Podcasts about washington state

Imara sits down with two trans women running for their respective State Houses of Representatives. And, in an interesting coincidence, both these women are spiritual leaders as well as political hopefuls.Joanna Whaley is running to represent Michigan's 2nd District on a platform of economic fairness. She is a former pastor, a survivor of conversion therapy, and currently works full-time as a hospital chaplain.Jaelynn Scott is the Democratic nominee for Washington State's District 37. She is a Democratic Socialist and the Executive Director of the Lavender Rights Project, a Black trans feminist organization.This week's Trans Joy features Ashley Shade, the President of the City Council of North Adams, Massachusetts.Send your Trans Joy recommendations to translash_podcast @ translash [dot] org Follow TransLash Media @translashmedia on TikTok, Instagram, Threads, Bluesky, and Facebook.Follow Imara Jones on Instagram (@Imara_jones_), Threads (@imara_jones_), Bluesky (@imarajones.bsky.social), X (@ImaraJones)Follow Jaelynn Scott on Instagram and Facebook (@votejaelynn) Follow Joanna Whaley on social media (@joannawhaleyofficial) and Bluesky (@joannawhaley4mi)Follow Ashley Shade on Facebook, Instagram, and TikTok (@ashade4office) and subscribe to her substack (ashleyshade.substack.com) Hosted on Acast. See acast.com/privacy for more information.

Seth Woolcock and Scott Bogman are back with their best bets for a loaded College Football Week 5 slate, including Ohio State-Iowa, Virginia Tech-Pitt, BYU-TCU and several under-the-radar spots. The guys dig into the spreads and totals they’re targeting before Bogman turns to the player prop market, with plays involving Demond Williams, Alabama-Mississippi State and more. They finish with their Polymarket predictions for Penn State-Northwestern and Tennessee-Auburn before running through every bet on their Week 5 cards. Timestamps: (May be off due to ads) Intro - 0:00:00 Game Picks - 0:02:18 UMass vs. Eastern Michigan - 0:02:40 Virginia Tech vs. Pittsburgh - 0:06:19 Ohio State vs. Iowa - 0:09:09 Texas A&M vs. Arkansas - 0:14:09 Fresno State vs. Washington State - 0:16:42 BYU vs. TCU - 0:19:53 Georgia State vs. Old Dominion - 0:23:11 BettingPros Prop Bet Cheat Sheet - 0:25:29 Player Props - 0:25:49 Predictions of the Week - 0:32:28 Full Card Recap - 0:38:29 Outro - 0:39:31 Helpful Links: Polymarket - Polymarket is giving you a $50 bonus when you deposit just $10. Sign up right now with promo code FPPOD at https://app.polymarket.us/S8ac/FPPOD. 18+ Only. Restrictions and eligibility requirements apply. Not available in all jurisdictions. Trading is risky. 100% loss can occur. See http://polymarket.com/tos for more information. The Polymarket US App serves as an independent software provider and affiliate of Polymarket US and Polymarket Clearing, the CFTC-regulated exchange and clearing organization. Subscribe to BettingPros College Football on YouTube - https://www.youtube.com/@BettingProsCollegeFootball - Get year-round college football futures, weekly best bets, game previews and betting analysis from Seth Woolcock, Scott Bogman, and the BettingPros team. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros App⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Make winning bets with advice and picks from top sports betting experts. The BettingPros app puts consensus and expert-driven sports betting advice at your fingertips to help you pinpoint the best odds and make winning bets. Download it today on the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠App Store⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Google Play⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Check the Latest College Football Odds - https://www.bettingpros.com/ncaaf/odds/ - Compare current NCAAF lines and find the best available odds before placing your college football bets. Upgrade to BettingPros Premium - https://www.bettingpros.com/premium/ - Unlock premium picks, advanced betting tools, expert analysis and additional data to help you make more informed wagers. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros Discord⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Looking to up your game in sports betting? Join our exclusive sports betting Discord community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠bettingpros.com/chat⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! Not only can you connect with expert handicappers who provide free picks for NBA, NFL, MLB, NHL, player props, live betting, and more, but now you can also participate in our weekly community picks. Cast your vote, see how your picks stack up against the experts, and track your success! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros Pick Tracker⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ – Want to track all of your wagers in one place? Check out the BettingPros Pick Tracker. It syncs up with your sportsbooks to tally which picks hit, and which miss AND gives you a live look at what the public is doing so you can use real-time tracking to determine which plays to make, and which to fade: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠bettingpros.com/pick-tracking⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠See omnystudio.com/listener for privacy information.

To welcome October, this week on Cultivating Place, host Ben Futa welcomes Colleen Raney of Washington State's Songbird Seed Company and Diadem Flower Company.  Colleen founded Songbird Seed Co., a seed company devoted to cultivating and preserving exceptional sweet peas. What started as a personal fascination with the sweet pea became a deeper study of their history, varieties, cultivation, and extraordinary diversity. Today, Colleen grows hundreds of sweet pea varieties each year, selecting and sharing seeds that she finds particularly beautiful, unusual, and worthy of being grown again. Her work is grounded in the belief that sweet peas need not be complicated, and there is so much to be discovered in paying attention. Colleen publishes a bi-annual periodical, The Sweet Pea: A Garden Companion, and she is the founder of the American Sweet Pea Society. Together, Ben and Colleen explore her early life in acting and singing, and the connection between scent, memory, and our sense of home. We follow Colleen's growth from tending a simple garden and growing flowers for pollinators into a full-fledged flower farm, with a particular focus on her success growing sweet peas. They also talk about stepping back, paying attention, and letting the plants tell us what they need. At the beginning of the season for sowing many spring bloomers, we hope you join us by listening in! Cultivating Place now has a donate button! We thank you for listening over the years, and we hope you'll continue to support Cultivating Place. We can't thank you enough for making it possible for this young program to grow and engage in even more conversations like these. The show is available as a podcast on SoundCloud and iTunes. To read more and for many more photos, please visit www.cultivatingplace.com.

Arizona got the win over Wazzu but should we feel good about it? Adam and Brett talk about that and then learn more about this week's football opponent from Steve Helwick of The Underdog Dynasty. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Gavin and Chad from Up West Sports join the show to talk about Fresno State's upcoming football game against Washington State. Enjoy and Go Dogs!

Washington State documents obtained by The Center Square reveal what looks like a coordinated fraud scheme: childcare providers conspiring with parents to collect taxpayer-funded DSHS subsidies for children who were never brought to care. In case after case, parents signed kids in anyway — and providers reportedly kicked back 30% of their payments to keep the arrangement running.Attorney General Nick Brown is urging anyone with information to report fraud to the state, but Sean argues an inside investigation from the same apparatus that missed this for years won't cut it. An outside investigator — from outside Washington entirely — is needed. The parallels to Minnesota's "Feeding Our Future" case ($250 million stolen, Amy Bach sentenced to 42 years) are impossible to ignore. Fraud doesn't see state lines.Meanwhile, Katie Wilson's office says no fraud investigation was directed in her first week on the job, and SEIU 925's Aaron Hake sent lawmakers a letter urging them to rein in the investigative reporters covering the story. Cameras that showed up at a local daycare found bullet holes in the wall and zero children inside.This story isn't going away — Sean thinks it unravels on a national scale right here in Washington State. Subscribe to @reasonablenews for the Pacific Northwest coverage that needs to be told.#NFRP #WashingtonState #DaycareFraudGO PREMIUM WITH REASONABLE+ FOR UNCENSORED ACCESS

Vancouver Fire Department will conduct live-fire training at Station 5 from 8 a.m. to 5 p.m. on Oct. 7. Nearby residents may see smoke and fire apparatus. The drills cover hose advancement, search and rescue, and fireground communication, fulfilling Washington State proficiency requirements under WAC 296-305-05502. https://clarkcountytoday.com/story/vancouver-fire-department-conduct-live-fire-training-station #VancouverFireDepartment #FireTraining #PublicSafety #ClarkCounty #WashingtonState

Join Seth Woolcock and Scott Bogman for an early look at College Football Week 5 after a chaotic Saturday shook up the national picture. Ohio State’s trip to Iowa and Alabama’s showdown with Mississippi State headline the early betting breakdowns, with Jeremiah Smith, Keelon Russell and Kamario Taylor at the center of some of the week’s biggest questions. Then it’s time to lock in early numbers, including Texas A&M, BYU and a pair of underdogs Seth believes the market is still undervaluing. Timestamps: (May be off due to ads) Intro - 0:00:00 Le’Veon Bell Autographed Pittsburgh Steelers Jersey Giveaway Promo - 0:02:20 Campus Wire: W4 Reaction - 0:02:54 Biggest Stories out of W4 - 0:04:36 8 AMs - Pittsburgh Panthers vs. Virginia Tech Hokies | FRI, 7:00 p.m. ET - 0:13:45 8 AMs - #7 Alabama Crimson Tide vs. #16 Mississippi State Bulldogs | SAT, 12:00 p.m. ET - 0:19:02 Polymarket - 0:24:22 8 AMs - #5 Ohio State Buckeyes vs. #14 Iowa Hawkeyes | SAT, 3:30 p.m. ET - 0:25:01 8 AMs - #8 Florida Gators vs. #25 Missouri Tigers | SAT, 3:30 p.m. ET - 0:31:35 BettingPros - 0:37:14 Bogs Early Lines: Texas A&M -14 (-110) vs. Arkansas - 0:37:32 Seth’s Early Lines: Fresno State +2.5 (-108) vs. Washington State - 0:41:30 Bogs Early Lines: #10 BYU -5.5 (-115) vs. TCU - 0:44:50 Seth’s Early Lines: Georgia State +1.5 (-113) vs. Old Dominion - 0:47:22 Outro - 0:50:39 Helpful Links: Polymarket - Polymarket is giving you a $50 bonus when you deposit just $10. Sign up right now with promo code FPPOD at https://app.polymarket.us/S8ac/FPPOD. 18+ Only. Restrictions and eligibility requirements apply. Not available in all jurisdictions. Trading is risky. 100% loss can occur. See http://polymarket.com/tos for more information. The Polymarket US App serves as an independent software provider and affiliate of Polymarket US and Polymarket Clearing, the CFTC-regulated exchange and clearing organization. Subscribe to BettingPros College Football on YouTube - https://www.youtube.com/@BettingProsCollegeFootball - Get year-round college football futures, weekly best bets, game previews and betting analysis from Seth Woolcock, Scott Bogman, and the BettingPros team. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros App⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Make winning bets with advice and picks from top sports betting experts. The BettingPros app puts consensus and expert-driven sports betting advice at your fingertips to help you pinpoint the best odds and make winning bets. Download it today on the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠App Store⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Google Play⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Check the Latest College Football Odds - https://www.bettingpros.com/ncaaf/odds/ - Compare current NCAAF lines and find the best available odds before placing your college football bets. Upgrade to BettingPros Premium - https://www.bettingpros.com/premium/ - Unlock premium picks, advanced betting tools, expert analysis and additional data to help you make more informed wagers. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros Discord⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Looking to up your game in sports betting? Join our exclusive sports betting Discord community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠bettingpros.com/chat⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! Not only can you connect with expert handicappers who provide free picks for NBA, NFL, MLB, NHL, player props, live betting, and more, but now you can also participate in our weekly community picks. Cast your vote, see how your picks stack up against the experts, and track your success! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BettingPros Pick Tracker⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ – Want to track all of your wagers in one place? Check out the BettingPros Pick Tracker. It syncs up with your sportsbooks to tally which picks hit, and which miss AND gives you a live look at what the public is doing so you can use real-time tracking to determine which plays to make, and which to fade: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠bettingpros.com/pick-tracking⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠See omnystudio.com/listener for privacy information.

The approach could help farmers adapt to droughts. Learn more at https://www.yaleclimateconnections.org/ 

The Star's Justin Spears and Michael Lev return to discuss Arizona's come-from-behind win over Washington State and answer your mailbag questions. 

Joyce talks about the upcoming midterm elections and how voters in Washington State will be asked whether or not there should be a new "millionaire's tax."See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This episode is supported by Xero, helping businesses use AI with more control through JAX, its in-platform AI finance partner. Get 90% off your plan for your first 6 months at xero.com/highflyers. ________Venky Ganesan is a Partner at Menlo Ventures, one of Silicon Valley's oldest venture capital firms, where he has helped lead its push into AI and backed companies including Anthropic, Abnormal AI and Palo Alto Networks. He has spent 20+ years in venture capital, after starting his career as an entrepreneur and co-founding Trigo Technologies, which was acquired by IBM in 2004.In this rare public conversation, Venky joins Vidit to unpack a journey that began in India before he moved alone to rural Washington State at 16. He shares the culture shock of arriving in America, working through college, choosing a $39,000 McKinsey job over a far more lucrative offer, and eventually becoming an entrepreneur — co-founding Trigo Technologies and selling the company to IBM in 2004.They also explore Venky's 20+ years in venture capital, from backing Palo Alto Networks early in its journey to becoming a Partner at Menlo Ventures and helping drive the firm's push into AI. Venky shares what separates good founders from great ones, why “propensity for action” has become one of his strongest signals, how he thinks about position sizing and why VCs often end up with more money in their worst companies than their best. He also unpacks today's extraordinary AI market, investing in Anthropic, and why he believes the industry is moving from innovators to “imitators and idiots.” Venky reflects on the role his wife has played in his life, the stroke that nearly killed him and changed his perspective, what more than two decades of investing have taught him about ambition, and more.Please enjoy exploring your curiosity._______Get in touch with us via email at contact@curiositycentre.comJoin our stable of commercial partners including the Australian Government, Google, KPMG,, Allens, Macquarie Capital, Xero, JP Morgan and more. Show notes and more episodes hereFollow us on LinkedIn, Twitter and InstagramGet in touch with our Founder and Host, Vidit Agarwal directly hereContact us via our websiteThis episode is supported by Xero, helping businesses use AI with more control through JAX, its in-platform AI finance partner. Get 90% off your plan for your first 6 months at xero.com/highflyers. ________TIMESTAMPS01:17 — The 15-year-old who talked his way into a job03:21 — Growing up in India with big ambitions08:08 — An unexpected lesson from Nelson Mandela10:05 — Leaving India alone at 1614:10 — Why technology became his path to freedom22:41 — McKinsey, entrepreneurship and selling to IBM31:13 — From founder to venture capitalist39:57 — The signal Venky looks for in great founders44:02 — How he backed Palo Alto Networks early47:00 — Reinventing Menlo for the AI era53:14 — AI's “innovators, imitators and idiots”59:25 — The most disorienting market of his career1:06:05 — The stroke that nearly killed him1:08:20 — Rapid fire________The High Flyers Podcast features in-depth interviews with the world's most influential figures in business, tech, finance, government and sport. Launched in 2020, it has ranked in the global top ten for past three years, with listeners in 27 countries and over 200+ episodes released, and featured in Forbes, Daily Telegraph, and at SXSW.Our guests include -- Malcolm Turnbull (Prime Minister of Australia), Keith Rabois (Managing Director, Khosla Ventures), Jason Collins (Head of BlackRock, Asia Pacific), Brad Banducci (CEO, Woolworths), Michael Schneider (CEO, Bunnings), David Eckstein (CFO, Legora), David Schneider (Growth Fund Co-Lead Partner, Coatue), Venky Ganesan (Managing Partner, Menlo Ventures), Shiv Rao (CEO, Abridge), Jesse Zhang (CEO, Decagon), Vandita Pant (CFO, BHP), Elena Verna (Head of Growth, Lovable), David Haber (a16z Partner), Jodie Auster (Uber's Global Head of Travel), Paul Grosmann (CEO, RM Williams), Rob Giglio (CCO, Canva), Jean-Michel Limieux (CTO, Shopify and Atlassian), Stevie Case (CRO, Vanta), Cristina Cordova (COO, Linear), Gautam Chari (Head of Capital Commitments, Bank of America), John Haddock (CBO, Harvey), Mark Suster (Partner, Upfront Ventures), Niki Scevak (Partner, Blackbird), Craig Tiley (CEO, USA Tennis), Jeanne DeWitt Grosser (COO, Vercel), Paul Bassat (Partner, Square Peg), Bowen Pan (Creator, Facebook Marketplace), Peter Varghese (Secretary of Foreign Affairs, Australian Government), Sam Sicilia (CIO, Hostplus), Jack Zhang (CEO, Airwallex), Tim Doyle (CEO, Eucalyptus), Sukhinder Singh Cassidy (CEO, Xero), Sanjeev Gandhi (CEO, Orica) and Philip Green (Australia's Ambassador/High Commissioner to India).

The Big 12 just delivered another WILD weekend of college football. Cincinnati stunned Kansas State, Oklahoma State dominated West Virginia in Morgantown, and No. 15 Utah went into Ames and handled Iowa State. Jake Brend and Derek Duke break down all the biggest Big 12 storylines, including Cincinnati's 280-yard rushing performance, Oklahoma State's explosive offense, Utah's dominant first half against Iowa State, and what the results mean for the Big 12 race. The guys also dive into UCF's win over TCU, Baylor beating Colorado and the ongoing problems for Deion Sanders' Buffaloes, Arizona's comeback against Washington State, Texas Tech's shaky start against Sam Houston State, and Houston surviving Georgia Southern. Plus, Jake and Derek unveil their updated Big 12 power rankings and preview next week's biggest games. Bigger Than 12 presented by WealthCharter Retirement + Tax. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we review Arizona's 34-24 win over Washington State on Saturday

Arizona overcame a (very) rough start in Pullman to earn a 10-point win at Washington State. The Wildcats are 3-1 heading into their first Big 12 home matchup next weekend vs. Cincinnati. We recap UA's comeback win at Wazzu and look ahead to the Wildcats' game against a Bearcats team that just upset Kansas State.

