Podcasts about reinforce

Henry Sokolski explains the strategic significance of deploying Dual Capable Aircraft (DCA), such as the F-35, to reinforce NATO's nuclear deterrent in Europe. He observes that while Moscow and Beijing oppose these deployments, the aircraft act as vital "glue" for alliances, ensuring that American nuclear guarantees remain credible.1920 MARS

Jason England highlights three straight months of strong payroll growth with gains spreading beyond healthcare. Inflation remains sticky above the Fed's target, keeping pressure on rates and lifting bond yields. Stocks stay resilient, pushing to new highs despite geopolitical tensions.======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

Here’s a clear, structured summary of the Leona Barr Davenport interview with Rushion McDonald (Money Making Conversations Masterclass), including its purpose, key takeaways, and notable quotes.

Here’s a clear, structured summary of the Leona Barr Davenport interview with Rushion McDonald (Money Making Conversations Masterclass), including its purpose, key takeaways, and notable quotes.

Here’s a clear, structured summary of the Leona Barr Davenport interview with Rushion McDonald (Money Making Conversations Masterclass), including its purpose, key takeaways, and notable quotes.

A quick reminder that behavior problems are not always “won't do” problems. Sometimes they're “can't do yet” problems. In this Misfit Minute, Caitlin breaks down why consequences alone don't teach skills like waiting, emotional regulation, frustration tolerance, or communication, and why practicing coping skills during calm moments matters so much.Key Takeaways• You can't punish a skill deficit away—Consequences alone don't teach missing skills• Behavior often communicates missing abilities—Difficulty waiting, coping, or communicating may be skill deficits• Replacement behaviors must be taught—Students need to learn what to do instead• Practice during calm moments matters most—Skills are harder to learn when already escalated• Reinforce progress, not perfection—Growth happens through repetition and support• Shift from “defiance” to information—Repeated behavior may signal a need for more teaching and practice• Long-term behavior change requires instruction—Not just reacting after the behavior happensResources• Need support teaching replacement behaviors and coping skills? Check out these behavior support visuals: https://abainschool.com/k858• “Can't Do vs Won't Do” visual → https://abainschool.com/mm15• DTT vs NET teaching → https://abainschool.com/ep5• Check out the FBA mini-series! Start here → https://abainschool.com/ep31Join Us• Join the Misfit Behaviorists Facebook group → https://abainschool.com/misfits• Subscribe for more ABA and special education quick tips• Share an example of a skill you realized needed teaching instead of consequencesJoin the Facebook group for collaboration and freebies: The Misfit Behaviorists

NEWS: PH, US officials reinforce ‘ironclad' commitment | June 1, 2026Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes#KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.

When Shaun Ossei-Owusu looked around at his classmates at UC Berkeley School of Law, there were many upper middle class children of lawyers who were coming straight from their undergraduate degrees. There were not many people like him, a child of Ghanaian immigrants who grew up in an impoverished South Bronx community and was now finishing his PhD as a returning student. That background and his academic training gave him a different perspective on the law school curriculum. For example, his Property Law class was mostly focused on the ins and outs of titles and transfers. "It was strange to me, particularly being going to school at Berkeley, how little the class said about homelessness," Ossei-Owusu tells host Lee Rawles in this episode of the Modern Law Library. "We have about 750,000 people in this country who are unhoused in any given night. And this is the course, Property Law, that's most directly concerned with how we organize access space and shelter. And the course doesn't say much about homelessness. And so I felt that that was strange, but I didn't want to be the student in class saying, 'Well, why aren't we talking about this?' " Ossei-Owusu went on to practice healthcare enforcement law at Sidley Austin, and worked for the Legal Aid Society of the District of Columbia. His time as a litigator and public interest lawyer gave him a look at how law school principles fared in real world situations. "Lawyers are implicated in many of the hot-button issues of the day, and much of that is tied to the ways that we train lawyers in law school to distance legal reasoning from social and moral consequences–and the ways they bring that habit into legal practice, whether it be BigLaw, public interest lawyering, or government lawyering," Ossei-Owusu says. It's something he now thinks deeply about as a professor at the University of Pennsylvania Law School who focuses on criminal justice, social welfare and professional responsibility. In Law on Trial: An Unlikely Insider Reckons with Our Legal System, he calls out the ways this early training can result in further injustice and inequality for society. "Professional ethics say your job is to primarily serve clients, which creates an inevitable distance between what lawyers do and who pays the price," writes Ossei-Owusu in Law on Trial. "The result is a system that trains smart people to engineer brilliant solutions while staying disconnected from the human wreckage they may leave behind." In this episode of the podcast, Ossei-Owusu and Rawles talk about the hard truths of public interest legal work, how regulatory work can sometimes have more impact than litigation, and and how good intentions alone cannot erase harm.

Handling mistakes is one of the hardest leadership tests because everyone is watching. A missed deadline, poor-quality work, lost sale, compliance issue, or public error does not just affect the person involved; it reveals the leader's judgement, emotional control, fairness, and communication skill. Great leaders do not explode, humiliate, or destroy trust when mistakes happen. They investigate, listen, separate the person from the problem, and choose the right response based on whether the individual accepts accountability. In Japan, Australia, the United States, Europe, and across Asia-Pacific, where talent retention and psychological safety matter more than ever, mistake handling is no longer a soft skill. It is a leadership survival skill. Why is mistake handling such a major leadership test? Mistake handling matters because the whole team judges the leader by how they respond under pressure. If the leader reacts with rage, humiliation, or blame, trust and loyalty can collapse very quickly. Mistakes are often public. People see who missed the deadline, lost the client, damaged the quality, or created the operational mess. They also see whether the boss becomes a coach or a corporate executioner. In post-pandemic workplaces, where employees have more career options and lower tolerance for toxic management, public anger is expensive. Leaders who cannot control themselves may win the moment but lose the team. The best leaders protect standards without destroying dignity. Do now: Before responding to a mistake, ask, "What will the rest of the team learn from how I handle this?" What should leaders avoid when employees make mistakes? Leaders must avoid emotional explosions, public humiliation, personal attacks, and instant judgement. These reactions may feel powerful in the moment, but they damage trust, psychological safety, and long-term performance. The classic "rage-athon" boss may have a brilliant résumé, elite education, and impressive title, but none of that matters if they cannot manage their temper. In Japanese boardrooms, US sales teams, European professional firms, or Asia-Pacific regional offices, fear-based leadership produces silence, avoidance, and quiet departures. People stop admitting problems early because they fear the punishment. That means mistakes become hidden until they are much larger and harder to repair. Do now: Never discipline in anger. Pause, gather facts, and protect the person's dignity while still protecting the business. How should leaders investigate a mistake before responding? Leaders should begin with research, not rumours. They must gather facts, understand context, and avoid being manipulated by people who may have their own agenda. When someone says, "You won't believe what Tanaka has done now," the leader should be cautious. Sometimes the messenger is accurate. Sometimes they are positioning, blaming, exaggerating, or trying to damage a rival. Good leaders investigate before forming a view. What happened? Who was involved? What process failed? Was this a one-off error, a capability issue, a workload problem, a systems issue, or misconduct? For serious mistakes, leaders should quietly ask, "Is this person worth saving?" Do now: Separate evidence from opinion. Do not let the first emotional report become the official truth. Why should leaders begin mistake conversations with rapport? Leaders should begin with rapport because people listen better when they do not feel personally attacked. Honest appreciation lowers anxiety and keeps the conversation productive. This does not mean pretending the mistake is minor or avoiding the issue. It means starting with evidence-based appreciation for what the person has done well before moving into the problem. Dale Carnegie's Principle #22, "Begin with praise and honest appreciation," is practical here. The appreciation must be specific, not fluffy. For example, refer to a project they delivered, a client they helped, or a behaviour you have personally observed. This creates a fairer emotional climate for accountability. Do now: Start with credible appreciation, then move clearly and calmly to the issue that must be addressed. How do leaders discuss the mistake without attacking the person? Leaders should focus on the problem, not the human being. The goal is to depersonalise the issue while still making accountability clear. A good mistake conversation allows the employee to explain what happened first. Then the leader fills in gaps, corrects misunderstandings, and listens carefully for ownership. Are they accepting responsibility, or are they blaming everyone else? Dale Carnegie's Principle #24, "Talk about your own mistakes before criticising the other person," can reduce defensiveness and create psychological safety. The leader might say, "I have made mistakes under pressure too, so let's work through exactly what happened and what we need to fix." Do now: Use calm questions, active listening, and shared problem-solving. Do not label the person as careless, useless, or unreliable. What should leaders do when someone accepts accountability? When someone accepts accountability, the leader should restore, reassure, and retain them. The aim is to fix the problem, rebuild confidence, and keep a valuable person moving forward. If the person owns the mistake, the leader should appreciate that honesty and focus on recovery. What needs to be repaired? What support is required? What process must change so the mistake does not repeat? The individual may already feel embarrassed, anxious, or demotivated. Dale Carnegie's Principle #26, "Let the other person save face," and Principle #29, "Use encouragement. Make the fault seem easy to correct," are powerful in this moment. Accountability should become a bridge to improvement, not a trapdoor to humiliation. Do now: Thank them for taking responsibility, agree on corrective action, and make it clear they can recover. What should leaders do when someone refuses accountability? When someone refuses accountability, the leader must restate the facts, reinforce standards, and make consequences clear. Avoiding responsibility cannot be allowed to become normal behaviour. Some employees blame colleagues, deny evidence, or resist every attempt to help them recover. In that case, the leader should calmly restate the seriousness of the issue and reference company policy, compliance requirements, or performance standards. Dale Carnegie's Principle #28, "Give the other person a fine reputation to live up to," can help. For example: "I know you are professional enough to take accountability for your work, so let's recover from this properly." If resistance continues, formal next steps may be required. Do now: Be fair, factual, and firm. Give the person a chance to step up, but do not excuse persistent denial. When should leaders retain, move, or replace someone after a mistake? Leaders should retain people who accept accountability and can recover, but they may need to move or replace people who repeatedly deny responsibility or do not fit the role. The decision should be based on behaviour, capability, and future contribution. Sometimes the person is on the wrong bus. Sometimes they are on the right bus but in the wrong seat. If they have strengths that fit another area, a transfer may be the humane and commercially sensible option. If coaching, feedback, and support do not change the behaviour, release from the organisation may be necessary. This should not be framed as revenge. It may be better for the person to find work where they can succeed and contribute. Do now: Ask whether the person can realistically succeed in the current role. If not, consider reassignment before termination where appropriate. Final summary Mistake handling is not just about correcting one employee. It is about showing the whole team what kind of leader you are. Rage destroys trust. Rumours distort judgement. Personal attacks damage loyalty. Calm research, rapport, accountability, reassurance, and clear consequences protect both people and performance. The best leaders handle mistakes through a simple but demanding sequence: research, begin with rapport, identify the issue, restore those who accept accountability, reinforce standards with those who do not, and then decide whether to retain, move, or replace the person. FAQs Should leaders punish employees for mistakes? Leaders should not rush to punish mistakes; they should first understand the facts and the employee's accountability. Deliberate misconduct, repeated negligence, and honest errors require different responses. Why is public anger dangerous for leaders? Public anger teaches the team that mistakes are unsafe to discuss. That drives problems underground and damages trust, loyalty, and retention. What if the employee accepts responsibility? If the employee accepts responsibility, help them fix the problem and rebuild confidence. This is the moment to restore, reassure, and retain whenever possible. What if the employee blames everyone else? If the employee refuses accountability, restate the facts and make standards and consequences clear. Give them a chance to recover, but do not normalise avoidance. How do leaders protect psychological safety while maintaining standards? Leaders protect psychological safety by attacking the problem, not the person. They can be calm, respectful, and supportive while still insisting on accountability and improvement. Quick actions for leaders Pause before reacting to a mistake. Gather facts before forming a judgement. Begin the conversation with specific, honest appreciation. Focus on the issue, not the person's character. Listen for accountability. Reassure those who take responsibility. Reinforce standards with those who deny responsibility. Decide whether to retain, move, or replace based on behaviour and fit. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Review Guide: The Legal Mindset Mastering the Law School Exam: From Memory to ApplicationThis episode offers a comprehensive blueprint for transforming your legal studies approach, emphasizing critical thinking over mere memorization. It dives into the mental shift needed to excel in law school exams—viewing them as tests of reasoning and argumentation, not just recall.Most law students fall prey to the myth that memorizing rules leads directly to exam success. The truth is, law school's real challenge is mastering a disciplined method of application—an entirely different skill set from undergraduate memorization. This episode rewires your thinking, showing you how to transition from filling pages with definitions to expertly crafting legal analysis that wins on any exam question.You'll discover how law school exams are engineered to test three critical cognitive layers simultaneously: knowing the rule, spotting issues in complex facts, and reasoning through ambiguity. We break down these layers with concrete examples—from a sneeze in a crowded elevator to a five-year-old pulling a lawn chair—and reveal how to address them with precision. Learn the seven buckets of modular legal thinking—claims, elements, defenses, exceptions, burdens, remedies, and policy—that organize your mind into a strategic factory. Understanding this modular architecture is the key to deploying rules effectively during the chaos of timed exams.We take you through the universal exam method, a step-by-step algorithm that transforms your approach from haphazard writing to rigorous analysis: identify the conflict, state the rule, match facts to elements, develop competing arguments, and reach a reasoned conclusion. To anchor this method, you'll learn the law school exam sentence, a powerful linguistic formula that ensures clarity within controversy—crucial for producing airtight, conflict-focused responses.Finally, you'll confront a common psychological barrier—the myth of the legal genius—by understanding that mastery is mechanical, not magical. Reinforce your confidence with a simple day-one exercise: articulate in writing how law exams differ from undergrad assessments, emphasizing application, legally significant facts, gray areas, and recitation. This mental shift is your foundation for confident, strategic legal thinking that works not only on exams but in practice.Whether you're an incoming 1L or a seasoned bar candidate, this episode delivers an unshakeable roadmap for transforming data into decisive legal reasoning. Prepare to see the law not as a body of static knowledge but as a rigorous vehicle for navigating human conflict. Hit play and start building your legal factory today.In this episode:Why memorization alone fails in law school and how to shift from a library mindset to a factory mindsetThe three layers of legal exam questions: rule knowledge, issue spotting, and reasoning through gray areasThe seven modular categories (claims, elements, defenses, exceptions, burdens, remedies, policy) for organizing legal informationThe universal exam method (UEM): a structured five-step approach to tackling any law school questionThe power of the Law School Exam Sentence: a linguistic template to frame legal controversies preciselyThe psychological pitfalls of perfectionism and the myth of the legal geniusPractical steps for mastering legal analysis and managing ambiguity with confidence

