Podcasts about psychologically

What happens when you strip your smartphone of its “smart”? In this Doctor’s Desk deep dive, Justin and Kylie unpack a groundbreaking new study showing what really happens when people block mobile internet on their smartphones. The results? Better focus. Improved wellbeing. Healthier screen habits. Drawing on the science, personal experience, and insights from Jonathan Haidt and game designers themselves, this episode offers a wake-up call—and a way forward—for families navigating digital overload. KEY POINTS First-of-its-kind research: A randomised controlled trial published in PNAS Nexus found that blocking mobile internet improved sustained attention, mental health, and subjective wellbeing. 91% improved: Nearly all participants in the study saw measurable gains by turning off mobile internet for just two weeks. How behaviour changes: People spent more time socialising, exercising, and being in nature—activities that are strongly linked to happiness and resilience. Jonathan Haidt’s insight: The greatest harm of screens isn’t just anxiety—it’s the destruction of attention and the erosion of childhood development. Addiction by design: Game developers and social media engineers want you and your kids to be addicted. Their business depends on it. Not all screen time is equal: Watching a movie with someone? Often fine. Scrolling alone on a touchscreen? Psychologically harmful. QUOTE OF THE EPISODE “We are prisoners to our devices—and the smartest people on earth designed it that way.” RESOURCES MENTIONED Study: Blocking Mobile Internet on Smartphones Improves Sustained Attention, Mental Health, and Subjective Wellbeing (PNAS Nexus) The Anxious Generation – Jonathan Haidt The Parenting Revolution – Dr Justin Coulson happyfamilies.com.au The Light Phone 3 (Justin’s personal attempt at going “dumb”) ACTION STEPS FOR PARENTS Block Internet Access on Phones Use settings or third-party tools to disable mobile internet on smartphones, especially for kids. Switch to “Dumb Mode” Calls and texts only. Move social and entertainment use to desktop computers to limit impulsive use. Model Change Yourself Consider your own phone use. Try a one-week mobile internet detox and note how your mind and mood change. Prioritise Real-World Activity Encourage (and plan for) more time in nature, exercise, and in-person connection. Educate & Equip Talk to your kids about how screens are designed. Teach them to spot manipulation—and reclaim their attention. See omnystudio.com/listener for privacy information.

Pakistan's Nuclear Weapons are Gone | India Destroyed Pakistan Psychologically | Col Mayank Choubey

Introduction to Mental Alchemy Ever felt like life melted you down just to see what you're made of? I've been there... lying flat on my back after yet another surgery, stripped of my strength, dignity, and purpose. But that moment became my forge. That's when I discovered the real power of mental alchemy. This article dives into a transformational process that most high performers overlook. Mental alchemy isn't about ignoring pain or pushing through it. It's about transmuting it. We'll explore how ancient Hermetic wisdom, blended with modern performance psychology, can help you convert breakdowns into breakthroughs. You'll learn: What mental alchemy really is Why it matters more than ever How to implement it step-by-step Common mistakes to avoid Advanced strategies for those already on the path If you're ready to stop letting pain control you and start using it as fuel for your transformation, read on. What Is Mental Alchemy? Mental alchemy is the process of transforming emotional pain, limiting beliefs, and internal chaos into clarity, strength, and purpose. Rooted in Hermetic philosophy..."As within, so without"...mental alchemy teaches that true change happens from the inside out. Hermetic alchemists believed in transmuting base metals into gold. But modern mental warriors? We transmute shame into self-respect... trauma into triumph. Psychologically, this parallels the process of emotional integration, shadow work, and cognitive reframing. Neuroscience supports it too: by changing our interpretations and responses, we literally rewire our brains. That's mental alchemy in action. Many confuse it with "positive thinking." But this isn't about bypassing or sugarcoating reality. It's about facing darkness with courage, extracting its wisdom, and choosing who you want to become because of it. Why Mental Alchemy Matters More Than Ever In a world obsessed with hustle and optimization, few talk about what happens when your inner world crashes. Mental alchemy matters because breakdowns are inevitable. Burnout. Divorce. Betrayal. Injury. Business failure. I've been through them all. The question isn't if you'll face pain... it's what you'll do with it. Here's why mental alchemy is a non-negotiable skill: -> Clarity through chaos: When emotions cloud judgment, mental alchemy helps distill truth from the noise. -> Self-leadership: It returns sovereignty. No longer are you at the mercy of triggers or circumstances. -> Performance resilience: Alchemists don't crumble under pressure. They evolve through it. In my own life, surviving a deadly avalanche on Mt. Rainier forced me into alchemy. I came out more centered, focused, and connected to purpose than ever before. Pain became my portal. Common Challenges and Limiting Beliefs Mental alchemy sounds powerful...and it is...but many struggle with common mindset traps: "Pain means I'm weak": Truth? Avoiding pain is weakness. Facing it is strength. "I should be over this by now": Healing isn't linear. Alchemy is cyclical. "I can't change my wiring": Neuroplasticity proves otherwise. I used to believe I had to "man up" and push through everything. It wasn't until I confronted my stuttering, shame, and PTSD that true transformation began. The lie that strength means suppression nearly killed me. Mental alchemy means challenging these beliefs and rewriting your internal code. The Mental Alchemy Method: A Step-by-Step Guide Step 1: Calcination – Break the Illusion This is the ego burn. Identify the limiting identities that no longer serve you: perfectionist, victim, people-pleaser. Write them down. Burn them. Feel the loss. Let go. Step 2: Dissolution – Feel It to Free It Stop numbing. Feel the grief, anger, shame. Use breathwork, journaling, or guided somatic release. Emotions are energy. Let them move. Step 3: Separation – Extract the Lesson Look into the pain.

 Megan At the Sex Shop: Part 3 Megan's strip club education.Based on posts by p Sullivan 2 22 22, in 4 parts. Listen to the Podcast at Steamy Stories.Megan woke up. The first thing she realized was that her hand was between her legs, her fingers softly rubbing her clit. The second thing she realized was that she was very wet. And the third thing she realized was that she still had dry cum all over her body. The images from yesterday flashed in her mind. José fingers in her ass, the glory hole, all those cocks. She could still remember the taste of all that cum. She wet her lips and moved her tongue around her mouth, reminiscing of when it was full of cock. The memories were turning her on. All those men desiring her, lusting over her. They needed her. They wanted her. She made all those cocks hard with her body, with her wet lips. Megan's nipples hardened and she could feel herself getting more wet. She desperately wanted to keep playing but José and Lauren were very specific that sluts needed to stay horny. Frustrated, Megan pulled her hand away from her cunt. She went about her morning routine of showering, brushing her teeth, doing her nails and makeup.She stood naked in front of her closet and thought about what she wanted to wear. This would be her 4th day at work. The days have been progressively getting more and more wild, and she knew she was addicted. She loved it. She loved the attention, and the lust, and how it made her feel. She knew she had to have more.Megan critically assessed her closet. There was no longer any doubt. This was a stripper's closet. Megan selected a sleeveless, pink lace mini dress. It was the type of dress that strippers wore in between their pole routines when they walk around the club trying to entice men to pay for a private dance. This dress is usually worn with panties, but Lauren was so critical last time. Megan decided that it was better not to risk getting criticized again, so she decided to wear the lace dress with no panties and no bra. Megan rationalized that so many people have already seen her naked, it didn't really matter. And, her regular panties are so small, that it was basically the same as not wearing any, anyways. She paired the dress with a pair of high heel stripper heels.Megan was in the hallway of her apartment building, waiting for the elevator. She was on her way to work. Steve, her next-door neighbor, was leaving at the same time."Hey Megan....holy shit. Damn. What are you wearing?"Megan just smiled. "Do you like it? I just bought it. I have to wear sexy outfits for work.""I love it. You look unbelievable." responded Steve."Thank you.""What kind of work do you do? Like stripper or escort." Steve asked."It was a fair question given how she was dressed" thought Megan to herself."No, I work in the adult toy store, the adult emporium" explained Megan."Yeah. ok. That's cool. But do you also like work hourly. Can I pay you?" asked Steve fumbling with the words."What do you mean. Pay for what?""I mean. The way you are dressed. Aren't you an escort and that story about the adult store is just like a cover story. If you tell me how much you charge? I can totally pay.""You want to have sex with me and pay for it" asked Megan her tone a mix of shock and surprise."Oh, sorry. I don't know how this works. I've never hired an escort before. Do you have like a menu with prices?" asked Steve.Megan felt like she should be furious to be mistaken for a hooker. She wasn't a hooker or a prostitute or a stripper or a whore or whatever other name they go by. She felt like she should be angry and tell Steve to go fuck himself.Instead, she found herself playing along. "I don't have a menu. But what would you like to do, and how much would you pay for me?"Megan couldn't believe it. She was actually discussing a price for herself. She was actually going to put a price on how much each of her holes was worth. She could feel her cunt getting wet, her cheeks flush, her nipples hardening.Steve thought about it, looking Megan up and down, checking out the merchandise. "How do I know what I am paying for. What if your cunt is like really used and loose."Megan felt indignant. "My cunt is not loose. It's the best cunt you've ever seen. It's so tight and always wet. Look. " Megan pulled the front of her dress up, exposing her cunt to Steve. She then used her fingers to spread her cunt lips open, showing Steve how wet and tight she was.Steve stood there for a few moments staring at Megan's cunt."Yeah, you win. Your cunt is really nice" responded Steve, and then after thinking for another second continued. "But, what about your ass. What if I want to fuck you in the ass, and your ass is not nice. ""Oh yeah" responded Megan. "Watch this". Her dress was already around her waist. She turned around, bent at her waist, spread her legs, and then used her arms to spread her ass cheeks, showing her asshole and gaping cunt to Steve. Megan crammed her head back to see Steve's reaction.Steve just stared at her perfect ass and cunt. After a few moments, he recovered. "Ok, fine, they are both amazing, but what about your tits."Megan gave Steve a sexy smile, enjoying the little game. She turned back to face him and lowered the front of her dress, letting her tits spill out. Her dress was now just around her waist. Megan's tits and cunt were completely on display.Steve walked up to Megan and gave each tit a squeeze. Megan just smiled, not making any move to stop him.He then lowered his hand and felt her cunt and her wetness. He played a little with her clit, and then slipped a finger inside her. Megan moaned from the penetration, but stood still, letting Steve do anything he wanted.Steve moved his finger around but kept it insider her."Do you think $100 is too much" asked Steve, while starting to move the finger in and out. Megan's cunt was making wet slushing sounds with every thrust.Megan couldn't answer. She just put her hand against Steve's shoulder to steady herself, afraid that her legs would give out."Maybe $50, or is that too much also? How much do whores charge," asked Steve casually, while continuing a slow and methodical thrusting in and out.Megan was so close. She just needed him to go faster and harder. She needed his fingers deeper. She tried to move her hips to meet his fingers, trying to get him to increase his motion and depth."You're right. $50 is too much. Maybe whores charge $50, but you are not a whore, Megan"The elevator door opened. Thankfully it was empty. After a few seconds, the door closed. They missed their elevator.Steve just continued moving his finger in and out, not letting Megan change speed nor depth, leaving her frustrated."You are a slut, and sluts are cheap," continued Steve.He pushed his finger all the way insider her, and kept it there without moving."I will pay $5 for all your holes. I will use them anyway that I want for as long as I want."Steve finally pulled his finger out. He took out his wallet and took out a $5 dollar bill. He used the bill like a tissue and wiped Megan's cunt with it. He then pushed the wet bill into her mouth."After work, come to my apartment. I'll see you later."Megan stood a little dazed as Steve left through the staircase. Still very horny and frustrated that she was so close. "So, that's what her holes are worth. She sold herself for $5" thought Megan.After a few moments of being in a daze, Megan finally took out the bill from her month. Carefully unfolded it and put it in her purse. She, then re-arranged the dress, putting it back in place, covering her tits and cunt with the lacy material.The rest of her trip was eventful. She arrived in the store. Lauren was there to greet here."Megan. I am so glad to see you. I love this outfit. I see you took my advice about no bra. Great job. Excellent listening skills. "Megan just smiled from the compliment. Happy to have Laurens appreciation.Lauren continued. "Megan, I need your help. You don't know this, but our biggest investor is the same person that owns that strip club down the block. And, he needs more girls working the floor today. I actually already sent José over there to help manage all the extra girls. ""I guess it sounds like he is your pimp today," laughed Lauren at her own joke.Megan wasn't sure she wanted to actually work as a stripper. It was one thing to dress like one, but actually working at a strip club just seemed too much."Can I just work here today?" asked Megan."This is exactly what I am trying to teach you and why we have the probation and the tasks. You can't be afraid of your sexuality. It's not what our brand is about, and I don't think that's who you are, either."Megan just nodded."Have fun. Don't forget. You are representing our brand at the club."Megan agreed, left the store, and walked the short distance down the block to the strip club. The club was nicer, even classier, than Megan imagined. This was her first time inside a strip club.José saw Megan as soon as she walked in."Megan. I am so glad you made it. We are really swamped here. This floor is the green zone. It's open to the public, and upstairs is the blue zone, which is for private members only. For now, just see if anyone wants a lap dance. Lap dances are for one song for $15. I'll let you know when it's your turn to dance on stage. And, if you are good, then you'll go into the blue zone with the V I P patrons."Megan just nodded to everything that José was explaining. "She was just helping. She wasn't a stripper." thought Megan to herself.Megan started walking around the floor like José told her.She walked up to the first person. He seemed like similar age. He had some friends with him. "Excuse me. Would you like a lap dance." asked Megan using her most ditzy sounding voice."I am good. I am just watching that girl on stage. Try my buddies, maybe one of them wants one. "Megan was a bit shocked to be rejected. She turned to his buddies and got the same replies from them."Damn. This is going to be harder than I thought." said Megan to herself.Megan tried a few more people but got rejected. Some people said that they were watching the girl on stage, others said they didn't feel like it, and one guy said that he already got one.Megan walked deeper into the club. She walked up to the next table, and started to repeat her offer and when realized who was sitting in front of her."Hi, would you like a lap; shit, Rachel". Her best friend Rachel and her boyfriend were sitting at the table, equally surprised to see Megan offering a lap dance to them."Meg, you are a stripper," asked Rachel excited and surprised. "When did this happen?""I am not a stripper. I am just helping out. I work at that adult toy store down the block. They were just short staffed today, so they asked me to help out. ""I see. Do your parents know that you are a stripper?" continued Rachel."I am not a stripper.""Ok, ok. I am sorry. I am just playing with you. I'll take that lap dance you were offering, thou."Megan looked around, and saw José watching her. "She had no way out. She had to do it, or she would get in trouble" thought Megan."It has come to this. She was going to give a lap dance to her best friend Rachel."Megan moved closer to Rachel, and straddled her high. Rachel wore a summer dress. So when Megan straddled her thigh, Megan's naked cunt directly touched Rachel's skin.Megan moved herself back and forth, grinding herself against Rachel's thigh. Rachel just watched her, a smile frozen on her face.After a few minutes, Megan changed position. She turned her back to Rachel, and lowered herself into her lap, and started grinding her ass into Rachel's lap.The song ended, and Megan got up, and turned to look at Rachel."Megan, my leg is wet from your cunt. Damn girl. You're like a slut. You are really enjoying this."Megan stood there, humiliated, and incredibly turned on."I want another lap dance. But, next time you need to strip. The lap dances here are in the nude." said Rachel.Megan wasn't sure that was true. She looked around, but didn't see anyone else completely nude. Just the girl on stage was topless and her nipples were covered with pasties. Everyone else seemed to be fully covered.The next song was already starting, Megan didn't have enough time to ask anyone, and José would not like her dithering, either.Megan spread Rachel's feet apart, which caused Rachel's skirt to ride up and expose her pink Victoria Secret panties. Rachel just watched Megan do it, not taking any action to stop her. Megan moved in between Rachel's legs, standing close in front of her and facing her. Megan slowly removed each strap of her dress and let the dress slide off, leaving her naked. Megan then straddled Rachel's hips and started a slow grind against the fully dressed Rachel.As Megan was grinding against her, Rachel slipped her hand to her front. Megan's cunt was now rubbing against Rachel's hand, allowing Rachel to slide her fingers inside Megan. Megan just pressed harder, causing Rachel's fingers to go deeper.Megan was still grinding against Rachel after the song ended. It was only when she heard José voice did she snap out of her horny daze."Megan, there is no nudity on this floor. Come with me. I will take you into the blue zone. It's full nudity there. "José took Megan by the hand, pulling her off Rachel, and started walking through the club, pulling naked Megan behind him.José led her through the club, and then up the stairs. The room was smaller than the club downstairs, and had the same comfortable chairs surrounding a central stage. There were maybe 20 people there, a mix of women and men. Some of the men had semi naked and even naked girls sitting next to them.Without stopping, José led Megan right on stage."Ladies and Gentlemen, I would like to introduce to you our new blue zone star. This is Megan. And she is submissive. So, you will need to tell her what to do." José gave a big wink to the audience, which caused a round of laughter.Megan became aware that there was a naked man that was now standing behind her. She felt his hands on her back, pushing her to bend over. And, then she felt his hands on her inner thighs, spreading her legs wider.José continued talking as if nothing was happening. "This is Megan's first time. Let's say she is a virgin." José paused for an effect. "I don't mean virgin. With a cunt like that, she is not a virgin, let's be honest, folks". This caused another round of laughter."This is Megan's first time performing for us. So, let's make her feel welcome and give her a round of applause." This caused a rumble of applause and whistles

