Podcasts about Ott

Fluent Fiction - Hungarian: Hungarian Traditions: The Gift of Art Along the Danube Find the full episode transcript, vocabulary words, and more:fluentfiction.com/hu/episode/2025-11-09-23-34-02-hu Story Transcript:Hu: Az ősz hűvös reggelével köszöntötte Budapestet, és a levelek zörögve hullottak az utcákon.En: Autumn greeted Budapest with its chilly morning, and the leaves rustled as they fell onto the streets.Hu: Az Országház pompás árnyéka alá bújva a turisták sereglenek mindenütt, hogy megnézzék Magyarország egyik legimpozánsabb épületét.En: Nestled under the majestic shadow of the Országház, tourists gathered everywhere to view one of Hungary's most impressive buildings.Hu: A Várkert Bazár és a Duna szélén elterülő pesti korzó közelében állva, Ákos, az elmélyült építész, a tömegben próbált utat találni.En: Standing near the Várkert Bazár and the Pest promenade along the Danube, Ákos, a dedicated architect, tried to find his way through the crowd.Hu: "Egy emlékezetes ajándékot keresek" - gondolta, miközben a Parlament körüli boltocskák kirakatait fürkészte.En: "I'm looking for a memorable gift," he thought as he scanned the shop windows around the Parliament.Hu: Mentorának, aki megszerettette vele az építészetet, különleges ajándékot akart venni. Olyat, amely megszólítja Magyarország gazdag kulturális örökségét.En: He wanted to buy a special gift for his mentor, who had instilled in him a love for architecture—a gift that would express Hungary's rich cultural heritage.Hu: Ákos, Zsófi és Bence a körülötte nyüzsgő turisták elől menekülve csatlakoztak hozzá.En: Ákos was joined by Zsófi and Bence, escaping the bustling tourists around them.Hu: "Ez itt kész őrület!" nevetett Bence, a baráti társaság vidám hangján.En: "This is madness!" laughed Bence, the jovial voice of their group.Hu: "Próbáljunk máshova menni" - javasolta Zsófi, miközben egy kis empátiát fütyült a hűvös szél.En: "Let's try going somewhere else," suggested Zsófi as the chilly wind whistled with a hint of empathy.Hu: Ákosra nézett és hozzátette: "Hallottam, hogy egy kis kézműves bolt nyílt a közelben. Ott kevésbé zsúfolt lehet."En: She looked at Ákos and added, "I heard a small artisan shop opened nearby. It might be less crowded there."Hu: Ákos elmerült a gondolataiban.En: Ákos immersed himself in his thoughts.Hu: A színes kalotaszegi szőttesek, a kalocsai hímzések és a pécsi kerámiák mind-mind emlékeztették őt a magyar örökség gazdagságára.En: The colorful Kalotaszeg weavings, the Kalocsa embroideries, and the Pécs ceramics all reminded him of the richness of Hungarian heritage.Hu: Egy kis bolt talán rejteget valami különlegeset.En: A little shop might just hide something special.Hu: Hármasban elindultak az új cél felé.En: The trio set off toward the new destination.Hu: Az utcák csendesebbé váltak, ahogy közeledtek egy kis sikátorba, ahol a kézműves bolt rejtőzött.En: The streets grew quieter as they approached a small alley where the artisan shop was hidden.Hu: Az üzletbe belépve a béke és csend fogadta őket.En: When they entered the shop, they were greeted by peace and quiet.Hu: A polcokon kézzel készített tárgyak sorakoztak, minden darab egy-egy történetet mesélve.En: Handcrafted items lined the shelves, each piece telling its own story.Hu: Ákos szeme rögtön megakadt egy gyönyörű porcelán vázán.En: Ákos's eyes immediately caught a beautiful porcelain vase.Hu: Aranyló mustrái finoman visszaadták Budapest építészeti vonásait.En: Its golden patterns subtly echoed the architectural features of Budapest.Hu: Az egyszerű, mégis elegáns dizájn lenyűgözte őt.En: The simple yet elegant design fascinated him.Hu: "Tökéletes!" kiáltott fel, megérintve a tárgyat.En: "Perfect!" he exclaimed, touching the object.Hu: Érezte, hogy ez a váza jelképezi mindazt, amit keresett.En: He felt that this vase symbolized everything he had been searching for.Hu: Vásárlás után, ahogy kilépett a boltból, melegség ömlött szét benne.En: After buying it, as he stepped out of the shop, a warmth spread through him.Hu: Megtalálta, amit keresett, és közben felfedezte, mennyire inspiráló tud lenni a helyi művészet.En: He had found what he was looking for and, in the process, discovered how inspiring local art could be.Hu: A Duna partján hagyományokat és kultúrát hordozó ajándékával a kezében Ákos közelebb érezte magát mind a mentorához, mind saját gyökereihez.En: With his gift brimming with tradition and culture in his hand, Ákos felt closer both to his mentor and his own roots by the Danube's shore.Hu: Az Országház ég felé törő tornyai alatt, a ragyogó naplementében, Ákos már nem csak a vásárlás, de a hely szellemiségével is gazdagodva indult haza.En: Beneath the soaring spires of the Országház, in the glowing sunset, Ákos set off home, enriched not just by his purchase but also by the spirit of the place. Vocabulary Words:greeted: köszöntötterustled: zörögvenestled: bújvamajestic: pompásdedicated: elmélyültmemorable: emlékezetesscanned: fürkészteinstilled: megszerettettebustling: nyüzsgőjovial: vidámempathy: empátiáthint: kisimmersed: elmerültweavings: szőttesekembroidery: hímzésekceramics: kerámiákheritage: örökségtrio: hármasbanalley: sikátorbapeace: békehandcrafted: kézzel készítettporcelain: porcelánpatterns: mustráielegant: elegánsfascinated: lenyűgöztesymbolized: jelképeziinspiring: inspirálóshore: partjánsoaring: ég felé törőspires: tornyai

On this week's show we have an essay from one of our listeners on why he wants to stick with his DVR over streaming. We also take a deep dive into Automatic Content Recognition and how to turn it off on your smart TVs. As usual we also read your emails and take a look at the week's news. News: Disney pulls channels from YouTube TV as carriage deal expires DIRECTV now offering the Disney Bundle free to select customers TV Set-Top Box Losing Market Dominance Please support Movember and enter to win great prizes from Bright Side Home Theater Movember Raffle — Bright Side Home Theater Swimming against the Stream - An essay from Jorge Beltran  I know I will sound old and swimming against current, but I would like to go back to my world where we had our cable subscriptions, DVR and Netflix.  Simple, vs having to manage 5-7 subscriptions to watch what we want at a cost we can pay. The proliferation of streaming services is turning out to be a way for content owners to extract more value from customers and significantly increase the amount of work customers have to do to find and track the content we want to watch.  Even sports.  Furthermore, it has backfired to content producers, with less opportunity to monetize content, driving them to look for economies of scale again.  I follow or used to follow La Liga, Premier League Soccer, ski, college football, and formula 1 racing. Back in the day I knew what channel carried all of these sports on my cable line up, would set it to record on my DVR and done.  I could watch it when I wanted and where I wanted since I could access my DVR from anywhere but the plane.  Netflix was just growing and buying "older" content from the major networks and allowed us to binge watch old series we had missed.  Some new exclusive content was coming out and that made paying the 10 - 12 $/mo a good value. Fast forward to today: The best games of Premier League have been taken off the over the air or regular cable channels are now behind a Paramount or someone else's paywall.  Why am I going to pay for access to content that is mostly CBS that I can get over the air?.  Worst of all, you can not skip commercials when you stream this content nowadays.  You can't DVR the content and skip the commercials. I have lost track of who is now airing La Liga, but last time I checked was behind some other streamer.  Fubo has a lot of soccer but is now super expensive too.   Conclusion:  I have stopped following La Liga and Premier League.  My enthusiasm for good Futbol has gone down tremendously.  I turned my eyes to college football and Formula 1.  The worst part is that now I fear the same is going to happen with College Football, moving from free over the air or in basic cable channels to some exclusive need-to-pay streaming service.  You guys praised Formula 1 going to Apple.  I dread it!!! I do not pay for Apple TV(plus or not plus) and I catch Formula 1 over ESPN.   Does it mean I will have to drop ESPN, that gives me other content and add AppleTV?  If I were an NFL fan I would have lost it. Some content is on Amazon, other in the different networks or streamers.  I do not know how much you have to pay to be able to watch the NFL consistently.  Call me old school.  I still have a cable service that gives me the right to HBO, ESPN, Fox, and the likes.  I can watch and record all the related content in Hulu from the major networks. I only keep paying for Netflix that I see as a premium channel (like paying for HBO back in the day).  Rationale - we get a lot of exclusive content there.  I only keep the Disney/Hulu bundle cause it comes free with my wireless bill. And Amazon Prime (now with commercials) free for the shipping.  But I barely watch Primer or Hulu cause I can't stand the commercials! In a world with many streamers, the economies of scale enjoyed by bundling content in cable packages have been lost and thus it costs more per viewer for content owners to create and distribute given the less # of eyeballs.  Yes, it sounds counter intuitive, but that translates into higher bills for consumers, through different bills but when you add it all up, it has to be more expensive, no way around it.  The positive is more content and innovation for sure.  You can definitely find more quality content.  But I foresee more partnerships coming to allow the industry to benefit from economies of scale and be able to distribute the cost of expensive content through more subscribers / viewers.  Or they will have to continue to increase our subscription bills.  I listened to an interview recently with a Hollywood producer detailing how cost efficient they have to be nowadays to be able to turn a profit on content produced given the lower number of ultimate viewers. This is a good thing, do not get me wrong.  But my point is we are coming full circle and a lot of inefficiencies have been introduced in the content value chain and made the experience more time consuming and difficult for viewers in the process.  I think the industry has shot itself on the foot.  Content that used to be free over the air is now behind a paywall and ALSO with commercials.   Apologies from my broken record Long live my DVR! Jorge What is Automatic Content Recognition (ACR)? Automatic Content Recognition (ACR) is built into most smart TVs (Samsung, LG, Vizio, Roku, Fire TV) and silently identifies everything you watch via your smart TV or any attached device via HDMI. It monitors your streaming, cable, and physical media.  It will even identify any ads you watch. It grabs screen samples, sends them online, and feeds data to manufacturers, streamers, and advertisers for recommendations, targeted ads, and ratings.  Usually on by default, it needs the internet to work. Privacy groups like the EFF warn it tracks your habits without clear ongoing notice. How Does ACR Collect Data from Your TV Viewing? ACR operates passively and continuously (or at set intervals) while the TV is on and tuned to a channel or app.  Here's a step-by-step breakdown of the process: Content Sampling: The TV's built-in software periodically "grabs" a short clip or snapshot of the audio, video, or both from what's currently displayed on the screen. This could be every few seconds or minutes, creating a digital "fingerprint" rather than storing full video. For example: Video fingerprinting: Analyzes pixels, colors, or scene changes (similar to how Shazam identifies songs). Audio fingerprinting: Listens for sound patterns in the broadcast. Watermarking: Detects invisible digital markers embedded in content by broadcasters or studios. This sampling works even for non-smart inputs, like cable or gaming consoles, because it captures whatever is output to the screen. Local Processing: The TV processes the sample on-device to generate a compact fingerprint. Raw clips aren't stored long-term on the TV itself—the data is anonymized to protect bandwidth and privacy (though critics argue these can still be re-identified when combined with other data like your location or device ID). Database Matching: The fingerprint is sent to the manufacturer's cloud servers where it's compared against a massive reference database. This database is built by: Monitoring live TV broadcasts in real-time via data centers. Cataloging known content like shows, movies, ads, and even timestamps for commercials. Matches reveal details such as the program title, channel, duration watched, and ad exposures. Data Aggregation and Transmission: Matched data is aggregated with metadata like your TV's IP address, viewing time, and household size. It's then used or shared: Internally for features like "fewer repetitive ads" or recommendations. With third parties like advertisers and Nielsen for ratings and for cross-device targeting which means you'll see the same ad on your phone after TV exposure. The entire process is designed to be invisible and efficient, running without impacting TV performance noticeably. Why Is This Data Collected? Personalization: To suggest shows/movies based on what you've watched. Advertising: Measures ad views for pricing, retargets viewers across devices, and optimizes campaigns. Measurement: Provides device-specific viewership stats, replacing outdated panel-based surveys. TV Manufacturers Using Automatic Content Recognition (ACR) for Data Collection Manufacturer ACR Usage Details How to Disable (General Steps) Samsung Uses built-in ACR on Tizen OS smart TVs to track viewing behavior, including programs, ads, OTT apps, and gaming. Data supports ad retargeting and is used internally for recommendations. Go to Settings > General > System Manager > Samsung Account > Privacy > Viewing Information Services > Toggle off. (10-37 clicks; also opt out via Samsung account online.) LG Integrates ACR on webOS TVs to fingerprint video/audio for viewing history and ad targeting. Captures screenshots every 10 milliseconds in some models. Settings > All Settings > General > System > Additional Settings > Live Plus > Toggle off. (Buried in menus; check privacy controls.) Vizio Owns Inscape, which licenses ACR data from its SmartCast TVs. Historically sold data to third parties; now requires opt-in after 2017 FTC settlement. Settings > Privacy & Security > Smart Home > Viewing Data > Limit Ad Track > Toggle off. (Opt out during setup or later.) Sony Employs ACR on Google TV/Android TV models to collect viewing data for personalization and ads, often via third-party integrations like Samba TV. Settings > Privacy > Automatic Content Recognition > Toggle off. (Varies by model; check Google account privacy if linked.) Roku (powers TVs from TCL, Hisense, Philips, Sharp) "Smart TV Experience" feature uses ACR on Roku OS to track content across linear TV, streaming, and devices. Data shared for ads and measurement. Settings > Privacy > Advertising > Smart TV Experience > Toggle off. (11-24 clicks; not on Roku sticks, only TVs.)  

We're partying like it's 1995 as the Dynamic Duo head to the cinema doors and back to enjoy the 30th Anniversary showing of Pearce Brosnan's iconic first outing as Ian Fleming's famous British Super Spy, James Bond, 007!Serving up plenty of nostalgia and fond memories, is it as good as they remember - and does it still hold up today on the big screen and recliner chairs?#GITS

KPK kembali melakukan operasi tangkap tangan atau OTT. Kali ini, operasi senyap tersebut digelar di Provinsi Riau. Dalam operasi tersebut, Gubernur Riau Abdul Wahid turut diamankan bersama sembilan orang lainnya. Penangkapan ini menambah daftar panjang pejabat daerah yang terjerat kasus korupsi sepanjang tahun 2025.Mengapa kepala daerah yang diharapkan menjadi pelopor pemberantasan justru menjadi pelaku korupsi? Mengapa korupsi yang melibatkan kepala daerah masih saja terjadi?#GubernurRiau #KPK #AbdulWahid #Korupsi #Riau #HOTROOM #HotmanParisHutapea

How does a Bollywood director think about making blockbusters? From script to screen to box office success, discover the hidden economics of India's most glamorous industry. Ever wondered how a Bollywood film actually gets made and who makes money from it? In this revealing episode, acclaimed director Shashank Khaitan pulls back the curtain on the complex business machinery of Hindi cinema. From his journey as a small-town dreamer in Nashik who played tennis at the junior international level to becoming the creative force behind romantic comedies like Humpty Sharma Ki Dulhania and Badrinath Ki Dulhania, Shashank breaks down the entire filmmaking value chain. He shares candid insights on how producers, directors, actors, and studios split revenues, the evolving role of OTT platforms in film financing, and why building a rom-com requires balancing romance with comedy down to precise percentages. Beyond Bollywood, Shashank reveals his ambitious second act as co-founder of Global Sports Pickleball, where he's applying his storytelling expertise to build India's next major sporting ecosystem. He shared this fascinating journey in a candid conversation with host Akshay Datt, exploring how capital flows through India's entertainment industry, the rise of franchise leagues, and why karma matters more than luck in building sustainable success. Key Highlights:

Komisi Pemberantasan Korupsi (KPK) mengungkap modus jatah preman dalam operasi tangkap tangan (OTT) terhadap Gubernur Riau, Abdul Wahid. Dalam operasi tersebut, KPK menyita uang senilai 1,6 miliar rupiah yang diduga merupakan pemberian ketiga terkait pemerasan anggaran di Dinas PUPR Provinsi Riau. KPK juga telah menetapkan sejumlah tersangka, meskipun identitas mereka belum dibuka. Gubernur Riau sempat melarikan diri saat OTT namun berhasil ditangkap di sebuah kafe di Riau. Penyidik masih melakukan pemeriksaan terhadap sepuluh orang yang diamankan, dan pada Rabu besok KPK akan mengumumkan nama tersangka serta memaparkan rekonstruksi kasus.

