Podcasts about Hybrid

Apparently, the entertainment industry is crawling with bad dudes. Thankfully, the Nicest Man in Hollywood sets a good example for all of us to follow.Performed by Adam Bozarth and Anna Rubanova. Written by Adam Bozarth.Thank you for supporting us on Patreon!Visit our Tee Public page: https://www.teepublic.com/stores/left-handed-radiohttp://www.lefthandedradio.com/merchLeftHandedRadio.com | patreon.com/LeftHandedRadio | http://twitch.tv/lefthandedradio | facebook.com/LeftHandedRadio | instagram.com/lefthandedradio | twitter.com/LeftHandedRadio| lefthandedradio@gmail.com | https://www.tiktok.com/@lefthandedradioSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you making enough profit to sustain your business? How is the overall status of your clinic, including your staff? Are you aware of the things going on around your practice in a month? But what if you run out of motivation? What keeps you going? What is it that you desire for your practice to keep running? Welcome to the PelviBiz Podcast! I'm your host, Dr. Kelly Alhooie, founder of OrthoPelvic Physical Therapy, PelviBiz, and The PelviBiz Podcast. In this week's episode, I interview one of my Mastermind students, Dr. Jennifer Spencer of Magic City Physical Therapy. Here are some of the topics that we talk about:-Treating lymphedema and breast cancer patients -Why she started her own practice -Switching from mobile to clinic only-Why you need to hire admin-Hybrid practices-HSA vs. FSA -Future business goals-Advice for pelvic health therapists looking to work for themselves Follow Magic City Physical Therapy on social mediaFacebookInstagramLearn more about Dr. Jennifer Spencer: https://magiccitypt.com/meet-the-team/Join me at the next PelviBiz Live Event on February 23rd in downtown San Diego! Over 100 pelvic health providers are coming together to build a community and eat and drink. Best part is you get to learn what other therapists are doing and what is working for them.If you are interested, sign up HERE.Do you have 1-2 problems stopping you in your business right now? BOOK your free 20-minute consultation with me HERE!

Patrick breaks down the Golden State Warriors' 129- 117 win over the Toronto Raptors at Chase Center. It's their 2nd win in a row. A lot of positives in this one, but the question remains: can the W's FINALLY keep it going as they embark on their next road trip? (0:00) Intro (2:21) Donte DiVincenzo is a combo of Gary Payton II and Andre Iguodala (7:01) Jonathan Kuminga's shooting and elite potential (16:14) Donte and Kuminga are closers (17:25) Can W's stack wins and FINALLY turn the corner? (18:45) The W's need to re-sign DiVincenzo (20:21) Moses Moody odd man out sent to G League (23:47) Trading James Wiseman might be even less worth it (25:24) JaMychal Green showing his worth (28:02) Seeing Kuminga's athleticism vs. Grizzlies was a dream come true (32:08) The difficulty of making a trade in this market (33:39) Thanks for all the YouTube comments (34:50) Memphis Grizzlies Jaren Jackson Jr. home defensive stats controversy WATCH ALL PODCAST EPISODES ON OUR YOUTUBE CHANNEL youtube.com/OaklandWarriors SUPPORT THE SHOW paypal.com/support/OaklandWarriors patreon.com/OaklandWarriors BUY AN OAKLAND WARRIORS T-SHIRT oaklandwarriors.myshopify.com CONNECT WITH PATRICK Twitter: twitter.com/OaklandWarriors Mastodon: sfba.social/@warriors Post: post.news/warriors Facebook: facebook.com/OaklandWarriors QUESTIONS, COMMENTS, OR BUSINESS INQUIRIES: oaklandwarriors.com@gmail.com MUSIC BY PAPER SON: paperson.bandcamp.com soundcloud.com/paper-son TBPN: thebasketballpodcastnetwork.com Gambling Problem? Call 877-8-HOPENY/text HOPENY (467369) (NY), If you or someone you know has a gambling problem, crisis counseling and referral services can be accessed by calling 1-800- GAMBLER (1-800-426-2537) (CO/IL/IN/LA/MD/MI/NJ/PA/TN/WV/WY), 1- 800-NEXT STEP (AZ), 1-800-522-4700 (KS/NH), 888-789-7777/visit ccpg.org (CT), 1-800-BETS OFF (IA), visit OPGR.org (OR), or 1-888- 532-3500 (VA).21+ (18+ NH/WY). Physically present in AZ/CO/CT/IL/IN/IA/KS/LA(select parishes)/MD/MI/NJ/NY/PA/TN/VA/WV/WY only. Void in OH/ONT. Eligibility restrictions apply. $200 in Free Bets: Valid 1 per new customer. Min. $5 deposit. Min $5 bet. Promo code req. $200 issued as free bets that expire 7 days (168 hours) after being awarded. Free bets must be wagered 1x and stake is not included in any returns or winnings. Stepped up Same Game Parlay: 1 Stepped Up Same Game Parlay Token issued per eligible NFL playoff game after opt-in. Min $1 bet. Max bet limits apply. Min. 3-leg. Each leg min. -300 odds, total bet +100 odds or longer. Profit boosted up to 100% (10+ legs for 100% boost). Promotional offer period ends 2/12/23 at 11:59:59 PM ET.See terms at sportsbook.draftkings.com/footballterms Learn more about your ad choices. Visit megaphone.fm/adchoices

Become a member at https://CR.org/joinviaYT to find out how each vehicle we purchase performs in our tests.   The Lexus RX has served as a benchmark for refined, stress-free, midsized luxury SUVs for more than two decades. We recently purchased our own to put through our tests at the Consumer Reports Auto Test track, and share our first impressions of its driving characteristics, controls, how it stacks up against competitors like the BMW X5 and Audi Q7, and whether it maintains its solid reputation. We also discuss whether you should bring your vehicle to the dealer for software updates.       ----------------------------------- Have a question for our experts? Leave a comment on this episode, or reach out to us directly!   From your iOS device, iMessage us at TalkingCars@icloud.com to send a photo, video, or text directly to the Talking Cars team!   We love to feature our viewers on the show, so submit video questions at https://www.consumerreports.org/cars-talking-cars/   Subscribe to Talking Cars on Spotify: https://open.spotify.com/show/4Jr8wJRJyN9v8T6LC1fQQ6       SHOW NOTES ----------------------------------- 00:00 - Introduction 00:14 - First Impressions: 2023 Lexus RX Hybrid 23:19 - Question: Should you bother your dealer to check and perform software updates on your vehicle?     ----------------------------------   2023 Lexus RX Hybrid https://www.consumerreports.org/cars/lexus/rx-hybrid/2023/overview/   Redesigned 2023 Lexus RX Ticks Up on Luxury and Sport https://www.consumerreports.org/suvs/2023-lexus-rx-review-a9838921352/   Electric Cars and Plug-In Hybrids That Qualify for Tax Credits Under the Inflation Reduction Act https://www.consumerreports.org/cars/hybrids-evs/electric-cars-plug-in-hybrids-that-qualify-for-tax-credits-a7820795671/   Guide to Car Safety https://www.consumerreports.org/cars-guide-to-car-safety/       ----------------------------------- To find out how products scored in CR's rigorous lab tests—and to access our comprehensive ratings for items you use every day—become a member. CR is a mission-driven, independent, nonprofit organization. Join now at https://www.CR.org/join   Check out https://www.ConsumerReports.org for the latest reviews, tips, and recommendations and subscribe to our YouTube Channel: http://bit.ly/1Nlb1Ez    Follow Us on Social: TikTok: https://bit.ly/3BVzGR9 Instagram: http://bit.ly/1I49Bzo Facebook: http://on.fb.me/1IQ2w5q Twitter: http://bit.ly/1Yf5Fh2 Pinterest: http://bit.ly/1P37mM9

How big and fat is your snare? Jon talked about getting great drums sounds, ribbon vs condenser overhead mics, miking guitar amps, shopping bands to labels, calibrating the console for mixing from Pro Tools, and getting the kick and bass phase right. Get access to FREE mixing mini-course: https://MixMasterBundle.com My guest today is Jon Fintel a producer/engineer in Columbus, Ohio and owner of Relay Recording studio. Way Yes, The Worn Flints, Snarls, Girl Fox, and Mark Lomax are just a few of the artists that have worked with Jon at Relay. Jon has been a guest on the show on episode RSR199 to share his backstory and talk about recording at Relay Recording Studio. Today we will talk about what's new at the studio and dive into more recording and mixing tips for your studio. Thanks again to Jason Knox for making our original introduction. THANKS TO OUR SPONSORS! https://UltimateMixingMasterclass.com https://www.solidstatelogic.com https://www.Spectra1964.com https://MacSales.com/rockstars https://iZotope.com/Rockstars use code ROCK10 to get 10% off any individual plugin https://jzmic.com use code ROCKSTAR to get 40% off the Vintage series mics https://www.adam-audio.com https://RecordingStudioRockstars.com/Academy Use code ROCKSTAR to get 10% off https://www.thetoyboxstudio.com/ Listen to this guest's discography on Spotify: https://open.spotify.com/playlist/1X5k4ZL4o9T9DzDdNug5Bt?si=c15d8632340444d0 If you love the podcast, then please leave a review: https://RSRockstars.com/Review CLICK HERE FOR COMPLETE SHOW NOTES AT: https://RSRockstars.com/386

