Podcasts about mft

In today's episode Nando T and Jonathan are talking the latest news in wrestling, coming up with ideas for a Legendary Faction return, can Cody get the blessing??? We get into Smackdown, RAW and some NXT. Nando T questions the wrestling gods and if they hate the Cardona family??? All this and so much more.......CHEERS!!!JERKING THE CURTAINROUND TABLE OF TOPICSNEWSMatt Cardona reports he has torn triceps, why do the wrestling gods hate opportunity Black Friday rumors looming, big name cuts coming soon following Ilja Dragunovs release Konans recovery is not going well according to reports, body is rejecting kidney transplant from 8 years ago “You Just Made the List” Give me a list of wrestlers to join Cody and the 4 Horsemen SMACKDOWNBig surprise Sami is still bitching Cody wants Randy but does Randy have a plan for Cody???MFT's look great and retain the tag titles I like Paige working with Chelsea but I still want a run for her What is WWE doing to Giulia??? Talking about a wrestler needing a reset…..Blake Monroe makes her cheating debut Tatum is finding her way on Smackdown, solid backstage promo with Alexis and Charlotte Barons got some sweet bikes, how many times can Trick and him wrestle???Another fucking “celebrity” opportunity, was hoping we would be done SMH So many great future matches for KO, Finn and Gunther have been added to a great list Man Canada got something special, KO and Punk put on one helluva match only to get upstaged by Sami Zayn…..UGH!!!RAWLA Knight kicks off RAW and his new partner are a match made in heaven La Primera returns and gets put to the test by Judgement Day…..Becky helps…..are we getting a triple threat???What a match between Rey and Lee…..Fenix is moving on, are we getting a brother's match???Lola Vice coming to RAW on 9/14Oba lookin a little like a Great One we know of….Oba makes Bron look like a rookie on the mic Big Cass return was minimal at best, lots of things wrong with this match against Evans…..big thumbs down Insane match and insane we are getting bro vs bro….Penta vs Rey Fenix will be EPIC All Ego vs Chad Gable is grrrrreat for business Solo and Knight looking great vs the USO's only to get cut short by Keyes and OTM…..is Jacob Fatu running this new group???NXTNAAvery Styles is TNA, not surprised he signed with them first Nic Nemeth is challenging Matt Hardy now NXT was a rough watch, Jada and Nattie still going at it…..promos were hard to follow 10 count with Always Ready AriannaCheck out the Smackdown Siblings on TikTok @ariannaandthomasEpisodes dropping weekly!!!Follow us on TikTok @the.funkaholiks.pod THEE POD THAT TALKS WHAT THEY LOVE 

In this episode, Eli is joined by Dr. Ben Caldwell, Dr. Sarah Lyon & Dr. Sofia Georgiadou for a conversation reflecting on the evolving landscape of MFT education, supervision, and training, exploring how programs can prepare emerging clinicians for the complexity, responsibility, and privilege of working with challenging client systems.

Last updated: August 27, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary: Most women leaders avoid difficult conversations to protect relationships — and that avoidance is what actually destroys trust. StoneAge CEO Kerry Siggins built the six-step SHARES framework after a piece of brutal feedback changed her leadership. Here's exactly how it works. Quick Takeaways: Difficult conversations delayed almost always get harder, not easier, over time The SHARES framework has six steps you can prepare in under ten minutes Organizations with regular feedback see 14.9% lower turnover rates Wanting to "be right" is the single biggest killer of workplace trust Feedback without a credible next step leaves people hopeless, not motivated Jump to: Why It Happens · The SHARES Framework · Examples · Action Plan · FAQ As an executive leadership coach with over 30 years of experience (MA, MFT, PCC) working with Fortune 50–1000 companies, I hear the same confession from brilliant, accomplished women leaders almost every week: "I know I need to have this conversation. I just keep putting it off." If you've been carrying a difficult conversation you haven't had yet — with a direct report, a peer, a boss, even a spouse — you are in very good company, and it is costing you more than you think. On this episode of the Women's Leadership Success Podcast, I sat down with Kerry Siggins, CEO of StoneAge (an employee-owned manufacturer of high-pressure water jetting equipment) and author of the new book Talk With Trust: How to Own Feedback, Spark Growth, and Build Stronger Teams. Kerry built her career on hard conversations — including one that nearly ended her leadership before it began. What she learned from it became the SHARES framework, a six-step system for women leaders navigating difficult conversations without torching the relationship in the process. Take the 2-minute survey at WomensLeadershipSuccess.com/survey Why Women Leaders Avoid Difficult Conversations — And What It Actually Costs Nobody avoids a hard conversation because they're lazy. Women leaders avoid difficult conversations because they're afraid of the consequence: a damaged relationship, an angry reaction, a reputation for being "too much." As Kerry put it on the show, "We're all not having a conversation that we know we need to have because we're afraid of the consequences." The problem is that the consequence of silence is almost always worse than the consequence of speaking. The research backs this up. Recent workplace data shows organizations with regular employee feedback see 14.9% lower turnover, while highly engaged teams — the kind built through honest dialogue — report 21% greater profitability (Careertrainer.ai, 2026). On the trust side, the numbers are sobering: employer trust fell to 76% in the 2025 Edelman Trust Barometer, and a 21-point gap now separates how much executives trust their organizations (91%) versus how much individual contributors do (70%). Every unspoken conversation widens that gap. Kerry's own turning point came from a conversation she didn't get to control. Her COO — her right-hand operational partner — had been quietly building resentment for a year. It came out in a blowup: "You think you're this inspiring CEO who disrupts the industry, but really what you are is erratic, and you're really hard to work for." Kerry's instinct was to fire him on the spot. Instead, she went home and sat with it. That single piece of painful, poorly-delivered feedback became the foundation for Talk With Trust — and for the SHARES framework she now teaches leaders everywhere. Your team is asking themselves this question constantly, whether they say it out loud or not: can I trust you? I broke this down recently on LinkedIn into three pillars — and it's the exact groundwork that makes a framework like SHARES actually work, instead of just sounding good on paper. Trust isn't built in one big moment. It's built in the small moments people learn they can count on you. — Sabrina Braham, MA, MFT, PCC Notice how closely this maps to what goes wrong in most difficult conversations. Performance trust breaks when someone overpromises or makes excuses instead of owning a miss. Authenticity trust breaks when someone says what people want to hear instead of what's true, or hides a mistake to protect their image — the exact trap Kerry's "articulate your experience" step is built to avoid. And reliability trust breaks when standards shift with someone's mood, or follow-through only happens when it's convenient — which is precisely why the SHARES framework's final step, endorsing a path forward, matters so much: a plan you don't follow through on costs you more trust than no plan at all. This is the same shift Kerry made the day she got called "erratic" — she stopped waiting to feel ready to lead differently and just did it. The SHARES Framework: Six Steps for Difficult Conversations That Build Trust SHARES is a simple, repeatable system women leaders can use to prepare for any hard conversation — a performance issue, a peer conflict, a hard truth with a boss, even a conversation with a spouse. Each letter is a step you move through, in order. S — Specify Your Ideal Outcome Before you say a word, get clear on what you actually want from this conversation. Not "to be right" — an actual outcome. "I want to keep this relationship strong. I want to see behavior change. I want this to build trust, not break it." Kerry's insight: most difficult conversations go sideways because neither person has named the outcome they're going for. Stating it out loud — even to yourself — changes everything that follows. H — Have Your Facts and Feelings Ready Facts alone feel cold and clinical. Feelings alone feel like an ambush. You need both: the observable behavior ("you were late to this meeting") and the impact it had ("we waited, and had to repeat ourselves for you, which was frustrating for the team"). Preparing both in advance also does something else important — it gives you time to calm down before you walk into the room. A — Articulate Your Experience This is the step Kerry calls her favorite, because it's the one most leaders get subtly wrong. "I feel like you don't respect me" still sounds like a judgment wearing an I-statement disguise. Articulating your experience instead sounds like: "I'd like to share my experience of this situation. The story I'm telling myself is that you don't respect me — and I want to check whether that's accurate. What was your experience?" Owning your perspective as a perspective, not a verdict, opens the door instead of slamming it. R — Reflect With Questions and Dialogue The goal of any difficult conversation isn't to be right — it's to be accurate. And the only way to get accurate is to ask questions and actually stay in dialogue. Kerry shared a story of giving tough feedback to an employee who wasn't a direct report. Rather than delivering a verdict, she asked what was going on. What she learned changed the entire conversation — from correction to genuine understanding, without letting go of accountability. E — Endorse a Path Forward Feedback without a credible next step doesn't motivate people — it leaves them hopeless. Kerry described a boss early in her career who told her she wasn't getting in front of decision-makers and to "come back with a plan." She didn't know how to fix it and didn't feel safe saying so. She eventually quit. Now she builds the path forward together with the other person: What are you trying? What's working? What isn't? That collaborative plan is what turns feedback into change — and what creates real accountability without punishment. S — Stay Emotionally Grounded People tend to mirror the emotional energy in the room. If you walk in braced and defensive, you'll get braced and defensive back. Kerry's practice: feel your feet on the floor, take a breath, and become "the mirror that calms people down" rather than the one that escalates them. Staying grounded doesn't mean suppressing emotion in the other person — it means giving them room to have their reaction without matching it. SHARES in Practice: Three Real Application Examples The promotion conversation. A director wants to raise her hand for a VP role but suspects her boss has reservations. Using SHARES, she opens with her outcome ("I want clarity on what would make me ready for this role"), shares the facts of her track record alongside how the uncertainty has felt, then asks reflective questions instead of defending her resume — walking out with an actual development plan instead of vague reassurance. The peer conflict. Two directors keep clashing in cross-functional meetings. Instead of escalating to their shared VP, one initiates a SHARES conversation: names the outcome (a working relationship that doesn't derail meetings), articulates her experience without accusation, and asks what's driving the friction from the other side. They leave with a path forward neither would have found by avoiding the topic. The marriage parallel. As I shared with Kerry on the show, this isn't only a workplace tool. Simply naming the outcome you want at the start of a hard conversation with a spouse — "I want us to leave this in a better place" — changes the entire trajectory before either person says another word. You don't have to figure this out alone. The FREE Leading Before You're Ready Playbook gives you the exact framework to walk into your next leadership conversation — or your next promotion case — with real confidence, even before you feel ready for it. GET THE FREE PLAYBOOK Implement This Week: Your SHARES Action Plan (15 minutes) Name the one difficult conversation you've been postponing. Write down the consequence you're avoiding by not having it — and the consequence of continuing to avoid it. (10 minutes) Write your S: specify the outcome you actually want....

