Podcasts about mcdonald

Are you on spiritual steroids?They make you look bigger, stronger, faster...but they're not REAL.Just like a physical steroid fills your muscle with water like a balloon, then leaves you with a deflated balloon once you stop taking them, so spiritual steroids make you feel filled up but don't produce fruit.My dad joins us for this episode to share his many years of wisdom and help us get grounded in our faith as we navigate a busy, digital world.In this episode:0:00 Intro4:17 Don't Mcdonald-ize your spiritual life8:25 Examples of spiritual steroids14:38 Spiritual growth is like natty training20:25 How do you make real spiritual gains?24:34 The heart of a sharerResources:The Analog Christian: https://www.amazon.com/dp/1514003163---⏯️ Learn How to Achieve Freedom From Fitness on My YouTube Channel: https://www.youtube.com/vincedelmonte

Jay Powell vs. Ronald McDonald? The FOMC yesterday published the minutes of its July meeting which showed a majority of officials believe inflation is the country's greatest threat. So, it was a huge shock when the world's biggest fast-food joint reported - ON THE SAME DAY - it was doing the opposite. Even the FOMC "majority" isn't as solid as it is made to appear, as the minutes also contained one observation that really does align with these real economy facts. Eurodollar University's Money & Macro Analysis----------------------------------------------------------------------------------------------------------What if your gold could actually pay you every month… in MORE gold?That's exactly what Monetary Metals does. You still own your gold, fully insured in your name, but instead of sitting idle, it earns real yield paid in physical gold. No selling. No trading. Just more gold every month.Check it out here here: monetary-metals.com/snider----------------------------------------------------------------------------------------------------------FOMC Minutes for July 2025https://www.federalreserve.gov/monetarypolicy/files/fomcminutes20250730.pdfFox Business McDonald's to slash combo meal prices to win back budget-conscious shoppershttps://www.foxbusiness.com/lifestyle/mcdonalds-slash-combo-meal-prices-win-back-budget-conscious-shoppersCNN McDonald's is cutting prices of its combo meals to convince customers it's affordable againhttps://www.cnn.com/2025/08/20/food/mcdonalds-combo-lower-pricesBloomberg Fed Chair Contender Bullard Backs 100 Basis Points of 2025 Cutshttps://www.bloomberg.com/news/articles/2025-08-21/fed-chair-contender-bullard-backs-100-basis-points-of-2025-cutsBloomberg US Stocks Extend Slide as Walmart Misses, Jobless Claims Risehttps://www.bloomberg.com/news/articles/2025-08-21/us-equity-futures-fall-as-walmart-misses-jobless-claims-risehttps://www.eurodollar.universityTwitter: https://twitter.com/JeffSnider_EDU

A Black girl pleads for help as an Indiana cop forces her face down on ground after a dispute over McDonald's refund. Jillian Michaels addresses Abby Phillip show controversy and blames white hostility on ‘Black degeneracy.' Host: Dr. Rashad Richey (@IndisputableTYT) Co-host: Sharon Reed (@SharonReedLive) *** SUBSCRIBE on ⁠⁠⁠YOUTUBE⁠⁠⁠  ☞ ⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/IndisputableTYT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ FOLLOW US ON: ⁠⁠⁠FACEBOOK⁠⁠⁠  ☞ ⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/IndisputableTYT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠TWITTER⁠⁠⁠  ☞     ⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitter.com/IndisputableTYT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠INSTAGRAM⁠⁠⁠ ☞ ⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/IndisputableTYT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

We discuss the hottest topics from the week!McDonald's Adult Happy Meals'Weapons' Wins Box Office Again'Shrek 5' DelayedLive-Action R Rated TMNT Movie Still in DevelopmentDeadpool to Return in 'Avengers: Doomsday?''Thunderbolts*' Heading to Disney PlusJames Gunn on Superman VOD & Margot Robbie's DCU FutureAntony Star Says Goodbye to HomelanderGen V ScheduleHayden Christiansen Wants More Clone War EraRon Howard Says...New World War Z?Duffer Bros in Talks with Paramount?Anna Faris & Regina Hall ARE BACK!Rate/Review/Subscribe:Apple PodcastsSpotifyYouTubeFollow us on social media:FacebookInstagramTwitterTikTokYouTube

In this episode of Inside Personal Growth, host Greg Voisen sits down with Noel Massie, former Vice President of UPS U.S. Operations and author of Congrats! You've Been Promoted: An Essential Guide for Helping New Leaders and Their Teams Succeed. Noel shares invaluable lessons from his journey—starting as a McDonald's crew member at 16 to leading 200,000 employees at UPS. He unpacks the biggest myths about climbing the corporate ladder, how to turn disadvantages into strengths, and why feedback from peers and subordinates matters more than you think. Listeners will learn: -Why leadership is never casual and how every action counts. -The B.E.S.T. principle for handling tough conversations. -The 4-to-1 feedback rule to build trust and motivation. -How to use the Four-by-Five Method to resolve conflicts. Why Gen Z and Millennials require a new style of leadership focused on inclusivity and respect. If you've recently been promoted—or are aspiring to take the next step in leadership—this conversation offers practical frameworks, strategies, and inspiration to help you and your team thrive.

Episode Summary:In this powerful episode of the It's Just Different Podcast, host Ashley Roberts sits down with Zay Green — professional basketball player and former McDonald's All-American — to talk about the real journey behind the WNBA dream.Zay opens up about multiple ACL injuries, mental health battles, and the emotional rollercoaster of transferring between schools like Tennessee, Texas A&M, and UAPB. Through it all, she never gave up — and her story is a true testament to resilience, faith, and focus.This episode gives listeners an honest look into what it really takes to push through when the odds are stacked against you — and how parents, coaches, and athletes can better navigate injuries, recruiting, and the pressure of high-level basketball.Key Takeaways:- Resilience Through Injury: Zay's story proves that adversity can build the mindset needed to go pro — if you don't quit.- Authentic Communication Matters: Being real during the recruitment process helps athletes land in the right situation.- The Role of Parents: Support is important, but athletes need space to make their own decisions and learn from them.- Transfer Portal Talk: Zay shares honest thoughts on how the portal is being used — and how it's affecting the game.- Inspiring the Next Generation: Her journey is a blueprint for any young female athlete who needs a reminder to keep going.Helpful Links:Join the Basketball Parent Community for FREE for 7 days! https://www.ashleynroberts.com/community Shop ‘Different' Merch: Use Code "Podcast" for 15% offhttps://itsjustdifferentapparel.com ⁠

What do a McDonald's, a rusted van, and an Appalachian Trail record have in common? Warren Doyle. On this episode of the Free Outside Podcast I am joined by the legend Warren Doyle — educator, endurance icon, and Appalachian Trail philosopher — for an unfiltered, no-bobblehead conversation about FKTs, culture clashes, and the soul of long-distance hiking.Warren recounts his 1973 AT speed record (before we even called them FKTs), discusses the evolution of trail culture, and shares stories of creeks, canteens, creek showers, and a boot gone rogue. We explore the role of endurance vs. speed, why “tempo” matters more than terrain, and what today's hikers can learn from the past — if they're willing to listen.Consider supporting my fundraising efforts for the Trevor Project: https://give.thetrevorproject.org/JeffATPlus: reflections on Liz “Mercury” Durstine, Tara Dower, Scott Jurek, and the future of the ATC. Oh, and we discuss why “Don't bring the world with you” might just be the best trail advice you'll hear this year.Chapters00:00 Introduction to Legends02:55 Warren Doyle's Journey and Motivation05:59 Planning and Preparation for the Appalachian Trail09:00 Challenges Faced on the Trail12:01 The Emotional Journey and Sense of Purpose14:56 Endurance vs. Speed: The Philosophy of Hiking17:55 The Impact of Media and Public Perception21:08 The Evolution of Endurance Records23:44 The Future of the Appalachian Trail26:36 The Role of Community and Support29:29 Lessons from Liz Durstine Mercury's Journey32:28 Comparing Northbound and Southbound Hikes35:31 The Importance of Sleep and Recovery38:22 Navigating the Trail's Terrain and Challenges41:21 The Cultural Shift of the Appalachian Trail44:07 Final Thoughts and Advice for Future HikersSubscribe to Substack: http://freeoutside.substack.comSupport this content on patreon: HTTP://patreon.com/freeoutsideBuy my book "Free Outside" on Amazon: https://amzn.to/39LpoSFEmail me to buy a signed copy of my book, "Free Outside" at jeff@freeoutside.comWatch the movie about setting the record on the Colorado Trail: https://tubitv.com/movies/100019916/free-outsideWebsite: www.Freeoutside.comInstagram: thefreeoutsidefacebook: www.facebook.com/freeoutside

This week on Nintendo Pow Block:⁠⁠Edward Varnell⁠⁠⁠ goes solo to cover a packed week of Nintendo news. Nintendo is teaming up with the Interstate Scholastic Esports Alliance to bring competitive gaming to schools, letting over 80,000 students jump into Smash Ultimate, Splatoon 3, and Mario Kart 8 Deluxe with free NSO memberships and codes to get them started.On the flip side, Pokémon scalpers are at it again. McDonald's Japan had to pull its Pokémon card Happy Meal promo in just 24 hours, and scalpers showed up in full force at the 2025 Pokémon World Championships to snatch up exclusive merch for resale—leaving fans frustrated once more.Edward also chats about the chances of Tekken 8 making it to Switch 2, Bandai Namco's accidental tease of a Tales of Xillia remaster, and the surprise arrival of Chibi-Robo on the GameCube NSO Expansion Pack. It's a fun mix of esports, Pokémon chaos, and some classic Nintendo goodness.This and more on Nintendo Pow Block!Follow our Hosts: ⁠⁠Edward Varnell⁠⁠, Cofounder of ⁠⁠Boss Rush Network⁠⁠⁠⁠⁠⁠⁠⁠⁠Corey Dirrig⁠⁠⁠⁠⁠, Founder of Boss Rush Media and the ⁠⁠⁠⁠⁠Boss Rush Network⁠⁠⁠⁠Join the Boss Rush Community: Join the ⁠⁠⁠⁠⁠Boss Rush Network Community Discord⁠⁠⁠⁠⁠Follow Boss Rush Network: Follow Boss Rush Network on ⁠⁠⁠⁠⁠⁠X/Twitter⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠Threads⁠⁠⁠⁠⁠⁠, and ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠Support Boss Rush Network:Support Boss Rush on ⁠⁠⁠⁠⁠Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and buy merch on our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Store.⁠⁠⁠⁠⁠ Subscribe to ⁠⁠⁠⁠⁠Boss Rush on YouTube⁠⁠⁠⁠⁠ and visit our ⁠⁠⁠⁠⁠website at BossRush.net⁠⁠⁠⁠⁠ for more great content.Thank you for your Support!Thank you for watching or listening to Nintendo Pow Block, the Nintendo podcast from Boss Rush Network! If you enjoyed the show, be sure to subscribe to the channel, give the video a Like, and hit the notification bell so you never miss an episode. If you're listening on Apple Podcasts, Spotify, or any other podcast app, please leave us a 5-star rating and a review—it really helps! For more great content, visit our website at BossRush.net. Thanks for your continued support of Nintendo Pow Block and our independent endeavor with the Boss Rush Network!

Former corporate soldier turned sovereign strategist Doug Utberg dives deep with Amazon bestselling author Charlie Newcomb on the many hats of effective leadership—listening to lead, influencing without authority, delegating without losing accountability, and knowing when to break the rules you wrote.From 40+ years in McDonald's corporate trenches to high-stakes sales, Charlie shares how to manage change, measure what actually matters, and avoid the leadership traps that kill morale and results. If you're done with hollow metrics, permission-seeking, and leadership theater, this conversation is your map to leading with clarity, principle, and real influence.Connect with Charlie:https://www.linkedin.com/in/charlie-newcomb-1307b57/Life, Leadership and Success (Amazon)Subscribe to Second Life Leader on Substack:https://dougutberg.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

THIS WEEK: Game Developers, TENCENT is about to make change thanks to Sony. Pokémon card seller may have gone too far with a recent McDonald's giveaway. I talk about a must-see promo ad courtesy of Capcom. Then, in our FINAL STAGE, I give my thoughts on DONKEY KONG BANANZA.

Can you feel it? Choosing which games to watch on Sundays Fulmer went to the crossroads

In this episode of PWTorch ‘90s Pastcast, Patrick Moynahan and Alex McDonald discuss issue #346 of the PWTorch including all the news from JJ and Roadie quitting WWF and how Vince reacted, various news and notes including Owen getting fined, whether Jarrett is in the top ten of ‘95 wrestlers, how Wade compares WCW vs. WWF, and more. Contact us with questions, reactions, and more at torchpastcast@gmail.com.Become a supporter of this podcast: https://www.spreaker.com/podcast/pwtorch-dailycast--3276210/support.

