Podcast appearances and mentions of mike wood

What happens when you've built a successful career, ticked every box on the list society gave you - and you're still miserable?That's where Mike Wood found himself at 45. A former COO who helped scale Jarrett Companies from $2.5 million to over $100 million in revenue, Mike had achieved everything he was supposed to want. Yet beneath the success, 30 years of anxiety and depression were still screaming.In this deeply honest conversation, Mike shares the five-year inner journey that led him to become a consciousness coach — and why he now takes those same tools into maximum security prisons and corporate boardrooms alike.In this episode, you'll discover:Why external success can never fill an internal void — and where to look insteadHow a single moment in kindergarten programmed a core belief that silently ran Mike's life until he was 47What the subconscious mind's "number one job" reveals about why we hold on to old wounds — and how to finally let them goThe two-minute gratitude practice that Mike used when his 7-year-old came upstairs in tears about monstersWhy reframing the past isn't rewriting history — it's giving your younger self more contextThe surprising leadership lesson Mike learned when his company flooded a 30-floor high-rise — and how taking radical ownership transformed the entire roomWhat school is failing to teach our kids (and ourselves) about emotional intelligenceHow releasing identity attachments can dissolve the physical stress response almost instantlyThe one thing Mike wants every quiet achiever to know if they feel brokenAbout Mike WoodMike Wood is a former COO turned consciousness coach who spent 30 years struggling with anxiety and depression before finding the tools that changed everything. He now runs Learn to Love Being You, a 10-week subconscious reprogramming program, and takes his work into maximum security prisons and corporate leadership settings across the US. Mike is also the father of seven children, ranging in age from 11 to 33.Connect with Mike & Claim Your Free GiftMike is offering listeners a free first week of his program — including guided breathwork exercises and manual tools to manage anxiety starting today.Free gift: mwoodmindset.com/warrior Program: learntolovebeingyou.com Email: mike@learntolovebeingyou.comWork with SerenaIf you're an introverted woman leader ready to become more visible and influential without performing extroversion, I invite you to apply for a SEEN Executive Calibration. 45 minutes via Zoom. Diagnostic, not selling. Root causes, not symptoms.Apply HERE.Connect with Serena Low at serenalow.com.au. Loved this episode? Leave a review - it helps other Quiet Warriors find the show.This episode was edited by Aura House Productions

Learning to Love Yourself: Breaking Free from Anxiety, Self-Doubt & Negative Beliefs with Mike Wood What if the thoughts you've carried for years… aren't really you? In this powerful episode of The Hurricane H Show, we sit down with Mike Wood, creator of Learn To Love Being You, to explore the impact of subconscious beliefs, self-talk, and emotional healing. Mike's personal story is one of resilience and transformation. After struggling with anxiety, depression, and self-worth for years—and learning to read later in life—he began a journey to understand the deeper patterns shaping his experience. Today, he shares lessons from that journey and offers insight into how perspective, awareness, and inner work can help people reconnect with themselves and move toward healing.

Learning to Love Yourself: Breaking Free from Anxiety, Self-Doubt & Negative Beliefs with Mike Wood What if the thoughts you've carried for years… aren't really you? In this powerful episode of The Hurricane H Show, we sit down with Mike Wood, creator of Learn To Love Being You, to explore the impact of subconscious beliefs, self-talk, and emotional healing. Mike's personal story is one of resilience and transformation. After struggling with anxiety, depression, and self-worth for years—and learning to read later in life—he began a journey to understand the deeper patterns shaping his experience. Today, he shares lessons from that journey and offers insight into how perspective, awareness, and inner work can help people reconnect with themselves and move toward healing.

