Podcasts about meetings

The latest from fire and air quality officials on the warehouse fire in Boyle Heights. Citing LAist reporting, Orange County's grand jury wants to expand its powers to deal with misconduct. Local government meetings will soon be coming to... a couch near you? Plus, more from Evening Edition. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comSupport the show: https://laist.com

In this episode, I share practical insights from recent coaching sessions with senior managers. You'll learn a simple framework for answering difficult questions under pressure, a common pronunciation mistake that affects clarity, useful negotiation phrases, and why good audio matters more than you think. Plus, a challenge to help you take the next step in building your confidence in English.  Enjoy! Anna GET MY FRIDAY NEWSLETTER - get a written summary of the key takeaways from each episode and extra tips I don't share on the podcast INTERESTED IN COACHING? Register interest to be informed of future places on my 1-1 programme THIS PODCAST IS MADE POSSIBLE BY OUR FANTASTIC SUPPORTERS. WANT TO BECOME A SUPPORTER TOO? TRANSCRIPTS - do an in-depth review of the episode content LinkedIn @AnnaConnellyYouTube @annabusinessenglish

Most organizations treat meetings as the default answer to everything, but that's costing you more than you think. Rebecca Hinds, Head of the Work AI Institute at Glean, researcher, and author of YOUR BEST MEETING EVER, brings a product design mindset to the most expensive form of collaboration in your org. She shares how to spot meeting dysfunction, use AI to audit your calendar, and make intentional changes that actually stick. In this episode: • Why meetings have become the 'junk drawer' of organizational communication, and how visibility bias keeps the habit alive. • How to use return on time investment (ROTI) scoring, meeting minimalism, and shared language to redesign your meeting culture. • The role AI and data play in building the business case for calendar reform, especially with a skeptical C-suite. Timestamps [00:01:10] Why Rebecca went all-in on meeting research and the psychology of visibility bias. [00:02:19] The meeting junk drawer: why meetings become the default for everything. [00:04:39] Treating meetings like a product, including the concept of meeting debt. [00:06:26] Return on time investment (ROTI): a data-driven way to rate your meetings. [00:08:16] How leadership buy-in determines how boldly you can reform your calendar. [00:08:56] Using AI to build meeting calculators and get C-suite buy-in. [00:10:52] Making the business case by anchoring on what the most powerful person cares about. [00:13:54] Building psychological safety so people feel empowered to flag bad meetings. [00:16:36] Shared language for meeting dysfunction, including Meeting Doomsday and meeting minimalism. [00:21:05] The one thing every leader can do this week: intentional design across four meeting dimensions. Guest Bio Rebecca Hinds is the author of YOUR BEST MEETING EVER, a leading expert on organizational behavior and the future of work, founder of the Work Innovation Lab at Asana and the Work AI Institute at Glean. She holds a BS, MS, and PhD from Stanford University. Her research is consistently featured in top-tier publications like Harvard Business Review, The New York Times, The Wall Street Journal, Forbes, Wired, and more. She is a trusted advisor to companies navigating the challenges of modern work, from meeting overload and hybrid dysfunction to the messy realities of AI adoption and organizational change. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: meetings, meeting culture, organizational behavior, future of work, meeting debt, return on time investment, psychological safety, AI, calendar reform, Meeting Doomsday, meeting minimalism, collaboration, HR leadership, Rebecca Hinds, HR Mixtape

Silence in meetings costs everyone. It silences voices, stalls accountability, and signals that thinking isn't happening in real time. But silence isn't inevitable. It's a leadership choice. In this episode, Jill Griffin breaks down what silence actually means, why AI-generated content is training us to consume instead of engage, and the specific moves leaders and peers can make to bring people into the conversation. Leadership is a lifestyle and an inside job. Here's how to show up.You're in a meeting and nobody's talking. What's actually happening?The silence in your meetings is costing you more than you realize.Most leaders have it backwards about what silence means in the room.Show Notes: Workslop: The Hidden Cost of AI-Generated BusyworkSupport the showJill Griffin, is a leadership strategist, executive coach, and host of The Career Refresh. She works with senior leaders to navigate complexity, strengthen teams, and lead with greater clarity and intention.With 20+ years of experience at companies like Coca-Cola, Microsoft, Hilton, and Martha Stewart, Jill brings a practical, real-world lens to leadership, decision-making, and career strategy. Visit GriffinMethod.com to learn more about working together:The Next Era Leader An 8-week cohort for women leaders ready to expand their capacity and lead through complexity with clarity and intentionExecutive Coaching & Leadership Advisory 1:1 strategic partnership for leaders navigating growth, transition, and what's nextConnect with Jill for Leadership Development for Organizations and Speaking & WorkshopsInstagram: @JillGriffinOffical

We are delighted to welcome another icon in our industry as today's guest. Bob Vaez, Founder and CEO of EventMobi, is a true entrepreneur, and his company is widely recognized throughout the events industry. Stay tuned as Bob shares his entrepreneurial journey and the lessons he learned building a business through multiple periods of disruption. He also offers practical advice for business owners looking to compete with larger organizations while creating meaningful experiences for customers and attendees. Bob's Entrepreneurial Journey After studying computer engineering, Bob spent nearly a decade in chip design, including a role at NVIDIA. Although he enjoyed the people and innovation, he wanted to build something of his own. A simple question—why conference information wasn't available on a mobile device—led him to create EventMobi. What began as a side project quickly evolved into an international business serving customers across North America and Europe. Launching EventMobi Bob launched EventMobi during a recession, when organizations were looking for ways to reduce costs, improve attendee experiences, create new sponsorship opportunities, and reduce waste. At the same time, mobile technology and cloud software were gaining momentum. He believes periods of disruption often create opportunities for businesses that solve real problems. Sponsorship Sponsorship has evolved from simple logo placement and brand visibility to more targeted and meaningful engagement. Bob explains that organizers can create greater value by helping sponsors connect with specific audience segments and offering sponsorship opportunities that align with attendees' interests and needs. Shared Experiences Sponsors often bring valuable expertise to an industry. Bob believes organizers can create stronger experiences by involving sponsors in educational content, especially when sponsors and customers connect through real-world experiences. That approach benefits attendees while helping sponsors build credibility and relationships. Relationships Strong business relationships are seldom built on a trade show floor. Bob explains that shared experiences, activities, and informal conversations often foster deeper trust and stronger long-term connections than brief meetings at a trade show booth. Genuine Innovation Many attendees visit exhibitors to learn what's new. They are looking for new ideas, products, services, and approaches to take back to their organizations. Bob encourages exhibitors to focus on showcasing genuine innovation rather than simply increasing visibility. Engaging Events Bob believes engagement increases when attendees become active participants rather than passive listeners. Attendees want more than information. They want opportunities to ask questions, share ideas, participate in discussions, and connect with other people. Face-to-Face Experiences As AI generates more content and information becomes easier to access, live events offer something different: authentic conversations, trusted expertise, and direct interaction with other people. These experiences create stronger memories and greater long-term value for attendees. AI Bob sees AI as an opportunity to reduce administrative work and free up time for more meaningful activities. Instead of spending hours on repetitive tasks, planners can invest more time in working with speakers, sponsors, vendors, and attendees to create better event experiences. Smaller Businesses AI is helping smaller businesses access capabilities that once required large teams. Bob recommends focusing on the specific tasks that consume the most time or create the most frustration. By solving those challenges first, small businesses can operate more efficiently and make better use of their resources. Powerful Small Agencies While larger organizations often rely on established processes, smaller agencies can stand out through their insight, creativity, and perspective. Bob believes that an agency's unique understanding of its clients and its ability to create distinctive experiences can be a powerful competitive advantage. Connect with Eric Rozenberg On LinkedIn Facebook Instagram Website Listen to The Business of Meetings podcast Subscribe to The Business of Meetings newsletter Connect with Bob Vaez On LinkedIn EventMobi  

The Technology Letter's Tiernan Ray says investors are finally taking profits on AI memory stocks like Micron (MU), SanDisk (SNDK), Western Digital (WDC), and Seagate (STX) among others after parabolic runs. He doesn't believe the trading action is problematic and instead sees investors rebalancing portfolios to find the next big tech trade. Tiernan then outlines his expectations on Qualcomm's (QCOM) upcoming investor day and Nvidia's (NVDA) shareholder meeting. ======== 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

S15E6 Shank and Wayne discuss whether meetings point alcoholics to the program or something else? In Meeting Shrapnel they look at "The second mouse gets the cheese", "If you spot it, you got it" and "Normal is a setting on a washing machine". If you have a comment, suggestion or question you can email Shank and Wayne at freedom@alcoholicsalive.com 

Full Show Broadcast. Guest Today: Joe Yerdon & Sal Capaccio. Happy ribbon cutting (day) ceremony at New Highmark Stadium. Brendan Sorsby's NFL Supplemental Draft nixed. Giannis Antetokounmpo was traded to the Miami Heat in blockbuster deal. NBA & NHL Drafts. Timmy's hot take & so much more.

