Podcasts about oklahoma state

In the third hour of New Day with SSJ Steven and Nate college football with Coach Gary Barnett. SSJ, Nate, and Coach Barnett get into the matchup mizzou has this weekend with Texas A&M, starting a freshmen quarterback. Nate then asks Coach about his thoughts on Kansas’ win over a bad Oklahoma State team, and their matchup with Arizona this weekend. Next SSJ and Nate talk to Jeremy Fowler about the trade deadline yesterday, and some of the moves that were made, as well as the lack of a move from the Chiefs.See omnystudio.com/listener for privacy information.

Text the Bookcast and say "hi"!Welcome to Chapter 77! For this episode, we're talking about one of, if not the, most iconic Oklahoma story of all - The Outsiders. I got to sit down with Jimmie Trammel from the Tulsa World and Danny Boy O'Connor, founder of the Outsiders House Museum to talk about their new book, Staying Gold: An Oral History of the Outsiders.Jimmie Tramel, who was born in Pryor and raised in Locust Grove, is a lifelong Oklahoman who has worked at the Tulsa World since 1989. He was a sports writer for 25 years and wrote books on (or with) former Oklahoma State football coach Pat Jones and former University of Oklahoma coach Barry Switzer. He switched from sports to entertainment 11 years ago and became the Tulsa World's pop culture writer.Danny Boy O'Connor is the Founder and Executive Director of The Outsiders House Museum in Tulsa and a founding member of the 90s rap group, House of Pain. In our conversation, we talk about their new book, the challenges and opportunities of writing an oral history, the legacy of the Outsiders and the Outsiders Hour Museum, and the biggest mistake they made in putting the book together.Connect with Jimmie: Twitter | FacebookConnect with Danny: Twitter | Facebook | The Outsiders House MuseumSupport the Bookcast on Buy Me a CoffeeAuthors - Submit your new releases to Read LOKalMentioned on the ShowThe Outsiders - S.E. HintonWoke Up this Morning: The Definitive Oral History of The Sopranos - Michael Imperioli and Steve SchirripaLive From New York: The Complete, Uncensored History of Saturday Night Live as Told by Its Stars, Writers, and Guests - Tom Shales and James Andrew MillerExile on Front Street: My Life as a Hells Angel . . . and Beyond - George ChristieFast Times at Ridgemont High - Cameron CroweThe Adventures of Pippi Longstocking - Astrid LindgrenConnect with J: website | TikTok | Twitter | Instagram | FacebookShop the Bookcast on Bookshop.orgMusic by JuliusH

Join the Dynasty Defined Podcast as we welcome Oklahoma State team doctor, Dr. Brandon Mason, to the podcast to discuss his wrestling career and his journey through medical school!

Host Calvin Glen Alexander is joined by fellow Oklahoma State athletics employee Trey Florence to discuss the latest on the Oklahoma State football head coaching search and who could replace Mike Gundy in Stillwater.They break down top potential candidates like Alex Golesh (USF), Colin Klein (Kansas State OC), Zac Robinson (Los Angeles Rams QB Coach), Eric Morris (North Texas HC), Jim Knowles (Ohio State DC), Brian Kelly (LSU HC), Billy Napier (Florida HC), and James Franklin (Penn State HC) — and which ones make the most sense for Oklahoma State's next era.They also cover how NIL, the transfer portal, and fan expectations will shape the Cowboys' decision and the program's future in the Big 12.⏱️ Timestamps:0:00 — Intro & catching up with Trey Florence2:05 — Why Oklahoma State is beginning a coaching search6:10 — What OSU must prioritize in its next head coach10:20 — Alex Golesh: offensive upside and culture rebuild potential13:40 — Colin Klein: Big 12 familiarity and QB development16:25 — Zac Robinson: NFL pedigree and Cowboy connection19:15 — Eric Morris: Texas recruiting and tempo offense22:45 — Jim Knowles: defensive mastermind returns to Stillwater?26:10 — National names: Brian Kelly, Billy Napier, and James Franklin30:50 — NIL, transfer portal, and modern roster building34:20 — Fanbase expectations and what success looks like37:30 — Trey's insider insight from OSU Athletics38:45 — Final thoughts and next CGA Tour preview

No Brian this week The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Grand Gesture THE VIDEO: [After THE JUMP: Things discussable.]  --------------------- 1. Purdue Preview: Offense starts at the top Injured Mockobee, injured, turnover-prone starting QB in a battle with Arkansas transfer. OL gets worse from left to right. Receivers drop more than ours. Tight end was one dude who's hurt and three weirdos. They move the ball with College Crappe: screens, GT Counters, lots of RPOs, and the occasional baller play by Ryan Browne. DO NOT UNDER ANY CIRCUMSTANCES WINK. 2. Purdue Preview: Defense starts at 25:22 That secondary is rough and getting rougher. They have one good lineman, plus maybe a second in Breeon Ishmail. Linebackers came with Odom. Do the Nebraska thing where they give you lots of weird fronts, 3-3-5, 404 Tite, Mint, etc. so they confuse your reads. Going to be fits and starts, need to take advantage of the cracks without Haynes. 3. MSU After Review starts at 45:51 Defensive UFR things: Jimmy Rolder was a star for more reasons than you think. Jyaire Hill took away their main thing. Chiles looks broken, MSU OL look broken, they are down bad. 4. We Solve the Coaching Carousel starts at 1:03:29 Open and soon to be open coaching jobs, person who has to approve, person we would choose. We ship LSU, PSU, Florida, Arkansas, VT, Wisconsin, UCLA, Stanford, MSU, Oregon State, and Oklahoma State, plus Seth has one more because we stole a coach from somewhere. Featured Artist: Grand Gesture (Spotify) We featured Grand Gesture on this show back in 2017 and I rediscovered their album I downloaded (for free) from Bandcamp. Reader Ryan Dembinsky (class of 2000) is one of the guitar players in this NYC band that promises "Protean fjord jam rock." I'd actually characterize it as a great example of the more interesting stuff that came out at the end of the garage rock era (other examples: Apollo Sunshine, Starlight Mints) that I thought was better than the genre that birthed it. Ryan also used to write the Ghosts of Wayne Fontes blog back when MGoBlog was young (2006-2009) and sports blogging was a budding industry. I'm not sure they're still together—the last show on their FB page was pre-pandemic—and even then they were all musicians on the side with full-time jobs. I wonder what would have happened if they took this professional though, because they're pretty good and got some buzz in the NYC music scene around 2017. Songs: Straw in My Sock Computer Love 1,000 Yard Stare Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

EZ off till Monday, 11/30/25. Enjoy three Patreon Bonus encore showsSegments include:*EZ continues to marvel at the shit storm on the Segment 18 Page.*More fallout from the latest Biden debacle.*Another video that illustrates how fucked up Biden is.*Biden's brain is similar to the way Rick James brain was.*Oklahoma State football coach Mike Gundy comes up with a weird reason why he's not suspending his star player for driving drunk.*Mike Gundy "I'm a man, I'm 40" rant*"Do they have pride, Danny?" football coach un-hinged rant from back in the day.*Canadian sniper is perplexed at the security protecting Trump. Thinks it was an inside job.*Amanda is quick to bust out some "facts" about how the Secret Service operates when it comes to protections. She says she learned these "facts" from Ben Shapiro and this shitty article.*EZ's Mom would have been 88 today. Is she giving people the finger in this pic?*Trump and Vance coming to GR to meet with the locals.*We check out Amanda's "source" for Secret Service protocals.*The chick who screwed up the anthem provides a plot twist.*Joe Namath hammered video from back in the day.*Roast beef rip off leads to EZ detailing his horrible behavior working in the food industry as a teen and his criminal enterprise.Our Sponsors:* Check out Secret Nature and use my code ZANE for a great deal: https://secretnature.com* Check out Uncommon Goods: https://uncommongoods.com/zaneSupport this podcast at — https://redcircle.com/the-eric-zane-show-podcast/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

