Podcasts about mentally

The crew are joined by Pop Douglas on a Patriots Friday. If it has set in for him that he is in the Super Bowl, how they are getting ready for it and he settles the debate of all debates.

Life rarely unfolds without surprise, hardship, or moments that test our emotional and spiritual limits. This Christian devotional explores how God prepares believers to live with courageous faith, even in the face of fear, uncertainty, and overwhelming circumstances. Rooted in John 16:33, this devotion reminds us that while trouble is unavoidable, peace and victory are found in Christ—who has already overcome the world. Highlights God prepares His people for hardship before it arrives Jesus offers peace even while acknowledging life’s troubles Courageous faith grows when we remain connected to Christ The Holy Spirit strengthens, guides, and sustains believers God’s grace meets us before and after moments of failure Abiding in Christ replaces fear with peace and clarity Victory comes through reliance on Jesus, not self-effort Do you want to listen ad-free? When you join Crosswalk Plus, you gain access to exclusive, in-depth Bible study guides, devotionals, sound biblical advice, and daily encouragement from trusted pastors and authors—resources designed to strengthen your faith and equip you to live it out boldly. PLUS ad free podcasts! Sign Up Today! This episode is sponsored by Trinity Debt Management. If you are struggling with debt call Trinity today. Trinity's counselors have the knowledge and resources to make a difference. Our intention is to help people become debt-free, and most importantly, remain debt-free for keeps!" If your debt has you down, we should talk. Call us at 1-800-793-8548 | https://trinitycredit.org TrinityCredit – Call us at 1-800-793-8548. Whether we're helping people pay off their unsecured debt or offering assistance to those behind in their mortgage payments. https://trinitycredit.org Full Transcript Below: Divinely Prepared to Live with Courageous FaithBy: Jennifer Slattery Bible Reading:“I have told you these things, so that in me you may have peace. In this world you will have trouble. But take heart! I have overcome the world.” - John 16:33, NIV Most of us don’t like to be caught off guard, hit with something we weren’t expecting. Those situations can feel disorienting if not overwhelming. Not long ago, a friend shared an experience with me that, in the moment, triggered all of her internal alarm systems, resulting in her landing in total freak-out mode. In short, she and her husband decided to attend a small group for those enduring chronic anxiety, depression, or other mental health challenges. She went to receive encouragement in her long and arduous healing journey from complex trauma, and her husband accompanied her to offer support. She walked into the meeting room expecting something similar to a Bible study with sharing opportunities similar to what occurs with Alcoholics Anonymous. Mentally and emotionally unprepared for a deep discussion on trauma, she quickly found herself overwhelmed and embarrassed by her intense reaction. The following week, however, she responded much differently, largely because she now knew what to expect and had been able to talk through this with her therapist. This allowed her to bring tools, like her current knitting project, as a grounding tool when she sensed herself becoming overwhelmed. The disciples Jesus spoke with in today’s verse would soon face numerous overwhelming and life-threatening circumstances that could’ve easily triggered panic, causing them to lash out physically or verbally, flee or withdraw from the danger, and therefore their calling, or become paralyzed by their fear. The Lord knew this. He grasped how difficult life would soon become for His first-century followers. That understanding, coupled with His incomprehensible love, motivated Him to prepare them for what lay ahead. First, He told them that one of them would betray Him, Peter would deny Him, and all of them would abandon Him during His darkest hour. But recognize, He didn’t say this to shame them but instead to help them, post failure, to return to Him and receive His grace. He also said that they’d experience persecution and even death for their faith. First, however, He spoke powerful promises to encourage and strengthen their trembling souls. Although He told them that He’d soon be leaving, and they couldn’t join, He also assured them that He wasn’t abandoning them. He was going to prepare a place for them and would eventually return for them, thereby declaring that their hardship wouldn’t get the final say. His love and grace would. He also let them know that they wouldn’t have to face their upcoming difficulties, or any other aspect of life, alone. He’d send them God the Holy Spirit, to strengthen, guide, and teach them, and speak through them. Then, in John 15:1-8, He spoke words that, when applied, have the capacity to bolster the most timid souls. In verses 4-5, He said, Remain in me, as I also remain in you. No branch can bear fruit by itself; it must remain in the vine. Neither can you bear fruit unless you remain in me.“I am the vine; you are the branches. If you remain in me and I in you, you will bear much fruit; apart from me you can do nothing. That was their survival plan. Their freak-out escape route. When overpowered and overwhelmed, they weren’t to rely on themselves. They needed to turn and draw near to, remain vitally connected to, and spiritually alert to, His presence at work within them. He would give them everything they needed to live as the victorious conquerors He was calling them to be. They would overcome because He, their Savior, had already overcome. Intersecting Life & Faith: God still prepares His children for the hard things to come. Throughout Scripture, we read numerous warnings of the unavoidable difficulties ahead–sickness, wars and rumors of wars, natural disasters, relational storms with people who act antagonistically to our faith. But the Lord also describes, in detail, how to stand strong even when the ground beneath us feels ready to give way. As we “abide” or “remain” in Him through prayer, Bible reading, connecting with other Christ-followers, listening for His voice, and resting in His presence, He steadily and progressively replaces our fear with courage and peace, our confusion with clarity, and our heartache with joy. Equally important, He speaks of His grace before our moment of moral failure so that we know we can return to it and rely upon it. Phrased differently, He reminds us that His grace wasn’t His backup plan. It has been His life-saving, soul-nurturing strategy since the beginning of time. No matter what we encounter, we can trust that His grace is sufficient, for His strength is perfected, or reaches its full expression, in our weakness–when our weakness draws us closer to Him, that is. Further Reading:Matthew 26:411 Corinthians 16:13-14Proverbs 22:3 Discover more Christian podcasts at lifeaudio.com and inquire about advertising opportunities at lifeaudio.com/contact-us.

