clearest voices I've seen on organizational behavior and the future of work, and this conversation is going to help a lot of leaders. Her brand-new book, Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done, is a research-backed blueprint for fixing the meetings that are draining your calendar, your energy, and your team's momentum. Rebecca earned her B.S., M.S., and Ph.D. from Stanford University, where her research focused on how emerging technologies, including collaboration tools and AI, are reshaping the way we work. From 2022 to 2025, she founded and led the Work Innovation Lab at Asana, exploring practical, research-driven solutions to modern workplace challenges. In 2025, she launched the Work AI Institute at Glean, partnering with leading experts to help organizations translate AI into better collaboration and real execution. If you have ever left a meeting thinking, “That could've been an email,” or “We just lost an hour and gained nothing,” this episode is for you. Rebecca challenges outdated playbooks and gives you a better way to meet, lead, and get things done. Plus, grab your FREE Launch Your Dare Planning System at idareyoupod.com—the worksheets based on Dr. Benjamin Hardy's Future Self framework. Connect with Rebecca: Website: www.rebeccahinds.com

Rebecca Hinds is a leading expert on organizational behavior and the future of work. She earned her BS, MS, and PhD from Stanford University, and founded the Work Innovation Lab at Asana as well as the Work AI Institute at Glean, first-of-their-kind corporate think tanks dedicated to cutting-edge research on the future of work. Her research is consistently featured in top-tier publications and has appeared in Harvard Business Review, The New York Times, The Wall Street Journal, Forbes, Fast Company, Wired, TIME, CNBC, Bloomberg, and the Washington Post, among others. And most recently, Rebecca is the author of the book, Your Best Meeting Ever. In this episode we discuss the following: At a time when our calendars are packed with meetings, Rebecca reminds us that meetings shouldn't just happen—they should be designed. Her "Meeting Doomsday" experiment was interesting: a simple 48-hour calendar purge saved employees an average of 11 hours per month by forcing them to rebuild their schedules with intentionality. A few simple strategies can go a long way: treat our meetings like a product. Fight our instinct to add, and instead use the "Rule of Halves" to cut the duration and/or attendees by 50%. Measure our "Return on Time Investment" (ROTI) with simple post-meeting pulse checks. If we want to overcome organizational inertia and Parkinson's Law—where work expands to fill the time allotted—we have to stop using meetings as a knee-jerk default and start seeing them as our most expensive, yet least optimized, business asset. And then design them carefully.

We are reading Through Great Christian Classics.  We begin with the popular allegory Hinds Feet On High Places by Hannah Hurnard.  Our presenter is Ms. Ahnna L. Giorgis, a devoted Christian and English Literature teacher at North Carolina Central University in Durham, North Carolina.

Katrina takes Paige and Cynthia on a treasure hunt during this episode. They discuss finding treasure, stewarding treasure, and sharing treasure! Listen until the end as Katrina shares when Jesus showed her how He sees us as His treasure!