Cette semaine sur le podcast, on reçoit Pier-Luc de Team Factory pour décortiquer un sujet que plusieurs redoutent : les meetings. Pourquoi certaines rencontres donnent l'impression de nous faire perdre du temps, alors que d'autres permettent réellement d'aligner, mobiliser et faire avancer une équipe? À travers la méthode SMART de Team Factory, on explore comment rendre les meetings plus structurés, utiles, rentables et humains.  Au programme:  - Pourquoi on ajoute souvent des meetings sans jamais en enlever  - Comment calculer le vrai coût d'une rencontre d'équipe  - La méthode SMART appliquée aux meetings performants  - L'importance de mobiliser les bonnes personnes autour de la table  - Comment rendre les rencontres virtuelles plus courtes, plus claires et plus humaines 

Meetings can either be a massive waste of time or your team's greatest asset. The difference lies in how well you understand the dynamics in the room.In this episode of the Mule Mindset, we look at the Enneagram framework not just as a personality tool, but as a practical strategy for better meetings. Whether you are a Performer striving for efficiency or a Peacemaker trying to keep the harmony, every type has a superpower and a stumbling block when the clock is ticking.Follow us on Instagram @themulemindset or YouTube @ucmcareerandlifedesigncenter3209 to see exclusive video content.

270 | Nicolas Schell ist ein Pionier für GTM-Engineering - mit AI-Tools automatisiert er ganze Vertriebs-Teams.Mach das 1-minütige Quiz und finde eine Geschäftsidee, die zu dir passt: digitaleoptimisten.de/quiz.So erreichst du uns:Sprachnachricht senden: https://www.speakpipe.com/digitaleoptimistenEmail schreiben: alexander@digitaleoptimisten.deLearningsGo-to-market-Engineering: Vier SchritteDas Go-to-market-Engineering-Playbook besteht aus vier Schritten: ICP definieren, TAM mappen, Kontaktdaten der Entscheider finden und Cold Outreach planen. Nico erklärt diese Struktur explizit im Gespräch als Kernprozess des GTM-Engineerings. Die klare Abfolge macht GTM-operativ umsetzbar und messbar, statt vage zu bleiben.ICP und datengetriebene ZielgruppenDer ICP wird datengetrieben definiert, indem man das Problem des Kunden sichtbar macht und analysiert, in welcher Situation er es hat. Für die Longlist nutzt Scalantech Northdata, Google Maps Scraping (Epi-Fi) und Datenbanken wie AI Arc; dabei wird ein Pareto-Ansatz verwendet, um die 20% der Kunden zu finden, die 80% des Umsatzes ausmachen. In der Fallstudie Seven Senders erzielte man 10% Antwortrate per E-Mail, 25% per LinkedIn und 38 Meetings in zwei Monaten, was die Wirksamkeit datengetriebener Zielgruppenauswahl belegt.Natürliche Nachricht statt KI-MassenoutreachManuell erstellte Outreach-Nachrichten werden anschließend mit KI-gestützten Anpassungen personalisiert; vollständige KI-Generierung lehnt Nico ab. Der Fokus liegt darauf, dass die Ansprache natürlich wirkt, fast wie eine Nachricht an einen Kumpel, statt wie eine Standard-Sales-Nachricht. Obwohl Trigger-Hacks funktionieren können, bleiben Fundamentals wie gute Liste, Personalisierung und solides Angebot entscheidend.Hypothese: Services als SoftwareHypothese: Die Zukunft gehört Services as software; Unternehmen setzen KI-Agenten ein, um Services zu automatisieren; die nächste Trillion-Dollar-Firma könnte eine Softwarefirma sein, die sich als Servicesfirma maskiert. Zukunftsgespräche sehen auch produktisierte Services und AI-Agenten pro Kunde vor; eine konkrete Idee ist eine Go-to-Market-Engineering-School kombiniert mit einer Headhunting-Agentur für AI-Engineers.KeywordsGTM Engineering, Go-to-Market Engineering, Vertriebsautomatisierung, KI im Vertrieb, Sales Automation, B2B Vertrieb, Kaltakquise, Cold Outreach, Leadgenerierung, NeukundengewinnungClay, Lemlist, n8n, Claude Code, Apollo, Northdata, AI Arc, InstantlyKI ersetzt Jobs, AI SDR, KI Vertriebler, Services as Software, Vertrieb der Zukunft, Sales mit KI, Automatisierung MittelstandVertriebsteam durch KI ersetzen, Cold Outreach personalisieren, ICP definieren, B2B Leadliste erstellen, Outreach Antwortrate erhöhenNicolas Schell, Scalantech, Digitale Optimisten

Alyssa-Rae McGinn and Jenna Farrell discuss intake meetings with a focus on intake of Title IX reports. Drawing on experiences as Interim Title IX Officials and Investigators, Alyssa-Rae and Jenna review initial contact with parties, explaining privacy, giving space for parties to speak about their experiences, and remaining neutral while communicating with compassion. This episode originally aired April 18, 2024. ---- Dan Schorr, LLC: https://danschorrllc.com/ Dan's fiction reading and writing Substack: https://danschorr.substack.com/ Dan Schorr Books: https://danschorrbooks.com/ 

Most organizations are extraordinarily good at activity and extraordinarily bad at progress. Meetings that produce more meetings. Initiatives launched before the last ones landed. Leaders who are permanently busy and chronically stuck. This is not a strategy problem. It is a pattern problem, and patterns live in culture, not in org charts. This episode examines the invisible cycles that keep organizations in motion without forward momentum: the norms, assumptions, and unspoken rules that make dysfunction feel like diligence.  In this episode: Meagan Bond, Tom Bradshaw, LindaAnn Rogers, Nic Kruegar, Stacy Lee, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Dweck, C. S. (2006). Mindset: The new psychology of success. Random House. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. Gallup. (2025). State of the global workplace: 2025 report. Gallup. Glassdoor. (2025). The hidden costs of layoffs: Workforce trust, engagement, and organizational performance. Glassdoor Economic Research. Keller, S., & Aiken, C. (2009). The irrational side of change management. McKinsey Quarterly. McKinsey & Company. (2021). The state of organizations 2021: Ten shifts transforming organizations. McKinsey & Company. Overmier, J. B., & Seligman, M. E. P. (1967). Effects of inescapable shock upon subsequent escape and avoidance responding. Journal of Comparative and Physiological Psychology, 63(1), 28–33. https://doi.org/10.1037/h0024166 Peterson, C., Maier, S. F., & Seligman, M. E. P. (1993). Learned helplessness: A theory for the age of personal control. Oxford University Press. Russell Reynolds Associates. (2025). Global CEO turnover index: 2024 year in review. Russell Reynolds Associates. Samuelson, W., & Zeckhauser, R. (1988). Status quo bias in decision making. Journal of Risk and Uncertainty, 1(1), 7–59. https://doi.org/10.1007/BF00055564 Society for Human Resource Management. (2019). The high cost of a toxic workplace culture: How culture impacts the workforce—and the bottom line. SHRM. Society for Human Resource Management. (2024). SHRM Q4 2024 civility index: The state of workplace civility in the United States. SHRM.

Alle zwei Minuten wirst du unterbrochen. Nicht gefühlt – gemessen. Microsofts Work Trend Index hat es schwarz auf weiß: 275 Unterbrechungen pro Tag durch E-Mails, Chats und Meetings. Und jedes Mal braucht dein Gehirn über 23 Minuten, um zum ursprünglichen Task zurückzufinden. Rechne das mal hoch – dann verstehst du, warum du abends erschöpft bist, obwohl du das Gefühl hast, nichts geschafft zu haben. 48% der Wissensarbeiter beschreiben ihren Arbeitsalltag als „chaotisch und fragmentiert". In dieser Folge zeige ich dir die Datenlage hinter dem Problem, warum dein Gehirn gar nicht anders kann – und ein konkretes 4-Schritte-Protokoll, mit dem du die Unterbrechungskette brichst und dir echte Arbeitszeit zurückholst. **Hier geht es zum Werbepartner dieser Podcast-Folge**: https://selbst-management.biz/podcast-partner Links: - Kostenloser Mangold-Academy Bonus-Bereich: https://my.mangold.academy/anmeldung-vip-bereich-2/ - Goodie des Monats: https://my.mangold.academy/courses/einstieg-in-das-selbstmanagement/lessons/goodie-des-monats/ - SelbstmanagementRocks Masterclass: https://selbst-management.biz/selbstmanagement-rocks-masterclass/ - Mein LinkedIn Profil: https://www.linkedin.com/in/thomasmangold/

Manna-Fest is the weekly Television Program of Perry Stone that deals with in-depth prophetic and practical studies of the Word of God. As Biblical Prophecy continues to unfold, you will find Manna-Fest with Perry Stone to be a resource to help you better understand where we are now in light of Bible Prophecy and what the Bible says about the future. Be sure to tune in each week!