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1Q earnings have been coming in to heightened expectations following strong equity performance so far this year. Energy Transfer (ET), Targa Resources (TRGP) and Cheniere (CEI) all beat median Street EBITDA forecasts and raised full year guidance. AI-driven demand for natural gas to power data centers remains an important theme. ET has described the volume […]

The Joy Gap exists between what you expect, what you need or want, and what you're feeling. We've seen this gap can be caused by expecting too much of circumstances, successes and people, comparing yourself to others, and simply neglecting to do the things that close the Joy Gap, like increasing time with Jesus, who never disappoints. But what about those times when the gap doesn't seem to close? When life is hard, when circumstances are heavy, when joy feels distant? It's important to remember this: joy is not the same as happiness. Happiness is based on what's happening. Joy runs deeper. Even in difficult seasons—even in grief, uncertainty, or waiting—joy can still be present. Not as a loud emotion, not like throwing a party, but as a quiet confidence; a steady assurance that God is with you and he's going to be with you all the way through that tough time. You can be confident he is at work and he hasn't forgotten you. Sometimes the Joy Gap remains for a while because God is doing something deeper than you can see. He's strengthening your faith. He's drawing you closer. He's teaching you to depend on him in a way you never have before. And in those seasons, joy may not feel obvious—but it's still there. If you're in that place today, don't be discouraged. Keep trusting. Keep walking. Keep turning your heart toward the Lord. Remember that small steps can still walk miles. Take small steps toward the Lord, because even when you don't feel it, he is still your source of joy. The precepts of the Lord are right, giving joy to the heart (Psalm 19:8). You’ll find joy in the Word of God. Start your day focusing on the unfailing love of Jesus, and you will be much more joyful all day long, I promise. Reinforce some simple disciplines like this in your life and, in time, the Joy Gap will close. Not because everything around you changed, but because something within you did.

Julie Bates emphasizes keeping retriever basics strong—marking, force fetch, the double T and the swim-by—so dogs give full effort and stop 'cheating' on marks or returns. Using recent training examples and her puppy Faith, she explains practical fixes for on-the-line behavior, why retrieved items are the handler's, and how consistent, simple fundamentals lead to better performance in both training and tests.

Join us as Tyrone shares his inspiring journey of sobriety, overcoming triggers, and building a resilient identity. Discover practical insights on managing cravings, the power of consistency, and creating a life aligned with your true self.For more resources such as coaching or to join the next HIQA challenge go towww.iquitalcohol.com.auFollow HIQA insta @howiquitalcohol Music for Podcast intro and outro written by Danni Carr performed by Mr CassidyIf you are struggling with physical dependancy on alcohol consider contacting a local AA meeting or a drug and alcohol therapist. Always consult a GP before stopping alcohol. Hosted on Acast. See acast.com/privacy for more information.

