Podcasts about mft

The focus this week may be mainly on the senior footballers' exploits, but there is still plenty of work to be done behind the scenes by Ruairí Conroy, the newly-appointed CEO of Mayo GAA. The Tourmakeady native chats to Mike about why he took on the role, what his first priorities are, and what he would define as a success as Mayo GAA's first CEO. Ruairí also outlines the remit of his position, how he intends to approach the mammoth task of building a Mayo GAA Centre of Excellence, and why he believes that clubs and volunteers must be at the foundation of everything he intends to do. Of course, over the coming days we'll be building up to the big match across all our MFT platforms — with podcasts, columns and news articles. We'll be starting with a chat with Billy Joe Padden on Tuesday as we get ready for Mayo's biggest game of the year – so far!

The Snug Wrestling crew is back with a full WWE SmackDown review and reaction breaking down one of the biggest cards of the week, headlined by Cody Rhodes vs Gunther in a commercial-free Undisputed WWE Championship Match with Sami Zayn as special referee. This episode focuses on the biggest moments, match results, storyline direction, and what WWE could be setting up next as the road continues through the King of the Ring Tournament, Queen of the Ring Tournament, and major title picture developments. We also discuss the growing buzz around Cody Rhodes, Gunther's dominant presence, Sami Zayn's role in the main event, Jey Uso's tournament run, Charlotte Flair vs Liv Morgan, and the latest movement in the WWE tag team and U.S. title scenes. Topics Covered • Cody Rhodes vs Gunther for the Undisputed WWE Championship • Sami Zayn as special referee and how he impacted the title match • Charlotte Flair vs Liv Morgan in the Queen of the Ring Tournament Semifinals • Jey Uso vs Je'Von Evans in the King of the Ring Tournament Semifinals • Damian Priest & R-Truth vs Talla Tonga & Tama Tonga for the WWE Tag Team Titles • Carmelo Hayes vs Ricky Saints in a U.S. Title No. 1 Contender's Match • WWE SmackDown results, highlights, reactions, and storyline fallout • What these matches mean for WWE's next premium live event • Cody Rhodes, Gunther, Jey Uso, Liv Morgan, Charlotte Flair, and more What You'll Get In this episode, the Snug Wrestling crew gives an honest, entertaining, and direct breakdown of WWE SmackDown this week. We talk about what worked, what missed, which wrestlers gained momentum, and which storylines WWE should push harder moving forward. Whether you are here for Cody Rhodes vs Gunther, the King of the Ring Tournament, the Queen of the Ring Tournament, or the latest WWE title scene updates, this review gives you the full conversation from a wrestling fan perspective. Why This Episode Matters This SmackDown had major implications for WWE's future. Cody Rhodes defending the Undisputed WWE Championship against Gunther is a huge matchup with serious main event energy. Adding Sami Zayn as referee creates even more drama and raises questions about trust, fairness, and potential controversy. The tournament semifinals also put major names in the spotlight. Jey Uso vs Je'Von Evans could shape the future of the King of the Ring picture, while Charlotte Flair vs Liv Morgan adds another major chapter to the Queen of the Ring tournament. The tag title match featuring Damian Priest, R-Truth, Talla Tonga, and Tama Tonga brings more attention to the MFT storyline, while Carmelo Hayes vs Ricky Saints could decide the next major challenger in the United States Championship scene. If you follow WWE, SmackDown, Cody Rhodes, Gunther, Jey Uso, Liv Morgan, Charlotte Flair, Carmelo Hayes, Ricky Saints, or wrestling podcasts, this episode is built for you. Join the Conversation What was the best match on WWE SmackDown this week? Did Cody Rhodes vs Gunther deliver? Was Sami Zayn the right choice as referee? Who should win King of the Ring and Queen of the Ring? Should Carmelo Hayes or Ricky Saints be next in line for the U.S. Title? Drop your thoughts in the comments and let the Snug Wrestling crew know where you stand. Follow Snug Wrestling X/Twitter: https://x.com/SnugWrestling Instagram: https://www.instagram.com/snugwrestling/ TikTok: https://www.tiktok.com/@snugwrestlin Facebook: https://www.facebook.com/snugwrestlingg Merch/Website: https://tee.pub/lic/5RBm2m1Bhdo Business inquiries: snugwrestlingpod@gmail.com   Subscribe for weekly WWE reviews, AEW talk, wrestling reactions, wrestling news, live streams, and pro wrestling podcast discussions. Disclaimer This video is for commentary, criticism, news, and entertainment purposes only. Snug Wrestling is not affiliated with WWE, AEW, TKO Group Holdings, or any wrestling promotion. All trademarks, names, images, and video clips belong to their respective owners. Copyright Notice Any media used is intended under fair use for commentary, criticism, review, and discussion. No copyright infringement is intended. #WWE #SmackDown #CodyRhodes #Gunther #WrestlingPodcast #SnugWrestling

Oba calls out Brock, Zayn gets a title match, and MFT leaves Solo

Women Leaders Career Advancement: The 4-Relationship Framework and Personal Success Plan (2026) Executive Summary: Women leaders career advancement stalls most often at the relationship level, not the skill level. Women hold only 29% of C-suite roles despite representing nearly half the workforce. Former IBM VP Shelmina Babai Abji reveals the four strategic relationships that accelerate promotion and the Personal Success Plan that keeps you on track week after week. Quick Takeaways: Women leaders career advancement remains stalled at every pipeline level for the 11th consecutive year (McKinsey, 2025). The four relationships that accelerate promotion are: boss, peers, mentors, and sponsors — and all four must be intentionally built. Only 31% of entry-level women have a sponsor, vs. 45% of men — closing this gap is one of the highest-ROI actions you can take. Responding to bias with proof, not reaction, protects your power and changes minds more effectively than confrontation. A Personal Success Plan reviewed weekly keeps your business results, relationships, competencies, and leadership brand advancing together. Key 2025–2026 statistics on women leaders career advancement: the C-suite gap, the broken rung, and the sponsorship deficit. Women leaders career advancement has a number that should stop you: for every 100 men promoted to their first manager role, only 81 women make the same leap. That gap — what McKinsey researchers call the "broken rung" — has barely moved in years. And it is not primarily a skills gap. It is a visibility gap, a relationship gap, and a strategy gap. I'm Sabrina Braham, MA, MFT, PCC — executive leadership coach with over 30 years of experience and host of the Women's Leadership Success Podcast, ranked in the top 1.5% globally with over 950,000 downloads. In Part II of my interview with Shelmina Babai Abji — TEDx speaker, former IBM Vice President, and author of Show Your Worth — we go deep on the practical mechanics that drive women leaders career advancement forward. If you caught Part I, you already have Shelmina's Power Quotient framework for silencing self-doubt. This episode is what comes next: the external strategy. How do you intentionally build the four relationships that move careers forward? How do you handle a boss who doesn't see your value? How do you navigate workplace bias without giving your power away? And what is the weekly planning practice that keeps even the most overwhelmed leader — including single mothers carrying impossible loads — on a clear path to the C-suite? This is one of the most actionable episodes I have recorded in 19 years of podcasting. Let's get into it. Why Women Leaders Career Advancement Stalls: The Strategy Gap The McKinsey Women in the Workplace 2025 report — which surveyed approximately 10,000 employees across 124 organizations — found that women hold only 29% of C-suite roles, unchanged from 2024, and that women remain underrepresented at every level of the corporate pipeline for the eleventh consecutive year. Women of color face a steeper drop-off at every rung. The same research surfaces a critical sponsorship gap that most women don't know exists: only 31% of entry-level women have a sponsor, compared to 45% of men at the same level. Sponsorship — not mentorship — is the relationship that most reliably unlocks promotions, stretch assignments, and visibility with senior leaders. And women are starting from a 14-point deficit. Shelmina's response to this data is direct: "The reason the numbers are as bad as they are is we cannot wait for organizations to change, or for people to change. We have to be the change we want to see." That is not resignation to an unfair system. It is a strategic recognition that women leaders career advancement is not waiting for institutions to fix the pipeline — it is built deliberately, relationship by relationship, decision by decision, week by week. The Four Relationships That Accelerate Women Leaders Career Advancement Shelmina's book Show Your Worth dedicates an entire chapter to what she calls "intentional relationships" — the four categories of professional connection that, when built strategically, become the scaffolding of a senior career. She credits them with her own advancement from immigrant engineer to IBM Vice President. Relationship 1: Your Boss This is the most high-leverage relationship in your career, and the one most women invest in least strategically. "At the end of the day, you work for your boss, not an organization," Shelmina says. "It is up to you to build that relationship." The mechanism is not flattery or politics. It is a deliberate daily practice of contributing value that advances your boss's success — specifically, unique value that makes you essential. Shelmina describes this as "leaning into your authenticity and your uniqueness until you become essential to your boss's success." When you are essential to your boss's success, you are in a position of power to negotiate what you want — flexible boundaries, stretch assignments, sponsorship, promotion recommendations. Power in a workplace relationship is not seized; it is earned through indispensability. Practically, this means: Understanding your boss's most critical success metrics and aligning your work visibly to them Ensuring your boss has a "front-row seat" to your contributions — proactively, not passively Asking for help on stretch assignments (which demonstrates self-awareness, not weakness) Preparing thoroughly for performance reviews with documented, outcome-quantified contributions Relationship 2: Peers Peer relationships are the often-overlooked engine of influence. In 2026's increasingly matrixed organizations, influence flows horizontally as much as it flows vertically. Peers who trust you, advocate for you in rooms you're not in, and co-create solutions with you are a form of organizational capital that compounds over time. Shelmina notes that the same principle applies here as with the boss relationship: the foundation is contribution, not connection for its own sake. Peers who see you as someone who makes their work better — not someone who competes with them for credit — become your most organic advocates. Relationship 3: Mentors — The Right Ones, Not Just Any Here Shelmina offers a counterintuitive observation that stopped me when I heard it. She regularly asks women at conferences: "How many of you have mentors?" Almost every hand goes up. Then she asks: "How many of those mentors have pushed you, accelerated your success, made you significantly better personally or professionally?" Most hands go down. "We need to be intentional and strategic even when we look for mentors," she says. "We must know: why is this person the right mentor for me, at this point in time?" A mentor who is a perfect match for where you are today may be misaligned with where you need to go next. Great mentors: Have navigated the specific transition you are facing Will push you, not just validate you Are willing to give you honest, sometimes uncomfortable feedback Have relationships and visibility at levels above your current role Shelmina's own pivotal mentor was Susan Whitney — an IBM General Manager who, in the two minutes it took to walk from a roundtable back to an office, changed the entire direction of Shelmina's career by asking one question: "Where do you want to be in five years?" That question planted a seed. Shelmina did not have the answer — but she pursued Susan as a mentor, did whatever it took to get noticed and earn time with her, and eventually built the relationship that shifted her from "doing a great job in my current role" to "thinking strategically about what I want to do next, and next, and next." Relationship 4: Sponsors — Your Most Powerful Accelerant A mentor gives advice. A sponsor gives opportunity. This distinction is critical and widely misunderstood. Sponsors use their own political capital to advocate for you — in the rooms where promotions are decided, on the committees where assignments are distributed, in the conversations where names are put forward. A sponsor says your name when you are not in the room. A mentor helps you prepare for the room. Both matter. But only one moves the needle on the broken rung. Given that women enter careers with a 14-point sponsorship deficit compared to men, closing this gap is one of the highest-ROI investments you can make in your own career advancement. You earn a sponsor the same way you earn every other relationship: by making yourself visible, demonstrating your capability in high-stakes situations, and becoming someone whose success the sponsor wants to be associated with. Shelmina's guidance: identify one person at two levels above you who has both visibility with senior leadership and the willingness to advocate. Do the work to get in their orbit. When you are there, make their decision to sponsor you easy — by showing up with the kind of work that reflects well on anyone who recommends you. The four relationships that drive women leaders career advancement: boss, peers, mentors, and sponsors How to Navigate Workplace Bias Without Losing Your Power As a woman of color scaling the corporate ladder, Shelmina encountered both internal barriers — the self-doubt and fear of belonging described in Part I — and external barriers: leaders who did not automatically see her as a candidate for leadership roles, colleagues who underestimated her capabilities, and structural biases that filtered opportunity away from people who didn't fit the existing template. Her framework for navigating bias is one of the most strategically intelligent approaches I have encountered in 30 years of coaching. It has three operating principles: Principle 1: Don't React — Prove "When you react, you give your power away to them....

