Podcasts about Inclusion

Two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Mori Taheripour.

Two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Mori Taheripour.

How to unlock the power of groups through collective communication.They say teamwork makes the dream work. But as Colin Fisher knows, unlocking the power of groups requires a specific kind of collective communication.Fisher is an associate professor of organizations and innovation at University College London School of Management and author of The Collective Edge: Unlocking the Secret Power of Groups. His research reveals the dichotomy of group dynamics: "Groups can be the pinnacle of human accomplishment," he says. "But groups also have these tendencies to restrict us, to take away our individuality, and to sometimes make us the worst versions of ourselves.” The key, he argues, is fostering communication that maximizes the creative synergy of collaboration while minimizing the pressure to conform.In this episode of Think Fast, Talk Smart, Fisher joins host Matt Abrahams to share evidence-based strategies for effective teamwork, from selecting the ideal group size to fostering psychological safety. Whether with our coworkers, our families, or our friends, Fisher's insights reveal how collective communication can make or break group success.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Colin FisherColin's Book: The Collective EdgeEp.174 Fix Meetings: Transform Gatherings Into Meaningful MomentsEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings   Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:19) - Advantages and Disadvantages of Groups (03:53) - What Makes Teams Successful (05:37) - The Ideal Group Size (06:33) - Building Psychological Safety (08:49) - Launching a Team for Success (13:10) - Making Meetings More Effective (16:25) - The Final Three Questions (23:13) - Conclusion   ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today

Two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Mori Taheripour.

Hospitality meets purpose in Lantern Columbia, a stunning adaptive reuse project turning a historic firehouse into a boutique hotel that celebrates inclusion and community. In this episode, Glenn Haussman and Anthony Melchiorri talk with David Tart, Managing Partner at Raines Company, about how the Lantern will partner with the University of South Carolina's Carolina LIFE program to employ individuals with intellectual disabilities and create a model for inclusive hospitality. From design and construction to culture and mission, David explains how hotels like Lantern Columbia show that doing good and doing well aren't mutually exclusive — they're connected. What we cover

In this episode, I sit down with Regina Martin and Lindsay McGlone, two business friends of mine who are very vocal and bold about what we're missing when it comes to inclusion in the online space.   I wanted to ask those questions that we hear in spaces that they aren't in – many of us have seen the eye rolls, felt frustrated by the increasing need to consider more and more in our stage lineups and often feel like we're never doing enough. I wanted to talk openly in a non judgemental space about these issues and so that's exactly what we did.   In this episode, you'll gain more of an understanding of what's important when it comes to inclusion and why with practical tips on where to start.   Lindsay McGlone is an Instagram strategist who helps business owners, get better reach, engagement and make more sales through Instagram. Lindsay boldly states that no one teaches Instagram like they do, adding perspective as an influencer. She teaches creative ways to use the platform that makes you stand out in the crowd, that go beyond vanity metrics. Making sure that Instagram is the place that you create leads, convert and sell time and time again.   https://www.instagram.com/rollinwithlindsay_     Regina Martin is a Visibility Strategist and founder of The NETwork, an inclusive community redefining how entrepreneurs connect and get seen. With her signature blend of brand strategy, web design, and confidence coaching, Regina helps visionary founders build magnetic online presences that turn visibility into genuine opportunity. Passionate about making business spaces more authentic and inclusive, she empowers entrepreneurs to shine unapologetically, elevate their digital impact, and grow through connection, confidence, and community.   https://www.instagram.com/the_regina_martin   This podcast is sponsored by Autm. Go to autm.ai/lisa to unlock 3 months' subscription and see for yourself just how good Autm is. Resources from Lisa:   • Download my business basics course, Fabulous Foundations absolutely FREE https://go.lisajohnson.com/ffo123 • Visit my website https://www.lisajohnson.com/ • Follow me on Instagram https://www.instagram.com/lisajohnsonstrategist/ • Follow me on Facebook https://www.facebook.com/lisajohnsonstrategist

On this episode of Animal Spirits: Talk Your Book, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Carlson⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ are joined by Jonathan Shelon, Chief Operating Officer at KraneShares to discuss: the AI opportunity set, how to invest in private companies in an ETF, the differences between now and the dot-com bubble and the Kraneshares Artificial Intelligence & Technology ETF. Find complete show notes on our blogs... Ben Carlson's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠A Wealth of Common Sense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Michael Batnick's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Irrelevant Investor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Feel free to shoot us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠animalspirits@thecompoundnews.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ with any feedback, questions, recommendations, or ideas for future topics of conversation. Check out the latest in financial blogger fashion at The Compound shop: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://idontshop.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Ben Carlson are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

Click here for the DRB Daily Sign Up form! TODAY'S SCRIPTURE: Job 35-36; 1 Corinthians 7-8 Click HERE to give! Get Free App Here! One Year Bible Podcast: Join Hunter and Heather Barnes on 'The Daily Radio Bible' for a daily 20-minute spiritual journey. Engage with scripture readings, heartfelt devotionals, and collective prayers that draw you into the heart of God's love. Embark on this year-long voyage through the Bible, and let each day's passage uplift and inspire you. TODAY'S EPISODE: Welcome to the Daily Radio Bible podcast! In today's episode, Hunter guides us through the Scriptures on this 10th day of November, sharing readings from Job 35 and 36 and 1 Corinthians 7 and 8. Together, we reflect on themes of God's justice, the blessing and challenges of marriage, and the powerful truth that love—not simply knowledge or religious performance—is the true mark of faith. As Hunter reminds us, we gather from all over the world to listen, pray, and kindle our hearts by the fire of God's love. Through thoughtful commentary and heartfelt prayers, today's episode invites us to let love be our guide in all things, seek God's purpose, and remember that regardless of what we know or achieve, we are deeply loved. Settle in, open your heart, and join the Daily Radio Bible community in a journey of faith, hope, and prayer. TODAY'S DEVOTION: Love is the truest test of what we really know. In today's reading, Paul makes a remarkable statement that challenges how we so often measure spiritual maturity and inclusion. He writes, "There is one God, the Father, by whom all things were created and for whom we live. And there is one Lord, Jesus Christ, through whom all things were created and through whom we live." This is the kind of central truth you'd expect every believer to know, and yet Paul says, "However, not all believers know this." What a surprise. Even those who don't grasp the most basic tenets of faith are still counted as part of the community. We might think—in our churches and small groups and ministries—that knowing the right things, saying the right things, and praying the right things is the ticket in. But that's not Paul's view. Inclusion isn't about how much you know—it's about being known by God, the God who is love. Love gives itself to those who don't know, to all of us. Love lays down privilege and knowledge and lifts up those who are weak and uncertain. So Paul's advice is radical: let love be your guide. Let love direct your actions, and respond to those who "don't know" with patience, grace, and self-giving. Love is our catechism; it's our teacher and our guide. Whatever knowledge we possess, it should never stand above love, but always submit to it—for love instructs us in all we need to know, in God's perfect timing. Let love be our first concern, and then let's see what God will do. That's a prayer for my own soul, for my family—my wife, my daughters, my son—and it's a prayer for you. May it be so. TODAY'S PRAYERS: Lord God Almighty and everlasting father you have brought us in safety to this new day preserve us with your Mighty power that we might not fall into sin or be overcome by adversity. And in all we do, direct us to the fulfilling of your purpose  through Jesus Christ Our Lord amen.   Oh God you have made of one blood all the peoples of the earth and sent your blessed son to preach peace to those who are far and those who are near. Grant that people everywhere may seek after you, and find you. Bring the nations into your fold, pour out your Spirit on all flesh, and hasten the coming of your kingdom through Jesus Christ our Lord, Amen.   And now Lord,  make me an instrument of your peace.  Where there is hatred let me sow love. Where there is injury, pardon.  Where there is doubt, faith. Where there is despair, hope.  Where there is darkness, light.  And where there is sadness,  Joy.  Oh Lord grant that I might not seek to be consoled as to console. To be understood as to understand, to be loved as to love.  For it is in the giving that we receive, in the pardoning that we are pardoned, it is in the dying that we are born unto eternal life.  Amen And now as our Lord has taught us we are bold to pray... Our Father who art in heaven, hallowed be thy name, thy kingdom come thy will be done on earth as it is in heaven, give us this day our daily bread, and forgive us our tresspasses as we forgive those who trespass against us, and lead us not unto temptation, but deliver us from evil, for thine is the Kingdom and the power and the glory forever. Amen. Loving God, we give you thanks for restoring us in your image. And nourishing us with spiritual food, now send us forth as forgiven people, healed and renewed, that we may proclaim your love to the world, and continue in the risen life of Christ.  Amen.  OUR WEBSITE: www.dailyradiobible.com We are reading through the New Living Translation.   Leave us a voicemail HERE: https://www.speakpipe.com/dailyradiobible Subscribe to us at YouTube: https://www.youtube.com/@Dailyradiobible/featured OTHER PODCASTS: Listen with Apple Podcast DAILY BIBLE FOR KIDS DAILY PSALMS DAILY PROVERBS DAILY LECTIONARY DAILY CHRONOLOGICAL  

In this episode of the HR Leaders Podcast, we speak with Sandrine GIRSZYN, Chief Human Resources Officer Headquarters at AXA, about redefining the role of the manager in a fast-changing world. Sandrine explains how managers have become the crucial layer holding transformation, well-being, and performance together, and why HR must put them back at the center of organizational strategy.She shares how AXA is supporting more than 4,000 managers worldwide through a human-centered approach built on listening, co-creation, and trust. Rather than relying solely on AI or digital training, Sandrine reveals how in-person connection, community, and peer learning have become AXA's secret to real development.From creating a “People Link” community to launching a global coaching platform, this episode is a roadmap for every HR leader trying to upskill managers while keeping the human touch alive.

In this episode of Crossing Faiths, John Pinna speaks with Rushan Abbas, an advocate for the Uyghur community and founder of the Campaign for Uyghurs, about the history and ongoing genocide of her people. Abbas explains the Uyghurs' distinct identity as a Turkic, Muslim people from East Turkestan (now called Xinjiang by China), tracing the evolution of their persecution from the Cultural Revolution to the present day. She details the current atrocities, linking them to Xi Jinping's Belt and Road Initiative, and describes the horrific conditions in concentration camps, including torture, forced sterilization of women, family separation, and the use of forced labor to create a profitable genocide. Sharing her personal story of how her own activism led to her sister's imprisonment, Abbas highlights the Chinese government's transnational repression and concludes with a powerful call to action, urging listeners to educate themselves, use their consumer power to boycott goods made with forced labor, and pressure their governments to hold China accountable.

Feeling the pressure to have all the answers? You're not alone. Mick Spiers sits down with Jim Fielding—former senior executive at Disney, Fox, and DreamWorks, and author of All Pride No Ego—to explore why modern leadership rewards curiosity over certainty. Together, they unpack how to build teams that think bravely, speak freely, and perform under pressure.Jim takes us inside his pandemic pivot from corporate operator to coach and storyteller, revealing the ten leadership lessons he wishes he knew at 25. The conversation dives into the politicization of DEI and the real challenge leaders face today: teams are already diverse in background and thought. The true edge lies in creating workplaces where people feel safe, respected, and heard. Jim shares how leaders can adapt their language—focusing on community, collaboration, and belonging—while still holding managers accountable for the behaviors that drive inclusion.The episode also tackles the chill around free speech, the mechanics of psychological safety, and how leaders can navigate political diversity at work. Jim outlines a calmer, more thoughtful approach: slow down for facts, invite dissent on purpose, and turn meetings into engines of learning. From supporting employees through sudden policy shifts to encouraging civic participation without partisanship, this episode offers practical tools and a steady compass for leading with empathy, courage, and curiosity.