In this episode of Business Coaching Secrets, Karl Bryan flies solo (with Road Dog sending in questions) and dives deep into trending business topics, including the unpredictable future of AI, motivating affluent business owners, mastering networking charisma, and the true meaning of adaptability in business. Karl also shares a heartfelt personal story and his “Zen” take on purpose, legacy, and what makes life meaningful—offering practical strategies and inspirational takeaways for coaches and entrepreneurs aiming to thrive in a rapidly changing world. Key Topics Covered 1. AI Uncertainty, Hype, and How to Handle It as a Coach Karl reflects on reactions to his AI predictions and discusses why the loudest experts often know the least. Real-world AI adoption is more delayed and unpredictable than people expect—think self-driving cars and regulatory hurdles. The smarter play: treat AI as “gasoline” (an accelerator), not the “vehicle.” Integrate and adapt, but don't get paralyzed by hype or panic. Educate yourself, but don't let the hype steal your focus—stay grounded in serving clients and growing your practice. 2. The Four Pillars of a Meaningful Life Karl opens up about a personal loss, sharing four foundational elements for a purposeful life: something to love, something to look forward to, something to work on, and something to believe in. He ties these into both personal and coaching success, urging listeners to minimize distractions (entertainment) and maximize presence, connection, and purpose. 3. How to Motivate Wealthy (Non-Money-Motivated) Clients Most people are driven by money, status, relationships, or freedom; successful business owners often shift motivation from money to status or freedom. Karl stresses you must first discover their TRUE motivator—often it's still achievement, status, freedom, or a new challenge. Set clear rules and targets: If the goalpost keeps moving (“I just need 3x more to feel successful”), help them create urgency and satisfaction with a concrete number and timeframe. 4. Charisma and Connection in Networking The #1 secret to converting coaching clients at groups like BNI or Chamber: charisma. Ditch the boring, predictable intros. Karl shares headline techniques for memorable, magnetic first impressions and the power of presence. True connection comes from listening to listen (not to respond), giving others your undivided attention, and being both interesting and interested. Actionable body language and confidence cues, plus tips for delivering genuine, effective compliments. 5. Adaptability Over Strength Businesses (and coaches) that survive and thrive aren't the strongest—they're the most adaptable. Real-world examples: McDonald's pivot to breakfast, Netflix's shift to content creation, Lego's partnerships, and Karl's own pivot to focus on profit (not just revenue) in his Profit Acceleration Software. Adaptability is about integrating feedback fast, pivoting with change, and using new technology (like AI) as an accelerator, not a crutch. Notable Quotes “AI is gasoline, not the vehicle… use it as turbo for your business.” “You want to motivate someone? First, know exactly what motivates them.” “Be interesting and be interested. Give them the gift of your presence.” “It's not the strong who survive—it's the adaptable.” “Four things for a meaningful life: something to love, something to look forward to, something to work on, something to believe in.” Actionable Takeaways Use AI as an Accelerator: Educate yourself on AI tools and opportunities, but don't let the noise overwhelm you—focus on integrating AI to speed up and improve what you already do well. Double Down on Connection: Whether with clients or new contacts, deliver your full attention, make genuine compliments, and be confident in your introductions to stand out in a crowd. Discover and Target Core Motivators: Before you can motivate a client (especially one who thinks they've “arrived”), figure out if they're now seeking status, freedom, or new achievement—then tailor your coaching accordingly. Limit Distraction, Maximize Purpose: Trim entertainment and refocus on your own family, finances, and business. Use the “four pillars of meaning” as a self-check. Set Concrete Goals and Rules (for Yourself and Clients): Instead of always moving the goalpost, agree on a success benchmark and timeframe. Use time as a tool to create urgency and satisfaction. Practice Charisma at Networking Events: Open with confidence—try lines like, “Hi, I'm Karl Bryan. I don't think we've met yet.” Share your three most interesting facts, and always listen to truly understand. Model Adaptability: Stay ready to pivot—learn from feedback, embrace new technologies, and don't get stuck in old ways just because they once worked. Resources Mentioned Profit Acceleration Software (developed by Karl Bryan) – Tools for coaches to accelerate business profits using incremental improvements. Networking Groups: – BNI, Chamber of Commerce Recommend Reading: – “The Game” by Neil Strauss (for lessons on charisma and connection) Mindset Quotes: – Mother Teresa on the ripple effect of one person's love – Wayne Gretzky on skating not to the puck, but “where the puck is going” If you enjoyed the episode, please subscribe, share with a fellow coach, and leave a review. See you next week on Business Coaching Secrets! Ready to level up your coaching business? Listen now, and take action with Karl Bryan's proven playbook. Visit Focused.com for details on Profit Acceleration Software™ and be part of a thriving community of successful coaches. Get a demo: https://go.focused.com/profit-acceleration

In this episode, Jerry welcomes Newsweek’s Jesse Edwards to unpack the controversy surrounding McDonalds’ decision to step back from its DEI (Diversity, Equity, and Inclusion) hiring quotas. Together, they explore: Why corporations are expected to take stances on social and political issues at all How DEI initiatives often lead to further corporate activism — and unintended consequences Why these programs often harm the very people they pretend to support Jesse shares insights from his recent Newsweek article, arguing that complex societal challenges shouldn’t be solved through corporate experiments. As he puts it: “There’s no logical reason to expect a company like McDonald’s to solve these issues by using its workforce as guinea pigs for social engineering.” Listen in for a candid conversation on the limits of corporate responsibility — and why sometimes, fries should just be fries.See omnystudio.com/listener for privacy information.

Larry McDonald says the AI-led optimism may have peaked, citing Mag 7 infighting and ETF underperformance. He sees a rotation out of financial assets and into companies that own hard assets, such as copper, silver, and gold miners, as well as natural gas equities. McDonald believes this shift is not about being bearish or bullish but about a "colossal rotation" in portfolio construction, driven in part by rising stagflationary forces.======== Schwab Network ========Empowering every investor and trader, every market day. Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

In this episode, Jade Crider and I break down Taylor Swift's brilliant (and intentional) album announcement on the New Heights podcast, McDonald's clever nano-influencer campaign for chicken strips, Mattel's Barbie rebrand, and the rise of bizarre “brain-rot” TikTok marketing for Gen Z. We also spotlight the Glass Jar Candle from Numo, plus local events like the Coshocton Dog Fest and Roscoe Village Food Truck Festival.

En este episodio de Café Bursátil analizamos las noticias que marcaron el pulso de Wall Street esta semana. Profundizamos en el impacto del titular Apple–Trump y cómo podría influir en el mercado tecnológico. Revisamos los movimientos estratégicos y resultados recientes de gigantes como Disney, Microsoft y McDonald's, identificando oportunidades y amenazas que todo inversor debería tener en el radar. Además, te damos las claves para entender los riesgos actuales, las tendencias más relevantes y qué indicadores vigilar para anticipar los movimientos de la próxima semana. Un repaso claro, ágil y con visión estratégica para que tomes decisiones más informadas en tus inversiones.

00:00:00 – Alex Jones Clips & Show Banter Lighthearted opening with jokes about nicknames and co-host absences. Discussion drifts into playing August 7th Alex Jones clips, highlighting bizarre rants about goblins, lizard people, and over-the-top food consumption stories. Anecdotes include confirmation Alex once stood shirtless near coworkers. 00:10:00 – Consciousness & Time Travel Theories Conversation moves from podcast production trends into a Popular Mechanics article suggesting consciousness can “jump through time.” Discusses precognition, dream-based predictions, and cultural views on non-linear time. Examples from scientific studies suggest brain activity can anticipate events before they happen. 00:20:00 – Precognition Experiments & Cultural Beliefs Details statistical research by Dean Radin and Julia Mossbridge showing measurable anticipatory brain responses. Touches on deja vu as possible “memories from the future” and historic practices like Tibetan oracles and psychoactive-assisted visions to gain foresight. Mentions Philip K. Dick's claims of parallel world memories. 00:30:00 – Past Life Memory Study Covers a Portuguese-led study on adults claiming past life memories, noting most were female and memories often linked to phobias or trauma. Findings show correlations with mental health issues like PTSD. Review of related academic literature on reincarnation and between-life memories. 00:40:00 – Mark Maron Rant & Lou Elizondo Restaurant Mark Maron critiques comedians for repetitive “anti-woke” material and conflating cultural pushback with censorship, prompting debate on actual government-linked online suppression. Shift to news that UFO figure Lou Elizondo opened a WWII-themed restaurant in Buffalo, Wyoming. 00:50:00 – Bill Gates' Carbon Butter & Odd Headlines Examines a Bill Gates–backed company making butter from captured carbon and hydrogen, raising skepticism about nutrition and safety. Other odd news: NFL's heaviest player told to lose weight, and difficulty generating AI images of Lou Elizondo in a urinal for comedic effect. 01:00:00 – NFL Weight Ultimatum & Failed Government Grocery Store Spotlight on massive rookie Desmond Watson's athleticism despite weighing 464 lbs, and team's push to slim him down. Then a Kansas City government-run grocery store closes after rampant shoplifting, bad inventory, and unsafe environment, despite $30M in public funding. 01:10:00 – Crossbow Bolt in Head & AI Image Gags Story of Italian man surviving two days with a crossbow bolt lodged in his forehead. Humorous detours into generating Bill Gates–themed butter product images. Discussion of Titanic conspiracy claiming Olympic ship sank instead for insurance fraud. 01:20:00 – Bermuda Triangle ‘Solved' & Worst Song Debate Scientist attributes disappearances to bad weather, navigation errors, and magnetic anomalies—no paranormal cause. Viral backlash brands Edward Sharpe & the Magnetic Zeros' “Home” as “worst song ever made,” prompting defense from the band's singer. 01:30:00 – Amsterdam Go-Kart Tours Backlash Reports of new go-kart city tours in Amsterdam sparking official concern over traffic safety and tourist rowdiness, likened to previously banned beer bikes. Safety restrictions detailed; debate over whether such attractions belong in busy urban spaces. 01:40:00 – Farewell to AOL Dial‑Up AOL announces it's finally discontinuing dial‑up internet and related software next month; cue nostalgia for the modem screech, jokes about AIM, and a heads‑up that remaining subscribers have until September 30 to switch. 01:50:00 – Pokémon Cards > Happy Meals Chat about a Japan craze: people buying piles of McDonald's Happy Meals just to grab the special Pokémon cards and leaving the food behind. Goofing on “unhappy meal” returns, Alex Jones ringtones, and printer‑jam life while slogging through emails. 02:00:00 – Sign‑Off Shenanigans Quick bits on blue‑light glasses, a listener planning a “Potent Trump” report, and one last drop of the recurring “I'm just a big ol' fat woman” stinger before the classic OBDM wrap: “keep watching the skies,” take care of each other, and we're out.   Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research ▀▄▀▄▀ CONTACT LINKS ▀▄▀▄▀ ► Phone: 614-388-9109 ► Skype: ourbigdumbmouth ► Website: http://obdmpod.com ► Twitch: https://www.twitch.tv/obdmpod ► Full Videos at Odysee: https://odysee.com/@obdm:0 ► Twitter: https://twitter.com/obdmpod ► Instagram: obdmpod ► Email: ourbigdumbmouth at gmail ► RSS: http://ourbigdumbmouth.libsyn.com/rss ► iTunes: https://itunes.apple.com/us/podcast/our-big-dumb-mouth/id261189509?mt=2  

This video answers the question: Can I analyze the case of Afeni Muhammad? Support Dr. Grande on Patreon:   / drgrande   Dr. Grande's book Harm Reduction: https://www.amazon.com/Harm-Reduction... Dr. Grande's book Psychology of Notorious Serial Killers: https://www.amazon.com/Psychology-Not... Check out Dr. Grande's merchandise at: https://teespring.com/stores/dr-grand... Learn more about your ad choices. Visit megaphone.fm/adchoices

The segment covers a mix of unusual and lighthearted news. It starts with a Florida man receiving $1,000 for killing 87 invasive pythons, sparking debate over the payout per snake and humane killing methods. The discussion shifts to McDonald's acknowledging rising meal prices, with combo meals now exceeding $10. Labor and delivery “red flags” for husbands are humorously highlighted, illustrating behaviors that annoy medical staff during childbirth. The conversation wraps with the announcement that UFC will host a fight on the White House lawn in 2026 for the U.S. 250th anniversary, including a Trump-themed championship belt, streamed on Paramount, generating debate about its spectacle and audience interest.

Hour 1 explodes into the Smithsonian controversy, with Marc and Kim shredding claims that Trump is erasing slavery and challenging the 1619 Project narrative. Jillian Michaels slams liberal talking points on slavery and gender in sports, armed with facts and her defiant identity. Marc wraps with the announcement of Scott Jennings' conservative show joining 97.1 FM. Hour 2 blends humor and politics: Mark gives shoutouts to local events, teases a big fall 97.1 gathering, and vents about sports disappointments, including the Cardinals' loss and Yankees plans. Politics heat up with Geraldo Rivera on DC crime, JB Pritzker on abortion, and socialist Zoran Mamdani's radical rent-freeze proposal. Alex Tarascio weighs in on Trump's back-to-back meetings with Putin and Zelensky, while Tom Ackerman breaks down Cardinals and Mizzou football, with lighter news on pythons, McDonald's prices, and a 2026 UFC White House event. Hour 3 focuses on strategy and accountability: Former Senator Jim Talent praises Trump's negotiation skills while exposing DC crime mishandling by Democrats. A Styx ticket giveaway lightens the mood before USPS delays and the Kansas City Chiefs' political donation highlight the intersection of money and politics. Kim Otto Webb debates new juvenile accountability laws in New Jersey, weighing responsibility versus today's permissive culture. Hour 4 reflects on August racing by, Kim's maternity leave, and Dan Buck covering in her absence. Crime dominates, with alarming DC statistics, Shannon Bream praising Trump's leadership and Alaska summit diplomacy, and Griff Jenkins reporting firsthand on repeat offenders and carjackings fueled by weak local prosecution. Trump's common-sense federal intervention contrasts sharply with local failures. The hour closes with bombshells from Cash Patel and John Solomon exposing Obama DOJ officials, including Sally Yates and Andrew McCabe, blocking FBI investigations into the Clinton Foundation—parallels drawn to current alleged corruption—and previews of Brian Kilmeade's coverage.

Hour 2 opens with Mark giving shoutouts to Lit Cigar Lounge's single barrel night, a humorous encounter with the crew from House of Pain gym, and a tease for a big 97.1 fall event. The conversation quickly shifts to sports disappointment as the Cardinals blow a lead to the Rockies and plans for a hot weekend Yankees game. The discussion moves into politics with Geraldo Rivera blasting D.C. crime, JB Pritzker touting abortion rights, and NYC socialist Zoran Mamdani proposing a radical rent-freeze plan, prompting Mark and Kim to warn of socialism's negative impact on the economy. Former President Trump's idea of back-to-back meetings with Putin and Zelensky sparks debate, with political strategist Alex Tarascio weighing in on Russia's aggression and Ukraine's growing drone capabilities, while the hosts emphasize the importance of sanctions and military aid. Tom Ackerman breaks down the Cardinals' ongoing struggles, focusing on player development and the future rather than immediate playoff hopes, and previews Mizzou's college football season, including quarterback decisions and offensive line changes, recommending the Netflix documentary Any Given Saturday. The hour concludes with lighter and unusual news: a Florida man's $1,000 payout for killing 87 invasive pythons, rising McDonald's meal prices, humorous labor and delivery “red flags” for husbands, and the announcement of a UFC fight at the White House in 2026 with a Trump-themed championship belt, streamed on Paramount.