Save Meduza!https://support.meduza.io/enWriter Anna Arutunyan, author of “The Putin Mystique: Inside Russia's Power Cult” (2014), has a new book out about the early pivotal years of Russia's invasion of the Donbas, titled “Hybrid Warriors: Proxies, Freelancers and Moscow's Struggle for Ukraine.” A longtime journalist, former International Crisis Group senior analyst, and now a Wilson Center global fellow, Arutunyan draws on interviews, reporting from the warzone, and other research to reconstruct the relationships between civilians, non-state actors, and the Kremlin that developed after Moscow annexed Crimea and began its intervention in the Donbas that spiraled into the godawful war we see today. Timestamps for this episode: (3:24) Is “hybridity” still a meaningful research topic in the war today in Ukraine? (5:56) Is Vladimir Putin's “power vertical” a myth? (10:48) Has Putin's ideology evolved over the past two decades or is it all improvised? (15:08) Does Putin still have the flexibility as a leader to backtrack in Ukraine and end the war? (19:39) What a sense of disenfranchisement and victimhood can do. (25:30) What's the use of empathy? (28:42) Vladimir the Bureaucrat.

With around 44% of Toyota's total production from its Durban plant exported to Europe, Toyota South Africa Motors (TSAM) is set to face a tough challenge as that market increasingly moves to hybrids and battery electric vehicles (BEVs), warns TSAM president and CEO Andrew Kirby. “The transition in Europe [to electrified vehicles] is going to be quick, and if we want to retain those exports, we will have to adapt to manufacturing either a low- or zero-emission Hilux. “This is a pressure point for us. It will have an enormous impact on us, the supply chain, and the economy, if we lose that market.” Europe is set to ban internal combustion engines by 2035, with increasingly strict emissions standards to be rolled out in the run-up to this deadline. Kirby notes that TSAM has, “as of today”, no production solution yet. “We are working with the entities responsible for Hilux design in Japan and Thailand, and we are also looking at what we can do from a production point of view. “From a business point of view, this is certainly one of the most critical challenges we face as a company.” Toyota in Japan will this year, most likely, decide where it will produce its forthcoming new-generation Hilux. Any support TSAM will receive from the South African government in its production evolution to new-energy vehicles (NEVs) – fuel-cell vehicles, hybrids, plug-in hybrids (PHEVs) and BEVs – remains unclear. Kirby says the Department of Trade, Industry and Competition has indicated that there will be an announcement in February's budget speech on the long-delayed support policy on the advancement of NEVs in South Africa. He adds that TSAM is gearing up to sell as many NEVs locally as possible, despite the energy crisis and the limited number of charging stations – 276 at the moment. TSAM is committed to increasing its NEV sales to at least 20% of its sales mix by 2025. “We don't have all the answers yet, and we don't have all the supply yet,” says Kirby. “[As noted], one of the challenges we have as a sector is that we don't yet have a committed direction or support programme from national government. “And, as we don't have a well-defined programme to support the manufacturing and sales of NEVs, we are not [seen] as a priority market for these scarce battery vehicles.” TSAM currently holds a 76% share of South Africa's small NEV market, says TSAM sales and marketing senior VP Leon Theron. This is largely boosted by sales of the Corolla Cross hybrid, produced in Durban. Theron says TSAM will this year add a Lexus PHEV to the local sales portfolio, with another Lexus PHEV and BEV to undergo tests for possible local introduction. The brand-new Crown hybrid will also be added to the mix. A Mirai hydrogen fuel-cell vehicle is already in the country for the purpose of a new-energy project in partnership with Sasol. The Mirai has already been refuelled locally by Sasol.

Become a member at https://CR.org/joinviaYT to find out how each vehicle we purchase performs in our tests.   The Lexus RX has served as a benchmark for refined, stress-free, midsized luxury SUVs for more than two decades. We recently purchased our own to put through our tests at the Consumer Reports Auto Test track, and share our first impressions of its driving characteristics, controls, how it stacks up against competitors like the BMW X5 and Audi Q7, and whether it maintains its solid reputation. We also discuss whether you should bring your vehicle to the dealer for software updates.       ----------------------------------- Have a question for our experts? Leave a comment on this episode, or reach out to us directly!   From your iOS device, iMessage us at TalkingCars@icloud.com to send a photo, video, or text directly to the Talking Cars team!   We love to feature our viewers on the show, so submit video questions at https://www.consumerreports.org/cars-talking-cars/   Subscribe to Talking Cars on Spotify: https://open.spotify.com/show/4Jr8wJRJyN9v8T6LC1fQQ6       SHOW NOTES ----------------------------------- 00:00 - Introduction 00:14 - First Impressions: 2023 Lexus RX Hybrid 23:19 - Question: Should you bother your dealer to check and perform software updates on your vehicle?     ----------------------------------   2023 Lexus RX Hybrid https://www.consumerreports.org/cars/lexus/rx-hybrid/2023/overview/   Redesigned 2023 Lexus RX Ticks Up on Luxury and Sport https://www.consumerreports.org/suvs/2023-lexus-rx-review-a9838921352/   Electric Cars and Plug-In Hybrids That Qualify for Tax Credits Under the Inflation Reduction Act https://www.consumerreports.org/cars/hybrids-evs/electric-cars-plug-in-hybrids-that-qualify-for-tax-credits-a7820795671/   Guide to Car Safety https://www.consumerreports.org/cars-guide-to-car-safety/       ----------------------------------- To find out how products scored in CR's rigorous lab tests—and to access our comprehensive ratings for items you use every day—become a member. CR is a mission-driven, independent, nonprofit organization. Join now at https://www.CR.org/join   Check out https://www.ConsumerReports.org for the latest reviews, tips, and recommendations and subscribe to our YouTube Channel: http://bit.ly/1Nlb1Ez    Follow Us on Social: TikTok: https://bit.ly/3BVzGR9 Instagram: http://bit.ly/1I49Bzo Facebook: http://on.fb.me/1IQ2w5q Twitter: http://bit.ly/1Yf5Fh2 Pinterest: http://bit.ly/1P37mM9

Few things are more exciting for waterfowl hunters than harvesting that once-in-a-lifetime hybrid. Invariably, the feat leads to excited discussion and questions about which two species produced it, how it happened, and of course, whether hybrids are sterile. On this episode, Dr. Mike Brasher asks the expert, Dr. Phil Lavretsky, that most important question… Are hybrid waterfowl sterile? www.ducks.org/DUPodcast

Lippman Insurance Group, LLC, is an insurance agency in Boca Raton, FL & Alpharetta, GA headed by Steve Lippman, LUTCF, MBA. Steve has over 30 years of experience with various types of insurance for both individuals and businesses, securing families and business owners and their assets. He also works with local estate attorneys and CPA's to provide a range of sophisticated services to clients.After growing up in New Jersey, Steve earned a B.A. in Economics from Vanderbilt University and an MBA in Marketing Research from Cornell University. An avid fitness, music, and sports enthusiast, Steve has been a devoted coach of local youth soccer, baseball, and hockey leagues. Contact us and receive a free analysis of your situation and a proposal from one of the dozens and dozens of fine insurance companies we represent.It's time to address the potential financial catastrophe that will occur if you ever need to pay out of pocket for home health care or facility care!Learn More: https://lippmaninsurancegroup.com/Influential Entrepreneurs with Mike Saundershttps://businessinnovatorsradio.com/influential-entrepreneurs-with-mike-saunders/Source: https://businessinnovatorsradio.com/interview-with-steven-a-lippman-lutcf-mba-founder-of-lippman-insurance-group-discussing-hybrid-life-long-term-care-plans

In this solo episode with Doc Lyss, she breaks down the common misconception around hybrid (concurrent training) - losing fitness. She explains why this isn't true and what is ACTUALLY happening if you add in a different training modality or start using a different energy system. Doc Lyss also covers the benefits of using RPE for adaptations, what to do when you are starting hybrid training, and the importance of taking a seasoned approach. FOLLOW THE MESSY MIDDLE ON SOCIAL: -Follow Alyssa on Instagram SUPPORT THE PODCAST: -Get 20% off your first order of Legion Supplements with code “DOCLYSS”. -Buy Alyssa a Coffee: https://www.buymeacoffee.com/MessyMiddlePod --- Support this podcast: https://anchor.fm/the-messy-middle-podast/support

