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Chuck E. Cheese's Melissa McLeanas joins hosts Damian Fowler and Ilyse Liffreing on The Current Podcast to discuss how Chuck E. Cheese is leveraging its iconic IP for the streaming era, what advertisers are excited about and more. Episode TranscriptPlease note, this transcript  may contain minor inconsistencies compared to the episode audio.Damian Fowler (00:00):I'm Damian FowlerIlyse Liffreing (00:01):And I'm Ilyse Liffreing,Damian Fowler (00:02):And welcome to this edition of The Current Podcast.Ilyse Liffreing (00:09):This week we're thrilled to be joined by Melissa McLeanas, Vice President of Global Media Licensing and Entertainment at Chuck E. Cheese.Damian Fowler (00:18):For people who grew up in the us, Chuck E. Cheese means childhood birthday parties. It's long been a go-to destination for pizza games and the giant mouse that knows every kid's name.Ilyse Liffreing (00:29):In short, it's a pop culture icon with over 500 worldwide venues. But under Melissa's leadership, the brand is leveling up by launching the CEC Media Network in partnership with programmatic platform future. Today,Damian Fowler (00:42):It's a big move that signals a shift from just a physical play space to a full on entertainment platform, think digital storytelling in store screens, branded content and advertising that actually fits into the family experience.Ilyse Liffreing (00:57):We're going to jump in and talk about why in venue media might just be the next big driver of customer loyalty and growth.Damian Fowler (01:07):Chuck E. Cheese is such a nostalgic brand, especially in the United States, but here you are launching a full media network, which is a kind of big new chapter for you. Can you walk us through the vision and the strategy behind the CEC Media network and what is bringing it to life?Melissa McLeanas (01:26):Absolutely. First of all, thank you so much for having me. It is an incredibly exciting time at CEC Entertainment. Then Chuck Cheese, I would say it's a bold new chapter for the company and the Media network is really just a piece of that. The brand has been going through an incredible transformation over the last few years, and really at the heart of that is the vision to establish this brand as a global leader in entertainment. Now, I say that, but it's really reestablished the brand in entertainment. Chuck E. Cheese was born in entertainment. I don't know if you know, but the E in Chuck E. Cheese stands for entertainment. And really when you think back to where we started, we were a leader and really established the category of EAT entertainment. And as that space has evolved and family entertainment centers have really taken that center stage, we've continued to be a leader and an innovator in that space.(02:14):But a few years ago, I would say we probably hit a wall and it was a little bit tired. The bones were good as they would say, but it was really time for a reset and bringing a new leadership team to the forefront with a new background and experience in entertainment. We established several different strategic objectives, one of them being the division that I lead, and that's media licensing and entertainment. So really very simply put, the mission is to really drive incremental value and revenue for the company in a new way. So all US locations, we've invested over 350 million back into the business, a capital investment, and I'm happy to say that right now at this point we've completed the US all US locations, so just under 500, no small feat, and we're about to finish our own Canada locations as well. And what this looks like is cosmetically update to the interior and the exterior, a revamp of menu, all new games, and that entertainment package now features a large video wall. And then of course our character program.Damian Fowler (03:16):That's a lot right there. It's almost like you've had a complete perception shift in terms of what you're doing. It sounds like you are a channel in and of your own right and media channel. You mentioned out of home, but there's also CTV on all those points. This is a kind of multistream content strategy. And could you just talk a little bit more about how that will ultimately reach all of these consumers and how it'll deepen engagement, I guess, for families who go to all these different venues in the US and around the world?Melissa McLeanas (03:50):So yeah, that's a great point. So I guess let me step back and actually talk about what that content looks like. Within our fund centers, we have entertainment programming, let's call it a 90 minute loop, and it consists primarily of entertainment, content, family friendly entertainment content. Of all these initiatives, obviously the first and foremost most important thing for us is to make sure that we're delivering an amazing experience for our guests. And so that content must do that. It has to be relevant for our families, it has to be engaging, and it really has to convey everything that our brand stands for. So that's a mix of our own original content. So I talked about that, the library. And so we continue to create new content and then we pull from our library of content. So we really look for things that are a little young, but it has to be appealing to an older guest.(04:37):At the same time, there can be aspirational content, so maybe some of our 10 year olds and 12 year olds are there with younger siblings, and then you got your parents. So there's a lot of opportunity there. The other thing that digital screens in this update to programming does is it allows us to do regular seasonal updates. And I think that's also really important, especially as we're growing programs like our membership program, our past program, we've got some repeat visitation, we're consistently updating and keeping that fresh throughout the year. Now as part of that, there's a lot of partner opportunities. And so for our entertainment partners, like I said, you can get the latest clips from your newest release for some of the newer content creators. We've got an active captive audience sitting right there paying attention to those screens, and we've created an environment where they're tuning into those screens. And so bringing our characters, since we do all of that content ourselves and working with other content creators to create some co-branded content, there's a lot of different ways for partners to really be a part of that entertainment experience.Ilyse Liffreing (05:38):Now I know it's early days too, but perhaps you can talk about some of those partnerships that you have going on with needy buyers and national advertisers and then how important the media network is to Chuck E. Cheese's broader business evolution.Melissa McLeanas (05:54):Absolutely. I'll actually take that moment to do a quick and talk more specifically on the advertising opportunity. I think a lot of what we're doing with the content and the characters is incredibly exciting, but it's also a really exciting time in the digital out of home and out of home space. So if you look at other venue operators and retailers, they're debuting these owned media networks. And so we've really took a page out of their book and we said, Hey, we've got this updated experience, we have this traffic. How do we really bring this to partners in a big way? And so on the, I would say the tech solutions side, we've had some really strong relationships with Panasonic so that we've got media players in advertising solutions that are going to support the various types of advertisers locally, regionally, nationally. And then we most recently have a relationship with Vista Media, so we were able to integrate their supply side platform directly into that CMS.(06:44):So that gives us access to a wide array of advertisers, and they're coming straight through programmatic, so turnkey solution for those who are buying programmatic space. So we're seeing a lot of advertisers come through there. And then we've got some more strategic relationships in the entertainment space. Kids BOP is one of those. They've been a partner for many, many years. And in addition to some of the entertainment content, they've really leveraged these screens to advertise tours to localize and talk specifically to upcoming tours at a specific venue ahead of that. We've worked with the Harlem Globetrotters to do the same, and then we have a various CPG toy, again, family appropriate, parent appropriate that are really taking advantage of those screens. And then of course we're talking out of home, but I don't want to forget too that we also announced a partnership with Future Today.(07:33):And so in addition to having this opportunity around content in our venues, we also have this content online. So we've had a lot of this on YouTube and YouTube kids. We actually started putting our content there in 2012 and have been doing so in a more meaningful way in the past few years. And with this new relationship with Future Today, a leader in the CTV space, not only are we getting content on their Happy Kids channel and their network alongside the co melons and the Paw trolls, but in the future we're working towards launching our own streaming network. So Chuck E. Cheese branded Fast Channel, so ad supported, but again, leaning into the content and the IP and engaging those guests and those fans and then offering that opportunity to brand safe and family friendly advertisers.Ilyse Liffreing (08:17):I know Chuck E. Cheese has traditionally been mostly about the physical experience before all of this. I remember going there as a kid, my dad brought us there all the time growing up, and obviously that part of the business is not dying down at all. I'm curious how many screens you have at each of the 500 plus venues that will be part of this network.Melissa McLeanas (08:41):So every location has a video wall, and that's going to be the focal point of when you walk into Chuck E. Cheese and it's incredibly important. You really can see that almost anywhere in most locations. Every one of our locations is unique, they're like children. They vary in size and layout, but really that video wall is huge. And then screens and the number of screens is going to depend on that layout and how big the location is. So it can be anywhere from six to 15 to 18 in some of our larger locations. So it's done strategically to make sure that there's visibility no matter where you are. And then audio isn't tied to those screens, so audio is just piped uniformly throughout the entire locations.Ilyse Liffreing (09:21):Besides those giant screens, are there any other ways you guys are blending that physical presence within the new digital touchpoints that you're bringing?Melissa McLeanas (09:30):So like I said, the character program is, I mean the epitome of the live physical experience. And so we really try to find a balance between how we take the digital parts of our brand and our entertainment and balance that with the interactive and the physical. So when the character, when Chucky comes out, whether it be for a birthday or for a dance, there's also supporting content on the screen that really help families follow along, be able to follow and interact with their parents and their friends and all of that. So we want to make sure it's on an interactive dance floor. So there's a lot of different ways to bring that to life. We also just recently launched a STEAM program, and so that is rooted in the media that you see on those screens, but then as part of that curriculum, those kids go off into the game rooms and they're playing with the games and they're doing all the different tasks that they've learned.(10:21):We did that in partnership with stem.org and then just digitally throughout the locations, our menu boards are all digital now. We've done some tremendous and deep upgrades in terms of innovation and technology, so no more tickets, which some people get sad about because that visual of having that bucket of tickets feels so iconic. But etickets are far more efficient for families that are trying to get through the price counter and out the door. So we've got Etic, we've got Play Pass, no more tokens, the menu boards, the games. We're really leaning into digital. It makes us more efficient when we need to make changes. We think about testing menu items in certain local and regional rollouts that's all supported digitally. It's far easier to make those updates on the backside than it is to roll out new point of sale and printed materials. And so we're looking for those digital opportunities throughoutIlyse Liffreing (11:11):Life. Things are certainly changing.Damian Fowler (11:12):They really are. Let's talk a little bit about some of the takeaways from all of these innovations. Now, let's say you're a family, you've been exposed to the video wall and the games room and you go home. How is this exposure being measured across the network, if you like?Melissa McLeanas (11:28):Yes, feedback is everything. We actually have a really active fan base and we do have guests who are reaching out to give us feedback. We have an in-house insights team and we have regular surveys, and then they're asking questions across every element of Chuck E. Cheese because we want to make sure that we're understanding as we update and introduce new exactly what's working, what's not and what can be better and happy to, the screens in the entertainment continues to have a really positive score. A very high guest are seeing it, they're tuning in and they love the entertainment. And so we'll continue to watch that. And when it comes to the advertising campaigns, from a measurement perspective, we're working with companies like Place their AI and an IMP purview to measure the impressions through our door as well as impressions against our screens, both being well-recognized auditors, if you will, in that space.(12:20):We don't sell tickets, so that's important to make sure that when we do these campaigns we can accurately say this is how many folks we're actually exposed to those screens. And then as we continue to work with our partners, and then I think this is something you'll see, especially in the digital out of home space, it's constantly evolving. And so for us it's really important to work with partners on their campaigns and understand those KPIs because we are a unique platform and the guests are engaging with these screens maybe differently than they might and screens out in a different venue. And so we want to make sure that the content that we're delivering, one, again, great guest experience and it's appropriate for our families, but two, it's achieving what our partners are looking to do with these campaigns.Ilyse Liffreing (13:04):So you've spoken about how Chuck E. Cheese as a brand spans generations. How do you ensure that the content and messaging then stay relevant to today's kids while still honoring the brand's legacy from the past?Melissa McLeanas (13:18):It's an amazing gift to have a brand and a character that has touched almost five decades, and that comes with great responsibility first and foremost, at the heart of what we are still, where a kid can be a kid. So as we continue to innovate and evolve for these families, we never lose sight of that. We are a kid first space. So while our content could be developed with co-viewing in mind and there's some Easter eggs that maybe parents will understand, but it's just fun silly songs for kids, we want to make sure that kids still own their space. Chuck E. Cheese is a place for kids. Our parents obviously need to enjoy their space too. And so in addition to how that content comes to life within our fund centers, we take a lot of opportunity to find extensions outside our four walls that pay homage to the rich legacy that this brand has.