Podcast appearances and mentions of Michael Bush

Are there ever times where you feel like you're the only one following the path of God? Going down a narrow path is something Jesus tells us about, but what can we learn to overcome spiritual loneliness?

Tips and thoughts on starting with packages for the first time, or starting again after winter loss. Patron exclusive links over at patreon.com/fiveapple Kamon Reynolds showing both ways to install on YouTube. I thought this was an excellent overview. A non-video tutorial from NC extension -- showing the "shake them out" method...the one you will need to use if the weather is poor or chilly. Rusty Ballew showing the walk-out install method. Her site is always a reliable source of info! Dadant's How-to tutorial on installing. Michael Bush's list of installation mistakes to avoid. He recommends direct queen release..somewhat more risky, use at your own risk tho clearly many people do this. The synthetic comb I mentioned  You are warmly invited to become a Friend of Five Apple on Patreon to join the folks who make the podcasts possible and keep it advertising-free. In addition to huge gratitude, you get:   • BONUS podcasts and early access episodes • Detailed show notes with links, tips, comments • Access to Patreon blog posts including tips and videos • Commenting on posts (and DMs) allows me to answer questions • Input on the podcast topics • Shout-outs on the show because I appreciate you!    If you can support the show with $3 a month or more, please sign up today: https://www.patreon.com/fiveapple -- About Beekeeping at Five Apple: Leigh keeps bees in the Blue Ridge Mountains of North Carolina (gardening zone 6b). She cares for around a dozen hives in a rural Appalachian highland climate. Colonies are managed for bee health with active selection for vigor, genetic diversity and disease resistance, but without chemical treatments for over a decade. The apiary is self-sustaining (not needing to buy/catch replacement bees since 2010) and produces honey and nucs most every year.   

Bad news is shared 7 times more than any other news. We may hear generally good news, or hear and know about the good news of Christ - but does it win out in our lives? Tonight, we explore the life of Peter and similar struggles He had about truly understanding the good news and sharing it with others.

Dan Bernstein, Laurence Holmes, & Leila Rahimi recapped the Cubs walk off win over the Padres, including the performance of Shota Imanaga. 

Headlines MLB - Reds  The Reds were back yesterday.  It was a day after an off day, so theyd surely look refreshed right? Not really.  The Reds lose 6-2 in game 1 to the arizona diamondbacks.  Zac Gallen went 6 innings striking out 6 and not allowing a run.  (here is david bell) Frankie Montas in his return looked sharp going 6 innings giving up 1 earned run while striking out 7 as well.  The Reds sent down Sam Moll with a 0.00 ERA.  I didnt think it would be a terrible move because justin wilson was pitching great.  That was until yesterday.  Justin Wilson essentially ended the game as soon as he came in giing up 4 hits and 4 earned runs while recording 1 out before being yanked.   Jonathan India and Tyler Stephenson both hit solo home runs when the game was already decided.   3 total hits for the reds offense as the average falls to .207 They are back tonight with Graham Ashcraft taking the bump for the Redlegs and jordan Montgomery taking the hill for the diamondbacks.  Montgomery comes into town with a 5.63 ERA.  surely tonight the offense will come back?  Around the League Rangers stomp on the Sacramento Athletics 15-8.  They had a 10 run second inning.   Tigers win 11-7 over the Cleveland Guardians .  Neither starter made it past the third inning Angels shutout the pirates 9-0 Phillies continue to roll as they crush the blue jays 10-1 Nationals shutout the orioles 3-0.  Jesse winker added two more hits with a double in that one.   Rays look to sweep the white sox after winning again last night 5-1 Yankees blowout the astros 10-3 in New York The Braves hold on against the Red Sox 4-2 The Chicago cubs Walked off the San Diego padres in the bottom of the ninth inning on a Michael Bush solo shot.   The Mariners win 10-6 over the Twins  The Brewers were down 5-3 and down to their final out in the top of the ninth against the Royals.  Willy Adames hits a go ahead 3 run blast to give the Brew Crew a win.   Mets beat the cardinals 7-5 Giants shutout the Rockies 5-0 Dodgers no-hit bid ends on the first pitch but they still manage to cruise past the marlins 8-2   NBA  The Celtics appear to be coasting to the NBA finals as they eviscerate the cavaliers in game 1 120-95.  Derrick White dropped 25 points and has now hit 20-37 three pointers in his last 4 games.   Jaylen Brown led the way for the Celtics with 32 points  Mitchell did his part for the cavs scoring 33 points but it wasnt enough  The Thunder rolled last night winning 117-95 over the dallas mavericks.   Irving led the way for the Mavs only scoring 20.  Luka only scored 19 points  Shai Alexander scored 29 points leading the way for the thunder en-route to the win NHL The Rangers take a 2-0 series lead over the hurricanes after winning again last night 4-3.  Vincent Trocheck's goal ended a marathon double overtime game.   The Stars took a 3-0 lead after the first period.  They would not score another goal while the Avalanche would score 4 goals to take game 1 in Dallas in overtime.   Bengals  Burrow spoke to the media yesterday we will get into that later on.  

Remembering the Significance of Being a Great Place to Work For AllShow Notes:  We find ourselves at a critical juncture, where the very foundation of diversity, equity, and inclusion efforts in our corporate sphere is under siege.  So, what can we do in the face of this crisis? How can we reignite the flames of DEI in corporate America? One powerful avenue is through events like the Great Place to Work For All Summit.  This month we will enjoy the rebroadcast of my most popular Real Conversations from the C-Suite series with Mr. Michael Bush, CEO of Great Place to Work.

Lot's to get to on this Tax Day, including: Should Aaron Boone and the Yanks simply lock Anthony Volpe into the Leadoff spot the rest of the season even after DJ comes back? Props to Andrew McCutchen on his 300th HR.  Casey goes down memory lane to that time when he was on The Pirates and met their top prospect... Andrew McCutchen! Did the Cubs steal the deal when they acquired Michael Busch from LA?  Sean certainly thinks so. Chinch met one of his favorite Celebs, Adam Richman, who could not have been any more awesome! Plus, a first look at the Autographed Sean Casey Yankees Jersey we'll be giving away once we hit 4K subscribers on Youtube!  Make sure you help us get there by clicking the link below and subscribing ASAP! https://youtu.be/895iV7f2xqw

Host: Robert Hatfield  |  Released Thursday, March 7, 2024 The media age in which we live isn’t going away. While many of us had a crash course in social media and marketing during the COVID pandemic, it may be time to take that to the next level and to update our practices in order to […]

Laurence Holmes and Leila Rahimi explained why the Cubs' roster has a lot of questions, even after the club re-signed star outfielder/first baseman Cody Bellinger and added Japanese left-hander Shota Imanaga in free agency this offseason.

February 18, 2024 - Sunday PM - "Evangelistic Communication" Sunday PM sermon by Michael Bush, our new Communications and Outreach Minister

ep.206 Autocannon Official tuner clothing (founded in the late 1990's) reached its peak in the early 2000's before industry turnover and the recession almost completely eliminated the brand and it's corporate partner brand Max Boost. Michael Bush connected with the creator of both brands and vowed to help return them to new heights due to very personal and emotional ties. In this episode, learn about Michael Bush, Autocannon Official and Max Boost. About this guest: Michael Bush social media Instagram: @trackspecdailydrivers http://www.maxboost.com/ https://shop.autocannon.com/ Contact Hard Parking with Jhae Pfenning: email: HardParkingPodcast@gmail.com Website: ⁠⁠www.Hardparkingpod.com⁠⁠ Become a supporter: ⁠⁠www.patreon.com/hardparkingpodcast/⁠⁠ Instagram: ⁠⁠instagram.com/jhaepfenning/⁠

In this episode of Locked On MLB Prospects, host Lindsay Crosby evaluates the Los Angeles Dodgers top-tier farm system. The episode includes an overview of the system's top talents such as infielder Michael Bush, catcher Dalton Rushing, right hand pitchers Gavin Stone, Nick Frasso, River Ryan, Kyle Hurt, Peyton Martin, Justin Wrobleski and outfielders Andy Pages, Josue de Paula, and Jaron Elkins. Lindsay discusses each player's stats, strengths, challenges, and future prospects within the Dodgers team. Additionally, the episode details potential challenges facing the players, highlight how the farm system is a wealth of talent for the team, assesses future prospects, and takes a look at some lower-level prospects to watch. Find all the different ways to connect with the show (Discord, Subtext, etc) HERE: https://linktr.ee/CrosbyBaseball Follow along with LockedOn MLB Prospects host Lindsay Crosby as we follow 120+ affiliated teams throughout the 2023 season! From prospect call-ups to impactful trades to the ever evolving battle for minor league living and working conditions, Lindsay is covering it all on five days a week. Available exclusively on the Locked On Podcast Network. Follow the show on twitter @LockedOnFarm and email your Mailbag Monday questions to LockedOnMLBProspects@gmail.com Follow Lindsay for up to the minute details on all things Minor League Baseball: On Twitter: https://twitter.com/CrosbyBaseball Support Us By Supporting Our Sponsors! FanDuel Score early this NFL season with FanDuel, America's Number One Sportsbook! Right now, NEW customers get ONE HUNDRED AND FIFTY DOLLARS in BONUS BETS with any winning FIVE DOLLAR MONEYLINE BET! That's A HUNDRED AND FIFTY BUCKS – if your team wins! Visit FanDuel.com/LOCKEDON to get started. Gametime Today's episode is brought to you by Gametime. Download the Gametime app, create an account, and use code LOCKEDON for $20 off your first purchase. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode of Locked On MLB Prospects, host Lindsay Crosby evaluates the Los Angeles Dodgers top-tier farm system. The episode includes an overview of the system's top talents such as infielder Michael Bush, catcher Dalton Rushing, right hand pitchers Gavin Stone, Nick Frasso, River Ryan, Kyle Hurt, Peyton Martin, Justin Wrobleski and outfielders Andy Pages, Josue de Paula, and Jaron Elkins. Lindsay discusses each player's stats, strengths, challenges, and future prospects within the Dodgers team. Additionally, the episode details potential challenges facing the players, highlight how the farm system is a wealth of talent for the team, assesses future prospects, and takes a look at some lower-level prospects to watch.Find all the different ways to connect with the show (Discord, Subtext, etc) HERE: https://linktr.ee/CrosbyBaseballFollow along with LockedOn MLB Prospects host Lindsay Crosby as we follow 120+ affiliated teams throughout the 2023 season! From prospect call-ups to impactful trades to the ever evolving battle for minor league living and working conditions, Lindsay is covering it all on five days a week. Available exclusively on the Locked On Podcast Network. Follow the show on twitter @LockedOnFarm and email your Mailbag Monday questions to LockedOnMLBProspects@gmail.comFollow Lindsay for up to the minute details on all things Minor League Baseball:On Twitter: https://twitter.com/CrosbyBaseballSupport Us By Supporting Our Sponsors!FanDuelScore early this NFL season with FanDuel, America's Number One Sportsbook! Right now, NEW customers get ONE HUNDRED AND FIFTY DOLLARS in BONUS BETS with any winning FIVE DOLLAR MONEYLINE BET! That's A HUNDRED AND FIFTY BUCKS – if your team wins! Visit FanDuel.com/LOCKEDON to get started.GametimeToday's episode is brought to you by Gametime. Download the Gametime app, create an account, and use code LOCKEDON for $20 off your first purchase.FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Learn more about your ad choices. Visit podcastchoices.com/adchoices

Our past few guests have taught us about creating positive work places. In this episode Dr. Cindy Pace goes Beyond the Conversations and shares her personal steps for making your workplace great.At Metlife, we are committed to diversity, equity and inclusion and we believe making a difference in the lives of our customers, community, and the world around us is #AllTogetherPossible. Learn more and join us at MetLife.com.

Michael Bush is the father to Carson, an 18-year-old diagnosed with XXY at 15, and together, they want to inspire other young men and their parents to do a podcast. Carson shares his story, from being unable to talk about XXY to his love of teaching people about it. At the age of three, Carson hit his peak in growth, and by the time he was five, he started taking growth hormones. Around 12, Carson was experiencing mobility issues, and their family doctor thought he might have Heller and Danlos syndrome. Michael wants people to know that having a child with XXY is okay. Carson grew up being a normal child, riding bikes and playing outside. Michael also wants to encourage parents not to shelter their boys because of this diagnosis and says everyone will face challenges in life.

In this episode, Michael Bush, CEO of Great Place to Work shares insights about how to be a leader for all, not just for some and how to build great work environments for all. At Metlife, we are committed to diversity, equity and inclusion and we believe making a difference in the lives of our customers, community, and the world around us is #AllTogetherPossible. Learn more and join us at MetLife.com.

