Podcasts about serves

Let it go is one of the hardest thing to do from jobs to relationships. Learning to let go to free ourselves.Audiobooks and courses: https://emma-digallo-s-school.teachable.com/YouTube Channel All about Business and Self-care : https://www.youtube.com/channel/UC86s2ZCT-JvW4A5i3UfoaLA

What does it take to turn a small real estate side hustle into a global corporate housing empire? In this episode, we sit down with Ken and Gary Brown—founders of Furnished Quarters—to explore their incredible journey from NYC real estate investors to international leaders in corporate housing. With roots in their family's furniture business and a knack for strategic growth, the Brown brothers transformed a few furnished apartments in Manhattan into 1,000+ units worldwide. They break down how corporate housing fills a unique niche between hotels and Airbnb—offering professionals fully furnished apartments for 30 days or longer—and explain what truly sets their approach apart when it comes to design, guest experience, and client retention. From navigating post-COVID market shifts to scaling operations across continents, Ken and Gary share hard-earned insights that every entrepreneur in hospitality, real estate, or short-term rentals needs to hear. Whether you're new to the space or ready to scale, this episode is packed with lessons in adaptability, service, and smart growth. Things we discussed in this episode: Fully furnished apartments for 30+ day stays. Founded in the 1980s by brothers Gary and Ken Brown. Rooted in real estate and family furniture expertise. Serves corporate relocations, interns, and families in transition. COVID-19 reshaped demand for space and flexibility. Properties in business hubs and family-friendly neighborhoods. 24/7 high-touch customer service and quick issue resolution. Operates 1,000+ units across multiple countries. Neutral, locally-inspired interior design for broad appeal. Keys to scaling: great people, flexibility, and consistent service. Get in touch with Ken and Gary: Linkedin Ken - ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/ken-brown-89555035/ Linkedin Gary - ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/gary-brown-b324512/ Website - ⁠⁠⁠⁠⁠⁠https://www.furnishedquarters.com/meet-the-team #SmartStayShow #realestate #realestateinvestor #realestateagent #RealEstateInvesting #HospitalityTrends #BusinessTravel #PropertyManagement #FurnishedQuarters #RealEstateStrategy #TravelAccommodations #EntrepreneurialJourney Follow Us! Join Jason Muth of Prideaway Stays and Straightforward Short-Term Rentals and Real Estate Attorney / Broker Rory Gill for the first episode of SmartStay Show! Following and subscribing to SmartStay Show not only ensures that you'll get instant updates whenever we release a new episode, but it also helps us reach more people who could benefit from the valuable content that we provide. SmartStay Show ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ and⁠⁠⁠⁠⁠⁠ YouTube⁠⁠⁠⁠⁠⁠ Prideaway Stays ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ Straightforward Short-Term Rentals ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ Attorney Rory Gill ⁠⁠⁠⁠⁠⁠on LinkedIn⁠⁠⁠⁠⁠⁠ Jason Muth on ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ Hospitality.FM SmartStay Show is part of⁠⁠⁠⁠⁠⁠ Hospitality.FM⁠⁠⁠⁠⁠⁠, a podcast network dedicated to bringing the best hospitality-focused podcasts to those in and around the industry, from Food + Beverage, Guest Experience, Diversity & Inclusion, Tech, Operations, Hotels, Vacation Rentals, Real Estate Law, and so much more!

This poetic sleep hypnosis session guides you to gently release the emotional weight you've been unconsciously holding—outdated beliefs, inner blocks, and patterns that once protected you but now keep you stuck. Through rhythmic breathwork, deep relaxation, and symbolic letting go, you'll create space in your subconscious for renewal, peace, and transformation. Let this session become a sacred reset—clearing your internal space so you can rise with new energy tomorrow.

Dans cet épisode du podcast Alimente ton sport, j'aborde un sujet très pertinent en cette saison de course : la surcharge en glycogène, également connue sous le nom de « carb load ». J'explique c'est quoi la surcharge en glycogène et je vous partage 3 trucs pour en faire une qui est efficace ! Pour t'inscrire à ma formation gratuite Comment planifier la nutrition pour ta prochaine course, clique ici : JE M'INSCRIS ! Pour tous les détails concernant mon programme Alimente ton trail, CLIQUE ICI ! N'hésite pas à partager l'épisode sur les réseaux sociaux. Un énorme merci et bonne écoute !

Grab your beach bag, Party People! (And the phone number for your best lawyer friend!) It's time for a Summer of Scandal. For the kick off, Christopher and Eric hop in a brand new Pierce-Arrow with Fatty Arbuckle, one of 1921's biggest silent film stars, and head up the California coast for said star's date with personal ruin. But did the highest paid actor in the world at that time do anything wrong in that infamous twelfth floor suite at San Francisco's St. Francis hotel? As they serve up season 1, episode 2 of the (surprisingly good) late 90's true crime TV series SCANDAL, entitled "Silenced Star", your hosts chew on Hollywood's first ever celebrity scandal. Turns out it's hard to say whether the sour taste of guilt is coming from the accusers, or the accused.

Lamb shoulder with chermoula Cook time: 3 hours Prep time: 5 minutes Serves: 6 1 lamb shoulder Chermoula 2 lemons, juiced 1 onion, peeled and diced 10 cloves garlic, peeled and crushed 1 tbsp ground coriander 1 tbsp ground cumin 1 tbsp garam masala 2 tsp turmeric, ground or fresh 1 tsp chili powder 1 tsp smoked paprika 1 cup fresh coriander leaves 1 cup parsley leaves 2 tbsp oil 1 tbsp flaky salt Place all the chermoula ingredients into to a processor and blitz until smooth. Place the chermoula into a plastic bag along with the lamb shoulder. Close the bag up tight making sure all the lamb is well coated. Place into the fridge for a few hours or over night if you have the time. Preheat the oven to 220*c and place a large roasting tray into it to heat for 5 minutes. Remove the lamb from the bag and pull out the tray from the oven. Pour in the oil and carefully place the lamb into roasting tray. Place the lamb into the oven and cook for 10 minutes on one side before turning for another 10 minutes. Turn the oven down to 150*c and bake for 60 minutes. Remove from the oven and cover with tinfoil to rest for 30 minutes before serving. I would serve the lamb with roasted kumara, sauteed greens and chili sauce. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Hit & Hope project is bringing free tennis lessons and equipment to children in refugee camps across Europe and the Middle East. Since 2018, Wesley O'Brien, Coach at Killaloe-Ballina Tennis Club & founder of Hit & Hope travelled to seven countries, using sport to bring hope to kids affected by war. Now, with the help of a signed 2025 Kerry Senior Footballers jersey, he's raising funds to keep the mission going. To find out more, Wesley joined Alan Morrissey on Friday's Morning Focus. Image (c) Wesley O Brien via Facebook

In our pursuit of greatness in God's eyes, we tend to imagine following Jesus into ever-increasing, upward levels of maturity. In this program, Chip poses the fascinating premise that we actually follow Jesus, descending into greatness.How do we measure greatness?Power = Who and what we controlPossessions = What and how much we ownPosition = Our rank in the pecking orderPrestige = Who and how many “look up” to usProductivity = What and how much we accomplishHow do we obtain greatness?Two pathways to greatness: Ascending and descendingTrue greatness defined = Philippians 2:3-4How do you experience true greatness?One word = Humility (Humility is the channel through which the supernatural power of God's love flows to heal our deepest hurts and restore our most important relationships.)How to be authentically humble:Humility flows from a specific “mindset”. -Philippians 2:5We achieve true greatness when we embrace Christ's “mindset” toward power and possessions. -Philippians 2:6We become truly great when we embrace Christ's “mindset” toward position and prestige. -Philippians 2:7We become truly great when we embrace Christ's “mindset” toward productivity. -Philippians 2:8We experience the reward of true greatness when we follow Christ's example of servanthood. -Philippians 2:9-11Broadcast ResourceDownload Free MP3Message NotesAdditional Resource Mentions"I Choose Joy" Book"I Choose Joy" Home Church StudyMid Year MatchMid Year MatchConnect888-333-6003WebsiteChip Ingram AppInstagramFacebookTwitterPartner With UsDonate Online888-333-6003

In our pursuit of greatness in God's eyes, we tend to imagine following Jesus into ever-increasing, upward levels of maturity. In this program, Chip poses the fascinating premise that we actually follow Jesus, descending into greatness.How do we measure greatness?Power = Who and what we controlPossessions = What and how much we ownPosition = Our rank in the pecking orderPrestige = Who and how many “look up” to usProductivity = What and how much we accomplishHow do we obtain greatness?Two pathways to greatness: Ascending and descendingTrue greatness defined = Philippians 2:3-4How do you experience true greatness?One word = Humility (Humility is the channel through which the supernatural power of God's love flows to heal our deepest hurts and restore our most important relationships.)How to be authentically humble:Humility flows from a specific “mindset”. -Philippians 2:5We achieve true greatness when we embrace Christ's “mindset” toward power and possessions. -Philippians 2:6We become truly great when we embrace Christ's “mindset” toward position and prestige. -Philippians 2:7We become truly great when we embrace Christ's “mindset” toward productivity. -Philippians 2:8We experience the reward of true greatness when we follow Christ's example of servanthood. -Philippians 2:9-11Broadcast ResourceDownload Free MP3Message NotesAdditional Resource Mentions"I Choose Joy" Book"I Choose Joy" Home Church StudyMid Year MatchMid Year MatchConnect888-333-6003WebsiteChip Ingram AppInstagramFacebookTwitterPartner With UsDonate Online888-333-6003