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: Parameter Scaling Comes for RL, Maybe, published by 1a3orn on January 24, 2023 on LessWrong. TLDR Unlike language models or image classifiers, past reinforcement learning models did not reliably get better as they got bigger. Two DeepMind RL papers published in January 2023 nevertheless show that with the right techniques, scaling up RL model parameters can increase both total reward and sample-efficiency of RL agents -- and by a lot. Return-to-scale has been key for rendering language models powerful and economically valuable; it might also be key for RL, although many important questions remain unanswered. Intro Reinforcement learning models often have very few parameters compared to language and image models. The Vision Transformer has 2 billion parameters. GPT-3 has 175 billion. The slimmer Chinchilla, trained in accord with scaling laws emphasizing bigger datasets, has 70 billion. By contrast, until a month ago, the largest mostly-RL models I knew of were the agents for Starcraft and Dota2, AlphaStar and OpenAI5, which had 139 million and 158 million parameters. And most RL models are far smaller, coming in well under 50 million parameters. The reason RL hasn't scaled up the size of its models is simple -- doing so generally hasn't made them better. Increasing model size in RL can even hurt performance. MuZero Reanalyze gets worse on some tasks as you scale network size. So does a vanilla SAC agent. There has been good evidence for scaling model size in somewhat... non-central examples of RL. For instance, offline RL agents trained from expert examples, such as DeepMind's 1.2-billion parameter Gato or Multi-Game Decision Transformers, clearly get better with scale. Similarly, RL from human feedback on language models generally shows that larger LM's are better. Hybrid systems such as PaLM SayCan benefit from larger language models. But all these cases sidestep problems central to RL -- they have no need to balance exploration and exploitation in seeking reward. In the typical RL setting -- there has generally been little scaling and little evidence for the efficacy of scaling. (Although there has not been no evidence.) None of the above means that the compute spent on RL models is small or that compute scaling does nothing for them. AlphaStar used only a little less compute than GPT-3, and AlphaGo Zero used more, because both of them trained on an enormous number of games. Additional compute predictably improves performance of RL agents. But, rather than getting a bigger brain, almost all RL algorithms spend this compute by (1) training on an enormous number of games (2) or (if concerned with sample-efficiency) by revisiting the games that they've played an enormous number of times. So for a while RL has lacked: (1) The ability to scale up model size to reliably improve performance. (2) (Even supposing the above were around) Any theory like the language-model scaling laws which would let you figure out how to allocate compute between model size / longer training. My intuition is that the lack of (1), and to a lesser degree the lack of (2), is evidence that no one has stumbled on the "right way" to do RL or RL-like problems. It's like language modeling when it only had LSTMS and no Transformers, before the frighteningly straight lines in log-log charts appeared. In the last month, though, two RL papers came out with interesting scaling charts, each showing strong gains to parameter scaling. Both were (somewhat unsurprisingly) from DeepMind. This is the kind of thing that leads me to think "Huh, this might be an important link in the chain that brings about AGI." The first paper is "Mastering Diverse Domains Through World Models", which names its agent DreamerV3. The second is "Human-Timescale Adaptation in an Open-Ended Task Space", which names its agent Adaptive...

Scorchin Radio - Latest In Progressive & Hybrid Trance

Hiring an expert (someone who has already gotten to where you want to go) is THE fastest shortcut to success! That's why (after 3 months of healing from deep burnout) I bit the bullet and hired a (very expensive but, so far, worth it) business coach to guide me into a sustainable business in 2023. These are the 5 lessons I learned in our first strategy calls (listen for the full advice!)... 1. Hybrid programs (Course + Support + Done-For-You option) are the future. 2. Look at your numbers, often. Change course if needed. 3. Don't quit your podcast (even if you *just* looked at your numbers and it's expensive, haha) 4. Build recurring revenue into your offerings 5. Plan ahead for (probably inevitable) burnout Also mentioned in this episode: COPY CLASS IS OPEN FOR ENROLLMENT! If you want to discover how to use copywriting formulas, tricks, and strategies to write your own high-converting copy (and never get stuck staring at the blinking cursor of death), head to: http://www.kelseyformost.com/copyclass Connect with me: http://www.instagram.com/kelsey.writes hello@kelseyformost.com

From Underworld Public Radio, "Fresh Scare" is an audio magazine of arts and issues that are important to monsters, ghouls, demons, and other denizens of the Underworld. Hosted by Sherry Disgusting, the show features intimate conversations with today's monsters and monster-lovers alike.This week, Sherry speaks with horror filmmaker and Josh Ruben, known for the films "A Wounded Fawn," "Scare Me," "Werewolves Within," and "Blood Relatives." Sherry discusses Josh's journey from College Humor to Graduate School, his prowess as an impressionist, and what it is like to be a ghoul with donkey legs.Learn more about Josh at joshsmindhouse.comPlus, culture critic The Cryptkeeper reviews the 2022 horror hit "Barbarian."This WLHR podcast is produced by Adam Bozarth and Anna Rubanova.If you would like to support fake public radio, please visit https://www.patreon.com/wlhrfakepublicradio and become a patron today!WLHR merchandise is available at teepublic.com/user/left-handed-radioMORE MERCH: http://www.lefthandedradio.com/merchLeftHandedRadio.com | patreon.com/LeftHandedRadiohttp://twitch.tv/lefthandedradiofacebook.com/LeftHandedRadio | instagram.com/lefthandedradio | twitter.com/LeftHandedRadiolefthandedradio@gmail.com | https://www.tiktok.com/@lefthandedradioSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Lavrov, 'War with west no longer hybrid, but almost real' The Duran: Episode 1493

Today, we have two guests, Peter Minor, Director of Science and Innovation at Carbon180; and Jack Andreasen, Policy Manager for Carbon Management at Breakthrough Energy. Peter and Jack are two of the world's foremost experts in the world on carbon dioxide removal, or CDR as it's called in climate circles. They and their respective organizations influence public policy, support critical technology research and development, and offer various other forms of support for the burgeoning field of CDR.In this conversation, we're focused almost exclusively on ambient carbon dioxide removal and not on point source carbon capture, which is a separate but related technology focused on directly capturing emissions from hard-to-abate industrial applications like concrete, steel, and fossil fuel extraction. Ambient carbon dioxide removal (CDR) instead seeks to remove diffuse CO2 from the atmosphere directly via multiple methodologies, of which the most widely pictured method is direct air capture, or DAC, which looks like oversized fans that extract CO2 from the air. In addition, we also touch on a few biology-related CDR technologies like biochar that seek to lock biologically produced carbon up before it can become atmospheric.There's so much to unpack in this one. Cody, Peter and Jack talk about policy tailwinds for CDR, the categories and methodologies, commercial adoption progress and challenges, how and why buyers approach the space today, and some of the speed bumps CDR will undoubtedly encounter as it scales, including but not limited to fraud and false claims. Challenges aside, it's an exciting time in this space. CDR is still very nascent and very wide open, but it also feels light years further along than just a few years ago. In this episode, we cover: [3:08] An overview of Carbon180 and Peter's work[5:07] Breakthrough Energy and Jack's background [7:48] Policy tailwinds of the IRA[12:59] Why DAC became a policy winner and other investments in the IRA [14:36] Hybrid approaches to removing carbon dioxide from the atmosphere [18:30] An overview of direct air capture (DAC) and mineralization [25:03] Enhanced rock weathering [27:46] Measuring CDR and uncertainty with open and closed systems [32:54] Variety of ocean methods compared to terrestrial  [35:11] Biochar as a scaled solution, why it's a less prominent method, and Measurement, Reporting, and Verification (MRV) [40:53] Analysis for selecting and purchasing CDR credits [43:00] The role of consulting firms for companies purchasing CDR credits [52:13] Reasons why companies are buying CDR [55:17] Biggest risks of fraud and different levels [1:03:03] Guardrails for preventing fraud and the role of government [1:06:25] Innovation needs for CDRResources mentioned in this episode: Buying Carbon Removal, Explained by ShopifyCarbon180 ResourcesCDR.fyi 2022 Year in ReviewGet connected: Cody Simms Twitter / LinkedInMCJ Podcast / Collective*You can also reach us via email at info@mcjcollective.com, where we encourage you to share your feedback on episodes and suggestions for future topics or guests.Episode recorded on January 4, 2023

This episode Keepers Bridgett, Dave and Murph riff on what it must be like to grow up as a deepone hybrid!

