Podcasts about Inclusive

This week, Nadia hosts solo while Rob is away, revisiting a powerful interview she and Rob recorded with Paolo Gaudiano. The conversation explores why equity and meritocracy are not opposites, but incomplete views of the same system and how leaders can move beyond ideology to design fair, high-performing organizations. Stick around as Nadia also shares a personal surprise at the end of the episode.Find season 5 episode transcripts here: https://drive.google.com/drive/folders/1bP3N6QYBG0UkzdRm5GwiFfoQLvGtIRrK?usp=sharing Connect with Paolo:https://aleria.techhttps://linkedin.com/in/pgaudianoMeasuring Inclusion: https://amazon.com/dp/178860606XMeritocracy (due out 6/9/26): https://www.amazon.com/dp/1788609433Paolo's TED speaker page: https://ted.com/speakers/paolo_gaudiano Connect with us: Visit www.nazconsultants.com to learn more about Dr. Nadia Butt's work in leadership, culture, and organizational effectiveness, and check out http://www.tekanoconsulting.com/ to explore Rob Hadley's approach to data-driven inclusive strategy. Send us your thoughts or topic ideas at inclusivecollectivepodcast@gmail.comFollow Inclusive Collective LinkedIn: https://www.linkedin.com/showcase/inclusivecollective/ YouTube: https://www.youtube.com/@inclusivecollectivepodcast Instagram: https://www.instagram.com/inclusivecollectivepodcast/ Facebook: https://www.facebook.com/InclusiveCollective/ Connect with Nadia: https://www.linkedin.com/in/nadianazbutt/ Connect with Rob: https://www.linkedin.com/in/rob-hadley-utah/

The Inclusive Voice Show with Host Pam McElvane 01.17.26 by WCPT 820 Weekend

Laura Geller's love of beauty began backstage on Broadway and behind the scenes with celebrities — but her true passion has always been making makeup work for real women. That belief led her to launch Laura Geller Beauty, a brand rooted in simplicity, inclusivity, and confidence at every age.In this episode, we're joined by Laura Geller, Founder, and Sara Mitzner, VP of Marketing, to discuss how the brand continues to resonate with women 40+ while thriving in today's fast-moving marketing landscape. From QVC to social media, affiliate marketing to storytelling, this conversation explores what it really takes to build longevity — especially when marketing to an audience often ignored by the beauty industry.This episode is especially relevant for millennial and Gen Z marketers navigating how to modernize legacy brands, build trust across generations, and market with purpose.Key Takeaways:// Women 40+ Are an Underserved Growth Opportunity: Brands that genuinely understand and respect this audience can build deep loyalty and long-term growth.// Legacy Brands Win by Staying True to Their Core: Evolution doesn't mean reinvention — the strongest brands modernize their channels without abandoning their values.// Social Media Isn't Just for Younger Audiences: With the right tone, humor, and authenticity, social content can connect across generations.// Storytelling Builds Trust in Beauty Marketing: Real experiences, real education, and real representation matter more than perfection.// Focus Beats Fragmentation: With so many marketing channels available, clarity on where to invest time and budget is critical.// Longevity Comes from Purpose: Building something meaningful — not just trendy — is what creates brands that last decades.Connect with Laura Geller Beauty: Website | LinkedIn____Join the MHH Collective! The MHH Collective is a community for marketers and business owners to connect, ask real questions, and grow their careers together. Join for access to live Q&As with industry experts, a private Slack community, and ongoing resources: https://www.marketinghappyhr.com/mhh-collectiveSay hi! DM us on Instagram and let us know what content you want to hear on the show - We can't wait to hear from you! Please also consider rating the show and leaving a review, as that helps us tremendously as we move forward in this Marketing Happy Hour journey and create more content for all of you. ⁠Join the MHH Collective: ⁠Join now⁠Get the latest marketing trends, open jobs and MHH updates, straight to your inbox: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our email list!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow MHH on Social: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ |⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Discover how Courtney Wiley Martin, an inclusion specialist, and her colleague Casey, a PE teacher, used UDL to create a physical education course that continues to bring students with significant disabilities and general education peers together, transforming school culture and proving students lead the way to true inclusion.

A new Barbie is even more good news for representation and play time!Check out this announcement video to learn more  ★ Support this podcast on Patreon ★

Personal protective equipment, or PPE, has faced challenges in fitting a diverse workforce – research shows that 36% of women in the UK and 45% of women globally are supplied PPE that doesn't fit properly.Poorly fitting PPE isn't just uncomfortable – in sectors like construction, healthcare, and policing, it can create serious safety risks, reduce job satisfaction, and even drive skilled workers from industries already experiencing labour shortages.BS 30417, the new standard for inclusive PPE, provides practical guidance to ensure all employees are properly protected, regardless of gender, ethnicity, body shape, age, or disability.In this episode, we hear from key voices at the Westminster launch of BS 30417, including MPs, industry leaders, and the standards-makers themselves, discussing how the standard enhances safety, inclusivity, and workforce well-being. Guests also share insights on its development, practical applications, and how organizations are preparing to implement it.Find out more about the issues raised in this episodeBS 30417 | Provision of inclusive PPEStandards in 10 Minutes | BS 30417Get involved with standardsGet in touch with The Standards Showeducation@bsigroup.comsend a voice messageFind and follow on social mediaX @StandardsShowInstagram @thestandardsshowLinkedIn | The Standards Show

Robert Baker, Founder and CEO, Potentia Talent Consulting Robert has been a passionate supporter of diversity, equity and inclusion throughout his 40 plus year consulting career. He now runs his own company, focussing on delivering keynotes, workshops and coaching for business executives to help them develop their inclusive leadership skills and so build diverse and inclusive workplaces.   Robert works with global organisations and some of the key projects he has delivered in the last twelve months include: · Allyship workshops and key notes · Executive coaching for male leaders on gender balance and inclusion · Unconscious bias workshops and training · Inclusive culture and leadership workshops and keynotes Clients include Generali, Marsh & McLennan, ENGIE, Pfizer, PwC Belgium, Zalando and many other global companies.   Robert has also spoken at many conferences, including recently: The Rise & Lead Women Conference, The Hague (September 2025) where he ran a Men As Allies Roundtable and the Global Women on Boards Conference, Brussels (November 2025) where he chaired a panel on AI and Allyship.   Robert is a Board member and Vice Chair of European Women on Boards, and is a past Trustee of UN Women, UK. Robert is Disrupter in Residence in DE&I on the Global MBA Program at EDHEC Business School and also a visiting lecturer on Male Allyship at the University of Amsterdam Academy.   In recognition of his work in gender balance, Robert was named a Top 50 Trailblazer in Gender Equity in January 2023 by We Are The City and was awarded as Corporate Male Champion of the Year 2024 by Women in Management. ---- SOCIALS: Twitter: @robertbkr  Instagram: @robertbkr LinkedIn: https://www.linkedin.com/in/robert-baker-potentia-talent-consulting/  

In this week's episode of DEI After 5, we continue our engaging conversation with Ofense Lakwane, diving deeper into the concept of intentionality in creating inclusive workplaces. We explore the distinction between performative actions and genuine efforts, highlighting the importance of not just checking boxes, but truly understanding and addressing the needs of all individuals. A powerful example is shared about the misuse of a wheelchair-accessible stall, illustrating how organizations sometimes fail to deliver on their commitments to accessibility. We discuss the need for organizations to celebrate their successes while also acknowledging areas for improvement, emphasizing that fostering an inclusive culture requires ongoing effort and awareness. Join us as we reflect on what it truly means to create spaces where everyone feels valued and included. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Baptism of the Lord; Sermon based on Acts 10:34-43 and Matthew 3:13-17. Preached at The First Presbyterian Church of Brooklyn (https://linktr.ee/firstchurchbrooklyn). Podcast subscription is available at https://cutt.ly/fpcb-sermons or Apple Podcasts (https://apple.co/4ccZPt6), Spotify, Amazon, Audi....This item belongs to: audio/first-church-brooklyn-sermons.This item has files of the following types: Archive BitTorrent, Columbia Peaks, Item Tile, Metadata, PNG, Spectrogram, VBR MP3

DateJanuary 11, 2026SynopsisIn this sermon, we dive into the disruptive power of Jesus's baptism, revealing how it offers a new imagination for how we see the world. Jesus steps into the water to redefine righteousness—it's not about maintaining purity or order, but about radical solidarity that shatters systems of control and exclusion. By claiming our first, revolutionary name as Beloved, we embody a vision in which justice flows like a river and are empowered to take a bold next step toward the healing of God's world.ReferencesScripture: Matthew 3:13–17About The Local ChurchFor more information about The Local Church, visit our website. Feedback? Questions? Comments? We'd love to hear it. Email Brent at brent@thelocalchurchpbo.org.To invest in what God's doing through The Local Church and help support these podcasting efforts and this movement of God's love, give online here.