In this program, Chip reveals five ways we typically measure greatness. But as with any scale, we always want to know whether the scale is accurate. From Philippians, Chapter 2, Chip explains how true greatness is achieved.How do we measure greatness?Power = Who and what we controlPossessions = What and how much we ownPosition = Our rank in the pecking orderPrestige = Who and how many “look up” to usProductivity = What and how much we accomplishHow do we obtain greatness?Two pathways to greatness: Ascending and descendingTrue greatness defined = Philippians 2:3-4How do you experience true greatness?One word = Humility (Humility is the channel through which the supernatural power of God's love flows to heal our deepest hurts and restore our most important relationships.)How to be authentically humble:Humility flows from a specific “mindset”. -Philippians 2:5We achieve true greatness when we embrace Christ's “mindset” toward power and possessions. -Philippians 2:6We become truly great when we embrace Christ's “mindset” toward position and prestige. -Philippians 2:7We become truly great when we embrace Christ's “mindset” toward productivity. -Philippians 2:8We experience the reward of true greatness when we follow Christ's example of servanthood. -Philippians 2:9-11Broadcast ResourceDownload Free MP3Message NotesAdditional Resource Mentions"I Choose Joy" Book"I Choose Joy" Home Church StudyMid Year MatchMid Year MatchConnect888-333-6003WebsiteChip Ingram AppInstagramFacebookTwitterPartner With UsDonate Online888-333-6003

This is a companion podcast for this morning's mantra. Some things are meant to be let go. This meditation guides you to gently release old regrets, guilt, or pain—creating space for growth, peace, and new beginnings. Your Morning Mantra: I release what no longer serves me. Jennifer Cray is a life coach, meditation teacher and yoga teacher for Living Lit Up, based in Brisbane. You can deepen your meditation practices with her on Insight Timer.Insight TimerSee omnystudio.com/listener for privacy information.

In this program, Chip reveals five ways we typically measure greatness. But as with any scale, we always want to know whether the scale is accurate. From Philippians, Chapter 2, Chip explains how true greatness is achieved.How do we measure greatness?Power = Who and what we controlPossessions = What and how much we ownPosition = Our rank in the pecking orderPrestige = Who and how many “look up” to usProductivity = What and how much we accomplishHow do we obtain greatness?Two pathways to greatness: Ascending and descendingTrue greatness defined = Philippians 2:3-4How do you experience true greatness?One word = Humility (Humility is the channel through which the supernatural power of God's love flows to heal our deepest hurts and restore our most important relationships.)How to be authentically humble:Humility flows from a specific “mindset”. -Philippians 2:5We achieve true greatness when we embrace Christ's “mindset” toward power and possessions. -Philippians 2:6We become truly great when we embrace Christ's “mindset” toward position and prestige. -Philippians 2:7We become truly great when we embrace Christ's “mindset” toward productivity. -Philippians 2:8We experience the reward of true greatness when we follow Christ's example of servanthood. -Philippians 2:9-11Broadcast ResourceDownload Free MP3Message NotesAdditional Resource Mentions"I Choose Joy" Book"I Choose Joy" Home Church StudyMid Year MatchMid Year MatchConnect888-333-6003WebsiteChip Ingram AppInstagramFacebookTwitterPartner With UsDonate Online888-333-6003

Our hearts exploit our minds to justify what our hearts want. Our deepest desires incline our minds to perceive and think in a way that will make our desires look right.

Hey Winner, Joy Cutrone, CEO of Mindful Rental Pros, turned rental property operations into a purpose-driven income stream that helped fund her children's education and serve her community. In this episode, she shares how to turn the space you already have into ethical income, build systems that align with your values, and why purpose and profit don't have to be at odds. Rooting for you ~ Gabe   New to the podcast? Start here: https://redhotmindset.com/podcast-start/   LISTEN TO HEAR: How to turn the space you have into meaningful, ethical income Simple systems to align your business with your values Why purpose and profit can grow together with the right mindset LINKS MENTIONED IN EPISODE: Website: https://mindfulrentalpros.shop Book your free audit with Joy using code CLARITY4U: https://shop.mindfulrentalpros.com/products/40-minute-rental-strategy-consultation CONNECT WITH ME: ➡️ Website: https://redhotmindset.com ➡️ Join the Red Hot Accountability Club: https://redhotmindset.com/rha/ ➡️ Free mini course: Craft Your Marketing Strategy Without Social Media: https://redhotmindset.com/marketing ➡️ Free workshop: 3 pillars to setting and crushing goals in a stress-less, no hustle way https://redhotmindset.com/goals/

Some things are meant to be let go. This meditation guides you to gently release old regrets, guilt, or pain—creating space for growth, peace, and new beginnings. Your Morning Mantra: I release what no longer serves me. Jennifer Cray is a life coach, meditation teacher and yoga teacher for Living Lit Up, based in Brisbane. You can deepen your meditation practices with her on Insight Timer.Insight TimerSee omnystudio.com/listener for privacy information.

Reach: Advancing the Gospel Together - Part 2A Church that Reaches Beyond the Walls | Acts 11:19-30Big Idea: God's people are meant to reach out to those around them.  (02:44) - Scripture Reading - Acts 11:19-30 (05:18) - Introduction - What does an outward focused church look like? (09:00) - 1. Proclaims the Gospel wherever it goes (15:01) - 2. Raises up and sends out leaders (22:22) - 3. Serves others with sacrificial generosity (31:34) - Closing Prayer

https://media.urclearning.org/audio/janbazian/msj-2025-06-08_1-samuel-12.mp3

Sauteed broccoli with white cabbage and chili garlic butter Cook time: 5 minutes Prep time: 10 minutes Serves: 6 1/2 large white cabbage, cut into small wedges 10 heads sprouting broccoli 150 gm butter cracked pepper 1/4 cup curly parsley 1 red chili 2 cloves garlic sea salt 2 tbsp sunflower oil 1 lemon 1 cup fresh coriander Bring a large pot of water to the boil and season with a good amount of salt. Place the broccoli in the boiling water and leave for 10 seconds before removing and dropping in iced water as quickly as you can to stop the cooking. Make up the butter by crushing the garlic cloves and chili down to a paste and add to the softened butter, along with the chopped curly parsley, sea salt and cracked pepper. Set aside. Pre-heat a cast iron pan and break the cabbage up into smaller pieces and sauté in a touch of oil until slightly coloured, add a tbsp of water to help the steaming. Once just cooked, place into a large bowl and repeat until all the cabbage is sauteed. Finally add a touch more oil and add in the broccoli heads, sauté and add the butter to the bowl and toss until well coated. Then spoon over the cabbage. Squeeze the juice of the lemon over the top and finish with the fresh coriander. Serve straight away. LISTEN ABOVESee omnystudio.com/listener for privacy information.

HushLoudly host Jeri Bingham chats with Gregory Smith, Chancellor of the San Diego Community College system. Leaning into his innate abilities and introvert-leaning skill sets, Greg Smith’s non-traditional path to chancellorship is a winning formula for his career in higher education leadership and making an impact. https://serve.castfire.com/audio/7459209/7459209_2025-06-07-011509.64kmono.mp3

Author Phyllis Root and photographer Kelly Povo have a new book, “Chasing Wildflowers,” highlighting wildflower treasures in out-of-the-way places. They joined the “KAXE Morning Show” to talk about the project.

The real reason you keep finding yourself in a loop or just trying harderyou don't need another diet — you need a new way to see yourself.in this raw and real episode with executive coach jayme shiarla, we unpack the actual reasons you keep sabotaging progress… even when you know what to do.every woman who's dieted for years knows this feeling: you want to change, but you keep circling the same stuckness. if you've ever felt like you know what to do but can't seem to do it—this one's for you. 

** Get Along to the 2025 Social Media and Marketing Conference in Melbourne on 29th August - tickets now on sale - https://www.socialmediaandmarketing.com.au/conference Ready to unlock what "good growth" really means for your small business? In this episode of Small Business Made Simple, host Jen Donovan sits down with Sarah Howard, founder of Writers Australia and author of "Beyond Solo." Sarah shares her 18-year journey from solo freelancer to agency leader and dives deep into the realities of business growth—spoiler alert, it's not always about getting bigger! Jen and Sarah chat about why listening to your customers is key, the challenges (and rewards) of building a team, what to delegate or outsource, and how to design a business that supports your life, not the other way around. Plus, Sarah introduces the concept of the "A-Team Collective" and explains why it's absolutely OK to stay small if that's what suits you. If you've ever wondered how to grow your business on your own terms, manage people effectively, or even plan for your eventual exit, this episode is packed with practical advice, real stories, and plenty of inspiration to help you build a business—and a life—you love. Tune in and discover a new approach to business growth that's all about purpose, values, and freedom!  

