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On Today’s Episode The Chicks discuss the crisis at the border & Trumps YUGE annoucenment! Please support our great sponsors at: Birch Gold Text CHICKS to 989898 Text now to get your FREE info kit on diversifying into gold TAX FREE. Cozy Earth https://cozyearth.com/chicks Save 40% off now. Hurry, this holiday offer ends soon! DancingDeer […]
If God's action is always at work in the world, how do we recognize it? By faith. Faith, St Paul says, is the assurance of things hoped for and the conviction of things unseen. God's actions are unseen, invisible. Faith allows us to be sure that despite appearances, God is at work in this and that situation. Even when others mean to hurt us, God can bring good out of the situation.
At the Institute of Critical Infrastructre Technology Awards Dinner and Gala on 11/10/22, Federal Drive host Tom Temin caught up with two honorees: Kemba Walden, the Principal Deputy National Cyber Director and Candice Frost, the JIOC Commander at United States Cyber Command.
East Central High School Junior ROTC female color guard members help celebrate the “pink out” theme during a posting of the colors before the Oct. 14 football game in Hornet Stadium. Color guard members include (l-r) Cadet Pvt. Melanie Hernandez, Cadet Sgt. First Class Jacalyn Vargas-Jehle, Cadet Pvt. Abcadee Amaro, and Cadet Pvt. Emaily Basilio.Article Link
Both of North Carolina's US Senators signed onto the "Respect for Marriage Act" legislation that would codify the recognition of same-sex marriages. The amendment:• Protects all religious liberty and conscience protections available under theConstitution or Federal law, including but not limited to the ReligiousFreedom Restoration Act, and prevents this bill from being used to diminishor repeal any such protection.• Confirms that non-profit religious organizations will not be required toprovide any services, facilities, or goods for the solemnization or celebrationof a marriage.• Guarantees that this bill may not be used to deny or alter any benefit, right,or status of an otherwise eligible person or entity – including tax-exemptstatus, tax treatment, grants, contracts, agreements, guarantees, educationalfunding, loans, scholarships, licenses, certifications, accreditations, claims, ordefenses – provided that the benefit, right, or status does not arise from amarriage.• For instance, a church, university, or other nonprofit's eligibility for taxexempt status is unrelated to marriage, so its status would not beaffected by this legislation.• Makes clear that the bill does not require or authorize the federalgovernment to recognize polygamous marriages.• Recognizes the importance of marriage, acknowledges that diverse beliefsand the people who hold them are due respect, and affirms that couples,including same-sex and interracial couples, deserve the dignity, stability, andongoing protection of marriage Proponents say the bill "does not require or authorize the federal government to recognize polygamous marriages." However, it's unclear how the courts can limit the redefinition of marriage to discriminate against marriage with more than two people. Get exclusive content here!: https://thepetekalinershow.com/See omnystudio.com/listener for privacy information.
Members of the Elizabeth Bradford Chapter of the Daughters of the American Revolution in Grove Hill gathered to place American and Revolutionary War Flags at both the Clarke County Courthouse Square War Memorial and the Clarke County Museum memorial on the Jackson Street side in remembrance of Veterans Day on Friday, November 11. The selfless sacrifice, courage, and bravery of the men and women who served and continue to serve the United States will be never forgotten. Members include (from the top): Kathleen LaFlore, Chapter Regent Kay Paul, Frances Ohme, Claire Garrett, Brenda Gordon, Vice Regent Robbie Purser, and Martha...Article Link
“If it was about safety and public health, no one would be exempt.” Constitutional expert, lawyer, author, pastor, and founder of Liberty Counsel Mat Staver discusses the important topics of the day with co-hosts and guests that impact life, liberty, and family. To stay informed and get involved - visit www.LC.org
As Portland residents have started speaking out against far-left politicians over the homeless crisis and crime surge fueling an exodus from the city, a local real estate broker is describing the difficulty of offloading these for-sale properties."A lot of these spaces now are occupied by camps, and a lot of the homeowners now have changing circumstances," Dwell Realty broker George Patterson said on a "Mornings with Maria" panel Wednesday.According to the housing market expert, homeowners and potential buyers are "full of concerns" about the growth of homeless camps within residential neighborhoods, and it's also causing a pricing shift."They're looking at their lives and wondering, ‘How long do I continue to live here?'" Patterson noted. "And they're saying, ‘Should I live here? Should I find a home somewhere else?' And they're picking somewhere else."
Today - Though the concept has been around for more than four decades, the effects of positive student behavior on a school's culture are showing up in a big way at Sierra Vista Unified School District.Support the show: https://www.myheraldreview.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.
“Legal professionals today are under immense pressure to drive greater efficiencies in their workflows and review processes, and should look to adopt cloud-native and extensible software solutions that can support multiple functionalities and integrate more products that are being used in everyday legal work,” said Ryan O'Leary, IDC Research Director, Privacy and Legal Technology. “DISCO sits at the center of the legal tech ecosystem, and the company has matured to become one of the higher-performing ediscovery applications in the industry.” The post Glowing Reviews? IDC Recognizes DISCO as eDiscovery Review Software Leader appeared first on ComplexDiscovery.