On this episode of Middle Tech, Logan and Evan cover: 3:00 - Microsoft Laying off 10,000 workers 9:00 - Corvette going Hybrid 12:34 -TikTok Bans 21:23 - Tesla fake auto-pilot video Visit us at MiddleTech.com Follow Us Twitter Instagram Facebook LinkedIn Logan's Twitter Evan's Twitter Middle Tech is proud to be supported by: KY Innovation Bolt Marketing

Links mentioned in today's Podcast:https://www.thecareertoolkitbook.comhttps://www.thecareertoolkitbook.com/resourcesConnect with Mark:https://www.linkedin.com/in/hershey/https://twitter.com/CareerToolkitBkhttps://www.facebook.com/TheCareerToolkitBookhttps://www.instagram.com/thecareertoolkit/Full Episode Transcript:  < Intro > Adam:            Welcome back to Count Me In. IMA's podcast for finance and accounting professionals working in business. I'm Adam Larson, and today I'm excited to bring you part two of my conversation with Mark Herschberg. In which he provides a helpful framework for thinking about hybrid work plans and how you should approach finding most productive balance for individuals, managers, and teams within your organization.  In the interest of time, I'm not going to list all of Mark's credentials, again. Just high-level for those who missed the first episode. Mark teaches at MIT, he's a serial entrepreneur and business innovator, and he's the author of The Career Toolkit: Essential Skills For Success That No One Taught You, which I highly recommend you check out, just follow the link in the show notes.  Okay, that's enough introduction. Let's get right into another highly insightful conversation with Mark Herschberg. < Music > So, Mark, I want to welcome you back to the Count Me In podcast. We had a great time talking about The Great Resignation last time. And today we're going to be talking about hybrid and hybrid work and what that means for organizations. And, so, to start off, I know that during Covid everybody went remote because you couldn't unless you were certain types of organizations that had to still work in person.  But many organizations went remote completely. And now as we're on the third year of Covid, and people are coming back to work, everybody's moved to hybrid. So what it really boils down to is what can we do to be more effective in this hybrid model, going forward? Mark:             That's a great question, and there are a number of ways we can look at this. But to start, here's four things to think about as you begin to return to the office.  First, let's formalize the rules. Often we have a certain way of working, and in our last episode, we talked about corporate culture. Usually, it's not written down, we just know this is how things get done on our team, in our department. But we want to be more explicit about how we do that, and this is for two reasons.  First, it's a little different, this is a disruption. Now, we had a disruption in 2020 when we said, one day, "Stop coming to the office." And that was very disruptive. We know what's coming, we can be a little more intentional and planned this time. But also we have new people coming on board, who aren't going to be around us as much to learn by seeing. To get that osmosis, that just feel for it by being there. So we want to be more explicit with the rules. I don't mean employee handbook; I mean how we do things. When should you call a meeting, versus this could have been email, versus this could have been a Slack message.  When you create these rules get input, you, the manager, you have enough to do. Don't think, "Here's one more thing I have to do." Get input from the whole team. In fact, you can even potentially pass this off to others to take the first pass.  Now, you as the manager will get the final say, the ultimate decision. But others are probably really excited to say, "Oh, I get to be a larger voice in this. You're asking me to take the lead on this, this is fantastic." They see it as opportunity, whereas you see it as one more burden. But, again, you will have the final say. But that's to say you should really, as a leader, incorporate the voices of the whole team. Don't be afraid to almost be a little formal, in terms of the welcome back. There was a trend back in the .com era, back when companies would shut down. It was very sad, these people you had worked with for a while, there was a shift, and they did something rather clever. They said, "We have some experts who understand how to make a shift, we call them clergy." Clergy are very good at you're transitioning from being single to being married. You're transitioning from having this person in your life to now they aren't anymore, and we have ceremonies to mark that. You're doing a big transition when you say, "Welcome back to the office."  You can just say, "Well, you're showing up Monday, deal with it." Or you can say, "Hey, we're coming back and we want to welcome you back. We want to recognize there is a formal change here." And that can be a ceremony and that can be a fun, good ceremony. It doesn't have to be solemn, it could be a party. It could be more than just a happy hour.  Don't just say, "Well, we're going to do drinks, Monday, when you're back in the office." Make it symbolic. Make people understand and feel this change, just as we do with other life cycle events. So I think you should create a formal one.  And, finally, don't be afraid to change what you're doing, this is new for most of us. Now I've run hybrid companies before. I've run virtual companies before, but everyone has been different, and, especially, as we do it at a global scale.  As we do it, not just our company, but every company. Don't be afraid to say, "Maybe we need to change this up, how we do it." And that's okay, it's not a mistake, it doesn't make you look weak; it makes you look responsive to your employees. Adam:            And it also sounds like you're saying that when we come together, it should be more than just doing our meetings. Like when we come together makes sure we're meeting face to face. It should be more than that. It should be more social activity, so that we're engaging and connecting outside of, "Hey, let's meet about this spreadsheet." Mark:             Well, the ceremony I was referring to is when you first come back. Maybe in the first week or two you do something formal and that's probably more of a one-time event. But you've brought up a very good point.  The initial thinking by many people is, "Okay, you're in the office two days a week, three days a week, you really need to be productive." We know employees, you're at social or chat, you surf the web sometimes. But, "Hey, when you're in the office, come on, this is work time." And in fact that can be counterproductive. And part of it is because we do a few different things when we are working.  One is the mechanical part and that's the producing the reports, the writing the software, making the sales. We'll continue to do that from home or at work. Some of that we do individually, some we have to do in teams. Yes, keep doing that in the office and at home.  But then there are the aspects of the job that relate to relationship building. It's a time we spend building those bonds. And this comes partially from being in that meeting together for three hours, trying to come up with our new slogan. But it also comes from the water cooler conversation.  It comes from, "Let me show you pictures of my kids." It comes from these non-work activities; going out to get coffee together and then taking extra walk around the block on the way back, that's important. That builds the bonds, that helps create those internal networks that are so important to individual and company success. And that's the part that's not as easy to do online.  Certainly we can build relationships with people online. I've had relationships with people I've never met, but it moves faster and gets stronger when you do spend time in person. So when we're together in the office, don't just focus on you have to do work only, do some of these social activities as well.  And, again, I don't mean happy hours, sure, do some of those, do some of the fun stuff, but let that informal bonding happen as well. It might not look productive in the short term, but it is increasing long-term productivity. Adam:            Do you think that everybody should come into the office at the same time? Or should there be like a very, depending on projects or people. Because I know that it can be very effective, like certain people, "Yes, I'll come in the office three days a week, great." Other people are like, "No, I only want one or two days." Mark:             Well, let's think about the different things that you get in and out of the office. There are some people who say, "Oh, I love working from home. I don't have the distractions of the office; I can finally get work done." There are people who say, "I love being in the office, my home is so chaotic. I've got a bunch of young kids running around and, yes, there's a nanny, but they're always coming and bothering me. I love being in the office I can get work done." So there's not going to be a one-size-fits-all from the start. But, now, let's look at what people get when they're in the office. And here, again, it can even vary by individual. If you are 23-years-old, recently out of school, part of what you get is building relationships early on, is learning by watching others. And it's that mentoring that happens so much more easily and naturally or organically in the office, doesn't happen at home.  If you're 52 you're less worried about that and you just say, "Well, I just have to get my work done." And, so, they might have different motivations for how much time is in the office. For the project itself; the nature of the project comes down to individual work, teamwork, and communicating the work, those are the three slices. Individual work, obviously, can be done home, or at work, or anywhere you're productive.  The teamwork, this is going to depend if you're trying to do something very creative, it usually works better in person. And this is because of some psychological issues. Psychological might not be the right term, but issues with Zoom.  We know there's Zoom fatigue, and there are studies showing it has to do with the brain. It's more taxing on our brains. It's more natural when we're in the room together, things flow faster, we're less-reserved. And, so, certain types of meetings happen better there.  If it's just a weekly project update meeting, where everyone goes around the table and takes two minutes to give an update, that can probably be done just as easily from home. So if it's that information communication piece, maybe that can be done by email or by a Zoom meeting.  So we have to recognize the different types of work that we do, that will even vary over time. If you have a team that has worked together for years and just does the same thing every month, you're just doing the books for a certain project, and each month you're closing the books, you're tallying the receipts, you probably don't need to spend a lot of time together. It's mechanical, repeatable work without a law of variation.  On the other hand, if this is some new type of project, no one's done it before. You have a team that hasn't really worked with each other before. You don't have that high trust, I'm not saying mistrust, you just don't have trust. Being together more often might be helpful to build that trust, to really talk through these issues and ideas.  Then as you move into the implementation phase, you can think, "Now, we don't have to be in the office as much, but when you're coming to the project completion and there's always a whole bunch of tasks no one thought about, and you're under a deadline, maybe spending more time in the office together is helpful. So even for a given team, it can vary over time. So you just want to think about all these different factors, for how much time is right for your particular team. Adam:            Yes, it sounds like flexibility team by team is very essential, as opposed to a company-wide policy. Mark:             Now, there's a secondary factor, of course, which is, "Well, I do things, primarily, with this team and we're going to be four days for now and then we'll be two days later. But then I work sometimes with this other team and when did they need me in the office?" When you're dealing with matrix organizations and cross-functional, it's a lot more complex.  Then there's also the reality of you can say, "Well, it's four days for these months, and that's two days for those months, and we're back to four days." And people like regularity. People like to know, "I need the nanny this many days a week or I need the afterschool program this many days a week." So that could be, if you're changing around a lot, that could be a little much for people. So you want to temper it somewhat and maybe you just have, for example, a policy, "Hey, whenever we start a new project, which is about once a year, we know that month we're going to do an extra day per week for, roughly, the first month." But you don't want to change too much too often. Adam:            Yes, for sure, definitely, so thinking about just employees versus managers. I can imagine that there would be a difference in how they look at hybrid work. Because if you're a manager, you're so used to monitoring what your people are doing and it's harder when you're hybrid. It's harder when people are working from home to monitor those things. And when they're in the office you can keep your eyes on things. What is the difference there and how should they be looking at that? Mark:             This is a really important dichotomy, that I've been finding in interviews with employees and managers. Because employees, and really it's the individual contributors, they say, "Well, I have to do this. I have to produce something, and I generally do that by myself, for five questions, I can jump on the phone or send an email. I don't need a lot of time to collaborate with others." And, so, they push for more remote work. "Why should I even commute if I'm just going to sit there and work by myself, anyway?" And that's a very reasonable approach for them to take. The nature of being a manager means you need to see what people are doing. Now, part of that could be, "Give me your weekly update." And, sure, again, we can do that by phone, or email, or Zoom. But some of management, it's understanding your people. How they operate? What's working, what's not? How they work with others? You need to figure out, "Is this employee seeming disengaged lately?" "If this employee is struggling, why is that employee struggling?" If you have an employee who's very supportive helping other team members, you want to encourage that. These are things you see when you're in the office.  When I walk out of my office, I'm on the floor, I can see who's talking to whom, who's helping others out. I just naturally see it in a matter of seconds. You don't see that when we're remote. I don't see the Slack messages between two people, on a private channel. I don't see the calls and one-on-one Zooms they have.  And, so, as a manager it's a lot harder for me to see the work, as opposed to the output. I can see the end results, I can see the reports, but I can't see how it gets done. And that really matters for how I mentor, and manage, and promote people.  And, so, individual contributors don't always understand managers have to do some of that and it's not as easy from home. And, so, it's important for both sides to recognize what the other is thinking and be responsive to that, be empathetic to it. Adam:            So it sounds like communication is essential. With this whole thing we've been talking about, communication is the key part that keeps everybody together. So how should leadership, of organizations, be looking at communication, as they continue this hybrid model for the foreseen future? I don't see anybody going back to the office five days a week, anytime soon. Mark:             This is a challenge that we've seen as soon as we went remote, and we'll continue in the hybrid workplace. Let's just take a simple example, if I need to stand in front of my team and say, "Listen, everyone, I've got some bad news, we're going to be laying off 10% of the team. But, listen, it's not all darkness, there is opportunity and if we can pull together and work hard this quarter, here's what happens." I have to do a speech and it's an emotional speech. I'm giving bad news, I'm giving good news, I have to rally the troops. I have to make sure they don't go off the rails. When I do this in person, when I'm standing in front of a room of 50 people, I can read the room. I can tell, "Are people upset?"  I can tell, "Are people excited about the future?" I can look in their faces, I can read the body language, and I can get a sense of, "How are they responding to it? Are they understanding what I'm saying and are they reacting the way I would hope they're reacting?" And if not, I can address it in real-time.  When we're looking at that Brady Bunch screen, even assuming their cameras are turned on, you can't tell. You can't get that type of instant feedback. And, so, what it's meant is that how we communicate and how we lead has to be different.  Yes, I still have to give this message, I'm going to give it to all 50 people at once, but I have to follow up. I have to in one-on-ones with people or in small groups. I need to repeat the message, perhaps, partially because half the people were probably multitasking and looking at a different window and I didn't know.  Partially because they might not have resonated with the message the way I had hoped, and I couldn't tell, and I need to double check and then engage. And, so, that takes a lot more time for me, as a leader, to do so. And then I want to get their response to it. And then we have challenges such as even if I do that in person, I do that on Wednesday, well, at least we're all in the same room, I can get the real-time feedback. Okay, what happens Thursday when everyone's home? I could see the next day when they show up, "Yes, they were sad about those resignations yesterday but are they showing up smiling? Are they showing up unhappy?" I can't tell because I don't see them for another few days.  So we're getting effectively less signals when we're hybrid. And it's important to understand this and adjust our leadership and communication, to over-communicate and to look for other ways we can replicate those signals. But that takes a lot more time and effort. Adam:            It does take a lot more time and effort. And how can you take this more time and effort, and mentor your employees and also do your daily job. Because you're managing your people, but then you also have things that you have to do as well. Mark:             That is the $64,000 question. And when you look at the history of how we've operated, we had very hierarchical structures throughout the early 20th century. We followed the military model and you had managers, upon managers, upon managers. What we saw in starting the '70s and '80s was a flattening of the hierarchy, a gutting of mill management.  And that continued into the '90s and 2000s because we could automate. Because now we had all these great tools and, "Oh, I've got automated reports and it helps us all do our jobs faster." We got away with a flatter structure, unfortunately, I think we're going to see a shift. Maybe it's not unfortunate, it depends how you look at.  But I think we're going to see a shift that we are putting more responsibilities on managers in this hybrid workplace, and therefore we're going to need, effectively, more managers. The number of people being managed per manager just has to be reduced. We need more managers per employees, and that's going to be a shift we'll see over the next decade or so. Adam:            What do you think the long-term effects of this hybrid workplace are going to be on people? Especially, as we look at things like promotions and looking at strategies or even DE&I. I feel like there's going to be this long-term effect that we can't see yet. Mark:             That's a tough one, and we talked, in our prior episode, about some, for example, the DE&I challenges that if you set a fixed number of days, that's important because if you did a variable number of days. The people staying home more, the ones with more home responsibility, tend to be women and underrepresented people. So they're going to be in the office less and probably get promoted less.  On the other hand, if you fix it, the ones who need to be home more are probably going to leave for companies, where it's a lower number than yours. And you're going to have, again, a problem with your pipeline.  And, so, it's unclear which way this is going to move. I think we're going to see, as companies do, five days, four days, three days, two days, people will vote with their feet. Not just DEI people, but people in general, employees in general, are going to say, "We really prefer this versus that." For all we know, when we see teams doing, for example, Tuesday to Thursday seems to be the popular timing in the office, why? Because people want long weekends. Are we going to discover there's not a lot of productivity on Friday afternoons and Monday mornings? Maybe that's a problem.  Maybe we'll even find everyone says, "Yes, but Tuesday, Wednesday, Thursday traffic is bad. You know what? Let's do Friday, Monday, Tuesday. Because that way I don't have to worry about traffic because no one else is driving two out of those three days.” I think we're just going to see effects, and secondary effects, and tertiary effects as we're trying to adjust.  In physics, we think about this as a three-body problem. One body impacts another, impacts another, and it's very hard to calculate. And I think that's what we're going to see in the employment market for a while to come.And I'll say even on top of all this, there's one other issue, what I've said going back a year now, we don't know what the market will look like. People asked, "How long will hybrid work last? Is this here to stay?" Probably yes.  As we record this in the summer of 2022, we're on the precipice of possibly a recession. If it's a shallow recession or no recession, this will stay. And once this becomes the norm for somewhere around two to four years, it's likely to stay the norm.  There is a chance if we go into a deep recession, and with all the geopolitical events, with war, with energy, with supply chains, with return of Covid. If this comes back and we go into a deep recession, companies may say, "Five days a week, take it or leave it." Employees say, "Thank you, Sir, may I have another?" Because the labor market has just collapsed and that could undo what we've seen. I think that's less likely, it would take a prolonged recession in the next few years for that to happen. But that still is a possibility. < Outro > Announcer:    This has been Count Me In. IMA's podcast providing you with the latest perspectives of thought leaders, from the accounting and finance profession. If you like what you heard and you'd like to be counted in for more relevant accounting and finance education, visit IMA's website at www.imanet.org. 