The Stro Show finally returns, as Ashley Stroehlein talks about her most recent adventures, she gives her thoughts on Taylor Swift's appearance on the New Heights podcast, reacts to Fitty's antics in the McDonald's drive-thru, and gives her observations from Panthers training camp See omnystudio.com/listener for privacy information.

【欢迎订阅】每天早上5:30，准时更新。【阅读原文】标题：Hearty quarterly results conceal a dual challenge for the burger behemoth正文：The success of the Golden Arches rests on three simple, sturdy foundations: a menu of reliably decent grub, at a decent price, shored up by catchy marketing. Ever since it went public in 1965, McDonald's has done best whenever it stuck to this original blueprint. When one or more of these pillars crumbles, the fast-food fortress looks shaky. A quarter of a century ago this led to a near-collapse. Overly rapid expansion in the number of outlets and, at the same time, of products on offer made it harder for burger-flippers to keep up, hurting reliability. A price war with Burger King turned downright indecent. And the ads were stale, too. The result was acid reflux for investors. Between late 1999 and early 2003 the company shed two-thirds of its market value.知识点：rest on /rest ɒn/，phr. v.to be based on or depend on something; to lie or be placed on something.（依靠；依赖；搁在…上）• His argument rests on a lot of assumptions.他的论点基于很多假设。获取外刊的完整原文以及精讲笔记，请关注微信公众号「早安英文」，回复“外刊”即可。更多有意思的英语干货等着你！【节目介绍】《早安英文-每日外刊精读》，带你精读最新外刊，了解国际最热事件：分析语法结构，拆解长难句，最接地气的翻译，还有重点词汇讲解。所有选题均来自于《经济学人》《纽约时报》《华尔街日报》《华盛顿邮报》《大西洋月刊》《科学杂志》《国家地理》等国际一线外刊。【适合谁听】1、关注时事热点新闻，想要学习最新最潮流英文表达的英文学习者2、任何想通过地道英文提高听、说、读、写能力的英文学习者3、想快速掌握表达，有出国学习和旅游计划的英语爱好者4、参加各类英语考试的应试者（如大学英语四六级、托福雅思、考研等）【你将获得】1、超过1000篇外刊精读课程，拓展丰富语言表达和文化背景2、逐词、逐句精确讲解，系统掌握英语词汇、听力、阅读和语法3、每期内附学习笔记，包含全文注释、长难句解析、疑难语法点等，帮助扫除阅读障碍。

This week on The Josh Potter Show, Josh miraculously avoids the casinos, while Sara and her notoriously tight bladder embrace the great outdoors. Meanwhile, crypto bros mastermind the WNBA dildo scandal as ladies get caught scissoring outside a McDonald's. Love triangles turn threatening, a mascots face off with death, and a there's a predator pilot 30,000 feet in the sky! Plus:

The episode is a motivational masterclass aimed at empowering individuals—especially entrepreneurs and professionals—to take control of their lives, careers, and personal growth. Rushion McDonald shares personal stories, lessons learned, and actionable advice to help listeners: Overcome fear and excuses Build a personal brand Capitalize on opportunities Maintain balance and consistency Transition from being a “chicken” to an “eagle” in life

The episode is a motivational masterclass aimed at empowering individuals—especially entrepreneurs and professionals—to take control of their lives, careers, and personal growth. Rushion McDonald shares personal stories, lessons learned, and actionable advice to help listeners: Overcome fear and excuses Build a personal brand Capitalize on opportunities Maintain balance and consistency Transition from being a “chicken” to an “eagle” in life

The Show Presents: Full Show On Demand August 13, 2025

The episode is a motivational masterclass aimed at empowering individuals—especially entrepreneurs and professionals—to take control of their lives, careers, and personal growth. Rushion McDonald shares personal stories, lessons learned, and actionable advice to help listeners: Overcome fear and excuses Build a personal brand Capitalize on opportunities Maintain balance and consistency Transition from being a “chicken” to an “eagle” in life

On today's MJ Morning Show: Fester's cereal Morons in the news Woman felt forced to prove her gender at a Buffalo Wild Wings How many steps do you need to take per day? Fester's experience in a LeBaron Revisit: Subway Smash Breaking news from Taylor Swift A.I. song - MJ & Michelle split Harvard scientist on aliens Veterinarian, former actress dies at 60 American Eagle business is up A Karen in a dog park Spirit Airlines struggling again McDonald's commercial voiceover Lights not working at MJ's house Bezos hoping to get his wife to star in a Bond movie Hamptons house rental price Self-checkout theft in stores Arizona drinks might need to raise prices Passenger boards wrong flight (somehow) Clippy the Paper Clip

A surge in interest rate cut optimism sends stocks to all-time highs, but stock futures are struggling to keep the momentum alive. Plus, first it was Jay Powell — now President Trump sets his sights on one Goldman Sachs economist and frequent guest here on CNBC. Goldman remains silent on the allegations. And later, a fast-casual collapse has shares of Cava, Starbucks, McDonald's, and more sinking.

The Show Presents: Full Show On Demand August 13, 2025

We've paid for the hosting, and done the miles with the riders, so we might as well go all in; but this time we are not taking half answers. We are raising our game as a show, and expect the same out of the riders who race our roads. That's why we've got Brody McDonald of the Golden State Blazers on the podcast. He has raised his game a lot this year and really committed to criterium racing. From a win at Cry Baby Hill to being one of the major foils and threat to the dominance of Team Cadence, he's got a lot going on. We are brought to you by Hammerhead and the Karoo. Get you free HR strap by going to Hammerhead.io and use the promo code "CRITNATION" 

In this jam-packed episode of Between Us Moms, Katie and Hallie pull back the curtain on what a day in the life of a modern mom really looks like — and spoiler alert: moms are needed nonstop. From wiping noses to managing meltdowns to being the emotional glue holding everything together, the girls reveal just how much moms are needed!The duo also dishes on the buzzy new Netflix thriller The Hunting Wives — is it binge-worthy or just background noise? Hear their hot takes on Jessica Biel's controversial parenting rule: a strict “no McDonald's” policy for her sons. Do they agree? Then, it's time to talk about the internet's latest parenting obsession: 8AM toddler birthday parties. Is this genius scheduling or just plain chaos before coffee? Katie and Hallie weigh in.They also break down the simple relationship rule that could literally save your marriage — and yep, they admit whether they actually follow it themselves. In this week's “Cliffnotes” segment, Hallie opens up about the heartbreaking phrase Dylan now says — and the gut-wrenching reason it made her feel physically sick. Meanwhile, Katie shares the chaos and joy of her whole family's first NFL game, Emma's first birthday party, and the bittersweet back-to-school prep as Kaia gets ready to start school next week. (Moms, she's asking for lunch-packing hacks — please help!)From real mom confessions to pop culture hot takes and parenting trends that will have you yelling “SAME,” this episode is your weekly dose of laughter, honesty, and mom-to-mom support.Whether you're listening during nap time or soccer practice, this one's for you.KEYWORDS: mom podcast 2025, parenting podcast, Jessica Biel parenting rule, toddler birthday party trend, Netflix Hunting Wives review, mom marriage tips, packing school lunches for kids, Between Us Moms podcast, real mom stories, 8AM birthday parties, no McDonald's parenting, back to school mom advice, first NFL game with kids, mom guilt 2025

Luke and Andrew recount their time in the world's busiest Subway sandwich shop. They also hear from a former McDonald's employee with a story about the strangest fast food order she ever received. 

Can dogs be haunted? Oh yes, they can. But they're still good boys. Become an Eeriecast PLUS Member! https://eeriecast.com/plus Background from this music comes from: Myuu https://www.youtube.com/@Myuu CO.AG Darkness Prevails Epidemic Sound LXZURAY GIMU SCARY STORIES TIMESTAMPS: 0:00 INTRO 0:50 The Night the Dogs Came from Dennis 11:39 Something Was Calling Her Home from Sarah M. 29:36 The Student Who Drew Things Before They Happened from Ms. K 45:59 The Three-Second Rule from Jake Get CRYPTID: The Creepy Card Battling Game https://cryptidcardgame.com/ Get our merch http://eeriecast.store/ Join my Discord! https://discord.gg/3YVN4twrD8 Follow the Unexplained Encounters podcast! https://pod.link/1152248491 Follow and review Tales from the Break Room on Spotify and Apple Podcasts! https://pod.link/1621075170 Submit Your Story Here: https://www.darkstories.org/ Subscribe on YouTube for More Stories! https://www.youtube.com/channel/UCh_VbMnoL4nuxX_3HYanJbA?sub_confirmation=1 Learn more about your ad choices. Visit podcastchoices.com/adchoices