Wrestling is GREAT again and we are here to tell you why!!! Nando T challenges the team to another You Just Made the List topic and is blown away by the response!!! We get into Solo Dolo and why he's HUGE for the future, is Bloodline getting stale and is Jacob Fatu officially on the list of wrestlers that needs a reset???? Hater Mike sticks his Roman flag in the ground and tells us why Roman will not lose anytime soon.........his reasoning is baffling!!! All this and so much more!!! CHEERS!!!JERKING THE CURTAINROUND TABLE OF TOPICSNEWSPat Mcafee never returning to WWEAEW turns down Road Dogg for political beliefsRumors of heat between Graves and Big Cass“You Just Made the List” Give me a list of opponents for Chelsea SMACKDOWNChelsea kicks off the show and it's one of the promos of a lifetime!!! The crowd is so behind her and the performance was EPIC!!! Don't fuck this up WWE!!!Gunther is the perfect villain for this storyline and a great opportunity for Matt Cardona……the temperature on this story is scorching We need more from Gunther, Matt and Chelsea Tatum trying to fit in with this new faction/group is good for business Cody giving off more heel vibes and him against the world is grrrrreat for business Why is the US title still with the feathers??? Chelsea finding out what's it like being the big champ real fast KO and Punks exchange was pretty good MFT's are your new tag champs Fatal Influence carrying a lot of gold now, Jacy is your new US Champ…..Chelsea has her hands full Sami dodges a bullet, Cody and Orton brawl closes the show RAWLa Primera kicks off the show and calls out the puta Liv MorganEvans and JD put on a great match……Big Cass strikes again Rey Fenix and El Fiscal put on a banger…..Rey is moving on…..Penta vs Rey????Lyra is on fire with this character Sol beating Lyra sucks, great match though Bron and Oba feels too soon but the match could be EPIC Lucha matches are doing great, Dragon Lee and Dr Wagner put on a banger Rey and Chad are grrrreat for business, helluva match SOLO DOLO YOU DIRTY DAWG!!! YEAHHH!!! What a fucking great segment and helluva way to close out the nightNXTNANo new updates on TNANXT is doing okay, Zilla helps and now they have a 4 way for the title 10 count with Always Ready AriannaCheck out the Smackdown Siblings on TikTok @ariannaandthomasEpisodes dropping weekly!!!Follow us on TikTok @the.funkaholiks.pod THEE POD THAT TALKS WHAT THEY LOVE 

What happens when the life you thought you were building suddenly stops making sense? A career takes an unexpected turn. A job disappears. A diagnosis changes the way you understand yourself. And the carefully constructed picture of work, family, and the future begins to unravel, exposing that work-life balance doesn't actually exist. In this episode of Performing Under Pressure, hosts John Tinnin, MFT, and Lynn Roush, LPC, sit down with David and Molly Cover, a couple who found themselves navigating multiple job losses, major career transitions, the discovery of ADHD, and the anxiety and grief that came with all of it. Listen in as David and Molly share honestly about what happened when their plans collided with a reality they couldn't control, and how the pressure affected their marriage, their parenting, their identities, and their faith. As they turned to God, counseling, and their community for support, they learned to navigate their anxieties rather than be controlled by them.  But this isn't a story about having everything figured out. It's a story about being disoriented, surrendering the illusion of control, and learning to reorient around what matters most. If you find yourself losing balance and going in a direction you didn't expect, God may be redirecting your destination and giving you the gift of learning to rely on him. Connect with us:  Instagram: @withyouintheweeds Facebook: @withyouintheweeds            X: withyou_weeds Subscribe to our weekly newsletter: Website: withyouintheweeds.com

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow nur kurz den Staubsauger rein halten, gecrasht, Wer alles da ist, der kommende Samstag, weiter vorne – und hinten #hsfeedback von Heiko: zum Kalender, Importfunktion in den eigenen Kalender führt in Berlin zu sehr vielen Kalendereinträgen. Followup zur KI-Kennzeichnungsverordnung: Holger ruft an … „#953 – hol dir ’ne Box“ weiterlesen

Send us Fan MailA client tells you they have a plan for tonight and refuses the hospital. That's the moment the “door” stops being metaphorical, and a lot of clinicians freeze not because they don't care, but because they never learned the sequence. I'm Eric Twaukman, and I'm walking you through how to execute voluntary and involuntary commitments in a way that holds up clinically, legally, and on the NCMHCE-style questions that hinge on what you do first.We start with the core definitions: what a psychiatric commitment is, what makes a voluntary admission truly voluntary, and when involuntary commitment becomes an option. We get specific about the criteria that matter across states: mental illness plus danger to self, danger to others, or grave disability that prevents basic needs like food, shelter, or safety. Then we map the usual process on the ground, including emergency petitions, transport by EMS or law enforcement, the short emergency hold (often 72 hours), evaluation, and what due process looks like when extended commitment goes to court.We also cover what the exam rarely says out loud: the client may be terrified, furious, or feel betrayed, and you still explain what's happening while remembering that commitment limits movement but doesn't erase rights. I break down the biggest test traps, including confusing initiating with detaining, treating suicidal ideation as automatic hospitalization, and assuming voluntary clients can't request discharge. You'll also hear two practical scenarios (a telehealth overdose and a client returning after a hold) to reinforce the standard that matters most: your current risk assessment and the least restrictive alternative.If you found this useful, subscribe, share it with a classmate, and leave a review with the most confusing commitment question you've seen lately.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.

