Podcasts about Lindauer

«Héroïne» nennt die Slam-Poetin, Kabarettistin und Musikerin Rebekka Lindauer ihr erstes Bühnen-Solo. Aus einem satirischen Blickwinkel beleuchtet die Zürcherin ihre Aversionen und klärt Missstände auf. Frech und erfrischend politisch unkorrekt.  In einer Welt, in der Funktionalität vor Eleganz und Gesundheit vor Geschmack gestellt werden, fragt sich Rebekka Lindauer zum Beispiel, ob die Existenz von Genussmenschen noch berechtigt ist. Was sind unsere Ideale, wer sind unsere heutigen Helden und was zeichnet diese aus? Geht die Welt wegen des Klimawandels oder wegen des Kleinbürgertums zu Grunde? Wäre nach der griechischen Antike nicht der optimale Zeitpunkt für einen zweiten Urknall? Diese und weitere Fragen regen Lindauer zum Nachdenken an und entlocken ihr auch mal den Zorn Gottes.   In diversen Formaten von SRF hat sich die Künstlerin bereits bewiesen. Ihre Worte, mal rau gesprochen, mal zart gesungen, sind treffsicher wie Pfeile und lassen einen nicht kalt. Und ganz nebenbei beweist Rebekka Lindauer in ihrem ersten Solo, dass sie auch eine fantastische Sängerin und Lied-Schreiberin ist. Ein Mitschnitt aus dem Millers in Zürich vom 24. September 2021. 