Episode SummaryIn this episode of Million Dollar Flip Flops, Rodric sits down with Mike Wood — construction executive, husband, father, and founder of Learn to Love Being You, a program designed to help people free themselves from anxiety and depression.Mike shares his deeply personal story of growing up with negative core beliefs, struggling silently for decades, and eventually realizing that success on the outside did nothing to fix the pain on the inside. Even after building a life that looked “successful” by every external measure — money, family, house, healthy kids — he found himself more miserable than ever.That breaking point became the turning point.What followed was a journey inward: healing old beliefs, reprogramming the subconscious mind, and discovering that the very things he thought were broken in him were actually patterns he could understand and change.Rodric and Mike also talk about leadership, construction, emotional healing, mental health in men, and how the work we do on ourselves always shows up in our businesses, teams, and families.This is a conversation about anxiety and depression, yes — but more than that, it's about ownership, healing, and learning how to become the kind of leader who changes everything around him.In this episode, you'll hear:Mike's story of struggling with anxiety and depression for most of his lifeHow negative childhood beliefs shaped his adult success and sufferingWhy achieving “everything” on paper still left him miserableThe subconscious pattern Mike uncovered that changed everythingHow reframing old emotional moments can lead to real healingWhy men often suffer in silenceHow inner healing changed Mike's leadership in businessThe story of a million-dollar flood and the leadership lesson it createdWhy you are not broken — you just may not understand your operating systemHighlights & Timestamps[00:00] Success without peace is still miseryMike opens with the powerful truth that even after achieving everything he thought would make him happy, he was still deeply unhappy.[01:00] Meet Mike WoodMike introduces himself as a construction executive and someone whose real mission is helping people rid themselves of anxiety and depression.[01:00] Construction, books, and parallel pathsRodric and Mike connect over construction, coaching, and the overlap in their personal journeys.[02:00] What led Mike down this pathMike shares how years of anxiety, depression, and negative self-belief became the foundation for the work he now does.[02:00] The childhood story that shaped everythingMike explains how struggling to spell his own name in kindergarten created a subconscious belief that he wasn't smart enough.[04:00] How subconscious beliefs get programmedMike breaks down how emotional moments paired with clear intention can wire limiting beliefs into the subconscious mind.[05:00] The healing process that changed his lifeMike explains how going back to those early moments, reframing them, and releasing them changed his life forever.[06:00] Why the subconscious holds onto painMike shares how the subconscious mind tries to protect us, even when the very thing it's doing is hurting us.[07:00] Why men suffer in silenceRodric and Mike talk about how men are often taught not to share emotions, even when they are deeply struggling.[08:00] When did Mike start figuring it out?Mike shares when he turned inward and began experimenting with books, meditation, healing work, and deeper self-awareness.[09:00] How healing changed Mike's business lifeMike explains how personal growth transformed the way he led inside the construction company.[10:00] The million-dollar flood leadership storyMike tells the story of a disastrous flood and how taking full ownership changed the entire energy of the room and the company.[12:00] Why the business always reflects the leaderRodric and Mike talk about how emotional patterns, leadership issues, and business problems are always connected.[14:00] Mike's question for the next guestMike asks the next guest whether they've been able to turn inward in relation to life and business.[15:00] The question Mike was askedMike answers a powerful question about what measure would have predicted failure early in his life.[16:00] Mike's message to anyone listeningMike closes with a powerful reminder: you are not broken — you just may not yet understand how your mind is trying to protect you.Notable Quotes“I literally achieved everything… and I was more miserable than I was when I was 18 and miserable.” – Mike Wood“I stopped looking to the outside world for excuses and reasons to get better, and I turned my focus inward.” – Mike Wood“Your subconscious mind is really just trying to protect you.” – Mike Wood“When you learn to do it yourself, it spreads to your company.” – Mike Wood“It makes you a real leader.” – Mike Wood“Men are suffering in silence.” – Mike Wood“You're not broken. You just don't understand your operating system.” – Mike WoodConnect with Mike

David Fowler, David Gately and Mike Wood form an expert panel hosted by David Stanley to dissect a massive weekend of racing where James McDonald broke records and Autumn Glow continued his streak.

Dave Stanley, David Fowler, David Gately and Mike Wood recap the weekend's racing and Tim Ryan talks next weekends markets on Punters Post Mortem.

Dave Stanley, David Fowler, David Gately and Mike Wood recap the weekend's racing on Punters Post Mortem.

They've "already suspended" his CDL, and notified ICE. So what more do we know about the driver hauling a semi down Hwy 61 in Missouri the wrong direction, and what happens now? Mike Wood joins us, he is the Lincoln County Prosecuting Attorney.

Send us a textJoin the guys of 3B as they host Assistant Coach & recruiting coordinator Mike Wood &  IN/OF/C Nate Wood!They may not be related but they are on the same wavelength, it's all South Alabama baseball for these guys! We talk Coach Wood being new to the Sun Belt (but not newly aware of the Belt), what it's like for Nate to date another college athlete, and a surprise pick from Nate on what winter Olympic sport he would do!Tune in to find out!Like this content? Follow us on our socials;Search sunbeltsyndicate on all platforms https://x.com/SunbeltSyndicatCovering the Sun Belt conference from the first kick(off) to the last pitch.#sunbelt #college #baseballSupport the showBe sure to check out Don't Sleep Energy at www.dontsleepenergy.com or at their Amazon shop. Go to Amazon and search 'Don't Sleep Energy'. Check out all Phenom has to offer at www.phenomelitebrand.com. Whether you need cleats, gloves, or accessories, Phenom's got you covered! Use code SBSYNDICATE at checkout for 10% off!

What if the key to overcoming anxiety and self-doubt isn't fixing yourself—but remembering who you really are? In this profound and transformative episode of The Self Esteem and Confidence Mindset, we sit down with Consciousness Awareness Professional Mike Wood, creator of the Learn to Love Being You program, to explore how breaking free from limiting beliefs and emotional spirals can help you reconnect with your authentic self and build unshakeable confidence.Mike shares his personal journey of rebuilding his life from the inside out and the powerful insights that led him to create a 10-week transformational program helping people rewrite the beliefs that shape their reality. If you're stuck in cycles of anxiety, self-doubt, and negative thinking, this conversation will show you the path to loving yourself and living freely.Find more from Mike here:www.learntolovebeingyou.com

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

Lewis Willoughby is joined by Brad Gray, Mike Wood and Paul Joice as the panel review the weekend's metropolitan meetings on Punters Post Mortem,

Lewis Willoughby hosts an expert panel of Chantelle Buckley, Mike Wood and David Gately to

Contact UsSupport the showWant to be a guest on Playing Injured? Send Joshua Dillingham a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/playinginjured

On this episode of Exclusively Van Halen, we dive into HUGE news—Van Halen's Balance album sales skyrocketed nearly 23,000%!

