Podcasts about QA

We hear about it often, but what is happiness really all about, and how do we become happier as individuals? Today's special guest is Dr. Scott Glassman, and he is here to answer these questions and to give us real life data, specific exercises, and practices around happiness! Scott Glassman PsyD is a psychologist, Clinical Associate Professor at the Philadelphia College of Osteopathic Medicine and Philadelphia Inquirer contributor. He's the author of A Happier You: A Seven-Week Program to Transform Negative Thinking into Positivity & Resilience, and founder of the popular wellness program of the same name. Happiness may seem to be a simple word, but this conversation is a powerful one for all thought leaders, coaches, and business owners to pay attention to! If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag us, @jameswedmore and @scottdavidglass. How would you like to create valuable content that gets your audience excited to work with you? Grab our step-by-step content guide here - https://jameswedmore.com/bestcontent Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show!  I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode.  In this episode you'll hear:  The concept of “deficit mindset” and why we often fall into this pattern Why being happier doesn't mean having no problems in life What the science of positive psychology is all about The 7 key themes around happiness that Scott explores in his book What research is saying about multi-component positive psychology programs Scott's own experience and practices in choosing happiness, and how he defines the word The most common counter forces preventing our happiness Whether he thinks that social media and technology can compensate for the isolation we've experienced since the start of the pandemic How happiness is contagious, and Scott's thoughts on “toxic positivity” The 4 methods he uses to cultivate the positives in life For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/516 

In this episode, we share our goals for the upcoming 2022 hunting season. This year should be our best one yet, and we are hoping we can accomplish all of the goals we set forth here! Really looking forward to next week's QA session podcast! If you would like to watch some of our hunts on Youtube, check them out at the following link: Youtube Channel.  If you would like to suggest a "Huntroversy" for us to talk about, send us an email through the contact tab of our website: Website As always, follow us on your favorite social media apps: Facebook: LINK Instagram: LINK Twitter: LINK

It's time for another world famous RAGE SELECT PODCAST and this week Amanda and Jeff are discussing their weird movie proclivities, all the news of the week, and much MUCH MORE! MP3 here - http://traffic.libsyn.com/rageselect/RageSelectEpisode429.mp3 RSS feed here - http://rageselect.libsyn.com/rss iTunes here - https://itunes.apple.com/us/podcast/rage-selects-podcast/id657490976 Email address for your questions: mail@rageselect.com FOLLOW Tessa on Instagram - https://www.instagram.com/tessamorrison FOLLOW Matt on Twitter! - https://twitter.com/spankzilla85 FOLLOW Brian Salisbury on Twitter! - https://twitter.com/JunkfoodCinema FOLLOW Jeff on Twitter - https://twitter.com/RageSelect FOLLOW Grant on Twitter - https://twitter.com/BaronVonGrant LIKE Rage Select on Facebook - https://www.facebook.com/RageSelect Listen to our podcast and if you enjoy it, SUBSCRIBE! Check out the full website at http://www.rageselect.com #RageSelect #Podcast

Who should do QA? How does that change with different projects and teams? What does "doing QA" mean, anyway? Answering these questions are the goals of this episode.

In today's episode Nikita speaks with good friend Chris Chicago. Chris from WAYFM speaks about God's many blessings in Christian Radio and Christian Hip/Hop.

It's the start of a brand-new year, and what better time than now to bring you the essential things that you must do in 2022 to make the most of the next 12 months! If you want a real breakthrough this year and you want to make a quantum leap, it will require you to be a new version of you. In this episode, we reveal the process to follow that will help make this happen!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag us, @jameswedmore and @jillycedeno. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100.   Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show!  I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode.  In this episode you'll hear:  What being “busy” really says about you and your business An experience that taught me so much, including the need to slow down this past year Why we recommend off-site meetings to set your team up for success The big problem with jumping into a new year without a doing a proper review of the previous 12 months The reasons that marketing alone won't make your business a success How (and why) we plan out and approach the big picture, our vision, and goals The way that consistency breeds momentum What I see people doing that is making a real difference in the results they're getting How we utilize 90-day sprints in our business A reminder of what your business will need from you to keep growing For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/515 

It's a very special BIRTHDAY EDITION of The Rage Select Podcast as we bust out the cake and candles for Michael's special day, listen to Jeff rant about NFT's, and talk about ALL THE NEWS OF THE WEEK! You can see more from Michael over at oneofus.net for Movie Reviews and more! MP3 here - http://traffic.libsyn.com/rageselect/RageSelectEpisode428.mp3 RSS feed here - http://rageselect.libsyn.com/rss iTunes here - https://itunes.apple.com/us/podcast/rage-selects-podcast/id657490976 Email address for your questions: mail@rageselect.com FOLLOW Tessa on Instagram - https://www.instagram.com/tessamorrison FOLLOW Matt on Twitter! - https://twitter.com/spankzilla85 FOLLOW Brian Salisbury on Twitter! - https://twitter.com/JunkfoodCinema FOLLOW Jeff on Twitter - https://twitter.com/RageSelect FOLLOW Grant on Twitter - https://twitter.com/BaronVonGrant LIKE Rage Select on Facebook - https://www.facebook.com/RageSelect Listen to our podcast and if you enjoy it, SUBSCRIBE! Check out the full website at http://www.rageselect.com #RageSelect #Podcast

Are you having a hard time hiring the right talent to build your agency team? Manish Dudhareija first started his journey as an entrepreneur nine years ago when he noticed there was a huge demand for skilled developers trained in the latest technologies and there was a gap in hiring, training that fit his expertise. He created E2M Solutions, a full-service agency that offers website design & development, SEO, copywriting, and content marketing. In this interview, Manish shares how agency owners can address the common struggle of finding and hiring new talent. He also talks about how advertising your culture can help attract the right people, and the creative ways you can make your agency stand out to top talent. Advertising your culture. We've talked about how many agency owners need to do more to market themselves to potential clients. Manish adds another layer to this: marketing aimed at attracting the best people to your team. You're really missing out if you're not marketing your culture to attract the right elements. He likes to use LinkedIn to showcase his agency's values and says he is as interested in candidates' personality traits as he is in their skills. In this regard, he is looking to identify do they have the right kind of attitude? Do they have the willingness to learn? Are they curious? Are they accountable? The answers to these questions will be just as important in the process of selecting a new team member. Be creative in your search. When searching for your ideal team, Manish recommends creating ads that contain some sort of challenge, like code in the case of developers. This will help your agency stand out from the many messages just stating “we're hiring” and is a way to spark the interest of the type of dynamic and curious individuals he wants to attract. On training his team. Manish has a team of senior developers whose main task is to be constantly researching and testing new technologies. Once the agency gets a new project, the team identifies the latest technology that they could work with and try to implement it. Later, when the opportunity arises, they propose that technology to their existing clients to let them know that they are always on the lookout for new developments in their area. This is also a good way to always have someone on the team that can train the rest of the developers and are creating the processes to do so. Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM Getting Creative in Your Search for New Talent For Your Agency & Advertising Your Culture {These transcripts have been auto-generated. While largely accurate, they may contain some errors.} Jason: [00:00:00] What's up, agency owners? Jason Swenk here, I have another amazing episode and we're going to talk about, because look, I've been chatting with so many agency owners over the past months, and one of the big things is hiring the right people and just finding the right talent. On today's episode, we're going to talk about some ways where you can find the best talent, should you hire seasoned pros or train them up? How do you train them up? And it really cool solution at the very end. So make sure you listen to the whole episode. So let's go ahead and jump into it. Hey, Manish. Welcome to the show. Manish: [00:00:38] Hey, Jason. Thank you. Thank you for having me. Jason: [00:00:41] Yeah. I'm excited to have you on. So tell us a little bit about your business. You know, you've been doing this for a while and you have over 110 people, but tell us a little bit about who you are and what you do. Manish: [00:00:52] Sure. Yeah. So I'm kind of an entrepreneur. I started this journey nine years back, uh, in 2012. So I founded E2M nine years back. And one of the reasons I founded this company is to solve a specific problem. That was kind of seeing, like, there is a huge demand of skilled and trained, you know, people, resources in terms of technology. And there was a gap, you know, I thought we can really feel where my expertise is, uh, strategy, uh, hiring, training people and, you know, injecting the traits like personality traits and how to have the force ready, where someone is looking for, like, you know, Uh, someone is not looking to hire people and they are looking for people who are trained to work with. So that's how I founded E2M. So it started like nine years back and we are kind of a white label, uh, you know, outsourcing company. Uh, we build websites, we do a lot of web development. With WordPress and Shopify and big commerce. And we work with digital agencies, regardless of the size, across the US and the other parts of the world. And yeah, you know, we help them scale their agency business with our white label services. Jason: [00:02:13] Awesome. Well, let's get into it and let's talk about, you know, a lot of agency owners struggle right now because there's a lot of demand for what we're doing, right? But it's really challenging to find the right team members. So what has worked for you? Because you guys have over 110 people what's worked for you to constantly keep getting the best people? Manish: [00:02:36] Yeah. That's a very interesting question. And, um, I think, you know, similar, like the US, we have an adequate role here in India and we are also facing similar challenges hiring people. But one of the things, you know, we are trying to do something is, so we often do a lot of marketing to attend the customers, right? But we never do a marketing to attract the people, right? Because we always think like, okay, you know, uh, that early the marketing has to be only to drive in the sales and leads. But I also feel like, you know, that you should also do a marketing to attract the people, right? So we do a lot of branding our HR team, and we have a social media team, we do a lot of granting on LinkedIn. We expose or culture, you know, more often on LinkedIn and that builds the transparency, that builds the, like, that kind of showcase what we are, what our value is, right? So, we pay a lot of attention in that we, uh, be are vocal and we speak loudly about, you know, what our culture is, what kind of initiatives we have. So it is not just about, uh, like, you know, the team outing lunch, or get together, but it's more than that, right? So one of the things, you know, which I believe is other than the skill, the traits are very important as well. The personality traits, right. We kind of, you know, when we look for the people, we just do not look for the skill, but we also look for the traits, like what kind of traits to the have, right? Do they have right kind of attitude? Do they have the willingness to learn? Are they curious? Are they accountable? Are they responsible? Are they good with working with the people? Are they having an open mindset? That allows us to train people faster, right? So obviously we look for the skill, let's say, if you are looking for a WordPress developer. Yeah. WordPress is something, you know, definitely that's the reason we are interviewing them. But apart from that, we also look for the traits, right? So we are kind of a company where we pay a lot of attention and a lot of importance to the traits. So that's kind of showcase, you know, in LinkedIn. And transparency, right? I think, you know, one of the things that… Where people love to be in a transparent culture, right? So we don't ask them, we don't lock them into the contract that you have to sign bond with us. You have to work for X number of months or years with us. It's kind of a very open culture we have where we explain them the benefits, how we are different. Uh, we showcase and we let our other people speak, right? So we are over… uh, so we are like one hundred people right now. So a lot of our existing, we talk about how we have a higher retention ratio. The other team members, they speak about their experience openly. So these kinds of things, you know, help us attract a really, really good talent and, yeah, happy, happy people. I would say like, you know, we get a lot of, uh, new hires through over existing members. So because they are already happily working with over here, right. So they do a word of mouth. See, it's the concept of like, you know, the customer brings some other customer happy customer will bring another, you know, a customer. The same concept applies when you were hiring people as well, right? That, okay, if you have a happy employees, happy you happy people working with you. Obviously they are going to bring other people, their friends and family members and friends and friends, they are going to bring that right. So I think, you know, there are the companies right now facing two types of challenges. One is hiring new people, as well as retaining existing people. Fortunately, we are only facing one problem, which is like, you know, this is a good problem to have, hiring new people, for which we are also like know, working in a way that we are getting rid of that problem, but we do not have the second problem is retaining the existing people because we have a very transparent culture in a way where, you know, people feel more accountable and responsible and they can end with them the kind of growth they're looking for. So that is helping us a lot to retain existing talent and bringing on the new talent. Jason: [00:07:21] I love that, you know, because I think a lot of agencies are missing out on always be recruiting. And, and be marketing to, you know, the people that you may need, because like you were saying, I think they're focused on, you know, oh, I need to market to the clients. And, and look, if we're all honest here, digital agencies do a pretty crappy job at marketing themselves, let alone marketing to the people that they want. But you know, as, as you guys are listening to this episode, I really want you guys to go, man, this makes total sense. You know, first I need to market to, I need to do a good job of marketing to my clients, because there's a lot of agencies that are built on word of mouth. But I need to commit to, you know, going forward to marketing our culture. Because when you market your culture to people you're trying to hire, it will actually help you with your clients, because they'll be like, oh man, that's pretty cool. Like, I want to work with this, this team. And the one other thing that we did, and you guys may do this as well, especially as, you know, your employees refer other employees to the team. We would do a commission structure or like a little bonus to them if, once we hired someone and they stayed for three months or longer. Manish: [00:08:38] Yeah, that's what we have already done. We already have that in practice. So it's, we also do bounty. So, you know, when you bring, refer to your friends and, you know, uh, any other candidates, if they get selected, you get a bounty of X number of amount once they complete three months. So we already had that in place. The other thing, you know, we are doing differently is something… We know that, okay, the, everyone is using a Facebook and Instagram, right? So generally we do our services and what is meant on Facebook and Instagram. We are also doing our hiding our ads. So we have paid budget, uh, specifically allocated for that on a monthly basis where we do already creative posts, where not… Okay, if you are looking for a WordPress developer, we put a PHP code and we say, okay, no, find an error on this. If you can find an error on this, you know, we are looking for you, right? So generally, you know, we do kind of this kind of creative ads and another example, you know, we, uh, that is kind of like, okay, our QA team is challenging that, okay, you know, if I'm going to review your code and I'm going to find X number of bucks, for sure. If you challenge that, okay. If you, if you do a code where I cannot find a bug at all, then we are looking for you, right? So a lot of this kind of interesting ads we run on Instagram and Facebook that also helps us to be in front of, you know, people who are not even sometimes, no, they are not looking for a change, but the way we present ourselves, it makes them interested to apply for the position and change their mind. So I'm actually reading a book right now, Atomic Habits. I'm sure you must have read. It's a really interesting book. I'm reading, you know, it's Atomic Habits. And, uh, one of the things, you know, that's book I read is see when you sell something, people are not actually interested what you are selling, but they get more curious, how you present it to them, right? So it's like when we have an opening, we just don't say we are looking for a WordPress developer, but we present in a way that, okay, we are looking for WordPress developer when we don't write it very obviously. And that's kind of, you know, attract them. Okay. This company is standing out and that's where we are getting a lot of attractions. Jason: [00:11:07] I love it. And I want to switch focus just a little bit, you know, as we kind of end the, or getting more toward the end of the show. How do you constantly…? Because I see agency owners struggling with constantly training their people with a new skill. So what have you seen work for you guys? Manish: [00:11:30] That's a good question. You know, so we have, you know, different people with different, uh, you know, skill set, right? So we have project managers who just look after the projects team and like that. Then we have technical leads, they are only there to solve developers, technical problems. And then we have a senior developer, some of our developers are just working on exploring the new technologies, right? So what we do is, you know, when we work with agencies and they are looking for, let's say they are hiring a WordPress developer with us, so then we ask them, okay, you know, there is a core vital, which is very important these days. We have started exploring onto headless CMS right now for building a fast-loading website, using react as a front end, WordPress is the backend, right? So we kind of identify what is the latest in terms of technology. And we have a specific people who are just working on, you know, doing research and exploring the new technologies. And then when there is an opportunity, you know, we propose that to our existing clients that, hey, you know, we have been working since long and this is something new. What do you like us to try it out? And they are always open for that. And that gives us a live project to work on. So it, it, it is kind of like, you know, we keep our eyes and ears open and we do a lot of research and we work with a lot of agencies. So we always get to know different problems than we have a technical team with just doing research, what's the latest out? And then, you know, they learn for us because they are highly experienced and then they, you know, teach that they kind of teach that to other developers as well. And that's how we train that. One thing we do when they are doing that, they make sure to have the processes, they make sure to have documentation, right? They make sure to have proper standards, coding standards in place. So there is documentation, there is a checklist. So the other developers who are being trained, they don't have to train on the wheel, they get drained faster. So this is something, you know, this is how we are managing basically Jason: [00:13:41] I love it. I love it. I love that you have dedicated people to, to that, that train the rest of the team. I think that's where, you know, people make a mistake of, especially when they bring in a junior person and they think they're just going to learn up very fast. If you don't have a dedicated person or a dedicated system for training them, it's going to be a challenge and it's going to cost you more than it would of just hiring the more experienced person. Well, this has all been amazing, Manish. Is there anything I didn't ask you that you think would benefit the audience? Manish: [00:14:14] Yeah, I think, you know, the one thing is that, uh, we work with a lot of agencies and help them scale and grow with our white label. So this isn't like that. So in case if any agency is facing a problem with management and you know, when you have projects on board, but you do not have anyone to help you executing those projects, then yeah we help agency owners, you know, with our white label services. So we have a special offer for our listeners today. So we are, you know, we have, we are productized our white label services. So we have different monthly plans to choose from. So if you are listening to this podcast, you can go to E2M, to our website we have specifically designed for this audience, which is e2msolutions.com/smartagency. So that's E and 2 is a numeric and M for marketing e2msolutions.com/smartagency. If you go to that, that is so when you, you know, use this link, and if you are going to sign up for any of our plans, you will get an additional 10% discount for first three months. Jason: [00:15:23] Awesome. Well, thanks so much for doing that for the audience. Make sure everyone goes there and, uh, check that out.culture And, uh, I think that will be a great resource tool in helping you all build in 2022, I can't believe it's 2022. That's crazy. So go to the website now go claim that offer and Manish, thanks so much. And until next time have a Swenk day.