Tamala Takahashi is currently the Mayor in Burbank, California. Tamala is the first openly AuDHD mayor in the country, and the first openly female autistic city councilmember. Tamala is an associate MFT and PCC in the state of California, and specializes in working with neurodivergent adults, relationship trauma, and high conflict in couples.  #neurodiversity #neurodivergent #autism #disabilities #podcast #podcasts #diagnosis #pathology #ASD #ADHD #AuDHD #latediagnosis #relationships #trauma #couples  www.autismresourceproject.org/podcast

Are you having the same argument with your partner, over and over?This week I chat with Beaonca Ward, a certified relationship coach and marriage and family therapy expert (or MFT) who spends her days in the thick of it with couples who are wedding planning. You are going to learn what a generational pattern is, and why it has this sneaky habit of showing up the second you start planning a wedding. Beaonca walks us through a real example of how something as simple as being close or distant from your family can change how much pressure you put on your partner, often without either of you even realising where it's coming from.She also breaks down what healthy communication looks like in that first year of marriage, including the exact words to use when you need a break from a hard conversation without your partner feeling shut out.Plus Beaonca shares a statistic about how many arguments married couples have that can never actually be resolved. It's eye watering and sounds a bit rough at first, but once you understand the way forward, I promise you it is one of the most freeing things you can learn about communication with your partner. RESOURCESBeaonca Ward on Instagram: https://www.instagram.com/therealbeaonca/Quiz: What Is Your Marriage Communication Style? https://www.beaoncaward.com/quizSend Unbridely a 90-second audio message on Speakpipe: https://www.speakpipe.com/unbridelypodcast*The Unbridely Podcast is sponsored by its listeners. When you purchase products or services through links on our website or via the podcast, we may earn an affiliate commission.*------ This episode of the Unbridely Modern Wedding Planning Podcast is brought to you by Unbridely's ebook How To Write Wedding Vows That Don't Suck https://unbridely.com/shop/htwwvtdsThis is for YOU if you want to write the unique and heartfelt wedding vows your fiancé deserves, but don't know where to start.

Executive Summary: Workplace betrayal doesn't just cost you a relationship — it costs you trust in your own judgment. Dr. Debi Silber joins Sabrina Braham to unpack a stage-based path back to confidence, using real coaching stories instead of easy platitudes, so leaders can rebuild what betrayal breaks: themselves. Quick Takeaways: Betrayal breaks trust in yourself, not just in the person who betrayed you Losing your voice in meetings is often a betrayal symptom, not a confidence problem Recovery moves through stages — you can't skip to "just get over it" Your intuition can be rebuilt with a simple daily practice 78% of employees say they trust their employer most of any institution (Edelman, 2026) As an executive leadership coach with over 30 years of experience (MA, MFT, PCC), I've sat across from directors, VPs, and C-suite leaders who could run a board meeting flawlessly and still couldn't shake the feeling that they didn't trust their own read on people anymore. That's what workplace betrayal does. It doesn't announce itself as trauma — it shows up as hesitation, over-checking, and a leader who used to speak up in meetings suddenly going quiet. In this episode of the Women's Leadership Success Podcast, I sit down with Dr. Debi Silber, a holistic psychologist and founder of the PBT Institute, for a workplace betrayal recovery conversation about what betrayal actually does to a leader's confidence, judgment, and career trajectory — and what it takes to rebuild. Why Workplace Betrayal Hits Differently Than Other Career Setbacks Most leadership content treats betrayal like a subcategory of stress or conflict. Dr. Silber's central point in this conversation is that it isn't. A layoff, a missed promotion, even a bad performance review — these are painful, but they don't usually make you question your own perception. Betrayal does. When someone you trusted — a boss, a peer, a mentor — acts against you, the injury isn't just what they did. It's that your internal compass, the one that told you this person was safe, was wrong. That's a different kind of damage, and it requires a different kind of recovery. This distinction matters for women in leadership specifically. Executive presence is built on decisiveness and trust in your own judgment — the "gravitas" that research consistently identifies as the core pillar of how leaders are evaluated for advancement. When betrayal quietly erodes that self-trust, it doesn't just hurt personally. It shows up publicly, in hesitation during exactly the moments a leader is expected to be most sure of herself. A Client Story: When Betrayal Shows Up as "Losing Your Voice" I shared a story with Dr. Debi about a client I'll call Jenny. Jenny was sharp, capable, and well-respected — until a workplace betrayal knocked something loose. She stopped negotiating. She stopped advocating for herself in meetings where she used to be the first voice in the room. From the outside, it looked like a confidence problem. It wasn't. It was betrayal doing exactly what it does: convincing a capable leader that her own instincts couldn't be trusted anymore. The Real Cost: What Betrayal Quietly Takes From Leaders Left unaddressed, workplace betrayal tends to produce three patterns in otherwise strong leaders: Loss of personal power. Leaders stop negotiating for themselves — raises, promotions, credit for their work — because some part of them no longer trusts that speaking up is safe. Self-protective isolation. As Dr. Debi put it in our conversation, many people conclude it's "better to keep everyone at a distance than risk that chance that someone may get close to us again." It feels like self-protection. It functions like a ceiling on your influence. Eroded intuition. The instinct that once flagged red flags in coworkers or bosses goes quiet, because the last time it "worked," it still let you get hurt. Ready to rebuild the confidence workplace betrayal quietly took from you? Download our FREE Leading Before You're Ready playbook and get: ? A framework for rebuilding executive presence when your confidence has taken a hit ? Practical language for reclaiming your voice in meetings within days, not months ? The mindset shift that lets you lead before you feel "fully ready" again ? Tools used with clients who've gone on to earn promotions and six-figure roles Get the Leading Before You're Ready Playbook ? How to Notice You're Still Carrying It One of the most useful moments in this conversation is Dr. Debi's answer to a simple question: how does someone even realize betrayal is still affecting them? Her answer wasn't a checklist of symptoms — it was three places to look: your health, your work, and your relationships. If any of those three areas feels "off" in a way you can't quite explain, unresolved betrayal is worth considering as a root cause, not just stress or burnout. Workplace Betrayal Recovery: Why You Can't Skip to "Just Move On" A recurring frustration Dr. Debi and I discussed is how often people are told to "just get over it" — as though healing from betrayal were a decision instead of a process. In her framework, recovery moves through stages, not a single leap. You can't talk yourself into Stage Four while you're still standing in Stage One. Trying to skip ahead is exactly why so many leaders feel stuck: they've done the mental work of "deciding to move on" without doing the deeper work each stage requires. The practical implication for leaders: if you've told yourself to "get over" a workplace betrayal and it hasn't stuck, that's not a willpower failure. It's a sign you skipped a stage. Rebuilding Trust in Your Intuition Dr. Debi was direct about this: "we have to rebuild trust in our intuition, in our wise inner guide, whatever you want to call it." The practice she described is simple — the next time something feels off with a coworker or a boss, a small signal that something "feels shady," pause and name it instead of dismissing it. Every time you notice the signal and honor it, even in a small, low-stakes way, you rebuild the muscle betrayal weakened. Rebuilding Identity: Keep What You Love, Release the Rest The second piece of the framework is about identity, not just instinct. As Dr. Debi framed it: figure out "what are all the parts you love" about who you are — those come with you into the next chapter. The rest doesn't have to. This isn't about becoming a different person. It's about consciously choosing which parts of your pre-betrayal self are worth rebuilding and which parts were never serving you anyway. That reframe — "you're rewriting a new script" — is the shift from surviving betrayal to authoring what comes after it. A useful self-check Dr. Debi offered: picture the version of you on the other side of this, fully rebuilt. Would she do the things you're currently doing and saying? If not, that gap is exactly where to start. Implement This Week: A 4-Step Action Plan Step 1 (15 minutes): Run the three-area check. Write down one honest observation each about your health, your work, and your relationships right now. Look for the thread connecting them. Step 2 (10 minutes/day): Practice the intuition pause. Once a day, when something feels slightly off in an interaction, pause and name it silently instead of dismissing it. Track how often your read turns out to be accurate. Step 3 (30 minutes): Do the "parts you love" inventory. List the traits, habits, and strengths you want to carry forward. Separately, list what you're willing to release. Keep the first list somewhere visible. Step 4 (ongoing): Use the future-self test. Before a hard conversation or decision this week, ask: would my fully rebuilt self do this? Let the answer guide you, not the fear in the moment. Success metric: By the end of one week, aim to catch and honor your intuition at least five times — even in small moments. That's the rebuild in motion. Common Mistakes Leaders Make After a Workplace Betrayal Mistake 1: Treating it as a confidence problem instead of a trust problem. Confidence-building tactics (power poses, affirmations) don't address a broken intuition. They mask the symptom while the root cause stays untouched. Mistake 2: Trying to "just get over it" without moving through the stages. Deciding to move on isn't the same as doing the work each stage requires. This is why the same hurt tends to resurface in new relationships and new roles. Mistake 3: Isolating as a permanent strategy. Keeping everyone at a distance feels protective short-term. Long-term, it caps your influence, your network, and your visibility for the next promotion. Mistake 4: Trying to heal alone. You don't have to do this without support — a coach, a trusted peer, or a mentor can see the gap between where you are and your future self faster than you can see it yourself. People Also Ask What is workplace betrayal, exactly? Workplace betrayal happens when someone you trusted at work — a manager, peer, or mentor — acts against your interests in a way that violates that trust. It's distinct from ordinary workplace conflict because it damages your trust in your own judgment, not just your view of the other person. How is betrayal different from burnout? Burnout is typically caused by chronic overwork or lack of resources. Betrayal is caused by a specific breach of trust and often produces symptoms — hesitation, isolation, eroded intuition — that can look like burnout but require a different kind of recovery. Can you really rebuild trust in your own intuition? Yes. Dr. Debi Silber describes it as a practice, not an event: consistently noticing and honoring small intuitive signals rebuilds the confidence in your own perception that betrayal damaged. How do I know if I'm still carrying an old workplace betrayal? Look at three areas: your health, your work, and your relationships. Unexplained tension in any of them can be a sign that an old betrayal hasn't fully been processed. ...