(14:11):So licensing is an important part of the strategic objective of growing this brand and increasing its value and entertainment. And so we've really grown our license program over the past five years. We've got just over 35 licensees and we've been able to really segment our brand across these decades and offer a classic Chuckie for those who know the OG seventies, eighties, Chuckie with the bowler hat. And we've got our retro Chuckie who's skater and he's the nineties, two thousands, and we offer that up to teen and young adult audiences in various spaces that make sense. We've done a few other things like we've saved our animatronics and in a few different locations, we started that in Northridge, California, wildly successful, lots of feedback there. And so we were able to extend that to four additional stores. And so those animatronics are going to live in those locations.(15:02):They're still fully remodeled, they're still on the media network, they still have all the new, but for fans that want to pilgrimage to see the original band in that format, those are available and we continue to look for opportunities like that. We've announced Chuck Arcade, it's an arcade space that's really geared towards Martine and adult, and there's some really fun touch points. Again, paying ho much to the legacy. And so we want to make sure that, again, our brand is a brand and we're going to take care of those kids and those families, but there's a lot of opportunity to really extend that and talk to the other generations of fans.Ilyse Liffreing (15:36):I certainly appreciate that. I remember Skater, Chuckie, myself, ninetiesMelissa McLeanas (15:41):Chucky, everybody has their Chuckie.Ilyse Liffreing (15:42):Oh yeah. I know it's early days still, but how has the feedback been so far from the brands that you guys are starting to approach about the network? Is there excitement, interest?Melissa McLeanas (15:56):I think a takeaway that is for brands and partners and even a lot of our guests is because just as you said, everyone has their Chuck E. Cheese and this is a brand that has such incredible awareness and strong attachment to a very specific memory and time of when you had your Chuck E. Cheese experience. As we're going through this remodel and introducing the median network, it's a bit of a surprise when they actually go in and they're like, oh my goodness, this is not the Chuck E. Cheese that I used to know. And we hear it from guests and it's why we really lean into reopening events when we remodel a location and then really make a splash in the local community. And I'm hearing that a lot from partners. It's incredibly positive once they see how their brand is coming to life on these screens and we're hosting lunch and learns with agencies, you have to see it to get it because that memory is so strong in so many people and we're doing things so differently. And so it's been really positive and it's been exciting, but it definitely is. It's a space where you've really got to lean in and say, oh, wait a second. You're right. This is incredible.Damian Fowler (17:06):We seem to be in a sort of almost, you mentioned the ip, but we seem to be in a bit of a golden age as it were, of brand storytelling and more and more brands leaning into sort of that owned media channel to tell their stories. How do you see this whole media network fitting into that general trendMelissa McLeanas (17:23):From a brand storytelling perspective? It's funny. We always make this differentiation. Our characters are part of our experience. We never look at them to tell the experience. And so as we debut all of these new channels for our content and open up to a larger audience, we have the opportunity to really dive into these characters, their personalities and invest in telling their story and in a deeper way. And so we've got so much content, but there's so many new formats that we are excited about long form formats, animation, publishing, and so much of that can be supported and come to life on these channels. But when we think about a storytelling opportunity from a character perspective, there's a great path forward to really get these beloved characters out there and to continue to build their world, their ecosystem, and not just in content. How do we take them outside the four walls? How do we create more experiences? We've taken the band out on tour, how do we do that in a bigger way? And I think these channels and this content is the beginning of a much bigger journey for the characters.Damian Fowler (18:31):Yeah, I imagine. Is there a movie in the works?Melissa McLeanas (18:36):No comment. No. In all serious, that's where we're going. That's where we're thinking for these characters. And so while nothing has been announced, I think we've been fairly vocal in the fact that that is what we would like to do and how we are making decisions on content and bringing on partners.Ilyse Liffreing (18:55):It's amazing. Looking even further ahead, if the movie doesn't happen, if the movie does happenMelissa McLeanas (19:03):When the movie happens,Ilyse Liffreing (19:03):When it happens,Melissa McLeanas (19:04):Exactly when the movieIlyse Liffreing (19:06):Happens, I like it. It happens. What else do you see in terms of innovation, whether it's maybe gamified content, augmented reality, personalized experiences, is there anything else that you guys are hoping in the near future to evolve the Chuck E T's experience?Melissa McLeanas (19:26):Gaming is in our DNA. And so I mean we are the largest arcade operator in the world. We buy thousands and thousands of games. We've got 2 billion game plays a year. And so we're always looking and talking to different companies about how we can continue to innovate in that space. And so that's always on our radar. You've seen a change in even some of the games that have come through our doors, things like ar, you need to make sure that it's safe for our young kids, but we're always having those conversations and now that we've got more media driven experiences, there is opportunity to take that to the screens. And with the dance floor personalization, if you think about birthday and how important that is to our brand, personalization is something that we're always looking to do in a bigger way. So from tiering and offering different options to our parents who are booking parties, to giving something personal just to remind or say happy birthday to the kids and how we can do that with our characters and at scale is something that is starting to get more exciting as this technology evolves.Ilyse Liffreing (20:34):Amazing. Let's go into some of rapid fire questions now, some quick fun ones for you. So the first one here is actually about your background. You've held roles across licensing, entertainment and media. What would be one lesson from building these brand partnerships that served you especially well?Melissa McLeanas (20:55):Partnerships can be incredibly powerful and they can serve so many purposes. And I think right now in the industry, you're hearing the word collaboration a lot. And it's refreshing because I also think that if you look back a few decades, it was very rigid of this is the partnership, I need X, you get X, this is how we do it or we don't do it. And I think the openness and the receptiveness across all industries, entertainment, licensing, media of building something that is going to benefit both parties in a bigger way has really changed how a lot of these partnerships have come to life. And for us, and in this journey that we've been in, they've really been a huge benefit to us. And one telling our story, aligning with some of these best in class entertainment brands and putting Chuck E. Cheese in a conversation that frankly people weren't expecting. And as you said, I have been very fortunate to have worked with some amazing partners across my career and bring some of these different programs to life and building them around Chuck E. Cheese has been really fun.Damian Fowler (22:02):What other family or entertainment brand is doing something truly innovative in the media space that inspires you?Melissa McLeanas (22:10):So I'm a theme park nerd, admittedly because of my background, and this almost feels like a cop out, but it has been really exciting to watch Universal grow as a behemoth in this space and even their marketing and from a grassroots perspective of how they've been able to engage their fan base. It's just fun and it's exciting to watch someone in that space grow as they have. But all that said, what I think is even cooler in location-based entertainment is these snackable moments that are kind of emerging outside of these giant theme parks. I think in the beginning it was always like that can only happen if you're paying a high ticket price to go to a Universal or Disney. And now so many of the IP holders and the brands are bringing these really cool experiences to life outside of that, whether it be a mobile tour or a retail experience or maze that's themed for the season. And I think that's really elevating the space and it's giving a lot of us opportunity to activate in these ways that doesn't require a giant theme park build around it. And so I think that the location based entertainment and experiential space in general has been growing and being more creative over the past few years.Ilyse Liffreing (23:22):Do you have a favorite moment from launching the CEC Media network?Melissa McLeanas (23:27):I think something that I could really call out is the feedback from our operators. So when you work for a company that is really the life force is your field and your cast members and your operators on the ground. We've got some cast members and some managers that have been with us for over 30 years and they know this brand and they've been delivering this amazing experience and change is hard. So when this started testing in markets and we got not only good feedback, but outwardly positive feedback and managers were approaching me like, you know what you could do? I'm like, this is fantastic because not only are we updating the entertainment experience, we're delivering on all these new objectives, but we're bringing value to the team that's operating and they see this great opportunity to talk to their guests and to be more efficient. And so that was very satisfying and it made it all the better because they really are the ones that are doing the work on the ground and making sure that this brand is coming to the life in the best of ways.Damian Fowler (24:27):On that point, was there a personal moment that stands out that you've witnessed where the brand genuinely sort of moved you or surprised you in how it was being received?Melissa McLeanas (24:38):So yes, I mentioned this summer concert series, and I'll give you a little bit of context. So during the pandemic, we had to close a lot of locations and as we started to open them, we made the decision to keep Chucky outside the fun centers to our families. That message was that he was recording an album and we didn't realize that he was going to have to record a box set in the end, but when we did get to a place where we were getting comfortable to bring him back to our guests and it wasn't everywhere, we were trying to think of how best to do that. And again, this is still early for me and in my role at Chuck E. Cheese. And so we decided to, for the first time ever, create a fully choreographed scripted show, 30 minute show with our characters, took 'em out on the road, all free concerts, open air outside public parks so all guests could attend no matter where we were in the world in terms of what those restrictions looked like.(25:33):And it was just an amazing team building event. So it's all new music, upbeat, fun, I still have it on my playlist, but we have our birthday song as part of this concert and we do it under the guise of Does anyone have a birthday this year? Which is of course everyone. And if you're familiar with the Chuck E. Cheese birthday song, it's not just Happy Birthday, it's very specific to Chuck E. Cheese. And as it started, every single guest was up and singing along to the lyrics and dancing the food truck vendors, the parents, everybody knew this song. And from a moment that was needed, it was incredible. But from a brand perspective, that's really powerful and that's really something special. And so that really stood out in my mind of like, wow, this is something, we really got something. So that would definitely be it. And if you don't know the birthday song,Ilyse Liffreing (26:25):I do know we can practice it after do birthday song.Damian Fowler (26:28):We should play this podcast out with a birthday song soon.Ilyse Liffreing (26:30):Yes, we should.Damian Fowler (26:32):Well, first off, Melissa was so enthusiastic about this new brand, this new entertainment network that the company's launching. I almost couldn't keep up with the amount of innovation the brand is putting out.Ilyse Liffreing (26:45):So much, so much has happen isDamian Fowler (26:45):Incredible. But I feel like there were a couple of bits there where she almost gave us some news. She talked about Chuck E. Cheese streaming platform potentially on the horizon, and then we sort of joked about this, but Chuck E. Cheese movie. But in an era where IP is everything and we're thinking of Barbie, why not?Ilyse Liffreing (27:05):Yeah, no, there's so much value in it for other advertisers too, when they're building this media network across their 500 plus venues in the US and internationally, that's a lot of screens and advertisers want to be with kids and with their parents especially.Damian Fowler (27:24):Another thought that was interesting to me was the way she talked with the way Melissa talked about the digital out of home and Chuckie, she's venues being almost an extension of that channel that is on the up and up really, and especially when it comes to programmatic media. So that was also something that I found intriguing.Ilyse Liffreing (27:44):It's also nice to know that they're doing a good job of blending their physical footprint with the digital and keeping everything we like about Chuck E. Cheese still alive in some way. Even those who remember the brand from the seventies, eighties, nineties, check that mouse is still there.Damian Fowler (28:05):Yeah, well, I can't say I grew up with it, but I know you did. So it's reassuring that that nostalgia is still alive.Ilyse Liffreing (28:11):And maybe for my birthday next year, are you going to invite me? Yes, Damian, you're invited. Thanks. And that'sDamian Fowler (28:18):It for this edition of the current podcast.Ilyse Liffreing (28:21):This series is produced by Molton Hart. The current podcasts theme is by Love and caliber. The current team includes Kat Vesce and Sydney Cairns.Damian Fowler (28:29):And remember,Melissa McLeanas (28:30):Our characters are part of our experience. We never look at them to tell the experience. I'm Damian and I'm my, we'llIlyse Liffreing (28:38):See you.

