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With someone as talented as football quarterback Aaron Rodgers, what kept his team, The Green Bay Packers, from winning the Super Bowl more than once? What does this football analogy have to do with business and leadership? Dr. Karen believes it has a lot to do with identifying your business MVPs and creating the right … The post How Are you Treating Your MVPs? first appeared on TRANSLEADERSHIP, INC®.

How Are the Mighty Fallen? - 9 May 2021 by BBC Potch

01:55 - Corey’s Superpower: Empathy * Finding Voice: You Are Not a Statistic * What does it mean to support Black lives? * Authentic Self * Having Conversations Around Allyship * Owning Vulnerability 09:06 - Having People Hear Your Stories * “How are you doing?” * “Me Too” Movement (https://en.wikipedia.org/wiki/Me_Too_movement) – learned something about self and blind spots in the process and the feedback was helpful 13:01 - Allyship Best Practices * Growth Mindset * Trusted Sidekicks; Augmenting Journies * Invisible Knapsack: How to recognize your white privilege — and use it to fight inequality (https://www.ted.com/talks/peggy_mcintosh_how_to_recognize_your_white_privilege_and_use_it_to_fight_inequality/transcript?language=en) (Peggy McIntosh) 19:04 - Developing Empathy * Watch Hamilton! When it comes to leadership, Aaron Burr was right — “Talk less, smile more” (https://medium.com/@mkvolm/when-it-comes-to-leadership-aaron-burr-was-right-talk-less-smile-more-bf1e18dbac7a) (Being Able to Hear vs Being Able to Listen) * Deep Canvassing – How to talk someone out of bigotry: These scientists keep proving that reducing prejudice is possible. It’s just not easy. (https://www.vox.com/2020/1/29/21065620/broockman-kalla-deep-canvassing) * Google Assistant Research; Inclusive Design * Empathy Mapping (From UX Design) – Building For Everyone: Expand Your Market With Design Practices From Google's Product Inclusion Team (https://www.amazon.com/Building-Everyone-Practices-Googles-Inclusion/dp/1119646227) * Empathy Can Combat Mis/Disinformation * Fearing What We Don’t Understand: Nas - Hate Me Now ft. Puff Daddy (https://www.youtube.com/watch?v=dKSJN3WWR3E) (song) | Lyrics (https://www.google.com/search?q=nas+you+can+hate+me+now&oq=nas+you+can+hate+me+now&aqs=chrome..69i57j46j0l3j0i22i30.4277j0j7&sourceid=chrome&ie=UTF-8#wptab=s:H4sIAAAAAAAAAONgVuLRT9c3LDYwLalINit6xOjJLfDyxz1hKYdJa05eY7Ti4grOyC93zSvJLKkU0uFig7KUuASkUDRqMEjxcaGI8Oxi0ktJTUsszSmJL0lMsspOttLPLS3OTNYvSk3OL0rJzEuPT84pLS5JLbLKqSzKTC5exCqUkViSqpCbqpCXX64AEQQAMkDXN6IAAAA) * Active Processing (psychology) (https://study.com/academy/answer/what-is-active-processing-in-cognitive-psychology.html) 36:03 - Using Tech + Policy For Good * Educating & Empowering People Online * Company and Community Values * Pipeline Investment and Early Exposure * Diversifying the Tech Policy Space / Manifestos? * Algorithmic Justice League (https://www.ajl.org/) * Virility * Clubhouse Is Worth $1 Billion Off the Backs of Black Folks. Now What? (https://verysmartbrothas.theroot.com/clubhouse-is-worth-1-billion-off-the-backs-of-black-fo-1846190868) Reflections: Arty: Centering around empowerment + asking, “How ARE you?” with the intention of listening. Chanté: We can’t outsource empathy. Corey: How the model of technology has shifted away from interest-based to follower-based and influencing. This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: ARTY: Hi, everyone. Welcome to Episode 230 of Greater Than Code. I am Artemis Starr and I'm here with my fabulous co-host, Chanté Thurmond. CHANTÉ: Hey, everyone and I had the great pleasure of introducing our guest of honor today, Corey Ponder. Welcome, Corey. COREY: Thank you. Thank you. Glad to be here. CHANTÉ: We're so glad to have you. If you don't mind, I'd love to read your bio so everyone knows who you are. COREY: Sounds great. CHANTÉ: Corey has over 10 years of work experience, he has had several roles across two industries and has also served in community organizations and nonprofits. At the core of each of these experiences is a passionate commitment to building community and developing people and programs. Corey most recently worked at Google serving as a senior policy advisor focused on privacy, advising product teams on best practices and approaches to inspire user trust. He also owns and manages his own business, em|PACT Strategies, a consulting firm that helps organizations build inclusive communities by prioritizing empathy as a skillset. Corey serves on boards of InnovatorsBox, a firm focused on creativity, and Youth Speaks, a nonprofit focused on youth arts and education. Great background. Corey, did we forget anything else? COREY: Well, I have to just because I am a lifetime SEC, Southeastern Conference, person, that I have to shout out Vanderbilt University, where I went for undergrad and then also, because I'm in California, I have to shout out University of California, Berkeley, where I went for my Master's in public policy. So those two things I would add. CHANTÉ: Those are great institutions for education. So good. Let's start off with the first question that we give everyone and that is: what is your superpower and how did you acquire it? COREY: Yes. I love this question. It gives me a chance to really nerd out. So I would say the first thing that comes up for me is empathy. When I think about empathy, I think about how superheroes, oftentimes exhibit qualities around being empathetic that we might look at as healing abilities, or the ability to regenerate themselves, or regenerate others, the stamina, or the fortitude, last, or survive in a space where there's a lot of things attacking them mentally and emotionally and able to persevere in spite of all of that. So I would say empathy is definitely the superpower that I have. I think when I step into spaces, I'm always thinking about what can I do to make other people feel more welcome, or feel more authentically themselves, which I feel like is the healing part. I feel like the regeneration piece is often me putting myself into positions where I don't like conflict, or seek it out, but I definitely feel like I put myself into spaces where I'm like, I want to support you and it might come at some risk to me, but I think I can bounce back from this. And then the stamina piece. I mean, none of this work, showing up for others even is not just a one-time thing and so, the consistency piece, I think, is something that I've really over time become more comfortable with just knowing that things might be protracted. People might need you for long periods of time and I'm here for it. CHANTÉ: So you said a few things here that really, I think, demonstrate the skillset for somebody who is in the diversity, equity, and inclusion space and I will bet that you probably didn't see that 10 years ago, or whenever you started down this journey. So if you wouldn't mind, I'd love to know how you got to this space now and I'll also add in, before you answer that question, that a lot of folks, BIPOC folks like us, we know what it's like to be othered. We know what it's like to be excluded. So I know for myself, I'm in the DEI space, but I'm just really curious. I did peek at your background, but just for folks who haven't or who don't have those quick fingers right now, they just want to hear your background, walk us through how you got here. COREY: Yeah, absolutely. So there are two inflection points. The first is I am a Black man so there are moments that I think about as a part of my growth as a Black boy and feeling like I had to grow up very fast to be taken seriously in whatever space that I was interested in to see the world from a perspective of hey, you really have to make sure that you're showing up and representing the person that you want to be because people will quickly ascribe something to you. This was a conversation that was permeating all around me so that when I got to college, there was an inflection point. The first one where I remember I was like, “I want to be a biologist and I might also go to medical school.” When I took lab for the first time, it was a moment where I realized like, oh man, despite all of the things that I have done, all of the things that are within my control, I studied hard. I was getting great grades. I was just woefully unprepared for that space of even just being in a lab and doing a titration. I was like, “What the heck is a titration? What is an Erlenmeyer flask?” I realized that in a lot of ways it was because I didn't have access to the resources, or the conversations, or nobody had even told me that I could do those things. I wasn't seen as somebody that could do those things and so it's like, I didn't know what I didn't know and I think that I really started doubting in many ways from that moment who I could be, what I felt like I needed to thrive in the spaces, what I felt like I was capable of in these spaces. It took me throughout college—great relationships and friendships, but also investment and resources around me to really find that voice that said, “Hey, actually, here's your story,” You're not this other narrative, this person that can't do it and you're not a statistic in a sense of a Black man that is x as opposed to a successful Black man. That was the first inflection point for me. Then I think the second was just having been at this point, maybe like 6, or 7 years working. I was at a moment at Facebook actually, where there was an increased conversation around what does it mean to support Black lives? Why are people talking about Black Lives Matter? In particular, during 2015, 2016, I forget specifically when, but Philando Castile and Alton Sterling were two Black men who were killed by police officers in different instances, in different cities, in different places, but within the same week. It was one of the first times that from a technology perspective, we were discussing this in an international way because it had been captured on Facebook Live. So there was this conversation around who are we as a part of this broader conversation? It was the second inflection point because it reminded me that was man, I am a Black man so even as I've done all of these things, I've been in careers, I've had these jobs and these opportunities where I've done things that I can be proud of, I'm still walking into this space the next day, after hearing about these instances and really feeling like I'm carrying something that I don't know how to speak to. I don't know how – I've never really talked to anybody about how it impacts the way that I am showing up in this space. So from there, I just made the commitment where I said, “I'm going to start trying to be more authentically myself. I'm going to start talking about all the parts of me that make me who I am.” I didn't have a plan for it; I just knew that I wanted to have those conversations. The interesting thing was I started having those conversations and people naturally, after I would talk to people, would say, “Well, what's next? What can I do to support you?” It really just made me think about the broader conversation around allyship. There's a broader conversation around what does it actually mean to show up for somebody and then I realized retroactively that there have been many examples, not only in my life, that people who have shown up for me that now I can pinpoint and look at as case studies, as data points, but also that I have naturally gravitated to doing that because of what I said earlier about the superpower of empathy. It has been something that I had always valued, even if I didn't know what it was, or what I was doing, or what it meant, but it was really important for me to see other people's stories because I knew how important it was for people to see mine. So those two inflection points really shaped how I viewed diversity, equity, and inclusion in my role, in the broader conversation. One, my own vulnerability with myself, but also two, how valuable it is to have people hear your story and validate who you are and your experience and how it's a part of a whole and how they see you. CHANTÉ: Yeah. ARTY: With stories like you mentioned being able to have this experience where you really understood what it meant to show up for someone. COREY: Yeah, absolutely. I'll give two stories. One was actually when someone showed up for me and I remember it was my boss actually shortly after the conversations, or at least what I mentioned earlier about Philando Castile and Alton Sterling. I just was having a really rough, it was a rough day. I mean, I was trying to show up business as usual was very much like, well, I have a job, I have meetings I have to go, and my boss asked me, “How are you doing?” That's a question you hear maybe a hundred times a day and it's also a question that feels like a rhetorical. I mean, you're supposed to say, “Good,” and keep it moving. I said that, but she really stopped me, told me like, “Hey, I'm asking because I really want to know and I have time. How are you doing?” I think just in that simple moment of making the space, creating an avenue for me to actually express a real truth, it just made me feel like wow, you didn't have to listen to my story. You didn't have to consider that I was something more than this a meeting I had to go to, or that I was more than this deliverable, or this project that I was working on. And you did. That meeting was, I, even years later, still to think about it because it was just like, wow, that meeting didn't have to happen that way. But I felt like this wasn't just my burden to bear after that question, or that conversation. The question that she asked and the conversation that followed. I think for me, showing up for others actually has been in this work—working through impact strategies and thinking through how do you actually show up as an ally. I've had a number of experiences. But in particular, there was one right around the decree, I would say the resurfacing of the Me Too movement and that conversation around sexual harassment in the workplace. There was an event, or a town hall, or an opportunity where I had a chance to really show up. I initially—and this is also a part of the failures piece—showed up to that very equally with the best of intentions and said, “Hey, what can I do to move this conversation forward?” Along the way, I remember realizing that oh man, in all of my eagerness to show up to this, I actually have silenced, or not included the voices that were probably most important to actually have this conversation. Women in particular, but also just thinking about in general, people who are survivors, or have been a victim of assault. So it was one of those moments where I took on feedback from people, some of my coworkers, colleagues, friends, I figured out a way to revamp the event, postponed the event so that I could do it the right way. And then I remember in the aftermath of that, seeing I learned something through that process about myself and also, the feedback that I received about the event afterwards was like, all right, this was a conversation where it really prompted people to think about a story that they haven’t thought about before—people who showed up to the event. Because I was helping organize it, showed up, and got something else out of it because I wasn't the only voice in the room. It was another moment where it was like, wow, this isn't necessarily my story, but I leaned in a little bit, or leaned in a lot in the beginning, learned a lot in the process about myself and even where my blind spots were within that entire process of learning in some ways helped tell a story that other people realized like, oh, wow, thanks for helping me see this narrative. CHANTÉ: That is so helpful. I feel like the times where I've had to show up as an ally and lean in to something that I didn't necessarily understand, really helped me to better articulate the needs I had as a Black identified woman, or as a Latino woman to say, “Hey, friend or colleague, you want to show up and help me. This is how you can help me,” Because I've learned from my own ouch moments like, oops, I shouldn't have done that and thankfully, somebody was gracious enough to share feedback in that moment, but many times, they're not. Do you have any best practices in terms of folks who want to show up, especially right now in this year, as an ally, they're very well-intentioned, well-meaning people, but they don't necessarily have somebody like an insider to give them the lay of the land, or to tell them where the real pain points are? COREY: Yeah, absolutely. Two things. The first thing is that to your point about the feedback, I think feedback is so critical and also, we have to recognize that for many communities, like you said, we're in the intersect. We are at the intersection of a lot of identities. I recognize that even though I am underrepresented as a Black person in many spaces, I also am in a privileged position because I'm a man. So I'm having to constantly examine those different nuances and intersections of my identity. Yet that also helps me understand that there's a lot of emotional labor in just showing up to be Black every day so, then sometimes, I might not have the energy, or might not have the capacity to give that feedback to somebody who was looking to be on their journey as an ally. The first thing that I would say is showing up for others is really, there's got to be a hunger, or a desire to actually grow and change. This idea of a growth mindset and it has to be separate from passively taking on the information, or the stories of others. I think once you have that, really having said, “I want to do this and I am motivated to do it.” Then I think the second thing is to go back to the superpower question from earlier, is I like to think about showing up for others as a trusted sidekick. So this model of thinking about you're not showing up to save the day, because that's also a lot of labor. Expecting to be the person to in the movie on a high note and be the person that walks down the aisle to get an award, or reward is not really the goal. But what it really is about is really understanding the stories of the people that you're playing in the same universe with and then figuring out what ways you can augment their journey. I think about three things that are a part of that, which is really those everyday moments. When I've had conversations through my work, oftentimes people are like, “Black lives matter. We need to March,” or “Gender equity. We need to dismantle capitalism.” It’s like, that is probably true and there are scholars out there that are speaking more deeply than I can ever speak to on that, but what about those moments that are outside of that? So you might say that Black lives matter,” and you might have the t-shirt, or you might step up in a forum and say, “Hey, I'm declaring that I believe in this cause,” but are you then actually including your coworker who was Black in the team lunches that happen every day that y'all just get together organically, but somehow that person is never on the organic chain? Or if you're thinking about gender equity and pay discrimination, that is a big thing, but also, are you actually making space and not taking up the room when you're in a meeting everyday being the person that has to get the last word, or are you making sure that everybody's opinions are on the table, including your women colleagues, or female colleagues are heard in the room? I think these are the everyday moments where we can show up as an ally. I think the second piece is thinking about these things that we have to confront about ourselves. It might be ugly or scary, but are necessary. We all have biases. We all are a product of certain privileges because we have identities that confer some amount of power to us and some type of favoritism to us. So if we're thinking about that, we have to really examine that how those show up and affect us. Peggy McIntosh wrote Unpacking the Invisible Knapsack, where she did a lot of research in this space, where the idea is that we carry this around and even if we don't acknowledge it, it's still there. This idea of it might be invisible to us, but you can imagine walking into a room with a big knapsack on not realizing that every time you turn left or right, you're hitting somebody with your privilege. So I think it's important to acknowledge that we have that backpack on whether we realize it, or not and it's affecting people whether we accept it, or not. And then the third thing is taking that next step of we have the positionality. So if you're talking about supporting from your identity, or from your perspective, you have some ability to influence change. Again, even if it's at a micro level. Because I'm a man, I have some privilege in the communities and spaces that I hold. Because of I’m a man, people are going to see me a certain way so then what I talk about what I represent, what I say, what I'm willing to advocate for is going to hold a different weight, whether that's right or wrong, it's going to hold a different weight than if a woman were to ask, or advocate for the same thing. So then what can I do to use that privilege in support of what that community might actually be asking for, or want? That might take a little discomfort on my part, but I guarantee it is way less uncomfortable than underrepresented groups having to advocate for their right to be seen, or heard, or validated in spaces. So those would be three things, I think you could do in that journey. CHANTÉ: Those are awesome things. The one