Podcasts about Shared

In this episode, Molly reveals how optional goals, vague rewards, and private commitments quietly sabotage execution inside law firms. It explains how to create stakes that drive action, define rewards that actually motivate, and build shared ownership so goals become unavoidable. This episode introduces a practical, psychology-backed framework for designing goals that move from intention to inevitability. Key Takeaways: Goals don't fail from lack of discipline, they fail because they're designed as optional instead of non-negotiable. Real progress happens when the cost of staying stuck becomes greater than the discomfort of change. Specific, emotionally meaningful rewards create commitment; vague goals create procrastination. Shared goals build alignment and momentum—leaders who involve their team stop carrying everything alone. Long-term success is driven by intentional goal design, leadership structure, and operational clarity—not willpower alone. Quote for the Show: "If there's no consequence for missing the goal, your brain will always choose comfort. The discomfort of staying stuck has to outweigh the discomfort of change." - Molly Mcgrath   Links: Join our upcoming masterclass: https://bit.ly/build-a-self-managed-law-firm-team-in-2026 Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/Iqla-rYaWHY 

A Tokyo Electric Power Company Holdings Inc. employee shared confidential documents on a nuclear power plant within the company improperly, according to a Nuclear Regulation Authority report.

In this episode of the Spin Sucks podcast, Gini Dietrich resets what shared and paid are actually for inside the PESO Model® operating system. She covers why these two areas feel like chaos, how to define “proven signals” before you spend, and how shared and paid work together to create consistent, compounding visibility in a world shaped by communities, creators, and AI-driven discovery.

Welcome back to Mini Miracles From Minor Moments. This week I want to gently encourage you to see things in a new way. Sometimes we become so focused on what distracts us—the news, the noise, the interruptions—that we miss the small gifts that are right in front of us. Yet clarity often comes through ordinary moments: a dog with a worn-out toy, a neighbor's warm spirit, sunlight streaming through an open door. In this episode, I reflect on how shifting our perspective can change our emotional wellness, especially during life transitions. As we grow older, we begin to recognize that seasons—both in nature and in life—offer opportunities to refresh our thinking. When we see differently, we feel differently. And that small shift can become a mini miracle. Refocusing Our Attention It is so easy to focus on the wrong things. We start the day with good intentions and suddenly we are pulled away by distractions or heavy headlines. When that happens, we lose our center. Seeing things in a new way often begins with playfulness or patience. Watching a dog wait at the door in the cold or noticing a stranger's kindness on a bitter day can remind us of grace. These small observations restore clarity and bring us back to what truly matters. Seasons That Invite Growth Every day holds a season of opportunity. Sometimes it is obvious, like spring cleaning or planting new flowers. Other times it is quiet, like rediscovering a book you forgot you bought or signing up for a class long before it is required. When we change our surroundings—even something as simple as walking through a different neighborhood or meeting a friend in a new place—we refresh our spirit. Stale routines can weigh us down. Fresh experiences open our hearts and give us new perspective. Seeing things in a new way keeps us growing and aging gracefully. The Velcro That Holds Us Together Life connects us through shared experiences. Illness, celebrations, school events, work, and even loss bind us to one another. Like Velcro, we are fused together through common feelings and shared memories. When we pause to notice what holds us together—our routines, our relationships, our faith, our small daily responsibilities—we gain appreciation for the quiet strength in our lives. Seeing these connections differently deepens our gratitude and strengthens our emotional wellness. Key Takeaways Shifting your perspective can bring clarity during stressful seasons. Ordinary moments often carry quiet joy and meaning. Changing routines refreshes your spirit and encourages personal growth. Life transitions invite you to see familiar things with new eyes. Shared experiences connect us and support emotional wellness. Aging gracefully includes staying open to learning and fresh insight. If this message encouraged you, I invite you to share it with someone who may need a new perspective right now. You can even submit a question for a future episode at lindagullo.com. I would love to hear what season you are in and how you are choosing to see things differently. Let's keep noticing those small shifts that turn into mini miracles.

This episode I get into the absolute mess of episodes 7 and 8 of Love is Blind season 10!Follow me on social media, find links to merch, Patreon and more here! Hosted on Acast. See acast.com/privacy for more information.

This week, Gabby talks with Dr. Taz — traditionally trained physician, integrative medicine expert, and founder of Whole Plus — about what it really means to practice medicine in today's world.They begin with the new U.S. health guidelines and unpack why Dr. Taz considers them a “win” — particularly the shift toward whole foods, protein, healthy fats, fiber, and the callout of ultra-processed foods. But the conversation quickly goes deeper.They discuss why food pairing and portion size matter more than food labels, how blood sugar and inflammation are driving modern disease, and why simple carbohydrates may be at the center of the chronic illness epidemic.From there, the episode moves into something bigger: shared decision-making in medicine. Dr. Taz explains why individualized care — especially in pediatrics — requires nuance, context, and trust between families and physicians. She shares her own journey through personal health struggles, how that experience reshaped her medical philosophy, and why healing requires more than just prescriptions and protocols.Gabby and Dr. Taz also explore:Micro habits that lower cortisol and improve metabolic healthThe impact of blue light and screens on inflammationWhy 10-minute practices can shift your nervous systemThe difference between “data-driven” health and intuitive healthGender differences in how men and women approach wellnessThe importance of family systems in long-term healingWhy medicine must move from authority to partnershipAt its core, this conversation isn't about trends or controversy. It's about reconnecting science with spirit — and empowering families to think critically, ask better questions, and practice health in ways that actually work for their lives.Chapters00:00 – Why evidence-based holistic medicine matters05:00 – The new U.S. health guidelines: what changed10:00 – Simple carbs, insulin resistance, and inflammation15:00 – Full-fat foods, meat, and food pairing nuance22:00 – Why personalization beats rigid rules30:00 – Gender differences in health blind spots40:00 – Micro habits: 10-minute practices that shift cortisol50:00 – Personalized medicine and micro-dosing prescriptions58:00 – Pediatric care, shared decision-making, and gut health1:08:00 – Trust in medicine and rebuilding relationships1:18:00 – Medicine as a calling, not a business1:24:00 – What keeps Dr. Taz groundedKey Takeaways• Pairing and portions matter more than labels.• Inflammation and blood sugar instability drive most chronic disease.• Micro habits can regulate cortisol without overwhelming change.• Health is contextual — environment, stress, and family systems all matter.• Personalized medicine isn't alternative — it's responsible.• Shared decision-making builds trust between doctors and families.• Nervous system regulation may be the foundation of long-term healing.ConnectDr. TazInstagram: @drtazmdWhole Plus: https://holplus.coGabby ReeceInstagram: @gabbyreeceYouTube: The Gabby Reece ShowProduced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Clutter doesn't just affect our homes — it can create tension, frustration, and miscommunication in the relationships we care about most. When we share spaces with partners, family members, or roommates, differences in organizing styles, habits, and expectations can quickly turn everyday clutter into conflict. In this episode of Got Clutter? Get Organized!, Janet M. Taylor is joined by professional organizer and author Colette Roy to discuss how clutter impacts relationships and how simple organizing systems can reduce stress and restore harmony in shared spaces. Together they explore the connection between clutter thresholds, communication, collaboration, and creating systems that support how people actually live — not how we think they should live. If you are waiting for the video version of this conversation, don't wait — listen now. This episode includes the full conversation and insights from the complete audio interview. In this episode you will learn: • How clutter differences can create relationship tension• Why communication matters when organizing shared spaces• Simple systems that reduce frustration and increase cooperation• How couples can collaborate without nagging or conflict• Small organizing steps that create peaceful shared environments Guest: Colette Roy Professional Organizer, Author of “Clutter and Couples: How to Organize Your Home and Transform Your Relationship” Guest links: Website: https://www.clutterandcouples.com/ Instagram: https://www.instagram.com/clutterandcouples  TikTok: https://www.tiktok.com/@clutterandcouples YouTube: https://www.youtube.com/@clutterandcouples Book: https://amzn.to/4qasmqc   Get your health in check and save 20% on your first order at https://justthrivehealth.com/CX   Resources mentioned:Janet's Amazon Shop: https://linkly.link/2Zsk2 Book a session with Janet: https://janetmtaylor.trafft.com/ Podcast website: https://gotcluttergetorganized.com/    Follow and connect: Podcast: Got Clutter? Get Organized! https://linkly.link/2ZskN Website: https://janetmtaylor.com/ Instagram: https://www.instagram.com/janettheorganizer/Facebook Group: https://www.facebook.com/groups/livinglifetotallyorganized If this episode helped you, please follow the podcast and leave a review on Apple Podcasts. Your support helps others discover tools and strategies to live a more organized life.   Learn more about your ad choices. Visit megaphone.fm/adchoices

When the question shifts from "How Can I Live Life Differently" to "Am I Willing to Be Great...," things will change. For the Re-Introduction Podcasts, I have a lot to share... part teaching, part personal story, and FULL TRANSPARENCY. This is Part 1 of 5. Listen for My Life Update, a Personal Story I've NEVER Shared and What the Heck is Happening And then next week we will switch gears BACK into weekly teachings, inspiring content, and initiating you into your own journey of How to Live Life Differently... Under the new podcast name of WILLING TO BE GREAT.

