Podcasts about nosy

Státní bezpečnost (StB) byla prodlouženou rukou vládnoucí komunistické strany. Všemocná, obávaná, s nevybíravými praktikami. Nikdo si před estébáky nemohl být ničím jist. Jejich počínání bylo zcela utajené, bez jakýchkoliv mantinelů, které známe z fungování demokratických zpravodajských služeb. Mezi estébácké praktiky patřily také únosy lidí, v archivních dokumentech nazývané eufemisticky „odluky“. (Vysíláme v repríze, premiéru jste mohli slyšet v roce 2018.)

Coreia do Sul proíbe carne de cachorro: o que acontece agora com os animais? https://www.bbc.com/portuguese/articles/cx2jg576jjno Nosy by nature: Chimpanzees and children share a strong curiosity about the lives of others https://phys.org/news/2025-06-nosy-nature-chimpanzees-children-strong.html Anthropic destroyed millions of print books to build its AI models https://arstechnica.com/ai/2025/06/anthropic-destroyed-millions-of-print-books-to-build-its-ai-models/ Coptic Christianity Explained https://youtu.be/a5EnGR1XqmU?si=aob5EzyPGI1hqulD (via ChatGPT) Beauty x Truth x Good debate ... Read more The post vão abater 500.000 cães? Beleza é Verdade e Bem? de onde vem os dragões? appeared first on radinho de pilha.

Tshidi Madia in for Clement Manyathela hears from a listener who is struggling with a nosy colleague. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

Full show - Wednesday | Bad dad | News or Nope - Chipotle's new sauce and Nerds candy | Did you remember Father's Day is coming up? | OPP - Nosy neighbor or concerned citizen? | Renting wedding dresses | The Coldplay concert controversy | Erica's urban legend | Things men do that aren't actually attractive | Stupid stories @theslackershow @ericasheaaa @thackiswack @radioerin

Lauren's security camera caught her neighbor's 16-year-old daughter sneaking through Lauren's yard with her boyfriend. Lauren thinks she was trying to avoid her parents' security cameras, so she snuck in the back way. She wants to tell the neighbors what she saw, but her husband thinks she's being too nosy. What do you think she should do?

Po krátkém útlumu z předešlých let, kdy ceny nemovitostí na zamrzlém českém realitním trhu, sužovaném vysokými úrokovými sazbami, stagnovaly, či dokonce klesaly, se letos vše vrátilo do starých zajetých kolejí: jak starší, tak i nové byty se opět zdražují. To znovu láká investory, kteří mají v Česku o zhodnocování peněz „v cihlách“ větší zájem než v jiných zemích.

Lunchbox wanted to know about the financial situation surrounding Abby moving in with her boyfriend. We got more details and Bobby helped Abby with an uncomfortable thing she has been needing to bring up. Bobby shares his Top TV show finales of all-time. We played a highly competitive round of Riddle Me This. Wake Forest head coach Jake Dickert listens to the show and actually has some advice for one of the show members. We also got an update on Abby's 60-hour fast, Bobby's best golf trip ever and why Eddie feels sorry for Bobby.See omnystudio.com/listener for privacy information.

Lunchbox wanted to know about the financial situation surrounding Abby moving in with her boyfriend. We got more details and Bobby helped Abby with an uncomfortable thing she has been needing to bring up. Bobby shares his Top TV show finales of all-time. We played a highly competitive round of Riddle Me This. Wake Forest head coach Jake Dickert listens to the show and actually has some advice for one of the show members. We also got an update on Abby's 60-hour fast, Bobby's best golf trip ever and why Eddie feels sorry for Bobby.See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

Main Idea: On the way back from Jerusalem, Mary and Joseph can't find Jesus because he's hanging out at the temple soaking up every word. He's listening with wide eyes no doubt. Later in his ministry we know that he depends on both his knowledge of scripture and his relationship with his father in heaven. Perhaps we need to recover the story seeking of children who always love to listen to stories. God's story is the overarching story of our lives. Scriptures: Luke 2:41-52

Ukrajinský prezident Volodymyr Zelenskyj navštívil Německo. Kancléř Friedrich Merz dál nevylučuje, že by Německo mohlo Ukrajině dodat střely s plochou dráhou letu Taurus. „Byl bych opatrný. Merz před volbami deklaroval, že by tyto zbraňové systémy Ukrajině dodal. Následně rétoricky změnil své závěry. Důvody jsou nasnadě: vládne v koalici s SPD, která střely na Ukrajinu odmítá dodat. Druhý důvod je, že Německo nemá bezedné zásoby. Naskladnit je není jednoduché,“ říká Bříza.

fWotD Episode 2945: Nosy Komba Welcome to Featured Wiki of the Day, your daily dose of knowledge from Wikipedia's finest articles.The featured article for Wednesday, 28 May 2025, is Nosy Komba.Nosy Komba (Malagasy pronunciation: [nusʲ ˈkuᵐba]; lit. 'island of lemurs'), also known as Nosy Ambariovato, is a small volcanic island in Madagascar, situated between the island of Nosy Be and the northwestern coast of the main island of Madagascar. Roughly circular, it rises sharply towards a plateau and the summit of Antaninaombi at the center of the island. Administered as an arrondissement of the unitary commune and district of Nosy-Be within Diana Region, the island is divided into five fokontany (villages), with Ampangorina as the main village and administrative center. The population is mainly restricted to the northern half of the island. The economy is reliant on tourism and handicrafts, supplemented by a wide range of agricultural products. Hotels and guest houses support tourists to the island, mainly on excursions from Nosy Be.The lowlands of the island are divided between secondary forest and a patchwork of farmland and plantations (notably including shade-grown coffee), while the highlands are mainly scrubland, with a bamboo forest in the northern portions. The island hosts a diverse range of reptiles and amphibians, although this has been reduced by deforestation. The island is known for its black lemurs, causing it to attract significant ecotourism. Heavily deforested during the 19th and 20th centuries, the island has only small pockets of old-growth forest remaining in remote areas. Although the island hosts a traditionally protected forest and an arboretum established in the colonial era, protection for the latter is essentially unenforced, and illegal logging continues.During the early 19th century, the region was heavily settled by Sakalava refugees and their slaves fleeing the hegemony of the Merina Kingdom. France gained control of the island in 1840; it was converted to a logistic center for the import of indentured servants and local slaves, and later a sanatorium retreat for colonists.This recording reflects the Wikipedia text as of 00:52 UTC on Wednesday, 28 May 2025.For the full current version of the article, see Nosy Komba on Wikipedia.This podcast uses content from Wikipedia under the Creative Commons Attribution-ShareAlike License.Visit our archives at wikioftheday.com and subscribe to stay updated on new episodes.Follow us on Mastodon at @wikioftheday@masto.ai.Also check out Curmudgeon's Corner, a current events podcast.Until next time, I'm neural Danielle.