Mark 10:43

A thriving business is built on people, not just product. This week on Building Texas Business, I spoke with Lynne Doherty and Clarissa O'Connell of Sonar, a developer-first software company founded in Geneva and growing fast in Austin, Texas. Lynne leads their go-to-market team, and Clarissa heads up people and culture: together, they're shaping Sonar's growth story in the U.S. We discuss Sonar's journey from its open-source roots to serving over 28,000 organizations. Lynne shares how Austin's tech ecosystem and talent pool have been key to expanding their operations, including the rollout of their latest product, SonarQube Advanced Security, an integrated solution that combines code quality with security. Clarissa highlights the cultural strategies that keep Sonar's fast-scaling team engaged and committed, including an acronym-based value system (CODE) and a balanced hybrid work model. Over the conversation, we see how Sonar's approach to innovation and people has evolved. From whiteboarding solutions on-site to building confidence in AI-generated code, their focus is on helping developers build better, faster, while maintaining a human connection. What stood out to me most was how Clarissa and Lynne use leadership not just to grow a company, but to create a space where culture and innovation reinforce each other. It's a reminder that whether you're writing code or growing a team, trust and clarity go a long way. SHOW HIGHLIGHTS I explore the transformative journey of Sonar, from its developer-focused beginnings in Geneva to its dynamic growth in Austin, Texas, a key hub in the U.S. tech scene. Lynne Doherty and Clarissa O'Connell share insights into how Austin's vibrant tech ecosystem and business-friendly environment have accelerated Sonar's expansion and shaped its innovative culture. We delve into SonarQube Advanced Security, a new integrated solution enhancing application security by addressing threats during development, demonstrating Sonar's commitment to code quality and security. The conversation highlights Sonar's strategic partnerships with Austin universities and robust internship programs aimed at nurturing the next generation of tech innovators. Lynne and Clarissa discuss the significance of creating a positive company culture, underscored by their CODE acronym, and how it fosters a collaborative and inclusive environment at Sonar. We address the challenges of rapid technological change and the importance of continuous team enablement and customer education to adapt and thrive in a fast-evolving industry. Through personal insights, Lynne and Clarissa emphasize the importance of work-life integration, adaptability, and maintaining well-being amidst the demands of leadership and a growing company. LINKSShow Notes Previous Episodes About BoyarMiller About Sonar GUESTS Clarissa O'ConnellAbout Clarissa Lynne DohertyAbout Lynne TRANSCRIPT (AI transcript provided as supporting material and may contain errors) INTRO Welcome to the Building Texas Business Podcast. Interviews with thought leaders and organizational visionaries from across industry. Join us as we talk about the latest trends, challenges and growth opportunities to take your business to the next level. The Building Texas Business Podcast is brought to you by Boyer Miller, providing counsel beyond expectations. Find out how we can make a meaningful difference to your business at BoyerMillercom and by your podcast team, where having your own podcast is as easy as being a guest on ours. Discover more at yourpodcastteam Now. Here's your host, chris Hanslick. Chris: In this episode, you will meet Lynne Daugherty and Clarissa O'Connell of Sonar. Both Lynne and Clarissa share how being based in Austin, texas, has helped accelerate their company's growth and influenced its culture. I'm going to say hello to Lynne and Clarissa from Sonar. Thanks for joining me on Building Texas Business. Lynne: Thanks for having us. Thanks for having us. Great to be here. Chris: So I'm going to just have a fun free-flowing conversation, but I do want to start with each of you telling us about yourself, but also about Sonar. What does the company do? What is it known for? Clarissa: Great. Lynne: Yeah, I'll start. My name is Lynne Doherty and I lead our go-to-market team here at Sonar, which, if you think about that, is almost everything that directly touches a customer it's sales, it's support, it's engineering, it's our customer success organizations, our demand marketing organizations, and so I've been here at Sonar a little over a year now and it's been a great and wild ride. To give you a little background on who Sonar is, so we're a company founded in Geneva in 2008. And since the beginning, we have been an organization focused on developers, a developer-first company. We came to Austin in 2018. It was our first US office is in Austin and since then we've continued to build out the team in Austin, including our CEO Clarissa, our head of HR, our new general counsel, our new CFO all sit out of Austin. So Austin is is our second biggest office outside of Geneva, where we were founded. What we do is we focus on developers and it's around reaching the market of developers. We have 7 million developers that use our products. We have 28,000 organizations that use us today, and it's all around. How do we make developers more effective, more productive? We call it building better, faster, and that's what we're focused on is how do we do that Giving developers actionable intelligence so that they can build better faster. That that's what we're focused on is how do we do that giving developers actionable intelligence so that they can build better faster. Chris: That's right. So is it kind of an open source type concept then? Lynne: We start in open source. That was our roots is we have an open source product and then we have what we do at Sonar is sell the enterprise version of that product, the product that's the commercial version, when you need more features and grow and scale. We developed a product that people can use when they sort of graduate from open source. Chris: Great Well Lynne I appreciate that so. Clarissa, let's hear a little more about you, and then your background and a little bit in the role you play at Sonar. Clarissa: Yeah, absolutely so. My name is Clarissa O'Connell and I am the chief people officer here and, as you heard from Lynne, she manages the business and I'm in the lucky position that I get to manage the people that help drive all of those activities. So I'm really excited that we're in Austin, texas. As you know, it's a really thriving city, specifically for tech and for things like AI, so it's a perfect place for us to be located. We have almost 200 people here in this Austin office. We are growing this office every single day, with offers coming out on a regular basis, and I am in the really lucky position that I get to help drive the initiatives that help Lynne establish the protocols and sell the business for our customers. So I get to focus on things like making sure that we're one of the top employers in Austin, the rewarding packages for our employees, so that we can take the time to find really qualified individuals and then keep them here, and then all of the things that surround that, like culture, learning, development, career advancement and training. We also partner with all of the major research universities in the region to be able to develop things like internship programs and make sure that we're really socializing what it is that we do within the developer community and kind of embracing this really fast moving startup culture that Austin is really known for, and all of those things put together are making us who we are and the employees here are fantastic. Austin is amazing and some of our smartest talent is coming from the Texas region, so really happy to be here to talk to you about businesses in Texas. Chris: Yeah, Well, I'm not biased but I'm not surprised you're finding Texas and the workforce. I think it's important. It's one thing to have business friendly policies in place, which Texas certainly does, but you've got to match that with talent or the companies aren't going to come and some of it may be a chicken or egg kind of thing, right, because we do see, and I'm sure y'all are experiencing migration of people to Texas because that's where the companies are establishing themselves, like you have, and then trying to build from there. So you know, kind of to that lens, what are some of the emerging technologies or the trends that you see shaping kind of Texas business and, specifically in the Austin area, what are some of the trends that you're seeing emerging that are helping you with this growth? Lynne: Why don't I start? And, Clarissa, you can add in if you have anything. But I'd say the biggest trend that we're facing as a technology company and a software company for developers is, every day the news around AI is coming out and changing and evolving incredibly quickly, and you know, for us, we really believe that the core of software development whether that's designing program, validating the code that's developed, it's going to be enhanced by AI, and what that means is people, our customers, their roles as developers is going to evolve. We don't believe any of those roles disappear, but we believe they change, and so it's a big trend that's out there, that we see and our customers are faced with every day. It is something that we take into consideration as we evolve our business strategy, as we think about how we talk to our customers and how we help them solve the problems that they are facing today, and it's one of the benefits of being in Austin is that it enables us to attract talent to help solve these problems as we develop our products. Chris: Yeah, I think, just to step in. I think what's important in there is the idea that AI doesn't replace jobs. It may change and enhance, because isn't that what technology has always done right? As things have evolved, people have always adapted to. The computer hasn't replaced them, even though, with AI, I think there was that big fear, that myth that you need to debunk, right. Lynne: Yeah, no, you're exactly right. I mean, think of all of the different innovations across time that are going to displace people and people aren't going to have jobs, and it ultimately means new jobs and growth, and it's just different kinds of jobs with different skills. Chris: Yeah, so of course, how has being in Austin helped position the company for the success that you're seeing? Clarissa: Yeah, and that's exactly why we're in Austin right. We're in this fortunate position where, as a global company, the Central Time Zone location is really perfect for us and we've got a really amazing strong pool of skilled workers that are coming to Austin, Texas, from all over the world because it is this emerging tech-friendly environment that people are embracing and Austin is a pretty attractive city to live in. You know, we've got really great weather, we've got really fantastic resources, we've got an infrastructure that supports all of these global individuals from across the world, and we're finding new ways to give back to the community, which is also helping us draw really solid candidates, whether that's through you know, sonar Serves is what we call it, but it's when we take our amazing environment of individuals and we give back to our local communities, and so that helps us really retain and attract really strong talent, and all of those things equal us now out of office space, and so we're actually today moving to more space in the building that we're in so that we can continue to be an emerging talent where we can focus on hiring, bringing in those key people, expanding into those new technologies and bringing in those skill sets and diversifying the Austin region and the company itself. Chris: Well, that's really good to hear because in this environment you hear more about companies shrinking office space, not growing. So I'm sure the office market there in Austin appreciates that. So just while we're on that topic, how are you managing with like kind of work remote policies while you expand and take on more office space? Do you see your people coming in more over the last, say, year or so than before? Clarissa: Yeah, we're really lucky that our work environment here is extremely collaborative and, because of the work that we do, oftentimes we do our best work all sitting in one room and whiteboarding things out and solving the problems as they come up. That's really. Our workforce has embraced that opportunity to be able to interact with each other face-to-face. You know, as an HR person, I think it's a combination of people love working remote, but they also kind of miss that interaction, and so currently our workforce comes in every Monday, tuesday and Thursday and then on Wednesdays and Fridays. We make those days optionals for our employee. They can come in if they want to interact. They also choose not to come in. They have the ability to work from home. But, believe it or not, we have about 60% of our workforce that still comes in on Wednesdays and Fridays because that interaction has now become a thing. We're in this fortunate position, being a global company, that we work really hard, but we also have this European culture where it's common for us to embrace that work-life balance, and so it's common for us to do coffee chat meetings. We have the luxurious European coffee machine in the kitchen, so it's dragging people into the office where they're able to talk about those emerging technologies, how to continually improve and increase the company and really embrace our culture. So the one thing I think I'm really proud of is that people work really hard, they're incredibly talented, so they're driving the product to the next level and they're embracing this interaction of culture, and so all of those things together are making it a pretty incredible place to work. Chris: That's great. So, Lynne, let's talk a little bit about innovation. What are some of the things that you feel like Sonar's done in the last several years to really you know? I know your technology company so you probably said, look, that's in our DNA. But what are you doing to really be, or do you think is innovative, for maybe your industry that has, you know, kind of helped position the company to where it is today? Lynne: Yeah, you're absolutely right, chris. I mean, I think it is in our DNA, it's part of what we do, and developers are always at the forefront of technology, and so our customers challenge us to be better every day, because they want to be better. They need to be better and because we're in this changing landscape. So a few things we've innovated on, and we're fortunate because our solution is a fit for really all industries, all types of organizations, all sizes, and so we're focused on a few things that we've done recently, which is really interesting. We have just put out something called SonarQube Advanced Security, and so, if you think about what that is, it's helping developers make their applications more secure, and security is a threat. Everybody in all walks of life, all organizations, faces this threat of