In this episode of Future Fuzz, Vince Quinn sits down with Mike Rotondo, Founder of RITC Cybersecurity, to unpack the growing cybersecurity risks facing modern marketing teams.From phishing scams and business email compromise to AI vulnerabilities and data leakage, Mike explains why marketers are prime targets for cybercriminals—and why being “in the cloud” doesn't automatically mean you're secure.The conversation dives into how cybercriminals operate like full-scale corporations, why user training is the single most important defense, and how simple mistakes—like shared logins or unsecured home routers—can expose entire organizations. Mike also explores emerging threats like “quishing” (QR code phishing), AI exploitation, and the hidden risks of feeding sensitive data into large AI tools.If you're managing customer data, email lists, or AI-powered marketing tools, this episode is a must-listen.Guest BioMike Rotondo is the Founder of RITC Cybersecurity, a consulting firm focused exclusively on cybersecurity strategy, compliance, and risk mitigation.RITC provides services including penetration testing, security framework analysis, SOC 2 audit preparation, HIPAA and PCI compliance consulting, and virtual CISO (vCISO) services. Rather than hands-on IT implementation, Mike and his team specialize in advisory, governance, and security architecture—helping organizations build secure systems from the inside out.With decades of experience in cybersecurity dating back to the 1990s, Mike works with organizations to prevent breaches, reduce liability, and strengthen internal defenses against evolving cyber threats.TakeawaysBeing in the cloud does not mean you're secure.Most breaches start with users—not firewalls.Cybercriminals operate like corporations, with R&D and strategy teams.Phishing and business email compromise (BEC) are still the top threats.Shared logins and admin access for everyday users create major vulnerabilities.Remote work requires secured routers, patched systems, and enforced device standards.“Quishing” (QR code phishing) is an emerging attack vector.AI tools can create data leakage risks if policies aren't in place.Personally identifiable information (PII) exposure can financially destroy small companies.Cybersecurity training is the most effective prevention strategy.Chapters00:00 Introduction to Mike Rotondo 00:28 What RITC Cybersecurity Does 01:31 Why Businesses Are More Vulnerable Than They Think 03:01 How Cybercriminals Actually Operate 04:10 Real-World Impact of Phishing Attacks 06:30 Building Strong Cyber Defenses 07:57 Remote Work Security Risks 09:42 QR Code Phishing (“Quishing”) 10:45 Why Cybersecurity Feels Overwhelming 11:05 The Importance of Employee Training 12:26 AI's Role in Cybersecurity Threats 14:53 AI Server Vulnerabilities 15:15 How Marketers Should Approach AI Security 17:08 Data Leakage and PII Risks 18:31 The Financial Fallout of a Breach 19:08 The Ciphered Reality PodcastLinkedInFollow Mike on LinkedIn Follow Vince on LinkedIn

ACCOUNTABILITY HAS BEEN ESCAPED ALL AROUND THIS WEEK! In this week's weekly wrap-up, Emily and I OF COURSE jump into the latest episode of The Traitors. Maura is SO BAD at this game… but then, she drops some BOMB selfies on Instagram, and… sigh… I'm right back with you. Then, we get into Reality Check: Inside America's Next Top Model. Tyra has taken a lot of the brunt of the heat for ANTM, but there's a LOT of accountability that needs to be SHARED all around! Then, more Epstein files spiraling (Prince Andrew, Trump allegations, etc.).  DOWNLOAD AND LISTEN TODAY! Video content credit: 1 - @barrettpall 2 - @joe.ie & @comedyjoe_ 3 - @mrcodydahler 4 - @justinthenickofcrime 5 - Sascha Riley via @jongeardev 6 - @purpleroom_politics 7 - @nomadicallyryan 8 - @unitingnow 9 - @harryjsisson 10 - @shookbyava 11 - @wffnews Listen to “She's Speaking with Emily Hanks” podcast on Apple Podcasts! Listen to “She's Speaking with Emily Hanks” podcast on Spotify! Follow Emily on Instagram! Subscribe to Emily's YouTube channel, where we go live every single Sunday!   *** HEY! Some of you have asked how you can show your appreciation for all the content provided by your mama's favorite Black geek. How about you buy me a beer/coffee? CLICK HERE TO SUPPORT! ***   New episodes of “I Ken Not with Kendrick Tucker” are released weekly!   DON'T FORGET TO SUBSCRIBE, RATE, AND REVIEW! I LOVE 5 STARS! EMAIL ME AT IKENNOTPODCAST@GMAIL.COM! FOLLOW ME ON INSTAGRAM! FOLLOW ME ON THREADS! Learn more about your ad choices. Visit megaphone.fm/adchoices

This week - Kevin and Sam give their impressions of God of War: Sons of Sparta and Styx: Blades of Greed. Gaming news wise: PlayStation has decided to shutdown Bluepoint Games - for some reason, Todd Howard drops tons of new info re: Starfield and Elder Scrolls 6 and could Sony Santa Monica's new game be on the horizon?Time Stamps:0:00 Intro & Whatcha Playing08:30 God of War: Sons of Sparta Impressions20:00 End GOW Impressions23:30 Styx: Blades of Greed Impressions32:30 Bluepoint Games Shutdown1:06:00 Santa Monica's New Game Incoming?1:20:00 Starfield and Elder Scrolls 6 NewsSupport Us on Patreon: https://www.patreon.com/SaveTheGameMediaFollow Us:STGM: https://bsky.app/profile/savethegamemedia.bsky.socialKevin: https://bsky.app/profile/themuff1nmon.bsky.socialSam: https://bsky.app/profile/samheaney.bsky.socialSTYX Affiliate LInk: https://lurk.ly/RZs0XgJoin our Discord: https://discord.gg/89rMmfzmqwSupport our Extra Life: https://www.extra-life.org/participant/SaveTheGameMediaAll music created by the amazing Purple Monkey: https://linktr.ee/pme.jib#PlayStation #Xbox #ElderScrolls #Bluepoint #Podcast #GodofWar #Styx

BACK in 2004. I took our kids back to Africa in 2004. Here's what happened. Due to a minor plane crash and having to make the trip overland, our kids went on into the Congo and I stayed behind with no plans for the week in the Central African Republic. THEN the invitations poured in! I happily taught many groups, pastors, deaconesses, school teachers, night watchmen and even high government officials! They were trilled at the positive news of Eden!NOW in 2026! We have two special events coming up! YOU are invited to our Event at the HQ of the American Bible Society on March 21 2026! We'll be presenting the Tru316 Medallion Award to ABS President Dr. Jennifer Holloran and our Keynote speaker will be Dr. Beverly Nyberg! Dr. Nyberg studied at the University of Nebraska and Trinity Evangelical Divinity School. she has been Adjunct Professor at The George Washington University and Senior Consultant at Common Root Consulting. At the U.S. President's Emergency Plan for AIDS Relief (PEPFAR) State Dept. she for 11 years she was responsible for the US Government global programs for children affect by HIV/AIDS. PEPFAR. She also had served with the Peace Corps in Africa and provided field leadership in DR Congo with The Evangelical Free Church Mission. The Tru316 Foundation (www.Tru316.com) is the home of The Eden Podcast with Bruce C. E. Fleming where we “true” the verse of Genesis 3:16. The Tru316 Message is that “God didn't curse Eve (or Adam) or limit woman in any way.” Once Genesis 3:16 is made clear the other passages on women and men become clear too. You are encouraged to access the episodes of Seasons 1-11 of The Eden Podcast for teaching on the seven key passages on women and men. Are you a reader? We invite you to get from Amazon the four books by Bruce C. E. Fleming in The Eden Book Series (Tru316.com/trubooks). Would you like to support the work of the Tru316 Foundation? You can become a Tru Partner here: www.Tru316.com/partner

Don't keep it to yourself – the hope and joy of Jesus should be shared so everyone can leap for joy! -------- Thank you for listening! Your support of Joni and Friends helps make this show possible.     Joni and Friends envisions a world where every person with a disability finds hope, dignity, and their place in the body of Christ. Become part of the global movement today at www.joniandfriends.org   Find more encouragement on Instagram, TikTok, Facebook, and YouTube.

This week on Chins & Giggles, Karina and Mayra open the studio doors and the group chat energy goes all the way up as they welcome their besties Elizabeth and Krystal for a truly unfiltered girl-talk session.Valentine's Day stories? Shared! And yes, some of them should've stayed in the notes app. Body struggles? Called out with brutal honesty and zero sugarcoating. Setting boundaries with family as grown adults? Let's just say the “I love you, but absolutely not” era is alive and thriving. It's laughter, oversharing, emotional whiplash, and the kind of conversations that make you feel seen, validated, and slightly relieved that your friends are just as messy as you are. Grab your besties, turn the volume up, and prepare to laugh and nod aggressively, this episode is pure group chat chaos in the best way. This Episode is Sponsored by:  Airbnb- Airbnb- If you're planning a trip with friends or family book with Airbnb Hulu- Find the drama you want on Disney Plus and Hulu with a bundle subscription. Terms apply.  Rocket Money- Cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to rocketmoney.com/chins today.    

