Podcasts about inevitably

In this episode, we dive into navigating travel during ACL rehab. Inevitably, travel will happen for many folks over the course of 9-12+ months of a rehab process. So how do you handle it? This episode covers the conversations we have with our ACLers and one you should consider in your own travel/vacation planning, being different than your normal routine, game planning it, exceptions to this, and what's the reality of how travel impacts your ACL rehab.Ways we can connect:My IG: www.instagram.com/ravipatel.dptOur website: www.theaclathlete.comEmail: ravi@theaclathlete.com_________________Submit a topic or a question you'd like me to answer.Check out our website and tons of free ACL resourcesSign up for The ACL Athlete - VALUE Newsletter (an exclusive newsletter packed with value - ACL advice, go-to exercises, ACL research reviews, athlete wins, frameworks we use, mindset coaching, blog articles, podcast episodes, and pre-launch access to some exciting projects we have lined up)1-on-1 Remote ACL Coaching - A clear plan. Structured ACL program. Based on your goals. Expert guidance and support with every step. Objective testing from anywhere in the world.Send me a text and share anything about the podcast - an episode that hit home or how the podcast has helped you in your journey.

We thought it would be fun to do an “Oops! No Games” episode, in which we try not to talk about games. Inevitably, we totally fail, to the degree that we even end up recommending games at the end. We were all going to bring a book and a movie to talk about, and that somehow inspires us to complain about AI a lot, but probably not enough, because it really is so, so bad.

Before you become a parent, you may think you and your partner have discussed the way in which you would like to raise your family. You may have never really had much conflict. Inevitably when you become a parent you are forced to face big emotional decisions which you may not have foreseen, such as the way to feed your baby, should you let your baby cry it out, should your child attend daycare, how do you discipline your child, should you send your child to public or private school to name a few. You may be aligned with your partner, or you may have different views.This week on The Expert Guide to Parenthood podcast we welcome back psychologist Expert Dr Carrie Hayward to talk about Parenting Big Decisions and helping parents with conflict resolution. We discuss: - How quickly parents realise that they have come into parenthood with preconceived ideas and approaches to parenthood- The common areas parents tend to have different opinions or feel conflicted when it comes to raising their children- What to do if both parents have very strong opposing approaches or thoughts around the ‘way things should be done'- The common big decisions parents need to face in the early years- Help for parents trying to manage the pressure of making the “right” decisions, especially when it comes to things like sleep routines, discipline, and childcare- Advice on healthy ways parents can navigate disagreements without creating tension- Advice on how parents can avoid second-guessing themselves after making a decision, especially if it feels like there is no perfect answer- For parents who are struggling with making a big decision or resolving conflict, Dr Carrie shares her top 3 pieces of advice to help them move forward in a healthy, supportive wayNever forget Parents You've Got This.The Expert Guide To Parenthood Podcast is proudly supported by Mustela natural origin skincare, by parents' side since 1950.Follow us Social:Instagram: @parentsyouvegotthis_au Threads @parentsyouvegotthis_au TikTok: @partentsyouvegotthis_au Facebook: @parentsyouvegotthis__________________________________Parents You've Got This offers antenatal and postnatal parenting education and Masterclasses from the planning phase to early preschool. Learn more: https://www.parentsyouvegotthis.com.au/Credits: Producer Dean Thomas, Camera person Tim Hehir, Content Parents You've Got This

With Leaving It All to Chance, Roomer don't quite leave everything up to fate. The Berlin outfit's debut album hums with guitar-driven heartbreak, pairing mind-splitting noise with seductive melodies. Capturing the gritty yet emotive energy of their live performances, the album welcomes in the occasional ear-candy, staying true to the raw physicality of a hazy club show all while sharpening its edges—crafted in true DIY spirit and released by Munich's Squama Recordings. Roomer is the meeting point of four distinct creative forces in the European music scene, united through long-standing friendships and years of collaboration across projects ranging from avant-garde free improv to ethereal folk and ambient electronica. Inevitably—if surprisingly late—the question arose: why not start a band? In their hands, the rock band format became a canvas for their many musical worlds to collide.https://www.instagram.com/___roomer https://roomer.bandcamp.com/album/leaving-it-all-to-chancehttps://open.spotify.com/artist/7hXtMXAZsLo6LF4qYfj2Ef?si=yktWn9_iSTGao8T5gnRclQ 

Sharon will share the steps that empowers someone to design their future life and career. Inevitably, they become the Architect of their life, the master of their destiny, and the captain of their ship called life! Watch: https://youtu.be/ZMzjwVq9fm4

Sharon will share the steps that empowers someone to design their future life and career. Inevitably, they become the Architect of their life, the master of their destiny, and the captain of their ship called life! Watch: https://youtu.be/ZMzjwVq9fm4

We spoke to our friends at CASA of New Jersey about the CASA Network Impact Initiative they have undertaken with the 12 CASA programs throughout the state. What is the goal of this initiative? How is being implemented? Inevitably, how will this help our CASA programs better serve children who are living in foster care? A great discussion about the progress our CASA programs are making.

The podcast that no one wanted but everyone was secretly expecting. How to dissect an encouraging, yet ultimately meaningless, win.Archie, Chris, Drew and Mark are joined — heroically — by Preston fan and pod host Josh McLoughlin in Part 1. Inevitably, the focus is on Luton's Laurel and Hardy-style 90th-minute winner, which had a huge impact on both teams just 30 minutes before kick-off.Argyle rode their luck, Preston ran out of ideas, and somehow dragged themselves back into relegation trouble. Is it worse to be pulled into the battle at the last minute, or to have been stuck in it for five months? What can a head coach realistically say when asked about his future?Either way, it's 2–1 to the League One Boys — as serenaded by the magnificent Green Army, who are rightly praised after a standout performance in the stands on such an unusual and ultimately disappointing day.Part 2 sees thoughts turn to League One and potential retained players. Who will stay, who will go, what will Muslic do — and will he even still be here? None of us have any real idea, of course, but it's good therapy.Finally, we look ahead to Leeds and one last game in the second tier.For now, anyway.COYGSupport the show Hosted on Acast. See acast.com/privacy for more information.

Inevitably, we will all experience seasons of waiting, uncertainty, and challenge. If our hope is built on the things of this world, we will recognize that it is fleeting, temporary, and easily lost. But instead, we can find true hope in the new life that Christ offers.We upload our message only version to our church app. If you would like to view this week's entire worship service you can find it by clicking the available link.

This was a nice Friday crossword by Adrian Johnson, a bit of a palette cleanser after yesterday's definitely crunchier-than-usual epic. We found some great clues in the puzzle, such as 34A, Passage in a mystery novel?, HIDDENSTAIRCASE (

What's up, dudes? I've got Anthony Caruso from ‘Tis the Podcast and Jeremy Phelps the Alamo City Santa with me to dig into Charles Schulz's Peanuts. That's right! It's the 1974 special It's the Easter Beagle, Charlie Brown! Released on VHS in 1986, the gang tries to decorate eggs and prepare for the holiday shenanigans of the title character. Oh, Linus! Silly goose!In one of the Christmasy Easter specials ever, Peppermint Patty tries to teach Marcie how to dye eggs, but Marcie keep cooking the eggs in different ways and spoils their plans. Meanwhile, Woodstock needs a new house because his nest gets flooded. He and Snoopy head to the store to get a new birdhouse.Christmas decorations are already on sale at the store when Sally, Lucy, Linus, and Charlie Brown head there to get some new Easter shoes and other supplies. The entire store is decked out for Christmas Linus tells Sally about the Easter Beagle who dances in to town and delivers eggs. Inevitably, Snoopy does indeed deliver eggs to the kids, much to the chagrin of Lucy, who had previously boiled, painted, and hid said eggs. Dancing dog? Check. Clueless egg-dying friend? Yep. Christmas creep? The best kind!! So grab your eggs, buy a birdhouse, and  complain about Christmas decorations before Easter with this episode on “It's the Easter Beagle, Charlie Brown!”‘Tis the PodcastFB: @tisthepodTwitter: @tisthepodIG: @tisthepodcastGive us a buzz! Send a text, dudes!Check us out on Facebook, Twitter, Instagram, Totally Rad Christmas Mall & Arcade, Teepublic.com, or TotallyRadChristmas.com! Later, dudes!

In this episode I share my recent thoughts on what it means to "Re-wild" my illustration process. Inevitably, this means my continued quest to bring more analogue elements back into my process, with the ultimate aim of increasing my joy in the creative process and in the work itself.IN THIS EPISODEHow style fatigue sparked a shift in my creative practiceReconnecting with analogue rootsRe-wilding as a way of bringing more joy to the creative processFinding analogue techniques that mimic digital tools (rather than the other way around)What does re-wilding mean for a commercial practice?SHOW LINKShttps://mrtomfroese.substack.com/p/re-wilding-my-digital-art-processHOW TO SUPPORTShare this episode with your friends!Like/Subscribe/Follow/Comment/ReviewBecome a $3 Supporter or $8 Drawing Buddy on Patreon. VIsit http://patreon.com/tomfroese to learn more.BECOME A DRAWING BUDDY- Live, monthly Draw With Me meetups- All past DWMs available as replays- Exclusive access to the DWM Discord Serverhttp://patreon.com/tomfroeseFIND ME ELSEWHEREWork and Classes - http://www.tomfroese.comInstagram - http://www.instagram.com/mrtomfroeseDaily Drawings - http://www.instagram.com/drawingisimportantCREDITSMusic and Cues by Mark Allan Falk - ⁠http://www.linktr.ee/semiathletic⁠⁠

Momentum is perhaps the most significant driver of long term success for any health or fitness goal, and yet it can often feel fragile. Inevitably, seemingly unforeseeable setbacks arise that threaten to dampen our progress and halt our momentum, and of all setbacks, 3 are the most pervasive. Thankfully, for each of the 3 setbacks, there's 1 high-powered solution to help you keep forward momentum in a world working against your progress.