In this powerful episode of The Special Chronicles Podcast, host Daniel Smrokowski welcomes Matthew F. Gorski, Athlete Leader with Special Olympics Illinois, to talk about his incredible journey running the 2025 Chicago Marathon. Matthew takes us behind the scenes of what it's like to train for 26.2 miles — from early training runs and mental preparation to race day excitement and the unforgettable moment he crossed the finish line. He also shares how representing Special Olympics at the marathon embodies leadership, inclusion, and perseverance.

Welcome to Connected Leadership Bytes. This week Andy Lopata looks back into the archive for a conversation from October 2020. This episode features Andy Woodfield and Dr. Heather Melville OBE and explores the practical, unfiltered realities of building truly diverse and inclusive teams. Andy Woodfield shares the story behind his mission to build one of PwC's most diverse leadership teams in just six months. He reveals it wasn't just for optics; it was driven by the core belief that you need diverse voices to spot both risks and hidden opportunities. The discussion moves past the buzzwords to confront the hard part: inclusion. Andy Woodfield shares his stark learning that "diversity leads to chaos" unless leaders actively work to harness it—it's not a natural evolution. Dr. Melville provides powerful insights from her stellar career, explaining how she successfully overcame pushback by tying Diversity & Inclusion directly to the business case and client acquisition. Why you should listen 1. Why does Andy Woodfield warn that diversity, on its own, naturally leads to chaos, not inclusion? 2. What are the "micro-frictions" that systemically resist change, even when a leader has a clear vision? 3. How did Dr. Melville successfully reframe D&I work at RBS from an internal "nice-to-have" into a powerful client acquisition strategy? 4. Why does true diversity require leaders to be "prepared to be fired" for doing the right thing? Actionable Insights Stop Delegating Discovery: Dr. Melville points out that leaders who just delegate D&I to HR or use the same headhunters will get the same results. To find diverse talent, leaders must do the research and networking themselves and look in different places. Protect the Uniqueness: When onboarding a new senior hire (especially one from a diverse background), actively and repeatedly remind them why they were hired. As Andy Woodfield notes, their desire to "fit in" is high. Your job is to reinforce that their unique perspective is the value, not something to be minimised. Find the Business Case: To overcome pushback, tie D&I directly to business outcomes. Dr. Melville successfully argued that unsupported female employees were leaving to become entrepreneurs—and then taking their business to competitor banks. D&I wasn't just an internal metric; it was a client retention and acquisition strategy. SELECTED LINKS FROM THE EPISODE Connect with Andy Lopata:⁠ Website⁠ |⁠ Instagram⁠ |⁠ LinkedIn⁠ |⁠ X/Twitter⁠ |⁠ YouTube⁠ Connect with Heather Melville:⁠ Website⁠ |⁠LinkedIn⁠ | Connect with Andy Woodfield:⁠ Website⁠ ⁠The Financial Times Guide to Mentoring⁠ ⁠Episode 142 Featuring Andy Woodfield and Heather Melville⁠  

1 Corinthians 12: Diversity, Equity and Inclusion (1 Corinthians - Untangling Church) taught by Pastor Dave Rolph on 11-09-25.

This edWeb podcast is hosted by CAAASA, The California Association of African American Superintendents and Administrators.The edLeader Panel recording can be accessed here.A diverse educator workforce is vital to providing students with role models who reflect their experiences, backgrounds, and aspirations.Join us for an edWeb podcast with Dr. Adam Clark, Superintendent, Mt. Diablo USD; Dr. Antoine Hawkins, Superintendent, Evergreen Elementary School District; and Dr. Kai Mathews, Founder and Lead Designer, The Libertory Classroom. They draw on insights and information presented at the CAAASA Annual Roundup held in September 2025 and share district strategies to grow and sustain a teacher workforce that mirrors their diverse student populations.The panelists discuss effective approaches such as “grow your own” initiatives, partnerships with universities and preparation programs, and innovative recruiting strategies to attract diverse candidates. They also explore how districts can create supportive environments and professional pathways that help teachers stay, thrive, and advance in the profession.Join this conversation to learn actionable strategies and leadership insights that foster equity, inclusion, and excellence across the educator pipeline.This edWeb podcast is of interest to all K-12 educators, administrators, and policymakers.CAAASACAAASA, a group of ed leaders, advocates for policies addressing African-American student success.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.

On this episode of Animal Spirits: Talk Your Book, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Carlson⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ are joined by Ara Kharazian, Economist at Ramp to discuss: how companies run their finances, trends in artificial intelligence usage and why tariffs are so confusing. This episode is brought to you by VanEck. Learn more about the VanEck Rare Earth and Strategic Metals ETF: ⁠⁠http://vaneck.com/REMXCompound⁠⁠ Find complete show notes on our blogs... Ben Carlson's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠A Wealth of Common Sense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Michael Batnick's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Irrelevant Investor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Feel free to shoot us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠animalspirits@thecompoundnews.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ with any feedback, questions, recommendations, or ideas for future topics of conversation. Check out the latest in financial blogger fashion at The Compound shop: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://idontshop.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Ben Carlson are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

On episode 216 of The Compound and Friends, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Downtown Josh Brown⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ are joined by Eric Jackson to discuss: searching for 100 baggers, the case for Opendoor, Eric's legendary Carvana call, OpenAI's wild week, and much more! This episode is sponsored by Victory Capital & Apex Fintech Solutions. Learn more about GFLW and get important information at http://www.victoryshares.com/ Learn more about Apex at https://apexfintechsolutions.com/augmented-advice Sign up for The Compound Newsletter and never miss out: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠thecompoundnews.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠instagram.com/thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠twitter.com/thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/company/the-compound-media/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠tiktok.com/@thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Josh Brown are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Investments in securities involve the risk of loss. Any mention of a particular security and related performance data is not a recommendation to buy or sell that security. The information provided on this website (including any information that may be accessed through this website) is not directed at any investor or category of investors and is provided solely as general information. Obviously nothing on this channel should be considered as personalized financial advice or a solicitation to buy or sell any securities. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the HR Leaders Podcast, we sit down with Alejandra Piñol, Deputy Chief HR Officer at IKEA, to explore how one of the world's most iconic brands keeps its culture alive while transforming at global scale. Alejandra opens up about leading through rapid change and protecting the company's unique values across more than 170,000 co-workers and 60 countries.She shares how IKEA empowers its frontline teams through trust and autonomy, and how simplicity has become the foundation of their HR transformation. Alejandra explains the importance of listening to co-workers, building leaders from within, and keeping people, not process, at the heart of every decision.From balancing consistency and local relevance to nurturing humility and belonging, this episode is a blueprint for scaling culture without losing your soul.

Jordyn Zimmerman is a passionate educator, disability advocate, and accessibility innovator. Diagnosed as autistic and denied access to augmentative and alternative communication (AAC) until age 18, Jordyn's work centers on ensuring every learner has the tools and supports they need to thrive. Their advocacy is rooted in personal experience with segregation and inclusion, making their voice essential for building more inclusive schools.In this episode, Jordyn Zimmerman shares their journey from segregation to meaningful inclusion in schools. The conversation covers the importance of presuming competence, the need for accessible communication, and how policy and practice must evolve to create truly inclusive communities. Jordyn also discusses their work with the Nora Project and Center for Enriched Living, and what it means to measure success beyond just placement numbers.Complete show notes and transcript: https://mcie.org/think-inclusive/designing-schools-for-belonging-jordyn-zimmerman-on-inclusion-and-aac-tools-1310/

In this conversation, May Zabaneh breaks down PayPal's move into stablecoins with PYUSD and why it matters for financial inclusion. We explore how PYUSD could lower costs for cross-border payments, deliver faster settlement, and plug directly into PayPal's existing ecosystem. The discussion covers why PayPal built a proprietary stablecoin, early adoption and real-world use cases, and plans for international expansion. We also examine the role merchants play in crypto acceptance, how DeFi and traditional finance are converging, and why interoperability will be essential in the next phase of digital payments.Chapters00:00 PayPal's Vision for Stablecoins02:47 Why PYUSD? Rationale and Goals05:18 Stablecoin Advantages: 24/7, Inclusion, Cross‑Border08:22 Why Proprietary vs Supporting Others11:06 Unlocking B2B and Rebuilding On‑Chain12:20 PYUSD in the PayPal/Venmo Ecosystem14:21 International Expansion and Global Transfers17:02 Merchant Fit: Categories, Costs, Declines19:32 User Segments: Crypto‑Curious to Super Users23:28 Pay with Crypto: Scaling to Larger Merchants29:38 PYUSD in DeFi: Open and Multi‑Chain32:01 Liquidity, Partnerships, and the Three Pillars35:56 Interoperability and Evolving Roles39:11 AI x Payments: Agent‑Driven Commerce40:42 Finding the Flywheel, What's Next

Colm Boohig, Dara Smith-Naughton, Meghann Scully, and Arthur O'Dea bring you through this morning's papers, which include news of Ireland's squad for the final international window of the World Cup qualifier campaign.

How do great teams solve hard problems? Dr. Michaela Kerrissey believes it starts with curiosity, care, and a willingness to work together. Her research explores what makes teams thrive—how people from different backgrounds can bridge gaps, listen to one another, and turn collaboration into real innovation.Michaela is an Associate Professor of Management at the Harvard T.H. Chan School of Public Health, where she studies how healthcare organizations innovate, improve, and integrate services. Her work focuses on team dynamics, cross-sector collaboration, and leadership behaviors that help groups move from impasse to impact. She was named to the 2023 Thinkers 50 Radar list of top global management thinkers.Michaela joined the podcast to discuss what makes teams effective, why a “we mindset” matters, and how to build cultures of openness, excellence, and shared problem-solving in any organization.Michaela joined the podcast to discuss what makes teams effective, why a “we mindset” matters, and how to build cultures of openness, excellence, and shared problem-solving in any organization.

absolutely poeticThis show is about DEI, Diversity, Equity and Inclusion and in a first for the podcast, we'll go absolutely poetic and start with a poem.The book, in which this poem by Alan Maley appeared, is available free of charge from the British Council. It's called Integrating global issues in the creative English language classroom … Continue reading "DEI +++ Verónica Higareda +++ authenticity +++ Absolutely Intercultural 312"

In this episode, we pause to express gratitude and reflect on the lessons learned through nearly a year of intentional engagement on immigration justice, in partnership with Village Engage and the Greenville Immigration and Faith Coalition. Listen in as our team explains how this journey has changed us and check out some of the photos from moments of community engagement.Welcome to this very special series, New Roots, New Voices: Listening to Our Immigrant Neighbors. where we will listen to and lift up the voices and stories of local immigrants here in Greenville South Carolina. Find a full transcript and show notes HERE.This immigration series is done in partnership and collaboration with Village Engage and Greenville Immigration and Faith Coalition.Sign up for our newsletter and join us at The Inclusive Community to discover conversations, insights, and practices to encourage and support each of us working to build a more inclusive and equitable community.If you would like to help continue and grow our work, please visit our Support Us page.  