 Megan At the Sex Shop: Part 3 Megan's strip club education.Based on posts by p Sullivan 2 22 22, in 4 parts. Listen to the Podcast at Steamy Stories.Megan woke up. The first thing she realized was that her hand was between her legs, her fingers softly rubbing her clit. The second thing she realized was that she was very wet. And the third thing she realized was that she still had dry cum all over her body. The images from yesterday flashed in her mind. José fingers in her ass, the glory hole, all those cocks. She could still remember the taste of all that cum. She wet her lips and moved her tongue around her mouth, reminiscing of when it was full of cock. The memories were turning her on. All those men desiring her, lusting over her. They needed her. They wanted her. She made all those cocks hard with her body, with her wet lips. Megan's nipples hardened and she could feel herself getting more wet. She desperately wanted to keep playing but José and Lauren were very specific that sluts needed to stay horny. Frustrated, Megan pulled her hand away from her cunt. She went about her morning routine of showering, brushing her teeth, doing her nails and makeup.She stood naked in front of her closet and thought about what she wanted to wear. This would be her 4th day at work. The days have been progressively getting more and more wild, and she knew she was addicted. She loved it. She loved the attention, and the lust, and how it made her feel. She knew she had to have more.Megan critically assessed her closet. There was no longer any doubt. This was a stripper's closet. Megan selected a sleeveless, pink lace mini dress. It was the type of dress that strippers wore in between their pole routines when they walk around the club trying to entice men to pay for a private dance. This dress is usually worn with panties, but Lauren was so critical last time. Megan decided that it was better not to risk getting criticized again, so she decided to wear the lace dress with no panties and no bra. Megan rationalized that so many people have already seen her naked, it didn't really matter. And, her regular panties are so small, that it was basically the same as not wearing any, anyways. She paired the dress with a pair of high heel stripper heels.Megan was in the hallway of her apartment building, waiting for the elevator. She was on her way to work. Steve, her next-door neighbor, was leaving at the same time."Hey Megan....holy shit. Damn. What are you wearing?"Megan just smiled. "Do you like it? I just bought it. I have to wear sexy outfits for work.""I love it. You look unbelievable." responded Steve."Thank you.""What kind of work do you do? Like stripper or escort." Steve asked."It was a fair question given how she was dressed" thought Megan to herself."No, I work in the adult toy store, the adult emporium" explained Megan."Yeah. ok. That's cool. But do you also like work hourly. Can I pay you?" asked Steve fumbling with the words."What do you mean. Pay for what?""I mean. The way you are dressed. Aren't you an escort and that story about the adult store is just like a cover story. If you tell me how much you charge? I can totally pay.""You want to have sex with me and pay for it" asked Megan her tone a mix of shock and surprise."Oh, sorry. I don't know how this works. I've never hired an escort before. Do you have like a menu with prices?" asked Steve.Megan felt like she should be furious to be mistaken for a hooker. She wasn't a hooker or a prostitute or a stripper or a whore or whatever other name they go by. She felt like she should be angry and tell Steve to go fuck himself.Instead, she found herself playing along. "I don't have a menu. But what would you like to do, and how much would you pay for me?"Megan couldn't believe it. She was actually discussing a price for herself. She was actually going to put a price on how much each of her holes was worth. She could feel her cunt getting wet, her cheeks flush, her nipples hardening.Steve thought about it, looking Megan up and down, checking out the merchandise. "How do I know what I am paying for. What if your cunt is like really used and loose."Megan felt indignant. "My cunt is not loose. It's the best cunt you've ever seen. It's so tight and always wet. Look. " Megan pulled the front of her dress up, exposing her cunt to Steve. She then used her fingers to spread her cunt lips open, showing Steve how wet and tight she was.Steve stood there for a few moments staring at Megan's cunt."Yeah, you win. Your cunt is really nice" responded Steve, and then after thinking for another second continued. "But, what about your ass. What if I want to fuck you in the ass, and your ass is not nice. ""Oh yeah" responded Megan. "Watch this". Her dress was already around her waist. She turned around, bent at her waist, spread her legs, and then used her arms to spread her ass cheeks, showing her asshole and gaping cunt to Steve. Megan crammed her head back to see Steve's reaction.Steve just stared at her perfect ass and cunt. After a few moments, he recovered. "Ok, fine, they are both amazing, but what about your tits."Megan gave Steve a sexy smile, enjoying the little game. She turned back to face him and lowered the front of her dress, letting her tits spill out. Her dress was now just around her waist. Megan's tits and cunt were completely on display.Steve walked up to Megan and gave each tit a squeeze. Megan just smiled, not making any move to stop him.He then lowered his hand and felt her cunt and her wetness. He played a little with her clit, and then slipped a finger inside her. Megan moaned from the penetration, but stood still, letting Steve do anything he wanted.Steve moved his finger around but kept it insider her."Do you think $100 is too much" asked Steve, while starting to move the finger in and out. Megan's cunt was making wet slushing sounds with every thrust.Megan couldn't answer. She just put her hand against Steve's shoulder to steady herself, afraid that her legs would give out."Maybe $50, or is that too much also? How much do whores charge," asked Steve casually, while continuing a slow and methodical thrusting in and out.Megan was so close. She just needed him to go faster and harder. She needed his fingers deeper. She tried to move her hips to meet his fingers, trying to get him to increase his motion and depth."You're right. $50 is too much. Maybe whores charge $50, but you are not a whore, Megan"The elevator door opened. Thankfully it was empty. After a few seconds, the door closed. They missed their elevator.Steve just continued moving his finger in and out, not letting Megan change speed nor depth, leaving her frustrated."You are a slut, and sluts are cheap," continued Steve.He pushed his finger all the way insider her, and kept it there without moving."I will pay $5 for all your holes. I will use them anyway that I want for as long as I want."Steve finally pulled his finger out. He took out his wallet and took out a $5 dollar bill. He used the bill like a tissue and wiped Megan's cunt with it. He then pushed the wet bill into her mouth."After work, come to my apartment. I'll see you later."Megan stood a little dazed as Steve left through the staircase. Still very horny and frustrated that she was so close. "So, that's what her holes are worth. She sold herself for $5" thought Megan.After a few moments of being in a daze, Megan finally took out the bill from her month. Carefully unfolded it and put it in her purse. She, then re-arranged the dress, putting it back in place, covering her tits and cunt with the lacy material.The rest of her trip was eventful. She arrived in the store. Lauren was there to greet here."Megan. I am so glad to see you. I love this outfit. I see you took my advice about no bra. Great job. Excellent listening skills. "Megan just smiled from the compliment. Happy to have Laurens appreciation.Lauren continued. "Megan, I need your help. You don't know this, but our biggest investor is the same person that owns that strip club down the block. And, he needs more girls working the floor today. I actually already sent José over there to help manage all the extra girls. ""I guess it sounds like he is your pimp today," laughed Lauren at her own joke.Megan wasn't sure she wanted to actually work as a stripper. It was one thing to dress like one, but actually working at a strip club just seemed too much."Can I just work here today?" asked Megan."This is exactly what I am trying to teach you and why we have the probation and the tasks. You can't be afraid of your sexuality. It's not what our brand is about, and I don't think that's who you are, either."Megan just nodded."Have fun. Don't forget. You are representing our brand at the club."Megan agreed, left the store, and walked the short distance down the block to the strip club. The club was nicer, even classier, than Megan imagined. This was her first time inside a strip club.José saw Megan as soon as she walked in."Megan. I am so glad you made it. We are really swamped here. This floor is the green zone. It's open to the public, and upstairs is the blue zone, which is for private members only. For now, just see if anyone wants a lap dance. Lap dances are for one song for $15. I'll let you know when it's your turn to dance on stage. And, if you are good, then you'll go into the blue zone with the V I P patrons."Megan just nodded to everything that José was explaining. "She was just helping. She wasn't a stripper." thought Megan to herself.Megan started walking around the floor like José told her.She walked up to the first person. He seemed like similar age. He had some friends with him. "Excuse me. Would you like a lap dance." asked Megan using her most ditzy sounding voice."I am good. I am just watching that girl on stage. Try my buddies, maybe one of them wants one. "Megan was a bit shocked to be rejected. She turned to his buddies and got the same replies from them."Damn. This is going to be harder than I thought." said Megan to herself.Megan tried a few more people but got rejected. Some people said that they were watching the girl on stage, others said they didn't feel like it, and one guy said that he already got one.Megan walked deeper into the club. She walked up to the next table, and started to repeat her offer and when realized who was sitting in front of her."Hi, would you like a lap; shit, Rachel". Her best friend Rachel and her boyfriend were sitting at the table, equally surprised to see Megan offering a lap dance to them."Meg, you are a stripper," asked Rachel excited and surprised. "When did this happen?""I am not a stripper. I am just helping out. I work at that adult toy store down the block. They were just short staffed today, so they asked me to help out. ""I see. Do your parents know that you are a stripper?" continued Rachel."I am not a stripper.""Ok, ok. I am sorry. I am just playing with you. I'll take that lap dance you were offering, thou."Megan looked around, and saw José watching her. "She had no way out. She had to do it, or she would get in trouble" thought Megan."It has come to this. She was going to give a lap dance to her best friend Rachel."Megan moved closer to Rachel, and straddled her high. Rachel wore a summer dress. So when Megan straddled her thigh, Megan's naked cunt directly touched Rachel's skin.Megan moved herself back and forth, grinding herself against Rachel's thigh. Rachel just watched her, a smile frozen on her face.After a few minutes, Megan changed position. She turned her back to Rachel, and lowered herself into her lap, and started grinding her ass into Rachel's lap.The song ended, and Megan got up, and turned to look at Rachel."Megan, my leg is wet from your cunt. Damn girl. You're like a slut. You are really enjoying this."Megan stood there, humiliated, and incredibly turned on."I want another lap dance. But, next time you need to strip. The lap dances here are in the nude." said Rachel.Megan wasn't sure that was true. She looked around, but didn't see anyone else completely nude. Just the girl on stage was topless and her nipples were covered with pasties. Everyone else seemed to be fully covered.The next song was already starting, Megan didn't have enough time to ask anyone, and José would not like her dithering, either.Megan spread Rachel's feet apart, which caused Rachel's skirt to ride up and expose her pink Victoria Secret panties. Rachel just watched Megan do it, not taking any action to stop her. Megan moved in between Rachel's legs, standing close in front of her and facing her. Megan slowly removed each strap of her dress and let the dress slide off, leaving her naked. Megan then straddled Rachel's hips and started a slow grind against the fully dressed Rachel.As Megan was grinding against her, Rachel slipped her hand to her front. Megan's cunt was now rubbing against Rachel's hand, allowing Rachel to slide her fingers inside Megan. Megan just pressed harder, causing Rachel's fingers to go deeper.Megan was still grinding against Rachel after the song ended. It was only when she heard José voice did she snap out of her horny daze."Megan, there is no nudity on this floor. Come with me. I will take you into the blue zone. It's full nudity there. "José took Megan by the hand, pulling her off Rachel, and started walking through the club, pulling naked Megan behind him.José led her through the club, and then up the stairs. The room was smaller than the club downstairs, and had the same comfortable chairs surrounding a central stage. There were maybe 20 people there, a mix of women and men. Some of the men had semi naked and even naked girls sitting next to them.Without stopping, José led Megan right on stage."Ladies and Gentlemen, I would like to introduce to you our new blue zone star. This is Megan. And she is submissive. So, you will need to tell her what to do." José gave a big wink to the audience, which caused a round of laughter.Megan became aware that there was a naked man that was now standing behind her. She felt his hands on her back, pushing her to bend over. And, then she felt his hands on her inner thighs, spreading her legs wider.José continued talking as if nothing was happening. "This is Megan's first time. Let's say she is a virgin." José paused for an effect. "I don't mean virgin. With a cunt like that, she is not a virgin, let's be honest, folks". This caused another round of laughter."This is Megan's first time performing for us. So, let's make her feel welcome and give her a round of applause." This caused a rumble of applause and whistles

Continuing our theme of the importance of Sustainable Leadership, this episode is a little bit different.  Earlier this month, I facilitated a webinar with my good friend and collaborator Dr. Rachael Skews.  It was the first of our new series of free monthly webinars on the topic of Sustainable leadership - and I'll put a link to the booking site so you can see the details of the remaining sessions. The focus of our session was making the case for boosting psychological flexibility in leaders. I explained what we mean by sustainable leadership, Rachael introduced the concept of psychological flexibility, and then we looked at how it can address some of the many challenges leaders can face at work. We wrap up with exploring some of the ways leaders can cultivate these important skills. And while we have a lovely video recording of the webinar live on our YouTube channel, I know lots of you prefer to access this kind of information via audio, as you go for a walk or a run, do the housework, or navigate your daily commute. So here's a slightly edited copy of the audio from last week. As always, get in touch with your questions, comments and feedback by email via podcast@worklifepsych.com Thanks for listening! Resources for this episode The video recording of this webinar: https://youtu.be/QeGSpYbeguY  Download the slides that accompany this webinar here: https://www.worklifepsych.com/wp-content/uploads/2025/05/Why-leaders-need-to-be-psychologically-flexible-slides.pdf  You can find all the resources that accompany this series at our dedicated page: https://www.worklifepsych.com/SustainableLeadership Download our free white paper on Sustainable Leadership here: https://www.worklifepsych.com/wp-content/uploads/2025/05/Sustainable_Leadership_whitepaper.pdf We're also running a series of free leadership-focused webinars over the next few months. You can find out more and reserve your place by visiting our Eventbrite page: https://www.eventbrite.com/cc/sustainable-leadership-4167563 Finally, you can learn all about Psychological Flexibility by visiting our resources page here: https://www.worklifepsych.com/PsychologicalFlexibility 

In this enlightening conversation, Dr. Susannah Ward shares powerful insights on physician wellness and the emerging role of Chief Medical Wellness Officers in preventing burnout among doctors. We explore innovative systemic approaches to healthcare worker wellbeing, including anonymous reporting systems for workplace issues and dedicated wellness leadership positions with executive support. Dr. Ward also discusses her upcoming "Be Chill CPD" retreat at Caves Beach, where doctors can complete their continuing professional development requirements while engaging in restorative practices like yoga and mindfulness. Join us to discover how creating psychologically safe workplaces and prioritizing connection can transform medical culture from one of burnout to one of sustainable practice.Resources:drjobraid.comwww.instagram.com/burnoutrecoverydrwww.linkedin.com/in/drjobraidwww.ataraxiacollective.com.au/be-chill-cpd-retreats/pmcwa.org.au/media/attachments/2024/01/12/pmcwa-jmo-wellbeing-guide-2024.pdf I acknowledge that I create this podcast on the traditional lands of the Wiradjuri people, who have been the custodians of this land around Orange, New South Wales, for thousands of generations. I pay my respects to Wiradjuri Elders past, present, and emerging, and recognize the continuing connection to land, waters, and culture. This acknowledgment is a small but important step in recognizing the sovereignty of First Nations peoples and the deep historical and ongoing relationship with Country. Disclaimer: The information provided on or through our Site, products and/or services is intended to be for informational purposes only. It does not constitute or replace professional advice for individual or specific situations and nor does it take into account your specific needs or circumstances. Under no circumstances should the content made available on our Site, or regarding our products and/or services be relied upon as professional legal, medical, financial, business or other advice. You agree to obtain these services if you need these. Our Site may have articles and content that is of a general nature and is intended to be for informational purposes only. Your access to and use of they Site is subject to our Privacy Policy and Terms of Use. See omnystudio.com/listener for privacy information.

For many people, a good life is a stable life — a life that's predictable and filled with purpose. For others, happiness the point. They embrace moments of bliss and satisfaction. But what about a life that's focused on curiosity, exploration and a variety of experiences that broaden our world? University of Chicago psychology professor Shigehiro Oishi says that's a psychologically rich life — and in his new book, “Life in Three Dimensions,” he argues that a psychological rich life is just as important as a life filled with happiness and meaning. Professor Oishi joined Kerri Miller on this week's Big Books and Bold Ideas to discuss the markers of a good life. They talk about the value of risk, the importance of awe and how the American individualism can hinder a good life. Guest: Shigehiro Oishi is a celebrated professor of psychology at the University of Chicago. His latest book is “Life in Three Dimensions: How Curiosity, Exploration, and Experience Make a Fuller, Better Life.”Subscribe to Big Books and Bold Ideas with Kerri Miller podcast on Apple Podcasts, Google Podcasts, RSS or anywhere you get your podcasts.Subscribe to the Thread newsletter for the latest book and author news and must-read recommendations.