In this episode, I am joined by my friend Paul Davis as we interview local politicians Michael Bush, John Chapman, and Albert Vega. Michael Bush is a candidate for Courtland District Board of Supervisors, while Albert Vega is running for Springfield District Supervisor. John Chapman is a city councilman for the City of Alexandria. This was a great conversation about local politics and how involvement in your local community is so important! Check it out!  Shout Outs and Plugs Paul Davis Resources Paul Davis LinkedIn: https://www.linkedin.com/in/paul-davis-nova/ Paul Davis Instagram: https://www.instagram.com/p_dub521/ Paul Davis Twitter: https://twitter.com/pdavi2 Michael Bush Resources Michael Bush LinkedIn: https://www.linkedin.com/in/michael-bush-a45635170/ Michael Bush Instagram: https://www.instagram.com/michaelbush4va/ John Chapman Resources John Chapman LinkedIn: https://www.linkedin.com/in/john-taylor-chapman-1a23a52/ John Chapman Instagram: https://www.instagram.com/j_chapman99/ Albert Vega Resources For more information on Albert's campaign for Springfield District Supervisor, visit AlbertVega.com Albert Vega LinkedIn: https://www.linkedin.com/in/albertvega/ Albert Vega Instagram: https://www.instagram.com/albertinspringfield/ If you have a question for the podcast call 571-336-6560 or leave a question via this Google Form. Five Minute Journal by Intelligent Change Affiliate Code: https://www.intelligentchange.com/?rfsn=4621464.017186 Tappy Card “Electronic Business Card” Affiliate Code:  https://tappycard.com?ref:philip-wilkerson Please leave a rating/review of the Podcast https://lovethepodcast.com/positivephilter Intro music was provided by DJ BIGyoks. Check out his Instagram and Soundcloud channel can be found here:  https://www.instagram.com/beats.byyoks/ https://soundcloud.com/dj-bigyoks Outro music was provided by Ryan Rosemond. Check out his Soundcloud channel here: https://soundcloud.com/brothersrosemond/albums  Leave Your Feedback by filling out this audience survey: https://forms.gle/ncoNvWxMq2A6Zw2q8 Sign up for Positive Philter Weekly Newsletter: http://eepurl.com/g-LOqL Please follow Positive Philter: Positive Philter Facebook Page Positive Philter Twitter Positive Philter Instagram  If you would like to support the podcast, please consider donating to the Positive Philter Patreon page: https://www.patreon.com/positivephilter Positive Philter was selected by FeedSpot as Top 20 Positive Thinking Podcasts on the web. https://blog.feedspot.com/positive_thinking_podcasts/ The Positive Philter Podcast is dedicated to Jeff Kirsch. A long-time supporter of the show and a major influence on this show's growth. Please support the careers of future advocates by donating to the Jeff Kirsch Fund for Anti-Hunger Advocacy. This fund was named after Jeff Kirsch for his decades of service in fighting hunger and inequality. Link to fund: https://frac.org/kirschfund  

How do some companies create dynamic, inclusive work cultures, while others struggle to connect? What does it really take for leaders to create a workplace that is welcoming to all?  Jess and I were so excited to have a chat about equity at work on today's Digital Meetup, with Michael Bush, CEOof Great Place To Work US. Although, Brian Reaves⁠⁠, Chief Belonging,Diversity, and Equity Officer, ⁠⁠UKG⁠⁠ could not join us today, Jess, Michael and I discussed their concept of "For All Leadership," and what it takes for EVERY employer to be great. We also dove into why UKG and GreatPlace to Work are the perfect match, and what they're setting out to do together. Did you know that inclusive cultures outperform the stock performance of less inclusive companies by 400%? Together we addressed employee experience, gnerational experiences and gap in the workplace, where the world of work is headed, short-term action and reaction business cycles, and what every company needs to think about over the long haul, not just for quarterly results!

In the conclusion of Kathleen's chat with Michael Bush, the CEO of Great Place to Work, Michael talks about the importance of acknowledging high performers and his thoughts on Korn Ferry's study that says 50% of people in the workplace are reporting some form of mental health distress.

Kathleen kicks off 2023 with Michael Bush, the CEO of Great Place to Work, the global research and analytics firm that produces the annual Fortune 100 “Best Companies to Work For list.” Michael is also the author of A Great Place to Work for All: Better for Business, Better for People, Better for the World. In part one, Michael shares what makes a great place to work, how he defines leadership, and how data can help you deal with fear.

Cheers to a great year! What better way to round out Season 5 than with Bridge the Gap founders and hosts Josh Crisp and Lucas McCurdy sharing a recap of incredible moments in 2022.They feature Contributor Hosts Anthony Ormsbee-Hale, Julie Podewitz, Christy Van Der Westheizen, and Chris Heinz. This Series is sponsored by Peak Senior Living.Also catch features on podcast guests Greg Puklicz + Marcus Van Ameringen, David Schless, Charles Mann, Brian McWade, Tim Craig, Jodi Guffee, Matt Thornhill, Michael Bush, Larry Cohen, Pat Mulloy, Chris Brickler, Marc Middleton, and our friend Jay Allen.BTG Magazine: Read, Advertise and Contribute.Become a sponsor of the BTG Network. See you in Season 6!Connect with BTG on social media:YouTubeInstagramFacebookTwitterLinkedInMeet the Hosts:Lucas McCurdy, @SeniorLivingFan Owner, The Bridge Group Construction; Senior Living...

Cheers to a great year! What better way to round out Season 5 than with Bridge the Gap founders and hosts Josh Crisp and Lucas McCurdy sharing a recap of incredible moments in 2022.They feature Contributor Hosts Anthony Ormsbee-Hale, Julie Podewitz, Christy Van Der Westheizen, and Chris Heinz. This Series is sponsored by Peak Senior Living.Also catch features on podcast guests Greg Puklicz + Marcus Van Ameringen, David Schless, Charles Mann, Brian McWade, Tim Craig, Jodi Guffee, Matt Thornhill, Michael Bush, Larry Cohen, Pat Mulloy, Chris Brickler, Marc Middleton, and our friend Jay Allen.BTG Magazine: Read, Advertise and Contribute.Become a sponsor of the BTG Network. See you in Season 6!Connect with BTG on social media:YouTubeInstagramFacebookTwitterLinkedInMeet the Hosts:Lucas McCurdy, @SeniorLivingFan Owner, The Bridge Group Construction; Senior Living Construction Renovation - CapEx - Reposition   Joshua Crisp, Founder and CEO, Solinity; Senior Living Development - Management - Consulting - MarketingProduced by Solinity Marketing.

Our guest today is Michael Bush, the CEO of Great Place to Work, the global research and analytics firm that produces the annual Fortune100 Best Companies to Work For list, the World's Best Workplaces list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications, which he grew from $40 million to $300 million in revenue. Michael is also a former member of President Obama's White House Business Council and a founding board member of the private equity seed fund, Fund Good Jobs, which invests in small, inner-city businesses.Talking Points: What does Great Place To Work do?The importance of measuring "trust" / what is "trust"What do most employees look for in managers and leadersWhat's the most important hiring factor when building teams? Consequences of low trust work environmentsGreat Place To Work and Google's partnership on studying high-performance teamsEmployees don't have the power to change company cultureWhat matters most to employees? Yes, pay does matter.What actually matters if you want to be a great leaderThe majority of leaders are snapping back to 2019 behaviorAnalyzing what's best for my customer and my employeesWhat would Michael change about his own leadership style? Resources/Links: Great Place To Work: https://www.greatplacetowork.com/Connect with Michael on LinkedIn: https://www.linkedin.com/in/michaelcbush/Visit the Podcast Website: https://www.talentempowerment.com/Connect with Tom on LinkedIn: https://www.linkedin.com/in/tomfinnleggup/Follow the Podcast on LinkedIn: https://www.linkedin.com/company/talent-empowerment-podcast/Visit our Sponsor: https://www.leggup.com/

Our guest today is Michael Bush, the CEO of Great Place to Work, the global research and analytics firm that produces the annual Fortune100 Best Companies to Work For list, the World’s Best Workplaces list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications, which he grew from $40 million to $300 million in revenue. Michael is also a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund, Fund Good Jobs, which invests in small, inner-city businesses. Talking Points: What does Great Place To Work do? The importance of measuring "trust" / what is "trust" What do most employees look for in managers and leaders What's the most important hiring factor when building teams? Consequences of low trust work environments Great Place To Work and Google's partnership on studying high-performance teams Employees don't have the power to change company culture What matters most to employees? Yes, pay does matter. What actually matters if you want to be a great leader The majority of leaders are snapping back to 2019 behavior Analyzing what's best for my customer and my employees What would Michael change about his own leadership style? Resources/Links:

The boys are Live and Direct from the first ever, Namsayin car show! Sponsored by both the city of Seattle and local C.I.D businesses / organizations. This one is all about sun, fun and of course cars. First up to bat is Sonny D of Lifetime Car Club. Sonny is a life long gear head who has wrenched on nearly everything over the years. His Lifetime Car Club community is full of classic low-riders and wild all out builds that each member of the group helps contribute to. Sonny talks about the challenges of keeping a car club together for so long and the unique challenges they faced organizing events back in the 80s and 90s. And lastly Sonny touches on bringing the culture to the next generation of car lovers. Then the fellas chop it up with Michael Bush, race team builder, comic lover and friend of the children. Mike tells us about growing up with Max Boost comics and that sometimes meeting your heroes is truly amazing. Mike speaks about his humble beginnings and how his passion for cars and racing lead him to work with some amazing industry people to produce not only the comic book from his childhood, Max Boost, But also a brand new book, H is for Honda, sponsored by Honda Motor Corp. We touch base on the future of his racing and race team as well as what other projects Michael has in the line up. Last up is the one and only Buddha Matsui of Gold Leaf Gardens. Buddha discusses taking the community mindset into the business world and walks us through how the values and interpersonal skills learned / earned in the car community, helped lay the foundation and labor support for one of the biggest and best organically grown cannabis companies in the country. Buddha has watched the car community and culture change and let's us in on where he believes the future of crusin, car shoes and the larger car community is headed. Lastly Buddha discusses health and the importance of keeping healthy to enjoy the best life has to offer. It's a line up like no other, at a car show like no other, the C.I.D / Namsayin 1st ever Car Show experience.

Wins Above Fantasy – Van Burnett (@Van_Verified) and Steve Gesuele (@stav8818) talk prospects with a redraft league focus. They discuss the potential impact of recent call-ups and what players you should be stashing. Go to birddogs.com and use promo code PITCHERLIST for a free Birddogs hat with your pair of Birddogs. Adley Rutschmann gets the call (4:15) How good can Nolan Gorman be (11:00) Alek Thomas flying under the radar in the desert (18:00) Matthew Liberatore getting a shot with the Cards (21:00) Get excited about Roansy Contreras (24:44) Grayson Rodriguez: the best pitching prospect in baseball (33:10) Bobby Miller is a name to watch in LA (36:40) Could Brayan Bello get a shot with the Red Sox (39:40) Royce Lewis learning new positions (43:15) Oneil Cruz has nothing left to prove (47:10) Getting hyped for Corbin Carroll (50:36) Miguel Vargas putting up impressive numbers in AAA (53:50) Michael Bush another awesome Dodger prospect (56:45) All Vinny Pasquantino does is hit (59:00) Subscribe: Apple Podcasts | Spotify | Stitcher | TuneIn | Google Podcasts | Audacy | RSS Connect: Twitter | WinsAboveFantasy@gmail.com | Join PL+ Get PL+ and join our Discord: https://pitcherlist.com/plus

Wins Above Fantasy – Van Burnett (@Van_Verified) and Steve Gesuele (@stav8818) talk prospects with a redraft league focus. They discuss the potential impact of recent call-ups and what players you should be stashing. Go to birddogs.com and use promo code PITCHERLIST for a free Birddogs hat with your pair of Birddogs. Adley Rutschmann gets the call (4:15) How good can Nolan Gorman be (11:00) Alek Thomas flying under the radar in the desert (18:00) Matthew Liberatore getting a shot with the Cards (21:00) Get excited about Roansy Contreras (24:44) Grayson Rodriguez: the best pitching prospect in baseball (33:10) Bobby Miller is a name to watch in LA (36:40) Could Brayan Bello get a shot with the Red Sox (39:40) Royce Lewis learning new positions (43:15) Oneil Cruz has nothing left to prove (47:10) Getting hyped for Corbin Carroll (50:36) Miguel Vargas putting up impressive numbers in AAA (53:50) Michael Bush another awesome Dodger prospect (56:45) All Vinny Pasquantino does is hit (59:00) Subscribe: Apple Podcasts | Spotify | Stitcher | TuneIn | Google Podcasts | Audacy | RSS Connect: Twitter | WinsAboveFantasy@gmail.com | Join PL+ Get PL+ and join our community!: https://www.pitcherlist.com/plus

The great resignation…and the great “thank you.” Michael Bush, CEO of Great Place to Work® and keynote speaker at Senior Living 100 Conference, discusses the 9 high-trust leadership behaviors. Book: A Great Place to Work For All by Michael BushRequest an invitation to the VIP Ignite Experience: Dream Again.Read the Spring Issue of the BTG Magazine here.Request an invitation to the VIP Ignite Experience in Nashville, TN set for August 28-30.Powered by sponsors Accushield, Connected Living, Hamilton CapTel, Enquire, LTC REIT, OneDay, Meridian Capital, iN2L, Solinity, and The Bridge Group Construction.YouTube Instagram Facebook Twitter LinkedIn Lucas McCurdy, @SeniorLivingFan Owner, The Bridge Group Construction; Senior Living Construction Renovation - CapEx - Reposition   Joshua Crisp, Founder and CEO, Solinity; Senior Living Development - Management - Consulting - MarketingProduced by Solinity Marketing.

