Podcasts about sahota

Host Dan Levi breaks down the prelims of UFC Macau: Petr Yan vs Deiveson Figueiredo & Yan Xiaonan vs Tabatha Ricci from a betting, fantasy, insider, and analyst perspective. Levi covers all the UFC Macau prelims and provides a pick for each fight. This is episode 557 of Half The Battle! TIMESTAMPS: (0:00) - Intro (1:01) - Carlos Hernandez vs Tumendemberel (5:44) - Lone'er Kavanaugh vs Jose Ochoa (9:16) - Maheshate vs Nikolas Motta (13:22) - Xiaocan Feng vs Shi Ming (15:25) - Quang Le vs Xiao Long (17:27) - www.bet105.eu Promo (17:45) - Soo Young vs Juntao Jenisuly (20:04) - Sahota vs Choi (22:59) - Fight & Fighter To Watch - SUBSCRIBE TO HALF THE BATTLE PODCAST: ITUNES: https://podcasts.apple.com/us/podcast/half-the-battle/id1040391940 SOUNDCLOUD: https://soundcloud.com/bestfightpicks YOUTUBE: https://youtube.com/BestFightPicksHalfTheBattle/Streams SPOTIFY: https://open.spotify.com/show/1R7NuoyetaVaPbsRMStE5f?si=75d790f0811e47ba STITCHER: https://stitcher.com/show/half-the-battle - FOLLOW/CONTACT ME: TWITTER: https://twitter.com/BestFightPicks, https://twitter.com/HalfTheBattleHQ INSTAGRAM: https://instagram.com/HalfTheBattlePod FACEBOOK: https://facebook.com/HalfTheBattlePod - DAN'S BET RECORD: https://betmma.tips/BestFightPicks If you're interested in supporting HALF THE BATTLE: PAYPAL: BestFightPicks@gmail.com VENMO: @Daniel-Levi CASHAPP: $DFLonDrums All donations are incredibly appreciated and go directly to paying for the show & improving the quality of the channel. Thank you so much for your support! Graphics, Artwork & Thumbnail Credit: https://twitter.com/Meticulous_X Video & Audio editing by Daniel Levi

MMALOTN is back to give you breakdowns and predictions for UFC Macau: Yan vs Figueiredo. THIS PATREON IS FOR THE FIGHT LINK DATABASE, NOT MY PICKS/BETS/WRITE UPS.

In this exciting episode, we sit down with Aman Sahota, Co-Founder of Factors (formerly Ei Amplified), an award-winning Canadian EdTech startup revolutionizing personalized learning with AI. Named the 2021 Canadian Educational Technology Startup of the Year, Factors is tackling the complex data challenges of tailoring education to individual student needs. Join us as we dive into the intersection of artificial intelligence, pedagogical innovation, and esports. Aman shares insights on how AI can be a game-changer in creating adaptive learning pathways and fostering engagement. Using esports as a real-world example, we explore how technology can support students in mastering skills, developing strategies, and reaching their full potential. Whether you're an educator, tech enthusiast, or simply curious about the future of learning, this episode is packed with thought-provoking ideas and practical applications. Don't miss it! --- Support this podcast: https://podcasters.spotify.com/pod/show/innovativepedag/support

Claim FREE Access to our 4C Million Dollar Content Course - https://charlieslivetraining.com/4cmain Book your FREE Consultation Call Now: https://www.7fss.com/optin1717690583626?el=htrafficsource=TheDubaiRealEstateBlueprintTheJamesSahotaInterview Connect With Me On Other Platforms: Instagram: @charliejohnsonfitnesshttps://www.instagram.com/charliejohnsonfitness/ Instagram: @sevenfigurescalingsystemshttps://www.instagram.com/sevenfigurescalingsystems/ YouTube: Charlie Johnson Scaling Systemshttps://youtube.com/@charliejohnsonscalingsystems?si=hbhf1RTfc6voRvQr LinkedIn : Charlie Johnsonhttps://www.linkedin.com/in/charlie-johnson-fitness/ Hosted on Acast. See acast.com/privacy for more information.

This week, Adrian invites Jay Sahota into the studio to discuss his journey from life in the City working at large firms to training and mentoring Law Firms and lawyers at Masala Mentor. Along the way, his initial decision to study at Cambridge and early choice to step away from the big city firms and move to smaller more nuanced practices, makes for a fascinating story that is well worth a listen.Along this journey, they discuss:·        The challenges of working in big city firms;·        Jay's magic square for successful lawyers; ·        The importance of a great boss and mentor in a lawyer's early career;·        Two sides to the new generation of lawyers – from AI to phone aversion; ·        Making the decision to sell a firm. And stay tuned till the end to hear how Jay created the Masala Mentor brand using playful wording to set himself apart from him competitors and sift through his ideal clients.

In Episode 3 of Season 6 cohosts Kirsten Wilson and Matt Caston talk with Factors Edu co-Founder and entrepreneur, Aman Sahota. Aman shares with us ideas and concepts around AI. The importance of Constitutional AI, and how, when humans remain at the center of AI use, the future is hopeful and exciting. Information shared in the episode: Perplexity AI Contact Aman Sahota: LinkedIN X- @FactorsEdu Website: factors.world Access the interactive platform (waitlist): app.factors.world Listeners please share your thoughts and ideas with us on our social media accounts on ⁠⁠⁠⁠⁠⁠⁠⁠X⁠, ⁠⁠⁠⁠⁠⁠⁠⁠Instagram ⁠⁠⁠⁠⁠⁠⁠⁠or ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠ @thebulldogedu  You can also follow Matt on instagram ⁠⁠⁠⁠⁠⁠⁠⁠@CastIron⁠⁠⁠⁠⁠⁠⁠⁠ or X ⁠⁠⁠⁠⁠⁠⁠⁠@MatthewCaston⁠⁠⁠⁠⁠⁠⁠⁠ and Kirsten on ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ or X @teachkiwi, or ⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIN ⁠⁠⁠⁠⁠⁠⁠⁠as Kirsten Wilson. Please subscribe to The Bulldog Educator to continue listening on your favorite podcast platform.

In this insightful episode of the Mob Mentality Show, we sit down with Michael K Sahota to dive deep into the transformative power of **Mob Programming** and **Pair Programming** in dissolving the ego and enhancing team dynamics. Michael shares his unique perspective on how mobbing/pairing can lead to profound psychological shifts, ultimately boosting team function, empathy, and humility. ### Key Highlights: **Pair/Mob to Dissolve the Ego and Increase Team Function** - Michael discusses the **primary goal** of a mob or pair session, revealing how it goes beyond just writing code or learning new techniques. It's about dissolving the individual ego and fostering a collective, empathic mindset that benefits the entire team. - We explore Michael's **personal journey** with his ego, offering a candid look at how pairing/mobbing have helped him grow both personally and professionally. - What is the most **significant outcome** of mobbing/pairing beyond the immediate code or learning? Michael explains how the real magic happens when team members listen to each other and take turns, creating a powerful forcing function for collaboration and psychological safety. - We dive into the **psychological processes** that occur during mobbing, including the death of "fear-based clinging" and how healing the ego leads to deeper empathy and humility. Michael offers anecdotes on how mobbing helps resolve internal conflicts and improve relationships—both at work and beyond. - How much time should be allocated for **production** versus focusing on **production capability**? Michael discusses how to strike the right balance between learning and output, avoiding over-indexing on either side. - A unique **"learning theft"** example highlights why juniors should be prioritized during experiments, while senior developers are encouraged to go last—except when it comes to admitting mistakes, where the inverse applies. **Pair/Mob for Production Capability and Beyond** - Michael shares his thoughts on balancing the **development of production capability** with immediate production needs. He explains how overinvesting in production at the expense of capability can destroy long-term results. - We explore how improving production capability with a solid **ROI** can often yield results within a quarter, but must be continually nurtured through retrospectives and lean thinking. - Breaking the cycle of **overinvesting in production** under intense pressure is a major challenge for many teams. Michael shares stories of how transparency in communication, both within and outside the team, can help break this cycle. - Michael introduces the concept of building **culture bubbles** and we share contrasting ideas on how much courage is needed for these bubbles.   - We also discuss the **HIPPO effect** and how mobbing can disrupt this dynamic by emphasizing experimentation and collective decision-making rather than deference to authority. - Finally, Michael ties it all together by emphasizing the role of **humility**. No one is a flawless expert, and through mobbing/pairing, teams can build a habit of asking for help and embracing the idea that everyone, regardless of experience, has something to learn and improve. ### Why You Should Watch: This episode is a must-watch for anyone involved in **software development**, team dynamics, or leadership. Whether you're interested in improving psychological safety, fostering team empathy, or enhancing production capability, Michael K Sahota's insights on mobbing and ego dissolution will help you rethink how teams work together. It's about more than code—it's about creating a culture of **trust, engagement**, and continuous improvement. Video and Show Notes: https://youtu.be/Wj2hYGMei8s 

Considering an exit strategy for your law firm? In this podcast episode, valuable insights are shared from personal experience of successfully exiting a legal practice, with guest Jay Sahota offering his expertise. Jay, a seasoned legal professional with a diverse career journey, has a wealth of experience from his early days at a prominent city law firm to founding his own practice. His candid storytelling sheds light on the nuances of building, growing, and ultimately exiting a legal practice. A key takeaway is the importance of trust and clear agreements in business partnerships and exits. Starting a business requires aligning with partners on the vision, goals, and processes. Trust is crucial, but having clear agreements ensures everyone is on the same page and can prevent future disputes. When exiting a business, having a well-structured deal with clear terms and conditions is vital. It's also important to work with experienced advisors to draft a legal agreement that reflects everyone's interests. These lessons are now used to mentor and train law firms, helping others avoid common pitfalls when building and exiting a practice. What are your thoughts on trust and clear agreements in business? Share your insights in the comments! #LegalPractice #BusinessExitStrategy #Entrepreneurship #LawFirmManagement #SuccessionPlanning Watch the episode here: https://succession.plus/uk/podcasts-uk/building-growing-and-exiting-a-law-firm-insights-from-jay-sahota/ Get started by knowing how sellable your business is right now. Check out our Business Sellability Scorecard to find out. Learn more about your ad choices. Visit megaphone.fm/adchoices

In the final episode of our dedicated SAHM podcast miniseries, Gautam Bhattacharyya hosts Reed Smith partners Nav Sahota, Nathan Menon and Sakil Suleman for a conversation on identity and the power of cultural roots in shaping careers. The partners reflect on their South Asian heritage and the significance of South Asian Heritage Month 2024, and offer heartfelt advice to their younger selves and aspiring lawyers.  

Send us a Text Message.Today I welcome Sonny Sahota from Praxis Gym in Canada. Sonny, a judo black belt and manager of Kensington Judo Club in Vancouver, shares his insights on integrating Ecological Dynamics and the Active Inference Framework (AIF) into martial arts coaching. Sony introduces some of the tenets these approaches, discussing how they inform skill acquisition, practice design, and the balance between training under fatigue and maintaining motor learning. Sonny highlights the importance of understanding athletes' individual narratives and emotional engagement. This conversation offers valuable perspectives on how these cutting-edge theories can complement each other and enhance coaching practices. Whether you're a seasoned coach or new to these concepts, this episode is packed with practical insights and thought-provoking discussions. 