that really resonates for me, too is just the empathy part because I feel like that is a core skill that we're going to need for the future of work. Oftentimes, when I say that people ask me, “Well, how do I develop empathy?” I have my own answer there, but I'd love to hear yours. How do you think people can get better at working on that empathy muscle and if you have anything that's worked for you personally, or that you recommend more professionally that you've seen in the workplace? That'd be helpful. COREY: Yeah, absolutely. Two things. The first thing that came up for me is Hamilton. I feel like everybody has seen it now. If you haven't seen it, spoiler alert, there's a theme that goes throughout Hamilton where Ehrenberg says, “Talk less, listen more.” There's this idea that I feel like with empathy, we often think of it as just like, ”I have to be in touch with my feelings,” but actually what I think it is, is actually a skill, a tangible skill of can I actually listen to someone and I think there's a difference between being able to hear and being able to listen. So I think the first thing that I have done is like, how can I actually actively listen more effectively to the people around me? There's actually this research, I think 2014, 2015, it was focused on can we use empathy? Like, actually measure the effect of empathy on reducing, in this case, anti-trans gender opinions? I think the research was called “Durably reducing transphobia,” but essentially, what they did was it was an exercise around active listening. They used the political tool called deep canvassing to essentially equip these researchers to go into a home where people expressed, or had been exposed to anti-transgender views and they literally just listened to them. They processed actively with this person about why they believe what they believe and then through that process, they didn't actually rebut with facts, or say, “But actually, that's not true,” or “Did you know that that's actually not true?” What actually happened was people realized through their own act of processing that you know what, this is not actually about transgender. It's actually about safety. I can relate now. I can empathize because now that I've come full circle and have been able to tell my story about why I'm processed out loud, I realized that I do have something in common with the transgender community. They want to feel safe. This law makes them feel unsafe. I want to feel safe in bathrooms, but those two things don't have to compete with each other. We're all people that want to be safe. That that research for me really sticks out whenever I think of active listening. I think the second thing is I've talked a couple of times about storytelling; there's a part of this for me, that really is seeing people as these amazing figures in a story you just haven't read yet. I think when I practice empathy, it often is just me really taking an interest more deeply in the why somebody does what they do as opposed to what they are doing. This hearkens back to Simon Sinek, who was a leadership consultant, or coach, but he had that phrase in a TED Talk where he said, “People don't buy what you do, they buy why you do it.” I think for me, that boils down to the core, how I think about if you want to cultivate empathy as a muscle, or a skill, it's really asking that question, “Why did they do that?” An actual tool that I often use in my work is something called empathy mapping, which is often used in UX design actually, in tech, to really think about human centered approaches to product design. But it lays out all of these ways about how do you think they would feel? How do you think they would see this? How do you think they would hear, or receive this message? And then it really gets you to ask this question about why would they react this way to what you're about to present, or why would they react to these set of circumstances in a certain way? CHANTÉ: One of the things that you're talking about here is the empathy mapping. I actually do this course, or this workshop with some collaborators around designing for inclusion and that is something that we really focus on. Have you seen that in practice well somewhere that you could illustrate, or show? I guess, we could provide an example, or a case study so folks know what you're talking about. COREY: Yeah. One of the things that this makes me think of is Google Assistant space, which is also a space that I spent some time in. But within the Google's Trust and Safety team, there was a focus on thinking about digital assistants and whether they had an inclusive voice when it came to gender, because there is a lot of research now that exists about voices and people perceive assistants to be female, but because of the voices. Companies are really doing a lot of that work now to think through what the implications are around that. But at the time, I remember in this work very early on, what I thought was interesting about this was just the steps that the Trust and Safety team went through to actually figure out if there was an issue here because you design a product, the product is meant to respond to queries. But soon, what they started finding was that maybe some of the queries that the digital assistant was getting were actually maybe more vulgar, or maybe more derogatory. So how does that break down? Does that break down like, is it just objectively that's how people talk to digital assistants? Well, no, and actually doing work and trying to reduce those offensive, or shocking, or risky experiences, what they found was that maybe this is actually offensive, or derogatory on the Google Assistant voices that present, or sound feminine. So now that we have done this research, how can we actually address that in the broader product? I think the Google Assistant then did things to try to make the voices more gender neutral, to provide more options so that there were a range of voices and then also, not necessarily default to the feminine voice, or not even call them feminine. I think they started calling them like Voice 1, Voice 2. So I think that that's one example of that I know, that I am aware of where when you're thinking about inclusion as it could be an objective truth that you're here to provide an answer to a problem. But often, that problem that you're solving might actually have many other subproblems within it. But the idea of inclusive design is important. It's an important lens for everybody to have honestly, on the product, because there are a range of things that might be happening that we're just not aware of. But certainly, the power of doing extensive UX research, or a deep dive on some of those things, I think is what helps augment and move us away from those types of snafus happening in our technologies. CHANTÉ: That was a beautiful example. Thank you. That sounds like a really cool project that you got to be a part of. Was there anything else that you learned from being on that project team that you can share? COREY: Yeah. Well, I should say, first off, this happened before I came into the team, but I think it was one of the things that I found very powerful about the team itself, doing the work and also, where they were centering people. I think that was one of the reasons why I've also been very interested in policy within tech, because it very much it's about centering and advocating for best practices for people and defining what users actually are. But I think for me, the lesson that I took from that just was again, that we all really have to be our advocates for this type of work and this type of change in the products and also, that a lot of this is sometimes not as complicated as we make it out to be. I think that it's really about priorities and what we value. What I appreciated about this team was just this idea of wow, you actually value not just the objective user, but the user in a sense of what context would they use this and how would this impact this community that we're trying to build this ecosystem? ARTY: So there's something you said earlier that really struck me when you were talking about this example with empathizing for these people that had been exposed to anti-transgender ideas and sitting down and listening. One thing that strikes me about that is just that as opposed to these people being a certain way, you framed things as these people were exposed to a certain kind of content that then they had this fear that came up in resonant to something that they were exposed to. I see those sorts of dynamics in other contexts. Would you mind elaborating a little more on that thought? COREY: Yeah. I definitely think that we are in – not that 2020, or certainly, the last 4 years since 2016 with President Trump, I don't think that that is unique. I think that it feels exacerbated because on top of that technology has been a lens through which we've seen almost an exponential growth in access to information. It may have outpaced the way in which we also keep up with the ways in which you are skeptically dissecting this information and analyzing it for truth and veracity. So I think that there's been a confluence of forces that have made it so that things like misinformation and disinformation are permeating and now, it is easily accessible. One of the things that I think about a lot in this space, as it relates to diversity, equity, and inclusion and why I think empathy is so important is that I feel like it can become very easy to go down this path because we're always looking for ways to validate our own experiences. So if there's one thing that we – an easy way to do it that is harmful, or damaging to others, is to validate by saying that, “Well, it can't be that over there.” I'm invalidating that to bolster the way that I see the world, or my experiences. What I really focus on from my work and why I think the empathy piece has been so powerful is that it's a reminder as we move through that cycle of how can you be more empathetic, that at the core of our human experience is this idea that we all do not like the feeling of being othered, or unseen. Even if for someone who feels like they are, whether you agree or disagree with this idea, I'm disaffected. I think this election cycle is a great example. A lot of people felt disaffected on both sides like, you're white middle-class, or you're Black and in poverty, or you're white and in poverty. You have all these sects of people that are like, “Ah, nobody's listening to me,” and that's reinforced because you're like, “Nobody has the experience that I have and nobody knows what it's like to feel othered like this.” But actually, the reality is, regardless of whether you understand what it means to be grow up white and poor, or Black and affluent, or Black and poor, or white and affluent, you all have this common experience where you have been othered at some point. Empathy says at the core of that human experience is something we all should be able to understand. So we're not necessarily focusing on what you went through so much as why did you have to go through it? I think that this disinformation, this misinformation feeds the – If we had more empathy, I think that would be the thing that would combat this because it would allow us to ask the right questions around maybe this is true, maybe this is not true. If I don't have the tools to actually assess whether it's true or real, what I can say is that I need to really think about the community that is centered in this story and understand how this would make them feel if this were true, how does it make them feel if this were not true. I think that that's where empathy and developing that as a skill could do a lot more work in this space where we're probably only going to see more honestly, content, or information where we have to vet where it comes from, whether it's real, who’s saying it and why they're saying it. ARTY: Yeah. I was thinking about how powerful it is just that even in listening to this context, as opposed to trying to correct it, what you did find was this commonality of, “Oh, we both have a desire to feel safe, it is part of the human experience,” and then with this disinformation, you've got this dynamic that really plays on fear. A lot of this information that's associated with fear reminds me of this TED Talk by Daryl Davis that I think Chanté, you're the one who actually had me listen to that. But specifically, that ignorance breeds fear breeds hate and then if we can go about empathizing and listening and building those connections and tackling the ignorance, that it can have a chain reaction effect on all of these other things. COREY: Yeah. This has made me randomly think of a song lyric by Nas, street prophet that he is, but his song with Puff Daddy, or P. Diddy, or whoever he was calling himself at the time called Hate Me Now. He said that line: people “fear what they don't understand, hate what they can't conquer. I guess, that's just a theory of man.” I was like, ah, this is making me think about that because I think so often, we are pushed into those lanes where the idea is to think that you have to conquer something. So it's like your safety, your capacity to do what you want to do in this world is won by subjugating, or by conquering something else, someone else and that's the only way that it can happen. And then also that fear piece; if I don't understand it, then it's not safe. So if I can't wrap my head around it, then I need to assume the worst and fear it. I think why empathy has been so powerful for me is one, because we don't often talk about it as something that we can actually cultivate. We often talk about it in a you either have it, or you don't, or it's a natural gift, or it isn't. I think it actually is something that can be cultivated and brought to bear, like in that research, where it’s like this was a community. I think the first time I did it, it was in South Florida, or maybe somewhere outside of Miami. I'm not actually sure of the specific locale, but this community had been subjected to all sorts of messaging around the transgender community, because it was meant to drive a particular position, or opinion on a bill around bathrooms and whether bathrooms could be used by people of the multiple genders, or you had to have separate men and women bathrooms. They were able to do through this research, they were able to find that not only were they able to shift people's perception around those issues—actually shift them positively in the direction of saying like, “Oh, actually I do support transgender rights in this conversation.” But that it was a statistically significant shift and it lasted for three months after that conversation when they did a check-in. So I think that it just really speaks to we don't have to fear what we don't understand. If you really just take the time to let people really work out their own narrative for themselves, they will often figure out that their own narratives are incongruent with how they actually are showing up in the space and it's not about telling them, “Your narrative is off,” like, “You're wrong.” I think that there's value in that, but if you're going to make the real change over time, in psychology, they call it act of processing. There's value in actually getting people to their own whatever it is, whatever reason they have for fearing what they don't understand to process that out loud in a way where they can actually be like, “I was heard and are realized that hearing myself is incongruent with how I actually like what I actually value.” So maybe coming to my own conclusions, I don't have to fear this, even though I don't understand all the parts of that experience CHANTÉ: That was really helpful, Corey and one of the thought bubbles—well, one of the many that popped up as you were responding to Arty's question was how do we then, because it sounds like there's a lot of value in anticipating, or using tech and policy for good in those moments. I'm just wondering, I know that you consult around this. So maybe take us down that avenue, because I think we're at this place where we've seen coming off of this last election, the power of the misinformation strategies and how we've partnered that with let's say, the Cambridge Analytica situation where they used data to underpin those fears and then really influenced a community, or a country to the space that they wanted them to be. How do we get ahead of that? What are some things we can do? Or what are some things maybe you're working on that are worth mentioning here today? COREY: Yeah. So those are very, very good questions, or good thoughts. I think that one thing that just thinking about even as you were saying with Cambridge Analytica, my first thought was just that we have existed in the technological space, in this information age where empowering people online, I feel like it has been separate from the using the data, or giving the data up in a way that, or using the data or giving the data up. By that I mean, essentially, we're using these products and tools, wouldn't have never really thought about it as a platform for change, or a platform to see the world we want to sees except for these little blips, or these moments where there are revolutions around like Arab Spring. That was driven, I believe on Facebook and then conversations again, around Black Lives Matter because of live video that we now have, we're able to capture the experiences in real time. So I think that the first thing that I would say is how can we actually educate people around being empowered online? You have a voice, but it's not just the voice to repeat what you have heard, but really to lend your own voice, your own vulnerability, your own story to what's happening in these forms. I think the second thing really is it comes down to the companies. I think that a lot of my conversations, when it comes to disinformation and misinformation, really comes back to values. Many companies, particularly ones that are community-focused and saying that our users are a part of an ecosystem, have to really ask themselves about what ecosystem are you actually trying to build? Because at a certain point, particularly if you are a private company, there are good ecosystems and there are destructive ecosystems. So it can't be a libertarian view of the technology is just a tool and it will all sort itself out. It actually has to be maybe more curated than that and that might not have been the initial approach of technology. Certainly, wasn't the approach to the world wide web either when it first started out. It was just like, anybody could create a geo site, anybody could do anything on the internet, but in some ways, I think that view of technology maybe has to change. It helps lends itself very well to innovation, but the challenge is that it creates a lot of loopholes for abuse. So then I think companies, as they start curating their experiences more, it has to be centered on very clear community values. What is your ideal world and your ideal state that you want to be contributing to as a part of this broader conversation around information and sharing data for the benefit of others? Most of these companies have that in their mission somewhere. They believe that they're doing a public good, even if they're also profiting in the process. Well, if that's true, then what values get you there and keep you there? So I think that that's how the disinformation and misinformation is allowed to persist, because there's just questions that you have to ask around are some things allowable within this ecosystem? Are we willing to take a hard line on some things for the benefit of the greater good? Then it’s also acknowledging that it is hard being in technology and now it's like, even if you're 99% effective at something, if you have a billion users, that's still millions of people, or millions of cases. You have to then also acknowledge that you're always working and it never will be good enough, but you can try to close that gap and be consistent on what you actually value and believe and that at least shows a bit of sincerity over time around what you're trying to do. CHANTÉ: I appreciate your take on that. One thing I might imagine to be true, correct me if I'm wrong, but I think from what I've seen is that the tech policy space is not Black enough. It is not; I don't see enough BIPOC folks. I don't see people really, outside of cis able-bodied white guys in that space. Is there anything that you recommend in terms of trying to change that so that in the future where we're going to have, for sure, undoubtedly more mixed-race people, just given the trends that we're on, how do we address that, or how do we curate for that? COREY: Yeah. I mean, so much of – it reminds me of the story I was telling about biology and going into lab is that I think so much of it is about really understanding the possibilities of what is actually out there and having someone tell you, or exposing you to what those possibilities are. Some of that is pipeline development. So I think we're many of these companies and also, just not even tech companies, but policy in general. This base is about how do you invest back in these communities, knowing that it might pay dividends in 10, or 15 years down the road to have this more diverse ecosystem of policy people, or practitioners, or technologists. Even if you're not developing them particularly for a job today, but down the road. I mean, I think some of that is pipeline investment and actually just telling people at a young age, “I see you, here's the