 A Country Inn venture brings Joe some special opportunities. By jonnicat. Listen to the Podcast at Steamy Stories. Joe Leman could not prevent his dirty mind getting carried away as he fantasized about the next guest at his Little Country Inn. Lea looked stunning in her profile photo on the booking app: erotic platinum blonde hair, alluring facial features, wicked smile and a look of naughtiness in her eyes. He could be wrong and she might well have zero interest in him, but he had a hunch that she was going to be as wild as she looked. He felt that familiar stirring of his libido as he anticipated her visit.The cottage was the perfect discreet ‘Bed & Breakfast', hidden in the trees, invisible from the lane that led from the distant main road. This was one of the reasons people like Lea booked it for a weekend break. In fact the cottage inn was a former gatehouse at the entrance to an estate. The owner, Joe, had inherited it and decided to turn the small place into a holiday let to help pay for the upkeep of his larger manor, nearby. Joe manages an investment fund and brought in a partner to operate the orchard, on a common sharecropper arrangement. The cottage has been renovated to include the most updated kitchen & bath furnishings, as well as central air. But the structure retains all the eighteen sixty character and charm. It has a master suite and two upstairs smaller bedrooms. The back patio has a hot tub and fire pit. So this hottie, Lea of London, reminded him of a woman he had met and had wine-fuelled sex with, at a travel industry networking event the year before, which took place at a remote old country house that had been adapted as a conference center, an hour north of London. Her name was Gabriella. She was a rep from a tour operator who had been seated next to Joe at the welcome lunch. They had chatted and flirted increasingly shamelessly over endless champagne. She was in her late forties, at least, he guessed. Slim, long straight natural blonde hair, pert boobs, seductive smile and the most luscious pink lips (which she was expert at licking in the most erotic manner). By the mid-afternoon they were tipsy and horny as hell. She had made the first move while they were still at the table. Sliding her arm under the linen tablecloth so that no one else would notice, she had run her fingers up his leg, caressing his inner thighs through the tight trousers of his bespoke suit. As usual he wasn't wearing underwear, so when her fingertips reached his crotch she could easily feel his cock, swollen and pulsing against the tight fabric as she stroked him. She leaned towards him to whisper, 'You're a big boy, aren't you?' To this he had gasped and replied, 'That's the effect you have on me!' She rubbed harder. He tried not to moan out loud. She whispered again, 'Let's take this to the cocktail bar.' He grinned at the way she stressed the syllable "Cock". Joe followed Gabriella out of the dining room to the lounge bar, trying to be discreet by following a few steps behind her, not that he really cared whether anyone else noticed them slipping off to have a drink together. Truth was he wanted to check her out from behind. She wore elegant black heels, a short black skirt (legs bare) and a cobalt blue silk blouse, which during the lunch had been unbuttoned enough to show her generous cleavage, she had seen him ogling and grinned at him. From behind she looked stunning, striding like a catwalk model, flicking her long hair, swishing her waist and showing off her tight buttocks as they strained against the tight material of the obscenely short skirt (no visible panty line, he was pleased to see). Was he mistaken or could he smell her too? Was she wearing knickers? He determined to find out. They sat at high stools in the far corner of the candlelit bar. As she wiggled her way up onto the stool, turning it to face his, her legs parted and he could almost see up her skirt. He could definitely smell her cunt now: a rich aroma of pure sexuality wafting his way. She ordered a gin martini; he had a negroni, served by a discreet barman who knew Joe from a previous visit when Joe had been hosting an event there. At that moment he had an unbidden moment of fantasy, imagining inviting the guy to join him and Gabriella in his room, suspecting (correctly, as he would discover later) that she loved threesomes. Meanwhile, he raised his glass to her and they toasted: 'To pleasure!' As she knocked back her drink he saw her legs part again, revealing a brief glimpse of a tiny white triangle of material, So she was wearing panties! They were as close as they could be, sitting on separate stools. He considered suggesting they move to one of the sofas, but for now they were content to be facing each other, legs touching, eyes locked, smiles hinting the kisses they both yearned to give and receive. How to get her up to his room, or hers? She took the next step again. She looked him right in the eye and said, 'Here's a game. We each guess whether the other is wearing underwear. You go first.' He didn't let on that he had already glimpsed hers. He replied, 'What do I get if I guess correctly?' She gave him her wicked grin, 'If I'm not, I'll lift my skirt and prove it. If I am, I'll take them off and give them to you.' He smiled. 'And what do you get if you guess correctly?' She licked her lips. 'If you're wearing any, go to the gents, take them off and throw them in the bin. If you're not wearing any, unzip your fly and show me here!' He nodded. 'Go on then, you first,' she said. He pretended to try to see up her skirt so she edged her legs together, giggling. He smiled, made a gesture of pondering his guess, then whispered, 'I know by now you're a very naughty girl. I don't think you're knickerless but I bet you're only wearing a tiny thong?' She grinned. 'Good guess. Now I suppose I'll have to take it off and give you a souvenir. But first it's my turn. Are you going commando, I wonder? Hmm, Yes, I bet you are, you wicked man!' He nodded, 'Correct.' She looked at his crotch, 'Go on then, show me!' Joe glanced around the bar. There was nobody watching. Maintaining eye contact with Gabriella, he unzipped his fly, reached one hand in and pulled out his cock, enough for her to see the bare tip and top of the shaft. He was sure she would smell him now, knowing he gave off a strong natural sexual aroma. Her eyes widened and she licked her lips. She felt her wetness increase, thinking, My knickers must be soaked! He squeezed his cock back into his pants. 'Your turn.' She nodded. 'Sure, I'll just go to the ladies'. He watched her ass again as she slid from the high stool and sidled off across the room. While she was gone he ordered a bottle of champagne and said to his barman friend to hold it on ice for a few minutes because they might need it sent to his room, or hers. He slipped his friend a generous cash tip as he signed for the order. Moments later Gabriella returned to his side. Before going to her stool she put her hand in his, transferring the tiny sliver of sodden silk to his grip. He felt the wet thong in his palm, glanced down at it and put it in his trouser pocket, then sniffed his fingers approvingly as she watched and giggled. Before she could sit down again he asked, 'Shall we go somewhere more private? I've ordered us some more bubbly, if that's ok?' She grinned and kissed him on the cheek. 'Great idea. Have it sent to my room.' And so, after a mostly liquid lunch and their stimulating fun and games in the public bar, they found themselves in her suite. She immediately pushed him against the wall and kissed him passionately on the mouth. He pulled her close, reaching down to grasp her athletic buttocks which were straining against the tight skirt. Her hands went to his waist, unbuckled his belt. His hands slid up her thighs to clasp her bare cheeks. He felt her hard nipples as her body pressed against his chest. She felt his cock pressed against her lower tummy. His hands squeezed her buttocks and his fingertips slid between them, feeling the wetness oozing from her. Her fingers deftly undid his fly and pulled out his cock as his trousers fell to the floor. He slid a finger inside her lips, into the pink wetness. Moments later, clothing scattered across the lush carpet, they were on the bed, nude. He lay on top of her, pinning her down with his muscular body. His cock was pressed against her stomach. He felt so turned on he could imagine rubbing it against her and quickly coming all over her stomach and breasts, but he knew she would expect more than that and anyway he wanted to fuck her properly. She parted her legs and wrapped them up round his waist. This of course spread her cunt wide open. He looked down, across her flat tummy and smooth mound with its downy triangle above bare lips, split by her wet slit. It was time! He edged his cock down between her thighs and pressed the tip against her lips and up across her clit, which was swollen and ready. She gasped, 'Fuck me!' And then he was in, plunging deep into her slender body, the full length of his shaft easily sliding into her. He moved his head down to kiss her breasts, licking and gently biting her nipples as she moaned and pulled him further into her, grabbing his waist as he plunged deeper. 'Come in me!' she ordered. He felt her body bucking, arching up against him as she gripped his throbbing cock with her powerful cunt muscles, as if she was desperate to cause him to climax. He obeyed, thrusting, hard, soft, in and almost out, then deep again, until he felt that familiar wave of lust, riding through his body and let himself go. With a groan of delight he came deep inside her, spurting powerfully into her willing cunt until he was done, then collapsing onto her, still kissing her breasts, neck, mouth. 'Now lie on your back,' she told him. As he did so, she moved around into the 69 position, kneeling over him, lowering her rear end down over his face and taking his cock between her lips. She licked his cum and her juices from his shaft and lowered herself further. His tongue flicked out to lick her soaking wet slit, tasting her sweet juices and his own cum as it seeped from her. He ran his tongue all along her slit and rimmed her rear hole, causing her to wiggle and push herself further onto his face. Meanwhile she continued sucking his cock dry and playing with his balls, so that before long he was getting hard again. He continued kissing her cunt, sliding his tongue in a figure of eight across her cunt lips, before flicking the tip against her swollen clit, varying the pace and direction. She gasped and shuddered as he continued to stimulate her, sensing the first wave through her body. And then, with a final few licks, he brought her to orgasm. She moaned as she came, juices pouring out of her, into his eager mouth. He lapped greedily. At the same moment she had his cock down her throat, taking the entire stiff shaft and sucking, feeling it swell and throb. Inevitably he came too, shooting into her eager mouth as she swallowed greedily. They didn't leave the room until the next morning, spending the night exploring each other's bodies and trying all manner of positions and techniques. They even fucked in the shower. And when he was spent, they invited the barman to join in, when he delivered another bottle, to feed her appetite for cock and being fucked. She didn't rest until both men had fucked her and left her a trembling wreck on the messy sheets. And that was only the first night. That, Joe had thought, is what I call hospitality networking! Joe's smartphone dinged, waking him from the daydream. The text is from Lea, affirming her arrival in 10 minutes, or so. And now, as he prepared Orchard Cottage, he wondered how this 'Lea' would behave and whether she would be so willing and hungry for sex. He would soon find out, Lea had booked it for a long weekend. As far as he knew she was coming alone, which was unusual but not rare. A single woman down from London, wanting to 'get away from it all', he suspected. From her profile on the booking app he had seen she was an attractive mature woman with long fair hair and a seductive smile. He wondered what she imagined a weekend here would be like. Typically he left his guests alone during their visit, meeting them only once, on their arrival, to show them round and give them the key. But he lived close by in case they needed anything. He could not help wondering whether this solitary woman would want anything he could provide. The cottage was cozy, quiet, isolated. So if a woman wanted to be alone it was the perfect refuge. But if she wanted any company, well, he would be happy to provide any personal service she desired. It wouldn't be the first time he had been invited in to the cottage by guests who found themselves craving some company in this most isolated spot. He still had the pair of knickers the last single woman had left! She was due to arrive any moment. It was late evening on a warm Friday in early summer. Dusk had not yet fallen. The trees cast warm shadows around the cottage. The last rays of sun lit up the small windows. Joe had prepared the fireplace. Guests always wanted a 'real fire' with logs. He had left a complimentary bottle of red wine too. Would she want to drink that on her own? Anyway, he thought, let's see how things go. I'll show her round, let her settle in, make sure she has my number. If she wants to be left alone, fine. Otherwise, anything is possible. It gets chilly at night out here, she might want someone to stoke the fire for her, keep her warm. He felt a thrill of lust as his imagination roved. Having finished preparing the cottage, he was now just outside the door when he heard a car slowing down, turning in from the quiet lane. He stood waiting, dressed in black jeans and a blue denim shirt, untucked. He ran his hand through his hair, smoothed down his shirt and faced towards the lane. An Audi appeared, approached, stopped in front of him. He smiled as he saw the woman through the windscreen. He was pleased to see she was alone. She turned off the engine and stepped out. He took a step towards the car, trying to imagine how he would appear to her. 'Hi, you must be Lea. I'm Joe. Welcome!' He smiled again as she looked him up and down. What was she thinking, feeling? What would she desire? It wouldn't be the first time Joe Leman (his professional persona, though not his real name) had fucked one of his guests. Far from it. In fact he had lost count of how many women he had seduced, or been seduced by, during all his years in the hospitality industry: at business conferences he had hosted, in those identikit hotels where clients relished being away from their partners for a night, invariably drank too much, and ended up fucking each other all night; at Mediterranean holiday resorts, where sex-starved bored wives would take him to their rooms while their husbands were out playing golf; or at the small country house hotel in the New Forest that he had run until recently (in which he still owned a controlling shareholding), where women came for a girls weekend or hiking or riding, all of which made them uncontrollably horny and easy prey for their handsome host. One of his most treasured memories of these numerous encounters was a night spent with Connie; a stunning and filthy executive from some marketing firm that had its annual retreat at a remote country hotel in Hampshire. He had been asked at the last minute to fill in as the hotel's lead facilitator, to make sure the client firm got what they were paying for, in terms of facilities, refreshments, evening entertainment. Connie, a slim fit blonde in her forties, had chatted to Joe in the hotel bar on the first night, having slipped away from her increasingly drunken and boorish colleagues. After draining another cocktail she had fabricated some excuse to get him up to her room, claiming something or other wasn't working and asking him to help her with it. As soon as the bedroom door closed behind them she had snogged him up against the wall, sliding her hand into his trousers, rubbing his bare cock, then stripped him and led him to the king size bed. There she undressed, lay on the bed and insisted that he tie her to the bedframe with his tie, then fuck her while she pretended to resist (not the first woman he had known to want a forced sex fantasy). After he had emptied himself into her she demanded that he turn her over and whip her bottom with his belt. She had squealed with delight, feigned terror at this 'punishment', then insisted on taking his cock into her mouth, expertly licking and sucking him hard until he came again. She had swallowed every drop of his cum, had him untie her, left him her knickers as a souvenir, then rejoined her party at the bar. And now he had inherited the secluded house and its quaint Orchard Cottage which got regular Air b & b bookings. It was usually couples having a dirty weekend, sometimes dirty enough to invite him to join in. Occasionally women craving a romantic escape or meeting their secret lovers; they too would sometimes let themselves be seduced while he helped them settle in or got the fire going. Ah yes, the old fireplace, guaranteed to conjure up the desire to be naked in front of the flames, drinking and fucking through the night. What action that fireside had seen! Joe found that his  6 foot height, dark eyes, chiseled looks, fit body and smart clothes always gave women a good first impression. But he knew his most powerful secret weapon was his sexual aroma. He had learnt early on that he gave off a rather powerful manly scent, strong pheromones and sweat that had a peculiar effect on women. For this reason he never wore aftershave. He showered daily, but never used deodorant, and rarely wore underwear. He kept himself clean and well groomed, sure, but he allowed his body to give off its natural sexual aroma. He trimmed but didn't shave his pubic hair, aware that this too accentuated the sexual attraction by holding the scent around his loins. Sometimes he would even run his hands inside his trousers, up and down the shaft of his cock, between his arse cheeks and around his balls, just to get his musky scent onto his fingers, meaning it would waft around him and make it even more likely that any women he met would unknowingly detect it and find herself sexually stimulated. It usually worked a treat. And now here he was perhaps about to fuck this stunningly attractive guest, Lea (or whatever her name really was? Guests often used an alias. Several female solo guests had either been turned on by his sexual presence, betrayed surely by the bulge in his Levi's, or who was just extremely horny. Perhaps one of those women with an insatiable appetite, a primal lust to fuck and accustomed to getting what she wanted. He had made every effort to stay cool when he first saw her arrive, not to let his eyes pop out like a cartoon fox, or his tongue drool like a lusty hound. Instinctively he must have looked her up and down (he wasn't always subtle) as she stepped from her sleek Audi, taking in her surprisingly high heels, slim legs, a glimpse of stocking top, shockingly short skirt, blatantly transparent blouse, her striking platinum blonde hair and pretty face. She had a look in her eyes too, like a woman with great hunger, used to feeding her wild appetite at will. Joe wondered whether she was really staying alone. Often the person who booked didn't tell him who else was going to accompany them. Lea seemed like she wasn't going to spend the weekend alone: he imagined that she was well capable of giving herself a lot of solitary pleasure (no doubt she enjoyed a wank at least daily, as he did), but equally took the opportunity to use a man whenever she felt like it. Was her lover going to arrive later? Or lovers, plural! But for now it was just the two of them in his cottage. He made the usual fuss of showing her where things were, leading her round the place. A couple of times he caught her checking out his backside or crotch. He kept in shape and had been told he had good legs and a firm well-shaped arse, so he wore jeans that fit him well, accentuating his physique and showing the bulge of his cock. As he gave the tour he admired her too, noticing with delight the erect red nipples straining against her silk shirt, and her shapely legs, leading up under the tiny skirt. The best view was of course when he followed her up the stairs, a few steps behind, just the right distance to see up her skirt (surely she was aware of that!). The curve of her inner thighs led to a shapely double crescent of lower buttocks, unencumbered by panties, as she wiggled her way up the narrow staircase. In fact, was that a glimpse of bush he saw? That was when he was sure he could smell her too: an unmistakable scent of cunt, causing an involuntary licking of his lips and a strong twitching of his cock, now straining against his jeans. He also admired her petite figure and generous boobs as, when she reached the top of the stairs and turned to wait for him to resume the tour. As he opened the first room and gestured her in, she seemed to show off her cleavage to his wide eyes. The top few buttons of her shirt were undone so he saw the upper slopes of her smooth globes and again the outline of pert nipples against the flimsy material. That was when she stumbled, catching her sexy heels on the loose rug then slipping forward across the bare floorboards and into his embrace, as he thrust his body forward to catch her from falling to the floor. And that was when he pounced, fairly sure that her flirting and blatant showing off of her body indicated her desire to have him there and then. He lifted her up and virtually threw her onto the bed, on her back, her legs parting as she lay there. She made a gesture of protest, but it was obvious she wanted fucking, despite their brief exchange of words. And he wasn't going to refuse. Customer service was his forte! He could definitely smell her now. He imagined her bare cunt under that skirt, already oozing juices. He parted her legs, exposing her cunt, naked as anticipated. He was pleased to see she did indeed have a fine bush, the hairs already wet along the vertical slit between her lips. He just had to taste it! 'You smell gorgeous. Bet you taste good too!' He plunged his tongue between her thighs, forcing her legs apart so he could lick right up under her crotch, briefly rimming her asshole then sliding his tongue back under her cunt, across the sopping wet slit, and up to her swelling clit, which he then flicked with the tip of his tongue, side to side, harder, softer, faster, slower, before tracing a figure of eight across her smooth lips and pushing his tongue inside her cunt. She tasted gorgeous. He lapped eagerly. He heard her moan and utter "mmm" and "yes!" He had always loved the taste of a woman, loved to tease and stimulate, feeling her cunt becoming wetter, hearing her moans. He could bring a woman to orgasm with his fingers and tongue. But he knew Lea wanted cock now. He played with her a little more, with his fingers, until they were sticky with her juices. He lifted his hand to his mouth and licked them keenly. He saw from her eyes that she wanted it, but asked her to be sure. Her response left him in no doubt. So he clambered up onto the bed, onto her body, moving up over her, briefly kissing her smooth tummy, exposed as her shirt had ridden up, then biting her nipples through the translucent material. That did the trick. He heard her gasp, felt her arching her body up against his. 'You like that, do you?' She pulled him closer: 'Shut up and keep going!' She quickly undid her top, revealing her bare breasts, magnificent firm orbs peaked by stiff red nipples. She slid the shirt off then reached down to his crotch, urgently unbuttoning the metal fasteners of his jeans. He licked and kissed her tits, causing more moaning and writhing. He felt her hands pulling down his jeans by the waist. Felt his cock springing out, flopping onto her thigh. She must have felt the trace of precum it immediately left on her soft skin and the firmness of the smooth head and long shaft. He slid his shirt over his head and had kicked off his shoes, so he was now naked. She wore only her skirt, pulled up around her waist. He saw her look down at his cock. He was circumcised, so the head was fully exposed, prominently rearing up like some obscene mushroom, the hole in the center of the tip glistening. He saw her lick her lips. His shaft was thick and solid, his balls swollen around the base, framed by his patch of body hair. She smelt him for sure now: not just his sexual aroma but a scent of spunk as he oozed and throbbed above her opening. No question of a condom! She was aching to be fucked and to feel his cum inside her. She had somehow unhooked her skirt and it fell to one side, leaving her nude under him. He continued licking and biting her nipples, occasionally kissing her neck. She was writhing with lust, legs parted ready, arms reaching round his body to pull him into her, clasping her hands on his buttocks to pull him down. His cock was poised over her wet slit now, the head rubbing against her wet lips and swollen clit. Would this stimulation, together with the biting of her nipples, bring her to orgasm before he even entered her? He was aching to thrust into her, to feel his firm cock pushing its way into her wet slit and up inside her. All she had to do was pull him in and let him fuck her. 'Now?' he asked. By jonnicat. For Literotica.

In our ongoing discussions of the Desert Fathers' writings, especially upon sexual desire and sensuality as a whole, one comes to the realization that we have to read in a discerning fashion. In other words, we cannot be lazy while sitting at the feet of the elders. Their wisdom grew out of experience. However, it was the experience of the desert and of monks. What they discovered and understood is unparalleled in its value for the life of the Church and our understanding of spirituality.  Yet, although they saw so very much it does not mean they saw everything or that they articulated it in a way that is going to speak to every generation in the same fashion. Every generation, every person, must embrace and embody the fullness of the gospel through striving to enter by the narrow way. The ascetic life is our exercise of that faith and every generation will have particular struggles and battles that are unique to it. In a time like our own, when so many aspects of the culture have been hyper-sexualized, living a life of purity of heart can seem to be not only a difficult but impossible pursuit. While we can see that the dignity of human sexuality and women change radically with Christianity, those changes were not immediate or complete and we see lingering vestiges where women are seen as the cause of sin. This implants in the spirituality of purity of heart and the struggle with temptation a kind of misogyny, a temptation to the hatred of the self and of sexuality. Inevitably this leaves a void in our understanding and practice of the faith that can be disastrous. Rather than seeing the dignity of the human person made in the image and likeness of God and our destiny in Christ to participate in the Divine life, we can drift into a lifeless moralism. Christianity must speak to the deepest part of a person‘s religiosity; capturing what it means to be a human being, fully alive and transformed by the grace of God. Even as we sit at the feet of the Fathers, we must keep our eyes upon Christ; for it is in Him alone, that we can plumb the depths of mysteries of God and the kingdom, but also the mystery of what it is to be a human being. Purity of heart is much more about what we can see having removed the impediment of the ego or of disorder desires. Far from being restrictive, it gives us a greater capacity to love and be loved. What is needed in our day are saints who embody this reality so fully that their lives reveal to us the deepest truths about ourselves and God. Only saints stand transparent to the fullness of truth revealed to us in Christ. --- Text of chat during the group: 00:12:51 Bob Čihák, AZ: P 227, I 00:14:06 Bob Čihák, AZ: P 227, I 00:24:18 Una: Let the past stay in the past, in other words 00:24:32 Diana Sciuto: Reacted to "Let the past stay in…" with ❤️ 00:24:49 Mary Clare Wax: This is why it is so important to live in the present moment. The past is dead, the future yet unborn. God is the God of "I Am", not "I Was," or "I Will Be." 00:25:05 Myles Davidson: Reacted to "This is why it is so..." with

Sharon will outline some steps that empower people to design their future life and career. Inevitably, they become the Architect of their life, the master of their destiny, and the captain of their ship called life! Watch: https://youtu.be/IWIhHl1jgoY

Sharon will outline some steps that empower people to design their future life and career. Inevitably, they become the Architect of their life, the master of their destiny, and the captain of their ship called life! Watch: https://youtu.be/IWIhHl1jgoY

Connect to John Gilroy on LinkedIn   https://www.linkedin.com/in/john-gilroy/ Want to listen to other episodes? www.Federaltechpodcast.com Walking around the Salesforce World Tour DC  can make you dizzy with use cases.  Let's step back and look at underlying principles.  To boil down the massive information overflow, we sat down with Nasi Jazayeri from Salesforce to focus on improving efficiency by taking advantage of Salesforce agents. Automation. Federal employees will obviously be asked to do more with less. One way to accomplish this task is to structure a system where tedious decisions do not have to be made by humans. Tasks can be designed without human oversight to a specific level. Workflows. Salesforce is increasingly becoming a hub for data amalgamation. Integrating API into workflow can improve how systems can manage various dependencies. Compliance. This is one of Salesforce's superpowers. Everyone is trying to figure out where the best application of agents would be. Inevitably, mistakes will be made. Compliance is built into a system like Salesforce. You can evaluate several options without reinventing the wheel for each instance. Salesforce has many use cases for agentic applications, such as citizen service automation, healthcare administration, and interagency collaboration. Sometimes, general value principles can reinforce decisions made regarding agents and Salesforce.