#ISTELIVE Reflections with Amon Sahota, Co-founder @factorsedu

Live from the #AirShow #ASU+GSV @asugsvsummit in conversation with Aman Sahota Co-founder @factorsedu #GenAI #Edtech #startups

Hosted on Acast. See acast.com/privacy for more information.

The Vancouver Police Department issued a statement Thursday on the sentencing of the defendant in the murder of VPD Officer Donald Sahota. https://www.clarkcountytoday.com/news/vancouver-police-department-issues-statement-on-sentencing-in-sahota-murder-trial/ #VPD #statementissued #sentencingofthedefendant #murderofVPDOfficerDonaldSahota #JudgeNancyRetsinas #PoliceChiefJeffMori #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

Today I'm joined Sony Sahota, owner of Praxis Gym and a teacher of judo, wrestling, and jiu jitsu.In this episode, we discuss how Sony approaches training through the lens of embodied cognition, specifically enactivism. Sony recounts how it changed his entire approach to training, and then we move into a deep philosophical discussion about embodied cognition.One of my favorite parts of the discussion was when we discussed the role of agency and will within the embodied understanding. Sony is interesting because he used to make an income from BJJ Fanatics instructionals. After his philosophy of coaching changed, he put his principles first and no longer makes instructionals, instead focusing on his own mat and teaching in-person seminars from an embodied cognition angle.Find SonyInstagram: https://www.instagram.com/praxisgym/Website: https://praxisgym.com/Produced by Micah PeacockIntro Theme by Micah PeacockOutro Music is Synergy by Juche Get full access to Combat Learning at www.combatlearning.com/subscribe

In this podcast episode, James is joined by Bobby Sahota a Financial Planner & Business Development Director at Attivo (independent financial planners). Bobby works with Individuals and Business owners to Grow, Enhance & Protect what's most important to them. Bobby was nominated for The Times Top Rated IFA from 2019 to 2024. As you can tell from her track record Bobby is truly amazing at selling financial products which is why James invited her onto the podcast to discuss her approach, her career and what makes Bobby so successful in the financial services space.If you have enjoyed this podcast, be sure to subscribe on your podcast provider for more weekly sales-related episodes from Sales Expert James White and guests.James interrupted this episode to let you know about his upcoming course, how to write the perfect sales plan. James has years of experience in working in sales across the board but has a lot of experience selling financial products. Do you need a sales plan? Don't guess take the quiz to find out here: https://www.ineedasalesplan.com/If you would like to connect with James or Bobby the links to their LinkedIn are below:Bobby: https://www.linkedin.com/in/bobbysahota/James: https://www.linkedin.com/in/jameswhitesales/And of course, if you would like to find out more about the financial services that Bobby and her team offer you can visit the Attivo website here: https://attivo.co.uk/

Harpal Sahota is a data scientist at MagicLab, who operate a number of dating apps, including Bumble & Lumen. He studied an MA in Computational Biology at the University of York, and went on to take a PhD in Computational Biology at University of London, before entering the job market, working for the likes of YouGov before settling at MagicLab, where he has worked since January 2020. This is a re-released episode that was first published in May 2020 Useful links and transcript

Hello and welcome back to the Oasis Podcast Today's guest is @KazzSahota author of new book Get On The Rollercoaster - Oasis In New Zealand March 1998 If you are in the UK check out the book here - https://www.thegreatbritishbookshop.co.uk/products/get-on-the-rollercoaster Support via patreon.com/oasispod Email oasispod@gmail.com Twitter @oasispodcast Stay Young!

A partnership between the Vancouver Police Guild and the Clark County Deputy Sheriff's Guild organizes an annual golf outing to raise funds for local charities, and last year the event became the Jeremy Brown and Don Sahota Memorial Golf Tournament. https://tinyurl.com/2s6jjb4v #JeremyBrownMemorialGolfTournament #DonSahotaMemorialGolfTournament #VancouverPoliceDepartment #VancouverPoliceGuild #ClarkCountySheriffsOffice #ClarkCountyDeputySheriffsGuild #golftournament #golf #charity #fundraiser #memorial #lawenforcement #firstresponders #CamasMeadowsGolfCourse #Camas #ClarkCounty #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/   This week's Being Human episode sees the return of Michael Sahota, this time joined by with his wife Audree Tara Sahota. Michael and Audree are the co-creators of the SHIFT314 Evolutionary Leadership Framework™ (SELF), which provides a practical step-by-step guide for the inner and outer shifts needed to unlock Business Agility, Teal and other new ways of working.  We talk: How consciousness is awareness Awareness starts with noticing the consequences of your behaviours The triangle of trauma impact Healing fast and slow What is driving your desire? Links: Leading Beyond Change - The Book EmotionalScience.com

Raja has a special friend. When he was a child he wandered off into the woods in India and found himself in front of a decaying mansion. In this shorter episode, listen in on what Raja unexpectedly brought home with him, and how it has changed his life. To support me on Patreon please click here: https://www.patreon.com/user/about?u=82663030

Raja has a special friend. When he was a child he wandered off into the woods in India and found himself in front of a decaying mansion. In this shorter episode, listen in on what Raja unexpectedly brought home with him, and how it has changed his life. To support me on Patreon please click here: https://www.patreon.com/user/about?u=82663030

This is the Weight and Healthcare newsletter! If you like what you are reading, please consider subscribing and/or sharing!If you have read this newsletter for any period of time, you've read my accounts of how pharmaceutical company Novo Nordisk has been using extremely shady marketing practices (many taken from the playbook that Purdue Pharma used to push oxycontin) to promote their drugs for weight loss. Things likePutting doctors on their payroll to promote their drugs to the media without disclosing their ties to the NovoCreating astroturf organizations that claim to be advocacy groups for higher-weight people but are, in fact, funded by Novo and other pharma and weight loss surgery groups.Marketing their drug through Grand Rounds presentationsCreating PSAs and Sponsored Content using people who (you can't make this stuff up) play doctors on TVCo-opting the concept and language of anti-weight-stigma activists in order to sell their weight loss drugsAnd I'm far from the only person talking about this.Mikey Mercedes has publicly called this out. Louise Adams from Untrapped has been all over it  (I had the chance to join Louise Adams and Fiona Willer on Louise's Podcast All Fired Up to talk about this)Asher Larmie, The Fat Doctor, has also been talking about thisAnd there are plenty of others.Part of the issue is that in the United States pharma companies are allowed to market direct-to-consumers , and the rules and regulations that exist are often loosely enforced. That's why I was thrilled to learn that The Association of the British Pharmaceutical Industry (ABPI,) a trade association that works in England, Scotland, Wales, and Northern Ireland in partnership with the government and the NHS on behalf of their members, had suspended Novo Nordisk for being in breach of the ABPI code of practice.Interestingly, just a month ago, the president of ABPI was Novo Nordisk UK General Manager and Corporate Vice-President Pinder Sahota. Sahota stepped down from the board in February “to avoid an ongoing process around a Novo Nordisk ABPI Code of Practice breach becoming a distraction from the vital work of the ABPI.”The complaint was made to The Prescription Medicines Code of Practice Authority (PMCPA) which is “the self-regulatory body which administers the Association of the British Pharmaceutical Industry (ABPI) Code of Practice for the Pharmaceutical Industry, independently of the ABPI. It was established by the ABPI on 1 January 1993.”The complaint centers around a LinkedIn post offering practitioners a free “weight management” course. The only “weight management” treatment covered in the course was GLP1-RA drugs. Novo Nordisk was, at the time, the only company selling these drugs. The course was “sponsored” (paid for) by Novo Nordisk, but that was not clear in the LinkedIn Ad.Not only did this “course” offer information, but they also offered a free Patient Group Direction (PGD). Per the NHS a PGD is  “a written instruction for the sale, supply and/or administration of medicines to groups of patients who may or may not be individually identified before presentation for treatment. May or may not be identified means an individual can either be known to the service/have an appointment (e.g. a baby immunisation clinic) or not be known in advance of presenting at a service (e.g. a walk in centre).PGDs are not a form of prescribing. PGDs allow health care professionals specified within the legislation to supply and/or administer a medicine directly to a patient with an identified clinical condition without the need for a prescription or an instruction from a prescriber. The health care professional working within the PGD is responsible for assessing that the patient fits the criteria set out in the PGD.”The complainant pointed out that the PGD was part of what was being offered to individual health professionals by Novo Nordisk, that it had a value, and that it was being given to individuals for their own personal benefit to run private clinics. The complainant suggested that this amounted to bribing health professionals with “an inducement to prescribe.”The complainant noted that on the website the course had been run several times, so it was likely that a large number of health professionals had received this offer.The ABPI review panel found that the training was provided by a third party, but attendees and PGDs were sponsored by Novo Nordisk. The training mentioned three drugs, the first two (orlistat and naltrexone/bupropion) were presented as having significant side effects and contraindications, while the third drug, Novo's Saxenda, did not include side effect information (though they are significant) and the training noted that Saxenda could be provided by an appropriate health professional with a valid PGD (which was provided by the course.)The training included 21 slides about Saxenda, but no such detail on the other two drugs.Sponsorship of third party trainings by drug companies are permissible by APBI “only if there had been a strictly arm's length arrangement with no input by the company and no use by the company.” In this case, the agreement between the training provider and Novo stated that “Novo Nordisk will be in attendance at training meetings and will be given delegates to follow up” and the panel found that “Novo Nordisk had reviewed the training materials used on the course for medical and factual accuracy.”The panel concluded that “the course (webinar and e-learning) was, in effect, promotional material for Saxenda for which Novo Nordisk was responsible”The Panel found that “the webinar, in effect, promoted Saxenda which Novo Nordisk was responsible for, and considered that Novo Nordisk's involvement in relation to such promotion, including that its medicine would be discussed in detail, was not made sufficiently clear at the outset. Therefore, a breach of the Code was ruled. Novo Nordisk's appeal on this point was unsuccessful.”The contract between Novo and the third party was signed in February 2020, with the intention that 13,000 professionals be trained over 2 years, each of whom were to be provided a PGD making Novo Nordisk's maximum contract £357,500 (about $455,578 USD). As of July 1, 2021, 4,399 health professionals had completed the training and 599 PGDs had been activated.The Panel found that “the provision of funding by Novo Nordisk for the PGD was clearly linked to the promotion of Saxenda; the Panel did not consider there could be any intention other than to directly increase the use of Saxenda. Furthermore, the Panel noted that the cost of the provision of the PGD to prescribe Saxenda was given to individual health professionals. Such funding to individual health professionals did not meet the requirements of the Code and was an inducement to prescribe, supply, administer and/or recommend Saxenda and the Panel therefore ruled a breach of the Code. Novo Nordisk's appeal on this point was unsuccessful.”“The Panel considered that the arrangements between Novo Nordisk and the training provider, particularly in relation to the PGD, brought discredit upon, and reduced confidence in, the pharmaceutical industry. A breach of Clause 2 was ruled. Novo Nordisk's appeal on this point was unsuccessful.”Novo Nordisk's decided to appeal on the basis that they didn't know it was a breach. This backfired spectacularly.The Appeal Board was “very concerned that Novo Nordisk did not recognise that this was a large-scale Saxenda promotional campaign which Novo Nordisk knowingly paid for and which was disguised. In the Appeal Board's view the gravity of the breaches was compounded by Novo Nordisk's failures to recognise that its own behaviour was not compliant with the Code…The Appeal Board was concerned about the potential impact on patient safety of providing unbalanced information to a wide audience, particularly given that the arena of weight loss was a highly emotional arena, and particularly given the lack of balance of Saxenda's safety profile and side effects when comparing it with its competitors.”The Appeal Board decided to publicly reprimand Novo Nordisk for “its failings and the potential impact on patient safety.” They also ordered an audit and decided that “the circumstances were so egregious that a report to the ABPI Board was the only appropriate course of action.”The ABPI Board unanimously decided that further action must be taken, and while they chose not to expel Novo outright, they noted that this option could be exercised at a later date. While a majority wanted to immediately suspend Novo Nordisk's membership, they didn't reach a 75% threshold and so decided to conduct an audit.Subsequent to that audit they determined that Novo Nordisk's actions were ““likely to bring discredit on, or reduce confidence in, the pharmaceutical industry” and suspended them for two years, with reinstatement pending a future audit.In Part 2 we'll talk about some investigative journalism that caught Novo Nordisk in more shady marketing practices. Did you find this post helpful? You can subscribe for free to get future posts delivered direct to your inbox, or choose a paid subscription to support the newsletter and get special benefits! Click the Subscribe button below for details:Liked this piece? Share this piece:More research and resources:https://haeshealthsheets.com/resources/*Note on language: I use “fat” as a neutral descriptor as used by the fat activist community, I use “ob*se” and “overw*ight” to acknowledge that these are terms that were created to medicalize and pathologize fat bodies, with roots in racism and specifically anti-Blackness. Please read Sabrina Strings Fearing the Black Body – the Racial Origins of Fat Phobia and Da'Shaun Harrison Belly of the Beast: The Politics of Anti-Fatness as Anti-Blackness for more on this. Get full access to Weight and Healthcare at weightandhealthcare.substack.com/subscribe