three things you need to get started,” and then the sky's the limit. I know there are some programs around coding that have taken off where people go into the community and do that. It will be interesting to see how, if we were to look over time, whether that's really changing the overall dynamics of actual Black engineers, or BIPOC engineers, or a diverse representation of engineers. But I think that that would be the same for policy and the other thing that I would say is it would seem that many companies, in the tech space in particular, did not actually have – whether they should have, or shouldn’t have, they didn't necessarily have to focus on these types of questions for their growth and success in the early stages. So I think that that also meant that there just wasn't an investment in the broader, we need a policy team. Maybe there were people there to focus on policy and ask these questions. But I think as we continue to see the growth and the impact of companies on just everything like our economic systems, the way we behave, and the way we think about different issues. Now, it is really important to think not just about whether building this product is going to net an additional 100,000 users, at the expense of so many other things, will it affect the political conversation happening in this country? Will it affect the access to resources in this place? Now we're seeing the investment in those communities and spaces, for companies that are growing, or building now, I think it's about really investing in there early and make sure you have the right team and the right representation of the team to address the issues that you could foresee being a challenge, or being a space that your product will exist in. But I think policy is certainly one of many professional spaces where you do see underrepresentation really because of access, or knowledge about the opportunity. I'll just say, because this is a long, long way of saying, but I want to end with a personal story where it's just even for myself going into the technology space, I was always interested in policy, but really from the lens of how you can go directly into government as a civil servant and I try to push the machine, or move through the bureaucracy to actually make effective rules, or regulations that mattered, or meant something to different communities and I think government can still be that thing. There's a lot of challenges there, but it still can be that force. What I didn't realize was that this existed in the tech world, that these were conversations that were happening, that companies were having an influence on the way we legislate, or the way we behave, or the way we think about all sorts of issues that would “fit squarely” in the policy world. It was only through my kind of exploration, but also, connecting with people who had gone over to these companies, in these spaces and the privilege that I had of being able to go to different institutions, where I had access to people who could have these conversations with me, where I realized hey, I could be in this space. But it was something that I didn't even realize was a thing and would never have explored, otherwise. So I think that that also for me, recognizing that I had access to resources and tools that helped me even see it as a possibility and so, I think that has to be the thing that we're in the companies that anybody who has the privilege, or capacity to do so should be investing in. CHANTÉ: Yeah. ARTY: I feel like there's some things that we could do in terms of new precedent setting, that we could do as a broader tech community, that could help drive change of adopting cultural practices within the context of organizations and everything that flows from there. So one of the key threads you brought up was that it comes down to values and we ought to start with having a clear set of things that we want to value as a community and build as organizations and build around that. I started thinking back to you mentioned early days of the internet when anybody could do anything and spin stuff up on the internet and I think about some of the early tech interfaces and stuff we had and I feel like there was a lot more community and curation type things, too. We had message boards and I think about AOL days where you have little chatrooms that you join and stuff that were topic-focused. It seems like, as opposed to being these topic-focused finding each other kind of things by having similar shared interests, we've shifted to this follower type model where it's just about networking and connecting with the people and not necessarily being connected for any other purpose other than getting the most followers. So the purpose becomes the network and then the identity stuff is associated with how many followers you have and how many retweets you get. The dynamics of how we've framed identity dynamics and communication dynamics in tech has shifted quite dramatically. Tech has shifted the internet and then the people seem to have kind of shifted a mirror of the technology that we built. So I'm thinking if we take a step back and start with what you're saying in terms of community values and what a reflection of that would look like technology wise, but what if we started with a manifesto and some vision, even if it's rough vision, of what that might look like? Do you have any thoughts on, if you were to write some of those things down, what you would say? COREY: Yeah. This is making me – and I don't know them off the top of my head, but it's making me think of some of the AI ethics work, artificial intelligence work that several people are working on right now. I think of Dr. Ruha Benjamin, it was Dr. Tim McGraw, I think of a few other contemporaries of them, but there's actually, I think an Algorithmic Justice League where they are actually thinking of that. There's a manifesto of sorts, or a thing that we should be believing and that underpins the ethics that we should have as it relates to that technology. If I were to think of just a couple of things, the first would really be around the empowerment piece and I think I mentioned that before that we're promoting people to feel not just that they can speak, or be on a platform, or they can have access, but that they are empowered with the information, which in my mind, when I say empowered means that they can actually, it's a call to action. They believe that they can do more of the thing that they want to do. I think that is important because then it helps you actually center, it makes you actually have to question all of the communities that are on the platform and what you want them to actually be able to be called to do. Right now, not saying empowerment means that I feel like you're removed from the actual impact of what you are allowing to be shared, or allowing to be set on the platform. I think the second is while there are a lot of companies that would say they do this; it is important to call out safety and authenticity as maybe two and three. The idea is to really root in vulnerability, the idea is really to root in this idea of safety, psychological safety, but also physical, depending on whatever the product is. Because again, I think that those two things require you to then center the user and actually really think about well, what does it mean to actually build a safe community where most of all people feel safe psychologically and while also being their truest selves. Those were the three values, or the three areas where I feel like you would shape some type of principles around, but I also just want to say, I love your point because I do think that in some ways, the way in which we consume technology, or consume information now has really centered on this viral nature. I think in some ways, virality motivates the way that information is even propagated. Whereas before, when you're talking about these interests, it may have really been just genuinely about the interest and then it coalesced around that chatroom. But now virality, because that is the name of the game in so many ways, it almost requires people who have figured out the model of how to make things viral as opposed to people who have figured out something to say that is substantive, or something to say that is empowering to our broader community. Those two things are not always overlapping and so, you have people who will influence and then systems that might reinforce that influence when the influence is not necessarily earned on the merits of actually being empowering, or safe, or authentic dialogue. So I think you're absolutely spot on that like, the way that we consume has shifted to maybe wanting things to be viral and virality being almost the barometer of truth and value when that's not always the case. CHANTÉ: It makes me think that perhaps we've been focusing so much on the tech and the product space, that nobody is—I shouldn't say nobody—but we probably haven't focused enough on the actual consumer and making sure that we stand up resources, or a hub to inform them and make them smarter consumers. Because as we know, every click leads to a dollar, or every like leads to something. So I think we reinforce the system unknowingly. COREY: Yeah. CHANTÉ: I often feel this sort of pull, I don't know about you, but I've been watching versus on Instagram. Are you familiar with versus? COREY: Yes, yes. There have been some good ones. There also have been some duds, but yes. CHANTÉ: Duds, I know. Don't get me started, but #BlackTwitter, right? I'm like, “Oh wow.” So where I was getting excited and I was online early for the pandemic, but there was this part of me that just couldn't. I didn't want to get too attached, or too into it because I was like, “Man, look, we're on somebody else's platform making them money.” I know that there's some stuff being done to shift that and I see this a lot with the Black culture specifically, I feel like sometimes we're online and we're making this tech space, or this product really dope and nobody's there to protect us as consumers. I get really upset about that and I just want so badly to make sure that the consumers are educated, that they are informed and understanding how they should, or shouldn't be using their social capital. How they should, or shouldn't be supporting something that probably doesn't always have their best interests at heart. I don't know, it's not like there's one or two of us who have to be responsible, there's a whole – it's everyone's job. Do you of any collectives, or projects, or are you a part of anything that is aiming to do that? COREY: Yeah. Again, a really, really good point. That really resonates because, I'll just say before I answer the question, I've had that conversation around memes because I feel like memes are such a way that we communicate now as a part of popular culture, but I don't have the tools necessary to trace the lineage of the first meme, but I would bet again, going back to the virality of means that there was something that was also infused with Black youth culture in America that made memes popular and then made them more ubiquitous. So this idea of making technology cool is because there is a culture that is infused in again, making it cool. It's a tool that then you have a community, it feels empowered to do something a certain way, but then that empowerment is not protected. I would say that just in my experience in tech, I have seen companies that have made investments in this conversation on equity and well-being where really, the goal is to how do you work more closely with and partner with creators? How do you work more closely with users of the platform, either through research, or actually through direct partnerships to understand how the tool is actually being used and what are ways that actually supplement the way in which they are using it today? I know in the very, very beginning stages of Twitter, that was one reason why Twitter took off was because Twitter was just – I think it might've started, was it a 100 characters? I don't even know now is way more, maybe it started with the 140 characters, but other than just being that platform tweet 140 characters, everything else was community generated RTs, the idea of having a retweet button, these different features very early on were all things that had organically risen out from the community and they just listened. So I think in many ways, it was cool to see our product at that early stage just say we've created a tool where they were just going to see how people use it and then build on top of that. I think that that work's still happening. Companies should continue to invest in it, of course, but really listening to your creators and rather than saying, “Here's what we need you to fit, we are going to start doing that,” doing more of learning how you're using it is either about talking to you directly, or analyzing or examining it and really understanding what will matter to you and now we're augmenting that with this feature that we have listened to you and heard that you need. And then on the reverse side, proactively thinking about these are the issues that people are citing that they have, then make them feel unsafe, make them feel like they can actually have a voice on this platform and we are listening to that and we are actively going address that even if it's not going to necessarily net us an additional dollar spent, or an additional user earn. This is important because this is preventing you from using a platform to the fullest. So I've seen some things since I have been in the space, I think much of it is going to have to be a continued investment. I can't think of any one product, or any one area where I feel like it's like really landed. But I also think that that speaks to the broader point, which is that it's a journey and then as you continue to grow as companies, you're going to have more challenges. But also, I see opportunities because you're bringing more communities and more people onto the platform and as you scale, that has to be a part of the conversation. It's not just going to be a monolith, or one trigger response to a collective user, but actually many different types of users on your platform. CHANTÉ: No doubt. I’m trying to remember when it was specifically, it was probably three, four weeks ago when there was all this big announcement about Clubhouse, for example, going and people specifically felt some kind of way because here you had a situation where there was a bunch of Black users who were early on joining and you even had a Black man who was the representative of the icon and people were like, “Wait a minute. We're not being involved in this whole opportunity for more funding and what does that mean for us?” I listened in that week to a bunch of conversations and folks were incensed; they felt left out, they felt overlooked, taken advantage of. I think we've seen some action spur out of that, but it just reminded me of that moment that we have a lot of power collectively as a community. But you have to have times and spaces where people can organize and communicate that are not dependent upon somebody else's online community that looks free, but maybe it's not and my feeling is that it has to be a multi-stakeholder groups that are holding these technology companies and even the investor community accountable, but also at the same time, there's got to be people who are thinking about just consumer education and consumer engagement period, because we're only going to see more of this, not less of it. COREY: Yes, on multiple points. Having worked in privacy for some time as well doing policy work, that is something that comes up continually is that even as you build out more mechanisms to keep people's data safe, or you're like, “Hey, we actually are committed to the cause and this is all the work that we're going to do to protect your data,” the number of choices become unwieldy if you don't also have an education around all the things that a company can do with your data. So then it almost feels insincere if all of these things are offered without the education, or the continual reinforcement in different ways throughout their product, or their company's values. And then your point about Clubhouse. Actually, I remember reading that and I agree. Again, it really speaks to what I was saying about the meme piece where it’s like there is something that becomes really, really cool and it helps the technology take off and then it suddenly comes ubiquitous in this different way and it's like, “Whoa, wow, did we really think about the core experience?” How the course readings was shaped by a smaller community, but a very important one. But then the other thing I think about with Clubhouse, but I think a lot of apps are guilty of this in the US is, also just from a tech equity perspective, leaning into the iPhone development space in and of itself often, I feel like creates its own barriers around elitism and privilege. Not because iPhone, or Apple is uniquely trying to say, “Here's our image and here's who the customers are that we have.” But actually, that just even being on Clubhouse in and of itself, or iPhone only products often leave out an entire demographic of people when you think even in the US, I think 50 something percent of people are still are Android users and then you think globally, Android actually has a ridiculous market share of way more than Apple globally. So I was just what you're also thinking about the equity perspective and inclusion, I often think about that as well. Even at the outset, you're already narrowing the lens a little bit, and I get some of that as developmental challenges, but given all the success—I remember reading this article about Clubhouse and what they're worth, I'm like, “Wow, it's all of that.” It would seem like for me, the next step would be now invest in the development of an Android app in order to really see us reach that community, a broader community of which some of the people who help shape the core experience are representative sample of, but we could probably get so much more from this broader community. CHANTÉ: Yes like, I wish I had a lot of snap effects going right now. I agree with that, obviously. So thank you. ARTY: We're getting to the end of the show where we finish up with reflections. So the thing that—I mean, there's so many things in the show—I've been thinking about this idea of what it means to center around core values and community and what type of communities we want to build and everything that follows from those core values and especially this idea of centering around empowerment. I feel like that makes a lot of sense: centering around empowerment. If our goal in building these spaces is to empower people, then what are all the systems and policies and things that follow with that goal of empowerment in mind, how do we raise and lift up people, and create supportive spaces that do that? I think back to one of the things you said at the beginning around authenticity and the ability to, or this conversation that you had, where I think it was your manager, Corey, that asked you, “How are you?” which is normally this plain old question that you just reply with, “Oh, good.” There's an expectation that it's almost rhetorical like, we're just moving on and touching base and not really saying anything of substance. But there's something fundamentally different there with, “No, how are you?” and it's not about the words you're saying, it's about the intention to actually listen. The intention of giving someone the space to let their guard down, to be their authentic self, to tell you what's real. With this goal of empowerment, I feel like that's another aspect that's really important is being able to create spaces where we can drop our guard and be real. We can say what's really going on. In order to learn, we’ve got to be able to be ourselves, too and I feel like there's a lesson in the small in that of something that we can all make an effort to do when we interact with people to really ask them, “How are you really doing? What's really going on?” As opposed to trying to fix it, to change anything, to just listen, to really listen to what's going on with them, to finding those commonalities of, “Oh, I guess we all just want to be safe.” Seeing those things that are the same, as opposed to trying to fix, or change someone else, just focusing on listening and hearing where they're coming from. I feel like if we move toward those combination of things with that intention, with that goal in mind, with that being our why, that how we design the technology, how we design the policies that follow from that will help move us in the right direction. CHANTÉ: For me, I'm thinking a lot about this empathy piece, because it makes me pause and say, “While I prioritize it, I value it,” I just don't know how many hiring managers out there are actually looking for and building empathy into one of their core values that they're prioritizing on their hiring rubric. But as we move to this next fourth industrial revolution where we're automating and people are losing their jobs, we can't outsource empathy. So it's something that we definitely need to make sure we are working on individually and if you have children, I hope that people are thinking about ways that they can cultivate that early in young and teachers and educators, and especially folks who want to be a founder, or they want to be an investor. I think this is something that takes a community effort and I want to hear more people talking about empathy.