Join us as we speak with Chris Harper, Eddy Hougen, Sydney Meininger, and Sari Mohammed from Whole Children/Milestones (ServiceNet) and The Friendship Band. WC and Milestones is inclusive programming for children, teens, and adults with and without disabilities. Founded 20+ years ago they are now a part of ServiceNet. Offering afterschool and weekend classes as well as adult day programming. With a focus on belonging, skill building, opportunity, and community. The Friendship Band is an inclusive rock band with musicians with and without disabilities. Their concert on 11/3 at 7PM at the Iron Horse with Soul Magnets is sure to bring the house down. Inclusion doesn't mean lowering the bar, it means opening the stage. Listen in as we discuss these topics and more. Thank you. 

Join us as we speak with Chris Harper, Eddy Hougen, Sydney Meininger, and Sari Mohammed from Whole Children/Milestones (ServiceNet) and The Friendship Band. WC and Milestones is inclusive programming for children, teens, and adults with and without disabilities. Founded 20+ years ago they are now a part of ServiceNet. Offering afterschool and weekend classes as well as adult day programming. With a focus on belonging, skill building, opportunity, and community. The Friendship Band is an inclusive rock band with musicians with and without disabilities. Their concert on 11/3 at 7PM at the Iron Horse with Soul Magnets is sure to bring the house down. Inclusion doesn't mean lowering the bar, it means opening the stage. Listen in as we discuss these topics and more. Thank you. 

Join us as we speak with Chris Harper, Eddy Hougen, Sydney Meininger, and Sari Mohammed from Whole Children/Milestones (ServiceNet) and The Friendship Band. WC and Milestones is inclusive programming for children, teens, and adults with and without disabilities. Founded 20+ years ago they are now a part of ServiceNet. Offering afterschool and weekend classes as well as adult day programming. With a focus on belonging, skill building, opportunity, and community. The Friendship Band is an inclusive rock band with musicians with and without disabilities. Their concert on 11/3 at 7PM at the Iron Horse with Soul Magnets is sure to bring the house down. Inclusion doesn't mean lowering the bar, it means opening the stage. Listen in as we discuss these topics and more. Thank you. 

Join us as we speak with Chris Harper, Eddy Hougen, Sydney Meininger, and Sari Mohammed from Whole Children/Milestones (ServiceNet) and The Friendship Band. WC and Milestones is inclusive programming for children, teens, and adults with and without disabilities. Founded 20+ years ago they are now a part of ServiceNet. Offering afterschool and weekend classes as well as adult day programming. With a focus on belonging, skill building, opportunity, and community. The Friendship Band is an inclusive rock band with musicians with and without disabilities. Their concert on 11/3 at 7PM at the Iron Horse with Soul Magnets is sure to bring the house down. Inclusion doesn't mean lowering the bar, it means opening the stage. Listen in as we discuss these topics and more. Thank you. 

Silovs Ignores Murashov Noise: Penguins Beat Capitals 11/06/25Jeff Taylor shares his reflections and experiences after attending last night's big Penguins win over the Washington Capitals at PPG Paints Arena.Very special thanks to Espresso A Mano, Pittsburgh's finest coffee roasters and cafe, for partnering with Fly Penguins Fly podcast. Visit an Espresso A Mano location near you:https://espressoamano.com/Thank you for listening!! Follow the podcast on X/Twitter: @penspodJeff Taylor: @penspod_JT // Jordan DeFigio: @fidgenewtonLETS GO PENS.JEFF TAYLOR + JORDAN DEFIGIOFly Penguins Fly Podcast is produced by Jeff TaylorOriginal theme and outro music composed and recorded by Jeff TaylorMark Guiliana played drums, Ashley Taylor sang.Interested in becoming a sponsor of the podcast?Email the Fly Penguins Fly Podcast at: penspod@gmail.comShane Taylor designed and delivered our artwork.Hire Shane for your own design work: shanetaylordesigns@gmail.comThis episode includes portions of the following musical selections:Kid Kodi by Blue Dot Sessions

RNIB Connect Radio's Toby Davey is joined again by Vidar Hjardeng MBE, Inclusion and Diversity Consultant for ITV News across England, Wales, Northern Ireland and the channel Islands for the next of his regular audio described theatre reviews. This week we are back at the Royal Shakespeare Company in Stratford-upon-Avon  again as Vidar reviews Emily Burns' bold and contemporary production of Shakespeare's tale of justice and morality ‘Measure for Measure' with description by Professional Audio Describers Gethyn Edwards and Carolyn Smith. About ‘Measure for Measure' ‘To whom should I complain? Who would believe me?' If you knew you could get away with a crime - would you commit it? Shakespeare's razor-sharp thriller, directed by Emily Burns (Love's Labour's Lost, 2024) is brought up to date in a heart-racing, relevant new version. This Measure for Measure is unmissable theatre with its finger on the pulse of what it means to expose lies, abuse and, ultimately, the truth. For more about access at the Royal Shakespeare Company including details of audio described performances do visit - https://www.rsc.org.uk/your-visit/access   (Image shows the RNIB Connect Radio logo. On a white background ‘RNIB' written in bold black capital letters and underlined with a bold pink line. Underneath the line: ‘Connect Radio' is written in black in a smaller font)

Most brands want to grow — but too many still use the same old playbook. In this episode, Sonia Thompson — inclusive marketing and growth strategist — breaks down the four most common growth marketing mistakes keeping brands from reaching the influential and high-growth communities driving today's marketplace. From superficial inclusion to copy-and-paste campaigns, Sonia reveals what's really costing brands trust, loyalty, and ROI — and exactly how to fix it. You'll learn how to: ✅ Go beyond representation to build true connection ✅ Commit to the communities you serve — even when it's uncomfortable ✅ Design growth strategies that are inclusive and effective ✅ Replace one-off campaigns with loyalty that lasts Because today's fastest-growing brands don't just reach people — they resonate with them. Get the Inclusion & Marketing Newsletter - www.inclusionandmarketing.com/newsletter

In this episode of the HR Leaders Podcast, Josh Bersin, Global Industry Analyst and CEO of The Josh Bersin Company, breaks down the AI revolution transforming HR and the workforce.Josh explains how AI is creating the era of the “Superworker” - empowering employees to do more, learn faster, and take on higher-value roles. He reveals why HR must lead the AI agenda, how to frame AI as a growth opportunity (not a threat), and what it takes to build a culture of continuous reinvention instead of one-time transformation.From rethinking job structures to designing intelligent employee experiences with digital agents, this episode uncovers what forward-thinking CHROs are doing to turn fear into curiosity and shape the human future of AI at work.

Boring Problems, Big Wins, Community‑Driven AI Adoption AI is not overhyped, it is under-implemented. Ken Roden and Erin Mills chat with Sheena Miles on how to move from tool obsession to behavior change, her three stage framework, and the practical KPIs that prove progress before revenue shows up. We also talk AI policy that unlocks safe experimentation, community as an accelerator, and Sheena demos how she spins up n8n workflows from a prompt. Chapter markers 00:00, Cold open and disclaimer 01:00, Is AI overhyped, what is really failing 03:20, Early indicators versus lagging revenue, set better goals 04:20, Exec view, target 3 percent faster time to market 06:00, Avoid AI slop, find repetitive, boring work 07:00, Guest intro 09:00, Real state of adoption, dual speed orgs and siloed champions 10:45, Teach concepts, not tools 12:00, Policy, security review, AI council 14:00, Behavior beats features 15:30, Community for accountability and shared assets 17:30, Live n8n demo, import a skeleton workflow and adapt 35:00, AI first versus AI native, embed into workflows 36:30, Influence without authority, solve a champion's boring problem 38:00, Inclusion and usage gaps, why it matters to the business 40:00, Skills that matter now, prompting, rapid testing, communicating thought process 43:00, Why to be optimistic 45:00, Lightning round 48:00, Host debrief and takeaways Key takeaways Hype versus reality, most failures are vague goals and tool-first rollouts, not AI itself. • Measure what you can now, speed to market, cycle time, sprint throughput, ticket deflection, before revenue. • Framework, Activate, Amplify, Accelerate, start small, spread what works, then institutionalize. • Policy unlocks velocity, simple rules for data and tool vetting plus a cross functional council. • Behavior over features, learn inputs and outputs so skills transfer across tools. • Community compounds, accountability and shared templates speed learning. • Start with boring problems, compliance questionnaires, asset generation, ticket clustering, call insights. • AI first versus AI native, move from sidecar to embedded with human review gates. • Inclusion is a business lever, close usage gaps or accept a productivity gap. Sheena's three stage framework Activate, prove value safely • Define the problem, validate AI fit, run a small pilot. • Track accuracy thresholds and time saved. • Example, auto draft responses to repetitive compliance questionnaires from a vetted knowledge base. Amplify, spread what works • Connect adjacent teams, add light governance, share patterns. • Run cross team pilots and publish playbooks. • Example, connect support tickets, payments, compliance, partner success to detect issues proactively. Accelerate, institutionalize • Assign ownership, embed training, integrate tools, set ROI guardrails. • Roll out across channels and systems with quality gates. • Example, ad copy system owned by demand gen, content as QA, used across paid, email, social. Hot Takes from Sheena “Policy enables speed if you write it to unblock safe experiments.” “Stop memorizing tool steps, learn the concepts so they transfer.” “Solve the boring problem first, that is where AI pays for itself.” “If NRR belongs to someone, it belongs to everyone.” Resources & Links Sheena Miles on LinkedIn Women Defining AI, podcast and community n8n About FutureCraft Stay tuned for more insightful episodes from the FutureCraft podcast, where we continue to explore the evolving intersection of AI and GTM. Take advantage of the full episode for in-depth discussions and much more. To listen to the full episode and stay updated on future episodes, visit our website, https://www.futurecraftai.media/ Disclaimer: This podcast is for informational and entertainment purposes only and should not be considered advice. The views and opinions expressed in this podcast are our own and do not represent those of any company or business we currently work for/with or have worked for/with in the past. Music: Far Away - MK2

Welcome to Clio Con Clips 2025, recorded live from Boston and proudly sponsored by Clio, the world's leading legal technology company transforming the legal experience for all.On today's minisode, we talk to Marina Harris. She is the Chief People Officer at Clio, where she leads the company's global people and culture strategy. With a background that includes leadership roles at major organizations like Netflix and Wealthsimple, she brings deep expertise in scaling teams, fostering inclusive cultures, and driving employee engagement during rapid growth. At Clio, Marina focuses on sustaining a strong, people-first culture across a distributed workforce, advancing AI fluency among employees, and ensuring that diversity, inclusion, and belonging are truly embedded in the company's values and daily practices.So why should you be listening in? You can hear Rob and Marina discussing:- Culture as a Foundation for Growth- Uniting Brilliance Across a Distributed Workforce- AI Fluency and Innovation in the Workplace- Diversity, Inclusion and Belonging as Lived Values- People Over Process: Hiring for Curiosity and Values FitConnect with Marina Harris here - https://ca.linkedin.com/in/marina-harris-47ba74

"Being part of something is an essential human need. When you feel excluded, it becomes a real barrier in life. Don't be too afraid to say the wrong thing. Be more focused on asking the right questions." —Hannah PonsfordWhen you're seen as different, every day can feel like an uphill climb—and those closest to you often hurt quietly alongside, trying to bridge two worlds but unsure how. The longing for real acceptance and togetherness runs deep on both sides, and too often, everyone ends up feeling alone.Hannah Ponsford knows this from both sides, having grown up as the sister of someone with a disability and later becoming an advocate and storyteller. She is passionate about spreading the message that small acts of openness and support can nurture true belonging—for everyone involved. Expect real talk about family ups and downs, navigating awkward moments, tips for more welcoming communities, powerful advocacy, school hurdles, and how small actions ripple outward—listen for stories and insights that prove everyone deserves to belong. Connect with Heather: WebsiteFacebook InstagramLinkedInEpisode Highlights:02:24 Living with a Disability in the Family07:08 Breaking the Ice: Social Awkwardness Around Disabilities13:26 Unmasking “Wholesome”— Misconceptions and Social Labels18:16  The Cost of Exclusion: Why Inclusive Schools Matter22:53 Advice to Siblings: Balancing Care, Guilt, and Personal Dreams24:15 Parent Power: What Moms Need to Hear28:08 Our Kind of Normal Resources:

Will O'Callaghan, Cameron Hill and Vinny Perth are in studio for Thursday's Newsround where they talk about the day's biggest sports news.