Steven Michael Bush, Of The Bush Law Group, Talks About Post Loss Obligations, And Insurance Appraisals  #thebushlawgroup #stevenmichaelbush #proofofloss #pol #ce #continuingeducation #claim #wind #damage #florida #publicadjuster #independentadjuster #staffadjuster #insurance #contractor #attorney #lawyer #businessowner #entrepreneur #theentreprenudistpodcast #gettogether #greet #eat #teach   Watch The FULL Video Here: https://youtu.be/cTXtxDSiIkw   SUBSCRIBE To The ENTREPRENUDIST PODCAST: https://www.listennotes.com/podcasts/the-entreprenudist-podcast-the-place-to-iuBm7-fcGe8/   Who Are You? http://survey.libsyn.com/entreprenudist   LISTEN to the entrepreneur and business owners' anthem, “Couple Hundred Grand”: https://distrokid.com/hyperfollow/randolphlove/couple-hundred-grand   SIGN-UP for Events and Resources Newsletter: http://eepurl.com/hXf-mX  

This week I am joined by Michael Bush, a beekeeper, speaker, and author of "The Practical Beekeeper, Beekeeping Naturally". This is a 2 part podcast episode where we discuss bees, comb design, natural beekeeping, studies, the experience Michael has in beekeeping, and the knowledge around how we as beekeepers can and should get off the chemical treatment "train". _______________________________________________ From BushFarms.com Beekeeping House of Cards So beekeepers, with the advice and assistance of the USDA and the universities, have built this precarious system of beekeeping that relies on chemicals, antibiotics, and pesticides to keep it going. And beekeepers keep breeding the resistant pests that can survive the treatments, contaminating the entire wax supply with poisons (and we make our foundation out of that contaminated wax so it is a closed system) and breeding queens that can't survive without all of this treatment. What can we do to have a sustainable beekeeping system? Stop treating The only way to have a sustainable system of beekeeping is to stop treating. Treating is a death spiral that is now collapsing. To leverage this, you need to raise your queens from local surviving bees. Only then can you get bees who genetically can survive and parasites that are in tune with their host. As long as we treat we get weaker bees who can only survive if we treat, and stronger parasites who can only survive if they breed fast enough to keep up with our treatments. No stable relationship can develop until we stop treating. The other problem, of course, is that if we just stop now with the system of beekeeping we have, the genetically and environmentally weakened bees will usually die. Even if they are genetically capable of surviving in a clean (uncontaminated) environment, we have to get to an environment they can survive in or they will still die. So what is that environment? _______________________________________________ Show Notes: Hyperthermia Treatment Study1 Hyperthermia Treatment Study2 Hive Type Study1 Hive Type Study2 Bush Farms Michael Bush's Books --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/hyve-time/support

This week I am joined by Michael Bush, a beekeeper, speaker, and author of "The Practical Beekeeper, Beekeeping Naturally". This is a 2 part podcast episode where we discuss bees, comb design, natural beekeeping, studies, the experience Michael has in beekeeping, and the knowledge around how we as beekeepers can and should get off the chemical treatment "train". _______________________________________________ From BushFarms.com Beekeeping Pests So why are we having problems? We have a lot of recent pests and diseases that have made it to North America (and most other places in the world) in the last 30 years or so. As someone once said, "You can't keep bees like grandpa did cause grandpa's bees are dead." Most of us beekeepers have lost all of our bees one time or another in the last few decades and this seems to be getting worse. So part of the problem for beekeepers is the pests, but there are other issues. Shallow Gene Pool We have a narrow gene pool to start with here and between pesticides, pests, and overzealous programs to control Africanized Honey Bees, many of the pockets of feral bees have been depleted leaving only the queens that people buy. When you consider that there are only a handful of queen breeders providing 99% of the queens, that's a pretty small gene pool. This deficiency used to be made up by feral bees and people rearing their own queens. But the recent trend is to encourage everyone to not rear their own queens and only buy them. Especially in AHB (Africanized Honey Bee) areas. _______________________________________________ Show Notes: Observation Beehive Link Bush Farms Observation Hive Link Michael Bush's Books --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/hyve-time/support

The homie Michael Bush stops in and talks about grabbing dicks when he was a teen and how it impacted his life. We also take a trip down memory lane and share some stories of our Dothan, AL punk rock experience. We also pay tribute to a local legend and songwriter Bobby Lee Hill. Tune in for a brand-new episode of The Chad Show filmed in a cloud of green smoke from an Airbnb by the Dothan golf course. --- Send in a voice message: https://anchor.fm/chad-sheppard/message

In today's race to attract and retain the best employees, creating an inclusive environment where people actually want to work is key to success. And this is something today's Leadership Next guests have been focused on for years. Michael Bush is CEO of Great Place to Work (GPTW), and Aron Ain is CEO of UKG, the company that recently acquired GPTW. The two tell Alan Murray and Ellen McGirt why their companies recently joined forces, and share advice on navigating the rapidly-changing world of work.

Levels: Intermediate + This BalloonCast episode is based on an article by Michael Bush, a global CEO who's looked into the happiness dimension at work. Listen to learn more about the topic. Enjoy ;-)

In this week's episode, we discover what the latest research suggests creates a great place to work and why prioritizing people's wellbeing improves productivity and profitability. Connect with Michael Bush: https://www.greatplacetowork.com/ [free_product_purchase id="113404"] You'll Learn: [02:32] - Michael outlines the business case for companies to be great places to work. [04:39] - Michael shares the evidence-based factors that help people to feel happier at work. [08:18] - Michael explains how the global pandemic, Black Lives Matter, and a tense political environment impacted the happiness of workers. [13:28] - Michael explains why organizations who prioritized their people's wellbeing over their financial wellbeing – even during uncertain times – fared better over the past year. [16:35] - Michael offers some tips for how workplaces can build trust with their people. [26:34] - Michael shares examples of how the best places to work are helping workers navigate the transition to a ‘new normal' or work post-pandemic. [31:15] - Michael enters the lightning round Thanks for listening! MPPW Podcast on Facebook Work Inspired by Aron Ain Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post. Please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them.  And don't forget to subscribe to the show on iTunes to get automatic updates. It's free! You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. Until next time, take care!  Thank you, Michael!

On this weeks episode, we sit and talk with former NFL running back Michael Bush. The former Louisville star talks to us about his playing days in the NFL, his collegiate career, and falling in love with the game of golf. Be sure to tune in with co-host Alhaji and I as we put Mike through our barrel proof segment of rapid fire questions. Twitter: @larryobannon @alhajimohammed @theppupodcast

Abstract In part 2 of On The Wall, Elizabeth and Karin discuss the exhibition guided by the catalogue and the art and artists curated by Elizabeth. They walk you through the exhibition as if they are there explaining what they see and put it into context. REFERENCE AS: Merx, Karin, and Elizabeth Amisu. “Episode 48 – On The Wall Part 2” Podcast, Michael Jackson's Dream Lives On: An Academic Conversation 7, no. 6 (2021). Published electronically 27/05/2021. https://sya.rqu.mybluehost.me/website_94cbf058/episode48-part-2-on-the-wall/. The Journal of Michael Jackson Academic Studies asks that you acknowledge The Journal of Michael Jackson Academic Studies as the source of our Content; if you use material from The Journal of Michael Jackson Academic Studies online, we request that you link directly to the stable URL provided. If you use our content offline, we ask that you credit the source as follows: “Courtesy of The Journal of Michael Jackson Academic Studies.” Episode 48 – On The Wall Part 2 By Karin Merx & Elizabeth Amisu Karin Merx BMus, MA, is editor of The Journal of Michael Jackson Academic Studies, and author of  ‘A festive parade of highlights. La Grande Parade as evaluation of the museum policy of Edy De Wilde at the Stedelijk Museum Amsterdam'. Find out more about Karin here. Elizabeth Amisu, PGCE, MA, is editor of The Journal of Michael Jackson Academic Studies and author of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife. Find out more about Elizabeth here. References Margo Jefferson, 'Was I in denial? Margo Jefferson on Michael Jackson's legacy', The Guardian (2019) https://www.theguardian.com/books/2019/jun/07/margo-jefferson-on-michael-jacksonJoseph Vogel, 'How Dangerous kicked Off Michael Jackson's Race paradox', The Guardian (2018) https://www.theguardian.com/music/2018/mar/17/black-and-white-how-dangerous-kicked-off-michael-jacksons-race-paradoxAdrian Searle, 'Michael Jackson On The Wall Review,' The Guardian (2018) https://www.theguardian.com/artanddesign/2018/jun/27/michael-jackson-on-the-wall-review-artists-dream-model-national-portrait-gallery-londonElizabeth Amisu, 'Academic Book Review: On Michael Jackson', The Journal Of Michael Jackson Academic Studies 1, no. 1 (2014). https://sya.rqu.mybluehost.me/website_94cbf058/elizabeth-amisu-on-michael-jackson-by-margo-jefferson/Mark Ryden about the frame of The dangerous Painting and On The Wall, Watch HereMichele Wallace, 'Michael Jackson, Black Modernisms and ‘The Ecstasy of Communication', The Journal Of Michael Jackson Academic Studies 1, no. 4 (2015) https://sya.rqu.mybluehost.me/website_94cbf058/michael-jackson-black-modernisms-and-the-ecstasy-of-communication/Joseph Vogel, 'Michael Jackson's dangerous and the reinvention of pop', Popmatters, https://www.popmatters.com/michael-jackson-reinvention-of-pop-2495948728.htmlIsabelle Petitjean, Conference “Dangerous", Michael Jackson & Mark Ryden, Pop Music & Fine Arts. Watch Here Isabelle Petitjean, "Dangerous" - from Mark Ryden to Michael Jackson - Pop Culture in the Pantheon of Fine Arts (Delatour ed, 2017).Michael Bush, The King of Style: Dressing Michael Jackson (Insight Editions 2021).Elizabeth Amisu, ‘Liberace Has Gone To War': Undressing Michael Jackson's Fashion', Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife (Preager, 2016).Banksy, Exit Through the Gift Shop', documentary (UK, 2010) Watch Here, Buy DvD Joseph Vogel, 'I Ain't Scared of No Sheets: Rescreening Black Masculinity in Michael Jackson's Black or White', Journal of Popular Music Studies 27,1 (2015) https://www.academia.edu/11493559/I_Ain_t_Scared_of_No_Sheets_Re_screening_Black_Masculinity_in_Michael_Jackson_s_Black_or_White_Journal_of_Popular_Music_Studies_27_1_March_2015Willa Stilwater, M Poetica: Michael Jackson's Art of Connection and Defiance, Second Edition (Kindle, 2013).Karin merx,

Abstract In part 2 of On The Wall, Elizabeth and Karin discuss the exhibition guided by the catalogue and the art and artists curated by Elizabeth. They walk you through the exhibition as if they are there explaining what they see and put it into context. REFERENCE AS: Merx, Karin, and Elizabeth Amisu. “Episode 48 – On The Wall Part 2” Podcast, Michael Jackson’s Dream Lives On: An Academic Conversation 7, no. 6 (2021). Published electronically 27/05/2021. https://michaeljacksonstudies.org/episode48-part-2-on-the-wall/. The Journal of Michael Jackson Academic Studies asks that you acknowledge The Journal of Michael Jackson Academic Studies as the source of our Content; if you use material from The Journal of Michael Jackson Academic Studies online, we request that you link directly to the stable URL provided. If you use our content offline, we ask that you credit the source as follows: “Courtesy of The Journal of Michael Jackson Academic Studies.” Episode 48 – On The Wall Part 2 By Karin Merx & Elizabeth Amisu Karin Merx BMus, MA, is editor of The Journal of Michael Jackson Academic Studies, and author of  ‘A festive parade of highlights. La Grande Parade as evaluation of the museum policy of Edy De Wilde at the Stedelijk Museum Amsterdam’. Find out more about Karin here. Elizabeth Amisu, PGCE, MA, is editor of The Journal of Michael Jackson Academic Studies and author of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife. Find out more about Elizabeth here. References Margo Jefferson, 'Was I in denial? Margo Jefferson on Michael Jackson's legacy', The Guardian (2019) https://www.theguardian.com/books/2019/jun/07/margo-jefferson-on-michael-jacksonJoseph Vogel, 'How Dangerous kicked Off Michael Jackson's Race paradox', The Guardian (2018) https://www.theguardian.com/music/2018/mar/17/black-and-white-how-dangerous-kicked-off-michael-jacksons-race-paradoxAdrian Searle, 'Michael Jackson On The Wall Review,' The Guardian (2018) https://www.theguardian.com/artanddesign/2018/jun/27/michael-jackson-on-the-wall-review-artists-dream-model-national-portrait-gallery-londonElizabeth Amisu, 'Academic Book Review: On Michael Jackson', The Journal Of Michael Jackson Academic Studies 1, no. 1 (2014). https://michaeljacksonstudies.org/elizabeth-amisu-on-michael-jackson-by-margo-jefferson/Mark Ryden about the frame of The dangerous Painting and On The Wall, Watch HereMichele Wallace, 'Michael Jackson, Black Modernisms and ‘The Ecstasy of Communication', The Journal Of Michael Jackson Academic Studies 1, no. 4 (2015) https://michaeljacksonstudies.org/michael-jackson-black-modernisms-and-the-ecstasy-of-communication/Joseph Vogel, 'Michael Jackson’s dangerous and the reinvention of pop', Popmatters, https://www.popmatters.com/michael-jackson-reinvention-of-pop-2495948728.htmlIsabelle Petitjean, Conference “Dangerous", Michael Jackson & Mark Ryden, Pop Music & Fine Arts. Watch Here Isabelle Petitjean, "Dangerous" - from Mark Ryden to Michael Jackson - Pop Culture in the Pantheon of Fine Arts (Delatour ed, 2017).Michael Bush, The King of Style: Dressing Michael Jackson (Insight Editions 2021).Elizabeth Amisu, ‘Liberace Has Gone To War’: Undressing Michael Jackson’s Fashion', Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife (Preager, 2016).Banksy, Exit Through the Gift Shop’, documentary (UK, 2010) Watch Here, Buy DvD Joseph Vogel, 'I Ain't Scared of No Sheets: Rescreening Black Masculinity in Michael Jackson's Black or White', Journal of Popular Music Studies 27,1 (2015) https://www.academia.edu/11493559/I_Ain_t_Scared_of_No_Sheets_Re_screening_Black_Masculinity_in_Michael_Jackson_s_Black_or_White_Journal_of_Popular_Music_Studies_27_1_March_2015Willa Stilwater, M Poetica: Michael Jackson's Art of Connection and Defiance, Second Edition (Kindle, 2013).Karin merx, Elizabeth Amisu,