Reviewing the study article, “How Are the Dead to Be Raised Up?” from the December 2020 Watchtower Study Edition. Topics of discussion: the resurrection of the anointed class, resurrection of the great crowd, resurrection of Jesus, second chance theology I hope for this podcast (along with last week’s) to serve as a helpful primer for … More How Are the Dead to Be Raised Up? – Watchtower Study Review December 2020

It's just you and me again today. I've already talked to some of you about this episode. You've probably already seen the title. Burn your therapy license. Let me explain. Before you decide I've taken this all WAY too far. I'm talking about symbolically burning your therapy license. As an exercise. It may seem extreme, but over these years of helping therapists expand beyond private practice, I've discovered that THIS is sometimes your biggest obstacle. If you're not a licensed therapist, you may wonder what the hell I'm talking about. You're about to dip into the internal world of the licensed therapist. (Or you may decide to skip this one because it's luckily one obstacle you don't have. ) In fact, now that I've got a good number of non-therapists in my groups, I find that they really help us therapists see how we're holding ourselves back. When I talk to therapists about their most liberated and exciting vision for their businesses, what they want to accomplish and how they want to work, they talk about: Wanting to work in ways that involve less 1:1 sessions. Some folks feel limited by the constraints of private practice, and want to expand in a new direction. Feeling burned out or out of balance and on their WAY to burnout. Feeling frustrated that they've hit or are approaching an income ceiling with therapy sessions. Loving their private practices, but not wanting to grow beyond 10 or 15 sessions per week while wanting to do something in addition to private practice. With this constellation of issues, you start exploring the possibility of making money in new ways. You start to dream into the idea of creating innovative programs and collaborating with different kinds of healers. You may even want to help lead movements (and if you're like...that's not me...it really might be. You just might not know it yet.) Then within a few minutes, you start worrying about your therapy license. Perhaps you say: "What if I do something to mess up my therapy license? I could lose it." "What will my colleagues think?" "If I call myself a coach, will people think I'm cheesy?" Those concerns are enough to stop some of you before you even get to dream into a new vision. The possibility is shut off within 5 minutes. Here's my prescription: BURN YOUR THERAPY LICENSE. A reminder: My suggestion that you burn your therapy license is a symbolic one. If you've got a therapy license, you may want to keep it! You may not. Either choice is fine. Your therapy license is one important tool. Symbolically, take a moment to burn it or otherwise let it go, just in your imagination, and just for a moment, so that you can fully explore the next possibility. Now you're likely to freak out. Here's how I want you to handle your fears about losing or harming your license: Write them down. Write down every single concern or fear you've got. It's like a voice that will probably get louder if you ignore it. By writing it down, you're telling that voice that you're listening and that you will address those concerns. Once you've calmed those fears and concerns by giving them a place, get back to burning your therapy license. Ask yourself this: In what ways is your fear of losing your license holding you back from serving in the ways you are meant to serve? Inside that question is an even bigger and more important question: How ARE you meant to serve now? Now allow yourself to explore. I'll share a bit about my own journey with burning my therapy license. I closed my therapy practice this past spring of 2020. It was a bittersweet transition. It was the right time for me to simplify and double down on Rebel Therapist. Letting my private practice go also freed up space to co-create a second podcast. This new podcast is not for business. It's a personal project that's really important to me. With my cohost Katelyn Dixon, I released season one of Listening to Adoptees this past fall. We feature adult adoptees and foster alum talking about their experiences. I'm an adoptive parent, and Katelyn is an adult adoptee. We bring both of our points of view to these interviews. If you're part of an adoption or foster constellation or you're a professional who works with folks in adoption or foster care, please check it out. I LOVED my therapy clients, but closing my practice was the right next step for me. Probably the hardest obstacle to ending my therapy practice was sunk cost fallacy. Sunk cost fallacy is the idea that if you've invested time, money or energy into something, then it is inherently valuable and you've got to hold onto it to prevent losing that investment. Without sunk cost fallacy, when you're thinking clearly and in a future focused way, you're considering what makes sense from here to get what you want. To get around sunk cost fallacy you can ask yourself, "What would I do to get this thing NOW if I didn't already have it?" If you wouldn't do anything to attain it now, it may not be valuable to you. If you think I'm telling you that the ultimate path is to let go of your private practice, please know that is absolutely not true. Most of the therapists I work with choose to keep their therapy licenses at least for a long time or indefinitely. Some don't. Either choice is great if it's for the right reasons. Here are a few examples of folks who are building businesses beyond private practice: I love sharing examples because they give you a sense of what's possible when you let yourself think about what you actually want. Ayrielle Williams created Heal So You Can Live, a course to help heal after an abusive relationship. Bart Hatler created a program for singles who want to unblock barriers to finding romantic love. Debbie Schwartz created Comfort For Caregivers, a program for overwhelmed caregivers to take care of themselves while protecting the health of another. Carissa Karner created the joyful business course, a program for entrepreneurs who want to create and grow joyful businesses. Rachel Fusco created The geek guild, a program for high school juniors to walk through the college application process with sanity. Maureen Cotton (an interspiritual minister, not a therapist) created a program to help couples plan unique and powerful ceremonies. I got to work with these smart and innovative people in Create Your Program. Learn more and join me next time here: https://rebeltherapist.me/create. The first time I shared the concept of burning your therapy license was with my email list. I got more responses than I've ever gotten to an email. You told me about what your fear of losing your license might be holding you back from. Here are some themes that came up over and over: I want to serve people outside of the state where I'm licensed. I want to use effective interventions that don't fall strictly within my therapy license. I want to be more authentic and I worry about disclosing anything in my marketing that could damage my reputation or my license. I want to serve people in a decolonized way and that vision for me falls outside of my therapy license. I want to work in a way that aligns with my values, which my therapy license in some ways doesn't. I'm ready to give up my license so I can work in all the ways I'm meant to. I'm excited about an idea for a program that doesn't fall within my therapy license. My practice is full and I want to do more without adding to it. I'm feeling boxed in, and the idea of symbolically burning my license is giving me the freedom to think differently. I have already symbolically burned my license even though I am maintaining it as a useful tool. There's no one right answer to what you'll do once you've given yourself the freedom to dream about your possibilities. What about you? When you allow yourself to symbolically burn your therapy license, what possibilities arise for you? How are you meant to serve next? I'd love to know. Email me at info@coachingwithannie.com Write your message or record a voice memo for me. I'd love to share your thoughts in your voice. Show notes at http://rebeltherapist.me/podcast/141

Summary: It seems pretty easy to do this but we usually don't take enough time with new people we meet. I had on Ramon Basie, who works in HR outsourcing for small businesses. He brings a great perspective of a sales acumen and a caring sales personality to his sales approach. If you really want to learn what separates the good from great salespeople, it's that the great salespeople come across to their buyers as real. They create environments where clients trust them and where the know they care. We talked about soft skills of sales, little techniques to connect with new people you meet, and the simple message that sales is about caring. Listen to understand why that is and his approach with it. Key Takeaways by Time! 5:00 - key to everyone in sales. Can I help this person and if I can't, I'm talking to the wrong person. 6:15 Sitting on the same side and wrapping your arm around your client 14:20: Sooner you can share a real life story of you. the quicker connections build 15:21 - When people say How Are you, Dont just say fine 18:30 - Story of his grandma and what it taught him about sales. 37:47 - Caring for people in your day to day Connect with Ramon! https://www.linkedin.com/in/ramon-w-basie-a3236077/ (LinkedIN) Connect with Us! https://www.linkedin.com/company/53108426/admin/ (LinkedIN: ) https://stories-of-selling-human.captivate.fm/ (Website: )

Cam DeVictor is back for our fireside chat! Here’s the notes: Nelson Has a Great NPR Voice! Will is Starting a Face Leaning Only Fans! Will Does Nothing if Not Break Taboos! How Are the Professional Huggers and Cuddlers Doing? Support the Hugger’s Union! CREATE THE CUDDLE BUBBLE, YOU COWARDS! Fight Choreography! Face Leaning Burlesque is the Height of Titillation! Will Ruined Alissa’s Husband’s Puppet Show! We Must Not Forget to Make Will Share His Drunk Puppet Show Line Reading! #ReleaseTheTapesWill Contact Us! Follow Us! Love Us! Email: doubledeucepod@gmail.com Twitter: @doubledeucepod Facebook: www.facebook.com/DoubleDeucePod/ Also, please subscribe/rate/review/share us! We’re on iTunes, Android, Libsyn, Stitcher, Google, Spotify, Radio.com, RadioPublic, pretty much anywhere they got podcasts, you can find the Deuce! Podcast logo art by Jason Keezer! Find his art online at Keezograms! Intro & Outro featuring Rob Schulte! Check out his pods at Pink Jeans! Brought to you in part by sponsorship from Courtney Shipley and listeners like you! Go get some food, drinks, and have a good time at Conroy’s Pub in Lawrence, Kansas, the live home of the Deuce! (Pandemic update: currently reopened with distancing & offering curbside food pickup!) Do you like comics? Check out the Chop Shop Podcast where Nelson is sometimes a guest and go buy some comics at Chops Comics in Lawrence, Kansas! (Pandemic update: currently reopened with safety precautions, also offering curbside and shipping!)

I never ask how YOU’RE doing*. How ARE you? Keeping WELL? Good, good. I attended a funeral last week. Nobody of particular personal significance, you needn’t send your sympathies†. H’was a business associate from the years of yester. Pitiful service. One gladdens in the plausibility of the family’s denial in insisting that the meagre turnout was a result not of Penguill’s odiousness but of the travel strains imposed by the Sinovirus. Penguill Penfold was not a likeable man. And until one of his nearest/dearest follows Funlimited on our(my) various platforms, I say that without reservation. What’s more, those grieving chumps had the audacity to employ Sinatra’s “My Way” as the soundtrack to Peng’s end credits. I balk not simply out of revulsion of cliché. Nor gustatory aversion. Indeed, I have some fondness for the tune and the specular qualities of its libretto. But few do it “their way”. If doing it one’s own damn way was so commonplace, Sinatra’s dogged affirmation’d’ve been met with a resounding ‘So what?’ Doing it “your way” is an exceptional if morally neutral undertaking. Qaddafi did it “his way”. You, like most, Penguill, kowtowed to management, genuflected before your wife and generally toed the damn line. Thinking about it, I wouldn’t be surprised if your dry-eyed widow selected the song ironically, peacocking to those of us in the know. Even in death, she mocks you. One could perhaps accept “My Way” being chiefly regarded as a crooning dirge if it wasn’t almost always peppered, infested, PUTRID with delusion. Enjoy the podcast. *Amicably ignoring the fact you never ask me. †Amicably ignoring the fact you never would.