Andy McNamara spends a bit of time with Briscoe — Austin, Texas duo Philip Lupton and Truett Heintzelman — ahead of their show at Appleton Beer Factory, in the middle of a busy fall tour that's taken them through Milwaukee and Chicago on the way to Asheville, NC. The guys open up about how they first met as middle schoolers at summer camp (matching sandals and all), and the on-the-road disaster of showing up to a headline tour without a saxophone.They dig into the making of their ATO Records album Heat of July, produced by Grammy-nominated Brad Cook, including the story behind fan favorite "The Well" and the meaning behind the title track. Philip and Truett also talk about writing "Texas Flood" to honor the resilience of the Kerrville, TX community after the 2025 floods, the ongoing debate over releasing singles versus full-length albums in today's music industry, and what it was like to open for Dave Matthews Band at the Gorge in Washington State.Fox Cities Core is Andy McNamara's show on WCZR Code Zero Radio, an independent streaming rock station out of Appleton, Wisconsin — the Fox Cities' connection to the region's live music scene, with artist interviews, venue spotlights, and show previews.Catch Briscoe tonight at Appleton Beer Factory, and hear the full conversation on Fox Cities Core, Code Zero Radio, Appleton, Wisconsin, Americana, folk-rock, Texas music.Subscribe for more Fox Cities Core interviews, and follow Code Zero Radio for the latest from the Fox Valley music scene.#Briscoe #HeatOfJuly #FoxCitiesCore #CodeZeroRadio #Appleton #WisconsinMusic #FoxCities #AmericanaMusic #FolkRock #TexasMusic #AppletonBeerFactory #ATORecords #BradCook #LiveMusic

Nationally syndicated political cartoonist & author, A.F. Branco joins the show to discuss how he wound up in his career and  whether it's difficult to be conservative in Washington State.And of course he will be answered all your questions as well!Find A.F.:Facebook: BrancoToonsInsta: AFBrancoRumble: A.F. Branco CartoonsX: afbranc

Arizona vs Washington State Pick 9/26/26 College Football Week 4 Pick Prediction by Tony T.

Welcome to episode 247 of the Sounds Like a Search and Rescue Podcast. This week, we are joined by Patrick Hummel, park manager of Mount Washington State Park. Patrick oversees and manages the operations of the 60 acres of summit on Mount Washington. Patrick has previously worked as the Supervisor of the NH State Parks volunteer program and he also worked as park manager at Monadnock State Park. He will recap the recent honor summit event and cover all things Mount Washington. Plus Falling Waters reroute, Fall events, Hiker fatality on Katahdin, Rescue on Owls Head, Nick recaps his recent 25k Race on the Kilkenny, Notable hikes, dad jokes and music talk! Let's get started! About our guest  TopoftheNortheast Instagram https://slasrpodcast.com/     Topics Stomp couldn't make but he has a good excuse Falling waters reroute  Summer is over and Fall begins Fall Event Recaps Hiker Fatality on Mount Katahdin Rescue on Owls Head, Monadnock, Mt. Washington Hiker stuck in a tree, Man gets stuck on an island, using AI for hike planning Dad jokes, Music minute,  Nick recaps Kilkenny Ridge race, Pine Mountain Mike trail building updates Guest of the Week - Patrick Hummel from Mount Washington State Park Show Notes Apple Podcast link for 5 star reviews SLASR Merchandise SLASR LinkTree SLASR's BUYMEACOFFEE Order Hike Safe Card 48 Peaks website Nick's Instagram Foliage Tracker Honor Summit Falling Waters Reroute project page Rescue Me 5k Tay's Summit Challenge  Donations Thru Hiker Fatality on Mt. Katahdin Two Rescues last night - Owls Head and Overnight search in Thorton, NH Leg Injury on the White Dot trail on Mt. Monadnock Hiker Rescued on Mount Washington "Hiker" gets stuck in a tree and needs a rescue 70 year old gets lost on an Island in Isle Royale National Park Hikers who used AI to plan mountain trip had to be rescued, authorities say  Sponsors, Friends  and Partners Rek' lis Brewing Company Wild Raven Endurance Coaching burgeonoutdoor.com 48 Peaks - Alzheimer's Association Mount Washington Higher Summits Forecast Hiking Buddies  Vaucluse - Sweat less. Explore more. – Vaucluse Gear Fieldstone Kombucha CS Instant Coffee The Mountain Wanderer

Arizona eventually took care of NIU and now gets set for an intriguing road tilt at Washington State. Adam and Brett talk about all that and get help from Lucas Ingham of CougCenter to break the big game down. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, we preview Arizona's road matchup against Washington State.

Friday games (00:48): Northwestern at Indiana, Clemson at CalSaturday noon games (6:22): Texas at Tennessee, Illinois at Ohio StateSaturday afternoon games (16:00): Notre Dame at Purdue, Boise State at Western Michigan, Oklahoma at Georgia, Ole Miss at Florida, Iowa at Michigan, Utah at Iowa StateSaturday night games (29:59): South Carolina at Alabama, Kansas State at Cincinnati, Oklahoma State at West Virginia, Oregon at USC, Texas A&M at LSU, Arizona at Washington State, Missouri at Mississippi State, Tulsa at ArkansasPredictions: Notre Dame at Purdue, Oklahoma State at West Virginia, Texas A&M at LSU, Iowa at Michigan, Missouri at Mississippi State, Ole Miss at Florida, Oregon at USC, Oklahoma at Georgia, Boise State at Western Michigan, Texas at Tennessee 

Arizona is returning to the Palouse for the first time since 2023 — as a nonconference opponent. The Star's Justin Spears and Michael Lev break down the Arizona-Wazzu game and memories in Pullman. Jordan Hamm from Sports360AZ joins the podcast to predict notable Big 12 football games. 

Arizona is returning to the Palouse for the first time since 2023 — as a nonconference opponent. The Star's Justin Spears and Michael Lev break down the Arizona-Wazzu game and memories in Pullman. Jordan Hamm from Sports360AZ joins the podcast to predict notable Big 12 football games. 

Send us Fan Mail ICE arrests are rising sharply in Washington State and across the country. Recent data shows that hundreds of people were arrested in Washington in July, with many of those arrested having no criminal convictions or pending charges.What does this surge in immigration enforcement mean for families, communities, and the organizations working to provide legal assistance?In this episode of Chino Y Chicano, Enrique Cerna speaks with Malou Chávez, Executive Director of the Northwest Immigrant Rights Project, about the growing demand for legal services, the impact on immigrant families, and the challenges facing advocates as ICE enforcement increases across Washington State.Read: https://www.seattletimes.com/nation-world/a-quiet-ice-surge-that-unfolded-everywhere-all-at-once-this-summer/?utm_source=referral&utm_medium=mobile-app&utm_campaign=iosRead: https://www.seattletimes.com/seattle-news/ice-transfers-hundreds-from-tacoma-detention-center-out-of-state/Read: https://www.seattletimes.com/seattle-news/wa-ice-arrests-reach-new-high-just-released-data-shows/Read: ICE arrests contractor in the middle of West Seattle construction jobSource: The Seattle Timeshttps://share.google/rLKczFNcCPTLxuytnRead: https://southseattleemerald.org/voices/2025/07/22/masked-men-are-detaining-people-when-will-washingtons-leaders-protect-usRead: https://nieman.harvard.edu/mark-trahant-wins-the-2025-i-f-stone-medal-for-journalistic-independence/Read: https://www.24thstreet.org/blog/2025/1/17/letting-goRead:https://www.amazon.com/Harbingers-January-Charlottesville-American-Democracy/dp/1586424017Read: https://www.mapresearch.org/2024-dei-report "Dismantling DEI: A Coordinated Attack on American Values"https://www.forbes.com/sites/conormurray/2025/01/07/these-companies-have-rolled-back-dei-policies-mcdonalds-is-latest-to-abandon-diversity-standards/https://www.chronicle.com/package/the-assault-on-dei  Chronicle of Higher Education https://www.courts.wa.gov/appellate_trial_courts/supreme/bios/?fa=scbio...

What happens when you achieve the dream you've chased your entire life—and it still doesn't heal you?In this raw and powerful episode of Get Real, Get Results, host Chantell Preston sits down with Kristina Guerrero, former E! Entertainment News host, breast cancer survivor, podcaster, and author, for a conversation that pulls back the curtain on the "success lie" so many high-achieving women live behind.Kristina grew up as a "brown Mexican girl" in small-town Washington State, raised by a single mom on welfare with an absent, alcoholic father. Against every odd, she made it to Hollywood, interviewing icons like George Clooney, Julia Roberts, and Brad Pitt. But behind the glamour was a woman quietly unraveling—using alcohol to silence the voice that whispered, "You're not enough."00:00 - How a chance meeting in a lunch line sparked this conversation01:55 - Growing up poor in small-town Washington with a big Hollywood dream04:00 - Landing at E! News and interviewing Clooney, Roberts, and Pitt05:05 - Where the grit and "nothing to lose" mentality came from07:24 - The uncomfortable truth: success didn't heal what she thought it would09:41 - The chase that never ends and the voices she tried to silence12:18 - White-knuckling fame while alcohol quietly took over15:39 - The morning she couldn't remember putting her kids to bed17:55 - Chantell opens up about her own struggles with blackout drinking19:38 - The isolating first year of sobriety and learning who she really was22:21 - Rewiring the inner voice and sitting with the discomfort23:50 - Finding God, higher purpose, and letting go of the chip on her shoulder25:34 - Healthy ambition vs. survival mode: they look identical from the outside27:20 - Coming out about her drinking to a family that never saw it coming29:27 - Breaking the generational cycle: her father's alcoholism and her own33:15 - Why women hide their drinking and carry more shame than men36:00 - The whisper she wishes she'd listened to sooner37:28 - Why saying it out loud is the most empowering first step39:28 - Cancer, canceled shows, and rebuilding after rock bottom41:20 - What success actually looks like on the other side

KGMI's Jason Upton speaks with Bellingham author Cori Winrock, who was one of seven authors to win a Washington State Book Award this fall. Cori won in the Creative Nonfiction/Memoir category for her work titled "Alterations."

