Podcasts about Red Raiders

Chuck shares his thoughts on Nico Iamaleava parting ways with Tennessee. Chuck and Heath discuss how much the way Nico's camp handled his exit damages his immediate transfer market. Wes Rucker of Go Vols 247 sizes up Tennessee after the dramatic ending to spring.See omnystudio.com/listener for privacy information.

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss the latest updates in Texas Tech Athletics, including spring football practice, player commitments, and the conclusion of the basketball season with a focus on the national championship. They also delve into the upcoming transfer portal window and its implications for the team. In this segment, the conversation delves into Texas Tech's basketball team's performance in the NCAA tournament, roster changes, and the implications of players declaring for the NBA draft. The discussion also covers key players returning for the next season, coaching updates, and the team's final rankings. Additionally, the hosts analyze the struggles of the baseball team during the season, including game recaps and player performances. In this episode, the hosts discuss various sports updates, focusing on the Texas Tech softball team's impressive performance and key players. They also share personal anecdotes about cooking challenges with a pellet smoker and family dining experiences, particularly the joy of buffets and pizza nights. The conversation flows seamlessly between sports and personal life, highlighting the hosts' camaraderie and shared interests.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Texas Tech's Transfer Portal haul was punctuated by its elite NIL spending. Defensive line and cornerback, in particular, include high-level talent and numbers who can propel the Red Raiders into the College Football Playoff. If they're successful, will more B12 teams follow Texas Tech's NIL spending pattern?The Portal Podcast breaks down why B12 schools must spend to contend for top Transfer Portal targets, and more importantly, win a higher rate of elite high school recruiting battles.To finish, Texas Tech's 2025 football schedule is good news and bad news. I explain here on The Portal Podcast.Follow me on X: @fbscout_florida & @LO_ThePortalTikTok: @lockedontheportalInstagram: @fbscout_florida Apple: https://podcasts.apple.com/us/podcast/the-portal-daily-college-recruiting-and-nil-podcast/id1720975375Spotify: https://open.spotify.com/show/2Wr77m5yVBgANHkDS7NxI5YouTube: www.youtube.com/@ThePortalPodcast#ThePortalPodcast #recruiting #transferportal #nil #recruitingrankings #fbscoutflorida #DavidBailey #TexasTech #Big12 #B12 TexasTechNIL #BYU #OklahomaStateSupport Us By Supporting Our Sponsors!Turbo TaxReady for stress-free taxes and the most money back, guaranteed? Head over to TurboTax.com today and get matched with your Expert. Only available with TurboTax Live Full Service. Real-time updates only in the iOS mobile app. See guarantee details at TurboTax.com/guarantees.Supply HouseJoin the Trade Master program today at SupplyHouse.com/TM and start ordering plumbing, HVAC, and electrical supplies with just a few clicks. Plus, use promo code SH5 for 5% off your first order. That's SupplyHouse.com! https://prizepicks.onelink.me/LME0/LOCKEDONCOLLEGEMonarch MoneyTake control of your finances with Monarch Money. Use code LOCKEDONCOLLEGE at monarchmoney.com for 50% off your first year.GametimeDownload the Gametime app, create an account, and use code LOCKEDONCOLLEGE for $20 off your first purchase. Terms apply. Download Gametime today. What time is it? Gametime.FanDuelRight now, new customers can get TWO HUNDRED DOLLARS in BONUS BETS when your first FIVE DOLLAR BET WINS! Download the app or head to FANDUEL.COM to get started. Bet with FanDuel—Official Partner of the NBA.FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN)