In this episode of Shaping Our World, host Chris Tompkins sits down with Susan Bisaillon, CEO of Safehaven, a Toronto-based organization redefining inclusion for children, youth, and adults with complex medical needs. With more than 30 years of leadership across Canada's health care system, Susan shares how Safehaven creates community-based care that keeps kids out of hospitals and helps families thrive. Together, they explore how initiatives like Where Hope Lives—a board game helping families talk about disability and belonging—are changing how young people understand difference. Susan also opens up about her personal calling to this work, the power of visibility in inclusion, and what it means to lead with both innovation and compassion.  

On episode 437 of Animal Spirits, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Carlson⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ discuss bad breadth, a historical melt-up in tech stocks, the case against an AI bubble, sequence of return risk, the economy that's better for parents than their grown-up kids, demographic warfare, why tariffs are so confusing, the data center buildout, AI chart crimes, Michael Saylor and more. This episode is sponsored by YCharts and Vanguard. Download YCharts' Great Wealth Transfer Deck free at: https://go.ycharts.com/winning-the-next-generation-of-wealth?utm_source=Animal_Spirits&utm_medium=Original_Research&utm_campaign=Great_Wealth_Transfer&utm_content=Podcast Learn more about Vanguard at: https://www.vanguard.com/audio Sign up for The Compound newsletter and never miss out: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠thecompoundnews.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Find complete show notes on our blogs: Ben Carlson's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠A Wealth of Common Sense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Michael Batnick's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Irrelevant Investor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Feel free to shoot us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠animalspirits@thecompoundnews.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ with any feedback, questions, recommendations, or ideas for future topics of conversation.   Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Ben Carlson are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Investments in securities involve the risk of loss. Any mention of a particular security and related performance data is not a recommendation to buy or sell that security. The information provided on this website (including any information that may be accessed through this website) is not directed at any investor or category of investors and is provided solely as general information. Obviously nothing on this channel should be considered as personalized financial advice or a solicitation to buy or sell any securities. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

On this TCAF Tuesday, Josh Brown and Michael Batnick are joined by Brian Belski, CEO and Chief Investment Officer at Humilis Investment Strategies to discuss: Brian's new venture, the possibility of an AI bubble, choosing the right stocks at the right time, and more. Then at 38:14 hear an all-new episode of What Are Your Thoughts with ⁠⁠⁠⁠⁠⁠⁠⁠Downtown Josh Brown⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠! This episode is sponsored by KraneShares. Learn more at https://kraneshares.com/KOID Belski on YouTube: https://youtu.be/9L4sxWG1tds WAYT on YouTube: https://youtube.com/live/zT1pkNt8EUE   Sign up for ⁠⁠⁠⁠⁠⁠⁠⁠The Compound Newsletter⁠⁠⁠⁠⁠⁠⁠⁠ and never miss out! Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠https://instagram.com/thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/the-compound-media/⁠⁠⁠⁠⁠⁠⁠⁠ TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@thecompoundnews⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Josh Brown are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠. Investments in securities involve the risk of loss. Any mention of a particular security and related performance data is not a recommendation to buy or sell that security. The information provided on this website (including any information that may be accessed through this website) is not directed at any investor or category of investors and is provided solely as general information. Obviously nothing on this channel should be considered as personalized financial advice or a solicitation to buy or sell any securities. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

On episode 196 of Ask The Compound, Ben Carlson and Duncan Hill discuss: the AI bubble, tech allocation, good debt, paying down a mortgage early, buyside vs sellside, cash on the sidelines, and more. Submit your Ask The Compound questions to askthecompoundshow@gmail.com! This episode is sponsored by Rocket Money. Cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to https://rocketmoney.com/atc today. Subscribe to The Compound Newsletter for all the latest Compound content, live event announcements, find out who the next TCAF guest is, get updates on the latest merch drops, and more! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.thecompoundnews.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

In the final episode of this three-part series, Dr. Jeff Lambe addresses practical considerations surrounding the inclusion of the optic nerve as a topography for demonstrating dissemination in space.  Show citation:  Montalban X, Lebrun-Frénay C, Oh J, et al. Diagnosis of multiple sclerosis: 2024 revisions of the McDonald criteria. Lancet Neurol. 2025;24(10):850-865. doi:10.1016/S1474-4422(25)00270-4 

Author and recovery advocate Dennis “D.J.” Quinn joins Rich to share a deeply human mentoring journey—from Big Brothers Big Sisters to a 13-year bond with “Mike,” a foster-adopted child whose life was later upended by severe mental illness. Dennis unpacks how “just showing up” can anchor a life, the hard hospital visits, the gratitude that birthed his memoir Stick Figures, and why mentorship and recovery work still matter today.Guest Bio:  Dennis “D.J.” Quinn is an author, longtime mentor, and recovery advocate. Raised in Montana and a former Northwest Airlines flight attendant for 26 years, he has spent decades volunteering with Big Brothers Big Sisters and bringing recovery meetings into juvenile detention centers. He lives in Gig Harbor, Washington, and is the author of Stick Figures, a memoir honoring his 13-year mentoring journey with Mike. Main Topics: ·         Growing up in Montana: big family values, faith, and community·         26 years as a flight attendant: exposure to diverse lives and cultures·         Big Brothers Big Sisters: first match, what real mentorship looks like·         Meeting Mike: foster care, disability, progress—and the onset of mental illness·         Hospitalizations and hard days: “ministry of presence” and boundaries·         Writing Stick Figures: the calendar drawings that became a memoir·         Inclusion in mentoring: local BBBS policy change and why it mattered·         Recovery work with incarcerated teens: hope, honesty, and resources·         Gratitude and “a lucky life”: what Mike taught Dennis (and us)·         How to start mentoring or volunteering—time, commitment, payoff Resources mentioned: ·         Dennis “D.J.” Quinn — Website: djquinnauthor.com (signed copies available)·         Dennis “D.J.” Quinn — Books: Stick Figures (also on Amazon)·         Big Brothers Big Sisters (one-to-one youth mentoring)·         Boys & Girls Club (youth development, group-based)·         Places/notes referenced: Northwest Airlines, Disneyland, juvenile detention programming·         Supporter: Full Circle Boards·         Supporter: Sincerely Sawyer Photography Send us a texthttps://harfordcountyhealth.comSupport the showRate & Review on Apple Podcasts Follow the Conversations with Rich Bennett podcast on Social Media:Facebook – Conversations with Rich Bennett Facebook Group (Join the conversation) – Conversations with Rich Bennett podcast group | FacebookTwitter – Conversations with Rich Bennett Instagram – @conversationswithrichbennettTikTok – CWRB (@conversationsrichbennett) | TikTok Sponsors, Affiliates, and ways we pay the bills:Hosted on BuzzsproutSquadCast Subscribe by Email

SummaryIn this episode of the Rise Urban Nation podcast, Taryell Simmons and Amervis López Cobb explore the journey of leadership through the lens of psychological safety and personal experiences. Amervis shares her story of overcoming adversity as a teen mom and navigating corporate environments, emphasizing the importance of creating safe spaces for dialogue and the need for leaders to be vulnerable. The conversation delves into frameworks for empowerment and healing, highlighting how personal growth can lead to impactful leadership. The episode serves as a call to action for leaders to prioritize psychological safety and to recognize the diverse needs of their teams. In this conversation, Amervis López Cobb and Taryell Simmons explore the essential elements of effective leadership, emphasizing the importance of psychological safety, vulnerability, and the ENOUGH framework. They discuss transformative leadership experiences, the significance of listening, and the need for emerging leaders to trust their instincts and amplify their voices. The dialogue highlights the impact of leadership on personal and organizational growth, advocating for a culture of openness and accountability.Resources/Mentions:Amervis' websiteLeading with Psychological Safety (book)YouTube: @amervisauthorFree access to audiobook: https://amervisauthor.com/audio Credits:Host: Taryell SimmonsGuest: Amervis Lopez CobbMusic: Will MakerProduction: RISE Urban Nation    Join the Movement with RISE Urban Nation Podcast

When we have repeat guests back on the pod, it's because we love them, their work, and the message that they're not only sending out into the world but embodying themselves. And we think all of this can be said a million times over for today's guest and her brand new book (out today!).   As we think about this conversation, which we can't wait for you to listen to, there were those mic drop moments, but there were also those contemplative moments where we were not only deep in conversation, but we really felt the power of this notion of uncompeting. We can't wait for you to feel this too, as you listen to our conversation with Ruchika Malholtra about her new book Uncompete and why we should all be redefining success together.   What to listen for:  What led Ruchika to coin this new term – uncompete – and what it really means, including various nuances that are important to understand Which parts of uncompeting were the hardest for each of us to integrate – liberating our bodies, redefining success, accepting joy, among them The power of community and radical generosity, as we shift our understanding of power from "power over" to emphasize "power to" What's been bringing each of us joy lately!  About our guest:   Ruchika T. Malhotra is the founder of Candour, a global inclusion strategy firm that has worked with some of the world's biggest organizations, and author of Uncompete: Rejecting Competition to Unlock Success. A former business journalist, she is now a regular contributor to Harvard Business Review. Her writing has appeared in The New York Times, Forbes, Bloomberg, The Seattle Times, and more.   She has held adjunct faculty positions in communications at the University of Washington and Seattle University and is the author of Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work, MIT Press's top-selling book of 2022. Ruchika was born in Singapore and has lived in six cities across four countries. She is the Thinkers50 Radar class of 2019; Shortlisted for the 2023 Thinkers50 Talent Award; and co-wrote one of HBR.org's top 100 most-read articles in history: Stop Telling Women They Have Imposter Syndrome. Ruchika invests in and advises various ventures as a Venture Capital limited partner and angel investor.   Related episodes: Inclusion on Purpose, with Ruchika on Dear White Women: https://www.whatdoyoumeanbythat.com/dwwepisodes/159-inclusion-on-purpose-with-ruchika-tulshyan-mwdah  On being kinder, not nicer, with Dr. Kelli Harding: https://www.whatdoyoumeanbythat.com/episodes/03-how-to-be-kinder-not-nicer-with-dr-kelli-harding  

In part two of this three-part series, Dr. Jeff Lambe outlines how the optic nerve is being incorporated as one of five topographies used to demonstrate dissemination in space. Show citation:  Montalban X, Lebrun-Frénay C, Oh J, et al. Diagnosis of multiple sclerosis: 2024 revisions of the McDonald criteria. Lancet Neurol. 2025;24(10):850-865. doi:10.1016/S1474-4422(25)00270-4 