cybersecurity issues that can get embedded in code, and so we support developers in not just helping them build faster, better quality applications, but now we've just put out something that enables them to do both code quality and security. It's the first integrated solution to do that, so there are a lot of people that do either one or the other. We're the first bringing that together into one integrated solution for a developer to use, that together into one integrated solution for a developer to use. So security is something that is a big innovation for us that we've just come out with. I'd also add the AI features that we have. How do you get assurance on your AI code? So a developer's creating AI code, it's automated, but you still want to make sure that code has good quality, good security, good maintainability, and so with our product that's a new innovation that we have is to how to make sure that all of that AI generated code you have the same kind of confidence in that you do human written code. Chris: Good stuff. I mean security. You're right. It becomes increasingly more of an issue because more and more things in the cloud all of our information and of course we know there's a whole world of professional hackers out there just trying to get in. So I think it has a lot of people concerned and trusting, whether that trust is well-placed or not. But I think to your point of focus on security, you can't emphasize that enough. Lynne: Yeah, yeah, you're absolutely right. I mean, it's a huge issue and huge concern and we really believe if you start with the developers as the application gets developed and build security in, you get a better outcome than you build an application and try to layer all of the protection on top of it. So it's really about building security and at the development stage from the ground up, and we believe that's a really important trend that we should be a part of. Chris: So, Clarissa, what are some of the kind of investments, if you will, that Sonar is making in Austin to kind of help support your growth strategy? And how do you see, how has that been playing out for you? Clarissa: Yeah, that's a great question. So Austin, as a thriving tech city, has this really entrepreneurial spirit where we've got these incredible talents from all over the globe that have come here. They really want to stay close to innovation and attract kind of that top talent for us, and our product allows us to do that, not only because of its name recognition but because of the impact that it has for developers worldwide, I think being able to grow our businesses in Austin is key for us. We've already mentioned that we're out of office space and so we're having to grow into that region, but we've expanded our footprint within the market way more than just increasing our office space. We've got internship programs where we're partnering with some of our incredible universities to bring in those individuals who want to get into the footprint of technology and because oftentimes they're already aware of our product, it's a really good opportunity for them to partner with some of the best minds in the business that are working on our product, both driving the product and driving the technology, and so we have really robust internship programs where we give them exposure into what we do and then those eventually lead to full-time jobs and we have the opportunity to put those interns into multiple markets because we are spread across the globe and so we're really proud of exposing those individuals and it helps us to hire those right people. From the very beginning, we are working really hard to be a standout or a world-class choice for employees and so because of that, we leverage a lot of our hires based on referrals, whether those are from customers or from internal employees, and we really focus on providing that experience for individuals that they're proud to work here, and doing that in a way that gives them a work-life balance but also a rewarding package so that their impact that they have in driving our product forward is rewarded for them on the back end through multiple things, whether it's activities giving back to our community, really amazing benefits packages to be able to support them when they're not at work, to learning and development opportunities so they can continue to grow in their career, so that we're bringing them in as a world-class employee, and then we're giving them the tools and resources to even be better than what they ever could have been, and all of those things coupled together are helping us get that top talent in that Texas market to be able to work for our company. Chris: So of course, you've talked a lot about it, but I want to dig a little deeper about culture. Clarissa: One of my favorite topics. Chris: So how would you describe the culture at Sonar? Clarissa: Yeah, that's a great question and one of the favorite things. We could talk about this for the entire time. But we use an acronym to divide, to talk about our culture, and it's actually CODE and it stands for committed, obsessed, deliberate, and then, based on what team you're on, it could mean efficient or it could mean effective. The committed is being committed to what it is that we do as a company for our customers and our clients, but it's also that we're really committed to each other. Everyone at Sonar has a voice and all those voices are heard and we're really good at a collaborative work environment where we talk about things in joint sessions and we have nuances to that that I'm really happy for. We do this thing called called chickening, and what it basically means is anybody in the company at any time can sit it on generally any meeting so that they really understand that collaboration between teams and departments. So if you're on the product team, you can sit in on marketing so that you understand what that's about. If you are on a, an IT team, you can sit in with products, you can understand the roadmap, and so it's really helping our employees understand what we do as a company so that everybody is moving in the same direction. Our obsessed really is closely tied to committed obsessed about what we do, obsessed about who we are and obsessed about the impact that we make, both internally and externally to our clients. Chris: I love that word, by the way. Clarissa: Me too. Chris: I mean it's impactful right. Clarissa: It's really great. We have pictures throughout the office that are code and it's this big, bright acronym that's posted everywhere, so it's really in front of everybody and we talk about it all the time. For deliberate we really do make deliberate choices. We listen to our customers, we listen to our employees and we navigate throughout our company decisions based on a lot of that feedback. We've got incredible moderators that are out there listening to the voice of what our customers are, and they're sharing that information on a regular basis. We're constantly iterating on how we do things so that we can do it better every time that we tackle the project again. And then the, of course, efficient, effective, right Based on the team that you're on. We try and do things in the best interest of the company and we also really embrace this culture that it's okay to ask questions and it's okay to make mistakes, as long as we recognize what those are and we get back up and we try again, and all of those things combined really drive a culture here that is extremely positive. As a global workforce, it helps establish the criteria and expectations that we have across the company, but it also drives those relationships so that everybody understands where we're going and what we're trying to do, and everybody is all in and doing it together. We do regular all hands where we talk about everything transparently, including. What most companies don't do is we take live Q&A at the end and we answer them in real time. So transparency is really important for us. We want our employees to understand that they're here and that their voice matters and to reward that. Every year we also have this really amazing incentive that we have called the Company Growth Incentive, and so we establish milestones in the beginning of the year and every employee at Sonar is rewarded for their actions and activities by a growth incentive or an award bonus at the end of the year, and it's the same amount regardless of what role that you're in, because everybody here matters for what we're doing every day and everybody gets to kind of celebrate in the rewards of those achievements through the company. So we do our best to make sure that our people know that we wouldn't be here without the people that are driving the business and we hope that reflects when we talk to our customers and it clearly is reflected in the business. I mean we hired 231 people last year and that's amazing considering all the trends across the globe, where the companies were downsizing and collapsing, and Sonar was really great at making sure that we did exactly opposite. And it's only May 28th. We've already sent out 158 offers just this year, so we're on track to double that number, which just shows that we're doing something right here and that we're really happy with what we're doing. Chris: It's amazing, it really is. Kudos to you and yeah, I love it. I mean culture. You can have stuff on the wall and you can have your sayings, but unless it's really ingrained into the organization, it doesn't matter how colorful the signs are or whatnot, but I do like the connection to code and what you do. So let me ask you Lynne Clarissa shared that one of those values about deliberate is listening to customers, and that's where you sit right. ADVERT Hello friends, this is Chris Hanslick, your Building Texas business host. Did you know that Boyer Miller, the producer of this podcast, is a business law firm that works with entrepreneurs, corporations and business leaders? Our team of attorneys serve as strategic partners to businesses by providing legal guidance to organizations of all sizes. Get to know the firm at boyermillercom and thanks for listening to the show. Chris: You're on the front edge of that. What are you and your team doing? I guess in two ways one, to listen to the customers, but also to stand out and be able to communicate. You know the why sonar over your competition. Lynne: Yeah, it's a really good question because software development is changing, with AI as a tool, as a practice, as it's pervasive in everything, and we really fundamentally believe that this is a partnership between AI and humans. This is not an either or this is not a one wins and the other loses. It's how do we have that partnership? And I think our customers are in a sort of trial and error phase right now that we are trying to listen to and be there as a partner for them, and how do we help facilitate this for them instead of, you know, be silent in this? How do we facilitate them using AI and using AI effectively, and that's really important for us. So we do spend a lot of time listening to customers. I would say, you know, there's a lot of noise, and I think that's something that we try to be a voice to our customers on is what's the signal, what's the noise, so to speak, on AI, because it's hard to open anything in tech today and not see a dozen or more articles about AI and what's new, and it is rapidly changing, and so I think for us to be a voice, to have a perspective on that and to help them with a solution, a here and now solution that they can use today, as opposed to things that are maybe today. You know ideas and concepts, but they're more vaporware. We're giving real solutions in the world today to help them solve and do AI, but do it better. Chris: Good. So you know, Lynne, what you know there's always good times and bad times in business. What are some of the headwinds that you kind of see that you're dealing with as you're trying to? You know, deal with customers, grow the business, whether that's unique to Texas or just general in your industry. Lynne: Yeah, I think that one of the things that is a challenge today is this need to do constant enablement of our team and education and conversations with customers about changes that we're seeing. I remember and I've been doing technology with customers for a long time and there were times where you'd sort of have a product or a trend or some innovation and it would be months and years that you talk about the same thing, and now I feel like it's weeks or days, or sometimes even minutes, that things change, and so I think that's a real challenge for our customers to stay up on, to stay educated on, but also for our teams that need to be experts on this, and so it's a real challenge, as Clarissa talked about, how many people we've hired is how do we bring them in and educate them on what we do today? But also, what we do today changes tomorrow and changes the next day and changes the next day, and so I think that's a challenge for all of us in technology today is that the sort of lifespan of technology has gotten so much shorter, and so our focus on educating our own employees but doing that in partnership with customers is a constant uphill battle. Chris: Makes sense. Clarissa, what about you from the kind of the HR perspective? What are some of the headwinds and challenges that you're facing as you're trying to help? You know you're really trying to feed the machine with people and talent so that they can continue to drive the business, but what are some of the challenges with finding those people and integrating those people? Clarissa: Yeah, that's a great question and a real problem sometimes, right, because we're not the only company in Texas that realizes how great it is to be in Texas, and because of that, oftentimes we're up against really large organizations that have now made Texas their home and they have compelling stories. And we have compelling stories, and some of those are larger, really well-known companies, and so it's a constant battle to find really great talent. I feel like we have a really good position in the market to be able to find those individuals and we have a great reputation, which is very helpful. But when you're talking to a candidate who has other really amazing Texas companies that they're also speaking to, it is kind of a little bit like a talent war, and because we're growing so quickly, we are trying to constantly hire these individuals, and so the pipeline really never ends for us, meaning we close one requisition and right behind it we're opening it up, so we think we found the best person, and then all of a sudden we're restarting the cycle and every employee that we're hiring here is fantastic, right? We say that we're constantly raising the bar, and so the expectations are changing, which that we're hiring here is fantastic, right, we say that we're constantly raising the bar, and so the expectations are changing, which means we're constantly evaluating that we are a world-class employer with the best offerings, and so the cycle never ends. But we've been really fortunate to be able to have people want to work with us because they understand what we're doing, and you know we celebrate every time somebody says yes, regardless of their role, because every person that's here is important to us and helping to drive what it is that we're doing. Chris: So I'm going to give you a tough question because one of the things I talked to a lot of entrepreneurs, a lot of business owners hiring is such an important decision and such a challenging thing to do. No one's perfect right. We don't always get it right. So I'm going to ask you, when you realize that it's not working out, maybe just advice, one or two things that you would recommend to people when you're facing that decision of you realize this hire is not working out, it's time to move on. Any tips that you've learned over the years you know doing HR that you know, even though it's hard, it's hard to do when you're affecting people's life any tips on? Clarissa: Yeah, that's the worst part of my career, to be honest with you is you know you want everybody to be successful, just like you want your company to be successful. I really my piece of advice would be to really try and do everything you can on the front end to make sure that the person that you're bringing in understands not only the expectations but what the environment is going to be. And, like Lynne said, enablement is really important, and that goes for customers, but it also goes for your employees, and so, kind of trying to be ahead of that conversation before it ever starts it's not always possible but give them the resources that they need. At Sonar, we assign individuals both a point of contact and a mentor and we also put them through an extremely robust training program. We try and check all of those boxes when they're hired to make sure that it doesn't get to that point. But if in fact, the job isn't right for somebody and jobs aren't always right for people and it's a really hard decision we do try and give individuals that attention that they need to be able to help them be on track, whether that's additional one-on-one training or pulling them aside to re-establish kind of the connection between what they're doing and what we need them to do, but sometimes it doesn't, unfortunately, work out for people. The one thing that Sonar does really well is we do everything in our power to treat people with the outmost kindness. We have really built-in contractual exit periods because we firmly believe that individuals in Texas need that off-ramp period in order to secure their next dream job, even if, unfortunately, it's not with Sonar, and we do everything we can to set them up for success. When people need to depart the company, we give them reference letters so that they have the opportunity to leverage that and we make ourselves widely available to help them secure their next job. And then we do exit interviews so that we can collect that feedback so we can hopefully stop that cycle. Our attrition rates here are really low, so we are very fortunate. But in the unlikely event that they need to leave, we leave on really good terms. I mean, we hire people because they're brilliant but we keep them because they become part of who we are in the fabric of Sonar and every exit that we have is painful for us. But we really do everything we can to make sure that person's set up for success, and sometimes that's leveraging our extensive networks and sometimes it's putting people into partnerships with other companies where they may be a better fit, because it is a small technology state, right Like a lot of us communicate on a regular basis through agencies and entities, and so the referral network is really strong and we do everything we can to make sure that those people are set up for success, even if it's not with Sonar. Chris: Well, thank you, thanks for sharing Great advice. It looks like it's very well thought out on the front and back end, which I think is what's most important right being thoughtful and, to your core value, deliberate about it. So, Lynne, I want to ask you a little bit about leadership. I'd like for you to share kind of how you see your leadership style and how do you think that's kind of evolved or adapted as this role in Sonar has grown and your team has grown. Lynne: I think my leadership style has changed a lot over the years. I mean, I think earlier in my career it was more about how do I get the next step, how do I do something. And I think, as I've gotten bigger roles, I realized it's not about me. It's about what I can do for other people, and so I very much think my leadership style is how do I make people better, how do I leave the company, the organization, the individuals in a better place? Because I was a part of it and play a role in people's careers. That goes long beyond any given quarter or year in a go-to-market leadership position. I always think about the fact that nobody remembers in 2018, I did the best quarter ever but people remember the person who gave them a chance, the person who supported them when they didn't have confidence, and I think through my career, I've seen that even more and gotten more realization. That's really what leadership is about. It's it, you know, fundamentally I need to deliver the business for this company, so we're successful and everybody can have jobs. But you know, for me as a leader, it's more about the individuals that I get to impact through the job. Chris: Very nice, clarissa, how about you? And you've been in this role for some time, but how do you see your leadership style, how do you think it's evolved and changed and you know, kind of share that journey with us. Clarissa: Yeah, absolutely. I mean HR in general has completely changed since I've been doing this in my career. You know it started where we would almost be considered policemen and enforcing the rules and it's really morphed into more of a consultant type of environment, right? So I've found that establishing familiarity with the employees and a really strong partnership with our managers and leaders within the company. I mean, our executive team really thinks exactly like Lynne said, right, we are here to make sure that the individuals who work for us and under us are better than us and I firmly believe that making sure that the people who are driving the business feel heard and that we offer them the transparency that they need and we openly talk about how to be successful here, because, I mean, to be honest, I'm not going to be in this role forever. You know, eventually I want to go. You know, live in the Texas Hill country and my best life. I need to make sure that the individuals who report to me and work under me are able to step in to not only the expectations for how to be a good HR representative for a company, but also to understand what that means and what attributes you need. I think that for me, I have a strong moral compass and leveraging that moral compass through transparency and collaboration and guidance, I try and impart that into every employee. I really think it's important and I've learned through my leadership growth period is to really taking the time to listen and hear what the employees are saying and responding back to them in a way that I would expect, when I was at their career stage, to be responded to, and that's one thing that Sonar's really good at is making sure that everybody understands that their voice is important and taking the time to be able to not only answer things like live questions on an all hands, but to openly and transparently talk about the good and the bad, the growth and the learning, and the successes and the failures. Chris: Yeah. So let's talk a little bit about how you integrate and, Lynne, I'll start with you how do you integrate this professional life that is demanding, with your personal interests and making sure there's some time for you and family and friends and whatnot? I use the word integration, not balance, because I don't think there's. I think it's a better use of what you do from my perspective, what you do to make it work. Lynne: I totally agree with integration. I totally agree with integration. I think I have never found balance, but I have found integration and so I think a lot of it is having for me. So I'll first start by saying I'm not maybe the best at any concept of balance, but I do think it's important to have priorities, like for me, exercise is a priority. I think I can't be good at what I do here every day if I'm not fit and healthy and strong and here for the marathon, not just the sprint, and so I try to think of that integration as it's a marathon, not a sprint, and so I have some things that are sort of non-negotiable priorities and that doesn't mean every day, every week, every quarter is equal, but I think it is really important to have the things that are very important to you. The other thing that maybe it's less advice about the integration or balance. It's more about recognizing that working is about having different chapters of the book, and there's probably chapters where I'm way more balanced, so to speak, in work and way more balanced in life and viewing things as it's not forever, it's one chapter, and that I think when you're feeling guilty about the things that you miss or the things that you didn't get to, having this view that I'm just in this chapter and that chapter isn't the whole book. So maybe that's my advice, for how do I not feel guilty when I'm not doing something or doing something as well as I think I ought to be? Chris: Great perspective. Thank you, clarissa. Clarissa: Lynne is also leaving off that. She takes fitness to a new level when she comes to Austin. She rallies the troops here and they all go to a cycling class to not only get out their spent up energy but to also like reward and push through and hit other milestones. So she successfully convinced me to go, but that's something she does every time she's in Austin with the team. I also agree I do not have balance myself. I have more than I did earlier in my career where I was trying to figure out what it means to be a leader for an organization. My role is a little bit different than everyone else's because people have needs and you never know when those needs are going to occur. I deal with the employee and not necessarily the product, and so you know. Sometimes there may be an emergency that occurs on a weekend, or somebody may need a clarification on something, or people just might need help, and I need to be there when those individuals need to be there. I've established a really good cadence and balance for offsetting. You know, if I need to be there for an employee on a Saturday at 11 pm, to being able to balance that with something during the week I'm a big fan of even though our employees work really hard grabbing people and dragging them out for coffee just to not only reset my own self but to be able to help them reset, and pulling people into different environments and cultures, and acknowledging to people that I know that I don't have really solid balance and that don't do what I do, what you need to do, and giving them the tools to be able to do that. It does help. Lynne and I both are lucky to be able to travel to multiple offices, so we have forced downtime sometimes when we're on airplanes and so we do have those reset periods, but we're able to hit the ground running when we start again and each market's different, so we try and do the best that we can. I try and do the best that I can. Sometimes I'm great at it and sometimes I'm not great at it. Chris: Well, I think that's all you can do and I think the biggest thing is knowing that you're not always going to get it right. Yeah, we put a lot of pressure on ourselves, and maybe you know, so does the rest of the world and just knowing that it's going to be okay, your intentions matter a lot, and so you know that. So, look, I really appreciate the two of you sharing not just a sonar story but a little bit of your own. You are on a Texas podcast, so I do like to end this way. I'm gonna start with Clarissa. I give Lynne a little bit of time. I know Lynne just travels to and from Texas. But, Clarissa, do you prefer Tex-Mex or barbecue? Clarissa: Definitely barbecue. Chris: Okay, no hesitation I love it. Lynne: Yeah, yeah, a hundred percent barbecue. Chris: Love it. Y'all agree on that. Clarissa: I'm going to book us a lunch, Lynne. Chris: Favorite barbecue place in Austin. Lynne: Franklin's. Chris: There you go, there you go. She reads the press clippings, all right. Well, ladies, look. I really appreciate you taking the time to come on the podcast. Congratulations for all the success you're having with Sonar Love, that the company chose Austin and Texas to put their stake in the ground and just pleased to see it going so well. Clarissa: Yeah, us too. Thank you for having us. Yeah, I really appreciate you taking the time. Thank you so much. Chris: Okay, McKenzie, cut it there. Great job, ladies. Come on, Katie Great conversation. Lynnee: Love to listen in you made it nice and easy, chris. Thank you, yeah, no, you're welcome. Clarissa: If you decide to leave Houston and head up to Austin, please call us Lynne, and I'll take you to barbecue. Chris: Deal and spinning class. Lynne: And spinning class. What are you? Chris: like what's that? Lynne: Tex-Mex or barbecue. Chris: Oh see, it's hard because I'm born and raised here. So I usually say I mean if it's like when I'm gone, the way I have to gauge, that is, if I'm out of town in a different state for a period of time. When I come back, what's the first thing I really want? And the truth is it'd be Tex-Mex. Yeah, blending it right, so you have brisket tacos and things. So there's right down the street from our office we have a barbecue place called the pit room and they own a tex-mex next door and they use the barbecue so you can get like brisket nachos and brisket tacos yeah, it is delicious well maybe we'll come visit you, because that sounds lovely. If you're ever in houston holler at me. But yes, I was like with Lynne. I'm a I'm kind of a fitness freak, so spinning and pilates and okay, okay, but I'm like you, I have to and I have to do in the morning where it doesn't happen. But if I'm not taking care of myself, I don't have. It takes a lot of energy to do what we do. Clarissa: Yeah, I feel like you're not I'm the local pilates girl, so she can take you to spin and I'll do pilates with you, and then we'll all go former I do, reformer I do reformer. Yep, yep, it's a lot harder than it looks, but it's 55 minutes in and out and then you're done harder than yeah, you're right, those machines make it look easy. Chris: It is nothing. It is not anything close to easy not at all, but yeah, so we're good, but seriously love to stay in touch. So yeah, if I'm in Austin I'll give you a ring, and please do if you're headed this way. Clarissa: Yeah, we'd love that. We're right downtown so we'd love to host you. So you let us know when you're in this area and we'll let you know when we're in yours. Chris: Thank, you All right, sounds good. OUTRO And there we have it. Don't forget to check out the show notes at boyermillercom forward slash podcast and you can find out more about all the ways our firm can help you at boyermiller.com. That's it for this episode. Have a great week and we'll talk to you next time. Special Guests: Clarissa O'Connell and Lynne Doherty.