This podcast and article are free, but a lot of The Storm lives behind a paywall. I wish I could make everything available to everyone, but an article like this one is the result of 30-plus hours of work. Please consider supporting independent ski journalism with an upgrade to a paid Storm subscription. You can also sign up for the free tier below.WhoRob Katz, Chairperson and Chief Executive Officer, Vail ResortsRecorded onAugust 8, 2025About Vail ResortsVail Resorts owns and operates 42 ski areas in North America, Australia, and Europe. In order of acquisition:The company's Epic Pass delivers skiers unlimited access to all of these ski areas, plus access to a couple dozen partner resorts:Why I interviewed himHow long do you suppose Vail Resorts has been the largest ski area operator by number of resorts? From how the Brobots prattle on about the place, you'd think since around the same time the Mayflower bumped into Plymouth Rock. But the answer is 2018, when Vail surged to 18 ski areas – one more than number two Peak Resorts. Vail wasn't even a top-five operator until 2007, when the company's five resorts landed it in fifth place behind Powdr's eight and 11 each for Peak, Boyne, and Intrawest. Check out the year-by-year resort operator rankings since 2000:Kind of amazing, right? For decades, Vail, like Aspen, was the owner of some great Colorado ski areas and nothing more. There was no reason to assume it would ever be anything else. Any ski company that tried to get too big collapsed or surrendered. Intrawest inflated like a balloon then blew up like a pinata, ejecting trophies like Mammoth, Copper, and Whistler before straggling into the Alterra refugee camp with a half dozen survivors. American Skiing Company (ASC) united eight resorts in 1996 and was 11 by the next year and was dead by 2007. Even mighty Aspen, perhaps the brand most closely associated with skiing in American popular culture, had abandoned a nearly-two-decade experiment in owning ski areas outside of Pitkin County when it sold Blackcomb and Fortress Mountains in 1986 and Breckenridge the following year.But here we are, with Vail Resorts, improbably but indisputably the largest operator in skiing. How did Vail do this when so many other operators had a decades-long head start? And failed to achieve sustainability with so many of the same puzzle pieces? Intrawest had Whistler. ASC owned Heavenly. Booth Creek, a nine-resort upstart launched in 1996 by former Vail owner George Gillett, had Northstar. The obvious answer is the 2008 advent of the Epic Pass, which transformed the big-mountain season pass from an expensive single-mountain product that almost no one actually needed to a cheapo multi-mountain passport that almost anyone could afford. It wasn't a new idea, necessarily, but the bargain-skiing concept had never been attached to a mountain so regal as Vail, with its sprawling terrain and amazing high-speed lift fleet and Colorado mystique. A multimountain pass had never come with so little fine print – it really was unlimited, at all these great mountains, all the time - but so many asterisks: better buy now, because pretty soon skiing Christmas week is going to cost more than your car. And Vail was the first operator to understand, at scale, that almost everyone who skis at Vail or Beaver Creek or Breckenridge skied somewhere else first, and that the best way to recruit these travelers to your mountain rather than Deer Valley or Steamboat or Telluride was to make the competition inconvenient by bundling the speedbump down the street with the Alpine fantasy across the country.Vail Resorts, of course, didn't do anything. Rob Katz did these things. And yes, there was a great and capable team around him. But it's hard to ignore the fact that all of these amazing things started happening shortly after Katz's 2006 CEO appointment and stopped happening around the time of his 2021 exit. Vail's stock price: from $33.04 on Feb. 28, 2006 to $354.76 to Nov. 1, 2021. Epic Pass sales: from zero to 2.1 million. Owned resort portfolio: from five in three states to 37 in 15 states and three countries. Epic Pass portfolio: from zero ski areas to 61. The company's North American skier visits: from 6.3 million for the 2005-06 ski season to 14.9 million in 2020-21. Those same VR metrics after three-and-a-half years under his successor, Kirsten Lynch: a halving of the stock price to $151.50 on May 27, 2025, her last day in charge; a small jump to 2.3 million Epic Passes sold for 2024-25 (but that marked the product's first-ever unit decline, from 2.4 million the previous winter); a small increase to 42 owned resorts in 15 states and four countries; a small increase to 65 ski areas accessible on the Epic Pass; and a rise to 16.9 million North American skier visits (actually a three percent slump from the previous winter and the company's second consecutive year of declines, as overall U.S. skier visits increased 1.6 percent after a poor 2023-24).I don't want to dismiss the good things Lynch did ($20-an-hour minimum wage; massively impactful lift upgrades, especially in New England; a best-in-class day pass product; a better Pet Rectangle app), or ignore the fact that Vail's 2006-to-2019 trajectory would have been impossible to replicate in a world that now includes the Ikon Pass counterweight, or understate the tense community-resort relationships that boiled under Katz's do-things-and-apologize-later-maybe leadership style. But Vail Resorts became an impossible-to-ignore globe-spanning goliath not because it collected great ski areas, but because a visionary leader saw a way to transform a stale, weather-dependent business into a growing, weather-agnostic(-ish) one.You may think that “visionary” is overstating it, that merely “transformational” would do. But I don't think I appreciated, until the rise of social media, how deeply cynical America had become, or the seemingly outsized proportion of people so eager to explain why new ideas were impossible. Layer, on top of this, the general dysfunction inherent to corporate environments, which can, without constant schedule-pruning, devolve into pseudo-summits of endless meetings, in which over-educated and well-meaning A+ students stamped out of elite university assembly lines spend all day trotting between conference rooms taking notes they'll never look at and trying their best to sound brilliant but never really accomplishing anything other than juggling hundreds of daily Slack and email messages. Perhaps I am the cynical one here, but my experience in such environments is that actually getting anything of substance done with a team of corporate eggheads is nearly impossible. To be able to accomplish real, industry-wide, impactful change in modern America, and to do so with a corporate bureaucracy as your vehicle, takes a visionary.Why now was a good time for this interviewAnd the visionary is back. True, he never really left, remaining at the head of Vail's board of directors for the duration of Lynch's tenure. But the board of directors doesn't have to explain a crappy earnings report on the investor conference call, or get yelled at on CNBC, or sit in the bullseye of every Saturday morning liftline post on Facebook.So we'll see, now that VR is once again and indisputably Katz's company, whether Vail's 2006-to-2021 rise from fringe player to industry kingpin was an isolated case of right-place-at-the-right-time first-mover big-ideas luck or the masterwork of a business musician blending notes of passion, aspiration, consumer pocketbook logic, the mystique of irreplaceable assets, and defiance of conventional industry wisdom to compose a song that no one can stop singing. Will Katz be Steve Jobs returning to Apple and re-igniting a global brand? Or MJ in a Wizards jersey, his double threepeat with the Bulls untarnished but his legacy otherwise un-enhanced at best and slightly diminished at worst?I don't know. I lean toward Jobs, remaining aware that the ski industry will never achieve the scale of the Pet Rectangle industry. But Vail Resorts owns 42 ski areas out of like 6,000 on the planet, and only about one percent of them is associated with the Epic Pass. Even if Vail grew all of these metrics tenfold, it would still own just a fraction of the global ski business. Investors call this “addressable market,” meaning the size of your potential customer base if you can make them aware of your existence and convince them to use your services, and Vail's addressable market is far larger than the neighborhood it now occupies.Whether Vail can get there by deploying its current operating model is irrelevant. Remember when Amazon was an online bookstore and Netflix a DVD-by-mail outfit? I barely do either, because visionary leaders (Jeff Bezos, Reed Hastings) shaped these companies into completely different things, tapping a rapidly evolving technological infrastructure capable of delivering consumers things they don't know they need until they realize they can't live without them. Like never going into a store again or watching an entire season of TV in one night. Like the multimountain ski pass.Being visionary is not the same thing as being omniscient. Amazon's Fire smartphone landed like a bag of sand in a gastank. Netflix nearly imploded after prematurely splitting its DVD and digital businesses in 2011. Vail's decision to simultaneously chop 2021-22 Epic Pass prices by 20 percent and kill its 2020-21 digital reservation system landed alongside labor shortages, inflation, and global supply chain woes, resulting in a season of inconsistent operations that may have turned a generation off to the company. Vail bullied Powdr into selling Park City and Arapahoe Basin into leaving the Epic Pass and Colorado's state ski trade association into having to survive without four (then five) of its biggest brands. The company alienated locals everywhere, from Stowe (traffic) to Sunapee (same) to Ohio (truncated seasons) to Indiana (same) to Park City (everything) to Whistler (same) to Stevens Pass (just so many people man). The company owns 99 percent of the credit for the lift-tickets-brought-to-you-by-Tiffany pricing structure that drives the popular perception that skiing is a sport accessible only to people who rent out Yankee Stadium for their dog's birthday party.We could go on, but the point is this: Vail has messed up in the past and will mess up again in the future. You don't build companies like skyscrapers, straight up from ground to sky. You build them, appropriately for Vail, like mountains, with an earthquake here and an eruption there and erosion sometimes and long stable periods when the trees grow and the goats jump around on the rocks and nothing much happens except for once in a while a puma shows up and eats Uncle Toby. Vail built its Everest by clever and novel and often ruthless means, but in doing so made a Balkanized industry coherent, mainstreamed the ski season pass, reshaped the consumer ski experience around adventure and variety, united the sprawling Park City resorts, acknowledged the Midwest as a lynchpin ski region, and forced competitors out of their isolationist stupor and onto the magnificent-but-probably-nonexistent-if-not-for-the-existential-need-to-compete-with Vail Ikon, Indy, and Mountain Collective passes.So let's not confuse the means for the end, or assume that Katz, now 58 and self-assured, will act with the same brash stop-me-if-you-can bravado that defined his first tenure. I mean, he could. But consumers have made it clear that they have alternatives, communities have made it clear that they have ways to stop projects out of spite, Alterra has made it clear that empire building is achieved just as well through ink as through swords, and large independents such as Jackson Hole have made it clear that the passes that were supposed to be their doom instead guaranteed indefinite independence via dependable additional income streams. No one's afraid of Vail anymore.That doesn't mean the company can't grow, can't surprise us, can't reconfigure the global ski jigsaw puzzle in ways no one has thought of. Vail has brand damage to repair, but it's repairable. We're not talking about McDonald's here, where the task is trying to convince people that inedible food is delicious. We're talking about Vail Mountain and Whistler and Heavenly and Stowe – amazing places that no one needs convincing are amazing. What skiers do need to be convinced of is that Vail Resorts is these ski areas' best possible steward, and that each mountain can be part of something much larger without losing its essence.You may be surprised to hear Katz acknowledge as much in our conversation. You will probably be surprised by a lot of things he says, and the way he projects confidence and optimism without having to fully articulate a vision that he's probably still envisioning. It's this instinctual lean toward the unexpected-but-impactful that powered Vail's initial rise and will likely reboot the company. Perhaps sooner than we expect.What we talked aboutThe CEO job feels “both very familiar and very new at the same time”; Vail Resorts 2025 versus Vail Resorts 2006; Ikon competition means “we have to get better”; the Epic Friends program that replaces Buddy Tickets: 50 percent off plus skiers can apply that cost to next year's Epic Pass; simplifying the confusing; “we're going to have to get a little more creative and a little more aggressive” when it comes to lift ticket pricing; why Vail will “probably always have a window ticket”; could we see lower lift ticket prices?; a response to lower-than-expected lift ticket sales in 2024-25; “I think we need to elevate the resort brands themselves”; thoughts on skier-visit drops; why Katz returned as CEO; evolving as a leader; a morale check for a company “that was used to winning” but had suffered setbacks; getting back to growth; competing for partners and “how do we drive thoughtful growth”; is Vail an underdog now?; Vail's big advantage; reflecting on the 20 percent 2021 Epic Pass price cut and whether that was the right decision; is the Epic Pass too expensive or too cheap?; reacting to the first ever decline in Epic Pass unit sales numbers; why so many mountains are unlimited on Epic Local; “who are you going to kick out of skiing” if you tighten access?; protecting the skier experience; how do you make skiers say “wow?”; defending Vail's ongoing resort leadership shuffle; and why the volume of Vail's lift upgrades slowed after 2022's Epic Lift Upgrade.What I got wrong* I said that the Epic Pass now offered access to “64 or 65” ski areas, but I neglected to include the six new ski areas that Vail partnered with in Austria for the 2025-26 ski season. The correct number of current Epic Pass partners is 71 (see chart above). * I said that Vail Resorts' skier visits declined by 1.5 percent from the 2023-24 to 2024-25 winters, and that national skier visits grew by three percent over that same timeframe. The numbers are actually reversed: Vail's skier visits slumped by approximately three percent last season, while national visits increased by 1.7 percent, per the National Ski Areas Association.* I said that the $1,429 Ikon Pass cost “40% more” than the $799 Epic Local – but I was mathing on the fly and I mathed dumb. The actual increase from Epic Local to Ikon is roughly 79 percent.* I claimed that Park City Mountain Resort was charging $328 for a holiday week lift ticket when it was “30 percent-ish open” and “the surrounding resorts were 70-ish percent open.” Unfortunately, I was way off on the dollar amount and the timeframe, as I was thinking of this X post I made on Wednesday, Jan. 8, when day-of tickets were selling for $288:* I said I didn't know what “Alterra” means. Alterra Mountain Company defines it as “a fusion of the words altitude and terrain/terra, paying homage to the mountains and communities that form the backbone of the company.”* I said that Vail's Epic Lift Upgrade was “22 or 23 lifts.” I was wrong, but the number is slippery for a few reasons. First, while I was referring specifically to Vail's 2021 announcement that 19 new lifts were inbound in 2022, the company now uses “Epic Lift Upgrade” as an umbrella term for all years' new lift installs. Second, that 2022 lift total shot up to 21, then down to 19 when Park City locals threw a fit and blocked two of them (both ultimately went to Whistler), then 18 after Keystone bulldozed an illegal access road in the high Alpine (the new lift and expansion opened the following year).Questions I wish I'd askedThere is no way to do this interview in a way that makes everyone happy. Vail is too big, and I can't talk about everything. Angry Mountain Bro wants me to focus on community, Climate Bro on the environment, Finance Bro on acquisitions and numbers, Subaru Bro on liftlines and parking lots. Too many people who already have their minds made up about how things are will come here seeking validation of their viewpoint and leave disappointed. I will say this: just because I didn't ask about something doesn't mean I wouldn't have liked to. Acquisitions and Europe, especially. But some preliminary conversations with Vail folks indicated that Katz had nothing new to say on either of these topics, so I let it go for another day.Podcast NotesOn various metrics Here's a by-the-numbers history of the Epic Pass:Here's Epic's year-by-year partner history:On the percent of U.S. skier visits that Vail accounts forWe don't know the exact percentage of U.S. skier visits belong to Vail Resorts, since the company's North American numbers include Whistler, which historically accounts for approximately 2 million annual skier visits. But let's call Vail's share of America's skier visits 25 percent-ish:On ski season pass participation in AmericaThe rise of Epic and Ikon has correlated directly with a decrease in lift ticket visits and an increase in season pass visits. Per Kotke's End-of-Season Demographic Report for 2023-24:On capital investmentSimilarly, capital investment has mostly risen over the past decade, with a backpedal for Covid. Kotke:The NSAA's preliminary numbers suggest that the 2024-25 season numbers will be $624.4 million, a decline from the previous two seasons, but still well above historic norms.On the mystery of the missing skier visitsI jokingly ask Katz for resort-by-resort skier visits in passing. Here's what I meant by that - up until the 2010-11 ski season, Vail, like all operators on U.S. Forest Service land, reported annual skier visits per ski area:And then they stopped, winning a legal argument that annual skier visits are proprietary and therefore protected from public records disclosure. Or something like that. Anyway most other large ski area operators followed this example, which mostly just serves to make my job more difficult.On that ski trip where Timberline punched out Vail in a one-on-five fightI don't want to be the Anecdote King, but in 2023 I toured 10 Mid-Atlantic ski areas the first week of January, which corresponded with a horrendous warm-up. The trip included stops at five Vail Resorts: Liberty, Whitetail, Seven Springs, Laurel, and Hidden Valley, all of which were underwhelming. Fine, I thought, the weather sucks. But then I stopped at Timberline, West Virginia:After three days of melt-out tiptoe, I was not prepared for what I found at gut-renovated Timberline. And what I found was 1,000 vertical feet of the best version of warm-weather skiing I've ever seen. Other than the trail footprint, this is a brand-new ski area. When the Perfect Family – who run Perfect North, Indiana like some sort of military operation – bought the joint in 2020, they tore out the lifts, put in a brand-new six-pack and carpet-loaded quad, installed all-new snowmaking, and gut-renovated the lodge. It is remarkable. Stunning. Not a hole in the snowpack. Coming down the mountain from Davis, you can see Timberline across the valley beside state-run Canaan Valley ski area – the former striped in white, the latter mostly barren.I skied four fast laps off the summit before the sixer shut at 4:30. Then a dozen runs off the quad. The skier level is comically terrible, beginners sprawled all over the unload, all over the green trails. But the energy is level 100 amped, and everyone I talked to raved about the transformation under the new owners. I hope the Perfect family buys 50 more ski areas – their template works.I wrote up the full trip here.On the megapass timelineI'll work on a better pass timeline at some point, but the basics are this:* 2008: Epic Pass debuts - unlimited access to all Vail Resorts* 2012: Mountain Collective debuts - 2 days each at partner resorts* 2015: M.A.X. Pass debuts - 5 days each at partner resorts, unlimited option for home resort* 2018: Ikon Pass debuts, replaces M.A.X. - 5, 7, or unlimited days at partner resorts* 2019: Indy Pass debuts - 2 days each at partner resortsOn Epic Day vs. Ikon Session I've long harped on the inadequacy of the Ikon Session Pass versus the Epic Day Pass:On Epic versus Ikon pricingEpic Passes mostly sell at a big discount to Ikon:On Vail's most recent investor conference callThis podcast conversation delivers Katz's first public statements since he hosted Vail Resorts' investor conference call on June 5. I covered that call extensively at the time:On Epic versus Ikon access tweaksAlterra tweaks Ikon Pass access for at least one or two mountains nearly every year – more than two dozen since 2020, by my count. Vail rarely makes any changes. I broke down the difference between the two in the article linked directly above this one. I ask Katz about this in the pod, and he gives us a very emphatic answer.On the Park City strikeNo reason to rehash the whole mess in Park City earlier this year. Here's a recap from The New York Times. The Storm's best contribution to the whole story was this interview with United Mountain Workers President Max Magill:On Vail's leadership shuffleI'll write more about this at some point, but if you scroll to the right on Vail's roster, you'll see the yellow highlights whenever Vail has switched a president/general manager-level employee over the past several years. It's kind of a lot. A sample from the resorts the company has owned since 2016:The Storm explores the world of lift-served skiing all year long. Join us. Get full access to The Storm Skiing Journal and Podcast at www.stormskiing.com/subscribe

n this episode of What the Prophets Say, Emma Stark, Louise Reid, and Rebecca Rednick unpack a prophetic word for this season: there is grace for the pace — and space for the pace. From a wild worship moment in London to a McDonald's salvation story where a man threw his drugs and the power of the Spirit hit, this episode is a call to stop dragging your feet and move with God's momentum.They dig into: choosing courage over comfort, creating space by saying no to the right things, staying sharp by changing your rooms and relationships, and why different geographies carry different aspects of God's nature (including a surprising profile of Glasgow as a cocooning, revelatory city). The trio land with a hard truth for leaders and pioneers: navigate good deaths so there's room for new births. If you've been “thinking it through” for months, this is your nudge to act.