Most people think influence comes from having authority. It doesn't. AJ and Johnny continue their Hidden Language series by breaking down the architecture running underneath every high-value conversation. They reveal the three roles that shape outcomes — framers, validators, and reactors — and explain why the most influential person in the room is often not the most senior. If you've ever watched someone less qualified walk away with the opportunity, partnership, or promotion, this episode explains why. The difference often isn't expertise. It's who sets the context, who validates it, and who ends up reacting inside someone else's frame. Chapters 00:00 – The hidden architecture of high-value rooms 03:00 – Framers, validators, and reactors explained 06:00 – Why smart people lose influence 09:00 – The Framer's Opening: shifting the room in 60 seconds 12:00 – Framing around what decision-makers care about 14:00 – Meetings, negotiations, and client conversations 16:00 – Why early frames have gravity 18:00 – The Observation → Frame → Question formula20:00 – Turning influence into a repeatable skill Episode Resources: ⁠⁠⁠⁠⁠⁠⁠theartofcharm.com/test ⁠⁠⁠⁠⁠⁠⁠Unlockyourxfactor.com⁠⁠⁠ influence, executive presence, communication skills, leadership, social intelligence, persuasion, workplace communication, negotiation, networking, decision making, leadership communication, status dynamics, frame control, professional development, social skills, business communication, relationship building, influence skills, career growth, strategic communication Learn more about your ad choices. Visit megaphone.fm/adchoices

Du möchtest im Alltag und im Beruf sicherer Deutsch sprechen?Hier geht es zum CharLingua Sprachclub >>>Arbeitest du in Deutschland und fragst dich manchmal, was deine Kollegen wirklich meinen?Vielleicht hörst du in einem Meeting einen kurzen, direkten Satz — und plötzlich bist du unsicher: War das jetzt Kritik? War das unhöflich? Oder ist das im deutschen Büro ganz normal?In dieser Episode von Uplevel Your German geht es um deutsches Feedback im Arbeitsalltag. Du lernst, warum deutsche Kollegen manchmal härter klingen, als sie es meinen, warum Lob oft sehr leise ist und wie du typische Sätze im Büro richtig verstehst.Diese Folge hilft dir, direkte Kritik nicht sofort persönlich zu nehmen, leises Lob besser zu erkennen und in Gesprächen mit Kollegen sicherer zu reagieren.Du erfährst unter anderem:warum ein klares „Nein“ im Deutschen nicht automatisch unfreundlich ist,warum ein kurzer Satz wie „Passt“ oft mehr Anerkennung enthält, als du denkst,und wie du selbst widersprechen oder zustimmen kannst, ohne unhöflich zu wirken.Wenn du in Deutschland arbeitest, an Meetings teilnimmst oder dich im beruflichen Deutsch sicherer fühlen möchtest, ist diese Folge für dich.Den Blogbeitrag zur Episode findest du auf charlingua.de >>>. Möchtest du mir schreiben? Das kannst du hier machen >>>Support the show

Wenn KI immer mehr operative Aufgaben übernimmt – was bleibt dann eigentlich noch menschliche Arbeit? Gemeinsam mit Hendrik Schriefer, Gründer und Geschäftsführer von Sharpist, spreche ich über eine steile These: Die Belegschaft der Zukunft besteht nicht mehr nur aus Menschen. Im Organigramm sitzen künftig vielleicht auch Agents. Und unsere wichtigste Aufgabe? Gespräche führen. Wir sprechen über Reflexionsfähigkeit als Zukunftsskill, Führung zwischen Fokus und Empathie, Meetings als Produktivitätskiller und darüber, warum HR gerade die vielleicht größte Gestaltungschance seit Jahren vor sich hat.

June 17, 2026 - 6am: Trump wraps up G7 Summit with a series of high-stakes meetings, while questions about Iran agreement linger Republican and Democratic lawmakers express skepticism about the preliminary Iran agreement Hillary Clinton says former President Biden's failed re-election campaign was a "terrible miscalculation" on his part To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Workday Playdate, Erin sits down with workplace researcher, organizational psychologist, and meeting culture expert Rebecca Hinds to tackle one of the biggest drains on modern work: bad meetings. If you've ever stared at a packed calendar or wished collaboration felt more energizing, this conversation is packed with practical ideas to help you reclaim your time and redesign how your team connects.Inside This Episode: Meeting Doomsday Is Coming: Rebecca introduces the concept of "meeting doomsday" and explains how a simple 48-hour calendar cleanse can help organizations break free from unnecessary meetings and reset workplace norms.Why We're Meeting More Than Ever: Learn how meeting hours have exploded over the past several decades, why calendars became the default communication tool, and the hidden costs of constant collaboration.The 4D CEO Test: Before scheduling your next meeting, Rebecca shares her simple framework to determine whether the goal is to Decide, Debate, Discuss, or Develop—and whether a meeting is actually necessary.The Visibility Trap: Discover how visibility bias keeps unnecessary meetings alive and why being busy isn't always the same as being productive.Design Meetings People Actually Want to Attend: From intentional titles to clear outcomes, Rebecca shares practical ways to create meetings that foster connection, collaboration, and momentum. What to Do Now:Audit Your Calendar: Review your recurring meetings and ask: "Does this truly need to happen, or could it be handled another way?"Use the 4D Test: Before scheduling a meeting, identify whether the goal is to Decide, Debate, Discuss, or Develop.Title Meetings with Intention: Replace vague meeting names with clear, outcome-driven titles that tell attendees exactly why they're there. Your FreebieHow do you lead through failure and uncertainty?Today's workplace demands adaptability, creative problem-solving, and leaders who can navigate uncertainty without freezing in perfectionism.This quick quiz will reveal your unique approach to failure and uncertainty, plus give you simple ways to strengthen your adaptability muscles and help your team thrive when things don't go according to plan.About the GuestRebecca Hinds is an organizational psychologist, workplace researcher, and leadership strategist who helps organizations create healthier, more effective ways of working. She serves as the Head of Asana's Work Innovation Lab, where she studies collaboration, productivity, workplace culture, and the future of work. Rebecca's research has been featured in major publications and helps leaders rethink how teams communicate, meet, and thrive. Her work focuses on helping organizations reduce friction, improve collaboration, and build work environments where both performance and wellbeing can flourish.Connect with Rebecca Hinds Rebecca's LinkedInRebecca's websiteRebecca's book: Your Best Meeting EverConnect with Erin Diehl x improve it!Leadership Playground online membership communityErin's websiteErin's InstagramErin's TikTokErin's LinkedInimprove it!'s websiteimprove it!'s InstagramFor more information on improve it! visit www.learntoimproveit.com.

While it can feel awkward for some, it doesn't have to! In my book, networking is about building meaningful relationships. Listen for six simple, powerful networking strategies to help you connect authentically, deepen relationships, and create opportunities that actually lead somewhere. Whether you're attending a conference, industry event, or meeting someone new over coffee, these practical tips will help you network with confidence and intention. The truth is, the best networkers aren't the people working the room or talking the most, they're the people building real relationships. In this episode, I'm sharing 6 practical networking strategies that have helped me build genuine connections, create opportunities, and stay top of mind with the right people. Here's three of the tips below:  1. Show interest. Ask questions. Be curious. People remember how you made them feel. Instead of thinking about what to say next, focus on learning about them. Ask thoughtful questions, listen deeply, and get genuinely curious about their story, work, and goals. 2. Be of service. One of the best networking questions you can ask is:“How can I support you?” or “Who can I connect you with?” Relationships grow faster when you lead with generosity instead of asking, What can I get from this? 3. Take a picture + save their number immediately. This may sound unconventional, but it works. Take a quick photo together so you remember who they are, put their contact information into your phone right away, and send a quick text while you're standing there. This makes follow-up easier and increases the likelihood that the connection actually continues. Key Takeaway: The best networking isn't transactional, it's relational. Be curious, be generous, find connection, and don't wait to follow up. Small actions today can turn into meaningful relationships and unexpected opportunities tomorrow. If this episode resonated, share it with someone who wants to build stronger relationships and bigger opportunities through authentic connection. Favor If you enjoy this podcast, please leave a review on Amazon or wherever you listen. Your reviews help more people find the show and start communicating with greater confidence and ease. Some resources for you: Get 3 Strategies to Speak Up in Meetings here. Project more confidence and credibility with my free tips: 9 Words to Avoid & What to Say Instead: Words to Avoid | Karen Laos My book “Trust Your Own Voice”: https://karenlaos.com/book/   Connect with me: Website: https://www.karenlaos.com/ Instagram: https://www.instagram.com/karenlaosofficial  Episodes also available on YouTube: https://www.youtube.com/channel/UCEwQoTGdJX5eME0ccBKiKng/videos   About me: Many years ago I found myself tongue-tied in a boardroom, my colleagues and executives staring at me. My stomach in my throat, I was unable to get the words out (in spite of being in a senior leadership role).  Then, I heard my boss shut down the meeting. My heart sank. I was mortified. She pulled me aside and said, "You didn't trust your gut. You could've tabled the meeting like I did." Why didn't that option occur to me in the moment? Why did I feel like I needed permission? That was the day I set out to change. I began a journey of personal growth to discover the root of the problem. Once I did, I wanted every woman to experience that same freedom. I'm now on a mission to silence self-doubt in 10 million women in 10 years by giving them simple strategies to speak up and ask for what they want in the boardroom and beyond, resulting in more clients, job promotions, and negotiation wins. Companies like NASA, Netflix, Google, and Sephora have been propelled toward more effective communication skills through my signature framework, The Confidence Cocktail™. This is your invitation to step into your most confident self so you can catapult your career! Karen Laos, Communication Expert and Confidence Cultivator, leverages 25 years in the boardroom and speaking on the world's most coveted stages such as Google and NASA to transform missed opportunities into wins. She is fiercely committed to her mission of eradicating self-doubt in 10 million women by giving them practical strategies to ask for what they want in the boardroom and beyond. She guides corporations and individuals with her tested communication model to generate consistent results through her Powerful Presence Keynote: How to Be an Influential Communicator. Get my free tips: 9 Words to Avoid & What to Say Instead: Words to Avoid | Karen Laos Connect with me:Website: https://www.karenlaos.com/Instagram: https://www.instagram.com/karenlaosofficial Facebook: Ignite Your Confidence with Karen Laos: https://www.facebook.com/groups/karenlaosconsultingLinkedIn: https://www.linkedin.com/in/karenlaos/Episodes also available on YouTube:https://www.youtube.com/channel/UCEwQoTGdJX5eME0ccBKiKng/videosMy book “Trust Your Own Voice”: https://karenlaos.com/book/