Does your brain feel like a web browser with 100 tabs open? If you can't find where the music is coming from, it's time to pause.In this 10-minute guided reset, Martin (Clinical Hypnotherapist) walks you through a powerful visualization to drop your "mental load"—that invisible backpack of to-do lists and emotional needs you've been carrying since you woke up.IN THIS EPISODE YOU WILL:Visualize releasing the "Mental Load" backpack to instantly lower cortisol.Learn the "Room" technique to step away from mental chatter.Practice 3 specific anxiety-busting tips: The Brain Dump, The Power of Later, and Transition Rituals.KEY AFFIRMATIONS: "I am allowed to rest before I am done." "I cannot pour from an empty cup." "My peace is a priority, not an afterthought."3 TIPS TO MANAGE MENTAL LOAD:The Brain Dump: Your brain is for having ideas, not holding them. Write it down to stop the looping.The Power of Later: You don't have to solve every problem now. Mentally "shelf" it until 4 PM.Transition Rituals: Take 60 seconds to breathe or wash your hands when switching from work to parenting (or busyness to rest).Break the Cycle of Anxiety Today Are you ready to stop the spiral? Join me in the Anxiety Circuit Breaker course, specifically designed to help you regain control and find your calm in just minutes. You can access the full course and take the first step toward a quieter mind by visiting calminganxiety.fm.CONNECT & SUPPORT: If this reset helped you, please subscribe and share it with a friend who is juggling too much.Disclaimer: This podcast is for educational purposes and is not a substitute for professional medical advice.

Serious question. Why does my oven have a lasagna button? Are people out here crushing lasagna at such a high frequency that it earned its own dedicated setting? And more importantly… am I not eating enough lasagna?Then it hits me. I am officially out of passwords. Mentally. Spiritually. Emotionally. It's 2026 and we are still typing characters into tiny boxes like it's 2009. How is this still the system and why has no one saved us yet?And just when you think life couldn't get more dangerous, winter rolls around and suddenly we are propping open kitchen cabinets so pipes don't freeze. All good until you wake up half asleep at 3am, go to the bathroom, and absolutely wreck your chin on an open cabinet door.This episode is a rapid-fire rant about modern inconveniences, outdated systems, and the oddly specific things no one warned us about. Come for the lasagna button confusion. Stay for the password burnout and mild household injuries.

Carl and Mike get back to Falcons talk as they discuss the return of Michael Penix Jr. which was originally reported to be anticipated by April per a social media post by Zach Klein however was cleared up to be a Week 1 anticipation. As they discuss, they agree that while a definitive timeline has yet to be determined for Penix. Jr.'s return, it will be important for him to mentally repair for the season as well.

5 O'clock Hour :00 – Carl and Mike get back to Falcons talk as they discuss the return of Michael Penix Jr. which was originally reported to be anticipated by April per a social media post by Zach Klein however was cleared up to be a Week 1 anticipation. As they discuss, they agree that while a definitive timeline has yet to be determined for Penix. Jr.'s return, it will be important for him to mentally repair for the season as well. :20 – Carl and Mike get back into their conversation on Bill Belichick not being a first ballot selection for the Hall of Fame and discuss why they believe his involvement in "Spygate" and "Deflategate" may have played a role in how some of the voters viewed the former Patriots head coach. :40 – Carl and Mike close out the show with final Falcons thoughts as they discuss some of the moves the team should start to consider in regards to player personnel and what to expect from the new general manager once the position is filled.

What if real mental toughness has nothing to do with being emotionless? Most people think they're mentally strong—until their plans fall apart and fear hijacks their brain. In this episode, I break down what real mental toughness actually is and why it's built in the middle of the storm, not during the easy seasons of life. Feeling stuck? It's time to take back control. If you're ready to master your mind and create real, lasting change, click the link below and start transforming your life today.

Most people lose control because they fuse their emotions with the moment, and in this episode, I break down why that's a problem. Detachment does not mean avoidance or suppression, it means stepping back internally while staying fully present. When I can separate how I feel from what's happening, I gain perspective without losing engagement. This skill lets you think clearly under pressure and act without emotional spillover. It's how you stay calm, sharp, and in control when things get intense. Show Notes: [02:03]#1 Separate observation from participation. [05:52]#2 Treat the moment as data, not a verdict.  [10:56]#3 Anchor to your principles, not to your feelings. [15:17] Recap Next Steps: --- Power Presence is not taught. It is enforced. If you are operating in environments where hesitation costs money, authority, or leverage, the Power Presence Mastermind exists as a controlled setting for discipline, execution, and consequence-based decision-making. Details live here: http://PowerPresenceProtocol.com/Mastermind  This Masterclass is the public record of standards. Private enforcement happens elsewhere. All episodes and the complete archive: → WorkOnYourGamePodcast.com 

Send us a textWhat if the best way to start your week isn't more motivation—but better regulation?Before the week pulls at your attention, this short conversation offers three simple ways to reduce stress and gain clarity: hydrate before screens, regulate your nervous system with intentional breathing, and choose one non-negotiable to guide your time. The goal isn't a perfect week—it's a calm start and clear priorities, because regulation beats motivation when life gets loud.Key TakeawaysHydrate first: Support your nervous system before the day begins.Breathe with intention: Longer exhales calm the body and sharpen focus.Choose one non-negotiable: One priority reduces overload and guides decisions.Stay unarmored, stay authentic, and stay mentally fit. And as always — I'm praying for you all. God bless. Support the show Become a Member Today! https://www.youtube.com/channel/UC_M2Kfxb2hN1uHdlDKGtuQw/join Watch on YouTube: https://www.youtube.com/playlist?list=PL6pF-fF29KO1rqQsabaxHHO1nQQtn5lhd Still Serving, Inc.: www.stillservinginc.com Email: mario@stillservinginc.com

TTM SALE: Get 25% off selection prep and hybrid programs with code RUNLIFT25. Sale ends Jan. 24 at midnight EST.  Topics:00:00 – Intro01:54 – New TTM program02:23 – Long conditioning carbs08:22 – Trouble getting into Z2 rucking11:25 – Opinion on Tactical Barbell Program13:56 – Solid running base19:26 – New TTM running program details21:44 – Running before lifting 25:25 – Mentally recovering from injury 29:40 – Best SOF unit IMO30:25 – Performance gains in a cal deficit? 32:48 – Most overrated SFAS exercise36:26 – Carry prep for SFAS39:05 – Managing self-doubt in selection 43:17 – Assessing running base52:15 – Best program for Air Force Special Warfare 01:00:03 – Heavy legs on Time Trials01:05:05 – Tapering before tryout01:06:34 – Business books & podcasts01:09:15 – Muscle gain indicatorsEpisodes Discussed:Breakdown on JG3: Breakdown on Ruck | Run | Lift Breakdown on JG 1, 2, 2&5 mile TrainHeroic Team: T-850 RebuiltPDF programsSelection Prep Program: Ruck | Run | Lift Hybrid Program: Jacked Gazelle 3.0SOF Selection Recovery & Nutrition Guide2 & 5 Mile Run Program - run improvement program w/ strength workKickstart- beginner/garage gym friendlyTime Crunch- Workouts for those short on timeHypertrophy- intermediate/advancedJacked Gazelle