Welcome to another episode of Category Visionaries — the show that explores GTM stories from tech's most innovative B2B founders. In today's episode, we're speaking with Dilpreet Sahota, CEO & Founder of Trek Health, a health tech startup that has raised $3 Million in funding.   Here are the most interesting points from our conversation:   Inspiration Behind Trek Health: Motivated by personal experiences and frustrations in healthcare, Dilpreet founded Trek Health to streamline healthcare payment processes.   Significant Pain Point: Current healthcare billing relies on a 40-year-old infrastructure, leading to inefficiencies and high administrative costs.   Target Market: Trek Health focuses on provider groups, ranging from small practices to venture-backed startups, to simplify their revenue cycle management.   Specialization in Behavioral Health: By concentrating on behavioral health providers, Trek Health tailors its platform to address specific challenges in this segment.   Automation Goals: The company aims to automate 90% of transaction processing, significantly reducing manual input and administrative burden.   Impact on Competition: By enabling easier setup and operation of provider groups, Trek Health fosters competition in healthcare, benefiting patients with more choices.  

Today I'm joined by a good friend of mine, Kuldip Sahota, to talk about goals. What they are, how they work, and most of all, how to avoid failing on the ones you've set. As serial entrepreneur and investor, Kuldip co-founded Mr. Singhs from a garden shed in East London and grew it from a startup to a global food brand in just 3 years. Featured by the likes of the BBC, Sunday Times, The Telegraph and more; His businesses supplied Tesco, Sainsbury's and Selfridges; attracted millions of viral video views; and he even advised 10 Downing Street on business strategy. Having had his own life transformed by business coaching he decided to train as a coach himself and pass on his hard-won experience to clients.     Support Akash & icanyoucantoo   Fight tickets Justgiving Page   Book A Call To Start Your Journey!   Thanks so much for listening! If you like this episode, please subscribe to “RNT Fitness Radio” and rate and review wherever you get your podcasts:     Apple Podcasts   Stitcher iHeart Radio Spotify   For any podcast suggestions, or if you'd like to get in touch, please do so on podcast@rntfitness.com here. We'd love to hear from you!    I'm very excited and proud to announce we've developed a brand new partnership with one of the world's leading premium supplement brands, Optimum Nutrition, where they'll be helping support our RNT members, and listeners of this podcast, on their journey of health, fitness and total transformation. With the world's #1 best-selling protein powder in their range, and a growing plant-based range, you can now use the code RNT20 to get 20% off in their US and UK stores. My personal favourite are their plant-based protein bars. I've literally done a 180 on protein bars since discovering these, and these were a game changer during my recent long stints in Bali and the US!   Resources:   Are You Ready To Transform Scorecard Who Are You? Maxer, Buster or Seeker? Our Book: Transform Your Body, Transform Your Life     Follow RNT Fitness:    Website Facebook Instagram YouTube Email   Follow Akash:   Facebook Instagram LinkedIn

In this episode, Neelam Sahota, CEO of DIVERSEcity Community Resources Society joins Douglas Nelson to discuss the value of immigration to all Canadians. Neelam touches on the Canadian immigration system, the services desperately needed, and the importance of alignment and strong governance in any social profit organization. Tune in now to learn how DIVERSEcity Community Resources Society helps newcomers and diverse communities thrive in 2023.

A panel of five elected prosecutors were unable to reach a consensus on whether the shooting of the off-duty Vancouver Police officer was reasonable or not. https://bit.ly/3ZdpkFx #OfficerInvolvedShooting #OfficerDonaldSahota #VancouverPoliceDepartment #VPD #ClarkCountySheriffsOffice #CCSO #ClarkCountyProsecutingAttorneysOffice #TonyGolik #JonFeller #WashingtonAssociationOfProsecutingAttorneys #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

Join Dr. Jennifer Reid as she interviews Puneet Sahota, M.D., PhD, a cultural anthropologist, psychiatrist, award-winning educator and the current director of research at the National Indian Child Welfare Association (NICWA).  They discuss the powerful effects of cultural thoughtfulness in health care and beyond. Learn the simple questions she asks to better connect with her patients.  We discuss:*What is Cultural Anthropology?*How does Dr. Sahota's background in psychiatry and anthropology provide a unique lens for patient care? *How can health care providers shift their interviewing style to better support patients from all backgrounds and communities?Dr. Puneet Sahota is a psychiatrist and the current medical director of consultation-liaison and emergency psychiatry at Cooper University Hospital in Camden New Jersey, where she was the recent recipient of the Physician of the Quarter. She received her MD as well as her PhD in cultural anthropology from Washington University in St. Louis, with a dissertation examining the relationship between a Southwest American Indian tribe and biomedical/genetics research, including ethical, political, and cultural issues.  _______________________Seeking a mental health provider? Try Psychology TodayNational Suicide Prevention Lifeline: 1-800-273-8255SAMHSA's National Helpline - 1-800-662-HELP (4357)Dial 988 for Mental Health EmergencyThank you to Brendan Callahan for the original music featured on the podcast.Disclaimer:The information and other content provided on this podcast or in any linked materials, are not intended and should not be construed as medical advice, nor is the information a substitute for professional medical expertise or treatment. All content, including text, graphics, images and information, contained on or available through this website is for general information purposes only.If you or any other person has a medical concern, you should consult with your health care provider or seek other professional medical treatment. Never disregard professional medical advice or delay in seeking it because of something that have read on this website, blog or in any linked materials. If you think you may have a medical emergency, call your doctor or emergency services (911) immediately. You can also access the National Suicide Help Line at 1-800-273-8255The Reflective DocWebsite - Instagram - Facebook - Linked In - Twitter - Think Like a Shrink Blog on Psychology Today

In this episode, Professor Rory and Craig spoke to Dr Rona Strawbridge, a medical genetics research fellow at the University of Glasgow, and Manveer Sahota, an expert by lived experience and research participatory. Rona joined the show on behalf of DATAMIND, a Health Data Research Hub and a global resource for Mental Health researchers. Recently, Rona and Manveer worked together on a study about the genetic link between mental illness and diabetes. In this fascinating conversation, they spoke about the significance of creating inclusive research, the challenges of capturing mental health data, and the correlations between physical and mental health.

Police officers, in full uniform, run relay for the marathon, while others opted for a half marathon at Appetree Run in a show support for Donald Sahota and his family. https://bit.ly/3LTMyu4 #VancouverPoliceDepartment #VPD #CityOfVancouver #DonaldSahota #RIP #LawEnforcement #AppletreeMarathon #InMemoryOf #Salute #Running #JeremyBrown #ClarkCountySheriffsOffice #CCSO #VancouverWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

The one where Ted interviews Kal from HeroX about:The power of Crowdsourcing innovationThe future of workHow to find your passion and chase your dreamsHow to open a bottle of beer!Sign up for the Marketing News Canada e-newsletter at www.marketingnewscanada.com.Thanks to our sponsor Jelly Academy. Jelly Academy has been helping professionals, students and teams across Canada acquire the skills, knowledge and micro certifications they need to jump into a new digital marketing role, get that promotion, and amplify their current marketing roles. Learn more about Jelly Academy's 6 Week online bootcamp here: https://jellyacademy.ca/digital-marketing-6-week-programSubscribe to our Marketing News Canada Magazine coming this November 2022!Subscribe today and receive 50% off a one year subscription to our printed magazine. Our first edition will be released this Fall 2022, followed by our second edition in Spring 2023. To receive your 50% discount, enter the coupon code: MNC-MAG-50 during checkout.Subscribe Now!Follow Marketing News Canada:Twitter - twitter.com/MarketingNewsC2Facebook - facebook.com/MarketingNewsCanadaLinkedIn - linkedin.com/company/marketing-news-canadaYouTube - youtube.com/channel/UCM8sS33Jyj0xwbnBtRqJdNwWebsite - marketingnewscanada.comFollow Ted Lau: LinkedIn - https://www.linkedin.com/in/ballisticarts/Website - https://www.ballisticarts.com/Follow Kal K. Sahota:Website - https://www.herox.com/Twitter - https://twitter.com/IamheroxFacebook - https://www.facebook.com/IamHeroX/LinkedIn - https://www.linkedin.com/in/kal-k-sahota-7659384a/?originalSubdomain=caAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Joining Iain Dale on Cross Question Guardian columnist Owen Jones, political commentator Claire Pearsall, Atlantic staff writer Yasmeen Serhan & Labour member of the London Assembly Dr Onkar Sahota.