▲本集內容 2021年末，我們向大家募集了一些問題，最後QA的量超乎想像，幸好最後沒變成QAQ 經過整理篩選，問題分為：訪談、製作、馬力歐個人意見、以及節目許願池＆2022企劃。節目製作的問題是必答題外，但想必大家最期待聽到的，會是馬力歐的一天到底怎麼過吧？還是比較想知道馬力歐推薦了那些特殊風格的Podcast呢？ 有在追馬力歐的鐵粉可能會知道，去年疫情關係，馬力歐開始下廚房，還練就了一道厲害的拿手菜！所以也推薦了幾本私房食譜書清單，另外，喜歡跑步的的馬力歐，也分享了他看過的健身食譜書喔！ ▲本集書籍清單 【透過以下連結購書《關鍵評論網》將由此獲得分潤收益】 裴社長 https://pse.is/3yyyc5 台菜女兒 https://pse.is/3y48g2 鹽油酸熱 https://pse.is/3xr4q3 家酒場 https://pse.is/3yqn37 小聚會 https://pse.is/3sn593 漢森馬拉松 https://pse.is/3urv3q 美國第一健身強人，科學化鍛鍊全書 https://pse.is/3y8x22 健身狂料理全書 https://pse.is/3vvubp ▲本集使用的音樂： Impressions (Acoustic) by Robert Alan Dunn Creative Commons CC BY SA 3.0 Robert-dunn-15 – Impressions-acoustic See omnystudio.com/listener for privacy information.

You may remember a few weeks ago I recorded a podcast episode answering questions I had received from my text community, and at the end, I asked you to shoot me a text or DM if you enjoyed the episode and wanted to hear more.Well, y'all really understood the assignment, because I heard from SO many of you who said you loved it!In case you hadn't heard the last one, I texted members of my text community telling them to ask me ANYTHING (from business to my personal life and everything in between).My Podcast Producer Kristi chose a few more for me to answer, and full disclosure: before recording this episode, I hadn't seen them or planned out my responses, so you're getting my raw, real-time advice. Listen NOW!If you have any questions like the business owners you heard from today, ask me by shooting me a text and you just might get an answer on a future episode of the podcast! Text me at https://www.jasminestar.com/textme… I can't wait to hear from you!

This week, Jess and Jimmy discuss micronutrients, vitamins and their benefits! ➖➖➖➖➖ Jess's Instagram: https://www.instagram.com/jessi.leee/ Jimmy's Instagram: https://www.instagram.com/anastasiarobin_gp/

In this week's final 2021 QA, I explain why landing on the Moon could make it difficult for other spacecraft to land, if binary planets could exist, and if there are plans to do a JWST version of the Hubble Deep Field. 00:00 Start 00:29 Can spacecraft land on the Moon or Mars without a landing pad? 03:29 Could binary planets exist? 06:25 Will we ever have certainty? 09:15 Can black holes absorb dark matter? 10:48 Will James Webb redo the Hubble Deep Field? 12:54 Water in Valles Marineris? 15:12 Is Starship just a modern day Space Shuttle? 18:09 Will the Universe end in a Big Crunch? 21:27 Could a thicker atmosphere on Mars protect us from radiation? 22:49 What if dark matter doesn't exist? 25:22 How is Moon/Mars regolith different from Earth soil? 27:41 Could there be habitable moons? 28:12 What missions should we be looking forward to? 30:17 Could a solar system survive inside a black hole? Want to be part of the questions show? Ask a short question on any video on my channel. I gather a bunch up each week and answer them here.

We are celebrating the New Year with the Hudsucker Proxy (The Coen Brothers, 1994). Take a listen, and thank you for another wonderful year with Cinema D'Amore! Hosted by Justin Morgan and Chuck Phillips. Mixing and QA by Scratchin' Menace. Follow us on Facebook and Twitter for the latest updates. Available on Apple Podcasts, Google Podcasts, Spotify, and a dozen other popular platforms. Please subscribe, rate and review us. Every little bit helps, and more importantly, thank you for listening!

This week, Jess and Jimmy talk through some tips on making sure you are getting enough fiber and their favorite sources of it. ➖➖➖➖➖ Jess's Instagram: https://www.instagram.com/jessi.leee/ Jimmy's Instagram: https://www.instagram.com/anastasiarobin_gp/

An online education platform announces its updated boot camp for QA automation testing. The program offered by Test Pro provides comprehensive courses for any level. Learn more at https://testpro.io (https://testpro.io) 

Looking to become a software tester? Test Pro's comprehensive online software QA training will help you start a career in IT, get an in-demand job, and work remotely. Learn more at https://testpro.io (https://testpro.io)

God of the Impossible Confession: Heidelberg Catechism, Lord’s Day 14, QA 35-36 Scripture: Luke 2:26-38 Preacher: Rev. David Inks Sermon Outline: Introduction Greeting 26-30 Announcement 31-33 Question 34-37 Response 38 Conclusion Sermon Video: https://youtu.be/oq3BYorD3Is The Heidelberg Catechism: Lord’s Day 14 Q.35 What does it mean that he “was conceived by the Holy Spirit, born of […] The post God of the Impossible appeared first on Covenant United Reformed Church.

God of the Impossible Confession: Heidelberg Catechism, Lord’s Day 14, QA 35-36 Scripture: Luke 2:26-38 Preacher: Rev. David Inks Sermon Outline: Introduction Greeting 26-30 Announcement 31-33 Question 34-37 Response 38 Conclusion Sermon Video: https://youtu.be/oq3BYorD3Is The Heidelberg Catechism: Lord’s Day 14 Q.35 What does it mean that he “was conceived by the Holy Spirit, born of […] The post God of the Impossible appeared first on Covenant United Reformed Church.

You bring the questions, I'll bring the answers.

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show!  I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: Where most people think money comes from (and why this is wrong)  The one book that changed everything about the way that I think of abundance   What happens to abundance when you act from a place of fear   The simple principle of abundance that I live by (and works!)   and much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/514 

Happy Holidays from Cinema D'Amore! We are finishing our SNOWED IN theme with Bong Joon Ho's Snowpiercer (2013). Hosted by Chuck Phillips. Co-Hosted by Justin Morgan with Guest Jacob Rolland of the 3Deemers: A Remake Podcast. Mixing and QA by Scratchin' Menace. Follow us on Facebook and Twitter for the latest updates. Available on Apple Podcasts, Google Podcasts, Spotify, and a dozen other popular platforms. Please subscribe, rate and review us. Every little bit helps, and more importantly, thank you for listening!