IM Danny Rensch is a former child prodigy turned Chief Chess Officer of Chess.com, the largest chess website in the world. Danny rejoined me 8 years after his first visit to the podcast (Episode 18) to discuss all that is new with Chess.com. Inevitably, this means a detailed discussion of online cheat detection, and whether Chess.com thinks that their increased deterrence methods are working. But there is a lot more to discuss including: What goes into decisions of choosing commentators for an event? Lessons learned from some P.R. missteps related to the closing of Chess24, and changes to the Chessable product offerings.  Upcoming TV shows and documentaries related to chess. Why are so many of these shows related to cheating? Danny's forthcoming memoir about growing up in a cult It is always fun to get a glimpse behind the curtain at the world's biggest chess company, and you are sure to learn something about “chess business” in this conversation. Timestamps of topics discussed are below.  0:00- We discuss cheat detection. Is publicly disclosing cheaters deterring other from potential cheaters? What about their new proprietary browser, Proctor?  The two interviews/videos we reference are here: Greg Mustreader: https://www.youtube.com/watch?v=E4fGt3MbF0I State of Chess.com https://www.youtube.com/watch?v=-lQ47SuBLU8&t=8428s 15:00- Is OTB cheating as common as online cheating?  21:00- What was the story behind future GM Alireza Firouzja's account being erroneously closed due to fair play some years ago? Mentioned: GM Lenier Dominguez  28:00- We briefly discuss Danny's forthcoming memoir, Dark Squares: How Chess Saved My Life https://www.amazon.com/Dark-Squares-Chess-Saved-Life/dp/1541703286 31:00- How can the chess world move away from predominantly cheating-based mainstream coverage? Mentioned:  Netflix documentary: https://www.chess.com/news/view/netflix-unveils-carlsen-niemann-documentary-for-2025 Forthcoming Movie: https://www.imdb.com/news/ni64565309/ BBC's Chess Masters: The Endgame: https://www.bbc.co.uk/programmes/m0028x4d 37:00- Are there too many professional chess tournaments with too little differentiation between events?  Mentioned: Coachchamps Improver Challenge: https://www.chess.com/news/view/announcing-coachchamps-2025 Also mentioned: Caitlin Clark, Judit Polgar 48:00- How does Chess.com decide which commentators to feature in which events? Mentioned: GM Daniel Naroditsky, GM Robert Hess 51:00- What lessons were learned from backlash against the Chess24 closure and recent changes to access to Short and Sweet courses on Chessable? Mentioned: Info on Chessable's 2025 changes to Chessable Short and Sweet Access: https://www.chessable.com/blog/new-year-big-changes-to-chessable-pro/ 1:00:00- What 2025 events is Danny excited for? Mentioned: Pogchamps https://www.chess.com/news/view/announcing-pogchamps-6-field Speed Chess Championships, ESports World Cup  1:03:00- Is Chess.com still thinking of becoming publicly traded at some point? Would Danny retire in the near future?  If you would like to help support Perpetual Chess via Patreon, you can do so here: https://www.patreon.com/c/perpetualchess Learn more about your ad choices. Visit podcastchoices.com/adchoices

Agree if it's fair to say that conflict amongst people of two or more parties has been a permanent fixture since ancient civilization times. Go behind the scenes and discover how conflict onto itself proved inevitable after 7 Years War ended in 1763. Understand how emerging victoriously in time of war can either unite or divide an imperial nation's people even if they reside miles away. Get a glimpse into what life would be like for Britain's subjects across the ocean in a Post 7 Years War Era regarding direct representation and consent. Learn how one common grievance has often stood out above all others involving colonists direct opposition towards Parliament. Go behind the scenes and learn how one particular Parliamentary legislative measure enacted in 1764 had adverse impacts on her subjects most notably within the New England Region. Decide if it's fair to agree that Boston, Massachusetts has often been labeled as the cradle of American Independence. Get acquainted with Magazine Houses aka Armories and understand their importance. Discover how far back Gunpowder itself dates back including the three vital components behind making substance. Learn how Loyalists & Patriots went about defining gunpowder from a possession standpoint. Learn before us that the story we'll be embarking upon involving gunpowder doesn't take place in Boston, but instead just north of the state capital. Get an understanding behind what unfolded between September-December 1774 involving gunpowder raids per both sides. Get an in depth analysis behind what unraveled in Salem, Massachusetts, February 26, 1775, including what's required to better understand this forgotten story. Hosted on Acast. See acast.com/privacy for more information.

Throughout the history of ufology, researchers have been attempting to make sense of both the technology and the nature of the intelligences behind the anomalous phenomena that have been observed and interacted with. Inevitably, those researchers have ended up looking to emerging human science and technology for potential understanding. And so, not surprisingly, leading conceptions of what the UFO Phenomenon represents have evolved over time as our own technology and models of reality have evolved. The issue with this, however, is that we are often not accounting for how our modern conceptions are tied to the myth-making that human beings inevitably engage in in order to make sense of who we are, and indeed, what this (i.e. reality) is. And in that sense, of course, we are following in the footsteps of our ancestors who did the very same thing. To be alive is to engage in such narrative-framing. Looking backwards, we are often quick to belittle earlier myth-making attempts, accusing our ancestors of being naive, unscientific story-tellers, while simultaneously completely missing the fact that we too weave narratives about reality, also often based on notions we lack solid evidence for.This is why the UFO Phenomenon emerges as the simultaneously intoxicating but confounding and discombobulating matter it is. Fascinatingly—and perhaps tellingly— it often seems to manifest in such a way as to poke holes in our latest myth. And in so-doing, it helps those within the societal structure—those with a keen and discerning eye, that is—to see our collective narrative as such, as myth. Note here that myth doesn't necessarily mean “untrue”, it just refers to a society's collective sense of “the real”. The data arising from these ufological investigations so often confounds our consensus conceptions of reality that it's fair to ask if that may indeed be one of the central purposes of the entire enigma. Before us, of course, were those who framed reality within a theological lens. In going through this very same process, they too ran into the very same conundrum, leading them to, like us, often exclude, ignore or explain away the elements that “didn't play well” with the contemporary myth.How are we to proceed with these considerations in mind? Is it a fool's errand to chase a specter that seems to change its guise just when we think we've pinned it down? Or should we accept that this game of hide and seek involves stretching our very understanding of what's possible? These are the simultaneously mystifying but mesmerizingly captivating matters we'll seek to engage with in this, the 113th episode of the Point of Convergence podcast.

Sometimes, we can be walking in the promises of God, and things start getting tough.  Opposition.  Battles.  What's going on?  Is it time to give up? What happened to all those promises?   THE SPIRITUAL BATTLEFIELD Well over these last weeks on the program we've been looking at the fact that it's time to take the Promised Land. God makes so many promises of peace and of joy and His protection and forgiveness and eternal life, the list goes on and on and you know you and I can come up with so many excuses in our lives as to why those promises couldn't possibly ever be for us. It's true, we do. In a sense those excuses are completely natural and understandable. There was a young woman who wrote recently in response to a program, I want to share with you what she wrote because it's kind of a road we all travel sometimes, this is what she said: For a while now I've been getting negative thoughts and saying negative things, I know the devil's doing it and not God but it won't stop. I want so much to do Gods will and to walk in His ways, am I going mad? Will this wreck my relationship with God? I so much want to do His will for His glory and not mine. I want to be a serving and faithful servant for Him. I have all these problems; I say bad and negative things. I can say things without thinking, I tell lies and other unchristian things, what does it mean for me? Is it going to ruin my relationship with God? See this young woman is struggling with the realities of life. She wants to live in that Promised Land but somehow she's just, she just can't see how it's for her, she just can't seem to get there. We all struggle with these things, we struggle with doubt, we struggle with our failings, will this wreck everything with God? We go over that over and over again. Listen to me, it is time to take the Promised land. Over the last three weeks on the program we've been looking at Israel. God promised to Abraham, the father of Israel, this land of the Canaanites, the Promised Land. And centuries later, centuries, after Israel had grown into a large and mighty nation in slavery in Egypt God brought Moses and through a series of miracles he brought the nation of Israel, His chosen people, out of Egypt, through the Red Sea and they wandered in the desert for forty years as God purified them. And then one day under the leadership of Joshua because Moses had just died, they're standing on the banks of the Jordan River and finally ready to cross into the Promised Land. And what they discover is that there's already a whole bunch of other people living there, the Canaanites and the Jebusites and the Amorites and all those other little vegemites were already there. And even though this was Gods Promised Land it wasn't going to be delivered to them on a platter like a pizza, they had to go out and take it, they were on a war footing. They had to fight battle after battle beginning with Jericho, they went through a lot of battles to take the Promised Land. You know something, it's the same with you and with me and with that young woman, we live on a spiritual battlefield. That is the reality of life. And the moment we step out and we believe in Jesus, the moment we step out and say, "Lord, I'm going to follow you in your promises", we step onto that spiritual battlefield. John Eldridge in his book Waking The Dead makes this powerful statement, he says: Things are not what they seem, this is a world at war. And then he goes on to explain what he means, he writes this: The world in which we live is a combat zone. A violent clash of kingdoms, a bitter struggle unto the death. You were born into a world at war and you will live all your days in the midst of a great battle involving all the forces of heaven and hell and played out here on earth. Until we come to terms with that war as the context of our days, we simply will not understand life. See this is why over the last few weeks we've been working our way through this series in the Book of Joshua called, "It's Time To Take The Promised Land" because the context is war. The devil is not going to hand us God's promises on a silver platter. In fact, he is going to try to rob us of Gods promises at every turn. We'd like to think, particularly those of us who live in the affluent west that being a Christian means living in the blessings of God and having a comfortable life and having plenty of money and taking it easy. Well I don't know if you've noticed but life is not like that especially when we step onto the spiritual battlefield by giving our lives to Jesus Christ. The moment we do that all the forces of hell are unleashed against us. That's the reality, we shouldn't be surprised. I think that the surprise element is what makes it worse. We have these expectations of an easy and comfortable life and when satan unleashes all his devils against us, of temptation, of doubt, failure and opposition and trials and on and on and on, over and over and over, we start thinking 'wow there must be something wrong with me'. Au contraire! Inevitably when we decide to take hold of the promises of God in our lives there will be a battle involved. Don't be surprised by this, it's in the Bible. C S Lewis in his book Mere Christianity put it like this: One of the things that surprised me when I first read the New Testament, seriously, was that it talked so much about a dark power in the universe. A mighty evil spirit who was held to be the power behind death and disease and sin. This universe (writes Lewis) is at war. Wake up! The world is at war. The context of our lives following after Jesus Christ is a spiritual battlefield. See Israel was promised this land through Abraham centuries before they even got there. Do you think when God made that beautiful promise to Abraham that he expected battles and wars and stuff? Listen again just briefly to this beautiful promise to an old man, this impossible promise in Genesis chapter 15. The word of the Lord came to Abraham in a vision. He said 'don't be afraid, I'm your shield and your very great reward'. But Abraham said, 'O Sovereign Lord, what can you give me since I remain childless and the one who will inherit my estate is Eliezer of Damascus.' Abraham said, 'you have given me no children so a servant in my household will become my heir. And then the word of the Lord came to Abraham, 'this man will not be your heir but a son who comes from your own body will be your heir' and God took Abraham outside of the tent and said, 'look up at the heavens and count the stars if indeed you can count them' and then He said , 'so shall your offspring be. And Abraham believed the Lord and God credited it to him as righteousness. And God also said to him, 'I am the Lord who brought you out of Ur of the Chaldeans to give you this land to take possession of it.' But Abraham said, 'O Sovereign Lord how can I know that I will gain possession of it? So the Lord said to him, 'bring me a heifer and a goat and a ram, each three years old along with a dove and a young pigeon'. Abraham did that he brought all of those things and cut them in two and arranged the halves opposite each other. The birds however he did not cut in half. And then the birds of prey came down on the carcasses but Abraham drove them away and as the sun was setting Abraham fell into a deep sleep and a thick and dreadful darkness came over him and then the Lord said to him, 'know for certain that your descendants will be strangers in a country not their own and they will be enslaved and mistreated for four hundred years but I will punish the nation they serve as slaves and afterwards they will come out with great possessions. You however will go to your father's in peace and be buried at a good old age. In the fourth generation your descendants will come back here for the sin of the Amorites has not yet reached its full measure. And when the sun had set and the darkness had fallen, the smoking fire pot with a blazing torch appeared and passed between the pieces. On that day the Lord made a covenant with Abraham and said, "To your descendants I give this land. From the river of Egypt to the river of the Euphrates. The land of the Kenites and the Kenizzites, the Kadmonites, the Hittites, the Perizzites and the Rephaites and Amorites and Canaanites and the Girgashites and the Jebushites. This was a serious promise, who would have ever had expected that is would involve battle after battle after battle after battle.   IT'S TIME So let's go from that promise of God to Abraham centuries before into the midst of the taking of the Promised Land. Israel, under the leadership of Joshua, crossed over, they fought battle after battle, they'd taken Jericho and city after city has fallen before them. Why? Because that's what God promised and we're going to pick up the story in Joshua chapter 18, they're not quite half way through taking this Promised Land. There are twelve tribes in Israel, five tribes have their land and seven are left to go, seven have yet to get their Promised Land. It must have seemed like an eternity. You know when you face battle after battle, we're tempted to pull over and stop, to take a breather that kind of turns into a lunch break that turns into a holiday that turns into long service leave and before you know it we haven't got what it takes to keep going again. I tell you, in my life in this ministry Christianityworks, I've been involved now for just on three years and the call on my heart as I took over to start producing radio programs again we weren't on any stations three years ago and today we're on over seven hundred stations in eighty countries around the world. I have to tell you it was hard work, battle after battle after battle. Sometimes there were not enough funds and people said they'd help but then they realised how hard it was to do this work and they just didn't deliver and they fell by the wayside. And people criticised and people didn't understand, you know what I'm talking about and you get tired, you get exhausted. It would have been so easy just to pull up, to slow down, to give up, what a temptation. And yet there was this promise of God in my heart that He'd called me to do this. But we're all tempted to give up half way. You know the only reason I haven't is because along the way I've had some great teaching on this subject from a wonderful teacher called Joyce Meyer and there was just one message and God wrote this stuff on my heart, 'to keep going' and that's my prayer for you today, just this one message that in these few moments we spend together that He will write His word on your heart to keep on pressing forward into the promises of God. Whether we're struggling with fear or sin or addiction or a tough relationship and we hear about Gods promises so we set out on that journey of faith but after a while, oh it's hard work and there is opposition and there are battles and we want to give up, you know what I mean. In fact my hunch is you know exactly what I mean. And it was the same with Israel, they were almost half way into taking the Promised Land, if you've got a Bible open it up, lets listen to Joshua chapter 18. The whole assembly of the Israelites gathered at Shiloh and set up there the Tent of the Meeting. The country was subdued before them but there were still seven Israelite tribes who had not yet received their inheritance. So Joshua said to the Israelites, 'how long will you wait before you begin to take possession of the land that the Lord, the God of your fathers has given you. Appoint three men from each tribe, I will send them out to make a survey of the land to write a description of it according to the inheritance of each then you will return to me. You are to divide the land into seven parts. Judah is to remain in its territory on the south and the House of Joseph in it's territory on the north. After you have written the descriptions of the seven parts of the land bring them here to me and I will cast lots for you in the presence of the Lord. The Levites however do not get a portion among you because the priestly service of the Lord is their inheritance and Gad and Rueben and the half tribe of Manassah have already received their inheritance on the east side of the Jordan, Moses the servant of the Lord gave it to them. As the men started on their way to map out the land Joshua instructed them, 'go and make a survey of the land, write a description of it then return to me and I will cast lots for you here at Shiloh in the presence of the Lord'. So the men left, they went through the land, they wrote its description on a scroll, town by town, in seven parts and returned to Joshua in the camp of Shiloh. Joshua then cast lots for them in Shiloh in the presence of the Lord and there he distributed the land to the Israelites according to their tribal divisions. I love this passage because they're almost half way through and it begins by saying, "the whole land, the whole country was subdued before them". See so much of the work had already been done , God had done so many things, they were so far down the track and sometimes when we're tired of the battle after battle we lose sight of how far we've come. We look back and then, then we see the mighty hand of God at work in the victories. Isn't it the same in our lives? You get tired and you think, "argh Lord this is too hard". It's time to just take a quick look back and see all the mighty things that God has done in our lives. I get such great courage from just looking back, even over these last three years in the ministry of Christianityworks and I think, "man, look at what God has done." And once they've looked back Joshua asks the sixty four million dollar question. Joshua said to the Israelites: How long will you wait before you take possession of the land that the Lord, the God of your fathers has already given you? How long will you wait? See you're almost half way there. You take a breather, you pull over, you stop, you get set in your ways, you can't go any further, you lose heart, what are you people doing, how long will you wait? What came next? There was work to be done. They sent the men out, they looked forward, they divided up the land into seven portions. See God always, ALWAYS involves us in what's going on, He never lets us become spiritual couch potatoes, He sent three men from each tribe out to survey the land, to record the land and to choose the seven divisions. And next they came back to Joshua and in the presence of the Lord Joshua cast lots. Really what Joshua was saying there is, "we're going to leave this up to God, we've got some work to do but God is in charge. We're going to cast lots for this land between the seven tribes in front of God and we will let God choose through the lots who gets what land." See there's a message for us here. If we're a people thats pressing forward into the promises of God don't stop, don't pull over, don't give up. If it's a tough relationship that you've been praying over and the Lords has been leading you to do good things, to serve and to support, to humble yourself and you're tired and you want to take a breather and you think, "augh, it's just not going to happen" and get to thinking, "this isn't working, it's not going anywhere, it's time to give up". Or God's called you to something, a ministry or a job or whatever it is that somehow, as you look back you can see all the good things He's done. But the promises seem like such a long way off. Whatever the situation, how long will you hang around here before you take the land that God has already given to you. Come on! Get up and do the things you know you have to do, do them under God and, and what? Do you think God is going to fail you? Do you think God is just leading you up the garden path? Do you think that God has put you up the creek in a barbed wire canoe without a paddle? Are His promises faithful, are they worth following, are they worth it?   THE FAITHFULNESS OF GOD Well are the promises of God real? In a sense in theory we can all answer, "sure, I mean if God is God and He makes a promise then it has to be real". But you know something, the theory and the reality can be two different things. I shared a little before about the battles over the last three years that I've travelled through in taking this ministry from, I guess, pretty much nothing to reaching millions of people each week. Now I don't want any of that to seem remarkable because it's nothing that we did, God opened door after door and performed miracle after miracle to do that and it's what God's called me to do, He's called you to something different. So let's not compare as I share my story, hear what God is saying to you today about your story. Now I'm someone who knows the theory of God's promises as well as anyone. I mean a big part of my job is to study God's Word to put together these programs. So I'm "in the theory" if you like all the time but the reality has been that it's been lots of hard work and there have been disappointments and setbacks. And one of the hardest things has been often the people closest to us, people in our own Church, who haven't understood what we do or supported us or encouraged us, there's so many times the finances looked critical. It's still something that happens now and I find myself thinking, "why is it that the people in our own Church don't even support us?" Or one station where we've had a huge audience for a number of years was talking about taking our program off air and we've had to pray and pray and pray and then finally see God's victory. And sometimes I think, "God why can't it be easier than this? God why does there have to be so many battles along the way?" And you know what Gods answer has been to me, so that you my child would discover my faithfulness for yourself. See God wants us to experience his faithfulness, not in theory but in practice and you know something, I know so much more today about the faithfulness of God than ever have simply by travelling through battle after battle and seeing the victories that God has brought along the way. And there is such an intense satisfaction as I look back on that and I can truly say, "yes Lord, it's been hard work but all the glory goes to you and not to me because I could never have done this". The Book of Joshua that we've been travelling through these last weeks is about Israel's battles on the journey of taking the Promised Land. And when finally all the land is taken and allocated to all the tribes have a listen to what God's Word says, if you've got a Bible open it at Joshua chapter 21 beginning at verse 43. So the Lord gave Israel all the land that He had sworn to give their forefathers and they took possession of it and settled there and the Lord gave them rest on every side just as He had sworn to their forefathers, not one of their enemies withstood them, the Lord handed all their enemies over to them, not one of all the Lord's good promises to the House of Israel failed, every one was fulfilled. WOW! Let's just let that sink in for a minute. Not one of all the Lords good promises to the House of Israel failed, every one was fulfilled. When God makes a promise he never ever fails to deliver. When Jesus promised that He came that we would have life in all its abundance, that is a promise of God and it's a promise He intends to keep in your life and in mine. And as we travel through battle after battle and hang close to Him and just let those promises of God glow in our hearts and we hang on to them through this spiritual battlefield the devil comes after you with a meat cleaver and you fail some days and you stumble and you remember Jesus on that cross, you remember He purchased that life for you, we can know in our hearts that now, now it's time to take the Promised Land. And not one of all the Lord's good promises to you or to me will fail; every one of them will be fulfilled. It is time to take the Promised Land.

