Podcast appearances and mentions of ross dress

Sun's out, funds out! TMNT collectors hoping to snag NECA'S SDCC exclusive get burned by extra charges. ROSS Dress for Less wears out its welcome with collectors by charging more than retail for toys we didn't want in the first place. Super7 repaints G.I. Joes in Tiger Force camo, but they still can't hide from the clearance aisle. Mattel is teaming up with OpenAI to bring Artificial Intelligence to kids' toys. Proving once and for all that no one at Mattel has seen Small Soldiers. Long Furby culture is being appropriated for mass consumption and I still can't buy a Room Guardian at Target. JAKKS helps Simpsons fans scratch that figure itch with new soft and squishy Itchy & Scratchy figures. Not that kind of ‘Squishy'. Email TheReluctantAdultPodcast@gmail.com Save and get Free Shipping on Entertainment Earth TikTok @TheReluctantAdultPodcast Instagram @TheReluctantAdultPodcast Twitter @Reluctant_Pod Facebook The Reluctant Adult Podcast YouTube The Reluctant Adult Podcast Paul's eBay Auctions  

On May 3rd, 2013, 23-year-old Amber Berbiglia never showed up for work. She was always on time, so her coworkers immediately knew something was wrong. They texted and called but received no reply. Around the same time Amber's coworkers were trying to reach her, two separate 911 calls came in. The first was from a caller who reported an abandoned vehicle. The second came from a group of kids who said they had seen a body near the same car. When detectives arrived, they found Amber dead. She had suffered severe trauma to her head, and at first, it was assumed she had been shot. But the autopsy told a different story—she had been beaten, and her arms showed signs that she had fought back. Now, more than a decade later, the person who did this to Amber still hasn't been caught—and her family and friends are still fighting for answers. 23-year-old Amber Berbiglia left her apartment on Golf Colony Lane in Little River, South Carolina, to run errands in the Myrtle Beach area. She first went to get a haircut in North Myrtle Beach before heading to Ross Dress for Less on Kings Road.  After returning items, she was then spotted at the Murphy's Gas Station on Kings Road at 2:00 p.m., before paying her cable bill roughly ten minutes later on Main Street, also known as Ocean Drive, in North Myrtle Beach. She was supposed to arrive at her job—Greg Norman's Australian Grill—by 4:00 p.m., but she never made it. Instead, two 911 calls came in reporting her car abandoned on Old Sanders Road under Robert Edge Parkway. Amber's body was discovered beaten, just feet from her car. Her cause of death was blunt force trauma with two skull fractures. There were no signs of robbery—her phone was within inches of her fingers, and her purse and cash were inside the car, untouched. Anyone with information is asked to call the Horry County Police Department at 843-915-8477. SOCIAL Instagram: https://www.instagram.com/detperspective/ Twitter: https://twitter.com/detperspective FIND DERRICK HERE Twitter: https://twitter.com/DerrickL Instagram: https://www.instagram.com/DerrickLevasseur Facebook: https://www.facebook.com/DerrickVLevasseur CRIME WEEKLY AND COFFEE Criminal Coffee Company: https://www.CriminalCoffeeCo.com Crime Weekly:  https://crimeweeklypodcast.com/shop ADS: 1. https://www.HungryRoot.com/Detective - Use code DETECTIVE for 40% off your first box AND get a free item in every box for life! 2. https://www.TryFum.com - Use code DETECTIVE for a FREE gift with your Journey Pack!

In this episode, I sit down with Heather, host of What's That Whisper, to talk about her evolution from working in retail to launching her own clothing line rooted in self-expression and positive affirmations.Together, we explore:Heather's early life—moving from Alaska to Washington at 17 and navigating family challengesHer journey in retail and sales—how working at Ross Dress for Less shaped her understanding of fashion and human behaviorThe leap into entrepreneurship—what inspired her to create a clothing brand with deeper meaningFashion as a tool for empowerment—how clothing and affirmations intersect to shift energy and confidenceBalancing business, family, and personal growth—the challenges and joys of building something from the ground upThe power of listening to your inner whispers—trusting intuition, embracing self-expression, and stepping into your true pathIf you're on a journey of self-discovery, building something meaningful, or simply curious about the deeper layers of fashion and mindset, this one's for you.Connect with Heather here: IG: https://www.instagram.com/whatsthatwhisper/Her website: https://www.whatsthatwhisper.com/ CONNECT WITH MAREN & START YOUR GLOW-UP TODAY!Book a Style Edit Session- a 90 minute deep-dive call with me where we go internally to look at what's keeping you stuck, held back, or just feeling blah about your life and your wardrobe, and curate an intensive style plan that feels authentic to YOU! Learn more HERE. Dress Like a Goddess in 90 Seconds - And I really mean it! Grab this free guide that is short, simple, but packs powerful, tangible results so you can start dressing like your REAL and most AUTHENTIC self every day! Grab it HERE. Connect with me online:Website: www.marenswenson.com Private Facebook group: Join HEREFacebook: https://www.facebook.com/profile.php?id=61558419637560Instagram: https://www.instagram.com/findwildserenity/Youtube: https://www.youtube.com/@findwildserenity

In This Episode: We read about a roommate getting itching powder put in his flashlight, an ex-girlfriend drops an old nickname and nearly ends a marriage, a woman gets accused of being a vampire after getting a message, and a listener tells us about their horror story of going to a Ross Dress for Less. And for this week's Circle Jerdge we asked the listeners who they would have casted as us once we get our inevitable Judgies Movie. Tell us what Celeb would play us!: https://forms.gle/VzqkvQc5Z5fdjKhJ7 Palestine Children's Relief Fund Donation Link: https://tiltify.com/@judgies-pod/judgies-for-free-palestine Want fun and cool stickers? www.aurorascreaturecorner.store Our Patreon is officially open, if you want to see extra content go check it out! https://www.patreon.com/JudgiesPod Send us mail! (Addressed However You'd Like) P.O. Box 58 Ottawa, IL 61350 Leave a Review! https://podcasts.apple.com/us/podcast/the-judgies/id1519741238 Follow us on Twitter: https://twitter.com/judgiespod Follow us on Instagram: https://instagram.com/judgiespod Intro Music by: Iván https://open.spotify.com/artist/5gB2VvyqfnOlNv37PHKRNJ?si=f6TIYrLITkG2NZXGLm_Y-Q&dl_branch=1 Story Links: Itching Powder https://www.reddit.com/r/confession/comments/1edc2db/i_put_itching_powder_in_my_room_mates_fleshlight/ Getting called Little Sausage https://www.reddit.com/r/AITAH/comments/1d27641/my_wife_is_threatening_to_leave_me_over_my_ex/ Accuse of being a Vampire https://www.reddit.com/r/amiwrong/comments/1cr4wzm/am_i_wrong_for_reporting_my_masseuse_after_she/ Time Stamp 0:00 Intro 1:38 Josh Movie review: White Chicks 5:48 Mail Time 8:51 r/confession: put itching powder in roommates flesh light 24:14 r/aitah: My wife is threating to leave me over my ex calling me my little sausage 31:30 CJ: Casting 1:06:06 Listener Sound 1:08:47 Listener Story: I sharted at a Ross Dress for Less 1:16:25 r/amiwrong: Reported my masseuse after she claimed I was vampire Learn more about your ad choices. Visit megaphone.fm/adchoices

We discuss meeting people where their voice is their job, navigating the Husker Apparel, the difference between TJ Maxx and Ross Dress for Less, we offer Will Compton some help in media relations, we revisit Producer Josh being aggregated, and debate Yellowstone.

This week Jessimae discusses security at Ross Dress for Less, missing the days when you'd hang out in a mall, the power of Auntie Anne's pretzels, and why we need to get back to simpler times. Email us: JessimaePelusoComedy@gmail.com Outro music "Breathe" by Tyler Labine , Adanac. CALL AND LEAVE US A VM TO BE PLAYED FOR THE POD: 513-916-0930 SUBMIT YOUR DR.P Qs: Every SUN on IG STORY: http://www.instagram.com/jessimaepelus Follow JESSIMAE: YT: https://found.ee/jessimae-youtube TOUR: https://found.ee/jessimaetour  FAN CLUB: https://found.ee/JessimaePeluso-Patreon  Learn more about your ad choices. Visit megaphone.fm/adchoices

On today's episode I give you a fantasy football update and I explain why Ross Dress for Less is one of the worst places to go, enjoy! --- Support this podcast: https://podcasters.spotify.com/pod/show/spill-the-tea2/support

The tranquil streets of Denver, traditionally far from the chaos of other American cities, are now witnessing a grim new normal. The Mile-High City, as it's fondly referred, has been thrown into the same whirlpool of rising retail theft that has been plaguing other major American cities. Residents describe the situation as a "free-for-all," as thieves blatantly stroll into stores, stuffing suitcases and bags with stolen merchandise and walking out unopposed. This audacity mirrors the same disregard for law and order seen in cities like San Francisco, Seattle, and Portland. Despite the menacing rise in retail theft, which costs Colorado retailers a staggering $1 billion a year, the perpetrators face virtually no consequences.Caught in the thick of this dangerous predicament are ordinary shoppers and small businesses that have to grapple with the fallout of these rising criminal activities. One Denver woman, in a moment of shock, captured a brazen theft incident on her cellphone during a recent visit to a Ross Dress for Less store on South Colorado Boulevard. She witnessed three people entering the store, grabbing suitcases and bags, and filling them with stolen items. She shared the shocking footage with CBS News Colorado, offering a stark glimpse into a reality that has become all too familiar.This wave of retail theft has not only triggered a cycle of fear among citizens but also prompted a rethinking of security strategies among retailers. To protect their merchandise and the safety of shoppers, some stores are resorting to putting items behind lock and glass or increasing their security presence. While these are temporary measures, a long-term solution to this growing problem is vital. It would require addressing the root causes of these thefts, such as rampant drug addiction and weak law enforcement policies, which seem to have made the thieves bold and fearless.#DenverRetailTheft #CostOfCrime #PolicyReformSupport the show

Two shoplifters targeted a Ross Dress for Less in Springfield, Missouri. Part of their brilliant plan was using two getaway vehicles. That would backfire when the two crashed into each other trying to make a hasty getaway.See omnystudio.com/listener for privacy information.