Talented designer that worked on Peaky Blinders and Humans took on the challenge of designing a new Silo using the existing sets. There was a chore to design the bridge, along with Steve Zahn's quarters as Solo. Sets where also desconstructed to reflect the elements of the plot. We touch on Peaky Blinders as well.  Start Your Free One Year Trial On Sci-Fi Talk Plus Today.

Author Anne Soon Choi joins us to reveal the life of Dr. Thomas Noguchi, who was known as the "coroner to the stars" in Los Angeles who performed the autopsies of Robert F. Kennedy, Marilyn Monroe and Natalie Wood. The inspiration for the Jack Klugman TV series "Quincy, M.E.," Noguchi became famous for his big press conferences—which often created more controversy than offered solutions.  Join us to learn about Noguchi and never-before-revealed facts about his biggest cases, which took place against the backdrop of Hollywood's infamous celebrity culture and the heated racial politics of the 1960s and 1970s.  Anne Soon Choi, Ph.D., author of L.A. Coroner: Thomas Noguchi and Death in Hollywood (Third State Books), is a historian and professor of Asian American Studies and university administrator at California State University, Northridge. Her essay “The Japanese American Citizens League, Los Angeles Politics, and the Thomas Noguchi Case,” on which this book is based, won the 2021 prize for best essay from the Historical Society of Southern California. Choi has previously served on the faculty of Swarthmore College and the University of Kansas and is an Andrew Mellon Fellow and an American Council of Learned Societies Digital Ethnic Studies Fellow. She lives and writes in Los Angeles, California. Our moderator, Helen Zia, is a author, journalist and Fulbright Scholar. Her latest book, Last Boat Out of Shanghai: The Epic Story of the Chinese Who Fled Mao's Revolution, was an NPR best book and shortlisted for a national Pen America award, while her first book, Asian American Dreams: The Emergence of an American People, is a foundational textbook in schools across the country. The daughter of Chinese immigrants, Helen's role in organizing and leading the national Asian American civil rights movement to obtain justice for Vincent Chin and to counter anti-Asian racism is documented in the Academy-award nominated “Who Killed Vincent Chin?” and has been featured on the PBS series "The Asian Americans," "Amanpour & Co.," Lisa Ling's "This is Life," Soledad O'Brien, and other media.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Tabatha Jones spent 20 years in the corporate world which she joined right out of high school. Soon after beginning work in a call center she began to discover her own leadership skills and began forging her own path in the corporate environment. Tabatha found that she could empower others to be better than they thought by providing a natural, honest and positive leadership style.   As Tabatha describes, she learned how to communicate and help connect the C Suite leaders in companies to those they lead. She learned to be a positive conduit to help all parts of companies where she served to learn and grow. She tells us stories about how she thrived as a leader and how she created positive change wherever she worked. She provides us with some really good leadership tips.   While Tabatha says her programs today are mainly to help women who more often do not have the confidence to lead, she states emphatically that her teachings do help men as well and she has male clients to prove it.   As Tabatha says, while she was a corporate leader for many years, she also used that time to coach and help others to learn leadership skills. Seven years ago Tabatha decided to leave working for others to form her own coaching firm, Empowered Leadership Coaching, LLC. She helps people learn how they can positively grow and advance in their own careers.   I very much enjoyed this episode and found that Tabatha and I have a lot of leadership views in common. For example, we discuss trust and the need for real trust in work environments. She tells a story about a mistake she made as a leader and how she dealt with it to keep the trust of all persons involved. I think you have a lot to gain from Tabatha. At the end of this episode she tells us how to get a free eBook that provides invaluable lessons to help you in your own efforts to rise in the work world.       About the Guest:   Tabatha Jones is the CEO of Empowered Leadership Coaching, LLC, a Career Advancement & Leadership Coach, author, and keynote speaker based in the SF Bay Area, working with clients nationwide. With over 20 years of experience leading high-performing technical teams in Corporate America, she transitioned into coaching at the age of 50, driven by her passion for helping women break through career barriers and achieve leadership success. Tabatha specializes in working with ambitious Gen-X women who are ready to stop playing small and make the next years the most impactful of their careers. Through her personalized coaching programs, she empowers her clients to develop strategic career plans, build unshakable confidence, elevate their visibility, and secure significant promotions. Her clients, including leaders at companies like Comcast, Cisco, Abbvie, PG&E, and Tyson, have successfully climbed the corporate ladder, developed standout leadership skills, and positioned themselves as top candidates for advancement. As a sought-after keynote speaker, Tabatha inspires audiences with actionable insights on leadership, career advancement, and empowerment. She is also the author of Promotion Ready in 3 Months: The Women's Guide to Career Advancement, available on Amazon.   Ways to connect Tabatha:   Website: https://www.empowered-leader.com/   Connect with me on Linkedin: https://www.linkedin.com/in/tabatha-jones-4485854/   Grab a Free Resource: GenX Promotion Planning Assessment: https://www.empowered-leader.com/promotionassessment   Purchase a copy of my book on Amazon: https://a.co/d/gpoqjNw   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hi everyone, and welcome to another edition, an exciting edition of unstoppable mindset where inclusion, diversity and the unexpected meet, and the unexpected is everything that doesn't have anything to do with inclusion or diversity, which is most things, according to my diversity friends, but that's okay, our guest today. How do I do this? Okay, I'll just be up front. As many of you know, I use a screen reader, which is a piece of software to verbalize whatever comes across the screen. And when my screen reader finds my guest today's name, it pronounces it Tabatha. Don't you like that? Of course, it's Tabitha, but Tabata, so, so Tabitha. Tabatha Jones, welcome you to unstoppable mindset. We're glad you're here.   Tabatha Jones ** 02:09 Oh, thank you so much for having me here. And Tabatha sounds fairly International, and maybe I'll take it, yeah,   Michael Hingson ** 02:16 well, you can have it. It's yours. I don't think that the screen reader will mind a whole lot. But But what we're glad you're here now. I met Tabitha, as I have mentioned in the past with others, through an event that I attend, pada palooza. And Tabitha and I were both at the most recent pot of palooza. So what took you there? Are you starting a podcast, or are you just wanting to be interviewed by podcasters, or do you already have a podcast and you've done 1000s of episodes already?   Tabatha Jones ** 02:46 Well, I haven't done 1000s of episodes. I'm a fairly new podcaster. I've launched my own it's called the Gen X, free mix life, laughs and next acts. I think we're at about Episode 11. I was actually really interested in joining pada palusa to meet other podcasters. Here's some success stories and learn some great tips and tricks as I'm continuing to build mine out and and engage my audience well. So if there's   Michael Hingson ** 03:11 any way I can help, you, just need to shout out and glad to do it. And if you ever need a guest, and if I can fit the mold, I'm also glad to do that. It's always fun to to be a guest. When people want to come on unstoppable mindset, and I discover that they have a podcast, I always tell them, Well, you know, and many of them say, Well, do you charge for guests? And I say, Yes, I do. The charges you have to let me be a guest on your podcast, or if I go on to their podcast. I say I charge for that, and the charges that you have to come on my cop podcast to be a guest. So it works out.   Tabatha Jones ** 03:47 It's a fantastic tip. I'm taking that down and definitely having you on the podcast. Oh my gosh, yeah, that'd be fun.   Michael Hingson ** 03:53 Well, it it is cute. Actually, last week of a couple in Australia, a couple people emailed me and they they want to come on unstoppable mindset. And I was glad to do that. And they said, you know, but, but what's your charge? And I said, Well, I know you have a podcast. I have to be on yours. They said, Oh, we can, we can pay that. So it's fine. It is. You know, podcasting is so, so much fun. I did radio for years at the University of California at Irvine, and I like radio. Radio is a wonderful thing, but you're more structured because you have a limited amount of time. You've got to do certain things, you've got commercials you got to do, and sponsors that you have to satisfy, and some of that can happen with the podcast, but it's still not nearly as rigid, which makes it a lot of fun.   Tabatha Jones ** 04:45 Yeah, absolutely. And there's so much variety out there. One of the coolest things for me about starting a podcast is it's led me to so many other podcast shows that I had never listened to before, yours included. So now I think I'm following maybe. 30 to 40 different shows that I hadn't heard of until very recently, I'd say, probably the last six to eight months, and I'm loving it. I learned something new every single day. I learned something about someone's experience that leads me to check more into what they've shared. And it's really been fun. It's been a much more fun adventure for me than the social media that I was kind of, kind of dabbling in a little bit, but podcasts, it's just so much more personal and fun. It   Michael Hingson ** 05:27 is. It's much more connectional. And social media is just so impersonal, and people spend so much time doing it, and I'm amazed at some of the people who spend so many hours on it. I could, I don't do a lot of stuff on social media. I will post things occasionally, and I'm amazed at how fast some people, as soon as they as soon as I post, within minutes, they're responding to it. And I'm going, how do you do that? But anyway, it's people focus on that. But it's so impersonal compared to doing things like podcasting, because you do get to know people. You get to learn about people. And as I tell people constantly, if I'm not learning at least as much as anybody else who listens to this podcast, then I'm not doing my job well, which is kind of the way I look at it. And I always like to learn things from everyone who comes on and who I get to interact with because of the podcast.   Tabatha Jones ** 06:21 Yeah, so much fun. It is. You know, one of the things when we met that really connected me to you was just your story and sharing your author journey on top of it. So, yeah, you're kind of stuck with me in your fan club for a little bit following   Michael Hingson ** 06:40 you Well, thank you. And it is, it is fun to do that and following you back. It's, it's a lot of fun. And as I said, I enjoy getting to know people and connecting and learning which is cool, and to introduce you a little bit more to people, and I'll get to letting you do some of that too. But Tabitha is the CEO of empowered leadership coaching LLC, which is obviously a coaching organization, and you started doing that when you were 50. Of course I could, I could, circuitously get to and and how long ago was that, which would then tell us your age, but I won't that's   Tabatha Jones ** 07:25 all right. As a career advancement coach, I tell people all the time, don't put those long dates on your resume. People will start guessing your age, and then we've got another whole situation. I think the good thing with coaching is age and experience go together, and people see that a little bit differently, which has been fun. Yeah, I left it, you know, corporate at 50, and started my own business. I had been doing it on the side, but now I get to do it every day, and it's so   Michael Hingson ** 07:50 much fun. Well, seriously, how long have you been doing it?   Tabatha Jones ** 07:54 You know, for officially. Oh, I gotta do math. 2017. Is when I started. So,   Michael Hingson ** 08:01 oh, okay, well, there you go. So, 10 years, okay, yeah, and then   Tabatha Jones ** 08:04 I had been doing it as part of my job for more than 20 years. So as a leader in corporate, more than 20 years of coaching experience came from that sure   Michael Hingson ** 08:13 when you've got seven years of official long term, real life, constant experience, which is, which is great too. Well, tell us about the early Tabitha growing up and some of those kinds of things that would get us to know you better.   Tabatha Jones ** 08:28 Well, I grew up in a little town called Livermore. It's not so little anymore out here in California, in the East Bay, I am the oldest of four, and you   Michael Hingson ** 08:37 were never irradiated by the the accelerators, or any of the things that Livermore Labs.   Tabatha Jones ** 08:41 No, there was so much Hush, hush, secret stuff going on out there. But, you know, it was always very cool. They had a swimming pool you could go swim at. I think it was 75 cents to go swim for the whole day at the pool. And, you know, as a grown up, I'm all, should we really have been swimming there? I don't   Michael Hingson ** 08:58 know. Oh, it was safe. Well, it was absolutely Were you ever there after dark? No, so you don't know whether anything glowed in the dark or not. So you didn't probably you were safe.   Tabatha Jones ** 09:07 Probably safe. Yeah, nope. Genetics kids, when the street lights came on, we went home.   Michael Hingson ** 09:11 There you go. But anyway, so Livermore, yeah,   Tabatha Jones ** 09:15 Livermore, and then let's see. So I finished high school. Didn't really know what I was going to do. I stuck a little toe in the telecommunications industry at AT and T and got a job there right out of high school, answering phones and learning all kinds of great things. Did a lot of growing up in that space. Gosh, it was a it was an interesting journey. I actually was sitting in a call center taking phone calls during the 1989 earthquake, which, oh, boy, you may remember, right? I know I was training somebody, and I just looked at the person. I said, we're gonna hang up and go under the desk. That's what we're doing. And that was the day before my birthday. So I got my birthday off that year, which. You know, as they planned   10:00 out very well,   Tabatha Jones ** 10:02 yeah. But terrible, terrible, tragic earthquake, unfortunately. But, you know, I do just kind of try to make a little lighter of it with that. You know, the birthday off, but it is. It was an interesting time, for sure. I lived   Michael Hingson ** 10:16 in Vista, California at the time. Well, actually, I take it back. I lived in Mission Viejo. We hadn't moved to VISTA yet, although I had a job in Carlsbad, and I remember coming out to get on a bus to go from Carlsbad back up to Mission Viejo. And I was going to listen to the World Series, and it wasn't on, and it took me about 15 minutes before, I finally found a radio station that announced that there had been an earthquake. And then we got home, and then we started. We just Karen was was at home, and we just started watching it on TV, and they had all the the live shots and all that, and the freeway collapse and so on. It was, needless to say, quite the event. Karen and I survived. We were in, not married yet in, well, 19, whatever that would have been, 69 or 70 or 71 the Sylmar quake. I don't think it was in 74 I think it was earlier than that. But there was a big earthquake up in Sylmar, and we felt it at UC Irvine, and then we had the Whittier Narrows and Northridge quakes, so we felt those as well. But yeah, that had to be pretty rough in 89 for all of you up there.   Tabatha Jones ** 11:38 Yeah, it was pretty, pretty interesting. You know, from that point, you know, I just was training somebody as I as I mentioned, and, you know, we, we took that next day and couple of days kind of getting things together, working through the call center, handling a lot of emergency calls and things that were going on. And I'd say that's probably the first time I felt that call to leadership, you know, and realized I wanted to do more than being a call center, answering phones. There's nothing wrong with that, but for me, it wasn't the end all. And I started working on mapping out, how am I going to build my career here? Managed to advance a couple of times, and then went through a major layoff. So AT and T we all know, went through a lot of change over the years, but in the 80s and early 90s, there was a lot. So I did a couple of different things in between, and then one day, I walked into what was the Viacom cable office and decided I'm going to apply for a job here. It's just six months for experience, and we'll see where it goes. I fell in love with the cable industry. As weird as it sounds, I loved it, so I worked up really quickly into a lead role, and then started shifting into technology, which is where I spent most of my career, leading those technical teams and just really loving it. But yeah, yeah, that's kind of the journey from the early life into the career side of things. But   Michael Hingson ** 13:05 what kind of things did you do in as a leader for Viacom?   Tabatha Jones ** 13:09 So Viacom was where you in, went through. So I was in the call center. Initially became a lead there, moved into credit and collections and learned everything there was to learn there. It wasn't really my jam, but it was a great place to be. And then I moved into the Information Services Department, and you probably remember this back in the day of punching down phone lines in the little box, in different I don't know if you ever did that, but yeah, soldering cat five lines, crawling under desk, climbing up ladders, doing all those things. So that was early. It days before the internet. Still, I think crazy to say,   Michael Hingson ** 13:48 so did you do that? Or did you lead people who did that? So I   Tabatha Jones ** 13:52 did that early on. I learned everything I could in that department. I learned how to print reports. I knew learned how to compile data. I learned how to code the billing system, moved into project management from there, still on the information services side, and led some really huge projects through that time. We went through three companies. We landed at Comcast. That was where I was for the longest, but never really left, you know, my role, and just fell in love with the technology, because it changes all the time. It's never the same day twice. I loved working with technical people, and learned really quickly that one of my gifts was being able to translate between the Technical Suite and the C suite. So taking those great ideas and going and securing the budget or coming in with here's what the leadership team is thinking. Here's how I think we can do it. What are your thoughts and being able to translate and move things forward really fast. That's where I joined the leadership team and stayed, and I loved it. Climbing the ladder at Comcast was a lot of fun for me. Yeah. Do   Michael Hingson ** 15:00 you think that really taking the time to get that technical knowledge and learn those various jobs, even though you necessarily didn't do them all the time, but learning how to do those jobs? Do you think that was a valuable thing for you, looking back on it now,   Tabatha Jones ** 15:19 yeah, I do in some ways. And I spoke at a women in telecom sorry, it's women in tech and telecom seminar a few years back. And one of the things that we know is women don't advance as quickly into technical leadership roles, and being able to say in that room, leadership is not a technical skill. Just let the light bulbs off for people, because we hold ourselves back. And it's not just women, but it definitely happens in the female space, where we will hold ourselves back. Oh, I'm not technical enough, oh, I don't know enough. Oh, I can't code Python. It. It doesn't always matter for me, having the basis helped because I understood the work the team was doing. I understood quicker ways to do things. I had done them myself the hard way, but it gave me a little bit more, I'd say, street cred with the team, not that they ever expected me to code a macro or build an automation program, but because I could come and speak to them in a language that made sense, then they could go build the thing and do their jobs. So I do think it helped. It helped give me really great insight to what could be and let us really drive innovation quickly, which was super fun. I   Michael Hingson ** 16:41 agree with you on that I felt in everything that I did as a as a leader, working in a variety of different kinds of roles, I felt it necessary to learn the things that the people who worked for me and with me did because at least I could then articulate them. I could talk about them. I didn't necessarily have to do them all the time, and there were some things that I wasn't going to be able to do, for example, for four years or three and a half years, four I owned a company that sold PC based CAD systems to architects, computer aided design systems, for those who don't know, to architects and engineers and so on. And they were some of the early PC based CAD systems. We started in 1985 doing that. And needless to say, that was and and still is very much a highly graphic environment. And that isn't something that I'm going to be able to sit down in front of a computer terminal and do, because the technology, even today, doesn't exist to describe all of that information for me, so that I have access to it as quickly and as efficiently as a person who can see but even though I wouldn't be able to run a CAD system, I knew how to do it. So I could then sit down with an architect in front of a machine and ask them what they wanted to do, and then described them what they needed to do to make it happen. So I actually made them part of the process of showing themselves how the cast system worked by them actually working it. Now I also have people who work for me, but I did know how to do that, and I think that was extremely important. And I've always felt that having that knowledge is is helpful. I do tend to be very technical. I've got a master's degree in physics and so on. And I I think that having that technical knowledge is kind of part of the way I operate, which is fine, but still, I think that having that technical knowledge, really, even if it's only to be able to talk about it at the right times, was a very helpful thing and made me a better leader.   Tabatha Jones ** 18:59 Yeah, absolutely would agree with that, and understanding just the basics of what can and can't be done, or, you know, what my limitations were, and being vulnerable with going back to my team and saying, This is as far as I know how to take it. I need you to walk me through what the next steps are, or what your ideas are, or what your thoughts are. And I had a wonderful team. I'd say one of the benefits of not being the most technical person on the team is then I'm not seen as someone who's micromanaging. I'm not seen as someone who has all the answers. And for my teams, that worked out great because they loved showing their innovation. They loved showing ideas and bringing new technology, tools and things to the forefront, which made it a lot more fun for them, too. And I'd say one of the coolest things I did with my team was I was given, you know, in corporate world, you're sometimes gifted new responsibilities, and one of the new responsibilities. I was gifted with, was creating a quality control team, and this team was going to validate all of the data that the Information Services coding team was developing in the billing system. And it was needed the error rate, I mean, the accuracy rate, rather, was only about 70 ish percent. Wow. So it needed to change. It was impacting our frontline, impacting our techs. It was causing revenue gaps, right, customer experience problems. The vision that was given to me is we want you to hire three people, and they're going to manually validate this data all day long, and me being a hybrid technical people person said, Hold the phone. We're not doing that. So I went and hired someone who was an expert at SQL and Tableau. We then hired someone who was an expert at Quality Assurance, because that's what she had been doing in the call center, was validating orders and making sure the billing their statements were going out correct. So she had the manual aspect. And then we hired a third person who wasn't quite as technical as the first, but definitely a really good balance between the two and between the three of them and their ideas and their skills, and then my abilities as a leader to guide them through. You know, this is what we need. This is the vision. This is the budget, this is the the outcome that we want to get to. We were able to build something that was automated, that drove accuracy up to 98.1% Wow, and it's probably better today, but it's just because that the ability to see people who can bring in the best parts of their knowledge and then work together to build something. That's what helps technology advance so much faster.   Michael Hingson ** 21:44 Yeah, but it's but it's important to be able to do that. And you you learn to have the vision, or innately, you have the vision to to bring that about. And it sounds to me like all of the people that that you were leading really respected you, because you were, first of all, you were not a threat to them, and you clearly showed an interest in what they did, and you loved to hear them talk about it, because that taught you things that you didn't know   Tabatha Jones ** 22:17 exactly, oh my gosh, and they were great about what I'd say is dumbing things down. I'd sit there sometimes and would be listening to somebody, an analyst, who was excited and explaining all these great things they were doing. And finally, my face would say, okay, hold the phone. We need to step back just a teeny bit. I needed to bring it down, maybe just a little bit more. And once I got it, then everybody would be just jazzed and so excited and out to share, and, you know, made sure that they were getting to do part of the presenting when it went to higher levels, so that they could get credit and feel that value, which is so, so critical to help, you know, just boost that morale and keep inspiring people.   Michael Hingson ** 22:53 The other part of that, though, is you are also teaching them some probably sorely needed communication skills, because they're used to just talking very technical, and they're used to just talking to each other, and everybody gets it right away. But the reality is that I would think that they came to realize, well, maybe we need to present it in a little bit different way, because not everybody looks at it the way we do   Tabatha Jones ** 23:21 exactly that's where a lot of coaching came in and helping people work together better in the communication space, and then bringing it forward in a way that people understood. We did a really cool program. It was called insights. It exists out there, and there are people who are certified to administer it, but it basically is a personality assessment based on colors. So red, yellow, blue, green, and blue is generally your very technical, more introverted detail specific people. The Office of that is yellow, and I am very high yellow, which is your, include me. Bring me in. Let's have a party. Let's talk about it. So it was good for me, because it caused me to bring that yellow energy down a bit, which kept the, you know, the conversations going and the conversations open, and they learned to elevate that yellow energy a little bit so we could meet in the middle really well. And some of them had different, you know, red or green in there. But it was really interesting to be leading a team with such opposite energy. From that perspective,   Michael Hingson ** 24:27 did you ever find people who just resisted learning to meet in the middle or learning to do some of the things that you really wanted them to do, and they just didn't want to do that at all?   Tabatha Jones ** 24:41 Oh yes, yes, there were a couple, and that required more coaching, right? So one who had been used to working in a very specific way before we were reorganized and he was moved under me, it took multiple times and finally, a mild threat to. Get him to come forward and come on board with the new process, because sometimes it's really easy to stick in doing things the old way. He had been doing it for 1520, years. And I joke when I say threats. I don't threaten people, but you know, it was kind of a I need you to come up with the rest of the team. Here's what you're doing and how it's impacting the team, and even though it feels like it's making your customer happy in the long run, it's not because they're going to have to work with other people, and we need to make sure that they understand that this has changed, and then another who was more my way or the highway, and that took, you know, again, a bit of coaching. So his leader worked for me, and so his leader and I would come up with different plans and different strategies to put him in positions where he had to stay a little bit more quiet and let the team members bring forward their ideas. And rather than him jumping to a no, it was, we want you to start asking these three questions, and, you know, whatever the questions were to get the conversation going, and then the light bulb started going off for him. Like, wow. Some of these individuals have definitely had different training on, you know, whatever type of technology it is that makes perfect sense. What if we combine this so he was able to actually help us bring out the best in everyone, once he took that step back and really started listening and getting a bit more curious.   Michael Hingson ** 26:30 Well, that that's, you know, of course, a wonderful skill to have, because people need to recognize that not everybody is where they are   Tabatha Jones ** 26:42 exactly. It's true. And you know, I kind of think back when we were talking about the leadership aspect and leading technical teams, I coach a lot of people on interview skills and helping them present their best selves for the job that they're interviewing for. And one thing that seems to be a habit for people who are very technical and are also leaders is deferring so much their technical skills, and it's good, but you've got to have that balance. When you're applying for a leadership role, what happens that is very disappointing, is they'll be told, Well, we're not really seeing your leadership skills or your leadership qualities or not feeling like you're a good fit with this team. Usually, when a company is hiring a technical people leader, they want to know you can lead people, because not everybody can do both,   Michael Hingson ** 27:40 right, or they haven't learned how to   Tabatha Jones ** 27:43 right. It's true. Not everybody wants to. Sometimes they think they do because it's the next logical step, but sometimes people are just really happy being hands on others. To your point, you can learn. You can step into maybe a lead role, and start learning how to let go of some things and and get more comfortable with not being the smartest person in the room, because once you're the leader, you've got to have that balance and, and it's a learning a learning curve, for sure,   Michael Hingson ** 28:09 yeah. And unfortunately, there are way too many people, certainly, a lot of them are technical who think they're the smartest person in the room, whether they are not, and then some of them are. But still, that's not always the solution to making things work, especially if you're working in a team.   Tabatha Jones ** 28:29 Absolutely, yeah, it's all about the team. And it can't be. They always say there's no me and team. But technically, if you rearrange the letters there, kind of is that's maybe snow i Maybe it's No, I in team. No, I in team.   Michael Hingson ** 28:43 Yeah, there's no i That's true. But you know, one of my favorite books I enjoy reading it often, is actually the Five Dysfunctions of a Team by Patrick Lencioni. Have you ever read that?   Tabatha Jones ** 28:55 I have not read that. I am aware of it. I have not bought it yet. It's a   Michael Hingson ** 29:00 short book, relatively speaking, but it's great because it really puts teamwork in perspective, and it really defines what should happen in a well functioning team, including the fact that members of the team can hold each other accountable when the team is comfortable with each other. And then, of course, it's all the team leader who has to really bring people together and meld the team into a cohesive working group. But the good team leaders can do that and understand what their role has to be in getting everybody to operate at peak performance.   Tabatha Jones ** 29:39 Love that. I will get that back on my list. Radical candor is kind of similar, as far as you know, being able to say what needs to be said and feeling like you're in a safe space to say it. Yeah, that's one of the things that I always found a little, I guess, frightening as a leader, is when I would talk to another leader and say, What feedback have you given this person? Well. Feedback is so negative, like no feedback given with love is there with the intention of helping the person grow and do better and understand what they're doing really well so they can keep doing that. So yeah, being able to let the team members or ask the team members hold each other accountable, be honest with each other, this isn't about feelings. This is about respect, and sometimes it's a hard conversation. It's really crunchy and uncomfortable. But once it happens, the trust that is built is it's unstoppable, well,   Michael Hingson ** 30:30 but feedback can also be a very positive thing. And it can be that you're doing a great job. Here's what you're doing. It isn't necessarily but you're not doing this right? It, it can be exactly a very positive thing. And there, there are certainly times that we all like to get that as well.   Tabatha Jones ** 30:47 Absolutely feedback is my favorite F word. I always say it is just, it's so important. And I've worked with people who have said, you know, I can't get feedback from my boss. I said, Well, what do you mean? And they said, Well, he All he says is just, you're doing a good job. Keep doing that. Yeah. Well, what specifically am i doing that's a good job. So feedback in itself is a skill, both giving it in a positive way and giving it in a constructive way. But all feedback is good when it's given with the right intention and it's given with, you know, just honesty and love. And   Michael Hingson ** 31:20 there's a skill in receiving feedback too and recognizing if you trust the feedback, the feeder backer, if you trust the person giving you the feedback, then you know that they're not out to get you. Yeah. And that's part of it is breaking through the usual shell that most of us probably a build up. Well, that person has some sort of alternative agenda they're out to get me. And that isn't always the case. And, oh, absolutely, unfortunately, sometimes it is, but it doesn't necessarily mean it always is. Yeah, I agree.   Tabatha Jones ** 31:54 You know, if you think back to feedback that you've been given throughout your life, is there a piece of feedback that you were given that really changed the way you do things. Yeah,   Michael Hingson ** 32:06 I can think of some, and I think that most of us can, because the people giving us the feedback were concerned about trying to help and concerned to try to get us to hear what others in the world are are saying or thinking. And if we take that to heart, that can be a very positive thing.   Tabatha Jones ** 32:32 Yeah, absolutely. One of the biggest foundations for me as a leader is trust and trust with my team, both going both directions to them, from me and from them to to from me to them, and from them to me. So complete trust. It's so important. And you know, knowing that I've had employees come and give me feedback, and it doesn't matter what level I was at or what level they were at, once, I knew that they were comfortable giving me feedback. I knew our relationship was strong, yeah, and, you know, I've had people come and say, I didn't really like the way that you said that. It would have been more impactful if you had done this. I've had clients come and say, you know, when you said that, I really reflected on it. And maybe we're not in the same spot. So let me say this again and see if you can, you can address it a different way. Great. If we don't have trust, we're not going to go anywhere. So it's such an important piece of of building trust. In   Michael Hingson ** 33:26 my new book, live like a guide dog, true stories from a blind man and his dog about being brave, overcoming adversity and moving forward in faith. Long title, well at the end, the subtitle, but one of the things that I talk about is that I've learned a lot of lessons about dealing with fear and dealing with people from my dogs, because dogs do things differently than we do and don't have any near, anywhere near the stress that We do. For example, dogs are, I think, creatures that do love unconditionally, but they don't trust unconditionally. What dogs do, however, is that they tend to be less something is really hurt a dog. They tend to be more open to trust, and they want to build a trusting relationship with us if we're open to it, because they are, and when we recognize that and we truly build the trusting relationship, it's second to none. So then you've got the love part that is there, but the trusting part, it's a whole different story. And I know that when I start working with every guide dog and people say, Oh, how long does it take to really get used to a dog? My response is, it takes roughly a year. Because it takes a long time for both sides of the team to truly recognize and have enough confidence in the other that they have that trust that they need to have.   Tabatha Jones ** 34:59 Yeah. Dogs are so much better than people. I will tell you their behavior is so much better, but I get that and you know someone who adopted my last two dogs. One was three years old when I got her from the pound, and she lived to be 15, and my other one is she's eight. I got her when she was three from someone that was re homing her. But they do. They they teach you that I can love you, but I don't know that I trust you yet. I've got to build this up like I will lick you and throw a party when you come home, but don't be trying to pick me up yet. We're not there. Yeah. So, you know, I can imagine, with a guide dog, it's even more elevated, and I can't write to read your that book, because I just finished underdog. I did. I don't know why the name just went blank. I posted it on my Facebook and Instagram. I was so excited, but yeah, oh my gosh. I can't wait to read the new one. If you   Michael Hingson ** 35:48 get a chance with both of them, go review them at Amazon. So lovely. Get a we always appreciate reviews. So Amazon and Goodreads are the best places to go to go do reviews, and they're very helpful. But when you read, live like a guide dog, love to get your thoughts, and you're welcome to email me and love to chat about it as well. But you're right that there are so many things about dogs that really teach us a lot. One of my favorite things that I talk about a lot, and we deal with it and live like a guide dog is we, as people tend to what if everything to death. We What if everything well, what if this? What if that? And the reality is, most of the things that we're dealing with, what if about are things over which we have absolutely no control, and all we're doing is building up our own internal Sears, and we need to learn to get away from that. If we could just learn to focus on the things that we have control over and not worry about the rest. And of course, people will say, Well, but, but all this stuff is going on we gotta worry about. No, you don't. You can be aware of it without worrying about it. You can be aware of it without it interfering with your life. But you have control over that, but there are so many things in your life that you don't have control over. And my, my premier example of that, of course, is the World Trade Center. I am not convinced that all of the government departments working together would have been able to figure out what was happening and stop the attacks from half from occurring. But the result of that is, of course, that we had no control over the events occurring. What we absolutely have total control over is how we individually choose to deal with those events and how we choose to move forward.   Tabatha Jones ** 37:36 Yeah, absolutely, oh my gosh, it's so powerful and so true. And I'd say too with dogs is they don't let that little thing that bothered them four hours ago eat them up, or four days ago or four months ago. They don't generally hold a grudge unless something was pretty atrocious, where we will ruminate on a story or a conversation over and over and over again, sometimes it's just solved by a simple Hey, what did you mean when you said that? Or we'll just go and keep thinking about it and keep thinking about it. Dogs moved on. They're like, I've already had my snack in my walk, like we're good again. There's no grudge, there's no past concern, or I made a mistake this day. I'm never gonna cross that line again, because, you know, I did this thing, but humans are so are just wired so differently, just from, I'm sure, our life lessons and all the things that we've been through. But if we could live a little more like a dog, that would be kind of amazing. That guide dogs specifically,   Michael Hingson ** 38:35 I agree. And you know, the reality is that dogs do make mistakes, and one of the things that we learned to put it in terms of what we're talking about today, one of the things that we learn as guide dog handlers is how to give appropriate feedback, and that process has changed over the years, so now it's a much more positive process. We don't tend to yell at dogs, we don't tend to try to give sharp leash corrections, but rather, when they do it right, that's the time to truly reinforce it and say, what a good job you did it. And if you're training a dog to do a new thing or give them a new skill, reinforcing the time that they succeed is so much more powerful than ever saying you didn't do that right? And I think that's as true for humans as it is for dogs, but humans just don't tend to for all the reasons that you said, Trust like, like, maybe they should, but we always think that everybody has a hidden agenda, which is unfortunate, because we don't always necessarily have a hidden agenda. And even if we do, and if you feel like you can't trust me because you think I have a hidden agenda, you can always ask me about it, or you should, and that's something we just tend not to feel that much that we can do, because those aren't skills that we're taught when we're growing up.   Tabatha Jones ** 39:56 Yeah, it's very true, and you. Know when you mentioned the mistakes even thinking about that from a leadership perspective. When I first started leading in my last team, we had reorganized into a corporate structure, so I had new employees sitting across 40 some odd states. It was a big a big reorg, and I would be talking to people about different things. And I said, Well, why did you, you know, why did you do it this way? Oh, well, I realized I made a mistake, so I didn't want to get in trouble. So I thought if I went and I did this, then that would I'm like, wait a minute, stop. Let's let's pause, let's go back to get in trouble. Tell me about that. And I would hear, and I heard it from multiple people across the team that there was such a level of fear over making a mistake. And I said, you know, you're not coming to work with somebody's heart transplant in an ice chest, like, if you make a mistake, nobody's gonna die. Yeah, somebody's gonna get a little maybe mad because we're gonna hit a little bit of a revenue hiccup, or maybe have to send an apology notice to some customers that have a mistake on their bill. But nothing's that big that we can't learn from it, fix it correctly and make sure it doesn't happen again. And that was a huge shift, and that's something you know, where a dog will make a mistake they get through the correction to your point, positive reinforcement. We've got jerky treats, kind of redirect. If people only could take a jerky treat, that'd be great, but they don't. But you know, when a mistake happens, teaching people, teaching our kids, like it's okay to make a mistake, but let's talk about what we learned from it. Make a plan to do better, and figure out how we just don't let that happen again, and then if it happens again, okay, let's have a different conversation. What? What did you notice? Did we miss something in the process? Less last time? Let's fix that, and then let's take the next steps forward, and let's go back and present to the team how we can improve this process and what we've learned from this mistake, like we can make it positive and as leaders, we can help our employees go faster. We can help our dogs learn faster. Can help our kids learn faster by just being a leader and managing mistakes correctly.   Michael Hingson ** 42:06 How do we get that process kind of more into the mainstream of society? How do we get people to recognize that it's okay when you make a mistake, we'll fix it and really give them and teach people to give the positive reinforcement that we need to do. Because I think it's, it's very true. We don't teach it.   