Podcasts about Muk

Mit der Musikerin Liv Solveig, die seit Jahren als Violonistin das Who ist Who der deutschen Singer/Songwriter-Szene (u.a. Tristan Brusch, Max Prosa, Alin Coen, Annett Louisan) auf den Bühnen begleitet und 2021 auch ein eigenes Solo-Album mit dem Namen "Slow Travels" veröffentlicht hat, hat MuK über ihre neue EP "Nordic Coastline", ihre Bezüge zu Volksliedern, ihre musikalische Karriere und Pläne und vieles mehr gesprochen. Reinhören!

Maandag 15:00 en dat betekent weer een knaller van een aflevering om de week te beginnen! Deze week heeft Bram een opmerkelijk vochtig verhaal, vliegt Sam uit de bocht en heeft Muk voor deze keer een 'stelling' bedacht. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Luister iedere donderdag om 15:00 naar onze extra aflevering op Podimo! Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenContact: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Deze week komen Bram, Muk en Sam tot een tragisch besef: we worden oud. We raken geïrriteerd om burgerlijke borrelplanken, zijn te laat doordat wij ons nuchter hebben verslapen en hebben blijkbaar geen realistisch beeld van de wereld. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl! Luister iedere donderdag om 15:00 nu naar onze extra aflevering op Podimo!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenContact: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Mit Malte Huck alias BEACHPEOPLE hat MuK über musikalische Reisen, seine Zeit bei AnnenMayKantereit, die Auseinandersetzung mit perönlichen Krisen und Rückschlägen, das Suchen und Weitersuchen, Experimente, gute Bücher und vieles mehr gesprochen. Sein Album "Has-Been" könnt ihr seit dem 21.02. überall streamen und kaufen. Reinhören!

Mit Francesco Wilking (u.a. Die Höchste Eisenbahn, Artur und Vanessa) und Christopher Annen (AnnenMayKantereit) hat MuK über ihr gemeinsames Musikprojekt "Alles, was ich je werden wollte", Alltagsabsurditäten, fertige Songs aus der Schublade, Wölfe, Milchprodukte und vieles mehr gesprochen. Reinhören!

Mit der grünen Landtagsabgeordneten und Sprecherin für Medien-, Hochschul-, Wissenschafts- und Kulturpolitik und dem Direktkandidaten für den Wahlkreis Leipzig I hat MuK über Gründe für ihre Mitgliedschaft bei ihrer Partei, ihr Politikverständnis, das aktuelle Wahlprogramm, die Bedeutung von Kompromissen, Wachstum, soziale Gerechtigkeit, Reformen des öffentlichen Rundfunks, die Bundeswehr in Schulen und vieles mehr gesprochen. Reinhören!

Českobudějovický Oceán byl jednou z nejkultovnějších kapel domácí hudební scény, pokud vůbec ne jedinou, u níž se slovo „kultovní“ dá vážně použít. Hlavním autorem a skladatelem jejich hitů byl klávesista Petr Kučera, který později s Petrem Mukem založil i projekt Shalom. A po Mukově smrti Oceán obnovil a ve formaci, kde je za mikrofonem Jitka Charvátová, funguje dodnes. Letos je to přesně patnáct let, co Muk zemřel a současně by se dožil šedesátin, což stálo i za několika vzpomínkovými akcemi. O tom všem byla řeč v dalším On Air. ON AIR je talk show hudebního publicisty Pavla Kučery s hudebníky a lidmi z hudební branže. Nový díl je uveřejněn každý týden na YouTube kanálu kytary.cz. Facebook: https://www.facebook.com/onairtalks Přehled starších dílů zde: http://bit.ly/VsechnyOnAirRozhovory Starší díly On Air si můžete poslechnout i ve formě podcastů zde: Spotify http://bit.ly/OnAirRozhovorySpotify Apple Podcasts https://podcasts.apple.com/cz/podcast/on-air #rozhovor #ocean #shalom

Mit Nora Markard, Jura-Professorin für internationales öffentliches Recht und internationalen Menschenrechtsschutz hat MuK über Recht als Aushandlungsprozess, erfolgreiche Klimaklagen, zivilen Ungehorsam, ihr letztes Konzert, ihre Leidenschaft für Jura, inspirierende Dozenten, Ermutigungen und ihr Buch "Jura not alone" gesprochen, das sie zusammen mit dem Journalisten Ronen Steinke verfasst hat. In dem Buch ermutigen die beiden dazu, die Welt mithilfe des Rechts zu verändern und zeigen in leicht verständlicher Sprache erfolgreiche Praxisbeispiele anhand einer Reihe von verschiedensten gesellschaftlichen Themen auf. Reinhören!

Welcome to The Football Historian Podcast, hosted by Peter Kenny Jones. We're having a Christmas break and so here's a treat, a quiz from our Patreon but this time - for free! We're back again with another Patreon special featuring me and all the lads. This time we provide POINTLESS! Nine men, 140 cocktail sausages and some questionable four sided shapes, buckle up - you're in for a bumpy ride. Big thanks to Dan, Mike, Teza, Jamie, Liam, Tom, Jack and Muk! Hope you enjoy it! Thanks so much for the feedback and don't forget to keep sending questions to thefootballhistorianpodcast@gmail.com Hope this instalment of your soon to be favourite football podcast continues to impress! Want more from The Football Historian Podcast? Listen or watch the other monthly quizzes or exclusive FIFTH sections of each interview via our Patreon. It's just £1 per month for the first 100 patrons! You also get a monthly special and access to our entire back catalogue! https://www.patreon.com/TheFootballHistorianPodcast Keep up to date with all our latest clips on our socials: Instagram: https://instagram.com/thefootballhistorianpod/ TikTok: https://tiktok.com/@thefootballhistorianpod X: https://twitter.com/TheFHPod

Mit der Musikerin, Sängerin und Schauspielerin Magdalena Ganter hat MuK über ihren Zugang zum Chanson, Körperlichkeit, Entstehungsprozesse ihrer Songs, Drahtseilakte, ihren Anspruch bei und ihre Leidenschaft für die Musik, Milch und ihr neues Album "Transit" gesprochen. Schön war`s! Reinhören!

In alweer de laatste aflevering van dit kalenderjaar gaan Muk, Bram en Sam nog één keer all in! Winterkoppels gaan door de mangel, Sam heeft een ongelukje gehad en Bram wordt nog blinder dan ooit tevoren! Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!

Mit der Franziska Frank, der Initiatorin und Gründerin des Unverpacktladens "lieber lose" im Leipziger Westen hat MuK über Hindernisse des Gründens, wichtige Umfragen, einen Laden im Umbruch, Kooperationen, Bedenken sowie Feedback der Kundinnen und Kunden, Herausforderungen und Chancen für Unverpacktläden und vieles mehr gesprochen. Hört rein und folgt uns bei Instagram und Spotify, falls die Folge euch gefällt!

Deze week zijn Sam, Muk en Bram klaar met de man? Het is maandag en dat betekent maar één ding: een heerlijke aflevering van Koffietijd voor Mannen! Rookt Bram nog steeds en is sharken een go of no-go? Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!

What are you going to do with a team of six Pokémon? Why, ruin a child's birthday party, of course! This week, AniPro is dead-set on ruining a kid's birthday, and there's nothing you can do but watch! Mwahahahahahahahahaaaaaaaa! Also, the boys find out why the Pokémon developers call themselves Game *Freak* , Cyberpunk is taking over Cole's life (again), Jay's dreams are crushed, and more! Support AniPro: Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/AniProPod Send us a Mailbag: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://anipropod.com/mailbag Use code "ANIPRO" for $5 off your first #TokyoTreat box through our link: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://tokyotreat.com/?rfsn=7695251.3317f Follow AniPro: ⁠⁠⁠⁠⁠⁠⁠⁠Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/AniProPod ⁠⁠⁠⁠⁠⁠⁠⁠Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/anipropod⁠⁠⁠ Discord: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://discord.gg/dV5tMCWvM7 Next Reviews: Anime: Blood Blockade Battlefront → Your Lie In April → Ponpo The Cinephile → Listeners Choice Manga: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠CITY (Chapters 1 - 39) Tracks: Opening theme: Shibuya Bumper Track: "Missing Voices", Johnny Moore Music licensed by ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠slip.stream⁠ Timestamps 00:00:00 - AniProPod 152 Intro 00:06:54 - Cyberpunk 2077 00:12:58 - New Cyberpunk Anime? 00:25:56 - New Pokemon Game Leaks 00:37:30 - Pokemon Backstory Leaks 00:46:58 - TBATE Anime Announced 00:56:48 - Mailbag: AniPro's Big 3 Anime 01:02:05 - Ruining A Birthday w/ Pokemon 01:11:40 - Mr.Mime, Tauros, Raticate 01:20:12 - Sandslash, Golem, Vileplume 01:25:58 - Smeargle, Weezing, Psyduck 01:32:05 - Cubone, Moltres, Gengar 01:39:02 - Muk, Electrode, Porygon 01:45:20 - Primeape, Tyranitar, Typhlosion

Mit dem Zwickauer Autoren und Aktivisten Jakob Springfeld hat MuK über schöne Orte seiner Heimatstadt Zwickau, seine Liebe zur Trompete, die Bedeutung einer aktiven Zivilgesellschaft, Träume, Anfeindungen und sein Buch "Unter Nazis" gesprochen. Reinhören!

Bram, Muk en Sam weten één ding maar al te goed, de studententijd kent vele randzaken. Daarom bespreken de mannen deze week een heel diep onderwerp dat heel veel studenten aan het hart gaat: seks. Daarnaast gaat Bram tot het gaatje, worden er weddenschappen afgesloten en neusspray verslavingen besproken. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Jahrelang tourte LAMPE als Opener von etablierten Musikgrößen wie u.a. Olli Schulz und Madsen durch die Lande, mit seinem zweiten Album Prima geht LAMPE jetzt selbst als Headliner auf Tour und versammelt Wegbegleiter wie Kapelle Petra, das Lumpenpack, Madsen, Olli Schulz als Vorband um sich, die die Konzerte als Vorband für ihn eröffnen. Wie es dazu kam, warum man immer alles alleine machen muss, was Regenfrauen mit seiner Kindheit zu tun haben,wie es zu seinem ersten Welthit kam, darüber und über vieles mehr hat MuK mit LAMPE alias Tilman Claas gesprochen.

Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Deze week wordt Muk gecatfisht, date Bram niet en ligt Sam overhoop. Daarnaast is er weer een epische kletspot, wordt besproken of vrienden altijd tijdelijk zijn en breekt Bram met de sociale norm. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Dalmatiërpup Muk voelt zich niet zo lekker. Zijn vriend Vlieg en de andere dieren proberen erachter te komen wat hem scheelt. Muk misschien een ei kwijt, net als de kip? Of zit hem iets anders dwars? Uitgegeven door Uitgeverij Rubinstein Spreker: Mark Haayema

Muk is een dalmatiër-pup: je weet wel, zo'n gestippelde. Samen met zijn vriend Vlieg verkent hij de wereld. In deze bundel vind je de droldwaze avonturen van Muk, een hondje om van te houden. Uitgegeven door Uitgeverij Rubinstein Spreker: Mark Haayema

Muk en Vlieg gaan lekker naar buiten. Alles lijkt in beweging. Het lijkt wel alsof alle dieren in iets anders veranderen als ze groter worden. Hoe zal Muk er later uitzien, als hij groot is? Uitgegeven door Uitgeverij Rubinstein Spreker: Mark Haayema

Dalmatiër-pup Muk vindt zijn zwart-witte vacht maar saai. In de dierentuin ziet hij dieren met de prachtigste kleuren en patronen. Dat wil hij ook wel! Maar… Voelt hij zich dan nog wel helemaal Muk? Uitgegeven door Uitgeverij Rubinstein Spreker: Mark Haayema

Muk is een dalmatiër-pup: je weet wel, zo'n gestippelde. Het liefst zou hij nog véél meer stippen hebben! Een droldwaas avontuur van Muk, een hondje om van te houden. Uitgegeven door Uitgeverij Rubinstein Spreker: Mark Haayema

Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Deze week duiken Bram, Muk en Sam in de droom voor iedere vrouw: trouwen. Is het nog wel van deze tijd? Wordt Dieuwertje Blok beledigd? En wat doe je als je een onenightstand tegenkomt in de supermarkt? Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Mit Severin Kantereit alias KANTEREIT, spricht MuK über die Suche nach Klängen und Geräuschen, die richtige Balance zwischen analogen und digitalen Instrumenten, darüber, ob es seine einzige EP bleiben wird und Pläne für die nähere und fernere Zukunft. Reinhören!

Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Deze week behandelen Bram, Muk en Sam de vraag die menig vrouw bezighoudt: zijn mannen nou echt zo simpel?! Daarnaast wordt het vreemdgaan gedrag van 'jongens' onder de loep genomen, heeft Bram een fantastische theorie en gaan lelijke mensen sneller vreemd? Dat een meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Mit Alessio und Jonas hat MuK über Vorfreude auf die anstehende Tour, gesellschaftliche Schieflagen, musikalische Experimente, ihr neues Album "Kaputt" und vieles mehr gesprochen. Reinhören!

Deze aflevering hebben Bram, Muk en Sam weer veel te bespreken, de winter staat namelijk weer voor de deur. Dat betekent maar één ding: settelen. Zijn er nou echt meer stelletjes in de winter? Waarom draagt Sam zijn badjas? En zijn drugs té genormaliseerd onder studenten. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Krijg nu €40 korting op jouw vliegtickets met de code KOFFIETIJDVOORMANNEN ! Kortingscode is geldig t/m 6 oktober - boek via https://www.cheaptickets.nl/grabthedeal?utm_source=podcast&utm_medium=offline.Download de app 'Toeslagen' nu!IOS App Store: https://apps.apple.com/nl/app/toeslagen/id1483034525Google Play Store: https://play.google.com/store/apps/details?id=nl.belastingdienst.mkt.pub&pcampaignid=web_shareBenieuwd of jij recht hebt op toeslag(en) en welk bedrag? Maak dan gauw een proefberekening op toeslagen.nl/proefberekening. En vraag de toeslag waar je recht op hebt (en die je nog niet krijgt) direct aan via toeslagen.nl/pasaan!Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Mit dem Podcaster und (Kinderbuch-)autoren Ole Nymoen hat MuK über Teslas in perlmuttweiß, fantastische Elemente im Kinderbuch, das Stellen der richtigen Fragen, Ideologiekritik, Reaktionen auf sein Kinderbuch "Die kleinen Holzdiebe und das Rätsel des Juggernaut" und vieles mehr gesprochen. Reinhören!

Mit Ole Nymoen hat MuK anlässlich der Veröffentlichung seines Kinderbuches "Die kleinen Holzdiebe und das Rätsel des Juggernaut" eine Wald-Edition Lyrik oder Lyrics gespielt. Ob er sich auskennt?

Boek nu extra voordelig jouw vliegtickets met de code KOFFIETIJDVOORMANNEN ! Kortingscode is geldig t/m 6 oktober - boek via https://www.cheaptickets.nl/grabthedeal?utm_source=podcast&utm_medium=offline. Deze week bespreken Muk, Bram en Sam weer het reilen en zeilen in het huidige studentenleven. Sam heeft een stoep gekopt, Bram probeert tevergeefs te stoppen met roken en de waarde van seks in relaties wordt op de proef gesteld. Dat en meer hoor je in de nieuwste aflevering van Koffietijd voor Mannen!Beluister Koffietijd voor Mannen nu zonder advertenties en iedere donderdag een extra aflevering op Podimo! Ga naar podimo.nl/koffietijdvoormannen en luister maar liefst 30 dagen gratis!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Instagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Seit Jahren hat die Band Kettcar unter Indie-Fans in Deutschland Kultstatus. 7 Jahre nach ihrem letzten Album ist Kettcar im April mit dem Album "Gute Laune ungerecht verteilt" auf die großen Bühnen des Landes zurückgekehrt. Mit Sänger Marcus Wiebusch hat MuK über die schwierige Corona-Zeit, wichtige Texte von Reimer, Cancel Culture, sein 20-jähriges Ich, moralische Zeigefinger, die politische Lage, Solidarität und ein welkes Salatblatt im Supermarkt gesprochen. Reinhören!

Bu mektûb, molla Safer Ahmed-i Rûmîye yazılmışdır. Anaya babaya hizmet, her ne kadar sevâb ise de, hakîkî matlûba kavuşmak yanında, boşuna uğraşmak olur. Hattâ günâh olduğu bildirilmekdedir: Kıymetli mektûbunuz geldi. Buraya gelemediğinizin sebebini yazıyorsunuz. Doğrudur. Şimdiye kadar yapdığınızdan dahâ da çok yapınız. Lâzım olan hizmeti tâm yapamadığınızı düşününüz. Ahkâf sûresinin onbeşinci âyetinde, (İnsanlara, analarına babalarına ihsân etmelerini söyledik) buyuruldu. Lokmân sûresinin ondördüncü âyetinde, (Bana ve anana babana şükr et!) buyuruldu. Böyle olmakla berâber, bütün bu iyi işler, hakîkî varlığa kavuşmak yanında boş, fâidesiz kalırlar. Sülûk konaklarını geçmek yanında lüzûmsuz, boş şeylerdir. (Ebrârın iyilik olarak yapdıkları, mukarrebler yanında günâh olur) sözünü işitmişsinizdir. Fârisî beyt tercemesi: Her ne ki güzeldir, Allah sevgisinden başka, Hepsi câna zehrdir, şeker gibi de olsa! Allahü teâlânın hakkı, bütün mahlûkların haklarından dahâ önce gelir. Onların haklarını gözetmek de, Onun emri iledir. Yoksa, Onun hizmetini bırakıp da, başkalarına hizmet etmek kimin elinden gelebilir? Bunun için, başkalarına hizmet etmek, Ona olan hizmetlerden biri olur. Fekat, hizmetler arasında çok fark vardır. Tarlayı sürenler ve ekini biçenler de, pâdişâhlara hizmet etmekdedir. Fekat, serâyda olanların yapdıkları hizmetlerin şerefi başkadır. Bunların yanında, tarlayı sürmek ve ekini biçmek gibi şeyler söylemek, suç bile olur. Her işin karşılığı, o işin kıymetine göre ölçülür. Tarla sürenler, sabâhdan akşama kadar ter içinde çalışır. Buna karşılık, az birşey alır. Mukarrebler ya'nî sultâna yakın olanlar ise, her sâatde yüzlerce lira alırlar. Böyle olmakla berâber, bunların bu paralarda hiç gözleri yokdur. Gözleri, gönülleri hep sultândadır. Aralarındaki farkı düşününüz! Ferrûh Hüseyn, oldukça ilerlemekdedir. Onun için üzülmeyiniz! Dahâ ne yazayım. Vesselâm.” 128. mektup Bu mektûb, hâce Mukîme yazılmışdır. Çok yükseklere erişmeği istemelidir. Ele geçenle doymamak lâzım olduğu bildirilmekdedir: Kıymetli hâce Muhammed Mukîm! Bu uzakda kalmış olanları unutmayınız! Hattâ, uzakda sanmayınız! Hadîs-i şerîfde, (İnsan, sevdiği ile birlikdedir) buyuruldu. Bu yolun ucu çok uzundur. Aranılan sevgili, çok yüksekdir. Gücümüz, uğraşmamız ise, sonsuz olarak azdır. Erişilen konaklar, aranılanı andıran serâb gibidir. Allah korusun! Bu konakları, yolun sonu sanmakdan, yabancıları aranılan sevgili sanmakdan ve anlaşılabilen şeyleri, anlaşılamıyan sanarak, yarı yolda kalmakdan Allahü teâlâya sığınırız! Çok yüksekleri aramalı, ele geçenlere bağlanıp kalmamalıdır. Verâların verâsını, ötelerin ötesini aramalıdır. Böyle bir istek, böyle çok çalışmak, ancak vazîfe alınan büyüğün “kaddesallahü sirrehül'azîz” teveccühü, dilemesi ile elde edilebilir. Onun teveccühü de, mürîdinin ona olan sevgisi, bağlılığı kadar olur. Bu ise, Allahü teâlânın öyle bir ni'metidir ki, dilediğine verir. Onun ihsânı pekçokdur. Bir lokantada yemek çeşidi ne kadar fazlaysa kalite lezzet o kadar az olur. Çeşidi az olanın kalitesi fazladır. Korkularının üstüne git! Agresif ol ve yüzleş onlarla. Sert saldır! Vücudunda bir yer tutulup ağrıdığında, masör kişi o bölgeye sert bir masaj yapar, ödeme dönüşmüş olan kas yapını yumuşatır ve ağrı biter. Önce astar çekiyo kızlar, Üstüne alçıpan döşüyor! Bu nası makyaj? Şeriatın şahıtlık etmedıgı her hakıkat zındıklıktır! Ebû Zer (radıyallahü anh) hazretleri rivayet eder: Peygamber Efendimiz (sallallahü aleyhi ve sellem) Kabe'nin gölgesinde otururken yanına geldim. Beni görünce: "Kabe'nin Rabbine yemin olsun ki, onlar zarardadır" buyurdu. Ben: "Yâ Resulallah, anam babam sana feda olsun, onlar kimlerdir?" dedim.