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Reh-Connect, Dosentausch, Antrag auf Aufgabe, Brot mit Schinken #hsfeedback von Jürgen: Export aus Lightroom oder anderem RAW Entwickler, wie kann ich die Größe des Jpeg beeinflussen? von Udo: Fehlermeldung bei Overcast, das Episodenbild wird nicht angezeigt. HS Workshops Workshops HS Workshop-Newsletter Aufruf: Interesse … „#945 – 2 Wochen mit der Muschel verbringen“ weiterlesen

It often seems like the Ten Commandments are about outward behavior: Don't steal. Don't lie. Don't cheat. Don't kill. But “You shall not covet” reaches into the hidden places of the heart where comparison and dissatisfaction grow. Even when our lives look fine on the outside, our hearts can still be restless, angry, and convinced that everyone else has been given something better. In this introspective last episode of our 10 Keys to the Universe series, John Tinnin, MFT, and Shay Roush, M.Div., explore why coveting is more than simply wanting nice things. Envy has the power to shape our entire lives, turning good desires into controlling desires. Coveting affects the way we see our homes, relationships, success, possessions, and our sense of worth. Along the way, they look at why this commandment leaves even the Apostle Paul feeling exposed, and why comparison never actually satisfies. They also talk about the difference between healthy desire and destructive craving, and why contentment must be learned over time. Coveting is actually connected to the first commandment about idolatry: whatever we believe will finally make us happy can slowly take God's place in our hearts. But the good news of the gospel is that Jesus meets the ache underneath all our desires. If you've ever struggled with comparison, disappointment, envy, or the feeling that everyone else's life is better than yours, this conversation is for you. Listen to the full episode as we wrap up our series on the Ten Commandments and discover how true contentment is found not in getting everything we want, but in belonging to the God who already loves us completely. Connect with us:  Instagram: @withyouintheweeds Facebook: @withyouintheweeds            X: withyou_weeds Subscribe to our weekly newsletter: Website: withyouintheweeds.com

Brians Questions: Hey guys, thanks for answering all of my questions in the past. I have something a little different this time. While cutting a mortise on the router table into a leg, I accidentally touched the outside of the leg to the router bit and did some damage. I happen to have the offcut and the grain is a perfect match (see photo). What would be your process to go about repairing this so it is near invisible? My thought was to use a wheel marking guage and chisels to remove a sliver of the leg. I have no idea how to cut a perfectly matching piece from the offcut to fit into that removed material. In order for the grain to match, the repair piece can't be oversized and would have to fit perfectly. This is on the outside of the leg and will be seen. Or is that a little unreasonable and would you not match the grain perfectly? Thanks, Jeff Howdy fellas, Love the podcast, thanks for what you do.  For the sake of space and cleanliness, I've decided to get rid of my table saw.  It's an 80's era Delta Unisaw that runs great, but doesn't have any safety features and the dust collection is wanting.  Rather than upgrading, I plan to use my bandsaw + planer/jointer for ripping, tracksaw + MFT for cross cutting and router table for joinery.  The only thing I haven't quite figured out is cross cutting short pieces, anything

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow We have the Drehstrom, 2-Phasen, Usernamenkollision, Postleitzahlen, Bochum, Drucker, Schneidemaschinen #hsfeedback Von Kuchenmampfer Chris Inseldefinition ist sehr Pellwörmig Definition von Festland Danke für den Tipp zum Dirty Little Zine Korrektur: Die Panasonic L10 hat ein fest verbautes Objektiv Von Martin: Vuescan als … „#944 – Alter Falter“ weiterlesen

This presentation by Dr. Jessica ChenFeng, PhD, LMFT, titled "A Long Faithfulness Across Generations: Rupture & Repair in Asian American Families," was recorded on April 10, 2026. The lecture was part of the 2026 conference "Our Flourishing, Our Faith: Navigating Rupture and Repair in Asian American Christian Communities," presented by the Center for Asian American Christianity at Princeton Theological Seminary and the Rosemead School of Psychology at Biola University. You can learn more about this conference here: https://ourflourishing.org/.Family rupture in Asian American contexts is shaped by immigration narratives, cultural scripts, and intergenerational silence that can sometimes fuel disconnect and distance. This plenary explores the sources of familial rupture and offers a multi-layered framework for repair that integrates intrapersonal reflection, neurobiological regulation, and relational attunement while honoring generational distinctions and Asian American relational ethics. The conversation will be grounded in the reality that repair is sanctification work—a decades-long journey across seasons of life that finds its sustaining hope not in resolution but in Christ who came to give us fullness of life.Jessica ChenFeng, PhD, LMFT is an associate professor of marriage and family therapy and DMFT program chair at Fuller Theological Seminary, and an associate editor for Family Process journal. She has been a practicing MFT for almost 20 years and consults with academic, healthcare and church organizations to improve the well-being of people within their communities. Her research and clinical work center around social contextual intersections of race, gender, generation, trauma, and spirituality. She is the director of the Asian American Well-being Collaboratory and co-author of Finding Your Voice as a Beginning Marriage and Family Therapist and co-editor of Asian American Identities, Relationships, and Post-Migration Legacies.Time Stamps:00:00 Speaker Introduction01:58 Jessica Opening Reflection02:42 First Client and Calling09:05 A New Moment for the Asian American Church12:12 Presentation Framework12:58 Theological Reflections: Sanctification as a Long Faithfulness16:46 Case Study20:17 Relational Systems Framework27:31 Shame and Therapy Pathways31:51 Common Asian American Family Ruptures34:55 Understanding Rupture39:56 Postures of Repair43:07 The Work of Repair44:59 Repair with Parents, Spouse, and Kids49:44 A Long Faithfulness ClosingPhoto by Hannah Busing on Unsplash This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit caacptsem.substack.com

Ruth Cohn, MFT, CST, BCN, is a psychotherapist based in the San Francisco Bay Area who has specialized in working with survivors of trauma, neglect, and their partners and families since 1988.Since that time she has focused on childhood neglect trauma and developed Neglect-Informed Psychotherapy, an approach that integrates attachment theory with clinical practice. She is the author of Working with the Developmental Trauma of Childhood Neglect and Coming Home to Passion, along with numerous articles, podcasts, and educational resources on trauma and neglect.She is currently working on two additional books. Ruth's WebsiteHer Book — Coming Home to PassionTrauma Primer (PDF Resource)Ruth's booksRuth on YoutubeBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-trauma-therapist--5739761/support.---Thank you for listening!If you want to support the show, I've got three options and every bit helps.$5.00 PayPalhttps://www.paypal.com/ncp/payment/NPKS32G8KVSN2$10.00 PayPalhttps://www.paypal.com/ncp/payment/495AMDFXQFC3L$15.00 PayPalhttps://www.paypal.com/ncp/payment/M7V5RREUKVD8JThank you to our Sponsors: Jane App - use code GUY1MO at https://jane.app (https://jane.app/book_a_demo)Novo Psych - novopsych.com/traumapodcast

Words can either heal a relationship, or destroy a reputation. They can either calm a fearful heart, or leave a scar that lasts for years. At times, lying might seem like a not-so-harmful sin (“little white lie”) but there's a reason that our words matter so much to God—and why the Bible treats careless speech with such seriousness. In this episode, Lynn Roush, LPC, and John Tinnin, MFT, continue our ongoing series, 10 Keys to the Universe, by exploring the ninth commandment: “You shall not bear false witness against your neighbor.” Drawing from passages like James 3, Matthew 12, and Proverbs 18, they discuss how words can bring either life or destruction. They explain the connection between truth and God's character, showing how honest speech reflects the God who cannot lie. The conversation gets practical as they walk through specific ways falsehood damages relationships and communities. From slander and gossip to flattery, half-truths, broken promises, and false assurance, Lynn and John examine how easily dishonesty can disguise itself in everyday life. Lynn and John also offer practical encouragement for slowing down before speaking, developing discernment in a culture full of deception, and recognizing the lasting impact our words have on others. Most importantly, they point listeners back to the hope of the gospel: Jesus perfectly fulfilled what we never could and invites us to live in the freedom of his truth. Resource: The Doctrine of the Christian Life by John Frame Connect with us:  Instagram: @withyouintheweeds Facebook: @withyouintheweeds            X: withyou_weeds Subscribe to our weekly newsletter: Website: withyouintheweeds.com

Neal and Ryan sit down with Yitz Levinson, President of Hillmount Capital,  a Toronto-based private lender with over $400M under administration and 22 years in the business. Yitz shares how his background as a licensed insolvency trustee shaped the way Hillmount underwrites every deal: exit first, entry second. The conversation covers their unique MFT structure, how they flex across residential, commercial, and construction depending on market conditions, their approach to special situations and insolvency lending, and why Yitz is more focused on deal terms than competing on rate in today's aggressive market. If you want to understand how a sophisticated, long-running private lender thinks about capital preservation, risk, and the current economic climate, this is a must-listen.Show Notes:1:45 - From Accountant to Insolvency Trustee3:23 - How Hillmount Was Founded4:27 - The #1 Reason Deals Go Bad5:56 - Hillmount's Lending Profile7:21 - Construction Loans8:12 - What Differentiates Hillmount9:20 - Special Situation Lending11:07 - Speed, Direct Lending & the HiLOC12:30 - White Glove Service14:54 - MFT vs. MIC16:11 - Organic Investor Growth17:59 - Staying Disciplined on Rate & LTV18:15 - Preservation of Capital19:09 - Concerns About Today's Market21:49 - Tariffs, Recession & the Macro Picture22:23 - Warning Signs on the Street23:21 - Short-Term vs. Long-Term Loans24:13 - Are We in a Recession?25:33 - No Land Buying = Future Housing Shortage26:06 - Regional Market Breakdown28:06 - Bruised Credit Borrowers28:45 - Working With Borrowers in Distress30:14 - Mortgages Act Reform31:45 - Concerns About New Products in the Market32:46 - "We Underwrite the Story, Not the Box"Resources:Keystone Capital GroupCPLP Instagram: @cplpodcastKeystone Instagram: @keycapgroupFind Neal On:Instagram: @neal.andreinoLinkedIn: Neal AndreinoFind Ryan on:LinkedIn: Ryan MacNeilE-mail: ryan@keycap.ca