Today, I have four distinguished Spartans with me to discuss Hispanic Heritage.Deyanira Nevarez Martinez is assistant professor in the Urban and Regional Planning Program in the School of Planning, Design and Construction. Francisco Villarruel is interim director of the Julian Samora Research Institute and professor of Human Development and Family Studies. María Isabel Ayala is director of Chicano/Latino Studies in the College of Social Science and associate professor in the Department of Sociology. And Luis Alonzo Garcia directs Migrant Student Services.What does Hispanic heritage mean to you? What do you want us to be more aware of by celebrating it?“It's about the contributions that we have made to this country,” says Martinez. “It's so important to make sure that we acknowledge that we have been here for a long time. In many cases, we've all heard that saying ‘We didn't cross the border, the border crossed us.' We've been in this place. We are from this place and so acknowledging that I think is really important.”“Hispanic Heritage Month is really a special time,” adds Garcia. “We've been part of the machine that's been feeding America and people just quite don't understand that. We've only started. I think you will have great things to see in years to come.”“Hispanic Heritage Month is about celebration,” Ayala says. “It's about celebrating the contributions of Latinx folks throughout the United States, and it's a very diverse group. Oftentimes I think we think of Hispanics or Latinx folks in terms of music and food but what this allows us to do, especially this month, but hopefully throughout the year, is recognize that we have folks contributing in science, in the arts, in politics, in government, and in higher education. In programs like mine, Chicano/ Latino studies, what we intend to do is offer the curriculum that speaks to this contribution so that students feel and see themselves represented and reflected not only when they turn on MTV or Spotify, but they see themselves in the science that they learn and in the communities that they engage with and feel proud.”“For me this is a month where we begin to write the right history,” says Villarruel. “That may sound like an odd term, but I want to exemplify what everybody has said. There are STEM initiatives right now that are really trying to bring Latinos into science and technology. When I say it's the time for us to write the right history, it's an opportunity for us to claim not only our indigeneity, but also to recognize the contributions of multiple people. Go to the Detroit Institute of Arts and look at the Diego Rivera murals. That was a century ago and yet is still prophetic to today. But we undervalue those contributions of some of our Latino relatives.”“Oftentimes I get asked where I'm from,” says Garcia. “I say I'm from Texas. Then I get asked ‘No, but where are you really from?' I'm from the Mexican territories which is now the state of Texas. I'm always intrigued by how people define their history because it's convenient oftentimes to forget other people's history and what America is today. I think that this time of the year, it provides us an option to talk about these things and recognize that we have been here before other people got into this country. We're not foreigners; we are part of the landscape.”Can you explain the similarities and the differences between Hispanic, Latino, Chicano, and Latinx?“It's very important to recognize that identity is multi-level and that we have multiple identities,” Ayala says. “The part of the reason why we really focus sometimes on Hispanic is because it was a term developed in the 1980s because of the growth of the population that was speaking Spanish. The government was very interested in trying to begin measuring some of the social demographic changes that were happening. Hispanic is really a term that was imposed by the government at the time that really focused on the Spaniard heritage for folks that spoke Spanish. The problem was that this was not something that really resonated with a lot of folks, especially from Latin America ancestry especially because of coloniality. It was resisted in that it was not inclusive enough. Especially we know that in some countries in Latin America or the Caribbean, not everybody speaks Spanish.“There was a grassroots movement for Latino, and Latino intended to recognize that Latin American heritage and tried to be more inclusive of those folks who did not speak Spanish. The problem with Latino is that it is very male centered, and you had Latinas, females, push against that Latino term. However, there are also different voices that are unaccounted for in this dichotomy. Now with Latinx, what we're intending to do is to be more inclusive of those non-gender binary identities that are within the group of Latinx folks. So what is the correct term? It depends who you ask. Some folks will self-identify as Latinas and Latinx. Some folks, especially those who have a history of political activism, will self-identify as Chicano and Latino. It's a matter of asking. It's a matter of recognizing what drives people to self-identify in different ways and recognize that it's not something that is very static. It changes through time.”“It depends on who you ask, but then also it could depend on the day,” says Martinez. “I mostly always identify myself as a Chicana depending on what rooms I'm in. If I'm with other Latinos and because I see Latino and Latinx also as a term of ethnic solidarity, I am a Latina. Those things can be true at the same time. It can be very fluid within each person.”“It's really about respecting where people are and how they want to be identified,” says Garcia.“If a person says they're Chicano, they're telling you something about their history and what's important,” adds Villarruel. “If they're telling you their Mexicano, they're telling you something that's important about their history. If they're telling you they're Mexican American, they're giving you some insight about them. The self-expression of identity and the terms that are used are fluent and fluid, but they're also rooted in history that we need to understand to better serve the communities that we serve across the state and that nation.”“Oftentimes when we think about identity, we self-identify just as our parents or grandparents did,” continues Ayala. “That's why it's so important to have access to curriculum that addresses these histories and allows people an exposure to the different origins. Oftentimes we think because we're Latinx or Mexicana or Latina we know everything there is to know about the group. There's so much intragroup diversity and just as there is privilege and marginalization outside of the group, there's privilege and marginalization within the group. That can materialize not only in color but also whether people speak Spanish or not, whether they're considered authentic Latinos or not because of how they see themselves. I think not only in terms of Hispanic heritage but in terms of curriculum and interacting with other folks. We need to recognize and value those differences.”“And I think our students are sometimes grappling with some of these issues, too,” continues Martinez. “As a young person growing up on the U.S. Mexico border for the majority of my life, I identified myself as Mexican, not Mexican American, not Chicana. As I came into college and gained my own academic identity and learned more about our history in the United States, I realized that I am a Chicana and that's what I choose to call myself. It's also a journey that we go on as we're trying to figure out who we are and what our identity is and where we fit in this place. So, I think our students also grapple with some of these questions on what do I call myself and who am I?”“Oftentimes in our conversation we've talked about representation, and seeing students reflected in faculty and staff I think is crucial. But it's also very important to recognize that we come with knowledge that hasn't been part of the fabric of the universities,” explains Ayala. “So, what happens when you have not only faculty and staff in these positions across the university in leadership positions is not only that students see themselves reflected, which is a very big part. It's also the questions that we bring, the knowledge that we bring, the questions that haven't really been asked by other folks because they don't have that knowledge and that history. Oftentimes in higher education we view knowledge as something that is only acquired through formal education.“The reality is that there's knowledge all around us. There's a certain knowledge that is acquired through formal education, but that also complements and builds upon the knowledge that has been acquired through lived experiences. That is very important. Understanding these lived experiences as critical is not only shared among Latinx faculty and staff, but other groups like Asian Americans and Native Americans. That's why it's so important to really have an institutional commitment because everyone at this table and a lot of folks outside of this space are doing a lot of that invisible service that involves addressing some of the unique needs of these populations and yet continues to be not recognized or acknowledged. It's wonderful that we have people truly committed to making that change and advancing other folks of color, but we need the support of institutions. We have this structures in place, but they also need the support of the institution to not only make it but really thrive and continue to do wonderful work.”“I would like to add that every time the university changes leadership, I get nervous because I'm wondering whether the next leader is going to understand and be supportive,” says Garcia. “We are fortunate to have President Stanley, who has been very supportive of diverse communities and is willing to take the heat as we cultivate a further understanding of the broader community and of the contributions that these communities have had and will continue to have. For our future existence, they will be a vital component.”“I would add to what Luis has said,” Villarruel says. “It's not only the president, but it's also Provost Woodruff and Vice President Bennett. In the 35 years that Luis and I have been here I can comfortably say that we have leadership now that is not going to help just sustain, but is committed to investing, promoting, and enhancing what we have at this institution, not only for the institutional sake, but for the communities across the state in the Midwest and more importantly, for student success.”“This time of year is an opportunity to make sure that we are doing the work to make sure that Latinx students know that they belong here,” says Martinez. “My goal for this month and every month of the year is trying to make sure that our community knows that they belong here.”MSU recognizes National Hispanic Heritage Month, and our community is coming together to strengthen resources, programs, research centers and scholarships serving Hispanic and Latinx students at MSU. Learn more at givingto.msu.edu.MSU Today airs Saturdays at 5 p.m. and Sundays at 5 a.m. on WKAR News/Talk and Sundays at 8 p.m. on 760 WJR. Find “MSU Today with Russ White” on Spotify, Apple Podcasts, and wherever you get your shows.