In this episode of the Social Proof Podcast, Dave and Donni break down how decision fatigue quietly drains your energy, slows your momentum, and keeps you stuck in busy work.From the clothes you wear to the choices you avoid, too many low-value decisions add up and steal focus from what actually moves the needle. This conversation dives into why eliminating unnecessary decisions isn't about being rigid — it's about creating systems that protect your mental energy.If you've ever felt productive but not effective, this episode will help you rethink how you structure your day, your routines, and your business.Our Sponsors:* Check out ClickUp and use my code SOCIALPROOF for a great deal: https://www.clickup.com* Check out Northwest Registered Agent and use my code socialprooffree for a great deal: https://northwestregisteredagent.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Todayyy we talk about a couple of things. I share dubs and L's from the week, one of them being proud of how shockingly well I have been able to focus lol. I then talk about a couple tips that help me maintain mental health and how the lasting mental change is in the daily little habits we form. I share I believe 6 tips! (that I am still taking advice on myself). I end the episode with a Dear Abbey submission about how to manage the constant fear of making a mistake. Call 909-817-1742 to leave a “Dear Abbey” voicemail or leave a text with a question or asking for advice!! Love you guys!!

➡️ Interested in 1-1 mental performance coaching? Schedule your free introductory call to learn more: https://www.successstartswithin.com/get-coaching

Have you ever been told (or told yourself) that if you truly trusted God, fear wouldn't keep showing up? That peace would come more naturally, your thoughts would settle faster, and your body wouldn't feel so tense all the time? But instead, you feel worn down. Mentally alert but physically tired. Spiritually anchored, yet internally unsettled. And when fear surfaces, it doesn't feel like rebellion; it feels like your system is overwhelmed. What if that fear isn't evidence of weak faith, but a signal from a body that has learned to stay protective to survive?Rooting for you,JessicaNext steps:Learn more about working with me 1:1 as your mental health coach: https://www.jessicahottle.com/mental-health-coachingOr book your free 20-minute consultation here!Get my self-paced course, Untangle Your Thoughts program: https://www.jessicahottle.com/healEmail me at >> jessica@jessicahottle.comThe information shared in this podcast is for educational and informational purposes only and is not intended as medical or clinical advice. While we discuss mental health topics, this is not a substitute for professional care. Please consult with a qualified healthcare provider for advice specific to your situation.

When life feels loud and mentally crowded, a good story can soften time and calm the nervous system. In this episode of Healthy Mind, Healthy Life, host Yusuf sits down with author and consultant Henry L. Sullivan III to explore why audiobooks can feel like true mental rest, not just entertainment. This conversation is for anyone who feels too stressed or distracted to read like they used to, or wants a healthier way to decompress without numbing out. Henry shares how stories help us escape daily pressure while still gaining insight, plus simple ways to bring audiobooks into your routine. About the Guest: Henry L. Sullivan III is an author, traveler, and independent consultant. He writes speculative fiction and social reflection, including the thriller Colosseum, and produces audiobooks with voice actors and full performances. Key Takeaways: Use audiobooks as “active rest” when your mind is overloaded, especially during commutes or chores If focus is low, start with audiobooks to rebuild your reading habit without pressure A strong narrator or cast performance can pull you into calm, immersive attention Stories can help you process real-world stress indirectly, without constant news exposure Make one weekly choice to listen purely for enjoyment, not self-improvement How to Connect With the Guest: Find Henry's audiobooks by searching “Henry LSullivan III Colosseum” on Audible, Amazon, Spotify, TuneIn, Audiobooks.com, Storytel, and Libro.fm. You can also borrow via libraries on Hoopla Digital and Libby (formerly OverDrive). Substack Want to be a guest on Healthy Mind, Healthy Life? DM on PM - Send me a message on PodMatch DM Me Here: https://www.podmatch.com/hostdetailpreview/avik Disclaimer: This video is for educational and informational purposes only. The views expressed are the personal opinions of the guest and do not reflect the views of the host or Healthy Mind By Avik™️. We do not intend to harm, defame, or discredit any person, organization, brand, product, country, or profession mentioned. All third-party media used remain the property of their respective owners and are used under fair use for informational purposes. By watching, you acknowledge and accept this disclaimer. Healthy Mind By Avik™️ is a global platform redefining mental health as a necessity, not a luxury. Born during the pandemic, it's become a sanctuary for healing, growth, and mindful living. Hosted by Avik Chakraborty, storyteller, survivor, and wellness advocate. With over 6000+ episodes and 200K+ global listeners, we unite voices, break stigma, and build a world where every story matters.

In this episode, Dr. Tommy Woods, a neuroscientist and performance coach, shares the best practices you should follow if you want to achieve optimal brain health. He also details how how these practices are tied into your overall health. Dr. Wood introduces his 3S Model, “Stimulus, Supply, and Support,” a simple and practical way to think about how the brain adapts, performs, and stays resilient over time. You'll learn why how you use your brain is the primary driver of brain function, how cardiovascular and metabolic health influence cognition, and why sleep is where the real adaptation happens. You'll also hear powerful coaching insights on handling stress (including why you can't think yourself out of stress), practical tools to downshift when you're under pressure, and the science-backed truth that the adult brain can learn “new tricks”. And you'll also learn why mistakes (and the grace to forgive yourself and others when they occur) are so necessary for continued growth. YOU WILL LEARN: How the “Stimulus–Supply–Support” framework make “brain optimization” doable without the overwhelm. You can't “outthink” yourself out of being stressed, but you can learn effective ways to manage it. Why mistakes should be reframed as necessary and critical components to growth. MENTIONED IN THIS EPISODE: The Stimulated Mind, by Dr. Tommy Wood Behave, by Robert Sapolsky The Neuroscience of You, by Chantelle Pratt NOTEWORTHY QUOTES FROM THIS EPISODE: “The 3S are stimulus, support and supply. In terms of brain function, stimulus is the most important.” — Dr. Tommy Wood “The most important thing somebody should do for their brain health is the thing that they will actually do and do it consistently.” — Dr. Tommy Wood “You don't get stronger in the gym — you get stronger when you recover. And the brain is exactly the same.” — Dr. Tommy Wood “One of the best ways to buffer stress and build our stress capacity is exercise.” — Dr. Tommy Wood “You don't know all the amazing things that can happen if you just go out into the world and you're nice to other people.” — Dr. Tommy Wood Hosted on Acast. See acast.com/privacy for more information.