Mike WoodLearn To Love Being YouI learned how to read when I was 25 years old. I struggled with anxiety and depression until I was 45 years old. I am on a spiritual journey that is difficult to explain, I can feel all of my chakras and the energies of people around me. At times, my sensitivity is stronger than others. This program was created in a way that each week builds on the prior week. Anxiety is easy to address within the first three weeks. Depression is a much bigger mountain to climb, but this program will put people on the path to eliminate depression in the next two years. I am willing to share my personal stories about how I freed myself from old negative core beliefs that were causing me pain. These stories are universal, meaning that everyone has old negative core beliefs that are causing them pain. This is where most of our negative thoughts and emotions derive from. My program is designed to go to the source of the negative self-talk and remove it.Want to be a guest on Book 101 Review? Send Daniel Lucas a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/17372807971394464fea5bae3 Hosted on Acast. See acast.com/privacy for more information.

Learn To Love Being You w/ Mike WoodMike Wood has a transformative 10-week Learn To Love Being You program. In the first few weeks, you'll learn to take control of your thoughts and emotions. Next, you'll gain a fresh perspective on yourself and your life. In the final weeks, you'll focus on healing from past pain and trauma. This program is designed to help you truly love being you. Stay tuned to discover how you can start your journey today!Links:https://learntolovebeingyou.com/Tags:Entrepreneurial Mindset,Mental Health,Mind-Body Connection,Mindfulness & Meditation,Performance Coach,Spiritual Growth,Learn To Love Being You w/ Mike Wood,Live Video Podcast Interview,Interview,Phantom Electric Ghost Podcast,Podcast,PodmatchSupport PEG by checking out our Sponsors:Download and use Newsly for free now from www.newsly.me or from the link in the description, and use promo code “GHOST” and receive a 1-month free premium subscription.The best tool for getting podcast guests:https://podmatch.com/signup/phantomelectricghostSubscribe to our Instagram for exclusive content:https://www.instagram.com/expansive_sound_experiments/Subscribe to our YouTube https://youtube.com/@phantomelectricghost?si=rEyT56WQvDsAoRprRSShttps://anchor.fm/s/3b31908/podcast/rssSubstackhttps://substack.com/@phantomelectricghost?utm_source=edit-profile-page

Overcoming Depression: Mike Wood's Journey to Healing and Helping Learntolovebeingyou.com About the Guest(s): Mike is the Chief Operating Officer of a $90 million-a-year construction company based in Nashville, Tennessee. He is also a mental wellness advocate who has developed a 10-week program aimed at helping individuals overcome anxiety and depression. Mike's journey through personal struggles with disability, anxiety, and depression led him to create "Learn to Love Being You," a course designed to help participants take control of their thoughts, emotions, and heal from past traumas. Driven by a passion for mental health, Mike offers this transformative program to anyone in need, regardless of their financial situation. Episode Summary: In this enlightening episode of The Chris Voss Show, host Chris Voss engages in a thought-provoking conversation with Mike, the COO of a major construction company and mental wellness advocate. Having battled personal demons, Mike shares his profound journey through anxiety and depression, revealing the inception of his transformative 10-week program, "Learn to Love Being You." The episode dives deep into understanding the subconscious mind's influence on mental health, offering listeners a roadmap to peace and joy. Throughout the episode, Mike explains the mechanics of the subconscious mind, its role in shaping behavior, and its unintended impact on mental health. He shares actionable steps that individuals can take to reframe negative thought patterns, transform past trauma into a peaceful present, and ultimately escape the depths of anxiety and depression. With a blend of personal anecdotes, expert insights, and humor, this episode serves as a beacon of hope for those grappling with mental health challenges. Join Chris and Mike on this educational rollercoaster as they unravel the mysteries of the mind and illuminate pathways to healing. Key Takeaways: Mike's journey from depression to creating a transformative mental wellness program called "Learn to Love Being You." The subconscious mind's role in triggering anxiety and depression through its protective mechanisms. The importance of reframing negative thoughts and past traumas to foster mental peace and joy. Effective strategies and exercises to help individuals separate their identity from intrusive thoughts. The significance of dedicating daily time to mental health practices to achieve long-lasting benefits. Notable Quotes: "The subconscious mind is supposed to protect us, but doesn't know the difference between physical danger and things we identify with." "We can transform past traumatic experiences by reframing them with love, compassion, and forgiveness." "Negative thoughts physically alter the chemicals in our brain but can be shifted to positive thoughts." "You have to be ready to heal and face your fears; it takes daily practice and dedication." "If you don't take care of yourself, you can't take care of anybody else." Resources: Learn to Love Being You Email Mike at mike@learntolovebeingyou.com

Mike Wood, Holy Apostles in Meridian

Most days of the week you will find Diane and Mike Wood inside their bake shop, Trolley Stop Bakery in Chesterfield. Located in a strip mall, you hear the old-fashioned ding of the bell when you walk in, and you're greeted by the delicious smell of cookies. Mike greets customers while Diane takes charge in the kitchen. The couple could be living the retired life, but instead, they're living out Diane's dream of an old-fashioned bakery. And it all started with a love of baking cookies. Now she shares that knowledge with other bakers who use the kitchen as a co-op. From macarons by The Tipsy Goat and gourmet nuts by Pete's Snack Shop, there's something for everyone's taste buds. Many local businesses have graduated to open their own shops; that's always been the dream for Mike and Diane. Open Tuesday – Sunday at 67 Forum Shopping Center, Chesterfield, Mo.