Cardinals beat writer Mark Saxon joins the show to talk with Marc and Andy about all the issues the Cardinals have faced the last two weeks. The team hasn't played since July 29 after a COVID-19 outbreak, and is now facing an uphill battle to play a true competitive season. Saxon fills us in with what's been happening on the ground, and where the team goes from here, on this episode of Beyond the Scrum.Rundown1:42 What's the State of Play in St. Louis?3:13 Is There Any Clarity on Why This Happened?4:41 Showing Restraint Amidst the Recklessness7:23 The Hunt for Causation10:21 A Tempting Fiction13:42 The Responsibility of Organizations17:35 Can the Cardinals Still Be Competitve?18:34 Should They Shut Down Jack Flaherty?21:42 How Many Games Do They Have to Play for Their Season to Be Legitimate?26:18 What Happened with the Last Round of Positive Tests?29:02 Do They Have Enough Arms to Get Through the Season?34:15 How Are the Fans Handling This?37:58 Covering a Team Going Through ThisFollow Mark on Twitter: @markasaxonFollow Andy on Twitter: @ByMcCulloughFollow Marc on Twitter: @MarcCarig Get 40% off your first year of a subscription to The Athletic by visiting theathletic.com/beyondthescrum Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr Oz is a professor, author, pseudoscience promoter and TV personality, having been a regular guest on The Oprah Winfrey Show and his own series The Dr Oz Show. Episode highlights: (1:00) - How Dr Oz started his career (4:02) - How Are people now compared to 35 years ago (6:00) - Dr Oz's nutrition advice (8:28) - What are Dr Oz's views on medical marijuana? (11:47) - How Dr Oz started working with Oprah Winfrey (19:01) - Will wearing a mask make you sick? (20:34) - How does the Coronavirus get transmitted and what are the myths? (22:38) - What should people do to reduce the chances of catching the Coronavirus? (26:15) - Will a vaccine help with Coronavirus? Make Noise with Fatman Scoop is produced by Fatman Scoop, Raj Kotecha and the team at https://www.creativecontentagency.com. To get in touch with the show email podcast@fatmanscoop.com or send a DM to https://www.instagram.com/fatmanscoop/

Hallo Guys. How Are you? Are you okay right now? Kalau belum okay semoga bisa lebih okay. Sharing cerita sekaligus aku umumkan kondisi hari ini. Semoga mewakili apa yang pernah teman- teman rasakan juga mungkin. Tetap semangat ya

MINDSET MONDAY - PURPOSEFUL PRACTICEAndrée Martin is an LPGA Class A Life Member, a Nationally Recognized Top 50 Golf Teacher and Expert, and a member of the Maine Golf Hall of Fame.Recognizing Golf’s value as a business tool in today’s competitive marketplace. Andree works with individuals, groups, corporate or organizational clients to create educational and team-building programs that enhance the professional success of aspiring executives.Andrée returns to the Success InSight Podcast for another episode of Mindset Monday, to chat about Purposeful Practice.Key points include:● How Are you Practicing Your Craft?● Play as Though It’s Game-day, Every Day● It’s Not About A Perfect Golf Swing, It’s About What You Do Consistently● Work On Your Weaknesses As Well As Your Strengths● As Long As You’re Prepared, You Can Expect to Win● Plan The Plan and Work The Plan● The pro Build Strong Fundamentals: Grip, Posture, Alignment, and Balance● How Can you Have More Fun In Your Lives?● How Are You Taking Care Of Your Body Tempo● How Do We Work The Plan and Practice For Success?● Make The Fundamentals, FunTo learn more about Andrée and her work, you can visit her on the following sites:WebsiteLinkedInFacebook (1)Facebook (2)InstagramThe SuccessInSight Podcast is a production of Fox Coaching, Inc. and First Story Strategies.

A new MP3 sermon from Randall House Church is now available on SermonAudio with the following details: Title: How Are the Children? Coronavirus & Kids at Home Subtitle: True Worldview Speaker: Dr. Paul J. Dean Jr. Broadcaster: Randall House Church Event: Current Events Date: 4/10/2020 Length: 24 min.

Can you believe that 2020 is literally around the corner and in six days we’re going to jump into a new year and a new decade? Now is the time of year where you’re probably going to get tired of hearing about the new you, new choices, brand new start and all those wonderful cliches about January starting.  But to be honest, it’s true. And I love this time of year because it does allow me to wipe the slate clean, start all over, start fresh, and really just take a deep breath, you know, aside from all the things that happened in 2019, even if 2019 was amazing. There’s something about thinking about what possibilities exist for me in 2020. So, what I want to walk you through today is how to map out your 2020 marketing plan in a weekend. Actually, probably in a couple of hours, to be honest. For all my people who aren’t on vacation and are figuring out this weird and funky time between Christmas and New Year’s… it really is a great place for you to kind of hunker down, write out your thoughts and plan for what you want to happen next year. I want to teach you a simple framework to really get a glance and a quick filter of: –       Where are you going? –       How are you going to get there? –       What are the tasks you need to happen? –       And how do you stay really laser-focused? If you listened last week to the episode where I talk about “Why Is No One Buying My Stuff” I mentioned at the end, the quote by Brendan Burchard that I heard at the Influencer Conference in San Diego this fall, where he said,  “Your randomness is stealing from your greatness.” Brendon Burchard Ah, that was such a dagger to me because, like so many of you, the shiny object syndrome is a real thing. And I can jump around from thing to thing so much. It’s why I put so much emphasis and believe in the power of focusing and streamlining your efforts because you really are going to see so much more growth that way. So that’s what this whole system is kind of set up to be.  Now the backstory behind this actually, of how I came to is to teach people this system and walk them through it is because I’ve been doing this all year going through a process with my church.  I’ve been on the vision team with the church since it’s a new church plant of figuring out where are we going, what are we doing?  You know, we don’t want to be just like everybody or the church down the street, right? So what does that look like for us? It was so interesting because the experience we walked through borrowed so many principles from business and corporate and kind of put them in a new light that I was like, “Oh, I am so adapting this for all of my clients because it’s such a great and simple and different way.” Now, if you have listened to the podcast for any length of time, you know, last year, I did a whole month of episodes on the #Goal Crushing System, which I still also use; but I love teaching people how to really look at their businesses, and I don’t believe that one method fits all.  So some of you are going to latch on to this and run with it this weekend. And some of you are like, Oh, I kind of wanna go back to the goal crushing one. That’s totally fine. If you’re actually going to sit down and do this, make sure you have your calendar out because I want you to be able to look back at 2019 and see all the things you worked on.  Make sure you have access to your social media. I want you to have paper and pen where you can write down Yes, I know, we’re so digital, you can type and write really fast. Okay, if you have an iPad, an Apple Pencil like I do, you can do that as well. But there’s something magical that happens when you put pen to paper or pencil tablet, where you can write it out. It just really makes things stick and kind of come to life for you in a way that doesn’t happen when we’re kind of robotically typing.  Click here to snag my bonus download of my actual worksheets that I took my clients through at my retreat this fall at the beach. Below is a sneak peek of 4 of the 12 sheets inside! A few pages from inside the 2020 Marketing Planner Workbook you can download by clicking. https://malloryschlabach.com/2020plan For this process to work, we are going to go through three kinds of exercises.  Instructions for drawing this sheet:  If you didn’t grab the worksheets from the download, create three columns on a piece of paper, and then draw five lines across these columns in rows. We’re drawing a pretty chart here.  Evaluate the Backbone of Your Business This is where you’re going to evaluate your visibility, your clarity, the processes you have in your business, the people in your business and the tech. These are all things that are happening more behind the scenes, as opposed to like active marketing things. But they’re going to be really important and helping you figure out how to move your business along so that it can support the growth that you want to have in 2020.  The columns are going to be labeled: what’s going right, what went wrong and what’s missing? We’re looking at your brand as a whole and asking the questions we usually don’t stop to evaluate on: What’s really working well, or what do you love?  You’re going to ask yourself this about each row, such as “What’s awesome about your visibility?”  And what are you really, really clear on?  What processes are just so streamlined?  Who are the people that are awesome? And when I say people, this came up at the retreat as well, asking, “what exactly do you mean?” It could mean anything from who are the people on your team or it could mean the people who are supporting you, or it could mean people like the actual leads coming in. (Your answer can be a combination of all three of those, but I want you to take note of the people because that’s going to help you figure out you know, some other things when we get to exercise two and three. And then lastly, like what’s working really well in your tech, whether that’s a software or a platform or some kind of connection or integration you have working really well? It’s always really good to just make note of what’s actually working so we don’t change something that was working well.  The middle column is “What’s not working? What’s wrong? Or what is something I really need to make sure happens in 2020?” Ask yourself these questions for: Where are you not being visible? And what’s not very obvious, or very clear? You’ll know because you’ll answer in your head: “I really need to fix that, or I need to talk about it differently or I need to word different or I need to change my website.”  Whatever it is, figure out what needs to be more clear.  What processes are broken? What’s just not working well because things are falling through the cracks?  What’s wrong with people? Are you attracting the wrong type of people? Do you have someone in your business who’s slowing you down to you need to bring someone new onboard?  And what tech is not working? What do you need to upgrade or change? For the last column, think about What’s missing? This is where ideas for growth happen based on how you answer the questions for what’s right and what’s wrong for each category, you’ll know exactly what to create, change, add, etc.  So this last question is a lot easier to answer because you can see where the gaps are. You’ve just walked through the first step in the exercise by looking behind the scenes, to see the backbone of your business that makes things run and see how it worked this year. If you don’t have these five things working, it’s going to be really hard to sustain any kind of growth in 2020. Create Tangible Ideas For What 2020 Should Look Like The next step to map out your 2020 Marketing Plan is to start to put some depth behind what needs to happen next year.  We are getting a little bit more focused with each part of this exercise so we can map everything out. But it’s hard to plan your marketing if you don’t see your business holistically and look at the big picture of your business. Instructions for drawing this sheet:  So if you didn’t grab the worksheet download and are drawing this out as we go, take out a sheet of paper and draw three columns.  In the first column, the left column, I want you to write “Where are you now?” In the second column, the middle, I want you to write, “Where are you going?” And in the third column on the right, I want you to write, “How will you get there?”  This is where I want you to brainstorm ideas.  Where Are You Right Now? Now, this is also where your calendar is going to come into play a bit too, because the first column “Where are you now?” you can look back at the chart you just made and write down some of the same answers. This column is just a list of facts.  For example, like, I’ve been in business, X number of years, I have this many clients, I made this much in revenue. This was the most popular product sold. All of those things are actual facts.  Another way to think about this question to ask yourself: “If someone could take a snapshot of your business, what would they see?”  They can see this they can see what’s working and what’s not working. They can see that you went to X amount of networking events, or you traveled to this conference, or you spent X amount of time doing blank, right?  So I want you to look through your calendar, whether it’s paper or digital and write down the things that you did, the things you worked on, what you spent time on, like, just tally it up. It’s going to be really eye-opening. And I promise you, it’s going to help you get a lot of clarity around what not to do and what to do in 2020. One thing that might help is to warn you, don’t put judgment on the statements you write. They are neither good nor bad. Just write them all out. That’s the first step.  Where Are You Going? Next, write out, “Where are you going?” If you are a dreamer, this section is going to be easy because you can envision exactly where to go next. If this doesn’t describe you and you like to think linearly, you’ll want to go line by line down your column and answer where are you going, based on your “where are you now” answer.  So for example, if you said I had X amount of clients in 2019, then where you’re going is that you want to have z amount of clients in 2020, right? You can just literally go line by line and say either where are you going? or what do you want to do differently? or what do you want to do better?  Or where are you going doesn’t have to be a numerical goal It could be: “I’m going to stop going to this,” or “I’m going to only go to these events,” or “I’m going to travel only within 50 miles” or “I’m going to only go networking once a month, as opposed to every day.” You’re going to start to see immediately what you want to do differently in 2020.  So make sure you do the first column first or you’re going to be writing pie in the sky ideas, which are never helpful.  How Will You Get There? Now for the third column, we’re answering “How will you get there?” This is where my favorite part is because it’s the strategy piece.  How are you going to do the things in the middle column and make things work? This is also where you look back on your first chart of what’s right, wrong and missing and say, okay, like, how do I fix those things? Like how do i do more? What’s right? How do I fix what’s wrong? And how do I add What’s missing? I want you to just list everything out. Again, don’t judge yourself. Don’t filter yourself. But really think about How ARE you going to get there? Where exactly do you want to go? So for example, if I were to say “I have been in business X amount of years and I want to be in business more than 10. Obviously, this is what I want to do forever, like, how am I going to get there?” Well, to stay in business a long time, I know I’ve got to have consistent action, like actually be doing things and I got to make X amount of money, or continue to make money like that’s just an easy one. That’s not even like a task.  But we’re going to be able to break that down into what you actually do in a second.  Another example is if you wrote: “I want to have X amount of clients, Or I want to have three times the amount of my clients next year,” how DO you get there? What’s the first place you could start? You could break it down by the amount of things/programs/products/courses, etc. you need to sell and how many it would take, and now we could break that down by quarter or month in the next part and start fleshing out how to market that and when.  Another example is if you want to become a speaker and this year you were asked to speak once, but in 2020 you want to somewhere every month and maybe even get paid? You probably should write down to apply for speaking things or practice speaking more or meet with people who need events. All of those could be things that fall into that category.  So I want you to go through and look at what you’ve written down for “Where are you going?”, then go across the columns to figure out “If I want to do this thing, then how do I get there? What is it going to take to get there?” 2020 One-Sheet Plan It’s time to take out another sheet of paper. So up to this point, we’re at three sheets of paper if you’re drawing it out as you read. (or you can grab the worksheets here)  Instructions for drawing this sheet:  I want you to create one long row across the whole page on top. Then create a second row and split it into four columns. Then create a third row underneath that’s all the way across (just like row one), and then create the fourth row on the bottom and split that up into four columns as well. (like row 2).  We call this the 1-4-1-4  and it’s going to be your one-page action plan, where at a glance, you can see what the things you’re supposed to be focusing on in 2020. It creates a filter of what you said you want to be focusing on and it helps take away the randomness.  This is why I love this framework so much because it gives so much clarity quickly. Instead of having 900 things to do, like you might feel like you’ve created on your “How do I get here” column, we’re going to actually break it down into when are you going to do them so you can actually figure out what’s feasible to accomplish in 2020.  Okay, so looking at your chart, let’s put labels on it.  Your very top row is going to be your five-plus year row and what’s happening in the next five or more years.  Your second column, the first one that has four blocks is going to be labeled 2-3 years. And what we’ll add here are the things that are probably going to happen in the next two to three years because it’s going to take that long to get really good or to accomplish that thing.  The third row is our second really long one. This one is labeled 1 year. In this row, we are asking: “Overall, what’s the big thing we’re going to focus on for 2020?” This is the thing that we’re consistently going to be working on throughout the entire year.  And then the bottom row becomes your 90-day plan. In this row, we are figuring out what we can only focus on four things each quarter.  To fill in this 2020 One-Page Plan, you need to look back at your “How will I get there” column and go line by line and write how long you think it would take to make this happen? For example, you’re going to see a big shift for me in my messaging and how I talk about things in 2020 to be really focused on local marketing. Why? One because I know it inside and out and almost every single one of my clients are focusing on their local market. And two because nobody talks about it. Nobody is talking about how to do marketing well in a local market, or how to take online strategies and use them online, or how to take an online business and teach them how to also get local clients.  Nobody talks about this stuff,  so you’re going to see my messages start to change in 2020. Because my five-year plus goal is that I want to become well known for local marketing. Well, for me, that’s probably going to be a thing that’s not going to take me 90 days, right? It’s probably not going to take me a year, it’s probably going to be something that’s going to take me a good two, three or more years to really feel like I am well known for local marketing, like that’s going to become my niche, my thing.  So that’s something I’m going to just automatically write a five beside because I know that’s more of like a five-year goal than a 90-day goal.  Go down your whole list like that and itemize off the things here. It doesn’t matter how many you have because you’re going to prioritize it. Once you actually see how many things you wrote down then that’s going to be really obvious of how much you can actually achieve.  You’re going to have at least 12 projects to work on during the quarter, a focus during the whole year that you’re going to be continually working at, and then you’re going to have some big-picture things you’re moving towards — so what’s really going to matter to you and what’s going to move the needle forward?  Once you put a time frame beside each one, you can start to plug it into your 1-4-1- 4.  The reason I love this one-pager is that every single week or month, once you have this filled out, you can look at it and say, “Have I knocked off any of these four things for my 90-day goals?” As you cross them off, you get to add a new one to your bottom row. And of course, it goes without saying but for each 90-day project, you have to assign someone in charge of it and a deadline. If you are a solopreneur, then you’ll obviously be tackling it all, but if you have a team of freelancers, you can assign them projects too and use the 1-4-1-4 to keep everyone on track.  The magic of this process is that it allows you to think differently about your year than just straight up monetary goals. It really does look at it holistically, but also forces you to really prioritize and focus on what’s going to make a difference in your business, so that you’re not creating these really labor-intensive crazy goals that you’ll never achieve.  Creating Your Marketing Tasks + Plan  Now it’s time to start fleshing out the timeline and tasks needed to accomplish what you’ve created on your 1-4-1-4. Here’s my example to walk you through the tactical side:  If I have a goal, like sales goal of I want to have X women in the mastermind, or X people joining the academy every month, or X strategy sessions happening, I know that I can break that down into sales goals by month.  This helps me know what I’m selling and promoting and when. Writing out numbers and how I typically sell into these programs helps me break down whether that means I should do quarterly or monthly or annual launches. Or do I just need to have more sales calls?  Then I can work backward to what I need to do to ramp up to a launch, or what events to attend to find dreamy women entrepreneurs I could talk to in person or on the phone so that I am doing the work that I know works well because of this process to hit the sales goals I’ve outlined I need to hit to reach my goals.  Well, then that becomes my marketing plan for this step because then I know when I should put these things on my calendar.  So to do this for yourself, go down your list and write down the tasks and actual work you have to do to accomplish it.  If I write “I want to become well known for local marketing locally,” then I know that one of my things should probably be to start creating some buzz around local marketing in my own community. So I’m going to do that with workshops.  So one of my things, honestly on my list of to do’s for 2020 is to hold quarterly workshops locally in my market for local business owners, because I can do that. I love the face to face thing. Maybe eventually I’ll bring them online too. But for right now, what’s one tiny segment of my list is to be known locally as a local marketing person.  Another example is you know one thing for me is I just love planning, but the downside is there are so many things that I know I want to get done. And I don’t always do them well. So I know I want to get as much as possible scheduled out and planned…. And if I don’t do it well personally, it’s what I need to hand over to a VA.  By figuring out my tasks and what it will actually take, helps me figure out who to hire in 2020 to do it better.  The other thing you need to do to finish your 2020 Marketing Plan is to make sure to write out the things that happen in your business automatically, like events you’re leading or attending, or workshops, or promotion weeks, vacation, etc. Put it all on a calendar.  For example, I know for my mastermind, I hold two retreats every year in the spring and one in the fall every six months that all my mastermind members get to come to for free. Sometimes, I open up the doors for other women to join us as well.  But I have to plug those into the calendar and figure out when I’m going to start talking about these if I’m going to invite others in or want to have all the spots filled by Mastermind members be the start of each retreat. Other questions I ask to flesh out my tasks are: “What are the big things that I want to do inside my Facebook group, the #GirlBoss club?  Mapping out your marketing plan last like this allows you to not only do the fun stuff that moves you forward but also still accomplish the daily work of being a business owner without forgetting to work ON your business. 

