Podcasts about northeastern

Japanese Prime Minister Shigeru Ishiba and his Indian counterpart, Narendra Modi, on Saturday inspected a plant run by a unit of chipmaking equipment maker Tokyo Electron Ltd. in northeastern Japan.

Tracey Served 10 years in the US Navy as a Corpsman and traveled the world on various deployments and ports. She was stationed in Bethesda, Maryland working at the National Naval Medical Center on 9/11. She is now the Public Affairs Officer for Combat Veterans Motorcycle Association WI 45-3. This group is doing amazing things for veterans around Wisconsin and Northeastern, WI! September 6th they have an awareness ride.    

What's the matter with America? We've been told for years about the dumb working class MAGA voter. That they are exploited by Trump, that their interests are the reverse of a self-interested Republican cultural or economic elite. But according to the iconoclastic Tablet magazine contributor Michael Lind, we've got it the wrong way around. MAGA Voters are anything but stupid, he argues. That's why they don't care what dissenting podcasters like Tucker Carlson think. Instead, they're making rational choices based on their material interests, not blindly following con-celebs like Carlson, Laura Loomer or Curtis Yarvin. The real Trump coalition consists of two groups that pundits consistently misunderstand: reliable Republican voters who will support any GOP presidential nominee, and more crucially, swing voters in swing states. Rather than following the latest ideological dramas between right-wing influencers, these supposedly swing-voting “low-information voters” are making practical decisions about their lives. So actually, Lind implies, echoing other contrarian American populists like Thomas Frank, there's nothing the matter with a United States that somebody representing the class interests of ordinary Americans couldn't fix. 1. Right-Wing Influencers Have Zero Real Political Power Podcasters like Tucker Carlson, Laura Loomer, and Curtis Yarvin may dominate online political discourse, but they have "next to no influence on actual policy." When they turn against Trump, there are no electoral consequences because they don't command actual voter armies—just online audiences.2. MAGA Voters Are Making Rational Economic Calculations The "low-information" swing voters who decide elections aren't following ideological media rabbit holes. They're high school or some-college educated people making practical decisions about their material interests, not consuming political content or caring about intellectual debates among conservative influencers.3. America Is Experiencing a Class War Between Managers and Everyone Else The real divide isn't left vs. right but between a highly credentialed "managerial elite" who control large institutions and an unlikely coalition of working-class voters and outsider entrepreneurs (like Silicon Valley founders) who resent bureaucratic control.4. Trump Rebuilt FDR's Coalition for the Republican Party Through a complete partisan realignment, Trump assembled the same geographic and demographic base that supported Democrats from Andrew Jackson through LBJ—while today's Democratic Party represents the Northeastern establishment that Republicans used to champion.5. The Solution Requires Rebuilding Civil Society, Not Better Politicians America's crisis stems from over-centralization and the collapse of intermediate institutions like unions, local political parties, and churches. Real change requires "democratic pluralism"—giving ordinary people power between elections through rebuilt grassroots organizations, not just voting for better candidates every few years.Keen On America is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit keenon.substack.com/subscribe

Evan and Pat dive into the college hockey recruiting season. They discuss the landscape of hockey recruiting as fall hockey approaches. They explore notable recruits, the effects of the CHL ruling on recruiting, and the trend of players making more realistic commitments. The episode also covers significant commitments in the boys and girls hockey scenes, highlighting key players and their potential impacts on their future teams. Additionally, the show includes a nostalgic segment on memorable hockey experiences and locker room smells.   Topics 00:40 Recruiting Season and College Choices 03:32 Impact of CHL Ruling on Recruiting 05:20 Realistic Commitments and Player Strategies 10:46 BC and BU Commitments 20:41 Northeastern and Other Hockey East Schools 28:17 Dartmouth's Recruiting Strategy 30:25 Dartmouth's Strategic Recruiting Moves 30:50 Harvard's High-End Prep Kid Trend 31:22 Dartmouth's New Market Strategy 33:29 Notable College Commits 33:38 UMass and Other Local Commits 34:16 Notre Dame's Local Talent 34:46 Cornell and UNH Commits 35:21 Quinnipiac and Other Notable Commits 35:48 Transition to Girls' Recruiting 36:52 Big 10 and Local Girls' Commits 39:22 Trends in Girls' College Hockey 43:07 Notable Girls' Commits 48:42 Overtime: Hockey Nostalgia

On this episode of Bruins Beat, Evan Marinofsky and Bruins first-round pick Dean Letourneau discuss his upbringing and how he became such a unique player. They also dive into what happened last season, and how Letourneau is mentally preparing himself for what's next — and the expectations that come with being a first-round pick.  0:00 ⏰EPISODE TIMELINE⏰ 0:35 Golfing 2:30 Hockey/basketball background 6:20 Managing playing several sports growing up 7:30 Always tall? 8:33 Playing hockey at that size 9:53 When did hockey become serious? 11:16 Which players did Dean look up to? 12:27 When did college hockey become an option? 15:34 Decision to decommit from Northeastern and go to BC 18:19 PrizePicks 19:48 Experience being scouted 22:21 Experience getting drafted 24:59 Was BC always the plan for 2024/25? 26:22 Adjustments from prep to college hockey 28:11 Handling being lower on the lineup at BC 30:23 Staying patient in development path 31:47 Bonding Bruins prospects on the BC roster 32:33 What do you wish you knew in year 1? 33:14 Thanks for watching! Bruins Beat is Powered by 

This week on Con-Fusion, I had the pleasure of sitting down with Northeastern standout, Seabass Finn. We talk about his path into professional wrestling, his favorite places to wrestle, and his goals for the future.Find Seabass Finn at:Instagram: https://www.instagram.com/seabassfinnTwitter: https://x.com/seabassfinnWe're on social media onFacebook: www.facebook.com/confusionwretlingpodcastTwitter, Bluesky, & Instagram: @thenovaofcass.All the other links can be found at www.linktr.ee/confusionwrestlingpodcast.If you'd like to assist monetarily, there's a tip jar at www.ko-fi.com/cassonova. For more bang for your buck, check out www.patreon.com/cassonova. For as little as $1, you can get the podcast two days early and ad free. You also get weekly exclusives and early access while helping upgrade the equipment. So be like Keith Winn, Chris Zack, Alainya, and Alan Schroeder and check it out!Also, for all your energy drink and workout needs, head to www.reppsports.com and when you checkout, use my coupon code "CASS" at checkout and earn 15% off your order.Oh! And I'm on Cameo now at https://www.cameo.com/thenovaofcassAffiliate Links:Gevi: gevi.pxf.io/AWJxbxPrince Nana Coffee: https://princenanacoffee.com/?ref=ROBKAMERERMLW Con-Fusion is part of the Urban Wrestling Network. You can watch their show on YouTube at Urban Wrestling Network - YouTube and you can follow them on the Twitter @UrbanWrestleNWFor business inquiries, send all messages to rzkamerer[at]comcast.net.

Part 1- Gray wolves are proving to be brutal killing machines against livestock in the Northeastern part of the state, causing economic and mental stress for ranchers. Part 2 - Problems caused by abandoned farmland could get worse. Young Farmers awards and contests applications are now open, be sure to check them out!

It is not manifestly obvious that universities should be where most scholarly research is performed. One could imagine systems that separated out the tasks of "teaching students" and "generating new knowledge." But it turns out that combining them yields spectacular synergies, both from letting students experience cutting-edge research and from keeping researchers inspired by interacting with bright young minds. Today we talk to Elizabeth Mynatt, Dean of Computer Science at Northeastern, both about her own research in "human-centered computing," and about the bigger-picture issues of why basic research is important, and why universities are such good places to do it.Blog post with transcript: https://www.preposterousuniverse.com/podcast/2025/08/11/324-elizabeth-mynatt-on-universities-and-the-importance-of-basic-research/Support Mindscape on Patreon.Elizabeth Mynatt received a Ph.D. in computer science from the Georgia Institute of Technology. She is currently Dean of the Khoury College of Computer Sciences at Northeastern University. She is a senior investigator with Emory's Cognitive Empowerment Program and co-PI for the NSF AI-CARING Institute. She is a fellow of the Association for Computing Machinery and the American Association for the Advancement of Science, and a member of the American Academy of Arts and Sciences. She was lead author on the National Academies report, "Information Technology Innovation: Resurgence, Confluence, and Continuing Impact."Web pageGoogle Scholar publicationsWikipediaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