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What do you do when a paraprofessional just can't keep up with the pace, data, or demands of your classroom?Before jumping to frustration, this Misfit Minute walks you through a practical, compassionate approach to coaching staff, improving systems, and making data-based decisions that keep your students first.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Curtis Symonds. Interview Purpose The primary purpose of the interview is to: Highlight the growth and cultural significance of HBCU GO, the leading HBCU‑focused media and streaming platform under Allen Media Group. Celebrate Curtis Symonds’ induction into the Cable Hall of Fame, recognizing his 37+ years of leadership and impact in cable, sports media, and Black‑owned media institutions. Educate audiences on the value of HBCUs—not only academically and culturally, but as a powerful, educated, and economically influential audience. Reinforce storytelling, ownership, and representation as essential elements in preserving Black history and driving future opportunity. Key Takeaways 1. HBCU GO Was Built to Solve an Access and Representation Gap Curtis Symonds launched HBCU GO after recognizing that Black college sports and stories were severely underrepresented in mainstream media. Early rejection by cable distributors reinforced the need for ownership and persistence. Insight: HBCU GO exists not just as a network, but as a corrective platform for visibility, equity, and cultural preservation. 2. The Byron Allen Acquisition Enabled Scale Without Compromising Vision When Byron Allen acquired HBCU GO TV in 2021, the partnership was grounded in trust, quality, and shared belief in Black excellence. Allen Media Group provided infrastructure and capital while preserving Symonds’ creative and strategic leadership. Insight: Ownership combined with institutional backing allowed HBCU GO to compete at broadcast-quality levels equivalent to ESPN and major networks. 3. HBCU Audiences Are Educated, Influential, and Economically Valuable Symonds emphasized that HBCU graduates represent a disproportionate share of Black leadership across education, government, medicine, and STEM. Insight: HBCU audiences are not niche—they are central to America’s Black middle and professional class, making them highly attractive for brands, advertisers, and financial institutions. 4. HBCU GO Is a Cultural Platform, Not Just a Sports Network While live sports—including football classics, homecomings, and rivalries—are the anchor, HBCU GO is positioned as a broader cultural and educational storytelling platform. Insight: The long‑term vision is to tell untold HBCU stories, educate young people about their legacy, and shape cultural identity through digital‑first media. 5. Longevity, Relationships, and “Betting on Yourself” Define Success Symonds reflected on his career path—from ESPN to BET, from rejection to Hall of Fame—and emphasized resilience, timing, and relationship‑building as critical to long‑term success. Insight: Career impact is measured not by speed, but by sustained contribution and legacy. Notable Quotes “I wanted to show the world that two Black men can get together and do something successfully.”— Curtis Symonds on partnering with Byron Allen “When we put this thing on the air, it had to be quality. We couldn’t put up anything that looked scrappy.”— On competing at a national broadcast standard “HBCU GO has made a statement in the television and streaming business.”— On industry recognition and growth “You’re getting a highly educated audience. That middle‑class audience. That buying audience.”— On the value of HBCU viewers “Every HBCU has a story that people don’t know about—and those stories matter.”— On the importance of storytelling and history “I’m not mad at anybody. It took 30 years to get here. When my time came, I was ready.”— On Hall of Fame induction and career reflection Strategic Relevance (Why This Interview Matters) This conversation reinforces why Curtis Symonds—and platforms like HBCU GO—are uniquely positioned to: Build trust with Black audiences Deliver authentic cultural storytelling at scale Serve as credible partners for brands, media companies, and institutions seeking meaningful engagement with HBCU and African American communities #SHMS #BEST #STRAWSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Curtis Symonds. Interview Purpose The primary purpose of the interview is to: Highlight the growth and cultural significance of HBCU GO, the leading HBCU‑focused media and streaming platform under Allen Media Group. Celebrate Curtis Symonds’ induction into the Cable Hall of Fame, recognizing his 37+ years of leadership and impact in cable, sports media, and Black‑owned media institutions. Educate audiences on the value of HBCUs—not only academically and culturally, but as a powerful, educated, and economically influential audience. Reinforce storytelling, ownership, and representation as essential elements in preserving Black history and driving future opportunity. Key Takeaways 1. HBCU GO Was Built to Solve an Access and Representation Gap Curtis Symonds launched HBCU GO after recognizing that Black college sports and stories were severely underrepresented in mainstream media. Early rejection by cable distributors reinforced the need for ownership and persistence. Insight: HBCU GO exists not just as a network, but as a corrective platform for visibility, equity, and cultural preservation. 2. The Byron Allen Acquisition Enabled Scale Without Compromising Vision When Byron Allen acquired HBCU GO TV in 2021, the partnership was grounded in trust, quality, and shared belief in Black excellence. Allen Media Group provided infrastructure and capital while preserving Symonds’ creative and strategic leadership. Insight: Ownership combined with institutional backing allowed HBCU GO to compete at broadcast-quality levels equivalent to ESPN and major networks. 3. HBCU Audiences Are Educated, Influential, and Economically Valuable Symonds emphasized that HBCU graduates represent a disproportionate share of Black leadership across education, government, medicine, and STEM. Insight: HBCU audiences are not niche—they are central to America’s Black middle and professional class, making them highly attractive for brands, advertisers, and financial institutions. 4. HBCU GO Is a Cultural Platform, Not Just a Sports Network While live sports—including football classics, homecomings, and rivalries—are the anchor, HBCU GO is positioned as a broader cultural and educational storytelling platform. Insight: The long‑term vision is to tell untold HBCU stories, educate young people about their legacy, and shape cultural identity through digital‑first media. 5. Longevity, Relationships, and “Betting on Yourself” Define Success Symonds reflected on his career path—from ESPN to BET, from rejection to Hall of Fame—and emphasized resilience, timing, and relationship‑building as critical to long‑term success. Insight: Career impact is measured not by speed, but by sustained contribution and legacy. Notable Quotes “I wanted to show the world that two Black men can get together and do something successfully.”— Curtis Symonds on partnering with Byron Allen “When we put this thing on the air, it had to be quality. We couldn’t put up anything that looked scrappy.”— On competing at a national broadcast standard “HBCU GO has made a statement in the television and streaming business.”— On industry recognition and growth “You’re getting a highly educated audience. That middle‑class audience. That buying audience.”— On the value of HBCU viewers “Every HBCU has a story that people don’t know about—and those stories matter.”— On the importance of storytelling and history “I’m not mad at anybody. It took 30 years to get here. When my time came, I was ready.”— On Hall of Fame induction and career reflection Strategic Relevance (Why This Interview Matters) This conversation reinforces why Curtis Symonds—and platforms like HBCU GO—are uniquely positioned to: Build trust with Black audiences Deliver authentic cultural storytelling at scale Serve as credible partners for brands, media companies, and institutions seeking meaningful engagement with HBCU and African American communities #SHMS #BEST #STRAWSee omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Curtis Symonds. Interview Purpose The primary purpose of the interview is to: Highlight the growth and cultural significance of HBCU GO, the leading HBCU‑focused media and streaming platform under Allen Media Group. Celebrate Curtis Symonds’ induction into the Cable Hall of Fame, recognizing his 37+ years of leadership and impact in cable, sports media, and Black‑owned media institutions. Educate audiences on the value of HBCUs—not only academically and culturally, but as a powerful, educated, and economically influential audience. Reinforce storytelling, ownership, and representation as essential elements in preserving Black history and driving future opportunity. Key Takeaways 1. HBCU GO Was Built to Solve an Access and Representation Gap Curtis Symonds launched HBCU GO after recognizing that Black college sports and stories were severely underrepresented in mainstream media. Early rejection by cable distributors reinforced the need for ownership and persistence. Insight: HBCU GO exists not just as a network, but as a corrective platform for visibility, equity, and cultural preservation. 2. The Byron Allen Acquisition Enabled Scale Without Compromising Vision When Byron Allen acquired HBCU GO TV in 2021, the partnership was grounded in trust, quality, and shared belief in Black excellence. Allen Media Group provided infrastructure and capital while preserving Symonds’ creative and strategic leadership. Insight: Ownership combined with institutional backing allowed HBCU GO to compete at broadcast-quality levels equivalent to ESPN and major networks. 3. HBCU Audiences Are Educated, Influential, and Economically Valuable Symonds emphasized that HBCU graduates represent a disproportionate share of Black leadership across education, government, medicine, and STEM. Insight: HBCU audiences are not niche—they are central to America’s Black middle and professional class, making them highly attractive for brands, advertisers, and financial institutions. 4. HBCU GO Is a Cultural Platform, Not Just a Sports Network While live sports—including football classics, homecomings, and rivalries—are the anchor, HBCU GO is positioned as a broader cultural and educational storytelling platform. Insight: The long‑term vision is to tell untold HBCU stories, educate young people about their legacy, and shape cultural identity through digital‑first media. 5. Longevity, Relationships, and “Betting on Yourself” Define Success Symonds reflected on his career path—from ESPN to BET, from rejection to Hall of Fame—and emphasized resilience, timing, and relationship‑building as critical to long‑term success. Insight: Career impact is measured not by speed, but by sustained contribution and legacy. Notable Quotes “I wanted to show the world that two Black men can get together and do something successfully.”— Curtis Symonds on partnering with Byron Allen “When we put this thing on the air, it had to be quality. We couldn’t put up anything that looked scrappy.”— On competing at a national broadcast standard “HBCU GO has made a statement in the television and streaming business.”— On industry recognition and growth “You’re getting a highly educated audience. That middle‑class audience. That buying audience.”— On the value of HBCU viewers “Every HBCU has a story that people don’t know about—and those stories matter.”— On the importance of storytelling and history “I’m not mad at anybody. It took 30 years to get here. When my time came, I was ready.”— On Hall of Fame induction and career reflection Strategic Relevance (Why This Interview Matters) This conversation reinforces why Curtis Symonds—and platforms like HBCU GO—are uniquely positioned to: Build trust with Black audiences Deliver authentic cultural storytelling at scale Serve as credible partners for brands, media companies, and institutions seeking meaningful engagement with HBCU and African American communities #SHMS #BEST #STRAWSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

What if being alcohol-free didn't feel like a daily battle… but just who you are? In this episode, Sara breaks down the shift from relying on exhausting willpower to stepping into true empowerment, where sobriety feels natural, aligned, and even effortless over time. If you've ever felt like you're “white-knuckling” your way through this journey, this episode gives you practical ways to change that. The 6 Strategies to Move from Willpower → Empowerment: Reframe Your Mindset Shift from “I can't drink” to “I don't drink.” Start seeing your alcohol-free life as an upgrade, not a loss. Strengthen Your Why Get clear on why this matters to you, and make it personal. Your why should feel powerful enough to guide your decisions. Embrace a Growth Identity Focus on who you're becoming. Start living like that version of you now through habits, routines, and hobbies. Automate Your Habits Create routines that reduce decision fatigue. The less you have to decide, the easier it is to stay alcohol-free. Surround Yourself with Empowering Influences Audit your environment, both online and in real life. Choose people, content, and communities that support your growth. Celebrate Identity Shifts Acknowledge your wins, big and small. Reinforce the identity of someone who doesn't drink.   Links, Resources, and Sponsors: Join the Day Makers: https://nomorewasteddays.co/day-makers-community Athletic Brewing: https://www.nomorewasteddays.co/athleticbrewing Upper Left Strength Co.: https://www.nomorewasteddays.co/upperleft   If this episode resonated with you, share it with someone who needs to hear it. Remember, you only get one life. The question isn't “why quit?” It's “why stay disconnected from it?”   ***************************************   Follow the podcast on Social Media: IG: @nomorewasteddays.pod   Follow Sara on Social Media: IG: @no_more_wasted_days TikTok: @no_more_wasted_days Facebook: www.facebook.com/NoMoreWastedDaysOfficial

You've repaired… but why does the same cycle keep coming back? In this episode, we explore the third step of The Repair Practice: Reinforce—the often-missed piece that helps your energy, boundaries, and decisions actually last. After we recover, it's easy to slip back into old patterns. Reinforcement is what helps you break that cycle—not through force or discipline, but through support, discernment, and aligned choices. We explore: Why repair alone isn't enough The patterns that quietly lead to repeated wear What reinforcement actually looks like in daily life How to trust your gut and protect your energy The difference between force vs support Why reinforcement can be gentle, not rigid If you've ever felt like you're doing the work… but still ending up in the same place, this episode will shift how you approach lasting change.  

In this episode of Innovation Meets Leadership, host Natalie Born continues the Set It on Fire: The Art of Innovation series by diving into Chapter 2: Get Out of My Sandbox. Joined again by Moriah Hidden as the co-host, Natalie unpacks one of the biggest hidden barriers to innovation inside organization, ownership silos.While many organizations believe innovation belongs to a specific department or select group of “creative thinkers,” Natalie challenges this mindset by introducing the concept of the “sandbox.” When innovation is confined to a single team, it limits collaboration, creates resistance, and prevents organizations from reaching their full potential.This conversation explores how leaders can break down silos, invite cross-functional collaboration, and shift organizations from isolated idea ownership to shared responsibility. For organizations ready to move beyond resistance and into action, this episode offers a practical look at how to create a culture where everyone sees themselves as an innovator.[00:00 – 02:30] Continuing the Set It on Fire Series· Natalie introduces Chapter 2 and the concept behind “Get Out of My Sandbox”· Moriah returns as interviewer to guide the conversation· The focus shifts from foundation (Chapter 1) to organizational barriers[02:31 – 06:30] What Is the “Sandbox”?· How organizations unintentionally assign innovation to specific people or departments· Examples: innovation living with leadership, tech teams, or “creative” groups· Why this creates exclusivity around idea generation[06:31 – 10:30] The Problem with Silos· How “ownership” of ideas leads to resistance from other teams· Why employees hesitate to contribute outside their role or department· The connection between silos and stalled innovation[10:31 – 14:30] Moving from Resistance to Action· Why Chapter 2 is the “resistance chapter” in the innovation journey· How leaders can identify where resistance is showing up internally· Shifting mindset from protection to participation[14:31 – 18:30] Innovation as a Team Sport· Why innovation should not be independent—but interdependent· The importance of cross-functional collaboration· How diverse perspectives strengthen ideas and execution[18:31 – 22:30] Creating Shared Ownership· Encouraging every team member to see themselves as an innovator· Breaking the belief that only certain roles are “idea people”· How leaders can invite contribution across all levels[22:31 – 25:30] Leadership's Role in Breaking Silos· Modeling openness to ideas from any department· Removing barriers that limit collaboration· Building systems and culture that support shared innovation[25:31 – 27:30] First Steps for Organizations· Identify where innovation is currently “owned”· Create opportunities for cross-team idea sharing· Reinforce that innovation is everyone's responsibilityQuotes“Innovation doesn't belong to a department—it belongs to the organization.” – Natalie Born“When we protect our sandbox, we limit what's possible.” – Natalie Born“The best ideas don't come from one team—they come from collaboration.” – Natalie BornConnect with Natalie Born:LinkedIn: https://www.linkedin.com/in/nataliebornWebsite: https://innovationmeetsleadership.comBook: Set It on Fire: The Art of InnovationBook & Resources: https://setitonfire.coIf this conversation challenged your perspective, share it with a leader or team that's ready to break down silos and rethink how innovation really happens.