Your face is part of your personal brand whether you acknowledge it or not. People experience you visually before you say a word. Some dismiss makeup and skincare as vanity or assume it has nothing to do with their work. Others do it themselves without realizing how small missteps can distract from the impression they want to make. Either way, an important part of your brand is being left to chance.Osha Hinds has spent over a decade helping people show up with intention. She works with everyone from corporate professionals to brides and understands that makeup isn't about transformation for its own sake. It's about being deliberate with your image. That mindset, and the trust it requires, is what her career is built on. Her journey from aspiring fashion designer to landing at MAC Cosmetics after ten interviews taught her what it takes to build credibility when your work is immediately visible.In this episode of Branding Room Only, Paula and Osha break down why image matters for your brand, the common mistakes people make when doing their own makeup, and how to look prepared in five minutes before a video call. They also explore what it means to be trusted with someone's image, and why that principle extends beyond makeup into how you build a personal brand worth remembering.1:07 – Personal brand definition for Osha, three words that sum her up, the MLK Jr. quote she always references, and her go-to soca song4:23 – Osha's unexpected path from fashion design to makeup artistry10:22 – The pivotal “fake it till you make it” moment that changed Osha's career and confidence17:09 – How personal image communicates brand credibility before you ever speak20:39 – How makeup can empower you and why wearing it benefits you (even if you don't think it's necessary)25:25 – Biggest beauty mistakes people make and what they reveal about perception29:33 – Makeup prep recommendations for men and women (on and off-camera)36:04 – The misconception and truth about red lipstick39:30 – Basics that every professional and non-professional should have in their makeup toolkit46:35 – Quick makeup routine when you only have five minutes to get ready for a Zoom meeting48:50 – The four makeup items Osha and Paula would use for themselves in case of an emergency50:29 – How Osha helps those who struggle with their confidence and self-image52:51 – Spa days and 4DX movie theaters, a nasty truth about some water rides, and one of Paula's favorite Osha stories56:40 – The importance of being a good client and partner for your makeup artist59:50 – Why trust is vital to Osha's brand, the importance of communication, and how she does eyebrows differentlyMentioned In The Confidence Factor: How Makeup Impacts Your Personal Brand with Osha HindsConnect with Osha on InstagramSign up for Paula's Upcoming WebinarsConferences are an investment—make sure you maximize yours. My Engage Your Hustle™ Conference Playbook gives you the strategies to prepare, stand out, and follow up with impact. Get your copy today.This episode is brought to you by PGE Consulting Group LLC.PGE Consulting Group LLC empowers individuals and organizations to lead with purpose, presence, and impact. Specializing in leadership development and personal branding, we offer keynotes, custom programming, consulting, and stWe're starting off 2026 with a bang with my New Year's Intention and Goal Setting session on January 3rd, and then my new three-part series, LinkedIn Strategy for Lawyers: Build a Brand that Works for You, running January through March. Reserve your seat at paulaedgar.com/events.

In Johnny Cash International: How and Why Fans Love the Man in Black (University of Iowa Press, 2020), Michael Hinds and Jonathan Silverman examine transnational and translocal fandoms and the legacy of Johnny Cash beyond the United States. Hinds and Silverman explore Cash fandom through YouTube comments, fan pilgrimages to the American South, and other unique relationships to the Man in Black. Hinds and Silverman use ethnography, documentary, and fieldwork and discover the ways Cash transcends race, class, geography, and politics. Cash's identity as an American performer finds a way to inspire fans worldwide. Starting with their experiences with Cash fans in Norway and Northern Ireland, Hinds and Silverman expand their exploration into the legacy of Johnny Cash to show the ways fans use modern technology and real-world fan communities to create global fan sites and cultures. Hinds and Silverman's Johnny Cash International is a unique and thoughtful book into why fans love the Man in Black. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

In Johnny Cash International: How and Why Fans Love the Man in Black (University of Iowa Press, 2020), Michael Hinds and Jonathan Silverman examine transnational and translocal fandoms and the legacy of Johnny Cash beyond the United States. Hinds and Silverman explore Cash fandom through YouTube comments, fan pilgrimages to the American South, and other unique relationships to the Man in Black. Hinds and Silverman use ethnography, documentary, and fieldwork and discover the ways Cash transcends race, class, geography, and politics. Cash's identity as an American performer finds a way to inspire fans worldwide. Starting with their experiences with Cash fans in Norway and Northern Ireland, Hinds and Silverman expand their exploration into the legacy of Johnny Cash to show the ways fans use modern technology and real-world fan communities to create global fan sites and cultures. Hinds and Silverman's Johnny Cash International is a unique and thoughtful book into why fans love the Man in Black. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/music

After more than 1,000 days of conflict, Sudan's education system is in crisis, with an estimated eight million children currently out of school, the UN child rights agency, UNICEF, warned ahead of the International Day of Education marked on 24 January.According to its Sudan spokesperson, Eva Hinds, one in three schools has been damaged or destroyed, nearly 6,400 are closed nationwide, and around half of all school buildings are no longer functioning as classrooms, many having been repurposed as shelters for the displaced. Prolonged absence from school exposes children to heightened risks of child labour, exploitation and early marriage, particularly for girls. Ms. Hinds told UN News's Abdelmonem Makki from N'Djamena, Chad – after wrapping up a 10-day visit to Darfur – that denying education to so many threatens an entire generation and could undermine Sudan's recovery for decades to come. 

We are reading Great Christian Classics beginning with the very popular allegory Hinds' Feet On High Places by Hannah Hurnard. Our guest host is Ms. Ahnna L. Giorgis.  Ahnna is a devoted Christian, mother of 3, and Adjunct Professor of English Literature at North Carolina Central University in Durham, North Carolina.