Welcome solo and group practice owners! We are Liath Dalton and Evan Dumas, your co-hosts of Group Practice Tech. In our latest episode, we have exciting updates for cross-jursidictional and multi-jurisdictional practice. We discuss: The Counseling Compact, and the states in which it is live The ETA for the Social Work Licensure Compact going live Access MFT's licensure portability effort Portability-friendly laws and how they differ from rights for temporary practice PSYPACT updates Physical location restrictions and requirements for providers under compacts Details of our upcoming CE training: Legal-Ethical Cross-Jurisdictional Telemental Health in 2026: Interstate, International, and Complex Practice Considerations Listen here: https://personcenteredtech.com/group/podcast/ For more, visit our website.    PCT Resources: New on-demand CE training: Legal-Ethical Cross-Jurisdictional Telemental Health in 2026: Interstate, International, and Complex Practice Considerations Presented by Eric Ström, JD, PhD, LMHC and Liath DaltonA 3-hour legal-ethical CE training for clinicians navigating the realities of modern telemental health practice, where clients travel, relocate, attend college out of state, split time between households, or receive care while physically located somewhere other than the clinician's primary licensing jurisdiction. This updated training moves beyond a basic "am I allowed to practice there?" analysis into advanced practical application. Participants examine practice-authority pathways, temporary practice allowances, PSYPACT, the Counseling Compact, the Social Work Licensure Compact, MFT portability developments, clinician-location versus client-location issues, international practice considerations, payer and malpractice concerns, emergency planning, confidentiality and mandatory reporting conflicts, minor consent and parent/guardian access issues, and documentation of due diligence. Participants also receive practical worksheets to support jurisdictional verification, international due diligence, and mapping applicable laws, risks, and practice implications — helping clinicians move from identifying a possible permission pathway to evaluating the conditions, conflicts, capacity, documentation, and risk-management steps needed to make a grounded practice decision. Recommended for any clinician providing teletherapy, as well as practice owners, supervisors, clinical directors, compliance leads, and other practice leadership responsible for supporting cross-jurisdictional care decisions. This training can also be assigned to team members through PCT's free team training management system (Group Practice Care basic.) As one participant shared: "Thank you for an absolutely excellent presentation! The presentation is a home run, and I will recommend it to my colleagues… I have a somewhat unique perspective on teletherapy and licensure mobility from working on these issues at the state, national, and international regulatory levels. The information that you provided is clear, direct, easy to follow, and accurate." PCT's free (!) Teletherapy Practice Rules by State Tool Whenever teletherapy sessions occur when the client -- or therapist -- are physically located outside the state of the clinician's licensure at the time of session, cross-jurisdictional practice is occurring. It is necessary to answer the question of whether it is permissible for you to work with that client in that state, regardless of whether the presence in another jurisdiction is temporary or not.In addition to the fundamental question of whether practice is permitted, and the particulars of how it is permitted, it is important to identify rules of practice, and training requirements, in order to be equipped with the information you need to follow for navigating legal-ethical cross-jurisdictional practice.This tool is a supportive resource to help you identify that information, link you to the authoritative source, and document your performance of due diligence when conducting cross-jurisdictional practice within the United States. PCT's Clinical Staff Teletherapy Training PCT's Teletherapy Director and Supervisor Training for Group Practices PCT's Teletherapy Manuals and Forms for Group Practices HIPAA Risk Analysis & Risk Mitigation Planning service for mental health practices — care for your practice using our supportive, shame-free risk analysis and mitigation planning service. You'll have your Risk Analysis done within 2 hours, performed by a PCT consultant, using a tool built specifically for mental health practice, and a mitigation checklist to help you reduce your risks. If you're navigating filing a breach report and you haven't completed a documented "thorough and accurate" HIPAA Security Risk Analysis that meets the foundational Security Rule requirements, this is something you want/need to do so it can be reflected in your breach report to the OCR (HIPAA regulators) PCT's Comprehensive HIPAA Security Compliance Program (discounted) bundles: For Group Practices For Solo Practitioners Comprehensive HIPAA Security Policies & Procedures Forms & Logs for documenting implementation and maintenance of Policies & Procedures in practice Device & Workspace Security Suites Direct Support & Consultation from PCT team + therapist attorney Eric Ström, JD PhD LMHC (live & recorded + searchable library) Includes the Risk Analysis & Risk Mitigation Planning service + tool HIPAA Security & Privacy Ethics training Resources: PSYPACT Counseling Compact Social Work Licensure Compact Access MFTs

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Rüttelsensor, Retoucher, Ferrari #hsfeedback Jürgen: Analogue Photo Festival Rüdiger: Entwickler selbst herstellen Johannes: HDR-Sucher Zu Rügen bzw Ulrich Müther Probleme im Sucher bei Hitze HS Workshops Workshops HS Workshop-Newsletter Aufruf: Interesse an Licht/Mensch Workshop? Statt Werbung DANKE an alle Spender Es gibt kein … „#943 – Nicht mitbraten!“ weiterlesen

Women Leaders Overcome Self-Doubt: The Power Quotient Framework That Changes Everything (2026) Executive Summary: 68% of women in tech experience imposter syndrome, yet most have never been taught to fight it strategically. Former IBM VP Shelmina Babai Abji shares her Power Quotient (PQ) framework — a proven system for silencing the inner critic, amplifying your voice of courage, and advancing your leadership career. Quick Takeaways: 68% of women in tech report imposter syndrome — tech is the most affected industry (Hays, 2025). Your "Power Quotient" (PQ) is the ability to intentionally choose an empowering response over a disempowering one. The voice of fear is doing its job — your job is to feed your voice of courage louder reasons to act. For every 100 men promoted to first manager, only 81 women make the same leap (McKinsey, 2025) — PQ is a competitive differentiator. Showing your worth is a continuous journey of competence, confidence, relationships, and personal branding — not a one-time event. Sixty-eight percent of women in tech experience imposter syndrome. Let that number land. That means more than two out of every three talented, qualified women sitting in engineering meetings, VP offices, and C-suite strategy sessions are secretly wondering if they belong there. And according to a KPMG survey of 750 female executives, 75% of senior women leaders have experienced imposter syndrome at some point in their careers — with 85% saying they believe it's widespread in corporate America. Yet almost no one teaches women what to do about it — strategically, systematically, and permanently. I'm Sabrina Braham, MA, MFT, PCC — executive leadership coach with over 30 years of experience, and host of the Women's Leadership Success Podcast, now with over 950,000 downloads and ranked in the top 1.5% of podcasts globally. In Episode 162, I sit down with Shelmina Babai Abji — TEDx speaker, former IBM Vice President, angel investor, and author of Show Your Worth — for one of the most powerful and practical conversations I've ever had on this podcast. Shelmina grew up in poverty in Tanzania, put herself through school across three countries, walked into a room of 2,000 engineers where no one looked like her, and still became one of the highest-ranking women of color in IBM's history — overseeing teams that generated over $1 billion in annual revenue. Her secret? A framework she calls the Power Quotient. If you're a woman leader in tech or any competitive industry who is battling negative mental chatter, fear of speaking up, or the relentless whisper that says you're not qualified enough — this episode is for you. Why Self-Doubt Is Hitting Women Leaders Harder Than Ever in 2026 The data tells a story that is urgent and personal. A 2025 Hays survey of more than 8,000 professionals found that 68% of women in tech experience imposter syndrome — and that approximately one-third say these feelings grow more intense as their careers advance, not less. Tech is now the single most-affected industry in the entire workforce. This is not a personal failing. It is a structural reality. As Shelmina describes it, when you look around a room and see no one who looks like you, no one who sounds like you, no one who grew up like you — your brain does exactly what it is designed to do: it searches for evidence that you belong, finds little, and generates doubt. "I walked into a room of 2,000 engineers," Shelmina recalls, "and I realized there was not one person that looked like me. Not one person that spoke like me. And I started undermining my own capabilities, underestimating my own worth." The compounding problem is this: according to the McKinsey Women in the Workplace 2025 report, women represent 49% of entry-level employees — yet by the time you reach the C-suite, fewer than 29% of those seats belong to women. For every 100 men promoted to their first manager role, only 81 women make the same leap. The "broken rung" is real, and self-doubt is one of the forces that keeps it broken. The cost of unchecked self-doubt is not just personal — it is organizational. Women who silence themselves in meetings, decline stretch assignments, or step back from promotions because they do not feel "ready" are costing their companies their most strategic asset: authentic, experienced, high-EQ leadership. The good news? Shelmina's own career is proof that the cycle can be broken — and the tool she used is available to every woman listening right now. Introducing the Power Quotient (PQ): Your Most Underused Leadership Asset Most leaders are familiar with IQ (intellectual intelligence) and EQ (emotional intelligence). Shelmina introduces a third: PQ — Power Quotient. "We own the power to intentionally pick an empowering response to a disempowering stimulus, whether that stimulus is internal or external. That's your PQ. And the internal stimulus must be taken care of first, before we can fight the external." This is not a motivational concept. It is a cognitive framework with three operating principles: PQ Principle 1: Recognize the Voice of Fear — Without Obeying It The voice of fear is not your enemy. It is doing exactly what it evolved to do: keep you in your comfort zone. The moment you recognize that the whisper saying "they'll find out you don't belong" is just a voice — not a fact — you reclaim agency over it. Shelmina's turning point came during her first year at a major tech employer. She was sitting in a meeting, holding back an idea. Then she watched someone else state her exact idea — and receive praise for it. "That was the first time I recognized that my ideas do matter," she says. "And once I had that inner victory, everything changed." Try This Now: The next time you catch yourself editing an idea before you say it, ask: "Is this my voice of fear or my voice of courage speaking?" Name it. That naming alone is the beginning of PQ. PQ Principle 2: Feed Your Voice of Courage With Reasons Courage is not the absence of fear. It is acting despite fear — and it grows when you actively give it ammunition. Shelmina calls this "feeding your voice of courage," and it is a deliberate, intentional practice. In her case, the reason was visceral: "If I didn't speak up, they would not extend my visa. My dream of lifting my family out of poverty would be over." That reason was more powerful than her fear. Your reason does not need to be that dramatic — but it does need to be real to you. Effective reasons to feed your voice of courage include: The impact your idea could have on your team or clients The career advancement that depends on your visibility The women who will follow in your footsteps if you blaze this trail The competencies you will build only by speaking up and stretching PQ Principle 3: Make Your Voice of Courage Louder Than Your Voice of Fear This is the practice. Not silencing fear — but systematically amplifying courage until it drowns fear out. "I made my voice of courage louder than my voice of fear," Shelmina says, "by feeding it reasons why I should do something, as opposed to reasons why I shouldn't." This maps directly to what 2026 executive presence research identifies as the core of leadership gravitas: decisiveness under pressure and emotional self-regulation. Leaders who can redirect internal narratives in high-stakes moments are the ones who get promoted, trusted, and retained. How to Show Your Worth Without Waiting to Be Noticed One of the most actionable insights from Shelmina's work is this: showing your worth is not self-promotion. It is a strategic practice of continuously positioning yourself to contribute higher and higher value — and then ensuring the right people have a front-row seat to that contribution. "Show your worth, in the context of my book, is the value you contribute towards the success of your organization," Shelmina explains. "The recognition that I have something to contribute is the beginning of understanding your worth. And then the journey is: how do I continuously position myself to contribute more?" This has four dimensions that mirror 2026's most sought-after leadership competencies: Competencies — continuously building the skills that drive organizational outcomes Confidence — the deep-seated self-trust that comes from doing hard things and surviving them Relationships — intentionally building the four key relationships (boss, peers, mentors, sponsors — covered in Part II) Personal branding — ensuring your value is visible, not just felt Worth is not static. It is not something you either have or you don't. "The more competent you become," Shelmina says, "the higher the value you create." It is a compounding cycle — and it begins the moment you decide your ideas matter. Overcoming Negative Mental Chatter: A Framework for Women in Tech Negative mental chatter — the constant inner voice of "I'm not smart enough, I'll sound stupid, they'll find out" — is the presenting symptom of an unchecked voice of fear. Shelmina identifies it as the single biggest barrier she sees in her work with women leaders, and she is specific about how to address it. Step 1: Externalize It Treat negative mental chatter the way you would treat a notification on your phone: notice it, acknowledge it, then decide whether to engage. The chatter loses power the moment you observe it rather than inhabit it. Step 2: Name the Fear Underneath Is it fear of failure? Fear of judgment? Fear of stepping outside your comfort zone? Fear of being seen as someone who doesn't belong? Naming the specific fear collapses it from a fog into a manageable object. You can work with a named fear. You cannot work with a fog. Step 3: Reframe the Outcome "There is no such thing as failure," Shelmina says. "There are only various degrees of success." Every stretch assignment, every meeting where you spoke up and it didn't land perfectly, every project that didn't go as planned — these are data....