In Episode 351 of The Business Development Podcast, Kelly Kennedy breaks down why so many modern growth strategies are becoming nothing more than noise. From automated emails and LinkedIn DMs to AI-driven outreach tools promising quick wins, Kelly challenges the idea that more activity automatically means more progress. He explains why vanity metrics can be misleading, why downloads in podcasting are similar to meaningless outreach numbers in business development, and why the real metric that matters is creating qualified meetings with the right people.Kelly then brings listeners back to the fundamentals of real business development: authentic human connection, active marketing, and consistency over time. He explains why AI and automation cannot replace trust, relationships, and direct conversations, and shares a practical 10-step action plan to help business developers, entrepreneurs, and leaders cut through the noise, stop wasting money, and create opportunities that actually matter. This episode is a reminder that there is no easy button for growth, but with the right strategy and consistent execution, real opportunity is always possible.Key Takeaways: Activity is not the same as progress. More outreach only matters when it creates real conversations and opportunities.There is no easy button for real growth. Sustainable business development still requires trust, strategy, and effort.Being human is your greatest competitive advantage. In the age of AI, authentic connection is what helps you stand out.Vanity metrics can create false confidence. Big numbers mean very little if they do not lead to meaningful results.Meetings with the right people are the metric that matters. Qualified conversations are what move business forward.Automation cannot replace authentic human connection. Tools can support the process, but people still build trust with people.Active marketing creates real opportunity. Growth happens when you intentionally reach out instead of waiting to be found.Relationships should be built before the customer has a need. Getting ahead of the opportunity gives you a competitive advantage.Consistency over time is your secret weapon. Weekly action compounds into long-term business development success.Real business development is built through trust, strategy, and action. The fundamentals still matter, even in the age of AI.

The capital-raising memo says: pitch harder, send the long intro email, and voilà, meetings.Stacy Havener never got that memo.She came into this industry as an English lit major who wanted to be a college professor. Finance was a means to an end, not the whole plan. She had no idea there was a "right" way to do capital raising.So she just led with what she knew best, which was storytelling and creating human connection. It wasn't until someone tapped her on the shoulder and said, "What are you doing? Because you keep raising money," that she realized what she was doing was different.Different, and working.She took her high school soccer coach's fund from $1M to $500M in two years. Then joined a firm at $17M and helped grow it to $5B in three.In this Story Snack, she's breaking down exactly how and why the answer is never more volume, more cold emails, or more at-bats.Listen in to learn: Why "get more meetings" is the wrong goal if the meetings you're getting aren't convertingHow to use small, genuine "gives" to build trust before you ever ask for a meetingWhy give, give, give, ask beats pitch, pitch, pitch every timeThis is Story Snacks, a bite-sized, jam-packed series for fund managers who are ready to master strategic storytelling in under 20 minutes a week. ---Running a fund is hard enough.Ops shouldn't be.Meet the team that makes it easier. | billiondollarbackstory.com/ultimus- - -Thinking about expanding your investor base beyond the US? Not sure where to start? Take our quick quiz to find out if your firm is ready to go global and get all the info at billiondollarbackstory.com/gemcap

Oranga Tamariki social workers are failing to consistently attend multi-agency meetings designed to protect at-risk children. Chief Victims Advisor Ruth Money spoke to Ingrid Hipkiss.

Talk 3 The Right Use of Interpretation of Tongues Hello again. Welcome to Talk 3 in our series on NT Guidelines for Small Group Meetings. Last time, our subject was speaking in tongues and its right use in our meetings. We saw that we should not speak in tongues loudly unless it's for interpretation and that it must only be spoken loudly if someone is there to interpret it. So today we'll be looking in more detail at the important gift of interpretation of tongues. Apart from two references in chapter 12 (v10 and v30), our main source of material for understanding this gift is found in 1 Corinthians 14, so it would be good to have your Bible open there. In this talk I will: ·      Examine the references to interpretation of tongues ·      Discuss certain practical issues that arise from this ·      Finish with a brief summary. A.     References to interpretation of tongues 1 Corinthians 12:10-11, 30 10 …and to still another the interpretation of tongues. 11 All these are the work of one and the same Spirit, and he gives them to each one, just as he determines. 30 Do all have gifts of healing? Do all speak in tongues? Do all interpret? These verses make clear that not everybody has this gift. Each gift is given as the Holy Spirit determines. (By the way, speaking in tongues in verse 30 refers to its use in church, not to its private use as prayer with one's spirit). 1 Corinthians 14:5 The person who prophesies is greater than the person who speaks in tongues, unless they interpret so that the church may be edified. This verse reveals the purpose of the gift – the edification of the church. As we saw in our last talk, prophesying is preferable to speaking in tongues because prophecy edifies the church whereas speaking in tongues does not, because no one can understand it (2). However, if speaking in tongues is interpreted, it can edify the church, in which case it is as valuable as prophecy. But this need not mean that it's necessarily the same as prophecy. We will discuss this in more detail in a moment. 1 Corinthians 14:13 In verse 12 Paul tells the Corinthians to try to excel in gifts that build up the church. This gives the reason for what he says in verse 13. Anyone who speaks in a tongue should pray that they may interpret… Why? Because the only way that speaking in tongues will edify others is if it is interpreted. Notice too that the verse does not mean that all interpretations should be given by the person who has spoken in tongues. The interpretation may very well be given by someone else. To allow someone other than the speaker in tongues to interpret means that more people are participating in the meeting, something Paul is keen to encourage, as the next passage makes clear. Verses 26-28 26 What then shall we say, brothers? When you come together, everyone has a hymn, or a word of instruction, a revelation, a tongue or an interpretation. All of these must be done for the strengthening of the church. 27 If anyone speaks in a tongue, two – or at the most three – should speak, one at a time, and someone must interpret. 28 If there is no interpreter, the speaker should keep quiet in the church and speak to himself and God. Verse 26 is the key verse upon which this series is based. It gives clear guidance on the sort of things we should expect in our meetings. Notice that tongues and interpretation are included in what Paul is recommending. But note the use of the word if in verse 27: If anyone speaks in a tongue… This shows us that Paul does not automatically assume that there will be speaking in tongues in the meeting. The things mentioned in verse 26 are not obligatory ingredients for every meeting. They are the kind of things to expect, but not necessarily in every meeting. The manifestation of spiritual gifts will vary from meeting to meeting as the Spirit leads. The main point is that whatever is taking place, everything must be done for the strengthening of the church. So, if anyone speaks in tongues, what should happen next? Paul is quite clear on this: If anyone speaks in a tongue, let it be by two or at the most three people. And let one person interpret (my translation). This doesn't refer to private use of tongues in church, which is allowed, provided it's done quietly, speaking to yourself and to God (28). It refers to the use of tongues for the purpose of interpretation, because Paul says, Let one person interpret.  So, during the course of a meeting, no more than three people should speak in tongues with a view to interpretation. Another practical issue that we will need to consider in due course is how to understand and apply the final part of verse 27, which NIV translates as, Someone must interpret, but which KJV translates this as, Let one interpret (my emphasis), which is the literal translation of the Greek word that Paul uses here. That's why, in the translation I offered earlier, I translated it as Let one person interpret. But this doesn't mean that Paul is saying that if there are two or three utterances in tongues, the same person should give the interpretation for all of them. But more on this in a moment. Finally, Paul's use of the word interpreter in verse 28 is interesting. He says: If there is no interpreter, the speaker (in tongues) should keep quiet in the church and speak to himself and God. The term interpreter clearly indicates that those who exercised the gift of interpretation were seen as permanently possessing the gift. If that were not so, how could the speaker in tongues know whether there was an interpreter present or not? A person who has interpreted once can be expected to do so again. So, if we want to speak in tongues publicly, we need to check that there's an interpreter present. And if there is, we are free to go ahead. Obviously that places a serious responsibility on the interpreter to be ready to interpret at any time, because we do not know when someone is going to speak in tongues. To know more about receiving spiritual gifts, you might like to visit my website (www.davidpetts.org) and listen to two short podcasts I gave in February 2019 (podcasts 018 and 019). B.     Practical issues arising from Paul's teaching         i.            The form the gift should take – prophecy or praise? There's no time to go into much detail about this now, but I have said a bit more in WYCT pp77-79 and more still in Body Builders pp141-144. However, the short answer is this. As we saw last time, tongues can take the form of prayer or praise or giving thanks. So, if the gift of interpretation enables us to understand what is being said when someone speaks in tongues, it follows that the interpretation should take the same form as the tongue, whether prayer, or praise, or thanksgiving etc. But what about 'messages' in tongues where the interpretation sounds like a prophecy? Those who take the view that interpretation should take the form of a prophecy base their argument on 14:5 where Paul says: The person who prophesies is greater than the person who speaks in tongues, unless they interpret so that the church may be edified. The argument goes like this. Prophecy edifies the church. Interpretation edifies the church. Therefore, the interpretation of tongues equals prophecy. But there is a logical flaw in this argument. It's like saying, Tea is a drink. Coffee is a drink. Therefore, tea equals coffee! Paul says that both prophecy and interpretation edify the church, but that does not necessarily mean that they do so in the same way. If, for example, interpretation were to take the form of praise, rather than prophecy, wouldn't it edify the church? And who is not edified by the psalms of praise? I have personally been greatly edified by both forms of interpretation. However, other people insist on praise interpretations and base their argument on the NIV translation of 14:2, which reads: For anyone who speaks in a tongue does not speak to men but to God. Indeed, no one understands him… So, it is argued, if the tongue is to God, the interpretation must be to God, in the form of either praise or prayer. However, a more literal translation would be: For the person speaking in a tongue does not speak to men but to God, for no one understands him… (my translation). This makes clear that the reason for saying that speaking in tongues is to God is that no one can understand it. When the disciples spoke in tongues at Pentecost, did it not speak to men? And why was this? Because they understood what was being said. It follows, therefore, that if tongues in church can be understood through the use of the gift of interpretation, it can most certainly speak to us. So in my view both praise and prophecy style interpretations are legitimate manifestations of the gift, and we should accept and encourage both.      ii.            Two or at the most three… The meaning is clear, but what should we do if someone brings a fourth utterance in tongues? Should it be interpreted? Of course, this is unlikely to happen if the church has been taught how spiritual gifts should be operated in our meetings. However, if it does happen, what should we do? My view is that it should be interpreted because this would be more edifying for the church which is the basic principle behind Paul's teaching in this passage. For more detail on this, please see WYCT pp79-80.        iii.            'Let one person interpret' (v27) I said earlier that the Greek in verse 27 is best translated as, Let one person interpret. This in fact reflects how the Authorised Version translates it and, as a result, some churches have taught that, if there are two or three utterances in tongues, the same person should give the interpretation for all of them. This is a valid application of what Paul is saying, but I think it more likely that his intention is to say that each utterance in tongues needs only one person to interpret it. The unruly members of the Corinthian church needed to hear this. C.     Summary 1.     Everything we do in church should be edifying to others. 2.     Tongues edifies you, but it doesn't edify others, unless it's interpreted. 3.     So, the purpose of the gift of interpretation is to edify the church. 4.     Tongues may take the form of prayer or praise or prophecy, so interpretations may take any of these forms. 5.     We should not speak loudly in tongues unless there is an interpreter there. So we need to be sure there's an interpreter there before we speak out loudly in tongues. 6.     If we speak in tongues aloud in church, we should pray for the gift of interpretation, bearing in mind that it's not given to everyone. 7.     If you have the gift of interpretation, you have a responsibility to interpret. 8.     Tongues and interpretation should occur no more than two or three times in each meeting. 9.     Only one person should interpret each message, but it doesn't have to be the same person each time. 10. Since it's so important for tongues in church to be interpreted, we should all wait for the interpretation to be given before doing anything else (like leading in prayer etc.). D.    Questions for discussion 1.     Why do you think we should all wait for the interpretation to be given before doing anything else? 2.     Someone speaks out loud in tongues, but no one else interprets it. You have interpreted tongues in the past, but you don't feel you have the interpretation of this time. What should you do? Hint: See my personal testimony about this, in WYCT pp.81-83 or Body Builders, Ch. 8. 3.     Do we need to alter our group's way of doing things to make way for the operation of gifts like tongues and interpretation (and indeed other gifts of the Spirit)?