Join us as we explore how Agile in Color is breaking down barriers in the Agile community and empowering people of color through mentorship, support, and leadership. Learn how you can be an ally and foster a more inclusive environment in your own Agile journey. Overview In this episode of the Agile Mentors Podcast, Brian Milner is joined by Nosa Oyegun and Luria Lindauer from Agile in Color to discuss the importance of diversity, equity, and inclusion within the Agile community. They dive into the mission of Agile in Color, barriers to entry and success for people of color in Agile, and the role of allies in fostering a more inclusive industry. The conversation also highlights the power of mentorship, vulnerability, and community support to drive meaningful change in organizations. The episode concludes with a call to action for listeners to engage with Agile in Color and contribute to the movement for a more diverse Agile community. References and resources mentioned in the show: Nosa Oyegun Louria Lindauer Agile in Color The Canary Code by Ludmila N. Praslova, PhD Email For Details of Coaching with Mountain Goat Software Subscribe to the Agile Mentors Podcast Join the Agile Mentors Community Mountain Goat Software Certified Scrum and Agile Training Schedule Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Nosa Oyegun has over 15 years of experience, and is a seasoned Agile Coach passionate about empowering cross-functional teams, removing impediments, and championing customer-centric solutions. Skilled in Agile frameworks like Scrum and Kanban, she focuses on fostering collaboration, driving value delivery, and nurturing growth for individuals, teams, and executives. Louria Lindauer is a dynamic enterprise strategist and coach with over 25 years of experience, known for transforming complex challenges into clear, actionable solutions. Certified in DEI strategy, Agility, and Emotional Intelligence Leadership, she helps leaders build vision, empathy, and bold organizational cultures where courageous truth and sustainable change thrive. Auto-generated Transcript: Brian (00:00) Welcome in, Agile Mentors. We are back. We're here for another episode of the Agile Mentors podcast. And today, I have with me actually two guests. I know, you're shocked, right? I only ever really usually have one, but I have two. Two for the price of one today, right? I have with me Nosa Oyegun and Luria Lindauer. Welcome in, guys. Nosa Oyegun (00:27) Thank you. Thank you for having us. Louria Lindauer (00:30) Yes. Brian (00:30) Delighted, absolutely delighted to have you guys here. And I hope I said your names correctly. If I didn't, please correct me. OK, awesome. Well, for the listeners, I did get help before. just so you know. But we're here because both Nosa and Luria work for, or are associated with, I should say, associated with an organization called Agile in Color. Nosa Oyegun (00:37) You nailed it. Louria Lindauer (00:38) You did. You did it. Brian (00:56) And I've known several people that have been in and around and involved with that organization. And I just thought it would be a good idea to have them come on and tell us a little bit about it and kind of help us understand a little bit about the mission and purpose there, what they're trying to accomplish with Agile and Color. So let's start with that. Give us kind of a, if you had to describe it, why does Agile and Color exist? Nosa Oyegun (01:24) I would say Agile and Color exists for people who look like us, right? Now, does it include everybody? Yes, we do have members who do not necessarily look like us on the outside, but we all bleed red, right? And so it is a group of like-minded individuals who have come together and said, how do we support our community? How do we support those who are already in the industry? And how do we support those who are trying to get into the industry? Because one of the things that we've realized within the community is there are so many people who might want to get into the industry, but do not have the resources. And so we consider ourselves that resource hub to be able to allow and say, hey, why don't you reach out to this? Why don't you contact this? But that is the sole purpose of being able to mentor and be mentored, just like you always say, Brian. Brian (02:15) Love it, love it, thank you. Yeah, that's awesome, that's awesome. That's a great mission and a great purpose. I know, in today's world, I think there's a lot of confusion around kind of the diversity, equity, inclusion kind of whole topic area and maybe some controversy that may be unfounded and just kind of silly. I'm just kind of curious. I mentioned both your perspectives on this. Why do you feel like really that diversity, equity, inclusiveness, why do you feel like that's an important thing for Agilist, for Agile teams, for Agile organizations? Louria Lindauer (02:48) Hmm. Okay, so this is one of my loves. do a lot of push-packing inclusion. It's important for no matter who you look like for everyone. I'm sure you love a sport. What sport do you love? Okay, so you go with a group. Brian (03:14) gosh, football. Football's my sport. Louria Lindauer (03:18) Going with me to a sporting event, I'm not your people, right? But you wanna go with your people. You wanna go have some fun so you don't have to explain why the ball just went out of bounds and why he's down, is he hurt? And I'm asking all these goofy questions, right? And the reason it's so important is because we need diversity of thought. Because in any, like let's think of a group and let's take away the one dimensional just color, which it is very important. That is a important part. It's a part of who I am as a human being. We are multi-dimensional. I'm sure that you're just not Brian. I'm sure you're just like Brian with the glasses. There's so much that encompasses you. know, like me, I'm a mom, I'm a daughter. You know, I'm an agilism diversity, I include them so many different things. And to be able to have that diversity of thought allows us to have cross-functional teams. But the biggest thing is it's a sense of belonging. So I don't have to explain why maybe my hair is like this or the challenges that I embrace in an organization. There's systematic discriminations in almost all organizations. Because that's just where we, as we change, there's still things that were a certain way. And so now what's important is that we start to recognize those. And you may not see them. So like, I'll give you an example. If you came, well, I was gonna say to my dinner, but my family's very diverse. My dad is... white and Jewish. But anyway, if you go to where I am, you know, into my family and we were in a group, I'm the majority. And so we welcome you in. In the organizations, Aladi's organization, was the only, I have a background in South American, the only Black woman, period. And as we move higher, it becomes very lonely. And even CEOs become lonely because they're the only one. Brian (04:47) Hahaha. Louria Lindauer (05:15) And so when we get together, it's about leadership opportunities, but it's also about that sense of belonging. We can talk about things that other people may not understand. Because this is about people of color as well that come and we can share. It's so important to have a place where we can talk about the things we want to talk about, just like you want to talk about football facts without explaining to me all that stuff I don't understand. Brian (05:40) Right, right, that makes sense. Nosa, anything that you would add to that? Nosa Oyegun (05:43) would even say that the interesting part about it is, like Loria alluded to, is the fact that we all have the story. And so when we all get into the room, what's that shared story that doesn't create that imposter syndrome? Or just that life experience? I can look at Loria and say, hey, I'm having a bad hair day, and she knows what I'm talking about. And so it's the beauty of having that shared experience and being able to say, it's a safe space. You can talk about your fears and we can lock arms together and make this happen for you. Brian (06:23) Yeah, now this is so good. Yeah. Yeah, please. Louria Lindauer (06:23) And can I add one more thing is the beauty also, Nosa and I are very different also. So I learned from her. She has a totally different background from me. A lot of people think because we're all per se like black, we come from very different. I have a friend, she's Nigerian and she came here at a very young age and she did not understand why people were like almost, she felt targeted. as a Black person. She was like, what is going on with all of these isms and race? I don't get it. And so that very different experience opens up insights and perspectives that even happen with people of the same color because people know that people are different. We're all different. Yeah. Brian (07:13) That's really good. I mean, for the listeners here, I mean, I wanna be real, right? I want us to have some honest discussion here because I think you have to have honest discussion here when we talk about things like this. what you guys said, I think is a really important consideration because we all have our own. kind of biases that we may not even be aware of. And even saying that word, I know there's probably some people who are listening who think, OK, now you're calling me this. No, I'm not trying to place a label on anyone, right? If you can set that aside for a moment, set aside the triggering and just not allow yourself to go to that place for just a moment and just consider, right? The point you make is a great one that we tend to want to find likeness, right? We want to have someone we identify with that that person's like me, so they understand me. They know what I'm going through. They know my considerations. In the past, what I would hear a lot in organizations is this term about they're not a good culture fit, right? Somebody is not a good culture fit. And that kind of language can sometimes, you know, kind of belie something underneath it. It's like, they're just not like us. And, you know, that's the issue, right? That's not a problem that they're not like you. That's actually a strength, right? That's a good thing. You don't want everyone all thinking the same. Nosa Oyegun (08:47) Yeah. Exactly. Diversity matters. Brian (09:01) You want people who, yeah, that bring different perspectives, different paths, different cultures, that makes us better. So I really hope people consider that, right? And like I said, we all have sort of innate bias. That doesn't mean racism. That just means bias. Right, everyone. I mean, we talk about bias in product owner classes that, you know, like, Louria Lindauer (09:08) Yep. Okay. everyone. Brian (09:30) a sunk cost fallacy and things like that. That's a bias, you know, and we all have biases whether we recognize them or not. And I think part of the effort in this, from my perspective, is just trying to recognize and overcome those things in all of us, right? Trying to say, where is that boundary line for me? And how do I push past that, right? Nosa Oyegun (09:32) Mm-hmm. Louria Lindauer (09:55) I would also say there's an awareness that you, my lived experience may be different than yours. And if something happened to me and it didn't happen to you, that it doesn't make it real. So I don't think Brian, you will ever understand the pain of having a baby, but you might just say it's fine. No, it is not. It is you worst pain and you can't describe it. It's something that instead of, if someone feels Nosa Oyegun (10:07) Correct. Louria Lindauer (10:24) Like if you say something and I feel hurt by it, the always say impact supersedes intent is to listen. And now you become the student. This person also has to speak up and say why that is offensive. And the other person say, it's not really about you. It might be that I got ran over by a bike once and then you say something and it triggers a trauma in me. And so that, you know, when I say, tell people, and if I told no, this is I have to work 150 % as a black woman to, I still, have all these degrees and certifications and years and years. I won't tell my age, years and years, right? And I still, they're like, really? And the other thing, we're talking to a community of practice right now, Agilist, okay? It is how sometimes, how you're in an organization and they're like, there goes those agile people. I know we've all heard it. Like don't pretend like you have, Brian (10:56) Yeah. Yeah. Right. Louria Lindauer (11:23) point to you, you've heard it. And the engineering are like, man, here comes his out-y'all coach. It's that type of And if you could step into that, it's just a different context is that it's there. And biases are also, we all have them. And sometimes it is a meaning of safety because something happened to us. know, like my daughter is, she's a teenager, she always says like, teens are bad because she saw teenagers doing bad things. Nosa Oyegun (11:34) Absolutely. Louria Lindauer (11:53) I'm like, but you're a teenager. That's just a bias that she has. culture fit, I heard you talk about culture fit. Culture fit, sometimes, like Southwest did this. Southwest did where they wanted people who were open-minded and had an agile mindset. Okay? They wanted that leadership. If you came in with a fixed mindset, you didn't fit that culture. But however, what you're alluding to is sometimes people use culture fit. in another way. There's always a yin and a yang, right? And so it's the one that is not right where we're like, it's the culture of it. And, you know, and that's called like a halo bias where we look at people. You can have a HR person and they'll hire 15 new people. And I've had this and I'm in the room and I'm like, all these people, they have different skin colors, but they all are you. They all like they're, they're all introverts. They're all this. They're, Nosa Oyegun (12:21) way. Yep. Brian (12:23) Right. Yeah. Louria Lindauer (12:49) cultural values are the same. They care about labels, they care about power and all these things, they wanna be on time. I'm like, you just hired a bunch of yous. So there's no diversity. And so we still can do that. Diversity and equity inclusion is more than just outside and we look indifferent. Cause I can just hire a bunch of me's and you still won't go anywhere. You know what I mean? Yeah. Nosa Oyegun (12:58) Exactly. Exactly. Yeah. Brian (13:13) Right, right. Well, so I want to ask you guys this because there's a there's I did some research earlier this year and read this book called The Canary Code that was really focused more on neurodiversity and kind of inclusion programs for the neurodiverse. But one of the things that kind of resonated with me that they pulled from that book that was really something that they pulled from more racial diversity, equity, inclusion programs. was that they divided up to saying that what we're trying to identify is that there are barriers to entry and there's barriers to success. And that started to really resonate with me that there's barriers to just getting your foot in the door. And then there's the barriers that once I'm there, that prevent me from actually being successful. So how does Agile and Color really help in those situations? How do they help with barriers to entry and barriers to success? Nosa Oyegun (13:52) Absolutely. First thing I would say is just knowing who you are as an individual. Because it's one thing for us to say, hey, I'm an agilist and I'm in this group, okay, fine. But do I go back to the fact that my foundation, I do have the degrees that I need, the certifications that I need, the education that I need, the experience that I need, the community that I need, right? To thrive in this space that I'm trying to get into. because again, goes back to that imposter syndrome, right? You have an interview, you have a panel interview, and you have nobody in there that looks like you. And you wonder, okay, am I in the right space? Am I in the right place? You know, would they even hear? For example, a lawyer alluded to this. I am originally, my family was originally from Nigeria. A lot of times people joke and they say, no, so you don't have an accent. And I'm like, well, because, you know, but people expect. that if you're talking to a Nigerian or someone who was originally from Nigeria, they have a thick accent. Well, I don't. And actually sometimes don't understand people who do, believe it or not. And so, you you walk into a boardroom or you walk into a meeting and I have to literally program my mindset. so Agile in Color, one of the things we do again that being mentored and mentoring is saying, who are you? Right? Take away your... Brian (15:16) haha Nosa Oyegun (15:34) limitations, take away the fact that even you're an agilist, put that to the side. Who are you? You you're empowered to do great things. You're empowered to succeed. You're empowered to thrive in whatever organization you choose to go into. And so being able to, again, lock arms together and support each other and remind each other of who we are innately first, and then add on that layer of not only do you know your stuff, right, but you're also educated. Louria Lindauer (15:40) Okay. Nosa Oyegun (16:02) You're also learned and you're in a community. And that's where our group as a community of practice is really essential. Because when you start hearing other people's stories, know, there are times that we have meetings and we're like, this happened at work and this, this, this. And we're like, you're not the only one that didn't know that. And so again, just being able to come together, remember who we are, one. Two, realize that we do have the skill set to thrive in whatever organization. And then three, to say we have a community that is a safe space. And so Agile and College provides those three steps, right, and more. To say you can come together and meet other people. Yes, we may have been in the industry for years and decades, but I always joke about the fact that Louria Lindauer (16:41) Yes. Okay. Nosa Oyegun (16:47) Only people who are below six feet below ground level stop learning. We all learn every single day. Brian (16:54) Very true, very