Dr. Khwaja Moinuddin grew up in India with what he calls a “normal childhood”. He attended high school and then received his bachelor's degree in mechanical engineering in his home town. With some convincing and soul searching he then came to the United States and attended Texas Tech university where he obtained his Master's degree and began working toward obtaining a PhD. Khwaja tells us about his time at Texas Tech including how, when funding grew hard to get, he overcame his fears and adversity and found a job that helped him stay in school. Even so, while working on his Doctorate degree he secured a job with 3M and, as he tells us, he learned a lot and even today he is grateful for the opportunities he had at this company. Eventually, however, under the advice of others he did finish his PhD, but not in Mechanical Engineering as such.   Khwaja began learning about organizations, how they worked, why often they didn't work well and he developed ways to help people at all levels of organizations learn how to stop being so resistive to change and thus develop more positive attitudes and constructive methods of accomplishing tasks.   We get to hear much wisdom from Khwaja on leadership, resistance to change and how to better accomplish tasks by being more open to new ideas. This episode is a MUST for everyone if you are at all open to learning some new ideas and growing to be better in whatever you do at work, in life and at play.       About the Guest:   Dr. Khwaja Moinuddin is a renowned leader in Continuous Improvement, Change Management, and Business Transformation, with over 22 years of hands-on experience driving measurable impact across diverse industries. His mission is clear: to help organizations embed a culture of excellence, resilience, and continuous learning - not as a temporary initiative, but as a way of working. Whether leading large-scale change programs, coaching executives, or transforming operational models, he has built a reputation for delivering tangible business results and lasting cultural shifts. With deep expertise in Continuous Improvement, Change Leadership, and Robotic Process Automation (RPA), Dr. Moinuddin partners with organizations to challenge the status quo, eliminate inefficiencies, and create high-performing teams. He has worked across multiple industries, functions, and global markets, collaborating with executive leaders, middle managers, and frontline employees to break down silos and drive sustainable transformation. His holistic approach ensures that strategy, execution, and people engagement work in tandem, because real change happens when employees at every level take ownership of improvement. A passionate thought leader and author, Dr. Moinuddin has distilled his years of experience into two books that serve as practical guides for transformation:   "I.N.S.P.I.R.E. - An Adaptive Change Excellence Model and Guide of the people, for the people, by the people" – A framework for leading people-centered, high-impact change initiatives. "Are You (Really) Listening?: Decoding the Secrets of Unheard Conversations" – A deep dive into the power of listening as a critical leadership and change management skill.   Dr. Moinuddin's philosophy is simple: transformation is not about tools, it's about people, mindset, and discipline. If your organization is struggling with change fatigue, leadership misalignment, or resistance to new ways of working, he can help you turn obstacles into opportunities and create a culture where excellence thrives. Let's connect and explore how we can drive real, measurable business impact, together!     Dr. Khwaja Moinuddin's journey is a testament to the power of perseverance, continuous learning, and an unstoppable mindset. Born and raised in a simple middle-class family in Pondicherry, India, a former French colony - he completed his schooling and earned a Bachelor's degree in Mechanical Engineering before moving to the U.S. to pursue his Master's in Industrial Engineering. At Texas Tech University, he excelled academically, achieving a 4.0/4.0 GPA in his major (Manufacturing) and an overall GPA of 3.83/4.0. While pursuing his degree, he also worked as an intern for Rhodia Inc., a chemicals manufacturing company, gaining valuable hands-on industry experience. Khwaja began his career as an Industrial Engineer with 3M, where he learned the foundations for his expertise in Continuous Improvement (CI) and Change Leadership. Over the years, he obtained multiple professional certifications, including Lean Six Sigma Master Black Belt, Certified Change Practitioner, Certified Prince2 Practitioner and Certified Scrum Master. His career took him across the globe, leading large-scale transformation initiatives in world-renowned organizations such as Ocean Spray Cranberries, Shell, Maersk, GARMCO, HSBC, and PDO (Petroleum Development Oman). Despite a demanding global career, Khwaja pursued his passion for learning, earning a Doctorate in Management Studies and a second Master's degree in Psychology while working full-time. His belief "To Learn is to Breathe" has shaped his leadership philosophy, helping organizations embrace change, embed a culture of excellence, and achieve breakthrough results. Beyond his professional accomplishments, Khwaja is a devoted husband and father. He fell in love with and married his wife, Sangeetha, while in the U.S., and together they have a 15-year-old son, Tanish. They now reside in Chennai, India. Dr. Khwaja travels frequently for his consulting work, and he continues to inspire businesses, leaders, and professionals to transform their organizations, and themselves - with an unstoppable mindset.   Ways to connect with Dr. Khwaja:   https://www.processexcellencenetwork.com/contributor/khwaja-moinuddin https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/ https://www.journeytowardsexcellence.com/ https://www.khwajamoinuddin.com/     About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hello again, everyone. I am your host once again. Michael hingson, and you are listening to unstoppable mindset. We're really glad you're with us, wherever you happen to be in the world, and wherever we happen to be talking in the world. And today we're actually talking to Dr Khwaja Moinuddin from India. So it's a long distance boy signals travel a lot faster today than they did when we used covered wagons or Coney pony expresses. So I'm really grateful for the fact that we get to use Zoom and computers and do things in such a meaningful way. So anyway, here we are. Kwaja has written two books, and I know he's going to tell us about those, so I'm not going to give a lot of that away. He has been a transformational leader. He also has a background in mechanical engineering, and that fascinates me, because it seems to me, it's interesting going from mechanical engineering to being a transformational subject matter expert and expert by any standard. So I'm going to be curious to hear about that. But anyway, meanwhile, Khwaja, I want to welcome you to unstoppable mindset, and thank you for being here.   Dr Khwaja Moinuddin ** 02:28 Thank you. Thank you, Michael, it's, it's indeed an honor to be on your podcast. And you know, as as we have been discussing, I'm no expert by any means. I have just gathered years and years of experience, 22 plus years of experience, and I'm still learning and continuous improvement, transformation. It's an ocean. So the more you know I learn, the more I feel like I don't know much. Yes, there is to learn, yes.   Michael Hingson ** 03:05 Well, I know exactly what you're saying. I think if we stop learning, then we have really let ourselves down and let the world down. We need to continue to learn. And I very much enjoy doing this podcast, because I get to learn so much from so many people. It's really a lot of fun. So I want to again, thank you for being here and looking forward to all that we get to talk about today. So let's get to it. I'd like to learn a little bit about maybe the early Khwaja Growing up and so on. Tell us a little bit about you growing up in India and so on.   Dr Khwaja Moinuddin ** 03:38 Yep, I'm from a very small town in Pondicherry called Pondicherry in in India, the closest big city is Chennai. It's about 160 kilometers south of Chennai. It used to be a former French colony. Now the place has been changed. I mean, the name has been changed from Pondicherry to Puducherry. But growing up, I'm the youngest of two kids. I have a brother. He's four years older than me, and my parents were typical middle class, lower middle class, both working parents. They worked really, really hard to put me and my brother through to school. They took care of us, they protected us. So I'm really grateful for my parents, my mom, my dad and my brother also could be quite me, you know, when I was young. So I'm really grateful to my family, because we were just the four of us in our family. Growing up, I went to a public school, initially, I went to a private school, and. Uh, but then my parents couldn't afford the fees, so we moved to public school, and I did all my schooling and my bachelor's in mechanical engineering in Pondicherry. So born and brought up in Pondicherry, which was a small fishing village, didn't know much about the real world until, you know, I graduated and stepped out of India for the very first time to go to the US to do my master's degree. My childhood was, was, was normal, you know, on a living on a on a coast. So I really enjoyed living near the beach. We didn't live very far away from the beach, just maybe, you know, maybe 100, 200 meters away from the beach. Growing up, I had a lot of friends, so we would be, would take our bicycles and and, you know, ride all over the town because it, you know, it wasn't as crazy as it is now with all the traffic and stuff, it was less congested. And the good thing about Pondicherry, an interesting fact is, because it was designed by the French, all the streets in Pondicherry are at right angles to each other. So you would never get lost if you are in Pondicherry, in the middle of the Pondicherry, because wherever you go, if you take a right turn and another right turn and another right turn, you will end up at the same place. So you will never get lost. That's an interesting fact in Pondicherry. How about Pondicherry?   Michael Hingson ** 06:39 So it certainly is a whole lot easier to travel around pontichery than it is to travel around Washington DC by any standard, I think. So yes, there's a lot of Angular streets and streets that go in different directions in Washington. So yeah, I think I'd like pot of cherry that's pretty good. So did you learn to fish?   Dr Khwaja Moinuddin ** 07:03 Not, not, yeah. I mean, I did learn how to fish, but more swimming. Used to go to the ocean almost every day. You know, I think I practically spent a lot of time on the beach with my friends and in the playgrounds. Our playgrounds used to be huge growing up, unlike now, they have become so small and condensed with all the, you know, development, the real estate that's growing in India, in Pondicherry and in India in general. But, but yeah, I did learn how to fish, you know, not using, like a fishing rod in the in the US, but using, you know, the the fishing, the the thread, you know, the nylon wire, fishing net, yeah, yeah. Not, not the net, but the wire, just was the single wire,   Michael Hingson ** 07:58 well, so you what, what got you into mechanical engineering?   Dr Khwaja Moinuddin ** 08:05 Well, you know, as, as all of my fellow Indians would say, in India, you are either an engineer or a doctor first. So, so I really had no choice. I had to become an engineer or a doctor. I didn't score enough to become a doctor, so I naturally became an engineer. But since I have to become an engineer, I was looking at, you know, all the different fields of engineering. What fascinated me was, you know, the field of mechanical engineering, because I heard from several of my friends and colleagues that mechanical engineering is an evergreen field, and typically, mechanical engineers can fit anywhere. And they were really, really they were, they were 100% correct. And I'm glad I chose mechanical engineering and I really liked my subject, because that what I am today would not be if I hadn't learned about mechanical engineering. Well.   Michael Hingson ** 09:07 So you, you got your bachelor's degree, but then you, as you said, you stepped out and you, you actually came to the United States and went to Texas Tech to do your advanced degree. What made you do that? That's moving a long way from home, yep.   Dr Khwaja Moinuddin ** 09:23 So some of my my my friends and my seniors, also, when I was doing my mechanical engineering, they were talking about something called as a GRE or a TOEFL. It sounded Greek, like Greek and Latin to me. I didn't know what it was. I had no intention of going to the US initially. My intention was to get a job and earn a lot of money and and I was almost done studying at that point of time, you know, learning subjects like thermodynamics and lot of advanced mechanics. Engineering stuff for four years really wears you out. But my my seniors and and my cousin also, and my uncles and a lot of my relatives, they said, you know, if you don't do your masters now, and if you go straight away to work, you may not have the inclination to learn more. So they really, they really prompted me or nudged me to do my Masters also, and and my mom, of course, she has been a great, great, great driving force behind me. She She encouraged me to always, always, always learn. She herself has, you know, so many degrees I cannot, I don't even know how many degrees she has. She has master's degrees and Bachelor's degrees in in, you know, all sorts of areas. And to this day, you know, she she keeps learning, and she has been a teacher for about 45 years now. So so my mom, along with my relatives and my friends. They said, You know, you need to study more so. So, you know, I had actually got a job, you know, in my fourth year. And I got a job through on campus interviews, you know, like a career fair in the in the US, similar to a career fair in the US. So I gave up that job and I wrote GRE and TOEFL. I worked hard. Got I did not get like flying colors, but I got, I got good grades in GRE and TOEFL, and then I applied to universities. Initially I was going to be an aerospace engineer, but then my friends also told me that maybe that's a difficult field to get a job in in future, because it requires, you know, us, security clearance and stuff. So you're you're better off doing something which is related to mechanical engineering, or even mechanical engineering. I didn't want to go too much into technical stuff, so I explored industrial engineering, and I found, you know, the courses and all that stuff were really to my liking and to my interest. So, so then I chose industrial engineering and Texas Tech specifically because of the industrial engineering program they had. So then and, and that's one, one thing led to another. And then I landed in Texas Tech University.   Michael Hingson ** 12:26 Well, that must have been fun. So you had lots of new experiences. You learned about football and all sorts of other things in addition to your academic studies. Yes,   Dr Khwaja Moinuddin ** 12:36 yes. Red Raiders. Go Red Raiders. Yeah, right.   Michael Hingson ** 12:40 Well, and I, I went to UC Irvine. I don't know, I still don't know if we have a much of a football team today. We have a good basketball team, but go anteaters anyway. So it's, it is interesting how our lives change and how we end up, how God gives us different opportunities? And then, of course, the issue really is us taking those opportunities and moving forward with them. When you You certainly did. You stepped out and you moved to the United States, you went to Texas Tech, you got your bachelor's, and where did you get your PhD?   Dr Khwaja Moinuddin ** 13:19 So I got my master's from Texas Tech, and I was, I also started to do my PhD in industrial engineering in Texas Tech, but unfortunately, I didn't finish, because the the department ran out of funding, and I had to search for a job. So I started to, I got my job in 3m as an industrial engineer. But I also did an internship in another company called Rodia, which is a chemicals manufacturing company. But then, you know, while I was doing, while I was, you know, still pursuing my full time job, I really wanted to go back to Texas Tech and complete my PhD, because I had completed all my coursework, except for the which was the dissertation which was pending. And you know, at that time, one of the professors told me, quadra, try and complete your PhD, otherwise you will regret it. I still remember his words to this day. I should have, you know, looking back, I should have stayed back in Texas Tech and finished my PhD. I should have, you know, borrowed some more money and finished my PhD in industrial engineering in Texas Tech. But nevertheless, what I did is I did my doctorate, professional doctorate in management studies in Indian School of Business Management. So slightly different. But, you know, I didn't, I didn't actually want to go for an MBA. So I want I did the doctorate in management studies because I was more interested in organizational behavior, operations. Management in that field. So I got it in 2012   Michael Hingson ** 15:07 Wow. So you, you, you did complete it, even though, again, it went in a slightly different direction. But what was your interest that that took you into a little bit more of a business oriented environment, because you had clearly been in mechanical engineering and in that discipline for most of your studies.   Dr Khwaja Moinuddin ** 15:25 Yes, yes. So, you know, when I was doing my master's degree in Industrial Engineering, you know, and I got interested in continuous improvement, lean, Six Sigma, transformation, change management in that field, more as I was doing my masters in industrial engineering. And then when I got my first job in in 3m 3m is a great company, as you know, you know, I learned all the basics of my lean, Six Sigma change management, you know, hands on in 3m and I'm still grateful to this day that my very first job was in 3am actually, it's a funny story, because, you know, I got the job in 3m on the same day I was interviewed. So the I was very lucky. I think the the line manager really liked me, and he said, kwaja, I'm going to hire you on the spot. So I was, I was really, really, you know, ecstatic on that day, and I still remember that feeling to this day, yes. So what interested me to coming back to your question was when I was working in 3m they have a good mentorship program. So they asked me, you know, how do you want your career to be? You know, where do you see yourself in five years? In 10 years? In 15 years? How do you see yourself growing? And I said, I want to grow in the technical field. I want to become like a subject matter expert in Lean, Six Sigma, Black Belt, Master, Black Belt. And I want to grow in the technical field. And I remember the mentor, she told me, kwaja, while that's a good thought, but you will not grow much if you are purely technical, you will grow more if you combine your technical expertise with management, how to lead people, how to manage people, how to do change management with people so she actually, you know, planted the seed in me to do more of, you know, people management role. And for that, she prompted me to do more courses in people management, leading teams, how to work and collaborate with, you know, cross functional teams. And that interested me, and I started to search for courses that would give me that exposure. And then, you know, given the fact that also I took some courses in my master's, or when I was doing my PhD in industrial engineering, it prompted me more to move away from technical rather than getting a PhD in industrial engineering, to do adopt rate in management studies. And hence I, you know, slightly moved into the people management, operations management, into the softer stuff of managing people and getting stuff done through people, through others.   