The journey of Developer Confidence Growth rarely follows a straight line. Most developers begin their careers believing technical knowledge alone determines success. Then reality arrives. A challenging project, a difficult mentor, an unfamiliar technology stack, or a room full of people who seem far more experienced can quickly reveal how much there is still to learn. That realization isn't failure. It's often the beginning of a successful career. In a recent conversation with Deloitte Software Solutions Specialist Samuel Otero, a recurring theme emerged: the developers who continue to grow are often the ones who recognize how much they don't know and use that awareness as fuel for improvement rather than as a reason to quit. About Samuel Otero Samuel Otero is a Software Solutions Specialist with Deloitte US and a technology consultant with nearly 14 years of experience spanning enterprise software development, government projects, commercial consulting, and large-scale digital transformation initiatives. His career began with an early Microsoft internship that shaped his approach to continuous learning and technical humility. Since then, he has worked across media, public-sector, and enterprise environments, helping organizations deliver complex software solutions while mentoring the next generation of developers. Based in Puerto Rico, Samuel is also an advocate for developer growth, career development, and practical AI adoption in modern software engineering. Links LinkedIn Developer Confidence Growth Starts with Humility Many developers can remember a moment when their confidence collided with reality. For Samuel, that moment came during an early Microsoft internship. As a young student entering a world filled with highly accomplished engineers and mentors, he quickly discovered that classroom success and industry expertise were very different things. This type of experience is surprisingly valuable. The industry often celebrates confidence, but sustainable confidence is built on understanding limitations. Developers who believe they already know everything stop learning. Developers who understand the size of the field continue improving year after year. The fastest-growing developers are often the ones who are most aware of what they still need to learn. Why Developer Confidence Growth Requires Discomfort Growth rarely feels comfortable. New developers frequently experience uncertainty when they enter professional environments. Meetings are filled with unfamiliar terminology. Business discussions happen faster than expected. Architectural decisions involve tradeoffs that aren't covered in tutorials. Samuel discussed how many interns sit quietly in meetings because they don't fully understand what's happening yet. Rather than seeing that as a weakness, he recognizes it as a natural stage of professional development. The challenge is learning to remain engaged despite uncertainty. Developers who avoid difficult situations often remain stuck. Developers who stay involved despite discomfort gradually build the context and experience necessary for long-term success. The goal isn't eliminating uncertainty. The goal is to become comfortable learning in uncertain environments. Developer Confidence Growth and the Reality of Imposter Syndrome Few topics resonate with developers more than imposter syndrome. At every stage of a career, new responsibilities create new doubts. Junior developers wonder whether they're qualified for their first role. Mid-level developers question their readiness for leadership opportunities. Senior engineers worry about keeping pace with rapidly evolving technologies. Samuel openly shared his own struggles with imposter syndrome and how those feelings followed him throughout multiple stages of his career. The important lesson is that imposter syndrome often appears during periods of growth. When responsibilities expand faster than confidence, uncertainty naturally follows. The mistake is assuming those feelings mean you don't belong. In many cases, they simply mean you're entering a new level of your career. Treating imposter syndrome as evidence of incompetence can stop career growth before it starts. How Mentorship Accelerates Developer Confidence Growth One of the most powerful themes from Samuel's story is the impact of mentorship. Strong mentors do more than answer technical questions. They provide perspective. Experienced professionals understand that beginners don't need perfection. They need guidance, encouragement, and opportunities to learn through real-world experiences. Because Samuel remembers what it felt like to be the quiet person in the room, he actively invests time helping students and junior developers build confidence. This highlights an important truth for organizations. Teams that create mentoring cultures develop stronger engineers over time. Teams that expect people to figure everything out alone often lose talented developers before they reach their potential. Find someone at least two years ahead of you professionally and schedule regular conversations about their experiences and lessons learned. Developer Confidence Growth Is a Continuous Process Technology never stands still. Frameworks evolve. Languages change. New platforms emerge. AI tools are transforming workflows across the industry. Developers sometimes believe confidence arrives when they finally know enough. The reality is different. The most successful engineers understand that learning never ends. Every major technological shift resets part of the playing field. Even highly experienced professionals must adapt, learn new tools, and develop new approaches. Samuel's career demonstrates that long-term success isn't about reaching a finish line. It's about building a mindset capable of navigating constant change. Confidence doesn't come from knowing everything. It comes from trusting your ability to learn what comes next. Conclusion Developer careers are built through repeated cycles of learning, uncertainty, growth, and adaptation. The experiences that challenge confidence often become the experiences that strengthen it. True Developer Confidence Growth happens when engineers stop measuring success by what they already know and start measuring success by their willingness to keep learning. The developers who thrive over decades aren't the ones who avoid discomfort. They're the ones who embrace it as part of the journey. Stay Connected: Join the Developreneur Community