Oh wow yall, we've made it to Episode 18. Only the rest of our lives to go! *** Episode 18 is sponsored by Elise Capron aka E from the MJ Cast *** E, we can't thank you enough for being a supporter. As a token of our appreciation, we've bestowed the title of User 6 unto you. May you lift your head high though the crown is heavy! Every User's got the heart for it. This episode, we discuss Michael Jackson's style and fashion influence, with support from stylist Michael Bush's book, “The King of Style: Dressing Michael Jackson”. We talk about the glove, the jackets and you guessed it ladies, the gold pants from the HIStory tour. We share some news updates, trivia and per usual, tracking Taj Jackson's progress to goal for his indie film/documentary. We make an appeal for fan-fiction because we're certain you'll enjoy hearing us read it on the pod. Want to send us your MJJ fan fiction faves? Email us: TheBlackJacksonEstate@gmail.com The pandemic rages on and so does this damn pod. We appreciate you. Please leave us a comment and let us know where you found us. Please donate! Support our podcast and get a shout out on the next episode.  www.paypal.me/blackjackestate Follow us on social media User 1 runs the tweets! twitter.com/blkjackestate User 1.5: twitter.com/reinalatoya User 2: twitter.com/ashleikblue Instagram: https://www.instagram.com/blkjackestate/ Leave a comment and a rating where you stream! https://linktr.ee/theblackjacksonestate Legendary Sponsors aka Users: User 4. Alicia Williams User 5. Pamela Price User 6. Elise Capron ——— Show Notes E's latest episode of the MJ Cast - The Talitha Linehan Special http://www.themjcast.com/129-talitha-linehan-special/ DMX and MJ Billie Jean Mashup https://www.youtube.com/watch?v=IhrphzZf9dw 29.845% to Goal Donate to Taj, please. https://www.gofundme.com/f/the-truth-runs-marathons?utm_campaign=p_cp_url&utm_medium=os&utm_source=customer The King of Style: Dressing Michael Jackson https://www.amazon.com/King-Style-Dressing-Michael-Jackson/dp/1608871517 2000s Vogue Article https://www.vogue.co.uk/article/michael-jackson-60th-birthday MJ to Launch Clothing Line (June 25, 2008 Article) https://www.thecut.com/2008/06/michael_jackson_to_launch_clot_1.html#:~:text=Jackson%20is%20launching%20a%20clothing,with%20the%20king%20of%20fashion. Rolling Stone Article on Launch of Jacket sales https://www.rollingstone.com/culture/culture-news/replicas-of-michael-jacksons-thriller-and-beat-it-jackets-go-onsale-78004/ Lawsuit over Jackets http://fashion.telegraph.co.uk/news-features/TMG8907565/Michael-Jacksons-brothers-settle-suit-over-Thriller-and-Beat-It-jackets.html Story Behind the brace: https://www.youtube.com/watch?v=hAM_PkoQ2-0 8 Ways MJ Still Influences Fashion (Article) https://www.highsnobiety.com/p/michael-jackson-style-fashion-icon/ Michael Bush discussing MJs style https://www.youtube.com/watch?v=niBWqvQNuDk Pre-Inauguration pics - https://images2.fanpop.com/images/photos/7300000/Pre-Inaugural-Celebration-for-Bill-Clinton-michael-jackson-7339520-640-411.jpg Michael Jackson's dinner cutlery jacket http://mjlyricsonly.com/photos/michael-wearing-the-spoon-knife-fork-jacket/ Jewels, pearls, and plain Florsheim shoes for Michael Jackson By Patricia Reaney https://www.reuters.com/article/uk-books-michaeljackson-costumes-idUKBRE89B0VB20121012 The Gold Pants https://www.tinalicious.com/2010/06/michael-jackson-gold-pants.html Michael's Blue Invincible Fit http://www.mjjcommunity.com/forum/threads/127073-11-Years-Ago-Today-quot-Invincible-quot-Michael-Takes-Over-Virgin-Mega-Store-in-NY-!!-November-7-2001?p=3734358 MJ LA Gear Sneakers https://starwearstatus.com/product/michael-jackson-photo-shoot-famous-la-gear-unstoppable-high-top-sneakers-blackwhite/ Dressing Michael Jackson https://www.youtube.com/watch?v=FUWSYkKPJBw

Michael Bush, Sr. Loan Officer with Residential Mortgage Services, Inc. (Lic #67031) is a 25-year veteran of the residential mortgage industry. He has served as loan officer, regional manager, AVP, independent mortgage broker and wholesale account executive. He's driven to help people.He is ranked in the Top 1% of mortgage loan originators across the US by Mortgage Executive Magazine, holds the designation of Certified Mortgage Planning Specialist, and is a multi-year President’s Club winner.Winning Business Radio Radio Show is broadcast live at 4pm ET Mondays on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). This podcast is also available on Talk 4 Podcasting (www.talk4podcasting.com).

In this episode, Michael talks about his life and career, and how he came to Los Angeles to become one of the most accomplished and inventive designers in the world of pop culture, working with Michael Jackson for 25 years as his designer, stylist and friend. With his award-winning book, King of Style: Dressing Michael Jackson, Michael Bush shared amazing photography and background of the costumes that he and his partner, Dennis Thompkins, had created. In his rare appearance on That Pop Culture Show, Michael provides additional insights into his work and the world of Michael Jackson and the origins and concepts behind some of the famous costumes that came to life through this collaboration with Michael Jackson, Dennis Thompkins and Michael Bush. Check out That Pop Culture Show here on this channel every week, with new episodes debuting on Fridays. That Pop Culture Show is a weekly round table talk show with celebrity guests, collectors and experts talking about and celebrating pop culture. Join hosts Kody Frederick and Jason DeBord with guests from the world of pop culture, including film, television, rock 'n' roll, sports, contemporary and street art, comic books, geek culture and more. Each episode features a profile of the guest, a discussion of current pop culture topics, and a close look at an artifact of collectable the guest has brought in to share. This includes in-depth looks at prized pieces of memorabilia, works related to their careers, or any other interesting artifact that has meaning to them in their lives.Please like and subscribe to support our efforts to celebrate pop culture.

This week, Rev. Michael Bush takes us through the practice of Lectio Divina, which is Latin for “divine reading." It encourages the reader to follow four practices when reading scripture or spiritual texts. "Lectio, Meditatio, Oratio, Contemplatio." (Translated as: Read, Reflect, Respond, and Rest/Contemplate.) You'll have a chance to practice this along with Rev. Michael as he takes us through a passage from the Gospel of Mark.

This week, Rev. Michael Bush takes us through the practice of Lectio Divina, which is Latin for “divine reading." It encourages the reader to follow four practices when reading scripture or spiritual texts. "Lectio, Meditatio, Oratio, Contemplatio." (Translated as: Read, Reflect, Respond, and Rest/Contemplate.) You'll have a chance to practice this along with Rev. Michael as he takes us through a passage from the Gospel of Mark.

This week, Rev. Michael Bush takes us through the practice of Lectio Divina, which is Latin for “divine reading." It encourages the reader to follow four practices when reading scripture or spiritual texts. "Lectio, Meditatio, Oratio, Contemplatio." (Translated as: Read, Reflect, Respond, and Rest/Contemplate.) You'll have a chance to practice this along with Rev. Michael as he takes us through a passage from the Gospel of Mark.

This week, Rev. Michael Bush takes us through the practice of Lectio Divina, which is Latin for “divine reading." It encourages the reader to follow four practices when reading scripture or spiritual texts. "Lectio, Meditatio, Oratio, Contemplatio." (Translated as: Read, Reflect, Respond, and Rest/Contemplate.) You'll have a chance to practice this along with Rev. Michael as he takes us through a passage from the Gospel of Mark.

Some notes on the bees this month...and a bookmark for the full episode for Patrons which is a book review and thoughts about Michael Bush's new book...Beekeeping Naturally: A Simple Recipe. -- Please become a "Friend of the Podcast" on Patreon and join the folks who make the podcasts possible! In addition to huge gratitude, you get: • BONUS podcast or early access episode every month!• Access to Patreon blog posts including "Tip of the Week"• Special Q&A posts to ask me questions about YOUR bees• Input on the podcast topics• Shout-outs on the show because I appreciate you! You can now join for as little as $1 a month, as times are tough for so many. If you are able and would like to support this podcast, please sign up today: https://www.patreon.com/fiveapple -- About Beekeeping at Five Apple Farm: Leigh keeps bees at 3000' in the Blue Ridge Mountains of North Carolina with around a dozen-ish stands. Hives are managed for bee health with active selection for vigor, genetic diversity and disease resistance. The apiary is self-sustaining (not needing to buy/catch replacement bees since 2010) and produces honey and nucs most every year.

What are the bees trying to do and how can I help them accomplish what they're trying to do? That's Michael's take on the role of the beekeeper.  In this episode I talk with Michael Bush, author of The Practical Beekeeper (as well as other books), and discuss his lazy beekeeping techniques, developing an intuition with your bees, treatment free beekeeping, how he got started, bee fever and more! Michael's website > http://bushfarms.com/bees.htm All of his books can be found on Amazon and Barnes & Noble. Links are on his website. Photo of Michael's beekeeping calendar > beekeepingmadesimple.com/blog/michaelbush

For most of us, work takes up 8 or more hours every weekday. Our jobs are more than just a source of income; they are often a central part of our identity and our lives. That’s why employers must see people in 3D to fully understand the need to enhance worker financial health and integrate it throughout their organizations. In this episode, Jennifer explores the importance of a supportive workplace – whether on-site or remote – with Michael Bush, CEO of Great Place to Work®.

Michael Bush is the global CEO of Great Place to Work® a people analytics and consulting firm with operations in more than 60 countries. Through certification programs, Great Place to Work® recognizes outstanding workplaces and produces Fortune’s annual list of the 100 Best Companies to Work For, the World’s Best Workplaces™ list, the 100 Best Workplaces for Women™ list, the Best Workplaces for Diversity™ list and dozens of other distinguished workplace rankings around the world. The company’s mission is to build a better world by helping every organization become a Great Place to Work For All™ by the year 2030. In this episode, we spoke about the importance of trust in creating not just a great place to work, but also in creating more agile teams and organizations. We also spoke about how to create this kind of trust, particularly when so many of us are working virtually in these times. Michael speaks passionately about how his growing up in a working-class family shaped his personal mission to measure and improve the experience of all workers, and how it is the frontline supervisors and mid-level managers who make or break the experience of a great place to work for all. Michael is truly a transformational leader to watch and be inspired by!