well said. Louria Lindauer (16:54) Yeah. And we also have some very specific programs, like she was talking about coaching and mentoring. I mentor, I'm professional coach. And also we have a coaching, you can be coached. And that's Noza was talking about, that who you are. So when someone is new, I mentor some very young Agilist. And we have them come in, we set them up with a mentor, and they walk through the program. And we're also in a transition where we're rebuilding a lot of things at Algencolor right now, especially with the change in agility right now. And teaching people how can we use the skills that we have as Algenlists and remarket ourselves. But then we walk. This we help them. I've helped them learn how to interview but a lot of it's self-confidence working on imposter syndrome And we do these one-on-one mentors and coaching. We also have something called colorful voices where I think it notes that she was at the one in new orleans was it Was in global scrum gathering and will be at one in munich in may 2025 And so we help people colorful voices is helping people who have never really maybe spoken, you know, they've never done a speech Nosa Oyegun (17:52) Yes. Louria Lindauer (18:07) And we help them figure out how do you do that and getting seen to help you through the door. And then we also, because I've had that journey of how do I move up and around? That's what the mentoring is so special about. How do we do that? And the frustration of, you know, some people really want to give up that that being down and you hit a ceiling, it can make you want to give up. it's like. When do we transition? So that coaching and mentoring is really deep and we created a strategy and a plan for people and we walked through, but we do coaching and mentoring because you have to do self and you also have to do techniques because you can have all the techniques in the world. But if you don't know your impact and how to be a leader, okay, thanks. I've been led by super smart with tech and they have no emotional intelligence. And it's like, no, thank you. Please don't do that to me. Nosa Oyegun (18:56) Yeah. Yeah. One more gathering that we host as well, share your story. And so we bring in like-minded individuals in the agile space and they could be anywhere from non-tech roles, right, to in the tech space, but have some agile component in there and different roles. So not just coaches. So we have product owners, we have developers, anyone. The beauty about that is you get to see someone. Brian (18:58) Hahaha. Okay. Nosa Oyegun (19:24) who may not have started on a traditional path or maybe has to share their story and their journey. And then what I love about Share Your Story is the person who shares then nominates the next person to share. And so that just builds that community of, yeah, I know somebody else who may have a different path, but has also been through something that is worth sharing. And so, yeah, so several opportunities. Brian (19:39) That's awesome. Nosa Oyegun (19:53) And again, like Luria alluded to is because we're in that transitional phase in the season right now with leadership and all the things, we're also looking outside the box because we have some organizations that are saying, Agile is no longer relevant. And we're like, hold on. If you have to make a decision, you have to think through the process. It is a process. It's a framework. It's not, you know, just established. And so being able to recreate and reinvent ourselves and say, Brian (20:09) You Nosa Oyegun (20:22) Hey, do we need to incorporate change in here? Do we need to incorporate AI in here? Do we need to incorporate something else that makes our role more relevant and makes each person more marketable within their organization? So those are things we're considering in this moment. Brian (20:38) Yeah, that's great. There's a lot there, I think, for anyone who's listening who thinks, hey, maybe this could be of help to me in some way, shape, or form. I think that's a great job of explaining some of the kinds of ways that maybe Agile and color can be helpful. And maybe that is part of that barriers to entry, right? Just helping people, giving them that friend. friend, right? The kind of support. They can say, hey, it's someone like me. I think your example, Luria, about giving birth is a great one, right? Because I can sympathize, I can hold your hand and bring you a towel. I can do all these things, but I can't know what it feels like. I can't understand it from the same perspective. And if you want sympathy, you're going to feel better. if you get it from someone who's gone through it, right? You're gonna respect that person's opinion more than you would mine, because all I have experienced is the same thing that you have if you haven't gone through it, you know? So that's a great example to kind of make for this. Kind of flip a little bit, because we talked a little bit about how this can help people in some of the programs you guys offer that would help individuals. But I know there's gonna be a lot, you know, There's a lot of people that look like me as well that are out there that hear this and think, you know what, I support this. I want to do what I can do. I, you know, we understand, like, I think there's a lot of us that understand, hey, no one's saying that we need to be the Superman to come in and solve the problem. But, you know, we can ally, we can come alongside and say, Louria Lindauer (22:05) Yeah Brian (22:29) How can I be supportive? How can I make an impact in this area as well? What can I do? So what would you say to those kind of people who aren't people of color, but would support Agile and Color and want to see it grow and succeed? Louria Lindauer (22:43) Bring it on down. We have someone actually on our core team, Matt Carlson. And we are going to have, as we're transitioning, allyship. How you can come in, how you can help. And as an ally, they also get help as well. We need allies, no matter where we are. And we'll have some allyship training as well of what does it mean to be an ally, because we've had that. in the past where we've helped allies with, I really want to help and how do I, how am I an ally? What is the best ways? What do I need to learn? And so it's very important that we have allies where there is with organizations or, you know, it's, it's about that complete circle. You know, we need all people to help, you know, it's like a family. And then we have, we have extended, you know, like there's, have the allies of, you know, agile in color. I remember When I was a kid, would walk down the street and then it was safe. Okay, so please people don't call the police on my parents. They're too old for that. while I was like nine years old, I could walk to the store, it safe. But along the way, there was people who were always watching me. They were on the porches and they'd be like, bring me something and bring me this. But they watched me all the way to the store. And I came back. Those were my allies, my family allies. So it takes a community, it takes a village to... Nosa Oyegun (23:44) You Louria Lindauer (24:09) create change and to do things. So we more than welcome allies. And Matt is an amazing ally. Also, the important part of allies is that they give a perspective that we may not see. I always say that sometimes when it is my issue, if it's really close to my heart, I look at people like a tree and I'm, you you can see my whole tree. Nosa Oyegun (24:15) AMAZING! Louria Lindauer (24:34) But if I'm on that issue, I see the veins in the leaves. Like I'm not on the branches. I'm all the way in the veins. And it's the only part I can see. And so sometimes we need those different perspectives to be able to get it like, never thought about that. And that has really helped us a lot with, did you think about this? Or maybe this as well. And we're like, yeah, we never thought about that. And so that helped we educate one another. What do you think, Nosy? Yeah. Brian (25:00) That's so awesome. That's so awesome. Help me then just I'll throw one last thing you guys direction. In thinking about kind of where we are today and we've come a ways but we have a ways to go still. What do you see as sort of the biggest challenges today, the biggest hurdles that we've yet to really Nosa Oyegun (25:01) Yeah, absolutely. Brian (25:30) overcome that's really holding this back. Louria Lindauer (25:36) What do you mean by this? This? do mean this? Brian (25:38) Well, holding diversity, equity, inclusion, holding people... Louria Lindauer (25:42) You can. That's a great. Brian (25:44) barriers in either sense of the word. what are we not doing very, especially in the agile world, like what are we not doing very well right now that we really need to do better? Nosa Oyegun (25:57) Now, Brian, how much time do you have? That's the question. So, yeah. So here's what I'll say. And this is the NOSA version because again, that experience of, we have a different experience based on our backgrounds, right? So, and I think Loretta alluded to it earlier saying, well, my background, remember people saying minority. I'm like, who you calling minority? I'm not minority because where I'm from, I'm not minority, right? And so when I hear... Brian (26:00) Hahaha! Louria Lindauer (26:01) I'll say we are out of this. Brian (26:24) Right. Nosa Oyegun (26:26) even the term people of color and I'm like we're all a color you know that and this is what I love about our t-shirt right because it's a spectrum right and so going back to your question there is beyond the outside beyond the exterior the question becomes how do we unify and support each other like truly genuinely support each other because everyone always brings something priceless to the table. There's a reason why we all have a unique thumbprint. What I'm great at and what I excel at and what my strengths are, most likely not Loria's strengths. And so if I bring my strengths to the table and I am vulnerable and bring my weaknesses to the table as well, and my weaknesses are Loria's strengths, then we lock arms together and we make this happen. And so two things I would highlight is one, being vulnerable to say, I really don't understand this. Can I get some support? Can I get some help? Can I get some partnership? And then two, that encouragement of not saying, why don't you know this? You've been in the industry for five years. You should know this by now. There's no need to shame each other. Neither is there a need to say, because Brian is of a different hue, he needs to be in the C-suite office and I need to be in the back. No, it needs to be, we all bleed red. let's get out of our mindsets about this whole external thing and let's begin to truly and genuinely support each other as humans. One of the things I love, friend of mine always says is she's like, let's just be human. Let's just be kind and let's be there for each other because at the end of the day, there's so much going on in our world, right? But if we can truly be human and truly say, how can I live in a space where I can support someone else? And then how can I be vulnerable as well, regardless of who am in my career path? We can make things happen. Louria Lindauer (28:26) I have to, I love that note. I love the vulnerability because it's really, it is so important in the agile world and it's sometimes harder for organizations. And it's really hard for the minority or a person of color to do that because they don't want us to do it. They don't, sometimes it's just hard to be yourself because You know, there was a time when being LGBTQ or black, was frowned upon. I couldn't wear my hair like this. She couldn't wear her hair like that to work. There was a time where my best friend's a guy, he couldn't wear a beer. You can wear a beer because you had to be clean shaven. And the biggest fear, and I love this question, is people don't want to change. People like the same old same old. I've seen Agile is so hardcore Agile and they come in with all their Agile speak and they're doing, and they're not listening to the team that's right in front of them. Yes. Nosa Oyegun (29:17) I job police. Brian (29:19) Yeah. Louria Lindauer (29:20) They don't see, they're not aware, they don't have group awareness of what is happening and the impact. They go to these classes and grade and they come back and they try to just push. You don't wanna push, you wanna pull. You want people to be coming towards you so they're pulling. They're like, okay, okay, okay. I don't wanna push all my stuff on them. I want them to be pulling me towards. And so one thing right now with diversity, people don't want to change. It feels safe. If I was the majority and you told me I had to change and I'm like, why? know, sometimes that's hard when you're comfortable. So people are like, But now, thank goodness, I can actually look at people who are not my same color and say, buckle up, buttercup, because now you get to feel what I feel because that's so important in the agile community. It is Brian (30:10) You Louria Lindauer (30:17) taking your experience as an Agilist today and how it feels and saying, this is my experience, I wonder if someone else feels like that. Really taking the time to do that. And I think we do it better in Agile communities where we do the doing and the being. I'm not saying all Agilists, okay, but when we really embrace, the being is so important because sometimes we're technically strong and we gotta get better at that leadership mindset of emotional intelligence. Nosa Oyegun (30:34) I'm going to go Louria Lindauer (30:47) and being able to say, we need to change. Because if we we're going to get left behind. But in the same thing, know that you might be hurting someone. And to be curious, we need to get more curious, less defensive, and listen. Like, shut up and listen. Just be quiet. Listen. Nosa Oyegun (31:05) Exactly. Yeah. I actually coin. No, I was going to just add this real quick. actually coined my role as an agile coach as a therapist. And it's interesting because my colleague and I joke about the fact because I have a master's degree in psychology and she says, see, I wish I did that. And I say this to Laura's point is a lot of times people just want to be heard. And in addition to that is not just being heard. But what are they not saying that they're really saying by being quiet? Brian (31:08) I was thinking that too, the whole time. Sorry, go ahead. Ha Nosa Oyegun (31:36) Listen for that as well. Brian (31:36) That's so good, that's so good. Yeah, and I was just gonna say that it sounds like maybe we just need to all start by listening a little bit better to each other and seeking first to listen rather than to be heard. And if we can do that, then it's so much easier to understand each other and understand and help each other, right? Nosa Oyegun (32:00) Absolutely. Louria Lindauer (32:01) Yeah, let's lock arms and then let's take action that is agreed upon between us. So sometimes in the lead is called I can leave from behind and doesn't and I'm leading from the front, but we're still there or we're leading side by side. And to listen that maybe Brian, you're the one I need to listen to for this moment. And I'm just still there supporting you. It doesn't matter. We're all leaders. So how do we so that we all get what we need because a lot of people, awareness is great. Please start there first. Please don't move into action if you're not aware. Like go back. But sometimes we just stick, we get stuck in awareness. It's time now for action and it doesn't have to be this huge thing. Sometimes just a mentoring program and a hiring process instead of hiring a bunch of people of color and then they're now in this environment that kind of is awful and then the retention rates. We see that all the time. But having a mentor when you come in to help you and also work on the actual change in the culture, because maybe it is kind of, you know, messed up because sometimes a lot of companies, and I know this isn't your company if you're watching this, they are about money. So that is they won't mess with this very toxic, awful environment. And I'm not talking about diversity. can conclude I'm talking about for everybody in there because it's a money, moneymaker. And so then it has this toxic environment. And so us as Agilent, Nosa Oyegun (33:14) Yes. Louria Lindauer (33:28) can't help. And that's why at Agile and Color, we're starting to transition to how we can use our skills in project management, change management, because our skills are all the ones that they use anyway. just start. If you're looking for a job and you're an Agile coach, look now for change management, else? Project manager. They just change. And then if you look in the thing, job descriptions. just. Nosa Oyegun (33:36) Exactly. Yeah, very fluid. Mm-hmm. Just changed the title. Louria Lindauer (33:52) hype up that resume with more change management and those type of things because they can't get rid of that we need to do things quicker and faster and be human. They'll never get rid of that. Brian (34:04) That's awesome. I love the phrase too that you said there earlier, just about like it's a time for action. And I think that's a great way for us to kind of wrap up. if the people out there, if you hear this and agree, hey, it's time, I'm ready to act. I'm ready to not just stand up by the sidelines. Then what we're gonna do is we're gonna put a link in our show notes that will put you in touch with Agilent Color. And I encourage you, if you're a person of color or if you are interested in being an ally in some way for Agile and Color, I encourage you to reach out to them. They're a great organization. I'm really happy to have you guys on to share some of that vision and to spread the awareness a little bit of it. I can't thank you enough. Thank you for making your time and coming by and speaking with us. Nosa Oyegun (34:57) Thank you for having us. Thank you for having us. And for the platform that you all do here, it's amazing just to see not just the topic, but the diversity of the topics as well, Brian. So thank you. Louria Lindauer (34:58) Thank you. Brian (35:10) Thank you so much. Louria Lindauer (35:10) Thank you.