We are delighted to welcome Caleb Ralston as today's guest. Caleb's journey has been remarkable, and he is currently one of the most prominent voices in our industry in building brands and creating content people can actually apply. In 2025, he released a YouTube video that attracted more than 1.1 million views! Stay tuned as Caleb shares what he learned from working with people like Gary Vaynerchuk, Alex Hormozi, and Leila Hormozi, explains his approach to personal branding, and offers practical advice for creators, solopreneurs, and business owners looking to build trust through content. Caleb's Journey Caleb's interest in video started when he was a child, making videos with his sister using his mom's camera. In high school, he volunteered on his church's media team, where he met Sean Cannell, who introduced him to Gary Vaynerchuk's work. After reading Gary's book, Caleb decided to pursue video full-time. He started creating content in the powerlifting and bodybuilding world, worked with top athletes, then joined a software company before eventually moving to New York to work for Gary Vaynerchuk. After several years working across Team Gary, VaynerMedia, and Constellation Brands, he moved to Las Vegas. Shortly after arriving, he began working with Alex and Leila Hormozi to help build their content and personal brands. In November 2024, Caleb launched his own business to help founders build personal brands that optimize for trust. Lessons from Gary Vaynerchuk One of Caleb's biggest lessons from Gary was that empathy and kindness are strengths rather than weaknesses. Gary demonstrated that treating people well can create meaningful impact and lasting relationships. The Cost of High Performance Working with Gary required intense commitment and long hours. Caleb pushed himself extremely hard and eventually learned his limits. While he does not glorify working yourself into the ground, he acknowledges that many of the opportunities he has today came from years of sustained effort, sacrifice, and focused work. Las Vegas After years of working in large organizations, Caleb reached a point where he needed new experiences and different challenges. So, he moved to Las Vegas because he wanted a change of environment and believed new opportunities would emerge. An opportunity soon arose for him to work with Alex and Leila Hormozi. Personal Branding Caleb's approach to personal branding starts with identifying what makes a founder different. Rather than copying successful creators, he focuses on uncovering the unique ways a person thinks, communicates, solves problems, and approaches their work. He believes the strongest personal brands amplify what is already unique rather than imitating someone else's formula. Starting His Own Business Although Caleb had considered starting his own business for years, he waited until the timing felt right. Opportunities began appearing through interviews, content, and industry relationships. Self-Doubt Despite his success, Caleb still experiences self-doubt and frequently questions whether he is the right person for the opportunities presented to him. What has helped him throughout his career is taking action before feeling fully qualified. He believes progress comes from moving forward despite uncertainty rather than waiting until all doubts disappear. Bad Advice Caleb disagrees with the notion of "fake it till you make it." He believes the phrase has encouraged people to exaggerate their expertise, misrepresent themselves, and sell advice without credibility. Instead, he advocates being honest about who you are, gaining real experience, and allowing your work to speak for itself. Caleb's Personal Branding Course After receiving repeated questions about personal branding, Caleb decided to create a comprehensive free course and publish it on YouTube, rather than selling the information behind a paywall. The course significantly exceeded his expectations and reached a much larger audience than he anticipated. Advice for Solopreneurs and Small Business Owners If you are building a personal brand on your own, focus on one primary platform and one secondary platform. Put most of your effort into the primary platform and repurpose content for the second. Choose a publishing schedule that feels realistic rather than overwhelming. Once you establish consistency, you can gradually increase your output over time. Optimize for Trust, Not Virality Caleb believes creators should stop optimizing content for virality and start optimizing for trust. Build content around real problems your audience faces and help them solve their problems. Every time you set an expectation and meet it, you build trust. Consistently doing that creates stronger relationships and better long-term results than chasing views. Show Who You Are People connect with people, not generic content. Caleb encourages creators to show who they really are, including their interests, personality, experiences, and perspectives. The goal is not to appeal to everyone. A strong personal brand attracts the right people while naturally repelling the wrong ones. AI-Generated Content Caleb believes much of today's AI-generated content sounds generic because it draws from the same sources and averages everything toward the middle. Audiences do not want generic advice. They want lessons filtered through your unique experiences, failures, successes, and perspective. Your personal story is what makes your content valuable. Attract the Right Clients A strong personal brand attracts the right people and repels the wrong people. Caleb believes many creators focus only on attracting audiences, but successful brands also create clear boundaries. When you show your real personality and values, you naturally attract clients who are a better fit. Free Resources Caleb encourages people to consume his free content. He recommends watching his six-and-a-half-hour YouTube course, downloading the workbook, completing the exercises, and applying the lessons. Only after acting on his free resources should people consider working with him directly. A Future Dream Although Caleb enjoys building businesses and personal brands, he imagines working hard for many years, reaching his financial goals, and eventually living a quieter life bartending at a small dive bar where he knows the regular customers and enjoys a slower pace. Bio: Caleb Ralston Building Personal Brands that Optimize for Trust, Not Virality Brand executive with 17 years of experience building brands, leading creative teams, and scaling content strategies for some of the most recognized names in business, including Alex Hormozi, Leila Hormozi, and Gary Vaynerchuk. At Acquisition.com, I built an 18-person media team from the ground up. Together, we scaled Alex and Leila's audience from 1.2 million to more than 11.5 million followers, generated over 3 billion impressions in 2024 alone, and drove 70% of the leads for their Scaling Workshop through organic content. Before that, I served as Gary Vaynerchuk's videographer and TikTok Lead. In just three months, we grew his TikTok following from 300,000 to 3.5 million. I also edited his hit series, Trash Talk, helping spread Gary's message about how to get started in business with no money. What I've learned along the way is that building a brand isn't about chasing trends or trying to go viral. It's about creating trust and consistency, scaling your impact, and delivering real results. Whether it's building a team, developing a strategy, or leading a campaign, I'm focused on what moves the needle. What I Believe Your personal brand is your greatest business advantage. It's how you build trust and authority, and unlock new opportunities. Great content starts with understanding your audience. The magic happens when you deliver what they actually care about. Clarity and accountability drive success. Empowering people to own their role is what separates good teams from great ones. What Drives Me Real Impact I'm obsessed with measurable results. Whether it's taking a brand from under-the-radar to top-of-mind or building a team that crushes its goals, I care about outcomes that matter. Building People Up Developing talent and helping others level up are some of the most rewarding parts of what I do. I love giving people the tools and frameworks to thrive. Excellence in Execution I don't settle for "good enough." I set high standards for myself and others because that's what it takes to create exceptional work. Authentic Relationships Business success is about people. Trust, connection, and real value are the foundations of everything I do. Creating Legacy It's about more than today. I want to build systems, teams, and ideas that outlive me—things that redefine how people approach personal branding and content creation. Connect with Eric Rozenberg On LinkedIn Facebook Instagram Website Listen to The Business of Meetings podcast Subscribe to The Business of Meetings newsletter Connect with Caleb Ralston On his website YouTube LinkedIn  

US President Trump said the Hormuz deal is fully signed and that the Strait of Hormuz has already partially reopened, with a complete reopening expected on Friday.The US claim that Lebanon is not included in the memorandum of understanding is false, reports Fars, citing sources.Israeli artillery shelling was reported in southern Lebanon, while it was also reported that Hezbollah fired rockets at Israeli soldiers in the region.APAC stocks were mixed, cooling from the relief rally seen on Monday; European equity futures are indicative of a slightly lower open.DXY is a touch firmer and trades around 99.70; JPY incrementally gains post-BoJ, which delivered a 25bps hike, as expected. The Aussie was little moved by the RBA's hawkish hold.Looking ahead, highlights include Italian Inflation Final (May), EU/German ZEW (Jun), US ADP Weekly, Import/Export Prices (May), Housing Starts (May), Atlanta Fed GDP (Q2), Speakers including RBA's Bullock, BoJ's Uchida & ECB's Lane, Supply from UK, Germany & US.Read the full report covering Equities, Forex, Fixed Income, Commodites and more on Newsquawk

Welcome to our Agile Tales as we continue our conversations with Rich Sheridan, founder, CEO, and chief storyteller at Menlo Innovations.Aside from founding and leading Menlo Innovations, Rich is also the author of the best-selling books Joy Inc. and Chief Joy Officer, which argue that joy is essential to productivity and profitability in the workplace. Rich recounts his journey from early programming success and a rapid rise to VP to feeling despondent amid chaotic, late, over-budget software delivery, which sparked a search for better ways to organize people. In this episode, Rich explains Menlo's “High Tech Anthropology,” a patented term for designers who study end users in their native environments to learn workflows and vocabulary, aiming to end “human suffering” caused by technology and create software that delights without manuals or training. He shares examples of widespread frustration with systems such as electronic medical records and ERP systems, then revisits the Langley vs. Wright brothers story to highlight purpose-driven discovery. He then presents an airplane model for organizations: lift of human energy over the weight of bureaucracy, and thrust of purpose over the drag of fear, emphasizing clarity, completing meaningful work, reducing meeting load, taking action through experiments, and eliminating fear-based management.00:00 Welcome to Our Agile Tales01:46 High Tech Anthropology Explained04:30 Designing for Real Users06:59 Why Software Causes Suffering09:14 Wright Brothers Purpose Story14:23 Airplane Model for Organizations16:44 Lift Human Energy at Work19:09 Meetings and Bureaucracy Trap22:17 Drag of Fear Leadership24:39 Closing and Next EpisodeAbout Rich SheridanRich Sheridan is the CEO and Chief Storyteller at Menlo Innovations and the best-selling author of Joy Inc. and Chief Joy Officer. He has spent years traveling across four continents and nearly 20 countries, helping organizations rethink not just how they work but also what it feels like to be part of them. His core message is simple: joy isn't optional—it's essential to productivity, profitability, and real team energy.Rich's ideas have been featured in Forbes, Inc., NPR, and Harvard Business Review. What sets him apart is that he's been living these principles for over 20 years at Menlo, the company he co-founded in Ann Arbor, Michigan—now known worldwide for its uniquely joyful culture.Follow Rich Sheridan at: https://www.linkedin.com/in/menloprezYou can check out Menlo Innovations' tours and workshops at: https://menloinnovations.com/tours-and-workshopsMusic: https://www.purple-planet.comVisit us at https://www.ouragiletales.com/about

Preview for Later Today: Piero Tozzi analyzes the KMT leader's controversial U.S. visit and meetings with CCP-linked groups. These missteps, along with internal Taiwanese debates over cutting drone production, have damaged diplomatic relations and raised concerns about supply chains.