Olivia is joined by Jazveena Sahota, Content and Social Manager at Slate Teams and TikTok Sensation with over 100,000 followers. Jaz chats all about her journey to 100K on the viral platform, the unfiltered world of TikTok content, and how you can start creating a sustainable TikTok strategy. Mastering the art of TikTok is something many marketers and business owners want to do in the current social media landscape, so if you're interested in boosting your video content, be sure to give this episode a listen. Learn More About Adobe Express Follow Jaz on TikTok

Michael K. Sahota, CEC, controversial thought leader and keynote speaker revealing the truth about organizational realities and what it takes to create high performance. What is a shift of consciousness at the individual level as a leader and within an organization ? What are the tools and concrete examples to create that shift? How does this translate at the organizational level? How do you define consciousness? Michael Sahota Michael K. Sahota, CEC, controversial thought leader and keynote speaker revealing the truth of organizational realities and what it takes to create high performance. Michael is the founder and CEO of SHIFT314 Inc - a leadership training and consulting organization, specializing in new ways of working, Agile, Digital, Lean and Evolutionary Leadership. He is the co-creator of the SHIFT314 Evolutionary Leadership Framework (SELF) , an integrated system for organizational transformation that has the ability to deliver extraordinary results for Business Agility. Michael has trained thousands of leaders worldwide through his highly accoladed Certified Agile Leadership Training. Michael gained notoriety in 2012 with his groundbreaking book “An Agile Adoption and Transformation Guide” on the forefront of leadership and culture. Co-Author of Emotional Science (2018) and the latest book “Leading Beyond Change '' a practical guide on “How To” lead evolutionary change and unlock the success of your organization. Excellent Executive Coaching Podcast If you have enjoyed this episode, subscribe to iTunes. We would love a review on iTunes or other platform. The EEC podcasts are sponsored by MKB Excellent Executive Coaching that helps you get from where you are to where you want to be with customized leadership and coaching development programs. MKB Excellent Executive Coaching offers leadership development programs to generate action, learning, and change that is aligned with your authentic self and values. Transform your dreams into reality and invest in yourself by scheduling a discovery session with Dr. Katrina Burrus, MCC to reach your goals. Your host is Dr. Katrina Burrus, MCC, founder and general manager of www.mkbconseil.ch a company specialized in leadership development and executive coaching.

Elise is a community builder. Whether in downtown Sonoma or central Delhi, she brings people, young and old, together. As the culinary arts director at the Sonoma Community Center, she uses the power of sharing a meal to build special connections. But her 10 years living in India, where she met her husband, infused in her a worldly perspective and a desire to bridge them. In this episode we talk about her decision to move to India, her upbringing in Sonoma, and her dreams for the future of our community.

Taking cues from Walter Benjamin's fragmentary writings on literary-historical method, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern UP, 2018) re-constellates the dialectic of Enlightenment across a wide imperial geography, with special focus on the fashioning of neo-epics in Hindi and Urdu literary cultures in British India. Working through the limits of both Marxism and postcolonial critique, this book forges an innovative approach to the question of late romanticism and grounds categories such as the sublime within the dynamic of commodification. While G. S. Sahota takes canonical European critics such as Theodor Adorno and Max Horkheimer to the outskirts of empire, he reads Indian writers such as Muhammad Iqbal and Jayashankar Prasad in light of the expansion of instrumental rationality and the neotraditional critiques of the West it spurred at the onset of decolonization. By bringing together distinct literary canons—both metropolitan and colonial, hegemonic and subaltern, Western and Eastern, all of which took shape upon the common realities of imperial capitalism—Late Colonial Sublime takes an original dialectical approach. It experiments with fragments, parallaxes, and constellational form to explore the aporias of modernity as well as the possible futures they may signal in our midst. A bold intervention into contemporary debates that synthesizes a wealth of sources, this book will interest readers and scholars in world literature, critical theory, postcolonial criticism, and South Asian studies. G.S. Sahota is associate professor of Literature at UC Santa Cruz, where he holds the Aurora chair in Sikh and Punjab Studies. His first book, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern University Press, 2018), was awarded the Modern Language Initiative Grant of the Mellon Foundation. He is currently undertaking research toward two separate books (Transposed Minds: Indo-German Cultural Exchange and a Critique of Identity, and The Name of Reason: Sikhism, Secularism, and a Future Philosophy), pursuing a photography project on the gurdwaras of California, composing fragmentary thought-images, and learning Italian. Saronik Bosu (@SaronikB on Twitter) is a doctoral candidate in English at New York University. He is writing his dissertation on literary rhetoric and economic thought. He co-hosts the podcast High Theory and is a co-founder of the Postcolonial Anthropocene Research Network. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Taking cues from Walter Benjamin's fragmentary writings on literary-historical method, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern UP, 2018) re-constellates the dialectic of Enlightenment across a wide imperial geography, with special focus on the fashioning of neo-epics in Hindi and Urdu literary cultures in British India. Working through the limits of both Marxism and postcolonial critique, this book forges an innovative approach to the question of late romanticism and grounds categories such as the sublime within the dynamic of commodification. While G. S. Sahota takes canonical European critics such as Theodor Adorno and Max Horkheimer to the outskirts of empire, he reads Indian writers such as Muhammad Iqbal and Jayashankar Prasad in light of the expansion of instrumental rationality and the neotraditional critiques of the West it spurred at the onset of decolonization. By bringing together distinct literary canons—both metropolitan and colonial, hegemonic and subaltern, Western and Eastern, all of which took shape upon the common realities of imperial capitalism—Late Colonial Sublime takes an original dialectical approach. It experiments with fragments, parallaxes, and constellational form to explore the aporias of modernity as well as the possible futures they may signal in our midst. A bold intervention into contemporary debates that synthesizes a wealth of sources, this book will interest readers and scholars in world literature, critical theory, postcolonial criticism, and South Asian studies. G.S. Sahota is associate professor of Literature at UC Santa Cruz, where he holds the Aurora chair in Sikh and Punjab Studies. His first book, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern University Press, 2018), was awarded the Modern Language Initiative Grant of the Mellon Foundation. He is currently undertaking research toward two separate books (Transposed Minds: Indo-German Cultural Exchange and a Critique of Identity, and The Name of Reason: Sikhism, Secularism, and a Future Philosophy), pursuing a photography project on the gurdwaras of California, composing fragmentary thought-images, and learning Italian. Saronik Bosu (@SaronikB on Twitter) is a doctoral candidate in English at New York University. He is writing his dissertation on literary rhetoric and economic thought. He co-hosts the podcast High Theory and is a co-founder of the Postcolonial Anthropocene Research Network. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/literary-studies

Taking cues from Walter Benjamin's fragmentary writings on literary-historical method, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern UP, 2018) re-constellates the dialectic of Enlightenment across a wide imperial geography, with special focus on the fashioning of neo-epics in Hindi and Urdu literary cultures in British India. Working through the limits of both Marxism and postcolonial critique, this book forges an innovative approach to the question of late romanticism and grounds categories such as the sublime within the dynamic of commodification. While G. S. Sahota takes canonical European critics such as Theodor Adorno and Max Horkheimer to the outskirts of empire, he reads Indian writers such as Muhammad Iqbal and Jayashankar Prasad in light of the expansion of instrumental rationality and the neotraditional critiques of the West it spurred at the onset of decolonization. By bringing together distinct literary canons—both metropolitan and colonial, hegemonic and subaltern, Western and Eastern, all of which took shape upon the common realities of imperial capitalism—Late Colonial Sublime takes an original dialectical approach. It experiments with fragments, parallaxes, and constellational form to explore the aporias of modernity as well as the possible futures they may signal in our midst. A bold intervention into contemporary debates that synthesizes a wealth of sources, this book will interest readers and scholars in world literature, critical theory, postcolonial criticism, and South Asian studies. G.S. Sahota is associate professor of Literature at UC Santa Cruz, where he holds the Aurora chair in Sikh and Punjab Studies. His first book, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern University Press, 2018), was awarded the Modern Language Initiative Grant of the Mellon Foundation. He is currently undertaking research toward two separate books (Transposed Minds: Indo-German Cultural Exchange and a Critique of Identity, and The Name of Reason: Sikhism, Secularism, and a Future Philosophy), pursuing a photography project on the gurdwaras of California, composing fragmentary thought-images, and learning Italian. Saronik Bosu (@SaronikB on Twitter) is a doctoral candidate in English at New York University. He is writing his dissertation on literary rhetoric and economic thought. He co-hosts the podcast High Theory and is a co-founder of the Postcolonial Anthropocene Research Network. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/critical-theory

Taking cues from Walter Benjamin's fragmentary writings on literary-historical method, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern UP, 2018) re-constellates the dialectic of Enlightenment across a wide imperial geography, with special focus on the fashioning of neo-epics in Hindi and Urdu literary cultures in British India. Working through the limits of both Marxism and postcolonial critique, this book forges an innovative approach to the question of late romanticism and grounds categories such as the sublime within the dynamic of commodification. While G. S. Sahota takes canonical European critics such as Theodor Adorno and Max Horkheimer to the outskirts of empire, he reads Indian writers such as Muhammad Iqbal and Jayashankar Prasad in light of the expansion of instrumental rationality and the neotraditional critiques of the West it spurred at the onset of decolonization. By bringing together distinct literary canons—both metropolitan and colonial, hegemonic and subaltern, Western and Eastern, all of which took shape upon the common realities of imperial capitalism—Late Colonial Sublime takes an original dialectical approach. It experiments with fragments, parallaxes, and constellational form to explore the aporias of modernity as well as the possible futures they may signal in our midst. A bold intervention into contemporary debates that synthesizes a wealth of sources, this book will interest readers and scholars in world literature, critical theory, postcolonial criticism, and South Asian studies. G.S. Sahota is associate professor of Literature at UC Santa Cruz, where he holds the Aurora chair in Sikh and Punjab Studies. His first book, Late Colonial Sublime: Neo-Epics and the End of Romanticism (Northwestern University Press, 2018), was awarded the Modern Language Initiative Grant of the Mellon Foundation. He is currently undertaking research toward two separate books (Transposed Minds: Indo-German Cultural Exchange and a Critique of Identity, and The Name of Reason: Sikhism, Secularism, and a Future Philosophy), pursuing a photography project on the gurdwaras of California, composing fragmentary thought-images, and learning Italian. Saronik Bosu (@SaronikB on Twitter) is a doctoral candidate in English at New York University. He is writing his dissertation on literary rhetoric and economic thought. He co-hosts the podcast High Theory and is a co-founder of the Postcolonial Anthropocene Research Network. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/south-asian-studies

Welcome to Innovation Meets Leadership! I'm your host, Natalie Born. In this episode, Michael Sahota discusses what it entails to unlock the creative potential of people in the organization. He reveals the oppression behind the traditional systems and how leaders must make the daily choice of evolving. By prioritizing people over process, it is possible to create an agile space. Michael K Sahota is a Speaker, Trainer, & Consultant on Evolutionary Leadership. He is the founder and CEO of SHIFT314 Inc - a boutique training and consulting organization that specializes in the organizational, cultural and leadership shifts needed to unlock success with Agile, Digital, Lean, etc. Michael is the co-creator of the SHIFT314 Evolutionary Leadership Framework™ (SELF) that provides practical step-by-step for the inner and outer shifts needed to unlock Business Agility, Teal and other new ways of working. Michael has trained thousands of leaders worldwide through his highly accoladed Certified Agile Leadership Training. Main Takeaways: ● Building Engaging Frameworks in the Digital and Agile Space ● Eradicate Oppression and Make the Shift to Challenge the System ● People Over Progress - Harnessing The Power of Agility Key Quote: “The truth of the matter is, all those transformation programs are done with the same traditional mindset… They're actually huge acts of oppression… Wake up, stop oppressing the people.” - Michael Sahota Be sure to check out full show notes at https://innovationmeetsleadership.com/resources or click "Episode Website" below. Connect with Michael Website: https://shift314.com/ LinkedIn: https://www.linkedin.com/in/michaelsahota/ https://www.linkedin.com/company/shift314/ Twitter: twitter.com/MichaelSahota Facebook: https://www.facebook.com/SHIFT314 Instagram: instagram.com/shift314_leadership/ These are proven solutions to advance your innovation process. Check out our website innovationmeetsleadership.com or connect with us on Instagram or Facebook @innovationmeetsleadership Don't forget to subscribe and leave a 5-star review. Let's go transform something! --- Send in a voice message: https://anchor.fm/natalie-born/message Support this podcast: https://anchor.fm/natalie-born/support