As Taylor Hicks gets ready to entertain guests at the Princess Theatre in Decatur, Alabama, this Friday, he is sharing about the early influences in his life. I hope that you will listen and share. Sponsor: Green's Dependable Hardware Russellville, AL
Tune in as #FZSupt shares some history on the Fort Zumwalt Transportation Department, recently recognized for the 20th consecutive year with the Highway Patrol's Fleet Excellence Award, which is only awarded to those scoring 90 percent of better on the annual safety inspection. Did you know FZSD's team of six mechanics has kept our buses at 98 - 100% for more than 10 years?
A new MP3 sermon from Berean Baptist Church is now available on SermonAudio with the following details: Title: Pharaoh Recognizes the Work of the Spirit Subtitle: Genesis - In the Beginning Speaker: Sean E. Harris Broadcaster: Berean Baptist Church Event: Sunday - AM Date: 9/18/2022 Bible: Genesis 41 Length: 42 min.
The Milwaukee County Substance Abuse Prevention Coalition is working to address Milwaukee's drug epidemic and on August 31, the coalition marked International Overdose Awareness Day. Dozens of people gathered in Humboldt Park to honor survivors and to remember the people who lost their lives to overdoses.
Tuesday marked one year since the United States pulled troops from Afghanistan, ending a 20-year-war. On Monday, President Joe Biden called the leaders of two volunteer organizations who have helped Afghan allies leave the country and relocate to the U.S. One of those organizations was Afghan Evac, which was founded in San Diego by veteran and humanitarian Shawn VanDiver.
Ripped from the headlines like an old episode of Law & Order (Chris Noth and Jerry Orbach of course), your favorite Fire and Police experts are back with a couple of stories that made us scratch our heads this week. One involves life and the other death and then some.First up the heroic efforts of Officer Maysih Ford and what he did to revive a 2-year-old who ingested what Ford recognized as a possible fentanyl tablet. Our discussion revolves around why the story had to go into detail about fentanyl tablets and the park and all the other stuff. Officer Ford saved a life using his CPR training and our hats are off to him here at WYE Radio. First round is on us if you're ever in the area, sir.Now in the "not getting a beer for WYE" category is former Miami Firefighter Kevin Newcomb who thought it would be a neat idea to type "Who cares another dead cop" after the on duty death of Officer Cesar Echaverry who was shot and killed in a shoutout with a robbery suspect. Our discussion revolves around SMACS (Social Media Assisted Career Suicide) and other comments Newcomb made about a serious threat to Police Officers recently: COVID.This week we discuss:How it is that a cop can spot fentanyl on site (and not pass out...hint hint)Why Police Departments have recently been trying to send any good news outSMACS and the crowded restaurant rule of social media, even in private chatsPuppiesSupport the show
The city will become the first in Cochise County to employ a program that would allow first responders to enter a residence without having to break a window or damage a door if a person who has called for help is unable to let firefighters or police into their house.Support the show: https://www.myheraldreview.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.
Modern Avionics celebrates new managing partner looking to expand business: https://www.richlandsource.com/business/modern-avionics-celebrates-new-managing-partner-looking-to-expand-business/article_f314b82a-24b1-11ed-8353-77670a026c60.html Ohio recognizes Overdose Awareness Day, launches new naloxone website: https://www.richlandsource.com/news/ohio-recognizes-overdose-awareness-day-launches-new-naloxone-website/article_619a4ea2-27c5-11ed-98f4-f3cab88dacee.html Aaron Crowl has been surrounded by planes, trains and automobiles his whole life. Growing up watching his uncle fly a Cessna 172 from his backyard landing strip, Crowl was interested in planes. But he didn't think he would work on them as a career.Support the show: https://www.sourcemembers.com/See omnystudio.com/listener for privacy information.
John Nabors discusses the comments made by Razorback defensive coordinator Barry Odom on why he loves being at Arkansas, why he is not just going to take any job for the sake of taking it, Kendal Briles doesn't see the wide receiver group as a weakness any more, and people who leave carts in parking lots need to be punished to the full extent of the law. Learn more about your ad choices. Visit podcastchoices.com/adchoices
We continue our series focused on Ben and Matt’s book Having the Mind of Christ: Eight Axioms for Cultivating a Robust Faith. Ben, Matt, Gino, and Christy discuss how they’ve practically worked out the principles and practices in the book in their lives and leadership over the past several years. Today we talk about Axiom […] The post How God’s Love Recognizes and Reckons With Power Dynamics appeared first on Gravity Leadership.