In this episode, I am joined my Brother Michael Bush. This young brother is doing big things in college in regards to student advocacy. We discuss his experience growing up biracial in America and how he uses his voice/spoken word to make a difference. Check it out!  Social Media/Plugs Grey Area Poem https://www.instagram.com/tv/B9QOwTapra2/?utm_source=ig_web_copy_link https://www.instagram.com/_michaelbush_/ https://www.instagram.com/yb_alphas/ https://www.linkedin.com/in/michael-bush-a45635170/ If you have a question for the podcast call 571-336-6560 or leave a question via this Google Form. Intro music provided by DJ BIGyoks. Check out his Instagram and Soundcloud channel can be found here:  https://www.instagram.com/beats.byyoks/ https://soundcloud.com/dj-bigyoks Outro music provided by Ryan Rosemond. Check out his Soundcloud channel here: https://soundcloud.com/brothersrosemond/albums  Please follow Positive Philter: Positive Philter Facebook Page Positive Philter Twitter Positive Philter Instagram  If you would like to support the podcast, please consider donating to the Positive Philter Patreon page: https://www.patreon.com/positivephilter Positive Philter was selected by FeedSpot as Top 20 Positive Thinking Podcasts on the web. https://blog.feedspot.com/positive_thinking_podcasts/

In this episode I discuss 2 secret’s for beekeeping success that I learned from Michael Bush’s book “The Practical Beekeeper”.  Enjoy the show! Mentioned in the Show Farm of the Day: Broad Arrow Farm The Practical Beekeeper by Michael Bush Source

Some of Michael Jackson's most iconic looks are ones that were designed and created by Michael Bush, Jackson's long time costume designer. Today we are speaking with his former assistant, Shane McCusker, who worked on Bush's worldwide tour of the King of Pop's most famous stage outfits.  the detail. provides expert level Michael Jackson content on YouTube and this podcast allows us to have deeper discussions into the issues raised in those videos. Whether it's his creative talent, musical career, celebrity, relationships or psychology, we are dedicated to understanding everything there is to know about the King of Pop.

This is a little shorty podcast, we're going to be discussing robbing and how robbing affects beekeeping management decisions. I utilize material from Michael Bush one of my favourites beekeeping tutor, mentor, and author. And I thank him for his informative article.