Tabatha Jones ** 42:27 We don't teach it. I feel like younger parents that I'm seeing, in some ways, are getting there, you know, I remember back in the day when we would accidentally break something, or, you know, be roughhousing a little, and the glass would get knocked off the counter, and it was a huge thing, right? You're going to clean it up. You're going to go to your room. You're going to stop playing around in the house. And, you know, with my son, I know when He would break something and be like, Hey, let's clean this up. I need you to be more careful. You know, it's not you need to go sit in your room. You made a mistake. It's okay. And I see the difference in myself. Still, when I make a mistake, I beat myself up when he makes a mistake, he cleans it up and moves forward. So it's definitely happening through parenting and the way that we handle it as parents. We have that great opportunity as leaders once adults are full grown and in the workforce and still have those tendencies of fear and oh my gosh, I need to cover it up, teaching them, I had a situation where I made a mistake, shocking. I know I made a mistake, just kidding. I do it all the time, but I had made a mistake with some data that I collected from my team, I'd had individual skip level meetings, and decided kept all the notes in a spreadsheet, and I had told the team as I spoke with them. Whatever you tell me, it's in confidence. I'm taking themes of the conversation and I'll present it back to your leaders. They're not going to have names. We're not going to know who said what. That's not what this is about. It's about me helping drive improvements through my leadership team so that it's better for you. And they were really open, and it was amazing. It was such a gift to have that trust from the team. Well, I went and took my compilations, put all my notes together on a spreadsheet, sent it to my leadership team, and never took off the original notes. And I was like, shoot, now, what do I do? So I asked a peer. I said, Hey, this is what I did. What would you do? And she said, Well, I would tell my leaders, they need to be leaders, and they need to keep it confidential. And I was like, oh, not good enough. I'm not doing that. So I thought about it, yeah. And I said, You know what? This is a teachable moment. This is the opportunity I've been given to practice what I preach. So I pulled my entire team, 50 some odd people on the phone, on a teams call. So we were on camera, and I said, I need to talk to you about something. And I said, I made a mistake, and because of that mistake, I have let you down, and I've broken my word. And I explained what I did. I explained, you know, I got really excited by the information, because I saw things we could do, which then led me to moving way too fast, and I completely sent your comment. Comments with your names to your leaders, and I apologize. And going forward, when I take data and information from you, I will be learning from this mistake. I will keep two separate spreadsheets. I will not be, you know, just adding to the individual spreadsheet, I will quality control, check it before I send it out, and I will make sure that I do better. And I just ask that you forget me. On this one, I got so many texts and emails and instant messages that just said, Thank you so much, and someone that said, thank you, it helps to see that a leader owned up to a mistake, and I'm like, that's that was a teachable moment so nobody died. I didn't lose a heart. I broke a little confidence and a little trust. But we can fix things, and that's how,   Michael Hingson ** 45:46 yeah, and, and that makes a lot of sense, and we, we just tend to, oftentimes do knee jerk reactions. I was sitting here thinking about sometime after we moved to New Jersey in 1996 my wife and I were in our living room, and I don't remember what was going on. We were having a great time, and we each had, each had a glass of champagne, and my fourth guide dog, Lenny, was with us. And Lenny, like any good lab has a tail that never stops. And Karen, I think it was Karen, I don't even remember, sure. I think it was. Had put her glass down on the coffee table, and tail hit glass, glass, which was crystal, went all over floor, hardwood floor, you know, and I can think of so many people who would blame the dog. And actually, I think Lenny blamed herself for a little while, and we kept saying it wasn't your fault we screwed up. And eventually, you know, she well within, within an hour, she was mostly Okay, but, but the bottom line is that she, she, she knew that something happened, but it wasn't her fault, and it is important to own up to to things and and as I said, I think it was Karen, because I think Karen said I should never have put my glass down, or I should have put it back further away from her tail, because she was So excited. You know those   Tabatha Jones ** 47:21 tails, lab tails are crazy things, yeah, oh my gosh, right, but Lenny didn't stop wagging her tail because of that little mistake, right? It's something that Karen was able to own up to. You two were able to clean it up, and then Lenny was able to go on and keep wagging her tail. Everyone's being more careful. Now,   Michael Hingson ** 47:39 what's really funny is that, because it was a hardwood floor and crystal, there were her pieces that we found days later, but   Tabatha Jones ** 47:47 really years later, oh my gosh. But   Michael Hingson ** 47:50 you know what Lenny was? Was, was a cutie, and Lenny was the, probably the most empathetic dog that I've ever had. We had a pastor, and we had who we had come to know, and we were at a party, and she was at this party, and she came up to us and she said, we let Lenny visit everybody, but we just let her loose. Um, Lenny is the most empathetic dog I've ever seen, because you let her loose. And she went to the person who was feeling the most pain first, and then she worked the rest of the room, and we're talking emotional pain, but Lenny could sense that and and she did. She went to the person who was hurting the most for whatever reason. And then after she felt she had done all she could with that person, then she went around to the rest of the room. Oh, what a wonderful experience that was. Yeah, I know, and we hadn't noticed it, but sharee told it to us, and we we realized it from then on, yeah, she's right. I   Tabatha Jones ** 48:52 always think that the companies that allow people to bring their dogs to work are probably the companies that have the highest performance and productivity. I can't prove this yet, but there is something about having a warm, fuzzy little Snuggler with a cold nose right next to you that makes such a difference. Yeah, like I said, you know, mine's by me all the time, but they're just so intuitive. They pick up on your moods. They pick up on what's going on when you've had a bad day, you know, when you're feeling unconfident. I've worked with people a lot on helping them build confidence. And she'll even come around like, Hey, why you down? Like, what's going on? Let's go play. Go play. And then, you know, they're always so excited when you just do the smallest things. It's like, you know what? All right, I am making somebody, somebody happy today. It's just not that, maybe that other person, or whatever it is. But, yeah, oh my gosh. What made   Michael Hingson ** 49:40 you decide? What Madeline just caused you to decide to go from working for other companies in the corporate world to starting your own coaching career full time.   Tabatha Jones ** 49:52 You know, I just love the coaching aspect, helping people who struggle to speak up for themselves or who. Struggle to recognize the value that they bring to the workplace or to the world in general, just really lights my fire. I work mostly with women in their 50s, mostly with women who are already leaders but feel a bit stuck, and help them just remember who they are. Help them remember you know you are a leader. This is how you can set yourself apart, and this is how we can start preparing for your next promotion. I wrote my book promotion ready in three months, the Women's Guide to career advancement, which was released in August. Just because the concerns were so similar, I thought, you know, I'm going to put these specific the specific framework together in a book so that women who maybe don't have time for coaching right now, or they don't have the means, for whatever reason, they can get that framework in this book and get started on setting themselves apart and rebuilding that confidence. And I just love it. I feel like we tend to play really small, especially after a simple mistake or a simple breach of trust or a simple someone said something, and it just really stuck in our head for whatever reason. So I want women to stop. I want them to start feeling more empowered and start going after those things that they want. Because I don't know if you've seen the movie The longest game. But one of the quotes is the, you know, the field isn't the golfing green. The field is the five inches between your ears. And that's life. It is a fact. It is whatever is going on in that space between your ears is what's going to tell you you can and it's going to tell you what you can't do. So we want to only five inches. They say five inches. I haven't actually measured mine either. I say it and I touch it every time, because I'm like, I don't know if it's really five inches. Maybe it's, maybe it's four and a half. I don't know. I've always prided myself on having, you know, a skinny forehead.   Michael Hingson ** 51:57 Well, you know, but, but it's interesting and and, of course, sort of on principle, just for fun. I'll ask, do you ever find that that men read it or that that you coach men as well? Do you find that there are men that will benefit, or choose to benefit from the same things that you're talking about with most women? Absolutely,   Tabatha Jones ** 52:15 I say I work mostly with women and a few lucky men, because there are men who don't feel as confident or who might be a little bit more of that quieter later, and the strategies in there are obvious. Is probably not the right word. But there are things that are really simple and easy to do, but so often overlooked. So for anyone who finds themselves really kind of hiding behind the keyboard, not getting out and about and working on their visibility and relationship building. There are a lot of great strategies for that. The worst thing to do is wait until the promotion opportunity posts to start getting out there and building your brand. It doesn't serve anyone, and it's going to keep you behind. So, yeah, absolutely, that's a great question. If you   Michael Hingson ** 53:05 want to be noticed, then you have to work at what you need to do to be noticed. And that is a an important skill to learn. And it is all about brand, which doesn't mean you're trying to be so calculating that you're trying to do in other people, it is all about doing the things that you need to do, both to learn and to be able to advance in a positive way.   Tabatha Jones ** 53:30 Yeah, exactly. And there are strategies just for even man, even managing your time, because that's so obvious to some of us who have been there, but to others, they'll allow their calendar to be blocked from 7am to 7pm with everyone else's priorities, and it's important to make yourself a priority so that you can start standing out before the job posts. And that's kind of the secret sauce. A lot of people, like I said, they wait until the job posts and they've just been working hard and then can't figure out why they're not getting ahead. So we want to start doing things, taking action every day before that position posts, one   Michael Hingson ** 54:09 of the things that that I do is on my calendar page, I have time blocked out every day and and people will say, Well, I want to schedule something, but this time isn't available, and this is the only time that I can do it. And what I tell people is I have the time blocked out so that I can do the things that I need to do or that I might want to do. And one of them is responding positively to the fact that you need a certain time to meet, and that time is in one of my block times, but I block times so that I have free time to do what needs to be done. So let's schedule it, and, you know, and I, and I find that that works really well, because it gives me the time to make choices and do the things that I want to do. And I think it's so important to be able to do that. So.   Tabatha Jones ** 55:00 Yeah, the calendar is key. I always say your calendar equals clarity equals confidence. I mean, it just it builds that confidence. What I see happen a lot in the corporate space is the calendar gets booked for again, everybody else's priorities, 7am to 7pm I will see someone sitting in a meeting, totally disengaged. And when I would say, What are you doing? And I ask clients now too, so how do you prepare for this meeting? Because almost always the answer is, oh, I have a big meeting coming up in a couple of hours, and I'm not ready yet. Like, well, why are you in this meeting? If that meeting matters so much, why are you here? Because you're hurting your brand here, looking disengaged, asking, Can you repeat that 72 times where you could have just sent a delegate, or you could have blocked that time to think and prepare, which is so important, the calendar blocks. I don't think I could live without them. They're critical, right? That's how we get things done. That's how we make sure we're focused on the right things. That's how I prepare for clients. I don't just get on and wing it, because that's not going to go well, yeah,   Michael Hingson ** 56:02 and that's why on, on unstoppable mindset. I asked people to send me some things because I want to appropriately prepare, because if, if I'm doing my job right, I learn all I can to be able to be involved in an intelligent conversation, and people have so many skills that I haven't learned or don't have, I get to use the information that they send to prepare and learn about some of those skills, which is part of why I say if I'm not learning at least as much as anyone else who is listening To the podcast, and I'm not doing my job right? Because it's so much fun to be able to explore and talk with people, and it's and it is so much fun. So I I appreciate exactly what you're saying. Well,   Tabatha Jones ** 56:53 thank you. Yeah, it's, it's a, I mean, tooting my own horn a little bit. It's a great book full of strategy. And if you just took it, take it and start implementing those small changes, you'll see a huge difference. And I say that you'll see it, but not only you, your leader will see and your team will see that you're making changes and and making a difference. So yeah, it's just that calendar is so helpful.   Michael Hingson ** 57:16 Life is is an adventure, as far as I'm concerned. And if we're not always learning we're not doing our job right exactly which is so important? Well, do you have any kind of last thoughts of things that you want people to to think about, as far as leadership or as far as moving forward in the corporate world, or or any of those kinds of things? Yeah,   Tabatha Jones ** 57:40 absolutely. And thank you so much for asking. I do want to tie it back to unstoppable mindset, because you are absolutely unstoppable. It's a matter of clearing those blocks, the things that are in your way, the things that are in that five inches, or whatever it really is between your ears that is getting in the way and telling you you can't do something. And I encourage you if you're struggling, if you want to get ahead, if you've had some bad experiences when trying to get ahead, connect with me on LinkedIn. You can find me at Tabitha Jones and D, H, A Jones, thank you. Yes, all A's, Tabata, Tabatha. You can call me what you want. Just spell it right so you can find me. But absolutely connect with me there, and let's talk about what's going on and see how we can help you start moving forward again. Absolutely, we'll share strategies to give at least a little bit of a boost and kind of start relieving some of the discomfort that may be going on, but kind of back to that point you are completely unstoppable. It's just about investing in yourself, and that may look like time, energy or financially, just to get yourself out of, out of where you're at and into that next thing.   Michael Hingson ** 58:52 What's your website? You must I assume you have a website. I   Tabatha Jones ** 58:55 do have a website. It is empowered. Dash leader.com, and if you go out there, I actually have a free gift. I've recently published an ebook which is a career confidence playbook for women over 50, and that also has some great strategies, as well as workbook and journaling pages to help you really flesh out those goals and start taking those small action steps,   Michael Hingson ** 59:21 and guys, the concepts are the same. So don't think it's just for women. Otherwise, learn nearly as much on this podcast as you   Tabatha Jones ** 59:29 should. That is true. That's very true. The color is a little purple and black. Don't let that send you anywhere. Just it's perfect. Come on in. Let's talk   Michael Hingson ** 59:39 colors. Don't bother me.   59:42 Outstanding.   Michael Hingson ** 59:44 Well, I want to thank you for being here. This has been really fun. I knew it was going to be, and it was every bit as fun and and informative as as I thought it would be. So I hope people will reach out to you on LinkedIn and go off and. Uh, go to the website as well. Get your free ebook. I'm going to go get it and and I really think that you've offered a lot of good insights that will be helpful for people. I hope all of you listening and watching out there agree. I'd love to hear your thoughts. Please email me. Let me know what you think of our episode today. You can email me at Michael M, I C H, A, E, L, H i at accessibe, A, C, C, E, S,

Conversation with Head Coach Eddie Cornejo, ahead of Sunday match-up with Cal Poly, from Robert J. Hiegert Field, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield Photo Courtesy CSUN Athletics

Conversation with Head Coach Eddie Cornejo, ahead of series opener against Cal Poly, from Robert J. Hiegert Field, Northridge, CA. Audio Courtesy Matadors' Sports Properties & Learfield Photo Courtesy CSUN Athletics

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Hello, Darlings!The Valley is back...and Jax free!Kristen and Officer Luke (Civil War), are spreading secrets and sucking up to Jesse while not realizing that Jesse is totally using them. Duh.Michelle is being told that she is a lady of the night, Janet has a birthday at Dave and Busters (in Northridge), and I love this show.Enjoy! Access bonus episodes on Patreon Hosted on Acast. See acast.com/privacy for more information.

Liz Kamlet answers all the music questions the dad of an aspiring musician has from Social Media to publishing to concerts to recording to warnings about the music contest TV shows. We also talk about the old school acts like Stephen Bishop, David Pack, and Michael McDonald! Liz is the smartest voice in music and promotion on the planet!Bio:  Liz Kamlet is an accomplished music industry professional with over a decade of experience collaborating with world-renowned artists, leading record labels, publishers, composers, film studios, and top executives. Her multifaceted expertise encompasses artist management, social media marketing, technology, touring, sync licensing, and consulting. Liz's skill in crafting and executing effective marketing and branding strategies has supported artists at all stages of their careers—from producing sold-out arena performances to securing advantageous record and publishing deals. The artists she has worked with have collectively sold over 100 million records, accumulated 2 billion streams, and amassed a combined social media following of over 50 million. She is currently the CEO of Windsong Entertainment and the host of the podcast "Liz The Music Manager.”   Liz earned a BA in History and Music Technology from the University of Colorado at Boulder, an MA in Music Industry Administration from California State University, Northridge, and an MBA in Management and Digital Media Design from Harvard University. She is also an avid collector of vintage acoustic guitars, owning a personal collection of more than 50 pieces. Liz is married to legendary singer-songwriter Stephen Bishop.

In today's episode of The Edge of Excellence podcast, Matt is joined by Sharon Taylor, widely regarded as the greatest headmaster in the history of Southern California schools.During this insightful conversation, Matt and Sharon explore the intricate journey of leadership within a unique and impactful field. They explore how passion for education can evolve into higher leadership roles and the complexities that come with that transition. Through candid reflections, the conversation touches on the balance between nurturing personal connections and managing broader organizational responsibilities, offering a fresh perspective on what it means to lead effectively in a setting dedicated to growth and development.You'll learn about the importance of vision, mission, and values as the cornerstones of any successful endeavor. Sharon shares her experiences of shaping and refining a guiding philosophy that not only supports the internal culture but also helps navigate challenges and capitalize on opportunities for long-term sustainability.This episode offers valuable insights for anyone passionate about education, leadership, or making a tangible difference in the lives of others.Don't miss another episode of The Edge of Excellence podcast. Leave a review and subscribe todayWhat You Will Learn In This Show:Why the values of kindness and curiosity are essential components of excellence. Sharon's desire to become a teacher from a young age and her work ethic, such as working through high school and college.Her involvement in sorority leadership during college, which helped her develop her leadership skills. The importance of clarifying a school's mission, vision, and values to guide decision-making and hiring practices.The value of long-term sustainability and the role of the board of trustees in supporting the school's goals.And much more...Guest Bio:Sharon brings over 30 years of experience in education. She began her career as a grade one teacher in the Los Angeles Unified School District and then a grade two teacher in Washington State. She joined St. Mary's School in 1995. Sharon has served many roles at St. Mary's including classroom teacher, International Baccalaureate Coordinator (Middle Years and Primary Years Programmes), Dean of Academics (All School), Head of Lower School (K-5) and Head of School (All School) Sharon is currently serving as the Chief Advancement Officer , where she is leading the school through a major capital campaign to complete the master facilities plan for the campus. Sharon also serves on the Board of Trustees for St. Mary's. Sharon holds a Bachelor of Arts in Education from California State University, Northridge and a Master of Arts in Educational Administration from Concordia University in Irvine. She also holds a Multiple Subject Lifetime Credential from California State University, Northridge. Sharon is trained through The International Baccalaureate Organization and has attended and led workshops with IBO. She is an active member of the California Association of Independent Schools and has led multiple accreditations for the organization. Sharon serves on the following additional boards: Providence Hospital, Mission Viejo and RiseHyre.

Pre Game chat with Head Coach Eddie Cornejo, before Game 2 of series with Oregon State, from Robert J. Hiegert Field, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

Inside the World of Luxury Spec Home Development with Pacific Luxury Partners - Roy Lhanie and Morry SadeToday we have on the show two friends , Roy Lhanie and Morry Sade who together make Pacific Luxury Partners which is a premier real estate development firm specializing in high-end, design-driven spec homes across Southern California. BiosRoy LhanieRoy is licensed REALTOR® since 2008, Roy is the driving force behind a top-producing team at Equity Union Real Estate. With deep roots in the San Fernando Valley and over $600 million in closed transactions. Roy leads a team of five agents out of Encino and Sherman Oaks, specializing in both the San Fernando Valley and Westside.He earned his Bachelor's in Communication Studies with an emphasis in Advertising from California State University, Northridge.  He is married with 2 children. Morry SadeMorry Sade is a seasoned General Contractor with over a decade of experience in buying, selling, and remodeling real estate. In 2007, Morry joined a leading low-voltage construction company, working on multimillion-dollar homes. The following year, he became a licensed real estate agent, and by 2009, he was recruited by one of the largest real estate development firms in the region and became a Senior Project Manager overseeing the development and remodeling of more than 1,000 properties.Main Interview Topics: 1. Origins of the Partnership• How did the two of you meet and decide to collaborate?2. Vision & Philosophy of Pacific Luxury Partners• What inspired you to launch a company focused on luxury spec homes?3. Anatomy of a Luxury Spec Build• What are the must-have features you include in every project?• How do you decide on floor plans, finishes, and smart home integrations?4. From Land to Luxury: The Full Process• How do you identify the right lots or teardown opportunities?• What's your workflow from acquisition to final listing?5. Understanding the Luxury Buyer• What are some things high-end buyers care about that the average builder might miss?• Do you build speculatively with a target buyer in mind, or do you let the product speak for itself?6. Challenges & Learning Moments• What has been the most challenging project you've worked on so far?• Any stories of projects that didn't go as planned and what you learned from them?8. Building for Wellness & Longevity• Are you integrating wellness-focused or sustainable elements in your builds?• What are some healthy habits you both have to help you stay focused, healthy and functional?9. Advice for Aspiring Developers & Agents• What advice would you give someone who wants to break into luxury spec building?11. Closing• Where can listeners find you or learn more about your current listings and upcoming builds?*How to contact our guests*WEBSITE - https://pacificluxurypartners.com/  Brad Umansky's LinkedIn ProfileBrad Umansky's Book - Value Added: Successful Strategies For Listing & Selling Investment Real EstatePlease take the time to leave a review and subscribe to our Podcast! Thank you for Listening.

Get ready for an incredible journey into the world of Bigfoot with the Untold Radio Network! In this week's episode, hosts Doug Hajicek and Jeff Perrella sit down with renowned archaeologist and Bigfoot researcher Ray Harwood for an unforgettable discussion. With a degree in Anthropology and Archaeology from California State University of Northridge and years of experience under his belt, Ray brings a wealth of knowledge to the table. From his time studying with world-famous lithic expert Professor Clay Singer to his scholarship with Dr. Errett Callahan, Ray has dedicated his life to uncovering the truth about the elusive Sasquatch. As the publisher of Bigfoot Quest magazine, Bigfoot Mystery magazine, Skunk Ape magazine, and more, Ray has made extraordinary discoveries that will leave you questioning everything you thought you knew about this legendary creature. Join us as we dive into Ray's fascinating research, his thrilling outdoor adventures, and the compelling evidence he's uncovered that just might prove Bigfoot's existence once and for all! Don't miss this captivating episode of the Untold Radio Show – subscribe now and hit that notification bell to stay in the loop on all things unexplained! #BigfootEvidence #SasquatchResearch #UntoldRadio

Pre Game Conversation with CSUN Head Coach Eddie Cornejo, before Sunday match-up with Cal State Fullerton, from Robert J. Hiegert Field, Northridge, CA. Matadors look to avoid the sweep, against the Titans.

Conversation with Head Coach Eddie Cornejo, ahead of series opener, against Cal State Fullerton, from Robert J. Hiegert Field, Northridge.

Kanoa and Billy talk about the "death" of March Madness as the second-ever All-One Seeds Final Four in March Madness is set up this weekend. The guys also talk with Chris McLachlin about a chippy sweep of the UC San Diego Tritons this weekend, as well as some talk about the bombs being set off by Hawaii Baseball this weekend in Northridge.

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Keywords: Targeted terms like “best auto parts stores,” “Jeep parts,” “Rock Auto deals,” and “EV mandate 2035” boost visibility for DIY Jeepers and industry news seekers Gear up for the latest Jeep Talk Show roundtable! Tony and the crew—Jacob, Rich, Greg, Steve-O, Garrett, Larry, and Mike—dive into the best auto parts stores for Jeepers. From Napa's grungy reliability to O'Reilly's convenience, AutoZone's warranty wins, and Rock Auto's online deals, we spill the tea on where to score quality parts. Rich drops pro tips on building Jeeps, while Greg explains how online stores slash prices (no overhead, baby!). Struggling with alternators or bearings? We've got you covered—Larry's $715 O'Reilly's shock and boutique options like Premier Powerwelder steal the show! Plus, Greg's DC lobbying scoop: the 2035 EV mandate could kill ICE businesses, threatening Michigan's aftermarket empire ($357B last year!). Join our Discord for 24/7 Jeep chat—jeeptalkshow.com/contact. Subscribe for more Jeep Talk Show gold since 2010—4K subs and counting!

The Wolves @ California State University, Northridge – 8.9 out of 10! Excellent Show! LA Theatre Bites Recommended! March 14 – 29,2025. www.latheatrebites.com Correction: The scenic design was from David Offner

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Send us a textCarlos Castro is an award-winning music mixing and recording engineer/producer based in Los Angeles, California, with a remarkable 30-year career in the music industry. His expertise has earned him 13 Latin Grammy nominations, two BASF awards, and numerous platinum and gold records, cementing his reputation as a leading force in sound engineering. With a passion for high-fidelity sound recording, Carlos is the owner and operator of Watersound Studios in Studio City, California, where he continues to create groundbreaking music projects.Carlos's journey in music began at a young age. Born in Mexico City into a family of writers and opera singers, he became fascinated with sound recording at the age of nine, when a portable cassette recorder ignited his curiosity. That curiosity led to a brief but memorable incident in which he recorded the sound of a microwave oven, sparking a lifelong love for music and audio. As a teenager, Carlos worked as a DJ in Mexico, later becoming a finalist in a national DJ competition. His passion for sound grew as he studied piano and began exploring music production.Carlos's professional career took flight after he worked at B&K Studios in Mexico City, where he honed his engineering skills. Inspired by albums like Michael Jackson's Thriller and George Benson's Give Me the Night, both of which were engineered by the legendary Bruce Swedien, Carlos sought out opportunities to work with the best in the business. At the age of 19, he attended Full Sail Center for the Recording Arts in Florida, and soon after, he impressed Swedien with his innovative spirit and was invited to work at West Viking Recorders in California.During his three years with Swedien, Carlos contributed to major projects such as the Free Willy soundtrack and Michael Jackson's Super Bowl halftime show. After the Northridge earthquake, he continued to develop his career by working at several major Los Angeles studios before moving on to engineer for iconic Latin music artists like Luis Miguel, Shaila Dúrcal, and Alicia Villarreal. His first major project, Amarte Es Un Placer by Luis Miguel, was a turning point in his career.Carlos's journey culminated in the creation of Watersound Studios, which took three years to build from the ground up. The studio reflects Carlos's engineering soul, with state-of-the-art equipment and a commitment to producing exceptional sound. His career has seen him collaborate with some of the biggest names in music, including Shawn Colvin, Selena Gómez, Demi Lovato, Luis Miguel, Molotov, and many more. His work has been featured in numerous film and television projects, including Desperate Housewives, Hellcats, and the films High Chicago, Perfect Wave, and Alleged.Fluent in both English and Spanish, Carlos has worked on projects across cultures and continents, bringing his versatile expertise to both analog tape and digital workstation recording. Whether collaborating with major artists or working on a film score, Carlos continues to push the boundaries of sound, leaving his mark on the global music industry.___________________Music CreditsIntroEuphoria in the San Gabriel Valley, Yone OGStingerScarlet Fire (Sting), Otis McDonald, YouTube Audio LibraryOutroEuphoria in the San Gabriel Valley, Yone OG__________________My SGV Podcast:Website: www.mysgv.netNewsletter: Beyond the MicPatreon: MySGV Podcastinfo@sgvmasterkey.com

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

ISC Sports Network’s Greg Rakestraw joins to recap Fisher’s 55-46 Sectional Championship win over Noblesville. Indiana High School Sports’ Brad Huber discusses Lawrence North’s 74-59 win over North Central. Matt Luce from Wapahani recaps their win over Madison-Grant. Matt Moore from Warsaw recaps Warsaw’s 78-74 overtime win over Northridge. Seve Beach from South Ripley discusses their 75-60 win over Southwestern (Hanover).See omnystudio.com/listener for privacy information.

Conversation with CSUN Head Coach Andy Newman, ahead of Regular Season Finale against Hawaii, from Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

Andy Newman joins us, following 82-73 win over Hawaii, in regular season finale, from Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Proprerties & Learfield

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Through a focus on Spanish-speaking Catholics, Amanda Baugh sheds light on environmental actors hiding in plain sight. Drawing from ethnographic research conducted across Los Angeles, Baugh, Professor and Associate Chair of Religious Studies and Director of the MA Program in Sustainability at California State University, Northridge, demonstrates that minority communities are not merely victims of environmental problems. Instead, many Spanish-speaking Catholics embrace what Baugh calls “la tierra environmentalism,” an embodied ethic of living lightly on the Earth that is rooted in a sense of love and respect for God, fellow humans, and the rest of God's creation. A focus on la tierra environmentalism challenges scholars and activists to rethink who counts as environmental leaders and what counts as environmentalism. Series: "Ethics, Religion and Public Life: Walter H. Capps Center Series" [Humanities] [Science] [Show ID: 40423]

Through a focus on Spanish-speaking Catholics, Amanda Baugh sheds light on environmental actors hiding in plain sight. Drawing from ethnographic research conducted across Los Angeles, Baugh, Professor and Associate Chair of Religious Studies and Director of the MA Program in Sustainability at California State University, Northridge, demonstrates that minority communities are not merely victims of environmental problems. Instead, many Spanish-speaking Catholics embrace what Baugh calls “la tierra environmentalism,” an embodied ethic of living lightly on the Earth that is rooted in a sense of love and respect for God, fellow humans, and the rest of God's creation. A focus on la tierra environmentalism challenges scholars and activists to rethink who counts as environmental leaders and what counts as environmentalism. Series: "Ethics, Religion and Public Life: Walter H. Capps Center Series" [Humanities] [Science] [Show ID: 40423]

CSUN Head Coach Andy Newman stops by the booth, following CSUN's 103-77 win over UC Santa Barbara, at Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Pre Game conversation ahead of showdown with first-place UC San Diego, at Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

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Sat down with CSUN Baseball Coach Eddie Cornejo, ahead of match-up with BYU, at Robery J. Hiegert Field, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield Photo Courtesy CSUN Athletics

Conversation with Head Coach Andy Newman, ahead of contest against Cal Poly, from Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Network & Learfield

Conversation with Head Coach Andy Newman, following CSUN's 89-85 win over Cal Poly, from Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

Scotty Washington joins us after posting 29 points in 89-85 win over Cal Poly, at Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Post Game Chat with Tyler Beard, following CSUN win over Cal State Fullerton, at Premier America Credit Union Arena, Northridge, CA. Audio Courtesy CSUN Matadors' Sports Properties & Learfield Photo Courtesy CSUN Athletics

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Gary and Shannon start the second hour of the show with the Southern California being hit with rain. Gary and Shannon also discuss an arsonist being chases down in Northridge, a Hollywood producer being found guilty in the overdoes death of two women and a man in Pennsylvania who stole 100,000 eggs.

Thank you for joining us at NorthRidge Church! For more information please visit us online at http://www.northridgethomaston.com.

Katie Campbell is the President and CEO of RedRover, a national animal welfare nonprofit organization based in Sacramento, California. Campbell assumed this role in March 2024. Campbell has been with RedRover for eight years, previously serving as the Director of Collaboration and Outreach. In this role, she supported the organization's outreach, awareness, and capacity-building efforts, particularly for their domestic violence assistance programs. She is passionate about animal welfare and has a strong background in the nonprofit sector. Campbell holds a Bachelor of Science degree in Sociology and Criminal Justice from Lees-McRae College and a Master of Arts degree in Sociology from California State University, Sacramento. Since 1987, RedRover has been a lifeline for animals in need. As a national animal welfare nonprofit, we're there for animals during emergencies, disasters, and times of crisis. Our three programs work together to provide comprehensive support: RedRover Relief offers grants for emergency veterinary care, including the Safe Housing and Purple Leash Project, which helps domestic violence survivors and their pets escape abusive situations. RedRover Responders, known as the "Red Cross for animals," deploys to disaster zones and rescues animals from puppy mills and hoarding cases. And through RedRover Readers, we're teaching the next generation about compassion and empathy. Join us to learn more about how RedRover is making a real difference for animals across the US and Canada. Web: https://redrover.org/ Mission: Our mission is to bring animals out of crisis and strengthen the bond between people and animals through emergency sheltering, disaster-relief services, financial assistance, and education. We accomplish this by engaging volunteers and supporters, collaborating with others, and maximizing the use of online technology. RedRover Relief: Offers pet parents grants and resources for animals in need of emergency veterinary care. Through this program, Safe Housing & Purple Leash Project (sponsored by Purina) grants also help domestic violence (DV) survivors escape abuse with their pets. Since 2012, RedRover has awarded 237 Safe Housing grants to shelters in 47 states, totaling more than $5.2 million. Additionally, Safe Housing grants have created the first pet-friendly domestic violence shelters in 10 states! We also created a collaborative project with Greater Good Charities' Rescue Rebuild program, called Dontforgetthepets.org (DFTP). This program helps domestic violence, homeless, and animal shelters create custom pet housing programs to fit the needs of their communities - everything from design and construction to policies and procedures. RedRover Responders: Known as the "Red Cross for animals," we temporarily shelter and care for animals displaced by natural disasters or animals rescued from puppy mills and hoarding cases. RedRover has deployed 280+ times since 1987, including to the Envigo beagle rescue, Hurricanes Katrina, Harvey, Ian, Superstorm Sandy, Camp and Caldor wildfires, Northridge earthquake, and many more. RedRover Readers: Helps children understand the emotional states of others and develop the skills needed for empathy to prevent animal cruelty and neglect. The program has reached more than 100,000 children. Publishes Kind News magazine for children - helping kids understand and respect animals. About the show: Ash Brown is a force to be reckoned with in the world of motivation and empowerment. This multi-talented American is a gifted producer, blogger, speaker, media personality, and event emcee. Her infectious energy and passion for helping others shine through in everything she does. Ash Said It, Ash Does It: * AshSaidit.com: This vibrant blog is your one-stop shop for a peek into Ash's world. Dive into exclusive event invites, insightful product reviews, and a whole lot more. It's a platform that keeps you informed and entertained. * The Ash Said It Show: Buckle up for a motivational ride with Ash's signature podcast. With over 2,000 episodesalready under her belt and a staggering half a million streams worldwide, this show is a testament to Ash's impact. Here, she chats with inspiring individuals and tackles topics that resonate deeply. What Makes Ash Special? Ash doesn't just preach motivation; she lives it. Her strength lies in her authenticity. She connects with her audience on a genuine level, offering real-talk advice and encouragement. She doesn't shy away from the challenges life throws our way, but instead, equips you with the tools to overcome them. Here's what sets Ash apart: * Unwavering Positivity: Ash Brown is a glass-half-full kind of person. Her infectious optimism is contagious, leaving you feeling empowered and ready to take on the world. * Real & Relatable: Ash doesn't sugarcoat things. She understands the struggles we face and offers relatable advice that resonates with listeners from all walks of life. * Actionable Strategies: This isn't just about empty inspirational quotes. Ash provides practical tips and strategies to help you translate motivation into action, turning your dreams into reality. So, if you're looking for a daily dose of inspiration, actionable advice, and a healthy dose of real talk, look no further than Ash Brown. With her infectious positivity and dedication to empowering others, she's sure to become your go-to source for making the most of life. ► Goli Gummy Discounts Link: https://go.goli.com/1loveash5 ► Luxury Women Handbag Discounts: https://www.theofficialathena.... ► Review Us: https://itunes.apple.com/us/po... ► Subscribe: http://www.youtube.com/c/AshSa... ► Instagram: https://www.instagram.com/1lov... ► Facebook: https://www.facebook.com/ashsa... ► Blog: http://www.ashsaidit.com/blog #atlanta #ashsaidit #theashsaiditshow #ashblogsit #ashsaidit®Become a supporter of this podcast: https://www.spreaker.com/podcast/the-ash-said-it-show--1213325/support.

The ScarJo auction, Play It Steve, the Northridge earthquake, a new social media star, and Huey Dewey and.... who?!

PUBLIC VERSION. Writer/director Gil Kenan (MONSTER HOUSE, GHOSTBUSTERS: FROZEN EMPIRE, SATURDAY NIGHT) joins Adam, Joe, and Arwen to share his incredible career journey. From how the devastating 1994 Northridge earthquake changed his path from the theater to the cinema… to working with both Zemeckis AND Spielberg on creating the animated classic MONSTER HOUSE… to his fateful meeting with fellow filmmaker Jason Reitman and the incredible creative partnership that followed… to the importance of accessing truth even when working with established IPs like SNL and GHOSTBUSTERS… to surviving the “beautiful disaster” that was CITY OF EMBER and the sad truth about how IMPRACTICAL JOKERS and VICTOR CROWLEY star Brian Quinn ALMOST made it into GHOST BUSTERS: FROZEN EMPIRE… Gil's story is legendary! Seriously, what other filmmaker got to direct the latest adventure by the Ghostbusters AND write the definitive film on the making of Saturday Night Live all in one year?!