This episode was recorded at the 2025 Western Dairy Management Conference in Reno, Nevada.Stan begins with an overview of the dairy checkoff since its inception in 1983. At that time, dairy farmers were producing 139 billion pounds of milk, but only 122 million pounds were being consumed. Dairy promotion has evolved to focus on research and education about nutrition, crisis management and even partnerships with Domino's, Taco Bell and McDonald's. (3:02)Stan and Marty detail some of the national and regional partnerships around dairy menu options. Walt notes that the grilled cheese burrito from Taco Bell is one of his son's favorite fast food meals. The panel discusses some of the strategy behind the Taco Bell partnership as well as marketing to Gen Z consumers about how dairy fits into mind and body wellness. (6:39)Walt comments the checkoff has done and is continuing to do a great job of being future-ready. He remembers a few years ago hearing about the gaming generation and partnerships with Mr. Beast and YouTube and embedding cows in Minecraft, and now his sons are playing Minecraft and gaming and are on YouTube. (13:43)Stan notes in 1995, exports were at 3%. That has now increased to 16-17%. Marty gives some examples of partnerships with the Dallas Cowboys and HEB stores in Mexico to promote dairy. (16:09)The panel discusses the US investments in processing, the “Dairy Renaissance”, research into dairy-as-medicine, and continued product innovations to meet consumer demands. (23:24)Marty and Stan detail the agreement between the Dairy Checkoff and Mayo Clinic investigating the role of whole milk foods in treating and preventing cardiovascular and metabolic disease. (34:04)Panelists share their take-home thoughts. (37:51)You can find more information about the dairy checkoff at https://www.dairycheckoff.com/Please subscribe and share with your industry friends to invite more people to join us at the Real Science Exchange virtual pub table.  If you want one of our Real Science Exchange t-shirts, screenshot your rating, review, or subscription, and email a picture to anh.marketing@balchem.com. Include your size and mailing address, and we'll mail you a shirt.

Send us a textCRO veteran Dylan Ander (Founder, heatmap.com) joins Jordan to spill the never-before-shared story of how he landed heatmap.com by acquiring an entire C-Corp—and why the name matters for brand authority, SEO, and inbound. We break down why GA4 falls short for eCommerce, how definitions (sessions, idle windows, engagement) skew your numbers vs Shopify, and what to use when you need buyer-truth, not vanity metrics.Dylan unveils element-level revenue analytics—Revenue per Click (RPC) and Revenue per Session (RPS)—plus the coming Revenue per View (RPV), so you can prioritize changes that actually increase cash, not just clicks. We dig into pixel-level behavior tracking (no cookies, no PII), AI insights that call out underperforming elements (e.g., a specific FAQ item), and how to catch bugs and bot traffic before they burn revenue.We also get tactical on replacing Google Optimize, the realities of SaaS pricing (and why “McDonald's pricing” works), and the rise of social search (TikTok as a top search engine) shaping product discovery more than LLM/Chat. If you own a P&L for a DTC brand—or you're the CRO/performance lead—this episode will make you money.What you'll learn→ How Dylan cold-outreaches to acquire companies & premium domains (the “urgent, must speak to founder” play)→ Why GA4 under-/over-reports vs Shopify—and how definitions (idle windows, engagement) distort truth→ The RPC/RPS (and coming RPV) metrics that finally connect elements → revenue→ Pixel-level behavior tracking (no cookies/PII) + AI insights that tell you exactly what to change→ Social search optimization (TikTok search often beats LLM/Chat for product discovery)→ Replacing Google Optimize and building reliable A/B workflows in 2025→ The real cost drivers behind SaaS pricing—and how to price without burning trust→ Bot/junk filtering and defining a “session” that reflects buyers, not noiseWho this is for→ DTC/eCommerce founders & growth leaders→ CROs, performance marketers, and Shopify teams→ SaaS operators curious about pricing, PLG, and analytics positioningTimestamp:00:00 Intro & why this convo matters for DTC02:00 The C-Corp acquisition story behind heatmap.com06:30 Exact-match domains, SEO, and the inbound engine09:20 GA4 vs Shopify: definitions that change your numbers16:30 RIP Google Optimize: reliable A/B testing in 202518:50 Element-level revenue: RPC, RPS (and RPV coming)22:30 Pixel-level tracking & AI insights (no cookies/PII)26:15 Catching bugs + filtering bots/junk traffic28:40 Social search: TikTok as a top product discovery engine31:20 SaaS pricing & the “McDonald's” strategy36:40 Who should use revenue-based heatmaps (and why)44:30 Contrarian analytics takes you need to hear55:10 Personal: life, music, and loving the gameGuestDylan Ander — Founder, heatmap.com (revenue-based heatmaps, funnels, analytics for ecom). Mentions his upcoming book, Billion Dollar Websites.

In this episode, Andre interviews special guest and Aztec 4 Life Caden McDonald. You can find Caden's Instagram page at https://www.instagram.com/cadenmcdonald/.

Episode made in partnership with McDonald's UK & Ireland Behind the Golden Arches: How McDonald's Runs Like Clockwork Join us as we go behind the scenes at McDonald's to uncover the secrets of how this fast-food giant operates. From innovative technology predicting your order to grilling the CEO on customer concerns like all-day breakfast, we delve deep into the processes that keep McDonald's running smoothly. Discover the history of McDonald's in the UK, meet franchise owners, and explore new technologies and delivery systems reshaping the restaurant industry. Get insights from the ground level, from the drive-thru to the kitchen, and hear from employees about their paths within the company. Finally, CEO Alistair Macrow talks about the challenges and innovations ahead for McDonald's. Whether you're a fast-food lover or an aspiring entrepreneur, this episode has something for everyone! ********** Follow us on socials! Instagram: https://www.instagram.com/jimmysjobs Tiktok: https://www.tiktok.com/@jimmysjobsofthefuture Twitter / X: https://www.twitter.com/JimmyM Linkedin: https://www.linkedin.com/in/jimmy-mcloughlin-obe/ Want to come on the show? hello@jobsofthefuture.co Sponsor the show or Partner with us: sunny@jobsofthefuture.co Credits: Host / Exec Producer: Jimmy McLoughlin OBE Producer: Sunny Winter https://www.linkedin.com/in/sunnywinter/ Junior Producer: Thuy Learn more about your ad choices. Visit podcastchoices.com/adchoices

I'm excited to share something I've negotiated for you guys: you can now get a Glint Card for FREE (normally $10) just by registering with my code ‘SNIDER' or filling out the form on the page I've linked below.All the details and more about Glint are at https://partner.glintpay.com/eurodollar/. Don't miss out!Both McDonald's and Wendy's reported this past week that more Americans are skipping breakfast, not for some health fad but increasingly harsh economic circumstances. That view was further corroborated by the Fed which showed credit card usage fell again for the second straight time, a critical cyclical signal confirming the swing in the consumer economy. So, another Fed official tilts toward rate cuts. Eurodollar University's Money & Macro AnalysisBloomberg Fast-Food Breakfast Sales Fade as Diners Eat at Home, Skip Mealshttps://www.bloomberg.com/news/articles/2025-08-08/fast-food-breakfast-sales-fade-as-diners-eat-at-home-skip-mealsReuters Fed's Musalem: There are risks now to both the inflation and jobs goalshttps://www.reuters.com/business/feds-musalem-there-are-risks-now-both-inflation-jobs-goals-2025-08-08/https://www.eurodollar.universityTwitter: https://twitter.com/JeffSnider_EDUThis video was sponsored by Glint. Graphic representations of value are for illustrative purposes only. The Glint Debit card is issued by Sutton Bank, Member FDIC. The sale, purchase and storage of precious metals are offered by Glint, and not Sutton Bank. Your investment in precious metals through Glint is:-Not insured by the FDIC.-Not a deposit or other obligation of, or guaranteed by, Sutton Bank.-Subject to investment risks, including the possible risk of loss of the principal amount invested.All investments involve risk, including possible loss of principal. The value of precious metals is affected by many economic factors, including but not limited to the current market price, demand, perceived scarcity, and quality of the precious metal.  Precious metals can increase or decrease in value. Past performance is not a guarantee of future results. As such, investing in precious metals may not be suitable for everyone.Glint Pay Inc. is a U.S. based authorized Card Program Manager, not a bank. Banking services are provided by our partner Sutton Bank, Member FDIC. Glint Pay Inc. employs effective Anti-Money Laundering (AML), Countering the Financing of Terrorism (CFT), and fraud prevention systems and controls to mitigate and combat risks.