Read the unfiltered memos I send my team as we scale Acquisition.com to $1B+:https://leilahormozi.com/subscribe Consistency isn't a personality trait that only a few people possess, but an engineered outcome.In this episode, Leila Hormozi explains how people often fail to stay consistent because they haven't designed their habits to work under real-life conditions. She shares five principles to build habits that stick– for people who have big ambitions and need to be consistent with the actions that will get them to their goals.In this episode00:00 Design a bad day plan03:50 Reinforce good habits and replace bad ones08:53 Close the feedback loops quickly10:32 Decide once and remove options13:24 Track behaviors rather than outcomes16:20 Consistency as an engineered outcomeMore Value:Get your personalized $100m scaling roadmap: https://www.acquisition.com/roadmapRead the unfiltered memos I send my team as we scale Acquisition.com to $1B+: https://leilahormozi.com/subscribeReceive a curated set of internal memos from the past year at Acquisition.com: https://leilahormozi.com/acqDISCLOSURE Information shared here is for educational purposes only. Individuals and business owners should evaluate their own business strategies, and identify any potential risks. The information shared here is not a guarantee of success. Your results may vary. Copyright © 2026.

TriMetric Roadmap Podcast Episode: “The Relationship Gap That's Quietly Slowing Your Growth” (Customer & Stakeholder Stewardship) Episode Overview As founders scale, one of the most common—and costly—mistakes is drifting too far from the people who matter most. In this episode, Scott and Jeff break down Customer & Stakeholder Stewardship, a critical but often overlooked component of Executive Performance. They unpack how to stay connected without becoming the bottleneck—and how to build a business that maintains strong relationships even as it grows beyond you. 1. Growth Creates Distance—Unless You Design Against It As your business scales, it becomes easier to lose touch with customers and key stakeholders. Without intentional systems, you risk losing the very feedback and trust that built your business. 2. Delegation Is the Foundation of Stewardship You can't stay connected at scale without learning to delegate outcomes—not just tasks. True multiplication happens when you transfer: Vision Core values Decision-making frameworks 3. The Sweet Spot: “In the Loop” vs. “Ask for Permission” Great leaders avoid two extremes: Micromanaging everything Disappearing completely The goal: ➡️ Your team leads ➡️ You stay informed ➡️ Clear boundaries exist for major decisions 4. Stewardship ≠ Control Stewardship means creating: Trust Consistency Care in relationships It's not about managing every interaction—it's about ensuring relationships are handled the right way through your team. 5. Systems Sustain Relationships at Scale Healthy businesses don't rely on founder charisma alone. They build systems that: Maintain communication rhythms Reinforce values Ensure no key stakeholder feels forgotten 6. Stakeholders Go Beyond Customers Founders often overlook key relationships that don't directly generate revenue: Strategic partners Vendors Investors Referral partners These relationships can significantly impact your future growth and stability. 7. Character + Competency = Strong Leadership Bench To scale relationships through others, you need the right people: ⚠️ Warning Signs to Watch Customer complaints that “come out of nowhere” Only reaching out to stakeholders when you need something Relationships dependent on you personally Assuming loyalty instead of building trust Lack of visibility into customer experience

A while back, I received a message that stopped me in my tracks and perfectly captured why learning how to make confident homeschool decisions can feel so surprisingly hard — even when you already know what you need to do. “I would love to hear you say, ‘Persephone, you don’t need permission to allow some of your children to attend public school. You don’t have to let old hurts and fears deprive them and yourself of peace. This time is what you need to regroup. You can work on your mental health. It’s okay, at least for now, to consider other ways of getting their education.’ I need permission. Would you please give me permission—even though I don’t need that from you—I feel like I need to hear it from you.” Prefer to listen? I recorded a full episode on this — press play below. The Message That Stopped Me I sat with those words for a long time. Not because I was deciding what to tell her. Persephone already knew what she needed to do—she’d practically written my response for me. No, I sat with it because of that remarkable phrase tucked in the middle: “even though I don’t need that from you.” She already knew what she needed to do — she’d had the authority, wisdom, and right to choose what was best for her family all along. And yet she was still asking. She Already Knew But knowing it and feeling it are two very different things. I hear versions of this all the time from the moms I work with. One mom put it simply and beautifully: “When I trust my intuition, I feel more connected to my children and more confident in my choices.” That’s not a small thing — it’s the whole thing. And it’s what becomes available when you stop outsourcing your authority and start leading yourself. The Permission Problem: Why Self-Leadership Is the Key to How to Make Confident Homeschool Decisions If you’ve homeschooled for any length of time, you’ve probably been where Persephone is. Maybe not asking yourself about public school—maybe it was about switching curriculum mid-year, or dropping a subject that wasn’t working, or saying no to a co-op everyone else was joining, or admitting you need help, or choosing to take a break when you’re burned out. The details change, but the pattern is the same: You know what you need to do. You can articulate it clearly. And you might even be able to explain all the reasons why it’s the right choice. But you still find yourself second-guessing your homeschool decisions, waiting—for permission, for validation, for someone else to tell you it’s okay. You might be seeking permission from: Your partner Your mother or mother-in-law That homeschool friend who seems to have it all together Curriculum guides or scope & sequence Online groups where everyone else seems certain Experts, authors, podcasters, or coaches And here’s what makes this so exhausting: we’re often seeking permission for decisions that only we have the context, the knowledge, and the authority to make. This pattern—this constant second-guessing and seeking external validation—is why so many homeschool moms struggle to make confident decisions. We experience decision fatigue from the hundreds of daily choices we face. We have all the information we need. Or we know our children better than anyone else does. But we still can’t pull the trigger on decisions without someone else telling us it’s okay. The problem isn't lack of information. It's lack of trust—trusting yourself to make the right homeschool choices for your family. The problem is that we don’t trust ourselves to make the right homeschool choices. Seeking permission vs. trusting yourself What Becomes Possible When You Trust Yourself… Why Confident Homeschool Decision-Making Feels So Hard What Persephone is bumping up against—what many of us are bumping up against—is not a lack of information. It’s not even a lack of confidence, exactly. It’s a lack of self-leadership. Self-leadership is the practice of intentionally directing your own thinking, feelings, and actions toward your goals. It’s taking responsibility for the direction of your life rather than waiting for external circumstances or other people to do it for you. What is Self-Leadership for Homeschool Moms? Leadership researcher Charles Manz, who pioneered this concept in the 1980s, put it simply: “Self-leadership is about influencing ourselves, creating the self-motivation and self-direction we need to accomplish what we want to accomplish.” Edith Eger echoes this truth from a far deeper crucible when she writes, “Between stimulus and response there is a space. In that space is our power to choose our response.” A Holocaust survivor and psychologist, Eger reminds us in her book, The Choice, that even when circumstances strip us of control, our inner freedom remains intact. Self-leadership begins not with changing our situation, but with recognizing that our choices—especially in the hardest moments—are where our true power lives. More recently, Brené Brown has brought the courage piece into focus, reminding us that “you can’t get to courage without rumbling with vulnerability.” Brown, author of Dare to Lead, insists that we cannot lead others—including our children—to places we haven’t been ourselves, particularly when it comes to authenticity and self-acceptance. But here’s what makes self-leadership so important for making confident homeschool decisions: You are making dozens of significant choices every single day that no one else can make for you. No expert has your exact children, your specific circumstances, your family’s unique combination of charms and challenges. The curriculum that works beautifully for your friend’s daughter might be completely wrong for yours. The routine that keeps one mom sane might make you feel trapped. You cannot outsource these decisions. You can gather information, seek advice, learn from others’ experiences—but ultimately, you have to lead yourself through the decision and into action. Why Homeschool Moms Struggle to Trust Their Own Decisions Most of us weren’t taught self-leadership. We were taught to follow the path: do well in school, get into college, find a good job, follow the societal rules. External validation is baked into the system—grades, promotions, approval from authority figures. Many of us became very good at meeting others’ expectations and very uncertain about setting our own. Then we chose homeschooling, which is the opposite of following the path. It’s pioneering. It requires us to set our own standards, create our own structures, and trust our own judgment as a homeschool mom. No wonder we feel off-balance and struggle with homeschool mom self-doubt. Add to that the emotional intensity of teaching your own kids—the fear of failing them, the weight of responsibility, the isolation, the criticism from others who don’t understand your choice. It’s so much easier to look for someone else to tell us we’re doing it right. Every time we seek external permission, we: Reinforce the belief that someone else knows better than we do Teach ourselves not to trust our own discernment Give away our authority over our lives and our ability to make confident homeschool choices And our children are watching. What Self-Leadership Looks Like for Homeschool Moms Self-leadership doesn’t mean you never ask for help or input. It doesn’t mean you make decisions in isolation or that you refuse to be influenced by others. Self-leadership means you: Recognize yourself as the decision-maker. Gather information, listen to advice, consider your values, and then decide. Notice when you're seeking permission vs. information. Pause and ask, “Who actually has the authority?” Usually, it's you. Practice self-awareness. Recognize your emotions, understand triggers, know when fear is driving you. Extend yourself grace. Treat yourself as you would a friend—allowing permission to take breaks, adjust plans, or regroup. Persephone’s message showed remarkable self-awareness: she could see that “old hurts and fears” were driving her hesitation. That’s self-leadership starting to emerge. It means you extend yourself the same grace you’d extend to a friend. If Persephone had come to you with her situation, you’d tell her it’s absolutely okay to consider public school for some of her children while she regroups. You’d tell her that protecting her mental health isn’t selfish—it’s necessary. Self-leadership means giving yourself that same permission. As Brené Brown reminds us, “Courage starts with showing up and letting ourselves be seen.” Self-leadership is the practice of showing up for ourselves first—being seen by ourselves, accepting ourselves, and then leading from that place of wholeness rather than from our wounds or fear. How to Start Making Confident Homeschool Decisions If you’re reading this and recognizing yourself in Persephone’s message—if you’ve been waiting for permission you don’t actually need—I want you to know something: You’re standing at the edge of growth. That discomfort you’re feeling? That’s the gap between knowing you have authority and actually stepping into it. The gap is called self-leadership. You don’t need me or anyone else to tell you what’s right for your family. What you need is to learn to trust what you already know. You need to practice leading yourself with the same compassion, wisdom, and strength you’re trying to model for your children. The most important thing you’ll teach your kids isn’t in any curriculum. It’s how to direct their own lives. You’re teaching them to live their lives on purpose. They learn that by watching you do it. That’s what it actually looks like to make confident homeschool decisions — not from certainty or permission or someone else’s approval, but from a deepening trust in yourself. Here’s what I want you to sit with after reading this: Your intuition already knows what you need for the next step. What is it speaking to you? Not what the Facebook group thinks. Not what the curriculum guide says. And not what your mother-in-law would prefer. What is your own inner knowing — the quiet, persistent voice underneath all the noise — actually saying? This episode is part of our 2025 series, The 1% Pivot — because small shifts in how you lead yourself create the biggest changes in your homeschool. Where to Begin: Your First Step Toward Confident Homeschool Decisions Reflect on these questions today: What decision am I waiting for permission to make? Who do I believe has more authority over my life than I do—and why? What would I do if I trusted myself the way I want my children to trust themselves? You don’t need anyone’s permission to begin leading yourself. You already have everything you need to make confident homeschool decisions. When you learn how to make confident homeschool decisions, you stop outsourcing your authority—and start modeling self-trust for your children. That’s the work. And it’s worth doing — not just for your homeschool, not just for your peace of mind, but for what you model for your children every single ordinary day. Tend to yourself. Trust yourself. Lead your homeschool life from the inside out. If something in this post is sitting with you — a decision you’ve been circling, a knowing you’ve been ignoring — I’d love to talk. Book a free Aligned Homeschool Reset Session and let’s look together at what’s keeping you from stepping into your own authority. The link is below. Book your free Aligned Homeschool Reset Session I help homeschool moms trust themselves, edit expectations, and make intentional choices that create a more confident, connected, and present homeschool life. Book your Reset Session with Teresa (function(m,a,i,l,e,r){ m['MailerLiteObject']=e;function f(){ var c={ a:arguments,q:[]};var r=this.push(c);return "number"!=typeof r?r:f.bind(c.q);} f.q=f.q||[];m[e]=m[e]||f.bind(f.q);m[e].q=m[e].q||f.q;r=a.createElement(i); var _=a.getElementsByTagName(i)[0];r.async=1;r.src=l+'?v'+(~~(new Date().getTime()/1000000)); _.parentNode.insertBefore(r,_);})(window, document, 'script', 'https://static.mailerlite.com/js/universal.js', 'ml'); var ml_account = ml('accounts', '1815912', 'p9n9c0c7s5', 'load'); Connect & Share If this episode resonated, hit subscribe so you don't miss what's coming next. And if you know another homeschool mom who's craving peace, confidence, or just a moment to breathe — share this with her. It might be exactly what she needs today. Until next time — take care of yourself, nurture the nurturer, and lead your homeschool life from the inside out.