Why Karen Read's Words to O'Keefe's Kids Are Psychologically Alarming Karen Read didn't just allegedly leave John O'Keefe in the snow. According to testimony and records, she also ranted to his orphaned niece and nephew—kids he was raising—calling him a “f-ing pervert,” a “f-ing loser,” and accusing him of cheating… all because someone mentioned a woman's name as a navigation marker. In this powerful conversation, psychotherapist Shavaun Scott joins us to discuss what these moments reveal about Karen Read's emotional control, potential narcissistic tendencies, and the trauma such behavior may cause to children. What does this say about Karen Read's mental state? Why is this moment so pivotal in the trial? And how might jurors interpret this mix of rage, projection, and cruelty? You won't want to miss this mental health deep dive into one of the most emotionally volatile true crime cases we've covered. #KarenRead #ShavaunScott #TrueCrimeCommunity #KarenReadTrial #JohnOKeefe #HiddenKillers #CourtroomBreakdown #NarcissismExposed #EmotionalAbuse #PsychologicalAnalysis Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872 

Why Karen Read's Words to O'Keefe's Kids Are Psychologically Alarming Karen Read didn't just allegedly leave John O'Keefe in the snow. According to testimony and records, she also ranted to his orphaned niece and nephew—kids he was raising—calling him a “f-ing pervert,” a “f-ing loser,” and accusing him of cheating… all because someone mentioned a woman's name as a navigation marker. In this powerful conversation, psychotherapist Shavaun Scott joins us to discuss what these moments reveal about Karen Read's emotional control, potential narcissistic tendencies, and the trauma such behavior may cause to children. What does this say about Karen Read's mental state? Why is this moment so pivotal in the trial? And how might jurors interpret this mix of rage, projection, and cruelty? You won't want to miss this mental health deep dive into one of the most emotionally volatile true crime cases we've covered. #KarenRead #ShavaunScott #TrueCrimeCommunity #KarenReadTrial #JohnOKeefe #HiddenKillers #CourtroomBreakdown #NarcissismExposed #EmotionalAbuse #PsychologicalAnalysis Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

Why Karen Read's Words to O'Keefe's Kids Are Psychologically Alarming Karen Read didn't just allegedly leave John O'Keefe in the snow. According to testimony and records, she also ranted to his orphaned niece and nephew—kids he was raising—calling him a “f-ing pervert,” a “f-ing loser,” and accusing him of cheating… all because someone mentioned a woman's name as a navigation marker. In this powerful conversation, psychotherapist Shavaun Scott joins us to discuss what these moments reveal about Karen Read's emotional control, potential narcissistic tendencies, and the trauma such behavior may cause to children. What does this say about Karen Read's mental state? Why is this moment so pivotal in the trial? And how might jurors interpret this mix of rage, projection, and cruelty? You won't want to miss this mental health deep dive into one of the most emotionally volatile true crime cases we've covered. #KarenRead #ShavaunScott #TrueCrimeCommunity #KarenReadTrial #JohnOKeefe #HiddenKillers #CourtroomBreakdown #NarcissismExposed #EmotionalAbuse #PsychologicalAnalysis Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872 

Why Karen Read's Words to O'Keefe's Kids Are Psychologically Alarming Karen Read didn't just allegedly leave John O'Keefe in the snow. According to testimony and records, she also ranted to his orphaned niece and nephew—kids he was raising—calling him a “f-ing pervert,” a “f-ing loser,” and accusing him of cheating… all because someone mentioned a woman's name as a navigation marker. In this powerful conversation, psychotherapist Shavaun Scott joins us to discuss what these moments reveal about Karen Read's emotional control, potential narcissistic tendencies, and the trauma such behavior may cause to children. What does this say about Karen Read's mental state? Why is this moment so pivotal in the trial? And how might jurors interpret this mix of rage, projection, and cruelty? You won't want to miss this mental health deep dive into one of the most emotionally volatile true crime cases we've covered. #KarenRead #ShavaunScott #TrueCrimeCommunity #KarenReadTrial #JohnOKeefe #HiddenKillers #CourtroomBreakdown #NarcissismExposed #EmotionalAbuse #PsychologicalAnalysis Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

AKING EVERY THOUGHT CAPTIVE: CHAPTER 14-B. HABIT FORMATION AND MINDSETMindsets serve as the foundation and cornerstone of our habits, shaping how we think, act, respond, and navigate life, both consciously and subconsciously. Habits are the automated responses of a conditioned mind. Psychologically, they are formed through repeated thoughts and behaviors that create neural pathways, essentially, the brain's way of conserving energy. But before a habit takes root, there is always a mindset: a governing framework of beliefs that shapes how we interpret and respond to life. Habits are not necessarily bad; in fact, we need the discipline of habit to achieve any meaningful success in life. Good habits produce great results! Habits emerge as the results of either a continual practice of a negative or positive thought frame that significantly impacts our behavioral pattern. These behaviors are not merely created; they become deeply rooted and ingrained in our thoughts and actions. And as a result, this distorted or incorrect thinking leads to detrimental habits, as our mindset heavily influences the emotions that drive our choices and decisions, which often evolve into established habits.An individual's mindset evolves and solidifies through the consistent repetition of their thought patterns, which ultimately shapes their perspective and overall approach to life and relationships. In essence, habits are formed by conditioning the brain to think and respond in particular ways when faced with specific situations. This process can be influenced by various factors, such as past experiences, environment, personal needs, emotional distortions like fear, traditions and culture, other social norms, and beliefs.When we reflect on the broader context of behavioral pattern formation, it becomes evident that our deepest desires, strong yearnings, and intense emotions often serve as the primary drivers for habit development. These habits, in turn, prompt our brains to create and strengthen neural pathways, allowing us to perform certain actions.Thought Pattern Forms Habit Pattern.Once the brain has thoroughly processed and recognized the positive effects and satisfaction derived from a specific habit, action, exercise, or thought frame, it releases the necessary craving chemicals that drives the desire to replicate or reinforce that feeling. This pursuit aims to maintain a sense of fulfillment and contentment, even if these actions may ultimately be detrimental. This occurs because the brain lacks the ability to distinguish between what is beneficial and what is harmful to the body. Our brain's wiring means that once a habit is established, it becomes an automatic trigger—similar to a programmed computer that instinctively fills in certain words or phrases while we type our documents.As a result of the innate desires that are deeply ingrained in our brains, we tend to develop habits that are triggered by specific stimuli, causing our brains to release chemicals that create a certain state of mind, often resulting in feelings of anxiety, joy, anticipation, or contentment, especially when we are about to engage in a particular behavior that has become deeply ingrained in our daily routines.Naturally, these so-called "rewards of formed habits" may only provide temporary satisfaction, but the brain has a tendency to become addicted to the release of certain chemicals it produces in response to these habits, much like how we can develop addictions to external stimuli such as drugs, alcohol, or even exercise. The potential danger lies in the fact that these chemicals, whether released internally or triggered externally, may eventually fail to provide the lasting satisfaction we desire.

Are you living a psychologically rich life? In this episode we discuss what it means to be psychologically rich and how you can generate more richness. In "Life in Three Dimensions: How Curiosity, Exploration, and Experience Make a Fuller, Better Life", Shigehiro Oishi, Professor of Psychology at the University of Chicago,  shares his research and the ways leading a psychologically rich life can transform how you prioritize your days and goals. As Shige shares, “a  psychologically rich life is a life filled with diverse, unusual, interesting experiences that change your perspective; a life with twists and turns; a dramatic, eventful life instead of a simple and straightforward one”. For those of you who feel that something is missing from your lives, or that your dreams and goals don't fit with societal expectations, this conversation is for you. Shige Oishi has given us the language and concept for living our lives in search of experience, adventure, learning and connection.  Please share this episode with a frriend and follow us on Instagram at @meantforyoupod You can Sign up for our newsletter here Visit our website at www.meantforit.com Guest ideas? Partnership ideas? Comments? Email us directly at meantforitpod@gmail.com Get Shige's book  Topics Discussed: 05:07 - The the three pillars of a happy life  14:13 - How narrating your experiences enriches the experience 20:12 - A psychologically rich day involves a wide range of emotions 22:18 - Happiness used to be good luck and fortune, but now happiness is personal success 25:41 - Happiness is more like a batting average 32:03 - Happiness is not the intensity but the frequency of positive emotion 36:13 - As we age, curiosity and, and exploration wane, and how to balance it 39:09 - psychological richness mindset can help deal with difficult life situations  

AKING EVERY THOUGHT CAPTIVE: CHAPTER 14-A. HABIT FORMATION AND MINDSETMindsets serve as the foundation and cornerstone of our habits, shaping how we think, act, respond, and navigate life, both consciously and subconsciously. Habits are the automated responses of a conditioned mind. Psychologically, they are formed through repeated thoughts and behaviors that create neural pathways, essentially, the brain's way of conserving energy. But before a habit takes root, there is always a mindset: a governing framework of beliefs that shapes how we interpret and respond to life. Habits are not necessarily bad; in fact, we need the discipline of habit to achieve any meaningful success in life. Good habits produce great results! Habits emerge as the results of either a continual practice of a negative or positive thought frame that significantly impacts our behavioral pattern. These behaviors are not merely created; they become deeply rooted and ingrained in our thoughts and actions. And as a result, this distorted or incorrect thinking leads to detrimental habits, as our mindset heavily influences the emotions that drive our choices and decisions, which often evolve into established habits.An individual's mindset evolves and solidifies through the consistent repetition of their thought patterns, which ultimately shapes their perspective and overall approach to life and relationships. In essence, habits are formed by conditioning the brain to think and respond in particular ways when faced with specific situations. This process can be influenced by various factors, such as past experiences, environment, personal needs, emotional distortions like fear, traditions and culture, other social norms, and beliefs.When we reflect on the broader context of behavioral pattern formation, it becomes evident that our deepest desires, strong yearnings, and intense emotions often serve as the primary drivers for habit development. These habits, in turn, prompt our brains to create and strengthen neural pathways, allowing us to perform certain actions.Thought Pattern Forms Habit Pattern.Once the brain has thoroughly processed and recognized the positive effects and satisfaction derived from a specific habit, action, exercise, or thought frame, it releases the necessary craving chemicals that drives the desire to replicate or reinforce that feeling. This pursuit aims to maintain a sense of fulfillment and contentment, even if these actions may ultimately be detrimental. This occurs because the brain lacks the ability to distinguish between what is beneficial and what is harmful to the body. Our brain's wiring means that once a habit is established, it becomes an automatic trigger—similar to a programmed computer that instinctively fills in certain words or phrases while we type our documents.As a result of the innate desires that are deeply ingrained in our brains, we tend to develop habits that are triggered by specific stimuli, causing our brains to release chemicals that create a certain state of mind, often resulting in feelings of anxiety, joy, anticipation, or contentment, especially when we are about to engage in a particular behavior that has become deeply ingrained in our daily routines.

AKING EVERY THOUGHT CAPTIVE: CHAPTER 14. HABIT FORMATION AND MINDSETMindsets serve as the foundation and cornerstone of our habits, shaping how we think, act, respond, and navigate life, both consciously and subconsciously. Habits are the automated responses of a conditioned mind. Psychologically, they are formed through repeated thoughts and behaviors that create neural pathways, essentially, the brain's way of conserving energy. But before a habit takes root, there is always a mindset: a governing framework of beliefs that shapes how we interpret and respond to life. Habits are not necessarily bad; in fact, we need the discipline of habit to achieve any meaningful success in life. Good habits produce great results! Habits emerge as the results of either a continual practice of a negative or positive thought frame that significantly impacts our behavioral pattern. These behaviors are not merely created; they become deeply rooted and ingrained in our thoughts and actions. And as a result, this distorted or incorrect thinking leads to detrimental habits, as our mindset heavily influences the emotions that drive our choices and decisions, which often evolve into established habits.An individual's mindset evolves and solidifies through the consistent repetition of their thought patterns, which ultimately shapes their perspective and overall approach to life and relationships. In essence, habits are formed by conditioning the brain to think and respond in particular ways when faced with specific situations. This process can be influenced by various factors, such as past experiences, environment, personal needs, emotional distortions like fear, traditions and culture, other social norms, and beliefs.When we reflect on the broader context of behavioral pattern formation, it becomes evident that our deepest desires, strong yearnings, and intense emotions often serve as the primary drivers for habit development. These habits, in turn, prompt our brains to create and strengthen neural pathways, allowing us to perform certain actions.Thought Pattern Forms Habit Pattern.Once the brain has thoroughly processed and recognized the positive effects and satisfaction derived from a specific habit, action, exercise, or thought frame, it releases the necessary craving chemicals that drives the desire to replicate or reinforce that feeling. This pursuit aims to maintain a sense of fulfillment and contentment, even if these actions may ultimately be detrimental. This occurs because the brain lacks the ability to distinguish between what is beneficial and what is harmful to the body. Our brain's wiring means that once a habit is established, it becomes an automatic trigger—similar to a programmed computer that instinctively fills in certain words or phrases while we type our documents.As a result of the innate desires that are deeply ingrained in our brains, we tend to develop habits that are triggered by specific stimuli, causing our brains to release chemicals that create a certain state of mind, often resulting in feelings of anxiety, joy, anticipation, or contentment, especially when we are about to engage in a particular behavior that has become deeply ingrained in our daily routines.

Listen to today's podcast... Canada became the first country in the world to have a national standard for psychological health and safety in the workplace. This Standard contains a voluntary set of guidelines, tools, and resources aimed at promoting employees' psychological health and preventing psychological harm due to workplace factors. Take One Action Today To Build Your #Resiliency!      Here are today's Tips For Building Resiliency and Celebrating Mental Health Week: Get Clear On What's Required For Building A Psychologically Healthy Workplace Foster overall psychological health and a respectful workplace based on trust, honesty, fairness and recognition. As employees, ask questions, report issues, and propose new ideas for building a positive culture. Be sure to train leaders and employees at all levels on awareness and prevention strategies. Look beyond the workplace to what resources are available to help meet personal, as well as workplace challenges. If you like the tips in this briefing, please leave me a review on amazon or in your #alexa app. Looking for more ways to build your resiliency, take my free on-line vulnerability test at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr

Send us a textIf you're a parent or a teacher, you've probably wondered about what the best conditions are for psychological development in children, and where we might have gone so wrong as a society. This week, we talk with psychologist Peter Gray about the developmental needs of children, and why long school days, risk free environments, and too much supervision are wreaking havoc with their psychological development.Other episodes on parenting/teaching:Michaeleen Doucleff on the universals of childhood - https://examined-life.com/interviews/michaeleen-doucleffe/Links:Peter Gray's Substack - https://petergray.substack.com/Peter Gray's TED talk on play - https://www.youtube.com/watch?v=Bg-GEzM7iTkKenny's Substack - https://substack.com/@kennyprimrose?utm_source=user-menuSupport the show

In this episode, we dive into the intersection of physical therapy and mental health. We explore the research titled "Current Practices of Physiotherapists in Implementing Psychologically Informed Physical Therapy in Chronic Pain Management: A Scoping Review."Join our host, Johan dela Paz, as he engages in a compelling conversation with the study's principal author, Dr. Eunice Garces, and this episode's guest reactor, Dr. Jovielyn Mañibo, a licensed psychologist and certified play therapist. Together, they discuss the key findings of the research, the importance of integrating psychological principles into pain management, and the real-world implications for physical therapy practice.In this episode, you'll learn about:The shift from the biomedical model to the biopsychosocial model in physical therapy.The psychological factors affecting patients with chronic pain.Practical strategies for physical therapists to incorporate psychologically informed practices into their care.The challenges and opportunities for integrating mental health awareness in the Philippine healthcare system.Don't forget to check out the research article in the Philippine Journal of Physical Therapy, available for free download in the description below!Links:Philippine Journal of Physical Therapy: https://soar.usa.edu/phjpt/vol3/iss2/4/Subscribe to PT Meal Podcast: https://ptmealpodcast.com

On his 11th attempt Rory McIlroy finally won the Masters and a career Grand Slam, sealing his place in golfing history as only the sixth man to achieve that feat. Of course he did it the hard way and the tension almost killed us - a sudden-death play-off and the most double bogeys of any Masters champion - but as Rory sunk to his knees it was clear this was a moment of sporting history. We relive that moment with broadcaster and co-host of The Chipping Forecast podcast, Andrew Cotter. (13:07)Psychologically, how did he deal with that many years worth of pressure? What techniques will he have used after putting it in the water on 13? And why didn't he speak to rival Bryson DeChambeau? We speak to golf psychologist Jon Adler. (27:53) Actor James Nesbitt tells us what this victory means for Northern Ireland. (40:53)And we go back to his roots, speaking to Ciaran Lavery, Head Golf Pro at Holywood Golf Club, Rory's club in Northern Ireland. (42:50)Executive Producer: Adonis PratsidesProducer: Sophie PenneyVideo Producers: Sam TrudgillSocial Media Editor: Calum ScotlandTom Hughes is Editor for The News Agents podcast networkVicky Etchells is the Commissioning Editor for GlobalYou can listen to this episode on Alexa - just say "Alexa, ask Global Player to play The Sports Agents".The Sports Agents have merch! You can buy yours now here!

In this episode of Narcissist Apocalypse, Julia shares her story of marrying a scary psychological abuser. Julia fell for her husband immediately. He was charismatic, a protector, great with children, and had aspirations to be a fireman. Julia's husband checked all of her boxes. He was the man of her dreams. But unfortunately for Julia, her husband slowly morphed from someone she trusted to someone she feared.  It's a story of caretaking, fear , feeling alien, being good enough, rage, double standards, gaslighting, infidelity, being voiceless, self esteem, patriarchal systems, generational trauma, nitpicking, body issues, mixed messages , cognitive dissonance, intimidation, security, safety, child self harm, suicidal ideation, guilt, trauma, and feelings. *** CONTENT WARNING - This episode has graphic descriptions of child self harm, physical intimidation, and strong language. *** If you want to be a guest on our survivor story podcast, please click here or send us an email at narcissistapocalypse@gmail.com To help out our podcast, please fill out our listener survey, click here. PODCAST RECOMMENDATIONS: Perfect Prey With Dr. Christine Cocchiola | Click Here The Covert Narcissism Podcast | Click Here Something Was Wrong | Click Here When Dating Hurts Podcast | Click Here If you or someone you know are experiencing abuse, you are not alone. DomesticShelters.org offers an extensive library of articles and resources that can help you make sense of what you're experiencing, connect you with local resources and find ways to heal and move forward. Visit www.domesticshelters.org to access this free resource.  If you need help moving due to domestic violence, Shelter Movers may be able to help you. They operate by referral. Clients may be referred by any person of authority (social worker, doctor, police, crisis counselor, teacher, etc.) or public agency (shelter, hospital, school, workplace, place of worship, sexual assault centre, etc.).  To reach them, click here. Join our new Community Social Network at https://community.narcissistapocalypse.com/ Join our Instagram Channel at https://www.instagram.com/narcissistapocalypse Join our Youtube Channel at https://www.youtube.com/channel/UCpTIgjTqVJa4caNWMIAJllA Learn more about your ad choices. Visit megaphone.fm/adchoices

Ripping the Miami Dolphins for re-signing the one offensive lineman nobody wanted the team to bring back.