The Inclusive Voice Show with Host Pam McElvane 01.10.26 by WCPT 820 Weekend

January 11, 2026

In this inspiring episode, we celebrate the power of curiosity, inclusion, and innovation for young readers and families! Host Jed Doherty first welcomes Dr. Ainissa Ramirez, scientist and author of "Spark: Jim West's Electrifying Adventure and Creating the Microphone." Ainissa shares how modern microphones owe their magic to Jim West's inventive mind and explains how science is all about asking questions, exploring, and making discoveries—ideals she brings to her children's books to inspire the next generation of diverse innovators. Next, we meet Zephyrus White, co-founder of the Recordable Book Buddy, a clever device letting parents, grandparents, and loved ones record themselves reading picture books for the special kids in their lives. Zephyrus chats about the importance of family connections, the joy of sharing our voices, and how technology can bring storytime home—no screens required! Finally, author and illustrator Kacey Becker joins the conversation to share "I See Superheroes Everywhere," a heartfelt picture book designed to prevent bullying and empower children with special needs. Kacey discusses the importance of empathy, the value of every kind of ability, and her personal mission to see every child recognize their own superpowers. With friendly stories, fascinating science, and a big dose of heart, this episode offers parents, educators, and kids new ways to explore, connect, and grow together.

With over fifteen years of experience as a teacher in special education, John has worked across Schools for Specific Purposes (SSPs) and support units in primary schools within public education. Now serving as an Assistant Principal Special Education, he is deeply committed to building the confidence, knowledge and capacity of colleagues and teachers, so inclusive practice is not an add-on, but a shared responsibility across the school community. John's work is grounded in the belief that every student deserves to be seen for their strengths, potential and possibilities. He leads with care, clarity and high expectations, advocating for learning environments where difference is understood, valued and supported. Disability does not mean inability. Here is John's article: https://cpl.nswtf.org.au/journal/semester-2-2025/is-inclusion-truly-inclusive/

In this episode of One Vision, Theo hosts Amanda Estiverne-Colas, Director of Payments Practice at Perficient. Amanda shares her journey in financial services, focusing on financial inclusion and fairness by design, as well as the importance of empathy in banking. They also touch on the challenges and opportunities within the financial ecosystem, the need to adapt to changing consumer needs, in order to build a more inclusive future.00:00 Introduction and Guest Welcome01:25 Amanda's Journey in Financial Services05:39 Empathy and Financial Inclusion06:33 Challenges and Opportunities in FinTech12:19 Global Perspectives and Innovations19:31 Consumer Protection 24:02 Closing Thoughts

Laura Nelson is the co-founder of Sober Life Rocks and author of The Inclusive Event Planner. With a strong background in leadership and events, she champions sober-inclusive gatherings that foster real connection. Her work is inspired by her own sobriety journey and a mission to help professionals design meaningful, welcoming experiences for all. She is also excited about their first conference, Amplify, a sober-focused event amplifying sober voices, on January 15, 2026. Join her in the Sober Life Rocks Community on LinkedIn and grab a free copy of her book at SoberLifeRocks.com. See also: • Amplify Sober Voices – their first conference dedicated to amplifying sober voices, happening January 15, 2026, in Orlando. You can find more here: amplify.soberliferocks.com. • The Inclusive Event Planner – her book on creating sober-inclusive, connection-driven gatherings. Details are here: inclusiveeventplanner.com.