Help support our podcast by getting a sticker from: http://www.calvinandjessica.com Looking for some cool new art? http://shop.jessicabramlett.com - (Youtube) https://bit.ly/calvinandjessica - (Apple Podcasts) https://apple.co/2lGcOjK - (Spotify) https://spoti.fi/2kcnwy3 - (Google Podcasts) http://bit.ly/2m8rus3 Questions & Timecodes: 0:53 - What was your scariest encounter while traveling/living a nomadic lifestyle? 4:14 - What was it like living in such a small space with no room for personal space in the RV? 7:04 - What was it like transitioning from the Midwest to the west coast? 10:50 - Would you rather live in California for the rest of your life and never be able to travel OR live in Arkansas but you can travel as much as you want? 11:55 - When did you guys know it was more than just a college fling? 14:04 - What is your favorite memory with each other? (and worst) 19:12 - Who's the big spoon and who is the little? 20:19 - How did your bisexuality play into your current relationship? Did you talk about it before? Did you expect to marry a (wonderful) man? How did Calvin feel? Do you still see yourself as queer or just an ally? If yes how Do you still rep LGBTQ?? Does this all even matter? 23:40 - Who's the better cook? Do you have any cooking horror stories besides the great grease fire at SAU Tech? 26:44 - Who takes out the trash more often? 28:08 - How do you feel about the other's career path? 31:05 - How is life as Two creatives? Do you help each other work? 32:51 - How Are you inspired by each other's creative work? (If you are) And Any Specific projects You’re inspired by the other? 36:07 - What hopes and dreams do you have for the next year? 40:01 - Do either of you have any midnight rituals, (like eating a snack at 3 am?) 43:59 - What do you think the other person's greatest fear is? 51:39 - How does Calvin see mental health and what are his tips for us? 55:20 - Do you use the bathroom with the door open or closed? For #1 and #2? 56:49 - What made you both decide to live a sober lifestyle? How does it affect your friendships with people who don't live the same life? 1:03:56 - What's your favorite TV show right now?

Transcript: https://westminster-institute.org/events/the-ongoing-war-in-the-persian-gulf-why-does-it-matter-to-the-us/ David Des Roches is Associate Professor at the Near East South Asia Center for Security Studies at National Defense University. Prior to this, he was the Defense Department director responsible for policy concerning Saudi Arabia, Kuwait, Qatar, Bahrain, Oman, the United Arab Emirates and Yemen. Prior to this assignment, he has served in the Office of the Secretary of Defense as Liaison to the Department of Homeland Security, as senior country director for Pakistan, as NATO operations director, and as deputy director for peacekeeping. An Airborne Ranger in the Army Reserve, he was awarded the Bronze Star for service in Afghanistan. He has commanded conventional and special operations parachute units and has served on the US Special Operations Command staff as well as on the Joint Staff. He graduated from the United States Military Academy and obtained advanced degrees in Arab Politics from the University of London School of Oriental and African Studies, in War Studies from Kings College London, and Strategic Studies from the US Army War College. He has also attended the Federal Executive Institute, the German Staff College’s Higher Officer Seminar, the US Army John F. Kennedy Special Warfare School and the U.S. Army Command and General Staff College.His academic awards include Phi Kappa Phi, the British Marshall Scholarship, designation as a Distinguished Alumnus of the Near East South Asia Center for Strategic Studies, and selection as a Joseph Malone Fellow of the National Council of Arab American Relations. His most recent publication is “Dominance versus Disruption: Asymmetry in Gulf Security,” which analyzes the security objectives of the Gulf Arab states and Iran. He previously spoke at Westminster on the Push and Pull of Religious Extremism: Who Are the Terrorists, How Are they Recruited, What Can We Do?

Hello Family. How Are you today? Today we are just winging it and talking about cheap ways you can enjoy the fourth of July without spending a lot of money. Share your ideas right here on The Cheap Cheetah Money Show. Have a great week and Save that Money! thecheapcheetahmoneyshow.blogspot.com https://www.facebook.com/TheCheapCheetahMoneyShow www.cheapcheetah.com

In this episode, we use the story-time to explore the essential question posed to human civilization throughout the ages: "How Are the Children?"Through the critical lens of personal experience as well as health statistics and news reports from across the globe of state of children in our current age, we find the answer to be disquieting at best and perhaps criminal if intent can be proven and the perpetrators brought to justice.As always, we bring you the current news, some wisdom to reflect on and an action item that you can do which will have a positive step in responding to the Climate Crisis.Support the show (https://www.facebook.com/donate/353364075293193/)

