Podcast appearances and mentions of kim clark

Howard Behar barely graduated high school and spent just two years in community college. Yet, he became a key leader at Starbucks soon after joining the company. From the start, he saw that Starbucks was not just about coffee but about people. With no formal business degree or global experience, he relied on persistence and a deep belief in servant leadership to guide him. He rose to president of Starbucks International and helped transform the brand from a small regional chain into a global powerhouse while ensuring its people-first culture remained at its core.Howard Behar is a longtime advocate of values-driven leadership. His book, It's Not About the Coffee, explores the principles that helped build Starbucks into a people-first company. He is also a sought-after speaker and mentor, helping leaders develop cultures of trust, integrity, and purpose.In this episode, Dart and Howard discuss:- How Starbucks scaled while staying true to its values- Servant leadership in action- Why leaders must listen to employees at every level- Persistence over credentials in leadership- Hardest lessons from leading an international brand- Why Howard rejects the word "customers"- The business case for dignity and respect- What companies get wrong about inclusion- And other topics…Howard Behar is a leadership expert, former Starbucks president, and a champion of servant leadership. Serving as president of Starbucks North America and Starbucks International, he played a key role in expanding Starbucks beyond the U.S., leading its first global expansion into Japan and later into Europe and Asia. His leadership was rooted in a deep belief that business is about serving people first. He wrote It's Not About the Coffee to share his insights on leadership, culture, and values-driven business. After retiring, he has dedicated his time to mentoring, public speaking, and serving on nonprofit and corporate boards.Resources Mentioned:It's Not About the Coffee, by Howard Behar: https://www.amazon.com/Its-Not-About-Coffee-Starbucks/dp/1591842727The Magic Cup, by Howard Behar: https://www.amazon.com/Magic-Cup-Business-Parable-Putting/dp/1455538973Servant Leadership, by Robert Greenleaf: https://www.amazon.com/Servant-Leadership-Legitimate-Greatness-Anniversary/dp/0809105543Good to Great, by Jim Collins: https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996The Seven Habits of Highly Effective People by Stephen Covey: https://www.amazon.com/Habits-Highly-Effective-People-Powerful/dp/0743269519Built to Last by Jim Collins: https://www.amazon.com/Built-Last-Successful-Visionary-Essentials/dp/0060516402The Experience Economy by Joseph Pine and James GilmoreLeading Through by Kim Clark, Jonathan Clark, and Erin ClarkConnect with Howard:Phone: 206-972-7776Email: hb@howardbehar.comWork with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

Stuart Bird interviews Professor Kim Clark to explore the soul, heart and mind of leadership. As former dean of the Harvard Business School and former president of BYU - Idaho, Professor Clark has valuable insights for becoming a disciple leader. Join this discussion to learn from Professor Clark's wisdom and experiences - including his experience of leading the creation of BYU Pathways.

When Kim Clark was completing research for his doctoral dissertation, he compared two nearly identical cement plants located five miles apart. As an economist, he couldn't pinpoint why one plant was 70% more productive than the other. Determined to solve the mystery, he visited both plants and quickly found the answer: the more productive plant had a flat hierarchy and a collegial culture.  Kim, Jonathan, and Erin Clark are co-authors of the book Leading Through, which explores the transition from traditional leadership models to a more human-centered approach that integrates the soul, heart, and mind to create thriving organizations. In this episode, Dart, Kim, Jon, and Erin discuss:- Morality in business- The “power-over” paradigm that humans default to - Decoupling leadership from hierarchies - A new paradigm of leadership called “leading through”- How to activate the soul, heart, and mind in leadership- Using modularity to lead through work- And other topics…Kim, Jonathan, and Erin Clark are co-authors of the book Leading Through, which explores the transition from traditional leadership models to a more human-centered approach that integrates the soul, heart, and mind to create thriving organizations. Kim Clark is the NAC Distinguished Professor of Management at the BYU Marriott School of Business and former President of BYU-Idaho. He is also the former Dean of Faculty of the Harvard Business School. Within his roles, Kim focuses on the role of leaders in creating outstanding performance, modularity in design, and the interaction of technological change and competition in industry evolution. Jonathan Clark is an associate professor of management at UT San Antonio. Prior to UT, he served as executive director of the Master of Health Administration program at Penn State. His research has been published in the Academy of Management Journal, Health Affairs, and Leadership Quarterly, among others. Erin Clark is a managing director with Deloitte Consulting's Human Capital practice, where she specializes in helping clients improve performance, drive change, and create sustainable advantages through people. With over two decades of experience advising clients across industries, she believes strongly in the work of leadership to activate and unleash human potential. Resources mentioned:Leaning Through, by Kim, Jonathan, and Erin Clark: https://www.amazon.com/Leading-Through-Activating-Heart-Leadership-ebook/dp/B0CT49ZG1K Humanocracy, by Gary Hamel: https://www.amazon.com/Humanocracy-Creating-Organizations-Amazing-People-ebook/dp/B07B9HFSHX Connect with the Clark family:www.leadingthrough.co Kim Clark LinkedIn: https://www.linkedin.com/in/kim-b-clark-19664920a/Jonathan Clark LinkedIn: https://www.linkedin.com/in/jonathan-clark-3734616/ Erin Clark LinkedIn: https://www.linkedin.com/in/erineliseclark/   Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

Join IABC Ottawa as hosts Anu Sharma and Aishwarya Chauhan explore the critical role of Indigenous communications in promoting diversity, equity, and inclusion. Métis leader Elizabeth Bunney, with over 20 years of experience, shares insights on amplifying Indigenous voices, cultural sensitivity, and reconciliation. She also provides a helpful list of Indigenous terminology and recommends Kim Clark's podcast, "Communicate Like You Give A Damn." Tune in for inspiring communication practices and actionable tips for inclusivity. Share your feedback at vpdigital@ottawa.iabc.com.

We all deserve the opportunity to thrive at work. We deserve equal opportunity. We deserve to feel valued and included. That's what diversity, equity and inclusion (DEI) is all about and as polarising as it may have become, it's here to stay. In this episode of The Internal Comms Podcast, DEI educator, author and comms leader Kim Clark joins Katie Macaulay to discuss how internal communicators and business leaders can play their part in creating more equitable, fair businesses. Her book, The Conscious Communicator: The Fine Art of Not Saying Stupid Shit, offers a refreshing view of DEI in the workplace. From approaching change with leaders who may not be so receptive to the idea of DEI, to tackling unconscious bias by ‘calling in' with our colleagues, there are many ways we as communicators can help build the organisations of tomorrow. As always, share your thoughts on this or any other episode of The Internal Comms Podcast using the hashtag #TheICPodcast. And thanks for listening.

Welcome to episode #953 of Six Pixels of Separation - The ThinkersOne Podcast. Erin Clark is a managing director with Deloitte Consulting's Human Capital practice, where she specializes in helping clients improve performance, drive change, and create sustainable advantages through people. With a deep commitment to unlocking human potential within organizations, Erin has dedicated her career to transforming workplaces into environments where individuals and teams can thrive. In her new book, Leading Through - Activating The Soul, Heart, And Mind Of Leadership (co-authored with her father, former Harvard Business School dean Kim Clark, and her brother Jonathan Clark), Erin explores the dynamic shift needed in leadership for today's rapidly changing world. The book delves into the struggle between traditional leadership paradigms - rooted in control, hierarchy, and bureaucracy - and a new model that emphasizes empowerment, trust, and collaboration. During our conversation, Erin discusses how the pandemic and technological advancements like generative AI have accelerated the need for this leadership transformation. She emphasizes that while we're living in a digital, transparent, and complex era, many organizations are still clinging to outdated methods that stifle innovation and suppress human potential. Erin introduces the concept of "leading through," which focuses on activating the soul, heart, and mind of leadership to create a culture where people are motivated to solve tough problems and make meaningful contributions. We explore the importance of leaders embracing a more human-centric approach, one that not only cares for people but also consciously seeks to do good and make things better. Erin highlights that leadership is both deeply personal and systemic - it requires individual growth as well as organizational support to foster an environment where employees can excel. She also touches on the challenges of short-termism and the pressure to meet market expectations, which often hinder long-term development and human sustainability. Erin's insights shed light on the necessity of preserving humanity in the face of rapid technological change. She advocates for leveraging technology as a tool for value creation while ensuring that it doesn't overshadow the human element that is crucial for innovation and organizational success. Enjoy the conversation... Running time: 57:08. Hello from beautiful Montreal. Subscribe over at Apple Podcasts. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. Check out ThinkersOne. or you can connect on LinkedIn. ...or on Twitter. Here is my conversation with Erin Clark. Leading Through - Activating The Soul, Heart, And Mind Of Leadership. The Leading Through Institute. Deloitte Consulting's Human Capital practice. Follow Erin on LinkedIn. This week's music: David Usher 'St. Lawrence River'. Chapters: (00:00) - Collaborating with Family: Writing a Book on Leadership. (03:06) - Challenges and Potential in Leadership. (12:03) - The Impact of the Pandemic on Work. (18:26) - The Role of Leadership in Supporting Human Potential. (22:05) - Systemic Factors that Hinder or Enable Human Potential. (26:11) - Work as a Means vs Work as Community and Fulfillment. (29:42) - The Mass Revolt Against Traditional Management Approaches. (33:09) - Shifting from Coercive Control to Leading Through. (36:36) - Balancing Freedom of Action and Agency. (39:06) - The Challenges of Personalized Management. (47:36) - Creating Value through Leading Through. (53:47) - Preserving Humanity in the Face of Technological Advancements.

Kim Clark's leadership experience is impressive: Dean of Harvard Business School, President of Brigham Young University—Idaho, Commissioner of Church Educational System for the Church of Jesus Christ of Latter-day Saints. Kim is also the author of the book Leading Through, which he wrote with his daughter Erin and son Jonathan. Kim earned his B.A., MA, and PhD in economics from Harvard. In this episode we discuss the following: We're all leaders. And the best leaders lead in 3 ways: they help people experience meaning, purpose, and personal growth. They help the organization realize its purpose. And they strengthen the organization. Leaders always do good. They strive to increase light and decrease darkness. When Kim became Dean of Harvard Business School, he knew he had to fire a colleague who had been a kind of poison. The previous administration had been afraid to fire the colleague for fear of a lawsuit with the Union. But when Kim fired the person, the Union said, “What took you so long?”   Connect on Social Media: X: https://twitter.com/nate_meikle LinkedIn: https://www.linkedin.com/in/natemeikle/ Instagram: https://www.instagram.com/nate_meikle/ Youtube: https://www.youtube.com/@nate.meikle

Send us a Text Message.Kim Clark (she/her) helps communicators discover and own their unique DEI narrative. She works with communicators to combine the power of communications with the possibility of diversity, equity, and inclusion to create stronger and safer workplace cultures for every employee and increase trust and reputation with their audience.She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller that features The DEPTH Model (TM). DEPTH is a strategic and proactive positional framework to guide organizations on DEI and social topics and messaging.https://www.kimclarkcommunications.com/PodMatchPodMatch Automatically Matches Ideal Podcast Guests and Hosts For InterviewsSupport the Show.This episode is sponsored by John Guilfoil Public Relations. From crisis communications to website development; visit our website JGPR.net or call 617.993.0003

Kim, Erin and Jonathan Clark - Leading Through: The New Paradigm of Leadership: Soul, Heart, and Mind   In this episode, we delve into a profound moment of opportunity in human history, examining how organisations can harness leadership to help people and communities thrive. The discussion centres on the new book, 'Leading Through: Activating the Soul, Heart, and Mind of Leadership,' authored by Kim, Jonathan, and Erin Clark. The Clarks share their experiences from diverse fields to propose a shift from the outdated power-over paradigm to a more human-centric, flexible, and adaptive way of leading. Topics covered include the challenges and potential of the new paradigm, real-life examples from the authors' professional journeys, and the enduring need for empathetic leadership even in the face of daunting organisational inertia.   00:00 Introduction to a New Leadership Paradigm 00:54 Meet the Authors: Kim, Jonathan, and Erin Clark 02:12 Erin's Journey: From Accidental Consultant to Leadership Expert 04:52 John's Insights: Organisational Performance and Leadership 08:01 Kim's Experience: The Power Over Paradigm in Action 15:23 The Pathway Program: Transforming Higher Education 18:34 John's Challenge: Changing Department Dynamics 22:55 The Power Over Paradigm: Real-World Examples 29:32 Erin's Client Experience: Unity and Freedom in Leadership 32:09 The Power of Collaboration and Humanity 33:43 Breaking Free from Organisational Dynamics 35:06 The Courage to Embrace a New Paradigm 38:16 Generative AI and the Value of Humanity 46:21 The Amazon Case Study: A Cautionary Tale 50:31 Modularity: Balancing Freedom and Unity 56:14 Empathetic Leadership and Difficult Decisions 01:01:22 The Vision of Leading Through 01:03:36 Conclusion and Final Thoughts   Book Website and how to get a preview:   Book links:   Find Aidan here for Keynotes, Event MC and Custom L&D Programmes.     Leadership, Organizational Transformation, Kim Clark, Jonathan Clark, Erin Clark, Leading Through, Power Over Paradigm, Business Strategy, New Paradigm, Employee Empowerment, Workplace Culture, Organizational Change, Management Consulting, Innovation, Bureaucracy, Harvard Business School, Modularity, Employee Engagement, Human Potential, Professional Development

This week we welcome back writer, comedian, and amateur roller skating enthusiast Kimberly Clark to JJGo and engage in a civil conversation about laser tag, swim caps, and mall baptisms.  Head to FACTORMEALS.com/jjgo50 and use code jjgo50 to get 50% off your first box plus 20% off your next month.Jordan Morris is doing a book tour for Youth Group! See him at the OC Book Fair on July 13th, or see him in Sacramento at the Wild Sisters Book Company July 19, or see his panel at SD Comic Con on July 26 from 1pm-2pm. Come see Judge John Hodgman: Road Court  live in a town near you! Jordan and John will be all over the country so don't miss your change to see them. Check the events page to find out where!Get your tickets to see Kim Clark in Seattle at the Here-After on July 12Listen to producer Matt Lieb's brand new podcast about Israeli propaganda. It's called Bad Hasbara: The World's Most Moral Podcast.

This week we sit down with Kim Clark, former Dean of Harvard Business School and President of BYU-Idaho, who has made remarkable contributions to education and business innovation. From his early influences and pivotal moments to his transformative roles, Kim shares his journey of leadership, values, and the power of education.Kim discusses his significant initiatives throughout his career, including the introduction of core values such as respect, integrity, and accountability at Harvard Business School, embedding them into the school's culture. As President of BYU-Idaho, he launched the BYU Pathway program, which has brought educational opportunities to students around the world.Listen as Kim shares his insights on building a culture of continuous improvement, empowering others, and the transformative power of education. Join us for an inspiring conversation that explores the essence of true leadership and the legacy of a life well-lived. Hosted on Acast. See acast.com/privacy for more information.