Welcome back and it's another inspirational, motivational, knowledge-giving episode for all you entrepreneurs as I'm joined by the wonderful Kuldip "Kooks" Sahota.Kooks is the owner and co-owner of Mr. Singhs, 2 Bears and Kushy Face in addition to his role as a business coach with ActionCoach UK. Set to be a returning guest as there is so much to discuss, but this first conversation with Kooks mainly centres around the amazing story of his family business Mr. Singhs, which started with their now-famed sauces and has gradually expanded... Kooks also shares how he hit the lows as a business founder but managed, through coaching, to turn the tables and break free of the chains entrepreneurship was holding him down in.Enjoy!Get in touch! Got a particular Bond film you love? Would you like to be on the show to review and discuss it with Roberto? Then what are you waiting for, get in touch!  Email Roberto at  tailoringtalkpodcast@gmail.com or get in touch via the show's new Instagram page @tailoringtalkpodcast ! Links:Roberto on Instagram http://www.instagram.com/robertorevillalondonTailoring Talk on Instagram http://www.instagram.com/tailoringtalkpodcastKooks on Instagram https://www.instagram.com/kookssahotaBuy Mr. Singhs Crisps https://mrsinghsonline.comSupport the show

Michael Sahota is a thought leader, author, and speaker in the Agile industry. He's also the co-founder and CEO of SHIFT314, and he's joined by Audree Sahota, Chief Metaphysics Officer and also co-founder of SHIFT314, together they wrote the book Leading Beyond Change. In this amazing show we discover: The story behind SHIFT314 What is emotional science and how that could that help me as a leader Why leaders find it so hard to unlock the right energy in our lives The SHIFT314 Evolutionary Leadership Framework (SELF) Join our Tribe at https://leadership-hacker.com   Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA   Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services   Find out more about Michael and Audree below: Michael on LinkedIn: https://www.linkedin.com/in/michaelsahota/ Audree on LinkedIn: https://www.linkedin.com/in/audreetara/ Michael on Twitter: https://twitter.com/MichaelSahota Instagram: https://www.instagram.com/shift314_leadership/ Company  Website: https://shift314.com     Full Transcript Below     Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker.   Our two special guests on today's show is Michael Sahota who's the founder and CEO of SHIFT314, he's a speaker, a thought leader. And the author of Leading Beyond Change. His co-author is Audree Sahota who's also the co-founder and Chief Metaphysics officer at SHIFT314. But before we get a chance to speak with Michael and Audree, it's The Leadership Hacker News.   The Leadership Hacker News   Steve Rush: It turns out in times of crisis, that's a perfect opportunity for us to do some self-reflection and think about what's really important to us. According to some recent research completed by Microsoft, workers' sense of worth grew during the pandemic and during 2020 during terms to crisis, so did their expectations. For almost a year of publishing the first study, Microsoft shared results of another iteration of the Microsoft world index. And it's a study run across 31 countries, 31,000 people along with analysis of trillions of productivity signals in Microsoft, 365 trends on LinkedIn and labor trends. Some findings found that flexible working is here to stay. And leaders seemed out of touch with employees while workers were highly productive, yet also exhausted. Gen Zed or Gen Zers if you're in the U.S. needed, re-energizing due to a lack of networking opportunities. And finally, talent availability grew with the hybrid work, but the word hybrid work means so much to so many. Organizations still grapple to get an understanding of what hybrid work really means to them. What comes out in research from Microsoft is that COVID changed our relationship with work forever. 53% of employees are more like to prioritize health and wellbeing over their work compared to that pre pandemic. And in addition, 47% of responders said that they're most likely to put family and personal life first ahead of any work commitments. Employers must be ready to accommodate the needs and trends that are playing out or risk losing their talent to competitors who might offer exactly what they're looking for. The study shows that many hybrid employees, in fact, 51% say they'll consider a switch to remote working over the next 12 months. And even more remote employees, 57% said they would consider a switch to more hybrid. And while the two data points could be confusing, they clearly speak to the role of hybrid working is here to stay, providing the flexibility needed to lead a more blended life while offering opportunities to stay connected with coworkers. And it clearly shows that deciding what's best for your talent will not be a one size fits all affair either. Needs will be different based on the seniority within the company, the type of job, how long somebody's been with the organization, their home circumstances. It's also critically to fully understand and embrace hybrid work so that it requires more than just offering working from home. It really does mean making sure the employees feel part of their work at home and are also being seen and communicated as if they were in the office. And the final data point I wanted to share with you is that 54% of leaders felt that productivity had been negatively affected since going to a more of a remote and hybrid working environment. Although 80% of the same employees said that there had been an improvement in their productivity since that shift. Getting people back into the office must be driven by the employees and those who want to have a real desire to build connections. But particularly for those who were joining during the pandemic and may have not yet had the opportunity to form strong relationships. And the leadership hack here is, it's not just about flexible work location, flexible environment, but most importantly, flexible mindset and a flexible mindset from business leaders who understand their talent, know that it's not the same as it was two years ago. And they also know that their needs have changed. Understanding intrinsically what's driving each individual on your team could be the one thing that really unlocks true high performance. That's been The Leadership Hacker News. Looking forward as always to hearing your tweets and information about what you'd like to hear and see on the show. Start of Podcast Steve Rush: I'm joined on the show today by our first ever husband and wife duo, who are also business partners, Michael Sahota is a thought leader, author, and speaker in the Agile Industry. He's also the co-founder and CEO of SHIFT314. He's developed unique IP to unlock success with agile, digital, and lean, in other new ways of working. And he's joined by Audree Sahota. Chief Metaphysics Officer, and also co-founder of SHIFT314, and Audree has a mastery over many practices and techniques for rapidly shifting consciousness, which I can't wait to explo.re. Welcome both, to The Leadership Hacker Podcast. Audree Sahota: Thank you. Michael Sahota: Yeah, pleasure to be here. Steve Rush: So, first husband and wife duo, first question. Who made the first move? Michael Sahota: That would probably be me. Audree Sahota: Well, yeah. Considering I didn't really like Michael, when I first met him, Steve Rush: Which is often the case, isn't it with relationships? Audree Sahota: Right, yeah. He was kind of a thorn on my side. We actually met in India in a really incredible personal growth and transformation course that we had both been involved in for many years. And they put our classes, no, you skipped, did you skip a grade? Michael Sahota: Yeah, I did. I did two courses back-to-back. Steve Rush: You, only just found out now, right Audree? Audree Sahota: Normally you're supposed to wait six months and then join the next course. And I was in the course ahead of him. I think I was in the pilot program, and he was there, and we had some mutual friends and so eventually as I got to know, Michael, I was like, oh, this guy is kind of different on the inside than what he's projecting on the outside. So, you know, it's a longer story. But what I found was that when I needed help and I was working through a really, really deep block, that was probably the biggest block that I had that was blocking all of my success in my life. We were sitting around the dinner table with a bunch of people, and I was expressing what was going on with me. And it was like 10 o'clock at night. We had all been processing and doing these like crazy, very intense, deep, personal growth and transformation processes that included a lot of breathing and dark spaces and stuff like that. So, we were all pretty crispy and everybody one by one just kind of left the table. And it's just Michael and I sitting there and Michael's like, well, do you want to work through this issue? And I said, yeah, I want to remove this block. And he said, well, I'll only work with you if you go all the way through, like, I don't want you to stop, I want you to opt in fully into this process. And I said, yes, I'm totally ready. And so, as he was working with me and kind of holding a space and facilitating my process, which was touching into some really, really deep, deep issues, I was like crying. And it was just like really intense. And at the same time, every time he would say something as a facilitator, I would be like, oh, that's what I would say. That's exactly how I would work. And at the end of the whole entire process, which was incredibly liberating for me, I went back to my room with my roommate, and I said, hey, you know, that Michael Sahota guy just helped me with a really deep issue that I had. And he works exactly how I work, how I facilitate. And I've never met anybody like that. And she's like, oh, he's your other half. And I was like, no, not Michael Sahota, there's no way, he's not my type. And she kept saying it. And I think that, that was the moment that I knew that there was something else deeper going on, and then it went from there. Then we started discussing like our kind of, like our dreams and our hopes and our life purpose and stuff. And turns out we had the same life purpose, which is, take it away Michael. Michael Sahota: Yeah. So, it's really about helping people evolve from their current limitations. Like this deeper level of work that gets ignored, that isn't fully addressed by traditional means to allow us to show up as the partner we want, the parent we want to be, the leader we want to be, which ultimately is what we need to create, create high performance environment. So, it's really about creating a better world, a better workplace, starting with ourselves. Steve Rush: In my experience, having spoke to hundreds of very successful business leaders and coached many, it often starts with ourselves. Michael Sahota: Well, yeah, there's this funny saying, everybody's heard this, and everyone knows this true. You can't change anyone else. You can only change yourself. Everyone knows this, but 98% of leadership behavior acts as if this statement doesn't exist. Steve Rush: What do you think the reason is for that? Michael Sahota: Oh, there's a really simple reason. It's the ego, our default egoic conditioning causes to look outwards for the problems rather than look inwards. Steve Rush: Hmm. Audree Sahota: Right. Michael Sahota: Basically, we're all tricked by the ego. Audree Sahota: And we always say, you know, we're the problem and we're the solution. But I think that we don't really know where to go with all of that as well. So, part of it is the ego blocking and the other part is, if you don't have the tools, the techniques, mostly the knowledge or the education about what's actually really going on, it's very difficult to start to explore your inner world. And so, I mean, we found ways to do it through our own, I think our own evolutionary process and our own journey. Michael Sahota: Our basic view is that everyone is innocent. Audree Sahota: Yeah. Michael Sahota: Like, so if someone is listening to this call and they, well, geez, I'm not doing that. I'm mostly focused on outward. And how do we make changes around me, blah, blah, blah. You're innocent, and the reason is because, you don't have the tools. You don't have the knowledge and awareness and understanding. Even if you discovered that there's some sort of inner block inside of yourself, actually work through it. And that's really what our work is about is, giving leaders, the evolutionary capabilities for not only the self-evolution, which is one part of it, but it's also how to put that into practice, right. There are lots of people who go to yoga classes, they go to a, you know, 10-day meditation retreat and they go back and it's the same thing all over again, like nothing's changed in their regular world, right. They have a little bit of stillness and then it fades off. Steve Rush: Right. Michael Sahota: As they go through their day. And so, it's really about how do we integrate that into our regular work? How do we do that in every single thing that we do at every single interaction as a leader, as collaborator, as a parent? Audree Sahota: We even think about coaching and leadership. And we always say that it's a transmission, like transformation is a transmission. You're very being, who you are and what you've been through, and all of your experience is what is going to shift and change another person or another organization. And we find the clarity in that statement, you are the transmission, a very powerful perception to have when we're looking at organizational change, or we're looking at working with our clients who, you know, want to show up as better leaders or create high performance, or we, you know, for our own selves personally, in our relationships with our family and our friends and in our partnership as Well. Steve Rush: And the whole evolutionary framing that you have, and you talk about. How did that come together from your different work experiences to create what you do now? Because you both have very different backgrounds that have now come together as SHIFT314. Audree Sahota: Right. So, I have a little weirder background. I'm a professionally trained energetic healer. So, what that means is I didn't take a weekend workshop and I became a healer. I actually went to eight years of formal training. I worked on a medical team for five years. I worked with very, very ill people. But what that really means is I've studied the psychology of disease. So, I learned in my profession, thoughts, belief systems, behaviors, lifestyle, all these things contribute to a healthy body or an unhealthy body. And so, I believe that looking at the psychology of disease, you start to look at, what's going on in your mind? What's going on in your consciousness? What's going on in your perceptions? And so, that's where I take this weird thing of energy, kind of mixed with psychological background. And then I start to work with my clients in a way, not only to heal, but also then to transform their lives. But in order for me to do that, my training has always been you first. Steve Rush: Right. Audree Sahota: Always, I'm the transmission of the work. If I'm clear and clean in my perceptions, my glee systems, my psychological makeup, and my body, I'm able to transmit a very high vibrational frequency that will aid in the healing of somebody else. So that's kind of where my background is from. It's like the weird stuff. Michael Sahota: Yeah, my background is the exact opposite. It's an engineering. I worked in research. I've published papers and artificial intelligence, robotics. I went professionally, started working as a software developer and had management roles and got involved with a thing