Every once in a while, I meet someone whose story reminds me why inclusion and communication go hand in hand. My guest this week, Shabnam Asthana, is one of those people. She's a global PR leader, entrepreneur, and author who has spent her life turning words into bridges that connect people and purpose. We talk about her journey from teaching and lecturing at India's National Defence Academy to leading global communications for major brands—and what it taught her about empathy, leadership, and real inclusion. Shabnam shares how storytelling can turn data into emotion, and why true diversity is less about representation and more about respect. Her message is powerful and deeply human: being unstoppable begins with an open heart, quiet courage, and the willingness to rise again. If you're ready to lead with empathy and communicate with purpose, this conversation will stay with you long after it ends. Highlights: 00:43 – Hear how early role models and a working mother raised ambitions and set a path toward leadership. 03:39 – Learn why strong communication skills pointed her toward PR and how debates built confidence. 05:24 – See why teaching became the first step when women in PR roles were rare in smaller cities. 08:12 – Discover what it took to lecture at India's National Defence Academy and earn respect in a rigid setting. 12:09 – Understand the leap from academia to corporate PR after being scouted for communication excellence. 15:50 – Learn how serving as a spokesperson shaped internal and external messaging at a Swedish-Indian firm. 17:01 – Gain a humble view of global work and why inclusion means moving from tokenism to listening. 21:08 – Compare India and Sweden and see how representation differs from real inclusion in practice. 24:18 – Learn how small, specific acts like adding sign to slides can make people feel genuinely seen. 34:24 – Find out how storytelling turns CSR spreadsheets into human change that inspires action. 43:22 – Explore the choice to found Empowered Solutions and why entrepreneurship kept growth alive. 53:06 – Take a fresh definition of an unstoppable mindset rooted in resilience and an open heart. About the Guest: A multi-faceted Professional, who has fast tracked from being a reputed National name to a well-respected and emulated global one! Shabnam Asthana has added new dimensions to Global PR and Communications. She has to her credit, post graduate degrees in English Literature, Public Relations and Advertising, an MBA in Marketing Management & several International certifications including a prestigious Hon. Doctorate in Business Administration from the National American University USA (NAU). She has over 25 years of rich professional experience. She started her career in the educational field as a high school teacher and then moved on to the role of a Lecturer at the prestigious National Defence Academy, Khadkwasla. She was the only civilian who compered for the Passing out parades, PT & Equestrian display and the Graduation ceremony of the NDA for 3 consecutive years. This was covered live on Doordarshan. It was after one of the Passing out Parades that she was compering at the NDA, that a senior position in a reputed company was offered to her and thus began her foray into the corporate world. After her successful corporate stint in senior positions with reputed companies including Multinationals in India and abroad and reputed real estate businesses, she started her own PR and communications firm, Empowered Solutions in 2005 which has been running successfully since then. Adding offices in USA and Canada as part of its international expansion. Ways to connect with Jan: Wikipedia - https://en.wikipedia.org/wiki/Shabnam_Asthana Instagram https://www.instagram.com/shabnamasthana/?hl=en Linked in - https://in.linkedin.com/in/dr-shabnam-asthana-7b174a5 Facebook - https://www.facebook.com/ShabnamAsthana/ X - https://x.com/shabnamasthana VyaapaarNiti Expert Profile - https://www.vyaapaarniti.com/expert/dr-shabnam-asthana- Tring Celebrity Platform - https://www.tring.co.in/shabnam-asthana 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/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ 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 ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, Hi again, everyone. I am your host, Michael Hingson, and you are here listening to or watching or both, unstoppable mindset today, our guest is a person of many talents, and I think you're going to be as amazed about her as I am. Shabnam Asthana is a person who has been involved in she was a teacher for a while. She's been very heavily involved in a variety of things at the corporate level. She started her own marketing firm in 2005 and I don't know what all my gosh, she's got so many things, it's really hard to keep up, but I'm sure she's going to tell us all about it, and I am looking forward to that. And I really appreciate all of you being here with us. So Shabnam, I want to welcome you to unstoppable mindset. And thank you for being here.   Shabnam Asthana ** 02:15 Thank you, Michael, truly wonderful to be with here, and thank you for that amazing introduction. You make me feel as if I've worn a professional cape of so many accolades and so many things. It's wonderful to be here with you.   Michael Hingson ** 02:32 Michael, well, you do have lots of awards and lots of accolades.   Shabnam Asthana ** 02:38 That's just one part of the journey. The true reward is in the, you know, work that I do, these stories, that I shape, the narratives that spring in that is the true reward. And of course, accolades are always welcome, and they are a way of encouragement, which do ensure that, yes, I continue doing the good work.   Michael Hingson ** 03:00 Well, why don't we start back at the beginning, which is always fun to do. Why don't you tell us about the early Shabnam growing up?   Shabnam Asthana ** 03:08 Okay, that's something which is very close to my heart. I was born in India in a small city called Bokaro, Steel City. It was a Steel City. It was an industrial town, and we were a very close knit community, and we had lots of, you know, interaction with people. I came from a background where both my parents, my mother and my father were working, and at that point of time, a working woman was sort of seen as a novelty, not something I'm talking way, way back. And now the people will also guess my age, I guess because it's pretty way back. And that was the time when we weren't India was still developing, and women were still not seen as the working class, you know, especially in senior corporate positions. And my mother was a senior officer in the steel plant, so that set my aspirations and ambitions very high. And I wanted to emulate her. I wanted to be someone who was working now what I would do I was not very sure of, but yes, I wanted to be working. And then later on, my sister, my both my sisters, were also working, my older siblings, and of course, that set the tone for me to also hop into the professional shoes, and, you know, chart out a career path for myself. So,   Michael Hingson ** 04:44 so what? What did you do? As far as schooling? Did you go to college?   Shabnam Asthana ** 04:51 Yes, I went to the local school there, which was an English medium good school called sin Xavier School. And that was some. Thing which really groomed me for the future, that set the foundations for my career. And after that, I did my schooling in the my college, sorry, in the capital city of India, which is Delhi. And then on, I moved to a place which is close to Mumbai, which is Pune, and I continued my education there. And of course, my career started in Pune. That is when I got into academics, and then henceforth,   Michael Hingson ** 05:34 so when you were in college, and as you were coming out of it, what did you want to do with your life? What was your plan? Or did you have one?   Shabnam Asthana ** 05:43 Yes, I did have one. Like I said, I was always good in communications, and people used to tell me that you are a good communicator. I used to win all the debates. I used to win elocution competitions. And I said, Well, yes, communication does seem to be my forte, so why don't I build on that? And then I saw my father, he was in the public relations industry, and I somehow at the back of my mind, I said, Yes, that is something I would surely want to do. So why not try my hand at PR? And that's how the seeds of my career was planted in my mind, and then it developed there on.   Michael Hingson ** 06:30 But you started out in education and in teaching.   Shabnam Asthana ** 06:34 Yes, that's very interesting. I'll tell you. I wanted to start my career in PR, but I was in a place which was a small city, and it was a place called Jamshedpur, before I moved on to Pune, and there, the career scope was very limited. We didn't have women in the PR. In fact, it was unheard of. So the best thing, or the easiest thing that a woman could do was to hop on the bandwagon of academics. And not saying that it was something you know, that was not looked up to. But yes, I did enjoy my role as a school teacher. That was my first job in Jamshedpur, a small it was, again, a steel city in India, and I became a high school teacher, and quite enjoyed it, because that was also communication. It was the way you communicated with your students, and, you know, sort of got them into, got them interested in what they were learning. So that was, again a stepping stone, and it was the area of communications which expanded later on.   Michael Hingson ** 07:47 So how long did you stay in teaching?   Shabnam Asthana ** 07:51 I was there for about two years in Jamshedpur, and then I moved on to Pune. And guess what the next opportunity I got was as a lecturer in the National Defense Academy. That was a place where the future generals were being groomed, and I was a civilian who, sort of, I was the only civilian, probably, who got into the teaching profession there and there I spent a good four years truly memorable. Worth remembering recounting. There was so many incidents, and I loved teaching. That was something which I did at the National Defense Academy too. Although that was at a higher level, it was very different from the school teaching which I had done. This was more, you know, on a national level, where you had to be more, and there was a lot of discipline which came in, because it was the future, you know, Army personnel, Navy personnel, so all that, there was a lot of discipline that came in and that groomed me better. I understood what the world of discipline meant in the true sense, because I lived   Michael Hingson ** 09:10 it right. What? How did you discover the job at the defense Academy? Though that's certainly a whole lot different than teaching high school students or maybe not.   Shabnam Asthana ** 09:23 It is a whole lot intimidating. Let me tell you that it's very intimidating to walk into a room full of, you know, future generals, army people you don't know who you know who you are, I mean, who they are, and you sort of get very intimidated by the kind the aura is very, very intimidating.   Michael Hingson ** 09:46 How did you discover that job? Yes,   Shabnam Asthana ** 09:49 that was done. We in India, we have something which is called the employment exchange. So you register there and you give your qualify. You list down your qualifications, and you know whatever you are planning to do, and they invite you for certain vacancies. So one fine day, I was just sitting and having my lunch at home when I received a letter, and the letter was an interview call for the National Defense Academy. I literally jumped out of my skin because I was a school teacher, and then being asked to appear for an interview in the National Defense Academy itself was a big leap for me. Whether I got it or not was a different thing. But then to sort of come on board and go and sort of appear for an interview was also something very exciting. And when I went there, I was like, I said, the only civilian The rest were army officers, wives and daughters, you know, related to the working personnel there. So when I went, I was interviewed by the three representatives from all the three wings, that is the Navy, the Air Force and Army. And that was a very good experience. They asked me a lot of questions, and I believe it was later on I was told that it was my confidence that got me in. So thanks to that, I   Michael Hingson ** 11:23 was going to ask you why you why you got in, or why you think you got in. And yes,   Shabnam Asthana ** 11:30 yeah, I did ask them that later, and unofficially, I was told that. Well, it was the way you carried yourself, the confidence and, you know, the excitement and enthusiasm that you shared, which was very, very refreshing.   Michael Hingson ** 11:48 So what exactly did you do at the academy?   Shabnam Asthana ** 11:53 I was teaching them English, and I was teaching them literature. I don't know how interested they were in literature, but then the feedback that I got, which was, you know, the it was a routine feedback, which we have the teachers get. So I used to get good marks, and people used to say, yes, that, you know, your classes are engrossing. It's good. And then, apart from that, there was something very interesting I did, which was I compared for their passing out parades, and I compared for all their shows. And that was something which was covered on television, and that gave me a different kind of foothold in my profession, where I was being seen, where I was being heard, and my confidence grew by leaps and bounds. I was being accepted as a woman. I was being accepted as a civilian. And that was something which was very, very heartwarming for me,   Michael Hingson ** 13:01 and I would assume, very difficult to achieve,   Shabnam Asthana ** 13:05 I think so I do yes, in retrospect, yes.   Michael Hingson ** 13:09 So you did that for roughly four years. Yes. And why did you leave that? What was your? Was your thought about that,   Shabnam Asthana ** 13:21 okay, I would have gone on. It was such a glorious part of my career. But, you know, change, they say, is constant, and that is something which happened. I was comparing for a passing out parade when the chairman of a corporate company which was doing rather well, heard me, and he was impressed by my communication, my speaking abilities, my, you know, the way I was presenting things. And he said he offered me a job, and he said, Why don't you come and join my office and come in as a PR person for my company, and that's exactly I was actually, you know, not very sure whether I wanted to leave this an industry and career where I was already established, where people knew me, and just hop on to the corporate world. But if you remember, that was my ambition. That was what I had always won right at the start. So the moment it came, it almost felt as if it fell into my laps. And I said, Why don't I do that? Yes, and this is a good opportunity, and I must take it up. My I spoke to my family, and they too, felt that it was a good stepping stone to move on. And so I accepted it, and that was my entry into the world of PR, in the corporate   Michael Hingson ** 14:48 world. So what year was that this   Shabnam Asthana ** 14:53 was way back on now you are prompting me to give away my age, which is like. Like ancient, I'd be a fossil. Okay, yes, this was way back in the 90s,   Michael Hingson ** 15:06 okay, and that was kind of what I was curious about. So at that time, industry was a little bit more stable than it was later on, but, but still, you You did it, and you so you stepped into that goal, into that role, and so you became part of the PR world, which is, as you said, what you wanted to do initially, anyway. So, so how long did you stay at that company? I   Shabnam Asthana ** 15:39 stayed there for about four years, and then the chairman of the company passed away. Unfortunately, he was on a trip to China, and he suffered a massive cardiac arrest, so I was working very closely with him in his office, and as is the norm of the industry, once the leader is not there things you know, sort of crumble, and you know, there's reorganization. New faces come in, and normally the new people bring their own teams. So I felt as if, you know, before they told me to sort of move out or something. I don't know why I pre empted that. I said, Why don't I myself make a shift and join some other industry? I mean, join some other company, which I did. Again, I applied. It was a Swedish company, and again, it was one of the best moves that I could have made. I spent a good 12 years in that company, which Hogan is India Limited, I must name them. They were brilliant. And I spent a very, very good part of my career with that company.   Michael Hingson ** 16:56 And so again, you did primarily PR, or what did you Yes, it was   Shabnam Asthana ** 17:02 PR and it was handling the chairman and managing director's office. So the entire communication was handled through me, the internal as well as the external communication. I was a spokesperson, yes,   Michael Hingson ** 17:18 so you became so in a sense, sort of the face of the company.   Shabnam Asthana ** 17:21 Yes, I did. It's nice to feel that yes, that it was a good many years that I was the face of the company in terms of communication, yes,   Michael Hingson ** 17:33 right, right. And, and where were you doing this?   Shabnam Asthana ** 17:38 This was in Pune, and their head office was in Sweden. I used to sort of move between the two. It was a very global company. The subsidiary was an Indian subsidiary, but the parent company was Swedish. So we had a lot of global travel   17:56 that kept you busy. That did so   Shabnam Asthana ** 17:59 there were conferences, and there were so many meetings which were happening,   Michael Hingson ** 18:03 yes, right? So what did, what did you? What did you learn from all of that? Do you think   Shabnam Asthana ** 18:12 it was a very humbling experience? You know, more than the excitement, I was armed with a lot of excitement, because that would have been one of my first trips outside India. I was I had a lot of excitement, lots of things were on my mind, but then ultimately, when one does travel and work in a global company, it's a very humbling experience, because you are exposed to your strengths and also your blind spots, your strengths, your weaknesses, everything comes to you and then you feel that diversity is not always about representation. It's about respect and inclusion is moving from tokenism to listening. That is what I felt, you know, adapting various voices to your workplace, working in unison, trying to empathize with people from different cultures, different streams, different departments, all that really broadened my horizon. So that was something which I learned.   Michael Hingson ** 19:30 So what was the culture like, in terms of since you were at a global company, as it were, how was it different when you were dealing with Sweden, as opposed to when you were dealing with India.   Shabnam Asthana ** 19:45 In India, we don't have diversity as a choice. In India, we are served diversity on a platter because you are born with being diverse. You have. Are numerous religions, you have culture. So we are adaptable people in that sense. But strangely enough, it's a paradox. If I would tell you that inclusion is still a work in progress. Inclusion isn't automatic. It doesn't come to you like that. You have to work for it. Now there is a big change, but I'm talking of the days, way back in the 90s when women in boardrooms were a novelty. So sometimes it was just purely for ornamental value. Sad to say that. But gradually you had to open up, you have to open the doors, and you have to say, look, we are here for a reason. And please listen to our voices too. And that's how we started. I started sort of, I remember once when I was moving in India. I mean, not in Sweden, but once when I was in India, and I was in a strategic board meeting. I was the only woman in the room, and the people were sort of, I could sense the expressions. People were curious, people were dismissing. People were sort of, you know, not sort of prepared to take or listen to me, that was a little bit of a setback. But then gradually, when I started moving abroad, and I started seeing more women, and then gradually, when I was moving so were the others, and they too saw the kind of change that was happening. And so it was pretty difficult in India, initially, if I were to be very honest, Sweden was more inclusive. I could see a lot of women in the workforce. And gradually, since we were sort of interacting with each other, we absorbed each other's cultures and values, and the company became very, very inclusive. So it was a pleasure to work there.   Michael Hingson ** 22:08 Okay, so in a sense, there were, there are parts of Sweden that made you happier than what you were in the East initially experiencing in India.   Shabnam Asthana ** 22:19 Absolutely, absolutely, and I have no hesitation in saying that, because they were welcoming. They were welcoming. And the not necessarily my company, but any company in India, the representation of women, especially in PR, was very, very limited. Now we have evolved, and it's a world of difference, and I'm so happy to see that.   Michael Hingson ** 22:48 How about you, may or may not have a lot of expertise in this, but how about if we're going to talk about inclusion and so on, people with disabilities, both in India and in Sweden and so on and again. I don't know whether you really had much experience or exposure to that. I   Shabnam Asthana ** 23:06 do. I did have my share of exposure, maybe not extensive, but yes, I do. I remember there's this one incident I'd like to talk to you about. It was in Paris. I was in a conference, and there was a deaf girl in the conference room. I could see people making presentations and knowing fully well, because we had the list of participants, and we had their intros, their introductions with us, my team. And you know, of course, I headed that team. We made a special endeavor to include sign in our presentation. And she was so happy because she said, you know, she came to me and she expressed to me that although I have participated so many times in meetings, and especially corporate meetings, I am so happy to see. It was the first time that I felt I was seen and I was not just a presence. So she was very happy with the kind of, you know, preparation that we did for her especially. So I believe it's very nice if people learn to respect each other and learn to believe that not everybody is similar. You may have so many strengths which I don't have. I do not see any physical disability as a handicap. I'm very, very sure about that, I do not see anybody who appears different or who doesn't have the same listening capacity, hearing capacity, to be different from me. They have their own strengths. So I truly believe that, you know, disability. In that sense, is something which does not put a person in the back seat. How.   Michael Hingson ** 25:09 How was that attitude received? Well, both at the company, when you were when you were in the room with her, and you were signing and so on. How did other people receive that? And how was that kind of attitude received initially in India?   Shabnam Asthana ** 25:29 Well, to be very honest, Michael, it wasn't something that is the done thing. People do not accept that. They are like, well, it's a general presentation. We really don't have to make specific I do remember a person who came up to me and said, Shabnam, why did you make a very specific presentation? It was a very general presentation by you doing that, you have set a precedent for others to sort of make them feel small, you know. So he took it in a very negative way. Said, you've made us feel very small. I said, no, please do not look at it that way. It is something where we have made her feel a part of us. It is not trying to belittle anybody, trying not to, you know, get a an edge over others. All of us are the same. It's just that I made it a little easier for her. That's what I just told him, and probably he did, walk away with a smile. I don't know whether it was a sarcastic one or whether it was a smile of acceptance, but then I got my   Michael Hingson ** 26:38 point. I took was this was this in Sweden or India. This was in Paris. In Paris, okay, yes,   Shabnam Asthana ** 26:46 okay, this was a conference, which was   Michael Hingson ** 26:49 she said that, right? Well, you know, the reality is that's all part of the inclusive mindset and the inclusion mindset, and it is so true that most people don't tend to realize it Yes. So I hear what you're saying,   Shabnam Asthana ** 27:10 yes, and realization and sort of acceptance has evolved. People are more accepting. People are more flexible. You know, the rigidity earlier, people were very rigid. Now there is a lot of flexibility. I believe that, right?   Michael Hingson ** 27:32 Well, I think it's better. I'm I think there are still all too many people who tend not to really have an overly inclusive mindset. And it is, it is something that that will be with us for a while, and hopefully over time, people will become more open and realize the value of inclusion. In this country, we have, well and around the world, we have a significant number of people who have these so called physical disabilities, and the reality is that the disability is more caused by inaction mostly than it is by real action.   Shabnam Asthana ** 28:12 Absolutely yes. And I also seriously believe that diversity enriches the outcomes. I have some I have practical experience, and I've seen that. So inclusion enriches outcomes in many ways, right?   Michael Hingson ** 28:35 How has all of your traveling and all of your exposure in various places around the world. How has that tended to shape your understanding of diversity and inclusion?   Shabnam Asthana ** 28:50 Okay, yes, that's a very interesting question. I have seen that challenges are real, biases, stereotypes and expectations that women need to prove themselves twice as much also exists in many, many parts of the world. So they have been. I mean, there have been certain cultures, certain countries, which are very easy to breeze through when you are at work meetings or you're talking to people. But there are certain countries in the let's say in the Middle East, the Far East, which are still not very open to, you know, women taking on lead roles, women strategizing, women talking things that would influence decisions. So sometimes there's also a word I'd like to put in here that sometimes it is not country specific. Specific. It is very individual, specific. So there, like you said, you know, there are certain mindsets which still exist. There are people who may be residing in countries that are very open and very receptive, but their own mindset is limiting. And it is a mindset which is closed, it is rigid. So that stops and that prevents any inclusion. You know that, if I were to put it that way, so I would say it's not merely, not always country specific. Yes, individuals have to evolve themselves and change their mindsets. So it's sometimes I've seen it's countries are good, but some individuals are rigid. I've seen some individuals that are good, but the countries that are rigid. So it sort of works both ways.   Michael Hingson ** 30:54 And it's not just about women, it is about anybody who is different. Yes, then the so called norm, whatever that happens to be, absolutely   Shabnam Asthana ** 31:03 inclusion is not limited to women. So again, I'd like to clarify that it's inclusion is a broad spectrum. So yes, of course, we are a small part of it. But yes,   Michael Hingson ** 31:17 you have written a book, yes, romancing your career and and also you've done a lot of mentoring, obviously, and so on. But what do you mean when you talk about women? And I would say anybody who's different need to define success on their own terms. Tell me more about that.   Shabnam Asthana ** 31:41 So women, or anybody, let's not be very specific about women, because then it would be detracting from the main subject of inclusion. Anybody who wants to be heard has to believe in one thing, that silence is not the answer. Courage is so you have to move from silence to courage. Try and portray your point of view. Speak to people if they listen to you good enough if they don't, it's not as if the doors are closed. If the doors are closed, you can surely open a window for yourself, and it works. So just being silent or being very subdued or being very you know sad that your point of view, or being upset, for that matter, that your point of view is not being listened to is not the answer. You have to show courage. You have to do your homework, right? Remember that value is something that takes anybody places. It's not about being a woman, it's not about being any nationality, any ethnicity. It's just that you have to carry value in whatever you are trying to bring to the table. Once people see value, they will forget whether you are of XYZ nationality or you're an Indian, or you are of any other you're any other gender, if I may say that. So it's the value that a person should work towards. Everybody should work towards bringing value to the table. That is what will get you noticed, and that is what will see you going places. Yes, it did.   Michael Hingson ** 33:43 And again, I think one of the important things is that, from my standpoint, and I keep pushing it, but it's there is that it also is the same for for so called disabilities. One of the things that I maintain is that everybody on the planet has a disability, and the disability for most people is that you depend on light in order to function, and when suddenly light disappears, you have a big problem, unless you have a way to get light back on demand. But we are. We're not ready to accept that as a as a race yet, so people think that's cute, but, but they're not ready to accept it. It doesn't change the fact that it's really there. But the fact of the matter is that that people do have to speak up for themselves, and there are ways to do that, and there are ways not to do that. It isn't a matter of being obnoxious and demanding, but it is all about, as you expressed it earlier, being confident and showing that confidence and showing your knowledge and showing what you bring to the table absolutely well. You've been involved in PR for a long time, and I'm sure that you would agree, one of the main tools that people in the public relations world and elsewhere have to offer is storytelling. I believe the best salespeople are people who can tell stories and can help relate. But my question would be to ask you, how can storytelling bridge communities and bring people together?   Shabnam Asthana ** 35:31 Storytelling is a very, very strong element of PR. Storytelling humanizes everything. It brings in a lot of connection. So people connect automatically, if your storytelling is good, so like I keep telling all my juniors as well or new interns who join in corporate fact sheets can be informative. They can give you facts, but storytelling will transform everything. So you move from information to transformation. Storytelling is the human angle to everything. All of us love you a human angle. For example, let me tell you I was in a meeting which was quite a few years ago, and the CEO of the company was telling me they've done a lot of work in corporate social responsibility. So he wanted to tell me about all the expenditure that they've done. They've uplifted so many schools. They've done so much. They've spent so much on education, they've spent so much on water, on sanitation and so many other things, which has improved the lives of the citizens there. I told him, could you tell me one story of one life that has been affected. So he was at a loss because he had not he did not dive deep into that. He didn't look beyond the numbers and the figures. So his HR person stepped in and he told me a story of a girl. She was an Indian girl. Her name was Aarti. How they had transformed her life, and she had moved on to studying in Howard, and she was being employed in one of the top American companies there. So that was something, a story of transformation. So that is so you know, I believe the power of storytelling and that connected everybody, even his own people, were not aware. The employees were not aware. They were just sort of working like robos, putting in their number of hours, doing their work, not going beyond their call of duty to actually see what was happening to the effects, the efforts of their activities. This was something which we brought out in all their corporate brochures, in all the marketing that they were doing, in all the marketing collaterals that worked wonders. We had lots of inquiries for people who wanted to support them in many ways. We had an interview of the girl, and it was something which was very we added a human angle. So like I said, storytelling humanizes the entire concept, and that is something which connects people. So, yes, it's very   Michael Hingson ** 38:42 interesting. Did he learn to tell stories after that?   Shabnam Asthana ** 38:46 I believe so, because he was so he was really taken aback. And he said, Wow, I never really thought about it. And you told me, You changed my perspective. You made me see it differently. And if I were to say we got a good retainership After that, because he was very happy and my contract was renewed. So that was something which sort of affected the contract too well.   Speaker 1 ** 39:19 The reality is that when you tell a story, it is telling stories is something that most everyone can truly relate to, and when you tell a story that someone listens to or hears and reacts to it,   Michael Hingson ** 39:40 there's nothing better than that, and it's really important that that kind of thing happens. So I'm really glad to hear that you like storytelling. I think it is so important that we have that   39:51 absolutely,   Michael Hingson ** 39:54 yeah, it's so important to be able to do that. Well, you've told us a little bit. About inclusion and diversity and so on in India and in other countries. Do you think it's changing, both in India and in other countries? And how is it changing?   Shabnam Asthana ** 40:15 It is changing. If you go back to the 90s to the present day, you will see that people have become I think it has a lot to do with travel. It has a lot to do with interaction. So people are interacting with each other. I speak to you, you speak to me, you tell me something about you, and I say, Hey, is that worth listening to? Yes, it is. And I try and change my mindset. I become more receptive. I try and tell you my viewpoint. You listen to me. You hear me out. So I have seen companies that have moved beyond check boxes of how many women, how many people with disabilities they've, you know, inducted in the employment stream, in their jobs, and it's become more of the CEOs or the top management asking their people, how many voices have we listened to? How many decisions have been made by these people whom we have taken in. You know, how have we evolved as a company? So that has made me see in boardrooms, in various meetings, that the top management is also very aware of what kind of decisions, what policies, are being framed with people as a diverse group. And it's not funneled or restricted to just the top few. It trickles down and it goes to the people they've hired from diverse groups, and it becomes like a voice of the company. So I have seen that changing, and I have seen that diversion is now diversity sort of is moving more towards the corporate DNA. So it is not a demand anymore. It's not a checkbox. It's more as if it is flowing in naturally, and people are more aware of it. So that's what I've seen.   Michael Hingson ** 42:32 It's a mindset, it is, and people are starting to adopt that. How is it changing in India? You said that in India there's a lot more diversity. But you said inclusion isn't so much there.   Shabnam Asthana ** 42:46 Yes, it is in see in India, it was globally, I saw that diversion was backed by policies, and there was a certain framework which had a set of rules. It had a set of code of conduct. But in India, it was more based on individual goodwill. So we had people, if the CEO or the top management was pro diversity, it would happen automatically, because the ones at the junior level had no choice. They had to naturally comply. But here now in India, it's become more organized, more structured, and people, there are departments now which look into issues of diversity and inclusion, and they try and make the organization work towards that. So they are big companies. They are small companies in India, all are trying to absorb this in the corporate DNA, like I said. So people are conscious. And there are conscious. There are seminars which are happening. People are being spoken to. There is workplace, you know sensitization that follows. People talk about it, people discuss it, and there is a lot of exchange of dialog which happens. So people talk, people learn, people adapt   Michael Hingson ** 44:15 well. So you you work for the Swedish company, for you said, like, 12 years, and then what did you   Shabnam Asthana ** 44:25 do after that? I moved on to, you know, start my own company, which was empowered solutions. That's my brain child, and it's a communications PR and communications company, and I, sort of, I'm the founder director for that the Empowered solutions is my company now, and we are completed. It was set up in 2005 October.   Michael Hingson ** 44:50 2005 what? What made you decide to leave the bigger corporate world and take on all of the challenges of entrepreneur? Leadership and starting your own company, because that certainly is a major change.   Shabnam Asthana ** 45:04 It is I was in the top management. I had a set job, I had the name, the recognition, everything that comes with that. But somehow there was still that kind of, I would say, curiosity, to experiment and to try on newer things. And I am a person who gets a little bored of stagnation, and I had almost reached the height of my career in these companies, and there was nothing more I could do unless I bought over those companies and sort of, you know, became the president and the chairman, which I would I could not do. So I said, Why don't I sort of diversify and take all this learning that I have, all the goodwill that I've earned over the years with the people that have been my clients, with my colleagues, with the people I've met in my business conferences. Why don't I take all this and try and set up something on of my own where I am at liberty to do whatever I want to do without the time pressure, you know, without a pressure of morning meetings and you know, things which have to be a nine to five kind of a role here, I do agree that it is a 24 by seven job that I'm doing at present, because I'm always available. And, you know, I believe that accessibility is very important if you have to be successful, you can't sort of close off and say, no, no, I'm, you know, if somebody needs you, you can't say, Okay, I'm just closing my door and my office. So that was the the, you know, the excitement of experimenting once again and seeing, of course, entrepreneurship is something which is very exciting, and that was something which I wanted to experiment and try and see how I could change that. And, you know, get it into my career. And, you know, get off the normal nine to five job. So that's what I did. I wanted to experiment.   Michael Hingson ** 47:21 So tell me a little bit more about if you would what your company does and how you serve clients and so on. And where are your clients?   Shabnam Asthana ** 47:29 Okay, so basically, it is a PR and communications company, and we have clients now globally. I have primarily in India, because that is where my office is. But I do have clients in Europe, in us, in Canada, where I am currently. And yes, it is more about public relations and communications, and that's what we do. So it's essentially a diversification of I have also taken on writing as part of one of my services. So I do a lot of book writing. I take on people who want to be either who want to tell a story, and who don't have either the time or the expertise. I write for them. I ghost right for them. We also do events. So we have done a couple of events globally, not on a very large scale, but yes, we do have. So it's events, it's public relations, it's communications, it's training, and it's writing.   Michael Hingson ** 48:39 So that's it, right? Well, so you have written one book. Are you looking at doing any more books? By any chance?   Shabnam Asthana ** 48:49 Now I have ghost written about 16 books. So they're all ghost written and under a contract where I don't disclose the names of the books. But yes, I've authored three books, and the first one was romancing your career, a very interesting and fascinating book. That was my first book, and later on, I went on to do two biographies, and yes, I'm doing a couple more correctly, where they are being authored by me. So I'm writing the biographies.   Michael Hingson ** 49:26 So today, in all the work that that you're, that you're doing, do you, do you get involved with many international projects?   Shabnam Asthana ** 49:39 Yes, not many, but yes, we are doing a slow and steady progress there. And we do, I do, keep getting a lot of inquiries. And I must say that I have got a couple of inquiries recently which are very interesting. And I. Working on those. Maybe it's a little premature to tell you that, but yes, there is one big project that has come my way, and we're planning to expand from there. Well.   Michael Hingson ** 50:12 So you have experienced a lot of different countries and so on, and India is certainly becoming more of an economic and a world power in the in terms of what all is happening. Do you think that that the attitudes of India and the way India deals with inclusion and so on is making a difference, and Will that continue to happen?   Shabnam Asthana ** 50:43 Well, Michael, it will, because we are moving out of our country, and we have, you know, taken spots in so many other countries. So if we want to be included, it's high time we practice the same. So we have to welcome other cultures. We have to welcome other nationalities if we hope to be welcomed in other countries as well. So that is something which has really influenced the thinking of people, because we can't be rigid. We can't be, you know, thinking in our own way. And say, Well, let's not do it, because we have to welcome other countries if we have to work and move out of India. So yes, Michael, I will say that very hard. It's very heartening to note that it is changing, and it will continue to do so. In fact, you know, India is moving from being seen as an outsourced to something which people sort of welcome with open arms. But then, yes, things are changing. There are things which are happening which may limit the movement of people, or it may increase the flow of people. But then, well, we have to adopt, adapt and move on.   Michael Hingson ** 52:04 Yeah, well, there's always going to be some of that which makes which makes sense. Yes. What kind of advice would you give to someone, especially young professionals, women and others who are different? What advice would you give to someone who may feel excluded or undervalued in their careers.   Shabnam Asthana ** 52:25 The best thing that I would like to say is that if you hear a no, don't let it bog you down, because be sure that tomorrow you will hear a better yes, it will be something that is shaping the way for your future. So you must not let any naysayers or any projects that fail bog you down just because you're a woman or because you're different or anybody you know. You have to show your courage, you have to be resilient, and you have to lean on your inner strengths. The best magic, the you know, time tried and tested formula, which I would advocate, is leaning on your inner strengths. All of us have a lot of strengths, believe you me, we may not know it, but all of us have a lot of strengths. So when you see a situation that is not to your liking, just lean on your inner strengths. Take a deep breath and say today's no will be a yes tomorrow, and that is the courage that you must move ahead with anybody, irrespective of whether you are a woman or you are any person who is stepping into the corporate world. Just value yourself. Always Be confident. Wear the confidence. And that's the best accessory that you would have.   Michael Hingson ** 54:03 How would you define unstoppable mindset?   Shabnam Asthana ** 54:08 Unstoppable mindset is not something which is something which rises beyond limitations. And by limitations, I don't mean only individual limitations. It may be the limitations of the other people. Let that not define your limitation. Your the term unstoppable, to me, is a term which shows resilience. It shows something where you can fumble. It's very natural to fumble, to stumble, to fall down, to face challenges, to face, you know, rejections. It's very normal, but unstoppable is. Being able to get up again with greater strength, with a better mindset, more courageously, and more importantly, with an open heart, which says, Yes, I will do it. You cannot say you cannot. You know, sort of put me down in any way. My courage is there, my inner strength is there. I am unstoppable in that sense.   Michael Hingson ** 55:28 I think the most important thing that you just said is that you have to do it with an open heart. I think everyone should do that you may learn that your idea may not be the best solution, and it might be the best solution, but you won't know that until you truly have an open heart and an open mind.   Shabnam Asthana ** 55:46 Truly, yes, absolutely, an open heart, I would say, is really, really key. It's very, very important.   Michael Hingson ** 55:56 What keeps you motivated as you continue to advocate for adverse diversity and inclusion and equity and so on.   Shabnam Asthana ** 56:04 What keeps me motivated? Michael, are many things, but then what i If I could just zero down on a couple of them, I would say that what keeps me motivated is the trust that people had in me, and, you know, to give me certain jobs, roles, the trust that they had to sort of say, okay, you can do it. And then I did it. And the people, what keeps me motivated is something also very nice, which somebody came up to me at a recent conference in Germany, and they said, you know, the reason why I didn't give up is because of you. That is me, because I motivated them to do something, and that was your motivation for me, I was like, Okay, if I can motivate you, I too can stay motivated for a long, long time to come. And that's something which I do. I try to inspire and I try to inspire myself as well in the process.   Michael Hingson ** 57:07 Well, if you could leave everyone who is involved in hearing this podcast and so on today, if you could leave them with one powerful message about embracing diversity and so on. What would that message be?   Shabnam Asthana ** 57:23 Well, that message would be that whatever is happening today, if you feel that there is even a little bit of acceptability, that is because somebody else has worked towards it, so now it is your chance to give it back to society, to keep working, to keep opening doors for people, for a better tomorrow, for a more inclusive tomorrow. And diversity doesn't and inclusivity doesn't happen overnight. You have to work towards it. There is a it's the whole process, and you have to work towards it relentlessly. Continue working. Somebody else has worked. They have pushed you forward. They have done a whole lot of things. Now it's your turn to do your bit and ensure that the people who are coming after you come to a better tomorrow, a more inclusive tomorrow.   Michael Hingson ** 58:27 It also, by definition, means that we need to learn how to work with each other and support and help each other,   Shabnam Asthana ** 58:34 of course. And empathy. Empathy is the key, empathy, sensitivity, all that.   Michael Hingson ** 58:41 So if people would like to reach out to you, maybe use your company services or talk with you. How can they do that?   Shabnam Asthana ** 58:48 They could contact me. You can write to me at my email id, which is Shabnam, S, H, A, B n, a m, at empowered solutions, my company name, E, M, P, O, W, E, R, E, D, S, o, l, U, T, I O, N, S, dot, I n, that's my name. The emails will reach me. That's an inbox which you know I'm monitoring myself, and be sure that you will receive a reply. I'd love to hear from people, and I love to communicate. I love to write back. So very welcome.   Michael Hingson ** 59:30 And I would ask, just sort of on principle, if anyone reaches out to Shabnam, who has heard this podcast, please mention that, just so that she knows where you where you discovered her, and I think that would be a good thing to do. Well, I want to thank you for being here. I think this has been absolutely wonderful. I think we've learned a lot I have and I value the insights that you bring. So I hope that other people will take the. Those same insights away, there's there's a lot to learn here, and there's a lot to gain from this. So I want to thank you again for being here, and maybe we'll have to do this again in the future.   Shabnam Asthana ** 1:00:12 I'd love to do that. And Michael, I'd like to thank you for hosting this wonderful, wonderful show. I have seen your episodes. They are brilliant, and it's really nice. I was so looking forward to this. It's been an absolute pleasure to interact with you, and I hope that we'll be doing more of this in the near future.   Michael Hingson ** 1:00:35 Well, we'll have to explore that, and I want to thank all of you who are out there watching and listening. I want to thank you for being here. We appreciate you very much. Wherever you're listening or watching. Please give us a five star review. We value that very highly. We really would appreciate you saying good things about us. A five star review is always a wonderful thing. I'd like to hear from you as well. I'd like to hear what your thoughts are about this podcast. Feel free to email me at Michael M, I, C, H, A, E, L, H, I at accessibe, A, C, C, E, S, S, i, b, e.com, love to hear from you. Love to hear your thoughts. We value them, and we take all the comments that we get from people very much to heart. So we appreciate you doing that. And if you know anyone else who ought to be a guest on our podcast, who you think ought to be a guest, let us know. Introduce us. Shabnam, that's also true for you, please. If you know anyone who ought to be a guest, we'd love to meet people and have them come on the podcast and also help us show how we're all more unstoppable than we think we are, or we thought we were. So once again, though, I want to thank you for being here. Shabnam, this has been wonderful. Thank you very much.   Shabnam Asthana ** 1:01:51 Thank you, Michael, thank you to all the listeners.   **Michael Hingson ** 1:01:59 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