We are reading Christian classics beginning with the popular allegory Hind's Feet on High Places by Hannah Hurnard.  Our guest host is Ms. Ahnna L. Giorgis.  She is a devoted Christian, mother of three children, and Adjunct Professor of English Literature at North Carolina Central University in Durham, North Carolina.

Rebecca Hinds holds a PhD from Stanford University and is the author of Your Best Meeting Ever. She is a leading expert on organizational behavior and joins the podcast to explore why meetings are hurting your organization more than helping.  Rebecca explains how, in their current format, meetings lead to wasted time and money. The solution, she argues, is treating meetings as if they were products – designed intentionally, measured regularly, and continuously improved. In this episode, Rebecca provides the "4D-CEO Test" for deciding whether a meeting should exist, explains how organizational culture influences "meeting debt," and gives tips for measuring return on time invested.  Resources:   LinkedIn: https://www.linkedin.com/in/rebecca-hinds/ Website: https://www.rebeccahinds.com/   Book: https://www.rebeccahinds.com/book 

When are meetings the best way to coordinate and make decisions and when do they make things worse?? How do you use the two-pizza rule to hold effective meetings and what happens when you start including too many people in a process?Rebecca Hinds is the head of the Work AI Institute at Glean and the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done, a book outlining the way to address one of the ways productivity is lost in organizations.Greg and Rebecca discuss the importance of intentionality in information flow within organizations, the common pitfalls of meeting culture, and practical strategies to improve meeting efficiency. Rebecca emphasizes the use of data and AI to measure meeting effectiveness and reduce 'meeting bloat', while sharing insights from her experiences at Asana and her studies on organizational collaboration. They also explore the evolving collaboration between HR and IT departments in the era of AI and the necessity for both tech and HR professionals to exchange and enhance their skills.*unSILOed Podcast is produced by University FM.*Episode Quotes:How ‘visibIlity bias' fuels endless meetings[07:28] We know that humans have a bias to associate presence with productivity. And so what I find to be often the case is people start to associate more meetings with more importance and status within the organization, and so when you're stuck and not sure how to make progress or you're worried about productivity, a meeting becomes a knee-jerk solution to solve that. You might not accomplish anything meaningful in the meeting, but at least you've sat together and shown that some progress or perceived progress was made. And so I think at the core of this, is this pervasive productivity theater that goes on in organizations, this visibility bias where we associate meetings with importance within the organization. There are a host of other problems, but at the core, I think that's the fundamental problem that we're dealing with.The pressure ingrained in our calendars and meeting cultures[09:37]  As soon as someone extends a meeting invite. They're establishing this social contract where you feel like you have to reciprocate. Even when we think about terminology around, it's a meeting invite. You either accept or you reject. You start to feel like you're not just rejecting the meeting, but rejecting the person. And it's taken very personally. AI tools can help reveal participation imbalances in meetings[22:59] If you're seeing that leaders are consuming 70%, 80% of the airtime, that's an opportunity to course correct and improve your meeting effectiveness. And often when it comes from an AI tool or an objective analytic tool, it's much more effectively received than a less powerful person trying to voice that takeaway in the meeting and try to veer influence that way.Are we socially conditioned to hate meetings?[28:48] Humans have what I call a meeting suck reflex, right? For a multitude of different reasons.When we hear the word "meeting," we have this negative, visceral reaction. So much so that you know when you're asked to evaluate your meetings in public versus private, you tend to rate your meetings much more negatively when you're around people in public as compared to privately, because we think that we should hate meetings. We've been socially conditioned to feel such, and there's few things that bond coworkers more quickly than bonding over a bad meeting that could have been a five-line email, right? And so to avoid that, assessing whether a meeting was worth your time helps to level set. Everyone has an intuitive sense of whether a meeting was worth their time. Is there something more productive they could have done with that time or not? And so that tends to be a good gauge for you as an organizer.Show Links:Recommended Resources:Asana, Inc.Parkinson's lawSteven RogelbergLaw of TrivialityAmazon's Two-Pizza TeamsROTIRobert I. SuttonGuest Profile:RebeccaHinds.comThe Work AI Institute at GleanLinkedIn ProfileSocial Profile on X for GleanGuest Work:Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

With guest Coshia Belvet, the show explores the realities behind the holidays from the teachers' perspectives. It highlights the need for teachers to work throughout the holidays to meet the demands of the curriculum, students' needs and external agencies. Whether or not there's a light at the end of the tunnel, or room for work life balanced was also discussed.