Frederica Mathewes-Green and Dave Hanegraaff unpack why the most important word in A Commitment to Reality is commitment—because reality doesn't disappear when we deny it. This clip gets at why a commitment to shared reality matters.We are living through one of the most disorienting periods in human history—leaving many to wonder: What is reality? As artificial intelligence accelerates and institutional trust erodes, our shared sense of what is real continues to crumble.A commitment to reality is a dedication to discerning what is true and developing the discipline to live in alignment with that truth—with reality. This podcast is an apologetic for reality—each episode serving as an intentional act of grounding our existence together as we commit to what is beautiful, good, and true.  You can help spread the word about this new podcast by giving us a rating and review from the other channels we are listed on and telling others!Subscribe to A Commitment to Reality on YouTube https://www.youtube.com/@ACommitmenttoReality for the full episodes + clips, as well as Apple Podcasts: https://podcasts.apple.com/us/podcast/a-commitment-to-reality/id1876254826 , Spotify: https://open.spotify.com/show/378rR6Oz8YkbTOIqSfhlV3 and follow wherever you get podcasts.  You can help spread the word about this new podcast by giving us a rating and review from the other channels we are listed on and telling others!

The Acknowledgement of Country has been translated into 40 languages as part of a project led by Dr Elaine Laforteza. She explains how it started and the vision for what comes next.

In this episode (part 3) of Demystifying Mental Toughness, David Charlton continues his solo series exploring the 4Cs of Mental Toughness through the coach–athlete relationship lens. The focus this week is Commitment, specifically Goal Orientation, and a common challenge in sport: the mismatch between a highly goal-oriented coach and an athlete who feels overwhelmed, anxious or uncomfortable when targets are discussed. While goal-driven coaches bring structure, clarity and high standards, some athletes experience goals as pressure rather than motivation. Fear of judgement, developing brains, and low confidence can lead to avoidance, distraction or even self-sabotage. Drawing on research from Professor Sophia Jowett and the 4Cs model of Mental Toughness, this episode explores how coaches can create shared ownership of goals, strengthen the relationship, and build confidence through simple, process-focused targets. Listeners will learn practical ways to support athletes by improving self-awareness, simplifying goal setting, and creating a learning environment that prioritises progress over pressure. When goals are built together rather than imposed, athletes feel more confident, more in control, and more committed to their development. >> Key Takeaways ·         Process goals increase confidence by focusing attention on controllable behaviours ·         Shared ownership of goals strengthens trust, motivation and commitment ·         Intrinsic motivation supports long-term development, enjoyment and wellbeing If you enjoyed this episode, check out the other parts of this mini-series and our previous podcasts on the coach–athlete relationship: Ep305 – Emotional Control: When Coaches and Athletes Think Differently Ep304 – David Charlton - Life Control: When Coaches and Athletes Think Differently  Ep303: Doug Strycharczyk - Why You Think the Way You Do Under Pressure Ep302: Doug Strycharczyk - Why You React the Way You Do Under Pressure Ep293: Stuart Barnes - High Challenge, High Support: Mental Toughness in Cricket Connect with David Charlton ·         Sign Up To The Mental Edge ·         Join David @ The Sports Psychology Hub ·         LinkedIn

In this podcast, we speak with members of the Muslim community across Australia as Ramadan begins. From managing long fasting hours during work to balancing daily routines and family life, they share their personal experiences of observing the month. We also explore how community events and late-night gatherings in cities add to the spirit of Ramadan and bring people together.

Friday - Jesus Shared, pt. 5 by Emmanuel Baptist Church, San Jose, CA

This month's Listener Special is one of those episodes that reminds us why your stories are at the very heart of Paranormal Activity.First, we head to Holland Hall Hotel in Lancashire, where Naomi shares an unforgettable experience from the eve of her wedding.A 17th-century hall known for its hidden priest holes becomes the backdrop for a shared sighting she and her bridesmaid still can't explain.A hooded monk-like figure standing silently at the end of their corridor.Was it connected to the building's recusant history… or something far older embedded in the walls?Then Gemma sends in a chilling photograph taken in the 1970s, a Christmas tree glowing softly in the window… and a face staring back from the glass.When the negative was checked, the figure was still there.Family members believe it's her late grandfather.Is this a classic case of spirit photography, or something imprinted in film at the moment of development?From there, Georgia takes us to a quiet residential street in Leeds where reality itself seemed to unravel.Footsteps echoing out of sync.The same parked van appearing again and again.A road that refused to end.Time passing, but not passing.Was she briefly caught in something that didn't want her to leave?We also hear from Ellie in Lanarkshire, who stepped onto an empty football pitch at dusk only to find the environment reacting as though a match was still being played so nets moving, lines bending, grass shifting under unseen feet.Had she crossed into another moment still unfolding?And finally, Emily recounts a deeply unsettling night shift at a small regional zoo.Animals standing frozen in unison.A rhythmic tapping just beyond the enclosure.The unmistakable sense of something large moving, unseen, just out of sight… and the chilling realisation that the animals knew exactly where it was.Five stories.Five very different encounters.Shared sightings, photographic mysteries, looping streets, overlapping moments in time, and something pacing in the dark beyond the fence.As always, you decide what you believe.Welcome to February's Listener Special.A Create Podcast Hosted on Acast. See acast.com/privacy for more information.

Big financial decisions rarely happen in isolation, and many involve family, timing, and long-term consequences. In this mailbag episode, Trent and Brandon respond to listener questions that highlight the importance of thoughtful planning before making major moves. Tune in for a practical conversation for anyone navigating complex financial choices with real-world implications. Here's some of what we discuss in this episode:

In this episode, Jeff Mains sits down with Barbara Wittmann, a 25-year veteran of IT transformation who has pioneered the concept of "human infrastructure" - the invisible framework of trust, clarity, and collaboration that determines whether technology projects succeed or fail. Barbara shares her journey from mountain biking and logistics to SAP consulting, and how she discovered that most technology failures are actually people problems in disguise. She introduces her four-pillar model for preventing costly project detours, explains why people development should be a permanent IT budget line item (not a one-time HR initiative), and reveals how AI is raising the bar on what humans need to do best. The conversation explores psychological safety, shared mental models, limiting beliefs, and why wisdom drawn from indigenous cultures can help modern SaaS leaders build more resilient organizations.Key Takeaways[4:56] - Technology problems are almost always people problems - software can't fix misalignment, confusion, or teams that weren't brought along for the change[8:35] - Human infrastructure is the framework where departments work seamlessly together, end-to-end processes are understood, and people have artifacts to help them navigate complexity[10:14] - Shared mental models are critical - creating a high-level map of systems, data elements, and functions helps everyone align on what changes will impact[12:20] - People development should be an OPEX line item in IT budgets, not a one-time HR initiative - we upgrade servers continuously but treat people upgrades as "one and done"[16:15] - Empowering the middle layer of organizations can save about 20% on consulting spend because in-house people already have the knowledge[20:20] - The four-pillar model: Understand the problem → Condense it → Create a solution → Get people excited about it (most teams skip understanding the problem)[22:32] - The dual ecosystem approach: Train people in a cross-industry environment where they can practice without fear, then bring learnings back to their organization[25:53] - Once 25% of your middle layer adopts a new mindset, you see behavioral shifts ripple throughout the entire organization[29:00] - Indigenous wisdom teaches that everything is connected (ecosystems) and everything works in cycles - nature isn't "on" all the time[34:27] - Limiting beliefs often sound like "I can't do that, I've never done that before" - when your instant reaction is "no," pause and get curious about why[37:17] - AI should be seen as a coworker, not a competitor - the key is training our uniquely human aspects: emotional intelligence, sense-making, and asking better questions[39:38] - First step to building human infrastructure: Create psychological safety where people can voice concerns, and reconnect with your company's core mission and valuesTweetable Quotes"Most teams learn the hard way: Technology rarely fails because of the tools. It fails because the people aren't aligned to use them." - Barbara Wittmann"If your company is not really talking to each other as it is, a software is not gonna fix the issue." - Barbara Wittmann"We are upgrading servers all along, but with people upgrades, we look at it in a very old fashioned way. It's a one and done kind of thing." - Barbara Wittmann"AI models are evolving at the speed of light, and we are not upgrading our humans. What can go wrong?"- Barbara Wittmann"Your execution layer cannot delegate complexity anymore because they need to deal with it inevitably."...

How Shared Standards Can Bring Down the Heat (with Gabe Reedy) | Curious Now 29 Gabriel Reedy, Editor-in-Chief of Advances in Simulation, joins us to talk about how shared standards can bring down the heat in workplace conflicts: https://podcasts.apple.com/us/podcast/the-center-for-medical-simulation/id1279266822 How do we as teachers and clinicians provide the conditions for people to thrive? If we want people to get better, we have to agree in a shared direction to move regarding what better looks like. How can we make sure that standards are continually growing with the field and with evidence from what has actually happened in the world so that our practice doesn't get static or stagnant? Workout of the week: Notice when the heat level is rising in a conversation when it isn't clear what's raising the temperature, and use curious questioning to figure out why! Leadership Coaching from Jenny Rudolph: https://harvardmedsim.org/personal-leadership-coaching-with-jenny-rudolph/ The Advocacy-Inquiry Rubric in Advances in Simulation: https://link.springer.com/article/10.1186/s41077-025-00381-z #healthcaresimulation #nursing #medicine #debriefing