In this episode of the Latinas with Masters podcast, Dr. Christina Rodriguez interviews Veronica Suazo, a Bay Area Latina graduating with a master's in Marriage, Family, and Therapy from Alliant International University. Veronica shares her remarkable journey from struggling in San Francisco's school system with undiagnosed ADHD, barely graduating high school, to earning her bachelor's from USF and eventually pursuing her MFT degree. She discusses overcoming imposter syndrome, practicing self-care, and breaking generational cycles. Veronica also highlights her podcast, Get Real with V, and encourages Latinas to believe in themselves and pursue higher education.Show some love to our homegirl Veronica by listening to her podcast, Getting Real with V and following her on IG on @motivationbyv

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Meine Damen und Herren…, Brücken #hsfeedback Detlef vermisste den Podcast. Warum haben Sucher kein HDR-Display? Und Danke für den Hinweis mit dem Slider-Klick. Uwe empfiehlt eine Fuji statt einer Leica. Detlef und mech. Zooms in Smartphones Peter meldet Interesse an Mensch-Workshop Jürgen meldet … „#942 – Erfolgreicher Fail“ weiterlesen

In this insightful episode, Simi Markar, a licensed Marriage and Family Therapist, joins our host, Nandini Ray, to explore the realities of couples counseling and partner relationships.What exactly is couples counseling, and when should couples consider seeking support? What are the early warningsigns of a toxic or unhealthy relationship? How do family interference, cultural expectations, and traditional gender roles shape couple relationships in the South Asian community — and how can couples navigate these pressureswithout harming their bond?Tune in for a thoughtful conversation filled with professional insights, practical guidance, and culturally grounded perspectives on building healthier relationships.About Simi Markar: Simi Markar, MFT, is a licensed Marriage and Family Therapist in the Bay Area. She has been in practice for the last 20 years and is the founder of Mindset Counseling Group. This is a group practice that has a diverse team of clinicians and serves clients all throughout California. Herwork has been focused on supporting the South Asian community on issues related to: marriage, parenting, divorce, and co-parenting. She is passionate about reducing the stigma around mental health and making counselingservices easy to access. More info can be found on the website: www.mindsetcounselinggroup.com 

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Dieses Securityding, Vier Sendungen in einer #hsfeedback Florian: Fuji vs Leica HS Workshops Workshops HS Workshop-Newsletter Aufruf: Interesse an Licht/Mensch Workshop? Statt Werbung DANKE an alle Spender Es gibt kein Scheitern in der Kunst Themen Klostergeister Klostergeister-Feedbackvideo Übersicht über die Inhalte Teil … „#941 – Die Luft ist blau“ weiterlesen

The 6th Commandment, “Do not murder,” may honestly feel a bit irrelevant to your life. Most of us have no desire to harm others so this can seem like a command meant only for the worst kinds of people.  But in the Sermon on the Mount, Jesus exposes how personal it is to each one of us. As soon as he starts talking about anger, contempt, and the hidden conditions of the heart, we're all on the hook for breaking it. As we continue our ongoing series, 10 Keys to the Universe, Austin Conner, LCPC, and John Tinnin, MFT, M.Div., explore why human life is so sacred and why this commandment matters far beyond physical violence.  As you listen, you'll learn about both the obvious and non-obvious ways this command can be broken, and what Jesus means when he links anger and contempt to murder itself. John and Austin also cover several difficult and emotionally charged topics, including military service, suicide, and abortion. Rather than offering simplistic answers, they thoughtfully engage the real-life complexity, pain, and ethical questions surrounding each one. Most importantly, this conversation highlights the condition of the human heart—and the grace of Jesus that meets us there. Whether you feel burdened by guilt or tempted to dismiss this commandment altogether, our hope is that this episode moves you toward greater awareness, carefulness, and appreciation for the infinite value of human life. Podcast suggestion: Protecting and Choosing Life - featuring My Life Clinic in Columbia, MO. Connect with us:  Instagram: @withyouintheweeds Facebook: @withyouintheweeds            X: withyou_weeds Subscribe to our weekly newsletter: Website: withyouintheweeds.com

EirGrid, the operator and developer of Ireland's electricity grid, have also been the main sponsors of our Club Stars awards for the last two years.Recently, EirGrid also launched the second year of their GAA Community Heroes National Volunteer competition.And with the deadline for entries coming up this Sunday night, we wanted to remind our MFT listeners why you (or somebody you know) should get involved.The four provincial winners' designated clubs will each receive €5,000, while there will be awards of €1,500 to the clubs of the honourable mentions.An overall national winner will be selected from the provincial winners, and their club will receive an additional €5,000, for a total award of €10,000. So there are plenty of good reasons for you to get involved over the next couple of days, and get your entry in before midnight this Sunday, May 17th.Ciara Galvin, who is the Media Lead with EirGrid, joined Mike to chat a bit more about the competition and to explain how people can enter to be in the running for some great prizes.

Do you believe in soulmates? How do you find "The One?" ­ -- that one true love of your life?  It seems so challenging at times that there must be some sort of secret code, right?  Well, here to demystify the process is relationship expert Katherine Woodward Thomas.  She talks about the dynamics of healthy relationships and how to set intentions in that direction. She also examines what happens when people divorce (especially through the court system). She explains how it IS possible, if things don't work out, to "consciously uncouple."  She notes that the "happily-ever-after" myth was invented just 400 years ago when people had much shorter life spans. Katherine Woodward Thomas, M.A., MFT is the author of the New York Times bestseller "Conscious Uncoupling: 5 Steps to Living Happily Even After" and the national bestseller, "Calling in "The One:" 7 Weeks to Attract the Love of Your Life." She is also a licensed marriage and family therapist. Katherine is the originator of the "Conscious Uncoupling" process as well as creator of the "Calling in 'The One:' 49 Days to Love" online course. Info: www.KatherineWoodwardThomas.com. We air this interview, originally taped in Sept. 2018, in honor of Katherine, who made her transition recently.

La verdadera batalla del ser humano no se libra en escenarios visibles, sino en los pasillos silenciosos de la mente. La Guerra Invisible aborda la sanidad mental demostrando que la salud emocional y la madurez espiritual dependen de derribar estructuras internas de pensamiento que causan daño, cautiverio y dolor.Para comprender este conflicto, la Escritura nos provee de un mapa estratégico infalible. Segunda a los Corintios 10:4–5 afirma que las armas de nuestra milicia son poderosas en Dios para la destrucción de fortalezas, derribando argumentos y llevando cautivo todo pensamiento a la obediencia a Cristo. Asimismo, Efesios 6:16 nos insta a tomar el escudo de la fe para apagar los dardos de fuego del maligno.Esta guerra espiritual opera en tres niveles progresivos:El primer nivel son los Dardos de Fuego. Son ataques externos y repentinos en forma de pensamientos intrusivos, tentaciones o miedos. No son pecado en sí mismos y se apagan con fe inmediata. El error es dialogar con ellos. Ejemplos de esto vemos cuando Satanás puso en el corazón de Judas entregar a Jesús, o cuando incitó a David a realizar un censo por orgullo.El segundo nivel son los Argumentos y la Altivez. Ocurre cuando el dardo no se apaga y el pensamiento es aceptado y justificado. Se convierte en un razonamiento interno que compite con Dios, como creer que "solo valgo si produzco". Así les pasó a los espías en Canaán, que se vieron como langostas por temor, o a Tomás, que se encerró en su incredulidad. Aquí la lucha ya no es contra un ataque, sino contra una creencia.El tercer nivel son las Fortalezas Mentales. Son estructuras arraigadas que gobiernan las emociones y la conducta. Una fortaleza es una mentira repetida hasta sentirse verdad. Su proceso es claro: dardo no confrontado se vuelve argumento aceptado, y este, una fortaleza establecida. Lo vemos en Nabucodonosor, cegado por su propia soberbia en Babilonia.La solución bíblica no es la pasividad. Romanos 12:2 nos manda a transformarnos mediante la renovación de nuestro entendimiento. La libertad comienza al identificar la mentira, evaluarla con la Palabra y sustituirla por la verdad.Recuerda siempre: no todo pensamiento que cruza tu mente es tuyo, no todo es verdad y no todo merece hospedaje. Los dardos atacan, los argumentos persuaden y las fortalezas encarcelan, pero la verdad de Cristo nos hace completamente libres.Conferencias/Conserjería Virtual DisponibleCitas/ Invitaciones (787) 967-3597.Dr. Peter Burgos Vega Psy.D, MFT, LPPBilingual Family & Couple TherapyLicensed Psychoterapist, Marriage & Family Therapy: Crisis de Comunicación, Infidelidad, Crisis de Divorcio, Divorcio Emocional.Visite "Almas en Espejo": almasenespejo.comPágina de Facebook: drpeterburgosvegaPagina Web: https://peterburgos.wixsite.com/websiteCanal de YouTube: https://www.youtube.com/c/PeterBurgosVegaChannelEmail: peterburgos@yahoo.com

Cristo estableció una cátedra única: no fundada en estructuras humanas, sino en la autoridad del Reino de Dios.Sus enseñanzas en parábolas no fueron simples ilustraciones, sino un método deliberado de revelación y juicio. A través de ellas,Cristo comunicaba verdades espirituales profundas de forma accesible, pero a la vez velada para aquellos cuyo corazón no estaba dispuesto a recibir. Las parábolas cumplían un doble propósito: revelar y ocultar. Como Él mismo explicó, a unos les era dado conocer los misterios del Reino, mientras que a otros, viendo no veían y oyendo no entendían (Mateo 13). Esto no era arbitrariedad, sino una respuesta a la disposición del corazón.La parábola, entonces, se convierte en un filtro espiritual: separa al que busca de aquel que resiste la verdad. En esta cátedra, Cristo no solo enseñaba doctrina; confrontaba la condición humana.Cada relato el sembrador, el buen samaritano, el hijo pródigo no apunta primero a personajes externos, sino al oyente mismo.La enseñanza exige una respuesta: arrepentimiento, fe o endurecimiento.Así, la cátedra de las parábolas no es un espacio pasivo de aprendizaje, sino un escenario de decisión espiritual.Cristo no solo hablaba para ser entendido, sino para ser obedecido. Porque en sus parábolas, la verdad no se entrega simplemente… se discierne y se responde.Conferencias/Conserjería Virtual DisponibleCitas/ Invitaciones (787) 967-3597.Dr. Peter Burgos Vega Psy.D, MFT, LPPBilingual Family & Couple TherapyLicensed Psychoterapist, Marriage & Family Therapy: Crisis de Comunicación, Infidelidad, Crisis de Divorcio, Divorcio Emocional.Visite "Almas en Espejo": almasenespejo.comPágina de Facebook: drpeterburgosvegaPagina Web: https://peterburgos.wixsite.com/websiteCanal de YouTube: https://www.youtube.com/c/PeterBurgosVegaChannelEmail: peterburgos@yahoo.com

Este video aborda el tema del narcisismo dentro de la iglesia y cómo puede afectar profundamente la vida espiritual, el liderazgo y la salud de la comunidad cristianaPuntos clave tratados incluyen: • Aumento del Narcisismo en la Iglesia: El Dr. Burgos observa un incremento de comportamientos narcisistas dentro de la iglesia, especialmente en una cultura que busca atención y estatus. Advierte que el entorno eclesial puede convertirse en una plataforma de autopromoción, donde la personalidad es adorada más que Cristo. • Cómo discernir personalidades narcisistas: La discusión destaca cómo los narcisistas explotan la vulnerabilidad de quienes tienen “límites débiles” en algunas congregaciones, obteniendo acceso y privilegios sin demostrar verdadero carácter. Se enfatiza la importancia del discipulado para evaluar el carácter observando cómo las personas manejan la responsabilidad, el conflicto y la corrección. Los narcisistas tienden a justificar sus acciones, evitar la responsabilidad y atribuir la culpa a otros. • Peligros de los líderes narcisistas: Cuando los individuos narcisistas alcanzan posiciones de influencia en la iglesia, pueden fomentar la dependencia espiritual en ellos mismos en lugar de en Dios). Son resistentes a la disciplina y a menudo provocan división dentro de las congregaciones. • Narcisismo vs. Autoridad espiritual saludable (18:32): El video distingue entre rasgos narcisistas (que pueden corregirse) y una personalidad narcisista (incorrigible en su núcleo). Una personalidad narcisista tiene dificultades para mantener relaciones funcionales y muestra falta de conexión debido a experiencias de rechazo en la infancia. • Sanación para el narcisista (43:48): Aunque se advierte contra la autodiagnosis, el Dr. Burgos explica que la verdadera sanación de un narcisista implica humillar su ego.Conferencias/Conserjería Virtual DisponibleCitas/ Invitaciones (787) 967-3597.Dr. Peter Burgos Vega Psy.D, MFT, LPPBilingual Family & Couple TherapyLicensed Psychoterapist, Marriage & Family Therapy: Crisis de Comunicación, Infidelidad, Crisis de Divorcio, Divorcio Emocional.Visite "Almas en Espejo": almasenespejo.comPágina de Facebook: drpeterburgosvegaPagina Web: https://peterburgos.wixsite.com/websiteCanal de YouTube: https://www.youtube.com/c/PeterBurgosVegaChannelEmail: peterburgos@yahoo.com

Este relato confronta la realidad de que podemos ser espirituales, tener dones, predicar y ministrar, pero aún estar ausentes de caridad, misericordia y compasión. La caridad no es un accesorio del carácter cristiano, es la inclinación primaria del Espíritu en nosotros. Mientras los dones del Espíritu son otorgados por gracia para edificar a otros, el fruto del Espíritu es una obra interna que transforma nuestro carácter y suple lo que nos falta como personas. Los dones pueden operar sin una transformación profunda, pero el fruto solo se desarrolla cuando hay rendición genuina del yo a Dios. La rendición es el punto de inflexión: es entregar la voluntad, las reacciones, las heridas y el ego al gobierno del Espíritu Santo. 'El don es impartición; el fruto es transformación. El don te hace funcional en lo público; el fruto te hace semejante a Cristo en lo privado. Sin rendición no hay fruto, y sin fruto no hay verdadera semejanza a Cristo. Por eso, la exhortación no es solo a buscar dones, sino a rendirse para que la caridad, la templanza, la misericordia y la benevolencia se formen como evidencia viva del Espíritu en nosotros.