  On this episode of the American Warrior Show we have Mike Wook, author of Newhall Shooting: A Tactical Analysis Mike is a Graduate of the United States Air Force Academy, a graduate of the US Army Airborne School, and a retired Air Force Instructor/Evaluator Pilot.   He's the author of Newhall Shooting: A Tactical Analysis, the highly-acclaimed study of the 1970 California Highway Patrol gunfight in Newhall, California, and wrote the Tactical Analysis column at PoliceOne.com for eight years.   Mike is the Senior Editor at RevolverGuy.com, and an active instructor in both the law enforcement and armed citizen communities.   He's a prior guest on the American Warrior Show podcast and is pleased to be back with the wonderful patriots of the American Warrior Society.

Lee closes out TMBDOS!'s tribute to the late Roger Corman by checking out his look into the world of LSD, "The Trip" (1967), with the help of friends and fellow podcasters Mike Wood and Vaughn Kuhlmeier. Written by Jack Nicholson, and starring Peter Fonda, Susan Strasberg, Bruce Dern & Dennis Hopper; does this snapshot of a very specific time and place in American culture still resonate today? Does it have anything deep to say or is it pure exploitation? Apart from the main film discussion there's a few wild asides, and the hosts also talk about what they've watched recently. Turn on, tune in, and drop out with us for an hour and a half. "The Trip" IMDB  Mike's podcast, The Grindbin.  Vaughn's Podcast, Motion Picture Massacre.  Featured Music: "A Little Head" & "Peter's Trip" by The Electric Flag.

On this episode Matt is joined by guest cohost Mike Wood (host of the GRINDBIN) to talk about the different ways you can turn a one-time grift into a full-fledged grifting career.Listen to find out if you're more of the Whitley Strieber (“Why stop at just one Communion?”) or Travis Walton (“The fire in the sky keeps on burning!”) type of grifter.And what discussion of career grifters could go without a stop in Amityville?  Here Matt and Mike discuss the importance of keeping your circle of authorized grifters tight.As an extra special bonus, Mike tells us what it was like to see Travis Walton participate in a live Q&A in 2023 and how something as simple as the color of a jumpsuit could destroy your credibilitySupport the Show."Mighty Peculiar Theme" by Doug Wortel Our Linktree: linktr.ee/themightypeculiarOur Spreadshirt Merchhttps://the-mighty-peculiar.myspreadshop.com/

Steve & Izzy kick off a fairly random July, where guests (or hosts) pick their own movies, as they are joined by Tim Yobo & Mike Wood from the Grindbin Podcast to discuss 2004's "Birth" starring Nicole Kidman, Lauren Bacall, Danny Huston, Peter Stormare, Anne Heche, Cameron Bright & more!!! Is this a retelling of Rosemary's Baby? Is there a character in this movie loosely based on a co-host? Can a bathtub scene be a double edged sword? Can you win Academy Awards for staring? Does this movie deserve a second watch?!? Let's find out!!! So kick back, grab a few brews, it's not my fault, and enjoy!!! This episode is proudly sponsored by Untidy Venus, your one-stop shop for incredible art & gift ideas at UntidyVenus.Etsy.com and be sure to follow her on Twitter, Facebook, Instagram & Patreon at @UntidyVenus for all of her awesomeness!!! Try it today!!! Twitter - www.twitter.com/eilfmovies Facebook - www.facebook.com/eilfmovies Etsy - www.untidyvenus.etsy.com TeePublic - www.teepublic.com/user/untidyvenus Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, Derrick Beeler cover's The Morristown, TN EAA Chapter 1494 Splash-In.... ..... Topics discussed: The Jett Family.. Mike Wood... Gail The Sea-Pilot... Leave a voicemail or text feedback for The History Of Aviation Podcast @ 615-813-5180 Email audio or recoded feedback for The History Of Aviation Podcast @ hoapod1@gamil.com Links mentioned in this episode: https://history-of-aviation-podcast.zencast.website/ https://www.instagram.com/historyofaviationpodcast/ https://twitter.com/HistoryOfAVIAT https://www.facebook.com/Historyofaviationpodcast https://www.patreon.com/user?u=81736430 https://www.facebook.com/search/top?q=morristown%2C%20tn%20eaa%20chapter%201494 https://www.facebook.com/profile.php?id=100088736560097 David Rowe's Website: https://www.aerowephile.com/ This podcast is hosted by ZenCast.fm

Continuing to look at the films of Canada's most know filmmaker David Cronenberg. This time we talking about Fast Company from 79 and The Brood also from 79. Helping me this time around is Mike Wood from the Grindbin podcast. Email: motionpicturemassacre@gmail.com Voicemail: 732-639-1435