What does it take to keep a family business thriving for generations? In this episode of Unstoppable Mindset, I talk with Jan Southern, a seasoned business advisor who helps family-owned companies build long-term success through structure, trust, and clarity. We explore why so many family firms lose their way by the third generation—and what can be done right now to change that story. Jan shares how documenting processes, empowering people, and aligning goals can turn complexity into confidence. We unpack her “Three Ps” framework—People, Process, and Product—and discuss how strong leadership, accountability, and smart AI adoption keep growth steady and sustainable. If you've ever wondered what separates businesses that fade from those that flourish, this conversation will show you how to turn structure into freedom and process into legacy. Highlights: 00:10 – Why unexpected stories reveal how real businesses grow. 01:39 – How early life in Liberal, Kansas shaped a strong work ethic. 07:51 – What a 10,000 sq ft HQ build-out teaches about operations. 09:35 – How a trading floor was rebuilt in 36 hours and why speed matters. 11:21 – Why acquisitions fail without tribal knowledge and culture continuity. 13:19 – What Ferguson Alliance does for mid-market family businesses. 14:08 – Why many family firms don't make it to the third generation. 17:33 – How the 3 Ps—people, process, product—create durable growth. 20:49 – Why empowerment and clear decision rights prevent costly delays. 33:02 – The step-by-step process mapping approach that builds buy-in. 36:41 – Who should sponsor change and how to align managers. 49:36 – Why process docs and succession planning start on day one. 56:21 – Realistic timelines: six weeks to ninety days and beyond. 58:19 – How referrals expand projects across departments. About the Guest: With over 40 years of experience in the realm of business optimization and cost-effective strategies, Jan is a seasoned professional dedicated to revolutionizing company efficiency. From collaborating with large corporations encompassing over 1,000 employees to small 2-person offices, Jan's expertise lies in meticulously analyzing financials, processes, policies and procedures to drive enhanced performance. Since joining Ferguson Alliance in 2024, Jan has become a Certified Exit Planning Advisor and is currently in the process of certification in Artificial Intelligence Consulting and Implementation, adding to her ability to quickly provide businesses with an assessment and tools that will enhance their prosperity in today's competitive landscape. Jan's forte lies in crafting solutions that align with each client's vision, bolstering their bottom line and staffing dynamics. Adept in setting policies that align with company objectives, Jan is renowned for transforming challenges into opportunities for growth and longevity. With a knack for unraveling inefficiencies and analyzing net income, Jan is a go-to expert for family-owned businesses looking to extend their legacy into future generations. Ways to connect with Jan: Email address : Jan@Ferguson-Alliance.com Phone: 713 851 2229 LinkedIn: linkedin.com/in/jansouthern cepa Website: https://ferguson alliance.com 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. I want to welcome you to unstoppable mindset where inclusion, diversity and the unexpected meet. But the neat thing about it is we don't usually deal with inclusion or diversity. We deal with everything, but that because people come on this podcast to tell their own stories, and that's what we get to do today with Jan southern not necessarily anything profound about inclusion or diversity, but certainly the unexpected. And I'm sure we're going to figure out how that happens and what's unexpected about whatever I got to tell you. Before we started, we were just sitting here telling a few puns back and forth. Oh, well, we could always do that, Jan, well, welcome to unstoppable mindset. We're glad you're here. Thank you so much. Glad to be here. Any puns before we start?   Jan Southern ** 02:09 No, I think we've had enough of those. I think we did it   Michael Hingson ** 02:11 in, huh? Yes. Well, cool. Well, I want to thank you for being here. Jan has been very actively involved in a lot of things dealing with business and helping people and companies of all sizes, companies of all sizes. I don't know about people of all sizes, but companies of all sizes in terms of becoming more effective and being well, I'll just use the term resilient, but we'll get into that. But right now, let's talk about the early Jan. Tell us about Jan growing up and all that sort of stuff that's always fun to start with.   Jan Southern ** 02:50 Yes, I grew up in Liberal Kansas, which is a small town just north of the Oklahoma border and a little bit east of New Mexico kind of down in that little Four Corners area. And I grew up in the time when we could leave our house in the morning on the weekends and come home just before dusk at night, and our parents didn't panic, you know. So it was a good it was a good time growing up. I i lived right across the street from the junior high and high school, so I had a hugely long walk to work, I mean,   Michael Hingson ** 03:28 to school,   Jan Southern ** 03:30 yeah, and so, you know, was a, was a cheerleader in high school, and went to college, then at Oklahoma State, and graduated from there, and here I am in the work world. I've been working since I was about 20 years old, and I'd hate to tell you how many years that's been.   Michael Hingson ** 03:51 You can if you want. I won't tell   03:55 nobody will know.   Michael Hingson ** 03:57 Good point. Well, I know it's been a long time I read your bio, so I know, but that's okay. Well, so when you What did you major in in college psychology? Ah, okay. And did you find a bachelor's degree or just bachelor's   Jan Southern ** 04:16 I did not. I got an Mrs. Degree and had two wonderful children and grew up, they've grown up and to become very fine young men with kids of their own. So I have four grandchildren and one great grandchild, so   Michael Hingson ** 04:33 Wowie Zowie, yeah, that's pretty cool. So when you left college after graduating, what did you do?   Jan Southern ** 04:40 I first went to work in a bank. My ex husband was in pharmacy school at Oklahoma, State University of Oklahoma, and so I went to work in a bank. I was the working wife while he went to pharmacy school. And went to work in a bank, and years later, became a bank consultant. So we we lived in Norman, Oklahoma until he was out of school and and as I began having children during our marriage, I went to work for a pediatrician, which was very convenient when you're trying to take care of kids when they're young.   Michael Hingson ** 05:23 Yeah, and what did you What did you do for a pediatrician?   Jan Southern ** 05:27 I was, I was her receptionist, and typed medical charts, so I learned a lot about medicine. Was very she was head of of pediatrics at a local hospital, and also taught at the university. And so I got a great education and health and well being of kids. It was, it was a great job.   Michael Hingson ** 05:51 My my sister in law had her first child while still in high school, and ended up having to go to work. She went to work for Kaiser Permanente as a medical transcriber, but she really worked her way up. She went to college, got a nursing degree, and so on, and she became a nurse. And eventually, when she Well, she didn't retire, but her last job on the medical side was she managed seven wards, and also had been very involved in the critical care unit. Was a nurse in the CCU for a number of years. Then she was tasked. She went to the profit making side of Kaiser, as it were, and she was tasked with bringing paperless charts into Kaiser. She was the nurse involved in the team that did that. So she came a long way from being a medical transcriber.   Jan Southern ** 06:51 Well, she came a long way from being a single mom in high school. That's a great story of success.   Michael Hingson ** 06:56 Well, and she wasn't totally a single mom. She she and the guy did marry, but eventually they they did divorce because he wasn't as committed as he should be to one person, if it were,   Speaker 1 ** 07:10 that's a familiar story. And he also drank and eventually died of cirrhosis of the liver. Oh, that's too bad. Yeah, that's always sad, but, you know, but, but she coped, and her her kids cope. So it works out okay. So you went to work for a pediatrician, and then what did you do?   Jan Southern ** 07:31 Well, after my husband, after he graduated, was transferred to Dallas, and I went to work for a company gardener, Denver company at the time, they've been since purchased by another company. And was because of my experience in banking prior to the pediatrician, I went to work in their corporate cash management division, and I really enjoyed that I was in their corporate cash management for their worldwide division, and was there for about four years, and really enjoyed it. One of my most exciting things was they were moving their headquarters from Quincy, Illinois down to Dallas. And so I had been hired. But since they were not yet in Dallas, I worked with a gentleman who was in charge of putting together their corporate offices. And so we made all the arrangements. As far as we had a got a 10,000 square foot blank space when we started. And our job was to get every desk, every chair, every pen and pencil. And so when somebody moved from Quincy, Illinois, they moved in and they had their desk all set up. Their cuticles were cubicles were ready to go and and they were they could hit the ground running day one, so that,   Michael Hingson ** 09:02 so you, you clearly really got into dealing with organization, I would would say, then, wouldn't, didn't you?   Jan Southern ** 09:11 Yes, yes, that was my, probably my first exposure to to the corporate world and learning exactly how things could be more efficient, more cost effective. And I really enjoyed working for that company.   Michael Hingson ** 09:30 I remember, after September 11, we worked to provide the technology that we were selling, but we provided technology to Wall Street firms so they could recover their data and get set up again to be able to open the stock exchange and all the trading floors on the 17th of September. So the next Monday. And it was amazing, one of the companies was, I think it was Morgan Stanley. Finally and they had to go find new office space, because their office space in the World Trade Center was, needless to say, gone. They found a building in Jersey City that had a floor, they said, about the size of a football field, and from Friday night to Sunday afternoon, they said it took about 36 hours. They brought in computers, including IBM, taking computers from some of their own people, and just bringing them into to Morgan Stanley and other things, including some of the technology that we provided. And within 36 hours, they had completely reconstructed a trading floor. That's amazing. It was, it was absolutely amazing to see that. And you know, for everyone, it was pretty crazy, but Wall Street opened on the 17th and and continued to survive.   Jan Southern ** 10:57 That's a great story.   Michael Hingson ** 10:59 So what did you do? So you did this, this work with the 10,000 square foot space and other things like that. And then what?   Jan Southern ** 11:08 Well, once, once everyone moved into the space in Dallas. Then I began my work in their in their corporate cash management area. And from there, my next job was working in a bank when my my husband, then was transferred back to Tulsa, Oklahoma, and I went back to work in banking. And from that bank, I was there about three to four years, and I was hired then by John Floyd as a as a consultant for banks and credit unions, and I was with that company for 42 years. My gosh, I know that's unusual these days, but I really enjoyed what I did. We did re engineering work and cost effectiveness and banks and credit unions for those 42 years. And so that was where I really cut my teeth on process improvement and continuous improvement, and still in that industry. But their company was bought by a an equity firm. And of course, when that happens, they like to make changes and and bring in their own folks. So those of us who had been there since day one were no longer there.   Michael Hingson ** 12:26 When did that happen?   Jan Southern ** 12:27 That was in 2022   Michael Hingson ** 12:32 so it's interesting that companies do that they always want to bring in their own people. And at least from my perspective, it seems to me that they forget that they lose all the tribal knowledge that people who have been working there have that made the company successful   Jan Southern ** 12:51 Absolutely. So I guess they're still doing well, and they've done well for themselves afterwards, and but, you know, they do, they lose all the knowledge, they lose all of the continuity with the clients. And it's sad that they do that, but that's very, very common.   Michael Hingson ** 13:13 Yeah, I know I worked for a company that was bought by Xerox, and all the company wanted was our technology. All Xerox wanted was the technology. And they lost all of the knowledge that all the people with sales experience and other kinds of experiences brought, because they terminated all of us when the company was fully in the Xerox realm of influence.   Jan Southern ** 13:39 So you know what I went through? Yeah.   Michael Hingson ** 13:42 Well, what did you do after you left that company? After you left John Floyd,   Jan Southern ** 13:47 I left John Floyd, I was under a I was under a non compete, so I kind of knocked around for a couple of years. I was of age where I could have retired, but I wasn't ready to. So then I found Ferguson Alliance, and I'm now a business advisor for family owned businesses, and so I've been with Ferguson just over a year, and doing the same type of work that I did before. In addition to that, I have become a certified Exit Planning advisor, so that I can do that type of work as well. So that's that's my story in a nutshell. As far as employment,   Michael Hingson ** 14:26 what is Ferguson Alliance?   Jan Southern ** 14:29 Ferguson Alliance, we are business advisors for family owned businesses. And the perception is that a family owned business is going to be a small business, but there are over 500,000 family owned businesses in the United States. Our market is the middle market, from maybe 50 employees up to 1000 20 million in revenues, up to, you know, the sky's the limit, and so we do. Do a lot of work as far as whatever can help a family owned business become more prosperous and survive into future generations. It's a sad statistic that most family owned businesses don't survive into the third generation.   Michael Hingson ** 15:16 Why is that?   Jan Southern ** 15:19 I think because they the first the first generation works themselves, their fingers to the bone to get their their business off the ground, and they get successful, and their offspring often enjoy, if you will, the fruits of the labors of their parents and so many of them, once they've gone to college, they don't have an interest in joining the firm, and so they go on and succeed on their own. And then their children, of course, follow the same course from from their work. And so that's really, I think, the primary reason, and also the the founders of the businesses have a tendency to let that happen, I think. And so our coaching programs try to avoid that and help them to bring in the second and third generations so that they can, you know, they can carry on a legacy of their parents or the founders.   Michael Hingson ** 16:28 So what do you do, and what kinds of initiatives do you take to extend the longevity of a family owned business then,   Jan Southern ** 16:39 well, the first thing is that that Rob, who's our founder of our family owned business, does a lot of executive coaching and helps the helps the people who are within the business, be it the founder or being at their second or third generations, and he'll help with coaching them as to how to, hey, get past the family dynamics. Everybody has their own business dynamics. And then you add on top of that, the family dynamics, in addition to just the normal everyday succession of a business. And so we help them to go through those types of challenges, if you will. They're not always a challenge, but sometimes, if there are challenges, Rob's coaching will take them through that and help them to develop a succession plan that also includes a document that says that that governance plan as to how their family business will be governed, in addition to just a simple succession plan, and my role in a lot of that is to make sure that their business is ready to prosper too. You know that their their assessment of as far as whether they're profitable, whether they are their processes are in place, etc, but one of the primary things that we do is to help them make certain that that if they don't want to survive into future generations, that we help them to prepare to either pass it along to a family member or pass it along to someone who's a non family member, right?   Michael Hingson ** 18:34 So I've heard you mentioned the 3p that are involved in extending longevity. Tell me about that. What are the three P's?   Jan Southern ** 18:41 Well, the first p is your people. You know, if you don't take care of your people, be they family members or non family members, then you're not going to be very successful. So making certain that you have a system in place, have a culture in place that takes care of your people. To us, is very key. Once you make sure that your people are in a culture of continuous improvement and have good, solid foundation. In that regard, you need to make sure that your processes are good. That's the second P that that you have to have your processes all documented, that you've authorized your people to make decisions that they don't always have to go to somebody else. If you're a person in the company and you recognize that something's broken, then you need to have empowerment so that your people can make decisions and not always have to get permission from someone else to make certain that those processes continuously are approved improved. That's how to you. Could have became so successful is they installed a product. They called it, I say, a product. They installed a culture. They called it kaizen. And so Kaizen was simply just continuous improvement, where, if you were doing a process and you ask yourself, why did I do it this way? Isn't there a better way? Then, you know, you're empowered to find a better way and to make sure that that that you can make that decision, as long as it fits in with the culture of the company. Then the third P is product. You know, you've got to have a product that people want. I know that you've seen a lot of companies fail because they're pushing a product that nobody wants. And so you make certain that your products are good, your products are good, high quality, and that you can deliver them in the way that you promise. And so those are really the 3p I'd like to go back to process and just kind of one of the things, as you know, we had some horrendous flooding here in Texas recently, and one of the things that happened during that, and not that it was a cause of it, but just one of the things that exacerbated the situation, is someone called to say, Please, we need help. There's flooding going on. It was one of their first responders had recognized that there was a tragic situation unfolding, and when he called into their system to give alerts, someone says, Well, I'm going to have to get approval from my supervisor, with the approval didn't come in time. So what's behind that? We don't know, but that's just a critical point as to why you should empower your people to make decisions when, when it's necessary.   Michael Hingson ** 21:56 I'm sure, in its own way, there was some of that with all the big fires out here in California back in January, although part of the problem with those is that aircraft couldn't fly for 36 hours because the winds were so heavy that there was just no way that the aircraft could fly. But you got to wonder along the way, since they are talking about the fact that the electric companies Southern California, Edison had a fair amount to do with probably a lot a number of the fires igniting and so on, one can only wonder what might have happened if somebody had made different decisions to better prepare and do things like coating the wires so that if they touch, they wouldn't spark and so on that they didn't do. And, you know, I don't know, but one can only wonder.   Jan Southern ** 22:53 It's hard to know, you know, and in our situation, would it have made any difference had that person been able to make a decision on her own? Yeah, I was moving so rapidly, it might not have made any any difference at all, but you just have to wonder, like you said,   Michael Hingson ** 23:10 yeah, there's no way to, at this point, really know and understand, but nevertheless, it is hopefully something that people learn about for the future, I heard that they're now starting to coat wires, and so hopefully that will prevent a lot, prevent a lot of the sparking and so on. I'd always thought about they ought to put everything underground, but coating wire. If they can do that and do it effectively, would probably work as well. And that's, I would think, a lot cheaper than trying to put the whole power grid underground.   Jan Southern ** 23:51 I would think so we did when I was with my prior company. We did a project where they were burying, they were putting everything underground, and Burlington Vermont, and it was incredible what it takes to do that. I mean, you just, we on the outside, just don't realize, you know, there's a room that's like 10 by six underground that carries all of their equipment and things necessary to do that. And I never realized how, how costly and how difficult it was to bury everything. We just have the impression that, well, they just bury this stuff underground, and that's all. That's all it takes. But it's a huge, huge undertaking in order to do that   Michael Hingson ** 24:36 well. And it's not just the equipment, it's all the wires, and that's hundreds and of miles and 1000s of miles of cable that has to be buried underground, and that gets to be a real challenge.   Jan Southern ** 24:47 Oh, exactly, exactly. So another story about cables. We were working in West Texas one time on a project, and we're watching them stretch the. Wiring. They were doing some internet provisioning for West Texas, which was woefully short on in that regard, and they were stringing the wire using helicopters. It was fascinating, and the only reason we saw that is it was along the roadways when we were traveling from West Texas, back into San Antonio, where flights were coming in and out of so that was interesting to watch.   Michael Hingson ** 25:28 Yeah, yeah. People get pretty creative. Well, you know, thinking back a little bit, John Floyd must have been doing something right to keep you around for 42 years.   Jan Southern ** 25:40 Yes, they did. They were a fabulous country company and still going strong. I think he opened in 1981 it's called advantage. Now, it's not John Floyd, but Right, that was a family owned business. That's where I got to cut my teeth on the dynamics of a family owned business and how they should work and how and his niece is one of the people that's still with the company. Whether, now that they're owned by someone else, whether she'll be able to remain as they go into different elements, is, is another question. But yeah, they were, they were great.   Michael Hingson ** 26:20 How many companies, going back to the things we were talking about earlier, how many companies when they're when they buy out another company, or they're bought out by another company, how many of those companies generally do succeed and continue to grow? Do you have any statistics, or do more tend not to than do? Or   Jan Southern ** 26:40 I think that more tend to survive. They tend to survive, though, with a different culture, I guess you would say they they don't retain the culture that they had before. I don't have any firm statistics on that, because we don't really deal with that that much, but I don't they tend to survive with it, with a the culture of the newer company, if they fold them in, yeah.   Michael Hingson ** 27:15 Well, and the reality is to be fair, evolution always takes place. So the John Floyd and say, 2022 wasn't the same as the John Floyd company in 1981   Jan Southern ** 27:31 not at all. No, exactly, not at all.   Michael Hingson ** 27:34 So it did evolve, and it did grow. And so hopefully, when that company was absorbed elsewhere and with other companies, they they do something to continue to be successful, and I but I think that's good. I know that with Xerox, when it bought Kurzweil, who I worked for, they were also growing a lot and so on. The only thing is that their stock started to drop. I think that there were a number of things. They became less visionary, I think is probably the best way to put it, and they had more competition from other companies developing and providing copiers and other things like that. But they just became less visionary. And so the result was that they didn't grow as much as probably they should have.   Jan Southern ** 28:28 I think that happens a lot. Sometimes, if you don't have a culture of continuous improvement and continuous innovation, which maybe they didn't, I'm not that familiar with how they move forward, then you get left behind. You know, I'm I'm in the process right now, becoming certified in artificial intelligent in my old age. And the point that's made, not by the company necessarily that I'm studying with, but by many others, is there's going to be two different kinds of companies in the future. There's going to be those who have adopted AI and those who used to be in business. And I think that's probably fair.   Michael Hingson ** 29:13 I think it is. And I also we talked with a person on this podcast about a year ago, or not quite a year ago, but, but he said, AI will not replace anyone's jobs. People will replace people's jobs with AI, but they shouldn't. They shouldn't eliminate anyone from the workforce. And we ended up having this discussion about autonomous vehicles. And the example that he gave is, right now we have companies that are shippers, and they drive product across the country, and what will happen to the drivers when the driving process becomes autonomous and you have self driving vehicles, driving. Across country. And his point was, what they should do, what people should consider doing is not eliminating the drivers, but while the machine is doing the driving, find and give additional or other tasks to the drivers to do so they can continue to be contributors and become more efficient and help the company become more efficient, because now you've got people to do other things than what they were used to doing, but there are other things that AI won't be able to do. And I thought that was pretty fascinating,   Jan Southern ** 30:34 exactly. Well, my my nephew is a long haul truck driver. He owns a company, and you know, nothing the AI will never be able to observe everything that's going on around the trucking and and you know, there's also the some of the things that that driver can do is those observations, plus they're Going to need people who are going to program those trucks as they are making their way across the country, and so I'm totally in agreement with what your friend said, or your you know, your guests had to say that many other things,   Michael Hingson ** 31:15 yeah, and it isn't necessarily even relating to driving, but there are certainly other things that they could be doing to continue to be efficient and effective, and no matter how good the autonomous driving capabilities are, it only takes that one time when for whatever reason, the intelligence can't do it, that it's good To have a driver available to to to to help. And I do believe that we're going to see the time when autonomous vehicles will be able to do a great job, and they will be able to observe most of all that stuff that goes on around them. But there's going to be that one time and that that happens. I mean, even with drivers in a vehicle, there's that one time when maybe something happens and a driver can't continue. So what happens? Well, the vehicle crashes, or there's another person to take over. That's why we have at least two pilots and airplanes and so on. So right, exactly aspects of it,   Jan Southern ** 32:21 I think so I can remember when I was in grade school, they showed us a film as to what someone's vision of the country was, and part of that was autonomous driving, you know. And so it was, it was interesting that we're living in a time where we're beginning to see that, yeah,   Michael Hingson ** 32:41 we're on the cusp, and it's going to come. It's not going to happen overnight, but it will happen, and we're going to find that vehicles will be able to drive themselves. But there's still much more to it than that, and we shouldn't be in too big of a hurry, although some so called profit making. People may decide that's not true, to their eventual chagrin, but we shouldn't be too quick to replace people with technology totally   Jan Southern ** 33:14 Exactly. We have cars in I think it's Domino's Pizza. I'm not sure which pizza company, but they have autonomous cars driving, and they're cooking the pizza in the back oven of the car while, you know, while it's driving to your location, yeah, but there's somebody in the car who gets out of the car and brings the pizza to my door.   Michael Hingson ** 33:41 There's been some discussion about having drones fly the pizza to you. Well, you know, we'll see,   Jan Southern ** 33:50 right? We'll see how that goes. Yeah,   Michael Hingson ** 33:53 I haven't heard that. That one is really, pardon the pun, flown well yet. But, you know, we'll see. So when you start a process, improvement process program, what are some of the first steps that you initiate to bring that about? Well, the first   Jan Southern ** 34:11 thing that we do, once we've got agreement with their leadership, then we have a meeting with the people who will be involved, who will be impacted, and we tell them all about what's happening, what's going to happen, and make certain that they're in full understanding. And you know, the first thing that you ever hear when you're saying that you're going to be doing a re engineering or process improvement is they think, Oh, you're just going to come in and tell me to reduce my staff, and that's the way I'm going to be more successful. We don't look at it that way at all. We look at it in that you need to be right. Have your staff being the right size, and so in in many cases, in my past. I we've added staff. We've told them, you're under staffed, but the first thing we do is hold that meeting, make certain that they're all in agreement with what's going to happen, explain to them how it's going to happen, and then the next step is that once management has decided who our counterparts will be within the company. Who's going to be working with us to introduce us to their staff members is we sit down with their staff members and we ask them questions. You know, what do you do? How do you do it? What do you Did someone bring it to you. Are you second in line or next in line for some task? And then once you finish with it, what happens to it? Do you give someone else? Is a report produced? Etc. And so once we've answered all of those questions, we do a little a mapping of the process. And once you map that process, then you take it back to the people who actually perform the process, and you ask them, Did I get this right? I heard you say, this? Is this a true depiction of what's happening? And so we make sure that they don't do four steps. And they told us steps number one and three, so that then, once we've mapped that out, that gives us an idea of two of how can things be combined? Can they be combined? Should you be doing what you're doing here? Is there a more efficient or cost effective way of doing it? And we make our recommendations based on that for each process that we're reviewing. Sometimes there's one or two good processes in an area that we're looking at. Sometimes there are hundreds. And so that's that's the basic process. And then once they've said yes, that is correct, then we make our recommendations. We take it back to their management, and hopefully they will include the people who actually are performing the actions. And we make our recommendations to make changes if, if, if it's correct, maybe they don't need to make any changes. Maybe everything is is very, very perfect the way it is. But in most cases, they brought us in because it's not and they've recognized it's not. So then once they've said, yes, we want to do this, then we help them to implement.   Michael Hingson ** 37:44 Who usually starts this process, that is, who brings you in?   Jan Southern ** 37:48 Generally, it is going to be, depending upon the size of the company, but in most cases, it's going to be the CEO. Sometimes it's the Chief Operating Officer. Sometimes in a very large company, it may be a department manager, you know, someone who has the authority to bring us in. But generally, I would say that probably 90% of our projects, it's at the C   Michael Hingson ** 38:19 level office. So then, based on everything that you're you're discussing, probably that also means that there has to be some time taken to convince management below the CEO or CEO or a department head. You've got to convince the rest of management that this is going to be a good thing and that you have their best interest at heart.   Jan Southern ** 38:43 That is correct, and that's primarily the reason that we have for our initial meeting. We ask whoever is the contract signer to attend that meeting and be a part of the discussion to help to ward off any objections, and then to really bring these people along if they are objecting. And for that very reason, even though they may still be objecting, we involve them in the implementation, so an implementation of a of a recommendation has to improve, has to include the validation. So we don't do the work, but we sit alongside the people who are doing the implementation and guide them through the process, and then it's really up to them to report back. Is it working as intended? If it's not, what needs to be changed, what might improve, what we thought would be a good recommendation, and we work with them to make certain that everything works for them. Right? And by the end of that, if they've been the tester, they've been the one who's approved steps along the way, we generally find that they're on board because they're the it's now. They're now the owners of the process. And when they have ownership on something that they've implemented. It's amazing how much more resilient they they think that the process becomes, and now it's their process and not ours.   Michael Hingson ** 40:32 Do you find most often that when you're working with a number of people in a company that most of them realize that there need to be some changes, or something needs to be improved to make the whole company work better. Or do you find sometimes there's just great resistance, and people say no, there's just no way anything is bad.   Jan Southern ** 40:53 Here we find that 90% of the time, and I'm just pulling that percentage out of the air, I would say they know, they know it needs to be changed. And the ones typically, not always, but typically, the ones where you find the greatest resistance are the ones who know it's broken, but they just don't want to change. You know, there are some people who don't want to change no matter what, or they feel threatened that. They feel like that a new and improved process might take their place. You know, might replace them. And that's typically not the case. It's typically not the case at all, that they're not replaced by it. Their process is improved, and they find that they can be much more productive. But the the ones who are like I call them the great resistors, usually don't survive the process either. They are. They generally let themselves go,   Michael Hingson ** 42:01 if you will, more ego than working for the company.   Jan Southern ** 42:05 Yes, exactly, you know, it's kind of like my mom, you know, and it they own the process as it was. We used to laugh and call this person Louise, you know, Louise has said, Well, we've always done it that way. You know, that's probably the best reason 20 years in not to continue to do it same way.   Michael Hingson ** 42:34 We talked earlier about John Floyd and evolution. And that makes perfect sense. Exactly what's one of the most important things that you have to do to prepare to become involved in preparing for a process, improvement project? I think   Jan Southern ** 42:52 the most important thing there's two very important things. One is to understand their culture, to know how their culture is today, so that you know kind of which direction you need to take them, if they're not in a continuous improvement environment, then you need to lead them in that direction if they're already there and they just don't understand what needs to be done. There's two different scenarios, but the first thing you need to do is understand the culture. The second thing that you need to do, other than the culture, is understand their their business. You need to know what they do. Of course, you can't know from the outside how they do it, but you need to know that, for instance, if it's an we're working with a company that cleans oil tanks and removes toxins and foul lines from oil and gas industry. And so if you don't understand at all what they do, it's hard to help them through the processes that they need to go through. And so just learning, in general, what their technology, what their business is about. If you walk in there and haven't done that, you're just blowing smoke. In my mind, you know, I do a lot of research on the technologies that they use, or their company in general. I look at their website, I you know, look at their LinkedIn, their social media and so. And then we request information from them in advance of doing a project, so that we know what their org structure looks like. And I think those things are critical before you walk in the door to really understand their business in general.   Michael Hingson ** 44:53 Yeah, and that, by doing that, you also tend to. To gain a lot of credibility, because you come in and demonstrate that you do understand what they're doing, and people respond well to that, I would think   Jan Southern ** 45:10 they do. You know, one of our most interesting projects in my past was the electric company that I mentioned. There was an electric company in Burlington, Vermont that did their own electric generation. We've never looked at anything like that. We're a bank consultant, and so we learned all about how they generated energy with wood chips and the, you know, the different things. And, you know, there were many days that I was out watching the wood chips fall out of a train and into their buckets, where they then transferred them to a yard where they moved the stuff around all the time. So, you know, it was, it's very interesting what you learn along the way. But I had done my homework, and I knew kind of what they did and not how they did it in individual aspects of their own processes, but I understood their industry. And so it was, you do walk in with some credibility, otherwise they're looking at you like, well, what does this person know about my job?   Michael Hingson ** 46:20 And at the same time, have you ever been involved in a situation where you did learn about the company you you went in with some knowledge, you started working with the company, and you made a suggestion about changing a process or doing something that no one had thought of, and it just clicked, and everybody loved it when they thought about it,   Jan Southern ** 46:42 yes, yes, exactly. And probably that electric company was one of those such things. You know, when they hired us, they they told us. We said, We don't know anything about your business. And they said, Good, we don't want you to come in with any preconceived ideas. And so some of the recommendations we made to them. They were, it's kind of like an aha moment. You know, they look at you like, Oh my gosh. I've never thought of that, you know, the same I would say in in banking and in family businesses, you know, they just, they've never thought about doing things in a certain way.   Michael Hingson ** 47:20 Can you tell us a story about one of those times?   Jan Southern ** 47:24 Yes, I would say that if you're, if you're talking about, let's talk about something in the banking industry, where they are. I was working in a bank, and you, you go in, and this was in the days before we had all of the ways to store things electronically. And so they were having a difficult time in keeping all of their documents and in place and knowing when to, you know, put them in a destruction pile and when not to. And so I would say that they had an aha moment when I said, Okay, let's do this. Let's get a bunch of the little colored dots, and you have big dots and small dots. And I said, everything that you put away for 1990 for instance, then you put on a purple dot. And then for January, you have 12 different colors of the little dots that you put in the middle of them. And you can use those things to determine that everything that has a purple dot and little yellow.in the middle of that one, you know that that needs to be destructed. I think in that case, it was seven years, seven years from now, you know that you need to pull that one off the shelf and put it into the pile to be destructed. And they said, we've never thought of anything. It was like I had told him that, you know, the world was going to be struck, to be gone, to begin tomorrow. Yeah, it was so simple to me, but it was something that they had never, ever thought of, and it solved. They had something like five warehouses of stuff, most of which needed to have been destroyed years before, yeah,   Michael Hingson ** 49:21 but still they weren't sure what, and so you gave them a mechanism to do that,   Jan Southern ** 49:27 right? Of course, that's all gone out the window today. You don't have to do all that manual stuff anymore. You're just, you know, I'd say another example of that was people who were when we began the system of digitizing the files, especially loan files in a bank. And this would hold true today as well, in that once you start on a project to digitize the files, there's a tendency to take the old. Files first and digitize those. Well, when you do that, before you get to the end of it, if you have a large project, you don't need those files anymore. So you know, our recommendation is start with your latest. You know, anything that needs to be archived, start with the newest, because by the time that you finish your project, some of those old files you won't even need to digitize, just shred them. Yeah, you know, it's, it's just little simple things like that that can make all the difference.   Michael Hingson ** 50:32 When should a family business start documenting processes? I think I know that's what I thought you'd say,   Jan Southern ** 50:40 yes, yes, that is something that is near and dear to my heart. Is that I would even recommend that you maybe do it before you open your doors, if potential is there, so that the day you open your business, you need to start with your documenting your processes, and you need to start on your succession planning. You know, those are the days that once you really start working, you're not going to have time. You know, you're going to be busy working every day. You're you're going to be busy servicing your customers, and that always gets pushed to the back when you start to document something, and so that's the time do it when you first open your doors.   Michael Hingson ** 51:29 So when we talk about processes, maybe it's a fair question to ask, maybe not. But what are we really talking about when we talk about processes and documenting processes? What are the processes?   Jan Southern ** 51:41 Well, the processes are the things that you do every day. Let's take as an example, just when you set up your your files within your SharePoint, or within your computer, if you don't use SharePoint, your Google files, how you set those up, a process could also be during your accounting, what's the process that you go through to get a invoice approved? You know, when the invoice comes in from the vendor, what do you do with it? You know, who has to approve it? Are there dollar amounts that you have to have approvals for? Or can some people just take in a smaller invoice and pay it without any any approvals? We like to see there be a process where it's approved before you get the invoice from the customer, where it's been approved at the time of the order. And that way it can be processed more more quickly on the backside, to just make sure that it says what the purchase order if you use purchase orders or see what your agreement was. So it's the it's the workflow. There's something that triggers an action, and then, once gets triggered, then what takes place? What's next, what's the next steps? And you just go through each one of the things that has to happen for that invoice to get paid, and the check or wire transfer, or or whatever you use as a payment methodology for it to go out the door. And so, you know what you what you do is you start, there's something that triggers it, and then there's a goal for the end, and then you fill in in the center,   Michael Hingson ** 53:38 and it's, it's, it's a fascinating I hate to use the word process to to listen to all of this, but it makes perfect sense that you should be documenting right from the outset about everything that you do, because it also means that you're establishing a plan so that everyone knows exactly what the expectations are and exactly what it is that needs to be done every step of the way,   Jan Southern ** 54:07 right and and one of the primary reasons for that is we can't anticipate life. You know, maybe our favorite person, Louise, is the only one who's ever done, let's say, you know, payroll processing, or something of that sort. And if something happens and Louise isn't able to come in tomorrow, who's going to do it? You know, without a map, a road map, as to the steps that need to be taken, how's that going to take place? And so that's that's really the critical importance. And when you're writing those processes and procedures, you need to make them so that anybody can walk in off the street, if necessary, and do what Louise was doing and have it done. Properly.   Michael Hingson ** 55:00 Of course, as we know, Louise is just a big complainer anyway. That's right, you said, yeah. Well, once you've made recommendations, and let's say they're put in place, then what do you do to continue supporting a business?   Jan Southern ** 55:20 We check in with them periodically, whatever is appropriate for them and and for the procedures that are there, we make sure that it's working for them, that they're being as prosperous as they want to be, and that our recommendations are working for them. Hopefully they'll allow us to come back in and and most do, and make sure that what we recommended is right and in is working for them, and if so, we make little tweaks with their approvals. And maybe new technology has come in, maybe they've installed a new system. And so then we help them to incorporate our prior recommendations into whatever new they have. And so we try to support them on an ongoing basis, if they're willing to do that, which we have many clients. I think Rob has clients he's been with for ever, since he opened his doors 15 years ago. So   Michael Hingson ** 56:19 of course, the other side of that is, I would assume sometimes you work with companies, you've helped them deal with processes and so on, and then you come back in and you know about technology that that they don't know. And I would assume then that you suggest that, and hopefully they see the value of listening to your wisdom.   Jan Southern ** 56:41 Absolutely, we find that a lot. We also if they've discovered a technology on their own, but need help with recommendations, as far as implementation, we can help them through that as well, and that's one of the reasons I'm taking this class in AI to be able to help our customers move into a realm where it's much more easily implemented if, if they already have the steps that we've put into place, you can feed that into an AI model, and it can make adjustments to what they're doing or make suggestions.   Michael Hingson ** 57:19 Is there any kind of a rule of thumb to to answer this question, how long does it take for a project to to be completed?   Jan Southern ** 57:26 You know, it takes, in all fairness, regardless of the size of the company, I would say that they need to allow six weeks minimum. That's for a small company with a small project, it can take as long as a year or two years, depending upon the number of departments and the number of people that you have to talk to about their processes. But to let's just take an example of a one, one single department in a company is looking at doing one of these processes, then they need to allow at least six weeks to for discovery, for mapping, for their people to become accustomed to the new processes and to make sure that the implementation has been tested and is working and and they're satisfied with everything that that is taking place. Six weeks is a very, very minimum, probably 90 days is a more fair assessment as to how long they should allow for everything to take place.   Michael Hingson ** 58:39 Do you find that, if you are successful with, say, a larger company, when you go in and work with one department and you're able to demonstrate success improvements, or whatever it is that that you define as being successful, that then other departments want to use your services as well?   Jan Southern ** 59:00 Yes, yes, we do. That's a very good point. Is that once you've helped them to help themselves, if you will, once you've helped them through that process, then they recognize the value of that, and we'll move on to another division or another department to do the same thing.   Michael Hingson ** 59:21 Word of mouth counts for a lot,   Jan Southern ** 59:24 doesn't it? Though, I'd say 90% of our business at Ferguson and company comes through referrals. They refer either through a center of influence or a current client who's been very satisfied with the work that we've done for them, and they tell their friends and networking people that you know. Here's somebody that you should use if you're considering this type of a project.   Michael Hingson ** 59:48 Well, if people want to reach out to you and maybe explore using your services in Ferguson services, how do they do that?   Jan Southern ** 59:55 They contact they can. If they want to contact me directly, it's Jan. J, a n, at Ferguson dash alliance.com and that's F, E, R, G, U, S, O, N, Dash alliance.com and they can go to our website, which is the same, which is Ferguson dash alliance.com One thing that's very, very good about our our website is, there's a page that's called resources, and there's a lot of free advice, if you will. There's a lot of materials there that are available to family owned businesses, specifically, but any business could probably benefit from that. And so those are free for you to be able to access and look at, and there's a lot of blog information, free eBook out there, and so that's the best way to reach Ferguson Alliance.   Michael Hingson ** 1:00:52 Well, cool. Well, I hope people will take all of this to heart. You certainly offered a lot of interesting and I would say, very relevant ideas and thoughts about dealing with processes and the importance of having processes. For several years at a company, my wife was in charge of document control and and not only doc control, but also keeping things secure. Of course, having the sense of humor that I have, I pointed out nobody else around the company knew how to read Braille, so what they should really do is put all the documents in Braille, then they'd be protected, but nobody. I was very disappointed. Good idea   Speaker 2 ** 1:01:36 that is good idea that'll keep them safe from everybody. Yeah.   Michael Hingson ** 1:01:39 Well, I want to thank you for being here, and I want to thank to thank all of you for listening today. We've been doing this an hour. How much fun. It is fun. Well, I appreciate it, and love to hear from all of you about today's episode. Please feel free to reach out to me. You can email me at Michael H i@accessibe.com or go to our podcast page. Michael hingson, M, I, C, H, A, E, L, H, I N, G, s, O, n.com/podcast, but wherever you're listening, please give us a five star rating. We value your thoughts and your opinions, and I hope that you'll tell other people about the podcasts as well. This has been an interesting one, and we try to make them all kind of fun and interesting, so please tell others about it. And if anyone out there listening knows of anyone who ought to be a guest, Jan, including you, then please feel free to introduce us to anyone who you think ought to be a guest on unstoppable mindset. Because I believe everyone has a story to tell, and I want to get as many people to have the opportunity to tell their stories as we can. So I hope that you'll all do that and give us reviews and and stick with us. But Jan, again, I want to thank you for being here. This has been a lot of fun.   Jan Southern ** 1:02:51 It has been a lot of fun, and I certainly thank you for inviting me.   Michael Hingson ** 1:03:00 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

- We take a look back at the loss to Kansas State - Oklahoma State sideline reporter Robert Allen joins the show - Our breakdown and prediction on the Oklahoma State game - Another solid group of recruits expected

ESPN Senior Writer Max Olson joins 365 Sports to discuss Matt Rhule's Nebraska extension and why this time feels different. Olson breaks down Rhule's long-term vision in Lincoln, the Penn State speculation, and how the Huskers have stabilized their future. He also dives into LSU's wild coaching drama, the politics surrounding the program, and how the national carousel could impact schools like Oklahoma State, Baylor, and Auburn. Finally, Max shares his take on the Big 12 race, which teams still have playoff potential, and how parity has defined this season from start to finish. #collegefootball #cfb #cfp #acc #big12 #bigten #sec #nebraska #mattrhule Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Spencer and Michael give a brief recap of the 42-0 victory over Oklahoma State and then preview the upcoming road matchup against the Kansas State Wildcats. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

LSU, Florida, Penn State, Virginia Tech, Oklahoma State, Arkansas and UCLA headline a crazy in-season coaching carousel the likes that the sport has never seen before. McElroy uses his industry contacts and breaks down the top jobs and tells you why Lane Kiffin, Matt Rhule, Matt Campbell, Shane Beamer, Eli Drinkwitz, Clark Lea, Brent Key, Rhett Lashlee and many more are getting the calls to take over other programs. Plus, McElroy gives you HIS top 25 after week 9.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Carson and Colby recap the Tech game and discuss the coaching carousel.