Books That Make You Enter the World of Hollywood—and Murder This fall, gear up for an emotion-packed thriller, as you shake literary hands with an aging Hollywood horror actor whose wife's death years ago may, in fact, have been murder. Such is the set-up of the new novel, The Salvation of Henry Maxwell, by Lee Lindauer. Lindauer is an award-winning author, whose transition to writing from structural engineering has fascinated many readers worldwide. Praised for deep dives into the human mind, his stories explore the nuances of fear, redemption, and the tenacity of the human spirit. With its thrilling explorations of discovery and transformation, all under the eerily romantic shadows of Old Hollywood, The Salvation of Henry Maxwell has captivated readers of many tastes. Find out more on Books That Make You. You can also follow us on Facebook and Instagram.

Now eighty-five-years old, former mega-horror film star Henry Maxwell is suffering from severe depression and thoughts of suicide. Unforeseen obstacles add to his mental torture while he contemplates the mysterious death of his beloved wife, Lillian, some forty-plus years earlier. Shadowed by attorney Jessica Barrow serving as court appointed conservator and Professor David Grovene, an expert on celluloid films from the B-movie era, Henry now believes Lillian is calling for him from the grave. Obsessed with her ghostly presence, he must replay the unfinished final scene from his last movie that was never released, believing it holds the key that will unite him and Lillian together in eternal bliss.Support this show http://supporter.acast.com/houseofmysteryradio. Become a member at https://plus.acast.com/s/houseofmysteryradio. Hosted on Acast. See acast.com/privacy for more information.

South Florida drummer LAURA SIMPSON LINDAUER opens up about her journey for the first time!From her early days attending concerts at the iconic Hollywood Sportatorium to her rise as a musician, Laura takes us on a fascinating ride. She shares stories of her time with the all-girl band Leather Teaze, her brief stint with Whig Party, and her eventual landing with Jack Off Jill. With Jack Off Jill, Laura recounts several experiences of playing local shows, touring, and more. She also reflects on the vibrant 90s South Florida music scene, her audition for the band Hole, and her collaboration with Libby Bentley from Morbid Opera in the band Pillmagnet, plus a whole lot more! [Recorded on 07/28/2024]Music:Jack Off Jill - Girl ScoutPillmagnet - So What☞ Follow Florida Sound Archive on Instagram! @floridasoundarchive☞ Please SUBSCRIBE to the channel and give the video a thumbs up if you enjoy the contentFollow Laura Simpson Lindauer on Instagram @lauracet13...Related Episodes:Extended Cut! The untold story of Morbid Opera (Ft. Lauderdale) with Libby Bentley & Carmen Monoxide - https://youtu.be/-2wfpLLd9Xo?si=3LIi2H-pTIXZpSoU.The Story of ROB ELBA (The Holy Terrors, X-Conz, That Record Got Me High Podcast) - https://youtu.be/qSea8-JBWbw?si=ggfeXk8zW2JvdAQe.The Story of PAIGE HARVEY (Livid Kittens, All The V Words) - https://youtu.be/b8ywdzT3aHs?si=KZ18cx21EHrnw76g.The Story of Kreamy 'Lectric Santa (KLS) with Robert Price & Priya Ray - https://youtu.be/Fzo_by24Agc?si=mmVmSdGyq_pv9FDo

Die etwas andere «SRF bi de Lüt» Sendung, in der die Kabarettistin Rebekka Lindauer auf einem alten klapprigen Mofa durch die Schweiz fährt und sich für keine «Hundsverlochete» zu schade ist. Wichtig ist ihr dabei nicht nur, dass der Service Public die Unterhaltung erhält, die er verdient, sondern auch eine angemessene Portion Inklusion. Chauffiert wird sie deshalb von prominenten Pensionisten wie Roger Federer, Alain Berset oder Ueli Maurer, die auch mal zu Wort kommen dürfen. Wer wird sie diesmal durch die hintersten Schweizer Täler und Seitengassen manövrieren? Wir sind gespannt. Mit Rebekka Lindauer, Kabarettistin Helena Danis, Schauspielerin Cynthia Coray und Slam Poet Sven Hirsbrunner.

In this week's episode, I'm joined fashionable lady Margo Lindauer of the podcast JustUS.  We're asking the big question: Why don't people dress better in Boston? We've got theories, we've got equivocation, we've got thoughts on Lilly Pulitzer. If you want to tell me why we're wrong about local fashion — or share your own hot takes — please DM me on Instagram, email me, or send me a voice memo. If you're a local business who'd like to advertise on the podcast, please drop me a line.For merch, head to Explainbostontome.com.Send us a Text Message.The Outback Summer Program at the Maria L. Baldwin Community Center is a high-quality summer experience for rising K through 6th graders who value creativity, culture, and community.Outback currently has openings throughout the summer. Anyone interested in enrolling can learn more on their website, agassiz.org, or by contacting registration@agassiz.org Moving + Packing Tips and Hacks, Real Estate & LifeListen to 'Life Beyond Boxes Podcast' – the art of moving with ease and confidence! Backroad Odyssey Traveling America's backroads, history lovers - Noah and Noodles - uncover...Listen on: Apple Podcasts Spotify

Como suele ser habitual en fechas más de descanso, sacamos nuestro episodio recurrente de comentario de actualidad con nuestras últimas recomendaciones de libros. Además, adelantamos algunas novedades sobre la estrucutra y tema de los audios para el mes de mayo.En este episodio, Alfonso y Nico tratan sobre la actualidad nacional - con un horizonte plagado de elecciones - y las últimas novedades internacionales, haciendo hincapié en la situación bélica en Ucrania y Gaza. Además, recomiendan cuatro libros para esta primavera que dejamos aquí indicados:La Guerra de Corea (Max Hastings)Los suicidas del fin del mundo (Leila Guerrero)La guía Boglehead de inversión (M. Lindauer, T. Larimore, M. LeBoeuf)En agosto nos vemos (García Márquez)

Jules Holroyd is a Senior Lecturer in Philosophy at the University of Sheffield. Her teaching and research focuses on understanding the nature of, and addressing, injustices. In this conversation, she turns her attention to praise.Philosophers have given a lot of attention to blame in the past, but not so much to praise. This might be because praise looks fairly unproblematic on the whole. Praising people is nice! It boosts people's self-confidence, strengthens social bonds, and if we occasionally praise people who don't deserve our praise, who cares? According to Jules Holroyd, a philosopher working at the University of Sheffield, while this attitude is probably right overall, there can be instances in which we praise people in ways that are morally problematic, harmful even, and we should be on the lookout for these cases. In this conversation, we talked about some of the moral norms that govern praise - when it is and isn't appropriate to praise someone - and in particular we looked at the ways in which our acts of praising can signal a commitment to wider social norms, some of which we might not want to endorse.Jules's paper which forms the basis of this conversation is here:Holroyd, J. (2021) Oppressive Praise. Feminist Philosophy Quarterly. https://ojs.lib.uwo.ca/index.php/fpq/article/view/13967She also has this more recent paper on praise: Holroyd, J. (2023) Proleptic praise: a social function analysis. Noûs. https://onlinelibrary.wiley.com/doi/10.1111/nous.12482 Here are some of the papers Jules refers to in the episode:Coates, Justin. (2019). Gratitude and Resentment: Some Asymmetries. In R. Roberts & D. Telech (Eds.) The Moral Psychology of Gratitude(pp. 160–175). London: Rowman & Littlefield.Jeppsson, S., & Brandenburg, D. (2022). Patronizing Praise. The Journal of Ethics, 26, 1–20. https://doi.org/10.1007/s10892-022-09409-2 Khader, S., & Lindauer, M. (2020). The “Daddy Dividend”: The Gender Division of Labour and Regression Towards Patriarchy.APA Newsletter on Feminism and Philosophy,19(2), 6–8. https://cdn.ymaws.com/www.apaonline.org/ resource/collection/D03EBDAB-82D7-4B28-B897-C050FDC1ACB4/FeminismV19n2.pdfLippert-Rasmussen, K. (2022). Praising without standing. The Journal of Ethics, 26,229–246. https://link.springer.com/article/10.1007/s10892-021-09374-2 Shoemaker, D., & Vargas, M. (2019). Moral torch fishing: A signaling theory of blame. Noûs, 55, 581–602. https:// doi.org/10.1111/nous.12316 Ethics Untangled is produced by the IDEA Ethics Centre at the University of Leeds.Twitter: @EthicsUntangledFacebook: https://www.facebook.com/ideacetlLinkedIn: https://www.linkedin.com/company/idea-ethics-centre/