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Ölverlust beim E-Auto, Öl-Leck-Tronen, Pferd abschaffen, Kopfnussimpfung #hsfeedback Andreas: Auf Flickr gibt es eine Stereophotographiegruppe Tim: Klicks auf einen Monat im Archiv bringen zur aktuellen Folge Stefan Kuhn: Hier ist der Link zum Focus Point Plugin https://www.youtube.com/watch?v=1MucW5MCdnI Matthias: Kapitelbilder Scannen von Analogbildern … „#952 – Eröffnet neue Perspektive“ weiterlesen

Send us Fan MailYour client keeps bouncing between “fine” and full-blown crisis, and you're doing solid therapy work, so why isn't it sticking? We zoom out to the missing piece many clinicians overlook: level of care. When the setting doesn't match the clinical need, progress can stall, clients can disengage, and everyone ends up frustrated. We walk through the continuum of care as a ladder, from inpatient and intensive services down to outpatient therapy and peer support, with the key idea that movement is flexible and responsive, not one-way.We also get concrete about what misplacement looks like in real life. If a client is consistently overwhelmed, unsafe, or destabilizing between sessions, outpatient may not be enough support. If someone lands in a highly structured program after a brief spike and then checks out, “resistance” might actually be poor fit. We talk through diagnoses that often trigger placement questions, including severe bipolar disorder, schizophrenia and other psychotic disorders, and substance use disorders, while emphasizing why diagnosis alone is never the full answer. Functioning, recovery environment, supports, and risk factors matter just as much, especially with co-occurring disorders and dual diagnosis.To make these decisions clearer and easier to justify, we break down the ASAM criteria for substance use and LOCUS for mental health, plus how strong documentation and the language of medical necessity show up in managed care. We also share practical, therapist-friendly strategies you can use immediately: thorough biopsychosocial assessment at intake, regular updates over time, collaborative decision making, warm handoffs between providers, and simple psychoeducation so clients understand why a level change might help.If this helps you think differently about placement and the continuum of care, subscribe, share the episode with a colleague, and leave a review so more therapists can find it. What's the clearest “wrong level of care” sign you've seen in your work?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.

Our Exploration speaker this Sunday is Rob Fischer, a long time friend of Redemption. He is a spiritual director, leadership coach, licensed MFT, and founder of Inflection Point. We will be exploring Jesus' invitation to not worry in Matthew 6 25-34.

WWE Friday Night SmackDown! Is live in Green Bay, Wisconsin on July 31, 2026!Join the Ant's as they cover WWE Friday Night SmackDown! Finn Balor and Sami Zayn confront each other ahead of WWE SummerSlam only to be attacked by Gunther which brings out Nick Aldis. Chelsea Green and WWE US Women's Champion Tiffany Stratton team up against B-Fab and Michin. Afterwards, Charlotte Flair attacks Jade Cargill. AAA Tag Champions War Raiders defend against WWE Tag Champions Damian Priest and R-Truth only for The MFT's to take out both teams and introduce their manager, Haku. Baron Corbin confronts WWE US Champion Trick Williams. AAA Cruiserweight Champion Rey Fenix defends against JD McDonagh. Giulia battles Lash Legend in a Ladder Match Qualifying Match. WWE Champion CM Punk interrupts Cody Rhodes which leads to a brawl between the two. 

In dieser Folge zeigen wir ein Interview mit dem systemisch arbeitenden Kinder- und Jugendpsychiater Matthias Görtz, der als einer der ersten in Deutschland Multifamilientherapie (MFT) in einer Praxis praktiziert. MFT (vgl. das Interview mit Katja Scholz und Maud Rix in Folge 5 des Podcasts) wird seit den 90er Jahren fast ausschließlich in Institutionen angeboten. Matthias Görtz hat mit seiner Frau und einem Kollegen die Pionierarbeit geleistet, dieses vielversprechende Setting mit sechs Familien und drei Therapeut:innen erfolgreich in einer Praxis umzusetzen. Hier spricht er darüber, was es, außer einem ausreichend großen Raum, dazu braucht, was ihn dazu motiviert und welche Erfahrungen sein Team und er damit gemacht haben. Er berichtet, wie wertvoll diese Methode für die Familien ist, und was an der MFT ihn als Behandler überzeugt. Dieses Interview macht allen Mut, die sich mit dem Gedanken tragen, MFT in ihrer Praxis anzubieten. Und es zeigt, dass sich das Spektrum der Gruppentherapien in Deutschland weiterentwickelt. _____________ Folgt auch den anderen Podcasts von Carl-Auer: autobahnuniversität https://www.carl-auer.de/magazin/autobahnuniversitat Blackout, Bauchweh und kein` Bock https://www.carl-auer.de/magazin/blackout-bauchweh-und-kein-bock Cybernetics of Cybernetics https://www.carl-auer.de/magazin/cybernetics-of-cybernetics Genau Geschaut: https://www.carl-auer.de/magazin/genau-geschaut Frauen führen besser https://www.carl-auer.de/magazin/frauen-fuhren-besser Formen (reloaded) Podcast https://www.carl-auer.de/magazin/formen-reloaded-podcast Heidelberger Systemische Interviews https://www.carl-auer.de/magazin/heidelberger-systemische-interviews Zum Wachstum inspirieren https://www.carl-auer.de/magazin/zum-wachstum-inspirieren Zusammen entscheiden https://www.carl-auer.de/magazin/zusammen-entscheiden-2

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Dr. Who, Eis #hsfeedback Von Heiko: zu KI Analyse zu Stichworten. Raws haben ein JPEG Vorschaubild Von Frank: Podcast-Logo ist immer noch falsch in Overcast Von Detlef: Auch moderne Sensoren benötigen noch Sensorreinigung Nochmal Detlef: Stereofotografie mit der Tanzschrittmethode Von Uwe: Tagging via … „#951 – … und einen halben Aal“ weiterlesen

Psychotherapist and author David Richo shares how to move past the destructive urge to retaliate through principles of psychology, Buddhism, and more.Grab a copy of David's newest book, Sweeter than Revenge: Overcoming Your Payback Mind and Achieving Real Connection in all Your RelationshipsThis time on Mindrolling, David and Raghu discuss: Retaliation and separateness as the ego's favorite sportsRolling with the punches and not expecting full acknowledgment from everyoneExpanding our ability to handle whatever happens in lifeSaying ‘yes' to the opportunity of graceRighteousness versus healthy communicationForbearance: how long-term mindfulness practice can help us be less reactive Opening the path to enlightenment through forgivenessAbout David Richo:David Richo, PhD, MFT, is a psychotherapist, teacher, workshop leader, and writer who works in Santa Barbara and San Francisco, California. He combines Jungian, poetic, and mythic perspectives in his work with the intention of integrating the psychological and the spiritual. His books and workshops include attention to Buddhist and Christian spiritual practices. Check out David's website to learn more. “What is ego? The insertion of our entitlement to be treated with honor, respect, and full acknowledgment by everyone. Some people like us and some people don't. You gotta roll with those kinda punches rather than take revenge on anyone that doesn't come through positively for you.” –David RichoSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A huge crowd of Mayo supporters gathered at The Oxford Arms in Camden Town in London on Thursday evening for an All-Ireland Final fundraiser organised by Cairde Mhaigheo London.Mike was there for MFT to sample the atmosphere and to talk some of the assembled audience, which ranged from seasoned Mayo supporters to young fans who are looking forward to the novelty of an All-Ireland Final after a five-year break.It was a wonderful evening of chat, craic and camaraderie and a lovely way to start the build-up to the biggest football weekend of the year.

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Es juckt, die impfen sich, war das Copperfield? #hsfeedback Christoph: Filmlabore in Hamburg https://khrome.de/ Frank: Bei jungen youtubern scheint entwickeln lassen der Standard zu sein Chrisu: Update zu den 110er Filmen Ulli: Danke für den Kalender – Besuch der Ausstellung Through the … „#950 – Niesnuschel“ weiterlesen

Want to actually connect with the people you're marketing to?Turns out the skill that changes everything isn't a content hack, it's vulnerability.So we have Shari Foos on ep 335 of The Content Queen Podcast to talk about why vulnerability might be the most underrated skill in business and marketing, and why it's not about oversharing or crying on social media, it's about being real enough that people can actually relate to you.If you've ever felt exposed after putting yourself out there online, or you're struggling to figure out what "being authentic" even means for you, you gotta listen... If you LOVED this episode, make sure you share this on your Instagram stories and tag us @contentqueenmariah and @thenarrativemethod.⁠⁠⁠LEARN THE DETAILS OF A CONTENT STRATEGY WITH MY FREE AUDIO GUIDE⁠⁠⁠KEY EPISODE TAKEAWAYS

Today I'm going to need everyone to give a warm welcome to our returning guest, with a new last name...MRS. Janae Davis, MFT. Today we are talking the first two episodes of Married at First Sight S20 in Seattle and taking you through all of our thoughts. Hot take: we think the show would be better if they just outright said that the casting department for the network finds the pool of eligible singles for an upcoming season, and from that pool of 14 people the experts have to match who would be compatible. Truthfully, I saw more effort in matchmaking on Millionaire Matchmaker with Patti Stranger. What do you think of this season so far? What couples do you see it for? And who are you not seeing it for? Let us know in the comments & come back next week for episodes 3&4!Make sure that if you enjoyed this episode, you support our good friend Janae & you follow her on all platforms after the episode! If you are living in Georgia and in need of a qualified and compassionate Therapist, schedule a session with Janae! Schedule Therapy with Janae: https://doutecounselingservices.as.me/schedule/b72954b8/?calendarIds=8412229Follow Janae on TikTok: https://www.tiktok.com/@janaemftVisit Janae's Linktree: https://linktr.ee/janaetipton

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Verzögerungen im Betriebsablauf, Verletzungen, keine 80 kilo #hsfeedback von Tim: Firmware-Updates von Wolfgang: Unikate in der frühen Photografie, Vervielfältigung gab es aber früher, Hinweis zu den ersten Foto-Verfahren HS Workshops Workshops HS Workshop-Newsletter Statt Werbung DANKE an alle Spender Großformat und 2027 … „#949 – In der näheren Ferne“ weiterlesen