Every market cycle brings new headlines, but the principles behind long-term investing tend to remain steady. In this episode of the Money Matters Podcast, Wes Moss and Jeff Lloyd offer perspective to help you filter the noise and approach financial decisions with a disciplined, long-term lens. • Examine how energy markets and oil price movements may influence portfolios amid global uncertainty. • Recognize how rapid market swings and rebounds highlight the difficulty of short-term timing and the role of staying invested. • Identify the risks of “Pot of Gold Syndrome” and evaluate the 6% pension test when comparing lump sums versus lifetime income. • Weigh tradeoffs between flexibility, legacy goals, and longevity when choosing between pension income and lump sums. • Reflect on Apple's 50th anniversary while connecting long-term company growth and market participation to investor outcomes. • Understand how dividends and reinvestment have historically contributed to total return and may support income-focused strategies. • Reinforce the value of a disciplined financial plan designed to adapt, while reframing uncertainty as a consistent market backdrop. Listen to the Money Matters Podcast for clear, educational context on today's financial landscape. Subscribe to stay informed and continue building a long-term perspective around your financial plan.

Episode Summary In this episode, I'm joined by Dr. Daniel Fienup, Dr. Kate Loomis, and Lilian Morales to discuss their recent paper in JABA, Turning the Page: Increasing children's preference for looking at and engaging with books. In this episode, we explore how books can function as powerful reinforcers for young children, especially in early learning and ABA contexts. We discuss how to identify when books are actually reinforcing, how to condition books as reinforcers if they're not already, and practical strategies for incorporating them into teaching and behavior support. Key Topics Covered 1. What Makes Something a Reinforcer? Reinforcers are defined by their effect on behavior—not by intention A book is only a reinforcer if it increases the likelihood of a behavior Preference ≠ reinforcement (must test it) 2. Are Books Naturally Reinforcing? For some children: yes (especially those with strong interest in stories, visuals, or routines) For others: books may be neutral or even aversive Depends on learning history and prior pairing 3. Conditioning Books as Reinforcers Pair books with already-established reinforcers (e.g., attention, snacks, praise) Make reading interactive and engaging (voices, movement, pointing, questions) Start with short durations and build up tolerance/enjoyment Follow the child's lead (let them turn pages, choose books, etc.) 4. Embedding Books into Teaching Use books as part of discrete trial or natural environment teaching Reinforce responses with brief access to a favorite book Incorporate targets into reading (labeling, WH questions, listener responding) Use repeated readings to build fluency and predictability 5. Expanding Reinforcer Repertoires Why it matters: reduces reliance on edibles or screens Books are portable, social, and developmentally beneficial Helps build early literacy and joint attention skills 6. Common Mistakes Assuming all kids like books Using books too long as a reinforcer (loses value) Not rotating or updating book options Ignoring signs of disengagement 7. Practical Tips Keep a small "high-value" book rotation Use novelty strategically Observe what aspects the child enjoys (pictures, repetition, sensory elements) Track what actually increases responding Takeaways Books can absolutely function as reinforcers—but only if conditioned or preferred Pairing and engagement are key to building their value Using books as reinforcers supports both behavior change and language development Resources Tsai and Greer (2006). Conditioned Observation of Books and Accelerated Acquisition of Textual Responding by Preschool Children. Teachers College MA in ABA program. Teachers College Ph.D. in ABA program. Kanazawa et al. (2024). A comparison of parental attention and preferred items during tummy time: A consecutive controlled case series evaluation. D. Ross & R. Douglas Greer (Eds.). (2025). When Text Speaks: Learning to Read and Reading to Learn. Sloan Publishing. The Fred S. Keller School. Comprehensive Application of Behavior Analysis to Schooling (CABAS).

Few things trigger parents faster than physical behavior. It can feel embarrassing, frustrating, and sometimes even personal. But what if these behaviors are less about “bad behavior” and more about a brain that simply isn't ready yet? In this episode, we break down why toddlers lean into physical, reactive behaviors when big feelings take over. Their emotional capacity is growing quickly, but their ability to pause, regulate, and explain what they're feeling is still catching up. So they use what works fast - their bodies. We talk about how to respond in the moment without shaming, lecturing, or asking rhetorical questions toddlers cannot answer. Instead of saying “Why are you biting me?” or “That's not nice,” we explore how to set firm boundaries while still guiding the skill that is developing. You'll learn how to: ✔️ Separate the action from the intention ✔️ Redirect behavior without minimizing the need behind it ✔️ Offer appropriate outlets for physical impulses ✔️ Reinforce correct behavior at home, even if incidents are happening at daycare ✔️ Partner with teachers to prevent behaviors before they escalate ✔️ Avoid common mistakes like shaming, over-talking, or making it personal Want more? Listen to the full, original episode. Our podcasts are also now on YouTube. If you prefer a video podcast with closed captioning, check us out there and ⁠subscribe to PedsDocTalk⁠. Get trusted pediatric advice, relatable parenting insights, and evidence-based tips delivered straight to your inbox—join thousands of parents who rely on the PDT newsletter to stay informed, supported, and confident. ⁠⁠⁠⁠Join the newsletter⁠⁠⁠⁠! And don't forget to follow ⁠⁠⁠⁠@pedsdoctalkpodcast⁠⁠⁠⁠ on Instagram—our new space just for parents looking for real talk and real support. We love the sponsors that make this show possible! You can always find all the special deals and codes for all our current sponsors on the ⁠PedsDocTalk Podcast Sponsorships⁠ page of the website. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Discover how behavioral and emotional dysregulation quietly destroys a child's confidence, undermining self-esteem and motivation. Dr. Roseann Capanna-Hodge, expert in Regulation First Parenting™, guides parents with practical strategies to calm the brain and rebuild resilience in children. Feeling frustrated that your child's confidence seems to erode despite your best efforts? You're not alone. Behavioral and emotional dysregulation doesn't just cause meltdowns—it quietly chips away at how your child sees themselves and what they believe they're capable of.Today, let me share how behavioral and emotional dysregulation quietly destroys a child's confidence, why it matters for their learning and self-esteem, and practical ways you can help your child feel safe, capable, and motivated again.Why does my child lose confidence even when they're smart or capable?When children live in a chronically dysregulated state, their nervous system is stuck in survival mode. Every correction—“Try harder,” “Stop acting like that,” or “You know better”—is perceived as a threat, not guidance.Without support for emotional regulation, many children struggle to manage their own emotions, which can strain parent-child relationships and increase stress for everyone.Sympathetic activation: Heart rate rises, cortisol increases, amygdala lights upPrefrontal cortex offline: Problem-solving, risk-taking, and learning from mistakes are compromised, making children act impulsively or withdrawInternal narrative shifts: “I'm not good enough,” “I always mess up” common in kids with disruptive mood dysregulation disorderParent scenario: Harrison, a bright middle schooler with undiagnosed dyslexia, spent six hours on homework each night. Each correction from well-meaning adults deepened his shame, until his nervous system was so activated he simply gave up.Supporting him with parent management training and teaching coping skills helped him reconnect with his abilities.Key takeaway: Confidence is built when the nervous system feels safe, mistakes aren't threatening, and effort is recognized.How can I help my child regulate before correcting behavior?Regulation first, then correction is the cornerstone of supporting confidence, especially for children who struggle with emotion dysregulation. This approach can shift bad behavior into positive behaviors and strengthen emotional intelligence.Set the nervous system baseline: Deep breaths, movement breaks, or Quick CALM strategies help children settle, giving them space to manage emotional responses and impulse control.Co-regulate with your child: Your calm presence teaches most children how to regulate, reducing defiant behavior and helping them respond instead of react.Reinforce effort over outcome: Celebrate micro-steps, not just results. Noticing effort rather than focusing on mistakes or self-criticism can teach children that persistence matters and make all the difference in building confidence for many children.