265. Servant Leadership, Mentoring, and Actionable Steps with Kathryn Spitznagle   2 Timothy 2:2 (NIV) "And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others."   **Transcription Below**   Questions and Topics We Cover: What are some servant leadership principles you've learned over the years? How did you learn forgiveness is part of leadership? Will you elaborate on a leadership tool mentioned in your book, which is called the "Hero Page?"   Thank You to Our Sponsor: WinShape Marriage   Kathryn Spitznagle is the author of "Rock Star Millennials--Developing the Next Generation of Leaders," and the companion workbook, "Rock Star Millennials Toolkit." She is a professional coach and the founder of Mentoring Women Millennials, LLC. She has 30+ years of mentoring, coaching and leadership development in corporate, small business and not-for-profit environments as well as 10+ years of mentoring cancer survivors and their families throughout their journey. Her mission is to foster the personal and professional development of leaders... for the life they lead today...and the one they want tomorrow.   Savvy Sauce Episodes Mentioned in Episode: Being Intentional with Marriage, Parenting, Rest, Personal development, and Leadership with Pastor, Podcaster, and Author, Jeff Henderson Biblical Principles as Wise Business Practices with Steve Robinson   Additional Previous Episodes on Business and Leadership on The Savvy Sauce: The Inside Scoop on Chick-fil-A with Mark Dugger How to Apply Successful Business Principles to Your Life with Dee Ann Turner Leadership Principles and Practices with Former NFL Player, J Leman How to Lead When You're Not in Charge with Author and Pastor of North Point Community Church, Clay Scroggins Understanding the Myers-Briggs Personality Type Indicator to Improve Your Marriage, Family, and Work Relationships  Thriving at Work, Home, and Life with Author, Blogger, Podcaster, and Business Owner, Crystal Paine Energy to Spark Success in Your Business with Best-Selling Author, Speaker, and Podcaster, Christy Wright How 2 questions can grow your business and change your life with author, pastor, and podcaster, Jeff Henderson Radical Business and Radical Parenting with Gary & Marla Ringger, Founders of Lifesong for Orphans Stewardship as the Daughter of Chick-fil-A Founders with Trudy Cathy White Living Intentionally with Shunta Grant Generational Differences in the Workplace with Haydn Shaw Pursuing Your God-Given Dream with Francie Hinrichsen Leadership Training: Five Key Elements for Creating Customer Loyalty in Your Business with Elizabeth Dixon  Uncover Your Purpose with Clarity with Isimemen Aladejobi Unlocking Meaning and Purpose in Your Life and Overcoming Burnout with Dale Wilsher Leading Your Family, Marriage, and Self with Justin Maust Divine Productivity with Matt Perman 223 Journey and Learnings as Former Second Lady of the United States with Karen Pence Patreon 27 Re-Release: Purposeful and Practical with Emily Thomas Special Patreon Re-Release: Creativity and Career While Raising a Family with Jean Stoffer   Connect with The Savvy Sauce on Facebook or Instagram or Our Website   Please help us out by sharing this episode with a friend, leaving a 5-star rating and review, and subscribing to this podcast!   Gospel Scripture: (all NIV)   Romans 3:23 “for all have sinned and fall short of the glory of God,”   Romans 3:24 “and are justified freely by his grace through the redemption that came by Christ Jesus.”   Romans 3:25 (a) “God presented him as a sacrifice of atonement, through faith in his blood.”    Hebrews 9:22 (b) “without the shedding of blood there is no forgiveness.”    Romans 5:8 “But God demonstrates his own love for us in this: While we were still sinners, Christ died for us.”    Romans 5:11 “Not only is this so, but we also rejoice in God through our Lord Jesus Christ, through whom we have now received reconciliation.”    John 3:16 “For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.”   Romans 10:9 “That if you confess with your mouth, “Jesus is Lord,” and believe in your heart that God raised him from the dead, you will be saved.”    Luke 15:10 says “In the same way, I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.”   Romans 8:1 “Therefore, there is now no condemnation for those who are in Christ Jesus”   Ephesians 1:13–14 “And you also were included in Christ when you heard the word of truth, the gospel of your salvation. Having believed, you were marked in him with a seal, the promised Holy Spirit, who is a deposit guaranteeing our inheritance until the redemption of those who are God's possession- to the praise of his glory.”   Ephesians 1:15–23 “For this reason, ever since I heard about your faith in the Lord Jesus and your love for all the saints, I have not stopped giving thanks for you, remembering you in my prayers. I keep asking that the God of our Lord Jesus Christ, the glorious Father, may give you the spirit of wisdom and revelation, so that you may know him better. I pray also that the eyes of your heart may be enlightened in order that you may know the hope to which he has called you, the riches of his glorious inheritance in the saints, and his incomparably great power for us who believe. That power is like the working of his mighty strength, which he exerted in Christ when he raised him from the dead and seated him at his right hand in the heavenly realms, far above all rule and authority, power and dominion, and every title that can be given, not only in the present age but also in the one to come. And God placed all things under his feet and appointed him to be head over everything for the church, which is his body, the fullness of him who fills everything in every way.”   Ephesians 2:8–10 “For it is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not by works, so that no one can boast. For we are God‘s workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do.“   Ephesians 2:13 “But now in Christ Jesus you who once were far away have been brought near through the blood of Christ.“   Philippians 1:6 “being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus.”   **Transcription**   Music: (0:00 – 0:09)   Laura Dugger:  (0:12 - 1:20) Welcome to The Savvy Sauce, where we have practical chats for intentional living. I'm your host, Laura Dugger, and I'm so glad you're here.    I'm thrilled to introduce you to our sponsor, WinShape Marriage.    Their weekend marriage retreats will strengthen your marriage while you enjoy the gorgeous setting, delicious food, and quality time with your spouse. To find out more, visit them online at winshapemarriage.org/savvy.    Kathryn Spitznagle is my enchanting guest for today, and her resume is quite impressive, but what actually is even more of a standout is her humble heart.   So, if you are one who learns from stories and encouragement, and you also appreciate actionable, practical tools, this conversation is definitely for you. Here's our chat. Welcome to The Savvy Sauce, Kathryn.   Kathryn Spitznagle: (1:21 - 1:24) Oh, thank you, Laura. Appreciate you having me.   Laura Dugger:  (1:24 - 1:32) Well, I'd love for you just to start us off by giving us a snapshot of your background and also your current phase of life.   Kathryn Spitznagle: (1:33 - 6:47) Okay, lots of seasons. Yeah, learned, you know, you learn something from all of them. So, I started out in journalism.   I've kind of come back to my roots interviewing folks. I was a sports writer, so I grew up in a family with four brothers, so when I went to college, I knew sports, and at the time, that was unusual to have a female sports So I did that, and then went into publishing after I got my journalism degree, and since I'd been a sports writer, they put me in the men's division of this magazine publishing company. So, I started out learning, I started out working for a helicopter magazine, and I was an editor, and the only one that did know how to fly, and so they sent me to flight school in order to be a better editor and, you know, learn how to communicate with our readers.   And again, then because I'd done that and was in the men's division, they moved me then to shooting times, which was hunting and sports shooting. So, then I learned how to shoot guns and reload in that whole industry. From there, I went to fashion.   So, I went to the women's division, and at first they said, you know, are you sure you want to do this? And I said, well, this will be the first job you've put me on that won't kill me. You know, I've learned how to fly planes and shoot guns.   You know, let me have a shot at that Singer sewing machine. And I was a terrible seamstress. And they said, really, what we want you to do in fashion is to create a presence in New York, in Manhattan.   And so, the publisher was in Peoria, Illinois, but they wanted a presence in Manhattan. And so that's what I did for three years, worked remotely back and forth, and created that presence, joined the Fashion Group International. They hired three consultants to fix me up.   And so, I laugh if you've ever seen the movie Miss Congeniality, that was me. So, you know, learned all about the fashion industry and built those relationships with our advertisers. And also, then we went into television and did a lifetime, the TV show, weekly TV show on Lifetime called Make It Fashion.   And we're trying to blend that the home sewing industry with the fashion industry. So, if you saw this on the runway, in Milan, or in New York, or in Paris, this is how you can make it yourself, be your own designer kind of thing. So that was my journalism start, then moved to St. Louis, got married, had babies, and went into corporate communications, worked for Purina in St. Louis, where I learned so much about leadership, moved back to Peoria, and I went to work for Caterpillar. And when I retired from Caterpillar, then I started this business, Mentoring Women Millennials. And I have such a heart for this generation. I think they're so bright and smart and creative and entrepreneurial, and they get a bad rap.   And so, I wanted to have a platform to lift them up, and also to give them tools. So, the first year I wrote a book, Rockstar Millennials, Developing the Next Generation of Leaders. And what I found, there were so many really sharp, bright millennials that had never had good leaders.   They never had a mentor. They didn't have the tools. Many of them were entrepreneurs.   They didn't intend to lead people. They had a craft. They started a business, and it grew.   And they're like, now I got people. What do I do with people? And as I was out speaking about my business, I found the audience very consistently had two types of attendees.   One was what I would call a seasoned leader, who said, for helping the millennials, thank you. Something along that line. And then I would have a young person stand up and say, “Do you have a book”?   And after that happened several times, okay, Lord, I got this. Yeah, write a book. And I remember saying, “That's a good idea, God, but I don't have time.”   And so if you want to know why COVID happened, it was me. Because the good Lord said, hey, it's February of 2020. It looks like you have time right now.   And so I hired an editor. We wrote a book in four months and published it at the end of the year. And in 2021, then started the podcast.   Laura Dugger:  (6:48 - 7:04) Well, that's an incredible resume and such a whirlwind to getting here today. But you mentioned some leadership principles, especially at Purina. So, Kathryn, what are some of those servant leadership principles that you've learned and acquired over the years?   Kathryn Spitznagle: (7:04 - 9:34) Over the years, yeah. Just some amazing leaders at Purina. Their culture was very much a servant leadership culture.   Purina as a company was created in the 1950s by an independently wealthy gentleman, William H. Danforth. And he created the Youth Foundation in St. Louis. And he found once he got kids out of gangs and out of jail and off drugs, nobody would hire them. So, he created a company to hire those kids, Purina. And so, they, yes, told us that, you know, the first day he said, you know, this is never confused what we make with why we're here.   We were here, we were created to develop people for life. What we make will change. But the reason we're here will not.   And Danforth also wrote a book called I Dare You. I Dare You to be the best you can be and help someone else do the same. And so that very first day we were told the story of the genesis of Purina, we were given that book, I Dare You.   And when we left orientation, we met, they had 360-degree mentoring. And they said, “This is how we create this culture. And we continue this for generations through mentoring.”   So, when you leave orientation, you're going to meet your leader mentor, your peer mentor, and in 90 days, you'll be mentoring. Everyone at Purina mentors, and we all learn from each other constantly. So that was the platform.   And that was the culture. And when you think about feeling cherished, and valued, that's how they did it. Because if you're going to mentor someone, and someone's going to mentor you, you have value.   And the people you're working with have value. And so that creating a cherished culture was their legacy. And then it's something that I took on to Caterpillar.   And I continue now, in my keynote speaking, that's one of the most popular is how to create a cherished culture in the boardroom, in the living room, and in the classroom. Hmm.   Laura Dugger:  (9:35 - 9:47) And so, I won't ask for the entire keynote speech then, but is there an overview that you can give us of those things that we could implement that you've learned to implement over time as well?   Kathryn Spitznagle: (9:47 - 11:29) Yes, some of the tools. And, and that was another wonderful thing about Purina that I saw then, and haven't seen it since. You know, it seemed unique to me at the time.   Fast forward a few years, and it was like, yeah, that was very unusual leadership. And one of the things that they valued was, know your people, understand them, know their needs, know their wants. Even at this point, so, you know, I'm talking 30 years ago, I went to work there in 1990.   They were talking about purpose. What's your purpose? Purina had a very specific purpose.   We are a purposeful company. We're here to develop people for life. And, and they even said, I thought this was unique to it at orientation.   They said, and we hire bright, smart people, and we don't expect you to stay here very long. Our job is to send you off better than we found you. And with a positive impression of Purina.   And here's why. When you leave here, you may go to another Fortune 50 company, which I did. You may be in a position to impact a merger or acquisition.   You can buy and sell our stock. And at the very least, when you go to the grocery store, you can buy dog food. And we want it to be Purina.   Laura Dugger:  (11:31 - 11:36) That's incredible. That actually happened then with you taking that forward.   Kathryn Spitznagle: (11:37 - 16:07) And all of those lessons learned. So, when I talk about creating a cherished culture, Purina, one of the things they did very well was to introduce a concept, illustrate it with a story, and then activate it with a tool. So mentoring, they talked about here is the platform on which our company is built, developing people for life.   And they told us that story then about Purina. Then they gave us the book. And then they gave us a mentor that we were meeting with each week.   And they gave us a, what do I want to say, an outline. So, when you meet with your mentor or mentee, here are questions to ask. Here's a way to go about this.   And the number one reason people do mentor is because they don't know how. What's a process? And so how smart?   Purina's like, here. Here's an outline. Here are things to ask.   Here are discussion topics. And here are different tools we're going to give you as you progress in leadership. And they're designed for you then to pass on.   And so those are some of the tools when I talk about creating a cherished culture. One of the tools is here are questions to ask. Here's how to have that dialogue.   Here are discussion topics. When you're developing a relationship with this person, ask about their life outside of work. Ask about their family and friends and whatever, as much as they'd like to share.   Not everyone does. That's okay too. Ask about their best day at work.   What's a bad day at work? What's their best boss like? How do they like to be recognized?   What's their purpose? One of the most insightful questions they asked at Purina was, why do you want to succeed? And why do you want this company to succeed?   And those two questions give insight to someone's purpose. And so, then if you frame discussions around their purpose and their values, it is exponentially more meaningful to them. So, when I talk about how do you lead millennials and how is it different?   Those are a couple of the things. Understand their purpose. Understand their life. Their values outside of work, and frame things within their purpose.   Here's an example and or their values. If someone says, my values are hard work and transparency. I want people to be honest. Those are a couple of my values.    Okay. So, if I were leading that person and I saw them being transparent with someone else, being open and honest, I would recognize them for that.   Not just recognize them for the work, but recognize them for their value, demonstrating their value. I saw you be open and honest with that person. Thank you for that.   If kindness is a value, I saw you. I saw what you did there today to help someone out without being asked. Thank you for that kindness.   That resonates on a whole different level. And if you have to have a tough discussion with that person to say, frame it in those words. I know you value honesty, and I do too.   And so, we need to have an honest conversation. And here's some things that I'm seeing in your behavior, in your leadership, or in your work style that can hold you back. So, let's fix this whole different way to lead.   Laura Dugger:  (16:09 - 16:39) Absolutely. And I love how some of these even one-page practical tools you've included in the back of your book. So, it's a plug and play, but I'm even thinking back to your mentoring relationships where you had this circle of mentors and you were mentoring.   I think it's also helpful to get to hear one another's mistakes. So, are you comfortable sharing any mistakes that you've made along the way that actually even turned out to be beneficial learning opportunities?   Kathryn Spitznagle: (16:40 - 20:32) Absolutely. Loads of them. I've got loads of them.   And one of the women I mentor has said, I think I've advanced my career 10 years by learning from your mistakes. And I love that. And she's like, now I'm going to make plenty of my own, but I'm not going to make yours.   And I said, “Good. That's the point of all this.” One of the big ones I made at Purina.   I think a lot of places I would have been fired, probably should have been. I was working in the marketing group, and we were like an internal marketing. So, we did the new product introduction, point of purchase, point of sale materials, the legal documents that went out, the whole packet that would go out to a distributor, a grocery store.   And EverReady Battery was one of our product lines. So, we had internal clients. And as they had new product introductions, we'd get the materials together.   We had in-house printing, all of the things, graphic design, and that was all under my purview. The letter, there's a letter that went out to distributors that was a legal document and had a number. And I pulled the wrong letter, the wrong number.   And it wasn't discovered until last minute. And we sat down with the client and they're like, oh my gosh, this is the wrong legal letter. And I, you know, I'm the account rep, that was on me.   So, I had to go back, I had to go to Neil Lewis, my boss and say, “Okay, we've got to pull this back before it all goes out, reprint, which is going to be all our expense. We're going to have to have people working off shifts and all that sort of thing to do it quickly. And then reassemble all these Eveready Battery packets and, you know, do as close as we can to meeting their deadline.”   And so basically it's going to eat up our margin and we're going to have more printing expense. We're going to have more labor and we're going to have some unhappy people. And our client's not real happy either.   And that was all me. And Neil said to me, “You know, I learned something today. And he said, until today, I thought you walked on water.”   And he said, “Now I know you're human, just like the rest of us.” And I thought, oh, my word. And he's like, okay, so what happened?   That was a mistake. How are we going to fix it? And I said, “I've already pulled the right letter, getting it reprinted. Here's the, additional time and money. Here's how it's going to impact our margin.” And he said, “You know, can we do it? And can we satisfy the customer and get, if not meet their deadline very close?”   And I said, “We can meet their deadline if we have people work third shift.” And, you know, and he said, “Okay, let's do it. That's the right thing to do.” And, and he said, Kathryn, “I told you what I learned today. What did you learn?”   And I said, “I learned how to be the kind of leader I want to be when someone makes a mistake.”   Laura Dugger:  (20:36 - 21:05) Wow. The humility in that is incredible. And thank you for sharing.   Stories are so memorable. It makes me instantly reminded of two previous episodes. I'll make sure I link in the show notes, both with Jeff Henderson and Steve Robinson, accomplished businessmen, but who were also willing to share stories and how just like you, it actually made them a better, more relatable leader.   And so that's encouraging.   Kathryn Spitznagle: (21:06 - 21:34) And I knew when I got to Caterpillar and, uh, particularly when I was running the Caterpillar visitor center, because that was so new and never been done in Caterpillar. And so, we're going to make some mistakes and we're going to learn, you know, along the way. And there was more than one occasion where I was reminded of Neil Lewis.   And I said, okay, I learned something today. You are human. Just like the rest of us.   Now, how are we going to fix this?   Laura Dugger:  (21:35 - 23:48) And then what did you learn?    Let's take a quick break to hear a message from our sponsor.    Friends, I'm excited to share with you today's sponsor, WinShape Marriage. Do you feel like you need a weekend away with your spouse and a chance to grow in your relationship together at the same time? WinShape Marriage is a fantastic ministry that provides weekend marriage retreats to help couples grow closer together in every season and stage of life from premarital to parenting to the emptiness phase.   There is an opportunity for you. WinShape Marriage is grounded on the belief that the strongest marriages are the ones that are nurtured. Even when it seems things are going smoothly so that they're stronger.   If they do hit a bump along their marital journey, these weekend retreats are hosted within the beautiful refuge of WinShape retreat perched in the mountains of Rome, Georgia, which is a short drive from Atlanta, Birmingham, and Chattanooga. While you're there, you will be well fed, well nurtured, and well cared for. During your time away in this beautiful place, you and your spouse will learn from expert speakers and explore topics related to intimacy, overcoming challenges, improving communication, and more.   I've stayed on site at WinShape before and I can attest to their generosity, food, and content. You will be so grateful you went. To find an experience that's right for you and your spouse, head to their website, to find out more, visit them online at winshapemarriage.org/savvy. That's W-I-N-S-H-A-P-E marriage.org slash S-A-V-V-Y. Thanks for your sponsorship.   You've had so much experience in different areas and as a corporate leader. So what is it that drew you specifically to have a heart for millennials, which we can define as those approximately born between the 1980s and early 2000s?   Kathryn Spitznagle: (23:50 - 28:18) I really started working with them. My last role at Caterpillar, I was a director of global sustainability and it was within public affairs. So, we were leading, Caterpillar was leading a natural infrastructure coalition.   I was working with a lot of different entities, public, private, governmental. We're trying to get language passed into law. That was a big portion of my job.   Another portion of my job was to be out speaking about what Caterpillar was doing in the world of sustainability. And I loved that. What I found was the sustainability groups of Caterpillar employees all around the world, we do a global call quarterly, learning what everybody was doing.   They were all this age group. And when we would do the river cleanup on Saturday, these are the people that showed up with their kids. And when we do tree plantings, these are the people that showed up with their kids.   It's like, okay. And I remember saying to my peers, you know what, this group of employees, these young people are not going to retire with a pension like we are with health care like we do. There's so many things that we have garnered through our career appropriately.   They don't have that. What drives loyalty for them and what engages them with Caterpillar are these things. These things we're doing through the foundation where we're giving back and improving the world and the things we're doing in sustainability, giving back, improving the world.   They are so much more engaged in our company through these things. And so, I kind of knew, I thought, okay, I'm not sure exactly where the Lord is leading, but it's going to be with those people. And that was the thing I knew when I retired that, okay, this is what I want to do.   And then the more I worked, you know, I started the business mentoring women millennials. The more I worked with these young women, the more I saw, yes, there's a need. There's a need here.   And I always, you know, again, people would ask, why? Why are you so connected? And I said, first of all, I saw the value in them.   But secondly, I think I was one. My husband and I laughed that we never really fit in with our generation. And here's why.   We both were out of school and working on our careers when we met. And in our generation, you got married right out of high school, or at the very least right out of college. And so, you know, our families had given up.   They're like, they're never going to get married. They're working. They got this whole career thing going.   And so, when we got married, well, then we didn't have children until we were in our 30s. You know, highly irregular for our generation. We were entrepreneurial.   So, we were looking at franchises in our 20s. And our families were like, just get a job. What is this?   You got to buy something and then you buy something else. And my husband owned a business, his first business in his 30s. We both had side hustles.   Again, friends and family were like, just do one job. What is with you guys? Always got all these things, you know, going.   And then when I took the job in fashion, and I was working in Manhattan and living in Peoria, like, what do you even call that kind of work to call it remote? Working remotely? Yeah.   And so, I think part of my heart for them is I was one. And so, when they talk about some of the struggles and the things that are endearing to them, like, I got you. I felt like that, too.   