En el espacio de la salud mental y el cuidado del alma, a menudo confundimos dos estados emocionales que, aunque caminan cerca, tienen raíces y destinos completamente distintos: la soledad y la depresión. Comprender su diferencia es vital para sanar.La soledad es, principalmente, una experiencia relacional; un estado de desconexión. No siempre significa estar solo físicamente. Puedes estar en medio de una multitud y experimentar el peso de sentir: "no me ven", "no me entienden" o "no tengo una conexión emocional real". La soledad puede ser temporal, situacional por una pérdida, o incluso elegida. Aunque duele profundamente, en la soledad el alma todavía conserva su capacidad de deseo, de búsqueda y mantiene viva la esperanza de conectar con otros. Su grito interno es: "necesito conectar".La depresión, por el contrario, es una condición mucho más profunda del sistema emocional. No es simple tristeza ni aislamiento voluntario. Es un estado clínico y espiritual donde se afectan el ánimo, la energía, el interés por la vida, la motivación y la percepción del valor personal. A diferencia de la soledad, en la depresión no solo hay una desconexión del entorno, sino una ruptura interna. Se pierde el deseo de vivir, de sentir y de vincularse. Su eco no es la falta de otros, sino la afirmación: "he perdido el sentido de mí mismo".La diferencia psicológica clave es contundente: la soledad es una puerta de entrada emocional; la depresión es cuando esa puerta se cierra desde adentro.Hay personas que están rodeadas de gente y viven en una profunda soledad, buscando una mirada que las valide. Y hay personas que están acompañadas, pero internamente habitan en el subsuelo de la depresión. Al final, la diferencia entre ambas realidades no la determina la presencia o ausencia de los demás, sino la capacidad del alma de sentirse viva, valiosa y verdaderamente conectada con su propio ser y con Dios.Conferencias/Conserjería Virtual DisponibleCitas/ Invitaciones (787) 967-3597.Dr. Peter Burgos Vega Psy.D, MFT, LPPBilingual Family & Couple TherapyLicensed Psychoterapist, Marriage & Family Therapy: Crisis de Comunicación, Infidelidad, Crisis de Divorcio, Divorcio Emocional.Visite "Almas en Espejo": almasenespejo.comPágina de Facebook: drpeterburgosvegaPagina Web: https://peterburgos.wixsite.com/websiteCanal de YouTube: https://www.youtube.com/c/PeterBurgosVegaChannelEmail: peterburgos@yahoo.com

What if you knew you held the power of destiny in your hands and could create your own vibrant future? Do you want to radically change your life for the better? According to today's guest, best-selling author Katherine Woodward Thomas, M.A., MFT, it is indeed possible! Katherine is the author of the New York Times bestseller "Conscious Uncoupling: 5 Steps to Living Happily Even After," and the national bestseller, "Calling in "The One:" 7 Weeks to Attract the Love of Your Life." She is a licensed marriage and family therapist and has taught thousands of people worldwide.     Today Katherine explains a very powerful technique whereby you look to your ideal future, then live from that future backward. She invites us to ask ourselves, "Who am I called to become," then begin living from that place. Who would you need to be now to become that person? She explains how we can start from the future, to essentially create that future by practicing acting as our possible self. What's possible? What do you need to let go of? She further discusses how this is different from hope. It's about purposefully living through intention and alignment. Katherine teaches us that it is possible to evolve beyond our painful past and truly create a life we love! She discusses these ideas in free online webinars. Info: katherinewoodwardthomas.com.   We air this interview, originally taped in April 2022, in honor of Katherine, who made her transition recently.

Send us Fan MailDischarge is where a lot of plans quietly fail, not because clients “don't care,” but because we underestimate how fast structure disappears and triggers return. We walk through aftercare planning the way we want you to think on a licensing exam and the way we want you to practice as a therapist: as a clinical process that starts early, stays collaborative, and keeps working after the final session.We unpack a simple four-phase framework (assessment, goal setting, resource matching, and implementation with follow-up) and then zoom in on the stance that makes it work. We lean on motivational interviewing so clients buy into the plan instead of tolerating it, and we keep it strengths-based so aftercare feels achievable. We also talk harm reduction and systems thinking, because “meet the client where they are” is not a soft option, it's the clinically appropriate one when real life includes family dynamics, housing instability, employers, and neighborhoods that can either support recovery or pull someone backward.Then we get concrete and exam-ready: continuing care and recovery management checkups, Critical Time Intervention (CTI), Assertive Community Treatment (ACT), and the growing evidence for peer support. You'll also hear practical tools you can use tomorrow, including relapse prevention planning, warning sign hierarchies with clear crisis steps like 988, support network mapping, behavioral rehearsal, warm handoffs, and the Stanley Brown Safety Plan. We close with the assessment instruments exam writers love: ASAM criteria, WHODAS 2.0, the Recovery Capital Scale, and the Columbia Suicide Severity Rating Scale (C-SSRS).If you found this helpful, subscribe, share it with a classmate or consult group, and leave a quick review so more therapists can find the show. What aftercare question do you want us to tackle next? Want to know if you're ready for your Licensing Exam. Take our free exam today!If you need to study for your national licensing exam, try the free samplers at:  LicensureExamsThis podcast is not associated with the NBCC, AMFTRB, ASW, ANCC, NASP, NAADAC, CCMC, NCPG,  CRCC, or any state or governmental agency responsible for licensure.

Avec nous pour en parler, Michel Bula, le co-fondateur du Melbourne French Theatre, Lucie Sors, Events Manager du MFT et Paul Wanis, le metteur en scène de cette nouvelle pièce. Cette comédie écrite par Jean-Pierre Martinez dénonce avec un humour caustique la cupidité, le pouvoir et les compromis moraux. « Save Our Savings » « Sauvegardons nos économies » “ Préservons notre épargne”.

323 | Lisa Olivera, MFT So honoured to welcome back Lisa Olivera, MFT to explore her new book When the Ache Remains. Lisa shares how becoming a mother has brought up new layers of both loss and connection, and we both open up about recent, painful relationship ruptures.   Full Show Notes and Transcript Here   Join our adoptee community on Patreon here   Check out our upcoming live events here!   Find out more about Adoptees for Family Preservation here!   Support Haley's new podcast here!   This podcast is for educational and entertainment purposes only. Nothing stated on it, either by its hosts or any guests, is to be construed as psychological, medical or legal advice. Please seek out professionals in those fields if you need those services. The views expressed by the hosts of Adoptees On or any guests are their own and do not represent the opinions of any organization or other person unless otherwise stated.

In this podcast, we honor the legacy of Katherine Woodward Thomas, MA, MFT, a licensed therapist, recognized pioneer in transformational psychology, and the New York Times bestselling author of acclaimed books that have reached millions across the globe including Calling in the One, and Counscious Uncoupling, and here latest book, What's True about You:  7 Steps to Move Beyond Your Painful Past and Manifest Your Brightest Future, which is the subject of this podcast.  What's True about You is a positive guide, centered on "future-forward frameworks,' designed to help the reader unleash their brightest future.  This approach is highly proactive because it recommends that the reader take responsibility for their life and actively generate the future, rather than passively waiting for change. Through her programs, she has guided more than 100,000 individuals to profound breakthroughs and certified over 2,000 coaches and therapists in her training.  Her work stands at the forefront of a new paradigm in psychology--Future Forward Therapy.  Her legacy lives on in the lives she touched and in the love, growth, and truth she inspired. To connect with her family, team, and continuing organization, please see: https://katherinewoodwardthomas.com/ https://www.instagram.com/katherinewoodwardthomas/ https://www.facebook.com/katherinewoodwardthomas/ This podcast is available on your favorite podcast platform, or here:https://endoftheroad.libsyn.com/episode-342-katherine-woodward-thomas-whats-true-about-youtransformational-psychologyfuture-forward-therapy Have a blessed weekend!  

Send us Fan MailRepression is one of those ideas that sounds simple until you try to use it in real life or in the therapy room. We're talking about the kind of “forgetting” that isn't forgetting at all: an unconscious, active defense mechanism that hides memories, feelings, and impulses because your mind decides they're too dangerous to hold.We start by making the key distinctions clear, especially repression vs ordinary forgetting and repression vs suppression. From there, we walk through the core characteristics clinicians actually look for: how repressed material stays alive, how it returns through anxiety, depression, relationship patterns, dreams, and behavior, and why emotional flatness in the face of objectively painful content can be a loud signal. We also spend time on the somatic side of repression, including how trauma can show up as chronic pain, tension, fatigue, and other body symptoms when the story itself can't be spoken yet.Then we widen the lens to show how repression can shape different presentations, from dramatic surface emotion that protects deeper vulnerability in histrionic patterns, to rigid control that buries anger and need in obsessive-compulsive personality traits, to attachment pain and shame dynamics in borderline presentations. We also connect repression to projection in paranoid patterns and to the fragmented intrusions seen in PTSD and complex trauma. Throughout, we keep coming back to the same clinical stance: repression is protective first, and our job is to build enough safety and capacity for integration, not force insight.If you found this helpful, subscribe, share it with a colleague or friend, and leave a review so more people can find the show. What's one “symptom breadcrumb” you've learned to take more seriously?If you need to study for your national licensing exam, try the free samplers at:  LicensureExamsThis podcast is not associated with the NBCC, AMFTRB, ASW, ANCC, NASP, NAADAC, CCMC, NCPG,  CRCC, or any state or governmental agency responsible for licensure.

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow #hsfeedback HS Workshops Workshops HS Workshop-Newsletter Aufruf: Interesse an Licht/Mensch Workshop? Statt Werbung DANKE an alle Spender Es gibt kein Scheitern in der Kunst Themen Klostergeister Was ist neu im Kloster Workshopthemen Welche Kurse sind noch hier? Workshopprojekte Storytelling mit mehreren Fotos Perspektiven … „#940 – Es ist keiner erstickt“ weiterlesen