The path to progressing as a leader isn't always linear. SUMMARY Col. (Ret.) Mike Ott shows how a childhood dream can evolve into a lifetime of impact—from commanding in uniform to leading innovation in healthcare and national defense. Hear more on Long Blue Leadership. Listen now!   SHARE THIS PODCAST LINKEDIN  |  FACEBOOK   MIKE'S LEADERSHIP TAKEAWAYS A leader worth his or her salt should be comfortable not being the smartest person in the room. Striving for a lack of hubris is essential in leadership. Setting a clear vision is a fundamental leadership skill. Moving people without authority is crucial for effective leadership. Resource management is key to achieving organizational goals. Acknowledging what you don't know is a strength in leadership. Effective leaders focus on guiding their teams rather than asserting dominance. Leadership is about influencing and inspiring others. A successful mission requires collaboration and shared vision. True leadership is about empowering others to succeed.   CHAPTERS 00:00: Early Inspiration 06:32: Academy Years 13:17: Military Career Transition 21:33: Financial Services Journey 31:29: MOBE and Healthcare Innovation 40:12: Defense Innovation Unit 48:42: Philanthropy and Community Impact 58:11: Personal Growth and Leadership Lessons   ABOUT MIKE OTT BIO Mike Ott is the Chief Executive Officer of MOBĒ, a U.S.-based company focused on whole-person health and care-management solutions. He became CEO in April 2022, taking the helm to lead the company through growth and operational excellence following a distinguished career in both the military and corporate sectors.  A graduate of the United States Air Force Academy, Mike served as a Colonel in the U.S. Air Force Reserves before shifting into financial services and healthcare leadership roles including private wealth management at U.S. Bank and executive positions with UnitedHealth Group/Optum. His leadership ethos emphasizes alignment, acceleration, and human potential, building cultures where teams can thrive and leveraging data-driven models to improve health outcomes.   CONNECT WITH MIKE LinkedIn MOBE CONNECT WITH THE LONG BLUE LEADERSHIP PODCAST NETWORK TEAM Send your feedback or nominate a guest: socialmedia@usafa.org Ted Robertson | Producer:  Ted.Robertson@USAFA.org    Ryan Hall | Director:  Ryan.Hall@USAFA.org  Bryan Grossman | Copy Editor:  Bryan.Grossman@USAFA.org Wyatt Hornsby | Executive Producer:  Wyatt.Hornsby@USAFA.org      ALL PAST LBL EPISODES  |  ALL LBLPN PRODUCTIONS AVAILABLE ON ALL MAJOR PODCAST PLATFORMS     OUR SPEAKERS Guest, Col. (Ret.) Mike Ott '85  |  Host, Lt. Col. (Ret.) Naviere Walkewicz '99   FULL TRANSCRIPT Naviere Walkewicz 0:00 A quick programming note before we begin this episode of Long Blue Leadership: This episode will be audio-only, so sit back and enjoy the listen. Welcome to Long Blue Leadership, the podcast where we share insights on leadership through the lives and experiences of Air Force Academy graduates. I'm Naviere Walkewicz, Class of '99. Today, on Long Blue Leadership, we welcome Col. (Ret.) Mike Ott, Class of 1985, a leader whose vision was sparked at just 9 years old during a family road trip past the Air Force Academy. That childhood dream carried him through a 24-year Air Force career, culminating in retirement as a colonel and into a life of leadership across business, innovation and philanthropy. Mike is the CEO of MOBE, a groundbreaking company that uses data analytics and a revolutionary pay-for-results model to improve health outcomes while reducing costs. He also serves as a senior adviser to the Defense Innovation Unit, supporting the secretary of defense in accelerating commercial innovation for national security. A member of the Forbes Councils, Mike shares his expertise with leaders around the world. A former Falcon Foundation trustee and longtime supporter of the Academy, Mike has given generously his time, talents and resources to strengthen the Long Blue Line. His story is one of innovation and service in uniform, in the marketplace and in his community. Mike, welcome to Long Blue Leadership. We're so glad to have you here.   Mike Ott 1:29 Naviere, thanks a ton. I'm glad to be here. Naviere Walkewicz 1:31 Yes, yes. Well, we're really excited. I mean, you're here for your 40th reunion.   Mike Ott 1:35 Yeah, it's crazy.   Naviere Walkewicz1:37 You came right in, and we're so pleased that you would join us here first for this podcast.   Mike Ott 1:39 Right on. Thanks for the time.   Naviere Walkewicz 1:41 Absolutely. Well, let's jump right in, because not many people can say at 9 years old they know what they want to do when they grew up, but you did. Mike Ott 1:48 Yeah. I guess some people can say it; might not be true, but for me, it's true, good or bad. And goodness gracious, right? Here for my 40th reunion, do the math team, and as a 9-year-old, that was 1972, And a lot was going on in the world in 1972 whether it was political unrest, Vietnam and all of that, and the Academy was in the thick of it. And so we had gone — It was our first significant family vacation. My father was a Chicago policeman. We drove in the 1968 Buick LaSabre, almost straight through. Stopped, stayed at a Holiday Inn, destination Colorado, simply, just because nobody had ever seen the mountains before. That was why. And we my parents, mom, mom and dad took myself. I have two younger sisters, Pikes Peak, Academy, Garden of the Gods, Royal Gorge. And I remember noon meal formation, and the bell going off. Guys at the time — we hadn't had women as cadets at that point in time — running out in their flight suits as I recall lining up ready to go. And for me, it was the energy, right, the sense of, “Wow, this is something important.” I didn't know exactly how important it was, but I knew it was important, and I could envision even at that age, there was they were doing good, Naviere Walkewicz 3:21 Wow. Nine years old, your family went on vacation, and it just struck you as this is important and something that I want to do. So what did that conversation look like after that experience that you had as a 9-year-old and kind of manifest this in yourself? How did that go with your parents? Mike Ott 3:36 Well, I didn't say too much about it, as I was in grammar school, but as high school hit, you know, I let my folks know what my plans were, and I had mom and dad — my mother's still alive, my father passed about a year ago. Very, very good, hard-working, ethical people, but hadn't gone to college, and we had been told, “Look, you know, you need to get an education.” They couldn't. I wish they had. They were both very, very, very bright, and so I knew college was a plan. I also knew there wasn't a lot of money to pay for it. So I'm certain that that helped bake in a few things. But as I got into high school, I set my sights. I went to public high school in Chicago, and I remember freshman year walking into my counselor's office, and said, “I want to go to the Air Force Academy,” and he kind of laughed.   Naviere Walkewicz 3:21 Really?   Mike Ott 3:22 Well, we had 700 kids in my class, and maybe 40% went on to college, right? And the bulk of them went to community college or a state school. I can count on one hand the number of folks that went to an academy or an Ivy League school or something of that. So it was it was around exposure. It had nothing to do with intelligence. It was exposure and just what these communities were accustomed to. A lot of folks went into the trades and pieces like that. So my counselor's reaction wasn't one of shock or surprise insofar as that's impossible. It was, “We haven't had a lot of people make that commitment this early on, and I'm glad to help.”   Naviere Walkewicz 5:18 Oh, I love that.   Mike Ott 5:19 Which is wonderful, and what I had known at the time, Mr. Needham...   Naviere Walkewicz 5:23 You Remember his name?   Mike Ott 5:24 Yeah, he was in the Navy Reserves. He was an officer, so he got the joke. He got the joke and helped me work through what classes to take, how to push myself. I didn't need too much guidance there. I determined, “Well, I've got to distinguish myself.” And I like to lean in. I like a headwind, and I don't mind a little bit of an uphill battle, because once you get up there, you feel great. I owe an awful lot to him. And, not the superintendent, but the principal of our school was a gentleman named Sam Ozaki, and Sam was Japanese American interned during World War II as a young man, got to of service age and volunteered and became a lieutenant in the Army and served in World War II in Europe, right, not in Asia. So he saw something in me. He too became an advocate. He too became someone that sought to endorse, support or otherwise guide me. Once I made that claim that I was going to go to the Academy. Naviere Walkewicz 6:30 Wow. So you mentioned something that really stuck with me. You said, you know, you didn't mind kind of putting yourself out there and doing the hard things, because you knew when you got to the top it was going to feel really great. Was that something you saw from your father? Was that something, there are key leaders in your life that emulated that? Or is that just something that you always had in yourself? Mike Ott 6:51 I would say there's certainly an environmental element to it — how I was raised, what I was exposed to, and then juxtaposition as to what I observed with other family members or other parts of the community where things didn't work out very well, right? And, you know, I put two and two together. y father demonstrated, throughout his entire career what it means to have a great work ethic. As did mom and, you know, big, tough Chicago cop for 37 years. But the other thing that I learned was kindness, and you wouldn't expect to learn that from the big, tough Chicago cop, but I think it was environment, observing what didn't occur very often and how hard work, if I apply myself, can create outcomes that are going to be more fulfilling for me. Naviere Walkewicz 7:48 Wow, you talked about kindness. How did you see kindness show up in your journey as a cadet at the Air Force Academy? Or did you? Mike Ott 7:58 Yeah, gosh, so I remember, started in June of 1981, OK, and still connected with many of the guys and women that with whom I went to basic training and all that. The first moment of kindness that I experienced that it was a mutual expression, but one where I recognized, “Wow, every one of us is new here. None of us has a real clue.” We might have some idea because we had somebody had a sibling or a mother that was in the military or father that went to the academy at the time, but none of us really knew, right? We were knuckleheads, right? Eighteen years old. Maybe there were a couple of prior-enlisted folks. I don't recall much of that, but I having gone to a public high school in Chicago, where we had a variety of different ethnicities. I learned how to just understand people for who they are, meet them for who they are, and respect every individual. That's how I was raised, and that's how I exhibited myself, I sought to conduct myself in high school. So I get to the Academy, and you're assigned, you know, the first couple three nights, the first few weeks before you go to Jacks Valley, you're assigned. It was all a alphabetical, and my roommate was an African American fellow named Kevin Nixon. All right, my God, Kevin Nixon, and this guy, he was built. I mean, he was rock solid, right? And he had that 1000-yard stare, right? Very intimidating. And I'm this, like, 6-foot-tall, 148-pound runner, like, holy dork, right? And I'm assigned — we're roommates, and he just had a very stoicism, or a stoic nature about him. And I remember, it was our second night at the Academy, maybe first night, I don't quite recall, and we're in bed, and it's an hour after lights out, and I hear him crying, and like, well, what do you do? Like, we're in this together. It was that moment, like we're both alone, but we're not right. He needs to know that he's not alone. So I walked around and went over his bed, and I said, “Hey, man, I miss my mom and dad too. Let's talk. And we both cried, right? And I'll tell you what, he and I were pals forever. It was really quite beautiful. And what didn't happen is he accepted my outreach, right? And he came from a very difficult environment, one where I'm certain there was far more racial strife than I had experienced in Chicago. He came from Norfolk, Virginia, and he came from — his father worked in the shipyards and really, really tough, tough, tough background. He deserved to be the Academy. He was a great guy, very bright, and so we became friends, and I tried to be kind. He accepted that kindness and reciprocated in ways where he created a pretty beautiful friendship. Naviere Walkewicz 7:48 Oh, my goodness. Thank you for sharing that story. And you got me in the feels a little bit, because I remember those nights, even you know me having family members that went through the Academy. There's just something about when you're in it yourself, and in that moment, it's raw.   Mike Ott 11:13 Raw is a good word. Naviere Walkewicz 11:15 Oh, thank you for that. So you're at the Academy and you end up doing 24 years. I don't mean to, like, mash all that into one sentence, but let's talk… Mike Ott 11:22 I didn't do very much. It was the same year repeated 24 times over. Like, not a very good learner, right? Not a very good learner. Naviere Walkewicz 11:30 Yeah, I was gonna ask, you know, in that journey, because, had you planned to do a career in the Air Force? Mike Ott 11:36 Well, I didn't know, right? I went in, eyes wide open, and my cumulative time in the Air Force is over 24 but it was only it was just shy of seven active duty, and then 22, 23, in the Reserves, right? I hadn't thought about the Reserves, but I had concluded, probably at the, oh, maybe three-year mark that I wanted to do other things. It had nothing to do with disdain, a sense of frustration or any indignation, having gone to the Academy, which I'm very, very proud of, and it meant an awful lot to who I am. But it was, “Wait, this is, this is my shot, and I'm going to go try other things.” I love ambiguity, I'm very curious. Have a growth mindset and have a perhaps paradoxical mix of being self-assured, but perhaps early on, a bit too, a bit too, what's the word I was thinking of? I wrote this down — a bit too measured, OK, in other words, risk taking. And there were a few instances where I realized, “Hey, man, dude, take some risk. What's the downside? And if it isn't you, who else?” So it was that mindset that helped me muscle through and determine that, coupled with the fact that the Air Force paid for me to go to graduate school, they had programs in Boston, and so I got an MBA, and I did that at night. I had a great commander who let me take classes during the day when I wasn't traveling. It was wonderful. It was there that I was exposed to elements of business and in financial services, which ultimately drew me into financial services when I separated from active duty. Naviere Walkewicz 13:17 Well, I love that, because first you talked about a commander that saw, “How can I help you be your best version of yourself?” And I think the other piece of financial service, because I had to dabble in that as well — the second word is service. And so you've never stopped serving in all the things that you've done. So you took that leap, that risk. Is that something that you felt developed while you're at the Academy, or it's just part of your ethos. Mike Ott 13:41 It developed. It matured. I learned how to apply it more meaningfully at the Academy after a couple, three moments, where I realized that I can talk a little bit about mentoring and then I can come back to that, but mentoring — I don't know, I don't recall having heard that term as a mechanism for helping someone develop. I'm sure we used it when I was a cadet at the Academy and out of the Academy, and having been gone through different programs and banking and different graduate programs, the term comes up an awful lot. You realize, wow, there's something there helping the next generation, but also the reciprocity of learning from that generation yourself. I didn't really understand the whole mentoring concept coming out of Chicago and getting here, and just thought things were very hierarchical, very, very command structure, and it was hit the standards or else. And that that's not a bad mindset, right? But it took me a little while to figure out that there's a goodness factor that comes with the values that we have at the Academy, and it's imbued in each one of you know, service excellence, all of those pieces. But for the most part, fellow cadets and airmen and women want to help others. I mean, it's in service. It's in our DNA. Man that blew right past me. I had no idea, and I remember at one point I was entering sophomore year, and I was asked to be a glider instructor. I'd done the soaring and jumping program over the summer, and like, “Hey, you know you're not too bad at glider. You want to be an instructor?” At the time, that was pretty big deal, yeah, glider instructors. Like, “Yeah, no, I'm not going to do that, you know? I've got to study. Like, look at my GPA.” That didn't really matter. “And I'm going to go up to Boulder and go chase women.” Like, I was going to meet women, right? So, like, but I didn't understand that, that that mechanism, that mentoring mechanism, isn't always bestowed upon a moment or a coupling of individuals. There are just good people out there that see goodness in others that want to help them through that. I had no clue, but that was a turning point for me.   Naviere Walkewicz 15:56 Because you said no.   Mike Ott 15:58 I said no, right? And it was like what, you know, a couple months later, I remember talking with somebody like, “Yep, swing and a miss,” right? But after that, it changed how I was going to apply this self-assuredness, not bravado, but willingness to try new things, but with a willingness to be less measured. Why not? Trust the system. Trust the environment that you're in, the environment that we're in, you were in, I was in, that we're representing right now, it is a trusted environment. I didn't know that. And there were a lot of environments when I was being raised, they weren't trusted environments. And so you have a sort of mental callous mindset in many ways, and that that vigilance, that sense of sentinel is a good protection piece, but it prevents, it prevents... It doesn't allow for the membrane to be permeated, right? And so that trust piece is a big deal. I broke through after that, and I figured it out, and it helped me, and it helped me connect a sense of self-assuredness to perhaps being less measured, more willing to take ambiguity. You can be self-assured but not have complete belief in yourself, OK? And it helped me believe in myself more. I still wish I'd have been glider instructor. What a knucklehead. My roommate wound up becoming one. Like, “You, son of a rat, you.”   Naviere Walkewicz 17:29 So tell me, when did the next opportunity come up where you said yes, and what did that look like in your journey? Mike Ott 17:36 I was a lieutenant. I was a lieutenant, and I was looking for a new role. I was stationed at Hanscom Field, and I was working at one program office, and I bumped — I was the athletic officer for the base with some other folks, and one of the colonels was running a different program, and he had gotten to know me and understand how I operated, what I did, and he said, “Hey, Ott, I want you to come over to my program.” And I didn't know what the program was, but I trusted him, and I did it blindly. I remember his name, Col. Holy Cross. And really good guy. And yeah, I got the tap on the shoulder. Didn't blink. Didn't blink. So that was just finishing up second lieutenant. Naviere Walkewicz 18:26 What a lesson. I mean, something that stuck with you as a cadet, and not that it manifested in regret, but you realized that you missed that opportunity to grow and experience and so when it came around again, what a different… So would you say that as you progress, then you know, because at this point you're a lieutenant, you know, you took on this new role, what did you learn about yourself? And then how did that translate to the decision to move from active duty to the Reserve and into… Mike Ott 18:56 You'll note what I didn't do when I left active duty was stay in the defense, acquisition, defense engineering space. I made a hard left turn…   Naviere Walkewicz 19:13 Intentionally.   Mike Ott 19:14 Intentionally. And went into financial services. And that is a hard left turn away from whether it's military DOD, military industrial complex, working for one of the primes, or something like that. And my mindset was, “If I'm not the guy in the military making the decision, setting strategy and policy…” Like I was an O-3. Like, what kind of policy am I setting? Right? But my point was, if I'm not going to, if I may, if I decided to not stay in the military, I wasn't going to do anything that was related to the military, right, like, “Let's go to green pastures. Set myself apart. Find ways to compete…” Not against other people. I don't think I need to beat the hell out of somebody. I just need to make myself better every day. And that's the competition that I just love, and I love it  it's greenfield unknown. And why not apply my skills in an area where they haven't been applied and I can learn? So as an active-duty person — to come back and answer your question — I had worked some great bosses, great bosses, and they would have career counseling discussions with me, and I was asked twice to go to SOS in-residence. I turned it down, you know, as I knew. And then the third time my boss came to me. He's like, “OK, what are you doing? Idiot. Like, what are you doing?” That was at Year 5. And I just said, “Hey, sir, I think I'm going to do something different.” Naviere Walkewicz 20:47 Didn't want to take the slot from somebody else.   Mike Ott 20:49 That's right. Right. And so then it was five months, six months later, where I put in my papers. I had to do a little more time because of the grad school thing, which is great. And his commander, this was a two-star that I knew as well, interviewed me and like, one final, like, “What are you doing?” He's like, “You could have gone so far in the Air Force.” And I looked at the general — he was a super-good dude. I said, “What makes you think I'm not going to do well outside of the Air Force?” And he smiled. He's like, “Go get it.” So we stayed in touch. Great guy. So it had nothing to do with lack of fulfillment or lack of satisfaction. It had more to do with newness, curiosity, a challenge in a different vein. Naviere Walkewicz 21:30 So let's walk into that vein. You entered into this green pasture. What was that experience like? Because you've just been in something so structured. And I mean, would you say it was just structured in a different way? Mike Ott 21:48 No, not structured. The industry… So, I separated, tried an engineering job for about eight months. Hated it. I was, I was development engineer at Ford Motor Company, great firm. Love the organization, bored stiff, right? Just not what I wanted to do, and that's where I just quit. Moved back to Chicago, where I'm from, and started networking and found a role with an investment bank, ABN AMRO, which is a large Dutch investment bank that had begun to establish itself in the United States. So their headquarters in Chicago and I talked fast enough where somebody took a bet on me and was brought into the investment banking arm where I was on the capital markets team and institutional equities. So think of capital markets, and think of taking companies public and distributing those shares to large institutions, pensions funds, mutual funds, family offices.   Naviere Walkewicz 22:48 So a lot of learning and excitement for you.   Mike Ott 22:51 Super fun. And so the industry is very structured. How capital is established, capital flows, very regulated. We've got the SEC, we've got the FDIC, a lot of complex regulations and compliance matters. That's very, very, very structured. But there was a free-wheelingness in the marketplace. And if you've seen Wolf of Wall Street and things like that, some of that stuff happened. Crazy! And I realized that with my attitude, sense of placing trust in people before I really knew them, figuring that, “OK, what's the downside? I get nipped in the fan once, once or twice. But if I can thrust trust on somebody and create a relationship where they're surprised that I've trusted them, it's probably going to build something reciprocal. So learn how to do that.” And as a young fellow on the desk, wound up being given more responsibility because I was able to apply some of the basic tenets of leadership that you learned and I learned at the Academy. And face it, many of the men and women that work on Wall Street or financial services simply haven't gone to the Academy. It's just, it's the nature of numbers — and don't have that experience. They have other experiences. They have great leadership experiences, but they don't have this. And you and I may take it for granted because we were just four years of just living through it. It oozed in every moment, every breath, every interaction, every dialog, it was there.But we didn't know it was being poured in, sprinkled across as being showered. We were being showered in it. But I learned how to apply that in the relationships that I built, knowing that the relationships that I built and the reputation that I built would be lasting and impactful and would be appropriate investments for the future endeavors, because there's always a future, right? So it wasn't… again, lot of compliance, lot of regulations, but just the personalities. You know, I did it for the challenge, right? I did it because I was curious. I did it because I wanted to see if I could succeed at it. There were other folks that did it simply because it was for the money. And many, some of them made it. They might have sold their soul to get there. Some didn't make it. Maybe it wasn't the right pursuit for them in the first place. And if I go back to mentoring, which we talked about a little bit, and I help young men and women, cadets or maybe even recent grads, my guidance to them is, don't chase the money, chase the environment, right? And chase the environment that allows you to find your flow and contribute to that environment. The money will come. But I saw it — I've seen it with grads. I've seen it with many of the folks that didn't make it in these roles in financial services, because I thought, “Hey, this is where the money is.” It might be. But you have to go back to the basis of all this. How are you complected? What are your values? Do they align with the environment that you're in? And can you flow in a way where your strengths are going to allow success to happen and not sell your soul? Naviere Walkewicz 26:26 Yeah, you said two things that really stood out to me in that —the first one was, you know, trusting, just starting from a place of trust and respect, because the opportunity to build a relationship faster, and also there's that potential for future something. And then the second thing is the environment and making sure it aligns with your values. Is that how you got to MOBE? Mike Ott 26:50 Yeah, I would say how I got to MOBE, that certainly was a factor. Good question.   Naviere Walkewicz 26:57 The environment, I feel, is very much aligned Mike Ott 27:00 Very much so and then… But there's an element of reputation and relationship that allowed me to get there. So now I'm lucky to be a part of this firm. We're 250 people. We will do $50 million of revenue. We're growing nicely. I've been in health care for four years. Now, we are we're more than just healthcare. I mean, it's deep data. We can get into some of that later, but I had this financial services background. I was drawn to MOBE, but I had established a set of relationships with people at different investment banks, with other families that had successfully built businesses and just had relationships. And I was asked to come on to the board because MOBE, at the time, great capabilities, but struggled with leadership during COVID. Lot of companies did. It's not an indictment as to the prior CEO, but he and the team struggled to get through COVID. So initially I was approached to come on to the board, and that was through the founders of the firm who had known me for 20 years and knew my reputation, because I'd done different things at the investment bank, I'd run businesses at US Bank, which is a large commercial bank within the country, and they needed someone that… They cared very little about health care experience, which is good for me, and it was more around a sense of leadership. They knew my values. They trusted me. So initially I was asked to come onto the board, and that evolved into, “No, let's just do a whole reset and bring you on as the CEO.” Well, let's go back to like, what makes me tick. I love ambiguity. I love a challenge. And this has been a bit of a turnaround in that great capabilities, but lost its way in COVID, because leadership lost its way. So there's a lot of resetting that needed to occur. Corpus of the firm, great technology, great capabilities, but business model adaptation, go to market mechanisms and, frankly, environment. Environment. But I was drawn to the environment because of the people that had founded the organization. The firm was incubated within a large pharmaceutical firm. This firm called Upsher-Smith, was a Minnesota firm, the largest private and generic pharmaceutical company in the country, and sold for an awful lot of money, had been built by this family, sold in 2017 and the assets that are MOBE, mostly data, claims, analysis capabilities stayed separate, and so they incubated that, had a little bit of a data sandbox, and then it matriculated to, “Hey, we've got a real business here.” But that family has a reputation, and the individuals that founded it, and then ultimately found MOBE have a reputation. So I was very comfortable with the ambiguity of maybe not knowing health care as much as the next guy or gal, but the environment I was going into was one where I knew this family and these investors lived to high ethical standards, and there's many stories as to how I know that, but I knew that, and that gave me a ton of comfort. And then it was, “We trust you make it happen. So I got lucky. Naviere Walkewicz 30:33 Well, you're, I think, just the way that you're wired and the fact that you come from a place of trust, obviously, you know, OK, I don't have the, you know, like the medical background, but there are a lot of experts here that I'm going to trust to bring that expertise to me. And I'm going to help create an environment that they can really thrive in. Mike Ott 30:47 I'm certain many of our fellow alum have been in this experience, had these experiences where a leader worth his or her salt should be comfortable not being the smartest gal or guy in the room. In fact, you should strive for that to be the case and have a sense of lack of hubris and proudly acknowledge what you don't know. But what I do know is how to set vision. What I do know is how to move people without authority. What I do know is how to resource. And that's what you do if you want to move a mission, whether it's in the military, small firm like us that's getting bigger, or, you know, a big organization. You can't know it all. Naviere Walkewicz 31:30 So something you just mentioned that I think a lot of our listeners would really like, would love a little bit to peel us back a little bit. You said, “I know how to set a vision. I know how to…” I think it was move…   Mike Ott 31:45 Move people without authority and prioritize.   Naviere Walkewicz 31:47 But can we talk a little bit about that? Because I think that is really a challenge that some of our you know younger leaders, or those early in their leadership roles struggle with. Maybe, can you talk a little bit about that? Mike Ott 32:01 For sure, I had some — again, I tried to do my best to apply all the moments I had at the Academy and the long list of just like, “What were you thinking?” But the kindness piece comes through and… Think as a civilian outside looking in. They look at the military. It's very, very, very structured, OK, but the best leaders the men and women for whom you and I have served underneath or supported, never once barked an order, OK? They expressed intent, right? And you and I and all the other men and women in uniform, if we were paying attention, right, sought to execute the mission and satisfaction of that intent and make our bosses' bosses' jobs easier. That's really simple. And many outsiders looking in, we get back to just leadership that are civilians. They think, “Oh my gosh, these men and women that are in the military, they just can't assimilate. They can't make it in the civilian world.” And they think, because we come from this very, very hierarchical organization, yes, it is very hierarchical — that's a command structure that's necessary for mission execution — but the human part, right? I think military men and women leaders are among the best leaders, because guess what? We're motivating men and women — maybe they get a pat on the back. You didn't get a ribbon, right? Nobody's getting a year-end bonus, nobody's getting a spot bonus, nobody's getting equity in the Air Force, and it's gonna go public, right? It's just not that. So the best men and women that I for whom I've worked with have been those that have been able to get me to buy in and move and step up, and want to demonstrate my skills in coordination with others, cross functionally in the organization to get stuff done. And I think if there's anything we can remind emerging graduates, you know, out of the Academy, is: Don't rely on rank ever. Don't rely on rank. I had a moment: I was a dorky second lieutenant engineer, and we were launching a new system. It was a joint system for Marines, Navy and Air Force, and I had to go from Boston to Langley quite often because it was a TAC-related system, Tactical Air Force-related system. And the I was the program manager, multi-million dollar program for an interesting radio concept. And we were putting it into F-15s, so in some ground-based situations. And there was this E-8, crusty E-8, smoked, Vietnam, all these things, and he was a comms dude, and one of the systems was glitching. It just wasn't working, right? And we were getting ready to take this thing over somewhere overseas. And he pulls alongside me, and it's rather insubordinate, but it was a test, right? He's looking at me, Academy guy, you know, second lieutenant. He was a master sergeant, and he's like, “Well, son, what are we going to do now?” In other words, like, “We're in a pickle. What are we going to do now?” But calling me son. Yeah, it's not appropriate, right? If I'd have been hierarchical and I'd relied on rank, I probably would have been justified to let him have it. Like, that's playing short ball, right? I just thought for a second, and I just put my arm around him. I said, “Gee, Dad, I was hoping you're gonna help me.” And mother rat, we figured it out, and after that, he was eating out of my hand. So it was a test, right? Don't be afraid to be tested but don't take the bait. Naviere Walkewicz 35:46 So many good just lessons in each of these examples. Can you share a time at MOBE when you've seen someone that has been on your team that has demonstrated that because of the environment you've created? Mike Ott 35:57 For sure. So I've been running the firm now for about three and a half years. Again, have adapted and enhanced our capabilities, changed the business model a bit, yet functioning in our approach to the marketplace remains the same. We help people get better, and we get paid based on the less spend they have in the system. Part of some of our principles at MOBE are pretty simple, like, eat, sleep, move, smile, all right. And then be thoughtful with your medication. We think that medicine is an aid, not a cure. Your body's self-healing and your mind controls your body.   Naviere Walkewicz 36:32 Eat, sleep, move, smile. Love that.   Mike Ott 36:35 So what's happening with MOBE, and what I've seen is the same is true with how I've altered our leadership team. I've got some amazing leaders — very, very, very accomplished. But there are some new leaders because others just didn't fit in. There wasn't the sense of communal trust that I expected. There was too much, know-it-all'ing going on, right? And I just won't have that. So the easiest way to diffuse that isn't about changing head count, but it's around exhibiting vulnerability in front of all these folks and saying, “Look, I don't know that, but my lead pharmacist here, my lead clinician here, helped me get through those things.” But I do have one leader right, who is our head of vice president of HR, a woman who grew up on a farm in southern Minnesota, who has come to myself and our president and shared that she feels liberated at MOBE because, though this firm is larger than one that she served as a director of HR, previously, she's never had to look — check her six, look right, look left and seek alignment to ensure she's harmonizing with people. Naviere Walkewicz 37:49 Can you imagine being in an environment like that? Mike Ott 38:51 It's terrible, it's toxic, and it's wrong. Leaders, within the organization, I think you're judged more by what you don't do and the actions that you don't take. You can establish trust, and you will fortify that trust when you share with the team as best you can, so long as it's nothing inappropriate, where you made a mistake, where we went wrong. What did we learn from that? Where are we going to pivot? How we're going to apply that learning to make it better, as opposed to finding blame, pointing the finger or not even acknowledging? That happens all the time, and that toxicity erodes. And regretfully, my VP of HR in prior roles experienced that, and I don't have time. Good teams shouldn't have time to rehearse the basic values of the firm. We don't have time the speed of business is like this [snaps]. So if I can build the team of men and women that trust one another, can stay in their lanes, but also recognize that they're responsible for helping run the business, and look over at the other lanes and help their fellow leaders make adjustments without the indictful comment or without sort of belittling or shaming. That's what good teams, do. You, and I did that in the Air Force, but it is not as common as you would think. Naviere Walkewicz 39:11 20 we've been talking about MOBE, and you know, the environment you're creating there, and just the way that you're working through innovation. Let's talk a little bit how you're involved with DIU, the Defense Innovation Unit. Mike Ott 39:21 Again, it's reputation in relationships. And it was probably 2010, I get a call from a fellow grad, '87 grad who was living in the Beltway, still in uniform. He was an O-5 I was an O-5. Just doing the Academy liaison work, helping good young men and women that wanted to go to the Academy get in. And that was super satisfying, thought that would be the end of my Reserve career and super fun. And this is right when the first Obama administration came in, and one of his edicts and his admin edicts was, we've got to find ways to embrace industry more, right? We can't rely on the primes, just the primes. So those were just some seeds, and along with a couple other grads, created what is now called Joint Reserve Directorate, which was spawned DIUX, which was DIU Experimental, is spawned from. So I was the owner for JRD, and DIUX as a reserve officer. And that's how we all made colonel is we were working for the chief technology officer of the Defense Department, the Hon. Zach Lemnios, wonderful fellow. Civilian, didn't have much military experience, but boy, the guy knew tech — semiconductors and areas like that. But this was the beginning of the United States recognizing that our R&D output, OK, in the aggregate, as a fund, as a percentage of GDP, whether it's coming out of the commercial marketplace or the military DoD complex, needs to be harnessed against the big fight that we have with China. We can see, you know, we've known about that for 30 years. So this is back 14 years ago. And the idea was, let's bring in men and women — there was a woman in our group too that started this area — and was like, “How do we create essential boundary span, boundary spanners, or dual-literacy people that are experiences in capital markets, finance, how capital is accumulated, innovation occurs, but then also how that applies into supporting the warfighter. So we were given a sandbox. We were given a blank slate.   Naviere Walkewicz 41:37 It's your happy place.   Mike Ott 41:38 Oh, super awesome. And began to build out relationships at Silicon Valley with commercial entities, and developed some concepts that are now being deployed with DIU and many other people came in and brought them all to life. But I was lucky enough after I retired from the Reserves as a colonel to be asked to come back as an adviser, because of that background and that experience, the genesis of the organization. So today I'm an unpaid SGE — special government employee — to help DIU look across a variety of different domains. And so I'm sure many of our listeners know it's key areas that we've got to harness the commercial marketplace. We know that if you go back into the '70s, ‘60s and ‘70s, and creation of the internet, GPS, precision munitions and all of that, the R&D dollars spent in the aggregate for the country, 95% came out of DOD is completely flip flopped today. Completely flipped. We happen to live in an open, free society. We hope to have capital markets and access a lot of that technology isn't burdened like it might be in China. And so that's the good and bad of this open society that we have. We've got to find ways. So we, the team does a lot of great work, and I just help them think about capital markets, money flows, threat finance. How you use financial markets to interdict, listen, see signals, but then also different technologies across cyberspace, autonomy, AI. Goodness gracious, I'm sure there's a few others. There's just so much. So I'm just an interloper that helps them think about that, and it's super fun that they think that I can be helpful. Naviere Walkewicz 43:29 Well, I think I was curious on how, because you love the ambiguity, and that's just something that fills your bucket — so while you're leading MOBE and you're creating something very stable, it sounds like DIU and being that kind of special employee, government employee, helps you to fill that need for your ambiguous side.   Mike Ott 43:48 You're right. You're right.   Naviere Walkewicz 43:49 Yeah, I thought that's really fascinating. Well, I think it's wonderful that you get to create that and you just said, the speed of business is this [snaps]. How do you find time in your life to balance what you also put your values around — your health — when you have such an important job and taking care of so many people? Mike Ott 44:06 I think we're all pretty disciplined at the Academy, right? I remain that way, and I'm very, very — I'm spring loaded to ‘no,' right? “Hey, do you want to go do this?” Yeah, I want to try do, I want to do a lot of things, but I'm spring loaded. So like, “Hey, you want to go out and stay, stay up late and have a drink?” “No,” right? “Do you want to do those things?” So I'm very, very regimented in that I get eight hours of sleep, right? And even somebody, even as a cadet, one of the nicknames my buddies gave me was Rip Van Ott, right? Because I'm like, “This is it.” I was a civil engineer. One of my roommates was an astro guy, and I think he pulled an all-nighter once a week.   Naviere Walkewicz 45:46 Oh, my goodness, yeah.   Mike Ott 45:50 Like, “Dude, what are you doing?” And it wasn't like he was straight As. I was clearly not straight As, but I'm like, “What are you doing? That's not helpful. Do the work ahead of time.” I think I maybe pulled three or four all-nighters my entire four years. Now, it's reflected in my GPA. I get that, but I finished the engineering degree. But sleep matters, right? And some things are just nonnegotiable, and that is, you know, exercise, sleep and be kind to yourself, right? Don't compare. If you're going to compare, compare yourself to yesterday, but don't look at somebody who is an F-15 pilot, and you're not. Like, I'm not. My roommate, my best man at my wedding, F-15 pilot, Test Pilot School, all these things, amazing, amazing, awesome, and super, really, really, happy and proud for him, but that's his mojo; that's his flow, right? If you're gonna do any comparison, compare yourself to the man or woman you were yesterday and “Am I better?”. Naviere Walkewicz 44:48 The power of “no” and having those nonnegotiables is really important. Mike Ott 45:53 Yeah, no, I'm not doing that. Naviere Walkewicz 45:56 I think sometimes we're wired for a “we can take on… we can take it on, we can take it on, we can take it on. We got this.” Mike Ott 46:03 For sure. Oh, my goodness. And I have that discussion with people on my team from time to time as well, and it's most often as it relates to an individual on the team that's struggling in his or her role, or whether it's by you know, if it's by omission and they're in the wrong role, that's one thing. If it's by commission, well, be a leader and execute and get that person out of there, right? That's wrong, but from time to time, it's by omission, and somebody is just not well placed. And I've seen managers, I can repatriate this person. I can get him or her there, and you have to stop for a second and tell that leader, “Yeah, I know you can. I'm certain that the only thing you were responsible for was to help that person fulfill the roles of the job that they're assigned. You could do it.” But guess what? You've got 90% of your team that needs care, nurturing and feeding. They're delivering in their function, neglect, there destroys careers, and it's going to destroy the business. So don't, don't get caught up in that. Yeah. Pack it on. Pack it on. Pack it on. You're right. When someone's in the crosshairs, I want to be in the crosshairs with you, Naviere, and Ted, and all the people that you and I affiliate with, but on the day-to-day, sustained basis, right to live, you know, to execute and be fulfilled, both in the mission, the work and stay fit, to fight and do it again. You can't. You can't. And a lot of a little bit of no goes a long way. Naviere Walkewicz 47:40 That is really good to hear. I think that's something that a lot of leaders really don't share. And I think that's really wonderful that you did. I'd like to take a little time and pivot into another area that you're heavily involved, philanthropy side. You know, you've been with the Falcon Foundation. Where did you find that intent inside of you? I mean, you always said the Academy's been part of you, but you found your way back in that space in other ways. Let's talk about that. Mike Ott 48:05 Sure. Thank you. I don't know. I felt that service is a part of me, right? And it is for all of us, whether you stay in the military or not. Part of my financial services jobs have been in wealth management. I was lucky enough to run that business for US Bank in one of my capacities, and here I am now in health care, health care of service. That aligns with wanting things to be better across any other angle. And the philanthropic, philanthropic side of things — I probably couldn't say that word when I was a cadet, but then, you know, I got out and we did different volunteer efforts. We were at Hanscom Field raising money for different organizations, and stayed with it, and always found ways to have fun with it. But recognized I couldn't… It was inefficient if I was going to be philanthropic around something that I didn't have a personal interest in. And as a senior executive at US Bank, we were all… It was tacit to the role you had roles in local foundations or community efforts. And I remember sitting down with my boss, the CFO of the bank, and then the CEO, and they'd asked me to go on to a board, and it had to do with a museum that I had no interest in, right? And I had a good enough relationship with these, with these guys, to say, “Look, I'm a good dude. I'm going to be helpful in supporting the bank. And if this is a have to, all right, I'll do it, but you got the wrong guy. Like, you want me to represent the bank passionately, you know, philanthropically, let me do this. And they're like, “OK, great.” So we pivoted, and I did other things. And the philanthropic piece of things is it's doing good. It's of service for people, entities, organizations, communities or moments that can use it. And I it's just very, very satisfying to me. So my wife and I are pretty involved that way, whether it's locally, with different organizations, lot of military support. The Academy, we're very fond of. It just kind of became a staple. Naviere Walkewicz 50:35 Did you find yourself also gravitating toward making better your community where you grew up? Mike Ott 50:41 Yeah, yeah, yeah. One of my dear friends that grew up in the same neighborhood, he wound up going to the Naval Academy, and so we're we've been friends for 50 years. Seventh grade.   Naviere Walkewicz 50:53 Same counselor? Mike Ott50:54 Yeah, no. Different counselor, different high school. His parents had a little bit of money, and they, he wound up going to a Catholic school nearby. But great guy, and so he and I, he runs a business that serves the VA in Chicago, and I'm on the board, and we do an awful lot of work. And one of the schools we support is a school on the south side, largely African American students and helping them with different STEM projects. It's not going to hit above the fold of a newspaper, but I could give a rat, doesn't matter to me, seeing a difference, seeing these young men and women. One of them, one of these boys, it's eye watering, but he just found out that he was picked for, he's applying to the Naval Academy, and he just found out that he got a nomination.   Naviere Walkewicz 51:44 Oh my goodness, I just got chills.   Mike Ott 51:46 And so, yeah, yeah, right, right. But it's wonderful. And his parents had no idea anything like that even existed. So that's one that it's not terribly formal, but boy, it looks great when you see the smile on that kid and the impact on that individual, but then the impact it leaves on the community, because it's clear opportunity for people to aspire because they know this young man or this young woman, “I can do that too.” Naviere Walkewicz 52:22 Wow. So he got his nomination, and so he would start technically making class of 2030?   Mike Ott 52:27 That's right. Naviere Walkewicz 52:28 Oh, how exciting. OK Well, that's a wonderful…   Mike Ott 52:27 I hope, I hope, yeah, he's a great kid. Naviere Walkewicz 52:33 Oh, that is wonderful. So you talk about, you know that spirit of giving — how have you seen, I guess, in your journey, because it hasn't been linear. We talked about how you know progression is not linear. How have you grown throughout these different experiences? Because you kind of go into a very ambiguous area, and you bring yourself, and you grow in it and you make it better. But how have you grown? What does that look like for you? Mike Ott 53:02 After having done it several times, right, i.e. entering the fray of an ambiguous environment business situation, I developed a better system and understanding of what do I really need to do out of the gates? And I've grown that way and learn to not be too decisive too soon. Decisiveness is a great gift. It's really, really it's important. It lacks. It lacks because there are too many people, less so in the military, that want to be known for having made… don't want to be known for having made a bad decision, so they don't take that risk. Right, right, right. And so that creates just sort of the static friction, and you've just got to have faith and so, but I've learned how to balance just exactly when to be decisive. And the other thing that I know about me is I am drawn to ambiguity. I am drawn… Very, very curious. Love to learn, try new things, have a range of interests and not very good at any one thing, but that range helps me in critical thinking. So I've learned to, depending on the situation, right, listen, listen, and then go. It isn't a formula. It's a flow, but it's not a formula. And instinct matters when to be decisive. Nature of the people with whom you're working, nature of the mission, evolution, phase of the organization or the unit that you're in. Now is the time, right? So balancing fostering decisiveness is something that that's worth a separate discussion. Naviere Walkewicz 54:59 Right. Wow. So all of these things that you've experienced and the growth that you've had personally — do you think about is this? Is this important to you at all, the idea of, what is your legacy, or is that not? Mike Ott 55:13 We talked a little bit about this beforehand, and I thought I've got to come up with something pithy, right? And I really, I really don't.   Naviere Walkewicz 55:18 Yeah, you don't.   Mike Ott 55:19 I don't think of myself as that. I'm very proud of who I am and what I've done in the reputation that I have built. I don't need my name up in lights. I know the life that I'm living and the life that I hope to live for a lot longer. My legacy is just my family, my children, the mark that I've left in the organizations that I have been a part of.   Naviere Walkewicz 55:58 And the communities that you've touched, like that gentleman going and getting his nomination. I'm sure.   Mike Ott 56:04 Yeah, I don't… having been a senior leader, and even at MOBE, I'm interviewed by different newspapers and all that. Like I do it because I'm in this role, and it's important for MOBE, but I'm not that full of myself, where I got to be up in lights. So I just want to be known as a man that was trustworthy, fun, tried to meet people where they are really had flaws, and sought to overcome them with the few strengths that he had, and moved everything forward. Naviere Walkewicz 56:33 Those are the kind of leaders that people will run through fire for. That's amazing. I think that's a wonderful I mean that in itself, it's like a living legacy you do every day. How can I be better than I was yesterday? And that in itself, is a bit of your living and that's really cool. Well, one of the things we like to ask is, “What is something you're doing every day to be better as a leader?” And you've covered a lot, so I mean, you could probably go back to one of those things, but is there something that you could share with our listeners that you do personally every day, to be better? Mike Ott 57:05 Exercise and read every day, every day, and except Fridays. Fridays I take… that's like, I'll stretch or just kind of go for a walk. But every day I make it a moment, you know, 45 minutes to an hour, something and better for my head, good for my body, right? That's the process in the hierarchy of way I think about it. And then read. Gen. Mattis. And I supported Gen. Mattis as a lieutenant colonel before I wanted to and stuff at the Pentagon. And he I supported him as an innovation guy for JFCOM, where he was the commander. And even back then, he was always talking about reading is leading none of us as military leaders… And I can't hold the candle to the guy, but I learned an awful lot, and I love his mindset, and that none of us can live a life long enough to take In all the leadership lessons necessary to help us drive impact. So you better be reading about it all the time. And so I read probably an hour every night, every day.   Naviere Walkewicz 58:14 What are you reading right now?   Mike Ott 58:15 Oh, man, I left it on the plane! I was so bummed. Naviere Walkewicz 58:17 Oh, that's the worst. You're going to have to get another copy. Mike Ott 58:22 Before I came here, I ordered it from Barnes & Noble so to me at my house when I get home. Love history and reading a book by this wonderful British author named Anne Reid. And it's, I forget the title exactly, but it's how the allies at the end of World War I sought to influence Russia and overcome the Bolsheviks. They were called the interventionalists, and it was an alliance of 15 different countries, including the U.S., Britain, France, U.K., Japan, Australia, India, trying to thwart, you know, the Bolshevik Revolution — trying to thwart its being cemented. Fascinating, fascinating. So that's what I was reading until I left it on the plane today. Naviere Walkewicz 59:07 How do you choose what to read? Mike Ott 59:10 Listen, write, love history. Love to read Air Force stuff too. Just talk to friends, right? You know, they've learned how to read like me. So we get to talk and have fun with that. Naviere Walkewicz 59:22 That's great. Yeah, that's wonderful. Well, the last question I'd like to ask you, before I want to make sure you have an opportunity to cover anything we didn't, is what is something you would share with others that they can do to become better leaders? Maybe they start doing it now, so in the future, they're even stronger as a leader. Mike Ott 59:42 Two things I would say, and try to have these exist in the same breath in the same moment, is have the courage to make it try and make it better every day, all right, and be kind to yourself, be forgiving. Naviere Walkewicz 59:59 That's really powerful. Can you share an example? And I know I that's we could just leave it there, but being courageous and then being kind to yourself, they're almost on two opposite sides. Have you had, can you share an example where I guess you've done that right? You had to be you were courageous and making something better, and maybe it didn't go that way, so you have to be kind to yourself. Mike Ott 1:00:23 Yeah, happy to and I think any cadet will hear this story and go like, “Huh, wow, that's interesting.” And it also plays with the arc of progress isn't linear. I graduated in '85 went to flight school, got halfway through flight school, and there was a RIF, reduction in force. And our class, our flight class, I was flying jets, I was soloing. I was academically — super easy, flying average, right? You know, I like to joke that I've got the fine motor skills of a ham sandwich, right? You know, but, but I didn't finish flight school. And you think about this, here it is. I started in 1981 there were still vestiges of Vietnam. Everyone's going to be a fighter pilot. Kill, kill, kill. Blood makes the grass grow. All of that was there. And I remember when this happened, it was very frustrating for me. It was mostly the major root of frustration wasn't that I wasn't finishing flight school. It was the nature by which the determination that I wasn't finishing was made. And it was, it was a financial decision. We had too many guys and gals, and they were just finding, you know, average folks and then kicking them out. So our class graduated a lower percent than, I think, in that era, it was late '85, '86, maybe '87, but you can look at outflows, and it was interesting, they were making budget cuts. So there was a shaming part there, having gone to the Academy.   Naviere Walkewicz 1:02:02 And knowing since 9 years old. Mike Ott 1:20:04 Right, right, right, and I knew I wanted to go the Academy. I'd like to fly, let's check it out and see if it's for me. I would much rather have been not for me, had I made the decision I don't want to do this or that I was just unsafe and didn't want to do it. The way it turned out is, and this is where I learned a little bit about politics as well. In my class, again, I was very average. Like, nobody's ever going to say, like, yeah, I was going to go fly the Space Shuttle. Like, no way, right? Very, very average, but doing just fine. And a lot of guys and gals wanted to go be navigators, and that's great. I looked in the regs, and I learned this as a cadet, and it's helped me in business, too. If there's a rule, there's a waiver. Like, let me understand the regs, and I asked to go to a board. Instead of just submitting a letter to appeal, I asked to go to a board. And so I went to a board of an O-5 five, couple of threes O-4 four, and ultimately shared the essence of why I shouldn't be terminated in the program. And son of a gun, they agreed, and I still have the letter. The letter says, “Recommend Lt. Ott for reinstatement.” Nobody in my class has that letter, nobody makes the appeal. And I'm like, I'm going downstream. I'm going downstream. And that's the Chicago in me, and that's the piece about… but also move forward, but forgive yourself, and I'll get to that. And so I, I was thrilled, My goodness, and the argument I had is, like, look, you're just not keeping me current. You put me in the sim, and then you're waiting too long to put me in the jet. The regs don't allow for that. And like, you're right. So I'm assigned to go back to the jet. My pals are thrilled. I'm going to stay in the same class. I don't have to wash back. And then I get a call from the DO's office — director of operations — and it was from some civilian person so the DO overrode the board's decision. Heartbreaking. Heartbreaking.   Naviere Walkewicz 1:04:12 You were so high, you did all of your work. And then… Mike Ott 1:04:15 Yeah, and then heartbreaking and frustrating, and I guess the word is indignant: anger aroused through frustration. In that I figured it out. I knew exactly what's happening. I made the appeal and I won. And it wasn't I was expecting to be assigned to fly a fighter. It was like, “Just let me, let me express the merits of my capabilities. It's how the system is designed.” The son of a gun, I jumped in my car and I ran to base and I waited and reported in. He didn't really know who I was. That's because he didn't make a decision. It was just it was that decision, and that's how life comes at you. That's just how it is. It isn't linear. So how do you take that and then say, “Well, I'm going to be kind to myself and make something out of it.” And he went through, you know, a dissertation as to why, and I asked him if I could share my views, and it's pretty candid, and I just said, If my dad were something other than the Chicago policeman, and maybe if he was a senator or general officer, I wouldn't be sitting here. That lit him up, right? That lit him up. But I had to state my views. So I knew I was out of the program. Very, very frustrating. Could have had the mayor of Chicago call. Didn't do that, right? Like, OK, I understand where this is it. That was very frustrating and somewhat shaming. But where the forgiveness comes in and be kind to yourself, is that I ran into ground. I ran into ground and drove an outcome where I still… It's a moment of integrity. I drove an outcome like, there you go. But then what do you do? Forgive yourself, right? Because you didn't do anything wrong, OK? And you pivot. And I turned that into a moment where I started cold calling instructors at the Academy. Because, hey, now I owe the Air Force five years, Air Force is looking for, you know, things that I don't want to do. And thank goodness I had an engineering degree, and I cold called a guy at a base in Hanscom. And this is another tap on the shoulder.   Naviere Walkewicz 1:06:24 That's how you got to Hanscom. Gotcha.   Mike Ott 1:06:27 There was a friend who was Class of '83, a woman who was in my squadron, who was there. Great egg. And she's like, “Hey, I was at the O Club.” Called her. I said, “Hey, help me out. I got this engineering degree. I want to go to one of these bases. Called Lt. Col. Davis, right? I met him at the O Club. I called a guy, and he's like, “Yeah, let's do this.”   Naviere Walkewicz 1:06:44 Wow, I love that..   Mike Ott 1:06:46 It was fantastic So it's a long winded way, but progress isn't linear. And progressing through that and not being a victim, right, recognizing the conditions and the environment that I could control and those that I can't. Anything that I could control, I took advantage of and I sought to influence as best possible. Ran into ground and I feel great about it, and it turns out to be a testament of one of my best successes. Naviere Walkewicz 1:07:17 Wow. Thank you for sharing

Gubernur Riau, beserta Kepala Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Provinsi Riau, terlihat terjaring operasi tangkap tangan (OTT) oleh KPK.#ott #kpk #gubernurriau #korupsi #pupr #riau

In this episode of Thought Behind Things, we're joined by Jerjees Seja, CEO of ARY Digital Network, one of Pakistan's most iconic media leaders. From shaping the country's TV and drama landscape to building ARY into a powerhouse of entertainment, Jerjees shares his journey of transforming Pakistan's media industry.We discuss:How Pakistan's private TV revolution beganThe economics behind news, dramas, and entertainment ProductionWhy premium Pakistani content is now free on YouTubeWhy global giants like Netflix don't invest in PakistanThe future of OTT and local streaming platformsWhy filmmaking still isn't profitable hereThe evolving audience behavior and the road to 2050Socials:TBT's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/thoughtbehindthings/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT's TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@tbtbymuzamil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT's Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/thoughtbehindthings⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT Clips: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@tbtpodcastclips⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Muzamil's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/muzamilhasan/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Muzamil's LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/muzamilhasan/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Jerjees's LinkedIn: https://www.linkedin.com/in/jerjeesseja/Special thanks to Daftarkhwan for providing us with the studio space.You can find out more about them at: ⁠⁠https://www.daftarkhwan.com/⁠⁠Credits:Executive Producer: Syed Muzamil Hasan ZaidiAssociate Producer: Saad ShehryarPublisher: Talha ShaikhEditor: Jawad Sajid

At the Crexendo UGM, Manny Christophidis (Carrier Sales Manager) and Rohan Milne (CEO) of Switch Connect joined Technology Reseller News Publisher Doug Green to explore how customer communications are shifting from “phone-number centric” to outcome-driven collaboration. The team described a market where many businesses now operate across Teams, chat, apps, and social channels—sometimes needing a phone number only for regulatory or edge cases—pushing providers to evolve beyond DID/minutes into higher-value digital transformation. Switch Connect recounted its own pivot: after a legacy UCaaS platform exited Australia, the company rapidly migrated to the NetSapiens stack and now helps carriers move from TDM to IP and launch modern offers across Asia and beyond. COVID accelerated the mindset shift from voice to collaboration and hybrid work; meetings, screen share, and asynchronous channels increasingly ride OTT rather than PSTN. “We've moved from the age of voice to the age of collaboration—success now starts with the workflow, not the dial tone,” said Christophidis. That evolution opens both risk and opportunity for partners. The duo emphasized consultative selling, measuring success the way customers do, and weaving AI, cloud services, and integrations into business processes—rather than leading with a single product. “We're not just a technology company—we're a digital-transformation partner, using AI and cloud to help clients do more with what they already have,” noted Milne. They also highlighted practical realities: shifting budget authority (often toward marketing), managing shadow IT, and even running internal hackathons to turn IT from a cost center into a profit center. For providers wondering where to begin, Switch Connect's advice is straightforward: deepen discovery around the customer's revenue model, align collaboration and AI to those outcomes, and accept that UCaaS is now a component—not the whole story. Learn more at https://www.switchconnect.com.au/.

The Phoenix Suns lost a heartbreaker at home to Memphis, falling 114-113, and the new "gritty" culture hit a massive snag. On today's episode of The Valley Verdict, we dive into a loss defined by self-destruction and star frustration.In this episode:The Turnover Toll: We break down the crippling 22 turnovers that Memphis turned into 37 decisive points, analyzing how poor spacing and bad decisions are sinking the new offense.Booker's Silence: We discuss the dramatic conclusion of the game, with Devin Booker walking straight to the locker room and declining post-game comments. We analyze the big question raised by Bickley and Marotta on 98.7 FM: What does this visible frustration say about the team's leadership?Coach Ott's Scrutiny: We review Head Coach Jordan Ott and Collin Gillespie's comments on the epidemic of turnovers, and discuss the urgency in Ott's voice after Thursday's practice.The Silver Linings: We look at the strong performances from other players (like Mark Williams and Collin Gillespie) that kept the Suns in the game, and whether these positives are enough to sustain the "culture" in the face of losses.Don't miss our final verdict on the state of the Suns! Subscribe to The Valley Verdict and follow us on Facebook [@thevalleyverdict], Instagram [@thevalleyverdictpodcast], and YouTube [@thevalleyverdict] for more analysis.

Happy Halloween listners!This week, Alex & Dan close Spooky Season at OTT Central this year with the first season review of Marvel Animated Studios' latest streaming release - the gory What If inspired Marvel Zombies - Season 1!Breaking down the episodes, the artistic licence of the writers and some fantastic scenes involving some of your favourite MCU characters, the dynamic duo discuss the new tone of the animated show and what's next for Kamala and her survivors in the future!Sit back, turn the lights on and enjoy another outing into the Marvel Cinematic Universe!#OnTheTopic #Podcast #PodernFamily #BritPodScene #MCU #Marvel #Zombies #Halloween #Streaming #Disney+ #ReviewsDo you have any thoughts on season 1 which you'd like to share? No download required - simply leave a comment on the Spotify episode to be part of the show!NEW! We now have our website - head on over to www.onthetopicpodcast.wordpress.com for all of your channel needs!Alternatively share your thoughts or comments with Alex & Dan by email - onthetopicpodcast@gmail.com, visit their Facebook page, tweet or IM on Instagram at @onthetopicpod or alternatively check us out on Tiktok.Never miss an episode! Subscribe to our newsletter via our web page, visit onthetopicpodcast.wordpress.com - or alternatively stream all of your favourite OTT episodes straight from YouTube! Like, smash the Subscribe button, the notification bell and listen to the podcast on your favourite viewing platform, anywhere you get your podcast fix!Credits:Theme music: Funky Feel by Oliver Lyu (Licensed)Logo Artwork ©Joey Casey - visit and be in awe of Joey's work on Instagram @csydsn - all enquiries contact him on joeyleecasey@gmail.com

Történt pedig, hogy Jézus szombaton az egyik vezető farizeus házába ment étkezni, és azok figyelték őt. Ott egy vízkóros ember került elébe. Ekkor Jézus megkérdezte a törvénytudóktól és a farizeusoktól: ,,Szabad-e szombaton gyógyítani vagy nem?'' Azok csak hallgattak. Erre megérintette a beteget, meggyógyította, és elbocsátotta. Aztán így szólt hozzájuk: ,,Ha közületek valakinek a fia vagy az ökre kútba esik, nem húzza-e ki rögtön, akár szombaton is?'' Erre nem tudtak mit felelni.Olvasmányok, ünnepek a liturgikus naptárban. | Felolvassa: Varga László |

This week's episode is a special cross-over with CMDA's Voice of Advocacy podcast, hosted by Dr. Brick Lantz, CMDA's Vice President of Advocacy and Bioethics. Joined by Dr. Gary Ott, a renowned cardiac transplant surgeon at Providence Heart and Vascular Clinic, they explore the ethical boundaries of life, death, and medical innovation – examining how we define death in the ICU era, the differences between brain death and donation after circulatory death (DCD), and how emerging technologies like “heart-in-a-box” systems and normothermic regional perfusion (NRP) are reshaping transplant medicine. With decades of experience and deep faith, Dr. Ott challenges us to uphold the sanctity of life and reflects on the Gospel image at the heart of transplantation – one life given so another may live.

2025-ben október 27-re esett az egyenlő díjazás napja. Magyarán mire ez az adás megjelenik, mi, nők már szimbolikusan ingyen dolgozunk, egészen az év végéig. Jöhet ebben változás? És ha igen, mi kell hozzá? Kell-e egyáltalán tudnunk, mennyit keres a másik? Ezekről a kérdésekről beszélgetünk meghívott vendégünkkel, Csernus Fannival, az Amnesty International Magyarország nemek közötti egyenlőség szakértőjével. Bővebben: 00:01:00 - Gratulálunk, mostantól december 31-éig ingyen dolgozunk! 00:01:34 - Csernus Fannival ünneplünk 00:02:20 - Gyorstalpaló: hogyan is számoljuk ki, hogy mikor van egy évben az egyenlő díjazás napja? 00:04:21 - Mi befolyásolja, hogy a nők kevesebbet keresnek, mint a férfiak? 00:05:54 - Luxemburg papíron nagyon jól fest, de pontosan mit is árul el ez a grafikon Európáról? 00:09:12 - Ott jó, ahol a foglalkoztatottsági arányban kicsi a különbség és mégis kicsi a bérszakadék. 00:10:46 - Vannak olyan szektorok, amikben akár 30 százalék fölötti a bérkülönbség. 00:12:48 - Az állami szektorban az üvegmozgólépcső repíti magasra a férfiakat még a nők uralta szakmákban is. 00:16:54 - A bértárgyalás már az óvodában tanult sztereotípiákkal kezdődik. 00:20:36 - Az állásinterjún és a bértárgyaláson pont fordítva kellene működnie egy nőnek, mint amire egyébként kondicionálja a társadalom. 00:26:12 - A bérsáv megadásának is csak akkor lesz értelme, ha nem túl nagy sávokat határoznak meg. 00:29:48 - A tapasztalat biztos, hogy a legjobb mutatószám? 00:33:06 - A feszültség sokszor az azonos szinten dolgozók között alakul ki feszültség. 00:37:16 - Már gyerekkorunkban sem szabad nemet mondani, úgyhogy felnőtt korunkra is megtartjuk általában ezt a jó szokásunkat. 00:38:32 - Hogyan is számoljuk a láthatatlan munka mennyiségét és értékét? Mi tartozik ide? 00:42:40 - Nem is a láthatatlan munka pillanatnyi mennyisége a durva, hanem az, ha egy nő egész életére vetítve nézzük meg ennek a következményeit. 00:44:32 - Hogy segít az, ha ismertek lesznek a bérsávok? 00:52:16 - Munkavállalóként hogy lehet fellépni a diszkrimináció ellen? 00:59:44 - A rendszer versengésbe nyomja a nőket, de nagyon fontos, hogy megismerjük, hogy ez kinek az érdeke, és változtassunk rajta. 01:02:40 - Optimisták vagyunk, jövőre nézzük meg, mennyit haladtunk! Olvasnivalók: Minden, amit az egyenlő díjazás napjáról tudni érdemes Bérszakadék petíció. Apró szépséghiba nemi egyenlőség tekintetében. Friss EU-s statisztika. Kereseti rés a KSH adatai alapján 2020-ig. Mellékszál: kevés a nő a döntéshozatalban és a felsővezetésben Magyarországon: A nők nem is mernek annyit kérni, mint a férfiak? 2017-ben sereghajtók voltunk, Izland már akkor is vezetett: Ha mindenki tudja, ki mennyit keres, az csökkenti az egyenlőtlenséget? Majd most kiderül. Némi láthatatlan munka. Podcastunk kéthetente jelentkezik új adással, meghallgatható a 444 Spotify- és Apple-csatornáján is. Korábbi adásaink itt találhatók. Javaslataid, ötleteid, meglátásaid a tyukol@444.hu címre várjuk. Illusztráció: Kiss Bence/444See omnystudio.com/listener for privacy information.

At the Crexendo UGM, Dave Michels, Principal Analyst & Founder of TalkingPointz, sat down with Doug Green, Publisher of Technology Reseller News, to unpack “UCaaS Mobility 3” — a pragmatic, mobile-first model that moves enterprise calling from over-the-top apps to the cellular layer itself. Michels framed three generations of UCaaS mobility. Mobility 1 (find-me/follow-me) forwarded calls but split voicemail and caller ID. Mobility 2 (OTT softphone apps) worked well on strong internet — but faltered in truly mobile conditions (highway handoffs, variable coverage), pushing users back to personal cell numbers. Mobility 3 fixes this by placing the enterprise line on the SIM/eSIM: users choose business or personal at dial time, and enterprise calls ride native cellular voice for reliability, with full logging, recording, and policy control. The result: intuitive smartphone use (native dialer/contacts), optional UCaaS app, and clean work/personal separation without MDM intrusiveness. Michels highlighted why this matters now: Reliability on the move: Native cellular voice eliminates OTT fragility in transit. Compliance & CX: Enterprise calls and texts are captured and governed (finance, healthcare, education), and contact centers can transfer to subject-matter experts without losing recording/analytics. Frontline & deskless workers: Mobility-first roles (e.g., field services) can finally get enterprise-grade mobile that “just works.” Simplicity for IT & MSPs: One number can move across hard phone, soft client, and smartphone; less training and fewer behavior changes. Carrier convergence: With MVNO models (e.g., Crexendo's newly announced Xtend approach), service providers can bundle meetings, UCaaS, messaging, calling, and cellular — even globally — under a single brand and bill. Looking forward, Michels envisions “no more softphones” for many roles: users keep one phone, one dialer, two identities (business/personal), and enterprises preserve governance and data for AI-assisted analytics. For MSPs and resellers at UGM, the message was clear: Mobility 3 is a near-term, standard approach that elevates UCaaS into true mobile telephony, expands deal size and stickiness, and opens regulated and frontline segments. Explore more of Michels' analysis at TalkingPointz.

Los titulares de la industria del deporte, con Patricia López, de 2Playbook.  Hoy informamos del Paris Saint-Germain, que firma ingresos récord tras ganar la Champions League y disparar su negocio retail. Analizamos también las cuentas del Athletic Club, que ha duplicado su negocio comercial desde la pandemia. Además, la FIFA relanza su OTT junto a DAZN para llevar FIFAplus a todo el mundo. Y cerramos con Uber, nuevo socio de los Juegos Olímpicos de Invierno de Milano-Cortina 2026.

This week on Opinion City, we go one-on-one with “Knock Out” Paulo Cruz — one of the fastest-rising stars in European professional wrestling! From his beginnings in kickboxing and kempo to becoming a multiple-time national champion, Paulo's legit combat sports background shaped his hard-hitting wrestling style and explosive “Knock Out” persona. Hear how he transitioned from martial arts to pro wrestling, competed across Portugal, Spain, Ireland, and OTT, and shared the ring with names like Trent Seven and Joe Cabray. Don't miss this deep dive into the journey of a true hybrid athlete ready to make waves on the international scene!#OpinionCityPodcast #ProWrestling #WrestlingPodcast #PauloCruz #KnockOutPauloCruz #IndependentWrestling #EuropeanWrestling #WrestlingInterview #WrestlingFans #WrestlingCommunity #ProWrestlingNews #WrestlingLife #WrestleTalklinktr.ee/opinioncitypod

IrishJobs has today published new data from its Hiring Trends Update, revealing that nearly 1 in 4 employers expect to increase hiring in 2026. The IrishJobs Hiring Trends Update is a new biannual research report on the state of the recruitment market in Ireland. The research gathered insights from 500 employers and 1,000 professionals in Ireland on the evolving hiring landscape and shifting attitudes and actions across the market. The research also includes data from OTT, an in-house tool developed by the Stepstone Group, the parent company of IrishJobs, which analyses online data on job postings and associated information. In-demand skills As employers continue to navigate a highly competitive market for demand, sourcing candidates with in-demand skills is a top challenge. Nearly 7 in 10 employers (69%) report struggling to recruit talent with the right skills. Technical skills, such as programming, data analysis and AI competencies, are the most highly sought-after skills by employers. 30% of employers are prioritising the recruitment of talent with technical skills. 28% of employers are looking to hire candidates with soft skills such as problem-solving, collaboration, and communication. 25% of employers say that recruiting candidates with leadership and people management skills is a top priority. Pace of hiring The tight talent landscape is impacting the length of time to successful hiring. The median time for successful hiring is 10 weeks, as employers continue to face challenges in sourcing the right candidates for key positions. Findings show that recruiters are increasingly using AI tools and automation to reduce administrative burdens and streamline the hiring process. Nearly half of employers (47%) surveyed are using AI to draft job adverts. 35% of employers are using AI tools to help schedule interviews with job candidates. Hiring landscape There is a positive hiring outlook for 2026, with nearly 1 in 4 employers (24%) in Ireland planning on increasing recruitment over the next six months, indicating growing confidence among employers following a period of heightened geopolitical and trade volatility. Large enterprises have the most positive outlook on future hiring, with 27% of these firms expected to increase recruitment over the coming months. Findings show that smaller firms are more cautious on potential growth, with 21% of SMEs forecasting an increase in hiring in 2026. 21% of employers plan on increasing spending on hiring for more specialist roles, while 19% expect to increase hiring for temporary roles and contractors. 33% of employers surveyed have increased their levels of recruitment since April 2025, according to the report findings. Large businesses were the most active in recruitment, with 35% of these firms hiring more staff over this period. Findings show that 31% of SMEs have increased hiring since April 2025. However, there are also signs of cooling in certain areas of the labour market. 24% of employers reported restructuring certain teams or departments within their organisation over the previous six months. Increased jobseeker activity ahead Despite elevated uncertainty, jobseeker activity has remained robust across the labour market, with 21% of candidates actively looking for a new job in September 2025. However, there are signs that greater stability may lead to increased activity in the months ahead. Findings show that 29% of candidates plan to look for a new job in 2026. Salary is the top factor candidates consider when evaluating a new job and employer. Work-life balance is the second most important factor, with 31% of candidates considering it important when considering a new job. There are also signs that international volatility is having a growing impact on the selection of employers by candidates, with 29% of candidates ranking job security as a crucial factor influencing selection. Flexibility is increasingly a baseline expectation for many job candidates. 71% of candidates woul...

OTT広告の利点として大画面での集中視聴環境と若年層へのリーチが評価される。

Send us a textWe're diving deep into the career of an Animator — one of the most exciting and fast-growing fields in the creative industry.Did you know? The global animation industry is valued at over $400 billion and growing rapidly. India's animation market alone crossed ₹25,000 crores and is expected to rise even higher with the boom of OTT platforms, gaming, and digital advertising.Connect With Kapeel Guptaor Click on the link: http://bit.ly/4jlql8s

Listába szedték az elmúlt 75 év 10 legvérfagyasztóbb filmjét Ennél a jelenetnél kirohant A függetlenség napja vetítéséről az USA egykori elnöke, Bill Clinton Az elmúlt fél évszázad tíz legjobb életrajzi filmje Nemes Jeles László: Ott tudok élni, ahol megtűrik azt, aki vagyok Október 25-én történt Yoda majdnem kék lett – egy filmes döntés, ami történelmet írt 6 alulértékelt film, ami méltán lehetne nagy halloween-kedvenc Havas Henrik csillárokat árul a neten: "Menjen a Kincsvadászokba" Terhes vagyok, betéptem és elütöttem valakit. Mit tegyek? A 10 legizgalmasabb film a Biff-en – Október 25-én indul a filmfesztivál Budapesten X-Faktor 2021 új korszakot nyitott a magyar tehetségkutatásban A további adásainkat keresd a podcast.hirstart.hu oldalunkon. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Listába szedték az elmúlt 75 év 10 legvérfagyasztóbb filmjét Ennél a jelenetnél kirohant A függetlenség napja vetítéséről az USA egykori elnöke, Bill Clinton Az elmúlt fél évszázad tíz legjobb életrajzi filmje Nemes Jeles László: Ott tudok élni, ahol megtűrik azt, aki vagyok Október 25-én történt Yoda majdnem kék lett – egy filmes döntés, ami történelmet írt 6 alulértékelt film, ami méltán lehetne nagy halloween-kedvenc Havas Henrik csillárokat árul a neten: "Menjen a Kincsvadászokba" Terhes vagyok, betéptem és elütöttem valakit. Mit tegyek? A 10 legizgalmasabb film a Biff-en – Október 25-én indul a filmfesztivál Budapesten X-Faktor 2021 új korszakot nyitott a magyar tehetségkutatásban A további adásainkat keresd a podcast.hirstart.hu oldalunkon. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Gubinecz Ákos Junior Prima-díjas népdalénekes és citeraművész énekével közösségeket épít és hagyományokat őriz. Ákos a természethez és az emberi hanghoz fordul, mert hisz abban, hogy a zene az élet legegyszerűbb formája, mégis a legtisztább üzenet. „Zöldben zeng a dal” címmel futó kezdeményezése a közös éneklés erejét viszi a szabadba, a Pilisbe, a Pálos Kolostor romjai közé. Ott, ahol a természet és a hang összeér, ahol a közösségi éneklésben a külön hangok nem elnyomják, hanem felemelik egymást. A népdal számára nem múlt, hanem jelen idejű létezés. Az előadó, a tanár és a közösségszervező hármas egységében Ákos azt mutatja meg, hogy az igazi művészet mindig összeköt. Ahogy ő mondja, a zene mindenkit megszólít, mert „amikor együtt éneklünk, a hangunkkal a világot is formáljuk”.A Sláger FM-en minden este 22 órakor a kultúráé a főszerep S. Miller András az egyik oldalon, a másikon pedig a térség kiemelkedő színházi kulturális, zenei szcena résztvevői Egy óra Budapest és Pest megye aktuális kult történeteivel. Sláger KULT – A természetes emberi hangok műsora.

Find out more about Endeavor: ⁠⁠⁠⁠https://pakistan.endeavor.org⁠⁠In this episode of Thought Behind Things, we're joined by Umair Masoom Usmani, the Founder of Myco, a rapidly growing OTT and creator-monetization platform redefining how people consume, fund, and earn from content across emerging markets.After leaving Dubai's corporate comfort, Umair built one of Pakistan's fastest-scaling digital ventures with 30M+ registered users, exclusive Premier League streaming rights, and operations across Pakistan, Bangladesh, and Egypt.We explore:Why Umair left “too-good-to-be-true” job in Dubai to start MycoHow the global media system is broken and what Myco is fixingThe $25 million raised in equity & debt fundingWhy creators don't make money and how Myco plans to change thatThe future of sports, digital content, and monetization in PakistanSocials:TBT's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/thoughtbehindthings/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT's TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@tbtbymuzamil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT's Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/thoughtbehindthings⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TBT Clips: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@tbtpodcastclips⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Muzamil's Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/muzamilhasan/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Muzamil's LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/muzamilhasan/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Umair's LinkedIn: https://www.linkedin.com/in/umair-masoom-usmani-b12ab025/Special thanks to Kickstart for providing us with the studio space.You can find out more about them at: ⁠⁠⁠⁠https://kickstart.pk/⁠⁠⁠⁠Credits:Executive Producer: Syed Muzamil Hasan ZaidiAssociate Producer: Saad ShehryarPublisher: Talha ShaikhEditor: Jawad Sajid

In the penultimate week of Spooky Season here at OTT, the Dynamic Duo return to the safety of the studio with Dan and Andy from SGS and SCIRE Tech to discuss their reflections on the event and the 2-parter episode from Wymering Manor.From how to get the best out of the event with the people who may or may not be there (!), audio triggers, tech, keeping it simple and having a chat - we discuss the methods around what you would have heard during the sessions over the last few weeks.Andy also recounts his side of things with his Estes session prior to the second episode recording - and there are some interesting differences and similarities!As always, draw the curtains, turn the lights on for a fantastic sit down with two familiar voices on the channel - as we round off a fantastic on-the-road event this October!#GITS

In this episode of the Good Days podcast, hosts Eddy and Charlie welcome Reverend Dr. John Ott, a pivotal figure in their lives and ministry. The conversation delves into Dr. Ott's journey from teaching basketball to leading churches, his impactful evangelism efforts, and the challenges and triumphs of ministry. They discuss the importance of preparation, presentation, and perseverance in faith, sharing inspiring stories of transformation and revival. The episode highlights the enduring hope and passion of the younger generation in the church.

INTELLIGEMSIntelligems brings A/B testing to business decisions beyond copy and design. Test your pricing, shipping charges, free shipping thresholds, offers, SaaS tools, and more by clicking here: https://bit.ly/42DcmFl. Get 20% off the first 3 months with code FARIS20.RICHPANELCut your support costs by 30% and reduce tickets by 30%—guaranteed—with Richpanel's AI-first Customer Service Platform that will reduce costs, improve agent productivity & delight customers at http://www.richpanel.com/partners/ajf?utm_source=spotify.//Sunil Agrawal is the founder and CEO of VGL Group, a $400 million holding company that includes Shop LC, a $240 million/year brand. Reach out to Sunil at sunil@vglgroup.com if you want to work with him.//How do you scale a publicly traded, $400M holding company while keeping margins healthy and brand trust intact? Sunil Agrawal (CEO, VGL Group / Shop LC) breaks down the real playbook: a “deep discount” value strategy that doesn't nuke brand equity, a vertical advantage with 60% in-house manufacturing in India, and a TV-first engine transitioning to DTC with disciplined Meta and OTT investment. We get specific on pricing architecture (e.g., “everything under $10” days), how value perception feeds LTV, and when a premium assortment can coexist with promotion without eroding positioning.For operators, this episode is a masterclass in scale mechanics and leadership: setting a goal of $500k–$1M/month per brand on Meta (and how to learn enough to hire well), allocating ~$250k/month to OTT while TV still performs, and building an org that executes—RSUs for 250 leaders, formal training hours, succession planning, and a bureaucracy-free culture built on continual learning. If you're wrestling with profitable growth, discount anxiety, or the TV to DTC bridge, this is an hour that will sharpen your roadmap.//CHAPTER TITLES:00:01:47 - Breaking Down Shop LC00:05:45 - Setting The Right Expectations For A $400M Holding Company00:08:24 - Significance of a “TV First” Brand00:09:36 - Deep Discount Model00:17:05 - Marketing Strategy For All Shop LC Brands00:24:28 - Importance of Owning The Manufacturing & Sourcing00:25:57 - Sunil Pinpoints This Key To Success00:36:55 - Learning Opportunities & Work Conferences00:39:35 - Importance of Learning & Information00:42:16 - Goal Setting For Each Brand00:45:41 - Why DTC Didn't Work At First00:47:02 - Successful Team = Successful Business//SUBSCRIBE TO MY CHANNEL FOR 2X/WEEKLY UPLOADS!//ADMISSIONGet the best media buying training on the Internet + a free coaching call with Common Thread Collective's media buyers when you sign up for ADmission here: ⁠⁠https://www.youradmission.co/andrew-faris-podcast⁠//FOLLOW UP WITH ANDREW X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://x.com/andrewjfaris ⁠Email: podcast@ajfgrowth.comWork with Andrew: ⁠https://ajfgrowth.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

What's Amazon doing in the local advertising space? Beyond offering geotargeted video and display ads on its own massive network, will Amazon make purchasing a radio, TV, or newspaper ad as simple as its "BUY NOW" button? In this episode, Gordon & Corey take their questions to Jennifer Mock Donohue, a former local radio and TV executive now heading up Amazon Local Advertising. Stay in the loop with all things Borrell when you join our Research Alert Lists. As always, thank you for listening. If you like the episode, leave us a review!  Want to join the conversation? Share your comments at borrellassociates.com/podcast.

It's the second part of this Spooky Season special, as Alex & Dan take to one of the UK's most haunted locations.Playing card games with suspected ghouls and an unannounced (to Alex, anyway!) Estes session in the loft space, the dial turned to 100 very quickly during this Paranormal Investigation.Leaving Alex and seasoned investigator Dan speechless on the way back home during the early hours, this is not an episode to be missed!Sit back, turn the lights on and enjoy another on the go session from the dynamic duo from the south coast of the UK!#GITS

From Lagaan to RRR, Indian cinema has gone truly global. But behind the glitz of overseas premieres and record-breaking box offices lies a fast-changing battlefield. In this explosive conversation, Host Rajesh Naidu talk to veteran overseas distributor Pranab Kapadia to unpacks the billion-rupee world of international film distribution: how Bollywood grew from 300 screens in 2003 to 60+ countries today, the diaspora’s unmatched influence, and why the U.S. alone powers up to 50% of overseas revenues. But a perfect storm is brewing. Trump’s 100% tariff on foreign films, the rise of streaming platforms, and shifting audience behaviour could redraw the cinematic map. Will the next Rocky Rani or RRR find its audience in theatres or on OTT? And can Indian cinema keep expanding into untapped markets from Africa to Eastern Europe? Tune in.You can follow Rajesh Naidu on his social media: Twitter and Linkedin Listen to Corner Office Conversation our new show:: Corner Office Conversation with Pawan Goenka, Chairman, IN-SPACe, Corner Office Conversation with The New Leaders of Indian Pharma and much more. Check out other interesting episodes from the host like: Why Is India Still Buying Russian Oil?, How AI is Rewriting Cinema Part 2, Trump vs Harvard: India Impact, Of Dragons and Elephants: Modi–Xi in Focus and much more. Catch the latest episode of ‘The Morning Brief’ on ET Play, The Economic Times Online, Spotify, Apple Podcasts, JioSaavn, Amazon Music and Youtube.See omnystudio.com/listener for privacy information.

00:00 Four-Minute Offense 8:00 Ouch 12:00 I'm a Loser 21:00 Doug's Big One = High School NIL? 34:30 CARDINALS: JG's QB Went to Jail 1:07:19 SUNS: It's Ott's Army! 1:37:40 ASU: Sam is Probable...for now 1:48:42 Vs Vegas

It's time to cash in that on-the-spot prize from 2024's OTT#128 - Alex & Dan have taken the show on the road to an undislosed (until you listen to the first 20secs, that is!) location in Hampshire, UK for Alex's first Paranormal Investigation.Armed with their equipment, the dynamic duo join the groups investigating a Grade 2 listed building built in 1835 but with a history on the grounds going way back further to the Roman period.....Discussing the equipment on display with Andy (OTT's 93 & 94 in 2023), interviewing the attendees at the event to understand their interests and motivations for participating - and taking to the rooms around the property to see if there are any ethereal residents - this episode is a great way to learn what it takes to join an investigation and what might be in store for you, should you embark upon one yourself.Being noted as one of Hampshire's (and nay the UK's) most haunted locations - what do Alex & Dan stumble upon in the dark?Sit back, turn on the lights and enjoy this 3 parter for OTT's Spooky Season this year!#GITS

Steering the supercar of enquiry round the rock and roll racetrack with the occasional stop for a tyre change. Foot-to-floor moments this week include… … why are the British so hung up about posh pop stars? … the 10-second moment of his stage routine that Springsteen must find addictive … the flaming bra, the flying dress, the human horse: Lady Gaga's most OTT entrances .. would YOU want Madonna as a sister-in-law? … Fleetwood Mac, the Grateful Dead, the Bee Gees: bands the NME said were finished in 1975 … John Paul Jones in Marks and Sparks … musicians' houses we'd most like to live in (actually one's a lifeboat) … the goth/fantasy allure of Steve Nicks on TikTok … and the still-haunting times we died onstage “like a louse in a Russian's beard”. Plus Noel Coward, Julie Andrews, Jem Finer, birthday guest Phil Turner and Tony Bennett's favourite meal.Help us to keep the conversation going: https://www.patreon.com/wordinyourear Hosted on Acast. See acast.com/privacy for more information.

Steering the supercar of enquiry round the rock and roll racetrack with the occasional stop for a tyre change. Foot-to-floor moments this week include… … why are the British so hung up about posh pop stars? … the 10-second moment of his stage routine that Springsteen must find addictive … the flaming bra, the flying dress, the human horse: Lady Gaga's most OTT entrances .. would YOU want Madonna as a sister-in-law? … Fleetwood Mac, the Grateful Dead, the Bee Gees: bands the NME said were finished in 1975 … John Paul Jones in Marks and Sparks … musicians' houses we'd most like to live in (actually one's a lifeboat) … the goth/fantasy allure of Steve Nicks on TikTok … and the still-haunting times we died onstage “like a louse in a Russian's beard”. Plus Noel Coward, Julie Andrews, Jem Finer, birthday guest Phil Turner and Tony Bennett's favourite meal.Help us to keep the conversation going: https://www.patreon.com/wordinyourear Hosted on Acast. See acast.com/privacy for more information.

Steering the supercar of enquiry round the rock and roll racetrack with the occasional stop for a tyre change. Foot-to-floor moments this week include… … why are the British so hung up about posh pop stars? … the 10-second moment of his stage routine that Springsteen must find addictive … the flaming bra, the flying dress, the human horse: Lady Gaga's most OTT entrances .. would YOU want Madonna as a sister-in-law? … Fleetwood Mac, the Grateful Dead, the Bee Gees: bands the NME said were finished in 1975 … John Paul Jones in Marks and Sparks … musicians' houses we'd most like to live in (actually one's a lifeboat) … the goth/fantasy allure of Steve Nicks on TikTok … and the still-haunting times we died onstage “like a louse in a Russian's beard”. Plus Noel Coward, Julie Andrews, Jem Finer, birthday guest Phil Turner and Tony Bennett's favourite meal.Help us to keep the conversation going: https://www.patreon.com/wordinyourear Hosted on Acast. See acast.com/privacy for more information.

Il y a une extension de contrat pour l'entraîneur-chef des Oilers d'Edmonton - trois ans de plus - et l'équipe est allée chercher le gardien de but Connor Ingram. Est-ce la solution pour lancer les troupes de Connor McDavid à la conquête de la Coupe Stanley? Après un match de présaison digne de la WWE au Centre Vidéotron, les Canadiens et les Sénateurs croiseront à nouveau le fer samedi. Ce sont quelques-uns des sujets de ce nouvel épisode de Sortie de zone, animé par Jérémie Rainville, en compagnie de Stéphane Waite du 98,5, ainsi que Guillaume Lefrançois et Richard Labbé de La Presse. Bloc 11:30: CH vs OTT prise 2: On va à la guerre ou bien on se protège pour le début de saison? 10:00: Martin St-Louis semble garder Demidov avec Kapanen. Simple test ou début d’une histoire? 20:30: Qui reste? Qui part? Bloc 228:50: Après Luke Hughes et Jackson Lacombe, est-ce que Lane Hutson a toute l’information pour signer? 39:50: La défensive sera un enjeu cette année. L’an dernier le CH 10e pire différentiel à -20. Cette année le CH sera meilleur: mythe ou réalité ? Bloc 345:30: Extension de 3 ans à Kris Knoblauch à Edmonton. Ingram est-il la solution? Toujours rien pour McDavid.Voir https://www.cogecomedia.com/vie-privee pour notre politique de vie privée

We're kicking off a record 5 week long Spooky Season here at OTT Central with an obsolute corker back from 2022 - this time, taking a tour around the local area to the South Coast Duo, Dan recounts tales of mystery wandering figures around dockyards, a familiar tale from a past episode of Spring Heeled Jack (see OTT#2!) and a poor soul who is forever to be making a trek with a boulder on his back.....Thanks to the power of social media, we have some of your own spooky going's on as well! Draw the curtains, lock the doors and hold your loved ones close - as we lift the lid on some terrifying tales!#GITS

In episode 134 of The Prakhar Gupta Xperience, Vivek Oberoi, acclaimed actor known for films like Company and Saathiya joins the conversation to share his insights on life and cinema. He discusses spirituality and philosophy, the challenges facing OTT platforms, the essence of acting, and how thoughtful decision-making shapes both his personal and professional journey.Recording Date: September 9, 2025This is what we talked about:00:00 - Intro00:49 - Why Masti Was Embarrassing03:11 - Vivek on Being Versatile04:41 - Audience Expectations05:11 - Meaning of “Neti Neti”05:50 - What Vairagya Really Means07:40 - Discovering Indian Philosophy09:56 - Take on 2003 Controversy13:13 - Asking “Why Me?”15:08 - Life-Changing Realisations20:30 - Facing Injustice22:48 - Trusting God's Plan24:27 - Oneness with Work26:32 - Banke Bihari Story31:30 - Coping with Loss34:09 - On Sushant Singh Rajput36:23 - Therapy & Yoga37:55 - Bollywood's Downfall42:41 - Cinema as Experience46:08 - Audience Makes Stars47:13 - Actor vs. Entrepreneur52:44 - Winning Quality55:58 - Strengths & Weaknesses58:49 - AI in Business1:01:52 - India & AI1:07:44 - Endgame Goal1:10:24 - Advice for Prakhar

Von Michael Nikbakhsh. In dieser Ausgabe begrüße ich Fabian Schmid vom STANDARD im Studio. Wir reden über eine (nicht rechtswirksame) Anklageschrift der Staatsanwaltschaft Wien gegen den früheren Verfassungsschützer Egisto Ott. Ott und ein weiterer Beamter sollen sich unter anderem wegen des Vorwurfs des Amtsmissbrauchs und der Spionage für Russland vor Gericht verantworten. Dieser Fall hat auch mit dem 2020 nach Russland geflüchteten Ex-Wirecard-Manager Jan Marsalek zu tun, dem ein internationales Recherchekollektiv in Moskau auf die Spur kam und dabei dessen neue russische Identität "Alexander Nelidow" enttarnte. // Die Dunkelkammer ist ein Stück Pressefreiheit.  Unabhängigen Journalismus kannst Du mit einer Mitgliedschaft via Steady unterstützen https://steady.page/de/die-dunkelkammer/about Vielen Dank! Michael Nikbakhsh im Namen des Dunkelkammer-Teams 

This week, the dynamic duo of the south coast are discussing Cult Classic Films. From the coming of age to the down right weird and quirky.They fondly look back with much nostalgia at just a handful of films and with the power of social media - some of yours. With plenty of facts, they realise just how much of an impact some of these films had on pop culture. But wait, The Lost World is a cult classic? And Home Alone wasn't meant to be made?#OnTheTopic #Podcast #PodernFamily #BritPodScene #CultClassic #CultClassics #Film #Films #Spotify #PopCulture #Eighties #Nineties #Noughties #HomeAlone #JurassicPark #HomeAlone #Gremlins #KevinSmith #Godzilla #Goonies #ComingOfAge #Portsmouth #Southsea #PortsmouthCreativesDid we miss any of your favourite cult films? No download required - simply click on this link and share your thoughts in voice with us, to be in the next episode: https://anchor.fm/onthetopicpodcast/messageNEW! We now have our website - head on over to www.onthetopicpodcast.wordpress.com for all of your channel needs!Alternatively share your thoughts or comments with Alex & Dan by email - onthetopicpodcast@gmail.com, visit their Facebook page, tweet or IM on Instagram at @onthetopicpod or alternatively check us out on Tiktok.Never miss an episode! Subscribe to our newsletter via our web page, visit onthetopicpodcast.wordpress.com - or alternatively stream all of your favourite OTT episodes straight from YouTube! Like, smash the Subscribe button, the notification bell and listen to the podcast on your favourite viewing platform, anywhere you get your podcast fix!Credits:Theme music: Funky Feel by Oliver Lyu (Licensed)Logo Artwork ©Joey Casey - visit and be in awe of Joey's work on Instagram @csydsn - all enquiries contact him on joeyleecasey@gmail.com

Welcome to The Bundle, our regular series on the sports media and streaming marketplace with co-hosts Yannick Ramcke, General Manager of OTT at the streaming service OneFootball and Murray Barnett, founder of 26West Consulting and formerly of F1, World Rugby and ESPN International.Leaders Summit: 2 Weeks To GoLeaders in Sport connects the most influential people and the most powerful ideas in global sport to catalyse discussion, and drive the industry forward. For the past 15 years, Leaders has been the organiser of the most prestigious conferences in global sports business with annual editions North America, Europe, Asia and the Middle East.The Summit, part of Leaders Week London, is now just 2 weeks away, taking place at The Allianz Stadium in Twickenham on 1st and 2nd October. With forums, think tanks, multiple events, award ceremonies, masterclasses and new experiential get-togethers across the week, this is your opportunity to understand the global trends impacting the sport business landscape and how to commercialise them. http://leadersinsport.com/UP  Visit leadersinsport.com/UP for more information and use UP15 for a 15% discount on your Summit passes.Unofficial Partner is the leading podcast for the business of sport. A mix of entertaining and thought provoking conversations with a who's who of the global industry. To join our community of listeners, sign up to the weekly UP Newsletter and follow us on Twitter and TikTok at @UnofficialPartnerWe publish two podcasts each week, on Tuesday and Friday. These are deep conversations with smart people from inside and outside sport. Our entire back catalogue of 400 sports business conversations are available free of charge here. Each pod is available by searching for ‘Unofficial Partner' on Apple, Spotify, Google, Stitcher and every podcast app. If you're interested in collaborating with Unofficial Partner to create one-off podcasts or series, you can reach us via the website.

Ott and Drew talk about their week in South Africa.  

Send us a textIs it fall? Is it summer? Doesn't matter, planning season is here, and the shiny objects are coming (AI, OTT, YouTube). Brandon & Caleb zoom out and lock you into the three pillars that never change—so your plan works no matter which media fad shows up.The framework:Strategy → Message → Media (in that order, always)Build each for three customer types: Today, Tomorrow, YesterdayIn this episode you'll get:Today customers: How to win the finish line with Price, Speed, Hassle Message that converts now: Speak to needs, pains, hopes, fears + give a clear next step.Media that matches intent: Where buyers are right now Tomorrow customers: The 60–70% budget play—commitment, quality, relationships.Media that compounds: Buy daily repetition with the same audience Yesterday customers: Keep the tribe warm with added value, support, and swag. Referrals don't happen by accident.Do this today: Fill a 3×3 grid: rows = Today/Tomorrow/Yesterday; columns = Strategy/Message/Media. If a box is blank, that's your leak.Maven Marketing Mastermind → https://www.mavenmethodtraining.comOur Website: https://frankandmaven.com/Instagram: https://www.instagram.com/frankandmavenmarketing/TikTok: https://www.tiktok.com/@frankandmavenTwitter: https://twitter.com/frankandmavenLinkedIn: https://www.linkedin.com/company/frank-and-maven/Host: Brandon WelchCo-Host: Caleb AgeeExecutive Producer: Carter BreauxAudio/Video Producer: Nate the Camera GuyDo you have a marketing problem you'd like us to help solve? Send it to MavenMonday@FrankandMaven.com!Get a copy of our Best-Selling Book, The Maven Marketer Here: https://a.co/d/1clpm8a

I'm not an Angela Rayner fan. Not for a second. I think she is a button-pushing hypocrite who is the living embodiment of the socialists George Orwell described in Animal Farm. But I also rather suspect she is not nearly as monstrous as she is depicted by those on the other side of the political argument. I also don't think we have seen the last of her and she'll be back again within 18 months.However, I do not buy this narrative that she took bad advice. She's no different to the rest of us. She doesn't like paying tax. She wants to minimize what she has to pay.I've taken advice many times on all matter of subjects. We all have. Often I've been given advice I didn't want to hear - and as a result I've chosen to ignore it. Instead, I've listened to the advice that was what I wanted to hear, even if it was bad.Trying to fob this off on bad advice is both disingenuous and a deferral of responsibility.We all know what is or isn't going to be our main home. It's only when confronted with the option of paying £70,000 or £30,000 that we start mentally to fudge things and get into grey areas and legal niceties.Of course, she knew she had to pay the full £70,000. But like anyone faced with an OTT £70 grand tax bill, she's thinking "Shoot, that's a lot of money. I don't want to pay that." I don't blame her for thinking that. The reason most people in this country who would otherwise be moving are not is that same cost of Stamp Duty.It's patently an awful tax. It punishes people for moving, and so creates immobility. It gums up the housing market. It gets in the way of all the knock-on economic activity that stems from people moving. It taxes transactions not wealth: two people with identical houses pay totally different amounts of tax depending purely on whether they've just moved. It hurts the young and mobile most. It disincentivises downsizing. And on and on and on.Now this "house tax" has undone, of all people, the Housing Minister. Surely that in itself should tell the powers that be that it needs doing away with, as, more generally, the complexities of almost all UK taxes. But there is no chance of that happening, and Chancellor Rachel Reeves and those who advise her will go on wondering why they can't get Britain's economy moving.If you are buying gold or silver to protect yourself in these “interesting times” - and I urge you to the way things are going - my recommended bullion dealer is The Pure Gold Company. Pricing is competitive, quality of service is high. They deliver to the UK, the US, Canada and Europe or you can store your gold with them. More here.I used to go out with a tax lawyer once upon a time and she would always say, “Don't try and evade taxes. It's not worth the agro”. Here we have a case in point. Now Rayner not only has to pay the full amount, plus fines, she has lost her job and a large chunk of the income by which she would pay it with the result that, not only has trying to dodge forty grand cost her her career, she might lose her new flat to it as well. And - do you know what? - given the way the housing market is going, because, in part, of Stamp Duty, I bet she won't find a buyer who'll pay the £800 grand she paid for it.After all the times she has called out others for not paying taxes, and nastily, there is a lot of karma here. Whatever. The more important message is that for umpteen reasons Stamp Duty needs abolishing.Until next time,DominicPS If you missed my midweek commentary here it is:PPS And if you haven't yet bought my book, WTF?!The Secret History of Gold is available to at Amazon, Waterstones and all good bookshops. I hear the audiobook, read by me, is excellent.Amazon is currently offering 20% off.It had a great review in Moneyweek this week from Dr Matthew Partridge - “this book is destined to become a classic that should be at the top of your reading list.” You can read that review here. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.theflyingfrisby.com/subscribe

Episode 127 of The Prakhar Gupta Xperience features Sahiba Bali, a rising talent in Indian cinema and OTT. Known for Laila Majnu and Bard of Blood, she brings a rare mix of acting depth and creative vision. Beyond the screen, Sahiba has worked in marketing with Zomato and with Cricbuzz on Criclytics, blending storytelling with data and strategy. She also co-hosted Shark Tank India, adding a new dimension to her creative journey.Recording Date: August 20, 2025This is what we talked about:0:00 - Intro0:55 - Why Successful Women Are Hated6:43 - Overachiever Sahiba9:30 - Will Sahiba ever do Bigg Boss?12:45 - Bonding Over Love Island15:18 - Sahiba Learns WWE Is Fake18:27 - Is Prakhar Going To a Reality Show20:07 - Favourite Roadies Season23:43 - Sahiba's Guilty Pleasure25:24 - Shoutout To The Short Kings28:56 - Sahiba Is Attracted To...32:56 - 1 Breakup = 1 Tattoo37:50 - Sahiba's New Boyfriend41:48 - Juvenile Prison Experience43:53 - Sahiba's First Language47:14 - Why Sahiba Hates USA49:59 - Zakir Khan Is Not A Comedian51:25 - Music Is Dead57:54 - Are Travis Scott's Concert Satanic?1:02:18 - Metro Is Love1:08:17 - Struggle Of Not Being Taken Seriously1:09:17 - Suffering From Imposter Syndrome1:22:35 - Listening To Bhajan1:27:43 - Losing Nani and Dadi1:31:30 - Exploring Delhi With Friends1:32:28 - Question For Prakhar1:40:24 - Shaadi Mein Zaroor Aana1:42:46 - Final Words

On today's podcast episode, we discuss the biggest discrepancy by device with regards to where we spend our time versus how many ad dollars are aimed there, why social players want to take a page from YouTube's CTV playbook, and why sub OTT's unusual path to advertising has created major misalignments. Join Senior Director of Podcasts and host, Marcus Johnson, Principal Forecasting Writer, Ethan Cramer-Flood, and Senior Analyst, Minda Smiley. Listen everywhere and watch on YouTube and Spotify.   Reports mentioned in this episode:  US Social Ad Spending vs. Time Spent 2025 US Time Spent vs. Ad Spending 2025   To learn more about our research and get access to PRO+ go to EMARKETER.com   Follow us on Instagram at: https://www.instagram.com/emarketer/ For sponsorship opportunities contact us: advertising@emarketer.com For more information visit: https://www.emarketer.com/advertise/ Have questions or just want to say hi? Drop us a line at podcast@emarketer.com    For a transcript of this episode click here: https://www.emarketer.com/content/podcast-behind-numbers-ad-dollars-attention-mismatch-the-big-screen-ad-spend-gap-youtube-ctv-edge   © 2025 EMARKETER   Got an ecommerce challenge? Awin has you covered. With Awin's affiliate platform, brands of all sizes can unlock endless marketing opportunities, reach consumers everywhere, and choose partners that fit their goals. Control costs, customize programs, and drive real results. Learn more at awin.com/emarketer.

Only one in ten PI firms is using programmatic advertising. That means the other nine are sacrificing market share. And cases. If your ads aren't following your ideal clients from Candy Crush to connected TV, it's time to change that. In this special bonus replay of our live Rankings webinar, CEO Chris Dreyer and Director of Paid Ads Brianna Sudbury break down exactly how to put your brand in front of the right audience, on the right device, at the right time, without wasting budget. From CTV spots on Hulu to geofenced audio ads near accident sites, this episode is your roadmap to laser-targeted campaigns that work together, trackable results, and scaling without the guesswork. Learn: The six programmatic formats every PI firm should test Why “one pixel to rule them all” is your retargeting superpower How to combine OTT, display, audio, and native for maximum recall Creative tips that beat “wallpaper” ads every time Budget ranges, CPM benchmarks, and when to go premium vs. remnant PIMCON 2025 Tickets On Sale Now. Get yours today! Get Social! Personal Injury Mastermind (PIM) is on Instagram | YouTube | TikTok

FHFH |'25-26 Divisional Previews | Atlantic Part 2 The FHFH divisional Previews continue with Part 2 of the Atlantic. Today the boys are looking at OTT and DET – deep diving how their Fantasy Outlook has changed since last year.  Team Breakdowns Team Question Marks and Storylines Top Targets Breakout/Sleeper/Bust Candidates Goaltending Breakdown Projections Top Prospect It's a HUGE help if you can subscribe to our YouTube channel: FHFH YouTube Channel Follow us on Twitter / X: FHFH Twitter / X      

Devy Devotional Podcast Episode Notes: Next Man UpDate: August 13, 2025Hosts: John Arrington, Andy StarrNote: Aaron Wilcox was absent for this episode.IntroductionJohn Arrington hosts alongside Andy Starr, filling in for the absent Aaron Wilcox.The episode focuses on recent injuries in college football, particularly during fall camps, and discusses the "next man up" for key teams, exploring potential replacements and their impact on team dynamics and fantasy football (Devy and CFF).Key Topics and Discussions1. General Injury OverviewThe hosts discuss the impact of injuries across college football, noting that while some are minor, others could have significant long-term effects.The focus is on identifying players who could step up in the absence of injured starters, especially at running back and wide receiver positions.2. Notre Dame: Keidren Young's Season-Ending InjuryInjury: Keidren Young (RB, Notre Dame) suffered a season-ending ACL tear.Impact: Young was expected to have a role as a spell back for Jeremiah Love, particularly on early downs. His injury disrupts his development and role for 2025.Next Man Up: Aneas Williams is highlighted as a potential beneficiary, likely stepping into a larger role in the running back room. The hosts note Notre Dame's limited depth at RB, with only Jeremiah Love, Jadarian Price, and Aneas Williams listed alongside Young on the depth chart (per Our Lads).Future Outlook: Young's injury could push him to re-earn his role in 2026, especially with Love and Price potentially leaving. Concerns arise about Notre Dame recruiting over Young or adding walk-ons to bolster depth.Devy Notes: Williams is seen as an electric back with more explosiveness than Young, offering a promising 1-2 punch for 2026 if Young recovers fully. However, the hosts express caution about running back injuries in general, citing examples like Jonathan Brooks and CJ Baxter.3. Iowa: Kamari Moulton's Hamstring InjuryInjury: Kamari Moulton (RB, Iowa) is sidelined with a hamstring injury, missing practice in the week leading up to the episode.Impact: Moulton was expected to lead Iowa's backfield after Caleb Johnson's surprising 2024 season. A prolonged absence could severely hamper Iowa's already weak offense.Next Man Up: The depth chart behind Moulton is thin, with Jayzeon Patterson, Terrell Washington, Xavier Williams, and Brevin Doll listed. None have shown significant promise, with low big-time run rates and PPR points per touch.Discussion: The hosts express concern about Iowa's running game without Moulton, noting the team's historical reliance on defense and tight ends rather than offensive firepower. They discuss the addition of FCS transfer quarterback Mark Grunowski, who could add a rushing element, but doubt Iowa will shift to a spread offense under coach Kirk Ferentz.Devy Notes: Moulton's 7% big-time run rate offers some optimism if he returns healthy, but the hosts are pessimistic about Iowa's offense without him, predicting a potential struggle to reach 200 rushing yards as a team.4. Florida: Wide Receiver InjuriesInjuries:Eugene Wilson III (WR) has been limited in spring and fall practices due to an undisclosed injury.Dallas Wilson (WR, true freshman) is in a hard cast for a lower leg injury, expected to miss at least a week or two.Impact: Florida's wide receiver room is depleted, raising concerns about offensive production, especially with a tough 2025 schedule.Next Man Up:J. Michael Sturdivant (WR, transfer from Cal): Expected to fill a role similar to Kahleil Dike but has regressed since a 755-yard sophomore season at Cal (2022). His 315 yards in 2024 at UCLA raise doubts about his ability to exceed 300-500 yards in the SEC.Vernell Brown III (WR, true freshman): A five-star recruit with inconsistent camp reports but high athletic potential. He could seize a starting role if Wilson and Wilson are sidelined.Tank Hawkins (WR, true sophomore): Showed promise with a 4.6 average depth of target (A-dot) on limited routes (46) in 2024. Could step up as a possession receiver.Other Names: Aiden Mizell and Khalil Jackson are mentioned but deemed unexciting due to limited production (Jackson had 13 yards in 2024).Discussion: The hosts speculate on lineup adjustments, suggesting Eugene Wilson could move to the X-receiver role with Brown in the slot if injuries persist. They emphasize the need for quarterback DJ Lagway to elevate the offense, noting his shoulder and calf injuries as concerns. Florida's tough schedule and coach Billy Napier's job security add urgency to getting top players like Brown on the field.Devy Notes: Brown is the most exciting prospect for Devy purposes, with potential to break out if given opportunities. Sturdivant and Hawkins are less appealing, with Sturdivant's decline making him a risky bet.5. LSU: Wide Receiver InjuriesInjuries:Nick Anderson (WR, transfer from Oklahoma) is recovering from a quadriceps injury, possibly related to a car accident and concussion protocol.Aaron Anderson (WR) has been sidelined during fall camp, with limited details on the injury.Impact: LSU's deep wide receiver room mitigates the impact, but the injuries could open doors for younger players.Next Man Up:Barion Brown (WR): A former Kentucky standout with a strong freshman year, Brown has earned all-SEC preseason honors and praise in camp. He's listed as a backup flanker but could see significant snaps.Zavion Thomas (WR): Also receiving camp buzz but hasn't stood out significantly as a receiver.Chris Hilton Jr. (WR): The presumed starter at X-receiver, Hilton has big-play potential (2.5+ yards per route run in three seasons) but only 225 yards in 2024. His role is questioned due to competition from younger talent.Kylan Billiot (WR, true sophomore): A highly-touted recruit listed as third-string behind Nick Anderson. Could see snaps if injuries persist.Teron Francis (WR, true freshman): Nicknamed “Man Child,” Francis has generated hype for his athleticism and camp performance, potentially pushing for a role.Discussion: The hosts debate whether veterans like Hilton and Aaron Anderson can hold off younger talents like Billiot and Francis. LSU's passing game, led by quarterback Garrett Nussmeier, is expected to remain strong despite injuries due to the team's depth.Devy Notes: Brown and Francis are the most intriguing for Devy leagues, with Brown offering immediate production potential and Francis as a long-term upside pick. Hilton's big-play ability is noted but tempered by his limited production.6. Oklahoma: Running Back InjuriesInjuries:Taylor Tatum (RB) and Jayden Ott (RB) are dealing with minor injuries, expected to return by Week 1.Xavier Robinson (RB) is also injured, leaving only Javontae Barnes and true freshman Torrey Blaylock as healthy backs in camp.Impact: Oklahoma's running back room is described as “disgusting” due to its lack of proven talent and injury concerns.Next Man Up:Torrey Blaylock (RB, true freshman): Has impressed in camp with his speed and explosiveness, potentially earning a role in specific packages.Javontae Barnes (RB): Healthy as of recent reports but hampered by a 2023 foot injury (dead bone removed near his big toe). His 577 yards in 2024 were underwhelming (4.7 YPC).Jayden Ott (RB): A former standout at Cal, Ott struggled in 2024 but could rebound if healthy.Taylor Tatum (RB): A highly-touted recruit with better per-carry metrics than Barnes but limited by inexperience and injury.Discussion: The hosts highlight Blaylock's potential to see the field due to his explosiveness, despite being low on the depth chart. Concerns linger about Barnes' recovery from his foot injury and Ott's ability to return to form. The addition of quarterback John Mateer and new offensive coordinator could shift focus to the passing game.Devy Notes: Blaylock is a sleeper pick for Devy leagues due to his camp buzz and the weak depth chart. Tatum remains a high-upside prospect, while Ott and Barnes are less appealing due to recent struggles.Additional NotesAaron Wilcox's Absence: The hosts humorously note Aaron's absence, joking about his fear of the “Guess the Guy” segment, which was skipped for the second consecutive week.College Football Excitement: With the season two weeks away, the hosts are excited about upcoming games, noting a stronger-than-usual Week 0 and Week 1 schedule.Technical Issues: Andy experienced internet connectivity issues during the podcast, briefly dropping out. John's daughter inadvertently turned off his house lights via voice-controlled devices, adding a humorous moment.Key Devy TakeawaysHigh-Upside Prospects to Watch: Vernell Brown III (Florida), Torrey Blaylock (Oklahoma), Barion Brown (LSU), and Teron Francis (LSU) are highlighted as potential breakout players if injuries create opportunities.Injury Concerns: Keidren Young (Notre Dame), Kamari Moulton (Iowa), Eugene Wilson III (Florida), Dallas Wilson (Florida), Nick Anderson (LSU), and DJ Lagway (Florida) face varying degrees of injury risk, impacting their Devy value.Depth Chart Analysis: Teams like LSU and Florida have deeper talent pools to weather injuries, while Iowa and Oklahoma face significant challenges if their injured players miss extended time.ClosingThe hosts thank listeners for their support on Gridiron Ratings' YouTube channel and Spotify, encouraging engagement through comments and subscriptions.They promise to return with Aaron Wilcox for the next episode, as college football season approaches.Runtime: ~1 hourListen on: Gridiron Ratings YouTube, SpotifyNext Episode: TBD, with hopes of Aaron Wilcox's return and live football discussions.