Michael Hingson ** 18:14 Well, nothing, nothing wrong with that. I know my background was in physics. But along the way, there came a time that I was confronted with an opportunity to take a job that wasn't directly related to physics, and I chose to do it. But out of that, I ended up being put in a situation once where I had to make a choice to either go find a new job or change from doing kind of human factors studies and other things related to a product going in instead into sales, and I chose to go into sales, but my reasoning was, It's difficult enough for blind people to get jobs. Finding a new job would be really a challenge, whereas an opportunity was being offered, and it was a good opportunity, so I accepted it. So again, I know that many times we do find that there is a an opportunity that comes along that maybe we don't expect, and if we take it, it's the right way to go.   Dr Khwaja Moinuddin ** 19:14 Yes indeed. And your story has been fascinating, Michael, to be honest with you, it has been, you know, it's very inspirational. Your story, me and my wife, we were sharing, you know, how you how you overcame adversity, that's really, really, really inspirational.   Michael Hingson ** 19:33 Well, thank you. And I, I appreciate that. And you know, to me, it's just how we live life, and we sometimes we're presented with challenges and and we have to deal with those challenges, which is, of course, our role, and if we don't, then we're the losers for doing it. Well, in your case, did you ever have a defining moment or a situation where, if, since we call this unstoppable mindset, where. Kind of a mindset really affected you and to help you through it.   Dr Khwaja Moinuddin ** 20:05 Yeah. I mean, many, many, many, many situations, there's never a dull day in continuous improvement, so it's full of challenges. Always, always. You know, in every organization I have worked for, there have been challenges in terms of, you know, how to deploy continuous improvement, how to take people with you in the journey of continuous improvement. But one of the things you know early on, when I was doing my my master's degree, is, you know, I think that that laid the foundation also for me to become more resilient and more adaptable. You know, when, when my department said they didn't have funding I wanted to, and this was, you know, when, when I was doing my master's degree, not, not, you know, when I went into my PhD, when I was doing my master's degree, after a semester, they said they didn't have enough funding. So a lot of my colleagues, you know, those who are in engineering, whether mechanical or industrial or or chemical or petroleum engineering, they would they were searching for jobs. I think it was the summer of 2001 and since it was summer, a lot of professors were on were on vacation, and I went door to door, knocking on every professor's, you know, Office, Office door. And almost everybody you know, kind of, you know, either shoot me away or said, you know, we don't have funding. Or, you know, their doors were closed because they were on vacation. So one of the, one of the things I did, you know, you know, I was very, very frustrated. I couldn't sleep. So I thought, What am I doing? What am I doing? What am I doing wrong here? Why am I not getting the funding. Why am I not getting a research assistantship? So as I was laying on my on my bed that that night, one evening, I thought to myself, and an idea came to me, why don't I go into Texas Tech University's Health Sciences Center, which is slightly far away. It's, you know, we have to walk, like, at least half an hour to get to the Texas Tech University's Health Sciences Center. And it's predominantly, you know, biology, Health Sciences Center. So nobody, none of my colleagues, had gone there to look for a job. So I thought, why not go there? Maybe I will find some luck. So initially, you know, I was told, No, you know, you don't have a biology background or, you know, we don't have jobs here. But on the third day, one professor, you know, as I was, I thought, you know, my day, on that day also is going to be a disappointment. Around five o'clock that evening, when I was about to go home and I noticed one professor's door was open. His name is branch Schneider, so if he's, if he's watching, you know, I'm grateful to him also for this brand Schneider. He is the professor in oncology department in Texas Tech University Health Sciences Center. So I approached him, his door was open, and I told him, I'm searching for a job. Any job? Would you be able to give me a job? He thought, he thought about it, and without hesitation, you know, he said, I do have a job, but you may not like it. And he said, You know, it's it involves washing dishes, bakers. Are you comfortable in doing it? I said, I thought about it, and I said, I can do it if it helps me to get in state tuition. And he also thought about it, and he said, Yeah, I think that should not be a problem. And once I agreed to do that, then he said, I don't want you to just do that. I want to use your engineering skills to help me with research. You know, doing some reports, research, reports and analysis using your engineering skills. Would you be able to do that? I said, That's my specialty. I would be glad to do that. So, you know, one thing led to another, and then, you know, he gave me the research assistantship, and you know, I was able to continue with my with my master's degree without, you know, burdening my parents. Because, you know, I had got a huge loan to go to the US, as you know, going to the US during those times is not, is not cheap. It's very expensive. So, you know, I think that's what, that's what laid the foundation. So I thought, you know, nothing is impossible. So if I can do that, I think I can convince people to do change management, at least my change management skills, and, you know, my Lean Six Sigma skills to do the continuous improvement in organizations. So I think that one moment, I think, was, you know, when, when I got that. I didn't realize that, you know, when I got back to my room and I told my friends that, you know, I had got this job, everybody's jaw dropped. They said, You have done something impossible. So they said, you know, we are now going to go to Health Sciences Center also. So I think a lot of our engineering guys went and knocked doors in Health Sciences Center, and they began to get jobs there. I   Michael Hingson ** 25:24 remember once, one of the first jobs my brother ever got. He was, I think, in high school. He had gotten to high school, and he went to apply at a restaurant for a job, just to earn some money. And the owner said, Well, you know, let me think about it. Would you go outside and we got some weeds out in the in the area around the restaurant, would you just pull the weeds? And my brother said, Sure, why not? I don't have anything else to do. So he went out on like, in a half hour, he had, excuse me, he had pulled all the weeds. The manager came out and was just absolutely amazed that he had had done all of that. And he said, Well, okay, and I thought about it, I'll give you a job. And of course, he was really being tested. Would he go out and do whatever he was asked to do? Which Which he did do? And when he came home and told my parents, and I was there at the time about that, they said, you understand that this guy was just testing you to see whether you would do whatever needed to be done to help the restaurant. And you passed, and he got the job. We never know where things are going to come from. And indeed, yes, we should be open and be willing to explore. It's always a good thing when we do that. I haven't thought about that in years, but you just reminded me of that story, and it's a great story, and for me, it was a lesson that you've got to do sometimes different things, and when, when you're really asking for someone's assistance, you also need to look at what they're asking you to do, and you need to do what they're asking   Dr Khwaja Moinuddin ** 27:01 yes, unless it's to shoot No, I'm not going to go out and   Michael Hingson ** 27:07 shoot someone. But that's a different story. But well, that's great. Well, now, while you were in the United States, you also went off and got married, huh?   Dr Khwaja Moinuddin ** 27:18 Yes, I did.   Michael Hingson ** 27:21 Well, that was a that was a good thing. That's another good reason to have come to the US. Yes, now, is your wife from India or the US?   Dr Khwaja Moinuddin ** 27:33 Well, it's a, it's an interesting story. Once again, we she, she is. She's two years younger to me, and, you know, we met at a birthday party, and in, you know, at a professor's daughter's birthday party. And I initially thought I knew her from somewhere, so I was very, very shy to to approach her. But then some of her, some of her friends, or, I think some of my friends who knew her, they asked me if you know I would be okay to drop them to their house. So when I was, when I was driving, I looked at her through the, you know, the rear view mirror, yeah, and I, I liked her a lot, so, but I didn't know whether she was looking at me at that time or not. But then later, I told her that I was looking at you when I was driving. And then, you know, one thing led to another, and you know, we dated. She's from India, so she was also doing her master's degree. When, when, you know, at the time, you know, I was doing an internship in in a chemicals manufacturing company in Vernon, Texas, which is in the middle of nowhere. And I used to drive three hours from Vernon to Lubbock because I thought Lubbock was in the middle of nowhere. But then, when I was when I was working in Vernon, which is just no like a small town of 10,000 people, then when I used to drive back to Lubbock, it was like heaven, Paradise. I could see many people in Lubbock. So when I was driving back and forth. And I was in, I met her in this, in this party, and then we started to date. And then, you know, we got, we got married in the US in 2000 we were dating for a very long time. We lived together also for for a long time, we got to know each other. And then we got married in 2008   Michael Hingson ** 29:42 Ah, well, that's great. Congratulations. How long have you been married now? Thank you.   Dr Khwaja Moinuddin ** 29:48 Well. We have known each other now for 21 years since 2004 Yes, and we have been married since 2008 so 17 years. Wow. Congratulations. Thank you, thank you. And we have a son, 15 years old. And yeah, we, we are still, you know, happily married to each other, and she, you know, she has been a great support for me, not only in times of happiness, but but especially, you know, when I get frustrated, when when I'm not in such a good mood, or when I feel dejected, she has supported me tremendously, and she's still supporting me tremendously, but   Michael Hingson ** 30:30 I bet that goes both ways.   30:33 Yes,   Michael Hingson ** 30:35 you have to be more stable than you.   Dr Khwaja Moinuddin ** 30:41 Yes, well, I think she's more emotionally matured also. Then I don't want to tell her that, but she may know after this podcast   Michael Hingson ** 30:52 well. So you do a lot of work in working with people involved in resistance and change and continuous improvement, and you deal with people with resistance and change. How do you push back? And how do you push beyond that? How do you get people who are so resistive to change to to agreeing to change? You know, the reason I ask is that we all we all hear people talk all the time about how change is important. Changes is necessary, but none of us really want to change. How do you deal with that?   Dr Khwaja Moinuddin ** 31:26 Yes, so, you know, over the years, this is what, this is what I have learned also. And you know, I, I did my masters, my second masters in psychology, and that helped me a great deal. Also, I've always been, you know, fascinated with the psychology of human behavior. So I always wondered, you know, even when working in 3m or in my first company as an intern, I always wondered, you know, why? You know, even if a change is good, why are people resisting? And years and years passed by, I always, I always thought that, you know, we can, we can always convince people with rational, logical stuff, with data. But then I found out, you know, through through trial and error, I don't get convinced using logic. I have my own ways to resist. So when I learned about how I am resisting, I thought that's natural. Then how people, other people would resist. Because, you know my girlfriend at that time, who is my wife. Now, when she used to suggest something I would resist, that. She would say, quarter, you're not organized, you know, let's, let's get the house organized. And I would resist it because, you know, getting organized is a good thing, but then I had my own way of doing stuff. So, you know, to this day, I still resist, by the way, and she's still trying to convince me to get organized, but you know, I know why I resist. You know why I'm resisting. I know how I resist. So you know that, that you know early on, helped me, that, you know, people resist because we are trying to change them. It's not the change, but it's we are trying to change them into something that they don't want to so, for example, you know, one of the one of the line managers, or one of the leaders in a company that I worked for, he was completely against continuous improvement. He was telling me, I have been doing continuous improvement quadra, for 20 years, I don't need you to come and tell me how to do my job and how to improve it. And he was very open about it. I'm so glad he was. He was so open about it. Because, you know, I have also seen people who resist very covertly. They would say yes in front of you, and then, you know, go back and do their own stuff, or, you know, they won't do anything at all. So I wanted to understand him, why he felt that way. And, you know, I went on, you know, plant walks with him, and he was very proud when we were when we were walking around the plant, he showed me all the improvements that he did. So I told him, Bill, his name is Bill, what you're doing is continuous improvement. Bill, so I'm not trying to tell you to do your job. I'm here to tell you how to I'm here to help you how to do your job in a more structured way. And that's what CI is all about. So when I said that, immediately, he said, you know, guaja, I wish somebody you know, in your place, had told me that earlier, because people who had before you, who came before you, they were all about tools and templates. And I hate to use tools and templates. I'm more of a practical guy. So then that was a learning for me, also that, you know, that was an aha moment for me, that people, you know, certain people, have. Certain way of learning, and certain people have certain way of improving, but we all want to improve. So if we guide people in the right direction, and we talk their language, you know, we use their frame of reference, we use their language and and we see what are their pain points, and we try to help them overcome those pain points, then people would naturally, you know, you know, get the we would get the buy in for for the change, and people would not resist so much. So at the end, you know, what happened is Bill became a huge supporter of CI, not only a huge supporter of CI, he passed my green belt exam. Also, I coached him, and he passed my green belt exam. And he was, he was very happy. Initially, he was, he was, he was reluctant to even attend my course. But then, you know, after he went through the course, and then, you know, after we built the rapport. And then I, and then I told him, I'm not trying to replace you or, or I'm not trying to steal your job or, or I'm not telling trying to, you know, tell you how to do your job, because that's not what I'm here for. I'm here to help you. And continuous improvement is a more structured way of doing things, because you may be doing in trial and error, and by doing trial and error, you know, you may be making some costly mistakes, but when we apply it in a structured way, we can avoid 19 99% of errors, most of the time. So he really liked that approach. And he liked my approach of making things very, very practical, not speaking, you know, in heavy technical terms, not using the jargon and explaining it to him, you know, in his own language. That's what helped, you know, reduce the resistance. And over the years, what I have done is also, you know, adapt my way of how I'm approaching resistance. One of the courses which I took, and it was a certification course, also was, you know, instead of waiting for resistance to happen to you, we should approach resistance proactively. You know, when we announce a change, we should naturally expect resistance, and when we have resistance, it's a good thing. I have never, I never heard about it before, before I attended the course. I thought always resistance is bad. I thought resistance is something that we need to fight. We need to convince people, and those people who resist, they don't know what they're talking about. I used to see them as, you know, almost like enemies at workplace. This guy is against CI, why doesn't he or she gets CI, why are they, you know, resisting so much. Why are they criticizing me so much? I used to take it personally also. Later, I learned, you know, not to take things personally as well. So what I what I found, was that we should surface resistance proactively, whether you know it is in work life or in personal life, you know, when we are trying to do something out of the ordinary. When we are trying to improve something, we should expect resistance. And if there is no resistance, then that means either the resistance has gone underground, right, which has gone into COVID stage, or people have not understood the why. You know, what is this change? What is this? How is this going to affect me, people have not understood what you're talking about. So when we explain things, we should naturally expect resistance, and resistance helps in improving, you know, what is whatever we are trying to implement, you know, whether it is like a ERP implementation or, you know, Lean Six Sigma, or a transformation project, digital transformation, anything that we are trying to do, if people are resisting or if people are expressing concerns, it's a good thing. That's what I have learned over the years. Yeah,   Michael Hingson ** 38:50 at least, at least then they're open and they're talking to you about it, which is important. So how do you deal with the person who says, you know, like, like, Bill, I've been involved in continuous improvement, and maybe they really have, but you're talking about change, but in reality, what we have is working, and I'm not convinced that changing it is really going to make a difference. And you know, how do you deal with that?   