In a special Holiday Episode of the GPP, the QA Kids discuss some tips for eating during the holidays - including crazy cleanses, deadlifts (?), off plan eating and bringin' out dem glizzies. Happy Holidays everyone! New episodes drop every thursday, make sure you subscribe, like, hit the notification bell and all that jazz so you don't miss a beat! ➖➖➖➖➖ 25:50 - Question from @fabgisselle - You need to do lemon/cayenne water drink all day so you can binge later 30:09 - Question from @supremusmaximus - Deadlifts are a great way to start your back workout… 34:09 - Question from @fat_jonsnow - You bringing the glizzies out? 37:48 - Question from @akallabat - You need to bring containers of chicken and rice. No eating off plan. ➖➖➖➖➖ Ryan's Instagram: https://www.instagram.com/the_squatfather/ Paul's Instagram: https://www.instagram.com/paulie_rocket/ Dom's Instagram: https://www.instagram.com/gifted_kuza/

「這堂課讓讀6年男校的我，更認識女生朋友和媽媽。」、「以前我都講『那個』，現在我會直接說月經！」這是台大獨步亞洲首創的「月經課」上，兩名大一同學的期末心得。到底「月經課」教什麼？又要怎麼教？ 今天，我們邀來這堂「月經：理論、思潮與行動」的主授老師——台大醫學院醫學系教授黃韻如。開設這堂課，背後其實是黃老師對於「勇敢」的堅持，希望學生們都能走向同理、都能不懼怕失敗，為什麼這樣說？這集，我們不只回答聽友QA，談那些你不知道的、關於月經的問題，更從黃老師的生命故事中，看見勇氣的價值。 來賓｜台大醫學院醫學系教授黃韻如、台大地質科學系學生吳秉謙、台大戲劇學系學生范羽萱 製作團隊｜楊惠君、藍婉甄、洪琴宣

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want!  As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: How having an “A or B” mindset limits your possibilities What will happen when you start operating from true abundance   A time when I found myself in and “A or B” mindset – and how I got out of it  The biggest fear I had when expanding my business   One of my best abundance hacks, and so much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/513 

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: What saying “I'm stuck” really means, and what I recommend substituting this phrase with   3 BIG truths about abundance  A big reason you might not be getting to the level of business that you want to  And so much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/512 

This week, Jess and Jimmy continue their discussion on macros and talk all about fats and their affects on the body! ➖➖➖➖➖ Jess's Instagram: https://www.instagram.com/jessi.leee/ Jimmy's Instagram: https://www.instagram.com/anastasiarobin_gp/

Today on the podcast we welcome Lilit Smith. Lilit is a board certified sterile compounding pharmacist and is currently the Manager of Compounding and Compliance at Baptist Health South Florida. In her role she supports across the pharmacy enterprise with cleanroom design and construction, regulatory compliance and process and policy standardization. We're going to be talking about her experience with building a compliance team to oversee compounding operations at a large health system.

Follow Josh! https://twitter.com/jlogicEvery doctor is concerned about your vital signs, but a good doctor cares about your overall health. Your website deserves the same care, and Hey Check It is here to help- Hey Check It is a website performance monitoring and optimization tool- Goes beyond just core web vitals to give you a full picture on how to optimize your website to give your users an optimal, happy experience- Includes AI-generated SEO data, accessibility scanning and site speed checks with suggestions on how to optimize, spelling and grammar checking, custom sitemaps, and a number of various tools to help youStart a free trial today at heycheckit.comMichele Hansen  0:36  Hey, everyone, welcome back to software social, Colleen and I have a friend joining us today. We have Josh whoa here with us. Josh is founder of Referral Rock, which is referral software. They've been around since 2015. Also in the north, a million air club and have 16 employees. And Josh is also co host of the podcast searching for SAS, which actually kind of a similar concept to our show with a sort of an experienced entrepreneur and then somebody who's transitioning from consulting. So welcome, Josh.Josh Ho  1:20  Hey, thanks for having me. Yeah, we're been a longtime listener and obviously have known you too for a while and are definitely our podcast that Nate and I have or was totally inspired by you guys. So it is extremely similar. But we've sort of diverged and done different things since then. But the concept was,Michele Hansen  1:39  so we're so excited to have you here. So about Gosh, what was this like a month or so ago when we were chatting with Twitter on everyone about like, what, what should we even talk about on this show? And what do you find interesting. And something that came up was people were interested to hear more about some of the challenges and struggles and operations of running a larger business. And so we're gonna kind of dive into one of those areas today, which is something that I spend a lot of my time on actually more time than I do customer research, which is sales. And we're specifically going to talk about enterprise sales, since I feel like that can be kind of this like, I don't know, sort of like a scary topic for people to think about. And so we thought it'd be kind of interesting to sort of talk about how you do sales, how we do them. And then Coleen can kind of ask us questions about it. That sounds good. So too, so I guess I'll kick us off calm? Or do you? Do you have a question you want to start with? No, go ahead. Um, so can you just like, give us a sense, like, in a, like, like, how does an enterprise deal for you usually starts? Like, are you guys doing cold outreach at all?Josh Ho  3:08  No, we don't do any cold outreach. And maybe it'd be helpful. How do you define enterprise sales? Because I want to make sure we're talking about the same thing as well. Are you talking like, like, sighs of customer size of kind of deal or, because like, we do all kinds of sales, and I would segment a certain area that I consider more enterprise than our some of our other types of sales as a SaaS business that has, like, the two three plan. Normal thing on the pricing page plus theMichele Hansen  3:38  Yeah, I guess I define it and skipping to define it, because people define it really different ways. For me, it's when there's a custom contract involved, which usually means it's at least $10,000 a year, but usually a lot more. I know, you know, if you're talking, you know, venture back startup, like enterprise deal is like, you know, minimum 50 100 $200,000. We're not usually in that range. Most of our what I what I term an enterprise agreement, which is, you know, when you're dealing with, you know, five different departments on the customer side, they're a huge company, you're doing extended contract negotiation, like there's, you know, it's not just somebody goes to the website, clicks it and buys it, and then they use it. Right, there's more involved on our side. And usually those are in that 10 to 50,000 range for us for annual revenue.Josh Ho  4:42  Okay, yeah, yeah. So when I classified that so it is that ask us where it's outside normal rails have the quick, you know, click to buy.Michele Hansen  4:51  Yeah, like not self service. Basically, there's something special that has to go onJosh Ho  5:00  Sure. So yeah, to answer your first question we, we don't do outbound. So we do all inbound, we have a strong SEO footprint. So we a lot of inbound requests that fall into two camps, we usually take them if you these are, quote unquote, are like lead magnets, you can either sign up for an account, or you can request a demo, at this point in our lifecycle. We are we attract people onto our site. And then essentially, there's like a 5050 split, we kind of, we have a philosophy on it now, which is saying, like, let a buyer by how they want to buy. Because you typically see product lead growth, like everyone funneling people to, you know, trials or to sign up. But we try to clearly say you have two paths. Because once someone determines that they do want to talk to someone, you know, it can easily get into the enterprise space, or it might just be like you were saying, a person that requires more of a relationship based sale, where they are talking to their internal champions they need to convince, they still need to go through procurement and all of those things. So for today, we can mostly talk about once they get into that demo track for us. And what happens is they can for us, some of those customers can fit into a standard offering. So like our, it might be an $800, or the $1,200 a month type of thing, usually paid annually. And on the first level, we sort of try to standard out bits of it, where it's like, and we can probably get into more detail of this. So is it our contract? Or is it their contract? That's like usually the first type of thing. And usually, if it's a scoped plan, we try to keep them. And in a regular price plan that isn't like, Hey, I have, you know, I have a million people I want to add to your form versus the 50,000, or the 100,000 kind of ones that areMichele Hansen  7:00  a little interesting. So you actually you will start out at the point of using their contract because like, I mean, yeah. Okay, okay. I'm gonna start like, I mean, yeah, sort of count the number of times we have relented and use the customers contract with an extensive, you know, Addendum and scope of work on our side. Yeah.Josh Ho  7:27  Right. Yeah, we try to keep them on rails of our stuff as much as possible, right, like whether, like first level one is just click checks to our checkbox, the checkbox that says I, your terms of service, on our website, level two is our standard contract. And then level three is like, they might have some alterations, our standard contract to which we already know, in scope, like, these are the things we're willing to bend on. So it's almost you have to build in or you know, what stuff you're going to be like, yeah, we'll give you that one type of things. And then yeah, level, I think I was on level three, level four is, okay, bear contract, but it is, like you, that has only happened a handful of times over the course of our of our existence, we and we fight like a lot, try to keep it in our other stuff, just to make it faster, because we don't have a large team, we don't have a I don't want to waste, you know, half of their contract on lawyers to try to get this out or get myself into into trouble agreeing to something that I clearly don't know. And I might have to use a lawyer justMichele Hansen  8:42  it sounds like our sales, and like purchasing process is like really, really similar. Right? Because like, we are also entirely SEO based, we don't do any outreach. Everything is in its entirely inbound. And then yeah, that first level is, you know, can they can they click to accept the terms on the website and use an off the shelf plan and you know, pay with a credit card, like, great. And then you kind of go to the next level of okay, maybe they need the contract, but they don't need any modifications, but are okay, they need a contract, but then they do need not modifications. And then yeah, getting sort of more complex as you go. Which I feel I don't know how common that is, like, I feel like it's maybe sort of a I mean, it's definitely a very, like company, one style approach where we're trying to make the process as efficient as possible. And where our goal is not, you know, maximizing the revenue from every customer but it's like, how can we you know, get people to something that works for them. That doesn't take up too much time and resources on our end so that we can you know, get more customers it's very much sort of playing a volume game, rather than one where you're, you're trying to maximize revenue per customer.Josh Ho  9:56  Yeah, I agree with that. It's just I even though we are You know, what it was for 16 people or so or more than 15 At this point, it's mostly because it's a diversity of skill sets versus necessarily like, Hey, I've got like all these people working for me, it's, it's because we have like a customer success area, we have people dedicated to content marketing we have, we do have salespeople. And we do have, you know, developers and product managers and QA, things like that. So there is it's more of, for us that size of companies stuff is more about like, clearly dividing roles and actually having some specialists because I can't, in the early days, I was doing it all and then way our business scaled was through, okay, I need to add add people to this. We aren't as as I would say, like I know your API based types of things, but there's, and there's probably an immediacy to the value someone can get with using your service. For us, it takes more onboarding, it takes people to set up a campaign set up a referral program, set up their rewards, all of those pieces require a lot more hand holding. And some people come in thinking, Oh, I'm just gonna click this and start and it's like, well, Oh, you want to set a reward, oh, the reward, your good rewards actually, like resonate well with your customers. So it may not be $5 off or a, you know, or like a discount or something like that. But it might be like a mug, it might be swag. So it's like helping people kind of understand how to use it. So there's like a longer track in there. That requires more people to be involved. So we've tried to keep it as tight as possible back to like, the contract and everything, knowing we're building a SAS and building it for the long haul. I'd say right now, it's everything about like, how can we scale it? How do we make it less complicated to then as we do add customers, we don't necessarily have to add staff in addition to it. So we've been pretty diligent on forcing forcing functions into our contract. Oh, that's great. You want to throw money at us? But you know what? That's not what we do. We don't do custom damn sure you get there's no custom def. Oh, we had this we can add on. Yep, exactly. So it's like we push back hard. And I'd rather continue to build a product. This from Shopify as approach to if you've ever heard, there's a great podcast they did a while back that I listened to, like, they only recently got socked to, like only, like, within the past year or two. And I was like, blown away by everything that especially from an enterprise standpoint, because they, but their philosophy was like, okay, great, we're just gonna keep building the better product and to make it so that the internal champions like we're the only option for them. So it's like, they could jump through hurdles over SOC to over contracts over things like that, because they just made a strong feel like you know, what, we're making a, almost a philosophical decision that we're not going to jump through your hoops, you're going to jump through ours. And we will sacrifice the dollars that could come in, and that's okay. And it took them I don't know, however many years before, they actually got, like, soku compliance, and it was like, they only did that last year. And, like, I'm considering that, but I don't really want to at all, like that just seems like a big waste of time or a big like, headache. And I'm like, well, could we pull that off to where our stuff is so good, or is so much aligned that the Intel champion is going to battle? Lawyers inside battle their bosses and things like that. So that, oh, just make an exception for us. WhenMichele Hansen  13:42  sock two has come up, we have been able to, you know, have have the champions help us get around it. Whether that's because the so it's funny, sometimes you see those things? Like, it's a really hard requirement. You're you then you just are like, Yeah, we don't have that and they're like,Colleen Schnettler  14:00  Wow, your sales process as it sounded like it was like early days,Michele Hansen  14:03  clearly a no go without socks, you know, you're saying it's not important, or what it actually is important. So, um,Josh Ho  14:12  if I go back all the way down, I was doing that it was started out with me having no idea what sales was. So it started out with me just thinking I was all I was doing was helping people on like chat support, and then I'd be just frustrated and annoyed because they would it would just I'd be sitting there like typing back and forth. And I'd be typing while they're typing. And you're just like, I just want to show you versus trying to have this asynchronous chat conversation. So it started with me just being like, do you want just share, do a screen share? I think this is pre dated zoom a bit like where's zoom was prevalent. It might have been like, oh, let's do a WebEx or something I don't remember. But we'd get on a call and then I'd basically kind of help them. So that was like very early. stage one, just still having people coming in bounce using the app. And once I started talking to people kind of got, oh, there's a lot of other questions. And they also figured out, they did need the manual help. And it wasn't just something that they could just sign up the app for so. And quickly after I realized how many more people were buying after I talked to them, and I'm like, oh, that's, that's interesting. Now, they actually know more about what we do, and how to set it up. And all of these things, and oh, lo and behold, it's like, half of the people bought, it's like, Oh, I gotta talk to more people, it just kind of was this natural, ergo, I want more sales, I should talk to more people. So that was that that base level finding. And then I went through trials of trying to find salespeople, I won't divulge too far into that side of the story. But eventually, we I found someone that joined me, and this is like, after post revenue, we were doing well enough to pay for itself and, and pay for a couple people. And I brought someone on slowly to like, slot into that into that spot. So I had a an early I would call him like a partner. Now, not quite if you go by strict definitions of founder, you know, he probably joined about two years after I started. So this was 2017. And he kind of took that over and level one was just slotting in and doing what I was doing. And then taking it further because he could be full time on it. So he was doing that he split up our customer success area, because naturally once people bought that it's like, okay, they need onboarding and support and all of these pieces. And then over time, we grew that to, to have, you know, like two salespeople under him as the inbound engine kept going, as we kept building out more SEO and trying to what I call, like being in the conversation, I think you and I have talked about that before from a marketing standpoint. And now, if we're speeding up now, tour now, like we talked about that whole, like letting buyers buy how they want to buy, and we started as our product approved, we could start steering more people directly to that, to that split between start in the product or start to talk to someone. And since then, we have also added another layer of type of salesperson where we've pulled from our CS team who is extremely experienced with onboarding. And actually just from a resource constrained perspective, we're like, Hey, these are really helpful people that know a ton about programs. So instead of a typical salesperson trying to get someone over the line, we're like, Hey, we're gonna do these demos, we're going to do these like one quick call consultation, almost like back to the roots of where I started, and then not any follow up, or just doing very more follow up. And we call that like our, like buyer assist process versus like a sales driven process. So tracking back when we had the sales one with two salespeople. That was like a traditional commission based model, like, like you have a salary and you have some commission, but over the past year, we have spun up a new like that, that middle area where we have a CS person that just does group calls just as really helpful. And, and has maybe one call with people and and and some follow up.Colleen Schnettler  18:26  Nice. So this is a little off topic, but I'm intensely curious about what you're you have 16 full time employees. So the transition, where were you at your developer?Josh Ho  18:40  Ah, yes, I was I started I built like the initial versions. Yeah. So I come from a development background and started with that. So howColleen Schnettler  18:49  did you learn how to manage hire, even like salary? Like how was that building it out? I mean, what was that transition, like for you going from software to people business stuff?Josh Ho  19:03  Well, I did have a tip into kind of some business stuff previous to starting for rock. So I did have like some software consulting businesses with just just myself not large. I had maybe like two people, maybe two other developers working for me. So there's kind of that I could do my taxes, I can do all those things. So it's, you know, those those I do refer back. And then even pre, the consulting, I was a developer at another company and then worked my way up into be like to manage manage developers. I think the last role I had that was not paid by myself was technically I think I was the Director of Technical Operations at a benefits administration company that we built software for it was like a first step there. So I kind of worked my way over more towards the business side after after, like leading the dev teams and different stuff like that. So So anyway, if that helps,Colleen Schnettler  20:02  just like, it just seems like a big transition.Josh Ho  20:05  Yeah, I mean, I guess there was a lot, I'm probably, whenever people see me or meet me, it's like, I'm probably, you know, I'm older than I look with my Asian jeans, I suppose. But there's a lot of that. And then also, we've grown organically, right? So it wasn't like, boom, all of a sudden, two years into referral rock, I have six people it was, you know, people, if you talk to other founders that have been through this, it's, it's like, okay, first you are managing two or three people that were extensions of yourself. And then, you know, the next big step is like, Okay, how do I now perform this magic trick to where we have, like two people working in an area and person's like, kind of the lead and not really a team? It's like, where do you go from this flat structure into sort of a more hierarchical structure to where you have managers or you have leaders, and all of that has just taken time. And each, even each department or area that I've talked about, had gone through different parts of that, like, marketing was pretty much like me and one other person for a really long time. And then, like, I talked about how the sales and customer success area grew. And that one, you know, we sometimes we had to push forward to grow out of needing redundancy, and like coverage of time and things like that. And then, you know, another area for Dev was like me bringing on a tech lead. But that was actually I brought on my first developer, because I brought on a first developer under me who was just helping me execute. And then later on, I brought in a tech lead to kind of start managing the team and build out kind of more of the like, get to handle more developers to manage the other developers to put some actual structure in place versus, you know, me just get a push.Michele Hansen  21:55  I have a question about something you mentioned earlier. So you mentioned how when you first started trying to hire someone to do sales, it sounds like it was a little bit rocky and took you some time to hire that the the person who ended up becoming a partner and becoming a really good fit. And I feel like it's worth drilling in on that, because I learned recently that that's a very common experience. I was talking to Harris, Kenny, and well, I don't know if it was at founder summit or is on Twitter, it all blends together at this point. But um, you know, he runs a sort of sales as a service kind of thing. And he was saying how most of his clients have several failed sales hires before they come to him. But it's like, it's like really hard to hire a good salesperson. And, you know, I recognize that you may not you may not want to dive too much into that sort of the specific situations of what happened with the people that didn't work out. But I'm curious, like, you know, is there anything you wish you had known about hiring your first sales person? That, you know, the the that took you some fits and starts to figure out that maybe you wouldn't have had to go through that if you had known it?Josh Ho  23:16  Sure. I mean, that I'm perfectly happy to talk about it. I just feel like this is one of those topics I've talked about a lot in the past, but obviously on this podcast, but perfectly happy to dive in. What the first subtracting back in that part of the story. It was like after me. And that was the whole like, I didn't think what I was doing with sales. I just thought I was just being helpful. And I had that mindset of like, oh, like, like, the guy at the car dealership. That's like a sales guy. I've worked in organizations that have used, you know, that have had salespeople, and it was like, they go to conferences, they do this Patagonia, you know, this, like, like, Yeah, I'm not, I'm not a salesperson. I'm just like, I'm just like, I just built the product. And I'm helping people like that's and and so my first hire for that sales role. Pre the one I found that I said, that had worked out very well, was a person that looked and talked to like a salesperson, and, you know, they're like, Yeah, I could sell anything like I sell to SMBs. I think, if I recall her previous work was she would do SMB sales, she would go to restaurants and like, go to the restaurants and talk to them and build relationship Build, Build candor, build rapport, and, and you know, sell the product. So that was like her tact. And I was like, Okay, great. Let's that's your real salesperson. Let's give you a shot. So I like redirected all the demo requests to her. And I recorded myself doing some and then I kind of handed it off to her. And honestly, like, it was just what I realized what I didn't realize was how large gap it was in terms of her needing to understand the product to relate it to customers and all of these things. It was like, oh, okay, you, you really don't know much about the product. And I tried to explain it to her. And we went through all of these types of things. So, one, she was a traditional kind of salesperson now, could she have been successful if he had the right, like onboarding in place, or it wasn't just like, hey, you're just gonna slot in replace me, and this is what I did. So kind of just do what I did, or go do your thing. And it, there was like a large gap. And that was probably the biggest mistake. for her and for myself, just not knowing, like, just what that what, where, where the transition point really was. And then, when I did find the other person, it was more of the entrepreneurial type of person. His name is Mike. Oh, by the way, I don't. It's easier to probably say names since this person in that person. So Micah, who's still with me, you know, he came in and the biggest thing he kind of joked about was like, it's funny, if you ever meet him, he doesn't have like, much of a, like an ego, per se. But one of the first statements he said, he's like, I could do everything you could do. But Sal, oh, no, sorry, but Bill, but write code. And I'm like, okay, like, all right, like, let's say, you know, here's, here's the challenge, you know, go ahead and just hear some recordings and go wild. And the biggest thing he could do was be consultative and be adapting to the customers. And that also, that first thing of like, he knew he didn't know and would happily be like, I don't know, let me find out. And those were some of like, the early parts of the trades that he was just looking to relate to the customers look to bridge that gap between them. And I think the biggest challenge is like, that's not what I look for initially, like the whole thing. The other salesperson, I was like, she sounds like a salesperson, she's done a sales job. And coming into that realization that, like his approach was much like mine approach. And I was like, Oh, this is selling, this is like consultative selling, this is different. This isn't ramming something down someone's throat, and all these things, and this can work. And this can scale outside. ItMichele Hansen  27:18  sounds like it was important for you to realize that you the salesperson, I mean, in talking about our business is to like the salesperson not only needs to align with how you conceptualize sales, even if you don't have a particularly strong sales, you know, strategy or philosophy yourself, right. But also that you know, how your business is set up, right? Like a business that's very SEO based, that's entirely inbound is a very different business where then one where you've got to go out like pounding the pavement. And it sounds like the approach of mica is really one that just kind of jived more with the business model, as it already was, rather than kind of pivoting to more of an outbound approach. And and it being difficult for you as a manager to like really support that person in that role, too, because it because it just kind of wasn't aligned with with how you thought about just the concept of selling in general.Josh Ho  28:19  Yeah, I definitely agree with that. I think it makes me like what as you're saying, it was like, I didn't know that. How important that the alignment needed to be at that time, because I thought sales was this black box, and I need a black box. Right. And so I think, once I did come to terms with what I was, what I was doing, is is a way of selling and again, that mica was in alignment from a like a cultural standpoint, from an approach standpoint, all of those things, then it kind of that was more important than the actual like, what, what I've been done the things I didn't know that I thought I didn't know if that made sense.Michele Hansen  29:03  Well, thank you so much for coming by today. Josh. It's been really interesting talking to you about scaling up sales. We kind of set this up that like Coleen could ask questions and then we just talked together. But if if anyone has questions about for either of us about doing sales, feel free to reach out to us on Twitter. Now we'll talk to you again next week.

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: Why you won't be able to operate in abundance if you feel threatened by “competitors”  One question to ask yourself about competition that will help completely change your mindset  A story of how I chose collaboration over competition  And so much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/511 

“Most decisions are not binary, and there are usually better answers waiting to be found  if you do the analysis and involve the right people.” -Jamie Dimon    The topics of real time data and data analytics are discussed in many businesses circles these days. As the RESNET Board and Quality Assurance (QA) team charts a path to move RESNET QA from the gold standard to platinum, data analytics will pay a large role.What strategic initiatives are being considered to advance the QA function? We welcome back RESNET's multifaceted QA Team - Laurel Elam, Billy Giblin, and Scott Doyle for an interactive overview of the QA team's activities, achievements, and plans. We learn how they are looking at data to help determine how much quality assurance is required as well as to track rating activity more easily in the RESNET National Registry. We hear of efforts to convert the Quality Assurance Review Checklist into an online form/app to make updates to the RESNET National Registry more easily available through continuous maintenance. Also underway is the creation of a system to track the entire chain of custody among HERS Raters, RFIs and Energy Modelers in the RESNET National Registry. The RESNET QA Team will also carry out an educational campaign aimed at the industry, builders, and program sponsors to continue to improve consistency through quality assurance oversight. The team closes the conversation by commending the spirit of the people in the industry who continued to get the job done in 2021. The RESNET QA Team remains available for technical assistance and technical questions at the following email addresses: Laurel@RESNET.US Scott@RESNET.US Billy@RESNET.US   RESTalk: To the RESNET community, we hear you and want to engage. Learn more at www.RESNET.us Or for more info on this topic contact RESNET at INFO@RESNET.US

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: Why I believe so strongly that “price is marketing”  What you should be asking yourself when setting your prices The specific process that I use to price my products and services  What to do right now if you think that you are undercharging  And so much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/510 

Joshua Saves Us and Secures Our Promised Land Confession: Heidelberg Catechism, Lord’s Day 11, QA 29-30 Scripture: Deuteronomy 34:9-12, Joshua 1:1-11, Galatians 4:4-7, Matthew 1:17-25 Preacher: Rev. David Inks Sermon Outline: Introduction Joshua Assumes Office Joshua Leads them into the Land Joshua Leads them into Battle Conclusion Sermon Video: https://youtu.be/5n-m2bBC_J8 The Heidelberg Catechism: Lord’s Day […] The post Joshua Saves Us and Secures Our Promised Land appeared first on Covenant United Reformed Church.

This week on The Rage Select Podcast Jason and Jeff are trying something NEW AND DIFFERENT! Rather than talk about all the crappy things that happened we're spending this episode discussing our favorite stuff from 2021 and answering a buttload of YOUR QUESTIONS! Buy Jason's new novel, Necromancers On Drugs right here! https://amzn.to/3bdPv7i MP3 here - http://traffic.libsyn.com/rageselect/RageSelectEpisode427.mp3 RSS feed here - http://rageselect.libsyn.com/rss iTunes here - https://itunes.apple.com/us/podcast/rage-selects-podcast/id657490976 Email address for your questions: mail@rageselect.com FOLLOW Tessa on Instagram - https://www.instagram.com/tessamorrison FOLLOW Matt on Twitter! - https://twitter.com/spankzilla85 FOLLOW Brian Salisbury on Twitter! - https://twitter.com/JunkfoodCinema FOLLOW Jeff on Twitter - https://twitter.com/RageSelect FOLLOW Grant on Twitter - https://twitter.com/BaronVonGrant LIKE Rage Select on Facebook - https://www.facebook.com/RageSelect Listen to our podcast and if you enjoy it, SUBSCRIBE! Check out the full website at http://www.rageselect.com #RageSelect #Podcast

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: The reasons that I feel so strongly that the “receiving is in the giving” Why it's really not about the amount that you give  An ancient law that proves the concepts that I talk about   And much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/509 

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want!   As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!     If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore.   How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100.   Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show!   I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: The work that I had to do to create a new relationship with money Why a different mindset is required if you are an entrepreneur (and not an employee)  Where money really comes from…. How you can use an understanding of the Law of Compensation to bring more money into your business  A breakdown of the 3-to-1 Leverage Ratio, and much more… For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/508 

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear:  Why your relationship with time is so important How I learned that I could bend time, and some examples from my own life of this in action  The way you can begin using time as a tool that can benefit you   A reframe to make which will help you see the infinite possibilities that exist for you  The main affirmation I use around time, and steps to take to start telling yourself a new story around time  And so much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/507 

We are still SNOWED IN, discussing films set in winter. This week we're covering Sam Raimi's A Simple Plan (1998). Hosted by Charles Phillips. Co-Hosted by Justin Morgan. Mixing and QA by Scratchin' Menace with Music by Daniel Birch and Ben Pegley. Follow us on Facebook and Twitter for the latest updates. Available on Apple Podcasts, Google Podcasts, Spotify, and a dozen other popular platforms. Please subscribe, rate and review us. Every little bit helps, and more importantly, thank you for listening!

This week the QA boys focus in on one question from @m___i__k__e regarding sleep, specifically when you are only able to get in 1-3 hour blocks of rest due to work, school, family, etc! Nutrition, Training and Supplementation considerations are discussed. New episodes drop every thursday, make sure you subscribe, like, hit the notification bell and all that jazz so you don't miss a beat! ➖➖➖➖➖ @m___i__k__e: Sleep is currently broken up into 1-3 hour increments at times with a total average of 4-6 hours per night. This is due to second shift work schedule and getting up to feed/change a baby. With the exposition out of the way, what can I do to optimize my recovery from training when sleeping is sub-optimal? I understand nothing will replace sleeping more but since that's not an option for now, what can I do to ensure I'm giving myself the best recovery I can despite my sleeping circumstances? ➖➖➖➖➖ Ryan's Instagram: https://www.instagram.com/the_squatfather/ Paul's Instagram: https://www.instagram.com/paulie_rocket/ Dom's Instagram: https://www.instagram.com/gifted_kuza/

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear:  What nature can teach us about abundance and a challenge that I have for your around this  My definition of fear and the shift I made around it that changed everything for me  One thing that will keep you in a perpetual state of fear  A powerful story from my business that demonstrates a fear I had to overcome  What can happen for you when you stop operating from fear, and transcend it  And much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/506 

02:01 - Kat's Superpower: Terrible Puns! * Puns & ADHD; Divergent Thinking (https://en.wikipedia.org/wiki/Divergent_thinking) * Punching Down (https://www.urbandictionary.com/define.php?term=punching%20down) * Idioms (https://www.ef.edu/english-resources/english-idioms/) 08:07 - Security Awareness Education & Accessibility * Phishing * Unconscious Bias Training That Works (https://hbr.org/2021/09/unconscious-bias-training-that-works) * Psychological Safety * 239: Accessibility and Sexuality with Eli Holderness (https://www.greaterthancode.com/accessibility-and-sexuality) * Management Theory of Frederick Taylor (https://www.business.com/articles/management-theory-of-frederick-taylor/) * Building a Security Culture For Oh Sh*t Moments | Human Layer Security Summit (https://www.youtube.com/watch?time_continue=21&v=d2girBtrbCQ&feature=emb_logo) * Decision Fatigue 20:58 - Making the Safe Thing Easy * (in)Secure Development - Why some product teams are great and others aren't… (https://tldrsec.com/blog/insecure-development-why-some-product-teams-are-great-and-others-arent/) * The Swiss Cheese Model of Error Prevention (https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1298298/) 22:43 - Awareness; Security Motivation; Behavior and Culture (ABC) * AIDA: Awareness, Interest, Desire, Action (https://en.wikipedia.org/wiki/AIDA_(marketing)) * Inbound Marketing (https://www.hubspot.com/inbound-marketing) 33:34 - Dietary Accessibility; Harm Reduction and Threat Monitoring * Celiac Disease (https://celiac.org/about-celiac-disease/what-is-celiac-disease/) * A Beginner's Guide to a Low FODMAP Diet (https://www.benefiber.com/fiber-in-your-life/fiber-and-wellness/beginners-guide-to-low-fodmap-diet/?gclsrc=aw.ds&gclid=Cj0KCQiAnuGNBhCPARIsACbnLzqJkfl2XxxUQVSAGU96cmdVl5S7gn6GXnOQAHf-Sn0zEHvBBKINObUaAlOvEALw_wcB) * Casin (https://en.wikipedia.org/wiki/Casein) * DisInfoSec 2021: Kat Sweet - Dietary Accessibility in Tech Workplaces (https://www.youtube.com/watch?v=rG1DApAlcK4&feature=youtu.be) Reflections: John: Internal teams relating to other internal teams as a marketing issue. Casey: Phishing emails cause harm. Kat: AIDA: Awareness, Interest, Desire, Action (https://en.wikipedia.org/wiki/AIDA_(marketing)) Unconscious Bias Training That Works (https://hbr.org/2021/09/unconscious-bias-training-that-works) The Responsible Communication Style Guide (https://rcstyleguide.com/) This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: PRE-ROLL: Software is broken, but it can be fixed. Test Double's superpower is improving how the world builds software by building both great software and great teams. And you can help! Test Double is hiring empathetic senior software engineers and DevOps engineers. We work in Ruby, JavaScript, Elixir and a lot more. Test Double trusts developers with autonomy and flexibility at a remote, 100% employee-owned software consulting agency. Looking for more challenges? Enjoy lots of variety while working with the best teams in tech as a developer consultant at Test Double. Find out more and check out remote openings at link.testdouble.com/greater. That's link.testdouble.com/greater. JOHN: Welcome to Episode 263 of Greater Than Code. I'm John Sawers and I'm here with Casey Watts. CASEY: Hi, I'm Casey! And we're both here with our guest today, Kat Sweet. Hi, Kat. KAT: Hi, John! Hi, Casey! CASEY: Well, Kat Sweet is a security professional who specializes in security education and engagement. She currently works at HubSpot building out their employee security awareness program, and is also active in their disability ERG, Employee Resource Group. Since 2017, she has served on the staff of the security conference BSides Las Vegas, co-leading their lockpick village. Her other superpower is terrible puns, or, if they're printed on paper—she gave me this one—tearable puns. [laughter] KAT: Like written paper. CASEY: Anyway. Welcome, Kat. So glad to have you. KAT: Thanks! I'm happy to be here. CASEY: Let's kick it off with our question. What is your superpower and how did you acquire it? KAT: [chuckles] Well, as I was saying to both of y'all before this show started, I was thinking I'm going to do a really serious skillful superpower that makes me sound smart because that's what a lot of other people did in theirs. I don't know, something like I'm a connector, or I am good at crosspollination. Then I realized no, [chuckles] like it, or not, terrible puns are my actual superpower. [laughter] Might as well just embrace it. I think as far as where I acquired it, probably a mix of forces. Having a dad who was the king of dad puns certainly helped and actually, my dad's whole extended family is really into terrible puns as well. We have biweekly Zoom calls and they just turn into everyone telling bad jokes sometimes. [laughter] But I think it also probably helps that, I don't know, having ADHD, my brain hops around a lot and so, sometimes makes connections in weird places. Sometimes that happens with language and there were probably also some amount of influences just growing up, I don't know, listening to Weird Al, gets puns in his parodies. Oh, and Carlos from The Magic School Bus. CASEY: Mm hmm. Role models. I agree. Me too. [laughter] KAT: Indeed. So now I'm a pundit. CASEY: I got a pun counter going in my head. It just went ding! KAT: Ding! [laughter] CASEY: I never got – [overtalk] KAT: They've only gotten worse during the pandemic. CASEY: Oh! Ding! [laughter] Maybe we'll keep it up. We'll see. I never thought of the overlap of puns and ADHD. I wonder if there's any study showing if it does correlate. It sounds right. It sounds right to me. KAT: Yeah, that sounds like a thing. I have absolutely no idea, but I don't know, something to do with divergent thinking. CASEY: Yeah. JOHN: Yeah. I'm on board with that. CASEY: Sometimes I hang out in the channels on Slack that are like #puns, or #dadjokes. Are you in any of those? What's the first one that comes to mind for you, your pun community online? KAT: Oh yeah. So actually at work, I joined my current role in August and during the first week, aside from my regular team channels, I had three orders of business. I found the queer ERG Slack channel, I found the disability ERG Slack channel, and I found the dad jokes channel. [laughter] That was a couple of jobs ago when I worked at Duo Security. I've been told that some of them who are still there are still talking about my puns because we would get [laughs] pretty bad pun threads going in the Slack channels there. CASEY: What a good reputation. KAT: Good, bad, whatever. [laughs] CASEY: Yeah. KAT: I don't know. Decent as a form of humor that's safe for work goes, too because it's generally hard to, I guess, punch down with them other than the fact that everyone's getting punched with a really bad pun, but they're generally an equalizing force. [chuckles] CASEY: Yeah. I love that concept. Can you explain to our listeners, punching down? KAT: So this is now the Great British Bake Off and we're talking about bread. No, just kidding. [laughter] No, I think in humor a lot of times, sometimes people talk about punching up versus punching down in terms of who is actually in on the joke. When you're trying to be funny, are you poking fun at people who are more marginalized than you, or are you poking at the people with a ton of privilege? And I know it's not always an even concept because obviously, intersectionality is a thing and it's not just a – privilege isn't a linear thing. But generally, what comes to mind a lot is, I don't know, white comedians making fun of how Black people talk, or men comedians making rape jokes at women's expense, or something like that. Like who's actually being punched? [chuckles] CASEY: Yeah. KAT: Obviously, ideally, you don't want to punch anyone, but that whole concept of where's the humor directed and is it contributing to marginalization? CASEY: Right, right. And I guess puns aren't really punching at all. KAT: Yeah. CASEY: Ding! KAT: Ding! There goes the pun counter. Yeah, the only thing I have to mindful of, too is not over relying on them in my – my current role is in a very global company so even though all employees speak English to some extent, English isn't everyone's first language and there are going to be some things that fly over people's heads. So I don't want to use that exclusively as a way to connect with people. CASEY: Right, right. JOHN: Yeah. It is so specific to culture even, right. Because I would imagine even UK English would have a whole gray area where the puns may not land and vice versa. KAT: Oh, totally. Just humor in general is so different in every single culture. Yeah, it's really interesting. JOHN: Yeah, that reminds me. Actually, just today, I started becoming weirdly aware as I was typing something to one of my Indian colleagues and I'm not sure what triggered it, but I started being aware of all the idioms that I was using and what I was typing. I was like, “Well, this is what I would normally say to an American,” and I'm just like, “Wait, is this all going to come through?” I think that way might lead to madness, though if you start trying to analyze every idiom you use as you're speaking. But it was something that just suddenly popped into my mind that I'm going to try and keep being a little bit more aware of because there's so many ways to miss with communication when you rely on obscure idioms, or certain ways of saying things that aren't nearly as clear as they could be. [chuckles] KAT: Yeah, absolutely. I'm sure that's definitely a thing in all the corporate speak about doubling down, circling back, parking lots, and just all the clicking, all of those things. [laughter] But yeah, that's actually something that was on my run recently, too with revamping one of the general security awareness courses that everyone gets is that in the way we talk about how to look for a phishing – spot a phishing email. First of all, one of the things that at least they didn't do was say, “Oh, look for poor grammar, or misspelled words,” because that's automatically really exclusive to people whose first language isn't English, or people who have dyslexia. But I was also thinking we talk about things like subtle language cues in suspicious emails around a sense of urgency, like a request being made trying to prey on your emotion and I'm like, “How accessible is that, I guess, for people whose first language is English to try and spot a phishing email based on those kind of things?” Like how much – [chuckles] how much is too much to ask of…? Like opinions about phishing emails, or the phishing training anyway being too much to ask of people to some degree, but I don't know. There's so much subtlety in it that just is really easy for people to lose. JOHN: Yeah. I mean, I would imagine that even American English speakers – [overtalk] KAT: Yeah. JOHN: With a lot of experience still have trouble. Like actually, [chuckles] I just got apparently caught by one of them, the test phishing emails, but they notified me by sending me an email and saying, “You were phished, click here to go to the training.” And I'm like, “I'm not going to click on that!” [laughter] I just got phished! KAT: Yeah. JOHN: But I think my larger point is again, you're talking about so many subtleties of language and interpretations to try and tease these things out. I'm sure there are a lot of people with a range of non-typical neurologies where that sort of thing isn't going to be obvious, even if they are native English speakers. KAT: Exactly. Myself included having ADHD. [laughs] JOHN: Yeah. KAT: Yeah. It's been interesting trying to think through building out security awareness stuff in my current role and in past roles, and having ADHD and just thinking about how ADHD unfriendly a lot of the [laughs] traditional approaches are to all this. Even like you were just saying, “You got phished, take this training.” It seems like the wrong sequence of events because if you're trying to teach someone a concept, you need to not really delay the amount of time in between presenting somebody with a piece of information and giving them a chance to commit it to memory. ADHD-ers have less working memory than neurotypical people to begin with, but that concept goes for everyone. So when you're giving someone training that they might not actually use in practice for several more months until they potentially get phished again, then it becomes just information overload. So that's something that I think about. Another way that I see this playing out in phishing training in particular, but other security awareness stuff is motivation and reward because we have a less amount of intrinsic motivation. Something like, I don't know, motivation and reward system just works differently with people who have trouble hanging onto dopamine. ADHD-ers and other people's various executive dysfunction stuff. So when you're sitting through security training that's not engaging, that's not particular lead novel, or challenging, or of personal interest, or is going to have a very delayed sense of reward rather than something that immediately gratifying, there's going to be a limitation to how much people will actually learn, be engaged, and can actually be detrimental. So I definitely think about stuff like that. CASEY: That reminds me of a paper I read recently about—I said this on a previous episode, too. I guess, maybe I should find the paper, dig it up, and share. KAT: Cool. [laughter] CASEY: Oh, but it said, “Implicit bias awareness training doesn't work at all ever” was an original paper. No, that's not what it said of course, but that's how people read it and then a follow-up said, “No, boring! PowerPoint slide presentations that aren't interactive aren't interactive.” [laughter] “But the interactive ones are.” Surprise! KAT: Right. That's the thing. That's the thing. Yeah, and I think there's also just, I don't know. I remember when I was first getting into security, people were in offices more and security awareness posters were a big thing. Who is going to remember that? Who's going to need to know that they need to email security at when they're in the bathroom? [laughs] Stuff like that that's not particularly engaging nor particularly useful in the moment. But that DEI paper is an interesting one, too. I'll have to read that. CASEY: Do you have experience making some of these trainings more interactive and getting the quicker reward that's not delayed and what does that look like for something like phishing, or another example? KAT: It's a mixed bag and it's something that I'm still kind of – there's something that I'm figuring out just as we're scaling up because in past roles, mostly been in smaller companies. But one thing that I think people, who are building security awareness and security education content for employees, miss is the fact that there's a certain amount of baseline level of interaction and context that you can't really automate a way, especially for new hires. I know having just gone through process that onboarding weeks are always kind of information overload. But people are going to at least remember more, or be more engaged if they're getting some kind of actual human contact with somebody who they're going to be working with; they've got the face, they've got some context for who their security team is, what they do, and they won't just be clicking through a training that's got canned information that is no context to where they're working and really no narrative and nowhere for them to ask questions. Because I always get really interesting questions every time I give some kind of live security education stuff; people are curious. I think it's important that security education and engagement is really an enhancer to a security program. It can't be carrying all the weight of relationships between the security team and the rest of the company. You're going to get dividends by having ongoing positive relationships with your colleagues that aren't just contact the security team once a year during training. CASEY: And even John's email, like the sample test email, which I think is better than not doing it for sure. But that's like a ha ha got you. That's not really [chuckles] relationship building. Barely. You've got to already have the relationship for it to – [overtalk] KAT: No, it's not and that's – yeah. And that's why I think phishing campaigns are so tricky. I think they're required by some compliance frameworks and by cyber insurance frameworks. So some places just have to have them. You can't just say we're not going to run internal phishing campaigns, unfortunately, regardless of whether that's actually the right thing for businesses. But I think the angle should always be familiarizing people with how to report email like that to the security team and reinforcing psychological safety. Not making people feel judged, not making people feel bad, and also not making them sit through training if they get caught because that's not psychological safety either and it really doesn't pay attention to results. It's very interesting, I remember I listened to your episode with Eli Holderness and at some point, one of the hosts mentioned something about human factors and safety science on the evolving nature of how people management happens in the workplace. How there was this old model of humans being a problem to be managed, supervised, and well, just controlled and how the new view of organizational psychology and people management is more humans are your source of success so you need to enable their growth and build them up. I think a lot of security education approaches are kind of still stuck in that old model, almost. I've seen progress, but I think a lot of them have a lot of work to do in still being, even if they're not necessarily as antagonistic, or punitive, they still feel sometimes paternalistic. Humans are like, “If I hear the phrase, ‘Humans are the weakest link one more time,' I'm going to table flip.” First of all, humans are all the links, but also – [overtalk] JOHN: Yeah. KAT: It's saying like, we need to save humans, which are somehow the security team is not humans. We need to save humans from themselves because they're too incompetent to know what to do. So we need, yeah – which is a terrible attitude. CASEY: Yeah. KAT: And I think it misses the point that first of all, not everyone is going to become a security expert, or hypervigilant all the time and that's okay. But what we can do is focus on the good relationships, focus on making the training we have and need to do somewhat interactive and personal and contextual, and let go of the things you can't control. [chuckles] JOHN: Yeah, I think Taylorism is the name for that management style. I think it came around in the 40s and – [overtalk] KAT: Really? JOHN: Yeah, ruined a lot of lives. [laughs] Yeah, and I think your point about actually accepting the individual humanity of the people you're trying to influence and work with rather than as some sort of big amorphous group of fuckups, [laughs] for lack of a better word. Giving them some credit, giving them, like you said, something that's not punitive, somewhere where they don't get punished for their security lapses, or forgetting a thing, or clicking the link is going to be a lot more rewarding than, like you said, just making someone sit through training. Like for me, the training I want from whatever it was I clicked on is show me the email I clicked on, I will figure out how it tricked me and then I will learn. I don't need a whole – [overtalk] KAT: Yes. JOHN: 3 hours of video courses, or whatever. I will see the video, [chuckles] I will see the email, and that is a much more organic thing than here's the training for you. KAT: Exactly. Yeah, you have to again, give some people a way to actually commit it to memory. Get it out of RAM and into SSD. JOHN: Yeah. [laughter] KAT: But yeah, I love that and fortunately, I think some other places are starting to do interesting, innovative approaches. My former colleague, Kim Burton, who was the Security Education Lead at Duo when I was there and just moved to Texas, gave a webinar recently on doing the annuals security training as a choose your own adventure so that it could be replicated among a wide group of people, but that people could take various security education stuff that was specific to their own role and to their own threat model. I really liked that. I like being able to give people some amount of personalization and get them actually thinking about what they're specifically interacting with. JOHN: Yeah, yeah. That's great and it also makes me think about there are undoubtedly things I'm pretty well informed in security and other things that I'm completely ignorant about. I'd rather not sit through a training that covers both of those things. Like if there's a way for me to choose my own adventure through it so that I go to the parts where I'm actually learning useful things. Again, a, it saves everybody time and b, it means I'm not fast forwarding through the video, hoping it'll just end, and then possibly missing things that are actually useful to me. CASEY: I'm thinking of a concrete example, I always remember and think of and that's links and emails. I always hover and look at the URL except when I'm on my phone and you can't do that. Oh, I don't know. It has never come up in a training I've seen. KAT: Yeah, you can click and hold, but it's harder and I think that speaks to the fact that security teams should lead into putting protections around email security more so than relying entirely on their user base to hover every single link, or click and hold on their phone, or just do nothing when it comes to reporting suspicious emails. There's a lot of decision fatigue that, I think security teams still put on people whose job is not security and I hope that that continues to shift over time. JOHN: Yeah. I mean, you're bringing up the talking about management and safety theory that probably came from Rein Henrichs, who is one of our other hosts. But one of the things he also has talked about on, I think probably multiple shows is about setting the environment for the people that makes the safe thing easy. KAT: Right. JOHN: So that all the defaults roll downhill into safety and security rather than well, here's a level playing field you have to navigate yourself through and there's some potholes and da, da, da, and you have to be aware of them and constantly on alert and all those things. Whereas, if you tilt the field a little bit, you make sure everything runs in the right direction, then the right thing becomes the easy thing and then you win. KAT: Exactly, exactly. I think it's important to put that not only in the technical defaults – [overtalk] JOHN: Yeah, yeah. KAT: But also process defaults to some degree. One of my colleagues just showed me a talk that was, I think from perhaps at AppSec Cali. I'll have to dig it up. But there was somebody talking about making I guess, threat modeling and anti-abuse mindsets more of a default in product development teams and how they added one single line to their sprint planning—how could this feature potentially be misused by a user—and that alone just got people thinking just that little process change. JOHN: Yeah. That's beautiful. But such a small thing, but constantly repeated at a low level. It's not yelling at anyone to… KAT: Yeah. JOHN: Yeah. KAT: Yeah. And even if the developers and product designers themselves weren't security experts, or anti-abuse experts, it would just get them thinking, “Oh hey, we should reach out to the trust and safety team.” CASEY: Yeah. I'm thinking about so many steps and so many of these steps could be hard. The next one here is the security team responsive and that has a lot to do with are they well-staffed and is this a priority for them? Oh my goodness. KAT: Yeah. [laughs] So many things. CASEY: It's layers. But I'm sure you've heard of this, Kat. The Swiss cheese model of error prevention? KAT: Yeah. Defense in depth. CASEY: Yeah. [chuckles] I like to bring it up on the podcast, too because a lot of engineers and a lot of non-security people don't know about it. KAT: Hmm. CASEY: Do you want to explain it? I don't mind. I can. KAT: Oh, yeah. Basically that there are going to be holes in every step of the process, or the tech and so, that's why it's important to have this layered approach. Because over time, even if something gets through the first set of holes, it may not get through a second set where the holes are in different spots. So you end up with a giant stack of Swiss cheese, which is delicious, and you come out with something that's hopefully pretty same. [laughter] CASEY: Yeah, and it's the layers that are – the mind-blowing thing here is that there can be more than one layer. We don't just need one layer of Swiss cheese on this sandwich, which is everybody pay attention and don't ever get phished, or it's your fault. You can have so many layers than that. It can be like a grilled cheese, really, really thick, grilled cheese. [laughter] KAT: Yes. A grilled cheese where the bread is also cheese. CASEY: Yes! [laughs] MID-ROLL: This episode is supported by Compiler, an original podcast from Red Hat discussing tech topics big, small, and strange. Compiler unravels industry topics, trends, and the things you've always wanted to know about tech, through interviews with the people who know it best. On their show, you will hear a chorus of perspectives from the diverse communities behind the code. Compiler brings together a curious team of Red Hatters to tackle big questions in tech like, what is technical debt? What are tech hiring managers actually looking for? And do you have to know how to code to get started in open source? I checked out the “Should Managers Code?” episode of Compiler, and I thought it was interesting how the hosts spoke with Red Hatters who are vocal about what role, if any, that managers should have in code bases—and why they often fight to keep their hands on keys for as long as they can. Listen to Compiler on Apple Podcasts, or anywhere you listen to podcasts. We'll also include a link in the show notes. Our thanks to Compiler for their support. CASEY: Earlier, you mentioned awareness, Kat as something interesting. You want to talk about awareness more as a term and how it relates to this? KAT: Oh, yeah. So I – and technically, my job title has security awareness in it, but the more I've worked in the security space doing employee security education stuff as part of all my job. I know language isn't perfect, but I'm kind of the mindset that awareness isn't a good capture of what a role like mine actually should be doing because awareness without behavior change, or action is just noise. It's just we're all very aware of things, but if we don't have an environment that's friendly to us putting that awareness into some kind of action, or engagement, or response, we are just aware and scared. [laughs] CASEY: Yeah, awareness alone just makes us feel bad. We need more than that. KAT: Yeah. So I think security awareness is sometimes just a product of a term that got standardized over several years as it's in all of the compliance control frameworks, security awareness is a part of it. I don't know it's the best practice thing. I hope over time it will continue to evolve. CASEY: Yeah. KAT: As with any other kind of domains. JOHN: Yeah. I think that maybe security motivation might be a better term for it. KAT: I've seen a bunch of different ones used. So I end up speaking in terms of, I don't know, security education and engagement is what I'm working on. Security culture is my vision. I've seen things like security awareness, behavior, and culture, ABC, things like that. But all this to say security awareness not being in a vacuum. CASEY: I like those. This reminds me of a framework I've been thinking about a lot and I use in some of my DEI workshops. AIDA is an acronym. A-I-D-A. The first one's Awareness, the last one is Action, and in the middle is Interest and Desire. KAT: Nice. CASEY: So the questions I use to frame is like, are they aware of, for example, if they're misgendering someone? That's the context I'm using this in a lot. Are they aware of this person's pronouns in the first place? Are they interested in caring about this person and do they want to do anything about it and did they do it? Did they use their proper pronouns? Did they correct their actions? It's like 4 stages – [overtalk] KAT: I like that. CASEY: AIDA. It's used in marketing a lot for like a sales funnel, but I apply it to all sorts of how do you get someone from aware to action? KAT: I like that a lot. It's been interesting working at a place that makes a product that's more in the sales and marketing space. Definitely learned a lot because a couple of previous roles I've had been with security vendors. I think one of the interesting ideas that was a new concept to me when I started was this idea of inbound marketing, where instead of just cold contacting people and telling them, “Be interested in us, be interested in us, buy our stuff,” you generate this reputation as being of good service by putting out useful free nuggets of content, like blog posts, webinars, and things. Then you get people who are interested based on them knowing that you've got this, that you offer a good perspective, and then they all their friend. They are satisfied customers, and they go promote it to people. I think about this as it applies to security teams and the services they provide, because even though corporate security teams are internal, they've still got internal customers. They've still got services that they provide for people. So by making sure that the security team is visible, accessible, and that the good services that they provide are known and you've got satisfied customers, they become promoters to the rest of their teams. Think about like security can definitely learn a lot from [chuckles] these sales and marketing models. CASEY: I can totally imagine the security team being the fun team, the one you want to go work with and do workshops with because they make it so engaging and you want to. You can afford to spend your time on this thing. [laughter] KAT: Oh yes. CASEY: You might do it. [laughter] JOHN: Yeah, and I think marketing's a great model for that. Marketing sort of has a bad reputation, I think amongst a lot of people because it's done badly and evilly by a lot of people. But it's certainly possible and I think inbound market is one of those ways that you're engaging, you're spreading awareness, you're letting people select themselves into your service, and bring their interest to you. If you can develop that kind of rapport with the employees at your company as a security team, everybody wins. KAT: Yeah, absolutely, and it can absolutely be done. When I was working at Duo a couple jobs ago, I was on their security operations team and we were responsible, among other things, for both, the employee security education and being the point of intake; being the people that our colleagues would reach out to with security concerns to security and it definitely could see those relationships pay off by being visible and being of good service. CASEY: So now I'm getting my product manager hat on, like team management. KAT: Yeah. CASEY: I will want to choose the right metrics for a security team that incentivizes letting this marketing kind of approach happen and being the fun team people want to reach out to have the bigger impact and probably the highest metric is like nobody gets a security breach. But that can't be the only one because maybe you'll have a lucky year and maybe you'll have an unlucky that's not the best one. What other metrics are you thinking of? KAT: That's the thing, there's a lot more that goes into not getting pwned than how aware of security people are. There's just way too many factors to that. But – [overtalk] CASEY: Yeah. I guess, I'm especially interested in the human ones, like how come – [overtalk] KAT: Oh, yeah. And I mean like – [overtalk] CASEY: The department allowed to do the things that would be effective, like incentivized and measured in a sense. KAT: Yeah, and I think a lot of security education metrics often have a bit of a longer tail, but I think about not – I don't really care so much about the click rates for internal phishing campaigns, because again, anyone can fall for a phish if it's crafted correctly enough. If it's subtle enough, or if just somebody's distracted, or having a bad day, which we never have. It's not like there's a pandemic, or anything. But for things that are sort of numbers wise, I think about how much are people engaging with security teams not just in terms of reporting suspicious emails, but how often are they reporting ones that aren't a phishing simulation? How much are they working with security teams when they're building new features and what's the impact of that baseline level before there's, I don't know, formal process for security reviews, code reviews, threat modeling stuff in place? What does that story look like over time for the product and for product security? So I think there's quite a bit of narrative data involved in security education metrics. JOHN: Yeah. I mean you could look at inbound interests, like how often are you consulted out of the blue by another team, or even of the materials you've produced, what's the engagement rates on that? I think that's a lower quality one, but I think inbound interest would be fantastic. CASEY: Yeah. KAT: Yeah, exactly. I was thinking to some degree about well, what kinds of vulnerabilities are you shipping in your code? Because I think there's never 100% secure code. But I think if you catch some of the low-hanging fruits earlier on, then sometimes you get an interesting picture of like, okay, security is being infused into the SDLC at all of these various Swiss cheese checkpoints. So think about that to some degree and that's often more of a process thing than a purely an education thing, but getting an education is an enhancer to all of these other parts of the security programs. JOHN: So in the topics for the show that you had suggested to us, one of the things that stood out to me was something you called dietary accessibility. So can you tell me a little bit more about what that means? KAT: So earlier in this year, in the middle of all of this pandemic ridiculousness, I got diagnosed with celiac disease. Fortunately, I guess, if there was a time to be diagnosed with that, it's I'm working remotely and nobody's going out to eat really. Oh, I should back up. I think a lot of people know what it is, but just in case, it's an autoimmune disorder where my body attacks itself when I eat gluten. I've described it in the past as my body thinks that gluten is a nation state adversary named fancy beer. [laughter] Ding, one more for the pun counter. I don't know how many we're up to now. [laughs] CASEY: I have a random story about a diet I had to do for a while for my health. I have irritable bowel syndrome in my family and that means we have to follow over really strict diet called the low FODMAP diet. If your tummy hurts a lot, it's something you might look into because it's underdiagnosed. That meant I couldn't have wheat, but not because I had celiac disease; I was not allergic to the protein in wheat flour. I was intolerant to the starch and wheat flour. So it would bother me a lot. People said, “Do you have celiac, or?” And I was like, “No, but I cannot have wheat because the doctor told me so, but no, it's not an allergy.” I don't know, my logical brain did not like that question. [laughter] That was an invalid question. No, it's not a preference. I prefer to eat bread, but I cannot, or it hurts my body according to my doctor. KAT: [chuckles] So you can't have the starch and I can't have the protein. So together, we can just – [overtalk] CASEY: Separate it! KAT: Split all of the wheat molecules in the world and eat that. [laughs] CASEY: That's fair. I literally made gluten-free bread with gluten. [laughs] I got all the gluten-free starches and then the gluten from the wheat and I didn't have the starch in the wheat and it did not upset my stomach. KAT: Oh man. JOHN: Yeah. I've got a dairy sensitivity, but it's not lactose. It's casein so it's the protein in the dairy. CASEY: Protein, uh huh. KAT: Oh, interesting. CASEY: I apologize on behalf of all the Casey. [laughter] Casey in. KAT: Who let Casey in? CASEY: Ding! KAT: Ding! No, but it's made me think a lot about as I was – first of all, it's just I didn't fully appreciate until I was going through it firsthand, the amount of cognitive overload that just goes into living with it every day. [laughs] Speaking of constant state of hypervigilance, it took a while for that to make it through – I don't know, me to operationalize to my new life that's going to be my reality for the [laughs] rest of my life now because it was just like, “Oh, can I eat this? Can I eat that?” All of that. Something that at least helped ease me out of this initial overwhelm and grieving period was tying some of the stuff that I was dealing with back to how would I do this in my – how would I approach this if this were a security education and security awareness kind of thing? CASEY: Oh, yeah. KAT: Because it's a new concept and it's a thing that is unfamiliar and not everyone is an expert in it. so I'm like, “How would I treat myself as the person who's not an expert in it yet?” I, again, tried to get myself back to some of those same concepts of okay, let's not get stuck in thud mode, let's think about what are some of the actual facts versus what's scaremongering. I don't need to know how much my risk of colon cancer is increased, because that's not how helpful for me to actually be able to go about my day. I need to know what are the gluten-free brands of chips? That's critical infrastructure. CASEY: I love this parallel. This is so cool. KAT: And so I thought about to – I've mentioned earlier, decision fatigue as a security issue. I thought about how can I reduce the decision fatigue and not get stuck just reading all the labels on foods and stuff? What are the shortcuts I can take? Some of those were like okay, let me learn to recognize the labels of what the labels mean of a certified gluten-free logo and also just eat a lot of things that would never have touch gluten to begin with, like plain and raw meat, plain potatoes, plain vegetables, things like that. So just anything to take the cognitive load down a little bit, because it was never going to be zero. It's interesting. Sometimes, I don't know, I have tons of different interests and I've always interested in people's perspective outside of security. A lot of that stuff influences the way I think about security, but sometimes the way I think about security also ends up influencing other stuff in my life, so. CASEY: Yeah. I think that's brilliant. Use – [overtalk] KAT: And interesting to connect with those. CASEY: The patterns and you're comfortable with, and apply them. KAT: Exactly. CASEY: A lot of really cool ideas come from technology. KAT: Yeah, and go for harm reduction, not nothing because we don't live in a gluten-free world. It's like I can try to make myself as safe as possible, but at some point, my gut may suffer a data breach and [laughs] when I do, should be blameless and just work on getting myself recovered and trying – [overtalk] JOHN: Yeah. I mean, thinking about it as a threat model. There's this gluten out there and some of it's obvious, some of it's not obvious. What am I putting in place so that I get that 95th percentile, or whatever it is that you can think of it that way? I like that. KAT: Exactly. It's an interesting tie to threat modeling how the same people – even if people have the same thing that they can't eat, they may still have a different threat model. They may, like how we both had to avoid wheat, but for different reasons and with different side effects, if we eat it and things like that. CASEY: I love these parallels. I imagine you went into some of these in that talk at DisInfoSec. Is that right? KAT: Yeah. A little bit. So DisInfoSec, it's a virtual conference in its second year of existence, specifically highlighting disabled speakers in the InfoSec community run by Kim Crawley, who's a blogger for Hack the Box. There was a really interesting lineup of talks this year. Some people, I think about half of them touched on neurodiversity and various aspects of security through lenses of being autistic and ADHD, which is really cool. For mine, I focused on those of us who have disability-related dietary restrictions and how that affects our life in the tech workplace, where compared to a lot of other places I've worked, there's a lot of free food on the company dime hanging around and there's a lot of use of food as a way to build connection and build community. CASEY: Yeah, and a lot of stuff, a lot of people can't eat. I'm with you, uh huh. KAT: Yeah. I just took stock of all of the times that I would take people up for lunch interviews, go out to dinner with colleagues when they're in town, all of these things. Like snacks in the office. Just there not being a bathroom on the same floor as me for multiple jobs where I worked. [laughs] Things like that. So I really wanted to – the thing that I wanted to highlight in that talk in general was systemic level accommodations to be made for people with be they celiac IBS, food allergies, diabetes rather than relying on people individually requesting accommodations. This universal design model where you've got to make sure that your workplace is by default set up to accommodate people with a wide range of disabilities including dietary needs and a lot of times it doesn't come down to even feeding them. It comes down to making sure their health insurance is good, making sure people can work remotely, making sure that – [overtalk] CASEY: Higher levels of Swiss cheese on that. They are various levels. KAT: Yeah, the levels of Swiss cheese. A lot of stuff cascades from lunch interviews, making sure that if you do them at all, that you're really flexible about them. JOHN: Yeah. I can definitely relate to the being able to work from home, which I've done for the last decade, or more, has been huge for being able to have a solid control of my diet. Because it's really easy to have all the right things around for lunch rather than oh, I've only got half an hour, I can run out to the sub shop and I'll just deal with the consequences. Because that's what's nearby versus, or trying to bring food into the office and keep it in the fridge, or the free – that's a whole mess. So just like you said, good health insurance, working from home, these are things that allow for all sorts of different disabilities to be taken care of so well that you don't – that's the base, that's table stakes to formatting kind of inclusion. KAT: Exactly, exactly. CASEY: Yeah. KAT: Exactly. Yeah, and I think what sometimes gets missed is that even there are other things that I need to – the ability to just sometimes lay down, the ability to be close to a bathroom, and things that are not food related, but definitely are my reality. [laughs] CASEY: And companies went out, too. By accommodating you, they get all of your expertise and skills and puns. In exchange for flexibility, they get puns. KAT: [laughs] And I still make puns about gluten, wheat, rye, and barley even though I can I eat them anymore. That will never go away. CASEY: They just keep rising. KAT: Wheat for it. Wait for it. [laughter] CASEY: Ding! KAT: That's just my wry sense of humor. CASEY: All right. We're getting near end of time for today. This point, let's talk about reflections and plugs. JOHN: I can go first. I think the thing that's definitely sticking with me is thinking about the internal teams relating to other internal teams at a company as a marketing issue. Security is obviously one where you need to have that relationship with pretty much every team. But I'm thinking all sorts of all the way around development, DevOps, tech QA. Everyone can think this way and probably gain something from it as a what are we presenting to the rest of the company, what is our interface, and how do we bring more things to it such that people like working with our interface a lot so that we have great relationships with the rest of the team? I think I'm going to keep thinking about that for a while. CASEY: I'll share a reflection. I liked noticing that those phish emails can cause harm to people—they can feel bad and then make them less receptive. I've always been a fan of them overall. But thinking about that impact, I might have even been the one to say that, but it was still surprising to me when that came out of my mouth. Say, oh yeah, it hurts people in a way, too. We don't have to have that painful experience to teach people. It can be done in a safer environment. I wonder what else we can do for training of things like that to make it more positive and less negative. I'm going to be thinking on that. KAT: Yeah. And I wrote down AIDA. Awareness, Interest, Desire, and Action. Did I get that right? CASEY: Yeah. KAT: I'm definitely going to look into that. I think that's a great model for education of all kinds. CASEY: Yeah. If you want to go even deeper, there's like 6 and 7 tier models on the Wikipedia page links to a bunch of them. That's just the most common. KAT: Awesome. CASEY: For plugs, I just want to plug some homework for you all. Everyone listening, there's this Unconscious Bias Training That Works article that I've mentioned twice now. I hope you get to read that. And I guess, the AIDA – It'll be in the show notes for sure. And then the Wikipedia page for AIDA marketing just so you have a spot to look it up, if you forget about it. Try to apply that to situations, that's your homework. KAT: I think something I plugged on Twitter quite a bit over the years and a lot when we were talking about the language that we use earlier, I'm a huge fan of the Responsible Communication Style Guide, which was put out by the Recompiler, which is a feminist activist hacker publication. So they've got guides on words to avoid, words to use instead for when talking about race, gender, class, health, disability status. It's written for a tech audience and I really like that as a resource for using inclusive language. JOHN: Yeah. It's great stuff. CASEY: I love it. All right, thanks so much for are coming on our show today, Kat. Special Guest: Kat Sweet.