In this portion of my interview with Literary Agent Amy Collins, she gives us a primer on publishing options and offers her advice to writers on which direction to consider based on what you're writing. Thanks so much for listening! Stay up to date on book releases, author events, and Aviatrix Book Club discussion dates with the Literary Aviatrix Newsletter. Visit the Aviatrix Book Review website to find over 600 books featuring women in aviation in all genres for all ages. Become a Literary Aviatrix Patron and help amplify the voices of women in aviation. Follow me on social media, join the book club, and find all of the things on the Literary Aviatrix linkt.ree. Blue skies, happy reading, and happy listening!-Liz Booker

#thelastofus In this episode, we begin our coverage of the new HBO Max series, The Last of Us. In the year 2003, a series of violent events introduces the start of a global pandemic caused by a fungal infection that turns humans into parasitic monsters intent on infected all living beings. Joel Miller, his brother Tommy, and daughter Sarah attempt to navigate through the blockades and widespread panic to get to safety when tragedy occurs. Twenty years later, Boston is a wasteland and Joel - in an attempt to escape the Quarantine Zone to search for his missing brother - unexpectedly finds himself tasked with smuggling a young girl out of the QZ to safety. --- Send in a voice message: https://anchor.fm/fandomhybridpodcast/message Support this podcast: https://anchor.fm/fandomhybridpodcast/support

