Podcasts about mft

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

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.

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

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

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

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Wir werden sehen, das laute, mehr Action in der Bildsprache, Sprechdurchfall HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender HSFeedback Marko: Hat den Kalender bewundert und meldet einen Fehler Detlef: Das 70-200/2.8 ist großartig! (mit Überweisung) Jürgen: Jeff Bridges … „#934 – Toolhopping“ weiterlesen

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,

Explores the importance of strengthening our resolve to speak the truth and trust our leadership and why deepening rituals and community for feminine leadership, especially in challenging times is critical to our survival. Our voices have been supressed and as more harm is brought to light by way of the Epstein Files and the destructive commands from the administration in the White House we have an opportunity and a responsibility to hold a line for justice and a new way forward. I shares personal practices, collective prayers, and insights on how women can trust their intuition and embody their unique roles to foster healing and transformation.   "We already know how to do this; we are wise." "The feminine is rising in us all." "Women give so much, and why it's still not enough."   Join The Midlife CEO - 8 Week Live Commnity Series: https://circle.lisamalia.co/join The podcast episode I mention in this episode with my friend and host of The Mind Performance Podcast, Lindsay Paoli, MFT: https://www.podbean.com/ep/pb-badjn-1a5ed8a   Chapters: 00:00 Introduction to Week Two of Feminine Leadership Journey 00:39 The Importance of Rituals and Community in Turbulent Times 01:49 Listening to the Feminine Voice and Speaking Our Truths 03:05 The Feminine Leadership Archetypes and Their Unique Roles 04:44 Revolutionary Times and the Power of Collective Action 06:53 Deconstructing Patriarchy and Embracing Liberation 08:38 The Role of Rituals in Connecting with Inner Wisdom 10:05 The Archetypes of Feminine Leadership: Midwife, Courage, Creator 12:07 The Power of Collective Threads and Women Weaving Change 13:38 The Wayshower and the Disruption of the Status Quo 15:07 The Sacred Love and Visionary Archetypes in Action 16:43 Practical Rituals: Breathwork, Altars, and Personal Practices 18:19 Building Community and Trust Among Women 19:56 The Power of Personal and Collective Prayers 22:00 Honoring Birthdays with Personal Rituals and Intentions 23:28 A Collective Prayer for Love, Healing, and Embodiment 24:53 Navigating Collective Rage and Embracing Transformation 26:50 Deepening Rituals and Trust in Inner Guidance 28:27 Earth-Based Prayers and Connecting with Nature 30:14 Practical Tips for Incorporating Rituals into Daily Life 31:35 The Role of Women in Collective Healing and Leadership 32:59 Trusting Yourself and Your Inner Wisdom 34:23 Reflections and Closing Thoughts on Feminine Power     #feminineleadership #rituals #epsteinfiles #femininerage #wombwisdom #feminineenergy #womenscircle #womensleadership #leadershipcoach #masculineenergy 

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Hier ist nämlich Phase, deshalb haben wir Prestrom… Morsen und CBFunk HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender HSFeedback von Thomas: RapidRaw kostenloser RAW Entwickler von Johannes: Ich habe auf jeder Kamera einen HotShoe-Schutz von Frank: Warum berichtet … „#933 – Hintertürchen“ weiterlesen

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Hab ihr ’ne App geschrieben, Band-Fotografie, Schuhe putzen HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender HSFeedback von Roland: Rückmeldung über eine Ausstellung, „What the Fake“ Stadtmuseum in Arau. Ebenso „New Realitys“ – im Kalender verzeichnet von Hendrik: bei … „#932 – Nahstelleingrenze“ weiterlesen