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that we see in the workplace and beyond. there's a spectrum of traits, of [00:07:00] introversion, extroversion. many people will fall somewhere in the middle and people can also express themselves differently. depending on different situations, different contexts might bring out, different types of behavior. so I'm just gonna generalize a little bit here, for time. And so there's research that compares people who tend to, behave more introverted ways and people that tend to be more extroverted. introverted meaning, getting energy by recharging alone, extroverted meaning, getting energy from, spending time with [00:07:30] others. And there's a really cool study that, people were in the brain scanner and while they were in the brain scanner, they were showed a series of pictures. Some of the pictures were flowers and some of the pictures were faces. So flowers is a non-social stimulus. and so, you know, we don't associate that with people, whereas the face is very social. the study found that introverts and extroverts showed different patterns of electrical activity in the brain in response to these images. So [00:08:00] in the introvert, if there was a bunch of flowers shown in a row and then a face, their brain sort of went, eh, well, it didn't really process a difference, but an extroverts, when there was flower, flower, flower face, when the brain saw the face, It got super excited. So the brain really processed a difference between the non-social and the social images. so that just shows that personality [00:08:30] traits and behaviors. And those differences we see in people are actually rooted in how the brain is processing information. we can also see structural differences. in how the brain is built, there's other research that has looked on that. And they found that, introverts tend to have bigger brains in areas responsible for behavior inhibition. Meaning stopping yourself from behaving impulsively. that is a trait commonly associated with introversion is introverts [00:09:00] tend to think before speaking, before acting. and extroverts, brain extrovert brains were bigger in areas responsible for regulating emotions. And smaller in areas related to social information processing. And the way that was interpreted is that extrovert brains can be more efficient at processing social information, maybe selecting what's important and what's not. I could feel that I've had to work on pulling out my introvert. [00:09:30] I think we all have some of both, right. But I've had to practice not everything that I say people want to hear and just that filter and pause. I'm fascinated with the technology. here we are working, manufacturing, all kinds of technology, but when I hear brain scans it's not people's opinions, It's the signals as a neuroscientist, with a PhD you can see that, right? that's just, wow. Like you talk about, one of the sayings we have is that, you bring data. not opinions to a meeting and, well, here you're bringing the data. There are scans that says, Hey, this is what people do. [00:10:00] What I just did was, for that individual, I just had, a reaction which was negative to that person. And if we don't, see that and recognize that, then we may miss that. I wanna bring back the, initial story with the recognition as well. now that we have some foundation about why our brains are different and how, our behaviors actually connected with brain differences, if we reflect back on that person getting recognized when that wasn't what they're inclined for, we can imagine what was happening in their brains. [00:10:30] It wasn't. The reward circuits and the social connection circuits. It was the pressure, stress. Everybody's watching me. So that same circumstance of being recognized in one person can activate reward and in somebody else can activate stress and anxiety. we like to say that. perceptions matter more than good intentions. Yes. Right. And I think that's what we're [00:11:00] focused on learning here. so I've got my manuscript I'm working on this week and I got, I got a hand in at the end of this week for my book, I've written a new chapter on this relationship audit. it's like an internal 360, but instead of. Fixing what's wrong? We're just moving more towards what's right, right? We wanna do more of the behavior. So I've, you know, we've got some questions we ask individuals, direct reports, managers, peers, and we just ask 'em, when do you tune into me? you know, what expectations do we have of each other? Those types of conversations. [00:11:30] And I think that this work that you are doing really helps us with ideas of. How can we be more mindful? Because what we did after that event is that before we ever gave someone an appreciation, we stopped surprising people and we just started asking them, are you okay if we mention you at the meeting this morning? getting their permission seemed to work. and what I liked was when I went over, some of your material, you had three kind of takeaways That you can do now, maybe when you're [00:12:00] having one-on-ones with people or you're just interacting with them. Absolutely. it's great to hear that you took action after, that experience and learned from it Asking people for permission to, to recognize 'em, to ask them something in public is a really great practice and not connect. With the first practice, area that I, like to share, which is asking people what they want, need or prefer. [00:12:30] especially if people are really busy and don't have time and are overwhelmed, it can be really easy to make assumptions our brain naturally does that. there's a known brain bias. called the false consensus effect. Where we tend to think that people agree with us and have the same beliefs, behaviors, knowledge as we do, that's definitely me. Everyone does it. It is a human brain bias. We all share that. especially in times [00:13:00] of busyness and stress, our brains do tend to fall back on those natural shortcuts to save time and energy. but they can end up causing some strains, some conflict, reduced productivity because we're making assumptions instead of asking. So, hold on. You gotta say that again. We're taking shortcuts and what'd you say after that? we're taking shortcuts basically to save [00:13:30] time, to save time and energy. Our brains naturally do that in many different contexts. like there's so much information coming into our brains constantly  Choosing what to filter, choosing what's important. That's a natural state. we're in that all the time. Can you imagine if your brain right now was processing. Absolutely every single thing that was present in your environment. It's impossible. We can't do that. Oh no. Hang on a minute. For the listeners. Falisha has not ran manufacturing [00:14:00] plants. I. She hasn't even spent a lot of time with them, but she just described our life that is our life. this is why it's important. This is why we need to listen to you and say, okay, so what can we do? 'cause you just described manufacturing, there's so much stimulus. it's how many parts we make the last hour. Is the machine running right now? is the quality inspection done? and then we take shortcuts. That's what we do. Thank you for describing us. [00:14:30] Brain science applies everywhere. I'm happy to hear that resonates and we can make the connection with the manufacturing processes as well. so what can we do about it? So we know, you know, from the manufacturing experiences, from the brain science that. When we're busy, we take shortcuts and tend to assume instead of asking. making that intentional space to invite sharing is really important, and that can happen in some different formats. It can happen in one-on-ones. It doesn't even [00:15:00] need to be a new one-on-one, just to ask what your work preferences are. if you're already having these kinds of conversations. We can integrate questions into that. So even asking someone a general question of, you know, what can I do? What can we as an organization do to make work more productive, fulfilling, enjoyable, whatever your objective is, to make the workplace better for you? the reason you really got me thinking about [00:15:30] this was in our relationship audit was really looking as when we have a team of say, 10 people, one of the practices to sustain relationships is having regular, one-on-ones or certain touchpoints, certain meetings. but when I hear you say about, you know, ask people what they want. Right. So just because. I say, you know what? We should have a one-on-one every two weeks. I'm the leader, but that may not be the right [00:16:00] approach. that's a great example. when we're asking people what they want, need or prefer, that encompasses so many things. It can be, how they work best, schedules, certain times of day they work best. It can be a physical space, it can be communication preferences, what motivates them. There's so many different aspects here that we can touch on, and that's a great example with, how they would like to have communication with a leader How they would like to have check-ins. some people love space, [00:16:30] love autonomy, and autonomy is great for the brain. in general, autonomy is awesome. some people love to have lots of autonomy and that can look like having a conversation once every two weeks and giving space. We'll have the chat, some general objectives, some goals for the next couple weeks, and then I will go and do my work on my own with my team. I don't need to be checked in on unless I have a question. Okay. There are other people who, that [00:17:00] feels overwhelming and the way that, that their autonomy can be expressed is by choosing to have more check-ins. Someone might want to have a quick two minute check-in every morning.  What's your objective for today? have those more smaller pieces that can feel a lot less overwhelming. It can feel like there's a clear map. It can feel like you know somebody's there and supporting them more frequently. Both approaches can be fantastic if they're [00:17:30] paired with the right people. But if there's a mismatch, that's when we start to get, more concerns. Because if you imagine somebody that likes to have more space If they're being checked on daily, that can feel like micromanaging. They can feel like they're not being trusted. but then if we have somebody who likes those daily check-ins and those shorter goals, if they're not receiving that. And they're left on their own when they didn't want to be. that [00:18:00] can add stress. Oh, I don't know what I'm supposed to be doing today. am I on the right track? I'm not sure. so it's really just about adjusting everything from check-ins to how goals are set to really match with what's going to work for each individual. For the listeners, I'm sorry, but it is, it is, you know, more flexibility in our part. Right. But this is, Hey, this is 2026. This is just where we're going right now. I don't see this changing of situational leadership. we gotta [00:18:30] ask more of those questions because North America. Manufacturing got great when we did lower, more lean, had more standards, more structure. And that's great for, greasing a cylinder that we know is gonna fail after so many cycles. And we wanna do the same with humans, right? So we're gonna have a meeting every two weeks and then check on you, every three days. the reality is that with the neuroscience that you have, we're not machines. And we're different. especially with the rise of technology now [00:19:00] and AI again, that's a whole conversation. something that I really work towards is creating human-centered workplaces. We work with machines, which is great, and it really helps, advance many aspects of our society. But human-centered workplaces is really important to, Just to, to create spaces where humans can thrive, be healthy, be included, and do our best work to advance our society people who are treated like machines [00:19:30] are more likely to feel. Stressed to not be motivated to not be expressing their creativity. And that just doesn't it, it doesn't do anything for the output either. when we focus on treating everyone like humans, and you know, we have. Feelings. We have brains, we have the word, you know, we have bodies that need to be taken care of. when we really prioritize that, that's where we [00:20:00] spark the ideas, the creativity, the connection, all of the things that are great for us and also for our products. It's like going to the gym, right? you can't go to the gym for 24 hours, you gotta do a little bit of this every day, and then you build up that muscle  I don't wake up in the morning and go to the gym and say, yes, I get to work out. But I do leave there thinking, this feels good. I've invested into this. I know this is gonna pay off. I feel better about it. like you said earlier we're taking shortcuts. We're trying to take that, that quick fix where really we need to have discipline. Like when we're trying to save [00:20:30] money, you gotta put that investment now into those conversations and just how you described it. We need to keep evolving with technology and the only way we're gonna do that is if we're not spending time on lack of clarity,  that was your second one Minimize. uncertainty. So yeah, minimize uncertainty. we spend a lot of time doing that. what are some ideas that we can spend less time on uncertainty. our brains in general don't like uncertainty and [00:21:00] we can feel that when it happens. as an example, let's say you get an unexpected meeting invitation that says all company meeting tomorrow at noon. That's it. Your brain, most people's brains we're getting laid off. You're like, why? Why is this happening? Did I do something wrong? Did my team do something wrong? Is the company shutting down? your brain tries to fill in the gaps by guessing what it could be, and [00:21:30] that comes from the fact that our brain is protective. Our brain is trying to figure out what those missing pieces of information could be. So that we can feel prepared and better able to handle the situation when it comes. it's coming from a good evolutionary place, but it's really unproductive because we waste so much time and energy on trying to fill in those gaps. And half the [00:22:00] time we get it wrong and it's something we didn't even think of. the other point here is that when there's something that's vague, it can also be interpreted in different ways by different brains. like we were talking about before, even the same thing can create a different response in different brains. Somebody might, maybe be like, okay, I don't know. It's fine, no problem. And somebody else might, lose sleep that night and have a really tough time managing [00:22:30] that. and by providing that clarity, that certainty, the information when we're able to. that reduces the waste of time and energy and makes sure that everybody's on the same page about what's happening and prevents those different interpretations. This is resonating because in the manufacturing greatness model, there's three gaps, the second gap's the expectation gap, and that's really that space between what we believe others expect and what we believe is expected, and that [00:23:00] can go in any direction. So that's our model and it takes more conversations to close that gap. what were your tips around that? in general, if you're having communication, whether it's an email a discussion, a meeting or something else, provide as much information as is relevant. So, for example, with that meeting invitation, provide information in the invitation about. What is the topic? [00:23:30] Why is this being, why is the meeting being called? What's the agenda, for example? What are the discussion questions that people might be asked to share on, just to make sure that people know, okay, why is this happening and what am I going to be expected to do or share when I show up? And it's not just about meetings. transparency and clarity is also really important in the broader organizational structure. For example, sharing policies and procedures openly with the team. [00:24:00] Maybe that's like an internal shared drive, a binder with paper copies. There's lots of ways that can be done. also being transparent about things like criteria for promotions and raises. So we don't need people to wonder, what do I need to do to get a raise? It's there. And that's also really great for fairness. and if you're having, for example, a social event. Sharing some information about what to expect. So where are we going? Is [00:24:30] there games or activities? What's the plan for the day? that can make people feel a lot more comfortable knowing what they're getting into. It can help make it easier to choose whether somebody would like to participate or not. it can help people prepare as they feel they need to. some people like to prepare themselves in advance in different ways, so it just gives the opportunity for them to do so. That's something that I believe. I've gotten better at, I know I've worked at it, but [00:25:00] you know, even just like for a podcast guest like yourself, right before I was like, yeah, just jump in. We'll have a conversation. I got some feedback saying, It'd be better if I knew what to expect coming into your podcast. And I'd be like, that's fair. I was thinking about what I like, not about what you like, so I'm working on that That's an example of differences in communication styles  some people would be very happy to jump in and have an informal conversation. other people share their best ideas when they've had some time to prepare. Both are great. They are different, and they [00:25:30] require having that conversation, in advance to make sure that discussion fits with both people. So the last one here is, about manufacturing and our standards, we want Consistency, especially around safety, keep people safe. And then we get struggling around this fine line of also innovation, right? Where we can be more creative and have meetings and conversations that are more inclusive and, step outside the boundaries a bit. that's around your third tip there. And just [00:26:00] making these group sessions more productive. So group meetings is, is one aspect of workplaces where I find that there's a lot of exclusion, a lot of unfairness, and people aren't having their perspectives considered. And a big root of that is meeting practices that aren't inclusive. So I'll share some tips for how we can do better here. how can we [00:26:30] hold. Inclusive meetings and discussions that really facilitate equal opportunity for everyone to contribute. this connects back to the brains because each of our brains drives us to communicate and express ourselves in different ways. that means people can share their best ideas in different environments and in different ways. for example, some people share their best ideas when they've had some time to prepare. Others like to think on the spot. some people [00:27:00] communicate best through speaking and others communicate best through writings or drawings. And some people really thrive off the energy of big groups and lots of people jumping over each other. that's something I would say, especially in, North American culture, work meetings tend to be like 10 people diving in. but that also excludes a lot of people, because many people, and I'm one of them, feel really strongly about this  it can be really challenging to know when to jump [00:27:30] in. I have an idea, I have something to share, but three people are trying to talk at the same time and I have no idea when I'm supposed to start talking. and what can happen there is people just won't, Hmm, they're scared of interrupting. I don't wanna cut somebody off and they just n never find the spot, and then the topic moves on. those ideas get missed. some specific practices we can implement to make our meetings more inclusive. include, providing agendas and discussion questions in [00:28:00] advance. This overlaps with clarity and transparency as well. so team members can prepare their thoughts in advance if they like to do so. We can give a minute to think after asking a question or presenting a topic, this can feel uncomfortable at first. We are not used to that at all. But it can make a huge difference to allowing team members to really process, yeah, what do I think about that? What do I want to share here? and [00:28:30] then inviting responses, and I said try that out and see if, if team members are, have more contributions after they've had a moment to process. That's my challenge to you listener today, driving into work because you're gonna be courageous, like if you're facilitating a meeting or it doesn't really matter if you're facilitating it. You can be a participant. it's interesting because we don't take that minute. When we do, it's even more powerful in our fields of manufacturing, logistics, transportation. [00:29:00] It's all so urgent that we don't allow. The best ideas to come forward. even when I'm talking to a plant manager about getting their executive team to get together and just talk about the different, you know, how are we working together, right? Like, how are we sharing ideas? What's working and what's not? it's like, oh, I don't know if we can have time to have that discussion. Well. you're losing the money, you're tripping over the dollars and picking up the penny sometimes because we're so busy. which to me means not productive. But hey, I appreciate you [00:29:30] sharing that today. I think we all need to hear that Falisha it can feel like we're taking a bit more time, but in the end, it can be more productive because we are getting the team's best ideas and we're inviting everybody to participate, which in the end can support a better product. and a couple of last tips to help generate ideas from everyone. one of them is offering a shared document or a form where team members can share their thoughts in a written format. this can be during the meeting and also after. [00:30:00] sometimes. It can take a bit more time for a great idea to brew in somebody's brain. it's, half an hour after the meeting and they're like, oh, I wish I could have shared that. So having that form or shared doc really helps, create a space for people to add their ideas when they come. lastly, starting a discussion with a turn-taking structure, where each team member is invited to contribute without interruption. And if you are on a time crunch, there can be a time limit per person. what's [00:30:30] really important here is that everybody. Has a turn if they would like to share. They don't have to. They can pass, but everyone has a turn to share without interruption. you can ask a question, raise a topic, go around the team members. this helps ensure that everyone who would like to share has equal opportunity to do so without having to navigate jumping into an overlapping conversation. And what I find when I implement this People [00:31:00] who weren't contributing as much in other meeting formats, share fantastic ideas and feel more connected with the team. we get a broader range of ideas because everybody can share before we open it up. you can still open it up to discussion afterwards to build on the ideas and connect with each other, but That initial practice of giving everybody some space has benefits for the meeting, for team connection, for creativity, and, generating more ideas.[00:31:30]  Listening to you, it's like, oh, yeah, that makes sense. you go around every person and ask them, but. We don't do it, it's just Okay, good. We got a solution. I think we just hit the whack-a-mole. We can, we can all get outta this meeting now. And, and three people never got to contribute and probably had a better idea. I could go on for about another five hours with you, but how do our listeners get more of you, Falisha, and follow you, connect with you? what's the best basis for that? I've got a few [00:32:00] ways that we can connect, LinkedIn, Instagram, or my newsletter, brain Science for better workplaces. maybe we can put those links, in the description and I'd be very happy to connect with any of you. please feel free to reach out if you'd like to chat more about brains. thank you. Shout out to Nina Na Doley, our mutual friend and previous, guest here that, that suggested you. so glad we got to meet I've already learned so much from you, Falisha, it's just these reminders of like, it's okay. We're, we're, we're just hardwired [00:32:30] like this. We've been conditioned this way and We can make changes. We can build workplaces that align with how our brain functions. Thank you, Falisha. I appreciate you coming on the show. My pleasure. Thanks for having me.    