Kann der ökologische Fussabdruck eines Insektenburgers den Kalorienwert meiner veganen Hafermilch unterbieten? Wie mache ich das perfekte Vermicelle? Ernährung im 21. Jahrhundert ist eine Challenge. Ohne jede Angst vor experimentellem Streetfood tourt die Kabarettistin Rebekka Lindauer erneut durch die Schweiz und flambiert alles, was ihr an woker Kulinarik und krasser Erlebnis-Gastronomie begegnet. Mit Rebekka Lindauer, Helena Danis, Martina Hügi und Cenk.

REMASTERED & OPTIMIZED - Series 4 Episode 1 (May 28, 2005) of The Ricky Gervais Show on XFM, the tin pot radio station we all know and love. **ALL-NEW Never-Before-Heard BIT at (40:13)** Our brilliant trio together again! Ricky "cause it's such a lovely bald little sort of dome" Gervais; Stephen “'Sponsored by Lindauer sparkling wine.” Merchant; and the eminent, Karl "Right, are we doing Rockbusters then?" Pilkington. THIS TRACK HAS BEEN OPTIMIZED FOR AUDIO. File updated Oct. 30, 2023.

Sabrina Lindauer spricht darüber, wie sie durch Dankbarkeit und eine positive Lebenseinstellung aus ihrem Burnout kam. Erfahre, wie Du eine Dankbarkeitspraxis etablierst.

This episode is about ESG data products. We covered topics - What are the different ESG data products? - How has Data Science changed the landscape? - How can small non-profits leverage more from Digital products? - What qualifies as a Data Digital Product? - What is E&S QualityScore (ISS ESG) - How did you develope revenue-generating SaaS products? - What makes a good ESG Scorecard? - Is there any advice for an ESG analyst? ---- Important Links Guest - https://www.linkedin.com/in/jasonlindauer/ Email - lindauer.jason@gmail.com ---- ESG Scorecard 2X Formula - Do you want to double the impact of your ESG Scorecard? This means you will 2X the time users spend on your scorecard, twice the number of visitors and two times the count of feedback. Download Now by clicking this link https://73bit.com/2x

Kann der ökologische Fussabdruck eines Insektenburgers den Kalorienwert meiner veganen Hafermilch unterbieten? Wie koche ich ein Chili con carne ohne Chili und carne? Ernährung im 21. Jahrhundert ist eine Challenge. Die Kabarettistin Rebekka Lindauer reist durch die Schweiz und flambiert alles, was ihr an woker Kulinarik und krasser Erlebnis-Gastronomie begegnet. Mit Rebekka Lindauer, Helena Danis, Dominique Müller und Andrea Fischer Schulthess

If only they could they talk. Two valuable Lindauer paintings stolen in a violent heist five years ago have been returned out of the blue, by a mystery go-between. The works were painted in 1884 by Gottfried Lindauer and had a combined value of $1 million, when they were stolen in 2017 ram raid on a Parnell art gallery. The police say they were recently contacted by an intermediary, who wanted to return the paintings on behalf of others. The damaged works are now back with their rightful owner. Richard Thomson, director of the International Art Centre from where the paintings were stolen, talks to Lisa Owen.  

A good day for one of our top cops. A pair of Gottfried Lindauer portraits have been recovered through an intermediary five years after being stolen from Parnell's International Art Centre. They were jointly priced at about $1 million dollars in 2017. Detective Inspector Scott Beard has overseen prominent criminal cases like the Grace Millane homicide investigation and says this is a rare happy result. "There's always public weight behind us, but to actually get the paintings back and be able to return them to the rightful owner, it was a very proud moment for New Zealand Police." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Was macht ein glückliches Leben wirklich aus? Im zweiten Teil des Interviews erklären Martin und Sabrina ihre Meinung bezüglich eines glücklichen Lebens und wie eine solche Bewegung auch unsere Gesellschaft beeinflussen kann.

Sabrina ist Coach für Dankbarkeit, hat Fortbildungen in Meditation und Yoga gemacht und mittlerweile ein eigenes Business aufgebaut. Im Interview erklärt sie, was wir für ein glückliches Leben brauchen und wie ihr Tagebuch auch Dir dabei helfen kann.

Essen verbindet. Sicher? Im Gegenteil. Da scheiden sich die Geister oder kochen schon mal über. Ernährung im 21. Jahrhundert ist eine echte Challenge geworden. Kann der ökologische Fussabdruck meines Insektenburgers den Kalorienwert meiner Hafermilch unterbieten? Wie koche ich ein Chili con carne ohne Chili und carne? Und wieso hat ausgerechnet mein Kochlöffel ein männliches Pronomen? Die Kabarettistin Rebekka Lindauer dreht die satirischen Herdplatten auf und flambiert alles, was wir über woke Kulinarik und sonstige Stilfragen zu wissen glaubten. In dieser Show wird so heiss gekocht wie gegessen wird. Mit Rebekka Lindauer, Helena Danis, Kilian Ziegler, Patrick Frey, Hanspeter Burkhardt

This week, we sit down with Nick Lindauer, Vice President for our parent company, Daxko's digital agency. We discuss how digital marketing and a good website can change the impression your club makes on potential new members.

It's a crossover episode as The Cocoon Podcast co-host Kim Lindauer joins to share her favorite memories of growing up at Jacobs Camp in Mississippi, including a syrup-chugging contest gone wrong, the joy of planning evening programs, and not being good at skits because of always breaking character. Don't waste a minute, take a listen!

Du hast Leidenschaft für deinen Beruf, arbeitest jahrelang auf eine bestimmte Stelle hin und bekommst sie auch noch. Dann plötzlich der Knall. Es ist irgendwie anders als du dir vorgestellt hast. “War's das jetzt?”. So erging es meinem heutigen Gast, Sabrina Lindauer. Mit Dankbarkeit kam sie aus diesem Dilemma wieder raus und genau deswegen ist sie heute absolute Dankbarkeits-Enthusiastin und Unternehmerin. Wir reden über unseren Perfektionismus, unsere Erfahrungen in der Selbstständigkeit und über die guten und schlechten Seiten der Persönlichkeitsentwicklung. Verpasse diese folge nicht. **Erfahre in dieser Folge:** Welche gern gemachten Denk-Fehler und Mythen es über die das Selbstständigkeit sein gibt Typische Perfektionismus-Fallen und wie sein dein Leben & dein Business beeinflussen Wie du lernst wieder die schönen Dingen zu sehen und Dankbarkeit für dich, dein Leben und dein Business nutzen kannst *** Mehr zu Sabrina findest du hier [Instagram](https://www.instagram.com/dankbarkeits.enthusiastin/) [dankbar erfüllt sein - Podcast](https://www.sabrinalindauer.com/podcast) [Homepage](sabrinalindauer.com ) *** Meine Angebote für dich: Die 3 meist unterschätzten Faktoren beim Online Business Aufbau erfährst du hier. [Invisible Circle](https://drive.google.com/file/d/1rU_2VBpVR-vfXPVJUZSs2iJk8Qu5p56f/view?usp=sharing) *** Du hast Interesse an meinen tieftransformierenden 1:1 Coaching Programmen? **- Perfectly Imperfect, die ersten 100 Tage für dein Business** **- Sinnerfüllt. Erfolgreich. Frei. Entfessle deine Business-Magie** Dann buch dir hier einen unverbindlichen Kennenlerntermin. [Kennenlern-Termin buchen: Hier klicken](https://katharinasiebauer.youcanbook.me) *** [Kostenloser E-Mail-Kurs]( https://katharinasiebauer.de/in-5-schritten-raus-aus-der-perfektionismus-falle/) *** **Dir gefällt diese Podcast Folge? Dann erfahre gerne mehr über mich und meine Projekte hier:** [Website](https://katharinasiebauer.de/) [Instagram](https://www.instagram.com/kathi_perfektunperfekt/) [Facebook](https://www.facebook.com/Katharina-Siebauer-Perfektionismus-loslassen-100852712089937) [LinkedIn](https://www.linkedin.com/in/katharina-siebauer-599253b1/) Hab Spaß im Leben, Deine Kathi