If she writes it...we're reading it...LB is BACK!!! With another banger. Tonight we're discussing Inevitably Love by Love Belvin.Hayden is faced with a troublous dilemma, irrevocably changing her life as she once knew it. She's homeless. And with funding insecurities, the future of her entire non-profit organization is also at stake. Pregnant and preoccupied, Hayden has serious, calculating decisions to make.After the blowup with Hayden, life goes on for Ishaan. It's business as usual. There are still resorts to run, nefarious people to immobilize, and a son to raise without the support of said son's extended family. But is that all his life now consists of?Ishaan and Hayden's complicated journey is messy. However, under the clever workings of an ever-talented and seasoned relationship therapist, in the end, it's inevitably love.Publisher's Note: “Inevitably Love.” is book TWO of a TWO book series. This book contains angst, violence, profanity, sexually explicit content, and gory material. If any of these elements is not what you prefer between the pages of a novel, this is not the venture for you.Connect with Author Love Belvin: https://www.instagram.com/lovebelvin/Your Book Bae Awaits at ⁠https://theblackgirlbookclubpodcast.com/⁠ Join the Black Girl Book Club Podcast Community: https://www.facebook.com/groups/693214741595152⁠ Join the Black Girl Book Club Podcast Email list: ⁠ https://www.theblackgirlbookclubpodcast.com/theblkgrlbcpodcast-6136 Listen on Apple: ⁠⁠https://podcasts.apple.com/us/podcast/the-black-girl-book-club-podcast/id1627300394⁠Listen on Spotify: https://podcasters.spotify.com/pod/dashboard/home Watch on YouTube: https://www.youtube.com/channel/UCr4fs600LEYfN3pgKVHe1yw ⁠ This episode is brought to you by Just Write Sis, the Authors Marketing Assistant. Are you an author who's ready to start running her writing business like a business, implementation strategy, systems, and automation? Increasing your rating, readership, and engagement. Check out Just Write Sis, the marketing and systems strategist for authors. www.justwritesis.com Check out Tandra's Touch our merch maker. Get merch made for your podcast, author events, and more. https://tandrastouch.com/ ⁠⁠#bookdiscussion⁠⁠ ⁠⁠#blackromancenovel⁠⁠ ⁠⁠#theblackgirlbookclubpodcast⁠⁠ ⁠⁠#bookclub⁠⁠ ⁠⁠#blackbookclub⁠⁠ ⁠⁠#blackgirlswhoread⁠⁠ ⁠⁠#justwritesis⁠⁠ ⁠⁠#theauthorsstrategist⁠⁠ #authormarketingassistant #authormerch ⁠#lovebelvin #InevitablyLovebylovebelvin

Guest: Yigael Berger, Head of AI, Sweet Security Topic: Where do you see a gap between the “promise” of LLMs for security and how they are actually used in the field to solve customer pains? I know you use LLMs for anomaly detection. Explain how that “trick” works? What is it good for? How effective do you think it will be?  Can you compare this to other anomaly detection methods? Also, won't this be costly - how do you manage to keep inference costs under control at scale?  SOC teams often grapple with the tradeoff between “seeing everything” so that they never miss any attack, and handling too much noise. What are you seeing emerge in cloud D&R to address this challenge? We hear from folks who developed an automated approach to handle a reviews queue previously handled by people. Inevitably even if precision and recall can be shown to be superior, executive or customer backlash comes hard with a false negative (or a flood of false positives). Have you seen this phenomenon, and if so, what have you learned about handling it? What are other barriers that need to be overcome so that LLMs can push the envelope further for improving security? So from your perspective, LLMs are going to tip the scale in whose favor - cybercriminals or defenders?  Resource: EP157 Decoding CDR & CIRA: What Happens When SecOps Meets Cloud EP194 Deep Dive into ADR - Application Detection and Response EP135 AI and Security: The Good, the Bad, and the Magical Andrej Karpathy series on how LLMs work Sweet Security blog  

In this episode, Charlie Higson gets properly acquainted with the great knight and statesman, Simon De Montfort, who started out originally as one of Henry III's chief supporters but became increasingly enraged by how badly he thought Henry was running the country.Inevitably this led to wars and power struggles as de Montfort ended up leading the opposition to Henry as head of the baronial forces, trying to depose him, or at least curb his powers. It's a fascinating story and to help Charlie through the slings and arrows, he welcomes back Dr Sophie Therese Ambler, author of The Song of Simon de Montfort: The Life and Death of a Medieval Revolutionary Hosted on Acast. See acast.com/privacy for more information.

Inevitably, trials will come into our life. How we respond to them is what determines if we survive or not. So, how can we make it through those times where life is so heavy that we cannot see tomorrow?This episode is a session from the North Florida Baptist Ladies Conference at Immanuel Baptist Church in Jacksonville, Florida. This lesson was taught by our pastor's wife, Mrs Heather Neal. In this episode, Heather shares her personal testimony of surviving a myriad of life's storms—cancer, betrayal, and the death of her daughter. She gives Bible truths and Scripture that help to sustain her. Her message reminds listeners how not quitting will give us the opportunity to help others going through trials to also continue for Christ.Join us this April 11 & 12, 2025, for the 2nd annual North Florida Baptist Ladies Conference. Click the link to learn more about this wonderful conference full of encouragement, food, fun, and sweet fellowship.If you know of someone who can be helped by listening to the Abundant Living Podcast, please share this podcast with them. We love hearing from our listeners, whether through comments on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠our Instagram ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠or messaging us on our website, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠christianladiesfellowship.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. You may also apply to be a part of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠our private Facebook group⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, but be sure to answer all the questions and agree to the group rules when you click to join.You can also email Tracie directly at tburns@immanueljax.org. Thank you for being part of this uplifting and encouraging community of ladies who want to live abundantly for the Lord!

In this episode, the hosts are joined by One Team in Devon to discuss a return to planet away day at Blackburn. Friend of the pod and BBC Radio Devon commentator, Drew Savage, sends in a voice note sharing his views from the commentary box, offering his perspective on the game.The key focus is the impact of Ryan Hardie's injury, the team's performance (we've played better, but certainly worse too), and what this means in the run-up to a season-defining run of fixtures.They review a strong performance by a high-flying Rovers side, the pros and cons of rotation, the significance of the upcoming matches, and the overall dynamics of the team as they navigate a challenging season.Inevitably, the future of a frontline that was looking so positive is under detailed review. Can Baidoo show more signs of promise? Why do other forwards struggle so much with the Muslic method? Should the free market be explored, or are there better options closer to home?Finally, thoughts turn to the mother of all six-pointers at Luton and a run of games against relegation rivals—only interrupted by a certain Mr Guardiola.Never dull. COYG.Support the show: https://ko-fi.com/pilgrimspodcast Hosted on Acast. See acast.com/privacy for more information.

It was a cold, wintery night when Scutch MacGee stumbled through my door. He was confused, parked in the wrong driveway, and immediately remarked on how he almost got stuck in patches of ice. We greeted each other as brothers, arms wrapped in a warm embrace. We sipped on Whiskey based on his first-born's namesake while we conversed about horror movies and shit to get excited about this upcoming year. Inevitably, a hush filled the room when he finally spoke up on what was on his mind. His kids. His kids and their ability to be startlingly spooky. He was joking, just like I'm joking now, but you look into a man's eyes and you just know… Somethings are the truth, and they can't be masked by humor. They're all too apparent. Just like how he's a parent: to some spooky kids. Anyways, then I made him read stories with me about creepy kids. LOLI Had a Disturbing Conversation with my Seven Year Old (54:28) by samhaysomhttps://www.reddit.com/r/nosleep/comments/fiz4d0/i_had_a_disturbing_conversation_with_my_7yearold/I Had a Disturbing Conversation with my Neighbor's Ten Year Old Son (1:01:11) by samhaysomhttps://www.reddit.com/r/nosleep/comments/dp614a/i_had_a_disturbing_conversation_with_my/My Son's Camera Monitor Alerted in the Middle of the Night (1:14:24) by RisingMachttps://www.reddit.com/r/nosleep/comments/bsrmy5/my_sons_camera_monitor_alerted_in_the_middle_of/Support us on PATREON: https://www.patreon.com/LOTSA_PASTAAND KO-FI: https://ko-fi.com/lotsa_pastaMERCH:www.redbubble.com/people/elcapitanmuerte/portfolioYOUTUBE:www.youtube.com/channel/UCxoqIN-fkfdlmGEjWujypxwSOUNDCLOUD:www.soundcloud.com/lotsa-pasta/(But also available on all major platforms like iTunes, Spotify, Google, Amazon, etc!)FOLLOW ON FACEBOOK:www.facebook.com/LPCaptainDeathFOLLOW ON REDDIT:www.reddit.com/r/LotsaPasta/Featuring wonderful ambient music from our fam in Sweden: CryoChamber, givin' us all the ooky-spooky tunage. Follow: @cryo-chamberThank you!“Astral Alley“ is not my song. I do not claim ownership. Credit and All rights are reserved by the owners.

Barry is rip-roaringly ready to dive into the show. He has the Super Bowl on his mind and is prepared to make predictions. Before that, LaToya blathers about her trip to the Lego Store, reading, and upcoming cruises. She also buries the lead when it comes to her recent cancer diagnosis. Inevitably, all roads lead to talking about Trump. He's been in office for less than a month, and we're all unnerved.

Relationships shouldn't be viewed as disposable. Inevitably, conflict will arise, but it's the reaction to the scuffle that counts. Tune in as we resolve to resolve our differences.   #KingdomSpeak #Podcast #ConflictResolution

Have you ever walked into someone's house in Japan with your shoes on and had a room full of people laugh at you? (Katy has.) Have you ever traipsed into a room in an Italian home that has been freshly mopped and been given the evil eye by the lady of the house? (Tiffany has.) Part of living in a foreign culture is learning (often the hard way) that some things that are totally acceptable back home are, at best, a faux pas in your adopted country, and, at worst, a humiliating gaff. Picking up on the social rules of your new country is part of adjusting to life abroad. Inevitably, all expats will go through it. But what makes things rude in one culture and acceptable in another? What does it say about the people of those countries, and what they value? Why is it ok to litter on the street in Italy, but not ok to wash your hands in the kitchen sink? Why is it fine, in Italy, to wave to get your waiter's attention, but unspeakably rude to leave a shop without saying “grazie, arrivederci”—the exact opposite of which is true in the US? And what happens when you pick up habits that are perfectly acceptable in your new country, and take them back home with you, where they are seen as downright rude? (Case in point: after a one-year stint in Rome, polite, mild-mannered Katy has taken to cutting lines, a heinous crime in America and merely an eye-rolling annoyance in Italy.) We discuss these social conundrums and etiquette paradoxes and try to make sense of it all on this episode from our archives. ***The Bittersweet life podcast has been on the air for an impressive 10+ years! In order to help newer listeners discover some of our earlier episodes, every Friday we are now airing an episode from our vast archives! Enjoy!*** ------------------------------------- COME TO ROME WITH US: For the third year in a row, we are hosting an intimate group of listeners for a magical and unforgettable week in Rome, this October 2025! Discover the city with us as your guides, seeing a side to Rome tourists almost never see. Find out more here. ADVERTISE WITH US: Reach expats, future expats, and travelers all over the world. Send us an email to get the conversation started. BECOME A PATRON: Pledge your monthly support of The Bittersweet Life and receive awesome prizes in return for your generosity! Visit our Patreon site to find out more. TIP YOUR PODCASTER: Say thanks with a one-time donation to the podcast hosts you know and love. Click here to send financial support via PayPal. (You can also find a Donate button on the desktop version of our website.) The show needs your support to continue. START PODCASTING: If you are planning to start your own podcast, consider Libsyn for your hosting service! Use this affliliate link to get two months free, or use our promo code SWEET when you sign up. SUBSCRIBE: Subscribe to the podcast to make sure you never miss an episode. Click here to find us on a variety of podcast apps. WRITE A REVIEW: Leave us a rating and a written review on iTunes so more listeners can find us. JOIN THE CONVERSATION: If you have a question or a topic you want us to address, send us an email here. You can also connect to us through Twitter, Facebook, and Instagram. Tag #thebittersweetlife with your expat story for a chance to be featured! NEW TO THE SHOW? Don't be afraid to start with Episode 1: OUTSET BOOK: Want to read Tiffany's book, Midnight in the Piazza? Learn more here or order on Amazon. TOUR ROME: If you're traveling to Rome, don't miss the chance to tour the city with Tiffany as your guide!  

Last weekend, the US President Donald Trump signed executive orders placing 25 percent tariffs on Mexico and Canada, which were due to take effect on Tuesday. But at the last minute, the tariffs were postponed, at least for a month. Inevitably, though, the talk of a trade war set nerves jangling at Zona Maco, the art fair in Mexico City, which opened on Wednesday. Ben Luke speaks to Ben Sutton, The Art Newspaper's editor, Americas, who is in the Mexican capital, about the prevailing mood, and about the effect on the art world more generally of some of Trump's executive orders. It is also the India Art Fair in Delhi this week. Our art market editor, Kabir Jhala, is there and tells us more about the fair amid the wider social and political climate in India. And this episode's Work of the Week is Henry Fitz Jr's self-portrait, a daguerreotype, made in January or February 1840. It is thought to be the first photograph of a person made in the United States. It features in a major show at the Rijksmuseum in Amsterdam, American Photography. We speak to Mattie Boom, Rijksmuseum's curator of Photography, about the work, and the wider show.Zona Maco, Mexico City, until 9 February.The India Art Fair, Delhi, until 9 February.American Photography, Rijksmuseum, Amsterdam, until 9 June. Carrie Mae Weems's 2021 series Painting the Town, Rijksmuseum, until the same date.The Art Newspaper's book The Year Ahead 2025, an authoritative guide to the year's unmissable art exhibitions, museum openings and significant art events, is still available to buy at theartnewspaper.com for £14.99 or the equivalent in your currency. Buy it here. Hosted on Acast. See acast.com/privacy for more information.