On this episode of Animal Spirits: Talk Your Book, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Carlson⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ are joined by Rahul Sharma, Portfolio Manager at Schafer Cullen Capital Management to discuss: China, the falling dollar, why emerging markets are outperforming and the firm's dividend-focused strategy. Find complete show notes on our blogs... Ben Carlson's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠A Wealth of Common Sense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Michael Batnick's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Irrelevant Investor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Feel free to shoot us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠animalspirits@thecompoundnews.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ with any feedback, questions, recommendations, or ideas for future topics of conversation. Check out the latest in financial blogger fashion at The Compound shop: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://idontshop.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Ben Carlson are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Schafer Cullen Capital Management Disclosures: Past performance is no guarantee of future results. Investing in the stock market involves gains and losses and may not be suitable for all investors. Investors have the opportunity for losses as well as profits. Market conditions can vary widely over time. Investing in equity securities is speculative and involves risk. Investing in foreign securities involves greater volatility and political, economic and currency risks and differences in accounting methods. Cullen Capital Management, LLC. (CCM) is an independent investment advisor registered under the Investment Advisers Act of 1940 and is doing business as Schafer Cullen Capital Management, Inc. (SCCM). The Cullen Funds Trust (CFT), SCCM and CCM are affiliates. This information should not be used as the primary basis for any investment decision, nor should it be considered as advice to meet your particular investment needs.  All opinions expressed constitute Cullen Capital Management's judgment as of the date of this report and are subject to change without notice. Learn more about your ad choices. Visit megaphone.fm/adchoices