Women's Leadership Success Podcast — Episode 161Executive Summary: In 2026's era of mass layoffs and rapid restructuring, talented women leaders are being thrust into expanded roles before they feel ready. Executive coach Sabrina Braham reveals the 3-move framework — drawn from 30+ years of client breakthroughs — that transforms overwhelm into executive presence and lasting confidence.Quick Takeaways:75% of executive women have experienced imposter syndrome — even after earning their seat (KPMG).The skills that made you successful at your last level often stop working at the next one.Confidence is not certainty — it's steadiness while uncertainty still exists.Silence creates anxiety; even imperfect clarity helps teams move forward.Leadership doesn't begin when confidence arrives — it begins when you decide to move anyway.The Role Just Got Bigger. Your Confidence Hasn't Caught Up. Now What?You didn't plan for this. The promotion path you imagined — deliberate, supported, well-timed — isn't what happened. Instead, a reorganization happened. Layoffs happened. Two managers left in the same week. And suddenly, you're carrying responsibilities that didn't exist in your job description six months ago, with a team looking to you for answers you're not sure you have yet.If this sounds familiar, you're not behind. You're right on time.I'm Sabrina Braham, MA, MFT, PCC — executive leadership coach with over 30 years of experience helping senior women leaders step into bigger roles with confidence and clarity. The Women's Leadership Success Podcast has surpassed 900,000 downloads and is ranked in the top 1.5% of podcasts globally. Clients include leaders at Stanford University, Ernst & Young, Autodesk, and companies of all sizes — from high-growth startups to global enterprises.In Episode 161, my husband and co-producer Tim Warren turns the microphone around and interviews me — because over the past year, one challenge has shown up in virtually every coaching engagement I've had: talented, proven leaders being asked to lead roles that expanded faster than their confidence. This episode — and this guide — is for you.The 2026 Reality: Forced Expansion Is the New Normal for Women LeadersWhat's happening in the workplace right now isn't a temporary disruption. It's a structural shift — and it's disproportionately landing on the shoulders of high-performing women.Grant Thornton's 2026 Women in Business research found that women's representation in senior U.S. leadership dropped from 35% to 31% in just two years — precisely as layoffs consolidated organizational structures and eliminated the middle-management layers that once served as leadership on-ramps. Fewer women are getting promoted through deliberate paths, and more are being pulled into expanded roles through organizational necessity.Meanwhile, a March 2026 Stanton Chase study of 132 women executives across 45 countries found that the single most consistent piece of advice from women who had reached the C-suite? Move before you feel ready. More than 50 of the 132 respondents — independently, across industries and continents — said some version of: "Don't wait until you feel 100% prepared."And yet KPMG research shows that 75% of executive women have personally experienced imposter syndrome — even those who have objectively succeeded at the highest levels. That gap between external achievement and internal confidence isn't a character flaw. It's a predictable psychological pattern — and one you can navigate strategically.What "Forced Expansion" Actually Looks LikeForced expansion is what I call the pattern where leaders aren't stepping into bigger roles through a thoughtful promotion path — they're being pulled into them. Someone leaves. A division gets cut. Departments combine. Budgets tighten. And suddenly, one capable leader is carrying the work of two or three.One of my clients last week illustrates this perfectly: an engineer was hired at a top company into a manager role. On his third day, the two other managers in his division quit — and he went from overseeing one section to overseeing all of them. That's not an edge case anymore. That's Tuesday.Another client — a leader in manufacturing — inherited a second, highly technical department she had never led, after a round of layoffs. Her first instinct was: I need to know everything before I speak with confidence. That belief was slowing her down. We changed the model. She stopped trying to be the smartest person in every room. Instead, she began asking sharper questions, clarified priorities, built accountability, and used the expertise already around her. Within months, executives stopped seeing someone who was overwhelmed — and saw someone who was expanding. That changed everything.Why High Performers Struggle Most When Roles ExpandHere's the uncomfortable truth that most leadership advice doesn't address directly: what made you successful at your last level often stops working at the next one.High performers are rewarded for execution, reliability, doing more, and fixing problems personally. But senior leadership rewards something different: direction, judgment, influence, composure, and decision-making without certainty. Many smart leaders try to win the next level using the habits from the last level — and that creates burnout fast.You may recognize yourself in any of these:More responsibility, but less clarity on what success looks likeGreater visibility with senior leaders — with bigger expectations and fewer instructionsPressure to lead confidently while still learning the terrainFeeling capable, but not fully readyWondering how to be seen as promotion-ready when you're still figuring out the new scopeBeing strong technically, but stretched strategicallyIf any of this feels familiar, you are not behind. You are in the exact transition where careers accelerate — or stall. And how you navigate it determines which direction yours goes.The Trap: Waiting for Internal PermissionThe most common behavior I see in leaders experiencing forced expansion is what I call waiting for internal permission. They over-prepare. They hesitate. They second-guess. They believe, somewhere deep down, that they need to know everything before they can speak with confidence.That belief is expensive. It costs you time, opportunity, and the trust of the team waiting for you to lead.The mindset shift that changes everything: stop trying to prove you deserve the role. Start acting like you belong in it. Presence is built in motion. Confidence grows through reps. You become ready by leading.The 3-Move Framework for Leading Before You're ReadyWhen I work with leaders navigating forced expansion, these three moves consistently separate the ones who rise from the ones who stall.Move 1: Define Success ClearlyGet a vivid picture in your mind of what it looks like when you're truly succeeding in this role — not performing, not surviving, but succeeding. What decisions are you making? How is your team showing up? What are senior leaders saying about your impact?Write it down. Specificity is power here. And remember: not everything matters equally. Forced expansion often means 10 priorities land at once — but only two or three actually move the needle right now. Identify those and protect your focus fiercely.Try This Now (10 minutes): Open a blank document and write your answer to this question: "If I'm wildly successful in this expanded role 90 days from now, what is true?" Don't edit. Don't filter. Let yourself see it clearly first.Move 2: Build an Advisory CircleLeadership is not a solo performance. One of the most powerful things you can do in a stretch role is identify the people — inside and outside your organization — who have the expertise, context, and candor to help you navigate.This is not about admitting weakness. It's about operating strategically. The executives who rise fastest in times of organizational change are the ones who mobilize the intelligence around them, not the ones who try to contain every answer personally.Your advisory circle might include: a peer in another department who knows the terrain you've newly inherited; a mentor who has navigated similar transitions; a coach who can help you build your next-level skillset; and experts on your own team whose knowledge you can leverage while you're learning.The Stanton Chase 2026 study found that securing sponsors — people who advocate for you behind closed doors — is the second most consistent differentiator for women who reach the C-suite. A mentor advises you. A sponsor walks into a room where your name isn't being mentioned and makes sure it is.Move 3: Communicate Often — Even Without All the AnswersSilence creates anxiety. Clarity creates momentum. Even imperfect clarity helps teams move.Your team doesn't need you to have all the answers. They need to know someone is navigating — that there is direction, even if the path is still forming. The strongest leaders I know can say: "We don't know everything yet. Here's our next move. We'll adjust as we learn."That kind of leadership doesn't weaken trust. It builds it. Establish a communication rhythm immediately: weekly team check-ins, regular updates to your senior leadership, brief touchpoints with stakeholders in areas you've newly inherited. Don't wait for perfect information. Communicate your thinking, your priorities, and your progress — and invite input along the way.    Coming Soon — Free for Early AccessLeading Before You're ReadyA premium leadership playbook by Sabrina Braham, MA, MFT, PCCThis is the playbook Sabrina created for every high performer navigating more visibility, bigger expectations, and faster timelines — a practical, structured guide for what actually changes at the next level of leadership.? Lead with greater confidence and clarity — right now, not someday? Increase your visibility with the decision-makers who determine your next opportunity? Build executive trust faster in new and expanded roles?...

The Pew Research Center reports that a significant majority of American parents—approximately 66% to 70%—believe that raising children is more challenging today than it was 20 years ago. The main reasons for this perception include the impact of technology and social media, financial pressures, and shifting societal values.   According to the Cleveland Clinic, family therapy provides substantial benefits for improving communication, resolving conflicts, and enhancing emotional health. Nearly 90% of participants in therapy report an improvement in their emotional well-being. Family therapy helps address behavioral issues, reduces stress, and strengthens family bonds by allowing family members to express frustrations in a safe and constructive environment.   Todd Sarner is a licensed psychotherapist, parent coach, and the founder of Transformative Parenting. Since 2004, he has assisted thousands of parents in creating calmer homes, fostering stronger relationships, and achieving better cooperation with their children—without relying on punishments, scripts, or constant power struggles. Todd's work is grounded in attachment science, developmental psychology, and neuroscience. He is a former faculty member of the Neufeld Institute and was mentored within Dr. Gordon Neufeld's developmental, attachment-based framework.   His approach encourages parents to look beneath their children's behavior to understand what drives their struggles, while also helping them build the emotional steadiness and leadership necessary for instigating real change. Todd specializes in supporting thoughtful, high-achieving parents who often feel overwhelmed, discouraged, or caught between harsh discipline and overly permissive parenting. Through his Transformative Parenting Process, Todd teaches families how to strengthen attachment, improve emotional regulation, create a healthier home environment, and respond to behaviors in ways that are both effective and relationships-focused. He is also the author of *The Calm & Connected Parent*, which provides an attachment-first blueprint for raising resilient children in a world influenced by screens, stress, and artificial intelligence.   For More information: https://transformativeparenting.com/ LinkedIn  @ToddSarner,MFT    YouTube: @TransformativeParentingwithTodd Discover More: https://masterclassforparents.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Trust me bro, Schriftsatz, altes DTP Programm, Typoherzöge #hsfeedback Von Marius: 360-Projekt von Chris Webview mit Pannellum Vom Markus: Nachtrag zu „Adobe editiert hosts Datei“ Von Arel: Problem auf der Webseite Von Samuel: Workshop Lichtgestalten unbedingt Von Mars: Alternativer Fotoladen in Köln … „#939 – Leicaalter“ weiterlesen

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen #hsfeedback Nachtrag zu japanischen/chinesischen Schriftzeichen von Stefan: Besuch im Leica Museum Titel für einen neuen Workshop: LichtGestalten von Paul: Fotorucksack, der in ein Flugzeug Handgepäck passt Vergrößerungsfaktor in Lightroom von Arne: Vermisster Workshop von Manuel: Fotolabore von Erik: Abspeichern als RAW und JPEG ohne Hintertürchen? von … „#938 – Lizenzgebamsel“ weiterlesen

Kewanee City Council considered multiple resolutions in its latest session. Among the items, councilmembers approved an agreement allowing city police services in park district areas, aiming to enhance safety across public spaces. The council also discussed urgent repairs to a hazardous, caved-in sidewalk at First and Main Streets, moving to allocate funds and coordinate contractors for immediate remediation. Two resolutions concerned partnerships with IDOT to fund improvements on South Street, including the use of local MFT funds as a match requirement. The agenda included preliminary talks on utilizing Placer.ai technology for data analysis and potential updates to local water ordinances.

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Neue ID, Start-Stop, Kann sein – muss aber nicht HS Workshops Workshops HS Workshop-Newsletter Aufruf: Interesse an Licht/Mensch Workshop? Statt Werbung DANKE an alle Spender Es gibt kein Scheitern in der Kunst Themen Bericht aus der Sehwerkstatt Tagging mit KI ON1 Restore Alptraum-Generator? … „#937 – Farbdiät“ weiterlesen

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow lalalalala… Fusionsenergie wird uns retten! HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender Themen Preview zur Sehwerkstatt 2026 am kommenden Wochenende Einschränkungen können auch nerven: Boris S/W-Jpeg-Adventures featuring das alte 50 1.8 News Erster Discount für Sigma BF Eingestellt: … „#936 – Die Idee ist schlauer als sie sich anhört“ weiterlesen

Executive SummaryGravitas drives 67% of executive presence—yet most high-performing leaders are invisible outside their immediate team. Branding strategist Howie Chan reveals why executive personal branding is a career survival tool in 2026, how the C.A.R.E. framework builds the credibility that gets leaders referred, and why thought leadership—not harder work—is the primary currency for promotion. Quick Takeaways Gravitas drives 67% of executive presence—confidence, decisiveness under pressure, and EQ are what decision-makers evaluate first. Executive personal branding in 2026 has shifted from self-promotion to stewardship and thought leadership. Your LinkedIn profile is a professional vault—every post builds a body of work recruiters and executives review before any interview. The C.A.R.E. Framework (Competence, Authenticity, Reliability, Empathy) is the proven path from visibility to trust to referral. The best time to start was years ago. The second-best time is right now. You Work Hard. You Deliver Results. So Why Doesn't Anyone Know Your Name? I'm Sabrina Braham, MA, MFT, PCC—executive leadership coach with over 30 years of experience, and host of the Women's Leadership Success Podcast, ranked in the top 1.5% globally with more than 950,000 downloads. In nearly three decades of coaching senior leaders, I have seen one pattern repeat itself again and again: the most talented professional in the room is frequently the least visible one. In a March 2026 interview on this podcast, branding strategist Howie Chan—former managing director of brand strategy, now one of LinkedIn's most recognized voices on executive personal branding—laid out exactly why that invisibility happens and what to do about it. His story begins on March 31st, 2022. A Friday afternoon calendar invite. His manager and an HR person on the Zoom call. After nearly nine years as managing director, he was laid off. His first thought wasn't strategy—it was shame. He had painters in his house that day. What would they think? "There's no such thing as loyalty to you. It's a business, so people get let go all the time. That's what led me to help executives become known outside the four walls of their company—before a crisis forces the issue." — Howie Chan, Professional Brand Strategist In 2026, that mission has never been more urgent. Executive search firms and hiring committees now evaluate digital presence as seriously as a résumé. The professionals landing opportunities fastest are not the most credentialed—they are the most visible and the most strategically positioned. Want the complete framework? Download our FREE Women's Leadership Branding Blueprint Accelerator — used by 250+ senior leaders to accelerate their visibility and get promoted faster. Download Free Why Executive Personal Branding Is No Longer Optional Most high-performing leaders were taught a lie: put your head down, do exceptional work, and the right people will notice. Current research defines executive presence as the "ability to win the confidence of those around you"—and gravitas, which includes confidence, decisiveness under pressure, and emotional intelligence, accounts for a dominant 67% of that equation. But gravitas cannot win confidence from people who have never encountered you. Executive branding in 2026 has shifted decisively from self-promotion toward stewardship and thought leadership. The leaders gaining traction are not the loudest voices—they are the most consistent, most authentic, and most strategic about who they serve. "You might say, 'my colleagues know me,'" Howie told me. "But there will be a time you will leave your company—and what happens then?" The Hidden Cost of Being Invisible Think about what happens when your name appears in a decision-maker's inbox. What comes to mind for them? "I need to take this call—this person can help me with X"? Or do they scroll past because they have no mental model of who you are? "That's essentially what brand is—the story someone tells themselves about you when you're not in the room." — Howie Chan In my coaching practice, I see this constantly: high-achieving leaders going up for promotion, being passed over—not because of performance, but because the decision-makers above them do not know their story. No brand equals no promotion. The correlation is that direct. Executive Personal Branding vs. Self-Promotion: The Critical Difference One of the most liberating reframes Howie offers is the distinction between personal branding (how people perceive your personality) and professional branding (who you serve and what problems you solve). "When you hear 'personal brand,' people think it means talking about your life or your experiences," he explained. "But from a professional standpoint, it starts with who: Who are you helping? What problems are you solving?" This shifts the entire frame from bragging about yourself to making your value legible to the people who need it. There is even neuroscience behind why high-performers resist doing this. Howie cited the lesser-known inverse of the Dunning-Kruger effect: while low-ability individuals overestimate their competence, those with genuine expertise tend to undervalue it. The better you are, the more you assume everyone already knows what you know—so you stop communicating it. Your silence reads as absence. 3-Step Positioning Framework Identify WHO specifically benefits from your expertise—not everyone, your right people. Define the specific PROBLEMS you solve that others in your field cannot solve as equally well. Create content and conversations that connect your experience to those problems—not your job title. The 2026 Executive Branding Framework: 5 Practices That Move the Needle Current research across executive search, leadership development, and digital strategy points to five practices that define the leaders who are breaking through in 2026: Quality Over Quantity — Strategic Content, Not Random ActsThe research-supported baseline: one original educational post per week and one short-form video per month. This simple cadence, sustained over six months, creates the compound visibility effect that sporadic posting never achieves. Howie reinforced this directly: "Whatever you write, make it short, make it memorable, make it punchy. If you can take the time to make it shorter, do." Human-First Narrative — Authenticity as Executive CurrencyAudiences and boards now seek what researchers call "unapologetic authenticity"—signature stories reflecting values, purpose, and lessons from failure. This is not vulnerability for its own sake; it is strategic humanity that builds the Connection and Charisma pillars of the 7 C's executive presence framework. Strategic Participation — Conversation, Not BroadcastingSuccessful executive brands in 2026 are built not just through publishing but through deliberate participation in "conversation hubs"—commenting on posts from industry leaders, analysts, clients, and peers. Only 1% of LinkedIn professionals post weekly; consistent participation immediately places any leader in a visible minority. Thought Leadership as CurrencyTrue thought leadership in 2026 is sharing original, experience-based insights that change how others think or behave. This differs fundamentally from curating others' content or echoing industry consensus. It establishes authority that transcends a traditional résumé. Short-Form Video — The New Business CardExecutives using short video clips under 90 seconds are seeing 3–5× higher LinkedIn reach than equivalent text posts. Production quality matters far less than consistency and authenticity. One direct, structured insight delivered on camera builds more trust than ten polished written posts. LinkedIn: Your Professional Vault (And You're Barely Using It) Howie described LinkedIn not as a job board but as a living body of work. "Every post, everything you put up there, builds a record that any recruiter, any teammate, any C-suite executive can look at and think: wow, this person knows what they're talking about." He identified two traps executives fall into most often: The Lecture Room Trap: Treating LinkedIn as a broadcast channel where you teach at people. Write scannable, short, conversational content that invites dialogue. The Follower-Count Trap: Chasing vanity metrics. 500 deeply engaged, right-fit connections outperform 50,000 passive followers. Define what you want LinkedIn to do—promotion visibility, client attraction, or authority-building—and optimize for that specific outcome. One of my clients recently wanted me to rewrite her first LinkedIn post before publishing it. My advice: publish it imperfectly. Start. Get feedback. Adjust. Executive personal branding is built through consistent iteration, not through waiting for perfection. The C.A.R.E. Framework: Building Credibility That Gets You Referred Credibility is not about how many people know your name—it is about the depth of trust you have built with the right people. The highest expression of that trust is referral: when someone stakes their own social reputation by recommending you. Howie's C.A.R.E. framework defines the four pillars of that trust: C.A.R.E. Pillar What It Means for Your Executive Brand   CCompetence You are genuinely excellent at what you do. This is the non-negotiable foundation—it cannot be faked and cannot be substituted.   A Authenticity You share what is real—not everything, but nothing false. Perceived inauthenticity destroys brand instantly; genuine stories build it permanently.   RReliability You do what you say. You show up consistently. This is what separates trusted advisors from interesting acquaintances.   E Empathy You genuinely care about the people you serve—their goals, their constraints, their full context. All content and conversation starts there. "When you have all four, you become a credible person that somebody trusts—and the biggest level of trust is when people refer you.

Mayo Football Talk brings together the Mayo Football Podcast and the Mayo GAA Blog in one integrated online space, making it a true one-stop shop for Mayo football supporters.In this podcast episode, Mike, John and Rob tell you more about MFT.ieMayo Football Talk continues the work of the Mayo Football Podcast in providing podcasts covering all the major Mayo matches during the year, both at inter-county and club level, with lively discussion and in-depth analysis from a range of expert contributors.Drawing on the long track record of the Mayo GAA Blog, Mayo Football Talk also provides written content in the form of blog posts, regular columns, news stories, fixture details, team announcements, match reports and more.  Go to www.mft.ie to see for yourself. 

Send us Fan MailIf you need to study for your national licensing exam, try the free samplers at:  LicensureExamsThis podcast is not associated with the NBCC, AMFTRB, ASW, ANCC, NASP, NAADAC, CCMC, NCPG,  CRCC, or any state or governmental agency responsible for licensure.

What happens when chronic illness, chronic pain, and eating disorders collide? In this deeply moving episode, therapist, professor, and author Tamie Gangloff, MA, MFT shares how her own journey with scoliosis shaped her relationship with her body and ultimately led her to write Chronic Illness and Eating Disorders: Assessment, Clinical Skills, and Lived Experiences. With authenticity and clinical wisdom, Tamie explores the hidden links between chronic illnesses and disordered eating, offering powerful reframes and practical tools that can change the way healing is understood. Whether you live with a chronic illness or support those who do, this conversation will leave you feeling seen, challenged, and inspired to listen more deeply to yourself and to others.   If you enjoy our show, please rate, review, subscribe, and tell your friends and colleagues!   Interested in being a guest on All Bodies. All Foods.? Email podcast@renfrewcenter.com for a chance to be featured.   All Bodies. All Foods. is a podcast by The Renfrew Center. Visit us at: https://renfrewcenter.com/

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow zuverlässig Dienstags, warum ist der Hintergrund nicht blau, Kekssuche, Bruchware ist Fake HS Workshops Workshops HS Workshop-Newsletter Noch 10 Tage bis zur Sehwerkstatt Statt Werbung DANKE an alle Spender News Nikon: Garantie: Fehlerhafte Teilen können Totalausfall bedeuten David vs. Adobe: Stock-Archiv scheitert vor … „#935 – Pok pok pok pokcasten“ weiterlesen

Send a textIf you need to study for your national licensing exam, try the free samplers at:  LicensureExamsThis podcast is not associated with the NBCC, AMFTRB, ASW, ANCC, NASP, NAADAC, CCMC, NCPG,  CRCC, or any state or governmental agency responsible for licensure.

Join Eric "The Hater"  and Marcus "The Grand" Finale for our live edition of Da Sharpshooters Wrestling Podcast #Wrestlemania #WWESmackdown #WWE News: OVW Referee Incident Jon Moxley Free Agent? Santos Gone!!! AAA News Breaking News as it happens, because we Live. Please don't expect much in news Smackdown Randy destroys Cody Jelly Roll was here and doing stuff The Bellas are back again, and no one really cares...or do they. MFT, Wyatt Sicks are featured Rhea Ripley confronts Jade  For Yo Consideration Da Sharpshooters Wrestling Podcast Gives us our damn award for podcasting you cowards