What happened to glamour and grace? Many things. Psychologically even...

Do you crave a richer, more adventurous life? On today's episode, we're exploring the concept of a “psychologically rich life”—one filled with novel experiences, deeper connections, and a sense of wonder. It turns out, happiness and meaning aren't the only ingredients for a fulfilling life. Psychological richness can add depth and vibrancy to your everyday routine. I'm talking to Dr. Shigehiro Oishi, a leading happiness researcher, psychologist, and celebrated author of Life in Three Dimensions. With a career spanning groundbreaking research on human well-being, he's here to share what it means to live a truly adventurous and reflective life—and how you can start making small changes to experience richer, more fulfilling days. Some of the things we discuss are: What makes a “psychologically rich life” (and why it's different from happiness or meaning). Simple ways to add adventure and spontaneous joy to your daily routine. Why routines and rigid habits might be holding you back. A powerful mindset shift for navigating failures and setbacks. How storytelling can transform even ordinary experiences into extraordinary ones. Subscribe to Mentally Stronger Premium for exclusive content like bonus episodes, signed books, and 30-day challenges that will keep you growing stronger. Links & Resources Life in Three Dimensions Connect with the Show Buy Amy's books on mental strength Connect with Amy on Instagram — @AmyMorinAuthor Sponsors OneSkin — Get 15% off OneSkin with the code STRONGER at https://www.oneskin.co/ #oneskinpod Calm - Get 40% off a Calm Premium Subscription at calm.com/STRONGER ZocDoc — Go to Zocdoc.com/STRONGER to find and instantly book a top-rated doctor today! AirDoctor — Head to AirDoctorPro.com and use promo code STRONGER to get UP TO $300 off today! Shopify — Sign up for your one-dollar-per-month trial period at Shopify.com/mentallystronger! Branch Basics — Get 15% off Branch Basics with the code STRONGER15 at https://branchbasics.com/STRONGER15 #branchbasicspod Learn more about your ad choices. Visit megaphone.fm/adchoices

Anarchist Audit Trump Tariffs related economic orders, DOGE Elon Musk Presidency then Dr. Dean Lloyd Psychologically Infallible Tools - Toward Anarchy

It is often very challenging for us to find meaning in situations that don't make sense. Psychologically, we get overwhelmed, and emotionally, we feel depleted. In this episode, I will discuss ways that you can turn difficult situations into opportunities for growth and personal development. Please let me know your thoughts when you listen and gain insight into how to find meaning in difficult situations.

Alyssa-Rae McGinn is joined by Dr. Zakiya Brown of Pivotal Growth Consulting to discuss the importance of psychologically safe workplaces and how to foster psychological safety for teams that have experienced workplace trauma (Episode 141) ---- Dr. Zakiya Brown: https://www.pivotalgrowthconsulting.com/ Dan Schorr, LLC: https://danschorrllc.com/ Dan's fiction reading and writing Substack: https://danschorr.substack.com/ Dan Schorr Books: https://danschorrbooks.com/ 

In this episode of Psychologically Speaking, Leila Ainge delves into the themes of human behavior, accountability, and personal growth. She reflects on her experiences with goal setting and introduces a new pod feature, a book review, looking at Neurodiversity Coaching, emphasizing the importance of clean language interviewing in coaching practices. The episode encourages listeners to explore their past selves and consider how they can apply those insights to their current challenges.

Doing it Cold War style.By kittybeaver, in 5 parts. Listen to the ► Podcast at Explicit Novels. It was difficult for Dirk to pretend he wasn't having sex. Tina's cunt felt so good. He wanted to close his eyes, shut out the rest of the universe, and just experience it."Adjust left," Fact-Tel said. "Left, you malfunctioning flesh machine, left."Dirk made the adjustment while Tina whimpered, "I love it, I love it."Behind them the banging grew louder. There was also the sound of an occasional laugh or a "Whoa, cool." Dirk had to bring Tina to orgasm before the Doopherilians broke into the control room."Now you're drifting down," Fact-Tel said. "Pull up on the interfaces just a tiny bit."Dirk tugged on the steering sticks with all the subtle nuance of a man fucking his hot coworker."Too much!" Fact-Tel cried. "You're wildly off course. Push down and try to do it right this time."Tina's breath came in short, shallow pants. Her ass undulated against Dirk at a faster and faster rate. "Oh baby, yes!"This was harder than Dirk ever thought it would be. He dug his teeth into his lower lip and resisted the urge to thrust. Instead he gently pushed on the steering sticks, which wasn't nearly as satisfying."I'm cumming," Tina moaned, "oh God, I'm cumming."At the same moment the Doopherinians broke through the door and the chair jamming it shut. Dirk could imagine what they saw; his arms stretched across the control panel, his bare ass hanging out, and Tina beneath him writhing with an uncontrolled fury."Stop them!" a silly alien voice shouted."Yes, yes, yes, I'm cumming!" Tina screamed. And then she did.Her back arched and her cunt squeezed his cock in a quick staccato rhythm. Dirk moaned. He was so desperate to cum too. He wouldn't be able to hold it much longer."That's the stuff," a Doopherilian said.Dirk glanced over his shoulder to see the little aliens fall like bowling pins when the orgasm hit them."Earth!" Tina said.He looked back at the view screen to see a blue dot growing bigger behind the yellow dot. They were almost home. He just had to hold it,"Fact-Tel, how much longer?""Two minutes before we hit Earth's atmosphere," the AI answered.Two minutes? Dirk couldn't hold it for another two minutes."Agent Blondell," Fact-Tel continued, "press the green button in the center of the console to initiate speed dampening thrusters. We need to slow the ship down.""Don't slow down," Dirk begged. "I need to cum.""You have to slow down," Fact-Tel said, "or this ship won't land as much as crater.""Pull out before you orgasm," Tina said. "I'm serious, do not ejaculate inside me or we'll have a whole other problem.""Must, sober, up." The Doopherilians were starting to stir. "Must, stop, human.""Oh no." Tina pushed her ass against Dirk, working herself up and down the length of his cock. "I have to orgasm again, but you can't," she said. "Got it?""No." Tears gathered in the corner of Dirk's eyes. His balls felt like they were going to explode."Get back on course!" Fact-Tel shouted. "You're going to hit the moon."How Dirk managed to steer around the moon, he couldn't say. All his concentration was now focused on not cumming. His face, he was sure, had to be a deep shade of red, his balls a bright blue. Every muscle in his body was straining to hold back the inevitable."When you enter the Earth's atmosphere, I'm going to count down from five," Fact-Tel explained. "When I say 'Hit it,' you'll have to pull up on the steering interfaces as hard as you can. You'll be fighting against the planet's gravity and it'll be a rough ride.""Mmmm, yeah." Tina rocked back and forth, working her way toward another orgasm. "That's what Mama likes.""Entering the atmosphere in three, two, "Fact-Tel was cut off abruptly and the whole ship jolted."Oh Fuck Yes!!" Tina screamed as another climax consumed her. The lucky bitch."Five," Fact-Tel started counting down, "Four, "There was no way the Doopherilians would recover from Tina's last orgasm, not before they were safely on Earth. There was no reason for Dirk to hold back any longer."Three, ""I'm going to do it," Dirk growled.Two, ""I'm going to cum.""One," Fact-Tel shouted. "Pull up! Pull up!""Pull out! Pull out!" Tina added.Dirk yanked back on the steering sticks, his cock slipping from Tina. When he shot his load it went airborne, over her head and landed in an arc across the view screen. It was a different kind of Milky Way.The ship hit water and bounced, skipping two or three more times before it came to rest with an impressive splash. Fortunately it stayed afloat. They were back home. Somewhat safe and sound."Fact-Tel." Tina rolled out from underneath Dirk, stood and pulled down her skirt. "Do you have our location?""Affirmative," the AI answered. "Sending rescue team now. Are the Doopherilians still a threat?"Dirk lay collapsed on top of the control panel. His heart pounded and he couldn't catch his breath. He didn't have the energy to pleasure Tina one more time. He almost hoped the Doopherilians would shoot him with their ray gun orbs. At least then he'd have an excuse to lie prone on the ground.He turned his head slightly to see Tina bending over one of the purple aliens. It, like the others, lay on the floor and stared up at nothing."They're no threat," he said. "They're still tripping.""No, they aren't." Tina looked grave. "They aren't breathing. I think they all overdosed.""What?" The jolt from the news gave Dirk enough energy to stand up. "They're dead?""Shit," Fact-Tel muttered as the ship gently bobbed up and down with the rolling waves. "That's a lot of forms I'll have to fill out.""Do you think the Doopherilian King will take this to the Universal Council of Supreme Beings?" Tina asked. "Are we in for another biblical flood?""Probably not," Fact-Tel said. "We'll most likely do what we did when something similar happened with the Martians."Dirk tucked his cock back into his jeans and zipped up his fly. "What was that?""We'll pay the Doopherilians off with opium," the AI explained. "I mean, that is what Earth is known for, best snack foods and narcotics in the galaxy."Dirk didn't mean to laugh, but the whole situation was so absurd he couldn't help it. He expected Tina to scold him for laughing at a tragic event, so it was a surprise to hear her light chuckles mix with his low belly laughs. Their eyes met across the room and the laughter grew between them.Tina got Dirk. She understood him in a way no woman had before. She got his sense of humor, his need to improve the world, his outlook on life. She was the human connection he didn't even know he'd been searching for. And he knew this moment of connection, of shared mirth, was a moment he'd remember for the rest of his life.But eventually, they both fell silent, stared at the death surrounding them and waited for the rescue boat to come.The breeze ruffled through Dirk's hair like the fingers of a lover. He smiled, enjoying the playful caresses along his scalp. He picked up his speed and the wind reciprocated. What had been flirting before was now full on foreplay.That was probably taking the metaphor too far. He was running really fast. It was kind of fun.Not long ago he'd been ashamed of his unique talents. That was when he'd made his living as a male model. The fashion industry prized men with tall, muscular bodies and facial features too bold to be feminine yet still very, very pretty. All of which Dirk Allen had. He also had the ability to run at near the speed of sound, pick up a car with one hand and hardly ever get tired. Those were not useful skills for a man whose job it was to stand still and look good, so he'd kept them hidden.That all changed when he changed his career. Now he was a secret agent in training. Tina, his partner as well as his mentor, said speed and strength and stamina were essential. The fact that he could run faster, lift more and stamina longer meant he had the makings of a legendary secret agent.It was possible, she had told him, that one day he'd be the second best agent in the SWSO. Tina Blondell was the best agent and she planned on keeping that position.At that moment, the position she was keeping was more of a fetal position. Dirk held her in his arms and tried his hardest not to grope her ass or her breasts. It would've been easier if he didn't have to think about where he couldn't touch her and just place his hands where they needed to be so that she wouldn't fall out of his arms.Not that Tina wasn't grope worthy, because she was. Her breasts filled a hand perfectly, with soft flesh to cushion one's fingers and pert nipples to poke one's palm. Her ass was round and bouncy and oh so wholesome. Dirk couldn't look at it without thinking about working the land.But it was inappropriate to think of her that way. They were coworkers and nothing more. Yes, he'd seen enough of Tina to know she wasn't a natural blonde, but that was work related. He had pleasured her orally and she'd given him a hand-job to save lives. For secret agents, the ends justified the means. They were prepared to do whatever it took, with whoever was handy, to protect the world. That's why, nowadays, Dirk made sure he had a condom on him. He'd feel awful if the world fell into the clutches of an evil despot simply because he was afraid of catching something.The jury was still out on whether General Zero was a global despot or simply a municipal annoyance. So much about Zero was a mystery, such as background, motive and preferred pronouns. It was impossible to predict what their next move would be. Tina and Dirk with the help of Fact-Tel, SWSO's mastermind computer, had managed to foil one plot, but Zero had escaped. It looked as though the villain had dodged justice, until now.In the wee hours of the morning, long before Dirk woke up (so like, around 9:30), Fact-Tel had intercepted a series of coded tweets. It'd taken the artificial intelligence nearly an hour to break the encryption but once it had, it presented Tina with the coordinates to Zero's hideout. Soon Dirk and Tina would capture Zero. The city of Middleburg would be safe once again.There was no doubt in Dirk's mind that he and Tina would succeed. How could they not? With his strength and speed and her intelligence they were unstoppable."Stop," Fact-Tel chirped in Dirk's ear. "You're going to run right past it."Dirk was still getting used to the earpiece that connected him to the A.I. at regional headquarters, but he did manage to slow down to a jog without stumbling."Fact-Tel," Tina said as she stirred in Dirk's arms. "Where are we exactly?" She was in the habit of shielding her face against his chest when he ran. The wind tended to dry out her contact lenses."This," Fact-Tel said with a touch of dramatic flair, "is the section of Middleburg known as Old Crap Town.""Of course." She slipped out of Dirk's grasp and looked around, taking in their surroundings. "I should've known by all the abandoned manure factories.""And the smell," Dirk added. "It smells like shit.""How close are we to the coordinates?" Tina asked."Turn left," the A.I. instructed, "about 20 degrees."Dirk put a hand on Tina's arm. "Let me do it," he said. "I'm a trained model. I know how to turn."It was perhaps the most perfect turn of his career. He pivoted on his heels in a smooth yet decisive manner. When he stopped he lifted his chin and struck a pose that showed off his body and, by extension, his clothes at a favorable angle. A tight, blue T-shirt and black jeans never looked so good."So the red, abandoned, poop factory?" Tina asked."Yeah," Fact-Tel confirmed. "The red one."Dirk followed his partner across the street to the massive and dilapidated building, keeping his eyes peeled for any signs of a sniper in the windows or booby traps in the trash scattered along the sidewalk. He'd trained the past few months for just this sort of situation.When they got to the double doors of the red manure factory, Tina reached behind her and pulled her gun from her holster.She owned a lot of guns and a lot of holsters and she had a knack for coordinating them with her outfits. There was a thigh holster for skirts that fell just above the knee. Or there was the back holster for ensembles like the one she was wearing today, gray slacks and a white spaghetti strap tank top. On rare occasions, when she wore a micro mini, she'd tuck her gun into her thigh high boots. That was Dirk's favorite. There was something about that outfit that made him want to surrender to Tina and then defile her. Of course, those sorts of thoughts fell into the inappropriate category, so he never thought them."Draw your weapon, Agent Allen," Tina whispered.

How many calories do you burn up just eating and digesting the food you eat? It's an interesting question and the answer depends on what kind of food you are eating. Listen as I reveal the basics of what is called the Thermic Effect.https://www.revolution-pts.com/blog/understanding-the-thermic-effect-of-food The amount of data being collected about you every hour is staggering – detailed, intimate data. What may be more shocking is how that data is used to psychologically target you. Joining me to explain what that is and how it works is Sandra Matz. She is a professor at Columbia Business School and has an informative TED talk about the use of psychological targeting (https://www.youtube.com/watch?v=MkI_TrPmKgA). She is also author of the book Mindmasters: The Data-Driven Science of Predicting and Changing Human Behavior (https://amzn.to/4gGaTCc). In most of our everyday interactions, our questions are fairly shallow: “Hi, are you?” “What's going on?” “What kind of work do you do?” etc. Yet, if you go a little deeper and get a bit more curious with people, it can pay off for you in a very big way. This is according to Scott Shigeoka. He is a leading expert on the topic of curiosity. He is a lecturer at the University of Texas at Austin and author of a book called Seek: How Curiosity Can Transform Your Life and Change the World (https://amzn.to/4gQDbKr). Are you one of those people who cherishes the few extra minutes of sleep the snooze alarm gives you? Listen as I reveal some interesting facts about the snooze and why you may not want to use it too much https://www.rd.com/article/why-is-snooze-9-minutes/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Balancing psychological safety and high standards is crucial for high performance in your tech team. Join Squirrel and Jefferey for a discussion on this, plus the misconceptions around perks and productivity, in this week's episode of Troubleshooting Agile LINKS - Safety vs standards article: https://www.leadingsapiens.com/psychological-safety-vs-high-standards/ - Challenge article: https://www.nobelcoaching.com/tag/challenge/ - Flow book: https://www.goodreads.com/book/show/66354.Flow - Brian Marick: http://www.exampler.com/ease-and-joy.html -------------------------------------------------- You'll find free videos and practice material, plus our book Agile Conversations, at agileconversations.com And we'd love to hear any thoughts, ideas, or feedback you have about the show: email us at info@agileconversations.com -------------------------------------------------- About Your Hosts Douglas Squirrel and Jeffrey Fredrick joined forces at TIM Group in 2013, where they studied and practised the art of management through difficult conversations. Over a decade later, they remain united in their passion for growing profitable organisations through better communication. Squirrel is an advisor, author, keynote speaker, coach, and consultant, and he's helped over 300 companies of all sizes make huge, profitable improvements in their culture, skills, and processes. You can find out more about his work here: douglassquirrel.com/index.html Jeffrey is Vice President of Engineering at ION Analytics, Organiser at CITCON, the Continuous Integration and Testing Conference, and is an accomplished author and speaker. You can connect with him here: www.linkedin.com/in/jfredrick/

When moving from being a solopreneur to having a team, a lot of entrepreneurs struggle with hiring high-quality team members, creating accountability, and streamlining processes. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with award-winning coach and author Kon Apostolopoulos to talk all about unlocking your team's potential. You'll Learn [04:16] Hiring for Competance  [12:48] Leadership and Building a Team [29:19] Developing Team Members [49:42] Tough Love as a Business Owner Tweetables  ”They say the two most important days in your life are the day you come into this world and the day you figure out why.” “They all have their strategies, their business plans, but one thing for sure is that if they don't have the right people in place to execute those plans, they're not even worth the paper they're written on.” “If they're hiring for competence, it's probably a step up, because in most cases, people are hiring for a pulse.” “You can teach people the technical skills. You can't teach attitude. You can't teach certain behaviors. You can't teach integrity.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Kon: When we are appreciated, we always give more than what is expected of us. So when you are looking at it, build your team around that principle. Show people that you value them. Don't just say, you know what, you get a paycheck, don't you? This is why I brought you on. Do your damn job.  [00:00:16] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow property manager DoorGrow property managers, love the opportunities, daily variety, unique challenges and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. [00:01:18] Now let's get into the show.  [00:01:21] All right. I, my guest today is coach Kon. So Kon, how do you say your last name? I want to make sure I don't mess it up.  [00:01:29] Kon: Wow. Well, first of all, thanks for having me, Jason. Last name is Apostolopoulos. It's as simple as it looks.  [00:01:37] Jason: Man, that is fun to say. Apostolopoulos.  [00:01:39] Kon: It rolls off the tongue. [00:01:40] Jason: Yeah. The closest thing that might be as fun was the Snuffleupagus.  [00:01:45] Kon: It's inspired from that.  [00:01:47] Jason: Okay. All right. We'll go, you know, all great ideas have an origin. All right. So Kon, we're going to be chatting a little bit today about the keys to engagement, resilience, high performance, unlocking team potential. [00:02:02] So before we get into that, I'd love to get a little bit of background on you. How did you get into doing coaching and you know, kind of share your origin story.  [00:02:12] Kon: Wow. Okay. So let's kind of take a look at this. First of all, I'll start with one of my favorite sayings. Because I do feel blessed. [00:02:19] It is the season for that kind of a feeling. You know, they say the two most important days in your life are the day you come into this world and the day you figure out why. And so to me, I have always gravitated towards being a coach, being a teacher, being a leader, stepping up and taking responsibility. [00:02:38] And so that's kind of shaped my life. Being the firstborn in a Greek household and the firstborn male at that. It's one of those situations where, Inevitably, you're thrust into that role, but I gravitated towards it, and I found myself, regardless of which industry I've been working in, everything from the military to cruise ships, from restaurants to call centers, from construction to coaching little kids' soccer, I've always been in a situation where I found myself in the role of coach, teacher, leader. You know, I've worked for large corporations. I've had my share of corporate where I've cut my teeth and I've learned a lot of the business secrets and the things that I needed to get. And in the last 12 years, I've hung my own single shingle and been in a situation where I've been able to help clients and transfer three decades of knowledge of managing talent, of being able to build engaged and resilient teams and helping them now achieve their goals. [00:03:34] And the way I do that is I explained to people that most of the companies that I work with have their business plans very much like the audience that we have here. They all have their strategies their business plans. But one thing for sure is that if they don't have the right people in place to execute those plans, they're not even worth the paper they're written on. And so to me, that's where I come in and sometimes that involves providing workshops to build competence. Sometimes that involves individual or group coaching to build commitment. Sometimes that's speaking at events for them to be able to get everybody on the same page. And ultimately that may involve helping them build the systems that they need so every dollar that they spend on their people is a dollar well spent.  [00:04:14] Jason: Got it. Okay. Now I think a lot of times that the challenge I see in a lot of companies is they're bringing in, it's often people are hiring just based on skill. That's the thing they're looking at is like, are they willing to do this job for this pay? Instead of looking for people that fit their values, fit the culture, have the right personality fit to actually be able to succeed in the role. [00:04:38] And so I call those things, the three fits. What have you seen related to this?  [00:04:42] Kon: When people go out and start hiring Jason, they typically do it out of need, and a lot of times they've let it go for so long that it becomes a desperation. If they're hiring for competence, it's probably a step up, because in most cases, people are hiring for a pulse. [00:04:56] They're trying to throw a body at a spot, and that's a desperate place to be in, unfortunately. Hiring process, the selection process, should be an ongoing thing. When you're looking at making sure that you have the right people on your team. That's an ongoing process to me. That's tending to your garden year round, to making sure that you have the right people in place year round. [00:05:17] The mantra that I teach my people is a three part piece, just like you were mentioning earlier. It's hire hard, train smart, manage easy. And to me that means basically being very picky about who I bring on my team. It's easy for people or it's easier for people to look at, do they have the skills? Because that's an yes or no answer most of the time, especially if you do it right. But what they don't realize is that you can teach people the technical skills. You can't teach attitude. You can't teach certain behaviors. You can't teach integrity. You're bringing somebody in your team in their thirties. [00:05:50] If you have to teach them how to be honest, that's too late in the game.  [00:05:54] Jason: Yes.  [00:05:55] Kon: So hire for the attitude, like you were talking about the things that are harder to teach, and then you can teach them smartly about the business that you want. If you have a right person in the right spot, they can do wonders. [00:06:09] Jason: Yeah, I've noticed this. I've noticed this as well. One of the things I've noticed is I call it the process myth. I see a lot of businesses, you know, a lot of entrepreneurs go through this journey of graduating from solopreneur to having a team, right? And that's usually one of the most painful transitions they go through. [00:06:25] It's because they have no clue how to do the hiring correctly. And they're hiring the way a solopreneur sort of thinks. And they're usually hiring based on what they think the business needs. Like you said, out of need, maybe they graduate to desperation. Maybe they graduate to competence, as you said, but at that stage, they usually believe the process myth. [00:06:43] I've run into this a lot where they think they just need better processes. If they just had better processes, their team would actually perform well. Like, I just need to micromanage them more. I need more KPIs. I need more metrics. And what I've noticed is, this weird dichotomy, I've noticed that in companies that have great culture and they have a great team, they have great people, but they even have shitty processes, they still perform well, even without great process documentation, but I've seen companies that have like process documentation, like crazy, and they focus on this heavily, but they don't have the right people. And they're never able to perform well. There's no amount of process documentation or micromanaging or controls that can make a mediocre team with maybe the wrong attitude or wrong culture fit or wrong values to perform well. [00:07:35] Kon: No, I agree with you there. When you look at why people try to heavily process things, it's because they don't feel confident in people's decision making and abilities. They tried to legislate everything. They tried to create a way. We used to have a saying that, you know, every time you think you idiot proof something with a process, they come up with better idiots. [00:07:55] And that's a situation where you have to be very careful. You put a good person in a bad process, the process is going to win. So you have to be very careful because when we evolve this piece and we take it to its natural conclusion, which is why do we hire good people or try to find good people? [00:08:12] Why do we try to create processes that can produce results? It's to get performance. It's to increase performance, to become more predictably good. That's ultimately what we're doing. Performance is about results. When you look at your metrics that you were talking about, you're a pro, you do this and you know exactly what you're trying to do. [00:08:31] You have a methodology, you have a way of doing things, you have a philosophy about how you go about things because you know it works and you know it works well enough for you and for others that you're comfortable going out and sharing that message with others. Well, when you talk about performance, performance happens at three different dimensions. [00:08:50] Think about it like a Venn diagram, three overlapping circles. One is organizationally. How are we set up? How are we set up? Our culture our vision, our messages, our values, all of those things that we want to set ourselves up with. And then you have the process. How do things hand off from one person to the next? [00:09:10] What does the customer journey look like? What does the experience with us look like? How do we engage with each other? And then ultimately, it's the individual level. Do we have the right people on the right seat on the bus going in the right direction? Do they have the skills, knowledge, ability, attitudes that we're looking for to get things done? [00:09:29] So when people say, we're struggling to improve our performance, they automatically Only look at one, maybe two of those areas, not realizing that you need all three of those to hit in order to be at optimal level, when you've reached your peak in your performance, all three of those things are in place. [00:09:47] You've organized the team. Well, you've got your systems in place and you've hired the right people.  [00:09:52] Jason: Yeah, I love this. You know, they say all truth gravitates towards itself, you know, so to speak. And so I actually draw a Venn diagram for clients and they teach them a framework called the three fits and your organization, I would just call culture, this is, do they share your values? Is there alignment there? Because otherwise you'll never be able to trust them. So you want one offload to them and then you always want to micromanage them. And then for process, I usually call that a skill fit. And the question there is, do they have the intellectual capacity to be able to develop the skill or do they already possess it? And that's the one that maybe the needle can be moved on right like you had mentioned they could maybe be trained, but some people are untrainable. They just don't have the intellectual capacity for that particular role. They just won't get there. [00:10:38] You can train and you'll just demoralize yourself, right? And then as then when you mentioned kind of people this is where I look at the personality fit. Are they the right personality for the role? Not everybody can be great or enjoy doing cold calling. Not everybody could be great or enjoy doing accounting, right? [00:10:57] And that means that they would love doing the role if they're the right personality fit, which means you don't have to motivate them. You don't have to try and push them to do it. And they, if they don't have that, they'll just never be great. And so I love this. Like it's always validating to see alignment when somebody's kind of graduated to this knowledge set on their own and see that, Hey, we both kind of arrived at a similar conclusion. [00:11:22] Kon: So, well, the truth is pretty universal and that's how we get there. We each discovered in our own way and application, but even with my company is called Fresh Biz Solutions and the the origin of the name and the philosophy behind that name is that I've worked, as I mentioned, in very diverse industries across continents, across countries, across boundaries. [00:11:45] And what I found is people are people. The needs are fairly universal. And so something, a process, an idea, a solution that works well in one industry, when you take it, look at it, dust it off, repurpose it, repackage it, it can work just as well in another industry. Why? Because you're dealing with people. [00:12:05] You're dealing with principles that are universal. And so, there is no need to reinvent the wheel. There is a need for us to find what works and continue to apply it. In different situations.  [00:12:17] Jason: Absolutely. And you know, my personal sort of mission statement is to inspire others to love true principles. I love figuring out what works and sharing it with other people. [00:12:25] That's just fun for me. I would do that for free for fun. And yeah, so, so I get that. And yeah, there's, you know, a whole business book might be just written about one principle, you know, and there's that one nugget that you can pull out of it. But yeah if, you know, as I'm always seeking for those principles and those ideas, I'm then able to share and benefit others and it can be applied to a variety of different situations. [00:12:48] Yeah. Love that. So how do people go about doing this? It's like, usually entrepreneurs are very, you know, focused on just hiring based on as you said, need, desperation, competence. How do you graduate them through this? [00:13:03] Kon: So when we look at the process, I mean, we, when solopreneurs graduate, like you said, when you have, when you've been working on your own for a long time and you decide to bring on team members, one of the mistakes that we make is that we think that everybody is motivated the same way we are. Everybody sees the same vision that we do. [00:13:20] And that's just not the case. Yeah. We don't have that luxury. There's not enough people there that automatically will instinctively know what you're working on and really align themselves. Most of the time you have to do some connection of the dots for them. You have to explain to them why you're doing what you're doing and how they fit into this. [00:13:39] This is part of my engagement model that I talk about in my new book, The Engagement Blueprint. And the principles here are universal, whether it's one person or 1000 on your team. You can look at it and say the same thing. The way to understand this is that when you are leading a team, you're bringing people onto your team. [00:13:57] You're developing them. You're aligning them. What are you trying to do? You're trying to amplify the reach that you have as an individual. You're trying to get more done through your team, but through your team is the key because you need the voluntary contribution of these people. They need to want to do this. [00:14:13] Otherwise, it's a slog. It's a heavy lift to constantly micromanage people That's where the heavy processing comes in. You're chasing them around and the property trying to figure out where are they on where they supposed to? Be are they on their computer? Are they? responding to the needs? [00:14:29] How are they dealing with my clients? You're constantly living on edge and you're in fear and uncertainty all the time. My methodology is all about taking the uncertainty out of that and making sure that when you invest in your people, you know you're going to get a return on that investment. You know that basically they are an extension of you. [00:14:49] Now, the way to go about it is to understand that there are four key drivers of engagement for people. I mean, I've done my homework, I've spent almost two years researching the topic, talked to some pretty smart people across the globe, and pulled together 30 years of experience looking at this. And the four drivers start, first and foremost, with the need that we all have to feel valued. [00:15:10] When we are appreciated, we always give more than what is expected of us. So when you are looking at it, build your team around that principle. Show people that you value them. Don't just say, you know what, you get a paycheck, don't you? This is why I brought you on. Do your damn job. It's easy to say that. [00:15:28] Jason: Yeah, there's a lot of bosses that think because they grew up sort of in that culture and they, it's kind of the dinosaur boss that says, "well, I pay you, so just do your work," like it's very transactional.  [00:15:40] Kon: Correct. And when it's transactional, you lose so much because people will only do up to a certain point and then you have to keep telling them what is part of that transaction. [00:15:49] So. When people are appreciated though, they will continue to find ways to support and help you and do more. When you realize that it's all about that discretionary effort, engagement is about discretionary effort, giving that little bit extra because you feel first and foremost valued. And the way you do that, I mean, here are some ideas that Our audience can go out and do right now. [00:16:13] First and foremost, think about how you can create an environment that is safe for your people. Physically, mentally, emotionally, psychologically. I mean, if you're in a situation where you have people out there physically doing work, they're climbing up to clear gutters to do certain things, make sure the environment is safe. [00:16:32] Set a protocol so people can feel safe. Emotionally, if you're in a meeting, make sure that people feel comfortable telling you the ugly truth sometimes, the information that you need to make decisions. If people feel like there'll be chastised or reprimanded for telling you the truth, those stops sharing that information with you, and you will lose opportunities there. [00:16:52] Make sure that people feel that you appreciate them or that they can bring their whole self to work because if they can bring their whole self to work, they'll bring their best self to work. And then ultimately, even if you only have five minutes a week to spend with each one of your people, make sure that those five minutes, you're present, give them your attention. [00:17:13] I mean, these are simple ways that when you ask somebody, "how are you doing?" You pause enough to get the answer to that. That tells people you value them and then say, thank you. You know what? I really appreciate the fact that you treat this property like it's your own, that you take care of our guests, that you take care of our clients, that you went above and beyond. [00:17:34] You'll get more of what you're looking for when you do that. So that's one key driver things that people can go out and do right now simple things  [00:17:42] Jason: Yeah, I think yeah that first item you mentioned feeling valued or feeling appreciated It's interesting because what i've noticed is on a lot of DISC assessments, there's the values index and most entrepreneurs I think focus on things being transactional and focus on trying to motivate people through money because they mistakenly assume that everybody likes money. [00:18:01] And the economic score and a values index for most people is low except for entrepreneurs and salespeople typically. And if the economic score is low, that means they're more recognition motivated. So this is very much in alignment with the appreciation aspect, right? A lot of entrepreneurs are trying to throw money at people when they could save that money and just appreciate them and recognize them. [00:18:25] And they would get far more output. [00:18:27] Kon: But even with entrepreneurs and salespeople, Jason, I mean, look at us from this perspective: we all love being appreciated, but even with the money piece, if I'm driven towards money, it's rarely about the dollar bill itself. It's about what that represents for me. [00:18:41] And for entrepreneurs, sometimes it's a recognition of their arrival, their accomplishment. For some people, it's a representation of financial security that gives them the freedom, the life that they want. That's what you see. When you see all of these people advertising these solutions that produce money for people, what are they putting out there? [00:19:01] The big houses. The freedom, the lifestyle, the cars, all of that stuff. That's what that a big part of what that represents. It's never just about the money, but it's just as much for your entry level laborer in your property that's going around cleaning out things. For them, that money means security. [00:19:20] That means that I am a paycheck away from living on the street. And that's what you need to understand. What is driving? I mean, you mentioned the word motivating earlier, and it's important for our audience to understand that you cannot motivate another person. That is a falsehood. Motivation is an intrinsic process. [00:19:39] Psychologically, you cannot do that to somebody else. All you can do is create the right environment where people will feel self motivated.  [00:19:49] Jason: Yeah.  [00:19:50] Kon: This is the proverbial. You can lead a horse to water, but you can't make a drink unless it's thirsty.  [00:19:55] Jason: Yeah. Yeah. I love that. You can lead a horse to water, but you can't make a drink. [00:20:00] But you can salt its oats, correct? Another phrase that I love is "whenever we fail to inspire, we always control." [00:20:08] Kon: Correct. And that's the part where you want to drive that you want to create the environment for anybody that's spent any time out there trying to go fishing. You realize that not every fish likes the same bait. [00:20:23] So you have to put the right bait out there to attract and inspire that fish to bite. And it's the same with your people. The job of a leader is to really set the course, give them a plan, give them the reason why, and the how becomes "this is how I want to motivate you." I want you to achieve your goals by helping me achieve our goals. [00:20:44] That's the second driver, connection. We are tribal creatures, Jason. Part of the reason why we all wear uniforms, for example, at a job, or the same t shirts, is because we want to belong to the same tribe. That builds bonds, camaraderie, connection to people. I mean, think about the last time you met somebody in a crowd that's from the same hometown, went to the same university, supports the same sports team. [00:21:08] I mean, you go to a stadium, there's 50, 000 people wearing the same jersey as you, and you feel connected to them.  [00:21:13] Jason: Yeah.  [00:21:13] Kon: And so people crave that.  [00:21:15] Jason: I just went to one of those Texas Football games that at the university here and yeah, it's like, it's crazy.  [00:21:22] Kon: Correct. So people want to feel part of a team. [00:21:26] And so in order to do that, use your team building skills. Make sure that people understand what it is that you're going after. What game are you playing? Are you playing football? Are you playing tennis? What are you playing? These are different games. Make sure that people understand what's the game, what's the values, how are we going to get there? [00:21:42] And then create that bond and respect between you and each team member while you're building the bonds between the team members themselves. And give people a path so they can see how they can achieve their aspirations by working with you and the team. We talked about that. If my goal is to make sure that I secure a paycheck because I'm financially insecure to pay my bills, or you know what, I have to support my kids, show me how to do that. [00:22:07] Show me how to get there. If my goal is to become the best salesperson in the region, show me how to do that. Because that way, when you align their goals and yours you can unleash huge energy and potential because people will be striving because it's a win win. They don't have to do your goals instead of theirs. [00:22:25] They don't have to sacrifice one for the other. That alignment really gives them permission to give their best.  [00:22:32] Jason: Yeah, we're looking at the proverbial win, like if there isn't a win, it's win lose and either we're going to lose or they're going to lose. So correct. So this kind of speaks to their needing to be for connection. [00:22:42] There needs to be alignment in you know, mission.  [00:22:45] Kon: Correct. And that's what you hire for. Back to your original question. If you find people that are aligned because this is what they want to do and you can show them how they can fulfill their personal mission by working with the team to achieve its mission. [00:22:59] That's where the win, that's where the secret sauce is. That alignment truly alleviates the need to micromanage because when they are confronted with a choice, they will make the right choice because their why is intact. They understand why they're doing something. It's easier for them to take that personal accountability for themselves and for the team. [00:23:19] Jason: A lot of business owners don't even know their why, which is why they're running into these sort of mistakes.  [00:23:24] Kon: Correct. Again, because they are operating at a very tactical transactional level. They're not elevating to their higher self. I mean when you look at it, the people that achieve the greatest things are the ones that have a purpose behind them They are driven by that when you have purpose driven organizations They will always outperform the others the same way that engaged organizations when they harness that power from their team will always outperform their competitors by a lot i'm talking about 20 percent more in operating revenues. [00:23:56] I'm talking three times the profitability. I'm talking almost nine out of 10 people say "I have no reason to go anywhere else." So you're keeping your best and brightest and probably attracting your competitors' best and brightest.  [00:24:09] Jason: Absolutely. I've seen a three times the output from a team if they align with the culture the personality and the values and you know, all that easily three times the output. And that's the biggest, one of the biggest profit levers in a business because the biggest expense in a business is the people and those all connected with people.  [00:24:29] Kon: Correct. And when you start looking at that at that line item in your P and L. [00:24:33] As truly an investment, you're going to approach it very differently because you're going to be smart about where you put the money. I mean, it's the same way you wouldn't find a temporary solution to fix something in your buildings. You want to find a solution that makes sense, the best return on that investment. [00:24:48] And that's where, for example, you come in and you look at the productivity piece, which is the third driver. People want to know that they contribute, that they make a difference, Jason. I mean, the example that I give in my coaching and my training sessions on this topic is If I was to give you a team photo from a recent event that you were together with a group of people, what's the first thing that most of us would do, you think? [00:25:12] Jason: If you were to give a team photo,  [00:25:14] Kon: if I was to give you a team photo that you were in of a recent event, you were there with your team. Let's say you're celebrating something and there's 15 of you on this, in this picture. What's the, one of the first things that you would do? I just handed you that picture. [00:25:27] Jason: I would look to see if everyone's happy.  [00:25:31] Kon: Or even where you are, right? People want to know where they fit into this picture.  [00:25:34] Jason: Oh yeah. If it's a new photo, I'd be like, I'd look at myself first.  [00:25:37] Kon: Yeah. Right. Yeah. So most of us will take a look at that picture and say, Hey, where am I in this picture? And then look around and say, Oh, I can see Steve smiling. [00:25:44] I can see Mary over there. She looked like she was having a good time. All the men. Now we see where we fit into this bigger picture. It's the same thing for entrepreneurs. Show your people where they fit in. Show them that even the most menial task. Joe, thank you for cleaning up that mess over there. You know what, that represents the standard that we have here at the property. [00:26:04] When you did that, that made a big difference. Somebody passing by will look at us and know that we care about this property. They will care about it. That's contagious. And you know what, Billy last week tripped on a mess like that and now he's twisted his ankle and now he's out for three months and now you have to do his job as well. [00:26:21] So thank you for taking care of that. So nobody else got hurt. That tells people That even the most menial task has a purpose they can connect the dots when people feel like they can contribute in meaningful ways, they can be productive your systems your processes allow them to be productive back to our starting point. They will flourish. They want to make a difference. [00:26:43] You're going to spend time at work. Anyway, we spent what a third of our day typically at work at least unless you're an entrepreneur and then you're probably spending a lot more But the thing is are you making a difference? How are you impacting others when you can do that, that fuels you that makes a difference When I see the light bulb go on in my clients and the people that I coach the people that I teach, that is fuel to me. That fuels my passion about what I do. [00:27:10] And so knowing that I make a difference, knowing that people come back to me and say, you know what, I applied your technique, your system, what you recommended, what we discovered together, and it made a difference. That is power. That is a driver. And people want to know that they contribute. You see it in volunteers, Jason, all the time. [00:27:29] They're not doing it for the money. They're going out there because they believe in what they're doing, that what they're doing makes a difference. Get that volunteer spirit on your team. Get them excited about what they're doing, knowing that they can make a difference. That's power.  [00:27:43] Jason: Yeah. It's amazing. You look at churches as a business, they have a lot of people just volunteering. You look at open source software initiatives. They have a lot of people that are working their day job, but their passion hobby is to contribute to this open source thing for free. You know? Exactly.  [00:28:00] Kon: I spent recently 25 hours a week or more coaching kids soccer. [00:28:06] I didn't do it for the money. I did it because I wanted to see that passion. To me, I believed in what I was doing and I was making a difference. I teach girls, especially I coach girls. Why? Because I believe that when we can teach young women how to advocate for themselves, tap into their leadership abilities from a young age, and they know that they can perform well as individuals, as team members, as team leaders, they become better leaders tomorrow, and we need more of those leaders tomorrow. I'm working with the early generations now, so in the future I don't have to go in and try to change the mind of 40 year old executives  [00:28:45] Jason: Right. Yeah. Yeah. Yeah. I mean, when they're young and they won't depart from it. Right.  [00:28:51] Kon: Teach them those foundational pieces. [00:28:53] They become better. I mean, I have kids, I've won and lost games and tournaments and championships, but you know what the biggest reward for me is? When I have a kid coming back to me years later and say, coach, thank you. I still love the game because of you. And these are the things that I've accomplished because of the life skills that I learned playing on your team. [00:29:12] Yeah. That stuff that they pick up from you, I'm sure applies to everything.  [00:29:18] Correct. And then finally, the last driver is people need to feel supported to learn and grow. Speaking of coaching and developing, I liken this Jason to the example of water. Water is a life source, right? Right. But a swamp is water, so is a river. [00:29:34] The difference between the two is the flow, is the is the movement. Nobody wants to be caught up in a swamp in their careers, in their jobs. Everybody wants a flowing river, and they want to know that there's a path, there's a career path for them, there's a way for them to grow. Even if, like you said, they might be limited by their own abilities to some extent, or their own desires, to some extent, show them how they can be the best in the current role that they're in. [00:30:01] Maybe they're not going to be promoted to the next general manager managing a hundred units, but maybe there's somebody who can teach and mentor a young person coming in to your business, and they can offer value through that. Maybe that becomes part of what they do. So there is room for everybody to continue to learn and grow. [00:30:18] Give them that opportunity. This is the train smart, the growth part where everybody has a sense of, I'm showing up to work and I'm a little bit better than I was yesterday, or that there's a clear career path because if they can't find the path in your business, they're going to try to find it somewhere else. [00:30:36] Jason: Sure. Yeah. Nobody wants to feel stuck or stagnant. And, you know, I think that's what our soul craves. Our soul craves growth. I think that I think a lot of people mistakenly, I think the point of, you know, Life of marriage of everything that people recommend that maybe you do is to be happy. I think the point I think happiness is a more mediocre goal than growth. [00:30:59] I think the point is growth. That doesn't always mean you're going to be happy, right? And I love your water analogy. I've heard a similar analogy before where it's like, which would you rather drink? The From the crazy wild raging river or the stagnant puddle in front of your house Right. And it's that sort of turbulence and challenge that purifies the water and that makes it a much safer environment to drink from. [00:31:26] Kon: Absolutely. And I mean, my, my first book was all about managing crisis and about managing sudden change. And even in that you realize that crisis presents opportunities on the flip side of it. Crisis is not all bad. Crisis means that, you know what? Hey, things are being shaken up big time unexpectedly, but who wouldn't want to be? I mean you think about crises over time I mean in 2008 prior to 2008 we didn't have you know Airbnb and uber eats or ubers in general you didn't have any of that stuff I mean, after the crisis of 2008, people got creative and they found new ways of dealing things, you know, sharing out rooms in their house, renting things out, short term rentals, looking at opportunities to replace cabs, using their cars smartly. [00:32:12] You look at the recent pandemic crisis. I mean, wouldn't you have liked to have stocks in some of these virtual meeting rooms, Zoom and others? Wouldn't that be great to have that beforehand because that was an opportunity all of a sudden everybody's gone virtual. So this is important for us to understand. [00:32:27] Growth comes sometimes through turbulence, through upheaval, you know, things change either as an evolution progressively, slowly, or as a revolution.  [00:32:38] Jason: Yeah. Crisis equals opportunity. Correct. If that's your mindset, otherwise it equals something horrible.  [00:32:45] Kon: I mean, there's a lot of entrepreneurs that aspire to the mantra, especially when they're in the DISC profile. [00:32:50] When you say about the D's, the dominant ones, you look at it and you say, if it ain't broke, break it. That's the mantra. Right.  [00:32:58] Jason: Yeah. Yeah. Yeah. So, cool. So we've got four items feel valued, appreciated. Number one, these are the four key drivers, the drivers of revenue, performance, everything else. [00:33:09] Kon: Engagement and engagement leads to the performance. Right.  [00:33:12] Jason: Okay. So we've got number one, feeling value. Number two, connection. Maybe we should stick all of our team members in the same t shirts. I don't know. And, you know, making them feel like a team. Make it feel like a soccer team. Maybe I don't know number three productivity, meaning they feel like they're contributing to something that contribution I think is something that entrepreneurs deeply crave and they want to feel like they have impact And then number four supported to learn and grow,  [00:33:40] correct.  [00:33:40] Kon: Yeah. For the four drivers. I mean, this is basically the 80 20 rule. When you can do those four things, that'll get you the majority of the way there to really create an engaged team and engaged workforce with you as a leader. I mean, think about it this way. Leaders contribute about 70 percent of the variance between an average team And a high performing team. [00:34:03] 70 percent of that difference comes from your leadership style. If you apply these simple four principles, these simple four drivers to your business, and you start engaging your people, you can transform your workplace to win in the marketplace. You're igniting the fire in your people without burning them out. [00:34:22] That's essential.  [00:34:24] Jason: And if you have bad team members, but you have these four things, they're just not going to fit. They're not going to want to stick around. I mean, if everybody's feeling valued, there's connection that, you know, there's focus on making a difference and people are supported, learn and grow. [00:34:37] It's going to be obvious. Like there's going to be these B players that no matter how appreciated they are, they're just, or there's nothing to appreciate or that, you know, they don't want to be a team player. They don't care about the connection with other people. They aren't productive. They don't feel, they don't care if they're making a difference. [00:34:53] They just wanted like, kind of basically they want to complain about you, their boss and live for the weekend. Correct. And they are, and they don't care about growth. They're like, they're just showing up that it's going to be very obvious that they're not a culture fit.  [00:35:06] Kon: And so that's where you look at it. [00:35:08] And now bringing a full circle back to your original piece of staffing. Now, you know, where your holes are now, you know, where the gaps are, and now, you know, what you're looking for. And then you can enlist the help of the rest of your team to bring them on board, to be part of this group, to really embrace your culture. [00:35:24] It's a lot easier once you get this in motion to be able to have this operate because it's a self sustaining organism. It's a community. I mean, one of the biggest things that I tell people in the last closing part of the book is I let them know that people think the grass is greener on the other side. [00:35:44] It's not. The grass is greener where you water it. Sure. So you need to take care of your patch of grass. You need to make sure that you apply these principles, and then that rest will take care of itself. The grass that's flourishing will crowd out the weeds. It'll take care of all of those different things. [00:36:03] Your people, through their own empowerment, they will see your business as their own, and they will start monitoring and managing this process with you. And for you, because that's the power of true engagement. Now you've got people that feel that personal accountability, that ownership, because they feel empowered. [00:36:20] Jason: Yeah. If the grass isn't green on your side of the fence and you're the business owner, the problem is you, this is a leadership factor. I had one of my mentors, he used to say to me, he said, he'd say, Jason, If you don't yet have the business of your dreams, it's because you're not yet the person that can run it yet. [00:36:39] And you know, that's good medicine, but a bitter pill to accept, you know, in moments for a lot of people. But yeah, I think Yeah, I think it's greener where you water it. And if you, if I love these four principles, if you can align your team around this, that creates a really good culture. [00:36:56] The environment then is safe. People are feeling appreciated. And then you're moving people eventually out of just this transactional leadership into moving them towards a transformational leadership that turns them into leaders.  [00:37:11] Kon: Correct. Correct. Because you want leaders at all levels. I mean, great leaders don't create followers. They create more leaders. So you want to be able to empower people and set them in the right direction. You know, create those leaders at all levels of the organization and that way they all feel empowered to take ownership of, they see something that needs to be fixed. They fix it. They need somebody who's struggling. They're going to reach out. They need to communicate information. They will communicate that information because they feel empowered and they feel like leaders. And that's what leaders do. If you just have followers, if you just have people out there that are waiting for you to tell them what to do. [00:37:49] That's a lot of work.  [00:37:50] Jason: Yeah. I think that's the challenge is when the way a solopreneur thinks, you know, they start hiring and they're not hiring usually based on what they need as a business or they're hiring based on what the business needs. And so eventually they have an entire team. Yeah. And their first initial team, usually I've noticed, is the wrong team. [00:38:11] They built a team around the wrong puzzle piece. They're showing up involved in wearing hats and doing things they don't really enjoy doing, and they built an entire team around that. And so by default, And the way I get them to realize this, I say, look, if you've got, if you're, you have an entire team and you are still wearing all the hats you don't enjoy wearing or involved in all the things you don't enjoy doing, then by default, you have to have the wrong team. [00:38:38] Kon: I would agree with that. Again, your job is not to sit here and do everybody else's job. The people that you bring onto your team should be willing to do their job and then start reaching at the next level to start taking on more because you've empowered them and you want them to grow. That's the big part of this. [00:38:54] It's a difference between leading a team and doing the work. Just like in even in an organization, but especially when you're an entrepreneur, the first thing that you're going to need to let go of when you start creating a team is the thing that probably got you there. All of the things that you did well, if you're the top performer on your team, you got a problem. [00:39:14] That's a big problem. You need to now start thinking of it as, I need to create a team of high performers as opposed to me being a high performer. And that's a very different thing for salespeople, for managers, for people that have done well in the past. They've done well and they've probably reached this level. [00:39:30] Either they got promoted to a job to the next level, or they started their own business with that mindset, but they have to stop competing with their people. They have to start teaching all of the good things that they've learned that made them successful. So they can now build the team around them. [00:39:47] There's a reason why from the famous Bulls team of the nineties. Why Michael Jordan, the best player potentially in history, is not a coach, as opposed to Steve Kerr, who was on his team and probably was a big player on the Bulls team, but an important one. Steve Kerr understood what it took to become successful. [00:40:08] He watched some of the best. He played with some of the best. He learned how to teach that. Michael worked hard, tirelessly, but at the same time. Steve had so many natural talents, things that came so naturally to him that those things were very difficult, if not impossible for him to teach. So, whereas Steve, with his limitations physically and his talent, understood how to take good players and make them great. [00:40:35] Jason: You know, I love this example. Michael Jordan, though, before he had the right system, was just a showboat. Before he had Phil Jackson, a good coach, before he had Scottie Pippen and the team that he had. That Phil Jackson built around Michael Jordan's abilities. He wasn't winning championships.  [00:40:54] Kon: Correct.  [00:40:55] Jason: It was just a showboat. [00:40:56] And this is, you know, a good analogy when we can take really good people and put them into the right, we create the right environment, the right system. We give them the right system. Then they become. Become rock stars.  [00:41:08] Kon: Correct. And they shine in that. And you see that sometimes like you call them a system quarterback because they shine in that system. [00:41:15] And the thing is at the end of the day, what are you building? You're not building a place to showcase individuals per se. This is not even about the owner or the entrepreneur to some extent. That's not the vanity piece. You want a successful business. You want to be able to build that around people that can get things done for your clients so you can have success however you define success, whether it's the revenues, the profits, the customer satisfaction. [00:41:38] I mean, those are the three key drivers that all businesses are founded on. And then you look at that and you say, okay, It's not about me. And we've got big companies that went to the toilet because their CEOs thought it was all about them. And that's part of the problem. Part of the challenge, Jason, you look at it and say, okay, when did you start building a team? [00:41:56] It's about the team. It's about how are you performing as an organization? It doesn't matter how many followers I have on social media or how many likes I get on my posts, if my business is in the toilet.  [00:42:08] Jason: Yeah. I think one of the challenges I see is that. In the beginning of the journey for entrepreneurs, is there a solopreneur, there's a lot of ego, and there's a lot of self belief they need in order to get started because there's a lot of difficulty, a lot of friction, the challenges that creates a hindrance in the future. [00:42:24] Because one of the initial things I noticed that a lot of solopreneurs believe when they start hiring is what I call the clone myth. They think I just need to clone myself. I need to go find somebody like me cause I'm so special and so adaptable and so important. I need to go find somebody like myself. [00:42:39] And then they wonder why this person maybe steals their clients and eventually starts their own business. Cause you know, they're, that if somebody's like, yeah, instead of finding people that are better than them, and this is kind of the next level, they don't think that people can be better than them. [00:42:54] And my goal is to hire people that are way better at me on all the things that I don't enjoy doing. That's not difficult to do if I don't enjoy doing it I'm, definitely not going to be the best at it and I can definitely find people that are better at it And then when we hire people and then we treat them transactionally, it's like here's a task you return a report and do it, our team members then don't feel safe as you talked about to make decisions. The safest thing is to abdicate all the thinking decision making to me because then they're not responsible for the outcome. [00:43:26] And so this, there's kind of this graduation of having to learn to let go of going from a transactional leadership system to a strategic or sort of planning system where they have outcomes and goals and we'll do whatever's required in order to achieve it by a deadline instead of just being told what to do because you're the smartest person in the room, so to speak. [00:43:47] Kon: Yeah, I mean a couple of things. Let's unpack that for a second if I may. First of all, I aspire to the idea that like you, you have masterminds, you have groups that you coach, you work with people in a group setting as well as one on one. If I find myself being the smartest person in a mastermind in a group, that's the wrong group for me to be in. [00:44:04] Jason: Yeah. Right. So that's the first thing of being in the group. That's one of the best benefits of being in a mastermind is being able to be around other people that excel in different areas, you know, over what you do.  [00:44:18] Kon: Yeah. Correct. So that's number one. Number two, when you are constantly just telling your people what to do and you're asking them to delegate or you're taking ownership of all the thinking you are teaching learned helplessness. [00:44:31] You see it in parents of teenage kids. When you do all of the thinking for them and you just say, "fine, I'll just do it" or "clean up your room. You haven't cleaned it up to my expectations." Well, guess what? Why don't you explain the expectations and show them how to do it?  [00:44:47] You cannot do that. There's a time and a place. [00:44:49] To be very directive with people when they're first learning a task, you want to basically be very highly directive with them. You want to show them step by step how to do that. And as they become more confident and capable, then you start letting go. It's like you take off the training wheels. When you're teaching a kid how to ride a bike, you're not all of a sudden going to stick them on this racing bike and just push them down the hill. [00:45:11] You want to progressively give them a chance to learn and grow from that. That's how you do with your people. Don't expect them all of a sudden to have mastered that. They're not going to be where you are. Show them progressively how to master each step. That takes time, but that's the job of a leader. [00:45:25] Most people look at why "I don't have time to do that." Well, what are you doing? Where are you spending your time? Because to me as a leader, that is your time. You brought these people on, you're paying them a salary.  [00:45:36] Jason: How do people create this learned helplessness? Because people are doing it and they're kind of blind to it. [00:45:42] I would imagine.  [00:45:43] Kon: Correct. Because they keep saying, well, I don't have time to stop and teach you this. Just give it to me. And when you add all of these things onto your plate, time after time, 30 minutes for this, two hours for that four hours for this one day for this, all of a sudden your plate is overflowing and you've taught everybody around you to sit around and wait for you to do it. [00:46:03] Yeah. Because yes, it might take you longer in the moment to teach somebody how to do that task, but that is compounding interest because the next time they'll do it more and more, they'll eventually get good at it. Perhaps even better than you at something, but the fact of the matter is that you are taking off that time over the course of time off your plate. [00:46:26] That's freeing you up to do the other things that you need to be doing. You cannot afford to try to be, again, the best player on your team. If you are, that's a problem. Why did you hire these people?  [00:46:38] Jason: Yeah, it's like we need to trust them with outcomes and give them outcomes to achieve, goals to achieve, instead of just telling them what to do all the  [00:46:47] Kon: time and giving them that. [00:46:47] Correct. That's the paradox. Most people want to measure outputs as opposed to outcomes. Yes, outputs have a place. How many hours did you spend on this? How many calls did you make? How many widgets did you produce? Yes, I get that part, but overall measure people's success based on outcomes, because maybe you care about effort, but most of us care about results in this business. [00:47:12] Jason: You know, this is one of the things when we coach clients on the operational side of things that we've noticed is that, and we have this formula for the ultimate job descriptions we call R docs, and one of the key sections that are usually missing from job descriptions is results. [00:47:27] This is, you know, they'll have the role of the responsibilities, but there's no methodology in this for prioritization, right? And we want to pay as business owners, we want to pay for outcomes. That's really what we want. We're desiring outcomes. We're desiring results. And so I think just clarity on helping our team members understand Why they're doing certain things and understanding why it matters and then understanding what are the outcomes or the results that we want? We get far better results, you know, not so surprisingly. [00:47:56] So, yeah, so be around others that exceed expectations, love the idea of learned helplessness.  [00:48:04] Kon: Yeah. I mean, we condition our people to do certain things a certain way. I mean, we teach them how to do it and from our behaviors, the things we tolerate, the things we accept, the things that we focus on. All of that is sending clear messages to our team about what matters. [00:48:19] We, whether we realize it or not, we're constantly training them and educating them based on the way that we behave. They're going to respond to that. That's what people do. That's what happens in a system. They're going to look at the leader and say, Oh, What kind of mood is he or she in today? I mean, where's he going with this? [00:48:35] And the more unpredictable you are from that, the more people are not feeling safe in this. And again, that comes back to when they know that they can bring you issues and you're not going to fly off the handle when they know that you know what, Hey, you're going to sit there and listen to them. You're going to appreciate what they're saying. [00:48:51] Even if you don't like the message and thank them for the courage to share that with you, you know, good news, bad news doesn't get better with time. And so you want to know these things ahead of time, you want to find ways and then teach them how to solve problems so they can come to you with potential solutions. [00:49:07] Hey boss, this is what I'm thinking. This is what happened. These are the options that I'm thinking. Which way do you think we should go? Let's talk about that. Why do you think we should go this way? Why do you think we should go that way? Again, teach your people, treat them a certain way. I treated my kids, even my entry level kids, even my recreational teams. [00:49:25] I've won championships. Why? Because I treated them as champions before they even won a damn thing. Because I held them to that standard. Treat your team like champions and they will perform that way. Even if they're not the most talented. That's the thing you condition them to do. You create that culture, Jason. [00:49:42] Jason: You know, a lot of things you're touching on just now really speak to the point of empathy and just being empathetic and you know, caring about people and caring about their situation, caring about what they want and figuring out their motives and it seems like, you know, the highest performing teams are not the teams that have the most KPIs or the most metrics. [00:50:02] It's, there's been studies that say it's that there's the most empathy involved. So it's difficult, I think, for business owners to be empathetic though, sometimes.  [00:50:12] Kon: Well, what is empathy? Empathy? We talk about empathy as an emotional intelligence skill. We talk about empathy as our ability to be aware and understand where somebody else is coming from, where they're going, how they're approaching things, how they're processing things. [00:50:26] It's a it's a way to understand and acknowledge others' behaviors, feelings, et cetera. That's a capacity that we have as leaders, as emotionally intelligent leaders to be able to do. That's key. But to me, empathy unto itself in a business environment, especially or a high performance environment is only half of the equation. [00:50:46] Because to me, empathy needs to be paired up with tough love. I want to understand where you're coming from, but I also want to make sure that we set clear expectations through my understanding of what you can produce and what you're willing to produce. I can set clear expectations and boundaries, so we're both safe from that. [00:51:05] I look at back when I was, for example, working with people during The COVID days when we were all stuck and all of a sudden we're all doing virtual teams, or even now in a hybrid environment where we're operating that. That's one of the biggest challenges a lot of leaders have because they don't know how to manage teams when they're not in front of them. [00:51:21] If I can't see the whites of your eyes, how am I going to know you're working? I have that with a lot of my clients. They struggle with that.  [00:51:28] And to me, it's all about the leadership paradox. And one of the paradox elements that I teach is this empathy and tough love. I need to be empathetic with the fact that somebody is working in a very different situation. [00:51:42] Not everybody has a home office like I do, or you do. People sometimes have to work at their kitchen tables. They've got kids, school aged kids that they're trying to be a business person. They're trying to be a teacher at home. They're trying to be a short order cook. They're trying to take care of an aging parent in the background. [00:51:59] And guess what? They may have to pick things up at 10 o'clock at night after they put the kids to bed to try to cram the rest of the work that they didn't get finished during the day To me it's important as an empathetic leader to understand their situation and their plight, but on the other hand I need to protect them through tough love and say look, let's focus on the things that you can do the most important elements. Here are the priorities. If you get nothing else done, I want you to do one two three things this week. When you do them is up to you. I'm understanding your situation, but these are the three things that we need to agree to get done. That now allows me to pair empathy with tough love and that paradox creates a powerful synthesis that now I am leading from an effective way. [00:52:42] Jason: Yeah, I love the idea of tough love because you know tough love is two two words here, right tough and love and if we're tough, if we're just like shoving leadership at them without empathy, then it's cruel, right? They're going to perceive it as cruel. And if we showcase love and empathy, but we don't showcase any leadership, or any toughness or direction for them, then we're almost keeping them in their mediocrity. [00:53:09] Kon: Because with the tough love piece, again, you're setting those firmer boundaries, the expectations, the clear expectations, but you're doing it from a place of caring for them, caring for the team and caring for everything that you're trying to accomplish. That's the part of it. It needs to be that. [00:53:25] And sometimes as a leader, you're going to have to make those difficult decisions or have those difficult conversations with people and see what you can do. You're trying to manage people from where you think they should be. Try managing them from where they truly are. I've had very talented young people that are coming up and I see them as rock stars and the world is their oyster. [00:53:45] But guess what? Something changes in their lives. The priority, a health issue, an ailing parent, a new kid in the family, their priorities change just because I want to promote them and give them more responsibility, they may not be in a position to accept that responsibility. And it's important for us to really understand that because if I burn that person out or force them to make a choice, I put them in a big difficult situation and then I will lose that person. [00:54:11] Again, make sure that you understand how to harness that power and work with people.  [00:54:17] Jason: We need to know our people and we need to care about them. Well, Kon, this has been really enjoyable. I love your ideas. I love your frameworks that you shared with us today. [00:54:25] You had mentioned your business is Fresh Biz Solutions and you have a book, The Engagement Blueprint. Maybe in closing, you could just tell us like, what are they going to find? What was this book and how can they get in touch with you and any closing words?  [00:54:40] Kon: Thank you. I appreciate that. Well, the book is basically A distillation of 30 years of talent management and team building experience. [00:54:49] And in that book, I've spent a couple of years researching what is it that truly drives this level of engagement from people? How can we harness that? How can we build the kind of workplace that we all want to go to, that we all want to be part of? A place where we can raise the level of commitment and performance with our team members and really get the best out of them. [00:55:10] It includes some of my key frameworks, the things that we talked about. Earlier today, it includes my performance framework and the four elements of what I do for my clients. Building competence, building commitment, building teamwork and building systems and how that fits into the four drivers of engagement that we talked about. [00:55:28] So there's a path and pattern and a method to the madness. I've had the opportunity to interview some wonderful leaders, global leaders that have had broad teams, broad, different industries, different circumstances, but people that I have tremendous respect for, and they've all shared their information. [00:55:45] I've got case studies in the book from places where I've applied this, so it's not just my theory or things that I hope will work. I've showed people how this has actually worked in the real world, and they can take those in practical ways and apply them immediately with them. If people want to reach out to me, if the people are ready to work together, if I can support them in their efforts, they can reach out to me either by going to my website, fresh biz, B I Z solutions with an S at the end. com. And they can find a lot of wonderful information there, including a free engagement assessment so they can immediately see how their team is performing, where their strengths are, or they can reach out to me and connect through LinkedIn. That's where I normally play on my social media there. I have posts and newsletters there that come out weekly, and they can find me there under Coach Kon. [00:56:34] Coach Kon with a K, because it's hard to get people to trust you when you spell Kon with a C.  [00:56:40] Jason: There you go. Yeah, probably true. All right. Coach Kon. Great to have you here on the show. Thanks for hanging out with us on the DoorGrow show. Appreciate you being here.  [00:56:49] Kon: Thank you, my friend.  [00:56:50] Jason: All right. So for those of you that enjoy the show, you know, check out his website, freshbizsolutions. com. And if you are a property management business owner and entrepreneur, and you're struggling with adding doors, getting your systems in place. We would love to support you and see if we might be a fi