Clip from Ep. 67

Why is Voodoo uniquely positioned to pursue blockchain gaming and are they likely to succeed? What's next for Ubisoft and why are they underperforming? We dive into the latest game business news with Aaron Bush, Anil Das-Gupta, and your host Maria Gillies.00:00 - Start00:50 - Latest Regulatory ATVI/MSFT Concerns05:06 - Amazon Game Services First-Party IPs11:20 - Last of Us Transmedia Success13:55 - Ubisoft's Underperformance Analysis35:25 - Voodoo Enters Blockchain Gaming59:45 - OutroIf you would like us to discuss any other gaming-related topics, reach out at podcast@naavik.co. We'd love to hear your feedback! And as always, if you like the episode, you can help others find us by leaving a rating or review!Go premium with Naavik Pro to access an ever-growing library of deep exclusive research including free-to-play and blockchain game deconstructions, and market analysis. Use the promo code METACAST to save 10%.TLDListen?: Episode summaryWatch the episode: YouTube video Join the discussion: Naavik DiscordRead more: Naavik DigestWatch more: YouTube channelGo premium: Naavik ProFollow us: Twitter | LinkedIn | Facebook | WebsiteSound design by Gavin Mc Cabe.

#theboys In the aftermath of the events at Herogasm, everyone tries to find a way to move forward. Soldier Boy, Butcher, and Hughie locate Mindstorm, whose powers take Butcher to a dark place. Black Noir faces his traumatic past with the help of childhood friends. The Deep tries to spice up his marriage in an unconventional way. A-Train gets a new lease on life. Kimiko makes a tough decision about her future. Some unexpected information from Mindstorm gives Soldier Boy pause, while Butcher also learns some devastating news. --- Send in a voice message: https://anchor.fm/fandomhybridpodcast/message Support this podcast: https://anchor.fm/fandomhybridpodcast/support

There is a balance shift between employers who are used to being in control of the workplace dynamic and employees who gained control of it during the pandemic. It's headlining news and it's the through-line of this week's episode of Outside Insights between Placers' President Chris Burkhard and Placers' Founder and seriel entrepreneur Alan Burkhard.Traditionally, employers set the ground rules, the conditions of employment. It's been that way for the last century. During the pandemic, the construct and definition of "workplace" was reimagined. Hybrid workspaces and remote work became the norm. These new workspace operating models enabled employers to successfully continue in an unprecedented era.But now, the pandemic and its infection rates are slowing and employers are signaling that they want to return to traditional workplace models. Employees who have been working in hybrid or remote situations are balking. It's a power struggle that needs to be managed effectively in the United States as we move forward. Disney, Starbucks, Vanguard, Paycom, and News Corp are among the big players issuing return to work orders (RTOs). They are among the mainstream companies sending employees RTOs. Companies are increasingly becoming more emboldened. The workforce, which had the upper hand during the pandemic, isn't as confident as it was in the last two years, and it doesn't know how to navigate this newest curveball.Do employees know how to hold onto to their new-found power? Should they? Are job agents needed  to navigate careers? These and other profound hypotheses constitute this week's maverick crosstalk. They may be groundbreaking, but so is the current job market!Listen to this insightful exchange between Placers' thought leaders who grapple with the workplace's path forward and how the behavior of individuals are impacting company behaviors. It's the newest twist in this power grab that was originally discussed in Outside Insights Episode #9: History Repeats Itself: The Power of the Job Seeker.“When you get these jobs that you have been so brilliantly trained for,  just remember that your real job is that if you are free, you need  to free somebody else. If you have some power, then your job is to empower somebody else.”Author, Toni Morrison

Thanks to Dominic for coming on the podcast! Make sure to check him out below! ___________________________________________________________________________________________ Instagram: @dominicfusco TikTok: @dom_fusco Upspace: https://app.getupspace.com/welcome True Ambition Podcast: https://open.spotify.com/show/2i8NnO6SoGf4sBOKyEBDOn?si=7s1iPTS-RFm83z55a0ICjA YouTube: https://youtube.com/channel/UCJlcF0D19pQ5WDJjWEuUxhQ ___________________________________________________________________________________________ Questions? Comments? Shoot me a message! Podcast IG: @resiliencyinrunning TikTok: @resiliencyinrunning Personal IG: @liznewcomer linktr.ee/resiliencyinrunning www.youtube.com/resiliencyinrunning Amazon storefront: https://www.amazon.co.uk/shop/lizmarathonrunnerpod £10 off runthroughuk race sign-up: https://www.letsdothis.com/r/LIZ517-AHIHBF 'ZOOKILIZ20' 20% off Zooki: https://zooki.com 'RESILIENCY15' 15% off B Fresh Juice: https://b-fresh.co.uk RUN SOCIAL CLUB: runsocial.club Canva Free Trial: https://www.canva.com/join/lkc-rsl-fgc Headliner Free Trial: https://make.headliner.app/referral/elizabeth.newcomer_HV4fOz £10 off Huel: https://huel.mention-me.com/m/ol/du7ci-9e112bab35 Song: 99Instrumentals - One Day Music provided by Tunetank. Free Download: https://tunetank.com/track/1946-one-day/ --- Send in a voice message: https://anchor.fm/resiliencyinrunning/message

We're branching off, people! Listen to WLHR wherever you get your podcasts, including here. Enjoy shows like Your Stupid Stupendous Brain, Fresh Scare, Bookscape, and All of The Things.Follow WLHR Fake Public Radio on Instagram.Subscribe to WLHR Fake Public Radio.Reach us at wlhrfakepublicradio@gmail.comWLHR is a Left Handed Radio Product.Support WLHR on Patreon or purchase Merch here.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Adam and Matt dive into the history of Luigi Chinetti and his Ferrari 365 P Berlinetta Speciale before talking about the announcement of the 2024 Corvette E-Ray Hybrid. Thanks For Supporting Our Sponsors: MakersAndFixers.com/CarCast

Three things to know today Microsoft's Azure OpenAI Service now generally available TechAisle Survey Indicates Move Away from Hybrid Work, but Challenges Remain for SMBs and Midmarket Firms AND 4 Day Week Global Experiment Shows Positive Results for Companies and Employees, More Adopters to Follow This is the Business of Tech.      Support the show on Patreon:  https://patreon.com/mspradio/   Want our stuff?  Cool Merch?  Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com   Follow us on: Facebook: https://www.facebook.com/mspradionews/ Twitter: https://twitter.com/mspradionews/ Instagram: https://www.instagram.com/mspradio/ LinkedIn: https://www.linkedin.com/company/28908079/

Disney is calling employees back to the office four days a week. One listener called in to ask about the advantages and disadvantages of hybrid work. We'll talk about how businesses are making the choice. And guest hosts Amy Scott and Samantha Fields answer more of your questions about the death of starter homes and the stubbornly high price of diesel. Plus, are states ready to dole out unemployment benefits for the next recession? Here’s everything we talked about today: “Disney will soon require workers to be in-office four days a week” from Marketplace “Whatever Happened to the Starter Home?” from The New York Times “New Single-Family Homes are Getting Smaller” from the National Association of Home Builders “Homebuilders may finally be turning a corner as inflation stabilizes and lower mortgage rates bring buyers back into the market” from Business Insider “Top Fed official warns US unemployment could hit 5% next year” from Financial Times “America's unemployment insurance system is still broken as a recession looms” from Vox “Price of Diesel, Which Powers the Economy, Is Still Climbing” from The New York Times “U.S. Gasoline and Diesel Retail Prices” from the U.S. Energy Information Administration “How a massive refinery shortage is contributing to high gas prices” from NPR If you've got a question about business, tech and the economy, give us a shout. We're at 508-U-B-SMART or email us at makemesmart@marketplace.org.

Disney is calling employees back to the office four days a week. One listener called in to ask about the advantages and disadvantages of hybrid work. We'll talk about how businesses are making the choice. And guest hosts Amy Scott and Samantha Fields answer more of your questions about the death of starter homes and the stubbornly high price of diesel. Plus, are states ready to dole out unemployment benefits for the next recession? Here’s everything we talked about today: “Disney will soon require workers to be in-office four days a week” from Marketplace “Whatever Happened to the Starter Home?” from The New York Times “New Single-Family Homes are Getting Smaller” from the National Association of Home Builders “Homebuilders may finally be turning a corner as inflation stabilizes and lower mortgage rates bring buyers back into the market” from Business Insider “Top Fed official warns US unemployment could hit 5% next year” from Financial Times “America's unemployment insurance system is still broken as a recession looms” from Vox “Price of Diesel, Which Powers the Economy, Is Still Climbing” from The New York Times “U.S. Gasoline and Diesel Retail Prices” from the U.S. Energy Information Administration “How a massive refinery shortage is contributing to high gas prices” from NPR If you've got a question about business, tech and the economy, give us a shout. We're at 508-U-B-SMART or email us at makemesmart@marketplace.org.