Guest episode! Kiera is joined by Paul Edwards, CEO and co-founder of CEDR HR Solutions, which provides human resource support especially for dental practices. They go through a rapid fire of topics, such as coaching and accountability, worker classification, documentation and evidence (including AI!), and reporting policies. Visit CEDRSolutions.com to learn more about Paul.  Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera (00:00) Hello, Dental A Team listeners. This is Kiera and today is a great day. I love my episodes with Paul. Paul is incredible. He is the owner and founder of CEDR. And guess what? He is somebody that I get to just pick his brain about all things HR every time he comes on the podcast. So, Paul, welcome to the show today. How are you?   His Paulness (00:19) very good and I'm gonna take that introduction, that part where you said Paul is incredible. I'm gonna turn it into my ringtone and I'm gonna be insufferable for the rest of the year with that.   Kiera (00:25) Yeah.   His Paulness (00:27) So thank you for that.   Kiera (00:29) You're welcome. I it's funny because every time people meet you and they know you're an HR, they're like, he's actually really funny and he's a good time. And he used to play in a band. And I'm like, yeah, he makes HR not feel as scary. But every time, every time I leave, everyone's like, my gosh, he scared me to death, which is good. Like I think it's a good healthy, like you're super approachable, super nice, but also like whip us into shape of like do this, don't do that. And I appreciate you continually like guiding us along the right path.   His Paulness (00:55) There's   a lot of moving parts when you're an employer. So it all feels a little bit scary. 'Cause soon as you get figure one thing out, then there's the next thing. You're like, no, I'm doing that wrong or or I could do it better or whatever. So yeah, you know, we try   Kiera (01:07) Yeah.   His Paulness (01:08) to break this down so it's understandable.   Kiera (01:11) Which and I appreciate. And if you guys are not subscribed to his newsletter, he's got the best newsletter out there. Like I think you guys do an incredible job. So, Paul, if they're not, how do they get connected to your guys' newsletter? 'Cause that's one of my favorite things about you guys.   His Paulness (01:21) Well, I think what you want to do is just go to the website and search for almost any form on there, but there are education forms on the website. So just go to the website and join what we kind of refer to as HR Base Camp. So if you think about base camp as a place you come back to when you're on a big hike, well, you're on a big hike as an employer. And so we are constantly sending out helpful stuff, you know, two or three times a month. We send out some pretty cool stuff to all of our base campers.   That'll get you also an email that invites you to join the Facebook group, which is kinda cool 'cause you're in there with just managers and owners. and you know, it's about ten, I don't know, nine thousand people in there, something like that. So, yeah, that's the way to go there. you know, you can also subscribe to my podcast, which is what the hell just happened and we cover a lot of topics there that that are kinda fun, you know. So   Kiera (02:12) I love it. Okay. I want to just get that right in at the beginning because you guys truly he's got the best newsletter, got an incredible podcast, and I think this is the stuff that keeps business owners up at night. So let's like not have that happen anymore. So, Paul, we're gonna just like rapid fire. There's   His Paulness (02:27) Okay.   Kiera (02:27) a few topics, and then I know you've got some case studies for us as well. So, and if you guys don't know Paul, CEDR, they are one of the top dental HR companies out there. most of our clients use them. He is one of our   I do not bring a lot of people in to speak to our private groups. And Paul is one of the people that I have hand selected to come in and speak to all of our dentists in a very intimate that's not on the podcast. So it's like no recording, it doesn't get shared. He comes in and speaks to them. So, Paul, I'm excited for today. This is stuff that we'll talk publicly, but let's talk about some of these items. Coaching and accountability. I'm sure we're all doing it wrong. I'm sure I've been coaching and telling people to do this. So tell us what we can and can't do when it comes to coaching and accountability.   His Paulness (03:08) you know, the thing about coaching accountability is that it starts to feel like it starts to feel like something that's punitive, like consequences. And and when it goes into that realm, it's really hard to get somebody to listen. I I I don't know about you, but when someone starts to tell me what I'm doing wrong and that's what the focus is, I get defensive. And that's just human nature. So when we t when we talk about coaching and accountability, especially with Dennis, and I know that you're gonna I think you're gonna agree with me.   I while there are exceptions to the rule, and probably many of them, overwhelmingly I find that dentists do not want to have difficult conversations with their employees. They kind of avoid it. That I mean it's it's about 50% of the reason they get office managers because they're like, I want to have these conversations. I can get someone else can do it. Here's the thing that   Kiera (03:55) Yeah.   His Paulness (03:56) I want to say. Yes, sometimes it ends up where you have to have a really serious conversation with someone. but the   Better way to go about this is for you or you and your manager when you hire someone is to set the expectation with the employee, I mean literally during onboarding, that they are going to receive feedback from you, both positive and sometimes it might feel a little negative, because you're making small corrections. So if you get in the practice of making small corrections as you go forward, you don't you you have far fewer of those big conversations with someone.   And then the the ones that are frustrating, I mean the issues that you're facing with an employee, also become easier because when we're looking at someone who's late all the time, and you know, in a practice with you know, we ha always have just the right amount of employees. We never have a I don't know about you, but I never have an excessive amount of employees around, where everybody's important, you just start leaving no quarter for being late all the time.   you really have to say something about look when you're even when you're only five minutes late in the morning and you tell them what the issue is, you tell them what the impact is, you explain their role in a very positive way so that you can say, Look, when you are late, we are missing you. Not you need to be here on time because when you're on time, bad things happen. And if you don't start being on time, bad   Kiera (05:19) Mm-hmm.   His Paulness (05:20) things are gonna happen to you. If you start with trying to enroll them in the idea that they're playing an important role.   you know, part of the reason I think for goal setting is that you get to say, how are we going to get to the goal if this behavior continues? So I just want to give everybody this reminder that coaching is coaching and it doesn't always have to be corrective and it needs to you if you set an expectation and then you execute on it, you're gonna get a lot better outcomes with people when you bring them on board. And and the other the other end of coaching should always be.   Can you do that? And do you need anything else from me? Like is is is the issue here me? Do we need to give you more training? What can we do to help you get there? So don't forget where that's appropriate, you'll always want to insert that in.   Kiera (06:08) I think Paul on that just like piggyback, what do you do when you've had that conversation like four times? Like, Perry, we've had this, we've had this, we've had this, like, I miss you at Morning Huddle. We need to be at what   His Paulness (06:20) I missed you.   Kiera (06:21) point, at what point is it not like cute? It's like the I feel like it's the child that keeps throwing the rock and mom's like, Okay, let's not throw the rock, like it's gonna break a window. When   His Paulness (06:28) Yep. Stop it. Stop it. Stop it. Yeah.   Kiera (06:31) do I actually like do something about it?   His Paulness (06:34) As my mom would say, when do we get to snatch a knot in him? That's what I I was just with my mom. She's eighty eight years   Kiera (06:37) Ha ha ha.   His Paulness (06:39) old right now. I she actually said, Son, don't make me snatch a knot in you. 'Cause I like to take her out in public, embarrass her now, and pick on her. but anyway,   Kiera (06:46) Mm-hmm, mm-hmm.   His Paulness (06:51) look first things first, great question. I I would do wanna say that after you've had the same repetitive convert conversation with someone   After the second or third time, especially if it's in close proximity in time, you know, you've already talked to them two weeks ago about something and they're doing it again or not doing it. you also want to make sure that you're making little notes in their file. That's very important. and what I found is is that if you don't hold someone to the standard, right? The standard that you're looking for, I I you're they're never going to improve.   And if they're not improving, then maybe they're not the right fit for your company. And the sooner that you figure that out for them and for you, the better. And so if I'm in my third or fourth time within a month about the same thing, I'm sitting down and having a much more serious conversation with them. And in my mind, I'm I'm thinking, and sometimes I might say this to them, look, I'm not telling you that you've got to do the thing, whatever it is that we're talking about. What I'm telling you is I cannot work with someone who   does or doesn't do what it is that they're that they're up to. Like, you know, I just need you to know that I, you know, I can't continue to work with you if it's going to be this way. I understand you're late. I understand that you have all these issues. I get all that. I've tried everything I can to adjust here, but I I may not be able to work with you. And you always have that standard. I need you to show up on time. There's no more there's no more getting around this. But you really need to be adding notes to their file.   dating them, you need that, and and then we can move into written corrective coaching if we need to. And you know, that's a little more formal.   Kiera (08:35) Awesome.   His Paulness (08:36) That's them acknowledging the conversation. And look, four times in a month for the same thing, they're gonna get something in writing. That's just how it's gonna happen. If if I'm if I'm on your   Kiera (08:44) Okay.   His Paulness (08:45) HR team, that's what's gonna happen.   Kiera (08:47) Okay, great. That's what I feel like so many people just like it needs to go on forever and ever. And I'm like, there's gotta be an end date to it. So,   all right, that was a quick teaser on coaching and accountability. Okay,   His Paulness (08:53) Yeah. Yeah. Yeah, yeah.   Kiera (08:58) next one worker classification. I know that's a a hot topic with dentists. They love they love this 1099. I don't want to pay taxes on them, Paul. It's a better deal for me. They're   His Paulness (09:07) Yeah. It   Kiera (09:09) a dentist. I don't need to have them as an associate on payroll.   His Paulness (09:12) Right.   Kiera (09:13) This person's just coming in to help out. I can ten ninety-nine them.   His Paulness (09:14) They're only going to be here for a day. They want to be paid   as a as a independent contractor. so there's a couple levels of classification. And by the way, this is one of the good reasons to go sign up for our education because we're gonna do we're gonna release a really good classification guide. And you know what? you know, we're probably gonna make it exclusively available to your folks as well, just so you know. So at some point we'll pass it over to you.   look, classification, couple things. I'm not gonna put you to sleep   Kiera (09:42) Thank you.   His Paulness (09:45) on it because you do you actually need to kind of go through a checklist and do some stuff on your own. And we'll provide all of that. you gotta think of classification as a couple of things. First of all, there's that independent contractor conversation that we that we're always having. And for those of you who haven't heard me, I'm just gonna say this in a very definitive way. There is no hygienist on the face of the earth who qualifies either under the Department of Labor or under the IRS rules for employees.   as a as an independent contractor. It does not exist. It   Kiera (10:14) Nope.   His Paulness (10:14) can exist. It just can't. An independent contractor cannot open his or her own practice. They have to have a dentist attached. And that's kind of the nail in the coffin, but there's a lot more. All right. When it comes to   Kiera (10:25) Yeah.   His Paulness (10:27) when it comes to associate doctors, in some states that same thing is true. I'm serious. They the state has such strict rules   That for you to classify a general dentist and a general dental practice as a independent contractor is just wrong. It doesn't meet the Department of Labor's standards in that state. But for the most part across the country, a a a employee who's doing the main function of your business, who's performing the main function of your business, a a worker, I should have said a worker, they're an employee, not an independent contractor. So that's one part of the   Kiera (11:02) Mm-hmm.   His Paulness (11:03) classification.   The other part of the classification com conversation has to do with whether or not I can pay an employee a fixed salary and not worry about any overtime they work, or whether or not I have to track   Kiera (11:14) Mm-hmm.   His Paulness (11:14) their hours and pay them. And I'm just gonna say this. If your entire team is on salary, that's okay, but you still have to track their hours and you have to pay them overtime. You can have a manager who who you don't have to track their hours and you can pay them a fixed salary.   But not all managers qualify for that exemption. It's called an exemption to the standard to pay overtime. Not all managers qualify for that. The smaller your team is, the more in danger you are of not being able to classify someone as a salaried employee. So now that you're really confused, just   Kiera (11:51) Mm-hmm.   His Paulness (11:51) go join. You're gonna get this is the kind of information and the guides and stuff that we send out.   So the the you know, the classification's a big deal 'cause we run into it every day. I mean,   wh   Kiera (12:02) Yeah.   His Paulness (12:02) when I say run into it, we get about twelve thousand questions out of our three thousand members and every week there are four or five what we call submissions asking us about you know, they've read one of the one of our articles and they're like, I think I got this wrong. And most of the time they've gotten it wrong. and you can't rely well,   Kiera (12:21) Yeah.   His Paulness (12:22) you you it you gotta be careful because   Kiera (12:24) It's true.   His Paulness (12:25) The IRS rules for your independent contractor and the Department of Labor rules don't match up all the time. And so you have to be   Kiera (12:31) Correct.   His Paulness (12:31) very careful in that area.   Kiera (12:34) Yeah, and Paul, I'm so glad you talked about it because like it is a while it is a full checklist. And I think sometimes we like to justify it. Sometimes we like to say like, but no, like they really do. And that's not gonna go over well. And so to I'm like, cross our T's, dot our I's, which is why Paul, we do podcasts like this and why everybody should have that checklist. Because when I learned about this, I'm like, No, they're a salaried employee. It's like you gotta you gotta check off this checklist and this checklist, and they're not like you said, they're not the exact same checklist at all.   His Paulness (13:02) It it's a little complicated,   Kiera (13:02) And you had to make sure both qualify for them to truly be   His Paulness (13:04) but once you figure it out, you'll have all your positions and you'll know and and you'll be set. It's just that you guys and gals tend to borrow what someone else is doing.   Kiera (13:13) Mm-hmm.   His Paulness (13:14) Maybe it was already in the practice that you purchased, or it was in the practice that you were an associate of, so you're c you know you're copying, which is what we all do when we start a business, or you're talking to your you're talking to, you know, other other people in your industry and they're giving you HR guidance that   Is not sound sometimes.   Kiera (13:33) Yeah. No, I love that. And definitely sign up for that checklist. That's a brilliant one. Okay, next one. Documentation and evidence. Let's talk   about that.   His Paulness (13:42) we are going to be we are going to be actually doing some podcast on this where the internet does HR is what we're gonna call it.   Kiera (13:56) Mm.   His Paulness (13:56) I just want you guys to know that online HR advice is not something that you really want to participate in. well look let me let me   Kiera (14:08) we're talking like AI, internet searches. Let's just talk about it.   His Paulness (14:11) We're talking about AI,   we're talking about going on Reddit, we're talking about we're talking about going into any kind of group thing for for advice and running with that. But particularly AI is a con a concern and we'll get into this a little bit more. I think every time you see me I talk about AI. Well we now have court we   Kiera (14:31) You do,   His Paulness (14:32) have court cases rocking it right now and and companies are getting themselves in trouble for creating employee handbooks through AI.   they're getting themselves   Kiera (14:39) Mm-hmm.   His Paulness (14:40) in trouble for using AI to fire people. they're finding out that your chat is discoverable. and so in one case we watched the chat was really bad. The the thought process of the person who was putting the problem into the chat became exposed in court and they were basically asking it how can I break the law? I might I'm paraphrasing, but they were basically like I they were kind of telegraphing, I know what I want to do here is wrong.   HR wise, tell me how I can get away with it. And so just be   Kiera (15:11) no.   His Paulness (15:12) careful about online advice and taking something from someone without knowing who those people are. it's you know, the context here is you're making an HR decision that is has a law that impacts it. And if you get it wrong, it can be very, very expensive. And there's no reason for it. There's no reason to go out that way and try and self-help.   yourself. So just be very careful. you know, same thing. Same thing about the internet. I'll make this other point, maybe a little bit about AI. You know how if you're a subject matter expert and you see AI give an answer to the thing that you're an expert on, you will look   Kiera (15:55) Mm-hmm.   His Paulness (15:56) at it and you'll go, you what, that's pretty darn good and it's getting better. But here's these three or four little subtle places where it's not exactly wrong, but it's not correct.   And without context, I I would be worried about just telling someone that. Versus you're asking it a question about something that you really don't have a whole lot of subject matter expertise in it. And it gives you back that wonderful, confident, same kind of answer. It's got bullet list. it's actually, if it's your AI, it's designed to please you. So it's put a little bit of stuff in there to please you. And you'll just take that hook, line, and sinker and say, this looks so well organized   Kiera (16:30) Yeah.   His Paulness (16:31) and so authoritative.   And it look, it cited some things too, and you'll run with it, and that's what's getting people in trouble. So we just really I don't know what the word is for that. Maybe I need to make it up. but you just can't you   Kiera (16:43) Mm-hmm.   His Paulness (16:44) if you don't have subject matter expertise, you gotta be very careful when it involves employment law and your pocketbook. I think that's the   Kiera (16:52) I think that I think it's so hard because like AI we use for so many things and like you said, it is like a little therapist over there and people   His Paulness (16:56) Yeah. Mm-hmm.   Kiera (16:59) enjoy it. I mean, I'm guilty of it too. I heard you talk about this six months ago and I was like, It feels annoying, Paul. Cause I'm like, I just wanna ask like what are kind of the parameters and I I   His Paulness (17:07) And I want the answer. Yeah.   Kiera (17:09) think of you all the time and you're like, Kiera, it's gonna come back on you and like they can pull these records on you and it's like, okay, noted. I need to just go to the proper sources and channels to make sure that we're compliant truly.   His Paulness (17:21) Yeah,   yeah. I mean my AI is incredibly smart about HR and it still gives wrong answers occasionally when we're writing articles and stuff. So I mean, kinda gives you some perspective. Yeah.   Kiera (17:31) So there you have it.   Do you think there will ever come a point that AI can replace HR? Not to say I want to put you out of business. I'm just genuinely   His Paulness (17:37) No, no, no.   Kiera (17:38) curious of like, I think about for consulting too. Like, do you think that AI will like there will be HR AI in the future?   His Paulness (17:44) I think at   some point it's gonna you're gonna have some very strong models that are mostly available to lawyers. They're not available   Kiera (17:51) Mm.   His Paulness (17:52) to someone like you, you know, l someone who's not giving out guidance, because I believe that the context of the guidance alwa almost always has one or two more questions, and AI is not great at taking a left or a right hand turn. But five   Kiera (18:09) Sure.   His Paulness (18:09) years from now, six years, ten years from now.   I think, yeah, in some pla in some ways it's gonna be able to give some very good answers and prompts to get those answers. And we are as a company, we are very aware of that. We are   Kiera (18:23) Mm-hmm.   His Paulness (18:24) we are well, I I think the I've said this twenty years ago when we started CEDR. And I think this, you know, for the people listening, the business you're in, I think this might h head home a little bit. I believe that the next I believed then that the next greatest innovation   was the opposite of what was going on in the world, which was it's providing service and people and getting it getting systems right and being able to actually talk to someone instead of running them into these failed chat bots and these failed chats that you you know you put your question in, it's like, let me give you your question. And then it, you know, it it answers with one third of a cup of flour. And you're like, we were talking about my internet not working. I mean   Kiera (19:08) Mm-hmm.   His Paulness (19:09) So I think the greatest   in I think the I still think that that that innovation is there and available for us and we've been using the technology in the wrong direction. I'm using it to make us more efficient, to so that my experts can spend less time creating something from a conversation that is kind of a policy or a th or a thing, and so they can spend more time listening and and a little more time with the member.   And and worrying less about I have six other people who are waiting for me to get back to during that day. So that's my view   Kiera (19:45) Sure.   His Paulness (19:46) that's my view on AI and HR. humans are humans. As long as we're being human, I I don't think we're gonna be able to take the human out of that out of that process. Yeah.   Kiera (19:55) I agree.   I agree. Okay. Next reporting policies. Let's talk about these.   His Paulness (20:04) the the reporting policies that people okay a policy only works if it's distributed and it and it is more it becomes more powerful when the policy is distributed, it's acknowledged, and the and the employer and manager know how to use that policy. All of those things have context. So look, let's let's use AI as an example.   We used to say this about template handbooks. Some would say, Well, I got a template and I put it together and I said, Well ask the template how to and ask the qu ask the template any question. Templates can't answer questions. And so if you end up with a a policy and you don't know what you haven't had training and what its purpose is, what its limits are, what it's both both, you know, small and large, what it's how you're supposed to use it and where it's supposed to apply, then you're kind of missing   that. And so I just want to be clear that when you put together a set of policies and when you change them or you have an employee handbook, if it doesn't come with a couple hours of support and training and ongoing training, then what you have is kind of a static thing sitting there in your office and it's not really helping you when it in the ways that it can help you. and I give you guys an example.   If you don't have a good maternity policy and it's not complete, then when an employee s asks you a question about your maternity policy, you can't say, go to the handbook and tell me. You go read it. You tell me how much time that we give for for maternity leave. You tell me whether or not you can use your vacation time that you've accrued. you tell me whether it's paid or unpaid. You tell you know, all those things.   should be in the employee handbook. So it's important for owners to train their managers. It's very, very important for owners to train their managers. make sure   Kiera (22:03) I love that.   His Paulness (22:04) they understand and make sure you understand the policy.   Kiera (22:08) Yeah. And I think Paul, you're right. Like, as companies evolve, like where you started at the beginning versus where you might be today. Like we didn't have people that were getting pregnant when I first started now. It's like we do. And so definitely I'm big on like make sure that they're updated, make sure that they're current, make sure that everybody has them. That the new ones that have changed and morphed through the business, like we've been in business for 10 years. Like what we started with versus where we are today are very different. And I like that.   call out that you really do need to know that. So   His Paulness (22:40) Yeah, I I   I mean I could give you a really good example. Arizona changed about I don't know, about seven, eight years ago. We went to mandatory sick time. And all employees were entitled to it under a specific set of rules. Before then it was like it was in much of the other states, not all the states, 'cause many states have mandatory sick time now. it it was you just could give it, you could make it paid, you could make it unpaid, you could not offer it at all, you could do whatever you want to.   Once that changed, a new a complete new set of rules came around. and I just give you an example, and I think managers in Arizona need to know that this exists. In Arizona, if you fire an employee within I think it's sixty days of them having used it's sixty, yeah, within sixty days of them having used one of those sick days, it is presumed to be retaliation against them for using one of those sick days.   And so you've got to be thinking, well, h what? Wait, what? Does that mean you can't fire anybody because they can use sick days? No, the answer to w what you know, what you do about w what I just described is that you have to have documentation showing the reason why you terminated a person or took that adverse action against them. So basically we went from being in an at will state to sort of being an at will state because we've got this sick lead policy.   Kiera (24:00) Mm-hmm.   His Paulness (24:01) So I I again I was kind of a roundabout way.   but but it kinda shows you you need to understand the policy and the limitations that come the laws that affect that policy.   Kiera (24:12) How often do you recommend looking at your policies like and updating? Because those rules come into effect. Paul, you read this. Like to me, this is your algorithm. You're seeing this all the time.   His Paulness (24:22) Yeah, yeah.   Kiera (24:22) for us, it's like a one and done, check it off the list. We think we're compliant. How often do you recommend updating your policies, double checking your state laws, having your handbook updated? What are what are your recommendations   for that?   His Paulness (24:32) I think at   at least once a year and if you're in s California, Connecticut, New Jersey, Washington State, some of those states, you have to visit it more often. and I think that's the problem if you don't have a support company because how would you visit it? Like where is it that it's certainly not get f get f you know, fed to you on TikTok or Facebook or something. So, you know, at least once a near a a year you should if you have time   You should read your policy to see if you're following it. And I don't mean your policy should tell you what to do. I mean you may have changed something and it conflicts within your handbook now, and you just need to change the policy. That's it. That's that's that's all there is. so yeah, once a year you should check. Most states are now updating and putting in new laws about once a year. Many states are putting in new laws and making them effective two or three times a year.   Kiera (25:26) Awesome.   Okay. All right. Let's go into payroll. Payroll I feel like is such a thing. Payroll, payroll review. I've got some questions on payroll, but what are some of like the hot things that practices deal with in the payroll realm?   His Paulness (25:39) this has come up two or three times in the last three or four months. I don't know why. the employer is not reviewing their their payroll ledger. meaning they run payroll, you always get a report. If you're in gusto, you dig for it or ADP, maybe you can find it. I don't know. maybe it y y you know, somehow you find your you you you get this report every single time, but you don't pay attention to it.   And or you do give it a quick look and you go, yep, all their hours are right. But what you don't do is you don't review your payroll thoroughly. And what we're finding is is we've had these three instances where an employee has been paid anywhere from five to eight dollars more an hour than they were supposed to be paid. And it's been going on   Kiera (26:28) Well.   His Paulness (26:29) for years. And so tens of thousands of dollars in payment and salaries have been made.   And in all three of these instances, none of it was recoverable. In one state,   Kiera (26:43) Mm.   His Paulness (26:43) it was just not recoverable. You couldn't do it. The state would not allow you to recover it. In the other two instances, the there was no way they were gonna get this money back from this employee. They were not working for them anymore. they were gonna have to sue them and and there were problems with that. It was not gonna be a a a slam dunk home run to try to get the money back out of somebody.   So I think one of the biggest one things that we're just telling everybody right now is you need your own oversight. If you're doing your own payroll, your payroll company's not doing anything, they're not watching anything. They'll let you misclassify a hygienist. They'll let you pay somebody a salary that they're not supposed to be paid by salary. your payroll company is not reviewing your final ledger because how would they? They don't know. You they they just take what you put in. That's how they work.   And so I I just want you guys to be very careful and review your payroll every now and then. And then the other one that we've seen I've seen over the years, and it's more than once or twice, the the reason the payroll was wrong was because the person in charge of the payroll made it wrong for themselves. And then the other reason why the payroll was wrong and in in the most egregious cases was that they were so they were using it as embezzle as an embezzlement mechanism.   and they had actually put people in their family on the payroll that didn't work for the practice. and that ran for two years before they got caught stealing another way and then the full audit re revealed that they had put their family members on there. So I I   Kiera (28:22) my gosh.   His Paulness (28:23) think the the the moral of the story is check your darn payrolls. Yeah.   Kiera (28:28) Paul, that is something ten years in I still am the final stamp off on payroll and I feel silly doing it, but I like a lot of those things happen and I catch it and like as an office manager I didn't I didn't I mean I just put in the hours and as a business owner I have very different keen eyes on that. So it's the isn't   His Paulness (28:44) Yeah. Yeah you do.   Kiera (28:48) I have two other questions on payroll that I didn't prep you for. One   His Paulness (28:50) Sure, sure.   Kiera (28:52) is how can you change like let's say we've got variable comp.   That's bonuses. Like I've got an office right now, they recognize the bonus structure is very, very high. It is variable comp and they're trying to figure out how do we like change that bonus system. Do you have to have like are there any laws? I obviously know it might be state specific. This one happens to be in Arizona. but like what can you do for that variable comp commission states, like pieces like that when you recognize we're we're paying more than we're supposed to, and I need to right size that and I don't want to fire an employee, but also I gotta deal with changing their comp.   His Paulness (29:20) Yep. Yeah. I gotta deal with   changing the car. Okay, first of all, really difficult conversation. Good luck, y'all. but but let's let's talk   Kiera (29:29) Seriously.   His Paulness (29:30) about the rules around it. yeah, I mean this is let me sidetrack for a second. You may have to put me back on the question. This is why you when you promote someone to a manager's position, they don't get an immediate raise. they need to earn their way into it. Now it needs to happen quickly and it could be, you know, by steps over the next weeks and months.   But it's really hard if someone's unsuccessful and you've moved your best employee in and now you realize they're you've kind of peter principled them. They're not competent as a manager, you need to move them back down. Y the hard part would be to take the pay away from them. So so going back to your question, some states require you to provide notice in a certain amount of time before you make any pay adjustments. So you want to know if that's true or not. Arizona does not. You cannot make it retroactive in any case. so   If you're going to change someone's compensation, you need to change it and you know going forward. if it's a commission or it's a bonus program, I want you to keep those things outside of the employee handbook, but I want you to refer to those things. So I know you didn't ask me this. I want conditions in the handbook about how someone qualifies for the bonus program should a bonus program exist. For example, one of the things that's in our policy of many things, which, you know, one of the reasons you work with us.   is in order for you to earn the bonus, you must be employed for the entirety of the bonus period. Meaning that if they quit or get fired in the middle of the bonus period, they're not entitled to a portion of what's going on or what happened. So to be more direct, I I think you've gotta you really gotta work this out. I think this is a good place for AI, by the way. I don't say this very much on podcasts. I think   Kiera (31:14) Mm-hmm.   His Paulness (31:14) you I think you put what your bonus system is and what's going on and what your problem is in it.   And where you need it to go, and you help it, you you know, work with your consultant and you figure out where that pay needs to adjust. And sometimes you're adjusting the base rate of pay. and sometimes, by the way, everybody who's on a bonus or commissions needs to have a base rate of pay. or or you're, you know, you're you're moving some, you're moving something. My way of moving something is we're not hitting the goals that justify that commission or that bonus. And   In order to get back to it, here's the new numbers that we have to hit. And until   then I need to adjust this back and you you make your adjustments. are you talking about massive adjustments or yeah.   Kiera (32:03) This   one is like so it's like an office manager who came inherited to a practice and has a bonus structure in place like on collections. Well, back in the day it was great, but now payroll is at 42% of total overhead.   His Paulness (32:16) That's all hot.   Kiera (32:18) is a little high. And so recognizing the base pay is great. the additional compensation does not justify, like it's just part of their job. It's not an above and beyond. And so needing to remove that bonus structure.   until maybe we hit a higher tier of the company and it's to right size that payroll portion.   His Paulness (32:35) Yep. Yeah,   I think that I would just kill the bonus system in that in that case. And if it's across the if it's across the board, I'd kill it. Or I would adjust it back significantly and so that they still have the feeling that they can earn a little bit more on the bonus system and I would set goals for them to get up. I think in your case, I don't know what you would could get a manager to do to to right side a forty two percent cost labor   Kiera (33:02) Yeah.   His Paulness (33:03) in a dental practice.   what can I ask you what percentage you think it's supposed to be?   Kiera (33:08) So what we typically say, like a lot of consulting companies are twenty-five percent, I tend to err on thirty percent. So it's twenty-five to thirty percent tends to be where I sit. I recognize California offices sometimes are a little bit higher than that.   His Paulness (33:20) Hello, mm-hmm.   Kiera (33:22) but that tends to be about what we'd recommend for a percentage.   His Paulness (33:23) I'm I I'm with you. We   you know, we we've got several hundred close to a thousand people on payroll. So we and and and they're using our our software for their HR systems. I you're you're you're in about the the pocket right there. We see as high as thirty six percent, and as as low as twenty two percent. That twenty two percent practice is tiny and highly profit profitable.   Kiera (33:47) Mm-hmm.   His Paulness (33:48) That's a very specialized dentist with about four employees.   Kiera (33:52) Mm-hmm.   His Paulness (33:52) So yeah,   same place. I just was curious. I just, you know, love to   Kiera (33:55) Yeah, no.   It's a great one. And then one other question on payroll, because I have a lot of dentists who get burned by that third payroll, right? So it comes in the month and they're like, ugh. So some dentists, and I did this early on, so I have no idea how people can do it. I know what I did and I'm not about to share because it might not have been correct. but we move to only two payrolls in a month. So I do it on the fifth and the twentieth. And I know some dentists are thinking about that, wanting to are there any rules around how to do that? Are you allowed to do two payrolls a month? Like, because then I'm not getting hit with the cash flow hits of the third payroll.   periodically, just some thoughts of offices are wanting to do that, are the right ways to go about it.   His Paulness (34:28) Absolutely. Absolutely.   You need to check your again, you gotta check your state rules. There's fewer states that have these rules but you need to check your state rules. There's this pay frequency. By the time they finish their payroll period and they close the payroll, there's a certain number of days when they have to be given a check. In none of those   Kiera (34:47) Mm-hmm.   His Paulness (34:48) instances does it prevent you from going to two payrolls a month, th that that I can recall. It's if it is, it's it's very   It's one maybe one state, where you might have to add one or two payrolls to the year in order to meet the law. It's not every month. It's just to the year.   Kiera (35:09) Interesting.   His Paulness (35:10) Yeah.   Kiera (35:11) Okay. Yeah, 'cause I know when we did it, I just I was like, We're gonna change it and they told us to float employees if they needed it. I let them know when it was coming so they could financially prepare for it and yeah.   His Paulness (35:20) Yep. Give everybody thirty days and you will have met your states   most states' requirements too that say if you're gonna change to this model, that's what you gotta do. Yeah.   Kiera (35:30) Awesome. Okay. Well, Paul, I've like we peppered you on so many questions. I know you had a couple of case studies you wanted to bring and I'm excited to like hear. I I do enjoy a good case study that freaks me out and I I feel like it's like forensic files with you. Like bum bum bum bum. Like let's hear the case studies now.   His Paulness (35:46) I think I'm gonna start with a f positive one and then I'm I'll ruin y'all's days with the other one. here's the here's   Kiera (35:52) Ha ha   His Paulness (35:52) here's the positive one. And we have been saying this for years and we're the ones that started implementing it with our clients. It's not that we invented it, it's that not enough importance was put on it. And when we started in two thousand six, everybody was making up their own employee handbook or they were going to ADP and they were getting handbooks that didn't have anything about HIPAA in them.   And they didn't have anything about maternity leave. I mean, literally, payroll companies were telling employers, you don't have to give you're not required by law, so we don't put it in the handbook. And and we're like, so offices with seven women in them who   Kiera (36:23) Yeah.   His Paulness (36:24) are all going to get pregnant at some point in their career, you don't have a policy for what to guide them through. Anywho, the policy that we are very big on and we use it throughout the handbook in the c in the proper places.   is a requirement to report a problem. So it's very simple. If you re if you have a problem and it could be with payroll, it could be around harassment and and you got to define that. It could be around many other things. You have to report it to us. Here's how to report it. If you're not confident who manages you, here's a way to tell somebody else about it. If you put those reporting procedures in place and someone doesn't follow it, they get fired.   And they come back six months later to sue you over the problem that they never told you about, then the the judge is supposed to say, Hey, when did you tell them about this? When when when did this happen? And so we see it happen a lot in depositions, which never make a court case, so you don't see it publicly, where the lawyers got someone in deposition, they'll just say, okay, cool. so you said this was happening for the whole year, and you had four one on ones with your manager.   and when when did you report it to your manager and and and or or or an email to somebody, you know, that that kind of thing. Well, we recently saw a case come up, it was errors versus chemjet. I I don't know what in the world chemjet does. chemjet argued,   Kiera (37:54) Mm-hmm.   His Paulness (37:55) hey, we this case should not go forward. We want summary judgment, we want out, because this employee never told us about this problem. They never said a word to us. And the judge said to the and the judge granted it to him. They just said, you know,   It they're right. You had an opportunity to report this. You're back here. You have a multiple complaints, but you were you did sign the employee handbook, you did acknowledge it, they did distribute it to you, and you gave them no chance to cure this. Had you given them a c a chance to cure it, there's a reasonable expectation that they could have done something about it. Without knowing about it, nothing they could do. So again, when you self-make your handbook and you miss that opportunity,   Kiera (38:31) No, she's not.   His Paulness (38:32) you get, you know, you may not get the best result.   Kiera (38:36) I think Paul, something I've learned and when I started a business, I was like, okay, I can be cheap on certain things. I can be cheap on gauze, I can be cheap on gloves, I can be cheap on what I pay for dinners, like staff gifts. Like I can be cheap those areas. The thing not to be cheap on is have my employee handbook and my policies like cross our T's, dot our I's pay there to prevent much harder future decisions.   His Paulness (39:02) Well, you're speaking my love language right now. There are just a few places   where you just don't want to be cheap. You don't want to be cheap with your CPA. You wanna you want consultants and and good consultants cost a little bit more and so that you can get more individual attention. There's just you know, for all of us, there's just these things where it just doesn't make sense to kind of cheap out. the you know, but the entrepreneur in all of us, in   Kiera (39:26) Mm-hmm.   His Paulness (39:27) me too, and me as well. I mean, heaven help me,   AI has made it so that I can start coding my own stuff. That's probably not a good idea. But I'm doing it, Kiera, because I'm gonna I'm   Kiera (39:38) I know.   His Paulness (39:38) gonna save myself some money. that's   Kiera (39:40) Ha ha.   His Paulness (39:41) not what's gonna happen. I but anyway, that's the story, you know, that little guy in the back of your head. yeah, there's some things   Kiera (39:48) Seriously.   His Paulness (39:49) not to say. Money on, and I'll make this argument about policy. Most doctors will and will spend hours on creating their own employee handbook.   Which I mean, I don't know a doctor that doesn't value his or her time at five hundred dollars an hour. Many of you make a lot more than that. You have to generate that. That's the only way you can keep your business open. you end up with a fifteen to twenty to twenty five thousand dollar handbook that was created by somebody who doesn't understand HR law, which is you. it's just not the best way to spend your time. And I'm just I'm just like, doctor, this is   Kiera (40:20) Agreed.   His Paulness (40:20) a this is a fifteen thousand dollar document and it's got a bunch of evidence in it and it's not the right kind of evidence. So,   Yeah, thanks for letting me talk about that.   Kiera (40:31) I agree. Okay. Now let's scare everybody into why they should not make their own handbooks. Like that that'll be the one that won't let us sleep tonight. Cause I'm sure has something   His Paulness (40:37) That'll be the Halloween thing, yeah.   Kiera (40:39) that that like just don't don't shortchange on your HR and legal. To me, I'm like, those are worth it. Just pay. I can sleep at night better. Like and cross my T's not my I's. I do want to do right by my employees. So okay, what's your other case study?   His Paulness (40:49) And just like   I wanna add one more thing. When you're   Kiera (40:54) Yeah.   His Paulness (40:54) working with someone like us, you're also getting access to the experts who are taking the legal and the human side approach to it. So they've talked to thousands of practices and heard your problem probably. Every now and then somebody gets an award a an award, a monthly award for wow, we've never heard that before. but for the most part, you're talking to a a a group of experts who are there who can actually help you solve the problem too.   And that's where the real value is. You know, we were talking about AI giving the right legal answers. It's the human answers that are are more interesting. So the last case study is the it it it has to do with the classification conversation we had. a temporary employee who the doctor hired. she was a hygienist. she came into the practice, they hired her as a   ten ninety nine employee, which doesn't exist, hired as a ten ninety   Kiera (41:52) Mm.   His Paulness (41:52) nine, didn't put her on the payroll, didn't put her on workers' comp, didn't put her on anything. she ended up working for them for about three weeks. The person that she was supposed to set in for was supposed to come back, and that person was at the end of her pregnancy, and so she d was unable to return to work, so they kept that employee on for about three weeks. She was not great.   at the end of the three weeks, they she was like the the the the employee who she was replacing for for temporarily was going on maternity leave. She was expecting to stay and through that time period now. And they didn't want her to stay, and they told her, you know, no, you're you're not gonna stay. And so she went and filed unemployment. and you know, you guys are thinking, well, an independent contractor can't get unemployment. Well   Well, remember, she was misclassified, she was an employee, didn't matter what you called her. And this triggered the state to look   Kiera (42:53) Mm.   His Paulness (42:54) for her withholding and to see that she was not on the record. and then it triggered them to tell the Department of Labor in that state that this because they were working together. So UI a UI claim kicked in an entire investigation from the Department of Labor in that state. And so they wanted all the time records and   I think they may even requested bank records because they were looking for other instances of misclassification and paying people as an independent contractor. So that's the other horror story.   Kiera (43:25) Mm-hmm.   His Paulness (43:25) I don't I don't s that it doesn't usually get that bad, but it can, but I do see it blow up a lot and and I mean quite frequently people go out and make these claims. the other thing   Kiera (43:40) Mm-hmm.   His Paulness (43:40) that can happen in a misclassification in the domino effect.   Is that your associate doctor gets that that independent contractor gets audited. and in the audit they learned that they were working for you, and then that   Kiera (43:54) Yeah.   His Paulness (43:54) triggers an audit of you, and then you have to pay all the taxes that you didn't pay them, with with penalties.   Kiera (43:59) Mm-hmm.   His Paulness (44:00) That's a really happy note to end on, right?   Kiera (44:03) I know. I'm like, all right. And with that, everybody, have a great day.   His Paulness (44:05) Yeah, w with that, yep. Have a great day. I think we should pause to focus our way out of this somehow.   Kiera (44:11) I think we should too. And I think I think the piece I take about this is I appreciate honest and real because I think so many times we were like, that's not gonna happen to me. And I would like people to like, I remember it was crazy. I actually was talking to my financial advisor this week and I was like, okay, let's just like run the tape. If me and my husband got divorced and   Like what would this look like? Would we both be financially taken care of? And he was like, is divorce on the table care? And I was like, no, not at all. I just want to know like what would be my worst case scenario if that ever did happen. Cause that's going to set me up better to make smarter decisions today and like make sure we're prepared if that ever came about. And he's like, You're the first client who's ever asked me that. And I thought about it and I'm like, that is actually how I think. And I feel like it applies very much to HR is why don't we know like what worst case scenarios are? Not so we don't sleep at night, but so we make better decisions.   His Paulness (45:00) So we do   sleep at night. Yeah.   Kiera (45:00) And like this can happen. Exactly.   Cause I'm like, I'd rather know. Like they have proven that us not knowing what happens creates more anxiety than knowing. And so I'm like, I feel like this is my like when I pay for HR or when I pay for my lawyer or when I pay for I have to learn a lesson. Like we're going through some things in our company right now. And I'm like, all right, this is just my CE and HR. So like me paying   His Paulness (45:18) Yep. Exactly.   Kiera (45:20) my legal fees, me paying my HR fees. Like I didn't learn this. You paid for dental school. So this is where we learn what's the absolute worst that could happen to us.   We pay for our CE education in this to learn from people like yourself for this. And then we do the best we possibly can. And when we learn that we were doing it wrong, we correct it, we make it better now and we keep moving forward. And that's how I think I would like put a pretty bow on this because Paul, like, to me, as much as I get creeped out every time I talk to you, I appreciate it. It's not a lie. Every time   His Paulness (45:48) Okay.   Kiera (45:50) you come and meet with our dentist and I'm like, my gosh, and my whole team's sitting there. And I'm like,   His Paulness (45:54) Yeah.   Kiera (45:55) like, please like just cover your eyes and ears and don't hear that I'm messing up. Like   His Paulness (45:56) Just yeah, Toba said la la la. Yep, yep.   Kiera (45:59) All the dentists get a hear and like their teams aren't even present. My whole team sitting there taking notes rapidly. And I'm like, goodness, like great and not great. but I appreciate it because it makes me better and it makes me a better business owner. And I think that's why we're all listening to this. So that's my take. You might have a happier ending, but to me, I'm like, let's learn   His Paulness (46:16) I do.   Kiera (46:17) it. Let's play our CE fees of learning HR and let's continue to be great employees in the industry.   His Paulness (46:22) I have a very upbeat thing here   to end this on. it's very short. if your better half is like my better half, there's no way in hell they listen to your podcast 'cause they've heard your voice enough. And so your your   Kiera (46:34) It's true.   His Paulness (46:34) your spouse is never gonna hear that he's in imminent danger right now. Maybe he should hear it. Maybe we should send him a   Kiera (46:40) True. Maybe to   I did tell him I asked the financial advisor that yesterday. I was like, I did ask this question.   His Paulness (46:47) Mm-hmm.   Kiera (46:47) He's like, Kiera, I like that about you. He's like, that's more probable than me dying. He's like, how many and I was like, you're right. And I was like, but guess what? I hope we ride off to the sunset forever. Like, that's my ultimate plan, but I   His Paulness (46:58) Right.   Kiera (46:58) would like to know. So anyway, he probably will never hear this podcast, which is probably in my favor today.   His Paulness (47:03) Yeah.   look, I appreciate you having me on the show. I it's nice to be able to kinda talk through these things. This is like, you know, my passion, the thing I wake up thinking about every day. So it's kind of fun to share this stuff. I do appreciate.   Kiera (47:17) Well, I appreciate you, Paul. Paul, you're such a resource in the industry. You're somebody that I recommend to every practice that we work with. So, Paul, if people are interested, if they loved this, if they're freaked out and they're sitting there with their stomach in knots, how do they connect with you? Or if they're like just wanting to be better. You don't have to be nervous. You can still reach out.   His Paulness (47:26) Yep. yep. if they Exactly.   okay, so you can go to our website, which is C E D R, the word solutions with an S on the end. So that's CEDRSolutions.com You can go to our website, sign up for the education. if you want an employee handbook or you want to kind of figure out, you know, what it would take, you're like, hey, I think I maybe I should take care of this.   You go in the other direction,   Kiera (47:55) Mm-hmm.   His Paulness (47:55) just fill out a form, you'll talk to somebody here, it's all low pressure. You wanna make sure that you that you're saying, Look, I heard the podcast of Dental A Team, so we can so we know where you came from. and we'll take good care of you. We'll explain what's available to you and kinda, you know, go through the process. those are really the best two ways, you know. Best those are the best two ways.   Kiera (48:17) I love it, Paul. And Paul's not going to be high pressure. I will be high pressure. Get your freaking handbooks updated and like legal. Then go do that. Like that to me is like give   His Paulness (48:25) What she said.   Kiera (48:26) yourself the gift of peace of mind at night. Go get that done. So, Paul, thank you for being on the show. Thank you for being a part the Dental A Team. Thank you for being someone I trust in the industry, someone I value. And I hope today everybody listen to what he says, make yourself better, become a little bit better today. And Paul, truly thank you for being on the show.   His Paulness (48:41) My pleasure.   Kiera (48:43) And for all of you listening, thanks for listening. And I'll catch you next time.   on the Dental A Team Podcast.  