Chris Lindauer is the new Peterson Family Head Swimming Coach at Notre Dame. He joined the SwimSwam podcast to discuss that title and his new job in South Bend, Indiana. Chris was a long-time assistant coach at Louisville under Arthur Albiero but is stepping into his first head coaching role with the Fighting Irish. In this discussion, we talk about the differences as a head coach and what he's learned from one of the best in the business. One of the first things Chris has done to help with the transition is to hire two trusted assistants in Kameron Chastain and Kelsi Dahlia. He talks about not only what makes them the right fit, but also such great assets to the program. Chris also gets into some specifics about sets. He talks about a go-to 100-pace set long course as well as some fun sets, including one vertical kick challenge that many coaches are sure to steal. As a family man, he discusses finding the balance in life with so many priorities. He also points out the benefits that family can bring to your coaching. There is a ton of great stuff to take away from this 40 minutes or so with Chris Lindauer. Enjoy! SWIMSWAM PODCAST LINKS Click here to listen and subscribe on Spotify Click here to listen and subscribe on Apple Podcasts Click here to listen and subscribe on Podbean Click here to listen and subscribe on Google Click here to listen and subscribe on YouTube Click here to listen and subscribe on Listen Notes Click here to listen and subscribe on Stitcher Click here to listen and subscribe on iHeartRadio Click here to listen and subscribe on Amazon Click here to listen and subscribe on Pandora Music: Otis McDonald www.otismacmusic.com

Subscribe now: Apple Podcasts | Spotify Michael Lindauer is co-CIO of Allianz Capital Partners. He joined the institution in 2003 and has been an influential decision-maker with regards to backing private equity managers, and a respected and informed LP. He is based in Europe and has responsibility for ACP’s global private equity investment programme. He talks to Ross […]

Michael Lindauer is co-CIO of Allianz Capital Partners. He joined the institution in 2003 and has been an influential decision-maker with regards to backing private equity managers, and a respected and informed LP. He is based in Europe and has responsibility for ACP's global private equity investment programme. He talks to Ross Butler of Linear B Group about Allianz's investment business and market-view, approach to GP selection and terms, and much more. This is a must-watch conversation for any private equity manager who wishes to understand how an experienced and thoughtful institutional investor approaches fund investment opportunities. In this Fund […]

Deb Taft is CEO and co-owner of Lindauer, a global search and talent firm serving nonprofits in the education, health and science, arts and culture, policy and advocacy, and civic and social justice arenas. An innovative leader in the education, healthcare/academic medicine, youth services and voluntary sectors, Deb was Senior EVP and Managing Director for Grenzebach Glier and Associates (GG+A) in Chicago, overseeing all global philanthropic consulting practices. Deb previously served as Chief Development Officer and Interim Chief Strategy Officer for Girl Scouts of the USA, where she led the launch of the $1 billion ToGetHerThere fundraising campaign and shaped the Alumni initiative to engage 50 million Girl Scouts. Deb held prior executive roles at Simmons University, Tufts Medical Center and Floating Hospital for Children, Dana-Farber Cancer Institute and the Jimmy Fund, and Concord Academy. She chairs the Industry Advisory Council and serves Ex-Officio on the Board of the Council for Advancement and Support of Education (CASE). She also serves on the Editorial Board of Giving USA, the Boards of The Giving Institute and Girl Scouts of Eastern Massachusetts, and on the AI in Advancement Advisory Council (AAAC); she recently completed her service and leadership of the Board of Directors for the Human Rights Campaign Foundation in Washington, DC. She continues to advance inclusion and equity in nonprofit leadership including through her service on the steering committee for Allies in Action for Women of Color in Philanthropy (WŌC) and through various appointed leadership roles for CASE, GSEMA, and HRC. Deb was a founding team member of City Year, which today has youth service teams in more than 31 regions across the United States, the United Kingdom, and South Africa. She was honored as a Girl Scouts of Eastern MA Leading Woman in 2019 and as a 2021 member of the YW Boston Academy of Women Achievers. Her expertise includes governance and strategic planning; organizational growth and restructuring; diversity, equity, and inclusion; fundraising, marketing, and communications; constituent engagement; and talent recruitment, development, and retention. A renowned speaker and facilitator, Deb holds a BA from Harvard University and an MBA from Simmons University.

Gesundheit und ein glückliches Leben hängen eng miteinander in Verbindung. Solange Deine Gesundheit nicht auf einem guten Niveau ist, wird es Dir auch schwerfallen, ein glückliches und erfülltes Leben zu führen. Darum soll es heute gehen. Martin stellt Dir seine eigenen Tipps und seine eigene Definition eines erfüllten Lebens vor.

This week on the SwimSwam Breakdown, we discuss the new coach of Notre Dame (Chris Lindauer) and Pitt (Chase Kreitler) as well as 5 storylines to follow at the 2022 US World Champ Trials. SWIMSWAM PODCAST LINKS Click here to listen and subscribe on Spotify Click here to listen and subscribe on Apple Podcasts Click here to listen and subscribe on Podbean Click here to listen and subscribe on Google Click here to listen and subscribe on YouTube Click here to listen and subscribe on Listen Notes Click here to listen and subscribe on Stitcher Click here to listen and subscribe on iHeartRadio Click here to listen and subscribe on Amazon Click here to listen and subscribe on Pandora

Essen verbindet. Sicher? Im Gegenteil. Da scheiden sich die Geister, oder kochen schon mal über. Ernährung im 21. Jahrhundert ist eine echte Challenge geworden. Kann der ökologische Fussabdruck meines Insektenburgers den Kalorienwert meiner Hafermilch unterbieten? Wie koche ich ein Chili con carne ohne Chili und carne? Und wieso hat ausgerechnet mein Kochlöffel ein männliches Pronomen? Die Kabarettistin Rebekka Lindauer dreht die satirischen Herdplatten auf und flambiert alles, was wir über woke Kulinarik und sonstige Stilfragen zu wissen glaubten. Mit: Rebekka Lindauer, Helenka, Laurin Buser, Gabriel Vetter und Sibel Arslan Mehr kulinarische Leckerbissen für die Ohren gibt es hier .

Lance Lindauer Executive Director of Partnership to Advance Responsible Technology PART joins TechVibe Radio to talk about its new study, "How Pittsburgh Can Build a Better Innovation Economy Through Connecting, Density and Collaboration." Get the key findings and action items recommended to ensure Pittsburgh's tech ecosystem thrives. Find out what our strengths, weaknesses and opportunities are. Most importantly, how can we work together for success.

We meet three masters of their craft: the Lindauer family, who have been making sledges in the Swiss mountains for three generations; Debauve et Gallais, the oldest chocolatier in Paris; and Cicely Travers, founder of lingerie brand Isosceles. Plus: writer Fleur Macdonald discusses the art of matchmaking.See omnystudio.com/listener for privacy information.

We meet three masters of their craft: the Lindauer family, who have been making sledges in the Swiss mountains for three generations; Debauve et Gallais, the oldest chocolatier in Paris; and Cicely Travers, founder of lingerie brand Isosceles. Plus: writer Fleur Macdonald discusses the art of matchmaking.

In der heutigen Folge erfährst du: - Wie du dir ein glückliches Leben kreieren kannst - Wie du in die Dankbarkeit eintauchen kannst und sie von Herzen fühlen kannst - Was Dankbarkeit alles in deinem Leben verändern kann. - Wie du Dankbarkeit in deinen Alltag integrieren kannst Und vieles mehr! Infos zu mir: www.linda-roth.com https://www.instagram.com/_linda_roth_/ Infos zu Sabrina: https://www.sabrinalindauer.com https://www.sabrinalindauer.com/tagebuch https://www.instagram.com/dankbarkeits.enthusiastin/

welcome to the nonlinear library, where we use text-to-speech software to convert the best writing from the rationalist and ea communities into audio. this is: A new strategy for broadening the appeal of effective giving (GivingMultiplier.org), published by Lucius_Caviola on the effective altruism forum. In this post, I introduce an ongoing research project with the aim of bringing effective giving to a wider range of altruists. The strategy combines 1) donation bundling (splitting between your favorite and an effective charity), 2) asymmetrical matching (offering higher matching rates for allocating more to an effective charity), 3) a form of donor coordination (to provide the matching). After conducting a series of experiments, we will test our strategy in the real-world using our new website GivingMultiplier.org. This project is a collaboration with Prof Joshua Greene and is supported by an EA Funds grant. Background It is difficult to motivate people to give more effectively. Presenting people with information about charity effectiveness can increase effective giving to some extent (Caviola, Schubert, et al., 2020a; 2020b). However, the effect is limited because most people prefer to give to their favorite charity even when they know that other charities are more effective (Berman et al., 2018). This is because people are motivated by ‘warm glow' of giving (Andreoni, 1990), which isn't a good proxy for effectiveness. Another issue is that most people aren't motivated to proactively seek out information about the most effective charities. But making people care more about effectiveness is difficult. In multiple studies I have found that presenting people with moral arguments makes little to no difference. (Though moral arguments might work for some people and under the right circumstances, cf. Lindauer et al., 2020; Schwitzgebel et al., 2020.) Therefore, the approach we take here is to work with people's preferences instead of trying to change them. The strategy Below is a short summary of the set of techniques our strategy relies on. In our experiments, 2,000 (Amazon MechanicalTurk) participants made probabilistically implemented decisions involving real money. If you are interested in more details about our studies and results, you can find an early working draft here. 1) Donation bundling We found that donations to effective charities can be increased by up to 75% when people are offered the option to split their donation between their favorite and a highly effective charity (Study 1). We call this technique donation bundling. Most donors find such bundle options appealing because they enjoy nearly all the warm-glow of giving exclusively to their favorite charity, but also gain the satisfaction of giving more effectively and fairly (Study 2). Likewise, we find that third-parties perceive bundle donors as both highly warm and highly competent, as compared to donors who give exclusively to an emotionally appealing charity (warm, but less competent) or exclusively to a highly effective charity (competent, but less warm) (Study 3). 2) Asymmetrical matching The bundling technique can be enhanced by offering matching funds in an asymmetrical way, i.e. the matching rate increases as more is allocated to the effective charity. In our studies, participants were offered higher matching rates, the more they would give to the effective charity as opposed to their favorite charity. For example, they might get a 10% matching rate for giving 50% to their favorite and 50% to the effective charity, but a 20% matching rate for giving 100% to the effective charity. We found that asymmetrical matching can increase donations to effective charities by an additional 55% (Study 4). A key advantage of offering donation matching is that it provides people with no prior interest in effective giving to visit the site and choose to support a highly effective charity. 3) Matching as donor coordination Where does the matching funding come from? We ...