In this episode of The Missing Secret Podcast, John and Kelly discuss the concept of creating a nest egg so you can retire. In discussing this, Kelly notes that she was a saver from a young age. Literally putting aside 20% a year. She was taught this by her dad who made her read the classic book Richest Man in Babylon. It truly is a fabulous book that really explains the concept of saving and compounding interest. John points out that he wasn't that enlightened when he was younger. He didn't really save in his 30s and 40s because he thought he would hit it big at some point in his entrepreneurial career. Fortunately he did. But it wasn't a good strategy not to be embracing savings from a young age.John talks about how when he sold his company he got a large amount of money. And his idea was he just had to get about 5% return on the money in order to pay all his living expenses. But he discovered something he wish he had been alerted to at a younger age. Investment planners and money managers always tell people to diversify as opposed to investing their money in the S&P 500. With the idea of avoiding that 30% drop in the market that happens about every 10 years. But John found that not to be good strategy. Inevitably, that strategy of diversification would maybe cost John 10% a year of less returns than he would've gotten if he had invested in the S&P 500.So John is now at the point of embracing the idea of just putting his money in the S&P 500 and not doing anything else. This is actually the strategy of Warren Buffett. He says that by investing in the S&P 500, you're investing in the United States. Which is the most powerful and innovative country in the world. And in the long run, that works out. Then John goes on to talk about the concept of never loaning money to anyone. Make that your golden rule. Kelly says she never learns money with the expectation of getting it back. And the last tidbit John talks about is never doing private investments or limited partnerships. Only invest in the S&P 500 and publicly traded stocks.The last thing John and Kelly talk about is clarity. Most people have about 40% clarity in their life. Watch what happens when you get it up to 100% clarity and you feed that clarity to yourself each day. Game changing. About the Hosts:John MitchellJohn's story is pretty amazing. After spending 20 years as an entrepreneur, John was 50 years old but wasn't as successful as he thought he should be. To rectify that, he decided to find the “top book in the world” on SUCCESS and apply that book literally Word for Word to his life. That Book is Think & Grow Rich. The book says there's a SECRET for success, but the author only gives you half the secret. John figured out the full secret and a 12 minute a day technique to apply it.When John applied his 12 minute a day technique to his life, he saw his yearly income go to over $5 million a year, after 20 years of $200k - 300k per year. The 25 times increase happened because John LEVERAGED himself by applying science to his life.His daily technique works because it focuses you ONLY on what moves the needle, triples your discipline, and consistently generates new business ideas every week. This happens because of 3 key aspects of the leveraging process.John's technique was profiled on the cover of Time Magazine. He teaches it at the University of Texas' McCombs School of Business, which is one the TOP 5 business schools in the country. He is also the “mental coach” for the head athletic coaches at the University of Texas as well.Reach out to John at john@thinkitbeit.comLinkedIn: https://www.linkedin.com/in/john-mitchell-76483654/Kelly HatfieldKelly Hatfield is an entrepreneur at heart. She believes wholeheartedly in the power of the ripple

We dissect Formula 1's latest flexi-wings row in the latest edition of The Race F1 Podcast. Following news of a technical directive being issued curbing front wing flexibility, Jon Noble and Mark Hughes join Edd Straw to explain what's changing and why. Inevitably, there's the question of which teams this could help and hinder to consider, as well as the political dimension as the usual competitive paranoia bubbles up among the ultra-competitive teams. We also explain why flexi-wings can't be regulated out of F1, and the reasons for the eternal push-and-pull battle between the rulemakers and teams on what's permitted. And with the rule change kicking in after eight races, we ask whether it could distort the season and lead to a competitive swing in June.Want extra podcast content and to ask questions on the show? Join The Race Members' Club on Patreon - we even have an F1-only tier! Head to Patreon.com/therace An edit of our London live show is available to purchase here (free for Champions tier members): https://www.patreon.com/posts/live-show-race-121105739Follow The Race on Instagram, X and FacebookCheck out our latest videos on YouTubeDownload our app on iOS or Android Hosted on Acast. See acast.com/privacy for more information.

We dissect Formula 1's latest flexi-wings row in the latest edition of The Race F1 Podcast. Following news of a technical directive being issued curbing front wing flexibility, Jon Noble and Mark Hughes join Edd Straw to explain what's changing and why.  Inevitably, there's the question of which teams this could help and hinder to consider, as well as the political dimension as the usual competitive paranoia bubbles up among the ultra-competitive teams.  We also explain why flexi-wings can't be regulated out of F1, and the reasons for the eternal push-and-pull battle between the rulemakers and teams on what's permitted.  And with the rule change kicking in after eight races, we ask whether it could distort the season and lead to a competitive swing in June. Want extra podcast content and to ask questions on the show? Join The Race Members' Club on Patreon - we even have an F1-only tier! Head to Patreon.com/therace An edit of our London live show is available to purchase here (free for Champions tier members): https://www.patreon.com/posts/live-show-race-121105739 Follow The Race on Instagram, X and Facebook Check out our latest videos on YouTube Download our app on iOS or Android Learn more about your ad choices. Visit megaphone.fm/adchoices

As many of you know, following one organizer will bring you to another. In fact, that's how some of you ended up in my community. So many of you reached out suggesting Kendra Adachi with The Lazy Genius podcast for an interview for the Monday Connections episodes. Thank you so much for the recommendation and we had an insightful conversation.   Lazy Genius Kendra Adachi was a perfectionist to the extreme. She was teacher's pet, valedictorian, and voted most dependable by her peers. In 2015, she started a lifestyle blog. The podcast, The Lazy Genius, followed not even a full year later. She teaches women to “Be a genius about the things that matter, and and lazy about the things that don't.” Once she became a parent she learned that rule. She was so used to doing everything perfectly but once her second child came along she realized you can't be perfect at everything. And that's how she got to pointing out to women how to find a happy medium between Boss Babe and Hot Mess.  We agreed how nice it is to come on an episode with an idea and through the recording think out loud. Inevitably we end up with feedback from the community that results in solutions or next steps. When I asked her if she worries about running out of episode topics. She replied with the fact that the perspective on laundry changes with your lifestyle. For example, she may be talking about endless stained laundry from toddlers and grow to sharing about how she is teaching her teenagers how to do laundry. We commented on the value our listeners get from hearing how a female is doing things. Kendra shared that 93% of time management books are from male authors. It's time for women to learn from each other.  And Kendra shared about “Big Black Trash Bag Energy”. You know when you're just over it and so you get out the big trash bag with the internet to toss everything and just start over? No need. Just start small. Work on one thing.    Women Have Always Ran the World Kendra shared the point of view that maybe there's a stigma to the importance of the female role and how much men value what women do. And I agreed through the lens that  women have always ran the world but now that women are in the workforce, it's coming to light how much women are really doing. And sorry guys, it's more than you. Men get to watch a football game but women feel like they need to be productive making the meal plan or planning car pool while watching that same football game. We have been the CEO's of the households but now all that invisible work is being identified. We have these never ending tasks that replenish themselves and leads to weary spirits. Planning is essential for women to manage the household and take care of everyone. Kendra pointed out you are inherently a preparer, an adjuster, or a notice-er. And then we talked about the mindsets and lifestyles of being 30, 40, and in your 50's. And the two scenarios determine how you got about what you gotta get done. You Only Know What You Know I find it so difficult to find other women CEO's to learn from. We joked those women are too busy to sit down to write a book or record a podcast. My hope is for all women in the 20's and 30's to find a community to show them systems on how to be a household manager. You get a new job, you get training. You buy your first house and you're responsible for the payments but no guidelines on how to care for it. Up to you to hopefully stumble across the Household Operations Binder. Don't get intimidated by the CEO role. It's not meant to be this manly corporate role. You only know what you have been taught. Women need to be in community with each other, doing life together. We are the experts in this role!  EPISODE RESOURCES: Sunday Basket® Sign Up for the Organize 365® Newsletter Did you enjoy this episode? Please leave a rating and review in your favorite podcast app. Share this episode with a friend and be sure to tag Organize 365® when you share on social media.

In the smart, twisty thriller-comedy Companion, three young couples gather at a swanky lake house for the weekend. One of the couples is not like the others – that's because the girlfriend (Sophie Thatcher) turns out to be a companion robot, built to satisfy the boyfriend's (Jack Quaid) every fantasy. Inevitably, things go wrong, which sets off a chain of twists and revelations that comes with a body count.Follow Pop Culture Happy Hour on Letterboxd at letterboxd.com/nprpopculture Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

In this episode, Sherri and Chelsi share their quilting goals for 2025. They then discuss the advancements made in quilting over the last 25 years and predict what quilting might look like 25 years from today, in 2050. Inevitably, the topic of AI in quilting is also brought up.Help Support our Show Here: https://www.buzzsprout.com/1118069/supportShow Notes Blog Post: https://www.aquiltinglife.com/?p=31169Cozy Earth 40% off with our link (or code AQUILTINGLIFE): https://cozyearth.com/pages/quiltinglifeNew Podcast Email Address: aquiltinglifepodcast@gmail.comCoastal Summer (Quilt on the Wall): https://tidd.ly/3XTzx9NGetaway (Quilt on the Table): https://tidd.ly/46S22cmModa Cake Mix: http://shrsl.com/4tn8hA Year of Wellness Workbook + Videos use code AQL25 for 25% off: https://vanessachristenson.com/product/wellness-workbook-for-strength-walking-and-wellness-program/NOTE: Some of the links provided here are affiliate links.Where to Find Us:Facebook: A Quilting Life with Sherri & Chelsi: https://www.facebook.com/groups/459389991531728/A Quilting Life Blog: https://www.aquiltinglife.comChelsi Stratton Blog: https://chelsistratton.wordpress.com/A Quilting Life Patreon: https://www.patreon.com/aquiltinglifeA Quilting Life Instagram: https://www.instagram.com/aquiltinglife/Chelsi Stratton Instagram: https://www.instagram.com/chelsistratton/A Quilting Life Pattern Shop: https://www.etsy.com/shop/SherriQuiltsChelsi Stratton Pattern Shop: https://www.etsy.com/shop/StrattonHandmadeVisit the A Quilting Life YouTube channel for more great video content: https://www.youtube.com/aquiltinglifeEnjoy what you heard? Be sure to rate and review us on Apple Podcasts and your review could be read on the show.Support the show

We've all been there: utterly exhausted, running on fumes, yet facing a mountain of responsibilities that just won't wait. In this episode of Five Minutes with Flora, Dr. Flora shares a lifeline for those moments when you've reached your limit but can't simply press pause on life.  These practical strategies for navigating these overwhelming periods will show you how to redefine "good enough" for yourself,  delegate tasks effectively, and lean on others for support.  Tune in for some honest and realistic tips to help you reclaim a sense of balance and prioritize your well-being even amidst the chaos of daily life. Join Dr. Flora every Wednesday with tips to feel unstuck from your rut. Follow @the.beyondpodcast and @drflorasinha on Instagram to stay up to date!

Last season we walked through an admittedly unscientific list of the greatest character actors in recent memory --- all men and mostly known for roles as so-called bad men. But we made the promise to rebalance the favor in this season --- so here it is --- an honor roll that by definition only women fill; the femmes fatale. The direct translation is the fatal women, but above all, a female character played in predominately film noir. Part of the atmosphere, darkness, nihilism, and hopelessness of that genre is amplified by the woman who lead the protagonist (you really can't call them heroes, the scenario being so nihilistic) by the nose, often unwittingly, into the situations that lead to their downfall. Using their beauty, their cunning, their duplicity to maneuver the gee we're following into doing their bidding --- knocking off a bank to live large for a time, knocking off a husband who's grown tiresome. And leaving the protagonist to face the music or holding the bag as she slips away. Thus, the understood translation of the femme fatale as a deadly or lethal woman. She crops up in most noirs, not with a voiceover as the protagonist is sometimes granted, but a part of all those noir flashbacks in which the gee traces what went wrong, and just as likely to be seen in a dark room with the shades casting shadows like prison bars across her lovely face --- portents of the future. She has a magnetic presence and deadly agency --- she walks out of the sunlight into a dark bar, or appears at a party on someone else's arm, or walks down the stairs flashing a honey of an anklet. She hooks the gee with a glance, a look, or by sidling up to him to entice him to buy her a drink. It starts innocently, but then it goes wrong, so very wrong. Inevitably, her feelings for the guy are false, or dropped like a handkerchief, to allow her to drift again, with the money, with her freedom, off to entice and hypnotize another protagonist. As we had seven character actors last season, we have a Magnificent Seven of femmes fatale from the classic era of noir to savor, compare, and contrast. And we'll delve into some of the sweep of their cinematic craft outside of the noir genre --- no one trick pony these ladies…Website and blog: www.thosewonderfulpeople.comIG: @thosewonderfulpeopleTwitter: @FilmsInTheDark

The holidays are always times for Americans to come together with their families. Anyone can summon archetypal images of a dining table with three generations—grandparents, parents, and children—together with siblings and the extended family they bring with them—cousins, aunts, and uncles. But family formation has been growing less common in America over time, and at some point in the last decade the number of American adults, aged eighteen to fifty-five, who are married with children, and the number of American adults who are single and childless, converged. Since 2010, the percentage of American adults who are married with children has continued to diminish, and the percentage of the single and childless—known as kinless—has grown. In 2023, demographers estimate that compared to only 32 percent of adults who are married with children, America now has a higher percentage, 38 percent, who are kinless. This finding has vast social consequences for the country and its society, even for those Americans who are married and who do have children. It has consequences for families who not only have the 2.1 children each family must produce for the population to remain constant from generation to generation, but even and especially for those families who have considerably more than 2.1 children. Inevitably, the shared assumptions, convictions, cultural attitudes, and orientations toward tax policy, real estate, and government service of those with large families will drift farther and farther from those of the kinless. The sociologist Brad Wilcox, author of the book Get Married: Why Americans Must Defy the Elites, Forge Strong Families, and Save Civilization, and the coauthor of a December article in Deseret, titled “Home Alone for the Holidays,” joins Mosaic's editor Jonathan Silver to probe these consequences and explain how we got here.

It's time for a big reality check. Inevitably on the way to your dreams, you are going to encounter some obstacles. However, you probably have an idea about what those obstacles are if you've been on this path before. In today's episode, you will consider the most likely obstacle you will face, how to face it, and how to connect to your why during hard moments. Tune in to begin. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