Dr Khwaja Moinuddin ** 39:21 Yep, again, you know, over the years, I have so many stories this. This story, again, is some of the organizations I have worked in this. This particular person was, was saying the same thing. You know, it was one of the TETRA pack manufacturing lines, you have seen the TETRA pack, right? So the the TETRA pack where juice is packed, or milk is packed, or any beverage is packed, right? So these Tetra packs, when they were producing those Tetra packs of juice, they had. An issue of the juice packs being either overweight or underweight. So they had this continuous issue on the line, not just one line, but I think three or four of the lines, so consistently, it would be either overweight or underweight. And if you are consistent, if you are having the overweight or underweight, you would be audited, and you would get into all sorts of trouble. And moreover, you know, you're losing money if you if the pack is overweight and if the pack is underweight, somebody can, can, you know, file a claim. Customer complaints would increase. So this, this particular line manager, he said, you know he was, he was avoiding me. And I know that he would, he would avoid me so, but he, you know, at that point of time, he had no choice. So he said, kwaja, I have a few ideas, you know, I don't before, you know, you come and tell me, you know, continuous improvement, blah, blah, blah. I have a few ideas. I want to test them. And he gave me, he gave me, you know, the his thought process, and he wanted to try that before, you know, he before he agreed to listen to me. So I said, Bob, I'm all for it, please. Please, go ahead and let's see whether you know what you're trying to do. Works or not. So basically, in, you know, in our language, what we call it as as an experiment in continuous improvement terminology, we call it as an experiment. He was trying to do, you know, an experiment with one factor at a time, meaning that, you know, he would try to change one variable, and he would try to see whether that has any impact on, you know, the over overfilled packs or under filled packs. So he wanted to change one variable at a time, and there were three, four variables at that time, which he thought were, you know, suspects. So he wanted to change those variables and see what the impact would be. So I told him, Bob, yeah, let's, let's, let's try that. And I told him, you know, very politely, if that doesn't work, would you be willing to try what I am asking you to do? Because I have an idea. Also, he said, Yeah, let's, let's, let's do that. So I worked with him. I worked with him on the line, with his supervisors also. And he tried, you know, one factor at a time. He trained. He changed this, he changed that. It didn't work. So reluctantly. But then the good thing was, he was open minded also, reluctantly, he said, Okay, let's, let's sit in my office and let's talk. So I told him about a concept called Design of Experiments, DOE, in that, in that me using that you know, methodology, you can basically, you can basically have three, four factors which you can vary them simultaneously, and then see the impact on over packing and under packing. So when I explained to him, when I when I taught him about the concept him and his supervisors and the line operators, he said, Yeah, let's let's try. Let's see if this works. And at the end of the day, we were both trying to improve the process. We were both trying to get rid of this problem, sure, so we should be rolling. And then it worked within, within a few days, the problem got resolved. So what I learned from that is, sometimes, you know, you need to let people you know hit the wall before you offer them a solution. So that's something that I have learned. But of course, you know, in this case, it was not such a costly mistake. It was not, it was not like a disaster, but it was the controlled disaster. So, so what   Michael Hingson ** 43:28 was the actual change? What what change was made that fixed the problem? Or what was your idea that fixed the problem because he was changing variable at a time, but that was one example   Dr Khwaja Moinuddin ** 43:39 at a time. Yep. So we had to do the root cause analysis. And through the root cause analysis, whatever variables that he was going after were not the root causes because he was not using a structured methodology. Okay, when we use the structured methodology, we went into root cause analysis. We did a structured like a fish bone diagram. I don't want to go into the technical details, but we did the in depth root cause analysis, and then we did something called as a design of experiment, where we chose three factors and we varied it simultaneous, so it is a controlled experiment which we did, and immediately, you know, it's not that you know you would do that, and you would get result. One month later, you would get results immediately, you would see the result immediately when you do that experiment versus what he did, it involved a certain bit of time. It would take one week for us to see a change. So when I showed him this and this versus this, he was really impressed. And from that day onwards, he became a huge supporter of CI, in fact, you know, the plant in which I was working in, you know, with the support of, you know, one of the plant managers, Tim, his name, I'm I'm still, you know, in touch with him, and you know we share thoughts with each other. I see him as a huge mentor. Also, you know, we got plant of the Year Award for a plant to talk. About to be shut down, back in 2009 so that's, that's, you know, how we were able to, you know, build the, get the buy in from all the line managers and, you know, get started on the continuous improvement journey. Because the the the management had told that if you don't improve within a few months, you would be shut down. So we all work together, and we did experiments like this, and we were able to turn around a plant, of course, you know, not just me, so I just played one small role in that we did as a team. It was a team effort,   Michael Hingson ** 45:34 and that's how you really overcome resistance to change when, when people see that you bring something to the table that works, then they're probably more apt to want to listen to you.   Dr Khwaja Moinuddin ** 45:49 Yep, indeed. We need to know what we're talking about. You know that that builds trust? Definitely.   Michael Hingson ** 45:54 Yeah. And then the issue is that you what you're talking about is is, in a sense, different than what they understand, and it's a matter of establishing credibility. Yes, which is, which is pretty cool. Well, so tell me about your books. You've written two books, and you've written I n, s, p, i R, E, and you've, you've written another book, tell us about those.   Dr Khwaja Moinuddin ** 46:25 Yes, so I, you know, I have always wanted to share my knowledge, and I have always been sharing my knowledge, you know, through training, through coaching, I have conducted so many training sessions, so many and I have learned also, you know, from from shop floor employees, frontline employees, from middle managers. I have learned so much from them. And also executives, top executives, you know, leaders from various industries. You know whether it is manufacturing or logistics or, you know, back offices, banking, you know, pure manufacturing or logistics container, container shipping business, or aluminum rolling business. So I wanted to write this book to share my knowledge, because when I see that change management or change is being implemented very poorly, that really frustrates me. So I wanted to share this, and I have seen, you know, numerous books being written on this. You know, numerous frameworks, also, you name it. You know, there are so many books out there. What I wanted to do is give a simple framework, which is, I, N, s, p, i, R, E, which is, you know, if you have to implement change you need to inspire employees. There are no two ways about it. If we can talk about logic, we can talk about change management, we can talk about what's in it. For me, everything, but in my experience, if anyone is, if any employee or if any individual is not inspired by the change, the change is not going to go anywhere. They may do out of compliance, but we will not really get their hearts in it. And that's why I, you know, came up with this framework called Inspire, which is I basically is inspired the need for change in employees. N is navigate the organization and build a coalition. And stands for that. S is to surface resistance proactively, meaning, as we discussed, don't wait for resistance to hit you. You know when you least expect it, and then, and then, you know the change goes nowhere. Surface resistance proactively. And P is plan, your implementation. You know, when I say plan, not just, you know, like a, like a 20 step bullet point, there are so many plans that need, that need to come together, like a communication plan, resistance management plan, a training plan. There are so many plans that need to work together. And again, depending on the complexity of the change, you know, I never advocate, you know, over complicating stuff. And then you have, I, which is implementation When, when, you know, this is where rubber meets the road, if we don't implement the change in a structured way, you know, leaders are not role modeling on the shop floor. Leaders are just, you know, we call it as EMR. And this is, again, from another framework called Aim. Aim, you know, basically what we what we mean here is you can express. Leaders can express about the change, role model the change and reinforce the change. EMR, so if leaders are just expressing the change, it will lead to one times the improvement, but if leaders are role modeling the change, it will lead to three. Times the change acceleration. And if leaders are reinforcing the change, it will lead to 10 times accelerating the change. So that's what I talk about, in terms of implementation, you know, experimentation and stuff, which is i, and then you have reinforce and sustain, which is r, and then E stands for evaluating and learning. You know, after we close a change initiative, after we signed off on a change initiative, have what have we learned from it? What have we learned from it, and what, what if we had a, if we had a chance to make a do over, what would we do differently? What have we learned from it? And what would we do differently, and if we were to do implement another change, what are the learnings that we can take from this change that we have implemented and apply the learnings in our next change? And also, you know when, when leadership transitions, many, many changes, what? What happens? And you know this is what I have experienced, and this frustrates me a lot as well. Is, you know, when leadership changes, the change gets, you know, messed up. I want to say fucked up, but you know, and I don't know if I'm allowed to say that. You know, every leader, every leader, wants to come in and you know, right or wrong? You know, I'm not blaming a leader wants to leave their mark in the organization, which is good, but what they what they inadvertently do, is undo the change which their predecessors have done. And then people get confused, you know, they say it as a flavor of the month. Or they say, Okay, let's wait until this leader moves on, so that, you know, we can, we can, you know, just wait until this change passes away and it leads to, you know, production of morale and lots of issues. So this is what I talk about in my book, as well, how to avoid these, these situations. So it's like a practical framework where you know which anybody can take and apply to any change of any complexity, and you know if, even if it is very, very simple change which is going to take maybe 10 days or five days only, they can quickly go through the Inspire framework and see, you know, what are the gaps and whether we have, whether we are implementing the change in a proper, structured way. And these are in this is just a framework, you know, and you know, we don't have to use all the tools that I have mentioned in the book. We can pick and choose the tools which are relevant for the change that we are trying to implement.   Michael Hingson ** 52:38 What is the the key to making change sustainable when maybe leadership changes or the company environment shifts,   Dr Khwaja Moinuddin ** 52:48 yes. So, you know, as Dr Deming said, constancy of purpose, right? So, so if I'm a leader, Mike, and you know, if I'm changing my role, and if I'm going to, you know another function or another department, whether in the same organization or in a different organization, and let's say that you know, Mike, you are taking over my role. What is the constancy of purpose? You know? Are we? Does the organization, you know, it starts from our organization level. Does the organization have a constancy of purpose, and is it aligned with the vision and mission and whatever I have, whatever changes I have implemented, have I communicated them to you? Is there a smooth handover between me and you, so that you understand what are the changes I have done, what are the improvements I have done, and you know how you can take it forward and continuously improve upon it. So one thing is completely undoing and the other thing is continuously improving upon it. So that, you know, people see it as a natural, continuous improvement, rather than continue, rather than, you know, abruptly undoing something and then, and then, you know, starting from, you know, scratch, starting from scratch, and saying that, Oh, no, no, no, no, whatever this person did is total crap. And now we are going to change or revolutionize the whole organization where, which, you know, nine out of 10 times is, is, you know, you're just rehashing what this person has done into something new, into, you know, a different framework or a different bottle, however you want to frame it. So the there has to be a smooth hand over. So that's, that's, you know, point number one, and point number two is the the employees, the middle managers have the middle managers and the in the whole leadership team. They have an obligation. They have a accountability to make sure that, you know, they are aligned, to make sure that if one of their leadership team members is moving on, whenever a new leadership team member comes on board, to onboard them in a structured way, not to leave them, you know, hanging, not to, you know, not to let that person. Know, implement his or her own way completely. You know, let on board them and let them know what has happened in the organization. How they can, you know, continuously improve upon it. I'm not saying that, you know, revolutionary change is not required all. I'm saying that there are times when a revolution is required, but most of the times, continuous improvement is good enough. You know, when, when we, when we continuously improve. It keeps the continuity going. And people don't see it as you know, change after change after change. You know, we don't, we don't induce change fatigue in the organizations if we, if we do it as a continuum   Michael Hingson ** 55:40 makes sense, and it's all about and it's all about communication, yep,   Dr Khwaja Moinuddin ** 55:44 indeed. And that's where, you know, that's why I have written my second book, which is, which is about active listening. You know, I'm a bad listener, I have to be honest. So I used to be a very, very bad listener. Now I'm just a bad listener. So I have continuously improved on my listening skills, and at least I know now that you know, I'm aware of my how I need to improve my listening skills. So over the years, I have done, I have I have learned the techniques of how to listen and when and when I say listen, it is not to many people, many of us, you know, even even now. Also sometimes I catch myself, you know, trying to listen to reply or listen to respond. So when I catch myself doing that, I consciously, you know, try to listen to the person. So again, in this book, I have shared, you know, the the techniques which would help anybody to become a better listener, which, you know, one is one of the requirements for being a great leader, how to listen to people and how to listen to people, truly, truly listen to people. So I talk about simple, simple techniques in the book. You know, for example, paraphrasing, remembering, listening without judgment, right? Or suspending judgment, as I say so. You know, I rank these techniques in increasing order of complexity, suspending judgment being the most difficult, you know when, when someone starts speaking, or, you know, even if, even when we see someone immediately, in the first five seconds, we judge that person. And, you know, right or wrong, we judge that we and in this book, also, I talk about, you know, why we are prone to judging people, and why we have such a such a difficult time in suspending judgment. So if we are aware that you know, let's say that you know when I'm talking to you, Mike, if I catch myself judging you right, so at least I know that I'm Judging You right. So at least I can I know that I'm judging you, and I should not do that. I should listen to you, and I should try to understand where you are coming from, instead of saying, instead of just thinking in my mind, oh, whatever Mike is saying is it doesn't make any sense. So maybe initially it may not make sense. But you know, when we open our ears, we have two years, and that's for a reason, and only one mouth. So we need to listen, and we need to completely understand where the other person is coming from, whether you know it is in personal life or in work life. You know, when we, if we don't listen to the teams whom we are managing, and if we just say, you know, do as I say, it's my way or the highway, people will do because you know you are their line manager. But it won't last long. No, the minute you, you know, change your team, or the minute you go out, people will, people will be, you know, good riddance. So, so that's what they'll be thinking. So how to listen to people, and also it will help the leader to grow. You know, over the years, when I listen to my wife, I have understood my own shortcomings, and if I had listened to her 20 years back, maybe I would have been a different person. Maybe, maybe I would have been a more mature person. So this is what, you know, I talk about in the in the book as well. How can we truly, truly listen? And some techniques like paraphrasing. You know, when, when our mind wanders, you know, it will be good to paraphrase the person to whom you're you're speaking so that you know you you remember, so remembering, paraphrasing, empathy, for example, you know, not just talking about KPI, KPI KPIs to the team members. Understand how they're doing. You know, are they having any personal issues? How is their family? You know, work is not, you know what, what? Work is a part of our life. But you know, we spend eight to 10 hours at at a workplace. So we need to know the team members whom we are managing, and we need to listen to them. If somebody is, you know, performing badly, right? It's very easy to give them a negative feedback. But. So if we listen to them, and if they feel heard, maybe they are going through something, or maybe they are not getting enough support. If we listen to them, and if we create that environment of active listening in the whole team, suspending judgment and listening actively, then we create a more stronger bond, and the team would would become like a world class team. This has been my experience. So this is what I have shared in my, in my in my second book,   Michael Hingson ** 1:00:29 and certainly words to to remember. Well, we have been doing this an hour now, and I think it's probably time that we we end it for the day. But if people want to reach out to you. How can they do that?   Dr Khwaja Moinuddin ** 1:00:43 Well, I am there on on LinkedIn, and people can reach me through email, and I'll be more than happy to, you know, respond to anything they need. And I'm I know if people want to reach out to me to conduct any training sessions, my website is also their journey towards excellence. You know where I have my offerings. So   Michael Hingson ** 1:01:04 what is the website? What is the website called, again, journey towards excellence. Journey towards excellence.com, okay, and your email address, khwaja.moinuddin@gmail.com and spell that, if you would   Dr Khwaja Moinuddin ** 1:01:21 Yes, please. K, H, W, A, j, A, dot, M, O, I n, u, d, d, I n@gmail.com,   Michael Hingson ** 1:01:32 great. Well, I hope people will reach out. I think you've offered a lot of great insights and inspiration for people. I appreciate hearing all that you had to say, and I knew I was going to learn a lot today and have and I always tell people, if I'm not learning at least as much as everyone else, I'm not doing my job right. So I really appreciate your time, and it's now getting late where you are, so we're going to let you go. But I want to thank you again for being here, and I do want to thank everyone who is listening and watching us today. We really appreciate it. If you would, I'd love it. If you'd give us a five star review. Wherever you're watching us and listening to us, if you'd like to talk to me or email me about the episode and give us your thoughts, feel free to do so. At Michael H, I m, I C, H, A, E, L, H i at accessibe, A, C, C, E, S, S, I, B, e.com, or go to our podcast page. Michael Hinkson, that's m, I, C, H, A, E, L, H, I N, G, s, o, n.com/podcast, love to hear from you if any of you have any thoughts as to someone else who might make a good podcast guest. And quad you as well. Would love it if you let us know we're always looking for more people to come on and be guests on the show. But again, kwaja, I want to thank you for being here. This has been wonderful.   Dr Khwaja Moinuddin ** 1:02:47 Thank you. Thank you so much, Mike, and it's been a real pleasure talking to you, and it's an honor to be part of your podcast. I wish I had met you earlier and learned I would have learned so much from you, I would definitely, definitely, definitely, you know, reach out to you to learn more. And you know, thank you for the opportunity. Thank you definitely for the opportunity.   **Michael Hingson ** 1:03:15   You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to inter

Chuck thinks Lane Kiffin may have set himself up for criticism if Ole Miss slips at all by having done too well in recent years. Chuck and Heath discuss the latest high profile addition for Texas Tech from the portal. William Qualkinbush of 105.5 the Roar in Clemson discusses spring football wrapping up for the Tigers. See omnystudio.com/listener for privacy information.

Send us a textIn this episode of the Hodge Pack podcast, Hodge, and Misti, take a look back at the sound advice Josh gave about when to draft a quarterback.We also take a look at how the torpedo bat is impacting baseball and the hot start the Texas Rangers are off too.Abilene Cooper Cougar head golf coach Mitch Aston and golfer Branson King join us in studio to talk about their journey to the regional golf tournament. We look at how pressure in sports in legit thing and how people handle it differently.In Mist's bag, she poses the question which athlete would be our "life line" if any of us were on a game show. March Madness, the Final Four and how the Red Raiders let one slip away.What is the most impressive performance or accomplishment produced by an athlete. This discussion comes off Nikola Jokic's 60 point triple double.Support the show

Lucas White, Clint Scott, and Craig Wells discuss their thoughts on what the feelings are like when your team loses in March Madness. Also they talk about the elite eight and final 4. Then we talked about spam calls and what team we want the Red Raiders in the NFL Draft to go play for. Clint and Craig give us their Texas Tech Baseball thoughts and what needs to be fixed in order for this team to revive the season. Clint and Craig also talk about the SEC bias in all sports and who in the final 4 are they rooting for? Lastly we get Clint's question of the day. What kind of player do we want to see on the Texas Tech Basketball team next year? Listen to The Bottom Line Podcast.

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss the recent performances of Texas Tech basketball, including a thrilling comeback against Arkansas and a disappointing loss to Florida in the NCAA tournament. They analyze key player performances, game strategies, and the emotional rollercoaster of the season, reflecting on the highs and lows of the team's journey to the Elite Eight. In this segment, the conversation delves into the intense dynamics of NCAA basketball tournaments, focusing on the implications of NIL deals and the transfer portal on team rosters. The hosts discuss the challenges of managing player contracts and the impact of recent losses on the Lady Raiders. They also touch on the ongoing spring football practices and the significant contract awarded to Deion Sanders, highlighting the evolving landscape of college sports. In this conversation, the hosts discuss various topics related to sports, particularly basketball and baseball, as well as personal experiences with coaching and lawn care. They explore regional matchups for upcoming games, analyze the performance of basketball teams, and share their coping strategies after losses. The discussion also delves into the challenges of coaching youth sports and the dynamics of team management. Finally, they reflect on their personal lives, including lawn care adventures and the lessons learned from these experiences.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Kanoa and Billy talk about a surprising breaking news story from Kahuku, as the Red Raiders let go of head football coach Sterling Carvalho late last night. The guys talk about that, the NBA performances last night and other Hawaii Athletics news with Spectrum's Jordan Helle and KHON2's Rob DeMello.

Graham Hall of Swamp 247 analyzes Florida spring football to this point. Chuck and Heath discuss Texas Tech continuing to throw money around in the transfer portal while they still can. Jarod Hamilton of Power Mizzou looks at their spring practice since it wrapped up. See omnystudio.com/listener for privacy information.

Texas Tech vs. Florida College Basketball Pick Prediction by Tony T. Texas Tech vs. Florida Profiles Texas Tech vs. Florida 6PM ET—Texas Tech improved to 28-8 following their 85-83 victory to Arkansas in overtime in a Sweet Sixteen. The Red Raiders won seven out of eight. Florida defeated Maryland 87-71 in a third-round tournament game. The Gators carry a nine-game win streak.

#featured #espnarkansas #hogreaction #tyerichardson #zacharns #gohogs #wps #sweet16

WVU football and basketball talk Chris Level of the Texas Tech Radio Network on the Red Raiders and new WVU coach Ross Hodge

Rob Breaux and Dr. Mike Gustafson discuss the Sweet 16 victory for the Red Raiders over the Arkansas Razorbacks, recap the importance of Federiko Federiko's 4 offensive rebound possession to help boost the comeback, Texas Tech Baseball getting ready for a weekend series against the Kansas State Wildcats, Play of the Day highlights the game tying 3-pointer and the game winning score from Darrion Williams, Josh Faupel joins the show to discuss the Red Raiders sweet 16 victory with Rob Breaux. 

Texas Tech is heading out West! Behind two different play-styles, the Red Raiders advanced to the Sweet 16 and will face off against Arkansas in San Francisco. Does McCasland have enough strategy in the tank to get the better of a seasoned coach like Calipari? Learn more about your ad choices. Visit podcastchoices.com/adchoices

Chris Snead, Craig Wells, and Rob Breaux discuss College football spring game plans for this upcoming season along with Texas Rangers prop bets for the season. We discuss the Lady Raiders heading into their WBIT game against Florida and Chance McMillian availability for tonight's game. Rob gives his question of the day of how many Big 12 teams make the final four? Lastly we do a deep dive on the Arkansas Razorbacks and the Texas Tech team for the Sweetsixteen matchup.

In this week's tailgate Texas Tech basketball is dancing on to the Sweet 16 for the first time under head coach, Grant McCasland!-The tournament so far for the Red Raiders (4:12)-Texas Tech defeats 14 seed UNCW recap (6:14)-Texas Tech defeats 11 seed Drake thanks to JT & D5 (17:52)-We shift our focus to the Sweet 16 and a matchup with 10 seed Arkansas (30:12)-Final Shots ft Chavez to OU and Brad TrombelloCatch you at the next Tailgate and #WreckEm

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss Texas Tech's journey through the NCAA tournament, reflecting on their performance, coaching changes, and the impact of player injuries. They delve into the legacy of Texas Tech basketball, the future of Coach Grant McCaslin, and the peculiarities surrounding the NCAA tournament ball. As they look ahead to the Sweet 16 matchup against Arkansas, they express their excitement and concerns about the team's prospects. In this episode, the hosts discuss the recent baseball games, highlighting key moments and player performances. They also share personal stories about family projects, culinary adventures, and reflections on digital safety awareness. The conversation flows from sports analysis to personal experiences, creating a relatable and engaging dialogue.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Arkansas vs. Texas Tech College Basketball Pick Prediction by Tony T. Arkansas vs. Texas Tech Profiles Arkansas vs. Texas Tech 10PM ET—Arkansas improved to 22-13 following their 75-66 victory to ST Johns in the NCAA second round. The Razorbacks have won five of six. Texas Tech is 27-8 after their 77-64 victory to Drake in the Round of 32. The Red Raiders won seven out of eight.

Mike Craven, Senior writer for Dave Campbell's Texas Football, looks at various programs around the state of Texas. Chuck discusses the high expectations for Arch Manning in his first year as starter. Brian Hadad of Super Talk Mississippi reviews Mississippi State spring football to this point. See omnystudio.com/listener for privacy information.

Drake vs. Texas Tech College Basketball Pick Prediction by Tony T. Drake vs. Texas Tech Profiles Drake vs. Texas Tech 6:10PM ET—Drake improved to 31-3 following their 67-57 victory to Missouri in an NCAA First round. The Bulldogs have won eight straight. Texas Tech is now 26-8 with their 82-72 victory against UNC Wilmington in the first round. The Red Raiders have won five of six.

On today's DNVR Buffs Podcast, the squad discusses who will be Coach Prime and Colorado's Leaders and Dawgs for the 2025 season. Stock up report for the first two weeks of spring football in Boulder. Texas Tech head coach Joey McGuire throws the Red Raiders hat in the ring to play Colorado for a spring game. ESPN NFL Draft analysts on Shedeur Sanders' draft stock. Kaidon Salter's tweet on Colorado's latest offer out of the transfer portal and now.0:00 Start6:25 Who will be the leaders and dawgs of this team for 2025?20:30 Fanstake stake your claim: Omarion Miller25:05 Spring Stock up report36:10 Bracketology look back with RK39:37 Colorado Spring game50:20 Questions: Omarion Miller, Colton Hood, and Sincere Brown.An ALLCITY Network ProductionPARTY WITH US: https://thednvr.com/eventsALL THINGS DNVR: https://linktr.ee/dnvrsportsMERCH: https://store.allcitynetwork.com/collections/dnvr-lockerSUBSCRIBE: https://www.youtube.com/c/DNVR_SportsBreck Brew Ice Deck Giveaway: http://breckbrew.com/icedeckMonarch Money: Use Monarch Money to get control of your overall finances with 50% off your first year at https://www.monarchmoney.com/dnvrFanstake: Use code DNVR to stake your favorite athlete at https://fanstake.com/c/dnvrUC Health: Learn more about Living Like There's A Tomorrow at https://www.uchealth.org/tomorrow/?utm_source=DNVR&utm_medium=Audio&utm_campaign=Brand_LLTIAT_Null_JFMFY25_AW_NullSleeper: If you think you have what it takes, NEW USERS can download the Sleeper app and use the code BUFFS to get $55 in free entries when you place a $5 contest. Apply it to any contest - doesn't have to be your first! Terms and conditions apply. See Sleeper's Terms of Use for details. Currently operational in over 25 states. Check out Sleeper today!Elevations Credit Union: Sko Buffs With the Go Buffs® Visa® Signature Rewards Card, the only official credit card of CU athletics, only at Elevations Credit Union. Visit http://buffscreditcard.com to apply and see full card benefits and details.Get Coors Light delivered straight to your door with Instacart by going to https://coorslight.com/DNVR. Celebrate Responsibly. Coors Brewing Company, Golden, Colorado. Download the Gametime app, create an account, and use code BUFFS for $20 off your first purchase. Terms apply.bet365: Go to https://www.bet365.com/hub/en-us/app-hero-banner-1?utm_source=affiliate&utm_campaign=usapp&utm_medium=affiliate&affiliate=365_03485318 or use code DNVR365 when you sign up. Must be 21+ and physically located in CO. Please gamble responsibly. If you or someone you know has a gambling problem and wants help call or TEXT 1-800-GAMBLER Check out FOCO merch and collectibles here https://foco.vegb.net/DNVR and use promo code “DNVR10” for 10% off your order!Get 10 FREE meals at https://hellofresh.com/freebuffs. Applied across 7 boxes, new subscribers only, varies by plan.Rugged Road: Gear up for your next adventure with Rugged Road Coolers - Your ultimate outdoor companion! Head to http://ruggedroadoutdoors.pxf.io/ALLCITY and use code DNVR for 10% off!When you shop through links in the description, we may earn affiliate commissions.Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing.

Tucker and Eduardo break down Drake's opponent in the round of 32, the Red Raiders of Texas Tech.

In this episode of the 23 Personnel Podcast, hosts Spencer and Ryan discuss the Texas Tech basketball team's performance in the NCAA tournament, including a recap of the Big 12 tournament, analysis of their matchups, and insights into their potential opponents. They delve into the team's strengths and weaknesses, particularly focusing on their three-point shooting and defensive capabilities, while also considering the implications of their seeding and bracket placement. In this episode, the hosts delve into Texas Tech's potential matchups in the NCAA tournament, analyzing their strengths and weaknesses against teams like Missouri and Drake. They discuss the importance of analytics in predicting outcomes and set expectations for reaching at least the Sweet 16. The unpredictability of March Madness is highlighted, emphasizing the need for teams to perform consistently. The conversation shifts to bracket predictions, with insights on key matchups to watch. The hosts also touch on Texas Tech's baseball season, reflecting on their recent performance and future challenges. The episode concludes with light-hearted banter about sports experiences and the excitement of the tournament season.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

UNC Wilmington vs. Texas Tech College Basketball Pick Prediction by Tony T. UNC Wilmington vs. Texas Tech Profiles UNC Wilmington vs. Texas Tech 10:10PM ET—UNC Wilmington improved to 76-72 with their 76-72 victory to Delaware in a CAA Final on Tuesday March 11th. Six straight wins for the Seahawks. Texas Tech fell to 25-8 after their 86-80 defeat to Arizona in the Big 12 semifinal on Friday. The Red Raiders played two games in two nights last week.

Chris Level and Chois Woodman talked about Texas Tech's draw in the NCAA Tournament, previewed the 1st and potential 2nd Rd matchups, discussed the health and availability of Chance McMillan and Darrion Williams, talked about WVU and other qualms with selections, and Level even gives Wichita restaurant suggestions for those that will be traveling - all in this week's episode. 

Chris Level and Chois Woodman talked about Texas Tech's draw in the NCAA Tournament, previewed the 1st and potential 2nd Rd matchups, discussed the health and availability of Chance McMillan and Darrion Williams, talked about WVU and other qualms with selections, and Level even gives Wichita restaurant suggestions for those that will be traveling - all in this week's episode. 

This show is brought to you by Panini America, makers of the most collectible sports cards on the planet. The Prism football card series a vibrantly paralleled base and insert roster featuring college football's brightest former and current superstars. Panini sets include NIL autographed cards from players including Arch Manning, Quinn Ewers, Cam Ward, Jalen Milroe, Dylan Raiola, DJ Lagway, and Luther Burden. To start collecting, visit PaniniAmerica.net. State and Liberty makes modern athletic fit clothing for men who want to look great and be comfortable at the same time. Whether you're looking for an athletic fit suit or your new favorite hoodie, State and Liberty has what you need. New customers get 10 percent off when they use the code ANDYARI, or you can visit this link: https://tidd.ly/4gVLuUE(0:00-4:49) PaniniAmerica.net(4:50-11:15) Intro: Previewing Texas Tech(11:16-38:46) Texas Tech's Joey McGuire joins(38:47-41:30) Joey McGuire's rules for life(41:31-47:18) Discussing Texas Tech, Ari's Lens Flare(47:19-1:03:58) EA Sports College Football Cover Leak?(1:03:59-1:07:26) Story time with Ari(1:07:27-1:10:49) Wrapping Up EA Sports Discussion(1:10:50-1:16:32) The Greatest Sports Quote Ever?(1:16:33-1:17:41) Conclusion - Dear Andy & Ari tomorrow! Andystapleson3@gmail.com Texas Tech head coach Joey McGuire joins the show to talk about the Red Raiders' historic transfer portal haul and huge expectations for 2025. He also gives Andy and Ari a great rule for life. Later, Andy and Ari break down the EA Sports College Football 26 cover leak. Watch us on YouTube instead! https://youtube.com/live/SnQVT441BIY Hosts: Andy Staples, Ari WassermanProducer: River Bailey

Chuck and Heath discuss Rich Rodriguez's "no Tik Tok dances" edict at West Virginia. Chuck remains impressed with what's going on at Texas Tech. Connor Riley of Dawg Nation joins to look at Georgia beginning spring football.See omnystudio.com/listener for privacy information.

In this week's tailgate Texas Tech basketball ends the regular season on a 3 game win streak, regular season Big 12 award winners, and we shift our focus to the post season!-The Red Raiders regular season comes to an end (1:38)-Our thoughts and vibes on the Red Raiders as post season play begins (&;44))-Texas Tech claims the Big 12 POTY and a few All-Conference nods (17:21)-Our thoughts on TTU in the Big 12 tourney and what Selection Sunday could look like (31:36)-Final Shots ft what might be our last mention of TTU baseball (40:12)Catch you at the next Tailgate and #WreckEm

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss the latest happenings in Texas Tech athletics, including insights from the Big 12 basketball tournament, updates on spring football practice, and the struggles of the Texas Tech baseball team. They also highlight the Lady Raiders' performance in the Big 12 tournament, showcasing their resilience and close games against tough opponents. The conversation delves into the recent performances of Texas Tech's basketball teams, focusing on the Lady Raiders' season conclusion and the men's team's strong showing in the Big 12. Key highlights include discussions on free throw disparities, player achievements, and expectations for the upcoming NCAA tournament, particularly regarding JT Toppin's historic accolades and the team's aspirations for a deep tournament run. In this episode, the hosts delve into various topics ranging from baseball team branding and merchandise to the impact of movie soundtracks. They also discuss their experiences with the Mission Impossible franchise, reflections on workplace dynamics, and share their gaming adventures with MudRunner. The conversation is light-hearted and filled with humor, making it an engaging listen for fans of sports, movies, and gaming.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Texas Tech finished their season strong with big wins on the road against Kansas and Arizona State while protecting the USA against Colorado. With a 24-7 (15-5) record, the Red Raiders are hoping to have made enough of an impression to move to the 2-seed line. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Learn more about your ad choices. Visit megaphone.fm/adchoices

Chris Level and Chois Woodman talked about Texas Tech basketball's national title hopes, chances of getting a 2 seed in The Big Dance, JT Toppin's candidacy for Big 12 Player of the Year, whether Tech will be agressive or conservative in the Big 12 Tournament, biggest overachievers and underachievers in the conference, and coaches that might lose their job this week - all in this week's episode. 

Chris Level and Chois Woodman talked about Texas Tech basketball's national title hopes, chances of getting a 2 seed in The Big Dance, JT Toppin's candidacy for Big 12 Player of the Year, whether Tech will be agressive or conservative in the Big 12 Tournament, biggest overachievers and underachievers in the conference, and coaches that might lose their job this week - all in this week's episode. 

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss Texas Tech's recent basketball victory over Kansas, touching on the excitement of the win, the officiating controversies that arose during the game, and the performances of key players. They analyze the strategies employed by both teams and critique the referees' decisions, while also looking ahead to upcoming games and the implications for the season. In this episode, the hosts discuss the current standings and performance of Texas Tech in both men's and women's basketball, as well as the struggles faced by the baseball team. They analyze tournament seeding possibilities, the implications of recent games, and the overall trajectory of the teams as they head into crucial matchups. The conversation highlights the unexpected success of the men's basketball team, the challenges faced by the Lady Raiders, and the disappointing start to the baseball season, providing insights into the dynamics of Texas Tech athletics. In this episode, the hosts share personal stories, engage in a fun pop quiz about car brands, and discuss their dream cars. They also dive into their lawn care experiences and the challenges of maintaining a yard, followed by a light-hearted conversation about grilling and cooking, highlighting the differences between oven-cooked and smoked meals. The episode is filled with humor and relatable anecdotes, making it an enjoyable listen for anyone interested in lifestyle topics.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Chris Level and Chois Woodman talked the Red Raiders win in Lawrence vs. Kansas, 5 vs. 8 on the road, the floor and ceiling for Tech, comparisons of 2019, and went over some Vegas odds for Texas Tech football, including the projected win total - all in this week's episode. 