This is a free preview of a paid episode. To hear more, visit www.theflyingfrisby.comBitcoin to $200,000k anyone? Sterling to crash? The US dollar to 20 year highs? As for silver …OK, folks. It's predictions time.As ever, the eternal conflict applies: the more outlandish the prediction, the more entertaining it is to read about - but the less likely it is to actually happen.On these pages, we attempt to strike a balance.Here are 15 things to look out for in 2025.1. The long overdue correction in the UK housing market finally begins.“Record Boxing Day bounce,” says Rightmove. Read beyond the headline and you get this: “Our data shows a 26% increase in the number of new properties listed for sale compared to Boxing Day 2023, which previously held the record.” They're trying to spin more sellers.More sellers means more supply.Meanwhile… houses are overpriced. The economy is not booming, so people have less money. Labour's higher taxes also mean buyers have less capital to spend. Higher mortgage rates mean there is less money to borrow, and, thus, less newly created money to come into the market and prop up prices. The rich are not coming to Britain - they are leaving, if they haven't already left.More supply of houses, but less money to buy them with.Meanwhile, stamp duty is a massive deterrent to buyers. Never mind people choosing not to move because of it, anyone buying a second or third home - they're as good as gone: who is going to pay 5% stamp duty for a second or third home? Not many people, I wouldn't have thought. More supply, less money, fewer buyers.Then there is the general perception of the economy. Psychologically, people are not feeling rich, nor are they bullish about the economy, meaning fewer people will take the plunge.What about investment from overseas?See my earlier comment about stamp duty. The cost of buying drives away investment.Moreover, the UK is not currently well looked upon. Rich Americans, for example (normally a good source of buyers), are not going to pile in given, one, the costs of buying and, two, how the UK is currently perceived over there.Then Labour are going to loosen planning laws and build a whole load more houses - well, they say they are - meaning even more supply.As if that wasn't enough, 2026 is the year the 18-year-cycle in property turns down. If houses don't turn down this year, I'll declare this market permanently immune.2. Keir Starmer survivesHis premiership is already looking dicey. It's one crisis after another, and it's difficult to see how he survives, especially with all the rape gang stuff.However, I think short-term PMs became a bit normalised in the Cameron-May-Johnson-Truss-Sunak era. Cameron went because of Brexit. May went for the same reason. Johnson got his landslide, handed to him by Farage, but then Covid came along, and Johnson, under a lot of pressure from the Left, got the shove from Tory MPs with whom he was never particularly popular anyway, worried about their seats. Not having been elected, Truss and Sunak were toast before they even started.None of that applies to Starmer. I admit he is looking shaky, particularly under this extraordinary pressure from Elon Musk. But I still think it's too early for Labour MPs, worrying about their seats, to give him the shove, and it's normal for a PM to last the full term - what happened under the Idiots Tories was not normal - so somehow Starmer survives the year.3. Gold hits $3,000.I'm not wildly bullish about gold at the moment, at least in US dollar terms, though I still think it is absolutely essential you own some. One, because at some point the China gold story is going to hit the mainstream, and suddenly there will be a scramble for gold. It probably won't be this year, but you never know, and gold is one particular lifeboat you want to have ready in advance. Second, if you are in the UK, I think sterling has problems - more on this in a moment - and your wealth is much better stored in shiny yellow metal than it is in British government digital stuff. (You would normally say British government paper, but it isn't paper anymore).On which note, if you are buying gold to protect yourself in these uncertain times, I recommend The Pure Gold Company. Pricing is competitive, quality of service is high. They deliver to the UK, the US, Canada and Europe or you can store your gold with them. More here.And If you haven't already, take a look at my buddy Charlie Morris's monthly gold report, Atlas Pulse. It is, in my view, the best gold newsletter out there, and, best of all, it's free. Sign up here.$3,000 - landmark number though it is - is only 12.5% higher than where we are. We could easily see that by June.4. Microstrategy (NASDAQ:MSTR) becomes a top 100 company by market cap. Currently, Deutsche Telecom (market cap US$145 bn) is 100th. Microstrategy is $85 billion at time of writing. It joins the elite. What a pick this has been for readers.5. Bitcoin … I was in Miami on New Year's Eve at Michael Saylor's - strictly on reconnaissance, of course - and one thing I learned there was that roughly half of corporate donations during the 2024 Presidential Election - $245m according to the Federal Election Commission - came from the crypto industry. Coinbase alone contributed $75 million. I'm a beneficiary, so I'm not complaining, but, really, you have to say, buying such favour is more than a little dodgy, even if that is how the world works and has almost always worked.But it means the likelihood of the Republicans delivering on their pledge for a strategic bitcoin reserve is likely. The US isn't going to buy a million coins straight away, but it may well buy 3-400,000 in year one. That sends bitcoin a lot higher.The prediction?