Executive Summary AI strategic thinking for women executives is no longer optional — it's the dividing line between leaders who get exposed and those who get elevated. Executive coach Sabrina Braham and author Barry O'Reilly reveal how to build your judgment system, accelerate decisions, and think strategically at the highest level. Quick Takeaways Barry O'Reilly's defining insight: "AI is not going to replace leaders — it's going to expose them." Most executives have never documented their judgment system — and AI makes this gap impossible to hide. Decision velocity + decision advantage are the two metrics separating leaders who accelerate from those who stall. Misty Schaefer, VP at American Airlines, uses AI voice notes and scenario planning for orders-of-magnitude better decisions. The biggest missed opportunity in AI leadership is not learning together — yet the fastest learners do exactly that. There's a line on the back of Barry O'Reilly's new book that every woman executive needs to sit with: "AI is not going to replace leaders. It's going to expose them." AI strategic thinking for women executives is no longer a competitive edge — it's fast becoming the baseline expectation at the director, VP, and C-suite level. I'm Sabrina Braham, executive leadership coach (MA, MFT, PCC) with 30+ years of experience, and host of the Women's Leadership Success Podcast — top 1.5% globally with almost 900,000 downloads. My clients include leaders at Stanford University, Ernst & Young, and Autodesk. And what I see in my coaching practice right now is a clear divide emerging: women executives who are building AI-enhanced judgment, and those who are still relying on invisible, inarticulate intuition they've never made explicit. AI is about to make that gap impossible to hide. This is Part 2 of my conversation with Barry O'Reilly — author of Artificial Organizations: Build Better Judgment, Speed, and Results with Machine and Human Intelligence, keynote speaker at Gartner's CFO Conference, and one of the most sought-after AI leadership advisors in the world. In Part 1, we covered how women leaders can use AI to build personal career confidence and grow into bigger roles. Here, we go deeper — into the strategic leadership capabilities that will define who rises at the executive level in 2026 and beyond. New research from Chief and The Harris Poll (2026) confirms that 85% of senior women leaders are now active players in their organization's AI strategy — and 68% are focused on using AI to amplify human talent, not replace it. The leaders pulling ahead are those who've moved beyond productivity tools into something more fundamental: AI-enhanced judgment systems. The Uncomfortable Truth: AI Will Expose Leaders Without a Judgment System When Barry walks into executive rooms around the world, he asks a deceptively simple question: "Show me your system for making this decision." The silence that follows is telling. "Often, a lot of the time, they just don't have a system," he explains. "They've never systematically written down all the steps they're going to go through to make an actual decision." For most leaders, the judgment system — the internal algorithm for weighing options, prioritizing inputs, and reaching decisions — has never been made explicit. It works. But it has four critical limitations: It's not visible — others can't observe or learn from it. It's not repeatable — it can't be consistently applied by or handed off to others. It's not challengeable — if it's in your head, no one can push back on its blind spots. It's not improvable — you can't deliberately tune what you can't see. In my 30+ years of executive coaching, this is one of the most consistent patterns I see in women leaders who are passed over for promotion despite exceptional performance: their judgment is excellent — but it's invisible. They can't teach it, transfer it, or demonstrate it in the way boards and senior leaders need to see. AI strategic thinking for women executives forces this reckoning, and the leaders who embrace it rather than resist it will define the next decade of leadership. Here's what my Leading Before You're Ready playbook addresses directly: building the judgment, presence, and strategic clarity that precedes you into every room — before you hold the formal title. AI doesn't change that mission. It accelerates it. What Is a Judgment System — and Do You Have One? A judgment system is the explicit process and criteria you use to make leadership decisions: the information you seek first, the variables you weigh, the sequence you follow, and the principles that guide your final choice. For most leaders, this system exists — but it lives entirely in their heads, accumulated through years of experience and pattern recognition. It works. But it has critical limitations that AI strategic thinking for women executives can directly address. The Judgment System Exercise Barry Uses With Executive Teams Here's the exercise Barry runs at the opening of his executive engagements — and one I now recommend for every leader I coach: Name a key decision coming up for your team. Be specific: a resource allocation decision, a product investment, a market expansion choice. Draw out your judgment system for making that decision. What information do you look for first? What criteria matter most? What's your sequence of evaluation? What would make you say yes — or no? Share your judgment system with your peers. This is where the transformation happens. A VP of Marketing and a VP of Finance, both making the same type of decision, suddenly realize they weight customer behavior and market size differently — and neither has ever made that explicit in shared decision-making. Identify the gaps. Where is your information current and reliable? Where is it outdated, incomplete, or missing entirely? What would better information change? "Suddenly you have groups of people sitting around going, 'I've never done this before,'" Barry explains. "And they're right. Most executive teams have never made their collective judgment infrastructure explicit." From a coaching perspective, I want to highlight what this exercise does beyond improving decision quality: when you can articulate how you make decisions — not just what decisions you make — you demonstrate the executive presence that earns trust and bigger responsibilities. This is exactly what I teach in the Leading Before You're Ready playbook. Judgment Infrastructure: The Data Ecosystem That Feeds Your Decisions Once leaders map their judgment systems, Barry introduces a second connected concept: judgment infrastructure — the data ecosystem that feeds your decision-making algorithm. Barry asks leaders: "Across your company, how are you getting the information you need to run your judgment system?" The answers reveal how fragile most leadership data environments actually are. "I have a spreadsheet I get once a month." "Our customer records are three months out of date." "I usually get that information from a conversation with someone else, so it depends on who I ask." The principle is clear: the output of any system is determined by the quality of its inputs. Poor-quality, delayed, or incomplete information fed into even an excellent judgment system produces poor decisions. For women executives in tech leading AI-adjacent organizations, understanding how to design and govern your information ecosystem — not just receive reports — is a defining capability for 2026. Decision Velocity + Decision Advantage: The Two Metrics That Define Executive Performance Barry's work with high-performing organizations has surfaced two metrics that consistently predict which leaders — and companies — pull ahead: Decision velocity: How fast can you move from problem identification to a well-reasoned decision? Not impulsive speed — calibrated speed supported by quality process. Decision advantage: How current, accurate, and comprehensive is the information available to you when you need to decide? Real-time — or three months stale? "That is how companies, startups, businesses power ahead," Barry explains. "They learn faster, they make decisions at a high velocity, and the information to support those decisions is to hand in real time."   AI dramatically accelerates both metrics. A meeting co-pilot that captures and synthesizes every conversation means you're never walking into a decision without full context. Barry describes his own routine: "I run a process either the day before, the morning of, or even five minutes before I meet someone. It runs all the last conversations we've had against my judgment system for the meeting I'm about to have." He shows up to every conversation with full context, clear priorities, and the calm that comes from genuine preparation. That calm is not incidental. As I always tell the executives I coach: your cognitive and emotional state in high-stakes situations is a performance variable. Anything that reduces cognitive load — like AI capturing your meeting context — directly improves your effectiveness in those moments. AI strategic thinking for women executives isn't just a professional tool. It's a confidence tool. Case Study: How Misty Schaefer Uses AI to Lead American Airlines Strategically The most vivid example Barry shared of AI strategic thinking in action involves Misty Schaefer Sern, VP of Consumer Technology at American Airlines — responsible for AA.com, the mobile app, and every digital touch point the world's largest airline uses to serve customers. Misty's natural trait: she has her best ideas on the move — walking the terminal, talking to ground staff, observing what's happening at the gate. The traditional problem: those ideas used to evaporate between the inspiration and the desk. ...

Send us Fan MailAI is about to walk into your therapy room wearing a lab coat and a confident tone, and the licensing exam is going to ask whether you'll believe it. I'm Eric Twaktman, and I'm laying out the real skill behind every AI ethics question: holding on to clinical judgment when an algorithm hands you a neat, orderly recommendation that looks “better” than your own work. We get clear on what counts as AI in counseling, from progress-note drafting and session summaries to chatbots and automated risk assessments. Then we slow down on the most important concept: AI produces plausible output based on patterns, not understanding of your client's context. That single idea explains why the NBCC draws a hard line against AI replacing professional judgment or the therapist-client relationship, and why “the software said so” is never a safe defense when client welfare is on the line. From there, we walk through the NBCC-aligned principles that let you reason through almost any scenario: accountability, client welfare, AI competence, clinical competence, and confidentiality. We also tackle the tripwires that create real-world complaints and exam wrong answers fast: AI-specific informed consent that is separate and refusable, true de-identification (not just removing names), HIPAA-grade security, secure deletion policies, and algorithmic bias that can distort care across language and culture. A case study of a stressed practicum student shows how fatigue and deference can snowball into multiple ethics violations without anyone intending harm. If you're studying for the exam or building an AI policy for your practice, this gives you a simple filter: AI recommends, we decide, and we stay fully accountable. Subscribe for more exam-ready breakdowns, share this with a classmate or supervisee, and leave a review with the AI ethics question you want us to unpack 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.

Hausmeisterei Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Fussball, Hörerbegrüßung, das mit dem Titeln #hsfeedback von Andi: Youtuber Stephan Wiesner will Kamera herausbringen von Mars: Dimensionen und Bücher über Stereoskopie von Brian May von Bernhard: Neue Darktable-Version zur Sonnenwende – mit Machine Learning Funktionen. von Wulf: Anmerkung zum Kauf von … „#948 – Nur über meine Leica!“ weiterlesen

It's going to be a fast week for Mayo supporters with all roads leading to Croke Park on Saturday evening for the All-Ireland SFC semi-final against Louth. John, Mike and Rob meet up to start the week as MFT means to go on — by talking football and whetting the appetite for the days ahead. The lads also catch up with Dan Bannon of the 'Louth & Proud' podcast to get a sense of the mood in the Wee County. 

Wrestling fans are divided on WWE's decision to have Oba Femi skip his world title opportunity @ ‘SummerSlam' for winning the King Of The Ring to face Brock Lesnar and we're here to talk all about it!We discuss that decision, Seth Rollins vs Roman Reigns being made official for ‘SummerSlam', Mercedes Moné's ranking in the four horsemen group, Tiffany Stratton not knowing who SGT. Slaughter is, maybe the top storyline in all of wrestling in Will Ospreay, MJF, and Kenny Omega. + MUCH MORE!⏱️ Chapters:0:00 Intro/What talent exchange would you do right now between WWE & AEW?7:09 Matt gives out an apology12:24 Oba Femi accepting Brock Lesnar's Hell In A Cell challenge for SummerSlam & Seth Rollins challenging Roman Reigns49:32 Mecedes Moné's ranking in the Four Horsewomen58:13 Tiffany Stratton not knowing who SGT. Slaughter is1:06:51 Blake Monroe debuts (again) on SmackDown and the MFT's are no more1:08:49 Comparing NXT, WWE, and AEW1:12:40 The Kenny Omega, Will Ospreay, and MJF's storyline in AEW1:25:35 Switchblade Jay White's return at ‘Forbidden Door' and his promo on ‘AEW Dynamite'

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Bass rausnehmen, Fußballignoranz, Laufdingensheimer #hsfeedback Von Chris: Ausstellung Im Zoo – Candida Höfer Von Tobias: Video zur Reparatur einer Leica – vielleicht was für Boris? Von Rüdiger: Stereoskopische Gesellschaft – Anleitung aus einem Buch für stereoskopische Bilder. Von Andi: Hat schon 3D Fotografie … „#947 – Das Ende des Bildkreises ist erreicht“ weiterlesen

Executive Summary: Most women leaders know AI could accelerate their careers—but don't know where to start. Executive coach Sabrina Braham and author Barry O'Reilly reveal the Traits, Tasks, and Tools framework that eliminates AI paralysis, builds confidence in unfamiliar leadership roles, and helps women leaders AI career growth into bigger opportunities—starting this week. Quick Takeaways: 69% of women say AI has opened new career pathways—but only for those who start using it now (ANSR Women in Tech Report, 2026). The Traits, Tasks, Tools framework reveals how to match AI to the way you personally do your best work. Use AI to pressure-test your thinking—never to hand over your judgment. That distinction changes everything. Asking AI "What questions should I be asking as a VP?" instantly elevates your perspective without years of experience. The worst thing you can do in a time of AI uncertainty is nothing. You must be in it to learn it. You know you should be using AI. You've heard the urgency, seen the headlines, maybe even opened ChatGPT, stared at that blinking cursor—and quietly closed the tab. Here's what I want you to know: that moment of hesitation doesn't mean you're behind. It means you haven't yet found your entry point. I'm Sabrina Braham, executive leadership coach (MA, MFT, PCC) with 30+ years of experience, and host of the Women's Leadership Success Podcast—top 1.5% globally with over 950,000 downloads. I coach senior women leaders at Stanford, Ernst & Young, Autodesk, and across the tech industry. And one of the most common things I hear from directors, VPs, and C-suite executives right now is: "I don't know where to start with AI." New research backs this up: Chief and The Harris Poll surveyed 1,000+ senior women leaders in 2026 and found that while 85% are active players in their organization's AI strategy, the approach matters enormously. The leaders who get ahead aren't the ones who automate the most—they're the ones who build human capability alongside AI. And according to the ANSR Women in Tech Report 2026, 69% of women who do engage with AI report it opens entirely new career pathways in product strategy, transformation leadership, and AI governance. In this episode of the Women's Leadership Success Podcast, I welcome back Barry O'Reilly—author of Artificial Organizations: Build Better Judgment, Speed, and Results with Machine and Human Intelligence, keynote speaker at Gartner's CFO Conference, and one of the most sought-after AI leadership advisors in the world. Since our last conversation, Barry has been traveling globally—observing how leaders at every level are (and aren't) adapting to AI. His findings are equal parts sobering and energizing. This is Part 1 of a two-part series. Here, we focus on women leaders using AI for personal growth, confidence, and career advancement. In Part 2, we go deeper into how AI can transform your strategic thinking and decision-making as an executive leader. Why Women Leaders Are Paralyzed at the AI Starting Line After keynoting Gartner's CFO Conference and spending months in leadership rooms across North America, Barry reports seeing the same pattern everywhere: hesitation. "People don't really know where to start," he says. "They constantly hear about new tools arriving in the market. They hear that everything they were meant to do last week is no longer the right thing to do this week. And it all leads to hesitation—which, counterintuitively, is the worst possible response." I know this directly from my coaching practice. I've spoken with women leaders who are brilliant, accomplished, and deeply capable—who are also avoiding AI entirely because they don't know what to do first. And I understand it, because I was there too. When I first started exploring AI, I treated it as if it were smarter than me—as if whatever it said must be right. That mindset kept me small. What changed? Doing the exercises in Barry's book. Going through them shifted me from intimidated observer to active director. Now, AI is my servant—I correct it, challenge it, redirect it. My creative and analytical output has genuinely expanded as a result. "Counterintuitively, the worst thing you can do when there's uncertainty is do nothing. Because you don't learn anything." — Barry O'Reilly This matters especially for women in tech, where the stakes are already high. The ANSR 2026 report found that despite women producing 43% of the world's female STEM graduates, only 14% hold C-suite seats. The gap isn't pipeline—it's systems. AI fluency is rapidly becoming one of those systemic differentiators. The women who build it now will have compounding advantage; those who wait will face a steeper climb. My Leading Before You're Ready playbook is built on exactly this truth: you don't wait to feel fully prepared. You use every available tool—coaching, community, AI—to think and show up at the level you're stepping into. The Traits, Tasks, and Tools Framework: The Smarter Way to Start with AI Most people approach AI for women leaders career growth backwards. They hear about a tool, jump into it, hunt for something useful to do, get mediocre results, and conclude AI isn't for them. Barry's Traits, Tasks, and Tools framework—one of the most referenced frameworks in Artificial Organizations—completely resequences this. The problem: "Most people with this technology just jump straight into the tool. They try to figure out a task to use it for. And only if ever do they ask themselves how they actually do their best work." That backwards approach locks you into the tool's opinions about how work should be done—which may have nothing to do with how you create your best thinking. Trait-First: Start With How YOU Do Your Best Work Before you open any AI tool, answer honestly: When do I do my best thinking? Are you a talker? Your best ideas emerge in conversation and dialogue. Are you a writer? You process and synthesize by putting things on paper. Are you a visual thinker? You need diagrams, maps, and frameworks to see clearly. Do you need solitude and quiet to generate insight, or energy and people? Barry's personal discovery here is instructive. Dyslexic and self-described as a D-student in English literature, he'd spent years trying to write like he imagined writers wrote—sitting quietly, composing prose. "I drank a lot of wine and sat by a lot of fires, but I didn't create much content." Once he recognized that his natural trait was talking, everything changed. He hired a journalist to interview him conversationally, used transcription to capture the output, and went from blank pages to 10,000 words of book content in roughly three hours. That's not a productivity hack. That's a trait-matched workflow—and it's what women leaders using AI for career growth need to build for themselves. Task-Next: Where Does Your Leadership Create the Most Value? Once you know your traits, identify the tasks where you create outsized value. Not the email and calendar management—the strategic work that shapes your team, your organization, and your career trajectory. This might be: Synthesizing complex information into clear executive recommendations Preparing for high-stakes meetings and presentations Developing your team's thinking and capability Building strategic scenarios and options for decision-making Crafting your executive narrative for visibility and advancement Tool-Last: Find What Matches Both Your Traits and Your Tasks Only now do you select tools. Barry matched his "talker" trait and "content creation" task to meeting co-pilots and transcription tools. For women leaders with different trait profiles: If you're a talker preparing for board presentations: Use voice-to-text capture combined with a generative AI to structure and refine your speaking points. Tools like Otter.ai for capture and Claude or ChatGPT for synthesis are a natural combination. If you're a writer preparing strategic memos: Use AI as a sophisticated thinking partner—share your draft, ask it to steelman the opposing view, and challenge every assumption. If you're a visual thinker: Use AI to generate frameworks and then render them in tools like Miro or Canva. Ask AI to "map this decision as a 2x2 matrix" and then build on what it generates. How AI Builds Leadership Confidence in Unfamiliar Territory This is the angle I brought to this conversation that Barry told me he'd never considered—and it's at the heart of what I see women leaders needing most right now. A director gets promoted to VP. A leader's company downsizes and she inherits three departments overnight. A high-potential executive gets tapped for a stretch role she doesn't feel prepared for. These are the moments when imposter syndrome spikes, when visibility feels risky, when the gap between who you are today and who the role requires feels widest. I asked Barry: "How can women leaders use AI to build their confidence in these transitions?" Here's how he frames the three levels of AI impact: Level 1 – Productivity: You bolt AI onto your existing workflow. Emails are faster, documents generate quicker. Real but modest—5 to 10% improvement. Level 2 – Performance: You use AI to pressure-test your thinking and challenge your mindset before high-stakes situations. Your judgment improves, and better decisions follow. Level 3 – Executive Presence: AI offloads cognitive load by capturing conversations, tracking decisions, and surfacing context. You arrive at every meeting calm, prepared, and fully present. This is where careers accelerate—and where women leaders using AI for career growth unlock the biggest competitive advantage. My own experience makes this concrete. I started using AI to help reorganize a storage shed—asking it to help me think through what goes where, what organization system would work best. After three days of working on it together, AI said to me: "You're getting better at this." And the following week, when I had a larger project,...