Dawgman.com's Kim Grinolds spoke this week with Gopher Gazette's Ryan Burns, who was nice enough to offer his take on this weekend's game in Seattle between Minnesota and WashingtonBurns is expecting a lot of Minnesota fans in the stands at Husky Stadium, for a number of reasons - chief among them being the other Big Ten road trips in October are to Purdue and Indiana.The guys then talk about the P.J. Fleck tenure and expectations going into the 2026 season for the Golden Gophers, especially trying to turn around their fortunes on the road.Turning to the game itself, the 10 pm central time start is the first things they talk about and the problems that poses for the traveling team. Then they talk about Minnesota's quarterback, Drake Lindsey, and Burns compares him to a Washington State signal-caller from decades gone by. He talks about the style of offense the Golden Gophers want to run and the other skill players that help make it tick.Flipping to the other side of the ball, Burns is very curious to see how first-year UW LT Kodi Greene will hold up against a Minnesota defensive line that possesses a ton of talent but did not show up on the road last season. And how will they be able to limit Demond Williams once a play breaks down?Ryan also talks about some of the factors defensively that should concern the Huskies, especially in the secondary. And they also talk about the 'Elinneus Davis' factor where the Minnesota product can't wait to go up against the in-state school. And apparently Minnesota has four commits from Davis's high school (Moorhead).Finally, the guys talk about their keys to the game, both in scenarios where UW wins and where Minnesota is able to pull off a rare away win. Could special teams end up being the difference?