265. Servant Leadership, Mentoring, and Actionable Steps with Kathryn Spitznagle   2 Timothy 2:2 (NIV) "And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others."   **Transcription Below**   Questions and Topics We Cover: What are some servant leadership principles you've learned over the years? How did you learn forgiveness is part of leadership? Will you elaborate on a leadership tool mentioned in your book, which is called the "Hero Page?"   Thank You to Our Sponsor: WinShape Marriage   Kathryn Spitznagle is the author of "Rock Star Millennials--Developing the Next Generation of Leaders," and the companion workbook, "Rock Star Millennials Toolkit." She is a professional coach and the founder of Mentoring Women Millennials, LLC. She has 30+ years of mentoring, coaching and leadership development in corporate, small business and not-for-profit environments as well as 10+ years of mentoring cancer survivors and their families throughout their journey. Her mission is to foster the personal and professional development of leaders... for the life they lead today...and the one they want tomorrow.   Savvy Sauce Episodes Mentioned in Episode: Being Intentional with Marriage, Parenting, Rest, Personal development, and Leadership with Pastor, Podcaster, and Author, Jeff Henderson Biblical Principles as Wise Business Practices with Steve Robinson   Additional Previous Episodes on Business and Leadership on The Savvy Sauce: The Inside Scoop on Chick-fil-A with Mark Dugger How to Apply Successful Business Principles to Your Life with Dee Ann Turner Leadership Principles and Practices with Former NFL Player, J Leman How to Lead When You're Not in Charge with Author and Pastor of North Point Community Church, Clay Scroggins Understanding the Myers-Briggs Personality Type Indicator to Improve Your Marriage, Family, and Work Relationships  Thriving at Work, Home, and Life with Author, Blogger, Podcaster, and Business Owner, Crystal Paine Energy to Spark Success in Your Business with Best-Selling Author, Speaker, and Podcaster, Christy Wright How 2 questions can grow your business and change your life with author, pastor, and podcaster, Jeff Henderson Radical Business and Radical Parenting with Gary & Marla Ringger, Founders of Lifesong for Orphans Stewardship as the Daughter of Chick-fil-A Founders with Trudy Cathy White Living Intentionally with Shunta Grant Generational Differences in the Workplace with Haydn Shaw Pursuing Your God-Given Dream with Francie Hinrichsen Leadership Training: Five Key Elements for Creating Customer Loyalty in Your Business with Elizabeth Dixon  Uncover Your Purpose with Clarity with Isimemen Aladejobi Unlocking Meaning and Purpose in Your Life and Overcoming Burnout with Dale Wilsher Leading Your Family, Marriage, and Self with Justin Maust Divine Productivity with Matt Perman 223 Journey and Learnings as Former Second Lady of the United States with Karen Pence Patreon 27 Re-Release: Purposeful and Practical with Emily Thomas Special Patreon Re-Release: Creativity and Career While Raising a Family with Jean Stoffer   Connect with The Savvy Sauce on Facebook or Instagram or Our Website   Please help us out by sharing this episode with a friend, leaving a 5-star rating and review, and subscribing to this podcast!   Gospel Scripture: (all NIV)   Romans 3:23 “for all have sinned and fall short of the glory of God,”   Romans 3:24 “and are justified freely by his grace through the redemption that came by Christ Jesus.”   Romans 3:25 (a) “God presented him as a sacrifice of atonement, through faith in his blood.”    Hebrews 9:22 (b) “without the shedding of blood there is no forgiveness.”    Romans 5:8 “But God demonstrates his own love for us in this: While we were still sinners, Christ died for us.”    Romans 5:11 “Not only is this so, but we also rejoice in God through our Lord Jesus Christ, through whom we have now received reconciliation.”    John 3:16 “For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.”   Romans 10:9 “That if you confess with your mouth, “Jesus is Lord,” and believe in your heart that God raised him from the dead, you will be saved.”    Luke 15:10 says “In the same way, I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.”   Romans 8:1 “Therefore, there is now no condemnation for those who are in Christ Jesus”   Ephesians 1:13–14 “And you also were included in Christ when you heard the word of truth, the gospel of your salvation. Having believed, you were marked in him with a seal, the promised Holy Spirit, who is a deposit guaranteeing our inheritance until the redemption of those who are God's possession- to the praise of his glory.”   Ephesians 1:15–23 “For this reason, ever since I heard about your faith in the Lord Jesus and your love for all the saints, I have not stopped giving thanks for you, remembering you in my prayers. I keep asking that the God of our Lord Jesus Christ, the glorious Father, may give you the spirit of wisdom and revelation, so that you may know him better. I pray also that the eyes of your heart may be enlightened in order that you may know the hope to which he has called you, the riches of his glorious inheritance in the saints, and his incomparably great power for us who believe. That power is like the working of his mighty strength, which he exerted in Christ when he raised him from the dead and seated him at his right hand in the heavenly realms, far above all rule and authority, power and dominion, and every title that can be given, not only in the present age but also in the one to come. And God placed all things under his feet and appointed him to be head over everything for the church, which is his body, the fullness of him who fills everything in every way.”   Ephesians 2:8–10 “For it is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not by works, so that no one can boast. For we are God‘s workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do.“   Ephesians 2:13 “But now in Christ Jesus you who once were far away have been brought near through the blood of Christ.“   Philippians 1:6 “being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus.”   **Transcription**   Music: (0:00 – 0:09)   Laura Dugger:  (0:12 - 1:20) Welcome to The Savvy Sauce, where we have practical chats for intentional living. I'm your host, Laura Dugger, and I'm so glad you're here.    I'm thrilled to introduce you to our sponsor, WinShape Marriage.    Their weekend marriage retreats will strengthen your marriage while you enjoy the gorgeous setting, delicious food, and quality time with your spouse. To find out more, visit them online at winshapemarriage.org/savvy.    Kathryn Spitznagle is my enchanting guest for today, and her resume is quite impressive, but what actually is even more of a standout is her humble heart.   So, if you are one who learns from stories and encouragement, and you also appreciate actionable, practical tools, this conversation is definitely for you. Here's our chat. Welcome to The Savvy Sauce, Kathryn.   Kathryn Spitznagle: (1:21 - 1:24) Oh, thank you, Laura. Appreciate you having me.   Laura Dugger:  (1:24 - 1:32) Well, I'd love for you just to start us off by giving us a snapshot of your background and also your current phase of life.   Kathryn Spitznagle: (1:33 - 6:47) Okay, lots of seasons. Yeah, learned, you know, you learn something from all of them. So, I started out in journalism.   I've kind of come back to my roots interviewing folks. I was a sports writer, so I grew up in a family with four brothers, so when I went to college, I knew sports, and at the time, that was unusual to have a female sports So I did that, and then went into publishing after I got my journalism degree, and since I'd been a sports writer, they put me in the men's division of this magazine publishing company. So, I started out learning, I started out working for a helicopter magazine, and I was an editor, and the only one that did know how to fly, and so they sent me to flight school in order to be a better editor and, you know, learn how to communicate with our readers.   And again, then because I'd done that and was in the men's division, they moved me then to shooting times, which was hunting and sports shooting. So, then I learned how to shoot guns and reload in that whole industry. From there, I went to fashion.   So, I went to the women's division, and at first they said, you know, are you sure you want to do this? And I said, well, this will be the first job you've put me on that won't kill me. You know, I've learned how to fly planes and shoot guns.   You know, let me have a shot at that Singer sewing machine. And I was a terrible seamstress. And they said, really, what we want you to do in fashion is to create a presence in New York, in Manhattan.   And so, the publisher was in Peoria, Illinois, but they wanted a presence in Manhattan. And so that's what I did for three years, worked remotely back and forth, and created that presence, joined the Fashion Group International. They hired three consultants to fix me up.   And so, I laugh if you've ever seen the movie Miss Congeniality, that was me. So, you know, learned all about the fashion industry and built those relationships with our advertisers. And also, then we went into television and did a lifetime, the TV show, weekly TV show on Lifetime called Make It Fashion.   And we're trying to blend that the home sewing industry with the fashion industry. So, if you saw this on the runway, in Milan, or in New York, or in Paris, this is how you can make it yourself, be your own designer kind of thing. So that was my journalism start, then moved to St. Louis, got married, had babies, and went into corporate communications, worked for Purina in St. Louis, where I learned so much about leadership, moved back to Peoria, and I went to work for Caterpillar. And when I retired from Caterpillar, then I started this business, Mentoring Women Millennials. And I have such a heart for this generation. I think they're so bright and smart and creative and entrepreneurial, and they get a bad rap.   And so, I wanted to have a platform to lift them up, and also to give them tools. So, the first year I wrote a book, Rockstar Millennials, Developing the Next Generation of Leaders. And what I found, there were so many really sharp, bright millennials that had never had good leaders.   They never had a mentor. They didn't have the tools. Many of them were entrepreneurs.   They didn't intend to lead people. They had a craft. They started a business, and it grew.   And they're like, now I got people. What do I do with people? And as I was out speaking about my business, I found the audience very consistently had two types of attendees.   One was what I would call a seasoned leader, who said, for helping the millennials, thank you. Something along that line. And then I would have a young person stand up and say, “Do you have a book”?   And after that happened several times, okay, Lord, I got this. Yeah, write a book. And I remember saying, “That's a good idea, God, but I don't have time.”   And so if you want to know why COVID happened, it was me. Because the good Lord said, hey, it's February of 2020. It looks like you have time right now.   And so I hired an editor. We wrote a book in four months and published it at the end of the year. And in 2021, then started the podcast.   Laura Dugger:  (6:48 - 7:04) Well, that's an incredible resume and such a whirlwind to getting here today. But you mentioned some leadership principles, especially at Purina. So, Kathryn, what are some of those servant leadership principles that you've learned and acquired over the years?   Kathryn Spitznagle: (7:04 - 9:34) Over the years, yeah. Just some amazing leaders at Purina. Their culture was very much a servant leadership culture.   Purina as a company was created in the 1950s by an independently wealthy gentleman, William H. Danforth. And he created the Youth Foundation in St. Louis. And he found once he got kids out of gangs and out of jail and off drugs, nobody would hire them. So, he created a company to hire those kids, Purina. And so, they, yes, told us that, you know, the first day he said, you know, this is never confused what we make with why we're here.   We were here, we were created to develop people for life. What we make will change. But the reason we're here will not.   And Danforth also wrote a book called I Dare You. I Dare You to be the best you can be and help someone else do the same. And so that very first day we were told the story of the genesis of Purina, we were given that book, I Dare You.   And when we left orientation, we met, they had 360-degree mentoring. And they said, “This is how we create this culture. And we continue this for generations through mentoring.”   So, when you leave orientation, you're going to meet your leader mentor, your peer mentor, and in 90 days, you'll be mentoring. Everyone at Purina mentors, and we all learn from each other constantly. So that was the platform.   And that was the culture. And when you think about feeling cherished, and valued, that's how they did it. Because if you're going to mentor someone, and someone's going to mentor you, you have value.   And the people you're working with have value. And so that creating a cherished culture was their legacy. And then it's something that I took on to Caterpillar.   And I continue now, in my keynote speaking, that's one of the most popular is how to create a cherished culture in the boardroom, in the living room, and in the classroom. Hmm.   Laura Dugger:  (9:35 - 9:47) And so, I won't ask for the entire keynote speech then, but is there an overview that you can give us of those things that we could implement that you've learned to implement over time as well?   Kathryn Spitznagle: (9:47 - 11:29) Yes, some of the tools. And, and that was another wonderful thing about Purina that I saw then, and haven't seen it since. You know, it seemed unique to me at the time.   Fast forward a few years, and it was like, yeah, that was very unusual leadership. And one of the things that they valued was, know your people, understand them, know their needs, know their wants. Even at this point, so, you know, I'm talking 30 years ago, I went to work there in 1990.   They were talking about purpose. What's your purpose? Purina had a very specific purpose.   We are a purposeful company. We're here to develop people for life. And, and they even said, I thought this was unique to it at orientation.   They said, and we hire bright, smart people, and we don't expect you to stay here very long. Our job is to send you off better than we found you. And with a positive impression of Purina.   And here's why. When you leave here, you may go to another Fortune 50 company, which I did. You may be in a position to impact a merger or acquisition.   You can buy and sell our stock. And at the very least, when you go to the grocery store, you can buy dog food. And we want it to be Purina.   Laura Dugger:  (11:31 - 11:36) That's incredible. That actually happened then with you taking that forward.   Kathryn Spitznagle: (11:37 - 16:07) And all of those lessons learned. So, when I talk about creating a cherished culture, Purina, one of the things they did very well was to introduce a concept, illustrate it with a story, and then activate it with a tool. So mentoring, they talked about here is the platform on which our company is built, developing people for life.   And they told us that story then about Purina. Then they gave us the book. And then they gave us a mentor that we were meeting with each week.   And they gave us a, what do I want to say, an outline. So, when you meet with your mentor or mentee, here are questions to ask. Here's a way to go about this.   And the number one reason people do mentor is because they don't know how. What's a process? And so how smart?   Purina's like, here. Here's an outline. Here are things to ask.   Here are discussion topics. And here are different tools we're going to give you as you progress in leadership. And they're designed for you then to pass on.   And so those are some of the tools when I talk about creating a cherished culture. One of the tools is here are questions to ask. Here's how to have that dialogue.   Here are discussion topics. When you're developing a relationship with this person, ask about their life outside of work. Ask about their family and friends and whatever, as much as they'd like to share.   Not everyone does. That's okay too. Ask about their best day at work.   What's a bad day at work? What's their best boss like? How do they like to be recognized?   What's their purpose? One of the most insightful questions they asked at Purina was, why do you want to succeed? And why do you want this company to succeed?   And those two questions give insight to someone's purpose. And so, then if you frame discussions around their purpose and their values, it is exponentially more meaningful to them. So, when I talk about how do you lead millennials and how is it different?   Those are a couple of the things. Understand their purpose. Understand their life. Their values outside of work, and frame things within their purpose.   Here's an example and or their values. If someone says, my values are hard work and transparency. I want people to be honest. Those are a couple of my values.    Okay. So, if I were leading that person and I saw them being transparent with someone else, being open and honest, I would recognize them for that.   Not just recognize them for the work, but recognize them for their value, demonstrating their value. I saw you be open and honest with that person. Thank you for that.   If kindness is a value, I saw you. I saw what you did there today to help someone out without being asked. Thank you for that kindness.   That resonates on a whole different level. And if you have to have a tough discussion with that person to say, frame it in those words. I know you value honesty, and I do too.   And so, we need to have an honest conversation. And here's some things that I'm seeing in your behavior, in your leadership, or in your work style that can hold you back. So, let's fix this whole different way to lead.   Laura Dugger:  (16:09 - 16:39) Absolutely. And I love how some of these even one-page practical tools you've included in the back of your book. So, it's a plug and play, but I'm even thinking back to your mentoring relationships where you had this circle of mentors and you were mentoring.   I think it's also helpful to get to hear one another's mistakes. So, are you comfortable sharing any mistakes that you've made along the way that actually even turned out to be beneficial learning opportunities?   Kathryn Spitznagle: (16:40 - 20:32) Absolutely. Loads of them. I've got loads of them.   And one of the women I mentor has said, I think I've advanced my career 10 years by learning from your mistakes. And I love that. And she's like, now I'm going to make plenty of my own, but I'm not going to make yours.   And I said, “Good. That's the point of all this.” One of the big ones I made at Purina.   I think a lot of places I would have been fired, probably should have been. I was working in the marketing group, and we were like an internal marketing. So, we did the new product introduction, point of purchase, point of sale materials, the legal documents that went out, the whole packet that would go out to a distributor, a grocery store.   And EverReady Battery was one of our product lines. So, we had internal clients. And as they had new product introductions, we'd get the materials together.   We had in-house printing, all of the things, graphic design, and that was all under my purview. The letter, there's a letter that went out to distributors that was a legal document and had a number. And I pulled the wrong letter, the wrong number.   And it wasn't discovered until last minute. And we sat down with the client and they're like, oh my gosh, this is the wrong legal letter. And I, you know, I'm the account rep, that was on me.   So, I had to go back, I had to go to Neil Lewis, my boss and say, “Okay, we've got to pull this back before it all goes out, reprint, which is going to be all our expense. We're going to have to have people working off shifts and all that sort of thing to do it quickly. And then reassemble all these Eveready Battery packets and, you know, do as close as we can to meeting their deadline.”   And so basically it's going to eat up our margin and we're going to have more printing expense. We're going to have more labor and we're going to have some unhappy people. And our client's not real happy either.   And that was all me. And Neil said to me, “You know, I learned something today. And he said, until today, I thought you walked on water.”   And he said, “Now I know you're human, just like the rest of us.” And I thought, oh, my word. And he's like, okay, so what happened?   That was a mistake. How are we going to fix it? And I said, “I've already pulled the right letter, getting it reprinted. Here's the, additional time and money. Here's how it's going to impact our margin.” And he said, “You know, can we do it? And can we satisfy the customer and get, if not meet their deadline very close?”   And I said, “We can meet their deadline if we have people work third shift.” And, you know, and he said, “Okay, let's do it. That's the right thing to do.” And, and he said, Kathryn, “I told you what I learned today. What did you learn?”   And I said, “I learned how to be the kind of leader I want to be when someone makes a mistake.”   Laura Dugger:  (20:36 - 21:05) Wow. The humility in that is incredible. And thank you for sharing.   Stories are so memorable. It makes me instantly reminded of two previous episodes. I'll make sure I link in the show notes, both with Jeff Henderson and Steve Robinson, accomplished businessmen, but who were also willing to share stories and how just like you, it actually made them a better, more relatable leader.   And so that's encouraging.   Kathryn Spitznagle: (21:06 - 21:34) And I knew when I got to Caterpillar and, uh, particularly when I was running the Caterpillar visitor center, because that was so new and never been done in Caterpillar. And so, we're going to make some mistakes and we're going to learn, you know, along the way. And there was more than one occasion where I was reminded of Neil Lewis.   And I said, okay, I learned something today. You are human. Just like the rest of us.   Now, how are we going to fix this?   Laura Dugger:  (21:35 - 23:48) And then what did you learn?    Let's take a quick break to hear a message from our sponsor.    Friends, I'm excited to share with you today's sponsor, WinShape Marriage. 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During your time away in this beautiful place, you and your spouse will learn from expert speakers and explore topics related to intimacy, overcoming challenges, improving communication, and more.   I've stayed on site at WinShape before and I can attest to their generosity, food, and content. You will be so grateful you went. To find an experience that's right for you and your spouse, head to their website, to find out more, visit them online at winshapemarriage.org/savvy. That's W-I-N-S-H-A-P-E marriage.org slash S-A-V-V-Y. Thanks for your sponsorship.   You've had so much experience in different areas and as a corporate leader. So what is it that drew you specifically to have a heart for millennials, which we can define as those approximately born between the 1980s and early 2000s?   Kathryn Spitznagle: (23:50 - 28:18) I really started working with them. My last role at Caterpillar, I was a director of global sustainability and it was within public affairs. So, we were leading, Caterpillar was leading a natural infrastructure coalition.   I was working with a lot of different entities, public, private, governmental. We're trying to get language passed into law. That was a big portion of my job.   Another portion of my job was to be out speaking about what Caterpillar was doing in the world of sustainability. And I loved that. What I found was the sustainability groups of Caterpillar employees all around the world, we do a global call quarterly, learning what everybody was doing.   They were all this age group. And when we would do the river cleanup on Saturday, these are the people that showed up with their kids. And when we do tree plantings, these are the people that showed up with their kids.   It's like, okay. And I remember saying to my peers, you know what, this group of employees, these young people are not going to retire with a pension like we are with health care like we do. There's so many things that we have garnered through our career appropriately.   They don't have that. What drives loyalty for them and what engages them with Caterpillar are these things. These things we're doing through the foundation where we're giving back and improving the world and the things we're doing in sustainability, giving back, improving the world.   They are so much more engaged in our company through these things. And so, I kind of knew, I thought, okay, I'm not sure exactly where the Lord is leading, but it's going to be with those people. And that was the thing I knew when I retired that, okay, this is what I want to do.   And then the more I worked, you know, I started the business mentoring women millennials. The more I worked with these young women, the more I saw, yes, there's a need. There's a need here.   And I always, you know, again, people would ask, why? Why are you so connected? And I said, first of all, I saw the value in them.   But secondly, I think I was one. My husband and I laughed that we never really fit in with our generation. And here's why.   We both were out of school and working on our careers when we met. And in our generation, you got married right out of high school, or at the very least right out of college. And so, you know, our families had given up.   They're like, they're never going to get married. They're working. They got this whole career thing going.   And so, when we got married, well, then we didn't have children until we were in our 30s. You know, highly irregular for our generation. We were entrepreneurial.   So, we were looking at franchises in our 20s. And our families were like, just get a job. What is this?   You got to buy something and then you buy something else. And my husband owned a business, his first business in his 30s. We both had side hustles.   Again, friends and family were like, just do one job. What is with you guys? Always got all these things, you know, going.   And then when I took the job in fashion, and I was working in Manhattan and living in Peoria, like, what do you even call that kind of work to call it remote? Working remotely? Yeah.   And so, I think part of my heart for them is I was one. And so, when they talk about some of the struggles and the things that are endearing to them, like, I got you. I felt like that, too.   Laura Dugger:  (28:20 - 28:57) That is incredible. And I think it really does make you the perfect person for that mentor mentee relationship. And I kind of want to camp out on that further, because we've alluded to it.   And some of these tips are in your book, where you highlight those discussion topics that give people the tools. But then if we take it a step further or personalize it, how can all of us as listeners begin a mentoring relationship like the one you've described? And I'm even thinking of the beginning point.   Do you think it's up to the mentor or the mentee to initially reach out?   Kathryn Spitznagle: (28:58 - 33:07) Either one. Yeah, either one can work. When I left Purina, having had this wonderful leadership experience and mentoring environment, I thought, well, this must be what all corporations are like.   No. Doesn't make them bad. They're just different.   So, when I got to Caterpillar that was male, very male dominated, I remember calling my mentor at Purina, who is still my mentor today. She mentored me for 22 years at Caterpillar after I left Purina. And then was one of the biggest proponents of me writing my book and starting my business.   And we still get together today. So, when they talk about developing people for life, they're very serious about that. And so, when I got to Caterpillar, I thought, well, they don't seem to have this.   I think I'll start a mentoring program. Well, I was, you know, some little gal in marketing. You're not going to start a mentoring program for a Fortune 50 company out of that spot.   It comes up through HR and Office of Business Practices and Legal and all of that. Anyway, I called my mentor at Purina, very frustrated, and I said, “Lynn, you and Neil make a place for me. I'm coming back.   They don't have a mentoring program here.” I don't, you know, and she said, “Okay, first of all, we didn't train you up to come back. Your job is to take this forward.”   And she said, “Are there young women there?” Yes. And she said, “Mentor them.”   And she said, “Are there leaders that need support?” And I said, “Yes.” And she said, “Okay, support them.”   She said, “Are there teams that need to be built?” And I said, “Yes.” And she said, “Then you have good work to do there.”   Go. And she hung up. I thought, OK.   And so, from that moment on, when I would see an announcement that would come through email where a woman was being hired into Caterpillar, I would reach out to her and just say, do you have a mentor or would you like one? And for 22 years, they all said yes. And so that's what I did.   I worked with those women. And, you know, here's another God wink when my announcement went out, then that I was retiring. These women all started coming back to me wherever they were in the nation and even in the world.   Many of them had gone on to do other things, bigger, better things. And they all started reaching out to me. Someone had forwarded the announcement to them and said, “We want you to start a business, a mentoring business and help others just like you helped us, and we will help you.”   And one said, “You need to write a book, and I'll write the forward.” Another one said, “Yes, and you need to do podcasts and I'll be on one.” Another one said, “I know what's going to stop you at your website, so I'm going to help you with your website.”   Another one said, “You're going to need testimonials.” So, she posted on social media that anyone that's ever been mentored by Kathryn Spitznagel, leave a message here. Very humbling.   And another one said, “I'm now VP of a big company in Chicago and I will hire you.” And so, I retired one day and started a business the next.   Laura Dugger:  (33:09 - 33:30) Incredible how that all came back around. And I gleaned so much from your stories in your book, and then even getting to connect with you before today. But there's another story about servant leadership that you shared from the man who you've named your previous boss, Neil Lewis.   Will you share? Do you know which one I'm thinking of?   Kathryn Spitznagle: (33:31 - 36:35) Yeah. You need to know three personal things about everyone who works for you. Okay.   So, Neil Lewis had leadership meetings. There were 12 of us were his leadership team every Monday morning. He was also a minister outside of work.   So, a lot of times we would laugh that we were getting the rehash of the sermon from yesterday as part of his leadership. But he often gave us assignments. And one Monday morning, he said, okay, here's your assignment.   I want you to know three personal things about everyone who works for you. And they need to be things that aren't in their personnel file. And he said, I'm going to ask you sometime this week about one of those people, but you won't know which one.   So, you need to know all of them. And I, you know, lousy leader, I was just learning. And I said, Neil, I have 10 people, three things, 10 people, that's 30 things I got to know.   And he said, Kathryn, good math. You have some work to do. So, I went back, and I interviewed each one of my 10 people, three things, found him out, followed the assignment.   And I was ready. And I saw him in the hall later in the week. He said, “Kathryn, walk with me. I'm going to the next meeting.” I said, “Okay.” Tell me three personal things about Kathy, who works for you. I said, “Okay.”   Kathy has recently divorced. Uh, she has an 18-month-old baby, and she is moving to a new apartment. And he said, “What have you done to help her?”   And honest to God, I said, “That wasn't part of the assignment.” And he looked at me and I said, “No, wait a minute. I did help her.   I changed her hours. She has a longer commute now into St. Louis. So, she's going to come in at 8:30 am and work till 5:00 pm.”   And I was feeling pretty proud of myself, like bonus question. And he said, “Did she come to you, or did you go to her?” And I said, “Well, she came to me, but I said, it was okay.”   So, Kathryn know your people. If you don't know your people, you don't know what they need. And if you don't know what they need, you can't help them.   And if you can't help them, what in the world are you doing here? It says leaders were here to serve. And if you're not here to serve, you need to step out.   I became a different leader that day. One who chose to lead by serving.   Laura Dugger:  (36:38 - 37:17) I just wanted to let you know there are now multiple ways to give when you visit thesavvysauce.com. We now have a donation button on our website and you can find it under the donate page, which is under the tab entitled support. Our mailing address is also provided.   If you would prefer to save us the processing fee and send a check that is tax deductible. Either way, you'll be supporting the work of Savvy Sauce Charities and helping us continue to reach the nations with the good news of Jesus Christ. Make sure you visit thesavvysauce.com today. Thanks for your support.   Kathryn Spitznagle: (37:18 - 38:19) You know, the other piece, uh, the other thing that he taught me there, uh, Laura, as we continued to walk, uh, because he always wanted to bring things back around to, to a positive. He was going to make his point, but he was not going to leave me there, you know? He said, Kathryn, “Do you understand what you missed there?”   It was such a missed opportunity with Kathy, um, to engage her and to help her feel cherished. He said, “That's the difference when you anticipate someone's needs and you go to them before they ask. That's the opportunity.”   That's the gold. That's what engages people and, uh, garners their loyalty. And that's when they feel cherished.   That was the real missed opportunity.   Laura Dugger:  (38:23 - 38:35) And that never left you. And that's probably blessed so many people hearing that. What about lessons of forgiveness in leadership as well?   Do you have any stories to illustrate that?   Kathryn Spitznagle: (38:35 - 42:28) Yes. And that's another lesson from, from Neil Lewis that was a profound lesson for me that I've never heard anywhere else. Forgiveness is part of leadership. So, I learned this, um, again, lousy leader just starting out.   And, um, when he put me into leadership, I was like, how hard could it be? Tell people what to do. They do it.   And then came my first employee opinion survey results and they were bad. The numbers were bad. The comments were bad.   The people were unhappy. Um, and the comments to me were, were hurtful. They were justified, but they were hurtful.   And so, when I got, uh, you know, got all the information, I left, I was upset. The next day when I came into the office, I just went into my office and closed the door. I thought they don't want to talk to me.   I don't want to talk to them. That's fine. I was working here.   So, Neil gave me a little time to cool off. And then he came in and, um, on my desk, uh, one of the things that they, um, Purina does in terms of creating that cherished culture is, um, to have things around you that revitalize you. And so, they ask you one of the first days about what, what are things that revitalize you?   And I said, okay, uh, fresh flowers revitalize me. They remind me of my grandmother, nanny, and being in the garden. Um, notes are cards from handwritten, you know, from friends and family and a walk outside.   Those are three things that revitalize me. Okay. So again, I registered with Neil Lewis.   He knew that was a way to frame things for me. So, when he came in that morning, he picked up one of the cards from my desk and he handed it to me and he said, to read that card. And I said, you can read it.   He said, “No. No, I'm asking you to read it out loud to me.” So, it was a card from someone on my team, very complimentary about my leadership style and what it, how it impacted them. And he said, “Is that the leader you are today?”   And I said, “No, but in fairness, they were mean to me. They said some very hurtful things and yeah, I'm not happy.” He said, “Okay.”   And he said, “Kathryn, as leaders, our job is to give first and give again”. And he said, “Do you know what the bridge is between giving first and giving again?” And I said, “No.”   I said, “Neil, I'm not tracking with you.” And he said, “Forgive.” And I said, “Oh, forgiveness.”   And he said, “Nope. Forgiveness is something someone else does. That's a noun. Forgive is a verb. And that's what I need to see you do. Forgive.”   He said, “Kathryn, forgiveness is a big part of leadership and it's something that will hold you back for the rest of your life. So, I am asking you today to be the leader I know you to be and forgive them.”   Laura Dugger:  (42:32 - 42:52) Well, in even the way he modeled that in the way you shared that story, it also reminds me of another leadership tool that you mentioned in your book, which I think if somebody is experiencing this, that could be a really practical next step. So, it's called the hero page. Will you elaborate on that for us?   Kathryn Spitznagle: (42:52 - 52:07) Yes. And so, at Purina, when they talked about having these one-on-ones with your team, with your mentees, with your mentors, kind of framing the dialogue in three buckets, called it three bucket exercise. And I still, this is how I still mentor today.   Uh, so the first thing we ask people to come prepared with is bucket one. What are we celebrating? What have you learned? What have you accomplished? What has gone so well?   Um, since the last time we spoke, because we, as people, but particularly as women pass through things very quickly and go, yep, done good onto the next. Yeah. We don't take that time to celebrate.   And Purina was very focused on what they called reveling. Take just a minute to revel. That was good work, did good work, but whatever was accomplished personal and professional, it was, there were things at home, baby slept four hours straight.   Okay. So, bucket one, what are we celebrating?    Um, so bucket one, they called aha.    Bucket two, they called, hmm, what is, uh, what's out there that you need to, um, do, you know, what's on your to-do list. Is there something you need to get a plan for?   Um, is there something that you want to talk through that's kind of on your assignment board, something like that. And we'll talk through some tactics.    Bucket three is what in the world.   So, anything that seems overwhelming, uh, caught you by surprise. You didn't know it was part of the job. You didn't know it was part of life.   Those are the things we want to talk about in bucket three, every time. So, you want me to tell you the things that are overwhelming me and that I don't know where to start. Yes.   Yes. Every week, because here's what we'll do. We will take the power out of that.   Once you, that's it. We're going to fix it and say, okay, this is what's overwhelming me. This is what I'm anxious about.   This is what caught me by surprise. And we're going to figure out how to break it down into something actionable. And then we're going to move it to bucket two.   And next week, we're going to be talking about those action steps and pretty soon it's going to move to bucket one. There you go. We're celebrating that process that I learned at Purina still did at Caterpillar and doing today.   Um, that just warms my heart. Uh, when I see, um, the folks that I've worked with who've now gone on to do other things. And, uh, one of the guys on my team at Caterpillar, um, now works for McDonald's in Chicago.   And he said that Kathryn, that's our onboarding process. And so, anybody that comes through his team in McDonald's, that's what they learn how to do. And he said that it was just gold.   And you can talk about creating a safe space, but again, the difference with Purina was they gave you a tool, not ours, we are a cherished culture. We create a safe space. And you know what, here's how, by asking this question and by setting aside time to answer it and wrestle with it and work through it.   Now, having said all that, where do you put this information as you're learning this about this person? Uh, you're learning what they're celebrating. You're learning, um, what their values are.   You're learning what they like to do outside of work. What's important to them learning about their purpose. That's a hero page.   And so, they gave us a tool and they said, you know, it's very simple, a hero page. You, you just record things that you have learned about this person that you respect and admire about them. And you can do one for yourself.   They ask you to do the first one for you. Um, but then also to do them for, you can do them for a peer or a leader. Um, you can also do them for someone you're struggling with because oftentimes we aren't really looking for the positives in that person.   So, the, uh, the logic behind the hero page is once you've created it, uh, you're going to look for things to put on it. Positives, all positives, negatives we remember. Positives we're looking for and that's the first reason.    The second reason for a hero page is you may have a tough day with that person sometime. And if you do, you go back and look at your hero page and it puts things in perspective.   Yeah, this isn't going well today, but here are the things I respect and admire about this person. And yes, um, perspective.    The third reason is they may have a tough day sometime and what an incredible gift you can be to them.   Here's an example. When I worked at Caterpillar, um, had wonderful leaders, some remarkable women leaders at Caterpillar, I think because there were so few of them, they were rock stars. And one that I worked for, uh, was sent to Beijing, China on a short term, like a, I don't know, six month or one year assignment as it at the same time, I was also mentoring someone in that Beijing office and it was very remote.   They were, in a remote area, creating an office, creating an HR office, you know, where they, where there's a factory and the person I was mentoring said, you know, let me give you an idea of what we're struggling with here. What kind of, what our situation is. And I'm at corporate and I said, well, whatever it is, I think I could send you some of our signage, some of our value signs.   Those are, those are, that's what you need. I'll send you some value signs. You can put them up on your walls.   And she said, Kathryn, we don't have walls. We're working out of a tent. And she said, each morning we send a bus out to the rural areas here in China and it stops to pick up workers.   And if dad can't go, he sends mom. And if mom can't go, she puts a couple of kids on the bus. And we never know from day to day who's coming to work.   What we do know is that the bus will be full. They will get two meals while they're at work, breakfast and lunch. And then when it returns them home, they will have gotten paid.   She said, we are all but paying people and chickens. Do you understand the situation, the gravity of what we're trying to do to come in here and create an office and HR processes? And she said, first, we're trying to determine who our employees are.   I said, “Oh, our leader is struggling”. And she said, “Will you get on a call with her today?” I said, “Give me a minute.”   And she said, “You're going to get her hero page.” So, we got on the call. Lois, “Kathryn, is this the woman that led one of the first NPI projects for Caterpillar as a woman with our flagship tractor?”   And she said, “Yes.” I said, “Is this the woman who was handed a belt buckle and a t-shirt and created global merchandising stores all around the world?” And she said, “Yes.”   I said, “Is this the woman who has been married 30 plus years happily, raised two remarkable children and showed us all it was possible?” Yes. I said, “I don't know what you're struggling with today, but I do know the woman who did these things can tackle this.”   What a gift you would be to another leader on the day that they needed it in that moment, just to remind them of their value.   Laura Dugger:  (52:10 - 52:40) That encouragement is so powerful. And you're such an engaging storyteller. And like you had mentioned previously, you've gone on from corporate America to now beginning your own business, including your podcast that will link to Rockstar Millennials.   So, I'm curious, Kathryn, are there any stories from those podcast episodes that really come to mind as you think of any standout lessons or your favorites?   Kathryn Spitznagle: (52:41 - 55:51) Oh my gosh. There are so many. It just seems like when I think I can't meet someone any more incredible, I do.   And again, good Lord's hand, they come from all different paths. We're international now. A couple of them that really stand out to me, Michael Kuzma,: he invented the self-playing guitar.   He knew people in his life who had either never been able to play the guitar and wanted to, or they had experienced some sort of an injury or illness that then prevented them from doing what they loved. And so, he created this and just said, “I want this to bring joy and be fun for people.” And I guess the part of the platform that I have for the podcast is purpose.   How are you living your purpose? Khushi Shah is 19 years old. So, she's a little bit younger than a millennial even.   Created a company called Drizzl and it is an informed, what I want to say, it's an irrigation company. And she created this as a science project in grade school. She's now in college at MIT and Harvard and Northeastern.   So, she's attending classes at all. She went to a science and math school in Chicago for high school, finished early and took a gap year at 17. And I said, “So you traveled?”   And she said, “Nope, I decided I'd just run that business full-time, Drizzl.” And so, her families of Indian descent. They'd gone to India and seen the need for water, clean water.   And she said, coming back to the States, I saw sprinklers, lawn sprinklers running and it was raining. And I thought, I need to fix that. There are products on the market that will turn a sprinkler off if it's raining.   Her product is predictive. She's 19. Yeah.   So, folks from St. Jude, folks from Midwest Food Bank, just incredible. Obviously, I can't name one.   There are so many. And those who are living their purpose in all walks of life, in all places around the world, I want to talk to.   Laura Dugger:  (55:52 - 56:07) Wow. And Kathryn, you've invested in so many people and highlighted so many people through your podcast. As you look back, what are you happiest that you invested your life in?   Kathryn Spitznagle: (56:09 - 57:07) Well, I'm a mom, boy mom. So that would have to be my first, my boys. Again, one of the women that I mentor said to me early on, Kathryn, one of the things I love the most is you're from the other side.   I said, Kelsey, what does that mean? I'm from the other side. And she said, you've already done all of this.   You've done the corporate life. You understand small business. You have a decades long, happy marriage.   You've raised your boys. They're happy. They're successful.   If you did this, we can do this and you can help us. And so that investment on so many levels, yeah, is coming back.   Laura Dugger:  (57:08 - 57:19) I love that. And would you be willing just to share anything else about your business or what all you have to offer so that we can continue learning from you after this conversation?   Kathryn Spitznagle: (57:20 - 1:00:49) Oh, absolutely. So, the book that you mentioned, Rockstar Millennials, Developing the Next Generation of Leaders. That's the book.   And it recounts so many of these leadership stories. And then in the back, as you said, are the different tools. And I have to credit the Caterpillar engineers because when I went to Caterpillar and I would tell these stories about Purina or I would live something that they had taught me.   Very early on, in the meeting, or after the meeting, some of these gentlemen came up to me and said, “That thing you just did in that meeting, can you write that down? Like what?” And they said, “Like the words and or the process.”   And so, it began. So, I'd start writing down the words and they might put a graphic with it or somehow improve it. And so, through the years, this same group kept coming back to me.   And when they saw the announcement that I was retiring, they showed up again and said, “Okay, we need one more thing, a spreadsheet.” What do you mean a spreadsheet? They said, “You know, all through the years, we have all of these tools now that we've created out of your head on this paper that we can use and we're using.”   If you can give us a spreadsheet that says, “If you're having this leadership issue, use this tool.” So, God bless the engineers.   So, I credit them, and the tools are in the back of the hard book.   What I found when I started doing workshops was people didn't want to write in the book and they also wanted something bigger and they wanted a place to make notes and doodle and that sort of thing. So that's why we have the book and then the toolkit. So, my business is Mentoring Women Millennials and I do one on one mentoring with individuals, small business primarily.   They'll bring me in to work with their women leaders, but also just individuals who are in some sort of a transition in life or that have never had a mentor and would like one. And so, I do the one-on-one mentoring also with nonprofits. And I'm now an 18-year breast cancer survivor, still in treatment.   And I also mentor breast cancer survivors. And keynote speaking. I work with the Capital City Speakers Bureau.   And so, I do speaking there and I'm prepping for a TED Talk. So those are the next things.   Laura Dugger:  (1:00:50 - 1:01:16) I love it. Always something up your sleeve. We will link to your website so that people can follow up and get in touch if that would be a good partnership.   And you may already be familiar that we're called The Savvy Sauce because savvy is synonymous with practical knowledge or insight. And so as my final question for you today, Kathryn, what is your Savvy Sauce?   Kathryn Spitznagle: (1:01:18 - 1:01:49) Um, when I left Purina, um, I asked Neil, “You know, how do I ever repay this company that has given so much to me?” And he said, “Take what you've learned and help someone else.” And so, if you learn from me, that would be my ask, help someone else.   Laura Dugger:  (1:01:50 - 1:02:05) I love that. Amen. Great Savvy Sauce.   And Kathryn, you're just so poised and classy and full of insight. And it was an absolute pleasure to get to host you as my guest today. So, thank you for being my guest.   Kathryn Spitznagle: (1:02:05 - 1:02:07) Thank you. Thank you for having me.   Laura Dugger:  (1:02:09 - 1:05:52) One more thing before you go. Have you heard the term gospel before?   It simply means good news. And I want to share the best news with you. But it starts with the bad news.   Every single one of us were born sinners, but Christ desires to rescue us from our sin, which is something we cannot do for ourselves. This means there is absolutely no chance we can make it to heaven on our own. So, for you and for me, it means we deserve death, and we can never pay back the sacrifice we owe to be saved.   We need a savior. But God loved us so much, he made a way for his only son to willingly die in our place as the perfect substitute. This gives us hope of life forever in right relationship with him.   That is good news. Jesus lived the perfect life we could never live and died in our place for our sin. This was God's plan to make a way to reconcile with us so that God can look at us and see Jesus.   We can be covered and justified through the work Jesus finished if we choose to receive what He has done for us. Romans 10:9 says, “That if you confess with your mouth Jesus is Lord and believe in your heart that God raised him from the dead, you will be saved.” So, would you pray with me now?   Heavenly Father, thank you for sending Jesus to take our place. I pray someone today right now is touched and chooses to turn their life over to you. Will you clearly guide them and help them take their next step in faith to declare you as Lord of their life?   We trust you to work and change lives now for eternity. In Jesus' name we pray. Amen.   If you prayed that prayer, you are declaring him for me, so me for him. You get the opportunity to live your life for him. And at this podcast, we're called The Savvy Sauce for a reason.   We want to give you practical tools to implement the knowledge you have learned. So, you ready to get started? First, tell someone.   Say it out loud. Get a Bible. The first day I made this decision, my parents took me to Barnes & Noble and let me choose my own Bible.   I selected the Quest NIV Bible, and I love it. You can start by reading the book of John. Also, get connected locally, which just means tell someone who's a part of a church in your community that you made a decision to follow Christ.   I'm assuming they will be thrilled to talk with you about further steps, such as going to church and getting connected to other believers to encourage you. We want to celebrate with you too, so feel free to leave a comment for us here if you did make a decision to follow Christ. We also have show notes included where you can read scripture that describes this process.   And finally, be encouraged. Luke 15:10 says, “In the same way I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.” The heavens are praising with you for your decision today.   And if you've already received this good news, I pray you have someone to share it with. You are loved and I look forward to meeting you here next time.

