Podcasts about Recognition

In manufacturing plants, the same leadership action can motivate one employee and overwhelm another. Why? It's all about brain science! In this episode, guest Falisha Karpati discusses how frontline leaders can harness brain science to build more inclusive, human-centered organizations. Falisha is a Brain-Based Inclusion Consultant located in Montreal, Canada. She holds a PhD in neuroscience and a decade of experience studying the brain. Through her signature UNITING BRAINS framework, she guides organizations through the development of inclusion-focused initiatives and provides interactive brain-based training. In this episode, Falisha breaks down how differences in how our brains are wired directly impact manufacturing leadership, communication, recognition, and team engagement on the shop floor. She covers topics like the neuroscience behind introversion and extroversion, why uncertainty creates stress in manufacturing environments, and how leaders can improve manufacturing culture by asking better questions, minimizing ambiguity, and running more inclusive meetings.  01:05 –Recognition can backfire when manufacturing communication ignores individual brain differences 02:12 – Neuroscience explains how self-awareness in leadership shapes perception, behavior, and relationships in manufacturing plants 04:54 –Manufacturing teamwork and employee engagement manufacturing improve when leaders understand natural brain diversity 9:53 – Brain science brings data—not opinions—into manufacturing management and leadership in industrial operations 11:20 – A powerful reminder that perceptions matter more than intentions in building trust in leadership and strong manufacturing relationships 13:39 – Curiosity-driven leadership starts by asking instead of assuming to close the showing up gap 15:32 – High-stimulus environments explain why leaders take shortcuts that undermine manufacturing culture and clarity on the shop floor 17:11 – Autonomy looks different for everyone, redefining supervisor development, coaching in manufacturing, and performance conversations. 19:55 – Minimizing uncertainty strengthens manufacturing safety culture, emotional intelligence, and consistent leadership behaviors 20:21 – Transparent expectations help close the expectation gap and improve accountability in manufacturing plants 22:40 – Inclusive meetings unlock manufacturing innovation by improving manufacturing communication and psychological safety 24:30 – Simple meeting practices support continuous improvement culture and better team engagement in manufacturing 28:53 – Inclusive discussions fuel operational excellence and authentic leadership across manufacturing organizations Connect with Falisha Karpati Visit her website Connect on LinkedIn and Instagram Read her newsletter Full Transcript [00:00:00]  We have some changes today. We've changed the name of the podcast since 2019. It's been mindfulness manufacturing our company name changed a few years ago to manufacturing greatness. So we're just aligning that 'cause we're gonna be here manufacturing greatness today, and we're gonna be talking about building some bridges and, and you know, how we continue to manufacture and, how we deal with changes people's moods and what's going on. And it remind me of a time when we were, had a great manufacturing line at the kickoff meeting in the morning, we recognized one of the team members showed appreciation, [00:00:30] put this person's name and picture up and gave them a little gift. they were upset with us and we're kind of like, well, hold on a minute. we did all this and this person's not very appreciative and getting to learn them a little bit more is that they didn't. They don't like that type of attention. people's brains are different. And in manufacturing it just complicates it for us 'cause we don't understand it. So fortunately I have a great guest on and friend today, Falisha Caridi. Welcome to the show. Thank you so much. [00:01:00] It's a pleasure to be here. Thanks for having me. you are an inclusive consultant. You harness brain science to build inclusive human-centered workplaces. You create space where all brains thrive. And you studied the neuroscience, having a PhD in neuroscience, which for those who don't know what it takes to get a PhD, it's a mountain. So congratulations on that. Thank you. excited to get your knowledge and expertise to talk about this on the show what did we miss Falisha when we upset that team member? how are [00:01:30] people's brains working here? a key point is that everybody's brain works a little bit differently,  Humans in general share a core brain structure. we generally have the same parts that do the same functions, but our brains also have differences. like how big certain parts are, how different parts connect to each other, and when different parts get activated. this connects with differences in behavior. so when we [00:02:00] think, behave, communicate, everything we do. Is filtered and processed through our brain. there's a, well-known quote that I love, that says You don't see the world as it is. You see the world as you are. Mm-hmm. And what that means, it's really rooted in brain science. And it means that everything you perceive, take in, think, and express. Goes through your brain. what happened [00:02:30] that day was there was a disconnect between what some team members who created that recognition process, thought this person would want and what they actually wanted,  So if we take that recognition experience, maybe it's, getting an award in front of a group And having your name called out and going on stage. if you put two people in that exact same [00:03:00] situation, their brains might react completely differently. we don't necessarily know how people are going to react, what they like, what they don't like. Unless we have those conversations and ask them. just diving into a bit more about why those differences exist, why can you put two people in the same situation and they can react completely differently? our brains are shaped by two main factors. the first is natural [00:03:30] variation in how we're born. there's a wealth of research that shows genetics are connected with many aspects of how our brain works. natural variation is great. It's what keeps us interested. Yeah. We don't wanna, you know, be communicating with people who are exactly the same as us. the natural variation is there for a reason. It's super productive and positive. the second factor is our environment. each of us is shaped from our observations and experiences over time. this includes a whole range of [00:04:00] experiences like our early childhood, our family and community environments. our experiences at school, at work, even our hobbies and interests can change our brain. there's a huge body of neuroscience research that shows brain differences related to living in different cultures. practicing different skills, traumatic experiences and much more. Basically everything you're exposed to, everything that you experience over time, especially if they're repeated or intense, experiences, can change your [00:04:30] brain. what really resonated with me is that Trevor's way is not always the best way. the way you explain like my biases, right? Like. My bias was show appreciation in front of the team. Right? And, and why would I need to check in with that person? in my early manufacturing leadership days, I missed the mark. Often, I just didn't know better. Right? Like, I just thought, you start to learn that. that's why we're hoping that if you're driving into work today, through my mistakes and Falisha's knowledge, we can save you that pain. we're gonna leave you with [00:05:00] some ideas of, what you can do today, to get in front of that. 'cause it makes sense. What you're saying is that, we just have how we grew up and, and our different, you know, the. I think of Lisa Feelman Barrett and, and the theory of constructed emotions. your personality and emotions are based on your experiences and we have different experiences  Right. they're just different. And that's what makes us unique and I like that. I was going through some of your material and I'm trying, 'cause I'm trying to, you know, like our listeners. To understand and better [00:05:30] equip ourselves so that we can, respond differently. But you had some neat research on introverts and extroverts, and I was reviewing it with Ryan, a client today, and he's kinda like, Hey, I think you skimmed over, that whole concept on introverts and extroverts. So can you unpack that for us and help us understand? Definitely. so I also wanna clarify, my background and what I'm doing now compared to what I did before. I have a background in neuroscience research, that was focused on brain plasticity and how our brains, are impacted by training. so what I [00:06:00] do now is, work with the wealth of research that's there. I don't do, neuroimaging research anymore. I used to, so I know exactly how these things work and I bring that experience now into. Applying neuroscience research in organizational context. Mm-hmm. so I summarize research, I communicate it. but the research, for example, an introversion extroversion is not something that I did myself. there's amazing researchers all around the world that have done this, so I'm more of a curator and a communicator Of the [00:06:30] research now. That's why you're on the show, right? Because we need to apply. So you're kind of like the translator for us, right? Because we're not gonna go through all this research, but we need someone like you that can say, Hey, here's the simpler version of it and here's what you can do today. So thank you for doing what you do. Yeah, my pleasure. I love it. so introverts, extroverts is one example of how. Our brain structure and how our brain works is really aligned with the behaviors that we see in the workplace and beyond. there's a spectrum of traits, of [00:07:00] introversion, extroversion. many people will fall somewhere in the middle and people can also express themselves differently. depending on different situations, different contexts might bring out, different types of behavior. so I'm just gonna generalize a little bit here, for time. And so there's research that compares people who tend to, behave more introverted ways and people that tend to be more extroverted. introverted meaning, getting energy by recharging alone, extroverted meaning, getting energy from, spending time with [00:07:30] others. And there's a really cool study that, people were in the brain scanner and while they were in the brain scanner, they were showed a series of pictures. Some of the pictures were flowers and some of the pictures were faces. So flowers is a non-social stimulus. and so, you know, we don't associate that with people, whereas the face is very social. the study found that introverts and extroverts showed different patterns of electrical activity in the brain in response to these images. So [00:08:00] in the introvert, if there was a bunch of flowers shown in a row and then a face, their brain sort of went, eh, well, it didn't really process a difference, but an extroverts, when there was flower, flower, flower face, when the brain saw the face, It got super excited. So the brain really processed a difference between the non-social and the social images. so that just shows that personality [00:08:30] traits and behaviors. And those differences we see in people are actually rooted in how the brain is processing information. we can also see structural differences. in how the brain is built, there's other research that has looked on that. And they found that, introverts tend to have bigger brains in areas responsible for behavior inhibition. Meaning stopping yourself from behaving impulsively. that is a trait commonly associated with introversion is introverts [00:09:00] tend to think before speaking, before acting. and extroverts, brain extrovert brains were bigger in areas responsible for regulating emotions. And smaller in areas related to social information processing. And the way that was interpreted is that extrovert brains can be more efficient at processing social information, maybe selecting what's important and what's not. I could feel that I've had to work on pulling out my introvert. [00:09:30] I think we all have some of both, right. But I've had to practice not everything that I say people want to hear and just that filter and pause. I'm fascinated with the technology. here we are working, manufacturing, all kinds of technology, but when I hear brain scans it's not people's opinions, It's the signals as a neuroscientist, with a PhD you can see that, right? that's just, wow. Like you talk about, one of the sayings we have is that, you bring data. not opinions to a meeting and, well, here you're bringing the data. There are scans that says, Hey, this is what people do. [00:10:00] What I just did was, for that individual, I just had, a reaction which was negative to that person. And if we don't, see that and recognize that, then we may miss that. I wanna bring back the, initial story with the recognition as well. now that we have some foundation about why our brains are different and how, our behaviors actually connected with brain differences, if we reflect back on that person getting recognized when that wasn't what they're inclined for, we can imagine what was happening in their brains. [00:10:30] It wasn't. The reward circuits and the social connection circuits. It was the pressure, stress. Everybody's watching me. So that same circumstance of being recognized in one person can activate reward and in somebody else can activate stress and anxiety. we like to say that. perceptions matter more than good intentions. Yes. Right. And I think that's what we're [00:11:00] focused on learning here. so I've got my manuscript I'm working on this week and I got, I got a hand in at the end of this week for my book, I've written a new chapter on this relationship audit. it's like an internal 360, but instead of. Fixing what's wrong? We're just moving more towards what's right, right? We wanna do more of the behavior. So I've, you know, we've got some questions we ask individuals, direct reports, managers, peers, and we just ask 'em, when do you tune into me? you know, what expectations do we have of each other? Those types of conversations. [00:11:30] And I think that this work that you are doing really helps us with ideas of. How can we be more mindful? Because what we did after that event is that before we ever gave someone an appreciation, we stopped surprising people and we just started asking them, are you okay if we mention you at the meeting this morning? getting their permission seemed to work. and what I liked was when I went over, some of your material, you had three kind of takeaways That you can do now, maybe when you're [00:12:00] having one-on-ones with people or you're just interacting with them. Absolutely. it's great to hear that you took action after, that experience and learned from it Asking people for permission to, to recognize 'em, to ask them something in public is a really great practice and not connect. With the first practice, area that I, like to share, which is asking people what they want, need or prefer. [00:12:30] especially if people are really busy and don't have time and are overwhelmed, it can be really easy to make assumptions our brain naturally does that. there's a known brain bias. called the false consensus effect. Where we tend to think that people agree with us and have the same beliefs, behaviors, knowledge as we do, that's definitely me. Everyone does it. It is a human brain bias. We all share that. especially in times [00:13:00] of busyness and stress, our brains do tend to fall back on those natural shortcuts to save time and energy. but they can end up causing some strains, some conflict, reduced productivity because we're making assumptions instead of asking. So, hold on. You gotta say that again. We're taking shortcuts and what'd you say after that? we're taking shortcuts basically to save [00:13:30] time, to save time and energy. Our brains naturally do that in many different contexts. like there's so much information coming into our brains constantly  Choosing what to filter, choosing what's important. That's a natural state. we're in that all the time. Can you imagine if your brain right now was processing. Absolutely every single thing that was present in your environment. It's impossible. We can't do that. Oh no. Hang on a minute. For the listeners. Falisha has not ran manufacturing [00:14:00] plants. I. She hasn't even spent a lot of time with them, but she just described our life that is our life. this is why it's important. This is why we need to listen to you and say, okay, so what can we do? 'cause you just described manufacturing, there's so much stimulus. it's how many parts we make the last hour. Is the machine running right now? is the quality inspection done? and then we take shortcuts. That's what we do. Thank you for describing us. [00:14:30] Brain science applies everywhere. I'm happy to hear that resonates and we can make the connection with the manufacturing processes as well. so what can we do about it? So we know, you know, from the manufacturing experiences, from the brain science that. When we're busy, we take shortcuts and tend to assume instead of asking. making that intentional space to invite sharing is really important, and that can happen in some different formats. It can happen in one-on-ones. It doesn't even [00:15:00] need to be a new one-on-one, just to ask what your work preferences are. if you're already having these kinds of conversations. We can integrate questions into that. So even asking someone a general question of, you know, what can I do? What can we as an organization do to make work more productive, fulfilling, enjoyable, whatever your objective is, to make the workplace better for you? the reason you really got me thinking about [00:15:30] this was in our relationship audit was really looking as when we have a team of say, 10 people, one of the practices to sustain relationships is having regular, one-on-ones or certain touchpoints, certain meetings. but when I hear you say about, you know, ask people what they want. Right. So just because. I say, you know what? We should have a one-on-one every two weeks. I'm the leader, but that may not be the right [00:16:00] approach. that's a great example. when we're asking people what they want, need or prefer, that encompasses so many things. It can be, how they work best, schedules, certain times of day they work best. It can be a physical space, it can be communication preferences, what motivates them. There's so many different aspects here that we can touch on, and that's a great example with, how they would like to have communication with a leader How they would like to have check-ins. some people love space, [00:16:30] love autonomy, and autonomy is great for the brain. in general, autonomy is awesome. some people love to have lots of autonomy and that can look like having a conversation once every two weeks and giving space. We'll have the chat, some general objectives, some goals for the next couple weeks, and then I will go and do my work on my own with my team. I don't need to be checked in on unless I have a question. Okay. There are other people who, that [00:17:00] feels overwhelming and the way that, that their autonomy can be expressed is by choosing to have more check-ins. Someone might want to have a quick two minute check-in every morning.  What's your objective for today? have those more smaller pieces that can feel a lot less overwhelming. It can feel like there's a clear map. It can feel like you know somebody's there and supporting them more frequently. Both approaches can be fantastic if they're [00:17:30] paired with the right people. But if there's a mismatch, that's when we start to get, more concerns. Because if you imagine somebody that likes to have more space If they're being checked on daily, that can feel like micromanaging. They can feel like they're not being trusted. but then if we have somebody who likes those daily check-ins and those shorter goals, if they're not receiving that. And they're left on their own when they didn't want to be. that [00:18:00] can add stress. Oh, I don't know what I'm supposed to be doing today. am I on the right track? I'm not sure. so it's really just about adjusting everything from check-ins to how goals are set to really match with what's going to work for each individual. For the listeners, I'm sorry, but it is, it is, you know, more flexibility in our part. Right. But this is, Hey, this is 2026. This is just where we're going right now. I don't see this changing of situational leadership. we gotta [00:18:30] ask more of those questions because North America. Manufacturing got great when we did lower, more lean, had more standards, more structure. And that's great for, greasing a cylinder that we know is gonna fail after so many cycles. And we wanna do the same with humans, right? So we're gonna have a meeting every two weeks and then check on you, every three days. the reality is that with the neuroscience that you have, we're not machines. And we're different. especially with the rise of technology now [00:19:00] and AI again, that's a whole conversation. something that I really work towards is creating human-centered workplaces. We work with machines, which is great, and it really helps, advance many aspects of our society. But human-centered workplaces is really important to, Just to, to create spaces where humans can thrive, be healthy, be included, and do our best work to advance our society people who are treated like machines [00:19:30] are more likely to feel. Stressed to not be motivated to not be expressing their creativity. And that just doesn't it, it doesn't do anything for the output either. when we focus on treating everyone like humans, and you know, we have. Feelings. We have brains, we have the word, you know, we have bodies that need to be taken care of. when we really prioritize that, that's where we [00:20:00] spark the ideas, the creativity, the connection, all of the things that are great for us and also for our products. It's like going to the gym, right? you can't go to the gym for 24 hours, you gotta do a little bit of this every day, and then you build up that muscle  I don't wake up in the morning and go to the gym and say, yes, I get to work out. But I do leave there thinking, this feels good. I've invested into this. I know this is gonna pay off. I feel better about it. like you said earlier we're taking shortcuts. We're trying to take that, that quick fix where really we need to have discipline. Like when we're trying to save [00:20:30] money, you gotta put that investment now into those conversations and just how you described it. We need to keep evolving with technology and the only way we're gonna do that is if we're not spending time on lack of clarity,  that was your second one Minimize. uncertainty. So yeah, minimize uncertainty. we spend a lot of time doing that. what are some ideas that we can spend less time on uncertainty. our brains in general don't like uncertainty and [00:21:00] we can feel that when it happens. as an example, let's say you get an unexpected meeting invitation that says all company meeting tomorrow at noon. That's it. Your brain, most people's brains we're getting laid off. You're like, why? Why is this happening? Did I do something wrong? Did my team do something wrong? Is the company shutting down? your brain tries to fill in the gaps by guessing what it could be, and [00:21:30] that comes from the fact that our brain is protective. Our brain is trying to figure out what those missing pieces of information could be. So that we can feel prepared and better able to handle the situation when it comes. it's coming from a good evolutionary place, but it's really unproductive because we waste so much time and energy on trying to fill in those gaps. And half the [00:22:00] time we get it wrong and it's something we didn't even think of. the other point here is that when there's something that's vague, it can also be interpreted in different ways by different brains. like we were talking about before, even the same thing can create a different response in different brains. Somebody might, maybe be like, okay, I don't know. It's fine, no problem. And somebody else might, lose sleep that night and have a really tough time managing [00:22:30] that. and by providing that clarity, that certainty, the information when we're able to. that reduces the waste of time and energy and makes sure that everybody's on the same page about what's happening and prevents those different interpretations. This is resonating because in the manufacturing greatness model, there's three gaps, the second gap's the expectation gap, and that's really that space between what we believe others expect and what we believe is expected, and that [00:23:00] can go in any direction. So that's our model and it takes more conversations to close that gap. what were your tips around that? in general, if you're having communication, whether it's an email a discussion, a meeting or something else, provide as much information as is relevant. So, for example, with that meeting invitation, provide information in the invitation about. What is the topic? [00:23:30] Why is this being, why is the meeting being called? What's the agenda, for example? What are the discussion questions that people might be asked to share on, just to make sure that people know, okay, why is this happening and what am I going to be expected to do or share when I show up? And it's not just about meetings. transparency and clarity is also really important in the broader organizational structure. For example, sharing policies and procedures openly with the team. [00:24:00] Maybe that's like an internal shared drive, a binder with paper copies. There's lots of ways that can be done. also being transparent about things like criteria for promotions and raises. So we don't need people to wonder, what do I need to do to get a raise? It's there. And that's also really great for fairness. and if you're having, for example, a social event. Sharing some information about what to expect. So where are we going? Is [00:24:30] there games or activities? What's the plan for the day? that can make people feel a lot more comfortable knowing what they're getting into. It can help make it easier to choose whether somebody would like to participate or not. it can help people prepare as they feel they need to. some people like to prepare themselves in advance in different ways, so it just gives the opportunity for them to do so. That's something that I believe. I've gotten better at, I know I've worked at it, but [00:25:00] you know, even just like for a podcast guest like yourself, right before I was like, yeah, just jump in. We'll have a conversation. I got some feedback saying, It'd be better if I knew what to expect coming into your podcast. And I'd be like, that's fair. I was thinking about what I like, not about what you like, so I'm working on that That's an example of differences in communication styles  some people would be very happy to jump in and have an informal conversation. other people share their best ideas when they've had some time to prepare. Both are great. They are different, and they [00:25:30] require having that conversation, in advance to make sure that discussion fits with both people. So the last one here is, about manufacturing and our standards, we want Consistency, especially around safety, keep people safe. And then we get struggling around this fine line of also innovation, right? Where we can be more creative and have meetings and conversations that are more inclusive and, step outside the boundaries a bit. that's around your third tip there. And just [00:26:00] making these group sessions more productive. So group meetings is, is one aspect of workplaces where I find that there's a lot of exclusion, a lot of unfairness, and people aren't having their perspectives considered. And a big root of that is meeting practices that aren't inclusive. So I'll share some tips for how we can do better here. how can we [00:26:30] hold. Inclusive meetings and discussions that really facilitate equal opportunity for everyone to contribute. this connects back to the brains because each of our brains drives us to communicate and express ourselves in different ways. that means people can share their best ideas in different environments and in different ways. for example, some people share their best ideas when they've had some time to prepare. Others like to think on the spot. some people [00:27:00] communicate best through speaking and others communicate best through writings or drawings. And some people really thrive off the energy of big groups and lots of people jumping over each other. that's something I would say, especially in, North American culture, work meetings tend to be like 10 people diving in. but that also excludes a lot of people, because many people, and I'm one of them, feel really strongly about this  it can be really challenging to know when to jump [00:27:30] in. I have an idea, I have something to share, but three people are trying to talk at the same time and I have no idea when I'm supposed to start talking. and what can happen there is people just won't, Hmm, they're scared of interrupting. I don't wanna cut somebody off and they just n never find the spot, and then the topic moves on. those ideas get missed. some specific practices we can implement to make our meetings more inclusive. include, providing agendas and discussion questions in [00:28:00] advance. This overlaps with clarity and transparency as well. so team members can prepare their thoughts in advance if they like to do so. We can give a minute to think after asking a question or presenting a topic, this can feel uncomfortable at first. We are not used to that at all. But it can make a huge difference to allowing team members to really process, yeah, what do I think about that? What do I want to share here? and [00:28:30] then inviting responses, and I said try that out and see if, if team members are, have more contributions after they've had a moment to process. That's my challenge to you listener today, driving into work because you're gonna be courageous, like if you're facilitating a meeting or it doesn't really matter if you're facilitating it. You can be a participant. it's interesting because we don't take that minute. When we do, it's even more powerful in our fields of manufacturing, logistics, transportation. [00:29:00] It's all so urgent that we don't allow. The best ideas to come forward. even when I'm talking to a plant manager about getting their executive team to get together and just talk about the different, you know, how are we working together, right? Like, how are we sharing ideas? What's working and what's not? it's like, oh, I don't know if we can have time to have that discussion. Well. you're losing the money, you're tripping over the dollars and picking up the penny sometimes because we're so busy. which to me means not productive. But hey, I appreciate you [00:29:30] sharing that today. I think we all need to hear that Falisha it can feel like we're taking a bit more time, but in the end, it can be more productive because we are getting the team's best ideas and we're inviting everybody to participate, which in the end can support a better product. and a couple of last tips to help generate ideas from everyone. one of them is offering a shared document or a form where team members can share their thoughts in a written format. this can be during the meeting and also after. [00:30:00] sometimes. It can take a bit more time for a great idea to brew in somebody's brain. it's, half an hour after the meeting and they're like, oh, I wish I could have shared that. So having that form or shared doc really helps, create a space for people to add their ideas when they come. lastly, starting a discussion with a turn-taking structure, where each team member is invited to contribute without interruption. And if you are on a time crunch, there can be a time limit per person. what's [00:30:30] really important here is that everybody. Has a turn if they would like to share. They don't have to. They can pass, but everyone has a turn to share without interruption. you can ask a question, raise a topic, go around the team members. this helps ensure that everyone who would like to share has equal opportunity to do so without having to navigate jumping into an overlapping conversation. And what I find when I implement this People [00:31:00] who weren't contributing as much in other meeting formats, share fantastic ideas and feel more connected with the team. we get a broader range of ideas because everybody can share before we open it up. you can still open it up to discussion afterwards to build on the ideas and connect with each other, but That initial practice of giving everybody some space has benefits for the meeting, for team connection, for creativity, and, generating more ideas.[00:31:30]  Listening to you, it's like, oh, yeah, that makes sense. you go around every person and ask them, but. We don't do it, it's just Okay, good. We got a solution. I think we just hit the whack-a-mole. We can, we can all get outta this meeting now. And, and three people never got to contribute and probably had a better idea. I could go on for about another five hours with you, but how do our listeners get more of you, Falisha, and follow you, connect with you? what's the best basis for that? I've got a few [00:32:00] ways that we can connect, LinkedIn, Instagram, or my newsletter, brain Science for better workplaces. maybe we can put those links, in the description and I'd be very happy to connect with any of you. please feel free to reach out if you'd like to chat more about brains. thank you. Shout out to Nina Na Doley, our mutual friend and previous, guest here that, that suggested you. so glad we got to meet I've already learned so much from you, Falisha, it's just these reminders of like, it's okay. We're, we're, we're just hardwired [00:32:30] like this. We've been conditioned this way and We can make changes. We can build workplaces that align with how our brain functions. Thank you, Falisha. I appreciate you coming on the show. My pleasure. Thanks for having me.    

Israel has become the first country in the world to recognize the breakaway region of Somaliland since it declared independence in 1991. What does the move mean for regional tensions around the Red Sea and Gulf of Aden, and what will aligning with Israel mean for Somaliland? In this episode: Faisal Ali (@FaisalAHAli), Journalist, Al Jazeera English Episode credits: This episode was produced by Tracie Hunte, Sarí el-Khalili, and Melanie Marich, with Fatima Shafiq, Farhan Rafid, Tamara Khandaker, and our guest host Kevin Hirten. It was edited by Noor Wazwaz and Kylene Kiang. Our sound designer is Alex Roldan. Our video editors are Hisham Abu Salah and Mohannad Al-Melhem. Alexandra Locke is The Take’s executive producer. Ney Alvarez is Al Jazeera’s head of audio. Connect with us: @AJEPodcasts on X, Instagram, Facebook, and YouTube

In this episode of Building the Billion Dollar Business, Ray Sclafani explores why New Year's resolutions fail inside advisory firms and what high-performing advisory teams do differently when designing kickoff meetings. Drawing on behavioral research and real-world coaching experience, Ray explains that the early breakdown of resolutions is not a motivation problem, it is a design problem.Ray introduces the concept of positive intent, a practical leadership approach that replaces vague resolutions with clear statements of what a team will do, how it will do it, and why it matters. He emphasizes that effective kickoff meetings begin before the meeting itself, with leaders building trust through one-on-one conversations that connect personal goals to professional alignment.The Five-Part Kickoff Meeting Framework for High-Performing Advisory TeamsRefine Annual OKRs to Align Advisory Team Outcomes Define clear objectives and measurable key results that improve client experience, advisory firm performance, and team effectiveness—starting with outcomes, not activity.Set Clear Advisory Firm Priorities With a Strong “Why” Identify the top priorities for the year and state each with positive intent, linking daily decisions to client value and long-term advisory firm strategy.Celebrate the Prior Year to Reinforce Team Performance Recognize wins, reflect on lessons learned, and reinforce behaviors that contributed to advisory team success and sustainable growth.Reinforce Advisory Firm Values Through Shared Team Experiences Bring firm values to life by highlighting real behaviors and building trust through meaningful shared experiences that strengthen advisory team culture.Align Individual Growth and Development With Team Objectives Encourage team members to state clear personal and professional growth intentions that directly support advisory firm priorities and client outcomes.Key TakeawaysMost New Year's resolutions fail within the first six to eight weeksPositive intent provides operational clarity around what will be done, how, and whyLeaders strengthen teams by connecting personally before aligning professionallyKickoff meetings should start with outcomes, not activitiesTeams grow sustainably when individual development aligns with team goalsQuestions Financial Advisors Often AskQ: Why do New Year's resolutions fail in advisory firms?A: Resolutions tend to fail early because they are often vague, reactive, and focused on avoidance rather than progress. According to research referenced in the episode, most resolutions break down within the first six to eight weeks, indicating a design problem rather than a lack of motivation.Q: What is “positive intent” in a kickoff meeting?A: Positive intent is a clear statement of what the team will do, how it will do it, and why it matters. Unlike resolutions, positive intent provides operational clarity and helps teams sustain momentum throughout the year.Q: What should be included in an advisory firm kickoff meeting?A: High-performing advisory teams include five parts: refining OKRs, setting clear priorities with a clear why, celebrating the previous year, reinforcing values through shared experiences, and aligning individual growth with team objectives.Q: Why is celebrating the previous year important?A: Recognition reinforces effective behavior, and reflection turns experience into learning. High-performing teams take time to acknowledge what worked and what did not before moving forward.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

Self-Declaration in the Legal Recognition of Gender (Routledge, 2023) is a socio-legal study that offers a critique of what it means to self-declare with regard to legal gender. Based on empirical research conducted in Denmark, the book engages in some of the most controversial issues surrounding trans and gender diverse rights. The theoretical analysis draws upon legal consciousness, affect theory, vulnerability and governmentality, to cross jurisdictional boundaries between law and medicine. The book reflects on the limits of progress that legislative reform may make, and the way that increased regulation can actually limit access to rights protections. Broadly transferrable beyond its specific field, this book will be useful to socio-legal scholars, feminist scholars, trans scholars, policy makers and practitioners. Dr Chris Dietz is a Lecturer at the Centre for Law & Social Justice at The University of Leeds.  Jane Richards is a doctoral student at the University of Hong Kong. You can find her on twitter where she follows all things related to human rights and Hong Kong politics @JaneRichardsHK Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Self-Declaration in the Legal Recognition of Gender (Routledge, 2023) is a socio-legal study that offers a critique of what it means to self-declare with regard to legal gender. Based on empirical research conducted in Denmark, the book engages in some of the most controversial issues surrounding trans and gender diverse rights. The theoretical analysis draws upon legal consciousness, affect theory, vulnerability and governmentality, to cross jurisdictional boundaries between law and medicine. The book reflects on the limits of progress that legislative reform may make, and the way that increased regulation can actually limit access to rights protections. Broadly transferrable beyond its specific field, this book will be useful to socio-legal scholars, feminist scholars, trans scholars, policy makers and practitioners. Dr Chris Dietz is a Lecturer at the Centre for Law & Social Justice at The University of Leeds.  Jane Richards is a doctoral student at the University of Hong Kong. You can find her on twitter where she follows all things related to human rights and Hong Kong politics @JaneRichardsHK Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/gender-studies

Today... "Tortilla Flats" residents and city officials are working toward national historic designation for the Montrose neighborhood, emphasizing that its significance lies not in architecture or restrictions on property, but in honoring the Latino culture, history, and community identity shaped by generations of residents. And later... After a ski patrol strike shut down a major Western Slope resort during a snow-starved start to winter, nearby mountains including Silverton, Monarch, and Powderhorn rolled out discounts and free tickets to keep displaced skiers on the slopes.Support the show: https://www.montrosepress.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.

Brian Barrett hosts the "Off the Pike" podcast for The Ringer and Spotify. Brian joins the program to discuss the Boston Celtics ascent to the top of the Eastern Conference, Jaylen feeling disrespected, and what he wants to see from Brown when Tatum comes back. X: @itsbrianbarrett 8:27 Celtics getting key contributions from role players consistently 14:56 Coach of the Year odds 34:05 Jaylen being petty about losing Eastern Conference Player of the Month 48:41 Jaylen and Jayson fitting together Available for download on iTunes and Spotify on Saturday, January 3rd 2026. Celtics Beat is powered by Prize Picks! Prize Picks is the official daily fantasy sponsor of CLNS Media. Download the app and use the promo code CLNS for $50 instantly when you play $5! Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary In this episode, Andy talks with Joel Hilchey, speaker, facilitator, and author of The 6½ Habits of Highly Defective Bosses. Joel brings humor, honesty, and a refreshing amount of grace to a topic many leaders quietly struggle with: becoming a boss without training, preparation, or a clear roadmap. Andy and Joel explore what it really means to be an "accidental boss" and why most bad bosses are not bad people. They unpack the four quadrants every leader must balance: tasks vs. people and short-term vs. long-term, and why focusing only on tasks can quietly erode trust and engagement. You'll hear practical ideas for avoiding mediocrity mongering, removing everyday hassles that drain teams, and providing clarity instead of whiplash leadership. The conversation also touches on why aiming to be "less terrible" is a surprisingly powerful leadership goal, how recognition can become a force multiplier, and why lessons from leadership often show up at home as well. If you're leading projects or people and want practical, human-centered ways to become a better boss one step at a time, this episode is for you! Sound Bites "Most bad bosses are actually good people with bad ideas." "If you focus only on tasks, people will hate working for you." "People don't expect perfection from their boss, but they do expect effort." "Recognition is one of the highest leverage tools a leader has." "The essence of strategy is saying no." "Be a lighthouse for your team, not a disco ball." "If you notice yourself getting frustrated that people are doing stuff that's off task or that feels off task to you, like why is this person taking time to do that? That's on you as the leader to say, oh, I must not have made this strategy clear." "You can spend the money without asking, but you must tell me you spent it next time we meet." Chapters 00:00 Introduction 02:08 Start of Interview 02:20 Becoming an Accidental Boss 07:10 The Four Leadership Quadrants 12:10 Warning Signs You Are Neglecting People 15:15 When Task Focus Goes Too Far 21:24 Mediocrity Mongering and Good Enough Work 25:47 The Value of a Crappy First Draft 30:00 Removing Hassles from Team Work 35:30 Lighthouse vs. Disco Ball Leadership 39:40 Why Being 'Less Terrible' Matters 45:40 Applying Leadership Lessons at Home 48:31 End of Interview 49:15 Andy Comments After the Interview 52:38 Outtakes Learn More You can learn more about Joel and his work at JoelHilchey.com. Make sure to try the complimentary assessment Joel refers to in the interview. For more learning on this topic, check out: Episode 468 with James Turk. It's a practical discussion about what to do when you are suddenly in charge. Episode 467 with Sabina Nawaz, former executive coach to Bill Gates, sharing insights on what no one usually tells you about becoming the boss. Episode 419 with Molly McGrath. Her book focuses on fixing your boss, but it almost always inspires listeners to become better leaders themselves. Level Up Your AI Skills During the episode, Andy mentioned our AI Made Simple class. Join listeners from around the world who are learning how to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Pass the PMP Exam This Year If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader, that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, People Management, Accidental Managers, Team Culture, Recognition, Project Leadership, Manager Development, Communication, Prioritization, Continuous Improvement The following music was used for this episode: Music: Brooklyn Nights by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tuesday by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license

This episode is a year-end exhale.Becky + Jon are joined by the incredible Lindsey Fuller for a cozy, heartfelt conversation as we gently close out 2025 and look toward a more grounded, intentional 2026. Together, we pause to reflect, breathe, and reconnect with what really matters.Lindsey brings honest wisdom on navigating burnout, the constant noise of the world, and why hope and genuine community aren't optional—they're essential. You'll hear what self-care actually looks like (hint: it goes way beyond bubble baths), plus a refreshing take on the messy-but-beautiful work of healing together.Expect laughter, real talk, a few surprise shout-outs, and plenty of encouragement to step into the new year with clarity, intention, and peace. If you're craving a reset—or just a reminder you're not alone—this one's for you

In this Part 2 of our 2-part podcast series on thyroid emergencies Anton, Dr. George Willis and Dr. Alyssa Louis answer questions such as: When a patient presents with “sepsis without a source,” what bedside features should trigger you to prioritize thyrotoxicosis? How can PoCUS help you decide whether tachycardia is dangerous — or lifesaving — before starting β-blockade? Why can TSH and free T4 be falsely reassuring in a crashing patient, and what labs actually matter early? In which patients does propranolol increase the risk of cardiovascular collapse — and why is esmolol the safer first line medication? Why does the order β-blocker → thionamide → steroid → iodine matter, and what happens if you get it wrong? When is not giving a β-blocker the safest decision in thyroid storm, even in a profoundly tachycardic patient? In an agitated, hyperthermic patient with thyrotoxicosis, why might intubation be more dangerous than helpful in the first hour? How does amiodarone-induced thyrotoxicosis fundamentally change your management — and why can iodine make it worse? and many more...

Semyon Dukach, the Founding Partner at One Way Ventures, serial entrepreneur, and former leader of the famed MIT Blackjack team, joins me to share his extraordinary journey from arriving in the U.S. as a Soviet refugee to becoming one of New England's top venture capitalists. We discuss his path from leading the MIT Blackjack team to startup founder to prolific investor. One Way Ventures invests only in immigrant founders and we discussed how he developed that thesis. We also talk about personal growth, overcoming imposter syndrome, and what it really takes to become an exceptional founder and leader.Where to find Semyon:XLinkedInOne Way VenturesTimestamps:(00:00) From Pacman to Blackjack: A Unique Journey(02:58) Lessons from the MIT Blackjack Team(05:54) Transitioning from Operator to Investor(08:52) The Immigrant Experience and Entrepreneurship(11:46) Building Trust in High-Stakes Environments(14:36) The Power of Immigrant Founders(17:44) Branding and Recognition in Venture Capital(28:18) Building a Strong Network for Deal Flow(31:39) Recognizing Undervalued Immigrant Founders(34:19) Traits of Extraordinary Founders(37:07) The Importance of Customer Focus(38:53) Growth Through Partnership and Experience(42:23) Navigating the Challenges of Venture Capital(44:56) Turning Disappointments into Opportunities(46:19) Dealing with Imposter Syndrome(47:32) Lessons Learned on the Entrepreneurial Journey(51:03) The Inner Drive of EntrepreneurshipConnect with Alisa! Follow Alisa Cohn on Instagram: @alisacohn Twitter: @alisacohn Facebook: facebook.com/alisa.cohn LinkedIn: https://www.linkedin.com/in/alisacohn/ Website: http://www.alisacohn.com Download her 5 scripts for delicate conversations (and 1 to make your life better) Grab a copy of From Start-Up to Grown-Up by Alisa Cohn from Amazon

Tim sits down with Max Bennett to explore how our brains evolved over 600 million years—and what that means for understanding both human intelligence and AI.Max isn't a neuroscientist by training. He's a tech entrepreneur who got curious, started reading, and ended up weaving together three fields that rarely talk to each other: comparative psychology (what different animals can actually do), evolutionary neuroscience (how brains changed over time), and AI (what actually works in practice).*Your Brain Is a Guessing Machine*You don't actually "see" the world. Your brain builds a simulation of what it *thinks* is out there and just uses your eyes to check if it's right. That's why optical illusions work—your brain is filling in a triangle that isn't there, or can't decide if it's looking at a duck or a rabbit.*Rats Have Regrets**Chimps Are Machiavellian**Language Is the Human Superpower**Does ChatGPT Think?*(truncated description, more on rescript)Understanding how the brain evolved isn't just about the past. It gives us clues about:- What's actually different between human intelligence and AI- Why we're so easily fooled by status games and tribal thinking- What features we might want to build into—or leave out of—future AI systemsGet Max's book:https://www.amazon.com/Brief-History-Intelligence-Humans-Breakthroughs/dp/0063286343Rescript: https://app.rescript.info/public/share/R234b7AXyDXZusqQ_43KMGsUSvJ2TpSz2I3emnI6j9A---TIMESTAMPS:00:00:00 Introduction: Outsider's Advantage & Neocortex Theories00:11:34 Perception as Inference: The Filling-In Machine00:19:11 Understanding, Recognition & Generative Models00:36:39 How Mice Plan: Vicarious Trial & Error00:46:15 Evolution of Self: The Layer 4 Mystery00:58:31 Ancient Minds & The Social Brain: Machiavellian Apes01:19:36 AI Alignment, Instrumental Convergence & Status Games01:33:07 Metacognition & The IQ Paradox01:48:40 Does GPT Have Theory of Mind?02:00:40 Memes, Language Singularity & Brain Size Myths02:16:44 Communication, Language & The Cyborg Future02:44:25 Shared Fictions, World Models & The Reality Gap---REFERENCES:Person:[00:00:05] Karl Friston (UCL)https://www.youtube.com/watch?v=PNYWi996Beg[00:00:06] Jeff Hawkinshttps://www.youtube.com/watch?v=6VQILbDqaI4[00:12:19] Hermann von Helmholtzhttps://plato.stanford.edu/entries/hermann-helmholtz/[00:38:34] David Redish (U. Minnesota)https://redishlab.umn.edu/[01:10:19] Robin Dunbarhttps://www.psy.ox.ac.uk/people/robin-dunbar[01:15:04] Emil Menzelhttps://www.sciencedirect.com/bookseries/behavior-of-nonhuman-primates/vol/5/suppl/C[01:19:49] Nick Bostromhttps://nickbostrom.com/superintelligentwill.pdfConcept/Framework:[00:05:04] Active Inferencehttps://www.youtube.com/watch?v=KkR24ieh5OwPaper:[00:35:59] Predictions not commands [Rick A Adams]https://pubmed.ncbi.nlm.nih.gov/23129312/Book:[01:28:27] The Status Gamehttps://www.amazon.com/Status-Game-Human-Life-Play/dp/000835[01:25:42] The Elephant in the Brainhttps://www.amazon.com/Elephant-Brain-Hidden-Motives-Everyday/dp/0190495995[02:00:40] The Selfish Genehttps://amazon.com/dp/0198788606[03:09:37] The Three-Body Problemhttps://amazon.com/dp/0765377063hanged/dp/1541674987:[02:14:25] The Language Gamehttps://www.amazon.com/Language-Game-Improvisation-Created-C[02:54:40] The Evolution of Languagehttps://www.amazon.com/Evolution-Language-Approaches/dp/0521

In this thoughtful episode, Dr. Robyn McKay explains why it's so important for physicians, clinicians, and leaders to be trauma-informed. Because as leaders, we carry the responsibility of creating both psychological and physical safety for our patients and clients.This episode explores:Why leaders and clinicians need to learn how to read energyHow many reactions are rooted in unresolved traumaThe difference between feeling confused and encountering confusing energyWhy naming confusing energy creates clarity and safetyHow control shows up as a dissonant leadership styleWhat it looks like to lead from controlHow to lead from coherenceWhy coherent leadership builds trust and connectionWhat psychological safety really meansThe energetic aspect of psychological safety that leaders must understandWhat if leadership itself became a healing practice? The future of leadership is trauma-informed, and this shift begins with us.Love what you're hearing?Leave a review on Apple Podcasts and send a screenshot to Robyn. Each month, one listener will receive a Scroll of Recognition—a custom energetic blessing, activation, or intuitive message written just for you.Robyn McKay, PhD, is an award-winning therapist and psychospiritual advisor who teaches and leads at the intersection of psychology × spirituality × energetics. With deep roots in clinical psychology and a lifetime of living at the crossroads of intuition and credentials, she is a rare bridge between science and soul, credentials and codes, strategy and spirit.Early in her career, Robyn served as a university psychologist before stepping into her broader calling as a guide for high performers, creatives, and seekers. She addresses a wide spectrum of human experience — healing trauma, anxiety, depression, mood disorders, and ADHD in women; accessing spiritual gifts; and navigating existential crossroads.Having sold $2.5M+ in retreats and private intensives, Robyn is now architecting an entirely new category of retreats: expert-led, trauma-informed, miracle-level. She helps credentialed, neurodivergent, and spiritually awake women leaders design transformational retreats that carry depth, meaning, and lasting impact.Connect with Dr. Robyn McKay:LinkedIn: Robyn McKay, PhDFacebook: Dr. Robyn McKayInstagram: @robynmckayphd Book a call with Dr. Robyn! https://drrobynmckay.com/call Join the $100K Retreat Leaders Secrets: https://www.facebook.com/groups/100kretreatsecrects 

Born into poverty in Bihar's Jamui district, Briju has carved an extraordinary artistic journey, quite literally, from clay. Trained at Jawahar Navodaya Vidyalaya and Banaras Hindu University, the fine arts graduate chose to return to his village, where his lifelike sculptures now attract commissions from across India and countries including the US and Japan. His work also adorns the Jharkhand Chief Minister's residence, reflecting art rooted in resilience and purpose.

Ray White speaks to Dr Charles Sinkala, international relations expert on Somalia being recognised by Isreal ahead of them taking the Presidency of the UN Security Council. 702 Breakfast with Bongani Bingwa is broadcast on 702, a Johannesburg based talk radio station. Bongani makes sense of the news, interviews the key newsmakers of the day, and holds those in power to account on your behalf. The team bring you all you need to know to start your day Thank you for listening to a podcast from 702 Breakfast with Bongani Bingwa Listen live on Primedia+ weekdays from 06:00 and 09:00 (SA Time) to Breakfast with Bongani Bingwa broadcast on 702: https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/36edSLV or find all the catch-up podcasts here https://buff.ly/zEcM35T Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

The Midday Report with Mandy Wiener is 702 and CapeTalk’s flagship news show, your hour of essential news radio. The show is podcasted every weekday, allowing you to catch up with a 60-minute weekday wrap of the day's main news. It's packed with fast-paced interviews with the day’s newsmakers, as well as those who can make sense of the news and explain what's happening in your world. All the interviews are podcasted for you to catch up and listen to. Thank you for listening to this podcast of The Midday Report Listen live on weekdays between 12:00 and 13:00 (SA Time) to The Midday Report broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk https://buff.ly/NnFM3Nk For more from The Midday Report, go to https://buff.ly/BTGmL9H and find all the catch-up podcasts here https://buff.ly/LcbDdFI Subscribe to the 702 and CapeTalk daily and weekly newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

NOBEL SNUBS AND LATER CONTROVERSIES Colleague Professor Paul Halpern. In the aftermath of the Big Bang's confirmation, Gamow fought for recognition of his prior theoretical contributions before his death in 1968. Halpern discusses the controversy surrounding the Nobel Prize for nucleosynthesis, which was awarded to William Fowler but excluded Hoyle, possibly due to misconceptions by the nominators. In his later years, Hoyle became a controversial figure, promoting panspermia—the idea that diseases like AIDS come from comets—and rejecting Darwinian evolution. Halpern concludes by describing both men as intuitive, "seat of the pants" thinkers who preferred spontaneity over rigid archival research. NUMBER 4 1960

Pool Pros text questions hereIn this episode of Talking Pools, hosts Lee and Shane reflect on the past year in the swimming pool industry, discussing significant changes in leadership, the recognition of the trade, and the importance of planning for the future. They emphasize the need for work-life balance and personal growth as they look forward to 2026 and the upcoming Splash trade show.takeawaysThe swimming pool industry has seen significant leadership changes recently.Recognition as a trade is a major milestone for the industry.Planning for the future is essential for personal and business growth.Work-life balance is crucial for long-term success in the industry.The upcoming Splash trade show in 2026 is highly anticipated.It's important to appreciate achievements from the past year.Setting goals for the new year can help maintain focus and direction.The industry needs more formal training and apprenticeships.Taking time for personal enjoyment is vital for overall well-being.Engaging with the community can lead to new opportunities and connections.link : https://courses.thepoolshopcoach.com.au/storeSound Bites"It's sink or swim for our industry.""We are a trade that can electrocute you.""Take care of your golf balls first."Chapters00:00Welcome and Reflections on the Year01:44Industry Changes and Leadership Transitions05:38Recognition of the Swimming Pool Trade10:50Personal Growth and Business Planning for 202624:17Work-Life Balance and Future Aspirations Support the showThank you so much for listening! You can find us on social media: Facebook Instagram Tik Tok Email us: talkingpools@gmail.com

As we close out 2025 and look ahead to an even bigger 2026, this New Year special episode of Dental Assistant Nation is all about you. In this episode, Kevin Henry counts down the Top 5 most-listened Dental Assistant Nation podcasts of 2025. These episodes were not chosen by a panel or a ranking system. They were chosen by what dental assistants listened to, shared, and cared about the most this year. You will hear highlights from conversations that covered: • Career growth and leveling up • Dental assistant onboarding and training • Recognition and appreciation in dentistry • Professional development and success tips • The topics that truly mattered to dental assistants in 2025 Thank you for making 2025 an incredible year for Dental Assistant Nation. Your support, engagement, and passion continue to drive this movement forward. We are excited for what is ahead in 2026 as we tackle tough topics, elevate the profession, and keep raising dental assistants up. The Top 5 Dental Assistant Nation Podcasts of 2025 10:28 #1: Episode 374: How Top Dental Assistants Level Up Their Careers: Essential Tips https://youtu.be/_aGzvOVquLw 08:01 #2: Episode 373: 5 Must-Know Tips for Dental Assistants During Recognition Week! https://youtu.be/iD_xzc8-qek 06:36 #3: Episode 382: What Every Aspiring Dental Assistant Must Know To Be Successful https://youtu.be/tJOwwTz9ovI 04:32 #4: Episode 381: THIS is the BEST Onboarding Guide for Dental Assistants! https://youtu.be/cnWgzK2dWf0 02:43 #5: Episode 391: The Oral Preventive Assistant: Is it bad news for dental assistants? https://youtu.be/ElyssposlQQ Follow us on Tiktok! : https://www.tiktok.com/@dentalassistantnation?is_from_webapp=1&sender_device=pc

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/SCE865. CME/AAPA credit will be available until December 18, 2026.First Move Matters: Playing to Win in EoE – From Emergency Department Recognition to Continued Care Strategies In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an independent educational grant from Regeneron Pharmaceuticals, Inc and Sanofi.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/SCE865. CME/AAPA credit will be available until December 18, 2026.First Move Matters: Playing to Win in EoE – From Emergency Department Recognition to Continued Care Strategies In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an independent educational grant from Regeneron Pharmaceuticals, Inc and Sanofi.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/SCE865. CME/AAPA credit will be available until December 18, 2026.First Move Matters: Playing to Win in EoE – From Emergency Department Recognition to Continued Care Strategies In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an independent educational grant from Regeneron Pharmaceuticals, Inc and Sanofi.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/SCE865. CME/AAPA credit will be available until December 18, 2026.First Move Matters: Playing to Win in EoE – From Emergency Department Recognition to Continued Care Strategies In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an independent educational grant from Regeneron Pharmaceuticals, Inc and Sanofi.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/SCE865. CME/AAPA credit will be available until December 18, 2026.First Move Matters: Playing to Win in EoE – From Emergency Department Recognition to Continued Care Strategies In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an independent educational grant from Regeneron Pharmaceuticals, Inc and Sanofi.Disclosure information is available at the beginning of the video presentation.

People used to work until they died and for the most part live in an extended family structure where some recognition was assured. Today's retired people face a true challenge in this life quest. We must create a means of being recognized.

The U.S. strikes Islamic State group militants in Nigeria, Nigeria's Borno state suffers a deadly mosque bombing, Russian bombers fly near the U.K. on Christmas, Israel becomes the first nation to recognize Somaliland, Ex-Malaysian leader Najib Razak is found guilty in a fraud case, China sanctions 20 U.S. firms over an $11B Taiwan arms deal, The U.S. Dept. of Justice finds over 1M more Epstein documents, 19 states and Washington D.C. sue the federal government over its youth gender treatment declaration, A U.S. judge blocks the Trump admin. from deporting the CEO of the Center for Countering Digital Hate, and Jair Bolsonaro endorses his son, Flávio, for Brazil's 2026 presidential election. Sources: Verity.News

The African Union is rejecting Israel's recognition of Somalia's breakaway region. AP correspondent Donna Warder reports.

 A year-end recap is more than a highlight reel—it's a practical reset. In this New Year episode, Trace Blackmore walks through 2025 using a "12 Days of the Scaling Up Nation" format, tying together performance, community growth, listener engagement, and the sponsor support that keeps the podcast and its companion tools available at no cost.   Year-end by the numbers   Trace explains how he used to track every stat closely—and how that shifted into an unhealthy measure of self-worth—so the team now uses numbers as feedback, not validation. He notes the show released 56 brand-new episodes in 2025 (including the additional releases during Industrial Water Week) and explains why the data still matters: it helps confirm what the community is using, such as discussion guides and other tools, and what needs to be improved.  Most-downloaded episodes and what listeners leaned into  Trace shares the three most-downloaded episodes of 2025:  Episode 405 — cooling water innovation using treated wastewater  Episode 418 — maleic acid (with Mike Standish)  Episode 424 — chlorine dioxide (the most downloaded episode of the year)  Engagement that keeps learning moving  The episode highlights growth in the Scaling Up Nation across newsletter subscriptions, discussion guide downloads, and an expanding LinkedIn community.   Recognition, partners, and momentum into 2026  Trace acknowledges milestones including AWT naming Scaling Up H2O the official podcast of the Association of Water Technologies, and he thanks the sponsors who make the podcast's free content possible—19 sponsoring partners in 2025. The episode closes with a direct invitation for listeners to share what they want to learn next, who they want interviewed, and what stories could help the industry keep "raising the bar."  Listen to the full conversation above. Explore related episodes below.   Stay engaged, keep learning, and continue scaling up your knowledge!    Timestamps  02:50 — Show open and New Year framing: a reset point for leaders and operators heading into 2026  03:10 — Why the retrospective exists: improve the next year and celebrate what the Scaling Up Nation achieved together  05:00 — The format revealed: "12 days" of highlights built from what happened in 2025  08:40 — The final 2025 "Water You Know" question: hydroxide ion formula—and the answer reveal  16:30 — The top three downloaded episodes of 2025  29:00 — Signature segments and field lessons: community participation, Detective H2O, and "quicker is not better    Quotes "Slow is smooth and smooth is fast." "It's not going to take somebody's job away because of AI, but somebody who knows AI or is familiar with AI over somebody that is not familiar with it and refuses anything with AI, that person will probably take that other person's job." "Lift others as you rise."    Connect with Scaling UP! H2O  Submit a show idea: Submit a Show Idea  LinkedIn: in/traceblackmore/  YouTube: @ScalingUpH2O Scaling UP! H2O Resources Mentioned  AWT (Association of Water Technologies)  Scaling UP! H2O Academy video courses  Submit a Show Idea  The Rising Tide Mastermind 405 Cooling Water Innovation: Harnessing Wastewater for Sustainability  418 Maleic Acid-Based Corrosion Inhibitors: Expanding the Water Treatment Toolbox with Mike Standish  424 Chlorine Dioxide Insights with Greg Simpson  420 Tapping Into Tech: How Ben Frieders Uses AI to Elevate Water Treatment Marketing   422 Inside the Association of Water Technologies with John Caloritis  423 Pushing the Boundaries: Jacob Deak on Innovating Water Treatment Systems   446 Leveraging the Culture Index for Business Success with Danielle Scimeca and Conor Parrish   447 Unlocking Team Potential with Culture Index with Randi Fargen  179 Another One that Teaches Us to Communicate Better with Others    Water You Know with James McDonald Question: What is the molecular formula for hydroxide ion?     2025 Events for Water Professionals  Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.     

Join the Antimatter Annihilators on their mission to do sick tricks across the multiverse and become as cool as humanly possible! Our crew will face psychic crocodiles, industry sponsors and parental curfews in this action-packed slugblasting adventure. Check it! Krystal gets noticed. Nia takes a nap. Toby tricks it up. Conan has a panic attack.This one shot uses the Slugblaster system by Mikey Hamm and published by Mythworks.Find our special guest Shamini as one of the RPGeeks on Youtube.Music by Chloe Elliott: Not A CrimeAlive and/or DeadA World of Many ColoursArtwork by Eiriol Evans.Sound effects from Zapsplat.Join our Discord server here for free!Support us by becoming a patron on Patreon.Check out the Deck of Many Aces original soundtrack on music streaming services like Spotify.Other projects:Listen to Am and Chloe on RWD. You can find them on Twitter and Instagram @RWD_Pod.Listen to Chloe voice Quinn/ Cynthia in C4DAC3U5.Listen to Chloe voice Eadith in Legend of the Bones.Sign up to Ellie's mailing list here to keep updated on all their creative projects.Asexuality and Aromantic Resources:The Asexual Visibility and Education NetworkThe Aromantic-spectrum Union for Recognition, Education, and AdvocacyDeck of Many Aces is unofficial Fan Content permitted under the Fan Content Policy. Not approved/endorsed by Wizards of the Coast. Portions of the materials used are property of Wizards of the Coast. ©Wizards of the Coast LLC. All the characters in this podcast are fictitious, and any resemblance to actual persons, living or dead, is purely coincidental.Support this show http://supporter.acast.com/deck-of-many-aces. Hosted on Acast. See acast.com/privacy for more information.

Matt Rieck is the Chief Human Resources Officer at End Zone Insurance and author of "The Employee Retention Bible." Focused on practical strategies that reverse turnover and elevate morale, Matt specializes in teaching leaders how to foster cultures of appreciation, strengthen management, and deliver measurable HR results. From hands-on consulting with major enterprises to building loyalty-driven workforces, Matt's passion lies in blending culture, communication, and data to help companies retain their very best talent. In this episode of Marketer of the Day, Matt Rieck joins Robert Plank to decode the real reasons behind employee turnover and reveal how businesses can nurture loyalty, drive engagement, and transform company culture without breaking the bank. Matt shares the hidden costs of losing great employees, actionable tactics for implementing company-wide appreciation, and insights on developing managers into true leaders. The discussion covers leveraging social media for internal recognition, organizing effective team meetings, and the importance of training managers beyond their initial promotion. Matt also highlights how recognizing and leveraging individual strengths—and transparently addressing weaknesses—can set both teams and organizations apart. Quotes: “Most businesses underestimate the cost of losing good people—when you show real appreciation, culture shifts and people stay.” “Training managers doesn't end with the promotion. Ongoing development is the missing link at most companies.” “Recognition isn't expensive. Internal emails, social posts, and simple appreciation systems can change everything.” Resources: Connect with Matt Rieck on LinkedIn Order “The Employee Retention Bible” on Amazon. Matt Rieck teaches leaders how to boost morale and reduce turnover.

Celebrating the faithful service of others not only honors them but also acknowledges God's recognition of their dedication. -------- Thank you for listening! Your support of Joni and Friends helps make this show possible.     Joni and Friends envisions a world where every person with a disability finds hope, dignity, and their place in the body of Christ. Become part of the global movement today at www.joniandfriends.org   Find more encouragement on Instagram, TikTok, Facebook, and YouTube.

The Law of Recognition Part 2 - Uncommon Protégé'sJoin Ev. Taylan as he prays into this biblical key! #christian #bible #supernaturalClick Here To Claim Your Free Offer: https://mailchi.mp/fcruston/claimTo become a monthly partner https://tithe.ly/give_new/www/#/tithe...MY TESTIMONY: • When An Atheist Encounters God! (Tayl... Ways to Support the Ministry:Monthly Partner https://revivalway.com/(Monthly partners are invited to a private zoom call and get access to free material) Venmo https://venmo.com/revivalway PayPal https://www.paypal.me/revivalway Tithe.ly https://tithe.ly/give_new/www/#/tithe... Check Please DM us on one of our social media platforms! Connect with Ev. Taylan Michael and Revival Way MinistriesFacebook: / revivalwaymiInstagram: / taylan.michTiktok: / taylan.michael

RaeAnn Tucker joined Wake Up Tri-Counties to talk about Christmas closure, radon test kits, the blood panel special, employee years of service recognition, the "Adopt-A-Family" with Central School, and travel safety tips for holiday travel. The Henry and Stark County Health Departments have announced that their offices and First Choice Healthcare Clinics in Kewanee, Colona, and Toulon will be closed December 24th through 26th in observance of Christmas. Essential in-home care services will still be available for those in need. For healthcare assistance or information, community members are encouraged to call their local clinics or visit henrystarkhealth.com. The departments are also urging residents to take precautions against respiratory illnesses as cases rise and reminding everyone that updated COVID-19 and flu vaccinations are available by walk-in or appointment at Kewanee and Toulon locations. As holiday travel surges, health officials in Henry and Stark counties urge drivers to prepare for smooth journeys. They recommend checking your vehicle's condition, planning routes to avoid congestion, and keeping roadside assistance contacts handy. Secure valuables and monitor children closely at rest stops. Meanwhile, the Environmental Health Division is spotlighting an invisible risk: radon gas. Home testing kits are available for $15, with high levels detected locally and health risks even for non-smokers. Finally, a special health screening at local clinics continues through January 1, 2026. Bring non-perishable food and $40 cash for a thyroid and cholesterol panel while supporting food pantries.

Please visit answersincme.com/RND860 to participate, download slides and supporting materials, complete the post test, and get a certificate. In this activity, experts in hypophosphatasia (HPP) discuss its multisystem burden and diagnostic challenges, and the importance of early referral for timely treatment. Upon completion of this activity, participants should be better able to: Describe the clinical burden and multisystem manifestations of HPP across the lifespan; Recognize key diagnostic challenges in HPP through practical screening strategies, including interpretation of alkaline phosphatase (ALP) and pyridoxal 5′-phosphate (PLP) levels; and Outline the importance of early referral and diagnostic confirmation to enable timely treatment initiation, including the role of genetic testing and family screening.

Please visit answersincme.com/RND860 to participate, download slides and supporting materials, complete the post test, and get a certificate. In this activity, experts in hypophosphatasia (HPP) discuss its multisystem burden and diagnostic challenges, and the importance of early referral for timely treatment. Upon completion of this activity, participants should be better able to: Describe the clinical burden and multisystem manifestations of HPP across the lifespan; Recognize key diagnostic challenges in HPP through practical screening strategies, including interpretation of alkaline phosphatase (ALP) and pyridoxal 5′-phosphate (PLP) levels; and Outline the importance of early referral and diagnostic confirmation to enable timely treatment initiation, including the role of genetic testing and family screening.

Darshan H. Brahmbhatt, Podcast Editor of JACC: Advances, discusses a recently published original research paper on Sex Differences in the Clinical Recognition of Significant Aortic Stenosis.

If you've been feeling stretched thin — not necessarily burned out, but at capacity — this is for you.We're gathering on December 27 for The Roundtable: a private, half-day strategic intensive for women who've done the training, walked through the healing, and are now asking… what's next?Whether you hold formal credentials or you're deeply trained in energetic and intuitive modalities — this space is for you.To release the roles you've outgrown.To clarify your 2026 mission.To take your seat in what comes next.

The Law of Recognition - 3 Keys To Uncommon SuccessJoin Ev. Taylan as he prays into this biblical key! #christian #bible #supernaturalClick Here To Claim Your Free Offer: https://mailchi.mp/fcruston/claimTo become a monthly partner https://tithe.ly/give_new/www/#/tithe...MY TESTIMONY: • When An Atheist Encounters God! (Tayl... Ways to Support the Ministry:Monthly Partner https://revivalway.com/(Monthly partners are invited to a private zoom call and get access to free material) Venmo https://venmo.com/revivalway PayPal https://www.paypal.me/revivalway Tithe.ly https://tithe.ly/give_new/www/#/tithe... Check Please DM us on one of our social media platforms! Connect with Ev. Taylan Michael and Revival Way MinistriesFacebook: / revivalwaymiInstagram: / taylan.michTiktok: / taylan.michael

As an aspiring equestrian facing obstacles, Jack Goldberg learned that even with good intentions and legislation, follow through can be uncertain. So, as a young teen, he leaned into leadership. While the dual American and Canadian citizen can appreciate progress -- the Americans with Disabilities Act, the Canadian Charter of Rights and Freedoms and the UN Convention on the Rights of Persons with Disabilities -- he is worried that what has been hard won may be dismantled unless advocacy and activism keep the pressure on. On Equal Time, the honored Para Equestrian explains. Learn more about your ad choices. Visit megaphone.fm/adchoices

As an aspiring equestrian facing obstacles, Jack Goldberg learned that even with good intentions and legislation, follow through can be uncertain. So, as a young teen, he leaned into leadership. While the dual American and Canadian citizen can appreciate progress -- the Americans with Disabilities Act, the Canadian Charter of Rights and Freedoms and the UN Convention on the Rights of Persons with Disabilities -- he is worried that what has been hard won may be dismantled unless advocacy and activism keep the pressure on. On Equal Time, the honored Para Equestrianexplains. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of Translating Proteomics, Parag and Andreas share their reflections on proteomics developments in 2025 largely inspired by their observations at the World HUPO 2025 conference in Toronto. Whether you agree, disagree, or simply want to share some of your own observations on proteomics, please post your thoughts in the comments.We look forward to even more exciting developments in 2026!Chapters00:00 - 00:35 – Intro00:36 – 07:00 - Increased focus on applications of proteomics and less on method developmentLearn more about One Health from our conversation with Professor Jennifer Geddes-McAlisterhttps://youtu.be/JFwvTdkb5bw07:01 – 12:47 - Increase in people talking about the importance of proteoformsLearn more about proteoforms in our episode featuring proteoform pioneer Professor Neil Kelleherhttps://youtu.be/3pPuxVrMxpw12:47 – 17:26 - An increase in multiomics studies17:27 – 20:03 - A shift to larger scale proteomics studiesFor a great example of a multi-platform comparison study, check out Kirsher et al., 2025https://www.nature.com/articles/s42004-025-01665-120:03 – 25:07 - Increased integration of AI into proteomics workflowsFor an example of how proteomics workflows can be modified with multiomic data, check out Suhre et al., 2025https://www.nature.com/articles/s41588-025-02413-w25:08 – 30:05 – Recognition of the need to assess quality across proteomics workflows30:06 – 32:19 – Less of a focus on spatial proteomics this year than in past years32:20 – 35: 13 - Parag and Andreas share their predictions for 202635:14 – End – Outro

Step into Episode 191 of On the Delo as David DeLorenzo jumps on the mic solo to close out the year with real talk on hospitality risk, restaurant trends, and how technology is reshaping the business. From foreign objects in food to seven-figure kitchen fires, Delo pulls back the curtain on what really happens after the incident is over and the lawyers get involved.He also shares where the industry is headed next: AI ordering, predictive inventory, labor shortages, non-alcoholic drink trends, and why community and culture inside your four walls matter more than ever. Along the way you'll hear about the Built Different Community he runs with Jeremy Scott, a Vegas trip to see Def Leopard at Caesars, and why his Spotify Wrapped was Creed… and only Creed.Chapter Guide (Timestamps): (0:15) Solo Year-End Check-In & Episode 191 Overview (1:04) Built Different Community, Circle App & Why It Exists for Entrepreneurs (2:35) Community, Coaching Calls & 50 Years of Combined Business Experience (3:23) What Guests Don't See: Behind-the-Scenes Reality of Hospitality (4:56) Top Claims from 2025: Foreign Objects in Food & Customer Injury Letters (7:11) Kitchen Injuries, Wet Floors, Clutter & Workers Comp Fallout (9:43) “Small” Kitchen Fires that Turn into Million-Dollar Losses (12:00) Walk-In Coolers, Spoilage & How Cause of Loss Really Works (13:35) Parking Lots, Slip-and-Falls & The Power of Video Cameras (17:44) Liquor Liability, Obviously Intoxicated Laws & Fatal DUI Claims (20:56) AI, Automation & Predictive Analytics in Restaurant Operations (23:04) Non-Alcoholic Options, Late-Night Food & Shifting Guest Habits (25:36) New Openings, Moves to Downtown Phoenix & Arizona's Top 100 Recognition (27:33) Heritage, Protein House, Feta Cowboy & the Growth of Local Concepts (28:12) How to Truly Support Your Favorite Restaurants & Close of 2025

Melbourne residents Parsu Budathoki and Raju Adhikari were among the award recipients at this year's Victorian Multicultural Awards for Excellence, organised by the Victorian Multicultural Commission (VMC) on Thursday, December 4. Parsu Budathoki, President of the Bhutanese Community in Australia and a mental health nurse, received the Refugee Leadership Award. Raju Adhikari, a scientist and community leader involved in several Nepali and multicultural organisations, was inducted into the Victorian Multicultural Honor Roll. SBS Nepali spoke with Budathoki and Adhikari about their achievements, volunteering work and various challenges faced by communities. We also spoke with Victoria Police Chief Commissioner Mike Bush and other award recipients present at the event. - समुदायमा योगदान पुर्‍याउने भिक्टोरियाका बासिन्दा तथा सङ्घसंस्थाहरूलाई हरेक वर्ष राज्यको बहुसांस्कृतिक आयोग भिक्टोरियन मल्टिकल्चरल कमिसन (भीएमसी)ले ‘भिक्टोरियन मल्टिकल्चरल अवार्ड्स फर एक्सिलेन्स'द्वारा सम्मानित गर्दै आएको छ। यस वर्ष विभिन्न विधाका पुरस्कृत मध्ये, पेसाले एक मेन्टल हेल्थ नर्स रहेका भुटानी कम्युनिटी इन अस्ट्रेलियाका अध्यक्ष पर्सु बुडाथोकी ‘रेफ्युजी लिडरशिप अवार्ड'ले सम्मानित भएका छन् भने, नेपाली तथा विभिन्न बहुसांस्कृतिक संस्थाहरूमा आवद्ध रहँदै आएका वैज्ञानिक राजु अधिकारी ‘भिक्टोरियन मल्टिकल्चरल अनर रोल'मा समावेश भएका छन्। स्वयंसेवा तथा समुदायमा रहेका अवसर र चुनौतीबारे बुढाथोकी र अधिकारीका अनुभव लगायत बिहिवार, डिसेम्बर चारमा सम्पन्न भएको कार्यक्रममा उपस्थित भिक्टोरिया पुलिसका चिफ कमिश्नर माइक बुश र अन्य केही विजेताहरूसँग एसबीएस नेपालीले गरेको कुराकानी सुन्नुहोस्।

In this episode, I sit down with Jessica Kriegel, a culture strategist, speaker, and former Chief Scientist of Workplace Culture at Culture Partners. Jessica has spent years studying what actually drives performance inside organizations, and she brings research backed clarity to a topic most leaders still struggle to operationalize. Together, we break down why culture is not a soft concept, but the single most powerful lever leaders have to drive results, including up to four times revenue growth when purpose, strategy, and culture are fully aligned. Jessica shares a practical framework for turning culture into a business system, not a poster on the wall. We unpack why most culture efforts fail, how beliefs shape behavior more than processes ever will, and what leaders must stop doing if they want real accountability. This conversation is grounded, actionable, and designed for leaders who want measurable outcomes, not motivational fluff. Key takeaways: Culture is how people think and act to get results, not a list of values or perks Companies with full alignment between purpose, strategy, and culture grow four times faster than those without it Clarity beats complexity when defining purpose and direction Beliefs drive behavior more than policies, processes, or procedures True accountability is a personal choice, not a blame mechanism Most organizations spend the majority of their time below the line in blame and excuses Recognition, storytelling, and feedback are the fastest ways to shape beliefs Surrendering control creates stronger commitment and better long term results Leaders cannot force alignment, but they can design experiences that invite it This episode is for CEOs, founders, executives, people leaders, and anyone responsible for driving performance through other people. If you are frustrated that your culture initiatives are not translating into results, or if you feel like you are managing compliance instead of commitment, this conversation will change how you lead. You will walk away with simple language, a clear framework, and specific actions you can apply immediately to build a culture that actually drives growth. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Welcome to episode 303 of Growers Daily! We cover: We are joined by Mikey Densham as well as Jay Dunstan, who works at Five Tales but has become an integral part of the business in some very cool ways (which we discuss). Also on the agenda for today is how their farm business collides with different holidays (like have you ever thought about how different your business would be if the holiday season landed smack dab in the middle of your growing season) AND we take on a patreon question about agritourism.  We are a Non-Profit! 

On this episode CesarRespino.com brings to you a fellow author at You Can Overcome Anything! Podcast Show by the name of Thomas White.Tom began his career as an actor. Several years later he found himself as the Artistic Director for a theatre in Los Angeles and the winner of several Drama-Logue and Critics' awards for directing. He directed and co-produced the world tour of the Teenage Mutant Ninja Turtles: Coming Out Of Their Shells".The show toured for over two years, was translated into seven different languages and seen by close to a million children. Tom served as President and Creative Director for Maiden Lane Entertainment for 24 years and worked on many large-scale productions that included Harley-Davisdon, Microsoft, Medtronic Diabetes and dozens of others. The Edison Enigma is Tom's third novel following up Justice Rules (which was a finalist in the Pacific Northwest Writers Association 2010 Literary Contest) and The Siren's Scream, a Four Seasons Book Award Winner.Tom's message to you is:If you want to be a writer. You have to write. Good, bad, or sloppy, you can change something, you can't change notning.Where can people find you?To Connect with Thomas White go to:Thomas-white-author.comhttps://youtu.be/Hzwoo_L75REhttps://www.facebook.com/inkydanhttps://www.instagram.com/thomaswhiteauthor/To Connect with CesarRespino go to:

Mimi Nicklin left a successful career as a marketing executive to take on the task of educating the world on the value and power of empathy.  In this episode, Mimi describes the alarming "empathy deficit," its root causes, and practical strategies like self-empathy and "ALUR" (Authenticity, Listening, Understanding, Recognition) that she espouses to reconnect our workplaces and world.    Chapters: 00:00 Mimi Nicklin's Global Journey  Mimi Nicklin, a British native, has spent nearly two decades living and working across Asia Pacific and the Middle East, finding her passion and purpose in this part of the world. Her extensive international travel and diverse cultural experiences have significantly shaped her perspective on human connection and understanding, laying the groundwork for her specialization in empathy.  04:19 The Empathy Lightbulb Moment  Mimi's journey into empathy began when a business coach questioned if her leadership style was intuition or empathy, sparking a personal revelation. This led her to discover the 'empathy deficit,' a significant societal issue that no one seemed to be addressing in 2019, prompting her to dedicate her work to this crucial topic.  08:56 Causes of Empathy Deficit  Empathy has declined by 48% in the last 30 years, a critical issue for human survival, not just thriving. Mimi identifies urbanization, digitization, and overwhelming stress and anxiety as the primary root causes of this global empathy deficit, which impacts our ability to access empathetic parts of the brain.  12:32 Connectivity Paradox and Fear  Despite increased physical proximity in cities and the promise of social media, people feel more disconnected and lonely than ever, a paradox Mimi attributes to a fundamental lack of understanding. This disconnection is largely driven by subconscious fear, exacerbated by the constant influx of overwhelming information from 24/7 news, leading people to retreat into their 'tribes' for safety.  17:13 The Power of Self-Empathy  Mimi introduces 'self-empathy' as a crucial, yet untrending, skill for understanding oneself and managing overwhelming external information. She shares a personal example of choosing not to watch the news to protect her mental well-being, emphasizing that this ability to understand personal limits is vital in a world largely beyond individual control.  22:10 Balancing Humanism and Capitalism  Mimi argues that balancing humanism and capitalism is not difficult but underutilized, emphasizing that growth and profit can and should go hand-in-hand with human well-being. She highlights that organizations with engaged and empathetic cultures achieve higher profits, engagement, and innovation, underscoring that humanism is a driver of business success, not an impediment.  25:37 The Art of Listening-Led Leadership  Mimi stresses the critical importance of active, intentional listening in leadership, noting that many leaders are unaware of their own listening deficiencies. True listening, she explains, involves decoding information to understand, rather than merely hearing or preparing a reply, and is fundamental for empathy, innovation, and collaboration within teams.  32:06 Patience, Presence, and Pace  Mimi highlights patience and presence as essential pillars for authentic listening and achieving long-term goals, contrasting them with the modern rush for instant gratification.   34:48 ALUR: Authenticity, Listening, Understanding, Recognition  Mimi introduces her ALUR framework for leadership: Authenticity, Listening, Understanding, and Recognition, emphasizing that authenticity, rooted in patience and presence, is paramount for genuine connection.   41:39 The Empathy Empire's Impact  Mimi emphasizes the significant financial and human costs of not listening and disengagement, noting that many employees resign due to poor relationships with their bosses. She describes her 'Empathy Empire' through keynote speaking, writing books like 'The Connection Prescription,' masterclasses, and media work, all aimed at fostering global empathy and balancing humanism with technology. 

Alejandro Pena Esclusa and Ernesto Araujo celebrate the Nobel Peace Prize for Venezuela's Maria Corina Machado, viewing it as recognition of peaceful resistance against the Maduro regime. They discuss the regional struggle against a "project of power" linking Marxist socialism, drug trafficking, and authoritarian allies like Russia and Iran. 1958 VPOTUS NIXON CHASED IN CARACAS

In the ED, we regularly care for sick patients presenting acutely with abnormal vital signs, altered mental status, and end organ dysfunction. Oftentimes, the culprit ends up being sepsis, or overdose, or organ failure. But it is important that we consider rarer endocrine presentations like decompensated hypothyroidism. In this Part 1 of this two-part podcast with Dr George Willis and Dr Alyssa Louis, we answer questions like: Why is the term myxedema coma a misnomer and should be abandoned? How can we differentiate between sepsis or environmental hypothermia or toxidrome from decompensated hypothyroidism at the bedside? When is it appropriate to order a TSH, a T4 and T3? What are the most important life-threatening triggers that need to be addressed in patients with decompensated hypothyroidism? Why is it important to test for cortisol levels and consider stress-dose steroids in all patients with decompensated hypothyroidism? Why is endotracheal intubation particularly dangerous in decompensated hypothyroidsm? What is the best way to manage hypothermia? Why is the order of medications for treatment of decompensated hypothyroidism so important? and many more... Please consider a donation to EM Cases to ensure continuing Free Open Access Medical Education: https://emergencymedicinecases.com/donation/

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