Zach sits down with the host of the Trill MBA Show, Felicia Ann Rose Enuha, in this special crossover centered around respectability politics. They discuss the importance of encouraging folks to embrace their full selves, noting that only in being your most authentic self can you really be your best at work.Check out the Trill MBA Show! Part 2 is on Apple!https://trillmba.com/episodes/https://podcasts.apple.com/us/podcast/i-am-not-your-negro-respectability-politics-w-zach/id1361878040?i=1000440238742Righteous Discontent on Amazonhttps://www.amazon.com/Righteous-Discontent-Movement-Baptist-1880-1920/dp/0674769783Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and listen, we have a really special episode. We have a special--and I do mean special--co-host with us today. Please introduce yourself.Felicia: What's up, Living Corporate family? [record scratch]Zach: [?].Felicia: I can't help it. This is Felicia Ann Rose Enuha, A.K.A. the truest MBA you will ever know, and I am the creator, executive producer, and host of the Trill MBA podcast, where my goal is to help you survive and thrive in Corporate America by giving you the truth and being as real as only I can be. So I am super excited to be here with you today, Zach, because I love Living Corporate. I love everything you guys stand for. I love the content you guys are putting out for the people, and so thank you for this opportunity to hang out with you and talk that talk today.Zach: Nah. Definitely the privilege is ours, and we definitely love Trill MBA. You do great content. It was interesting, 'cause in our research trying to figure out, okay, who's doing what it is that we're trying to do, who's out here really trying to have honest, courageous discussions about non-majority experiences in a--in a workplace, and Trill MBA was really, like, the only podcast that we saw that was really focused on that, and it's interesting because we actually had a conversation, like, internally about even, like, progressing and, like, moving forward with the Living Corporate platform, because we wanted to understand if we needed to be here, right? But over time I think what we realized is, like, there's definitely more than enough space for any voices that are aiming to do this, and the fact of the matter is if I look across the entire podcast landscape and I can only see one, then, I mean, that probably means, you know, it needs a little bit more.Felicia: Yeah. We need all different perspectives, 'cause here's the thing. As black people, we are not a monolith. Like, what goes for one black person doesn't go for the other. Hey, guess what? Not all black folks are Christian. Not all black folks are Baptists, you know? You know, like, we're not all the same, but the problem is the media portrays us as that one black friend or that crackhead or that baby momma, and that's what it's been until recently, right?Zach: Until recently, that's true.Felicia: And so we have these stereotypes that we need to fight, and the only way to do that is for many more of us to tell our stories, you know, be real about what's happening to us in different aspects of our lives in corporate spaces. That's just one aspect of, God, so many.Zach: No, that's super true, and I think it's interesting. Even the way that, like, you're framing this, in which I agree, is--I think, like, our vibes are really different, right? Like, our core messages are the same, but our vibes are different. So, like, Trill MBA, you know, y'all are--correct me if I'm wrong. My impression is y'all have been focused on, like, the very visceral experiences of black folks and how to really shed off the BS and really be your full selves at work. Now, Living Corporate, we aim to do the same thing, but we're not just focused on black folks and the framing and the tone in which we take around certain topics are a little bit different, and one could even say it's almost like an exercise in respectability politics in the way that we go about handling our content.Felicia: Yes, which is what we're gonna talk about today, and--Zach: Segue king.Felicia: [laughs] Well, the thing is also, like, I'm very focused on black women, because that's what I know and that's what I understand, and the great thing is a lot of the things that happen to black women in corporate also happen to other non-white males in corporate, but I want to pick out the nuances for black women. So for example, white women in the workplace, they get up in the morning, they'll look in the mirror, and their concern may be, "Okay, does this skirt fit too tight? Because I don't want to draw negative attention or derail my career because I'm coming off too sexy at work," whereas black women look in the mirror and say, "Okay, do I wear my natural hair today, or do I need to put this heat on it and damage it one more again? What meetings I got today?" So it's the same experience in the root of oppression. It just shows itself differently, and that's what I want to bring to the forefront.Zach: It's more than appreciated and needed, but yeah, you're right. We're talking today about respectability politics, and for those--'cause we haven't really said this yet, but we're gonna say it now. So this is, like, a two-parter, y'all. So we're gonna have part one on the Living Corporate side, and then we're gonna have part two on the Trill MBA side. But we just want to kind of give some context in terms of just what it is that we're talking about. So I want to go ahead and give a quick definition of respectability politics, and it's interesting 'cause when you look up respectability politics--like, you, like, Google it, right? So there's a Wikipedia entry, and then there's a couple of, like, posts on Medium, and there's also an article on The Root, but there isn't, like, a super historical breakdown, like, within The New York Times or the Washington Post or even, like, The Atlantic. Like, it's not--it's not necessarily something that we just talk about and really explore it in-depth in the same ways as we have other, like, hot terms, hot button terms, but I do want to talk a little bit about it. So the term "politics of respectability"--I'm reading from the Wiki, y'all, so don't judge me. Ultimately, when you--when you look at the history of respectability politics, it really actually started from the efforts of black women aiming to distance themselves from the negative stereotypes that came with being black in their communities, and it aims to control or really set the terms of behavior to make sure that your behavior kind of adheres to norms, and those norms are typically established by the majority. Stereotypes typically, like, around, like, us being lazy or dumb or violent or immoral, and so a lot of times when you think about, like, respectability politics, think about the difference between Carlton and Will on The Fresh Prince of Bel Air, right? So, like, Carlton was, like, very quote-unquote articulate. He dressed--he did not, you know, sag his pants. He was a respectable guy. He was very intelligent, whereas Will was--he'd sag his pants, he'd laugh, he'd joke. He'd be all loud, you know what I mean? He was--he dated a lot. So, you know, he was not monogamous at all, and so, you know, that's where you see--you definitely see, like, a dichotomy there. And then it says--again, y'all, I'm reading off the Wiki. That's, like, kind of some of the background, but I'm also gonna put the other links in here around some of the other posts that we found, some of the other research that we found. There are research studies that associate part of the high burden of mental health disease for black Americans on assimilationist behaviors. So what does that mean? So the idea or the activity of us aiming to "act white," quote-unquote, puts a mental strain on us, right? Like, the idea that we need to adhere and just, like, behave in a certain way all the time, and that self-policing, that active self-policing, is mentally draining. Researchers Hedwig Lee and Margaret Takako Hicken argue further conversations about respectability politics should always consider the challenge of negotiating every day social spaces as a black American and how this impacts mental health. And then so really though if you want to--if you want to really read more on the origins of respectability politics, check out the book Righteous Discontent: The Women's Movement in the Black Baptist Church, 188-1920, written by Evelyn Brooks Higginbotham. And that's where the term was really coined and created, and it really, again, was to describe the social and political changes in the black community during this time. So this was transitioning from slavery. There was a movement that originated in the black church to really, like, almost reform the black image. This black image was one that was created through oppression, but it was the idea of having the right types of behaviors to be accepted as a functioning member of society. And you see that. Again, like, when you--I remember when I grew up, you know, when I was a little kid, there would be other black people who would be like, you know, "Y'all need to stop acting so black. Y'all need to act white." Right? Or if you're hanging out with your friends, your black friends, they'd be like, "You acting white," if you happen to do well in school or speak well or just reject--like, just reject slang or--it's like, "Oh, you actin' white." It's like, "I'm not acting white. I'm just--" I'm not acting white. Like, that is super problematic, but that's the idea of respectability politics. And then, like--look, so here you go. So y'all want another example? I'm about to say a bunch of buzzwords today. Black Lives Matter. So the Black Lives Matter movement is an example of a movement against respectability politics. The movement was motivated by the shooting death of Trayvon Martin. So we know the story of an unarmed teenager shot by a neighbor. In line with the growth of the Black Lives Matter movement, some celebrities who have typically shied away from the conversations about race have begun to engage the topic. And so we have, like, Shonda Rhimes as an example. Of course we have John Legend, but, like, there's--again, y'all, like, that's the idea. Am I making sense, Felicia? Or am I just kind of all over the place?Felicia: Yeah. I'm over here triggered that--like, that's why I'm like, "Oh, my God, yeah," 'cause I was that kid who was told in elementary school by my elementary school teacher--shout-out Ms. [Sledge?]. Well, I guess she might be married now. [laughs] But, you know, I would come to school and speak in black vernacular from home, and when you're learning, you know how to write sentences and how to write in, you know, "proper English," quote-unquote, you are told then at that point that how you're writing this is wrong. 'Cause I would, like, write things like, "What it is?" [laughs] "How you doin'?" You know? And the teacher's like, "How ARE you doing." "Oh, okay." And yeah, I caught on quickly, and I learned how to code switch without even understanding that's what I was learning to do. It became "This is how you talk at school, and that's how you talk at home." And so for me I also had a nickname, like many black people, and so my nickname is Lisa. And so at home I was Lisa, and at school I was Felicia, and so there began this whole psychological warfare of "Who am I?" [laughs] Or "Who do I need to be?" And always questioning that. So yeah, I'm triggered right now. [laughs]Zach: Well, it's interesting, right? 'Cause basically respectability politics, or adhering to respectability politics, says, "Look, for you to be treated better by those in power, you need to act this way," right? So you need to--you know, at work you need to dress this way. You need to say these things. Your work needs to look like this. Like, and it's so much about quality or even delivery. It's about the methodology of a thing and not necessarily the actual thing itself, and that--again, like, that effort to continue to self-police and tweak and adjust and consider every little thing you do can be genuinely, literally nerve-wracking, right?Felicia: It's dangerous.Zach: It's super dangerous. In my experience in my career, what I've seen is that a lot of times when you have, like, you know, employee resource groups or these types of groups that are, like, basically asking you to huddle around some aspect of shared identity--typically it's race--and for the black ERGs, what I've seen is really just a lot of conversations around respectability, right? So "Hey, when you come to work, you need to, you know, make sure you're dressing like this." "Don't be saying--don't use slang." It's just--it's a bunch of don'ts, right? It's a bunch of--it's a bunch of things for you to assimilate, and I think the biggest thing about respectability politics and just the whole concept of, you know, you need to act this way so that white people approve of you is, look, there's nothing you're going to do--there's nothing you're going to do that is going to dissuade someone from realizing that you're a black person, right? Now, in your mind, I guess if your goal is just to make sure you look like you're one of the good ones, I mean, I guess that's a choice, but ultimately nothing you're going to do is gonna stop them from remembering that you are not white. And it's interesting, because, like, when I talk to older mentors of mine who are the same age as my parents--they've done this for a little while. I say, "What would advice would you give me?" And they're like, "Look, the main thing you need to realize is you will not ever be one of them. Like, ever." Like, that's the--that's the feedback, and, like, that's what they've said over and over and over again is "Hey, you're not them, and you're not ever gonna be them." "So as long as you keep that in mind." He's like "Zach, you know, I know you're doing well and everybody likes you and blah blah blah blah blah, but, like, you're not--you're not gonna be them." And it was just--that hurt my heart. Like, for that to even be--like, for that to be--for that to be the advice that they gave me is--it hurts. Like, it's real, but it hurts. It's like, "Wow, okay." So--Felicia: Hold on. Let's unpack that.Zach: Hm?Felicia: Why does that hurt you and many people? Like, what is it about the fact that you will never be them that you feel--that makes you feel uncomfortable or you feel a certain kind of way?Zach: It's just--it's just sad. Like, it's just really sad, like, because a lot of times when you say, "Well, there is no--there are no races but the human race, and we're all one people," and all this kind of stuff, and it's like, you know, ultimately everybody wants to be accepted, right? Everybody wants to be accepted. So, like, when you're like, "Hey, I don't care what you do, you are always gonna be other. You're always gonna be different." And so it's the--the fact of me always being other and different isn't on its face hurtful. That's not the problem, but what is sad is that, like, the people that I'm talking to who are at the top of their respective fields, they are, you know, again, outside looking in, very respected and highly successful with a huge network of people that don't look like them--that ultimately even they, they go home at their end of their days, or they're in these situations where they still don't feel as if they truly are accepted and belong there. That's sad to me. It hurt. So that's what I mean when I say it hurts.Felicia: Yeah, and that's why I needed you to unpack that, because I didn't want it to be, like, you necessarily want to be them or want to be in the white boy club or want to be a white boy.Zach: [laughs] No.Felicia: [laughs] Right, I just wanted to make that clear.Zach: Definitely not. I'm very--I'm very in love with the skin God gave me. I'm happy with my culture and my identity. It's just more about, like, being other. It's just a different life. It's a different experience, and there's nothing you're gonna be able to do to really--to change that, and not that you should necessarily even want to change that I guess in terms of you being different, but it's just sad. Like, it's just sad to me that, like, I've met people who have been--I mean, they've been working for 40, 50 years. Like, they've been--they've really been putting in all this effort, and you would think at some point they would be truly accepted and truly part of the in group. And there's always gonna be a--there's always gonna be a bit of tension there in terms of "How much do you really belong?"Felicia: Well, and that's the thing, you're not. But we need to realize that that's okay, that it's okay to just live in your truth and be who you are, and I think what's so hard is that as human beings there is a need to feel accepted and to feel like you belong and that you have a place in the space that you occupy, and that rudimentary human need is expressing itself through the nuance of history and culture. You know, basically everything is the fault of slavery, but I think what bothers me the most is that you can't win in this situation of respectability politics because your mentors and those men that were telling you, "Hey, Zach, when you come into this space, you can't do this, you can't do that, you can't do this. You need to be this way." That isn't necessarily a rejection of who you are. What that is is survival, and so something that we have to give our ancestors the benefit of the doubt on is that the reason why they were trying to conform and assimilate is so that they can lessen the negative aspects of life that came from being so different and making white people uncomfortable. And so the idea is that if I show you and prove to you that I'm just as human as you are, that I'm just as good as you have claimed to made yourself to be, then you should treat me better, and you should just let me live, but that's the flaw in the thinking, is that you do this activity, you change yourself, you conform, but they will never see you as human. They will never see you as equal. They will never see you as them because the hate and the wanting to be in power and the wanting to be better than and more runs so deep through generations of the culture of Caucasians that you can do all the respectability politics you want, and it will get you so far--it will help you survive--but it won't help you thrive.Zach: It will, it will. No, it won't. And I think it's just--it's so interesting, because I would say, like, the most respectable person that we've ever seen on a public stage in our generation is Barack Obama, right?Felicia: Oh, God. Poor Barack.Zach: Like, Barack Obama is the most respectable person ever to respectable ever. Like, he is super--Felicia: But yet what I--and see, this is why I love Barack, right? Because, in a very rebellious way, he would let his blackness be known in public. So, like, when you see him greeting, you know, white people, and he's shaking their hands. "How are you doing? Hey. Good to see you. How are you doing?" And then a brother comes in that line, and it's a whole full dap up.Zach: I hear you. I hear you that there would be certain things he would do to let y'all know that he's--he is black, but what I'm saying is that when you look at his overall profile, like, this man has had--he always spoke very well. He went to prestigious colleges. Rarely cursed, like, in mixed company. He always kept his cool, right? Like, he was never angry. People used to complain about the fact that he didn't get angry enough. He dressed very respectably. But ultimately, people still talked to him crazy. People still called--people still attacked and degraded his wife. People still attacked and degraded his children. People still, you know, questioned his--questioned his competence and made a bunch of--a bunch of extremely racist statements. It was interesting, 'cause like, "Wow, man. This dude is the president of the free world. He's the leader of the free world, and yet he can't--"Felicia: He can't win.Zach: He can't win. He can't win. Like--Felicia: He can't win. Can't win 'em.Zach: I want to say like Ta-Nehisi Coates in The Atlantic said. Man, I watched this man, like--he said, like, "walk on ice and never slip once," right? Or something like that. It was like he was--he was squeaky clean, and yet, like--go ahead.Felicia: I was gonna say but then think about if Barack Obama had acted up half as bad--just as half as bad--as this fool, 45, that's in office right now. Can you imagine the David Duke-like person this country would have elected? Because I feel like the current person that holds the office of president--I can't even bring myself to call him president, but that thing in office right now, he is a direct result of Barack Obama's respectability politics and Barack Obama being this entity of a human that had to walk this tightrope line in behavior and manner and actions and, you know, trying to do the best he could with what he had, and they still hated him for it, and they just hated the fact that he was black. And because of that, it was like, "Well, this--" I ain't even gonna say it on your side, but you know what they called him, and now this is the--this is like, "Okay, we got rid of him. We're gonna fix it now," and then, you know, it's, like, swinging the pendulum all the way to the wrong side.Zach: Right. Well, you know, I believe it was in Martin Luther King's--I think it was either Where Do We Go From Here or the Letter from Birmingham Jail, but he talks about--he talks about white backlash to black progression, right, and he talks about the fact that, like, whenever there's something that happens where black folks make some type of progress in being more free, then the white majority--and again, for those who are listening, not every single white person. We're talking about the historical narrative of America--that there's some type of backlash, and I want to say, like, Van Jones--Van Jones, a couple years ago--as problematic as he can be from time to time--he used the term "whitelash," and that's what it is, right? And this is not a political podcast, right, but it's--to me, like, it's the biggest example to me of respectability politics and the narrative of, like, look, like, if they're not gonna listen to Barack Obama, with his very prestigious pedigree and vast intelligence, they're likely not gonna--they're likely not gonna feel you either. So, like, how do you--so then, like, the question to me then is what does it look like to reject respectability politics, reject respectability, and be your best self? Right? Like, that's really what I want to understand. I want to understand what advice it is we have for our listeners who--you know, who have--again, black culture, like, we--especially professional black culture is largely shaped by respectability politics. Like, you're gonna go and show up to these things. You're gonna talk a certain way. You're gonna not do certain things. You're gonna not have certain conversations. You're going to laugh at certain jokes. You're gonna laugh a certain way. You're going to dress a certain way. Like, because of respectability politics, because you want to fit in, and the point that you made earlier about, like, it's not to shame anybody. The origin of respectability politics and the origin of attempted assimilation is survival, right? And that translates today. Like, we act and carry ourselves in a certain way because we want to get promoted or we don't want to get fired or, you know, we want a bonus, or we want--like, there are things that we believe that respectability will earn us, will reward us, and so what I'm really curious about is that conversation. How do we encourage folks to be their full selves, right? How do we encourage people to fully embrace who they are and really be their authentic selves? Because only in being your most authentic self can you really be your best at work.Felicia: Right, and I think we have to really get honest with ourselves and understand that we're operating out of fear. And so this is something that I'll be touching on in my book. I'm working on a book right now to come out at the beginning of next year, and it's focused on career management for black women. And so one thing we've always been taught is that, you know, you need to show up in a certain way, and what I'm finding through my research is that the black women specifically that are doing very well in corporate America--so they're in the pipeline, they have senior-level sponsors. So their sponsors are CMOs, CEOs, CFOs, CIOs. Their sponsors are in the C-Suite, and they are being put into the succession pipeline for higher levels of leadership. Those black women are actually doing well because--they do something that's very unique in that they decide that they're gonna be themselves, but in addition to being themselves, they decide to share their story, one, and two, they also decide to bring their most positive self to work every day. So one thing they still keep I think from the realm of respectability politics is the idea that I have to fight against the stereotype of being the angry black woman. And I honestly think this is okay, because my grandma, she always told me "You catch more flies with honey than vinegar, baby," and that holds true to this day. So when you come into an organization and you face those challenges and the stress people try to cause you, whether necessary or not, when you can come in with your happiest self, your most pleasant self, your most positive self, and still bring the critical thinking--push back in a way that's a win-win for everybody, you know? Tell people about you and who you are and your personality, which we've always been taught "Don't do that 'cause they're gonna use it against you later." When you make that change, that's where you start to see a resonating with the humanity of the people you work with that don't look like you, because now instead of being afraid of you they start to understand you as a human, and you're not just this black entity that they don't know and they're afraid of. And so that's the thing that we need to change. We need to focus more on relationship building and less on conforming and putting our heads down and thinking that our work is going to speak for ourselves, because work is only 10% of the equation in success. So you can do all the great work you want to. The mediocre white man is still gonna get your promotion. Why? Because he has relationships. And so we can now move from this idea of respectability politics, because it's dangerous. It's dangerous to our mental health. It's dangerous because it doesn't help us fight stereotypes the way we think it is. It's like you're trying to call the stereotype as wrong, and first of all, stereotypes are just generalizations that have a bit of truth in them. We all have a Cousin Pookie. Yes, it's true. He might not be named Pookie, but we all have him. You know who your Cousin Pookie is. I got a couple of--Zach: Every family has a Cousin Pookie. Every family, irrespective of race. Right.Felicia: But the thing that we need to get white people to understand is that our Cousin Pookie is their cousin Billy Bob or their cousin Ray-Ray.Zach: Correct. Exactly, yes. Everybody has one. Everybody has a problematic--like, a challenging family member. Everybody has problems in their family. There's--like, the things that are so negatively attributed to black culture and brown culture, those things are happening in all families, all communities, because life happens. Because life happens and we are all human beings.Felicia: Yes! And that's what we all need to understand. This idea of thinking that there's aspects of your life that will make you better than the next person next to you and somehow make them less human than you are, like somehow you're a better human, that's the crux of prejudice and racism and just all of these ideas of you trying to somehow elevate yourself on the backs of someone else, and in order to do that and to somehow keep your conscience, you have to dehumanize the person who you're standing on. And in this country it plays out around race, but, you know, this is a human problem, but the more that we use our intellect to recognize it and recognize that respectability politics was only a way for us to survive in white spaces, that that doesn't work now. And you can try all you want to. You're not going to win. Barack is a very good example of that, and so now what do we do? We tell our stories. We humanize ourselves to the world. We share our culture. We share all of it though. The fun parts, the sad parts, the raw, human parts, the elated, joyful parts, and that's how we start to shift in the minds of the next generations that we are not a people that you can continue to step on and elevate yourself, because we're gonna move, and you're gonna fall on your butt.Zach: And, you know, I'm really appreciative of this conversation. I mean, it's tough because when you think about--I was raised to really believe that "Look, if you just put your head down, you work really hard, you keep your business to yourself, you don't tell your story, then you're gonna go far." And it's like you said, that's not working now. Like, storytelling is the chief medium of connection, and it's growing to be that, especially in corporate spaces. Like, those who can best tell stories, those who can best connect the dots in a way in a narrative form. And not, like, in a bulleted list, but, like, truly how they communicate is effective storytelling. Those are the folks that are making an impact, and that's a different point of direction for us, and it's, like, very much so against the grain of what I believe we've been taught historically will keep us safe.Felicia: Right, but I want you to realize - everything that we've been taught was taught out of fear. So it was "I'm afraid for you to walk in this space, and I need you to keep yourself safe, and so, you know, these are the things you need to do," which is--I mean, but literally it was about life or death, right? Like, if you walked in and you looked at a white man in the eye, you could die, you know? And so respectability politics had its place, but I think now we need to move forward and realize it is a new day, and so for you, Zach, I would encourage you to be more brave, be more courageous, and take those chances that feel, like, risky, like, real risky, and go for it, because those are the--those are the things that get you promoted.Zach: Oh, no doubt.Felicia: When you go to the CEO and be like, "Hey, I'm Zach. I just wanted to introduce myself. How are you doing today?" Now everybody will be like, "You just walked up to the CEO with your black self? And what did you say?" Even your white boss will be in fear. But the thing is, when you do that though, you're humanizing yourself. You're humanizing this person who has this title, and everybody walks around on eggshells around [them,] and now this person wants to connect with you because you opened the door, and they're just humans. And so we need to figure out, as black people, how do we get comfortable in our own skin in the workplace to make those human connections with the white men that are old and stodgy and they have resting bitch face that--nobody ever calls out that old white men have resting bitch face, but, you know, like, how do you get past all of that facade and go talk to them and meet them and learn about them and ask them to learn from them and share with them the things that you know about their organization that they'll never see because they're the CEO?Zach: No, that's real. And, I mean, it's interesting that you'd say that, 'cause even, like--and I haven't really ever shared this yet, but, like, my promotion journey to get to a manager role--and I got promoted at my last firm, and I'm at a new firm now, a new consulting firm now, but it had a lot to do with me telling my story and putting myself out there and connecting and networking with fairly senior folks, and I don't--and I don't think it's exclusive--and I don't think you're saying this, and I recognize Trill MBA's focus, but it's a chance to--Felicia: It's for everybody.Zach: It's for everybody, right? It's for every non-white person.Felicia: It's for white people too--it's for white men too. Like, and that's the thing we need to realize. Like, in some way, respectability politics also plays out from an economic standpoint. So you will have poor white men whose narrative is "I was raised in the back woods of Alabama, and my parents scraped together enough money to send me to Alabama University, and so then I went to grad school, I got into Harvard, and now I've unlocked this world of elitism." And then they hide, you know, their hick family, you know? They feel like they have to fit into this elite people, you know?Zach: That's real.Felicia: So these things happen in different ways, but they happen to all of us, and so I don't want to deny anybody's experience. I just want to call out, "Hey, as black women, this is how this happens for us," in a way that humanizes us and in a way that you can understand.Zach: No, that's real, and so what I want us to do is I want us to go ahead and, for our listeners...Felicia: Oh, it's about to get real. [laughs]Zach: Check us out. We're about to go ahead--and you're gonna listen to part two of this conversation on the Trill MBA show. That's right. So, look, we've got, like, a crossover thing. It's really cool, right? Like, it's kind of like when you have--I don't know, what's all the shows on NBC? You got Law & Order, and then you've got SVU and, like, you know, all the characters kind of cross over. You're like, "Oh, snap. Oh, [?]. They're on the--" You know, so it's kind of like that for your podcasts. For the loyalists over on Living Corporate, y'all get to now hear me on Trill MBA and vice versa, you know what I mean? So it's kind of like that.Felicia: Yeah. You're the Olivia Pope, and then I'm gonna be Viola Davis. I always forget her character's name. I know that's horrible, but she is so ratchet on that show. Like, she killed people and everything, so I don't think--Zach: Oh, you're talking about How to Get Away With Murder?Felicia: Yes! Yes. You know, they did that crossover episode. Annalise Keating! I'm gonna be Annalise Keating, and you're Olivia Pope. So you all statuesque and, like, put together, white knighting it, and then I'm over here breaking laws 'cause I'm a rebel.Zach: Wow. [laughs]Felicia: So if you want to come over and hear us be real black, come on over to the Trill MBA Show, where--what we're gonna break down though, we're gonna give you tangible, tactical tips on how to combat respectability politics for yourself in your workplace over at Trill MBA.Zach: All right, y'all. Well, listen here. Thank y'all for listening to the Living Corporate podcast. You can check us out everywhere at Living Corporate. That's right. So if you Google--that's right, Google--Living Corporate, we'll pop up. We're @LivingCorp_Pod on Twitter. We're @LivingCorporate on Instagram. Livingcorporatepodcast@gmail.com email address, and then we're living-corporate--please say the dash--dot com for the website. We're also livingcorporate.co. We're, like, all the Living Corporates dot whatever except for Living Corporate dot com because Australia is still holding onto that domain. So we're gonna have to see what's going on with the AU so we can get that domain, but yeah. If you have any questions you'd like for us to read on the show or anything you'd like for us to shout out, man, look, our DMs are open, okay? Twitter DM, Instagram DM, Facebook Messenger, and you can email us at livingcorporatepodcast@gmail.com. You can also contact us through our website, which I've already talked about. And make sure to subscribe to our newsletter through our website as well, okay? Let's see here. Shout-out to JJ. Shout-out to all the folks who are checking out the podcast. Shout-out to Trill MBA. You're gonna see us over on the next one. This has been Zach, and you have been listening to myself--Felicia: Felicia Ann Rose Enuha, A.K.A. the Trillest MBA you will ever know.Zach: JJ, drop the air horns right here. Yes, right on the outro. We're gonna put the air horns on here for my girl Felicia. Thank you so much. Thank y'all for listening to us. We're gonna be back. Peace.Felicia: That was so cool. [laughs]