What if the only thing standing between you and the life you truly want is the courage to begin? In this episode, I speak with Jenny Wood—former Google executive and author of Wild Courage—about what it means to pursue the essential with boldness. Jenny shares how she walked away from a high-powered role to write the book she felt called to create. We explore the power of being shameless, curious, and even a little reckless when the moment demands it. You'll hear how she faced down fear, navigated imposter syndrome, and embraced the uncomfortable path toward growth. This is a conversation about clarity, action, and living with wild courage—the kind that leads you not just to success, but to meaning. Buy Jenny's Book ⁠"Wild Courage: Go After What You Want and Get It"⁠ Visit Jenny's ⁠Website⁠ Follow Jenny on LinkedIn Join my weekly ⁠newsletter⁠. Learn more about my ⁠books and courses⁠. Join ⁠The Essentialism Academy⁠. Follow me on ⁠LinkedIn⁠, ⁠Instagram⁠, ⁠X⁠, ⁠Facebook⁠, and ⁠YouTube⁠.

V dnešním videu se zaměřujeme na význam investice do osobního trenéra z pohledu longevity životního stylu. Proč dává smysl mít osobního trenéra nejen na začátku cvičení, ale i dlouhodobě? Jaký dopad má pravidelný trénink pod dohledem odborníka na fyzické zdraví, motivaci a celkovou vitalitu? Sdílíme praktické zkušenosti a pohled na to, proč může být spolupráce s trenérem klíčovým faktorem pro dlouhodobé zdraví a disciplínu v každodenním režimu.

V tomto díle Minutovek se podíváme na zásadní rozdíly mezi veřejným kapitálovým trhem a světem private equity. Na konkrétním grafu z roku 2025 ukazujeme, jak výrazně se liší volatilita akcií firem jako KKR, Blackstone či Apollo od stabilního růstu hodnoty private equity fondů. Vysvětlíme, proč je kombinace obou světů pro investora klíčová, jak funguje oceňování private equity aktiv, a jak správně rozložené portfolio může přinést vyšší výkonnost, stabilitu a větší efektivitu při práci s kapitálem. Nechybí ani doporučení, jak využít lombardní úvěr ve švýcarské nebo americké privátní bance.

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Video Version linked below!https://www.youtube.com/watch?v=clEyLshqSMULinks & Socials here:https://linktr.ee/haleygutz

Ranní brífink Tomáše Lysoňka: Od začátku dubna zažívají nejen akciové trhy pořádně divokou jízdu. V reakci na neustále se měnící rozhodnutí amerického prezidenta Donalda Trumpa se střídají výrazné propady cen a následná zotavení – podle toho, jak investoři vyhodnotí aktuální dění. Začátek tohoto týdne se zdá být zatím klidnější, to se ale může zase rychle změnit. Podrobněji situaci na trzích rozebereme s reportérem Hospodářských novin a spoluautorem investičního podcastu Money Penny Davidem Bustou.

Ranní brífink Tomáše Lysoňka: Od začátku dubna zažívají nejen akciové trhy pořádně divokou jízdu. V reakci na neustále se měnící rozhodnutí amerického prezidenta Donalda Trumpa se střídají výrazné propady cen a následná zotavení – podle toho, jak investoři vyhodnotí aktuální dění. Začátek tohoto týdne se zdá být zatím klidnější, to se ale může zase rychle změnit. Podrobněji situaci na trzích rozebereme s reportérem Hospodářských novin a spoluautorem investičního podcastu Money Penny Davidem Bustou.

Content Warning: Submission #3 - Sexual Assault This week Meghan and Melisa are giving advice on: Update: Better dating app matches Jumping into a serious relationship Keeping religious parents away from your boyfriend Afraid of triggering your partner Don't Blame Them: Buy Our Merch https://crowdmade.com/collections/sister-sign Call In - 310-694-0976 (3 minutes or less) Write In - meghanpodcast@gmail.com (300 words or less) Follow Us! instagram.com/meghanandmelisa @meghanrienks instagram.com/meghanrienks https://twitter.com/meghanrienks @sheisnotmelissa instagram.com/sheisnotmelissa instagram.com/diamondmprint.productions Learn more about your ad choices. Visit megaphone.fm/adchoices

Pacer Nation, your team is hot right now and has all but secured homecourt in the first round of the upcoming playoffs! Meanwhile, your favorite Pacer podcast is tying up the loose ends of a 4-0 week and preparing for a Playoff Preview blowout next week. Check out Siakim and Nembhard on The Young Man and the Three. And thanks for all of the support you continue to show us on Patreon, YouTube, or by shopping on Amazon.

To be successful you need to be Weird, Selfish, Shameless, Obsessed, Nosy, Manipulative, Brutal, Reckless, and Bossy. And that takes courage. As a former Google leader and top career coach who chased an attractive stranger off the subway and later married him, Jenny Wood knows her way around courage. In this book, Wood shatters conventional wisdom about achieving your goals. She gives you permission to ditch your fear and chase after what you want, unapologetically. Wood reclaims nine traits from their negative shackles and teaches you how to apply them in a savvy and sane way to supercharge your success, whether you're trying to impress your new boss, snag a stretch promotion, or land a life-changing deal. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

To be successful you need to be Weird, Selfish, Shameless, Obsessed, Nosy, Manipulative, Brutal, Reckless, and Bossy. And that takes courage. As a former Google leader and top career coach who chased an attractive stranger off the subway and later married him, Jenny Wood knows her way around courage. In this book, Wood shatters conventional wisdom about achieving your goals. She gives you permission to ditch your fear and chase after what you want, unapologetically. Wood reclaims nine traits from their negative shackles and teaches you how to apply them in a savvy and sane way to supercharge your success, whether you're trying to impress your new boss, snag a stretch promotion, or land a life-changing deal. Learn more about your ad choices. Visit megaphone.fm/adchoices

Zatímco za Bidena se „zelené“ investice podporovaly, Donald Trump je pomáhá pohřbít. V Americe z fondů, které se ohlížejí na udržitelnost, odtékají miliardy dolarů. Spousta z nich zavírá krám, říká analytička Anna Píchová.Že bude snižování emisí na vedlejší a naopak těžba fosilních paliv na hlavní koleji, naznačil americký prezident Trump jasně frází „Drill, baby, drill“ neboli „Vrtej, baby, vrtej“. Boom ESG z covidových let je dávno pryč. Čistý odliv peněz z udržitelných investičních fondů, který začal už v roce 2022, pokračuje.„Třeba solární firmy v roce 2021 na burze zažily asi největší růsty. ESG fondy měly nálepku, že vám oproti běžnému investování přinesou nadvýnos, ale bylo to zase s velkou volatilitou a rizikem. S pádem trhů v roce 2022 částečně  ztratily své kouzlo,“ vzpomíná Anna Píchová, analytička One Family Office.*****Ve vatě. Podcast novinářky Markéty Bidrmanové. Poslechněte si konkrétní rady investorů a odborníků na téma investic, inflace, úvěrů a hypoték. Finanční „kápézetka“ pro všechny, kterým nejsou peníze ukradené.Vychází každý čtvrtek. Poslouchejte na Seznam Zprávách, Podcasty.cz nebo ve všech podcastových aplikacích.V podcastu vysvětlujeme základní finanční pojmy a principy, nejde ale o investiční poradenství.O čem byste chtěli poslouchat příště? Co máme zlepšit? A co naopak určitě neměnit? Vaše připomínky, tipy i výtky uvítáme na adrese audio@sz.cz.