Many professionals believe confidence comes from doing more — more preparation, more control, and more effort to manage anxiety.But real change often looks very different.In this episode, Anna Manning explores what happens when situations at work that used to trigger anxiety — meetings, presentations, or high-pressure conversations — start to feel noticeably easier.Instead of trying to perform confidence or stay in control of anxiety, something shifts. You feel more present, more steady, and less internally preoccupied.To bring this to life, Anna shares four real client shifts from anxiety to ease, including experiences of board meetings and exec meetings, presentations and public speaking, and delivering training.Across all examples, the pattern is the same: where there was once anxiety and overthinking, there is now calm focus and ease.We also explore why this shift happens from a nervous system perspective — and why “feeling natural” is often what real confidence looks like in practice.Not forced. Not managed. Just easier.Want to be more Confident At Work?Start here: ⁠⁠⁠⁠⁠take our free: Confidence Assessment ⁠⁠⁠⁠⁠⁠⁠⁠⁠Get private support to feel confident at work - ⁠⁠⁠⁠⁠⁠book a call to explore private coaching⁠⁠⁠⁠⁠⁠⁠  Explore and join the Confident At Work Programme - https://www.yesyoucoaching.com/confident-at-work-programmeCover art by Jacob McFaddenTheme song by Melissa Carter @ Making Audio Magic 

You have probably heard you should be doing skip-level meetings. But if you are not sure what the point is or what you are actually supposed to talk about, you are in good company. Dr. Janel Anderson breaks down why skip-level meetings are relationship infrastructure, not a surveillance tool, and lays out three compelling reasons every senior leader should have them on the calendar. She walks through how to set them up with your managers first, why a formal agenda works against you, what to actually talk about, and what to redirect when the conversation drifts. Whether you are the senior leader initiating these meetings or the junior employee trying to get them started, this episode covers both sides. If you manage people at any level, this episode is built for you. Find show notes at https://janelanderson.com/272

Series: N/AService: SundayType: SermonSpeaker: E.R. Hall, Jr.

Join CCL's Sr. Director of Field Operations Elli Sparks for a training that specifically addresses how to prepare yourself for a successful meeting with a member of Congress. You will learn about CCL's methodology, research tips, available tools, lobby meeting roles and parts, the value of practice, and the power of listening. Skip ahead to the following section(s): (0:00) Intro & Agenda (1:29) Purpose of Citizen Lobbyist (5:55) Building Relationships (18:52) Lobby Team Roles (24:52) Meeting Outline Presentation Slides: https://cclusa.org/prepare-to-lobby   Training Page: https://community.citizensclimate.org/events/item/24/21052  Log Your Training:  https://community.citizensclimate.org/log_training?sf_id=a5y8X0000005xWOQAY  

Practical communication strategies you can use immediately at work and beyond.How do you speak up when a conversation is moving faster than you can think? What should you do when emotions threaten to derail your listening? And how can you give honest feedback to a boss who doesn't seem interested in hearing it?In this Ask Matt Anything episode of Think Fast, Talk Smart, host Matt Abrahams answers listener questions from the Think Fast Talk Smart Learning Community on some of the most challenging workplace communication scenarios. From practical techniques for inserting your ideas into fast-paced meetings to strategies for managing emotions and delivering feedback upward, Matt shares actionable advice to help you communicate with greater confidence, clarity, and impact.Episode Reference Links:Think Fast Talk Smart Learning Community Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (02:02) - Speaking Up in Meetings (04:42) - Listening Through Emotion (07:58) - Giving Feedback Upward (13:29) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Unleash your Superhuman potential with AI that meets you where you work. Learn more at superhuman.comJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

One of the richest men in the world took questions today about his relationship with Jeffrey Epstein. This as the New York Times is revealing a freakout at the White House about Epstein as they tried to contain the fallout. Plus, a look at the recent drops in the stock market.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Athletic Director for Brigham Young University Brian Santiago

3rd hour of the G-Bag Nation: Around the Rim: NBA Finals Game 4 preview; Texas Rangers Insider Jared Sandler joins the Nation; Where the Soresby story could be headed after another round of meetings in the Big 12 full 2253 Wed, 10 Jun 2026 23:48:39 +0000 2kbLk6O19gnphcPoifHvguaBM7Zi43NA sports GBag Nation sports 3rd hour of the G-Bag Nation: Around the Rim: NBA Finals Game 4 preview; Texas Rangers Insider Jared Sandler joins the Nation; Where the Soresby story could be headed after another round of meetings in the Big 12 GBAG Nation sets the afternoon sports pace for Dallas-Fort Worth with an energetic, roundtable approach that speaks directly to the heart of North Texas. Featuring Gavin Dawson, Super Bowl winning scout Bryan Broaddus, Eric Chiofalo, Zach Wolchuk and Lucious Alexander, the show combines insider-level knowledge, strong debate, and the confident swagger of the Metroplex, plus plenty of laughs and the kind of friendly ribbing you'd expect from a group of best friends. Your drive home is filled with in-depth coverage of the Cowboys, Rangers, Mavericks and Stars. GBAG Nation also tracks college football across Texas along with the biggest national sports headlines, translating them through a distinctly local lens. The GBAG Nation has some of the best contacts in DFW. They pull back the curtain and give you information that no one else can. This is where informed analysis meets bold opinion, with humor and camaraderie that keep it fun and real. © 2026 Audacy, Inc.

Where the Brendan Sorsby story could be headed after another round of meetings in the Big 12 full 647 Wed, 10 Jun 2026 23:59:25 +0000 BcUdbqcSWTly5dCsDFQJWx5cyN73r3qq ncaa,college football,texas tech,brendan sorsby,sports GBag Nation ncaa,college football,texas tech,brendan sorsby,sports Where the Brendan Sorsby story could be headed after another round of meetings in the Big 12 GBAG Nation sets the afternoon sports pace for Dallas-Fort Worth with an energetic, roundtable approach that speaks directly to the heart of North Texas. Featuring Gavin Dawson, Super Bowl winning scout Bryan Broaddus, Eric Chiofalo, Zach Wolchuk and Lucious Alexander, the show combines insider-level knowledge, strong debate, and the confident swagger of the Metroplex, plus plenty of laughs and the kind of friendly ribbing you'd expect from a group of best friends. Your drive home is filled with in-depth coverage of the Cowboys, Rangers, Mavericks and Stars. GBAG Nation also tracks college football across Texas along with the biggest national sports headlines, translating them through a distinctly local lens. The GBAG Nation has some of the best contacts in DFW. They pull back the curtain and give you information that no one else can. This is where informed analysis meets bold opinion, with humor and camaraderie that keep it fun and real. © 2026 Audacy, Inc. Sports ht

Send us Fan MailThe fastest way to damage trust and delay or derail association operations is to conduct meetings that feel chaotic, secretive, or unsafe. In this episode of Take It To The Board, host Donna DiMaggio Berger is joined by producer Claude Jennings as she walks listeners through the practical mechanics of conducting effective board, committee, and membership meetings. Important takeaways include: starting and ending on time; choosing the right person to chair the meeting; sticking to a clear agenda; and setting expectations that respect people's time.  Donna also discusses the issues that usually spark drama: refusing to address the elephant in the room, letting misinformation spread, and trying to “translate” technical reports when professional advisors should present that information. Whether you're dealing with amendments, engineering reports, covenant enforcement or maintenance/improvement projects, Donna explains why your best safety net is bringing the appropriate expert into the room and why the most powerful words can sometimes be, “I don't know, I'll follow up.” For virtual and hybrid HOA meetings, she covers tech checks, naming expectations for owner devices, whether chat should be disabled, and how meeting recordings can shape your community's reputation and even property values.  Then Donna tackles the harder cases: what counts as a de facto meeting when a quorum of directors discuss association business outside a duly noticed meeting, when closed meetings are permissible and how to respond when meetings go off the rails. You'll learn the concrete strategies to employ such as participation rules, civility codes, and even police presence as needed.Conversation Highlights:Setting realistic meeting timesPreparing remarks on tough topicsAddressing the elephant in the room and correcting misinformation calmlyAvoiding “playing expert” and bringing in engineers, accountants, lawyers when neededRunning Zoom and hybrid meetings with clear guardrails on chat, cameras, and recordingsUnderstanding de facto meetings when a quorum talks business informallyKnowing when closed meetings are allowed and why notice still mattersUsing owner participation rules, civility codes, and defined scope of authority for committees to prevent derailmentRelated Links:Podcast: Mind Your Manners: Restoring Respect in Condo, Cooperative and HOA CommunitiesPodcast: A Board Members' Guide to Unexpected Issues – Your Questions AnsweredArticle: Maintaining Order—Managing Conflict in Community Associations

Meetings are one of the biggest drains on time, energy, and morale at work, yet most managers are never actually taught how to run them well. Paul English, cofounder of Kayak, argues that organizations underestimate just how costly bad meetings can be. He says meeting culture is one of the most overlooked drivers of productivity, morale, and organizational effectiveness. Drawing on lessons from companies like Amazon, LinkedIn, Airbnb, and Shopify, as well as his own experience building high-performing teams, he explains how leaders can run meetings that create clarity, energy, and better decisions instead of frustration and fatigue. English is the author of the book The Meeting Book: How the Best Companies Meet Better.