Au menu de la troisième heure des GG du mercredi 7 janvier 2026 : L'écriture inclusive sur les plaques commémoratives validée, avec Bruno Poncet, cheminot, Antoine Diers, consultant, et Fatima Aït Bounoua, professeur de français.

Aujourd'hui, Bruno Poncet, cheminot, Antoine Diers, consultant, et Fatima Aït Bounoua, professeur de français, débattent de l'actualité autour d'Alain Marschall et Olivier Truchot.

This Day in Legal History: January 6 InsurrectionOn January 6, 2021, a significant and unprecedented legal and constitutional crisis unfolded in the United States. As a joint session of Congress convened to certify the Electoral College results of the 2020 presidential election, a mob of supporters of then-President Donald Trump stormed the U.S. Capitol. The attack followed weeks of false claims about election fraud and a rally earlier that day in which Trump urged his supporters to “fight like hell.” The violent breach forced lawmakers to evacuate, delayed the certification of Joe Biden's victory, and resulted in deaths, injuries, and extensive property damage.Legally, the event triggered a cascade of consequences. Hundreds of participants were arrested and charged with offenses ranging from unlawful entry and assaulting federal officers to seditious conspiracy. High-profile members of far-right groups like the Oath Keepers and Proud Boys were prosecuted, with some leaders convicted of seditious conspiracy, a Civil War-era charge rarely used in modern times. The attack also led to Trump's second impeachment, the first time in U.S. history a president was impeached twice. He was charged with incitement of insurrection, although the Senate ultimately acquitted him.In the broader legal aftermath, January 6 prompted legislative and judicial scrutiny of the Electoral Count Act of 1887, with Congress passing reforms in 2022 to clarify the vice president's limited role in certifying election results. The attack also raised questions about the limits of First Amendment protections when political speech turns into violent action, and about the potential disqualification from office under Section 3 of the 14th Amendment, which prohibits insurrectionists from holding public office.Barry Pollack, the U.S. attorney best known for securing WikiLeaks founder Julian Assange's release deal, is now representing Venezuelan president Nicolás Maduro in a high-profile U.S. narcotics case. Maduro, who was captured in a U.S. military operation along with his wife, pleaded not guilty this week in a Manhattan federal court to charges of leading a cocaine trafficking conspiracy involving guerrilla groups and drug cartels. Pollack plans to challenge the legality of Maduro's capture—calling it a “military abduction”—and is also expected to raise arguments about foreign leader immunity.These arguments face steep legal obstacles. The U.S. no longer recognizes Maduro as Venezuela's legitimate president, having rejected the results of his 2018 re-election. Furthermore, U.S. courts have historically been reluctant to dismiss cases based on how a defendant was brought to U.S. soil. Still, Pollack's involvement signals a serious defense strategy grounded in international legal questions and executive immunity claims.Pollack's experience with politically charged and internationally sensitive cases is extensive. He recently helped negotiate Assange's release from a British prison through a plea deal that allowed the WikiLeaks founder to avoid U.S. imprisonment and return to Australia. His track record also includes work on behalf of a former CIA officer and an acquitted Enron executive.Assange's lawyer Barry Pollack to fight Maduro's US narcotics charges | ReutersWith a new Republican majority appointed by President Donald Trump, the National Labor Relations Board (NLRB) is expected to shift sharply away from pro-union policies that defined its recent Democratic era. After nearly a year of paralysis caused by Trump's unprecedented firing of Democrat Gwynne Wilcox—leaving the board without the quorum needed to issue decisions—the Senate confirmed two Republican nominees in December 2025, restoring its ability to act and giving conservatives control of the five-member board for the first time since 2021.Key Biden-era decisions are now vulnerable to rollback. These include expanded union rights such as representation without secret-ballot elections, bans on mandatory anti-union employer meetings, and broader remedies for fired workers. Critics say these moves strayed from precedent; federal courts are reviewing them, but outcomes will vary by jurisdiction unless the Supreme Court weighs in.Union election rules are also likely to change. Under Biden, the NLRB accelerated the election process and made it harder for decertification efforts to proceed—moves unions supported to counter employer delays. Republicans are expected to reverse these rules, potentially making it easier to dissolve existing unions.The board's political independence is also under scrutiny. A court recently upheld Trump's removal of Wilcox, challenging legal protections meant to shield NLRB members from dismissal without cause. If the Supreme Court supports similar arguments in upcoming cases, the NLRB's structural independence could be weakened, raising concerns about politicization and fairness in labor adjudications.Meanwhile, lawsuits by major companies like Amazon and SpaceX are targeting the board's role as both prosecutor and judge in its own cases, claiming constitutional violations. If courts side with these challengers, it could force Congress to restructure the agency—perhaps by limiting its powers or shifting cases to federal courts.NLRB poised for major policy shifts in 2026 with new Trump-appointed majority | ReutersWisconsin Judge Hannah Dugan resigned following her conviction for obstructing the arrest of a migrant in her courtroom, a case that became entangled in broader national tensions over immigration enforcement. Dugan, elected to the Milwaukee County Circuit Court in 2016, was found guilty in December 2025 of helping Eduardo Flores-Ruiz, a Mexican national facing domestic violence charges, evade U.S. Immigration and Customs Enforcement (ICE) agents who were present at the courthouse. She had denied wrongdoing, claiming she followed a courthouse policy requiring staff to notify supervisors of ICE's presence.Her conviction drew sharp criticism from Republican lawmakers, with some calling for impeachment, especially as the Trump administration intensifies efforts to crack down on local interference with federal immigration policy. Dugan had been suspended from her judicial duties during the legal proceedings. Prosecutors framed the case as a warning that public officials are not above the law, highlighting the Justice Department's willingness to pursue charges against judges who obstruct federal enforcement actions.Before serving as a judge, Dugan led a local Catholic Charities chapter that provided refugee resettlement services. Her background and the nature of the charges underscored the ongoing conflict between local protections for immigrants and federal efforts to expand deportations.Wisconsin judge resigns after being convicted of obstructing migrant arrest | ReutersMy column this week is on a novel cruise tax. Hawaii's attempt to expand its transient accommodations tax to include cruise ship passengers hit a temporary roadblock when the 9th Circuit Court of Appeals issued a New Year's Eve stay, pausing enforcement of the new “green fee.” The law, which took effect January 1, aims to place cruise cabins on equal tax footing with hotels by imposing an 11% tax on the portion of a cruise fare linked to overnight stays while docked in Hawaiian ports. Hawaii argues this is a general, nondiscriminatory tax on short-term lodging rather than a fee tied to the ship itself. To bolster its legal case, the state is framing cruise cabins as equivalent to hotel rooms, and emphasizing that the tax is based on services consumed on land, not the ship's movement or port access.The cruise industry, however, contends the tax violates the Constitution's Tonnage Clause, which prohibits states from levying duties on ships for merely entering or staying in port. They've also invoked the Rivers and Harbors Appropriation Act of 1884, which restricts port-related charges not linked to specific services. But Hawaii's defense is that the tax is not about access or vessel status—it is a consumption tax on guests staying overnight, regardless of whether the bed is on land or in a moored ship. The policy avoids targeting ships and instead captures revenue from tourism, aligning maritime and land-based lodging under a consistent legal framework.The Department of Justice has joined the cruise industry's challenge, suggesting the issue's seriousness. If litigation continues, the U.S. Supreme Court may ultimately decide whether this tax model is constitutionally sound. Still, Hawaii's approach—drafting a neutral, consumption-based tax rather than a maritime-specific charge—may serve as a blueprint for other coastal states looking to tap into cruise tourism revenue without triggering constitutional violations. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