Noel Massie is the former Vice President of U.S. Operations at UPS and author of the new book Congrats, You've Been Promoted. Over a decades-long career, Noel rose from part-time college employee to leading 200,000 people with a focus on values-based leadership. Today, he mentors rising leaders and serves on the boards of organizations like the Annenberg Foundation and the Los Angeles Urban League. We talked about leadership at scale, navigating promotions, and building a career that makes an impact—this week on the On Brand podcast. Noel Massie began working for UPS part-time during college and rose through the ranks to become vice president for UPS's US Delivery Operations. Before his retirement in 2019, he oversaw 200,000 employees who were led by 12,000 supervisors. In this role, Noel supported and guided the package delivery and logistic services in the United States. He continues to mentor young leaders and supervisors. Noel is currently a member of numerous boards: the Annenberg Foundation, which holds a $1.7 billion endowment and where Noel serves on their investment committee that guides the foundation's investment strategy; the Los Angeles Urban Leagues Executive Committee, where Noel served as chairman for nine years; Chapter ONE US, an organization that seeks to enhance elementary school literacy; and the Asian American and Pacific Islander Legal Center. Noel has received over a dozen awards, including the Peter Drucker School of Management Leadership Award, the Whitney M. Young Award, the Admiral Samuel L. Gravely Award, the Civic Leadership Award of Los Angeles, and the Civic Leadership Award of Chicago for serving for five years on the Chicago Workforce Board. He currently mentors young leaders and private organizations on values-based leadership principles. He and his family reside in Oak Park, Illinois, with a secondary residence in Southern California. Congrats, You've Been Promoted. That's the title of Noel's new book—and a perfect reminder that getting promoted is just the beginning, not the finish line. Noel shared why so many new leaders struggle after their big break and how values-based leadership can help them not just survive, but thrive in their new roles. What brand has made Noel smile recently? Noel pointed to McDonald's—admiring how the brand stays consistent and approachable while evolving with the times. For him, it's a lesson in balancing legacy with innovation, showing leadership isn't just about flashy moves but steady, reliable connection. Connect with Noel on LinkedIn and his book, Congrats, You've Been Promoted.  Listen and subscribe at  Apple Podcasts, Spotify, Amazon/Audible, Google Play, Stitcher, TuneIn, iHeart, YouTube, and RSS. Rate and review the show—If you like what you're hearing, be sure to head over to Apple Podcasts and click the 5-star button to rate the show. And, if you have a few extra seconds, write a couple of sentences and submit a review to help others find the show. Did you hear something you liked on this episode or another? Do you have a question you'd like our guests to answer? Let me know on Twitter using the hashtag #OnBrandPodcast and you may just hear your thoughts here on the show. On Brand is a part of the Marketing Podcast Network. Until next week, I'll see you on the Internet! 00:00 Intro and Noel's Background   02:00 Starting Out and Early Leadership Lessons   06:15 The Idea Behind Congrats You've Been Promoted   11:35 Core Values and Setting Leadership Terms   17:00 Handling Ethical Challenges and Uncomfortable Moments   19:30 The No Casual Moments Rule in Leadership   22:00 Value-Based Leadership at Scale   25:45 Lessons from Coaching and Leadership Models   27:00 A Brand Has Made Noel Smile and How to Connect   Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of PWTorch ‘90s Pastcast, Patrick Moynahan and Alex McDonald discuss issue #345 of the PWTorch including a great In Your House PPV, JJ performs "With My Baby Tonight," wrestles a MOTY candidate, then walks out on the WWF, massive layoffs in WWF, and much more. Contact us with questions, reactions, and more at torchpastcast@gmail.com.Become a supporter of this podcast: https://www.spreaker.com/podcast/pwtorch-dailycast--3276210/support.