called agile, bringing organizations to like a more people-centric way of working, a more evolved way of working. And that eventually led me to this realization. Well, wait a second. It's really hard to help companies make this shift because the leaders don't get it. The leaders are stuck in these traditional mindsets, these traditional patterns that are totally incompatible with these new ways of working, what they call agile, digital and so on. And then I looked at it, I said. Well, how do I help these leaders like transform? How do they help them show up as leaders that we can create these amazing work environments, we can actually get high performance? I said, well, the only way to help them to solve this is to help them grow. And I thought, well, am I equipped to do that? And the answer I got back was well, no Michael, you're a well-intentioned hassle. You can see everything that's going on, but you are not showing up in a revolved way. So that's what kicked off this realization that I'm the problem and I am the solution. That I am the limit for everything that I want to create around me. And so, kicked off this you know, really broad scoped search for, how do I grow myself? How do I evolve? And I had no idea. So, I just started doing random things. And eventually this is one path took me to India, right, and that's where I met Audree. But really, I think this is true for me still today is, that I am the limit of everything that I want to create in the world. And I continue to invest in my own personal evolution. That's why I got a lot of humility around this. It's not like, well, oh, I'm better and blah, blah, blah. It's like, hey, we're all on our journey of evolution. All of us, every single one of us, the only question is, how much energy are we putting into our own evolution? Number one, and number two, what are the rate of progress we're making? And what we've seen here is a lot of leaders are at zero rate of progress and zero investment in their evolution. And as a result, they're continue to be the same leaders that they've always been Audree Sahota: Because it's so hard. Steve Rush: Yeah. Audree Sahota: The pressure to succeed, the pressure to get things done actually takes you backwards. So, you have to be very, very careful because that's where you get tripped up. It's like when something's happening and the organizations in a crisis or your teenager just, you know, crashed the car, it's either one. Michael Sahota: And It's kind of weird, right? Because I started as an engineer, right. And scientifically running experiments of like, what can we do to a system to improve performance? And I followed root cause, eventually it said, wait a second. The only way to do this is through inner evolution, integrated with, you know, external models, tools and so on. And that's what we've created is this technology, this co-creation of Audree and I, we didn't like wake up one day and say, here it is. It's been this evolution over like the last decade of both of our work. Steve Rush: Yeah. Michael Sahota: It's called the self-framework. Audree Sahota: Right. Michael Sahota: And it's just really this beautiful tool kit, Audree Sahota: And we didn't even know that we had a framework, we had no idea. We were just trying to explain to people what we did. And it was through writing the book. It was through that process of writing the book that it actually really homed in Michael Sahota: What it is we're doing. Audree Sahota: Yeah, what it is. First the intention that we had no idea what we were doing. Steve Rush: Yeah. Audree Sahota: We were just doing it. Michael Sahota: Be very successful. Audree Sahota: Very successful. Michael Sahota: Training thousands of leaders around the globe and giving them transformational experiences and like, this is the thing, is like, you know, on the outside, okay. It looks like we're leadership trainers, looks like we're organizational consultants. So, we help companies with agile. That's the external, right. That profile fits lots of organizations around the world, but there's some something special and deeper about what we do. That's very human where it's not just about the workplace. People who go through our trainings realize, oh, wait a second. This is actually more important to me with my family. Steve Rush: And the reality, I guess, of what you've just described is that evolutionary journey that people take. But if you went to an organization and started with those energetic, emotional science-based conversations, most organizations would go, whoa, hang on a second. That's a bit too deep, but they could probably understand and contextualize the broader conversations around leadership development and organizational consultancy, right? Audree Sahota: Right, and high performance. Steve Rush: Yeah. Audree Sahota: Because everybody wants results. Everybody wants to do well. Even people sitting in a yoga class, why are they there? It's because they want to make their lives better. So, I think it's a natural occurrence in nature. Nature is always perfecting itself. And it's really, really beautiful, you know? We think of like having a disease or birth defect and transitioning or not living as something that's really, really terrible. And we look at the way nature functions. It is always trying to perfect itself and we're doing it everywhere. It's not just in nature, but we are nature, we're animals. It's the natural progression in the life cycles of an organization that we're looking at where things have to get destroyed in order to create something new and something better. So, we tend to forget the natural cycles that occur in life. Steve Rush: Yeah. Audree Sahota: And when we start to look at, we're just wanting to create high performance and that's okay. It's okay. Michael said all the time, in our courses, he goes, I don't care if you're here because of financial success and you're worried about the bottom line or you're here because you want to make workplaces a better environment for people. We don't have any judgment of why you're here, but what is that there's this merging together of, oh yeah. I want both. And why can't we have both? Steve Rush: Right. Audree Sahota: Yeah, and it makes sense that if your workplace is healthy and people are happy and engaged and love what they do and they're supported, there's a benefit to the organization and it's a financial benefit. Steve Rush: And there's loads of science about. Audree Sahota: Yes. Steve Rush: That happy workplaces create better productivity, better productivity creates better and happier environments and therefore more purposeful business. And it becomes self-fulfilling, doesn't it? Audree Sahota: Yeah. But it's an old way of thinking in the traditional work environment, it's oppressive, it's slave like mentality and it's this old way of how humans existed in society. That is beginning to change because we realize, oh, oppressing people doesn't actually work. You know, having poverty and lack doesn't work. Michael Sahota: I mean, no manager goes into work and thinks, oh, I'm going oppress people today, right. Nobody thinks that, but everyone is caught up and this is why I see people as very innocent. We're caught up in this industrial machinery, this structure's is a business as unusual and we're just like hamsters running around the hamster wheel. And so, it's about helping people wake up to say, wait a second, do you see what's going on? You're just following in this traditional pattern, traditional management path and these are the consequences. That's where we start. We don't talk about any of the personal shift, any of that stuff. Because like, hey, let's just have a conversation about what's going on in your organization and how's it working for you? And it's never working out well for organizations. Everybody is struggling out there. Steve Rush: Yeah. Audree, you spend quite a lot of time with metaphysics, energy, you know, the root of kind of what drives people's behaviors. I'm keen to just understand a little bit about why it is that organizations and often individuals who lead those organizations and teams find it really difficult to peel the layers right back to where they need to be effective and explore some of that? Audree Sahota: That's a great question. And I actually don't know the answer. Michael Sahota: I know the answer. So, the answer is, we don't ever try to get anyone to do anything. Audree Sahota: But he's saying like a general, like. Michael Sahota: Why is it happening? Audree Sahota: Why is it happening? Steve Rush: Why is it so difficult? Audree Sahota: It's a really deep conversation that I'm not going to go into right now. And a lot of it is that, oh, it's way too deep to go into. But I can't tell you that. We're raised from birth in a way that we're just in this command-and-control habit, we're in a habit of fear and anxiety. We're in a habit of thinking and believing. We're duped into believing that we deserve eternal punishment. Michael Sahota: Yeah, and everyone listening to this. Well, that's not me. And it's like, well, if you don't know that's going on with you, you just don't know what's going on with you, but it's going on with everyone until you're actually enlightened. So, it's there and most people aren't aware, but we don't even start there. I just want to back up, this is not a good starting place. The starting place is what we actually do in our trainings, which is saying, well, okay, great. We're here to talk about how do you create business agility? How do you be high performance leaders? Right? So, the egos invested. People want the result. People want the outcome. And this is what our whole book Leading Beyond Change goes through. This is the anti-pattern of what you're doing in your traditional business. And this is the pattern for what is happening in healthy organizations that get really extraordinary performance. And we just take people through a series of patterns where they realize, wait a second. What I am choosing to do every day creates low performance. Audree Sahota: Nobody wants to understand the fundamental fabric of why humans are in suffering. Steve Rush: That's right, yeah. Michael Sahota: Yeah. Audree Sahota: Except for me. Michael Sahota: So, what we get people to do is realize, wait a second. When I try to drive a change program, I'm actually create a lot of resistance. When I mandate things as a boss and use my power without listening to other people first, I'm creating damage. Audree Sahota: And inner more advanced courses what we do is, once you can see that behavior, that I'm creating damage, then when you have the tools and the techniques and the understanding, then it's easier to look inside. And we always ask, what does it feel like in your body when you're trying to drive change? Steve Rush: Because your body's a good barometer to tell you exactly what's going on, right. Audree Sahota: It is the thing, that is the radio receiver. So, the body will tell you, it's like, oh, I feel tight. Oh, it's hard to breathe. Oh, there's a knot in my stomach. And then we have the tools to help to dissolve that because those are patterns from the subconscious part of the egoic system that are actually, it's like the root cause of why you're trying to drive change to begin with. It doesn't mean that you're not going to create change. Steve Rush: Yeah. Audree Sahota: But an impact change, but it's going to come from a very different place where there's a release within your system and you're letting go. You're not attached to the outcome, which is very, very hard to do. But when not attached to the outcome anymore, you're no longer pressing onto the system and creating that resistance. And there's an opening that happens. Steve Rush: Yeah. Audree Sahota: We always call it the secret to the universe. Steve Rush: Wow. If only we could all tap into that, it sounds incredibly. Audree Sahota: We all can, and we all deserve it. Steve Rush: Yeah. Audree Sahota: Like every single one of us deserves to be successful and happy and productive Michael Sahota: And having an amazing day at work every single day, Audree Sahota: Every single day. Steve Rush: And the reason why some do, and some don't is completely about how we are showing up, thinking about or how our mindset is driving, how we're thinking and showing up at work. Audree Sahota: Oh yeah, and that's a choice. Michael Sahota: Well, actually there's two factors. One is internal. What is our internal composition? And how are we choosing to perceive the reality that we're in. The other one is the external system because a really beautiful organization can help people uplift, to help people heal and help people grow. Whereas their traditional organizations are taking people down. Steve Rush: Yeah. So, you both talk about a series of patterns, which are the series of patterns that you explored and bumped into as you started to write the book Leading Beyond Change, and you talked about this self-evolutionary framework. I'd love to get into a little bit about that and explore some of the elements of what that is and how I might use it? Audree Sahota: Well, let's start off with the name. SHIFT134 Evolutionary Leadership Framework. Michael Sahota: The abbreviation is the S E L F or the SELF. Audree Sahota: And then we went, oh my God, about the self, it is the self. Michael Sahota: Think about it? Audree Sahota: But it was an accident. Michael Sahota: Yeah. Audree Sahota: I just want to say that's how miraculous it is. It was an accident. Steve Rush: So where does SHIFT314 come from? Michael Sahota: Ah, okay. So, everyone has heard of this number 3.1415, and you go, oh my gosh, it's Pi. Steve Rush: Pi. Michael Sahota: A Pi symbolizes the universal timeless principles of the universe through mathematics. With SHIFT314 we give the universal principles, the timeless principles of human dynamics and organization dynamics. We're talking about how do things actually work. Not some, you know, popular, made-up theory, do these three things and you'll have success and blah, blah, blah, blah. It's actually worth the laws of cause and effects of human beings. And when human beings working together and creating change in organizations Audree Sahota: And how to mitigate the damage. Michael Sahota: Hey, so here are the patterns. Hey, do you notice when you do this, when you oppress people, here's how you're oppressing people. It actually disengages them, demotivates them so on. And when you create a space for people to contribute, they can, and they're happier and they perform better, like very simple, simple ideas. And we go through, I think about 40 patterns in the book to give people like a really clear sense of wait, when I'm stuck in this matrix, this mindset, trap of traditional business, or even slightly, some of these progressive things are actually, very weak sauce countermeasures, you know, oh, wait a second. I'm not getting high performance. What I'm doing today is not high performance, it's the opposite. Audree Sahota: And a lot of it is common sense. It's just that we don't set our intention to really think about it. And I believe we don't do that, and I'll go back to it is, we don't have the tools and the techniques to move through these patterns. So, like for one of them is, we talk about leaders speaking last. So, when you go into a meeting, you allow everybody else to speak first, before you give your opinion, give an answer to the problem, you know, give a solution. Michael Sahota: Yeah. I show you the anti-pattern, hey everyone, you know, here's my idea for this. What do you guys think? Yeah right. Versus like, hey, you know we need to solve this problem. I've got some ideas, but we're all smarter together. Why doesn't everyone share their ideas and then we'll have a conversation. Audree Sahota: And everybody goes around the table, gives 30 seconds or a minute. Shares their perspective, shares their