Few things trigger parents faster than physical behavior. It can feel embarrassing, frustrating, and sometimes even personal. But what if these behaviors are less about “bad behavior” and more about a brain that simply isn't ready yet? In this episode, we break down why toddlers lean into physical, reactive behaviors when big feelings take over. Their emotional capacity is growing quickly, but their ability to pause, regulate, and explain what they're feeling is still catching up. So they use what works fast - their bodies. We talk about how to respond in the moment without shaming, lecturing, or asking rhetorical questions toddlers cannot answer. Instead of saying “Why are you biting me?” or “That's not nice,” we explore how to set firm boundaries while still guiding the skill that is developing. You'll learn how to: ✔️ Separate the action from the intention ✔️ Redirect behavior without minimizing the need behind it ✔️ Offer appropriate outlets for physical impulses ✔️ Reinforce correct behavior at home, even if incidents are happening at daycare ✔️ Partner with teachers to prevent behaviors before they escalate ✔️ Avoid common mistakes like shaming, over-talking, or making it personal Want more? Listen to the full, original episode. Our podcasts are also now on YouTube. If you prefer a video podcast with closed captioning, check us out there and ⁠subscribe to PedsDocTalk⁠. Get trusted pediatric advice, relatable parenting insights, and evidence-based tips delivered straight to your inbox—join thousands of parents who rely on the PDT newsletter to stay informed, supported, and confident. ⁠⁠⁠⁠Join the newsletter⁠⁠⁠⁠! And don't forget to follow ⁠⁠⁠⁠@pedsdoctalkpodcast⁠⁠⁠⁠ on Instagram—our new space just for parents looking for real talk and real support. We love the sponsors that make this show possible! You can always find all the special deals and codes for all our current sponsors on the ⁠PedsDocTalk Podcast Sponsorships⁠ page of the website. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Victor Arocho, Byron Jones, and Anthony Faniel discuss the New York Giants signing star WR Darnell Mooney. ContributorsVictor Arocho – @varochoByron JonesAnthony Faniel

Victor Arocho, Byron Jones, and Anthony Faniel discuss the New York Giants signing star WR Darnell Mooney. ContributorsVictor Arocho – @varochoByron JonesAnthony Faniel

https://jo.my/eygbkzEmpowering Employees to Build a Safety-First MindsetStart Safe by Empowering EmployeesA strong safety-first mindset does not start with policies alone. It starts with people. In any facility, employees need to know that their voices matter, their actions matter, and their decisions can prevent someone from getting hurt.This week's focus is on empowering employees. That means giving people the confidence and support to speak up, stop unsafe work, and spot hazards before they turn into incidents. A solid Safety Culture grows faster when everyone understands that safety is part of the job. Every shift. Every task. Every time.Why Employee Empowerment Matters in Warehouse SafetyWhen employees feel empowered, they pay closer attention. They report issues sooner. They step in before small problems become big ones. That kind of mindset helps protect people, equipment, and daily operations.Here are a few tips to assist you with empowering employees:1. Give every employee stop-work authority.If something looks unsafe, work should stop. Period. Employees should know they never need permission to pause a task that could cause harm. That is not overreacting. That is a safety rule.2. Recognize safe choices in real time.When someone reports a hazard or raises a concern, acknowledge it. A quick thank-you, a shoutout in a meeting, or simple recognition can go a long way. People repeat what gets noticed.3. Teach hazard recognition as a daily skill.Training should help employees independently identify blocked exits, damaged racks, spills, poor lifting habits, and forklift risks. The goal is not to wait for a supervisor to catch everything. The goal is for everyone to see hazards and act on them.4. Keep safety suggestion channels open.Some employees will speak up in a meeting. Others won't. Give them more than one way to share concerns. Use safety boards, check-ins, forms, or quick conversations on the floor. Then follow up. If people share concerns and hear nothing back, they stop sharing.5. Reinforce that safety is never optional.Production matters. Deadlines matter. But safety is non-negotiable. If employees feel rushed to cut corners, the message gets muddy fast. Clear expectations help keep the whole facility aligned.As always, these are potential tips. Please be sure to follow the rules and regulations of your specific facility.Keep the Safety-First Mindset StrongEmpowering employees is one of the clearest signs of a healthy Safety Culture. People need to know they are trusted to make safe decisions. They also need to know those decisions will be supported.That kind of environment does not happen by accident. It is built through steady training, honest communication, and daily reinforcement. Keep the message simple. Speak up. Watch out for each other. Stop unsafe work. That is how safer habits become part of the culture.Thank you for being part of another episode of Warehouse Safety Tips.Until we meet next time - have a great week, and STAY SAFE!#Safety #SafetyCulture #StaySafe #SafetyFirst #SafetyTips #StayAlert #EmployeeEmpowerment #HazardRecognition #StopWorkAuthority #PPE #SafetyAwareness #SafetyTraining #IndustrialSafety

This is the episode that will help you understand the opportunities and functionality of dry needling! Host Erin Gallardo, PT, DPT, NCS interviews Tyler Niemack, PT, DPT, OCS, Functional Dry Needling Certified Specialist about how dry needling can be used not just to relax tight muscles, but to "reset" the neuromuscular system and improve function. Tyler, who teaches Dry Needling Certification courses for Evidence In Motion explains how PTs approach dry needling differently from acupuncturists, using their orthopedic and neurological assessment skills to decide whether to target spinal segments, peripheral nerves, or specific muscles. Through examples ranging from rotator cuff issues to stroke, spasticity, and Parkinson's disease, he describes using dry needling as not just a treatment tool but also a diagnostic. He also shares his 3 R's approach to treatment: Reset, Reinforce and Reload. They discuss fascia, pain perception, emerging research on how needling changes the brain's pain maps, and ongoing legal barriers in states where PTs still cannot perform dry needling. Tyler encourages clinicians to think of themselves as neuro-orthopedic specialists and to use neuroanatomy and sound clinical reasoning to get the most from this very promising intervention. **Apologies for some tech malfunctions that occurred in the recording. They don't take away from the learning, but wanted to mention there are a couple of glitchy spots. Thank you for understanding! Get in touch with Tyler here: https://www.toetouchpt.com/ IG @toetouchpt Email: tyler@toetouchpt.com Sign up for a dry needling course with EIM here

1. No Endless War or Ground Occupation Strong emphasis that this is not Iraq or Afghanistan: No large ground invasion No nation-building No long-term occupation Military strategy described as rapid, overwhelming, air-dominant action. Confidence that U.S. casualties will be minimal and duration short. 2. Military Action Against Iran Is Justified as Self-Defense The conflict is framed as a response to 47 years of Iranian aggression, including: Sponsorship of terrorism Killing nearly a thousand Americans Attempted assassinations of U.S. officials Iran is described as an irrational, theocratic death cult, making deterrence unreliable. Nuclear capability in Iran is portrayed as an existential threat to U.S. cities. 3. This Is “America First,” Not a War for Israel Repeated rejection of claims that the war is driven by Israel or Jewish influence. Such claims are labeled dishonest, antisemitic, and propaganda. The stated motivation: protecting American lives and national security. 4. Gas Prices Are a Short-Term Political Weapon Gas price increases are framed as temporary and expected due to Middle East conflict. Democrats are accused of exploiting gas prices the same way they previously focused on egg prices. The speaker argues prices are still lower than under Biden, despite rising from recent lows. Long-term expectation: Iran’s collapse would lower global gas prices. 5. Strong Leadership vs. Weak Appeasement Trump is decisive and feared by adversaries. Obama and Biden are criticized for appeasement and failed nuclear deals. Past diplomatic failures (North Korea, Iran nuclear deal) are cited as evidence diplomacy failed. 6. Harsh Criticism of Tucker Carlson and Isolationists Tucker Carlson is accused of: Spreading anti-American propaganda Echoing Islamist narratives Undermining U.S. troops His statements about unconditional surrender and nuclear escalation are called: False Dangerous Morally grotesque Isolationist conservatives are grouped with progressive Democrats as a shared threat to U.S. foreign policy. 7. Iranian Regime Change Is Seen as Necessary The appointment of a new Iranian leader (son of the former Ayatollah) is rejected. Any continuation of clerical Islamist rule is deemed unacceptable. Regime collapse is framed as the only path to lasting security. 8. Deterrence Fails with Religious Extremism Comparison between North Korea and Iran: North Korea: dangerous but rational Iran: irrational due to religious ideology Argument: Traditional nuclear deterrence does not work with actors who glorify martyrdom. 9. Public Opinion Depends on Duration and Casualties Acknowledgment that support would collapse if: War drags on for years U.S. casualties rise significantly Confidence expressed that this outcome is “near zero.” 10. Closing Shift to Religion and AI Ends with an unexpected, uplifting segment: An AI-generated Christian apologetic is quoted at length. The response argues Christianity is intellectually compelling, historically grounded, and uniquely truthful. Used to: Provide hope amid global uncertainty Reinforce moral clarity and worldview coherence Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.

Byrne Unscripted with Martha Byrne – As time has passed, it has allowed more people to reflect on what they saw and heard during that contemptuous cycle. For those of us who approach controversial claims as clues worth examining, the integrity of American elections remains an issue that many believe deserves closer scrutiny. Throughout American history, questioning government...