When moving from being a solopreneur to having a team, a lot of entrepreneurs struggle with hiring high-quality team members, creating accountability, and streamlining processes. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with award-winning coach and author Kon Apostolopoulos to talk all about unlocking your team's potential. You'll Learn [04:16] Hiring for Competance  [12:48] Leadership and Building a Team [29:19] Developing Team Members [49:42] Tough Love as a Business Owner Tweetables  ”They say the two most important days in your life are the day you come into this world and the day you figure out why.” “They all have their strategies, their business plans, but one thing for sure is that if they don't have the right people in place to execute those plans, they're not even worth the paper they're written on.” “If they're hiring for competence, it's probably a step up, because in most cases, people are hiring for a pulse.” “You can teach people the technical skills. You can't teach attitude. You can't teach certain behaviors. You can't teach integrity.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Kon: When we are appreciated, we always give more than what is expected of us. So when you are looking at it, build your team around that principle. Show people that you value them. Don't just say, you know what, you get a paycheck, don't you? This is why I brought you on. Do your damn job.  [00:00:16] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow property manager DoorGrow property managers, love the opportunities, daily variety, unique challenges and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. [00:01:18] Now let's get into the show.  [00:01:21] All right. I, my guest today is coach Kon. So Kon, how do you say your last name? I want to make sure I don't mess it up.  [00:01:29] Kon: Wow. Well, first of all, thanks for having me, Jason. Last name is Apostolopoulos. It's as simple as it looks.  [00:01:37] Jason: Man, that is fun to say. Apostolopoulos.  [00:01:39] Kon: It rolls off the tongue. [00:01:40] Jason: Yeah. The closest thing that might be as fun was the Snuffleupagus.  [00:01:45] Kon: It's inspired from that.  [00:01:47] Jason: Okay. All right. We'll go, you know, all great ideas have an origin. All right. So Kon, we're going to be chatting a little bit today about the keys to engagement, resilience, high performance, unlocking team potential. [00:02:02] So before we get into that, I'd love to get a little bit of background on you. How did you get into doing coaching and you know, kind of share your origin story.  [00:02:12] Kon: Wow. Okay. So let's kind of take a look at this. First of all, I'll start with one of my favorite sayings. Because I do feel blessed. [00:02:19] It is the season for that kind of a feeling. You know, they say the two most important days in your life are the day you come into this world and the day you figure out why. And so to me, I have always gravitated towards being a coach, being a teacher, being a leader, stepping up and taking responsibility. [00:02:38] And so that's kind of shaped my life. Being the firstborn in a Greek household and the firstborn male at that. It's one of those situations where, Inevitably, you're thrust into that role, but I gravitated towards it, and I found myself, regardless of which industry I've been working in, everything from the military to cruise ships, from restaurants to call centers, from construction to coaching little kids' soccer, I've always been in a situation where I found myself in the role of coach, teacher, leader. You know, I've worked for large corporations. I've had my share of corporate where I've cut my teeth and I've learned a lot of the business secrets and the things that I needed to get. And in the last 12 years, I've hung my own single shingle and been in a situation where I've been able to help clients and transfer three decades of knowledge of managing talent, of being able to build engaged and resilient teams and helping them now achieve their goals. [00:03:34] And the way I do that is I explained to people that most of the companies that I work with have their business plans very much like the audience that we have here. They all have their strategies their business plans. But one thing for sure is that if they don't have the right people in place to execute those plans, they're not even worth the paper they're written on. And so to me, that's where I come in and sometimes that involves providing workshops to build competence. Sometimes that involves individual or group coaching to build commitment. Sometimes that's speaking at events for them to be able to get everybody on the same page. And ultimately that may involve helping them build the systems that they need so every dollar that they spend on their people is a dollar well spent.  [00:04:14] Jason: Got it. Okay. Now I think a lot of times that the challenge I see in a lot of companies is they're bringing in, it's often people are hiring just based on skill. That's the thing they're looking at is like, are they willing to do this job for this pay? Instead of looking for people that fit their values, fit the culture, have the right personality fit to actually be able to succeed in the role. [00:04:38] And so I call those things, the three fits. What have you seen related to this?  [00:04:42] Kon: When people go out and start hiring Jason, they typically do it out of need, and a lot of times they've let it go for so long that it becomes a desperation. If they're hiring for competence, it's probably a step up, because in most cases, people are hiring for a pulse. [00:04:56] They're trying to throw a body at a spot, and that's a desperate place to be in, unfortunately. Hiring process, the selection process, should be an ongoing thing. When you're looking at making sure that you have the right people on your team. That's an ongoing process to me. That's tending to your garden year round, to making sure that you have the right people in place year round. [00:05:17] The mantra that I teach my people is a three part piece, just like you were mentioning earlier. It's hire hard, train smart, manage easy. And to me that means basically being very picky about who I bring on my team. It's easy for people or it's easier for people to look at, do they have the skills? Because that's an yes or no answer most of the time, especially if you do it right. But what they don't realize is that you can teach people the technical skills. You can't teach attitude. You can't teach certain behaviors. You can't teach integrity. You're bringing somebody in your team in their thirties. [00:05:50] If you have to teach them how to be honest, that's too late in the game.  [00:05:54] Jason: Yes.  [00:05:55] Kon: So hire for the attitude, like you were talking about the things that are harder to teach, and then you can teach them smartly about the business that you want. If you have a right person in the right spot, they can do wonders. [00:06:09] Jason: Yeah, I've noticed this. I've noticed this as well. One of the things I've noticed is I call it the process myth. I see a lot of businesses, you know, a lot of entrepreneurs go through this journey of graduating from solopreneur to having a team, right? And that's usually one of the most painful transitions they go through. [00:06:25] It's because they have no clue how to do the hiring correctly. And they're hiring the way a solopreneur sort of thinks. And they're usually hiring based on what they think the business needs. Like you said, out of need, maybe they graduate to desperation. Maybe they graduate to competence, as you said, but at that stage, they usually believe the process myth. [00:06:43] I've run into this a lot where they think they just need better processes. If they just had better processes, their team would actually perform well. Like, I just need to micromanage them more. I need more KPIs. I need more metrics. And what I've noticed is, this weird dichotomy, I've noticed that in companies that have great culture and they have a great team, they have great people, but they even have shitty processes, they still perform well, even without great process documentation, but I've seen companies that have like process documentation, like crazy, and they focus on this heavily, but they don't have the right people. And they're never able to perform well. There's no amount of process documentation or micromanaging or controls that can make a mediocre team with maybe the wrong attitude or wrong culture fit or wrong values to perform well. [00:07:35] Kon: No, I agree with you there. When you look at why people try to heavily process things, it's because they don't feel confident in people's decision making and abilities. They tried to legislate everything. They tried to create a way. We used to have a saying that, you know, every time you think you idiot proof something with a process, they come up with better idiots. [00:07:55] And that's a situation where you have to be very careful. You put a good person in a bad process, the process is going to win. So you have to be very careful because when we evolve this piece and we take it to its natural conclusion, which is why do we hire good people or try to find good people? [00:08:12] Why do we try to create processes that can produce results? It's to get performance. It's to increase performance, to become more predictably good. That's ultimately what we're doing. Performance is about results. When you look at your metrics that you were talking about, you're a pro, you do this and you know exactly what you're trying to do. [00:08:31] You have a methodology, you have a way of doing things, you have a philosophy about how you go about things because you know it works and you know it works well enough for you and for others that you're comfortable going out and sharing that message with others. Well, when you talk about performance, performance happens at three different dimensions. [00:08:50] Think about it like a Venn diagram, three overlapping circles. One is organizationally. How are we set up? How are we set up? Our culture our vision, our messages, our values, all of those things that we want to set ourselves up with. And then you have the process. How do things hand off from one person to the next? [00:09:10] What does the customer journey look like? What does the experience with us look like? How do we engage with each other? And then ultimately, it's the individual level. Do we have the right people on the right seat on the bus going in the right direction? Do they have the skills, knowledge, ability, attitudes that we're looking for to get things done? [00:09:29] So when people say, we're struggling to improve our performance, they automatically Only look at one, maybe two of those areas, not realizing that you need all three of those to hit in order to be at optimal level, when you've reached your peak in your performance, all three of those things are in place. [00:09:47] You've organized the team. Well, you've got your systems in place and you've hired the right people.  [00:09:52] Jason: Yeah, I love this. You know, they say all truth gravitates towards itself, you know, so to speak. And so I actually draw a Venn diagram for clients and they teach them a framework called the three fits and your organization, I would just call culture, this is, do they share your values? Is there alignment there? Because otherwise you'll never be able to trust them. So you want one offload to them and then you always want to micromanage them. And then for process, I usually call that a skill fit. And the question there is, do they have the intellectual capacity to be able to develop the skill or do they already possess it? And that's the one that maybe the needle can be moved on right like you had mentioned they could maybe be trained, but some people are untrainable. They just don't have the intellectual capacity for that particular role. They just won't get there. [00:10:38] You can train and you'll just demoralize yourself, right? And then as then when you mentioned kind of people this is where I look at the personality fit. Are they the right personality for the role? Not everybody can be great or enjoy doing cold calling. Not everybody could be great or enjoy doing accounting, right? [00:10:57] And that means that they would love doing the role if they're the right personality fit, which means you don't have to motivate them. You don't have to try and push them to do it. And they, if they don't have that, they'll just never be great. And so I love this. Like it's always validating to see alignment when somebody's kind of graduated to this knowledge set on their own and see that, Hey, we both kind of arrived at a similar conclusion. [00:11:22] Kon: So, well, the truth is pretty universal and that's how we get there. We each discovered in our own way and application, but even with my company is called Fresh Biz Solutions and the the origin of the name and the philosophy behind that name is that I've worked, as I mentioned, in very diverse industries across continents, across countries, across boundaries. [00:11:45] And what I found is people are people. The needs are fairly universal. And so something, a process, an idea, a solution that works well in one industry, when you take it, look at it, dust it off, repurpose it, repackage it, it can work just as well in another industry. Why? Because you're dealing with people. [00:12:05] You're dealing with principles that are universal. And so, there is no need to reinvent the wheel. There is a need for us to find what works and continue to apply it. In different situations.  [00:12:17] Jason: Absolutely. And you know, my personal sort of mission statement is to inspire others to love true principles. I love figuring out what works and sharing it with other people. [00:12:25] That's just fun for me. I would do that for free for fun. And yeah, so, so I get that. And yeah, there's, you know, a whole business book might be just written about one principle, you know, and there's that one nugget that you can pull out of it. But yeah if, you know, as I'm always seeking for those principles and those ideas, I'm then able to share and benefit others and it can be applied to a variety of different situations. [00:12:48] Yeah. Love that. So how do people go about doing this? It's like, usually entrepreneurs are very, you know, focused on just hiring based on as you said, need, desperation, competence. How do you graduate them through this? [00:13:03] Kon: So when we look at the process, I mean, we, when solopreneurs graduate, like you said, when you have, when you've been working on your own for a long time and you decide to bring on team members, one of the mistakes that we make is that we think that everybody is motivated the same way we are. Everybody sees the same vision that we do. [00:13:20] And that's just not the case. Yeah. We don't have that luxury. There's not enough people there that automatically will instinctively know what you're working on and really align themselves. Most of the time you have to do some connection of the dots for them. You have to explain to them why you're doing what you're doing and how they fit into this. [00:13:39] This is part of my engagement model that I talk about in my new book, The Engagement Blueprint. And the principles here are universal, whether it's one person or 1000 on your team. You can look at it and say the same thing. The way to understand this is that when you are leading a team, you're bringing people onto your team. [00:13:57] You're developing them. You're aligning them. What are you trying to do? You're trying to amplify the reach that you have as an individual. You're trying to get more done through your team, but through your team is the key because you need the voluntary contribution of these people. They need to want to do this. [00:14:13] Otherwise, it's a slog. It's a heavy lift to constantly micromanage people That's where the heavy processing comes in. You're chasing them around and the property trying to figure out where are they on where they supposed to? Be are they on their computer? Are they? responding to the needs? [00:14:29] How are they dealing with my clients? You're constantly living on edge and you're in fear and uncertainty all the time. My methodology is all about taking the uncertainty out of that and making sure that when you invest in your people, you know you're going to get a return on that investment. You know that basically they are an extension of you. [00:14:49] Now, the way to go about it is to understand that there are four key drivers of engagement for people. I mean, I've done my homework, I've spent almost two years researching the topic, talked to some pretty smart people across the globe, and pulled together 30 years of experience looking at this. And the four drivers start, first and foremost, with the need that we all have to feel valued. [00:15:10] When we are appreciated, we always give more than what is expected of us. So when you are looking at it, build your team around that principle. Show people that you value them. Don't just say, you know what, you get a paycheck, don't you? This is why I brought you on. Do your damn job. It's easy to say that. [00:15:28] Jason: Yeah, there's a lot of bosses that think because they grew up sort of in that culture and they, it's kind of the dinosaur boss that says, "well, I pay you, so just do your work," like it's very transactional.  [00:15:40] Kon: Correct. And when it's transactional, you lose so much because people will only do up to a certain point and then you have to keep telling them what is part of that transaction. [00:15:49] So. When people are appreciated though, they will continue to find ways to support and help you and do more. When you realize that it's all about that discretionary effort, engagement is about discretionary effort, giving that little bit extra because you feel first and foremost valued. And the way you do that, I mean, here are some ideas that Our audience can go out and do right now. [00:16:13] First and foremost, think about how you can create an environment that is safe for your people. Physically, mentally, emotionally, psychologically. I mean, if you're in a situation where you have people out there physically doing work, they're climbing up to clear gutters to do certain things, make sure the environment is safe. [00:16:32] Set a protocol so people can feel safe. Emotionally, if you're in a meeting, make sure that people feel comfortable telling you the ugly truth sometimes, the information that you need to make decisions. If people feel like there'll be chastised or reprimanded for telling you the truth, those stops sharing that information with you, and you will lose opportunities there. [00:16:52] Make sure that people feel that you appreciate them or that they can bring their whole self to work because if they can bring their whole self to work, they'll bring their best self to work. And then ultimately, even if you only have five minutes a week to spend with each one of your people, make sure that those five minutes, you're present, give them your attention. [00:17:13] I mean, these are simple ways that when you ask somebody, "how are you doing?" You pause enough to get the answer to that. That tells people you value them and then say, thank you. You know what? I really appreciate the fact that you treat this property like it's your own, that you take care of our guests, that you take care of our clients, that you went above and beyond. [00:17:34] You'll get more of what you're looking for when you do that. So that's one key driver things that people can go out and do right now simple things  [00:17:42] Jason: Yeah, I think yeah that first item you mentioned feeling valued or feeling appreciated It's interesting because what i've noticed is on a lot of DISC assessments, there's the values index and most entrepreneurs I think focus on things being transactional and focus on trying to motivate people through money because they mistakenly assume that everybody likes money. [00:18:01] And the economic score and a values index for most people is low except for entrepreneurs and salespeople typically. And if the economic score is low, that means they're more recognition motivated. So this is very much in alignment with the appreciation aspect, right? A lot of entrepreneurs are trying to throw money at people when they could save that money and just appreciate them and recognize them. [00:18:25] And they would get far more output. [00:18:27] Kon: But even with entrepreneurs and salespeople, Jason, I mean, look at us from this perspective: we all love being appreciated, but even with the money piece, if I'm driven towards money, it's rarely about the dollar bill itself. It's about what that represents for me. [00:18:41] And for entrepreneurs, sometimes it's a recognition of their arrival, their accomplishment. For some people, it's a representation of financial security that gives them the freedom, the life that they want. That's what you see. When you see all of these people advertising these solutions that produce money for people, what are they putting out there? [00:19:01] The big houses. The freedom, the lifestyle, the cars, all of that stuff. That's what that a big part of what that represents. It's never just about the money, but it's just as much for your entry level laborer in your property that's going around cleaning out things. For them, that money means security. [00:19:20] That means that I am a paycheck away from living on the street. And that's what you need to understand. What is driving? I mean, you mentioned the word motivating earlier, and it's important for our audience to understand that you cannot motivate another person. That is a falsehood. Motivation is an intrinsic process. [00:19:39] Psychologically, you cannot do that to somebody else. All you can do is create the right environment where people will feel self motivated.  [00:19:49] Jason: Yeah.  [00:19:50] Kon: This is the proverbial. You can lead a horse to water, but you can't make a drink unless it's thirsty.  [00:19:55] Jason: Yeah. Yeah. I love that. You can lead a horse to water, but you can't make a drink. [00:20:00] But you can salt its oats, correct? Another phrase that I love is "whenever we fail to inspire, we always control." [00:20:08] Kon: Correct. And that's the part where you want to drive that you want to create the environment for anybody that's spent any time out there trying to go fishing. You realize that not every fish likes the same bait. [00:20:23] So you have to put the right bait out there to attract and inspire that fish to bite. And it's the same with your people. The job of a leader is to really set the course, give them a plan, give them the reason why, and the how becomes "this is how I want to motivate you." I want you to achieve your goals by helping me achieve our goals. [00:20:44] That's the second driver, connection. We are tribal creatures, Jason. Part of the reason why we all wear uniforms, for example, at a job, or the same t shirts, is because we want to belong to the same tribe. That builds bonds, camaraderie, connection to people. I mean, think about the last time you met somebody in a crowd that's from the same hometown, went to the same university, supports the same sports team. [00:21:08] I mean, you go to a stadium, there's 50, 000 people wearing the same jersey as you, and you feel connected to them.  [00:21:13] Jason: Yeah.  [00:21:13] Kon: And so people crave that.  [00:21:15] Jason: I just went to one of those Texas Football games that at the university here and yeah, it's like, it's crazy.  [00:21:22] Kon: Correct. So people want to feel part of a team. [00:21:26] And so in order to do that, use your team building skills. Make sure that people understand what it is that you're going after. What game are you playing? Are you playing football? Are you playing tennis? What are you playing? These are different games. Make sure that people understand what's the game, what's the values, how are we going to get there? [00:21:42] And then create that bond and respect between you and each team member while you're building the bonds between the team members themselves. And give people a path so they can see how they can achieve their aspirations by working with you and the team. We talked about that. If my goal is to make sure that I secure a paycheck because I'm financially insecure to pay my bills, or you know what, I have to support my kids, show me how to do that. [00:22:07] Show me how to get there. If my goal is to become the best salesperson in the region, show me how to do that. Because that way, when you align their goals and yours you can unleash huge energy and potential because people will be striving because it's a win win. They don't have to do your goals instead of theirs. [00:22:25] They don't have to sacrifice one for the other. That alignment really gives them permission to give their best.  [00:22:32] Jason: Yeah, we're looking at the proverbial win, like if there isn't a win, it's win lose and either we're going to lose or they're going to lose. So correct. So this kind of speaks to their needing to be for connection. [00:22:42] There needs to be alignment in you know, mission.  [00:22:45] Kon: Correct. And that's what you hire for. Back to your original question. If you find people that are aligned because this is what they want to do and you can show them how they can fulfill their personal mission by working with the team to achieve its mission. [00:22:59] That's where the win, that's where the secret sauce is. That alignment truly alleviates the need to micromanage because when they are confronted with a choice, they will make the right choice because their why is intact. They understand why they're doing something. It's easier for them to take that personal accountability for themselves and for the team. [00:23:19] Jason: A lot of business owners don't even know their why, which is why they're running into these sort of mistakes.  [00:23:24] Kon: Correct. Again, because they are operating at a very tactical transactional level. They're not elevating to their higher self. I mean when you look at it, the people that achieve the greatest things are the ones that have a purpose behind them They are driven by that when you have purpose driven organizations They will always outperform the others the same way that engaged organizations when they harness that power from their team will always outperform their competitors by a lot i'm talking about 20 percent more in operating revenues. [00:23:56] I'm talking three times the profitability. I'm talking almost nine out of 10 people say "I have no reason to go anywhere else." So you're keeping your best and brightest and probably attracting your competitors' best and brightest.  [00:24:09] Jason: Absolutely. I've seen a three times the output from a team if they align with the culture the personality and the values and you know, all that easily three times the output. And that's the biggest, one of the biggest profit levers in a business because the biggest expense in a business is the people and those all connected with people.  [00:24:29] Kon: Correct. And when you start looking at that at that line item in your P and L. [00:24:33] As truly an investment, you're going to approach it very differently because you're going to be smart about where you put the money. I mean, it's the same way you wouldn't find a temporary solution to fix something in your buildings. You want to find a solution that makes sense, the best return on that investment. [00:24:48] And that's where, for example, you come in and you look at the productivity piece, which is the third driver. People want to know that they contribute, that they make a difference, Jason. I mean, the example that I give in my coaching and my training sessions on this topic is If I was to give you a team photo from a recent event that you were together with a group of people, what's the first thing that most of us would do, you think? [00:25:12] Jason: If you were to give a team photo,  [00:25:14] Kon: if I was to give you a team photo that you were in of a recent event, you were there with your team. Let's say you're celebrating something and there's 15 of you on this, in this picture. What's the, one of the first things that you would do? I just handed you that picture. [00:25:27] Jason: I would look to see if everyone's happy.  [00:25:31] Kon: Or even where you are, right? People want to know where they fit into this picture.  [00:25:34] Jason: Oh yeah. If it's a new photo, I'd be like, I'd look at myself first.  [00:25:37] Kon: Yeah. Right. Yeah. So most of us will take a look at that picture and say, Hey, where am I in this picture? And then look around and say, Oh, I can see Steve smiling. [00:25:44] I can see Mary over there. She looked like she was having a good time. All the men. Now we see where we fit into this bigger picture. It's the same thing for entrepreneurs. Show your people where they fit in. Show them that even the most menial task. Joe, thank you for cleaning up that mess over there. You know what, that represents the standard that we have here at the property. [00:26:04] When you did that, that made a big difference. Somebody passing by will look at us and know that we care about this property. They will care about it. That's contagious. And you know what, Billy last week tripped on a mess like that and now he's twisted his ankle and now he's out for three months and now you have to do his job as well. [00:26:21] So thank you for taking care of that. So nobody else got hurt. That tells people That even the most menial task has a purpose they can connect the dots when people feel like they can contribute in meaningful ways, they can be productive your systems your processes allow them to be productive back to our starting point. They will flourish. They want to make a difference. [00:26:43] You're going to spend time at work. Anyway, we spent what a third of our day typically at work at least unless you're an entrepreneur and then you're probably spending a lot more But the thing is are you making a difference? How are you impacting others when you can do that, that fuels you that makes a difference When I see the light bulb go on in my clients and the people that I coach the people that I teach, that is fuel to me. That fuels my passion about what I do. [00:27:10] And so knowing that I make a difference, knowing that people come back to me and say, you know what, I applied your technique, your system, what you recommended, what we discovered together, and it made a difference. That is power. That is a driver. And people want to know that they contribute. You see it in volunteers, Jason, all the time. [00:27:29] They're not doing it for the money. They're going out there because they believe in what they're doing, that what they're doing makes a difference. Get that volunteer spirit on your team. Get them excited about what they're doing, knowing that they can make a difference. That's power.  [00:27:43] Jason: Yeah. It's amazing. You look at churches as a business, they have a lot of people just volunteering. You look at open source software initiatives. They have a lot of people that are working their day job, but their passion hobby is to contribute to this open source thing for free. You know? Exactly.  [00:28:00] Kon: I spent recently 25 hours a week or more coaching kids soccer. [00:28:06] I didn't do it for the money. I did it because I wanted to see that passion. To me, I believed in what I was doing and I was making a difference. I teach girls, especially I coach girls. Why? Because I believe that when we can teach young women how to advocate for themselves, tap into their leadership abilities from a young age, and they know that they can perform well as individuals, as team members, as team leaders, they become better leaders tomorrow, and we need more of those leaders tomorrow. I'm working with the early generations now, so in the future I don't have to go in and try to change the mind of 40 year old executives  [00:28:45] Jason: Right. Yeah. Yeah. Yeah. I mean, when they're young and they won't depart from it. Right.  [00:28:51] Kon: Teach them those foundational pieces. [00:28:53] They become better. I mean, I have kids, I've won and lost games and tournaments and championships, but you know what the biggest reward for me is? When I have a kid coming back to me years later and say, coach, thank you. I still love the game because of you. And these are the things that I've accomplished because of the life skills that I learned playing on your team. [00:29:12] Yeah. That stuff that they pick up from you, I'm sure applies to everything.  [00:29:18] Correct. And then finally, the last driver is people need to feel supported to learn and grow. Speaking of coaching and developing, I liken this Jason to the example of water. Water is a life source, right? Right. But a swamp is water, so is a river. [00:29:34] The difference between the two is the flow, is the is the movement. Nobody wants to be caught up in a swamp in their careers, in their jobs. Everybody wants a flowing river, and they want to know that there's a path, there's a career path for them, there's a way for them to grow. Even if, like you said, they might be limited by their own abilities to some extent, or their own desires, to some extent, show them how they can be the best in the current role that they're in. [00:30:01] Maybe they're not going to be promoted to the next general manager managing a hundred units, but maybe there's somebody who can teach and mentor a young person coming in to your business, and they can offer value through that. Maybe that becomes part of what they do. So there is room for everybody to continue to learn and grow. [00:30:18] Give them that opportunity. This is the train smart, the growth part where everybody has a sense of, I'm showing up to work and I'm a little bit better than I was yesterday, or that there's a clear career path because if they can't find the path in your business, they're going to try to find it somewhere else. [00:30:36] Jason: Sure. Yeah. Nobody wants to feel stuck or stagnant. And, you know, I think that's what our soul craves. Our soul craves growth. I think that I think a lot of people mistakenly, I think the point of, you know, Life of marriage of everything that people recommend that maybe you do is to be happy. I think the point I think happiness is a more mediocre goal than growth. [00:30:59] I think the point is growth. That doesn't always mean you're going to be happy, right? And I love your water analogy. I've heard a similar analogy before where it's like, which would you rather drink? The From the crazy wild raging river or the stagnant puddle in front of your house Right. And it's that sort of turbulence and challenge that purifies the water and that makes it a much safer environment to drink from. [00:31:26] Kon: Absolutely. And I mean, my, my first book was all about managing crisis and about managing sudden change. And even in that you realize that crisis presents opportunities on the flip side of it. Crisis is not all bad. Crisis means that, you know what? Hey, things are being shaken up big time unexpectedly, but who wouldn't want to be? I mean you think about crises over time I mean in 2008 prior to 2008 we didn't have you know Airbnb and uber eats or ubers in general you didn't have any of that stuff I mean, after the crisis of 2008, people got creative and they found new ways of dealing things, you know, sharing out rooms in their house, renting things out, short term rentals, looking at opportunities to replace cabs, using their cars smartly. [00:32:12] You look at the recent pandemic crisis. I mean, wouldn't you have liked to have stocks in some of these virtual meeting rooms, Zoom and others? Wouldn't that be great to have that beforehand because that was an opportunity all of a sudden everybody's gone virtual. So this is important for us to understand. [00:32:27] Growth comes sometimes through turbulence, through upheaval, you know, things change either as an evolution progressively, slowly, or as a revolution.  [00:32:38] Jason: Yeah. Crisis equals opportunity. Correct. If that's your mindset, otherwise it equals something horrible.  [00:32:45] Kon: I mean, there's a lot of entrepreneurs that aspire to the mantra, especially when they're in the DISC profile. [00:32:50] When you say about the D's, the dominant ones, you look at it and you say, if it ain't broke, break it. That's the mantra. Right.  [00:32:58] Jason: Yeah. Yeah. Yeah. So, cool. So we've got four items feel valued, appreciated. Number one, these are the four key drivers, the drivers of revenue, performance, everything else. [00:33:09] Kon: Engagement and engagement leads to the performance. Right.  [00:33:12] Jason: Okay. So we've got number one, feeling value. Number two, connection. Maybe we should stick all of our team members in the same t shirts. I don't know. And, you know, making them feel like a team. Make it feel like a soccer team. Maybe I don't know number three productivity, meaning they feel like they're contributing to something that contribution I think is something that entrepreneurs deeply crave and they want to feel like they have impact And then number four supported to learn and grow,  [00:33:40] correct.  [00:33:40] Kon: Yeah. For the four drivers. I mean, this is basically the 80 20 rule. When you can do those four things, that'll get you the majority of the way there to really create an engaged team and engaged workforce with you as a leader. I mean, think about it this way. Leaders contribute about 70 percent of the variance between an average team And a high performing team. [00:34:03] 70 percent of that difference comes from your leadership style. If you apply these simple four principles, these simple four drivers to your business, and you start engaging your people, you can transform your workplace to win in the marketplace. You're igniting the fire in your people without burning them out. [00:34:22] That's essential.  [00:34:24] Jason: And if you have bad team members, but you have these four things, they're just not going to fit. They're not going to want to stick around. I mean, if everybody's feeling valued, there's connection that, you know, there's focus on making a difference and people are supported, learn and grow. [00:34:37] It's going to be obvious. Like there's going to be these B players that no matter how appreciated they are, they're just, or there's nothing to appreciate or that, you know, they don't want to be a team player. They don't care about the connection with other people. They aren't productive. They don't feel, they don't care if they're making a difference. [00:34:53] They just wanted like, kind of basically they want to complain about you, their boss and live for the weekend. Correct. And they are, and they don't care about growth. They're like, they're just showing up that it's going to be very obvious that they're not a culture fit.  [00:35:06] Kon: And so that's where you look at it. [00:35:08] And now bringing a full circle back to your original piece of staffing. Now, you know, where your holes are now, you know, where the gaps are, and now, you know, what you're looking for. And then you can enlist the help of the rest of your team to bring them on board, to be part of this group, to really embrace your culture. [00:35:24] It's a lot easier once you get this in motion to be able to have this operate because it's a self sustaining organism. It's a community. I mean, one of the biggest things that I tell people in the last closing part of the book is I let them know that people think the grass is greener on the other side. [00:35:44] It's not. The grass is greener where you water it. Sure. So you need to take care of your patch of grass. You need to make sure that you apply these principles, and then that rest will take care of itself. The grass that's flourishing will crowd out the weeds. It'll take care of all of those different things. [00:36:03] Your people, through their own empowerment, they will see your business as their own, and they will start monitoring and managing this process with you. And for you, because that's the power of true engagement. Now you've got people that feel that personal accountability, that ownership, because they feel empowered. [00:36:20] Jason: Yeah. If the grass isn't green on your side of the fence and you're the business owner, the problem is you, this is a leadership factor. I had one of my mentors, he used to say to me, he said, he'd say, Jason, If you don't yet have the business of your dreams, it's because you're not yet the person that can run it yet. [00:36:39] And you know, that's good medicine, but a bitter pill to accept, you know, in moments for a lot of people. But yeah, I think Yeah, I think it's greener where you water it. And if you, if I love these four principles, if you can align your team around this, that creates a really good culture. [00:36:56] The environment then is safe. People are feeling appreciated. And then you're moving people eventually out of just this transactional leadership into moving them towards a transformational leadership that turns them into leaders.  [00:37:11] Kon: Correct. Correct. Because you want leaders at all levels. I mean, great leaders don't create followers. They create more leaders. So you want to be able to empower people and set them in the right direction. You know, create those leaders at all levels of the organization and that way they all feel empowered to take ownership of, they see something that needs to be fixed. They fix it. They need somebody who's struggling. They're going to reach out. They need to communicate information. They will communicate that information because they feel empowered and they feel like leaders. And that's what leaders do. If you just have followers, if you just have people out there that are waiting for you to tell them what to do. [00:37:49] That's a lot of work.  [00:37:50] Jason: Yeah. I think that's the challenge is when the way a solopreneur thinks, you know, they start hiring and they're not hiring usually based on what they need as a business or they're hiring based on what the business needs. And so eventually they have an entire team. Yeah. And their first initial team, usually I've noticed, is the wrong team. [00:38:11] They built a team around the wrong puzzle piece. They're showing up involved in wearing hats and doing things they don't really enjoy doing, and they built an entire team around that. And so by default, And the way I get them to realize this, I say, look, if you've got, if you're, you have an entire team and you are still wearing all the hats you don't enjoy wearing or involved in all the things you don't enjoy doing, then by default, you have to have the wrong team. [00:38:38] Kon: I would agree with that. Again, your job is not to sit here and do everybody else's job. The people that you bring onto your team should be willing to do their job and then start reaching at the next level to start taking on more because you've empowered them and you want them to grow. That's the big part of this. [00:38:54] It's a difference between leading a team and doing the work. Just like in even in an organization, but especially when you're an entrepreneur, the first thing that you're going to need to let go of when you start creating a team is the thing that probably got you there. All of the things that you did well, if you're the top performer on your team, you got a problem. [00:39:14] That's a big problem. You need to now start thinking of it as, I need to create a team of high performers as opposed to me being a high performer. And that's a very different thing for salespeople, for managers, for people that have done well in the past. They've done well and they've probably reached this level. [00:39:30] Either they got promoted to a job to the next level, or they started their own business with that mindset, but they have to stop competing with their people. They have to start teaching all of the good things that they've learned that made them successful. So they can now build the team around them. [00:39:47] There's a reason why from the famous Bulls team of the nineties. Why Michael Jordan, the best player potentially in history, is not a coach, as opposed to Steve Kerr, who was on his team and probably was a big player on the Bulls team, but an important one. Steve Kerr understood what it took to become successful. [00:40:08] He watched some of the best. He played with some of the best. He learned how to teach that. Michael worked hard, tirelessly, but at the same time. Steve had so many natural talents, things that came so naturally to him that those things were very difficult, if not impossible for him to teach. So, whereas Steve, with his limitations physically and his talent, understood how to take good players and make them great. [00:40:35] Jason: You know, I love this example. Michael Jordan, though, before he had the right system, was just a showboat. Before he had Phil Jackson, a good coach, before he had Scottie Pippen and the team that he had. That Phil Jackson built around Michael Jordan's abilities. He wasn't winning championships.  [00:40:54] Kon: Correct.  [00:40:55] Jason: It was just a showboat. [00:40:56] And this is, you know, a good analogy when we can take really good people and put them into the right, we create the right environment, the right system. We give them the right system. Then they become. Become rock stars.  [00:41:08] Kon: Correct. And they shine in that. And you see that sometimes like you call them a system quarterback because they shine in that system. [00:41:15] And the thing is at the end of the day, what are you building? You're not building a place to showcase individuals per se. This is not even about the owner or the entrepreneur to some extent. That's not the vanity piece. You want a successful business. You want to be able to build that around people that can get things done for your clients so you can have success however you define success, whether it's the revenues, the profits, the customer satisfaction. [00:41:38] I mean, those are the three key drivers that all businesses are founded on. And then you look at that and you say, okay, It's not about me. And we've got big companies that went to the toilet because their CEOs thought it was all about them. And that's part of the problem. Part of the challenge, Jason, you look at it and say, okay, when did you start building a team? [00:41:56] It's about the team. It's about how are you performing as an organization? It doesn't matter how many followers I have on social media or how many likes I get on my posts, if my business is in the toilet.  [00:42:08] Jason: Yeah. I think one of the challenges I see is that. In the beginning of the journey for entrepreneurs, is there a solopreneur, there's a lot of ego, and there's a lot of self belief they need in order to get started because there's a lot of difficulty, a lot of friction, the challenges that creates a hindrance in the future. [00:42:24] Because one of the initial things I noticed that a lot of solopreneurs believe when they start hiring is what I call the clone myth. They think I just need to clone myself. I need to go find somebody like me cause I'm so special and so adaptable and so important. I need to go find somebody like myself. [00:42:39] And then they wonder why this person maybe steals their clients and eventually starts their own business. Cause you know, they're, that if somebody's like, yeah, instead of finding people that are better than them, and this is kind of the next level, they don't think that people can be better than them. [00:42:54] And my goal is to hire people that are way better at me on all the things that I don't enjoy doing. That's not difficult to do if I don't enjoy doing it I'm, definitely not going to be the best at it and I can definitely find people that are better at it And then when we hire people and then we treat them transactionally, it's like here's a task you return a report and do it, our team members then don't feel safe as you talked about to make decisions. The safest thing is to abdicate all the thinking decision making to me because then they're not responsible for the outcome. [00:43:26] And so this, there's kind of this graduation of having to learn to let go of going from a transactional leadership system to a strategic or sort of planning system where they have outcomes and goals and we'll do whatever's required in order to achieve it by a deadline instead of just being told what to do because you're the smartest person in the room, so to speak. [00:43:47] Kon: Yeah, I mean a couple of things. Let's unpack that for a second if I may. First of all, I aspire to the idea that like you, you have masterminds, you have groups that you coach, you work with people in a group setting as well as one on one. If I find myself being the smartest person in a mastermind in a group, that's the wrong group for me to be in. [00:44:04] Jason: Yeah. Right. So that's the first thing of being in the group. That's one of the best benefits of being in a mastermind is being able to be around other people that excel in different areas, you know, over what you do.  [00:44:18] Kon: Yeah. Correct. So that's number one. Number two, when you are constantly just telling your people what to do and you're asking them to delegate or you're taking ownership of all the thinking you are teaching learned helplessness. [00:44:31] You see it in parents of teenage kids. When you do all of the thinking for them and you just say, "fine, I'll just do it" or "clean up your room. You haven't cleaned it up to my expectations." Well, guess what? Why don't you explain the expectations and show them how to do it?  [00:44:47] You cannot do that. There's a time and a place. [00:44:49] To be very directive with people when they're first learning a task, you want to basically be very highly directive with them. You want to show them step by step how to do that. And as they become more confident and capable, then you start letting go. It's like you take off the training wheels. When you're teaching a kid how to ride a bike, you're not all of a sudden going to stick them on this racing bike and just push them down the hill. [00:45:11] You want to progressively give them a chance to learn and grow from that. That's how you do with your people. Don't expect them all of a sudden to have mastered that. They're not going to be where you are. Show them progressively how to master each step. That takes time, but that's the job of a leader. [00:45:25] Most people look at why "I don't have time to do that." Well, what are you doing? Where are you spending your time? Because to me as a leader, that is your time. You brought these people on, you're paying them a salary.  [00:45:36] Jason: How do people create this learned helplessness? Because people are doing it and they're kind of blind to it. [00:45:42] I would imagine.  [00:45:43] Kon: Correct. Because they keep saying, well, I don't have time to stop and teach you this. Just give it to me. And when you add all of these things onto your plate, time after time, 30 minutes for this, two hours for that four hours for this one day for this, all of a sudden your plate is overflowing and you've taught everybody around you to sit around and wait for you to do it. [00:46:03] Yeah. Because yes, it might take you longer in the moment to teach somebody how to do that task, but that is compounding interest because the next time they'll do it more and more, they'll eventually get good at it. Perhaps even better than you at something, but the fact of the matter is that you are taking off that time over the course of time off your plate. [00:46:26] That's freeing you up to do the other things that you need to be doing. You cannot afford to try to be, again, the best player on your team. If you are, that's a problem. Why did you hire these people?  [00:46:38] Jason: Yeah, it's like we need to trust them with outcomes and give them outcomes to achieve, goals to achieve, instead of just telling them what to do all the  [00:46:47] Kon: time and giving them that. [00:46:47] Correct. That's the paradox. Most people want to measure outputs as opposed to outcomes. Yes, outputs have a place. How many hours did you spend on this? How many calls did you make? How many widgets did you produce? Yes, I get that part, but overall measure people's success based on outcomes, because maybe you care about effort, but most of us care about results in this business. [00:47:12] Jason: You know, this is one of the things when we coach clients on the operational side of things that we've noticed is that, and we have this formula for the ultimate job descriptions we call R docs, and one of the key sections that are usually missing from job descriptions is results. [00:47:27] This is, you know, they'll have the role of the responsibilities, but there's no methodology in this for prioritization, right? And we want to pay as business owners, we want to pay for outcomes. That's really what we want. We're desiring outcomes. We're desiring results. And so I think just clarity on helping our team members understand Why they're doing certain things and understanding why it matters and then understanding what are the outcomes or the results that we want? We get far better results, you know, not so surprisingly. [00:47:56] So, yeah, so be around others that exceed expectations, love the idea of learned helplessness.  [00:48:04] Kon: Yeah. I mean, we condition our people to do certain things a certain way. I mean, we teach them how to do it and from our behaviors, the things we tolerate, the things we accept, the things that we focus on. All of that is sending clear messages to our team about what matters. [00:48:19] We, whether we realize it or not, we're constantly training them and educating them based on the way that we behave. They're going to respond to that. That's what people do. That's what happens in a system. They're going to look at the leader and say, Oh, What kind of mood is he or she in today? I mean, where's he going with this? [00:48:35] And the more unpredictable you are from that, the more people are not feeling safe in this. And again, that comes back to when they know that they can bring you issues and you're not going to fly off the handle when they know that you know what, Hey, you're going to sit there and listen to them. You're going to appreciate what they're saying. [00:48:51] Even if you don't like the message and thank them for the courage to share that with you, you know, good news, bad news doesn't get better with time. And so you want to know these things ahead of time, you want to find ways and then teach them how to solve problems so they can come to you with potential solutions. [00:49:07] Hey boss, this is what I'm thinking. This is what happened. These are the options that I'm thinking. Which way do you think we should go? Let's talk about that. Why do you think we should go this way? Why do you think we should go that way? Again, teach your people, treat them a certain way. I treated my kids, even my entry level kids, even my recreational teams. [00:49:25] I've won championships. Why? Because I treated them as champions before they even won a damn thing. Because I held them to that standard. Treat your team like champions and they will perform that way. Even if they're not the most talented. That's the thing you condition them to do. You create that culture, Jason. [00:49:42] Jason: You know, a lot of things you're touching on just now really speak to the point of empathy and just being empathetic and you know, caring about people and caring about their situation, caring about what they want and figuring out their motives and it seems like, you know, the highest performing teams are not the teams that have the most KPIs or the most metrics. [00:50:02] It's, there's been studies that say it's that there's the most empathy involved. So it's difficult, I think, for business owners to be empathetic though, sometimes.  [00:50:12] Kon: Well, what is empathy? Empathy? We talk about empathy as an emotional intelligence skill. We talk about empathy as our ability to be aware and understand where somebody else is coming from, where they're going, how they're approaching things, how they're processing things. [00:50:26] It's a it's a way to understand and acknowledge others' behaviors, feelings, et cetera. That's a capacity that we have as leaders, as emotionally intelligent leaders to be able to do. That's key. But to me, empathy unto itself in a business environment, especially or a high performance environment is only half of the equation. [00:50:46] Because to me, empathy needs to be paired up with tough love. I want to understand where you're coming from, but I also want to make sure that we set clear expectations through my understanding of what you can produce and what you're willing to produce. I can set clear expectations and boundaries, so we're both safe from that. [00:51:05] I look at back when I was, for example, working with people during The COVID days when we were all stuck and all of a sudden we're all doing virtual teams, or even now in a hybrid environment where we're operating that. That's one of the biggest challenges a lot of leaders have because they don't know how to manage teams when they're not in front of them. [00:51:21] If I can't see the whites of your eyes, how am I going to know you're working? I have that with a lot of my clients. They struggle with that.  [00:51:28] And to me, it's all about the leadership paradox. And one of the paradox elements that I teach is this empathy and tough love. I need to be empathetic with the fact that somebody is working in a very different situation. [00:51:42] Not everybody has a home office like I do, or you do. People sometimes have to work at their kitchen tables. They've got kids, school aged kids that they're trying to be a business person. They're trying to be a teacher at home. They're trying to be a short order cook. They're trying to take care of an aging parent in the background. [00:51:59] And guess what? They may have to pick things up at 10 o'clock at night after they put the kids to bed to try to cram the rest of the work that they didn't get finished during the day To me it's important as an empathetic leader to understand their situation and their plight, but on the other hand I need to protect them through tough love and say look, let's focus on the things that you can do the most important elements. Here are the priorities. If you get nothing else done, I want you to do one two three things this week. When you do them is up to you. I'm understanding your situation, but these are the three things that we need to agree to get done. That now allows me to pair empathy with tough love and that paradox creates a powerful synthesis that now I am leading from an effective way. [00:52:42] Jason: Yeah, I love the idea of tough love because you know tough love is two two words here, right tough and love and if we're tough, if we're just like shoving leadership at them without empathy, then it's cruel, right? They're going to perceive it as cruel. And if we showcase love and empathy, but we don't showcase any leadership, or any toughness or direction for them, then we're almost keeping them in their mediocrity. [00:53:09] Kon: Because with the tough love piece, again, you're setting those firmer boundaries, the expectations, the clear expectations, but you're doing it from a place of caring for them, caring for the team and caring for everything that you're trying to accomplish. That's the part of it. It needs to be that. [00:53:25] And sometimes as a leader, you're going to have to make those difficult decisions or have those difficult conversations with people and see what you can do. You're trying to manage people from where you think they should be. Try managing them from where they truly are. I've had very talented young people that are coming up and I see them as rock stars and the world is their oyster. [00:53:45] But guess what? Something changes in their lives. The priority, a health issue, an ailing parent, a new kid in the family, their priorities change just because I want to promote them and give them more responsibility, they may not be in a position to accept that responsibility. And it's important for us to really understand that because if I burn that person out or force them to make a choice, I put them in a big difficult situation and then I will lose that person. [00:54:11] Again, make sure that you understand how to harness that power and work with people.  [00:54:17] Jason: We need to know our people and we need to care about them. Well, Kon, this has been really enjoyable. I love your ideas. I love your frameworks that you shared with us today. [00:54:25] You had mentioned your business is Fresh Biz Solutions and you have a book, The Engagement Blueprint. Maybe in closing, you could just tell us like, what are they going to find? What was this book and how can they get in touch with you and any closing words?  [00:54:40] Kon: Thank you. I appreciate that. Well, the book is basically A distillation of 30 years of talent management and team building experience. [00:54:49] And in that book, I've spent a couple of years researching what is it that truly drives this level of engagement from people? How can we harness that? How can we build the kind of workplace that we all want to go to, that we all want to be part of? A place where we can raise the level of commitment and performance with our team members and really get the best out of them. [00:55:10] It includes some of my key frameworks, the things that we talked about. Earlier today, it includes my performance framework and the four elements of what I do for my clients. Building competence, building commitment, building teamwork and building systems and how that fits into the four drivers of engagement that we talked about. [00:55:28] So there's a path and pattern and a method to the madness. I've had the opportunity to interview some wonderful leaders, global leaders that have had broad teams, broad, different industries, different circumstances, but people that I have tremendous respect for, and they've all shared their information. [00:55:45] I've got case studies in the book from places where I've applied this, so it's not just my theory or things that I hope will work. I've showed people how this has actually worked in the real world, and they can take those in practical ways and apply them immediately with them. If people want to reach out to me, if the people are ready to work together, if I can support them in their efforts, they can reach out to me either by going to my website, fresh biz, B I Z solutions with an S at the end. com. And they can find a lot of wonderful information there, including a free engagement assessment so they can immediately see how their team is performing, where their strengths are, or they can reach out to me and connect through LinkedIn. That's where I normally play on my social media there. I have posts and newsletters there that come out weekly, and they can find me there under Coach Kon. [00:56:34] Coach Kon with a K, because it's hard to get people to trust you when you spell Kon with a C.  [00:56:40] Jason: There you go. Yeah, probably true. All right. Coach Kon. Great to have you here on the show. Thanks for hanging out with us on the DoorGrow show. Appreciate you being here.  [00:56:49] Kon: Thank you, my friend.  [00:56:50] Jason: All right. So for those of you that enjoy the show, you know, check out his website, freshbizsolutions. com. And if you are a property management business owner and entrepreneur, and you're struggling with adding doors, getting your systems in place. We would love to support you and see if we might be a fi