As expected, Arizona is 2-1 through three games in the 2026 season - but there are multiple causes for concern for the Wildcats going forward. Former UA special teams captain Barrett Baker joins us to dive into the positives and negatives through the first quarter of the season, and look ahead to the Wildcats' matchup against Washington State in Pullman. Plus, Shane and Eric make their predictions for UA vs. Wazzu and some of the top matchups of the weekend.

This week actor and comedian Joel McHale talks to Ted Danson about his love of swords, his respect for fart jokes, growing up in Washington State, his experience hosting “The Soup,” sports cars, and more. The fifth season of Animal Control premieres September 27 at 8:30pm on FOX. Like watching your podcasts? Visit https://youtube.com/teamcoco to see full episodes. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What actually shapes you into who you are today? Is it where you grow up? The choices you make? The people you meet? Or the moments that seem insignificant at the time—but quietly change the direction of your life?For Clifford Brown, the path was anything but predictable. In this conversation, Michael sits down with Clifford Brown, a former Beverly Hills attorney who walked away from a successful legal career in 1987, giving up two-thirds of his income to join the U.S. Agency for International Development. What followed was nearly three decades working across Africa, Latin America, and Central Asia—including leadership roles in Guinea and Sierra Leone, Kyrgyzstan, and Colombia.But the story begins much earlier.Growing up along Washington State's Columbia River, Clifford worked farms, canneries, tugboats, and railroads before joining an oceanographic research vessel that took him to Tahiti and Latin America. That journey planted an idea that would eventually change the course of his life: the world was bigger than the one he knew.A Thomas Watson Fellowship took him back to Latin America. Learning Spanish, as Clifford describes it, was “like growing another soul.” And years later, when an unexpected opportunity appeared, he followed that curiosity into a completely different life.Michael and Clifford explore the choices, encounters, risks, and unexpected turns that shaped that journey—and what happens when you stop trying to design your life and start paying attention to where it is leading you.At the heart of the conversation are three ideas:PRESENCE • CURIOSITY • STORYThe three pillars of The Herst Method™—and a reminder that sometimes the most important chapters of our lives begin long before we realize we're writing them.Because the life that shapes us isn't always the life we planned. Sometimes, it begins with a road we didn't expect to take.Find us on Apple, Spotify or your favorite listening platform; visit us on our YouTube channel Find everything "One More Thing" here: https://taplink.cc/beforeyougopodcastWant to be a guest on One More Thing Before You Go? Send Michael Herst a message on PodMatch, here: PODMATCH Proud member of the Podmatch Network of Top Rated- PodcastsThis podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy

Washington State - Legends Stories and the MissingBecome a supporter of this podcast: https://www.spreaker.com/podcast/missing-persons-mysteries--5624803/support.

Religious parents don't have to sit down and shut up. Dr. Phil explains the Supreme Court ruling that backs them. A Christian father is suing the Lake Washington School District in Washington State after it denied his religious opt-out request from LGBTQ lessons, Pride Month instruction, and pronoun requirements at Henry David Thoreau Elementary School. Dr. Phil breaks down the lawsuit, Alliance Defending Freedom's role, Washington's 2024 LGBTQ-inclusive curriculum law, the Supreme Court's 2025 Mahmoud v. Taylor ruling on parental rights and religious freedom, and the Religious Liberty Commission report on how parents can respond when a school says no. Know your rights, use your rights. This is The Real Story. This episode is brought to you by Preserve Gold, call 844-718-2642 or text ASK PHIL to 50505 for your free wealth protection guide.CarShield is how you move from chaos to control. Their protection plans are built to cover a deep bench of mechanical issues, thousands of parts across cars, trucks, and SUVs… without putting a cap on how far you drive. That's not just coverage. That's control. Call CarShield today: 1-800-588-8501 more info: https://carshield.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On February 17, 2024, five experienced cyclists set out on a familiar gravel-bike route through Washington's Cascade foothills. Nineteen miles into their ride, two cougars appeared on the trail. Seconds later, 60-year-old Keri Bergere was on the ground with a cougar's jaws clamped around her face.Her four friends rushed toward the attack. Armed with little more than rocks, sticks, and the equipment they carried on their bicycles, they faced a predator that refused to let go. With unreliable cell service and another cougar somewhere in the surrounding forest, the women were running out of options.In this episode of The Crux: True Survival Stories, Kaycee and Julie reconstruct the terrifying encounter, examine the medical dangers of a cougar attack, and explore the survival decisions that followed.A true story of wilderness survival, extraordinary friendship, and a fight that lasted far longer than anyone could have imagined.Episode Chapters 00:00– Introduction00:28 – A Cougar Encounter in Washington01:54 – Meet the Five Cyclists03:23 – The Magic Carpet Gravel Route05:30 – Two Cougars Appear06:16 – The Fight to Save Keri11:19 – The Medical Dangers of a Cougar Attack13:35 – A Multitool and a Chance to Escape16:00 – Trapping the Cougar With a Bicycle19:12 – Calling 911 and Finding GPS Coordinates21:57 – Wildlife Officer Arrives24:07 – Keri's Injuries and Recovery26:17 – Why Did the Cougar Attack?27:36 – Cougar Safety and the Fatal 2018 Attack32:00 – Life After the Attack35:29 – Survival Lessons and ClosingDan Becker Podcast. (2025, December 9). The BRUTAL Cougar Attack That Lasted 55 Minutes. Interview with Keri Bergere and fellow survivors.Spotify:https://open.spotify.com/episode/5qYp058PJe8UxMIK83wTf7Apple Podcasts:https://podcasts.apple.com/us/podcast/the-brutal-cougar-attack-that-lasted-55-minutes/id1867315096?i=1000744190052REFERENCES & FURTHER LISTENINGWashington Department of Fish and Wildlife. (2024). WDFW Statement on Cougar Incident in King County.https://wdfw.wa.gov/newsroom/wdfw-statement/wdfw-statement-cougar-incident-king-countyCarnegie Hero Fund Commission. (2024). 18 Will Receive Carnegie Medal for Extraordinary Acts of Heroism.https://www.carnegiehero.org/awardee_pr/18-will-receive-carnegie-medal-for-extraordinary-acts-of-heroism/Carnegie Hero Fund Commission. (2024). Carnegie Medal Presentation to Annie Bilotta, Tisch Schmidt-Williams, Aune Tietz, and Erica Wolf.https://www.carnegiehero.org/carnegie-medal-presentation-to-annie-bilotta-tisch-schmidt-williams-aune-tietz-and-erica-wolf/King, A., & Newcomb, N. A. (2024). A Cougar Attacked Them. They Fought Back for 45 Harrowing Minutes. KUOW.https://thankyou.kuow.org/stories/cougar-attack-washington-state-cyclistsThe Seattle Times. (2024). What Life Has Been Like for the 5 WA Cyclists Who Survived a Cougar Attack.https://replica.seattletimes.com/popovers/dynamic_article_popover.aspx?appcode=SEATTL&artguid=fc562bab-2913-4872-aecc-4e00f32a1b88&eguid=898dacfc-ca94-4db7-9458-9e581ee289e2&pnum=138The Guardian. (2024). Women Rescue Friend Being Mauled by Cougar in Washington State.https://www.theguardian.com/us-news/2024/mar/18/washington-state-cougar-attackWroe, S., McHenry, C., & Thomason, J. (2005). Bite Club: Comparative Bite Force in Big Biting Mammals and the Prediction of Predatory Behaviour in Fossil Taxa. Proceedings of the Royal Society B, 272(1563), 619–625.https://doi.org/10.1098/rspb.2004.2986Become a supporter of this podcast: https://www.spreaker.com/podcast/the-crux-true-survival-stories--7265181/support.Listen AD FREE: Support our podcast at patreon: http://patreon.com/TheCruxTrueSurvivalPodcastEmail us! thecruxsurvival@gmail.comInstagram https://www.instagram.com/thecruxpodcast/Get schooled by Julie in wilderness medicine! https://www.headwatersfieldmedicine.com/This episode includes AI-generated content.

Today, we’re bringing you the best from the KUOW Newsroom. First, a Seattle family is celebrating the life of Ashley Whitehead. She was one of the three people killed at the Seattle Center mass shooting in July. Next, true battleground districts are rare in today's politics… Washington state's “swingiest” area could see a big shift this fall. And finally, a familiar face at a rural Washington gas station has disappeared. Immigration enforcement arrested him last month. Now the small town of Conway is fighting to get him released. We can only make Seattle Now because listeners support us. Tap here to make a gift and keep Seattle Now in your feed. Got questions about local news or story ideas to share? We want to hear from you! Email us at seattlenow@kuow.org, leave us a voicemail at (206) 616-6746 or leave us feedback online or on the KUOW App.See omnystudio.com/listener for privacy information.

IN STUDIO GUEST - KRIST NOVOSELIC - FOUNDER OF THE CASCADE PARTY AND BASS PLAYER IN SOME LOCAL BAND. Corruption & Abuse of Power in Olympia. Olympia is Disrespecting Taxpayers // NFL investigating Eagles security chief ‘Big Dom’ over Emmanuel Acho comments // Shark found decapitated on Washington state beach