Vancouver resident Mike Kersey explains his support for Rey Reynolds in the race for Clark County sheriff. https://bit.ly/3S8T9Uk #Opinion #LettersToTheEditor #Commentary #MikeKersey #Aug2PrimaryElection #ClarkCountySheriff #ClarkCountySheriffsOffice #ReyReynolds #LawEnforcement #Elections #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday
Dr. Carole Keim MD takes parents through all the different developmental milestones that babies go through from newborn to one year of age. She details the types of development, how to play with your baby to enhance development, and how much screen time is okay for babies.Dr. Keim explains how your baby's grasp will develop as they age through their first year and when they'll be able to use their thumb and forefinger to pick up small objects, for example. She explains how far they can see when they're newborn, when they start to recognize voices and then faces, when they develop object permanence (which is the same time they start to love playing peek-a-boo). She covers reflexes, speech patterns, tummy time, stranger anxiety, helpful play, and everything you need to know about how your baby is absorbing their world.This episode will cover: Types of developmentDevelopmental milestones by ageHow to play with your babyScreen timeTypes: 0:42Gross motor skills - use large muscle groupsFine motor - small muscle groupsVerbal/social - their interaction with family / peersIsolated delays are often benign; delays in 2-3 areas are red flagsThere is no advantage to pushing motor skills, but there is advantage in encouraging verbal/social skillsNewborn: 2:11Brief periods of wakefulnessEqual limb movementsResponds to parents voice/touchLooks briefly at parentsMoves in response to visual or auditory stimuliReflexes: grasp, rooting, moro1-2 weeks old: 4:20turns and calms to parents voiceCommunicates needs (wet diaper, hungry, tired) but has the same cry for allAble to fix briefly on faces or objectsFollows to midlineLift head briefly while prone 1 month: 5:36Responds to calming actions when upsetFollows parents with eyes; follows past midlineRecognizes familiar voicesResponsive smileAble to lift head during tummy time or while on parent's chestCommunicates needs2 months: 6:57Start losing grasp/rooting/moro reflexes Looks at parentSocial smileStarts to comfort selfDifferent types of cryingCoosCan show signs of boredomLift chest briefly during tummy timeHead control while sitting supported4 months: 8:41Elicits social interactionsLooks at parents / watches them walk aroundAble to comfort/console selfStarts babbling / cooing expressively, squealing, and laughingResponds to affectionIndicates happy/sadAble to push up onto elbows (lifts chest fully while prone)Good head control Start rolling (front to back)Start reaching for objectsCan hold a bottle6 months: 10:52Socially interactive with parents - takes turns babblingMature babbling (consonants and vowel sounds)Recognizes familiar faces; beginning of stranger anxietyStarts to recognize own nameRolls over both waysSits (tripod)Starts showing pre-crawling behaviors (getting to knees, rocking, army crawl)Turns while seated Brings objects to mouthTransfers objects hand to handRaking graspGets distracted while eatingDiaper changes get more difficult because they try to roll9 months: 13:40Stranger anxietySeeks out parentsUses repetitive consonant and vowel soundsPoints at objectsObject permanenceInteractive games (responds to peek-a-boo)Explores environment with eyes, hands, and mouth3-finger graspPulls to stand3D diaper changes1 year: 17:07Imitates activitiesHands books/toys to parent to play with themWaves byeStrong parent attachment; separation anxietyProtodeclarative pointingImitates sounds/words (animal sounds)Speaks 1-2 wordsJabbers with inflectionIdentifies people when askedBangs two objects togetherStands alone2-finger graspFollows simple directions How to play with your baby and boost their development: 19:46All ages: talk and sing to your baby, narrate your dayNewborn up to 1mo: Help baby develop sleep and feeding routines; swaddle baby and place them face up to sleep in a crib or bassinet in parents' room, use dim lighting and a quiet voice at night; help baby wake for feeding by picking them up, undressing, can use a wet wipe; tummy time on parents' chests1 month: Awkward time because they are awake more. Develop consistent routines for sleep and eating, cuddle and talk to baby often, do tummy time 15-30 mins 1-2x per day; let them look out windows, at ceiling fans, or at bold patterns2 months: Continue routines; hold baby, cuddle them, sing or talk to them; start to learn their likes and dislikes; continue tummy time 30 mins 1-2x per day4 months: as above, but also can let them sit supported; watch for signs of food readiness; can play music for baby6 months: Play time on the floor, let them sit in high chair (for meals and also to watch you / play), interactive/reciprocal play, make funny sounds, read to baby, hand them objects to put in their mouth, babies start to notice screens at this age (front camera feature, video chatting). Officially no screen time til age 2 other than this. Babies start to notice patterns and cause/effect at this age, can develop habits. Start baby proofing at 6 months.9 months: Consistent positive discipline (one pickup rule for thrown objects, have cause-and-effect toys, have a “yes” space), expect them to explore the environment, read together, hand them toys that make noise when you squeeze or shake them12 months: Use distractions for discipline, verbally acknowledge good behavior, consider playgroups (they often won't interact with other babies other than to point them out), encourage self-feeding, can