Encounters with apparent non-human intelligent beings that were also captured in cellphone pictures are discussed. Also, Lara Trump, daughter-in-law to President Trump, recently discussed an alleged disclosure speech her father-in-law has prepared that allegedly will be delivered in July, during the 79th anniversary of the Roswell UFO crash.Links/Sources:Lara Trump Speaks Again About President's Rumored UFO Speech - NewsweekSupport Extraterrestrial Reality/Quirk Zone on Patreon:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/c/Extraterrestrial_Reality⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Check out my YouTube channel:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Quirk Zone - YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Extraterrestrial Reality Book Recommendations:Link to ROSWELL: THE ULTIMATE COLD CASE: CLOSED: https://amzn.to/3O2loSILink to COMMUNION by Whitley Strieber: https://amzn.to/3xuPGqiLink to THE THREAT by David M. Jacobs: https://amzn.to/3Lk52njLink to TOP SECRET/MAJIC by Stanton Friedman: https://amzn.to/3xvidfvLink to NEED TO KNOW by Timothy Good:  https://amzn.to/3BNftfTLink to UFOS AND THE NATIONAL SECURITY STATE, VOLUME 1:  https://amzn.to/3xxJvlvLink to UFOS AND THE NATIONAL SECURITY STATE, VOLUME 2: https://amzn.to/3UhdQ1lLink to THE ALLAGASH ABDUCTIONS: https://amzn.to/3qNkLSgUFO CRASH RETRIEVALS by Leonard Stringfield: https://amzn.to/3RGEZKsFLYING SAUCERS FROM OUTER SPACE by Major Donald Keyhoe: https://amzn.to/3S7WkxvCAPTURED: THE BETTY AND BARNEY HILL UFO EXPERIENCE by Stanton Friedman and Kathleen Marden: https://amzn.to/3tKNVXn#ufos #aliens #vegas aliens #ufo podcast

Encounters with apparent non-human intelligent beings that were also captured in cellphone pictures are discussed. Also, Lara Trump, daughter-in-law to President Trump, recently discussed an alleged disclosure speech her father-in-law has prepared that allegedly will be delivered in July, during the 79th anniversary of the Roswell UFO crash.Links/Sources:Lara Trump Speaks Again About President's Rumored UFO Speech - NewsweekSupport Extraterrestrial Reality/Quirk Zone on Patreon:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/c/Extraterrestrial_Reality⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Check out my YouTube channel:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Quirk Zone - YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Extraterrestrial Reality Book Recommendations:Link to ROSWELL: THE ULTIMATE COLD CASE: CLOSED: https://amzn.to/3O2loSILink to COMMUNION by Whitley Strieber: https://amzn.to/3xuPGqiLink to THE THREAT by David M. Jacobs: https://amzn.to/3Lk52njLink to TOP SECRET/MAJIC by Stanton Friedman: https://amzn.to/3xvidfvLink to NEED TO KNOW by Timothy Good:  https://amzn.to/3BNftfTLink to UFOS AND THE NATIONAL SECURITY STATE, VOLUME 1:  https://amzn.to/3xxJvlvLink to UFOS AND THE NATIONAL SECURITY STATE, VOLUME 2: https://amzn.to/3UhdQ1lLink to THE ALLAGASH ABDUCTIONS: https://amzn.to/3qNkLSgUFO CRASH RETRIEVALS by Leonard Stringfield: https://amzn.to/3RGEZKsFLYING SAUCERS FROM OUTER SPACE by Major Donald Keyhoe: https://amzn.to/3S7WkxvCAPTURED: THE BETTY AND BARNEY HILL UFO EXPERIENCE by Stanton Friedman and Kathleen Marden: https://amzn.to/3tKNVXn#ufos #aliens #vegas aliens #ufo podcast

The genetic variants initially affect brain development in unique ways, but over time they converge on common molecular pathways.

Thursday - Jesus Shared, pt. 4 by Emmanuel Baptist Church, San Jose, CA

Welcome to Manufacturing Greatness with Trevor Blondeel, where we work with organizations to manufacture greatness by leveraging resources you already have to achieve greater retention, productivity, and profits. To learn more, visit www.manufacturinggreatness.com and click here to subscribe to Trevor's monthly newsletter. Now, let's jump in! In this episode, Bruce Mayhew, corporate trainer, keynote speaker, executive coach, and author, shares insights on manufacturing leadership, communication skills, and trust building for Operations Managers, Production Managers, Manufacturing Managers, and Shift Supervisors. You'll learn why traditional command-and-control leadership no longer works in today's plants — and how curiosity-driven leadership, authentic communication, and continuous improvement help manufacturing leaders close the skills gap, strengthen employee engagement, and drive real team performance. Bruce breaks down how everyday leadership behaviors directly impact culture, safety, accountability, and results — especially as manufacturing organizations face labor shortages, workforce challenges, and generational shifts on the shop floor. This conversation connects soft skills with operational excellence, showing leaders how to move from reaction to intention, from blame to curiosity, and from siloed management to connected leadership. 01:30 – As generational shifts place millennials in leadership roles, it can create tension between siloed leadership and collaborative, flatter manufacturing cultures. 03:49–Purpose and meaning drive effective leadership, stronger relationships, and healthier workplace culture. 06:12–Disconnects between executives and the shop floor weaken teamwork and long-term manufacturing performance. 07:19–Self-awareness and emotional intelligence enable leaders to adapt communication styles across manufacturing teams. 08:58–Respect on the shop floor comes from meeting people where they are, not talking down to them. 09:44–High performance in manufacturing is unlocked through meaningful conversations rather than top-down directives. 16:27–Transparency grows when leaders listen first and elevate frontline voices. 18:33-  Shared pride in quality and reputation strengthens team identity and manufacturing excellence. 20:15–Curiosity-driven leadership replaces blame-focused problem solving with appreciative inquiry. 23:31–Positive exploration increases engagement by empowering teams instead of punishing them. 25:09 - Accountability works best when leaders replace interrogation with curiosity-based performance conversations. Connect with Bruce Mayhew Visit his website Find him on LinkedIn Following him on Instagram @bruce.mayhew

In this episode, I'm joined by Rebecca Hinds — organizational behavior expert and founder of the Work AI Institute at Glean — for a practical conversation about why meetings deteriorate over time and how to redesign them. Rebecca argues that bad meetings aren't a people problem — they're a systems problem. Without intentional design, meetings default to ego, status signaling, conflict avoidance, and performative participation. Over time, low-value meetings become normalized instead of fixed. Drawing on her research at Stanford University and her leadership of the Work Innovation Lab at Asana, she shares frameworks from her new book, Your Best Meeting Ever, including: The four legitimate purposes of a meeting: decide, discuss, debate, or develop The CEO test for when synchronous time is truly required How to codify shared meeting standards Why leaders must explicitly give permission to leave low-value meetings We also explore leadership, motivation, and the myth that kindness and high standards are opposites. Rebecca explains why effective leaders diagnose what drives each individual — encouragement for some, direct challenge for others — and design environments that support both performance and belonging. Finally, we talk about AI and the future of work. Tools amplify existing culture: strong systems improve, broken systems break faster. Organizations that redesign how work happens — not just what tools they use — will have the advantage. If you want to run better meetings, lead with more clarity, and rethink how collaboration actually happens, this episode is for you. You can find Your Best Meeting Ever at major bookstores and learn more at rebeccahinds.com.  00:00 Start 00:27 Why Meetings Get Worse Over Time Robin references Good Omens and the character Crowley, who designs the M25 freeway to intentionally create frustration and misery. They use this metaphor to illustrate how systems can be designed in ways that amplify dysfunction, whether intentionally or accidentally. The idea is that once dysfunctional systems become normalized, people stop questioning them. They also discuss Cory Doctorow's concept of enshittification, where platforms and systems gradually decline as organizational priorities override user experience. Rebecca connects this pattern directly to meetings, arguing that without intentional design, meetings default to chaos and energy drain. Over time, poorly designed meetings become accepted as inevitable rather than treated as solvable design problems. Rebecca references the Simple Sabotage Field Manual created by the Office of Strategic Services during World War II. The manual advised citizens in occupied territories on how to subtly undermine organizations from within. Many of the suggested tactics involved meetings, including encouraging long speeches, focusing on irrelevant details, and sending decisions to unnecessary committees. The irony is that these sabotage techniques closely resemble common behaviors in modern corporate meetings. Rebecca argues that if meetings were designed from scratch today, without legacy habits and inherited norms, they would likely look radically different. She explains that meetings persist in their dysfunctional form because they amplify deeply human tendencies like ego, status signaling, and conflict avoidance. Rebecca traces her interest in teamwork back to her experience as a competitive swimmer in Toronto. Although swimming appears to be an individual sport, she explains that success is heavily dependent on team structure and shared preparation. Being recruited to swim at Stanford exposed her to an elite, team-first environment that reshaped how she thought about performance. She became fascinated by how a group can become greater than the sum of its parts when the right cultural conditions are present. This experience sparked her long-term curiosity about why organizations struggle to replicate the kind of cohesion often seen in sports. At Stanford, Coach Lee Mauer emphasized that emotional wellbeing and performance were deeply connected. The team included world record holders and Olympians, and the performance standards were extremely high. Despite the intensity, the culture prioritized connection and belonging. Rituals like informal story time around the hot tub helped teammates build relationships beyond performance metrics. Rebecca internalized the lesson that elite performance and strong culture are not opposing forces. She saw firsthand that intensity and warmth can coexist, and that psychological safety can actually reinforce high standards rather than weaken them. Later in her career at Asana, Rebecca encountered the company value of rejecting false trade-offs. This reinforced a lesson she had first learned in swimming, which is that many perceived either-or tensions are not actually unavoidable. She argues that organizations often assume they must choose between performance and happiness, or between kindness and accountability. In her experience, these are false binaries that can be resolved through better design and clearer expectations. She emphasizes that motivated and engaged employees tend to produce higher quality work, making culture a strategic advantage rather than a distraction. Kindness versus ruthlessness in leadership Robin raises the contrast between harsh, fear-based leadership styles and more relational, positive leadership approaches. Both styles have produced winning teams, which raises the question of whether success comes because of the leadership style or despite it. Rebecca argues that resilience and accountability are essential, regardless of tone. She stresses that kindness alone is not sufficient for high performance, but neither is harshness inherently superior. Effective leadership requires understanding what motivates each individual, since some people thrive on encouragement while others crave direct challenge. Rebecca personally identifies with wanting to be pushed and appreciates clarity when her work falls short of expectations. She concludes that the most effective leaders diagnose motivation carefully and design environments that maximize both growth and performance. 08:51 Building the Book-Launch Team: Mentors, Agents, and Choosing the Right Publisher Robin asks Rebecca about the size and structure of the team she assembled to execute the launch successfully. He is especially curious about what the team actually looked like in practice and how coordinated the effort needed to be. He also asks about the meeting cadence and work cadence required to bring a book launch to life at that level. The framing highlights that writing the book is only one phase, while launching it is an entirely different operational challenge. Rebecca explains that the process felt much more organic than it might appear from the outside. She admits that at the beginning, she underestimated the full scope of what a book launch entails. Her original motivation was simple: she believed she had a valuable perspective, wanted to help people, and loved writing. As she progressed deeper into the publishing process, she realized that writing the manuscript was only one piece of a much larger system. The operational and promotional dimensions gradually revealed themselves as a second job layered on top of authorship. Robin emphasizes that writing a book and publishing a book are fundamentally different jobs. Rebecca agrees and acknowledges that the publishing side requires a completely different skill set and infrastructure. The conversation underscores that authorship is creative work, while publishing and launching require strategy, coordination, and business acumen. Rebecca credits her Stanford mentor, Bob Sutton, as a life changing influence throughout the process. He guided her step by step, including decisions around selecting a publisher and choosing an agent. She initially did not plan to work with an agent, but through guidance and reflection, she shifted her perspective. His mentorship helped her ask better questions and approach the process more strategically rather than reactively. Rebecca reflects on an important mindset shift in her career. Earlier in life, she was comfortable being the big fish in a small pond. Over time, she came to believe that she performs better when surrounded by people who are smarter and more experienced than she is. She describes her superpower as working extremely hard and having confidence in that effort. Because of that, she prefers environments where others elevate her thinking and push her further. This philosophy became central to how she built her book launch team. As Rebecca learned more about the moving pieces required for a successful campaign, she became more intentional about who she wanted involved. She sought the best not in terms of prestige alone, but in terms of belief and commitment. She wanted people who would go to bat for her and advocate for the book with genuine enthusiasm. She noticed that some organizations that looked impressive on paper were not necessarily the right fit for her specific campaign. This led her to have extensive conversations with potential editors and publicists before making decisions. Rebecca developed a personal benchmark for evaluating partners. She paid attention to whether they were willing to apply the book's ideas within their own organizations. For her, that signaled authentic belief rather than surface level marketing support. When Simon and Schuster demonstrated early interest in implementing the book's learnings internally, it stood out as meaningful alignment. That commitment suggested they cared about the substance of the work, not just the promotional campaign. As the process unfolded, Rebecca realized that part of her job was learning what questions to ask. Each conversation with potential partners refined her understanding of what she needed. She became more deliberate about building the right bench of people around her. The team was not assembled all at once, but rather shaped through iterative learning and discernment. The launch ultimately reflected both her evolving standards and her commitment to surrounding herself with people who elevated the work. 12:12 Asking Better Questions & Going Asynchronous Robin highlights the tension between the voice of the book and the posture of a first time author entering a major publishing house. He notes that Best Meeting Ever encourages people to assert authority in meetings by asking about agendas, ownership, and structure. At the same time, Rebecca was entering conversations with an established publisher as a new author seeking partnership. The question becomes how to balance clarity and conviction with humility and openness. Robin frames it as showing up with operational authority while still saying you publish books and I want to work with you. Rebecca calls the question insightful and explains that tactically she relied heavily on asking questions. She describes herself as intentionally curious and even nosy because she did not yet know what she did not know. Rather than pretending to have answers, she used inquiry as a way to build authority through understanding. She asked questions asynchronously almost daily, emailing her agent and editor with anything that came to mind. This allowed her to learn the system while also signaling engagement and seriousness. Rebecca explains that most of the heavy lifting happened outside of meetings. By asking questions over email, she clarified information before stepping into synchronous time. Meetings were then reserved for ambiguity, decision making, and issues that required real time collaboration. As a result, the campaign involved very few meetings overall. She had a biweekly meeting with her core team and roughly monthly conversations with her editor. The rest of the coordination happened asynchronously, which aligned with her philosophy about effective meeting design. Rebecca jokes that one hidden benefit of writing a book on meetings is that everyone shows up more prepared and on time. She also felt internal pressure to model the behaviors she was advocating. The campaign therefore became a real world test of her ideas. She emphasizes that she is glad the launch was not meeting heavy and that it reflected the principles in the book. Robin shares a story about their initial connection through David Shackleford. During a short introductory call, he casually offered to spend time discussing book marketing strategies. Rebecca followed up, scheduled time, and took extensive notes during their conversation. After thanking him, she did not continue unnecessary follow up or prolonged discussion. Instead, she quietly implemented many of the practical strategies discussed. Robin later observed bulk sales, bundled speaking engagements, and structured purchase incentives that reflected disciplined execution. Robin emphasizes that generating ideas is relatively easy compared to implementing them. He connects this to Seth Godin's praise that the book is for people willing to do the work. The real difficulty lies not in brainstorming strategies but in consistently executing them. He describes watching Rebecca implement the plan as evidence that she practices what she preaches. Her hard work and disciplined follow through reinforced his confidence in the book before even reading it. Rebecca responds with gratitude and acknowledges that she took his advice seriously. She affirms that several actions she implemented were directly inspired by their conversation. At the same time, the tone remains grounded and collaborative rather than performative. The exchange illustrates her pattern of seeking input, synthesizing it, and then executing independently. Robin transitions toward the theme of self knowledge and its role in leadership and meetings. He connects Rebecca's disciplined execution to her awareness of her own strengths. The earlier theme resurfaces that she sees hard work and follow through as her superpower. The implication is that effective meetings and effective leadership both begin with understanding how you operate best. 17:48 Self-Knowledge at Work Robin shares that he knows he is motivated by carrots rather than sticks. He explains that praise energizes him and improves his performance more than criticism ever could. As a performer and athlete, he appreciates detailed notes and feedback, but encouragement is what unlocks his best work. He contrasts that with experiences like old school ballet training, where harsh discipline did not bring out his strengths. His point is that understanding how you are wired takes experience and reflection. Rebecca agrees that self knowledge is essential and ties it directly to motivation. She argues that the better you understand yourself, the more clearly you can articulate what drives you. Many people, especially early in their careers, do not pause to examine what truly motivates them. She notes that motivation is often intangible and not primarily monetary. For some people it is praise, for others criticism, learning, mastery, collaboration, or autonomy. She also emphasizes that motivation changes over time and shifts depending on organizational context. One of Rebecca's biggest lessons as a manager and contributor is the importance of codifying self knowledge. Writing down what motivates you and how you work best makes it easier to communicate those needs to others. She believes this explicitness is especially critical during times of change. When work is evolving quickly, assumptions about motivation can lead to disengagement. Making preferences visible reduces friction and prevents misalignment. Rebecca references a recent presentation she gave on the dangers of automating the soul of work. She and her mentor Bob Sutton have discussed how organizations risk stripping meaning from roles if they automate without discernment. She points to research showing that many AI startups are automating tasks people would prefer to keep human. The warning is that just because something can be automated does not mean it should be. Without understanding what makes work meaningful for employees, leaders can unintentionally remove the very elements that motivate people. Rebecca believes managers should create explicit user manuals for their team members. These documents outline how individuals prefer to communicate, what motivates them, and what their career aspirations are. She sees this as a practical leadership tool rather than a symbolic exercise. Referring back to these documents helps leaders guide their teams through uncertainty and change. When asked directly, she confirms that she has implemented this practice in previous roles and intends to do so again. When asked about the future of AI, Rebecca avoids making long term predictions. She observes that the most confident forecasters are often those with something to sell. Her shorter term view is that AI amplifies whatever already exists inside an organization. Strong workflows and cultures may improve, while broken systems may become more efficiently broken. She sees organizations over investing in technology while under investing in people and change management. As a result, productivity gains are appearing at the individual level but not consistently at the team or organizational level. Rebecca acknowledges that there is a possible future where AI creates abundance and healthier work life balance. However, she does not believe current evidence strongly supports that outcome in the near term. She does see promising examples of organizations using AI to amplify collaboration and cross functional work. These examples remain rare but signal that a more human centered future is possible. She is cautiously hopeful but not convinced that the most optimistic scenario will unfold automatically. Robin notes that time horizons for prediction have shortened dramatically. Rebecca agrees and says that six months feels like a reasonable forecasting window in the current environment. She observes that the best leaders are setting thresholds for experimentation and failure. Pilots and proofs of concept should fail at a meaningful rate if organizations are truly exploring. Shorter feedback loops allow organizations to learn quickly rather than over commit to fragile long term assumptions. Robin shares a formative story from growing up in his father's small engineering firm, where he was exposed early to office systems and processes. Later, studying in a Quaker community in Costa Rica, he experienced full consensus decision making. He recalls sitting through extended debates, including one about single versus double ply toilet paper. As a fourteen year old who would rather have been climbing trees in the rainforest, the meeting felt painfully misaligned with his energy. That experience contributed to his lifelong desire to make work and collaboration feel less draining and more intentional. The story reinforces the broader theme that poorly designed meetings can disconnect people from purpose and engagement. 28:31 Leadership vs. Tribal Instincts Rebecca explains that much of dysfunctional meeting behavior is rooted in tribal human instincts. People feel loyalty to the group and show up to meetings simply to signal belonging, even when the meeting is not meaningful. This instinct to attend regardless of value reinforces bloated calendars and performative participation. She argues that effective meeting design must actively counteract these deeply human tendencies. Without intentional structure, meetings default to social signaling rather than productive collaboration. Rebecca emphasizes that leadership plays a critical role in changing meeting culture Leaders must explicitly give employees permission to leave meetings when they are not contributing. They must also normalize asynchronous work as a legitimate and often superior alternative. Without that top down permission, employees will continue attending out of fear or habit. Meeting reform requires visible endorsement from those with authority. Power dynamics and pushing back without positional authority Robin reflects on the power of writing a book on meetings while still operating within a hierarchy. He asks how individuals without formal authority can challenge broken systems. Rebecca responds that there is no universal solution because outcomes depend heavily on psychological safety. In organizations with high trust, there is often broad recognition that meetings are ineffective and a desire to fix them. In lower trust environments, change must be approached more strategically and indirectly. Rebecca advises employees to lead with curiosity rather than confrontation. Instead of calling out a bad meeting, one might ask whether their presence is truly necessary. Framing the question around contribution rather than judgment reduces defensiveness. This approach lowers the emotional temperature and keeps the conversation constructive. Curiosity shifts the tone from personal critique to shared problem solving. In psychologically unsafe environments, Rebecca suggests shifting enforcement to systems rather than individuals. Automated rules such as canceling meetings without agendas or without sufficient confirmations can reduce personal friction. When technology enforces standards, it feels less like a personal attack. Codified rules provide employees with shared language and objective criteria. This reduces the perception that opting out is a rejection of the person rather than a rejection of the structure. Rebecca argues that every organization should have a clear and shared definition of what deserves to be a meeting. If five employees are asked what qualifies as a meeting, they should give the same answer. Without explicit criteria, decisions default to habit and hierarchy. Clear rules give employees confidence to push back constructively. Shared standards transform meeting participation from a personal negotiation into a procedural one. Rebecca outlines a two part test to determine whether a meeting should exist. First, the meeting must serve one of four purposes which are to decide, discuss, debate, or develop people. If it does not satisfy one of those four categories, it likely should not be a meeting. Even if it passes that test, it must also satisfy one of the CEO criteria. C refers to complexity and whether the issue contains enough ambiguity to require synchronous dialogue. E refers to emotional intensity and whether reading emotions or managing reactions is important. O refers to one way door decisions, meaning choices that are difficult or costly to reverse. Many organizational decisions are reversible and therefore do not justify synchronous time. Robin asks how small teams without advanced tech stacks can automate meeting discipline. Rebecca explains that many safeguards can be implemented with existing tools such as Google Calendar or simple scripts. Basic rules like requiring an agenda or minimum confirmations can be enforced through standard workflows. Not all solutions require advanced AI tools. The key is introducing friction intentionally to prevent low value meetings from forming. Rebecca notes that more advanced AI tools can measure engagement, multitasking, or participation. Some platforms now provide indicators of attention or involvement during meetings. While these tools are promising, they are not required to implement foundational meeting discipline. She cautions against over investing in shiny tools without first clarifying principles. Metrics are useful when they reinforce intentional design rather than replace it. Rebecca highlights a subtle risk of automation, particularly in scheduling. Tools can be optimized for the sender while increasing friction for recipients. Leaders should consider the system level impact rather than only individual efficiency. Productivity gains at the individual level can create hidden coordination costs for the team. Meeting automation should be evaluated through a collective lens. Rebecca distinguishes between intrusive AI bots that join meetings and simple transcription tools. She is cautious about bots that visibly attend meetings and distract participants. However, she supports consensual transcription when it enhances asynchronous follow up. Effective transcription can reduce cognitive load and free participants to engage more deeply. Used thoughtfully, these tools can strengthen collaboration rather than dilute it. 41:35 Maker vs. Manager: Balancing a Day Job with a Book Launch Robin shares an example from a webinar where attendees were asked for feedback via a short Bitly link before the session closed. He contrasts this with the ineffectiveness of "smiley face/frowny face" buttons in hotel bathrooms—easy to ignore and lacking context. The key is embedding feedback into the process in a way that's natural, timely, and comfortable for participants. Feedback mechanisms should be integrated, low-friction, and provide enough context for meaningful responses. Rebecca recommends a method inspired by Elise Keith called Roti—rating meetings on a zero-to-five scale based on whether they were worth attendees' time. She suggests asking this for roughly 10% of meetings to gather actionable insight. Follow-up question: "What could the organizer do to increase the rating by one point?" This approach removes bias, focuses on attendee experience, and identifies meetings that need restructuring. Splits in ratings reveal misaligned agendas or attendee lists and guide optimization. Robin imagines automating feedback requests via email or tools like Superhuman for convenience. Rebecca agrees and adds that simple forms (Google Forms, paper, or other methods) are effective, especially when anonymous. The goal is simplicity and consistency—given how costly meetings are, there's no excuse to skip feedback. Robin references Paul Graham's essay on maker vs. manager schedules and asks about Rebecca's approach to balancing writing, team coordination, and book marketing. Rebecca shares that 95% of her effort on the book launch was "making"—writing and outreach—thanks to a strong team handling management. She devoted time to writing, scrappy outreach, and building relationships, emphasizing giving without expecting reciprocation. The main coordination challenge was balancing her book work with her full-time job at Asana, requiring careful prioritization. Rebecca created a strict writing schedule inspired by her swimming discipline: early mornings, evenings, and weekends dedicated to writing. She prioritized her book and full-time work while maintaining family commitments. Discipline and clear prioritization were essential to manage competing but synergistic priorities. Robin asks about written vs. spoken communication, referencing Amazon's six-page memos and Zandr Media's phone-friendly quick syncs. Rebecca emphasizes that the answer depends on context but a strong written communication culture is essential in all organizations. Written communication supports clarity, asynchronous work, and complements verbal communication. It's especially important for distributed teams or virtual work. With AI, clear documentation allows better insights, reduces unnecessary content generation, and reinforces disciplined communication. 48:29 AI and the Craft of Writing Rebecca highlights that employees have varying learning preferences—introverted vs. extroverted, verbal vs. written. Effective communication systems should support both verbal and written channels to accommodate these differences. Rebecca's philosophy: writing is a deeply human craft. AI was not used for drafting or creative writing. AI supported research, coordination, tracking trends, and other auxiliary tasks—areas where efficiency is key. Human-led drafting, revising, and word choice remained central to the book. Robin praises Rebecca's use of language, noting it feels human and vivid—something AI cannot replicate in nuance or delight. Rebecca emphasizes that crafting every word, experimenting with phrasing, and tinkering with language is uniquely human. This joy and precision in writing is not replicable by AI and is part of what makes written communication stand out. Rebecca hopes human creativity in writing and oral communication remains valued despite AI advances. Strong written communication is increasingly differentiating for executive communicators and storytellers in organizations. AI can polish or mass-produce text, but human insight, nuance, and storytelling remain essential and career-relevant. Robin emphasizes the importance of reading, writing, and physical activities (like swimming) to reclaim attention from screens. These practices support deep human thinking and creativity, which are harder to replace with AI. Rebecca uses standard tools strategically: email (chunked and batched), Google Docs, Asana, Doodle, and Zoom. Writing is enhanced by switching platforms, fonts, colors, and physical locations—stimulating creativity and perspective. Physical context (plane, café, city) is strongly linked to breakthroughs and memory during writing. Emphasis is on how tools are enacted rather than which tools are used—behavior and discipline matter more than tech. Rebecca primarily recommends business books with personal relevance: Adam Grant's Give and Take – for relational insights beyond work. Bob Sutton's books – for broader lessons on organizational and personal effectiveness. Robert Cialdini's Influence – for understanding human behavior in both professional and personal contexts. Her selections highlight that business literature often offers universal lessons applicable beyond work. 59:48 Where to Find Rebecca The book is available at all major bookstores. Website: rebeccahinds.com LinkedIn: Rebecca Hinds  

Most AI implementations fail because companies lack proper data context and integration. Ariel Kelman is President and Chief Marketing Officer at Salesforce, leading their global marketing organization and Agentforce AI platform development. Salesforce's trust-first approach connects enterprise data to AI models, enabling 77% case resolution rates and $100+ million in cost savings through their customer support agents, plus 20% increased sales pipeline from website AI interactions.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Most AI implementations fail because companies lack proper data context and integration. Ariel Kelman is President and Chief Marketing Officer at Salesforce, leading their global marketing organization and Agentforce AI platform development. Salesforce's trust-first approach connects enterprise data to AI models, enabling 77% case resolution rates and $100+ million in cost savings through their customer support agents, plus 20% increased sales pipeline from website AI interactions.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Can money tensions become opportunities to love more deeply? In this episode of Money Made Faithful, John Putnam shares how everyday financial tensions can actually form our hearts and draw us closer, rather than fracture our relationships. Drawing from scriptures, our upbringing, fears, and expectations shape money conversations, and why it's critical that our goal is not victory but loving progress and oneness. With practical guidance on listening with curiosity, creating safe space for honest dialogue, and practicing shared stewardship, this episode invites couples to see every “money moment” as a moment to show our love - for God and each other - and a vital part of their spiritual growth together. In this episode, John discusses:  How money tensions can surface in any season Why financial disagreements are often shaped by our upbringing, fears, and future expectations The biblical call to contentment and the dangers of elevating money above our devotion to God How to lead money conversations with curiosity, patience, and grace instead of defensiveness The importance of shared stewardship, humility, and trust—especially when one spouse earns more Key Takeaways: Money tensions are not proof that a relationship is broken; they are often invitations to practice love more deeply in very practical, daily ways. Our financial habits and reactions are shaped early—sometimes as young as age six—which means compassion and curiosity toward our spouse’s story are essential in money conversations. Scripture reminds us that the love of money (not money itself) can lead to harmful desires and distraction, so our aim is contentment in Christ and faithfulness with what He provides. In financial disagreements, the goal is not to “win” the argument; the goal is loving progress, where oneness and unity matter more than being right. Shared stewardship honors God’s design for marriage: income level does not determine spiritual authority or importance—both spouses bring God-given wisdom, perspective, and value to the table. “Money moments are not interruptions to your spiritual growth; they are part of it.” CLICK ON THE LINKS BELOW FOR MORE MONEY MADE FAITHFUL! VISIT MONEY MADE FAITHFUL: https://moneymadefaithful.com/ GET FREE RESOURCES when you join THE HUB: https://moneymadefaithful.com/resource-library-access/Landing-page BOOK A WORKSHOP & DETAILS: https://moneymadefaithful.com/money-made-faithful-workshop-2/Landing-page INVITE JOHN TO SPEAK at your conference, church, or event:  https://moneymadefaithful.com/services SPECIAL SAVINGS ON JOHN'S BOOK, 'He Spends She Spends', and the small group guide: https://moneymadefaithful.com/shop FOLLOW US ON FACEBOOK: @MoneyMadeFaithful FOLLOW US ON INSTAGRAM: @MoneyMadeFaithful If this blessed you today, please Subscribe, Leave a Review, and Share with someone who you believe will benefit from this message!  

-LEADING ALIGNED CULTURES OF SHARED SUCCESS- In this episode, Edgar and Ken explore why lasting culture change starts by building on existing strengths instead of forcing sweeping overhauls. They discuss the dangers of relying solely on authority to drive change and why that approach often creates resistance rather than alignment. The conversation highlights the importance of leaders taking time to understand the current culture—separating observable behaviors from personal assumptions—before attempting meaningful transformation.   The purpose of The True Alignment® podcast is to start the conversation around alignment, both in business and personal life, and it is up to you to see that conversation through. As always, if you have any questions, possible topics, or are looking to take your alignment further, please reach out to us at info@truealignment.com.   Alignment Survey   Links & Show Notes Who we work with Edgar Papke Ken Sagendorf    Music Music by, local Colorado band, The Skinny  

Over the past 48 hours, a visible wave of Nicki Minaj fans, many of them Black women, have publicly shared proof of switching political parties after watching how Democrats and legacy media responded to Nicki's support for Donald Trump. In this video our experts analyze and educate you on what happened and why with fact based, data based, verified and researched expertise reporting. For free and unbiased Medicare help, dial (656) 218-0931 to speak with my trusted partner, Chapter, or go to https://askchapter.org/nez▶ Reach out to me: https://bio.site/professornez▶Support the Channel and Buy us a Coffee: https://buymeacoffee.com/professornez

Is your dental practice unknowingly losing money through shared network relationships? In this episode of Fail Forward, Lisa from Unlock the PPO launches into one of the most overlooked factors affecting dental practice revenue: the dynamics of shared networks. Discover how unsuspecting practices can find themselves receiving reduced payments without realizing, and learn actionable strategies to protect your practice against this pitfall. From training your front desk to be "the keeper of the gates" to understanding new shared network announcements, Lisa offers key insights and practical tactics that could significantly impact your practice's bottom line. Don't let lack of awareness about shared networks affect your profitability; listen to this episode and stay on top of your practice's financial health!‍‍Listen to Lisa's Other Episodes Here:75: Lisa Weber | Unlock The PPO, Teams, Numbers, and all about dental insurance – The Dental Marketer PodcastMMM [Insurance] Here's Why You Should Treat Your PPO Insurance Carriers Like Every Other Marketing Strategy – The Dental Marketer PodcastThe Making of SMILE & CO. - Episode FOUR – The Dental Marketer Podcast‍Host: Michael AriasJoin my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍Love the Podcast? Let Us Know How We're Doing on Apple Podcasts!

The amount of information on how to find a life partner is staggering. There are videos, podcasts, blogs, books—who doesn't have a theory? While some of the information is good, the sheer volume makes it overwhelming. How in the world are we to make sense of it?   Well, in an effort to sift through all the noise, Roy Biancalana, our host, has boiled down our pursuit of intimacy to 5 essential ideas, and they are the focus of this 5-part series.   In part one of the series, the focus is on what we should be most concerned with, which are shared commitments rather than shared chemistry. Too many of us think that having great chemistry means we're right for each other, and nothing could be further from the truth.   This podcast describes what you should be looking for in a life partner—and it's not sexual in nature.   Additional Resources Roy may have mentioned on the show:   Roy's Website: https://coachingwithroy.com   Roy's Relationship Fitness Self-Assessment Test: https://coachingwithroy.com/the-relationship-fitness-self-test/   Roy's 4 Books: ·      Quantum Questions: https://www.amazon.com/dp/B0F4RFZBS3/ ·      Relationship Bootcamp: https://amzn.to/360UsMR ·      Attracting Lasting Love: http://amzn.to/1UnYeYh ·      A Drink with Legs: https://amzn.to/31UBl3K     Roy's Group Coaching Program: https://coachingwithroy.com/group-coaching/   Roy's Complimentary 45-min. Coaching Session: To set up an appointment, email him at roy@coachingwithroy.com or call his cell 407-687-3387.   The Attracting Lasting Love podcast explores the dynamics of mature and adult dating, delving into the issues of emotional intelligence, the law of attraction, and the quest for a life partner or soulmate, while offering conscious insights and mindful advice on navigating modern relationships.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training When Melany Robinson lost 70% of her agency's revenue overnight during COVID, she didn't just "cut costs." She rebuilt her team around trust, ownership, and shared sacrifice and learned why keeping C players is one of the most expensive mistakes agency owners make. This episode is a masterclass in leadership, culture, and making hard decisions without losing your soul. Guest Overview Melany Robinson is the founder of SproutHouse, a 30-person integrated communications agency serving hospitality, real estate, and lifestyle brands. She's led her agency through rebrands, crises, and COVID, emerging stronger, leaner, and clearer on what real team culture actually means. What You'll Learn Why COVID exposed the hidden cracks in most agency team structures The real cost of keeping "C players" during uncertain times How to handle massive revenue loss without destroying trust The mindset shift from "managing people" to leading a team Why retreats, alignment, and shared experiences matter more than perks Key Takeaways You can't afford C players, especially during down cycles Shared sacrifice builds loyalty; secrecy destroys it Letting clients out of contracts can be a long-term growth play Culture isn't words on a wall. It's how people show up under pressure Great leaders give clarity, not control The best teams row in sync or the boat doesn't move Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources This episode is brought to you by Wix Studio: If you're leveling up your team and your client experience, your site builder should keep up too. That's why successful agencies use Wix Studio — built to adapt the way your agency does: AI-powered site mapping, responsive design, flexible workflows, and scalable CMS tools so you spend less on plugins and more on growth. Ready to design faster and smarter? Go to wix.com/studio to get started. What Losing 70% of Revenue Taught One Agency Owner About Leadership Most agency owners agree that culture matters. But culture doesn't show up when revenue is up and clients are easy. It shows up when 70% of your revenue disappears overnight. That's exactly what happened to Melany Robinson, founder of Sprout House, when COVID hit. Hospitality clients vanished. Contracts evaporated. The "we'll figure it out" optimism most agency owners run on suddenly wasn't enough. And here's the part most people won't admit: This is where weak leadership gets exposed. The Myth: "If I Work Hard and Treat Clients Well, Growth Is Guaranteed" Before COVID, Melany believed what a lot of agency owners believe: Do great work. Act with integrity. Revenue will take care of itself. COVID blew that illusion up. Revenue is never guaranteed. Clients don't owe you loyalty. And culture doesn't magically hold when fear enters the room. So instead of hiding behind executive decisions, Melany did something most agency owners are terrified to do: She brought the team into the truth. Radical Transparency Beats Quiet Panic Sprout House told clients they could exit contracts. No penalties. Then Melany sat down with her team and laid out the reality: Revenue was down 70%. Something had to change. The choice wasn't who gets cut. It was how do we survive this together? The team chose shared compensation reductions over layoffs. Some people left. Others stayed. And that's when the real lesson emerged. The Hidden Cost of C Players C players aren't bad people. They just show up for themselves first. In good times, they're invisible and in hard times, they drain energy, margin, and morale. Melany realized something every scaling agency owner eventually learns the hard way: You can't afford C players during down cycles or up cycles. They don't row in sync. They protect their seat instead of the boat. On the contrary, A-players lean in. They sacrifice. They care about the whole. And those people are worth everything. Leadership Isn't Managing. It's Creating Clarity Melany doesn't pretend to be a great "manager." Great agency founders don't micromanage. They cast vision, set expectations, and get out of the way. Clarity isn't being bossy. It's saying: "This is what needs to be done. By this date. I trust you to figure out how." That's how you get leaders, not task-doers. Why Culture Is Built Outside the Office Sprout House invests heavily in retreats and real connection. They take the team horseback riding, snowmobiling, swimming in cenotes, and playing games by the pool. Not strategy decks. Not whiteboards. Why? Because trust isn't built in Zoom meetings. It's built when people see each other as humans instead of roles. And when things get hard, that trust is the difference between fragmentation and resilience. The Agency Owner Reality Check If you're honest, you've probably felt some version of this: You're stuck in fulfillment You're carrying people who aren't carrying their weight Revenue feels fragile You're not paying yourself what you should You know something has to change, but you're avoiding the decision This episode isn't about COVID. It's about leadership. And the uncomfortable truth that scaling requires subtraction before multiplication. The Question Is Simple Who's really in your boat? Because hope isn't a strategy. And C players are more expensive than you think. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

This week - Kevin and Sam break down the biggest State of Play in PlayStation history. Did it deliver?Time Stamps:0:00 Intro & Whatcha Playing3:00 Mewgenics impressions8:00 Every Game Announced at State of PlaySupport Us on Patreon: https://www.patreon.com/SaveTheGameMediaFollow Us:STGM: https://bsky.app/profile/savethegamemedia.bsky.socialKevin: https://bsky.app/profile/themuff1nmon.bsky.socialSam: https://bsky.app/profile/samheaney.bsky.socialJoin our Discord: https://discord.gg/89rMmfzmqwSupport our Extra Life: https://www.extra-life.org/participant/SaveTheGameMediaAll music created by the amazing Purple Monkey: https://linktr.ee/pme.jib#PlayStation #StateofPlay #GodofWar #Gaming

When President Trump shared a racist video on his Truth Social account last week, the blowback was real. But the video is also part of a tradition that has existed in the U.S. since the early 1800s — of using "humor" to spread and crystallize racist ideals. On this episode, we speak with Raul Perez, the author of "The Souls of White Jokes: How Racist Humor Fuels White Supremacy," who tells us how making fun of Black people was crucial to constructing "whiteness" — and perpetuating white supremacy — in the early days of the U.S.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

At first, nothing about the relationship seemed unusual. A year and a half together. Shared apartments. Time apart for work. But early on, she noticed the scratches — deep, unexplained marks that appeared on his body overnight, long before she entered his life. He said it had always been that way.As their relationship deepened, strange things began happening around her — but only when he was present. Shadows in mirrors. Doors opening on their own. Objects moving with deliberate precision. When he worked out of town, everything stopped.What began as coincidence slowly formed a pattern too consistent to ignore. And when an unexplained figure appeared beside her child's bed — seen by him alone — the question shifted from fear to something more disturbing.Was something following him? Or was he the doorway?#TrueGhostStories #ParanormalExperience #SomethingFollowedHim #HauntedRelationship #ShadowFigures #UnexplainedScratches #RealGhostStory #ParanormalPodcast #AfterMidnight #UnseenPresenceLove real ghost stories? Want even more?Become a supporter and unlock exclusive extras, ad-free episodes, and advanced access:

At first, nothing about the relationship seemed unusual. A year and a half together. Shared apartments. Time apart for work. But early on, she noticed the scratches — deep, unexplained marks that appeared on his body overnight, long before she entered his life. He said it had always been that way.As their relationship deepened, strange things began happening around her — but only when he was present. Shadows in mirrors. Doors opening on their own. Objects moving with deliberate precision. When he worked out of town, everything stopped.What began as coincidence slowly formed a pattern too consistent to ignore. And when an unexplained figure appeared beside her child's bed — seen by him alone — the question shifted from fear to something more disturbing.Was something following him? Or was he the doorway?#TrueGhostStories #ParanormalExperience #SomethingFollowedHim #HauntedRelationship #ShadowFigures #UnexplainedScratches #RealGhostStory #ParanormalPodcast #AfterMidnight #UnseenPresenceLove real ghost stories? Want even more?Become a supporter and unlock exclusive extras, ad-free episodes, and advanced access:

Today we talk about the book After Virtue by Alasdair MacIntyre. We talk about his genealogy of moral discourse. The teleologies of Aristotle. The failure of the Enlightenment moral project. Our modern culture of Emotivism and the sorts of characters that thrive in it. Shared practices and community as a way to revitalize moral conversation. Hope you love it! :) Sponsors: Nord VPN: https://nordvpn.com/philothis  Thank you so much for listening! Could never do this without your help.  Website: https://www.philosophizethis.org/ Patreon: https://www.patreon.com/philosophizethis  Social: Instagram: https://www.instagram.com/philosophizethispodcast X: https://twitter.com/iamstephenwest Facebook: https://www.facebook.com/philosophizethisshow Learn more about your ad choices. Visit podcastchoices.com/adchoices

When Listeners Say, “Me Too”: Finding Familiarity in Shared Stories – A Listener Voicemail Episode Description:In this special listener voicemail episode, Jen and Amy turn the mic outward—listening closely to the voices, stories, and wisdom of the community that makes this show what it is. From reflections sparked by our Wake Up Call season to deeply personal responses to Jen's book Awake, these messages trace a powerful throughline: what happens when we begin to tell the truth about our lives—and make space for who we're becoming. Listeners share how conversations with Lee C. Camp, John Fugelsang, Melani Sanders, and Chrissy King stirred something awake in them, naming long-held questions around faith, body, identity, and courage. Others call in to reflect on the uncanny resonance of Awake, beginning again and again with the same line: “Jen, our stories are very similar.” This episode is tender, funny, and honest—a reminder that none of us are doing this work alone. It's about waking up, letting go, finding language for the ache, and choosing what comes next—together. If you've ever wondered whether your voice matters here, this episode is your answer. Thought-provoking Quotes: “Our stories are very similar—and hearing that out loud made me realize I'm not behind. I'm just in it.” – FTL Listener “I didn't know how much I needed someone to say, ‘You're allowed to change your mind,' until this season.” – FTL Listener “That episode felt like someone finally put words to the questions I've been carrying quietly.” – FTL Listener “Something in me relaxed when I heard someone else say it first.” – FTL Listener Resources Mentioned in This Episode: Beyond Words: Listening to a Hidden Community — Ky Dickens and The Telepathy Tapes - https://jenhatmaker.com/podcasts/series-64/unlocking-the-secrets-of-consciousness-and-telepathy-ky-dickens-and-the-telepathy-tapes/ The Telepathy Tapes podcast - https://thetelepathytapes.com/ Rick Rubin - https://x.com/RickRubin Elizabeth Gilbert - https://www.elizabethgilbert.com/ Human Flourishing in a Distracted World: Theologian Lee C. Camp Offers a Wake Up Call To Living Well - https://jenhatmaker.com/podcasts/series-64/human-flourishing-in-a-distracted-world-theologian-lee-c-camp-offers-a-wake-up-call-to-living-well/ Love Over Dominance: John Fugelsang on the Future of Christianity - https://jenhatmaker.com/podcasts/series-64/love-over-dominance-john-fugelsang-on-the-future-of-christianity/ Social Media Sensation Melani Sanders Reminds Us That We Are Enough and We Do Not Care - https://jenhatmaker.com/podcasts/series-64/social-media-sensation-melani-sanders-reminds-us-that-we-are-enough-and-we-do-not-care/ Wake Up Call: Your Body Was Never the Problem with Body Liberation Advocate, Chrissy King - https://jenhatmaker.com/podcasts/series-64/wake-up-call-your-body-was-never-the-problem-with-body-liberation-advocate-chrissy-king/ Dr. Mary Claire Haver - https://www.instagram.com/drmaryclaire Jen Hatmaker Book Club - https://shop.jenhatmaker.com/collections/book-club Connect with Jen!Jen's Website - https://jenhatmaker.com/ Jen's Instagram - https://instagram.com/jenhatmakerJen's Twitter - https://twitter.com/jenHatmaker/ Jen's Facebook - https://facebook.com/jenhatmakerJen's YouTube - https://www.youtube.com/user/JenHatmaker The For the Love Podcast is presented by Audacy. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In the spirit of Valentine's Day, we're talking about how to build a stronger financial partnership - from financial date nights and shared accounts to the subtle social norms that still influence modern couples. Today's guest is Dr. Emily Garbinsky, professor at Cornell's Johnson School of Business, whose work explores how couples make financial decisions, how pooling money affects relationship satisfaction, and what really happens when one partner earns more than the other. Learn more about Dr. Garbinsky's research here. Hosted on Acast. See acast.com/privacy for more information.