Hello all you Ed-Heads, and Timbos. This week, we are joined by a long time friend of the podcast, Host of The Grindbin podcast and dear friend Mike Wood. Tim fucked up, thinking this movie was from 1997, I fucked up, thinking we were covering 1997 this month, either way, we talk about The Hidden from 1987. What a doozy of a movie this was. Wheelchair slaughter, a secred Jason goes to Hell, and we learn a valuble lesson from Tim that I think applies to most aspects of life. That is that if your body aint banging, you should put in more effort. Go listen to Mike Wood, and more on The Grindbin Podcast. Check us out on Twitter. me ⁠@eddietheaxe⁠ Tim ⁠@yobogold⁠  Also, like, rate, and subscribe. And if you can join our Patreon. Get access to our video episodes, as well as the Bloodbank at ⁠https://www.patreon.com/bloodybits --- Send in a voice message: https://podcasters.spotify.com/pod/show/eddietheaxe/message

In the first interview for the Career Pathways series, Bailey Diveley interviews Mike Wood on his experience as a Product Manager. They get into the details on what the role is like, unique challenges PMs face, and the tools and resources commonly used. Come for the questions, stay for the jira, software development lifecycle & decision-making skills.

Sunriser Lions Club's Mike Wood

A Very Toronto Episode with Mike Wood and Adam ThornHosts: Clark Coffey & Cullen McFaterJoin us for a very special episode, recorded live in Toronto at Eyesore Cinema! Clark and Cullen are recording live and in person for the first time, and are joined by Mike Wood (They Might Be Movies) and Adam Thorn (Terriblefest, Riot At The Movies) to discuss Canadian/Toronto film culture, underground cinema, putting on festivals and screenings and much, much more.October Insidious Screening Trailer/infoThings TrailerAdam Thorn's Amityville OuthouseCocaine Crabs from Outer Space TrailerHuman Nature TrailerOpen Doom Crescendo TrailerSocials:FacebookTwitterInstagram

We met Russ Faria after he was charged with the murder of his wife, Betsy.  Wrongfully convicted, Russ spend 3 years in prison, until he was  finally exonerated (Ep 40-44). Enter new DA, Mike Wood, who begins investigating the investigators for corruption, determined to right the unbelievable wrongs.  In an alleged effort to derail the investigation, former Lincoln County detective, Mike Merkel is implicated, spirally the investigation. Listen to the latest from Russ Faria, who was in the Missouri court room himself.  And what is new with Russ and Carol McAfee? The story isn't over yet!   Source material, show notes, photographs are found on Jill's blog at www.murdershelfbookclub- May 2022.(Click here)   By Jill, All Rights Reserved

Hello all you Ed-Heads, Timbos, and Candice colon cannons (cause i guess Tremors become ass blasters. I dunno.) This week, we are joined once more by the host of The Grind bin podcast, and longtime friend of the show Mike Wood to discuss the 1990 cult horror hit Tremors. Join us as we go over several embarrassing stories about Candice (Fancy) ramming the biggest white cock in Missouri. The chicken type you freaks.   I try and prompt everyone for a fun little improv about the breeding of Graboids, but Candice ruins it by actually knowing the life cycle from the movies. What else, Michael Gross rules, Calling Kevin Bacon's children the "Bacon Bits" and more. For more of Mike, check out The Grindbin Podcast You know us https://www.patreon.com/bloodybits Hit us up on twitter. you can check us out on twitter. Tim Yobo @yobogold Candice @horrorhoochie69, and me @eddietheaxe      

See the episode resources in the show notes on:https://emjpodcast.com/a-wikipedia-deep-dive-with-mike-woodCheck out more episodes of our SEO Podcast.

Mike Wood is a home builder who caught a vision for creating an app that helps track prayer for schools across the United States. Mike tells the backstory of how the idea came and the steps he took. Gary shares how Love KC has similar plans to build a wall of prayer around schools in Kansas City. You can find the app at http://www.schoolprayerchallenge.org

Episode Summary: In this episode of Practice Growth HQ I chat with Mike Wood about how to amplify your authority online through Wikipedia and media outreach.    Mike Wood is the Founder of Legalmorning, a full-service online marketing agency that offers content writing, Wikipedia editing, media outreach services, and more.     In this episode Mike talks us through the benefits of being featured on Wikipedia, and what you'll need to do if you want to have your own Wikipedia page.      If you're curious about how Wikipedia can help to grow your practice, then you'll definitely want to listen to this episode!    What you'll learn:    (04:22) Mike gives us a quick overview of his entrepreneurial journey; going from side hustle to getting fired to jumping head first into digital marketing  (06:27) Mike shares the business case for Wikipedia and why Practice Owners should  consider it as part of their branding strategy   (08:43) Learn how Google and Wikipedia work together to give users a good search experience    (09:40) Demystifying Wikipedia: Find out who qualifies and how to determine your eligibility  (11:20) Discover the first thing you need to do if you want to have your own Wikipedia page   (13:14) Mike unpacks the essential steps for using Wikipedia to your practice's advantage   (15:55) What is Wikimedia Commons? Mike takes us through the foundation that controls Wikipedia   (17:23) How to contribute your work to Wikipedia (without getting penalised or black listed!)    (20:15) Why you should definitely consider correcting misinformation on Wikipedia as a way to start getting noticed by the platform    (24:21) Learn why strategic media outreach is an essential step towards Wikipedia inclusion (and a great thing to do for your business regardless!) (27:28) Find out where to go if you want to be featured in reputable media sites  (31:51) Mike shares how he almost lost his business due to his personal life (and the biggest lesson he took away from his experience)   Plus loads more!    Links and Resources:  Website: www.legalmorning.com

In this episode, I sit down with Mike, who was fired from his full-time job for editing Wikipedia articles, and pivoted from being let go into a full-blown business of editing Wikipedia articles. Mike is a true inspiration to follow your entrepreneurial dreams. We chat about the power of a side hustle and why everyone needs one, the first steps to get started, and how to create a life you can't wait to wake up to every day. Connect with MikeWebsite: www.legalmorning.comInstagram: @LM_marketing_academyFacebook: LM Marketing AcademyUdemy Marketing SchoolConnect with NicoleNomadNeeks on Instagram @nomadneeksNomadNeeks on Facebook @nomadneeksNomadNeeks on YouTube @nomadneeksNomadNeeks on Twitter @nomadneeksNomadNeeks Blog & Website⁠Digital Nomad Facebook Group⁠--- Send in a voice message: https://podcasters.spotify.com/pod/show/workwealthtravel/message

Hello all you Ed-heads, Timbos, and Candice Car Copulators.   This week we are joined by a longtime friend of the show, and host of the Grindbin podcast Mike Wood. As we discuss the 2021 horror movie Titane. We cover every lurid detail of the most beat-offable movie so far! All the nipples, cooze oils, and incestuous will they/won't they you can handle in 1 podcast.  For more of Mike, check out The Grindbin Podcast  You know us https://www.patreon.com/bloodybits  Hit us up on twitter. You can check us out on twitter. Tim Yobo @yobogold Candice @horrorhoochie69, and me @eddietheaxe 

Hey, y'all! This week we celebrate the start of the 2024 presidential election season by covering the Prohibition Party's convention in Buffalo, New York. 

Hello all you Ed-Heads, Timbos, and Candice can crushers.   This week, we have a fun-dipped good time with Mike Wood from The Grindbin podcast to discuss a maybe too good bad movie. Don't Fuck in the Woods. Tim's cat tries to ruin the recording as always. That or Tim fucks it up, and blames the cat. Then, ok the first guy in the movie looks like me. I get it, let's move on. Candice regales us with her story about a special needs guy she dated that stomped a gas can in JNCOs.  For more of Mike, check out The Grindbin Podcast You know us https://www.patreon.com/bloodybits Hit us up on twitter. you can check us out on twitter. Tim Yobo @yobogold Candice @horrorhoochie69, and me @eddietheaxe

This Episode we interview Mike Wood, Jean Michelle, Andy Main about their take on being a Gym Owner. Welcome to the Gym Lords Podcast, where we talk with successful gym owners to hear what they're doing that is working RIGHT NOW, and to hear lessons and failures they've learned along the way. We would love to share your story! If you'd like to be featured on the podcast, fill out the form on the link below. https://gymlaunchsecrets.com/podcast

On April 11, 1986, there was a massive shootout between agents of the FBI and two dedicated, murderous, armed suspects.  The end result was two agents dead and several wounded.  This shootout changed the caliber choice for the FBI and numerous police agencies for many years and brought forward the classic topic of round “stopping power.”  Mike Wood, the resident Firearms Nation historian, goes in depth to how the shootout went down and as a bonus, we discuss his previous book on the California Highway Patrol Newhall CA shootout.  Mike writes for his own blog on both tactical history and revolvers.  In fact, he is known as the “Revolver Guy”. Topics you'll hear on the show: –Why gun manufacturers are putting optics on revolvers. –Did the CHP Officers pick up their empty shell casings and put them in their pockets during a gunfight? –How a strong mindset defeats any weapon or skill in a survival setting. Link to Mike's website RevolverGuy.com Link to Mike's book on Newhall Shootout 

With a legacy of state and regional championships to live up to, McCallie's 2023 spring athletic season is promising to be one of the best in many years. That's the predictions of the coaches who will lead six varsity teams this season. In this episode of Stories from the Ridge, the coaches – Mike Wood of Track and Field, Tim Costo of Baseball, Sean McCourt of Crew (Rowing), Eamon Thornton '02, Lacrosse, Chris Cushenbery of Soccer, and Jeff Clark '91, Tennis – discuss their upcoming seasons, their coaching philosophies, and share some thoughts on championship rings, after-game meals, and other insider details. The discussions are hosted by Mark Weidmer '76, of McCallie's Marketing and Communications Office. For those seeking specific sports, the following is a rough timeline: Mike Wood, Track and Field: 2:22 Jeff Clark, Tennis: 11:32 Tim Costo, Baseball: 20:22 Eamon Thornton, Lacrosse: 29:42 Chris Cushenbery, Soccer: 42:28 Sean McCourt, Rowing: 57:06

Hello all you Ed-Heads, Timbos, and Candice Cannabis Consumers. This week, we are joined for a very serious, politically charged episode of the Bloodybits. As we cover the Nixon satire Werewolf of Washington. We are joined by longtime friend of the show, and fellow commie pig-dog Mike Wood from the Grindbin podcast. Wow, do we just ignore every old person reference that Tim brings up, though we do get some impressive impressions from him. His Clinton is maybe the best I've ever heard. Check out Mike Wood, and The Grindbin podcast.  You know us, https://www.patreon.com/bloodybits  Hit us up on twitter. you can check us out on twitter. Tim Yobo @yobogold  Candice @horrorhoochie69, and me @eddietheaxe