Chris Level and Chois Woodman talked the Red Raiders win in Lawrence vs. Kansas, 5 vs. 8 on the road, the floor and ceiling for Tech, comparisons of 2019, and went over some Vegas odds for Texas Tech football, including the projected win total - all in this week's episode. 

In this episode of the 23 Personnel Podcast, hosts Spencer and Michael discuss the latest happenings in Texas Tech athletics, focusing on basketball. They analyze recent games, including a tough matchup against Houston, and reflect on player performances and coaching strategies. The conversation also touches on the upcoming challenges Texas Tech faces in the Big 12, particularly against Kansas, and the importance of player health and preparation for the postseason. In this episode, the hosts discuss the current performance of the Texas Tech basketball teams, particularly the Lady Raiders, who are struggling in their season. They analyze recent games, key statistics, and upcoming challenges. The conversation then shifts to baseball, where the hosts evaluate the team's early season struggles, pitching challenges, and lineup changes. They conclude with a discussion on the best sports to attend, sharing personal experiences and preferences. In this conversation, the hosts discuss their preferences for watching sports, comparing the experiences of attending games live versus watching from home. They delve into the best sports to attend and watch on TV, highlighting basketball's advantages. The discussion shifts to family health, sharing personal experiences with managing illnesses. They also touch on Valentine's Day traditions and local food finds, particularly a burger joint that has recently started accepting credit cards.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A season-sweep over the Cincinnati Bearcats is exactly what the Mountaineer basketball team needed.  West Virginia's second-half rally enhances the WVU resume and provides much-needed momentum before playing at No. 9 Texas Tech on Saturday afternoon. In this episode, the "Guys" present a detailed breakdown of the victory over Cincinnati and preview the matchup against the Red Raiders. Listener questions and comments complete the episode. 

Chuck believes conference championship games will transform into play in games, sooner rather than later. Chuck and Heath discuss Texas Tech's major NIL funder selling his business for 4.1 billion and its potential impact on the spring portal. Trey Biddy of Hawg Sports looks at Arkansas a few weeks out from spring football.See omnystudio.com/listener for privacy information.

North Carolina's Diamond Heels opened 2025 with a sweep of visiting Texas Tech and in doing so, showcased the pitching staff that had been the talk of the fall and preseason. Jason DeCaro's start, the return of Jake Knapp and Folger Boaz coupled with the debut of three high potential freshmen kept the Red Raiders in check at the plate while UNC's ‘doubles' offense got the wins on the scoreboard. Head coach Scott Forbes joined Inside Carolina's Grace Nugent and Tommy Ashley to discuss the weekend and the surprises than even had the head man impressed during the series. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Chuck says any marginal program that's outside the SEC or Big Ten better devote all the resources possible to impress before they get left behind in the new setup that's coming. Chuck and Heath discuss Virginia Tech's unexpected hire at OC. David Lake of Inside the U looks at Miami.See omnystudio.com/listener for privacy information.

In this week's tailgate Texas Tech basketball 's 7 game win streak ends but a new streak has begun with back to back wins!-How we are feeling as the Red Raiders have won 9 of 10 & loss to Arizona (1:28)-Texas Tech wins crazy double overtime win against Arizona State before dismantling Oklahoma State (9:33)-Texas Tech comes out as the #13 overall seed in the bracket debut (26:32)-Final Shots ft TTU Spring sports (32:38)Catch you at the next Tailgate and #WreckEm

Believe it! Texas Tech is a rising college football program. Texas Tech head coach Joey McGuire is a great story getting the job done, too. Locked On Texas Tech Host Chris Level gives the reasons McGuire's first three seasons in Lubbock were successful. 1:19Another factor is Tech's big NIL package. Level doesn't hold back – nor did the boosters – with supporting the football programs talent acquisition. The Red Raiders even beat out Texas for a defensive tackle. 4:21 McGuire did make a defensive coordinator coaching change to improve the team and he's a rising star. 8:26The Red Raiders even beat out Texas for a defensive tackle. 13:21With all that's going well for Tech, Level gives his blunt take on Tech's future as one of the Big 12's best programs. 21:40Apple: https://podcasts.apple.com/us/podcast/the-portal-daily-college-recruiting-and-nil-podcast/id1720975375Spotify: https://open.spotify.com/show/2Wr77m5yVBgANHkDS7NxI5YouTube: https://www.youtube.com/@LO-the-portalFollow me on X: https://x.com/fbscout_floridaInstagram: https://www.instagram.com/fbscout_florida/#recruiting #transferportal #nil #recruitingrankings #collegefootballplayoff #texastech #redraiders #joeymcguire #big12 #leehuntertexastech Support Us By Supporting Our Sponsors!WayFairAfter the holiday hustle, there's nothing like giving your home a little TLC. Give your home the refresh it needs with Wayfair. Head to Wayfair.com right now. Wayfair. Every style. Every home. FactorLooking to optimize your nutrition this year? Eat smart with Factor. Get started at FACTORMEALS.com/lockedoncollege50off and use code LOCKEDONCOLLEGE50OFF to get 50% off your first box plus free shipping.FanDuelYou can start the season with a big return on FanDuel. New customers can place a FIVE DOLLAR bet and you'll get started with ONE HUNDRED AND FIFTY DOLLARS in BONUS BETS - if you win your first FIVE DOLLAR BET ! Visit FANDUEL.COM  to get started.FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN)

Chuck shares thoughts on the trend of lawsuits from groups of players from previous eras hoping to cash in on modern NIL. Chuck and Heath discuss Penn State hiring former Temple head coach Stan Drayton as their running backs coach. Pete Nakos, sports business and transfer portal for On3 sports, joins to look at which schools spent the most in the portal this year.See omnystudio.com/listener for privacy information.

In this episode of the 23 Personnel Podcast, host Spencer and guest cohost Keith discuss the upcoming baseball season for Texas Tech Athletics, including team dynamics, coaching philosophy, and player rosters. They also touch on the basketball team's current performance and the challenges ahead. The conversation highlights the excitement surrounding the new season, the importance of team chemistry, and the strategic scheduling aimed at enhancing the team's postseason prospects. In this conversation, the hosts discuss various aspects of sports, focusing on basketball and baseball, particularly Texas Tech's teams. They delve into player trades, injuries, team dynamics, and the impact of Canadian players. The excitement of the upcoming baseball season is palpable, with discussions on team expectations, postseason aspirations, and the challenges of early season matchups. The conversation also touches on the changes in the Big 12 conference and the adjustments in scheduling due to finals. Coaching strategies and the evolution of team development in response to the changing landscape of college sports are highlighted. In this episode, the hosts discuss various aspects of sports, focusing on coaching styles, team dynamics, and the upcoming basketball season. They reflect on personal growth and social media engagement, as well as cultural commentary surrounding halftime shows. The conversation also touches on family involvement in youth sports, highlighting the importance of community and shared experiences.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Chuck opens with thoughts on Texas A&M's perceived potential versus its reality. Chuck thinks Texas Tech is a potentially interesting team this season. Jason Caldwell from Auburn Undercover looks at the latest with the Tigers.See omnystudio.com/listener for privacy information.

Become a PHNX Diehard for just $4 a month! http://gophnx.com/intro-offer-youtubeKenny Dillingham and the Arizona State football team have dramatically altered the standard for Bobby Hurley and the ASU basketball team. How'd Dillingham do it and what's the impact on Hurley, Greg Powers and other Arizona State coaches? Alston Mason, Joson Sanon and the Arizona State Sun Devils are gearing up for a matchup against Texas Tech. How important is it for Hurley's squad to get a win over the Red Raiders in the Big 12? Join Anthony Totri and Kyle Cooper as the guys break it all down and more on the PHNX Sun Devils show!An ALLCITY Network ProductionSUBSCRIBE to our YouTube: https://bit.ly/phnx_youtubeALL THINGS PHNX: http://linktr.ee/phnxsportsMERCH https://store.allcitynetwork.com/collections/phnx-lockerALLCITY Network, Inc. aka PHNX and PHNX Sports is in no way affiliated with or endorsed by the City of PhoenixPHNX Events: Get your tickets to PHNX events and takeovers here: https://gophnx.com/events/Gila River: Win a Lamborgini! Visit https://playatgila.com/promotion/350k-lamborghini-luxe-giveaway/ for detailsBranded Bills: Use code PHNX at https://www.brandedbills.com/ for 20% off your first order!Gametime: Download the Gametime app, create an account, and use code PHNX for $20 off your first purchase. Terms apply.Circle K:  Join Inner Circle for free by downloading the Circle K app today! Head to https://www.circlek.com/store-locator to find Circle Ks near you!DFCU: Show your ASU team spirit: Open a Free Checking account online and get your choice of three Arizona State University VISA® Debit Cards. Go to https://www.desertfinancial.com/ASUto get started.Check out FOCO merch and collectibles and use promo code “PHNX10” for 10% off your order on all non Pre Order items.Rugged Road: Gear up for your next adventure with Rugged Road Coolers - Your ultimate outdoor companion! Head to http://ruggedroadoutdoors.pxf.io/ALLCITY and use code PHNX for 10% off!When you shop through links in the description, we may earn affiliate commissions. Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing.

Arizona Wildcats basketball continues to climb the rankings and metrics following its road sweep of ASU and BYU. But can UA avenge its only Big 12 loss? Joe Lopez, cohost of the Texas Tech "Tortillas & Takes" podcast, joins us to preview and predict the big showdown between the Wildcats and Red Raiders at McKale Center. Plus, thoughts on Bobby Hurley's postgame antics, Alijah Arenas choosing USC, the Wildcats' 2025 football schedule and a lot more.