Today we have Savanna. She's 32 years old from Minneapolis, MN and took her last drink on May 4th, 2023.   This episode is brought to you by:   Sign up and get 10% off: Better Help Café RE – THE social app for sober people   Every Sunday on Instagram, we post a roll call graphic and then you guys put your day count on there. It's a space for members to be loud and proud about their recovery as well as being there to support others.   [02:30] Thoughts from Paul:   Last week, Paul talked about how we want to end our relationship with alcohol. This week, he addresses the question "what do I do with all this space where alcohol used to be?".   Boredom can set into the empty space where alcohol used to be. This can trip a lot of folks up in early sobriety when they thought that quitting drinking was supposed to feel like some immediate transformation. Paul reminds us to think of the first gift of sobriety to be not having to negotiate anymore. Additional mental bandwidth is no longer wasted on alcohol where you asked yourself a lot of questions to determine if you should drink today or not. When we make the decision to quit, we have the freedom to do anything else with our time.   Quitting drinking is not self-deprivation or sacrifice. It's you clearing space for a fruitful life. Your mission is to explore.   [07:04] Paul introduces Savanna:   Savanna is 32 years old, lives in Minneapolis, MN and is a marketing manager. For fun, Savanna enjoys going camping, traveling, playing guitar, walking in the woods and spending time with her family and friends.   Savanna started out as the kid that said, "I don't need alcohol to have fun". She reflects that part of that was fear part of it was that she was a good kid. Alcohol became more accessible after she went to college and by her sophomore year she was working at a bar and drinking is what she and her friends would do at the end of the night.   The theme didn't change much as Savanna was in her 20's. She was in a relationship where she says the only bond they really had was the booze and it kept them together longer than it should have. The relationship ended shortly before the pandemic and that's when Savanna found herself living along and her days consisted of Zoom meetings and gin. The drinking gradually started earlier and earlier in the day.   For the next few years, Savanna was making more excuses for her drinking. She couldn't go on vacation or visit family without planning ahead to ensure she had access to alcohol to avoid withdrawals. Eventually drinking began to affect her performance at work and she was fired for the first time. This sent Savanna into a spiral of isolation and drinking every day.   Savanna accepted an invitation to a Cinco de Mayo party that her friends were having. Upon arrival, her long-time friend Maddie said "the light has left your eyes. You are not ok. What's going on?" and that was enough to crack Savanna open and she accepted Maddie's help.   Savanna's family got involved and helped her detox while waiting for a bed at Hazelden. Savanna says that she had a great experience there and getting sober with others was beneficial for her. She knew if she kept drinking, she was going to die and that knowledge has made it easy for her to stay away from alcohol.   Savanna reflects that the physical healing happened quickly. Mentally she was concerned about what life was going to look like after rehab. Once she was able to get back to work, she was motivated to do well and within two years was leading a department at her new job.   When Savanna is asked what it is like on the other side of the addiction, the word she goes back to is "limitless". She feels like she can do anything because she is no longer chained to the alcohol. The brain space she has now leaves room for the Savanna that is motivated and has ambitions. She is excited to create the next chapter of her life.   Recovery Elevator You took the elevator down You got to take the stairs back up I love you guys. Sobriety Tracker iTunes  RE YouTube  

Are you raising your kids to become mentally strong adults? It's tough to do in today's world for so many reasons. But we owe it to kids to give them the skills they need to manage their emotions, think rationally, and take the productive action they need to live their best lives. Unfortunately, many of today's most common parenting practices are robbing kids of the mental strength they need to thrive. Today, I'm breaking down the things you're going to want to stop doing if you want to raise strong kids. Some of the things I talk about are: The 5 parenting habits that rob kids of mental strength Why it's crucial not to condone a victim mentality in your children How teaching kids to avoid risks can actually increase their anxiety The connection between chores and raising responsible adults Why you shouldn't try to regulate your child's emotions for them The importance of letting kids fail and make mistakes in a supportive environment Actionable steps to help your kids build problem-solving and coping skills Subscribe to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Mentally Stronger Premium⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for exclusive content like weekly bonus episodes, mental strength challenges, and office hours with me. Related Episodes ⁠75 — How to Raise Mentally Strong Kids ⁠⁠⁠⁠121 — Empowering Kids to Thrive with Dr. Michele Borba Links & Resources Buy 13 Things Mentally Strong Parents Don't Do Listen to 13 Things Mentally Strong Parents Don't Do on Spotify Buy a copy of⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠13 Things Mentally Strong People Don't Do⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect with Amy on Instagram —⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@AmyMorinAuthor⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit my website —⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AmyMorinLCSW.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Sponsors Quince — Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Quince.com/stronger⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for free shipping on your order and 365 day returns! Shopify — Sign up for your one-dollar-per-month trial period at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Shopify.com/mentallystronger⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Lola Blankets — Get 35% off your entire order at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Lolablankets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ by using code STRONGER at checkout. Experience the world's #1 blanket with Lola Blankets. AirDoctor — Head to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AirDoctorPro.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠and use promo code STRONGER to get UP TO $300 off today! Function Health — Go to FunctionHealth.com/stronger or or use gift code STRONGER25 for a $25 credit toward your membership Learn more about your ad choices. Visit megaphone.fm/adchoices

Llary's back in NYC and Sav is starting to settle into Utah. They touch on some recent reality TV, including the finale of Real Housewives of Salt Lake City and the start of a new Traitors season. Then they fangirl over Heated Rivalry and the way it's taking over their lives. They touch on their hopes for dating and relationships this year.

Send us a text While Snow is away MJ is joined by guest hosts Tricky and V to talk about mental health and coping with the headlines of the past week. When is the appropriate time to check out and unplug ? How to we find a positive impact on the community ? How do we be aware and do self care ? We cover a wide range of topics and what we are looking forward to in the new year  ChristiTutionalist Politicsthe "ChristiTutionalist Politics" podcast. News/Opinion-castListen on: Apple Podcasts SpotifyFollow us at Reality Redemption on Facebook, Instagram, Threads, BlueSky and Tik Tok

What if mental toughness isn't something you're born with but something you can create on demand? In this episode, I break down powerful psychology research and show you how anyone can become mentally tough by changing their self-perception and self-talk. If you want to be a high performer in 2026, click here: https://2026workshop.com/   If you want 2026 to be your best year yet then this video is for you. In just 30 minutes, I'll help you build a clear, simple goal system so you stop guessing and start moving forward with confidence.

Chris Fedor joined Phelps and Ruiter on the mid-day show to touch base on the Cleveland Cavaliers. Fedor questions if the team is mentally tough enough to be the team they want to be and if they aren't where that stems from. Plus find out what DeAndre Hunter told Fedor in the midst of the rumors that Hunter wants out of Cleveland.

Overthinking is not a character flaw. It is a biological response to uncertainty, pressure, and identity change.    In this episode of the 2026 Glow Up Protocol, I teach you how to stop fighting your brain and start working with it so you can finally experience mental clarity, calm focus, and confident decision-making in 2026.    This is especially for high-achieving entrepreneurs, spiritually minded leaders, and anyone who feels mentally exhausted from trying to figure everything out.    RESOURCES MENTIONED:    !!LAST CHANCE!! to apply this year: My Exclusive 2-Month Private Business Coaching Program APPLY HERE (*serious applicants only please)    **New Year's Abundance Sale** Make More Work Less: The Money Relationship Healing & Manifestation Program GET THIS LIMITED TIME OFFER HERE    >> Join the famous ProjectME Posse Business & Money Coaching Membership HERE    {FREE GIFT-LIMITED TIME} Walk into Your Wealthiest Season walking manifestation series + Guided Wealth Journal GET IT HERE    CONNECT WITH TIFF:  Tiffany on Instagram @projectme_with_tiffany   Tiffany on TikTok @projectme_with_tiffany  Tiffany on YouTube: ProjectME TV  Tiffany's FREE Abundance Email Community: JOIN HERE > The Secret Posse Digest     Inside this episode, you will learn:    • Why your brain defaults to overthinking when your identity is evolving  • How dopamine drops during periods of change and why that creates mental fog
  • The connection between nervous system safety and your ability to think clearly  • Why forcing motivation in 2026 is the fastest way to stay stuck
  • How to move out of analysis paralysis without needing more discipline
  • What mental clarity actually feels like when it comes from regulation, not pressure
  • The simple identity shift that stops spirals before they take over your day
  • How to recognize when your brain is buffering because your life is upgrading
  • Why mental exhaustion is often a sign you are close to your next level, not far from it
  • How to stop making decisions from fear and start making them from alignment    This episode will help you rewire how you relate to your thoughts so that clarity becomes your default instead of your reward for suffering.    Your brain is not broken. It is recalibrating for a bigger life.  Welcome to your 2026 Glow Up Protocol. 

Get 20% of The 8 to 4 Principal Blueprint HERE.What would your evenings look like if you could truly shut off your principal brain?  In this episode, we talk about how to reduce rumination, calm your nervous system, and disconnect from the constant urgency of school leadership. You'll learn exactly why your brain gets stuck replaying conversations, pre-planning tomorrow, or checking email “just one more time.” Then we'll walk through practical tools and end-of-day routines that help you mentally close out your day. You'll walk away with strategies you can use tonight to feel lighter, clearer, and more present at home.Get my free checklist to disconnect from school. Check out The 8 to 4 Principal Blueprint.

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

What does real strength actually look like for teenagers today?In this episode of The Second of Strength Podcast, Tanner breaks down the 5 Pillars of Strength that help teens (and adults) build confidence, emotional resilience, and long-term success — without pretending life is easy.This isn't about being tough all the time.It's about learning how to use one second of strength when it matters most.Courage – Doing the hard thing even when fear is loudVulnerability – Being real instead of pretending you're fineEmpathy – Understanding others without losing yourselfResilience – Getting back up when life knocks you downConsistency – Small daily actions that build real confidence over timeRather than trying to “fix everything,” Tanner challenges listeners to choose just one or two pillars and start there.One second of courage.One honest conversation.One small act of consistency.If you've ever felt overwhelmed, behind, or unsure of yourself — this episode gives you a new definition of strength and a practical way to start building it today.This episode offers language you can use at home to talk about strength, confidence, and emotional growth — without lectures or pressure.Why strength isn't about perfection or confidenceHow one second of courage can change your directionWhich pillar to focus on when life feels heavyHow small habits quietly build unshakable resilienceWhy vulnerability is not weakness — it's leadershipYou don't need to master all five pillars at once.You just need one moment of intention.

Tim, my dude, [aka Tim Kang] is back on the pod for another fun episode!Tim has rededicated himself to the mastery of climbing after a brief stint in a normal 9-5. And boy did he come back with a bang with the amazing FA of Borrowed Time, a stunning V14 highball in Tahoe.Patreon Bonus Content (join Patreon for extended cut):Mentally dealing with big injuries. How do you do it, and how did it shift your perspective on climbing?Biggest Moments for Climbing in 2025? Predictions for 2026?Would you be willing to change your proposed grade of Mandala Sit to V14?SHOW NOTES:timkangcoaching.comFocus: A Bishop Highball Project with Tim KangJoin Patreon: HERE Follow us on Instagram: HERE Visit our podcast page: HERE

Hometown Radio 01/09/26 3p: Dr. Larry Lachman discusses whether Trump mentally is becoming Biden 2.0

Giants broadcaster Mike Krukow shares insights on how MLB players get their minds ready with just one month left before spring training, focusing on mental preparation and routines that set the tone for the season.See omnystudio.com/listener for privacy information.