Laura Dugger:  (28:20 - 28:57) That is incredible. And I think it really does make you the perfect person for that mentor mentee relationship. And I kind of want to camp out on that further, because we've alluded to it.   And some of these tips are in your book, where you highlight those discussion topics that give people the tools. But then if we take it a step further or personalize it, how can all of us as listeners begin a mentoring relationship like the one you've described? And I'm even thinking of the beginning point.   Do you think it's up to the mentor or the mentee to initially reach out?   Kathryn Spitznagle: (28:58 - 33:07) Either one. Yeah, either one can work. When I left Purina, having had this wonderful leadership experience and mentoring environment, I thought, well, this must be what all corporations are like.   No. Doesn't make them bad. They're just different.   So, when I got to Caterpillar that was male, very male dominated, I remember calling my mentor at Purina, who is still my mentor today. She mentored me for 22 years at Caterpillar after I left Purina. And then was one of the biggest proponents of me writing my book and starting my business.   And we still get together today. So, when they talk about developing people for life, they're very serious about that. And so, when I got to Caterpillar, I thought, well, they don't seem to have this.   I think I'll start a mentoring program. Well, I was, you know, some little gal in marketing. You're not going to start a mentoring program for a Fortune 50 company out of that spot.   It comes up through HR and Office of Business Practices and Legal and all of that. Anyway, I called my mentor at Purina, very frustrated, and I said, “Lynn, you and Neil make a place for me. I'm coming back.   They don't have a mentoring program here.” I don't, you know, and she said, “Okay, first of all, we didn't train you up to come back. Your job is to take this forward.”   And she said, “Are there young women there?” Yes. And she said, “Mentor them.”   And she said, “Are there leaders that need support?” And I said, “Yes.” And she said, “Okay, support them.”   She said, “Are there teams that need to be built?” And I said, “Yes.” And she said, “Then you have good work to do there.”   Go. And she hung up. I thought, OK.   And so, from that moment on, when I would see an announcement that would come through email where a woman was being hired into Caterpillar, I would reach out to her and just say, do you have a mentor or would you like one? And for 22 years, they all said yes. And so that's what I did.   I worked with those women. And, you know, here's another God wink when my announcement went out, then that I was retiring. These women all started coming back to me wherever they were in the nation and even in the world.   Many of them had gone on to do other things, bigger, better things. And they all started reaching out to me. Someone had forwarded the announcement to them and said, “We want you to start a business, a mentoring business and help others just like you helped us, and we will help you.”   And one said, “You need to write a book, and I'll write the forward.” Another one said, “Yes, and you need to do podcasts and I'll be on one.” Another one said, “I know what's going to stop you at your website, so I'm going to help you with your website.”   Another one said, “You're going to need testimonials.” So, she posted on social media that anyone that's ever been mentored by Kathryn Spitznagel, leave a message here. Very humbling.   And another one said, “I'm now VP of a big company in Chicago and I will hire you.” And so, I retired one day and started a business the next.   Laura Dugger:  (33:09 - 33:30) Incredible how that all came back around. And I gleaned so much from your stories in your book, and then even getting to connect with you before today. But there's another story about servant leadership that you shared from the man who you've named your previous boss, Neil Lewis.   Will you share? Do you know which one I'm thinking of?   Kathryn Spitznagle: (33:31 - 36:35) Yeah. You need to know three personal things about everyone who works for you. Okay.   So, Neil Lewis had leadership meetings. There were 12 of us were his leadership team every Monday morning. He was also a minister outside of work.   So, a lot of times we would laugh that we were getting the rehash of the sermon from yesterday as part of his leadership. But he often gave us assignments. And one Monday morning, he said, okay, here's your assignment.   I want you to know three personal things about everyone who works for you. And they need to be things that aren't in their personnel file. And he said, I'm going to ask you sometime this week about one of those people, but you won't know which one.   So, you need to know all of them. And I, you know, lousy leader, I was just learning. And I said, Neil, I have 10 people, three things, 10 people, that's 30 things I got to know.   And he said, Kathryn, good math. You have some work to do. So, I went back, and I interviewed each one of my 10 people, three things, found him out, followed the assignment.   And I was ready. And I saw him in the hall later in the week. He said, “Kathryn, walk with me. I'm going to the next meeting.” I said, “Okay.” Tell me three personal things about Kathy, who works for you. I said, “Okay.”   Kathy has recently divorced. Uh, she has an 18-month-old baby, and she is moving to a new apartment. And he said, “What have you done to help her?”   And honest to God, I said, “That wasn't part of the assignment.” And he looked at me and I said, “No, wait a minute. I did help her.   I changed her hours. She has a longer commute now into St. Louis. So, she's going to come in at 8:30 am and work till 5:00 pm.”   And I was feeling pretty proud of myself, like bonus question. And he said, “Did she come to you, or did you go to her?” And I said, “Well, she came to me, but I said, it was okay.”   So, Kathryn know your people. If you don't know your people, you don't know what they need. And if you don't know what they need, you can't help them.   And if you can't help them, what in the world are you doing here? It says leaders were here to serve. And if you're not here to serve, you need to step out.   I became a different leader that day. One who chose to lead by serving.   Laura Dugger:  (36:38 - 37:17) I just wanted to let you know there are now multiple ways to give when you visit thesavvysauce.com. We now have a donation button on our website and you can find it under the donate page, which is under the tab entitled support. Our mailing address is also provided.   If you would prefer to save us the processing fee and send a check that is tax deductible. Either way, you'll be supporting the work of Savvy Sauce Charities and helping us continue to reach the nations with the good news of Jesus Christ. Make sure you visit thesavvysauce.com today. Thanks for your support.   Kathryn Spitznagle: (37:18 - 38:19) You know, the other piece, uh, the other thing that he taught me there, uh, Laura, as we continued to walk, uh, because he always wanted to bring things back around to, to a positive. He was going to make his point, but he was not going to leave me there, you know? He said, Kathryn, “Do you understand what you missed there?”   It was such a missed opportunity with Kathy, um, to engage her and to help her feel cherished. He said, “That's the difference when you anticipate someone's needs and you go to them before they ask. That's the opportunity.”   That's the gold. That's what engages people and, uh, garners their loyalty. And that's when they feel cherished.   That was the real missed opportunity.   Laura Dugger:  (38:23 - 38:35) And that never left you. And that's probably blessed so many people hearing that. What about lessons of forgiveness in leadership as well?   Do you have any stories to illustrate that?   Kathryn Spitznagle: (38:35 - 42:28) Yes. And that's another lesson from, from Neil Lewis that was a profound lesson for me that I've never heard anywhere else. Forgiveness is part of leadership. So, I learned this, um, again, lousy leader just starting out.   And, um, when he put me into leadership, I was like, how hard could it be? Tell people what to do. They do it.   And then came my first employee opinion survey results and they were bad. The numbers were bad. The comments were bad.   The people were unhappy. Um, and the comments to me were, were hurtful. They were justified, but they were hurtful.   And so, when I got, uh, you know, got all the information, I left, I was upset. The next day when I came into the office, I just went into my office and closed the door. I thought they don't want to talk to me.   I don't want to talk to them. That's fine. I was working here.   So, Neil gave me a little time to cool off. And then he came in and, um, on my desk, uh, one of the things that they, um, Purina does in terms of creating that cherished culture is, um, to have things around you that revitalize you. And so, they ask you one of the first days about what, what are things that revitalize you?   And I said, okay, uh, fresh flowers revitalize me. They remind me of my grandmother, nanny, and being in the garden. Um, notes are cards from handwritten, you know, from friends and family and a walk outside.   Those are three things that revitalize me. Okay. So again, I registered with Neil Lewis.   He knew that was a way to frame things for me. So, when he came in that morning, he picked up one of the cards from my desk and he handed it to me and he said, to read that card. And I said, you can read it.   He said, “No. No, I'm asking you to read it out loud to me.” So, it was a card from someone on my team, very complimentary about my leadership style and what it, how it impacted them. And he said, “Is that the leader you are today?”   And I said, “No, but in fairness, they were mean to me. They said some very hurtful things and yeah, I'm not happy.” He said, “Okay.”   And he said, “Kathryn, as leaders, our job is to give first and give again”. And he said, “Do you know what the bridge is between giving first and giving again?” And I said, “No.”   I said, “Neil, I'm not tracking with you.” And he said, “Forgive.” And I said, “Oh, forgiveness.”   And he said, “Nope. Forgiveness is something someone else does. That's a noun. Forgive is a verb. And that's what I need to see you do. Forgive.”   He said, “Kathryn, forgiveness is a big part of leadership and it's something that will hold you back for the rest of your life. So, I am asking you today to be the leader I know you to be and forgive them.”   Laura Dugger:  (42:32 - 42:52) Well, in even the way he modeled that in the way you shared that story, it also reminds me of another leadership tool that you mentioned in your book, which I think if somebody is experiencing this, that could be a really practical next step. So, it's called the hero page. Will you elaborate on that for us?   Kathryn Spitznagle: (42:52 - 52:07) Yes. And so, at Purina, when they talked about having these one-on-ones with your team, with your mentees, with your mentors, kind of framing the dialogue in three buckets, called it three bucket exercise. And I still, this is how I still mentor today.   Uh, so the first thing we ask people to come prepared with is bucket one. What are we celebrating? What have you learned? What have you accomplished? What has gone so well?   Um, since the last time we spoke, because we, as people, but particularly as women pass through things very quickly and go, yep, done good onto the next. Yeah. We don't take that time to celebrate.   And Purina was very focused on what they called reveling. Take just a minute to revel. That was good work, did good work, but whatever was accomplished personal and professional, it was, there were things at home, baby slept four hours straight.   Okay. So, bucket one, what are we celebrating?    Um, so bucket one, they called aha.    Bucket two, they called, hmm, what is, uh, what's out there that you need to, um, do, you know, what's on your to-do list. Is there something you need to get a plan for?   Um, is there something that you want to talk through that's kind of on your assignment board, something like that. And we'll talk through some tactics.    Bucket three is what in the world.   So, anything that seems overwhelming, uh, caught you by surprise. You didn't know it was part of the job. You didn't know it was part of life.   Those are the things we want to talk about in bucket three, every time. So, you want me to tell you the things that are overwhelming me and that I don't know where to start. Yes.   Yes. Every week, because here's what we'll do. We will take the power out of that.   Once you, that's it. We're going to fix it and say, okay, this is what's overwhelming me. This is what I'm anxious about.   This is what caught me by surprise. And we're going to figure out how to break it down into something actionable. And then we're going to move it to bucket two.   And next week, we're going to be talking about those action steps and pretty soon it's going to move to bucket one. There you go. We're celebrating that process that I learned at Purina still did at Caterpillar and doing today.   Um, that just warms my heart. Uh, when I see, um, the folks that I've worked with who've now gone on to do other things. And, uh, one of the guys on my team at Caterpillar, um, now works for McDonald's in Chicago.   And he said that Kathryn, that's our onboarding process. And so, anybody that comes through his team in McDonald's, that's what they learn how to do. And he said that it was just gold.   And you can talk about creating a safe space, but again, the difference with Purina was they gave you a tool, not ours, we are a cherished culture. We create a safe space. And you know what, here's how, by asking this question and by setting aside time to answer it and wrestle with it and work through it.   Now, having said all that, where do you put this information as you're learning this about this person? Uh, you're learning what they're celebrating. You're learning, um, what their values are.   You're learning what they like to do outside of work. What's important to them learning about their purpose. That's a hero page.   And so, they gave us a tool and they said, you know, it's very simple, a hero page. You, you just record things that you have learned about this person that you respect and admire about them. And you can do one for yourself.   They ask you to do the first one for you. Um, but then also to do them for, you can do them for a peer or a leader. Um, you can also do them for someone you're struggling with because oftentimes we aren't really looking for the positives in that person.   So, the, uh, the logic behind the hero page is once you've created it, uh, you're going to look for things to put on it. Positives, all positives, negatives we remember. Positives we're looking for and that's the first reason.    The second reason for a hero page is you may have a tough day with that person sometime. And if you do, you go back and look at your hero page and it puts things in perspective.   Yeah, this isn't going well today, but here are the things I respect and admire about this person. And yes, um, perspective.    The third reason is they may have a tough day sometime and what an incredible gift you can be to them.   Here's an example. When I worked at Caterpillar, um, had wonderful leaders, some remarkable women leaders at Caterpillar, I think because there were so few of them, they were rock stars. And one that I worked for, uh, was sent to Beijing, China on a short term, like a, I don't know, six month or one year assignment as it at the same time, I was also mentoring someone in that Beijing office and it was very remote.   They were, in a remote area, creating an office, creating an HR office, you know, where they, where there's a factory and the person I was mentoring said, you know, let me give you an idea of what we're struggling with here. What kind of, what our situation is. And I'm at corporate and I said, well, whatever it is, I think I could send you some of our signage, some of our value signs.   Those are, those are, that's what you need. I'll send you some value signs. You can put them up on your walls.   And she said, Kathryn, we don't have walls. We're working out of a tent. And she said, each morning we send a bus out to the rural areas here in China and it stops to pick up workers.   And if dad can't go, he sends mom. And if mom can't go, she puts a couple of kids on the bus. And we never know from day to day who's coming to work.   What we do know is that the bus will be full. They will get two meals while they're at work, breakfast and lunch. And then when it returns them home, they will have gotten paid.   She said, we are all but paying people and chickens. Do you understand the situation, the gravity of what we're trying to do to come in here and create an office and HR processes? And she said, first, we're trying to determine who our employees are.   I said, “Oh, our leader is struggling”. And she said, “Will you get on a call with her today?” I said, “Give me a minute.”   And she said, “You're going to get her hero page.” So, we got on the call. Lois, “Kathryn, is this the woman that led one of the first NPI projects for Caterpillar as a woman with our flagship tractor?”   And she said, “Yes.” I said, “Is this the woman who was handed a belt buckle and a t-shirt and created global merchandising stores all around the world?” And she said, “Yes.”   I said, “Is this the woman who has been married 30 plus years happily, raised two remarkable children and showed us all it was possible?” Yes. I said, “I don't know what you're struggling with today, but I do know the woman who did these things can tackle this.”   What a gift you would be to another leader on the day that they needed it in that moment, just to remind them of their value.   Laura Dugger:  (52:10 - 52:40) That encouragement is so powerful. And you're such an engaging storyteller. And like you had mentioned previously, you've gone on from corporate America to now beginning your own business, including your podcast that will link to Rockstar Millennials.   So, I'm curious, Kathryn, are there any stories from those podcast episodes that really come to mind as you think of any standout lessons or your favorites?   Kathryn Spitznagle: (52:41 - 55:51) Oh my gosh. There are so many. It just seems like when I think I can't meet someone any more incredible, I do.   And again, good Lord's hand, they come from all different paths. We're international now. A couple of them that really stand out to me, Michael Kuzma,: he invented the self-playing guitar.   He knew people in his life who had either never been able to play the guitar and wanted to, or they had experienced some sort of an injury or illness that then prevented them from doing what they loved. And so, he created this and just said, “I want this to bring joy and be fun for people.” And I guess the part of the platform that I have for the podcast is purpose.   How are you living your purpose? Khushi Shah is 19 years old. So, she's a little bit younger than a millennial even.   Created a company called Drizzl and it is an informed, what I want to say, it's an irrigation company. And she created this as a science project in grade school. She's now in college at MIT and Harvard and Northeastern.   So, she's attending classes at all. She went to a science and math school in Chicago for high school, finished early and took a gap year at 17. And I said, “So you traveled?”   And she said, “Nope, I decided I'd just run that business full-time, Drizzl.” And so, her families of Indian descent. They'd gone to India and seen the need for water, clean water.   And she said, coming back to the States, I saw sprinklers, lawn sprinklers running and it was raining. And I thought, I need to fix that. There are products on the market that will turn a sprinkler off if it's raining.   Her product is predictive. She's 19. Yeah.   So, folks from St. Jude, folks from Midwest Food Bank, just incredible. Obviously, I can't name one.   There are so many. And those who are living their purpose in all walks of life, in all places around the world, I want to talk to.   Laura Dugger:  (55:52 - 56:07) Wow. And Kathryn, you've invested in so many people and highlighted so many people through your podcast. As you look back, what are you happiest that you invested your life in?   Kathryn Spitznagle: (56:09 - 57:07) Well, I'm a mom, boy mom. So that would have to be my first, my boys. Again, one of the women that I mentor said to me early on, Kathryn, one of the things I love the most is you're from the other side.   I said, Kelsey, what does that mean? I'm from the other side. And she said, you've already done all of this.   You've done the corporate life. You understand small business. You have a decades long, happy marriage.   You've raised your boys. They're happy. They're successful.   If you did this, we can do this and you can help us. And so that investment on so many levels, yeah, is coming back.   Laura Dugger:  (57:08 - 57:19) I love that. And would you be willing just to share anything else about your business or what all you have to offer so that we can continue learning from you after this conversation?   Kathryn Spitznagle: (57:20 - 1:00:49) Oh, absolutely. So, the book that you mentioned, Rockstar Millennials, Developing the Next Generation of Leaders. That's the book.   And it recounts so many of these leadership stories. And then in the back, as you said, are the different tools. And I have to credit the Caterpillar engineers because when I went to Caterpillar and I would tell these stories about Purina or I would live something that they had taught me.   Very early on, in the meeting, or after the meeting, some of these gentlemen came up to me and said, “That thing you just did in that meeting, can you write that down? Like what?” And they said, “Like the words and or the process.”   And so, it began. So, I'd start writing down the words and they might put a graphic with it or somehow improve it. And so, through the years, this same group kept coming back to me.   And when they saw the announcement that I was retiring, they showed up again and said, “Okay, we need one more thing, a spreadsheet.” What do you mean a spreadsheet? They said, “You know, all through the years, we have all of these tools now that we've created out of your head on this paper that we can use and we're using.”   If you can give us a spreadsheet that says, “If you're having this leadership issue, use this tool.” So, God bless the engineers.   So, I credit them, and the tools are in the back of the hard book.   What I found when I started doing workshops was people didn't want to write in the book and they also wanted something bigger and they wanted a place to make notes and doodle and that sort of thing. So that's why we have the book and then the toolkit. So, my business is Mentoring Women Millennials and I do one on one mentoring with individuals, small business primarily.   They'll bring me in to work with their women leaders, but also just individuals who are in some sort of a transition in life or that have never had a mentor and would like one. And so, I do the one-on-one mentoring also with nonprofits. And I'm now an 18-year breast cancer survivor, still in treatment.   And I also mentor breast cancer survivors. And keynote speaking. I work with the Capital City Speakers Bureau.   And so, I do speaking there and I'm prepping for a TED Talk. So those are the next things.   Laura Dugger:  (1:00:50 - 1:01:16) I love it. Always something up your sleeve. We will link to your website so that people can follow up and get in touch if that would be a good partnership.   And you may already be familiar that we're called The Savvy Sauce because savvy is synonymous with practical knowledge or insight. And so as my final question for you today, Kathryn, what is your Savvy Sauce?   Kathryn Spitznagle: (1:01:18 - 1:01:49) Um, when I left Purina, um, I asked Neil, “You know, how do I ever repay this company that has given so much to me?” And he said, “Take what you've learned and help someone else.” And so, if you learn from me, that would be my ask, help someone else.   Laura Dugger:  (1:01:50 - 1:02:05) I love that. Amen. Great Savvy Sauce.   And Kathryn, you're just so poised and classy and full of insight. And it was an absolute pleasure to get to host you as my guest today. So, thank you for being my guest.   Kathryn Spitznagle: (1:02:05 - 1:02:07) Thank you. Thank you for having me.   Laura Dugger:  (1:02:09 - 1:05:52) One more thing before you go. Have you heard the term gospel before?   It simply means good news. And I want to share the best news with you. But it starts with the bad news.   Every single one of us were born sinners, but Christ desires to rescue us from our sin, which is something we cannot do for ourselves. This means there is absolutely no chance we can make it to heaven on our own. So, for you and for me, it means we deserve death, and we can never pay back the sacrifice we owe to be saved.   We need a savior. But God loved us so much, he made a way for his only son to willingly die in our place as the perfect substitute. This gives us hope of life forever in right relationship with him.   That is good news. Jesus lived the perfect life we could never live and died in our place for our sin. This was God's plan to make a way to reconcile with us so that God can look at us and see Jesus.   We can be covered and justified through the work Jesus finished if we choose to receive what He has done for us. Romans 10:9 says, “That if you confess with your mouth Jesus is Lord and believe in your heart that God raised him from the dead, you will be saved.” So, would you pray with me now?   Heavenly Father, thank you for sending Jesus to take our place. I pray someone today right now is touched and chooses to turn their life over to you. Will you clearly guide them and help them take their next step in faith to declare you as Lord of their life?   We trust you to work and change lives now for eternity. In Jesus' name we pray. Amen.   If you prayed that prayer, you are declaring him for me, so me for him. You get the opportunity to live your life for him. And at this podcast, we're called The Savvy Sauce for a reason.   We want to give you practical tools to implement the knowledge you have learned. So, you ready to get started? First, tell someone.   Say it out loud. Get a Bible. The first day I made this decision, my parents took me to Barnes & Noble and let me choose my own Bible.   I selected the Quest NIV Bible, and I love it. You can start by reading the book of John. Also, get connected locally, which just means tell someone who's a part of a church in your community that you made a decision to follow Christ.   I'm assuming they will be thrilled to talk with you about further steps, such as going to church and getting connected to other believers to encourage you. We want to celebrate with you too, so feel free to leave a comment for us here if you did make a decision to follow Christ. We also have show notes included where you can read scripture that describes this process.   And finally, be encouraged. Luke 15:10 says, “In the same way I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.” The heavens are praising with you for your decision today.   And if you've already received this good news, I pray you have someone to share it with. You are loved and I look forward to meeting you here next time.

Higher education in the U.S. is facing a perfect storm: declining enrollments, rising skepticism about its value, and fierce competition for a shrinking pool of students. According to Gallup, confidence in higher ed has dropped sharply over the past decade—driven by concerns over cost, elitism, and relevance—though recent data shows a slight rebound tied to public perceptions of universities as engines of innovation. Against this backdrop, the battle for survival may hinge less on tradition and more on how institutions define, communicate, and live their brand.So, if higher ed is entering an era of brand warfare, what does it take for a college or university to win?On this episode of DisruptED, host Ron J. Stefanski sits down with Brandon Busteed, CEO of BrandEd, to explore whether branding has become the new curriculum for higher education. Their conversation spans the urgent need for differentiation, the role of public benefit narratives in restoring trust, and lessons from universities that have successfully reinvented themselves.Key takeaways from the episode…Differentiation is survival: Most colleges market themselves with the same language, but in a shrinking market, distinctive value propositions—like Northeastern's co-op model or Babson's focus on entrepreneurship—are critical.Language shapes perception: The terms colleges use to describe themselves—such as “liberal arts”—can be outdated or misunderstood. Reframing these in ways that highlight universal skills, career versatility, and durable learning can strengthen an institution's appeal and clarity of value.Brand is more than marketing: Successful institutions align their messaging with authentic values and deliver consistently on that promise, creating experiences that can't be replicated elsewhere.Brandon Busteed is a leading voice at the intersection of education and workforce development, with decades of experience building partnerships between universities, employers, and global brands. He currently serves as CEO of BrandEd, following senior leadership roles at Kaplan and Gallup, where he drove initiatives in learn–work innovation, higher education strategy, and public sector engagement. A seasoned entrepreneur and keynote speaker, Busteed has founded and led education-focused companies, served on national higher ed boards, and is recognized as a LinkedIn Top Voice for his insights on experiential, career-relevant learning.

Dan interviews Coach Mike Glavine from Northeastern Baseball. The discussion covers the team's achievements, including 17 shutouts and 49 wins, the role of senior leadership, and the impact of new and transfer players. Coach Glavine emphasizes the importance of a strong support staff and teamwork. They also talk about recruiting strategies, player development, and the balancing act between traditional coaching methods and new technologies. The episode concludes with a segment on baseball strategy, including the intentional walk, pitching changes, and the resurgence of small ball in modern baseball.   Topics 00:41 Recap of an Incredible Season 02:33 Challenges and Strategies 05:21 Coaching Staff Changes 07:47 Player Turnover and Recruitment 11:07 Recruiting Philosophy and Process 16:39 Summer Recruiting and Future Prospects 22:14 Navigating the Recruitment Process 23:18 The Competitive Landscape of New England College Baseball 24:39 The Impact of Pitcher Velocity and Injuries 28:57 Embracing Technology in Baseball Training 33:16 Three Up, Three Down: Baseball Strategy Discussion 44:22 Conclusion and Wrap-Up

When you grow up in a rural part of New England your dreams of being anything in the media or the arts become practical, shaped by geography as much or more so than talent. For someone who aspires to share their music with the masses, the thought of Hollywood or Nashville seems like a distant pinpoint on a map rather than a destination for the dream. The sobering fact is, not too many musicians from the Northeastern reaches of the United States have broken through to national success. For every James Taylor or Ray LaMontagne, the musical landscape is littered by artists who dreamed big but didn't quite make it past the county line. Ben Fuller grew up on his family's dairy farm in southern Vermont. He began singing when he was young on the farm but didn't play his first show until 2017, when he was 30 years old, at a small local bar. But that was enough to fuel his passion for more. Soon thereafter, he packed up everything he had and headed to Nashville, determined to make his mark on the music industry. Playing every live venue that would give him stage time, Fuller eventually caught the ear of Provident Entertainment, who signed him to a recording contract in 2022. The rest as they say is history. In the last three years, Fuller has racked up two Dove Awards, a KLOVE Award, 53 million streams of his single “If I Got Jesus”, and performances at the Grand Ole Opry and the CMA Festival. He has just released his second album, “Walk Through Fire”, that features a collaboration with multi-platinum selling artist Carrie Underwood on a song called “If It Was Up to Me”. Fuller joins us to chat about growing up on a rural dairy farm in rural Vermont, what inspired him to take the big leap to start his music career in Nashville, and a fateful dinner with hometown friends that changed his life forever.

It's YOUR time to #EdUpStay ahead of the conversation in higher ed. Get early, ad-free access & exclusive leadership content by supporting Elvin & Joe for only $5.99 a month. YOU can also donate or gift a subscription at edupexperience.comIn this episode, YOUR guest is Robert Towner, Associate Vice President, EDGE - Northeastern UniversityYOUR host is ⁠⁠Dr. Joe Sallustio  How does Northeastern's Edge unit break away from traditional academic silos to create interdisciplinary programs? What makes performance based admissions a game changer for corporate partnerships in higher ed? How is Edge transforming tuition reimbursement from uncontrolled spending into strategic talent management? Topics include:B2B talent management partnerships vs traditional articulation agreements Stackable credentials & digital upskilling hubs Prior learning assessment for working professionals Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Support the podcast trusted by higher ed leaders. Get early, ad-free access & exclusive leadership content by supporting Elvin & Joe for only $5.99 a month. YOU can also donate or gift a subscription at edupexperience.com

Regional Biologist Greg Heydeman (California Waterfowl Association) joins Jeff Smith and Carson Odegard for a deep look at habitat work and hunting realities in the high desert of Modoc, Klamath and Shasta Valley.In this conversation you'll learn:Why the 2025-26 season starts with optimism—heavy snowpack and strong water deliveries are putting more acres back under flood across the Northeast ZoneThe Butte Valley makeover—over 2,000 acres of former ditch water converted to managed seasonal wetlands and improved hunter accessPublic-first project strategy—roughly 80-85 percent of CWA habitat dollars in Greg's region go to state and federal areas, not private clubsHow ice drives every decision—from property acquisitions to draw systems, one hard freeze in early December can shut an entire ranch downNew migration quirks—summer-resident snow geese and specks are now common sights, underscoring shifting flyway patternsPull up a chair and hear how smart engineering, targeted grants and on-the-ground hunting experience combine to keep birds—and opportunity—on the landscape.

Third in the REWIND! series - where we re-release / revisit / reanimate old episodes for new listeners/viewers, or fans that want to take a stroll down memory lane and relisten to some old standout episodes of the Big Truth Podcast !  This Episode was originally released on August 4, 2020 In this episode, Truth talks with Chris Pittman – a Massachusetts based paranormal investigator, historian, amateur archaeologist, as well as vocalist for the punk band “Who Killed Spikey Jacket”.   Chris has a long history of studying UFO's (personally and with MUFON)  and paranormal phenomena.  He's known for his historical contributions to, and appearances on, the TV show “Ancient Aliens” as well as the documentary film, “The Bridgewater Triangle”.  He has also lectured extensively and contributed articles to numerous newspapers and publications as well as curated websites on his research. Currently Chris is focusing more on historical research as well as archaeology in the Northeast – particularly in regards to Native American sites and stone structures. The two discuss punk rock and the divisiveness in the scene nowadays – as well as general divisiveness in the country;  covid stuff; Chris's background in paranormal research – how he got into it, his experiences with it, and a real heavy discussion about the experiences that led to why Chris chose to stop actively investigating UFO's; regression analysis; negative experiences/encounters with non-human intelligences, bigfoot tie-ins, synchronicity, the Bridgewater Triangle and the strange phenomena there, and his current interests in regards to historical / colonial UFO cases as well as Northeastern archaeology/Native American sites.  For more info on Chris: IG: @amongthedeadcities / @fromantquity http://www.cellarwalls.com http://www.cellarwalls.com/ufo   As always, please hit the subscribe button if you like and support what we do! You'll get early access to new episodes! Also please leave a review!   Follow us on IG: @bigtruth TikTok: @bigtruthpodcast YouTube: @thebigtruthpodcast   For feedback, questions, sponsorship info contact: bigtruthpodcast@gmail.com For more info: http://www.bigtruthpodcast.com To support the show: http://www.patreon.com/bigtruth    The Big Truth Podcast is proudly sponsored by: - Choppahead Kustom Cycles (IG: @choppahead / www.choppahead.com) - Jeffrey Glassman Injury Attorneys ( www.jeffreyglassman.com )  IG: @gottagetglassman - Tattoo Flash Collective – www.tattooflashcollective.com – use promo code: BIGTRUTH for 10% off your order - Omerta (IG: @omertamia / www.omertamia.com) - use code: BIGTRUTH at checkout for 20% off your order! - Heavy (IG: @heavyclothing / www.heavy.bigcartel.com)  

In this episode of the Postural Respiration podcast I am joined by Cody Gillis, DPT, PRC, CSCS. Cody grew up in Boston, MA and earned his DPT from Northeastern University in 2017. It was during his time at Northeastern that he was introduced to PRI by the Strength and Performance staff their who had utilized various positional activities with their athletes. During this explorative track as a 3rd year DPT student Cody was pursuing his Strength & Conditioning certification and spending time with the performance team there. Cody admits to being skeptical at first regarding what he saw but wanted to learn more. During his two required 6 months clinicals Cody gained experience in a local orthopedic setting, but it was during his second rotation that he truly immersed himself. Moving to Hawaii and spending time learning from Randy Fukuji and the clinical cases at Fukuji & Lum in Honolulu produced a desire to dig even deeper. Cody recalls a specific patient that impacted him early on, who had tried everything and been everywhere, but was coming to the clinic solely to work through the Right Sidelying - Left Adductor Pullback technique because that one technique did more for the patient than anything else had. Once Cody heard this he knew it was time to take his first course.Almost immediately Cody was on a flight from Hawaii to New York for his first course, Postural Respiration. Over the following years Cody completed his additional coursework and became certified as part of the 2021 PRC Class. Out of all the coursework he has completed, Cody credits Impingement & Instability and the concepts therein, for providing him the link to a more neurological mindset which has shaped his practice ever since. After spending many years learning and treating at Fukuji & Lum in Hawaii, Cody's desire to spend more one on one time with individual clients, led him to create Respire, initially as a personal training and coaching opportunity in his spare time. After getting married and moving back to the mainland Cody opened his Respire Physiotherapy doors, offering all encompassing care in Santa Barbara and Monterey California.Cody has a strong interest in interdisciplinary care and has attended numerous conferences with other disciplines including joining the PRI community at past AAPMD meetings among others. Most recently Cody's desire to understand and communicate with other disciplines, led him to undergo a PRI Mini Residency at the Hruska Clinic.  We discuss his time here and what offering an integrative treatment plan looks like for him as he navigates building relationships with other professionals and offering patients holistic care via those relationships. Cody has a passion for being on, in, or near the water and he looks forward to working with more individuals in the surfing community as well as pursuing more knowledge and the autonomic regulation required of the sport of Free Diving and those who do it.

In part two of this NorthEastern Hunter Showcase, Chris and Matty B dive deeper into the world of hunting, sharing personal stories and expert insights on choosing and maintaining hunting equipment. Matty B, a seasoned hunter, discusses his experiences with various bows, emphasizing the importance of reliability and familiarity with one's gear. The conversation highlights the significance of building relationships with local shops for support and advice, ensuring hunters are well-prepared for any situation. Chris and Matty also explore the nuances of hunting strategies, from scouting and setting up stands to understanding deer behavior and adapting to different terrains.The episode further delves into the emotional aspects of hunting, such as dealing with buck fever and the adrenaline rush of spotting a target. Matty B shares his approach to staying calm and focused, drawing parallels between his training as a police officer and his hunting practices. The discussion also touches on the importance of patience and learning from each hunt, whether successful or not. Listeners will gain valuable insights into the mindset and preparation required for a rewarding hunting experience, making this episode a must-listen for both novice and experienced hunters. Takeaways The importance of choosing reliable and familiar hunting equipment to ensure success in the field. Building relationships with local shops can provide valuable support and advice for hunters. Understanding deer behavior and adapting hunting strategies to different terrains is crucial. The significance of patience and learning from each hunt, regardless of the outcome. Techniques for managing buck fever and staying calm during critical moments. The role of scouting and setting up stands in strategic locations to increase hunting success. The value of regular maintenance and proper storage to extend the life of hunting gear. Insights into the emotional aspects of hunting, including the adrenaline rush and excitement. The benefits of practicing different shooting scenarios to prepare for unexpected situations. Emphasizing the importance of ethical hunting practices and making informed decisions. VitalizeSeed.Com RackGetterScents.Net Firenock.com WingAndTailOutdoors.Com https://nestedtreestands.com/WT10  Discount Code WT10 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we sit down with Northeastern Junior College Head Baseball Coach Andrew Kachel. Recent notables include a 35-25 overall record, best in school history, and secured the 2025 Region IX Championship. Coach Kachel shares his journey from standout catcher to program-builder, recounting stops across the country and the mentors who shaped his path. We discuss how ArmCare and Crossover Symmetry transformed NJC's approach to arm health and training. We also discuss the impact of player buy-in and culture on sustained success, including a story about one pitcher who refused to leave the mound until he hit his ArmCare-approved pitch count. You can follow Coach Kachel on X at https://x.com/coachkachel18 Be sure to subscribe for more insights from the frontlines of baseball development.

In this installment of the NorthEastern Hunter Snapshots, Matt Buttermark shares his journey into the world of hunting, starting from a young age and evolving into a passionate hunter. He discusses the importance of learning from experienced mentors, the challenges of hunting in New Jersey, and the role of technology like trail cameras in modern hunting. Matt recounts his experiences with a notable buck, emphasizing the significance of scouting and understanding deer behavior. He also shares insights on baiting, hunting strategies, and the importance of building relationships with landowners for hunting permissions. In this conversation, Mattybutts_outdoors shares his experiences and insights on hunting, focusing on the importance of communication with landowners, the challenges of gaining hunting permissions, and the impact of social media on hunting culture. He discusses the balance between hunting and family life, especially as a new father, and reflects on the changing perceptions of hunting in society. The conversation emphasizes the need for understanding and respect in the hunting community, as well as the importance of fostering relationships with landowners to create a positive hunting experience. Takeaways Matt Buttermark shares his journey into hunting, starting at a young age. He emphasizes the importance of learning from experienced hunters. Scouting and understanding deer behavior are crucial for successful hunting. Baiting can increase chances of success, but it's still hunting. New Jersey presents unique challenges for hunters due to urbanization. Trail cameras provide valuable insights into deer activity and behavior. Matt recounts his experiences with a notable buck he tracked over the years. Hunting strategies should adapt to the environment and deer patterns. The hunting community is supportive and shares a passion for the outdoors.  Bow hunting is a personal choice and can be explained to landowners. Educating others about hunting can change perceptions. Building rapport with landowners is crucial for hunting permissions. Having a resume can help in gaining hunting access. Persistence pays off when seeking hunting spots. Insurance can alleviate landowner concerns about liability. Fatherhood changes the dynamics of hunting time. Social media influences hunting expectations and perceptions. New hunters should be encouraged regardless of the size of their harvest. The hunting community needs to support each other and foster new relationships. Show Our Supporters Some love! VitalizeSeed.Com RackGetterScents.Net Firenock.com WingAndTailOutdoors.Com https://nestedtreestands.com/WT10  Discount Code WT10 Learn more about your ad choices. Visit megaphone.fm/adchoices

Et si la matière qui fait battre le cœur de nos ordinateurs et de nos smartphones vivait ses dernières heures ? Depuis des décennies, le silicium règne sans partage sur le monde numérique. C'est lui qui a permis l'essor fulgurant des technologies de l'information. Mais aujourd'hui, ce matériau atteint ses limites. Les transistors gravés à l'échelle du nanomètre chauffent, ralentissent, et deviennent de plus en plus instables. Le modèle touche à saturation.Alors, vers quoi se tourner ? Une étude américaine publiée fin juin dans Nature Physics nous propose un début de réponse. L'équipe du professeur Gregory Fiete, à l'université Northeastern de Boston, a réussi ce que beaucoup pensaient impossible : contrôler, à température ambiante, le comportement d'un matériau quantique, le 1T-TaS₂, pour le faire passer à volonté d'un état conducteur à un état isolant. Autrement dit, ce cristal peut devenir un interrupteur à lui tout seul, sans recourir à des milliards de transistors. Mieux : il peut basculer d'un état à l'autre en un éclair, grâce à une impulsion lumineuse ou thermique. Un changement de phase ultra-rapide, réversible… et potentiellement exploitable pour créer des circuits mille fois plus rapides que nos actuelles puces au silicium.Jusqu'ici, ce genre de prouesse n'était possible qu'à des températures cryogéniques — proches du zéro absolu. Pas franchement pratique pour nos smartphones. Mais les chercheurs américains ont trouvé un moyen de stabiliser le matériau à température ambiante, via une technique appelée thermal quenching : un protocole précis de chauffage et de refroidissement qui « fige » le matériau dans l'état désiré. Alors, est-ce la fin du silicium ? Pas si vite. Ce n'est encore qu'un exploit de laboratoire, aucun composant à base de 1T-TaS₂ n'est prêt à équiper nos appareils. Mais c'est une preuve que l'électronique post-silicium est envisageable. Et peut-être que, comme dans les années 1950 pour le silicium, tout commencera dans un labo, avec un cristal et un peu de lumière. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

In this mostly solo episode, Emily shares how to manage lump sum fellowship income with respect to your budget, cash flow, and bank account structure. Grad students and postdocs struggle to manage their money when they are paid less frequently than monthly, such as once per term or once per year. This lump sum income occurs for some fellowship recipients, though it's not a common set-up. In the first half of this episode, Emily presents her suggested system for managing this type of income with respect to your bank account structure, budget, and cash flow. In the second half of this episode, Emily interviews Shalom Fadullon, a grad student at Northeastern who receives this type of income, on how she implemented Emily's system in her financial life.

In this episode, Dr. Lindsay Jamieson, Teaching Professor and Associate Dean of Teaching Faculty for Northeastern's Khoury College, shares her journey from a small liberal arts college to being Associate Dean of Teaching Faculty. We discuss what teaching-focused careers entail, how to assess positions, and what support and growth look like in these roles. Lindsay offers advice for making career shifts and reminds us that it's always okay to change course if your current job doesn't fit. See the transcript on the website (https://csedpodcast.org/blog/s4e11_teaching_faculty_careers/)

In episode #81, we shared 25 more songs talking about Brazilian places in their lyrics, this time centred in the Northeast. We traveled to Bahia with Dorival Caymmi, João Gilberto, Novos Baianos, and more. Then we moved to Luiz Gonzaga's Pernambuco, and Jackson do Pandeiro's Paraíba, and all the other Northeastern states. Djavan sings about Alagoas, Alcione praises Maranhão, and Fagner pays homage to his Ceará. Check the ⁠Translationsmith ⁠for lyrics translations.Follow our playlist 'A Trip to Brazil' on Spotify.Follow our playlist Brazuca Sounds Soundtrack on Spotify.

Dan is joined by newly appointed Brown University baseball coach Frank Holbrook to discuss the whirlwind process of his recent hiring, transitioning from his previous role at Northeastern University, and his vision for the future of Brown's baseball program. Holbrook shares insights into the recruiting landscape, the development of facilities, and his coaching philosophy, emphasizing a dynamic and relentless playing style. He also highlights the support and encouragement from his former colleagues at Northeastern and provides a sneak peek into the aggressive approach Brown will undertake to build a robust and competitive team.   Topics 00:27 Frank Holbrook's Hiring Process 02:06 Coaching Journey: From Wheaton to Northeastern 08:33 Recruiting Philosophy and Strategy at Brown 10:01 Building a Coaching Staff 15:37 Future Plans and Vision for Brown Baseball 27:55 Conclusion and Farewell

Most real estate classes require a lot of hands-on daily management that makes or breaks the success of the investments. Nowhere is this more true than multifamily apartment communities. When you're dealing with tenants 24/7, there's always things that need prompt attention.  Ryan Weiss, Principal Broker and Managing Partner at Blue Door Living, has gone from managing 40 units to over 700 units in the past five years and has gotten his clients by word-of-mouth. Ryan is based in Manchester, New Hampshire, an under-supplied market an hour north of Boston. New Hampshire is growing as transplants move there from more expensive Northeastern cities.

CheloniaCast is joined by Michela Coury, Freshwater Turtle Biologist for the Massachusetts Department of Fish and Game and all-around turtle biologist and researcher. Michela did her master's thesis on Spotted Turtle ecology and movement and has vast field experience with various other North American turtle species. In her current position with the Massachusetts Department of Fish and Game she is tasked with protecting the state's turtle populations through habitat management, fieldwork, data collection/analysis, and outreach. The conversation dives into Michela's upbringing into turtles, experiences in the field and the many rewarding aspects of the world of turtle conservation. There is also much discussion about Spotted Turtle home range, the use of R in spatial analysis, and some wild fieldwork stories. Check out the podcast that Michela co-hosts, the Field Stories Podcast, here: https://www.youtube.com/@FieldStories.podcast Be sure to follow Michela's Instagram to follow along with her adventures saving turtles and biodiversity: https://www.instagram.com/michiganbiologist/?hl=en Learn more about the CheloniaCast Podcast here: https://theturtleroom.org/cheloniacast/ Learn more about the CheloniaCast Podcast Fund here: https://theturtleroom.org/project/cheloniacast-podcast/ Follow the CheloniaCast Podcast on Instagram/Facebook/Twitter @cheloniacast Host and production crew social media - Jason Wills - @chelonian.carter / Michael Skibsted - @michael.skibstedd / Jack Thompson - @jack_reptile_naturalist_302 / Ken Wang - @americanmamushi / Wyatt Keil - @wyatts_wildlife_photography / Paul Cuneo - @paul_turtle_conservation42 / Alex Mione - @alex.mione / Ethan Hancock - @ethankinosternonlover / Torsten Watkins - @t_0_.e

Kate Roncarati Paul is the head coach of the Northeastern University Equestrian Team and has led an IEA team since 2018—both heading to nationals this year. She began as a working student and competed primarily on the local circuit before studying equine science at Mount Ida College, where she captained the IHSA team. After college, she worked under her former coach, Julie Chandler (Kelly), and returned to Massachusetts in 2017 to rejoin her at Cranberry Acres in Marshfield, MA—now home to both her teams. This year marks a milestone, with Northeastern making its first-ever appearance at IHSA Nationals.

David Carlos, head of the nonprofit, education and government practice at JLL, reports that some U.S. colleges and universities, in search of revenue, are selling properties, while others — such as Northeastern and Vanderbilt — have made moves to expand their campuses. (06/2025)

David Carlos, head of the nonprofit, education and government practice at JLL, reports that some U.S. colleges and universities, in search of revenue, are selling properties, while others — such as Northeastern and Vanderbilt — have made moves to expand their campuses. (06/2025)

David Carlos, head of the nonprofit, education and government practice at JLL, reports that some U.S. colleges and universities, in search of revenue, are selling properties, while others — such as Northeastern and Vanderbilt — have made moves to expand their campuses. (06/2025)

WBUR's Anthony Brooks reports that the political leaders shared how the president's actions have damaged economies on both sides of the border.

Today: A new report shows how, throughout its history, Massachusetts failed thousands of disabled residents living in institutions, and then tried to cover their tracks with bureaucratic stonewalling decades later.GBH's Megan Smith joins alongside Alex Green, vice-chair of the commission behind this report. And, naturalist Sy Montgomery is back to talk about axolotls, as researchers at Northeastern look into whether humans could ever tap into their secrets around limb regeneration.

Researchers partially funded by the NIEHS Superfund Research Program (SRP) designed a scaled-up electrochemical system that combines electricity with the mineral pyrite, a mineral commonly found in the environment, to continuously remove organic and heavy metal contaminants from groundwater for a year. The study was led by Akram Alshawabkeh, Ph.D., from the Northeastern University SRP Center, and Kitae Baek, Ph.D., from Jeonbuk National University in Korea.

On this episode of the podcast, I visited with Northeastern hockey's Ben Weiss. We discussed Ben's history with the program, Matthews Arena and its impending closure, and other fun topics concerning Northeastern hockey.

Jennie Liss Ohayon, PhD, Impacts of California's Proposition 65 Dr. Jennie Liss Ohayon is a Research Scientist at Silent Spring Institute, specializing in environmental policy, community-engaged research, and environmental justice. She is currently working on projects to report back to study participants and community partners in the U.S. and Chile their exposures to endocrine disrupting chemicals. She also researches the emergence of scientific and activist concerns around industrial chemicals with Northeastern's PFAS lab, and, in collaboration with co-investigators at the University of California, Berkeley, is evaluating the effectiveness of California-based legislation that aims to reduce or eliminate exposures to toxic substances. With the support of the Massachusetts Toxic Use Reduction Institute, she recently partnered with high schools across the state to translate environmental health research into hands-on curriculum that helps students reduce toxic exposures. She works with the Environmental Data and Governance Initiative, a network formed to address threats to federal environmental policy and data, to track changes to EPA's structure and science production. Dr. Ohayon completed her PhD at the University of California, Santa Cruz researching the remediation of toxic waste in military Superfund sites. With research support from the EPA's Science to Achieve Results fellowship and the National Science Foundation, she did fieldwork to evaluate how policy around public participation and environmental justice is translated into cleanup programs. She also used data from all military Superfund sites for quantitative and spatial analyses of how factors such as the race and class demographics of surrounding neighborhoods contribute to how quickly sites are remediated. During this time, she created an interactive curriculum in environmental sciences for high school students that are disproportionately affected by environmental problems and who come from communities that are underrepresented in the field of environmental science. Prior to beginning her PhD, Dr. Ohayon worked in two conservation biology laboratories and led education and recreation programs for children in low-income housing. She received her bachelor's degree from the University of Toronto, with majors in biology and political science. In her free time, she enjoys traveling (she's explored six continents) and various food-related pursuits—gardening, canning, and of course eating delicious vegetarian food! Links mentioned in the podcast: Chemical Exposure Warnings (Proposition 65 Warnings) California Told Companies to Label Toxic Chemicals. Instead They're Quietly Dropping Them How a Right-to-Know Law Shifts Industry away from Chemicals of Concern: The Case of California's Proposition 65 The Office of Environmental Health Hazard Assessment (OEHHA) Silent Spring's tips (including tip sheets and our Detox Me app)

Presented by StrangeBrew Coffeehouse and Cannon Ford of Starkville - Bulldogs have their back against the wall in the Tallahassee Regional.

Presented by Pip Printing, TraxPlus, and Mississippi Farm Bureau - The Bulldogs use early big innings; ride good pitching from Davis and McPherson to opening round win.

Presented by TraxPlus, Heartland Catfish, and Maroon & Co - State will start RHP Ben Davis in tonight's opening round game.

Mississippi State will take on Northeastern on Friday in the first game of the NCAA regional for either team.Support this podcast at — https://redcircle.com/the-boneyard/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Florida State, behind ace and potential No. 1 overall pick Jamie Arnold, makes the Seminoles a tough out in their home park. FSU has other good starting options in Joey Volini and Ole Miss transfer Wes Mendes, and a power-laden lineup with another future high MLB pick in Alex Lodise, plus Max Williams, Drew Faurot and Myles Bailey. Northeastern, at 48-9, enters on a 27-game winning streak, last having lost on March 22 to Towson. Coach Mike Glavine's offense is led by pro prospect Cam Maldonado and a pitching staff of Alvin Cabral, Jordan Gottesman, Will Jones, Charlie Walker, Brett Dunham and crew led Northeastern to a nation's best 2.92 ERA. Mississippi State caught fire late after the dismissal of coach Chris Lemonis, thanks to a red-hot last month from third baseman Ace Reese. The Bulldogs' pitching staff, led by Pico Kohn, Evan Siary, Ryan McPherson, Nate Williams and others, caught fire late, too. Can the Bulldogs find consistency and enough defense to get through a tough regional? Bethune Cookman's lineup, paced by Andrey Martinez, smacked 84 home runs and stole 128 bases in getting the SWAC's automatic bid by winning the league tournament.

Presented by Pip Printing and Heartland Catfish - Northeastern brings a 27-game winning streak into Friday's game against Mississippi State. A look into the keys for the Bulldogs as they look to win on the opening day of the Tallahassee Regional.

On Wednesday's edition of the Osceola's Seminole Sidelines, Patrick Burnham and Eric Luallen give their thoughts on Florida State baseball and the Tallahassee Regional that begins on Friday. Luallen gives his thoughts on the Seminoles' pitching options for the weekend as well as Friday's opponent, Bethune-Cookman, and Mississippi State and Northeastern. Thanks to Seminole Sidelines' sponsors: Alumni Hall and Mowrey Law Firm. Sign up for free, daily emails on FSU athletics from the Osceola

Mississippi State baseball is back in the postseason and lands at a familiar regional destination. We talk their draw in the Tallahassee Regional and matchups with Northeastern and, potentially, FSU.

Presented by StrangeBrew Coffeehouse and Maroon & Company - State will face Northeastern on Friday in Tallahassee.

On Monday's edition of the Osceola's Seminole Sidelines, Curt Weiler and Bob Ferrante give their first thoughts on FSU baseball earning the No. 9 national seed. The Seminoles will host Mississippi State, Northeastern and Bethune-Cookman in a regional that begins on Friday. Curt discusses what Link Jarrett, Drew Faurot and Gage Harrelson said after Monday's gathering at Bowden's to watch the selection show. We also reflect on our first impressions of the three teams that are coming to Tallahassee. Last, we wrap up by discussing the ACC picking up nine teams (Miami is in, Virginia and Notre Dame are out). Thanks to Seminole Sidelines' sponsors: Alumni Hall and Mowrey Law Firm.  

For the fifth time in program post-season history Mississippi State starts NCAA Tournament play in the Tallahassee Regional. The previous four trips have produced championships in 2007 and 2018, with both clubs advancing ultimately to the College World Series. The Diamond Dogs face runaway CAA champs Northeastern, while #9 national seed Florida State faces Bethune-Cookman. The regional is paired with the Corvallis tournament and #8 seed Oregon State.

Collin Metcalf joins the Terps after three seasons at Northeastern. As a junior he averaged 4 points, 5 rebounds, and 2.4 blocks and made the 2025 CAA All-Defensive Team. Metcalf jumped on Fear the Podcast to talk about his recruitment, what drew him to Maryland, his shot-blocking prowess, his overall game, what he needs to work on, and what he's into off the court. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Reinforcements are arriving to help fight several wildfires burning in northeastern Minnesota that have scorched about 58 square miles and destroyed dozens of homes, an area about the size of Minneapolis. The fires are still zero percent contained. Dan Kraker spoke to fire crews, those affected by the wildfires and volunteer efforts to take care of them.

2024-25 CAA Coach of the Year, Pat Skerry, joins this week's episode of ​⁠. When Pat Skerry was hired at ​⁠ in 2011, the program had 15 straight losing seasons. Now, Skerry has led the basketball team to four straight 20+ win seasons. The 2024-25 season was special for the Towson men's basketball team. On top of having the coach of the year, Towson won the CAA regular season championship for the second time in four years. Tyler Tejada was also named the CAA Player of the Year. Skerry has been a longtime coach including stops at Pittsburgh, Providence, Rhode Island, Charleston, and current league competitors William & Mary and Northeastern. Skerry also was a top Division 3 player playing for Tufts University. Hear about Towson's 2025-26 roster, what has went into Towson's recent success, and some of his thoughts regarding the NCAA basketball landscape. This episode is available wherever you listen to your podcasts. Make sure to subscribe to the podcasts YouTube channel ​⁠ for more sports content. Enjoy the episode!Sneak Peak- 00:00-00:37NBA Playoffs Round 2 Discussion- 00:37-06:38Intro- 06:38-14:38Offseason Workouts, NABC Basketball Clinics, Learning from Other Coaches- 14:38-18:19Transfer Portal Philosophy, Paying Players- 18:19-22:16Towson MBB 2024-25 Year, 2025-26 Roster, Gauging Success- 22:16-28:48Recruiting in the DMV, What Separates Towson from DMV Schools- 28:48-32:27Critiquing the NET/NCAA Basketball Committee- 32:27-35:39Coming into a Program with 15 Straight Losing Seasons, Coaching Nick Timberlake, Player Development- 35:39-42:47Playing Style Impact on Coaching Career, NESCAC History, Getting Stamped in D1- 42:47-47:49Break- 47:49-47:59Coaching Tyler Tejada, Getting Tyler & Dylan Williamson to Return to Towson, Getting Players to the Next Level- 47:49-56:52Advice to Coaches Trying to Maintain Success, Coaches Partnering Forward Program- 56:52-01:03:24Rapid Fire (Best Jerseys in CBB, Favorite CAA Arena, Statement for Mid Major Basketball)- 01:03:24-01:05:09Starting 5: Hardest Working Players- 01:05:09-01:07:14Outro- 01:07:14-01:07:51

What if your well-intentioned leadership style is holding your team back? Kevin sits down with Sabina Nawaz to discuss the illusion of "bad bosses," the myth of singular authenticity, and the impact of pressure on leadership behaviors. Sabina introduces the idea that it's pressure, not power, that corrupts and outlines the three primary pressure pitfalls leaders fall into: controlling, abdicating, and automating. They talk about why delegation often fails and how unexamined internal “hungers” sabotage our best efforts and intentions, as ell as how leaders can learn to shift their identity to better serve their teams. Listen For 00:00 Introduction and Episode Overview 00:37 Join the Community Live on Facebook/LinkedIn 01:28 About Flexible Leadership (Book Promo) 02:22 Meet Sabina Nawaz 03:04 Sabina's Career Journey and Background 03:56 Becoming a “Bad Boss” After Parental Leave 05:49 Are There Really Bad Bosses? 06:48 Pressure vs. Power What Really Corrupts? 07:41 Myth of Singular Authenticity 09:08 Identity and the Limits of Authenticity 10:41 Promotion and the Danger of Strengths 11:44 The Power Gap in Leadership 13:01 Understanding the Impact of Your Authority 15:36 Pressure Pitfalls Overview 16:27 Pitfall 1 Unmet Hungers 17:43 The Trap of Needing Approval 18:40 Sole Provider Syndrome 20:22 Pitfall 2 Abdicating Responsibility 21:51 The Delegation Mistake Most Leaders Make 23:32 Abdication vs. True Delegation 24:01 Sabina's Self-Diagnostic Questions 25:28 Avoiding the “Yeah, But” Trap 26:27 Communication Fault Lines Just Shut Up 27:56 The Power of Listening in Leadership 29:01 Every Action Has a Reaction 30:10 Sabina's Personal Interests and Books She's Reading 32:10 Where to Connect with Sabina and Get the Book 32:52 Final Leadership Challenge and Episode Wrap-Up  Sabina's Story: Sabina Nawaz is the author of You're the Boss: Become the Manager You Want to Be (and Others Need). She is an elite executive coach who advises C-level executives and teams at Fortune 500 corporations, government agencies, nonprofits, and academic institutions around the world. Sabina routinely gives speeches each year and teaches faculty at Northeastern and Drexel Universities. During her fourteen-year tenure at Microsoft, she went from managing software development teams to leading the company's executive development and succession planning efforts for over 11,000 managers and nearly a thousand executives, advising Bill Gates and Steve Ballmer directly. She has written for and been featured in Harvard Business Review, Wall Street Journal, and Forbes. This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations You're the Boss: Become the Manager You Want to Be (and Others Need) by Sabina Nawaz Autumn: A Novel (Seasonal Quartet) by Ali Smith Martyr!: A Novel by Kaveh Akbar The Founder's Dilemmas: Anticipating and Avoiding the Pitfalls That Can Sink a Startup by Noam Wasserman Like this? Becoming the New Boss with Naphtali Hoff Becoming a Successful Manager with Lisa Haneberg Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes    Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP