Podcasts about realistic

Today, Jenni sits down with a man who lives at the crossroads of elite performance + real life food.Jonny Marsh is the private chef trusted by some of the biggest names in football - Kevin De Bruyne, Erling Haaland, Kyle Walker, İlkay Gündoğan, Luke Shaw… the list goes on.And Jonny is one of us - he's a runner.He genuinely believes nothing hits the dopamine switch like going for a run - and cooking for these world-class players has shown him first hand how food drives performance, mood, recovery and consistency.Jonny's first ever cookbook THE PRIVATE CHEF is out 14 November 2025 - and he's made it for normal humans. 80 recipes. Adaptable. Realistic. Good for busy weeks. Good for training blocks. Good for fuelling a life that you actually enjoy.Whether you're marathon prepping, couch-to-5k-ing, or just running for headspace - this one is for you.Follow @chef_jonnymarsh on Instagram for more!

¿Tiene sentido pedir perdón por algo que ocurrió hace más de 500 años? En este episodio hablamos del colonialismo español, de la conquista de América y del debate sobre si España debería pedir perdón por lo que pasó entonces. Verás por qué este debate está más vivo que nunca, qué pasó exactamente en 1521 y qué significa, de verdad, pedir perdón hoy.¿Tú qué opinas? ¿Debe un país pedir perdón por errores del pasado?Free eBooks: Habla español con AI & La guía del estudiante de españolMis cursos online: Español Camaleón - A REALISTIC pronunciation course Español Ágil - Intermediate Spanish Español PRO - Advanced Spanish Español Claro - Upper-beginner Spanish Si no sabes cuál es mejor para ti, haz el TEST. Intermediate Spanish Podcast with Free Transcript & Vocabulary Flashcards www.spanishlanguagecoach.com - Aprende español escuchando contenido natural adaptado para estudiantes de español de nivel intermedio. Si es la primera vez que escuchas este podcast, puedes usarlo como un podcast diario para aprender español - Learn Spanish Daily Podcast with Spanish Language Coach Social media:YouTubeInstagram...

In this episode of the Breakfast Leadership Show, Michael speaks with AI strategist and author Steff about the real-world impact of artificial intelligence on the workforce. Together, they challenge the common narrative that AI is replacing human jobs and explore how leaders can adopt AI responsibly without losing sight of the human element. AI's Limited Impact on the Workforce Steff shares her concerns about companies prematurely laying off employees under the guise of AI adoption, emphasizing that today's AI lacks the depth to truly replace people. Michael echoes this sentiment, noting that many organizations are jumping into AI initiatives without understanding the implications. Both agree that while AI will transform the workforce over time, we're far from a reality where machines can replace human intelligence and empathy. Rethinking Employment Dynamics Michael and Steff dive into the nuances of AI's effect on employment. While automation can replace certain tasks, it often leads to cost-cutting rather than meaningful innovation. Steff highlights how AI can reduce repetitive work, freeing humans to focus on creativity and strategy. The two also compare cultural differences between North America and Europe—where stronger work-life balance and social systems offer a healthier framework for integrating technology into work. AI as a Productivity Partner The conversation shifts to the potential of AI as a collaboration tool. Michael explains how AI-powered note-taking and workflow tools can enhance meetings by freeing up cognitive space and improving documentation. Steff and Michael agree that AI democratizes access to powerful tools, empowering individuals to be more productive, even as organizations struggle to integrate these systems effectively. Context Is the New Skillset Steff introduces a fascinating idea—the rise of the “context engineer.” As businesses rely on AI, she argues that human understanding of nuance, culture, and emotional intelligence will become essential to guide AI systems effectively. Context engineers will bridge the gap between data and human meaning, ensuring AI remains a support, not a substitute. What AI Can't Replace Drawing from her book Being Replaced, Steff outlines five uniquely human skills that AI cannot automate: flexible thinking, emotional intelligence, collective intelligence, intuition, and true innovation. She underscores that while AI can simulate emotion or pattern recognition, it cannot create, connect, or empathize as humans do. Michael reinforces that innovation and adaptability have always been the cornerstones of human progress. AI as a Tool for Human Enhancement The episode closes on an optimistic note. Steff discusses her open-source framework for using AI intelligently and invites listeners to explore her resources on her website and GitHub. Together, Michael and Steff remind us that AI should be viewed not as a threat, but as a powerful enhancement tool that amplifies human capability, creativity, and connection. Listen now to discover how to lead in the age of AI without losing what makes us human. For more insights on leadership, burnout prevention, and workplace culture, visit BreakfastLeadership.com/blog.   Steff Vanhaverbeke - The "Superworker" Revolution   While 76% of professionals are drowning in AI overwhelm, Steff discovered how to use AI to prevent burnout instead of causing it. Her "Superworker" methodology helps leaders achieve 3x productivity without working harder by building an "AI Second Brain."   Starting as a graphic designer in 1993 during the web's emergence, she now coaches professionals at Microsoft, Deloitte, and PwC. Her recent webinar to 400 people generated feedback like "This is exactly what I needed, not another technical course, but insights and ways to get a grip on AI with my team."   Possible discussion topics: AI leadership without burnout Cognitive agility for leaders Guiding teams through tech transformation The five levels of AI adoption (from overwhelmed to empowered) Building psychological safety during technological change Why human skills become more valuable as AI handles routine work

Arthur Smith said they are trying to get Roman Wilson to not leave his feet. Alex Highsmith was named AFC Defensive Player of the Week. Arturs Silovs will start against the Capitals. Should the Pirates sign JT Realmuto? Joe and Austin think he could be a Russell Martin type.

Juventus have stumbled out of the gates in the Champions League and the pressure is rising on Spalletti & the squad. With zero wins so far, can Juventus still qualify to the knockout stages? We break down Juve's path, the math, the fixtures, and the REALISTIC chances.Plus — is this the turning point for Dušan Vlahović?Is he finally stepping into the TRUE leader role that Juventus needs?Should Juventus fight to extend his contract and push for that renewal now before it becomes too late or too expensive?

In this hour, Adam Crowley reviews the options the Steelers have for acquiring another WR with the NFL Trade Deadline approaching. Also, former Steeler Trai Essex comes on The Fan Hotline. November 4, 2025, 8:00 Hour

Join The Rich Frequency Mini Mastermind starting November 6th: https://link.shaminataylor.com/the-rich-frequency-mastermind-3901 In this powerful episode of The Unapologetically Rich Show, Shamina Taylor invites women to stop shrinking their dreams under the illusion of being "realistic." She exposes how playing small and staying safe has been keeping too many powerful women stuck at the same income level and living beneath their true potential. Shamina shares how stepping into your "delulu" energy — the bold belief that everything you desire is already yours — is where the real magic begins. When women allow themselves to believe beyond logic and trust in their limitless power, they create results that defy every rule society has set for them. This episode is your permission slip to dream bigger, trust yourself deeper, and unapologetically go after the life and wealth you were meant for. Tune in to learn why being realistic is a scam and how your unshakable belief in the impossible will take you exactly where you want to go. Listen to My Story: Building A Multi Million Dollar Brand How to BECOME Unapologetically Rich yourself: 

It's the time of year when the next generation of eventing stars step into the spotlight. With the season wrapped, attention turns to Ireland and the Goresbridge Go For Gold Sale, where some of the sport's biggest names hunt for future five-star winners. Nicole is joined by two of the experts behind the selection panel to take you inside one of the most influential young horse sales in world eventing. They break down what they look for in a future star, how the process works from start to finish, and why this sale has produced horses now competing at Europeans, Worlds and five-stars. From vetting insights to buyer tips, the value of Irish education, and how amateurs and elite riders alike can find their next horse, this is the closest thing to sitting at the selectors' table. Highlights: What sets the Go For Gold sale apart How horses are assessed and selected Advice for buyers at every level Realistic price ranges and expectations Why the Irish system produces event horses differently Success stories from past graduates What to look for in your next young horse Guests: Sally Parkyn, experienced Irish event horse buyer, journalist and long-serving Go For Gold selector. Nicky Roncoroni, international event rider and producer, now part of the Go For Gold selection team. Sponsors: Connolly's Red Mills are offering 15% off Foran Equine products to Eventing Podcast listeners! Use the code EquiRatingsPodcast15 to receive your discount. View the full collection here. Note this does not apply to the already discounted Pre-Fuel & Refuel combo packs. If you have any other questions regarding feeding click here to ask the Connolly's RED MILLS experts. EquiRatings Eventing Podcast: Don't forget to follow us on Instagram and Facebook.

If you've been told you have premature ovarian insufficiency (POI), it can feel final as if your ovaries have stopped working and your only hope is donor eggs. But the truth is more complex. Research shows that spontaneous ovulation is still possible. In this episode, we're looking at POI through both a conventional and functional fertility lens, exploring what it really means for your pregnancy potential, and how timing, preparation, and immune balance all matter. You'll learn: The difference between menopause and POI and why ovarian function can "flicker" back on What autoimmune activity, gut health, and toxins have to do with ovarian function The realistic chances of natural pregnancy with POI and how to detect spontaneous ovulation When hormone therapy or IVF with your own eggs might make sense Why donor eggs often lead to high success rates when functional foundations are addressed Sarah Clark is the founder of Fab Fertile Inc. and the host of Get Pregnant Naturally. Her team specializes in functional approaches for low AMH, high FSH, diminished ovarian reserve, premature ovarian insufficiency, recurrent miscarriage and helping couples prepare their bodies for pregnancy success naturally or with IVF. This episode is especially for you if: You've been told POI or "early menopause" means you'll never get pregnant You're considering IVF or donor eggs and want to understand your options You want a clear, functional fertility plan to prepare your body for pregnanc ·     Not sure where to start? Download our most popular resource: The Ultimate Guide to Getting Pregnant This Year If You Have Low AMH/High FSH. It breaks everything down step by step to help you understand your options and take action. ·     For personalized support to improve pregnancy success, book a call here. --- TIMESTAMPS  00:00 — The truth about POI and pregnancy POI isn't always the end of the road. Learn how spontaneous ovulation and functional fertility preparation can open new possibilities even after a diagnosis of premature ovarian insufficiency. 01:00 — What POI really means (and how it differs from early menopause) Conventional vs functional views of ovarian function — why "flickering" ovarian activity matters for pregnancy potential. 02:30 Underlying imbalances behind POI How autoimmune issues, gut dysfunction, toxins, and stress affect ovarian function and fertility outcomes. 04:00 Realistic chances of pregnancy with POI Research-backed data showing 5–10% of women with POI conceive naturally, plus factors that improve success rates. 06:00 Spontaneous ovulation and how to catch it Tracking methods like Mira, Inito, and PDG tests that can help you detect rare ovulations and time intercourse or IVF cycles effectively. 08:00 Managing stress and nervous system regulation Why chronic stress and HPA-axis dysfunction shut down ovulation and how the nervous system work restores reproductive signaling. 10:00 Gut, immune, and environmental testing for POI Why stool, food sensitivity, and mycotoxin testing matter for egg quality, implantation, and autoimmune balance. 12:00 Nutrients and mitochondrial support for egg quality How CoQ10, magnesium, selenium, vitamin D, and omega-3s support ovarian function and improve outcomes. 15:00 IVF with your own eggs and donor egg options When IVF may still work for women with POI, and how to prepare your body functionally before considering donor eggs. 18:00 Hope and next steps for POI and fertility Why POI doesn't mean no chance from spontaneous ovulation to IVF and donor eggs, discover how health-first strategies improve success. --- RESOURCES ·        

Support us on Patreon: https://www.patreon.com/EternalDurdlesTCGPLAYER AFFILIATE LINK:https://partner.tcgplayer.com/OexAAnIn this week's episode of Eternal Durdles, Zac and Phil dive deep into the upcoming Legacy Banned & Restricted announcement — and ask the real question: What if Wizards of the Coast actually did something?

Show NotesWhy Q4 creates natural urgency: capital deployment, tax timing, clean year-end cutover, and internal fund deadlines.Realistic timelines: ~90 days from LOI to close (60 if exceptionally well-planned and resourced).How to avoid year-end derailers: risk-based diligence, weekly cadence, the “it takes a village” resourcing mindset.Practical prep checklist: books buttoned up, pre-diligence, a single project plan with stage gates, industry-savvy QofE team, and agile communication (not waterfall ticket-ping-pong).Holiday calendar tactics: set stage-gate deadlines with buffer before Thanksgiving and other outages.When to push to January: tax strategy, team fatigue, culture/relationship health, and any material renegotiation that resets the clock.Pro tip: use Q4 to prepare even if you won't close—calibrate valuation, market timing, and build the 2026 plan with advisors.Thinking about closing in Q4, or setting up a smart January start? Revenue Rocket has led hundreds of IT services deals. If you want a realistic path to close, a risk-based diligence plan, or a sanity check on timelines, let's talk. Listen to Shoot the Moon on Apple Podcasts or Spotify.Buy, sell, or grow your tech-enabled services firm with Revenue Rocket.

In this episode of The Balanced Body Podcast, Monika Eva sits down with Ellen Weiss — Certified Integrative Health Coach, Women's Midlife Specialist, and Executive Wellness Consultant — to explore how constant digital stimulation is silently hijacking women's hormones, focus, and emotional health.Together, they unpack what digital overload really looks like (and how to recognize it), the subtle signs your phone might be messing with your mood, metabolism, and sleep, and why burnout today often has more to do with overstimulation than overwork.Ellen shares how social comparison, endless notifications, and workplace pressure to “always be on” can keep women trapped in chronic stress mode — and exactly how to break that cycle without throwing your phone into the ocean.You'll learn: ✅ What digital overload really means and how it shows up hormonally and emotionally ✅ The link between screen time, cortisol, and poor sleep ✅ How to set healthy digital boundaries even if your job depends on being online ✅ Realistic micro-habits to reset your nervous system and reduce tech fatigue ✅ Restorative rituals to replace scrolling — and why creating stillness matters ✅ One powerful mindset shift to help you ditch the guilt and finally unplugIf you've been feeling scattered, overstimulated, or constantly “on edge,” this conversation will help you create breathing room, reconnect with your body, and reclaim your peace of mind — one notification at a time.✨ Connect with Ellen Weiss:

It's the 155th episode of the Truth About Vintage Amps, the call-in show where amp tech Skip Simmons fields your questions on all things tube amps. This week: Barn finds, lost dogs, an extra-grounded Jason (amp pun intended) and more!   Some of the topics discussed this week:  1:05 Skip gets the new Fretboard Journal (link); do banjos belong in the Fretboard Journal? 5:16 Recommended music: Ned Boynton's 'The North Beach Sound;' The No-Mads (nomadsband.com) 7:54 Our sponsors: Grez Guitars; Emerald City Guitars and Amplified Parts (and Mr. Microphone) 18:12 What's on Skip's bench: A Bogen GA-5; a Realistic Carnival; Masco C-6; 6AQ5 tubes 22:53 A listener baffler, answered (speaker re-coning); Vintage 47 amps (link) 26:18 Skip's ep. 154 baffler, answered: What does Skip do when he's modding the second input of a Fender Champ? Supro Spectators 32:51 New Accutronics reverb tanks by Revisit (link)   34:52 What's the low input doing in a Marshall JCM800; green chile on everything 39:20 Lowering the B+ on a 1971 Fender Bassman 10 project; ultralinear transformers; cactus salad 48:43 The long-awaited dog story 51:35 Colin Hay's "Overkill" with Choir! Choir! Choir! (YouTube link); Traynor amps 54:52 Should I treat the pitting on a Soundmaster 600 PA? 1:00:17 Lab Series amps 1:03:39 Smoke-damaged MusicMan HD-130   1:09:20 The dangers of old tractors (and drawbridges) 1:15:34 Modifying the power section of a Twin Reverb for lower volume playing; fixing a Filmosound 385 with hum; Evan Crafts (Instagram) 1:21:26 TAVA listener spotlight: Children's book author Matt James! (Order his new book, The One About the Blackbird (Amazon link) 1:23:56 How to raise kids and run a small business; Mae Ploy curry paste  1:31:16 Barn finds: Spring-loaded input jacks; a 1947 Fender Princeton amp and matching lap steel  Want amp tech Skip Simmons' advice on your DIY guitar amp projects? Want to share your top secret family recipe? Need relationship advice? Join us by sending your voice memo or written questions to podcast@fretboardjournal.com! Include a photo, too.  Hosted by amp tech Skip Simmons and co-hosted/produced by Jason Verlinde of the Fretboard Journal.  Don't forget, we have a Patreon page. Support the show, get behind-the-scenes updates and get to the front of the line with your questions.  

SHOW NOTES: https://www.haileyrowe.comer/revenue-goalJoin my free Facebook community for business support & to connect with other health coaches: https://www.facebook.com/groups/themarketinghubgroup/Facebook: https://www.facebook.com/haileyrowecoachInstagram: https://www.instagram.com/hailey_roweTwitter: https://www.twitter.com/hailey_rowe

What does it take to keep a family business thriving for generations? In this episode of Unstoppable Mindset, I talk with Jan Southern, a seasoned business advisor who helps family-owned companies build long-term success through structure, trust, and clarity. We explore why so many family firms lose their way by the third generation—and what can be done right now to change that story. Jan shares how documenting processes, empowering people, and aligning goals can turn complexity into confidence. We unpack her “Three Ps” framework—People, Process, and Product—and discuss how strong leadership, accountability, and smart AI adoption keep growth steady and sustainable. If you've ever wondered what separates businesses that fade from those that flourish, this conversation will show you how to turn structure into freedom and process into legacy. Highlights: 00:10 – Why unexpected stories reveal how real businesses grow. 01:39 – How early life in Liberal, Kansas shaped a strong work ethic. 07:51 – What a 10,000 sq ft HQ build-out teaches about operations. 09:35 – How a trading floor was rebuilt in 36 hours and why speed matters. 11:21 – Why acquisitions fail without tribal knowledge and culture continuity. 13:19 – What Ferguson Alliance does for mid-market family businesses. 14:08 – Why many family firms don't make it to the third generation. 17:33 – How the 3 Ps—people, process, product—create durable growth. 20:49 – Why empowerment and clear decision rights prevent costly delays. 33:02 – The step-by-step process mapping approach that builds buy-in. 36:41 – Who should sponsor change and how to align managers. 49:36 – Why process docs and succession planning start on day one. 56:21 – Realistic timelines: six weeks to ninety days and beyond. 58:19 – How referrals expand projects across departments. About the Guest: With over 40 years of experience in the realm of business optimization and cost-effective strategies, Jan is a seasoned professional dedicated to revolutionizing company efficiency. From collaborating with large corporations encompassing over 1,000 employees to small 2-person offices, Jan's expertise lies in meticulously analyzing financials, processes, policies and procedures to drive enhanced performance. Since joining Ferguson Alliance in 2024, Jan has become a Certified Exit Planning Advisor and is currently in the process of certification in Artificial Intelligence Consulting and Implementation, adding to her ability to quickly provide businesses with an assessment and tools that will enhance their prosperity in today's competitive landscape. Jan's forte lies in crafting solutions that align with each client's vision, bolstering their bottom line and staffing dynamics. Adept in setting policies that align with company objectives, Jan is renowned for transforming challenges into opportunities for growth and longevity. With a knack for unraveling inefficiencies and analyzing net income, Jan is a go-to expert for family-owned businesses looking to extend their legacy into future generations. Ways to connect with Jan: Email address : Jan@Ferguson-Alliance.com Phone: 713 851 2229 LinkedIn: linkedin.com/in/jansouthern cepa Website: https://ferguson alliance.com About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset . Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hi everyone. I want to welcome you to unstoppable mindset where inclusion, diversity and the unexpected meet. But the neat thing about it is we don't usually deal with inclusion or diversity. We deal with everything, but that because people come on this podcast to tell their own stories, and that's what we get to do today with Jan southern not necessarily anything profound about inclusion or diversity, but certainly the unexpected. And I'm sure we're going to figure out how that happens and what's unexpected about whatever I got to tell you. Before we started, we were just sitting here telling a few puns back and forth. Oh, well, we could always do that, Jan, well, welcome to unstoppable mindset. We're glad you're here. Thank you so much. Glad to be here. Any puns before we start?   Jan Southern ** 02:09 No, I think we've had enough of those. I think we did it   Michael Hingson ** 02:11 in, huh? Yes. Well, cool. Well, I want to thank you for being here. Jan has been very actively involved in a lot of things dealing with business and helping people and companies of all sizes, companies of all sizes. I don't know about people of all sizes, but companies of all sizes in terms of becoming more effective and being well, I'll just use the term resilient, but we'll get into that. But right now, let's talk about the early Jan. Tell us about Jan growing up and all that sort of stuff that's always fun to start with.   Jan Southern ** 02:50 Yes, I grew up in Liberal Kansas, which is a small town just north of the Oklahoma border and a little bit east of New Mexico kind of down in that little Four Corners area. And I grew up in the time when we could leave our house in the morning on the weekends and come home just before dusk at night, and our parents didn't panic, you know. So it was a good it was a good time growing up. I i lived right across the street from the junior high and high school, so I had a hugely long walk to work, I mean,   Michael Hingson ** 03:28 to school,   Jan Southern ** 03:30 yeah, and so, you know, was a, was a cheerleader in high school, and went to college, then at Oklahoma State, and graduated from there, and here I am in the work world. I've been working since I was about 20 years old, and I'd hate to tell you how many years that's been.   Michael Hingson ** 03:51 You can if you want. I won't tell   03:55 nobody will know.   Michael Hingson ** 03:57 Good point. Well, I know it's been a long time I read your bio, so I know, but that's okay. Well, so when you What did you major in in college psychology? Ah, okay. And did you find a bachelor's degree or just bachelor's   Jan Southern ** 04:16 I did not. I got an Mrs. Degree and had two wonderful children and grew up, they've grown up and to become very fine young men with kids of their own. So I have four grandchildren and one great grandchild, so   Michael Hingson ** 04:33 Wowie Zowie, yeah, that's pretty cool. So when you left college after graduating, what did you do?   Jan Southern ** 04:40 I first went to work in a bank. My ex husband was in pharmacy school at Oklahoma, State University of Oklahoma, and so I went to work in a bank. I was the working wife while he went to pharmacy school. And went to work in a bank, and years later, became a bank consultant. So we we lived in Norman, Oklahoma until he was out of school and and as I began having children during our marriage, I went to work for a pediatrician, which was very convenient when you're trying to take care of kids when they're young.   Michael Hingson ** 05:23 Yeah, and what did you What did you do for a pediatrician?   Jan Southern ** 05:27 I was, I was her receptionist, and typed medical charts, so I learned a lot about medicine. Was very she was head of of pediatrics at a local hospital, and also taught at the university. And so I got a great education and health and well being of kids. It was, it was a great job.   Michael Hingson ** 05:51 My my sister in law had her first child while still in high school, and ended up having to go to work. She went to work for Kaiser Permanente as a medical transcriber, but she really worked her way up. She went to college, got a nursing degree, and so on, and she became a nurse. And eventually, when she Well, she didn't retire, but her last job on the medical side was she managed seven wards, and also had been very involved in the critical care unit. Was a nurse in the CCU for a number of years. Then she was tasked. She went to the profit making side of Kaiser, as it were, and she was tasked with bringing paperless charts into Kaiser. She was the nurse involved in the team that did that. So she came a long way from being a medical transcriber.   Jan Southern ** 06:51 Well, she came a long way from being a single mom in high school. That's a great story of success.   Michael Hingson ** 06:56 Well, and she wasn't totally a single mom. She she and the guy did marry, but eventually they they did divorce because he wasn't as committed as he should be to one person, if it were,   Speaker 1 ** 07:10 that's a familiar story. And he also drank and eventually died of cirrhosis of the liver. Oh, that's too bad. Yeah, that's always sad, but, you know, but, but she coped, and her her kids cope. So it works out okay. So you went to work for a pediatrician, and then what did you do?   Jan Southern ** 07:31 Well, after my husband, after he graduated, was transferred to Dallas, and I went to work for a company gardener, Denver company at the time, they've been since purchased by another company. And was because of my experience in banking prior to the pediatrician, I went to work in their corporate cash management division, and I really enjoyed that I was in their corporate cash management for their worldwide division, and was there for about four years, and really enjoyed it. One of my most exciting things was they were moving their headquarters from Quincy, Illinois down to Dallas. And so I had been hired. But since they were not yet in Dallas, I worked with a gentleman who was in charge of putting together their corporate offices. And so we made all the arrangements. As far as we had a got a 10,000 square foot blank space when we started. And our job was to get every desk, every chair, every pen and pencil. And so when somebody moved from Quincy, Illinois, they moved in and they had their desk all set up. Their cuticles were cubicles were ready to go and and they were they could hit the ground running day one, so that,   Michael Hingson ** 09:02 so you, you clearly really got into dealing with organization, I would would say, then, wouldn't, didn't you?   Jan Southern ** 09:11 Yes, yes, that was my, probably my first exposure to to the corporate world and learning exactly how things could be more efficient, more cost effective. And I really enjoyed working for that company.   Michael Hingson ** 09:30 I remember, after September 11, we worked to provide the technology that we were selling, but we provided technology to Wall Street firms so they could recover their data and get set up again to be able to open the stock exchange and all the trading floors on the 17th of September. So the next Monday. And it was amazing, one of the companies was, I think it was Morgan Stanley. Finally and they had to go find new office space, because their office space in the World Trade Center was, needless to say, gone. They found a building in Jersey City that had a floor, they said, about the size of a football field, and from Friday night to Sunday afternoon, they said it took about 36 hours. They brought in computers, including IBM, taking computers from some of their own people, and just bringing them into to Morgan Stanley and other things, including some of the technology that we provided. And within 36 hours, they had completely reconstructed a trading floor. That's amazing. It was, it was absolutely amazing to see that. And you know, for everyone, it was pretty crazy, but Wall Street opened on the 17th and and continued to survive.   Jan Southern ** 10:57 That's a great story.   Michael Hingson ** 10:59 So what did you do? So you did this, this work with the 10,000 square foot space and other things like that. And then what?   Jan Southern ** 11:08 Well, once, once everyone moved into the space in Dallas. Then I began my work in their in their corporate cash management area. And from there, my next job was working in a bank when my my husband, then was transferred back to Tulsa, Oklahoma, and I went back to work in banking. And from that bank, I was there about three to four years, and I was hired then by John Floyd as a as a consultant for banks and credit unions, and I was with that company for 42 years. My gosh, I know that's unusual these days, but I really enjoyed what I did. We did re engineering work and cost effectiveness and banks and credit unions for those 42 years. And so that was where I really cut my teeth on process improvement and continuous improvement, and still in that industry. But their company was bought by a an equity firm. And of course, when that happens, they like to make changes and and bring in their own folks. So those of us who had been there since day one were no longer there.   Michael Hingson ** 12:26 When did that happen?   Jan Southern ** 12:27 That was in 2022   Michael Hingson ** 12:32 so it's interesting that companies do that they always want to bring in their own people. And at least from my perspective, it seems to me that they forget that they lose all the tribal knowledge that people who have been working there have that made the company successful   Jan Southern ** 12:51 Absolutely. So I guess they're still doing well, and they've done well for themselves afterwards, and but, you know, they do, they lose all the knowledge, they lose all of the continuity with the clients. And it's sad that they do that, but that's very, very common.   Michael Hingson ** 13:13 Yeah, I know I worked for a company that was bought by Xerox, and all the company wanted was our technology. All Xerox wanted was the technology. And they lost all of the knowledge that all the people with sales experience and other kinds of experiences brought, because they terminated all of us when the company was fully in the Xerox realm of influence.   Jan Southern ** 13:39 So you know what I went through? Yeah.   Michael Hingson ** 13:42 Well, what did you do after you left that company? After you left John Floyd,   Jan Southern ** 13:47 I left John Floyd, I was under a I was under a non compete, so I kind of knocked around for a couple of years. I was of age where I could have retired, but I wasn't ready to. So then I found Ferguson Alliance, and I'm now a business advisor for family owned businesses, and so I've been with Ferguson just over a year, and doing the same type of work that I did before. In addition to that, I have become a certified Exit Planning advisor, so that I can do that type of work as well. So that's that's my story in a nutshell. As far as employment,   Michael Hingson ** 14:26 what is Ferguson Alliance?   Jan Southern ** 14:29 Ferguson Alliance, we are business advisors for family owned businesses. And the perception is that a family owned business is going to be a small business, but there are over 500,000 family owned businesses in the United States. Our market is the middle market, from maybe 50 employees up to 1000 20 million in revenues, up to, you know, the sky's the limit, and so we do. Do a lot of work as far as whatever can help a family owned business become more prosperous and survive into future generations. It's a sad statistic that most family owned businesses don't survive into the third generation.   Michael Hingson ** 15:16 Why is that?   Jan Southern ** 15:19 I think because they the first the first generation works themselves, their fingers to the bone to get their their business off the ground, and they get successful, and their offspring often enjoy, if you will, the fruits of the labors of their parents and so many of them, once they've gone to college, they don't have an interest in joining the firm, and so they go on and succeed on their own. And then their children, of course, follow the same course from from their work. And so that's really, I think, the primary reason, and also the the founders of the businesses have a tendency to let that happen, I think. And so our coaching programs try to avoid that and help them to bring in the second and third generations so that they can, you know, they can carry on a legacy of their parents or the founders.   Michael Hingson ** 16:28 So what do you do, and what kinds of initiatives do you take to extend the longevity of a family owned business then,   Jan Southern ** 16:39 well, the first thing is that that Rob, who's our founder of our family owned business, does a lot of executive coaching and helps the helps the people who are within the business, be it the founder or being at their second or third generations, and he'll help with coaching them as to how to, hey, get past the family dynamics. Everybody has their own business dynamics. And then you add on top of that, the family dynamics, in addition to just the normal everyday succession of a business. And so we help them to go through those types of challenges, if you will. They're not always a challenge, but sometimes, if there are challenges, Rob's coaching will take them through that and help them to develop a succession plan that also includes a document that says that that governance plan as to how their family business will be governed, in addition to just a simple succession plan, and my role in a lot of that is to make sure that their business is ready to prosper too. You know that their their assessment of as far as whether they're profitable, whether they are their processes are in place, etc, but one of the primary things that we do is to help them make certain that that if they don't want to survive into future generations, that we help them to prepare to either pass it along to a family member or pass it along to someone who's a non family member, right?   Michael Hingson ** 18:34 So I've heard you mentioned the 3p that are involved in extending longevity. Tell me about that. What are the three P's?   Jan Southern ** 18:41 Well, the first p is your people. You know, if you don't take care of your people, be they family members or non family members, then you're not going to be very successful. So making certain that you have a system in place, have a culture in place that takes care of your people. To us, is very key. Once you make sure that your people are in a culture of continuous improvement and have good, solid foundation. In that regard, you need to make sure that your processes are good. That's the second P that that you have to have your processes all documented, that you've authorized your people to make decisions that they don't always have to go to somebody else. If you're a person in the company and you recognize that something's broken, then you need to have empowerment so that your people can make decisions and not always have to get permission from someone else to make certain that those processes continuously are approved improved. That's how to you. Could have became so successful is they installed a product. They called it, I say, a product. They installed a culture. They called it kaizen. And so Kaizen was simply just continuous improvement, where, if you were doing a process and you ask yourself, why did I do it this way? Isn't there a better way? Then, you know, you're empowered to find a better way and to make sure that that that you can make that decision, as long as it fits in with the culture of the company. Then the third P is product. You know, you've got to have a product that people want. I know that you've seen a lot of companies fail because they're pushing a product that nobody wants. And so you make certain that your products are good, your products are good, high quality, and that you can deliver them in the way that you promise. And so those are really the 3p I'd like to go back to process and just kind of one of the things, as you know, we had some horrendous flooding here in Texas recently, and one of the things that happened during that, and not that it was a cause of it, but just one of the things that exacerbated the situation, is someone called to say, Please, we need help. There's flooding going on. It was one of their first responders had recognized that there was a tragic situation unfolding, and when he called into their system to give alerts, someone says, Well, I'm going to have to get approval from my supervisor, with the approval didn't come in time. So what's behind that? We don't know, but that's just a critical point as to why you should empower your people to make decisions when, when it's necessary.   Michael Hingson ** 21:56 I'm sure, in its own way, there was some of that with all the big fires out here in California back in January, although part of the problem with those is that aircraft couldn't fly for 36 hours because the winds were so heavy that there was just no way that the aircraft could fly. But you got to wonder along the way, since they are talking about the fact that the electric companies Southern California, Edison had a fair amount to do with probably a lot a number of the fires igniting and so on, one can only wonder what might have happened if somebody had made different decisions to better prepare and do things like coating the wires so that if they touch, they wouldn't spark and so on that they didn't do. And, you know, I don't know, but one can only wonder.   Jan Southern ** 22:53 It's hard to know, you know, and in our situation, would it have made any difference had that person been able to make a decision on her own? Yeah, I was moving so rapidly, it might not have made any any difference at all, but you just have to wonder, like you said,   Michael Hingson ** 23:10 yeah, there's no way to, at this point, really know and understand, but nevertheless, it is hopefully something that people learn about for the future, I heard that they're now starting to coat wires, and so hopefully that will prevent a lot, prevent a lot of the sparking and so on. I'd always thought about they ought to put everything underground, but coating wire. If they can do that and do it effectively, would probably work as well. And that's, I would think, a lot cheaper than trying to put the whole power grid underground.   Jan Southern ** 23:51 I would think so we did when I was with my prior company. We did a project where they were burying, they were putting everything underground, and Burlington Vermont, and it was incredible what it takes to do that. I mean, you just, we on the outside, just don't realize, you know, there's a room that's like 10 by six underground that carries all of their equipment and things necessary to do that. And I never realized how, how costly and how difficult it was to bury everything. We just have the impression that, well, they just bury this stuff underground, and that's all. That's all it takes. But it's a huge, huge undertaking in order to do that   Michael Hingson ** 24:36 well. And it's not just the equipment, it's all the wires, and that's hundreds and of miles and 1000s of miles of cable that has to be buried underground, and that gets to be a real challenge.   Jan Southern ** 24:47 Oh, exactly, exactly. So another story about cables. We were working in West Texas one time on a project, and we're watching them stretch the. Wiring. They were doing some internet provisioning for West Texas, which was woefully short on in that regard, and they were stringing the wire using helicopters. It was fascinating, and the only reason we saw that is it was along the roadways when we were traveling from West Texas, back into San Antonio, where flights were coming in and out of so that was interesting to watch.   Michael Hingson ** 25:28 Yeah, yeah. People get pretty creative. Well, you know, thinking back a little bit, John Floyd must have been doing something right to keep you around for 42 years.   Jan Southern ** 25:40 Yes, they did. They were a fabulous country company and still going strong. I think he opened in 1981 it's called advantage. Now, it's not John Floyd, but Right, that was a family owned business. That's where I got to cut my teeth on the dynamics of a family owned business and how they should work and how and his niece is one of the people that's still with the company. Whether, now that they're owned by someone else, whether she'll be able to remain as they go into different elements, is, is another question. But yeah, they were, they were great.   Michael Hingson ** 26:20 How many companies, going back to the things we were talking about earlier, how many companies when they're when they buy out another company, or they're bought out by another company, how many of those companies generally do succeed and continue to grow? Do you have any statistics, or do more tend not to than do? Or   Jan Southern ** 26:40 I think that more tend to survive. They tend to survive, though, with a different culture, I guess you would say they they don't retain the culture that they had before. I don't have any firm statistics on that, because we don't really deal with that that much, but I don't they tend to survive with it, with a the culture of the newer company, if they fold them in, yeah.   Michael Hingson ** 27:15 Well, and the reality is to be fair, evolution always takes place. So the John Floyd and say, 2022 wasn't the same as the John Floyd company in 1981   Jan Southern ** 27:31 not at all. No, exactly, not at all.   Michael Hingson ** 27:34 So it did evolve, and it did grow. And so hopefully, when that company was absorbed elsewhere and with other companies, they they do something to continue to be successful, and I but I think that's good. I know that with Xerox, when it bought Kurzweil, who I worked for, they were also growing a lot and so on. The only thing is that their stock started to drop. I think that there were a number of things. They became less visionary, I think is probably the best way to put it, and they had more competition from other companies developing and providing copiers and other things like that. But they just became less visionary. And so the result was that they didn't grow as much as probably they should have.   Jan Southern ** 28:28 I think that happens a lot. Sometimes, if you don't have a culture of continuous improvement and continuous innovation, which maybe they didn't, I'm not that familiar with how they move forward, then you get left behind. You know, I'm I'm in the process right now, becoming certified in artificial intelligent in my old age. And the point that's made, not by the company necessarily that I'm studying with, but by many others, is there's going to be two different kinds of companies in the future. There's going to be those who have adopted AI and those who used to be in business. And I think that's probably fair.   Michael Hingson ** 29:13 I think it is. And I also we talked with a person on this podcast about a year ago, or not quite a year ago, but, but he said, AI will not replace anyone's jobs. People will replace people's jobs with AI, but they shouldn't. They shouldn't eliminate anyone from the workforce. And we ended up having this discussion about autonomous vehicles. And the example that he gave is, right now we have companies that are shippers, and they drive product across the country, and what will happen to the drivers when the driving process becomes autonomous and you have self driving vehicles, driving. Across country. And his point was, what they should do, what people should consider doing is not eliminating the drivers, but while the machine is doing the driving, find and give additional or other tasks to the drivers to do so they can continue to be contributors and become more efficient and help the company become more efficient, because now you've got people to do other things than what they were used to doing, but there are other things that AI won't be able to do. And I thought that was pretty fascinating,   Jan Southern ** 30:34 exactly. Well, my my nephew is a long haul truck driver. He owns a company, and you know, nothing the AI will never be able to observe everything that's going on around the trucking and and you know, there's also the some of the things that that driver can do is those observations, plus they're Going to need people who are going to program those trucks as they are making their way across the country, and so I'm totally in agreement with what your friend said, or your you know, your guests had to say that many other things,   Michael Hingson ** 31:15 yeah, and it isn't necessarily even relating to driving, but there are certainly other things that they could be doing to continue to be efficient and effective, and no matter how good the autonomous driving capabilities are, it only takes that one time when for whatever reason, the intelligence can't do it, that it's good To have a driver available to to to to help. And I do believe that we're going to see the time when autonomous vehicles will be able to do a great job, and they will be able to observe most of all that stuff that goes on around them. But there's going to be that one time and that that happens. I mean, even with drivers in a vehicle, there's that one time when maybe something happens and a driver can't continue. So what happens? Well, the vehicle crashes, or there's another person to take over. That's why we have at least two pilots and airplanes and so on. So right, exactly aspects of it,   Jan Southern ** 32:21 I think so I can remember when I was in grade school, they showed us a film as to what someone's vision of the country was, and part of that was autonomous driving, you know. And so it was, it was interesting that we're living in a time where we're beginning to see that, yeah,   Michael Hingson ** 32:41 we're on the cusp, and it's going to come. It's not going to happen overnight, but it will happen, and we're going to find that vehicles will be able to drive themselves. But there's still much more to it than that, and we shouldn't be in too big of a hurry, although some so called profit making. People may decide that's not true, to their eventual chagrin, but we shouldn't be too quick to replace people with technology totally   Jan Southern ** 33:14 Exactly. We have cars in I think it's Domino's Pizza. I'm not sure which pizza company, but they have autonomous cars driving, and they're cooking the pizza in the back oven of the car while, you know, while it's driving to your location, yeah, but there's somebody in the car who gets out of the car and brings the pizza to my door.   Michael Hingson ** 33:41 There's been some discussion about having drones fly the pizza to you. Well, you know, we'll see,   Jan Southern ** 33:50 right? We'll see how that goes. Yeah,   Michael Hingson ** 33:53 I haven't heard that. That one is really, pardon the pun, flown well yet. But, you know, we'll see. So when you start a process, improvement process program, what are some of the first steps that you initiate to bring that about? Well, the first   Jan Southern ** 34:11 thing that we do, once we've got agreement with their leadership, then we have a meeting with the people who will be involved, who will be impacted, and we tell them all about what's happening, what's going to happen, and make certain that they're in full understanding. And you know, the first thing that you ever hear when you're saying that you're going to be doing a re engineering or process improvement is they think, Oh, you're just going to come in and tell me to reduce my staff, and that's the way I'm going to be more successful. We don't look at it that way at all. We look at it in that you need to be right. Have your staff being the right size, and so in in many cases, in my past. I we've added staff. We've told them, you're under staffed, but the first thing we do is hold that meeting, make certain that they're all in agreement with what's going to happen, explain to them how it's going to happen, and then the next step is that once management has decided who our counterparts will be within the company. Who's going to be working with us to introduce us to their staff members is we sit down with their staff members and we ask them questions. You know, what do you do? How do you do it? What do you Did someone bring it to you. Are you second in line or next in line for some task? And then once you finish with it, what happens to it? Do you give someone else? Is a report produced? Etc. And so once we've answered all of those questions, we do a little a mapping of the process. And once you map that process, then you take it back to the people who actually perform the process, and you ask them, Did I get this right? I heard you say, this? Is this a true depiction of what's happening? And so we make sure that they don't do four steps. And they told us steps number one and three, so that then, once we've mapped that out, that gives us an idea of two of how can things be combined? Can they be combined? Should you be doing what you're doing here? Is there a more efficient or cost effective way of doing it? And we make our recommendations based on that for each process that we're reviewing. Sometimes there's one or two good processes in an area that we're looking at. Sometimes there are hundreds. And so that's that's the basic process. And then once they've said yes, that is correct, then we make our recommendations. We take it back to their management, and hopefully they will include the people who actually are performing the actions. And we make our recommendations to make changes if, if, if it's correct, maybe they don't need to make any changes. Maybe everything is is very, very perfect the way it is. But in most cases, they brought us in because it's not and they've recognized it's not. So then once they've said, yes, we want to do this, then we help them to implement.   Michael Hingson ** 37:44 Who usually starts this process, that is, who brings you in?   Jan Southern ** 37:48 Generally, it is going to be, depending upon the size of the company, but in most cases, it's going to be the CEO. Sometimes it's the Chief Operating Officer. Sometimes in a very large company, it may be a department manager, you know, someone who has the authority to bring us in. But generally, I would say that probably 90% of our projects, it's at the C   Michael Hingson ** 38:19 level office. So then, based on everything that you're you're discussing, probably that also means that there has to be some time taken to convince management below the CEO or CEO or a department head. You've got to convince the rest of management that this is going to be a good thing and that you have their best interest at heart.   Jan Southern ** 38:43 That is correct, and that's primarily the reason that we have for our initial meeting. We ask whoever is the contract signer to attend that meeting and be a part of the discussion to help to ward off any objections, and then to really bring these people along if they are objecting. And for that very reason, even though they may still be objecting, we involve them in the implementation, so an implementation of a of a recommendation has to improve, has to include the validation. So we don't do the work, but we sit alongside the people who are doing the implementation and guide them through the process, and then it's really up to them to report back. Is it working as intended? If it's not, what needs to be changed, what might improve, what we thought would be a good recommendation, and we work with them to make certain that everything works for them. Right? And by the end of that, if they've been the tester, they've been the one who's approved steps along the way, we generally find that they're on board because they're the it's now. They're now the owners of the process. And when they have ownership on something that they've implemented. It's amazing how much more resilient they they think that the process becomes, and now it's their process and not ours.   Michael Hingson ** 40:32 Do you find most often that when you're working with a number of people in a company that most of them realize that there need to be some changes, or something needs to be improved to make the whole company work better. Or do you find sometimes there's just great resistance, and people say no, there's just no way anything is bad.   Jan Southern ** 40:53 Here we find that 90% of the time, and I'm just pulling that percentage out of the air, I would say they know, they know it needs to be changed. And the ones typically, not always, but typically, the ones where you find the greatest resistance are the ones who know it's broken, but they just don't want to change. You know, there are some people who don't want to change no matter what, or they feel threatened that. They feel like that a new and improved process might take their place. You know, might replace them. And that's typically not the case. It's typically not the case at all, that they're not replaced by it. Their process is improved, and they find that they can be much more productive. But the the ones who are like I call them the great resistors, usually don't survive the process either. They are. They generally let themselves go,   Michael Hingson ** 42:01 if you will, more ego than working for the company.   Jan Southern ** 42:05 Yes, exactly, you know, it's kind of like my mom, you know, and it they own the process as it was. We used to laugh and call this person Louise, you know, Louise has said, Well, we've always done it that way. You know, that's probably the best reason 20 years in not to continue to do it same way.   Michael Hingson ** 42:34 We talked earlier about John Floyd and evolution. And that makes perfect sense. Exactly what's one of the most important things that you have to do to prepare to become involved in preparing for a process, improvement project? I think   Jan Southern ** 42:52 the most important thing there's two very important things. One is to understand their culture, to know how their culture is today, so that you know kind of which direction you need to take them, if they're not in a continuous improvement environment, then you need to lead them in that direction if they're already there and they just don't understand what needs to be done. There's two different scenarios, but the first thing you need to do is understand the culture. The second thing that you need to do, other than the culture, is understand their their business. You need to know what they do. Of course, you can't know from the outside how they do it, but you need to know that, for instance, if it's an we're working with a company that cleans oil tanks and removes toxins and foul lines from oil and gas industry. And so if you don't understand at all what they do, it's hard to help them through the processes that they need to go through. And so just learning, in general, what their technology, what their business is about. If you walk in there and haven't done that, you're just blowing smoke. In my mind, you know, I do a lot of research on the technologies that they use, or their company in general. I look at their website, I you know, look at their LinkedIn, their social media and so. And then we request information from them in advance of doing a project, so that we know what their org structure looks like. And I think those things are critical before you walk in the door to really understand their business in general.   Michael Hingson ** 44:53 Yeah, and that, by doing that, you also tend to. To gain a lot of credibility, because you come in and demonstrate that you do understand what they're doing, and people respond well to that, I would think   Jan Southern ** 45:10 they do. You know, one of our most interesting projects in my past was the electric company that I mentioned. There was an electric company in Burlington, Vermont that did their own electric generation. We've never looked at anything like that. We're a bank consultant, and so we learned all about how they generated energy with wood chips and the, you know, the different things. And, you know, there were many days that I was out watching the wood chips fall out of a train and into their buckets, where they then transferred them to a yard where they moved the stuff around all the time. So, you know, it was, it's very interesting what you learn along the way. But I had done my homework, and I knew kind of what they did and not how they did it in individual aspects of their own processes, but I understood their industry. And so it was, you do walk in with some credibility, otherwise they're looking at you like, well, what does this person know about my job?   Michael Hingson ** 46:20 And at the same time, have you ever been involved in a situation where you did learn about the company you you went in with some knowledge, you started working with the company, and you made a suggestion about changing a process or doing something that no one had thought of, and it just clicked, and everybody loved it when they thought about it,   Jan Southern ** 46:42 yes, yes, exactly. And probably that electric company was one of those such things. You know, when they hired us, they they told us. We said, We don't know anything about your business. And they said, Good, we don't want you to come in with any preconceived ideas. And so some of the recommendations we made to them. They were, it's kind of like an aha moment. You know, they look at you like, Oh my gosh. I've never thought of that, you know, the same I would say in in banking and in family businesses, you know, they just, they've never thought about doing things in a certain way.   Michael Hingson ** 47:20 Can you tell us a story about one of those times?   Jan Southern ** 47:24 Yes, I would say that if you're, if you're talking about, let's talk about something in the banking industry, where they are. I was working in a bank, and you, you go in, and this was in the days before we had all of the ways to store things electronically. And so they were having a difficult time in keeping all of their documents and in place and knowing when to, you know, put them in a destruction pile and when not to. And so I would say that they had an aha moment when I said, Okay, let's do this. Let's get a bunch of the little colored dots, and you have big dots and small dots. And I said, everything that you put away for 1990 for instance, then you put on a purple dot. And then for January, you have 12 different colors of the little dots that you put in the middle of them. And you can use those things to determine that everything that has a purple dot and little yellow.in the middle of that one, you know that that needs to be destructed. I think in that case, it was seven years, seven years from now, you know that you need to pull that one off the shelf and put it into the pile to be destructed. And they said, we've never thought of anything. It was like I had told him that, you know, the world was going to be struck, to be gone, to begin tomorrow. Yeah, it was so simple to me, but it was something that they had never, ever thought of, and it solved. They had something like five warehouses of stuff, most of which needed to have been destroyed years before, yeah,   Michael Hingson ** 49:21 but still they weren't sure what, and so you gave them a mechanism to do that,   Jan Southern ** 49:27 right? Of course, that's all gone out the window today. You don't have to do all that manual stuff anymore. You're just, you know, I'd say another example of that was people who were when we began the system of digitizing the files, especially loan files in a bank. And this would hold true today as well, in that once you start on a project to digitize the files, there's a tendency to take the old. Files first and digitize those. Well, when you do that, before you get to the end of it, if you have a large project, you don't need those files anymore. So you know, our recommendation is start with your latest. You know, anything that needs to be archived, start with the newest, because by the time that you finish your project, some of those old files you won't even need to digitize, just shred them. Yeah, you know, it's, it's just little simple things like that that can make all the difference.   Michael Hingson ** 50:32 When should a family business start documenting processes? I think I know that's what I thought you'd say,   Jan Southern ** 50:40 yes, yes, that is something that is near and dear to my heart. Is that I would even recommend that you maybe do it before you open your doors, if potential is there, so that the day you open your business, you need to start with your documenting your processes, and you need to start on your succession planning. You know, those are the days that once you really start working, you're not going to have time. You know, you're going to be busy working every day. You're you're going to be busy servicing your customers, and that always gets pushed to the back when you start to document something, and so that's the time do it when you first open your doors.   Michael Hingson ** 51:29 So when we talk about processes, maybe it's a fair question to ask, maybe not. But what are we really talking about when we talk about processes and documenting processes? What are the processes?   Jan Southern ** 51:41 Well, the processes are the things that you do every day. Let's take as an example, just when you set up your your files within your SharePoint, or within your computer, if you don't use SharePoint, your Google files, how you set those up, a process could also be during your accounting, what's the process that you go through to get a invoice approved? You know, when the invoice comes in from the vendor, what do you do with it? You know, who has to approve it? Are there dollar amounts that you have to have approvals for? Or can some people just take in a smaller invoice and pay it without any any approvals? We like to see there be a process where it's approved before you get the invoice from the customer, where it's been approved at the time of the order. And that way it can be processed more more quickly on the backside, to just make sure that it says what the purchase order if you use purchase orders or see what your agreement was. So it's the it's the workflow. There's something that triggers an action, and then, once gets triggered, then what takes place? What's next, what's the next steps? And you just go through each one of the things that has to happen for that invoice to get paid, and the check or wire transfer, or or whatever you use as a payment methodology for it to go out the door. And so, you know what you what you do is you start, there's something that triggers it, and then there's a goal for the end, and then you fill in in the center,   Michael Hingson ** 53:38 and it's, it's, it's a fascinating I hate to use the word process to to listen to all of this, but it makes perfect sense that you should be documenting right from the outset about everything that you do, because it also means that you're establishing a plan so that everyone knows exactly what the expectations are and exactly what it is that needs to be done every step of the way,   Jan Southern ** 54:07 right and and one of the primary reasons for that is we can't anticipate life. You know, maybe our favorite person, Louise, is the only one who's ever done, let's say, you know, payroll processing, or something of that sort. And if something happens and Louise isn't able to come in tomorrow, who's going to do it? You know, without a map, a road map, as to the steps that need to be taken, how's that going to take place? And so that's that's really the critical importance. And when you're writing those processes and procedures, you need to make them so that anybody can walk in off the street, if necessary, and do what Louise was doing and have it done. Properly.   Michael Hingson ** 55:00 Of course, as we know, Louise is just a big complainer anyway. That's right, you said, yeah. Well, once you've made recommendations, and let's say they're put in place, then what do you do to continue supporting a business?   Jan Southern ** 55:20 We check in with them periodically, whatever is appropriate for them and and for the procedures that are there, we make sure that it's working for them, that they're being as prosperous as they want to be, and that our recommendations are working for them. Hopefully they'll allow us to come back in and and most do, and make sure that what we recommended is right and in is working for them, and if so, we make little tweaks with their approvals. And maybe new technology has come in, maybe they've installed a new system. And so then we help them to incorporate our prior recommendations into whatever new they have. And so we try to support them on an ongoing basis, if they're willing to do that, which we have many clients. I think Rob has clients he's been with for ever, since he opened his doors 15 years ago. So   Michael Hingson ** 56:19 of course, the other side of that is, I would assume sometimes you work with companies, you've helped them deal with processes and so on, and then you come back in and you know about technology that that they don't know. And I would assume then that you suggest that, and hopefully they see the value of listening to your wisdom.   Jan Southern ** 56:41 Absolutely, we find that a lot. We also if they've discovered a technology on their own, but need help with recommendations, as far as implementation, we can help them through that as well, and that's one of the reasons I'm taking this class in AI to be able to help our customers move into a realm where it's much more easily implemented if, if they already have the steps that we've put into place, you can feed that into an AI model, and it can make adjustments to what they're doing or make suggestions.   Michael Hingson ** 57:19 Is there any kind of a rule of thumb to to answer this question, how long does it take for a project to to be completed?   Jan Southern ** 57:26 You know, it takes, in all fairness, regardless of the size of the company, I would say that they need to allow six weeks minimum. That's for a small company with a small project, it can take as long as a year or two years, depending upon the number of departments and the number of people that you have to talk to about their processes. But to let's just take an example of a one, one single department in a company is looking at doing one of these processes, then they need to allow at least six weeks to for discovery, for mapping, for their people to become accustomed to the new processes and to make sure that the implementation has been tested and is working and and they're satisfied with everything that that is taking place. Six weeks is a very, very minimum, probably 90 days is a more fair assessment as to how long they should allow for everything to take place.   Michael Hingson ** 58:39 Do you find that, if you are successful with, say, a larger company, when you go in and work with one department and you're able to demonstrate success improvements, or whatever it is that that you define as being successful, that then other departments want to use your services as well?   Jan Southern ** 59:00 Yes, yes, we do. That's a very good point. Is that once you've helped them to help themselves, if you will, once you've helped them through that process, then they recognize the value of that, and we'll move on to another division or another department to do the same thing.   Michael Hingson ** 59:21 Word of mouth counts for a lot,   Jan Southern ** 59:24 doesn't it? Though, I'd say 90% of our business at Ferguson and company comes through referrals. They refer either through a center of influence or a current client who's been very satisfied with the work that we've done for them, and they tell their friends and networking people that you know. Here's somebody that you should use if you're considering this type of a project.   Michael Hingson ** 59:48 Well, if people want to reach out to you and maybe explore using your services in Ferguson services, how do they do that?   Jan Southern ** 59:55 They contact they can. If they want to contact me directly, it's Jan. J, a n, at Ferguson dash alliance.com and that's F, E, R, G, U, S, O, N, Dash alliance.com and they can go to our website, which is the same, which is Ferguson dash alliance.com One thing that's very, very good about our our website is, there's a page that's called resources, and there's a lot of free advice, if you will. There's a lot of materials there that are available to family owned businesses, specifically, but any business could probably benefit from that. And so those are free for you to be able to access and look at, and there's a lot of blog information, free eBook out there, and so that's the best way to reach Ferguson Alliance.   Michael Hingson ** 1:00:52 Well, cool. Well, I hope people will take all of this to heart. You certainly offered a lot of interesting and I would say, very relevant ideas and thoughts about dealing with processes and the importance of having processes. For several years at a company, my wife was in charge of document control and and not only doc control, but also keeping things secure. Of course, having the sense of humor that I have, I pointed out nobody else around the company knew how to read Braille, so what they should really do is put all the documents in Braille, then they'd be protected, but nobody. I was very disappointed. Good idea   Speaker 2 ** 1:01:36 that is good idea that'll keep them safe from everybody. Yeah.   Michael Hingson ** 1:01:39 Well, I want to thank you for being here, and I want to thank to thank all of you for listening today. We've been doing this an hour. How much fun. It is fun. Well, I appreciate it, and love to hear from all of you about today's episode. Please feel free to reach out to me. You can email me at Michael H i@accessibe.com or go to our podcast page. Michael hingson, M, I, C, H, A, E, L, H, I N, G, s, O, n.com/podcast, but wherever you're listening, please give us a five star rating. We value your thoughts and your opinions, and I hope that you'll tell other people about the podcasts as well. This has been an interesting one, and we try to make them all kind of fun and interesting, so please tell others about it. And if anyone out there listening knows of anyone who ought to be a guest, Jan, including you, then please feel free to introduce us to anyone who you think ought to be a guest on unstoppable mindset. Because I believe everyone has a story to tell, and I want to get as many people to have the opportunity to tell their stories as we can. So I hope that you'll all do that and give us reviews and and stick with us. But Jan, again, I want to thank you for being here. This has been a lot of fun.   Jan Southern ** 1:02:51 It has been a lot of fun, and I certainly thank you for inviting me.   Michael Hingson ** 1:03:00 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

¿Son maleducadas las personas en España… o solo parece así?En este episodio hablo de choques culturales cuando usamos el "gracias" o el "de nada". Por qué a veces el silencio no es mala educación, sino simplemente otra norma social.Te cuento cómo se dan las gracias en España (y por qué puede confundirte) y también los beneficios emocionales y mentales de ser una persona agradecida.Además, te regalo un eBook para empezar tu propio diario de gratitud… ¡en español!Free eBooks: Habla español con AI & La guía del estudiante de españolMis cursos online: Español Camaleón - A REALISTIC pronunciation course Español Ágil - Intermediate Spanish Español PRO - Advanced Spanish Español Claro - Upper-beginner Spanish Si no sabes cuál es mejor para ti, haz el TEST. Intermediate Spanish Podcast with Free Transcript & Vocabulary Flashcards www.spanishlanguagecoach.com - Aprende español escuchando contenido natural adaptado para estudiantes de español de nivel intermedio. Si es la primera vez que escuchas este podcast, puedes usarlo como un podcast diario para aprender español - Learn Spanish Daily Podcast with Spanish Language Coach Social media:YouTubeInstagram...

In today's episode of The Lunchtime Series with Kevin Britz, we've partnered with Hello Coach to bring you an exclusive look at Leadership Development, Emotional Intelligence, and Resilience — featuring Pearl Tshabalala, a Leadership, Life, and Wellness Coach, Mentor, and Psychosocial Practitioner.Discover how leaders can elevate their emotional intelligence, build trust, balance empathy with accountability, and develop authentic leadership that inspires others. Pearl shares her professional journey from social work to leadership coaching, insights into mental well-being, and how resilience and realism can transform the way leaders show up for themselves and their teams.

Dr. Julia Garcia is a psychologist, speaker, and author of The Five Habits of Hope: Stories and Strategies to Help You Find Your Way. In this episode, she joins John Jantsch to explore how hope isn't just a feeling—it's a leadership strategy that drives resilience, innovation, and connection. Julia reveals how emotional habits like release, repurposing, and emotional risk-taking can transform workplace culture and empower teams to thrive. Discover how leading with hope can build stronger, more human organizations. 00:00 Start 00:33 Meet Julia Garcia 01:10 Hope as a Habit 02:32 Debunking Hope Myths 04:37 Owning Your Own Story 06:07 Reframing Your Identity 07:47 Fighting Loneliness Together 10:28 Practicing Hope Daily 11:54 Hope in Business Culture 15:06 The Release Exercise 18:17 Realistic vs Unrealistic Hope 20:09 Connect with Julia Rate, Review, & Follow If you liked this episode, please rate and review the show. Let us know what you loved most about the episode. Struggling with strategy? Unlock your free AI-powered prompts now and start building a winning strategy today!

Hoy charlo con uno de mis escritores contemporáneos favoritos, Guillermo Alonso, que acaba de publicar su nueva novela El efecto deseado.Hablamos de cómo surgen las ideas, de la libertad al crear, de la soledad como punto de partida y de ese equilibrio tan suyo entre humor y ternura que hace que incluso lo triste se lea con una sonrisa.Instagram GuillermoAquí puedes comprar su nuevo libro El efecto deseadoFree eBooks: Habla español con AI & La guía del estudiante de españolMis cursos online: Español Camaleón - A REALISTIC pronunciation course Español Ágil - Intermediate Spanish Español PRO - Advanced Spanish Español Claro - Upper-beginner Spanish Si no sabes cuál es mejor para ti, haz el TEST. Advanced Spanish Podcast with Free Transcript & Vocabulary Flashcards www.spanishlanguagecoach.com - Aprende español escuchando conversaciones reales en español para estudiantes de nivel avanzado con recursos gratuitos. Si es la primera vez que escuchas este podcast, puedes usarlo como un podcast diario para aprender español - Learn Spanish Daily Podcast with Spanish Language Coach Social media:YouTubeInstagram...

It's a HUGE Football Tuesday on The Sportsocracy LIVE on ESPN Radio Asheville!

The beauty of fitness is that there is a wide variety of exercises available. Whether you enjoy strength training, group classes, or a good old-fashioned walk, there's truly something for everyone. But if you have a specific goal in mind, you might want to fine tune your routine.  On today's show, you're going to learn about the two best exercises for burning fat. Our guest, Brad Kearns, is a world-ranked professional triathlete and elite masters track & field sprinter. Today, he's back on The Model Health Show for a powerful conversation on the specific exercises that result in fat loss and the science behind it.  This interview contains the essential formula for adding these two exercises into your routine whether you're a beginner or a fitness expert. You're going to learn about how to improve your body composition, increase your longevity, and much more. If you're interested in burning fat and simplifying your fitness routine, just click play. Enjoy!  In this episode you'll discover: What the two best exercises to stimulate fat loss are. (2:50) How sprinting and power exercises can ward off sarcopenia.  (4:37) The best way to add jumping into your training routine. (7:10) Different methods you can use to incorporate sprinting.  (13:34) How long the human body is capable of sprinting.  (17:32) The benefits of exercising in a pool.  (18:38) How many reps are optimal when sprint training.  (24:52) How many times per week to incorporate sprint training. (26:58) The best exercises for teaching the body to sprint.  (31:07) Why sprinting on flat ground is beneficial for bone density.  (34:00) The benefits of skipping.  (34:55) How barefoot shoes can improve performance and functionality.  (41:50) Brad's take on Allen Iverson's infamous practice rant. (53:33) Realistic ways to add jumping into your routine.  (58:44) Items mentioned in this episode include: DrinkLMNT.com/model - Get a FREE sample pack of electrolytes with any order! Peluva.com/model - Get 15% off barefoot shoes with my code MODEL!  Peluva on YouTube - Learn more about training & minimalist footwear! Shocking Health Challenges & Triumphant Journey - Hear my interview on the B.Rad Podcast Connect with Brad Kearns Website / Podcast / Instagram / YouTube Be sure you are subscribed to this podcast to automatically receive your episodes:  Apple Podcasts Spotify Soundcloud Pandora YouTube  This episode of The Model Health Show is brought to you by LMNT and Peluva.  Head to DrinkLMNT.com/model to claim a FREE sample pack of electrolytes with any purchase. Peluva's barefoot minimalist shoes support postural alignment, proprioception, and overall functionality. Get 15% off your order by using code MODEL at peluva.com/model. 

Welcome back to Beautifully Broken, where healing meets high performance. This week, I'm joined by Dr. Evan Hirsch, a board-certified holistic and integrative physician who's walked the talk of healing from severe chronic fatigue. After five years of debilitating illness that left him sleeping under his desk, Dr. Hirsch discovered the powerful interplay between environmental toxins, infections, and the nervous system — what he now calls The Toxic Five.In our conversation, we explore the real science behind fatigue and burnout, why most lab testing is unreliable, and how Dr. Hirsch helps patients recover naturally without endless supplements or expensive diagnostics. We also talk about mindset, resilience, and the importance of emotional regulation — how nervous system retraining can be the single most important step toward recovery.This is a masterclass in root-cause healing. If you've ever been told “your labs look fine” but you know something is off, this episode offers a roadmap to understanding your biology and reclaiming your energy. Episode Highlights[00:00] – Dr. Evan Hirsch's personal journey through chronic fatigue and losing everything before discovering his healing method[02:10] – Defining chronic fatigue syndrome and how it's misdiagnosed in conventional medicine[06:30] – The “Toxic Five”: heavy metals, chemicals, molds, infections, and nervous system dysfunction[10:40] – Why most testing fails and how to heal without expensive labs[16:50] – The “die-off dance”: how to detox without crashing your system[18:42] – Breaking down the four-step process to overcoming fatigue naturally[25:36] – Realistic healing timelines — why true recovery is a marathon, not a sprint[27:32] – The power of limbic system retraining for emotional and physical resilience[31:52] – Opening detox pathways: movement, hydration, saunas, and cold therapy[40:10] – Building comfort with discomfort — and how resilience is trained[44:44] – Red light, PEMF, and biohacking tools: when to use them (and when not to)[58:08] – Spike protein illness, long COVID, and how they tie into immune dysfunction[1:03:00] – Dr. Hirsch's daily rituals for balance, presence, and joy in healing Links & ResourcesDr. Evan Hirsch's Website: https://www.energymdmethod.comThe Biological Blueprint Program: https://www.beautifullybroken.world/Beam Minerals: http://beamminerals.com/beautifullybroken— Code: BEAUTIFULLYBROKENSilver Biotics: bit.ly/3JnxyDD— 30% off with Code: BEAUTIFULLYBROKENLightPathLED: https://lightpathled.pxf.io/c/3438432/2059835/25794— Code: beautifullybrokenCatchBio: https://catchbio.com — Code: BEAUTIFULLYBROKEN CONNECT WITH FREDDIEWork with Me: https://www.beautifullybroken.world/biological-blueprintWebsite and Store: (http://www.beautifullybroken.world) Instagram: (https://www.instagram.com/beautifullybroken.world/) YouTube: (https://www.youtube.com/@freddiekimmel Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

n this special solo episode of Slightly Spiritual, Ali and Cindy sit down to discuss the Mercury Retrograde shadow period and a realistic Mercury Retrograde guide to get through it. Don't listen to the fear mongering online! We also discuss how to know if you're on the right path and how to decide when to move in with someone- it's all about force vs. flow. Two themes coming up energetically! We also chat about what to do when you're stuck in a rut- how to pull yourself out of it, how to get your head in the right place and the importance of small actions. Did this episode remind you of a friend? Share it with them! podcasts.apple.com/us/podcast/slig…od/id1542525641 Follow us on Instagram: www.instagram.com/slightlyspiritualpod/ Follow Cindy on Instagram: www.instagram.com/revealingsoul/ Follow Ali on Instagram: www.instagram.com/alitmoresco/

Sooners Illustrated's Josh Callaway, James D. Jackson and Tom Green break down all the angles of Oklahoma's 34-26 loss to Ole Miss and look ahead to what's realistic for OU moving into the month of November. 1:19 - Ole Miss def. OU 34-26 10:22 - John Mateer struggles again in third game post-surgery 19:25 - Xavier Robinson breaks out with 109 yards and 2 TD's 24:32 - Oklahoma's biggest issue on offense is ___ 36:12 - OU defense bested by Lane Kiffin and Trinidad Chambliss 44:54 - Realistic expectations going into November To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

How Much Should You Budget Per Person for Food in Hawaii If you've started planning your trip and wondering what your Hawaiʻi food budget per day might look like, you're not alone. The cost of eating in paradise can surprise visitors, especially when you start adding up your morning coffee, plate lunches, and oceanfront dinners. Understanding your daily… The post Your Realistic Hawaii Food Budget: How Much You'll Spend Each Day appeared first on Hawaii Aloha Travel.

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Megan Lynch explores the explosion and impacts of hyper-realistic sexual content generated by artificial intelligence. Several experts warn of the 'incredible realism' being created now. (Image Credit: Alexander Sikov/iStock / Getty Images Plus)

In this unapologetically honest episode, Janelle and Paige unpack the epidemic of male-bashing and toxic relationship advice that's flooding social media.They explore why women are being told to run at every “red flag,” how trauma skews our perception of safety, and why expecting your partner to be your healer, saviour, and best friend is killing intimacy.From relationship forums to “feminine energy” culture to psychic predictions gone wrong — nothing is off-limits. This episode calls you back to self-awareness, compassion, and accountability in love.

When people choose to stay home with their chatbot friend, rather than go out with their real human friends.

Dr. K responds to a listener on the edge facing eviction, job loss, and deep self-loathing with a grounded look at what it takes to rebuild when life falls apart. He explains how chronic stress hijacks the body and mind, making it impossible to think clearly or connect with others until basic stability is restored. Through a mix of neuroscience, compassion, and lived experience, Dr. K shows how to move from helplessness to small, concrete steps that restore control and dignity. Topics include: How survival stress blocks motivation and emotional regulation Why material stability (food, sleep, shelter, income) must come before self-work The “Housing First” principle and what it teaches us about recovery Practical job-hunting tips: resume polish, in-person networking, showing up How walking helps discharge anxiety and unlock mental clarity Turning abstract negative thoughts into actionable, contextual steps Why burnout makes empathy—and social connection—feel impossible HG Coaching : https://bit.ly/46bIkdo Dr. K's Guide to Mental Health: https://bit.ly/44z3Szt HG Memberships : https://bit.ly/3TNoMVf Products & Services : https://bit.ly/44kz7x0 HealthyGamer.GG: https://bit.ly/3ZOopgQJump Learn more about your ad choices. Visit megaphone.fm/adchoices

Takeaways @josuevizcay We're 101 wins 50 losses 67% at minus 105 juice betting $1,000 a game. That's $45,000 profit. If we prove our performance 10 to 20%, we're talking 70%. We're getting close to 80%, which is the highest level of probability. The highest level of probability you can do in anything is 80%. Any sports betting podcast that says, hey, there's a stone cold lead pipe lock, that's bullshit. We're getting close to that, and that is where we want to be now in the million dollar contest. Understanding betting performance metrics is crucial for success. Realistic expectations in betting can lead to better decision-making. Probabilities in sports betting are often misunderstood by the public.

Andy Farnsworth from the KSL Movie Show reviews the week’s big release, Regretting You, and tackles the question: What movie scared you because it could actually happen? Holly shares her facts of the day.  

¿Has sentido alguna vez que tú y otra persona vivís en realidades diferentes? En este episodio hablo sobre la verdad, las verdades individuales y por qué es urgente recuperar una realidad común. Verás cómo el lenguaje puede cambiar lo que entendemos como verdad, cómo se rompe el consenso social y qué consecuencias tiene esto en nuestra vida diaria.¿Estamos perdiendo la capacidad de entendernos?Free eBooks: Habla español con AI & La guía del estudiante de españolMis cursos online: Español Camaleón - A REALISTIC pronunciation course Español Ágil - Intermediate Spanish Español PRO - Advanced Spanish Español Claro - Upper-beginner Spanish Si no sabes cuál es mejor para ti, haz el TEST. Intermediate Spanish Podcast with Free Transcript & Vocabulary Flashcards www.spanishlanguagecoach.com - Aprende español escuchando contenido natural adaptado para estudiantes de español de nivel intermedio. Si es la primera vez que escuchas este podcast, puedes usarlo como un podcast diario para aprender español - Learn Spanish Daily Podcast with Spanish Language Coach Social media:YouTubeInstagram...

Barnaby brings his thoughts after the Monaco 0-0 Tottenham Champions League drubbingSubscribe to my Patreon account to support me making Tottenham daily content here:https://www.patreon.com/BarnabySlaterPatreonWatch on YouTube:https://www.youtube.com/@barnabyslater_Instagram: @barnabyslatercomedyTikTok Football: @barnabyslaterTikTok Spurs: @barnabyslatercoys Hosted on Acast. See acast.com/privacy for more information.

Michael Harden recommends movies and TV series that do a good job of portraying the restaurant industry; Dr Jen explains how the effect of exclamation marks in our communication; Linden New Art's curator Hamish Sawyer talks about the exhibition Coral Futures and how environmental changes are influencing creators; the team discuss the new and old trends for school mischieves and comedian Oliver Coleman talks us through his snack etiquette at the movies. With presenters Jas Moore, Nat Harris & Rachel Withers.Website: https://www.rrr.org.au/explore/programs/breakfasters/Facebook: https://www.facebook.com/Breakfasters3RRRFM/Instagram : https://www.instagram.com/breakfasters/

October 21st, 2025 Follow us on Facebook, Instagram and X Listen to past episodes on The Ticket’s Website And follow The Ticket Top 10 on Apple, Spotify or Amazon MusicSee omnystudio.com/listener for privacy information.

What if the reason you hate mornings… is because they were never designed with you in mind?Debunks common myths about “perfect” morning routines that set you up to failReveals the only two things that actually matter for ADHD-friendly morningsShares examples of screen-friendly routines that won't fry your brainValidates why burnout makes it feel impossible to start the day “right”Offers real-life ideas for joyful, sustainable, pressure-free morningsLinks Mentioned:

Have you ever pushed yourself to the limit -- skipping sleep, meals, or anything that doesn't feel “urgent” -- in order to crush your To-Do List… and then crashed for days? You're not alone. It's ADHD Awareness Month, and in the third episode of this four-part series, we're unpacking the Overdrive-to-Burnout Cycle—why it happens (even if you don't have ADHD) and how to finally step out of it without losing your drive.What You'll Learn:Why the go-go-go-then-crash pattern isn't a time management issue (and what it really is instead).How dopamine, interest-based nervous systems, and executive functioning shape this burnout cycle.The role of interoception (aka, your ability to notice what your body's telling you) in preventing burnout.How to spot early warning signs before your body forces you to stop.Realistic ways to interrupt the pattern—without losing your drive or productivity.Progress over perfection, always.If This Resonates… If you're ready to stop swinging between overdrive and shutdown, I'd love to help. Book a free consult and we'll map out how to build sustainable productivity that actually works for your brain. You'll leave with a clear plan and real next steps.

Send us a textWe break down a 35–7 loss to the Rams that turned optimism into hard questions about quarterback play, receiver reliability, penalties, protection, and coaching choices. The bye week becomes a reset: retool the call sheet, reassess the WR room, and get healthier on defense.The specific topics discussed this week included the following:• Why the offense stalled in London • Trevor Lawrence's inconsistency vs. context of drops and hits • Brian Thomas Jr.'s traffic-catch struggles and fit • Travis Hunter's career day• Run game underuse with Travis Etienne and Co.• Defensive impact of Travon Walker and missing Devin Lloyd • Strength of schedule outlook and wild card math • Realistic trade targets and roster triage Make sure you click the Linktree link in the show notes of this and every single episode to find everything you need, Touchdown Jaguars related. Use promo code Touchdown Jaguars on SeatGeek to save $20 off your first purchase.Touchdown Jaguars Linktree James Johnson and Phil Barrera bring you the best and most up to date Jacksonville Jaguars news. "Touchdown Jaguars!" is a tribute to the prospective ownership group "Touchdown Jacksonville!" In 1991, the NFL announced plans to add two expansion teams and "Touchdown Jacksonville!" announced its bid for a team, and Jacksonville was ultimately chosen as one of five finalists. In November 1993, the NFL owners voted 26–2 in favor of awarding the 30th franchise to Jacksonville. James and Phil have been fans of the franchise ever since and have had the honor (and sometimes dishonor) of covering the team professionally since 2017. The rest as they say, is history.

Matthew Husband, OTD, OTR/L shares his innovative "Get to Work" program, an after-school initiative providing realistic work experiences for high school students who could succeed in employment with the right supports. The program follows a monthly pattern with on-campus training focused on hard and soft skills, followed by community-based experiences at actual workplaces including pizzerias, box stores, grocery stores, and laundry facilities.Matthew discusses how occupational therapists can support transition planning through self-determination skills training and standardized resource guides for students and families. He emphasizes the importance of starting small with on-campus work opportunities if off-campus trips aren't feasible, including mail room tasks, cafeteria work, recycling programs, and classroom helper roles.Whether you work in a private or public school setting, this episode offers practical strategies to prepare students for life after graduation through building confidence in their employment abilities. Listen to discover how Matthew's "four pots garden" analogy demonstrates how small projects can grow with proven success and learn actionable ways to incorporate employment readiness skills into your school-based OT practice.Listen now to learn the following objectives:Learners will identify how to implement strategies for developing realistic work experiences (off-campus partnerships or on-campus tasks) and how these experiences contribute to authentic work readiness.Learners will recall the content and purpose of a standardized transition resource guide, including tailoring content to local resources and explaining its role in family engagement.Learners will explain how self-determination training helps students identify their preferences, strengths, and weaknesses, and how to write and track SMART goals to support employment outcomes after graduation. Visit pearsonassessments.com/OTResources to explore assessments designed with your clinical reasoning in mind. Thanks for tuning in! Thanks for tuning into the OT Schoolhouse Podcast brought to you by the OT Schoolhouse Collaborative Community for school-based OTPs. In OTS Collab, we use community-powered professional development to learn together and implement strategies together. Don't forget to subscribe to the show and check out the show notes for every episode at OTSchoolhouse.comSee you in the next episode!

There are so many different ways scammers try to trick people. Some scams are easily recognizable, while others might not be so obvious. The effectiveness of a scam depends on many factors, most importantly, the victim's unawareness of the scammers' techniques. Staying aware is the number one thing we should all do to stay ahead of scammers and live with a little more peace of mind.   Links: Check out TCU University for financial education tips and resources! Follow us on Facebook, Instagram and Twitter! Learn more about Triangle Credit Union   Transcript: Welcome to Money Tip Tuesday from the Making Money Personal podcast.   We cover fraud scams and alerts on this channel a lot, but the truth of the matter is that fraud attempts are always occurring so it's imperative that everyone should stay on top of the most effective or newest trends in order to keep themselves and their loved ones safe.  This tip is going to present examples of some gut-wrenching scams individuals have experienced using three fictitious stories based on real tactics.  #1 Virtual Kidnapping  David was halfway through his morning coffee when his phone rang with a recognized number – his wife's. The voice on the other end was cold and urgent: “We have your wife. If you want to see her again, send $25,000 through Zelle—now.” Panic surged through him as the caller described personal details about his wife, making the threat feel terrifyingly real. He knew his wife was already on her way to work, but occasionally stopped at a local cafe or store to pick up a coffee or morning snack. David's hands trembled as he opened his banking app and considered sending the money, but something about the situation didn't feel right. He asked the caller to put his wife on the phone. The caller refused and instead continued to push David into sending over the money. David began to suspect he was being scammed, so he decided to hang up and call his wife's office phone. Within seconds, she answered on the other end, confused but safe. Immediately, the scam unraveled, leaving David shaken but relieved, and prompting a call to the police to report the fraud.  This kind of scam preys on fear and urgency. Scammers often use social media to gather personal details, then demand payment through apps like Venmo or Zelle, which are harder to trace. David's quick thinking saved him from a costly mistake—but not everyone is so lucky.    #2 AI Voice Cloning:  Margaret was folding laundry when her phone buzzed with a call from her daughter, Emily—at least, that's what the caller ID said. Emily's voice came through in a frantic rush: she'd been in an accident, her wallet was gone, and she needed money immediately to avoid legal trouble. “I'll send you a link,” she said, her voice trembling. “Just click it and send whatever you can through Zelle.” Margaret's heart raced. The voice sounded just like Emily's—same tone, same cadence—but something felt off. The urgency, the unfamiliar link, the fact that Emily had just messaged her hours before about coming to visit for the holidays. Margaret hesitated, then decided to try something. She remembered Emily had just told her something personal a little while ago that no one else could have known. She quickly asked to Emily to remind her the specific details about that conversation. The caller on the other line was silent for a second then came back with a different question in an attempt to deflect. Margaret was more convinced now this was a scam, so she hung up the phone and called Emily's number. When her daughter answered calmly from her apartment in Pennsylvania, the truth hit: the voice had been AI-generated, and the link was a scam.  This type of fraud is growing more sophisticated, using voice cloning and spoofed caller IDs to exploit emotional bonds. Margaret's instinct to verify, saved her from financial loss, but the experience left her shaken—and more cautious than ever. Any of us might face a scam like this in the future, so it's important to develop pass phrases or codes you can use with friends and family to verify each others' identities in case a scam like this ever comes up.    #3 Bank Impersonation Fraud  Jason was just finishing dinner when his phone rang with a number labeled “Bank Fraud Department.” The caller sounded professional, even reassuring, and said they'd detected suspicious activity on his checking account. “We need to verify your identity to cancel the card and secure your funds,” the voice said. Jason, alarmed but trusting, began answering questions—his full name, date of birth, and eventually his account number and online banking login. The caller promised a confirmation email would follow shortly. But when Jason checked his bank app minutes later, he was locked out. His account had been drained.   This scam relies on urgency and authority to trick victims into revealing sensitive information. Scammers often spoof legitimate phone numbers and use insider lingo to sound convincing. Jason's experience is a reminder of how sophisticated scammers can be. It's policy for most banks and financial institutions that they'll never ask for full login credentials or account numbers over the phone. When in doubt, hang up and call the bank directly using the number on the back of your card or found on their verified website.  Scams are increasing in sophistication these days, especially when tools like AI can convincingly replicate the voices of friends or loved ones. Please keep these scam tactics in mind and share with others in your life. Awareness is the first step in keeping our identities and finances safe in today's mobile and digital world.   If there are any other tips or topics you'd like us to cover, let us know at tcupodcast@trianglecu.org and don't forget to like and follow our new Making Money Personal FB page and look for Triangle on Instagram and LinkedIn to share your thoughts.  Thanks for listening to today's Money Tip Tuesday. Check out our other tips and episodes on the Making Money Personal podcast.   Have a great day! 

How human development for homeschool moms helps to set realistic expectations for teens. Includes discussion on transcripts! The post Human Development for Homeschool Moms: Realistic High School Expectations appeared first on Capturing the Charmed Life.

Looking at the Cowboys matchup this weekend, what's a realistic goal for the Commanders goal? 

10.17.25 Hour 3 1:00- CFB- Denton Day, NFL- Mike Jones, Commanders- Tom Schad 20:00- Looking at the Cowboys matchup this weekend, what's a realistic goal for the Commanders goal?

Mi primo es torero y crecí en un barrio con muchas familias gitanas. Aun así, nunca me sentí muy cañí.En este episodio te hablo de una palabra que casi nadie fuera de España conoce, pero que ayuda a entender cómo se ha construido esa imagen tan reconocible del país.¿De dónde viene esa España de flamenco, toros, peinetas y pasodobles? ¿Qué papel ha tenido el pueblo gitano en todo esto? ¿Existe algo parecido en tu país?Free eBooks: Habla español con AI & La guía del estudiante de españolMis cursos online: Español Camaleón - A REALISTIC pronunciation course Español Ágil - Intermediate Spanish Español PRO - Advanced Spanish Español Claro - Upper-beginner Spanish Si no sabes cuál es mejor para ti, haz el TEST. Intermediate Spanish Podcast with Free Transcript & Vocabulary Flashcards www.spanishlanguagecoach.com - Aprende español escuchando contenido natural adaptado para estudiantes de español de nivel intermedio. Si es la primera vez que escuchas este podcast, puedes usarlo como un podcast diario para aprender español - Learn Spanish Daily Podcast with Spanish Language Coach Social media:YouTubeInstagram...

Sora AI Is So Realistic It's Scary And The Internet Can't Handle It

A caller alludes that I may be too old to join the FBI, and I make the case as to why I am a perfect fit for the job.  Age limits be damned.  We then get VERY deep into boyfriend sickness with a caller, and I don't think we have ever had such a real convo around it.  We wrap up with a friendship breakup, that is necessary. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Join Jeremy Betz, Andrew Wilbar, and Corey Eckenroth for a check-in on the AFC standings and the Steelers place in them. The Steelers Fix comes courtesy of the Steel Curtain Network and FFSN, the Fans First Sports Network. Learn more about your ad choices. Visit megaphone.fm/adchoices

Richard H. Thaler is the 2017 recipient of the Nobel Memorial Prize in Economic Sciences for his contributions to behavioral economics and the Charles R. Walgreen Distinguished Service Professor of Behavioral Science and Economics at the University of Chicago Booth School of Business. He is the New York Times bestselling co-author of Nudge: Improving Decisions About Health, Wealth, and Happiness and the author of Misbehaving: The Making of Behavioral Economics. His new book is The Winner's Curse: Behavioral Economics Anomalies, Then and Now. My co-host for this conversation is Nick Kokonas. Nick is an entrepreneur, investor, and author best known as the co-founder of The Alinea Group (sold in 2024) and the reservation platform Tock, which is now owned by American Express.This episode is brought to you by:Seed's DS-01® Daily Synbiotic broad spectrum 24-strain probiotic + prebiotic: https://Seed.com/Tim (Use code 25TIM for 25% off your first month's supply)ExpressVPN high-speed, secure, and anonymous VPN service: https://www.expressvpn.com/tim (get 4 months free on their annual plans)AG1 all-in-one nutritional supplement: https://DrinkAG1.com/Tim (1-year supply of Vitamin D plus 5 free AG1 travel packs with your first subscription purchase.)*For show notes and past guests on The Tim Ferriss Show, please visit tim.blog/podcast.For deals from sponsors of The Tim Ferriss Show, please visit tim.blog/podcast-sponsorsSign up for Tim's email newsletter (5-Bullet Friday) at tim.blog/friday.For transcripts of episodes, go to tim.blog/transcripts.Discover Tim's books: tim.blog/books.Follow Tim:Twitter: twitter.com/tferriss Instagram: instagram.com/timferrissYouTube: youtube.com/timferrissFacebook: facebook.com/timferriss LinkedIn: linkedin.com/in/timferrissSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.