Giants broadcaster Mike Krukow shares insights on how MLB players get their minds ready with just one month left before spring training, focusing on mental preparation and routines that set the tone for the season.See omnystudio.com/listener for privacy information.

Episode 156: In this episode of Critical Thinking - Bug Bounty Podcast we answer some fantastic questions from over at bugbounty.forumFollow us on twitter at: https://x.com/ctbbpodcastGot any ideas and suggestions? Feel free to send us any feedback here: info@criticalthinkingpodcast.ioShoutout to YTCracker for the awesome intro music!====== Links ======Follow your hosts Rhynorater, rez0 and gr3pme on X:https://x.com/Rhynoraterhttps://x.com/rez0__https://x.com/gr3pme====== Ways to Support CTBBPodcast ======Hop on the CTBB Discord at https://ctbb.show/discord!We also do Discord subs at $25, $10, and $5 - premium subscribers get access to private masterclasses, exploits, tools, scripts, un-redacted bug reports, etc.You can also find some hacker swag at https://ctbb.show/merch!====== Resources ======Critical Thinking Lablab.ctbb.showCross-Site ETag Length Leakhttps://blog.arkark.dev/2025/12/26/etag-length-leakClawdbothttps://github.com/clawdbot/clawdbot/Post from Steve Caldwellhttps://x.com/moreconfetti/status/2006494133159162008====== Timestamps ======(00:00:00) Introduction(00:00:58) Crit Lab update(00:04:36) Cross-Site ETag Length Leak(00:13:26) Clawdbot(00:16:56) Will bug hunting become obsolete, LHE invitations, and Fulltime vs Part time?(00:30:52) 10 bugs at $5k or 1 bug at $5k, CTBB Background, & Future Plans(00:38:32) Mentoring, Conquering Classes, and what angles we implement from the podcast(00:49:27) Best approach on new targets, tips for making 500k in a year, AI/Vibecoding & Human in the Loop(00:59:07) Mentally mapping the target, anti-patterns that waste time, and BB beliefs that were wrong.(01:10:12) Tackling small scope, staying on one program, picking up after a break, & moving on(01:17:41) Invisible elements that make the difference between $2k and $20k

Mike Hoss interviewed Saints center Erik McCoy on the final edition of WWL's weekly "Saints Hour." McCoy shared an update on his injury rehab, praised the development of rookie quarterback Tyler Shough, and evaluated backup center Luke Fortner's work in his absence. McCoy also emphasized the "toll" the last two season-ending injuries have taken on him.

Want to submit an episode topic request? Text 'em here!

Mike Hoss interviewed Saints center Erik McCoy on the final edition of WWL's weekly "Saints Hour." McCoy shared an update on his injury rehab, praised the development of rookie quarterback Tyler Shough, and evaluated backup center Luke Fortner's work in his absence. McCoy also emphasized the "toll" the last two season-ending injuries have taken on him.

Chicago Bears head coach Ben Johnson believed his team was "mentally prepare to play five more weeks" as the team prepared for its first playoff game since 2020.Become a supporter of this podcast: https://www.spreaker.com/podcast/shaw-local-s-bears-insider-podcast--3098936/support.

Roxan Chen, is a Late Discovery Adoptee, born in Baltimore, Maryland, raised in New York, living out her creative life in New Jersey when not discovering/tour leading in various destinations throughout the world.Music by Corey Quinn

Audacy NFL Insider Mark Schlereth, the host of "The Stinkin' Truth" podcast, joined Sports Talk. Schlereth recapped the Saints' season-ending loss to Atlanta but expressed his confidence in New Orleans' future behind head coach Kellen Moore and quarterback Tyler Shough. He praised Cam Jordan and Chase Young. Schlereth also previewed the Wild Card Round of the NFL Playoffs.

Today, we'll discuss maintaining readiness by staying mentally strong.

Ole Miss/UGA was probably the best of the CFP Quarterfinals, and as Denton notes, even in that game, Ole Miss was dominant in a lot of facets.

This episode is raw, honest, and deeply hopeful.I sit down with Brooke, one of my coaching clients, who recovered from a severe eating disorder that began in her teens — fuelled by praise for being “small,” TikTok diet culture, gym culture, religious conditioning, and a deep fear of weight gain.Brooke shares her journey from hospitalisation and years of being “technically recovered but mentally trapped,” to full food freedom, weight restoration, and a life no longer ruled by her eating disorder.This conversation is especially powerful if you:• Are afraid you'll never recover mentally• Fear weight gain won't stop• Have food allergies that complicate recovery• Struggle with body image, curves, or modesty conditioning• Feel “different” or like recovery won't work for youIn this episode, we cover:✨ How praise for being “small” planted the seeds of Brooke's eating disorder✨ TikTok, calorie counting, gym culture & “healthy” restriction✨ Why traditional treatment kept her stuck✨ The turning point that made her choose recovery for herself✨ Doing recovery “for the we” when doing it for yourself feels impossible✨ Navigating recovery with food allergies (without using them as an ED excuse)✨ Full surrender to mental hunger — and why it's non-negotiable✨ Gaining multiple clothing sizes and surviving the body image grief✨ Religious shame, modesty, curves & reclaiming bodily autonomy✨ Why weight gain did stop — and how set point brought mental peace✨ The messy middle of recovery no one talks about✨ Life after recovery: travel, work, relationships & real freedomPowerful quotes from the episode:

In this episode, Cindy Esliger confronts self-doubt and explores what it takes to counteract it in our careers. Self-doubt shows up quietly, like a persistent undercurrent, and if we're not careful it will chip away at our confidence while feeling logical. How do we reshape our response to self-doubt? Cindy discusses how a subtle but powerful mindset shift can lead to the kind of career growth we didn't let ourselves believe was possible. Believing in ourselves is choosing to build the version of our career that we really want to experience.    When self-doubt takes hold of us, it appears as a slippery, sneaky voice that whispers we're not ready or not qualified, and left unchecked, that limits our career growth. It convinces us to stay in our lane and keep quiet. There are systemic inequities at play and performance pressure that contributes to this doubt. But we sometimes can't identify that it's happening. So Cindy points out the five most common red flags that self-doubt may be showing up: 1. Waiting to be picked, 2. Discounting praise or deflecting credit, 3. Over-apologizing or hedging our ideas, 4. Passing on opportunities, and 5. Mentally beating ourselves up for not being perfect.Cindy immediately counters these red flags with five effective strategies for combatting self-doubt: 1. Reframe failure as growth, 2. Get out of our head and into motion, 3. Focus on one brave action at a time, 4. Shape our mindset to be more encouraging, and 5. Practice a little positivity. Cynicism often feels safer because it protects us from disappointment, but Cindy urges us to believe in ourselves instead. After all, what do we have to lose? Countering self-doubt is about choosing to take action even when we don't yet feel confident. Resources discussed in this episode:Guide to Counteracting Your Self-DoubtAstronomic AudioConfidence Collective—Contact Cindy Esliger Career Confidence Coaching: website | instagram | facebook | linkedin | email Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Wed, Dec 31 8:24 PM → 8:26 PM 911 hangup. On call back caller advised someone broke into his house and sprayed him with poison. Theres a mental health flag on the address. The caller also advised the 911 dispatcher that he was trained to draw weapons on law enforcement and had multiple weapons at his residence. Radio Systems: - New River Valley Emergency Communications

Introduction: The Vicious Cycle of Feeling "Stuck" Have you ever felt completely stuck? Maybe it's a low mood you can't shake, or a physical exhaustion that makes every task feel impossible. When you're in that state, it can feel like a vicious cycle you can't break. But what if you had more control than you thought? The relationship between our psychology (our mind) and our physiology (our body) is a powerful two-way street. How we think affects how we feel physically, and how our body feels and moves directly impacts our mental state. This is fantastic news because it means you don't have to remain stuck. You can consciously use one to influence the other. Here, we'll unlock four simple but profound strategies you can use to take control, shifting your state in minutes. Takeaway 1: To Fix a Bad Mood, Don't Think—Just Move When you're feeling down or depressed, the common instinct is to try and think your way out of it — to analyze the feeling or force a positive mindset. The principle of the mind-body connection offers a more direct route: use your physiology to change your psychology. In other words, just get up and move. This can be as simple as going out for a walk, putting on some music and dancing, or even just jumping on the spot. It could also mean heading to the gym for a workout. Any activity that changes your physical state has a direct and powerful impact on your mental state. This idea is often counter-intuitive but incredibly effective because of its speed. Instead of getting caught in a loop of negative thoughts, you can take a physical shortcut. By changing your body's state through movement, you create an almost immediate shift in your mind, lifting your mood before you've even had a chance to think about it. It's the fastest way to short-circuit a negative mental loop when cognitive approaches fail. Takeaway 2: To Overcome Physical Fatigue, Engage Your Mind Now, let's look at the reverse scenario. Imagine you are feeling physically lethargic, tired, and have absolutely no motivation to go anywhere or do anything. In this case, you can use the other lane on the two-way street: engage your psychology to change your physiology. Instead of trying to force your body to move, start by shifting your mental input. You can do this by: Putting on some inspiring music Listening to an engaging and inspiring audio podcast Watching inspiring videos By deliberately changing what your mind is focused on, you can trigger a remarkable shift in your physical energy. A great dance track can suddenly make you feel like moving, or an inspiring talk can make your body feel ready for action. Engaging your mind isn't just a distraction; it's about creating the mental conditions that give your body permission to feel energized, unlocking latent physical energy you didn't think you had. Takeaway 3: The Ultimate "Reset Button" for When You're Mentally and Physically Drained What happens when you're dealing with both issues at once—feeling depressed and lethargic? This is when you can feel the most stuck, with neither your mind nor your body wanting to cooperate. For this exact situation, there is a simple, combined solution that acts as a powerful "reset button." The method is simple: Put on your favorite music and just move your body to it. You don't need to dance perfectly or follow any specific steps. The only goal is to move your body in response to the music. This single action engages both your mind (through the music) and your body (through the movement) simultaneously. This simple act can "shift everything around," breaking the cycle of both mental and physical stagnation. It's a technique that, as the source speaker notes, "has worked really really well for me." Takeaway 4: Your Breakthrough Might Come from an Unexpected Source While the general principles of moving your body or engaging your mind are powerful, sometimes the most effective solutions are more personal and unconventional. The key is to be open to trying things that might seem unusual but work for you. Two specific and surprising personal examples highlight this point: For extreme physical lethargy: Try listening to electronic music with heavy beats and rhythms. In my experience, perhaps this works because the external vibrations of the music resonate with the body's own internal rhythms, like the heartbeat. This definitely works for me. For a low psychological mood: Try the simple art of coloring. I have never painted or done any kind of art work in my life before, yet I have discovered that engaging in a focused, creative, and non-demanding activity like coloring can subtly "shift something inside," changing my mood without me even realizing how it happened. These examples show that the best solutions are often the ones we discover for ourselves. They don't have to be complicated; they just have to resonate with you. Conclusion: You Are the Driver on a Two-Way Street The connection between your mind and body isn't a passive system; it's a dynamic, two-way street, and you are the one in the driver's seat. You have the power to direct the traffic. You can use physical movement to break out of a mental rut and mental engagement to spark physical energy. You have the tools to shift your state at any moment. The next time you feel stuck, will you try to change your mind with your body, or your body with your mind? https://www.youtube.com/live/vBgq3q3URjQ?si=-flEWRcGiHNaoSAO  