Welcome to another insightful episode, where we dive deep into transformative life experiences and conscious leadership. Today, Elena is joined by the remarkable Barbara, whose journey from a young caregiver for her HIV-positive mother to a medical anthropologist and neuroscience-based coach is nothing short of inspiring. Barbara shares her compelling story of growing up with significant responsibilities, overcoming cultural barriers, and immersing herself in medical anthropology to address health decisions influenced by culture. Her profound grief and healing journey in Bali infuse the conversation with depth as she emphasizes the importance of self-awareness, emotional intelligence, and compassionate leadership. We'll explore Barbara's personal strategies for dealing with fear and trauma, like her Mutedzi 3D protocol, and the actionable framework she advocates for effective business leadership. Whether it's addressing corporate woes, fostering psychologically safe workplaces, or simply learning to be kinder to oneself, Barbara's insights promise to be both enlightening and actionable. Get ready to uncover the power of introspection with key questions like "Who am I?" and strategies to bring positive changes to both personal and professional spheres. Stay tuned as we discuss the intricate tapestry of the mind, the impact of early emotional absorption, and the path to living authentically. Let's shift perspectives and embark on this transformative journey together!

Learn, Understand and Master the LANGUAGE of WOMEN

Today we are talking about one thing that touches every single one of us—change. Change is everywhere. It's constant, inevitable, and often challenging. At times, it feels exciting—a fresh start, a new adventure. But other times, it feels overwhelming, scary, or even painful. Yet, no matter how we feel about it, change is an opportunity for growth. Today's episode is about embracing change. We'll explore why we resist it, how to overcome that resistance, and how we can turn the unknown into a force for personal growth. Whether you're navigating big life decisions, a career shift, or unexpected challenges, this episode will give you the tools to face change with resilience and positivity. Why does change feel so hard? At its core, resistance to change often comes down to fear—fear of failure, fear of the unknown, or even the fear of losing what feels comfortable. Psychologically, change disrupts our routines and our sense of stability. Our brains are wired to prefer the familiar because sticking with what we know feels safe. Even if we're unhappy in our current situation, the thought of something different can be terrifying. Sound familiar? And on an emotional level, change forces us to confront uncertainty. This can trigger anxiety and stress as we imagine every worst-case scenario. But here's the thing—what if change isn't a threat, but an opportunity? What if, instead of fearing it, we learned to welcome it? The good news is that we can shift our perspective on change. With the right tools and mindset, we can not only cope with change but thrive because of it. Here are three powerful strategies to help you on your journey: 1. Develop Resilience Resilience is your ability to bounce back from challenges and adapt to change. It's like a muscle—the more you work on it, the stronger it gets. Start by practicing self-care. When you're physically and emotionally strong, you're better equipped to handle stress. Get enough sleep, exercise regularly, and prioritize your mental health. Also, focus on what you can control. Change often blindsides us because it feels like everything is out of our hands. Shifting your energy toward small, actionable steps can help you regain a sense of power. 2. Maintain a Growth Mindset A growth mindset is the belief that you can develop and improve through effort and learning. It's essential when navigating change. Instead of seeing change as an obstacle or a failure, view it as an opportunity to grow and evolve. For example, if you've faced a job loss, think of it as a chance to rediscover your passions or explore a dream you've put on hold. Ask yourself, “What can I learn from this experience? How can I use it to become a better version of myself?” 3. Set Realistic Goals When big changes happen, it's easy to get overwhelmed. Break things down into smaller, manageable steps. For example, if you're moving to a new city, focus on one thing at a time—finding a place to live, building a routine, and meeting people, etc. Celebrate small wins as you go. These victories, no matter how small, create momentum and help you maintain positivity. Even the most unexpected, painful changes can pave the way to something beautiful. When we look back at our lives, it's often the moments of change that define us. It's where we grow, where we learn what we're truly capable of. Change brings new opportunities—new relationships, new skills, and new perspectives. It challenges us to become better versions of ourselves. It's not always easy, but it's always worth it. As Muslims often reflect, this world is temporary, and navigating change reminds us to focus on inner growth that aligns with our ultimate purpose. Everything is in God's Hands. Change is inevitable. But rather than running away from it, we have the power to lean in and grow. Develop resilience to weather life's storms, cultivate a growth mindset to keep evolving, and take small, steady steps forward. Remember, even the most difficult transitions carry seeds of opportunity. What seems painful today could be the blessing you reflect on tomorrow. Thank you for tuning in. xoxo    

A recent study found that programs for diversity, equity, and inclusion (DEI) may actually create the problems they claim to address. The study conducted by the Network Contagion Research Institute and Rutgers University found that DEI training resulted in people seeing discrimination and abuse in areas where no such cases existed. It also found that people who underwent DEI training became more hostile and authoritarian.Watch our special report on how the Chinese Communist Party is targeting Americans using disinformation and lawfare here: https://ept.ms/CCPPlotUncoveredCR

“Podcast listeners and hosts have the highest income and net worth profile in all social media. Psychologically, these folks are action takers, endures, they're looking to solve their problems and get to the next level.”Marketing isn't dead—it's just evolving, and fast. The smartest entrepreneurs are ditching outdated, ad-heavy tactics and embracing the power of podcast guesting to generate leads, close deals, and build authority. The key? Long-form, unscripted conversations that resonate with audiences tired of being “sold to” and craving authenticity.In this episode, we explore how podcast guesting has become the secret weapon for business growth, drawing on lessons from recent high-profile success stories (hint: think elections). You'll learn why traditional marketing's ROI is sinking and how showing up on podcasts can help you tap into a goldmine of engaged listeners. The guest breaks it down step by step: no fancy tech, no huge ad spend, just real talk that builds trust and drives results.Expert Action Steps1. Embrace Podcast GuestingBegin positioning yourself as a guest expert on relevant podcasts. Identify shows with an audience that aligns with your target market and pitch yourself with a clear message about the value you can provide. Focus on authenticity and storytelling to build trust with listeners.2. Leverage Long-Form ContentUse podcast appearances as a platform to dive deep into your expertise. Highlight how your services or products solve real problems. Long-form, unscripted conversations allow you to connect authentically with an audience, humanizing your brand and establishing authority in your niche.3. Optimize the ROI of Your Marketing EffortsShift your budget and energy away from costly ads with declining ROI. Instead, invest time in podcast guesting, which requires minimal cost and offers a high return by directly engaging potential clients, investors, or partners in meaningful conversations.Visit eCircleAcademy.com and book a success call with Nicky to take your practice to the next level.

Recently I was reading a book by Julia Cameron who wrote, “The universe is prodigal in its support. We are miserly in what we accept.” Most of us are uncomfortable receiving and there's a good reason for this. Psychologically, it feels better for us humans to feel like we are giving more than we are getting. This makes receiving hard because our brains, which like things to be even, are always calculating whether we've done enough to deserve the gifts or service or abundance we have. Today on this special Thanksgiving episode of the podcast, I'm bringing your attention to your ability to receive and the thoughts that get in the way of us fully receiving the abundance of our lives. I think getting better at receiving makes your whole life better, enriches your enjoyment of it, and makes all your relationships sweeter. Today we'll talk about how to get better at receiving the goodness that is already present in your life, and I'll share some ideas, thoughts, and feelings to help you practice noticing and receiving the gifts of your beautiful life.   

What does it really mean to be psychologically competent?  In this class, we break it down in simple terms. It's all about understanding and handling your emotions, as well as the emotions of others, in a way that leads to good outcomes. We'll also talk about being mentally and emotionally ready to face challenges with clarity, resilience, and empathy.  Whether you're an entrepreneur, a professional, or anyone focused on growth, this is a skill worth mastering. Let's dive in! Show Notes: [04:33]1 Get and remain focused on the task at hand while ignoring and avoiding distractions. [14:06]#2 Find out what the most competent people are already doing and make sure you are capable of doing the same. [20:42]#3 Keep your sword and skills sharp. [31:51]Recap Episodes Mentioned: 2099: How To Extend Your "Prime" Years In Anything Next Steps: Text Dre Baldwin: Text Dre at 1.305.384.6894 (or go to http://www.DreAllDay.com/Text) Work On Your Game University: http://www.WorkOnYourGameUniversity.com  Sponsor: AG1 by Athletic Greens: http://drinkAG1.com/WORKONYOURGAME  Get Dre's Emails FREE:  Http://WorkOnMyGame.com  Free Audiobooks:  The Third Day: http://www.ThirdDayBook.com/audible The Mirror Of Motivation: http://www.MirrorOfMotivation.com/audible Get The Free Books: The Third Day: http://ThirdDayBook.com  The Mirror Of Motivation: http://MirrorOfMotivation.com The Overseas Basketball Blueprint: http://BallOverseas.com  Basketball: How To Play As Well As You Practice: http://HoopHandbook.com/Free  Donate:  CashApp: http://Cash.app/$DreBaldwin  PayPal: http://PayPal.me/DreAllDay  Be sure to Subscribe to have each new episode sent directly to you daily! If you're enjoying Work On Your Game, please Review the show and let us know!  Dre on social media: Instagram [http://instagram.com/DreBaldwin] Facebook [http://Facebook.com/WorkOnYourGameUniversity] Twitter / X [http://X.com/DreAllDay] YouTube [http://youtube.com/dreupt]  Facebook Business Group: https://www.facebook.com/groups/6figuresandgrowing/  All Episodes + FULL Work On Your Game Podcast archive at:  http://WorkOnYourGamePodcast.com 

Www.weaponizedlove.com - (All Narccon Support Services)There is an ongoing debate trending particularly on YouTube that malignant narcissism is the direct result of childhood trauma and is simply a mental health disorder or condition resulting from this early life experience. There is a lot of emphasis on debunking any theory that does not fully support this simplistic and frankly disproven science based conclusion of a far more complex malignant behaviour pattern. The behaviours of narcissists can be highly destructive to the extent that they severely negatively impact the lives of their targets. The twist or cleansing of these malign behaviours is the idea that the narcissist suffered a difficult childhood and therefore compassion and an intellectual forgiveness must be sought. Where this twist to another's destruction is understandable it diverts away from the fact that the acts perpetuated by a narcissist can be described as evil, and the narcissist is aware they cause pain, but justify that by saying the person deserves to be treated badly. This podcast seeks to straighten things out by looking to the spiritual energy surrounding malignant narcissism as the crux of the truth. Without the truth we are not based in reality, and chaos is the arena in which evil thrives, so let's continue throwing a light into the mixed up narrative currently bandied about particularly by some online narcissists.https://youtu.be/EUdIzaw2F1oDisclaimer: This YouTube channel provides information for educational purposes only. It is not a substitute for professional medical advice. We strongly recommend consulting with healthcare professionals for personalized medical guidance. We do not endorse specific products or treatments. Any actions taken based on our content are at your own discretion and risk.NARCCON1Support this podcast at — https://redcircle.com/@narccon/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Unlock the secrets to creating environments where authenticity thrives, as licensed psychotherapist Kendall Tyson joins us to dissect the concept of psychological safety. Learn why fostering trust is essential across relationships, schools, and workplaces, and how our internal biases and psychological flexibility can significantly influence these spaces. Kendall candidly shares her personal journey, including her return to the U.S. from Beijing, shedding light on the internal work necessary to create safety for oneself and others.We then navigate the intricacies of establishing psychological safety within teams and organizations. Explore the vital components of support, empathy, and honest communication that Kendall and I discuss, as we confront the challenges of maintaining respect while being truthful. Discover the power of cultural competence and intentionality in enhancing human connections, and understand why continuous efforts are needed to nurture inclusive and curious environments that welcome diverse perspectives.Our conversation delves into balancing career ambitions with personal wellness, particularly for those who struggle with perfectionism and people-pleasing tendencies. Gain insights into strategies like diffusion and the RAIN technique to approach mistakes compassionately, and consider the role of past experiences in shaping workplace trust. Kendall also offers her expertise on developing culturally responsive courses, urging listeners to seek fulfillment beyond professional settings and to engage in introspective dialogues to identify what truly matters in their lives.Support the showwww.bethtrammell.com

Anxiety is a feeling of fear, dread, or uneasiness that can be a normal reaction to stress. So, what is stress? Stress is a natural response to a perceived threat or challenge that can cause mental or physical tension. The only reason we would feel stress and anxiety is because we feel a threat. Threat is when we feel an intention to inflict pain, injury, damage, or other hostile action. I've been looking at myself for a while and asking why I feel threatened? I expect that very few people listening to this are often, if ever, in physical threat. When you are, anxiety is a wonderful and appropriate signal to act in self-protection. However. What about when the threat is not physical? When it's psychological? What is being threatened? I was recently given some insight on this by a therapist, which I'll share next.  Sign up for a $1/month trial period at shopify.com/kevin Go to shipstation.com and use code KEVIN to sign up for your FREE 60-day trial Get 20% off your first probiotic membership order at pendulumlife.com/drivesyou  Kajabi is offering a free 30-day trial to start your business if you go to Kajabi.com/kevin Go to cozyearth.com/driven and use code DRIVEN for an exclusive 40% discount Join thousands of parents who trust Fabric to protect their family. Apply in minutes at meetfabric.com/WHATDRIVESYOU. If you're concerned about OCD, visit NOCD.com to schedule a free 15-minute call with their team. Learn more about your ad choices. Visit megaphone.fm/adchoices

We are all too often bombarded by disturbing and distressing media and this can be extremely overwhelming for sensitive people. We can find it extremely challenging to manage the intensity of emotions that are often felt from over-witnessing suffering and violence in our media. As a result, we can spend a great deal of energy intentionally avoiding being exposed. Some things are, however, simply can't be avoided. In this insightful interview, Dr Melanie Joy shares the psychology of why we turn away from the things we desire to change the most and shines a light on common misconceptions around what is required to instigate change. Melanie discusses how easy it is for our nervous systems to become dysregulated without adequate self-care to build resilience around challenging issues and gives practical suggestions for self-regulation strategies. Throughout the interview, the topic is discussed in general terms with particular reference to animal welfare, reflective of Melanie's expertise in this area. The Podcast is Founded by: Julie Bjelland, LMFT, a psychotherapist, author, and founder of Sensitive Empowerment. I specialize in high sensitivity and adult-discovered autism. My passion is helping you live with more self-love and self-compassion and flourish more fully in the world. I've developed tools to balance the sensitive nervous system and reduce challenges so you can reach your fullest potential. My global support hub includes online courses, the Sensitive Empowerment Community, a top-ranked podcast, articles, webinars, and more. I'm a proud neurodivergent and queer therapist, and my mission is to create a world where differences are embraced as strengths and celebrated. I look forward to supporting your journey. Learn more at JulieBjelland.com

Send us a textBen and Daphna speak with Dr. Melissa House, Chavis Patterson, and Kathleen Stanton about creating a “psychologically-minded” NICU, where mental health support is essential for families, staff, and patients alike. They discuss the upcoming CHNC workshop, "Combating Distress, Dissatisfaction, and Discord," which introduces trauma-informed care, caregiver support, and the impact of chronic stress on NICU staff and families. Listen in as they share insights on fostering empathy, self-awareness, and a supportive NICU culture, helping caregivers bring their best selves to the bedside.As always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below. Enjoy!

Are honest people honored or appreciated in our society today? Lies seem to be the fabric of our society and unfortunately lies are considered harmful because it destroys trust. Honesty is good, but not everyone appreciates an honest being. Tune-in and listen to coach Ka as he talks about “Are You Psychologically Strong Enough to Be Honest with Yourself”.

In this podcast episode, Dr. Jonathan H. Westover talks with Darwin Shurig about nurturing trust and collaboration and the practical steps we can take to establish a psychologically safe team environment. Darwin Shurig (https://www.linkedin.com/in/darwin-shurig-73258310/) is a seasoned entrepreneur and talent management expert, with a proven track record of delivering strategic value to medical device, lifescience, and pharma companies. He founded Shurig Solutions, Inc. in 2015 and is responsible for business development processes, contracting, and recruiting strategy, personally responsible for over $4 million in revenue generation while scaling a business that was paid $2.4 million in 2022 for the value it brings. Darwin has created the SSI Educational Webinar Series, the SSI Executive Conversations Podcast™, Candidate Prep Best Practices, and the Top Talent Accelerant Process™. At SSI, he has built a successful executive recruiting firm that partners with clients to fill their greatest talent needs, strategically support initiatives, matching top performers with great companies and improving the quality of their most important resource: people. Darwin's expertise in talent management and recruitment, combined with his clinical background as a respiratory therapist and years of experience in sales, business development, marketing, and negotiations, make him a great fit for podcasts targeting CEOs and professionals in high-level regulatory affairs, quality, engineering, commercial, operations, clinical, and marketing fields. He has also been featured in the book "The American Entrepreneur," awarded as an MRI Top 10 Managing Partner, 2022 MRI President's Club, Achiever Award, Top 2 Managing Partner/Owner, and admitted into the prestigious Pinnacle Society. Darwin's passion for people and philanthropy, as evidenced by his support of independent charities and his position on the board of the MRI Charitable Foundation, make him a great role model and thought leader for any audience seeking to learn more about talent management, recruitment, and industry insights.  Check out all of the podcasts in the HCI Podcast Network!

Two Hot Takes host, Morgan, is joined by guest co-host Lauren! So many things we go through in life are psychologically challenging. They put us to the test, add a bunch of straws on our camels backs, and could even be a bit damaging. The stories this weel feel like some of those circumstances.. Can't wait to hear your own takes on these because our opinions certainly aren't facts.  LIVE SHOW TICKETS HERE!! https://linktr.ee/twohottakestour MERCH IS ON SALE HERE ! https://shop.twohottakes.com Bonus Content on Patreon: https://www.patreon.com/TwoHotTakes I can't wait to see you all in these, especially at our live shows!! Our PO Box!! Two Hot Takes. 5042 Wilshire BLVD. #470. Los Angeles, CA 90036 Our SubReddit to Submit YOUR Stories!!! https://reddit.app.link/twohottakes Full length Video episodes available on YouTube: https://www.youtube.com/c/TwoHotTakes Partners: Zocdoc: zocdoc.com/tht Quince: quince.com/tht Shopify: shopify.com/tht Talkspace: talkspace.com/tht Promo Code: space80