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Transition IEP meetings are essential when your child transitions from elementary to middle school, middle school to high school, and high school to college/vocational school. If you haven't had a transition IEP meeting for the end of this school year, you can still get one scheduled as soon as the new school year begins. We are breaking it down in today's episode. Join us!Show Highlights:What the law provides for parents regarding transition IEP meetingsThe transition IEP meeting is NOT just a box to check.Waiting 30 days into the new school year means 30 days of missed opportunities for the student to be successful.From middle to high school, the student's diploma track has to be determined.From elementary to middle school, executive functioning skills are put to the test; we need to prep the student.The transition IEP meeting is a chance to “think outside the box” to meet a student's needs.How can we “front-load” a student for success in each transition?Each transition is a chance for a fresh start for students, parents, teachers, and the IEP team.Streamlining communication with the IEP teamResources:Contact us on social media or through our website for more information on the IEP Learning Center: www.inclusiveeducationproject.org.Thank you for listening!Don't forget to SUBSCRIBE to the show to receive every new episode delivered straight to your podcast player every Tuesday.If you enjoyed this episode and believe in our message, please help us get the word out about this podcast. Rate and review this show on Apple Podcasts, Pandora, Spotify, or wherever you get your podcasts. Your rating and review help other listeners find this show.Connect with us and reach out with any questions or concerns: Facebook, Instagram, X, IEP Website, and Email.

Hamilton Princess doesn't compete like a typical resort. The property leans on 140+ years of history, a museum-level art collection, and a luxury guest who keeps traveling even when the economy gets noisy. Glenn Haussman and Dr. Producer Suzanne Bagnera talk with Diarmaid O'Sullivan, Director of Sales & Marketing at Hamilton Princess & Beach Club, about how the hotel differentiates and keeps repeat business strong.

The Learning Leader Show with Ryan Hawk www.LearningLeader.com New Book - The Price of Becoming www.LearningLeader.com/Becoming Ron Friedman is a psychologist and researcher who has spent his career studying what separates great teams from average ones. His research, which has surveyed thousands of professionals across dozens of industries, became the second most-read article in Harvard Business Review history. He is the author of three books, including his latest, Superteams: The Science and Secrets of High-Performing Teams. This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. Key Learnings Ron's dad threw himself into impossible challenges and taught his family the dignity of hard work. A physician in Israel, he didn't want his son in the army, so he picked up the phone and started dialing hospitals in New York City until he landed a job at NYU. He pulled his family out of a country he knew, didn't speak the language fluently, and succeeded anyway. Ron dedicated Super Teams to him. He recently passed away. Only 8% of teams qualify as super teams. Ron's team polled thousands of workers and asked two questions: How effective is your team at meeting its goals? And how does it compare to others in your industry? Super teams hit the perfect score. The only office amenity that statistically drives performance: quiet space for focused work. Not the gym. Not the ping-pong table. Most offices are an attentional war zone. That's why people prefer working from home. How a team works matters more than where a team works. Remote, hybrid, in-office. The data shows none of those predict performance. Intention does. Don't make meetings the default. Make them the last resort. Super teams are 50% better at avoiding unnecessary meetings and 54% less likely to schedule recurring ones. Recurring meetings are insidious. Once they're on the calendar, removing one feels like breaking up with someone. So they just live there forever. Ron's rule: no decision, no meeting. Have a question? Pick up the phone. Have an update? Record a video or send an email. Don't pull people away from their work. The average worker loses 18 hours a week to meetings. And another 11 hours to messages. That's three-quarters of the week gone before they've achieved a single task. Meeting-free days cut stress in half and increase productivity by 71%. People go home feeling satisfied because they were able to actually do the work. Three pillars of super teams: They get more done by managing time, energy, and attention. They don't just collaborate. They actively make each other better. They're never satisfied. They're constantly building skills and improving. Recovery isn't passive. Scrolling Instagram or binging Netflix helps you wind down, but it doesn't restore your energy. Mastery experiences do. Learn a new song. Try pickleball. Cook a new recipe. When leaders recover, their teams perform better. A well-rested leader shows up in a positive mood. That mood lifts the team. Investing in your own recovery isn't selfish. It moves your team forward. The best leaders support their people's side hustles. Not because they assign them, but because their people feel they have permission to grow outside the job. That's a signal you care about the person, not just the output. Three factors predict trust in a leader: competence, caring, consistency. Any one of them breaks down and trust breaks down. "How was your weekend?" is lame. Be specific. Ask about the kid's soccer game by name. Specificity proves you actually thought about the person. People need to be appreciated for who they are, not just what they do. That's how they feel cared for. The top three characteristics of toxic teammates: unreliable, bad attitude, and arrogant. The top three characteristics of the best teammates: knowledgeable, dependable, and a good communicator. Notice what's not on the list. Funny. Good listener. Caring. Those are nice-to-haves. They don't move the team forward. The best teammates make excellence the norm. On super teams, 94% say their teammates motivate them to do their best work. On super teams, 82% say they feel worse about letting down their teammates than their manager. When people know their teammates are counting on them, they work harder. Constant togetherness is not collaboration. The Succession writers' room cycled between solo writing and group critique. Real collaboration protects focus time first. Brainwriting beats brainstorming. Have people generate ideas alone first, then bring them to the room. You get higher quantity and higher quality ideas. 97% of feedback fails to lift performance. Over a third actively makes it worse. What does the 3% do differently? Focus on one thing at a time. Future-oriented, not past-oriented. Top performers want to know what they did wrong. Confidence allows them to absorb criticism and correct it. Most people aren't there. Gauge the feedback to the person. Great football coaches give feedback differently to the quarterback than the lineman. Know your people. Adjust your approach. Comedians get better at the Comedy Cellar because of what happens next door. Seinfeld, Chappelle, and Schumer gather at the Lemon Tree Cafe after sets to critique each other. Ryan calls it the "see it, say it" mentality, an ethos his teammate Geron Stokes brings every day. Great compliment, say it. Falling short of the standard, say it. The best teammates care enough to tell you how you can improve. Ron's champagne moment a year from now: his 19-year-old daughter landing a finance internship she earned on her own. Reflection Questions What's your recurring meeting that should be a breakup conversation? When was the last time you asked a teammate something specific about their life, by name? Or are you defaulting to "how was your weekend?" What's your version of the Comedy Cellar's Lemon Tree Cafe? Who do you go to for the candid feedback that makes you better? More Learning #422: Ron Friedman - How to Reverse Engineer Excellence #535: Geron Stokes - Maximizing People #647: Tim Ferriss - Effectiveness Over Efficiency Podcast Chapters 00:00 The Price of Becoming - Pre-Order Now! 01:09 Meet Ron Friedman 02:41 Ron's Dad and the Dignity of Hard Work 03:47 Two Workplaces, Two Cultures, One Lesson 06:01 The Super Teams Methodology 07:13 The Only Office Amenity That Drives Performance 08:50 How a Team Works Matters More Than Where 13:06 The Three Pillars of Super Teams 16:11 Meeting Guidelines That Actually Work 18:42 The Power of Meeting-Free Days 22:23 Why Guidelines Beat Rules 23:40 Side Hustles, Recovery, and the Goldman Sachs CEO Who DJs 28:53 The Three Factors of Trust: Competence, Caring, Consistency 30:13 Why "How Was Your Weekend?" Is Lame 31:02 Get Specific or Don't Bother 31:22 The Manager Who Asked About Miranda by Name 32:08 The Spreadsheet for Remembering People 33:09 What Makes a Toxic Teammate 35:05 Chevy Chase and the Cost of Burning Bridges 35:52 The Best vs. Worst Teammate Traits 37:08 How Tom Brady Lifted an Entire Organization 38:06 Why Super Teams Hold Each Other Accountable 39:39 Inside the Succession Writers' Room 40:46 Brainwriting Beats Brainstorming 41:41 The Candid Feedback Culture That Drives Improvement 43:06 Painting in Red: The Power

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(3) Steve Yates examines the KMT leader's visit to Washington following meetings with Xi Jinping. He expresses concern over the KMT cutting Taiwan's indigenous defense budget. Yates also analyzes Taiwan's "inverted triangle" demographics, where older voters remain more sympathetic to traditional KMT narratives than younger generations.