In this special listener-requested episode, the tables turn! Christa's daughter Hannah (the graphic designer behind Enneagram and Marriage) takes over as host to interview Christa about the questions you've been asking AND to share special E + M family news as another MFT in training gets added to the family: Hannah asks questions, What was her childhood like? What does she wish she'd known before marriage? Why does she love family systems theory so much? How does she regulate her nervous system after hard therapy days? Hannah asks the personal questions, from Christa's favorite thing about Wes, book talk, and more! This episode is a behind-the-scenes look at the person behind the podcast and a perfect bridge from the attachment series into March's family systems focus. Christa shares how her family of origin shaped her attachment style, what she's intentionally done differently as a parent, and what she hopes her kids remember about their family when they're adults. Whether you're a longtime listener or new here, this conversation will help you understand why Christa does this work, and maybe inspire you to look at your own story with fresh eyes. Watch on YouTube! Find more about your type, the pod, freebies, and SO much more at our website right here! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.EnneagramandMarriage.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Love what you're learning on E + M? Make sure you leave us a podcast review so others can find us, too⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ here!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Christa's Best-Selling Book, The Enneagram in Marriage, here! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://a.co/d/df8SxVx Learn more about your ad choices. Visit podcastchoices.com/adchoices

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.

Anneke Hogeland, co-author of The Trituration Handbook: Into the Heart of Homeopathy, walks us through the practice of triturations, a careful process of preparing remedies that often gets overlooked in homeopathy. She shares how her training in the Netherlands and collaboration with Judy Schriebman led to the creation of their definitive guide, filling a gap in how triturations are taught and practiced. The conversation explores practical examples, from bird remedies to calendula and persimmon, showing how these preparations can reveal both physical and emotional insights. Anneke also talks about the unexpected challenges of triturations and how to approach them with awareness and intention. Stories from her work, including a patient with cancer, highlight the real-world impact these remedies can have when carefully prepared. Episode Highlights: 02:44 - How it all began 06:46 - The sign of a successful trituration 10:54 - An unforgettable experience 13:10 - How calendula helps old wounds 16:12 - Upcoming Trituration of Male and Female Feathers 19:27 - The Persimmon Remedy 25:51 - Proving stories: unexpected effects 30:46 - Experimenting with Trituration Techniques 37:42 - Finding what works best 39:54 - The Role of Communication in Triturations 44:00 - One-day vs multi-day triturations 48:11 - Interpretation of animal appearances  51:17 - Following the dream thread 55:58 - Should family expect unusual behavior when doing trituration? 01:01:28 - Best place to purchase Anneke's books 01:08:30 - Anneke's first homeopathic experience About my Guests: ANNEKE C.H. HOGELAND, MS, MFT (1948 – present) practiced as a homeopath, psycho therapist, and hypnosis expert in and around Berkeley, California. Anneke leads Family Constellation Therapy workshops worldwide. She graduated from the Pacific Academy of Homeopathy in San Francisco in 2000. A Dutch citizen, she first came to the U.S. in the late sixties for college, but soon after her arrival became completely enchanted with hot air ballooning. She traveled the world for many years as one of the first female commercial balloon pilots and set a world altitude record at 28,036 feet in 1977. Early in her homeopathic career, Anneke studied extensively with European homeopaths and found the quality of teaching, research and practice was frequently moving into realms that were not discussed in American schools. In Germany they were triturating remedies to higher levels (C4 homeopathy) leading to a greater understanding of remedies. Jan Scholten was classifying the minerals and elements. Roger van Zandvoort was working on the Millenium repertory, and researcher Frans Vermeulen was organizing and correcting the entire Materia Medica in significant ways. Alize Timmerman, as the foremost proponent of C4 homeopathy in the Netherlands, was spreading this work far and wide across the world. As the founder of HomeopathyWest, Anneke has organized many homeopathic seminars in the San Francisco Bay Area; Judy continues this work. Anneke is semi-retired now and moved to Portugal in 2018. Find out more about Anneke Website: https://homeopathywest.com/about-us/ If you would like to support the Homeopathy Hangout Podcast, please consider making a donation by visiting www.EugenieKruger.com and click the DONATE button at the top of the site. Every donation about $10 will receive a shout-out on a future episode. Join my Homeopathy Hangout Podcast Facebook community here: https://www.facebook.com/groups/HelloHomies Follow me on Instagram https://www.instagram.com/eugeniekrugerhomeopathy/ Here is the link to my free 30-minute Homeopathy@Home online course: https://www.youtube.com/watch?v=vqBUpxO4pZQ&t=438s Upon completion of the course - and if you live in Australia - you can join my Facebook group for free acute advice (you'll need to answer a couple of questions about the course upon request to join): www.facebook.com/groups/eughom          

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Teure Hardware, Banderole, KI für Telefonkonferenzen, Döner HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender HSFeedback Von Harald: Artemis II – der Weg zum Mond Robert: Keine Kameraarbeit mehr in der Lokalpresse Manuel: Daten zur Hörerdemographie Followup von Dieter … „#931 – Hochkariert“ weiterlesen

Send a textEver freeze at the sight of “ego syntonic” and “ego dystonic” on a practice exam? We turn those look-alike terms into a clear, usable map you can trust under pressure. Using a simple memory hook—sync versus distress—we walk through the language, posture, and motivation cues that separate rationalized, identity-aligned behavior from painful, identity-clashing symptoms.We share crisp clinical scripts that bring each stance to life: the unapologetic “that's just who I am” client who blames others, and the anxious “I hate this, make it stop” client desperate for change. From the therapy chair to the testing center, you'll learn how distress level, awareness, and source of motivation reshape your first moves. We break down common disorders by typical ego stance—why personality disorders, early-stage anorexia, and delusional disorder skew syntonic, while OCD, major depression, panic, and many impulse-control disorders skew dystonic—and flag exceptions like body dysmorphic disorder where insight varies.Then we connect the dots to treatment planning. With dystonic presentations, you can lean into skills, exposure, and direct goal setting because readiness is high. With syntonic presentations, you slow the pace, build alliance, use motivational interviewing, and gently test beliefs to find the first crack in certainty. You'll leave with exam-ready heuristics—distress, awareness, motivation—that let you read vignettes fast and choose the intervention that fits the person in front of you.If this helped clarify the difference, follow the show, share it with a colleague who's studying, and drop a review telling us the first clue you now listen for. Your feedback helps more clinicians find tools that work when it counts.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.

Tamie Gangloff is an MFT and National Business Development Representative for Healing at Hidden River. She is also an adjunct professor at West Chester University teaching Eating Disorder Psychology. Tamie completed her Master's in Clinical Psychology at Antioch University in Santa Barbara and has worked at all levels of care for eating disorders and substance abuse. She is an advocate with the Eating Disorders Coalition, Tamie is the Founding President of the Southwest Philly IAEDP chapter, and a former group leader for The National Alliance for Eating Disorders. She is the Medical Trauma Advisor for Root to Branch. Tamie is the author of 'Chronic Illness and Eating Disorders: Assessment, Clinical Skills and Lived Experiences' We discuss topics including: Chronic pain and suicide Screening questions to ask clients pertaining to chronic pain and eating disorders Invisible Disability Learning to ask for help Weight stigma with smaller bodies, larger bodies and "fit" bodies   SHOW NOTES: (Book) Chronic Illness and Eating Disorders instagram.com/authortamiegangloff _________________________________ If you have any questions regarding the topics discussed on this podcast, please reach out to Robyn directly via email: rlgrd@askaboutfood.com You can also connect with Robyn on social media by following her on Facebook, Instagram, Twitter, and LinkedIn. If you enjoyed this podcast, please leave a review on iTunes and subscribe. Visit Robyn's private practice website where you can subscribe to her free monthly insight newsletter, and receive your FREE GUIDE "Maximizing Your Time with Those Struggling with an Eating Disorder". Your Recovery Resource, Robyn's new online course for navigating your loved one's eating disorder, is available now! For more information on Robyn's book "The Eating Disorder Trap", please visit the Official "The Eating Disorder Trap" Website. "The Eating Disorder Trap" is also available for purchase on Amazon.

The Neuroscience of Thriving: How Women Leaders Transform Burnout Into Happiness and High Performance With 60% of senior women reporting record burnout (McKinsey, 2025) and 82% of all employees at burnout risk, the happiness crisis demands neuroscience-based solutions. Dr. Paul Zak reveals the "key moments" framework, Love Plus algorithm, and immersion science that transforms workplace well being, leadership culture, and sustained career success. • Happy workers are 13% more productive, with wellbeing interventions showing 10-21% productivity gains (Oxford, 2024) • 50% of happiness comes from quality social relationships—80% of "key moments" are social experiences • Women leaders who invest in relationships develop different brain activity patterns for sustained thriving • The "do-not-do list" creates bandwidth for extraordinary experiences that prevent burnout • Silence, volunteering, and authentic vulnerability are neuroscience-backed practices for long-term happiness As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast (900,000+ downloads, top 1.5% globally), I'm witnessing an unprecedented crisis: 60% of senior-level women report feeling frequently burned out—the highest level ever recorded (McKinsey, 2025). And it's getting worse. WebMD Health Services research shows burnout perceptions increased by over 25% from 2022 to 2024, with 82% of all employees now at burnout risk. Gen X women leaders, senior managers, and directors face the highest rates—precisely the women who should be thriving at the peak of their careers. But what if the solution isn't "work-life balance" programs or meditation apps? What if neuroscience reveals a completely different approach to sustained happiness and high performance? In Part 2 of my interview with Dr. Paul Zak—pioneering neuroscientist and author of "Immersion: The Science of the Extraordinary and the Source of Happiness"—we explore the brain-based framework for thriving that transforms how women leaders approach wellbeing, create extraordinary workplace cultures, and sustain career success without sacrificing happiness. The Thriving Crisis: Why Traditional Wellbeing Programs Fail Women Leaders Fast Company (2025) reports that throughout 2025, companies treated employees with "stunning disregard": rolling layoffs, unchecked workloads, and blind eyes to burnout. Over 200,000 American women quit their jobs this year, citing inflexible policies and lack of support. For women leaders specifically: • Only 26% strongly agree their organization cares about their wellbeing (Gallup, 2025) • 42% of working women say their job has had a negative impact on mental health (vs. 37% of men) • Women who feel stressed daily are 46% more likely to actively seek new jobs • 36% of full-time women have a mismatch between preferred and actual work arrangements Why the Gap? Most organizations spent the past decade conflating wellbeing with wellness programs. They handed out meditation apps, gym stipends, and yoga classes while ignoring the root causes: uncaring managers, lack of connection, always-on expectations, and feeling unappreciated. The result? Burnout soared, engagement flat-lined, and the best women leaders walked awa What Neuroscience Reveals About Thriving vs. Surviving "The book has the title Happiness in it, but it's really about thriving," Dr. Zak clarifies. "How do I extend positive mood and high energy over my lifetime?" Using distributed neuroscience technology and the Six app (measuring brain activity continuously at one-second frequency), Dr. Zak's research team discovered something revolutionary: People who have 6 or more "key moments" daily are truly thriving—engaged in life, resilient to stress, and sustaining high performance. What Are Key Moments and Why Do They Matter? "Key moments are high-value experiences that help us grow as human beings and thrive," Dr. Zak explains. "What we found is that the systems in the brain that give us these high-value moments are deep in the brainstem, hidden from our conscious awareness." Dr. Paul Zak This explains why traditional self-assessment wellbeing surveys fail: Most people cannot accurately identify what truly makes them happy. "When we ask people, 'What was your most important moment yesterday?' they don't know," Dr. Zak reveals. "Because it's hidden from conscious awareness. Many times, people will do something they think is really fun that doesn't give their brain a lot of value." The Neuroscience: Why Social Connection Drives Happiness Recent research from Oxford University confirms what Dr. Zak's neuroscience proves: About 50% of our happiness is due to the quality of our social relationships. But here's the critical finding for women leaders: 80% of key moments are social experiences. "It's the people that give me that ability to be present and emotionally open," Dr. Zak emphasizes. "Sometimes I'll get a key moment when I'm really in a great writing project, but mostly, it's when I'm out at a conference, having dinner with people, giving talks." The Leadership Implication: Women leaders facing declining corporate support (only 54% of companies now prioritize women's advancement) cannot wait for organizational culture change. You must proactively