This podcast hit paid subscribers' inboxes on April 18. It dropped for free subscribers on April 25. To receive future pods as soon as they're live, and to support independent ski journalism, please consider an upgrade to a paid subscription. You can also subscribe to the free tier below:WhoPete Korfiatis, General Manager of Bluewood, WashingtonRecorded onApril 4, 2024About BluewoodClick here for a mountain stats overviewOwned by: Local investorsLocated in: Dayton, WashingtonYear founded: 1980Pass affiliations:* Indy Pass and Indy+ Pass: 2 days, no blackoutsClosest neighboring ski areas: Cottonwood Butte, Idaho, 3 hours eastBase elevation: 4,545 feetSummit elevation: 5,670 feetVertical drop: 1,125 feetSkiable Acres: 355Average annual snowfall: 300 inchesTrail count: 24 (30% difficult, 45% intermediate, 25% easy)Lift count: 4 (2 triples, 2 carpets – view Lift Blog's inventory of Bluewood's lift fleet)Why I interviewed himSomeday, if it's not too late, I'm going to track down the old-timers who snowshoed into the wilderness and figured this all out. The American West is filled with crazy little snow pockets, lesser-known mountain ranges spiraling off the vast plateaus. Much of this land falls under the purview of the United States Forest Service. In the decades immediately before and after World War II, the agency established most of our large western ski areas within its 193 million-acre kingdom. That's a lot of land – approximately the size of Texas – and it's not all snowy. Where there is snow, there's not always roads, nor even the realistic possibility of plowing one through. Where there are roads, there aren't always good exposures or fall lines for skiing.So our ski areas ended up where they are because, mostly, those are the best places nature gave us for skiing. Obviously it snows like hell in the Wasatch and the Tetons and the Sierra Nevadas. Anyone with a covered wagon could have told you that. But the Forest Service's map of its leased ski areas is dotted with strange little outposts popping out of what most of us assume to be The Flats:What to make of Brian Head, floating alone in southern Utah? Or Mt. Lemmon, rising over Tucson? Or Ski Apache and Cloudcroft, sunk near the bottom of New Mexico? Or the ski areas bunched and floating over Los Angeles? Or Antelope Butte, hanging out in the Wyoming Bighorns?Somewhere, in some government filing cabinet 34 floors deep in a Washington, D.C. bunker, are hand-annotated topo maps and notebooks left behind by the bureaucrat-explorers who determined that these map dots were the very best for snowsportskiing. And somewhere, buried where I'll probably never find it, is the story of Bluewood.It's one of our more improbable ski centers. Not because it shouldn't be there, but because most of us can't imagine how it could be. Most Washington and Oregon ski areas line up along the Cascades, stacked south to north along the states' western thirds. The snow smashes into these peaks and then stops. Anyone who's driven east over the passes has encountered the Big Brown Endless on the other side. It's surreal, how fast the high alpine falls away.But as Interstate 90 arcs northeast through this rolling country and toward Spokane, it routes most travelers away from the fecund Umatilla National Forest, one of those unexpected islands of peaks and green floating above our American deserts. Here, in this wilderness just to the west of Walla Walla but far from just about everything else, 300 inches of snow stack up in an average winter. And this is where you will find Bluewood.The Umatilla sprawls over two states and 1.4 million acres, and is home to three ski areas (Anthony Lakes and inactive Spouts Springs, both in Oregon, are the other two). Three map dots in the wilderness, random-looking from above, all the final product of years in the field, of hardy folks pushing ever-deeper into the woods to find The Spot. This is the story of one of them.What we talked aboutGrowing up Wenatchee; “the mountains are an addiction”; THE MACHINE at Mammoth; Back-In-The-Day Syndrome; Mammoth's outsized influence on Alterra Mountain Company; how the Ikon Pass strangely benefited Mammoth; the accidental GM; off the grid; Bluewood and southeast Washington's unique little weather pattern; “everybody that knows Bluewood comes for the trees”; why the Forest Service is selling a bunch of Bluewood's trees; massive expansion potential; when your snowline is 50 feet above your base area and you have no snowmaking; the winter with no snow; Skyline Basin and dreams that never happened; ambitious lift-upgrade plans; summer and “trying to eliminate the six-month revenue drought”; “if you take the North American lifts right now, they're only coming out because they're pieces of crap”; potential future chairlifts; Bluewood's owners and their long-term vision; mountaintop lodging potential; whether night skiing could ever happen; power by biomass; the Indy Pass; Southeast Washington ski culture; free buddy tickets with your season pass; Bluewood's season pass reciprocal program; why Bluewood's lift ticket prices are so low; and the absolute killer expense for small ski areas.Why I thought that now was a good time for this interviewOne of the more useful habits I've developed is attending offseason media events and consumer ski shows, where ski area managers and marketers tend to congregate. The regional gatherings, where mountain booths are stacked side by side like boxes in a cereal aisle, are particularly useful, allowing me to connect with reps from a dozen or more resorts in an hour. Such was the setup at the Snowvana “stoke event” in Portland, Oregon last November, which I attended both to host a panel of ski area general managers and to lay deeper roots in the rabid Pacific Northwest.Two podcasts emerged directly from connections I made that day: my February conversation with Red Mountain CEO Howard Katkov, and this one, with Korfiatis.So that's the easy answer: a lot of these podcasts happen simply because I was finally able to connect with whomever runs the mountain. But there's a certain amount of serendipity at work as well: Bluewood, right now, is on the move.This is a ski area that is slowly emerging from the obscurity I caged it into above. It has big-picture owners, an energetic general manager, a growing nearby population, and megapass membership. True, it also has no snowmaking and outdated, slow chairlifts. But the big, established ski centers to its west are overwhelmed, exhausted, and, with a few exceptions, probably un-expandable. Bluewood could be a big-deal alternative to this mess if they can do what Korfiatis says they want to do.There are a lot of millions standing between vision and reality here. But sometimes crazy s**t happens. And if it goes down at Bluewood, I want to make sure we're sitting right there watching it happen.What I got wrongI said that Mammoth was an independent mountain when Korfiatis arrived there in 2000. This is incorrect. Intrawest owned a majority stake in Mammoth from 1997 to 2006.Why you should ski BluewoodUsually, when casual skiers ask me where they ought to vacation, their wishlist includes someplace that's relatively easy to get to, where they can stay slopeside, where the snow will probably be good [whenever their kids' spring break is], and that is a member of [whatever version of the Epic or Ikon pass they purchased]. I give them a list of places that would not be a surprising list of places to anyone reading this newsletter, always with this qualifier: expect company.I like big destination ski areas. Obviously. I can navigate or navigate around the crowds. And I understand that 24-chairlifts-and-a-sushi-bar is exactly what your contemporary megapass patron is seeking. But if someone were to flip the question around and ask me which ski area characteristics were likely to give them the best ski experience, I'd have a very different answer for them.I'd tell them to seek out a place that's hard to get to, where you find a motel 40 miles away and drive up in the morning. Make it a weekday morning, as far from school breaks as possible. And the further you get from Epkon branding, the farther you'll be from anything resembling a liftline. That's the idea with Bluewood.“Yeah but it's only 1,100 vertical feet.”Yeah but trust me that's plenty when most of your runs are off-piste and you can ski all day without stopping except to ride the lift.“But no one's ever heard of it and they won't be impressed with my Instastory.”You'll live.“But it's not on my Ultimo-Plus Pass.”Lift tickets are like $50. Or $66 on weekends. And it's on the Indy Pass.“But it's such a long drive.”No it isn't. It's just a little bit farther than the busier places that you usually go to. But it's not exactly in Kazakhstan.“Now you're just making things up.”Often, but not that.Podcast NotesOn Bluewood's masterplanHere's the basic map:And the lift inventory wishlist:On Mission Ridge and WenatcheeKorfiatis grew up in Wenatchee, which sits below Mission Ridge. That mountain, coincidentally, is the subject of an already-recorded and soon-to-be-released podcast, but here's the trailmap for this surprisingly large mountain in case you're not familiar with it:On Mission Ridge's expansionAgain, I go deep on this with Mission CEO Josh Jorgensen on our upcoming pod, but here's a look at the ski area's big proposed expansion, which Korfiatis and I discuss a bit on the show:And here's an overhead view:On “The Legend of Dave McCoy”The Dave McCoy that Korfiatis refers to in the pod is the founder of Mammoth Mountain, who passed away in 2020 at the age of 104. Here's a primer/tribute video:Rusty Gregory, who ran Mammoth for decades, talked us through McCoy's legacy in a 2021 Storm Skiing Podcast appearance (18:08):On Kim Clark, Bluewood's last GMIn September 2021, Bluewood GM Kim Clark died suddenly on the mountain of a heart attack. From SAM:Longtime industry leader and Bluewood, Wash., general manager Kim Clark died of an apparent heart attack while working on the mountain Tuesday. He was 65. Clark had been the Bluewood GM since 2014.In a statement sharing the news of Clark's death, Bluewood said, “significant rescue efforts were unsuccessful. Kim passed away doing what he loved, with people he loved, on the mountain he loved.”Clark was an influential leader during his career in the mountain resort industry, much of which was spent at resorts in the Pacific Northwest. He is remembered by his peers as a mentor, a teacher, and a leader with a passion for the industry who cared deeply for the teams he led and the resorts he helped to improve.Prior to becoming GM at Bluewood, Clark led Mt. Ashland, Ore., as its general manager from 2005 to 2014.On the Tri-Cities of WashingtonImagine this: I'm 18 years old and some dude on the lift at Copper Mountain asks me where I'm from. I say “Michigan” and he says “where” and I say, “the Tri-Cities area” and he says “what on earth is that?” And I say “Oh you've never heard of the Tri-Cities?” as though he'd just told me he'd never heard of Paris. And he's like “no, have you ever heard of the Quad Cities?” Which apparently are four cities bunched along the Iowa-Illinois border around Interstate 80 and the Mississippi River.It was my first real-time lesson in hyper-regionalism and how oft-repeated information becomes so ingrained that we assume everyone must share it, like the moon or the wind. The Tri-Cities of Michigan are Bay City, Saginaw, and Midland. But no one who doesn't live there knows this or cares, and so after that chairlift conversation, I started saying that I was from “two hours north of Detroit,” which pretty much every American understands.Anyway imagine my surprise to learn that America had room for a second Tri-Cities, this one in Washington. I asked the robots to tell me about it and this is what they said:The Tri-Cities are three closely linked cities (Kennewick, Pasco, and Richland)[2][3] at the confluence of the Yakima, Snake, and Columbia Rivers in the Columbia Basin of Eastern Washington. The cities border one another, making the Tri-Cities seem like one uninterrupted mid-sized city. The three cities function as the center of the Tri-Cities metropolitan area, which consists of Benton and Franklin counties.[4] The Tri-Cities urban area consists of the city of West Richland, the census-designated places (CDP) of West Pasco, Washington and Finley, as well as the CDP of Burbank, despite the latter being located in Walla Walla County.The official 2016 estimate of the Tri-Cities MSA population is 283,869, a more than 12% increase from 2010. 2016 U.S. MSA estimates show the Tri-Cities population as over 300,000. The combined population of the three principal cities themselves was 220,959 at the 2020 census. As of April 1, 2021, the Washington State Office of Financial Management, Forecasting Division estimates the cities as having a combined population of 224,640.[5]And actually, it turns out that there are tri-cities all over the country. So what the hell do I know? When I moved east to New York in 2002, it took me about five years to figure out what the “Tri-State Area” was. For a long time I thought it must be New York, New Jersey, and Pennsylvania. But it is New York, New Jersey, and Connecticut, from which many people commute into NYC daily to work.On Scot Schmidt For those of you who don't know who “that guy” Scot Schmidt is:On the Greyhawk lift at Sun ValleyKorfiatis refers to the “Greyhawk lift” at Sun Valley as an example of a retiring high-speed quad that is unlikely to have a useful second life. He was referring to this lift, which from 1988 until last year ran parallel to the monster Challenger lift:Last summer, Sun Valley replaced both lifts with one Challenger six-pack with a mid-station, and built a new high-speed quad called Flying Squirrel (which replaced a shorter double chair of the same name that met death-by-fire in 2014):On the number of Washington ski areasWashington, while home to several legendary ski areas, does not have nearly as many as its growing, active population needs. Of the state's 17 active ski areas, five operate only surface lifts, and I'm not even certain whether one of them – Badger Mountain – operated this past ski season. Sitzmark also failed to spin its lift. There are really only nine volume-capable ski areas in the state: 49 Degrees North, Crystal, Mission Ridge, Baker, Mt. Spokane, Stevens Pass, Summit, Alpental, and White Pass. Here's an inventory:The Storm explores the world of lift-served skiing all year long. Join us.The Storm publishes year-round, and guarantees 100 articles per year. This is article 32/100 in 2024, and number 532 since launching on Oct. 13, 2019. Get full access to The Storm Skiing Journal and Podcast at www.stormskiing.com/subscribe

Here are this week's good vibes:Aviva CEO to sign-off on all “non-diverse hires”Irish dancing community shows trans supportFormerly incarcerated people get instant voting access in MichiganInclusive customer service at SephoraSouthwest praised for 'customer of size' policy that gives larger passengers priorityThis week's call to action: Read this important article in Forbes by Janice Gassam Asare: Claudine Gay Resigns From Harvard: Why Black Excellence Is Never Enough.Read the Stories: https://www.theequalityinstitute.com/equality-insights-blog/finding-joyConnect with Kim Clark: https://www.kimclarkcommunications.com/ and check out her course: https://www.kimclarkcommunications.com/dei-communications-blueprint-with-kim-clark-communications-1 Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