HUMP DAAAAYYYY!!!! Got A Little ADD This Morning, How Are 9 People Dead And Nobody Gets Charged, A Young Girl Runs Off With An Older Man, There Was A Stimulating Game Of Stump Sam, We Had The Douchiest Top 5 Ever, & Sam Steps It Up To Stage 5 Psycho!!!!

HUMP DAAAAYYYY!!!! Got A Little ADD This Morning, How Are 9 People Dead And Nobody Gets Charged, A Young Girl Runs Off With An Older Man, There Was A Stimulating Game Of Stump Sam, We Had The Douchiest Top 5 Ever, & Sam Steps It Up To Stage 5 Psycho!!!!

Hello family How Are you today? Today I am talking to you about how I track my spending. It's easy and effective. If you have any Saving, Making or Having Fun with $$ ideas or suggestions please share with me right here at www.cheapcheetah.com thecheapcheetahmoneyshow.blogspot.com

We delve into the history and mythology of the hag! How ARE they different from evil witches? What's up with Baba Yaga? And much more.

The house flexes its muscles, more than once, and an unhappy heir demands her inheritance. Featuring: a Biblical plague.   Music: Why Don't You Write When You Don't Need Money by Bob Roberts, How Are the Hands Nourished? by LG17, and M, Volume II by (morse). Written by Becca De La Rosa and Mabel Martin. Guest starring: Dorrie Sacks as Janet Kirk and Alexandra Serova as Aconite. patreon.com/mabelpodcast mabelpodcast.com

Does the way we identify ourselves play a role in how we are respected or treated in society? How? Are there different races or just one human race? What does that mean? What about specific people who are statistically at the bottom and suffering the most? Is law needed in society? Is law and order the same thing? What about nature? BluePoetTree.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Have you ever taken the time to slow down and really ask someone, "How Are you?" Or do we not have the time to really hear what they have to say and have a heart to see how you can respond in help? It is in these times we can truly connect and make a difference. Let's nake a point to help someone else in love and God will get the glory!

On the full 45min episode we tackle... - Do you see Star Wars as American? Did the Australian filmed episodes change how you saw them? - East Coast tour? - Would you watch The Last Jedi on a plane entertainment system for the first time if it meant you could interview the cast about it? - Is Snoke little? - Would a Knights Of Ren movie be too gory? - Should the backstory of the real Boushh be revealed? How? - Are some actors too famous for Star Wars? - Will Snoke theories continue after The Last Jedi? - Who would win in a battle between Bor Gullet and a Sarlacc? - What happened to Han Solo's reward? - Is The Last Jedi taking story ideas from Dark Force Rising? Plus many segues and Star Wars banter! FULL 45 MIN EPISODE AVAILABLE FOR STEELE WARS CONTENT CLUB MEMBERS ON PATREON! Enjoy all our bonus shows and full back catalogue direct to the podcast player or app of your choice while ensuring the continuing production of the Steele Wars Star Wars podcast. Bonus content shows include Making Steele Wars, Steele Wars Live Movie Commentaries, Live Call In Bonus Show, Patreon Q&A Show, full length insert free versions of all Steele Wars episodes and Gonk & Steele's Trash... See acast.com/privacy for privacy and opt-out information.

I have some questions for you… Off the top of your head, can you think of a verse, passage, or story from Scripture concerning generosity? What does the Bible say about taking care of the least of these or the poor and marginalized? Another question… As Christians, are we obligated to take care others? This is tricky. Obligations often lead to a works-based relationship with God. It’s easy to believe that the more we do for God, the more He’s pleased with us and therefore, we’re bound for heaven. But is this accurate? On the other side, 1 John 3:17-“ If anyone has material possessions and sees his brother in need but has no pity on him, how can the love of God be in him?” And then what about these verses: -Romans 5:1-“Therefore, since we have been justified through faith, we have peace with God through our Lord Jesus Christ.” -Ephesians 2:8-“For it is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not by works, so that no one can boast.” -James 2:24-“You see that a person is justified by what he does and not by faith alone.” *How do you reconcile these seemingly different views? Are they at odds? How? Are they in sync? How?

On the podcast today is Nicholas Kraft, who Produced and Edited the fantastic documentary Pursuing Happiness, and is currently employee #1 and Director of Audience Development at the List app, a social network built around the creating and sharing of lists, and co-founded by BJ Novak. I had the privilege of watching Pursuing Happiness, where their goal was to find the happiest people in America, and oh man I liked it so much. Among many things, it made me realize that I need to step it up and actively care more for the people around me. Being nice is one thing, but I can stand to do more to make life easier for other people.  And I have played around with the List app, and I like that, too. It’s amazing how poignant or interesting or informative a simple list can be. Plus John Mayer and Lena Dunham use it all the time. Download it in the app store if you don’t have it yet. If you’re interested in seeing the doc, head over to PursuingHappiness.com, where you can see the trailer now, and though it won’t be available on demand for a couple months, there’s a contact page, and if you give them a shout and say you heard Nicky K on How Are you Thinking About, I don’t know, no promises, but you may find yourself watching the movie sooner than you think.   Nicholas on the List App: https://li.st/Nicholas Nicholas on LinkedIn: https://www.linkedin.com/in/nicholas-kraft-ab5a708b   You can find me on Instagram at https://www.instagram.com/igorpix/ Feel free to write me at howareyouthinkingabout@gmail.com   PODCAST CREDITS Theme song: Vocals: MACK - https://www.instagram.com/mackandgold/ Mix: Dan Gerbang - https://www.instagram.com/dangerbang/ Writer: Igor Hiller   Cover art by George Hilton III: http://georgiecreates.tumblr.com/ Cover design by Eve Survilo: http://www.evesurvilo.com/   Thank you for listening. White wine goes with fish, red wine goes with meat, but like who cares. 

How ARE you? Holly and Laura check-in on life. Home life, work life, sobriety and love. Music by Radiation City.

How Are the Dead Raised? (1 Corinthians 15:35-55) from Easter sermon series (2015-04-05). Slides: http://goodnewsgathering.net/sermons

The Doctor and Rose show up randomly on a spaceship. How did the Tardis DO that? Said ship is on a rock that is orbiting a black hole. How is it NOT falling in? The crew is astonished that two real humaniod beings show up on board their vessle. How ARE they there?! The Devil […]

Do your leadership styles make things happen or do you just let them happen? Does your team know what you are shooting for and what their part is in helping (you) achieve that? The post (How) Are you leading? appeared first on letstalkcoaching.

After a long hiatus, we are back. We hope to be back for the rest of the year now. Enjoy this AWESOME episode with an Interview with Torii (Silvermist0125 on YouTube)~! Episode Guide: Families'ANimation 's 2-31 Podcast episode (31th EPISODE OF SEASON 2):(Original Broadcast: Friday, October 14, 2011) [Rebroadcast:Fri. 15 October,2011] -INTRO (Surviving for the best;interview with Torii!)*Intro Programing:-{s00:50}Hello, How Are you? [Vocaloid;ENGcover sung by Gagadera (xfinal-fantasyx)]-{s05:28}Line (Vocaloid;supercell feat. Hatsune Miku)*NO DVD update**{s10:28}Interview with Torii (Silvermist0125)*Fandubs/Covers*-{s33:40}I=Fantasy [Vocaloid 3; sung by Torii (Silvermist0125)]-{s35:14}Kosmos, Cosmos [The iDOLM@STER; sung by Torii (Silvermist0125)]*END* Stay tuned to THIS PodOmatic Page (and/or Tumblr) and ToonRadio's site at ToonRadio.Net!! **Other links/URLs: http://FApodcast.Tumblr.com http://twiitter.com/Vilapupu Hear more covers from AVA Gagadera on http//youtube.com/user/Gagadera ! Hear more Fandubs by Torii on http://youtube.com/user/Silvermist0125 ! [Emii's YT channel: http://www.youtube.com/user/IrukaLucia]

AIDS/HIV ---DL, Gay, Straight? The real concern is HIV/AIDS? DO you tell? If so, When and How? Are you tested? The M.E.N. series will hear from men across this country who will have candid discussions about issues they deal with daily that include child support, custody, marriage, relationships, finances, raising children, dealing with women, prison, sexual abuse, drugs and much more. Its time to hear from men, and M.E.N. will enable them to network and be empowered so that we can grow as a community, people and society.

In this episode, I talk about the frustrations I had with the Netflix series Tiger King. While the show focused on big cat owners, it skirted around major issues on animals in captivity. Do zoos play a role in conservation? How? Are the facilities in the Tiger King really the same? From my 17 years in wildlife biology, I provide an expert opinion. For full show notes visit: https://stephanieschuttler.com/conversations-on-animals-in-captivity-tiger-king/