Kasey has an elderly woman who lives in her building who is very friendly, but also very nosy. She asks Kasey about the packages she gets delivered, the people who come and go, and even her sex life and finances. Kasey wants to keep her privacy, but doesn't want to be rude to a lonely woman. What should she do?

Full show - Wednesday | Distracted driving | News or Nope - Vin Diesel and Gabe the Babe Landeskog | Peeing in the shower | OPP - Nosy neighbor | ENM | Manly status symbols that actually mean nothing to women | What did you give up for Lent? | Justin Bieber's parenting faux pas | Anxiety | Stupid stories @theslackershow @thackiswack @radioerin

The Break Room (FRIDAY 2/28/25) 8am Hour 1) Sometimes having a neighbor always up in your business pays off 2) This new trendy diet might come with some problems 3) A local kid just made the save of a lifetime

Are you a nosy neighbour?We know that this country is property mad, but does that mean that we're very nosy neighbours? Especially if a home nearby goes up for sale, many people love nothing more than a look at the photos online, or even worse - a trip to the open house!Comedian Emma Doran has strong views on this, and joins Seán to discuss.

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?Všechny díly podcastu Hlavní zprávy - rozhovory a komentáře můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

Jaký přínos nebo úskalí by mohla mít rozsáhlá školská novela, kterou dnes projednává vláda? Nakolik reálný je návrh ukrajinského prezidenta Zelenského přenechat Rusku část ukrajinského území a část vyměnit za oblast, kterou na západě Ruska kontrolují ukrajinské síly? A proč koalice Spolu v libereckém krajském zastupitelstvu změnila postoj k dalšímu působení Martina Půty na postu hejtmana?Všechny díly podcastu Hlavní zprávy - rozhovory a komentáře můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

In this episode, we go behind the scenes in mortgage lending to demystify why lenders ask so many "nosy" questions. Shelley explains the reasons behind each request, shedding light on how these details help secure the best loan for you while protecting both you and the lender. Tune in for an eye-opening look at the mortgage process and discover why those seemingly intrusive questions are actually in your best interest. Send us a textEnjoyed this episode? Share it with friends and family or leave us a review! Have questions or stories to share? Send them our way, and they might be featured in a future episode! Stay Connected:- Follow us on Instagram and Facebook for more updates and visuals.- Visit our website at NestologyPodcast.com for additional resources and episode archives.- Email us at NestologyPodcast@gmail.com with your questions and stories!

The word “journey” might get a bit overused when speaking about business, but there truly is no better word for it. A business idea is one tiny part of the story. Besides the fact that the business idea itself will likely take many different forms along the way, and that you’re never ever done when tackling something like building a business for yourself, you evolve so much as a person along the way. If that isn’t a hell of a journey, I don’t know what is. Kathryn McGarvey knows all about this particular expedition, she’s in the business of audience insights today, and it’s one of a few businesses she’s learnt, grown, languished and flourished within – as I’m sure you can relate to. In sharing her business building story you’ll hear about: Realising you’ve become unemployable Finding the business within the business Why the term “journey” for the experience of business is fundamental Building as you go The dark revenue moments And finding connection as a solopreneur Connect with Kathryn on LinkedIn Check out the NosyHQ Website And don’t forget to follow Unemployed & Afraid on IG , TikTok and LinkedIn Subscribe to the U&A Substack Join our Facebook Group And show your support for this independent podcast and small business by shouting your host a cuppa at buymeacoffee.com/unemployedpod You can reach your host on email kim@unemployedandafraid.com.au on IG on LinkedIn or via unemployedandafraid.com.auSupport the show by shouting me a cuppa (or 2): https://www.buymeacoffee.com/unemployedpodSee omnystudio.com/listener for privacy information.

Nosy Sister ~ My sister gave out copies of my private journal. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Rob Auton and Eleanor Morton join host Alice Fraser for episode 187 of The Gargle - all of the news, and none of the politics.

In this episode Lydia is back to discuss join the clubhouse in both a discussion of her first job, and making a game about set job. But, because the club can't choose, it is also about Ellen's job at her parents' pet store. When introducing Lydia to the concept of a nice games jam, the stages of the nice game jam are referenced. Here are the stages: 1) Panic 2) Prompt 3) More Panic 4) Scramble 5) Oh, we can do this 6) We did this - let's do more We have throw pillows nowWhile designing this game Stephen mentions the phrase "experience bij." This comes from the 'Star Trek the Next Generation Interactive VCR Board Game."Star Trek the Next Generation Interactive VCR Board Game - Board Game GeekCompilation of "Experience bij." - YouTubePrompt"Create a game based on one of your team's first job (either gig-based, such as babysitting or lawn mowing or paycheck based), but set in a world with either evil robots, monsters, or aliens."Game typeTabletop gameMaterialsVHS tapeMall mapRulesTakes place in a mall, in a starbaseTheater, retail, pet store, cafeteriaPen and paper RPG, players need to figure out what's going on outside without leaving the mall/their jobsCommunication is limited somehowNosy kids?Point where we're in too deep?It's now a VHS tape/DVD game.Each character has unique roles and abilities based on their jobCafeteria unboxer person, sees recycling bins, can make things out of trashRetail, interacts with customers regularlyPet store, young kid who does mischief thingsTheater, technical expertise, interacts with other staff of theaterMall wide announcements (security, mall, etc.)Different locations have a stack of cards containing information, they have unique ability to access these different decks. Info from cards cannot be talked about, you need to move to another player to give them that information.NPCs move on a track separately, they move during the “computer” turn, the mall is a separate turn/entityNPCs control how much players can move (they may have customers they need to deal with)Each round the players have certain actions, different actions if there are customers in the storeSome cards are gossip (from customers), some cards are evidence (physical things you find)Some of the gossip is false, good/juicy information is rareNarrativeThree actsAct 1: Something's going on! Busier than normal, more security, longer shifts than normal because everyone needs to be in the mall, the management wants to keep everyone thereA lot of the rumors are about not being able to do their regular jobs outside of the mallAct 2: It's one of three thingsAct 3: Did we figure out what's going on?You have to figure out what the threat is, afterwards pick some number of ways to deal with it, depending on the response you have a list of tasks to complete to fulfill. If the tasks you did relate to the actual threat, you get points.

Stressed about your dating life (and nosy questions) during the holidays? This episode is for you.  Yes, it's that time of year—when relatives turn the holiday dinner table into a Q&A about your dating life. Lily is sharing how to respond to every nosy question from relatives - that you don't want to answer!  This is your guide to handling intrusive questions with confidence while staying grounded and true to yourself. Tune in for the best strategies for setting boundaries, saying “pass the peas” to nosy questions, and finding joy in the season without letting holiday stress or stress about your dating life get in the way. You'll learn: How to spot the self-judgment trap  Why self-compassion is the antidote to self-judgement Boundaries that slay: “You don't owe them your story” becomes your mantra for keeping nosy questions in check Active self-care strategies that keep you thriving  How to build a joy plan that sticks  Links: ✨ Register for The Late Bloomer's Guide to a Confident Holiday Season Dr. Kristin Neff - SelfCompassion.orgSelf-care Activities for Women, Dr. Cicely Horsham-Brathwaite  

Weather, nosy guests, Thanksgiving foods, football and PC PRAY!See omnystudio.com/listener for privacy information.

Buckle up, everyone! It's Election Day 2024, and the energy is electric! The stakes are high, the tension is real, and all eyes are on the possibility of a new Madame President. In today's episode, host Stephanie Graham is joined by her trusted battle buddy, Stephisha YCoy Walton, to break down what this pivotal election means for us all.Join them as they dig into the importance of voter mobilization and civic engagement, sharing their own experiences in activism, from phone banking to grassroots organizing. With passion, humor, and a few personal stories, they explore how each vote shapes our collective future and why showing up to the polls matters more than ever. Get ready for an inspiring, motivating, and sometimes funny conversation about the power of our voices—and the responsibilities we hold as citizens.About Stephisha:Stephisha Ycoy Walton is a God-fearing individual who lives life in the gray area of most things, focused on community impact and social justice. Passionate about financial literacy, she is dedicated to coaching, teaching, and mentoring others to improve their financial skillsets. As a licensed financial advisor, member of Oakland's Budget Advisory Commission, and credentialed teacher, Stephisha walks her purpose on purpose. She believes that financial independence is a result of consistent choices and is committed to guiding others toward financial success.Takeaways: The importance of grassroots mobilization to the polls in the 2024 election is crucial. Financial literacy education for youth can empower them to understand money management. Engaging in local elections is just as vital as voting for president and vice president. The impact of social media on political engagement is growing and cannot be overlooked. Community involvement in political processes can shape the future of local education systems. Understanding candidate policies is essential for informed voting during elections. Resources Mentioned:World Economic ForumGreat Awakening Documentary (I think this is it)Episode Summary:With the 2024 election looming on the horizon, Stephanie Graham and Stephisha Ekoy Walton engage listeners in an impassioned discussion about the power of voting and grassroots activism. The episode captures the palpable tension and excitement of election day as the hosts reflect on their experiences mobilizing voters in their communities. Stephanie shares her personal stakes and concerns, emphasizing how the election's outcome could significantly impact the lives of marginalized individuals and families. Through their candid conversation, they highlight the urgency of civic engagement, encouraging listeners to recognize their roles within the democratic process and to take action. The discussion broadens to encompass the significance of financial literacy as a tool for empowerment. Stephisha, with her background as a licensed financial advisor, emphasizes the importance of educating young people about personal finance as a means of breaking the cycle of poverty and fostering independence. The hosts share inspiring stories of their community initiatives aimed at teaching financial skills, and they discuss how these efforts can create a more informed electorate. This emphasis on financial literacy intertwines with their advocacy for social justice, illustrating how understanding economic systems can enhance one's ability to navigate the political landscape effectively.As the episode unfolds, Stephanie and Stephisha reflect on the narratives surrounding Vice President Kamala Harris and the importance of a

Join us as we explore how Agile in Color is breaking down barriers in the Agile community and empowering people of color through mentorship, support, and leadership. Learn how you can be an ally and foster a more inclusive environment in your own Agile journey. Overview In this episode of the Agile Mentors Podcast, Brian Milner is joined by Nosa Oyegun and Luria Lindauer from Agile in Color to discuss the importance of diversity, equity, and inclusion within the Agile community. They dive into the mission of Agile in Color, barriers to entry and success for people of color in Agile, and the role of allies in fostering a more inclusive industry. The conversation also highlights the power of mentorship, vulnerability, and community support to drive meaningful change in organizations. The episode concludes with a call to action for listeners to engage with Agile in Color and contribute to the movement for a more diverse Agile community. References and resources mentioned in the show: Nosa Oyegun Louria Lindauer Agile in Color The Canary Code by Ludmila N. Praslova, PhD Email For Details of Coaching with Mountain Goat Software Subscribe to the Agile Mentors Podcast Join the Agile Mentors Community Mountain Goat Software Certified Scrum and Agile Training Schedule Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Nosa Oyegun has over 15 years of experience, and is a seasoned Agile Coach passionate about empowering cross-functional teams, removing impediments, and championing customer-centric solutions. Skilled in Agile frameworks like Scrum and Kanban, she focuses on fostering collaboration, driving value delivery, and nurturing growth for individuals, teams, and executives. Louria Lindauer is a dynamic enterprise strategist and coach with over 25 years of experience, known for transforming complex challenges into clear, actionable solutions. Certified in DEI strategy, Agility, and Emotional Intelligence Leadership, she helps leaders build vision, empathy, and bold organizational cultures where courageous truth and sustainable change thrive. Auto-generated Transcript: Brian (00:00) Welcome in, Agile Mentors. We are back. We're here for another episode of the Agile Mentors podcast. And today, I have with me actually two guests. I know, you're shocked, right? I only ever really usually have one, but I have two. Two for the price of one today, right? I have with me Nosa Oyegun and Luria Lindauer. Welcome in, guys. Nosa Oyegun (00:27) Thank you. Thank you for having us. Louria Lindauer (00:30) Yes. Brian (00:30) Delighted, absolutely delighted to have you guys here. And I hope I said your names correctly. If I didn't, please correct me. OK, awesome. Well, for the listeners, I did get help before. just so you know. But we're here because both Nosa and Luria work for, or are associated with, I should say, associated with an organization called Agile in Color. Nosa Oyegun (00:37) You nailed it. Louria Lindauer (00:38) You did. You did it. Brian (00:56) And I've known several people that have been in and around and involved with that organization. And I just thought it would be a good idea to have them come on and tell us a little bit about it and kind of help us understand a little bit about the mission and purpose there, what they're trying to accomplish with Agile and Color. So let's start with that. Give us kind of a, if you had to describe it, why does Agile and Color exist? Nosa Oyegun (01:24) I would say Agile and Color exists for people who look like us, right? Now, does it include everybody? Yes, we do have members who do not necessarily look like us on the outside, but we all bleed red, right? And so it is a group of like-minded individuals who have come together and said, how do we support our community? How do we support those who are already in the industry? And how do we support those who are trying to get into the industry? Because one of the things that we've realized within the community is there are so many people who might want to get into the industry, but do not have the resources. And so we consider ourselves that resource hub to be able to allow and say, hey, why don't you reach out to this? Why don't you contact this? But that is the sole purpose of being able to mentor and be mentored, just like you always say, Brian. Brian (02:15) Love it, love it, thank you. Yeah, that's awesome, that's awesome. That's a great mission and a great purpose. I know, in today's world, I think there's a lot of confusion around kind of the diversity, equity, inclusion kind of whole topic area and maybe some controversy that may be unfounded and just kind of silly. I'm just kind of curious. I mentioned both your perspectives on this. Why do you feel like really that diversity, equity, inclusiveness, why do you feel like that's an important thing for Agilist, for Agile teams, for Agile organizations? Louria Lindauer (02:48) Hmm. Okay, so this is one of my loves. do a lot of push-packing inclusion. It's important for no matter who you look like for everyone. I'm sure you love a sport. What sport do you love? Okay, so you go with a group. Brian (03:14) gosh, football. Football's my sport. Louria Lindauer (03:18) Going with me to a sporting event, I'm not your people, right? But you wanna go with your people. You wanna go have some fun so you don't have to explain why the ball just went out of bounds and why he's down, is he hurt? And I'm asking all these goofy questions, right? And the reason it's so important is because we need diversity of thought. Because in any, like let's think of a group and let's take away the one dimensional just color, which it is very important. That is a important part. It's a part of who I am as a human being. We are multi-dimensional. I'm sure that you're just not Brian. I'm sure you're just like Brian with the glasses. There's so much that encompasses you. know, like me, I'm a mom, I'm a daughter. You know, I'm an agilism diversity, I include them so many different things. And to be able to have that diversity of thought allows us to have cross-functional teams. But the biggest thing is it's a sense of belonging. So I don't have to explain why maybe my hair is like this or the challenges that I embrace in an organization. There's systematic discriminations in almost all organizations. Because that's just where we, as we change, there's still things that were a certain way. And so now what's important is that we start to recognize those. And you may not see them. So like, I'll give you an example. If you came, well, I was gonna say to my dinner, but my family's very diverse. My dad is... white and Jewish. But anyway, if you go to where I am, you know, into my family and we were in a group, I'm the majority. And so we welcome you in. In the organizations, Aladi's organization, was the only, I have a background in South American, the only Black woman, period. And as we move higher, it becomes very lonely. And even CEOs become lonely because they're the only one. Brian (04:47) Hahaha. Louria Lindauer (05:15) And so when we get together, it's about leadership opportunities, but it's also about that sense of belonging. We can talk about things that other people may not understand. Because this is about people of color as well that come and we can share. It's so important to have a place where we can talk about the things we want to talk about, just like you want to talk about football facts without explaining to me all that stuff I don't understand. Brian (05:40) Right, right, that makes sense. Nosa, anything that you would add to that? Nosa Oyegun (05:43) would even say that the interesting part about it is, like Loria alluded to, is the fact that we all have the story. And so when we all get into the room, what's that shared story that doesn't create that imposter syndrome? Or just that life experience? I can look at Loria and say, hey, I'm having a bad hair day, and she knows what I'm talking about. And so it's the beauty of having that shared experience and being able to say, it's a safe space. You can talk about your fears and we can lock arms together and make this happen for you. Brian (06:23) Yeah, now this is so good. Yeah. Yeah, please. Louria Lindauer (06:23) And can I add one more thing is the beauty also, Nosa and I are very different also. So I learned from her. She has a totally different background from me. A lot of people think because we're all per se like black, we come from very different. I have a friend, she's Nigerian and she came here at a very young age and she did not understand why people were like almost, she felt targeted. as a Black person. She was like, what is going on with all of these isms and race? I don't get it. And so that very different experience opens up insights and perspectives that even happen with people of the same color because people know that people are different. We're all different. Yeah. Brian (07:13) That's really good. I mean, for the listeners here, I mean, I wanna be real, right? I want us to have some honest discussion here because I think you have to have honest discussion here when we talk about things like this. what you guys said, I think is a really important consideration because we all have our own. kind of biases that we may not even be aware of. And even saying that word, I know there's probably some people who are listening who think, OK, now you're calling me this. No, I'm not trying to place a label on anyone, right? If you can set that aside for a moment, set aside the triggering and just not allow yourself to go to that place for just a moment and just consider, right? The point you make is a great one that we tend to want to find likeness, right? We want to have someone we identify with that that person's like me, so they understand me. They know what I'm going through. They know my considerations. In the past, what I would hear a lot in organizations is this term about they're not a good culture fit, right? Somebody is not a good culture fit. And that kind of language can sometimes, you know, kind of belie something underneath it. It's like, they're just not like us. And, you know, that's the issue, right? That's not a problem that they're not like you. That's actually a strength, right? That's a good thing. You don't want everyone all thinking the same. Nosa Oyegun (08:47) Yeah. Exactly. Diversity matters. Brian (09:01) You want people who, yeah, that bring different perspectives, different paths, different cultures, that makes us better. So I really hope people consider that, right? And like I said, we all have sort of innate bias. That doesn't mean racism. That just means bias. Right, everyone. I mean, we talk about bias in product owner classes that, you know, like, Louria Lindauer (09:08) Yep. Okay. everyone. Brian (09:30) a sunk cost fallacy and things like that. That's a bias, you know, and we all have biases whether we recognize them or not. And I think part of the effort in this, from my perspective, is just trying to recognize and overcome those things in all of us, right? Trying to say, where is that boundary line for me? And how do I push past that, right? Nosa Oyegun (09:32) Mm-hmm. Louria Lindauer (09:55) I would also say there's an awareness that you, my lived experience may be different than yours. And if something happened to me and it didn't happen to you, that it doesn't make it real. So I don't think Brian, you will ever understand the pain of having a baby, but you might just say it's fine. No, it is not. It is you worst pain and you can't describe it. It's something that instead of, if someone feels Nosa Oyegun (10:07) Correct. Louria Lindauer (10:24) Like if you say something and I feel hurt by it, the always say impact supersedes intent is to listen. And now you become the student. This person also has to speak up and say why that is offensive. And the other person say, it's not really about you. It might be that I got ran over by a bike once and then you say something and it triggers a trauma in me. And so that, you know, when I say, tell people, and if I told no, this is I have to work 150 % as a black woman to, I still, have all these degrees and certifications and years and years. I won't tell my age, years and years, right? And I still, they're like, really? And the other thing, we're talking to a community of practice right now, Agilist, okay? It is how sometimes, how you're in an organization and they're like, there goes those agile people. I know we've all heard it. Like don't pretend like you have, Brian (10:56) Yeah. Yeah. Right. Louria Lindauer (11:23) point to you, you've heard it. And the engineering are like, man, here comes his out-y'all coach. It's that type of And if you could step into that, it's just a different context is that it's there. And biases are also, we all have them. And sometimes it is a meaning of safety because something happened to us. know, like my daughter is, she's a teenager, she always says like, teens are bad because she saw teenagers doing bad things. Nosa Oyegun (11:34) Absolutely. Louria Lindauer (11:53) I'm like, but you're a teenager. That's just a bias that she has. culture fit, I heard you talk about culture fit. Culture fit, sometimes, like Southwest did this. Southwest did where they wanted people who were open-minded and had an agile mindset. Okay? They wanted that leadership. If you came in with a fixed mindset, you didn't fit that culture. But however, what you're alluding to is sometimes people use culture fit. in another way. There's always a yin and a yang, right? And so it's the one that is not right where we're like, it's the culture of it. And, you know, and that's called like a halo bias where we look at people. You can have a HR person and they'll hire 15 new people. And I've had this and I'm in the room and I'm like, all these people, they have different skin colors, but they all are you. They all like they're, they're all introverts. They're all this. They're, Nosa Oyegun (12:21) way. Yep. Brian (12:23) Right. Yeah. Louria Lindauer (12:49) cultural values are the same. They care about labels, they care about power and all these things, they wanna be on time. I'm like, you just hired a bunch of yous. So there's no diversity. And so we still can do that. Diversity and equity inclusion is more than just outside and we look indifferent. Cause I can just hire a bunch of me's and you still won't go anywhere. You know what I mean? Yeah. Nosa Oyegun (12:58) Exactly. Exactly. Yeah. Brian (13:13) Right, right. Well, so I want to ask you guys this because there's a there's I did some research earlier this year and read this book called The Canary Code that was really focused more on neurodiversity and kind of inclusion programs for the neurodiverse. But one of the things that kind of resonated with me that they pulled from that book that was really something that they pulled from more racial diversity, equity, inclusion programs. was that they divided up to saying that what we're trying to identify is that there are barriers to entry and there's barriers to success. And that started to really resonate with me that there's barriers to just getting your foot in the door. And then there's the barriers that once I'm there, that prevent me from actually being successful. So how does Agile and Color really help in those situations? How do they help with barriers to entry and barriers to success? Nosa Oyegun (13:52) Absolutely. First thing I would say is just knowing who you are as an individual. Because it's one thing for us to say, hey, I'm an agilist and I'm in this group, okay, fine. But do I go back to the fact that my foundation, I do have the degrees that I need, the certifications that I need, the education that I need, the experience that I need, the community that I need, right? To thrive in this space that I'm trying to get into. because again, goes back to that imposter syndrome, right? You have an interview, you have a panel interview, and you have nobody in there that looks like you. And you wonder, okay, am I in the right space? Am I in the right place? You know, would they even hear? For example, a lawyer alluded to this. I am originally, my family was originally from Nigeria. A lot of times people joke and they say, no, so you don't have an accent. And I'm like, well, because, you know, but people expect. that if you're talking to a Nigerian or someone who was originally from Nigeria, they have a thick accent. Well, I don't. And actually sometimes don't understand people who do, believe it or not. And so, you you walk into a boardroom or you walk into a meeting and I have to literally program my mindset. so Agile in Color, one of the things we do again that being mentored and mentoring is saying, who are you? Right? Take away your... Brian (15:16) haha Nosa Oyegun (15:34) limitations, take away the fact that even you're an agilist, put that to the side. Who are you? You you're empowered to do great things. You're empowered to succeed. You're empowered to thrive in whatever organization you choose to go into. And so being able to, again, lock arms together and support each other and remind each other of who we are innately first, and then add on that layer of not only do you know your stuff, right, but you're also educated. Louria Lindauer (15:40) Okay. Nosa Oyegun (16:02) You're also learned and you're in a community. And that's where our group as a community of practice is really essential. Because when you start hearing other people's stories, know, there are times that we have meetings and we're like, this happened at work and this, this, this. And we're like, you're not the only one that didn't know that. And so again, just being able to come together, remember who we are, one. Two, realize that we do have the skill set to thrive in whatever organization. And then three, to say we have a community that is a safe space. And so Agile and College provides those three steps, right, and more. To say you can come together and meet other people. Yes, we may have been in the industry for years and decades, but I always joke about the fact that Louria Lindauer (16:41) Yes. Okay. Nosa Oyegun (16:47) Only people who are below six feet below ground level stop learning. We all learn every single day. Brian (16:54) Very true, very well said. Louria Lindauer (16:54) Yeah. And we also have some very specific programs, like she was talking about coaching and mentoring. I mentor, I'm professional coach. And also we have a coaching, you can be coached. And that's Noza was talking about, that who you are. So when someone is new, I mentor some very young Agilist. And we have them come in, we set them up with a mentor, and they walk through the program. And we're also in a transition where we're rebuilding a lot of things at Algencolor right now, especially with the change in agility right now. And teaching people how can we use the skills that we have as Algenlists and remarket ourselves. But then we walk. This we help them. I've helped them learn how to interview but a lot of it's self-confidence working on imposter syndrome And we do these one-on-one mentors and coaching. We also have something called colorful voices where I think it notes that she was at the one in new orleans was it Was in global scrum gathering and will be at one in munich in may 2025 And so we help people colorful voices is helping people who have never really maybe spoken, you know, they've never done a speech Nosa Oyegun (17:52) Yes. Louria Lindauer (18:07) And we help them figure out how do you do that and getting seen to help you through the door. And then we also, because I've had that journey of how do I move up and around? That's what the mentoring is so special about. How do we do that? And the frustration of, you know, some people really want to give up that that being down and you hit a ceiling, it can make you want to give up. it's like. When do we transition? So that coaching and mentoring is really deep and we created a strategy and a plan for people and we walked through, but we do coaching and mentoring because you have to do self and you also have to do techniques because you can have all the techniques in the world. But if you don't know your impact and how to be a leader, okay, thanks. I've been led by super smart with tech and they have no emotional intelligence. And it's like, no, thank you. Please don't do that to me. Nosa Oyegun (18:56) Yeah. Yeah. One more gathering that we host as well, share your story. And so we bring in like-minded individuals in the agile space and they could be anywhere from non-tech roles, right, to in the tech space, but have some agile component in there and different roles. So not just coaches. So we have product owners, we have developers, anyone. The beauty about that is you get to see someone. Brian (18:58) Hahaha. Okay. Nosa Oyegun (19:24) who may not have started on a traditional path or maybe has to share their story and their journey. And then what I love about Share Your Story is the person who shares then nominates the next person to share. And so that just builds that community of, yeah, I know somebody else who may have a different path, but has also been through something that is worth sharing. And so, yeah, so several opportunities. Brian (19:39) That's awesome. Nosa Oyegun (19:53) And again, like Luria alluded to is because we're in that transitional phase in the season right now with leadership and all the things, we're also looking outside the box because we have some organizations that are saying, Agile is no longer relevant. And we're like, hold on. If you have to make a decision, you have to think through the process. It is a process. It's a framework. It's not, you know, just established. And so being able to recreate and reinvent ourselves and say, Brian (20:09) You Nosa Oyegun (20:22) Hey, do we need to incorporate change in here? Do we need to incorporate AI in here? Do we need to incorporate something else that makes our role more relevant and makes each person more marketable within their organization? So those are things we're considering in this moment. Brian (20:38) Yeah, that's great. There's a lot there, I think, for anyone who's listening who thinks, hey, maybe this could be of help to me in some way, shape, or form. I think that's a great job of explaining some of the kinds of ways that maybe Agile and color can be helpful. And maybe that is part of that barriers to entry, right? Just helping people, giving them that friend. friend, right? The kind of support. They can say, hey, it's someone like me. I think your example, Luria, about giving birth is a great one, right? Because I can sympathize, I can hold your hand and bring you a towel. I can do all these things, but I can't know what it feels like. I can't understand it from the same perspective. And if you want sympathy, you're going to feel better. if you get it from someone who's gone through it, right? You're gonna respect that person's opinion more than you would mine, because all I have experienced is the same thing that you have if you haven't gone through it, you know? So that's a great example to kind of make for this. Kind of flip a little bit, because we talked a little bit about how this can help people in some of the programs you guys offer that would help individuals. But I know there's gonna be a lot, you know, There's a lot of people that look like me as well that are out there that hear this and think, you know what, I support this. I want to do what I can do. I, you know, we understand, like, I think there's a lot of us that understand, hey, no one's saying that we need to be the Superman to come in and solve the problem. But, you know, we can ally, we can come alongside and say, Louria Lindauer (22:05) Yeah Brian (22:29) How can I be supportive? How can I make an impact in this area as well? What can I do? So what would you say to those kind of people who aren't people of color, but would support Agile and Color and want to see it grow and succeed? Louria Lindauer (22:43) Bring it on down. We have someone actually on our core team, Matt Carlson. And we are going to have, as we're transitioning, allyship. How you can come in, how you can help. And as an ally, they also get help as well. We need allies, no matter where we are. And we'll have some allyship training as well of what does it mean to be an