Hinds visita Cuerpos especiales para hablar del último tramo de su gira Viva Hinds y hablar de sus próximos proyectos. Además de este final de temporada, tienen dos conciertos en París como teloneras de Indochine y su plan es sacar nueva música este año.

Hinds visita Cuerpos especiales para hablar con Nacho García y Lalachús de la última parte de su gira Viva Hinds, Bertus le pone nota a la mañana de Reyes y Juan Sanguino nos pone al día del culebrón Ashley Tisdale, Hillary Duff y el grupo de madres tóxicas. Además, Alba Cordero habla de los discos que están por venir y los presentadores hablan de ir a la nieve en la sección a puro fomo.

Join Oscar nominated actor Ciarán Hinds as he remembers his friend - and ours - Seán Rocks who passed away in July. Ciarán will guide us through a selection of Seán's best Arena interviews from the last few years.

Join Oscar nominated actor Ciarán Hinds as he remembers his friend - and ours - Seán Rocks who passed away in July. Ciarán will guide us through a selection of Seán's best Arena interviews from the last few years. (For copyright reasons the full tracks performed during these interviews cannot be podcast)

AJ and Johnny sit down with Rebecca Hinds, author of Your Best Meeting Ever, to uncover why meetings aren't broken — they're just poorly designed. Rebecca shares how better meeting design can accelerate your career, increase visibility, and help you stand out as a leader in the AI era. They dive into how collaboration has quietly become a visibility trap, how to gain recognition without more airtime, and why treating meetings like a product can transform your influence, culture, and career. From managing “meeting suck reflex” to using AI responsibly, this episode offers a playbook for making every meeting meaningful — and finally reclaiming your time. Chapters:00:00 – Why meetings feel broken (and why they're not)05:00 – Collaboration overload and the visibility trap10:00 – Presence ≠ productivity: the illusion of busyness15:00 – How AI is reshaping collaboration and meaning at work20:00 – Designing your best meeting ever: rhythm, purpose, and focus25:00 – Declining pointless meetings without fallout30:00 – Using AI to build better meetings, not replace them 35:00 – The four D test: when a meeting actually deserves to exist40:00 – The visibility tax and remote work trade-offs45:00 – Building career leverage through better meeting design A Word From Our Sponsors Stop being over looked and unlock your X-Factor today at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠unlockyourxfactor.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  The very qualities that make you exceptional in your field are working against you socially.  Visit the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠artofcharm.com/intel ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠for a social intelligence assessment and discover exactly what's holding you back. If you've put off organizing your finances, Monarch is for you. Use code CHARM at ⁠⁠⁠⁠⁠⁠⁠⁠⁠monarch.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ in your browser for half off your first year.  Indulge in affordable luxury with Quince. Upgrade your wardrobe today at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠quince.com/charm⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for free shipping and hassle-free returns. Grow your way - with Headway! Get started at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠makeheadway.com/CHARM ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠and use my code CHARM for 25% off. Ready to turn your business idea into reality? Sign up for your $1/month trial at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠shopify.com/charm⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Need to hire top talent—fast? Claim your $75 Sponsored Job Credit now at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Indeed.com/charm⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. This year, skip breaking a sweat AND breaking the bank. Get your summer savings and shop premium wireless plans at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠mintmobile.com/charm⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Save more than fifty percent on term life insurance at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠SELECTQUOTE.COM/CHARM⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TODAY to get started  Curious about your influence level?  Get your Influence Index Score today! Take this 60-second quiz to find out how your influence stacks up against top performers at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠theartofcharm.com/influence⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Episode resources: Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done RebeccaHinds.com Check in with AJ and Johnny! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AJ on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Johnny on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AJ on Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Johnny on Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Art of Charm on Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Art of Charm on YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Art of Charm on TikTok⁠ meetings, collaboration, leadership, communication, productivity, visibility, AI at work, remote work, workplace culture, career growth, The Art of Charm Learn more about your ad choices. Visit megaphone.fm/adchoices

THIS IS A PREVIEW PODCAST. NOT THE FULL REVIEW. Please check out the full podcast review on our Patreon Page by subscribing over at - https://www.patreon.com/NextBestPicture For this week's second podcast review, Ema Sasic, Josh Parham, and Dan Bayer join me to discuss the latest film from Academy Award-nominee Bradley Cooper, "Is This Thing On?" starring Will Arnett, Laura Dern, Andra Day, Amy Sedaris, Sean Hayes, Christine Ebersole, Ciarán Hinds, and Cooper. Loosely inspired by the life of British comedian John Bishop, the film had its world premiere as the closing-night film at the New York Film Festival, receiving positive reviews for Cooper's restrained direction, the writing alongside co-writers Arnett and Mark Chappell, and the performances from Arnett and Dern. What did we think of it? Please tune in as we discuss these elements: the cinematography by Matthew Libatique, the stand-up comedy, Cooper's career trajectory as a director, its awards season chances, and more in our SPOILER-FILLED review. Thank you for listening, and enjoy! Check out more on NextBestPicture.com Please subscribe on... Apple Podcasts - https://itunes.apple.com/us/podcast/negs-best-film-podcast/id1087678387?mt=2 Spotify - https://open.spotify.com/show/7IMIzpYehTqeUa1d9EC4jT YouTube - https://www.youtube.com/channel/UCWA7KiotcWmHiYYy6wJqwOw And be sure to help support us on Patreon for as little as $1 a month at https://www.patreon.com/NextBestPicture and listen to this podcast ad-free Learn more about your ad choices. Visit megaphone.fm/adchoices

12.15.25 Amherst Super. Dr. Xiomara Herman—budgets, start time, and staff. Writers' Block w/ Megan Zinn & Karolina Zapal on the Book Reading Challenge. Easthampton Mayor Salem Derby—lean budgets and affordability. EMK Institute CEO Adam Hinds on polarization and the Filibuster.

Gay homosexuals Nick and Joseph review There Will Be Blood - a 2007 American epic period drama film written and directed by Paul Thomas Anderson, loosely based on the 1927 novel Oil! by Upton Sinclair. It stars Daniel Day-Lewis, Paul Dano, Kevin J. O'Connor, Ciarán Hinds, and Dillon Freasier.Additional topics include:The Boy Is Mine Tour - Brandy and MonicaSundance Film Festival accreditationIna Garten's Brownie PuddingTimothée Chalamet's "top-level shit"The death of Peter GreeneJoin us on Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/FishJellyFilmReviews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Want to send them stuff? Fish Jelly PO Box 461752 Los Angeles, CA 90046Find merch here: https://fishjellyfilmreviews.myspreadshop.com/allVenmo @fishjellyVisit their website at www.fishjellyfilms.comFind their podcast at the following: Anchor: https://anchor.fm/fish-jelly Spotify: https://open.spotify.com/show/388hcJA50qkMsrTfu04peH Apple Podcasts: https://podcasts.apple.com/us/podcast/fish-jelly/id1564138767Find them on Instagram: Nick (@ragingbells) Joseph (@joroyolo) Fish Jelly (@fishjellyfilms)Find them on Letterboxd: https://letterboxd.com/ragingbells/ https://letterboxd.com/joroyolo/Nick and Joseph are both Tomatometer-approved critics at Rotten Tomatoes: https://www.rottentomatoes.com/critics/nicholas-bell https://www.rottentomatoes.com/critics/joseph-robinson

Film maker Oliver McGoldrick and Ciarán Hinds tell Brendan about the inspiration behind their Oscar longlisted film Three Keenings.

11/17/25: Alex (Sasha) Werth: “On Loop—Black Sonic Politics in Oakland” and his multi-media book performance! Megan Zinn w/ Sacha Lamb, N.E. Book Award winner, on “The Forbidden Book.” Salem Derby stops by the studio on his way to being sworn in as Easthampton's Mayor. Adam Hinds, CEO, Edward Kennedy Inst. for U.S. Senate: the gov't shutdown, the filibuster & the future.

In The Wednesday Twilight Show with Michelle Hinds,  she explores what schools could look like if teacher engagement were the starting point,  not the afterthought. From leadership habits that spark motivation to stories of schools transforming through trust and purpose, this episode dives into how energised teachers create inspired learners.    

I recently had the honor of appearing as a guest on The Rob Maness Show, hosted by Colonel Rob Maness—a true American hero with over 32 years of service in the U.S. military, rising from enlisted ranks to full colonel. He's commanded bomber squadrons, handled bomb disposal, worked on the Joint Chiefs of Staff, and even authored the first theater nuclear war plan. If anyone knows about fighting for what's right and making tough decisions under pressure, it's Colonel Maness. We dove deep into a hot-button issue here in Mississippi: school choice, or as some call it, education freedom. As the host of The Clay Edwards Show on 103.9 WYAB in Jackson—Mississippi's most incendiary talk radio show and podcast—I was excited to bring my unfiltered perspective to the table, especially since the Colonel and I usually align on conservative issues, but this one's got some real friction.   The episode kicked off with Colonel Maness setting the stage, highlighting how school choice is a top priority for incoming Mississippi House Speaker Jason White. He played a clip from my own show where I was chatting with Jamie Smith, a 20-plus-year veteran educator turned insurance agent, about the realities of school choice. Jamie and I hammered home the point that if this is truly about the kids, we need to fix failing districts like Jackson Public Schools (JPS) and those in the Mississippi Delta instead of just gutting them by letting students bail to better areas. Why not start by addressing the root problems—poverty, lack of resources, and long bus rides that aren't feasible for Delta kids? We called out the conservative think-tankers and charter school investors who stand to profit big if school choice passes, often while their own kids are already in private schools. Let's be real: this isn't always about the children; sometimes it's about the money.   From there, the Colonel and I got into a respectful, no-holds-barred conversation—MAGA-style, marketplace of ideas, not shouting each other down. I made it clear right away: I'm not against choice entirely. In fact, I support about two-thirds of the typical school choice proposals. I'm fine with charter schools (even if I think the word "charter" only belongs in sentences about schools, whiskey, or NASCAR teams). I'm okay with money following the student for private options or homeschooling—hey, if you're paying taxes, you should have a say in how it's spent on education. I'd even love a tax credit for folks like me who don't have kids in school anymore (though I know that's a Hail Mary). But where I draw the line, and I made this my hill to die on, is the public-to-public transfer aspect. That's the 33% that's a non-starter for me.   I explained my "Jackson problem" in detail—without sugarcoating it, even if it risks sounding edgy in today's hyper-sensitive world. Jackson, our state's capital, is plagued by what I call "cultural rot" or "Democrat death culture," as my buddy Kim Wade puts it. It's a third-world Democrat hellhole where bad policies have led to sky-high crime, failing infrastructure, and schools that are beyond broken. Folks like me (I was one of the last to leave three years ago, basically turning out the lights) had to make huge sacrifices to escape it. I shared my personal story: after my nightclubs closed in 2010-2011, I hit rock bottom financially, lost everything, and had to move back in with my parents in Jackson with my daughter. We even had to legally relocate her to my grandmother's in Florence, Rankin County, just to get her into a better school district. It was humiliating, but that's the American way—pull up your bootstraps, make tough choices, downsize if needed, and move to safer, better communities like Brandon, Pearl, or Madison.   These suburbs in the tri-county area (Hinds, Madison, Rankin) are thriving because people chose discipline, law and order, and accountability. We don't want that cultural rot seeping in via public-to-public transfers, where Jackson parents can stay in their loosey-goosey, lawless environment (riding dirty with pot, shunning discipline) but send their kids to our schools. It's not racism—it's about preserving communities built on shared values. I pointed out how polls claiming 70-80% support for school choice are misleading; they're asking loaded questions like "Should parents have a say in their kids' education?" Of course, yes! But ask the real one: "Should kids from failing Jackson schools be bused to your suburb without the family moving?" The answer's a resounding no from conservatives and even Democrats I've talked to out here.   We touched on real-world examples: schools like Pearl using tag readers to catch Jackson parents faking addresses. I shared a conversation with a hardworking Jackson mom (a waitress with three jobs) who overheard me debating this—she cares deeply about her kids but can't physically shuttle them due to her schedule. Does she lack "skin in the game" just because she's grinding to make ends meet? That's the nuance think-tankers ignore. Colonel Maness brought up his own experience homeschooling his autistic son when public schools failed him, and we agreed on the need for tailored solutions, not one-size-fits-all policies like the disastrous busing he endured in Tennessee.   We also discussed incentives: why reward bad voting habits in Democrat strongholds? Fix JPS and the Delta first—incentivize teachers to move there (with 6,000+ vacancies statewide), offer relocation programs for families on assistance. I floated ideas like educational Uber vouchers for transportation if transfers happen, but emphasized prioritizing local kids and respecting district boundaries. On oversight, we debated accountability for public funds going to charters or privates—similar to Pell Grants or GI Bills—but private schools aren't lining up for government strings attached.   Things got intense when I shared stories of "culture rot" spillover: three Black teens from Jackson who recently moved to Northwest Rankin and got killed or shot a cop in separate incidents tied to "Democrat death culture." It's tragic, but it illustrates my fear—one bad apple can spoil the bunch, leading to pissing contests among impressionable kids. We can't cherry-pick "good" students or athletes (watch for NIL-style abuses in high school sports). Life isn't fair, and legislating equality feels like socialism to me—everyone doesn't deserve the same starting point; merit matters.   Democrats? Boots-on-the-ground ones in Jackson would love school choice if explained properly—it could boost property values and attract middle-class families. But their leadership clings to public schools like a lifeline. Even conservatives tied to think tanks or media push this as "Trump's agenda," but I called it out: Trump's out of touch here, as a billionaire with elite schools for his kids.   In the end, Colonel Maness and I agreed it's about the kids, not shoveling money to special interests. If public-to-public transfers are removed, I'd back the bill. But as is, it's a non-starter—Rankin County reps I've spoken to won't vote for it, fearing voter backlash (we've already seen candidates lose over it). We wrapped with a live question from California about positive inter-district transfers there, and I acknowledged the benefits but stressed our local context: community cohesion, merit over race, and protecting what works.   This was a fantastic, eye-opening discussion—proof that conservatives can debate respectfully without devolving into Democrat-style shutdowns. Big thanks to Colonel Maness for the platform; it's been too long since my last appearance. If you missed it, catch the full episode on World View Tube or X Spaces. Follow me @SaveJXN on all platforms for more on saving Jackson and holding politicians accountable. Let's keep the conversation going—Mississippi's kids deserve real solutions, not half-baked policies. What do you think? Hit me up!