This Episode we interview Carrie Murphy, Mike Wood, Bri Fiedler about their take on being a Gym Owner. Welcome to the Gym Lords Podcast, where we talk with successful gym owners to hear what they're doing that is working RIGHT NOW, and to hear lessons and failures they've learned along the way. We would love to share your story! If you'd like to be featured on the podcast, fill out the form on the link below. https://gymlaunchsecrets.com/podcast

Merry Christmas, Murder Bookies! This is a very special Christmas mini-cast! We met Russ Faria, convicted of murdering his wife, Betsy Faria in 2011 when we covered the book, Bone Deep by Charles Bosworth and Joel Schwartz, Epi 40-44.  Eventually, Russ was exonerated, as the case took a major twist!  Now, the case continues to turn once again, with a new announcement by Lincoln County, Missouri Prosecuting Attorney, Mike Wood! By Jill, All Rights Reserved Source material is found on Jill's blog at www.murdershelfbookclub.com  

Host: Hilary StundaIn this episode, Hilary Stunda speaks with Dawn Prall, the creator of MyMacDLife Podcast and the founder of The SupportSight Foundation. The majority of Dawn's work has been in the health care and social services industries. In the last decade, she has become a champion of low vision patient education, raising awareness to fund MacD research. In this episode, she shares her story.Dawn Prall began working in the field of macular degeneration twelve years ago when she received an unexpected job offer from the founder of the Macular Vision Research Foundation, now known as The SupportSight Foundation. Initially, she knew little about macular degeneration; however, in the first year, she immersed fully in the role. Dawn says she had the benefit and privilege to learn from, and “geek out with” scientists and researchers at the foundation.Hilary asks Dawn about the inspiration for the structure of The SupportSight Foundation.Dawn traces her inspiration back to her first year, “geeking out” with the scientists and learning what an impact finding new treatments would have for millions of people. The SupportSight Foundation's national footprint allowed Dawn to travel around the country and meet with patients, and the families of patients who had lost their vision because of macular degeneration.As a disease specific charity, The SupportSight Foundation is solely focused on MacD. The work they do advances potential breakthroughs in medicine. Dawn explains the importance of the work she does for bettering people's everyday lives. While doctors do well to take care of a patient's eye health, TSSF and MMDL fill the gap of information that addresses things like going to work, family life, reading, and the normalcy of everyday hobbies. She acknowledges, when people lose their sight because of macular degeneration doing the things they love can be a challenge.MacD is not as widely discussed as something like diabetes, for example, despite it being a major disease impacting so many people. Dawn explains that it's about public health and the public's awareness. The public is beginning to know more now than they did before because research on MacD has progressed in the past 40 years. It was important for scientist to first understand the cellular makeup of macular degeneration before they could diagnose people.Next, Dawn explains MacD is a retina disease with two types, known as “Wet” and “Dry”. There are treatments currently available for “wet” MacD, called anti-VEGF injections. “Dry” macular degeneration is an area where more funding for research is needed because there are currently no treatment other than vitamins. She emphasizes, the foundation's aim is to help people learn about how to cope with MacD, and help people understand the research. All donations to The SupportSight Foundation goes towards the search for a cure.Following up on the topic of research and funding, Dawn shares how TSSF funds research projects by top scientists all over the world. She says, “Research is iterative, research makes medicine” and is not separated.Next, Dawn dives deeper into the science behind MacD. Because MacD is a retina disease, scientists and researchers explore how the retina functions within the macula of the eye to understand what causes the macular degeneration. Dawn goes on to explain, the disease gets its name from the process with which the cells in the macula of retina die, hence the name macular degeneration. Current research being done involves cellular regeneration.The macula is in the retina. The retina connects to the optic nerve and the optic nerve to the brain. And the retina's job is basically a camera. “So, you don't really see with your eyes you see with your brain.” Dawn acknowledges, for people listening, whether or not they understand that part, what matters to them is there is no cure; what matters to them is what to do in the meantime, which is what TSSF and MyMacDLife do.When asked if research for MacD has evolved over the years, Dawn responds saying, “Of course, the research is not static. A scientist's job is discovery. Their job is understanding how that retina works and why those cells are dying. The researchers and scientists need financial support to do that”. At The SupportSight Foundation, her staff and team of researchers, lead the way. Overall, TSSF has been successful in raising close to $30 million to fuel research and public education so everybody knows the disease.Hilary asks Dawn about her hope for a cure. Dawn expresses emphatically, she is not only hopeful, but optimistic. It's just a matter of time, or else I wouldn't be doing the work she does. She admits, she would love to work herself out of a job, because that means they have accomplished their goal. And at this moment, she adds, they are a lot closer than they've ever been. “Every time somebody discovers something, that moves that needle.”Dawn connects her passion for this cause to her values. In her upbringing, as a “sales brat” Dawn was accustomed to moving around often. Always the new girl in school, she learned the importance of building relationships and being approachable. That helps to create funding. She cites her Midwestern values as intrinsic and entrenched in who she is.“You have to believe in something and stand for something and my family values were more about making sure that there is a passion, there is something meaningful in your life. And then you just build your life around that.”Dawn expresses what an honor and a privilege it is to make a difference in people's lives. MyMacDLife Podcast has given The SupportSight Foundation a microphone, to bring people together, tell their stories, and create a community. It enables the foundation to do more in a powerful way.Hilary agrees, saying she finds the MMDL podcast gets rid of despair. She says, with the abundance of resources available, “patients can hope, at the end of the day, they're not as lost as they think they might be." Dawn says the podcast aligns with the personality and value of the foundation: intimate, relationships-centric, and warm-big.Dawn emphasizes that patient advocacy is key to her work. The power of advocacy comes from knowledge of the disease and sharing the experiences people go through losing their vision. First, sharing with their friends, family, and caregivers. Then, sharing it with the rest of the world.Dawn acknowledges, “This world is not set up for low vision.” She reflects on making brownies, the directions were printed was brown on brown. Initially, advocacy focused on awareness of MacD. Now, it's expanded to advocate for everyday accessibility on computers and assistive technology. There's a force behind advocacy when MyMacDLife gets everybody who's listening and everybody who's affected by it to join together.Dawn invites listeners to learn more at mymacdlife.org, donate to The SupportSight Foundation, share their story, and help build community.In the last segment, Dawn speaks with Mike Wood from Vispero. Mike shares information about the RUBY Family products by Freedom Scientific, a line of Assistive Technology. The RUBYs are a series of portable video magnifiers that come in multiple sizes that use a camera lens to enlarge and sharpen the image of any page of text. For example, when checking a price tag, or reading a menu. To learn more about the RUBY Family, go online to www.vispero.com or call their toll-free number, 1-800-444-4443. Mike lets listeners know you can go to freedomscientific.com to listen to an online webinar about how to use your Ruby video magnifiers.Dawn ends the episode emphasizing that MyMacDLife is a resource above all, dedicated to supporting patient education.  Recommended Resources- http://www.supportsight.org/- http://www.mymacdlife.org/- https://www.vispero.com/- https://www.freedomscientific.com/- https://www.freedomscientific.com/products/lowvision/rubyproductfamily/- https://www.enhancedvision.com/- https://us.optelec.com/- https://www.healthyvisionassociation.com/- https://www.novartis.com/- https://www.hinklestein.com/- https://www.maculardegeneration.net/- https://www.mymacularjournal.com/- https://www.facebook.com/groups/mymacularjournal/- https://www.health-union.com/Support this podcast at — https://redcircle.com/mymacdlife-macular-degeneration-podcast/donations