James Simmons, founder of the culture and teambuilding platform heyLIME, explains how unique social experiences can improve remote work culture.

Last week I began a 2 part series on the HYBRID Business Model, and why it's so key NOW that you have it.The way we did business before 2020 is now out of date. There are some things that still work but you MUST adopt the mindset of having MULTIPLE ways to serve your clients to stay relevant and continue to grow.I can talk all day long about it. So I want to hear from one of my clients how it has worked for her.Ingrid Saenger is a health coach and personal trainer and has been able to go from 100% in person to a true HYBRID Model, and now serves clients all over the world.GUEST LINKS:Ingrid's websiteFacebookInstagramPODCAST WEBSITE & LINKS:EMAIL MEVISIT MY WebsiteFIND ME on FacebookFOLLOW ME on TwitterFOLLOW ME on InstagramEXPLORE OUR RETREATS HERE!CLICK HERE to Become a supporterJOIN OUR GROUP HERE If you are a health/fitness/wellness entrepreneur, or a coachJOIN OUR COMMUNITY - Living Your Ultimate Life Through Fitness & Self-CareANDROID USERS leave a REVIEW on PODCHASERAPPLE USERS leave a REVIEW on APPLE PODCASTS

The Battle Bros talk about this little spoiler dropped by LSS announcing the 3 class, 6 hero set breakdown for Outsiders. Featuring 2 new adult heroes, "Riptide, Lurker of the Deep" and "Uzuri, Switchblade," and the first ever HYBRID cards in Flesh and Blood. We break down our theories and fail to contain our excitement for this new set.#fabtcg #dynasty #outsidersOur Socials etc.Twitter: @BattlebroTaylor @BattlebroIsaac @TasteeTownEmail: theattackactionpodcast@gmail.comFacebook: @theattackactionpodcastInstagram: @theattackactionpodcastPatreon: https://www.patreon.com/attackactionpodcastAffiliate link: https://www.fabfoundry.co/?ref=Attack

Rob-See-Co is one of the first companies to offer the Double Team Sorghum Hybrid. On this episode guest host Andrew Crabtree, Marketing Manager at Masters Choice, interviews Steve Sick, Soybean, Sorghum, Alfalfa and Sunflower Product Manager at Rob-See-Co, about this cutting edge product. Why is the Double Team Sorghum Hybrid intriguing and what is unique about it? Is it GMO? Is there a relationship between the Double Team Sorghum Hybrid and the First Act Herbicide? When should you target the first application? Is there a yield drag? Listen in and learn about this unique product.A Hurrdat Media Production. Hurrdat Media is a digital media and commercial video production company based in Omaha, NE. Find more podcasts on the Hurrdat Media Network and learn more about our other services today on HurrdatMedia.com.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A hostile takeover of the Solaris contraband market. Ukraine warns that Russian cyberattacks continue. An overview of 2H 2022 ICS vulnerabilities. Codespaces accounts can act as malware servers. Blank-image attacks. Campaigns leveraging HR policy themes. Dinah Davis from Arctic Wolf has tips for pros for security at home. Our guest is Gerry Gebel from Strata Identity describes a new open source standard that aims to unify cloud identity platforms. And travel-themed phishing increases. For links to all of today's stories check out our CyberWire daily news briefing: https://thecyberwire.com/newsletters/daily-briefing/12/12 Selected reading. Friday the 13th on the Dark Web: $150 Million Russian Drug Market Solaris Hacked by Rival Market Kraken (Elliptic Connect)  Russia-linked drug marketplace Solaris hacked by its rival (The Record from Recorded Future News)  Cyber-attacks have tripled in past year, says Ukraine's cybersecurity agency (the Guardian) Ukraine: Russians Aim to Destroy Information Infrastructure (Gov Info Security)  Ukraine says Russia is coordinating missile strikes, cyberattacks and information operations (The Record by Recorded Future) ICS Vulnerabilities and CVEs: Second Half of 2022 (SynSaber) Abusing a GitHub Codespaces Feature For Malware Delivery (Trend Micro) The Blank Image Attack (Avanan) Phishing Attacks Pose as Updated 2023 HR Policy Announcements (Abnormal Security) Spammers phish eager vacationers with travel-themed lures, Bitdefender Antispam Lab warns (Bitdefender)

Research is telling us is that hybrid working is something most employees want, it does increase our productivity because we don't have to commute, and most companies are likely to keep it in place, but it comes at a cost. We need to be aware of these costs so we can manage them. Hybrid working does increase stress, loneliness, isolation, and disengagement. In many ways it is culture eroding. That doesn't mean we get rid of hybrid working. I believe it is here to stay. Rather it means we need to be aware of these challenges so we can take action to solve them. The consulting firm Deloitte has for the second year released its Women @ Work 2022: A Global Outlook report, a survey of 5,000 women across 10 countries The survey provides a unique glimpse into the lives of women in the workplace amid the COVID-19 pandemic. The responses from around the globe made it clear that women's “everyday” workplace experiences were having a detrimental impact on their engagement and that the pandemic was having a severe impact on women's lives and careers, including their work/life balance and wellbeing. Emma Codd, Global Inclusion Leader for Deloitte joins me on the podcast today to discuss the report's findings in more detail. We discuss the issues women face with hybrid working, flexible working and overcoming the barriers to their advancement at work. Emma states that women that work in a hybrid manner which was around half of the respondents that can work in a hybrid way, of those respondents, 60% said they'd experienced exclusion in the past year.  Around 50% said they weren't getting the access they needed to leaders which we all know how important sponsorship is for anybody that is in an underrepresented group is so important.  Suddenly that's not there anymore. Emma states there are four questions every organization globally should be asking; often only needing tweaks to resolve the outcome, but still action taking place:   Question One: Does your culture allow employees to feel safe when asking for flexible working? If not, how can it change? Question Two: Do all employees feel connected?  If not, why not? Question Three: Do all employees belong? Why do employees feel isolated? Question Four: Does each employee have equal access to support?  How can this access improve?   Deloitte Women @ Work 2022 Survey   Emma Codd

How can you use attribution data to close the gap on your measurement and make better decisions for your company, business, and team? That's what Chris covers today on the second installment of Revenue Vitals Live! In this episode: - The Attribution Mirage - Hybrid Attribution Framework -Q&A with listeners, building on the attribution slides and digging deeper into real-world application of the data If you have questions for Chris or Kaylee, join the conversation on zoom by registering here, or submit them ahead of the call here! Also make sure to check out The Vault, where you can find full depth insights and IP beyond the high level live event. Thanks to our friends at Hatch for producing this episode. Get unlimited podcast editing at usehatch.fm.

Earnings are next week - so I thought I'd bring forward the IBM strategy again for a refresher.Let's talk tech strategy: IBM strategy with Roger Premo, General Manager, Strategy and Corporate Development at IBM. The state of the industry, hybrid cloud, containers, competition. We hit it all.Show Notes02:00 Roger Premo's path to strategy08:37 First impressions of IBM10:42 Hybrid cloud15:33 Facts to support hybrid18:57 Cloud's future21:40 Why containers, Why Redhat?25:55 Addressing lock-in30:08 The IBM bar pitch34:04 Start with outcomes36:10 The most exciting technology38:50 Continuous learning43:09 The chips actLinkedin: https://www.linkedin.com/in/ropremo/Website: https://www.ibm.com/Want to be featured as a guest on Making Data Simple? Reach out to us at almartintalksdata@gmail.com and tell us why you should be next. The Making Data Simple Podcast is hosted by Al Martin, WW VP Technical Sales, IBM, where we explore trending technologies, business innovation, and leadership ... while keeping it simple & fun.

Making the jump from in-person service provider to online course creator? This episode is a must for you! In this coaching podcast, I talk with Heidi Holley, an esthetician and successful small business owner who is ready to expand her expertise into online course offerings.  As you'll hear, asking the right questions leads to the best answers for you, your online course, and subsequent business growth. I walk through identifying key components of your offer, how to position your promise in your marketing, and how to serve your students so you create raving fans.   Get your online course done in just 6 weeks with a proven course coach by your side. Get your questions answered with a limited-time bonus 1-to-1. Enroll in my 6-Week Accelerator.    