What if changing your attitude starts with changing the questions you ask yourself? Stephen Shaner has taken a remarkable path through music, the military, firefighting, air traffic control, technology, leadership, magic, and public speaking. Along the way, he became fascinated with how people respond to life and why some people remain positive when things go wrong. Stephen and I explore how attitude becomes a choice, why focusing on what you can control can reduce fear and frustration, and how simple changes in vocabulary can shift your outlook. We also talk about gratitude, energy, service, leadership, passion, and discovering who you are beyond what you do for work. Stephen shares lessons from Stephen Covey, Toastmasters, his own leadership experiences, and everyday moments when one different question changed everything. I believe you will find some useful ideas here for building a more positive attitude and making choices that help you move forward. Highlights: 02:58 – Follow Stephen's unusual path from music and the military to leadership and speaking. 10:21 – Discover why knowing who you are matters more than defining yourself by your job. 13:44 – Learn why attitude is a choice, even when circumstances are difficult. 22:42 – See how changing your words can shift the way you experience everyday challenges. 30:21 – Hear how gratitude can quickly change your focus and mood. 52:30 – Learn how one different question can turn a negative situation into a positive one. About the Guest: Stephen Shaner has been studying the concept of “attitude” for more than 35 years. Specifically, his interest has focused on how attitude affects people, and the people around them. He has incorporated learning experiences from a multitude of sources, research, and training relative to behavior, attitude, ethics, and business and personal relations. Stephen, as a facilitator of Stephen Covey's “The Seven Habits of Highly Effective People" for 15 years, was able to gain powerful insight. These opportunities led him to design informative and relevant presentations. Coupled with his contagious attitude, his extensive experience has made him a popular resource for keynotes, seminars, workshops, private sessions, newsletters and articles. He is a sought-after mentor for business professionals and individuals seeking for meaningful and lasting improvement. In his professional life, after 20 years of employment with HealthPartners, Stephen recently retired as the Manager of the Regional Technology Center in Duluth, Minnesota. He has been an active member of Toastmasters International for over 23 years, where he has held many leadership positions, including District Director for a membership base of approximately 5,000, and Region IV Advisor, with responsibilities covering six U.S. states and four Canadian Provinces. Stephen currently lives with his wife in Tennessee. Stephen continues to incorporate his leadership and communication skills to help professional and private entities meet their specific demands and goals.  His success is based on delivering personalized training, guidance, and entertaining messages, and his passion for teaching and sharing his knowledge for the benefit of those around him.  As an award-winning international speaker, his presentations have reached around the globe to businesses including England, Germany, Canada, the Philippines, and India.    Stephen is also building a successful podcast titled, “Are You Awesome Today?” He will soon be releasing his 200th episode, all featuring a truly international cache of professionals, covering a myriad of relevant, interesting and dynamic topics.   Stephen has developed presentations that reach to the core of what attitude is and how having the right one can dramatically change lives professionally and personally. You are invited to explore all Stephen has to offer, or contact him to discuss a presentation that fits your needs. Ways to connect with Stephen: Website: www.awesomeattitude.net LinkedIn: https://www.linkedin.com/in/stephenshaner/ About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset . Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes: Michael Hingson  00:04 What if the biggest thing holding you back isn't what's in front of you, but rather what you believe? Welcome to Unstoppable Mindset, where inclusion, diversity, and the unexpected meet. I'm your host, Michael Hingson, speaker, author, and advocate for inclusion and possibilities. This podcast explores how the beliefs we carry shape the way we live, lead, and connect with others. Each week, I talk with people who challenge assumptions, face adversity head-on, and show what's possible when we choose curiosity over fear. Together, we focus on mindset, resilience, and the small shifts that lead to meaningful change. Let's get started. Hi there, everyone. Wherever you happen to be, welcome to another episode of Unstoppable Mindset. I am your host Michael Hingston, and today we get to chat with Stephen Shainer. And Stephen is a person who's going to talk a lot about attitudes. So we ought to have a great discussion about cats. Then we'll see. Anyway, Stephen, welcome to Unstoppable Mindset. We're glad you're here. Stephen Shaner  01:23 Well, thank you so much, Michael. It's an honor to be here. Thanks for having me. Michael Hingson  01:26 Actually, my cat does does pretty well. My cat has developed this habit that she likes to be petted while she eats, and I'm the one that has to pet her since now I'm the only one in the house. But literally, she'll yell and won't eat until I go in and pet her while she's eating, it's it's really funny. Stephen Shaner  01:45 Ours was abused in two homes before we got her by both people and animals, and we got her from the shelter. She had very little fur from the anxiety. They told us she was a medium-haired tabby, and we got her home, and she just went poof, and just this giant fur ball. And it turns out she's part Norwegian forest cat, but she's just a little angel. She just her favorite place to be is on one of our laps, and she she doesn't get into anything. She doesn't scratch furniture. She has no interest in people, food. She just wants to be held and likes to purr. Michael Hingson  02:14 Well, and that's what counts. Well, we rescued this one. We rescued Stitch 11 years ago. Now it's actually getting 11 years and almost a month. And people lived in the apartment next to us, and the the wife died, and it was the wife's cat basically because the husband decided to go live in an assisted living facility and had absolutely no interest in the cat. Just told his caregiver and his sister who were moving out his furniture, take the cat to the pound. I don't want anything to do with it. We learned about that, and we said, "Well, we'll find it a home, because we didn't want a cat at the time. We was all we were living in apartments and had two golden or two Labrador Retriever dogs, a guide dog, and the dog's mother, who was also a service dog for my wife. And so we said, "We'll find it a home, and as I love to say, I then made the mistake of asking what the cat's name was, and they told me the cat's name was Stitch, and I realized that this cat was going nowhere since my wife had been a quilter since 1994. Stephen Shaner  03:15 That's a great story, Michael Hingson  03:16 and Stitch has been now with us for over 11 years, and it's and it's great. And my wife has passed away, but you know, Stitch and my current guide dog Alamo keep an eye on me. And I'm sure my wife is monitoring from somewhere, so I got to be a good kid, or I'm going to get in trouble. Stephen Shaner  03:32 Yep, good. Michael Hingson  03:33 So you know, it kind of works. Well, tell us about kind of maybe the early Stephen growing up. Let's start there. It's always great to start at the beginning. Stephen Shaner  03:41 Wow, way back there. I know Michael Hingson  03:43 a long time ago. Stephen Shaner  03:45 Yeah, early. My my dad played guitar professionally for many years, and he's done some other things as well. But that was his primary love, his passion. And growing up, I learned guitar a little bit, and then by the time I got to elementary school, I had picked up trumpet and did well with the trumpet. Had fun with it in high school. By my 10th grade, I was playing in the the college jazz band, and then when I graduated from high school, I joined the army and I went through the Navy School of Music and graduated from that. I played trumpet and guitar in the army for three and a half years. The Michael Hingson  04:17 boogie woogie bugle boy of Company B Stephen Shaner  04:20 did a lot of funerals. Yes, I did. I was a bugler and got out of the army and didn't do much with music after that. But I I got a job at the mines, copper mines there in Arizona. Worked there two weeks and we had a cave in one night. And okay, that's the end of that. Were you out near Bisbee Michael Hingson  04:37 or where were you? Stephen Shaner  04:38 I was out near Superior. Michael Hingson  04:40 Superior. Okay. Yeah, Stephen Shaner  04:41 that that area. So then I became a full time firefighter EMT, and did that for a couple years. I left that job through something less stressful. I became an air traffic controller. Michael Hingson  04:53 Yeah, that was less stressful, right? Stephen Shaner  04:55 It was, yeah. Good job. So that was in San Diego, and did not like. The job and ended up going out to Florida, Daytona Beach, Florida, and it was in San Diego. I started picking up Magic a little bit, and went to Florida and went to Embry-Riddle Air Natical University for a year. Didn't care for that. I got hired by GE to do some computer type stuff and worked with them for a little bit. Then I was accepted to Magic College, and they only take so many students a year, and I was accepted. They were in Los Angeles, you know. So I went San Diego, Florida, then went back to L.A. I went to Magic College, spent some time Michael Hingson  05:31 at the Magic Castle, of course. I Stephen Shaner  05:32 worked the Magic Castle for a few years while I was out there, and just had a good time and left L.A. Went up to Washington State and got back into computers, and continued to do the magic, and then I ended up getting a job at the Nevada Tuss Site. So I worked there for five and a half years, along with Area 51, a little bit, and then. So, are there are Michael Hingson  05:52 there any aliens out there? No, Stephen Shaner  05:53 it's it's a great subterfuge, though. I know people think that's it. They don't know what's really going on out there. So, I was out at Michael Hingson  06:03 Roswell several years ago speaking somewhere, and it was fun to to make jokes about the the aliens. And I'm sure that they stored them out there somewhere. Stephen Shaner  06:12 Yeah. So, and then when I when that job, they stopped doing nuclear testing about three four months after I got there, and so my company went from a little over 10,000 employees, and over the next five and a half years, they were doing, you know, reduction in forces every six months, and we got down to about 1800. And I was like, you know, there's no future here. So we went to Minnesota, and I took a little time off, figure out what I wanted to do. When I grew up, at that point, I had I had two Oracle certifications, Oracle programming language, and so I got to Minneapolis then and got a job with the U.S. Postal Service as a contractor and helped them develop a national training database. And then I went to work for a healthcare company when that project was done, and I was with them for 20 years. Michael Hingson  06:58 Wow! Stephen Shaner  06:59 And they eventually moved me up to Duluth. They asked me to go relocate up there. They're going to open a new IT facility up in Duluth, Minnesota, and they asked me to consider relocating up there and managing this new facility. So did that, and I ran that place for about 14 years before I retired in 2019. Now I'm down here in Tennessee, speaking and doing magic, and I've got the podcast. I just published my third book and doing a lot of emergency communications on radio and that type of stuff and having a good time. Michael Hingson  07:27 I, when I was doing computer sales, especially the last few years, worked for Quantum Corporation, so we were the manufacturers of a lot of the digital linear tape technology and tape libraries and so on, and it was fascinating to to see all the things that the companies were doing. Wall Street used a lot of Sybase much more than Oracle, and I guess it all had to do with the fact that they were not formatted fields so much in Sybase. And I'm not quite sure what the advantage of that was, but people seemed to like Sybase at least for a while. Stephen Shaner  08:02 Yeah, I I knew some people that did both at at I don't remember what companies were at, but they were doing both Oracle and Sidebase, and there were some you know pros and cons for both. Michael Hingson  08:13 Yeah, is Sybase still around today? Stephen Shaner  08:16 That I don't know. Michael Hingson  08:17 Yeah, I don't either. I mean, Oracle certainly is, but yeah, Stephen Shaner  08:20 Oracle. It's been Michael Hingson  08:20 a long time since since I was involved with it all. It kind of really ended a few months after September 11th for me, so I've never really checked. I should go back and check and see if Sybase is around. I know it it was it would it would definitely be a problem for for blind people to do a lot with with Sybase when they were not formatted fields, but there are some technologies that even can handle that today, which which is kind of cool. Yes, but Oracle definitely certainly made life great for Larry Ellison anyway. Stephen Shaner  08:52 Yeah, it did. I met him. We were at a. It was a different company. It was a company that manufactured the computerized maintenance management software that we use at the Nevada test site. We was having a user group meeting in Dallas, and he came in during the last day and talked to us for a few minutes. It was when they were promoting Oracle Personal Seven, ah, and so he came in. So I did get to beat Larry Ellison. He's a he's a different guy. Michael Hingson  09:18 Well, that's cool. So so now today, what do you do exactly? Stephen Shaner  09:23 Well, along the way, along through all of those travels, I really became a people watcher. I just loved watching people and and how they acted, how they reacted, how they proacted, and the vocabulary they use, and just how they how they interacted with other people, I was fascinated by that, and that's how I kind of got caught up into this this attitude stuff, and learned quite a bit along the way just by watching people. I got involved in Toastmasters about 24 years ago, and kind of went up through the ranks there, and and was a what they every club is in an area. Are in a dis in a division. Every division is in a district, and the districts are pretty large. And the top three people in in the district are what they call the district trio. And I ended up serving in those three positions. First, I was the what they called the lieutenant governor of marketing. So I spent a year marketing Toastmasters. I created 16 clubs, new clubs for our district. Our district was most of Minnesota, North Central Ontario. It was big, and had over 5000 members, almost 300 clubs at that point. And then the next year, I was Lieutenant Governor of Education training, so I was working on you know training district leaders and club officers and those those programs. And then I was elected district governor. As district governor, I had 10 division governors, 58 area governors, and a leadership team of about 30. Did that for a year, and just loved it. What a great experience! And then I was immediate past district governor for a year, and then the board of directors, Toastmasters, appointed me to be a region advisor, and I did that for a year. And I had I had Minnesota, Iowa, North and South Dakota, part of Wyoming, part of Nebraska. I had Montana, I had Alberta, Saskatchewan, Manitoba, and Western Ontario. Michael Hingson  11:06 Wow! Stephen Shaner  11:07 Yeah, so and that was a fabulous experience. Yeah, then after that, done a lot of mentoring. Been mentored by a lot of people. I served as a past region advisor on the past region advisor council, where we looked at the past the Regent Advisor program, then I spent two years serving on the International Disciplinary Committee. So I've done done a lot of things in that organization, but my whole focus has been you know speaking on attitude and and those types of topics. I I do I have a real passion for helping people find their passions. Too often you know, ask somebody who are you, and they'll say things like, "Well, I'm a computer programmer. I'm a lawyer. No, that's what you do. Are you? And they don't know how to answer that question. Or, or you ask them, "What are you passionate about? And you get a blank stare. So, I I developed a program called Find Your Peace, which is your passion, your purpose, your potential, and your personal mission. And it's a month long, and it just takes these people through a exercise of self discovery, and they discover really who they are and why they do the things they do and think the way they think. And it's just it's really a lot of fun watching them go through that that transformation. Michael Hingson  12:10 Stephen Covey been a pretty significant influence for you. Stephen Shaner  12:14 I met him, and that that was yeah. I I was a facilitator of Stephen Covey's Seven Habits when I got to the healthcare company I worked, they that was a mandatory class for all new employees, and I had been using it for years before that, and had taught some of it to a few people here and there. Nothing formal, but after I took the class, they had they had six certified instructors there at the company, and the head guy came to me and he says, "You know this stuff better than we do. Would you be willing to help us teach this stuff? I said, "Sure. Shortly after that, four of the other instructors left the company, so it was him, me, and one other person. Then the other person left, so it was just him and me. And then he said, "I'm just too busy take it over. So, so I was running that program for a while until the company dropped it. But in I don't remember what year it was was when Stephen Covey released the Eighth Habit. He was doing a seminar in Minneapolis, and I and I went to that, and there was about 250 of us in attendance, and they brought in box lunches for us. And so I ate lunch, and I walked out to the lobby. This was at the Minneapolis Convention Center, and I walked out to the lobby, and was throwing my lunch stuff away, and I turned around and he was walking up. So I stuck my hand out and I shook his hand. I said, "Thank you. And he smiled. He says, "What are you thanking me for? I says, "Your seven habits have changed my life in so many ways. And I thought that would be the end of the conversation. It wasn't. He put his arm around me and he pulled me over to the corner, and he said, "Tell me your story. And so I told him, you know, about my life, pre-seven habits, and some things I've been doing since. Then he asked me a question I wasn't expecting. He says, "Which habit do you think is most important? I says, "Well, for me, habit one, be proactive. He said, "Really? Why one? I says, "Well, I think if you master habit one, you'll have huge successes with the other six habits. I says, and if you don't, you may have some successes, but nowhere near the level, you know, that you could. And he he smiled and he says, "You get it. Then he then he says, "What's your name? I says, "Stephen. He goes, "Oh, great name. But the the lesson for me was, if somebody like Stephen Covey can make me the most important person in his life for 10 minutes, you know, how should we be treating the people we that we interact with. Michael Hingson  14:23 Yeah, where does attitude come from? Stephen Shaner  14:25 You know, this is a this is this is a thing that when I when I talk about it, I get a lot of you know people looking at me like no, no, no. So, but here's here's here's the way we feel, and I felt this way for a long time too. It's okay. I'm this way because of my parents or because of my grandparents. Okay, I have a negative attitude because it's Monday, or because it's you know the sun isn't shining, or because so and so is in the White House, or whatever. So many people feel like attitude is placed upon us. I'm this way because of what's going on around me. When the fact is, attitude is a choice that we can make. And that's the whole habit. One be proactive, you know. He, Stephen Covey, teaches us that between stimulus and our response, there is a space, you know, where we can choose what our response is going to be, and we're the only animal that can do that. I mean, if I if I'm hiking through the woods and I accidentally walk between Mama Bear and her cub, she's not going to be proactive. She's she's going to react, and so so those those or she or Michael Hingson  15:25 you can say she's going to be proactive and get you out of the world. But yeah, I hear you. Maybe Stephen Shaner  15:29 yeah. So but and I was working for a guy when I when I first started looking at some of the stuff. I was working for a guy who took credit for everything I did, and he wasn't shy about it. We'd be sitting in a meeting, and I'd be sitting next to him. He'd go, "Yep, I did this, and I did this, and I did this, and I just sit there quietly. And one day, he, the whole day long, is over there typing on his computer. Finally, he's the printer, and he he comes over and he hands me. He had just he had just redone his resume, and he handed it to me. And I'm I'm looking at this, and I'm thinking, you know, I could put my name at the top of this resume. It would be perfect, and it got to the point. So you imagine the emotions. I mean, those negative emotions come in-the frustration, the anger, and those types of things. And I decided it was time to move on. But before I did, I took some time. I went out into the wilderness, and I took Seven Habits book. I took Tony Robbins' Awaken the giant within. I took my scriptures and I took my journal and I took some food and water and I just went out there and and so I'm reading Stephen Covey and he's telling me that if I'm having a bad day, it's because I decided to, not what I wanted to hear. Then I'm reading Tony Robbins and he's telling me frustration is a good thing and it's also not what I wanted to hear. But then as I read my scriptures and and was writing my journal, I kind of came back to this concept of being of service, and I came out of that weekend with a huge breakthrough. And it was like, so what? So what if he's taking credit for what I do? Is it my job to make him look good? You know. And so my attitude completely changed because I asked different questions, and I and I decided that, you know, I can have good attitude anyway. Went back to work. He continued to do that. Didn't matter. I I had a better attitude. I was more energetic. I had fun at the job, and it was because you know it was all on me. I had to make a decision and decide. So so I've learned, and I've helped a lot of other people realize that you know if you're having this, and Stephen was right, if you're having a bad day, it's because you decided to, and yeah, bad things do happen, okay, to us. But it's still, if we decide to be in a negative mood, that is because we decided to. I know people have gone through divorce, have been thrilled, you know, and it's just it's it's how you look at it. The questions you ask are so important. Michael Hingson  17:38 Well, I know everybody talks about September 11th. What a horrible time it was! How stressful it was, and so on. And yeah, it was a bad thing. On the other hand, as as I point out to people, people ask me all the time, "Well, you survived. What do you think about that? And I said, "Well, I know there were people who who did not, and I am I'm sad about that. But by the same token, the very fact that I survived really means what I need to do is decide how I'm going to live my life and what I'm going to do with that. And we were very blessed. I think almost immediately the media got a hold of of my story. That happened because we we started by talking with the person who was in charge of information at Guide Dogs for the Blind, where I've gotten all of my dogs, and she wanted to put out a story, and that got to the media, and I chose to start to answer questions that people wanted to ask from the media. What I learned was that was much more therapeutic than in going to any kind of counseling sessions would be because you never knew what they were going to ask. Some people asked really good questions. Some people asked really dumb questions. But the point is that that allowing myself to be subjected to all of that taught me how to how to think and deal with all of it. And and the reality is, what I learned was ultimately for me, it's what am I going to do with my life because I survived, and then phone calls started coming in from people saying we'd love to have you come and speak and talk to us about what we should learn from the World Trade Center, which over the years has evolved to a lot more than what happened on September 11th, but why I got to the World Trade Center in the first place, and the the lessons to be learned from all of that, and the bottom line is that that I learned, as as you pointed out, how much of it is really choice, and I could be negative about the World Trade Center or not. Certainly, it was a not a very very positive thing, but how I deal with it is really the issue as far as my personal life is concerned. Stephen Shaner  19:47 Yeah, you get it. That's that's exactly it. We have we have that opportunity to make that choice. I Michael Hingson  19:53 met someone who had a brother who was a police officer. And died at the World Trade Center. He was a fireman, and he switched and decided he wanted to become a police officer because he wanted to go kill terrorists and he wanted to capture them and put them in jail and maybe get a chance to kill them. That was his choice, and that always struck me as that's not going to help. On the other hand, I can certainly talk to to people here and anywhere about the World Trade Center and how we deal with our lives, and we can talk about God and where God is in all of it. People always ask me if you know if I think that God just really blew it that day, and and again, my my point is, why do you think that? You know, the reality is, everyone has a choice in the world that they can make at any given time, and and we need to make those choices, and we need to live by the choices that we make. Stephen Shaner  20:54 Yes, absolutely. And there's some other things we can do when we find ourselves in those negative places. Number one is ask different questions. Sometimes negative things happen, and we're asking the wrong questions. You know, why me? You know, those those types of questions. And guess what? We'll get the answers. So, and it seems a funny one. I had a when I was working up in Duluth. My my direct report manager was down in Minneapolis, so we were about 160 miles away, and every now and then my team would make a mistake of some kind, and there was a senior director down there that every time that happened, he would immediately go to my boss, you know, and and question this, and then I get pulled in later, and I just I would get so frustrated that he wouldn't come to me with this stuff, you know, and this went on for a long time, and one day we had we'd made a mistake, and so he sent an email to my boss. Look what they did this time. So my boss forwarded to me, and he just simply typed in Stephen question mark. You know, of course, as soon as I saw it, you know, I was like, I was so frustrated, and I kept asking, does he go to my boss? Why doesn't he come to me? Why did you know? And it was just these negative anger, frustration. And finally, I calmed down. I said, "Okay, why am I really upset here? Am I upset because my team made a mistake? No, they make mistakes. They're exceptional at fixing problems and making sure they don't happen again. That wasn't. Was I upset that my boss knew? No, I'd already told him, you know, he needed to know. Okay, so that wasn't it, and I kept coming back to this. Why does he go to him? Why did he come to me? And then finally, I changed a little bit, and I said, Why would he go to my boss? And I thought, I was, well, they've known each other for years, they have a relationship, they have trust, and I said, maybe he doesn't even know he can come to me. I was just thinking that. Stephen Shaner  22:42 Yeah, all of a sudden, I was like, "Okay, I'm in control again. So I called or I replied to the email. Here's what happened. Here's what we've done to fix it. It won't happen again. And I said, "If anything like this happens in the future, please let me know. Okay. I set that off. I then called this this gentleman and I and I set up a one-on-one with him that we could meet every two weeks, and I could start building that relationship with him, build the trust. And after a while, he didn't go to my boss anymore. He came to me. But by changing the questions, Michael Hingson  23:10 yeah, Stephen Shaner  23:10 you know, we'll get different answers. If Speaker 1  23:16 you enjoy Unstoppable Mindset and would like to help us continue bringing these conversations to you each week. We've created a way for you to support the show. Your contribution helps us cover production costs and continue sharing stories, insights, and ideas that inspire people to live with purpose and possibility. If supporting the podcast feels right for you, you'll find the link in the show notes. Thank you for being part of the Unstoppable Mindset Community. Stephen Shaner  23:48 Well, and and then there's you know the vocabulary we're using too. Michael Hingson  23:52 I was Stephen Shaner  23:52 sitting at a Toastmasters conference one night, Friday night dinner, the round table. There's I think eight of us at the table. So it was me, my wife Nancy was next to me, and my former boss was next to her. He he and I joined Toastmasters at the same time, and and this was right when I was getting ready to become the district governor. And I and I looked over at at my former boss. I says, "Are you going to be an area governor next year? And him being him and his sense of hearing, he says, "Well, why would I want to do that? So I replied, "It's the best job in the district. You get to visit clubs, you get to give presentations, you get to organize speech contests. It's a lot of fun. And at the same time, then a lady across the table I just met, she she piped up. She says, "Well, a lady in my club is an area governor, and she hates it. And I said, "Really? Why? She says, "Well, she has to go visit clubs, and she has to organize speech contests, and she has to give presentations. And you see the difference. I was saying you get to do these things. She was saying you have to have to do these things. Yeah. How do you feel when you have to do something? You know, versus get to, and we can change our vocabulary just that simple, and it it makes a. Huge difference. If I say, "Oh, this is devastating, what am I going to experience? Devastation, whatever that means to me, you know. And I used the