Kann der ökologische Fussabdruck meines Insektenburgers den Kalorienwert meiner veganen Hafermilch unterbieten? Wie koche ich ein Chili con carne ohne Chili und carne? Ernährung im 21. Jahrhundert ist eine Challenge. Dagegen ist die bemannte Marsmission simpel wie eine tiefgekühlte Erbse. Die Kabarettistin Rebekka Lindauer dreht die satirischen Herdplatten auf und flambiert alles, was wir über moderne Kulinarik und sonstige Stilfragen zu wissen glauben. Mit: Rebekka Lindauer, Meta Hiltebrand, Viktor Giacobbo, Helena Danis und Dominik Muheim Bonusmaterial wie der «Fragebogen» von Rebekka Lindauer oder das «Rezept von Meta Hiltebrand featuring Rebekka Lindauer» finden Sie direkt darunter.

Today is another episode where we invite current undergraduate and graduate teacher candidates in physical and health education from Canisius College who are completing their final semester of student-teaching this fall.  Mentor teachers were also invited to join the show by their teacher candidate and will be introduced accordingly.  As a special treat for our listeners, we have also invited PETE faculty and teacher candidates from SUNY Cortland.  Dr. Madden is joining us from SUNY Cortland where he currently serves ad the Physical Education Department Chair. He is originally from Central CA and has previous experience teaching undergraduate and graduate level physical education pedagogy courses. Dr. Madden is a father, teacher, coach, and scholar. His research interests center around curriculum change, teacher development, and student teaching supervision.Today we discuss a 2018 article “A Clinically Rich Model in Physical Education Teacher Education?” by  Drs. Seymour, Donnely, and Lindauer published in the journal entitled The Physical Educator.  We specifically ask questions regarding the curriculum and preparation of teacher candidates from a physical education teacher education (PETE) programs perspective.Seymour, C. M., Donnelly, J. P., & Lindauer, J. R. (2018). A Clinically Rich Model in Physical Education Teacher Education. The Physical Educator, 75(3), 438–453. https://doi.org/10.18666/TPE-2018-V75-I3-7707 

Mel Lindauer of the Bogleheads and Dr. Chirag Shah join for an episode discussing Boglehead financial planning philosophy, how doctors make mistakes with finances, and Chirag and Jay's recent book, Financial Freedom Rx: The Physician's Guide to Achieving Financial Independence. The book is available for purchase on Amazon (https://www.amazon.com/Financial-Freedom-Physicians-Achieving-Independence/dp/163091956X/ref=sr_1_7?dchild=1&keywords=financial%20freedom%20rx&qid=1616432041&sr=8-7) and on Slack (https://www.slackbooks.com/financial-freedom-rx-the-physicians-guide-to-achieving-financial-independence/). Reach out to the Retina Podcast for a 25% discount code of your order!

Ein typischer Tourentag beginnt: die einen wachen mit Vorfreude im Lager auf, andere sind genervt von den anderen. Waschraum, Aufstieg, Pass - der Tag geht ganz normal weiter im Sinne der Vorankommens. Bei der Ankunft in der Schweiz erwartet die Bergfreundinnen aber eine kleine, ungewöhnliche Bergfreude.

Die Bergfreundinnen Kaddi, Toni und Anna erwachen im Lechquellengebirge und beenden den Tag im Montafon. Auf ihrer Alpenüberquerung begegnen sie der Skiführerin und Lawinensprengmeisterin Geli Kaufmann, die ihre Liebe zum Schnee und zur Region mit ihnen teilt. Doch Geli liebt auch die Alpenflora. Die Pflanzenwelt wird für die Bergfreundinnen zum Motto für den Tag.

For years, the role of development operations teams has been perceived as a data and technology-focused position within the nonprofit world. As technology, nonprofits, and the way we fundraise has significantly changed over the last few decades, so has the role of the operations team. For organizations and leaders willing to evolve, this presents an incredible opportunity – both for the organization's success and the individual's advancement. In today's episode, Deb Taft, CEO of Lindauer and Luis Morales, senior director of information strategy at Ann & Robert H. Lurie Children's Hospital of Chicago, chat with guest host Ashley Sweeney of Blackbaud about the ways that today's DBAs are adding value to the organization, how leaders can maximize this impact, and what operations team members should do to advance their career.   Topics Discussed in This Episode: The value that operational teams offer healthcare organizations How leaders in the organization play a key role in the operation team's value Cross-functional teams Why DBA is an important and interesting area to work right now The different types of people needed to work in the area Why you need to develop communication and relationship skills How to think about diversity in donor and prospect pools The evolution and opportunity of the role   Resources: Deb Taft Luis Morales Promoting Your Value as a Database Administrator Confessions of a Database Administrator Confessions of a Database Administrator, Part II Ashley's Favorite Things   Quotes:  “The value I see the operations team offering is collaboratively ensuring that our clients, their colleagues, have the context they need to make strategic data-driven decisions.” “The value of the operations team is different and differently valued than it was years ago as a profound driver really of nonprofits and advancement results.” “The operations team can create value by enriching conversations.” “It's about more than just filling requests and mailing lists and reports. We are the subject matter experts for the organization's data, integrations, trends, etc.” “I encourage my team to work as an internal consulting company with different business units in the foundation are our clients.”

In episode 13 Ben chats with Dr. Alison Cox, BCBA-D, about her research on psychotropic medication including effects on behavioural function, side effects and more!   Continuing Education Units (CEUs): https://cbiconsultants.com/shop   Show Notes: Brock University: https://brocku.ca/social-sciences/applied-disability-studies/people-in-the-department/alison-cox     Dr. Marc Lanovaz - The Behaviour Speak Podcast Episode: https://www.behaviourspeak.com/e/episode-8-artificial-intelligence-and-behaviour-analysis-with-marc-lanovaz-phd-bcba-d   Tom Freeman Course at FIT: https://abafit.coursewebs.com/cart/pageCourseInfo.aspx?Course_ID=BEHP1054&Section_ID=0&add_to_cart=0   References: Cox, A., Leung, J., Morgan, M-C & Anderson, B. (2021). Examining research trends in the treatment of adults with problem behavior and intellectual and developmental disabilities: A brief review. Behavioral Development, 26(1), 14-28. Cox, A. D. & Virues‐Ortega, J. (2016). Interactions between behavior function and psychotropic medication. Journal of Applied Behavior Analysis, 49, 85-104. https://doi.org/10.1002/jaba.247  Crosland, K. A., Zarcone, J. R., Lindauer, S. E., Valdovinos, M. G., Zarcone, T. J., Hellings, J. A., & Schroeder, S. R. (2003). Use of functional analysis methodology in the evaluation of medication effects. Journal of Autism and Developmental Disorders, 33(3), 271-279. https://doi.org/10.1023/a:1024402500425  Fisher, W., Piazza, C. C., Page, T. J. (1989). Assessing independent and interactive effects of behavioral and pharmacologic interventions for a client with dual diagnoses. Journal of Behavior Therapy and Experimental Psychiatry, 20(3), 241-250. https://doi.org/10.1016/0005-7916(89)90029-3  Northup, J., Fusilier, I., Swanson, V., Huete, J., Bruce, T., Freeland, J., Gulley, V. & Edwards, S. (1999). Further analysis of the separate and interactive effects of methylphenidate and common classroom contingencies. Journal of Applied Behavior Analysis, 32, 35-50. https://doi.org/10.1901/jaba.1999.32-35  Northup, J., Fusilier, I., Swanson, V., Roane, H. & Borrero, J. (1997). An evaluation of methylphenidate as a potential establishing operation for some common classroom reinforcers. Journal of Applied Behavior Analysis, 30, 615-625. https://doi.org/10.1901/jaba.1997.30-615  Rapp, J. T., Swanson, G., Dornbusch, K. (2007). Temporary increases in problem behavior and sleep disruption following decreases in medication: A descriptive analysis of conditional rates. Behavior Modification, 31, 825-846. https://doi.org/10.1177/0145445507301653 Valdovinos, M. G. (2019). Psychotropic medication in intellectual and developmental disabilities: Patterns of use and recommendations for monitoring effects. Current Developmental Disorders Reports, 6, 195–201. https://doi.org/10.1007/s40474-019-00179-5 Valdovinos, M. G., Caruso, M., Roberts, C., Kim, G., Kennedy, C. H., Bodfish, J. (2005). Medical and behavioral symptoms as potential medication side effects in adults with developmental disabilities. American Journal of Mental Retardation, 110(3), 164-170. https://doi.org/10.1352/0895-8017(2005)1102.0.CO;2 Valdovinos, M. G., Schieber, E., McMahon, M. et al. (2017). Adverse side effects of psychotropic medication and challenging behavior: Pilot work assessing impact. Journal of Developmental and Physical Disabilities, 29, 969-982. https://doi.org/10.1007/s10882-017-9570-0 van Haaren, F. & Weeden, M. (2013). Some guidelines for conducting research in applied behavioral pharmacology. Journal of Applied Behavior Analysis, 46, 498-506. https://doi.org/10.1002/jaba.47 Zarcone, J. R., Lindauer, S. E., Morse, P. S., Crosland, K. A., Valdovinos, M. G., McKerchar, T. L., Matthew Reese, R., Hellings, J. A., & Schroeder, S. R. (2004). Effects of risperidone on destructive behavior of persons with developmental disabilities: III. Functional analysis. American Journal on Mental Retardation, 109(4), 310-321. https://doi.org/10.1352/0895-8017(2004)1092.0.CO;2 

Was wird geredet in "Queergeredet"?