opinion. Michael Sahota: Then we get the deeper truth of well, okay, but this is not a trick. It's not a tactic. For a leader to do that they have to get their ego under control. They have to stop trying to be the smartest person in the room and create a space for others to be leaders and to want to build other people, to be leaders. That's the inner journey. That's why people need tools to make it. Steve Rush: Is there a particular pattern that you've recognized through these different of patents? Is the stickiest, like people get stuck the most. Michael Sahota: Command and control habit. Command and control habit. We don't understand that we're addictive. Audree Sahota: Very different and we're exactly the same. Michael Sahota: We don't understand. We're addict. Gender is the commanding control habits, is actually two different words to the same thing. We don't understand. Like right now, everyone listening to this probably said, I'm not addicted to command and control habit. That's what everyone's going to listen to, is going to say to themselves, I'm not addicted to it. Audree Sahota: I give people their freedom, let them explore. I give them autonomy. Michael Sahota: Guess what? Get into one of our trainees. And you'll see that you actually don't, and you'll see the damage you are causing. And it's going to wake you up to an extraordinary journey. That's going to change, not just your workplace, but all of your relationships with your partner, with your kids, everything. That's what happens because we're stuck trying to use the same words that everyone else uses, you know, leadership and culture. Audree Sahota: Mindset. Michael Sahota: And blah, blah, blah. But we're doing something at a very different, very deeper, much more personal level, touching the core of our being. Steve Rush: Which is where energy plays that vital role because you're dealing with then raw emotions, much of the time, aren't you? Audree Sahota: Yes, my philosophy on healing has changed quite a lot. I mean, and I've been doing this since probably 1994. So, what I can say is that I no longer believe there's has to be a story. I no longer believe there has to be something that takes a very long time. I do believe in instantaneous healing, I believe up and out, up and out. Michael Sahota: Not just believe, we live that with our own work on ourselves and the work we do with our partners, clients and those in our training programs is like the, you know, we tell people, if you get stuck, don't stay stuck, just reach out to us and we'll get you unstuck. We've got a lot of tools. Steve Rush: Mm. Audree Sahota: Right, and I think the biggest thing here is that it's a choice for everyone, no matter what you're doing, whether it's like our work or somebody else's work or your own work or whatever you are doing in your life. But we really believe that if you're having an issue or a problem that you don't have to, you have a choice. And when you understand that you have the choice, that becomes a very different perspective to live by. And when you make the choice not to have the issue or the problem, the solutions come, it just makes it easier if you have the tools and the techniques ahead of time, on purpose, you know, striving towards creating more success. Steve Rush: That's the essence of metaphysics as well, isn't it? You know, it's the kind of the whole energy. Allowing the energy to feed your direction, so to speak. Audree Sahota: Yes, and energy is moved by thoughts. Michael Sahota: Yeah. So, this is where it all ties together. Like, you know, our oppressive behaviors, our anti patterns of traditional business, our low vibrational frequency, like it's actually like stuck trapped energy in our bodies. And we're walking around basically emitting all this like sort of toxic radiation. That's most traditional leaders right now are walking around emitting toxic radiation, acting as a beacon of a very destructive, oppressive culture, which is why so many people are disengaged. Now really effect leaders aren't doing that. They haven't evolved consciousness. They're pure in their being, they're operating in from a higher vibrational frequency. They're emitting positive energy around them, and people just feel good around them, right. It's not just what they're doing. So, what we're saying, it's a transmission. And, you know, taking it back to the energetic layer, they're actually admitting, you know, good vibes, right? Steve Rush: Yeah. Audree Sahota: But Michael, what if you're not the leader and you're just in an organization with those toxic leaders, then what do you do? Steve Rush: That's a great question. Audree Sahota: I will interview Michael. Michael Sahota: Well, first of all, the first thing you need to see is that how those toxic leaders are taking you out and you are now part of the problem. Audree Sahota: Exactly. Michael Sahota: And so, what we see is that anyone and everyone can be a leader. Our approach or framework is about leaders at all levels that anyone at any place in the organization can create change starting with ourselves, because we can't control everyone else, but we can control ourselves. So, change, therefore, is 100% possible if we choose to do it. Audree Sahota: And it's a moment-to-moment choice. You can, you either choose to be in resistance and negative, in anger, in frustration and blah, blah, blah, blah, blah. Or you can choose to be in peace in harmony and calm in not getting taken out by the drama and the chaos that's going on. So, you can actually just show up and function with your full intelligence. Michael Sahota: Yeah, we're calling it almost like radical responsibility, like just taking full 100% responsibility for one's interstate of being, thoughts, actions, energetic stake, and taking responsibility in stewardship and taking action and looking after it, the way you look after, you know, a child that was in your care. So, we need to look after our interstate of functioning. Audree Sahota: Yeah. I think as a society on a whole, we're generally in a low vibrational state, we're always in the state of fear, anxiety, worry, anger, blame, all these different aspects of who we are. And it becomes an addictive pattern. There's actually an addiction going on in your body. So, if you start to really slow down and feel like, just watch the news, that's a really great example. While you're watching the news, what's going on in your body? Oh, I'm feeling this searing burning sensation and this, you know, tightness in my chest, sit with that searing burning sensation in your chest for a while. You'll start to feel like, oh, that feels really good. And then start to notice how many times a day do you actually instigate that sense and that feeling in your body, there's a chemical release going on in your body. There's a biological reaction to whatever emotional state is happening. You know, that's caused by the environment and what happens is our bodies become addicted to those chemicals, the cortisol and all that stuff that's going on in the body. So, you really have to almost like take back control of this addictive patterns. That are not only, you know, psychological patterns, you know, with emotions, but it's also. Michael Sahota: It's like energetic, it's physiological, its neuro chemical, it's societal, it's in our environments and the conditioning. So that's what we're talking about, breaking out this matrix, we're trapped in, right. And that's where, you know, our work is very, very different because we're looking at, you know. Audree Sahota: Everything. Michael Sahota: Universal principles, what is really going on here? Oh, I'm in fear. So therefore, I'm not getting blood supply in my frontal cortex, therefore my brain can't operate. Ah, okay, no wonder, now I know what's going on, right. Audree Sahota: And just taking it back to something really simple because you shouldn't believe anything that we're saying at all, it should be an actual personal experience to validate your own belief system. And so, this is what I always offer people. Find somebody that you can't stand, that you have a huge problem with. And let's just say, it's your boss okay. You could pick a lot of other people, but let's just say, it's your boss, because this is an easy one to work with. There's somebody in your organization that you have such a hard time with and spend a bunch of time, maybe 30 minutes just sitting and feeling positive about this person. Like what if everything I thought about this person was wrong? What if, and just start to calm the nervous system down, calm your body down, calm your mind down, open your heart and change your perception of this person. Just do it, make the choice and just do it. No matter what the external circumstances are. I guarantee everybody, if you do this, that relationship will automatically shift. Steve Rush: Like it. Michael Sahota: That's the advanced step. Most people aren't ready for. The first step. Steve Rush: Yeah. Michael Sahota: The first step for that is just see how you don't want to do that. Just see how you not want to do what Audree just described. That's how you are the problem right now. You're not ready to let go of that anger. Audree Sahota: Oh yeah. Because you're addicted to it. Michael Sahota: Yeah. Audree Sahota: It's an addiction. Michael Sahota: It's not your fault. You just need to be aware of it. Step one. Audree Sahota: It's like drinking, smoking, doing drugs. It's the same thing, right. We love it. Oh, we love getting angry, oh my God. Michael Sahota: At that person. We tell other people about it, yeah anyway. Audree Sahota: Right, sometimes our identities are wrapped around, you know, certain situations that we're having. For me personally, when I started to look at, why do I want that? Why do I want the negativity? And then I was like, oh, wait a minute, I don't. Why do I want too not be successful? Well, wait a minute. I want to be successful. Why would I create something that's you know where I'm going to fail? Steve Rush: Addiction. Audree Sahota: Why would I do that to myself? Steve Rush: Yeah. So, this is where we turn the tables because I could spend all day talking to you by the way. You are in incredibly fascinating and I'm getting juiced up listening to you. But this is a show that we have thousands of people listening to all over the world and it'll be rude for me to not exploit the opportunity to hack into your years of experience and wonderful learnings. So, I'm going to now ask you to tap into your top leadership hacks. So, if you consider the things that you've experienced, things that you've done, and of course we know leadership's not hack, you've got to work at it, but what would it be if you were to distill top tips, ideas or tools? Michael Sahota: Listen to other people's ideas before sharing your own. Audree Sahota: I think for me, it would be. Asking what if I'm the problem? Just what if I'm the problem. Steve Rush: That's a fabulous reframe, isn't it? To think of a different perspective. Audree Sahota: And then the other one for me, this is my favorite question. How can I help you be successful? Turn the tables instead of it being about you, how can I help you be successful? And that might mean that you're on a team and the whole team is like, how can I help another team be successful? Steve Rush: Really, really like that last one. So, the next of show, we affectionally called it Hack to Attack. So, this is typically where something in your lives or work has gone, particularly not well. It's been more catastrophic. It might have been a complete failure, but as a result of that experience, you now have that tool that is useful in your life and work. What would be your Hack to Attack? Michael Sahota: You know, it's really interesting, it's really a great concept and our answer is, everything. That's one of our teachings is, everything that's going on around you is a gateway to learning. Steve Rush: I like that. Michael Sahota: And most of our lies, we ignore everything, all these gateways to learning and evolution, but it's every single moment, every single frustration, every single you know, thing we perceive as failure, everything we're resisting and we're not flowing with life is the gateway to evolution. Steve Rush: Yeah. Audree Sahota: Oh, I would say my marriage, my first marriage. Steve Rush: Well, without that serendipitous moment that you had in India, of course you wouldn't be where you are today either. Audree Sahota: No. Steve Rush: So, the last part of the show, we get to give you an opportunity to do some time travel, bump into yourselves at 21 and give yourselves some advice. Audree, you go first. Audree Sahota: Oh my God. I would say stop partying so much. And, you know, I don't really know. I think for me it would be things are going to get better and you stop sabotaging your own self, yeah. Steve Rush: Great. Michael Sahota: Yeah, for me it would be Michael, you're not going to believe me because one of your problems is you think you have it all figured out and you don't need to listen to anyone. So, I'm not going to ask you to believe anything I'm saying now, but just keep in your back pocket when things are going to go wrong, because they're going to go wrong. And when they go wrong, I just want you to think about this. Steve Rush: That's super. Michael Sahota: You can't help anyone else until you stabilize yourself and your own healing and growth is the most important thing you can do. And I know it will not make any sense to you now. I understand that, but when things are going wrong, it's not about what's happening around you. It's what's happening inside you. Audree Sahota: I think you told yourself at 21, you're going to go to India and meet some hot girl and to pay attention. Steve Rush: Yeah, absolutely. If only we could have a crystal ball, right? So, I'm pretty certain that you've inspired people to want to learn more about what you're doing and maybe get a copy of Leading Beyond Change, diving into some of the communities that you work with and run, where is the best place for us to send them? Michael Sahota: The best place is our website shift314.com. Audree Sahota: Yeah, we also have another book, Emotional Science, and I think you can get through to both of those books, Leading Beyond Change and Emotional Science from shift314.com Steve Rush: And we'll make sure that links to the website and how people can get hold of the copies of the books are all in our show notes as well. Audree Sahota: Thank you so much. Steve Rush: I've really enjoyed this conversation. I hope it's not our last. I'm pretty certain it won't be, and I'm really delighted that we have you both on the show to share some experiences and get us to think differently about a few things that you've really poised today. So, thanks for being part of our community on The Leadership Hacker Podcast. Audree Sahota: Thank you so much for having us here. We really appreciate it. Michael Sahota: Yeah, our pleasure. Audree Sahota: Yeah. Steve Rush: Thank you both. Closing Steve Rush: I want to sign off by saying thank you to you for joining us on the show too. We recognize without you, there is no show. So please continue to share, subscribe, and like, and continue to get in touch with us with the great new stories that we share every week. And so that we can continue to bring you great stories. Please make sure you give us a five-star review where you can and share this podcast with your friends, your teams, and communities. You want to find us on social media. You can find us on Facebook and Twitter @leadershiphacker, Leadership Hacker on YouTube and on Instagram, the_leadership_hacker and if that wasn't enough, you can also find us on our website leadership-hacker.com Tune into next episode to find out what great hacks and stories are coming your way. That's me signing off. I'm Steve rush, and I've been your Leadership Hacker.  