A parish priest was found dead and a confession quickly came. But what the killer said happened and what the state pieced together were not the same thing and it would be up to a jury to decide if this was manslaughter or was it murder. This case is *solved*Podcast recommendation: Making of a Musician Thank you to today's sponsor Uncommon Goods. Find unique gifts and get 15% off at UncommonGoods.com/CRIMELINESEpisode update resources:Book about Mark Alan Smith: Legally Sane by Jon K. Hahn and Harold C. McKenneyIf you have any information on Terry Rasmussen, Pepper Reed, or Rea Rasmussen, please contact the New Hampshire Cold Case Unit at 800-525-5555 or email them at coldcaseunit@dos.nh.gov.Support the show!Get the exclusive show Beyond the Files plus Crimelines episodes ad free onSupercast: https://crimelines.supercast.com/Patreon: https://www.patreon.com/crimelinesApple Subscriptions: https://podcasts.apple.com/us/podcast/crimelines-true-crime/id1112004494 For one time support:https://www.basementfortproductions.com/supportLinks to all my socials and more:https://linktr.ee/crimelinesSources:2025 Crimelines Podcast Source List Transcript: https://app.podscribe.ai/series/3790If an exact transcript is needed, please request at crimelinespodcast@gmail.com Licensing and credits:Theme music by Scott Buckley https://www.scottbuckley.com.au/Cover Art by Lars Hacking from Rusty HingesCrimelines is a registered trademark of Crimelines LLC.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Audio from our public reading + NYC Anarchist Bookfair afterparty at Book Row! A celebration of the publication of Every Fire Needs a Little Bit of Help: A Decade of Rebellion, Reaction, and Morbid Symptoms from @PMPress.For the full reading support the show at http://patreon.com/theantifada And for a FREE copy of Jarrod's book, subscribe or upgrade your subscription to annual Antifada supterstars tier (a 16% discount!) more info: https://www.patreon.com/posts/fall-promotion-138957785Order of readers:Aristilde KirbyO.K. Fox Samantha Hinds Heatwave MagazineAntipolitika Journal Payton McCarty-SimasJarrod Shanahan Song: Chumbawamba - Give the Anarchist a Cigarette