Join us as we kick off this new series as we wrap up the season with Business Blueprints: Lessons from Leaders to give all our partners tips and tricks from our leadership team about all lessons learned when building. Today we're joined by Telarus Chief Revenue Officer, Dan Foster, as he dives into revenue strategies, growth, hiring, and more. You won't want to miss all the tips and tricks we get to glean from Dan with his years of experience in high-growth companies! Hey everybody, welcome back here. We're kicking off a special series of episodes. This one is titled “Business Blueprints Lessons from Leaders.” So who better to have on than our Chief Revenue Officer, Mr. Dan Foster. Foster, welcome, sir. Hey, Mr. Telarus thank you for having me. Good to see you. Good to see you too. I want to kick this thing off. I want to go into some backstories. You know I love winding paths. My favorite part of this is hearing everybody's journey. Yes, we know you as Chief Revenue Officer now, and maybe we can get a little later to what that means, but walk us through just your path. How did you get here? How did I get here? Well, well you can see I'm in my office, so it was pretty easy this morning. In fact, as a worldwide traveler, I guess I could give you a very circuitous route, but I'll start out with I'm in Japan. I graduated from college, and I've maxed out my credit cards. In fact, I'm hanging out with my girlfriend, now my wife. She was doing a semester abroad, and you know, I get in a job in investment banking, and you're supposed to wait for the entire summer, and you're supposed to maybe backpack around Europe. Well, I got to go get a job because credit cards are maxed. Mommy and daddy aren't paying any bills for me, so I actually go out and get a summer job. Well, that summer job lasted 10 years, and had a real fun time learning along the way. Started at, I was employee number three at a consulting firm, and one of the guys who started it eventually became Dean of the Harvard Business School. So we're growing internationally, competing in the likes of McKinsey and Bain. In fact, rating them for new hires, we knew we ranked when we got a cease and desist letter. So fast forward 10 years, and I'm sitting in India, while working on a joint venture, and I realized Josh at that point, it's going to be hard to have a family. If I'm living on flying so much that maybe I go by and go through the cul-de-sac, you can do the math there. But effectively what happened was I jumped off in Denver. I'm in Denver, and I go, we get a startup, some venture capitalists put me into, and we go public. It's in this whole internet economy, and they end up funding me to go run a little business and of all places, St. Louis. So we're seven months in St. Louis. We end up merging with a company that I think a lot of the channel people out there know called Megapath. At that point in time, we were $2.5 million in revenue. So we took Megapath, grew them from $2.5 million through organic growth, M&A, up to about a half a billion dollars. When I came in and out of that, but a funny little story is just to jump ahead, I'm then at another startup just a few years back, as you recall, and we sold it to Ericsson. And who of all people do I get to actually help me sell this idea of the channel into Ericsson because they just don't have the channel. They don't know of the channel. There's a whole backstory there. The Adam Edwards to come on and help me validate the channel. And we're going all the way to the group of… It's called the Technology Group within Ericsson. Eventually, we got to go to Boria and we convince him to go into the channel. Adam and I were actually quoted in a Wall Street Journal article about a week before I, oops, came here to work for Adam. So it was a little awkward Wall Street Journal featuring Adam and I. And the next thing you know, I'm over at our partner there. So that's how I got here. I love it. Just say I was quoted in Wall Street Journal once. Nobody needs to know where, how, why. Yeah, exactly. Mic drop. Yeah. So, you know, over the path, right, over the path, this journey, there's had to have been some pivotal moments. So help us understand, what are just a couple of these pivotal moments for you over the years? Two, yeah, pivotal moments in a career, a lot of them. But I'll try to boil it down. Probably maybe, you know, off the cuff here, probably one of the funnier pivotal moments was not your traditional one. It was my buddy, in fact, the guy I grew up across the river from is managing this band Fish. And we're out. In fact, they're growing. Nobody knew him at the time, you know, they had a small following mid 90s, late 90s. And we go out and check out a band, a band by the name of Dave Matthews. And nobody knew who they were. In fact, they hadn't signed a contract with Electra yet. And so I go home and I'm like, hey, John needs help managing. Fish is becoming a full time job. They've got a couple other acts that they may want to help manage. And my wife's like, are you kidding me? You think you're going to become a rock manager when, you know, we've got kids and all the rest going through. I was like, OK, so that's pivotal. Number one, pivotal moment. Number one, probably weren't expecting that, Josh. No, I did not. But no, but really, what it was is it was hanging around early on some of these academics that were focused on growth. Clay Christensen, a gentleman, read out of Salt Lake City, esteemed academic and life coach, even at the towards the end of his life. He wrote Innovators Dilemma, and we built a practice around that. Marco Ian C.D. A lot of the guys that Kim Clark, that that that whole group, it gave us this growth bug. Like I was focused on it. And, you know, we did a lot of operations, but it was really those really interesting seminars that we go to monthly that talked about these high performing businesses and the productivity that they were getting out of these businesses. You know, it's interesting. And, you know, I mean, I didn't set out to be a salesperson, but one of the guys I got to see talking a wine cave actually right up north of here in Napa Valley, Daniel Pink. He's now he's very well known author at this point. He wrote Drive, but he also wrote a book to sell as human. And it was interesting because here I was hanging out with these academics. But really, in fact, Pink talks about this in his book. There was none of these elite business schools were studying sales as a function. You know, you've got finance. You got I mean, I got to take accounting with this guy, Bob Kaplan, who's like the king of activity based costing. But nobody was focused on sales as a as a enabler in the business schools. And it was really folks like our tech advisors and folks out in the really street smarts doing it. So it was pretty exciting to be part of it. So I want to talk about, you know, I think the one thing I've always admired about you is just when I think I'm looking out far enough, you're going, no, no, no, no, no. Let's look a little bit further. Right. So you've always had this great visionary mindset. Walk me through what is your long term vision for driving revenue growth in our industry? Well, you know, it's interesting, Josh, is this is a five five point four trillion depends on who you want to talk to. But the ICT market is just massive. It's massive. But what's interesting is increasingly, in fact, as you know, our tech our tech advisory, our new tech trends report talks about this. Increasingly, customers are looking to a third party to really say, how should I go about this? How should I think about this digital transformation? So when I think about how we need to drive the business, it's really how do we make our tech advisors look smarter in front of their customers through enablement methods? A lot of the stuff that you do, Josh, and your teams and the whole business. But it's also really looking at that as a buyer journey to say, where are they going to be in five years? What are they going to be doing in five years? You know, interestingly enough, our our background and network really enabled us as the burgers to add fries and shakes. And now there's whole different meals that are being considered. Right. In fact, I love the you know, we've gone through the pivot, but I love the pivot stories of our tech advisors. And that's what you have to keep in mind. Think about Stuart Butterfield and what he did at Slack or, you know, we talked about Howard Schultz and Starbucks. You know, going from espresso machines, you know, selling machines to this in our technology advisors have done that pivot. They focused on, you know, they were selling some of them. You and I both know a few of them. They were selling circuits a few years ago and they pivoted to hit on that focus of the CEO challenge, revenue generation, productivity, brand experience. It's those things. Yeah. OK, so so you get to travel and talk to a lot of these partners or at the event, right? Whatever it might be. So you get to see, all right, here's what a successful partner looks like. Right. So taking a consideration, we've got this big audience of entrepreneurs. What do you think all of these guys and gals that have built their business? What are the top couple strategies that you believe were most successful, you know, while they've built businesses and you've built businesses? Is there some overlap there? Yeah, you know, it's one of one of the things I heard long ago was strategies what you don't do. And if you think about that, it's going to come down to this idea. In fact, I'm going to give you a little bit of a story. But so I'm sitting in London with this guy, Kim Clark, and you were in downtown London with this company, Unilever. Unilever makes tea, toothpaste, ice cream. They they own like Fendi, all these brands. In fact, it's much larger than Procter & Gamble. But we think about Unilever as this kind of small European company. And he's sitting there with this guy, basically the CEO of their personal products division. I got to spend a year in Paris, a little known fact, working underneath him as a consultant for their shampoo and deodorant. So I'm actually a shampoo, I used to be a shampoo expert. So anyways, here we are in London and Kim basically says to this guy, Perry, listen, with all you're trying to do, you need to go after two key principles, focus and discipline. And so, you know, it was this seminal moment where he realized they're trying to do too much and they wanted to look at their innovation portfolio, but he took that. And so here I am, we jump on a plane. In fact, you know, on that trip, I got to take the Concorde because I needed to be back in the States. And I'm literally the next week at Cummins Engine Company, great company out in Columbus, Indiana. And here Kim Clark is again, he's talking to Tim Salsa, the CEO. And he again talks about they're trying to do too much in this idea of focus and discipline. So why am I so so focused on so enamored with this? In fact, I'm going to bring in the great German-American architect, Mies van der Rohe, his design philosophy, less is more. And so Kim would recite that less is more. In fact, it goes back to this idea. I mean, Tim Ferriss in his four hour work week is simplifying the focus. And that's what I see with our technology advisors who are incredibly successful. They've designed a approach in their business that is sometimes bootstrapping their total risk takers, sometimes they're cowboys and cowgirls. But really what they've done is they've focused on a singular model and then they build that up as a base. Yeah, that makes sense. Good, good. Yeah. You know, we had a CEO on here of one of our major suppliers and I said, you've been instrumental in the contact center industry. What's the what's the good and the bad that you've seen our partners do that if you could change it, what would you? And that was exactly that. It was partners become really successful. They do this one thing and then they go, oh, my gosh, I could do all these things. And then they're not wrong. Right. They're entrepreneurs. They can get it done. They can figure it out. But when they focused it and narrow it back, they saw a massively, massively successful partner. So now couldn't. Yeah, less is more. Yeah. OK, let's let's talk about leadership here a little bit. Right. So I know you've you've been part in kind of building some large companies. If I remember right. Hiring to the tune of what was it? 80 80 salespeople a month. It's at one point. Yeah. Oh, so that's I mean, my team did that just to be clear. Like, can you imagine the interviewing that you would do? But we had we had eight talent acquisition people in my group. Well, HR working for my dear friend Linda. But yeah, crazy. So let's talk about that. Let's talk about building an innovation mindset. So is your is your hiring, is your bringing on leaders, is your as you're doing all of those things? Why is it so important to have an innovation mindset when we're talking about growth? Yeah. I mean, first off, it's so critical because our industry has never moved faster. And so you have to be you know, this idea of the pivot, whereas you've got to be focused in discipline. You also have to be looking around the corner. And so what I find is building a team of diverse things, like I look for when I'm building a team. And I think we're there today, Josh, I think about, you know, you, your colleagues, you know, the the broader team that we have here. It's first up hiring, to your point, hiring is the hardest thing you do. I think you know, you've shown a lot of leadership and really built a team. And I think you understand this, which is hiring is so critical because you're figuring out what chemicals to put into this to make this new compound called growth. And in doing that, you know, you've got to you got to set out some big hairy goals to say, you know, how do we own a sector or, you know, what are the three steps ahead that we need to be thinking for the partners to be successful in front of their customers? To do that, to do that, you need a diverse set of thinkers first off. So, you know, I mean, obviously with you, you know, I always make sure my team has smarter people than me. I'll take it. Let's go golden. Yeah, I make sure, you know, you're I take an IQ test, personality test. And I mean, it's not a high bar here. But so no, but I think diverse sets of thinking really bring to bear kind of that innovators mindset. It's good. All right, let's so so part of this part of the series is that I want partners to to hear and understand not just the good but the bad, the really hard stuff as well. So talk to me about the significant challenge that you faced at a previous company at this company anywhere. Right. From a revenue growth perspective and how you turned it into an opportunity. Hmm. I got like how long does this podcast go for? Like four hours, I got a few of them. I got a simple one. I got a simple one, which is so I come back. So I told you the story of Megapath up to a half a billion. We actually sell off a few of the assets I leave. Go do this Solar City Tesla energy thing and I come back. They bring me back. Board brings me back. I go as president and it was in a decline. So 10 percent revenue reduction. You know, importantly, I did a baseline when I got in and the customer sat and the employee sat wasn't good. OK, I wasn't good. I'll just leave you. I don't want to run numbers here, but it was not good. So I'm a month into the new gig and I take a call. Actually, I got a message. So I get the message and I call this guy Max. He's a New Yorker. I call him back and it's one of these hot ones. So as the president, you know, the escalations I'm going to get, as you can imagine, are not the ones who want to call up and say, hey, you guys are doing a great job. So he says, listen, after 11 people, 11 calls, you're the only one to call me back. So he says our culture is basically sideways. And he says, listen, I'm an investor. You hosed up one of these companies I'm with. You know, I forget what it was. We didn't do the install. But I really remember clearly what happened. He said, I want to take you on a cultural journey. I want you to meet with the CEO of a company that I help fund. And if it's OK, I'll meet out in Vegas maybe two, three weeks. You figure out what works. We're going to go to a company called Zappos. So I get to go out and meet Tony, Shane, his team. You know, it's the culture of the customer. And I realized at that point in time that with our sale, our employee engagement in the tank, our customer sat sat not in a great spot. It's even hard for me to say that customer satisfaction at a not a great level. We needed a new program. And so we did this whole best over easiest program. And I learned it from the actually the HR personnel at Zappos. I kept in touch with her for a bit. And we it worked. I mean, two years later, what we realize is by focusing on employee engagement, that means we had better tools so they could solve customer problems. In fact, in my staff calls, Josh, I haven't tortured us like this, but we would call into each of the groups. So imagine the accountability in your org. So when you call into billing, you call into support. And the first time it happened, we did it impromptu. So I didn't prep any of my folks. I said, hey, we're going to have it. We're going to go off script today, folks. We're going to call into a company called Megapath. And everybody was first off in their chairs and not excited by the result. Two years later, we grew that business 10 percent, quarter over quarter, almost diametrically opposed to when I got back there. Two years in, I had a great team. We ended up doing like first SD-WAN service provider with UCaaS as a bundle. It was fun. And we unfortunately, we ended up selling the business because we're having such a good time, but it was focus on employee engagement and really through tools that helped their customers. Love it. Good stuff. Let's talk a little bit about mentorship. So, you know, it's been it's been awesome to kind of be surrounded by you, right? From from how you've helped me grow personally, mentorship. But let's talk about, you know, as you've mentored others, how does that influence your approach, you know, as a chief revenue officer and maybe strategies for growth that we just might not realize? Hmm. Well, one is, you know, we talked about that earlier. We've got to be looking out around the corner to say what is 2x and 5x look like? And then helping, you know, the team look through and manage to a framework that gets you there. So what I had a, I had a CEO that I worked for for quite a long time and he taught me that idea of a framework. So we have the today, the objectives and key results framework works great, right? Gives you that ability to see out over a year. You then put it out two, three years. And what you can do is from a mentoring perspective is build frameworks and management systems that you, you know, as we think about five years out and Talaire is having, you know, taken over the free world, it's those frameworks that we are enabling through that mentorship. It's painting bold visions and building alignment around that. It's it's also, you know, not answering, but asking the questions and pushing guys like you to go out and kind of say, here are a couple options. And then it's finally what I like doing is it's never bringing, you know, teaching folks to bring resolution plans. There's a lot of issues in business really pushing your team to say, well, come to me with three, two options. Don't come to me with issues. Come to me with the issues, frame it in a way that you can then paint a picture of here's how we are going to affect change in a positive way. And it shows that you've thought it through. Love it. Love it. All right. Let's let's keep going on this change mindset. So if you look at, like you said, in the beginning, we're at a spot where it's just never changed, technologies never changed this fast. And I think we just, we always seem to say that I think the people before I said that people after and say that, but it really does. At least if we zoom out over the last 20 years, it's changing now faster than ever. So how do you stay ahead of the curve in that from a revenue generation, from a sales strategy perspective, do the basics come into play? Do you use some of these advanced tactics and strategies? What are your thoughts around that? Well, we can't give all of our secrets out, right? But like water it down a little bit. No, first off, the idea of how you execute is foundationally in the basics. You know, you learn fundamentals around follow up in the focus and you put in programs to go do this. Sure. The, the technology, you know, Moore's law is out the door, I think, right? You know better than I, but in digital transformation is coming. What's really interesting is where we are at, we're at a crossroads. We're enabling these technology advisors to compete against the global system integrators, you know, that what I know the team jokes about not having lost to Deloitte in, you know, a couple of years or something like that. The technology advisor is really what we're pushing to also stay up to what's the right word here, stay up to almost a new standard for themselves to say, how do I enable that digital transformation? The digit, think of it going from selling a network and you and I know a few of these partners selling a network or even selling circuits to now, not just selling contact center, but full on from website all the way through to support the digital transformation. And I love Diane Hinchcliffe, who, as you know, drove a lot of the thinking behind the technology report talks about this idea of DX digital experience. So when you think about the technology advisor pushing the CEO to think through the branding customer experience, it's now become more than ever a full digital experience. So what do we do? We've got to have a buyer journey for the technology advisor who needs to learn. Hey, it's not just fries with that burger, but what does it actually mean to have identity management or zero trust network access together with that network? So we've got a lot to deploy from a sales enablement perspective. And, you know, you guys do it every day, Josh. I mean, you see that it's critical to keep doing what we're doing around the sales enablement function for those technology advisors. Yeah, yeah, I think the you said it there a little bit. The hardest part about this is finding the opportunity to let your customers know all these things that you can do. Right. So there's strategies around QBRs and opportunities for that where it's less tactical and more strategic. But it's just such a different problem than it was years ago. Now, there's just so many things that you can sell to these end customers for the the advisors. It really opens up that door of, you know, I can do everything at this point. Yeah, right. That you need as a customer. If you're buying it, I can help you with that. That's right. That's right. But, you know, you've got to be careful, too, right? Like you've got to not come across as though you're trying to sell them a catalog. Yeah. Yeah, fair. Final couple thoughts here. So so if we look back, you know, we've had a lot of people who have been looking back as you kind of reflect a little bit, right, your career from a revenue perspective, revenue officer. What does what does true success mean to you? And how do you I guess how do you measure that? Well, you know, I'm a numbers guy, so we we measure it in numbers. And I love winning. But actually, you know, it was interesting. I'm going to I'm going to rely on Clayton Christensen again, who actually in the later part of his life wrote a book, How Will You Measure Your Life? And sure, I measure it as success. I measure it as really my ego is in seeing people be successful. Like it was so fun. I've got a guy who worked in L.A. In a past life we talked about, he had seven people and I knew the guy scaled. And three years later, I check in with him and he's got he's got 800 people working for him. So I love seeing those success stories. In fact, for me, success was a little different. I had a son diagnosed with autism and right around that same time, I had a new son born. I just lost my dad. And I'm in one of these amazing, amazing jobs, in fact, just scaling up. But I realized I needed to be around more. So that was an 80 hour a week across the peninsula. And I took a step back and I took I went back to a business that offered me a job so I could be local. And, you know, I mean, the the idea of time as a currency, I wouldn't have been able to coach my kids in soccer. And so when I sure I I had a heck of a time building a framework for go to market for that business, but it was hard to step away. But balance is key. That's what I've learned is the measure of success is back to that idea of how do you measure your life in the near term, I obviously measure, as you know, I measure every month, every every week. We know that meetings do you? I don't miss much on that front. It's my, you know, as you know, I trained as an engineer and a quantitative economics guy coming out of college. I left that in the box, mind you, coming out of college. I think the engineering degree never actually got cracked. But, you know, that's how I think about success. It's good. It's good balance. If I look back, you know, we're been doing a lot of episodes here, right, as we wrap up season two, doing a phenomenal job. Thanks. And as we look back, there are some key trends, right, from the leaders like yourself that we've chatted with balance is key. It doesn't matter if you can't keep it in balance. And I know there's those people that are like, oh, if you love what you do, you know, no, balance matters. You have to be purposeful about balance. So awesome call. That's right. Personal leverage. You know, I use that. I use that. I learned that more. I learned that later in life. Personal leverage, which is, you know, achieves balance. Yeah. Final final thoughts here. We're going to we're going to look out to the future a little bit. And I know, again, we've said it. We're probably a broken record about it just changes so fast. But any emerging trends, anything that you think that for the partners that are listening out there that you really want them to pay attention to? I mean, there's the obvious ones you like. I'm on stage pitching, AI and DX and cyber. But I want to go back to this idea that, you know, we we went out and interviewed 150 CXOs. So there are CIOs, chief digital officers, and increasingly they are buying through the channel. So when I look out, sure, there's lots of technology. You and we are going to be on top of the next one. But I think the most interesting trend is the fact that the affinity towards this channel is only accelerating. The propensity for success is really the CXOs. These are larger corporations, but importantly, those mid market have validated and are doing nothing other than running to our technology advisors for advice and to buy services. Yeah, yeah, it's it's such a it's a great point. And it's such a, you know, like like you mentioned earlier with the Erickson story, but if we just flash back and flash back and flash back further, how many conversations have we had to be in where we've had to convince people why the channel is important as a vendor, why you would want and now just that that rate of adoption of selling here versus trying to sell it direct as a vendor. I mean, I love obviously selfishly. We love that that trend, but it proves the value, proves the value in a customer's eyes. And there's so much more room. So much runway. I love it. Yeah. And there'll be some transactional stuff. Look, things are going to go through marketplaces, transactional. But that's why the complex sale starts with the technology advisor and teams like you. All right, Dan, I'm questioned out, man. I really appreciate you doing this with me, buddy. No, I love it. Thanks. And I love the new background there, too. That is looks like an anaconic chamber or something to that effect. No echoes in here, baby. Yeah. Well, all right. Hey, man, that wraps us up for today. Thanks, everybody. I'm your host, Josh Telarus SVP of Sales Engineering at Telarus Dan Foster, chief revenue officer. This kicks us off with business lessons. Until next time.

In this captivating conversation, Kim Clark and Caitlyn Miller join the show live at Boulderthon as we explore the secrets to long-lasting success in running, where Kim's seasoned wisdom meets Caitlyn's entrepreneurial flair. Kim's insights into the endurance journey and Caitlyn's ability to thrive in multiple businesses while remaining dedicated to running offer a wealth of inspiration. Discover how these two powerhouse individuals have harnessed social media to build thriving businesses while staying committed to their running goals. They reveal the delicate balance between entrepreneurship and athleticism, sharing invaluable lessons on adaptability, resilience, and continual self-improvement amidst life's chaos. Tune in for an invigorating discussion that illuminates the paths to success in both running and entrepreneurship, leaving you inspired to chase your dreams with unwavering determination. Key Points: Kim's journey of going from a 6:08 to a 3:11 marathon Growing thriving businesses through social media The overlap between running and content creation Creating healthy habits around running and social media Keys to longevity in running and how to stay injury-free How short-speed work can enhance your marathon performance A practical approach to nutrition for runners Caitlyn's journey to running a sub-3 hour marathon in Boston Strategies to boost your confidence as a runner Tips for structuring a training plan to help you crush your next race Knowing when to take a break from running to prioritize overall health and wellbeing The importance of strength training for runners and how to properly implement it Top books for runners looking to improve their physical and mental performance How to build a strong mindset to become a better runner Use setbacks as fuel to propel you into a better version of yourself Pros and cons of running a business on social media Kim and Caitlyn's definition of Pure Ambition Connect with and support Kim: Kim's Instagram Connect with and support Caitlyn: Caitlyn's Instagram Caitlyn's TikTok Other Links + Coaching Connect with me: Download my FREE training app here: Upspace App Instagram: @dominicfusco TikTok: @dom_fusco YouTube: Dominic Fusco LinkedIn: Dominic Fusco Want to help the show grow? Sweet! Here's what you can do: Share this episode with someone who would find value in it. Leave a 5-star rating and review on the podcast app and let me know your honest opinion! Share this episode on your IG story and tag me @dominicfusco

We had a terrific conversation with Kim Clark about her journey through life, strife and the road to healing. . [Listen Here] Spreaker Podcast Link: https://www.spreaker.com/show/... Spotify Podcast Link: https://open.spotify.com/show/... Apple Podcast Link: https://podcasts.apple.com/us/... . [Show Notes] 29029 Everesting: www.29029everesting.com Book: 12-Hour Walk by Colin O'Brady Rich Roll & Colin O'Brady Podcast: https://spotify.link/dZQScGVec... Book: The Body Keeps the Score Book by Bessel Van Der Kolk Book: The Body Says No by Gabor Mate . @scottjones1859 @djj378 @twistedoakyogaandwellness @kimberlyclark @29029everesting @zebracentre @ourhouseedmonton @richroll @colinobrady @12hourwalk @gabormatemd @hilarylmcbride @jesseitzler @marc29029 @fairmontwhistler @davidgoggins @whistler @youcanyouthservices . #likeitifyoulikeit #miscarriage #pregnancyloss #rainbowbaby #childhoodtrauma #therapy #barefoot #awe #yoga #analog #whistler #writing #endurance #training #suffering #mountain #volunteer #supportteam #eatuourfuckingchicken #community #trees #sexualviolence #griefliteracy #climbing #panicattack #tedd #adventureready #glimmer #bourbon

Author and speaker Kim Clark joins On Point to outline how insurance marketing professionals can understand and apply diversity, equity and inclusion messaging to their work. “This is … Read More » The post As Workers Evolve, So Must Workplace appeared first on Insurance Journal TV.

In this 27th episode of CultivatED Marketer, hosts Brent Bowen and Matt Tidwell, PhD, chat with Kim Clark, a consultant, speaker, and educator on DEI communications, as she shares how she transforms the way corporations approach DEI policies, making it more than just a buzzword. She also dives deep into the challenges, opportunities, and ROI that come with improving DEI efforts in the workplace.

In this week's enlightening episode of "They Don't Teach This in Business School," your host Julie Bee engages in a thought-provoking conversation with the dynamic entrepreneur and esteemed Diversity, Equity, and Inclusion (DEI) Communications speaker, Kim Clark. As the co-author of the Amazon number one bestseller, "The Conscious Communicator,"   Kim brings a wealth of wisdom and experience to the table. Amidst the engaging dialogue, Julie poses a crucial question to Kim: "If you were to teach a course to future business owners or aspiring entrepreneurs, what's the one thing you would want them to learn from you about business ownership?"   Tune in to uncover Kim's profound insights on conscious business practices and gain invaluable lessons that transcend traditional classroom teachings. Don't miss this empowering episode to equip yourself with the knowledge necessary to thrive as an entrepreneur in today's dynamic world of business.   Have weekly leadership tips and insights delivered straight to your inbox – sign up here.   If you'd like to connect with Julie, she's available on the Web and on most social media platforms like LinkedIn, Facebook, Twitter and Instagram.   Julie has spoken to countless organizations for 13+ years on topics including leadership, management, employee engagement and morale, workplace culture, small business ownership, and entrepreneurship. If you an engaging, relatable, and inspiring speaker for your next event, book Julie to speak to your group.   Production services for They Don't Teach This in Business School are provided by Downtown Podcasting. To start a conversation on how you can have a podcast, simply send an email to info@downtownpodcasting.com.

Join me for another captivating episode of "Find Your Finish Line" as I sit down with the incredible Kim Clark, better known as Track Club Babe. With an impressive following of 225,000 on Instagram, Kim's microblogs offer daily doses of inspiration, encouragement, and invaluable training advice derived from her years of running experience. From a disastrous six-hour marathon in high school to her decision to pursue serious marathon training in her late 20s, Kim shares her remarkable journey, culminating in an impressive PR of 3:11 and a passionate community of runners.  Tune in as Kim, a former human rights lawyer turned commercial real estate agent from San Diego, imparts her wisdom, providing a glimpse into her creative process and the impactful content she shares with her followers each evening. Get ready to be inspired by Kim Clark's unwavering dedication to running and the positive impact she has on the running community.

Margo is joined by sisters Kim and Tracy of Hearts on Fiber out of Davidson, North Carolina. Kim and her three daughters were of the belief that every small town needs a local yarn store so when the Davidson craft center closed, an empty space for fiber arts opened. The urge was so strong to try and fill the “space” that they quickly began planning a way to open a new kind of craft store.   Hearts on Fiber started with little more than an idea, late nights dyeing yarn out of their kitchen which became the laundry room and eventually the attic until their passionate mission to be so much more for their town came to fruition. Since moving into their current location in downtown Davidson, the business has expanded and Kim's sister Tracy has taken on a role within the business. Hearts on Fiber provides kits and tools for a range of fiber arts, along with the space to learn, inspire, explore fiber arts, build community, and so much more.   Margo, Kim and Tracy discuss: The stars aligning and how Hearts on Fiber really came to be Instilling creativity in her daughters from a young age How working with family impacts their business and managing different personalities How Tracy came into the business How to cultivate community through inspiring and teaching Making knitting/fiber arts accessible to people of all levels Demystifying knitting techniques Private class offerings versus group classes Where to start if interested in knitting for the first time And so much more   Connect with Kim & Tracy: https://www.heartsonfiber.com/ www.instagram.com/heartsonfiber Connect with Margo: www.windowsillchats.com www.instagram.com/windowsillchats www.patreon.com/inthewindowsill  

Guest: Kim Clark   Guest Bio: Kim Clark helps communicators and content creators learn and apply Diversity, Equity, and Inclusion to engage leaders & employees in DEI work. She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller and is leading the work to help organizations build trust and reputation through DEI communications and social justice messaging skills and processes. Her career spans documentary filmmaking, teaching at San Jose State University, and leading global internal communication teams at KLA, PayPal, GoDaddy, and GitHub. She is known for her ability to facilitate sensitive yet urgent conversations to make meaningful progress in creating inclusive workplaces. Her focus is helping communicators and content creators understand and act on their role in DEI. She speaks at conferences, designs custom workshops, writes inclusive communications guides, and consults with companies on all things related to diversity, equity, and inclusion communications. Guest Links: Free Gift: Four Signs of Performative Communications Download     About Salesology®: Conversations with Sales Leaders Download your free gift, The Salesology® Vault. The vault is packed full of free gifts from sales leaders, sales experts, marketing gurus and revenue generation experts.  Download your free gift, 81 Tools to Grow Your Sales & Your Business Faster, More Easily & More Profitably. Save hours of work tracking down the right prospecting and sales resources and/or digital tools that every business owner and salesperson needs. Watch the demo of the Salesology® Prospecting Method, A Simple, 3-Step Method That, On Average, Increases Qualified Appointments & Sales By 73%. If you are a business owner or sales manager with an under-performing sales team, let's talk. Click here to schedule a time. Please, subscribe to Salesology®: Conversations with Sales Leaders so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! To learn more about our previous guests, listen to past episodes, and get to know your host, go to https://podcast.gosalesology.com/ and connect on LinkedIn and follow us on Facebook and Twitter and checkout our website at http://www.gosalesology.com

Fallon Siniscarco started us off by talking about how cliques can make someone feel like they are superior or better than other people.   Kim Clark went next talking about cliques in the workplace and how the use of acronyms and are jargon that outsiders don't understand could be a way to notice you're in a clique.   Stewart Wiggins then asked a provocative question – Are cliques a bad thing or are they just a derivative of a group of people having common interests? He went on to say he thought a clique could be a positive thing.   I disagreed saying that a clique by definition excludes and even trying to make people feel badly about not being included.   In the end I have a few questions for you – Are cliques always negative? Have you ever been in one? If so, what told you that you were?   Connect with the panelists: Fallon Siniscarco: https://www.linkedin.com/in/fallon-siniscarco-889558267/ Student Utica university studying occupational therapy. She will be going to grad school in the fall to study the same.   Kim Clark: https://www.linkedin.com/in/deicommunicationskimclark/ She is a Speaker & Consultant helping communicators and content creators learn and apply Diversity, Equity, and Inclusion to engage leaders & employees. She is also the Co-author of Amazon Best Seller the Conscious Communicator   Stewart Wiggins: https://www.linkedin.com/in/stewart-wiggins/ Induna Advisors – where he offers Fractional Chief Operating Officer services and Brings resources together to help scale your business.   Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/ Known as the Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes. Mental MacGyver.com   Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/   #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

In today's episode, our guest expert Kim Clark joins us to discuss the strategy for effective communication. Whether you're looking to enhance your communication skills or seeking to develop a cohesive team, this episode will provide you with practical tips and expert advice. So, sit back, take some notes and get ready to learn how to take your communication effectiveness to the next level!Meet Kim ClarkKim Clark helps communicators and content creators learn and apply Diversity, Equity, and Inclusion (DEI) to their work. As a result of helping organizations navigate these socially turbulent times, communicators can engage leaders and employees, help attract and retain talent, and strengthen organizational reputations. She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller that features The DEPTH Model (TM). DEPTH is a strategic and proactive framework to guide organizations on effectively positioning themselves on DEI and social topics and messaging. Connect with Kim:https://communicatelikeyougiveadamn.com/Meet Loral Langemeier:Loral Langemeier is a money expert, sought-after speaker, entrepreneurial thought leader, and best-selling author of five books.Her goal: to change the conversations people have about money worldwide and empower people to become millionaires.The CEO and Founder of Live Out Loud, Inc. – a multinational organization — Loral relentlessly and candidly shares her best advice without hesitation or apology. What sets her apart from other wealth experts is her innate ability to recognize and acknowledge the skills & talents of people, inspiring them to generate wealth.She has created, nurtured, and perfected a 3-5 year strategy to make millions for the “Average Jill and Joe.” To date, she and her team have served thousands of individuals worldwide and created hundreds of millionaires through wealth-building education keynotes, workshops, products, events, programs, and coaching services.Loral is truly dedicated to helping men and women, from all walks of life, to become millionaires AND be able to enjoy time with their families.She is living proof that anyone can have the life of their dreams through hard work, persistence, and getting things done in the face of opposition. As a single mother of two children, she is redefining the possibility for women to have it all and raise their children in an entrepreneurial and financially literate environment. Links and Resources:Ask Loral App: https://apple.co/3eIgGcXLoral on Facebook: https://www.facebook.com/askloral/Loral on YouTube: https://www.youtube.com/user/lorallive/videosLoral on LinkedIn: https://www.linkedin.com/in/lorallangemeier/Money Rules: https://integratedwealthsystems.com/money-rules/Millionaire Maker Store: https://millionairemakerstore.com/Real Money Talks Podcast: https://integratedwealthsystems.com/podcast/Integrated Wealth...

This conversation was not at all about what I thought it would be.   We started off with Rick Alcantara saying he believes the only way to be successful is for leaders to put their employees first.   Strong start. I agree. You've likely heard me say that it is a problem when companies expect their employees to treat the customers better than they (the employees) are treated.   Then Kim Clark talked about DEI (diversity, equity and inclusion) and how having an organization that is inclusive will make it more likely that your employees will be better at serving a diverse customer base.   “Fix the inside to serve the outside.”   Stewart Wiggins picked up the thread by reminding us that taking care of employees isn't just about compensation. It is always about giving them the authority and empowerment to make decisions and help customers.   He added that there needs to be balance between supporting customers and taking care of employees.   I believe the saying “the customer is always right” leads to employees being treated worse than customers are treated and that leads to employees who don't want to provide good customer service because they're not respected.   You have to be willing to trust your employees more than you fear your customer.   Do you think the conversation we had was about the question I posed or was this about something else?   Connect with the panelists: Stewart Wiggins: https://www.linkedin.com/in/stewart-wiggins/ Induna Advisors – where he offers Fractional Chief Operating Officer services and Brings resources together to help scale your business.   Rick Alcantara: https://www.linkedin.com/in/rickalcantara/   He does public relations, digital marketing and crisis communication at Rick Alcantara consulting   Kim Clark: https://www.linkedin.com/in/deicommunicationskimclark/ She is a Speaker & Consultant helping communicators and content creators learn and apply Diversity, Equity, and Inclusion to engage leaders & employees. She is also the Co-author of Amazon Best Seller the Conscious Communicator   Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/ Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast   Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/     #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com   #DEI #TheCustomerIsAlwaysRight      

Kim Clark joins Jim Flynn and Natasha Suber to explore the role that marketing and communications professionals can play in Diversity, Equity, and Inclusion (DEI). What can insurance marketers do to make a positive impact on their organizations in regards to DEI? Listen to this inaugural episode of IMCA peer2peer.

The first episode of IMCA peer2peer launches soon. Subscribe now!About our first guest:Kim Clark (she/her) focuses her work on the communicator and content creator's role in diversity, equity, and inclusion (DEI). She is the co-author of  The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller and the leading voice for DEI communications and social justice messaging guidelines for brands.

Kim Clark, our guest on this episode, focuses her work on the communicator and content creator's role in diversity, equity, and inclusion (DEI). We talk about what Kim means by being a “communicator”. She discusses the concepts of being an internal communicator and/or an external communicator. Much of Kim's commentaries talk about what corporations can and should do to be more inclusive. As our discussions proceed, we talk a great deal about the ideas around “inclusion” especially where disabilities are concerned. While, as always, I asked Kim to provide me with questions and conversation topics she wanted to discuss we get to delve a lot into how the world treats, or not, persons with disabilities and other marginalized groups. Kim is the coauthor of the #1 Amazon bestselling book, The Conscious Communicator: The fine art of not saying stupid sh*t, or as we say during the podcast, “The Conscious Communicator: The fine art of not saying stupid stuff”. You get the idea. I believe this was one of the most fun and, at the same time, informative and pertinent podcast episodes I have experienced. I hope you enjoy it. Please let me know your thoughts. About the Guest: Kim Clark (she/her) focuses her work on the communicator and content creator's role in diversity, equity, and inclusion (DEI). She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t, an Amazon #1 bestseller and is a leading voice on DEI communications and social justice messaging for brands. Her career spans documentary filmmaking, agency partnerships with the Discovery Channel, teaching at San Jose State University, and leading global internal communication teams at KLA, PayPal, GoDaddy, and GitHub. She is known for her ability to facilitate sensitive yet urgent conversations to make meaningful progress in creating inclusive workplaces. She speaks at conferences, designs custom workshops, writes inclusive communications guides, and consults with companies on all things related to diversity, equity, and inclusion communications. How to connect with Kim: LinkedIn YouTube My Website Instagram Book website Buy the book About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson  00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:21 Welcome once again to unstoppable mindset. Yeah, I get to say that every time we do an episode, it is kind of fun. We've now been doing these podcasts in September of last year, they're very enjoyable. And today we get to talk with Kim Clark, who is a conscious communicator, a knowledgeable person dealing with diversity, equity and inclusion. She is a co author of a book called The conscious communicator and she'll tell us more about that. And all sorts of other stuff, dealing with diversity and so on. We're gonna have fun with this, because although most of the time when you deal with diversity, especially you don't deal with disabilities, we're going to have to talk about that a little bit and see what kind of fun we can have. But we'll be nice about it. Right. Anyway, Kim, welcome to unstoppable mindset.   Kim Clark  02:06 It's really a pleasure. Thank you for having me, Michael. And I'm an aspiring conscious communicator. I just want to clarify having a arrived. I'm not enlightened, but I'm a farther along than a lot of other people. Is this   Michael Hingson  02:19 sort of like, is this sort of like when you're a lawyer, you're in a law practice. You're always practicing. And   Kim Clark  02:24 you're always? I'm a DI communications practitioner. Yes.   Michael Hingson  02:29 So So you have a dei practice or something like that?   Kim Clark  02:33 Yes. Communication, specifically as my lane. Yes.   Michael Hingson  02:37 Well, that's fair. That's fair. We can we can live with that. Well, I really appreciate you coming on board. And looking forward to having a great chat. Let's start like I usually like to do and again, it's something I've been doing almost from the beginning. And it just seems to me that kind of fun way to lighten the load and start the process. Tell us a little bit about you growing up and sort of where you came from, and how you got into this and all that stuff. For a general question, I   Kim Clark  03:05 love it. I love it. Michael, thank you very much for helping set the context of how I got to be where I am today. I grew up in a conservative Christian kind of environment from a religious standpoint in Oregon, Washington, and then coming down to California. And I've been in California ever since I was 12 years old. But I'm still an Oregonian at heart. In Oregon, you're either a beaver or duck doesn't even matter if you went to those schools. And we are ducks in our family. So just to clarify that for any Oregonians that are listening. And I had a very interesting coming out in my late 20s. And from that experience, I I produced a documentary called God and gays bridging the gap. And that was basically putting a face and voice to people who were becoming political pawns at the time and still are. And to talk about the benefits and consequences of coming out. When you say coming out You mean as as LGBTQ plus okay, great, just making sure. And then bringing in, you know, pastors and people who are, you know, a part of Christian or Jewish traditions and bringing in that perspective. And so I spent a lot of time showing that movie around all over the place for a few years. And that really catapulted me into how do I tie in social justice issues. Equity. In my work, work, no matter where I am, shortly after the documentary, which was my happiest time and my poorest time. So I got into corporate communications, specifically internal or employee communications. And that's where you spend your time working with leaders sending out emails doing intranet work. So you're talking to the employees about what's going on in the company, you're setting up the company meetings, working with employee resource groups on setting up, you know, speakers and those kinds of things. And at that same time, I started to bring in a mentor who became my teacher and coach, and I've worked with her for almost 20 years now. And she has been a diversity trainer for 40 years. And so while I'm learning and coaching with this mentor over these years, she's constantly talking about diversity, equity and inclusion in the, the corporate space. And so I start pulling when I'm learning into my communication strategies, I'm like, Okay, well, what is the role of a communicator and content creator in this diversity, equity and inclusion space. And so I started implementing that, and building the infrastructure of relationships externally, with grassroots community organizations, as well as employee resource groups, etc. And it was tested, when the pulse tragedy happened in 2016, in Charlottesville, where employees came to me and said, We can't focus, we need support, can we do something for employees. And so I, in within a few hours, got together a virtual vigil. And I brought in my mentor, she's on speed dial, everybody should have somebody on speed dial for these kinds of things. I'm on lots of clients is speed dial, but my mentor was my speed dial. And I brought her in, and we held a virtual vigil over resume in 2016. And I saw, without knowing anything like this, whatever occur at the time, I saw the importance and the urgency that communicators needed to be in a strong position to handle these kinds of social crisis situations, but also being proactive around diversity, equity and inclusion communications from a cultural moment, like Pride Month, proactively and consistent, strategic, meaningful, transformative versus performative. And I just started going out and talking about it. I did a lot of talks, conferences, you know, speaking opportunities, I did a lot of teaching while I was in house, and then in 2019, I went out on my own, and I'm, that's what I do full time now is I help answer, what is the role of the communicator and content creator when it comes to diversity and equity and inclusion efforts. And so much, Michael, you've seen this of de ai efforts, including accessibility, especially accessibility is based in language and communications, channels, how accessible our channels are, that's all the role of the communicator. And so I'm honored to be a part of this work. And since the summer of 2020, when so many companies were put were posting social media, statements of solidarity with the Black and African American community, I got really pissed off, because I knew coming from the position and the experience that I had had for over a decade in corporate communications, I knew what was happening. It was a Keeping Up with the Joneses, it was, you know, not wanting to be left out, but they did not understand the work that is behind those statements. And so I knew they were performative, for the most part, even with commitments of donations, etc, etc, I knew they didn't truly understand and that we're not equipped and resourced, whether it's people or funding to live up to what those statements meant. And so I saw those statements as using communicators, my people, my community, as being performative. They were that we were being used, and we were participating in this performative system. And I'm, I just, it just fired me up to say, I want to write a book about this, which led to the co authoring of a book called The conscious communicator, the fine art, I'm not saying stupid stuff stuff.   Michael Hingson  09:44 Yeah, I thought you were gonna do it. Yeah.   Kim Clark  09:47 And my co author is Janet Stovall, who's a TED speaker. And so she's worked with CEOs of UPS. She's an executive speech writer. So she knows that external part of communications, I know the internal part. of communication. So we partnered up to write this book, specifically for content creators and communicators, for them to understand their role and name, shall I say their responsibility in this work to become to EI, social change agents in their organizations?   Michael Hingson  10:15 Let me ask this, you said something that prompts the thought. We talked about diversity, equity, inclusion and accessibility, that really misses the mark as What does accessibility mean, we still don't deal with disabilities, as a society as a race. That is the human race in general. We don't recognize yet that disability does not mean a lack of ability. And the fact of the matter is that when we say D, EI and EI, it doesn't mean a lot. Because what does accessibility mean? Do we talk about, for example, websites, a website can conform, for example, even from from a disability standpoint and an accessibility standpoint, it can conform to the guidelines set by the World Wide Web Consortium, the Web Content Accessibility Guidelines, it doesn't make the website usable, even though it conforms, there are things that that one can show where that doesn't always happen. Accessibility really misses the mark, because we really got to get to the point. And this is something that someone said, a few years ago, a gentleman named Suman, conda, Dante who developed a product for blind people called IRA, that he looks forward to the day when accessibility is eliminated from and is not used in the in the English language or in human language anymore, when we don't deal with that. And the reality is, it's not accessibility, it truly should be inclusion, and, and disabilities, for that matter. And until we change, and we should change how we view disability because disability, as I said, doesn't mean a lack of ability. It's a characteristic pure and simple. And also it is the second largest minority if we consider women, a minority, although numbers wise, all y'all are on a larger group than men. But we'll just go in with a standard typical definition. Persons who happen to have a disability are the second largest minority, and the minority that is absolutely totally 100% discussed the least, we didn't discuss at all National Disability Awareness Day here in this country. Earlier this month, we didn't discuss an October National Disability Employment Awareness Month, you don't see it discussed on television, as a minority, although we have a lot of sub characteristics 100 we don't discuss it, we don't deal with disabilities at all. And I am not picking on you. I'm making an observation that somehow we have to change the conversation to make that truly happen, and that we truly get included. And that's what I'm curious to see how we can really change that dynamic and get people to recognize that we're being excluded no matter what anyone says.   Kim Clark  13:17 You are not Yeah, the world isn't designed for people with disabilities, including communication channels. Right. And that's something that I talk about in my trainings quite often is the whole idea of the curb cut effect, if you want to talk about and set context for the curb cut effect, and then I'm happy to pile on as far as like what the role of the communicator is. Sure, go ahead. So the curb cut effect is the idea of especially if you're in the US, the curbs sidewalks out in public, were cut down very purposely, and then add you know, painted yellow in the middle and then dots. I don't know what the actual name of the dots are. But there's there's dots,   Michael Hingson  14:01 truncated domes, but anyway, go ahead. Okay.   Kim Clark  14:04 Thank you. Thank you. And so they were specifically built for blind, low vision, wheelchair users, etc. People with disability then, but here's the thing, the effect of Curb cuts while they are designed specifically for people, you know, with disabilities, the effect is we all benefits. Sure people who are not wheelchair users, people who are sighted. We all benefit people with you know, luggage, people who use canes who have had strokes. People who have baby carriages, people who are cyclists, you know, who will have bikes in all of its forms. People who use carts, you know, who are pulling a wagon, you know, out to the park, or whatever it is. So everybody is benefiting. Nobody has to step off a curb, you know? And, uh huh.   Michael Hingson  15:11 Take a person in a wheelchair who rolls down a ramp and goes over those truncated domes. My wife who I was married to until she passed away last month, almost 40 years. hated those as a number of people I know in wheelchairs did hate them because they get bounced all over the place. It's like riding over cobblestones. Yeah, and, and the other problem is, although some blind people really pushed for them, how much do they benefit blind people, if you're truly walking at a fast pace? Your cane, if you're using a cane may hit the dots, or the strips aren't that why do you might even go all the way over the dot the the plate of dots. And without hitting it, the reality is we still are missing the point, it's more important that blind people detect the ramp. And the dots don't necessarily do a lot to help that for a lot of us. And some people said, Well, what about a subway station to keep you from going off the edge. That's what a cane is for. That's what a dog is for. And the dots may or may not add value. And then the plates of dots at a subway platform are not very wide anyway. So I only bring that up to say they they were installed and they benefit wine people and so on. Yeah, sorta kinda. And then you can talk about the curb cut effect and the way where you have some curbs and there are some places like in Sacramento, and other places where it isn't just a curb cut, the the sidewalk gradually goes down to the street so that it's really a flat exit from the sidewalk onto the street. So you can't even tell there's a curb cut. Some people can make the case that the dots may help there. And I'm still not convinced of that having been around Sacramento, there are other mobility tools that we need. But I hear what you're saying. And look, I can make that case in other ways. The phones today smartphones have the ability to verbalize what's on the screen and so on. Although the companies don't really require, especially Apple, whether it's Apple police who supervised whatever goes into the App Store. The app developers are not required to do anything to make their apps accessible or usable by persons with a disability necessarily, but voiceover for example, on the iPhone is there. It's on every iPhone that exists in the world ever since the iPhone 3g. But why is it that we don't see more mainstreaming of using that voice? Why is it that in Tesla's rather than using a touchscreen? People are given more audio inputs? Why is it that people in a vehicle aren't encouraged to use the voice technology and Apple Push the voice technology more so that rather than looking to see who calls you, you turn on a voice that allows you to hear without ever discussing with the phone? Who is it but the reality is we're still not being included in the conversations because people say oh, that was for blind people or for for people who can't read the screen. It shouldn't be that way. You know, the electric lights and other example that covers up your disability of being light dependent, but make no mistake, you have a disability. Because if the lights go out, you have a power failure or whatever. The first thing you do is go look for a flashlight. And we've made light technology, light emitting technology incredibly available to people who can see but it doesn't change the fact that you still have to use it to cover up a disability. And still, we do that rather than changing the conversation.   Kim Clark  19:09 I love it. I love it. Your apps, of course you're right. And I and I love learning from you continually. And the whole idea of that curb cut effect is is to your point is there is a difference between intent versus impact to your point. But the intent is like okay, if we can design the world more specifically for folks that have been left out of design. We're actually going to get everybody else but just like the disability movements mantra from the late 60s, nothing about us without us, which is my one of my favorite mottos, which can also be applied to other communities situations. We have to work as communicators, with people not about or For people, it has to be in collaboration and co creative space. It's like, so me, as an internal communicator, I can own the channels. But I have to work with folks who are looking for those channels to be more inclusive of their experience. Because the whole point, Michael of communications and communicators, our whole goal should be connection. It should be connection. So if I'm putting out an email or a meeting, or an event or a social post, and I'm cutting out, like, what's the percentage, I mean, billions of people around the world I'm cutting out without getting trained and working in collaboration with people who have the answers. They know what needs to be done, we have to listen. And we have to do what they say.   Michael Hingson  20:54 We Yeah, the according to the CDC, for example, 25% of all persons have a disability of some sort. Now, the challenge is that a lot of the needs and issues that blind people face are different than the issues and needs of a person in a wheelchair, or a person who is dyslexic or a person who is deaf or hard of hearing. But yet, we all still have the same basic situation, the same basic characteristic in that we're not included. And it's difficult sometimes for different subgroups to get beyond individual needs to recognize that, but it is still where we have to go. We are we are dealing with so many different things. Just this year, the Department of Justice finally said that title two of the ADA, Americans with Disabilities Act applies to the internet. Why did it take 31 years from the time the Americans with Disabilities Act was enacted? For them to say that, in reality, the internet is a place of business as a place of reasonable accommodation. And websites need to be made accessible. Now, my belief is that as people, even today, especially today, start to look at that the reason for making your website inclusive shouldn't be because you're going to get sued, although it's there. And we can't ignore that. But we should do it because it's the right thing to do. We we include as a result, up to 25% more people than we would otherwise have. But we don't tend to look at the fact that the cost of doing business should be inclusive of persons with disabilities.   Kim Clark  22:50 And it's it's not it's not acceptable, you know, and we need to really, you know, make sure that we understand that in all kinds of fields of communications, that is completely unacceptable. Our internal websites or external websites, you know, or, or social platforms, it's completely unacceptable. I have a son and a daughter, and my son is autistic, and low verbal skills, and epilepsy. My daughter is dyslexic. And it wasn't really figured out that she was dyslexic until about second grade. And I know some people don't even know you know that they're dyslexic to college, for example, or college age. And I'm seeing especially my daughter, because she is she has more communication abilities than my son, I can hear from her. I've just like her view of the world is like this, this world, this school system, you know, these books, etc, are not built for somebody like me, I have to figure out a way to create my experience, given what the world has left me out of in designing. And so between the two of them and watching them trying to navigate the world is part of my motivation of trying to create more inclusive work spaces and places to set them up for success because my son from an autistic experience, he's just he sees the world differently. And he is experiencing the world different than what I can understand. And there is no to your point, lack of ability with either of them. They are still perfect, whole and complete. So what do I need to do as a dominant culture as a white person, as a woman, as educated, college educated, like lots of privileges, and I have this platform and this gift to teach, what can I do? What is my role? So I've turned this into my purpose. This is absolutely my purpose. have just like what is the inclusivity look like that we need to turn our, you know, turn our design paradigms, we have to flip the script, we have to flip the script and understand that we need to be designing from a completely different way than what has been done before, in order to achieve what we say that we want. And that turns communications channels as well as messaging from performative to transformative to where we can see the evidence of it. That's something my teacher mentor talks about all the time. It's like, okay, you talk about you want inclusion, you that you're an inclusive culture. Well, what's the evidence of that? So that's where I'm coming from to is like, evidence action? What is, you know, show me, show me, you know, and that's especially rare in the kind of communications world because we're all like, let me tell you about it. Let's talk about it. And I'm like, yeah, uh huh. Uh huh. And there's the say do gap. So you say that you have di e IA. So diversity, equity, inclusion, accessibility. So lots of, you know, companies are adopting that kind of acronym right to be inclusive of accessibility. But are you funding that across your organization? Not just an employee resource group, as an advisory board, or whatever it may be? But are you funding them? And are you for hiring folks in your sales department, in your marketing department, in your IT department, in your communications department, hiring them? It's, you know, you have to have evidence behind what you say, to close that gap between what you say, and what you do. And then what you do, we get to say, so it's this nice, you know, relationship, but we've gotten too comfortable with this wide gap. And that's an acceptable,   Michael Hingson  27:00 well, and I go back to D EIA, my concern about a is it doesn't really address the issue of disabilities necessarily at all. And it doesn't need to be there, it should come under inclusion. Diversity should include disabilities, but it doesn't everyone has thrown disabilities out of the concept of diversity. You don't hear Hollywood talking about blind directors, we did see a film when the Best Picture award and some some good representation representation for deaf and hard of hearing this year at the Oscars, and that is great. But whether it really changes the dynamic, in the long run, is another story. And again, if we're going to talk about inclusion, you either are or you're not. This this is my my opinion and my definition of it. But you can't say well, yeah, we include some people, yeah, we're still working on others, and you're not inclusive yet. It's a quantum leap. As far as I am concerned, I probably am in a minority for saying that. But you know what, everyone else has screwed up diversity, so I can have my opinion. If we're truly an inclusive society, then there's no need to do anything else about disabilities. It's automatic. But we haven't grown to do that. And another example that I would give you is, and I've talked to deaf people about this, why is it that persons who are deaf or hard of hearing prefer deaf and or hard of hearing and not deaf or hearing impaired, there's a great reason for it? The great reason is, because when you start to use hearing impaired, you're still comparing yourself to a person who has what you might call perfect hearing. And the concept of impaired means you're less, we haven't changed that dynamic for blind people. I actually had a discussion with someone in a speech I gave in October, because I discussed the concept of blind and visually impaired and I said there are two problems with the word visually or the concept of visually impaired one. Visually, I'm not different simply because I'm blind. Now there might be something about my particular eyes or anyone's particular eyes, but blindness doesn't cause visual differences. And then you've got impaired, I'm not impaired, and we need to get the language changed. So blind and low vision is the equivalent I think, to blind to deaf and hard of hearing. And I respect deaf and hard of hearing. And when I had a discussion with someone and I use the word hearing impaired, they explained it and I said I absolutely appreciate it and you're absolutely right. But I think it's just as true for blind and low vision to be adopted. But again, diversity, equity inclusion and accessibility doesn't deal with the issue. Not at all, what does accessibility mean? For whom. And so, really, it's all about or ought to be all about inclusion, to truly make it, something that works. And we need to get society to recognize what inclusion really ought to mean. And then you know, and then deal with it accordingly. But you had mentioned that you are more of an internal communicator and your co author of the book, and I want to get to the book is more involved in external communications. Tell me more about that, if you would?   Kim Clark  30:48 Well, your your point is, so I really want people to hear what your point is around this. And a lot of it does come back to language, it comes back to narrative. What are communicators and content creators, creating around the term accessibility? How are they defining in their organizations, the term inclusion? And how are we doing follow up communications around the evidence of inclusion, that's all communications. That's why it's so critical for communicators and content creators. To truly understand this work. It's not something you just write and throw over the fence. Because we're creating the perception, the stereotypes, what is being emphasized, and what is being de emphasized. So we're emphasis emphasizing certain parts of inclusion, but we're de emphasizing to your point, you know, people with disabilities in inclusion, and we also have to own the paradigm shift around inclusion is is less about how do we accommodate others and more about how it is the dominant power within our corporate spaces, recognize itself and make room? You know,   Michael Hingson  32:05 and you're absolutely right. And again, that's why I mentioned the problems and concerns I have with the term accessibility, it's meaningless. It doesn't at all necessarily mean, disabilities, we're not putting any true emphasis on that. Someone created that. And they've come up with other terms like differently abled, which is balderdash. Because I'm not differently abled, I may use different techniques, or special needs, yeah, I may use different techniques, but so does a left handed person from a right handed person, so does a very short person as opposed to a very tall person. The reality is that none of that deals with the issue. And in to your point, I know that's what communicators really need to do, which is to create that language. And then the real issue is you can communicate it all day long. But how do we get people to accept it.   Kim Clark  33:03 And that's the beauty of communications, because we have a responsibility and a superpower an opportunity to drive accountability with our visibility, visibility drives accountability. So we can shine the light, right, we can focus on those areas where the work really needs to be done, and then demonstrate and share out the evidence of that work. So something that I do for clients is inclusive communications guides. And so this kind of shared language within an organization, every organization needs to have an inclusive communications guide. It sits between your employee handbook and your brand guidelines. And it makes it real it's it's it ladders into your diversity, equity and inclusion efforts. When it comes to language. So you're delivering it's, it's part of your evidence of your dei work. And in in my version of this d of these inclusive communications guides, I have a specific section on people with disabilities, I know you're going to be reviewing my section to ensure that it is accurate, but this whole idea of the language that we use when we are a part of the community, when we're not part of the community. How do we handle those cultural moments and those opportunities? Were those external like internal International Day of disabilities that we were talking about in October? Like how do we do storytelling that is authentic and transformative and meaningful? So that's part of the work, which it was part of that motivation of why I did the book is because we needed to clearly define the role of communications as communicators within nonprofits, corporate, any kind of institutions, whether communications is in your title officially or not. People managers are communicators. They're communicating their, to their teams. And they're the least equipped to handle social justice issues, for example. And so that's the that was how I approached Janet Stovall and said, Would you write this book with me because we need to help communicators come up with a framework to be able to have a strategic conversation on how to be proactive and transformative instead of performative. When it comes to inclusion, when it comes to equity and diversity, what do we actually mean by that? And especially handling social justice crisis situations?   Michael Hingson  35:42 So what are some of the words or phrases that people communicators and others should stop using when it comes to dealing or addressing or referring to persons with disabilities? And what would more inclusive language be like?   Kim Clark  35:59 Well, there's a lot of there are, there are some terms out there that are not like we were talking about special needs. You know, that was a that was a term that the community did not come up for itself. And we find this in a lot of historically marginalized communities is terms, phrases that have been created by people who are not part of the community that has been labeled on communities. And so the inclusive communications guide is created by the communities themselves in the language that they use to identify themselves. And I always go to people who are part of the community to gut check and vet the guides to ensure that it is representative of their experience. And it's, it's driven by terms and explanations that they say for themselves that, that they have the mic, it's not something, you know, for the Black and African American community in the US, it's not me for a white person to be saying, you know, this is what we call you in the census from the government state status, you know, and it's like, well, are the Latino, you know, Latino community, that is, so the diaspora just like people with disabilities, it's like the diaspora is, so why the range of experience is so wide so and yet we try to find these labels just to say, you know, as if they're all one people, or, you know, like, you know, people, you know, from Asia, and it's like, Do you know how many countries and languages and customs and traditions you're trying to like, lob into like one category, it really, it really erases people. And I think that happens with, you know, people with disabilities community as well, it really erases the variety of, of experiences and talent and expertise and knowledge that the community comes for us. So now, the first kind of step that I've learned from, from the community is to ensure that we're using language that doesn't demean or reinforce that stereotype and that narrative that disability is a lack, you know, a lesser than in comparison to someone who can see, for example, but actually reframing and helping people understand everything that you said it supports everything that you that you said is that it's just another experience of the world. And so but to put the value on sighted people and say, oh, and we've talked about this, Michael about, like, you know, accommodations and Manat people, managers being fearful of bringing somebody in and having to, you know, have accommodations and think that it's gonna be harder to work with somebody with somebody who's already created their, their way of getting through the world, and they know how to do it. And it's like, just let me do it. You know, what, let me do it the way I know that I'm set up for success and support me in that.   Michael Hingson  39:00 Is there a difference between dei communications and inclusive communications?   Kim Clark  39:07 Well, you know, diversity is its own thing. Equity is its own thing. And inclusion is its own thing, but you can't do one without the other. And there's others like justice, you know, people like to, you know, add, some people like to throw in the J, which, you know, if you use that acronym in a smart way, you come up with Jedi, right? Yeah, there you go. That's kind of cool. Yeah, so some people will put inclusion and diversity, you know, just so it's basically this declaration or proclamation of where their focus is. And you need all of it, you know. And they're all outcomes as well. So, in order for us to have a diverse, equitable and inclusive workplace, it has to be a part of the process. It doesn't magically happen by continuing to do what we have been doing, and then we get it a dei of outcome, we get differences in hit our measurements that does that doesn't exist. If you want the AI, as a result, it has to be a part of our process. So diversity in all the ways that it shows up inclusive of people with disabilities and a variety of disabilities, right. And there's, but you have to have that, like I was talking about earlier, you have to have people with disabilities in your marketing team and your sales team, you have to, they have to be hired, and they have to be, you know, retained, and grown. Right, listen to given autonomy and a voice. You know, and, and that's the role of psychological safety and team environment. So you can get those innovative solutions. But there needs to be equitable standards and systems access, removing the obstacles, providing whatever kind of, you know, I don't know, if you use the word accommodations, maybe it's just like, this is the kind of setup that I need. So it's, you know, like, you know, I might have a bad back. So I should have some sort of way that I am set up for success with my workstation. So what like why, let's, let's set that standard, to your point, like this should just be a given on any individual level.   Michael Hingson  41:23 So the the, we'll go ahead. And then,   Kim Clark  41:27 you know, so equitable access, so you're removing any kind of barriers, you're setting people up for success. You're compensating people, you know, equitable levels, promotions, sponsorship, opportunities, etc. So you're not holding people back. So equity, and then that inclusion is this ongoing verb, it's an ongoing action, it's minute by minute, moment by moment, paying attention, looking around to say, who's not here, who should be here? How are we designing this program? Are we leaving anybody out? Why do I Why do I not have representatives from that community as part of this conversation, so I can make informed decisions? Why am I not learning more directly from that community, so I can be an advocate for them in rooms and spaces where they may not be. So it's an ongoing thing that happens. So when you embedded in your systems and within your teams, and you're in, you've got it in your processes, whether it's from an organization as well as your team environment is how you operate within your team, that impacts the content, the calendar, the impact of your work, the words that you use, the visuals that you choose. And therefore you're going to start having evidence of that work showing up which is going to lead to those outcomes.   Michael Hingson  42:51 It's, it's interesting to, to think about all this, and I recognize the value of communications. And what you do is extremely important. But we are not seeing tremendous yet paradigm shifts in attitudes. So for example, I mentioned that in reality for persons with disabilities, when companies think about us, which they often don't, but when they do, or, as the discussions occur, it should be part of the cost of doing business to make an inclusive environment for all. So company, companies, for example, provide windows for you, for sighted people to look out. They also provide windows to be open to cool or allow heat in or whatever. companies provide fancy coffee machines to give their employees something that that they like and the company's value, providing that stuff, to a large degree, companies provide lights, for all of you to be able to see to walk around to look at your monitors and so on. In fact, companies provide computers and monitors, and will spend a great deal of money doing that. But if a blind person comes in, for example, and says, I need screen reader software to be able to access the computer you provide immediately, resistance goes up. Why is going to be? Yeah, because we're not yet valued sufficiently. And people can say that's not true. But the reality is it is otherwise they would recognize that the cost of doing business ought to include us. Those coffee machines, for example, are often touchscreen, which makes them harder to use. Now there is a way for me to be able to use a touchscreen device by accessing someone who can read the screen and there are services that do that. Then you get resistance again about even using those. We still have not come anywhere. Close to recognizing that persons with disabilities have the same or ought to have the same equal rights. Or I think as Jacobus tenBroek, the original founder of the National Federation of the Blind, a constitutional law scholar would put it, we have the same right to live in the world as everyone else. But I don't think that this society has gotten to that point yet. And we can communicate, and what you do helps. But again, it comes down to how do we truly make a major shift in attitudes?   Kim Clark  45:35 I would say it's the role of the communicator and the content creator, how are we telling their stories? How are we deferring and handing the mic over? What kind of videos are we producing? What you know, we have to be proactive in this and helping people understand what the opportunities are. So it's communication, it's telling stories, it's getting giving visibility, and, you know, driving that accountability, you know, starting with our own channels, but you know, we, especially for those of us who are internal communicators, we have access to HR, these are our stakeholders and business partners, we have access to it, we have access to customer care, we have access to facilities, you know, I've had many situations where, you know, I'll, I'll be working with a client, and they're like, We are renovating our offices, and I said, Are you working with various, you know, people with disabilities and your design of your office spaces, there's racism and how seating charts are decided, you know, you know, in facilities, layouts, that's something that has to be addressed. People who are wheelchair users cannot reach the mugs in the cabinet in the cupboard. That's not okay. You know, putting power strips under desks, where women with skirts, you know, have to climb underneath the desks in order to plug in their charger, you know, so, we have to understand and there is a wonderful research report that I refer to in the book, the conscious communicator book from Korn Ferry, talking about the, you know, kind of design of what they use it first, the crash test dummy, as the reference, the reference for all, you know, crash tests that do not take into account women's bodies, or pregnant people, you know, etc. And it in it spawns out from there, not just in crash tests. But I highly recommend people to read that research report, and just talk about this reference man leaves most of us out. And so in the design of our facilities of our seating, the design of our communications channels, how we are communicating when the words that we're using the visuals that we're using, we that is the power of communications and setting up narratives and setting standards of the shared language and how we are going to address you know what we've been so oblivious, to dealing with, up until this point, the opportunity, the potential of flipping through communications is exponential.   Michael Hingson  48:28 I was watching the news this morning. And yes, I use the word watch. I have no problem doing that. Because as we know from the dictionary, the word to to see is in part described us to perceive. It doesn't necessarily mean with the eyes. Anyway, I was watching TV this morning. And listening to a report about the Orion spacecraft that was launched, traveled around the moon came back successfully, really super. And a discussion of the fact that maybe by 2025, we'll have the first woman and or the first person of color to walk on the moon. Why not a person with a disability? Why not a blind person? Why not a person in a wheelchair? Why not a person who happens to be deaf? Why not all three, I haven't seen Jeff Bezos in any of his launches. I may have missed something. But in the rockets in the people who took into space, I haven't seen that there were any persons with disabilities and Branson sort of the same way. The fact of the matter is that there is so much yet to be done. And we have and should not take the approach of violence and I know that that has happened with with race to a large degree look at things like the George Floyd thing which should never have happened, but at the same time, somewhere along the line We have to have a major attitudinal shift. And that people need to recognize that we are as valuable. And as you pointed out with the whole curb cut effect. And as I mentioned with VoiceOver, for example, on the iPhone, it can be such a tremendous tool to aid in so many ways so that people could focus more on watching the road rather and listening, rather than what we do today. But we haven't got there yet. Which is, which is truly unfortunate.   Kim Clark  50:35 And I and I, I fault paradigms, over generations, where, you know, people with disabilities have always been among population, but that value of economic viability has taken precedence and priority over human experience, and leveraging leveraging all the beautiful differences, you know, and taking advantage of the talent and the expertise of how, however people have come to be. And that's a paradigm shift. It's a story and a stereotype and a narrative that has continued and been unquestioned, which is part of its intent is to not question it. And that's the paradigm we have to question I used to teach a, I still teach at San Jose State University, but a class that I used to teach was going back to my point earlier of what's being emphasized and what is being de emphasized. So when, when we are looking at our dei communication strategy, when we are looking at narrative, we have to be looking at who's been left out historically. And question that and say, No, that's unacceptable. That's not That's not how we roll. That's not where we're going to be like moving forward. And truly bringing in that, you know, because one of the things that I that I constantly have to work communicators through is the tokenizing. of folks. So you're mentioning Jeff Bezos hasn't had a wheelchair user in his rockets. I should have? Well, but I could foresee that there could be a tokenization of someone with disabilities, sure photo opportunity for a PR opportunity, right? We fall into that trap as communicators, like, oh, well, we need to have in this photo, we need somebody you know, who's different, you know, different skin color, you know, gay, you know, a woman, you know, those kinds of things, somebody with disabilities have physical disability, we need to have physical disability versus neurodiversity. Because we can't see that in the images and make our point, that we're a diverse group, right? So what we end up airings, we end up on the tokenizing side of the spectrum. And we need to provide more understanding and context around the people who are involved in whatever it may be riding in a rocket. Why the and the value that they bring to that experience? So what you know what, what kind of feedback, what are we going to learn from a wheelchair user who's going up in a rocket? What are we going to learn from that person, not just from that identity, but all that they can bring to the table of who they are.   Michael Hingson  53:24 Until we truly recognize that there is that kind of opportunity, and that people who are different than us are not less than us, it will be very difficult for us to move forward, whoever we are. And so I agree with you that the the immediate reaction wouldn't be tokenism. And that's what we have to avoid. But I think we can get there. But it is just a process. And it is something that we really need to do more to make happen. And I and I do hope we'll get there. But we do have a long way to go. And as I said, What makes it doubly frustrated is disabilities are the second largest minority in our country. And yet it is the most ignored minority by far. And so it is a mitten issue. Um, you mentioned your diet, your documentary early on, is that available where people can see it?   Kim Clark  54:27 It is online that you can rent it for like $1.99 because this was 2006. And, you know, don't judge me for my hair and my clothing choices at that. But yes, it's online. It's called God and gays bridging the gap.   Michael Hingson  54:44 Cool. And I think that I hope people will watch it. I think that will be kind of fun. Well, you wrote a book and we've talked about it. We've referred to it a bunch and we've also talked Talk about the fact that you wrote it with someone. But it was a number one Amazon bestseller, which is really cool   Kim Clark  55:05 in all three formats. So I'm very grateful for people who had been following us all year in 2022. We launched it in September, but our following just built more and more throughout the year. And they really showed up on the day that we launched it. And we are so so grateful. And it continues to show up around the world, people writing me and my co author Janet Stovall with you know, they're, you know, this is what I'm doing with it, I heard from a graduate student, who has said, I've come up with an assignment for the class, I'm teaching based on your book, which is wonderful, because as a San Jose State University lecturer over the last 20 years, I am building a course based on the book four year universities, colleges and junior colleges to have a course that's actually I'm going to be teaching, teaching a version of it, but I'm also going to make it available for educators. So it's available for corporate communicators currently. Now, anyone who does any kind of content creation, also people managers, it is very helpful. Can an individual take what the model the depth Model D PTH? That's our framework. That's kind of the secret sauce of the book. Can they apply it to themselves? Absolutely, absolutely. But we are making it available as well to universities, because we want communicators who are coming up, you know, and, you know, not everyone is going to go to universities and colleges, I recognize that. So it's available for others, I will have online courses available, I will have a book club and a conscious communicator community that I'm launching. So there's all kinds of different ways to access the content and practice it with other folks. Because that's, that's, you remember that I am, I'm about action, I am about evidence. So this, you know, everything that I'm going to be rolling out, aligned with the book, but also within the course, etc. is all about accessing the content, practicing it together and being in a community that is being very intentional about this work.   Michael Hingson  57:17 So what kinds of things do you teach? To help people understand not to say stupid? What's the word? Oh, yeah, stuff. That's it. That is not really what you wrote for the original title, but it serves the   Kim Clark  57:29 purpose. No, yeah. And that, that shows like The conscious communicator, part of the tighter title that was me. And then Janet had the second half, you know, you know, I'm not saying stupid stuff.   Michael Hingson  57:45 People are wondering what we're laughing about. The actual first two letters are sh and we'll leave the rest alone. Yeah,   Kim Clark  57:50 there you go. It has an asterix in there just for to be family friendly. But yeah, so it's it's been so the kinds of things that I'm most asked to speak about. I do workshops as well, but I do a lot of speaking engagements and consulting. Specifically around the most popular topic is from unconscious bias to conscious communication. So it's that the role of unconscious bias in Korea it that impact of bias in our communications, which can end up showing up like performative communications, it ends up looking like microaggressions. And so understanding ally ship and advocacy as an as a communicator and content creator, what's our role there? There's also a concept called majority coding, C O D ing coding. And that is about making sure that the dominant narrative is sussed out from our communication. So we are not reinforcing status quo unintentionally. Where do we disrupt that status quo in our narrative, you know, to the points that we've made over and over again, you know, during our talk today, being disruptive in that and so cultural appropriation, you know, when we're supporting events, and we have pictures of employees with culturally appropriate attire during Cinco de mio or Native American Heritage Month, you know, like really making sure that we're educating our employees that we are, you know, not reinforcing any kind of negative stereotypes around particular communities. So that's where we start my call. That's just that all that that I just said is where we start. So this is a practical application kind of lab experience whenever I do a speaking as well as workshops, and then there's the whole work around the book itself of the depth Model D PTH. What does it stand for? So, so depth The whole point is, you'll see this on the cover of the book is helping communicators bring depth to their organizations. So it's an acronym though it is D is for deliberate. E is for educated. T is for tailored. Sorry, I've got the P. P is for purposeful. T is for tailored, and H is for habitual. So it's a framework to be strategic and proactive. So you're no longer knee jerk reactions. When a social justice, you know, issue happens. You have the infrastructure, you have the relationships, you have your content, you have the people in place, you have the funding, you have everything that you need to be proactive. And we tackle things like, let's literally talk about PACs, political action committees, and what those what the companies that we work for are giving money to legislation, people will say, let's leave politics out of the workplace. Well, I'm sorry, but yeah, yeah, that we need to talk about that we need to have that kind of exposure to understand that companies are entirely making so many business decisions based on political situations, legislative support, tax, you know, benefits. That's why, you know, moving people to Texas, and I'm like, Oh, my God, Roe v. Wade, you know, you know, that kind of thing. So, we have to talk about those kinds of things and help communicators understand where the system has been designed to be performative. That's what we're hired for, rewarded and recognized for and how to disrupt it. And what do we need need to do to go backwards into the systems and processes to ensure that we are actually transformative, and that's what we're rewarded and recognized for, to help because there's, there's no doubt in my mind and, and 1000s of other people's minds that D AI is the transformation of the business going on right now. And if you do not do this as the business, you will be irrelevant within the next five years, just like digital transformation, if you didn't get on board, you're not here anymore. The same thing is happening with Dei. And we need to understand this is that strategic business transformation of the business, and communicators play an exceptionally important role in this work.   Michael Hingson  1:02:36 I was talking to some people yesterday about podcasts and their people, roughly my age. And so I'm 72. I admit it right. And they said, We've never listened to podcasts. Tell us about podcasts. And, you know, we're kind of old. We don't deal with that technology. And my, my immediate reaction was, that's a great excuse. But why do you put up the barrier to make it more difficult than it needs to be? And by the time we were done, they were going to go off and listen to unstoppable mindset, which I'm preparing. Everybody should? Everybody should? Yes, that's right. But the reality is that we all need to practice keeping up. And it challenges our minds, when we work at keeping up with whatever it is, whether it's podcasts and doing something like this, or just dealing with iPhones, I know any number of blind people who I see on lists who say, I need someone to tell me how to use this, or use this iPhone or use this technology. No, but what they don't do is go research it, they don't go look for it themselves, and do more to stretch and grow by learning to do it. And I understand there come times when it's necessary to have some help because a lot of times when I go research how to do something. When I go search to search for it on say Google, I see links to tons of videos and I ignore the videos mostly because they don't describe very well what they're doing in the video and they don't give me information. It's an easy way but it doesn't really help everything. So I go past the the videos to get to the other information stuff. And most of the time I can find enough information to tell me what I need to know. But we we really work as a society. It being often too lazy and not learning to research and not learning to keep myself constantly growing. When my wife passed away, the first thing or one of the things I started to say is you know I have to move on and it took me a few days to realize why I was uncomfortable saying that. And the reason I'm uncomfortable saying it is because I'm not moving on. She's with me. She'll continue to be with me, but I will move forward It should, we should all move forward, we should always work to move forward.   Kim Clark  1:05:04 Wow. Thank you for sharing that. And absolutely, there's, you know, there, there's chatter amongst the DI practitioner world that talks about, all right, well, if you learn to how to use a phone, because you feel like you have to, and there's so many other experiences that we that we can refer to, in addition to the phone, you know, being racist, or sexist, or, you know, etc, ableist, you know, it's just a matter of just doing it, just do it, you can you can learn a phone, you can learn to be anti racist, it's, it's a matter of being allowed, allowing yourself to learn, and make room and space, you know, for that learning, and seeing people with disabilities for their, you know, humanity, and what we have in common, and how needed unnecessary. Everyone is in society in this work, and to move forward in that work to your point, it's, it's necessary, and it's just basically required as a citizen of the global Earth. Really, you know, it's just like, this is just who we are. And this is what we're about. And this is, this is part of, you know, leading a very meaningful life is, is is doing that learning, no matter how uncomfortable it can be. It's the benefits are way outweigh the risks.   Michael Hingson  1:06:33 You mentioned politics and all that. And one of the things I've read on a number of occasions, or articles or commentaries about conversation, and that in our world where we have become such a fractured country, when it comes to political views, especially in the previous administration, according to the people who write some of the things that I've read, we've lost the art of conversation. Do you think that's true that we've really lost the art of conversation? How do we get that back? How do we learn to step back and say, Hey, talking about differences in different views isn't a bad thing, as long as we keep it in perspective, that everyone has the right to an opinion. But we do need to have a moral standard that we go by as well?   Kim Clark  1:07:24 Well, if we think about the workplace, and it comes from, you know, the environment that we grew up in, and then we bring that environment, to the workplace, and what what we do not have, or any kind of decent role models around having conversations outside of our comfort zone, because whatever environment that we we were raised in, whatever what was rewarded in the environment that we were raised in, and, you know, what we're bringing into the workplace culture is afraid to say the wrong thing. We don't have, it's not only that we don't have any role models on how to foster a learning environment. It's, you know, it's, it's, we have terrible examples, not just that we don't have any we have, and then the ones that we have are terrible examples. You know, like, we only see that the options are calling out, you know, for example, when there's a lot of options that we actually have on our tool, but to have to look at valuing a relationship with a colleague, in a way that we can have productive, maybe even healing conversations, but we don't, we're so rewarded within a capitalist corporate environment of getting it right the first time, you know, part of the bias of professionalism, which is an excellent article by Stanford innovation review, talking about the bias, they did the curb cut effect as well. But you know, talking about the bias, professionalism, it shows up in perfection, for example, perfectionism. And so there's the status quo, that is in the subtext of our corporate cultures that actually prohibits the the learning capacity, the curiosity, the willingness, the permission to explore these conversations amongst colleagues in a healthy productive way. So first order of business, go do your own research. Don't lean on somebody, like I shouldn't be only tapping into you on things that I could Google, right. But do I want to hear about your specific experience? And how communications and channels can be, you know, connect more with you? Yes, I do want that input. But are there things that I could go and learn on my own? Absolutely. Now, but I have to check myself and make sure that I'm in a place of listening and learning And then I shut the crap up, you know, and that it's not that I am in that place of humility, and, and valuing your specific experience. But, you know, I'm not rewarded for that in a corporate environment, I'm rewarded for having all the answers for getting it right the first time for being extroverted for you know, pushing things and making things go fast, and least resistance, you know, allowing bias to inform my decision making. And you know, what, we'll fix it later, or, okay, well, it doesn't work for, you know, blind folks. But you know, we'll do that in the next round. And then we never get to it because our budget got cut, you know, so it's like, these are the things that we need to challenge and and understand that we don't have role models, and we have terrible role models. And so looking at what that bias of professionalism is actually keeping us oblivious, and keeping us from growing beyond what has been allowed before to the point of really honoring, and learning and keeping our egos in check. That's really key in order for us to foster that learning environment, especially in the workplace. So we can begin to do the real work.   Michael Hingson  1:11:27 Well, the the, the comment about, well, we'll get to it in the next round immediately, puts a value on one thing over another, rather than truly being inclusive. And, you know, as far as this whole concept of, we have our role models, whatever they are, we have our own experiences, and so on, I feel so blessed with doing this podcast, because I get to hear a lot of different viewpoints, and brought that on myself. But every person I get

Kim Clark (she/her) is a diversity, equity, inclusion educator, speaker and consultant. She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t available wherever books are sold. She's led employee communication teams at global brand tech companies and teaches media literacy at San Jose State University. In 2006, Kim produced the documentary God and Gays: Bridging the Gap which was inspired by her own coming out story. Connect with Kim Linkedin Website RECOMMENDED Docuseries:   1619 Project; streaming on Hulu!!   

It seems like we are faced with current and global events that impact us on a weekly basis, which can shake our confidence in our systems. Some employees trust their employer more than they trust their government, so we have an important role to capture those communications. As conscious communicators we have to respond and be that source of truth. That's why I am excited to welcome Kim Clark to the podcast today. Kim is Co-author of the Amazon #1 bestseller, "The Conscious Communicator: The Fine Art of Not Saying Stupid Sh*t," She is a Speaker, DEI Strategist, and “Perpetual Learner” “What is an organization, but a whole bunch of people working towards a common goal?” Kim reminds us that all our business activity is a vessel to achieve greater heights in humanity. We need all of us in order to achieve great things. We all play a critical role in the DEI efforts of our organization. Let's make sure to be conscious of our communications to provide a safe space to explore our unconscious biases to ensure a team's communications are supporting an inclusive environment. Connect with Kim: https://www.linkedin.com/in/deicommunicationskimclark/ Kim's Book: https://publishyourpurpose.com/books/the-conscious-communicator-the-fine-art-of-not-saying-stupid-sht/ Kim Clark Consulting: https://communicatelikeyougiveadamn.com/ --- Send in a voice message: https://anchor.fm/socialresponsibilityatwork/message Support this podcast: https://anchor.fm/socialresponsibilityatwork/support

Kim Clark (she/her) is a diversity, equity, inclusion educator, speaker and consultant. She is the co-author of The Conscious Communicator: The fine art of not saying stupid sh*t available wherever books are sold. She's led employee communication teams at global brand tech companies and teaches media literacy at San Jose State University. In 2006, Kim produced the documentary God and Gays: Bridging the Gap which was inspired by her own coming out story. Connect with Kim God and Gays Documentary Linkedin Website  

I am so excited to share this conversation that I had with Kim and Clark Moran! Kim and Clark are both leaders in the Church and have been doing ministry together for years (even often sharing an office together). Together we discuss women leadership, the challenges they have faced, how we need to be loving, and what it really means to have a Christ centered relationship. We hope you enjoy this episode!

Every runner will need to take time off at some point, whether a normal post-race recovery period, several weeks or months to deal with an injury or illness, or months+ (hello, baby!) for a variety of reasons. That's life! Don't freak out! How do you take time off, stage a comeback, and keep believing in yourself the whole way through? Kim Clark (@trackclubbabe) joins the show to talk about how to keep the faith and set yourself up for long-term success. Normalizing recovery! Taking recovery time is a NORMAL part of the training process What happens if you take a few days or a week off? When bigger interruptions happen How to deal with the emotions of being "less fit" than you were? Giving yourself permission to run as slow as you need to How do you keep believing that your fitness will return? Kim discovered a love for running 10 years ago and loves to share the ups & downs of her journey on her instagram @trackclubbabe, while encouraging others to dream big. Her first marathon was a 6:08 and her fastest a 3:11-- and she shares all the training strategies for any runner to improve their running too! Kim & her husband Tyler (@tunderface, a 4:10 to a 2:18 marathoner) have created training programs made for any level of runner to find big improvement. Their program FAST FALL, a 12 week speed training program, was created off of what helped Kim to finally find her running breakthrough & has helped so many runners reach their big potential too. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

I am so excited to share this conversation that I had with Kim and Clark Moran! Kim and Clark are both leaders in the Church and have been doing ministry together for years (even often sharing an office together). Together we discuss women leadership, the challenges they have faced, how we need to be loving, and what it really means to have a Christ centered relationship. We hope you enjoy this episode!

"With Nikki, she talks about how weight loss isn't the primary goal. And I think it was more of a by-product of the work that we were doing together. But the success is defined really, not just about the weight loss, but about the general health improvements that I was seeing.Now, that being said there definitely was a difference.  I was not counting calories. I'm not limited myself to the amount of food. So it wasn't portion control necessarily at all. I was focused really more on the types of foods that I was eating and then, of course, things like chewing, you know, making sure that we were doing the things that, that Nikki promoted and in the end I have lost 28 pounds in the last 11 weeks. " Kim Clark

Today, we bring on Kim Clark, an attorney at Legal Voice, who reached out to Molly after listening to our shows last week that mentioned the impacts of surveillance on healthcare privacy, notably abortion (2:13). And in related news, today's Startup of the day is Stardust, an end-to-end encrypted Period Tracking App (39:13). Then, we cover a non-Roe v. Wade story: Zendesk will be acquired by an investor group in an all-cash transaction valuing it at around $10.2B (42:45).

Today, we bring on Kim Clark, an attorney at Legal Voice, who reached out to Molly after listening to our shows last week that mentioned the impacts of surveillance on healthcare privacy, notably abortion (2:13). And in related news, today's Startup of the day is Stardust, an end-to-end encrypted Period Tracking App (39:13). Then, we cover a non-Roe v. Wade story: Zendesk will be acquired by an investor group in an all-cash transaction valuing it at around $10.2B (42:45). (0:00) Jason and Molly intro today's show! (2:13) Roe v. Wade overturned: Kim Clark, Senior Attorney at Seattle-based Legal Voice, joins to discuss (10:51) LinkedIn - Post your first job for free at https://linkedIn.com/twist (12:06) Digital surveillance of pregnant women or women trying to become pregnant (24:07) Bubbles - Get your point across with unlimited screen and video recordings for free at https://usebubbles.com/twist (25:24) Period tracking apps and user data (27:06) Medication abortions (31:42) Wealthfront - Get your first $5,000 managed for free, for life at https://wealthfront.com/TWIST (33:00) Best thing to do if you care about this issue (39:13) Startup of the Day: Stardust, a privacy-first Period Tracker App (42:45) Zendesk has agreed to be acquired by investor group in all-cash transaction valuing it at around $10.2 billion (51:15) We're doing our 12-week Founder University program! Head to founder.university and sign up

"The Battle Is The Lord's." Come Follow Up host Ben Lomu meets with Old Testament scholar James Goldberg as well as special guests Kim Clark, BYU NAC Professor of Business Management, and Dr. Ben Erwin, LDS Family Services counseling program manager, to discuss a part of 1 Samuel in the Old Testament. Also discussed are lessons from the rise and fall of Saul and how the Lord looketh on the heart. These discussions correlate with the weekly Come, Follow Me resource from The Church of Jesus Christ of Latter-day Saints. With participation from the live studio audience and engagement via social media for viewers at home, Come Follow Up complements your personal and family scripture study.

Carrie chats with Instagram influencer Kim Clark! They talk about how she took 3 hours off her marathon time, her social media presence, healing from the heartbreak of losing her father last year, motherhood, celiac, overtraining, wanting to break 3 hours, and much more!

In Part 2 of our 2-part series on the misleading practices of Crisis Pregnancy Centers, we delve into another misleading, yet surprisingly underreported, aspect of Crisis Pregnancy Centers (aka CPCs aka "fake clinics). As we covered in Part 1, CPCs masquerade as if they are real health clinics - but because they are not, they're not subject to privacy laws like HIPPA that protect your personal health information. Of course, by design, their clients do not know this. CPCs then use information given to them by clients seeking their services to violate privacy and confidentiality for many reasons, including to use that info to harrass and surveil the client or abortion providers, to create "profiles" of those most likely to see their services in order to fuel their anti-abortion movement efforts, and - most terrifyingly - to potentially use private information clients have given them against them in lawsuits. This latter scenario is something that's becoming more and more possible as states pass super-restrictive and criminalizing abortion laws.  Here to discuss this on the podcast is Kim Clark, senior attorney at Legal Voice and seasoned legal advocate for reproductive rights, health, and justice. No time to listen? Check out Katie's op-ed on this topic or read the transcript of this episode. LINKS: - Transcript (AI-generated!) - Op-ed written by Katie about Crisis Pregnancy Centers (includes more on how the Trump admin and its Supreme Court propped up CPCs): How Your Tax Dollars Fund Fake Women's Health Centers - Must-watch video: Crisis Pregnancy Centers: Last Week Tonight with John Oliver (HBO) - Designed to Deceive: A Study of the Crisis Pregnancy Center in 9 states - In February 2022, Gender Justice along with their The Alliance: State Advocates for Women's Rights & Gender Equality partners released an urgent warning about the role the crisis pregnancy center (CPC) industry is poised to play in a post-Roe United States – as a surveillance tool for the anti-abortion movement: The CPC Industry as a Surveillance Tool of the Post-Roe State - Experts Say Crisis Pregnancy Centers Could Spy On And Report Women Seeking An Abortion (Buzzfeed News, January 2022) - More on NIFLA v. Becerra: Supreme Court Sides With California Anti-Abortion Pregnancy Centers (NPR, June 2018) - Supreme Court Backs Anti-Abortion Pregnancy Centers in Free Speech Case (New York Times, June 2018) - Thirty-One Attorneys General Challenge New Title X Restrictions on Women's Reproductive Health Care (Press Release from office of Maryland's Attorney General Brian Frosh, 2019) - States Want to Ban Abortions Beyond Their Borders. Here's What Pro-Choice States Can Do. (New York Times, March 2022) - A World Without Roe: The loss of the fundamental right to reproductive freedom will only lead to more state surveillance and criminalization of pregnant people (Inquest, March 2022) - Additional podcast that may be of interest from Reveal: "A Strike At the Heart of Roe." Across the country, conservative foes of abortion rights have pushed “heartbeat bills” that would ban abortion after about six weeks of pregnancy. Journalist Amy Littlefield and a team of law and journalism students from UC Berkeley investigate how this law went from being dismissed as a fringe idea, even by traditional right-to-life groups, to getting enforced in Texas. 

How can we hear God when we are suffering? Does God leave us in a storm? Kim Clark shares what we should be doing during these uncertain times of uncertainty and gives 3 steps that someone can do right now, that can give peace through difficult pain and storms in life. Kim says Lift your gaze! For further information about the book and resources go to kimmclark.net YouTube Video: https://youtu.be/1TcQkEpnjZk #liftyourgaze #Areyoustrugglinginastorm #Jesus #God #Bible #prisonministry #thecallwithnancysabato For more information on this ministry and to partner with us go to: https://thecallwithnancysabato.com --- Send in a voice message: https://anchor.fm/nancy-sabato/message

National FFA has the perfect resource for those of you who teach floriculture and/or Nursery Landscape. Kim Clark shares how she implements the curriculum, what teachers can expect, and advice for implementing it. Resources for this episode can be found here: https://drive.google.com/drive/folders/14qp8QS7qRkbZQs_eJ5qLy4qc7QObdUR0?usp=sharing Like Here by the Owl Podcast on Facebook and Instagram. Have a future topic idea or wish to be a guest on the show? Message Here by the Owl Podcast on social media.

NY Private Practice Owner Kim Clark Sheds Light on How She and Husband and PT Partner, Jamie Clark, Built a Lifestyle Practice While Raising 4 Kids

How much do you run after your marathon is finished? How do you train between marathons? Can you run while pregnant? Kim shares her answers to these and more on this episode. Kim is an incredibly fast Boston qualifying marathoner and shares her thoughts daily with her massive Instagram following. Follow her journey and training insights @trackclubbabe. Follow us on Instagram @crummymarathoners and online at www.crummymarathoners.com. Join our Facebook Group, "Marathon Training for Beginners, Full & Half". For those looking for content on marathon training, running, lifestyle, first-time marathon, new runner, beginner runner, half marathon, 5k, 10k, and more. --- Support this podcast: https://anchor.fm/crummy-marathoners/support

Episode Summary: In this episode, I talk with Kim Clark about finding hope during difficult times. We discuss the nature of trials, the reason for trials, why God allows us to experience trials, and how to best handle them. Quotables from the episode: Christianity doesn't ensure a cake-walk life—Jesus told us to expect to go through many trials and sorrows. But we don't go through them alone. In the cellar of affliction, God keeps His choicest wine. In our trials, that's when we grow closest to Christ. There are no shortcuts in God's refinement process. We can come alongside others in their difficult time even when we can't understand or relate to their particular trial. Be present. When others are going through the flames of affliction, we can throw living water on their fire. Instead of asking “why me?” we can ask “why not me?” and thank God that He trusts us with these trials, and that He never wastes our pain. God never promises an easy life, but He does promise to work all things together for good when we love Him and are following His will. In the midst of our trials, the most powerful prayer we can pray is to pray scripture back to God. Scripture References: John 16:33 NLT “I have told you all this so that you may have peace in me. Here on earth you will have many trials and sorrows. But take heart, because I have overcome the world.” Isaiah 43:1-3 ESV "Fear not, for I have redeemed you; I have called you by name, you are mine. When you pass through the waters, I will be with you; and through the rivers, they shall not overwhelm you; when you walk through fire you shall not be burned, and the flame shall not consume you. For I am the LORD your God, the Holy One of Israel, your Savior." Joshua 1:9 ESV "Have I not commanded you? Be strong and courageous. Do not be frightened, and do not be dismayed, for the LORD your God is with you wherever you go." Deuteronomy 31:6 ESV "Be strong and courageous. Do not fear or be in dread of them, for it is the LORD your God who goes with you. He will not leave you or forsake you." Romans 8:28 ESV And my all time favorite: “And we know that for those who love God all things work together for good, for those who are called according to his purpose.” Recommended Resources: Deep Waters: Lift Your Gaze by Kim Clark Deep Waters: Lift Your Gaze 30-Day Devotional by Kim Clark A free 18 min. Deep Waters: Lift Your Gaze book study facilitator training video on Kim's website A free 48 min. webinar on how to write, publish, and market your book Free Download: How To Fight Fearful/Anxious Thoughts and Win Breaking Anxiety's Grip: How to Reclaim the Peace God Promises by Dr. Michelle Bengtson Breaking Anxiety's Grip Free Study Guide Free 7-Day YouVersion Bible Reading Plan for Breaking Anxiety's Grip Hope Prevails: Insights from a Doctor's Personal Journey Through Depression by Dr. Michelle Bengtson, winner of the Christian Literary Award Reader's Choice Award Hope Prevails Bible Study by Dr. Michelle Bengtson, winner of the Christian Literary Award Reader's Choice Award Social Media Links for Host and Guest: To connect with Kim Clark: Website / Deep Waters Books / Lift Your Gaze / Facebook / Instagram For more hope, stay connected with Dr. Bengtson at: Order Book Breaking Anxiety's Grip / Order Book Hope Prevails  /  Website  /  Blog  /  Facebook / Twitter (@DrMBengtson)  /  LinkedIn  /  Instagram / Pinterest / YouTube Guest: Kim enjoys witnessing the miraculous heart-healing done only by our Savior, Lord Jesus Christ, and rejoices as she inspires others to become better versions of themselves. She is a public speaker, bible lecturer, and recovering college marketing instructor. God has used Kim to administrate a child sponsorship organization, where she coordinated the care of close to 1,000 AIDS orphans in Africa. She is an avid runner and has completed two marathons—despite the angry protests from her knees. She and her family enjoy living in sunny Florida, serving in the local church, and playing pool frisbee with their overly active yellow lab, Mango. Hosted By: Dr. Michelle Bengtson Audio Technical Support: Bryce Bengtson

Congratulations to Why Arts and Arts In Motion!  We are back with a new podcast where we talk with the "Two Kim's"!   Kim Jubenville, Executive Director for WhyArts and Kim Clark-Kaczmarek, Program Director at Arts In Motion!  WhyArts not only focuses on education and inclusion in the Arts, but also helps Artists and those needing Artists get together.  Join us for a fun filled meeting as we discuss what's happening at WhyArts!    ***** WhyArts Contact Information:  WhyArts Barbara Weitz Community Engagement Center at UNO 6001 Dodge St. Omaha, NE 68182 402.312.4211 info@whyartsinc.org.    Find them on social media:  Facebook:  https://www.facebook.com/WhyArtsInc Instagram: https://www.instagram.com/whyartsnebraska/  Website:  www.whyartsinc.org  To Donate: https://www.whyartsinc.org/partners/  To become a teaching Artist with WhyArts: https://www.whyartsinc.org/artists/  ****** Find The Platte River Bard on social media: Website:  www.platteriverbard.com Facebook:  https://www.facebook.com/theplatteriverbard  Instagram:  https://www.instagram.com/platteriverbard/ Twitter:  https://twitter.com/platteriverbard Hashtags:#theplatteriverbard #platteriverbard #lincolntheatrealliance #communitytheatre #nebraskatheatre #livetheatre #nebraska #performingarts #community Email:  platteriverbard@gmail.com Music was used with permission by Screaming Skull Productions.  www.jollyrogerskc.com © The Platte River Bard Podcast, 2021, Chris and Sheri Berger

Dr. Wheelwright, with his wife, Margaret, presided over the Boston Temple of the Church of Jesus Christ of Latter-day Saints fromNovember 2015 through October of 2018. He and his wife live in Oakley, Utah where he continues to serve on a handful of Boards of Directors. He and Margaret love to spend time with their five children, 20 grandchildren, and soon-to-be 3 great-grandchildren. From June of 2007 through July of 2015, Dr. Wheelwright served as President of BYU-Hawaii, one of three BYU campuses operated by the Church of Jesus Christ of Latter-day Saints. BYU-Hawaii primarily serves students from the Pacific and Asia and offers a full complement of undergraduate programs. With over half its students from outside the U.S. and with students from over 70 countries, it has one of the most diversestudent bodies of any U.S. University.From 2003-2006, Professor Wheelwright was a Baker Foundation Professor and SeniorAssociate Dean, Director of HBS Publication Activities. In that role, he oversaw the HBSPublishing Company (including HBR, HBS Press books, HBS cases, e-Learning products, and newsletters/conferences). He also oversaw the major on-campus construction projects. From 2000-2003, after retiring from the faculty, he and his wife fulfilled a full-time voluntary assignment as the President of the London, EnglandMission for the Church of Jesus Christ of Latter-day Saints.From 1995-1999, Professor Wheelwright served as Senior Associate Dean responsible for the MBA Program. He then served as Senior Associate Dean and Director of FacultyHiring and Planning and had oversight responsibility for distance learning. ProfessorWheelwright has taught the required first-year MBA course in Technology and Operations Management, several second-year MBA courses, and in a number of HBSExecutive Education Programs.Professor Wheelwright first taught at Harvard from 1971-1979 and was the ThomasHenry Carroll-Ford Foundation Visiting Professor from 1985-1986. He rejoined the Harvard faculty in 1988. In his years away from Harvard, he was the Kleiner, Perkins, Caufield, and Byers Professor of Management at the Stanford University GraduateSchool of Business. In his position at Stanford, he directed the strategic managementprogram and was instrumental in initiating the manufacturing strategy program.In his research, Professor Wheelwright has examined product and process development and their connection with competitive advantage and operations excellence. His most recent business book, developed with HBS colleague Clayton Christensen and Stanford colleague, Robert Burgelman, is Strategic Management of technology and Innovation, 5th ed. (Boston: McGraw-Hill Irwin, 2009). Along with Harvard colleagues Bob Hayes, Gary Pisano, and Dave Upton, Professor Wheelwrightpublished Operations, Strategy, and Technology - Pursing the Competitive Edge(New York: John Wiley and Sons, 2004), a complementary volume to the highly regarded books, Dynamic Manufacturing: Creating the Learning Organization (NewYork: Free Press, 1988) and Restoring Our Competitive Advantage-CompetingThrough Manufacturing (New York: John Wiley and Sons, 1980). He has also co-authored several works with Harvard Business School colleague Kim Clark, including leading Product Development: The Senior Manager's Guide to Creating andShaping the Enterprise (Free Press, 1995). Professor Wheelwright is also the author orco-author of more than a dozen other books.Professor Wheelwright has a B.S. degree in Mathematics from the University of Utah and an M.B.A. and Ph.D. from Stanford University's Graduate School of Business. In addition to his Harvard and Stanford positions, Professor Wheelwright served on the faculty of INSEAD (European Institute of Management) in Fontainebleau, France. He was Vice President of Sales in a family-owned printing company and has consulted in the areas of business/operations strategy and improving product development capabilities.

Kim Clark is an educator, documentary filmmaker, writer, and speaker focusing on conscious communications, employee communications, and diversity and inclusion communications. Learn more at www.linkedIn.com/in/producerkimclark. This week, we're talking with Kim about the urgent need for communicators and business leaders to become more conscious of the role they play in creating inclusion and belonging in the workplace. SHOW NOTES 01:58 Why now is the time for communicators and leaders to keep speaking up about diversity, equity, inclusion, and belonging 05:59 Taking responsibility for how our thoughts and words create our reality 12:44 Understanding the deeper moral obligation that companies have to society 16:08 Kim's path from documentary filmmaker to internal communicator, and how her background prepared her for this moment 25:05 From a crisis of faith while coming out, to getting grounded in spiritual principles 30:16 Where you can connect with Kim and learn more about her work CONNECT WITH KIM LinkedIn: https://www.linkedin.com/in/producerkimclark Twitter: https://twitter.com/KimClark1 Conscious Communicators LinkedIn Group: https://www.linkedin.com/groups/13819599 RESOURCE LINKS: Rev. Deborah L. Johnson - https://www.facebook.com/revdeborahjohnson/ Inner Light Ministries - https://www.innerlightministries.com/ "God and Gays" Documentary - https://youtu.be/W0loZd9J70w See all books recommended by Going Deeper podcast guests at https://a.co/87QNHOb

Welcome Hearts on Fiber owner Kim Clark to the podcast! Hearts on fiber has been recognized as a favorite local business by a few of my guests, so I was really pleased to have this chat with Kim. She shares a lot of her background and inspiration for starting this crafty small business, along with stories of the special relationships she has formed with her customers and other local small businesses. Best of all: she started this business in her living room! I do love a story about a business that started at home - enjoy!From the Hearts on Fiber website:"Fiber and Crafts that are good for your heart. In life, we can't control the bad stuff that happens, but we can control the beauty we add to the world. We hope to inspire people to make beautiful art."Helpful links:Website     https://heartsonfiber.com/Facebook  https://www.facebook.com/heartsonfiber/Instagram  https://www.instagram.com/heartsonfiber/Location:208 South Village Lane, Suite ADavidson, NC 28036704-765-9253Local businesses mentioned in this episode:Mainstreet Books Davidson     https://www.mainstreetbooksdavidson.com/Davidson Wine Company        https://davidsonwineco.com/Summit Coffee Davidson         https://summitcoffee.com/basecampAR Workshop Davidson           https://www.arworkshop.com/davidson/The Casual Creative                 https://www.thecasualcreative.org/Whit's Frozen Custard Davidson   https://whitsdavidson.shopsettings.com/Recommended books:This Is Marketing, Seth GodinGrow Like A Lobster, Joshua DickThe Medici Effect, Franz JohanssonChecklist Manifesto, Atul GawandeSupport the show (https://www.paypal.com/paypalme/epicjourneymedia)

Ag News: Two K-State Agronomy professors received awards last week Guests: Brian Brown, Central City farmer and Morgan Wrich, program director at NCGA discuss efforts to start a Merrick Co. Chapter ... Bob Jensen of the Huskerland Prep Report gives all-class insights into the upcoming football season ... UNL "Roads Scholar Tour" with Xin Qiao on irrigation and Kim Clark on diary