In this episode of DEI After 5, host Sacha welcomes accessibility expert Ofentse Lakwane, who discusses the importance of creating truly accessible workplaces rather than just going through the motions with checkbox solutions. Originally from South Africa and now based in the UK, Ofentse brings a unique perspective to the inclusive workplace landscape, with a background in technology consulting, system development, education, and youth unemployment. The conversation explores her startup, Wakari, which conducts accessibility audits and provides training to help organizations build meaningful accessibility practices. Ofentse shares her passion for this work, rooted in her own lived experiences, and emphasizes the need for intentionality in fostering inclusive cultures. Tune in for insights on enhancing workplace accessibility and making a real impact on inclusion efforts. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

  On this episode of the Special Chronicles Podcast Inclusive Travel Series, we sit down with Laurie and Caroline Bridges from Tip Tock Travel to explore how to make travel more inclusive for individuals with developmental disabilities. Laurie shares the story behind Caroline's birth and diagnosis, while Caroline gives us an inside look into her personal travel experiences, including university and Disney Cruises. We discuss tips for stress-free travel, common barriers to accessible travel, and resources for planning your next trip. If you're looking for practical advice on how to make travel more inclusive, this episode is for you!

In this episode of One Vision, Theo hosts Amanda Estiverne-Colas, Director of Payments Practice at Perficient. Amanda shares her journey in financial services, focusing on financial inclusion and fairness by design, as well as the importance of empathy in banking. They also touch on the challenges and opportunities within the financial ecosystem, the need to adapt to changing consumer needs, in order to build a more inclusive future.00:00 Introduction and Guest Welcome01:25 Amanda's Journey in Financial Services05:39 Empathy and Financial Inclusion06:33 Challenges and Opportunities in FinTech12:19 Global Perspectives and Innovations19:31 Consumer Protection 24:02 Closing Thoughts

DateJanuary 4, 2026SynopsisIn this sermon, we explore the stark contrast between the desperate, grasping control of King Herod and the open-handed, joyful trust of the Magi on Epiphany Sunday. Tired of the anxiety that comes with trying to manufacture, manage, and secure every outcome in your life? The Epiphany story is an invitation to receive the gift of God already present. Release your white-knuckled grip, surrender your own agenda, and step into a new year with a posture of open hands and wonder, ready to receive the revelation God is offering.About The Local ChurchFor more information about The Local Church, visit our website. Feedback? Questions? Comments? We'd love to hear it. Email Brent at brent@thelocalchurchpbo.org.To invest in what God's doing through The Local Church and help support these podcasting efforts and this movement of God's love, give online here.

Second Sunday of Christmas; Sermon based on Isaiah 60:1-6 and Matthew 2:1-12. Preached at The First Presbyterian Church of Brooklyn (https://linktr.ee/firstchurchbrooklyn). Podcast subscription is available at https://cutt.ly/fpcb-sermons or Apple Podcasts (https://apple.co/4ccZPt6), Spotify, Amazon....This item belongs to: audio/first-church-brooklyn-sermons.This item has files of the following types: Archive BitTorrent, Columbia Peaks, Item Tile, Metadata, PNG, Spectrogram, VBR MP3

The Inclusive Voice Show with Host Pam McElvane 01.03.26 by WCPT 820 Weekend

✈️ For Travel Quotes & Info:

How to Organize Inclusive Events and Conferences is the ultimate guide to creating welcoming, safe, and accessible gatherings for everyone. With detailed strategies and illustrative examples, How to Organize Inclusive Events and Conferences uses principles of design justice to share how to put on truly inclusive occasions built for the needs and abilities of all. If you attend or host conferences, organize events for fun or for a living, or have ever thought, “I guess these spaces just aren't made for me and I wish I could change that,” this book is written for you! Dr. Alex D. Ketchum provides the ethical framework of what true inclusion in action means, considering a broad variety of identities and experiences such as economic hardship, childcare needs, racial and ethnic identities, disabilities, neurodivergence, and more. Whether you're hosting an academic symposium, an activist meeting, a feminist zinefest, or a comics con, Dr. Ketchum offers a step-by-step guide through the planning and execution process, with useful tips, timelines, and templates along the way. This book is an indispensable companion to building events and conferences from an ethic of care, allowing us to cultivate authentic community and to create the better world we desire—together. Our guest is: Dr. Alex Ketchum, who is the Faculty Lecturer at the Institute for Gender, Sexuality and Feminist Studies at McGill University. She is the author of Engage in Public Scholarship, and How to Organize Inclusive Events and Conferences. A full list of her publications and projects can be found at alexketchum.ca. Our host is: Dr. Christina Gessler, who is an academic writing coach and editor. She is the producer and show host of the Academic Life podcast. Playlist for listeners: Engage in Public Scholarship Designing & Facilitating Workshops With Intentionality Sitting Pretty Leading Toward Liberation Inclusion in Organizations Lessons From Launching An Online Conference You Have More Influence Than You Think A Pedagogy of Kindness Doing The Work of Equity Leadership The Entrepreneurial Scholar What Might Be Welcome to Academic Life, the podcast for your academic journey—and beyond! You can support the show by downloading and sharing episodes. Join us again to learn from more experts inside and outside the academy, and around the world. Missed any of the 300+ Academic Life episodes? Find them here. And thank you for listening! Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

January 4, 2026

How to Organize Inclusive Events and Conferences is the ultimate guide to creating welcoming, safe, and accessible gatherings for everyone. With detailed strategies and illustrative examples, How to Organize Inclusive Events and Conferences uses principles of design justice to share how to put on truly inclusive occasions built for the needs and abilities of all. If you attend or host conferences, organize events for fun or for a living, or have ever thought, “I guess these spaces just aren't made for me and I wish I could change that,” this book is written for you! Dr. Alex D. Ketchum provides the ethical framework of what true inclusion in action means, considering a broad variety of identities and experiences such as economic hardship, childcare needs, racial and ethnic identities, disabilities, neurodivergence, and more. Whether you're hosting an academic symposium, an activist meeting, a feminist zinefest, or a comics con, Dr. Ketchum offers a step-by-step guide through the planning and execution process, with useful tips, timelines, and templates along the way. This book is an indispensable companion to building events and conferences from an ethic of care, allowing us to cultivate authentic community and to create the better world we desire—together. Our guest is: Dr. Alex Ketchum, who is the Faculty Lecturer at the Institute for Gender, Sexuality and Feminist Studies at McGill University. She is the author of Engage in Public Scholarship, and How to Organize Inclusive Events and Conferences. A full list of her publications and projects can be found at alexketchum.ca. Our host is: Dr. Christina Gessler, who is an academic writing coach and editor. She is the producer and show host of the Academic Life podcast. Playlist for listeners: Engage in Public Scholarship Designing & Facilitating Workshops With Intentionality Sitting Pretty Leading Toward Liberation Inclusion in Organizations Lessons From Launching An Online Conference You Have More Influence Than You Think A Pedagogy of Kindness Doing The Work of Equity Leadership The Entrepreneurial Scholar What Might Be Welcome to Academic Life, the podcast for your academic journey—and beyond! You can support the show by downloading and sharing episodes. Join us again to learn from more experts inside and outside the academy, and around the world. Missed any of the 300+ Academic Life episodes? Find them here. And thank you for listening! Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/academic-life