Zach has the honor of speaking with Great Place to Work CEO Michael C. Bush about GPTW itself and the process of creating a great place to work. Michael generously shares what he believes executives should be thinking about when it comes to building better trust within organizations and talks about where he sees Great Place to Work continuing to grow and expand to capture more marginalized voices and experiences.Connect with Michael on LinkedIn and Twitter.Check out Great Place to Work's website. You can review their most recent lists by clicking here.Follow GPTW on social media. They're on LinkedIn, Twitter, Instagram and Facebook.Interested in Michael's book? Find out more about it on Amazon.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and man, you know what we do. We center and amplify underrepresented voices in the workplace by having authentic, available, and frankly incredible conversations with some incredible guests, and, you know, today is no different, right? Like, we've had who, we've had Robin DiAngelo on, we've had Ruchika Tulshyan, we've had--we've had professors, we've had executives, we've had activists--we've had DeRay Mckesson--we've had all types of folks on the podcast, on the platform, and today is just incredible because we have Michael C. Bush. Michael C. Bush is the CEO of Great Place to Work, the global research and analytics firm that produces the annual Fortune 100 Best Companies to Work For lists. So you know when y'all, you know, see companies and they have, like, the little badge and it'll say, "Oh, we're, like, #5 great place to work," this person we're speaking to is the CEO of Great Place to Work, y'all. This is a big deal. I'm not trying to overhype it. I don't think I can overhype it. I'm just trying to give proper context to who we have on the show. You know, the 100 Best Workplaces for Women list, the Best Workplaces for Diversity list, and dozens of other distinguished workplace rankings around the world. Since 2015, Michael Bush has expanded Great Place to Work’s global mission to build a better world by helping organizations create Great Places to Work not just for the some, but For All. Under his leadership, the firm has developed a higher standard of excellence that accounts for fair and equitable treatment of employees across demographic groups, as well as executive leader effectiveness, innovation, and financial sustainability. His book, A Great Place to Work For All, outlines the compelling business and social benefits that come from these efforts. Michael, first of all, how are you doing?Michael: I'm doing great. Thank you, and honored to be with you today.Zach: It's a pleasure. Now, I'm asking--you know, we're in the midst of a global pandemic, and I would be remiss if I didn't ask how are you doing with your family. Is everyone safe and well? Friends and family, loved ones?Michael: Thanks for asking. Yeah, the world has really changed in the past 45 days, but I'm doing well. I'm sheltering in place here in Oakland, California, with family nearby, so everything's good, and I hope the same for you.Zach: You know, everything is good. It's interesting. It's an interesting time. My wife and I just welcomed our first child into the world just a handful of weeks ago, and it's just an interesting time to be new parents, right, with so much chaos, you know, seemingly all around us, or uncertainty around us, but life is beautiful nonetheless.Michael: Well, congratulations to you and your wife, and yeah, you couldn't have brought, you know, a baby into the world at a crazier time, you know, but things are always a little bit crazy, and what a story you're gonna be able to share with your baby, you know, and we're just gonna do what we're always gonna do, which is make the world a lot better from here.Zach: I love it, absolutely. So let's get into it, right? We talked about it a little bit in the bio that I read. You've been the CEO of Great Place to Work for over 5 years, going on 5 years. Can we talk about your first 100 days as the CEO and, like, what did that look like, you just kind of stepping into that role. And then, you know, in these past five years--I guess Part B to the question is what have you been most proud of since taking the helm?Michael: Yeah. Well, when I stepped into the role in 2015, I got into the role in a strange way. I was actually hired by the founder of Great Place to Work to sell the company, and I had done a lot of turnaround work in the past, and so I came in and worked to do that, and to make a long story short I ended up getting an investment partner and buying the business. So that's how I got into it, and then one of the things that I knew is that I felt like having the analytics of what really was going on for working people all around the world and knowing that there are a lot of working people who never really get a fair shot at being developed, never get a fair shot at being promoted, never get a fair shot at being recognized and rewarded, that I could use--I hoped--the data and the analytics to use recognition to get organizations to change, and so that's really when we made the change, almost instantly, to Great Place to Work for All. I thought that we'd have a platform, and at that time, you know, you never know how things are gonna work out. The business was technically bankrupt, so the first 100 days were what you have to do when you're turning around a company that's bankrupt, which is you have to stop all the money flowing out of the company. So a lot of tough decisions, a lot of tough days where you're just pruning the rose bush so that you can grow, and those times are very difficult, but that's really what the first 100 days were about. Not too much about the future. A lot of pain in trying to cut costs, but we got through it.Zach: When you talk about, like, Great Place to Work for All, like, clearly that's a point of pride for you and, like, kind of continuing to shift and expand the platform or the position that you stepped into. Can we talk a little bit about what it was about that particular--like, why you took that angle, and, like, why was that your point of determined growth for Great Place to Work?Michael: Yeah. Zach, I think the thing that helped me was having a lot of business experience and having been a CEO before as well as working with CEOs. One of the things I knew is that most CEOs, while they talk articulately and clearly and passionately about diversity and inclusion, it's not something they think about that much, you know? They think about it during Black History Month, you know, or other things like that, but beyond that they really don't think about it that much, so it's kind of a head fake because you can hear these things that are very optimistic and passionate, but in fact they just don't think about them that much, and so--they're CEOs, which means they're thinking about other things like shareholder value, stakeholder value, but this one isn't one of 'em. They delegate it, and so they typically delegate it to a chief of diversity and inclusion or maybe a chief of people or a CHRO, but it's delegated, you know? It's not something that they lose a lot of time thinking about, and so I knew that and knew a lot of people, you know, doing diversity and inclusion work, and the common experience was "If you get to a CEO and you say, "Hey, I'd like to talk to you about diversity and inclusion," and they go, "Oh, talk to my chief of diversity and inclusion and I'll see you later." And so they're gone. So I was trying to find a way of keeping them in the conversation by not bringing up diversity and inclusion, and we did that. So when you talk about Great Place to Work for All, they don't leave the room because they're like, "Hey, I'm into that because, you know, that includes me," and also Great Place to Work for All has superior financial business performance. We've got all the data on that, so now they hang in the room, and now they're there and they're present, and now you have an opportunity to share data and information with them to get them into the conversation and hopefully leading the conversation. So it's really--for me it was a Trojan horse. It was how to get into the castle walls and not have somebody come out the castle walls, you know, that was delegated to talk about diversity and inclusion. I felt that the CEO needed to be in that conversation just like they're in the conversation when they're buying the company. They have a head of M&A, but they're in that conversation, so I thought that we could make that happen, and so far so good.Zach: Well, no, it's a great point, and something that you just said rung true with me. I think another example is, like, HSC, right? Like, you talk about health and safety environments, like, the CEO is going to be involved in that conversation by some degree because they recognize the business value and just, like, the imperative of safety for their workplace. Like, they may not be in every single part of the conversation, but they're going to be engaged. If there are other parts of the organization that executive leaders, that CEOs want to be plugged into, I think it's interesting. As much growth as diversity and inclusion has seen, I think that certain language and buzzwords kind of, like, trigger disengagement from the senior-most people. So I find that really interesting and powerful that you were able to figure out kind of, like, I don't want to say the cheat code, but, like, the way to kind of mitigate that a bit.Michael: Yeah, yeah. Cheat code. I hadn't thought about it like that, but that's kind of what it is, and whatever works, you know? Kind of by any means necessary, and so we found that this works, and it not only works in the U.S. When I first did for the for All and started moving it around the world, the first thing we got was resistance because, first of all you're coming from the U.S., and the racial issues are--in the U.S. they are on display for everyone to see and the rest of the world looks at it, but the rest of the world doesn't look at themselves, and so the very resistance was "Well, you're coming from the U.S. We don't have racial issues," which is crazy, because it doesn't matter which country you go to, there's racial issues. But they're not seen the same way. They don't--people don't really self-reflect in the same way. And then, you know, so I was bumping into that, and then what began to happen was people in Sweden started talking about, "Well, really, you know, women aren't treated family," and so for them for All meant that. And so wherever you were in the world - Japan, you know, women, and so there was always some group of people in every country that was treated differently in terms of opportunity and promotion and getting into the C-Suite for example than others. So then it just took off. Then it just took off and really, outside the U.S., it's been embraced more strongly than inside the U.S., 'cause in the U.S., you know, people do say, "Are you using a cheat code?" You know? They're kind of more suspicious, but around the world the thing has really just taken off, and, you know, the book is now in I think 11 different languages and so on just because of that, and CEOs now want to be linked a message that gets them a lot of brand value, and so Great Place to Work for All gets them a lot of brand value. If they talk too much about diversity and inclusion, you know, they actually get blowback from the dominant group in the workforce, and so this is a way that they can get out in front and be totally, totally inclusive without saying inclusive.Zach: It's interesting too that, like, you know, the amount of work that goes into that, right? How can we be inclusive while at the same time not oversignaling to the point where we actually lose the folks in the room who we need to be engaged to create, you know, systemic change and a sense of belonging for everybody? That really kind of leads me to my next question. You know, you're the first--yes, you're the first black male CEO of, like, a major organization or company that we've had on Living Corporate, right? So we've had, like, different senior leaders and executives and directors, but you're the first CEO that we've had. Can we talk a little bit about the role that your previous experience--'cause you talked about it before, about you were a CEO before this, you had industry experience before coming to Great Place to Work--and how your identity plays a role in some of the things that you do and the relationships that you have to make and maintain in your current position?Michael: Yeah. A lot of times people will ask, you know, "How do you get to a CEO?" And the answer is I started, you know, my own company in 1994, and so it really began by breaking out of corporate America. So it wasn't being within it, it was breaking outside of it. There are other journeys. I'm familiar with them. I have, you know, close friends who have done the corporate journey and been able to get to the CEO role. That's one path. It's a very different path than the one that I know the most about, which is the entrepreneurial path. And being an entrepreneur isn't for everybody, just like being a corporate CEO isn't for everybody. It takes two different personalities and two different skill sets really. But for me, on the entrepreneurial path, it was getting a feeling that I was never gonna really be comfortable in the corporate environment. I was never gonna be comfortable. I was always gonna be doing some shapeshifting in that environment, and so once I broke out, okay, then it was great, because I was able to break out and do the things that I needed to do to be successful, and the thing about, you know, so then how do you grow and how do you get to do more, what you gotta do is make rich people more money. So it's--the key is that, you know? It's you better be delivering that value. And so if you create value for people, you have friends for life, and so then you can start to be able to use that momentum. So all of the things that I've done, just like Great Place to Work, what I talk about is profitability. What I talk about is cash flow. So I talk to CEOs about the things that matter to them most. It's all about that. Now, this is the way you do it, but I always go through that door, and I've always gone through that door so people know it's about profitability, it's about EBITA, it's about cash flow, it's about growing market share, and this is the way you do it. You know, this is a way to do it, but it's a business helping another business do a lot more business. I have the data to prove if you make it a Great Place to Work for All you're gonna crush your competitors, you know? The companies that are on our list that are Great Places to Work for All outperform the S&P 500, the Russell 2000 and 3000 by a factor of 3:1, including today, you know, as the market drops. Our companies don't drop as much and they rebound quicker during recovery. So having the data and the analytics, always leading with those numbers, never going to the morally right thing to do but always being about the business enables the CEO to stay there so I can actually--the CEO doesn't leave the room because there aren't a lot of D&I people talking about EBITA, earnings and cash flow. They're talking about other things. So, you know, I'm not saying that there's anything wrong with that. I'm just saying--Zach: It's just the reality of the environment, right?Michael: It's just the reality of the environment, and if you're talking to a CEO about the things they care about, which are those financial metrics, you can begin to talk to them about a lot of things, because they know they're talking to somebody that everything I say is gonna be about enhancing those metrics.Zach: You know, that leads me--Michael, it's almost like you do this a lot, right? It's almost like you talk to folks and you do meetings, interviews, quite a bit, 'cause you're just--you're helping me out. Without getting too much into the secret sauce, like, we understand that Great Place to Work, like, y'all's list is not something that's, like, qualitative, but it's a variety of quantitative analytics, points of measurement. Can you talk a little bit about how the data analytics behind the Great Place to Work rankings has evolved over time and what influenced, if anything, the way that Great Place to Work determines if a company is indeed a Great Place to Work.Michael: Yeah. So we ask the same 60 questions of every company we do business with in 98 countries around the world, so that's one thing that makes us different. Other companies kind of tailor the question set. We're like, "No. We know people. We've got 30 years of data on people." People, you know, the norms might be different, the willingness of a worker to say what they think and what they want might be--they might be more willing and open to it in one country versus another due to social norms, but at the bottom people want the same thing, and so we measure those things. People want to be respected by the people that they work for, so we ask 11 questions that let us know whether you feel respected or not. People want to work for somebody who they feel is transparent with them, so we ask about 9 questions about that. And people want to be treated fairly more important than anything else, so we ask 14 questions about that. And then people want to enjoy the people that they work with and people want to be proud of their work, which means they feel cared for and they care for the people around them, that's what really drives high-performing work, people caring about one another. It's not stock options. Those things don't have the stamina of people. They have to feel like they're doing something they couldn't do on their own and be connected by some sense of purpose. So we measure those things. We ask these questions. We're an analytics company. It's all about the numbers, and we do this with 10 million employees and 10,000 companies every year, so across every single industry. There's not an industry that we don't survey in. So therefore we've got a huge data set to let people know when your people are feeling that in this part of the world things aren't fair, we tell you what that's gonna do to EBITA and profitability and earnings and revenue in that part of the world. We can go straight to the correlation between the employee experience and revenue and these financial metrics, and in some metrics we can go to some causation. We can actually tell you if people aren't feeling emotionally or psychologically or physically safe, those, what I just said, safety defined with those other three attributes drives earnings, you know? It drives earnings is how safe people feel, so we measure those things and therefore can let you know, "Hey, when we see this set of data, we know these people are updating their LinkedIn profiles. They may still be working for you, but they are looking for the next thing to do. So we call it presenteeism. They're present, but they are looking for a way out. So now the data can be used with artificial intelligence to predict what's gonna happen with people. You can see that a person pulls on their--the economy is going good and a person pulls on their 401K and then doesn't return in time not to pay a penalty on that. This person's undergoing some financial pressure, and the financial pressure they're going through affects through employee experience, so we can alert a company that "Hey, you've got a problem here because we can see in this data." So it's all about the data, it's all about the 60 questions, and we measure the employee experience, how they feel about the people they work with, whether they feel like management involves them in decisions that affect them, whether they trust management, whether they have confidence in management. So we ask a set of questions where we can let a leader know exactly what's going on and then compare that so we can--if you're a tech company and you get the data and you don't really know what to think, well, we have a benchmark against other tech companies, and then you go "Whoa, okay, these companies are actually outperforming me in these areas. I want to do something about it." So benchmarking is very important. You can see how Latin America is doing versus South America versus North America or men versus women or people of color versus majority or members of the LGBTQ community versus the majority. You can do all the demographic cuts. The biggest change we made in our methodology since I got involved were these demographic comparisons to see if it was a great place to work for all versus a great place to work for some. That's the revolutionary breakthrough that we've made, and so our lists today are different from the lists in the past because we reward companies that treat everyone the same, where employees are having the same experience and the same in an equitable way, which we're able to measure.Zach: You know, you talked a bit about--you mentioned, like, predictive analytics there, and I'm curious, how far away--and if we're already here, then let me know, but how far away are we from predicting, like, lawsuits or, like, legal action by employees who feel, like, psychologically, emotionally, physically unsafe, who feel, like, discriminated against and things of that nature and then, like, present that to organizations and say, "Hey, look, you have a serious problem, and here's the likelihood of X happening, and then here's the amount of damages that would cost to your brand over X amount of time." Do you think we're anywhere close to that? Do you think that's anything that would be relevant or pertinent for organizations to have?Michael: Well, for some companies they're able to do it right now, and you're talking about where we're heading, absolutely where we're heading. So if you've got an HR system of record on Oracle or a [?] or an SAP or Ultimate software, if you've got an HR system of record--which is a platform that has the payroll information on the employee, the use of benefits on the employee, something around the performance management of the employee, and you have an employee engagement tool that's doing the measuring, and those two are nested and the data can flow between them, you have what you need. And so there are other companies who have what they need and others are heading there now. This is the movement to be able to ask an employee a set of questions and predict what's going on with them and what you need to create a better experience for that employee, which is usually around development and opportunities and promotions and feedback. That's mainly what most people need. Sometimes tailored benefits around things that are going on in their life, like everybody's kind of living through right now. So this is happening at companies now. I'm very much aware of it. We're involved in it by nesting our tool on top of these other platforms, but I would say big companies, Fortune 500 companies, will be totally in this game in 5 years, you know, 100%, and then products will be developed for medium-sized companies and will be in the marketplace--you know, start to enter in about 3 years.Zach: I just find that so intriguing, right? Like, I think about the fact that there's already tools out there that are being mobilized within the next, like, half--within this decade, right? We're gonna start seeing--Micheal: Easily, yeah. At the end of the decade this will--we won't be talking about this.Zach: It won't even be a point of discussion. It's gonna be "Hey, look, no. Your data says this. There's an X percent chance of this happening, and we need to make some adjustments now."Michael: It's absolutely gonna happen, and so machines are already now--at Amazon machines are recommending people for promotion. Machines are recommending people for termination. Machines are doing that. So they're kind of on the cutting edge. Not saying that they're doing that in a great way, I'm just saying--Zach: The technology is out there and it's happening.Michael: It's out there. They're using machine learning tools to make those decisions. Others are going to move on that, and the key is how do you do those things in a way that employees can trust it? Which is a big difference between machine learning and artificial intelligence when there is no trust and a big difference between machine learning and artificial intelligence when there is trust, and if you think about the 60 questions we answer, what are we really, really measuring? It's trust. That's really what we're measuring. Now, we can define it in all its dimensions, but it's trust. Respect is a part of trust. Credibility, transparency is a part of trust. Fairness is a part of trust. So trust is really what we're measuring. We could just double-click all over it to get you additional information, but it's all about trust.Zach: You know, I think--and for me, I'm always curious about when it comes to these lists--and I say this as somebody, of course I love what y'all are doing. I love Great Place to Work. It's the definitive listing space, right? I think it's also interesting because as a black man who has a network of a ton of black and brown people, right, like, we'll look at some of these lists and like, "Dang, okay." I recognize that the overall maybe brand of a company may be really strong, and it's ranked or whatever, but then I wonder like, "Okay, how do I reconcile that with, like, stories that I'm hearing from marginalized people who have had, like, real challenges at these companies?" And I'm curious to know, like, where do you see Great Place to Work continuing to grow and expand to capture, like, marginalized voices and experiences?Michael: Yeah. So Zachary, that's where I was in 2015, exactly where you were, meaning looking at a company--at that time thinking about buying it, looking at the list of the places that were ranked as Great Places to Work, and I knew people of color having horrible experiences in those companies. That's why I bought it, because I'm like, "I think we can do something about this. We can reorder it." And if you look at, you know, 2014, 2013, the companies at the top of that list, they're not at the top now, okay? They're not at the top now, so that's really what happened, but I was exactly where you were and definitely driven to do that. So what it has enabled is, you know, I'm not satisfied by any means. I'm satisfied by the progress, but not by where we are. You know, the thing I talk about it, the bullseye all the time for me is 2030, that that's when we need to get this right, which means--you know, our analytics are driven by algorithms, and so you've got to continually modify the algorithms, and when you modify the algorithm, you've got to live with that algorithm and its output for a year, then you modify it and you've got to live with it for a year. So it's frustrating because it takes a long time, but, you know, we're at the place now where we can say to a company that "Hey, we've measured the experience of different demographic groups, people of color, and we can double-click on it and so on, and their experience is very different from these other groups, therefore you're falling down or off the list." We can do it on that basis now, which that wasn't happening in 2015. There was no way of doing it. We do it now. So we call it maximizing human potential. That's another cheat code, but what it is is we compare one demographic group to another. We reward companies where the gap is small and we penalize companies where the gap is huge. So you can no longer be "80% of our people are having a great time." We go into the people who have given a one or a two response on the Likert scale, you know, that are saying, "My manager involves me in the decisions that affect me? Never or almost never." Okay, well, we grab that group and compare it and put--we give weight to that, a group that it was never done. Another thing is--you know, in terms of there's other lists out there that are recognizing companies, none of them are surveying employees. So really those are marketing-driven exercises.Zach: Right. Those are smiley faces, right?Michael: They are. You know, they're just doing something very different, and so for us, we can let you know--like our diversity lists. You know, there's a few diversity lists, you know, kind of out in the world that are well-known. There's only one that measures and scores the experience of under-represented people. That's Great Place to Work. Our list is driven by their experience, so it doesn't matter, you know, frankly, what white males think about their work experience. We don't measure it for those lists. You know, we don't measure it for those lists. We look at underrepresented people. That's what drives that list. We look at their experience, because that's what it is. For the 100 Best we look at everybody, but we don't for that. So it took us a while, because if I had done that immediately I'd be out of business. So, you know, you've got to build some brand strength and get people to, you know, understand what you're doing and that you're a rational person who wants to grow their business. So it took some time, but we're almost there. I don't feel like we're there right now. We're almost there where we are just pulling in representation into our final ranking criterion. So I feel like we're just about there, and it's enabling us to have some great CEOs who loved being on our list, but now we're able to say, "Hey, guess what?" Even though, you know, we have some companies that, you know, 60, 70% of their workforce are people of color, and they're having a great experience, which is great, but then we look at the top team and we're like, "That doesn't look like them." But the good news is you can have that disconnect and a group of people having a great experience. So that's wonderful, but just think how much better they could be if they could look up and say, "Hey, if I keep working real hard, it's possible for me to get there." "I feel respected now, but I'd really feel respected if that's true." So we're able to talk to CEOs and say, "I know you're happy now." Nobody in hospitality is happy today, but [?] they were happy, 90 days ago they were happy, and you could say, "I know this is great, and I know you're providing a great experience for these people, all these people. That's incredible. We think, you know, the world of you, but you need to do something about this because you'll really unlock them," and the kind of CEOs we deal with, which are the ones who get how this drives their profitability and earnings--and most of these have some moral connection as well in the way that they want to be seen and the way that they want their families to see them. That's kind of another lens that affects a CEO's mindset. So then they go, "Okay, look, I got it," and they don't have to do it, but they choose to do it. So that's when I know, "Okay, this is working now," that this is enabling them to be who they want to be. And a lot of CEOs, I've done a lot of work on the following where you have a CEO moving through their career and just having a great career, a lot of power, a lot of influence, they're happy and satisfied, and then they have a daughter. It changes 'em forever, because then they're like, "I want my daughter to get paid equal pay," but at the company they're running, it's not happening. All of a sudden they start to look at equal pay differently because they had a daughter. I've seen this time and time again, a CEO with a daughter, a CEO with a kid with autism, a CEO with a kid with mental health issues. It modifies the behavior of that CEO and how they--which is great, but that shape-shifting move blows the door open for being a great place to work for all. Now it becomes their thing. They start saying it because they have this new desire to do something and to change the way that others view them and the way that they view themselves.Zach: So first of all this has been an incredible conversation, and, you know, we're coming up on time, Michael, but what I want to do is I want to go back to a word that you used earlier, trust, and really that a lot of these questions go back to--the rankings and the analytics go back to--quantifying trust, and I'm curious to know if you could give us, like, three points of thought that executives should be thinking about when it comes to building better trust within organizations? What would those three points be?Michael: I think that fairness is the most important. So the way you treat a group of people, whether they be analytics versus non-analytics, accountants versus engineers, you need to treat people the same. People read when you're not doing that. They are paying attention to whether you're doing that or not. So being consistent in the way you talk to people, respond to people, what you tweet and what you don't, it matters. So fairness is what's most important, and then making sure your actions--if you say that, you know, diversity drives innovation, people are gonna look and see if you really think that's true. So if you're saying diversity drives innovation and your executive team is not diverse, then now you lose credibility and you're not being transparent and people think it's not fair. The whole pyramid collapses based on you saying one thing and you're actually doing another, and then you want to take a look at your board of directors. You want to take a look at your executive team. You want to take a look at your pipeline and make sure that in 2023 things are going to be different. You want to make sure companies now are restructuring or laying people off. Well, look at the pool that you're laying off. Look at the pool you're restructuring. If you're not careful you're gonna erase ten years of gains is what you're doing right now. So these are the things that build trust. These are the things, fairness more important than anything else. The reason there's resistance to D&I efforts is somehow white men--some--feel like money's being taken out of their pockets.Zach: Right, this scarcity mindset, right?Michael: Yeah, the zero sum game, so you have to--if you have an ERG for African-American professionals, Asian-American professionals, you need to have one that a white male says, "I identify with this one. I identify with this one." They gotta have one too. You can't ignore anyone. It has to be for all.Zach: Michael, this has been great. I just gotta thank you again. Before we go, I'll give you a chance - any shout-outs or parting words, man?Michael: I think that entrepreneurism is a journey that's not for everybody. If you're thinking about it explore it, you know? Talk to some entrepreneurs and see what it's like, but do an honest check with you as to whether or not it's good for you. And then if you're in the corporate environment, lead with the data. You know, the data is what you're gonna need. And know that even if you have all the data, if there are people who aren't interested in diversity and inclusion, you know, the data's not gonna get it done. So, you know, get the data, use the data, make your case with the data, and if you find things are still slow, that's because the leader you're talking to just doesn't want to make a difference. You know, they don't want to change, and so then I'd update my LinkedIn profile and try to find some place where people are using data in the way that they use it for every other decision, whether it be M&A or anything else. You don't want anything different in the D&I area. You just want the consistent behavior, but don't bang your head too long or you're gonna find yourself with a headache.Zach: Michael, thank you so much, man. Look, we're gonna talk to you soon. We consider you a friend of the show. Honored, pleasure to have you. All right, y'all, so that does it for us. This has been Zach with Living Corporate. You know what we do. We're having these authentic conversations even during the rona. I pray that everyone is staying safe out there. You know where to check us out. You can just Google us. We're all over the place, okay? Living Corporate. You type that in and we're gonna pop up on something. You make sure you check us out on our website, living-corporate--please say the dash--dot com, or livingcorporate.co, livingcorporate.org, livingcorporate.net, livingcorporate.tv, livingcorporate.us, okay? Livingcorporate dot... shoot, all the livingcorporates except for livingcorporate.com. We've already talked about this. So if you type in livingcorporate.com it's gonna take you to some Australian website. [?] Australia, but we don't have that domain, okay? So livingcorporate.co, .us, .tv, or living-corporate.com. 'Til next time, y'all. This has been Zach. You've been listening to Michael C. Bush, CEO of Great Place to Work. Catch y'all next time. Peace.

The episode guest is Michael C Bush Conscious capitalism warrior, Michael Bush is the CEO of Great Place to Work®, Inc., the agency that compiles Fortune’s “100 Best Companies to Work For” list. Bush leads 58 global offices responsible for gathering data from 10 million employees as part of the company’s mission to build a better society by improving work conditions for all. An innovation heavyweight with 30 years of executive experience, Mr. Bush has an impressive track record of strengthening efficiency and growing organizations. As CEO of Tetra Tech Communications, he grew the company’s revenue from 40 million to 300 million. During the financial uncertainty of 2008, he secured financing for the young company Clark Sustainable Resource Developments which was later successfully acquired by Triton Logging of Canada. Bush is the founder and current president of 8 Factors, an online learning platform focused on business management and hosted in partnership with Udemy. Additionally, Bush is the founder and president of the Mattmar Group, which has been providing turnaround leadership to companies that need to get back on a sustainable path since 2002. Bush served as a member of President Obama’s White House Business Council. He is a founding member of the private equity fund, Fund Good Jobs and teaches entrepreneurship classes at Stanford University and Mills College. Under Bush’s leadership and tapping insights from their data, Great Place to Work has built a new approach for their assessments, including a new leadership framework and retooling of its technology, surveys and company rankings to better evaluate and rank companies as a way to inspire and equip them towards being better – better for business, better for people and better for the world. Companies that are Certified with GPTW and go on to achieve the sought after rankings on their lists have up to 65% turnover lower than rivals and stock returns of three times the market average. This has resulted in many companies seeking Bush’s advice on how to get these kinds of results within their organization. Today’s business climate is defined by speed, social technologies and people expecting “values” besides value. As a result, Bush helps leaders create an outstanding culture for everyone, no matter who they are or what they do for the organization. They must build a Great Place to Work For All.  This is not just for social justice reasons, but for defining business success. Michael Bush and his team from GPTW (who are also committed to creating their own FOR ALL workplace reflective of its teachings!), published a new book with Berrett-Koehler Publishers: A Great Place to Work for All Thank you for listening to Episode 1 9of the Leading in Color podcast. I hope you will connect with Michael Bush on Twitter @MBushGPTW and on LinkedIn at “Michael C Bush" Check out Michael's TED Talk.  Register for the Great Place To Work 2020 Summit.  I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts, Spotify and now iHeart Radio and Stitcher! 

We are happy to bring you a small excerpt from Michael bushes wisdom. Michael Bush at Bush Farms is one of the modern-day experts in beekeeping and has several books out. I encourage to go stop by and purchase some of his books they are well worth it. Today we are going to be talking about feeding our bees. https://discord.gg/MFACBa come and visit us on the discord for any questions you have...

Dealing with a hive that appears queenless / Figuring out if it is really queenless / Bush’s Panacea Cure / Queen cells from micro-breeders becoming more available. ( Mostly beginner but with intermediate bits too) About the podcast: Leigh started with bees in 2010 and keeps around a dozen hives at 3000' in the Blue Ridge Mountains of North Carolina, fully chemical free and without buying replacement bees since starting. When I mention Michael Bush in this and other episodes, this is the website which is a treasure trove of bee reading: http://www.bushfarms.com/bees.htm (Thanks Chris!)

Michael Bush, CEO, Great Place to Work, talks with host Greg Pryor, senior vice president, people and performance evangelist, Workday, about why a great work environment and culture is better for your employees, and better for business

Dr. Heidi spotlights some of the interesting conversations captured at Globorce’s WorkHuman 2018 event in Austin, TX. Kim Christfort, Deloitte Greenhouse Experience Group lead, interacts with senior executives struggling to tackle a variety of business challenges. At their core they often share a common problem: ineffective team dynamics leading to suboptimal engagement, productivity, and performance. Typically at the heart of this problem is a lack of understanding about diverse working styles. Her team has spent years researching work styles to shed light on how individuals prefer to make decisions, solve problems, work with others, and even respond to stress. In response, we developed and formalized the Business Chemistry® system, which identifies four core work types, flags ways that these different styles can potentially create conflict between individuals and within teams, and puts forward strategies to more effectively adapt and manage these styles day-to-day. Michael Bush, CEO of Great Places to Work for All, where he leads the global enterprise of more than 50 offices around the world. Under Michael’s leadership, Great Place to Work has evolved its mission and methodology to recognize companies that build great workplaces for all employees, regardless of who they are or what they do for their company. Michael is co-author of A Great Place to Work For All. Jess Klay, Senior Director of Design & Creative at Globoforce and Andy Swan, Founder of Simple Better Human on creating an amazing workplace and successful organization is a combination of strategy, design and action across people, place and activity. Who you are as an organization and the way you work impacts the type of environments you need to provide to enable everyone in and around your community to thrive. Because when people thrive, the organization thrives too! Website: hatchanalytics.com Twitter ID: monicacparker This episode is brought to you by my wellbeing tech of choice, Oska Pulse. It has helped relieve my chronic pain caused by Lyme disease so that I can get back to work, and life in general. Oska Pulse is a Pain Relief and Recovery Device using Pulsed Electromagnetic Field Therapy (PEMF). It creates an electromagnetic field that pulsates while it modulates the damaged cells to squeeze the toxins out and opens the cells to allow nutrients (potassium, sodium and magnesium) to flow into the cell. The Oska Pulse puts the damaged cells in the best situation to repair themselves and then replicates the electrical signals your body creates to fix the damaged cells. Click here to get yours today with my Ambassador discount. Or enter 2BU as a discount code at OskaWellness.com ShortLink is http://bit.ly/EDS-Oska

In this week's episode of (RE)source, Jay and Gabe talk with Michael Bush of Northwestern Mutual about retirement planning for real estate agents and other self-employed professionals. Most agents don't find themselves thinking about retirement until it is too late. Mike helps explain why getting a jump start can help set you up for the future, and details a few different strategies you can start using right away.

Dr. Robyn Underwood is doing a research project testing the differences between conventional beekeeping, IPM, and Treatment-Free Beekeeping methods.  In this episode, I talk about some of the background behind the project.Watch Robyn's talk about her project here:  https://youtu.be/zcw5OZt49g4Robyn's website:  lopezuribelab.com/comb If this free media has been helpful or profitable to you, please become a patron of this work at  http://www.patreon.com/tfb  Your support makes more of this type of material available to you and others around the world.  Thanks. Treatment-Free Beekeeping Podcast:  http://tfb.podbean.com Treatment-Free Beekeepers Facebook Group: https://www.facebook.com/groups/treatmentfreebeekeepers/ Treatment-Free Beekeeping Forum: http://forum.tfbees.net Parker Bees Website:  http://www.parkerbees.com Parker Bees Blog:  http://parkerbees.blogspot.com Treatment-Free Beekeeping YouTube Channel:  https://www.youtube.com/treatmentfreebeekeeping

From their iTunes DescriptionA New Zealand Beekeeping and Gardening Shop, Blog and Podcast. We discuss beekeeping news and interview beekeepers from around the world. In the past we have interviewed Michael Bush, Phil Chandler and Linda Tillman. We mainly focus on Beekeeping without using harsh chemicalsWebsite: http://kiwimana.co.nzEpisode: http://kiwimana.co.nz/bee-breeding-season-starts-in-nzed-km112/OpinionOne of your top stories is that it was spring. I'm not sure I need a podcast to tell me it's spring. then again, in the bee world, this is a big deal. I liked that you explained what the show was about, and then gave us a table of contents.I see now that one of your first stories was that it was spring, this still sounded like chit-chat. You both have a great chemistry, but all the thanking of people and the app mention kept pushing off the actual show content (bee breeding was the title). If you look at television, they typically do at least one scene before going to a commercial.So you did a nice job of teasing the content, I would try to get to one of the stories and make sure it's obvious where these start and end, and then go into promotion mode. This can be done with transition music, or more simply, your tone of voice and pacing.If you'd like a full review of your podcast check out Podcast Review Show or if you need Podcast Consulting, Book and Appointment Today Check out our podcasting host, Pinecast. Start your own podcast for free, no credit card required, forever. If you decide to upgrade, use coupon code r-1a62eb for 40% off for 4 months, and support Podcast Rodeo Podcast Reviews and First Impressions.

Abstract: In this episode Karin and Elizabeth discuss Michael Jackson's groundbreaking use of clothing and costume, creating his own unique brand of fashion. We also explore Jackson's unique sense of style and the hidden meanings behind his use of cosmetics to create highly memorable characters, which remain iconic to this day. REFERENCE AS: Merx, Karin, and Elizabeth Amisu. “Episode 28 – Michael Jackson and Fashion” Michael Jackson's Dream Lives On: An Academic Conversation 4, no. 2 (2017). Published electronically 21/08/17. http://sya.rqu.mybluehost.me/website_94cbf058/episode-28/. The Journal of Michael Jackson Academic Studies asks that you acknowledge The Journal of Michael Jackson Academic Studies as the source of our Content; if you use material from The Journal of Michael Jackson Academic Studies online, we request that you link directly to the stable URL provided. If you use our content offline, we ask that you credit the source as follows: “Courtesy of The Journal of Michael Jackson Academic Studies.” Episode 28 – Michael Jackson's Fashion by Karin Merx & Elizabeth Amisu Karin Merx BMus, MA, is editor of The Journal of Michael Jackson Academic Studies, and author of  ‘A festive parade of highlights. La Grande Parade as evaluation of the museum policy of Edy De Wilde at the Stedelijk Museum Amsterdam'. Find out more about Karin here. Elizabeth Amisu, PGCE, MA, is editor of The Journal of Michael Jackson Academic Studies and author of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife. Find out more about Elizabeth here. All Our References and Where to Easily Find Them 1. Elizabeth Amisu,'"Liberace Has Gone to War": Undressing Michael Jackson's Fashion', The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife (Praeger, 2016). 2. Michael Bush, The King of Style: Dressing Michael Jackson (Insight Editions, 2012). 3. Nada Basheer, 'Academic Book Review: The King of Style: Dressing Michael Jackson', The Journal of Michael Jackson Academic Studies Vol. 3 Issue 4 (2017) http://sya.rqu.mybluehost.me/website_94cbf058/academic-book-review-of-the-king-of-style-dressing-michael-jackson-by-michael-bush/ 5. Mary van der Heijden, My Michael Jackson Dolls http://www.michaeljackson-dolls.com 6. Elizabeth Amisu,'"Liberace Has Gone to War": Undressing Michael Jackson's Fashion', The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife (Praeger, 2016) p. 66 7. Artwork by Karin Merx, http://karinmerx.co.uk/illustrations-drawings/ 8. Elizabeth Amisu,'"With All His Beauteous Race": High-Status Blacks in The Masque of Blackness and The Merchant of Venice', The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife (Praeger, 2016) p. 207-234. 9. Elizabeth Amisu, Teaching Michael Jackson Studies Online Course (Online Arts Education & Writing Eliza Publishing) Downloadable PDF Press Release | Official Course Page. 10. Elizabeth Amisu, ed., Michael Jackson's Dream Lives On: An Academic Conversation – Michael Jackson & Prince (Writing Eliza Publishing, 2017). Downloadable PDF Press Release | Buy Here

Michael Bush, CEO of Great Place to Work, joins hosts Nick Ashburn and Sherryl Kuhlman to discuss what makes a great workplace and how company culture plays such a pivotal part in a business' bottom line on Dollars and Change. See acast.com/privacy for privacy and opt-out information.

In this interview you will meet Michael Bush, Owner of Michael Bush - LA Apparel. He has valuable insight on the changing nature of the wholesale fashion industry, and some major suggestions for how sales reps can continue to be successful. With a perspective grounded in true customer experience, Michael goes through various hypothetical situations with us on how to earn new business, and take care of returning customers, all the while adhering to a strict standard of honesty.

Abstract: This eleventh episode stands in the light of the forthcoming book of Elizabeth Amisu, editor of The Journal of Michael Jackson Academic Studies. Karin has Elizabeth as her guest to interview her on The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife. They talk about how an idea became a book, the model it is based on, and Elizabeth gives a brief overview of some of the chapters in the book. REFERENCE AS: Merx, Karin, and Elizabeth Amisu. "Episode 11 – Author & Text: 'The Dangerous Philosophies of Michael Jackson' Pt. 1." Podcast, Michael Jackson's Dream Lives On: An Academic Conversation 2, no. 4 (2016). Published electronically 07/07/16. http://sya.rqu.mybluehost.me/website_94cbf058/episode-11-the-dangerous-philosophies-of-michael-jackson-part-1/. The Journal of Michael Jackson Academic Studies asks that you acknowledge The Journal of Michael Jackson Academic Studies as the source of our Content; if you use material from The Journal of Michael Jackson Academic Studies online, we request that you link directly to the stable URL provided. If you use our content offline, we ask that you credit the source as follows: “Courtesy of The Journal of Michael Jackson Academic Studies.” Episode 11 – Author & Text: 'The Dangerous Philosophies of Michael Jackson' Pt. 1 By Karin Merx & Elizabeth Amisu 'I connect Michael specifically with Shakespeare in the respect that I treat him as a great artist worthy of great respect' - Elizabeth Amisu, author of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife https://www.youtube.com/watch?v=Lqxh6DtPnL4 Official trailer of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife, © 2016 Karin Merx & Elizabeth Amisu Episode Questions: 1.What exactly made you write a book on Michael Jackson, what was your inspiration? 2. You based the research on an early modern model and you connect it with Shakespeare? 3. Can you tell us something about commonplace books? 4. Can you explain a bit more about copyright in the seventeenth century? Karin Merx BMus, MA, is editor of The Journal of Michael Jackson Academic Studies, and author of  ‘A festive parade of highlights. La Grande Parade as evaluation of the museum policy of Edy De Wilde at the Stedelijk Museum Amsterdam'. Find out more about Karin here. Elizabeth Amisu, PGCE, MA, is editor of The Journal of Michael Jackson Academic Studies and author of The Dangerous Philosophies of Michael Jackson: His Music, His Persona, and His Artistic Afterlife. Find out more about Elizabeth here. All Our References and Where to Easily Find Them 1. Joseph Vogel, Man in the Music: The Creative Life and Work of Michael Jackson (Sterling 2011). 2. Elizabeth Amisu, 'Throwing Stones To Hide Your Hands: The Mortal Persona Of Michael Jackson', The Journal of Michael Jackson Academic Studies. Vol. 1: Issue 1 (2014). 3. Elizabeth Amisu, 'On Michael Jackson's "Dancing The Dream"', The Journal of Michael Jackson Academic studies, issue 2, volume 1 (2014). 4. Susan Fast, Dangerous (Bloomsbury 2014). 5. The Michael Jackson Podcast by The MJCast. 6. Information about 'commonplace books'. 7. Edward W. Said, On Late Style: Music and Literature Against the Grain (Bloomsbury 2006). 8. Gordon McMullan, Shakespeare and the Idea of Late Writing: Authorship in the Proximity of Death (Cambridge 2007). 9. Information about Shakespeare. 10. Information about Ben Jonson. 11. Information about the Tudors. 12. Information about the Elizabethan era. 13. Michael Bush, The King of Style: Dressing Michael Jackson (Insight Editions, Div of Palace Publishing Group, LP 2012). 14. Jason King. 'Don't Stop 'til You Get Enough: Presence, Spectacle, and Good Feeling Michael Jackson's This Is It', Thomas F. DeFrantz and Anita Gonzalez (ed.), Black Performance Theory: An Anthology of Crit...

Aaron and Lauren are treatment free beekeepers from Ruston in Louisana and as well as selling natural products from the hives, They also run the ‘Bees and Such podcast'. Full Show Notes are HERE Things you will learn:- Why Treatment free Beeswax is such an important part of their Products. How Lauren fell in love with Aaron and his Bees. Why they use Top Bar Hives for all their wax producation Who are Aaron's Biggest Beekeeping influencers Why having a full beard helps you in beekeeping. Why its critical to support local vendors in the food industry. Why going to farmers markets every week is so important for beekeepers selling honey. Ventilated beekeeper suits are great, the ones we sell are HERE Whats the third most painful place to be stung and why naked beekeeping isn't a great idea. Always wear pants with a zipper Resources Mentioned Follow Aaron and Lauren's instagram Page HERE Aaron's interview with Michael Bush can be found HERE Our Interview on the "Bees and Such Podcast", can be found HERE

Former Louisville Cardfinals RB Lionel Gates joins Joe Lisi On The Weekly Blitz.   Gates was a standout from 2001-2004 rushing for 1,475 yards averaging 4.8 yards per carry with  20 touchdowns. He was an all-around running back who caught 40 passes for 469 yards averaging 11.7 yards per carry with 2 receiving touchdowns.  Gates had great speed and was a tough inside runner who was not afraid of contact. The trio of Gates, Michael Bush and Eric Shelton was a loaded backfield for head coach Bobby Petrino in leading the Cardinals to a 11-1 record in 2004 with a top 10 ranking.  Gates was drafted in the 7th round by the Buffalo Bills and played from 2005-2007 for Buffalo and Tampa Bay

Former Louisville Cardfinals RB Lionel Gates joins Joe Lisi On The Weekly Blitz.   Gates was a standout from 2001-2004 rushing for 1,475 yards averaging 4.8 yards per carry with  20 touchdowns. He was an all-around running back who caught 40 passes for 469 yards averaging 11.7 yards per carry with 2 receiving touchdowns.  Gates had great speed and was a tough inside runner who was not afraid of contact. The trio of Gates, Michael Bush and Eric Shelton was a loaded backfield for head coach Bobby Petrino in leading the Cardinals to a 11-1 record in 2004 with a top 10 ranking.  Gates was drafted in the 7th round by the Buffalo Bills and played from 2005-2007 for Buffalo and Tampa Bay

Michael Bush returns to talk about his Bee Camp and answers questions from the Facebook Page.

As we wrap up the conversation with Michael Bush, we answer some more questions and talk about some more beekeeping stuff.

In the third part of this conversation, Michael Bush and I continue to answer questions from the Facebook page and talk about some other broader aspects of keeping bees in this time and place.

The second part of my conversation with Michael Bush, talking beekeeping and answering some more questions.

In this episode, Michael Bush and I discuss some beekeeping philosophy and answer some questions from the Facebook page.

Hi this is Episode forty nine of our beekeeping podcast, This week we are talking to Michael Bush. Michael is a Treatment free Beekeeper / Author and speaker from Nebraska. Full Show Notes are available HERE    

In today’s show I talk about the importance of learning from failure and making mistakes.  I consider this show to be about one of the most important life skills that I know of. I consider this to be one of my better shows so far.  Enjoy! Here’s the link to Michael Bush’s page on learning […] Source

In today’s episode I talk about my journey with beekeeping.  Here are some great resources if you are interested in incorporating beekeeping into your farm. Great Free Beekeeping Information – Michael Bush of Bush Farms A very interesting Beekeeping Podcast – The Organically Managed Beekeeping Podcast Some great Youtube Channels on Beekeeping Fat Bee Man […] Source

Episode Guide: Local Hive Report, ABF-The Experience, Dr. Peter Teal Mites and Varroa, Small Hive Beetle, Hive Form Factors, Video Podcasting, Beekeeping Calendar, 2013 Aspirations, Michael Bush

Shek & Rank talk to Chicago Bears running back Matt Forte about hanging out with quarterback Jay Cutler, the backfield competition with Michael Bush and his all-time favorite movie. The guys also yap with Seattle Seahawks wide receiver Golden Tate about whether he starts himself on his own fantasy football team. Then, Matt 'Money' Smith helps the gang answer fans’ twitter questions about food, super hero costumes and, of course, more food. And finally, Dan Hanzus and Marc Sessler wrap up the show with another installment of the “ATL Debate Club”. 

Shek & Rank talk to Chicago Bears running back Matt Forte about hanging out with quarterback Jay Cutler, the backfield competition with Michael Bush and his all-time favorite movie. The guys also yap with Seattle Seahawks wide receiver Golden Tate about whether he starts himself on his own fantasy football team. Then, Matt 'Money' Smith helps the gang answer fans’ twitter questions about food, super hero costumes and, of course, more food. And finally, Dan Hanzus and Marc Sessler wrap up the show with another installment of the “ATL Debate Club”. 

watch also our clip youtube : Dr.David Heaf ,Wales UK on Treatment-free Beekeeping http://www.youtube.com/watch?v=6gCY6EZkgxE L'Apiculture naturelle sans traitement Le seul moyen d'avoir une apiculture durable est d'arrêter de traiter.Traiter est une spirale mortelle, qui s'écroule aujourd'hui. Pour empêcher cela, vous devez absolument élever vos propres reines à partir d'abeilles locales résistantes. Vous aurez alors une souche génétiquement résistante, et des parasites en équilibre avec leur hôte. Tant que l'on traite, on conserve des abeilles affaiblies qui ne peuvent survivre qu'en présence de traitements, et on selectionne des parasites plus forts, qui pour survivre s'adaptent aux traitements. Aucune relation stable ne pourra s'installer tant que l'on utilisera ces traitements. source en anglais: Michael Bush,www.bushfarms.com, apiculteur naturel en Etat Unis © 2012 podcast by Jan Michael rucher école Villa le Bosquet

It's 4/20 and Red vs Blue is back, well, not completely... The Big Blue co-host,  Michael Trent is MIA tonight, but never fear, he will return for the LIVE GENESIS DRAFT Friday May 2nd. In his place, we present to you, Mr. Eric Balkman. Eric will be discussing his soon to debut FFPC Radio podcast, The High Stakes Fantasy Hour.  Topics tonight- The first round of Genesis, what will it look like in 2 weeks? The NFL Draft - How will the elite rookies do in year 1? Trent Richardson, Justin Blackmon, RG3 & Luck Arian Foster, is he the undisputed #1 pick come September? Aaron Rodgers, Cam Newton and Drew Brees, all have potential to be drafted in the first round. Will you pass on this unconventional drafting style? Tebow-mania lands in the Big Apple, is he hope or hype? Peyton Manning is back, where will he be drafted now that he's in Mile High? The Madden Curse knows no boundaries, will this affect Calvin or Cam's draft stock? Jamaal Charles returns from injury and has a new sidekick, Peyton Hillis Matt Forte, will he hold out and how will Michael Bush affect his ADP? Chris Johnson, arguably the best RB in football, can he return to his 2010 form? Brandon Marshall is re-united with Jay Cutler, is he Top 5 once again? Last year's rookies, Julio Jones and AJ Green, are either ready to make the leap to ELITE status? Beastmode, the #3 RB in the 2nd half of last season, will he be drafted that way? MJD too, he seems to be under appreciated in drafts, will last year's performance finally quiet the doubters? Who was the #1 WR in all of fantasy football last year? Did you say Wes Welker? Calvin is 1st, but will you pass on Wes for say, Hakeem Nicks? Can we fit all this in one hour??? We will try our best! Join us!

Maj. Michael Bush, USA, Executive Officer, 25th Signal Battalion, Bagram Airfield, Afghanistan, Hometown: Mobile, Ala., talks about his memory of 9-11.

Godfather Griz Jones, the 66th Mob, and Raider Nation honor Coach Lane Kiffin, his coaching staff, and Raiders players with induction into the 66th Mob family. Raiders players present include Michael Bush, Dominic Rhodes, Jarrod Cooper, Barry Sims, Michael Huff, Paul McQuistan, Zach Miller, Kirk Morrison, Sam Williams and more. Also on hand were Raider Greg, Gorilla Rilla, Shieldhead, Señor Raiderman, The Barbarian, and Dave from the Raidercast.