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: How a lack mentality can be changed with a simply shift in perspective, and the way I harness the power of perspective  What happened when I started to dream BIG about my online business  My definition of resistance, and how it attributes to having a lack mentality  The way my goal setting strategy helps you overcome the feeling of lack  And much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/505 

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: What happens when you operate from lack instead of abundance  My upbringing and the stories about money that I was taught  How the game of life (and business!) has changed, and why we need to change our beliefs too Why I say that it all started with gratitude for me, and the 5 levels of gratitude to be aware of  An intentional decision that I made in 2011, and what happened when I realized there was so such thing as something being “bad”  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/504 

You may remember that last year we ran a special series on the podcast called the “12 Days of Abundance”, and the feedback was so incredible that we just knew we had to bring it back again this year! Not only is it a festive time right now, but it's a time of reflection, as well as a time to look ahead at how we can make the next 12 months abundant for us. What I share in the next 12 days is so important, because as a business owner, if you don't have an abundant mindset it's going to be really hard to attract more of what you want! As you listen to these 12 episodes, you'll have the opportunity to take notes, to follow through on the exercises and to submit your info, as we're giving away some more gifts and stuff this year! Go to https://jameswedmore.com/12days to receive access to the free training videos, learn how to enter my giveaway, and to download your free 12 Days of Abundance workbook to get the most of these trainings – and easily apply them to your life and business!   If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me, @jameswedmore. How would you like to discover how to attract your first 100 leads that actually want to buy your stuff? Grab our free 14-part video course here - http://jameswedmore.com/100. Haven't left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you'll hear: How abundance truly is a choice that we all have   The story of how I learned the true meaning of the word  A metaphor about a river, and how it relates to abundance And much more!  For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/503 

Good morning and welcome to this episode of the Dear Church Podcast! Today will be a QA episode with some questions concerning apologetics and more on Christian liberty. Timestamps: 2:40-6:45 How can we say Christianity is the only way? 6:45 - 10:12 Is referring to the Bible a circular argument? 10:12 - 20:16 Can we prove Christianity is absolutely true? 20:16 - 27:43 How do we respect and live amongst other religions? 27:43 - 51:04 How can God allow sin, suffering and hell to exist? 51:04 - 1:00:20 Can Christians cohabitate? 1:00:20 - 1:05:14 What about dating a nonbeliever? Or a new believer? 1:05:14 - 1:14:43 What about swearing? 1:14:43 - 1:15:43 What about dancing? 1:15:43 - 1:16:45 What is the difference between cultural appreciation and appropriation? If you have any questions please e-mail us at podcast@cgsnj.org As always, we love you, we miss you, enjoy!

And the award for BEST PODCAST OF ALL TIME goes to... The Rage Select Podcast! This week Michael and Jeff are talking about the 2021 Video Game Awards and... well... pretty much just that! You can see more from Michael over at oneofus.net for Movie Reviews and more! MP3 here - http://traffic.libsyn.com/rageselect/RageSelectEpisode426.mp3 RSS feed here - http://rageselect.libsyn.com/rss iTunes here - https://itunes.apple.com/us/podcast/rage-selects-podcast/id657490976 Email address for your questions: mail@rageselect.com FOLLOW Tessa on Instagram - https://www.instagram.com/tessamorrison FOLLOW Matt on Twitter! - https://twitter.com/spankzilla85 FOLLOW Brian Salisbury on Twitter! - https://twitter.com/JunkfoodCinema FOLLOW Jeff on Twitter - https://twitter.com/RageSelect FOLLOW Grant on Twitter - https://twitter.com/BaronVonGrant LIKE Rage Select on Facebook - https://www.facebook.com/RageSelect Listen to our podcast and if you enjoy it, SUBSCRIBE! Check out the full website at http://www.rageselect.com #RageSelect #Podcast

On today's IGN The Fix: Games, The ABK Workers Alliance, a collective of Activision Blizzard and King employees, has initiated strike action against its employer. The group plans to continue its work stoppage until its demands are met. This follows walkouts from other Activision Blizzard groups, including Raven's QA department. Announced via a post on Twitter, the group said "Today, the ABK Worker's Alliance announces the initiation of its strike. We encourage our peers in the Game Industry to stand with us in creating lasting change." One of Destiny's most recognizable weapons is getting its own real-life Nerf overhaul. That's right, Bungie is partnering up alongside toy-weapon creators Nerf to bring out their own foam-firing Gjallarhorn. Now listed on the Bungie store, the toy version of the legendary Destiny rocket launcher which will be available to pre-order in late 2022. A look at boss monsters in the world of Aden presented by Lineage2M! Narz has all that in your Daily Fix!

Seltzer is nonsense. Games we played this week include: Pokémon Brilliant Diamond (10:55) Gunfire Reborn (15:35) Kill It With Fire (21:50) Dauntless (23:40) The Binding of Isaac: Repentance (27:30) Mindscanners (30:10) Paradise Lost (37:05) Space Warlord Organ Simulator (41:10) Lawn Mowing Simulator (45:35) Townscaper (46:50) --- News things talked about in this episode: Former Activision Blizzard employee comes forward in press conference (48:20) https://kotaku.com/sexually-harassed-activision-blizzard-employee-holds-pr-1848180146 Walkout staged at Raven software following QA layoffs (51:50) https://www.eurogamer.net/articles/2021-12-06-raven-software-employees-walk-out-following-layoffs-in-the-qa-team State treasurers getting involved in Activision Blizzard (56:35) https://www.axios.com/state-treasurers-pressure-activision-over-misconduct-352fe2e6-64d4-4f30-ba7e-39e0e13419de.html PlayStation exec fired after amateur pedophilia sting (1:00:05) https://www.cnet.com/tech/gaming/sony-terminates-playstation-exec-who-allegedly-appeared-in-pedophile-sting-video/ Ubisoft acknowledges their handling of workplace abuse has damaged trust in them (1:02:30) https://www.axios.com/ubisoft-workplace-scandal-anika-grant-interview-aac56bc7-1551-465a-85b8-6e6d7ca36816.html Ubisoft details first steps toward NFT integration in Ghost Recon Breakpoint (1:09:40) https://www.eurogamer.net/articles/2021-12-07-ubisoft-quartz-is-an-energy-efficient-nft-platform-for-aaa-games Voice acting studio OMUK agrees to union contract protecting workers (1:17:40) https://www.eurogamer.net/articles/2021-12-06-uk-voice-acting-studio-reaches-agreement-with-equity-to-safeguard-voice-actors-working-in-games Retail release of Halo Infinite unplayable for several hours after release due to online update (1:20:15) https://www.eurogamer.net/articles/2021-12-08-no-you-cant-play-halo-infinites-campaign-now-even-if-you-have-the-disc Pokémon Shining Pearl already beaten by speedrunners in 15 minutes (1:22:25) https://www.eurogamer.net/articles/2021-12-08-pokemon-shining-pearl-finished-in-only-15-minutes --- Buy official Jimquisition merchandise from the Jimporium at thejimporium.com Find Laura at LauraKBuzz on Twitter, Twitch, YouTube, and Patreon. All her content goes on LauraKBuzz.com, and you can catch Access-Ability on YouTube every Friday. Follow Conrad at ConradZimmerman on Twitter and check out his Patreon (patreon.com/fistshark). You can also peruse his anti-capitalist propaganda at pinfultruth.com.

Dave and Craig talk about cold calling, AWS outages, steady growth during the winter, and the hiring-process struggle bus.  What are your thoughts about living overseas? What are your thoughts on full-time QA people? Do you have any tips on finding gems on Upwork? Do you agree that the half-life of your marketing strategy is […]

On today's IGN The Fix: Games, December is shaping up to be another incredible month for Xbox Game Pass subscribers, and is even still running on steam from November's incredible lineup of Game Pass games like Forza Horizon 5, It Takes Two, and GTA San Andreas. But now, this is the big one. Halo Infinite will launch on December 8, and will be available day one of release on Xbox Game Pass for PC, consoles, and cloud users. However, that's not all for this month, you can also expect Among Us coming to consoles on December 14, alongside Final Fantasy XIII-2, now available for console and PC users, alongside plenty of other games. Following news over the weekend that Activision Blizzard laid off "at least a dozen" quality assurance contractors at Raven Studios, members of the team still with the company have announced plans to walk out and demand that the laid-off employees return and are offered full-time positions. Members of Raven Software's QA team - who work on ensuring the quality of Call of Duty: Warzone, one of Activision Blizzard's biggest hits and financial successes - issued a statement announcing the intent to walk out and context behind the layoffs. A look at the world of Aden presented by Lineage2M. Narz has all that in your Daily Fix!

F is for... PODCAST this week as Michael and Jeff run down what they've been watchin', all the news of the week, and MORE right here on the latest episode of The Rage Select Podcast! You can see more from Michael over at oneofus.net for Movie Reviews and more! MP3 here - http://traffic.libsyn.com/rageselect/RageSelectEpisode425.mp3 RSS feed here - http://rageselect.libsyn.com/rss iTunes here - https://itunes.apple.com/us/podcast/rage-selects-podcast/id657490976 Email address for your questions: mail@rageselect.com FOLLOW Tessa on Instagram - https://www.instagram.com/tessamorrison FOLLOW Matt on Twitter! - https://twitter.com/spankzilla85 FOLLOW Brian Salisbury on Twitter! - https://twitter.com/JunkfoodCinema FOLLOW Jeff on Twitter - https://twitter.com/RageSelect FOLLOW Grant on Twitter - https://twitter.com/BaronVonGrant LIKE Rage Select on Facebook - https://www.facebook.com/RageSelect Listen to our podcast and if you enjoy it, SUBSCRIBE! Check out the full website at http://www.rageselect.com #RageSelect #Podcast