ally, because we've had that. in the past where we've helped allies with, I really want to help and how do I, how am I an ally? What is the best ways? What do I need to learn? And so it's very important that we have allies where there is with organizations or, you know, it's, it's about that complete circle. You know, we need all people to help, you know, it's like a family. And then we have, we have extended, you know, like there's, have the allies of, you know, agile in color. I remember When I was a kid, would walk down the street and then it was safe. Okay, so please people don't call the police on my parents. They're too old for that. while I was like nine years old, I could walk to the store, it safe. But along the way, there was people who were always watching me. They were on the porches and they'd be like, bring me something and bring me this. But they watched me all the way to the store. And I came back. Those were my allies, my family allies. So it takes a community, it takes a village to... Nosa Oyegun (23:44) You Louria Lindauer (24:09) create change and to do things. So we more than welcome allies. And Matt is an amazing ally. Also, the important part of allies is that they give a perspective that we may not see. I always say that sometimes when it is my issue, if it's really close to my heart, I look at people like a tree and I'm, you you can see my whole tree. Nosa Oyegun (24:15) AMAZING! Louria Lindauer (24:34) But if I'm on that issue, I see the veins in the leaves. Like I'm not on the branches. I'm all the way in the veins. And it's the only part I can see. And so sometimes we need those different perspectives to be able to get it like, never thought about that. And that has really helped us a lot with, did you think about this? Or maybe this as well. And we're like, yeah, we never thought about that. And so that helped we educate one another. What do you think, Nosy? Yeah. Brian (25:00) That's so awesome. That's so awesome. Help me then just I'll throw one last thing you guys direction. In thinking about kind of where we are today and we've come a ways but we have a ways to go still. What do you see as sort of the biggest challenges today, the biggest hurdles that we've yet to really Nosa Oyegun (25:01) Yeah, absolutely. Brian (25:30) overcome that's really holding this back. Louria Lindauer (25:36) What do you mean by this? This? do mean this? Brian (25:38) Well, holding diversity, equity, inclusion, holding people... Louria Lindauer (25:42) You can. That's a great. Brian (25:44) barriers in either sense of the word. what are we not doing very, especially in the agile world, like what are we not doing very well right now that we really need to do better? Nosa Oyegun (25:57) Now, Brian, how much time do you have? That's the question. So, yeah. So here's what I'll say. And this is the NOSA version because again, that experience of, we have a different experience based on our backgrounds, right? So, and I think Loretta alluded to it earlier saying, well, my background, remember people saying minority. I'm like, who you calling minority? I'm not minority because where I'm from, I'm not minority, right? And so when I hear... Brian (26:00) Hahaha! Louria Lindauer (26:01) I'll say we are out of this. Brian (26:24) Right. Nosa Oyegun (26:26) even the term people of color and I'm like we're all a color you know that and this is what I love about our t-shirt right because it's a spectrum right and so going back to your question there is beyond the outside beyond the exterior the question becomes how do we unify and support each other like truly genuinely support each other because everyone always brings something priceless to the table. There's a reason why we all have a unique thumbprint. What I'm great at and what I excel at and what my strengths are, most likely not Loria's strengths. And so if I bring my strengths to the table and I am vulnerable and bring my weaknesses to the table as well, and my weaknesses are Loria's strengths, then we lock arms together and we make this happen. And so two things I would highlight is one, being vulnerable to say, I really don't understand this. Can I get some support? Can I get some help? Can I get some partnership? And then two, that encouragement of not saying, why don't you know this? You've been in the industry for five years. You should know this by now. There's no need to shame each other. Neither is there a need to say, because Brian is of a different hue, he needs to be in the C-suite office and I need to be in the back. No, it needs to be, we all bleed red. let's get out of our mindsets about this whole external thing and let's begin to truly and genuinely support each other as humans. One of the things I love, friend of mine always says is she's like, let's just be human. Let's just be kind and let's be there for each other because at the end of the day, there's so much going on in our world, right? But if we can truly be human and truly say, how can I live in a space where I can support someone else? And then how can I be vulnerable as well, regardless of who am in my career path? We can make things happen. Louria Lindauer (28:26) I have to, I love that note. I love the vulnerability because it's really, it is so important in the agile world and it's sometimes harder for organizations. And it's really hard for the minority or a person of color to do that because they don't want us to do it. They don't, sometimes it's just hard to be yourself because You know, there was a time when being LGBTQ or black, was frowned upon. I couldn't wear my hair like this. She couldn't wear her hair like that to work. There was a time where my best friend's a guy, he couldn't wear a beer. You can wear a beer because you had to be clean shaven. And the biggest fear, and I love this question, is people don't want to change. People like the same old same old. I've seen Agile is so hardcore Agile and they come in with all their Agile speak and they're doing, and they're not listening to the team that's right in front of them. Yes. Nosa Oyegun (29:17) I job police. Brian (29:19) Yeah. Louria Lindauer (29:20) They don't see, they're not aware, they don't have group awareness of what is happening and the impact. They go to these classes and grade and they come back and they try to just push. You don't wanna push, you wanna pull. You want people to be coming towards you so they're pulling. They're like, okay, okay, okay. I don't wanna push all my stuff on them. I want them to be pulling me towards. And so one thing right now with diversity, people don't want to change. It feels safe. If I was the majority and you told me I had to change and I'm like, why? know, sometimes that's hard when you're comfortable. So people are like, But now, thank goodness, I can actually look at people who are not my same color and say, buckle up, buttercup, because now you get to feel what I feel because that's so important in the agile community. It is Brian (30:10) You Louria Lindauer (30:17) taking your experience as an Agilist today and how it feels and saying, this is my experience, I wonder if someone else feels like that. Really taking the time to do that. And I think we do it better in Agile communities where we do the doing and the being. I'm not saying all Agilists, okay, but when we really embrace, the being is so important because sometimes we're technically strong and we gotta get better at that leadership mindset of emotional intelligence. Nosa Oyegun (30:34) I'm going to go Louria Lindauer (30:47) and being able to say, we need to change. Because if we we're going to get left behind. But in the same thing, know that you might be hurting someone. And to be curious, we need to get more curious, less defensive, and listen. Like, shut up and listen. Just be quiet. Listen. Nosa Oyegun (31:05) Exactly. Yeah. I actually coin. No, I was going to just add this real quick. actually coined my role as an agile coach as a therapist. And it's interesting because my colleague and I joke about the fact because I have a master's degree in psychology and she says, see, I wish I did that. And I say this to Laura's point is a lot of times people just want to be heard. And in addition to that is not just being heard. But what are they not saying that they're really saying by being quiet? Brian (31:08) I was thinking that too, the whole time. Sorry, go ahead. Ha Nosa Oyegun (31:36) Listen for that as well. Brian (31:36) That's so good, that's so good. Yeah, and I was just gonna say that it sounds like maybe we just need to all start by listening a little bit better to each other and seeking first to listen rather than to be heard. And if we can do that, then it's so much easier to understand each other and understand and help each other, right? Nosa Oyegun (32:00) Absolutely. Louria Lindauer (32:01) Yeah, let's lock arms and then let's take action that is agreed upon between us. So sometimes in the lead is called I can leave from behind and doesn't and I'm leading from the front, but we're still there or we're leading side by side. And to listen that maybe Brian, you're the one I need to listen to for this moment. And I'm just still there supporting you. It doesn't matter. We're all leaders. So how do we so that we all get what we need because a lot of people, awareness is great. Please start there first. Please don't move into action if you're not aware. Like go back. But sometimes we just stick, we get stuck in awareness. It's time now for action and it doesn't have to be this huge thing. Sometimes just a mentoring program and a hiring process instead of hiring a bunch of people of color and then they're now in this environment that kind of is awful and then the retention rates. We see that all the time. But having a mentor when you come in to help you and also work on the actual change in the culture, because maybe it is kind of, you know, messed up because sometimes a lot of companies, and I know this isn't your company if you're watching this, they are about money. So that is they won't mess with this very toxic, awful environment. And I'm not talking about diversity. can conclude I'm talking about for everybody in there because it's a money, moneymaker. And so then it has this toxic environment. And so us as Agilent, Nosa Oyegun (33:14) Yes. Louria Lindauer (33:28) can't help. And that's why at Agile and Color, we're starting to transition to how we can use our skills in project management, change management, because our skills are all the ones that they use anyway. just start. If you're looking for a job and you're an Agile coach, look now for change management, else? Project manager. They just change. And then if you look in the thing, job descriptions. just. Nosa Oyegun (33:36) Exactly. Yeah, very fluid. Mm-hmm. Just changed the title. Louria Lindauer (33:52) hype up that resume with more change management and those type of things because they can't get rid of that we need to do things quicker and faster and be human. They'll never get rid of that. Brian (34:04) That's awesome. I love the phrase too that you said there earlier, just about like it's a time for action. And I think that's a great way for us to kind of wrap up. if the people out there, if you hear this and agree, hey, it's time, I'm ready to act. I'm ready to not just stand up by the sidelines. Then what we're gonna do is we're gonna put a link in our show notes that will put you in touch with Agilent Color. And I encourage you, if you're a person of color or if you are interested in being an ally in some way for Agile and Color, I encourage you to reach out to them. They're a great organization. I'm really happy to have you guys on to share some of that vision and to spread the awareness a little bit of it. I can't thank you enough. Thank you for making your time and coming by and speaking with us. Nosa Oyegun (34:57) Thank you for having us. Thank you for having us. And for the platform that you all do here, it's amazing just to see not just the topic, but the diversity of the topics as well, Brian. So thank you. Louria Lindauer (34:58) Thank you. Brian (35:10) Thank you so much. Louria Lindauer (35:10) Thank you.

There was war in an estate in Tallaght today after a local woman got in touch with us to tell her about how her neighbour reported herself and her husbandto the guards.... and the showed up at her door!!!Her husband spoke to us on air and told us exactly what happened.... but then we heard from the neighbour who did the reporting!!!It all kicked off live on air and it left people very divided

This week on GHY, Misty shares an article called A Magic Phrase to Defeat Nosy Questions by Jancee Dunn from The New York Times' Well Newsletter while Lisa shares her favorite ways of shutting down predatory curiosity.If you find yourself on the receiving end of nosy questions, try these tips:Remember that you don't owe anyone an answer.Tell them you don't want to talk about it, or let them know you're uncomfortable discussing it.Redirect if you want to keep the conversation going. "I don't want to talk about that, but I do want to share this with you..."Try asking them, “Now why would you ask me that?” or “What are you worried about for me?”Thank them and let them know you're doing just fine.If you decide to answer, be brief. If you'd like to listen to the other episodes mentioned, you can find them here:The Self-Driven Child Part 1The Self-Driven Child Part 2Want more GHY?Sign up for our newsletter at gohelpyourself.coGet in touch with us: gohelpyourselfpodcast@gmail.comFollow us on instagram at gohelpyourselfpodcastIf you like what you're hearing, please leave us a review.xoAdvertising Inquiries: https://redcircle.com/brands

Things get silly as Christina joins Bryan for a discussion about the Hinge lawsuit and a few Ask TCBs. The Hinge (Match Group) lawsuit False advertising & the gamification of dating apps Meeting people irl Being too slow for the run club Toe shoes Christina is a chatty runner Christina is a liar she has dated people she met in person lol Be more nosy! Asshole bleaching ads Krissy's drinking on a beach in Jamaica An Ask TCB (& Christina) We are concerned! Communication is key! Get your nut Does Bryan believe in ghosts? Do we actually have listeners? Listen to Christina's show here Bryan got slutty Our favorite sponsors & guests Live shows? Roe v Wade LINKS: Send us show ideas, comments, questions or concerns by texting us   212.433.3TCB text or leave us a voicemail Watch TCB on YouTube Creator: Bryan Green Co-Host: Bryan Green Co-Host: Krissy Hoadley Producer: Christina A.  Producer: Gustavo B.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices