Podcasts about on life

A grounded perspective on mortality and loss can be powerfully life affirming — among the themes in Sprinkle Glitter on My Grave, a 2016 book by popular author, actor, humorist and consummate New Yorker, Jill Kargman. Exit Strategy Host Stephanie Garry speaks with Jill about how the realities of end-of life shape her lens on […] The post On Life, Laughter and Loss appeared first on Plaza Jewish Community Chapel.

This week, Dr. Jared Bumpers joins me on the podcast to discuss my new book Letters to My Students, Volume 3: On Life and Doctrine. Order a copy here: https://www.lifeway.com/en/product/letters-to-my-students-volume-3-P005828486?mcid=Adwords-sb-PLA-005828486&cmpid=pm:ggl:220725%7Coth%7Cshopping%7Cwomen%7Cwomen%7C17853994734%7Cwomens_pmax:pla:na&gad_source=1&gad_campaignid=21061429571&gbraid=0AAAAADG5DesZ5cFxy4Irz38F3bLiesAu_&gclid=Cj0KCQjwoZbBBhDCARIsAOqMEZW_IaKc-6B8oUyyEDwOSAits0TqUjwbg7CUOXjlDL-3gsxohpcEo8kaAluQEALw_wcB The post On Life and Doctrine appeared first on Preaching and Preachers Institute.

Journalist, author and theologian, Stan Grant on responding to injustice with grace and love.In a decades-long career as a journalist and foreign correspondent, Stan Grant saw some of the worst that humanity is capable of. It took its toll on him. And as a Wiradjuri man he has had to wrestle with identity, belonging, and who we all are in 21st century Australia. He went through a period of angst and anger, and he would say, some bitterness, as he and his people confronted injustice, prejudice and a history of oppression, violence and dispossession.But through a serious spiritual re-awakening, Grant has found a different way to be. On Life & Faith he describes the shape of that spiritual life and the surprising ways it has impacted him and how he sees the world and his place in it. Turning his back on anger, Grant outlines his renewed motivation for meeting hate with love and grace.His latest book, Murriyang: song of time, is a poetic account of his life and that of his family and his people, and offers a vision of the healing balm of Christian faith that has inspired Grant to see himself, other people and the creation itself, in a new light. Don't miss this confronting and inspiring conversation! Explore:Stan latest book: Murriyang: Song of TimeLifeline Australia: 13 11 14Beyond Blue: 1300 22 46 36 or beyondblue.org.au

Episode Summary: The Alpha, the Omega, and Eternal Life (Pages 279-309)This chapter explores the sacred cycles of beginnings and endings, offering comfort and wisdom to anyone navigating loss or seeking a deeper purpose behind the human experience. While we often think of life and death as opposites—one to be celebrated and the other to be feared—this teaching invites us to see them as partners in the soul's journey. By embracing both, we can find greater peace, presence, and freedom.Key Themes:* Life and death are not opposing forces but interconnected cycles in the soul's evolution.* Every birth contains an ending, just as every ending creates a new beginning.* Love does not disappear after loss—it transforms and takes on a new form.* Our feelings cannot be solved through logic; they must be felt and processed to move through them.* The Divine is not a force of suffering or punishment but of peace—we can access this when we surrender to the greater flow of life.The Nature of Beginnings and EndingsWe all come into this world knowing that we will one day leave it. This is not a tragedy—it is part of the Divine design. Without endings, there could be no beginnings.* A mother must release her former identity when she gives birth to a child.* When a loved one passes, those left behind must release the life they knew with them.* The grief we feel in loss is proof of the love we have shared.* Beginnings and endings hold both light and void—fear, love, grief, and transformation are all part of the same sacred cycle.The Conflict Between the Mind and the HeartOne of the greatest challenges we face is the tension between our thoughts and feelings:* The mind seeks logic and control, but the heart speaks the language of energy and emotion.* We often try to reason through emotions, but feelings cannot be solved like a problem; they must be moved through.* True peace comes when we learn to balance the mind and heart, embracing presence instead of overanalyzing.Yeshua's presence is not about fear, suffering, or burden—those are constructs of the human mind. Divine energy is peace, and we can tap into this by surrendering control and trusting in something greater than ourselves.Understanding the Layers of AwarenessTo better navigate our human experience, we are shown three levels of awareness:* Thoughts (Lowest Vibration) – The mind's attempt to process the external world.* Feelings and Emotions (Higher Vibration) – More aligned with the Light, connected to energy and intuition.* Intuition and Presence (Highest Vibration) – A deep knowing, the soul's wisdom, and direct connection to the Divine.Yet, we often give the lowest vibration—our thoughts—the most power. This chapter invites us to reset, allowing intuition and presence to lead, bringing harmony even through grief, birth, and sudden change.Finding Peace in Life and DeathLoss is often seen as something to fear, yet it is part of the balance of creation. Nothing reminds us of the power of love more than loss itself.* When we lose someone, it feels like a part of us is gone—but in reality, they shift from being beside us to being within us.* The grief we experience is not about something being taken from us; rather, it is an expansion of love.* The Divine does not wish for us to carry burdens; instead, we are invited to lay them down and find peace in faith and forgiveness.The Sacred Cycle of Life and DeathThis chapter shares the cycle of our physical existence:* Upon birth, our spirit descends from the infinite, while our physical form rises from the earth.* Upon death, our spirit ascends back to the infinite, and our body returns to the earth.* We do not cease to exist; we simply transition into a new way of being.* This is why we can still feel the presence of loved ones who have passed—they are still with us, just in a different form.Hope, Balance, and the Gift of PeaceThe Divine carries hope for us, just as we carry hope for our loved ones. But true hope is not about avoiding suffering—it is about seeking peace.* Yeshua does not exist to save us from death or struggle but to help us find balance.* When we restore balance between the mind and heart, everything shifts.* If we wish to find Yeshua, we do not need more knowledge or service—we need balance.Lessons on Grief and Eternal ConnectionGrief is an awakening—an invitation to form a new relationship with the ones we have lost. Love is eternal, and our connections remain unbroken.* Each ending contains a new beginning; grief and love are intertwined.* We are whole, even when we feel empty.* Loss is not final—it is a transformation of presence.* We are encouraged to move through grief with simplicity, not resistance. True wisdom emerges from allowing what is, rather than trying to control it.What Happens When We Die?This chapter offers a perspective on the moment of death:* The soul reunites with its whole self, freed from the limits of the body.* All memories and experiences transform into light and understanding.* We experience a return to love and balance, a reunion with those who came before us.At the moment of passing, our relationships do not end; they transcend time and space, becoming woven into our spirit.Key TakeawayEvery loss plants seeds of light within us. Our journey is not about avoiding grief—it is about walking through it with an open heart. Love does not disappear; it simply changes form.Reflection:When loss creates a void, that space is not empty—it is an opening where light can enter.Next Steps: Read & Listen

Episode Summary: Polarity, Resistance, and Transcending Doubt (Pages 252-276)In this chapter, we explore the dualities within ourselves—our Yeshua self, which embodies love and light, and our Lucifer self, which resists change and clings to fear. By recognizing these aspects, we gain a deeper understanding of how our personal struggles mirror collective challenges and how our resistance to growth reflects the tension in the world around us. Transformation is not a single moment but a gradual process of awakening to our true nature. Through the lens of light and void, we learn to navigate our inner polarities, make conscious choices, and contribute positively, even in times of uncertainty.Key Themes:* Light is not fading; rather, our connection to it can wane. It is up to us to stay connected.* As light grows within us, resistance often increases. Our old belief systems struggle to hold on.* The world mirrors our internal struggles—resistance to change, collective division, and the cycles of power.* We are responsible for our own peace and how we engage with transformation.Navigating Inner ResistanceResistance to growth is natural. This chapter explores how resistance manifests:* Love-nots—the mental and emotional knots we carry—can feel heavier when transformation begins.* When belief systems collapse, there is often panic and a rush to regain control.* The pendulum of power swings back and forth, without real progress, when change is resisted instead of embraced.* We are encouraged not to get lost in choosing sides but instead to move beyond judgment and into a place of awareness and unity.The Balance of Healthy and Unhealthy ResistanceWe are invited to reflect: Should we resist at all?* Healthy resistance is about discernment—it allows us to pause, explore, and proceed with wisdom.* Unhealthy resistance comes from fear and an unwillingness to accept change.* The Divine is making it impossible to stay in resistance. The more we cling to old patterns, the harder the shift feels.Fear of Love, Fear of FearMany of us fear love itself because loving means risking loss. Yet love is our true nature. We are encouraged to ask: Will we fear love, or will we love fear?* The Divine loves us in all states—joy, peace, judgment, and separation alike.* Choosing love over fear is essential to our path.Understanding the Yeshua and Lucifer SelfWithin each of us are two aspects:* The Yeshua Self is aligned with Divine will, love, and peace. It seeks unity and trust.* The Lucifer Self clings to control, fear, and separation. It thrives in division and the illusion of dominance.Rather than rejecting one and clinging to the other, we are called to recognize when we are operating from our Lucifer self and gently guide ourselves back into the light.Resurrection as a Process of AwakeningResurrection is not a single event; it is an unfolding journey of consciousness:* Descent: The movement into form and ego identity.* Awakening: Recognizing our higher nature and stepping into our true path.* Realization: The return to Divine consciousness.We may experience many mini-resurrections in life—each moment we choose awareness, presence, and truth, we realign with our highest self.What Do You Wish to Contribute?We are invited to consider: What are we contributing to life?* Are we creating and engaging with love, presence, and peace?* Or are we lost in distractions, judgments, and fleeting pursuits?By being mindful of our words, actions, and energy, we can step into conscious creation rather than reactive existence.Key TakeawayBoth light and the void are our sacred teachers. When we recognize our Yeshua and Lucifer selves as part of our growth, we stop resisting and begin to flow with divine balance. Through conscious choice, we return—moment by moment—to our authentic selves.Reflection:Each time we choose love over fear, presence over distraction, and peace over division, we resurrect into our truest self.Next Steps: Read & Listen

In this interview with Andrew Thomson, a Scottish seasoned professional in the energy sector, we delve into the multifaceted landscape of oil, renewable energy, and their global implications through a personal lens. Andrew shares his journey from working in the oil industry over 20 years to recently transitioning into nuclear and wind energy sectors. Through his experiences, he provides insights into the socioeconomic impact of oil, the challenges of transitioning to renewable energy, and the complexities of global politics that intertwine with the energy sector.Exploring Andrew's experiences working offshore in locations like Nigeria and Azerbaijan, the discussion uncovers the substantial influence of hydrocarbons and the cultural, socio-economic, and safety developments within the oil sector. The discussion delves into the critical role of energy across modern life, impacting everything from education to communication, while critiquing governmental actions on energy policies and advocating for a balanced energy strategy, similar to Japan's where currently works in setting up Wind Turbine Platforms (using much of the same technology as oil rigs). Furthermore, the dialogue highlights the philosophical and challenging practical shifts toward renewables, exploring political and economic challenges in this transition. Through Andrew's perspective, one can try to better attempt to begin to understand the global energy politics, the necessity of interdisciplinary approaches in energy careers, and the shifting dynamics in the energy sector.Time Stamps * 00:00 The Importance of Energy in Modern Life* 01:00 Introducing Andrew: From Oil to Climate-Friendly Energy* 01:46 Andrew's Background and Career Journey* 02:38 Life and Work in the Oil Industry* 07:34 Challenges and Dangers of Offshore Drilling* 10:54 The Culture and Lifestyle of Oil Workers* 20:58 Global Perspectives: Working in Africa and Beyond* 23:58 Corruption and Local Interactions in the Oil Industry* 38:09 A Costly Mistake and Cultural Reflections* 38:54 Corruption and Anti-Corruption Measures* 40:09 Cultural Differences and Acceptance* 41:13 Colonial Legacy and Historical Perspectives* 43:41 Nationalized vs. Private Oil Companies* 45:46 Transition to Renewable Energy in Japan* 46:12 Challenges in the Oil Industry* 48:22 Geopolitics and Energy Policies* 56:43 Experiences with Government Agencies* 01:03:56 Future Prospects and Peak Oil Debate* 01:08:06 Final Thoughts on Energy and PolicyHighlights and Quotes of Interest On Energy Source MixesJapan has a long term vision.It has a vision of a percentage mix of nuclear fossil fuels, renewables, whereas I feel like I'm fairly against it in my home country, in the UK, because we don't have a long term plan. We've had four prime ministers in the last two years. One of them wanted to build eight nuclear power stations, the next one to start fracking. I believe in an energy mix. I think there's a lot of irresponsibility talked about these days in terms of the energy transition. I do think there should be an energy mix.And then the one now wants to quadruple our offshore wind capacity in eight years, which is impossible. It's quite nonsensical. It's quite short term thinking. I'm not anti wind, I'm not pro oil, I'm not anti or pro any, anything. What I'm pro is a science based, long term, non subsidy, non corruption based market solution.On Incentives in Oil Vs “Renewables”So right now, it seems like oil is completely negative and then offshore wind is completely positive. You look at the motivations behind companies putting in offshore wind turbines or the service companies exactly the same as motivations behind all companies.Neither one is doing them. For anything other than to make money. And I think it's simplistic and a little bit silly to think that the boss of an oil company is some sort of J. R. Ewing, person that likes to run over puppies on the way home and the boss of an electricity company or a turbine installation company or whatever is some sort of, sandal wearing saint that doesn't care about money. Everyone in pretty much, I would say any corporation, that statistic about men are CEOs, they're psychopaths. All they care about is money. And I think there are a lot of like there's a lot of talk about subsidies in [renewables] On Oil's Beastly NatureIt only takes, one ignition source and then you're on top of a fireball…potential that the entire thing can blow up underneath your feet. On Life without Oil It's the world we have is impossible to have without oil. Sure. You can reduce it. It's going to run out eventually one day anyway.So reducing it is not a bad thing, but to pretend that you can just press stop and then you can put in a wind turbine is nonsensical. And the politicians know it's nonsensical as well.  The sheer scale of, Hydrocarbon involvement in our modern industrial life is so incredibly difficult to untangle. There's literally nothing more important than our energy because it ties into the availability of education and medicine and travel and communication. Right, without. some form of mass energy production. We're right back to the medieval ages.On The British State I speak from a very UK point of view because it's my country, it's my home. I feel As ever, the British state works against the British people, not for the British people, which is a contrast to some of the countries that we may look down our noses on a little bit more as not developed, where, and Japan is a great example of this, where Japan seems to do things for the benefit of Japanese people, which seems to be a controversial idea back home. Learning from Travel This is part of, traveling. You see so many countries where people are so proud of their country. Nigerians were some of the most proud people I think I've ever met, and it's the same in Japan. And I worry the direction our country's going, both the UK and the US, when we were raising a generation of children who are being taught to be embarrassed by where they come from. Though I really feel like in the West we've made a mistake over the years in trying to impose our way of looking at the world on other cultures.Post Interview Notes / Links from AndrewHere are some relevant links that might be of interest:"Empire of Dust", a fascinating documentary widely referenced online, but with no major release I don't think, that shows interaction between a Chinese contractor and locals in the DRC. It's a perfect example of culture clash, the strength in the documentary being there is no western-style narrative, it's simply two very different cultures interacting honestly with each other. The film-maker is Belgian which is particularly interesting given their colonial history in the DRC.Watch @ https://www.dailymotion.com/video/x5gdfm4I can particularly recommend Joseph Conrad's Heart of Darkness if you're interested in the dark side of colonialism, or any history of DRC or Zaire as it was. One of my favourite films is Apocalypse Now, which along with the book perfectly makes the point I was trying to, which is how these cultures are manifestly different from ours, and any attempt to convert or run these societies in a western way will ultimately end up in failure, unless it's done by complete dominance, which of course, is wrong. It's a subject I find really interesting, and my experiences in Africa really changed how I view the world.On Energy Prices “Strike Prices” and Renewables Some links explaining the Strike Price for electricity set through the CfD (Contract for Difference) mechanism that guarantees a specific rate for electricity to renewables companies.https://www.iea.org/policies/5731-contract-for-difference-cfdhttps://www.eurelectric.org/in-detail/cfds_explainer/ It's quite hard to find a non-biased article explaining this, but the basic mechanism is:What isn't always mentioned is the "top-up" when the price falls is paid to the generators by the consumer, in the UK at least, in the form of a levy on the electricity price. Which is fine in theory to have a set electricity price, but currently the UK has the 3rd highest electricity costs in the world:https://worldpopulationreview.com/country-rankings/cost-of-electricity-by-countryOn British Embassy Support (Weapons:Yes / Hydrocarbons: No)UK government ending support for oil and gas sector abroad:https://www.gov.uk/government/news/pm-announces-the-uk-will-end-support-for-fossil-fuel-sector-overseasBut no issue promoting UK weapons manufacturers:https://www.aljazeera.com/news/2018/3/15/uk-spent-1-3m-on-security-for-worlds-biggest-weapons-fairSubsidies provided to the oil and gas industry in the US: (this can be complicated to assess because the IMF considers environmental and health costs after production as an effective subsidy, whereas the OECD and the IEA do not)https://www.eesi.org/papers/view/fact-sheet-fossil-fuel-subsidies-a-closer-look-at-tax-breaks-and-societal-costsCorrection on Refinery Capacity in NigeriaI was slightly mistaken, there is some refinery capacity in Nigeria, in fact it's the highest in all of Africa, however it is still around half of what Houston alone produces per day.https://link.springer.com/article/10.1007/s13203-018-0211-zOn Oil Piracy / Theft (Discussed During Interview as Another Source for Danger / Volatility / Environmental Damage) Oil pipeline theft still seems to be a problem in Nigeria sadly:https://www.pipeline-journal.net/news/explosion-nigeria-oil-pipeline-kills-12-shell-blames-crude-oil-theft-tragedyOn Working in the Pubic SectorI was thinking about one of your last questions afterwards, whether I'd ever work for the government. You know, I would actually love it, to be able to make some type of positive impact, I'd really enjoy that much more than my current job, it's just that what I would advocate is so far in the opposite direction of the UK foreign office and civil service's ethos (non-judgmental promotion of UK interest and people without imposing change on other countries) that I wouldn't get the opportunity. The British sitcom "Yes Minister" captures perfectly how the UK establishment works, it's from the 80s but still very relevant. It works to ensure the continued existence of the establishment, not the general population.AI Machine Transcription - Enjoy the Glitches!Andrew: The sheer scale of, Hydrocarbon involvement in our modern industrial life is so incredibly difficult to untangle.There's literally nothing more important than our energy because it ties into the availability of education and medicine and travel and communication. Right, without. some form of mass energy production. We're right back to the medieval ages.Leafbox: Andrew, thanks so much for making time for me. I know you're a busy guy. Yeah, I really appreciate it. Actually, when I first met you, I was actually fascinated with your work because you're one of the few people I know who has jumped from the oil sector to a climate friendly energy sector, I call it, so I was very curious about your perspectives on both. Having, your wife told me that you lived in Baku and that alone, it is probably a book's worth of questions. Andrew, why don't we just start tell us who you are, where you are, what's the weather like in Fukuoka? And where are you from?Andrew: Well, the most important thing the seasons in Japan seem to follow rules like the rest of Japan. So it's got the memo recently that it's not summer anymore, which is great because summers here are pretty brutal. And it's cloudy and rainy, which from someone from Scotland is nice and familiar.Yeah, I guess be brief biography. I'm Scottish from the North of Scotland. This is usually the point where someone says, well, you don't sound Scottish, but that's because I was born down in England. But moved up Scott, two parents from very remote rural part of Scotland. And we moved up when I was about six.So I went to the local university Aberdeen which at the time was the oil capital of Europe. So with a passion for engineering and a desire to Just have adventure really as a young guy wanting to see the world. Also oil is always historically been very well paid. Probably along the lines of, I don't know, market wise, your career options, lawyer, doctor, that sort of thing, which was never really my interest in an oil worker.So anyway financial motivations, adventure motivations, just an interest in big, heavy engineering pushed me in that direction. I joined, graduated, I took a master's in offshore engineering graduated and joined Halliburton about six weeks before 9 11. So this was in the year of of Dick Cheney, of course then I eventually ended up working offshore.For a company that worked on drilling rigs, doing directional surveys, so you would run drilling tools down the well and that was quite life changing, really very exciting. A lot of. Pressure. This is all gonna make me sound very old, but pre smartphone days. So you were a lot more on your own in those days.I did that for four years. Then I ended up running operations in Lagos, Nigeria. Did that for three years, joined a Norwegian company, worked for them in Aberdeen, and then again, oil service. And ended up running their operations in Baku and Azerbaijan. Then COVID came along and like for a lot of people turned the world upside down.So with the low oil price ended up being made redundant and Really struggled for about a year or so to find work and then it wasn't ideological either one way or another in terms of the energy transition, it's quite heavily marketed these days but I'm not overly convinced that it's as easy as politicians seem to say it is but I took a job for a company drilling offshore foundations.And I was working on a nuclear power station, the cooling shafts for a nuclear power station. And then I simply got a job offer one day an online recruiter to come to Japan to work on offshore wind which has some, Close. It's basically the same things I was doing, except it was in nuclear.So yeah, none of it's been a straight line or a plan, but just the opportunity came up. We really wanted to have another period abroad. So we took the move and then I find myself on a beach speaking to yourself after about a year or so. Leafbox: So Andrew, going back to university time, exactly what did you study? Was this petroleum engineering? Or Andrew: It was no, it was mechanical engineering. But being in it was Robert Gordon university in Aberdeen, but being in Aberdeen, it was very heavily oil influenced at the time. I was actually. obsessed with cars and motorbikes, anything with an engine. So I really wanted to do automotive, but I didn't have the grades to go to a lot of the bigger universities down South.And I was 16 when I went to university and didn't really want to go too far. So I did mechanical. And then that led on to a degree in offshore engineering at the same university, which was completely oil focused. Leafbox: And then Andrew, can you tell me a little bit about the makeup of, the demographics of when you entered the oil industry and especially in Scotland and what were these offshore platforms like, you have engineers with high degrees and then what about the workers themselves?Andrew: Yeah. Yeah. So, your average rig is made up of a lot of different job functions. At the top or guess with the most responsibility. So you've got your company that own the rig. They're the drilling contractor and they have their personnel the guy that manages the rig, and then they have all different personnel, including all the deck crew and all the roughnecks raised about, but then you have the oil company that contracts them.And they have someone offshore running it, but they have a lot of engineers. And then you have all these like service companies, which is what I've worked for that come in and do things. So you typically have on the oil company sides. You'd have someone with, degrees, you'd have like their graduate programs, you'd have young people coming offshore, their first time offshore, but they'd be quite high up relatively.And then you would have your deck crew, mechanics, electricians, which typically weren't university educated. And the guys right at the very top who'd be like, Oh, I am like the rig manager generally, especially in the old days, wouldn't be university educated, but they would just have worked offshore for a very long time.So that they'd be very knowledgeable and skilled in what we're doing. A lot of them took degrees as, technology increased. And it became, more important to have a degree, but especially in the old days, although I think at that level in that job, people wouldn't have had degrees, but you do have, it is a big mix between like I said, your deck crew and the people that are more like the, engineers, geologists, et cetera.And I can't speak for every region, but you do find that you've got, so say the comparative salary or career prospects of a welder, or a mechanic or somewhere you've suddenly got someone who could earn, I don't know, in the U S but in the UK, maybe Twenty five twenty twenty five thousand pounds a year.Maybe, like three years ago in their offshore making like 60, and it's I think it's the same thing in the U. S. you have people from very poor areas that can go offshore and just, quadruple more there their salaries and it's a, But there's a reason why they're, there's a reason why they're getting paid that is because it's a lot more difficult and dangerous when you're away from home and stuff. It's a strange old mix in a lot of ways. Leafbox: And then can you describe for people just what the actual dangers are? Give people an image of what these platforms are like to be on them and how to build them and the complexity of these devices.Andrew: There's so you have there's a lot of different forms, but basically you have a drilling rig. which can be like a semi submersible which floats or a jack up which legs are like sitting on the ground or you could even have a ship that comes like, it all depends on the the depth of the water depth usually.So you'll have this vessel that drills a well and then eventually, so they'll drill a number of wells and then you'll have a platform which is fixed to the seabed usually and then that can that has like a. A wellhead that connects all the wells and then takes the hydrocarbons on board and then it might pump it to another bigger platform or it pumps it to some like somewhere where it's processed and then it's pumped on shore.There's different. There's common dangers. Everything from there've been a number of helicopter incidents over the years. Generally, a lot of these rigs are so far away that you'll take a, you'll take a chopper backwards and forwards. And it's been well documented of things like gearbox failures and stuff.You're probably one of the biggest, I don't have the HSC statistics in front of me, but one of the biggest injuries are probably slips, trips and falls. Because, your average drilling rig has maybe four or five levels to it, and you're up and down stairs all day with big boots on and a hard hat and glasses and stuff, and people tripping on themselves.Obviously drilling, you've got well you've got a lot of overhead lifts, a lot of people get injured with the fingers getting caught between loads roughnecks, raced abouts on the drill floor when they're handling drilling pipe. I've met a lot of people over the years that have got one or more fingers missing, because it's very easy to get your finger nipped between two things are being lifted, especially when people put their hands on to try and direct them.And then obviously the pressure of the hydrocarbons look at deep water horizon, for example the oil and the gas, It's funny listening to your podcast with Jed about oil being sentient that the pressure that the oil is under.So when you tap into, obviously it wants to go, it wants to go up and out. And then that could literally rip a rig apart if it's not if it's not controlled. And then obviously you've got the ignition risk, which, you've got Piper Alpha in the UK and you've got, like I say, Deepwater Horizon, there's been a number of rig explosions and then going back to what I said about platforms.So Piper Alpha was a platform and that was processing gas. So you have 100 and 170, 200 odd people working and living. on a structure offshore where there are like an enormous amount of gas that's being pumped. extracted and pumped like underneath their feet and it only takes, one ignition source and then you're on top of a fireball.And I remember being offshore when they're flaring, which is a process whereby they burn off excess gas and just being stunned by the ferocity of the noise, nevermind the heat of the, that it's just like a primal hour, you, you can stand a couple of hundred. Yards away from it and you can feel it on your face, it's just, it's very different.I've been offshore on a wind turbine installation vessel, which has the same offshore industrial risks in terms of lifted injuries, slips, trips, and falls and suspended loads. But you don't have that. You don't have that like potential that the entire thing can blow up underneath your feet.Leafbox: So with this danger and this kind of. wild beast underneath you. How did the men and women respond? You had in your email, a little bit of this kind of cowboy culture. I'm curious what the culture of these workers are like, and maybe in Scotland and what you've seen around the world. If these people aren't usually they're more working class or what's the relationship with them and the engineers and yeah, tell me about that.Andrew: It's it's a very, it's a very masculine environment. That's not to say that there aren't women offshore in the industry. There, there absolutely are. And there, there are more and more these days especially in certain countries, like in Scandinavia, for instance But it's a very, especially when you get down to the deck crew, it's a very, the recruits are very masculine, very like macho environment.It's quite a tough environment. It's a very hard working environment. The it's not that people I wouldn't say a matter of fact to say the opposite in terms of people having a cavalier attitude to safety. There have been a number of incidents over the years in the industry and each incident spurred along quite a lot of improvements in health and safety.So I'd say probably in terms of. Industry, it's probably one of the safest industries, well, it's probably one of the industries with the best safety attitude. I'm sure maybe nuclear is probably up there as well, but people are aware offshore of the risks. There's a huge QHSE industry.There's a, most companies have some form of a HSE system, which allows anyone from someone who works for the camp boss, like someone who changes the sheets, the cleaners, the cooks to like the driller can stop operations if they think that something is dangerous and there can't be any comeback, and stopping operations offshore is a big deal.Because the average. Rigorate is, it fluctuates, but the average is, I don't know, a few hundred thousand, I don't know what it is at the moment, but let's say up to maybe a half a million more for the biggest rates, biggest rigs per day. That's what, 20, 000 an hour. So if you see something that's dangerous and you stop it for a couple of hours that's a lot of money.So it takes a lot of nerve to do that, but the industry has been pretty good. They have these systems called stop cards. Like I say, Different companies have different names for it, but it gives the ability to It gives you authority for someone not to be forced into doing something that they think is dangerous.So overall, I actually think the health and safety culture is quite good. But if you look at Deepwater Horizon, that was a classic example of even at the corporate level, people being frightened to say no and frightened to halt operations. So that does still persist due to the sheer amount of money involved.Leafbox: And then tell me about in your email, you had a quote line about, these workers spending their money, maybe not as wisely. I'm curious to describe and understand the cowboy. I have this image, my father worked for Exxon for a long time. And his biggest problem was piracy. They had so much issues with piracy, but this was in the Caribbean. So it's just constantly people stealing oil from them. So maybe yeah, tell me how it is now after I guess 2000s, how it's changed. You're describing this very safe sounding MBA driven culture, but I have trouble.Yeah. Tell me what it's like around the world. Andrew: So that's the sort of the day to day attitude offshore, which is pushed very heavily by the oil companies. It's a lot of recording. They record lost time statistics which also not to get sidetracked, but that has a slightly negative effect as well in terms of if a rig has, say.That they'll, quite often rigs will have a big display when you arrive and it says this amount of days from the last accident and if they go like a year without any LTIs, everyone on the rig could get like an iPad or some sort of bonus or something and it's a big deal not to have incidents that cause a loss of time and that, by that if someone has to go to hospital, someone has to leave the rig, but that also does encourage it can encourage hiding of things, someone maybe, they've smashed their finger, but can they just maybe report it, but maybe just go on like light duties or something rather than go to the hospital before, before their shift change sort of thing which does happen and it's not healthy.But anyway, to get back to your point I think it comes from, as I say it's, a way for someone who would have no other avenue to earn the amount of money that they would get offshore by taking on the additional risk and being away from home. So say an electrician, your average construction electrician wages are probably pretty good these days, but if you take someone working in, some rural place in, in the States who is like a car mechanic or something, and then they go offshore And they're multiplying their salary, but they're multiplying their salary, perhaps coming from an environment where no one's ever had that type of money.They're coming home with maybe try to think of some people I've known, hundreds of thousands of dollars a year when their salary may have been I don't know, sub six figures, but they don't come from an environment where that sort of money is common. So you then have a situation whereby they are the one person in their family or town or their local bar.who has loads of money, who's been away from home for four weeks, but he doesn't have the most stable relationship precisely because they're not at home, but yet they've got loads of money and loads of time. You can see how that can encourage perhaps resentment. Or just a feeling of alienation from that community.That sort of person, say they have a lot more money than their friends, maybe they want to buy them drinks, but then do they want to have to do that all the time? I've known people that have been divorced multiple times, that have bought boats and all sorts of things that they never use and they end up with, paying for There are families that they never see, the families that get remarried, the kids that they never see.I've worked with directional drillers that I've got a wife in one country, an ex wife in another country, kids that don't like them, and they just pay for all these families. They get onshore and then they spend the next couple of weeks with some, teenage prostitute blowing all the money on that drink for the rest of the month and then they're back offshore.the shakes and then they decompress over the month and then the cycle repeats itself. So in the one sense, it's a fantastic opportunity for social mobility, but it also can leave a lot of chaos behind it. And I'm certainly not at all. And having come from a work class background myself, I'm not certainly saying that.It shouldn't be there. I think it's a positive thing and it's up to these people what they want to do with their money. I'm just saying it's an interest in social observance that it's, you don't get that many working class people that can leave school and have a manual trade and can go and be a lawyer or a doctor or a CEO but you are all of a sudden getting these people in situations who are making the same amount of money, but without the family structure.Or the societal structure that can prepare them for that.Leafbox: Jumping to the next topic, I'm curious, you first mentioned Dick Cheney, what was your relationship, you're in Scotland, and how does that fiddle in with the Middle East? oil wars and just the general kind of, I feel like when my father worked in oil, there wasn't that much of a hostility in the general environment.It was just people drove cars and you worked in the oil industry and it wasn't that. So in post 2000, I would say things change both from the climate perspective and then from the kind of American imperialist association with oil. Andrew: It's changed massively in terms of hostility. Just, it's just like night and day. So when I graduated, I remember being at school in the early nineties and there was, I don't think it was climate, no, no global warming. It was called then. So there was discussion of it.But the greenhouse the ozone layer was the big deal. And there was environmentalism, Greenpeace was quite big at that time. But. The, there was no stigma like whatsoever into going into the oil industry. And you could see that in terms of the courses at the time they were called there was like drilling engineering courses, offshore engineering courses petroleum engineering.You go back to the same universities now and it's like energy transition. I think you'll struggle to find that many courses that have got the words petroleum or drilling in it. And also it was very easy to get a job in those days in the industry. The, yeah the Gulf War, so the second Gulf War at the time working for Halliburton, I was very conscious of, it was very interesting to me how the company was structured.So you had Halliburton Energy Services and you had KBR, Kellogg, Brennan, Root, and they were the company that won the uncontested contract to rebuild in Iraq. But the way the company was structured. Was that they were that they were split up basically. So if one of them had gone down the toilet for any of these issues, they were separated.I was very happy to join Haliburton. It was a big career wise. I thought it was very good. I look back now, it's funny how I look back, like inside, I look back on that whole Iraq war with absolute horror now, but I had grown up with Free internet with, what at the time were considered authoritative news sources with the BBC and British newspapers.It might sound naive, but you believe that people are doing the right thing. And I just thought at the time that, that, we were going into Iraq because it was a very bad person there. And I look back now, with I look at Dick Cheney and Donald Rumsfeld and all the things that have happened with absolute horror.But at the time it just seemed quite straightforward. My, my view on the oil industry hasn't changed in terms of, I, I believe in an energy mix. I think there's a lot of irresponsibility talked about these days in terms of the energy transition. I do think there should be an energy mix.I don't think it should be any one source of energy. But I feel like we're in the same position that we're in before except instead of it being everyone's desperate to make money out of oil. I think everyone's desperate to make money out of renewables these days. Leafbox: Well, before we jump to that point, I want to I think that's a big topic we'll go to, but tell me about your jump to Nigeria.You're still naive then, or eager help, Nigerian oil industry or what you get assigned to Nigeria. What's that like? Andrew: Well, so I so that four years of us, so the three years I worked for that company originally was on it was on an ad hoc basis. So basically I would be at home. I'd get a phone call.And I could, I had to live within 45 minutes of the airport but I usually got at least a day. Sometimes it wasn't, it will, it was literally a day. Sometimes it was like a week, but I would get a call and then I could go anywhere in a region was Europe, Africa, Caspian. So I could go anywhere.Most of it was in West Africa. So I would go and work offshore in the Congo. Not the DRC, but the Republic of Congo Gabon, Nigeria, but all over Europe and occasionally like the Far East. So I had a lot of experience of Africa at that point. My very first, one thing I did want to, I was thinking the other day, one thing I did want to mention was when I first went, in terms of naivety, when I first time I ever went to Africa was in the Congo.And I'd grown up in the eighties where we had Live Aid was basically anyone's kind of opinion of Africa. And I remember at school we used to be forced to sing Do They Know It's Christmas, like every Christmas. So that was everyone's opinion of Africa was like just basically starving children. And I arrived in the Congo.They've got quite a decent airport now in Point Noir, but when I arrived it was literally a concrete shed with arrivals on one side and departures on the other and just like sand on the ground. And I can't remember coming out of that totally by myself just with my Nokia phone with the local contacts phone number and all these little kids appeared like Tugging it, tugging at my trousers asking for money and I was absolutely horrified I'd never seen like poverty like that and I felt horrible that I couldn't help them.But it's funny how You not that I don't care about children, but you harden yourself to what the reality of life is like in places like that. And I did that for three years. I was in Angola rotating for a year. In Cabinda, which is a chevron camp. And then I I got the job in Nigeria.And actually my father passed away just before I got that job. So I was a bit rudderless at that point. I really enjoyed it got to me in the end, I was there for three years and I started to get very frustrated when I was at home, that's when I thought I need to make a change.But there's a sort of happy level of chaos, I found. It's. in Nigeria, where things are, they don't work in the sense that they would do in, in, in what you'd call, developed countries. You can't rely on things to work. You can't really rely on people in a certain sense, but there's a sort of happy, it's difficult to explain.Like it's just, It's a very chaotic place, a very noisy, chaotic place. But once you accept that it's quite a good laugh actually. I have some quite happy memories from working there. Leafbox: So Andrew, when you enter in these places you first described your kind of exposure to Congo, but how do you conceptualize the interaction between the Western oil companies and I guess the local developing country?Do you think about that? Or are all the workers local? Or is everyone imported from all over the world? And Andrew: There's a big move towards localization in pretty much any location I've been which is, which has changed over the years. So when I first started working say in Africa, as an example.Pretty much all of the deck crew, all of the roughnecks were all Africans or locals from whichever ever country you're in. But once you got to the upper levels, like the Western oil companies, you would have, so you'd have like drill engineers, which weren't. You might describe them as like project managers of the drilling operations.So there you would have kind of a mix of locals and expats, but you pretty much always find once you went above that to like drilling managers. You'd find all what they call company men, which are the company's representative offshore, pretty much always expats. That has changed over the years, which I think is a very positive thing.A lot of countries, Azerbaijan's like this, a lot of countries in Africa, Nigeria is like this. They put within the contracts, like a local content. So for a company to win the license and which is then cascaded down to the subcontractors, you have to have a percentage of local employees and you have to have a system for replacing your senior people, training up locals and replacing them over time, which I think is very positive because after all, it's there.Oil is their resources. There are in certain locations with certain companies, a pretty bad history. Shell Nigeria, for example. You can your listeners can look all this up, but there have been, various controversies over the years on the whole, I think on the whole, I think.that it's a positive for these countries because I look at it in terms of a capitalist sort of capitalist approach that, you know and it's almost like the thing that I was saying where you have like someone who comes from a family or a class where they are not exposed to money and all of a sudden they have a huge amount of money where you could say the same thing with some tiny country where by a that they've had a level of civilization and a level of like income over the years and all of a sudden someone discovers oil and there's no way you can reasonably expect a society to just, you can't take somewhere that goes from like tribal pre industrial revolution conditions and make it New York City overnight.It's just, it's not going to happen. And just expanding that slightly, I was in Papua New Guinea in the eastern part And up in the highlands on a well site a while ago. And that was fascinating because Papua New Guinea is still, it's a country, but it's still very tribal. So once you leave Port Moresby you're really, it's not like you're going to call the police if someone tries to assault you or call an ambulance or something.It's very much like I say, pre industrial revolution, tribal. societies, but they're sitting on billions of dollars of gas. So you get these little pockets of on the shore drilling rigs. And they're just pumping millions and billions of dollars worth of gas out from under your feet, but they pay the locals.And the site that I was on right at the top of the hill overlooking it was a big mansion owned by the who, as soon as he started drilling, he would get 10 million. And then, as I was informed, would probably disappear down to Australia and, enrich the local casinos and stuff. But, who is to say that is, would it be great if he built a hospital and built a school and improved the lives of everyone around him?Oh, of course it would. But who's to say morally that we Chevron should be, I understand the point that maybe Chevron should be building these things, but who is to say that the condition should be attached to what that chief spends his money on. I guess what I'm trying to say is that I I think I place a lot of responsibility on hydrocarbons are located.I do think there have been a lot of very negative practices by By all companies over the years, and they absolutely have a duty to maintain the environment. But I think it's a bit hypocritical. I see a lot of rich Western countries, especially now saying to a lot of poorer, undeveloped countries that they shouldn't be drilling or they shouldn't be, should be using the money differently.And I think, well, it's their resource. I look at it more from a capitalist point of view, rather than, like I said in my email, I'm quite anti interventionist in that sense. So historically I'm going to, this continues now, but there have been issues with literally, so they put these big pipelines through people's villages and the way that a lot of these things are organized is like I said, about Papua New Guinea they'll contact, the tribal chief and we'll pay a rent or some sort of fee to, to put these big pipelines through, through these small places.But there are some times when, I haven't, I, the right tribal chief or they've not paid enough or there's some sort of dispute and you will get villagers literally drilling into these oil pipelines with drills and buckets to steal the oil. And of course someone's doing it and they're smoking or there's some sort of ignition source and the whole thing erupts and, the village is burnt and it's a horrible, tragedy but it's just it's a funny, again, it goes back to the theory of what I was saying, the juxtaposition of that very valuable resource with a very, with a civilization, with a community, probably better way of putting it, who has never had access to that amount of money.So you're literally pumping these, this thing through their village that is worth more money than they'll ever see in their lifetime. And obviously the temptation to try to take some of that. is there, almost like understandably, but then again it quite often results in a lot of death and destruction.So that's yeah, it's just it's part of the whole industry in a lot of ways. And other industries, when you look at things like lithium mining and diamonds and stuff, you have a very high value resource That has been, by pure chance, located in a very poor part of the world and it results in these tragedies sometimes.Leafbox: I was going to ask you about the processing of oil. So when export the raw crude. Mostly the oils and process somewhere else. You were, you're taking the oil from Nigeria. Like Venezuela, they have to ship it all to Houston or whatnot to get turned into different solvents and gasoline. And, Andrew: This is probably when I'll need some fact checking, but my recollection of the time in Nigeria was that they weren't processing the oil on shore.I stand corrected if that's wrong, but my understanding was that they weren't, or at least there wasn't very many refineries, so it was basically all, like you said, extracted and then sent abroad. To be refined. That's certainly the situation in in Papua New Guinea. A lot of it is turned an LPG there and then shipped abroad.I guess I would guess, I would assume that would be the situation in a lot of West African countries for a lot of reasons, you have an established. Supply chain, you have established skill set in other places, then it comes down to cost and then you have the security of, you can imagine the enormous amount of investment you would need in a refinery.And would you rather do that in a place that's had a history of civil war, or would you take the cost to ship it abroad and do it somewhere else, Leafbox: no, it's understandable. I think that's important for listeners to understand that. The refinery in Louisiana or whatnot, or, it's so massive, it's billions of dollars and it's such a dangerous place to work also. Right. Those are just like literally atomic bomb sized potential energy. Andrew: The one thing that, there's always been, say in Scotland, there's been a little bit of resentment towards, Aberdeen and they're all like rich up there from other places in Scotland, but I think that there is, people are aware of Deepwater Horizon and Piper Alpha, et cetera, but I do think that there has been an underappreciation of the, just the Crazy risks that are involved when you're working offshore and handling hydrocarbons.Like I said, you take a helicopter to work with all the risks that I had in, in tails, and then you spend a month or so working on top of something that is effectively, a bomb if if things aren't handled properly. And you're, how far away are you from like emergency services?There are supply vessels and stuff, but. It's very much an environment where you have to just be very careful and very aware of dangers, which I think the industry now has got very good at. But yeah, the wages are high, but they're high for a reason. It's not it's not an easy, it's not an easy job in terms of that.And like I alluded to before, in terms of family stability, working away and coming back is not really conducive quite often to, to a healthy home life.Leafbox: Going back to Angola for a second I read an account of the Chinese are very heavily in Luanda and Angola, and they had the terrible civil war.But one of the things that really stood out to me is that all the Chinese use Chinese labor. So their oil boats are all Chinese workers and they often use ex felons, which I thought was interesting. But there's, I guess they, all these ex felons in Angola, I don't know if you saw this, I wanted to confirm it, but there's a lot of half Chinese, half Angolan children now because all the Chinese roughnecks.They're all men. So there's a booming Angolan prostitution and it just was so wild. Angola think Luanda is the most expensive city in the world. But then the most violent too, so yeah, just what's your general impressionAndrew: I I've been in Luanda in total, probably just a couple of days.Most of my time was spent in a, so Chevron Texco have this place called Cabinda. Which is actually, technically speaking, if you look at the map, it's not actually connected to Angola, you've got Angola, then you've got a little gap, and then you've got Cabinda, which is the little gap is part of the DRC, I think but Cabinda is where all the onshore processing of the oil is.It's part of Angola and it's like a prisoner of war camp and you go up there and you can't leave pretty much until you've finished your work. But my impression of Lulanda wasn't great at all. I remember driving into it and there's these massive shanty towns on the edge of the city with just like literal rubbish tipped down the side of these hills.And then you get into the city and it's just a. massive continual traffic jam with Porsche Cayennes and Range Rovers and G Wagons. And it just felt in the way that I was describing Lagos and even Port Harcourt, which has a pretty bad reputation as a sort of, chaotic, but fun sort of chaos.I felt and this is just my personal impression, I felt Lwanda was chaos, but dangerous chaos. Not you wouldn't stay in a staff house there and you wouldn't go out for a drink anyway. You wouldn't even really go out for lunch much. You just stayed in. It looked to me like as if you'd taken a European city, which I guess it, that's how it was built.And then you just start maintaining it from like 1960s onwards, but then you'd add it in a civil war and I appreciate the civil war was like a proxy civil war and then just didn't repair any infrastructure and just peppered the whole place with like bullet holes.It wasn't, it was not particularly, it's not a place that I would recommend to be quite honest with you. In terms of the Middle East, the comparison with the Middle East I've not really worked that much in the Middle East, to be quite honest with you. I guess my closest is the Caspian, which is more Central Asia, but that was way more structured.Yes, there's massive amounts of corruption, massive amounts of poverty. But yeah, absolutely more structured and less chaotic in that sense. Leafbox: Andrew, what's the relationship in Nigeria, there's famous activists who, like the Shell, they polluted so heavily, but then I guess the military tribunals would erase or disappear people.Maybe this is before you worked there, but what, as, what was the relationship of the company men with the government? Was there open kind of corruption or? What was your general vibe of is the manager's job and kind of getting these contracts. Talk to me about that. Like Deanna, how did the, you know, Exxon versus Armco or whatever it is, whoever's ever getting these contracts, there's obviously backdoor dealings.Andrew: Yeah, in terms of, actual drilling licenses I was never near or even remotely near the people that will be making those sort of decisions. And I'm certainly not going to allege corruption at that level. And I don't have any evidence, but what I would say, and again, all of this is just my personal opinion.It's, I'm not disparaging any one particular place in general, but the level of corruption. that I would see was so endemic that I just came to feel it was cultural which again, it's not really don't want to make that sound like it's a slight, to me it was an understanding of I really feel, and just briefly going back to the whole Bob Geldof Live Aid thing, I really feel like in the West we've made a mistake over the years in trying to impose our way of looking at the world on other cultures.And what I would see in most West African countries was it was just an accepted way Of living, accepted way of dealing. So you would go to the airport. We used to have these boxes that would have electronic equipment in them. And we had to hand carry them cause they were quite fragile.And then you would go to the check in desk and they would be like okay, well we have to get some stairs to lift this into the plane. So that's an extra 50. I'm not sure you actually own this equipment. It's got another company written on it. You give me a hundred dollars.Sometimes it's not quite said, you'll just get so much hassle and you'd see other, you'd see some people there that would freak out in case thinking that they were gonna, arrested or something. They just open their wallet and hand over loads of money. The, but it's not it's not like some under the table nefarious plot it's just like the checking guy is getting paid next to nothing He sees someone who's obviously got all my money and he has How can I get that money off him and it's at every single level my I mean I suppose I would say I was wise to it, but even I would make naive mistakes.I remember on a leaving day when I left Nigeria I had this driver who I'd still consider a friend. I messaged him on Facebook sometimes, and he was a really nice young guy who would go out of his, literally out of his way to help me. And I made the silly mistake of handing in my bank card on my like, leaving due.I'd had a little bit to drink and I just thought, surely it'll be fine. And of course I get back to the UK, I check my statement and there's a couple of hundred dollars missing or a hundred pounds missing. At the time I was like, that must be a bank error, surely not. But I look back in it now and I just think, again, this isn't, this honestly isn't even a criticism, it's just the culture is to try and hustle.And if you, if it doesn't work, well, I tried. It's just, it's endemic in that sense. I don't doubt that there most likely have been over the years some very shady practices on the behalf of Western oil companies and Western governments. You only have to look at the history of, BP and the UK government and Americans in Iran and coups to get oil and all these sorts of things.But I'm just talking about like the corruption that I've seen, it seemed, Cultural in that sense. It's just everywhere. The one thing that I would say is that companies I've worked for within the contracts is very heavy anti corruption. So the FCPA, if I'm remembering that right, in the US. The anti corruption laws are very strong to the point where if a company official from a country, say like Scotland, is a manager and he signs off on a bribery expense, he can actually, if I'm right in recalling this, he can end up going to jail himself for that.So a hundred percent, I'm sure it's happening by at the same time legally, there are some very strict laws against it. Leafbox: When they just outsource to local sub providers, that's what I would imagine they do to get around that. Andrew: I think it's a case of well, just don't tell me sort of thing.Leafbox: Yeah. Andrew: I'm pretty sure that, that's why. Well, Leafbox: I think people don't understand if you haven't been to these countries, it's just it's just not Norway. It's not. Yeah. It's a very different. Yeah. Andrew: And. I, sorry to interrupt you, but I've done quite a bit of work in Norway and I have found that some countries and some cultures seem to have a difficulty accepting that the world isn't the way that they are.And I think that that, not to, not to boast or to my trumpet here, but I think that one thing that I've learned over the years is that some places they just are the way they are. And it's, of course you don't want to encourage. Corruption, you don't want to encourage mistreatment, but I don't believe it's your right.Like I'm like, I live in Japan now and some things, a lot of things about Japan I absolutely love, but there are also some things about Japan that just don't seem right to me. But it's not my place to come in and say, right, you're doing this wrong. You should be doing this the other way. It just isn't, it's not my country.And I felt the same way in Africa. There's loads of things about Nigeria that I was like, this is absolute madness. But it's their madness, it's not my madness, and I'm a guest in their country. Leafbox: What do you think the difference, in your email to me, you wrote about the colonial being British, how's that relationship been for you?You've, non interventionist now, but you wrote about, your forefathers or previous generations having quote, good intentions. Maybe tell me about that. Andrew: I think that I know that there's a lot in the UK as with America now that's quite, there's a lot of attempt to be revisionist within history and question history, which I'm a big fan of people questioning history.I just think once again, that we are tending to look at things from a very Western point of view without taking into account like global history. I know believe, through my experience of traveling, I now think, well, exactly like what I just said, I don't think it's our place to change countries to mold them in our ways, but I do have a more charitable view of a lot of our maybe not every one of them, certainly not every country's colonial adventures, but I do think that some of them were more motivated by, as I said, a Christian desire to end certain barbaric practices.If you look at, the I forget what the practice is called, but the practice of people burning their their wives on the husband's funeral pyre in India and the whole slavery, which, yes, Britain was a part of but it's quite clear that, the British Navy was very important, effective in, in, in ending the global slave trade.So I'm very proud of where I come from and I'm proud of my ancestors. I don't deny that They were put that they, there weren't some, as I said, some negative aspects and atrocities, but I just think that again, when it comes to, and I think about this more because I have kids now.So I think about how I want them to feel about the country going forward. This is part of, traveling. You see so many countries where people are so proud of their country. Nigerians were some of the most proud people I think I've ever met, and it's the same in Japan. And I worry the direction our country's going, both the UK and the US, when we were raising a generation of children who are being taught to be embarrassed by where they come from.Leafbox: Going back to oil for a second, Andrew, the colonial legacy is impossible to digest in a short interview, but do you have, what's the general like Pemex or the Venezuelan oil companies or the Russian oil companies? What's your general impression of nationalized oil companies versus the private?Andrew: Yeah. I so I guess my biggest experience is in Azerbaijan, there's a company called Soka which is the national oil company. And of course all these national oil companies, a lot of them have shares in international like private oil companies.So it's not always a clear divide of either one or the other, but I guess I, as someone who really. believes in capitalism. I think that in terms of efficiency and certainly in terms of safety, in terms of environmental compliance, I think that the private oil companies are much more answerable to activism, to just a sense of corporate responsibility than private oil companies.And if you're in somewhere like Russia, like you say, Venezuela and the national oil companies is polluting the water. Well, What are you going to do about compared to a private oil company who has, a much more, it has shareholders and I guess more of a global footprint. But I also come back to the point, as I was saying about localization that these resources are the country's resources and I think it's quite right that companies pay.I wouldn't say prohibitive amounts of tax, but I think it's quite right that companies pay a lot of money in tax when they extract the hydrocarbons, and they have local content. I guess the ideal for me is private, but with a level of public ownership. But not actually running the operations because I think as soon as you take away, as soon as you take away that meritocracy, you end up with health and safety risks, you end up with just waste, and when it comes to something like with the large amounts of money involved That just ends up taking money away from the actual people.I don't think it's, I don't think it's generally a great idea, but I think a sort of public, a bit like you see a lot here in Japan actually, a public private mix, if done properly, is probably the way to go for a lot of utilities. Leafbox: Great. So Andrew, maybe it's time to jump to the oil and energy diverse mix.Tell me about what brings you to Japan. First, you work on nuclear and now wind. Andrew: Yeah. For me, I can't claim any sort of high minded high minded drive to change from one industry to the other. It was purely, I had a mortgage and a new baby and I desperately needed a job. So that was how I made that jump.The one thing I have experienced over the years, it's certainly the place I've worked. It's very, Unless you're in a region that has like a national oil company, it's even then I guess depends who you are. It's very meritocratic, but it's quite cutthroat. So oil companies, service companies, as soon as oil price drops, it's very cyclical.People just get made redundant. People, I saw people at Halliburton had been there for literally 40, 50 years being made redundant just because the share price dropped a few points. I've been made redundant twice myself. And yeah, it's just horrible. And there's nothing you can do about it because it's an economic decision.It's nothing to do with your performance. And that happens to, it's probably very few people on the street that hasn't happened to It's the downside of the high salary really. So coming into wind it was really an opportunity to, as I say, we wanted to live abroad again for a little while.And opportunities to live in Japan don't come by very often. And it's interesting. It's interesting. It's very different. It's interesting from an engineering point of view. It's a lot of heavy lifts. And Japan, I think Japan has a good attitude towards offshore wind, because everything else, Japan has a long term vision.It has a vision of a percentage mix of nuclear fossil fuels, renewables, whereas I feel like I'm fairly against it in my home country, in the UK, because we don't have a long term plan. We've had four prime ministers in the last two years. One of them wanted to build eight nuclear power stations, the next one to start fracking.And then the one now wants to quadruple our offshore wind capacity in eight years, which is impossible. It's quite nonsensical. It's quite short term thinking. I'm not anti wind, I'm not pro oil, I'm not anti or pro any, anything. What I'm pro is a science based, long term, non subsidy, non corruption based market solution.Obviously you've got environmental aspect of climate change, et cetera, which needs to be taken into account. But I found, I find a lot of the attitude towards renewables and towards the energy mix quite histrionic and not really based on facts. Leafbox: Do you ever think about, geopolitics as an engineer in terms of, where these pressures are coming from.Europe particularly seems so against oil and hydrocarbons, but if you do any scientific research, you just, there's the capacity of hydrocarbons to produce energy is just unparalleled in terms of the input to output. And wind is just not a realistic option. Andrew: I think that, I think there's a general I would say it's a mistake, but I think it's done on purpose, but there's a general attitude that seems to be portrayed in the media that you can have one company or one industry is virtuous and everything they do is virtuous and there are no negative connotations or motivations behind what they're doing.And then the other is just all negative. So right now, it seems like oil is completely negative and then offshore wind is completely positive. You look at the motivations behind companies putting in offshore wind turbines or the service companies exactly the same as motivations behind all companies.Neither one is doing them. For anything other than to make money. And I think it's simplistic and a little bit silly to think that the boss of an oil company is some sort of J. R. Ewing, person that likes to run over puppies on the way home and the boss of an electricity company or a turbine installation company or whatever.is some sort of, sandal wearing saint that doesn't care about money. Everyone in pretty much, I would say any corporation, that statistic about men are CEOs, they're psychopaths. All they care about is money. And I think there are a lot of like there's a lot of talk about subsidies.You just touched on it, I think. And people talk about subsidies and oil when they're talking about subsidies and oil, what they're talking about is the The fact that when you drill an oil well, which can be anything between, I don't know, 30 and like upwards of 100 million, you basically get to claim that back off the tax.Now the tax in the UK is, it was about 75 percent on the oil that they extract and profit from the oil they extract. But if you have that say 100 million cost, how many companies can drill three or four wells at 100 That you're going to get anything out of that. Very few companies can afford to take that risk.I don't think it's a bit rich to call that a subsidy when you've got the whole CFD process for offshore wind, which effectively guarantees the strike price of electricity. So you imagine if you had that for oil, you would have, You would have countries buying oil off the oil companies when the price dropped, and they don't have that, they don't have that, that, that mechanism, but you simply wouldn't get offshore winds without a decent strike price, which you've seen recently in the auctions when no one bid on the licenses in the UK, and I think it was the US as well.Leafbox: So in essence you prefer just like a free market, totally. Not a totally free market, but in the sense that a clear transparent market. So if that really incentivized the right incentives, like you're saying in Japan, they have that mix of nuclear and hydrocarbon and wind and solar. And in Japan, I always feel like they're just burning trash.That's their real power generation. Andrew: It's funny that it's such a funny place in so many ways, but you've got this island, which has, a lot of geothermal resources. But in terms of mineral resources, it's not in a great position yet. It manages to be so incredibly self sufficient in terms of industry, in terms of fuel price.Like they, they said to me when I arrived here, Oh God, it's so expensive electricity. It's like about 60 to, to a month for the electricity in your house. And it's a four bed house with five air cons on 24 seven. I'm like, geez, you just see the price UK. You'd be like, 10 times almost. So they managed to make it work, but like everything else here, like I said, it's a long term, long thought process.And Obviously, I guess we haven't really talked about it, and I'm not, I don't feel qualified even to talk about it at all, to be honest with you, but in terms of climate change, I am very much meritocratic and capitalist in that sense that I think the market will identify the most efficient.way of providing energy, but I completely accept that there needs to be a level of environmental regulation because going back to what I said, CEOs, I think of any company would do anything if it made them money. And I've seen, I saw this in Azerbaijan. You go out, you're back, he's an absolutely beautiful city, but if you look back through its history of being part of the Soviet Union, the level of just pollution was unreal and it still suffers from a lot of that, especially out with the main city. So I 100 percent agree with environmental regulations. I think that, I think there's a lot of politics behind climate change. I'm quite skeptical of international NGO organizations, especially with the last few years that we've had.But I think that the yeah, I think that Japan's got it right. I think we need a mix and we need to not. Pretend like we are doing in the UK at the moment that for instance, the electricity price in the UK is doubled since 2019. And it hasn't here in Japan, and there, there tends to be a thought of, well, we just need to do all this because climate change is going to happen.It doesn't matter that, that people are suffering now, I don't think, I think people tend to. tend to maybe forget the, it's like the, the just stop oil extinction rebellion types. It's the world we have is impossible to have without oil. Sure. You can reduce it. It's going to run out eventually one day anyway.So reducing it is not a bad thing, but to pretend that you can just press stop and then you can put in a wind

Il 2007 è una data che ha segnato un cambiamento profondo nella nostra società, l'anno del lancio del primo iPhone: il momento in cui gli smartphones hanno iniziato a diffondersi a macchia d'olio. Usiamo lo smartphone per comunicare, per intrattenerci, per rilevare i nostri dati metabolici, per trovare l'anima gemella, per lavorare. Già… e questo significa utilizzare quell'oggetto parecchie ore al giorno. Il digitale è diventato una dimensione del nostro esistere, tanto che oggi, come ha scritto il filosofo Luciano Floridi, «è diventato davvero impossibile poter discriminare quello che agiamo in analogico da quello che agiamo in digitale». Sono due dimensioni della realtà quotidiana, totalmente integrate: non si può parlare più di online, perché ora viviamo ONLIFE.Rachele Bianchi Porro e Alessandra Bonzi ne hanno parlato con Matteo Lancini, psicologo e psicoterapeuta, Presidente della Fondazione “Minotauro” di Milano e direttore del Master “Prevenzione e trattamento della dipendenza da internet in adolescenza” e hanno provato per una settimana a disintossicarsi dalla tecnologia… ce l'avranno fatta?

Sebastiano Tanasi"Social Media: rivoluzione culturale o impoverimento sociale e cognitivo?"Armando Editorewww.armandoeditore.itNel testo viene indagata la realtà dell'informazione attraverso i social network analizzando l'evoluzione del fact checking ma mettendo in luce anche potenziali effetti collaterali della democrazia social. Il “lettore modello” coincide totalmente con la sua controparte social? Più informazione si traduce necessariamente in più conoscenza? Le A-culture sono solo comunità di saperi o nascondono il pericolo dell'autoreferenzialità, del complottismo e dell'odio? Infine, nelle economie e nelle ecologie mediali il ”cretino” prevale davvero e quali sono i rischi connessi? Attraverso una buona disamina bibliografica l'Autore cerca risposte a queste domande utilizzando strutture argomentative originali all'interno di eventi recenti, come l'invasione dell'Ucraina da parte della Russia.Sebastiano Tanasi, fecormatore, Coach, scrittore è nato in Sicilia nel 1963 e vive in provincia di Siracusa. Ha sviluppato le sue competenze negli ambiti della Programmazione Neurolinguistica (PNL) e delle Scienze della Comunicazione; la sua attività in quest'ultimo campo lo ha portato a studiare con interesse la nascita e lo sviluppo dei social media, le interazioni che generano nella società in campo politico ed economico e i fenomeni correlati, come complottismo, fake-news ed antagonismo.Ha pubblicato articoli e saggi brevidi Filosofia e di Scienza della Comunicazione sul portale internazionale “Academia.Edu”. Nel 2023 ha pubblicato il romanzo Cerchi concentrici.IL POSTO DELLE PAROLEascoltare fa pensarewww.ilpostodelleparole.it Diventa un supporter di questo podcast: https://www.spreaker.com/podcast/il-posto-delle-parole--1487855/support.

Proverbs – On Life and Conduct, On Life and Conduct, Precepts and Warnings Acts – Peter and John Arrested

The astonishing technological progress humans have made sometimes raises the warning that we shouldn't be “playing God”. Nick Spencer from Theos think tank disagrees. In their book Playing God: science, religion, and the future of humanity, Nick Spencer and Hannah Waite insist that contrary to the warnings to avoid “playing God”, human beings are in fact a God-playing species and have a responsibility to ‘play God' well. They examine remarkable advancements we have made in technological capability—AI, pharmacology and genetic engineering, knowledge of outer space, genetic editing, healing in the womb—and note that the world that science is creating raises exactly the kind of questions that science can't answer. Their book is a plea to maintain an open and multi-voiced language to address these questions drawing on ethical, humanistic and spiritual layers.On Life & Faith this week Nick Spencer joined Simon Smart to delve into some urgent contemporary questions that all coalesce around the notion of who we are as humans.Explore Nick Spencer and Hannah Waite, Playing God: Science, Religion and the Future of Humanity Theos Think TankCentre for Public Christianity

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huSokan nevezik szigorúnak az Onlife és a Manager Tools által tanított kiválasztási módszertant (lásd: Az eredményes kiválasztás kézikönyve). Nem véletlenül: arra keresünk okot, hogy nemet mondjunk a jelöltnek. Ez viszont nem jelenti azt, hogy minden hibára azonnal lecsapunk.A mai adásban megnézzük, mit tegyünk, ha egy jelölt egyértelmű, és talán kínos hibát követ el az interjú során. Elmondjuk azt is, miért és mikor nézd el a hibát, és mit mondj a jelöltnek a hibát követően.

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA munkatársfelvétel a legfontosabb döntésünk vezetőként – és az egyetlen stratégiai jelentőségű döntés, amelyet minden vezetőnk meghoz, a szervezet legalacsonyabb szintjein is. Ehhez képest a legtöbb munkahelyen gyengén, megérzésekre (vagy áltudományos tesztekre) alapozva, a lehető legkevesebb időt is energiát befektetve végzik ezt. Lehet azonban máshogy is. Létezhet olyan szervezet, amelyben a vezetők:* pontosan tudják, milyen tulajdonságokat és készségeket keresnek a következő években,* eldöntik, hogyan fogják mérni ezt az interjúk során,* ezt az egész szervezetben bevezetik kiválasztási kritériumként,* végül pedig mérik és fejlesztik a módszereiket.Ebben a sorozatban elmondjuk, hogyan legyen ilyen a te szervezeted is. Hogyan alakítsd a szervezeted kiválasztási stratégiáját?1. Döntsd el, milyen csapatot / szervezetet szeretnélAz előző hetekben többször ismétlődött a következő jelenetsor:* Egy menedzser beszámol egy munkatársról, akit néhány hónap után el kellett küldenie.* Amikor megkérdezem, hogy miért, elmond 2-3 kulcsfontosságú képességet vagy tulajdonságot, amely hiányzott belőle.* Ezután megkérdezem: „És bevettél egy olyan kérdést az interjúba, amellyel ezekre a készségekre, tulajdonságokra szűrsz? Hogy ilyen ne forduljon elő a jövőben.”Ezután minden alkalommal homlokcsapkodás, és sűrű jegyzetelés következett. „Tényleg! Erre nem is gondoltam. Megcsinálom.” És valóban: miért kövessük el újra és újra ugyanazt a hibát? És miért kövesse el a szervezetem többi tagja ugyanazt a kiválasztási hibát, ami nekem is sok fejfájást okozott? Rendben van, hogy egyszer behúznak a csőbe… de még egyszer, ugyanúgy? Engedem majd, vagy már most teszek ellene? Hiszen épp most jöttem rá, hogy milyen szervezetet NEM szeretnék építeni. Hogy milyen embert NEM akarok a csapatomban látni. És nem ez az egyetlen helyzet, amikor ilyen felismerésekre juthatunk. Remélem, hogy rendszeresen feltesszük magunknak a következő kérdéseket menedzserként, vagy felső vezetőként:Mi vár ránk a jövőben? Milyen új készségekre van szükségünk a következő években? Merre változik a piac, a technológia, az iparágunk, a fogyasztóink? Milyen új termékeink érkeznek? Ez új készségeket, viselkedéseket kíván? Mi várható a következő 3-5 évben? Ezek a kérdések igazak mind a szakmai tudásra, mind a kultúrára!Példa: ha eddig csak viszonteladókon keresztül értékesítettünk, de a piac jó része a direct-to-customer értékesítés felé halad, akkor ez más viselkedéseket és tapasztalatot követel meg számos munkakörben.Milyen szervezetet szeretnék építeni? És az egész cég milyen irányba szeretne elmozdulni? Milyen viselkedésekből szeretnék többet látni – és melyekből kevesebbet? Miben szeretnék változást elérni a szervezetben? Mi zavar, és mi tesz elégedetté a csapattagjaimat látva? Ez a kérdés szintén igaz a szakmai tudásra és a kultúrára is!Példa: a vállalatunk eddig monopol helyzetben volt, a következő években azonban több nagyvállalat is belép a piacunkra. Növekszik a verseny, az innovációs nyomás. Milyen szervezetre lesz szükségünk, ha megtörténik ez a változás? Milyen új készségeket kell behoznunk a szervezetbe?Amikor ilyen kérdésekkel találkozol, annak hatással kell lennie a kiválasztási folyamataidra is. Ha a stratégiai változásodat nem követi le tudatos változás a kiválasztásban is, akkor egy reggel arra ébredsz, hogy nem a megfelelő emberek vesznek körbe. Ez pedig sok esetben egy halálos ítélettel ér fel – akár kis csapatban, akár nagy szervezetben dolgozol. Hiába van rendben a „stratégia”, hiába jók az ötletek, elképzelések, taktikák. Ha nincs ott a megfelelő ember, aki végigvigye azt, akkor annyit ér az ötleted, mint a papír, amire írtad.Ha vezetők vezetőjeként dolgozol, kérd meg a menedzser csapattagjaidat, hogy küldjék el az általuk összeállított listát. Ők hogyan válaszolnának ezekre a kérdésekre? Ha egyéni szakértők dolgoznak neked, akkor vond be őket a válaszadásba.Segíthet a válaszban, ha végiggondolják a következőket:* Milyen jó és rossz tapasztalataik voltak az előző hónapokban jobb / gyengébb kezdő munkatársakkal?* Gondoljanak a csúcsteljesítőikre: mit csinálnak jól? Ez ugyanilyen fontos volt korábban is?* Milyen szakmai tudás értékes jelenleg a munkaerőpiacon? Van olyan eszköz / technológia, amely a közeljövőben kritikus fontosságú lesz?Miután összeállították a listát, gyűjtsd össze a válaszaikat, és a sajátjaiddal kiegészítve válaszd ki a legfontosabb kritériumokat. Ha van átfedés közöttük, csoportosítsd őket, és próbálj meg több készséget vagy tulajdonságot is lefedni egy általános jellemzővel. Például a „könnyű vele együttműködni”, a „jól dolgozik csapatban”, és a „gyors és proaktív kommunikáció” ugyanazon kritérium alá rendezhető. (Legyen mondjuk: együttműködő.) Ha gondolod, beszéljetek erről a heti csapatmeetingen is: arra viszont figyelj, hogy ne menjen el túl sok idő a vitára. Nem az a lényeg, hogy a lapon található 3-4 szempontot tökéletessé tegyétek, hanem az, hogy a megfelelő embereket vegyétek fel ez alapján.Ha megvannak a legfontosabb szempontok, akkor fogalmazd meg őket röviden, frappánsan, néhány szóban.* Keményen dolgozik. Ambíciózus. Kedves. Alázatos. Okos. KAKAO* Vagy ennek angol változata, a Hewitt Associates-től: SWAN (Smart, Works hard, Ambitious, Nice)* Nem kell, hogy betűszó legyen! A lényeg, hogy kialakuljon belőle, hogy milyen típusú embert kerestek, és milyet NEM. (Nem feltétlenül személyiségre vonatkozik, mégha lehetnek benne ilyen feltételek is.)Ha ez megvan, a feladatunk annyi, hogy frissítjük ezen kritériumokkal a felvételi folyamatunkat. És itt felmerül a kérdés: van jól strukturált, viselkedésalapú felvételi folyamat a szervezetedben? Ha van, az nagyszerű hír: ebben az esetben ugorhatsz is az adás következő pontjára. Ha nincs, akkor is van egy jó hírem: azért adtuk ki Az eredményes kiválasztás kézikönyvét, hogy már holnap elkezdhesd bevezetni. Hogyan?* Az első lehetőség: elkezded kidolgozni a szervezeti kiválasztási kritériumokat, és ezután vezeted be a viselkedésalapú, strukturált felvételi folyamatot a szervezetedben.* A másik lehetőség, hogy először bevezeted az általunk ajánlott strukturált felvételi folyamatot a jelenlegi nyitott pozícióidra, és csak ezután kezded el feltárni a szervezeti kiválasztási kritériumokat.* A harmadik út, amit leginkább javaslunk: kezdd el mindkettőt egyszerre. Vezesd be a strukturált felvételi folyamatot, amelybe már beépíted az első szervezeti kiválasztási kritériumokat.Lehet, hogy ez sok munkának tűnik, de valójában eltörpül egy rosszul kiválasztott kolléga nyűgje mellett. Ha sok nyitott pozíciótok van, indulj el a legfontosabbakkal, és haladj onnan visszafelé! Ha jelenleg nincs nyitott pozíciótok, akkor is végigmehetsz a folyamaton: válaszd ki a 2-3 leggyakrabban keresett pozíciót, és előre dolgozd ki a viselkedésalapú kérdéssort, és a hozzá tartozó szervezeti kiválasztási kritériumokat.Ha a fentiekkel megvagy, akkor kezdődik a valódi munka: már tudod, milyen embert keresel, de hogyan szűrj rá a kiválasztás során? Nézzük meg!2. Határozd meg, milyen kérdések szűrnek ezekre a kritériumokraAz első pontig sokan eljutnak: „Srácok, ne vegyünk már fel legközelebb olyan embert, aki egy Excel-riportot nem tud összeállítani!” vagy „Legközelebb ne adjunk ajánlatot olyan senior munkatársnak, aki nem hajlandó részt venni a mentorálásban.”Ez viszont még kevés. Nem elég, ha megegyezünk a kritériumokban. Nem elég, ha csak kimondjuk: „Ilyen emberre van szükségünk.” Néhányan talán megjegyzik, és próbálnak erre is figyelni a kiválasztás során, mások viszont elfelejtik, vagy nincs eszközük arra, hogy erre a készségre vagy tulajdonságra szűrjenek. Jelenleg tehát egy ötletünk van, ami jó, de megvalósítás nélkül nem sokat ér.Hogyan lesz az ötletből valóság? Kérdéseket (vagy bizonyos munkakörökhöz feladatokat) hozunk létre, amelyek rávilágítanak a jelölt ezen tulajdonságaira, készségeire – vagy épp ezek hiányára. Ezután kommunikáljuk a kérdéseket, és beépítjük az interjúfolyamatba, a szervezetben dolgozó minden egyes menedzsernél.Ha jelenleg is viselkedésalapú kérdésekkel dolgozol, akkor könnyebb dolgod van: hozz létre új kérdéseket a kritériumok mentén, és tedd be az interjúkérdések közé! (Mindjárt megnézzük, hogyan.) Ha nem strukturált felvételi folyamatod van, akkor is hozz létre ilyen kérdéseket, és vezesd be a szervezetedben. Ez egy kiváló lehetőség arra, hogy elkezdd strukturálni a folyamatot – anélkül, hogy mindent megváltoztatnál. Tehát a kollégáid csináljanak mindent úgy, mint eddig, de ezt a néhány kérdést kötelezően tegyék fel az interjúfolyamat során minden jelöltnek.Hogyan hozz létre viselkedésalapú kérdéseket? Az eredményes kiválasztás kézikönyvében részletes útmutatót kapsz ehhez. A kérdés három részből áll:* a felvezetés, amely elmondja, miért releváns ez a kérdés a munkakör kapcsán;* egy konkrét viselkedés, amelyet ellenőrizni szeretnénk,* mindez egy nyitott kérdésbe ágyazva, ahol ő dönti el, milyen konkrét tapasztalatot hoz be az életéből.Nézzünk erre egy konkrét példát. A KAKAO modell alapján olyan embereket kereshetünk a cégünkhöz, akik alázatosak. Ennek oka lehet, hogy korábban bekerült jónéhány személy a csapatba, akik nagy rombolást vittek végbe. Hogyan? Lekezelően nyilatkoztak mások munkájáról, a tapasztalatuk miatt semmibe vették a junior kollégák erőfeszítéseit, és nem egyeztettek olyan személyekkel, akik nem a szakterületükön dolgoztak. Ezt a viselkedéscsomagot alázatnak neveztük el – most pedig megnézzük, hogyan tudunk erre szűrni a felvételi folyamat során. Feltehetjük például a következő kérdést:Ebben a senior adószakértői pozícióban rendszeresen kell ügyfelekkel, más szakterületeken dolgozó kollégákkal, és junior munkatársakkal egyeztetned. Kiemelten fontos tehát, hogy ezt profin és előzékenyen tegyük. Mesélj egy olyan helyzetről, amelyben nagy nyomás alatt kellett együtt dolgoznod más területről kollégákkal – olyanokkal is, akik egyáltalán nem értenek a te munkádhoz. Hogyan csináltad?Nézzünk egy másik példát is. Tegyük fel, hogy a szervezetünk szeretne felkészülni a rendkívül gyors technológiai változásokra. Azt szeretnénk, ha olyan emberekkel lenne tele a csapat, akik nemcsak hajlandóak gyorsan belépni a bizonytalanba, hanem ők kezdeményezik azt. Erre a kritériumra úgy hivatkozunk, hogy innovatív. Hogyan szűrjünk rá a felvételi folyamat során? Feltehetjük például a következő kérdést:Cégünknél nagy hangsúlyt fektetünk arra, hogy nálunk jelenjenek meg először a legújabb technológiai megoldások. Ez sok kísérletezéssel, gyors változással, és időnként kudarcokkal jár. Mesélj egy olyan helyzetről, amiben rövid időn belül sok változást kellett bevezetned a saját munkádban, és segíteni a csapatot is az átállásban. Hogy csináltad? (Megjegyzés: látod, hogy ez a kérdés kevésbé vezetőknek szól. Gondold át, hogy vezetőknél hogyan fogalmaznád át ezt a kérdést!)Amellett, hogy feltesszük ezt a kérdést, megtehetjük, hogy a többi kérdésnél is figyelünk ilyen viselkedésekre. Ha valaki a többi kérdés során nem mutatja az „alázat” jeleit (azaz másokról leértékelően beszél), vagy többször is negatívan nyilatkozik a változásokról, jobban szeret meglévő folyamatokon belül mozogni, akkor már választ is kaptunk a kérdésre.3. Határozd meg, milyen válaszok mutatják, hogy a jelölt megfeleltEz a folyamat legnehezebb része. Hiába a jó kérdés, ha nem tudjuk, mi legyen a válaszban. Könnyen lehet, hogy az elején nem tudod, hogy mit keress. Épp ezért várd meg, míg lemegy néhány interjú, és csak ezután határozd meg a válaszokat – az alapján, hogy kit vettetek fel, és kit nem vettetek fel.Nézzünk egy példát az „alázatra”. Ha valaki azt mondja a fenti kérdésre: „Ó, persze, engem bármikor bárki kereshet, ha kérdése van a szakterületem kapcsán”, de nem tud konkrét példát mondani arra, hogy hogyan vesz részt senior szakértőként proaktívan a csapat életében, az nem túl bíztató. Ha a kommunikációra kérdezünk rá, és arról mesél, hogyan küld el 10-20-30 e-mailt egy nap, az lehet, hogy épp egy gyengeségre mutat rá: egyetlen csatornán hajlandó kommunikálni.Ha Az eredményes kiválasztás kézikönyve alapján dolgoztad ki a folyamatot, akkor 10-20 interjú után már egészen éles képed lesz a válaszokról. Az eredményrögzítő megbeszélés során mindenki bemutatja, hogy milyen válaszok alapján ajánlja (vagy épp nem ajánlja) a munkatárs felvételét. Kérdezz rá a meeting során: „Mivel demonstrálta a jelölt, hogy innovatív? Emlékeztek, ez egy új szervezeti kritérium, miből láttátok, hogy megfelel?” Vagy: „Miből láttátok, hogy a jelölt nem alázatos? Mit mondott, amiből azt szűrtétek le, hogy nem felel meg ennek a feltételnek?”Ebből a gyűjtésből már össze tudsz rakni egy segédletet ahhoz, hogy mit keressenek egy gyenge és erős válaszban.4. Gyűjtsd össze, mérd, és kommunikáld az eredményeketEzt a lépést gyakran elfelejtjük. Ha van egy új kiválasztási kritérium a szervezetben, gyűjtsük össze annak eredményeit, mérjük a hatást, és kommunikáljuk azt. Sokaknak mondtunk fel próbaidő alatt egy készség hiánya miatt? Nézzük a beválási arányt az új kritériumok mentén! Hogyan szűrnek a legjobb vezetőink, akiknél a legmagasabb a beválási arány? Ők milyen válaszokat néznek?Nem kell bonyolult kommunikációs kampányokra gondolnod. Megteheted például azt, hogy egy új pozíciónál végigmentek a kritériumokon, és a felvételiztető menedzsernek be kell mutatnia, hogy érti a feltételeket, és hogy hogyan fog ezekre szűrni a felvételi folyamat során. Ha valaki ezt nem hajlandó megtenni, oda felső vezetőként ne adjunk betölthető pozíciót. Ha valaki nem mutatja be a felvételi folyamat végén, hogy hogyan demonstrálta a jelölt ezt a tulajdonságot, akkor kérjünk még egy interjúkört.Szexi? Nem. Izgalmas? Nem igazán. Azonnali eredményt hoz? Nem. Konfliktusokkal jár majd? Igen.Az eredmény viszont vitathatatlan: 1-2 év múlva visszanézel, és azt látod, hogy megváltozott a szervezet kultúrája. Innovatívabb szervezetet, vállalatot kaptál. Együttműködőbb csapatokat. Az, ami egy beszélgetésből indult („Srácok, ilyen mérnököt nem kellene felvenni a csapatba, bármennyire is jó szakember…”), egy fejleszthető folyamaton keresztül valódi eredményekké vált a szervezetben.És a végére egy megjegyzés a HR-ről. Sokat hallunk a HR stratégiai szerepéről és HR Business Partnerekről. Egy jó HRBP ilyen stratégiai célokat karol fel, és segíti a vezetőket, hogy ilyen kritériumokat fogalmazzanak meg, majd segítik a bevezetést és a folyamat fejlesztését. Nem ők találják ki a kritériumokat, hanem meghallják a menedzserek stratégiai terveit, és lefordítják azt valódi, kézzelfogható viselkedésekre, kérdésekre és válaszokra. A fenti jegyzet és hanganyag saját, személyes, nemkereskedelmi felhasználásra készült. Bármilyen módon történő újraközlése vagy megosztása (részben vagy egészben) az Onlife írásos engedélyéhez kötött. Ha bármilyen módon szeretnéd belső vagy külső tananyagként, képzési anyagként felhasználni, vedd fel a kapcsolatot velünk a hello@onlife.academy címen vagy vásárolj csoportos előfizetést itt. Ha előfizetést ajándékoznál, ide kattintva teheted meg.Köszönjük, hogy Kör-tagságodat saját célra használod, és ezzel segíted, hogy újabb és újabb vezetői tananyagokat készítsünk.

Igreja 100%VIDA Terça 20H - Live do crescimento Sábado 19H - Jovens Onlife Domingo 10H & 19H - Celebração

Igreja 100%VIDA Terça 20H - Live do crescimento Sábado 19H - Jovens Onlife Domingo 10H & 19H - Celebração

On Life, Limited Government and Liberty - Great conversation with state Senator Dennis Linthicum...lots of irons in the fire and always an interesting talk.

Onlife

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huMegérkeztek a vezetői esetmegoldó gyakorlat megoldásai: három részletes, hosszú választ kaptunk tőletek, egyet pedig kidolgoztunk mi is az Onlife-fal. A mai adásban Ábrahám Zsolttal, az eset szerzőjével, a Case Solvers alapító-ügyvezetőjével értékeljük a beérkezett válaszokat, és a végére számos vezetői tanulságot levonunk.* 1. megoldás értékelése (Csaba): 6:08* 2. megoldás értékelése (Ferenc): 27:38* 3. megoldás értékelése (Zsolt): 54:02* Az Onlife megoldása: 55:37A teljes jegyzet Onlife Kör tagsággal elérhető, a hanganyag és a videó ingyen elérhető bárkinek.

Igreja 100%VIDA Terça 20H - Live do crescimento Sábado 19H - Jovens Onlife Domingo 10H & 19H - Celebração

On The Alfred Daily Today:  Shaftesbury What's On Life as the Air Ambulance Helicopter Pilot – Shaftesbury Resident Hannah Nobbs Cyclists to Celebrate Mary Emerson-Reed's Life, Riding to Her Favourite Café French Mill Lane Closed for Emergency Repairs Lifetime Achievement Award for Shaftesbury Cricket Legend Terry Warder Motcombe Not-for-Profit Wellness Retreat Opens with Cold Water Therapy Sessions View from the Hill – Verwood Visitors Staying at Holyrood Campsite Kate and Karren Chat over the Garden Fence Nature Notes – Joe Hashman Sunday Short Story – Sarah English Reads 'Night Fright'

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA mai adásból megtudhatjátok, hogy mi az az esettanulmány, hol használják ezeket, és hogy Te hol találkozhatsz ilyenekkel. Milyen hatással lehet ez a Te karrieredre? Az adás második felében pedig egy konkrét vezetői esettanulmányt hozunk, amelyet néhány héten belül kiértékelünk. Aki ebben partnerünk: Ábrahám Zsolt, a Case Solvers ügyvezetője. Zsolt és a Case Solvers csapata évek óta dolgozik eset alapú megközelítéssel: fejlesztenek így hallgatókat, cégeket, szervezeteket.Javaslatunk: hallgasd meg az adást, utána pedig olvasd végig a teljes esetet, (hiszen az epizódban csak vázlatosan futunk végig a feladaton), aztán pedig akár egyénileg, akár kiscsoportban (például az Onlife zárt Facebook-csoportjában keresve társakat) dolgozd ki a helyzetre a saját megoldásodat.Ha pedig ezt időben elkülditek nekünk (a cím: hello@onlife.academy), akkor a kiértékelő adásunkban reagálunk rá! Elmondjuk, hogy hol volt jó a gondolatmenet, és hol nem annyira. A megoldás hossza 2-3 bekezdés, amely tartalmazza:* hogyan kezelnéd az értekezletet ott és akkor,* mit tennél az értekezlet utáni héten, milyen forgatókönyveket dolgoznál ki és mi alapján,* és hogyan kerülnéd el a következő konferenciánál ugyanezt a helyzetet.Az adásban 2023. augusztus 22-e hangzik el leadási határidőként, de ezt meghosszabbítottuk, így 2023. augusztus 25-éig várjuk a megoldásokat!És akkor következzen most a részletes eset itt, az adásjegyzetben.

Augusztus 31-től most először tantermi és élő online képzéseken találkozunk veletek! Válaszd ki a neked szóló képzést, foglald le augusztus 17-ig a helyed (20% nyitási kedvezménnyel) és vágj bele ősztől a tanulásba: https://onlife.academy/kepzesek/ Get full access to Onlife at www.onlifekor.hu/subscribe

PBM Consulting - Bringing Transparency to Pharmacy with Trevor Daer of Granite Peak Analytics Trevor Daer, the founder of Granite Peak Analytics, joins me on the orange couch to explore the world of pharmacy analytics and the importance of data in making informed PBM decisions. This episode of the Self-Funded with Spencer Podcast explores the world of pharmacy rebates and the importance of collaboration in making progress and saving money. Spencer Smith and Trevor Daer discuss the PBM space and how Granite Peak Analytics can help large payers make educated decisions. Additionally, PBM Consulting Solutions provide employers with objective analysis and guidance to help them save on prescription drug costs. Furthermore, the episode touches on the growing concern of specialty pharmacy risk as well as how to scale impact and make a difference in the world. Through dialogue about the importance of communication and understanding the "why" behind processes, this episode emphasizes how collaboration is key to achieving successful outcomes. Quotes: 1. On Life in Montana - "People are people regardless of where they're from. So I think that's one thing why people keep moving there is we're pretty welcoming." 2. On why Consultants use Granite Peak - "Rather than having to try to find 17 different vendors based on a situation you're offering, hey, I will give your entire book of business a single contract for them to make sense of." 3. So I think if every kind of component of this infinitely complex system really honed in on their area and said, no, we're going to be more accountable and we're going to kind of align incentives, I think we could really move forward as a better well, I would. Links: Trevor LinkedIn Profile - https://www.linkedin.com/in/trevor-daer-22455b30/ Granite Peak Analytics LinkedIn - https://www.linkedin.com/company/granite-peak-analytics-llc/ Granite Peak Analytics Website - https://granitepeakrx.com/ Spencer LinkedIn Profile - https://www.linkedin.com/in/spencer-smith-self-funded/ Self-Funded with Spencer on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=89a1b922dcf84da0 Self-Funded with Spencer on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286 Self-Funded with Spencer YouTube Channel - https://www.youtube.com/@SelfFunded Timestamps: (00:00:00) Montana Life (00:05:38) Pharmacy Consulting Career (00:11:03)Exploring PBM Space (00:16:30) Pharmacy Rebates (00:22:25) Creating Granite Peak (00:28:14) Granite Peak Analytics (00:33:59) PBM Consulting Solutions (00:39:27) Specialty Pharmacy Risk (00:45:07) Scaling Impact #entrepreneurship #pharmacy #PBM #rebates #GranitePeak #analytics#solutions #specialtypharmacy #risk #scalingimpact --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

PBM Consulting - Bringing Transparency to Pharmacy with Trevor Daer of Granite Peak Analytics Trevor Daer, the founder of Granite Peak Analytics, joins me on the orange couch to explore the world of pharmacy analytics and the importance of data in making informed PBM decisions. This episode of the Self-Funded with Spencer Podcast explores the world of pharmacy rebates and the importance of collaboration in making progress and saving money. Spencer Smith and Trevor Daer discuss the PBM space and how Granite Peak Analytics can help large payers make educated decisions. Additionally, PBM Consulting Solutions provide employers with objective analysis and guidance to help them save on prescription drug costs. Furthermore, the episode touches on the growing concern of specialty pharmacy risk as well as how to scale impact and make a difference in the world. Through dialogue about the importance of communication and understanding the "why" behind processes, this episode emphasizes how collaboration is key to achieving successful outcomes. Quotes: 1. On Life in Montana - "People are people regardless of where they're from. So I think that's one thing why people keep moving there is we're pretty welcoming." 2. On why Consultants use Granite Peak - "Rather than having to try to find 17 different vendors based on a situation you're offering, hey, I will give your entire book of business a single contract for them to make sense of." 3. So I think if every kind of component of this infinitely complex system really honed in on their area and said, no, we're going to be more accountable and we're going to kind of align incentives, I think we could really move forward as a better well, I would. Links: Trevor LinkedIn Profile - https://www.linkedin.com/in/trevor-daer-22455b30/ Granite Peak Analytics LinkedIn - https://www.linkedin.com/company/granite-peak-analytics-llc/ Granite Peak Analytics Website - https://granitepeakrx.com/ Spencer LinkedIn Profile - https://www.linkedin.com/in/spencer-smith-self-funded/ Self-Funded with Spencer on Spotify - https://open.spotify.com/show/1TjmrMrkIj0qSmlwAIevKA?si=89a1b922dcf84da0 Self-Funded with Spencer on Apple Podcasts - https://podcasts.apple.com/us/podcast/self-funded-with-spencer/id1566182286 Self-Funded with Spencer YouTube Channel - https://www.youtube.com/@SelfFunded Timestamps: (00:00:00) Montana Life (00:05:38) Pharmacy Consulting Career (00:11:03)Exploring PBM Space (00:16:30) Pharmacy Rebates (00:22:25) Creating Granite Peak (00:28:14) Granite Peak Analytics (00:33:59) PBM Consulting Solutions (00:39:27) Specialty Pharmacy Risk (00:45:07) Scaling Impact #entrepreneurship #pharmacy #PBM #rebates #GranitePeak #analytics#solutions #specialtypharmacy #risk #scalingimpact --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

Imagine leaving everything behind and taking a chance on a new adventure with no guarantees. That's exactly what Tom Blake did when he packed his bags and headed to California with just an MBA and a desire for something new. Little did he know, a phone call from a friend would change his life forever. Without any experience, Tom took on the challenge of managing the first Victoria Station restaurant, leading him down a path of unexpected twists and turns, unforgettable experiences, and cherished friendships. Introducing Tom Blake, the daring adventurer who left his comfortable career in the airline industry for the unpredictable world of running restaurants. Through calculated risks and clever marketing strategies, he was instrumental in building the ever-popular Victoria Station brand. Along the way, Tom's tenacity and charm won him friendships and anecdotes from celebrities like Johnny Cash to John Denver. His exciting life of seemingly impossible encounters and achievements is a testament to the power of pursuing what ignites your passion.In this episode:Embracing the new dating possibilities for seniors over 50 and the keys to making meaningful connectionsHis journey through the impactful life, career, and legacy of the one and only Johnny CashThe rich history of the beloved Victoria Station restaurant and its lasting impression on dinersExpert marketing tips to skyrocket your restaurant chain's success and expand its loyal customer baseThe significance of socializing for seniors and its role in enhancing their quality of lifeAbout Tom:Tom Blake is one of the most knowledgeable people in America on the topic of finding love after 50. Since July 4, 1994, when his first Finding Love After 50 newspaper column was published, he has written more than 3,800 columns and newsletters. Mature singles in their 50s, 60s, 70s, 80s, and even 90s are Tom's audience.For 16 years, Tom was a columnist for The Orange County Register in Southern California. In 2011, Tom began writing his On Life and Love After 50 column for Picket Fence Media, an Orange County, California, syndicate. His articles appear bi-weekly in the Dana Point Times, San Clemente Times, and The Capistrano Dispatch (San Juan Capistrano) newspapers.In February 2016, Tom's “On Life and Love after 50” article was added to a syndicate of six (Chester, York, Dauphin, Lebanon, Cumberland, Lancaster) newspapers in Pennsylvania called “50 plus Life (www.50plusLifePA.com). His articles run bi-monthly in those publications.He is the author of four printed books and several Ebooks. See his bookstore on this website. Tom was interviewed by Jack Ford and Matt Lauer on NBC's Today Show as an expert on finding love after 50. He has written on every romance-after-50 topic imaginable, always with new information and a fresh perspective from the man's point of view. To see Tom's Today Show videos, click here.Tom's first book is titled, “Middle Aged and Dating Again.” His friend, country music singing legend Johnny Cash, endorsed the book by stating: “In the 20 years I have known Tom Blake, he has become an authority on dating and relationships.”Tom's second book is titled, “Finding Love After 50: How To Begin. Where To Go. What To Do.” John Gray, Ph.D., author of Men Are From Mars, Women Are From Venus,” stated, “A unique relationship book that addresses an important and growing niche of singles—those aged 50 and above. Easy to read and informative. Tom Blake is an expert on dating after 50.”Tom also appeared on ABC's Good Morning America, live in the NYC studio, interviewed by Diane Sawyer. The topic was finding love after 50, with a focus on Internet dating for singles 50, 60, 70, and beyond. Tom has bewww.GaryScottThomas.com

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huAz Onlife Pódium előadását az evosoft támogatásával hoztuk el a képernyődre és a füledbe. A részletes jegyzetet Onlife Kör előfizetéssel olvashatod.Zsarnok mikromenedzser vagy vízionárius vezető? Mezítlábas, ápolatlan hippi vagy Mercedes kabrióval száguldozó, elismerésre éhező tinédzser? Indiai gurukhoz zarándokló lázadó vagy a világ egyik legnagyobb hatalmú vezérigazgatója?Steve Jobs élete egy hullámvölgyeken átívelő vezetői fejlődéstörténet: hogyan alapította meg a világ leggyorsabban növekvő cégét, hogyan rúgták ki onnan, és hogyan lett ismét az Apple vezére, majd hozta vissza a csőd széléről a világ élére?A teljes jegyzetért kattints ide.Felhasznált források* Brent Schlender: Becoming Steve Jobs, Crown Business, New York, 2015.* Richard P. Rumelt: Good Strategy, Bad Strategy, Crown Publishing Group, New York, 2011.* Steve Jobs' 2005 Stanford Commencement Address* Walter Isaacson: Steve Jobs, Simon & Schuster, New York, 2011.* Ken Kocienda: Creative Selection, St. Martin's Press, New York, 2018.* Bűzösborz Művek: Menedzsment a világ leggyorsabb repülőgépe mögött* Kevin Lynch: Steve Jobs, Aurum, London, 2018.* Ed Catmull: Kreativitás Rt., HVG Könyvek, Budapest, 2016.

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA sorozat további részei:BevezetőMit tegyünk, ha vezetőként drámaian nő a terhelésünk?* Váratlanul felmond két kulcsember a csapatunkban,* átszervezés miatt megszüntetnek egy osztályt, és a feladatok jó része nálunk kör ki,* érkezik egy nagy projekt, de a munkaerőhiány miatt a következő 6 hónapban nem lesz rá létszám,* egy olyan piaci és üzleti lehetőség merül fel, amire nem tudsz nemet mondani,* a jogi környezet változása tesz rád váratlanul nagy terhet (miközben a normál működés sem állhat le),* vagy annyira jó menedzser vagy, hogy ezt a főnököd is észreveszi és egyre több feladattal és felelősséggel jutalmaz.Bármelyik is legyen, kemény kihívást jelent. Hogyan küzdjünk meg a megnőtt munkaterheléssel, amikor eddig is rengeteg dolgunk volt? Annak ellenére, hogy ez a helyzet igen gyakori, alig találunk rá használható tanácsot. A cikkek, kommentek többsége két kategóriába sorolható:* Panaszkodás, ventilálás. „Hogy lehetett ennyire érzéketlen a főnököm? Hát nem látja, hogy már így is mennyi munkám van? Ez lehetetlen!” A posztok alatt megjelennek a tanácsok: „Mondj nemet!” vagy „Állj ki magadért!” vagy „Mondd el a főnöködnek, hogy valójában mennyi dolgod van! Biztosan nem látja eléggé.” A passzív-agresszívebb kommentelők megjegyzik: „Legközelebb kérdezd meg, hogy »Akkor mit ne csináljak meg?«.” Ha szeretnéd gyorsan lerombolni a kapcsolatot a főnököddel, ezeket a módszereket ajánljuk. Képzeld el, ahogyan a főnököd próbál pozitívan megoldani egy nehéz helyzetet, és az első reakciód a visszautasítás és énközpontú panaszkodás.* Tippek a mentális egészséghez, a kiégés elkerüléséhez. Mi sem segít jobban, mintha egy új projektnél az első gondolatunk a kiégés elkerülése. Ha a kihívást az első perctől úgy keretezzük, mint ami „veszély a mentális egészségünkre”, az milyen hatással lesz a gondolkodásunkra?Ez az adás nem erről szól. Nem az a célunk, hogy pusztán „túléld” a megnövekedett terhelést, vagy valamilyen módon másra told rá annak megoldását. Vezető vagy, és vezetőként feladatod, hogy a csapatodat ilyen helyzetben is sikerre vidd. Az előző hetekben több Onlife-hallgatóval is beszélgettünk, akik sikerrel vettek néhány ilyen kihívást az előző évben. És láss csodát: egyikük sem égett ki, és mind ők, mind a csapatuk erősebben, magabiztosabban, hatékonyabban jött ki a helyzetből, mint ahogyan beleléptek.

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA sorozat további részei:BevezetőMit tegyünk, ha vezetőként drámaian nő a terhelésünk?* Váratlanul felmond két kulcsember a csapatunkban,* átszervezés miatt megszüntetnek egy osztályt, és a feladatok jó része nálunk kör ki,* érkezik egy nagy projekt, de a munkaerőhiány miatt a következő 6 hónapban nem lesz rá létszám,* egy olyan piaci és üzleti lehetőség merül fel, amire nem tudsz nemet mondani,* a jogi környezet változása tesz rád váratlanul nagy terhet (miközben a normál működés sem állhat le),* vagy annyira jó menedzser vagy, hogy ezt a főnököd is észreveszi és egyre több feladattal és felelősséggel jutalmaz.Bármelyik is legyen, kemény kihívást jelent. Hogyan küzdjünk meg a megnőtt munkaterheléssel, amikor eddig is rengeteg dolgunk volt? Annak ellenére, hogy ez a helyzet igen gyakori, alig találunk rá használható tanácsot. A cikkek, kommentek többsége két kategóriába sorolható:* Panaszkodás, ventilálás. „Hogy lehetett ennyire érzéketlen a főnököm? Hát nem látja, hogy már így is mennyi munkám van? Ez lehetetlen!” A posztok alatt megjelennek a tanácsok: „Mondj nemet!” vagy „Állj ki magadért!” vagy „Mondd el a főnöködnek, hogy valójában mennyi dolgod van! Biztosan nem látja eléggé.” A passzív-agresszívebb kommentelők megjegyzik: „Legközelebb kérdezd meg, hogy »Akkor mit ne csináljak meg?«.” Ha szeretnéd gyorsan lerombolni a kapcsolatot a főnököddel, ezeket a módszereket ajánljuk. Képzeld el, ahogyan a főnököd próbál pozitívan megoldani egy nehéz helyzetet, és az első reakciód a visszautasítás és énközpontú panaszkodás.* Tippek a mentális egészséghez, a kiégés elkerüléséhez. Mi sem segít jobban, mintha egy új projektnél az első gondolatunk a kiégés elkerülése. Ha a kihívást az első perctől úgy keretezzük, mint ami „veszély a mentális egészségünkre”, az milyen hatással lesz a gondolkodásunkra?Ez az adás nem erről szól. Nem az a célunk, hogy pusztán „túléld” a megnövekedett terhelést, vagy valamilyen módon másra told rá annak megoldását. Vezető vagy, és vezetőként feladatod, hogy a csapatodat ilyen helyzetben is sikerre vidd. Az előző hetekben több Onlife-hallgatóval is beszélgettünk, akik sikerrel vettek néhány ilyen kihívást az előző évben. És láss csodát: egyikük sem égett ki, és mind ők, mind a csapatuk erősebben, magabiztosabban, hatékonyabban jött ki a helyzetből, mint ahogyan beleléptek.

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huDisney: a világ egyik legismertebb vállalata, a családi filmek és mesék ikonja. A csapat, amelynek az 1990-es években Oroszlánkirályt, az Aladdint, a Szépség és a szörnyeteget, a Tarzant, a Mulánt, és még sok más klasszikust köszönhetünk – hogy a korábbi klasszikusokat, Mickey egeret, Pinokkiót, Hamupipőkét és Hófehérkét ne is említsük.Mai történetünk egy igazi hollywoodi tragédia. Az 1984-es Disney egy gödörből indult, a megszűnés határára kerülve. Ebből a gödörből egy hős csapat segítségével kerültek ki, és 10 év alatt minden szempontból csúcsra értek. Ezután azonban jön egy törés, és az újabb tíz évig tartó lejtmenet – a végén pedig a fájó bukással.Ebben a shakespeari királydrámában mind a felemelkedés, mind a bukás középpontjában ugyanaz a személy áll: Michael Eisner, a Disney korábbi vezérigazgatója.Hogyan készült mindössze néhány év leforgása alatt, már Walt Disney halála után, az 1990-es években ennyi klasszikus, ennyi eredeti kasszasiker? Milyen vezetői gyakorlat kellett ehhez? És mi vezetett végül a csapat széteséséhez, és a vezető bukásához?Az előadást az evosoft támogatásával hoztuk el videó és podcast formátumban is. A részletes jegyzetet Onlife Kör előfizetéssel olvashatod.Jegyzetek

Igreja 100%VIDA Terça 20H - Live do crescimento Sábado 19H - Jovens Onlife Domingo 10H & 19H - Celebração

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA sorozat további részei:BevezetőMit tegyünk, ha vezetőként drámaian nő a terhelésünk?* Váratlanul felmond két kulcsember a csapatunkban,* átszervezés miatt megszüntetnek egy osztályt, és a feladatok jó része nálunk kör ki,* érkezik egy nagy projekt, de a munkaerőhiány miatt a következő 6 hónapban nem lesz rá létszám,* egy olyan piaci és üzleti lehetőség merül fel, amire nem tudsz nemet mondani,* a jogi környezet változása tesz rád váratlanul nagy terhet (miközben a normál működés sem állhat le),* vagy annyira jó menedzser vagy, hogy ezt a főnököd is észreveszi és egyre több feladattal és felelősséggel jutalmaz.Bármelyik is legyen, kemény kihívást jelent. Hogyan küzdjünk meg a megnőtt munkaterheléssel, amikor eddig is rengeteg dolgunk volt? Annak ellenére, hogy ez a helyzet igen gyakori, alig találunk rá használható tanácsot. A cikkek, kommentek többsége két kategóriába sorolható:* Panaszkodás, ventilálás. „Hogy lehetett ennyire érzéketlen a főnököm? Hát nem látja, hogy már így is mennyi munkám van? Ez lehetetlen!” A posztok alatt megjelennek a tanácsok: „Mondj nemet!” vagy „Állj ki magadért!” vagy „Mondd el a főnöködnek, hogy valójában mennyi dolgod van! Biztosan nem látja eléggé.” A passzív-agresszívebb kommentelők megjegyzik: „Legközelebb kérdezd meg, hogy »Akkor mit ne csináljak meg?«.” Ha szeretnéd gyorsan lerombolni a kapcsolatot a főnököddel, ezeket a módszereket ajánljuk. Képzeld el, ahogyan a főnököd próbál pozitívan megoldani egy nehéz helyzetet, és az első reakciód a visszautasítás és énközpontú panaszkodás.* Tippek a mentális egészséghez, a kiégés elkerüléséhez. Mi sem segít jobban, mintha egy új projektnél az első gondolatunk a kiégés elkerülése. Ha a kihívást az első perctől úgy keretezzük, mint ami „veszély a mentális egészségünkre”, az milyen hatással lesz a gondolkodásunkra?Ez az adás nem erről szól. Nem az a célunk, hogy pusztán „túléld” a megnövekedett terhelést, vagy valamilyen módon másra told rá annak megoldását. Vezető vagy, és vezetőként feladatod, hogy a csapatodat ilyen helyzetben is sikerre vidd. Az előző hetekben több Onlife-hallgatóval is beszélgettünk, akik sikerrel vettek néhány ilyen kihívást az előző évben. És láss csodát: egyikük sem égett ki, és mind ők, mind a csapatuk erősebben, magabiztosabban, hatékonyabban jött ki a helyzetből, mint ahogyan beleléptek.

"I try to be flexible with the way I write for people. For me it's a service when I get commissions, so I want to be able to serve the community that I'm working with in the same way that I would tailor a lesson to my classes depending on what the students need. I would do the same for what an organization needs with composition." Conductor/Composer/Producer Anthony J. Maglione is a graduate of Westminster Choir College of Rider University, East Carolina University, and the University of California, Los Angeles. He is the Director of Choral Studies and holds the Robert H. McKee Chair of Music at William Jewell College. Under his direction, the Concert Choir was twice named Runner Up (2nd Place) for the American Prize in Choral Performance, College/University Division. In addition to his responsibilities at William Jewell College, he serves as Director of Music and Choir Master at St. Mary's Episcopal Church in Kansas City, Conductor Emeritus of the Freelance Ensemble Artists of NJ Symphony Orchestra, and has served on the summer faculty of Westminster Choir College since 2011. Anthony also serves as the conducting teacher for Artefact Institute.An active composer, Anthony's choral works are growing in popularity and are published on GIA's “Evoking Sound” choral series. In the last several years his music has appeared at state and national-level conventions, on TV, in video games, and has been recorded on Gothic Records, Albany Records, and Centaur Records. Anthony's cantata "The Wedding of Solomon" premiered at the 2018 American Guild of Organists National Convention. In 2019, his work "On Life" was premiered by the Miami University Men's Glee Club at the National ACDA Conference. In early 2020, Verdigris Ensemble premiered his extended dramatic work "Dust Bowl" as part of the AT&T Performing Arts Center's Elevator Project in Dallas, TX. He is currently slated for several more premieres throughout the United States during the remainder of 2023.As a producer, Anthony lends his ears to recording projects around the country and recently received national attention through his production work with Sam Brukhman and Veridigris Ensemble on "Betty's Notebook" by Nicholas Reeves.As a tenor, Anthony has appeared with many ensembles and currently performs and records with The Same Stream, the GRAMMY-nominated St. Tikhon Choir, and made his debut with Portland-based Capella Romana on the 2021-2022 season.A sought after clinician, Anthony teaches workshops regularly and has conducted All-State and honor choirs throughout the US.You can learn more about Anthony at his website: https://anthonymaglione.com/ .Choir Fam wants to hear from you! Check out the Minisode Intro episode from September 16, 2022, to hear how to share your story with us. Email choirfampodcast@gmail.com to contact our hosts.Podcast music from Podcast.coPhoto in episode artwork by Trace Hudson from Pexels

On Life as a Book Coach In this episode, Coach McCoach is interviewed by a friend and author, Scott K. Haskin of the Haskin Cast Podcast. Scott asks the hard-hitting, thought-provoking, and insightful questions of a book coach and editor. With his perspective as a writer himself, he asks the things writers are desperate to know. Katie explores what led her to this career, how the career has evolved over the years, ways authors can gain the most from book editors, how to handle constructive criticism, and much, much more. To watch the interview instead, visit: https://youtu.be/fXgdOwImXZA Links mentioned in this podcast: Haskin Cast Podcast: https://www.scotthaskin.com/home-page/podcast/ On Apple: https://podcasts.apple.com/us/podcast/haskincast-podcast/id1437772872?mt=2 The Universal Court Trilogy: https://amzn.to/4175CLE Author Growth Corner: http://www.katiemccoach.com/agc VIP Plotting Days: https://katiemccoach.com/vip-craft-your-book-day/ PSSST. Enjoying the podcast?! I would truly appreciate it if you could take a moment to leave a rating and review. Your feedback helps the podcast reach more writers who are eager to grow into their full potential, and I have this wild goal of reaching 10,000 writers by this time next year. You've got stories to share with the world, and I don't want you holding yourself back from being the author YOU want to be. + a Bonus: Tag me on social media with your review or email me a screenshot, and I'll send you a little something fun in return. Thank you for your support! Instagram, Threads, Twitter, Facebook, Linkedin www.katiemccoach.com Love freebies? Download your mini-guide to overcoming imposter syndrome and self-doubt. Have a question you'd like Katie to answer on the show? Submit it here!

Episode 149- On Life and Ministry with Pastor Pat Nemmers- hosted by Mark Vance and Pat Nemmers. Welcome to the Equip Podcast from Cornerstone Church of Ames. This podcast is designed to help you live a faithful and fruitful life where Jesus has called you.Connect with Cornerstone Church Online at cornerstonelife.com. Subscribe to our "Sermon" and "Equip" podcasts on iTunes and Spotify and follow us on Facebook and Instagram.

On Life After Death - Carl Jung - Audio Book - Metaphysics, Afterlife, Psychology. On Life after Death by C.G. Jung is a shorter discussion on the nature of the soul based on Jung's own experience. The book can be read as a summery of many of Jung's major themes running throughout his writings, including his own dreams on the subject. Check out my Carl Jung "Individuate" tshirt at https://amzn.to/3mNSrMO Please consider supporting my work and download this audio as part of the ESOTERIC AND OCCULT WISDOM - MASTER COLLECTION (an ongoing collection of Gnostic, alchemical, Hermetic, and related occult/spiritual audio projects that span dozens of hours) at https://altrusiangrace.bandcamp.com/ *JOIN MY PATREON at https://www.patreon.com/altrusiangracemedia *BECOME A YOUTUBE CHANNEL MEMBER at https://www.youtube.com/channel/UCMzRTOugvDLwhSwJdoSWBZA/join *JOIN THE CULT OF STARRY WISDOM at https://altrusiangrace.bandcamp.com/starry-wisdom-cult *FOLLOW THE AGM PODCAST at https://altrusiangracemedia.podbean.com *MY TSHIRTS AND DESIGNS ON AMAZON at https://amzn.to/3peS9j3 *MY NEW 2022 MERCH LINE "OCCULT NOUVEAU" at https://amzn.to/3OeUHZL *MY TSHIRTS AND DESIGNS ON TEEPUBLIC at https://teepublic.sjv.io/XxvPDX *LICENSE MY MUSIC FOR YOUR PROJECT at https://www.pond5.com/artist/altrusiangracemedia *MY BOOKS ON AMAZON at https://amzn.to/3oQGh6A As an Amazon Associate I earn a small amount from qualifying purchases and it helps to support my channel. Please consider LIKING the video, SUBSCRIBING to the channel, and SHARING the links! These simple actions go a long way in supporting AGM and is truly appreciated!  ~~Places to follow and support Altrusian Grace Media~~ Website ► https://altrusiangrace.blogspot.com/ Bandcamp ► https://altrusiangrace.bandcamp.com Teepublic Store ► https://teepublic.sjv.io/XxvPDX Twitter ► https://twitter.com/AltrusianGrace Rumble ► https://rumble.com/c/c-375437 YouTube ► https://www.youtube.com/AltrusianGraceMedia Odessy ► https://odysee.com/@altrusiangracemedia:1 Bitchute ► https://www.bitchute.com/channel/altrusiangracemedia/ To kindly donate directly to my channel: www.paypal.me/altrusiangrace For inquiries regarding voice-over work or licensing for my work (including music) please contact altrusiangracemedia ((at)) gmail.com AGM BACKUP CONTENT ► https://www.youtube.com/channel/UCO0nCG5aqB1CHyU3Xf0TUbg #Gnosticism #Alchemy #Hermeticism #Occult #Esoteric #Audiobook #Mysticism #Gnostic #Egyptian #Christianity #NagHammadi #Spirituality #Jung  

Introducing the On Life podcast. Through narrated essays and intellectual interviews, this podcast will equip you with practical philosophies, new perspectives, and modern understandings of global issues so that change can start with you. It will help you to become a more critical thinker, find purpose in your life, and discover why you would want to take action in changing the world.WHAT YOU WILL LEARN IN THIS EPISODE Why I'm rebranding the podcast What On Life is about and how it will help you How philosophy is one part of a trifecta for human action The biggest problem with content creation My promise to you, the listener Want the essays and podcasts delivered directly to you? Subscribe: brandonstover.substack.comFull show notes, transcripts, and resources for every episode can be found at: brandonstover.comThe On Life podcast is produced by Plato University.

One Mother’s Day, Yvonne Durant's life took an interesting turn while dining with her twin sister, Yvette, at the popular restaurant, The Cellar, on NYC's Upper West Side. "My eyes started to wander across the room to the front of the entrance. When a flash of orange [jumpsuit] caught my eye. I remember thinking Harry Krishna and going back to my salad. I think Yvette whispered 'Miles Davis just came in.'" recalls Yvonne. What ensued was romantic, frantic, and unforgettable.In her audio memoir, Quite the Contrary, On Life, Work, and Loving Miles Davis, Yvonne vividly portrays a unique coming-of-age story as a trail-blazing career woman who was determined to design her course and succeed on her terms while maintaining her sanity in life, work, and love including an intimate account of her love affair with jazz legend, Miles Davis. It’s a rare glimpse into the life of That Girl or Mary Tyler Moore from an African-American perspective.Yvonne was one of the few Black women writing ads for major brands in the ‘70s and ‘80s, beginning her career in New York City. Ultimately, she won a position at a global ad agency in Milan, Italy. While her career was exciting, it was a challenge to be self-defining in a Mad Men world that had little experience with or respect for Black experience.Join host, Brad Johnson and long-time friend, Yvonne, as they recall the shared experience of NYC's Upper West Side in the 80's, Yvonne's interest and expertise in etiquette, her pioneering career journey as a copywriter and Audible editor including her experience in Milan, Italy. Yvonne provides an insightful look into her relationship with Miles that provides a peek into what it's like dating someone so creatively gifted and a celebrity as well as the moments that made it so special. Join us at the corner table!Play Audio Book TrailerPhoto Credit: Audible Originals, LLC * * * * * * Instagram Corner Table Talk and Post and Beam Hospitality LinkedIn Brad Johnson Medium Corner Table Media E.Mail brad@postandbeamhospitality.com For more information on host Brad Johnson or to join our mailing list, please visit: https://postandbeamhospitality.com/ Corner Table™ is a trademark of Post & Beam Hospitality LLC © Post & Beam Hospitality LLCSee omnystudio.com/listener for privacy information.

We talk with Ryan David Mullins, founder of mobile app, Aglet. We discuss the gamification of commerce, launching right before the pandemic, the difference between Web3 and Web3D, how gaming is eating the world, building communities and collaborations, digital-first products, and insights for brands looking to better understand how physical, digital and experiential can drive real value for the consumer and the brand. Please support the show by subscribing to the podcast and leaving a review!Pebble Ventures: https://www.pebbleventures.comTwitter: https://twitter.com/MikeDeNunzioSFLinkedIn: https://www.linkedin.com/in/michaeldenunzio/Email: mike@pebbleventures.comNewsletter:https://manage.kmail-lists.com/subscriptions/subscribe?a=TLA8PZ&g=Sf82qrLauren Fennemahttps://www.linkedin.com/in/lauren-fennema-0273994/Shaun Aharamhttps://www.linkedin.com/in/shaun-aharam-0632b630/Guest Links:https://www.aglet.app

Cresce il mercato dell'influencer marketing, secondo i dati Upa rappresenta tra il 3 e il 4% degli investimenti pubblicitari e vale circa 270 milioni di euro di investimenti. Un mercato in cui il tema della trasparenza diventa fondamentale, secondo lo studio annuale di Buzzoole, agenzia specializzata nell'influencer marketing, i post in cui viene segnalato l'accordo commerciale tra influencer e brand sono aumentati del 69% su Instagram. Lo studio, che ogni anno mappa tutti i post trasparenti pubblicati su Instagram, Youtube, Twitter e Facebook (oltre 400 mila quelli di quest'anno, 214 milioni le interazioni generate), individua i settori della moda e della cosmetica come i più trasparenti, seguiti da cibo e tecnologia. Il sommerso, però, è difficile da tracciare. Focus sui trend dedicato ai consumi onlife, alla ricerca di nuove sensorialità tra on e offline. Dalla weather station nei negozi per testare la resistenza dei capi a vento e pioggia, ai cibi dei videogiochi che diventano realtà, fino agli accessori di design per le sedute di meditazione via app.

Hey y'allllll! Welcome back!! Your Favorite Podcast Besties, Gen & Rih, came together this week to share what 2 On Life has in store for you next year! And Oh Man, Hot Damn!... It sounds like it's going to be a good one! This episode we focus on goals and how to achieve yours in 2022! We break down SMART goals, connecting with your why and how to set goals with intention. Tune in to hear Gen open up about her soul-searching journey and Rih share some astrology tips for next year. Between being a full-time mom and busy millennials, we are prioritizing our health to make space for more life this year. What goal setting tools are you using? Is the future of the podcast going remote? Are you a visual planner like Gen and Rih? Do you think you can handle a weekend retreat with 2 On Life? Find out and press play

HEY Y'ALLLLLLL! We read a statistic that most podcast shows stop at Episode 7 but here we are at Episode 8 making our mark on the Podcast community! This is a big win for 2 ON LIFE because we have so much more to bring you, we're just starting to make waves (audio waves that is!). This is another light episode because it's important to stay positive during the holiday season. With everything going on around us on a daily basis, we want you to remember that 2 ON LIFE is a comfortable and safe space. We want to get deep but we don't want to bring you down so we won't! We love hearing your feedback about the show and getting new ideas from you. We have been very intentional and hear you about what you need as a collective and as individuals - we hope we deliver. Keep listening and sharing so we can keep creating! Also, we have some surprises coming in the works for 2022. Leave your guesses of what some of these might be in our Instagram comments for this show post! **Don't forget!!! We are still collecting donations to sponsor 3 families and towards a domestic violence shelter. DM us for drop-off locations!! We cannot thank you all enough for always tuning in to 2 ON LIFE podcast! You guys really keep us going and allow us to provide our 2 cents on life and share our experiences. Continue to tag us on Instagram (@2onlifepodcast) when you are listening in! Connect with us on our Private Facebook Group https://www.facebook.com/groups/264090709103541/?ref=share Follow us on Instagram @2ONLIFEPODCAST --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Hey y'all!! This week our Instagram followers picked our brains about friendships! If you're looking for insight on all things friendship this is the episode for you! We discussed what qualities to look for in a good friend, how to deal with different friendship dynamics, and how friendships evolve over time. We hope this episode resonates with you and your prospective on friendships. *Side note- This podcast was hosted on Instagram live so please excuse the pauses and acknowledgements of our comments on the live.* We cannot thank you all enough for always tuning in to 2 ON LIFE podcast! You guys really keep us going and allow us to provide our 2 cents on life and share our experiences. Continue to tag us on Instagram (@2onlifepodcast) when you are listening in! Connect with us on our Private Facebook Group https://www.facebook.com/groups/264090709103541/?ref=share Follow us on Instagram @2ONLIFEPODCAST --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Welcome back to 2 On Life, y'all! We are continuously grateful for your support each week and appreciate all of your feedback!

Welcome to Episode 1 of 2 On Life! We are so happy you're here! Both of us are deeply passionate about creating a community and a safe space to talk about all things life

Kinsella on Liberty Podcast, Episode 190-2. Also podcast as PFP145. In 2015 I delivered this talk: “On Life without Patents and Copyright: Or, Who Would Pick The Cotton?” at the Property and Freedom Society, 10th Annual Meeting, Bodrum, Turkey (Sep. 13, 2015), which is here: KOL190 | On Life without Patents and Copyright: Or, But Who Would Pick the Cotton? (PFS 2015). This is the subsequent panel discussion with Q&A from the speakers for that day, to-wit: Hans-Hermann Hoppe, David Dürr, Stephan Kinsella, Frank van Dun, Anthony Daniels (Theodore Dalrymple). Transcript below. Panel discussion video: TRANSCRIPT Panel Discussion, Q&A: Hoppe, Dürr, Kinsella, van Dun, Daniels (PFS 2015) by Hans-Hermann Hoppe, David Dürr, Stephan Kinsella, Frank van Dun, Anthony Daniels Property and Freedom Society, 10th Annual Meeting Bodrum, Turkey (Sep. 13, 2015) 00:00:23 HANS-HERMANN HOPPE: Somebody approached me with a wish – it was a question, if email addresses would like to be shared.  I did not want to do anything without the people's permission, so there will be a list at the front desk where you can maybe – the name list of all the participants where you can either write your email address in there or not if you prefer not to make your email address known to others.  So whoever is interested, please take advantage of the opportunity, and David Durr wanted to make a brief announcement too.  Give the microphone. 00:01:17 DAVID DÜRR: Maybe first concerning also the email address, I was asked by some of you whether I could send you these slides of this morning so you could look at it closer with all the writings.  So my email address to just give it to you is D-U-E, double R at swisslegal in one word, swisslegal.  This is the name of our law group, dot C-H.  And then may I add this?  Some people ask me whether what I gave in the speech is also somewhere written in an article.  So there are not long and thick books of me yet on this matter.  I do have two books here.  They are not as sophisticated and scientific as the one of Hans.  And namely they are not so English.  They are German. 00:02:27 One is (indiscernible_00:02:29) which means state opera.  Switzerland, you know, the state as a big opera.  It's the state house actually as opera house, and the subtitle is Few Stars, Many Startists.  So this is one – I just have one copy of each if you want to look at this, those who read English, or if you want to buy it or order it, so it's here.  The second one is I have a regular column in a newspaper in Switzerland, and these are sort of anarchic – anarchist columns, and the collection of this is in another book.  They are always on Fridays in that newspaper, so it's “Das Wort zum Freitag,” the world to the Friday, not to the Sunday as usual, to the Friday, so this is the second book.  Thank you. 00:03:31 Q: Which newspaper is it?  Which newspaper? 00:03:33 DAVID DÜRR: It's called Basler Zeitung.  It's a – people say it's a right-wing newspaper.  They are very open in that they have, through all parties, columnists, but I like the newspaper as such, but I'm very independent.  I had one column once when I compared IS or ISIS with US.  I said, well, actually it's about the same thing.  US is just bigger, and that gave huge protests from the newspaper itself.  And then this gave me an opportunity just to put one on the top because right afterwards these CIA reports came up about torture practices.  That was a wonderful example to insist on it anymore. 00:04:41 00:04:49 Q: Okay.  My question is for Stephan Kinsella.  It's a question, not an argument.  What is the case for private photos and pictures shared over the internet on Facebook and someone else is using it?  What is the argumental basis on that from the IP perspective? 00:05:13 STEPHAN KINSELLA: What's the justification for using someone else's? 00:05:15 Q: Using, or do they need our permission, without permission?

Last week we caught up with Atlanta rap veteran Kwony Cash for an exclusive “Off The Porch” interview! During our sit down, he talks about the following topics: 0:15​ Talks about his life after spending 4 years in prison and reveals he is currently on probation for 10 years 1:40​ Talks about the changes in rap music (Streaming, fashion trends, etc) 3:33​ Talks about his new project “On Life” produced by Whymen 8:30​ Talks about how he linked with Soulja Boy 10 years ago and his current relationship with him 9:44​ Talks getting his first platinum plaque for his feature on K Camp's “Money Baby” but not being able to enjoy the success of it before he was locked up not to long after the record was released 11:04​ Shares his thoughts on the current music scene in Atlanta (clout vs talent) 12:07​ Talks about rappers who glorify the street life in their songs but were never active in the streets 12:44​ Says rappers were not chasing clout 5 years ago & says 6ix9ine will still have a rap career once he comes back home 14:40​ Reveals why he turned down an offer from Gucci Mane to join 1017 16:23​ Talks about his relationship with Johnny Cinco and reveals Cinco looked out for him when he was in prison 17:21​ Explains why he doesn't play video games or watch sports 18:11​ Talks about the rise of female rappers in 2019 18:39​ Talks about some of the rappers he has been producing for lately 19:38​ Speaks on songwriting for other artists 22:13​ Talks about upcoming projects and new music --- Support this podcast: https://anchor.fm/dirtyglovebastard/support

Welcome to this week episode of “Ain't No Love Lost” Today we will discuss how to make a marriage work in the Black home with Anthony & Ashley Chiles from A & A On Life podcast, as they discuss healthy ways to make a marriage work in the black home. It's not easy being black and it's not easy being married. They are making it work by uplifting each other as they walk through this journey of "Black Love" together! Enjoy and remember guys, “Ain't No Love Lost" in relationships, there are only lessons. Especially when it comes to "Black Love!". --- Support this podcast: https://podcasters.spotify.com/pod/show/temese-chavis/support

To disagree is to have or express a different opinion. In this episode, Anthony and Ashley discuss how to have a difference in opinion without a heated or angry exchange. A&A On Life is a production of one28media, a listener supported media company. If you'd like to support this podcast and other great content, visit one28media.com.Support the show (https://www.paypal.com/paypalme/one28media)

Do you want to live your best life? Our guest today is a great beacon leader for going on a transformative journey.  On this episode we discuss the ego, family, financial wealth, the stigmas in society, health, masculine and feminine, retirement and so much more with the inspiring Trevor Hendy.  Trevor is a six-time Surf Life Saving Ironman national champion and member of the Australian Sporting Hall of Fame. He's a Member of the Order of Australia - and most importantly, he's a down to earth, sensational human being. These days Trevor is focused on helping people become more aware in their lives through his holistic coaching, team building and training, keynote speaking and special events.  He is a father of four, grandfather to twins, and married to Jo.   To connect with Trevor you can go to his website www.trevorhendy.com or find him on Facebook and Instagram   4:08 - On Family 10:03 - On Ego 13:33 - Trevor Hendy on Energy & Vibration 18:00 - Feel it to heal it 26:47 - On Masculinity 30:09 - On Life's Warning Signs and Winning In Life 31:55 - On Transformation 39:48 - On Creating Financial Flow 43:18 - On Retirement 46:55 - Trevor Hendy On Eating Humble Pie 56:55 - On Body Mind & Soul / Health 1:01: 37 - On finding home base 1:09:58 - Trevor's World Vision 1:12:41 - On Wealth 1:13:50 - Trevor's true meaning of wealth   If you've loved this episode, I would love it if you gave it a 5-star RATING in the Apple Podcasts app :) If you're feeling really generous, a review is always appreciated!   If you're yet to subscribe, you can do so on your favourite platform -   Spotify https://pre.fyi/twf-spotify Apple https://pre.fyi/twf-apple Google https://pre.fyi/twf-google Youtube https://pre.fyi/twf-youtube   Take care,  Jason

Herb Berman, MJ Gabrielsen, and Jacqueline Nicole Harris. They are all members of the Library Poets group, which meets every Tuesday evening at the Library for a poetry workshop. You'll hear a wide variety of poems, covering nighttime walks through Deerfield, the drama of wild horses, and the politics of Beyoncé. We also discuss the inspirations and stories behind the poems. Meet the poets First up is Herb Berman, a retired labor lawyer, arbiter and mediator, and a co-founder of the Library Poets group. Herb reads his poems “Ugly Poets” (nominated for a Pushcart prize) and “Twilight.” MJ Gabrielsen, another co-founder, is our second poet. MJ reads “Egret” and “After Wildfires,” the latter of which appears in her forthcoming chapbook Watching Earth, available from Redbird Chapbooks this summer. Closing our show is Jacqueline Nicole Harris, whose most recent book On Life won the 2017 Black Caucus of the American Library Association Self-Publishing Literary Award for Poetry. Jacqueline reads “America (Why You Mad?)” and "The Open Wound in My Heart.”  You can check out her books On Life and 7 Random Things at the library.   If you'd like more information about the Library Poets group or how to join, email deerfieldworkshop@gmail.com. We hope you enjoy 18th episode! Each month we'll be releasing an episode featuring a conversation with a dynamic guest with a Deerfield connection. Learn more about the podcast on our podcast page. You can listen to all of our episodes in the player below or on Apple Podcasts, Stitcher, Google Play, or anywhere else you listen to podcasts. We welcome your comments and feedback—please send to podcast@deerfieldlibrary.org.