******Support the channel******Patreon: https://www.patreon.com/thedissenterPayPal: paypal.me/thedissenterPayPal Subscription 1 Dollar: https://tinyurl.com/yb3acuuyPayPal Subscription 3 Dollars: https://tinyurl.com/ybn6bg9lPayPal Subscription 5 Dollars: https://tinyurl.com/ycmr9gpzPayPal Subscription 10 Dollars: https://tinyurl.com/y9r3fc9mPayPal Subscription 20 Dollars: https://tinyurl.com/y95uvkao ******Follow me on******Website: https://www.thedissenter.net/The Dissenter Goodreads list: https://shorturl.at/7BMoBFacebook: https://www.facebook.com/thedissenteryt/Twitter: https://x.com/TheDissenterYT This show is sponsored by Enlites, Learning & Development done differently. Check the website here: http://enlites.com/ Brittany Andrews is a Hall of Fame actress and legend in the adult entertainment industry with over 30 years of experience. She was inducted into the AVN Hall of Fame in 2008 and the XRCO Hall of Fame in 2025. In this episode, we start by talking about Brittany's career, and how the industry has evolved over the past 30 years. We discuss advice for people wanting to become performers. We address common misconceptions people have about pornography. We talk about anti-sex work policies and how they reinforce patriarchy and misogyny. We discuss how sex workers are being discriminated against on social media platforms. Finally, we talk about how to fight against stigma surrounding sex work, and how the sex industry can change for the better.--A HUGE THANK YOU TO MY PATRONS/SUPPORTERS: PER HELGE LARSEN, BERNARDO SEIXAS, ADAM KESSEL, MATTHEW WHITINGBIRD, ARNAUD WOLFF, TIM HOLLOSY, HENRIK AHLENIUS, ROBERT WINDHAGER, RUI INACIO, ZOOP, MARCO NEVES, COLIN HOLBROOK, PHIL KAVANAGH, SAMUEL ANDREEFF, FRANCIS FORDE, TIAGO NUNES, FERGAL CUSSEN, HAL HERZOG, NUNO MACHADO, JONATHAN LEIBRANT, JOÃO LINHARES, STANTON T, SAMUEL CORREA, ERIK HAINES, MARK SMITH, JOÃO EIRA, TOM HUMMEL, SARDUS FRANCE, DAVID SLOAN WILSON, YACILA DEZA-ARAUJO, ROMAIN ROCH, YANICK PUNTER, CHARLOTTE BLEASE, NICOLE BARBARO, ADAM HUNT, PAWEL OSTASZEWSKI, NELLEKE BAK, GUY MADISON, GARY G HELLMANN, SAIMA AFZAL, ADRIAN JAEGGI, PAULO TOLENTINO, JOÃO BARBOSA, JULIAN PRICE, HEDIN BRØNNER, FRANCA BORTOLOTTI, GABRIEL PONS CORTÈS, URSULA LITZCKE, SCOTT, ZACHARY FISH, TIM DUFFY, SUNNY SMITH, JON WISMAN, WILLIAM BUCKNER, LUKE GLOWACKI, GEORGIOS THEOPHANOUS, CHRIS WILLIAMSON, PETER WOLOSZYN, DAVID WILLIAMS, DIOGO COSTA, ALEX CHAU, CORALIE CHEVALLIER, BANGALORE ATHEISTS, LARRY D. LEE JR., OLD HERRINGBONE, DAN SPERBER, ROBERT GRESSIS, JEFF MCMAHAN, JAKE ZUEHL, MARK CAMPBELL, TOMAS DAUBNER, LUKE NISSEN, KIMBERLY JOHNSON, JESSICA NOWICKI, LINDA BRANDIN, VALENTIN STEINMANN, ALEXANDER HUBBARD, BR, JONAS HERTNER, URSULA GOODENOUGH, DAVID PINSOF, SEAN NELSON, MIKE LAVIGNE, JOS KNECHT, LUCY, MANVIR SINGH, PETRA WEIMANN, CAROLA FEEST, MAURO JÚNIOR, TONY BARRETT, NIKOLAI VISHNEVSKY, STEVEN GANGESTAD, TED FARRIS, HUGO B., JORDAN MANSFIELD, CHARLOTTE ALLEN, PETER STOYKO, DAVID TONNER, LEE BECK, PATRICK DALTON-HOLMES, NICK KRASNEY, RACHEL ZAK, DENNIS XAVIER, CHINMAYA BHAT, RHYS, AND ALEX MACLEOD!A SPECIAL THANKS TO MY PRODUCERS, YZAR WEHBE, JIM FRANK, ŁUKASZ STAFINIAK, TOM VANEGDOM, BERNARD HUGUENEY, CURTIS DIXON, BENEDIKT MUELLER, THOMAS TRUMBLE, KATHRINE AND PATRICK TOBIN, JONCARLO MONTENEGRO, NICK GOLDEN, CHRISTINE GLASS, IGOR NIKIFOROVSKI, AND PER KRAULIS!AND TO MY EXECUTIVE PRODUCERS, MATTHEW LAVENDER,SERGIU CODREANU, AND GREGORY HASTINGS!

In this episode, Elisha Goldstein talks about how to go from overwhelm to empowerment by harnessing tiny shifts for emotional resilience. He explains how small, consistent changes, or “tiny shifts”, can break negative emotional loops and improve stress, relationships, and longevity. He shares personal stories, practical tools like the “four R's” (Recognize, Release, Refocus, Reinforce), and emphasizes emotional awareness over willpower. The conversation offers accessible strategies for managing overwhelm and building resilience, encouraging listeners to make manageable changes that support emotional health in everyday life. Take our quick 2-minute survey and help us improve your listening experience: ⁠⁠⁠⁠⁠⁠⁠⁠oneyoufeed.net/survey⁠⁠⁠⁠⁠⁠⁠⁠ Exciting News!!! Coming in March, 2026, my new book, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠How a Little Becomes a Lot: The Art of Small Changes for a More Meaningful Life is now available for pre-orders!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Key Takeaways: The concept of “tiny shifts” in emotional health and well-being. The impact of modern life on emotional loops and chronic stress responses. The importance of emotional awareness in breaking negative patterns. The biological and psychological effects of “bracing” in response to perceived threats. Strategies for interrupting emotional loops and fostering recovery. The “four R's” framework: Recognize, Release, Refocus, and Reinforce. The role of self-compassion and supportive questioning in emotional management. The significance of reinforcing positive emotional experiences for lasting change. Practical applications and limitations of the discussed methods. The relationship between emotional health, stress management, and longevity. For full show notes:⁠⁠ ⁠click here⁠!⁠⁠ If you enjoyed this conversation with Elisha Goldstein, check out these other episodes: Elisha Goldstein, Ph.D-Mindfulness and Depression Jonathan Rottenberg Florence Williams By purchasing products and/or services from our sponsors, you are helping to support The One You Feed, and we greatly appreciate it. Thank you! This episode is sponsored by: ⁠Hello Fresh⁠ – Get 10 free meals + a FREE Zwilling Knife (a $144.99 value) on your third box. Offer valid while supplies last. ⁠David Protein⁠ bars deliver up to 28g of protein for just 150 calories—without sacrificing taste! For a limited time, our listeners can receive this special deal: buy 4 cartons and get the 5th free when you go to ⁠www.davidprotein.com/FEED⁠ ⁠Shopify⁠ – The commerce platform that helps you build, grow, and manage your business all in one place. Start your $1/month trial at shopify.com/feed. ⁠Pebl⁠ – an AI-powered platform that helps companies hire and manage global teams in 185+ countries. Get a free estimate at ⁠hipebl.ai⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Topics:Venue Do's & Don'tsAgendas for Emerging ManagersPanels vs. Single PresentersPublic LP ConstraintsAGMs as a Brand Opportunity...and so much more.Brian Bank shares what actually makes AGMs stand out from an LP's perspective—from venue and agenda to networking, speakers, and swag. It offers clear, experience-driven takeaways for GPs and emerging managers who want their AGM to feel differentiated and worth the trip.Top TakeawaysChoose a venue LPs will remember. The AGMs that stand out don't stay in hotel ballrooms. They bring LPs to portco sites, operating assets, sporting venues, museums, or distinctly local experiences. The right venue either reinforces the investment strategy or creates a memorable experience that LPs will still recall long after AGM season ends.Never assume LPs remember who you are. AGMs often include new faces. Always reintroduce the team, restate strategy, and provide context for roles and investments. Clear speaker handoffs and background reminders prevent confusion and disengagement.Reinforce the firm you're becoming, not just the fund you raised. An AGM is both a branding and promotional moment. Speaker selection, team visibility, and agenda structure should signal institutional depth, succession, and where the firm is headed next. Highlight rising leaders, repeat portfolio CEOs, and functional expertise to show LPs what Fund II or Fund III will look like. Build differentiation into every detail. Templates, venues, speakers, and formats repeated year after year erode impact. The most effective AGMs ask one question throughout planning: What will make this one distinct from the other 20 meetings LPs attend this year?About Brian BankBrian Bank is a seasoned strategy and client relations executive in the Investment Funds Group at Kirkland & Ellis. With 25+ years of experience as both an institutional LP and a placement agent, he's committed capital across asset classes, served on multiple LPACs, and attended hundreds of AGMs. This gives him a firsthand view of what LPs actually value in investor relations and annual meetings.About Kirkland & Ellis Kirkland & Ellis is a global law firm known for its strength in corporate, litigation, and client advisory work across industries including private equity, M&A, and finance. The firm regularly advises leading investors and funds on complex transactions, strategy, and governance, and has built a reputation for deep legal expertise paired with practical, business-focused guidance.

In today's episode, we spoke with David Carbone, MD, PhD. Dr Carbone is a professor of internal medicine at The Ohio State University, co-leader of the Translational Therapeutics Program and director of the Thoracic Oncology Center at the Ohio State University Comprehensive Cancer Center–James, as well as the Barbara J. Bonner Chair in Lung Cancer Research in Columbus.In our exclusive interview, Dr Carbone discussed the 6-year data from the phase 3 CheckMate 9LA trial (NCT03215706), which not only reaffirmed the durability of benefit with nivolumab (Opdivo) plus ipilimumab (Yervoy) and chemotherapy but also highlighted particularly strong outcomes in historically poor-prognosis subgroups, including patients with PD-L1–negative tumors and those with squamous histology. Carbone also underscored the safety and tolerability of the regimen. Although dual immunotherapy carries higher toxicity than monotherapy, no new safety signals emerged at 6 years. Carbone also addressed the limitations of current biomarkers. Although PD-L1 remains the primary tool guiding immunotherapy decisions, it is an imperfect predictor. 

Why You Keep Self-Sabotaging (More Thinking Errors Explained)Self-sabotage doesn't just show up in habits — it shows up in how we think.In this episode of the Catholic Coaching Podcast, Matt and Erin continue their series on self-sabotage by unpacking more cognitive distortions — the thinking errors that quietly distort reality and keep old belief systems in place.These distortions feel true.They sound logical.They even feel protective.But they often:•Strain relationships•Create shame and resentment•Fuel anxiety and overwhelm•Reinforce limiting identity beliefs•Keep you stuck in self-sabotageIn this episode, we cover:•Mind reading & jumping to conclusions•Fortune telling•Magnification & minimization•Emotional reasoning (“I feel it, so it's true”)•Should statements•Labeling & mislabeling•Personalization & blameYou'll learn practical coaching tools like:•How to separate facts from interpretations•How to challenge “should” thinking•How to reclaim your locus of control•How to replace presumption with curiosity•How to dismantle identity-based labelsThis is the fourth episode in our Belief Series — and these tools are foundational for real growth.If you're tired of feeling stuck, overwhelmed, resentful, or constantly second-guessing yourself… this episode will help.Send a textSupport the show____________________ ► Make sure to SUBSCRIBE to the Metanoia Catholic YouTube Channel!► Find out your temperament: Take the Free Quiz► Get the Conversation Starter Guide (FREE) ► Take the Quiz: WHAT TYPE OF COACH ARE YOU?► GET THE DAILY SEVEN JOURNAL!This interactive journal will help you transform your life from the inside out by teaching you how to grow in gratitude, set healthy goals, and gain mastery over your thoughts.► JOIN THE ACADEMY!Your online resource of classes, tools, and community to ramp up your growth and really change your life. Learn from the Metanoia Catholic coaches in webinars, live coaching calls, Lectio Divina, and more with your monthly membership.____________________ ► SUBSCRIBE TO THE CATHOLIC COACHING PODCASTApple PodcastsSpotifyYouTube...