Arne Slot held a press conference on Tuesday to preview Liverpool's trip to Tottenham in the semi-finals of the Carabao Cup. And Reds reporter David Lynch was at the AXA Training Centre to hear what the Dutchman had to say. Inevitably, he discussed the speculation over Trent Alexander-Arnold's future and whether it is affecting his performance. The selection decisions for Spurs and the January window were also brought up. Check out this summary Slot's press conference and let us know your thoughts on the talking points below. For more Liverpool news, make sure you like and subscribe, and don't forget to follow David on X, Facebook and Bluesky @davidlynchlfc. You can also now find regular Liverpool updates, including exclusive transfer news, match analysis and more at Substack here: https://davidlynchlfc.co.uk Learn more about your ad choices. Visit podcastchoices.com/adchoices

In 2025 the noticing goes mainstream. Inevitably you will be forced to choose between being pro-Canadian, anti-Canadian globalism or a neutral middle ground that will be at the mercy of whoever comes out on top. Politicians are obsolete. Hoist the black flag.

We are in the season of New Year's Resolutions. People everywhere are feeling motivated, setting goals and ready to make some real changes! But what happens in about a month when motivation is low and all those shiny, new resolutions start to feel impossible? Listener Becky has been there: “I always seem to hit a wall around the 4-week mark with my habits. Usually right around then, if I'm not seeing the results that I really wanted to see, discouragement kind of sets in and I lose my motivation. I can feel myself dwindling, using excuses and then finally not doing it anymore. How can I get past this discouragement and get myself to keep sticking with it?” Hmmm, sound familiar? This week I've asked Monica Packer, host of the podcast “About Progress”, to help us tackle the inevitable lack of motivation and moments of discouragement that can set in as we are working to establish new habits. If you've found yourself losing steam with your healthy habits, then this is the episode for you!

Pre-pandemic, short-term rentals (STRs) seemed to answer burned-out landlords' prayers. Guests paid their money upfront, eliminating the need to evict, and homeowners could use their personal residences to earn extra income should they wish to travel or rent out individual rooms.  The hotel industry quaked and pressured cities to introduce restrictions. However, STR fever was rampant. Soon, entire apartment buildings were dedicated to the vacation rental phenomenon. Everyone with a granny flat, RV, and spare room seemed to be competing for STR dollars. Would it last? Were hotels over? Inevitably, some markets became saturated, and the narrative about short-term rentals changed amongst investors. Post-pandemic, the number of vacation homes in the U.S. increased by 23.3% from October 2021-2022. That spring, at the height of the STR booking season, 80,000-88,000 new short-term rentals were added to the market monthly. Bookings dropped, and landlords fretted. Hoteliers breathed a sigh of relief.  After a shaky couple of years due in part to the economic downturn, the short-term rental business is expected to grow at a stable pace. Equally, the hotel business in the U.S. is predicted to exhibit an annual growth of 3.8% (CAGR 2024-2029), with a projected market volume of $133.3 billion by 2029.  Keep reading the article here: https://www.biggerpockets.com/blog/is-investing-in-hotels-a-better-move-than-scaling-short-term-rentals Subscribe to the BiggerPockets Channel for the best real estate investing education online! Become a member of the BiggerPockets community of real estate investors - https://www.biggerpockets.com Learn more about your ad choices. Visit megaphone.fm/adchoices

All Things Chris Corsini https://chriscorsini.com/ Chris Corsini on instagram https://www.instagram.com/chriscorsini/?hl=en All Things Kela Rose https://hoo.be/sundazedkk Podcast Camp https://stan.store/soulinprogress/p/come-play-at-podcast-camp Sponsor: Betterhelp BetterHelp.com/skinnydipping to get 10% off your first month

In this episode, Dave and Jamison answer these questions: What advice would you give for working with an ineffective leader whose input is crucial to your work? I'm a senior developer for a mid-sized non-tech company with probably 60-80 devs, and in the past year I've been working more with a VP of software who seems to still be involved in code details, getting pulled in to production issues, in-person code reviews, etc. He's a nice guy, but he seems like he's being pulled in too many directions at once. When he schedules a meeting, there's a 50% chance it happens on that day and time, and when we do have meetings, if we bring up questions and high level issues we need feedback on he's quick to “take ownership” and say he'll do X and Y. Inevitably, X and Y slip down the priority list because production issues and who knows what else, and we're stuck waiting weeks on end for something that if he'd just delegated the work to someone else, we'd have long since moved on. But we still need his input to shape our work. How can we as lower-level developers (with a manager who isn't involved in this project at all) help mitigate these delays? I've recently accepted a new position after spending more than three years at my first job out of college. Currently, I'm a Senior Engineer at a large, corporate-like company (300+ people), but my new role will be at a much smaller startup (20-30 people). I'm excited about the change but also a bit nervous, as I know startups can be fast-paced, and I'll need to get up to speed quickly. What advice do you have for setting myself up for success in this new role—both before I start and after I begin? I have a couple of weeks before my start date and want to use that time to prepare effectively.

True Crime Tuesday presents:  The Close-Up with Actor/Musician/Author, Pip Drysdale! Pip Drysdale has written books that have been praised as "electric", "Unexpected", "tension-soaked", and "serious addictive". But this new book, "The Close-Up", ups the ante!  A struggling author discovers the dark side of fame when a stalker begins reenacting violent events from her thriller in this electrifying and twisty new novel. When Zoe Ann Weiss moves to Los Angeles to pursue her dream of becoming a writer, her whole future is wide open. But then Zach, the bartender and aspiring actor she's falling for, ghosts her. Her debut novel, a thriller, fails. And she has writer's block worse than ever before. Now, three years later, Zach is famous, and Zoe is...not. She's facing her thirtieth birthday, a dead-end job at a flower shop, and a demanding agent, terrified she'll never get her life back on track. But when she runs into Zach while on a job, it's like no time has passed at all. They start dating in secret, her writer's block disappears, and Zoe begins to wonder: Zach inspired her first novel, so why can't he inspire her second? Inevitably, photos of the couple are leaked to the press, causing her first novel to go viral. But the problem with everyone knowing your name is that everyone knows your name—including the mysterious stalker obsessed with Zach. A stalker who begins reenacting violent events from Zoe's book, step by step, against her. On Today's TCT, Pip Drysdale joins us to talk about her beginnings, the inspiration for "The Close-Up", The psychology of human beings and the duality of personalities that go into this novel.  and, the scenarios that lead to the shocking ending of "The Close-Up!" Get your copy of "The Close-Up" here:  https://bit.ly/49lfYwV Learn more about Pip and her other works here:  https://pipdrysdale.com/ PLUS DUMB CRIMES AND STUPID CRIMINALS W/JESSICA FREEBURG! Check out Jessica Freeburg's website and order her new books:  https://jessicafreeburg.com/books/ Sign up for the ghost Stories Inc. Paranormal Events and save 20 percent off the ticket price by using the code: DARKNESS20 here: https://jessicafreeburg.com/upcoming-events/ Jerry Paulley of Hillbilly Horror Stories passed away Thanksgiving morning. Both Jerry and his wife, Tracy have been family to our Darkness Radio family for quite a few years now.  Jerry collapsed with no heartbeat recently and had come out of a medically induced coma, but warned Tracy that the end was tragically near.  Now, Tracy has hospital bills and interment costs to cover and she needs our help!  If you have it in your heart to contribute, please click on this link to this GoFundMe page and contribute:  https://bit.ly/4fMe5vI There are new and different (and really cool) items all the time in the Darkness Radio Online store at our website! . check out the Darkness Radio Store!   https://www.darknessradioshow.com/store/ #crime #truecrime #truecrimepodcasts #truecrimetuesday #pipdrysdale #thecloseup #zoeannweiss #crimefiction #thriller #zachhamilton #losangeles #hollywood #vee #greta #surpriseendings #hollywoodfixers #kidnapping #assault #murder #stalking  #dumbcrimesstupidcriminals #TimDennis #jessicafreeburg #paranormalauthor  #floridaman #drugcrimes #foodcrimes #stupidcrimes #funnycrimes #airplanecrimes #sexcrimes #elephantinstallationsex