What happens when we stop choosing sides between light and shadow, masculine and feminine, right and wrong—and instead stand in a sacred third space?Meet Elayne Kalila Doughty, MA, MFT, a priestess‑psychotherapist whose life's work is reclaiming the divine feminine and midwifing women into their full, unapologetic power. She is an ordained priestess and focalizer of both the 13 Moon Mystery School and the Rosa Mystica Mystery School, and has been on a path of passionate service for the past thirty years, inspiring women around the world to unleash their leadership gifts and step into their full potential.Elayne is also the Dean and Founder of the Priestess Presence School of the Sacred Arts + Temple, a modern mystery school that serves a sisterhood of over 100,000 women worldwide. She trains, initiates, and ordains women as modern‑day priestesses, ceremonialists, and powerful feminine leaders in all walks of life and professions. Her work specializes in helping women tap into their deepest wisdom and harness their own transformational power so they can be more effective and whole in every aspect of their lives.In this conversation, you'll hear about Magdalene consciousness, internal alchemy, and the “noble masculine” now stepping into the room, as well as Elayne's work with women in perimenopause and menopause, which she frames not as decline but as a second becoming. The episode closes with a powerful blessing and invocation for the divine human in each of us.If this episode moves you, please share it with a friend, leave a review, and help us widen this field of love and sacred inquiry.In this episode, we cover so many topics, including:(00:00:01) Opening, Divine Feminine Context & Offerings (00:05:00) Spiritual Awakening: First contact with her Magdalene Consciousness(00:11:08) Church of England's erasure of the Feminine Faces of God(00:12:47) Global Pilgrimage and Goddess Traditions(00:18:02) What is a Mystery school?(00:25:24) Internal Alchemy and Shadow Work: Transforming Judgment and Shame(00:36:39) The Sacred Third and the Middle Way Beyond Right/Wrong Polarity (00:44:35) Divine Feminine and Noble Masculine: Sacred Union and Christian Tantra (00:50:04) Emergence of the Noble Masculine and Co‑Leading Sacred Union Work (00:52:07) Menopause as Second Becoming: Wild Knowing, Spiritual Rebirth, and Leadership (00:57:06) Closing Blessing and Invocation for the Divine HumanHelpful links:Elayne Kalila - Follow Elayne Kalila on Instagram @elayne.kalila Subscribe to Elayne Kalila's SubstackFollow Elayne Kalila on Facebook @elaynekaliladoughy Visit Priestess PresenceFollow on Instagram @priestesspresenceSubscribe to Priestess Presence on SubstackJoin the Priestess Presence Temple community on Facebook Upcoming Offerings by Elayne Kalila, visit her website for more informationSacred Union Retreat with Andrew HarveyWild Knowing – Free Webinar Series (Perimenopause & Menopause)Metamorphosis – Nine‑Month Rite of Passage ProgramWhat Happens when the World is MotherlessRupert Sheldrake - biologist and authorDevaa Haley Mitchell of The Shift NetworkYour host:Ongoing Classes by Christine:The Willingness TeachingsRasa: Living Inside the Mood of BeautyWake Down: Returning to the Erotic Holy Body. Practices, Philosophy and FeelingLiving Tantra Immersion: This Fall from November 1 to 22, 2026Easter Intensive: Mystic Heart of Easter Retreat with Christine Mason and Elizabeth Arolyn Walsh on March 25-28, 2027Upcoming Events with ChristineGood Gathering Events at Sundari GardensBrought to you by Rosebud Woman, Award Winning Intimate and Body Care:Log in to the Rosebud Woman WebsiteThe Rosewoman Library: The Embodied Menopause & Intimacy LibraryBody Love Journal: The 9-Week Body Love JournalChristine Marie Mason@christinemariemason@rosebudwomanFounder, Rosebud WomanCo-Founder, Radiant Farms and Sundari GardensHost, The Rose Woman on Love and Liberation: Listen, Like, Share & Subscribe on Apple Podcast | Spotify Hosted on Acast. See acast.com/privacy for more information.

In this episode we discuss everything taking place on this week's episode of SmackDown and what the implications are for WWE Night of Champions. Please support our sponsors: 3WA Wrestling www.worldwidewrestlingalliance... Beezle Games - Sketchy People www.thegamecrafter.com Fro Life Educational Planning www.frolifeplanning.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/fro-wrestling-podcast--2103073/support.

Video zur Episode Text-/Audio-/Videokommentar einreichen HS-Hörer:innen im Slack treffen Aus der Preshow Titelvorschläge werden geladen, BÄM #hsfeedback Von Frank: Beitrag über Stereofotografie als Spezialthema? Stereoskopie.org Von Florian: Aus HS 944, warum hoher Dynamikumfang? Und Leica im chinesischem Besitz muss kein Nachteil sein. Von Arne: Noctilux bei Leica – Beitrag Von Udo: Rückmeldung zum Logo – … „#946 – Beselchen“ weiterlesen

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

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

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

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

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

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

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

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

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

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

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.