Somehow this damn podcast made it to 100 official episodes. So of course I bring Mike Wood, Tim Yobo and the most sensitive viking to ever exist, Vaughn Kuhlwhatever. Mike decided he wanted to cover The Pest (1997) because well, he likes to see others suffer. But he knew I'd enjoy going back to this movie. It didn't age well of course, but we hit on the parts that made us chuckle. For anyone that made it this far down the description. Thank you for sticking around and listening to this damn podcast. You're truly moustachiosos. The Moustachioed Podcastio is the weird uncle of the wonderful PodMoth Media Network. Check out more PodMoth podcasts here: https://podmoth.network/ TW: @PodMothNetwork IG: @PodMoth The Grindbin Podcast: https://grindbin.libsyn.com/ The Bloodybits Horror Show: https://podcasts.apple.com/us/podcast/the-bloodybits-horror-show/id1523586269 Motion Picture Massacre: https://motionpicturemassacre.wordpress.com/ Feature Podcast: https://podcasts.apple.com/us/podcast/the-doe-identify-podcast/id1544009777

Nope.. Just straight up nope. I learn that Candice, and Charles have betrayed me. Don't worry, as the bigger man I forgive them. It turns out that the "listener" that requested this movie was none other than fucking Candice. So here we go.  Mike Wood from the Grindbin podcast joins us, and tells us his wife's stories about growing up in Forks Washington. A town I hope that one day Charles, and Candice move to. We also learn that trauma is trauma shared as Candice only watched all these shitty movies to try and impress a boy. She never said how old she, or the boy was in the story so... just imagine.   Please listen to The Grindbin Podcast,  Tell Candice how bad of a person she is, and just tell Tim Yobo what's up! SUbscribe to our Patreon for access to the bloodbank, as well as our bonus episodes. https://www.patreon.com/bloodybits 

Hello all you Ed-Heads, Timbos, and Candice Cake Chuggers. This week, Tim finally gets his day. A serious, wisened Mr Yobo gets to school us all, even one Mike Wood from The Grindbin podast on the 2005 Crime Thriller classic Sympathy For Lady Vengeance.  directed by Park Chan-wook. Join us as we discuss the inherient flaws of deliver work, Candice points out that The Godfather glorifies mob life, since no one ever suffered a consequesnce from their actions. Tim is far too sober, and Mike diverts his energy toward ressurecting websites.  To hear more of Mike, and the Grindbin. A love/loathfest of all things exploitation check them out at Https://www.patreon.com/grindbin and follow him on twitter @grindpod I subscribe, and so should you.. Follow us on twitter. Tim @yobogold Candice @horrorhoochie69 and me @eddietheaxe and If you want to support the show leave us a 5 star review on your podcast app. or with money, https://www.patreon.com/bloodybits