On the evening of Jan. 29, off-duty Vancouver, Wash., police officer Donald Sahota attempted to subdue a robbery suspect outside his home. Sahota was then mistakenly shot and killed by an arriving Clark County deputy. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

This episode is sponsored by Davwill Consulting. Emotional agility? Yep, it's needed more now than ever. Let's chat! Click Here Michael K Sahota, CEC, is a Thought Leader, Author and Speaker in the Agile Industry. Michael is the co-founder and CEO of SHIFT314 Inc. He has developed a unique IP to unlock success with Agile, Digital, Lean, and other new ways of working. Audree Tara Sahota, B.Msc, is the Chief Metaphysics Officer and co-founder of SHIFT314 Inc. She has mastery over many practices and techniques for rapidly shifting consciousness. Since 1994 she has held advanced professional certifications in energetic healing, meditation and yoga, including 5 years as the lead Energetic Healer on the medical team of WomanCare Inc (Chicago area). Connect with Michael & Audree at: https://shift314.com/ https://www.linkedin.com/in/michaelsahota/ https://www.linkedin.com/in/audreetara/ https://twitter.com/michaelsahota

Speakers remember the 52-year-old fallen officer as devoted to his family and career in law enforcement. https://loom.ly/wsZI1b4 #VancouverPoliceDepartment #VPD #OfficerDonaldSahota #DonaldSahota #MemorialService #MemorialProcession #ilaniCasinoResort #FallenOfficer #OfficerShotAndKilled #DetShaneHall #OfcRobinBrown #JamesReinhardt #ChiefJamesMcElvain #LawEnforcement #ColtonSahota #DawneseSahota #KyleDaCunha #DevinDaCunha #VancouverWa #RidgefieldWa #ClarkCountyWa #ClarkCountyNews #ClarkCountyToday

Michael K Sahota, CEC, is a Thought Leader, Author, Trainer and Speaker in the Agile Industry. Michael is the founder and CEO of SHIFT314 Inc: a next-generation conscious training & consulting firm that specializes in Culture, Organizational Evolution and Evolutionary Leadership.

Michael K. Sahota is the founder and CEO of SHIFT314, Inc., a next generation conscious training and consulting firm that specializes in culture, organizational evolution and evolutionary leadership. In this episode, Michael K. Sahota explains that now, more than ever, organizations are being asked to shift into a more conscious and agile business practice. In order to reach this necessary business objective, Michael explains how to transform a traditional organization into an evolutionary one with a framework and mindset that offer a new way of leading and approaching change through business agility. Check out Michael K. Sahota's new book, Leading Beyond Change: A Practical Guide to Evolving Business Agility  here. TAKEAWAYS:1. Why the traditional business system is not sustainable and why businesses should move towards evolutionary agile organizations;2. Why overuse and ineffective use of power is damaging and why its important to treat everyone like a volunteer;3. Understand the difference between managing and leading and why one will lead to failure;5.  Create Awareness of the function of ego and the understand the damage caused by egoic behaviorNEWSLETTER- Don't miss an Employment Law  Updatewww.karlywannos.com/newsletterONLINE COURSES FOR HR, MANAGERS AND BUSINESSESADA: The Complete Course: learn everything you need to know about the Americans with Disabilities Act, to ensure you comply with the law! Check it out here.Sexual Harassment Training for Managers- Join the WaitlistFREE DOWNLOADSTHE EMPLOYMENT AUDIT: Does Your Company Pass the Test? Take the Quiz to find out if your company is protected from employment claims. The Employer's Essential Guide to Hiring and Firing:  5 Steps to Avoid Legal Trouble. Get the Guide here. If you make the hiring and firing decisions for your company, then you need this guide! Avoid these mistakes and protect your company from legal claims.  Get the guide here. Connect with Karly WannosFacebookInstagram Employment Law for Business Community Facebook PageLinkedinConnect with Michael K. SahotaShift314 WebsiteLinkedinLeading Beyond Change: A Practical Guide to Evolving Business Agility, by Michael K. Sahota and Audree Tara SahotaAre you enjoying this Podcast? If so, please rate and review the show!Rate, Review & Subscribe on Apple Podcasts: Please consider rating and reviewing the show. This helps me reach more businesses and provide best practices on issues affecting companies and employees.  Disclaimer: The information on the Employment Experience is for educational purposes only. The information in this episode does not constitute legal advice, and does not create an attorney client relationship with Karly Wannos. Karly Wannos is licensed to practice law in Florida only. Please consult with an attorney before making any important business related decisions. 

Join Air Cmde HS Sahota as he describes some interesting anecdotes of his long and successful career in the Air Force - from getting lost in a Vampire above the clouds, to chasing Pakistani B-57s away from Mumbai and firing rockets from a Mi-17 against LTTE rebels in Vavuniya. He also reveals the secrets of how he won the first 3-Star "Marksman of the Air Force" badge.Air Cmde HS Sahota's career profile is here: http://www.bharat-rakshak.com/IAF/Database/7663A link to his book on Amazon is here: https://www.amazon.in/Farmers-Son-Who-Dared-Fly/dp/9390011191/ref=sr_1_5?dchild=1&keywords=hs+sahota&qid=1624705545&sr=8-5

Today on the show, I am chatting with Kiran Sahota, a Social historian, researcher and public speaker on South Asian history with a special focus on women. Kiran and I chat about growing up in Birmingham, the start of her research career, that pivotal moment when she quit her full-time HR job to focus on women in history, her family's' path from India to England and  the film project she is currently working with the help of the military. What I did totally forget to discuss was her stint as an Olympic torch relay person representing England leading up to the 2012 Olympics.  But, everything else and so much more coming up. Friends I hope you enjoyed today's conversation with Kiran. We both so appreciate you tuning in today.  If you enjoyed this episode please screen shot it and share on your instagram stories tagging Kiran @bimcic and me @asoutherngirlsview. You can learn more about Kiran and her organization “Believe In Me”  at https://www.bimcic.com And find her on Instagram at https://www.intstagram.com/bimcic As a reminder if you are not already subscribed to my podcast, I want to encourage you to do that today. I really don't want you to miss a single upcoming episode. You can subscribe at https://www.asoutherngirlsview.com/podcast You can also find me on Apple podcasts and Spotify or wherever you listen to podcasts.   The video version of this interview is available on my youtube channel at https://www.youtube.com/c/SandyAdamsSAP And if you're feeling extra warm and fuzzy, I would be so grateful if you left me a review over on iTunes, as well. Those reviews help other people find my podcast and they're also fun for me to go in and read.  You can click the link in the show notes or go to iTunes find my podcast, then select “Ratings and Reviews” and “Write a Review” and let me know what your favorite part of the podcast is. Until next time, stay safe and have a fantastic rest of the day. Kiran is a Heritage and Education Consultant, Project Manager, history researcher and public speaker for South Asian history. She currently works with BAME young people from low social economical areas, educating them on histories that are often not taught in mainstream education. She is especially passionate about empowering women to their culture and heritage, by producing projects that they can be involved in. She's available for exhibitions, workshops, presentations and speaking events.  More information  https://www.bimcic.com