Candles are always popular this time of year.... and the pickle company Vlasic got in on the business.... and they are now selling scented candle that smells like DILL PICKLES. It also looks exactly like one of their jars. So you can't even tell it's a candle unless you look closely...Two shoplifters stole stuff from the shopping mall, one stealing from a Ross Dress for Less, and the other stealing from a Best Busy store in Missouri on Saturday, the two suspects fled in two different cars. But in their rush to get away, they crashed into each other at a nearby intersection. Both got arrested.

Hello Washington County! This week, we're talking to West Bend's City Administrator Jay Shambeau about some of the great developments in West Bend. In this episode, Jay joins me to talk about the Downtown West Bend Main Street renovation, the west side of the Riverwalk, and Christmas decorations. We also talk about what is going in to the old Boston Store building: Old Navy, Dunhams, and Ross Dress for Less. And what is going in the old ShopKo building: Five Below, HomeGoods, Big Lots, and Sierra. Plus there some great new development in TID 16 (the old concrete plant). Economic Development in West BendWest Bend broadens redevelopment plan for industrial land near downtownIf you like the show, please consider subscribing at Apple Podcasts, Spotify, or Google Podcasts. New episodes every Monday at midnight. Thanks for listening!https://fifteenwithfuzz.com/This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacyChartable - https://chartable.com/privacy

This week on the podcast, the guys tackle the classic (?) 80's movie that is C.H.U.D. We dive all the way into that, but not without first discussing the abundance of Ross Dress for Less's on Oahu, pop punk, and gimmicky 90's board games. Grab some beers and join the fun! All of our Patreon proceeds continue to go to Planned Parenthood to support the bodily autonomy of women and other persons who can get pregnant. You can find our Patreon at patreon.com/atozhorror And as always, continue to support Black Lives Matter and fight against the systemic racial injustice in this country. A list of ways to help can be found here: blacklivesmatters.carrd.co/ a-zhorror.com/ Follow on Twitter: twitter.com/AtoZHorror Email us: atozhorror@gmail.com Hangout on facebook: facebook.com/atozhorror/ Find us on Instagram @a_zhorror Music by: Superbare: @superbare

Bo Snerdley sounds off on the Jose Alba case, congressional unionization, liberal meowing, and much more! Learn more about your ad choices. Visit megaphone.fm/adchoices

Bo Snerdley sounds off on the Jose Alba case, congressional unionization, liberal meowing, and much more! Learn more about your ad choices. Visit megaphone.fm/adchoices

How do rising inflation costs impact consumer activity? "U.S. retail sales fell 0.3% in May, relative to April. In numerous facets of the retail sector, consumers are now trading down — meaning that they're looking for cheaper alternatives to the products and services they typically buy. Among the brands mentioned in the report are McDonald's, Chipotle, Target, H-E-B, Walmart Neighborhood Market, Ross Dress for Less, Citi Trends, Five Below, and Dollar General," says Ethan Chernofsky.

A wife's wish for a good bagel quickly spiraled into a new business and career for a couple who had spent much of their working life in retail. Jeff and Danielle Perera are the owners of Jeff's Bagel Run. In 2019, Jeff Parera found himself out of work. His wife, Danielle Parera, had been a stay-at-home mom for a few years at this point and had been planning to rejoin the workforce, allowing Jeff Parera to take over the stay-at-home parenting duties. “We were both home — we had that overlap and neither of us were working,” Jeff Parera said. “And we were driving to Winter Park, 45 minutes to get bagels. And (I said) ‘This is silly — Like, there's no bagel shop on our side of town.' So she said ‘Why don't you make me one?'” Danielle Parera said she wanted her husband to have something to do so that he wouldn't get depressed after being laid off. “I wanted to make sure that he just maintained a good sense of worth,” she said. “I also, truthfully, did not think it would last. I thought it would be something that he would try, he'd be like ‘Whatever, didn't work out,' and go play golf.” But, Jeff Parera found a passion in trying to perfect his bagel baking skills. “I just started making different batches with slightly altered ingredients and Danielle would come home and say, ‘This is horrible. This is better. This needs more salt,' and I would take (her) feedback, and I would make slight adjustments,” he said. “And I mean, you should have seen the counters. It was like just glass and plastic and metal bowls full of different doughs with all the ingredients written on the paper on top.” Eventually, Jeff Perera hit on the right recipe. “I handed it to her like pretty fresh from the oven and she bit into it and her eyes rolled back in her head,” he said. Within a few months of perfecting his bagel recipe, Jeff Perera was looking into selling his boiled and baked rings online. The bagel sales saw some early success, but once the pandemic hit, the pair started looking at the business in a different way. “It was March of 2020 and it was actually our anniversary,” Jeff Perera said. “We went out to dinner and she was working at Ross Dress for Less and they had a big meeting planned — like this huge conference in Vegas where thousands of people, tens of thousands of people were going to come from all over the country to come to this meeting. And she gets text messages. They just start coming in her phone doesn't stop going off while we're at dinner. That conference had been canceled. Like something big is happening don't know anything — but yeah, obviously the beginning of March was starting to get scary. Danielle immediately goes, ‘We need to stock up on bagel supplies.'” The couple started selling more bagels through their social media page and were quickly overwhelmed by the amount of business they were receiving. “We'd get, you know, 200 to 300 messages all at the same time (asking for bagels),” Jeff Perera said. Eventually, the couple settled on moving forward with the business, opening their first brick-and-mortar shop in Ocoee. Now, only about a year later, the couple are planning to open their second location in Orlando. In the latest episode of Florida Foodie, the Pereras talk about how they got the opportunity to set up shop in Orlando's College Park neighborhood. They also share how some of their diehard customers braved flash flooding for their bagels. Please follow our Florida Foodie hosts on social media. You can find Candace Campos on Twitter and Facebook. Lisa Bell is also on Facebook and Twitter and you can check out her children's book, “Norman the Watchful Gnome.” Learn more about your ad choices. Visit megaphone.fm/adchoices

Oh hi today we are discussing Buckethead's Pikes 247-249 (Rivers in the Seas, Awake in Sleepwakefulness, and The Moss Lands) Fuck everybody involved in striking down/not codifying Roe v Wade, a Sans Sadler week, turning off comments on instagram due to CHUDs, The Met Gala (Lenny Kravitz is a big titty goth bf), the stamp campaign for ProtoGoth Edward Gorey, Papa John has begun making memes, Metal Archives - Real or Fake?, Buckethead's great journey inward, Roots, the best root vegetables, Spenser counts the sound guy as part of the band, buying socks and seasonings at Ross Dress for Less, Britain has been dead for two years now after eating the silica packet in some turkey pepperoni, Dr. Jerksoff and Mr. Hydeswhilehejerksoff, if there is a weasel god there must be a weasel Ricky Gervais, Geddy Lee's genetic talent, haterbating, pinpointing when Jordan Vine first listened to Buckethead, LARPing about getting laid on the internet, The Outlaws, Christopher Walken, Sweet Potatoes, direct action like protesting is cool, Barack Obama dropped the ball on abortion, and some epic ralph battles in history. Support the show

Alex Jaffe, Tim Rogers and Brandon Sheffield continue the celebration of Patron-submitted questions, upending the dirtbag for even more “What is the ____ of video games?” Questions this week: Dirtbag Sailor Silica asks: What is the squeezing through a gap while the next area loads for previous eras of video games? (03:02) Dirtbag Dilson asks: What is the video game equivalent of a sommelier? (04:27) Dirtbag Walt asks: What is the The Adventures of Buckaroo Bonzai Across the 8th Dimension of video games? (05:08) Dirtbag MoxBagel asks: What is the This restaurant packaged the salt and pepper packets in a bag with the napkins and now the napkin is all peppery and unpleasant to use of video games? (08:35) Dirtbag Kory asks: What is the OK Computer of video games, and what is the Kid A of video games? (12:13) A Dirtbag We Don't Have the Name Of asks: What are the farm-to-table restaurant and microwave dinner of video games? (14:39) Dirtbag UG asks: What is the Joe Pera Talks with You of video games? (19:15) Dirtbag Roman asks: What is the 1989 Velvet Revolution of video games? (22:02) Dirtbag Chopemon asks: What is the Chinese food buffet of video games? (24:07) Dirtbag Dusty asks: What is the DMC DeLorean of video games? (26:29) Dirtbag TapeVulture asks: What is the British accent of video games? (29:39) Dirtbag Chopemon asks: What is the hanging up of holiday decorations of video games? (34:43) Dirtbag Marshall asks: What is Ross Dress for Less of video games, and what is the TJ Maxx of video games? (34:43) Dirtbag A Dry Cleaner for Dogs asks: What is the hoop trundling of video games? (40:42) A Dirtbag We Don't Have the Name Of asks: What is the James Joyce's Ulysses of video games, and what is the Alfred Lord Tennyson's Ulysses of video games? (42:55) LIGHTNING ROUND: The Gaagaagiins Six (46:00) Recommendations and Outro (54:05) Discuss this episode in the forums, please! You'll be glad you did! A SMALL SELECTION OF THINGS REFERENCED: Bedouin Sheep dog Yorkshire Terrier Chihuahua Beverly Hills Chihuahua (2008) Galaxian Ridge Racer Mass Effect Sommelier DS Nintendo 3DS Guide: Louvre The Adventures of Buckaroo Bonzai Across the 8th Dimension (1984) Ed Harris (not in Buckaroo Bonazi) Jeff Goldblum (is in Buckaroo Bonzai) Knightriders (1981) Breakin' (1984) Breakin' 2: Electric Boogaloo (1984) Destroy All Humans! Leisure Suit Larry 5: Passionate Patti Does a Little Undercover Work Final Fantasy VII Leonard Part 6 (1987) Remo Williams: The Adventure Begins (1985) Kinect Seinfeld Curb Your Enthusiasm Joycon drift OK Computer Kid A Braid Rez Katamari Damacy Atari Jaguar Kid Acarus FarmVille Diner Dash FarmVille 2 VIDEOBALL Butt Sniffin Pugs Where in North Dakota is Carmen Sandiego? Line Wobbler Harvest Moon / Story of Seasons series Dragon Quest Builders series Joe Pera Talks with You Michigan: Report from Hell Animal Crossing series Velvet Revolution Yakuza: Kiwami 2 Cyber Troopers Virtual On Fighters Megamix Fighting Vipers DMC DeLorean The Guy Who Wrote The Ready Player One Back to the Future (1985) E.T. The Extra-Terrestrial Far Cry 3: Blood Dragon Double Dragon Neon The Simpsons Teenage Mutant Ninja Turtles WipEout Octopath Traveler Fatal Frame Animal Crossing: Happy Home Designer Final Fantasy VI Ross Dress for Less TJ Maxx Marshalls Far Cry 6 Target Meijer ToeJam & Earl: Back in the Groove! Hoop trundling A Hard Day's Night (1964) Irritating Stick James Joyce's Ulysses Alfred Lord Tennyson's Ulysses Super Mario Odyssey Recommendations: Tim: Listen to some more podcasts, subscribe to patreon.com/insertcredit Brandon: Cellular shades Jaffe: Stop playing gacha games, read more comics Hosted by Alex Jaffe, with Tim Rogers and Brandon Sheffield. Edited by Esper Quinn. Original Music by Kurt Feldman.

During this special Holiday installment About Dell Time and Ryan Humor talk about Christmas plans, campfires w/ the homeless, Ross Dress for Less, parents taking away your toys for fun, Christmas movies and the Toeless Dr. Gus-Roy. Merry Christmas ya Filthy Animalss --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Name: Joseph AristoneCurrent title: Executive Vice President and Head of LeasingCurrent organisation: PREITJoe Aristone is the Executive Vice President and Head of Leasing for Pennsylvania Real Estate Investment Trust, where he has worked since 1994. Joe is responsible for overseeing the Leasing function for the Company's portfolio of 24 malls, accounting for approximately $218 million in net operating income. In this capacity, Joe manages a staff of 22 including 4 Regional VPs and 14 Leasing Representatives. Joe is responsible for establishing the vision and executing on the strategic direction for each mall including, tenant merchant mix and financial deliverables.Prior to assuming this role, Joe was the VP of Big Box and Outparcel Leasing where he completed in excess of 2 million square feet of transactions with national tenants including: Kohl's, PetSmart, Best Buy, Bed Bath & Beyond, Dick's Sporting Goods, Ross Dress for Less, Marshall's, Eastern Mountain Sports, Barnes & Noble, Staples, Olive Garden, PF Chang's, California Pizza Kitchen and Capital Grille.Joe led the Leasing Integration Team during a major merger of two multi-billion dollar publicly traded companies which resulted in the creation of the Pennsylvania Real Estate Investment Trust.Joe also has an extensive background in Office Leasing and has previously been involved with the landlord representation of multiple office buildings throughout the Philadelphia market including: Mellon Bank Center, 210 Washington Square, 400 Market Street, One Penn Center, and The Bellevue, where he executed several hundred thousand square feet of transactions.Joe has been involved in a number of civic oriented activities and served as Chairman of The Board of Oaks Integrated Care, a non-profit with an annual budget of $100 million dollars providing behavioral health services to adults, children & families.  Joe also served as a founding member of the Board of Directors for the Old City Special Services District and served on the Board of Directors for Leadership, Inc., one of the preeminent non-profit leadership development organizations in the Philadelphia region, from 2004-2010.He has also been an active volunteer for a number of business advocacy groups including serving as a Vice Chair for the Greater Philadelphia Chamber of Commerce's membership drive.Joe also was appointed by and served on Moorestown Town Council Economic Development Advisory Council for Moorestown, New Jersey, Board of Trustees for Moorestown Education Foundation (an affiliate of the Moorestown Board of Education). Joe is also on the Editorial Advisory Board for SJ Magazine.Joe is a graduate of Dickinson College in Carlisle, PA.

David Fradin, is the one and only World Renowned Product Management Guru President Spice Catalyst Author:: Building Insanely Great Products on Amazon Building and Consultant on Product Success Pilot Club Trainer, Built Apple 3 Computer and first ever hard drive HP's Dave Packard's PR Man WATCH ON YOUTUBE University of Michigan, Bachelor of Science, and an MBA, Graduate School of Business David Fradin has experience in building successful products since 1969, at organizations including at HP as well as Apple, where he was at the same management level as Steve Jobs. David also heads a professional development company specializing in building insanely great products, product management, product marketing and has trained thousands of managers throughout the world based on his experience at Hewlett-Packard, Apple and across 75 products and services and eleven startups. He is the author of these books: The first of seven students in new program supported by the National Science Foundation to develop technically trained managers. Courses in interviewing, surveying, polling, journalism, interpersonal and interorganizational behavior, writing and presenting for business, economics and business management provided the foundations of being a product leader, product manager and product marketing manager. • Hard disk drive for a personal computer (Apple) • Apple /// Business Unit Manager • Electronic manufacturing documentation revision, control and shop floor delivery system (DocuGraphix) • Desktop video editing system (Digital F/X and AVID) • Computer and web-based training (Agilent, DBM, HP, Symantec, Ross Dress for Less and Unisys) • Web-based employee satisfaction surveys: (Cisco, Oracle, Applied Materials) • Cellphone advertising (MauiGames) As the former Associate Director of Personal Computer Industry Service at Dataquest, one of his core competencies is primary and secondary market research. Some of his most recent clients have been the Botswana Telecommunications Company, Capital One Bank, Cisco, Cognizant, Diebold, GameStop, Infosys, Kaiser, Mobile Iron, Meru Networks, Pitney Bowes, the Country of Singapore and You Send It.

A new restaurant and retailer have opened at Willow Law Shopping Center in Henrico’s Near West End. IHOP, a pancake house that specializes in breakfast foods, opened March 5 in a 4,094 square-foot space between Alpha Comics and European Wax. The restaurant hired 60 employees to staff the space, which seats 150 customers inside and 32 outside. Additionally, arts and crafts store Michaels opened Feb. 27. It is located in a 17,477 square-foot space near Gold’s Gym and Ross Dress for Less. The two new spaces join other recent additions at Willow Lawn, including CAVA, which opened in January, and...Article LinkSupport the show (http://henricocitizen.com/contribute)

Bill got some homemade gnocchi and we talked about potatoes. We get a pants update from Mary. Ice Cream Truck of the Week: Getting rid of old clothes and running into people you know. We recap the Superbowl, talk about commercials, and Bruce Springsteen vs. Larry the Cable Guy. We expand the Oh Word segment to quotes from books. Memories from Ross Dress for Less. Mary has a story about running into Sherrie, cat cremation, and expired food. Kelley wants to talk about Bob Newhart some more. Recipes from first graders! Kelley’s Hint List! Wash your clothes pins; make tin cans into planters; how to remove cod liver oil. Umpire Pants Out.

“The question is going to be how police departments carry out these reforms. Corporations and businesses can offer a lot of unique expertise to help the policing profession with the how. We can take what corporations are doing well right now...and transfer these skills from the business world to the policing world.”- Florence ChungFlorence Chung, chief engagement officer of The Hetty Groups, speaks with LRN’s Ben DiPietro about her work to encourage dialogue between police departments, companies, and communities.She talks about the seven root causes of police misconduct, why good police remain loyal to those who break the rules, and what companies can teach police about management to help them bring about the necessary changes to their cultures and policies.Florence Chung is the chief engagement officer of The Hetty Group, a community engagement strategy firm. She has 20 years of experience at the intersection of law enforcement and the community, and has created multiple cross-sector partnership and engagement initiatives for organizations, including Fortune 500 companies such as Amazon, Ross Dress for Less, and Target.She has launched three new police foundations in partnership with business leaders and police departments to create platforms for community engagement in public safety. This work led her to create Police Foundation Partners, a Hetty Group initiative that provides support and resources to a national network of police foundations to help them become the most effective bridge between communities and police for enhanced public safety.She’s served on the board of directors of the Los Angeles Police Foundation, New York City Police Foundation, Los Angeles Regional Crime Stoppers and the University of Southern California’s Asian American Alumni Association. She holds a bachelor’s degree in psychology and education from the University of California, Los Angeles, and a master’s degree in social work from the University of Southern California. What You’ll Learn on This Episode: [1:55] What has her career path looked like and how has she found herself at The Hetty Groups? [3:45] What are the seven root causes that effect policing and how do they frame the debate over police in the U.S.? [7:50] If there are so many good police officers, why do they remain silent when it only serves to put them at risk more? [10:36] How does current police culture halt reform and what actions can police departments take to enforce reform? [12:22] How does having access to military equipment exacerbate the problems with police culture? [14:30] Can the Camden, N.J. police reform be used as a model for police reform across the U.S.? [17:24] What role can businesses and institutions play in joining the dialogue that’s going to be needed to create change? [20:16] What are some skills companies can share with police departments? [23:48] How did a conversation with Millennials and Gen Z unfold, and how does she view the voice of youth in this dialogue? Find this episode of Principled on Apple Podcasts, Google Podcasts, Stitcher, Sound Cloud, Podyssey, or anywhere you listen to podcasts.