EPISODE SUMMARY In this episode of Chan with a Plan, Max Speaks with Jennifer Coners, of Jen Coners Consulting. In this conversation Jen discusses her career as a direct hire recruiter and business consultant, navigating layoffs, and working on getting your dream job. QUOTES “You're going to be great in that industry. So they have to have that confidence. You have to build them up, you know? And it's okay to say you're new. It's okay to say you don't know, but you also have to say, but here's what I can bring to the table, and I want it really bad.” – Jen Coners “We do need structure, and we do need flexibility. So, I think if we keep going in that route and not being so harsh and everybody's saying, you have to come back in, I think things are going to look a lot better. People aren't going to be so angry and so, you know, demanding.” – Jen Coners “They just want to get the job. That's where I come in and say, I get it. I get that you're frustrated. I get that you've done all of these things, but you're not doing something right. So, we're going to figure out what that is.” – Jen Coners   TIMESTAMPS [01:18] Layoffs and the labor market [02:18] Hybrid work schedule [05:02] Career challenges moving forward during economic hardships [09:19] Doing the detective work [10:22] Transitioning to a role in a different industry [14:16] Avoid instant gratification [16:27] Don't forget your manners [20:11] Importance of employer feedback to non-hires [23:12] Salary expectation question [28:35] Could your job posting be bad? [34:00] Getting ghosted [35:31] Crushing your interview and following up well [37:40] Interview Strategies [41:17] Should you start to make a career change right now? [43:13] Jennifer's biggest challenge and how she overcame it   RESOURCES & RELEVANT LINKS Jennifer Coners on Social Media:LinkedIn Jen Coners Consulting Chan With A Plan Max Chan on Social Media

Join the Overcrest Drivers Club! Links from Today's Show: Porsche 911 Hybrid is coming... Related: These new headlights from porsche have 16,000 LED's Cadillac joining Formula 1? The Taliban are terrorizing the middle east with a new supercar... Study Finds: Buttons are Safer than Touchscreens Troubling statistics for auto manufacturers on EV adoption Farmers finally Beat the sh*t out of John Deere The Fall of Tesla Also in tesla news Tesla Banned from advertising self driving Tesla caves on stupid steering wheel The biggest engineering innovation in pickups is finally here.

In today's episode, we're talking about the delicious strain Bacio Gelato. This strain is like a dessert for your senses, with a sweet and creamy flavor that will have you feeling like you're indulging in a gelato shop in Italy Help the show hit its goal of 420 Supporters! https://www.patreon.com/CannabisSchool Get Cannabis School Swag https://www.cannabisschool.us/shop.html For Questions or to submit feedback please email Hosts@cannabisschool.us https://www.youtube.com/@cannabisschool A Flow Media Production www.cannabisschool.us Canabis , Cannabis , THCV , Cannavist , cannabinoid , cannabiz , Sativa , Extracts , THC , CBD , MMJ , cannabid, cannabuild , cannabidiol, cannabiz , Canna , extracto , khush , kush , carts , pax8 , botanicals , alternative health , alternative medicine , marijuana , hemp , plant medicine , Skywalker , OG , CBG , CBN , HHC , Extracts , Concentrates , Dabs , Shatter , Wax , pain relief , Anxiety relief , Cancer , Resin , Rosin , Endometriosis , Crohn's , auto immune disease , PTSD , Inflammation , Arthritis , Pancakes , Where Cannabis is Legal , Where Cannabis Originated From , Where Cannabis is Legal US , Where Cannabis oil , Where CBD is legal , Where CBD oil legal , What Cannabis Product is best for pain , what cannabis mean , what cannabis product is good for anxiety , what cannabis is best for adhd , what cannabis plant produces seeds , will cannabis become federally legal , who cannabis recommendations , who cannabis report , who cannabis. legalization , who cannabis classification , who cannabis review , who cannabis medical , who cannabis addiction , which cannabis strains are good for , what cannabis strains are good for , which cannabis is best for nausea , why cannabis should be legalized , why cannabis should be legalized in the UK , why cannabis should not be legalized , why cannabis illegal , why cannabis should stay illegal , why cannabis is legal , can cannabis cause dementia , can cannabis cause aggression , can cannabis withdrawal cause psychosis , can cannabis make you angry , can cannabis help with nerve pain , when cannabis became illegal , when cannabis legal Canada , how cannabis affects relationships , how cannabis look like , how cannabis affects our cognition and psychology , how cannabis is made , how to make edibles , how to use marijuana , how do you smoke marijuana , how to smoke cannabis , how do I use cannabis , Psalm Trees, James Berkeley - Ah Yeah https://chll.to/d08ed5fb --- Send in a voice message: https://anchor.fm/cannabisschool/message

Wharton management professor Martine Haas says now that hybrid work has been around for a while, companies need to spend the next year figuring out what works best and refining their policies. Hosted on Acast. See acast.com/privacy for more information.

GM's iconic sports car, the Chevy Corvette, is getting electrified.

The car Robbie was supposed to drive this week was damaged before it got to his driveway so we just have Nicole in the Mazda3 Turbo AWD and Sam with the Ram 1500 Rebel V8. One of these was slight less fuel efficient than the other. In the news, a Swedish study shows again why… Read More »All-Season High-Voltage Corvette

Over the course of 12 years, Jason has significantly impacted thousands of individuals' lives, helping them transform their bodies and minds through his expert coaching and guidance. In addition to his work in fitness, Jason has also served as a strategic coach to entrepreneurs for the past four years, assisting hundreds of business owners in scaling their businesses while maintaining balance in their personal and family livesTIMELINE04:35 Why is there a stigma over people going to the gym as part of their new year's resolution10:45 Jason's personal method of goal-setting for the new year 15:13 Science says you are built to withstand and survive adversity 24:53 How do you get on the right track of your goals todayABOUT JASON SKEESICKJason Skeesick is a highly-respected US Army veteran and former owner of Bucktown CrossFit in Chicago. He is also the host of the Spear and Clover Podcast where he delves into the stories of renegade entrepreneurs who have taken the leap and put everything on the line for their passions.CONNECT WITH JASONhttps://www.spearandclover.com/https://podcasts.apple.com/us/podcast/spear-and-clover-podcast/id1607873120----------------------------

In this 157th in a series of live discussions with Bret Weinstein and Heather Heying (both PhDs in Biology), we discuss the state of the world through an evolutionary lens. This week, we discuss antibodies. Why is the public health messaging around immunity focused on antibodies, when there is so much more to immunity? Also, the Department of Defense has finally dropped vaccine mandates for the military, and the federal government has affirmed that we are in the middle of a Covid-19 “health emergency” for the 11th consecutive time. The American Academy of Pediatrics is now suggesting the remedy of drugs (at 12 years old) and surgery (at 13) for children suffering from the “disease of obesity.” We're no longer supposed to use the word field, according to both USC and Michigan's Dept of Health and Human Services. And male pufferfish make elaborate geometric designs in the sand, all for the love of female pufferfish. ***** Our sponsors: MDHearingAid: Use promo code DARKHORSE to receive a significant discount off your order of already inexpensive, high-quality hearing aids, plus receive a free extra charging case. https://www.mdhearingaid.com Moink: Grass-fed and grass-finished beef and lamb, pastured pork and chicken, and wild caught Alaskan salmon. Visit www.moinkbox.com/darkhorse to get a year's worth of filet mignon free when you sign up.  Vivo Barefoot: Shoes for healthy feet—comfortable and regenerative, enhances stability and tactile feedback. Go to www.vivobarefoot.com/us/darkhorse to get 20% off, and a 100-day free trial.  ***** Our book, A Hunter-Gatherer's Guide to the 21st Century, is available everywhere books are sold, and signed copies are available here: https://darvillsbookstore.indielite.org Check out our store! Epic tabby, digital book burning, saddle up the dire wolves, and more: https://darkhorsestore.org Heather's newsletter, Natural Selections (subscribe to get free weekly essays in your inbox): https://naturalselections.substack.com Find more from us on Bret's website (https://bretweinstein.net) or Heather's website (http://heatherheying.com). Become a member of the DarkHorse LiveStreams, and get access to an additional Q&A livestream every month. Join at Heather's Patreon. Like this content? Subscribe to the channel, like this video, follow us on twitter (@BretWeinstein, @HeatherEHeying), and consider helping us out by contributing to either of our Patreons or Bret's Paypal. Looking for clips from #DarkHorseLivestreams? Check out our other channel:  https://www.youtube.com/channel/UCAWCKUrmvK5F_ynBY_CMlIA Theme Music: Thank you to Martin Molin of Wintergatan for providing us the rights to use their excellent music. ***** Mentioned in this episode: Why antibody levels do not equal "immunity": Part 1. By Joomi Kim, January 14, 2023: https://joomi.substack.com/p/why-antibody-levels-do-not-equal Chevaisrakul et al 2023. Hybrid and herd immunity 6 months after SARS-CoV-2 exposure among individuals from a community treatment program. Scientific Reports 13 Article number: 763 https://www.nature.com/articles/s41598-023-28101-5 Health and Human Services' Declarations of a Public Health Emergency: https://aspr.hhs.gov/legal/PHE/Pages/default.aspx Consider drugs and surgery early for obesity in kids, new guidelines say: "Waiting doesn't work: https://www.cbsnews.com/news/obesity-kids-teens-drugs-surgery-early-new-guidelines/ Clinical Practice Guidelines from the American Academy of Pediatrics: https://www.aap.org/en/patient-cSupport the show