How to Organize Inclusive Events and Conferences is the ultimate guide to creating welcoming, safe, and accessible gatherings for everyone. With detailed strategies and illustrative examples, How to Organize Inclusive Events and Conferences uses principles of design justice to share how to put on truly inclusive occasions built for the needs and abilities of all. If you attend or host conferences, organize events for fun or for a living, or have ever thought, “I guess these spaces just aren't made for me and I wish I could change that,” this book is written for you! Dr. Alex D. Ketchum provides the ethical framework of what true inclusion in action means, considering a broad variety of identities and experiences such as economic hardship, childcare needs, racial and ethnic identities, disabilities, neurodivergence, and more. Whether you're hosting an academic symposium, an activist meeting, a feminist zinefest, or a comics con, Dr. Ketchum offers a step-by-step guide through the planning and execution process, with useful tips, timelines, and templates along the way. This book is an indispensable companion to building events and conferences from an ethic of care, allowing us to cultivate authentic community and to create the better world we desire—together. Our guest is: Dr. Alex Ketchum, who is the Faculty Lecturer at the Institute for Gender, Sexuality and Feminist Studies at McGill University. She is the author of Engage in Public Scholarship, and How to Organize Inclusive Events and Conferences. A full list of her publications and projects can be found at alexketchum.ca. Our host is: Dr. Christina Gessler, who is an academic writing coach and editor. She is the producer and show host of the Academic Life podcast. Playlist for listeners: Engage in Public Scholarship Designing & Facilitating Workshops With Intentionality Sitting Pretty Leading Toward Liberation Inclusion in Organizations Lessons From Launching An Online Conference You Have More Influence Than You Think A Pedagogy of Kindness Doing The Work of Equity Leadership The Entrepreneurial Scholar What Might Be Welcome to Academic Life, the podcast for your academic journey—and beyond! You can support the show by downloading and sharing episodes. Join us again to learn from more experts inside and outside the academy, and around the world. Missed any of the 300+ Academic Life episodes? Find them here. And thank you for listening! Learn more about your ad choices. Visit megaphone.fm/adchoices

Innovation doesn't suffer from a lack of talent — it suffers from a lack of access.In Part 1 of this powerful two-part conversation, Dr. Alisa sits down with Race to Innovation co-authors Dr. John Bamforth and Dr. Roy Zwahlen to unpack what they call America's innovation deficit — and why unlocking overlooked potential is not just a moral imperative, but an economic one.This episode dives deep into the hidden history of Black entrepreneurship, the mindset shifts required to recognize undervalued opportunities, and the underestimated role of enclaves — communities, networks, and institutions that quietly fuel innovation when mainstream systems fall short.You'll hear how innovation has always existed in marginalized communities, why it has often gone unseen, and what leaders, investors, and entrepreneurs must do differently if they want to build sustainable, scalable impact.This is not theory. This is strategy. And it sets the foundation for the ownership, legacy, and acceleration conversation coming in Part 2.Learn more about Race to Innovation: Unleashing the Power of Entrepreneurship for Everyone and connect with co-authors Dr. John Bamforth and Dr. Roy Zwahlen.Explore the book, the research, and the ideas behind inclusive entrepreneurship and innovation: 

Jenna Udenberg is a lifelong resident from the Northshore of Minnesota and is a former music educator of 19 years. She has used a manual wheelchair since the age of 8 due to Juvenile Idiopathic Arthritis. Jenna is a 2017 Blandin Foundation Community Leader, a 2020 Bush Fellow, and a 2025 Shannon Leadership Institute Fellow. Writing for the Lake County Press in her column, Local View from 4 foot 2, inspires vulnerability and the sharing of lived experiences from the seated perspective. Within My Spokes: A Tapestry of Pain, Growth & Freedom is Jenna's published memoir which you can find on the A&BWU website, on Amazon or wherever you find your books. In her free time, you can find Jenna outdoors on paved trails or fishing with friends, playing board and card games, as well as coaching the Robo Dweebs, a LEGO robotics team. Jenna is the founder of the non-profit, Above & Beyond With U, which works to increase accessibility and inclusion in Minnesota and beyond.Takeaways:Jenna Udenberg emphasizes the importance of creating accessible and inclusive environments for all individuals.The principle of universal design plays a crucial role in ensuring equitable access to spaces and services.A significant aspect of Jenna's work is fostering conversations around disability and breaking down societal misconceptions.The sentiment that all humans have needs is central to Jenna's advocacy for kindness and understanding in community interactions.Jenna's experiences as a wheelchair user illuminate the barriers present in everyday environments and the need for thoughtful design.The phrase 'nothing for us without us' encapsulates the necessity of including disabled individuals in discussions about accessibility.Chapters:00:10 - Jenna Udenberg: A Journey of Resilience01:29 - Creating Inclusive Spaces: The Mission of Above and Beyond10:24 - Understanding Disability and Accessibility25:56 - Understanding Disability in Education32:51 - Reflections on Teaching and Growth Mindset37:18 - Empowerment and Resilience in Leadershiphttps://www.aboveandbeyondwithu.org/https://www.instagram.com/aboveandbeyondwithuhttps://www.facebook.com/people/Above-Beyond-With-U/100091881005060/https://www.linkedin.com/company/91173822Show Sponsor – National Association for Primary Education (NAPE) https://nape.org.uk/Find out more about their Primary First Journal: https://www.educationonfire.com/nape

In this solo episode, Shintaro Higashi breaks down five key lessons he's learned from decades of running and consulting for martial arts dojos, including NYC's Kokushi Budo Institute and Kano Martial Arts. From the power of soft skills to safety, cleanliness, and even why black belts should pay, this episode offers real-world dojo business insights for gym owners, instructors, and aspiring martial arts entrepreneurs.00:00 Introduction & Dojo Background01:00 Starting Kano Martial Arts & Consulting Experience02:00 Lesson 1: Soft Skills Matter More Than Credentials04:00 Applying Sales Techniques from Pharma to Martial Arts04:30 Lesson 2: Safety Is the Top Priority05:30 Risk Management & Eliminating Dangerous Techniques06:00 Why Safety Supports the Growth of Judo06:30 Lesson 3: Cleanliness & Hygiene Systems07:30 Enforcing Hygiene Rules & Student Accountability08:30 Lesson 4: Most Students Aren't Competitive Athletes09:30 Understanding Your Student Base & Why They Train10:30 Building an Inclusive, Supportive Dojo Culture11:30 Lesson 5: Even Black Belts Should Pay12:30 Retention Risks from Non-Paying Advanced Students13:30 Supporting Other Gyms as a Paying Visitor

No programa de hoje, Renato Cardoso compartilhou com os alunos um trecho de uma palestra que ele e a esposa, a escritora Cristiane Cardoso, ministraram especialmente para solteiros, no Templo de Salomão, em São Paulo. Na ocasião, eles abordaram dois erros que muitos solteiros costumam cometer. Acompanhe na íntegra pelo UNIVER Vídeo.Pediu a separaçãoNa sequência, um aluno de 35 anos, que preferiu não se identificar, contou que está casado há pouco mais de um ano e que, desde o início, não foi um marido presente. Segundo ele, nunca foi de demonstrar carinho nem de parar para ouvir a esposa. Inclusive, em relação à vida íntima, confessou que, às vezes, chegavam a ficar uma semana sem qualquer contato.Nesse ínterim, ele passou a consumir pornografia e, diante disso, a esposa pediu a separação. O aluno reconhece o erro, mas afirma que não quer perder o casamento. Por isso, pediu ajuda e um conselho sobre o que pode ser feito para mudar essa situação, reconquistá-la e receber uma nova chance.Bem-vindos à Escola do Amor Responde, confrontando os mitos e a desinformação nos relacionamentos. Onde casais e solteiros aprendem o Amor Inteligente. Renato e Cristiane Cardoso, apresentadores da Escolado Amor, na Record TV, e autores de Casamento Blindado e Namoro Blindado, tiram dúvidas e respondem perguntas dos alunos. Participe pelo siteEscoladoAmorResponde.com. Ouça todos os podcasts no iTunes: rna.to/EdARiTunes

First Sunday Of Christmas; Sermon based on Luke 2:22-40. Preached at The First Presbyterian Church of Brooklyn (https://linktr.ee/firstchurchbrooklyn). Podcast subscription is available at https://cutt.ly/fpcb-sermons or Apple Podcasts (https://apple.co/4ccZPt6), Spotify, Amazon, Audible, Podcast In....This item belongs to: audio/first-church-brooklyn-sermons.This item has files of the following types: Archive BitTorrent, Columbia Peaks, Item Tile, Metadata, PNG, Spectrogram, VBR MP3