Shannon Sharpe & Chad “Ochocinco” Johnson react to Victor Wembanyama working out with Kevin Garnett this offseason, Luka Doncic looking really good in EuroBasket, and McDonalds sauce policy is getting out of hand and much more! 0:00 - Wemby training with KG6:20 - Offset and Quavo cool again9:38 - Eddie Murphy's Top Movies of all time14:06 - McDonald’s Sauce Policy is some bull22:50 - KevOnStage Lunch Video34:37 - Rough Draft38:47 - Spello Cinco42:10 - Dunk on Unc49:37 - Q & Ayyyy (Timestamps may vary based on advertisements.) #Volume #ClubSee omnystudio.com/listener for privacy information.

Episode 643: Neal and Toby chat about Apple's fresh $100B investment in US manufacturing amid threatening tariffs. Then, Disney has been on a tear of major deals to bolster its streaming slate. Plus, McDonald's bounces back with a positive quarter but the cloud of economic anxiety still hangs around. Meanwhile, Neal shares numbers on Las Vegas, Gen Z remote work, and the German train system.  00:00 - Google Calendar your life 3:15 - Apple makes Trump happy 9:00 - Disney wheelin' & dealin' 13:00 - McDonald's is happy mealin' 19:00 - Very quiet Vegas 22:00 - Gen Z not about remote work 24:00 - Germany's train problem 26:45 - Sprint Finish! LinkedIn will even give you a $100 credit on your next campaign so you can try it yourself. Check out LinkedIn.com/mbd for more. Subscribe to Morning Brew Daily for more of the news you need to start your day. Share the show with a friend, and leave us a review on your favorite podcast app. Listen to Morning Brew Daily Here:⁠ ⁠⁠https://www.swap.fm/l/mbd-note⁠⁠⁠  Watch Morning Brew Daily Here:⁠ ⁠⁠https://www.youtube.com/@MorningBrewDailyShow⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices