Podcasts about points

Craig opens the show by discussing the expertly handled interview by the VP on The View!Become a supporter of this podcast: https://www.spreaker.com/podcast/the-craig-collins-show--6214297/support.

(Disclaimer: Click 'more' to see ad disclosure) Geobreeze Travel is part of an affiliate sales network and receives compensation for sending traffic to partner sites, such as MileValue.com. This compensation may impact how and where links appear on this site. This site does not include all financial companies or all available financial offers. Terms apply to American Express benefits and offers. Enrollment may be required for select American Express benefits and offers. Visit americanexpress.com to learn more.  ➤ Free points 101 course (includes hotel upgrade email template)https://geobreezetravel.com/freecourse  ➤ Free credit card consultations https://airtable.com/apparEqFGYkas0LHl/shrYFpUr2zutt5515 ➤ Seats.Aero: https://geobreezetravel.com/seatsaero ➤ Request a free personalized award search tutorial: https://go.geobreezetravel.com/ast-form If you are interested in supporting this show when you apply for your next card, check out https://geobreezetravel.com/cards and if you're not sure what card is right for you, I offer free credit card consultations athttps://geobreezetravel.com/consultations!Timestamps:00:00 Earn Points on Bills00:17 Intro and Offers01:16 Meet Matt Baker03:01 What Is PayRewards06:28 How Payments Work08:19 Fees and Point Stacking11:03 Allowed Payments Rules13:47 Contractors and Payroll15:24 International Payments Roadmap16:31 More High Spend Use Cases19:40 Why B2B Card Acceptance Is Low23:44 Transfer Partners and Redemptions27:30 Custom Concierge Redemptions29:53 How to Get Started30:55 EIN Requirement and Wrap UpYou can find Julia at: ➤ Free course: https://julia-s-school-9209.thinkific.com/courses/your-first-points-redemption➤ Website: https://geobreezetravel.com/➤ Instagram: https://www.instagram.com/geobreezetravel/➤ Credit card links: https://www.geobreezetravel.com/cards➤ Patreon: https://www.patreon.com/geobreezetravelYou can find Matt Baker / PayRewards at:➤ Website: https://payrewards.com/➤ LinkedIn: https://www.linkedin.com/company/payrewards➤ Matt's LinkedIn: https://www.linkedin.com/in/matt-baker-1325914Opinions expressed here are the author's alone, not those of any bank, credit card issuer, hotel, airline, or other entity. This content has not been reviewed, approved or otherwise endorsed by any of the entities included within the post. The content of this video is accurate as of the posting date. Some of the offers mentioned may no longer be available.

A lot of women are doing the “right” things with money. They have the job. They save. They avoid bad debt. They keep money in the bank. They are responsible. But they still do not feel confident. In this episode, Shari Rash talks with Michelle Taylor, founder of Women In Wealth and host of Talk Wealthy to Me, about the disconnect so many women feel with money: technically doing well, but still feeling unsure, behind, or afraid to make the next move. Michelle shares how our early money stories shape the way we save, spend, invest, and ask for help. She and Shari talk about why women often receive money advice that does not account for the reality of their lives, including career pressure, caregiving, emotional labor, entrepreneurship, family expectations, and the desire to feel safe. They also dig into why keeping too much cash can feel responsible while quietly holding you back, why debt is not always bad when used strategically, and why the right financial community or advisor can help you move from “I'm good with money” to “I actually feel confident about what I'm doing.” You'll hear: Why women can do the right things financially and still feel uncertain How childhood money conversations become adult money beliefs Why money advice from well-meaning family members may not fit your actual life How to start more honest money conversations with friends Why cash can feel comforting but still cost you growth The difference between being responsible with money and being confident with money Why women need financial spaces where they can ask questions without shame How to find advice that supports your life, your goals, and your version of security This conversation is for the woman who has worked hard, saved money, avoided obvious mistakes, and still wonders, “Am I actually doing this right?” Because being good with money is not the finish line. Feeling clear, confident, and supported is what changes everything. If you're ready for personalized, judgment-free financial guidance, learn more about working with Shari. Shari Rash is the founder of GWA Wealth, a virtual advisory firm helping women make confident, values-aligned decisions with their money. Visit GWA Wealth to explore your next step. Talkin' Points → where your money gets smarter. Real talk, practical tips, zero guilt straight to your inbox. Sign up here.  Be sure to like and follow the show on your favorite podcast app! Keep the conversation going on Instagram @everyonestalkinmoney Shari Rash is a financial planner and Investment Adviser Representative of GWA Wealth, a Registered Investment Adviser. The information provided in this podcast is for educational and informational purposes only and should not be construed as personalized investment, tax, or legal advice. Listening to this podcast does not create an advisory relationship with Shari Rash or GWA Wealth. All investments involve risk, including the potential loss of principal. Any references to specific investments, strategies, or securities are for illustrative purposes only and are not recommendations. You should consult your own financial advisor, tax professional, or attorney regarding your individual situation before making any financial decisions. The views expressed by guests are their own and don't necessarily reflect the views of GWA Wealth. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this hour of Prop Points, hosts Nick Whalen and Jeff Erickson recap the World Cup and chat NFL headlines before playing What's More Likely To Cash? with some MLB props. Also on the show, RotoWire's senior golf writer Len Hochberg joins the show to preview the U.S. Open, and the guys preview today's MLB slate. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

GW splits 40k Event Companion into 4 modular guides. New updates add dynamic terrain setups and lock in Force Dispositions for the entire tournament. Event companion breakdown https://spikeybits.com/40k-chapter-approved-tournament-companion-guide/ All New 11th Edition 40k Rules Hub: https://spikeybits.com/warhammer-40k-11th-edition-rules/ Monument Hobbies has some of the best paints in the business: Get yours here https://bit.ly/MoumentHobbies Get your hobbies for less from Fabricators Forge https://bit.ly/FabricatorsForgeStore Top Hobby Supplies For miniatures: https://spikeybits.com/best-hobby-supplies-miniatures-tabletop-gaming/ Join our Discord https://discord.gg/jvVa7tT Heretic Swag https://hereticswag.com/ Table of Contents 00:00 Opening 02:46 Would You Rather 09:40 News 24:41Event Companion & Points Become a Veteran of the Long War! http://thelongwar.net/

In this hour of Prop Points Hosts Nick Whalen and Brandon Kravitz recap the 2026 NBA Finals and the best value for the 2027 NBA Finals. Adam Zdroik joins the show to help talk about the World Cup. Erik Halterman also joins the show to help break down the MLB Monday game props. Nick and Brandon wind down with their best team-player fits for the 2026 NBA Draft. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Video Game Town, a truly indie website that is constantly striving to employ and pay some of your favorite writers to build a new community for smart and fun gaming coverage. Check them out at http://videogame.town for daily pieces! You can directly support them on Patreon at http://patreon.com/videogametown for exclusive articles and podcasts.Experience HITS technology with the new PRO X2 Superstrike, the fastest mouse Logitech G has ever built. Head over to http://kindafunny.com/logitech to grab yours and start clicking faster than the competition. Thank you for the support! Run of Show - Learn more about your ad choices. Visit megaphone.fm/adchoices

The Giants' record of 69-93 is a far cry from expectations; Eno Sarris of The Athletic breaks down the impact of the Devers trade on the team's roster and performance. He discusses how the team's missteps can be attributed to Devers not living up to his individual expectations, and how this has led to a ripple effect on the rest of the roster. He also discusses the importance of player development and how it has affected the team's pitching.See omnystudio.com/listener for privacy information.

What if you never had to manually check whether the price of your flight or hotel dropped after booking? In this episode, we sit down with Sam Hollander, founder of Autopilot, to discuss how his platform is helping travelers save money by automatically monitoring reservations and identifying opportunities for refunds, travel credits, and lower prices. For anyone who loves points, miles, and maximizing travel value, this technology could be a game changer.Sam walks us through how Autopilot works, which airlines and hotel programs are currently supported, and what's coming next—including Southwest integration, international bookings, upgrade tracking, and more. We also discuss security, award travel support, and how automation can help busy travelers avoid leaving money on the table. Whether you're booking with cash, points, or a mix of both, this episode is packed with practical tips to help you get more value from every trip.Mentioned in this Episode:Try out Autopilot hereCardpointersEmail Sam at Sam@WithAutopilot.comFind Us On Online:Girl's Trip Interest Form (April 7-10, 2027)Summer Road Trip Submissions ARE BACK!Sign Up for the Y! Wonder Travel NewsletterWonderland on Points Youtube ChannelMary Ellen | JoFacebook GroupAffiliate Links:Rakuten- Mary Ellen (Get 5000 AMEX or Bilt POINTS)Rakuten- Joanna (Get 5000 AMEX or Bilt POINTS)Comfrt.com 15% OFFSeats.AeroCardpointersHalara (use code "Wonderland" for 10% off)Our Favorite Credit CardsOur Favorite Travel NecessitiesWe receive a small commission when you choose to use any of our links to purchase your products or apply for your cards! We SO appreciate when you choose to give back to the podcast in this way!

durée : 00:14:49 - Les Matins de France Culture - Le Pakistan a annoncé, dans la nuit de dimanche à lundi, la conclusion d'un accord entre les États-Unis et l'Iran. Il doit mettre immédiatement fin à la guerre sur tous les fronts au Moyen-Orient et au Liban. Cet accord fixe surtout la règle du jeu, mais ne résout encore pas des points majeurs. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

The US and Iran have agreed to a truce and are expected to sign a preliminary agreement in Geneva later this week. Oil prices have eased, markets have rallied and fears over disruptions through the Strait of Hormuz have receded. In #CutTheClutter episode XXXX, ThePrint Editor-in-Chief Shekhar Gupta breaks down the emerging Iran-US truce in 10 points, decoding the significance of the understanding, Pakistan's role in the diplomatic process, why Israel is unhappy with the outcome, what it means for the Gulf Arab states, and why the peace dividend is of enormous significance for India.----more----Read The Washington Post's article here: https://www.washingtonpost.com/world/2026/06/12/qatar-pursued-secret-talks-with-iran-shield-gas-complex-strikes/----more----Read Barak Ravid's article here: https://www.axios.com/2026/06/14/trump-netanyahu-iran-deal-israel-beirut-strike----more----Watch 'Syria, Turkey, Kurds, ISIS, Trump & Putin, & how Middle East unravelled in murderous chaos | ep 294' here: https://youtu.be/mwKDHWXdIBc

This is a packed episode!

What does great leadership actually look like? Can you make a difference even if you're in the middle of the hierarchy? "If you think you're too small, you've not spent the night under a bedsheet with a mosquito." In this episode, educator and Deming practitioner Balaji Reddie explains why W. Edwards Deming was far more practical about leadership than many people realize. Drawing on both The New Economics and Out of the Crisis, Balaji shares stories and examples that bring Deming's 17 principles of leadership to life. From creating trust and joy in work to understanding variation, coaching people, and improving systems, this conversation challenges conventional management thinking and offers a clear path toward transformation. TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Balaji Reddie, who is an educator and trainer in the teachings of Dr. Deming and quality management generally. And the topic for today is Principles of Leadership. Balaji, take it away.   0:00:27.9 Balaji Reddie: Good morning. Thank you so much, Andrew. We had left our last session with that, we'd be dealing with this. And of course, Dr. Deming gave us the outline of Profound Knowledge and he gave us 14 points. He also gave us the deadly diseases and the 16 Obstacles. So people often talk about the diseases, but very often they forget the obstacles. And there are 16 of them which he highlighted for us. And if you think that they're outdated, they're as relevant as they ever were. So you need to keep revisiting those. I think if you start working on removing the obstacles, it's like you're taking your foot off the brake rather than pressing on the accelerator.   0:01:11.3 Balaji Reddie: So you're removing the things that actually stop you before you actually take things forward. But nevertheless, we start with point number 14 where he says, take action to complete, to make the transformation. And he says that there should be a critical mass of people that you need to educate and train and get them on the same page as you are. I'm gonna quote Hazel Cannon here, who is current president of the British Deming Forum. And she talks about the time when she was very young and she attended the Deming four-day seminar, I think in Birmingham. And at the end of those four days, she was overwhelmed as you normally are when you hear how the man speak. And he spoke... He wanted you to make drastic changes. It's not just tinkering here and there.   0:02:08.2 Balaji Reddie: And so she went up to him and she said, "I'm really taken up by what you just said." And then she made a statement, "I'm too small to make these changes in my organization." I believe she worked as a lab assistant in a chemical manufacturing company. They used to make chemicals for cosmetics. So she said, "I'm too small." And Deming just interrupted her and said, "Never think you're too small. If you think you're too small, you've not spent the night under a bedsheet with a mosquito." So make a change where you are and take it from there. So I would like to now quote Dr. Deming from Out of the Crisis. This is Plan for Action: Take action to accomplish the transformation. So he writes there, there are three points and then I'll come to what he writes below that.   0:03:01.8 Balaji Reddie: So he says, "Management in authority will struggle over every one of the above 13 points, the deadly diseases, and the obstacles. They will agree on their meaning and on the direction to take. They will agree to carry out the new philosophy. Management in authority will take pride in their adoption of the new philosophy and in their new responsibilities. They will have courage to break with tradition, even to the point of exile among their peers." So he talks about courage. He talks about courage of conviction. And then he says, "Management in authority will explain by seminars and other means." So I think he leaves it to people of the ways and means. And now today there are a lot of means of doing that. DemingNEXT is one of them. And he says, "To the critical mass of people in the company why change is necessary and that the change will involve everybody."   0:04:00.9 Balaji Reddie: Now he writes something very interesting. He says, "This whole movement may be instituted and carried out by middle management speaking with one voice." So he gave instructions. Why are people saying that he did not tell us what to do? It is just that he expected maybe a lot. And now let's get to that middle management and what he expected. He says here... Let's see here. I'm coming to chapter four now in The New Economics where he says, "A System of Profound Knowledge. The aim of this chapter: the prevailing style of management must undergo transformation." So we just heard that, that what we need to do. And he says, "A system cannot understand itself. The transformation requires a view from the outside. The aim of this chapter is to provide an outside view, a lens that I call a System of Profound Knowledge.   0:04:59.7 Balaji Reddie: It provides a map of theory by which to understand the organizations that we work in." Then he says, "The first step is transformation of the individual. This transformation is discontinuous. It comes from understanding the System of Profound Knowledge." Then he says that "the individual, once transformed, will set an example." So setting an example, I believe, is doing the right thing under adverse circumstances, when you stick to your principles despite the fact that there is an easier way out. As they say, choosing a path between good and bad is easy, you choose good. But good and better, you need to make the right choice. And that needs profound knowledge. "So be a good listener," he says, "but will not compromise. Continually teach other people and help people pull away from their current practice and beliefs and move to the new philosophy without a feeling of guilt about the past."   0:06:02.7 Balaji Reddie: So he explains to us what was needed here, right? And he says this is what we actually need to do. Now I'd like to, I mean, I'll be referring to a document. I don't know how we're gonna get this to people, but for the Principles of Leadership. All right, I think I'll have to send this over to you later, but we will do that. So in the Principles of Leadership, just come to them. I am quoting again from both Out of the Crisis and The New Economics. So you will find this there when he speaks about what needs to be done. Modern Principles of Leadership. And he says, "The modern principles of leadership will replace the annual performance review. The first step in a company will be to provide education in leadership." So that would be introducing people to profound knowledge from what we just heard. Then he said, "The annual performance review may then be abolished." Of course, that will take time. "Leadership will take its place, and this is what Western management should have been doing all along."   0:07:12.6 Balaji Reddie: So he says, "The annual performance review sneaked in and became popular because it does not require anyone to face the problems of people. It is easier to rate them, focus on the outcome. What Western industry needs is methods that will improve the outcome." And he says, "Suggestions follow." So first, institute... The first principle. "Institute education in leadership: the obligations, the principles, and methods." And so I think introduction to the System of Profound Knowledge will help. And then after profound knowledge has been sort of brought to the notice of... Of bringing to the notice of the people then you get into perhaps teaching them about 14 Points, et cetera.   0:07:57.8 Balaji Reddie: Comes the second principle. He says, "Ensure more careful selection of people in the first place." So choosing the people, he says again, now here's where it requires you to understand the purpose of what you're doing, purpose of your organization, purpose of the people you're looking out for and making this change. Because when you know your purpose, you know the aim, then you can choose people in the right way. And I believe he said this somewhere, it's a combination of education, training, skills, and experience. So we need to combine these four factors in choosing the right people. Then he says, after selection of the people, ensure better training and education. So we fine-tune all of their... He says a complete background. He said their aspirations, their goals.   0:08:54.2 Balaji Reddie: I kind of borrowed this idea from a company here in India where they had this thing called roles, responsibilities, and objectives. And they used to meet once in a month, but once in a year they used to decide. So the top management, the HR, would sit down with each and every employee and say that, "In this calendar year, this is what we intend to do and this is what we expect from you." And in turn, they used to ask the employee, "What do you expect from us? Because this is what we want from you." And then the employee had a chance of putting forth what he or she wanted, the management, what help they needed. And I think this is where we have to be... It's a give and take. And they didn't just meet once a year; every month they would meet and the question was, "How are we doing?" not "What have you done?"   0:09:51.1 Balaji Reddie: So I think it wasn't a traditional appraisal. If there was any appraisal, it was appraising what top management were doing or intended to do and not so much the employee. I thought that was a good move. So that's what we need to do here: better training and education. Principle number four states: "A manager understands and conveys to his people the meaning of a system. He explains the aims of the system. He teaches his people to understand how the work of the group supports these aims." Now, here's where, you know, when you talk about, say, hiring people in the first place, when you bring in new employees, I believe that there should be a special session by people inside the company who have stayed the longest, who served the company the longest, especially during their bad days. Because the employees need to know what really happened and how the company survived and how we were resilient, we came back despite all the problems that we had.   0:11:00.7 Balaji Reddie: And the historical perspective, especially if there's someone who's in touch with the founding members, that would be a great boon. I know nowadays we talk about the older companies, obviously none of the founders are there, but if there is such a person, exchanging those ideas with the young employees would definitely make a difference. So they would then understand the purpose, the aims, and how your work supports these aims. I think it's the best way to do that. But what I see right now in companies and I'm being very specific about this, because today when new employees join the company, they have an orientation, they have onboarding, as they call it, but that's done by a rookie, someone who's just joined the company and is just making...   0:11:46.8 Andrew Stotz: [0:11:46.8] Following a checklist?   0:11:48.1 Balaji Reddie: Exactly. Like a PowerPoint presentation. They don't talk about the history of the company. And I think there has to be an emotional connect before there is a logical or an intellectual connect. That emotional connect, I think, then makes you feel that pride and you feel good about coming to work and you say, "Oh, I did not know." So I believe this fourth principle is important in that sense, in the way to do that. Now, he says that... Principle five says he helps...   0:12:19.7 Andrew Stotz: By the way, do you know what chapter are you in?   0:12:23.9 Balaji Reddie: Oh, I have combined.   0:12:27.9 Andrew Stotz: Okay.   0:12:29.4 Balaji Reddie: I took some of the text... Okay. If you want to see here, this is management of people, all right? In that chapter. So I've taken... There are 14 principles there, management of people. In the new edition of The New Economics. It appears...   0:12:48.2 Andrew Stotz: So chapter six.   0:12:50.2 Balaji Reddie: Chapter six, yeah. That's chapter six...   0:12:51.8 Andrew Stotz: Yep.   0:12:52.6 Balaji Reddie: All right. And he talks about pictorial effect of transformation, and then he talks about management of people, role of a manager of people. So there were 14 there, but in Out of the Crisis, the first three which were there, he did not include here.   0:13:10.0 Andrew Stotz: Okay. I just just asked...   0:13:11.0 Balaji Reddie: So I just included those. Yeah. No, so that when people read the book, they could read it clearly, right? So, yeah. So he says now principle number five, which in Economics is principle number two or three, right? He says "he helps his people to see themselves as components in a system, to work in cooperation with preceding stages and following stages toward optimization of the efforts of all stages towards achievement of the aim." So we want optimization, not compromise. So you need to sit together. Just if I were to ask a simple question to you, Andrew, and without thinking, if I were to try to answer this question... Okay. I presume you know how to make a cup of tea.   0:13:58.7 Andrew Stotz: Yes.   0:14:00.1 Balaji Reddie: So what is the first step?   0:14:02.7 Andrew Stotz: For me, boil water.   0:14:04.6 Balaji Reddie: Boil water. And what if I say that's not the first step?   0:14:12.0 Andrew Stotz: Well, first of all, I think you probably have more experience with tea than I do, but I have more experience with espresso, probably. But anyways, go ahead and tell me.   0:14:20.9 Balaji Reddie: Okay. The first question is, whom am I making a cup of tea for? So what I just tried to convey is it's not natural to think about the customer. And so the first step is, for whom is the cup of tea? If it's the person...   0:14:30.8 Andrew Stotz: Grandma.   0:14:40.7 Balaji Reddie: That's right. If she's diabetic, then you would not need sugar. So you gather the ingredients accordingly. If he wants black tea, you don't take milk, right? And that's the point he's trying to say here. When you look at different stages, every every person has a customer. So the first question is, who is my customer?   0:15:07.1 Andrew Stotz: Right.   0:15:07.4 Balaji Reddie: And that part of profound knowledge, understanding psychology, I mentioned this last time, is empathy. The word empathy captures this. So you go to the next process as, "Whom am I doing this work for?" and sit down with that person and say, "What do you expect from me? How may I help you?" And that's what decides what you're gonna do. So this this fifth principle here, that he helps his people see themselves as components, I think this is important. The next process is your immediate customer, and the rest of them are customers in a very oblique sense. But what you do is critical to the next person in line, right? So you always spend extra time with that person and of course the other people down the line who your work is gonna be impacting over a period of time, right? But these are the... This is the first step you find out. So who's my customer? So that's principle five.   0:16:09.0 Balaji Reddie: Principle number six: now this comes under psychology again, that a manager of people understands that people are different from each other. He tries to create for everybody interest and challenge and joy in work. Now, if you look at the theory of knowledge, what exactly did he give us when he brought that component of profound knowledge into play? He says that theory is a statement that conveys knowledge by relating cause to effect. So I repeat, theory is a statement which conveys knowledge by relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong.   0:17:04.7 Balaji Reddie: So I'm gonna repeat this whole statement again. Theory is a statement which conveys knowledge. How? By relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong. So no amount of examples can establish a theory, and even one example can lead to either abandonment of the theory or modification of the theory. That's what he kept saying. Now, how does this work? So he says it's a system of learning, and all of us have this built in, right? Now, he came from the school of Clarence Irving Lewis, Mind and the World-Order. And if you read that book, Lewis says all knowledge is a priori, it's based on what you already know.   0:18:00.9 Balaji Reddie: For example, let me take this example here. Now, suppose I were to start describing the road to my house. Now, you've not been here, but if I start saying that the road bends towards the left and then there is a command you get to see, now you start constructing a picture in your head based on what you have already seen. It's not the same. That's your theory, right? And then when you actually visit, you say, "Oh, it's the difference between theory and what I actually saw," and then you change your theory. So theory is... It's natural. All of us think naturally like this. And that's why he says here that people are different from one another and we need to celebrate those differences. All of us are born with the system of learning, but not all of us learn the same way.   0:18:49.8 Balaji Reddie: There are some who learn by watching, there are some who learn by doing, there's some who learn by reading, there's some who learn by writing. For some people, one word is enough. You utter a word and they say, "I got it." And for some people, you have to repeat the statement maybe 10 times, 11 times, and then the 12th time you repeat it, they say, "Okay, I got it." Now, is that wrong? We're just different, right? And that's why he says here that we need to understand the learning process of people. And when you understand the learning process of a person and then put that person in the right job, you'll have to stop that person from working. That was his definition of joy in work. People enjoy their work when they realize it resonates with them.   0:19:40.4 Balaji Reddie: And how does that resonance come in? When you under... And because this is so difficult to do, we just throw the responsibility on them by saying, "Here's the target." So the target actually distracts them when actually you should be working on understanding their learning process. So it's a lot of hard work. And sometimes people are motivated enough to discover it themselves, which is great, but we need to create that atmosphere for them to enjoy their work. So interest, challenge, et cetera, he tries to optimize. Now, here's the key. This is beautiful. He tries to optimize family background, education, skills, hopes, and abilities of everyone.   0:20:21.7 Balaji Reddie: So this is not ranking people, very clear. It is instead recognition of differences between people and an attempt to put everybody in a position for development. I think this is one of the most important principles in getting things done. When I teach this to the HR students in my college, I keep saying that I don't think you should call this science as human resource management, because the definition of a resource is obtain it, shape it, use it, and throw it away. We don't wanna do that. I think we should change the title of that department to Department of Learning, because that's what exactly this is all about, and it's learning in both ways where you are trying to understand their process of learning and in effect, you're trying to understand how the company is going to be learning.   0:21:17.0 Balaji Reddie: So you put this in... So this principle, he says, combine all of these things: family background, education, hopes, I love that word. Because if you see one of the things that people talk about, customer satisfaction, I think Deming was the only person who said customers should be happy. Not just satisfied, happier, right? Now comes the next principle. "He is an unceasing learner." So you can never say, "I know it all." Unceasing learner, he encourages his people to study. And I think this fits Dr. Deming himself. He made no excuses to learn. "May I not learn," he would keep repeating that. And I remember Bill Cooper getting irritated and said, "The last time I met you, you said this, and now you're saying this. I got that on tape." He said, "Well, you got this on tape now." He said that, "I do, I learn. And as I learn," he said, "that could have been under different circumstances that I said that, but I'm saying this."   0:22:22.4 Balaji Reddie: And so you keep learning. And he encourages his people to study. The word is study. And he provides, when possible and feasible, seminars and courses for advancement of learning, encourages continued education in college or university for people that are so inclined. So I think this bit is in many places getting to be a part of the systems in most companies. I've seen that happen now, which is a good sign. But it doesn't end there, there are a lot of other things to do. This was the Principle 7 in the list of 17. Now comes Principle 8, and this is so difficult to look at. He says "he's a coach and a counsel, not a judge." You judge people, they shut up.   0:23:15.4 Balaji Reddie: So he says coach and counsel. When they need help, guide them, show them the path. Sometimes maybe you need some help in doing that, well, go ahead. So that was principle number eight. Principle number nine says "he understands a stable system. He understands the interaction between people and the circumstances that they work in. He understands that the performance of anyone that can learn a skill will come to a stable state." Now, this is amazing. He said this way back in the 1950s when he was in Japan teaching them the control chart, where he took one example where he says that further training to the worker and the process was still in control. And he says, "I think he's reached the limit of his learning. He perhaps needs to be taken to another process or maybe given something more challenging so that we can develop the learning process."   0:24:17.6 Balaji Reddie: So he was speaking about this way back in the 1950s, which today you can say comes under understanding psychology through variation. And he says, upon which furthest the lessons will not bring improvement of performance, and a manager of people knows that in this stable state, it is distracting to tell the worker about a mistake, because he says you'll actually then demotivate someone. So these three principles...   0:24:44.1 Andrew Stotz: Because a mistake may be just normal variation, or are you saying... Okay. Yep. Okay.   0:24:51.0 Balaji Reddie: Yeah. I mean, it could be anything, right? But if you are highlighting that when he's already reached a stable state, it could just work in a detrimental way, the opposite direction.   0:25:05.4 Andrew Stotz: Ultimately you've reached your goal. A steady state is fantastic.   0:25:07.4 Balaji Reddie: A steady state. And then now you say if you want him to... Anything better here, I think you need to move him out from there, since maybe he needs to be given something either more challenging or whatever it is. But use of psychology and variation together. If people are saying that he spoke about this in the 1990s, he actually spoke about this in the 1950s in Japan. And I have proof. If you go and check Elementary Principles of the Statistical Control of Quality, the series of lectures that he gave in Japan, you will see this in one of the chapters, very clearly stating what needs to be done.   0:25:47.9 Balaji Reddie: Now we come to the next principle, which is... I don't know how to explain this, but it's amazing. He says that "the leader has three sources of power: authority of office, knowledge, and personality and persuasive power, tact." So authority, that's your title, knowledge, and personality. Now, personality, persuasive power, and tact is more of a personal thing. It is something that is an attribute. Authority is the title you're given. I think the only thing that you can really work on is your knowledge. And he says that a successful manager of people develops knowledge and personality and persuasive power, does not rely on authority of office. He nevertheless has obligation to use his authority, a source of power, for him to bring changes. He says that maybe some drastic changes to equipment, to materials, to methods, and to reduce variation.   0:26:55.0 Balaji Reddie: So he attributes this to a gentleman, Dr. Robert Klekamp, or Klekamp, I don't know how to pronounce that. So he says, "He in authority, but lacking knowledge or personality, must depend on his formal power. He unconsciously fills a void in his qualifications by making it clear to everybody that he's in position of authority, his will be done." So I think he said if things needed to be done and if he's being guided the right way, then he has to bring his authority into power. I think this brings me to one of the interactions he had with... Was it James McDonald at Ford? When he made him stand up and asked him, "What is your job?" And he said, "I'm vice president, manufacturing," and he sat down. Deming said, "Stand up. That's your title, not your job." And then for the next half an hour, he grilled him on what his job was. And after half an hour, he still didn't get an answer. He said, "You don't know what your job is. Do you think other people in the company know what their jobs are? I think you're running a mess here."   0:28:02.2 Balaji Reddie: So Jim McDonald, instead of feeling insulted, took it in a very different way. Though he said, "I did feel that I wanted to resign and just walk out of there," but he said, "I knew this man was onto something." And that kind of thing of authority of office, I think he did not like if people used it for the wrong reason, but he wanted them to develop knowledge, personality. Personality, well, I think again, on the soft side, persuasive power tact. Not all of us have that, but I think we are living in a knowledge economy, so knowledge would be the key here. And he also says that if you're in a position of authority, use this to get the right work done.   0:28:47.3 Balaji Reddie: Then next he says "he will study the results with the aim to improve his performance as a manager of people." So when the system is not getting what it's supposed to do, then he does not put the blame on the people. He says, "I have... I may be going wrong somewhere." I'd like to share an example of my father in Japan. My father was in Japan in 1964, I said this last time. And he was on this Asian Overseas Technical Scholarship, AOTS. And they run these courses even today. They have three-month, six-month, nine-month, and one-year courses. And from what I remember my father telling me, it's integrated in the sense, I think he was there for six months. So during the morning sessions, they used to have classroom training, sitting in a classroom. And in the afternoon, post-lunch, they would go and work in a company, and that was like their intern. And so it was a combination of theory and practice taking place almost every day.   0:30:02.4 Balaji Reddie: Now, what happened there was on the first day... And that's where he started working with Showa Electric, and said they were called the interns. So on the first day, he was taken to the company and was introduced to his supervisor. The supervisor took him on the shop floor and introduced him to the team that he would be working with. And then, while he was leaving, that supervisor said, "I just need to tell you this, that we also form what is called as a quality circle." And this was... The quality circle movement started in 1962, so '64, the quality circle. And so my father said, "I don't know what you're talking about." And he said, "Well, this is something new. So would you like to be a part of it?" Because quality circle is voluntary, not mandatory. They make you a part of the quality, so if you want to be a part of the quality circle. It's not imposed on you.   0:31:05.0 Balaji Reddie: So my father said, "I need to talk to my teacher, my sensei, at the class." He said, "Yeah. You can talk to him." So he went back to the class the next day in the morning, he asked the teacher, the sensei, that this is what they said. He said, "Oh, it's a very good system. You can become a member of the quality circle." So on the second day, he said, "Yes, I'll be a member of the quality circle." "Great," he said. Now, on the third day, his actual work started. Now, they used to make television screens, CRO, et cetera. And one of the steps there was soldering. They had to solder. And the soldering was the dip soldering. You had to take the printed circuit board and dip it into the solder bath and take it out. Of course you were to... There was a technique.   0:31:52.8 Balaji Reddie: And so his job was that. His first job that he was assigned is to do soldering on these PCBs. And so the supervisor himself sat with my father and demonstrated 10 to 15 times how to do it. Then he told my father, "Now you do it." And then he was guiding him, and he made him make around 10 pieces until he said, "Okay. Now you're getting it right." Okay. Now he said the ground rules. If by any chance you press it down too hard or you keep it too long because of the extreme heat, there will be a superficial crack on the PCB. And that would not be something that affects the customer right away, but over a period of time, it can result in the board cracking and the radio not working. So when you see a superficial crack, you're supposed to pull the cord. There was a cord there. And when you pull the cord, the supervisor will come and help you. Fine.   0:32:56.1 Balaji Reddie: Now my father started doing his work, and his fifth or sixth piece developed a crack. Now, he said, I don't want to sound derogatory, but the Indian in me caught up. Should I report this? What would he think? I hardly left this man alone, and his fifth piece is a rejected piece. And he said, I did not want to pull that cord. But then... He said that, he told me, "Please pull the cord," I decided, let me go ahead and pull it. So when he pulled the cord, a red lamp went on there, and there's a big siren that went on. And the supervisor came running and turned off the siren and turned off that lamp and said, "What happened?" My father showed him the crack. So he said, "Okay, no problem." He put it aside. He demonstrated to my father 10 times again how to do it. And then he made him do it 10 times till he said, "Ah, see, you did this." And he got it right. Now he said, "Let's continue production."   0:33:58.8 Balaji Reddie: Now they went away and now my father got it right. After an hour or so, or maybe two hours, they had their tea break. And they were sitting around a table. Now, this was the quality circle. So the supervisor got up and started speaking in Japanese. Now, this was my father's third day there, so obviously he did not understand what was going on. The only thing he knew that they were referring to him because they could not pronounce his name properly. So instead of Reddie, he was being called Leddie. So Leddie-san, Leddie-san, Leddie-san. So my father said, "I knew he was talking about me." And he said, "I felt so ashamed, I was looking down at my cup of tea rather than looking up." And then when I looked up, he said, all of them were looking at him in admiration and the thumbs up sign. And he was wondering what the hell just happened.   0:34:51.0 Balaji Reddie: And at the end of it, when that supervisor stopped speaking, they all clapped. They clapped. And as they dispersed, each one came and held his hand and they went away. And now my father told the supervisor, "What did you tell them? Did you tell them I made a mistake?" He says, "Yes, yes, I did tell them that." He said, "Then why are they complimenting me? Why are they... Why did they clap? Why did they clap for me? Why are they shaking my hands?" He says, "They're shaking your hand, they're clapping, and they're complimenting because you pulled the cord." So he said, "What do you mean?" He says, "Well, we have a saying here, here in Japan, if after explaining to a person 10 times how to do something, if the person still makes a mistake, then there's something wrong in the way I explained it." So this bit over here is he will study results with the aim to improve his performance as a manager. Don't blame the other guy. What am I doing wrong?   0:35:54.0 Andrew Stotz: You hired him, you train him.   0:35:56.4 Balaji Reddie: Yep. So when Jack Welch used to say, "Sack the bottom 10% of the people every year," and he called them dead wood, well, I would say when you hired them, they weren't dead. You killed them. So that was principle number 11. Now principle number 12 is where he combined both variation and psychology together. He said "he will try to discover who, if anybody, is outside the system, in need of special help." So he draws a normal curve. I'll pass on this document to you so you could share it along with the podcast. And he says here that people belong to the system. These are people who need not be ranked. But a person outside the system on the lower side needs special help. People outside the system on the higher side, well, we need to take the system to that level to improve the system.   0:37:08.4 Balaji Reddie: So he talks about that. He says this can be accomplished with some simple calculations. If there be an individual with figures on production or on failures, special help may be only simple rearrangement of work. It might be more complicated. He in need of special help is not in the bottom 5%. He's clean outside that distribution. So he's trying to use the understanding of variation in a very different sense to understanding people. And he says that we try to reduce that variation in performance between people. That's the job of the system. So this is principle 11 and 12.   0:37:51.0 Balaji Reddie: Now you come to principle 13: "he creates trust." And that creates trust, I would believe, it's a two-way process. And he creates an environment that encourages freedom and innovation. That is the environment where people are unafraid to make mistakes. Because we learned that theory is not the opposite of practice; it's a guide to better practice. And we need all of us working together. And that trust, I think, has got a very funny meaning in my country. I keep joking about this. In India, trust is we will lie a little less to each other. But that's not what this is. We need to be straight honest with each other. And honest is you can only do that by example. Like what happened in my case. I remember when we had installed the ERP system in our company, and there are interlocks. And I remember there was a backlogged order. And I knew that because when we did not deliver the order on time, I negotiated with the customer and I got the delivery date postponed.   0:39:08.0 Balaji Reddie: Now I was trying to test the ERP that month. So I said, let me see if the ERP can capture this because it should show it as a backlogged order. But it showed it as an order that was to be delivered on the new adjusted date. And I said, "How did that happen?" Because that should not have changed. And so I called my assistant. I said, "This should be in backlog. Why is it showing me as a spillover order?" And he said, "No, I changed the date." I said, "Why did you do that?" And he said, "No, because the finance guy will get angry with me." And I said, "That is my problem." I said, "When I told you you're not supposed to change that date..." And I removed his administrative powers in changing the date so that he could not change the date in the system.   0:40:01.7 Balaji Reddie: I removed his powers. And he apologized profusely and said, "Please let me." I said, "No." So till the day I resigned, I kept it. I said, "You're not gonna be doing this because it's not a question..." I said... If I had succumbed to that Andrew, they would have lost my trust. They would have thought that, "Oh, Balaji just talks. He doesn't walk the talk." I said, "No, you're not supposed to do this. We are trying to go by a system. Let's go by the system." So I think you can only create trust through example, through demonstration, if I may say so, and especially under adverse circumstances that you need to demonstrate this.   0:40:46.1 Balaji Reddie: Principle number 14: he says "he does not expect perfection." I think that even he said it in principle of variation. Principle 15: he says "he listens and learns without passing judgment on him that he listens to." This is an extension of the previous points. Principle number 16: he will hold an informal, unhurried conversation with every one of his people at least once a year, not for judgment, merely to listen. The purpose would be development of understanding of his people, their aims, their hopes, and their fears. This meeting will be spontaneous and not planned ahead. So there should be no bias, like an audit.   0:41:41.5 Andrew Stotz: Right.   0:41:42.2 Balaji Reddie: And lastly, principle number 17: "he understands the benefits of cooperation and the losses from competition between people and between groups." So these were the 17 principles of leadership, the beginning of transformation. I think there can be nothing more to do than this. He was so clear in what he wanted us to do. I wonder why people say that there was no method.   0:42:16.5 Andrew Stotz: Yeah. He definitely outlined a lot of stuff there. One of the questions I had for you on that list is, what do you say to people that say that he's kind of a dreamer? The idea that you can sit down with your employees and have this time and everybody's so busy and just talk about your fears and your goals and all that stuff where we live in this age of, we've gotta get the result, we've gotta be focused. How do you respond to that?   0:42:51.1 Balaji Reddie: Well, I say give this a try. All right? You've done it your way, right? You've done it... Let's just forget about it, and you're seeing what's happening. You want a change, you gotta do something different. So why don't you go by what this man is saying? And if you say that, you know, a dreamer or whatever, well, I'd like to quote John Lennon here: "You may say I'm a dreamer, but I'm not the only one."   0:43:16.8 Andrew Stotz: Yep. Yep. Yep. And what do you say for people that feel that you gotta have these targets and goals and KPIs to get the most out of people? And when we think about what Deming's talking about, we're talking about this intrinsic motivation. But it's scary for people to think. It's a lot more comfortable to have these goals and structures than what you could argue is a little bit more unstructured. And how do we balance that? And obviously Deming wasn't saying don't have goals.   0:44:02.1 Balaji Reddie: Yeah, yeah. I think Henry addresses this very well in his 12-day course where he has a specific section on goals, et cetera. And he talks about how Deming said that there are some things called facts of life. Facts of life is, okay, we need to turn out, we need to generate so much of revenue this year because we need to pay for all our salaries and blah, blah, blah, blah, blah, and then we need to have some money for the future. So we need to make so much of money this year. Now that's not a goal, that's a fact of life. But when you are bringing that number out and showing that to everyone, please also indicate to them how we intend to achieve that. Don't just leave it to them and say we need to do this.   0:44:54.4 Balaji Reddie: Okay. I'll give an example here. I don't want to sound... It may sound a little self-serving, but okay, take it in the right spirit. I remember when we had our first strategic meeting at my company, and my boss... Okay, was... He said... I think 20 of us sitting in the room and he said, "Last year, our target was 30 million and we're getting there and we're doing a great job. So this year we're gonna aim for 45 million." Now when he said that, I just put my hand up and he said, "Yes." So I said, "Why 45 million?" And he just stared me down and he looked up at everyone and said, "That's it. Meeting dismissed." He just walked out. These are those days when you had... You know the OHP? You know the overhead transparencies, the projector?   0:45:56.9 Andrew Stotz: Oh, yeah. Overhead transparencies, yep.   0:45:58.8 Balaji Reddie: Yeah. So he had the transparencies, and he just took them and walked out. And all the guys came to me, "Are you mad? You're questioning the owner of the company? Are you nuts?" And I was thinking, "God, what did I say wrong?" And then we started going back to our cabins, and when I sat down at my desk, the phone rang, and it was boss. And he just uttered one word, "Come." So when I was walking towards his cabin, I was thinking to myself, "Nice company, nice friends." And then I knocked on the door, and he said, "Yeah, yeah. Come in." He said, "Sit down." And then he said, "Shut the door." He said, "What the hell were you trying to do today? Are you trying to mock me?" I said, "Please, why would I want to mock you, boss? I wouldn't want to mock you. I just wanted to know why 45 million."   0:46:52.9 Balaji Reddie: He says, "All right." And so he took out what is called the blue book, where we have the yearbook, what happened in our country in the last one year. We have these books that get written, right? So he said, "Look, this is growth in our country in industry. This is our... Sector that we are in, and we are in the organized sector in this industry. And the year-on-year growth for the last five years has been this, and this year the expected growth is so much. And can I expect at least 3 or 4% of that growth?" I said, "Of course, why not?" He said, "That, son, is 45 million." So I said, "Why didn't you tell me this? That's all I wanted to know." He said, "You think these asses..." He was referring to my other colleagues... "Would understand?" I said, "Boss, if I can understand, they can understand. It's one and the same." "Okay. Let's meet tomorrow."   0:47:52.1 Balaji Reddie: So the next day we met again. And he said, "Yesterday, when I uttered 45 million, this genius asked me why, and so I'm gonna tell you why." And he went on to explain. After he finished explaining, my sales guy... Sorry, my marketing guy got up and he said, "I have something to share." "Okay, please come forward." He put the transparency. And he had listed there the top 10 selling items in my company based on revenue, based on profits, and based on quantities. Top 10 for each. There were three products that were common to all the three. So obviously he was sending a message to us, that we had to attain our targets, at least by focusing.   0:48:44.8 Balaji Reddie: The moment he showed that, he underlined these three, the sales guy put his hand up and said, "Yes." "That second product you underlined, our competitor is selling it as a package with another product, but we don't seem to have that on our list." So the R&D guy got up and said, "Could you tell me what the part number..." And he says, "It's part number so-and-so." He said, "Hang on, I've already developed that." You know what was happening, Andrew? We were talking to each other. And that meeting went on for three and a half hours. And at the end of the three and a half hours, all of us knew how to attain 45 million.   0:49:23.8 Andrew Stotz: I thought you were gonna ask a question on the second day, "Hey, boss, so 45 million, why is there no market share gain of our business that we're growing faster than the industry?"   [laughter]   0:49:41.4 Balaji Reddie: So anyway, but this was... This is what I think goals should be transparent in this sense, that why are we giving you this number? And more importantly is the discussion that happens is how are we gonna do this? It just doesn't happen by itself, right? And if you leave it to people, they start distorting numbers, right?   0:50:03.8 Andrew Stotz: Yeah.   0:50:04.2 Balaji Reddie: As Brian Joiner said, "Distort the data, distort the system, or distort both."   0:50:12.2 Andrew Stotz: Yeah. And we're working on a growth plan for my coffee business.   0:50:19.0 Balaji Reddie: A growth.   0:50:19.6 Andrew Stotz: And really what it comes down to is three things. Number one, are we as the owners gonna hire more salespeople? Because salespeople bring in revenue.   0:50:36.3 Balaji Reddie: Right.   0:50:37.0 Andrew Stotz: Number two, are we as the owners going to develop together with the rest of the team a higher value-added offering...   0:50:50.6 Balaji Reddie: Wow.   0:50:50.8 Andrew Stotz: That we can bring more value than what we're bringing right now, which would bring potential customers to us and allow us to sell more easily. Or are we as the owners going to buy another company?   0:51:07.8 Balaji Reddie: Oh, okay.   0:51:09.2 Andrew Stotz: So those are the three things. And Dale and I have been discussing each one of those in a lot of detail, testing out and debating and discussing. But those are the type that... When it comes to growth, that's just... We know the growth we can produce with no change. And that's in line with the inflation rate or whatever the economic growth, for sure. But as long as we don't lose people on our team or something like that. But to go to our team and say, "How are we gonna grow faster?" Well, that whole point is we can see. Also the other thing is that we can see bigger about the industry sometimes. Sometimes they see something at a small level that they bring back to us and think, "Whoa, wait a minute, that's something valuable." And yeah, so we're getting ready for our final decisions on where we're gonna go with that. But yeah, without that type of change, we're not gonna reach the type of growth that we want to get. And really our idea is 5x growth in five years.   0:52:19.9 Balaji Reddie: Okay.   0:52:20.5 Andrew Stotz: And in order to do that, we have to have a completely different level of quality, service, product, thinking. And so, yeah, it's fun... It's challenging. Anyways...   0:52:32.9 Balaji Reddie: Right.   0:52:33.2 Andrew Stotz: So how do we wrap this up? What is it you want people to take away? You've shared a lot of different stuff. What would you like them to take away from it?   0:52:42.0 Balaji Reddie: Yeah. One, I'm trying to shatter that myth that Deming did not tell us what was to be done. I think he was very clear and we need to reread and reread. And we have to take these as guidelines. You may come up with your own method, but see these as a guideline by and large to put you on the right path. And once you do that, you may develop something which works for you, and that's what he wanted. But let us not just say that he only philosophized about things. I think he was very clear in his head. He just wanted us to do things our own way because nobody understood our problems better than we ourselves. And he was just showing us how to understand things around.   0:53:32.6 Balaji Reddie: He wanted us to know, to understand what we do not know. Through these principles, we can address some of the gaps. Perhaps we were getting a few things wrong. So point number 14, take action to accomplish the transformation. I think it begins with leadership. So point number seven comes into the picture. It begins with training and education. Point number six comes into the picture and it also brings in point number 13, which is learning and development. And education and training is different from learning and development. Training can be very company specific and you can measure the outcomes of training, but you cannot measure the outcomes of development because that takes time.   0:54:19.8 Balaji Reddie: So you need to have some things going in your favor. And for that you need to choose, and he told us how to do that. And yes, he wanted top management to be a part of this because he said those in authority need to do this. But that one sentence that middle management can commence, it can commence there, is a telling statement. So he knew it was possible.   0:54:45.0 Andrew Stotz: That's great. And I like that. Commence. That there's... It's not necessarily gonna be completed by middle management, but middle management can start right now, right where you are. So that's a great way, that's a great way to end with the start. So, Balaji, I want to thank you on behalf of everyone at the Deming Institute. And it's an interesting discussion and I'm enjoying it very much. And for listeners out there, remember to go to deming.org and also there, jump on DemingNEXT to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and that is: "People are entitled to joy in work."   0:55:32.1 Balaji Reddie: Oh, yeah. Andrew, I think saying thank you on behalf of the institute, I am also a part of the institute.   0:55:38.5 Andrew Stotz: Of course. Of course. You are. I appreciate it. Okay.

The Giants' record of 69-93 is a far cry from expectations; Eno Sarris of The Athletic breaks down the impact of the Devers trade on the team's roster and performance. He discusses how the team's missteps can be attributed to Devers not living up to his individual expectations, and how this has led to a ripple effect on the rest of the roster. He also discusses the importance of player development and how it has affected the team's pitching.See omnystudio.com/listener for privacy information.

durée : 00:14:49 - Journal de 8 h - Le Pakistan a annoncé, dans la nuit de dimanche à lundi, la conclusion d'un accord entre les États-Unis et l'Iran. Il doit mettre immédiatement fin à la guerre sur tous les fronts au Moyen-Orient et au Liban. Cet accord fixe surtout la règle du jeu, mais ne résout encore pas des points majeurs. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

durée : 00:14:49 - Les journaux de France Culture - Le Pakistan a annoncé, dans la nuit de dimanche à lundi, la conclusion d'un accord entre les États-Unis et l'Iran. Il doit mettre immédiatement fin à la guerre sur tous les fronts au Moyen-Orient et au Liban. Cet accord fixe surtout la règle du jeu, mais ne résout encore pas des points majeurs. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

In this episode of The First Day from The Fund Raising School, Bill Stanczykiewicz, Ed.D., welcomes Soren Kaplan, PhD, nationally regarded educator, consultant, and author, for a practical and energizing conversation about nonprofit collaboration. Drawing from Soren's 2025 article in the Stanford Social Innovation Review, the episode asks a big question: why should fundraisers and nonprofit leaders collaborate when they already have plenty to do inside their own organizations? Soren's answer is wonderfully direct: impact. Big, tangled community challenges like food insecurity, health equity, and environmental protection are rarely solved by one organization paddling alone. Bill and Soren explore what collaboration looks like in real nonprofit life, including examples from Points of Light and White Pony Express. Points of Light, founded by George H. W. Bush, served more than 3 million volunteers last year by building a network of nonprofits and corporate partners around shared goals. White Pony Express, meanwhile, worked with other food-security organizations in Contra Costa County to pool data, standardize information, and create a heat map showing where services were strong and where gaps remained. That shared picture helped open up new possibilities for collective action, which is nonprofit-speak for “Aha, now we can see the whole elephant instead of arguing over who is holding the trunk.” The conversation also digs into the mechanics of making collaboration work without turning it into a bureaucratic octopus wearing reading glasses. Soren emphasizes the value of a common goal, shared data, a clearly identified community need, and an external facilitator who can help organizations move past competition and toward synergy. He also introduces the idea of “light governance,” where each nonprofit remains autonomous but agrees to align major strategies and initiatives with the broader collaborative mission. In other words, nobody has to surrender their board, mission, or identity at the door. They just agree not to wander off into the weeds while everyone else is building the road. Bill and Soren close by connecting collaboration directly to fundraising. Donors and funders increasingly want to see innovation, scale, efficiency, and measurable impact, and a strong collaborative can often make a more compelling case than several individual organizations submitting separate appeals. Soren notes that when nonprofits pool capabilities and pursue funding together, they can sometimes access resources that would be out of reach alone, including the Measure X half-cent sales tax funding that supported underserved communities in Contra Costa County. The takeaway is clear: collaboration is not just a feel-good handshake in a conference room. Done well, it can expand impact, strengthen fundraising, build culture, and give nonprofits a better story to tell. Because when one plus one can equal five, fundraisers should probably sharpen their pencils and start doing that math.

Will Lou and Alex Wong go live to discuss Game 5 of the NBA Finals between the New York Knicks and San Antonio Spurs, and other assorted topics.#nba #nbaplayoffs #nbafinals #spurs #knicksThis episode is a presentation of ToonieBet Online Sportsbook and Casino.Visit ToonieBet: https://tooniebet.ca/ca/landing/29cm-...Taco Bell: https://www.tacobell.ca/en/menu?utm_s...Reach out to the show by leaving a voicemail at hellowelcome.show or email the guys info@hellowelcome.showCheck out our merch! Visit hellowelcome.show and click on the merch link.Original Music by DIVISION 88.Reach out to sales@thenationnetwork.com to connect with our Sales Team and discuss opportunities to partner with us! Hosted on Acast. See acast.com/privacy for more information.

This is about impact before it becomes conscious. About signals, stimuli, atmospheres and structures that people take in before they can explain why they trust, switch off, book, stay or leave.Janet Braun introduces three formats that look at neurodiversity more precisely from a strategic angle: through brand building, regulation and travel planning.NEURO CREATION, NEURO NATURE and NEURO TRAVEL.

What if the biggest threat to your business is already unfolding - and you can't see it yet? And what do you need to be thinking about ahead of tax time? In this episode, we hear two expert perspectives on getting ahead of small problems before they become serious ones. First, executive coach Chris Power explains why “leadership inflection points” can become dangerous moments for organisations, and how strong leaders recognise early warning signs before performance stalls. Then, dual-qualified solicitor and chartered accountant Adam Ahmed of Entity Accountants shares practical advice on staying tax-compliant in a fast-changing landscape, including the risks around crypto, digital payments, and poor planning. If you’re considering launching a podcast to grow your authority and client base, reach out to our team to learn how we can support you. Business Essentials is produced by soundcartel.com.auSee omnystudio.com/listener for privacy information.

In 1981, National Public Radio turned the biggest movie in the world into a thirteen-episode radio epic that went on to break the network's listening records. George Lucas sold the rights for a single dollar and handed over the original sound effects and John Williams' score, letting a full cast bring the galaxy to life in sound alone. Mark Hamill and Anthony Daniels reprised Luke Skywalker and C-3PO in a sweeping retelling that expands well beyond the film — the original Star Wars as you've never heard it.Look for this podcast on Apple Podcasts, Spotify, iHeart Radio, Amazon Music, Pandora, TuneIn Radio, and other podcast apps. Get a list of free listening apps here: https://weirddarkness.tiny.us/OTRCHAPTERS & TIME STAMPS (All Times Approximate)…00:00:00.000 = Show Open00:02:26.702 = Episode 01: A Wind To Shake The Stars00:29:28.616 = Episode 02: Points of Origin00:57:12.772 = Episode 03: Black Knight, White Princess and Pawns01:24:56.510 = Episode 04: While Giants Mark Time01:52:19.601 = Episode 05: Jedi That Was, Jedi To Be02:19:58.041 = Episode 06: The Millennium Falcon Deal02:46:11.104 = Episode 07: The Han Solo Solution03:11:18.777 = Episode 08: Death Star's Transit03:39:30.428 = Episode 09: Rogues, Rebels and Robots04:07:04.628 = Episode 10: The Luke Skywalker Initiative04:31:53.682 = Episode 11: The Jedi Nexus04:58:33.511 = Episode 12: The Case For Rebellion05:26:28.922 = Episode 13: Force And Counter Force05:54:27.266 = Show Close(ADU) = Air Date Unknown(LQ) = Low Quality***WD = Remastered, edited, or cleaned up by Weird Darkness to make the episode more listenable. Audio may not be pristine, but it will be better than the original file which may have been unusable or more difficult to hear without editing.CUSTOM WEBPAGE: https://weirddarkness.com/WDRRSW01

The DNA odds pointing at Timothy Hudson are 120 sextillion to one. An FBI agent admitted on the record he is unaware of any DNA directly connecting Hudson to what killed Anna Kepner. That's not a contradiction — it's a gap. And it's the gap where the September trial will be won or lost.The judge overseeing the case said from the bench he would not call the government's case strong. He used the words "a much closer call" with "various defenses." That language from a federal judge — in a first-degree murder case carrying life — tells defense attorney Eric Faddis something specific about how the court is reading the evidence. Faddis explains how a defense attorney exploits the space between astronomical identification odds and what that DNA can actually prove about cause of death.The unsealed detention transcript — a hundred and forty-five pages — revealed the prosecution's timeline. Snapchat activity shows Anna posting at 8:14 in the evening. Prosecutors say she and Hudson were alone in their shared cabin for roughly three hours. CCTV tracked his movements. A second juvenile male had an encounter with Anna aboard the ship — the FBI tested his DNA and excluded him. The defense is already signaling they'll use that at trial.Jennifer Coffindaffer brings the FBI lens. The reported behavioral pattern preceding the cruise is documented in public reporting: Anna's ex-boyfriend said Hudson tried to climb on top of her during a FaceTime call. He was allegedly fixated on her. He reportedly carried a large knife. Anna's aunt said she was afraid of him and didn't want to go. Despite those warnings, the adults placed an eighteen-year-old in a shared cabin with a sixteen-year-old stepbrother and no parents present.Coffindaffer examines why prosecutors framed this as happening "without any warning" when the reported pattern suggests escalation. She addresses what deliberate concealment paired with claimed memory loss tells an investigator about premeditation. Faddis asks whether the prosecution gave the defense its entire playbook months before September by unsealing the hearing transcript.Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.#AnnaKepner #TimothyHudson #CarnivalHorizon #CruiseShipCase #DNAEvidence #FederalTrial #EricFaddis #JenniferCoffindaffer #HiddenKillers #TrueCrime

Welcome to the first State of the Republic World Cup Bonus Episode! Throughout the FIFA World Cup 2026, we'll be releasing special episodes covering the biggest stories, matches, and moments from the tournament, with a special focus on the United States and Mexico. In this episode, we break down the USA's impressive 4–1 victory over Paraguay, discussing the standout performances and what the result could mean as the USA begin their World Cup journey. We also talk about Mexico's 2–0 win over South Africa in the tournament opener and share our thoughts on El Tri's start to the competition. Plus, with World Cup action arriving in Northern California, we discuss some of the upcoming matches taking place at San Francisco Bay Area Stadium and what local fans can look forward to as the tournament continues. Intro/Outro Music: "The Descent" Kevin MacLeod (incompetech.com) Licensed under Creative Commons: By Attribution 4.0 License http://creativecommons.org/licenses/by/4.0/ Support State of the Republic by contributing to their tip jar: https://tips.pinecast.com/jar/state-of-the-republic

Nancy Guthrie Case: New Tip Points Search Toward Mexico Four months after Nancy Guthrie vanished from her Tucson-area home, a new tip has pushed the search across the border into Mexico. But this is important: right now, it is only a tip. But this is important: right now, it is only a tip.No remains have been confirmed. No grave has been confirmed as Nancy's. And investigators have not announced any arrest. What we have is a possible lead — and in a case this cold, even a thin lead can matter. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In today's podcast episode, we'll talk about how the New Sapphire Preferred® card wows, but the new Chase to Hyatt transfer rate breaks our hearts. Giant Mailbag(01:18) - Read more about stacking Chase Instacart deals here or learning to love Instacart credits here(04:33) - Elliot talks about getting into the Instacart game(05:58) - Christine found a great Instacart stackCrazy Thing(07:47) - IHG Targeted offer: 0K points every 0 nightsBonvoyed(08:53) - Wells Fargo ends point sharing (Sep 25)Read more about Wells Fargo changes here(12:30) - Greg rants about points brokersAwards, Points, and More(18:28) - United Pooling apparently now allows partner awards(20:22) - Alaska Airlines CFO hints at BOA point transfers(23:31) - Gondola: flight autosave(27:49) - Learn more about the Chase / Paze Promo hereMain Event(35:15) - Transfer ratio to Hyatt dropping to 4:3 (except for Sapphire Reserve® cards)Read more about this change in Hyatt transfer ratio here(52:50) - Is there any upside?(54:45) - Possible to-dos (if you care about Hyatt 1-1 transfers)Find our "Which Premium Cards are Keepers?" resource hereLearn more about Hyatt milestone spending here(1:08:02) - Learn more about the refreshed Sapphire Preferred® card here(01:09:53) - Lots of good stuff (effective 6/15)(01:15:42) - And some bad stuff (effective 10/1 for pre 6/15 cardholders)Subscribe and FollowVisit https://frequentmiler.com/subscribe/ to get updated on in-depth points and miles content like this, and don't forget to like and follow us on social media.Music Credit – “Ocean Deep” by Annie YoderMentioned in this episode:Frequent Miler's Best Offers Pagehttps://frequentmiler.com/best-credit-card-offers/Check out all of our other travel podcasts from around the worldThis podcast is part of Voyascape, a podcast network that brings together the world's best travel podcasts. You can find all of our podcasts from around the world at Voyascape.com. If you are interested in advertising or sponsored content on any of our shows you can find out more at the link below.Voyascape Podcast Network

In this hour of Prop Points Hosts Nick Whalen and Jeff Erickson recap the NHL Stanley Cup Final. The hosts go into Rate That Prop, and breakdown NBA Finals and MLB player props.. Alex Barutha joins the show to help break down the NBA Finals game 3 including a Dylan Harper prop. Nick and Jeff wrap the show up with their best bets, picks and props. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Blaise Dietz joins host Quentin to discuss the world of timeshares, how points-based systems work, and innovative ways owners can generate value from unused timeshare points. Blaise shares his entrepreneurial journey, the development of software solutions for timeshare management, and the importance of patience, relationships, and technology in building a successful business.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Want more exclusive content?! http://prometheuslens.supercast.com to sign up for the "All Access Pass" and get early access to episodes, private community, members only episodes, private Q & A's, and coming documentaries. We also have a $4 dollar a month package that gets you early access and an ad free listening experience!====================

durée : 00:04:25 - Tanguy Pastureau maltraite l'info - par : Tanguy Pastureau - Les points dans les textos : ne faîtes pas ça ! Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Here is the summary of the Ticats' against the Winnipeg Blue Bombers at Princess Auto Stadium.

The rally comes despite a slump in Oracle shares after the company reported larger-than-forecast spending on data centers. Plus: Investors gear up for SpaceX's first day of trading, which officially sold $75 billion worth of shares in the biggest IPO ever. Alexis Green hosts. Sign up for the WSJ's free What's News newsletter. An artificial-intelligence tool assisted in the making of this episode by creating summaries that were based on Wall Street Journal reporting and reviewed and adapted by an editor. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Prop Points, Nick Whalen and Jeff Erickson react to last night's NBA Finals game, and break down today's MLB slate. Also, they are joined by Ian Cameron, who gives out his best bets for tonight's Stanley Cup Final game. Later, Alex Crook joins to break down the first day of the World Cup and give out some of his bets. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

CNBC Business News Update with Jessica Ettinger - market numbers and news featuring CNBC expert analysis and sound from top business names. Visit https://www.cnbc.com/ for more. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dans chaque épisode "3 points", l'invité•e revient sur les idées essentielles de notre conversation. Je retrouve le Dr Chevallier, médecin nutritionniste et auteur de Maigrir avec les nouveaux médicaments : révolution ou poison ?. Pendant notre interview, on a parlé des médicaments anti-obésité, de leurs effets secondaires, des alternatives alimentaires et de l'activité physique. Voici l'essentiel à retenir.Les 3 points clés :Les médicaments anti-obésité : ni miracle, ni diable. Ils ont de vraies indications médicales, mais ils ne sont pas faits pour perdre quelques kilos. Sans changement des habitudes alimentaires, le poids revient dès l'arrêt — parfois en quelques mois. Avant d'envisager ce traitement, l'essentiel c'est d'être bien informé pour en parler sereinement avec son médecin.Ce qu'on mange compte, mais quand on mange aussi. Un petit-déjeuner protéiné et végétal, un déjeuner adapté à son activité, un dîner pas trop tardif : c'est ce qu'on appelle l'alimentation chronomodulée. L'idée, c'est de laisser au corps une fenêtre de repos de 12 à 14h, pas en sautant le petit-déjeuner, mais en mangeant plus tôt le soir.L'activité physique : pas intensive, mais régulière. On le sait, on l'oublie, on le redit : bouger régulièrement reste l'un des leviers les plus efficaces. Pas besoin de performances — c'est la constance qui fait la différence. Et en parallèle, réduire les aliments ultra-transformés, dont la matrice même a été modifiée, change vraiment les choses.Merci à WOJO, notre partenaire qui nous soutient en nous accueillant dans ses magnifiques locaux parisiens de Saint-Lazare !

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

Today, on Karl and Crew, we continued our weekly theme, "Under Pressure." Today we explored how pressure exposes what we really believe, and focused on Mark 4:35–41. Dr. Deb Gorton joined us to talk about how pressure can reveal the thoughts, beliefs, and burdens we need to sift through, explaining how biblical self-stewardship, wise community, and time with God help keep pressure from becoming burnout. Dr. Gorton is the Founder and CEO of Siv Counseling and Consultation. She also serves as Director of Community Care at Soul City Church in Chicago. Then we had Dr. Hormoz Shariat join us to share the urgent needs of believers in Iran, where Christians are facing fear, persecution, and practical hardship while continuing to stand strong for Christ. Dr. Shariat is the Founder and President of Iran Alive Ministries. Daniel Henderson also joined us to talk about spiritual warfare, explaining how opposition often arises when believers are serious about the gospel and why pastors and leaders must stay focused on prayer, the Word, and reliance on God rather than self-reliance. Daniel is the Founder and President of Strategic Renewal International, which coaches pastors. He is also the Global Director of The 6:4 Fellowship. You can hear the highlights of today’s program on the Karl and Crew Showcast. If you're looking to hear a particular segment from the show, look at the following time stamps:Daniel Henderson [ 08:28 ]Dr. Deb Gorton [ 26:38 ]Dr. Hormoz Shariat [ 38:02 ]Make It A Metaphor [ 49:04 ]Donate to Moody Radio: http://moodyradio.org/donateto/morningshowSee omnystudio.com/listener for privacy information.

Inflation soars 4.2% as the U.S.-Iran war drives up energy prices. Plus: Super Micro Computer shares tumble after the company disclosed plans to raise $7 billion in a series of equity offerings. Alexis Green hosts. Sign up for the WSJ's free What's News newsletter. An artificial-intelligence tool assisted in the making of this episode by creating summaries that were based on Wall Street Journal reporting and reviewed and adapted by an editor. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this hour of Prop Points, hosts Nick Whalen and Jeff Erickson chat NBA Finals, Stanley Cup Final and MLB before RotoWire's Adam Zdroik joins the show to preview the World Cup. Also on the show, VSiN senior writer Zach Cohen drops by to preview tonight's Game 4 of the NBA Finals and a recap of best bets and today's MLB slate. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

WELCOME BACK TO THE FANTASY FOOTBALL UNLIMITED PODCAST! In this special episode, Kevin Murray sits down with one of the most respected voices in fantasy football today, Theo Gremminger of Fantasy Points. Known for his success in high-stakes fantasy football, his work as a lead analyst at Fantasy Points, and his passion for building relationships throughout the fantasy football community, Theo has become one of the most recognizable personalities in the industry. But before the rankings, podcasts, live streams, and championship teams, there was a sports fan discovering fantasy football for the very first time. In this conversation, Theo shares his journey from passionate sports fan to fantasy football analyst, content creator, high-stakes competitor, and industry leader. We discuss his favorite sports memories, fantasy football beginnings, home leagues, biggest rivals, career path, the evolution of Fantasy Points, and the relationships that have helped shape his journey. Whether you're an aspiring fantasy football analyst, a longtime Fantasy Points subscriber, a high-stakes fantasy football player, or simply someone who loves hearing the stories behind the personalities who shape our game, this episode is for you.

With the launch of a new journal, the American Diabetes Association (ADA) is also launching a brand new podcast: The Points of CARE, the official podcast of Diabetes, Obesity, and CardioMetabolic CARE. Join hosts Richard Beaser, MD and Jane Reusch, MD, as they highlight key research findings, clinical implications, and emerging themes across diabetes, obesity, and cardiometabolic health through interviews with journal authors and subject-matter experts. 4:05 Our hosts speak with Anna Kahkoska, MD, PhD, Joan Heckler Gillings Assistant Professor in the Department of Nutrition and adjunct assistant professor of medicine in the Division of Endocrinology and Metabolism at the University of North Carolina at Chapel Hill, as well as Joshua Niznik, PharmD, PhD, assistant professor in the Division of Geriatric Medicine within the UNC School of Medicine. Their article, "Qualitative Analysis of Patient Portal Messages From Older Adults With Type 2 Diabetes," is available at doi.org/10.2337/doc25-0079. 14:10 Our hosts introduce Esben Thyssen Vestergaard, PhD, clinical associate professor in the Department of Clinical Medicine and Department of Pediatrics Aarhus University in Aarhus, Denmark. His article, "Clinic for Athletes With Type 1 Diabetes: Evaluation of a Structured Clinical Care Model for Physically Active Individuals," is available for free at doi.org/10.2337/doc25-0064. 21:40 Finally, Richard and Jane highlight some of their favorite articles from the May-June issue. Rezaeiahari, et al. Rural–Urban Differences in Use of Diabetes Self-Management Education and Support in Arkansas, 2015–2019 doi.org/10.2337/doc25-0065 Liu, et al. Trends in Nutrient Intake Among U.S. Adults by Diabetes Status: National Health and Nutrition Examination Survey 2011–2020 doi.org/10.2337/doc25-0076 Yanez Bello, et al. Barriers to the Adoption of Diabetes Technologies and the Implementation of Connected Insulin Pens in a Largely Minority Population With Type 1 Diabetes doi.org/10.2337/doc25-0072 Shehab, et al. Barriers to Effective Type 2 Diabetes Care in a Conflict-Affected Region of Syria: A Qualitative Study of Health Care Provider Perspectives doi.org/10.2337/doc26-0021 ElSayed, et al. Enhancing Physician Clinical Competency: A Cluster Randomized Trial of a Multimodal Online Educational Program in a Multinational Diabetes Workforce doi.org/10.2337/doci25-0007 Olesen, et al. A Danish Nationwide Cohort of Foot Health in Individuals With Diabetes From the Danish Foot Status Database doi.org/10.2337/doc26-0002 To learn more about Diabetes, Obesity, and CardioMetabolic CARE please visit diabetesjournals.org/docm-care. Thank you for listening, and don't forget to subscribe.

Are you getting all the points you could when shopping online? In this episode, the Points Talk Squad breaks down how to use online shopping portals to earn more rewards, including tips for popular portals like Rakuten. They also explain how tools like Savewise can alert you to points and cashback opportunities, so you never miss out.       The Squad walks through strategies for shopping smarter, including timing purchases, stacking offers, and comparing portals to see which gives the best rewards. You'll also learn the differences between earning points and cashback and how to decide which approach makes the most sense depending on your purchases and goals.          You'll hear real-world examples of potential earnings from shopping portals, common pitfalls to avoid, and how to identify the best opportunities without feeling overwhelmed. By the end of the episode, you'll have practical takeaways for using portals efficiently and making the most of every online purchase.                You can find links to resources mentioned in this episode plus the transcript here: pointstalksquad.com/184          If you're looking for even more Points Talk®, featuring the latest news in points, miles, and credit cards, behind-the-scenes insights, and a monthly Ask Us Anything episode—subscribe to Points Talk® Premium: https://pointstalk.supercast.com/          Ready to get started with NEARLY FREE travel? Click here for the exact offers we would sign up for this month: https://pointstalksquad.lpages.co/bestoffers/            Points Talk® is also on YouTube! You can watch this episode here: youtube.com/@pointstalksquad         Let us know what you want to hear on the podcast by sending us a DM on Instagram: instagram.com/pointstalksquad

(Disclaimer: Click 'more' to see ad disclosure) Geobreeze Travel is part of an affiliate sales network and receives compensation for sending traffic to partner sites, such as MileValue.com. This compensation may impact how and where links appear on this site. This site does not include all financial companies or all available financial offers. Terms apply to American Express benefits and offers. Enrollment may be required for select American Express benefits and offers. Visit americanexpress.com to learn more.  ➤ Free points 101 course (includes hotel upgrade email template)https://geobreezetravel.com/freecourse  ➤ Free credit card consultations https://airtable.com/apparEqFGYkas0LHl/shrYFpUr2zutt5515 ➤ Seats.Aero: https://geobreezetravel.com/seatsaero ➤ Request a free personalized award search tutorial: https://go.geobreezetravel.com/ast-form If you are interested in supporting this show when you apply for your next card, check out https://geobreezetravel.com/cards and if you're not sure what card is right for you, I offer free credit card consultations athttps://geobreezetravel.com/consultations!Timestamps:00:00 Points Mindset Teaser00:12 Meet Drew02:11 Drew's Points Origin Story03:21 Family Trip Strategy05:35 Work Backwards Planning07:40 Road Warrior Status Play09:56 Delta Loyalty Explained11:52 Overbooking Double Dip Hack13:41 Status Chasing Reality Check17:05 Hotel Status And Breakfast Math19:39 Guest Of Honor Timing21:16 Rabbit Holes And Retail Arbitrage25:28 Ultra Wealth Points Leverage31:07 Outsourcing And Final Takeaways33:22 Where To Find Drew33:40 Closing ThanksYou can find Julia at: ➤ Free course: https://julia-s-school-9209.thinkific.com/courses/your-first-points-redemption➤ Website: https://geobreezetravel.com/➤ Instagram: https://www.instagram.com/geobreezetravel/➤ Credit card links: https://www.geobreezetravel.com/cards➤ Patreon: https://www.patreon.com/geobreezetravelOpinions expressed here are the author's alone, not those of any bank, credit card issuer, hotel, airline, or other entity. This content has not been reviewed, approved or otherwise endorsed by any of the entities included within the post. The content of this video is accurate as of the posting date. Some of the offers mentioned may no longer be available.

Summer has a way of making everyone a little looser with money. Dinners, trips, long weekends, weddings, beauty appointments, beach days, concerts, random Target runs, and that very dangerous sentence: “It's summer, I'm just going to enjoy it.” And honestly? You should enjoy it. But enjoying summer without a plan can turn into an August credit card statement that makes you wonder, “Wait… did I have THAT much fun?” In this episode, Shari walks you through how to build a summer spending plan that lets you spend on purpose without making summer feel restrictive, boring, or guilt-filled. This is not about tracking every tiny purchase or creating a budget that yells at you. It's about deciding what you actually want your money to do this summer before your calendar, your group chat, your family obligations, and your exhaustion make those decisions for you. Shari breaks down why traditional budgets often fall apart in summer, how to use flexible spending ranges instead of rigid numbers, and the five summer spending categories she would actually use: travel and weekends, family/friends/obligations, food and convenience, social life, and personal joy and ease. You'll learn: Why summer spending feels different from the rest of the year The two questions to ask before setting any summer spending number Why “permission without a plan” leads to regret How to use spending ranges instead of strict budget categories Why planned spending deserves to be enjoyed How to choose one guilt-free yes and one clear boundary for summer How to do a 15-minute summer spending setup before the season gets away from you This episode is for the woman who wants to enjoy summer without entering fall with a black cloud of money doom hanging over her head. You can spend money and still be responsible. Those are not opposing values. Grab the free Summer Spending Plan at everyonestalkinmoney.kit.com/summerplan Want support sticking with this kind of system all season long? Check out the Everyone's Talkin' Money Club, where podcast episodes become tools, routines, community, and real money decisions. Follow Everyone's Talkin' Money on Instagram ⁠@everyonestalkinmoney⁠ and let Shari know what you're spending guilt-free on this summer. If you're ready for personalized, judgment-free financial guidance, learn more about working with Shari. Shari Rash is the founder of GWA Wealth, a virtual advisory firm helping women make confident, values-aligned decisions with their money. Visit GWA Wealth to explore your next step. Talkin' Points → where your money gets smarter. Real talk, practical tips, zero guilt straight to your inbox. Sign up here.  Be sure to like and follow the show on your favorite podcast app! Shari Rash is a financial planner and Investment Adviser Representative of GWA Wealth, a Registered Investment Adviser. The information provided in this podcast is for educational and informational purposes only and should not be construed as personalized investment, tax, or legal advice. Listening to this podcast does not create an advisory relationship with Shari Rash or GWA Wealth. All investments involve risk, including the potential loss of principal. Any references to specific investments, strategies, or securities are for illustrative purposes only and are not recommendations. You should consult your own financial advisor, tax professional, or attorney regarding your individual situation before making any financial decisions. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this hour of Prop Points Hosts Nick Whalen and Jeff Erickson recap Game 3 of the NBA Finals and play What's More Likely To Cash? with some NFL futures. Also on the show, RotoWire's AJ Scholz joins the show to preview Game 4 of the Stanley Cup Final, and the guys preview today's MLB slate. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. You can take 17% off an annual subscription when you use promo code: POD26. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Borussia Dortmund finish the Bundesliga on 73 points. We discuss players like Julian Brandt and Niklas Süle saying farewell, while centre-back Joane Gadou arrives.