Na de zuipvakantie is het geld op, daarom blijven Sam, Muk en Bram deze week in eigen land. Gelukkig biedt ons kikkerlandje genoeg mogelijkheden. Zo wordt binnenlands interrailen de nieuwe trend, is Bram weer een partijdige quizmaster en blijkt Bali toch niet zo ver weg te zijn. Dat en meer hoor je in de tweede aflevering van onze zomerserie Koffie-To-Go!Koffie-To-Go is dé zomerserie voor elke student die niet weet hoe hij/zij de zomer doorkomt zonder wekelijkse borrels, saaie hoorcolleges en stinkende studentenhuizen. Geen zorgen, want in deze serie nemen wij, de hosts van Koffietijd voor Mannen, jou als reisleiders mee door alle opties van de studentenvakantie. In vier afleveringen gaan wij van zuipen op een eiland tot wekenlang met je ouders op een camping zitten. Wij zijn op alle scenario's voorbereid! Luister ons wanneer je op de fiets, in de auto, in het vliegtuig of de trein zit om zo goed mogelijk voorbereid te zijn op jouw studentenvakantie! Deze zomer is Koffietijd voor Mannen to-go!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Kun je nou echt geen genoeg krijgen van je koffieboys? Abonneer dan op onze petje af pagina via deze link!https://petjeaf.com/koffietijdvoormannenVolg onze avonturen ook op Snapchat! https://t.snapchat.com/zJC4PnbJInstagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Deze zomervakantie is Koffietijd voor Mannen TO-GO! Deze week nemen Muk, Sam en Bram jou mee naar de zuipvakantie met vrienden. Wat zijn de do's en don'ts, wie verliest de vakantiequiz en gaat het om kwantiteit of kwaliteit? Je hoort het in de eerste aflevering van onze zomerserie Koffie-To-Go!Koffie-To-Go is dé zomerserie voor elke student die niet weet hoe hij/zij de zomer doorkomt zonder wekelijkse borrels, saaie hoorcolleges en stinkende studentenhuizen. Geen zorgen, want in deze serie nemen wij, de hosts van Koffietijd voor Mannen, jou als reisleiders mee door alle opties van de studentenvakantie. In vier afleveringen gaan wij van zuipen op een eiland tot wekenlang met je ouders op een camping zitten. Wij zijn op alle scenario's voorbereid! Luister ons wanneer je op de fiets, in de auto, in het vliegtuig of de trein zit om zo goed mogelijk voorbereid te zijn op jouw studentenvakantie! Deze zomer is Koffietijd voor Mannen to-go!Koffietijd voor Mannen is onderdeel van Dag en Nacht Media. Heb je interesse om te adverteren in deze podcast? Neem dan contact op met Dag en Nacht Media via adverteren@dagennacht.nl!Kun je nou echt geen genoeg krijgen van je koffieboys? Abonneer dan op onze petje af pagina via deze link!https://petjeaf.com/koffietijdvoormannenVolg onze avonturen ook op Snapchat! https://t.snapchat.com/zJC4PnbJInstagram: koffietijdvoormannenTikTok: koffietijdvoormannenE-mail: koffietijdvoormannen@gmail.comZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

“Hükümranlık elinde olan Allah, yücedir. O, her şeye hakkıyla gücü yetendir.” Mülk 1 “O, hanginizin daha güzel amel yapacağını sınamak için ölümü ve hayatı yaratandır. O, mutlak güç sahibidir, çok bağışlayandır.” Mülk 2 “aşkındır, cömerttir” tebâreke sözü – Ne mübarek adamsın ya! “Bu sûreye Mülk Sûresi denildiği gibi, kendisini okumaya devam eden kimseyi kabir azabından kurtaracağı için de, elMünciye (kurtaran) diye adlandırılmıştır. İbn Abbas´ın da, hep bu sûreyi kendisini okuyan kimseyi kabirde müdafaa edeceği için, el-Mücâdile (müdafaa eden) diye isimlendirdiği rivayet edilmiştir. Bil ki bu lâfız, ancak, Cenâb-ı Hakk´ın hem bir melik, hem de mâlik olduğunu te´kid etmek için kullanılmıştır. Ve bu tıpkı, "Emretmek yasaklamak, işleri bağlamak ve çözmek (kesin şekilde kararlaştırmak), falancanın elindedir. Bu hususta diğer organların bir payı yoktur.." denilmesi gibidir. Allah Teâlâ önce, "Hakimiyet elinde olan Allah" buyurmuş, daha sonra da "O her şeye hakkıyla kadirdir" buyurmuştur ki bu, Cenâb-ı Hakk´ın her şeye kadir olduğu sabit olması durumunda, mülkün ancak O´nun elinde olabileceğini ihsas ettirmektedir. İşte bu, alimlerimizin, "Eğer kulun muradı yerine gelip de Allah´ın muradı yerine gelmeyecek olsaydı, bu Allah´ın aczini, zaafını ve mutlak manada mülkün sahibi olmamasını gerektirirdi" diye ifade ettikleri hususun kendisidir. Binâenaleyh bu, Allah Teâlâ´nın, mülkün mâliki olması durumunda, herşeye kadir olması gerektiğine delâlet eder. "Kadir" kelimesi, "kâdlr"in mübalağa (ileri mana ifade eden) sigasıdır. O, her şeye kadir olunca, hiçbir şeyin O´nun herhangi bir şeye kadir olup yaratmasına manî olamaması gerekir. Bu da, Allah Teâlâ üzerinde, hiç kimsenin ve hiçbir şeyin hakkının bulunmamasını gerektirir. Aksi halde bu hak, O´nun o şeyi yapmasına mâni olur. Yine O´nun yaptığı hiçbir şeyin kabih (çirkin ve kötü) olmamasını gerektirir. Aksi halde bu kabîhlik, O´nun o şeyi yapmasına manî olur. Dolayısıyla kudret açısından kâmil olmaz. Böylece de "kadîr" olamaz. "Hayat", "ölüm"den önce olmasına rağmen, Allah Teâlâ şu sebeplerden ötürü, ayette ölümü hayattan önce zikretmiştir. 1) Mukâtil şöyle der: "Cenâb-ı Hakk "ölüm" ile, “nutfe”yi, "alaka"yı ve “mudga”yı (insanın yaratılışındaki ilk merhaleleri); "hayat" ile de, ruhun (canın) üflenmesini kastetmiştir." 2) Atâ´nın rivayetine göre Ibn Abbas (r.a), "Allah, "ölüm" ile dünyadaki ölümü, "hayat" ile de, ebedî hayat yurdu olan âhiret hayatını kastetmiştir" demiştir. 3) Hz. Peygamber (s.a.s)´den şöyle bir hadis rivayet edilmiştir: "Kıyamet günü, bir münadi, "Ey cennet ehli" diye seslenir. Cennettekiler bu nidanın yüce AJlah´dan olduğunu bilirler ve "Ey Rabbimiz buyur, emrine amadeyiz, huzurundayız!" derler. Bunun üzerine Allah, "Rabbinizin size vadettiklerini gerçek olarak buldunuz mu?" der. Cennetlikler de: "Evet" derler. Sonra da ölüm, güzel beyaz bir koç kılığında getirilip boğazlanır. Sonra da, "Ey cennet ehli, işte bu (hayatınız), ölümsüz ebediyyettir ve ey cehennem ehli, işte bu (azabınız), ölümsüz bir ebediyyettir" diye nida edilir. Bu nida, cennet ehlinin sevincine sevinç katarken, cehennem ehlinin de hüznüne hüzün katar." Bil ki en temel nimet hayattır. Çünkü hayat olmasaydı dünyada hiç kimse nimetlerden istifade edemezdi. Hayat ahiret nimetleri arasında da birinci sıradadır. Çünkü orada da hayat olmasa, ebedî mükâfaat diye birşey olmaz. kitabın pek çok yerinde de anlattığımız üzere, ölüm de bir nimettir. Çünkü ölüm, mükellefiyet hali ile, kişinin amellerine karşılık verilmesi halini birbirinden ayıran birşeydir. Ölüm, mesela bu açıdan bir nimettir. Nitekim Hz. Peygamber (s.a.s) "Lezzetleri (tadları) mağlub eden, yok eden şeyi (yani ölümü) çokça hatırlayın" buyurmuştur. Hz. Peygamber, (s.a.s) ashabına birisini sordu. Onlar da o kişiyi övüp, onu hayırla yâd ettiler. Hz. Peygamber (s.a.s) de, "Onun ölümü hatırlaması nasıldı?" diye sordu. Onlar, "Az idi" diye cevap verdiler. Bunun üzerine o, "Öyle ise o sizin dediğiniz gibi değildi" buyurmuştur.

HOST: Oskar Semweya-Musoke TOPICS: • The #CoffeeStories continue on Gang - mind boggling! • About 14k students graduated at the 74th MUK ceremony this week? What does the future hold for them? • Nope! UNATU is not striking! However, they are not happy! --- Support this podcast: https://podcasters.spotify.com/pod/show/capitalfmuganda/support

Clint Howard: Past Tense, Present, and Future Clint Howard is the only actor to appear in every era of Star Trek on TV and is one of the most recognizable character actors in all of Hollywood! He's accomplished plenty and been through some tough times, but today, his perspective on his life and career has never been more positive. Besides Clint's 250+ roles in TV shows and films, Clint's appeared five times in the Star Trek franchise. He debuted as a six-year-old in the first season episode of the original Star Trek, “The Corbomite Maneuver,” as Commander Balok. Three decades later, he returned to the franchise as an adult for the “Star Trek: Deep Space Nine” episode “Past Tense” as a vagrant named Grady. A little later, Clint donned his heaviest Trek prosthetics to play Muk the Ferengi in “Star Trek: Enterprise” in “Acquisition,” alongside other Trek alumni guest stars like Jeffrey Combs and Ethan Phillips. Almost 15 years passed until Clint rejoined Trek for this modern era, showing up as the Creepy Orion for the season one finale of “Star Trek: Discovery,” titled “Take My Hand,” and most recently, Clint was Buck Martinez in “Star Trek: Strange New Worlds,” from the episode “Under the Cloak of War. Whew, that's a lot! In addition to Clint's prolific acting career, he and his brother Ron penned a dual autobiography titled “The Boys: A Memoir of Hollywood and Family,” all about growing up as a child actor and the stories that made him and Ron the luminaries they are along the way. We're talking Trek, the secrets of Tranya, what didn't make the cut in his Discovery appearance, his unfortunate Star Wars audition, and a whole lot more in this deep dive (including action figures) with the one and only Clint Howard!  Order “The Boys: A Memoir of Hollywood and Family” on Amazon using this link here – https://amzn.to/3sWc78E  * This interview was conducted before the SAG-AFTRA strike of 2023, and due to that, we don't discuss his SNW appearance since it aired during the strike and after this interview. * Please subscribe to our brand new YouTube channel: www.youtube.com/@trekuntold. There, you will see all the old episodes of this show, as well as new episodes and all of our other content, including shorts and some other fun things planned for the future.  Visit my Amazon shop to check out tons of Trek products and other things I enjoy – https://www.amazon.com/shop/thefightnerd View the Teespring store for Trek Untold gear & apparel – https://my-store-9204078.creator-spring.com Support Trek Untold by becoming a Patreon member at Patreon.com/TrekUntold. Don't forget to subscribe to the show and leave a rating if you like us! Follow Trek Untold on Social Media Instagram: http://www.instagram.com/trekuntold Twitter: https://www.twitter.com/trekuntold Facebook: https://www.facebook.com/trekuntold Follow Nerd News Today on Social Media Twitter: Twitter.com/NerdNews2Day Instagram: Instagram.com/NerdNewsToday Facebook: Facebook.com/NerdNewsToday Trek Untold is sponsored by Treksphere.com, powered by the RAGE Works Podcast Network, and affiliated with Nerd News Today. The views expressed on air during Trek Untold do not represent the views of the RAGE Works staff, partners, or affiliates.