In this episode, we tackle the real reason many chiropractic practices struggle with referrals: silence. You may be delivering incredible results inside your clinic, but if those wins aren't being shared, your community never hears about them. Dr. Noel Lloyd calls the solution a “Testimony Factory.” The goal is simple: generate five testimonies per week, which can naturally lead to five new referrals per week. Instead of hoping for word-of-mouth, you systemize it. Here are the key strategies discussed: When a patient shares a win, interrupt the moment with this trigger statement: “I never tire of hearing how chiropractic helps people.” Then follow with two powerful questions: Whom have you told? Who else needs to hear this story? This shifts the interaction from passive gratitude to intentional referral activation. Make patient wins visible. Create a Victory Vibe Wall by writing patient wins on a small whiteboard, taking a quick photo, and framing it behind the front desk. For a more polished look, use Canva to remove the background and print uniform framed images to create an “art gallery” wall of testimonies. Visible proof builds authority and trust instantly. Use the CA Handoff Strategy. Walk the patient to the front desk and have them repeat their win to your CA. This energizes your staff and allows everyone in the waiting room to hear a live testimonial — turning checkout into a marketing event. Reinforce referral behavior with systems: Offer charity-based donations for Google reviews or referrals. Track patient goals on travel cards so you can intentionally “catch the win.” Send handwritten thank-you cards with a free adjustment to reward referrals. The bigger idea: you are not asking for praise. You are providing the public with a counter-narrative to the “aspirin deficiency” mindset. If people don't hear chiropractic testimonies, they won't walk into a chiropractic office. The miracles are happening every day. The question is — are you making them visible?

In this podcast, Greg Voisen sits down with world-renowned psychologist and author Dr. Elisha Goldstein to discuss his transformative book, Tiny Shifts. They dive into why even the most successful "high achievers" often feel stuck in an "overwhelm loop"—a state of chronic stress where productivity remains high, but internal peace is non-existent. Dr. Goldstein explains that while we obsess over physical hacks like diet and sleep, we often ignore the emotional health that holds everything together. Through vulnerable storytelling and clinical insight, he reveals how small, intentional emotional pivots can break the cycle of burnout and reconnect you to a life of genuine meaning.

A Prayer to Resist Pride by Rachael AdamsWhen we lay down our pride and embrace humility, we open the door for deeper relationships, greater service, and God’s favor in our lives.In today's episode, Rachael Adams shares a moment of offered help revealed how easily pride can keep us from receiving blessings God places in our path. Through the example of John the Baptist, we’re reminded that true greatness comes from pointing others to Jesus, not ourselves. Reference: Luke 18:14 Prayer: Lord, change the posture of my heart. Reinforce that my purpose is to point people to you. Forgive me for behaving pridefully. I know you oppose the proud and show favor to the humble. Help me to be content to let you take the higher place. May I accept help willingly and offer aid generously. In Jesus' name, amen. LINKS: Connect with Rachael Adams Order Everyday Prayers for Love Follow Everyday Prayers @MillionPrayingMoms Get today's devotion and prayer in written form to keep for future use! Support the ministry with your $5 monthly gift through Patreon. Discover more Christian podcasts at LifeAudio.com and inquire about advertising opportunities at LifeAudio.com/contact-us Discover more Christian podcasts at lifeaudio.com and inquire about advertising opportunities at lifeaudio.com/contact-us.

Guest: Joseph Sternberg. Sternberg warns that revelations linking Peter Mandelson to Epstein reinforce narratives of elitism, damaging Starmer's already unpopular Labour government among working-class voters.1859 CHARLES II

We are just weeks away from opening my new IMPACT-X Performance facility in San Diego, CA. And one of the most important things from the start is creating an amazing culture. We did it at Fitness Quest 10. And we'll do it again. In today's episode of the IMPACT SHOW podcast, I'm going ALL-IN on why culture is the ultimate performance advantage—and why it will always outperform strategy, systems, or talent alone. This isn't theory or buzzwords. This is real-time leadership straight from the trenches as we prepare to open IXP-San Diego from the ground up (literally!). I'm sharing exactly what it takes to build a world-class culture from Day One, the mistakes that leaders sometimes make that can quietly destroy an organization, and the non-negotiable standards that high-performing teams must live by every single day to build, grow, and sustain an iconic culture. If you're a leader, coach, gym owner, or business owner who wants stronger teams, deeper loyalty, and an even more long-lasting impact—this episode is for YOU. Here are just a few things you'll learn in Episode 463: Why culture always beats strategy (and determines whether plans live or die). The biggest leadership mistakes that can silently destroy culture. Why you don't get the culture you want—you get the culture you lead and tolerate Real examples from world-class brands like Ritz-Carlton, Nordstrom, Chick-fil-A, Disney, Amazon, and more… How to define and live out a clear brand promise. The IMPACT-X Performance Culture Standards, including these 5 credos: o Be the Light – bringing energy, belief, and encouragement into every interaction o People First, Always – seeing the person before the protocol o Own the Experience – if it happens in our building, it's our responsibility o Energy Is a Skill – we don't wait for it, we choose it o Excellence Is the Baseline – good is never good enough                                                      o Leave a Legacy – every interaction is a chance to change a life 3-critical culture rules every leader must enforce: Why one wrong hire with the wrong energy can undo years of great work…and how to prevent it through our proven hiring process. Why it is that two organizations that have the same strategy, the same talent, and even the same resources—one can thrive and excel…while the other slowly falls apart and dies. How culture compounds—for better or worse. Get it RIGHT from the start! Remember my friends, culture is not a mission statement hanging on a wall or a list of values buried on a website. It's not what you say when things are easy or when business is booming. Culture is revealed under pressure. It shows up in how your team treats each other when no one is watching, how they respond when things go wrong, and how your clients and members feel the moment they walk through the door—and the moment they leave. Culture doesn't improve just because time passes or systems change. It improves when leadership improves. You don't get the culture you hope for or wish for—you get the culture you lead, model, and tolerate every single day. So here's the challenge. Don't wait until energy drops, turnover rises, or cracks start to show before you address culture. Start now. Take a hard look at the standards you're enforcing, the behaviors you're allowing, and the energy you're bringing into every room you walk into. Have the conversations you've been avoiding. Reinforce the standards that matter most. And remember—culture starts with you.  If this episode spoke to you, share it with your team, talk about it in your next meeting, and commit to building a culture that's intentional, aligned, and world-class. Because when you lead culture the right way, everything else—performance, loyalty, and impact—follows.  Please do me a favor and do 1 (or all 3) of the following things: 1. Please forward this episode to a friend, colleague, or family member whom it might benefit. 2. If you have a newsletter or put out emails to your Community, please consider putting a link to this episode if it would serve them also. 3. Please screenshot this episode, share it to your IG stories or on your Facebook, and tag me: IG: @ToddDurkin FB: @ToddDurkinIXP @ImpactXSanDiego #WorldClassCulture #CultureIsKing To RECEIVE the latest updates, announcements, specials, and all the happenings around IMPACT-X Performance, you can opt-in at www.impactXsandiego.com.     JOBS AVAILABLE Now at IMPACT-X Performance (SAN DIEGO)!! (If you apply for any of the positions, please share in the Subject Line what role you are applying to): Personal Trainer/Coach Positions. While we are not opening until February 2026, we are currently accepting applications as we prepare to Build a World-Class Team of Trainers starting in January 2026. If you are trainer/S&C coach who is looking for a great opportunity to change lives in San Diego, CA, now is your opportunity to be part of our team. I will be personally leading this group of coaches who will serve in both personal training AND large-group training roles. More Details / Apply Now Here! Stretch Therapists. We will have our signature hands-on "IMPACT Stretch Flow" sessions complimenting our training & recovery services. If you are already certified in FST or other stretch therapy (or you're a coach who wants to learn hands-on manual stretching of our clients/members), APPLY TODAY Massage Therapists. Massage therapy has been part of my fitness offerings since Day 1 over 25-years ago. And it's only MORE important now. We WILL have incredible Massage Therapy available at IXP-San Diego and we are exciting to share the power of touch. APPLY TODAY Directors of First Impressions. We love our "Directors of First Impressions" as they play a crucial role in setting the culture and offering extreme positivity, encouragement, and support to our clients/members. If you feel you could be a great addition to our San Diego location, please apply. APPLY TODAY Visit this page to get all the information or to APPLY today… HERE!

This week on ShrinkChicks, Em and Jen are joined by Johanna Kulp, licensed therapist, speaker, and body image specialist, who helps individuals and families break free from diet culture and rebuild trust in their bodies. Johanna shares how her own eating disorder recovery shaped her work, and why so many of today's “wellness” trends still keep people stuck.They talk about raising kids in a world where diet messages are unavoidable, how to find balance without swinging to extremes, and what it actually takes to reconnect with your body through intuitive eating. Topics cover GLP-1s and body autonomy, accepting a postpartum body in “bounce-back” culture, and small daily practices that interrupt generational body shame; plus, how to handle relatives who comment on food or bodies around your kids. Johanna also shares her VIRR framework (Validate, Inquire, Refute, Reinforce) and calls BS on the idea that there's a “perfect” body or finish line to reach.Find Johanna @johannakulp.lcsw and make sure to get her book, Finding Peace with Your Body: A Body Image Guide for WomenTune in to gain insight, awareness, and action!⁠Get Matched With One of Our Therapists⁠ at The Therapy Group!⁠ShrinkChicks on Instagram⁠Our ⁠Know Yourself Grow Yourself Journal⁠!!Check out ShrinkChicks on YouTube by subscribing here! ⁠https://youtube.com/channel/UCrxuhDqoL4ML3UE8b2J2BBg⁠A special thank you to this week's sponsors for supporting ShrinkChicks! We have these exclusive offers for our listeners:AG1: Go to DRINKAG1.com/SHRINKCHICKS to get their best offer, and for a limited time only, get a FREE AG1 duffel bag and FREE AG1 Welcome Kit with your first subscription orderBobbie: If you want to feed with confidence too, head to hibobbie.com to find the formula trusted by parents and loved by their babiesQuince: Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠quince.com/shrinkchicks⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for free shipping and 365-day returns on your next orderGreenChef: Right now, go to GreenChef.com/shrinkchicksgraza and use code shrinkchicksgraza to get started with 50% off Green Chef + FREE Graza Olive Oil Set in your 2nd and 3rd boxesDavid Protein: David is offering our listeners a special deal: buy 4 cartons and get the 5th free when you go to davidprotein.com/SHRINKCHICKSOlive & June: Visit OliveandJune.com/SHRINKCHICKS for 20% off your first SystemPique Life: Secure 20% off your order and begin your intentional wellness journey today at Piquelife.com/shrinkchicksSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.