What does a year of growth really look like when you step away from the highlight reel and tell the truth? As we reach the end of 2025, we wanted to pause and pull back the curtain on what this year has genuinely been like for us behind the scenes. This episode is an honest, reflective conversation about the reality of running a values led coaching business through a year of challenge, change, and deep learning. We talk openly about the tension between what people often see from the outside and what it has actually felt like to be inside the business. This year has asked a lot of us. There have been moments of momentum and celebration alongside periods of complexity, uncertainty, and sustained effort that few people ever witness. We reflect on how a trip to Dubai at the start of the year became a catalyst for significant shifts in our thinking. Stepping into a different environment gave us the space to see long standing business bottlenecks with fresh eyes. What had felt heavy and immovable suddenly became solvable. That experience reshaped how we approached systems, automation, and the role technology plays in supporting rather than draining a coaching business. We share what it took to bring our Neurodivergent Inclusive Coaching programme to life, both in its full facilitated form and later through the Essentials offering. These programmes hold enormous meaning for us, not only because of their impact on coaches and clients, but because of the care, collaboration, and emotional labour involved in creating them well. This year reminded us why programme creation is so demanding and why integrity in delivery matters deeply to us. Much of 2025 has been about strengthening the foundations of the business. We talk about the unglamorous but essential work of refining processes, documenting systems, onboarding team members, and rebuilding parts of the business from the ground up to support scale. This included changing payment systems, migrating our website from co.uk to com, securing trademarks, and rethinking how we structure qualifications and CPD. Alongside all of this, there has been personal growth. We reflect on stepping back into facilitation, reconnecting with learners, and the fulfilment that comes from being closer to the heart of the work. We also share how this year has prompted bigger questions about brand identity, marketing, and how we want to be known as a global coaching organisation. This episode is an invitation to reflect on your own year with honesty and compassion. Whether you are running a coaching business, leading in an organisation, or navigating change, we hope our reflections offer reassurance, perspective, and a reminder that progress is often quieter and messier than it appears.   Timestamps: 00:00 Welcome and why we reflect at the end of each year 01:24 Why 2025 felt challenging as well as successful 01:54 The Dubai trip that changed how we saw our business 02:53 Gaining fresh perspective on systems and processes 05:17 Launching our Neurodivergent Inclusive Coaching programme 06:42 Creating accessible pathways through Essentials 08:04 Rebuilding systems and standard operating procedures 09:52 Moving from co.uk to com and what it represented 11:48 Returning to facilitation and reconnecting with learners 14:32 Securing trademarks and protecting the brand 15:29 Refreshing our ILM Level 3 coaching qualification 16:55 Corporate partnerships and ripple effects of coaching 18:22 Scaling responsibly and supporting hundreds of learners 21:29 Looking ahead to 2026 with clarity and optimism   Key Lessons Learned: Stepping away from the day to day can unlock solutions that feel impossible when you stay too close Strong systems are not restrictive, they create freedom and sustainability Inclusive programme design requires time, care, and collaboration Scaling a coaching business often means rebuilding rather than adding on Reconnecting with clients and learners keeps the heart of the work alive Brand decisions are as emotional as they are strategic Continuous improvement is demanding but deeply worthwhile   Links and Resources: www.igcompany.com/ilmcall www.mycoachingcourse.com    Keywords: coaching business growth, behind the scenes coaching, neurodivergent inclusive coaching, coaching qualifications UK, coaching CPD programmes, emotional coaching practice, coaching business systems, coach training programmes, coaching leadership development, The Coaching Crowd podcast,

Send us a textWhat if accessibility came first and everything else got better because of it? That's the idea we rally around as Sara Bradford, aka SJ Childs—AuDHD Advocate and creator of Stream-Able Live and the SJ Childs Global Network—lays out a clear, urgent case for building inclusion into the foundation of our products, events, and stories. With one in four people in the United States living with a disability today and more than two billion projected globally by 2050, the numbers alone demand a redesign of how we create and share experiences.We unpack what an access-first world looks like in practice. From live captions that are accurate and customizable to typography choices that improve readability, from seamless screen reader support to predictable navigation patterns, every choice is a lever that opens the door wider. Sara explains how Stream-Able Live hardwires these levers into the platform so creators don't need permission or add-ons to be included. The result is not just better accessibility; it's better usability for everyone and a healthier creative ecosystem where disabled creators can lead and shape culture.Beyond the interface, we talk about accessibility as culture, policy, and strategy. Inclusion first means planning events with access in mind, budgeting for interpretation, writing alt text as standard, and treating transcripts as part of the content, not a footnote. It also means acknowledging the business upside: when we leave people out, we leave innovation on the table. Inclusive design expands audiences, reduces support costs, strengthens brand trust, and surfaces new ideas that only appear when more people can fully participate.If you're ready to move from compliance to creativity, from retrofits to inclusive defaults, this conversation is your nudge. Subscribe for more builder-focused stories, share this episode with someone who can move resources, and leave a review telling us the first accessibility change you'll champion.Support the showSJ CHILDS - SOCIALS & WEBSITE MASTER LIST WEBSITES - Stream-Able Live — https://www.streamable.live-COMING SOON - The SJ Childs Global Network — https://www.sjchilds.org - The SJ Childs Show Podcast Page — https://www.sjchildsshow.com YOUTUBE - The SJ Childs Show — https://www.youtube.com/@sjchildsshow - Louie Lou (Cats Channel) — https://www.youtube.com/@2catslouielou FACEBOOK - Personal Profile — https://www.facebook.com/sara.gullihur.bradford - Business Page — https://www.facebook.com/sjchildsllc - The SJ Childs Global Network — https://www.facebook.com/sjchildsglobalnetwork - The SJ Childs Show — https://www.facebook.com/SJChildsShow INSTAGRAM - https://www.instagram.com/sjchildsllc/ TIKTOK - https://www.tiktok.com/@sjchildsllc LINKEDIN - https://www.linkedin.com/in/sjchilds/ PODCAST PLATFORMS - Spotify — https://open.spotify.com/show/4qgD3ZMOB2unfPxqacu3cC - Apple Podcasts — https://podcasts.apple.com/us/podcast/the-sj-childs-show/id1548143291 CONTACT EMAIL - sjchildsllc@gmail.com

December 28, 2025 by Guest Preacher Derrick T. Jordan

Mais um fim de ano chega, e com ele… o Topzera, a tradicional premiação do Braincast, que premia os melhores do ano, em diversas categorias. No Braincast 619, Carlos Merigo, Beatriz Fiorotto, Hiago Vinícius e Marko Mello, com o auxílio sempre luxuoso da Braincasteria Gourmet, se reúnem para premiar os maiores, os melhores, os mais inesquecíveis e os mais tops de 2025, em mais de 10 categorias. Conheça também o ranking dos Braincasts mais ouvidos ao longo do ano. 06:09 - Pauta -- ✳️ TORNE-SE MEMBRO DO B9 E GANHE BENEFÍCIOS: Braincast secreto; grupo de assinantes no Telegram; e episódios sem anúncios! https://www.youtube.com/channel/UCGNdGepMFVqPNgaCkNBdiLw/join --

DateDecember 24, 2025SynopsisIn this special Christmas Eve homily, we wrestle with the chasm between the wide-eyed wonder of a child's Christmas and the sleepless anxiety of adult logistics and existential uncertainty. We discover that the Christmas story is not a distant, sanitized tale but a radical, relatable gift of divine presence. It reveals God drawing near—Emmanuel—to stand in solidarity with us amid the pressure, grief, and disorientation of our modern lives. Joy enfleshed is for you.Scripture: Luke 2:1–20About The Local ChurchFor more information about The Local Church, visit our website. Feedback? Questions? Comments? We'd love to hear it. Email Brent at brent@thelocalchurchpbo.org.To invest in what God's doing through The Local Church and help support these podcasting efforts and this movement of God's love, give online here.

Christmas Eve Worship; Sermon based on Isaiah 9:2,6-7, Luke 1:26-35, Matthew 1:18-21, Matthew 2:1-2,7-10, Luke 2:8-14, and Luke 2:1-7. Delivered at The First Presbyterian Church of Brooklyn (https://linktr.ee/firstchurchbrooklyn)....This item belongs to: audio/first-church-brooklyn-sermons.This item has files of the following types: Archive BitTorrent, Columbia Peaks, Item Tile, Metadata, PNG, Spectrogram, VBR MP3

Durante o programa da Escola do Amor Responde, Carolina pediu ajuda para deixar de ser ciumenta. Ela comentou que encontrou um vídeo do Casal Blindado, no qual se falava sobre ciúmes. Disse também que está fazendo terapia (não a Terapia do Amor) e realizando estudos relacionados ao assunto para não acabar com o relacionamento. Ela está há cerca de três anos com o parceiro, e eles já estão noivos.Carolina é insegura e muito ciumenta, e isso tem atrapalhado bastante a relação. Ela considera isso como uma doença e afirma não ver apoio por parte do parceiro. Inclusive, o noivo a critica, pois considera normais as atitudes que ele tem, como manter amizades femininas, o que a incomoda. Ela perguntou se deve continuar em um relacionamento movido pelo amor ou pelas dúvidas. Carolina disse que não consegue tomar uma decisão sozinha.O que faltaAinda hoje, Clarisse perguntou o que fazer para o relacionamento ser duradouro, pois sempre se sente usada. Em todos os namoros que tem, ela é deixada ou trocada. A aluna perguntou aos professores o que falta nela.Bem-vindos à Escola do Amor Responde, confrontando os mitos e a desinformação nos relacionamentos. Onde casais e solteiros aprendem o Amor Inteligente. Renato e Cristiane Cardoso, apresentadores da Escola do Amor, na Record TV, e autores de Casamento Blindado e Namoro Blindado, tiram dúvidas e respondem perguntas dos alunos. Participe pelo site EscoladoAmorResponde.com. Ouça todos os podcasts no iTunes: rna.to/EdARiTunes