LSU, Florida, Penn State, Virginia Tech, Oklahoma State, Arkansas and UCLA headline a crazy in-season coaching carousel the likes that the sport has never seen before. McElroy uses his industry contacts and breaks down the top jobs and tells you why Lane Kiffin, Matt Rhule, Matt Campbell, Shane Beamer, Eli Drinkwitz, Clark Lea, Brent Key, Rhett Lashlee and many more are getting the calls to take over other programs. Plus, McElroy gives you HIS top 25 after week 9.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

A butt whoopin', that's what went down in Lubbock, Texas last Saturday as the Red Raiders righted all their wrongs of the past decade against the Cowboys. Texas Tech came out pristine in a 42-0 victory. However... offensive woes are mounting. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Iowa destroys Minnesota 41-3 to retain the Floyd of Rosedale trophy. The Hawkeyes (6-1, 4-1 Big Ten) are playing some of their best football in the past decade setting up a massive game at Kinnick Stadium in two weeks against Oregon. Hassel says ESPN's FPI has it right by ranking Iowa in the top 20. Iowa State's slide continues with a 41-27 loss at home to BYU. The Cyclones (5-3, 2-3 Big 12) showed promise in the first half, but costly mistakes and turnovers plague Matt Campbell's team once again. Arizona State comes to Ames this week and could be without their starting quarterback Sam Leavitt who left last week's game twice against Houston with injuries. The coaching carousel continues as Brian Kelly is now out at LSU. That leaves openings now at LSU, Penn State, Florida, Oklahoma State, Virginia Tech, Arkansas, Stanford, and UCLA. Plus, our BIGGER BETTER BOLDER moments from the weekend. Presented by Fareway Learn more about your ad choices. Visit megaphone.fm/adchoices

Join us for our instant reaction to Texas Tech defeating Oklahoma State 42-0.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Friday's 9am hour of Mac & Cube rolled on with more MAXX BALL FRIDAY - Week 9!! Right out the gate, we continue with other national games like Texas Tech vs. Oklahoma State, Wisconsin vs. Oregon, Stanford vs. Miami, and Baylor vs. Cincinnati; then, the guys put their official predictions on the record for Auburn-Arkansas & Alabama-South Carolina; later, we go over the teams that are in desperation mode this weekend; and finally, Greg reveals the one thing to watch out for in Auburn's and Alabama's games. "McElroy & Cubelic In The Morning" airs 7am-10am weekdays on WJOX-94.5!!See omnystudio.com/listener for privacy information.

In this week's tailgate the Texas Tech Red Raiders drop their first game of the season to the defending Big 12 Champs, Arizona State. We recap the loss to the Sun Devils and what was a tough day for the offense (1:10)Offensive problemsDefense did their thing again but come up just short at the end of the gameWe take a look at the upcoming matchup with the struggling Oklahoma State Cowboys (29:15)Final Shots ft TORTILLA BAN (40:35)Catch you at the next tailgate! #WreckEm

Oklahoma State approves a four-year contract for AD Chad Weiberg, One Team Partners is acquiring The Brandr Group and more.We would love to know what you think of the show and you can let us know on social media @D1ticker.If you are not subscribed to D1.ticker, you can and should subscribe at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.d1ticker.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

It's time for Texas Tech to bounce back from their first loss of the season, and who better to play than a struggling Oklahoma State team? We brought on Phillip of the Ten12 Network to talk a little ball and a whole lot about anything else. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Chuck Heinz and Jamie Lent talk about Texas Tech's game versus Oklahoma State tomorrow, what is OSU without Mike Gundy, and what they want to see from Will Hammond in his start. They also discuss this weekend in college football, the World Series getting underway, and who they have winning between the Dallas Cowboys and Denver Broncos. Jamie asks what is the most likely upset this weekend in the Big 12 and what result do you want to happen in the conference for the Question of the Day.

ESPN's Adam Rittenberg ranked the current openings in college football from best to worst, and went with this order: 1) Penn State 2) Florida 3) Oklahoma State 4) Virginia Tech  5) Arkansas  6) Stanford  7) UCLA The categories judged were: On-field performance, Access to CFP, Roster-building, University leadership, and financial support Our Sponsors:* Check out Avocado Green Mattress: https://avocadogreenmattress.com* Check out Hims: https://hims.com/EARLYBREAK* Check out Infinite Epigenetics: https://infiniteepigenetics.com/EARLYBREAK* Check out Uncommon Goods: https://uncommongoods.com/EARLYBREAKAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Both teams don't even know who's playing QB — or for how long

Week 9 = wall-to-wall action. I'm firing on 18 games with data-backed edges: PPA, success rate, five factors, strength of schedule, pace, and finishing drives. If you like underdogs, rivalry spots, and letdown/lookahead traps—this slate is loaded.We hit Oregon–Wisconsin, Purdue as a home dog vs Rutgers, Texas–Mississippi State, Northwestern–Nebraska, Minnesota–Iowa's rock fight, and a spicy Michigan–Michigan State number. In the Big 12, it's Kansas–Kansas State, Oklahoma State–Texas Tech, TCU–West Virginia, and Houston–Arizona State. ACC leans include Georgia Tech–Syracuse, Virginia–North Carolina, and NC State–Pitt. Out West: San Diego State–Fresno and Toledo–Washington State. Plus SEC primetime: Auburn–Arkansas and Tennessee–Kentucky. I'll explain where the metrics align (or clash) with the market and why situational angles matter.Topics and keywords for search: Week 9 college football picks, ATS predictions, Oregon vs Wisconsin spread, Sunflower Showdown, Tennessee vs Kentucky, Auburn vs Arkansas, PPA, success rate, five factors, finishing drives.1:28 Wisconsin vs Oregon5:29 Rutgers vs Purdue8:52 Texas vs Mississippi State12:28 Northwestern vs Nebraska17:20 Minnesota vs Iowa20:22 Michigan vs Michigan State23:21 Kansas State vs Kansas27:17 Syracuse vs Georgia Tech32:06 Virginia vs North Carolina36:21 San Diego State vs Fresno State40:15 Auburn vs Arkansas43:37 NC State vs Pitt48:01 Toledo vs Washington State51:15 Oklahoma State vs Texas Tech54:45 TCU vs West Virginia58:30 Stanford vs Miami (FL)1:02:16 Tennessee vs Kentucky1:06:21 Houston vs Arizona State

Host Carter Yates and senior writer Mike Craven preview Week 9 in Texas CFB (INTRO – 16:50) Texas A&M vs LSU preview and why are coaches so bad at answering questions about other jobs? (16:50 – 22:00) Houston vs Arizona State (22:00 – 28:10) Baylor vs Cincinnati and our final Dave Aranda existential talk (28:10 – 38:50) Texas vs Mississippi State and should Sark give up playcalling duties? (38:50 – 44:20) Texas Tech vs Oklahoma State and another TortillaGate update (44:20 – 47:40) TCU vs West Virginia (47:40 – 51:30) SMU vs Wake Forest (51:30 – 55:00) Rice vs UConn (55:00 – 57:20) UNT vs Charlotte (57:20 – END) What's wrong with UTSA football? Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss the excitement surrounding the NBA's return, reflections on sportsmanship and fandom, and the controversy surrounding the tortilla tradition in college football. They analyze Texas Tech's recent performance against Arizona State and express concerns about the upcoming game against Oklahoma State. The hosts also preview Oklahoma State's struggles and make predictions for the game, all while sharing light-hearted banter about the weather and their personal lives. In this episode, the hosts discuss predictions for tortilla throwing at a Texas Tech game, analyze upcoming Big 12 matchups, and provide insights into basketball and baseball updates. They also celebrate the success of the Texas Tech soccer team and share their experiences with local restaurants, highlighting their food adventures and preferences.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Scott joins Dan Hoard to recap UC's big win over Oklahoma State and preview their matchup with Baylor.

In this episode of Amazin' Conversations with Jay Horwitz, Mets legend and Oklahoma State assistant Robin Ventura joins Jay to talk about the next wave of Mets talent — Carson Benge and Nolan McLean — and what made both players stand out in college. Ventura shares what he saw early in McLean's development, why his breakout isn't a fluke, and how Benge's all-around athleticism reminds him of classic Mets stars. The two also look back on Robin's Mets career — the 2000 pennant run, the Grand Slam Single, and the team's connection to New York after 9/11.

Chatterbox Bearcats hosts Nick Niehaus and Eric Lilly break down the Cincinnati win over Oklahoma State and preview the next game against Baylor. Also, they break down the major win over Michigan in exhibition style from last week.

UC Bearcats DB Matthew McDoom joins Lance to break down his record-breaking pick-six in UC's win over Oklahoma State.

2:33 -- I feel it comin' 5:26 -- The new age of college football (NIL) 15:10 -- Dealing with new recruits 18:45 -- New expectations with a new head coach 23:27 -- Building leadership and culture within the program 25:24 -- New head coach looks like? Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

UC Bearcats DB Matthew McDoom joins Lance to break down his record-breaking pick-six in UC's win over Oklahoma State.

The FRL crew talks Super 32, Oklahoma State this year, U23s, and more. Send in user submissions and questions to ⁠⁠FRLsubmissions@flosports.tv⁠⁠. (0:00) Super 32 (17:30) 165 lb tiers (26:40) Oklahoma State season preview (56:20) U23 Worlds preview (1:04:00) other odds and ends wrestlinng news topics (1:12:05) questions from friends Learn more about your ad choices. Visit megaphone.fm/adchoices

Alabama added its quarterback of the future and flipped a recruit from Georgia. SMU also added its quarterback for the future.The Transfer Portal is heating up. Much of that is do to the coaching carousel, where Oklahoma State is taking a beating.@fbscout_florida On X @LO_ThePortal TikTok @lockedontheportalSupport us by supporting our sponsors!QuoSee why over 90,000 businesses trust Quo, formerly OpenPhone. Get started free and get 20% off your first 6 months at https://www.Quo.com/LOCKEDONCOLLEGE.PelotonLet yourself run, lift, flex, and push forward. Explore the new Peloton Cross Training Tread+ today at https://www.onepeloton.com.DoorDashWith DoorDash Streaks, you save every Saturday you order — stack it up all season and you could save up to $250. Order this Saturday. Keep the streak alive. Fuel your gameday — only with DoorDash. Terms apply. Promo period through 11/18.MazdaIt's the small details that make the big plays. And just like there's more to every player, there's more to a Mazda vehicle. Mazda. Move and Be Moved. GametimeToday's episode is brought to you by Gametime. Download the Gametime app, create an account, and use code LOCKEDONCOLLEGE for $20 off your first purchase. Terms and conditions apply.MonarchTake control of your finances with Monarch Money. Use code LOCKEDONCOLLEGE at https://www.monarch.com/lockedoncollege for 50% off your first year.FanDuelRight now, new customers can get TWO HUNDRED DOLLARS in BONUS BETS when your first FIVE DOLLAR BET WINS! Download the app or head to FANDUEL.COM to get started. Bet with FanDuel—Official Partner of the NBA.FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN)

Go deep into Oklahoma's spooky past for "Oklatober" as we visit the Garland Cemetery in McCurtain County, home to the state's oldest known gravestone (birthdate 1773) belonging to Sophie Pitchlynn, mother-in-law of Choctaw Chief Samuel Garland. Discover its fascinating, creepy history rooted in the Choctaw Nation and the plantation era. Plus, after the break: We keep it light and loud with the viral sensation of the OSU "Shirtless Section"! Find out why these Oklahoma State football fans were named ESPN's Fans of the Week for their wild energy at Boone Pickens Stadium, proving that true Cowboy loyalty never loses its spirit (or its shirt!). #OklahomaHistory #OKlahoma #OldestGravestone #GarlandCemetery #ChoctawNation #McCurtainCounty #Oklatober #SpookyHistory #IndianTerritory #OSU #OklahomaState #CollegeFootball #OKStateFootball #GoPokes #ShirtlessSection #CFB #OnlyInOK #OklahomaTravel #HistoricalSites #adventureoklahoma

The guys discuss Oklahoma's win, Oklahoma State's loss, the weekend of college and pro football, and the brilliance of Shohei Ohtani! Follow Matt on X @mattravis and WWLS @sportsanimal, thesportsanimal.com, and The Sports Animal app!See omnystudio.com/listener for privacy information.

Week 8 in the Big 12 had it all — upsets, rivalries, and walk-off wins as the college football season crosses the halfway point.Pete Mundo from Heartland College Sports breaks down all the wild finishes from across the conference, including BYU vs. Utah, Texas Tech vs. Arizona State, Cincinnati vs. Oklahoma State, and more.Hear who the biggest winners and losers were, how the Big 12 title race is shaping up moving forward and much more!

The Cincinnati Bearcats are now bowl eligible after a 49-17 win over Oklahoma State on the road. Chuck Walter and Eric Lilly breakdown the good, the bad, and the chances of UC in remaining games. Subscribe on YouTube!

Lilly and Niehaus breakdown the first place team in the B12. Plus the Oklahoma State preview

Host Calvin Glen Alexander is joined by OSU student Josh Morallo to break down a turbulent Oklahoma State football season. With the Cowboys sitting at just one win, what went wrong in Stillwater?They discuss Mike Gundy's midseason firing, Sam Jackson's move from WR to QB, and whether Oklahoma State can rebound with a win over Cincinnati during Homecoming Week. Plus — who should be the next head coach to lead the Cowboys into a new era?

Tyler Jones and Thomas Bridges are joined this week by Jenni Carlson, sports columnist from the Oklahoman.  They get into the coaching search being conducted by Oklahoma State to take over for Mike Gundy, who was fired earlier in the season.  They also get into the possibility that Brent Venables could also be on the hot seat in Oklahoma after dropping the Red River Rivalry to Texas last week.  Tyler and Thomas also get into the possible landing spots for the recently fired James Franklin and Arizona State's downfall.This episode is sponsored in part by TicketSmarter:Use promo code LWOS10 to receive $10 off purchases of $100 or moreUse promo code LWOS20 to receive $20 off purchases of $300 or moreThink smarter.  TicketSmarter

Phillip Slavin and Chase A Kiddy welcome PJ Glasser of BetMGM to make picks for every Week 8 Big 12 college football game including the Holy War, the Revivalry (I ain't calling it the other name), plus crabs, OU slander, and more! 00:00 - Intro 05:14 - PJ's Betting Advice 07:40 - The Big 12 Claps Back at OU 10:08 - Last Week's Results 14:24 - Houston vs Arizona 21:57 - The Revivalry: TCU vs Baylor 26:00 - UCF vs West Virginia 31:48 - Arizona State vs Texas Tech 39:18 - The Holy War: BYU vs Utah 46:14 - Oklahoma State vs Cincinnati 53:59 - Non Big 12 Find every show in the network at Ten12Network.com. Join the Ten12 Battle Bets League: https://www.battlebets.app/ten12 Leave us 5-stars and a review. Check out Chase's work at BetMGM: https://sports.betmgm.com/en/blog/college-football/best-bets-college-football-predictions-week-8-ncaaf-bm06/ Support the Ten12 Network on Patreon. Join the Wide Right Natty Lite Discord: https://discord.gg/26qN3KrX Check out Sport Social. Subscribe to our YouTube Channel Learn more about your ad choices. Visit podcastchoices.com/adchoices

The final score for Auburn vs Oklahoma State, 95-97. We breakdown the stats from the Auburn Tigers loss. This show debuted on our Youtube channel via a livestream on 10/15/25.ALL IN ONE LINK (Content, Social Media, Support, Contact, Etc.) ➡️ https://linktr.ee/e2cnetwork

James Franklin is OUT at Penn State after three straight losses, and now the Nittany Lions are dreaming about Marcus Freeman. We'll tell you why that's not happening, and who might actually take the job. Plus:

The boys are back in the saddle with the happy occasion of a Houston Cougar football win to discuss, along with a number of other UH sports topics: 4:01- Recapping a blowout 39-17 win by the Coogs at Oklahoma State 35:44- Brian Pedersen of AZDesertSwarm.com joins the preview Arizona Wildcat football 48:52- Additional Arizona preview thoughts 1:01:24- Down w/the Pickness week 7 recap/week 8 picks 1:06:51- Quicker than usual Soccer/Volleyball recaps 1:08:41- Cougar Men's Hoops preseason poll/metrics talk 1:14:28- Cougar tennis corner

Fall Breaks, Fake Stimulus Checks & Football Shocker Week!   This week, the guys are back in the studio after a “camping” trip (well, one of them slept in his truck). They catch up on fall break chaos, celebrate their show's climb to the top of the charts, and talk about some big updates from their friends at True Texas Solar & Roofing — including new Tesla roof tech and what's changing in the world of home insurance.   Then it's on to football madness: Texas pulls off a surprise win, A&M looks strong, and Oklahoma State sets an unforgettable (and bizarre) record. The conversation heats up around coaching changes, rivalry traditions (yes, tortillas get thrown), and even whether Nick Saban could actually head to OSU.   To top it all off, the hosts tackle viral rumors about a new October stimulus check — breaking down what's real, what's not, and how to avoid the scams making the rounds online.   It's a wild mix of home talk, football breakdowns, and headline myth-busting — with plenty of laughs and good conversation along the way.   #PodcastLife #HomeAndGarden #CollegeFootball #StimulusCheckRumors #HomeownersChat #TrueTexasTalk   True Texas Solar – 936-286-8325 – Give True Texas Solar a call if you would like to learn how your home or business would benefit from solar. There are tons of incentives available, and they are experts in owning your energy!   Buy a Homeowners Show T-Shirt!   Subscribe to our YouTube Channel   The Homeowners Show Website The Homeowners Show Facebook Page Instagram @homeownersshow Twitter @HomeownersThe   Info@homeownersshow.com    Sustained Growth Solutions – Design a lead generation system specifically for your business so that you never have to search for leads again! We are a full digital marketing agency

"Not in heart. Not in guts. Not in dawg. Not in guile. Not in balls. Not in C's and B's, pal." James Franklin loses to the nerds, the fans at Oklahoma State are dudes being bros, the crew uses "half a beluga" as a unit of measurement, and Baker Mayfield has another swashbuckling moment. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Welcome back to another episode of Better Than I Found It. After the first few tournaments of the year, Coach McGraw uses the break in the schedule to recap how the season is going before diving into the thesis of this episode: Gratitude. Drawing inspiration from both his storied career and his autobiography,likewise named Better Than I Found It, Coach McGraw demonstrates the effectiveness and importance of maintaining gratitude in one's life. From showing gratitude to Mike Holder, the man that both originally hired Coach McGraw in 1997 and let him go from Oklahoma State in 2013, to the gratitude that current PGA and Korn Ferry tour players Cooper Dossey, Ricky Fowler, and Johnny Keefer have shown for their collegiate careers and experiences, Coach McGraw encourages the listener to be grateful for the gifts and support they have been given in life. The episode can be best surmised with a quote by Daniel Makepeace: “you only get so many times to put the uniform on; don't ever take it for granted.” I hope you enjoy the listen. Subscribe to the podcast for future episodes. You can follow us on Instagram and Facebook —> @BetterThanIFoundItPodcastAssociated social media accounts:Coach McGraw - @BearCoachMcGrawBaylor Men's Golf - @BaylorMGolfProduced and Edited by Will GreeneMusic: DriftMaster by Shane Ivers - https://www.silvermansound.com---Send in a voice message: https://podcasters.spotify.com/pod/show/betterthanifoundit/message

Justin and Dan share their thoughts on Auburn football's latest missed opportunity: A blown early lead in a loss to rival Georgia. Topics for this recap podcast include:* Hugh Freeze's postgame comments about not knowing how to win* the regression that continues for the Tigers midway through Year 3* how the fumble call changed the game — but shouldn't be the reason for the loss* Jackson Arnold's continued struggles against quality competition* should Auburn make a quarterback change now?* the Tigers' failure to adjust on offense in the second halves of games* Auburn squandering another winning performance on defense* a third straight game of double-digit penalties and why that stands out* Dan asks if Auburn has any urgency to change right now* Justin wonders if the loyal support will continue for this football program* a primetime atmosphere going to waste* a quick preview of Auburn basketball's exhibition against Oklahoma State* the breaking James Franklin newsIf you're receiving this free podcast episode and would like to upgrade to a paid subscription that gives you access to all stories and premium podcast episodes, subscribe using the button below or clicking this link.Follow Dan (@dnpck) and Justin (@JFergusonAU) on Twitter.If you're receiving this free podcast episode and would like to upgrade to a paid subscription that gives you access to all stories and premium podcast episodes, subscribe using the button below or clicking this link.Follow Dan (@dnpck) and Justin (@JFergusonAU) on Twitter. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.auburnobserver.com/subscribe

Recapping OSU's loss to Houston.