First we chat it up with the Instagram audience, then Shon Lindauer shows up to talk High Sea's Tattoo Parlor being wide-open for service, Sundays on the porch with Spike and Jay Leno and a great story about Mike Tyson's Countach

Jill Lasman, Senior Executive Vice President at Lois Lindauer, and I talk about executive search. We toggle back and forth between the perspective of the firm, and the candidate. Jill shares her expertise on how she is placing people, what areas have become even more important in the search process, and how things have changed since the pandemic. Certain skills are now more valuable than ever before, and so listening to this episode will help anyone who is looking to make a change or start interviewing for the first time since the pandemic. Jill Lasman is a key force in setting the Lindauer standard for executive search. A well-known and respected national search executive, Jill has placed senior leaders and their teams in many major education, healthcare and science, arts and culture, advocacy and mission-driven institutions since joining the firm in 1998. Register for our event here: https://www.eventbrite.com/e/the-development-debrief-listeners-live-event-tickets-150829550245?internal_ref=login --- Support this podcast: https://anchor.fm/devdebrief/support

Mut ist ein entscheidender Faktor, auch im Sportbusiness. So zeigt sich diese Entschlossenheit in vielen Marketingentscheidungen von INTERSPORT. Die größte mittelständische Verbundgruppe im weltweiten Sportfachhandel setzt in beeindruckenden Kampagnen auf Geschichten statt bekannte Gesichter – und hat damit großen Erfolg! In den Best-of-Seven sprechen wir mit Marketingleiter Niko Lindauer über den Ehrgeiz, Dinge zu wagen und den richtigen Zeitpunkt, um Leistungen zu erbringen. In der schnellen Fragerunde bekommst du Tipps für eine ausgewogene Work-Life Balance, die gerade aufgrund steigender Flexibilität im Home Office stärker denn je an Bedeutung gewinnt. Niko empfiehlt dir außerdem seine Lieblingspodcasts, mit denen er sich beruflich weiterbildet und verrät, welche Eigenschaft er aus dem Sport ins Business übertragen konnte. Nachdem er seinen größten Fehler (plus Learnings) offenbart hat, wirft der Head of Marketing bei INTERSPORT abschließend noch einen Blick in die Zukunft. Wie die aktuelle Pandemie zum Change Changer im Sport werden kann und welche Rolle der boomende Home-Fitness-Markt und der digitale Austausch in der Sportbranche dabei spielen, hörst du in den Best-of-Seven. So funktioniert strategische Marketingplanung "auf Sicht" bei INTERSPORT Du willst erfahren, wie das Marketing von INTERSPORT funktioniert? Im Interview sprechen wir mit Niko über eine gelungene Balance zwischen online und offline Marketing, Herausforderungen einer einheitlichen Markenpositionierung, emotionale Sponsoringkampagnen und die Bedeutung von sozialer Verantwortung als nachhaltiges Unternehmen im Sport.  *Über die Best-of-Seven: In diesem Format sprechen unsere Podcast-Gäste über Meilensteine und Wendepunkte in ihrer Karriere, die Technologien und Innovationen, die den Sport verändern und die persönlichen Tipps, um im Sportbusiness langfristig erfolgreich zu sein Shownotes: Shownotes unter: https://sportsmaniac.de/episode258 Hier geht's zum Interview mit Niko Lindauer von INTERSPORT: https://sportsmaniac.de/episode257 Vernetze dich mit Niko Lindauer auf LinkedIn Alles zu INTERSPORT gibt es auf der Homepage: https://www.intersport.de/unternehmen/ INTERSPORT auf Facebook, Instagram, Twitter, YouTube und LinkedIn  Meine Buchempfehlungen: https://sportsmaniac.de/books  Mehr zu unserer Podcast-Agentur Maniac Studios: https://maniacstudios.com Du willst einen Podcast starten oder als Partner im Sports Maniac Podcast werben? Hier anfragen: https://danielspruegel.com Abonniere den Sports Maniac Podcast auf Apple Podcasts, Google Podcasts, Spotify, Deezer, Soundcloud oder TuneIn Abonniere das Weekly Update: https://sportsmaniac.de/weekly-update Bewerte den Sports Maniac Podcast: https://sportsmaniac.de/bewertung Kostenfreie Facebook-Gruppe: https://sportsmaniac.de/community FACEBOOK: http://facebook.com/sportsmaniacDE INSTAGRAM: http://instagram.com/danielspruegel TWITTER: https://twitter.com/DanielSpruegel LINKEDIN: https://www.linkedin.com/company/sports-maniac Mein Podcast-Equipment: https://sportsmaniac.de/meinsetup

Neil creates space for Louria Lindauer, a high energy, real, practical, and down to earth agilist, professional coach, and leadership development consultant to share the story of her leadership range from anger as a new college graduate to using open heartedness as a superpower to do her work. In this down to earth conversation, Louria talks about how organizations just need to “Stop it”. She drops a cool acronym called FLEX as a tool for majority white leaders to use a to minimize microaggressions, and offers a reflection on how we can all think about our roles in new ways to create culturally competent leadership programs. Connect with Louria on LinkedIn. Louria is the founder of Success Agility - check out their website. You can email her at info@successagility.net.

Join me for a summary of the day 2 lectures from this year's virtual IOC. 9 lectures covering: Retention, accelerated tooth movement, Airway, OSA, Patient expectations Speakers: Padhraig Fleming, Martyn T. Cobourne, Carlos Flores Mir, Leslie A. Will, Won Moon, Juan M. Palomo, Seung Hak Baek, Steven j. Lindauer, Susan J. Cunningham Individual lecture summaries will be available at the end of the week, with written notes on each lecture! Lectures titles: Adjuncts To Orthodontic Tooth Movement Are They Really Worth The Bother Martyn T. Cobourne Orthodontic Retention Not Letting Go Padhraig Fleming Application Of Evidence Into Daily Orthodontic Clinical Decisions The Unerupted Teeth Story Carlos Flores Mir Update On Orthognathic Surgery Long Term Stability And Relationship To Airway Leslie A. Will Non-Surgical Expansion With Midfacial Skeletal Expander (MSE) For Upper Airway Obstructive Patients Won Moon Sleep apnea and the orthodontist Juan M. Palomo Treatment Guideline For Adult Obstructive Sleep Apnea Patients In Perspective Of Sleep Function And Facial Aesthetics Seung Hak Baek Patient expectations and the future of orthodontics Steven j. Lindauer Great Expectations - Understanding Patient Expectations In Orthodontics

This time we will talk about what Europeans thought about moko, given it was something entirely different to what they had ever expereinced before, as well generally the sort of things they recorded about moko and how it was captured visually.  To finish, we will discuss those Europeans and Pākehā who ended up receiving moko themselves, some against their will.Wet plate photography exhibit: https://www.puaki.comHere are some ways you can support HANZ!Become a Patron!https://www.patreon.com/historyaotearoaBuy some merch!https://teespring.com/stores/hanz-podcast★ Support this podcast on Patreon ★

Richard speaks with a former U.S. Intelligence asset who reveals how she tried to warn various Bush Administration officials about the 9/11 terrorist attacks. Instead of being believed, she ended up being arrested under the Patriot Act for her troubles. GUEST:  As a U.S. Intelligence Asset, Susan Lindauer covered anti-terrorism at the Iraqi Embassy in New York from 1996 up to the invasion. Independent sources have confirmed that she gave advance warning about the 9/11 attack. She also started talks for the Lockerbie Trial with Libyan diplomats. Shortly after requesting to testify before Congress about successful elements of Pre-War Intelligence, Lindauer became one of the first non-Arab Americans arrested on the Patriot Act as an "Iraqi Agent".    

Richard welcomes a former U.S. Congressional Staffer and intelligence asset turned whistleblower who reveals how she tried to warn various U.S. officials about the 911 terrorist attacks.   GUEST:  As a U.S. Intelligence Asset, Susan Lindauer covered anti-terrorism at the Iraqi Embassy in New York from 1996 up to the invasion. Independent sources have confirmed that she gave advance warning about the 9/11 attack. She also started talks for the Lockerbie Trial with Libyan diplomats. Shortly after requesting to testify before Congress about successful elements of Pre-War Intelligence, Lindauer became one of the first non-Arab Americans arrested on the Patriot Act as an "Iraqi Agent".