help them start walking by holding onto hands or using rolling toys, say the name of objects they point to, name their emotions, tell them what's ok to do instead of using ‘no' Screen time: 33:10Officially, ONLY video chatting is ok up until age 1.5-2 years, age 2-5 years up to 1 hour per day, 5+ years up to 2 hours per day of recreational screen timeAt 18 months, ok to start educational programs, but you need to watch with themPBS kids, Pocoyo, Baby Bus, CocomelonChildren are affected by sounds on TV - avoid anything scary or violent while baby is in the roomScreen time is associated with developmental delays; it's like overhearing a conversation as opposed to being engaged in oneYou (and other people) are your baby's primary entertainment source for the first 2 years There are plenty of ways to entertain your baby that don't involve screens: singing, talking, playing with them, reading to themIf you need a few minutes: keep preferred toys in a “yes” spaceComing up, Dr. Keim will go through the checkups and advice for the next several visits. Now babies are being seen every three months, so the next few visits will be 9 months, 12 months, 15 months and 18 months. Carole Keim is also working on a third edition of The Baby Manual coming out soon. And another book called The Baby Manual Step By Step which will go chronologically, a one chapter at a time guide. You just need to read one chapter that will go with whatever age your baby is and the closest checkup to your baby's age.All of the information in this episode is also in The Baby Manual book, which is available for purchase. Remember it is always okay to call your doctor or emergency services if you have concerns about your baby's health. Resources discussed in this episode:The Baby Manual - Available on Amazon--Dr. Carole Keim MD: linktree | tiktok | instagram
SUBSCRIBE ➡️ https://www.youtube.com/c/IAMATHLETE?sub_confirmation=1 WATCH MORE ➡️ https://www.youtube.com/c/IAMATHLETE Former NFL cornerback and 2× Super Bowl champion Asante Samuel Joins Brandon Marshall, Pacman Jones, LeSean McCoy and D.J. Williams in Episode 41 of I Am Athlete. Watch as Asante discusses the New England Patriots, Tom Brady, Bill Belichick and the hall of fame. #NewEnglandPatriots #AsanteSamuel #TomBrady DRAFTKINGS: Don't miss out on all the action this week at DraftKings! Download the DraftKings Sportsbook app today! Sign-up using dkng.co/athlete or through my promo code ATHLETE Follow I AM ATHLETE: Official Site: ➡️ https://iamathletetv.com/ YouTube: ➡️ https://www.youtube.com/iamathlete Twitter: ➡️ https://twitter.com/IAMATHLETEpod Instagram: ➡️ https://www.instagram.com/iamathlete/... TikTok: ➡️ https://www.tiktok.com/@iamathlete_podcast Linkedin: ➡️ https://www.linkedin.com/company/i-am-athlete Follow HOUSE OF ATHLETE: Official Site: ➡️ https://houseofathlete.com/ Instagram: ➡️ https://www.instagram.com/thehouseofathlete/ Facebook: ➡️ https://www.facebook.com/houseofathlete Apparel Instagram: ➡️ https://www.instagram.com/houseofathleteapparel/ HOA Supplements on Amazon: ➡️ https://www.amazon.com/houseofathlete... DRAFTKINGS: If you or someone you know has a gambling problem, crisis counseling and referral services can be accessed by calling 877-8-HOPENY/text HOPENY (467369) (NY) 1-800-GAMBLER (1-800-426-2537) (IL/IN/MI/NJ/PA/WV/WY), 1-800-NEXT STEP (AZ), 1-800-522-4700 (CO/NH), 888-789-7777/visit ccpg.org/chat (CT), 1-800-BETS OFF (IA), 1-877-770-STOP (7867) (LA), visit OPGR.org (OR), call/text TN REDLINE 1-800-889-9789 (TN), or 1-888-532-3500 (VA). 21+ (18+ NH/WY). Physically present in AZ/CO/CT/IL/IN/IA/LA/MI/NJ/PA/TN/VA/WV/WY only. N/A in OR, NH, or NY. Risk free bet paid out in the form of non-withdrawable free bet token, max. $1,000. Min. $5 deposit. New customers only. Eligibility restrictions apply. See draftkings.com/sportsbook for full terms and conditions.
The Lod central district court has ruled that the Interior Ministry register as married couples who wed through an online civil marriage service carried out under the auspices of the US state of Utah. The court decision means that Israeli couples can now marry in civil ceremonies without leaving the country, granting a de facto victory to advocates in the decades-long struggle for civil marriage in Israel. The issue came to the forefront after the population authority agreed to register as married several Israeli couples who wed through the online service during the pandemic; but then-Interior Minister Arieh Deri of the ultra-Orthodox Shas party froze the process. Rabbi Uri Regev, director of the Hiddush organization for religious freedom and equality, welcomed the ruling. He spoke to KAN reporter Naomi Segal about it. (Photo:Shutterstock) See omnystudio.com/listener for privacy information.
Sierra Vista's newest storefront is not just any storefront, but rather a marketplace. The new Southwest Emporium, located in the West End on Wilcox Drive, had its soft opening at the end of June. The grandiose, multi-vendor space consists of individual stores that can be rented by business owners as a way of showcasing innovative entrepreneurship and creative talent in the community.Support the show: https://www.myheraldreview.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.
Suddenly, The Left Recognizes Women/ July. 1. 2022 (Larry Conners is Paul Harvey with an Edge) Hour One of Larry Conners USA: Biden: Gas prices up because of Russia! Russia! Russia! Congressman Jim Jordan (R-OH) says Biden ignores reality. VP Harris claims the Biden Administration has always done the right thing when it comes to [...] The post Suddenly, The Left Recognizes Women/ 1 PM LC-USA 07-01-22 appeared first on Larry Conners USA.
Nevada set to greenlight cannabis loungesWelcome to another episode of "Cannabis Daily"! Here are today's stories:House Committee on Appropriations approves bipartisan amendment - NORMLWhite House says current laws haven't worked - Marijuana MomentNevada 'okays' Cannabis Lounges - Nevada IndependentCanopy Growth downgraded - MJBizDailyAs mentioned in the episode - we'd love to get your take on any of our stories!Tweet us and let us know your thoughts, here.Email us about our stories, here.Missed the previous episode? You can catch up with it here. About Cannabis Daily.Cannabis Daily is a cannabis news and interview program from Business of Cannabis. We highlight the companies, brands, people and trends driving the cannabis industry.Business of Cannabis is a cannabis industry platform marrying cannabis news, video and podcast content, newsletters and online and real-world cannabis events.Visit Business of Cannabis online:http://businessofcannabis.comTwitter: https://twitter.com/bofc_mediaLinkedIn: https://www.linkedin.com/company/businessofcannabisInstagram: https://instagram.com/businessofcannabisFacebook: https://www.facebook.com/bofcmediaSpotify: http://bofc.me/spotifyApple: http://bofc.me/applepodPodcasts Online: https://bofc.me/bofclive
Nicolle Wallace discusses the last-minute addition of a public hearing by the Jan. 6th committee. Plus, mass protests ensue after the Supreme Court overturns Roe, and a Russian missile hits a Ukrainian shopping mall.Joined by: Jackie Alemany, Jonathan Karl, Mike Schmidt, Claire McCaskill, Kim Atkins Stohr, Alexi McCammond, Carol Leonnig, Julie Davis, Tim Miller, Irin Carmon, Errin Haines, Greg Myre, and Amb. Michael McFaul
Are you looking for an executive sponsor but not sure where to start? Take a listen to this conversation with Michele Brown and host Natalie Benamou, as they discuss everything you need to know to get an executive sponsor. Learn everything you need to know about executive sponsorship!! Michele Brown is the principal and CEO of IntuAction Coaching, a New Jersey based executive coaching and talent management consulting firm. Michele and her team have experienced and highly skilled subject matter experts in the field of leadership development and cultural transformation and have developed extraordinary leaders for more than 15 years. Michele is a certified executive coach and talent management specialist. Her focus has been developing and transforming talent and organizations within the United States and abroad as an executive coach, trainer and consultant. She partners with business owners, executives, and emerging leaders to help them with their career goals while achieving outstanding business results. What to look for in a sponsor: Level up and look for someone that is outside of your comfort zone Someone who will speak on your behalf behind the scenes. Recognizes an emerging leader. Can create a pathway for you to advance your careers. Benefits of having a sponsor: Your credibility goes up because sponsors will vouch for you and your experience. You can trust that your name is being shared at the table. You will be elevated to the next level in your career. Finding a sponsor: Look for someone who is different from you. Go outside of your comfort zone. Find someone who will really help you to stretch your goals. Ask for a brief meeting and be clear with your goals and specific with the intention for a sponsor. "You need to have an intention and you need to communicate that in your communication when reaching out to a sponsor." -Michele Brown Find Michele Brown | InTuAction Coaching | firstname.lastname@example.org HerCsuite™ delivers programs to advance more women at every career level inside our all-in-one platform and app. Our turnkey mentoring, speaker events and leadership development programs engage female talent in new ways. Women achieve success inside HerCsuite™ Network Community. Our DEI Council is a cross organization peer-to-peer learning circle providing strategic insights to link initiatives to the business goals. Check out the Newest Leadership Circle HerCsuite™ NEXT for women planning a new role beyond corporate. out how easy it is to get started. Schedule a Demo today. Natalie Benamou is the Founder of HerCsuite™. Natalie is a speaker, podcast guest, board advisor and CEO of HerPower2, Inc. Reach out if you would like her to speak or be on this podcast at email@example.com. At HerCsuite™ we believe You Belong Here. LinkedIn: Natalie Benamou | HerPower2 Lead | HerCsuite™ This podcast is sponsored by HerCsuite™ Events. Join us this Friday at our next event! Credits: Thanks to Julie Deem and the Business Podcast Editor for editing our podcast! --- Send in a voice message: https://anchor.fm/natalie109/message
What happens when your life is turned upside down by the serious illness of a loved one who no longer recognizes you? What happens when you then suffer your own health crisis? How do you cope? Our guest on this episode knows the answers to those questions and has written about her experiences in a breathtaking and heartbreaking new book. Joining us is award-winning screenwriter and playwright Abi Morgan whose new book is called, "This is Not a Pity Memoir." --> AirMedCare Network: AirMedCare Network provides world-class air transport services to the nearest, appropriate hospital or trauma center. AMCN Members have the added value of knowing their flight expenses are completely covered when flown by an AMCN provider. For as little as $85 a year, it covers your entire household, every day, 24/7, even when traveling. AMCN is the largest medical air transport membership in the country, covering 38 states. For just pennies a day, you can worry less about what matters most. This is security no family should be without. Now, as a Nobody Told Me! listener, you'll get up to a $50 eGift Card when you join. Visit www.airmedcarenetwork.com/nobody and use the offer code NOBODY. Learn more about your ad choices. Visit megaphone.fm/adchoices
Today - A federal judge’s ruling to keep Title 42 in place for now has led to mixed reactions from law enforcement, elected officials and advocates for undocumented migrants alike.Support the show: https://www.myheraldreview.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.
Steve Aoki is one of the most successful DJs on the planet. He's been nominated for multiple Grammy's and released several Billboard-charting studio albums. But Steve is also a pioneer in technology and it's no surprise he saw the power of crypto, Web3, and the metaverse well before most of his peers. He shares the details of his journey with Raoul and touches on launching his first NFT.
Julia gives Rob and Nick a rundown of the Pridnestrovian Moldavian Republic, more commonly known as Transnistria and why this little non-recognized state is causing such a ruckus in the news. HOW TO SUPPORT US: https://www.patreon.com/cornerspaeti HOW TO REACH US: Corner Späti https://twitter.com/cornerspaeti Julia https://twitter.com/KMarxiana Rob https://twitter.com/leninkraft Nick https://twitter.com/sternburgpapi Ciarán https://twitter.com/CiaranDold
Show Resources Here were the resources we covered in the episode: Analysis of Job Titles vs Functions Systematic Approach to LinkedIn Targeting Targeting Deep Dive NEW LinkedIn Learning course about LinkedIn Ads by AJ Wilcox Contact us at Podcast@B2Linked.com with ideas for what you'd like AJ to cover. Show Transcript LinkedIn only understands 55% of job titles. Wait, what? Really? What does that even mean? Well, we're dissecting how Job Title works on LinkedIn ads today on the LinkedIn Ads Show. Welcome to the LinkedIn Ads Show. Here's your host, AJ Wilcox. Hey there LinkedIn Ads fanatics. So I put a post out about a month ago that mentioned a stat that I use, and quote quite regularly. I've said in the past, LinkedIn only understands 30% of job titles. And the post got a lot of engagement and several people question that stat. Where I got it from, not to mention the number of LinkedIn employees who've messaged me on the back end and said, Hey, AJ, where did you get that stat? I'm curious. And of course, no one's very disrespectful. No one's commenting, like AJ, you're a liar. That's bullcrap. But I wanted to walk you through my methodology of how I came up with that stat. And especially to inspire you guys all to do the same thing. I want everyone doing research to better understand how the platform works. Well, after being questioned on that stat, the 30% stat. I'm happy to report that we dug in and reran a bunch of research, and found that LinkedIn had actually improved, its targeting quite a bit in the last several years. So let's dive in now and explore. I think, first of all, what you need to understand is that job titles as a field on LinkedIn, are freeform, meaning that anyone can type whatever they want. You can come up with your own title, you can use a standard one that's been around for years. And LinkedIn, not to mention any other platform, really can't be held accountable for trying to understand every single weird and odd job title out there. I'm connected to a CEO whose job title used to be Chief Trashcan Emptier something cute like that. And of course, LinkedIn is going to look at that job title and say, I have no idea who that is or what they do. So what LinkedIn does is it takes a look at the job title and tries to categorize it in which job functions in which seniorities it should fit. And I would say for the most part, it does a pretty good job of categorizing these. And then they take it a step further, which I don't actually like all that much. There's this concept called super titles. And you won't know about LinkedIn having super titles, unless you have access to LinkedIn's ads API like we do, because it's one of the elements you'll see in the API. But basically, what they do is they'll take and group similar job titles together to roll up into one kind of a master job title. So when you go and put in the job title of Salesforce Administrator, you probably don't know this, but you're probably adding quite a few other job titles along with it. And we're really trusting LinkedIn, that they've done a good job of grouping these job titles together. And the problem is, you can't actually see anything about your super title and you can't see the other job titles that are being targeted underneath it. Like I said, most of the time, LinkedIn does a pretty dang good job of this. We have noticed a few weaknesses. The biggest weakness we've seen is, for some reason, the job title Marketing Specialist gets rolled up to Chief Marketing Officer. So we had a client where we were targeting CMOS, and we noticed that a lot of Marketing Specialists were coming through their forms. And so of course, we did the great agency thing, we went in, and we excluded the job title of Marketing Specialist. And then all of a sudden, the whole campaign was too small to run. We were targeting CMOS, specifically by job title and as soon as we excluded Marketing Specialists, boom, the whole audience went away. I definitely think that this is a bug, I think someone miscategorized that one job title. But I think it's fair to say this is probably not the only mistake that LinkedIn has made. And so you do have to be pretty careful when you're using job title targeting. And let me start by saying, I hope none of you get the idea that AJ hates job title targeting, because I certainly don't. I still use it a lot. And I still recommend that everyone else use it a lot, too. But the reason why I care so much about this is we need to understand how each type of targeting works so we can use that as a tool to help us optimize towards whatever our goal is. For one client, I might use only job title targeting. And another I might do 10% job title targeting and 90% job function targeting. And it just totally depends on a client's budget, and who their target audience is. If you go back and listen to episode two of this podcast, we talked about the systematic methodology for how we go about targeting an audience. I don't want you to misunderstand and think that what I'm telling you is job title targeting is weak and doesn't have a place and you shouldn't use it. I will say though, whenever we use it, we generally have other campaigns targeting the same persona through a different way that are meant to support that campaign. And, of course, we're going to analyze the day data afterwards to help us understand, you know, did Job Title outperform or underperform? Do we need to bid one of them up, one of them down? What can we learn about how we are targeting these people? So go back and listen to episode two to go way deep into that. And if you stick around till the end of the episode, I'm going to go over a couple of comments that we got on that post that I told you that had a lot of engagement with really good questions, really good input. And we'll answer those questions right here at the end. So make sure you stick around. And here's a quick sponsor break and then we'll get to dive into the methodology of the data collection. 5:33 The LinkedIn Ads Show is proudly brought to you by B2Linked.com, the LinkedIn Ads experts. If the performance of your LinkedIn Ads is important to you B2Linked is the agency you'll want to work with. We've spent over $150 million on LinkedIn Ads, and no one I mean, no one outperforms us on getting you the lowest cost per lead at the most scale. We're official LinkedIn partners, and you'll deal only with LinkedIn Ads experts from day one. Fill out the contact form on any page of B2Linked.com and we'd love to chat with you about your campaigns. Alright, let's jump here into the methodology. We know that job function is by far the most broad way that we can target someone on LinkedIn. And sometimes we might have a job title, like my example of Salesforce Administrator that we can't target by job function. There's no job function for Salesforce Admins. And actually, I just checked they do they fit underneath the IT job function. Okay, that was interesting to know. So if job function is the most broad, and we want to test job titles, which we know is one of the most narrow, the best way I could think of to do this was to take job function and seniority, a combination of which has a really common job title associated with it. And then compare those audience sizes to the job title. So I'll give you an example. If we take Marketing Managers as the job title, that's a pretty standard job, that there should be a lot of people who have and if we take a look at the audience size associated with that, and compare it to the audience size of the job function of marketing, plus the seniority of manager. Ideally, if LinkedIn had a perfect understanding of all job titles, those would be the exact same audience size because they're essentially the same audience. So that was what I set out to go understand and prove. So as I review this data, it's important to understand that there's a lot of job titles that aren't directly aligned with a direct job function and seniority. So we can't compare, we won't have these insights. So what I wanted to do was compare all of the ones that we can see the ones that we can understand. And hopefully that gives us a good idea of maybe what we can expect for the ones that we can't see and can understand. For everyone to follow along. If you go down in the show notes below, you can click on a Google sheets link. And that will take you to the Google sheet where we put all of this research. And please let us know anything that you've improved. Or if you've taken this and started