words like that. There's something bad happening. I'd use those negative words, and now I've just I've switched it up. So something like that happens. I just I just go, okay, this is entertaining because that changes me instantly because being entertained is a completely different experience than being devastated. Okay, so I can look at whatever is going on completely differently from an entertaining standpoint, and it takes me in a completely different direction. So vocabulary is huge. The the words we use, and I and I always tell people: take if you're in a negative place, what do you what are you watching? What are you listening to? What are you reading? You know what were you with? You know, take a look at those things. For years, I would watch the news programs on Sunday, you know, and I just scream at the TV. And I haven't watched news on on television now probably in going on 20 years. You know, I don't need that because most of it is negative, you know. And I can get my news into, you know, as much as I need where I want to get it from, and and do it that way. So I watch Michael Hingson  26:11 I watch the news, but I also recognize something, and you're you're alluding to it certainly, which is it's it's all about how you choose to deal with what you see. When I was running from the collapse of Tower Two, the first thing I thought of when I started to run was God, I can't believe that you got us out of a building just to have it fall on us. And as soon as I thought that, I heard a voice in my head as clearly as you hear me that said, don't worry about what you can't control. Focus on running with Roselle, and the rest will take care of itself. And I also had this absolute perfect sense of conviction that if I and my guide dog Roselle worked together, we would be fine. And I have lived by that concept for now the last 24 and a half years, which really is one of things happen. There are a lot of things that we don't have control over. It doesn't mean that we shouldn't necessarily be aware of them, but it does mean that we don't need to let those things be things that we worry about because we're not going to have any control over them anyway. And that's 90 to 95% of what comes across in our lives, so it's it's for me. I don't mind watching the news. I I expect not very much from all of it, and I know they're going to come through every time. So it works out really well. But but the fact is that it's one of the ways that I have to get the news since I don't read newspapers directly. I can read. I can get the L.A. or the New York Times online, but still the news is is there, and I'll take what I can learn from it and move forward. But it is it gets back to again. It's a choice, right? Stephen Shaner  27:53 Yes. And you just you just nailed habit one. Be proactive. Yeah. There's a lot of things going on in the world. Okay. All the things of all the things we want in the world, some things we don't care about. Okay, but there are some things that concern us. Okay, so we we we pay more attention to those. There are a lot of things out there. They have no concern about that. And then inside all those things that concern us, there are things that we can influence and things that we can't. Okay, so proactive people focus on the things they can influence, the things they can control primarily themselves, okay, right? And yeah, reactive people. Where do they focus? They focus on the things they have no influence over, and they yell and scream and gripe and and do all those things like I used to do, and and that's the difference. That's really habit one in the nutshell. Yeah, focus on the things you control, and I and I work with people all the time, and I had one here recently. The guy was very frustrated about some things other people were doing, and and was just you know upset and frustrated. And I said, "Look, I says you have no control over those people. Don't worry about them. Focus on the wonderful things that you do every day for people, you know. And immediately his demeanor changed, his attitude changed, and and it really can be that simple, you know, just by changing, you know, asking different questions, using different vocabulary, and and especially if you focus on the things you can control, primarily yourself, it's huge. Michael Hingson  29:13 Yeah. Well, and and the reality is that just so many people just seem to enjoy worrying about all these things, and all they're doing is creating fear in their lives, which is which is so unfortunate, and we fear so many things, and and there's nothing that we're going to be able to do about most all of them because they're not really affecting us, or are touching us in any way. So it doesn't do us any good to to go off and continue to fret, but we do, and we we need to learn not to do that. And it's one of the the things I talk about in my my latest book, "Live Like a Guide Dog, which is all about learning lessons from dogs. You know, dogs don't do what ifs when something happens and it's over. It's over for the dog. They don't they don't go back. Well, what if. This had happened instead. They don't do that, and and it makes such a big difference. There's so much we could learn from observing our dogs. I don't know about cats. No, I do. Cats are good too, but but you know we we can learn so much from the way dogs behave. Dogs are are open to trust. I'm not going to say they're trusting all the time. I do think that dogs love unconditionally, but I don't think that they necessarily trust unconditionally. But they're open to trust, and that's the thing that we have forgotten how to do: is to be open to trust. Stephen Shaner  30:33 Very true, very true. Michael Hingson  30:35 And it is something that we really need to learn to deal with it, and hopefully, over time we will we will do more to catch on. I mean we've got all the stuff going on with politics today, and yeah, it doesn't matter what side of the the spectrum that you're on with with all of that. The bottom line is deal with what you can control, and don't worry about the rest. It makes such a big difference. So the problem is negativity is so much all around us. How do we get ourselves out of a negative mood? I think I kind of know where you're going to go with this, but I think it's a relevant question. How do we how do we get ourselves out of feeling negative all the time? Stephen Shaner  31:15 Touch on some of them. You know, change your vocabulary. You know, take a look at what's going on around you. See if you can eliminate what's causing that negativity, gratitude is huge. Michael Hingson  31:24 Yeah, Stephen Shaner  31:25 and in any given situation, there have been times when I've you know been okay, I've been down or there. But if I just take a breath and say, okay, what am I grateful for right now? You know that that can turn you around instantly. And in my workshops, I'll I'll ask that question. We'll go around the room, and people say, "Well, I'm grateful for you know my health, or my family, or my wife, or my creator, or whatever it may be. There's all these different things, but I take it a step further, and I say, "Okay, all of those things that you said you're grateful for have a relationship associated with it. Okay, so if you say you're you're grateful for your health, well, that's a relationship with yourself, perhaps your doctor, perhaps your creator. If you're grateful for your family, that's a relationship. Your employees, there's these relationships behind that. And then the next question I ask: Okay, so all those things that you're grateful for, all those relationships you're grateful for, do they know? And we miss that part sometimes. We miss Michael Hingson  32:19 that part. Stephen Shaner  32:19 Yeah, and if we if we are truly grateful for a certain thing in our life, and there's that relationship with it, let that person know, and that includes you know being grateful for yourself. You know, give yourself a pat on the back from time to time, and be grateful for that. In my book, I have the line, you know, every day above ground is a great day. Yeah, and and I was at a seminar, and there was a the guy in attendance that was you know three piece suit, Italian suit, you know the fancy shoes, and and the seminar leader asked him. He says, you know, do you consider yourself to be successful? He says, well, no. He says, well, how do you know when you're successful? The guy says, well, when I have a you know four and a half million dollar home and a and you know a $200,000 car and and all this stuff he listed off he says well how much or and he made and he he wanted to make an income of you know it was like you know 5 million a year or something he says well how much you make now he says well I'm at about 3 million a year you know and how much is your house well it's only about 2 million you know but he didn't consider himself successful and then there was another guy there in jeans, cowboy boots, a cowboy hat, and and the the some earlier asked him. He says, "Are you successful? He says, "Absolutely. And he asked him. He says, "How do you know you're successful? He says, "Every day above ground is a great day. And there you Michael Hingson  33:33 go. Stephen Shaner  33:33 And it's just and it's so true. But gratitude is huge. Just taking, like I said, take a step back, take a breath, and okay, what am I grateful for right now? And you can always be grateful for something, and that can change your attitude instantly. Michael Hingson  33:48 Well, and I think there's a lot of merit to that. I know for me, I'm grateful because I get to do what I think I've always wanted to do. I've always wanted to be a teacher. I didn't get to teach for the longest time directly, but since September 11th, that's really what I do. I teach about life and philosophy. I get to teach about disabilities and help try to educate people. And most of the time, I think it probably goes over most people's heads. But every so often, you just never know when you might strike a nerve or you might say something that somebody just goes off and thinks about, and you've you've scored points and you've helped, and so I think that's that's extremely important. I I hear what you're saying. Every day above ground is a is a good day. There's no question about that. Stephen Shaner  34:32 And I don't want to make light of people that you know life through any illnesses and stuff like that. But again, in those situations, Michael Hingson  34:38 if Stephen Shaner  34:38 you if you think about what you are grateful for and have a positive attitude, you'll get through those situations a lot easier. That's for sure. Michael Hingson  34:46 I had a situation last year. Actually, it started in 2023, but I had a a or 2024. I had a a pain in my left arm, and it turns out when we finally. Dealt with it, and and and I had to take some blood tests, and discovered that we had a very elevated heart enzyme called troponin. I had a bad heart valve, and I knew immediately I have two ways to deal with this. I can be scared, fretful, why me? Or I can say, okay, we're going to fix it. And for me personally, I choose the positive way. I'm going to we're going to deal with it and all that. And and we did. I went into the the hospital for an operation to to replace the valve, which they did, And so this operation was supposed to take like two hours or two and a half hours, and it actually only took about an hour for me because, as I love to tell people, I have good veins and good arteries, so no problem. So they they went in, they replaced the the valve, and I wake up and I've had colonoscopies before, so I had some experience with this. I wake up, I'm listening to them, and so I I figure I had to to deal with these guys a little bit. So I started kind of moaning, and I said, "Gee, Doc, do you ever think I'll be able to play the violin? Unfortunately, somebody knew that one, and they said, "Probably. I said that's good because I never play it before. But but then I said, but you know what the doctor said is he sewed himself up, right? Suit yourself, and and you know they said you came right out of that anesthetic, didn't you? And I said, yeah, I told you I was going to come right out of it. But but you know it's been great ever since the valve got replaced, and and I was told that if I hadn't done it, I would have lived anywhere from six months to at most two years. But the valve was replaced, and I still get to to be around my guide dog Alamo and and my cat Stitch. So you know, Stephen Shaner  36:54 yeah, my wife Nancy here is a little over a year ago now. She had an episode where her her blood pressure was going up, but then it would come back down. So we're about there. There's a hospital about a half hour from us, but they don't have all the the fancy facilities and stuff. the The nearest big hospital is is about an hour from here. So I called the paramedics, and they came in and they got her hooked up the KG and were kind of monitoring everything. He says we're going to take her down to Cookville because they've got a good cardiology cardiology department at that hospital where they don't have one here locally. So halfway there, her blood pressure just dropped, and she went unconscious. Michael Hingson  37:40 So Stephen Shaner  37:41 they got her stable license, sirens rest the way in. So she was in that hospital for four days, had every heart test known to man, and you know I would go visit her and and spend a little time with her. And one of the visits, one of the nurses cornered me in the hallway, and she says, "Can I ask you a question? I said, "Sure. She says, "How can you be so positive during all this? And Alex Troy says, "Okay. I says, "Suppose I was very negative and very grumpy about all this. How would that help the situation, right? And I says, "Or if I was grumpy and in a negative mood, how would that help Nancy? And she just said, "You know, I never thought about it that way. And when they were checking her out, the the doctors and all the nurses came in and thanked both of us for for being so positive and friendly and nice with everything that was going on. So little things. And what did they finally decide? Nothing was wrong with her heart. So she has since now this year she had some more heart problems. She started having AFib issues, so they put a watchman in, and that kind of you know plugged that hole in the left ventricle so that she won't get the blood clots. So she doesn't have to be in a blood thinner. And about six days after that, her heart was kind of not working so well with it, so they put a pacemaker in. So she had two heart surgeries in about six days. But now, sounds like what what's going on is all of these problems are being caused by the COVID shots. Ah, and so because her heart was fine, you know, before, but now all of a sudden she's got these. But right now she's doing great. In fact, she had an appointment last two weeks ago, right before the ice storm, and the Cardia says everything's looking good. We'll see you in a year, so so things are going well now. Michael Hingson  39:32 Interesting. Well, you know, I've I've heard that some people have had reactions to the COVID shots, son, but I've never bought into the concept that they're just injecting you with a bunch of trackers to follow you wherever you go. I remember the first few times we had vaccinations, they did it in our in our cars, and so we drove up, and they would come out and they gave injections, and after they gave the injections, I'd reach over with my left hand. I go wait a minute, and I'd hit my right shoulder where they did the injection. I said I was just getting one of them little things that tried to get away, and you know, and the and the nurses finally say, "You don't really believe in those trackers, do you? And I said, "Heck no, I'm having too much fun, you know. Stephen Shaner  40:15 No, it's a Frank Stein monster you stuck in there that scares me. That's right. Yeah, Michael Hingson  40:20 but but you know, and you know, I I I do get vaccinations. I get the COVID vaccinations, and I asked someone when I I think it was November that we went in and had one. I travel enough that I'm always going to take no chances, so it's better to get vaccinated, and I don't have any reactions to them. But I asked if people still come in and talk about the trackers and all the the horrible things, and she said, "You just wouldn't believe how many people still buy into that. It's crazy. Stephen Shaner  40:49 Yes, indeed. Michael Hingson  40:50 If you really want to scare them, then you can tell them that AI helped develop the vaccinations and see what they do with that because it's true. But yeah, I Stephen Shaner  40:58 know everybody's loving AI. I said, yeah. Just go back on what 2001 of Space Odyssey and see how you feel about it. Yeah, right. Michael Hingson  41:05 Open the Pod Bay doors, Dave. You know what are you doing, Dave? Oh gosh, people are amazing, aren't they? Stephen Shaner  41:13 Yep. Yes, they are. But that's what makes life fun. You know, it's just the fact that people are different. It makes life fun because if everybody was the same, it'd be a boring place. It Michael Hingson  41:23 would be a boring place, so it's more fun to have people who are different and people who are not necessarily thinking the same way you are and intend to be negative. And maybe sometimes you can change some of those people, which is good. And it's always fun to to try. That's the Stephen Shaner  41:38 goal. Yeah, that's the goal. You know, be an example and show there's a different way. Michael Hingson  41:42 So, do questions matter? Asking questions matter. Stephen Shaner  41:44 Absolutely. Like I shared, you know, with the questions I was asking about this this this manager that was going to my boss, you know, just by asking different questions. And another thing is is I've had a lot of fun with this word, awesome. My company is awesome attitude, and I'm the bottom of all my emails, you'll see a "You are awesome, and I type that in every time. Michael Hingson  42:07 It's Stephen Shaner  42:07 not part of my signature, so I might say, "You know, thanks, you are awesome, or you know, you know, whatever message. I've gotten Michael Hingson  42:12 those. Stephen Shaner  42:13 Yeah, you are awesome, and people don't realize I type. In fact, I misspelled "awesome" one time when I sent the email, and the guy, the guy wrote back says you need to fix your signature. Awesome is misspelled, and I replied, "Oh, I says that's not part of my signature. I typed there time. And he was like, "Wow, personalized awesome messages. But it's amazing because people will respond to those emails, go, "Well, thank you so much. I wasn't expecting that. And barely a week goes by where somebody doesn't send me a text or something that they saw the word "awesome" somewhere, like recently, the guy was walking his dog, and he came across on the sidewalk where kids with chalk had had written "You are awesome" on the sidewalk, and he took a picture and he said, "Thought of you, and this happens all the time, and is another one of those vocabulary things, and and I'll share how the question changed that. In my first book, I talk about you know how are you today, and you think about all the different responses you can get to that question, and some are like I'm fine, you know I'm or I'm good. They're just pretty routine answers. I had one guy ignore me completely, just walked past me, you know. Then I had a guy one time. I was like, "Well, I'm alive, you know. So you get this variety of answers. And I had a guy one time. He asked me, "How are you today? And I said, "I'm awesome, thanks. And I kid you not, he looked at me and says, "That's too bad. I'm sorry to hear that. And and I smiled, and and he realized what he had done, and he says, and he apologized again. I was not sorry. He says, "I'm so used to hearing negative responses. I automatically assumed you said awful. Michael Hingson  43:47 Oh, okay. So, Stephen Shaner  43:48 so, and again, we asked that same question over and over. How are you today in this video? How are you? How's it going? What's up? You know, what's new? We we asked that same question. So I changed the question. The question is, "Are you awesome today? Michael Hingson  44:05 I know, and that's oh yeah, Stephen Shaner  44:07 that's it's unexpected. People don't expect that, and they think, "Oh, you know, yeah, I am awesome. That's the the title of my podcast: "Are you awesome today? And when I answer the phone, you know, it's, "Are you awesome today? Or if I call somebody and they answer the phone, I'll say, "Are you awesome today? And it's completely different. It gets them thinking differently, and it gets them. Yeah, I am awesome today. You know. So rather than the the same old, how are you today? I'm fine. It's yeah, I'm awesome. Thanks for asking. You know. So questions do matter. Michael Hingson  44:35 When people ask me how I am, I just say I'm lovely, and I learned that from a friend, and I love it. It's great, you know. And and I've had some people who go, "What? But but you know, awesome. Yes, absolutely. But I do love to say I'm lovely, and I love Stephen Shaner  44:52 that. And it's different. People don't expect it, and no, it'll make their day. Believe it. It has an effect. Had a young lady on ham radio, teenager. And I'd always, whenever I talked to her on the radio, they said, "How are you today? Or this was, you know, this back when I was asking that question, and she would reply, "Dandy, thanks. You know, there you go. Yeah, and it was just, it was so much fun. It was like that's the kind of things we like to hear. Michael Hingson  45:14 You still a ham operator? Stephen Shaner  45:15 Oh yeah, yeah. I've I'm the emergency coordinator for Macon County, and I'm the district emergency coordinator for 13 counties here in Middle Tennessee for Aries Amateur Emergency Services, and president of our local club, and so very active. I just did some some Poda before I got on on here with you. Parks on the air got three contacts: a guy at Oklahoma, South Carolina, and Michigan. Michael Hingson  45:39 If I got industrious, I would get an antenna and connect my Kenwood back up. It's been a while since we moved down here, and I haven't had this running at all down here. And I really need to get it get it back up on the air. I've been a ham operator since 1964. I got my novice license in '64. My dad could have gotten his at any time. He wanted to wait until I could get mine, so we got them at the same time. Nice. And then in '65, got technician, and then soon after that, general class. Nice. And we we set up rigs at opposite ends of the house, and we would talk to each other and drive people around the whole town crazy because we would be talking about the weather. You know, I'd say, "How's the weather over there? And he'd say, "Oh, it's raining over here, and people knew that we were at opposite ends of the same house. I say, well, it's really nice and sunny here, and just drove people crazy. Stephen Shaner  46:27 I bet, but yeah, Nancy's got her. She's a she's an extra amateur extra, and we've got our VE credential, so we give the tests, and we just have a blast with the hobby. It's a fun hobby, and then when you can do the committee service too, it's it's great. Michael Hingson  46:39 I used to do things with races and also with Mars. Stephen Shaner  46:42 Yeah, Michael Hingson  46:43 and it's been a while, but I really need to get the antenna up and get an antenna in here and get back on the air. I think it'd be a lot of fun to do. Stephen Shaner  46:53 Contact a local club. I'm sure some people help you get that. Yeah, Michael Hingson  46:55 I just really need to do that. Yeah. So, how does energy affect attitude, and how do I get more energy? Stephen Shaner  47:02 Ah, boy, you know that's such a great question. That's a that's Michael Hingson  47:05 a that's a detailed one, isn't Stephen Shaner  47:07 it? It is, and I awesome Michael Hingson  47:09 question. It Stephen Shaner  47:10 is. I watch people; those people that are positive all the time. You you know, we meet them. They're just no matter what's going on, they're always positive. They always seem to have a lot of energy, and and I found that if we we want more energy, what we need to do is give energy. What I mean by that is is movement. Okay, if we find ourselves kind of low on energy, the battery is a little low. Just get up and move. And it doesn't have to be anything, you know, strenuous. Just in my office, I had a sit stand station, which meant I could take my whole computer and to monitor everything, raise them up. I could stand for you know, and I would stand for hours during the day. They gave me energy. Take a five minute walk, you know. And music is huge. If you know, play some music, dance in your cube. You know, sell tickets, have a little concert in your cube, fight your coworkers, and have a good time. But but just get up, move. That's really all it is. I get up at four a.m. every day, and I do an exercise program called the Five Tibetans, and then I do Tai Chi, and then you know read or work on the computer, whatever, and do until Nancy gets up around seven. And but that those two things give me energy throughout the day. And if I find myself in a slump, just getting up and taking a short walk will boost my energy level up Michael Hingson  48:18 every time. Stephen Shaner  48:20 Yeah. So I Michael Hingson  48:21 we didn't design our house this way, but we have a long island, but separating the family room living room area from the kitchen. And now, since it's just me, I will do I will put an audio book on and just do laps around the island, and I can get up to 15,000 steps without any great difficulty, just reading a book and and doing it, and it's a great way to get energy. And to I Stephen Shaner  48:45 bought Nancy a walk pad. These are these are fairly new. It's like a little miniature treadmill. There doesn't have the big handle thing sticking up. It's just a flat treadmill for walking. They're designed so you can like sit it under your desk and you can you know take some steps while you're at your computer or something. Yeah. But but because it's you know a little rough for her. It's pretty hilly out here to to get us up. So she's got a nice level place that she can just you know walk for 2030 minutes every day in the house. Where especially when it was our ice storm going on a couple weeks ago, you know, stay in and stay warm and not slip and fall. And but there's there's ways to do that. And like I said, even just standing up, I did a presentation at the local chamber of commerce this morning, and when I was in my presentation, rather than go back and sit down, I went to the back and stood the whole time. And at church on Sunday, I stand through the entire service in the back and just keeps my energy up. So Michael Hingson  49:36 I don't always do that, but I oftentimes stand, and I've been to to many meetings, and I'll just stand in the back of the room. And frankly, given some of the speakers, it's better to stand and get a little bit more energy. But but a lot of times, it's just good for me anyway to to do that, which is cool. Stephen Shaner  49:54 Yeah. Michael Hingson  49:56 So, do you think? People generally tend to truly understand gratitude, or is that still a hurdle that a lot of people need to work to get through? Stephen Shaner  50:09 I think they, like I said, I think they say the word, you know, and I say, you know, I'm grateful for this. But what does that mean exactly? I don't think they take it down to the the detail. Okay, and like I said that there's relationships there. So if I say you know I'm grateful for my health, what does that mean? Okay, well you know I'm I'm grateful that and and I come from a every male on my dad's side and every male on my mom's side has had heart disease, died of heart disease. My dad had his first bypass surgery at 48. He had a second. He died of a heart attack. You know so I'm 67 and I take no medications. Okay, so I'm grateful for my health. You know, so and the relationship there, me, my family is affected by my health. You know, my friends, my coworker, everybody that is is in my life is affected by my health. I'm grateful for. I don't go to the doctors very often because I don't need to, but I'm grateful that you know you had a heart valve problem, and our medical system for those types of things is second to none. Michael Hingson  51:11 Yeah, Stephen Shaner  51:12 you know. So and even though I'm an hour away from a big hospital, I'm grateful that that is there if I do need it in in some way. You know, exactly, exactly right. Michael Hingson  51:21 Same thing for me. Stephen Shaner  51:23 Yeah. So we don't. I don't think we say, "Yeah, I'm grateful for that. But what does that really mean? And I think you're right. We don't. We don't take it deep enough and really think about. Okay, what does this really mean? And and again, with those relationships, okay, I'm grateful for my wife. Does she know? I hope so. You know, because I I do tell her frequently. I say Michael Hingson  51:42 telling her helps. Stephen Shaner  51:43 Yeah, it does. It really really does. So, Michael Hingson  51:48 and likewise, I'll bet she's grateful for you. Stephen Shaner  51:51 I think so. I hope so. So we've been we've been married. It'll be 45 years in July. So Michael Hingson  51:56 we were married 40 years before Karen passed. Karen was in a wheelchair her whole life, and the body just eventually slows down. I I learned from her sister that I've I've never heard this from my wife, but her sister told me, oh, they never thought she was going to live live past 30. Well, she lived to be 73, and the reality is, I I'm not sure. I totally buy that that that what her sister said was true because I've never been able to to verify it anywhere else. But Karen Karen lived a good life, but as I said, the body eventually does slow down, especially dealing with a wheelchair and all that, and things happen. But I know that we have 40 years of wonderful marriage memories, and as I said, she's out there monitoring. And if I misbehave, I'm going to hear about it. So I don't even chase the girls. Stephen Shaner  52:48 Yeah, I would Michael Hingson  52:49 point out they don't seem to be chasing me either. No, no reference to anything on the podcast, folks. Just saying. So, Stephen Shaner  52:56 and I think attitude plays a huge role in your health too. And I know there's a lot of literature out there that would back that up. Michael Hingson  53:04 So clearly, a positive attitude is a wonderful thing, and I'm sure that that given all that you do with a positive attitude, you you by definition affect a lot of other people as well. Stephen Shaner  53:16 It's it's amazing how many people just make comments. You know, comment I'll make. Oh, I wasn't expecting that. Thank you so much, or anything like that. I was in a, I was out running errands one day for work at lunchtime, and as I was heading back to the office, I got rear-ended, and pretty substantially. And so I got to the side of the road and and kind of shut everything off. I took inventory. I was okay, but those negative emotions, you know, the frustration, the anger, and those things started to creep in, and I finally just I took a breath and I said, and I asked a question. The question