The Flint Hills Summer Fun Camp offers inclusive summer camp experiences for all children regardless of their abilities. Founded in 2010 by mothers of children with autism, the camp has grown to serve approximately 40 children from three school districts with professional staff and community support.• Started in 2010 by mothers who wanted camp experiences for their children with autism• Serves children ages 5 through high school with and without special needs• Accommodates visible and invisible disabilities including autism, anxiety, TBI, and ADHD• Staffed by certified teachers, paraprofessionals, and ABA providers • Runs six weeks during summer from 8am-4pm at Marlette Elementary• Partners with community organizations like Beach Museum and the library• Plans special events including sensory-friendly movie outings• Currently in its 13th year with the potential to serve 44 children• Welcomes new camper registrations throughout the summer• Relies on community support and fundraisers to provide scholarships and activitiesVisit flinthillssummerfuncamp.com to register your child or find information about supporting the camp. Join their fundraiser tonight at Raising Cane's from 3-10pm!GMCFCFAs

Imagine a group of busy parents hesitating in front of a pair of 25 pound dumbbells, unsure, even a little intimidated. Fast forward two years and those same people are confidently pressing 75 pounds, moving through life with more energy and far less pain. That's the kind of change Kate Galliett creates. Kate works with moms, dads, and everyone in between to build lasting strength without burning out. In today's conversation, we'll talk about why tiny consistent steps matter more than all out efforts. How tuning into your body can help you avoid injuries, and a simple morning habit. No fancy gear required that can boost your energy and sleep. Whether you are juggling family work or a swim routine, I think you'll come away with at least one idea to try on your next workout. Let's get into today's podcast with Kate Galliett.   00:00 Introduction to Sustainable Fitness 04:51 Empowering Moms Through Strength Training 7:47 Dads and the Importance of Listening to Their Bodies 10:42 Fundamentals of Exercise Programming 14:43 The Importance of Patience in Training 17:42 Client Success Stories and Transformations 24:42 Personalizing Health Approaches 27:29 Finding Balance and Diet Exercise 30:57 The Anti-Challenge Challenge 33:36 Four Pillars of Health 36:58 Understanding Circadian Rhythms 41:56 Connecting with Nature and Gardening

060125_kensen_lam_luke_servants_heart_20_24-34.mp3File Size: 66752 kbFile Type: mp3Download File [...]

Enter the WIS Podcast Anniversary Giveaway! Win Book Coaching Sessions + More Prizes!This week is all about writing fantasy and building magic systems! We cover:What a magic system is designed to doThe difference between soft vs. hard and low vs. high magic systems (and why knowing the difference matters)Practical ways to ground readers in the familiar, even when your world is totally newStrategies for overcoming those tricky mental blocks we all hit while building fantasy worlds (you're definitely not alone!)Gina's powerful tips from brain science to help you connect with your readers on a deeper levelIf you've ever struggled to craft magic systems or fantasy worlds readers can't get enough of, this episode is for you. Gina and I will leave you feeling inspired, capable, and excited to dive into your own magical creationsLinks mentioned: Four Core Types of Magic Systems  inkybookwyrm.comWord Wizard's Journey: Turn Your Story Idea into a Marketable Book https://www.inkybookwyrm.com/f/bookmapYouTube: Gina Kammer, The Inky Bookwyrmhttps://www.youtube.com/@ginakammerEnchant Your Readers programhttps://www.inkybookwyrm.com/courses/enchantyourreadersPlus, fantasy and sci-fi writers can join her Critique Partner Program (50% off through this link!)Have a comment or idea about the show? Send me a direct text! Love to hear from you.Support the show To become a supporter of the show, click here!To get in touch with Stacy: Email: Stacy@writeitscared.co https://www.writeitscared.co/ https://www.instagram.com/writeitscared/ Take advantage of these Free Resources From Write It Scared: Download Your Free Novel Planning and Drafting Quick Start Guide Download Your Free Guide to Remove Creative Blocks and Work Through Fears

Mike's Moroccan beef family pie COOK TIME: 40 minutes PREP TIME: 40 minutes SERVES: makes 1 bid pie 500gm diced beef 1 onion, peeled and sliced 6 cloves garlic, peeled and smashed 1 tbsp fennel seeds 1 tbsp paprika 1 red chili 500ml beef stock 1 tbsp tomato puree Sea salt sunflower oil 4 tbsp arrowroot 1 can chickpeas, drained 1 pkt flaky pastry, cut to size. 1 bottom & 1 top 1 egg, lightly beaten Preheat your oven to 180*c Start by placing the fennel seeds onto a tray and toast in the oven for 10 minutes or until fragrant. Heat a large cast iron pan and start to sauté the onions in a tbsp of oil ,then add in the garlic followed by the beef. Continue to cook on high until the beef starts to colour. Add in the fennel seeds, paprika, chili and sauté for another minute before adding in the tomato paste and beef stock. Lower the heat and simmer for 30 minutes or until the beef is tender. Check the seasoning and add in the chickpeas and turn off. Once cool slightly remove one cup of the braising liquid and mix with the arrowroot. Bring the beef mix back up to heat and mix in the arrowroot slurry. The beef mix will thicken quickly and then turn off. Take a family pie cooking dish or aluminium tray and lightly spray the inside, line the bottom with pastry and spoon in the meat. Brush the topside of the pastry with egg wash and then finish with the lid, press down and brush the top with the egg wash. Cook for 40 minutes or until golden brown. LISTEN ABOVESee omnystudio.com/listener for privacy information.

If you ever need to produce a celebration cake, this is it! Serves 8-10 Ingredients: Sponge cake 130g unsalted butter, softened 1 cup caster sugar 2 teaspoons vanilla extract 3 large eggs 2⅓ cups self-raising flour 1 pinch salt 1 cup milk To decorate  1/3 cup raspberry jam, warmed slightly 1 ½ cup icing sugar 30g butter, softened ½ cup raspberries (fresh or frozen, defrosted) 3-5 tablespoons, boiling water 1 ½ cups coconut thread 300mls cream, whipped with one tbsp icing sugar Method: Preheat the oven to 170 C fan bake. Grease two 20cm round cake tins and dust with flour. Beat the butter, sugar and vanilla until light and fluffy. Add eggs, one at a time, and mix until well beaten. Stir in the flour and salt then the milk and mix until just combined, being careful not to over-mix. Divide the batter between the cake tins, one third in one and two thirds in another. Bake for 25 minutes or until they spring back when gently pressed. The thicker one will likely need 5-7 minutes more cooking time. Leave to cool for 12-15 minutes before turning onto a wire rack to cool completely. Cut tops off each sponge to level them if necessary, then split the thicker one into two layers. Mix icing sugar, butter and half of the boiling water. Press the raspberries through a sieve to collect the juice and add this to the icing. Aim for a smooth, runny icing, adding more water or icing sugar as needed. Pour out onto a shallow dinner plate. Sprinkle coconut onto another dinner plate. Roll the sides of each cake layer in the icing to get the cake sides evenly coated, then roll in the coconut to cover. To assemble, place one sponge layer on a serving plate. Spread with jam, then dollop on whipped cream. Top with second sponge layer and repeat with jam and cream. Top with the final sponge layer. Spread the top with icing then sprinkle over coconut. Chill for 30 minutes before ready to serve. Use a serrated knife to cut and enjoy! Nici's note: Feel free to use two store-bought sponges if you want to save time. LISTEN ABOVE See omnystudio.com/listener for privacy information.

This week on Caveat, Ben's got the story of a federal judge rejecting Google and Character.AI's claim that their chatbot's messages are protected free speech, allowing a wrongful death lawsuit over a teen's suicide linked to the chatbot to move forward. Dave's story is on the growing challenges of assigning legal and financial responsibility when autonomous AI agents, increasingly deployed by tech giants like Google and Microsoft, make costly mistakes due to miscommunication or errors in multi-agent systems. While this show covers legal topics, and Ben is a lawyer, the views expressed do not constitute legal advice. For official legal advice on any of the topics we cover, please contact your attorney.  Links to stories: Judge rejects claim chatbots have free speech in suit over teen's death Who's to Blame When AI Agents Screw Up? Get the weekly Caveat Briefing delivered to your inbox. Like what you heard? Be sure to check out and subscribe to our ⁠⁠⁠Caveat Briefing⁠⁠⁠, a weekly newsletter available exclusively to ⁠⁠⁠N2K Pro⁠⁠⁠ members on ⁠⁠⁠N2K CyberWire's⁠⁠⁠ website. N2K Pro members receive our Thursday wrap-up covering the latest in privacy, policy, and research news, including incidents, techniques, compliance, trends, and more. This week's ⁠⁠⁠Caveat Briefing⁠⁠⁠ is on Texas Governor Greg Abbott signing a law that requires Apple and Google to enforce age verification and parental consent for app downloads and in-app purchases by users under 18, effective January 1. While child safety groups support the law as necessary for protecting kids, Apple and Google oppose it citing privacy concerns and potential legal challenges, suggesting instead more targeted age data sharing with apps that truly need it. Curious about the details? Head over to the ⁠⁠⁠Caveat Briefing⁠⁠⁠ for the full scoop and additional compelling stories. Got a question you'd like us to answer on our show? You can send your audio file to ⁠⁠⁠caveat@thecyberwire.com⁠⁠⁠. Hope to hear from you. Learn more about your ad choices. Visit megaphone.fm/adchoices

Why Niching Down Is the Most Profitable Move You Can Make In this episode of the CEO Teacher® Podcast, I'm diving into the mindset shift that could make or break your teacher business: niching down. If you've been creating for every grade and every teacher, only to feel invisible and overwhelmed—this one's for you. Because when you try to serve everyone? You serve no one. But when you speak directly to your people? Magic happens. We're wired to help everyone—but in business, that leads to burnout. I'll share how I went from scattered offers to building a brand that speaks to one ideal teacher. You'll learn why getting specific helps your content land, your people connect, and your business grow with purpose. Let's stop trying to reach everyone—and start building for the right ones. In this episode, you'll learn: Why trying to serve everyone is holding your business back The top 3 reasons generic content pushes people away How niching down builds trust, clarity, and community The 5-step framework to get specific about your audience How to speak directly to your people in a way that sticks Links Mentioned in this Episode about niching down: Join The CEO Teacher® Patreon Community CEO Teacher® Resources Worth Their Weight in Gold You're already a wealth of knowledge! You're a teacher after all. You've got the skills, the passion, and the creativity to build a thriving online business. You may just not yet know what you want to create or how to get started.    If that's you- First things first:  Grab the “Start or Expand Your Teacher Business” workbook. It's your roadmap to success! This isn't just another worksheet to fill your Google Drive downloads folder– it's your personalized blueprint for getting started building a profitable online business.   Now if you are a seasoned CEO Teacher® who has all the systems in place, has started showing up, and is still feeling overwhelmed with all the tasks and to-dos of building your teaching legacy? No problem! Let's break it down together.    Your first step is to understand your CEO Teacher® Type, and all the goodness and inspiration that comes along with your already remarkable skill set! Take the 2 Minute quiz here so we can navigate the hard parts together!   And if leveling up your knowledge with books is your love language, I have a whole library shelf of goodness just for you! CEO Teacher® Book List Ready to connect with a community of inspiring educators? Join the conversation! Instagram: Tag me @theceoteacher and let's chat about your edupreneur journey. No topic is off limits, and it's always a party in the DM's- just sayin'   Podcast: Subscribe on iTunes and never miss an episode. This is your weekly go-to for all things teacher business, marketing, and mindset…   Leave a Review: Help other teachers discover the CEO Teacher® Podcast and lean into their teacher magic!   Join The Community: The CEO Teacher's Lounge is a community for ANY educator building an online business who doesn't want to do it alone. kaysemorris.com/patreon   Let's make your teacher dreams a reality! P.S. Want more support and inspiration? Check out these recent episodes: 5 Systems to Skyrocket Your TPT Sales The First 5 Steps to Selling Your Lessons Online The Secret to Designing Teaching Resources That Actually Sell P.P.S. Don't forget to grab your free bag of virtual teacher goodies and start making your mark online! I believe in you! Your best is yet to come.

Grab the devotional workbook today: Building A Home Of Godliness And Joy.   Episode 251 // Can you enjoy a healthy, happy, and holy family life without serving one another out of love?   The idea of serving others is counter-cultural. We think it won't feel good, it will feel hard, we might get taken advantage of… Yet, this is how Jesus calls on Christians to show their love for each other!   And no one serves others more than a mom. It's what we're famous for! It's important, even though it is sometimes taken for granted. It is meaningful, even though we sometimes may grumble about it.   So today on the podcast, let's find encouragement together by considering 5 things that a servant does. How can we do those things in our home, with a godly attitude, for the good of our families and the glory of God?   Plus, one important warning for us all… to make sure we are healthy right alongside our families.   Ready? Let's dive in, friend.    hugs & blessings, Jess   RESOURCES FOR YOU   FREE: Grab my free e-book and build your family bond! Building Your Mom Toolbox: Get Your Family Out Of The Rut And Reconnect   DEVOTIONAL: Grab the devotional workbook today: Building A Home Of Godliness And Joy.   LISTEN NEXT: Gospel Hope + Practical Ideas For The Discouragement, Hopelessness, And Hard Emotions Of Christian Family Life (Episode 142)   GET MORE & SUPPORT THE SHOW   NEW in our Patreon community this year - daily(ish) devotionals to encourage your faith and family life: Support the show on Patreon today.   Please leave a 5-star review and share the link to this episode with a friend who needs encouragement today!   FIND EXACTLY THE RESOURCE YOU NEED: Faith | Marriage | Parenting | Emotions | Communication | Home & Family | Freebies | Devotionals | Blog | Pinterest   DISCLAIMERS    I am a licensed therapist in South Carolina, but this podcast is not therapy. I may use affiliate links and earn a small commission if you purchase through my links. Read my full disclaimers here.   MISSION   Love Your People Well is all about helping you ENJOY family life as you build healthy, happy, and holy family relationships. Keep Jesus at the center of it all and joy at the center of your days.   Find your resources, devotionals, and more support at www.LoveYourPeopleWell.com

Learn more at TheCityLife.org

In this empowering episode of The Moving On Method®, Michelle sits down with Rachel Kass from Worthy to discuss a topic many navigating divorce face: what to do with their jewelry. Far more than just a transaction, this conversation delves into how selling your jewelry post-divorce can be a powerful step towards financial empowerment and finding the positives amidst change. Rachel sheds light on how Worthy provides a secure and transparent way to sell pre-owned luxury items, offering a tangible opportunity to reclaim your financial independence. She explains the seamless process Worthy offers, from initial consultation to receiving an offer for your pieces, demystifying what can feel like an overwhelming task. How selling your post-divorce jewelry can be a positive step towards healing and financial freedom. Understanding how Worthy helps individuals turn unused assets into cash, with a focus on trust and transparency. How taking control of your assets can contribute to your overall sense of empowerment during and after divorce. AND MORE Worthy: Learn more about selling your jewelry and other luxury items at, www.worthy.com Connect with Worthy: @wearesoworthy Worthy is dedicated to providing sellers and buyers with that ultimate win-win. Everyday we bring together buyers and sellers with our luxury auction marketplace. Worthy is led by the very best in the luxury goods market and we work together to bring you the fairest market value for your valuable items while providing stellar service. Rachel has been working with Worthy for 6 plus years now. She is an expert in her field of diamonds and precious gems. The aspect of her job she loves the most is being able to help her clients and getting to know them and their stories. She a friend to animals and understands how important family is. Learn more about your ad choices. Visit megaphone.fm/adchoices

    Today is Memorial Day – the day on which we honor the memory of the servicemen and women who made the ultimate sacrifice for our nation. All caring and thinking people should take at least a moment today to lift up these heroes. And today would also be a good one to help […]

Meet Herb Baumeister. Successful businessman. Noted introvert. Lover of rotting food. And possible serial killer. As All About Representation Month continues, Christopher and Eric serve up the final two episodes of THE FOX HOLLOW MURDERS: PLAYGROUND OF A SERIAL KILLER, spotlighting the crusading Indiana coroners working to identify the forgotten gay victims of a staggeringly prolific serial killer. When a bungled investigation and a sudden suicide served as an excuse to shut down the search for answers as to how a massive amount of human remains ended up on a pastoral Indiana horse farm, suspicions and conspiracy theories ran amuck, and various documentary filmmakers found a way to insert themselves into the fray. But were their cinematic efforts a hindrance or a help? Join Christopher and Eric as they try to find a closure in a case that has offered blessed little to the victims and their families.

Hometown Radio 05/22/25 6p: Dr. James Papp serves tea

Mike Klis of 9News released an article this morning on Rockies General Manager Bill Schmidt. Schmidt addressed the team's historically poor performance, but per usual, it was full of ridiculous excuses. Eric Goodman and Bruce Haertl break down the delusion that Schmidt and Dick Monfort live under. SGA wins NBA MVP with 71 of the first-place votes. Nikola Jokic earned the other 29 first-place votes. Quick reaction to the MVP results and a look at Jokic's greatness compared to some other all-time greats. Tune in to a Thursday edition of Hot Takes!

Baltej Dhillon is a retired career police officer, a community leader, and a lifelong advocate for diversity and inclusion. Emigrating from Malaysia in 1983, Mr. Dhillon made history in 1991 as the first Royal Canadian Mounted Police (RCMP) officer to wear a turban, advocating for the right to practice his faith while serving Canada. Mr. Dhillon went on to have a successful 30‑year career with the RCMP as an accomplished major crime investigator, police interrogator, polygraph examiner, intelligence officer, and emergency planner. He played a key role in several high-profile investigations, including the Air India Flight 182 tragedy and the Robert Pickton case. Mr. Dhillon also held various leadership roles, including overseeing the British Columbia RCMP Divisional Emergency Operations Centre and the federal Serious and Organized Crime's Intelligence section, also in British Columbia, as well as establishing and managing intelligence operations at the Provincial Intelligence Centre of British Columbia (now the Real-Time Operations Centre of British Columbia), the first of its kind in Canada. In 2013, Mr. Dhillon led the Sikh Leadership and Police Committee on Gang Violence to support youth prevention strategies within the Sikh Community. Since retiring from the RCMP in 2019, he has worked as Program Manager for the Crime Guns Intelligence and Investigations Group with the Combined Forces Special Enforcement Unit of British Columbia, the province's anti-gang agency. Mr. Dhillon is also deeply involved in community service. He serves on various committees and has led youth camps. He has received numerous distinctions and awards, including the Lifetime Achievement Award from The Times of Canada, the Queen Elizabeth II Diamond Jubilee Medal, the Queen Elizabeth II Golden Jubilee Medal, and the RBC Top 25 Canadian Immigrant Award. In addition to his extensive police education and training, Mr. Dhillon is the recipient of honorary Doctor of Laws degrees from McMaster University and Kwantlen Polytechnic University. https://sencanada.ca/en/senators/dhillon-baltej-s/Become a supporter of this podcast: https://www.spreaker.com/podcast/inspiring-stories--2917948/support.

Confidence, clarity, and conviction—those are your brand's superpowers. Today, I'm talking about how to activate them, overcome imposter syndrome, and stand out in a noisy online world. I'll share real examples from my journey and give you the truth about what's working right now. It's your time to be bold, be visible, and build a brand that actually sells.Take control of your content game with my Ultimate Content Trello Board Collection! It's packed with tools, templates, and an exclusive training to help you every step of the way:https://bit.ly/ultimate-content-trello-collectionJoin The Vault & Get Instant Access to 75+ Courses, Monthly Zoom Sessions, Curated Curriculum to fit your biz needs, New Courses add Each Month, and so much more!https://bit.ly/TheOfficialVault Grab your FREE copy of my book, ‘Boss It Up Babe!'https://bit.ly/BOSSItUpBabeBookHost Bio:Kimberly Olson is a self-made multi-millionaire and the creator of The Goal Digger Girl, where she serves female entrepreneurs by teaching them simple systems and online strategies in sales and marketing. Through the power of social media, they are equipped to explode their online presence and get real results in their business, genuinely and authentically. She has two PhDs in Natural Health and Holistic Nutrition, has recently been recognized as the #2 recruiter in her current network marketing company globally, is the author of four books including best-sellers, The Goal Digger and Balance is B.S., has a top 25 rated podcast in marketing and travels nationally public speaking. She is a mom of two and teaches others how to follow their dreams, crush their goals and create the life they've always wanted.Website: www.thegoaldiggergirl.comInstagram: www.instagram.com/thegoaldiggergirlFacebook: www.facebook.com/thegoaldiggergirlYoutube: www.youtube.com/c/thegoaldiggergirlGrab The Goal Digger Girl Journal: https://amzn.to/3BeCMMZCheck out my Facebook groups for those that want to build their business online through social media, in a genuine and authentic way:Goal Digging Boss Babes: http://bit.ly/GoalDiggingBossBabesFempreneurs:  https://bit.ly/FempreneursCashFlowQueensLeave a review here: Write a review for The Goal Digger Girl Podcast.Subscribing to The Podcast:If you would like to get updates of new episodes, you can give me a follow on your favorite podcast app.

Ivey Gruber, President of Michigan Talk Network. Thousands of Chicks Left to Die  Man Serves Pizza With Human Remains High School Girl Stands For Women's Rights After Male Student Takes First in Female Track Event

We examine the dynamic relationship between Persephone, Queen of the Underworld, and Hekate in her role as Propolos—“the Guide” or “She Who Leads.” Emphasis is placed on Hekate's liminal function at thresholds and crossroads, and how her guidance is needed to assist the Queen of the Underworld during rites of passage, seasonal transitions, and initiatory mysteries. These two goddesses are tied so closely together and is a piece that is missing in modern depictions of Hekate and the mass amount of misinformation around this ancient goddess.Chapters: Intro: (0:00)New Hekate items in the temple!: (2:42)More Hera + Hekate content on members only: (5:55)Hekate Propolos and Persephone: (10:39)Persephone and Hekate appropriation and taken out of their context: (29:35)Join our extra members for more content around ancient greek religion, mythology and more!⁠⁠Check out our shop, services and classes below:⁠⁠https://beacons.ai/styxandboness⁠FOLLOW STYX AND BONES ON SOCIAL MEDIA⁠https://www.instagram.com/styxandbonespodcast⁠⁠https://www.instagram.com/styxandbonestemple⁠⁠https://www.tiktok.com/@styxandbonestemple ⁠FOLLOW HIGH PRIESTESS CHELSEA⁠https://www.instagram.com/highpriestesschelsea⁠⁠https://www.tiktok.com/@highpriestesschelsea⁠FOLLOW DR. K⁠https://www.instagram.com/dirtdiaries_⁠⁠https://www.tiktok.com/@dirtdiaries_

This year, Pride Season at TDPS is all about visibility, inclusion and respect for LGBT people, three things of which our current political climate is in desperately short supply. Welcome to All About Representation Month, beginning with a supersized True Crime TV Club that's about bringing long overdue justice to the forgotten gay victims of a vicious and prolific serial killer. When queer men started vanishing without a trace from the streets outside popular Indianapolis gay bars in the early 90's, their desperate final hours were eventually traced to a palatial horse farm in a seemingly idyllic suburb. Once there, investigators found what was then the largest repository of human remains in United States history. Was the supposedly upstanding owner of the property a vicious killer? And did he act alone? Christopher and Eric tackle these questions and more as they serve up Episodes 1 and 2 of the Hulu series THE FOX HOLLOW MURDERS: PLAYGROUND OF A SERIAL KILLER.

"Because of lack of freedom of speech, no one was able to tell the truth.” Welcome back – this is the Free Speech Forward podcast. In today's show, host Chris Bush interviews Yukong Mike Zhao, a prominent advocate for free speech and equal education rights. Mike shares his personal journey from growing up in communist China to becoming a vocal opponent of censorship and political correctness in America. He discusses the importance of free speech, drawing lessons from history, particularly the Cultural Revolution, and emphasizes the need for education about the dangers of authoritarian regimes. Mike also shares insights on organizing for equal education rights, including the importance of public support and the necessity of perseverance in the work of advocacy.  Learn more about Mike's work and the Asian American Coalition for Education at: https://asianamericanforeducation.org/en/about/leadship/

Police find naked man in Lowe's display shed with Vaseline and phone. Airline accidentally serves wine to toddler traveling in business class.Woman divorces husband after ChatGPT reads his coffee grounds and predicts affair. // SUPPORT by joining the Weird AF News Patreon http://patreon.com/weirdafnews - OR buy Jonesy a coffee at http://buymeacoffee.com/funnyjones Buy MERCH: https://weirdafnews.merchmake.com/ - Check out the official website https://WeirdAFnews.com and FOLLOW host Jonesy at http://instagram.com/funnyjones

Use LIGHTSOUT55 to get 55% off your first month at Scentbird https://sbird.co/4lFe6VJThis month I received... Yellowstone Original by Tru Western https://sbird.co/42NxiJi Sensual Instinct by Montale https://sbird.co/3RP5ptY Eros EDP by Versace https://sbird.co/3Rj74YE Platinum by Victoria's Secret https://sbird.co/4cDaqQ7 Lights Out Merch: https://milehighermerch.com/ Higher Hope Foundation: https://higherhope.org Follow & Subscribe To The Show! Spotify: https://open.spotify.com/show/3SfSNbkVrfz3ceXmNr0lZ4 Apple Podcasts: https://podcasts.apple.com/us/podcast/lights-out/id1505843600 Social Links: TikTok: https://www.tiktok.com/@lightsoutcast Twitter: http://twitter.com/lightsoutcast Instagram: http://instagram.com/lightsoutcast Suggestions/Comments: lop@milehigher.com Merch: https://lightsoutcast.shop/ Request A Topic Form: https://docs.google.com/forms/d/e/1FAIpQLSeOikdybNMOzpHIjLy0My2fYF0LXgN3NXDC0BQNFNNSXjetpg/viewform?usp=sharing Podcast sponsor inquires: adops@audioboom.com Host: Josh Twitter: http://twitter.com/milehigherjosh Instagram: http://instagram.com/milehigherjosh  Writer/Co-host: Austin  Instagram: https://www.instagram.com/austin_leee_/  Editor/Producer: Daniel Instagram: https://www.instagram.com/horrororeo Creator hosts a documentary series for educational purposes (EDSA). These include authoritative sources such as interviews, newspaper articles and TV news reporting meant to educate and memorialize notable cases in our history. Videos come with editorial context added bolstering educational and artistic value. Please review at your leisure. Sources: https://pastebin.com/HRFF10s1