Clint Howard is the only actor to appear in every era of Star Trek on TV and is one of the most recognizable character actors in all of Hollywood! He's accomplished plenty and been through some tough times, but today, his perspective on his life and career has never been more positive. Besides Clint's 250+ roles in TV shows and films, Clint's appeared five times in the Star Trek franchise. He debuted as a six-year-old in the first season episode of the original Star Trek, "The Corbomite Maneuver," as Commander Balok. Three decades later, he returned to the franchise as an adult for the "Star Trek: Deep Space Nine" episode "Past Tense" as a vagrant named Grady. A little later, Clint donned his heaviest Trek prosthetics to play Muk the Ferengi in "Star Trek: Enterprise" in "Acquisition," alongside other Trek alumni guest stars like Jeffrey Combs and Ethan Phillips. Almost 15 years passed until Clint rejoined Trek for this modern era, showing up as the Creepy Orion for the season one finale of "Star Trek: Discovery," titled "Take My Hand," and most recently, Clint was Buck Martinez in "Star Trek: Strange New Worlds," from the episode "Under the Cloak of War. Whew, that's a lot!  In addition to Clint's prolific acting career, he and his brother Ron penned a dual autobiography titled "The Boys: A Memoir of Hollywood and Family," all about growing up as a child actor and the stories that made him and Ron the luminaries they are along the way. We're talking Trek, the secrets of Tranya, what didn't make the cut in his Discovery appearance, his unfortunate Star Wars audition, and a whole lot more in this deep dive (including action figures) with the one and only Clint Howard!  Order "The Boys: A Memoir of Hollywood and Family" on Amazon using this link here - https://amzn.to/3sWc78E  * This interview was conducted before the SAG-AFTRA strike of 2023, and due to that, we don't discuss his SNW appearance since it aired during the strike and after this interview. * Please subscribe to our brand new YouTube channel: www.youtube.com/@trekuntold . There, you will see all the old episodes of this show, as well as new episodes and all of our other content, including shorts and some other fun things planned for the future. Visit my Amazon shop to check out tons of Trek products and other things I enjoy - https://www.amazon.com/shop/thefightnerd View the Teespring store for Trek Untold gear & apparel - https://my-store-9204078.creator-spring.com Support Trek Untold by becoming a Patreon at Patreon.com/TrekUntold. Don't forget to subscribe to the podcast and leave a rating if you like us! Follow Trek Untold on Social Media Instagram: http://www.instagram.com/trekuntoldTwitter: https://www.twitter.com/trekuntoldFacebook: https://www.facebook.com/trekuntold Follow Nerd News Today on Social Media Twitter: Twitter.com/NerdNews2DayInstagram: Instagram.com/NerdNewsTodayFacebook: Facebook.com/NerdNewsToday Trek Untold is sponsored by Treksphere.com, powered by the RAGE Works Podcast Network, and affiliated with Nerd News Today.

Previously, Pearl and Luca parted ways with Bug Catcher Oliver and Dakota after Pearl and Oliver emerged victorious in the Bug Catching Contest. Now that our heroes have got a moment to breathe again (despite Petri the Muk's terrific odor), its time to get things in order and prepare for the next chapter of their journey! What other activities can Pearl and Luca find to do in and around Portobello Port? Are there Shadow Pokémon that need to be purified? And what's going on with this Wigglytuff and her attitude?? GM: Jonah M. Jackson Pearl: Sarah Katherine Zanotti Music: FoolBoyMedia – Video Game Land GlitchxCity – Pokémon Center Theme (Lo-Fi Lullaby Remix), Sword and Shield Postwick (Lo-Fi Remix), Diamond and Pearl Eterna Forest (Lo-Fi Remix) https://www.youtube.com/user/GlitchxCity Zame – Floaroma Town (Night), Catch! Wild Pokémon GO, Deep Within the Distortion World https://www.youtube.com/user/ZameJack Braxton Burks & Materia Collective – The Burned Tower, A Tale of Three Beasts pt II https://www.materiacollective.com/artist/braxton-burks Mikel & GameChops – Route 3 https://music.gamechops.com/album/pok-chill Visager – The Great Forest, Shrine Kyle Preston – Rise Fluidvolt – Smiling Sigh TabletopAudio.com – Forest: Day, Docks District, Lively Café, Secret Garden

40 episodes. Pretty insane tbh. Almost 2 years in you'd expect us to have done at least 100 episodes but hey we still uploading am I right? For the 40th installment in The Hood Morning universe we bring back Stretch's twin brothers (his brother's who happen to be twins), Muse & Muk. Shocking, I know. We don't bring people back once they feature on the podcast. Are we not only running out of content, but also guests?? (We actually have a good reason). This week we discuss a variety of things as per usual. We jump from random thought to random thought whether we have any knowledge on it or not. (You'll understand after listening). But we eventually land in the "What if?" region of conversations where we ask each other: What if you find out, upon attempting to conceive a child, that your significant other is infertile? What if you learn that your significant other is on Reddit anonymously complaining about you and the relationship? What would YOU do? Let us know!

Hello there! Welcome to Professor Jacob's 143rd lesson on Pokémon biology. Today's class is all about Snorlax: the Sleeping Pokémon. This massive Pokémon loves a good slumber! The only time Snorlax will willingly wake up is to eat! It requires approximately 900 lbs of food every day. And when you're this fat, you don't have room to be picky. Snorlax will eat anything. Its stomach allows it to consume expired food and apparently even Muk poison! Listen, just take our word for it. Please don't force your Snorlax to guzzle toxins. There's much more to learn about Snorlax, including its Gigantamax evolution, so take good notes! ►Support the Professor's class on Patreon: patreon.com/wwopokemon ►Join our Discord: https://discord.gg/Jc5P2Mk6Ru Welcome to the World of Pokémon is part of the Poke Casters Network.

Previously, Pearl, Luca, Bug Catcher Oliver, and Dakota descended into the sewers of Portobello Port to find Pearl's long-lost Muk. After discovering that it had grown much larger and stronger feasting on the slime of the city, Pearl finally captured Petri Dish the Muk! Now that they've had some time to wash the stink away, our heroes are preparing for the Bug Catching Contest! Will Pearl and Oliver work as a team? What other trainers are taking part in the competition? And what's going on with Genesect?? GM: Jonah M. Jackson Pearl: Sarah Katherine Zanotti Bug Catcher Oliver: Gerold Oliver Music: FoolBoyMedia – Video Game Land Pokénerd Scott – Ominous Power, Big Bad Ominous Battle, Large and In Charge, Buggy Bash, Quirky Battle, Brawlin' with the Bunch https://mobile.twitter.com/Garbomania GlitchxCity – Pokémon Sword and Shield Brand New World (Lo-Fi Remix) https://www.youtube.com/user/GlitchxCity Zame – Solaceon Town/Pastoria City (Remastered), Emotion (An Unwavering Heart) 8-Bit, National Park (Remastered), Lyra Forest, Tiny Woods https://www.youtube.com/user/ZameJack Braxton Burks & Materia Collective – The Road to Viridian City https://www.materiacollective.com/artist/braxton-burks Mikel & GameChops – Azalea Town, Pokémon Gym https://music.gamechops.com/album/pok-chill TabletopAudio.com – Floating Market, Lively Café, Forest: Day, Lorekeeper Grove, Dusk of the Dryad, Yokai Forest

Semple Fi Podcast is joined by friends of the podcast David and Taylor (of Bucket Problem/Meet at Midfield notoriety) for a fun off season game! We're each drafting a full football team (11 offense, 11 defense, 2 specialists) with our friends we've made along the way from the world of Pokémon. This was a really fun episode to record, regular Pitt coverage will resume with our next episode.Check out Taylor @seltzermom on Twitter and check out her writing at Meet at Midfield.Shoutout @JaysToucannon for the episode art. 

EPISODIO COMPLETO Y PARTICIPACION EN VIVO EN https://www.patreon.com/profesorbriceno Las Grabaciones pueden verse en vivo en TWITCH https://www.twitch.tv/profesorbriceno SUSCRÍBETE AL PODCAST POR AUDIO EN CUALQUIER PLATAFORMA SPOTIFY https://open.spotify.com/show/3rFE3ZP8OXMLUEN448Ne5i?si=1cec891caf6c4e03 APPLE PODCASTS https://podcasts.apple.com/es/podcast/que-se-vayan-todos/id676871115 GOOGLE PODCASTS https://www.ivoox.com/en/podcast-que-se-vayan-todos_sq_f11549_1.html FEED PARA CUALQUIER APP DE PODCASTS https://www.ivoox.com/feed_fg_f11549_filtro_1.xml ABURRIDO 212 UN ABOGADO ARTIFICIAL DEFIENDE A CAMILO MIENTRAS LAS ABUELAS SE PREPARAN PARA TOMAR EL PODER FECHAS DE PRESENTACIONES www.profesorbriceno.com/tour Quieren medir niveles de locura en redes, vean lo que le responden a la familia Montaner. https://www.elfarandi.com/2023/01/29/camilo-suposiciones-hija-indigo/ Después de cuántos seguidores eres responsable por el otro. Jordan Peterson Vs. Russel Brand (enciado por Nereo Mendoza) https://www.youtube.com/watch Cuando black Lives Matter y Blue lives matter no saben qué hacer con una noticia. https://apnews.com/article/tyre-nichols-police-officers-charged-48d48f2137a2f34482274edb1bd1bab2 ¿Quieres hablar con el tipo que casi acaba con el mundo y tenía un bigote raro? Ahora gracias a la inteligencia artificial pueden chatear sobre su película de Disney favorita https://www.nbcnews.com/tech/tech-news/chatgpt-gpt-chat-bot-ai-hitler-historical-figures-open-rcna66531 BRASIL y Argentina le echan un ojo a una moneda que no dependa del dólar sino de su propio Banco Central, justo ayer estaba pensando en que eso es lo que hacía falta otro Banco Central en Latinoamérica, eso y una réplica de la pirámide Giza https://www.bbc.com/portuguese/brasil-64375705 ROBOT ABOGADO que no puede defenderse en California puede trabajar para el gobierno chino https://www.npr.org/2023/01/25/1151435033/a-robot-was-scheduled-to-argue-in-court-then-came-the-jail-threats https://www.dw.com/en/how-chinas-ai-is-automating-the-legal-system/a-64465988 Por fin alguien que no es un comeflor diciendome lo que no puede hacer la inteligencia artificial https://hbr.org//2023/01/genpact-ceo-tiger-tyagarajan-ai-is-getting-good-but-still-cant-replace-human-curiosity Dejemos finalmente de hablar de qué quieren los jóvenes, llego la era de los abuelos. https://www.economist.com/international/2023/01/12/the-age-of-the-grandparent-has-arrived Buzzfeed bota unos cuantos periodistas, compra una app y sube el bolsa, https://www.genbeta.com/actualidad/buzzfeed-anuncio-que-generara-contenido-chatgpt-se-ha-disparado-150-bolsa Si tomaste alguna decisión de inversión usando algo que leiste en CNET, como cientos de miles, ojo que ese artículo no lo escribió nadie https://mashable.com/article/cnet-pauses-ai-bot Qué tan poderoso es el primer ministro de la India? Pregúntenle a elon Muk y a Youtube… https://theintercept.com/2023/01/24/twitter-elon-musk-modi-india-bbc/ Yo no soy escaparate de nadie, aquí lo que dijo el tipo de la Pfizer cuando no lo estaban editando. https://www.msn.com/en-us/health/other/fact-check-does-project-veritas-video-show-pfizer-is-mutating-covid/ar-AA16M1qj Qué tienen en común las crypto y ese préstamo que te salió rapidito, la inclusión predatoria https://twitter.com/johnreedstark/status/1617866560957468673 Tu router permite que tus vecinos te vean a través de las paredes https://www.popularmechanics.com/technology/security/a42575068/scientists-use-wifi-to-see-through-walls/ Que pasa cuando el deportista no da positivo para dopaje sino para embarazo https://www.newtral.es/sara-bjork-impagos-olimpique-lyon-maltrato-embarazada/20230119/ EN un ejercicio de empatía asómemonos a la vida de un padre que vive en el closet de sus hijos https://www.insider.com/mourning-queer-identity-becoming-parent-2023-1 cON CUAL HOJA DE EXCEL SE saca la cuenta de lo que se le paga a indios, afors, etc por lo que les fue robado https://www.youtube.com/watch El crimen en Algeciras, España y el debate sobre los inmigrantes que no debería ser debate. https://elpais.com/opinion/2023-01-29/algeciras.html Y en el EXTRA De qué tamaño tiene que ser la pantalla para que sintamos algo. https://www.bbc.com/mundo/noticias-64326848 Algunas Sí fui yo el del artículo de chatGPT como coautor de . Saludos PRESUASION https://open.spotify.com/episode/41tJdaJEGRA2x7TQnkUJPn