MUSICRIP: Ex-Mastodon guitarist Brent Hinds has died at age of 51. Atlanta police say that Hinds was driving his Harley Davidson Wednesday night when the driver of a BMW SUV failed to yield while making a turn at the intersection of Memorial Drive and Boulevard and struck him. The Fulton County medical examiner's office confirmed Hinds's death to Atlanta TV station WANF this morning. https://loudwire.com/mastodon-brent-hinds-dead/ Bon Jovi's “Livin' on a Prayer” has surpassed two-million streams on Spotify.Millie Bobby Brown is a mom! The 21-year-old Stranger Things star and her husband, Jake Bongiovi, welcomed a daughter through adoption. They shared the baby news in a message to fans on Instagram. https://people.com/millie-bobby-brown-and-husband-jake-bongiovi-welcome-first-baby-together-8731794 Lil Nas X was arrested and hospitalized yesterday, after he was found wandering around Ventura Boulevard in nothing but his skivvies and a pair of cowboy boots. https://www.tmz.com/2025/08/21/lil-nas-x-hospitalized-possible-overdose/ NEW IN RECORD STORES AND STREAMING:Three Days Grace's Alienation includes "Mayday" and "Apologies," and sees original singer Adam Gontier rejoin the band.Deftones' 10th album is called Private Music.The Who's Live at the Oval 1971 is a previously unreleased concert.The Warning's Live From Auditorio Nacional, CDMX was recorded earlier this year in Mexico City. TVNetflix has dropped the first teaser trailer for Black Rabbit, a gripping limited series starring Jude Law and Jason Bateman. https://people.com/black-rabbit-trailer-jason-bateman-and-jude-law-11794409 Nicolas Cage is in talks for Season 5 of "True Detective". Cage is in talks for the lead role of Henry Logan, a New York detective on the case at the center of the new season, sources said. A rep for HBO declined comment.https://deadline.com/2025/08/nicolas-cage-true-detective-season-5-hbo-1236494884/ Erik Menendez was denied parole Thursday after more than 36 years behind bars for the 1989 murders of his parents. Menendez, now 54, appeared via videoconference at a nearly 10-hour hearing before the California Board of Parole Hearings, which cited concerns over his prison misconduct — including contraband cellphones and other violations — and ongoing risk to public safety. The board ruled he must serve at least three more years before becoming eligible again. Officials also noted that his brother, Lyle Menendez, is scheduled for a separate hearing the following day. Apple TV Plus is hiking its prices to $13 per month effective now. https://variety.com/2025/tv/news/apple-tv-plus-price-increase-streaming-subscription-1236494949/ Serena Williams is the latest celebrity to admit to using the GLP-1 weight-loss medication. https://www.today.com/health/womens-health/serena-williams-glp-1-weight-loss-rcna226141?taid=68a70e2b1c816e0001ca7f3c&utm_campaign=trueAnthem_manual&utm_medium=trueAnthem&utm_source=twitter MOVING ON INTO MOVIE NEWS:1. "Relay" (R) Trailer: A thriller starring Riz Ahmed as a corporate fixer who risks his life to protect a new client played by Lily James. She's on the run from a team led by Sam Worthington after coming into possession of evidence of an unlawful coverup. 2. "Honey Don't" (R) Trailer: Margaret Qualley plays a private investigator looking into some mysterious deaths tied to a shady church run by Chris Evans. It's directed by Ethan Coen and also stars Charlie Day and Aubrey Plaza. 3. "Eden" (R) Trailer (Limited): A survival thriller about three group of outsiders who settle on a remote island in 1929, only to discover that their greatest threat is each other. It's directed by Ron Howard and based on a true story. Jude Law and Vanessa Kirby just wanted to live in isolation, but their solitude is broken first by Daniel Bruhl and Sydney Sweeney, then by a baroness (Ana de Armas) who threatens to build a hotel on their island paradise. 4. "Splitsville" (R) (Limited) It opens nationwide on September 5th: Adria Arjona tells her husband she's been cheating and wants a divorce. But once their neighbors reveal the secret to their happiness is an open marriage . . . he crosses a line by having his own affair with Dakota Johnson. Glen Powell is taking himself out of the James Bond conversation. https://www.eonline.com/news/1421403/glen-powell-on-james-bond-casting-rumors AND FINALLY Is there a celebrity you absolutely CANNOT stand for petty reasons? People online are sharing their thoughts: https://www.buzzfeed.com/chelseastewart/disliked-celebs-for-petty-reasonsAND THAT IS YOUR CRAP ON CELEBRITIES!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.