Welcome to The K-State Pregame Show presented by GoPowercat.com, featuring publisher Tim Fitzgerald and analyst Cole Carmody. The Kansas State Wildcats are coming off a comfortable 34-7 victory over Washington State to move to 2-0 on the season. K-State puts that unbeaten record on the line with an 11 a.m. game with Tulane at Bill Snyder Family Stadium. This is the final game of a three-game series with the Green Wave, with each team winning on the road in the first two games. The game kicks off at 11 a.m. (Central Time) on Saturday at Bill Snyder Family Stadium in Manhattan and will be televised on ESPN2.Become a VIP at GoPowercat.com and unlock our extensive written coverage: https://secure.247sports.com/college/kansas-state/join/?promo=JOINSo, what are you waiting for? Sign up to GoPowercat now!CLICK HERE AND TAKE ADVANTAGE OF OUR CURRENT OFFER

GoPowercat's Tim Fitzgerald and Ryan Gilbert team up for another edition of the Powercat Podcast as Kansas State moved to 2-0 with a victory over Washington State, with Tulane coming to Bill Snyder Family Stadium on Saturday. Two interceptions thrown by quarterback Avery Johnson have been a topic of conversation among fans, so we start the show with that topic. The Powercat Podcast is sponsored by Energy Center Manhattan Pool, located at 528 Pillsbury Drive in Manhattan, a proud dealer of Smokin' Brothers grills.Are you enjoying our free video coverage of the Wildcats?Become a VIP at GoPowercat.com and unlock our extensive written coverage: https://secure.247sports.com/college/kansas-state/join/?promo=JOINSo, what are you waiting for? Sign up to GoPowercat now!CLICK HERE AND TAKE ADVANTAGE OF OUR CURRENT OFFER

the first hour of Tootell & Nuanez, Ryan and Colter discuss the upcoming matchup between Lane Kiffin-led LSU and his former team, Ole Miss, in a game that is sure to bring plenty of drama and storylines.Next, Colter provides an interview with this week's Griz Star of the Week, Dylan Paine, as they discuss his big performance last weekend, his previous experience playing against Oregon State during his time at Washington State, and his decision to come to Montana knowing Eli Gillman would be the Grizzlies' lead back.

Live from the Virginia Beach Convention Center. Will and Karen bring a special on-site edition of the show, broadcasting straight from the floor of Spirit Fest, sitting down with the woman who built the whole thing: festival founder Mary Ellen Popyk.What starts as a quick "thanks for having us" turns into a real look at why this particular mind, body, spirit festival has become a destination event, not just a local pop-up. Mary Ellen explains what separates Spirit Fest from other shows on the circuit: a genuine sense of community that keeps attendees parked in their seats all weekend, vendors flying in from Florida and Washington State, and a vetting process for readers and mediums strict enough that first-timers can walk in without fear of getting scammed.Along the way, Will and Karen swap stories on past-life research, run into Will's cousin (a fighter pilot) in the crowd, and get a few teasers on what's next for Spirit Fest, including a rebuilt vendor-focused website, a possible West Coast expansion, and big-name additions to the lineup.In this episode:What makes Spirit Fest different from other mind, body, spirit conventionsWhy vendors travel across the country, twice a year, just to be part of itHow Spirit Fest vets its readers and mediums to protect attendees from scamsA detour into past-life parallels between old relationships and this lifetimeWhat's coming next: a new interactive website, expansion out West, and bigger-name guestsGuest: Mary Ellen Popyk, Founder of Spirit FestRecorded live at: Virginia Beach Convention CenterThe Skeptic Metaphysicians is a spiritual awakening podcast for open-minded thinkers who refuse to check their critical thinking at the door. Each episode explores consciousness expansion, enlightenment, soul purpose, and soul growth through honest, grounded conversation with leading voices in metaphysics, psychic phenomenon, quantum healing, and beyond. We dive deep into spiritual awakening, ascension, alignment, and the awakening process without the dogma. From mediumship and spirit guides to Arcturian contact, astrology, and the subconscious mind, we explore it all with curiosity, humor, and zero guru worship. Whether you're in the middle of your own awakening, questioning reality, or just spiritually curious, this is the podcast for seekers and skeptics alike.Subscribe, Rate & Review!If you found this episode enlightening, mind-expanding, or even just thought-provoking (see what we did there?), please take a moment to rate and review us. Your feedback helps us bring more transformative guests and topics your way!Connect with Us: 

The crew from GoPowercat returns for another season of The K-State Insiders, discussing Kansas State's 34-7 victory over Washington State on Saturday to move to 2-0 on the season. Tulane, which has an interesting recent history with the Wildcats and Coach Collin Klein, comes to Manhattan on Saturday for an 11 a.m. game. This week's show is hosted by GoPowercat managing editor Ryan Gilbert and features GoPowercat publisher Tim Fitzgerald, recruiting editor Cole Carmody, Brien Hanley, host of the Big 12 Insiders, and this week's former player guest is long snapper Randen Plattner.

Season 12 Final: Jean Kelly Widner is the author of The Adoption Paradox: Putting Adoption into Perspective, a powerful exploration of the complex realities of adoption. Born in 1965 and adopted at birth in Washington State, Jean lives the paradox she writes about-experiencing both love and loss, belonging and separation. In her book, she shares stories from all sides of the adoption triad: adoptees, birth parents, and adoptive families, alongside insights from mental health experts. Jean brings clarity and compassion to a subject often wrapped in silence and misconception. With a background as a marketing consultant and joint venture affiliate marketing expert, she and her husband have built and sold two successful e-commerce companies. She also owns a local news and storytelling blog in Boulder City, Nevada, where her love of writing continues to grow. Jean lives in Southern Nevada with her husband and two dogs, and often escapes the desert heat in their camper van, where they work remotely and explore new places. Through her writing, she invites readers to see adoption not as a simple narrative of rescue or loss-but as a layered, human experience that deserves honesty, empathy, and ethical reflection. Jean on YouTube Season 12 Book: The Adoption Paradox by Jean Kelly Widner Sign up to be part of our mailing list! Thank you to our Patreons! Join at the $10 level and be part of our monthly ADOPTEE CAFE community. The next meeting will be Saturday, September 26th at 1 pm ET. Jean on YouTube RESOURCES for Adoptees: Adoptees Connect Adoptee Mentoring Society Gregory Luce and Adoptee Rights Law Fireside Adoptees Facebook Group Dr. Liz Debetta: Migrating Toward Wholeness Movement Moses Farrow - Trauma therapist and advocate National Suicide Prevention Lifeline – 1-800-273-8255 OR Dial or Text 988. Kristal Parke Because She Is Adopted Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jim and Ky dig into the reborn Pac-12, giving context to the new league landscape and discussing the team-by-team outlook of all nine squads. Is Gonzaga head-and-shoulders above everyone? Who is the best of the rest? Can new coaches at Utah State and Oregon State generate postseason berths in their debuts?  The Rundown (0:10) - Intro (7:21) - Root's Roundup (13:54) - Pac-12 Preview  Order of team previews: Gonzaga, Utah State, Colorado State, San Diego State, Oregon State, Boise State, Washington State, Texas State, Fresno State Support us and the sponsors! YouTube Channel (like and subscribe!) Basket Under Review / The Burner Discord (NEW AND IMPROVED - sign up and join us!) CBB Analytics promo code "Weave" for $40 off subscription

Ken Carman and Anthony Lima break down a wild college football weekend, defending Dante Moore and Arch Manning while ripping Ryan Day for playing conservatively and lacking urgency in Ohio State's loss to Texas, with a detour into Oklahoma's defensive dominance over Washington State. A caller named Tay tries to blame Cleveland media for hyping Deshaun Watson's "operational" skills in the preseason and thus influencing Todd Monken's decision, but Ken pushes back hard, pointing out Monken made the call himself and that people inside the building reportedly think Shedeur Sanders is even worse at those same operational details. Ken closes by insisting he takes no pleasure in fan backlash toward Watson and doesn't believe there's some grand conspiracy forcing Monken's hand at quarterback.

   The Border War is back in Lawrence for the first time in 21 years and the pressure is all on Mizzou.  Stan Weber is here with the matchups that matter for KU and MU.  We talk week one clues and new coaching trends throughout CFB.  KSU host Washington State and Texas and Ohio State have a top 5 showdown.    Then, Lee Sterling of www.paramountsports.com has your point spread picks and two plays this weekend for $1.    Finally, our song of the week is about the government and you're going to like most of it.

About a year after Susan Cox Powell disappeared from her home in West Valley City, Utah, a man entered a mom-and-pop bookstore one town over and stabbed the owner of the shop to death. The November, 2010 murder of Sherry Black was an inverse of the Susan Powell case: a body and physical evidence, but no suspect. It took police a decade before investigative genetic genealogy led them to Sherry Black's killer. That man is now in prison for life. Black's daughter, Heidi Miller, spent a decade of her life trapped in a stage of suspended grief. Heidi didn't know who killed her mom, or why. In the midst of that uncertainty, Heidi created a non-profit organization, the Sherry Black Foundation, to try and create something positive out of her tragedy. On September 26, 2026, the Sherry Black Foundation will co-host the inaugural Utah Missing and Unsolved Day, bringing together investigators, victim families and service providers. The goal is to make sure no cold case goes uninvestigated, no murdered or missing loved one unforgotten. Ahead of the event, Heidi Miller shares her story with COLD host Dave Cawley in a revealing personal interview. For years, investigative reporter Dave Cawley has been studying thousands of police documents, journals, videos and diary entries. He tracked down new sources, followed new leads and traced Josh Powell's trail from West Valley City, Utah, through Idaho, Oregon, Nevada and on to Washington State, where Powell killed himself and his two sons. Cold is the most complete retelling of the Susan Powell story ever. Join Dave Cawley in his search for truth. Share your thoughts: Instagram Facebook Reddit Episode credits: Research, writing and hosting: Dave Cawley Audio production and mastering: Aaron Mason KSL executive producer: Sheryl Worsley If you enjoy Cold, please try these other great shows from KSL Podcasts: The Letter, Ransom, Stranger Becomes Neighbor

What if getting older doesn't have to mean losing your memory? Learn how neuroplasticity, healthy habits, and simple memory exercises can help keep your brain strong at any age.Summary: We often assume that getting older means our memory and brain function will inevitably decline—but emerging science tells a more hopeful story. On this episode of The Science of Happiness, we'll explore how neuroplasticity, along with practices like memory exercises, stress reduction, sleep, exercise, and finding a sense of purpose, can support brain health as we age. How to Remember Where You Parked: Pause before you walk away: Take a moment to look at your car and notice your surroundings. Identify your location: Pay attention to the floor, row, section, level, or nearby landmarks. Create a funny image: Turn the location into a memorable mental picture. For example, if you're parked in section 4B, imagine four bears sitting inside your car. Make it vivid: The sillier, stranger, or more ridiculous the image, the better. Let yourself have fun with it. Take a mental snapshot: As you walk away, look back at your car and surroundings and imagine the funny scene there. Use the image to find your car: When it's time to leave, bring the funny image back to mind and use it to recall your section, floor, or location. Scroll down for a transcription of this episode.Today's Guests:CRYSTAL LEWIS works with high school students in Washington State, supporting them both in and out of the classroom. DR. MAJID FOTUHI is a neuroscientist, author, and professor at the Johns Hopkins Mind Brain Institute. Learn more about Dr. Majid Fotuhi: https://drfotuhi.com/Related Science of Happiness episodes:What To Do When Stress Takes Over: https://tinyurl.com/yxf3jawnAre You Remembering the Good Times: https://tinyurl.com/ysbwrnr4The Contagious Power of Compassion: https://tinyurl.com/y6bpvbv5Related Happiness Break episodes:The Healing Power of Your Own Touch: https://tinyurl.com/rrtpje2xA Meditation on the Uniqueness of Your Own Voice: https://tinyurl.com/36x3fbk7The Unexpected Joy of Slow Looking: https://tinyurl.com/4uudwwc2Message us or leave a comment on Instagram @scienceofhappinesspod. E-mail us at happinesspod@berkeley.edu or use the hashtag #happinesspod.Help us share The Science of Happiness! Leave us a 5-star review on Apple Podcasts or share this link with someone who might like the show: https://tinyurl.com/2p9h5aapTranscription: https://tinyurl.com/547b3ax4

Derek will be returning for part two of the The Triangle Series. Derek Condit, an author, researcher, psychic intuitive, inventor, U.S. Army veteran, and former Washington State correctional officer. Based in the Pacific Northwest, Derek explores the fascinating intersection of documented history, eyewitness testimony, unexplained phenomena, folklore, and personal experience. His work examines the stories and events that challenge our understanding of the world around us. Derek is the creator of The Triangle Series, a collection of books investigating regions associated with unusual activity including UFO encounters, Bigfoot and cryptid sightings, paranormal experiences, unexplained lights, historic mysteries, and other events that defy easy explanation. Check Out The Triangle Series   His approach is open minded and story-driven. Rather than dismissing experiences simply because they fall outside conventional understanding, Derek allows witnesses to share their stories and examines the possibilities surrounding what they encountered. His interest in the unexplained is also deeply personal. Derek has experienced unexplained phenomena firsthand, including a Bigfoot encounter in Washington State. As Derek explains: "My connection to these subjects is also deeply personal. Both my 87-year-old father, a former NSA agent, and I have had our own Bigfoot encounters. Mine occurred in Washington State, while his took place in Northern California." Derek's 16 years as a Washington State correctional officer also provided him with numerous unusual experiences. Some occurred inside the Washington State Reformatory, while others took place during night-shift assignments outside the prison. These firsthand encounters, combined with years of research, have shaped Derek's unique perspective on the unexplained.   Cosmic Shungite: https://www.CosmicShungite.com Bigfoot's Gems: https://www.BigfootsGems.com