Neste programa, o aluno Gustavo disse que o relacionamento entrou em colapso há cerca de um ano. Durante esse tempo, eles terminaram e voltaram três vezes. Inclusive, ele chegou a tentar outros relacionamentos, mas, segundo ele, nunca deixou de amar a mãe de sua filha. Ele pontuou outras questões; inclusive, disse que a traiu duas vezes, e isso lhe gerou muito sofrimento. Houve também ocasiões em que eles voltaram, mas a companheira continuava na “gandaia”.Com a intenção de definir a situação do casal e acabar com as brigas, Gustavo pegou um par de alianças e pediu a mão dela em casamento perante os sogros. Ela diz que o ama, mas não quer olhar nos olhos dele. O aluno está angustiado, está construindo uma casa pensando nos dois, e perguntou se desiste ou luta por esse amor.Muito ciumentaNa sequência, Kelly está casada há pouco tempo e é muito ciumenta. Ela liga para o esposo o dia inteiro e, com isso, ele diz que não aguenta mais o comportamento dela. A aluna perguntou o que fazer para mudar e ter o casamento restaurado.Terapia do Amor Ainda hoje, confira o depoimento de quem teve a vida amorosa restaurada após praticar os ensinamentos adquiridos durante as palestras da Terapia do Amor. Participe todas as quintas-feiras, às 20h, no Templo de Salomão, no Brás, em São Paulo. Para mais locais e endereços, acesse terapiadoamor.tv ou ligue para (11) 3573-3535.Bem-vindos à Escola do Amor Responde, confrontando os mitos e a desinformação nos relacionamentos. Onde casais e solteiros aprendem o Amor Inteligente. Renato e Cristiane Cardoso, apresentadores da Escola do Amor, na Record TV, e autores de Casamento Blindado e Namoro Blindado, tiram dúvidas e respondem perguntas dos alunos. Participe pelo site EscoladoAmorResponde.com. Ouça todos os podcasts no iTunes: rna.to/EdARiTunes

Advent // Love John 3:16-17 (NIV)“For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life. For God did not send his Son into the world to condemn the world, but to save the world through him.” Love That Was Given for The Liberty of The Human Heart. What A Gift That Comes with God's Love!! … No Condemnation John 3:18-22 (ESV)“…But whoever does not believe stands condemned already because they have not believed in the name of God's one and only Son.” But We Weren't Designed to Live in Darkness Love is The Longing of The Human Heart Of every individual…We are created first and foremost to know the love of God…But mankind has chosen differently from God's desire and design… John 1:11-12 (NIV)“He came to that which was his own, but his own did not receive him. Yet to all who received him, to those who believed in his name, he gave the right to become children of God.” John 3:16 (NIV)“For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.” We see this about God's love…SO LOVED - His love is INTENSEHE GAVE - His love is GENEROUSHIS ONE AND ONLY SON - His love is INTENTIONALWHOSOEVER - His love is INCLUSIVEWOULD NOT PERISH BUT HAVE - His love is GRACIOUS His love is Intense, Generous, Intentional, Inclusive, and Gracious  1 Corinthians 13:4-8 (NLT)“Love is patient and kind. Love is not jealous or boastful or proud or rude. It does not demand its own way. It is not irritable, and it keeps no record of being wronged. It does not rejoice about injustice but rejoices whenever the truth wins out. Love never gives up, never loses faith, is always hopeful, and endures through every circumstance.” Ephesians 5:1-2, 8-9 (NLT)“Imitate God, therefore, in everything you do, because you are his dear children. Live a life filled with love, following the example of Christ. He loved us and offered himself as a sacrifice for us…For once, you were full of darkness, but now you have light from the Lord. So, live as people of light! For this light within you produces only what is good and right and true.”  This Christmas, May We Again Experience The: Intense… Generous… Intentional… Inclusive… And Gracious… Love of God May We Love as We Have Been LovedMay The Light of Love Illuminate Our Hearts and Shape the Way We Live May We Live and Love with IntentionalityMay Our Lives Be the Light in a Darkening World, The Warmth of a Fire in a World That Grows Colder…May We Neither Live nor Love in Vain…

As we celebrate five years of the Healing Medicine podcast, this episode is a reflection on what has truly sustained us—intention, alignment, and choosing with awareness.  Together, we explore how consistency rooted in love, not obligation, leads to energy, creativity, and sustainability. We share personal stories about letting go, taking pauses, and returning to what feels alive.  This conversation is also a joyful announcement: our Connect in Nature Retreat is returning July 30–August 2, 2026. It's a decision made not out of expectation, but because we missed it, and because we chose it again. Whether you're feeling weary from "pushing through" or simply curious about a gentler way to stay committed, this episode offers a new lens and a powerful invitation to rechoose, realign, and return to yourself.     Pearls of Wisdom: Sustainability isn't about willpower, it's about choosing with presence and letting alignment lead. Feelings of resistance or resentment are gentle cues to pause, reevaluate, and possibly release. Healing happens when we release the pressure to perform and give ourselves permission to rest and evolve. Fun, ease, and joy aren't frivolous, they are wise signals of what's truly aligned. Spaciousness, non-judgment, and collaboration support the longevity of meaningful work.     Reflection Questions: Where in your life are you being consistent by force, rather than by choice? What would it feel like to choose instead of push? Which commitments feel alive and which might be asking for a pause, a shift, or a graduation? Where could more lightness or joy gently be welcomed in?   Why Connect in Nature is a Different Kind of Retreat Connect in Nature is unlike any other retreat I offer. It is the only opportunity to work in person with both Dr. Ni-Cheng Liang and Dr. Jessie Mahoney. It's intentionally designed for healers, physicians, and wellness professionals who crave a reset rooted in nature, mindfulness, and joy. Held at the Green Gulch Zen Center just north of San Francisco, you'll be surrounded by eucalyptus groves, redwoods, gardens, and the quiet beauty of the California coast. Here's what makes it special: Nature as co-teacher: Forest bathing, beach meditation, and fog hikes support nervous system healing. Freedom to choose: All practices are optional and guided with non-judgment—you participate in what serves you. Spaciousness: Core retreat hours are 10:30–3:30, with optional morning offerings and space for rest, reflection, or local exploration. Inclusive and welcoming: Open to all genders and professions—bring a partner, a colleague, a friend, or come solo. Choose your own lodging at local inns, allowing for private rest and personal integration. This retreat isn't about pushing yourself. It's about letting nature and mindfulness gently bring you home. Join us July 30–August 2, 2026 at Green Gulch Zen Center.   And yes—it's over my birthday weekend, and there's no better way to celebrate than in community, in nature, and in joy. Retreat details + registration: www.jessiemahoneymd.com/retreats     Our Birthday Wish is to Help More Healers Find This Work As part of celebrating five years of the Healing Medicine podcast, we'd love to ask for your help in spreading this healing ripple even further: If this podcast has supported you... Please leave us a written review and a 5-star rating on your favorite listening platform. It helps others find the show and tells the algorithms to share this with more people who need it. Recommend it to a friend or colleague. Send them your favorite episode. Share it in your Facebook group, department, or residency class. Let someone know how it's helped you—that personal sharing is how this work continues to grow. This podcast was born out of love, and continues because of you. We are so grateful you are here.     If you're longing for more intention and joy in your life and career, I invite you to explore mindful coaching with me: www.jessiemahoneymd.com/coaching To bring this kind of healing to your institution, department, or medical team, learn more about my speaking offerings: www.jessiemahoneymd.com/speaking Dr. Ni-Cheng Liang also offers powerful keynotes, workshops, and wellness sessions through www.awakenbreath.org We would love to meet you this summer in the redwoods, and help you reconnect to what's truly meaningful. Nothing shared in the Healing Medicine podcast is medical advice.  

DateDecember 21, 2025SynopsisIn this sermon, we dismantle the myth that joy is a prize to be earned or a mindset to be curated. Digging into the Christmas story—from the animals who bear witness to the cosmic claim of John's sarx—we discover that God has already pitched a tent in the fragile, biological stuff of creation. Joy isn't a reward for overcoming; it's an ever-present sign of God's presence, which holds us through everything and is simply waiting for our attention.ReferencesScripture: John 1:1–5, 14O Magnum MysteriumAbout The Local ChurchFor more information about The Local Church, visit our website. Feedback? Questions? Comments? We'd love to hear it. Email Brent at brent@thelocalchurchpbo.org.To invest in what God's doing through The Local Church and help support these podcasting efforts and this movement of God's love, give online here.

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Sim, queridos e queridas ouvintes e assistintes: não poderíamos encerrar o ano sem voltar a falar dela… a IA. No episódio de hoje, Carlos Merigo, Cris Dias, Ana Freitas e Alexandre Maron tentam responder duas perguntas que estão atormentando CEOs, devs, criativos, investidores, ou qualquer interessado em tecnologia (e talvez os interessados no pós-apocalipse também): Quem tá ganhando a guerra da inteligência artificial – Google Gemini, Claude, ChatGPT, ou algum outro player que nem nasceu ainda? E isso tudo é uma revolução tipo internet… ou uma bolha linda e brilhante prestes a estourar na nossa cara? Porque ao mesmo tempo em que a IA tá escrevendo seu e-mail, organizando suas fotos, resumindo reunião e sugerindo resposta passivo-agressiva no WhatsApp… tem gente falando que a conta dessa brincadeira pode vir na casa dos trilhões de dólares. 14:00 - Pauta 01:41:63 - QEAB -- APOIO CERTO – HISTÓRIAS REAIS DE QUEM FAZ ACONTECER Uma série do Itaú Empresas em parceria com o Braincast e o g1. Assista em https://g1.globo.com/especiais-publicitarios/a/itau/alemdonegocio e veja como o conhecimento certo transforma negócios de verdade. -- ✳️ TORNE-SE MEMBRO DO B9 E GANHE BENEFÍCIOS: Braincast secreto; grupo de assinantes no Telegram; e episódios sem anúncios! https://www.youtube.com/channel/UCGNdGepMFVqPNgaCkNBdiLw/join --