Part 2 of 2 | Continued from: Continuous Improvement Leadership: Women's Career Guide 2026Executive SummaryWomen leaders continuous improvement culture succeeds or fails based on one variable: the leader's personal commitment. Olaf Boettger's 27-year framework reveals the CEO's 90-day launch plan, two fatal CI mistakes, women's natural CI advantage, and the 10-minute personal Kaizen practice that compounds career results starting today.Quick Takeaways70% of CI initiatives fail — almost always due to leader behavior, not methodology (Olaf Boettger, 27 years P&G/Danaher)Women leaders continuous improvement culture succeeds because women's natural humility and collaborative style align with CI requirementsThe CEO's first 90 days: Gemba ? Top-10 Problem List ? 5 Whys ? Impact-Effort Matrix ? Daily HuddlesPersonal Kaizen takes less than 10 minutes per day and starts compounding career results immediatelyLaid-off women can apply CI directly to job search — turning a demoralizing process into a systematic, controllable oneIn Part 1 of this conversation, Olaf Boettger revealed the foundations of women leaders continuous improvement culture — Kaizen philosophy, Gemba principles, and the three capabilities that make it work: courage, humility, and discipline. But knowing the philosophy is not the same as executing it.Most organizations have heard of Kaizen. Most have tried it. Most have failed.According to Olaf, who spent 27 years at Procter & Gamble and Danaher mastering this system, the failure is rarely about the methodology. It is almost always about the leader.In Part 2 of our Women's Leadership Success Podcast interview, Olaf reveals exactly what a successful women leaders continuous improvement culture launch looks like — the CEO's first 90 days, the two fatal mistakes that kill every initiative, why women bring a genuinely underappreciated competitive advantage to this work, and the personal Kaizen practice that takes less than 10 minutes a day and starts compounding results immediately.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of a podcast ranked in the top 1.5% globally with over 750,000 downloads, I have seen this framework transform the careers of women who stopped waiting to be recognized and started building systems that made them impossible to overlook. Building a women leaders continuous improvement culture is not only a leadership strategy — it is a career survival strategy in 2026.Ready to make yourself the standout candidate in 2026's competitive market?Download our FREE Leadership Branding Blueprint Accelerator and discover:The exact 5-step system to position yourself as indispensable (not just competent)How to document CI results in a format that gets you promoted 3x fasterThe personal achievement tracker that turns invisible work into visible impactScripts for self-advocacy conversations that feel natural, not pushyDOWNLOAD FREE — womensleadershipsuccess.com/blueprintThe CEO's First 90 Days: Your Continuous Improvement Culture Launch PlanIf you are stepping into a new leadership role — or finally ready to build a women leaders continuous improvement culture in your existing organization — the first 90 days set everything. Olaf's approach is structured around a deceptively simple insight: the problems you can solve are already visible if you are willing to go look at them.Step 1: Go to Gemba — The Real Place (Days 1–30)Gemba is the Japanese term for the real place — where the work actually happens. For a CEO or senior leader, Gemba might mean riding along with a salesperson, observing operations on a floor, sitting with engineers reviewing prototypes, or speaking directly with customers about how they use your product.This is not a listening tour. It is a fact-gathering mission. The gap between what leadership believes is happening and what is actually happening is, in most organizations, enormous. The only way to close that gap is to go see for yourself.For women building a women leaders continuous improvement culture, this Gemba-first approach is especially powerful: it signals humility and curiosity before authority — the exact combination that earns trust fast in new organizations.Step 2: Build Your Top-10 Problem List (Days 15–30)After Gemba, the next move is prioritization. A former Danaher colleague of Olaf's — who became CEO of a large Anglo-American corporation — used exactly this method: he created a numbered top-10 problem list and began working through it methodically with his teams.The discipline here is critical. You are not solving all problems. You are sequencing them. Problem 1 gets your full attention and resources until it is resolved. Then Problem 2. Then Problem 3. This focus prevents the scattered, multi-initiative paralysis that kills most CI attempts before they produce results.Step 3: Apply the 5 Whys to Find Root Causes (Days 20–60)Once you have your prioritized list, the next step is diagnosis. Olaf uses the 5 Whys — a Toyota-originated technique where you ask 'why does this problem exist?' and then ask 'why?' to each answer, five levels deep. By the fifth 'why,' you are nearly always at the systemic root cause rather than a surface symptom.The difference is critical. Treating symptoms produces temporary fixes. Addressing root causes produces permanent improvement. This is why organizations that chase the first obvious solution — like a $50 million ERP system — often spend enormous resources only to discover the original problem persists.Step 4: Use the Impact-Effort Matrix to Sequence Solutions (Days 30–60)Not all solutions are equal. Olaf teaches leaders to categorize every potential solution across two dimensions: impact (does it actually solve the problem?) and effort (how much time, money, and energy does it require?).Solution CategoryPriority Action? High Impact + Low EffortDo these FIRST — quick wins that build momentum and credibility? High Impact + High EffortPlan carefully — these are your strategic projects? Low Impact + Low EffortDo only if capacity allows — don't let these consume bandwidth? Low Impact + High EffortEliminate — these drain your CI culture before it startsStep 5: Run Daily Red/Green Huddles as Your Standard Management Meeting (Days 1–90)As described in Part 1, the 15-minute daily red/green huddle is not a CI activity added on top of normal business. It IS the management meeting. Red means a problem is identified and being addressed. Green means performance is on track. Run without exception every day, it signals that the improvement culture is real — not a program that fades at the next crisis.What Your Organization Sees by Day 90When you execute this plan, three things happen simultaneously: your team sees you are committed enough to observe their actual work; they see the organization's most painful problems being addressed systematically; and they begin to internalize what a good solution looks like. This is how women leaders continuous improvement culture takes root — through behavior modeling, not value announcements.The 2 Fatal Mistakes That Kill Continuous Improvement InitiativesOlaf estimates there is a graveyard of failed CI initiatives in nearly every large organization. The causes are almost never about the methodology. Here are the two patterns he sees repeatedly — and what women leaders can do differently.Fatal Mistake #1: The Leader Who Wants Results Without ChangingIn German, there is a phrase for this: 'Wash my fur, but don't make me wet.' The leader wants the outcomes of CI — better numbers, more efficient teams, fewer crises — but is unwilling to personally change how they operate. They hire consultants, launch programs, run trainings. And then they return to their previous behavior.This is fatal because culture follows behavior, not announcements. If the CEO does not go to Gemba, the SVP will not go to Gemba. If the SVP does not go, the VP will not go. By the time the directive reaches managers who are supposed to implement CI, it has been diluted into a program that nobody owns.For women leaders specifically: the antidote is your natural advantage — the willingness to be publicly humble, to admit what you do not know, and to go see before you decide. A women leaders continuous improvement culture that the top leader personally models is one that spreads without a mandate.Fatal Mistake #2: Treating CI as a Separate ActivityThe second pattern is more subtle but equally deadly: organizations that run CI as a parallel track alongside their 'normal' business. Friday afternoon training. Quarterly workshops. A dedicated CI team that other leaders do not engage with.This is the wrong model entirely. At Toyota, Danaher, GE, and every organization where CI works long-term, continuous improvement is not something you do in addition to running the business. It IS how you run the business. The 15-minute daily red/green huddle is not a CI activity — it is the operational meeting. The improvement system and the management system are the same system.The practical implication: if your organization has a CI initiative that exists separately from how work is actually managed, advocate for integrating the two. That single structural change will determine whether your women leaders continuous improvement culture produces lasting results or joins the graveyard.Why Women Leaders Build Continuous Improvement Culture BetterOne of the most powerful moments in our conversation came when I asked Olaf directly: do women bring unique strengths to continuous improvement culture?His answer was unequivocal — and grounded in 27 years of observing what actually works in organizations around the world."There is a lot less ego involved in a lot of women I've worked with. And if we look at the three capabilities for successful continuous improvement — courage, humility, and discipline — I've seen women bring more to the table, especially on the humility side. Being more open to say: let's bring others in,

EXECUTIVE SUMMARYIn 2026's 'forever layoff' era, women leaders who master continuous improvement leadership outperform peers, reduce their layoff risk, and accelerate promotions. Olaf Boettger's 27-year Kaizen framework — courage, humility, discipline — turns daily small improvements into extraordinary career results.Key stat: Toyota workers are 2x more productive than competitors using this same system.? QUICK TAKEAWAYS•       Continuous improvement leadership doubles your career productivity vs. peers who stop learning•       The 3 capabilities every woman leader needs: courage to name problems, humility to keep learning, discipline to stay consistent•       Kaizen's daily 15-minute team meeting is directly applicable to your own career self-management•       GE's turnaround under Larry Culp proves CI works in any industry — finance, tech, healthcare, or your own career•       In 2026's 'forever layoff' climate, CI skills signal indispensable strategic value to any organizationIf you're a woman leader in 2026, the job market has changed dramatically — and not in your favor. Glassdoor's Worklife Trends report calls it the 'forever layoff': small, rolling cuts that never make headlines but keep talented executives in a constant state of anxiety. Meanwhile, AI is reshaping roles at every level, and the competition for standout positions has never been fiercer.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — ranked in the top 1.5% globally with over 750,000 downloads — I've interviewed more than 144 of the world's top leadership experts. When I heard Olaf Boettger's approach to continuous improvement leadership, I immediately knew this was the missing framework most women leaders had never considered.Olaf spent 27 years at Procter & Gamble and Danaher — two of the most operationally excellent companies on earth — mastering the Japanese Kaizen philosophy. What he discovered translates directly to career acceleration: the same system that doubled Toyota's worker productivity and powered GE's biggest turnaround in American history can supercharge your leadership brand and make you the candidate no one can afford to pass over. The 2026 Career Reality: Why 'Working Hard' Is No Longer Enough The data is sobering for women leaders right now. According to Glassdoor's 2025 Workplace Trends report, small layoffs — under 50 people — now represent 51% of all job cuts, up from just 38% in 2015. These 'forever layoffs' create cultures of anxiety where talented women question their value daily.At the same time, female manager engagement dropped seven percentage points in 2025 alone — the steepest decline of any group, according to Gallup research. Women leaders are being asked to do more with less, carrying teams through AI disruption and RTO mandates, while their own career advancement stalls.The traditional answer — work harder, be more visible, volunteer for every high-profile project — simply isn't scaling. In a market where 45% of employers rate the job outlook as 'fair' at best, you need a completely different strategy. You need continuous improvement leadership. ? Ready to transform your career trajectory?  Download our FREE Leadership Branding Blueprint Accelerator and discover:•       A proven system to document your impact and accelerate promotions•       How to build a leadership brand that makes you the obvious choice•       A measurable framework for expanding your organizational influence•       Strategic positioning for high-visibility, career-defining initiatives•       The same approach Sabrina uses with Fortune 500 executives to 3x their promotion speed? GET YOUR FREE LEADERSHIP BRANDING BLUEPRINT ACCELERATOR What Is Continuous Improvement Leadership? The Kaizen Framework Explained Continuous improvement — known in Japanese as Kaizen, meaning 'change for the better' — originated at Toyota nearly 90 years ago. After World War II, with limited resources and a need to compete globally, Toyota developed a system to extract maximum quality and efficiency from every process. That system, now called the Toyota Production System, became the foundation of what we know as Lean, Six Sigma, and the Danaher Business System.For women leaders, continuous improvement leadership means applying these same principles to your career, your team, and your organization. It is not a one-time initiative or a January resolution. It is a daily practice — a permanent operating system.The Three Foundation PrinciplesOlaf distills continuous improvement leadership into three core principles:Kaizen — The belief that there is always a better way. This is not about being self-critical; it is about being growth-oriented. Every interaction, presentation, and leadership decision is an opportunity to iterate and improve.Go to Gemba — Go to the real place. Stop relying on slide decks and secondhand reports. As a leader, this means visiting your stakeholders, understanding what your team actually experiences day-to-day, and staying close to the work that creates value.Customer focus — Always anchor to what your 'customer' values. In a career context, your customers are your executive stakeholders, your team, and the business outcomes you're hired to deliver. Everything you do should be filtered through: does this add value for them?The Three Capabilities That Determine SuccessAccording to Olaf, your mindset determines everything. Leaders who succeed with continuous improvement possess three non-negotiable capabilities:CapabilityWhat It Looks Like in PracticeWhy Women Leaders Need It NowCOURAGEHonestly naming when your performance or your team's is 'red' — even when the culture rewards positivity over truth.In 2026's performance-pressured environment, leaders who surface problems first are seen as strategic — not weak.HUMILITYStaying open to learning regardless of your experience level. As Olaf says: the best leaders he's known, including P&G's CEO A.G. Lafley, were the most humble.Imposter syndrome tempts women to prove they already know everything. Humility is the counterintuitive superpower.DISCIPLINEShowing up for improvement consistently — not just in January. Committing to the decade, not the quarter.Career advancement compounds. The women who stand out in 2026 are those who have been quietly improving for years. The Business Case: What Continuous Improvement Leadership Actually Delivers For skeptics — and Olaf acknowledges that many leaders initially resist this approach — the numbers make a compelling argument. Toyota, the originator of this system, generates roughly twice the revenue per employee compared to its nearest competitors. Danaher, where Olaf spent the bulk of his career, has sustained approximately 15–16% compound annual growth for 40 consecutive years.The most visible example is GE's transformation under Larry Culp — the former Danaher CEO who took over when GE was in deep financial trouble. Using continuous improvement as the operating backbone, Culp and his teams executed what many consider one of the greatest corporate turnarounds in American business history, eventually splitting GE into three highly successful independent companies.On a practical level, Olaf shared a specific case study from a Danaher acquisition: a company delivering orders on time just 50% of the time. Using CI methodologies, that number rose to 95%. For context, if Amazon delivered your packages on time half the time, you'd stop using Amazon. A 45-percentage-point improvement is not incremental — it's transformational. TRY THIS NOW (10 Minutes)Apply Olaf's Red/Green method to your career right now: Identify one goal you have for your career this quarter (promotion, salary increase, high-visibility project).Set a specific target. Write your current actual. Color code it: are you green (on track) or red (below target)? If red — write one sentence explaining why.Then write one action you will take this week to close the gap. That's continuous improvement leadership in action. Do this every Monday.  How to Apply Continuous Improvement Leadership to Your Career in 2026 The beauty of Kaizen is that it scales from a Toyota factory floor to your personal career strategy. Here's how to translate Olaf's framework into your daily leadership practice:The 15-Minute Daily Leadership HuddleAt every Danaher facility, teams hold a 15-minute standing meeting every morning. They review five metrics — safety, quality, delivery, inventory, productivity — and ask: are we red or green? If red, why? Who does what by when?For your career, your five metrics might be: stakeholder relationships, project delivery, skill development, visibility, and team performance. A daily or weekly 10-minute self-check asking those same questions creates the discipline of continuous improvement at the individual level.Visual Management for Your CareerOlaf emphasizes making performance visible. In organizations, this means color-coded boards. For your career, this translates to maintaining a simple achievement tracker — a running document of your wins, metrics, and impact — that you review weekly. This directly feeds your Leadership Branding Blueprint and becomes the evidence base for promotion conversations.The Growth Mindset + Kaizen ConnectionOlaf's PhD research connected him deeply to Carol Dweck's work on fixed vs. growth mindsets. Dweck's research demonstrates that individuals who believe abilities can be developed through dedication consistently outperform those who believe talent is fixed. Continuous improvement is the operational expression of growth mindset — it gives you the system that turns that belief into measurable career results. Your 7-Step Continuous Improvement Career Action Plan Step 1 (10 min): Define your career target.