create the social connections and immersive experiences that sustain your brain's capacity to thrive. The Two Core Components: Presence and Emotional Openness 1. Being Present "If I'm distracted, it's not going to be a good experience for me," Dr. Zak explains. "So I'll often take my phone and just turn it off in meetings. Hey, you guys, this is an important meeting, I need all the phones off." For Women Leaders: • Create technology-free zones during strategic thinking and team conversations • Block "thinking time" on your calendar—treat it as sacred as client meetings • Practice "walking in silence" to oxygenate your brain and generate ideas • Use the 60-90 minute rule: take 5-minute movement breaks to maintain cognitive clarity 2. Being Emotionally Open "Do we want to be around people who don't share their emotions with us?" Dr. Zak asks. "No. If I say 'I'm having a tough day' and you're like 'oh, that's terrible' with no emotion—that's not a friend, that's a robot." Emotional experiences are saved in memory in a particular way that makes them more easily accessible. When you share authentic emotions, you activate neural pathways that build trust, create connection, and generate the key moments that sustain thriving. Critical for Women Leaders: This isn't about oversharing or being "too emotional" (a bias women already face). It's about strategic vulnerability that makes you relatable, trustworthy, and capable of building the deep connections that drive both happiness and high performance. The Love Plus Algorithm: A Neuroscience Framework for Daily Happiness When Time Magazine asked Dr. Zak to write three sentences on New Year's resolutions, he created what he calls his "algorithm for living a happy and fulfilled life": Love Plus. The Love Plus Framework: L - Love and be loved Invest deeply in relationships. Research shows 50% of happiness comes from social connection quality. For women leaders, this means prioritizing meaningful relationships with family, friends, and trusted colleagues—not just networking transactions. O - Openness to new experiences Travel, try new activities, engage with different perspectives. Novel experiences create neurological growth and generate key moments that sustain thriving. V - Volunteering and giving back "The evidence is so overwhelming that helping others makes you happy," Dr. Zak notes. Even small acts of generosity—buying a colleague coffee, mentoring a junior team member—create reciprocal happiness loops. E - Exercise Physical movement isn't just wellness theater. It oxygenates the brain, reduces stress hormones, and creates conditions for key moments to emerge. PLUS: • Purpose: Connect daily work to larger meaning and impact • Learning: Continuous growth through reading, courses, new skills • Unique experiences: Prioritize extraordinary moments that create lasting memories • Silence: Create space for reflection, creativity, and strategic thinking How Women Leaders Apply Love Plus Daily Dr. Zak's framework isn't theoretical—it's immediately actionable: Morning: 10 minutes of silence before checking devices (builds presence, reduces cortisol) Workday: 2-3 "connection moments" with team members beyond task management (builds trust, creates key moments) Lunch: Walk outside without phone (exercise + silence + openness to new observations) Afternoon: Learn something new—read an article, take a short course, explore a topic (continuous learning) Evening: Invest in deep relationships—quality time with family/friends, not just logistics (love and be loved) Weekly: Volunteer or mentor (giving back creates sustained happiness) The Do-Not-Do List: Creating Bandwidth for Thriving "Many executives tell me they don't have time for key moments," Dr. Zak acknowledges. His solution? The do-not-do list. "I realized I was doing a lot of things on my to-do list that weren't actually that valuable. So I made a second list called my do-not-do list. And it's way longer than my to-do list." Examples from Dr. Zak's Do-Not-Do List: • Do not attend meetings without clear agendas and time boundaries • Do not respond to every email within 2 hours (batch processing instead) • Do not say yes to every speaking invitation (protect creative bandwidth) • Do not schedule back-to-back meetings all day (protect key moment opportunities) • Do not work weekends as default (protect relationship investment time) For Women Leaders: What activities drain energy without creating value? What obligations stem from people-pleasing rather than strategic necessity? Your do-not-do list creates the space for the 6+ daily key moments that neuroscience shows drive sustained thriving.

Our WWE SmackDown review as Simon Miller recaps:0:00 The Vision interrupts Cody Rhodes, Randy Orton, Sami Zayn and Jey Uso3:35 Carmelo Hayes vs. Rey Fenix4:26 Backstage promos6:19 Charlotte Flair & Alexa Bliss vs. Liv Morgan and Roxanne Perez8:12 Axiom vs. Johnny Gargano9:49 Gunther vows to end AJ Styles' career11:32 Ilja Dragunov vs. The Miz12:19 MFT's and Wyatt Sicks promo12:57 Cody Rhodes, Randy Orton, Sami Zayn & Jey Uso vs. The VisionGet Norton VPN: https://norton.ow5a.net/c/221109/3757569/4405?subid1=WCWrestling Hosted on Acast. See acast.com/privacy for more information.