This week brings some mentally challenging astrology, especially around communication, focus, and decision-making. If you've been feeling blocked, foggy, or overwhelmed, you're not imagining it.In this episode, I walk you through why this week may feel tougher as it unfolds, what's happening astrologically to create that pressure, and most importantly, how to work with the energy rather than fighting it.While there are some tricky Mercury aspects coming up, the bigger picture is actually supportive. These transits are helping us process the year that's ending, clear mental clutter, and prepare emotionally for what's ahead. Nothing here is a punishment. It's a pause. A sorting out. A recalibration.I also talk about the Cancer Full Moon on January 3, which acts as an emotional checkpoint and an invitation to feel first, then act.As always, the focus is not on fear or overwhelm, but on reassurance, timing, and self-trust.In this episode, I cover• How this week is likely to feel emotionally and mentally• Why communication and mindset may feel harder as the week goes on• The key Mercury aspects influencing clarity, focus, and conversations• Why mental blocks and confusion are part of processing the year, not a sign you're behind• How this energy may show up in everyday life• What to do and what not to do with this week's astrology• How the Cancer Full Moon supports emotional truth and inner safety• Why you don't need to have everything figured out yetAstrology highlights• Mercury harmonising with Chiron brings opportunities for healing conversations• Mercury squaring Saturn can feel mentally heavy or restrictive• Mercury squaring Neptune may create foggy thinking or confusion• The Cancer Full Moon on January 3 helps us release, reflect, and reset emotionallyHelpful links mentionedIf you'd like to get your copy of the Moonology Diary, visithttps://moonologydiary.comTo access the free workshop that comes with the diary, make sure you register your copy athttps://moonologydiary.comIf you'd like to help shape the future of this podcast, you can complete the listener survey herehttps://moonmessages.com/surveyFinal thoughtThis is not a week to force clarity or push for answers. It's a week to be gentle with your mind, take things one step at a time, and trust that you're moving through a meaningful transition.You're not behind. You're simply in process.Join the Mainly Moonology inner circle: https://moonmessages.com/magical––Follow Yasmin on socials:✨ Facebook: https://www.facebook.com/yasminbolandmoonology ✨ Instagram: https://www.instagram.com/moonologydotcom/––Mainly Moonology is a podcast for people looking to manifest their dream life leveraging the power of the moon. Tune in each week for accessible moon teachings, weekly readings, discussions about the Law of Attraction, and everything in between! Follow us for more.

This week brings some mentally challenging astrology, especially around communication, focus, and decision-making. If you've been feeling blocked, foggy, or overwhelmed, you're not imagining it.In this episode, I walk you through why this week may feel tougher as it unfolds, what's happening astrologically to create that pressure, and most importantly, how to work with the energy rather than fighting it.While there are some tricky Mercury aspects coming up, the bigger picture is actually supportive. These transits are helping us process the year that's ending, clear mental clutter, and prepare emotionally for what's ahead. Nothing here is a punishment. It's a pause. A sorting out. A recalibration.I also talk about the Cancer Full Moon on January 3, which acts as an emotional checkpoint and an invitation to feel first, then act.As always, the focus is not on fear or overwhelm, but on reassurance, timing, and self-trust.In this episode, I cover• How this week is likely to feel emotionally and mentally• Why communication and mindset may feel harder as the week goes on• The key Mercury aspects influencing clarity, focus, and conversations• Why mental blocks and confusion are part of processing the year, not a sign you're behind• How this energy may show up in everyday life• What to do and what not to do with this week's astrology• How the Cancer Full Moon supports emotional truth and inner safety• Why you don't need to have everything figured out yetAstrology highlights• Mercury harmonising with Chiron brings opportunities for healing conversations• Mercury squaring Saturn can feel mentally heavy or restrictive• Mercury squaring Neptune may create foggy thinking or confusion• The Cancer Full Moon on January 3 helps us release, reflect, and reset emotionallyHelpful links mentionedIf you'd like to get your copy of the Moonology Diary, visithttps://moonologydiary.comTo access the free workshop that comes with the diary, make sure you register your copy athttps://moonologydiary.comIf you'd like to help shape the future of this podcast, you can complete the listener survey herehttps://moonmessages.com/surveyFinal thoughtThis is not a week to force clarity or push for answers. It's a week to be gentle with your mind, take things one step at a time, and trust that you're moving through a meaningful transition.You're not behind. You're simply in process.Join the Mainly Moonology inner circle: https://moonmessages.com/magical––Follow Yasmin on socials:✨ Facebook: https://www.facebook.com/yasminbolandmoonology ✨ Instagram: https://www.instagram.com/moonologydotcom/––Mainly Moonology is a podcast for people looking to manifest their dream life leveraging the power of the moon. Tune in each week for accessible moon teachings, weekly readings, discussions about the Law of Attraction, and everything in between! Follow us for more.

In the third hour, Matt Spiegel and Laurence Holmes discussed how the Packers are mentally and physically drained after their 22-16 loss to the Bears on Saturday at Soldier Field. After that, WGN sports anchor Kaitlin Sharkey joined the show to share her takeaways from the Bears' crucial victory.

Episode 313: It's almost Christmas, the packages are at the mercy of FedEx and UPS, and Lori's dad is calling two days before the holiday wondering if he should buy gifts for all the grandkids. In other words, peak season energy.In this episode, Lori brings a list she found called “10 signs you're mentally strong (but may not realize it)” and the conversation turns into a surprisingly relatable look at mental toughness, what it really means, how it changes with age, and why it matters so much when you're running a flower shop. From cutting off toxic customers, to forgiving without reconnecting, to saying no without guilt, to not overreacting to one bad review, Lori and Vonda connect real-life growth to real-life business ownership. They also talk about healing privately, staying focused instead of posting everything, and learning to use silence as a strategy—especially in the rare quiet moments between seasons.Sponsored by: Flower CliqueFlower Clique Prep SchoolReal Life Retail Florist

Matt Spiegel and Laurence Holmes discussed how the Packers are mentally and physically drained after their 22-16 loss to the Bears on Saturday at Soldier Field.

The path to unlimited growth is never a straight line. As we look back on some of the most popular episodes from this year, we talk about how to mentally keep yourself in the game when you're not seeing the results you want. I unpack how to overwrite anxious thoughts when they pop up, play the long game smarter, not harder, and cultivate the energy of certainty during slower seasons. Plus, simple ways to escape the trap of instant gratification and instead double down on the benefits of delayed gratification for long-term success. Let this be your reminder that you CAN have everything you desire and more.   HIGHLIGHTS 00:00 How to keep pushing forward when you aren't seeing results. 04:30 Why delayed gratification is better for our mental health than instant gratification. 11:50 How to cultivate a feeling of fulfillment in your everyday life. 14:30 How do you keep the faith during moments of anxiety? 20:15 The direct connection between your inner growth and your business growth. 25:20 One reminder that always keeps me in the game.   RESOURCES + LINKS Join us for the event of the year - grab your ticket to Powerhouse Women 2026 HERE!   FOLLOW Powerhouse Women: @powerhouse_women Lindsey: @lindseymarieofficial Visit the Powerhouse Women website: powerhousewomen.co Join the PW Community Facebook Group: facebook.com/groups/powerhousewomencommunity