In part one of this three-part series, Dr. Jeff Lambe discusses the rationale for including the optic nerve in the 2024 revisions to the McDonald criteria.  Show citation:  Montalban X, Lebrun-Frénay C, Oh J, et al. Diagnosis of multiple sclerosis: 2024 revisions of the McDonald criteria. Lancet Neurol. 2025;24(10):850-865. doi:10.1016/S1474-4422(25)00270-4 

On this episode of Animal Spirits: Talk Your Book, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michael Batnick⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ben Carlson⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ are joined by Doug and Heather Boneparth to talk about their new book, Money Together. This episode is brought to you by VanEck. Learn more about the VanEck Rare Earth and Strategic Metals ETF: ⁠http://vaneck.com/REMXCompound⁠ Find complete show notes on our blogs... Ben Carlson's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠A Wealth of Common Sense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Michael Batnick's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Irrelevant Investor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Feel free to shoot us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠animalspirits@thecompoundnews.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ with any feedback, questions, recommendations, or ideas for future topics of conversation. Check out the latest in financial blogger fashion at The Compound shop: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://idontshop.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Investing involves the risk of loss. This podcast is for informational purposes only and should not be or regarded as personalized investment advice or relied upon for investment decisions. Michael Batnick and Ben Carlson are employees of Ritholtz Wealth Management and may maintain positions in the securities discussed in this video. All opinions expressed by them are solely their own opinion and do not reflect the opinion of Ritholtz Wealth Management. See our disclosures here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/podcast-youtube-disclosures/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Compound Media, Incorporated, an affiliate of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ritholtz Wealth Management⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, receives payment from various entities for advertisements in affiliated podcasts, blogs and emails. Inclusion of such advertisements does not constitute or imply endorsement, sponsorship or recommendation thereof, or any affiliation therewith, by the Content Creator or by Ritholtz Wealth Management or any of its employees. For additional advertisement disclaimers see here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ritholtzwealth.com/advertising-disclaimers⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

Liberty Kepford lives in Tallahassee, Florida. She is a youth Sunday School teacher and has also served in a Primary presidency and as a Primary teacher. Liberty previously taught 5th grade and now works as a curriculum writer for the homeschool curriculum "Art Makes Me Smart". She and her father, Robert Johnson, are the authors of Autism in Christ's Church. Robert Johnson lives in Starr Valley, Nevada. He serves in his ward Sunday School presidency and has previously served in a stake presidency and as a bishop. He recently retired from teaching K-12 Special Education, is a board-certified behavior analyst (BCBA), and runs Nevada Behavior and Autism. Robert and his wife are Liberty's parents and will be serving a mission in Kumasi, Ghana, starting in 2026. Links Autism in Christ's Church Church Disabilities Help Disability Specialist in the Handbook Navigating Autism as a Church Leader | An Interview with Michele Portlock Why Your Ward Needs a Disabilities Specialist | A How I Lead Interview with Anna Rast Leading Those with Special Needs | An Interview with Stan Beagley Creating a Culture of Inclusion and Acceptance Meeting the Needs of our Special Needs Children Transcript available with the video in the Zion Lab community Highlights In this episode, Liberty and Robert discuss their book, Autism in Christ's Church, which aims to provide insights and resources for Latter-day Saints regarding autism and how to create inclusive church environments. They emphasize the importance of understanding the diverse experiences of individuals on the autism spectrum and the role of disability specialists in supporting these individuals and their families. Key Insights Diversity of Autism Experiences: Autism is a spectrum, and individuals experience it differently. The book shares various stories that highlight these unique experiences, emphasizing that there is no one-size-fits-all approach to supporting individuals with autism in the church. Role of Disability Specialists: Disability specialists are crucial in church settings, providing tailored support to individuals with autism. Their presence can significantly enhance the church experience for both individuals and their families. Communication and Collaboration: Effective communication between parents, leaders, and disability specialists is essential. Regular meetings and open dialogue can help create a supportive environment that meets the needs of individuals with autism. Social Skills Development: Leaders should focus on helping individuals with autism develop social skills through structured interactions and support, especially during transitional phases like moving into young men's or young women's groups. Utilizing Strengths: Individuals with autism often have unique strengths and interests. Leaders should identify these strengths and provide opportunities for individuals to contribute meaningfully to the church community. Leadership Applications Empower Disability Specialists: Leaders should actively call and support disability specialists in their wards, ensuring they have the resources and training needed to assist individuals with autism effectively. Foster Inclusive Environments: Create a culture of understanding and acceptance by encouraging open discussions about autism and providing training for leaders and members on how to interact positively with individuals on the spectrum. Encourage Participation: Leaders can help individuals with autism find suitable callings that align with their strengths, fostering a sense of belonging and purpose within the church community. 00:04:11 - Origin of the Book "Autism in Christ's Church" 00:04:54 - Robert's Expertise in Special Education 00:06:28 - Resources for Latter-day Saints and Autism 00:07:15 - Structure of the Book: Stories and Experiences 00:08:48 - Liberty's Background with Autism 00:09:36 - Robert's Journey into Special Education