your own study or understanding somewhere else, please, we'd love to take part in the analysis with you. And also, if you can tell anything that we've missed or should be improved in our testing methodology, please speak up, let us know. So what we did is we took the top five job functions that are really standard that was Sales, Marketing, Finance, IT, and Operations. And we paired each of them with the seniority of Manager, Director, VP, and C-level, we went and collected their audience sizes, as well as their suggested bid ranges. And then we compare those against campaigns that we put together, where we just expressly targeted those job titles. So for instance, under Marketing Manager, there were things like Digital Marketing Manager and other types of Marketing Managers. And I went ahead and added them to the list to kind of buoy them up. In that particular list, I didn't include product marketing, so anything with product, I left it out, just so you understand. And you can see all the data there in that sheet. You can see those that LinkedIn understands the very least, and those that LinkedIn understands the very best. There are a couple of call outs that I've got for you on this one. For instance, VPs of Operations, LinkedIn only has 13.6% of them accounted for in job titles. I thought that was pretty interesting, because a VP of Ops should be a pretty standard job title. Then we have like an Operations Manager, which LinkedIn actually really understood quite well. It matched really high at 77.8%. So those were our highs and lows. And there were a couple really odd ones, for instance, Marketing Managers, the job function audience size on this one was only 360,000, but the job titles size was 640,000. And I'm pretty sure that's a weakness in LinkedIn job function targeting, because Marketing Directors have 490,000 and generally, there are more managers than there are directors. So I think the actual size on LinkedIn of Marketing Managers should be somewhere around the, like 900,000 or a million. But the targeting only showed me what it showed me so that was weird one for sure. Something similar happened with IT managers. There were only 480,000 IT Managers by job function. But when I combine them by job title, there were 630,000. So all in all, there were three where job function actually caught fewer of these people than job title. But for the most part, it worked as expected, and there were many more under job function than there were under job title. And when I combined all of the data for all five of these job functions, we came out with an average of 55%. Meaning that LinkedIn probably understands 55% of the job titles for these super standard job title positions. In my defense, because these are the ultras simple straightforward job functions and titles that means that the super not straightforward ones, like Marketing Ninja or Sales Expert, probably match at a much lower percentage. But at least with this methodology, I'm comfortable using the stat that LinkedIn understands about 55% of job titles. Now, when you go and look at this data, if you scroll over to the right, you'll notice that I collected the floor bid, the low recommended bid, the recommended bid, and the high bid for each of these audiences that we built on job function and on job title. And I started with job title, because it's usually the smallest and I subtracted the job function audience. So what you get here is any number that is positive, it means that the job title was more expensive, it had a higher either recommended or minimum bid than the job function campaign that it's associated with. And I did it this way because I expect that job titles are going to be more expensive because it's more targeted and because LinkedIn understands fewer of those job titles, and more people are bidding on them, they should be more competitive. And what we found is, on average, a job title's floor audience is 17 cents higher than the job function audience. When you look at the low recommended bid, though, it drops to job titles only being three cents more expensive on average. When you look at the recommended bid that drops to basically zero, meaning that a job function's recommended bid is usually a cent higher than the job title. And then when you get to the highest end of the bid range, on average job title is 12 cents cheaper. And I'll be honest, I don't have a whole lot of faith in the recommended bid ranges that LinkedIn provides, but if this is any sort of clue as to what the auction actually looks like, what the level of competition looks like, for each of these audiences, then that's really insightful to understand that Job Function is actually more expensive when you're bidding high and Job Titles are going to be less expensive when you're bidding low. So definitely go familiarize yourself with the data, get an understanding for it. And of course, please use it to start your own research and share with us what you find. So this conclusion that we came to have LinkedIn only understanding about 55% of job titles, that means that job titles are a pretty tight way of targeting. And that's why we like it, we're glad that there's a tight way of targeting because if we only had to target by job function and seniority, that would be way too wide, way too large of audiences and we love this ability to a super narrow target on something. And this is why it's also ultra important to utilize all of the different targeting types that LinkedIn gives us. Understand how all of them work so that you don't miss any audience members. And again, go back to episode two to learn about those targeting strategies. You can also look at Episode 11, to understand the various targeting options that there are to do a deep dive into how each of them work. And as a reminder, this shouldn't dissuade you from using job titles in your targeting, they still are very valuable. Okay, like I promised, here's a couple of the comments that we got on this post and I wanted to read to you and explain what was going on. So Kyle Reeves said, "I was told by a higher up LinkedIn team that they normalized job titles in order to include less common ones into a more common group as best they can. For example, a Marketing Ninja would be grouped in with Marketing Specialists." And Kyle That's exactly right. That's what we talked about with this super titles concept of how LinkedIn tries to roll up smaller titles into the larger. It's just kind of a black box. We can't see actually how LinkedIn handles this and so I would love a lot more visibility into that. Also Nuno Pereira mentioned, "Are you saying that if I target an audience of 1,000 VPS of Marketing by job title that LinkedIn will, on average, recognize only 300 of them, even if all of them have VPS of Marketing as their current job title on LinkedIn?" And Nuno, in theory, yes, but obviously if all 1000 of them actually put VP Marketing as their job title, LinkedIn is going to understand all of them. The problem is a whole bunch of them have put something other than that, or something in addition to that, who they might be a VP of Marketing in their full time position. But the way that LinkedIn is interpreting what they've said, their job title is, you might have actually 1,000 People who are all considered VPs of Marketing, but LinkedIn only categorizes, let's say, 55% of them. And actually, because I have this data, I can be a lot more exact here. For VPs of Marketing, LinkedIn understands 46.5% of them. So hopefully, that's helpful. All right, I've got the episode resources for you coming right up. So stick around. 16:14 Thank you for listening to the LinkedIn Ads Show. Hungry for more? AJ Wilcox, take it away. All right, as promised, here's our great resources. The very first link here is going to be the analysis of the job title versus job function, audience sizes that we did. It's a Google sheet where anyone with the link can view and definitely go check it out. Let us know any questions, thoughts, corrections, whatever you find. You'll also see the link there to the systematic approach to targeting episode that was episode two on the podcast, as well as the deep dive into the different targeting facets on LinkedIn. That was episode 11. If you or anyone that you know is trying to learn LinkedIn ads, point them towards this link. It's the LinkedIn Ads course that I did with LinkedIn, on the LinkedIn Learning platform. It's by far the cheapest and the most effective training course I've found out there. And whatever platform you're listening to this on right now, look down and hit that subscribe button if you've appreciated this. And please do rate and review. If you do leave a review, we'd love to give you a public shout out. Shoot us an email at Podcast@B2Linked.com with any thoughts, questions, suggestions, anything like that around the episode. And with that being said, we'll see you back here next week. cheering you on in your LinkedIn Ads initiatives.