Previously, Pearl and Luca rushed Bug Catcher Oliver to Portobello Port to get treatment for his massive Beedrill sting. At the Pokemon Center, a couple of Rangers informed our heroes that mysterious Pokémon have been running amok and causing a disturbance in the Enoki Woods. To combat this new threat, the Rangers are sponsoring a Bug-Catching Contest! But as the crew was preparing for tomorrow's contest, Pearl noticed a familiar smell. What awaits our heroes in the sewers of Portobello? Will Pearl be reunited with Muk at long last? And how long can Chuck the Shuckle keep the stink away?? GM: Jonah M. Jackson Pearl: Sarah Katherine Zanotti Bug Catcher Oliver: Gerold Oliver Music: FoolBoyMedia – Video Game Land Pokénerd Scott – Ominous Power, Large and In Charge, Brawlin' With the Bunch https://mobile.twitter.com/Garbomania Zame – Battle! Wild Pokémon (Pokémon Ranger) https://www.youtube.com/user/ZameJack Makir – Yellow Pikachu Beach https://www.winsteadmusic.com/music Martijn de Boer – Noir Rouge Bomb Boy – Back Alley Clash Joshua Morse – FLAVA Bomb Virt – Bubble Bath Aftermath Keishi Yonao – There Is No Answer Fluidvolt – Smiling Sigh TabletopAudio.com – Sewers

Shilpa Alimchandani immigrated from India to the United States when only a few months old. As with many immigrants we have interviewed here on Unstoppable Mindset, Shilpa grew up experiencing two worlds. As she describes it, she grew up in a South Asian home experiencing that culture, and later she experienced the wider world around her as she went to school and went out on her own. Her perspectives on her life and what she has learned are fascinating to hear about.   As you will experience, in addition to living, if you will, between two cultures, the color of her skin also caused her to experience challenges. Her “brown skin” did not fit within the normal world of dark-skinned people and her skin was certainly not white. As she tells us, some of the treatment she experienced showed her just how unfair people can be. However, as you will hear, she rose above much of that and has thrived in the world.   Shilpa will tell you about her life journey that lead her to form her company, MUK-tee which means “liberation” in Sanskrit. You will hear about her life as a leadership coach and as a DEI consultant helping many to move toward true transformational change.   About the Guest:   Shilpa Alimchandani is the Founder and Principal of Mookti Consulting. Mookti Consulting partners with clients to break free from oppressive systems and facilitate transformational change. In Sanskrit, mookti मुक्ति (MUK-tee) means liberation. Shilpa has more than 20 years of experience in diversity, equity and inclusion (DEI), leadership development, and intercultural learning. She is a DEI consultant, leadership coach, and facilitator who works with clients to develop holistic solutions that lead to transformational change. In her independent consulting practice, Shilpa has conducted DEI assessments, co-created DEI strategies with clients, facilitated high-impact workshops, and advised clients on issues of racial equity and justice. In her role as the Director of Learning & Innovation for Cook Ross, she built the learning and development function from the ground up and led the organization's curriculum and product development initiatives. With her deep knowledge of various learning modalities, intercultural leadership development, and human-centered design, Shilpa is able to craft interventions that are targeted, impactful, and appropriate for diverse, global audiences. Before her work at Cook Ross, Shilpa designed and implemented global leadership programs for the State Department, led the development of a global learning strategy for the Peace Corps, and taught in the School of International Service at American University. She has facilitated trainings in nearly 20 countries around the world, and has received numerous awards, including twice receiving the Peace Corps' Distinguished Service Award. She is the author of the book Communicating Development Across Cultures: Monologues & Dialogues in Development Project Implementation (Lambert Academic Publishing, 2010), and has been an invited speaker at numerous conferences, including The Forum on Workplace Inclusion and the Society for Intercultural Education, Training, and Research (SIETAR). She has also been a guest lecturer at numerous academic institutions, including Georgetown University and the United States Institute of Peace.   Social Media Links: Website: mookticonsulting.com LinkedIn: https://www.linkedin.com/in/shilpaalimchandani/     About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes Michael Hingson  00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:21 Hi there you are listening to unstoppable mindset glad you're with us wherever you happen to be. Today we get to interview or chat with Shilpa Alimchandani and I got it right didn't I Shilpa   Michael Hingson  01:37 and Shilpa has formed her own company. She's worked with other companies. She's very much involved in the whole concept of diversity, equity and inclusion and we'll talk about that and and chat about that a little bit. But first Shilpa Welcome to unstoppable mindset.   Shilpa Alimchandani  01:56 Thank you, Michael. I'm really happy to be here.   Michael Hingson  01:58 Shilpa lives in Silver Spring, Maryland. I've been there before it gets colder in the winter a little bit colder than it does here in Victorville in Southern California. But we're up on what's called the high desert. So we get down close to zero. A lot of winters. And so we know the cold weather. We don't get the snow though. But we cope. Well. Thank you for joining us. Why don't you start if you would by telling us just a little bit about you growing up or anything like that things that you think we ought to know about you?   Shilpa Alimchandani  02:32 Okay, well, Thanks, Michael. Yeah, I live in Silver Spring, Maryland now. But this is not where I grew up. I grew up in the Midwest, in the suburbs of St. Louis, Missouri. I was actually born in India, but just a few months old, when I came here, to the US, so grew up in, you know, pretty suburban neighborhood in South Asian families, so kind of navigated between two worlds my world at home, and you know, which was very much a South Asian eating Indian food and speaking Hindi. And, you know, spending time with my family and our small community, in St. Louis, and then going to school and being part of a broader world that was really different than mine at home. And I'm the firstborn in my family. So as a first born of immigrant parents, you just kind of discovering everything for myself for the first time and not having much of a guidebook to help me along, but just sort of figuring it out as I went. And it was a mostly white neighborhood that I grew up in St. Louis, which was very segregated at the time, black and white. Not a lot of people who are anything in between, though, so kind of made my way in school. And I actually went to the University of Missouri Columbia for college. And it wasn't until I finished college that I moved out to the East Coast. And I've stayed here in the DC metro area since working in lots of different capacities in in nonprofit and higher education and government and the private sector, and now as an independent consultant for the fast past few years.   Michael Hingson  04:22 So where do you fall in the black and white scale?   Shilpa Alimchandani  04:25 I'm neither right so as someone as South Asian did not kind of fit into the dominant white majority culture that I was a part of growing up and did not fit into black American culture either because that's not my heritage. So it was a really interesting space to, to navigate to learn in, in a in a culture where race and skin color plays a big role in your identity development and the opposite. unities that you have, you know, it was something that I had to just sort of figure out where do I fit? You know, and what's what's my role in what appears to be kind of an unfair system that we're a part of. And then as I discovered how unfair things were, might the question became, well, how do I change that? What's my role? Being me and my brown skin? You know, to? to question the systems that are unfair? And to change things to be more equitable for everybody?   Michael Hingson  05:32 Do you think it's unfair all over the world? Do you think it's more or less unfair here? Or what?   Shilpa Alimchandani  05:39 Yeah, that's a great question. I mean, every place is unique. And so I don't think like, you know, necessarily, what we experienced in the United States is the same as it is, and other countries in this hemisphere or anywhere else in the world. And I think there are some global themes around power and identity that really can cut across cultures and countries, you know, human beings are used to kind of creating hierarchies, you know, and, you know, some people having more authority, more power than others, sometimes that's based on things like skin color, sometimes, you know, that's based on gender, sometimes that's based on caste, or that's based on tribe or some other ethnic identity, there are lots of different identities that are used to kind of implement that hierarchical system. But there are some things that are in common across all of them, right about how people in power retain their power, how people without power, learn to kind of accept their circumstances. And, you know, and kind of not necessarily pushback, because when they do, there are consequences to that. And so that it's like a reinforcing system that we get used to, and we sort of take for granted. Well, that's just like, how the how the world is, that's how life is. And it takes a lot of courage to question that and say, Well, no, well, it doesn't have to be that way. And we can make things more fair for everybody.   Michael Hingson  07:20 Do you think though, that here, we we see more of that than elsewhere in the world, or you think it just seems that way, because we're here,   Shilpa Alimchandani  07:30 and probably seems that way, because we're here, I mean, you, you know, you, you know, you're more in touch with what's happening, usually in your own environment. And I think, for the United States, with as much promise as it has, as a country with, you know, ideals around equality and fairness and justice, there's just a really difficult history that we haven't fully grappled with, that continues to impact people every day. And so it is a history of, you know, genocide of native peoples, it's a history of enslavement of African peoples. It's a history of patriarchy, where, you know, women haven't had the same access and rights, it's a history of ableism. You know, a topic, of course, that you know, very well in this podcast deals with in a really nuanced way, where people who don't fit into the norms of, you know, able bodied neurotypical folks, you know, are marginalized. And, and, you know, LGBTQ plus, folks are also marginalized. And that's not unique to the United States. But it is part of something that's part of our culture, that we need to acknowledge in order to change, kind of pretending like it's all in the past, and we don't really need to worry about that anymore, doesn't help us to make things better moving forward.   Michael Hingson  09:01 If there's a difference in the United States, it is that our country was founded on and we keep touting the fact that all of us are free, and all of us are equal, but in reality, it hasn't worked that way thus far.   Shilpa Alimchandani  09:20 Right? That's exactly right. And I think that it's often people from marginalized groups, who really believed most passionately, in that promise in those ideals and therefore want to push to make that a reality.   Michael Hingson  09:39 Yeah, and, and understandably so because we're the ones who tend not to have truly experienced it.   Shilpa Alimchandani  09:49 Right, exactly. And so, you know, it's fascinating to me to Michael on this topic of, you know, recognizing the you know, the inequities and the oppression that exists And what we want to do to change it is that you would think that if you understand or experience oppression or marginalization because of one aspect of your identity, that you would then also have empathy across lots of different experiences of marginalization, right. So for example, as a woman, I've experienced marginalization because of my gender. And so you would hope then that I would be empathetic to, you know, LGBTQ folks, or I wouldn't be also empathetic to people with disabilities. And I could translate my experience of marginalization and say, oh, I want to advocate for others who've experienced marginalization. But that is has not necessarily been the case, right? A lot of times, we kind of only focus on our own experience, the one that's familiar to us and have a harder time seeing how there are connections across lots of different identities. And there's power in us actually making those connections instead of, you know, operating in our silos.   Michael Hingson  11:11 Why is that? Why have we why have we not been able to take that leap? When we are part of one group, which clearly is marginalized, as opposed to other groups? Who are also marginalized, but we think essentially, we're really the the only one in town from the standpoint of not translating that.   Shilpa Alimchandani  11:35 Yeah, you know, I think it's, we are as human beings, much more aware of when we're kind of the outsider, and things are harder for us. And we've experienced adversity that we need to overcome. But when we're in that insider role, right, in the group that has more power, the dominant group, it's really easy to not pay attention to that to kind of forget it, to take it for granted. Right. So I can say that, you know, as, as a cisgender person, as a heterosexual person, I have at times in my life kind of taken for granted that I belong to those groups, because the world is sort of set up for me, I can date who want to want marry who I want, I don't have to worry about people looking at me, you know, strangely, when I'm with my partner, I don't have to think about having photographs of my family, you know, on display, these are not things I have to worry about, just because I'm part of those dominant identity groups, right. And when it comes to my experiences of marginalization as a South Asian person as a Hindu person living in the United States, I'm very, like, hyper aware of those, right, because that's where I have felt left out. That's where I have felt like I haven't been treated fairly. And so I think, because all about sort of like a complex mix of lots of identities, we tend to pay more attention to the ones where we experienced marginalization, and less attention to the ones where we are part of the dominant group.   Michael Hingson  13:13 But we don't translate that to other groups.   Shilpa Alimchandani  13:16 Yeah. Because, again, we can we have the capacity to do it. But uh, sure, more effort, right.   Michael Hingson  13:22 Sure. And, and it's all about, though, what, what we know, and what we feel. And we, we don't tend to take that leap. We're very capable of doing it. But for some reason, we don't recognize or don't want to recognize that we're part of maybe a bigger group of marginalized or unconsidered people. And I think that's probably really it, that we look at ourselves as well. We are, we are who we are, and we make our own way. But we, we don't have those other people's problems. And so we tend to ignore them.   Shilpa Alimchandani  14:07 Yeah, sometimes it makes us feel better about ourselves like, oh, well, you know, at least we don't have to deal with that. And I think when it when it comes to like race and ethnicity in the US context, there's been a conscious effort to divide people of color from different identity groups. We do have different lived experiences, I don't have the experience of someone being black of someone being Latinx of someone being indigenous, at the same time, there are some things in common across not being white, right? And what the the the exclusion and some of the disadvantages that come with that. But it's to the advantage of the group that's in power right? For other marginalized groups to be continuing to sort of fight with one another and not see what they haven't Common, because then that allows the majority group to maintain their power. Right? So you can keep fighting amongst yourselves, right and arguing about who was more oppressed than whom. But it, it, what it does is just allows the people who are in power to keep it. So it really is incumbent upon us to bridge some of those divides like you were talking about, like, why can't we extend and see how someone else has experienced marginalization in order to change things because it's that collective action is necessary.   Michael Hingson  15:33 Yeah. And that's really it, it's collective action. Because somehow, we need to recognize that the group in power isn't really jeopardized by other people, sharing power, or not being so marginalized, but rather is strengthens all of us. Mm hmm. That's what people tend to not perceive that they're, the whole concept of their power in numbers, there is power in numbers, really is just as applicable across the board. But we don't want to recognize that because we're too focused on the power, as opposed to the rest of it. Yeah. And that, that becomes pretty unfortunate. And, of course, dealing with all those other groups, and then you have people with disabilities, which is a very large minority, second only to women from a standpoint of what we call minorities, although they're more women than men, but then within disabilities, you have different kinds of disabilities that different people have, right. And that, that causes, I think, a lot of times another issue, because it is more difficult to get all of those groups sometimes to combine together to recognize the power and numbers of everyone working together. And everyone overcoming the prejudices is about for about their disabilities or toward other people and their disabilities.   Shilpa Alimchandani  17:06 Yeah, absolutely. And to even consider, you know, the, the intersections of our identities, right, so there are people with disabilities, many different types of disabilities, like you said, and then there are people with disabilities who are white, or people with disabilities, who are people of color, there are people with disabilities who are, you know, identify as cisgender women or cisgender men, or non binary or trans, right. And so when you kind of look at those combination of identities, it gets even more complex. And it also challenges us, right, it humbles us, I would say, to acknowledge that, wow, I may really be in touch with what it's what the experience of being a person with disability in this country, and but I don't have the experience, for example, of a person of color in this country, or a person of color with a disability in this country, and that those are different experiences. And to appreciate those differences, right? We don't need to erase those differences in order to understand each other,   Michael Hingson  18:13 while the experiences are different, what isn't different, oftentimes, is the fact that we do experience prejudice and discrimination. And we talk so much about diversity, that I think you've pointed out, we don't talk about the similarities. And we're, we talk well, we're talking about becoming more diverse, and that's great. But that becomes overwhelming at some point. And so how do we bring it back down to we're all part of the same thing? Really?   Shilpa Alimchandani  18:47 Well, I think, um, there's, there's a, there's kind of a journey that that we go on in understanding difference and understanding identity, you know, at first we may not be at, you know, totally aware of some of the differences around us, and then we might move to a place of feeling polarized around it, you know, that like us them dynamic, yep, there are differences, but we're better than you, you know, and that kind of a thing, and then we get to a place. And what I'm describing here, broadly, is the intercultural development continuum, a framework that's used a lot in the DEI space, you can come to a place of minimization, which is really focusing on commonalities, right. We are human, we have common lived experiences, we can focus on common values, and let's minimize the differences right? But that's not the end of the journey, because minimizing the differences is at times denying the reality of of people's different lived experiences. And it doesn't help us to really change things to make them more fair where they're not. So then we move to kind of accepting the differences not with value judgment, but just acknowledging them. And then ultimately adapting across those differences, I would take it a step further that not only are we bridging or adapting across the differences, but that we need to learn to be allies, right? So especially if we're in a position of being part of a dominant group, like as I am as an able bodied person, you know, what does it look like for me to be an ally, for people with disabilities, and that's a responsibility that I have, right. So if we minimize differences, and we just kind of stay in that place of let's just focus on what we have in common, we don't then have the opportunity to accept, adapt and ultimately become allies. And that's really the journey that we're on,   Michael Hingson  20:44 what I don't generally hear is not so much about what we have in common, or recognizing that we all can be allies, which I absolutely agree with and understand. But we don't get to the point of recognizing the vast number of similarities that we have. And we don't get to the point of recognizing that a lot of the so called differences are not anything other than what we create ourselves,   Shilpa Alimchandani  21:16 we do create differences. And we need to understand those differences in terms of systems, right, like entire systems in our society, and the way that our, you know, workplaces are set up and within the way, you know, physical spaces, as well as policies are developed. And those systems are not necessarily designed as fairly as they could be. And so that's when I think paying attention to differences is really important, and not just focusing on similarities, because the same system is impacting people differently, depending on what identity group they belong to. And we've got to be able to surface that in order to change it.   Michael Hingson  22:02 But we do need to recognize that a lot of that comes because of the system, as opposed to whether there are real differences, or there are differences that we create. Yeah, well, I mean,   Shilpa Alimchandani  22:13 humans create systems, right. And so we can agree design systems to, but what happens is a little bit like a fish in water kind of scenario, that we don't really recognize the water that we're swimming in, you know, we it really takes us having to leave the environment and look back at it to be able to say like, oh, that's what's going on. Right? Most of the time, we don't pay attention to those systems, we just operate within them without thinking about it.   Michael Hingson  22:43 And that's my point. And that's, that's exactly it. And so we sometimes somehow have to take a step back or a step up, maybe as you would describe it to get out of the water and look at the water, and see what we can do to make changes that would make it better. And that's the leap that I don't generally see us making as a race yet.   Shilpa Alimchandani  23:12 Yeah, they're, you know, they're definitely great examples of that, you know, in, in our history, and in other parts of the world as well, like when made, you know, when countries that had been colonized for a number of years, you know, finally get their freedom when, you know, there's real truth and reconciliation efforts after a war or a period of conflict. It is it is possible, it's something that has happened. And, and I think, you know, we're kind of in a moment in our culture, where people are asking a lot of these kinds of questions. What, what's not working in the status quo and the way things are, and what needs to shift this, the pandemic, has really brought those issues front and center, the movement for racial justice has has done the same. And I think it's it's actually an exciting opportunity and exciting moment to be like, oh, people are actually talking about systems now.   Michael Hingson  24:14 Yeah, it's, it's interesting. Henry Mayer wrote a book called all on fire, which is a biography of William Lloyd Garrison. Have you ever read that? I have not. Okay. So William Lloyd Garrison, you may or may not know was a very famous abolitionist in I think, the 1840s there was a reporter and he got very much involved in the abolishing slavery. And as I said, Henry Mayer was a biographer of his and wrote this book called all on fire and in the book, there is a section where, where Garrison wanted to bring into the fold, some women the Grimm case sisters, who were very much involved in women's suffrage. And he Garrison said to his people, please contact them, let's bring them in. And their response was, but they're not involved in this their field dealing with women's suffrage, and they're not interested in this. And Garrison said something very interesting, which was, it's all the same thing. He took the leap. And he said, It's all the same thing, whether it's suffrage, whether it's slavery, abolition, or whatever, Abolishment. It's all the same thing. And that's the leap, that we generally don't take any of us on any side.   Shilpa Alimchandani  25:39 Yeah, I don't know who to credit for this quote that I've heard many times. But the idea that none of us is free until all of us are free.   Michael Hingson  25:48 Yeah. Right. And interesting and interesting, quote, and true.   Shilpa Alimchandani  25:52 And that's really, you know, I had shared with you, Michael, that my, my practice is called mukti. And Mukti means liberation or freedom in Sanskrit. And that was really kind of what was behind, you know, like, I was thinking about, like, why do I do this work? What, what motivates me? What is this ultimately about? And to your point of, you know, these experiences, whether it be suffrage, or abolishing slavery, or whatever, having some really important things in common is that we want to be free, we, as humans want to be free. And there are a lot of things that get in our way. And so that kind of became the heart of my practice is like, what does it look like to work for that freedom?   Michael Hingson  26:38 Well, let's go back to you personally, and so on. So you grew up? I think you have, and that's a good thing. And so how did you get involved in all of this division, this business of Dei? And and what you do today? What What got you started down that path? And what did you do that got you to the point of starting this company?   Shilpa Alimchandani  27:02 Yeah, so you know, certainly growing up in the 80s, and 90s. In St. Louis, there really wasn't a dei field as such, it wasn't like one of those careers that you know, about and, and prepare for, like, you know, like being an engineer or a doctor or a teacher or something like that. So it was a kind of a winding indirect path to get to this place. I knew pretty early on that I cared about justice that I cared about people understanding each other and bridging differences. But I didn't know that could be my job. So at first I thought maybe I'll become a lawyer. And then you know, I could use like legal skills to fight for justice and things like that. I even took the LSAT and never applied to law school, I was like, I don't really want to be a lawyer. So I explored a bit I worked in nonprofit, and in higher ed, and began to learn that well, there really is kind of a in the late 90s, early 2000s, like a an a growing field, in educating people about diversity. And that was kind of new to me, I was excited about that. I wanted to learn more about it. And early on, it was kind of more focused on representation, right? We need to bring people together from different backgrounds, in workplaces, and schools, etc. And then that sort of evolved into, well, it's not just enough to bring people from different backgrounds together, you need to have an environment where people feel included, where they feel valued, right. So it kind of evolved from not just diversity to diversity and inclusion. And I think kind of the more recent iteration of the field is the E in diversity, equity and inclusion. And the equity piece being really looking at that systemic part, we were just talking about, how are our systems working for us? Where are their inequities built into those systems? How can those be corrected? So that we actually have a place where people from different backgrounds can feel included and valued and feel treated fairly, and paid fairly? For the work that they do? Right, so that's when all of those come together? Of course, there's additions to that as well. Some organizations add accessibility as an aide to that, you know, some include justice. So there's, this becomes a bit of an alphabet soup, but all with the this idea of differences, valuing differences and treating people fairly at the heart of, of this work.   Michael Hingson  29:50 And that's really what it's about. And as you point out, it's really about equity. I've noticed and I'm still very serious We maintain the whole concept of diversity is much less of a really good goal to seek. Traditionally, diversity leaves out disabilities. In fact, I interviewed someone a few weeks ago. And this person talked about different kinds of diverse groups, and listed a number of things and never once mentioned disabilities, and I asked him about that. I said, I'm not picking on you, but you didn't include disabilities. And he talked about social attitudes. And he said, well, it, it includes social attitudes in some way. And my point was, No, it doesn't really, because social attitudes are a different animal and don't have anything to do with dealing with disabilities to disabilities is a different kind of thing. Yeah. So it's, it's interesting how different people approach it. Now, this particular individual was a person who is involved with another, another minority group, but still, we have to face that. Yeah. And it makes for a very interesting situation, and it makes for a challenge in life.   Shilpa Alimchandani  31:16 Yeah, I mean, it's one of those places where, you know, I have privilege as someone who doesn't experience disabilities in my life on a daily basis. And I That means for me, like to be an ally, like, what we were talking about earlier, is that I need to educate myself, right? I need to look for those opportunities, where I feel like well, yeah, sure. This is easy and accessible for me, but it wouldn't be for our friends and colleagues and people who don't have the same abilities that I do. And what can we do to change that? Okay, that that's what ally ship looks like. And I know, it can be overwhelming, right? People say, oh, there's so many, you listed so many things under this umbrella of diversity? Like how can how can we possibly, you know, pay attention to all of it. And I actually don't think it's, it's too hard for us. I think, as human beings, we have this amazing capacity for empathy, we have this capacity to our minds are malleable, we can continue to learn and grow throughout our lives, we have to have the will to do it. Right. And, and put the effort in to do it. But it is possible.   Michael Hingson  32:27 It's interesting to look at and one of the things that I think I see, and this is from my perspective, as a as a blind person, or let's say a person with a disability, it's it's interesting how I think sis Thai society teaches that all the rest of us are better than persons with disabilities to a great degree am. And I think it's very systemic. And I think, to a very large degree, it does go across all sorts of different lines. But we teach people that I teach our children that disabilities make those people less in ways that it doesn't necessarily apply to other groups. Although the concept and the overall process is the same, it still comes down to, we're in power, we're better than they, but it does go across a lot of different lines. And when we teach people that disabilities are less, that's a problem that somehow we, as part of all this need to overcome.   Shilpa Alimchandani  33:37 Yeah. And you know, it's ultimately, Michael, to your point, it's dehumanizing. We're dehumanizing entire groups of people. And sometimes it's like, quote, unquote, well intentioned, but it's really more of a pity than it is an understanding of respect and empathy for someone else's experience. And nobody needs that. Right. Nobody wants to be felt sorry for, you know,   Michael Hingson  34:06 yeah. And I think that that probably is more true. When you're dealing with a person with a disability, then a lot of other groups, you won't feel sorry for them, you may distrust them, or whatever. But for disabilities, we feel sorry. And that promotes fear. Gosh, we sure wouldn't want to be like them.   Shilpa Alimchandani  34:29 Right? Because that's the worst thing that could happen, right? So it creates more of that division of, I'm not like you and I don't want to be like you, you know, right.   Michael Hingson  34:40 Right. On the other hand, disabilities is an equal opportunity, kind of a thing. Anyone can join us at any given time unexpectedly, or maybe expectedly. But to use a bad word expectedly I don't know that's not a word. But anyway, Yes. So we have to learn to speak. But still, it is something that anyone can experience. And we don't try to equalize. So it is a it is a challenge. But But again, let's look at you what what was your career like getting into this? So it wasn't a job that really existed as such. And then you kind of discovered that maybe it really was. And so you decided not to be a lawyer, and we won't talk about the the legitimacy or efficacy of not being a lawyer, although, oh, many lawyer jokes out there. But But what did you then do? Yeah,   Shilpa Alimchandani  35:45 so, you know, my early work was at a nonprofit that no longer exists, but it was the national multicultural Institute. And they were kind of doing diversity training for organizations, and like the World Bank, and educational institutions, and some nonprofits and, and then, so I discovered, like, Oh, this is becoming a growing thing that businesses organizations want education, around issues of diversity, and how they can work better together across difference. So that was really fascinating to me, I also got involved in cross cultural communication. So when I was teaching at American University, it was in the School of International Service, which has had as a requirement for any international studies major, to take a course on cross cultural communication, to recognize that, you know, depending on what culture or part of the world we're from, we really kind of think differently, communicate differently. And it doesn't mean that that thinking or that communication is good or bad, but it's different. And we really need to appreciate, you know, how some cultures are much more direct, and some are much less so right, very indirect, how some cultures were engaged in conflict, really, you know, emotionally and others are much more emotionally restrained, you know, and some are much more individualistic, and others being more collectivist. So I started really studying these issues, and realizing that there really was an opportunity to educate people about some of these cultural differences and identity differentials, and ultimately power differences that exist in our societies. So I worked internationally, I worked at the Peace Corps, and I've traveled with the Peace Corps to different countries, to train staff who worked for the US Peace Corps. I worked for the State Department, and I did leadership drug development work there to prepare Foreign Service officers before they go abroad and during their service on how to lead effectively in those global environments. And then, I decided to leave government after a while and, and pursue private sector. And there's a lot like in the private sector. Well, there are a lot of organizations that invest heavily in diversity, equity and inclusion, big training programs, a real focus on how to make their policies and procedures more equitable. So that was really interesting, you know, to get into that consulting space, first working for a firm called cook Roth, and then three years ago, I went out on my own and, and started my own practice. And I love the work it's it's challenging, you know, there's some people who are in it for the right reasons, and others, maybe not as much. So I'm learning a lot in this field, now 20 to 20 plus years into it, but but also feeling quite fulfilled in   Michael Hingson  38:46 the work that I do. So what does cook Ross do? Or what did they do?   Shilpa Alimchandani  38:50 They're a diversity, equity and inclusion consulting firm, that they work a lot with the fortune 500, even fortune 100 corporate sector. In my independent consulting practice, I'm doing less kind of corporate work and more work in the NGO sector, with smaller businesses, nonprofit organizations, and the like.   Michael Hingson  39:13 What made you decide to go out on your own?   Shilpa Alimchandani  39:16 Oh, I had thought about starting my own business many times, and really erred on the side of stability and a stable paycheck for so many years. Until finally, I had some supports in place, right, talking about systems. I had some supports in place to make it possible for me to go out on my own. I had a partner who had a steady job with health insurance for for us and for our two children. My parents moved closer to where we live. So I had some family support in the area. And then, you know, decided just to take the leap and have confidence in myself and what I could offer as a consultant as a facility cater to clients. And the vast majority of my work is through word of mouth, I really don't even do much marketing. And I'm very fortunate to be in that role, but it also just showed me like, oh, you might have maybe you could have done this sooner. But it took me a while to feel like I had the the support and the confidence to do that.   Michael Hingson  40:21 But even though you're on your own, do you still have a relationship? or do any work with cook Ross? Or do you still teach   Shilpa Alimchandani  40:29 other consulting firms, small consulting firm, so I subcontract for them. And if this I, in addition to my consulting, press practice, I, I became a certified coach, I went through a coaching program, and became an international coaching Federation, certified coach. So I work one on one with people, largely women of color leaders who are, you know, in periods of transition or growth in their lives and in their careers to help guide them through that process, and help them really tap into all of the strength that they have, and the wisdom that they have within themselves. So I have a lot of variety in the work that I do, which I really enjoy.   Michael Hingson  41:15 So you, you, you keep connections open? And that's always a good thing. Of course, indeed. So what kind of changes have you seen in the whole field of diversity, equity inclusion and such over the years?   Shilpa Alimchandani  41:32 You know, there have been a lot of changes, I think I mentioned early on, there was a lot of focus on representation, I think a big and then, you know, looking at the culture, and how can we be more inclusive, but even in that conversation about inclusive, Michael, there was a bit of teaching people to be like us, right, like, so there was still sort of a dominant majority white male, you know, able bodied, you know, cisgender, heterosexual, you know, culture. And we invite people who belong to other groups, marginalized identities to join us, but to kind of be like us, right, and then I saw shift will know, the point is not to make everybody act like the majority group, the point is to actually create a place where people with different experiences, different identities, can all thrive in the same environment. That means changing the environment, right? That means actually looking at some of those systems, looking at the culture, and saying, you know, if it's a culture of like, everybody goes out for happy hour after work, or they have important conversations on the golf course, or whatever, that that is really fundamentally excluding a lot of people from those informal ways that people hold power in the organization. So how do we create cultures and systems that are more fair for everyone, I think, now, especially post the murder of George Floyd in 2020. And a real reckoning with the history of racism in the United States, there's much more attention being paid to some of those systemic issues in with particular guard regard to race, but also other identity groups. And that's a big shift. There were a number of years when I worked in this space, where people were still, like, uncomfortable naming race, they would talk about diversity broadly, talk about all the different things that make us the rainbow people that we are, but not deal with some of the harder, stickier Messier subjects. And I think there's more of a willingness to do that now.   Michael Hingson  43:42 And they won't deal with the words. Yeah, go ahead.   Shilpa Alimchandani  43:45 Yeah, there's, there's more. So there's like a caveat to that. There's also a lot of people who say they want to do that more difficult and challenging work. But when confronted with it, actually retreat and say, Oh, no, I'm not comfortable to this. This is a bit too challenging, too threatening. It's making me really uncomfortable. And so there are organizations, there are leaders who have said one thing, right and publicly made announcements about how they're anti racist, or they're, you know, all about equity or whatever. But then that hasn't necessarily followed through in the action. So that's, that's something that's we're dealing with now, in the field. In some places, there's a openness, a recognition for some of those difficult topics and other places. It's really just on the surface. As soon as you go a little bit beneath the surface, you realize that the commitment is really not there.   Michael Hingson  44:44 Now you have me curious, so you've got you've got the company or the group that does go out on the golf course and make decisions or that goes out for lunch and has martinis and make decisions and There are reasons for it. The reasons being that you're going away from the company, you're going away from the environment. And you can think and you can have all sorts of rationales or reasons for doing it. But nevertheless, it happens. How do we change that? How do we address that issue? Do we, when we have people who were excluded, because they don't go out on the golf course? Do we create an environment for them to be able to go on the golf course? Or do we do something different? Or are we there yet?   Shilpa Alimchandani  45:31 Um, I think we're there. I think that first of all, you we need to recognize that some of those informal practices are in fact unfair. And then if you're wanting to let go of them and say, Well, what we liked about that was that it was somewhat informal, right? But are those the only informal spaces you can create? Right? Not necessarily. There are other ways that people can connect informally in an organizational context that aren't around, you know, alcohol or, or aren't around a particular sport, or aren't around a particular, you know, activity that necessarily excludes or that are always after hours. So this is something that women have really struggled with, is that, you know, if those important conversation side conversations are happening, not during work hours, and they're still to this day, women have more responsibilities at home with family than men do, then that's an automatic disadvantage. Like you you're not even in the room, you're not even there to be part of those exchanges. That doesn't just apply to women. But that's just that's an example. So how do we then think about leadership differently, how we develop people, what our decision making processes are, how we hold each other accountable for those decisions, it kind of comes down to your organizational values, and how you live those values in the way in which you lead and the way in which you engage in your work and your interactions with your colleagues. It's easy to say on paper much harder to practice those values. Why is that? Oh, well, you know, everybody likes to have on their website or on the wall in the conference room. Oh, we believe in integrity, we believe in inclusion, right? We believe in collaboration or whatever the values may be. But what does that actually mean? What does that look like? How do you make on how do I Shilpa behave in accordance with those values? Right? Question.   Michael Hingson  47:45 It gets back to Talk is cheap. Absolutely. Talk is really cheap. Talk is really cheap. It's easy   Shilpa Alimchandani  47:53 to make these pronouncements and to say the right thing. It's much harder to practice them. And so when I engage with clients, it's really looking at those organizations and those individuals that are interested in making some change. They're like, Okay, we know this is not going to happen overnight, it's not going to happen, because you did one workshop with us. And then we all went home, it's going to be it's going to happen over time. By articulating the behaviors. We want to practice building the skills to practice those behaviors, building the accountability for us to actually implement those behaviors and those changes in our policies, then we can actually create some long term change. That's not easy. It's not sexy, it's hard to work. And that's how you create a more diverse, equitable and inclusive organization.   Michael Hingson  48:47 And it is very uncomfortable, and it's what really causes a lot of the hatred. So why is it that people hate race differences so much, because they're different than us. They're not as good as we are. And although in reality, they can demonstrate that the hair is equal is we are whoever we are. The fact is that they're calling us on it. We don't like that we don't like change. And the reality is we need to learn to change.   Shilpa Alimchandani  49:16 Yeah, this whole idea, you know, we all think of ourselves as good people, right? So when someone points out some way in which I have exclude been exclusionary or discriminatory in my behavior, my first instinct is to defend myself, but I'm a good person, I would never try and hurt another or discriminate or exclude. But in fact, as a human being that operates in these systems that we are a part of, I haven't times excluded, I have at times been unfair in the way I've treated people and just and been discriminatory. And so it's important for me to be able to acknowledge that that I can be a good person, but part of being human is that I do have some of these checks. Challenges, then only can I change it and work to change some of the systems if we're going to live in denial like, Nope, we're good people, and therefore we can't hear any of this criticism. It's not possible for me to be unfair, unjust or discriminatory. And then how are we ever going to change?   Michael Hingson  50:16 Right? Which is, which is of course, the whole point, isn't it?   Shilpa Alimchandani  50:19 Yeah. But it's hard. It's a tough, but I really, I always come back to humility in this work, you. If you are to engage in a sincere way to build a more equitable and inclusive world for everyone across identity groups, you will be humbled time, and   Michael Hingson  50:37 it's hard because we haven't learned to do it. And also, many of us just really, ultimately don't have the desire to learn to do it. And that's what we have to change. What are some of the major mistakes that you've seen organizations make? I think you've referred to some of this already. But it's worth exploring a little more.   Shilpa Alimchandani  50:57 You know, one thing that we haven't talked about yet, but I often hear from clients who seek out my services, is that, oh, we really need to focus on recruitment, right, we just need to get more diverse leadership team, we need to do a better job of reaching out to, you know, XYZ group that's underrepresented in our organization. And they put a lot of effort into recruitment. And then what happens, you bring in people from all these different backgrounds that you said, weren't represented, and now they're there, but there hasn't been much emphasis on inclusion or equity. And you've created a revolving door. Because very soon, people from those marginalized identity groups discover this isn't a place where they really feel like they're valued, or it's not a place that set up to really support them to be successful. And they leave. And then those same organizations are like, well, we put all this money and time and effort into diversifying, what did we do wrong? So to that, my I, what I say time and time again, is we have to start with equity and inclusion. And then the diversity will come if you don't start with diversity and with recruitment, and then just with wishful thinking, hope that it all works out. Once everybody's together in that organization, quite often it doesn't.   Michael Hingson  52:18 It ultimately comes down to changing the mindset, which is really what doesn't happen. And diversity doesn't change the mindset. And I think that's something that conceptually inclusion can really help to do is to change the mindset if you're really going to look at what inclusion means. And that's why I've always loved to talk about and I have a speech called moving from diversity to inclusion, because people clearly have already changed diversity to the point where it doesn't necessarily represent everyone. But ultimately, all those people, I think, still try to do it. You can't say you're inclusive, unless you are, you can talk about being partially inclusive. But that doesn't mean a thing. Either you're inclusive where you're not, then that means changing a mindset.   Shilpa Alimchandani  53:01 It does mean changing a mindset. And that mindset allows you to change some of your practices, like it can be as simple as like, how do you design an agenda for a meeting? And how do you facilitate that meeting? And how do you actually include all of the voices of the people who are part of that group? A lot of just a thing about how many times people and organizations how much time people spend in meetings, and a lot of them are not particularly inclusive, like half the people are checked out. There are a few people who dominate the conversation. Right? And it seems it's such a waste. It is such a waste, because there are ideas that are not getting shared, there are conversations that are not being had, there are conflicts that are not getting resolved. Right? Because we're just used to doing things in the same way. If we can change that mindset, like you said, and, and also some of the practices, even small things like that will make a difference, right? People will start speaking up in a different way. Right? Well, dialogue shifts,   Michael Hingson  54:07 and that's what we really need to work toward is that dialogue, shift that mindset change, and that makes a big difference in in all that we're doing. Tell me a little bit more about your company about mu T and what it does and how people can learn about it.   Shilpa Alimchandani  54:24 Great. So yeah, Mookti the M O OK T I. Consulting is my organization. As I mentioned earlier, Mookti means liberation. And I have two parts to my practice. One is organizational training and consulting. So I provide and facilitate workshops and and Leadership Development Series for organizations on all kinds of dei related topics. From you know, interrupting bias to Um feedback on microaggressions to you know, a leading with an equity lens and using the system's lens to solve problems in your organization. And, and I really enjoy that work that organizational training and consulting work. The other part of my practice is coaching. And that is one on one with individuals, primarily, I focus on women of color leaders, because coaching remains a white dominant profession in the US. And there's a real opportunity for people of color to enter this field and a lot of clientele who are looking for coaches who understand not just their leadership journey, but also how their identities impact them every day. So being a woman and a woman of color in a leadership role in an organization is different than being a man or being a white man in particular. And so those of one on one coaching conversations that I have with my clients really can unlock their potential, can free them up to make decisions that are more aligned with their values and make choices in their career that are more fulfilling for them. So in all aspects of my work, I'm about you know, freeing people, from the systems of oppression that limit us, some of that work is organizational. And some of it is individual,   Michael Hingson  56:21 if people want to reach out and contact you and explore working with you, and so on. How do they do that?   Shilpa Alimchandani  56:29 Sure. So my website is the best way to learn more about me and my work and also to contact me. And the website is simply mookticonsulting.com   Michael Hingson  56:40 Have you written any books? Or are there other places where people can get resources that you've been involved in creating? Yes, I   Shilpa Alimchandani  56:49 mean, I did write a book number of years ago, communicating development across cultures, which is more focused on cross cultural communication in the international development field. So not as much on organizational dei work as I'm doing now. I'm quite active on LinkedIn and and do post my own articles on LinkedIn. So that's a good place to find me as well.   Michael Hingson  57:16 How can people find you? Can you? I assume, by your name, can you spell   Shilpa Alimchandani  57:20 Shilpa Alimchandani in LinkedIn, I'm the only one so you'll find me pretty easily there.   Michael Hingson  57:26 Why don't you spell that? If you would, please? Sure.   Shilpa Alimchandani  57:29 So Shilpa  S H I L, P as in Peter A. and Shilpa Alimchandani is A L I M as in Mary C H, A N as in Nancy, D as in David A. N as in Nancy. I. So it's a long one, but a phonetic name. In fact, on my website, I have a little button where you can click pronounce. And it tells you how to pronounce all, you know, with an audio clip of how you say the word book, The and also how you say my name Shilpa Alimchandani   Michael Hingson  58:02 Well, I hope people will reach out. Because I think you're you're talking about a lot of very valuable things. And I think we really need to look at inclusion and really create a new mindset. As I said, I have a speech called moving from diversity to inclusion. In fact, it's the second episode on our podcast. So if you haven't washed, I hope you'll go see it. There's my plug. And then my fourth episode is a speech that Dr. Jacobus tenBroek gave Dr. Tim brick was the founder of the National Federation of the Blind. And one of the foremost constitutional law scholars in the speech he gave at the 1956 convention, the National Federation of the Blind has called within the grace of God, and especially the last two paragraphs of that speech, I love but it's a great speech that I think, whether you're talking about blindness or any other kind of group, it applies. And he was definitely a visionary in the field, and was a was a great thinker about it. So that again, that's episode four, I hope that you and other people, if you haven't listened to it will go out and listen to   Shilpa Alimchandani  59:11 know Michael, I did listen to that, upon your recommendation that episode four and that speech was really moving and inspiring, and what I would say more than anything else, I felt that it was empowering. It was so empowering, and thank you for recommending that.   Michael Hingson  59:27 And he thought that he was being gentle with people in talking about discriminations and so on. In later years, he delivered another speech in 1967. Called are we up to the challenge? And he thought that he was much more forceful in that he started the speech by saying, and again, it's about blind people, but it could it goes across the board. He said mind people have the right to live in the world, which is interesting, but I still think is 1956 speeches was says best and I think there are others who agree with that.   Shilpa Alimchandani  1:00:02 Well, it's been such a pleasure speaking with you, Michael, thank you so much for inviting me on to the podcast.   Michael Hingson  1:00:07 Well, I am glad that you came and I hope that you will come back again and definitely anytime you have more insights or whatever or there's any way that we can be a resource for you, and I'm sure others will feel the same way. Please let us know. But Shilpa  I really appreciate you coming on and all of you I appreciate you listening today. So, we hope that you will give us a five star rating and that you will reach out. Let me know what you think of what we had to discuss. I love your thoughts. All of the information will be in our show notes, including how to spell Shilpa his name and we hope that you will let us know your thoughts. So once more Shilpa Thank you for listening, at least you declare you listen to thank you for being here. Thanks. Thank you all and we'll see you next time on unstoppable mindset.   Michael Hingson  1:01:00   You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

MUK WTF is MUK well listen to the show and find out our guest producer this week is the one and only Willie Waldman world renowned trumpeter, and long time cannabis grower/ enthusiast Willie has told us about the infamous MUK strain and this time he's bringing witness', Tom Nordham the man who gave Willie the Mendo MUK. Tom was a large scale NW weed grower and distributor in 80s he was also a rabid Dead head that has recently put together a book “TOUR HEAD “that details forty years of crazy road stories, spanning his teen to adult life traveling to experience The Grateful Dead, Jerry Garcia Band and now, Dead and Company. Also checking in will be Willie's buddy local rapper Mike Walpole aka "Pooney' and Justin Diehl @idealmwh who have been working with October London. Willie will have some flavors to share grown by the crew( unless he smokes it all ). Snoop recently endorsed their weed and @liftedcraftcannabiscompany in Buchanan Michigan and according to Willie “ These guys can grow”. Well if they need any help our guest Larry Footer from Foop bioscience a fish based nutrient company that is OMRI certified and made in the US. Our sponsor @greenfarmscoloradosprings recently took down a crop grown exclusively with @FOOPBIOSCIENCE and the results were off the chart literally. We will dig down and see what this product line can do to enhance your organic program. All this and more as we celebrate 7/10 weekend ..if your in Denver join us Sat/Sun at our Farmers “BARTERPTOWN” Market @ 4300 w Alameda 10am-4:20? So pack that bong, roll those joints and join us 4:20-7:10 MT YouTube.com/adamdunnshow #sagemastaselect #culturedbiologix #seedsherenow #iluminarlighting #warpt4life #barterptown #710 #foopbioscience