Man accused of stealing garage doors to install on other homes, Epic obituary request from 'Uncle Bucky', Retail madness: Brawl at Ross Dress for Less and Paint fight outside a Home Depot

Coronavirus and Commercial Real Estate is a bi-weekly look at commercial real estate news and trends.  May 8, 2020 Episode:  Coronavirus related lawsuits grow in numbers across America between all parties.  Today discuss a Miami landlord that sued Ross Dress for Less for payment of rent, and tenants suing Lloyds of London for denying business interruption insurance.  We review Nationwide and other corporations that are transitioning permanently to a work from home strategy, the massive slowdown of leasing activity for April, and we end by reviewing the top leases and sales signed in South Florida in the first quarter of 2020.  We track commercial real estate so you can focus on your business and respond to the trends and challenges of today's times. Blue Box Real Estate provides commercial real estate services in South Florida for landlords, tenants and property investors.  Find us at www.blueboxre.com.  Coronavirus and Commercial Real Estate can also be heard through the Don't Sign the Lease Podcast.  Find the podcast wherever podcast are heard or visit www.dontsignthelease.com.

Zach sits down with Alicia Wade, a results-driven leader who works as a district manager at Banana Republic, to speak about black female leadership. Alicia shares her career journey with us and offers some advice for young black and brown women entering the professional space. She and Zach also discuss the concept of proactive feedback and how to effectively solicit it at work.Alicia is the CEO of The HR Source - check it out!Connect with Alicia on LinkedIn and Twitter!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. Now, listen, you know what we do. We come to y'all and we bring to y'all, you know, some type of, you know, fire for your head top, right? We have some type of creative, executive leader, public servant, you know, public speaker, educator, entrepreneur, artist. You know, we have somebody, typically of the, you know, melanated variety, but sometimes not. Sometimes we've got some Winter Soldiers, or some Buckys, if you will. Some aspirational allies. But we're having real conversations that center black and brown experiences, and today is no different. Today we have the Alicia Wade. [air horns sfx] Now, listen here, for those who don't know, Alicia Wade actually was one of my first bosses. I'ma say bosses 'cause she is a boss, but she was one of the first people at my first job, when I worked at Target, that was in a leadership position that I had ever seen a black person in a leadership position--actually, the first time I had ever seen a black woman in a leadership position. But I don't want to go ahead and take away from her thunder, so I'ma go ahead and introduce her right now. Alicia, welcome to the show. How are you doing?Alicia: I am amazing. How are you doing today?Zach: I'm doing really, really well. Now, look, I gave a very, like, non-intro intro for you, so why don't you go ahead and tell us a little bit about yourself?Alicia: Okay. Where do you want me to start? 1980? [laughs]Zach: You know what? 1980 would not be that bad. Was it the day time or was it late at night?Alicia: It was the morning in the spring.Zach: Okay, okay.Alicia: Yes, for sure. [laughs] But no, I was--you know, I started--you know, to your point around starting as a boss, I really wasn't always a boss. Maybe bossy, but for sure. You know, I--kind of just giving a background of education and then really where I started my career, but, you know, I went to the University of Oklahoma, so I have to shout that out because, you know, the amazing Boomer Sooner, and I actually did--Zach: Okay, okay.Alicia: Yeah, my undergrad degree there, political science, communication, and then went straight to grad school. So for me I share that background because I just really, you know, was one of those black girls that had a list. I knew what I was gonna be. If you asked me when I was growing up, I just knew I was gonna be a lawyer, and then all that changed when I went to school and I was like, "I don't really wanna go to school for, like, three more years and, like, read and do all of that." So I went to grad school at Baldwin-Wallace. It's actually a university now. It was a college then. It is in Berea, Ohio. Do you know where Berea is?Zach: No, where is that?Alicia: So it is actually, you know, the campgrounds for the Cleveland Browns. So it is right outside of Cleveland in Ohio.Zach: Oh, okay, okay.Alicia: Yes, so if you fly into Cleveland, you're technically in Berea. So I was there, I did my MBA there, and I think through that journey I really realized that I had just a knack for wanting to be on teams, obviously being a student athlete and an athlete my whole life. I think that's really where I kind of moved into HR. So starting to your point around being one of your first bosses, I actually started with Target in their training program and did several roles there. So I had an opportunity to be at the store level, district and regional level in HR, and then actually--I was actually there for about 9 years and then moved onto Ross Dress for Less in an HR capacity and did that and then moved over to operations and did that for probably--well, how long when I was in operations there? For two years. So the total time I was there for 5 years, if you're following, and then now--Zach: I am.Alicia: Yeah. And then now currently I'm actually with Gap, Inc., with the Banana Republic division ["ow" sfx] as a district manager. So yeah, that's kind of where I am now.Zach: So that's incredible, and it's interesting. So today we're really talking about black female leadership, right? So you talked about this path that you went on, and then there were points in time where you kind of had to pivot, right? 'Cause you had this very clear plan. Can we talk about, like, what was the cause--what was the cause, like, for you to say, "Look, I don't want to do this particularly." 'Cause you said that you were drawn to being on teams, but, you know, you can be a team and still be a lawyer. So, like, what was the moment that made you say, "You know what? I need to do something different."?Alicia: Well, you know what? I think what I realized in being on teams is that, you know, kind of--I mean, I probably wouldn't say I had the words for it then or the language or even had done the discovery for my own, like, strength and [?] of what that really was, but I did realize that I was really good at making other people better. So to your point, being a track athlete. It could be, like, individual, right? You could do your thing and then also [?] relays, but I felt like at that point I did know that I was really good around motivating other people and that I had an energy that other people fed off of, and I don't know if that was necessarily--would have been [conveyed?] for me. Some people would have through a book or through research. So I just felt like, you know, that leadership role, I was always pushed in those roles. So, like, even when I was at OU, I was a black student president. I was in leadership roles through my sorority, Alpha Kappa Alpha. If you have sound effects, it would be a good time to add that right there.Zach: You want, like, a skee-wee or something? I don't have anything like that. Aren't y'all--wait, y'all be suing people. I'm not messing with you on this. [both laugh]Alicia: It could just be an amazing, like, "Alpha! Kappa! Alpha!" So anyway--[both laugh]--you heard that? Like, that little echo? It was amazing.Zach: I did.Alicia: Yes, and you had a picture in your mind of it being magnified, right? [Zach laughing] But we digress. So, you know, through those experiences in college, I think that's where that discovery came for me.Zach: Okay. Okay, cool. No, no, no. Listen, I'ma tell you something, 'cause y'all do be suing people, 'cause I saw somebody was making a joke--somebody made a joke about Kamala Harris and they put that AKA symbol on there, and it was on Twitter, and all the reactions on Twitter was [Law and Order sfx]. I said, "Wait a second. Relax, everybody." [Alicia laughing]Alicia: Well, you know what? Well, at least that sound effects knows--I think all of us through our childhood know that something epic was about to happen. So at the very least it's like, "Wait a minute," and we got their attention, right? And we're compliant. We're compliant, so we're good.Zach: [ow sfx, laughing] All right, so let's talk about this, because you're--when you talk about the roles that you've had and kind of going through the leader--you went through a training program, right? So you went through, like, an actual development program when you started at Target. Can we talk a little bit about what are some of the core things you learned through that program and what are some pieces that you feel like you picked up through that program that you wouldn't have otherwise?Alicia: Oh, my gosh. You know, it was so interesting. I talked--it's funny, you know, looking at what you do now, right, and where I am, and how that all started there, right? And I see that a lot. So I talk to a lot of peers that are in so many different capacities now in their career, and we all talk about the commonality with this, right? So I think for me--the good part is when you work for a company that has very structured development, or I should say an expectation that a supervisor shows up a certain way. Even if somebody doesn't have the capability or even the want to do it, it happens. So with that being said, I didn't always have supervisors that were able to show up in that way for me, but I would say the biggest thing I've learned, and it's a life lesson, is how I manage my expectations of other people, right? And I share that because I hear that a lot, especially as I even mentor, you know, younger, to your point, black and brown people today. If they're entering to the workforce and they have this expectation because of someone's title or their age or, you know, maybe their past experiences, and when they don't get that they are very discouraged. So that was a big lesson for me because I just came in and--you know, being from Houston, I think, you know, when you think about, like, a Southern culture, you really, you know, have a lot of respect, you know, for people. So I was like, "Yes, ma'am," "No, sir," and then when I realized people didn't show up very professional in some cases, I had to--to your point through this program--really position myself to not let that be a distraction, and I share that background because I think one of the biggest things that I had to learn, particularly around communication, is I showed up very rigid in a lot of those environments, whether it was, you know, day-to-day, whether it was in a mixer or things--and there was a lot of promotional opportunities that passed me because people just didn't know who I was, you know? It was just kind of like--you know, it was--I showed up in the workplace thinking, "You just don't share those kind of things," right? Like, they don't need to know what I do at home. And people wanted to, and it was important. So it's interesting, even as you do the intro today to say I was the first person that you saw, right? A person of color that related to you. That was a journey for me to get there, to realize that, and that was a big learning. And even today, you know? Like, obviously with Coco, you know, in the tennis championships now and seeing her and all this conversation about how animated she is, and, you know, just--it's so raw. Like, that is kind of how I showed up, you know what I mean? And being an athlete, being an aggressive, being this--and that didn't always translate into positive for me. [laughs]Zach: No, no, I hear you. But this is the thing about that though, right? I think that we've also been--so I'ma speak for myself, and I've also seen, like, my peers, is black folks, you know, it's--there's a certain level of guardedness that we're taught to have just because, like, you know, "Look, there's only a few of us. Don't mess anything up. Don't put yourself out there too far." And I also think culturally we just have this thing around, like, sharing our personal business in ways that, like--there are things we just don't talk about at work, you know what I'm saying? And so there's this--but to your point though, there's this challenge of, like, "Okay, well, what's the line? How vulnerable can you make yourself?" Because people aren't gonna want to promote or work with somebody that they don't know. Like, most people anyway. I don't--I don't care. Listen, I just want to do the job. It's fine. But I'm learning, and I've learned, that, you know, people just feel more comfortable if they know you a little bit. And so my question is how did you create that cocktail for yourself? Like, how did you come into--you know, what is it that I really want to share? What will I still kind of hold back? Like, how did you kind of give yourself permission to be a bit more vulnerable at your job?Alicia: Yeah, for sure. So I can think of a couple of things. So I can think of an experience where I was actually interviewing, and I was pregnant at the time, and we were doing, like, a Skype, like, interview, because, you know, the actual people that were doing the mock interviews were in other locations, and it was an African-American female. She was in a supervisor position. And we're going through, and I'm thinking--and I share this story often--like, you know, I'm prepared. I've got all my notes. And the message I was trying to convey was someone who was reliable, right, and qualified. So I had all of that to the--you know, bringing that to the table, and I just remember her, like, cutting me off mid-sentence. Like, ugh. Who are you? I'm not feeling you right now, and you need to get it together. And, like, inside--you know, like, we all--we've done so much, particularly as African-American females, to pull it all together and present this package, and when someone is unraveling that it's like, "Wait a minute," right? And that's what happened in that moment for me. But to your point around creating that cocktail, that, like, having her say it's okay and seeing her show up as herself and still be professional, you know, and great at her job, like it wasn't this caricature, right? She was herself. She was professional. She was someone I looked up to, and she was still herself. She didn't become anybody else. It helped give me that courage. But I think for me, like, the steps towards that was me finding things that I was okay to share, right? Like, so to kind of, like, put a little, like, pinky toe in the water. So it's like, "Okay, I like to work out," you know? "So let me talk about that, and then maybe I'll build a connection," and then I just continued to build upon that, about things that, you know, I feel comfortable with, but then I think I learned in that is that that's what motivates people. And then I thought about--I made it personal. Like, I want to know what's important to my boss, right? Like, I want to know them as a person, and then when I started to meet with people and I started to, you know, move up in my career in multi-unit positions and interacted, to your point, at so many different levels with people, I was able to meet people at their level and then also connect at that level.Zach: So then what advice would you have, right, for the young black woman, young brown woman, coming into the professional space who does have it all together? 'Cause you're absolutely right, like, there is--and I believe this translates to black men as well. Like, you know, we try to come with, like, "Look, I got this, I got this. I'm tight. Like, I've got all of these different things. If they ask me this, I'ma say that. If they ask me this, I'ma say that." When you don't have someone who is gonna kind of give you the assurance that it's okay to be yourself and who isn't maybe, you know, guiding you along, what advice would you give to someone who is trying to break out of their shell a little bit?Alicia: Yeah. You know what? I would share--I guess this is where, like, the academic in me comes out, because I also teach at the University of Houston. So it's a great opportunity [ow sfx] as an adjunct professor--aye, let's go. I [?] from OU to our great Cougars here. Zach: To UH. Uh.Alicia: Yes, there we go. H-Town in the house. [both laugh] But one of the things that I share there with the students all of the time is around, like, the dialogue, right? And you have internal dialogue in yourself that you're having, and you can get distracted about maybe, you know, cues that you're not getting from people, right? So even in this conversation, there's things that you're doing that are affirming me that we're on track, right? And vice versa, and sometimes we don't get that, not because we're wrong--it's because you may be the first person that this, you know, particular person has interacted with like you, if that makes sense, right? So just because you may be sharing, right, about whatever that may be that's very personal or maybe you think is cultural and they're looking at you a certain way, that doesn't mean that that's wrong, right? Or that you shouldn't share it. It just may be a new experience, and you can't let those external things go along. Then it starts to spiral and you're not showing up as your authentic self. So I think you have to get to a place where "Hey, this is who I am," you know? And continue to show up that way, because any time I feel like you're--you feel like you are a fraud or you are trying to act like other people, you're never gonna come across as someone that other people want to be around anyway - in my opinion. So that would be my advice.Zach: No, you're absolutely right. Now, you know, you talked a little bit about your sorority, but, you know, everybody, Alicia, is not blessed to don the pink and green and wear the pearls and toss the [?] hair, right? Everybody don't have a community that they come into. So for the folks that are kind of doing [?], what does it look like--what would you suggest that they do to kind of build those networks in those kind of, like, trusted spaces?Alicia: Absolutely, and I think that is definitely something along the journey that I had to learn, even though I was in those environments, because no one in my family really has worked--like, most of--particularly the women are in education, right, and I was kind of brought up that if you weren't a teacher or a nurse, what do you do? Right? So I totally can relate to someone who maybe is not even able to go home or, especially as a new professional, being able to talk to your parents about your experiences, but I would say you have to be very intentional around finding--and not necessarily somebody that looks like you, but maybe they are--whether it's a position or they have the characteristics that you want to possess, that could be a star for you. I think the other piece is maybe somebody that's maybe struggling in the same area as you are, right? So let's say you see someone that is in a position that you want to be in, and let's say communication is your opportunity--it's, like, you're not necessarily the most articulate person, right, but you aspire to do, but you see that person is maybe in a certain role, connecting with them to ask, like, how did they work around that, right? And maybe you don't feel comfortable going straight to them. Maybe you're in an environment that that's not appropriate and you don't have that access to that person, but what events can you go to, right? Like, can you be intentional to say, "Hey, my work schedule doesn't necessarily afford me to do A, B, and C, but there is this networking opportunity at this time through my church," right? Look around you, and I think if you approach it, your development or an area of growth around the abundance as opposed to the limitations, you will find somebody that is gonna be willing to help you or even--they may not even realize they're helping you and you know you're going with that very intentional question and they can answer it for you and you get that nugget, right? [ow sfx] And then you just start believing it. Yes.Zach: No, you're absolutely right. And you know what? I just--I appreciate this because, you know, it's about being resourceful, right? Like, you've got to reach out and use and just think beyond, you know, your initial, you know, four corners or whatever and just reach out a bit, because there are resources available. You've got Google, which is, like, this huge thing where you can, like, type in things into this, like, little square, and then when you press Enter then a bunch of things pop up. You know, there's just all types of resources out there, so you gotta get busy. You gotta get out there.Alicia: Right. But I think to your exact question, even though we have so much information, people are not necessarily more informed per se about specific things when it comes to their career, and I challenge people, particularly to your point minorities a lot and people in my circle where, you know what, their Instagram is popping, their Facebook, like, you have all the great pictures, angles, but then you don't have a LinkedIn account or you don't have an updated resume or you don't have a CV. So it's like you've invested all of this time of creating and crafting this image but not necessarily the same for your professional, right?Zach: Wait a minute. [Flex bomb sfx] What you talking about? You're dropping these bombs over here talking about--so wait a second though, and I know you're church, so you're over here talking about "so you've crafted this image."Alicia: Yes, Jesus. We've got one of them anointed words right there, right? Yes, hallelujah. Zach: "But it's not real!" Then part of me, I was like ["and i oop" sfx]. You know what I'm saying? I was like, "Oh, my gosh." Like, that's real though. Alicia: Yes, wave your hands in there.Zach: No, that's true though.Alicia: Yes, it is, and it's just--recently I had a mentee that I was talking to, and she was preparing for an interview, but she'd post every day on, like, her Insta story, right? Like, videos. She looks beautiful in these videos. And I said, "Well, why don't you use something you do every day?" Like, you want to convey this message. Like, have you ever looked at yourself when you're trying to talk about your career? And she's like, "I never thought about that," and I said, "Well, you clearly like looking at yourself, right? So why don't you start there?" Like, it is around you. So that's what I would say. I think it's kind of step back, realize what you do have, and just start somewhere small, right? Like, it doesn't have to be a program that costs thousands of dollars. It doesn't have to be dropping the name of, you know, this person is my mentor or, you know, they have this title. It really may be the secretary in, you know, your particular office that is someone that is warm, that may be older than you that can give you some advice around navigating that environment that you can learn from at the level you're at right now.Zach: No, I love that. 100%. And I'm curious, you know, we talked a little bit about--again, we started off talking about leadership, and we talked about you coming into yourself. So that was self-management. Let's talk about what does it look like for you to manage others. Particularly what I'd like to talk about is, like, the art of influence, as well as really giving effective feedback. So you and I both--well, so you started at Target, I also started at Target, and I think a large part of the element of Target, the culture at the time was really about, like, you know, positive feedback, public praise, and I've seen that you've carried that forward in your positions with Gap, specifically Banana Republic, and how you give feedback. So can we talk a little bit about that and, like, your theory or your philosophy around feedback and, like, your practices on how you give it to your team?Alicia: Yeah, for sure. You know, I think feedback is something that I value, and I think it starts--you know, my brother and I talk about this all the time because he plays sports, actually football, and is currently still in the field with athletics, and we talk about how that shows up in the workplace of people that are used to being coached, right? Like, you're used to looking at a video and a group of people sitting around critiquing it, right? And really understanding that there's a moment that you have to capture right now. Like, you don't have another day or a week to wait. So I think that kind of shaped my philosophy per se, if there is one, is that you have to [?] find and be aware as a boss, right, or a manager of those coachable moments and not wait. You know, I think we've all been in situations where somebody sat us down and they had a list, and you think, like, "Wow." You know, like, all of these things that they're telling you that you need to get better at, or examples, and you're sitting there, and at a point you just look around like, "Wow, why didn't they tell me then?" Like, "I had no clue," right? So I think that's what I never want to be as a supervisor. I never want somebody to be shocked, right? And I also want them to know, like, "I'm giving you this feedback because I believe you can improve," right? 'Cause I think a lot of times, particularly--if I bring this to your point of our audience here of, like, black and brown people, particularly for black women, when I mentor them there's a lot of times the absence of feedback means that there's an absence of a problem. "Oh. Well, nobody told me that." It's like, "That does not mean that you didn't need to get better." And I think--I share that because the next part of it is, even in my self-journey and things like that or my own development, there's a lot of times I would get feedback and I would want to make it about the other person. Like, "Well, if they just got to know me, then they would know that's not really how I am." Like, "I'm not really like that," right? Or "If they gave me a chance to do it, then they would just know," opposed to thinking, "No, we're talking about this specific instance."Zach: Right now.Alicia: "Right now. Can you understand how you're showing up, how it could be--just the possibility of how it could be perceived this way?" And in that space, what can you control and move forward with? So I think with my team, I try to make sure that I create that--like, we create that as an agreed-upon communication from the beginning, right? Like, so they're not shocked, 'cause I don't want to assume that you've gotten this before, right? And I want you to also understand my intent. So we talked about in the beginning, like, "Hey, here's how I communicate. Here's what I do, and let me know if that works for you," and a lot of times I found that people don't really know how they like to get feedback until they get it. [laughs] 'Cause it's like, "Actually, I don't really want--" You know, they think that they don't like it or it's gonna be odd or it's, like, gonna be breaking them down, and then once they realize, like, this is gonna be a feedback-rich environment, then I think people buy in, but I also feel like it's a great way--I'm in a, you know, environment particularly in retail that moves very fast, right? And it is very results-driven. So if you are in an environment where productivity or--it's high-functioning, then I think it's very rewarding. I am aware that there are environments, right, like, when I go into, like, an educational space, where it's not as frequent, right? And you don't have--it's like an event when you get feedback. I think you really have to meet the person where they are, and I think you have to make sure that they understand where it's coming from, and that's my thoughts about it. Zach: No, I love that. And, you know, this is the thing, because--you know, background and upbringing is all very important, because I would just--for me, it was primarily my mom and I growing up, and my mom would just tell me all of the time, like, you know, "Hey, you need to do this better. You need to change da-da-da-da." Like, "You need to clean it up, boy. You're looking crazy out here." So it's not--it wasn't odd to me to get, like, direct feedback at work. I think it was reinforced by Target too 'cause Target was such a feedback--and I think retail is like that in general, as an industry, right? Because, like you said, it's results-driven, it's very action-oriented, and it's execution-focused and execution-oriented that you're gonna have to get this feedback 'cause we gotta get this stuff done, and so what has been a challenge for me though, Alicia, has been, like, transitioning outside of retail and just realizing, like, the--I don't know, like, just the fragility of folks. So, like, have you ever had a situation as a black person, as a black woman, giving feedback to a non-black person, and they, like, crumble like you've just destroyed them?Alicia: I have, yeah.Zach: Okay. Can we talk about it?Alicia: Yeah. You know, I can think of several. You know, there's one that's coming up, like, top of mind, but I probably would say it's pretty common, and this is how it happened. And to your point, you know, the person reacted very emotionally, and in that moment I had to pause and ask, like, "What are these tears about right now? Because what I'm saying shouldn't be causing tears," right? Like, I'm sharing an observation about something we already have--you know, sometimes you may have something that's very specific, right, that you can measure it, but I also find, particularly in being in the HR space, right, that it's very hard to coach people or for people to give feedback on something they can't measure. So to your point, you start having this very what feels like abstract conversation, like "What are we really talking about?" And then the person can become defensive if you don't have measurables to say, "Hey, look. See, this is what I mean." And in that particular conversation, that's what the person was--I would use the word argued. Maybe argued is not the right word, but they were, you know, disagreeing, right? Like, "Well, I don't see it that way," and I think we had to disagree in that space of "It is okay for you not to agree. However, what we have to agree upon is that you do have to value my opinion as your supervisor," right? "And let's also agree that we don't have to." Right? Like, we can be in this space and see this totally different--Zach: And it still be okay.Alicia: And it still be okay, you know? And I'm not asking you to change your perspective. I'm just putting you on notice, right, like, that this is the way that it looks to me and this is how I would like us to move forward, and in this particular conversation, the person was not ready to talk about the path forward. They weren't, because they were still stuck and just kind of thinking around, and I think you have to know, like, not to overbear--you know what I mean? Like, be overbearing.Zach: Yeah, overwhelming.Alicia: Yeah, overwhelming, 'cause this may be truly--regardless of their age, regardless of the position that they're in, this may be the first time that they've heard this, and you have to respect that, right? So to your point, you've grown up being told, like, "You're not all that. Okay, no, you need to go change," or, like, "Ugh," and that's not something that's crumbling for you, right? But someone that's never gotten honest feedback from someone that loves them, you don't know what that background is in the workplace, right? So somebody shows--Zach: That's real.Alicia: You know, somebody shows up, and then once again going back to that us being comfortable, right, and us being--like, you can't take that as that you did something wrong, because now you can retreat and not be operating in a space that you need to. So yeah, I've absolutely had that, and, you know, what I've done for me is that follow-up is really important. So comment back, like, "Let's agree upon a time on when it'll be good to revisit this," 'cause I find a lot of times for certain people avoidance is a tactic that they use, right, when it comes to conflict, and that's the most ineffective thing that you can do, right? Like, time does not cure all, right? In fact, it makes it worse, because we had this conversation 6 months ago and we still said nothing, right? Or that was last year during your annual review that we talked about it, or as a peer we worked on this project together, but that was--we only do that once a quarter, right? And I didn't really like working with you, and you had an attitude, or you were late, or I didn't really like the quality of your work, but we never really got to the root cause for us to move forward. So I come back to "Okay, you know, last time we spoke this is where we landed. How are you feeling today?" You know? And not let people off the hook with making it about you.Zach: You know, that's just a really good point. That last part is huge, because it is easy for me--'cause I'm a bit of a narcissist, so--[both laugh] Alicia: It's something you--right, but you can internalize it, right? Zach: Right, absolutely. Like, and so it's like, "Okay, well, then, clearly this is something I did wrong. Okay, how can I improve?" And, like, you know, a part of you thinks, like, "Oh, well, this is me being accountable." It's like, "Yeah, but you're being accountable at a toxic--at a point that's not even accurate or helpful," because you're centering yourself and internalizing to the point that we're not actually getting to a solution, you know what I mean?Alicia: Yeah. But I think too to your point around accountability, and this is something that I've, you know, from a learning--you know, to your question initially, that's an area where, like, accountability overused has gotten in the way, right, for me of, like, working too much or, you know, it could come across as aggressive, or--you know, those things, and you're really overly accountable, and I think that's where understanding what accountability and responsibility looks like, right? So you may be in that environment. You're accountable for whatever that project, and that's why you're giving this feedback, but that person is responsible as well, you know, to show up a certain way or deliver in those areas, and how do you balance that, you know, so it doesn't--like, obviously you gotta work on, maybe in that space, what you need to do, but there's also something that they needed to work on, and we can't be distracted about how it came across to them, per se.Zach: No, you're absolutely right, and you're right, like, we do overuse that word, and, you know, I think--again, like, it's an old phrase, but, like, accountability is a two-way street. Like, it's not--because if one person is always accountable and the other person is never accountable, then that's--that's toxic. Like, that doesn't make sense.Alicia: Yes, and I think if you become--like, especially when we think about giving feedback, right, and we're thinking about whether that's from a generational or we think about from a cultural standpoint, we have to make sure that that's a two-way street, and if you're the only person trying to work through this relationship, then you really aren't growing in how to manage and work with people that don't look like you.Zach: You know, I just--[straight up sfx] I mean, you're right. What can I say?Alicia: Hol' up! [both laugh]Zach: Man. Okay, so this has been a great conversation. So, you know, there are times for me where--you talked earlier about, like, people giving you feedback and, like, sitting you down with a laundry list of feedback. We also just talked about accountability and responsibility. For me, I really enjoy the idea of soliciting feedback, because I'm trying to--like, you know, in the idea of you trying to sit me down and have some laundry list of stuff, I'm just over here like ["stupid, i'm not gonna let you get the chance" sfx] You know what I'm saying? I'm just trying to, like, make sure I'm proactive, okay? Alicia: [both laughing] Right, right. Like it's above me now, right?Zach: Listen. Okay, so my question to you is what are your thoughts on proactive feedback? And what are ways that you solicit feedback from your team and from your leadership?Alicia: Yeah. So this is--oh, my gosh, this is definitely a gem for me when I think about just development for myself. I think I've been in situations where I've had supervisors that weren't able to give me feedback, right, because I was meeting goals, I was doing a really good job, and it was meeting their expectations, right? So you go and you ask and you solicit and it's like, "Oh, it's great." Like, "There's nothing you can do better," and that's never worked for me, you know? And maybe because the way that I'm wired, you know? Like, I really want to even get feedback around, like, what did you like? Like, what am I doing well so I can know what to repeat, right? Or even how I got the result, and I find often that people may achieve a goal, right, or whatever it may be, and it's kind of like, "Okay, we're so excited," but they cannot articulate how, right? And for me I feel like that's kind of--there's a silver bullet or a magic sauce, a cocktail, right, that you're creating on how to repeat success. You have to know what you did, right? Because it may be a different environment. So for me, that's really important for personal feedback for me, whether it be from a supervisor, a peer, or even my direct reports. Like, if we feel like we're in a good space, right--and I would start with direct reports--that I manage, I want to know what you like, right? So if you feel like, "Hey, communication is great," I want them to be very specific, but that's just how I'm wired, right? Like, I want to know - do you prefer this type of communication? Do you prefer this type of recognition? Okay, when we're working on a project, what level of autonomy do you like? So I ask, you know? I think there's some people that it's really easy for them and those that aren't, so I'll set it up. If we're gonna have, for instance, a touch-base, or we know we're gonna have a formal sitting down, [I] say, "Hey, when we connect, I want to give some feedback on how that went," and I'll put it out there, right, whether that's in a conversation or even written, for them to prepare their thoughts. So that's something that's worked for me. I think with peers, I have something that's helped me, particularly around communication and working on how I come across, 'cause that was something early in my career and I think still today. Like, my non-verbals. You know, like, that face? Like, okay. Like, having somebody in the room, you know, or your tone to say, "Okay, hey, you know, yeah, you did come across this way." I've always tried to solicit people that can help me in that area, and if they aren't there someone that I've seen that is an expert in the area or better than me. I go to them to say, "Hey, do you mind if I reach out to you, like, once a month just to get your ideas? It doesn't have to be long. Would it be okay if I maybe text you or shoot this over to you and you give me some feedback?" That's really helped also break down, you know, some barriers where--I don't want to say competition per se, right, but it's helped people also give [me] more feedback that maybe they wouldn't before, right? Because I've already put out there, "Hey, I'm trying to get better here. You've already got this locked down. I'm trying to learn. Do you mind if I just--you know, if I send this to you and ask questions?" Most people are gonna be very open. So that's something that I do a lot, and that's how I would say I solicit feedback or try to.Zach: No, that's--no, no, no, that's great, and I think, again, to your point around, like, "Well, no one told me anything so it must be fine," it's like the only time that I--the only time I take that attitude where "nobody told me anything, it must be fine" is if I ask you for feedback and you say, "I don't have any feedback," and then you come back later with something, then I'm like, "Hey, wait a second. You big buggin' now."Alicia: And you know what? Here's one thing. And, you know, I think we learn a lot from also bad supervisors or people we didn't like working for, and that was one. I had a supervisor that comes to mind, and that's--this is why I would say I take the approach now, because she didn't necessarily know what she wanted things to look like, but she did--she was very good at critiquing what you put forward, and that was SO demotivating for me. In fact, it was--like, it was emotional, you know what I mean? Like, I would just be, like, hurt by it, because it was like--to your point--I went to you, asked you for feedback--"Hey, here's my plan. This is what I'm thinking. This is the approach I want to take." And they would be like, "Oh, yeah. Check, check. Great." And then I [?]--you know, I felt [I?] was taking huge leaps or a risk in some cases, right, and we agreed upon this is what we were gonna do going forward, and then she would come back if maybe there were other partners that felt a certain way or it didn't resonate with them or she saw it and then would, like, kind of break me down, you know what I mean? That list would come out of "Okay, well, you could've did this, and you could've did that," and in that--at that time, I shut down. You know? So it became--I won't say angry, but the hurt became--I just took a list, and then I thought, "I'm never gonna do that again," and that didn't help anybody, particularly me. So I think that's when I--to your point, trying to get ahead of it now, like, not letting somebody that says, "Oh, I don't have anything to share," get in the way--get in the way of me moving forward.Zach: No, you're 100% right, and I think--so it's both and, right? It's you were looking for the feedback. You were soliciting it, and then you--not using that as a blocker, right? No matter what you get. So if you don't get anything, don't use it as a blocker. If you get something that doesn't really align with what you think it is, then don't use it as a blocker either. Just make sure that it's something that you're taking the time to do, but it shouldn't impede you from moving forward towards whatever goals that you have. I think--like, a mentor that I have who--she's told me this a few different times. Shout-out to you, Liz. I see you. What's up?Alicia: Hey.Zach: Hey. Come on. So Liz was like "Look--" And Liz is a mentor of mine. She's a great friend, and she was also on the show a few episodes back, actually during Pride Month, but anyway, so look. Liz said--she said, "Look, Zach, you know, the beauty of feedback is you don't have to agree with it. You don't have to take all of it." Alicia: [laughs] Right.Zach: She was like, "You know, Zach, I think you're burdening yourself with every time someone gives you feedback, you take that as, like, a mandate that you need to change something." Like, that's not--that's not what feedback is. Feedback is something for you to consider. So the best thing you can say to someone giving you feedback? "Hey, thank you for your feedback." That's it. [laughs] That's it.Alicia: For sure, and that's so important to your point. It's like, there's--if you can compartmentalize things, right, then you can do something with it later, because that feedback may be relevant at another time, and then you can see it, right? When it shows up again, but today I don't necessarily have to create a plan based on what you said. I can just put there and say, "Oh, okay. That's Zach's feedback that he gave me today. Okay. All right. Hm. I don't necessarily see it, but thank you." And it stays right there. Yeah, I think that's awesome.Zach: And that's it. But I think some of the challenge when it comes to just, like, bias in the workplace, and, like, there's also, like, this underlying and sometimes overlying expectation that women, particularly black women, are just, like, the workhorses of whatever. So, you know, sometimes I've been told--you tell me if I'm right or wrong, but, like, sometimes people give you feedback with the expectation that you're just gonna do what they say, and it's like... that's not necessarily the case. Like, I'm just gonna take this feedback, and I will--I will make a determination as to how, or if, I implement it into what I'm doing.Alicia: Yes, for sure. I think--no, I agree, I think that is true for me and what I've seen. And even more, to take it a step further--'cause I know we've talked through a lot of tips on this podcast around, you know, how--you know, interviewing tips and moving forward, right? I see this a lot in interviewing people and them not being able to explain why they haven't moved forward, right? They feel like it's someone else's--you know, someone else's... I don't know even the word. Like, it's their responsibility or their fault. We'll use the word fault, right? Of "Okay, I'm here," and they can't say why, and to me it's like, "Okay, you've never gotten any feedback or no one's ever told you or you're not able to look at this job or see someone in that role and see what they do better than you and what--maybe even the one thing they do better than you--and what's held you back?" And that's the approach I take for feedback. Like, if you can think about it in that way opposed to, to your point, something that you have to change or take on or feel like you've got to bow down or become someone different, but really as a lens for you to see things that you may not be seeing. So that's what I see often, particularly for black women.Zach: Man, this has been great. Alicia, before we let you go, any parting words or shout-outs?Alicia: Shout--I mean, when you say let you go, I feel like we've got to queue that Beyonce, and that has to be in the background that we have here, but--Zach: Again, I don't know what you don't understand about [Law and Order sfx]. We can't do that. I don't own Roc-a-Fella or whoever she--or whatever she signed that thing through, or House of Dereon, LLC. I don't know. Listen, we're gonna have that nice, you know what I'm saying, copyright-free jazz music that you hear in the background. Trying to get us in trouble. We already said AKA a few times. They're gonna be knocking on my door. Now you're talking about--Alicia: No, they're not. They're gonna be looking at this. We're gonna be--they're gonna be helping with [?] mass media, passing it out here. But no, seriously--Zach: Come on, now.Alicia: You know what I mean? But no, seriously, I want to--you know, if there's a recognition, I want to recognize you, because I think, you know, creating this space, A. to have conversation, is one thing, right? But I think you being very intentional around making sure that the conversation has different perspectives, whether that be from industry, you know, whatever, right? I think that this is just very phenomenal, and I've seen, like I've said, from the beginning when you first sent out this podcast to where you are now. So I just want to, you know, tip my hat to you, brother, and really seeing how you brought also other people in to expand--it's just fantastic. While keeping your full-time job. So round of applause. I'm super excited and just happy to be a part [kids cheering sfx]--yes. So anything, you know, that we can do in the future, any way I can continue to add to the conversation, would be the shout-out. So thank you as well. Zach: Oh, my goodness. Well, first of all, you've got me blushing. I'm turning purple. I appreciate this. And you know what? Shout-out to you, okay? 'Cause, like I said, you were one of the first people, and, you know, the thing about it--see, the thing about Alicia--now, look, I know we have this natural hair movement now and everything. Let me tell you something. Back in, like, 2011, I walked into Target doing my thing, Alicia came through edges LAID, okay?Alicia: All the time.Zach: Okay? Pearls. Pearls thick, y'all. Don't play. And she had heels on, and she was moving. She was working the floor. I was like, "Oh, my gosh. This is incredible." So shout-out to Alicia and your whole brand, everything that you do, everything that you've done. Shout-out to of course, you know what I'm saying, 1906, you know what I'm saying? I got y'all. Pink and green. I respect y'all. Please do not come for my neck. Please. I appreciate y'all. I did not put no logos on this stuff. Alicia: There will be a logo though, in the show notes.Zach: Oh, my gosh. Okay, yes, so we will put a logo in the show notes. It will show all of the legal information and that we are not indemnified by anything--[both laugh]Alicia: You are so silly, for sure.Zach: [laughs] Okay, but look, final air horns for you--[air horns sfx]--and you know what? This has been it, y'all. Thank y'all for listening to the Living Corporate podcast. Of course this has been Zach. You've been listening to Alicia Wade. Now, look, I usually say all of the little Twitter stuff, but look, we brolic now, okay? So I don't have to say "follow us on this." Just Google Living Corporate, okay? Google me. What was that--oh, yeah, Teyana Taylor I think made that song called Google Me. But no, for real, shout-out to Teyana Taylor too, but look, Google me. Just Google Living Corporate. Living--L-I-V-I-N-G--Corporate. I'm not gonna spell out corporate. I don't have the time. But check us out. We're everywhere. Appreciate y'all. We'll talk to y'all soon. Peace.

Different Pieces, Different Places goes shopping! Join us at Ross: Dress for Less with special guests Kacey and Kristen.

Adrienne and Jordan feel weird listening to the "Cold" podcast. Adrienne shares her thoughts on Ross Dress for Less and Jordan introduces her to a famous rapper and reality TV star.

Some people want to join the ranks of the C-Suite...some of us just want an appointment with them. Our guest Chris Ressa, Executive Vice President and COO of DLC management is an expert in dealing with and becoming a CEO. Chris will share how self-education and "active learning" can help you realize your entrepreneurial dream. AND we discuss his patented tactical cold calling strategy that even rookie salespeople can master quickly.  PLUS if you're in an e-commerce business find out why Amazon is actually NOT your biggest challenge.  This episode is brought to you by, The Why and The Buy, hosted by Jeff Bajorek and Christie Walters. They interview entrepreneurs and sales experts to find out the why behind their success. Listen on Apple Podcasts or wherever you get your podcasts. On today's show... 04:51 - One of the biggest lessons Chris learned while working for Sherwin Williams 11:27 - How Amazon has shifted commercial real estate 18:07 - How do you make the leap into the C-Suite? 24:55 - A tactical cold calling strategy for veteran rookie salespeople 32:42 - How do you get through to the CEO as a salesperson?  More on today's guest Chris Ressa joined DLC in 2007. As Executive Vice President and Chief Operating Officer, Mr. Ressa is responsible for overseeing all tenant facing operations including leasing, property management, construction and marketing on all DLC owned and third-party managed assets.  During his tenure at DLC, his relationships, leasing ability, and leadership have led to numerous successful repositioning of assets.  His most notable leasing transactions have included deals with TJX, Ross Dress for Less, Burlington, Dick's Sporting Goods, The Kroger Company, Best Buy, Ulta, LA Fitness and Planet Fitness. FREE E-BOOK: WHY PEOPLE BUY Figuring out why people buy, is a thousand times more powerful than knowing how to sell. This eBook will give you the insight that will allow you to uncover the genuine buying motive of your customer, every time. Join our Exclusive Sell or Die Facebook Group, where our members are already discussing the latest episode. Submit your sales question and we will answer it on the show!   Need more sales help? Jeffrey's website: https://gitomer.com Jennifer's website: https://salesinanyminute.com Subscribe to the Gitomer Learning Academy: https://go.gitomer.com/gitomer-learning-academy

3 Main Points: Best advice for those trying to find their way in commercial real estate or brick and mortar, as well as, the best strategies for effective networking. The difference between good and great retailers. What is happening with big box? Major headlines and what do they mean. Speaker Bio: Chris Ressa joined DLC Management Corp. in 2007. As Senior Vice President of Leasing, Mr. Ressa oversees leasing operations. During his tenure at DLC, his leadership has led to the successful repositioning of assets. His most notable leasing transactions have included TJX, Ross Dress for Less, Burlington Coat Factory, Dick’s Sporting Goods, The Kroger Company, Best Buy, Toys “R” Us, and Planet Fitness. Mr. Ressa received a BA in Economics from Rutgers University in 2005. He received his CLS (Certified Leasing Specialist) in 2010 and, in December 2012, became a member of the ICSC CLS Committee. His career started at The Sherwin-Williams Company as a Real Estate Manager handling the real estate for district/regional offices. Where he handled existing store renewals and new stores. He also worked for Ashkenazy Acquisitions as a Regional Leasing Manager where he was responsible for all leases in a portfolio of approximately 3.5 million square feet.

On today's show: We'll hear the latest as the Lt. Governor responds to the Attorney General's request regarding a frontage road project. Then find out why advocates and officials say a job could keep ex-offenders from committing new crimes. And Mississippi's tax-free weekend offers opportunities to save. Will shoppers take advantage? Guests include: Lt. Gov. Tate Reeves - Mississippi, Republican Jim Hood - Mississippi Attorney General, Democrat Pelicia Hall - Commissioner, Mississippi Department of Corrections James Robertson - Empower Mississippi Katie Lawson - Mississippi Department of Revenue Kanika Williams - Manager, Ross Dress for Less, Flowood

A story about our Opening Ceremonies, Bill the biannual regular, and the importance of letting your plans change to have a conversation. Also this week: a new beauty regimen is born from the shadowlands of Ross Dress for Less, the friends take a renegade road trip to a shoot, the first listener reviews and emails are shared(!) and Carlee sings about 8 jingles. In Doing A Goods, the friends explore management: Ken with her money & Car with her shame.

Tweet LIVE this Sunday, February 25th at 635pm Small Bites with Glenn Gross and Derek Timm of Bluejeanfood.com on Wildfire Radio has as The Miz says an “AWESOME” lineup. One of the hottest dining destinations in Philadelphia -- visitphilly.com right now is I East Passyunk Avenue. Well we have who knows all about the renaissance and what the future holds for this area as we welcome Pam Zenzola the Executive Director of East Passyunk Avenue Business Improvement District (EPABID). East Passyunk Avenue Business Improvement District is a non-profit organization dedicated to the revitalization of one of Philadelphia's longest-standing commercial corridors. EPABID was established in 2002 and its Board of Directors meets regularly to oversee its programs, including capital and facade improvement projects, marketing and promotions, special events, business recruitment and retention, and clean and green initiatives. Located just a few minutes from Center City District of Philadelphia, Pennsylvania. East Passyunk Avenue is home to over 150 independently owned businesses, ranging from unique boutiques offering hand-made wares and fashion to fine dining in a relaxed atmosphere and the world-famous “Cheesesteak Corner” of The Original Pat's King of Steaks and Geno's Steaks. One of other great dining destinations on Easy Passyunk is Chhaya Cafe and Chef/Owner Varnana Beuria will be joining us in studio. Chhaya Café opened in 2010 with a simple philosophy: provide delicious, uncomplicated food that comforts and delights. From couches, to window seats, to bar stools, every inch of Chhaya offers a unique vide so you can find the perfect nook or cranny just for you. They claim to offer more brew styles than any other coffee shop in Philadelphia. Also it is East Passyunk Restaurant Week 2018. Wow, what a treat and we can't wait. Then we welcome more of Philly's greatness, with Philly's very own ReubenBig RubeHarley Reuben Harley – A.K.A – “Big Rube”. His blog Big Rube " Street Gazing"" at: http://www.streetgazing.com/ is extremely popular. With his savvy eye and hip image mindset, he helped Mitchell & Ness become a global name by marketing the band as the fashion statement of stars from Mariah Carey to JAY-Z. He had a catering business and in 2013 he dwelled back in an old chapter and started doing Pop-ups at prominent restaurants in Philadelphia from Zavino Hospitality doing his Ground Turkey lasagna , to even his world famous Fried chicken and Waffles at Toast Philly, Vesper Sporting Club, and Saint Benjamin Brewing Company Tap and more and even winning competitions against seasoned chefs with his recipes. His style of cooking embarks that of southern flavors that fed plantations and Northeast estates passed down from generations to your mouth. Fashion and food, a perfect combo! Then we have Izabella Brooks, the Brand Manager of Victoria Fine Foods. Victoria Fine Foods use only a handful of fresh wholesome ingredients without added sugar, water or preservatives. They were among the first to put their ingredients on the front of their labels, hence their tagline: “Ingredients Come First”. After hours of rushing, stressing, and worrying, they believe their taste transforms a simple meal into something relaxing and enjoyable. They use only the finest ingredients and slow kettle cooking process to give their pasta sauce an authentic homemade taste, so you don't have to make it yourself. So take a ride with them; slow down, and taste what life has to offer. Good food tastes even better when you also do good deeds. Victoria Fine Foods is honored to help their New York City community by partnering with City Harvest, a local charity devoted to rescuing food to fight hunger in New York City. Last, but certainly not least we welcome Nhan Truong the owner of brand new restaurant Viet Pho located in Deptford, New Jersey between Hobby Lobby and Ross Dress for Lessin The Court at Deptford shopping center by DLC Management Corp... Nhan is no stranger to the restaurant industry as she previously owned Viet Bistro in the Cumberland Mall in Vineland, NJ to rave reviews. The food was so impressive there, that NJ.com Peter Genovese stated “The ten best Jersey mall dishes in New Jersey: 1. Spicy lemongrass with chicken, Viet Bistro, Cumberland Mall, Vineland. The single best dish I ate. If only all mall food were like this. Viet Bistro is so good it made my list of N.J.'s 18 best restaurants.” What an honor and we can't wait to have them in studio. You can read Peter Genovese entire article here: https://www.nj.com/…/1755…/the_10_best_nj_malls_for_food.amp Small Bites Radio correspondent Actor John DiRenzo will also be helping in studio with his valuable insight and experience in the culinary world and also be sure to catch him on QVC QVC2 selling the high quality Copper Chef products. You say you STILL NEED MORE!!! Don't forget we still have our regular weekly segments from Courier-Post nightlife correspondent and The New York Times recognized John Howard-Fusco for his news of the week and please remember that John's book “A Culinary History of Cape May: Salt Oysters, Beach Plums & Cabernet Franc” from Arcadia Publishing The History Press is now available to buy, Chef Barbie Marshall who is a Chef Gordon Ramsay Hell's Kitchen Season 10 finalist and appeared on Season 17 of FOX Hell's Kitchen #AllStars, and Chef Barbie was named Pennsylvania's most influential chef by Cooking Light will delight us with her tip of the week, and a joke of the week from legendary joke teller Jackie Martling of The Howard Stern Show fame and Jackie "The Joke Man" Martling with his autobiography “The Joke Man: Bow to Stern” from Post Hill Press with foreword by Artie Lange available to order on Amazon.com. Fat Jack's BBQand Bluejeanfood.com hope you will TuneIn worldwide or catch the following day on iTunes or Player FM. https://wildfireradio.com/small-bites/ The post Small Bites – Episode 76 appeared first on Wildfire Radio.

Hot off her call on the TBTL Vaniversary Special, Lauren in Jacksonville returns to LRB to tell Bobby about Love is Love, a new book she helped create celebrating same-sex marriage, and the industry allies who help make it possible—pre-order it now on Amazon using this handy LRB referral link—as well as her day job in the world of janitorial supply. Then, we go back to a TBTL radio days classic by way of a May 2015 episode of LRB, when Lauren, Christy and Mike listened to Katie Sprenger’s infamous tips for shopping at Ross Dress for Less. PYGO yo life!

Hot off her call on the TBTL Vaniversary Special, Lauren in Jacksonville returns to LRB to tell Bobby about Love is Love, a new book she helped create celebrating same-sex marriage, and the industry allies who help make it possible—pre-order it now on Amazon using this handy LRB referral link—as well as her day job in the world of janitorial supply. Then, we go back to a TBTL radio days classic by way of a May 2015 episode of LRB, when Lauren, Christy and Mike listened to Katie Sprenger’s infamous tips for shopping at Ross Dress for Less. PYGO yo life!

Do we ever have travel plans! Well, Bay does. She's going to visit Amy in Las Vegas! And it's all we can talk about! And Hollywood feuds and messy stores and stuff! Seriously, it's really very hard to write notes about such an eclectic group of topics. Give it a listen, and let us know what you feel we left out. (Bay's boss thinks Grits to Glitz should be reviewing "Stranger Things." Vote today!) Call us! 44-222-96269!   Links: - Cool Mt. Charleston! - Delicious Hash House A Go Go! - Prepared horseradish! - Ross Dress for Less is a mess! (Ad first, sorry)  - Galaxy Luxury Theatre! - Kevin Smith vs. Bruuuuuce! - Magpies Bakery! - Fatburger! - Biltmore!    

Ross Dress for Less, my cult, Big Lots, go-karts, and I'm an actor.

How to get a deal at Ross Dress for Less with expert Katie Sprenger.